United magazine Summer 2018

United
Official journal of the Services Union • Summer 2018
inside
CONFERENCE 2018
DELEGATE OF THE
YEAR
SHARE THE DIGNITY
DOMESTIC
VIOLENCE LEAVE
AND MORE!

United is the official journal of the United Services Union
Editor USU General Secretary Graeme Kelly.
Print Post: 100007536
To contribute to United please contact A/g USU Manager
Administration Bonny Huang on (02) 9265 8211.
EXECUTIVE
President: Stephen Birney
Vice President: Glen McAtear
General Secretary: Graeme Kelly
Treasurer: Sharon Sewell
Shane Clapham, Ross Crawford, Tony Dean, Larry
Freeman, Katie Gillen, Stephen Mulholland, James O’Malley
Annamaria Saglimbeni, Edward Saulig, Brendan Scott,
Katerina Tahija, Thao Tran, David Walsh, Jeff Wearing, Chris
Wellington, Russell Woods
TEAMWORK PAYS
HEAD OFFICE
Level 7, 321 Pitt St, Sydney, 2000
Phone: 1300 136 604 • Fax: (02) 9261 2265
Support Team: 1300 136 604
Email: united@usu.org.au • Website: www.usu.org.au
OFFICIALS
Manager Administration and Finance: Monica Clavijo
Manager Metropolitan: Steve Donley
Manager Energy, Utilities & Private Sector: Peter Campise
Training Officer: Narelle Rich
Legal Special Projects Officer (Metro): Daniel Papps
Legal Special Projects Officer (Metro): Sean Szabo
Metro Organisers: Joel Conomos, Colin Drane, Sue Kealy,
Sandie Morthen, Irene Nair, Shane Pinter, Bill O’Kell, Zoe
O’Rourke
Energy, Utilities, Private Sector & Airlines: Emily Callachor,
Troy Dunne, Josh Paterson, Clare Raffan
Support Team: Karen Avery, Jenny Chen, Melissa Coros
Thomas Russell, Jeny Skutnik
REGIONAL OFFICES
Northern Branch
Newcastle Office:
cnr Lawson & Tudor Streets Hamilton 2303
Ph: (02) 4962 1444 • Fax: (02) 4962 1758
Manager North: Stephen Hughes
Organisers: Brian Cameron, Luke Hutchinson, Melissa Pond
(Private Sector), Paul Sansom (Private Sector)
Industrial Officer: Noel Martin
Port Macquarie Office:
1/157 Gordon Street
Port Macquarie 2444
Ph: (02) 6584 7787
Fax: (02) 6584 6924
Organiser: Damien Welsh
New England Office:
Shop 3, Girraween Centre
4-12 Queen Elizabeth Drive
Armidale 2350
Ph: (02) 6771 4911
Fax: (02) 6771 4911
Organiser: Chris Preston
Southern Branch
Wollongong Office:
Suites 1-3 100 Market Street Wollongong 2500
Ph: (02) 4226 4784 • Fax: (02) 4227 6951
Manager South: Gary Vann
Organisers: Rudi Oppitz (Private Sector)
Steven Vann, Stuart Geddes
Industrial Officer: Greg Golledge
Central West Office:
Shop 11-12
142 William Street
Bathurst 2795
Ph: (02) 6334 4825
Fax: (02) 6331 2834
Organiser: Shane Reece
Murray Office:
Unit 7, 54-56 Fitzmaurice St
Wagga Wagga 2650
Ph: (02) 69317990
Fax: (02) 6931 7271
Organiser: Darren Wait,
Jed Lawton
NATIONAL
Assistant National Secretary:
Robert Potter
Northern Office:
Shop 2, Mid City Arcade
57 Prince Street
Grafton
Ph: (02) 6643 5299
Fax: (02) 6643 2799
Organiser: Wayne Orton
North Western Office:
PO Box 1811
2/46 Church Street
Dubbo 2830
Ph: (02) 6881 6766
Fax: (02) 6881 6816
Organiser: Jamie McKinnon
Riverina Office:
Suite 8
165 Lachlan Street
Hay 2711
Ph: (02) 6993 1419
Fax: (02) 6993 1419
Organiser: Brian Harrington
ACT Office:
3/289 Canberra Avenue
FYSHWICK, ACT 2609
Organiser: Poni Ravula
We have just had a very successful
Conference with the added bonus
that it was held in my hometown
Tweed Heads.
Members may have read that it was
my last Conference as President as
I plan to retire in 2019 and finally
spend some time with my family!
However, they are not the plans
that occupy my thoughts ... yet!
My focus is on the job that is still at
hand. Fighting for and winning @
work.
There is only one way for us to
guarantee a brighter, fairer future
and that is to work together. We are
STRONGER TOGETHER!
We need our union to continue
to grow in numbers so we can
continue to grow in strength. By
On behalf of the USU
Executive and staff
USU President Stephen
Birney and General
Secretary Graeme Kelly
wish all members and
their families a safe and
happy Christmas and a
successful 2019.
A GREAT TEAM. President
Stephen Birney (right) with Vice
President Glen McAtear, General
Secretary Graeme Kelly and
Treasurer Sharon Sewell.
being a united team we will grow.
So take a look around you. Are
there colleagues who could join
our union? Who knows, maybe no
one has ever asked them. Or they
just have not given it much thought.
Why not ask, let them know the
benefits of belonging.
One of the bravest things I have
seen is the call from Rachel Fuller,
widow of David “Big Dog” Fuller, for
workers to join their union. Please
take a few minutes to read Rachel’s
story on page 12 and read her
remarkable message of solidarity.
Steve Birney
USU President
2 • United Summer 2018

UNION PROUD USU STRONG
If you are anything like me you
are probably wondering where
2018 went. One moment the
year is beginning and the next
we are planning our New Year’s
resolutions.
December is a time for looking back
over the year but more importantly
it is a time for looking forward.
That is exactly what we do every
day as union officials. We look back
with pride on a movement that has
delivered for workers for over 100
years, but our priority is focusing
on the future.
Our Conference is an opportunity
for our Branch delegates to plan
our direction for the future. From
the workers of today and how to
achieve a fair go right now, to the
workers of tomorrow and how we
can ensure a better world.
This is what the Change the Rules
campaign is about. The rules for
working Australians in this country
are broken and the people who can
- and will - fix them, is us.
You might ask how? What
difference can I make? Alone
- perhaps very little, but together
we are all powerful.
This edition of United is full of
your achievements, starting on
page 4 with a great win for Upper
Lachlan Shire Council members
who stood up and said NO to unfair
restructuring that would cost jobs.
We have wins on Domestic Violence
Leave with the City of Newcastle
coming on board. We see strength
building at workplaces like HCF. We
are seeing re-building in the Energy
Industry.
We see our fantastic delegate
network @ work, delivering in
places like Wellington, Byron Shire
Council and Lake Macquarie.
These are just some of the victories
we have achieved together in 2018.
This journal also showcases our
Award winning delegates, with
special mention to our Delegate of
the Year Coby Rooimans, our great
apprentice and mentor of the year,
Jack Moy and Stephen Stanton, as
well as outlining some of the terrific
benefits of belonging to our great
union.
Our delegates are our strength.
Graeme Kelly and Stephen Birney
with delegates at Conference.
Lastly - and far from least - in
this edition we also celebrate our
contributions to the community
we live in. In August we once again
took part in the Winter Sleepout
raising over $16,000 for Youth Off
the Streets and just this week we
wrapped up the Share the Dignity
“It’s in the bag” campaign collecting
over 1,100 bags to assist women
who are homeless or victims of
domestic violence have some
dignity this Christmas.
The campaign was co-ordinated by
our fantastic Women’s Committee
and the response by our members
- both female and male, both metro
and regional was nothing short of
amazing.
It makes me enormously proud
to wrap up the year with such a
success and I thank every member
who took part in making this
campaign such an overwhelming
success.
IN UNION
Graeme Kelly
USU General Secretary
United Summer 2018 • 3

TAKING ACTION ON
JOBS & CONDITIONS
UNITED: Upper Lachlan Shire Council
members called a stop work meeting
over the ongoing restructure.
In June 2018 Council began a
process of restructuring the Works
Division.
Union officials had been back and
forth with management seeking
details of the proposal with
little avail. Then in September
management released a full proposal
as Stage 1 which included a number
of what the union believed to be
non-genuine redundancies, reduction
in wages of positions, and a lack of
clarity on the evaluation process.
There was also concern that several
of these changes could affect the
Council’s RMS contracts which could
in turn affect up to 20 jobs.
While Council put forward the
option of allowing incumbents to
retain their wages the restructure
still meant an overall reduction in
conditions. USU officials met with
management however were unable
to resolve the dispute and were
forced to file the matter in the NSW
Industrial Relation Commission.
Through the Commission the Union
gained a reprieve however we
continued to try to negotiate with
management over their evaluation
process and the reduction in
conditions.
The day was a great
show of solidarity
with 110 employees
of a council of 140
taking action.
The dispute came to a head
on the 1st of November when
USU members voted to call
a stop work meeting out the
front of the Council Chambers
while representatives met with
management. Through this action
and negotiation, management
moved their position and agreed to
work with the union and implement
the industry standard evaluation
process protecting our members’
conditions.
The day was a great show of
solidarity with 110 employees of
a council of 140 taking action to
protect their colleagues’ jobs.
The USU continues to negotiate
with management in good faith
with the outlook of gaining a fair
and equitable outcome for our
membership. This could have not
been achieved were it not for the
actions taken by our members.
USU READY
TO CHANGE
THE RULES
Hundreds of thousands of workers
across Australia marched in support
of the Change the Rules campaign. As
Sally McManus told the 150,000 strong
crowd in Melbourne: “Our standard of
living is going backwards – that should
not be happening.”
As far as the eye can see - the Hunter
march drew big crowds.
4 • United Summer 2018

The USU was out in strength at the
Sydney march held on 23 October.
USU Conference delegates with ACTU Secretary McManus: “I am in front
of workers all the time, and they are our people. You are getting constant
feedback and it’s real feedback. They’re the only people I listen to and it gives
me energy every day.”
The biggest protest in Wollongong for
decades. Steve Vann (second from right)
addressed the rally.
The USU was out in strength at the Sydney march held on 23 October.
United Summer 2018 • 5

USU WOMEN’S
COMMITTEE
USU SH
This year the USU Women’s
Committee decided to run an annual
charity campaign to raise awareness
of the committee within the broader
Union membership.
The 2018 campaign focused on collecting
hand bags filled with essentials for Share
the Dignity’s IT’S IN THE BAG campaign.
The success of this campaign has been
overwhelming and proves what big
hearts USU members have.
USU WOMEN’S COMMITTEE:
It’s time to Change the Rules!
The USU Women’s Committee meets three times a year and organises a
bi-annual conference. This year the committee has spent a substantial
amount of time working on strategic direction and a clear vision for the
committee.
2019 meetings of the committee will be scheduled for March, July and
December 2019 with exact dates to be announced early January.
The committee also has a very active Facebook group where members
can provide information and support to each other. If you would like to
join this group please search Facebook for USU Women and request to
join. You will be asked three questions to confirm that you are a USU
member. The group is a safe and respectful place to share ideas and
concerns.
If you would like to know more about the Women’s Committee please
contact Sandie Morthen on 0419 761 326 or at smorthen@usu.org.au
101 USU WMEN
Another initiative of the USU Women’s Committee is compiling the
stories of fellow USU Women in a book. The committee is asking
interested women to fill out a survey which can be found here:
https://www.surveymonkey.com/r/101-usu-women
The committee will use the responses to draft up a one page biography
which will then be sent back to the member to approve. Members who
are selected to be in the book will be asked to provide a photo for the
publication.
We all know female unionists who inspire us and this is a great way to
share their stories.
Members from Councils and
other workplaces across the state
participated. The committee has
collected over 1,100 bags which will
ultimately be distributed to women
and children who are homeless and/or
fleeing domestic violence.
The bags contain items as diverse
as sanitary products, make up,
toothbrushes, gift cards and snacks.
Bags have also been collected for
teenage girls and the committee has
identified these bags with yellow ribbons.
Bags have been collected at a broad
range of regional and metropolitan
worksites including councils, electricity
providers and private sector clerical
sites. The Committee has been moved by
the great support from members, families
and local communities. This activity
has reminded committee members
that Unions play a far bigger role in our
community than just in our workplaces.
Unions have the power to make lives
better on so many levels and it has been
great to be able to demonstrate whilst
helping a group of people who could use
a little joy in their lives.
The USU wants to say a big thank
you to all our members who assisted
and in particular the members of
the committee for driving this great
initiative.
6 • United Summer 2018

ARES THE DIGNITY
AMAZING: Sydney metro staff after sorting hundreds of bags
As we head
to print 1,100
handbags have
been collected
at various points
across NSW.
TOP: Warrumbungle
Shire Council, led
by USU Delegate
and Executive
Member Jim
O’Malley.
ABOVE: Coffs
Harbour City
Council members.
LEFT: USU
Industrial Officer
Noel Martin drops
off bags.
RIGHT: Graeme
Kelly thanks the
Central West
Branch Committee
of Management for
their contribution.
BELOW: Members
at Midcoast
Council.
PRIVATE SECTOR MEMBERS
HAVE IT IN THE BAG
The USU’s private sector delegates and members have
done a great job at their workplaces in supporting the
Share the Dignity campaign.
Liverpool Council delegate
Celeste Morley
Blacktown City Council
Delegate Liza Buckley
ABOVE: Executive member Katie Gillen with
some of the filled bags from our members
at the AMWU. LEFT: Delegate Laura Toose,
members Stephanie Le and Sandra Roden
with some of the filled bags from our
members at the NSWNMA. RIGHT: USU
Private Sector member Saree Boutros with
his addition to the It’s in The Bag campaign.
United Summer 2018 • 7

LOOKING AFTER MENTAL HEALTH
With New South Wales being declared approximately 98% in drought (Verified NSW Combined Drought
Indicator to 30 September 2018), Industrial Officer Noel Martin says it is a timely reminder for our members
and employers in rural and regional areas to give consideration to issues affecting our members during this
drought and in particular mental health.
With the Department of Primary
Industries releasing its NSW
Seasonal Update – November 2018,
providing the latest drought status
with up to 30.1% drought affected,
49.9% in drought, and 18.7% in
intense drought, employers, and
with Local Government usually
being the biggest employer in most
rural communities, it is timely for
all of us to give consideration to
those experiencing hardship in the
face of this drought.
Many members of the USU in rural
and regional NSW are land owners
and farmers.
EXTREME PRESSURES
A recent matter before the New
South Wales Industrial Commission
highlighted some of the issues
affecting some of our members
employed in Local Government
who are experiencing the effects of
this drought. The matter highlighted
some of the extreme pressures
that some individuals had to face
when it came to deciding between
employment related issues and the
issues faced on their properties,
such as lack of water, lack of feed
for livestock, animal husbandry,
livestock deaths and loss of farm
income.
Our members have always had our
communities at heart and now,
more than ever, our members
need to look out for each other,
particularly those facing the
hardship of these times in rural and
regional NSW. We all know that
in many circumstances, whilst our
members are mostly resilient, there
are members in the workplace who
are struggling, and it is imperative
that we all ask “r u ok?” More so
now than ever!
TIME TO TAKE A PROACTIVE
ROLE
With approximately 3 million
people living with anxiety and
depression, Councils can also take
a more proactive role in this regard;
being a responsible employer is
much more than offering EAP.
Mental Health issues that people
face in times of adversity are far
greater in rural and regional New
South Wales, with ‘Sane Australia
2017’ stating that suicide rates in
rural areas are 40% higher than
those in metropolitan areas.
Councils can ensure there is an
adequate number of mental health
first aiders in the workplace and
they can ensure that supervisors
are taking proactive steps within
the workplace to identify areas
of concern before issues become
performance/disciplinary issues, or
much worse.
PROFESSIONAL ASSISTANCE
As Union Officials we all know too
well that when we get involved in
a disciplinary matter, all too often
there is an underlying issue that,
had it been identified earlier, would
not have become a disciplinary
issue, but an issue of providing
proper professional assistance.
With the cost of recruitment,
selection, and retention at an alltime
high, it would be remiss of
Council’s not to identify people
at risk, with a view to ensuring
help is available at the earliest
possible stage. When things are
overwhelming, asking for support is
difficult and in many cases too late.
There is help available no matter
where you live; however the
hardest thing is asking!!
Lifeline 13 11 14
beyondblue 1300 224 636
Photo: St Vincent de Paul Society
8 • United Summer 2018

VALE VINCE HIGGINS
It is with sadness that the United
Services Union advises the
passing of Vince Higgins, a giant
of the union movement and former
Secretary of the Federated Clerks
Union (now the United Services
Union).
Vince commenced working for
the Federated Clerks Union in
1953 and retired in 1994 following
a dedicated 41 years working for
the Union, throughout decades of
immense change, both industrially
and within the workplace through
the introduction of new technology
which challenged traditional work
practices.
He was Secretary of the Union
from 1980 to 1994 when he retired.
Prior to that he had been Assistant
Secretary from 1961-1980 and held
many positions across the union
movement including: Delegate to
Labor Council, LC Executive, ALP
Conference, Finance Committee,
ACTU delegate, National Executive
Vince Higgins (front left) marching at the
Labour Day Procession on 5 October 1964.
FCU, National Conference FCU,
Australian representative to FIET
International Union for White Collar
Workers and much more.
Vince Higgins was one of the
greats, not only of our union but of
the union movement.
Members can read more about his
contribution in Clerks: A History of
the Federated Clerks Union in NSW
at: http://bit.ly/clerks-history
WINTER SLEEPOUT RAISES OVER $16,800
In 2018 the General Secretary Graeme Kelly and the metro team along
with some delegates participated in a Winter Sleepout to raise money for
homelessness. This year the team raised over $16,800 for Youth Off The Streets.
In the last six years over $100,000 has been donated to this worthwhile cause.
Youth Off The Streets offers care to young people between the age of 12 - 22
who are chronically homeless, abused, suffering from addiction or in general
need of help. They offer a range of programs including crisis and short term
accommodation to long term residential care, counselling, secondary education
and rehabilitation. They have extended their services to various communities
and regional centres throughout NSW via Outreach Programs. A volunteer run
food van service also operates each night in Kings Cross.
The weather this year was cold and rainy and as always it’s never a comfortable
sleep however the team is proud of their ongoing efforts and would like to thank
each and every member who made a donation. We plan to be back in 2019 so
keep an out for us and our collection tins!
The team managed to get a bonfire
going before the rains set in!
United Summer 2018 • 9

Strength in numbers. It was
fantastic to see Private Sector
members at Sydney’s Change the
Rules Rally on Tuesday 23rd of
October 2018. Pictured above are
members Michael Garner, Vince
Raschilla and Jay Manuain from
Teachers Federation Health, with
USU Official Emily Callachor and
Energy Utilities & Private Sector
Manager, Peter Campise.
The Union’s hard work at HCF is
finally paying off!
Over the last 11 months in recruiting
new delegates have made HCF a
much more organised workplace.
Members can now go to elected
delegates for assistance and work
place confidence and power is
building.
Our delegates hit the ground
running! They’ve completed
training and from what we’ve seen,
their commitment to unionism
and looking after people in their
workplace is a priority.
PRIVATE SECTOR WORKERS READY TO
CHANGE THE RULES
ABOVE: USU’s Paul Reid with
Executive member Katie Gillen.
RIGHT: USU Official Emily Callachor
with members Carl Purcell and Mateja
Simovic, from Spark and Cannon.
THINGS ARE LOOKING HEALTHY @ HCF
LEFT: Nadasha
Tuwhakaraina,
Rebekah Tong,
Glynnis Ferret and
Emma Bonano.
Missing from the
photo is Jemima
Jarvis, Alex
Laughton, James
Webster, Kevin
Gray and Lauren
O’Connor.
COME JOIN THE TEAM ON FACEBOOK
www.facebook.com/groups/HCFatUSU/
10 • United Summer 2018

USU CONTINUES THE FIGHT FOR
DOMESTIC VIOLENCE LEAVE
The City of Newcastle is the latest Council to adopt
paid Family and Domestic Violence Leave entitling
victims of domestic violence to 10 extra days paid
leave a year as a part of the newly ratified enterprise
agreement. (see pages 18-19)
USU General Secretary Graeme Kelly congratulated
the City of Newcastle. “Whether directly, or indirectly,
family violence is a workplace issue that affects
working people every day, so we thank City of
Newcastle for their leadership.”
The USU has been campaigning to introduce these
provisions for a number of years.
“Every time we negotiate a new Agreement or Award
a Paid Domestic Violence Leave clause is included,”
Graeme Kelly said. “I congratulate Council and our
delegates, members and officials who have ensured
this important provision is included in the City’s EA.”
IT’S TIME FOR NATIONAL STANDARDS
While the USU welcomes the NSW government’s
City of Newcastle USU delegates Ross Warren and Kevin
Burgess with Lord Mayor Nuatali Nelmes and United
Services Union General Secretary Graeme Kelly
recent decision to provide 10 days paid Domestic
Violence Leave to all public sector employees in the
state, the battle is far from over.
The USU joins Unions NSW in calling on the Federal
Government to put 10 days paid leave in the National
Employment Standards.
Photo: City of Newcastle
HORNSBY DOMESTIC VIOLENCE LEAVE POLICY SURVEY RESULTS
Meanwhile the USU conducted
a survey amongst Hornsby
Shire Council employees, asking
if members support a Paid
Domestic Leave Policy and
how many days leave would be
acceptable.
WHAT DID
MEMBERS SAY?
Q1. Do you support a paid domestic leave policy for
employees at Council ?
YES 95.31%
YES 95.31% NO 1.56% UNSURE 3.12%
Q2. If you answered ‘yes’ how many days leave would you
expect Council to provide as a minimum ?
10 DAYS 80.64%
10 DAYS 80.64% 5 DAYS 11.29% OTHER 8.06%
YET COUNCIL SAID NO.
MEMBERS TAKE ACTION !
We have been campaigning with USU members and
the community requesting local councillors support a
policy to assist those subjected to Domestic Violence
within the workplace. As we head to print a motion to
support DVL will be put to the next Council meeting.
We will keep members informed of the result.
United Summer 2018 • 11

MEMORIAL UNION PICNIC DAY FOR DAVID FULLER
Sadly, earlier in the year members
of Nambucca Shire Council
suddenly lost a good friend, work
colleague, and Union member,
David “Big Dog” Fuller.
With such a big loss to a small
Council, members wanted to find a
way to pay tribute and remember
“Big Dog” for years to come;
therefore the Picnic Committee
decided, with the support of
David’s wife and children, to make
a shield for the Union Picnic Day
to be named and honoured after
David. The Shield will be used every
year at the NSC Union Picnic Day.
The Picnic Day this year was
held on Melbourne Cup Day and
the event selected to receive this
special Award was a two person
‘Ambrose’.
Tribute to a mate: The inaugural David “Big Dog” Fuller Memorial Shield is
presented to Chris Wills and Alan Clarke by Rachel Fuller
The winners of the inaugural David
“Big Dog” Fuller Memorial Shield
at the USU Picnic Golf Day, were
Chris Wills and Alan Clarke. The
Shield was proudly presented by
Rachel Fuller, “Big Dog’s” wife.
The presentation was held at the
Services Club in Macksville and
was an emotional one, but one
that was full of joy and laughter;
with a few drinks to celebrate the
event and the memory of a missed
husband, friend, work colleague
and Union member.
WILLS AND BINDING NOMINATIONS REMINDER
David “Big Dog” Fuller of
Nambucca Shire Council (a 30 year
member of the USU) passed away
earlier this year leaving family,
friends and work colleagues with a
huge loss that many are still trying
to come to terms with. It is never
easy losing someone you know, but
it takes a bigger toll on everyone
when it’s sudden and unexpected.
“Big Dog” was someone everyone
wanted to know and work with, he
was a grader driver who loved his
job, his work mates and without
question, his wife and children.
Nambucca Shire Council is a small
council and the loss is still plain
to see. At the Union Picnic day
David’s wife Rachel paid tribute
to “Big Dog” and gave a timely
reminder to all members about
what can happen if you do not
have a current will or binding
Rachel
Fuller: Urges
members to
make sure
they have wills
and binding
nominations
nomination. David unfortunately
did not have a current will prior
to his departure which has placed
his remaining family members in
a situation no one wants to be in
after a loss of a loved one. This
process is now in Probate which, in
some cases can take up to 3 years
or longer to finalise, something
most working class people cannot
afford especially if the loved one is
“the bread winner”.
During the presentation Rachel
went on to say that thankfully
David kept his binding nomination
current and up to date, which has
seen David’s family now receive
all his superannuation and provide
some financial ease in a time of
need. Rachel’s speech urged all
to make sure they have wills, and
binding nominations up to date,
so no one’s loved ones have to go
through what her family is going
through at the moment.
In an amazing gesture so close to
her loss; Rachel’s final words in the
presentation were something we all
have heard before, but something
we need to say to fellow work
mates who are not Union members
as yet, “You insure your house, you
insure your car, you insure your
health; why not insure your wages…
I urge you to go out and talk to
your work colleagues about joining
the USU”.
12 • United Summer 2018

NEW NSW LOCAL GOVERNMENT
MODEL CODE OF CONDUCT
The NSW Office of
Local Government
recently released
an updated NSW
Local Government
Model Code of
Conduct which all
Councils in NSW
will be required to
comply with as a
minimum.
Manager Northern,
Stephen Hughes
explains.
The new version has been
drafted following many months
of Industry and Industry Stake
Holder consultation by the Office
of Local Government.
The USU has participated
regularly in discussions as the
major employee representative
(Union) Industry Stakeholder with
the Office of Local Government
both directly and at the industry
peak committees with the
Ministerial Advisory Group and
the Employment Matters Working
Party which the USU and the OLG
both attend.
It is pleasing to see that the Office
of Local Government continues
to listen and wherever reasonably
possible, to include the USU’s views
on important reforms occurring in
NSW Local Government such as in
the new Model Local Government
Code of Conduct.
This new version includes clearer
guidelines for elected councillors,
in particular regarding possible
conflict and pecuniary interests,
but more importantly for our
USU members employed in NSW
Local Government. The new
version provides much needed
added support in addition to
other existing important legislated
rights, obligations and conditions
contained in WHS legislation,
Industrial legislation, Anti-
Discrimination legislation, and even
Union Delegates and Consultative
Committee members’ rights under
the NSW Local Government (State)
Award.
The OLG, by including these
provisions in a single model code
of conduct, has made it much
easier to access and understand
the various protections and rights
contained in very diverse and at
times, complicated legislation,
thereby making it much harder for
any Council or Local Government
entity who is covered by the
Local Government Act, to plead
ignorance or to shirk their
obligations under this new code.
The updated Model Code of
Conduct will prove to be almost
as important to our members
employed in Local Government as
the Award itself. ALMOST.
Our members must also understand
that while the new model brings
with it far better workplace
protections and another means
to report alleged breaches, it also
carries the responsibility that our
members should comply with
the Code at all times, including
the responsible use of Council’s
resources and in the use of social
media regarding their work in Local
Government.
NEED TO KNOW MORE?
If you want to know more please
contact your USU Organiser or call
the Union on 1300 136 604.
United Summer 2018 • 13

Bonus Issue front and
centre at the Qantas AGM
USU/ASU delegates and officials
U delegates
attended the Qantas
and officials
AGM in
dpromotional the Brisbane Qantas team! in October AGM to input
Still time to sign the petition
e the company’s imposition of
The on AGM Friday and our questions 26th were October There is still time to sign the ACTU
covered conditions extensively on in the this media year’s as bonuses
d put the company’s
petition about our bonuses --- if you have
were the front questions and centre and resolutions as an issue for not done so please do so ASAP
from Australian
staff in our
Center
questions
for Corporate
to the
Responsibility. You can check out
https://www.megaphone.org.au/petition s/
some onuses of Chairman the media front of coverage the and Board here centre Leigh send-a-message-to-the-qantas-board.
sue
https://www.smh.com.au/business/com
Clifford for staff and CEO the Alan Joyce.
panies/qantas-board-grilled-over-
More information
ns deportations-climate-change-and-staff-
pay-20181026-p50c5y.html
directed proxies to our reps we
we Thanks put to to those the members Chairman who
For more information, please get in touch
oard and CEO Alan Joyce. with the relevant contact below.
were able to ask why conditions
http://australianaviation.com.au/2018/1
have been put on bonuses when If you’re conditions not a member on this bonus of the USU/ASU, are the
0/qantas-faces-shareholder-heat-onbonuses/
such a move is not linked to a pay
you same can join as in online the past, now however at our secure this
form:
is
www.usu.org.au/join
not true as previous bonuses
freeze.
sed Bonuses to get raised proxies In parliament from FAAA were linked to a pay freeze, while
The so-called ‘bonus’ isn’t paid
Branch
nal division members with
this bonus comes Contact at a time Mobile when
On Wednesday until AFTER 24th Qantas October workers 2018, sign TAS Aaron De La Torre 0427 813 821
o.
Qantas has announced profits of
Steve Georganas
up to new
MP
agreements.
for the South
VIC PS Matt Norrey 0407 873 050
For many,
Australian seat of Hindmarsh gave a
$1.6 billion.
VIC PS Imogen Sturni 0433 339 656
speech that in parliament is years away. questioning why
NSW Services & ACT Linda Spiteri 0417 663 108
On the “causing harm” condition,
Qantas was failing to pay the awarded NSW US Josh Paterson 0419 761 320
Another condition of the bonus
bonuses bonuses to Qantas when staff, you such can awatch
QLD Together it appears that Billy Colless not all industrial 0419 736 886
Steve’s was speech that employees “not harm” QLD Services action will necessarily Jeanine Orzani be 0417 deemed 714 767
https://www.facebook.com/australianse
the company. We asked what the SA/NT Kelly Bowey 0497 555 875
to be causing harm to Qantas,
rvicesunion/videos/1728471727262295 WA Rebecca Gillis 0417 969 502
conditions of “not causing harm
/
however the discretion that the
Thanks to Steve Qantas” for your actually continued means and we company can exercise on the
support also asked why staff at Q Catering awarding of the bonus down the
transferring to dnata are being track is very wide indeed.
treated so unfairly as they will
As for the bonus for Q Catering
s they never will see never the bonus see the through no
staff transferring to dnata, it was
fault of their own.
not clear that Qantas executives
Qantas tried to argue the
actually Joyce. understood that everyone
Qantas Bulletin 48 • 30 October 2018
Issue front and centre at the Qantas AGM
tion of conditions on this
o all USU/ASU members who
proxies to our reps --- we were
s asked why conditions have
not linked to a pay freeze, we
hat the conditions of “not
harm to Qantas” actually
nd we also asked why staff at
ng who are transferring to
on are being treated so
rough no fault of their own.
ried to say the conditions on
s are the same as previously -
not true as the previous
were linked to a pay freeze---
s comes at a time when
s experiencing bumper profits.
eholders in the room
d sympathy for our position
at least.
ausing harm condition, it
that not all industrial action will
rily be14 deemed • United Summer to be2018
causing
Qantas, it is fair to say the
ASUairlines news
As for the bonus for Q Catering staff
transferring to dnata, it was not clear
that Qantas executives actually
understood that everyone in Q Catering
except ASU EBA staff were getting the
bonus before transfer. As we have
been already we will continue to
pursue this issue as it is grossly unfair.
You may have heard rumours of mass
redundancies swirling around Qantas
supposedly because of the increase in
fuel prices. We took the opportunity to
ask if these rumours were true and this
was emphatically denied by CEO Alan
Finally we asked why the Qantas
promotional team who staff the AGM
were not being paid for their work
unlike every executive in attendance,
this was met with the response that
they got opportunities to represent
Qantas at parties and events they
would not otherwise be able to attend
so they were lucky to get the
opportunity to volunteer to work for
free.
We don’t think that this is a good
Asking
the tough
questions:
Our USU/ASU
Our USU/ASU
team at the
team Qantas at the AGM
Qantas in Brisbane AGM
in Brisbane on 26 th
on
26th October 2018
in Q Catering except USU/ASU EBA
staff were getting the bonus before
transfer. We have continued to
pursue this grossly unfair issue.
You may have heard rumours of
mass redundancies swirling around
Qantas supposedly because of the
increase in fuel prices. We took the
opportunity to ask if these rumours
were true and this was emphatically
denied by CEO Alan Joyce.
Finally we asked why the Qantas
promotional team who staff the
AGM were not being paid for their
work unlike every executive in
attendance. We were advised that
they got opportunities to represent
Qantas at parties and events they
would not otherwise be able to
attend so they were lucky to get
the opportunity to volunteer to
work for free.
“Lucky” to work for free? We don’t
think that this is a good enough
explanation and query whether
this is even possible under the Fair
Work Act. Qantas is making piles
of money – not only can they pay
our bonuses now they can pay the
promotional team!

TRANSITION TO CLEAN
ENERGY MUST BE FAIR
In October USU and ASU members took our message to politicians in Canberra that we need a fair plan to
transition to clean energy!
The closures of Hazelwood and
Port Augusta power stations
were devastating for workers and
communities. We now need a
plan that will create new jobs and
support the workforce to obtain
those jobs.
We are calling for government
to set up an independent Just
Transition Authority to manage
this major industry change in a fair
and transparent way.
ASU Assistant
National
Secretary
Robert Potter,
USU Organiser
Troy Dunne and
Essential Energy
delegate, Daniel
Welsh joined
delegates from
across Australia
to deliver the
message.
We all need the federal government
to step up to the plate and deliver
stable energy policy that includes
a just transition for all affected
workers.
If managed well, the diversification
of these regional economies offers
enormous opportunities for new
sustainable employment in new
industries.
EA NEGOTIATIONS AT … EA
Negotiations for a replacement Agreement at the Mt. Piper Power
Station, owned by Energy Australia, have been ongoing since June.
Our exhaustive Log of Claims can be summed up as adhering to the three
principles of:
1 A fair pay increase;
2 Job security;
3 Enhancement of current conditions.
The parties have reached in principle agreement on many aspects of
the Agreement, which members would be aware of, however, we are yet
to reach in principle agreement on items such as – yearly percentage
increase, location allowances, job security, payroll transformation (weekly
to fortnightly pay) and higher duties payments.
We will keep members informed of progress as negotiations continue.
THANKS
Our delegates are the backbone
of our union, and play a crucial
role by communicating with
members, participating in
negotiations and representing
members at the workplace.
Your Energy Branch organisers
would like to send a big thank
you to all of our delegates from
all parts of NSW who volunteer
their own time to represent their
colleagues, travel to Sydney
on union business from as far
afield as Broken Hill. You are our
lifeblood!
United Summer 2018 • 15

Why join
EISS Super?
At EISS Super our members come first. We are an industry super fund and are run only to benefit our
members. We are responsible for managing more than $5.5 billion on behalf of over 22,000 members
and are proud to be one of the lowest cost superannuation funds in the market.*
Historically, EISS Super was only available to employees in the energy industry, then in 2013, we
opened our fund to all Australians. We work hard every day so our members can enjoy the retirement
lifestyle they deserve.
Join an award winning fund today
Visit eisuper.com.au/join or call us on 1300 369 901
*Super Ratings ‘Top 10 lowest fees’, June 2018. Fees are based on a $50,000 account balance invested in a MySuper option.
Issued by Energy Industries Superannuation Scheme Pty Limited ABN 72 077 947 285, RSE Licensee L0001373 and AFS Licence 441877. SuperRatings does not issue, sell,
guarantee or underwrite this product. Go to www.superratings.com.au for details of its ratings criteria. 50055_25/10/18
16 • United Summer 2018

REBUILDING @ ESSENTIAL
This year has been a year for re grouping and rebuilding following a few horror years for Essential Energy
members with mass redundancies and big disputes over the Enterprise Agreement and redundancy
entitlements. A major focus has been on opening up our communication channels.
COMMUNICATING OUR
MESSAGE
The Energy Facebook page was
launched to assist Energy members
to connect with other members
across the energy industry. There
has been a great response and it
allows us to quickly get information
to members.
When contact details are out of
date we look to our delegates for
assistance with getting members to
update their details which has been
a great success.
In April and May this year,
Organiser Melissa Pond visited
North Coast and Central West
Essential Energy sites to meet with
members. Contacts have been set
up in all areas visited. Melissa will
be visiting these sites again in the
New Year as well sites in the North
West Areas.
RECRUITING AND TRAINING
A lot of effort this year has gone
into recruiting and training new
delegates to increase the USU’s
presence on the job. Melissa has
spent at least one to two days a
fortnight in the Port Macquarie
Offices working with the delegates
and mentoring them to be able to
handle member issues which has
resulted in the recruitment of two
new delegates in Port Macquarie.
While re-building has been slow
we have made progress with 13 new
members this year and resignations
due to redundancies have slowed
considerably.
FOUR OF OUR
DELEGATES:
Linda Thompson,
Daniel Welsh, Judy
Cutler and Ruth
Smallwood
WORKING WITH
MANAGEMENT
A lot of work has been
given to working with
Management and
establishing a working
relationship. This has
helped us enormously
especially with Essential
Energy finally properly
consulting with us again, allowing
us to get our message across on
behalf of Essential members on
topical issues such as the proposed
Drug and Alcohol Policy. The USU
has set up a working group and will
be attempting to develop a fairer
Drug and Alcohol Policy for our
members in coming months.
LABOUR HIRE WINS!
While Essential Energy continues
to use Labour Hire workers, we
have been working with Human
Resources to try and stem the
flow and allow workers to be able
to secure full time work directly
with Essential Energy. We found
that some Labour Hire workers
had been working for Essential
Energy for up to 8 years! We met
with Essential Energy to investigate
why this had been allowed to go
on for so long. As a result of our
investigations, Essential Energy has,
so far, offered 30 to 40 employees
full time or Part Time work with
Essential this year. This is a great
achievement from our delegates
especially Delegate Daniel Welsh
who has worked with his Organiser
Melissa Pond on this issue.
STANDING UP TO BULLYING
Our delegates have also had a busy
year with a number of issues and
disputes particularly the ongoing
issue of Bullying and Harassment.
The delegates have really stood
up on this issue and supported
the affected employees. These
delegates are a credit to our union
and the members and deserve a
huge thanks from the USU.
Congratulations to our great
Essential Energy USU Delegates:
Leanne New; Daniel Welsh; Ruth
Smallwood; Linda Thompson;
Judy Cutler; Peter Arnull; Peter
Anderson; Mark Lenton; Bryan
Spangler; Mardi Henman
United Summer 2018 • 17

CITY OF NEWCASTLE EA – ENDORSED AN
USU Members have overwhelmingly endorsed a new Enterprise Agreement, with 98.72% of USU members
voting to support the agreement, which guarantees wage increases for City of Newcastle employees over the
next three years and provides improved terms and conditions of employment and job security.
Following this resounding
endorsement, your USU
representatives have sought the
ratification of the new agreement
which will be in force from 1st
January 2019 for a period of 3
years. This approval was resolved
before the NSW Industrial Relations
Commission on 5 November.
THE AGREEMENT CONTAINS
THE FOLLOWING NEW OR
ENHANCED FEATURES:
A three year term commencing
from the ratification date of 1st
January 2019.
PAY / ALLOWANCE INCREASES
Three guaranteed wage increases
during the life of the Agreement:
2.5% increase with a minimum
payment of $22.30 per week from
1st July 2019,
An increase to be confirmed
which will be negotiated with the
collective strength of the State
wide USU membership to be
applied from 1 July 2020,
An increase to be confirmed
which will be negotiated with the
collective strength of the State
wide USU membership to be
applied from 1 July 2021,
All current Allowances increased,
with further increases in July 2019,
July 2020 and July 2021;
SALARY SYSTEM
Guaranteed commitment for a
total review of the current salary
system and all allowances, to be
commenced within two months
of ratification of the Enterprise
Agreement.
WORKPLACE FLEXIBILITY –
HOURS OF WORK
Introduction and an important shift
with the onus now on Council to
The USU thanks all members who turned out in their hundreds for USU
Member meetings on 25th October 2018 and all members for providing their
important vote on the proposed new EA. Due to the collective strength
of the USU membership at City of Newcastle, THIS vote of the USU
membership directed the endorsement and approval of this agreement.
support flexible working arrangements.
These arrangements can be resolved on
either a team based or individual basis.
This includes the formal introduction of
the following:
9 Day Fortnight
Flexi Time Arrangements (over a 4
week cycle)
Flexibility agreements for family /
caring responsibilities
Extended Carers Leave
Grandparent leave
Working 4 out of 5 years
Phased Retirement
JOB SECURITY
Intention and Commitment by the
City of Newcastle to maintain core
employment numbers of 957 (EFT)
– New inclusion Increased security
of employment provisions
Improved workplace change and
consultation provisions for USU
members, which now include
a 28 day consultation period
prior to any changes being
implemented, and commitments
to early consultation with USU
representatives prior to a “definite
decision”
Improved redeployment process
from a 12 month program, with
an unlimited timeframe and
targeted redeployment subcommittee
to be formed (including
USU representation) to improve
redeployment outcomes.
FAMILY AND DOMESTIC
VIOLENCE LEAVE
In conjunction with the USU’s
ongoing “We Won’t Wait
Campaign”, we are proud to
resolve special paid leave (10 days
per annum) Family and Domestic
Violence Leave for victims and
their families. (see page 11)
HALF DAY BEFORE CHRISTMAS
(LORD MAYOR’S GRANT)
Formalised entitlement in the
Enterprise Agreement following
the USU’s win to preserve and
protect this entitlement in the New
South Wales Industrial Relations
Commission in 2013.
HIGHER DUTIES PAYMENT
Previous “timeframes” have
been removed and higher duties
payment will be made for the
actual time relieving in the higher
paid position. All paid leave and
Agreement holidays are then paid
at the higher grade of pay whilst
relieving.
18 • United Summer 2018

D APPROVED
PERSONAL LEAVE (SICK AND
CARERS LEAVE)
Removal of the need to provide
medical certificates and/or other
certification for absences for sick
and/or carers leave.
Extension of wellbeing programs,
including paid leave access for
health and wellbeing activities.
TERM CONTRACTS / LABOUR
HIRE
Inclusion of an updated State
Award clause defining specific
conditions for the use of term
contracts and the use of Labour
Hire. These include the protection
that these arrangements cannot
replace a permanent employee of
Council. Further improvements
to ensure continual monitoring of
these arrangements to be provided
to USU representatives.
PREVIOUS LOCAL AGREEMENTS
RESOLVED INTO THE NEW EA
Waste Collections, Seasonal
Lifeguards, Beresfield Childcare
Centre & Summerhill Waste
Management Facility Caretaker.
TRADE OFFS?
All these improvements, and more,
were achieved without any tradeoffs
or any reduction of current
workplace entitlements. The full
agreement can be viewed at www.
usu.org.au/newcastle-ea-endorsed/
BEING COLLECTIVE COUNTS!
USU membership has been
integral in improving conditions
of employment at City of
Newcastle and this agreement
continues this record. This
was again achieved by the
collective strength of the USU
membership made available by
USU representatives.
UNION BINDS US ALL
ACROSS THE WORLD
Lifeguard members Daniel (Beardy) McLaughlin and Anthony (Harries)
Caroll welcome younion reps Thomas Kattnig and Gerthard Berti,
as well as ASU National Assistant Secretary Robert Potter and USU
General Secretary Graeme Kelly to the famous Bondi Lifeguard Tower.
Did you know we have a “sister” union in Austria? Younion (say it aloud!)
represents over 150,000 members in more than 200 different professions
in Austrian cities and communities. Recently two delegates from
Younion, Thomas Kattnig and Gerthard Berti, visited Sydney to talk with
representatives and members from our national union, the ASU as well as
the USU.
Our Bondi Lifeguards are known all over the world and what better way to
show off our city than to take them to iconic Bondi Beach and talk to the
lifeguards?
USU General Secretary Graeme Kelly, ASU National Assistant Secretary
Robert Potter and Lifeguard Reference Group Co-ordinator USU Legal
Officer Sean Szabo took Thomas and Gerthard out to meet with our Bondi
Lifeguard members.
USU Delegate and Bondi lifeguard, Daniel (Beardy) McLaughlin met us
at the Tower and gave us a tour of the beach. He answered questions
about the beach, about Waverley Council, his industry and about his
involvement with the USU. Beardy then took us up into the famous
Lifeguard Tower to meet some of the other lifeguards and gave us a run
down on all the equipment and the day to day work of a lifeguard at the
busiest beach in Australia (maybe the world!)
Our members were happy to chat to Graeme Kelly and our Austrian
colleagues, discussing current issues at Council and future projects.
It was a great day which gave our Austrian counterparts a unique
opportunity to meet the famous Bondi Lifeguards.
United Summer 2018 • 19

esponsible investment
is the key to a great
Why retirement
The key to saving for a great retirement is to earn sustainable returns over the long term and the best way to
do this is to ensure your super fund has a responsible investment strategy.
At Local Government Super (LGS), we have a long standing commitment to responsible investment. This means
we carefully consider a range of environmental, social and governance (ESG) factors every time we make an
investment decision.
Our aim is to invest in companies that have a positive impact on the community and the environment, and to
be an active owner of all the investments in our portfolio. We also restrict investment in companies involved in
activities that are detrimental to our community and the environment.
POSITIVE INVESTMENTS
The types of positive investment opportunities LGS seeks out include
renewable energy generation such as solar and wind farms, sustainable
agriculture, hospitals, schools and companies that clearly display
sustainable business practices.
Recently, LGS awarded a new fixed-income mandate to investment
manager, PIMCO for approximately AUD$440 million for investment
in global credit and government bonds. By restricting investments in
some companies’ bonds and preferring investments in higher rated ESG
companies, PIMCO integrates environmental, social and governance
considerations into its investment practices.
Earlier this year, we also made a new investment with private equity fund
manager Actis to develop a 100MW wind farm in Kenya to help meet
Africa’s rapidly growing demand for clean energy.
Victorian Comprehensive Cancer
Centre, an asset in the AMP Capital
Community Infrastructure Fund.
GREEN PROPERTY
PORTFOLIO
LGS manages one of the most
sustainable direct property
portfolios in Australia. Our aim is
to earn long-term stable returns
by minimising the environmental
impact, and continually improve
the sustainability performance,
of the buildings in our property
portfolio.
Clare Solar Farm, an asset in the Lighthouse
Solar Fund. Origin Energy has entered into a
long term contract to purchase 100% of the
electricity output generated by the project.
The portfolio comprises a total of
eight properties across New South
Wales including commercial office
buildings, retail centres and one
industrial property.
20 • United Summer 2018

L0898 USU Winter Journal ad.indd 1
MANAGING THE RISKS
AND OPPORTUNITIES
OF CLIMATE CHANGE
LGS considers climate change
to be one of the most significant
4/07/2017 1:27:15 PM
risks to our members’ long term
retirement savings, however, it
does also present some investment
opportunities.
In December 2017, the LGS
property portfolio was awarded
a 5-Star Green Star Performance
rating, the first portfolio to
achieve the rating in Australia.
Green Star is an internationallyrecognised
sustainability rating
system and our performance rating
represents ‘Australian Excellence’ in
sustainability.
ACTIVE OWNERSHIP
As a long-term investor, LGS not
only selects investments based
on their potential to generate
consistent returns for our members,
we also ensure that the companies
in which we invest achieve
certain environmental, social and
governance standards.
We do this through ‘active
ownership’ and this means
engaging with companies by
voting at annual general meetings
(AGMs) and meeting directly with
companies’ senior management
and Board members.
LGS holds shares in the majority
of the top listed companies in
Australia and overseas. Our aim is
to vote at 100% of annual general
meetings as we believe that it is
important to fulfil our ownership
obligations and rights that come
with being a long-term shareholder.
Bridge Plaza at Batemans Bay
NSW, owned and managed by
Local Government Super.
DURING THE 2017/18 FINANCIAL YEAR,
LOCAL GOVERNMENT SUPER:
voted at 100% of company AGMs,
676 meetings in total
voted on 7,985 resolutions, voting
against company management in
15% of these resolutions
On some occasions we lodge
shareholder resolutions at company
AGMs. In 2018, we lodged two
shareholder resolutions; one with
mining giant Rio Tinto Ltd and
the other with major insurer QBE
Insurance Group.
LGS co-filed a resolution requesting
Rio Tinto to provide greater
transparency and improved
governance over its membership
of industry associations whose
position on energy and climate
change issues are at odds with Rio
Tinto’s formal public support for
the Paris Agreement to keep global
temperature increases below 2°C.
We also co-filed a resolution with
QBE Insurance Group urging the
QBE board to better disclose how
they are managing climate change
risks.
We remain very conscious
of managing the risks and
opportunities that come with
new policies and regulations,
technology changes, new markets,
and reputational pressures. There
are also the physical risks such as
increased frequency and severity
of major weather events as well
as rising sea levels and changing
temperatures.
LGS has almost $1 billion invested
in low carbon opportunities
including renewable energy
technology and generation,
energy and water efficiency, waste
and recycling, and sustainable
agriculture.
If you would like to join Local
Government Super or find out more
about our responsible investment
strategy, just visit lgsuper.com.au
Interior of MarketPlace at Leichhardt
NSW, owned and managed by Local
Government Super.
This article has been issued by LGSS Pty Limited (ABN 68 078 003 497) (AFSL 383558), as Trustee for Local
Government Super (ABN 28 901 371 321). This document contains factual information only and does not take
into account your personal objectives, situation or needs. You should consider obtaining professional financial,
taxation and/or legal advice tailored to your personal circumstances prior to making any financial decision.
United Summer 2018 • 21

Apprentice
of the year
Each year the United Services Union presents two Awards to outstanding
workers in recognition of the importance of Apprentices/Trainees and the
workers who mentor them.
The 2018 USU New Gen Committee
Apprentice / Trainee of the Year
– Jack Moy – Water Operations
Trainee from the now Mid Coast
Council (formerly of Mid Coast
Water).
Jack has already completed
his Certificate III in Water
Operations and is now currently
further studying his Certificate
IV. Information gathered by his
nominators truly support Jack
being a worthy recipient with the
following direct quotes from the
nomination:
Mentor
of the year
“Jack has fitted in to the water
division with no drama. His
amicable personality and his strong
work ethic have seen him progress
quickly and efficiently to a point he
has become an important part of
the organisation.”
“Jack is fully committed and has
a strong work ethic, quick to learn
and always thinks about safety.”
“Jack has hit the ground
running from the first day of his
employment and works well with
others and fits in well with our
team.”
On behalf of the New Gen
Committee, the USU certainly
congratulates Jack as a
very worthy recipient of this
prestigious Award.
Genuine mentors provide the
positive influences in the workplace
that allow Apprentice/trainees and
young workers to thrive.
In recognition of that contribution
we award the 2018 USU New Gen
Committee Mentor of the Year
to Stephen Stanton, Plumber
from the now Inner West Council
(formerly Marrickville Council).
While undertaking his trade role
Stephen has continually mentored
and developed apprentices over the
years. Information gathered by his
nominators truly support Stephen
being a worthy recipient with the
following direct quotes from the
nomination:
“I’d just like to say in support of
Stephen’s nomination that he has
this ability to handle young people
- this is nothing short of amazing.”
“Steve builds a good rapport from
the beginning and obviously has a
lot of skills, advice and experience
to pass onto young apprentices.”
“I believe he (Stephen) is a wellrespected
member of the team
and apprentices hold him in high
regard.”
On behalf of the New Gen
Committee, the USU certainly
congratulates Stephen as a
very worthy recipient of this
prestigious Award.
Are you in the workplace
between the ages of 16 to 35?
Interested in connecting with
your New Gen Committee to
assist promote the collective
interests of fellow younger
workers? Contact USU
Organiser Luke Hutchinson 0419
761 323 or lhutchinson@usu.
org.au to find out more today.
22 • United Summer 2018

USU CONFERENCE 2018
This year’s State Conference was held at
the Twin Towers Services Club in Tweed
Heads from 11-14 September.
Once again presentations and workshops
were held giving conference delegates
the opportunity to discuss campaigning
strategies for the year ahead as well as
present and discuss motions from their
Branches. ACTU Secretary Sally McManus
and Unions NSW Secretary Mark Morey
discussed the Change the Rules campaign.
Our Conference was an outstanding success
with special recognition being made to our
Delegate of the Year, Life Members and
other Award winners.
Special tribute was also paid to Steve
Birney at what was his last conference as
President, after serving USU members in
this role for over 20 years. Steve is retiring
next year following an outstanding career in
local government and a lifetime dedication
to the members of our great union.
Check out pages 24-26 for more - we
thank all the delegates for their contribution
as well as our sponsors: Carroll & O’Dea
Lawyers; Local Government Super and EISS
and ME Bank.
Sally McManus
and Graeme Kelly
Hotel: Metro Hotel Marlow, Sydney Central
Address: 431-439 Pitt Street, Haymarket NSW 2000
(Cnr Pitt & Campbell Streets)
ACCOMMODATION
Phone: (02) 9281 6999
Hotel: Metro Hotel Marlow, Sydney Central KEY SPONSORS
Address: 431-439 Pitt Street, Haymarket NSW 2000
(Cnr Pitt & Campbell Streets)
Phone: (02) 9281 6999
NSW Opposition Leader
Steve Birney
KEY SPONSORS
Michael Daley and
Sharon Sewell
SPONSORS
ACCOMMODATION
OUR CONFERENCE SPONSORS
Add Botany print.
Mark Morey
L0898 USU Winter Journal ad.indd 1
Add Botany print.
** Program subject to change without notice
4/07/2017 1:27:15 PM
United Summer 2018 • 23

USU delegates get behind the
CHANGE THE RULES campaign
giving guest speaker Sally
McManus a standing ovation!
CONFERENCE 2018:
Shadow Minister for
Local Government The
Hon. Peter Primrose
Clr Linda Scott,
President Local
Government NSW
TOP: Motion of thanks
for Steve Birney. BELOW:
Delegates applaud Sally
McManus
24 • United Summer 2018

Time to
unwind at the
Conference
dinner and
thank Steve
Birney.
Graeme Kelly pays tribute
to Steve Birney’s wife and
daughters. “Being USU
President for over 20 years
is a family commitment!”
CHANGE THE RULES
A great
opportunity
for a catch up
... and a bit of
fun!
United Summer 2018 • 25

DELEGATES SHINE @ CONFERENCE 2018
DELEGATE OF THE YEAR: COBY ROOIMANS
At this year’s Conference Coby Rooimans was
the 2018 recipient of the United Services Union’s
Delegate of the Year Award.
NIB Health Fund Delegate, Coby Rooimans is a
motivated, passionate, tenacious and dedicated
delegate for the USU who has successfully negotiated
claims for inclusion in NIB Enterprise Agreements
including significantly improved redundancy
provisions. Coby had the Domestic Violence
provisions, based on the ASU model, applied
internationally through NIB; has activated members;
has had workplace policies changed to include
superannuation on paternity leave; and supports her
fellow members through workplace issues, taking it up
to the CEO if she has to. Coby has earned the respect
of the members and management alike and is the
USU’s 2018 Delegate of the Year.
Coby Rooimans has been a delegate since April 2013
and took over the role of Senior Delegate when the
Senior Delegate left NIB to take up a role as a Union
Organiser in 2015.
Coby was the lead delegate in the 2015 Enterprise
Agreement negotiations where, among other claims,
she passionately and successfully pursued NIB for
significantly improved Redundancy Provisions for USU
members.
Recently, along with her Organiser, Coby pursued
NIB to introduce a Domestic Violence Policy that
aligned with the ASU provisions to enable a safe and
supported Policy and provisions for USU members
should anyone find themselves in such a difficult and
harrowing circumstance. This Policy is in the final
stages of approval and will apply internationally across
the whole Organisation from Australia to New Zealand,
Thailand and Ireland. The Policy will include all of the
agreed provisions as per the ASU provisions which
include 10 days leave plus additional leave approved
by HR if required among other important provisions.
Coby also, with the support of her Organiser, pursued
and was successful in changing NIB’s Paternity Leave
Policy to include full payment of Superannuation on
Paternity Leave.
Graeme Kelly and Steve Birney
present Coby with her Award
at Conference 2018.
Coby’s passion, principles and selflessness proves that
she is a great delegate who cares about her members.
Her leadership skills have proven that she can get
results which has earned her great respect from
Management.
Other nominees for the Award were: Paul Brown, Chris
McLennan, John Foster, David King, Chris Browning,
Art Jenkins and Brent Kelso.
LIFETIME MEMBERSHIP
The following members were presented with Life
Membership:
Kevin Woodman, Energy & Utilities, Essential Energy;
Jim Greiss, Metropolitan Salaried Officers’ Branch;
Campbelltown Council;
Bev Spearpoint, Metropolitan Salaried Officers’
Branch, Penrith Council;
Thomas Baker, Newcastle Branch, Central Coast
Council;
Graham Zell, Northern Branch, Nambucca Shire
Council;
John Foster, Newcastle Branch, Lake Macquarie
Council.
CERTIFICATES OF MERIT
Certificates of Merit were awarded to these delegates
for their outstanding contribution to the union:
Sue Thomas, NSW C&A Branch, NRMA Gosford;
Steve Gillespie, NSW C&A Branch, NRMA Sydney
Olympic Park;
Margaret Tighe, Riverina Branch, Hay Shire Council.
26 • United Summer 2018

ENERGISING
THE USU
CONFERENCE
EISS Super, the energy industry super fund,
attended the USU conference held at Tweed Heads
in October. Throughout the day, the team at EISS
Super spoke to delegates about the importance of
superannuation and how making smart decisions now
can set you up for the future.
At night, USU members were encouraged to let their
hair down and pick up the microphone at a lively
karaoke battle sponsored by EISS Super. Secretary
Graeme Kelly and other members of the USU
leadership team put up fierce performances but it was
Jane Cook, from Central West Branch and Katie Gillen,
from the NSW Clerical & Administrative Branch, who
took out the title for best singers of the night, each
winning brand new iPads.
EISS Super CEO, Alex Hutchison, said EISS Super
always enjoys supporting USU members, both through
union activities and helping members achieve the
retirement they deserve.
The EISS Super
team at the USU
Conference, (L to R)
Paul Lister, Daniel
Weizman and Matt
Buttsworth.
EISS Super CEO Alex Hutchison
addressing the USU conference.
“I always enjoy attending the
USU conference and meeting
our members, it’s great to
talk to people face to face
about the importance of
superannuation and how EISS
Super can help them secure
the retirement they deserve.”
- Alex Hutchison,
CEO EISS Super
FOR MORE INFORMATION ON HOW TO JOIN
EISS SUPER, VISIT EISUPER.COM.AU/JOIN.
Support the super fund
that supports you!
EISS Super has supported USU members since our establishment in 1997 and beyond.
We’re proud of our relationship with the union and committed to providing members
with outstanding service, value for money, solid long-term investment returns and
community involvement.
As an industry fund, we work closely with our members so they can enjoy the
retirement lifestyle they deserve.
Join us today
Visit eisuper.com.au/join or call us on 1300 369 901.
Issued by Energy Industries Superannuation Scheme Pty Limited ABN 72 077 947 285, RSE Licensee L0001373
and AFS Licence 441877. 50056_12/11/18
50056_USU_Ad_136.5x210_vF.indd 1
12/11/18 11:45 am
United Summer 2018 • 27

PRACTICAL ASPECTS OF MAKING AND MANAGING A WORKERS COMPENSATION CLAIM
AN INJURED WORKER
IS NOT A DOORMAT
Managing a workers compensation claim can be a difficult process for injured workers. Workers face a number of
misconceptions as to what their employer and workers compensation insurer are entitled to do and request when assessing
a claim for compensation as well the extent to which workers are required to co-operate with them.
Too many workers are presumed upon by their employer, insurer or the insurer’s agent (for example an investigator or
medical practitioner) when lodging a workers compensation claim.
While an injured worker has an obligation to cooperate with their employer and the insurer in making a claim for
compensation, this does not mean they have to capitulate or just give up and do anything directed by the insurer,
particularly when doing so may cause pain, inconvenience and distress to the worker.
Here we take a quick look at some common areas of confusion for workers, and hopefully clarify what they are and are
not required to do.
REPORTING AN
INJURY
An injured worker’s (hereafter “worker”)
first obligation is to report their injury
to the employer. That report can be
made verbally, however it is safer
that it be made in writing. Different
workplaces will have different ways
in which injuries can be reported but
importantly an employer must keep an
easily accessible register of injuries.
A worker must report their injury to
their employer as soon as possible
after the injury happens. In saying that,
there can be special circumstances
that explain a delay in reporting an
injury. For example, a worker may not
appreciate at the time of an incident
that they have been injured or they
may not immediately understand the
relationship between symptoms they
are experiencing and their employment.
All injuries should be reported to the
employer, even if it is not clear the
worker will need to take time off work
or have medical treatment.
MAKING A
CLAIM FOR
COMPENSATION
If a worker needs to access medical
treatment or take time off work, they
should lodge a “Workers Injury Claim
Form.” That form needs to be lodged
within six months of injury unless
special circumstances apply.
If an injury does require time off
work, the worker should make sure all
periods of incapacity are covered by
a particular type of medical certificate
specific to workers compensation
claims. These certificates have had
many names over the years and are
current known as a “State Insurance
Regulatory Authority – Certificate of
capacity / Certificate of fitness”.
It is desirable to lodge the Claim Form
and the medical certificate at the same
time.
Once a Claim Form is lodged the clock
starts to tick against the insurer and
ordinarily they have only 21 days to
either accept or decline liability.
For a claim for medical treatment, the
worker’s treating doctor should provide
a specialist referral or recommendation
for the treatment being sought. If the
insurer needs more information about
the treatment they should contact the
treating doctor directly.
At times the insurer will take a view that
they have insufficient information about
a claim and may wish to investigate the
circumstances. These investigations
can involve a medical appointment,
hiring an outside investigator, or both.
MEDICAL
EXAMINATION
FOR THE INSURER
When investigating a claim for
compensation the insurer may be
entitled to have a worker examined by
an independent medical specialist. That
entitlement will vary depending on the
nature of a claim.
In arranging those medical
appointments many insurers appear
to have preference to have workers
see a doctor in Sydney or other large
regional centres, which can mean
putting an injured worker from the
country on a plane at 6.30am in the
morning to have them come to Sydney
and then return home in the late
afternoon. That can easily mean a 14 or
15 hour day door-to-door.
There is no presumption that the
insurer is entitled to make such
a request. A worker should be
comfortable requesting that the
medical be arranged in a regional town
near where they live at a reasonable
time of day that permits them to travel
there. It may not always be possible to
make those arrangements, but insurers
should be making genuine efforts to
accommodate workers’ location.
The insurer has an obligation to cover
the reasoning travelling costs incurred
by a worker in attending that medical
appointment, including reimbursement
for driving expenses, wage loss and
meal costs. The worker should keep
receipts for any expenses they incur.
If a worker is unable to drive
themselves to the appointment they
may have another person travel with
them and act as a driver. In those
circumstances the insurer will again
be liable not just for the cost of travel
but also the sustenance and any
refreshments needed for the driver,
though you cannot claim the driver’s
wages. A medical certificate should be
obtained as evidence that the worker
requires a driver or support person.
In some cases, particularly for
psychological injuries, it may be
necessary for a worker to take a support
person into the medical assessment.
Some employers want to escort or
28 • United Summer 2018

accompany injured workers to medical
examinations arranged by the insurer,
telling workers that they have a policy
framework that allows and justifies this
approach. It’s largely nonsense.
A worker does not need to be escorted
or chaperoned to a medical if they
have agreed to be assessed in Sydney
or anywhere else. They do not need
to make themselves the subject of
observation by the employer, who
may report back to the insurer how the
worker conducts themselves on the
plane, getting from the airport to the
appointment, or walking around the city.
Certainly an employer representative
should never be in attendance during
the independent medical examination.
They are not a support persons and
simply do not need to be in the room.
OTHER
INVESTIGATIONS
BY THE INSURER
The insurer may wish to undertake an
investigation into the circumstances of
a workers injury and are entitled to do.
A common part of that process is that
the worker will be asked to speak with
an investigator and provide a witness
statement.
During this process it is important to
remember the investigator has no right
to come into a worker’s home to take
the witness statement or to even knock
on the front door. The statement can
be taken anywhere and the worker can
arrange for a meeting at the employer’s
premises or another neutral location.
The worker has no obligation to
immediately sign a witness statement
for the investigator. Workers should
feel comfortably asking for the
statement to be provided to them in
draft form to give them some time to
think about it and make changes if
need be before sending it back.
These investigations often happen
at times where the worker is totally
unfit for work, in significant pain and
discomfort, affected by medication or
suffering from a psychological injury.
Workers are entitled to have a support
person with them when seeing the
investigator and should request one be
present if needed.
EMPLOYER’S
OVERSIGHT OF
YOUR CLAIM
Employers have policies in relation
to a wide range of issues which can
certainly include the management of
workers compensation claims.
However, the backbone for any
policy and its enforceability comes
down to whether it is a lawful and
reasonable exercise of managerial
prerogative, which would at least
require the policy to be consistent with
legislative framework of the workers’
compensation regime.
So for example, there is nothing wrong
with an employer having a policy
that requires workers to promptly
report injuries – that is an obligation
under the Act anyway. What may be
objectionable is a policy that requires
injured workers need to see the
“company doctor” before they are able
to seek their own medical advice.
Such policies are highly contentious
and can lead to workers waiting in
an inordinate amount of time to see
the company doctor and then being
subject to directions that once they
have seen the doctor they must
immediately attend for an interview by
a company representative.
Workers do not need to see the
“company doctor” and should feel
comfortable seeking treatment from
their own preferred providers. You
decide who treats you, not your
employer.
It is at workers’ own risk if they let the
employer become their nominated
treating doctor. What might appear
easy or as just “trying to get along” is
not always best.
Another area of concern is the way in
which the employer seeks to manage a
workers return to work. As part of the
return-to-work process the employer
may ask a worker to attend a medical
appointment to assess their fitness for
work and set up a meeting with a return
to work co-ordinator.
When seeing a doctor to discuss a
return to work an intrinsic part of
that process is the actual medical
consultation, which can involve an
examination, a discussion with the
doctor or both. No return to work
coordinator or injury management
consultant should be sitting in on that
consultation and workers should not
feel pressured to allow them to do so.
The return to work co-ordinator may
want to participate in the second
stage of the process, which involves
a discussion about capacity for
work, the availability of suitable
duties and an injury management
plan, but importantly this is a
separate discussion from the workers
consultation with their doctor.
WHAT TO DO IF
YOU’RE HAVING
PROBLEMS WITH
YOUR CLAIM?
Firstly, it is strongly recommended that
a worker does not let the insurer or
their employer walk all over them. An
injured worker is not a doormat.
Many controversies can arise in the
management of a compensation claim,
including:
Is the right rate of weekly
compensation being paid?
Has the insurer been too slow in
considering or approving medical
treatment?
What if the worker doesn’t agree
with the injury management plan?
What happens if liability is
declined and the employer
withdraws suitable duties?
What happens if liability is
accepted and the worker is
cleared for suitable duties but the
employer does not provide them?
Workers have a right to ask these
questions and the employer’s answer is
not necessarily the end of the matter.
Just because the employer says that
it has no suitable duties, that doesn’t
mean the issue can’t be taken further.
There can be legitimate disputes in
relation to the provision of suitable
duties and these matters can be very
important in terms of what the worker
is earning.
A worker with concerns as to how their
claims have been managed can lodge a
complaint with WIRO. That can initially
be by telephone (ph: 139 476) and
WIRO will then, on behalf a worker,
formulate a request to the insurer
which should be responded to with 48
hours.
Any worker is always welcome to
call us at Carroll & O’Dea to clarify
their entitlements and of course they
can review the matter with the USU,
including at the local delegate and
organiser level.
MICHAEL BARNES, PARTNER
Email: mbarnes@codea.com.au
Phone: (02) 8226 7356
United Summer 2018 • 29

GREAT BENEFIT FOR USU MEMBERS!
Take a break
Being a USU member
means you and your
family can stay at our
beautiful resort at Port
Macquarie for special
rates - all year round.
Do yourself a favour and
book your stay today!
USU Riverside Resort @ Port
USU members can enjoy great holidays at the Union’s own Riverside Resort, located in beautiful Port
Macquarie on the Hastings River. The resort consists of a Motel and a Caravan Park, so no matter what
type of holiday you are after your needs are covered. You can contact the motel or caravan park by calling
Riverside Resort @ Port on 02 6584 9155 or check the website at www.riversideresortatport.com.au. You
can also call the Union’s Head Office on 1300 136 604 for more information.
Or holiday in Jervis Bay!
SPECIAL RATES
FOR USU MEMBERS
Save up to $245
per week! Check
out more at www.
riversideresortatport.
com.au.
United Services Union members also have the option of heading south to Jervis Bay at the Rail Tram and Bus
Union Holiday Park. USU members can stay at discounted member rates.* Located in the Booderee National
Park, the RTBU Holiday Park at Jervis Bay, is just a 3 hour drive south from Sydney, but a world away ...
Bookings can be made by telephoning the RTBU Office on (02) 9264 2511.
* conditions apply
Check out our new
renovations @ Riverside!
Stay on the river
4 star accommodation
Fantastic facilities
www.riversideresortatport.com.au | (02) 6584 9155 | riversideresort@usu.org.au
30 • United Summer 2018

FANTASTIC 3 BEDROOM COTTAGE!
GREAT FOR A FAMILY BREAK
Many members may not know that
our Riverside Resort includes a
three bedroom cottage that sleeps
up to 8 people.
What’s even better, with our great
USU member discounts, members
can save up to $245 per week when
they stay.
So next time you’re looking for
a family or group break why not
contact Riverside on 02 6584 9155
and stay in comfort right on the
beautiful Hastings River?
www.riversideresortatport.com.au | (02) 6584 9155
riversideresort@usu.org.au
SICK OF MISSING OUT ON
HOLIDAYS DURING PEAK SEASON?
Riverside Peak Season Ballot for 2019/2020 is open!
IT’S THAT TIME OF YEAR AGAIN!
The summer break is approaching
and affordable accommodation is
impossible to find! You may have
missed this summer break but don’t
get caught out next year!
Riverside Resort @ Port is owned
by the USU and to ensure fair
access for our members and their
families during this popular time our
Riverside Resort @ Port holds a
ballot each year.
Our ballot ensures that United
Services Union members are given
priority for accommodation during
peak season.
The Ballot for 2018/19 was held
earlier this year and we have now
officially opened the ballot for
Summer 2019/20 to make sure our
members get a head start!
WHEN IS THE PEAK SEASON
FOR 2019/20?
The Ballot applies for the period
Saturday 14 December 2019 to
Saturday 25 January 2020.
WHEN DOES THE BALLOT FOR
2019/20 CLOSE?
This Ballot will close 31 May 2019
and the relevant members will be
notified by 30 June 2019.
United Summer 2018 • 31

GREAT WORK FROM
DELEGATES DELIVERS
AT LAKE MACQUARIE
The 2018 Lake Macquarie Enterprise Agreement has been approved by
the NSW Industrial Relations Commission. Negotiations began in January
2018 and the Agreement was lodged in the Commission on the 21st of
August. The negotiations were based on the interest-based model of
negotiation. United Services Union Delegates Julie Louis, Steve Thomas,
Sue Edgar, Peter Frame, George Vesovski and John Foster worked hard
representing our members throughout the negotiation process and
attended many sub-committee meetings ensuring that our membership’s
conditions were retained and improved upon.
The outcome of negotiations were that no existing conditions were lost.
Wage increases of 2.6%, 2.7% and 2.75% were gained over the life of the
three year agreement.
Time in lieu is now accrued at one and a quarter time when worked at
a penalty rate of time and a half and accrued at time and a half when
worked at a penalty of double time. This balance does revert to normal
time after 12 months if not taken.
It was identified during negotiations that there are cases of employees
being paid allowances that are not formally recognised. Council has given
a commitment to continue paying these allowances and negotiate and
formalise them as they are discovered.
USU SCHOLARSHIPS 2018
Each year the USU awards with ambitions for higher
Studies Operation Certificates.
two scholarships, the Phil achievements in the sport arena. Category 3. University Studies
Smyth Scholarship to assist with Applicants for both scholarships Category 4. Industry
the costs of higher education are required to be full-time
Scholarship Contribution
and the John Beacroft Memorial students, must be a child of a
Scholarship/Grant to assist with
The John Beacroft Grants will
member, with the member having
expenses related to sporting at least five continuous years of
be open from 1st January to 31st
ambition.
membership.
October of each year and will
be approved at each Executive
The Union has supported
Phil Smyth Scholarships are
Meeting until funds for that year
members and their families awarded in four categories and are
are exhausted.
through the Phil Smyth Memorial open until 28 February 2019:
Scholarship program for a
Category 1. Secondary
These scholarships are to assist
number of years and from 2017 Education
members on low incomes.
has assisted USU members (or Category 2. Tertiary Education, Members are encouraged
dependants), who demonstrate Industrial Relations Studies or to apply for the scholarships.
outstanding sporting attributes Local Government Foundation Find out more at www.usu.org.au
FULL DETAILS, CONDITIONS & APPLICATION FORMS ARE AVAILABLE AT WWW.USU.ORG.AU
32 • United Summer 2018

DELEGATES IN THE SPOTLIGHT
Ken Sewell and Andrew
Cole are two of the
outdoor delegates at
Port Stephens Council.
There is a huge
difference in years of
service and experience
but not surprisingly both
are dedicated to the USU
and our values.
Northern Organiser
Steve Jones caught up
with both delegates
recently for a quick chat.
HOW LONG AT COUNCIL:
Ken: Coming up to 34 years
Andrew: Approximately 5 years
WHY DID YOU WANT TO BECOME A
DELEGATE?
KEN: Coming from a working class background,
I have always felt a strong connection to fairness
and equity for all workers. I watched Dad and the
old Waterside Workers Union fight for a fair go, fair
pay and for all workers to be treated with respect
and dignity. This is what union is and what the USU
represents, fairness for all.
ANDREW: I have always believed in the strength of
union, and wanted to go to the next step; to give
voice to those that may not always be able to speak.
I also wanted to improve my knowledge on industrial
issues so that I could support my colleagues to
ensure the best outcome for them. The knowledge I
am gaining with the USU is also helping me toward
a better future and understanding of the colleagues I
work with.
BEST PART OF BEING A DELEGATE:
KEN: Being involved in the process of council. To
make sure that council policies are applied fairly
across all staff, not just for the few. Meeting a
HOW LONG A DELEGATE:
Ken: Coming up to 31 years!!!
Andrew: 6 months
Delegates Andrew Cole
(L) and Ken Sewell
diverse range of people and understanding their
needs and wishes for a successful council career.
Supporting workers is for me, a highlight. That
support can be varied, from representing members
at meetings, explaining policy, being part of
various committees (Ken is a member of both the
Consultative Committee and is Outdoor Staff HSR).
The knowledge I have gained from this, and from
the union on industrial matters, is of importance to
me as well. Explaining to new staff the importance
of the USU in council and the many benefits that are
available to union members.
ANDREW: For me it is the support I can offer to my
fellow workers/colleagues. To know that myself, I
represent the mighty USU to fight for a fair outcome.
To be part of the union, therefore USU strength, is
enabling better conditions and pay for our members.
To be able to explain and have the trust of the members
to talk through any issues they may be having. By
sticking together we can all achieve great things.
ORGANISER STEVE JONES: “Being a delegate was
one the highlights of my career and I recommend any
member becoming a delegate - Port Stephens Council
members are in great hands with all delegates.”
United Summer 2018 • 33

WINNING
@ BYRON
It’s been quite a busy time at Byron
Shire Council with many meetings
covering a range of issues, all
with one thing in common - the
underpayment of their employees.
It all kicked off with a meeting with
the Manager of Water and Waste
Water Mr Peter Reese regarding
what constitutes a Sewer Choke
and the differing opinion of Council
to that of the USU. Meetings were
attended by Wayne Orton (USU),
John Hickson (USU) and Steve
Birney (Tweed Shire Council) as
Tweed Council’s agreement was
being used as a template in regard
to what would be accepted.
Organiser Wayne Orton attended
the meeting with a barrage of
photos supplied by the members
who were being denied the
payment, each photo, in the
opinion of the USU, was that of
a sewer choke. Mr Orton held up
each photo and asked the Manager
to comment on the photo. Mr
Reese finally agreed that what was
presented would be accepted and
recommended to the Director, Mr
Phillip Holloway, that the sewer
choke claims would be accepted
as at the date of the meeting. Mr
Reese then went on to add the
other chokes previously claimed
would not be paid retrospectively;
the Union argued that the works
were performed and the payment
they had denied should be paid
back to an agreed date. All agreed
with the date suggested. The
proposal was taken back to the
members and voted in. WIN
The next issue at Byron Council
was a pay rate disparity, from
Multi Skilled Labourer (Grade 2);
basic operation of Lawn Mowers
Whipper Snippers and the like, to
Works Labourer (Grade 1) working
with vastly different requirements
within the Water and Sewer teams,
performing construction duties,
also maintenance of infrastructure
and from Plant Operator (Grade
36 EMPLOYEES IN TOTAL
AFFECTED.
THE TOTAL BACK
PAY AMOUNT WAS
APPROXIMATELY
$70,000 PAID ON THE 26
SEPTEMBER 2018.
THE TOTAL GRADE
INCREASE AMOUNT
AWARDED TO THE
EMPLOYEES, $55,127
FROM AUGUST 2018.
1) operating varied Plant and
Equipment to (Supervisors Grade
3), supervising all aspects of the
other roles. Although there are
many similarities in the roles, in
the view of the USU the differences
should have a higher remuneration
due to the complexity and nature
of those differences.
The current grading system had
the Multi Skilled Labourer paid
more than the Works Labourer and
the Plant Operator, and not much
less than the Supervisors. The
Union made Council aware of the
disparity, outlining the significant
skills needed to perform the role of
Plant Operator.
34 • United Summer 2018

The USU made Council aware
of the vastly superior Essential
Criteria requirements of the
role of Plant and Machinery
Operator and that these should
be remunerated correctly to cover
the demonstrated experience,
competencies, and Safe Work
NSW Certification for the operation
and maintenance of Major Plant
and Equipment. The Union
informed Council that specialised
training is required to achieve the
necessary/required skills to enable
the employees, under the tuition
of the Plant Operator, to have the
ability to be accredited to operate
the machinery outlined in the Role
Description.
USU Industrial Officer Noel Martin
and Organiser Wayne Orton
attended a yard meeting at Byron
Depot and asked the relevant
members to outline their individual
grievances so they could be taken
to the General Manager and the
Manager of People and Culture.
USU representatives Noel Martin
and Wayne Orton went to the
meeting with 10 grievances in hand
and addressed each one with the
General Manager. The GM was
supportive of the suggestions put
forward by the Union.
In addition to our suggestions
regarding Grade rates and
remuneration the Union also
asked for back payment to be
implemented to August 2017 (the
date the Better Byron Crew, was
given their increase). Council
agreed with the back payment,
excluding overtime; the Union
argued however, that the work had
been completed within the time
frame of the back pay, therefore
the increased overtime rate
should be paid; Council eventually
capitulated. WIN
WHAT WE WON!
Back pay/higher duties for affected Works staff from 28 August 2017 to
date of implementation of Works restructure as follows: Labourers to be
paid Grade 2, Plant Operators to be paid Grade 3 and Supervisors to be
paid at Grade 5 from 28 August 2017, with higher duties applicable up to
implementation of Works Restructure (likely Sept/October).
On implementation of Works Restructure, Labourers (Grade 1) to be
directly appointed to regraded Multi Skilled Labourer (Grade 2) positions
on a permanent basis.
On implementation of Works Restructure, Plant Operators (Grade 2) to
be directly appointed to regraded Multi Skilled Plant Operator (Grade 3)
positions on a permanent basis.
On implementation of Works Restructure, newly created Supervisor
positions (regraded from Grade 3 to Grade 5) will be internally advertised
with current incumbents (and other interested current staff) being required
to reapply; where no application is submitted, or they are unsuccessful
through the recruitment process, they will be entitled to redeployment to a
suitable position at their substantive Grade 3, or a redundancy payment.
The back pay will be paid at ordinary time rates (no allowance for overtime
that may have been undertaken during the back pay period) and Council
will pay this during all periods of paid leave since 28 August 2017, up until
3 August 2018 eg. where an employee has taken annual leave, sick leave,
or long service leave, they will attract the back pay at the higher rate. Any
periods of leave without pay will not attract back pay at the higher rate.
Council will only pay back pay for those affected staff employed by
Council as at 2 August 2018. No former staff will be entitled to this back
pay and staff employed after 28 August 2017 will only receive the back pay
for the period they have been employed by Council.
Council committed to make all reasonable attempts to ensure the back
pay and higher duties monies were paid to affected staff before or on
Wednesday 12 September.
United Summer 2018 • 35

THE NEW
ENGLAND BRANCH
COMMITTEE OF
MANAGEMENT
THANK ALL OF
OUR MEMBERS
FOR THEIR KIND
DONATIONS
TO THIS GREAT
ORGANISATION
OVER 2018.
d
CAN YOU HELP US SAVE A LIFE?
Your Tax Deductible donation will help to ensure that the service remains
FREE of charge to our community. New England Branch Committee
Management and members of the United Services Union in the New England
area are great supporters of the Westpac Rescue Helicopter Service. USU
members’ total donations in the New England area up to date have seen the
USU logo placed on the Helicopter. We again put the challenge out to all the
members of the United Services Union - help donate to this great service
and keep the Westpac Rescue Helicopter in the air as a free service.
ALWAYS WEAR YOUR PROTECTIVE GEAR
It was like any other spring day for
Mario Di Mascio.
He and his Cumberland Council
team had run through their normal
checks on their equipment. They
went off in their truck to their
allotted park; to mow, ‘whippy’ and
generally do the things the Parks
and Gardens crew do.
Mario has worked for Holroyd/
Cumberland Council for over 30
years. He has always worn his
Personal Protective Equipment
(PPE). You know the stuff, Hi-Vis
shirt, boots, and earmuffs. But,
Mario will be forever grateful for his
Safety glasses.
Mario and his team did their normal
scout around the park for rubbish.
They find all sorts of stuff strewn
around. Bottles, pizza boxes,
Mario Di Mascio: PPE saved my eye
Macca’s and KFC wrappers, and
so on. They cleared up what they
could see and off they went.
No one could have foreseen what
happened later in the day.
Mario was ‘whippying’ quietly (is
that even possible?) a fair distance
from the mower. When suddenly,
he heard a bang and there was
blood dripping down his face. His
forehead began to sting. He realised
he had been hit, just above the eye.
He called his teamie for help.
His teamie was also wearing his
earmuffs. He couldn’t hear the
shouting. But when he saw Mario
waving frantically and screaming,
he flew into action. He followed
the normal protocol and got Mario
medical help in double quick time.
They are mates after all!
Mario found a 5cm diameter rock at
his feet. Wow! That must have been
what got him. Mario is lucky. He has
always worn his PPE, and it paid
off. He now has a slight scar over
his left eye to show for his troubles.
No safety glasses and he could have
had a hole where his eye used to be.
36 • United Summer 2018

112, the “Magic” number for Wellington
In last year’s Summer Journal, we wrote about the win for our members at
Wellington in relation to the maintenance of core employment numbers.
We spoke about the undertakings
that Dubbo Regional Council (DRC)
gave before the New South Wales
Industrial Relations Commission
(NSW IRC). Despite this our local
delegates contacted the Union to
inform us that those undertakings
were not being adhered to.
This prompted the Union to recommence
industrial action against
Council. During the past 12 months,
the Union has been making several
appearances in the NSW IRC with
DRC over what the “core numbers”
actually were that needed to be
maintained for the purposes of
218CA of the New South Wales
Local Government Act.
Arguments were heard from both
sides with DRC maintaining its
stance that it should be staff
employed as at 12 May 2016 (not
including vacancies) which was
106. The Union, on the other hand,
was that from our understanding
of the Act it was positions on
the structure (be they vacant or
occupied). All the correspondence
received prior to the amalgamation
from the old Wellington Council
had the figures of 117 and 126 FTE.
Several conciliation meetings
were arranged to try and come
to an agreement on what was to
be the actual figure. In the end it
was mutually agreed that DRC
would maintain the core numbers
of 112 for positions based out of
Wellington.
Since the amalgamation on the
12 May 2016, there have been
many resignations within the old
Wellington Council Administration
Building, seeking other employment
due to the uncertainty of future
employment. Some positions were
written out of the Organisational
Structure due to a double up
of service between the two
amalgamated Councils. The main
focus for the Union was to see
those displaced persons placed
into positions in the new DRC, and
we have seen this almost achieved
with only 2 employees still deciding
whether they will accept a new role
with DRC.
The Union, with the assistance
of the local delegates, will be
keeping an eye on the continuing
recruitment processes of DRC
to ensure that the numbers are
maintained and don’t drop below
the agreed 112.
UPDATE:
“ON-CALL” IS ORDINARY PAY
In the Winter edition of the “United” journal Mid North Coast Organiser Damien Welsh wrote about “On-Call”
being part of ordinary pay. The Clause that relates to the story is Clause 4. Definitions (viii) Ordinary pay means
remuneration for the employee’s normal weekly number of hours of work calculated at the ordinary time rate
of pay. Ordinary pay shall include, but not be limited to the following penalties and allowances where they are
regularly received; followed by a list of nine allowances and penalties.
Since this edition was printed we can say that Organisers across the state experienced members coming to them
with the same or similar stories regarding on‐call. After the members raised grievances in regard to their issues
and discussions took place between management, local delegates and Organisers, all of the members who were
entitled, received back payments, with an estimated total/combined back‐pay amount of close to $40,000.
READING YOUR JOURNAL PAYS OFF!
It is great to see members read these stories and find out that they may be entitled to allowances, penalties,
overtime or extra holidays just to name a few, and then be rewarded for taking the time to read through this
great magazine. Please encourage all members to read the “United” journal, as there may be a story that
could be related to them.
United Summer 2018 • 37

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by you, for you.
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industry super funds - and just like those funds, we like to look
after our own. That’s why we have special offers just for Union
members, to help you get ahead. As a member of United Services
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and special offers via our Member Benefits Program.
Current member benefits
We’ve got special discounts and rates for all Union members.
CREDIT CARD.
We’ve taken our low rate
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even more for Union members.
What are you waiting for?
Take a look at what’s available
to you right now at
mebank.com.au/benefitsusu
HOME LOAN.
More home and Less loan
for USU members.
Or arrange a time to speak to
our ME Relationship Manager
Chetan Kabra 0457 527 511
Chetan.Kabra@mebank.com.au
This information is about products and services available to you as a USU NSW member. USU NSW and ME are not agents or
representatives of one another. USU NSW does not accept responsibility or liability for any loss or damage caused by the products or
services provided by ME. USU NSW does not receive any commissions as a result of members using ME products and services. Terms,
conditions, fees and charges apply. Applications for credit are subject to approval. This is general information only and you should
consider if these products are right for you. Members Equity Bank Ltd ABN 56 070 887 679 Australian Credit Licence 229500.
38 • United Summer 2018

SUN SHINES @CLARENCE PICNIC
This year’s Clarence
Valley Council picnic
was held at Minnie
Water on the 9th
November. It was a
great day at a great
location.
Smiles all round at
the Clarence Valley
Council picnic day
USU Organiser Wayne
Orton gets ready to
fire up the BBQ
PICNIC DAY FUN @ MIDCOAST
All dressed up and
ready to win!
A fantastic day was held on Friday 19 October 2018 at Manning Valley Race Club, Taree for the United
Services Union Picnic Day.
It was great to see so many employees from MidCoast Council attend, catch up and meet new people from the
different work depots and administration buildings within the organisation.
Employees and their partners travelled from all locations within MidCoast region. There were many winners and
grinners when the horses raced past the winning post.
“There is a lot of work involved putting this event on and the small band of committee members really deserve a
big congratulations for all their enthusiasm and dedication,” said USU Delegate and Picnic Committee Secretary
Julie Yates.
“Plans are already underway for 2019 Race Day with a few minor changes. Thank you everyone who supported
this United Services Union Picnic Day.”
United Summer 2018 • 39

USU CONTRIBUTIONS
INCOME THRESHOLDS
2019 - METROPOLITAN COUNCIL/ AUSGRID/ PRIVATE SECTOR PICNIC TICKET RATES
2019
The following regional councils have different picnic levies - Ballina Council, Byron Council, Central Coast Council, Coffs
Harbour Council, Mid Coast Council, Narrabri Council, North West Councils, Warren Council, Wollongong City Council.
Please refer to the USU website for further fee information (including varying picnic fee levies).
PAYMENT OPTIONS:
Direct Debit: Union Contributions are deducted Weekly, Fortnightly, Bi-Fortnightly, Monthly or
Quarterly from the member’s credit card or bank, building society or credit union
account.
Payroll Deduction: Members’ contributions are deducted from their pay and forwarded to Union
office (where the employer provides this facility)
Direct Payment:
Annual Quarter Month Fortnight Week
A Full (earning more than $668.85pw) 565.24 141.31 47.10 21.74 10.87
B 75% Rate (earning $668.85pw or less) 428.48 107.12 35.71 16.48 8.24
C 50% Rate (earning $445.90pw or less) 291.72 72.93 24.31 11.22 5.61
D 25% Rate (earning $222.95pw or less) 154.96 38.74 12.91 5.96 2.98
2019 - REGIONAL & ENERGY NON PICNIC TICKET RATES
Annual Quarter Month Fortnight Week
E Full (earning more than $668.85pw) 547.04 136.76 45.59 21.04 10.52
F 75% Rate (earning $668.85pw or less) 410.28 102.57 34.19 15.78 7.89
G 50% Rate (earning $445.90pw or less) 273.52 68.38 22.79 10.52 5.26
H 25% Rate (earning $222.95pw or less) 136.76 34.19 11.40 5.26 2.63
2019 - AIRLINES MEMBERS INC PICNIC TICKET ($8.80pa levy applies)
Annual Quarter Month Fortnight Week
I Full (earning more than $668.85pw) 574.04 143.51 47.84 22.08 11.04
J 75% Rate (earning $668.85pw or less) 437.28 109.32 36.44 16.82 8.41
K 50% Rate (earning 445.90pw or less) 300.52 75.13 25.04 11.56 5.78
L TAB & Agencies - Casuals Per Hour: 0.32
M TAB & Agencies - Junior Casuals Per Hour: 0.21
All rates include GST.
For more information contact
the USU on 1300 136 604.
Members receive an invoice and may pay by mailing a cheque, providing a credit
card number, via Bpay or by cash over the counter.
40 • United Summer 2018

United Summer 2018 • 41

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42 • United Summer 2018

GREAT
PRIZES
TO BE
WON!
colour
me IN

AUSTRALIAN MUNICIPAL, ADMINISTRATIVE, CLERICAL AND SERVICES UNION
NSW LOCAL GOVERNMENT, CLERICAL, ADMINISTRATIVE, ENERGY, AIRLINES &
UTILITIES BRANCH
SUMMARY OF FINANCIAL REPORT FOR THE YEAR ENDED 30 JUNE 2018
The Financial Report of the Branch has been audited in accordance with the provisions of the Fair
Work (Registered Organisations) Act 2009.
A copy of the Auditor's Report and Financial Report will be supplied free of charge to members on
request.
Certificates required to be given under the Act by the Accounting Officer and the Executive have
been completed in accordance with the provisions of the Act and contain no qualifications.
STATEMENT OF COMPREHENSIVE INCOME FOR THE YEAR ENDED 30 JUNE 2018
Note 2018 2017
$ $
INCOME
Contributions
Less Services Fee United Services Union
54,542
(54,542)
44,197
(44,197)
Interest Income 180 668
Contribution received for funding of Branch
Other Income
860,323
61,643
858,598
60,407
TOTAL INCOME 922,146 919,673
LESS EXPENDITURE
Depreciation 5,733 5,733
Other Expenses 928,326 888,526
TOTAL EXPENDITURE 934,059 894,259
TOTAL COMPREHENSIVE INCOME FOR THE YEAR (11,913) 25,414
STATEMENT OF FINANCIAL POSITION AS AT 30 JUNE 2018
2018 2017
$ $
ASSETS
Current Assets 236,472 193,055
Non-Current Assets 121,835 127,568
TOTAL ASSETS 358,307 320,623
LIABILITIES
Current Liabilities 65,703 16,106
TOTAL LIABILITIES 65,703 16,106
NET ASSETS 292,604 304,517
ACCUMULATED FUNDS AND RESERVES 292,604 304,517
44 • United Summer 2018
2

STATEMENT OF CHANGES IN ACCUMULATED FUNDS AND RESERVES
FOR THE YEAR ENDED 30 JUNE 2018
Accumulated Total
Funds
$ $
Balance at 30 June 2016 279,103 279,103
Total Comprehensive Income
for the Year 25,414 25,414
Balance at 30 June 2017 304,517 304,517
Total Comprehensive Loss for
the Year (11,913) (11,913)
Balance at 30 June 2018 292,604 292,604
3
United Summer 2018 • 45

NEW SOUTH WALES LOCAL GOVERNMENT, CLERICAL, ADMINISTRATIVE,
ENERGY, AIRLINES & UTILITIES UNION
SUMMARY OF THE FINANCIAL REPORT FOR THE YEAR ENDED 31 DECEMBER 2017
46 • United Summer 2018

United Summer 2018 • 47

DON’T MISS OUT!
MAKE SURE YOUR
DETAILS ARE UP TO DATE!
VISIT www.usu.org.au/members-only
USU METRO
PICNIC DAY
2019
we hope
to see
you
there!
A fun day out at Taronga Zoo
for USU metro members and
their families!
JOIN US ON
FRIDAY 8th
March 2019
Conditions apply - find out
more at www.usu.org.au
Find out more: www.taronga.org.au/