United magazine • Summer 2021

UNITED
Official journal of the United Services Union • Summer 2021
Fighting for
SECURE JOBS
“
Employing full time staff
provides jobs for our local
community which in turn
creates investment and
wealth in our local economy.
Not just in the hands of a few
multinational hire companies.
“
Mayor Khal Asfour
Canterbury Bankstown Council
61 years a
member!
Kellie shares
her story
Campaign
truck a winner
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United is the official journal of the United Services Union
Editor USU General Secretary Graeme Kelly OAM.
Print Post: 100007536
To contribute to United please contact USU
Manager Administration and Finance Erik Jansen on
(02) 9265 8211.
EXECUTIVE
President: Glen McAtear
Vice President: Sharon Sewell
General Secretary: Graeme Kelly OAM
Treasurer: Ross Crawford
Alby Bordignon, Raffaele Catanzariti, Carl Cleaver, Larry
Freeman, Katie Gillen, Arthur Jenkins, James Koval,
Michael Maggioros, Stephen Mulholland, Natalie
Piggott-Herridge, Jim O’Malley, Anna Maria Saglimbeni,
Thao Tran, Glen Wallace, David Walsh, Jeff Wearing
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: Erik Jansen
Manager Metropolitan: Steve Donley
Manager Energy, Utilities & Private Sector: Peter Campise
Manager Industrial, Rules, Governance & Compliance:
Daniel Papps
Legal Special Projects Officer (Metro): Sean Szabo
Industrial Officer: Bill O’Kell
Training Officer: Narelle Rich
Metro Organisers: Joel Conomos, Brad Donnelly, Sue Kealy,
Sandie Morthen, Irene Nair, Shane Pinter, Zoe O’Rourke
Energy, Utilities, Private Sector & Airlines: Troy Dunne,
Thomas Gao, Michael Jones, Melissa Pond, Clare Raffan,
Thomas Russell, Paul Sansom
Digital Engagement Officer: Arden Sloane
Social Media Officer: Riley Campbell
Support Team: Emma Chandler, Jenny Chen, Jeny Skutnik
REGIONAL OFFICES
Northern Branch
Newcastle Office:
125 Racecourse Road, Rutherford, NSW 2320
Ph: (02) 4962 1444 • Fax: (02) 4962 1758
Manager North: Stephen Hughes
Organisers: Luke Hutchinson, Donald Edwards
Industrial Officer: Noel Martin
Port Macquarie Office:
233 Hastings River Drive
Port Macquarie 2444
Ph: (02) 6584 7787
Fax: (02) 6584 6924
Organiser: Damien Welsh
New England Office:
1/226 Goonoo Goonoo Road North Western Office:
South Tamworth 2340 PO Box 1811
Tel/Fax: (02) 6771 4911 2/46 Church Street
Ph: (02) 6771 4911
Dubbo 2830
Fax: (02) 6771 4911 Ph: (02) 6881 6766
Organiser: Mark Hughes Fax: (02) 6881 6816
Organiser: Jamie McKinnon
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, Aarron Vann, Michael Jones (C&A)
Industrial Officer: Stuart Geddes
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
National Secretary:
Robert Potter
Northern Office:
Shop 2, Mid City Arcade
57 Prince Street
Grafton 2460
Ph: (02) 6643 5299
Fax: (02) 6643 2799
Organiser: Peter Kelly
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
A FEELING OF DÉJÀ VU?
“
Our workplaces and
our union are better
when we respect
each other and
work TOGETHER.
“
Glen McAtear
USU President
Sounds familiar? .... and yes the pun
was intended! Here we are back
where we began! Or are we? In many
ways we are stronger than ever - in others
we have become fractured and hostile.
One thing is certain - we are always
stronger when we work TOGETHER.
Covid-19 and our response to it as a
nation, a state and as individuals has
changed us. It has also fundamentally
changed the way we work.
While some people have been stood
down due to lack of work many others
have been expected to work unreasonable
hours due to poor recruitment opportunities,
travel restrictions and other
factors related to Covid-19 and the
lockdowns.
On page 7 Manager North Stephen
Hughes discusses this issue in some detail
and emphasises the importance of
addressing it.
The 2020 Local Government (State)
Award specifically addresses the issue
of workloads. In addition to the unfairness
of members working unpaid overtime
due to low staffing it also becomes
an issue of worker safety if numbers
are down and longer hours are being
worked. It was these types of concerns
expressed by our members that led the
union to force Award negotiations to
Déjà vu: (“already seen”) is the feeling that one
has lived through the present situation before.
address the issue of unreasonable hours
- it is a breach of the Award to force a
worker into unreasonable hours.
These same concerns stretch to our private
sector members who continue to
promote the “How healthy is your workplace”
campaign.
The campaign focusses on key aspects of
workplace health - bullying in the workplace,
stress in the workplace and working
from home.
Check out some of the valuable resources
developed to assist with these issues -
they are powerful tools that can help our
members across all sectors. They are also
an interesting talking point when discussing
union membership with potential
members. The campaign can be found at
www.usu.org.au/healthy (p 8).
As I close off for 2021 it would be remiss
of me not to mention the hard working
staff of the USU. Through these tough
times they have remained stoic and
strong, under fire at times they have
maintained a stiff upper lip. Every single
staff member should be congratulated on
their efforts over the past year. I would
also like to remind members of the importance
of respect during these difficult
times. Our workplaces and our union are
better when we respect each other and
work TOGETHER.
2 • United Summer 2021

SECURE JOBS VITAL
Have you ever tried to get a housing
loan or even a car loan for
that matter, when the only thing you
“
can show the bank is employment
that’s not secure?
Have you tried planning for the future
- perhaps to start a family - when
parental leave is up in the air due to
insecure work?
These are dilemmas that face many
of our members - particularly those
under 40 - as the push for labour hire
and contract work becomes more
prevalent.
Local councils should be leaders and
their focus must be the community
who elected them.
Local councils can show the way. In
our last edition we saw Canterbury
Bankstown Council stepping up to
bring their waste services in-house.
Since embarking on our campaign
and talking directly to councils about
the importance of secure local jobs
and services we have seen some of
them embrace our Council services
by Council workers campaign.
Our truck will
be used in
future USU
campaigns
The local council
elections were just
the beginning. We
know we have a
tough fight ahead
with councils who
will extend casual
labour. We are ready.
Graeme Kelly OAM
USU General Secretary
“
Across NSW nearly 500 candidates
signed our pledge (www.usu.org.au/
pledge2021) and we look forward to
working with those elected.
However at this election we also extended
our conversation directly with
the voters with our campaign truck
firing up and crisscrossing electorates.
We extended our reach by engaging in
social media to spread our message.
The local council elections were just
the beginning. We know we have a
tough fight ahead with councils and
other employers who will extend casual
labour. We are ready. We have
our members talking directly to us
about their experiences and together,
along with committed councillors we
are in a strong position.
I don’t need to tell you all that we are
living in strange and unprecedented
times and how we come out of the
pandemic will say more about us than
how we behaved during it. We need
strong role models who exhibit grace
and strength and I would like to touch
on some of those members whose
stories are included in this edition.
Kellie Gale who tells her story of her
year long battle with breast cancer
(pages 14-15). She wants her story to
help others.
I also pay tribute to our Delegate
of the Year Sinead (p 30) and Life
members Sigrid, Scott, Russell and
Barnardo Lynch who received the
award posthumously. (p 31)
It is great to see our New Gen Awards
going to two fantastic members Paul
and Michael. (p 21)
Finally I pay tribute to every member
of the USU as we rebuild our workplaces
and communities in a post
Covid-19 world - TOGETHER.
At the local government elections we
took that conversation even further.
We engaged directly with the candidates
and asked them to commit to
local jobs and services.
On a final note, on behalf of President Glen McAtear and
the USU Executive I wish all members and their families
a safe and Happy Christmas and a respectful 2022.
United Summer 2021 • 3

COUNCIL SERVICES BY COUNCIL
The USU’s Council services by Council workers campaign ramped up during the local government elections with our
campaign truck covering kilometres, supporting candidates who support the campaign. This is just the beginning!
The Union commenced our campaign
to protect Council Services
and Council jobs, as it has been identified
that across the state Councils
were continually contracting out
work that should be carried out by
council workers.
Our campaign launched on 5th May
when we sent out a letter to all councils
across the state requesting their
use of contractor information.
LG NSW gave advice to Councils not
to respond to the Union’s request.
Despite this, a reasonable number of
Councils responded to the Union’s request
for the information.
The USU Contractor Committee reviewed
the material received from
Councils and determined that the
manner in which Councils would be
approached would be on the basis of
Award Compliance, and safety.
The committee has developed a
survey for delegates and members
to complete (see below), to gather
Our campaign
truck will
continue to
promote our
campaigns
firsthand information on contractors
councils are using and to report on
any safety concerns witnessed.
Those surveys are sent to committee
members who review and pass
DO YOU WORK IN LOCAL GOVERNMENT?
TELL US WHAT YOU KNOW
We launched our Council services
by Council workers campaign to
shine a light on the overuse of contractors
in local government and
to protect your job into the future.
With your help we hope to turn the
tide against the growing insecurity
in local government by opposing
the unnecessary outsourcing of
Council jobs.
TELL US WHAT YOU KNOW:
Take note of what services your
Council contracts out and help us
take a stand against this scourge on
our industry.
If you witness or are aware of any inappropriate
use of contracts or outsourcing
we encourage you to anonymously
report it to us.
Councils should be providing secure
local jobs where quality of work and
pride in one’s job is the priority. Our
multi skilled workforce, including
apprenticeships are suffering and
it’s time we say “Enough is Enough”.
We want to return security to local
government employment by protecting
Council services by Council
workers.
We have written to your Council
asking simple questions about their
use of external contractors, and
are now asking for your support
to help spread the word about our
Council services by Council workers
campaign.
4 • United Summer 2021

WORKERS
the information to the respective
Organiser.
Organisers have been asked to meet
with Senior Management of Council
to discuss the information gathered
from delegates and members and
also to discuss the information the
council provided from our 5th May
letter.
OUR CAMPAIGN AND THE
LOCAL GOVERNMENT ELECTIONS
The Labor
team at
Newcastle
supported our
campaign - find
out more on
pages 24-25
The objective of these meetings is to
work with Councils to get the contracted
work bought back for Council
workers to do.
There have been some success stories
along the way. Up North they
have managed to have some work
contracted out by Councils bought
back in house.
In Metro, the union has been able to
get some work back that was contracted
out, likewise in the South we
have also achieved a return of some
of the contracted work back in house.
This campaign is an ongoing campaign.
It is recognised that Councils
across the state will continually attempt
to contract out council work.
The USU will be there! Recently when
Hilltops Council attempted a vote to
outsource jobs USU General Secretary
Graeme Kelly intervened to hold high
level discussions to ensure any discussions
involved the union and that
ALL Award requirements were met.
Our Council services by Council
workers campaign is ongoing as
we take on Councils that threaten to
outsource jobs.
The Local Government election on
December 4 gave us the opportunity
to approach candidates from across
the political spectrum and ask them
to pledge to:
✔ Keep Council Jobs Local
✔ Stop Outsourcing Local Jobs
✔ Support the Local Economy
We were able to promote candidates
who signed our pledge through our
website, social media, direct emails,
campaign corflutes and on the road
using our campaign truck.
The COVID lockdowns meant many
opportunities for promoting our
Beresfield Pool
Lifeguard USU member
Paul was impressed
with our truck!
“It’s a great
communication
tool! It really
gets our
message out.”
campaign were sidelined but we hit
the road as soon as we were able to.
The USU’s campaign truck has been
utilised in some targeted areas to
help the public identify who supports
our campaign.
Our campaign does not end on
December 5th - it just goes up a
tier. By getting candidates elected
who support our campaign we have
a better chance of stopping the
scourge of contracting out day labour
jobs.
ELECTION UPDATE
Scan the QR code to find out
more about our campaign and
to get updates about the Council
elections held on December 4.
United Summer 2021 • 5

6 • United Summer 2021

REASONABLE WORK: YOUR RIGHTS
Following the recent round of USU Branch meetings across Northern NSW the Manager North Stephen Hughes
was made aware of what appears to be an increasing trend of delegates reporting under resourcing and increasing
workloads as a result.
Claims that vacant positions are not
being filled or that there are significant
delays in filling vacancies are
leading to increased workloads on the
remaining employees who it is claimed
are being expected to not just do their
share of work but to also take on the
workload left by unfilled vacancies.
The issue of Covid-19 would no doubt
have impacted on the normal processes
to fill positions with lockdowns and
travel restrictions since early 2020,
but now we are past the worst of it,
Councils should be preparing to advertise,
interview and fill vacancies without
delaying unnecessarily.
SAFETY ISSUES
Overwork can lead to safety issues occurring,
including but not limited to
burnout, mental health problems and
mistakes that could result in serious
injury or even fatalities.
In the 2020 NSW Local Government
State Award, the Unions and in particular
the USU pushed the issue strongly
during negotiations to add a new
clause to deal with workloads.
This was as a result of claims by USU
members of feeling pressured to perform
unpaid overtime as a result of
unreasonable workloads and under resourcing,
particularly when staff were
absent on leave and their workloads
were dumped on top of others who already
had a full or overfull workload.
For some indoor (salaried) members
there are no timesheets for them to
record their working hours and this
has allowed their unpaid workload to
go through unrecorded.
All employers are required to record
their employees’ working hours under
legislation and for any employer to allow
unpaid work to take place means
they are in breach of legislation.
It is not acceptable
for any
supervisor or
employer to
turn a blind eye
to workloads
that lead to
employees feeling
obligated to
perform unpaid
work.
What would the employer say if the
employee who is performing unpaid
work was injured while performing
this work, would they accept it as a
workers compensation claim?
The 2020 NSW Local Government
State Award Clause 9. RESOURCING
AND DIRECTING EMPLOYEES (i) states
the following
“The employer shall provide adequate
staff and other resources
to enable employees to carry out
their duties and functions over the
course of working hours that are
not unreasonable.
IN BREACH OF THE AWARD
If any USU member believes that their
workload is in breach of their award
rights, we would recommend that you
contact the Union for advice and assistance
in correctly raising the matter
with your employer.
We have not yet run a dispute in the
IRC on this clause and we believe a
good precedent would remind all employers
of their obligations.
Should an employer fail to act at all or
in a reasonable time frame to comply
with their Award obligations we can
also make a formal Code of Conduct
Complaint under the NSW Local
Government Model Code of Conduct
under the heading BULLYING in sections
3.8, 3.9 and in particular in section
3.10 (f) in which bullying can be
described in employees being given
workloads that are:
“unreasonable work expectations,
including too much or too little
work, or work below or beyond a
worker’s skill level.
While most allegations that we receive
are regarding overwork, we do sometimes
receive allegations that a person
has been given little to no work to perform
and this can have an impact on a
person’s health and self-esteem.
LOW WORKLOAD
NOT ACCEPTABLE
We have generally seen this occurring
when an employee is unwanted, and
the employer hopes they will resign if
given little to no work as these people
generally feel unwanted and unvalued
and quite often are isolated.
This is no more acceptable than being
overworked and where it is reported
to the employer and is not quickly resolved
we can lodge a Code of Conduct
complaint with the employer which if
not resolved in a reasonable time we
can escalate directly to the Office of
Local Government as well as referring
the matter to Safework NSW.
If you are a USU member and are
experiencing any of the above,
please contact us for advice and
assistance. WE ARE BY YOUR SIDE.
United Summer 2021 • 7

Healthy@work
What to do if you’re
being bullied at work?
Earlier this year the USU launched our campaign
called “How Healthy is Your Workplace?”
Members provided feedback that a major health
impact on many workers is bullying.
If you are experiencing bullying at work, it is
sometimes very difficult to handle. It is easy to go
over and over in your mind, wondering why it is
happening. And it can quickly take the enjoyment
out of your work, and leave you feeling alone.
In our campaign video USU General Secretary
Graeme Kelly OAM and members explain why we
have launched this important campaign.
We have also developed some useful tools to
help you if you are being bullied or are suffering
workplace stress. Why not check them out and
share them with family and friends?
Check out what Graeme and members have to say here: https://usu.org.au/healthy
Take our Quick Quiz
Not sure if you are being bullied at
work?
Take our quiz to find out. After
taking the quiz, you can request a
fifteen minute consultation with
one of our Organisers, to find out
more about how we can support
you.
“The campaign is designed to shine a spotlight on workplaces and what
the USU can do to help you improve your conditions in this new norm of
working from home.
We are here to help. We need to make sure you are looked after in your
workplace. We’re here to listen so let’s have that conversation now.”
- Graeme Kelly OAM
Follow the QR code to look after
your workplace wellbeing by
completing our quick bullying
quiz.
“It has to be
safe, it has to be
consistent. We
have to ensure the
support is there.”
“There are
struggles from
working from
home given the
isolation.”
“It was hard. I’ve
worked here
for 42 years
and always had
people around.”
“Now is the
perfect time to
re-evaluate what
it is we need and
what works best.”
- Sebastian - Katie
- Kim
- Sinead
Spread the word - we are stronger together.
8 • United Summer 2021

ENERGY ACTIONS
AUSGRID
At the time of writing, USU members
at Ausgrid had overwhelmingly accepted
and were preparing to vote
on the business’ latest offer after
13 months of oftentimes frustrating
negotiations.
On offer is a 3 year Agreement with
3 pay rises of: 2.5%, 2.95% and 3%
payable on 1 September of each year.
The first pay increase will be backdated
to 1 September 2021 once the
Agreement has been certified by the
Fair Work Commission. An extra .5%
will be contributed to members’ superannuation
fund from 1 September
2023 irrespective of any legislation
in relation to the Superannuation
Guarantee.
Also on offer are some vastly improved
job security arrangements that ensure
NO employee will be made involuntarily
redundant in the first 2 years of
the Agreement. This is a significant
outcome in an organisation that has
been through many restructures in the
last decade that has resulted in a near
50% reduction in its workforce.
We would like to thank our USU
delegates who participated in the
negotiations. They are: Penny Pring-
Shambler, Thao Tran, Miranda Jones,
Matthew Smith and Jamie Baker.
Thank you all!!
ENDEAVOUR ENERGY
The Fair Work Commission approved
a new Enterprise Agreement for USU
members at Endeavour Energy on 19
October.
A 3 year Agreement containing 3
pay rises of: 2.5%, 2.65% and 2.8%
all payable on 1 July in each year of
the Agreement is an outstanding outcome
in a negotiations that, at times,
had been frustrating. Additionally,
members will continue to receive
the currently legislated increases to
superannuation on top of the stated
pay increases.
With the Agreement now certified, arrangements
agreed to via a Heads of
Agreement document relating to redeployment
and additional redundancy
entitlements are now in legal effect.
In memory of our partner, friend and colleague, USU Organiser Emily
Callachor, we will be participating in the Cancer Council’s Longest Day
Golf Challenge to raise money for Emily’s nominated charity, the Cancer
Council as well as honour her memory as the first anniversary of her passing
elapses. Not only was the Cancer Council Emily’s charity of choice, she
was a keen fan of the game of golf.
We would like to thank our USU delegates
who participated in the negotiations.
They are: Tracey Turner, Stuart
Kirk, Dave Johnson, Sara Baxter and
Gary Dowers.
TRANSGRID
At the time of writing, TransGrid employees
had voted in favour of replacing
their Enterprise Agreement by a
wafer thin margin of 411/409.
The combined unions had lodged
applications disagreeing that the
Agreement should be approved by
the Fair Work Commission and, at the
time of writing, TransGrid had been
ordered by the FWC to hand over
documents relating to the points
of concern arising out of the voting
process.
Should the FWC decide that they will
approve the Agreement, USU members
will respect that decision.
We would like to thank our USU delegates
who participated in the negotiations.
They are: Bradley Wasow,
Paul Jupp and Peter Rodgers.
LONGEST DAY GOLF CHALLENGE
The event on December 13th, takes place on the longest
day of the year and donations can be made at Longest
Day. Find us under TEAM EMILY or just scan the QR code.
United Summer 2021 • 9

WHY IS PROCUREMENT CRUCIAL
TO LOCAL GOVERNMENT?
Canterbury Bankstown Council Mayor Khal Asfour believes
local councils hold the key to job creation through
their objectives and strategy on employment and purchasing.
He explains how important procurement policy
is to local economies and its link to the USU’s Council
Services by Council Workers campaign.
There is no doubt there is a place for procurement capability
across the Local Government sector.
There are some very clear financial and cost benefits, but
these must be weighed against service delivery to the
community and to the detriment of your workforce both
now and into the future.
Councils have initiated good procurement practices in
Waste disposal, engineering works and fleet management
services.
But the major areas of spend are still roads and associated
infrastructure, facilities, including building, construction
and maintenance, and plant & equipment.
What Local Government must remember is that procurement
should be an enabler of Council operations rather
than an inhibitor.
And must balance the immediate needs of the community,
that is low cost and high service, against the needs of
the long-term economic sustainability of the community.
Procurement strategy and governance structure must
align with Council’s objectives and strategy. This typically
impacts the trade-off of sometimes conflicting objectives,
such as lower cost versus support of your local smaller
vendors.
WITH THAT IN MIND LET’S NOT FORGET:
1. Procurement is about expenditure management
2. It’s about continuous improvement
3. And it’s about attraction and retention of key staff.
Being an employer of choice.
A recent example at Canterbury Bankstown Council was
our red and yellow bin waste services. We had until recently
contractors performing this service in one part of
the City and Council employees performing the same task
in the Bankstown side.
We made a decision to take control of our waste services
and earlier this year we brought it back in house, employing
an additional 27 fulltime new garbo’s and 7 customer
service staff.
We improved our technology, with real time tracking,
cameras to ensure surety for our customers and safety for
our workforce.
The cost difference was negligible and our customer satisfaction
was back squarely in our hands.
This is just one example of where local governments and
indeed all levels of Government can play a key role in the
USU’s campaign. When it is practicable and circumstances
permit, full time employees should be the first choice
ahead of contractors.
Employing full time staff provides jobs for our local community
which in turn creates investment and wealth in
our local economy and not just in the hands of a few multinational
hire companies.
Workers are the backbone and face of most organisations
and we must all fight to preserve their rights and ensure
they are gainfully employed.
10 • United Summer 2021

WE’D LIKE
TO SAY...
Throughout the pandemic, USU members have
continued to work tirelessly in the community,
helping to keep the country safe.
From the team at Active Super, we thank you.
activesuper.com.au
This 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) (Active Super). The information in this document is general advice 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 and refer to the relevant
Product Disclosure Statement available at activesuper.com.au before making a financial decision.
United Summer 2021 • 11

THANK YOU DARREN GULLIVER
In recognising the dedication and
commitment of all USU Delegates,
Darren Gulliver is a genuine stalwart
of the USU. After more than 20 years
of service to the USU as the delegate
at Armaguard, Darren has hung up
his boots and announced his retirement
at years end.
Too often, with mention of
Armaguard, we think of the armoured
vehicles, heavy security and security
guards with dark shades loading up
ATM’s and banks at our local shopping
precincts.
BACKBONE AT ARMAGUARD
However, it is USU members, the clerical
workers, the coin and cash processors
who are the backbone to the
essential service many of us take for
granted when paying at the counter
or withdrawing from an ATM.
In his 20 years of service Darren committed
to ensuring fair representation
of the sector, working to ensure that
at the very least in his own company,
the work that his colleagues put in everyday
is not overlooked at the decision-making
table.
Senior Management have changed
many times in 20 years, some a lot
more hostile than others, but Darren
has always been there as the voice
USU Delegates
Darren Gulliver
and Maricel
Jaramillo.
of reason at the negotiation table
and the voice of confidence to his
colleagues.
After a 20-year innings, we wish
Darren the very best in his well deserved
retirement and recognise the
legacy he leaves at Armaguard.
USU MEMBERS AT NIB VOTE
Recently USU members at nib voted
in favour for a new 4-year Enterprise
Agreement.
This agreement focussed on several
changes most notably an overhaul
of the salary system which was outdated
and posed numerous issues for
members.
The new salary system is now focussed
on one classification structure
which consists of 4 bands. It allows
employees to progress through
the system in several ways and fully
recognises employee skills and competence
as a means to achieving
progression.
The salary system is also complemented
by a pay for performance structure
which members were seeking in the
log of claims. The pay for performance
has a safety net of 2.5% per year which
is the minimum wage increase and
goes to a maximum increase of 3.5%
per year based on an assessment of
employee performance.
A new flexibility clause has been introduced
into the agreement which
allows for any employee to seek a
flexible working arrangement with
their manager. This could be for reasons
such as study, family responsibilities,
undertaking a course etc.
Changes in the hours of work include
a 4-day week and 9-day fortnight roster
which is a huge win especially for
members who work in the Contact
Centre where they have previously
been plagued with problems of not
having flexibility to balance their
work and home life needs.
Members have also won the right to
have working from home become a
permanent condition of employment.
Following extensive consultation undertaken
by nib, which included the
USU, the organisation found overwhelming
support from employees
to continue working from home.
12 • United Summer 2021

UNITED, STRONG & READY
TO GO AT TEACHERS HEALTH
The USU has always recognised the strong relationship
we share with Teachers Health and the history of unionism
its members share with ours.
The significant inroads made over many years in the negotiations
of the pay and conditions of USU members have
made the organisation one of the highest performing
health insurance providers in the country.
The industry leading conditions and pay increases our
members have shared over many years is the direct result
of our strong and engaged membership at Teachers
Health.
USU Delegate and Teachers Health Assistant
Manager, Vince Raschilla holds firm to his
practice of ensuring no one slips into the
organisation without first becoming a USU
member!
As we re-enter a bargaining year and leading the way in
negotiations, our USU Bargaining Team is committed to
ensuring Teachers Health remains a leading health insurance
provider in the country.
USU Organiser Thomas Gao attends a ZOOM
MEETING with delegates at Teachers Health,
We know this high performing culture can only be maintained
by recognising the hard work and dedication of its
employees through ensuring a fair and respectable yearly
pay increase at Teachers Health.
We are United, Strong & Ready to Go!
YES TO GROUNDBREAKING EA
nib created a policy in consultation
with employees and the USU called
nib Life recognising that employees
work at home on an 80% - 20% basis
where from time to time they will
come into work for training and or
collaboration.
Employees who choose to work at
the office can continue to do so and
will be supported by nib and be enabled
with all necessary equipment
and support as well as wellbeing
services endorsed by the Health and
Wellbeing Team and JCC.
The final support for employees working
from home is the introduction of
a Distributed Working Allowance of
$1,200 a year. This allowance is paid
on a fortnightly basis to assist employees
with the costs of working in
a distributed way. Many employees
spoke of the costs of upgrading their
internet to support working from
home as well as increases to electricity
and water costs. The allowance
goes a long way to assist in addressing
these issues.
Over 91% of the employees voted
in favour of the agreement which is
testament to the incredible work by
the Employee Representatives who
worked tirelessly on this agreement.
CONGRATULATIONS
Congratulations to USU Delegate
Sharon Baker, USU Bargaining
Representative Courtney Lowe and
USU Member Rachel Winchester who
was an Employee Representative on
the Bargaining Committee. These
representatives spent an inordinate
amount of time going back to members
and seeking their views and
support.
This is a ground-breaking agreement
for members and one where many
members will receive real benefits
from this agreement in recognition of
their great work.
United Summer 2021 • 13

KELLIE’S TOUGHEST BATTLE
USU Women’s Committee Convenor, Sandie Morthen
interviews long term USU staff member, Executive Secretary
Kellie Gale regarding her current diagnosis of breast cancer.
USU Conference in Council
session October 2020
(pre-diagnosis)
Q. Hi Kellie, you’ve worked for the
Union for a fair while now, how long
has it been?
A. 27 years so far – I started work at the
Municipal Employees’ Union (MEU) in
1994 at the age of 24.
Q. What made you want to work at
the Union?
A. My dad, Jim Stubbs, was an
MEU delegate for Bombala Council
when I was a kid. He later became
an Organiser, Industrial Officer and
then held the position of Manager
Metropolitan with the Union. I saw the
way he and the Union helped people
and knew I wanted to do something
similar so, when a job came up for
membership officer at the Union, I
applied for it.
Q. You’re not in membership now
though, how did you get to the position
you are in now?
A. I got the job as Executive Secretary
after moving through various positions
within the Union - from membership
to admin to industrial and
finally to the job I have now. I have
worked for General Secretaries, Jack
Merchant (indirectly) and Brian Harris,
Ben Kruse and Graeme Kelly (directly).
Q. Currently you have some health
issues, what are you going through
at the moment?
A. In November 2020, at the age of 49,
I was diagnosed with triple negative
breast cancer (TNBC). There are different
types of breast cancer, mine is not
a hormone-based cancer so it doesn’t
react to hormone therapy which
some cancers do. TNBC can be more
aggressive than other breast cancers
and only 10-15% of breast cancers are
TNBC but chemotherapy tends to be
quite effective in shrinking this type.
Q. That’s very unfortunate, how did
you find out you had breast cancer?
A. I’d had a mammogram (breast
X-ray) at the age of 47 just because I
was approaching an age where breast
cancers can be more prevalent, and I
was unsure if I was doing the checks
correctly on my own (you can get a
mammogram for free from the age of
40 through Breast Screen NSW). My
maternal aunt and grandmother also
had breast cancer.
I had no idea that I actually had breast
cancer, I couldn’t feel it and I didn’t
feel unwell. Had I have waited until
I was 50 to get a mammogram, the
size and stage of the cancer would
have been greater. As it was, I delayed
going back for my 2-year check-up for
6 months due to Covid-19.
Q. What form of treatment have you
had since your diagnosis?
A. After seeing a Breast Cancer
Surgeon, I was referred for various
tests including blood tests, ultrasound,
CT scan, bone scan, MRI and
PET scan – I also had biopsies which
determine the makeup of the cancer.
Later on I had a metal clip inserted
into the biggest cancer (so that they
Macarthur Cancer
Therapy Centre for
Chemo – started
December 2020
could find the area if the chemo had
shrunk it to oblivion) and a Port-a-
Cath (port) installed for the chemotherapy
to run through. The intensity
of the testing only increases if there
are things that cannot be properly
seen, so not everyone undergoes the
same regimen of testing. Given that I
was under 50 with a family history of
breast cancer I also had genetic testing
to see if I had a BRCA gene mutation
which thankfully I don’t have. All
that testing can expose other issues,
I’ll have to have my gall bladder out
after treatment as well.
Initially, I had 5 months of three types
of chemotherapy at the Macarthur
Cancer Therapy Centre (MCTC). After
that I had a double mastectomy without
reconstruction (I didn’t want the
extra surgery and trauma to the area).
Then, as the original chemo did not
completely kill off all the cancer cells
and one of the cancers was heading
down towards my chest wall I had 16
sessions of radiotherapy - I’m now on
a course of oral chemotherapy until
February next year. Each treatment I
have increases my odds of the cancer
being eliminated and not returning.
My Oncology Physiotherapist has been
great in helping me get my movement
back after surgery and looking
after my scars with massage and laser
treatment to promote healing.
Q. Why did you choose a double
mastectomy if the cancer was only
detected on the right side?
A. I chose to have what they call a prophylactic
mastectomy on my left side
in order for my chest to be more “balanced”
as I did not want reconstruction
or implants and also to reduce
the risks of more breast cancer – although
this does not mean that cancer
will not come back in other parts
of my body. In order to get approval
for that extra surgery, I was referred
14 • United Summer 2021

to a psychologist to make sure that I
was aware of the ramifications of my
decision.
Ready for
my double
mastectomy
June 2021
Q. How did you find the medical system
in relation to your treatment?
A. It was/is fantastic. On my initial
diagnosis at Breast Screen NSW I
was provided with information and
advice on what to do next. The first
thing I did was ring my McGrath
Breast Care Nurse who works out of
the MCTC - she is lovely and helped
me through the initial process. I had
to get a referral to a Breast Surgeon,
Medical Oncologist and a Radiation
Oncologist (even though at that stage
we didn’t know if radiotherapy would
be necessary) from my GP.
Appointments were set up quickly to
get my treatment underway. I’ve been
extremely well looked after and provided
for during this time, I feel very
lucky. In the background my medical
team were all having regular meetings
and discussing my situation and
consulting each other - the surgeon,
the oncologists, and other experts. All
the people involved in my treatment
have been wonderful and it made everything
so much easier to bear during
what is a confusing, scary and uncertain
time.
Q. Obviously treatment for cancer
can make you feel unwell, how did
you cope during that time?
A. It was fortunate (if you can say that
about a pandemic), that I was already
working from home due to Covid – the
Union acted quickly to make arrangements
to keep us safe. My cancer centre
is only 15 minutes away from my
home and through the support of
Graeme and the Union I have been afforded
a great deal of flexibility to attend
appointments and work around
my treatments - because of this I can
work my normal hours per week. I am
lucky to have had minimal issues from
the treatment, given the range of side
effects that I could have. My main issues
are peripheral neuropathy in my
fingers, bouts of fatigue and inflammation
arising from radiotherapy. I have
some minor issues as well – including
my hair falling out. I had a couple of
“zombie” days, mostly during the first
chemo where it was a struggle, but
it has gotten better. Although I was
able to undertake my regular duties,
due to being immunocompromised
from chemo a colleague stepped in
to physically attend a few of my meetings
- this was very much appreciated.
All the staff and Executive at the USU
have been extremely supportive and
helpful during this time – sending me
flowers, food, gifts, well wishes and offers
of assistance.
I found great support from the members
of two Australian Facebook
groups, the members of which have
all experienced or are experiencing
breast cancer. They share their experiences
and knowledge and are happy
to answer any questions you have. I
learned a lot about what to expect,
what was normal and what wasn’t.
The members also bolster your mental
health with empathy and positivity
which was quite important as with
Covid, meeting with a physical group
was impossible.
Q. Given that this is quite a serious
and somewhat personal medical issue,
why did you choose to make it
known you were undergoing treatment
for breast cancer?
A. Firstly, I wanted to create awareness
about breast cancer and early detection
which is a key factor in being
able to fight it. Secondly, having an illness
is nothing to be ashamed of. The
fact that it is “breast” cancer makes it
a bit embarrassing but there is a lot
of awareness now about this disease
and more people understand what
it is and how it affects women and
men. Thirdly, I did not want anyone to
wonder what was happening to me
- it would be so easy to become isolated
and withdrawn if I didn’t share
what I was going through. Everyone
will handle this type of diagnosis differently
– as I was not unwell from the
cancer, just some of the treatment,
16 Rounds of
Radiotherapy
in this machine
July 2021
and it was caught at an early stage,
it is quite easy for me to be positive
about the outcomes – some women
are not as lucky as me and may not
have such an understanding and supportive
workplace.
Q. So how are you feeling now?
A. I am feeling confident that in the
end, I will come through this, but I
will always know, as other cancer sufferers
do, that it could come back
at any time. It can be a disturbing
thought, always lurking in the back
of your mind that there could be a recurrence
and the aftereffects of treatment
can be ongoing, but I choose to
look forward and hope for the best.
I’ve had the best treatment on offer
so far, I have a great medical team, I
have awesome support from my family,
friends and the Union and could
not ask to be in a better position.
Q. What would you tell anyone out
there who was worried about breast
cancer?
A. Don’t wait - see your Dr, explain
your symptoms or concerns, have a
mammogram or whatever tests you
need to. Even if it is nothing, it is better
to know than not and if you do
have cancer (any form of cancer), early
treatment could save your life.
Hair slowly coming
back November 2021
Resources: www.cancercouncil.org.au • www.breastscreen.nsw.gov.au
United Summer 2021 • 15

FIGHTING BACK TO PROTECT
ESSENTIAL WORKERS
Save COVID-19 protections for essential
workers!
In May last year, emergency protections
were introduced to support
essential workers who contract
COVID-19.
The protections ensured that for the
first 21 days, a sick worker didn’t have
to go through bureaucratic hoops to
prove they contracted the disease at
work. This is critical because we know
essential workers are most likely to
contract COVID-19 at work.
NSW Premier Dominic Perrottet
wants to repeal section 19B of the
Workers Compensation Act which
provides this protection.
It’s an awful way to treat people. Any
government savings are tiny compared
to the enormous impact on essential
workers.
The USU has been able to achieve
a significant win for existing staff at
Wollongong City Council, as well as
establishing new positions at council
for refugees.
Recently Wollongong City Council
made a decision to outsource overtime
and significant weekend work in
the parks and gardens area of council
to a private contract labour hire
company. This would have led to permanent
staff losing a large portion of
extra wages which workers often rely
upon to make ends meet. This contract
was able to sneak by councillors
being presented as a social justice
program as the private company
had a not for profit status employing
recent refugees who had moved
to the Wollongong area. While this
may seem like a good deed, the refugees
would be paid under the modern
award rather than Wollongong
Council’s Enterprise Agreement
meaning these individuals were not
only being exploited by the council,
but in turn undermined the wages
and conditions of our members.
With the support of our membership,
USU staff and delegates were able to
On Tuesday 23 November the USU
joined Unions NSW and other unions
at a snap protest calling for the
NSW government to back down.
Unions are fighting back. On Tuesday 23 November the USU joined Unions
NSW and other unions at a snap protest calling for the NSW government to
back down on their bill to strip workers of their COVID protections. For updates
on this campaign visit www.usu.org.au
OPPOSING CONTRACT LABOUR LEADS
TO PERMANENT JOBS FOR REFUGEES
stop this work being contracted out
and were able to achieve a further
benefit of having the refugees hired
directly by council as employees. The
actions of the union ensured the protection
of our members’ pay and conditions
and also allowed council to
act on their social justice initiative by
engaging these workers directly.
This is a significant win in the fight
against contracting. It is for this reason
we urge all members to support
the Council services by Council workers
campaign to protect jobs and conditions
in our industry.
16 • United Summer 2021

Introducing
the new
EISS Super
mobile app!
Manage your super
anytime, anywhere
Take advantage of the app’s features and benefits today!
Quick and easy login
Quick and easy login
View your account
View balance your account and
transaction balance history and
transaction history
See how your super
See is performing
how your super
is performing
We’re here to help
For more information about the EISS Super mobile app visit eisuper.com.au/app. Alternatively, if you need
assistance downloading or using the app, please call 1300 369 901 from 8am to 8pm, Monday to Friday.
Energy Industries Superannuation Scheme Pty Limited ABN 72 077 947 285, RSE Licensee L0001373 and AFS Licence 441877 as trustee for Energy Industries Superannuation Scheme Pool A ABN 22 277 243 559, RSE R1004861 and
Pool B ABN 64 322 090 181, RSE R1004878, and trading as EISS Super.
This information is current as at the date of issue, of a general nature only and has been prepared without taking account of your objectives, financial situation or needs. Before acting on this information or making an investment decision
Energy Industries Superannuation Scheme Pty Limited ABN 72 077 947 285, RSE Licensee L0001373 and AFS Licence 441877 as trustee for Energy Industries Superannuation Scheme Pool A ABN 22 277 243 559, RSE R1004861 and
about whether to acquire, hold or sell a financial product, you should consider its appropriateness having regard to your financial objectives, situation and needs and read the relevant Product Disclosure Statement, available at eisuper.
Pool
com.au/pds
B ABN 64
or
322
by contacting
090 181, RSE
us on
R1004878,
1300 369
and
901.
trading
You should
as EISS
also
Super.
consider obtaining financial, taxation and or legal advice which is tailored to your personal circumstances before making a decision.
This
All information
information
you
is current
provide
as
is
at
confidential
the date of
and
issue,
subject
of a general
to the EISS
nature
Super
only
Privacy
and has
Policy.
been
Your
prepared
personal
without
information
taking account
will only
of
be
your
disclosed
objectives,
to third
financial
parties
situation
(e.g. service
or needs.
providers)
Before
in
acting
accordance
on this
with
information
EISS Super’s
or making
Privacy
an
Policy
investment
or otherwise
decision
about
with your
whether
agreement
to acquire,
or as
hold
required
or sell
by
a
law.
financial
A copy
product,
of EISS
you
Super’s
should
Privacy
consider
Policy
its
can
appropriateness
be obtained from
having
www.eisuper.com.au/privacy.
regard to your financial objectives, situation and needs and read the relevant Product Disclosure Statement, available at eisuper.
com.au/pds or by contacting us on 1300 369 901. You should also consider obtaining financial, taxation and or legal advice which is tailored to your personal circumstances before making a decision.
All information you provide is confidential and subject to the EISS Super Privacy Policy. Your personal information will only be disclosed to third parties (e.g. service providers) in accordance with EISS Super’s Privacy Policy or otherwise
with your agreement or as required by law. A copy of EISS Super’s Privacy Policy can be obtained from www.eisuper.com.au/privacy.
United Summer 2021 • 17

As we head back to
domestic and international
travel don’t forget to
give the staff a smile.
Remember what they have
been through over the
past 2 years so give them
the respect they deserve.
AIRPORTS ARE
WORKPLACES
Respect
the
Staff
18 • United Summer 2021

IT’S TIME TO REBUILD
The USU Airlines, freight
and logistics industries have
suffered a major period of
disruption in the last two
years.
Passenger airlines have suffered under
near-total shutdown for much of
the time from March 2020 to date,
while clerical staff in freight and logistics
have experienced peaks in
demand which overwhelm staff
numbers. Despite record profitability
for some product delivery servicing,
many employers simply refused
to hire adequately to keep pace with
the market distortions or to backfill
vacancies.
Further structural changes due
to Covid and conflict within the
workplace together with intermittent
stand downs and work from
home disputes all make staff shortages
even more acute in this latest
phase of economic recovery, even
in passenger aviation which will recover
remarkably fast, governments
permitting.
Let’s rebuild our
organisational stength
There has never been a more important
time for staff members to organise
and rebuild a position of industrial
strength following the gruelling bodyblows
of the pandemic, lockdowns,
reliance on government payments to
survive, rosters cut to the bone and
loss of job security throughout all impacted
industries.
Members have experienced many
backwards steps on conditions, shiftwork
becoming even more unpredictable,
poor or no pay progression
DON’T LET A 1-IN-100 YEAR
PANDEMIC SET THE TONE
FOR WORKPLACE VALUES
IN THE YEARS TO COME.
while EA bargaining froze, and
creeping “casualisation by stealth”.
Employers must not be allowed to
get away with making this the new
normal. For workers who fought
and worked hard to achieve some
measure of job security and pay outcomes
over many years, nobody can
afford to see the clock wound back
by cynical management and ownership
seeking to exploit the weak position
of employees dispersed from
their workplaces. Now members and
new starters can once again work collectively,
face to face onsite in large
workplaces.
Collective strength
This power to organise and rebuild
a strong collective presence, must
be taken up again now to push back
on the employer attacks advanced
under the guise of responding to a
pandemic, to reestablish a firm foothold
for secure employment, decent
pay and conditions and permanent
positions with full time hours wherever
possible. This will all be regained
through workplace bargaining which
can and must be done collectively
to end the alienating reversals that
workers have faced alone against
the employers while stood down
or working from home. You are not
alone. Back onsite you will see and
remember the true team spirit that
won the day before Covid - it’s the
same collective action that will prevail
again.
Don’t let a 1-in-100 year pandemic
set the tone for workplace values in
the years to come. You’ve all been
through an awful lonely experience
but now is the time to join the fight
together as Union members to right
the wrongs of the past two years.
IT HAS BEEN AN
EXTRAORDINARY TIME FOR
OUR AIRLINES MEMBERS.
IF YOU NEED ASSISTANCE
PLEASE CONTACT
USU ORGANISER ON
TRUSSELL@USU.ORG.AU
United Summer 2021 • 19

$
$13.5 Billion
in lost or unclaimed super
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Is some of it yours?
Find out now
eisuper.com.au/FindMySuper
*ato.com.au, 18 March 2021
Energy Industries Superannuation Scheme Pty Limited ABN 72 077 947 285, RSE Licensee L0001373 and AFS Licence 441877 as trustee for Energy
Industries Superannuation Scheme Pool A ABN 22 277 243 559, RSE R1004861 and Pool B ABN 64 322 090 181, RSE R1004878, and trading as EISS Super.
50191 11/21
20 • United Summer 2021

2021 NEW GEN AWARD
WINNERS ANNOUNCED!
The USU New Gen Committee congratulates
2021 Apprentice / Trainee of the Year
Paul Thurlow – Apprentice Diesel
Mechanic from Kempsey Shire Council
Paul has been recognised not just
for his outstanding application to
his apprenticeship but also for being
an outstanding Union member. His
nominators truly support Paul’s nomination
and recognition:
“In the short time Paul has been
working with us he has shown us how
versatile he is with work. Paul is a
mature-aged apprentice, he is a fully
qualified auto electrician. Paul has almost
finished all his TAFE work theory
in a year rather than 3 years.”
“Joined our workforce, jumped
straight into being on call, took control
of our electrical section, ordering
in supplies, getting through study
while managing work with family life,
going above and beyond.”
“Paul has undergone further training
obtaining his forklift tickets, learning
operating systems to fill in as a supervisor
when needed. He has really applied
himself to this 100% and proving
daily to be an asset.”
JOIN OUR NEW GEN
COMMITTEE
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.
USU Kempsey Shire Council Delegate
Mark Bolton, USU Award Winner Paul
Thurlow, USU New Gen Coordinator
Luke Hutchinson and USU Kempsey Shire
Council Delegate Aaron Hamblion
Recognising the positive influences of genuine mentors in the workplace,
the USU New Gen Committee has awarded the 2021 Mentor of the Year to
Michael Austin – Heavy Vehicle Mechanic, from Midcoast Council.
While undertaking his
key role in Council,
Michael has selflessly continued
to mentor and develop
many apprentices over the
years at Midcoast, and the
previous Great Lakes Council.
The nominators truly support
Michael being a commendable
recipient:
“Michael acts as the workshops
Senior Mechanic guiding
the 3 apprentices and 5 motor
mechanics through the various tasks
they are assigned during each workday.
His people skills and organisational
skills are outstanding and an
asset to Council.”
“Mick has a very good rapport with
all members of the team which helps
make the workplace a harmonious
place to work.”
“Mick is a valued staff member of
the Tuncurry Depot. He is respected
by all staff and is extremely approachable
and helpful. Mick provides
exceptional direction to the
apprentices and mechanical staff
and will drop everything to assist
and give guidance.”
IMPORTANT NOTICE: The USU is in discussions with Active Super about
“supercharging” these Awards for 2022 and beyond! Keep your eyes
open for details in early 2022 for nomination details and other exciting
developments.
United Summer 2021 • 21

61 YEAR CAREER STARTED IN THE MAILROOM
In November the United Services Union
celebrated the wonderful contribution
that Trevor Newton made to the community
of Canterbury Bankstown, Local
Government and indeed as a member
of the United Services Union (previously
MEU) over a period of 61 years.
“In 1960 Trevor commenced his employment
and union membership as a
15 year old, starting in the mailroom.
Contributions such as Trevor’s are very
rare in today’s environment. On behalf of
the State and National Executive we pay
tribute to a man who has dedicated his
working life supporting his Union and the
community,” said Graeme Kelly OAM USU
General Secretary.
Enjoy retirement Trevor - you’ve earned it.
HAVE A SUPER RETIREMENT BARRY
USU Manager Southern Gary
Vann congratulates Barry
After a long career with Active Super
(formerly Local Government Super) our
much beloved representative Barry Miler
has made the decision to retire.
The Southern branch of the USU wishes to
thank Barry for his service over the years to
both the Super fund and our members as a
whole.
He will be sorely missed and we wish him all
the best into the future.
Stay active!
THANKS FOR THE SUPPORT AND MATESHIP
“Hi there, as an ex union member of over 20 years and retired I would like to thank you all for the support
and mateship over that time. I would also like to give Jim O’Malley union rep for Warrumbungle Shire Council
Southern a big rap as he went above and beyond to assist and support me in so many ways. Well its been a terrific
journey - time for me to kick back and catch up on some beers thanks again USU and Jim.”
- Cheers Chris Wellington
22 • United Summer 2021

YOU’RE ONTO
A GOOD THING
Active Super was recently ranked among the
best-performing funds by the new ATO YourSuper
comparison Tool * and we invest in a way that’s
good for your retirement, society and the world.
Happy days.
activesuper.com.au
*
The Active Super High Growth ranked the best-performing fund over seven years (assuming a 30-year-old
with a $50,000 balance), returning 9.46 percent in the ATO YourSuper Comparison tool. Past performance is
not a reliable indicator of future performance.
This 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) (Active Super). The information in this document is general advice 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 and refer to the relevant
Product Disclosure Statement available at activesuper.com.au before making a financial decision.
United Summer 2021 • 23

USU CAMPAIGN TRU
Our USU Campaign truck hit the road as soon as the lockdown had eased, ably driven by former
USU Organiser Colin Drane covering as much ground as we were able. With eyeballs captured
whether it was on the move or standing still it has been an effective introduction to campaigning.
Check out some of the images we captured as the truck took our message to the streets.
Truck
Truck
Scan the
QR code
to check
out more
photos.
Truck
Truck
COUNCIL SERVICES BY
24 • United Summer 2021

CK HITS THE ROAD
Truck
Truck
Truck
COUNCIL WORKERS
United Summer 2021 • 25

RIVERSIDE RESORT AT PORT
OUR MOTEL IS OPEN
Despite the floods earlier in the
year our location is still one of the
best in the state.
It has been a tough time but thanks
“Well done Michelle and Grant.
to the amazing support from the
After seeing the damage for
community and lots of hard work
ourselves we totally understand
the motel is open for business.
the time it will take for the Caravan
We will keep you up to date
Park to be repaired and ready
for business. So happy you have
about the cabins and caravan
the Motel up and running. b”
park, meanwhile we are open
for business. Contact us for more
- Lauren Brodbeck
details.
www.riversideresortatport.com.au | (02) 6584 9155 | riversideresort@usu.org.au
PEAK SEASON HOLIDAYS: SICK OF MISSING OUT?
RIVERSIDE PEAK SEASON BALLOT FOR 2022/2023 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.
We have now officially opened the ballot
for Summer 2022/23 to make sure
our members get a head start!
Check it out at: www.riversideresortatport.com.au/ballot
WHEN IS THE PEAK
SEASON FOR 2022/23?
The Ballot applies for the period
Saturday 11 December 2022 to
Saturday 28 January 2023.
WHEN DOES THE BALLOT
FOR 2022/23 CLOSE?
This Ballot will close 31 May 2022 and
the relevant members will be notified
by 30 June 2022.
26 • United Summer 2021

Oooiii!
That’s our cabin
in the air!
- Tony Hord
We’re making progress!
Thanks everyone for your calls and well wishes. The Park
is set to undergo an exciting transformation and we look
forward to re opening in 2022, at a yet to be determined
date. November 13 was quite a day! Our flood damaged
cabins have all now been removed to make way for new
cabins coming in during the rebuild. We know that many
happy holiday memories were created in them, and look
forward to welcoming everyone back to create many
more when we reopen.
Thank you for the update. Can’t wait
to see the transformation and enjoy a
holiday there.
- Karen Whitehall Shannon
Can’t wait to see the Reno’s!! Look
forward to seeing you sometime in
2022.
- Justine Kavanagh
Yaaa can’t wait to get back down
there to see you guys.
- Max Gibson
Thank you all for your support.
Can’t wait to come back down again
looking forward to the renovations
we love this place.
- David Cassie Bull
Cannot wait!!! We miss our favourite
holiday destination.
- Jenny Hayes
Will really miss not being there after
Christmas this year with my extended
family of 20.
- Deborah Hassall
- Michelle and Grant
United Summer 2021 • 27

USU SHOP IS TOPS
WEAR YOUR UNION PRIDE!
Are you looking for the perfect gift for a proud USU member or supporter?
Or just want some new USU gear for yourself?!
Look no further than the USU online store! Since opening our shop last
year we have been making steady sales with members decking themselves
out in T Shirts, caps, beanies and now our popular masks.
Our official USU Web Store offers our members and supporters clothing,
accessories, and great gear to show off their USU pride.
Check out our online store today and shop for our selection of shirts, hoodies,
hats, caps, office accessories, and more! All orders come with FREE postage.
Check out the store at www.usu.org.au/shop
Some of our top sellers include:
IT'S EASY TO USE
OUR SHOP!
1. Head over to
www.usu.org.au/shop
2. Choose the gear that
you would like to buy -
make sure you get the
right size and colour!
3. Why not grab a pen
at a reduced price
while you are there?
USU PRESIDENT GLEN
MCATEAR SAYS THE
NEW USU MASKS
ARE A GREAT WAY
TO SAY “I’M UNION”
WHILE ALSO STAYING
SAFE @ WORK
4. Complete the payment
- either direct debit
or credit card.
5. Include your postal
address.
6. Bingo! You will receive
notification that your
goods are on the way.
28 • United Summer 2021

TALKING TO HER DELEGATE
PAID OFF FOR KATRINA
USU member Katrina Watson, employed at Dungog Shire
Council approached Mr Terry Drinkwater, the local outdoor
USU Delegate for Dungog Shire Council asking for
advice and assistance regarding her award right to salary
progression and annual assessment.
Katrina had worked for Council for four years without
a salary assessment and believed she was underpaid.
USU Organiser Leith Barber contacted Katrina and asked
her to provide information regarding her duties at Council.
Katrina said she had work for Dungog Shire Council for four
years as a Customer Service Officer undertaking duties including
first point of contact for telephone enquiries, preparing
Development Consents, Construction Certificates,
LGA Section 68 for waste water treatment systems and
manufacture homes, preparing general correspondence,
dealing with requests for information for GIPAs and numerous
other CSO activities.
Leith spoke to Council’s Human Resource Officer about
there being no Performance Review for Katrina in the four
years that she had worked for Dungog Shire Council.
“In this case I must acknowledge that the Human
Resource Officer was very helpful in resolving this issue,”
explained Leith.
A GREAT RESULT: USU member
Katrina Watson with USU
Delegate Terry Drinkwater
Katrina is now much happier after being Graded from
Grade 1 step 1 to Grade 2 step 3. Back payment for the
previous years will also be paid.
Katrina thanked her local delegate Terry Drinkwater and
her Organiser Leith Barber for the Union’s advice and assistance
in resolving her issue.
UNION MEMBERSHIP WORTH EVERY CENT
My name is Paul Cheers, I am a former local government
employee, and a long term member of the USU.
I’m proud and also thankful to be able to forward my total
appreciation of on going support from my USU team.
In particular I’d like to mention the following, Bret
Menser, Damien Walsh, Noel Martin and in turn their
legal team of Scott Dougall and Jacqueline Pearce.
I am most fortunate to have been a member of the USU
and therefore have received an overwhelming amount
of moral, ethical and legal support from my Union
Delegates and representatives.
I would just like to state the facts here:
If it was not for me being a member of the USU, I would
LETTER FROM A GRATEFUL MEMBER
not have been able to sustain the outcomes I have recently
achieved.
My family and I are so very grateful for the phone calls,
emails and indeed the strong platform of support we
have received.
To my fellow members I would like to share this ... the
very small amount that is our annual union fees can not
possibly be compared to the overwhelming capacity of
support my family and I have just received.
So from my family to the USU family - Thank you
United Summer 2021 • 29

MEET SINEAD OUTSTANDING NOMINEE
FOR 2021 DELEGATE OF THE YEAR
On November 10 our national union the Australian Services Union held their Award ceremony for Delegate of the
Year. Our outstanding Delegate Sinead Francis Coen was nominated. The ceremony was held at a live online event
and while Sinead did not take out the top gong she was recognised for her amazing contribution to the union and
our members. Congratulations Sinaed.
Sinead has been a very active
Delegate for Wine Selectors, a familyowned
business based in Newcastle,
for around 4 years.
When Sinead became the delegate
in 2017 there were approximately 3
union members in a Contact Centre
of approximately 45 people.
Sinead immediately began working to
recruit in the workplace through discussions
with potential members and
meeting with her organiser and potential
members in coffee shop chats
in a coffee shop down the road from
her workplace. However, she soon
found herself to be singled out by her
manager who began trying to discipline
her for speaking to employees
about union matters in work time.
Working through the issues
One by one Sinead and her Organiser
worked through the issues with the
company and reminded them of
Sinead’s right to speak to people
about benefits of the union and
promised this would be done in employees’
lunchbreaks.
Despite the ebb and flow of union
members Sinead continued to take
up general matters on behalf of union
members to her employer, articulating
to her General Manager issues
which consisted mainly due to a lack
of training and lack of consultation.
Through this, she was able to set up
a communication channel with her
General Manager and held consultation
meetings both with him and
her Team Manager to bring to their
attention and resolve important
member issues.
Sinead attended union training
through the USU and started to embark
on mapping the workplace to
work on her campaign to recruit.
Covid Lockdown
In March 2020 thanks to COVID 19,
Wine Selectors went into lockdown,
and everyone was packed up and
sent home. They have remained
working from home ever since. In
December 2020, Wine Selectors
closed down their Hunter Street
Office in Newcastle and redirected
all employees to become remote
employees.
This posed a challenge for Sinead in
being able to get in touch with other
Wine Selectors teams.
Sinead started sending out an email
to her team members to see how
they were and set up Zoom meetings
Sinead Francis Coen
is an outstanding
Delegate:
“Her energy and
tenacity and ability
to pick herself
up and try and
think outside the
box when faced
with adversity is
to be admired.”
with each of them to see how they
were and talk about benefits of union
membership.
Online meeting groups a hit
Sinead and her Organiser set up a series
of Zoom meetings which proved
to be an immediate hit. People felt
comfortable speaking in this forum.
Union Membership went up and
Sinead continued to invite people to
come to future meetings.
Sinead has discovered that through
digital communication she has unlocked
a way for people to openly
communicate and also took advantage
of the USU’s lunch and learn sessions
during the COVID lockdown.
Sinead’s courage to continue to stand
up for her members is remarkable.
Her energy and tenacity and ability to
pick herself up and try and think outside
the box when faced with adversity
is to be admired.
30 • United Summer 2021

NATIONAL TRIBUTE TO LIFE
MEMBERS’ GREAT CONTRIBUTION
At the Australian Services Union recent online Award ceremony outstanding members were awarded Life
Membership. The USU pays tribute to Barnardo Lynch, Sigrid Meades, Scott Peterson and Russell Woods. Their service
deserves the recognition of their peers across the country.
Sigrid Joined the Union back in 1982,
so has been a member of the Union
for 39 years. Sigrid was never a quiet
member, right from the start of her
membership she wanted to know
how she could get involved with the
Union and how she could help.
Sigrid worked at Wollongong Radio
Cabs in their Call Centre, ensuring her
fellow Union members received correct
wages and allowances. She also
ensured that any new employee that
came to work at Radio Cabs joined
the Union and has demonstrated a
long history of supporting the Union
and our Union Members.
Scott was an employee of Wollongong
City Council for 44 years and recently
retired on the 9th of July 2021. Scott
was a Union Delegate for almost all of
his working life at Wollongong City
Council holding roles such as local
workplace delegate, Secretary of the
Wages committee and later Secretary
of Combined Salaried and Wages
Committee.
Scott was also a long standing
Secretary of the mighty Southern
Branch. Scott was instrumental in ensuring
that the staff at Wollongong
City Council today have such great
conditions of employment.
Russell commenced his Local
Government career at Sydney City
Council in February 1978. In 2000 he
started at Liverpool City Council and
realised that the council were breaching
the State Award and bullying staff
more than anywhere he had ever
seen in all of his working life.
He was elected head delegate in 2001
and made sure that council treated
staff with dignity and respect and that
members were given all of the Award
entitlements that they were entitled
to. He achieved what is considered
the best working conditions in Local
Government.
Life Membership – Bernardo Lynch, Walcha Shire Council (Posthumous)
Bernardo joined the then MEU on
the 24/7/89 after commencing employment
at Walcha Shire Council,
serving on the New England Branch
Committee of Management from
the mid 1990’s up until his sad passing
in December 2020.
Bernardo represented Walcha Shire
Council on the Branch and then
later held the position of Branch
Vice President before taking on the
position of Branch Executive Member.
Bernardo attended many conferences
over the years and was never shy or
afraid to speak up and ask questions.
He was a character nicknamed “Alby”
after Alby Mangels who travelled the
world especially off the beaten track.
His funeral, which was held at Walcha
on December 21st, was one of the
biggest ever held in the area with
around 500 attendees. Bernardo was
heavily involved in Rugby Union
and through his astute thinking,
through buying cattle, found a way
to pay for his local Rugby Union
team to tour several countries on
multiple occasions.
Bernardo bravely fought cancer
while still working up until the day
he passed. Had he lived to retirement
he would certainly have been
awarded life membership.
United Summer 2021 • 31

IMPORTANCE OF KEEPING
YOUR DOCUMENTATION
Do you make sure that you keep all of your employment records? It does not matter how old they are it is still vital to
keep them. Recently Port Macquarie Organiser Damien Welsh dealt with an issue that was resolved in the member’s
favour thanks to the records he had kept.
It is always wise to keep copies of
documentation relating to your
work, that being “letters of offer”,
“terms and conditions of employment”,
acceptance of new positions
of employment (promotion), changes
to positions etc. A couple of members
on the Mid Coast have recently
found out why it is so important to
keep all documentation and letters
from your employer.
A member who retired in August
this year, contacted the local Official
to seek answers as to why they did
not receive payment for a “term and
condition of employment”. After
speaking with the member, the local
Official found out that the member
first started working for Council in the
early 80’s and that Council offered an
above Award entitlement to attract
and retain staff.
The member scanned and emailed
his “letter of offer” and the “terms
and conditions” of his employment
to the local Official so that the issue
could be taken further with Council.
A meeting was organised between
the HR Manager, the local Delegate
and the local Official to discuss the
matter, firstly on an individual basis
but also on the basis that other members
were entitled to the same payment.
The Manager first stated that
there was no information on Council’s
files or records, and that the terms
and conditions were not valid, due
to an Enterprise Agreement that took
effect in 2017 overriding any previous
entitlements.
The local Official first made the
point, that an Enterprise Agreement
could not take away from individual
arrangements made and accepted
through contracts of employment
and enquired as to why Council did
not have any documentation regarding
this matter. The answer was
that recently there has been a lot of
“turnaround” in the Records Section,
the files are old and when they were
transferred into the computer systems,
they were either missed, the
wrong side scanned or were not kept
in the first place.
After the meeting Council took a copy
of the documentation, so that discussions
could take place with Senior
Management. The first response
from Council was that they still believed
that they did not have to pay
the applicable payment. This was
later changed after pressure from
Always keep
employment
records - no
matter how
old they are!
the Union to dispute the matter was
put forward. Council then decided it
would pay, but only if the employee
could show that they had it in their
“letters of offer and the term and
conditions of employment”. The local
Official provided several other letters
to Council and stated that it was
quite clear that members who were
employed prior to 1992 all had the
same “terms and conditions” in their
offers. Council reluctantly agreed after
the local Official again stated that
the union would dispute the matter if
Council did not change its position.
If you have certain conditions of employment
that were offered to you
when you first started working and
you are about to accept a new position,
make sure that the old entitlements
are carried over in the new letter.
Don’t rely on verbal or handshake
agreements, as a lot of times these
people leave the Organisation and
with them goes the agreement.
32 • United Summer 2021

YOUR RIGHT TO UNION
REPRESENTATION
In recent times there have been
several Local Government members
attending disciplinary meetings
without Union representation.
Unfortunately, some of these meetings
have led to our members having
to answer show cause letters as to
why their employment should not be
terminated and then subsequently
our members have been terminated.
The issue of representation and members’
rights have been the subject of
many Industrial Updates over many
years yet in these recent matters
our members have chosen to attend
without their Organiser. Members
have rights to be represented by your
Union unlike non-members who are
not entitled to be represented by
anyone.
The Local Government (State) Award
(LG(S)A) at Clause 37 Disciplinary
Procedures provides amongst other
things the following:
Employee’s Rights
Not withstanding the procedures
below, an employee shall:
(iv) Be entitled to request the
presence of a union representative
and/or the involvement of
their union at any stage.
To not have Union representation
in the first instance has placed our
members at a disadvantage as the
Council have had Human Resources
taking copious notes that are hard
to refute when before the Industrial
Relations Commission.
Members should be aware that
Human Resources are usually
there for the employer and in most
cases do not act in the interests of
our members.
If a member chooses to have their
Organiser present, then Council has
to schedule the meeting at a mutually
convenient time. Throughout the
process the Organiser can determine
if Council is adhering to principles of
natural justice, procedural fairness,
and compliance with the LG(S)A.
Should Council be breaching any provision
of LG(S)A then the Organiser
can refer your matter to Industrial
for consideration of filing a dispute
before the NSW Industrial Relations
Commission.
Only the Union can file a dispute
with the NSW Industrial Relations
Commission on your behalf should
Council not be complying with the
LG(S)A.
NEVER attend disciplinary
meetings without Union
representation
To have your Organiser at your side
representing you through your disciplinary
process provides you with the
best opportunity for an outcome that
is best for you and not the employer.
Your Award provides for many benefits
that are available to union members
that are not available to nonmembers.
We cannot stress enough
for members to take advantage of
those benefits that are available to
them through their Award such as
Union Representation.
WHAT TO DO IF YOU ARE CALLED
TO A DISCIPLINARY MEETING:
1. Contact your USU delegate
or Organiser immediately
2. Do NOT attend any meeting without
your union representative
United Summer 2021 • 33

DO YOU NEED
EXPERT LEGAL ADVICE?
Carroll & O’Dea have a team of experts ready to assist with your legal needs.
When it matters contact Carroll & O’Dea Lawyers.
We are committed to support USU members throughout NSW.
Whether we assist you with a workplace dispute, property transaction, commercial advice,
or a compensation claim, we’ll complete your work to the highest standard.
Michael Barnes
Partner
Scott Dougall
Partner
Peter Lleonart
Partner
1800 059 278
When it matters
enquiry@codea.com.au
www.codea.com.au
34 • United Summer 2021
Liability limited by a scheme approved under Professional Standards Legislation
Level 18, 111 Elizabeth Street, Sydney New South Wales 2000

COVID-19 AND YOUR WORKERS
COMPENSATION RIGHTS
Injured workers have always been able to claim workers compensation if they contract
diseases arising out of or in the course of their employment.
This could range from a childcare worker getting chickenpox which
is spreading through the preschool in which they work through to
an abattoir worker being exposed to raw meat contracting Q fever.
The global pandemic caused by Covid-19 led to changes to the
Workers Compensation Act and relevant regulations. Those changes
were prompted by submissions being made by the Union movement
including the USU that it was appropriate to recognise that
Covid-19 was in a special category of disease in terms of the impact
on the workforce.
The key change for workers in Prescribed Employment is that there
is a presumption Covid-19 was contracted in the course of the employment.
This presumption is important as hopefully at an administrative
level will lead to claims being more readily accepted so
that the injured worker can be provided with the appropriate support
and treatment.
The onus of proof is on the
employer to rebut the presumption that
COVID-19 is work-related.
The definition of Prescribed Employment does not align precisely
with the clinical/administrative industry or the electricity industry
or the airlines industry and/or the local government industry.
However, there is certainly employment within the USU membership
which I submit could be Prescribed Employment.
Examples of the statutory definition of Prescribed Employment includes
disability and aged care facilities, libraries, passenger transport
services, galleries, the construction industry, pre- schools, the
cleaning industry and police and emergency services including the
fire brigade and rural fire services.
There is still a right to lodge and pursue a claim for workers compensation
for injured workers who are not within the Prescribed
Employment. There are many persons who in the course of their
employment could be exposed and contract Covid-19 without being
in the Prescribed Employment.
On 14 November 2021 the State Government announced an intention
to revoke the amendments that created the presumption
of the work relationship in Prescribed Employment. Relying on
traditional parliamentary practices it is unlikely that these anticipated
legislative amendments will be retrospective, so there is an
expectation that the Prescribed Employment arrangements will
be in place through to at least mid November 2021. It is not clear
whether this legislation will pass through Parliament and the issue
will remain under review.
Many of the features of dealing with a Covid-19 workers compensation
claim are the same as a standard claim. You need to notify
your employer of an injury and you need to have medical evidence.
Classically you would need to have the appropriate certificate of
capacity/certificate of fitness and a positive Covid-19 test.
Of course, Covid-19 can at one extreme be grossly debilitating and
fatal and at the other extreme there can be very mild cases.
It is important to lodge the claim even if there is only a
short period of medical incapacity and limited treatment.
The focus in that style of claim would be on weekly compensation
and medical expenses however, we are increasingly hearing
of “long Covid” relating to symptoms such as lethargy, headaches,
joint pain and difficulty with memory and concentration. If a worker
faces long-term consequences, they might possibly have an entitlement
to claim for non-economic loss under section 66.
In NSW there has already been one significant case contested before
the Personal Injury Commission. Tragically, a worker, Mr Sara
died whilst in the United States and a claim was taken up on behalf
of his dependent family members.
There was a need for scientific and expert opinion as Mr Sara was
overseas and it involved considerations of matters such as where,
when and in what circumstances he was exposed to the disease
and what was the incubation period for the disease. It was found
that he contracted the disease on a flight from Sydney to New York.
Many workers are mandated to be vaccinated either by a public
health order or a lawful order and direction from their employer.
Those workers may have a reaction to the vaccine which would entitle
them to claim workers compensation. It arises out of and/or in
the course of their employment that such workers have been vaccinated.
The right to bring the claim arises out of the circumstances
of having had the vaccination.
It is submitted the same argument would apply for employees who
are being strongly encouraged by the employer to be vaccinated
or the employer giving directions that the employer could be excluded
from a certain workplace unless they were vaccinated.
Time does not permit going into greater detail about
the potential legal issues in this type of claim. What is
important is to call the USU and get referred for advice.
It is essential that any worker take advice on their potential workers
compensation rights arising out of this disease. If you have a
concern secure a referral for a discussion with our Peter Lleonart,
Scott Dougall or Michael Barnes.
By Michael Barnes, Partner
United Summer 2021 • 35

QUICK ACTION HELPS TWEED
BORDER TOWN MEMBERS
members who live in the border communities
of the Tweed Valley and Gold Coast have
USU
had an extra layer of difficulties in day-to-day life presented
to them with the closure of the Queensland border
throughout this year.
In August this year the Queensland government imposed
a very rigid and narrow definition of what constituted
an essential worker crossing the NSW/QLD border. This
meant that apart from critical workers in water, waste
and wastewater, no other Tweed Shire Council employees
who resided over the border would be able to cross the
border to attend work.
Tweed Shire Council approached the USU with an urgent
proposal to be able to do a temporary swapping of employees
affected by the border closure with Gold Coast
City Council. This allowed Gold Coast City Council employees
who lived in NSW to work for Tweed Shire Council
and Queensland based Tweed Shire Council employees to
work for Gold Coast City Council.
The USU immediately worked through this proposal and
supported council in enabling the swap of employees.
The USU immediately worked
through this proposal and
supported council in enabling
the swap of employees.
This allowed USU members to be seconded to Gold Coast
City Council, have meaningful employment and most importantly,
did not need to access the Splinter Award stand
down pay provisions.
Whilst living with COVID-19 has been challenging to us
all, what it has shown that your union is with you by supporting
these first of its kind agreements to minimise the
impact about the border closure to our members and the
local communities they serve.
The Tweed Council General Manager Troy Green and his
team have once again shown leadership in dealing with
the problems faced by Council regarding their employees
being prevented by the border closure to get to their
normal work. Troy also named Suzanne Richmond from
his Management Team as being one of the main people
responsible for achieving this great outcome and we acknowledge
them for their great efforts.
36 • United Summer 2021

TAMWORTH REGIONAL COUNCIL
RAPID ANTIGEN TESTING
Members are able
to present twice
a week for Rapid
Antigen Testing with
the process taking
around 15 minutes,
meaning minimal
impact on work.
On Wednesday 22nd September, Tamworth Regional
Council became the first council in NSW to begin
utilising Rapid Antigen Testing in their Covid response.
After weighing up the cost and the benefits, Council made
the decision that the benefits far outweighed the cost of
implementing the testing. The initial program started with
the aim of testing some of the essential workers in areas
such as water and waste, as well as testing any contractor
that was being utilised, particularly any from out of the
area. Testing was also to be made available to any members
who were deemed a casual contact.
Council set up a demountable building, and engaged an
external provider, with test results verified by a doctor
that was able to send the results to members’ phones
to be used as proof of a negative test result. With recent
changes to the Public Health Orders, Council extended the
testing as part of the risk assessment for members not yet
fully vaccinated who were not able to work from home.
15 MINUTE TURNAROUND
Members are able to present twice a week for Rapid
Antigen Testing with the process taking around 15 minutes,
meaning minimal impact on work.
VISIT OUR SHOP
United Summer 2021 • 37

USU TRAINING
CONTINUING TO SUPPORT OUR MEMBERS
AND DELEGATES WITH GREAT TRAINING
USU Delegates are at the forefront of our efforts to represent our members and keep them up to date
with information and the USU takes very seriously our job of ensuring that we provide continuing
development for our Delegates in this space.
Having moved into our second
year of the COVID pandemic, USU
Educator Narelle Rich has continued
to develop courses to suit the needs
of our members and delegates which
can be delivered in our shorter format,
Lunch and Learn.
LUNCH AND LEARN
The Lunch and Learn (LNL) sessions
are proving very popular with both
members and delegates and not only
cover industrial type issues, we had
also hosted a number of very successful
sessions on Wills and Workers
Compensation with Carroll and O’Dea
and Superannuation sessions with
Active Super.
These LNL sessions are not meant in
any way to detract from or replace our
delegate training program. Delegate
Basics and USU@WORK still require
face to face education and interaction
and it would be impossible to recreate
this in the online world. They are
a complimentary set of short courses
which can be delivered at lunch time,
during a WOC meeting or even after
hours, to assist delegates in keeping
up to date.
Although we had hoped that 2021
would see a return to face to face
Union Education, this did not eventuate
in any meaningful way. It is hoped
that 2022 will see us moving back to
face to face training. Narelle has prepared
a course timetable for the first
six months of 2022. Please have a look
at our website www.usu.org.au/training2022
for more information.
Narelle conducted face to
face training at Rutherford
before the lockdown.
For newly elected delegates our Lunch
and Learn timetable has provided invaluable
skills for those who have
not yet been able to attend Delegate
Basics training as there were a number
of courses which had to be postponed
due to the current pandemic
conditions. For experienced delegates,
they are a terrific opportunity to brush
up on skills they already have and
serve as a revision of their skills and
knowledge.
It is hoped that these LNL sessions
will continue to be helpful to our delegates
beyond COVID, as a way to
complement our Delegate Education
Program.
While our training program includes
the following courses, we will continue
to deliver LNL courses to compliment
these flagship courses:
Check out our
2022 training
schedule at
www.usu.org.
au/training2022
Delegate Basics (Stage 1): 2 days in the
training room PLUS ongoing support
USU@WORK (Stage 2): 2 days in the
training room
Followed by 8 x 1 hour formal mentoring
sessions with your Organiser PLUS
ongoing support
EXTERNAL TRAINING
Our Educator, Narelle Rich also
delivers training on a fee for service
basis on behalf of the Union,
including Consultative Committee
(JCC), Beyond Blue Mental Health
in the Workplace, and Health
and Safety Representative (HSR)
as well as other bespoke training
that employers may require.
Narelle can be contacted on
nrich@usu.org.au
38 • United Summer 2021

WORKERS COMPENSATION AND THE
IMPORTANCE OF RETAINING OLD RECORDS
USU Manager North Stephen Hughes recently had a visit from retired USU life member
Les Coyle who shared his experience regarding his workers compensation claim
emphasising the need to keep old records.
Les Coyle served as Head Delegate
for the MEU and then the USU
at Cessnock City Council for a few
decades and on the USU Newcastle
BCOM and State Executive.
Les raised an issue regarding an old
workers compensation issue where
he had received hearing aids years
ago as a result of loss of hearing from
his employment.
Les successfully won his original claim
against Council and its insurer the
GIO but years later when his original
hearing aids needed replacing, he
contacted the Insurer and was told
they had no record of his original
claim but also referred to an incorrect
claim number in their response.
He contacted them and provided a
copy of the paperwork that he had
retained which contained the correct
claim number, and they then acknowledged
his claim and replaced
the hearing aids.
Recently his second set were no longer
functioning properly and Les was
experiencing tinnitus and he again
contacted the insurer after visiting a
hearing aid provider who could provide
him with very up to date hearing
aids whose technology addressed the
tinnitus issue.
Again, the insurer denied knowing
about his earlier claims and again referred
to an incorrect claim number
in their response, but Les again produced
correspondence proving they
In 2014 USU General Secretary
Graeme Kelly OAM presented Les
with his USU Life membership.
had accepted his earlier claims with
the correct claim number and I am
pleased to say Les quickly received
confirmation from the hearing aid
provider that the GIO were going to
pay for the new hearing aids.
I also spoke to our Union Solicitors
Carroll & O’Dea - in particular Mr
Scott Dougall - about the matter and
was informed that there have been
other cases of insurers claiming they
had no record or referring to incorrect
claim numbers in their responses.
Those that know Les know that he is a
very determined person.
Les wanted me to let others know of
the importance of keeping your records
handy even years later and to
deal with the Union Solicitors who
can also retain your records safely.
If he hadn’t, it is doubtful he would
have received his new hearing aids.
United Summer 2021 • 39

USU CONTRIBUTIONS
2022
INCOME THRESHOLDS
Arrow-Do
2022 - METROPOLITAN COUNCIL/ AUSGRID/ PRIVATE SECTOR PICNIC TICKET RATES
Annual Quarter Month Fortnight Week
A Full (earning more than $709.80pw) 600.60 150.15 50.05 23.10 11.55
B 75% Rate (earning $709.80pw or less) 455.00 113.75 37.92 17.50 8.75
C 50% Rate (earning $473.20pw or less) 309.92 77.48 25.83 11.92 5.96
D 25% Rate (earning $236.60pw or less) 164.84 41.21 13.74 6.34 3.17
2022 - REGIONAL & ENERGY NON PICNIC TICKET RATES
Annual Quarter Month Fortnight Week
E Full (earning more than $709.80pw) 580.84 145.21 48.40 22.34 11.17
F 75% Rate (earning $709.80pw or less) 435.76 108.94 36.31 16.76 8.38
G 50% Rate (earning $473.20pw or less) 290.68 72.67 24.22 11.18 5.59
H 25% Rate (earning $236.60pw or less) 145.60 36.40 12.13 5.60 2.80
2022 - AIRLINES MEMBERS INC PICNIC TICKET ($8.80pa levy applies)
Annual Quarter Month Fortnight Week
I Full (earning more than $709.80pw) 609.40 152.35 50.78 23.44 11.72
J 75% Rate (earning $709.80pw or less) 463.80 115.95 38.65 17.84 8.92
K 50% Rate (earning $473.20pw or less) 318.72 79.68 26.56 12.26 6.13
L TAB & Agencies - Casuals Per Hour: 0.35 All rates include GST.
M TAB & Agencies - Junior Casuals Per Hour: 0.24
For more information contact
the USU on 1300 136 604.
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:
Payroll Deduction:
Direct Payment:
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.
Members’ contributions are deducted from their pay and forwarded to Union office (where
the employer provides this facility)
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 2021

United Summer 2021 • 41

42 • United Summer 2021

CHRISTMAS MAZE!
COLOUR ME IN
GREAT
PRIZES TO
BE WON!
SANTA’S REINDEERS WORD SEARCH
Winners will be awarded in the following categories:
Ages 8-12 years and Ages up to 7.
Send your entry to: USU Kids, Level 7, 321 Pitt St, Sydney
for your chance to win some great prizes. Winners will be
published in the next edition of United.
Name:_____________________________________
Age: _ _____________________________________
Address: ___________________________________
__________________________________________
C A Z A A X P A D M A Q
O N R D A O R W A A A B
M J A V A A A H E R A U
E A V I X N N A A U A S
T A A X A A C A H D B A
A I A E A A E E A O L H
O D O N N E R A R L I G
A A A A A V A A A P T F
A U C U P I D A J H Z A
N A A M A G A E A R E K
A S D A S H E R C A N O
Comet
Dasher
Dancer
Prancer
Vixen
Rudolph
Blitzen
Cupid
Donner
United Summer 2021 • 43

44 • United Summer 2021
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 2021

United Summer 2021 • 45

46 • United Summer 2021
NEW SOUTH WALES LOCAL GOVERNMENT, CLERICAL, ADMINISTRATIVE,
ENERGY, AIRLINES & UTILITIES UNION
SUMMARY OF THE FINANCIAL REPORT FOR THE YEAR ENDED 31 DECEMBER 2020

United Summer 2021 • 47

Don’t miss out
USU PICNIC DAY FUN
11 March
2022 at
Taronga
Zoo!
All financial metro members of
the USU are entitled to Union
Picnic Day off work with pay*.
On top of that, members and
their families can attend Taronga
Park Zoo on the day for FREE!
Join online at
www.usu.org.au/join
or talk to your delegate!
YOUR PICNIC DAY TICKET IS ON YOUR CARD!
2021/22
USU General Secretary Graeme Kelly OAM • USU President Glen McAtear
* Your USU membership card is your ticket to Picnic
Day 2022. You will be asked to scan your QR code on
the back of your card.
Whether you are entitled to a paid day off depends
on your Award or Agreement. If in doubt talk to your
USU Organiser or contact the union on 1300 136 604.
FIND OUT MORE:
www.usu.org.au/picnic2022
DON’T MISS OUT!
MAKE SURE YOUR DETAILS
ARE UP TO DATE - VISIT
WWW.USU.ORG.AU/
MEMBERS-ONLY