United magazine Summer 2019

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LIVERPOOL LEADING THE WAY A MASSIVE WIN FOR LIVERPOOL COUNCIL DEPOT MEMBERS SIGNED! The 3 year agreement is now in place After 12 months of negotiations the Liverpool City Council City Presentation 36 Hour Agreement was signed at the Liverpool Council depot on the 29 th October 2019. At the signing CEO Kiersten Fishburn said, “This is a great outcome for our Depot staff members. It sets ambitious but achievable targets and gives staff certainty about the outcomes expected of them while retaining the four day week which makes Liverpool City Council the employer of choice.” USU Metropolitan Manager Mr Steve Donley said, “Liverpool City is a leader in local government. This agreement recognises that our members are in control of their workload and can deliver to a high standard.” This agreement has a life span of three years and will see USU wages members enjoying a 36 hour, 4 day week into the future. The Key Performance Indicators attached to the agreement were developed by USU members to ensure they are achievable and that the agreement has a long life. A four day working week allows our members at Liverpool City Council to achieve an enviable work life balance whilst ensuring that Council’s needs are met. GREAT JOB! USU Delegate Brandon Rhodes watches the agreement being signed. “Liverpool City is a leader in local government. This agreement recognises that our members are in control of their workload and can deliver to a high standard.” - USU Metropolitan Manager Steve Donley 14 • United Summer 2019
CITY OF NEWCASTLE USU MEMBERS IN UNITED ACTION NO CONFIDENCE IN HR DIRECTOR, CIO AND HR CONSULTANT A demonstration of collective strength was on display at the USU “stop work” members meeting held on Thursday 3rd October 2019 at Number 1 Sportsground. USU members resolved a unanimous vote of ‘No Confidence’ in the Director People and Culture Fiona Leatham, Chief Information Officer (CIO) Paul Dickson and Human Resources Consultant Amy Smith. The details of this motion are as follows: The shambolic nature of resolving the IT restructure process and associated redeployment processes. The dramatic effects these processes have had on USU members due to the lack of regard of the abovementioned Managers and Human Resource Consultant. Several hundred USU members at City of Newcastle stopped work as a sign of united strength. Members passed unanimous votes of no confidence in several senior managers regarding their lack of regard in treating USU members with dignity and respect. The USU commends the solidarity of our USU membership! The perceived underhanded and disingenuous approach of and undertaken by the aforementioned as highlighted in the recent email exchanges. The approach of not wanting to resolve matters with our USU representatives within appropriate timeframes. The trend of Council not acting in accordance with the EA and looking to deny members basic EA entitlements against the overall intent of the EA. The dramatic low level of morale across of the organisation, especially within the current IT Department which has developed since the arrival of the Chief Information Officer. The continual punitive approach taken against USU members of the IT Department. The lack of transparent engagement and lack of respectful industrial relationship being prompted by the Director of People and Culture based on the rightful place of the Union (USU) within the City of Newcastle. A second motion regarding the inequitable industrial arrangements at the Civic Theatre was also passed unanimously at the USU members’ meeting: The collective USU membership demand significant progress be made in the ensuing period until the next USU member meetings scheduled for 3rd December 2019 on resolving equitable industrial arrangements for the workers of the Civic Theatre occur. If no progress is achieved, the USU members’ meeting arranged for 21st November will discuss what further action is required to ultimately resolve these issues appropriately. It is pleasing to report the wide range of members who attended the meeting, this included members for all functions of Council as the attendance was very strong. These matters also received strong local media interest (TV, Radio and Print media) with the USU gaining good promotion exposure from these engagements. Due to this collective action, significant progress has now been achieved on both these matters / motions, which also included the resolution of several matters before the New South Wales Industrial Relations Commission. The USU protected members’ jobs by holding Council accountable to the EA. This is another great example of how being collective gets results! United Summer 2019 • 15
Page 1 and 2: U nited Official journal of the Uni
Page 3 and 4: LOOKING TO THE FUTURE I don’t nee
Page 5 and 6: AWARD 2020: WE’RE READY USU Manag
Page 7 and 8: VALE, DAVID SMITH A titan of the Au
Page 9 and 10: STOPPING MASS JOB CUTS @ ESSENTIAL
Page 11 and 12: Strong sustainable super Superannua
Page 13: $17.5 Billion in lost or unclaimed
Page 17 and 18: STOP WORK KIAMA COUNCIL MEMBERS DEF
Page 19 and 20: SACKBAITING The cowardly abuse and
Page 21 and 22: : CHANGING PERSPECTIVES 2019 AWARD
Page 23 and 24: While Garth moved onto new employme
Page 25 and 26: CELEBRATING STEVE BIRNEY’S LIFETI
Page 27 and 28: Conference is a great opportunity f
Page 29 and 30: DO YOU NEED EXPERT LEGAL ADVICE? Ca
Page 31 and 32: SPOTLIGHT ON OUR RIVERSIDE MANAGERS
Page 33 and 34: TWEED SHIRE USU PICNIC DAY Front ro
Page 35 and 36: GREAT WIN FOR URALLA SHIRE COUNCIL
Page 37 and 38: 2019 NEW GEN AWARD WINNERS! Photo (
Page 39 and 40: BOWLED OVER @ LISMORE USU members a
Page 41 and 42: United Summer 2019 • 41
Page 43 and 44: GREAT PRIZES TO BE WON! Two winners

United magazine Summer 2019

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