Keep Transits on Trains - Rail, Tram and Bus Union of NSW

RAILROAD 

THE MAGAZINE OF THE NSW BRANCH OF THE RAIL, TRAM & BUS UNION 

AND 

VOLUME 104 No. 1 March 2012 

<strong>Keep</strong> <strong>Transits</strong> on Trains 

Print Post Approved 25500003-01148

RTBU RTBU Holiday Park Park 

Vacancies for for School Holiday Period 

The The RTBU RTBU Holiday Holiday Park Park is is situated in in Jervis Jervis Bay Bay on on the the South Coast. 

Modern Modern self-contained units units with with colour colour TV, TV, microwave ovens and and 

accomodate accommodate families families of up of up to 6 to persons. 6 persons. The The Holiday Holiday Park Park is situated is in in a a 

National National Park Park and and Members can can enjoy enjoy a holiday a by by the the sea sea and and relax with 

fishing, tennis, boating, swimming or or bushwalking. 

For For booking enquiries enquiries please please telephone telephone Ingrid at Head Office on 

(02) 9264 (02) 2511 9264 or Dept: 251134432 

<strong>Keep</strong> your career rolling 

All All job job applications professionally prepared 

Expertly Written Selection Criteria 

Contact Contact source@iprimus.com.au or or Telephone 02 0415 9319 440 0926 134 

RAILROAD 

ADVERTISING 

RATES 

Selective 

Selective 

advertising 

advertising 

is available 

is available 

in 

in 

RAIL 

Rail 

& 

& 

ROAD 

Road 

at 

at 

competitive 

competitive 

individual 

individual 

issue 

issue 

rates 

rates 

or a 

or 

discounted 

a discounted 

annual 

annual 

rate. 

rate. 

A 

A 

design 

design 

service 

service 

is 

is 

also 

also 

available 

available 

to 

to 

have 

have 

your 

your 

advertisement professionally designed to your specifications. 

advertisement professionally designed to your specifications. 

AND 

AND 

RAIL & ROAD is the official journal of the NSW Branch of the Rail, Tram and 

RAIL & ROAD is the official journal of the NSW Branch of the Rail, Tram and 

Bus Union and is produced as part of the union’s communication strategy 

Bus Union and is produced as part of the union’s communication strategy 

to inform and report on matters of interest to members. 

to inform and report on matters of interest to members. 

All editorial and advertising inquiries should be addressed to Peter 

All editorial and advertising inquiries should be addressed to Peter 

O’Connor Telephone: (02) 9264 2511 e-mail: poconnor@rtbu-nsw.asn.au 

O’Connor Telephone: (02) 9264 2511 e-mail: poconnor@rtbu-nsw.asn.au 

Printing - Brightset, Banksmeadow, (02) 9316 4800 

Printing 

Art & 

- 

Design 

Brightset, 

- P Design 

Banksmeadow, 

- paul@pdesign.com.au 

(02) 9316 4800 

- Phone 0402 032 949 

art & Design - P Design - paul@pdesign.com.au - Phone 0402 032 949 

NSW BraNch 

NSW Branch 

head Office 

Level4, 321 Pitt Street, 

Sydney Head NSW Office 2000 

Tel Level (02) 4, 92642511 321 Pitt Street, 

Sydney NSW 2000 

Fax (02)92611342 

Tel (02) 92642511 

Email 

Fax (02) 

nswho@rtbu-nsw.asn.au 

92611342 

Website Email nswho@rtbu-nsw.asn.au 

www.rtbu-nsw.asn.au 

Website www.rtbu-nsw.asn.au 

Bus and Tram Division 

Bus and Tram Division 

83-89 renwick Street 

83-89 Renwick Street 

redfern Redfern NSW 2016 

Tel (02) 93197277 

Fax (02) 93194341 

Email nswbus4@bigpond.com 

nswbus4@bigpond.com 

Locomotive Division 

Locomotive Division 

Level 4, 321 Pitt Street 

Level Sydney 4, NSW 321 Pitt 2000Street 

Sydney Tel (02) NSW 92643400 2000 

Fax (02) 92647679 

Tel (02) 92643400 

Email nswloco@rtbu-nsw.asn.au 

Fax (02) 92647679 

Email nswloco@rtbu-nsw.asn.au 

Newcastle Office 

33 Gordon Avenue, 

Newcastle Hamilton NSW 2303 Office 

Tel (02) 4961 4311 

33 Gordon avenue 

Fax (02) 4961 4779 

hamilton Email newcastle@rtbu-nsw.asn.au 

NSW 2303 

Tel (02) 4961 4311 

Fax Wollongong (02) 4961 4779Office 

Level 1, 306a Crown Street, 

Wollongong, 2500 

Office 

Tel (02) 4227 5798 

Level Email 1, wollongong@rtbu-nsw.asn.au 

306a crown Street, Wollongong, 2500 

Tel (02) 4227 5798 

Email Branch wollongong@rtbu-nsw.asn.au 

Executive 

Secretary 

Alex Claassens 

President 

Tony Clear 

Branch Executive 

Assistant Secretary David Woollams 

Secretary 

alex claassens 

President 

Phil Kessey 

Organisers 

assistant Secretary Mick Schmitzer 

Newcastle Mick Schmitzer 

Wollongong John Curley 

Organisers 

Frieght Organisers Steve Wright 

Newcastle Mick Kevin Schmitzer Pryor 

Wollongong Passenger Organiser John Bob curley Newham 

Frieght Branch Organisers Steve Lizanne Wright Bennett 

helen Bellette 

Branch Organisers Brendan Edghill 

Mick Cartwright 

Paul 

Paul 

Douglas 

Douglas 

Bob Michael haydenFarhat 

Lead Organisers Doug Klineberg 

Education Officer Phillip Maryanne Kessey Stuart 

Industrial Officer Doug Peter Klineberg O’Connor 

Legal/Industrial Lizanne Bennett 

Officer 

Brendan Edghill 

Education Officer Maryanne Stuart 

Industrial Officer Peter O’connor

From the Branch Secretary 

In the last issue of Rail and Road we spoke 

about how the O’Farrell Government was 

laying down its agenda of industrial reform and 

attacks on public sector workers. At that stage 

we were coming to terms with the Transport 

Amendment legislation, allowing workers and 

functions to be transferred to Transport for 

NSW. We were talking about the general thrust 

of the government and the trends to expect. 

Things have moved further since then. 

Our industry and our members are starting to 

witness and experience the direct affects of 

some of these changes. While the terms and 

conditions around the tfNSW Award continue, 

we are experiencing direct attacks on sectors 

of the workforce, through proposals to reform 

Presentation Services, and the removal or 

significant re-defining of Transit Officer roles, 

in particular. Restructures are also starting to 

flow through, and bite, in areas such as State 

Transit, with a range of positions and functions 

being affected. 

Accompanying these changes, we are seeing 

the usual spin through the media, attacking 

and blaming workers for the failings of the 

system. They are filled with clichés, untruths 

and spectacular exaggeration, but serve the 

function of softening up the public view 

about public sector, and rail and bus workers. 

In addition to the media attacks, there are 

the usual commissioned consultancy reports 

telling the Government how it can go about 

decimating the workforce and undermining 

existing jobs, working conditions and services, 

as ‘cost-cutting’ imperatives. The Government 

then conveniently points to these media reports 

and ‘independent’ reports as evidence that their 

policy focus is correct. 

This Government is sending a clear message 

that it isn’t afraid to take on transport as a 

‘community’ issue of waste, inefficiency and 

over-paid public sector workers, to bring 

about the changes it wants. These policy 

changes range from job losses, restructuring 

of functions and services, through to potential 

‘franchising’ and privatisation. 

These attacks will hurt and alarm and seek to 

divide us so sections of our workforce can be 

decimated. These attacks will hurt because we 

know for many of us this is not just a job. This 

is about life at work, because our careers are so 

much more than a job. 

Blaming the workers is always an easy way 

out for ineffective management. It’s a way for 

bureaucrats and politicians to get a quick fix, 

give a few bucks, grab a few headlines and 

move on to the next task without taking any 

responsibility for their actions or planning for 

the long term. 

We know that every day when we move the 

commuters around, if we make any mistake, 

no matter how small, we are immediately held 

accountable for our actions. Why aren’t they? 

Your union will be campaigning hard to protect 

jobs. Any attack on jobs is also an attack 

on services, and we will be leaving no stone 

unturned in our efforts to protect workers. 

The message to us and other transport unions 

is crystal clear. This Government is challenging 

us to defend our members jobs, to defend 

public services and to defend public ownership. 

We must rise to these challenges in a united 

and strong defence of all members, and the 

long term viability of public transport in this 

state. If we do not meet these challenges head 

on, and win the main battles, we will witness a 

very different transport industry than any that 

we have known. 

This is why we have set these areas as the key 

areas of our focus and campaigning work. 

We will continue to defend our presentation 

services members, our STA Revenue Protection 

Officers, our <strong>Transits</strong>, and members across all 

industry sectors, to defend the industry from 

reckless damage from a Government looking 

for cheap, short term cost savings measures. 

My message to you is that the next few years 

will be tough on us all, but remember that the 

RTBU unites transport workers in New South 

Wales and nationally. Politicians won’t support 

you and management won’t support you, we 

must support each other. 

I cannot impress upon all members, and any 

who have a deep concern for our union, that 

there is a rolling series of tough times ahead 

over the next few years. We won’t have time 

to dwell on victories or defeats, as these will 

be followed by further attacks and attempts 

to undermine important foundations of our 

industry. Put most simply and bluntly, this 

Government wants to contest the transport 

territory – and has clearly indicated that 

it wants a fight over some of its favourite 

reforms. We have to be prepared to have that 

fight. It is essential that we win the main fights 

in this environment. There is too much at stake. 

As a united and collective RTBU family, we 

will continue to rely on each other regardless 

of where we work. Continue to be proud of the 

job that you perform and proud to be union, 

as together we will remind the people of New 

South Wales of the necessity for investment in 

our transport asset and the potential for a world 

class transport system in New South Wales. 

In this Issue 

Industrial News 

<strong>Keep</strong> Our <strong>Transits</strong> on the Trains ......................5 

Maintenance Centre Reform Proposal .................6 

Where is the Award for Transport NSW? ...............8 

Workers Give RailCorp the Finger .....................9 

Industrial Notes ..................................12 

General News 

John Holland Takes Control of CRN ..................14 

Government to Introduce Opal Ticketing ..............15 

RTBU wins Drug & Alcohol Case .....................16 

New Gender Reporting Laws .......................17 

RTBU Welcomes Tram Plans ........................19 

O’Farrell introduces Competitive Unionism ............20 

On the Campaign Trail 

Sydney Alliance ..................................24 

Womens Campaign Committee ......................25 

Talking Union 

Equal Pay Case ..................................26 

RTBU Receives Certificate of Appreciation ............27 

Safety Matters 

Work hour and rest breaks scrapped under 

National Laws ...................................28 

Whistlestop .....................................29

Industrial News 

<strong>Keep</strong> Our <strong>Transits</strong> on the Trains 

Barry O’Farrell takes us 

back to the future. 

Yet again, the NSW liberal 

government attacks staff and 

compromises customers’ 

safety on public transport by 

dismantling the Transit Officer’s 

Function. They have learned 

nothing from similar failed 

ventures in the past. 

Previously the TIB (Transport 

Investigation Bureau) existed 

but was dismantled and replaced 

by Revenue Protection Officers. 

However, this did not address 

safety on the network and the 

repercussions - the fear of travelling the train network 

at night, and running the gauntlet of thugs committing 

robbery and assaults. 

The State government then addressed the issue by 

bringing in CHUBB security guards to travel the 

network at night on various services. This did not have 

any impact on the behavior on the network, as the 

guard’s function was to observe and report. 

This saw the introduction of the Transit Officer’s 

Function. With the introduction of this function safety 

for the public and rail workers was increased – the 

<strong>Transits</strong> having more powers to enforce safety and 

address the criminal aspects that were operating on 

the rail network. In addition, the Transit Function also 

conducted fare evasion operations. Transit Officers have 

played a very important role in reducing crime on the 

network and making it safer for all users of our train 

services. 

Now the current government wants to dismantle this 

function and hand the network over to an already 

overworked police service, whose own audits have 

found they cannot fill their vacancies. This is without 

taking into consideration the additional duties of 600 

extra police expected to flood the network. In addition, 

the government wants them to cover rail, ferry and 

bus functions. That is stretching the resources way too 

far. Police will be forced to prioritise any work they 

do, which may result in them being called away from 

transport duties altogether. 

To address this, the RTBU has commenced a campaign 

called “<strong>Keep</strong> our Transit Officers on Trains”. The 

aim is to keep the Transit function. We have contacted 

various community groups and will be lobbying 

parliament to achieve this, whilst running a grass roots 

campaign. Part of this campaign was the attendance 

at Unions NSW by a delegation of Transit Officers. 

Kevin Ferris addressed Unions NSW and a motion was 

passed in support of the Transit Officers. In addition, 

Mark Lennon – Unions NSW Secretary was given a full 

briefing by the Transit Officer’s delegation. 

This is a direct attack on the workers as the government 

is attempting to move this fight into transit officer 

against the police. Make no mistake this is a smoke and 

mirrors trick and is all about cost cutting by putting the 

public and railway workers at risk. 

To obtain a copy of the petition or if you require more 

information, please contact Organiser Helen Bellette on 

9264 2511, or visit the campaign section on the RTBU 

website: www.rtbu-nsw.asn.au 

RAIL & ROAD March 2012 Page 5

Maintenance Centre Reform Proposal 

Members are advised that RailCorp have commenced consultation regarding the above Reforms which are 

proposed to be introduced in June 2012. The proposals as discussed are as follows: 

1. Removal of “fault finding” shifts 5 days per week 

from Mortdale and Hornsby Depots. Rollingstock 

Division has advised that these shifts are no longer 

required and should RailCorp seek to remove these 

shifts prior to June they would consult at a local level on 

alternate duties. 

2. Removal of the 5pm “shed” shifts Monday to Friday 

at Flemington Depot, due to there being no specific 

Shunter provided for this shift. 

3. “Exchange Car” shifts at Mortdale, Hornsby and 

Flemington to work revenue service’s until Crib then 

utilise remaining shift for Exchange Car working. 

This is proposed by RailCorp due to there being 

no exchange car movements in peak hour and the 

increased availability of standby trains across the 

network. 

4. Renaming “wash shift” and “Shed shift” at all 

3 Maintenance centre’s to “Shed/Wash” shifts, 

although there will be no loss of any shifts, it is just 

a renaming of these shifts to increase the flexibility 

of these shifts. 

5. Proposal to make some Shed/Wash shifts available 

to Drivers from that Depot who are unable to assume 

main line work. Further consultation will occur 

regarding this point. 

Whilst RailCorp have proposed the above following a 

review of its business needs, the RTBU does not agree 

with the justification for the above changes and remains 

unconvinced that these proposals will work. The above 

is just another attack by RailCorp under the banner 

of Train Crew Reform which will either work or fail 

based on the reaction of members when these reforms 

are introduced. Members should continue to work to 

the provisions of the RailCorp EA and the Rostering & 

working Arrangements in regards to shift lengths whilst 

working the above mentioned shifts. 

Levy for RTBU Fighting Fund 

At the recent RTBU Branch Council, it was decided to introduce a levy to contribute to a special legal and 

industrial fighting fund. It was agreed that a levy of $1.50 per fortnight would supplement current union dues, 

and be allocated to a dedicated fund for future legal and industrial campaigns. 

The levy is slightly less than 1% of current union dues for most members, and is considered essential to 

preparing for potential costly legal and industrial battles. With increased attacks on the public sector, industrial 

relations, and moves towards a more legalistic approach to restricting workers rights, our union needs to be 

prepared for these challenges. In transport we can anticipate major battles around the operations of Transport for 

NSW, attempts at privatisation, franchising and erosion of working conditions and job losses. 

The funds raised by the member levy will be used to fight these battles in the courts or tribunals. We have already 

established a specific legal and industrial function within the union, which will focus on member advocacy and 

legal matters. We may also need to draw on external legal expertise on some of these issues. The legal challenges 

will come, it is simply a matter of when, and whether we are prepared and can afford to defend our members 

in this climate. In many contests, it is the ‘one-percenters’ that often make the difference between winning and 

losing. While no-one likes paying more money, and the union is cautious in seeking additional payments from 

members, this levy is vital to ensuring that our union is in a position to meet the legal and industrial challenges 

that will come. 

The levy will come into operation from 1 July 2012, and we urge all members to support this important initiative 

to safeguard all RTBU members in the period ahead. 

Page 6 rAIL & ROAD March 2012

How to choose the 

right lawyer for you… 

At White Barnes we’ve been looking after people just like you 

throughout New South Wales for over 50 years, and we truly 

understand the high level of expertise, and personal service 

and assistance, members of the Rail Tram and Bus Union are 

entitled to expect when you face any of life’s challenges… 

You owe it to yourself to chat with an expert and find out 

where you really stand, no matter what your challenge is… 

• A Negligence Claim 

• A Compensation Claim 

• Wills or Probate 

• Estate Planning 

• Employment 

• Work Health & Safety 

• A Vehicle Claim 

• An Insurance Claim or Dispute 

• Buying & Selling Property 

Many of our experienced partners are NSW Law Society Accredited 

Specialists, so to have an initial relaxed chat with a genuinely caring and 

skilful lawyer about your situation, and find out what your options are from 

here, call your White Barnes Free LegalHelpline now… 

1800 451 343 

Website: www.whitebarnes.com.au 

Sydney-Gosford-Parramatta … and regularly visiting all major 

regional centres in NSW.

Where is the Award for Transport for NSW? 

In 2011 the newly elected Liberal 

Government decided to fast track 

their vision of a single integrated 

transport authority to co-ordinate and 

oversee the delivery of transport to 

the people of NSW. 

Unfortunately RTBU salaried 

members in STA, RailCorp, CRIA 

and Ferries who perform functions 

that have now been taken over by 

Transport for NSW have been caught 

up in an industrial nightmare for 

the last 6 months as a result. On 

2 November 2011 the Transport 

Service of NSW came into being 

as a result of changes made by 

the Government to the Transport 

Administration Act. This legislation 

enables the Director General to 

forcibly transfer employees from 

the above named employers (and 

other Public Transport employers) 

to Transport for NSW (TfNSW). 

Where the RTBU had struggled 

successfully for many years to 

protect its members through 

negotiated Federal Enterprise 

Agreements and State Awards, we 

were now in danger of losing many 

of these conditions. Your Union 

Officers and Salaried Divisional 

Delegates immediately worked on 

a plan to protect the employment 

rights, salaries and conditions of 

affected members. 

There are two different groups of 

RTBU salaried and members that 

are affected. Those that will be 

employed in TfNSW ‘proper’ with 

planning, policy, communication, 

strategy and oversighting functions 

including legal, corporate, human 

resource, procurement and ‘project 

type’ functions; and those that 

provide the “mechanics” of an 

organisation without which it cannot 

function such as payroll, accounts, 

purchasing card and information/ 

computer technology – the “shared 

service” type functions. 

For the about the last 7 months your 

Union Officers have been negotiating 

through a frustrating maze of 

contradictory information to try and 

improve on the Salaried Officers 

‘Determination’ so it can be made 

into a State Award that will protect 

and benefit RTBU members to the 

best of our ability with minimal 

loss of conditions (if any) no matter 

which transport agency they come 

from. 

No stone has been left unturned 

in efforts to ensure the rights and 

entitlements of workers that have 

been struggled for over many years 

are captured in the new Award. 

We have lodged a Union Award 

in the State Industrial Relations 

Commission and engaged in both 

dispute proceedings and conciliation; 

we have directly approached the 

decision makers, the Director 

General, the Transport Minister, 

Members of the Opposition in 

Parliament and others who can 

influence the process and the 

outcome; and we have sought expert 

legal advice and representation both 

in the Federal and State jurisdictions 

to fight for members’ rights. 

So far we have achieved a 

commitment to “no overall financial 

detriment”: members will have 

no drop in base salary; if you are 

currently paid over the salary of 

the grade of the job you are going 

to in TfNSW you will maintain 

your salary as a personal salary; if 

your salary doesn’t exactly match 

the pay points of TfNSW you will 

be translated to the next highest 

increment so in some cases members 

might get a slight pay increase; 

the pay increase you are currently 

entitled to under your EBA or Award 

will be applied to your salary for the 

duration of the current EBA or Award 

even if you are employed by TfNSW; 

any current entitlements to a Travel 

Pass will be kept e.g. if you have 

an entitlement now to a Gold Pass 

when you reach 30 years service, 

you keep that entitlement; any leave 

entitlements you have (long service, 

annual, sick) will be carried over 

to TfNSW; we have managed to 

include a comprehensive consultation 

and dispute resolution clause; and 

importantly, if you are offered a job 

now in TfNSW and want to take it 

but want to make a final decision 

when the Award is finalised, you 

can take the job now under the 

minimalist determination and reserve 

your right to return to your home 

Agency within 7 days of the Award 

being made. 

We have also managed to try 

and protect members’ security of 

employment by seeking that direct 

permanent full-time and part-time 

employment is the preferred option 

so as to limit the employment of 

temporary or contract staff. This 

means there should be more options 

for the employment of our members. 

The major issue for the RTBU is 

the constant attempt of TfNSW to 

put entitlements that we believe are 

enforceable conditions and should 

be in the Award, into employer 

controlled Policy. We will continue 

to negotiate and fight for conditions 

to be protected and enforceable. 

However, where does this leave the 

“shared services” type functions? 

Currently these members are on 

“assignment” to TfNSW or the 

Department of Transport. That is, 

they are still employed under the 

EBA or Award in Rail, Buses and 

Ferries, but it is as if they are on 

secondment in respect of the work 

they do and the functions they 

perform. There is currently a team 

from TfNSW looking at how the 

‘shared services centre’ will work 

and who will be included but the 

main game for the Director General 

has been to get his six divisions 

up and running before addressing 

shared services. This uncertainty 

is having a negative impact on our 

members, but the more questions 

we ask, the clearer it becomes that 

Government doesn’t really have any 

concrete answers. We will continue 

to seek clarity and certainty for these 

members and fight to ensure that 

their right to ongoing and secure 

employment remains. 


Workers Give RailCorp the Finger 

During the negotiations for the RailCorp 

Enterprise Agreement 2010 the RTBU was 

looking for every opportunity to get a decent pay 

increase for members. The Union negotiators 

asked RailCorp to come clean and put on the table 

every restructure and reform they were telling 

Government they were going to introduce during 

the life of the Agreement to generate income for 

the budget. 

Time Capture to Pay (TC2P) 

One of the reforms RailCorp put forward was the concept 

of Time Capture to Pay which was going to be introduced 

over the next couple of years and which was described 

to the RTBU as an automated swipe on/swipe off clock 

system that would enable Payroll to become automated. 

All the Unions were told that it would be similar to the 

system that had been introduced in the Workshops as part 

of their reforms – in effect, an electronic ‘bundy’ clock 

system to record attendance – which replaced the sign in 

books. 

However, when RailCorp came to consult with us on the 

system last year, they had configured a system that didn’t 

just use an employee swipe card to record attendance, 

but required confirmation by an individual finger scan. 

Members were outraged at this extra introduction to the 

system and raised a whole range of questions relating to 

personal privacy, equity of application of the system and 

the security of the very personal information that would be 

gathered and held electronically. 

As a result the RTBU put the issue into dispute in October 

2011. RailCorp attempted to address the RTBU concerns 

but the members were not convinced and continued to say 

they were reluctant to participate in such a system. This 

move was seen as a breach of good faith in that it was 

never raised when discussed with the EBA and was seen 

as a breach of trust in the relationship between members 

and their employer. 

Eventually we sought the assistance of Fair Work Australia 

the RTBU asked members to sign a petition if they still 

had concerns. Over a period of approximately 5 days 

the RTBU had over 2000 signatures to present to FWA 

expressing how they felt about finger scanning. 

This was a huge message to RailCorp who now has to 

take member concerns seriously. On 1 March 2012 Senior 

Deputy President Hamberger of FWA published the 

following recommendation: 

Introduction of Finger Scanning Technology 

“The parties need to acknowledge that Railcorp has 

already made a substantial investment in the introduction 

of finger scanning technology. They also need to 

acknowledge both that Railcorp has the legal right to 

introduce this technology and that Railcorp employees 

have significant concerns about its introduction. 

Fair Work Australia recommends that the Combined 

Unions and Railcorp engage in a process to identify and 

respond to the concerns that Railcorp employees have 

with the new technology. 

Fair Work Australia also considers that Railcorp needs to 

engage in widespread and detailed consultation with its 

workforce about the introduction of finger scanning. This 

should take place in co-operation with the Unions. 

The parties are asked to report back to Fair Work 

Australia in 8 weeks time.” 

This is a good outcome for members as it provides us 

with an opportunity to be heard and have our concerns 

addressed. Don’t waste it! Contact your Union Organiser 

with your concerns and participate in the consultation 

process by emailing nswho@rtbu-nsw.asn.au. 


Safety Concerns on Stations Safeworking 

Members should be aware of 

a RailCorp project currently 

reviewing the current safeworking 

qualifications, training and roles of 

station staff. The project has changed 

the previous safety training and 

refresher training requirements by 

reducing or eliminating this training 

which has serious safety concerns. 

The safety concerns relate to 

RailCorp’s insistence on introducing 

procedures that do not comply 

with the safety requirements of the 

Network Rules and Procedures and 

are in direct conflict with RailCorp’s 

“RailSafe Training Standards 

Manual” and other RailCorp 

safeworking documents. 

RailCorp have developed procedures 

that require and allow “unqualified” 

employees to implement Lookout 

Working (LOW) and Controlled 

Signal Blocking (CSB), 2 types 

of work on track protection 

arrangements without the required 

training and qualification as 

a Protection Officer. To have 

“unqualified” employees implement 

worksite protection arrangements 

raises serious safety concerns. It 

exposes employees and customers 

to injury and/or incident and could 

result in disciplinary action being 

instigated by RailCorp. 

The Union’s safety concerns relate 

to questions of, “who can be a 

Protection Officer”, “what training is 

required to be a Protection Officer” 

and “what levels of work on track 

protection can be implemented based 

on the training and certification 

gained”. 

At the time of writing this article 

the Union has raised this safety 

issue with both the Independent 

Transport Safety Regulator (ITSR) 

and WorkCover and the Union 

is still waiting for RailCorp to 

formally respond to our letter of the 

24th February which lists and our 

concerns and advises RailCorp of the 

dispute. 

The Union sees this project as an 

attempt by RailCorp to reduce costs 

by reducing or eliminating their 

obligations to ensure that members 

are trained to the required and 

mandated level of knowledge, skills 

and competency to perform in their 

respective positions. 

PN Coal denies misuse of the stand-down 

clause at Port Kembla 

An inadequate stand-down notice issued by PN Coal, that 

affected train crew at Port Kembla and Lithgow, has lead 

to the RTBU seeking help from FWA help clarify how 

stand-down notices should be issued to employees. 

The notice was issued as a result of CFMEU protected 

industrial action at Port Kembla and the issues in dispute 

are that, in breach of Clause 11 of the EA, PN did not 

provide the required two days written notice to employees 

before the start of the proposed stand down. 

PN also did not specify a time frame for the stand down, 

simply saying it would be for an “undefined period of 

time”. There is also contention as to whether there was 

sufficient consultation as soon as practical before the stand 

down. 

Although the proposal was withdrawn the day before the 

stand down was due to start, the RTBU wants to resolve 

any discrepancies in the interpretation of Clause 11 in 

order to ensure that any future stand-down notifications 

follow the correct procedure. 

PN has replied that it doesn’t think their application of the 

stand-down clause is incorrect and that there is therefore 

no need to take the issue to FWA. 

On February 28 the RTBU applied to the FWA to have the 

matter heard. In the meantime, PN agreed to meet with 

the RTBU and agreed to the union construction, and the 

dispute was resolved on this basis. 


Use your 

super to 

pay less tax 

Make the most of your money with 

First State Super 

Did you know once you reach age 55 you can still 

be working and access your super as a Transition to 

Retirement Income Stream? 

This means you can cut back your hours but not your 

lifestyle. Or you can combine it with a salary sacrifi ce 

strategy to save tax. 

To fi nd out how visit our website or call us. 

First State Super’s Income Stream 

■ Concessionally taxed income between age 55 and 

60, or tax free income from age 60 

■ No entry fees or commissions and low charges 

■ Flexible income payment choices and 11 

investment options 

■ Money magazine’s Best of the best lowest 

cost pension fund, 3 years in a row 1 

Need advice? 

FSS Financial Planning 2 can show you how you 

could benefi t from a transition to retirement 

income stream, and also help you with the 

paperwork. Find out more at www.fssfp.com.au 

TIP: The Options 55-plus calculator 

on our website can help you to evaluate 

how much you could save. Go to 

www.firststatesuper.com.au and 

click on Calculators. 

Consider the applicable First State Super ABN 53 226 460 365 Product Disclosure Statement before deciding whether becoming a member or continuing your membership 

is right for you. To obtain a copy visit the website or call us. Issued by FSS Trustee Corporation ABN 11 118 202 672, AFSL 293340. February 2012. 

1 The funds in Money magazine’s Best of the Best Lowest-Cost Pension Funds were chosen from SuperRatings’ platinum-, gold- and silver-rated balanced funds and 

ranked on their annual costs associated with a $50,000 balance. First State Super was the winner in 2010, 2011 and 2012. 

2 Financial planning services are provided by Health Super Financial Services Pty Ltd (HSFS) (ABN 37 096 452 318, AFSL 240019) trading as FSS Financial Planning 

(FSSFP). FSSFP is wholly owned by the FSS Trustee Corporation (ABN 11 118 202 672, AFSL 293340), Trustee of the First State Superannuation Scheme 

(ABN 53 226 460 365). February 2012. 

phone: 1300 650 873 | email: enquiries@firststatesuper.com.au | www.firststatesuper.com.au/pension 

LESSTAXRAIL R&R 0212

Industrial Notes 

ARTC 2012 EA Negotiations 

Members are aware that the ARTC 2009 EA expires soon as a 

consequence the RTBU has dispatched surveys to members for their 

comments on what they see as important issues that require to be 

incorporated in the up-coming negotiations. 

The number of responses and general feedback to the surveys has been 

extremely gratifying. The enormous interest shown and comments 

contained in the surveys goes well for a solid foundation to the 

fundamental issues to form our log of claims. 

On Thursday 1st March there was a preliminary meeting between the 

relevant combined Unions’ Organisers and ARTC Management. This 

meeting discussed the many and various issues that will be integral 

components of the negotiations, the processes for the negotiations, who 

will be involved in, and where and when the negotiations will take place. 

The Unions requested access to various information and sort 

commitments from ARTC so as to allow the negotiations to progress 

unhindered. Although ARTC gave a commitment to ensure that Member 

Representatives were made available to participate in the negotiations 

they were reluctant to divulge sensitive personal information and that 

if the Unions required this they would have to seek this through their 

members. 

This meeting also set a timeframe for these negotiations to take, with 

a meeting between the Combined Unions to be held on the 8th March 

where the Unions will discuss their members’ specific issues together 

with developing a collective position to place before ARTC. 

Following this meeting, the initial meeting between ARTC Management, 

Union Organisers and the member representatives would take on 

Monday 19th March. This meeting will be where the Unions and the 

member representatives will formally discuss and table the detailed “Log 

of Claims”. 

The RTBU would like to acknowledge the members’ and thank them for 

their overwhelming responses and interest in this issue. The Union will 

keep members advised, through the member representatives, worksite 

visits and Bulletins/News Letters. 

Part Time 

Work Proposal 

for Train Crew 

Recently the Locomotive Division 

was advised by RailCorp that “in 

accordance with clause 141 of the 

RailCorp Enterprise Agreement 2010”, 

it has developed a proposal to offer 

current full-time suburban train crew 

employees the opportunity to convert 

to part-time employment. 

An initial meeting was held in January 

2012 to discuss the process going 

forward, the RTBU agreed to provide 

Delegates for the implementation 

committee and an initial committee 

meeting has been held to discuss 

various aspects of this proposal. 

The introduction of Part-Time 

Employment to Train Crew is an 

extension of what already applies to 

other RailCorp Classifications and is 

actually available for all Employees 

now (including Train Crew). There 

are no formal arrangements in place 

for Train Crew when it comes to 

the actual implementation of Part- 

Time employment however there are 

numerous potential issues that may 

affect existing working arrangements. 

2nd Train Preparation 

This arises from the 2010 EA negotiations where it was agreed that the 2nd or subsequent train prep would be reviewed 

to allow for a shorter “take charge” process. The methodology behind this is that RailCorp wants trains to be prepared 

once only every 24hrs thereby reducing preparations and gaining more “in seat” driving time. The current process is 

that when a train is stabled following the AM peak period it is re-prepared before entering service for the PM peak. 

Several meetings have occurred to date with the RTBU now opposed to RailCorps initial proposal which only requires 

a Power against brake test and a continuity test. 


Industrial Notes 

Signallers 

Amalgamation Issues 

On Friday the 17th of February Doug Medina, Carissa James, Derek 

Morgan-Jones met with management about the numerous issues related the 

amalgamation of the Sefton/Liverpool panels. There are a myriad of issues 

but much of this could have been avoided by RailCorp following the EBA 

and consulting with the workers. This matter is now being addressed with 

the membership in the correct manner of management asking the workers for 

their input. 

Continuing concerns 

about CountryLink 

training 

The RTBU Loco Division is continuing to try and resolve a dispute with 

RailCorp about training for CountryLink drivers. 

On February 20, the Locomotive Division attended a conciliation session 

at Fair Work Australia regarding the ongoing dispute with RailCorp about 

CountryLink training and assessment developments. 

The conciliation was as a result of the Locomotive Division making 

application in FWA to have the matter dealt with as a breach of clause 

133.1 of the RailCorp 2010 EA. 

Clause 133.1 of RailCorp EA requires parties to agree, not merely consult, 

on competency-based training and assessment in CountryLink. 

The Union expressed its concerns about RailCorp’s lack of consultation 

with the RTBU and our belief that what was being used and proposed was 

not in compliance with the Rail Safety Act s.21 which requires rail safety 

workers to be assessed as competent against Australian Qualifications 

Framework (AQF). 

The outcome of the hearing was that the Locomotive Division would meet 

with RailCorp as previously agreed on Thursday February 23 to discuss 

RailCorp’s new draft Competency Management document for CountryLink. 

Agreed protocols and management of any future discussions are also on 

the agenda and both parties reported back to FWA and Commissioner 

Hamberger on March 5 to assess how the negotiations / consultation 

process are progressing. 

The Division also remains in dispute with CountryLink on a number of 

other issues including 48 Class and ICE Radio training. 

Waratah 

Project 

Update 

There are now 5 Waratah Sets 

operating concurrently on the 

RailCorp Network including peak 

hour services with one Set available 

as a spare. Set 7 [AO9] was 

presented to RailCorp for Practical 

Completion in mid December 2011 

and has so far failed to complete that 

process owing to outstanding issues. 

This should occur in mid February 

with Set 8 [AO10] potentially being 

available for operations in March, 

from there Set delivery should 

escalate to one per fortnight. Train 

Crew training for the Waratah 

continues with 174 Driver and 164 

Guards now trained in Sector 2 with 

two depots remaining in that Sector 

to be completed before training 

commences in Sector 3. 

Operationally, the Waratah is 

proving very reliable with limited 

issues to date however, there remain 

several outstanding concerns 

relating to in cab equipment: 

• Detrainment Ramp equipment [as 

previously reported] remains a 

concern regarding potential head 

strike for Train Crew operating 

within the cab. This should be 

resolved by the arrival of Set 8 

[AO10]. 

• The Etis computer screens remain 

being affected by glare despite the 

application of a non reflective film 

and are an outstanding item for 

resolution. 

The ongoing process of validating 

the alarms & alerts provided to crew 

via the Etis system continues 


General News 

John Holland Takes Control of 

Country Regional Network (CRN) 

The handover of the Country Regional Network (CRN) from ARTC to John Holland Rail (JHR) took place on the 

week-end of 14 & 15 January. The entire operation went smoothly and without any major technical difficulties. 

Country Rail Infrastructure Authority (CRIA) CEO Terry 

Brady was with Nev Nichols, CEO of JHR CRN and the 

rest of the JHR team from 10pm to provide his personal 

support and good wishes and, with the formal handover 

occurring at 12.01 on 15 January, marking the beginning 

of a strong relationship with JHR that will improve the 

performance of the CRN. 

During the first week after the handover, the company 

was busy with a series of workplace briefing sessions 

around the state. In attendance at the briefings were Paul 

Douglas from the RTBU, Nev Nichols, CEO of JHR 

CRN, Alannah Billington, HR Manager of JHR CRN, 

Christine Gardner, Community Relations Manager and 

Ken Lingabala, Infrastructure Manager. 

RTBU Organiser, Paul Douglas attended the workplace 

briefing sessions, and said that “ the handover was an 

important change for the industry and the workforce. 

We are looking forward to a constructive and positive 

partnership with John Holland, and expect the changes 

to result in efficiencies in the network, as well as greater 

job security for many previously casual workers on 

the network, and new job creation in rural areas”. The 

structure and staffing levels allocated for the CRN have 

significantly increased. This should ensure the quality of 

maintenance improving greatly as there will no longer be 

a heavy reliance on casual labour. 

After the initial week of briefing sessions Lead Organiser 

Doug Klineberg and Paul Douglas undertook a series of 

team meetings with the JHR CRN staff. Most of these 

meetings had to be conducted off site and after hours. At 

these meetings the following issues were discussed - 

• Recruitment 

• JHR CRN EA 2011 issues 

• OH&S issues 

• Delegate/Representative arrangements 

• Training of representatives 

• Classification arrangements 

• Career base progression 

• Living Away from Home Allowance 

• Drug and Alcohol 

The members elected Team Delegates at these meetings 

so the Union had a contact point for all Teams. These 

delegates will undergo Delegate training over the coming 

months. During the meetings our members raised some 

concerns about what’s happening during the changeover 

period. A further round of meetings will be arranged over 

the next 2-3 months. 

All RTBU members employed in the CRN are reminded 

to check their membership details and status, and to 

forward any change of details to the Membership Area 

on (02) 9264 2511 or email membership@rtbu-nsw.asn. 

au 


Government to Introduce Opal 

Ticketing System 

After failed attempts to develop an integrated ticketing system on Sydney’s transport system previously, the NSW 

Government has announced its glittering Opal Ticketing System. 

The smartcard system would allow commuters to use 

the same card on STA buses in Sydney and Newcastle, 

Sydney Ferries, Newcastle Ferries, CityRail train 

services, Light Rail and Private Bus Operators. 

A contract has been signed between the NSW 

Government and Pearl Consortium to deliver the 

electronic ticketing system by 2014. It is anticipated 

that the Opal Card will be rolled out across all modes of 

transport in phases between now and 2014. 

A communication strategy and training strategy is 

planned as part of the developments to keep staff 

informed and to train staff in new equipment and 

technology that will form part of the ticketing system. 

These changes have the potential to significantly 

affect staff functions such as ticket sales, revenue 

protection and customer service. The introduction of a 

cashless electronic ticketing system will also affect all 

commuters, who will need to learn how to use the new 

system and deal with it when it breaks down. The RTBU 

will closely monitor any developments around the Opal 

Card to ensure there are adequate safeguards in place for 

rail staff and commuters. 

RTBU Activist and Delegates Training Courses 

Details of upcoming RTBU training courses are summarised in the table below. For more details contact Maryanne 

Stuart on (02) 9264 2511 or go to the training links on the RTBU website 

Course Participants Date Location 

Activist & Delegate - Stage 1 Infrastructure - RailCorp 13 & 14 March Sydney 

Health & Safety – Stage 2 Cross-Divisional 14 March Newcastle 

Activist & Delegate - Stage 1 Infrastructure - RailCorp 21 & 22 March Dubbo 

Health & Safety – Stage 2 Locomotive 21 March Sydney 

Activist & Delegate - Stage 2 Cross-Divisional 28 & 29 March Sydney 

Activist & Delegate - Stage 2 Locomotive 4 & 5 April Newcastle 

Health & Safety – Stage 1 Cross-Divisional 11 April Sydney 

Activist & Delegate - Stage 2 Infrastructure 18 & 19 April Scone / Muswellbrook 

Health & Safety – Stage 1 Cross-Divisional 2 May Newcastle 

Activist & Delegate - Stage 1 Infrastructure - RailCorp 1 & 2 May Sydney 

Activist & Delegate - Stage 1 Cross-Divisional 23 & 24 May Wollongong 


RTBU Wins Drug and Alcohol Case 

Good sense has prevailed in a case 

conducted by the RTBU before the 

Transport Appeals Board regarding 

a positive alcohol test result of a 

member. The TAB acknowledged that 

zero tolerance policies also require 

stringent responsibilities by the 

employer, and in this case dismissal 

was an excessive response. 

Paul Tauia commenced work with 

RailCorp in 1993 and has progressed 

to the role of Work Group Leader 

before testing positive for alcohol on 

5 December, 2010. 

Despite Paul having an untarnished 

work history, RailCorp completed 

their investigation and dismissed 

Paul on 18 August 2011. Paul lodged 

an appeal with TAB on 25 August 

2011 and after conciliation failed, the 

case was listed for hearing on the 5 

December 2011. Paul pleaded guilty, 

but the RTBU submitted that the 

penalty of dismissal was excessive 

when considering that Paul had 17 

years unblemished service. 

RailCorp argued that Paul had 

knowingly breached the code of 

conduct and had also consumed 

alcohol on the morning of the test. 

They argued that the penalty of 

dismissal was appropriate. 

Commissioner Bishop found Paul to 

be an honest man. She accepted that 

the breach was not intentional 

and accepted that Paul had 

not consumed alcohol on the 

morning of his test. She further 

found that Paul had only been 

to Drug and Alcohol training 

once in 2004. The Board 

found that if RailCorp wanted 

to enforce a zero tolerance to 

positive tests, then all of its 

employees must be educated, 

trained, and appropriately 

informed and not just given the 

general information in relation 

to the Drug and Alcohol testing. 

The Board also found that a 

gap of six years from Paul’s last 

drug and alcohol training was also 

unacceptable. 

The Board also felt that it was in 

the public interest to continue the 

employment of a skilled and valuable 

employee who had 17 years flawless 

service with RailCorp. The Board 

made the following orders: 

• The appeal is allowed. 

• The decision to dismiss was set 

aside and Paul was reinstated but 

regressed one grade. 

• Paul was suspended for one month 

with no pay. 

• RailCorp was to make a payment 

within 14 days to the amount of 

pay that Paul would have received 

in the regressed position to the date 

of the decision from 20 September 

2011 (when his month suspension 

finished). 

Relief Organiser Jimmy Buckley said 

“Paul has been a good friend and 

work colleague of mine. The phone 

call I made to Paul after the decision 

was handed down was one of my best 

days I’ve had in my role at the RTBU. 

It was three days before Christmas 

and Paul was in shock, but very 

happy with the outcome. Paul later 

wrote to the RTBU thanking everyone 

for the help provided to him. Special 

mention should go to Leigh Heaney 

who represented Paul in this matter 

before Commissioner Bishop.” 

Mould hazard at Mona Vale 

Management at Mona Vale depot are 

trying to fob off drivers complaining 

about the awful smell of mould growing 

at the back of their buses, saying that 

the problem is all in their head. 

“It’s all in your head”, says 

management. Despite photographic 

evidence, showing mould growing all 

over the back seats, management has 

shown little interest in cleaning the seats 

which not only smell awful but are a 

health hazard to drivers and passengers. 

The mould seems to be the result of 

leaks at the back of some B12 buses 

during the wet summer. 

Drivers have been told there 

is nothing to worry about but 

management should be aware of 

the issue after similar problems 

arose two years ago on North 

Sydney buses. Drivers struggled 

then to have the mould removed, 

but eventually management had to 

concede there was a big problem. 

If you have mould in your bus 

don’t be intimidated, book it up 

and refuse to drive it. This is a 

public health issue and should not 

be tolerated by drivers just because 

STA doesn’t want to spend the 

money fixing the problems. 


New Gender Reporting Laws 

New gender equality reporting obligations for employers of more 

than 100 employees will be phased in over the next two years, after 

the Federal Government today introduced legislation that establishes 

the new Workplace Gender Equality Agency and a more stringent 

reporting framework. 

The new obligations under Equal 

Opportunity for Women in the 

Workplace Amendment Bill 2012 

include making the reports available 

to employees and shareholders, 

informing unions that the public 

version of the report has been 

lodged and telling employees 

and unions that they have the 

opportunity to comment on the 

report . In addition, employers 

from next year will face the new 

Act’s sanctions for providing false 

or misleading information in a 

report, its consequences for noncompliance 

and the agency’s new 

power to review compliance with 

the Act. 

Employers of more than 100 

employees will then have to fully 

comply with the new reporting 

framework in reports due on May 1, 

2014. 

What the reports must contain 

The new-format reports to be 

provided to the WGEA for the first 

time in May 2014 will have to be 

signed by the company’s chief 

executive and will be required 

address the following indicators: 

a. workforce gender composition; 

b. board gender composition; 

c. equal remuneration; 

d. availability of flexible working 

arrangements for employees, 

including those with family or 

caring responsibilities; 

e. employee consultation on 

workplace gender equality; and 

f. any other matters specified in an 

instrument made by the Minister 

The first five indicators have been 

chosen “to reflect the most pressing 

contemporary challenges and 

circumstances in relation to gender 

equality in Australian workplaces”, 

while the final one provided “the 

flexibility to address any other 

matters relevant to gender equality”. 

The latter 

provision “enables responsiveness 

to new and emerging issues, over 

time” which might include 

“employment matters, for example 

training and development or sexbased 

harassment”. 

Minister for the Status of Women, 

Julie Collins, said in her second 

reading speech that the new 

“outcomes-based” regime would 

“streamline and simplify reporting”. 

The regulatory impact statement 

says that up to a third of the 

4500 employers of 100 or more 

employees, are currently not 

reporting. 

The statement foreshadows that 

the Government will introduce 

legislation to allow the ATO to give 

The bill also provides that the 

main sanctions for non-complying 

employers will be naming and 

exclusion from federal government 

contracts. 

Record Attendance at Union Training 

Around 20 relief 

Union Delegates 

from Sydney 

and Newcastle 

attended the one 

day introductory 

course at the Tram 

& Bus Division 

Headquarters 

in Redfern 

on Monday 

20thFebruary. 


know 

your 

rights 

Determining Work 

Groups for Health 

and Safety 

In a previous Know Your Rights, we detailed the roles 

and requirements of Workplace Health and Safety 

Representatives (HSR) under the new legislation. In 

this issue we expand on some of the pre-requisites for 

electing an HSR and the relevant participation and process 

requirements under the WHS Act and Regulations. 

Key changes include changes to consultation requirements, the 

requirement for negotiation of work groups, and the elected 

OHS Representative for a workgroup now referred to as Health 

and Safety Representative (HSR) and have increased powers if 

trained e.g. issuing of Provisional Improvement Notices (PINs) 

and directing unsafe work to cease. The HSRs are more involved 

with specific health and safety issues in the workplace. 

Section 50 of the WHS Act provides that a worker in a business 

or undertaking can request that an election be held for one or 

more HSRs. If such a request is made the PCBU must facilitate 

the determination of one or more work groups of workers. 

Who Decides Work Groups? 

A work group is determined by negotiation and agreement 

between the PCBU and workers and/or their union 

representatives. Negotiations must commence within 14 days of 

the request being made. 

Negotiations for and determination of work groups must ensure 

that: 

• It most effectively and conveniently enables the work health 

and safety interests of the workers to be represented; and 

• Has regard to the need for health and safety representatives to 

be readily accessible to each worker in the work group 

In negotiating work groups, the WHS Regulations require that a 

range of factors are taken into account. These include: 

• Views of workers in determining workgroups 

• Numbers and groupings of workers carrying out similar work 

• The nature of work carried out by the workers 

• The extent to which workers must move from place to place 

at work 

• The diversity of workers 

• The nature of the hazards and risks at the workplace 

• The times at which work is undertaken 

• Arrangements for overtime or shiftwork 

Therefore, there is no standard response to how many work 

groups or Health and Safety Representatives should exist in a 

particular workplace. This will be determined by a balance and 

negotiation of the sort of factors outlined. For example, at a 

specific depot it may be considered most effective to establish 

workgroups around different work such as locomotive drivers, 

signallers, maintenance and infrastructure and administrative 

workers. Additional consideration may then be given to whether 

work groups are required to reflect the work or shift patterns, 

such as those on regular day work or rotating shifts. 

When Negotiations Fail 

Where an agreement can’t be reached, the parties involved 

including a union representative are entitled to request 

assistance from the Regulator to appoint an inspector to resolve 

the differences. The Inspector may decide any of the matters 

under negotiation including that a work group should or should 

not be determined. The decision by the inspector, under these 

circumstances, is taken to be agreement. 

Election of Health and Safety Representatives 

Once the work groups are established, the HSR can be elected 

from the work group. The workers in a work group can 

determine how an election is to be conducted, and may request 

the election to be conducted by a union. An election will not be 

necessary if the number of vanacies is equal to the number of 

candidates. 

The HSR is elected for a period of 3 years, and is entitled 

under the WHS Act to receive approved training upon request. 

The training must be provided within 3 months of the request. 

Additional training may be undertaken where it is agreed to by 

the PCBU and the HSR. 


RTBU Welcomes Sydney Trams Plan 

The RTBU has welcomed a light rail feasibility study by the 

NSW Government. The study identified a number of possible 

tram routes for the Sydney CBD. The union offered support to 

the plans, but cautioned that tram services should complement 

bus services rather than compete with them. 

RTBU Tram and Bus Division President Gary Way says “It 

doesn’t make sense to be running buses and light rail along 

the same routes - they should be feeding into each other to 

provide an integrated public transport network,” he said. 

Mr Way said a light rail link to the Moore Park sporting 

precinct, the University of NSW and the Prince of Wales 

Hospital would be a major step forward. 

Moore Park is a world-class sporting and cultural precinct, 

and it needs better public transport connections, he said. 

Mr Way said the state government had set high expectations 

among the community, and was now under pressure to 

deliver. 

“The state government needs to put its money where its mouth 

is on public transport”. 

New Recruit David Woollams 

The Tram and Bus Division have a recent but familiar recruit – Assistant Branch Secretary David Woollams. 

Dave has been with the Division since 

January of this year when he was appointed as 

an Organiser. 

Before taking on this role, Dave worked as 

a bus driver for STA and then took on an 

executive officer position in Newcastle in 

1993. 

Dave is currently doing a tour of duty to all 

the depots, along with Chris Preston and Gary 

Way (and let’s not forget the BBQ) to meet 

members and have a chat. 

“Dealing with hearings at the appeals board 

will be one of my main priorities within the 

Division,” said Dave. 

“I am looking forward to meeting everyone 

and assisting executive officers and members 

at all depots with industrial matters.” 

Tram workers vote ‘yes’ for industrial action 

Sydney LightRail workers have delivered an overwhelming ‘yes’ vote to have the right to take protected industrial 

action after a breakdown in negotiations over wages and conditions. 

Division President Gary Way said NSW tram workers at the Light Rail service made the decision after reasonable 

requests for a fair wage were continually ignored by their employer. 


O’Farrell Increases penalties, introduces 

competitive unionism 

Unions that defy tribunal dispute orders will face significantly higher penalties, employees will be able to choose 

which union they join and it will be easier to sack excess public servants, under industrial relations ‘reforms’ 

announced by the NSW Government. 

Premier Barry O’Farrell said the 

measures were designed to “get rid 

of inefficiencies in the public service 

and give the State’s industrial 

relations laws more teeth”. 

Under the proposed amendments 

to the NSW IR Act, contravening 

dispute orders will cost unions 

$110,000 for the first day of a first 

offence. Currently, s139(4) of the 

IR legislation provides a maximum 

$10,000 penalty for the first day of 

a contravention and $5000 for each 

additional day. 

The change would capture one-day 

strikes such as that staged by public 

school teachers last year in defiance 

of NSW IRC orders. 

O’Farrell said that the penalties 

hadn’t changed since 1996 and “it is 

time to make them relevant again so 

the unions think twice before taking 

wildcat industrial action”. 

“We are not going to sit by and 

watch people be needlessly 

inconvenienced or even have 

their safety put at risk by a union 

thumbing its nose at the Industrial 

Commission.” 

On the move to introduce 

competitive unionism, O’Farrell 

said the Government’s proposed 

amendments would “allow 

employees a choice of which union 

they join” and bring NSW laws into 

line with the federal system. 

On making it easier for the 

Government to terminate excess 

public servants who do not have 

permanent jobs, O’Farrell said 

the government’s proposal would 

“plug” an existing loophole. 

He said the NSW Industrial Court 

recently ruled that public servants 

could only be terminated where 

there was no “useful work” available 

rather than the previous practice 

of checking for vacant permanent 

positions. 

“We want to ensure that we have the 

right number of people, in the right 

jobs, to provide the best services 

for the community. Our changes 

will make it easier to shed excess 

employees when they no longer have 

a permanent job,” he said. 

Unions and the Greens, however, 

are highly critical of the proposed 

changes. 

Unions NSW secretary, Mark 

Lennon, said the O’Farrell 

Government was seeking to 

“nobble” unions and their capacity 

to advocate and campaign for 

members. 

“The laws are designed to impose 

unreasonably harsh penalties when 

workers take industrial action and 

divide unions, through the false 

pretext of ‘competition’,” he said. 

He said the Government had 

introduced the changes with no 

consultation and only a day after 

the Commission of Audit (the 

interim Schott report) recommended 

considering new IR laws. 

“This Government has made an 

art form of springing contentious 

and major legislation on the 

parliament late in the day with no 

consultation,” he said. 

“The Premier and his team insist 

on attacking public services and the 

people who deliver them. It has to 

stop.” 

Greens NSW MP and IR 

spokesperson David Shoebridge said 

“This legislation effectively removes 

the rights of unions to strike, makes 

it easy for the government to sack 

workers out of hand and is designed 

to get unions fighting amongst 

themselves for individual members.” 

Loco 

Division 

online 

www.locoexpress.com.au 

RAIL 

TRAM AND BUS 

U N 

I O N

New delegate for Port 

Botany 

Recently Philip Cooksey was elected with an overwhelming majority as the 

union delegate for the Port Botany depot. He had been a caretaker in that role 

since last October and has been actively involved in the union for the last 

couple of years. 

“Phil will make a great delegate. He is incredibly committed, calm on the job 

and always cool headed. Congratulations Phil,” said President of the Tram 

and Bus Division, Gary Way. 

Thanks also goes to Frank Farkus who nominated for the delegate’s position 

in the election. 

You can check out Phil’s delegate profile on the Delegate‘s page on the 

RTBU website. 

RTBU Supports Chifley’s Legacy 

The former Prime Minister and Train Driver, Ben 

Chifley was again honoured recently by the unveiling 

of a plaque dedicated to his work as a railway man and 

nation builder at the Australian Railway Monument in 

Werris Creek. 

Rail, Tram and Bus Union (NSW) Secretary Alex 

Claassens said Ben Chifley understood the need for 

investing in big infrastructure project to underpin 

national prosperity. 

“Sadly, the second half of the 20th Century saw the end 

of that Golden Age of rail in Australia and it has never 

been given the priority it deserves since. 

“Efficient, reliable and cost-effective transport 

infrastructure and services are the backbone of a 

prosperous economy and thriving communities. 

“We need to see a renewed commitment to investment 

in rail from our leaders. In particular, upgrades to the 

rail corridor between Melbourne and Brisbane and a 

commitment to fast rail connections between major cities 

are desperately needed. 

“With increasing public transport needs and demand on 

freight transport likely to triple by 2050, we need to take 

inspiration from Ben Chifley’s vision for nation building 

and get rail infrastructure back on track.” 

Mr Claassens said that honouring Ben Chifley should not 

just be a reminder that rail infrastructure is important, 

but also that the people working on our railways are 

important. 

“The hard work Ben Chifley did as a shop boy in a 

steam shed making his way up the ranks to an engine 

driver and then a leader of his union gave him a unique 

understanding of the transport network. 

“It is transport workers that know the true importance 

of a thriving rail network and can offer the insight that 

will see Australia rise to the challenge of meeting its 

transport needs now and into the future.” 


Branch Secretary Visits Sydenham Signal Box 

Alex Claassens – RTBU Branch Secretary and Helen Bellette – Organiser visited Sydenham signal box last week to 

meet with Gavin Thomas – Delegate and the membership. As Gavin and Helen were held up assisting a member, Alex 

was shown around the Signal Box. 

During this visit Alex was introduced to several members, and the members were very enthusiastic in showing Alex 

around and introducing him to modern signal box technology. 

During the discussions a number of concerns were brought up which include TVS’s being on the wrong side for 

right-handed employees through to management threatening to remove the Erickson Phones which would appear to 

contradict the position that others can assist when there is an incident. 

The visit was a great opportunity for the membership to meet Alex and realize that they are the union. Alex will be 

back to Sydenham to host a BBQ in the near future. 

Randwick drivers take action over depot transfers 

RTBU members took immediate action when bus drivers 

were transferred from Randwick to Kingsgrove recently, 

calling for the drivers to be returned to their home depot. 

The transfer was an abuse of management and outside the 

regional zoning agreements. Randwick drivers refused 

to go to Kingsgrove and the matter was brought to the 

attention of management. 

Members can be proud of the action they took. It 

demonstrated the benefits of informing the union of the 

matter straight way so that the appropriate steps could be 

taken. 

As an affiliated union, the RTBU 

plays an important role inside the 

Australian Labor Party (ALP) 

– working to make sure that the 

political arm of the labour movement 

sticks to its core values and 

purpose. This includes participating 

in the two-yearly ALP National 

Conference, which was recently held 

at Darling Harbour. The conference 

is responsible for defining what 

Labor stands for, and setting a policy 

direction for the Federal Government 

The RTBU had seven delegates at 

the conference. Media coverage of 

the conference was dominated by 

a number of controversial issues, 

including uranium mining, marriage 

equality and party reform dominating 

the agenda. 

Behind the headlines, RTBU 

delegates to at the conference were 

successful in getting the needs 

of workers in the rail and public 

transport industries recognised in 

the Labor National Platform - the 

document which underpins ALP 

party policy across the country. 

At the urging of the RTBU, the 

conference strengthened Labor’s 

position on the role of public 

transport in addressing the economic, 

environmental and social problems 

of urban congestion. A specific 

motion was passed which recognised 

that rail freight and public transport 

have an important role to play in 

reducing transport emissions and 

that incentives to their use should be 

encouraged. 

The RTBU was successful in 

getting the conference to recognise 

the high-speed rail project as a 

visionary part of the nation’s future 

transport network. This led the 

Federal Government to announce 

on the Sunday of conference that 

they would commit to a detailed 

feasibility study into this exciting 

project. The RTBU also led 

the conference to recognise the 

When the drivers from Randwick returned to their home 

depot, it left State Transit very red faced as it exposed the 

lack of communication between managers, Roster Clerks 

and Duty Officers. 

Drivers should be aware of their depots regional zoning 

arrangements and contact the local RTBU delegate 

immediately if they are not adhered to. 

NOTE: Randwick regional zones for loaning are as 

follows: Waverly, Port Botany, Leichhardt, Burwood and 

Tempe. 

RTBU success at Labor National Conference 

important role of Intermodal hubs in 

addressing the growing freight and 

passenger tasks. Another motion put 

forward by the RTBU recognised 

the role of public sector workers 

in delivering new infrastructure 

projects – which will help ensure 

that the front-line workers are 

not overlooked by future Federal 

Governments. Trade unions again 

provided a timely reminder of 

what the Labor Party should be all 

about. Unions stood united to get 

improved rights to bargain for better 

pay and conditions written into the 

Labor platform, as well as getting 

a commitment from Labor to work 

towards a stronger role for Fair 

Work Australia in the promotion of 

good faith bargaining. By playing 

a constructive role within the party, 

through mechanisms such as the 

ALP National Conference, affiliated 

unions such as the RTBU are 

keeping the needs of working people 

at the forefront of national politics. 


Know Your Union Representative 

Helen Bellette - Organiser 

Helen has returned to the RTBU fold as an Organiser after spending 

the past 5 years with the Transport Workers Union as an Organiser / 

Campaigner. Prior to that, Helen was a Tranist officer for 5.5 years and 

was a delegate on the Operations Committee and various other union 

positions. 

In her time with the TWU, Helen unionised non-union sites, and 

was actively involved in the safe rates campaign and paid waiting 

time at the Port Botany area. Her work also included representing 

members in the NSW Commission – predominantly owner drivers 

for underpayments and Federal Commission under Workchoices and 

FWA, and co-ordinated various actions such as the convoy to Canberra. 

During that time, Helen traveled to Los Angeles to learn from the 

Teamsters and Longshoreman for 2 weeks. 

On her return, she then moved to the Federal office for a year 

and worked exclusively on Safe Rates until the bill was tabled in 

parliament in November. Organised about 1500+ long distance truck 

drivers (employees and owner drivers) nationally. Also organised 

numerous lobby trips to Canberra with members and one included a road trip that covered 3000 kms with a 

truck and activist. This included over 100 media hits in regional and some national media. 

Helen is a single mother of 3 boys, and said that “coming back to the RTBU was like coming home and I am 

very grateful for the opportunity”. Helen’s expertise and experience will be put to good use on the Transit 

Campaign and other organizing and campaigning work in the Branch. 

Exclusive RTBU Corporate Offer 

Get moving! 

RTBU NSW Branch members now have the chance to join Fit n Fast, a new chain of health clubs, at reduced 

rates. Catering to those who ‘just don’t have time to exercise’, the clubs offer what they call ‘The Quickie’, a 

range of 30-minute classes including cycle, circuit, cardio and resistance, and small group training. In a nonintimidating 

environment where people of all shapes, sizes and fitness levels are welcome, the Quickie classes 

are designed to cut down the amount of time you need to spend at the gym, but still ensure you’ll get all the 

fitness and health benefits from your workout. 

Prices for RTBU members: 

Orange Membership provides unlimited access to your home club. 

Orange Membership starts at just $7.95 a week, no start up fees – a saving of $99 

Black Membership provides unlimited access to all Fit n Fast clubs Australia wide; 25% discount off any 

merchandise food and beverages; unlimited access for a friend to train for free in your home club every time 

you workout. This means you can share a membership card amongst family, friends and work colleagues. 

Black Membership starts at $10.95 a week, no start up fees – a saving of $99 

Paid In-full Prices: 

$449 for the Orange Membership $549 for the Black Membership 

All memberships will include the first 30 days free and if the member decides not to continue they can cancel 

with no fees. 

For more information on Fit n Fast, go to www.fitnfast.com.au or call 1300 44 66 88 

Offer To Be Reviewed 31st May 2012

On the Campaign Trail 

Sydney 

Alliance 

The RTBU hosted a Sydney 

Alliance Building Institute 

2 day Training recently at 

the Tram & Bus Division at 

Redfern. Gary Way, President 

of the Division, welcomed 

everyone to the building. 

There were 35 participants, 

10 of whom were members 

of the RTBU. They gained 

knowledge of how the 

Alliance works and how it 

can assist the Union with our 

interests – hopes and dreams 

for those who work and live 

in Sydney. 

For details on how you can 

become involved in the 

Sydney Alliance, please 

contact Maryanne Stuart on 

9264 2511. 

ALP Country Conference 

RTBU delegates recently attended the Country Labor conference held at Cessnock on the 25th & 26th February. The 

franchising of CountryLink and the disbanding of the RailCorp Transit Officer’s Unit was discussed and total support 

was given to the RTBU and our members to retain the services in public hands and to invest in infrastructure and staff 

for rail workers and commuters to feel safe and confident on the network. 

CountryLink is an integral part of regional development and tourism across NSW. It is the only public transport 

connection for country people. We need to ensure that our rural communities continue to receive the services they 

deserve. The RTBU supports CountryLink staying in public hands. 

If you wish to find out more, please contact Maryanne Stuart on 02 9264 2511. 


Women’s Campaign Committee 

At the recent Women’s Campaign 

Committee held in Newcastle, we 

were fortunate to have the State 

Member for Wallsend, Sonia Hornery 

MP and Community Activist, Kate 

Washington. Both guest speakers 

addressed the members about their 

community involvement which 

gave them the skills, experience and 

confidence to develop into leadership 

roles to help their community thrive. 

We also remembered Betty Spears 

OAM. Betty was an Activist for 

social justice, workers rights and 

in particular women’s rights. 

Especially, through her relentless 

advocacy for equal pay. Betty led 

the political and legal campaign that 

made it happen. 

Her activism spanned over 

many decades. Betty acquired a 

government grant to build a Child 

International Women’s Day 

Care Centre at Tempe for the 

Eveleigh Workshop shift workers. 

The establishment of the Betty 

Spears Child Care Centre at Tempe 

was a fitting tribute to her advocacy 

for workers and their families. 

This centre was named after Betty 

Spears. She was a hero of the labour 

movement who made life better for 

working people. 

When the women of NSW needed a 

fighter, Betty Spears never let them 

down. Betty was very determined 

and persevered. 

She was a trailblazer and an icon. 

Betty was remembered with a motion 

of condolence in the Upper House of 

the NSW Parliament, by Marrickville 

Council and by Unions NSW. 

Her legacy lives on. 

The next Women’s Campaign 

Committee meeting will be held in 

Hornsby on Friday 24th August. All 

welcome. For details, please contact 

Maryanne Stuart on 9264 2511. 

International Women’s Day is 

celebrated across the world on 

March 8th each year. The day 

is about celebrating the vital 

role women play in enhancing 

economic security for their families, 

communities and countries as 

a whole while recognising that 

significant barriers to achieving 

women’s economic security and 

equality continue to exist. 

Here are just some of the barriers 

women are still facing in 2012. 

• Workforce participation and 

representation: women lack 

basic rights and job security; they 

experience discrimination and 

occupy few management positions. 

• Pay equity: women across the 

world earn on average between 10 

and 30 per cent less than men. 

• Financial independence: women’s 

economic security is reduced 

by a lack of access to resources, 

decision-making and business and 

land ownership. 

• An unequal share of childcare 

responsibilities: traditional gender 

roles not only limit women’s ability 

to participate equally with men at 

work but also limit men’s share of 

child care duties. 

A great website for you to look at is: 

http://www.internationalwomensday. 

org.au/ 

Contact Maryanne Stuart 02 9264 

2511 to become involved in future 

events. 


Talking Union 

Equal pay Case – SACs Workers Pay Increase 

Up to 150,000 social and community service workers will receive pay increases of up to 41% after the 

first equal remuneration ruling under the Fair Work Act. 

In a decision handed down in Melbourne in February, 

the majority of the equal remuneration case full bench 

accepted the joint submission from unions and the 

federal government to increase pay rates in the Social, 

Community, Home Care and Disability Services 

Industry Award by 19% to 41%, plus loadings by 4% to 

compensate for the lost opportunity to bargain while the 

order is phased in. 

The increases in pay and loadings will be phased in over 

eight years, in nine equal instalments each December, 

starting this year and ending in 2020. 

The joint submission provided for minimum rates at each 

pay point equivalent to those in the Queensland SACS 

award, which had its rates adjusted after the State’s 

landmark equal pay ruling. 

In its May 2011 ruling in which it accepted that SACS 

workers were paid less than public sector workers 

performing similar duties, the full bench said the 

disparity was partly gender-driven, and asked parties to 

fashion a remedy. 

In their joint submission in response, the parties 

identified the differential between public sector pay rates 

and those in the SACS industry, then sought to identify 

the proportion of the gap attributable to gender, relying 

on a study by UNSW’s Celia Briar and Anne Junor that 

identified the proportion of tasks performed by SACS 

employees that could be described as “care” work. 

Prime Minister Julia Gillard in a statement after the 

decision said the case was “the first ever successful pay 

equity claim in the national system, and a significant 

advance for equal pay for women”. 

She confirmed the federal government was “ absolutely 

committed to providing the Commonwealth’s share” 

(more than $2 billion) of funding and said the phasingin 

was “unquestionably needed to allow for an orderly 

and structured transition so that service providers are 

supported and 

properly funded 

to respond 

to this major 

structural 

change”. 

“It is now 

essential that 

all State and 

Territory 

governments, 

as significant 

funders like the 

Commonwealth, 

also commit to 

funding their share to ensure the continued sustainability 

of the sector,” she said. 

Background 

In May last year, a Fair Work Australia full bench 

found that SACS employees were receiving less 

remuneration than state and local government 

workers performing similar work and that gender 

had been “important in creating the gap”(see 

Related Article). 

But the bench – the President, Justice Geoffrey 

Giudice, Vice President Graeme Watson, 

Senior Deputy President Jennifer Acton and 

Commissioners Greg Harrison and Helen Cargill 

- didn’t make orders on a pay rise, instead giving 

the parties the chance to make submissions on 

the matter. 

A major issue that arose from the May ruling was 

the need for any increases to be funded. Unions 

and the government subsequently reached a deal 

under which Canberra would put up more than $2 

billion to fund wage rises arising from the case. 


An Attack on One is an Attack on All 

There have been a number of instances of disciplinary action recently involving State Transit union representatives 

that may go beyond coincidence. As State Transit continues to restructure and reorganize to meet the requirements of 

the NSW Government and Transport for NSW, two RTBU representatives have come in for close attention for alleged 

disciplinary breaches that are questionable at best. One incident involves a delegate being regressed for ‘misuse’ of 

STA resources while on a retraining shift, and the other alleging that a union delegate ‘instructed’ union members on 

what action to take during an industrial dispute. The merit and intent of these actions will be tested in the industrial 

tribunals. 

However, these circumstances give rise to a series of questions around motives behind these actions. It begs the 

question to ponder whether the established union positions within STA depots are part of the ‘restructure’ process, and 

that these flimsy allegations are a way of ‘softening’ up the role of union representatives, with an eye to removing them 

altogether. It also seems more than coincidental that as the STA attempts to restructure and re-define work functions, it 

is also attacking key union representatives. 

The role of the union positions within STA continues to be vital in ensuring protection of members working conditions 

and entitlements, and to limiting the attempts by management to undermine these. The RTBU will defend any attacks 

on these union representatives as a direct attack on members rights and the union itself. If STA want to enter into a 

contest for the hearts and souls of members, through orchestrated attacks on their workplace representatives, we will do 

whatever is necessary to defeat these efforts. If STA wants to use trumped up allegations to ‘formally’ discipline union 

representatives, they should be prepared for a much more vigilant enforcement of all industrial obligations. If STA 

management is stating through these actions that they do not wish to co-operate with the union in the workplace to 

achieve satisfactory outcomes, so be it. The RTBU views these attacks as an attack on all Tram and Bus members, and 

will respond accordingly. 

RTBU 

Supports 

Asbestos 

Diseases 

Foundation 

The RTBU was part of a fund 

raising effort supporting the 

work of the Asbestos Diseases 

Foundation (ADFA). The funds 

raised will go towards victims 

of asbestos related diseases and 

their families and the volunteer 

work of ADFA. 

The RTBU support was 

recognised at UnionsNSW with 

the presentation of a certificate 

of appreciation, which was 

received by Infrastructure 

President Jimmy Buckley on 

behalf of the RTBU. 


Safety Matters 

Work-hour and rest-break protections to be 

scrapped under new laws 

The draft Regulatory Impact Statement (RIS) covering hours of work 

and rest in the new Rail Safety National Law delivers a major blow to the 

safety and work-life balance of rail workers. 

National Transport Commission 

(NTC) draft released this week 

recommends that the new Rail 

Safety National Law should not 

contain prescribed hours of work 

and rest for drivers. 

Instead it prefers “operators to 

establish hours of work and rest 

through the risk-based approach, 

subject to consultative provisions 

and regulatory oversight.” 

This means the current protective 

legislation in NSW, fought for by 

the RTBU, will be overridden. 

The law as it applies in New South 

Wales will change and will result in 

the removal of existing legislated 

hours of work and rest for drivers. 

There is also the intention to repeal 

newly passed laws in Queensland 

that legislate mandatory maximum 

shift lengths before they even come 

into effect in 2013. 

The bottom line is that if this 

proposal is passed into law it 

will lead to a lowering of safety 

standards. Pressure will mount to 

increase hours of work and reduce 

rest breaks to deliver employers 

greater flexibility, and this will have 

a devastating impact on workers’ 

family and social life. 

In its deliberations RIS did not 

take into account the impacts on 

work-life balance, demonstrating 

that the priority driving the NTC 

is to increase “productivity” and 

“flexibility” for employers at the 

expense of workers’ safety and 

wellbeing. 

The existing hybrid approach in 

NSW, where hours of works and 

rest breaks have been risk managed 

within a framework of safety-net 

hours for various categories of train 

drivers has worked extremely well. 

Most developed counties – Canada, 

USA and UK – also successfully use 

this hybrid approach. 

NSW provisions also have an 

exemption clause for operators 

who want more flexibility, and 

special provisions for emergency 

working. As an indication of how 

well the system is working, there 

have only been three applications 

by employers for more flexible 

provisions over the last decade. 

There have also been no complaints 

from employers, and workers have 

been able to actively participate 

in compliance and enforcement 

because the limits were clear to 

every one involved in the industry. 

The other issue of deep concern to 

the RTBU is that the recommended 

guidance material for employers is 

to be based on the model used by 

the road-freight industry. 

This model is completely unproven 

and has not been tried in any 

railway system or country in the 

world, and represents a dangerous 

backwards step from the current 

best practice regulation to worst 

practice. 

The current road-transport model 

is incomprehensible, with both 

employers and unions unable to 

gauge the ramifications of the 

application of the model to the rail 

industry. 

Unions were also not involved in 

the development of this model, with 

the NTC refusing delegates and 

employers the chance to explain 

their concerns about the guidance 

material. 

The option recommended by the 

NTC will leave it up to operators 

to decide hours of work and rest 

without any clear boundaries in a 

process that will exclude workers 

and their representatives. 

What Can You Do? 

It is crucial that RTBU members 

become involved in this fight. Your 

voice and the real story about rail 

safety needs to be heard by the 

NTC now because it has relied on 

academics and experts, rather than 

front line workers, in its decisionmaking 

process. 

The NTC is fast-tracking the 

consultation process to be ready 

for the meeting of state transport 

ministers in May. 


Whistlestop 

Campbelltown Depot Retirements 

On Friday the 25th November 2011 over 150 friends and 

work colleagues gathered at the Campbelltown RSL to 

farewell 11 Train Crew from that depot who between them 

have accumulated just over 390 years of railway service. 

Drivers Laurie McDonald, Wayne Proctor, Graham Power, 

Owen Dunn, Ashley King, Brian Irlam, Garry Allen, Mal 

Fordham, Phil Westlink and Guard Leonie Bown were 

fare welled with lots of reminiscing and laughs and a great 

night was had by all. The Loco Division would like to 

thank Driver Mark Shrimpton and the Campbelltown Depot 

Social Club for organising this wonderful event to farewell 

its workmates. 

Warren Turnbull 

On a nice sunny day in January 2012 a road trip commenced led 

by Retired Life Member Terry Quinn and in the car was a retired 

Countrylink Manager Roger Mika and the Branch Secretary 

Alex Claassens. 

The road trip was a barrel of laughs and ended up in the 

picturesque Maclean Valley where nestled between the hills was 

the lovely Mareeba Nursing home our destination. Inside was 

the man we had come to see, Warren Turnbull (Bullfrog) Retired 

Life Member from Newcastle who most people would describe 

as being an absolute champion fellow that never took a backward 

step when it came to representing the members. 

Unfortunately since his retirement life has thrown many 

challenges at the stalwart defender of the members and while he 

is is in good spirits and looked after in his new home something 

was missing? 

Somehow his Life Membership certificate had been misplaced 

and could not be located, so one day he raised it with Terry 

(Mother Teresa as he is affectionally known) who immediately 

said I know someone who can fix that. Several weeks later Alex 

attended the Taree retired members function organized by Peter 

Mundy and his team and Terry put the bite on Alex to provide a replacement certificate. Alex of course did not hesitate 

and advised that he would only provide the replacement if he could personally give it to Warren himself so the road trip 

idea was born. 

Warren was very surprised but, extremely appreciative of the visit. The certificate now takes pride of place, on his 

dressing table in his room where he can see it from all angles. 

(Warren would also be very happy to see any of his old work mates who may be travelling through the area.) 


Moments in Time 

Driver in C38 Cab, 1948 (SR) 

Greyhound Railway Carriage 

Port Waratah Roundhouse - Carrington 

Loading Coal in the Cab, 1948(SR) 

Staff from Eveleigh Prepare Trail of C3806 1945 

Trackwork near Lambtom 


Happy Retirement Mick and John 

RTBU Organiser, Mick Cartwright joined many other wellwishers 

who attended a farewell at Wollongong on Saturday 

the 29 Oct for Train Guard Mick Day and Train Driver John 

Gottas Healey from Wollongong Depot. Mick Day had been 

on the job for forty years and John Gottas Healey for thirty 

nine years. Between 80 to 100 friends, work colleagues and 

retirees from the Rail Industry attended the function. We wish 

Mick all the best in his new vocation in renovating his home 

and John in his new lifestyle of fitness and hope he enjoys his 

many walks he has been told he will now be doing. 

Thanks must also go to Barry Behan and his colleagues for 

organizing another wonderful function for retiring members. 

Vale Steve (Chook) Bradley 

The infrastructure section of the the RTBU was recently saddened by the news of the recent passing of 

Steve(Chook)Bradley . 

Steve was a depot rep and a member of our divisional council. He was well liked and respected throughout 

the infrastructure division. 

The RTBU attended and supported a benefit night for Steve held at the Henry Lawson Club at Werrington. 

Doug Klineberg and James Buckley where both in attendance at this function along with many of his 

Railcorp workmates. This event raised over 20,000 to help Steve with future needs. Steve attended this 

function and was overcome with the support and love provided by his work mates and his friends and 

family. 

Sadly , Steve was struck down shortly after with secondary infections which combined to bring the big man 

down.His funeral was was a packed affair attended by many current and past Railcorp staff and his Union 

comrades and mates. 

Chook will be missed by all at the RTBU and as he said himself before he passed 

I’m off to heaven to keep the grub railway bosses in line. 

Letters 

To Doug Klineberg 

It is with regret that I inform you that I have left the rail industry for a new venture in the shearing industry. Therefore, 

I will withdraw my membership from the Rail, Tram and Bus Union. I would like to personally thank both yourself 

and Paul (Douglas) for your help, guidance and friendship throughout my time as delegate for the Nyngan Gang. 

Your Mate 

Glen Smith 


Dear Union 

My name is Grant Keuenhoff and I have recently received great news that my job with Railcorp is to be 

reinstated after winning our case at the TAB. 

Prior to getting in trouble with Railcorp I always felt that the union was a rip off and had no power and I had 

always wanted to cancel my membership but basically too lazy to make the call so I just simply kept it going 

for something to claim on my tax return. But I can now say you guys are worth every penny and more for the 

services and support I recieved. 

I would like to single out the two people who helped me the most. 

James Buckley 

Right from the start March 2011 to Aprill 2012 James Buckley was there for me always gave me advice 

would always take my calls or return them as soon as he could. Was always straight with never gave me false 

hope and told me from the start the odds were against us but would still not give up and fight the decision all 

the way.Thanks James you were awesome. 

Brendan Edghill 

I cannot give Brendan enough praise. I only got to know Brendan briefly but with out him I could never have 

won the case. 

He is extremely intelligent, very passionate, he was tenacious he is like a bulldog and never gave up, very 

persuasive in how he got his points across, the reality was our case wasn’t strong but he did the best he could 

with what he had to work with. Most importantly he genuinely cared. 

I am so glad I had him on my side because I’d hate to go up against him. 

Brendan will make an outstanding lawyer don’t let him get away. 

In conclusion I would just like to thank everybody who works at the union for doing such a great job that 

mostly goes unrewarded. This victory over Railcorp means so much to me cause its not just a job its my career 

and if I had of lost it I’d have to move interstate to do the job I lov 

Thank You RTBU 

Cheers Grant 

Hi Alex, 

Below is a copy of the e-mail today forwarded to Ian Wyllie advising him of the 

appreciation this Branch has for the contribution he made to our struggle against the Non-union cancer creeping 

into certain parts of Pacific National. However, the expression of appreciation must also be given to the New 

South Wales Branch as a whole and the Locomotive Division of your Branch (separate acknowledgement will be 

forwarded to Bob Hayden) in respect of this assistance. 

Over the last few years the relationship between our two Branches has gradually become stronger and stronger and I 

believe the support provided by your Branch in this instance strengthens it further. 

I will also be contacting Bob Nanva to express my thanks to the National Office for their support, but in this respect 

I also appreciate the support provided by New South Wales in attaining National Office Support. 

I believe that Unity and trust across the Union which has, for the most part, been achieved over the last couple 

of years could not have flourished without the commitment of Queensland and New South Wales. This is not to 

dismiss the contribution from other States and the National Office. 

2012 is another year of challenges for both of us particularly following the almost certain significant defeat of the 

Bligh Government (Currently 18 point behind the LNP) which will most likely put both of us in similar political 

positions within our States. The similarities between Queensland and New South Wales are particularly keenly 

apparent in respect of our Rail and Bus public transport being owned and operated by Government owned entities. 

I am sure you are aware that historically the Queensland Branch on a rotation basis invites a Secretary from another 

Branch to our Branch Council. Given the situation the Queensland political scene will be in at the time, it is quite 

fortunate that this year is the turn of the Secretary of New South Wales Branch to be invited. 

The Queensland Branch would, therefore, very much appreciate your acceptance of our invitation to address the 

2012 meeting of our Branch Council and to the Branch council Dinner. 

Regards 

Owen Doogan, 

Queensland Branch Secretary 


Lawyers helping Rail, Tram & Bus 

workers across NSW 

Slater & Gordon is proud to be the preferred legal service provider for the RTBU NSW Branch, 

its members and families. We have offices throughout NSW & ACT and offer preferential rates 

and services to members of the RTBU and their families. 

Practice areas 

Motor vehicle claims 

Compensation & negligence claims 

Wage loss claims & workplace disputes 

Family law 

Wills & deceased estates 

Conveyancing 

Member benefits 

Free first consultation 

No Win - No Fee arrangements 

Out of hours appointments 

Free standard wills 

* Conditions apply. 

Does not include other party costs. 

May not include out of pocket expenses. 

4031SG_RTBU Advert_FEB12 

Call the RTBU on 

(02) 9264 2511 

or contact an official or your organiser 

for a referral 

For 24 hour information on legal 

services you can visit our website 

www.slatergordon.com.au 

www.slatergordon.com.au 

Reputation & Results

APPLICATION FOR MEMBERSHIP 

Australian Rail, Tram and Bus 

Industry Union (RTBU) 


Return your completed form to: 

Email: membership@rtbu-nsw.asn.au or nswho@rtbu-nsw.asn.au 

Post: RTBU Level 4, 321 Pitt Street SYDNEY NSW 2000 

Fax: (02) 9261 1342

What you can’t control 

is the timing 

While you may be entitled to go to a public hospital under Medicare, 

what you can’t control is the timing. 

As a privately insured patient you get into hospital faster. Industry 

research shows that public patients wait an average of 103 days for 

admission to hospital; privately insured people are admitted within 

the month. 

If you want some control over how long you’ll be waiting if you 

need to go to hospital, then this is for you. Find out more about 

the RTBU health plan today. 

Tired of 

waiting? 

Call 1300 7828 10 

Email rtbu@rthealthfund.com.au 

Visit www.rthealthfund.com.au/rtbu.html 

© RT Health Fund 2011 1202/2457

Keep Transits on Trains - Rail, Tram and Bus Union of NSW

Create successful ePaper yourself

Delete template?

Save as template?