United magazine

UNITED 

Official journal of the United Services Union • Summer 2022 

Conference 2022: 

Strength built 

by struggle 

Award 2023: 

Stay up 

to date! 

Looking 

to a better 

future 

The USU 

saved 

my job 

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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. 

WORKING TOGETHER 

EXECUTIVE 

President: Glen McAtear 

Vice President: Sharon Sewell 

General Secretary: Graeme Kelly OAM 

Treasurer: Ross Crawford 

Alex Baker, Alby Bordignon, Raffaele Catanzariti, 

Carl Cleaver, Larry Freeman, Katie Gillen, Arthur 

Jenkins, Stephen Mulholland, Natalie Piggott- 

Herridge, Adair O’Brien, Jim O’Malley, Anna Maria 

Saglimbeni, Thao Tran, Glen Wallace, 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 & Airlines: Narelle Rich 

Manager Industrial, Rules, Governance 

& Compliance: Daniel Papps 

Legal Special Projects Officer (Metro): Sean Szabo 

Industrial Officer: Bill O’Kell 

Training Officer: Vacant 

Metro Organisers: James Evans, Sue Kealy, Sandie Morthen, 

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: Jessica Minshall 

Social Media Officer: Hannah Mercer 

Support Team: Emma Chandler, Jenny Chen, 

Alex Conneely, Katie Su 

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: Jed Lawton, 

Jason Mitchell 

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: Shane Blacksell 

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: Vacant 

What a great moment! Our USU 

Executive working together - in person 

- at our conference in August. 

They say you don't know what you've got 

until you lose it and that was certainly 

true during the last few years. 

While the USU continued to work hard 

on behalf of our members throughout 

the pandemic, it was difficult not being 

able to stand alongside our comrades. 

Our conference was a great opportunity 

to come back together and reset our core 

values and goals. 

We had some impressive speakers: Chris 

Minns, NSW Opposition Leader; Wayne 

Wood, Secretary ASU Western Australian 

Branch; Wendy Tuckerman, NSW Minister 

for Local Government; Mark Morey, 

Secretary Unions NSW; Chris Bowen, 

Minister for Climate Change & Energy; 

and Greg Warren, NSW Shadow Minister 

for Local Government. We even had the 

Prime Minister Anthony Albanese speak 

to delegates via video link. 

But the real highlight for me was talking 

to our great delegates who gathered 

from around NSW and the ACT. That is 

what being union is all about. 

Our conference focused on the future - 

forging strength through struggle. 

2022 has been an enormous year and 

STRENGTH BUILT BY STRUGGLE: 

Your USU Executive is excited 

about the challenges ahead 

2023 promises to be even bigger. 

We are ready, and our officials, alongside 

our amazing delegates and wonderful 

members are up for the task ahead. 

Many of the battles we face are the 

ones we have faced for decades. A 

fair wage, a safe workplace and decent 

conditions. However this year 

has become even harder with the rising 

cost of living crisis hitting many 

Australian families. 

We are focused on the need for decent 

wages, whether that is our 

emergency services members, our 

private sector members, our energy 

members, our airlines members or 

our local government members. 

We head into 2023 well into Local 

Government Award 2023 negotiations 

and we know that those negotiations 

will be tough, with threats 

to the 35-hour week and changes to 

the grievance procedures already on 

Local Government NSW's agenda. We 

know there is more to come but our 

team of negotiators are ready. 

I join Graeme and the Executive in 

wishing all members and their families 

a great Christmas and a strong 

and happy new year. 

USU President Glen McAtear 

2 • United Summer 2022

WHAT A YEAR! 

LOCAL GOVERNMENT MUST BE SUSTAINABLE: 

Graeme Kelly OAM with local government 

representatives including Cr Linda Scott, 

Cr Darriea Turley AM, Mayor Khal Asfour, 

General Managers Matt Stewart, Troy Green 

and Scott Phillips in Canberra in September 

It has been quite a year! As life has started to get back to 

normal we have been able to focus more on the future. 

It has been a struggle for many but we have had some 

remarkable highlights, one being the election of a federal 

Labor government, led by Anthony Albanese. 

This election result changes the focus for many Australian 

workers as this government moves forward on significant 

Industrial Relations reforms that will see Australian workers 

have a greater say while also protecting important values 

such as the BOOT (Better Off Overall Test) being applied to 

all agreements protecting workers across all sectors. 

Crucially we now have a federal government that embraces 

rather than fights wage increases - especially for 

Australians most in need. We have a government that will 

listen to workers and their unions. 

The key to a better future is decent wages that keep up 

with the cost of living. How do we do that? In local government 

we will be negotiating Award 2023. We also need to 

make sure our sector remains sustainable. 

In September, I was part of a national delegation that 

met with Prime Minister Anthony Albanese, Minister for 

Skills and Training Brendan O’Connor, Ministers for Local 

Government Catherine King and Kristy McBain seeking 

increased funding for local government and significant investment 

in skills and training. 

At our National ASU conference held in November 

I moved a motion on Local Government Financial 

Sustainability. In summary the motion read: 

"The ASU recognises that the financial sustainability 

of local governments across Australia continue to be a 

challenge and has been undermined by Commonwealth 

funding arrangements that are no longer fit for purpose." 

The National Conference endorsed a commitment to lobbying 

the federal government to implement measures aimed at 

improving the financial sustainability of local government: 

• Financial Assistance Grants should be set to at least 

1% of aggregate Commonwealth tax revenue 

• Reform the local government financial system 

• End cost shifting 

• A federally funded trainee and apprenticeship scheme 

• Establishment of a Fair Jobs Code 

• Amendments to National Disaster Funding 

• Inclusion of local government as a permanent 

member of National Cabinet 

• Rate capping should be abandoned as a matter of 

priority. 

• The Regional Employment Development 

Scheme should be reintroduced. 

• Ensure a national Energy Transition 

Authority is federally funded 

and established. 

SCAN THE QR CODE TO 

READ THE FULL MOTION 

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 2023. 

USU General Secretary Graeme Kelly OAM 

United Summer 2022 • 3

WINNING AT PARRAMATTA 

Let’s talk! The USU ensures members are consulted at Parramatta. 

The City of Parramatta Council has 

been going through a major position 

description re-design beginning 

with the large operational workforce. 

Most of these position descriptions 

have not been updated for 15 or 

more years, even though Council has 

changed significantly and many members’ 

jobs are very different. 

The USU has worked with Council to 

ensure that the process is highly consultative, 

that members have a USU 

representative at every discussion on 

their Position Descriptions, and that 

members have been able to have 

their say on any renewals or changes. 

This open, consultative process has 

led to an increase in USU membership 

across departments and the election 

of new workplace delegates. USU 

presence at Parramatta continues to 

grow. 

By working 

together 

the USU 

has ensured 

members at 

Parramatta 

have a say 

on how their 

positions are 

re-designed. 

INNER WEST AQUATICS 

RETURNS IN-HOUSE 

Inner West Council recently resumed 

control of all of its Aquatic Centres. 

Last year, Council resolved to bring all 

Council aquatic centres in-house and 

provide better services and more options 

for Inner West families. 

The USU applauds this approach of 

Council to expand on in-house services 

which has seen the Annette Kellerman 

Aquatic Centre in Enmore and the Fanny 

Durack Aquatic Centre in Petersham 

move to Council management. This has 

seen 90 new staff welcomed into the 

Inner West Council family. 

“When Annette Kellerman and Fanny 

Durack Aquatic Centres recently came 

back under Council management, we 

had an opportunity to harmonise all 

aquatic services,” Inner West Mayor 

Darcy Byrne said. 

“At a time when many councils are 

walking away from public pools, here 

in the Inner West we’re taking the opposite 

approach.” 

This will mean all Council’s five aquatic 

centres will now share harmonised 

services and benefits. 

The USU continues to campaign for 

Council Services by Council Workers. 

This decision by the Inner West has not 

only seen benefits to the community 

but sees the addition of new roles and 

improved employment conditions. 


AWARD 2023 - FIGHTING 

FOR A BETTER FUTURE 

The USU continues to hold Award update meetings to ensure members are kept in the loop about the 

ongoing Local Government Award negotiations. In the metropolitan area, meetings are underway and 

will continue over coming weeks. 

Canterbury Bankstown 

The first meetings were held at 

Camden and Canterbury Bankstown 

Councils on the 18th of October. 

Meetings have also been held at 

Randwick and Waverley with more 

meetings planned as we go to print. 

The USU truck was in attendance to 

remind members of how important 

the Award negotiations are. 

While negotiations are in the early 

stages, it's important that USU members 

are kept up to date at every 

stage. All Metro members are asked 

to keep an eye out for meeting details 

as well as the USU truck as it travels 

around Sydney! 

Remember only Union members can 

vote on the Local Government State 

Award 2023 so join now to make sure: 

Check-sq 

Check-sq 

Check-sq 

You stay up to date 

on developments 

You know when update meetings 

will be held at your council 

Your vote counts! 

Stay up to date with Award 

negotiations at www.usu. 

org.au/award2023/ 

There was a 

great turnout 

of members to 

hear about the 

negotiations 

for the new 

Award. Our 

truck really 

spread 

the message. 

Canterbury Bankstown 

Waverley 

Randwick 

Camden 


FIGHTING THE 

COST OF LIVING: 

CARRATHOOL 

MEMBERS WIN 

PAY INCREASE 

Members at Carrathool Shire 

Council had an impressive win 

with all staff below Grade 9 of 

the salary system receiving a pay 

increase. 

Council has had an ongoing struggle 

to recruit and retain staff. 

With serious competition coming 

from the both the mining and private 

sector, Council was severely 

struggling to fill positions. 

Following meetings with our 

members, USU Organiser Brian 

Harrington met with Council's 

General Manager and reinforced 

the key issue that wages in the 

operational area need to be 

increased. 

Through ongoing negotiation 

with Council management an 

agreement was reached that 

will benefit all staff paid between 

grade 1 and 9 of the salary 

system. 

Anyone paid below grade 4 will 

now receive an automatic increase 

to a grade 4 rate of pay. 

All who are paid between grade 

4 and 9 will receive a one grade 

increase. 

This means that the lower paid 

staff will receive an increase between 

2 and 2.5%. This is a real 

win for our members and assists 

Council in being able to ensure it 

provides secure, well paying jobs 

for our members into the future. 

LET’S WORK TOGETHER! 

Former USU Educator Narelle Rich 

has been appointed as the Manager 

of Energy, Utilities, Private Sector, 

and Airlines. 

When Narelle started her first job 

on 18 November 1991 she joined 

the USU, working in libraries and as 

an Executive Assistant up until 2007. 

During this time, she was a workplace 

delegate before commencing as a 

USU Organiser, representing members 

on the mid north coast of NSW. 

In 2014, Narelle took on the USU 

Educator role and loved every minute 

of it, especially seeing delegates flourish 

in their workplace. She has now 

moved into this Manager role. 

Narelle is looking forward to the task 

APPLE WORKERS 

REJECT ROTTEN DEAL 

We did it! 

USU/ASU members banded together across Australia and voted against 

Apple’s subpar Enterprise Agreement. Almost 70% of workers voted NO to 

Apple’s proposal in the ballot. A huge congratulations to USU/ASU members 

for this epic victory. 

USU/ASU members voted no because Apple wouldn’t listen to their workers 

and didn’t fix the basic problems in their proposed agreement. This included: 

Arrow-ci 

Arrow-ci 

Arrow-ci 

Arrow-ci 

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No guaranteed pay increases for most employees 

Wage increases for those who do get them would only be 2.6% when 

inflation is above 7%! 

The flawed classification structure that does not consider the complexity 

of the work performed by Genius Bar and Backstage workers 

Cuts to weekend and overnight shift allowances and penalties 

No guaranteed consecutive days off 

ahead, supporting officials, delegates, 

and members to continue to grow the 

USU and negotiate a better deal for 

our members. 

“I am incredibly proud of the work 

I have already done to support our 

members and I look forward to continuing 

that,” Narelle said. 

Thank you to each and every USU member who had a conversation with a colleague, 

put up posters and engaged with the workplace issues that affected 

themselves and their colleagues. 


FIGHTING LIVERPOOL CITY 

COUNCIL RESTRUCTURES 

USU Organiser Sandie Morthen 

talks to members about the 

importance of being united. 

The USU was alarmed in 

August to find out unofficially 

that Liverpool City Council 

was planning a massive organisation-wide 

restructure that 

would see over 100 jobs lost 

and the pay rates of many others 

slashed. 

There had been no consultation and 

the Award was not being followed. 

The USU immediately sprung into action, 

organising member meetings, 

correspondence and ultimately an 

industrial dispute to stop the restructure 

proceeding. 

During these proceedings Council 

finally agreed to place the restructure 

on hold and carry out proper 

consultation. 

This consultation is still ongoing 

however the USU is pleased that the 

majority of changes have been abandoned 

by Council at this stage. 

This was only achieved through the 

hard work of USU members who attended 

both face-to-face and online 

meetings whenever they were asked. 

The USU will continue to ensure that 

Liverpool City Council follows the 

Local Government State Award 2020 

and that the rights of our members 

are protected. 

Our truck on the streets of Liverpool. 


NSW Emergency Workers Wages Campaign 

ABOLISH THE CAP! 

With public sector wage increases capped at 2.5%, the USU says enough is enough. Premier Perrottet 

supported a 10% increase for his ministers and MPs while workers such as Emergency Services Call Takers 

and admin staff remain tied to the cap set 10 years ago. Our members deserve more than “thanks”. 

In April this year, the NSW Premier 

Dominic Perrottet was forced to defend 

to budget estimates the decision 

to award increases of between 

$5,000 and $160,000 to 61 of his 62 

MPs. 

Cabinet Ministers received an extra 

increase of between $140,000 and 

$160,000, plus allowances on top of 

their base wage. 

The Premier outlined his justification 

for these increases like this: 

“If you take on extra roles and responsibilities 

in your parliamentary 

duties, there is an additional entitlement 

that’s provided in respect of 

those roles.” 

Emergency Services Call Takers and 

admin staff all took on extra work and 

responsibilities, working throughout 

the pandemic. Don’t they deserve additional 

entitlements? 

This Premier also pressed hold on the 

2.5% wages cap during the pandemic 

which saw Public Sector Employees 

receive nothing more than a thank 

you. 

This is the same wages cap that had 

been in place for more than 10 years 

and goes nowhere near keeping up 

with the costs of living. Isn’t it time to 

remove this cap and provide a decent 

wage increase for these Public Sector 

Employees so that they can keep up 

with the cost of living? 

Emergency workers need to be able 

to negotiate a proper wage increase 

that provides professional recognition 

for the valued work that they 

do, not one that forces them to trade 

off hard fought working conditions 

in order to find cost savings for the 

Ministry of Health. 

OUR CAMPAIGN 

The USU calls on the state government 

to abolish the public sector 

wages cap so the USU can properly 

negotiate wages for NSW Ambulance 

employees that reflect the important 

roles they do. 

For information about the USU 

Emergency Worker Campaign and to 

become involved visit www.usu.org. 

au/we-deserve-more. 

Now is the time to come together to 

fight for better pay and conditions, 

so talk to your colleagues because 

Emergency Service workers are worth 

more than thanks! 

USU WIN NEW TEAM LEADER 

USU members and officials worked together with local 

management to create the position of Team Leader in 

the Southern NSW Ambulance Control Room. 

“A few weeks ago I had my first really really traumatic 

call. I was trying to de-escalate such a distressing 

situation over the phone, and it was so difficult. I was 

so grateful that we have a team leader now, because 

she was able to provide the support I needed. 

"My colleagues and I have found it so helpful having 

someone who is an expert in our job, who can help 

us with the really challenging stuff. Just knowing that 

Bianca is there when you need her is so reassuring.” 

- Elizabeth, USU member (Wollongong) 


STEPHEN’S SERVICE RECOGNISED 

As reported in our Winter edition 

former USU President Stephen 

Birney was awarded a Member of 

the Order of Australia (AM) for his 

services to Industrial Relations, 

Trade Unionism, Local Government 

and the community. 

On 13th of October I was honoured 

to accompany Stephen and his wife 

Paula to the award ceremony at 

Government House. 

Stephen’s contribution to our organisation 

and its members will always 

be remembered, he will always be a 

champion of the worker. 

- Graeme Kelly OAM 

Graeme Kelly OAM with NSW 

Governor Margaret Beazley AC KC, 

Stephen Birney AM and his wife Paula. 

CELEBRATING EMILY’S DEDICATION 

In 2020, USU Organiser Emily Callachor passed away unexpectedly at a young 

age. Emily is remembered as a dedicated unionist, an outstanding organiser 

and a voice for those who needed one. In her memory the USU established 

the Emily Callachor Award presented each year to a female delegate who embodies 

the traits Emily showed. 

The winner is invited to spend four weeks working with the USU to see firsthand 

all the areas of work we perform. 

The inaugural winner in 2021 was Julie Yates from MidCoast Council. Julie is 

both a workplace delegate and a member of the USU’s Women’s Committee. 

Julie’s prize was delayed until March 2023 due to Covid. 

The USU is pleased to announce that Julie will be joined by Thao Tran who is the 

2022 winner of the Award. Thao is a delegate at Ausgrid and is also a member 

of the USU Executive. Thao was nominated by a work colleague who wrote: 

“I don’t want to nominate myself - I want to nominate THAO TRAN 

who works at AUSGRID. Thao is an amazing USU delegate who 

epitomises all of the traits for the recipient of the Emily Award. 

Thao works hard to protect her fellow colleagues while also being 

an awesome Ausgrid employee in Procurement. Thao has 

always fiercely represented the USU in my workplace and has 

been at the forefront of representing staff at Restructure 

etc. Thank you Thao you are an inspiration to all of us! 

Thank you for your unwavering dedication to standing 

up for workers' rights!” 

The USU is excited and looking forward to working with 

both Julie and Thao in March 2023! 

USU Organiser 

Emily Callachor 

The inaugural winner in 2021 

Julie Yates 


HELPING MY WORKMATES 

Teachers Health delegate Julia Huh talks about why she loves being part of the union. 

My first real job was working at Coles as a teenager where 

I became involved with the union, and where I first experienced 

the power of unions. I realised that compared to 

my other friends who worked at Woolworths/Maccas/etc. 

the pay and working conditions were much better. I came 

to learn that it was because of the high union membership 

at the time. 

My background is Korean and there isn’t the legal freedom 

with unions there, in some cases taking action can 

mean jail. Regardless of this, a lot of my relatives were 

involved in strikes and mass actions to enact needed 

changes – workers’ safety, working conditions and pay – 

as everyone should have right to safe and fair work. So, 

I think it’s amiss if I don’t get involved in the union when 

we have more legal privileges. 

So when I joined Teachers Health and found that it was a 

union job, I really wanted to get involved with the union. 

After some time, I asked to be the delegate to get behind 

the scenes and learn. Also, I wanted to advocate for any 

employees that might need union help. I’m now part of 

the second EBA negations, and I have learnt a lot. I thoroughly 

enjoy advocating for our union members and making 

sure that our rights are protected. 

TWO NEWCASTLE ICONS MERGE 

Two of the most well known and successful Newcastle based organisations have merged. 

Newcastle Permanent Building Society, founded in 1903, and Greater Bank (previously known as Greater Building 

Society), founded in 1945, recently announced that following a vote by both organisations’ eligible members (customers) 

the two entities will now become known as Newcastle Greater Mutual Group Ltd effective 1 March, 2023. 

Despite the name change for the combined entity, both brands will continue to operate, and several undertakings were 

given regarding the future of employees in both brands. 

The most important undertakings in relation to USU members in Newcastle Permanent and Greater Bank are: 

Check-sq 

Check-sq 

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No forced redundancies for two years from the merger date; 

No reduction in the number of branches for two years; 

Head offices and contact centres will remain in the Hunter. 

Although the undertakings give USU members some certainty in the short term, the USU will be continually monitoring 

and seeking involvement in any changes to branch, contact centre or head office structures and staffing during, and 

after, the critical dates. 

USU members are encouraged to ask their workmates to join the USU to ensure our 

collective voice is heard when management is considering workplace changes. 

Julia Huh: I think 

it’s amiss if I don’t 

get involved in 

the union when 

we have more 

legal privileges. 


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United Summer 2022 • 11 

L2028-11/22

IT’S AN EMERGENCY SO 

WE’RE ALL HELPING OUT 

USU officials travelled to Moama in October to visit members like 

Jesse Vevers (pictured right), who were hard at work protecting 

their communities during the intense flooding. 

“We’re on 24 hour rolling flood watch shifts 

out here at the moment. 

Day shift is 12 hours, night guys are doing 10 

or 11 hours, and then people come and cover 

in the morning. It goes by quickly though because 

we’re constantly manning these pumps 

and checking the water levels. When we were 

preparing, setting up all the pumps and sandbags, 

the unknown of how bad it was going to 

be, it was really stressful. 

Because we’re in an emergency we’re all 

helping out. Even the indoor office workers 

are coming out, paired up with us, to help 

out. I was with the CEO’s assistant the other 

day, it was good for them to see what we do. 

It’s really brought us all together.” 

- Jesse Vevers, USU member 

Murray River Council (Moama) 

THE USU SAVED MY JOB 

“I’ve worked in energy for decades, and have always been a 

member of the union, because back in the day we all were. 

I’d never had any trouble at work, and I never thought I’d 

need the union’s help. Until I did. 

My boss decided they wanted to get rid of me, and that the 

easiest way to accomplish that would be to implement a 

‘performance management plan’ without even telling me. 

There had never been any issues with my performance, so I 

really didn’t see it coming. 

Thanks to her connections, Melissa knew this was happening, 

and she knew exactly what to do. I was just so worried 

about my job, it was really emotional and I had no idea how 

to proceed. Having Melissa with her clear perspective was 

such a huge support for me. I quickly realised that HR aren’t 

there to support workers - all they cared about was protecting 

the company. I’m so grateful that I had the support of 

Melissa and everyone at the USU. I wouldn’t have kept my 

job without her help.” 

- Michelle Ford, USU member (Newcastle) 

In August, the USU was contacted by Michelle Ford 

(pictured left), a member working in the energy industry, 

who was incredibly grateful for the support 

provided to her by USU Organiser Melissa Pond. 


100% MEMBERSHIP AT RANDWICK 

Australia is well known for its great 

beaches, and the lifeguards at 

Randwick City Council look after 

beaches along the east coast including 

Maroubra Beach, Coogee Beach, 

and Clovelly Beach. These are some 

of the most beautiful beaches in NSW 

and the lifeguards at Randwick work 

hard to ensure that all visitors stay 

safe during their time at the beach. 

Recently, USU Organiser James Evans 

caught up with all full time and seasonal 

lifeguards to speak with them 

about their workplace rights and 

entitlements, and how they want to 

protect and improve their conditions 

at Council. During the meeting, all of 

the full time and seasonal non-members 

joined the USU and they elected 

two new delegates. This is the first 

time that all full time and seasonal 

lifeguards at Randwick have joined 

the USU, and the first time in many 

years that they have elected new 

delegates. 

Across Randwick City Council, more 

and more workers are joining the 

USU with an increase of over 20% 

in union membership at the Council 

in the past six months. Members 

and delegates are also getting 

more organised and the Workplace 

Organising Committee is up and running 

again so they can organise how 

to improve conditions and address issues 

at work. Currently, members are 

working on addressing staffing issues 

at Council to ensure that they have 

adequate staffing and resources to 

do their work. 

In October, Tweed Shire Council held their inaugural Financial Wellbeing 

Expo which was open to all staff. Financial wellbeing is about being in control 

of your day-to-day finances and having the financial freedom to make 

choices that allow you to enjoy life. The USU fully supported this great 

initiative and USU Organisers Danielle Kelly and John Hickson (pictured) 

attended the Expo and spoke with members. 

The Expo covered important financial issues such as: managing your superannuation; 

making outstanding leave balances work for you; mortgages, 

including first home owner schemes and buying an investment property; 

financial benefits of union membership; transitioning to retirement 

and preparing wills and assigning power of attorney. 

Representatives from a range of organisations had stalls on site and there 

was plenty of free food, coffee, entertainment and lucky door prizes to 

top off a great event. 

During the meeting, all of the full time and 

seasonal non-members joined the Union 

and they elected two new delegates. 

POWER IN THE UNION 

There is power in the union, and this 

power comes from standing firm with 

and supporting your co-workers. With 

strong membership and new delegate 

structures in place, the lifeguards at 

Randwick stand together collectively 

and are prepared to address any issues 

that come up at work, as well 

as support other areas in addressing 

issues across their workplaces at the 

Council. 

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CELEBRATING ANN BOWEN: 

45 YEARS OF USU MEMBERSHIP 

On Tuesday 1 November 2022, USU 

General Secretary Graeme Kelly 

OAM presented longtime member 

Ann Bowen with a Certificate 

of Recognition for over 40 years of 

membership along with a 40 year 

Badge of Honour. 

Ann Bowen started her 45 years as 

a union member (firstly with the 

Federated Clerks Union, then with 

the United Services Union) in 1977 after 

graduating from the University of 

NSW with a Bachelor of Arts degree 

Ann in 1977 

with a major in Industrial Relations. 

Ann worked for the FCU for two years 

as a Research Officer preparing cases 

for claims to improve wages and working 

conditions. Hot topics at the time 

were: equal pay for equal work; a 

shorter working week; and maternity 

leave. All topics that are still relevant 

today, 45 years on. Ann’s obvious talent 

in the industrial sphere earned 

her a promotion to the position of 

Industrial Officer, where her advocacy 

in the industrial courts triggered an interest 

in her subsequent career of law. 

In 1979, Ann set out to study for a 

Bachelor of Law at the NSW Institute 

of Technology, resigning from the FCU 

to take up the role as Industrial Officer 

for the Australian Broadcasting 

Commission Staff Association that 

looked after most of the 4,000 ABC 

staff. Ann further broadened her 

skills and experience representing a 

diverse membership to state and national 

Association executives, honing 

her negotiating skills in areas of work 

value, productivity and wage relativity 

whilst writing and presenting reports 

of legal research and submissions. 

Ann’s desire to expand her skills and 

knowledge saw her resigning from 

the ABC Staff Association in 1982 for 

the position of Training Officer with 

the Trade Union Training Authority. 

Here, Ann branched out into the field 

of adult education devoting a considerable 

amount of time to running 

practical courses for workplace union 

representatives in various metropolitan 

and country centres across NSW. 

1984 was a prescient year for Ann. 

After graduating from NSWIT with a 

Bachelor of Law, Ann took leave from 

TUTA and continued to grow professionally, 

completing the Practical 

Legal Training Course at the College 

of Law. Ann commenced a Master of 

Law degree at the University of Sydney 

and was admitted as a Solicitor of the 

Supreme Court of NSW. In 1985, Ann 

Graeme presented Ann with a 

40 year Certificate of Recognition 

and Badge of Honour 

worked as a solicitor in private practice 

with Bowen & Gerathy, alternating 

her time between the city and 

suburban branch offices and working 

on a variety of criminal and civil matters. 

In 1987, Ann was admitted to a 

Master of Law at Sydney University 

and she continued to work as a solicitor 

with Bowen & Gerathy. She became 

a full equity Partner in 1990 and 

when the firm merged with another 

law firm and became Shaw Reynolds 

Bowen & Gerathy. 

Growing up in Kensington, Ann is the 

eldest of eight children to parents 

Lionel Bowen (Deputy Prime Minister 

of Australia from 1983-1990) and 

Claire Bowen. 

The USU is honoured and privileged 

to have had such a leading legal light 

as our member for over 45 years, and 

we are sure that you will all join us in 

thanking and celebrating Ann for her 

dedication to unionism and to advocating 

for people in the many and varied 

aspects of her illustrious career. 

We will leave you with some words 

from Ann herself: "I am proud of the 

fact that younger staff members 

keep in touch and claim I was a 

good mentor. My union experience 

taught me well to treat people as 

you would have them treat you." 


USU@CUBIC 

A GREAT WIN FOR 

NEW MEMBERS 

Between April and October, EUPS 

organisers Melissa Pond and Troy 

Dunne, along with USU members 

Sherein Risk and Vaneesa Hagger, 

were on the negotiating committee 

to renew the Enterprise Agreement 

at Cubic Transportation Systems in 

Auburn. 

Over 18 meetings, backed by the 

strong support of the membership, 

the USU was able to achieve the 

following on behalf of members: 

✓ 

✓ 

✓ 

✓ 

✓ 

A three year Agreement 

with pay increases of 

4.1%, 3.1% and 3% 

Improved access to 

dispute settlement 

Afternoon shift workers 

will now retain their 

15% shift loading when 

taking annual leave 

Improved bereavement 

leave provisions in the 

instance of an immediate 

family member 

or child passing on 

Receiving the more favourable 

condition in the event 

the Agreement is inconsistent 

with the National 

Employment Standards 

These are significant outcomes 

in a business where the membership 

is relatively new to Enterprise 

Agreements. 

We send our congratulations and 

say thank you to Sherein, Vanessa 

and our membership at Cubic. 

ADVOCATING FOR 

ENERGY WORKERS 

In September 2022, USU Organiser Troy Dunne took part in the inaugural 

ENGIE Annual World Forum at ENGIE headquarters in Paris, France. 

In January of 2020, the USU, through its affiliation with Public Services 

International, was asked to nominate a representative to participate in the 

negotiation of a Global Framework Agreement with French utilities company, 

ENGIE. 

ENGIE employs approximately 2,000 people in Australia and formerly owned 

the Hazelwood Power Station in Victoria's La Trobe Valley. 

Throughout 2020 and into mid-2021, USU Organiser, Troy Dunne, took part 

in the negotiations of an Agreement to protect workers’ rights to belong to a 

union, have a safe workplace and be free of discrimination in any ENGIE workplace 

around the world, including Australia. 

In September 2022, Troy took part in the inaugural ENGIE Annual World Forum 

at ENGIE headquarters in Paris, France. 

The conference brought organisers and delegates from across the world together 

over three days to discuss the implementation of the Agreement. This 

included how to identify potential issues or breaches of the Agreement, and 

how to identify good workplace practices and to take measures to promote 

them globally. 

The conference delivered important key learnings for the USU regarding how 

we ensure the stability of our own grids in the National Energy Market as consumers 

increasingly turn to alternative sources of energy. A report has been 

delivered the USU General Secretary so that the USU can continue to advocate 

strongly on behalf of our members in the energy sectors. 


$ 

$13.8 Billion 

in lost or unclaimed super 

in Australia * 

Is some of it yours? 

Find out now 

eisuper.com.au/FindMySuper 

*ato.gov.au, 30 June 2020 

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 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.com.au/pds or by contacting us on 1300 369 901. You can obtain the Target 

Market Determination for the product from eisuper.com.au/tmd. 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. 50247_06/22 


FLEXIBILITY IN THE WORKPLACE 

An upside of the pandemic crisis 

forcing many workers to work from 

home is many members experienced 

first-hand the flexible work arrangements 

which are more conducive to 

a better work/life balance. As the 

pandemic continued and workplaces 

returned to normal, many employees 

tried to negotiate with their employers 

to keep their flexible working 

arrangements. 

The Energy, Utilities, Airlines and 

Private Sector Team has recently successfully 

negotiated flexible working 

terms in a number of our Enterprise 

Agreements, as well as worked with 

organisations such as nib and Essential 

Energy to introduce new policies that 

address flexible working and working 

from home arrangements. 

WHAT IS FLEXIBLE WORK? 

A flexible work arrangement is an 

agreement between an employer 

and employee/s that allows the 

employee/s to change the standard 

working arrangements to better accommodate 

the employee’s commitments 

outside of work. These 

arrangements usually encompass 

changes to the hours, pattern, and location 

of work. 

Flexible work arrangements are made 

between employee/s and the employer 

that enables control over when, 

where, and how work is accomplished. 

Common types of flexible work arrangements 

include but are not limited 

to: 

• Flexible hours of work 

• Compressed working week (four 

days instead of five) 

• Job sharing 

• Part time work 

• Purchased leave 

Essential Energy delegates 

• Time off in lieu 

• 9 day fortnight 

• Working from home or remote 

working 

The way these practices are generally 

negotiated is through Enterprise 

Agreements, employee/employer 

steering and consultative committees 

and or consultation between the employer 

and employees. 

Employees are increasingly seeking 

flexibility over when, where and how 

they work. Many employees consider 

flexibility to be a top priority alongside 

wages in Enterprise Bargaining 

Logs of Claims. 

THE BENEFIT FOR 

MEMBERS IS CLEAR 

• More time in members' days to do 

things for themselves 

• More time with family 

• Time to attend outside of work 

activities 

• Time to participate in children’s 

activities 

• Study time 

• Time to exercise 

• More time to prepare healthier 

choices for meals 

• Could be financially better off if 

working from home due to no 

travelling to and from work 

THE ROLE OF UNIONS IN 

FLEXIBILITY ARRANGEMENTS 

Unions play a key role in assisting 

employees in seeking flexibility 

arrangements. Unions: 

CHECK-CI 

CHECK-CI 

CHECK-CI 

CHECK-CI 

CHECK-CI 

CHECK-CI 

Regularly represent members who 

seek to negotiate Individual Flexibility 

Arrangements with their employers 

Represent members if a dispute 

arises around seeking a Flexibility 

Arrangement and can represent 

members in the Fair Work 

Commission over flexibility disputes 

Represent members as Bargaining 

Representatives in Enterprise 

Agreement negotiations 

Sit on Steering Committees or 

Consultative Committees to represent 

members and negotiate 

policy matters that can include 

workplace flexibility policies 

Represent members in consultation 

matters that can include changes to 

roster cycles which may implement 

rosters to better enable workplace 

flexibility, such as 9-day fortnights 

or compressed working weeks 

Can individually or collectively represent 

employees who are seeking 

better flexibility arrangements and 

can work with employees in strategising 

better ways for members to 

have flexibility in the workplace 

If you or someone you know is seeking 

better options around workplace 

flexibility you can contact the USU on 

1300 136 604 and we can put you in 

touch with a USU Organiser who can 

assist you. 


BULLYING AND HARASSMENT 

IN LOCAL GOVERNMENT 

DO YOU KNOW HOW TO REPORT IT? 

In 2019 the Union introduced our Bullying and Harassment 

form for organisers, delegates and members. Whilst there 

has been a general request by the Union for these forms 

to be completed when there are allegations of bullying 

and harassment in the workplace there has been a limited 

number of forms provided to the Union. 

This has raised some concern as there has been allegations 

of severe bullying and harassment in recent times 

that have led to dire consequences for the alleged victim/s 

including loss of time from the workplace and significant 

mental health issues. 

The form is designed to be easily understood and followed, 

although should a member have concerns about 

filling out the form can contact their local delegate or USU 

Organiser for assistance. 

The form assists the member and the Union in identifying 

the allegations and allows the Union to assist in resolving 

any allegation of bullying and harassment prior to the issue 

escalating. 

If there are allegations then it is better for the member to 

have notified the employer prior to any disciplinary issue 

being escalated. Further, there is a requirement prior to 

any investigation being conducted under the Investigation 

Guidelines for Local Government for the council to undertake 

a preliminary assessment and make a determination 

whether the matter should be investigated. 

When Council is making a determination to investigate 

possible unsatisfactory work performance or conduct, the 

factors that Council shall consider are (but not limited to): 

• Whether there have been concerns, threats or allegations 

made previously by any complainant; 

• Whether the complaint itself has been copied to others, 

thereby indicating that any allegation about work 

performance or conduct may be vexatious, punitive, 

or harassment; and 

• Whether there are any mitigating factors (for example 

drug/alcohol dependency, health issues including mental 

health issues, or family/domestic violence issues). 

Date: 

WHS RISK ASSESSMENT & 

CONTROL POLICY 

FORM FOR RECORDING ALLEGATIONS OF BULLYING 

AND HARASSMENT IN THE WORKPLACE 

POLICY/PROCEDURE WHS-05 

Name of member (Complainant): 

Purpose 

The purpose of this policy is to outline the United Services Union (USU) commitment to the continual improvement of 

Workplace Health and Safety (WHS) through the use of Risk Assessments and risk control. 

Occupation of member (Complainant): 

Employer Details: 

General Commitment 

The USU is committed to continually improving its WHS standards by conducting formal Risk Assessments. Please see 

attached form. 

Details of alleged Bullying and Harassment (e.g. type of alleged behaviour, by whom, how many times, 

when and where): 

The purpose of Risk Assessments is to identify any foreseeable hazards that have the potential to harm the health 

or safety of workers and others present at USU workplaces and to implement controls to eliminate or minimise such 

hazards. 

When is a Risk Assessment required? 

A Risk Assessment must be carried out: 

∑ immediately prior to using premises for the first time as a place of work, and 

∑ before and during the installation, erection, commissioning or alteration of plant in a place of work, and 

∑ before changes to work practices, procedures and systems of work are introduced, and 

∑ before hazardous substances are introduced into a place of work, and 

∑ while work is being carried out, and 

∑ when new or additional information from an authoritative source relevant to the health or safety of the workers of 

the PCBU becomes available, and 

∑ when information received through consultation with workers or their representatives indicates a hazard which 

requires assessment. 

∑ 

Who should carry out a Risk Assessment? 

Managers are responsible for ensuring that Risk Assessments are conducted in relation to the activities and places of 

work for all workers under their control. 

Are there witnesses who can support the allegations or who witnessed the 

alleged bullying and/or harassment? 

If yes, please list names and if possible contact details: 

☐ Yes ☐ No 

Risk Assessments are only to be conducted by persons who have received appropriate training or instruction in 

conducting risk assessments. 

Who must be involved in a Risk Assessment? 

A minimum of three (3) workers who are involved in the particular task or work site being assessed must be involved in 

the assessment. Where less than three (3) workers are involved in the particular task, the USU may consult with other 

organisations that undertake similar tasks in relation to the assessment. 

If the allegation involves a member against member complaint, advise the complainant that alternative 

Union representation can be arranged to avoid any conflict of interest. 

Appropriate workers must also be consulted regarding an assessment in accordance with the USU’s policy or 

procedure on WHS Consultation. 

Is alternative representation required? ☐ Yes ☐ No 

How is a Risk Assessment to be undertaken? 

All Risk Assessments are to be undertaken in accordance with USU’s WHS Risk Management procedures. 

If yes, contact the area Manager ASAP to make arrangements. 

How should risk be controlled? 

The following measures should be taken to control risk when the elimination of the risk is not reasonably practicable, to 

the lowest level reasonably practicable, in the order specified: 

Alternative representation arranged where required? ☐ Yes ☐ No 

Details of alternative representation: 

1. where reasonably possible substituting the hazard giving rise to the risk with something safer, 

2. isolating the hazard from the person at risk, 

3. minimising the risk by engineering means, 

4. minimising the risk by administrative means (for example, by adopting safe working practices or providing 

appropriate training, instruction and information), 

5. using personal protective equipment (PPE), which should always be considered a last resort. 

IND_015 21 November 2022 Page 1 

For a copy of the USU Bullying 

and Harassment form please see 

your local government delegate or 

organiser or scan the QR code. 

Page 1 of 5 

Should a member identify an issue of bullying and harassment 

by utilising the Union’s Bullying and Harassment 

Form then this allows the Union to investigate the issue 

and provide appropriate advice early on. 

This may be of critical importance rather than waiting until 

the Council determines to conduct an investigation, possibly 

imposing disciplinary action upon member/s when 

there may be a likely chance that the behaviours arose 

out of other mitigating matters. 

Further, should the issue be raised early then it may have 

significant potential impacts on the individual member including 

better mental health. 


EISS Super and 

Cbus Super prepare 

to join forces 

EISS Super and Cbus Super have signed a merger agreement 

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members to Cbus Super in May 2023. 

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Super help their members’ hard work pay off in retirement. 

Find out more 

eisuper.com.au/cbusmerger 

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 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.com.au/pds or by contacting us on 1300 369 901. You can obtain the Target Market Determination for the product from eisuper. 

com.au/tmd. 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. 50248 11/22 


WONDERFUL CELEBRATIONS 

AT WOLLONGONG PICNIC DAY 

On the 30th of September Wollongong City Council conducted its annual USU Members Picnic Day. After having been 

unable to do so for several years due to the pandemic, the delegates at Council decided to go all out. The event, held at 

Integral Energy Park, included a full amusement park with a number of rides, show bags for all children, several games, 

races and activities, and a number of prizes on offer. USU officials Aarron Vann and Stuart Geddes were in attendance 

to help the delegates throughout the day. 

Despite some weather scares, approximately 600 members and their families were in attendance and it was an excellent 

success. This is one of the largest picnic day events conducted in the state and the delegates at Wollongong City 

Council should be highly commended for the work they do in organising this event. 

Our new USU tents helped 

in the rain but nothing could 

stop the celebrations! 

GRAEME KELLY DROPS IN FOR BREAKFAST 

On the 29th of September General Secretary Graeme Kelly OAM, with officials Aarron Vann and Gary Vann attended 

the Ulladulla depot at Shoalhaven City Council to conduct a morning members' breakfast. Even in heavy rain, 

approximately 50 staff attended for the chance to have a discussion with Graeme and a bacon and egg roll. Graeme 

was able to report the USU position going into the current Award negotiations and reinforce that this award needs 

to be about increasing real wages to support our members through the current cost of living crisis. 

The event was a success and the USU thanks delegate Owen Dredge for his help organising the morning and even 

getting on the tongs to help out. 


ALWAYS DO A JOB WELL 

Murray USU Organiser Jason Mitchell recently 

visited retired member Donald (Duck) Bassett 

who spoke about how much has changed since he 

started working over 50 years ago: 

“My first pay check was $78 a fortnight. 

I was only 16 and a half, so I still lived at home. But sometimes 

I think it would’ve been cheaper to rent somewhere, 

because I was always trying to look after mum and get her 

new things. 

I was brought up by my mum and dad: if you do a job 

you do it well. And that first job was as a cadet gardener, 

looking after the rose bushes in Barellan. Then I moved 

to patching the roads, mixing our own tar by hand in a 20 

litre drum. You’d pour it into a wheelbarrow, dump it into 

the trailer and head out to the job. 

After that, I was on the grader for the dirt roads, because 

a lot of our roads weren’t tarred. In those days you had to 

operate it manually, with dust flying at you everywhere. 

And I did that for decades, all the roads within about a 

20km radius of Barellan. 

Things have changed a lot in my time. The first grader I 

had didn’t have air conditioning, so you had to have the 

doors open, which meant the dust went everywhere. We 

didn’t even have a water cart at first to help with compacting 

the dirt. The new ones now, it’s all joy-sticks and 

buttons to operate. 

53 years a USU 

member: Donald 

is congratulated 

by Jason Mitchell 

Donald and his 

grandson Rupert: 

“It seems that 

I’ve gone from 

full time work to 

a full time grandparent. 

Rupert 

insisted he had 

to have boots 

like pop, and the 

work shirt too. 

So that’s why 

we’re matching.” 

My dad worked at Council in Barellan too. He was a ganger, 

and he was always in the union. 

For me, being in the union was like my sick leave - if I 

needed it, it was always there as insurance for me.” 

Thank you Duck, from all of us at the USU, for your decades 

of membership and contribution to your local community 

and fellow workers. Enjoy your retirement! 

BRETT IS A CHAMPION 

Wollondilly Shire Council member Brett Cassidy represented 

Australia in the Masters of Rugby League 

tournament which took place in October 2022 in 

New Zealand. Brett was named captain of the team, 

which faced up against England and New Zealand. 

One of his workmates at Council says that Brett’s 

work and support for the USU is as hard as he plays 

the game and from the look of that photo he plays 

pretty hard indeed! 

PICTURED: Brett crashing through the defence 

line. Congratulations Brett you have done the USU 

proud! 


GOT A GRIEVANCE? 

IT’S CRUCIAL YOU LODGE A USU GRIEVANCE FORM 

USU Northern Manager Stephen Hughes discusses the importance of lodging a USU Grievance Form 

when seeking to have your grievance resolved. 

Unfortunately, issues can arise in a 

workplace where an employee feels 

that their rights or working conditions 

are not being met in accordance with 

their Award, Enterprise Agreement, 

Policy, Code of Conduct, EEO, WHS, etc. 

On many occasions this can be a mistake 

and not a deliberate action by 

the employer. 

On other occasions it certainly is a deliberate 

action by a supervisor, manager, 

HR, etc. to unjustly and illegally 

deny an employee their rights. 

Recently, I met with a General 

Manager and the Director of the 

Engineering Department of a Council 

to raise the matter of an employee 

allegedly being denied Bereavement 

Leave when their mother-in-law 

passed away. 

They were both appalled that an employee 

would be denied access to this 

leave and agreed to look into it and 

to rectify it as well as addressing why 

any supervisor would allegedly refuse 

to grant the leave request. 

This leave is provided for in the current 

2020 NSW Local Government 

State Award in Clause 22 Leave 

Provisions J. Bereavement Leave. 

This clause lists 10 categories of relationships 

that provide for four days of 

bereavement leave and another eight 

categories of extended family that 

provides for two days of bereavement 

leave. 

The employee who made the request 

was still in his first six-month 

• If the relevant supervisor cannot resolve a Grievance, you are entitled to have the matter 

referred to the head of the department or another authorised officer. 

• If the matter remains unresolved the General Manager is required to provide you with a written 

response which must include the reasons for not implementing any proposed remedy. 

• If the matter remains unresolved, please contact the USU who may take the matter further 

subjec to the Union’s policies and the merits of the case. 

• During the Dispute procedure the work practices existing prior to the Dispute or Grievance shall 

as far as practicable, proceed as normal. 

• You should be clear abou the outcome you are seeking. 

• Both sides should be honest, fair and reasonable abou the matters at issue. 

• Please note that the USU shall not pursue Grievances in respect of matters prescribed or 

prohibited under the Fair Work Act 2009 (Cth) or in respect of any conduct prohibited under 

such legislation, subjec to the application of such legislation. 

THREE COPIES OF THIS FORM ARE REQUIRED 

GUIDE FOR GRIEVANCE RESOLUTION 

STAGE 1 GRIEVANCE NOTIFICATION FORM 

ORIGINAL COPY FOR YOUR RECORDS 1 x COPY FOR YOUR EMPLOYER 

1 x COPY FOR THE USU ORGANISER TO BE FORWARDED TO INDUSTRIAL OFFICER 

EMPLOYER DETAILS 

NAME OF EMPLOYER 

EMPLOYER’S ADDRESS 

SUBURB POSTCODE 

NAME OF SUPERVISOR 

Supervisor’s Contact Number Fax number 

Date lodged with Supervisor 

Delegate’s Details - Only if you wish to be represented by a Delegate a this stage 

NAME OF DELEGATE 

WHAT TO DO IF YOU HAVE A DISPUTE OR GRIEVANCE: 

If members have a concern about an issue at work, we recommend they take the following steps: 

1. Keep notes, diary records and copies of any paperwork that are relevant to the issue. 

2. Talk to your local Delegate or Union official about the issue if there is any more information that 

you need, or if you generally need some support, such as in correctly filling in the grievance 

form listing what the grievance is as well as the remedy sought to resolve the grievance. 

3. If you choose to formally seek a resolution from your employer for the grievance issue/s to be 

resolved, use the USU Grievance Notification form – STAGE 1 – attached to this guide. KEEP AN 

ORIGINAL SIGNED COPY OF YOUR GRIEVANCE FORM FOR YOUR RECORDS. 

I wish to bring a Grievance to the Union’s attention and seek the assistance of the Union to resolve the 

matters. 

The Grievance relates to the matters as outlined in the STAGE 1 Grievance form attached. The result of 

raising the matter with the appropriate Supervisor or Manager:- 

No response was received 

The response received was inadequate 

Attempts to resolve the matter were unsuccessful. 

Provide an outline of what has happened since the Dispute or Grievance was lodged:- 

NB please add an attachment if you require more space 

STAGE 2 GRIEVANCE NOTIFICATION FORM 

New South Wales Local Government, Clerical, 

Administrative, Energy, Airlines & Utilities Union 

RE: COURT, COMMISSION OR TRIBUNAL PROCEEDINGS ON BEHALF OF MYSELF 

I understand that the Union exercises its own discretion as to whether it will undertake proceedings on my behalf. 

I understand that the Union wi l, from time to time, review and assess my claim both in terms of its prospects of 

success and in terms of negotiations for settlement. 

New South Wales Local Government, Clerical, 

Administrative, Energy, Airlines & Utilities Branch 

of the Australian Services Union 

I understand tha the Union will advise me as to its views on prospects of success and conciliation negotiations. 

I understand tha the Union may, in its discretion, decline or cease to act on my behalf in the event I either decline to 

conciliate, refuse an offer that the Union considers reasonable and the range of conciliation outcomes, fail to provide 

the Union with timely instructions, fail to appear at any pre-determined Court, Commission or Tribunal date or refuse 

to accept the advice provided by the Union. I understand limited circumstances costs can be ordered against me 

and I understand the Union wi l not pay such costs. 

I wish to bring to your attention a grievance. The Grievance relates to the matters as outlined below. I am 

committed to resolving the matter in accordance with the process outlined in the relevant Award, 

Agreement and/o referral Deed and seek a response to the matters raised within two working days. 

4. FOR RECORD KEEPING PURPOSES THREE COMPLETED COPIES OF THE GRIEVANCE FORM 

WILL BE REQUIRED: - 1 Copy to be provided to your Employer, 1 Copy to be retained by you 

for your records, and 1 Copy for your local USU Delegate with a copy to be forwarded by 

the Delegate to your USU Organiser should you require the assistance of the Organiser in 

resolving the grievance. The USU Organiser will ensure that a copy of the grievance and 

any supporting documents including any response from the employer, will be forwarded 

on to the USU Industrial Officer to be placed in a dispute file in our records. 

5. If you do not receive a response after 2 working days or are not satisfied with the response 

that is given, use the USU Grievance Notification form – STAGE 2 – to escalate the matter to 

a possible dispute. 

6. Once the Union receives the completed STAGE 2 form, together with the signed Waiver form 

authorising the Union to initiate proceedings, a Union official will contact you to discuss the 

Grievance further and the possible options to resolve the matter. 

7. If a matter cannot be resolved at the workplace level and the matter needs to be dealt with in a 

tribunal, assistance will be provided in taking the matter further, subject to the Union’s policies 

and the merits of the case. 

This form can be used by USU Delegates to raise general Grievances on behalf of several or all 

members. 

I understand the Union will also review its continued involvement in the matter having reviewed documents and/or 

witnes statements submitted by the Employer, and may decline or cease to act on my behalf in the event that my 

matter does not have reasonable prospects of success. 

Details of the Grievance are as follows:- *Please add an attachment if you require more space 

The remedy I / we seek is:- 

For my part, I wi l co-operate with the processes put in place by the Union and/or the Court, Commission or Tribunal 

including making myself reasonably available for interviews or the preparation of witnes statements. In this regard I 

appreciate that I may be required to confer from as early as 7.00am through to as late as 7.30pm. 

I know that I cannot presume that the Union wi l cover any travelling expenses or any forfeited earning in either 

attending before the Court, Commission or Tribunal for any purpose or in attending for interview. These expenses wi l 

not be recovered in any order of the Court, Commission or Tribunal. 

I understand it is my obligation to endeavour to find suitable work having regard to my education, vocational ski ls and 

training whilst an application for Unfair Dismissal is pending. I also understand it wi l be my obligation to continue to 

pay my Union fees whils the matte remains pending. 

Please outline in what regard the remedy was insufficient and what you are seeking: 

It may be, that the Employer wi l wish to be represented by persons who are legally qualified and I understand that it 

wi l be a the Union’ sole discretion as to whether the Union sha l authorise the expenditures of any monies for the 

purpose of providing assistance in either the preparation or presentation of this claim by persons who are lega ly 

qualified. 

I understand that the Union sha l in its own discretion decide which of its Officers sha l have conduct or carriage of 

my matter. I understand tha the Union reserves the righ to rea locate my matter to a different Officer from time to 

time due to the operational needs of the Union. Should the Union initiate proceedings on my behalf, I understand that 

the Officer who prepares my matter may not be the same Officer who presents my claim or advocates my claim in the 

Court, Commission or Tribunal. 

Appreciating a l the above I request the Union to at least initiate Court, Commission or Tribunal proceedings on my 

behalf. 

I understand that once my matter is concluded the Union wi l in normal circumstances archive my file and it wi l be 

destroyed in accordance with any lawful statutory legislation and the Union’s policy. 

I hereby accept a l of the above conditions contained herein without duress. 

Name: 

Membership No 

(please print) 

Signature: 

Dated / / 

8. KEEP A SIGNED COPY OF YOUR STAGE 2 GRIEVANCE FORM FOR YOUR RECORDS. 

I authorise the USU through its representatives to contact my Employer and take whatever steps 

are deemed necessary to protect my interests, after consultation with me. 

Signature Date / / 

USU Office Use 

Date received / / Only File 

Received by Response date / / 

Result 

Member Details: 

Print Name 

Address 

Suburb / Town Postcode 

Home Phone Work N o 

Email Mobile N o 

YOUR RIGHTS AND OBLIGATIONS: 

Every USU Award, Agreement and referral Deed contains a procedure for settling Disputes. These 

procedures apply the following principles: Remember Local Workplace Policy does not override your 

rights in the grievance and dispute resolution process as provided in the award or registered workplace 

agreement. 

Signature Date / / 

• Wherever reasonably possible, Grievances should be resolved at the local level first. 

“This document does not constitute a demand for a workplace agreement under the Fair Work Act 2009 (Cth) and does not 

promote or condone conduct prohibited under that Act. You are instructed to disregard any statement o representation to 

the contrary contained in this correspondence.” 

PLEASE ATTACH A COPY OF THE STAGE 1 GRIEVANCE FORM, plus all 

correspondence and any other material that relates to the Grievance. KEEP A COPY 

OF THIS FORM FOR YOUR RECORDS. 

• The Employer is required to respond to the Grievance in a reasonable time period. In some 

Awards, such as the NSW Local Government (State) award, time periods are set; in that case two 

working days. The USU recommends, wherever possible, initial attempts to resolve a Dispute 

should occur within two working days. 

• USU Members have the right to request to be represented by a USU Delegate or Official for any 

stage of the process. The USU strongly advises that you request to have a USU representative of 

your choosing with you at all times when meeting with your employer regarding any grievance 

issue. 

A Grievance Form outlining the 

problem and remedy sought is the 

best means of addressing issues. 

probationary period as a new employee 

and was concerned about the 

potential repercussions if he went 

over his supervisor’s head. 

Fortunately for him, his workmates 

raised the matter with the USU. 

In my experience of almost 40 years 

in NSW Local Government, which includes 

25 years as a USU official and 

14 years as a delegate, I have found 

that 90% of problems come from supervisors 

and/or HR who are acting 

without the full knowledge of their 

General Manager or Supervisor and 

are either ignorant of their employees’ 

rights and their obligations or are 

deliberately choosing to ignore them. 

These people generally hate the use 

of USU Grievance Forms which require 

a written response within two 

working days under the Award and, 

if unresolved, require the General 

Manager to write to the employee 

and the USU listing why it hasn't been 

resolved. 

General Managers generally dislike 

finding out that there are unresolved 

grievances and having to respond in 

writing because this demonstrates 

that the people responsible for preventing 

and resolving them haven’t 

done their job. 

The supervisors and/or HR staff who are 

in the wrong, don’t like having to justify 

their decisions to those above them. 

Our members need to understand 

that a grievance that lists the problem 

and remedy sought is the best 

means of addressing their issue/s. 

If there is fallout for a member as a 

result of raising the grievance, the 

USU can list a dispute for victimisation 

and freedom of association under 

sections 210 and 211 of the NSW 

Industrial Relations Act. 

Raising the grievance in this way can 

help stop the problem in its tracks until 

it’s resolved through negotiation, 

conciliation or arbitration as the status 

quo is meant to remain until the 

matter has been resolved. 

While non-union members have the 

right to raise grievances with their 

employer, the current NSW IR Act 

doesn’t permit them to escalate an 

Award grievance to the Industrial 

Relations Commission as a section 

130 dispute even if the employer is in 

breach of the Award. 

Only Union members have this right. 


“The past two years have certainly been tough, and our members have shown great strength. Our 

theme at our 2022 conference held in August was “Strength built by Struggle” and the members of the 

mighty USU have a lived experience with that struggle during this global pandemic. 

USU members can be proud of the strength they have shown delivering on behalf of communities, 

whether it be in transport, administration or keeping the power on, to local government maintaining 

hundreds of services including during bushfires and flood. Our members can hold their heads high.” 

- Graeme Kelly OAM 

CONFERENCE 2022: STREN 

PM Anthony 

Albanese 

spoke to 

delegates via 

videolink 


“Thank you for a wonderful 

Conference Graeme, I learnt so 

much and I enjoyed myself as 

this was my first Conference.” 

Endeavour Energy delegates 

Tracey Turner and Renée 

Degiorgio with Graeme Kelly 

GTH BUILT BY STRUGGLE 

It was great 

to have our 

sponsors there 

to talk to 

delegates 


OUTSTANDING DELEGATES 

RECOGNISED AT CONFERENCE 

Each year at Conference the USU recognises 

the work our delegates do 

every day for their fellow members. 

In 2022 three delegates were nominated 

for USU Delegate of the Year. 

Daniel Welsh from Essential Energy 

was awarded USU Delegate of the 

Year and also ASU National Delegate 

of the Year (see page 28). 

“I recognise the great work of all delegates 

and thank our three nominees 

for their outstanding commitment.” 

USU General Secretary Graeme Kelly 

OAM said. 

Daniel Welsh 

Essential Energy 

Energy & Utilities Branch 

Energy, Utilities & Private Sector 

Mick Mitchell 

Tweed Shire Council 

Northern Branch 

Northern Region 

Ron Dodwell 

Wingecarribee Council 

Southern Branch 

Southern Region 

RECOGNISING OUR LIFE MEMBERS 

The following members were awarded United Services Union Life Membership at the 2022 Conference. In addition, 

the 2021 recipients were acknowledged as they had been awarded outside of the regular conference period 

due to Covid. We congratulate and thank them all for their enormous contribution to the Union and its members. 

We also congratulate our Certificate of Merit recipients. 

2022 Life Membership Recipients 

BRANCH AWARD NAME & WORKPLACE 

Murray Life Membership Fred Kelsh, Greater Hume Shire Council 

Newcastle Life Membership David Williams, Cessnock City Council 

Newcastle Life Membership Ken Sewell, Port Stephens Council 

Newcastle Life Membership Max Bugden, Central Coast Council 

Newcastle Life Membership Matt Sheargold, Central Coast Council 

Newcastle Life Membership Allan (Cecil) Bailey, Cessnock Council 

Newcastle Life Membership Dave Hall, Central Coast Council 

North Western Life Membership Peter Hurst Coonamble Shire Council 

North Western Life Membership Terry Rankmore, Bourke Shire Council 

Southern Life Membership David May, Wollongong City Council 

Sydney Metropolitan Life Membership (State & Federal - ASU) David McDonald, Inner West Council 

Sydney Metropolitan Life Membership Geoff Payne, Penrith Council 

2021 Life Membership Recipients 

New England Life Membership (State & Federal - ASU) Bernardo Lynch, Walcha Shire Council (posthumous) 

NSW C&A Life Membership (State & Federal - ASU) Sigrid Meades, Illawarra Taxi Network 

Southern Life Membership (State & Federal - ASU) Scott Peterson, Wollongong City Council 

Sydney Metropolitan Life Membership (State & Federal - ASU) Russell Woods, Liverpool City Council 

Sydney Metropolitan Life Membership Karen Nicholls, Inner West Council 

2022 Certificate of Merit Recipients 

Newcastle Certificate of Merit Stuart Slough, Central Coast Council 

Newcastle Certificate of Merit Chris Smith, Singleton Council 

Northern Certificate of Merit Julie Schipp, Clarence Valley Council 


2022 NEW GEN AWARD 

CHARGED! 

The USU congratulates the recipients 

of this year’s USU New Gen Committee 

and Active Super Apprentice/Trainee of 

the Year and Mentor of the Year awards. 

This year’s awards were “supercharged” 

with Active Super providing the financial 

prizes of $2500 for the Apprentice/Trainee 

Award and $500 for the Mentor Award. 

USU New Gen 

Coordinator Luke 

Hutchinson, USU 

President Glen 

McAtear and Active 

Super Chairperson Kyle 

Loades congratulate 

Wade Russell. 

The 2022 Apprentice/Trainee of the 

Year has been awarded to Wade 

Russell, a Heavy Vehicle Mechanic 

and Auto Electrician apprentice at 

MidCoast Council. 

Wade has been recognised for his outstanding 

apprenticeship application, 

and for being an engaged young USU 

member. This is demonstrated in the 

quotes included in his nomination. 

“I have found Wade to be a great USU 

member who has contributed input to 

some of our industrial updates and has 

supported his fellow workers both at 

work and socially.” 

“Wade is a very respectful young man 

and is well respected by his colleagues 

and is a credit to his generation and 

a great role model for all our other 

trainees.” 

On behalf of the New Gen Committee 

and in strong association with Active 

Super, the USU congratulates Wade as 

a very worthy recipient of this award. 

Are you a member aged between 

16 and 35 and interested in finding 

out more about the New Gen 

Committee? Contact USU Organiser 

Luke Hutchinson on 0419 761 323 

or lhutchinson@usu.org.au 

Without workplace mentors there would be less support for apprentices 

and trainees. This is why, alongside the Apprentice/Trainee of the 

Year award, a Mentor of the Year is also awarded. These awards were 

announced at the USU conference in September 2022. 

The 2022 Mentor of the Year is 

Andrew McGuirk, Field Supervisor 

at Newcastle City Council. 

While undertaking his role at 

Council, Andrew has continued to 

mentor and develop many apprentices 

and trainees over the years. 

This dedication is reflected in the 

quotes gathered by his nominators. 

“Andrew is a great mentor that keeps 

a level head and explains things 

well. Has heaps of knowledge that 

he is willing to teach and is always a 

friendly and approachable face.” 

“Andrew is a patient leader that provides 

our trainees with the encouragement 

and support they need as 

they are learning the skills required 

for their role. He is experienced 

and knowledgeable and is willing 

to share these things. Andrew leads 

by example, and through his actions 

and his shared wisdom, helps build 

USU New Gen Coordinator Luke Hutchinson 

congratulates Andrew McGuirk 

confidence and capabilities in our 

trainees as they work to become 

competent future leaders.” 

“Andrew will go out of his way to 

help all apprentices and laborers to 

achieve their goals. Shows a lot of 

respect to workers.” 

On behalf of the New Gen 

Committee and in strong association 

with Active Super, the USU congratulates 

Andrew as a very worthy 

recipient of this award. 


ESSENTIAL DELEGATE DANIEL WINS 

ASU DELEGATE OF THE YEAR 

With our national ASU conference being held in person again it was great to see USU Essential Energy delegate 

Daniel Welsh get the top gong this year. It is an amazing tribute to Daniel’s hard work on behalf of members at 

Essential Energy. ASU National Secretary Robert Potter and Assistant National Secretary Emeline Gaske were proud 

to present Daniel with his award. 

Daniel has been a USU delegate at 

Essential Energy for many years and 

has worked closely with USU organisers 

to develop his skills and knowledge 

to become a highly effective and 

well-respected senior delegate. 

Daniel is a great listener, with members 

saying he really understands 

them and is able to communicate 

how they see a situation to management 

on their behalf. 

COMMUNICATION IS KEY 

Most recently, Daniel wanted to 

be able to communicate with USU 

members during the 2021 Enterprise 

Agreement negotiations. He wanted 

members to be able to have a clear 

say in the negotiations. 

Daniel took on the role of providing 

communications to members, 

mapping the entire Essential Energy 

footprint. This was no mean feat as 

Essential Energy’s network coverage 

encompasses of 95% of NSW and includes 

96 depots across the state. 

As information was gathered at the 

EA meetings, Daniel was able to 

get that information out along with 

member surveys, invitations to Zoom 

meetings and delegate updates. 

We were able to achieve every member 

claim in the log of claims (five in 

total). As a true measure of success 

we received dozens of emails from 

members thanking us for allowing 

them to have a say and being listened 

to in the negotiations. For the 

first time non-field-based staff found 

a voice which delivered significant 

results for them. 

This could only have been 

achieved by Daniel’s 

ability in getting a direct 

communication network set 

up at Essential Energy. 

When we campaign on the things that 

matter the most, we see members respond 

strongly. Dedicated delegates 

like Daniel understand the members’ 

wishes and are willing to look at all 

avenues for effective collective action 

to achieve a result. 

Daniel’s ability to get strong attendance 

at Zoom meetings, strong results 

in surveys and feedback that 

could be tabled at negotiations that 

clearly demonstrated to management 

how deeply and widely these claims 

were felt, achieved the results that 

we saw in the negotiations all without 

having to take any industrial action. 

Not only is Daniel a senior delegate 

at Essential Energy but he represents 

the USU at a higher level as the Vice 

President of the Energy & Utilities 

Branch Committee of Management. 

He has also represented the USU as 

a delegate on various forums, most 

notably with the ASU on renewable 

energy reform. He visited Canberra 

with USU Organiser Troy Dunne as a 

USU representative in 2019 to discuss 

renewable energy reform along with 

ASU National Secretary Robert Potter. 

Daniel demonstrates his leadership 

skills throughout his union work. He’s 

professional and articulate. He collaborates 

with others, recognising 

and encouraging their strengths. His 

empathy, strength, principles around 

fairness and his respect for others on 

show. 


DAVE MCDONALD HONOURED 

WITH LIFE MEMBERSHIP 

At the ASU National Conference 

recently held in Tweed Heads, USU 

member Dave McDonald from Inner 

West Council was honoured with 

ASU Life Membership. 

Dave commenced his employment 

at the age of 15 as a garbo in 1970 

at Marrickville Council. Dave will retire 

after serving 52 years and three 

months, all as a garbo and in more 

recent times as the Waste Services 

Supervisor. 

Dave joined the Municipal Employees’ 

Union on his first day on the job and 

remains a union member to this day. 

Dave soon learnt that the conditions 

that you had you had to fight for, and 

he had many strong mentors like Barry 

McQillan, Clem Kennedy and the infamous 

Tom Domican. Industrial/ 

strike action was well structured and 

incisive when Council was belligerent 

and it is during those times that Dave 

honed his union delegate skills. 

Dave went on to represent his fellow 

union members for over 30 years and 

he never took a backward step - as it 

was in those times, he was respected, 

supported and the members always 

had his back when he went in to bat 

for a better work life balance. 

In February 1995 Council wanted to 

remove one truck off the run citing a 

very low darg. They thought it was going 

to be a relatively simple process. 

Dave and co-delegates McQillan and 

Kennedy planned their response and 

negotiations were still being fiercely 

contested some 14 months later - 

three industrial actions, 22 meetings 

and still no result. Under Dave’s leadership 

a bold plan to letterbox the 

Graeme congratulates Dave 

on this great achievement. 

ratepayers threatening a reduction 

in the service caused mayhem with 

council lifting their offer to resolve 

the matter. This was Dave’s signal that 

the pressure was to be ramped up - 

walking the runs was the order, which 

saw every run fail to be collected on 

a daily basis, rubbish was piling up on 

the streets, ratepayers were screaming 

and the Mayor and Councillors 

were pretty upset. 

Calm heads prevailed and the members 

put an offer to senior staff to 

resolve the dispute - a new pay rate 

would need to be struck. In the midst 

of the dispute the Union put a new 

rate of pay $1113.00pw with further 

incentives of 22 cents for every new 

bin on every run to be added to the 

wages as bins were introduced. This 

arrangement delivered the highest 

rate of pay to any garbos in the metropolitan 

area at that time, resolving 

the dispute. 

It was well known that Dave 

went out of his way to mentor 

and assist younger blokes as they 

came into the cleansing section, 

commencing with the new recruits 

joining the union. Dave’s yard 

was always 100% unionised. 

Dave organised and planned picnic 

days and golf days for “members 

only” with every member encouraged 

to attend. 

For over 10 years Dave also participated 

on the Health and Cleansing department’s 

OH&S Committee as it was 

known back then, ensuring that members 

in cleansing had advanced safety 

equipment and appropriate plant. 

Marrickville Cleansing was always provided 

the latest and safest equipment 

as a result of Dave’s efforts. 

“I totally support Dave’s nomination 

as a Life member of the Australian 

Services Union,” said General 

Secretary Graeme Kelly OAM. “After 

52 years service including as a union 

member, over 30 years as the union 

delegate and safety officer, Dave 

McDonald deserves Life Membership 

of the USU and ASU.” 


AIRLINES CARRYIN 

The latter period of 2022 has been marked by ongoing 

bargaining across six workplaces in the airlines sector: 

Qantas, Virgin, Jetstar, Qantaslink, Rex and Australian 

Air Express. 

The one thing all passenger carriers have in common is 

extreme overwork. Many part time employees have complained 

about working far in excess of part time minimum 

contracted hours of work. Although long serving staff 

have acknowledged the inherent variability of part time 

hours of work, this nevertheless points to the rapid and 

(for many) unexpected increase in demand far beyond 

that anticipated by the management of some airlines at 

the beginning of the year. 

At many points throughout 2022, passenger airline activity 

exceeded 100% of pre-covid demand. This is the major reason 

driving a series of disputed matters with Qantas Group 

carriers. It is also the reason for the strain on morale, with 

high levels of unplanned leave and turnover of staff. 

QANTAS MAINLINE 

Qantas Mainline has been beset with multiple disputes 

arising from the decisions of management planning to 

continue with ideologically driven workplace changes, 

altering the skills mix of the workforce to management’s 

advantage. For example, constantly bringing in additional 

duties under the existing classifications of level 3 and 4 

staff. Level 3 Customer Service Agent’s (CSA’s) are being 

continually extended beyond the end of secondment positions 

into long term (apparently unnecessary) HDAs. 

Management appears to be actively working towards an 

outcome in which level 4 work will continue to be performed 

by Level 3 CSAs who are being utilised to fill additional 

requirements that could otherwise be fulfilled by 

permanent recruitment at level 4. The USU has engaged 

in consultation and correspondence with the employer 

regarding the continued use of secondments and HDAs 

without apparent operational necessity, which also serves 

to disadvantage part time level 4’s and others who seek 

opportunity for, or refresher training on, higher skilled 

level 4 functions. Management also appears to be making 

every effort to avoid the training of existing Level 4s 

in all areas of their existing skill descriptors, and instead 

insisting upon training and performance of marshalling 

which, while legal, does not make best use of level 4 skills. 

The entire impact of management’s coordinated efforts 

is to upskill level 3’s but potentially without the prospect 

of genuine career progression, while level 4’s languish 

despite appeals for additional training and are instead 

pressured by management to perform other duties. Most 

similarly to the entry-level issue, level 4 staff are also being 

pressured to use Storm X software for the purpose of 

initiating disrupt management and implementation of the 

same, which is an apparent breach of the Agreement if 

not at least compensated at level 5 rates of pay. Also, even 

if fully paid, some staff have indicated their intention to 

seek to reasonably refuse to perform the duties regardless 

of pay grade, on the understanding that the work is in 

excess of contracted duties. USU advice has been to exercise 

caution, comply if directed, and make protest known 

to the employer in writing to avoid allegations of willful 

misconduct. 

ROSTERING generally is the other major area of dissatisfaction 

among members. The USU has been notified 

by staff that some proposed rosters are allegedly in 

breach of the rostering clauses for shift workers under the 

Agreement, and has sought examples of actual rosters 

(prior to swaps) showing the excess of 80 hours per fortnight. 

Rostering errors also include notice of shift change 

at less than seven days of notice which the company 

claims it is entitled to implement, however the lack of additional 

allowance for this under the Agreement does not 

allow the company to impose such changes regardless. 

ANNUAL LEAVE policies post February 2023 have been 

announced and there has been some discussion of prioritising 

access based on seniority with an advanced 

window of opportunity to negotiate clash of applications 

prior to the processing in order of application. The USU 


G A HEAVY LOAD 

is concerned that while the current model is supposed to 

continue the standard practice of seniority based Annual 

Leave priority, the system too rapidly reverts to a non-seniority 

based system in areas of waitlisting. The problem 

with the system is that despite management claims to 

have scaled annual leave lines down in accordance with 

staff numbers, the pandemic created a backlog of unused 

annual leave which must be discharged and which will 

naturally be disproportionate due to the unusual circumstances 

preceding the change. Time in lieu usage has been 

agreed to mid week, two per day, and all week (Mon-Fri 

inclusive) according to operational requirements. 

Qantas ASU bargaining continues with participation by 

Kathy Asimakopoulos representing club and lounge staff. 

VIRGIN 

Virgin Australia has been subject to continuing discussion 

regarding pay errors to do with back pay, including the individual 

requirements to resolve back pay, and hopefully 

rectifying pay without exposing the impacted member to 

unnecessary additional taxation. 

THROUGHOUT 2022, 

PASSENGER AIRLINE 

ACTIVITY HAS 

EXCEEDED 100% OF 

PRE-COVID DEMAND 

Recently a member who experienced a pay error in excess 

of the Agreement threshold was informed by payroll 

that the error need not be rectified within the prescribed 

period because the matter arose from problems 

in “shift logic”. The USU forcefully rebutted this wrongful 

interpretation and management acquiesced to the member’s 

correct interpretation that she was indeed entitled 

to prompt/timely processing of the rectification and that 

her matter did indeed fall within the definition under the 

Agreement. 

Virgin Australia enterprise bargaining continues with the 

assistance of representation from Branch Committee of 

Management member Tara Stewart Greaney and also 

Karen Oviedo; the bargaining representatives from the 

USU branch membership travel to Brisbane for regular enterprise 

bargaining sessions with Corey Rabaut from the 

ASU National Office. 

JETSTAR 

Jetstar employees were extremely fatigued by the most 

recent school holidays peak period, which was worsened 

by following as it did from the construction works within 

Terminal 2 and the overcrowding. 

Jetstar consultation continued and at a local level made 

reference to a broader consultative outcome achieved for 

members: the “pre-sale” technique allowing more senior 

staff priority access to annual leave while still ensuring 

that more recently employed staff do not simply perpetually 

accrue excess leave balances. Projected roster errors 

for full time and part time staff have also been raised by 

delegate Bruce Rogers. Management has acceded to the 

evidence that it was miscalculating and has given undertakings 

to implement a fix and not repeat the mistake. 

The USU Jetstar delegate Bruce Rogers has also successfully 

lobbied management to the point that a proposed 

new delegate bulletin board has been accepted in accordance 

with the delegate’s cited agreement clause, which 

will assist members and the USU in prompt easy availability 

of campaign information. 

Jetstar EBA bargaining continues, led by ASU National 

Industrial Officer Corey Rabaut, with all relevant states 

participating and NSW USU members represented by 

delegate Bruce Rogers and additional USU bargaining 

representative Darien Cincotta. Because bargaining was 

most recently in Sydney, USU Organiser Thomas Russell 

was fortunate to be able to briefly attend as an observer, 

otherwise interstate bargaining sessions are attended by 

Bruce and Darien. 

QANTASLINK AND REX 

Qantaslink bargaining continues and draft clauses are being 

sought. Rex, like other airlines is plagued with heavy 

workloads, clearly in excess of part time minimum hours 

of work. 


SIX MONTH TRIAL 

SAFETY WIN 

FOR WASTE 

WORKERS 

The changing of start times from 0430hrs to 0345hrs 

for Recycle Workers at Canterbury-Bankstown 

Council’s Anzac Street Depot delivers safety all round. 

Recently, the USU campaigned on behalf of our members 

who work in the Recycling Team at the Anzac Street Depot 

at Canterbury-Bankstown Council. 

The members were concerned after a serious accident 

where two staff members were injured. The incident 

raised serious concerns in relation to staff safety, operational 

safety and work efficiency. 

Staff were seeking an earlier start to facilitate the operation 

of trucks in a more traffic-free environment which 

reduces the risk of similar accidents in high volume or 

peak time traffic. Additionally, trucks would be able to 

access areas with less vehicle traffic which increases the 

safety of staff, reduces the risk of damage to council vehicles, 

diminishes the negative effect of traffic flow and 

increases efficiency. It would also reduce the exposure of 

recycling truck drivers operating in areas such as school 

speed restricted zones and clearways. 

The USU negotiated on behalf of the members and as a 

result, a six-month trial period, with monthly reviews, was 

agreed upon. Discussions with management throughout 

the trial resulted in positive feedback. It is expected the 

early start will shortly made a permanent fixture. 


MIDCOAST COUNCIL 

2022 PICNIC DAY FUN 

Nothing was going to stop the picnic day celebrations at MidCoast Council! On Friday 14 October 

2022 MidCoast Council held their Union Picnic day. Due to the vast distances and the size of MidCoast 

Council the Committee organises two functions to make sure everyone has a great day. USU Delegate/ 

MidCoast Council Picnic Committee representative Julie Yates provides a quick report on the fantastic 

day where members mingled and celebrated being part of the union family. 

Members travelled by coaches and enjoyed the day at 

Manning Valley Race Centre for a day race meeting. 

Members appreciated the horse racing and lunch on a 

beautiful day. 

Members in the Stroud area enjoyed the sunshine with 

bowls, golf and lunch at the Stroud Golf Club. 

Both of these functions were well supported by USU 

members and their partners. This is a great day for employees 

to catch up and socialise. 

Arrow-Ci Committee members Carly Landers and Julie Yates 

out in style with Leanne Jones and Naida Guy. 

ARROW-CI A great day: Committee 

members Bret Menser 

and Naomi Reeves 

with Bryson Farley. 

Arrow-Ci All smiles: Committee member Mervyn 

Emerton with USU Organiser Damien Welsh. 

MidCoast Council USU Organiser Damien Welsh was in attendance 

at the Race Day to support the function and socialise 

with the Council members in an informal capacity. 

Of course these functions never happen without a hardworking 

committee – the committee has had great feedback 

and the 2023 functions are already in discussion. 

Arrow-ci Jeff Blanchard, Sean 

Sanders and Bec Blanchard 

enjoy the day. 


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 supporting USU members throughout NSW. 

Whether we assist you with a workers compensation claim, a personal injury claim, 

wills and estate issues, family law or a property transaction, we’ll complete your work 

to the highest standard. 

Michael Barnes 

Partner 

Scott Dougall 

Partner 

Peter Lleonart 

Partner 

1800 059 278 

enquiry@codea.com.au 

www.codea.com.au 

34 • United Summer 2022 

Liability limited by a scheme approved under Professional Standards Legislation 

Level 18, 111 Elizabeth Street, Sydney New South Wales 2000

INDUSTRIAL DEAFNESS – LISTEN UP! 

Many USU members are exposed to noise 

in the course of their employment. These 

members can be at risk of developing industrial 

deafness. This condition was traditionally 

known as boilermaker’s deafness. 

It was classically considered an occupational 

disease and on one view in terms of 

occupational risk had many similarities to 

the phrase “as mad as a hatter”. This was a 

reference to workers engaged in hat manufacturing 

who were exposed to mercury. It 

affected their mental health. 

Industrial deafness in layman’s terms involves 

sound waves striking the middle ear. 

The middle ear includes of three ‘soft’ bones 

which are known as ossicles which transfer 

the vibrations of the eardrum into waves in 

the fluid membranes of the inner ear. 

The sustained effect of the loud noise can 

cause the three ossicles to become brittle 

and less effective. Age can also cause these 

ossicles to become brittle. 

Industrial deafness arises by a slow process 

which is often not noticed by the member 

although may be noticed by their family or 

their workmates because the worker is repeatedly 

saying “what did you say” or in relation 

to the television they are continually 

“turning it up”. 

Wearing hearing protection is not a complete 

answer to the risk of developing 

industrial deafness however, of course it 

is a prudent and appropriate work safe 

practice. 

Members should ask the question as to 

whether any hearing loss is work related. It 

may be the loss is not related to noisy work 

at all. 

We need to bear in mind that noisy work 

can range from operating a whipper snipper 

on a regular basis through to sitting too 

close to a photocopier day in day out. 

As with any medical condition, the first step 

may be to see a GP for an assessment and 

that may involve a referral to see an audiologist. 

Some employers arrange for annual 

hearing tests. All employers do not necessarily 

make available the results of the hearing 

assessments. At times, the member will 

simply be told that they should seek additional 

medical advice. 

At times, the member can be told they are 

at risk of being stood down from duty as 

they may be considered a safety risk if you 

do not get an assessment as to what is happening 

in relation to their hearing. 

If that happens, the member should contact 

the USU immediately and seek a referral 

to Carroll & O’Dea Lawyers. 

We recommend, apart from any discussion 

with your general practitioner, that you 

secure a referral from the USU to Carroll & 

O’Dea to discuss your hearing loss with us. 

We will take a history of your employment, 

including any noisy employment, clarify 

your current working arrangements and review 

any history of past medical treatment 

associated with hearing loss and prior 

claims. 

At no cost to yourself, we will refer you to an 

audiologist for an assessment and we will 

review that assessment from the perspective 

of whether it supports that you have a 

hearing loss in the nature of industrial deafness, 

supports a claim for hearing aids and/ 

or potentially supports a claim under section 

66 for whole person impairment. This is 

an allowance for non-economic loss. There 

are significant constraints on how many 

section 66 claims a member may pursue. 

If the hearing loss is severe and is affecting 

your capacity to earn then you may well 

have rights to weekly compensation. 

All of these are important matters that 

need to be reviewed in a timely way. 

If you have received advice to the effect that 

it is best to deal with your claim at the end 

of your working life or shortly after you have 

retired, this is WRONG. 

If you have received advice that you can 

simply wait many years after you ceased 

employment to bring a claim then this 

too is WRONG. There are time limits for all 

Workers Compensation claims including 

industrial deafness. 

There are legislative provisions that deal 

with a deemed date of injury for industrial 

deafness matters. The last day of your noisy 

employment may well be the deemed date 

of your injury and if you are not exposed to 

work noise thereafter in employment, then 

you cannot say any deterioration thereafter 

in your hearing be related to your 

employment. 

As mentioned above there are age-related 

hearing losses and those hearing losses 

are indistinguishable from noise related 

hearing losses. There is a condition known 

as presbycusis which has a very similar, if 

not the same effect as noisy work, on the 

ossicles. 

Accordingly, you can reach a tipping point, 

where your hearing loss is discounted for 

your age to allow for presbycusis. 

Many workers can suffer from a ringing in 

the ears or buzzing in their ears, this is tinnitus. 

It can be an insidious process and 

for which there is no quick or simple fix. In 

many circumstances where it is particularly 

challenging there are possible treatments. 

However, again there is a need to ensure 

that you are on the correct path to getting 

treatment and clarifying whether it is work 

related. 

Managing a claim for industrial deafness 

is a multi-step process. 

STEP 1 is for us to refer the member for an 

audiogram. 

STEP 2 is a review of the audiogram and 

advise the member as to its relevance and 

advice as to possible legal options. 

STEP 3 as appropriate if the employer 

is in the NSW Government Workers 

Compensation Scheme to secure an IRO 

grant where at no cost to the member 

there can be a referral for a comprehensive 

report to be prepared by an ear, nose and 

throat specialist. 

STEP 4 is to review the report with the 

member and as appropriate make a demand 

for the hearing aids or as appropriate 

whole person impairment. 

After a demand has been made, it’s a 

question of reviewing the approach that 

the insurer adopts. Many of the matters 

can resolve and become administrative in 

character. 

Some matters have to be contested and 

are dealt with before the Personal Injury 

Commission including considering matters 

such as: 

1. Is the employment noisy; 

2. Is the hearing loss of the nature of industrial 

deafness; 

3. What is the extent of the hearing loss; 

4. Are hearing aids reasonably necessary. 

Some workers suffer a hearing loss due 

to exposure to a sudden loud or explosive 

noise and that’s known as “acoustic 

deafness”. 

A similar process is undertaken although it 

needs to be understood it is clear that the 

impact on the hearing is due to a single 

sudden explosion or event as distinct from 

a slow accumulative effect of noisy work. 

MEMBERS SHOULD REFLECT ON: 

1. Their own perception of whether they 

have suffered hearing loss; 

2. Their understanding of their own 

working environment; 

3. If there is a concern, secure a referral 

from the USU for a review at no cost as 

to possible legal options. 

We are confident as we have the team 

that can assist in these issues including referring 

you to an audiology practice with 

which partners such as Scott Dougall, Peter 

Lleonart and our Michael Barnes have been 

working with for 15 years or more. 

If hearing loss is of concern to you or a fellow 

member, then it’s time to talk to your 

union and get the referral so we can review 

your options. 

Delay does not assist. The clock may be ticking 

against bringing a claim. 

You should call the USU on 1300 136 604 for 

a referral to Carroll & O’Dea Lawyers. 

By Michael Barnes, Partner 


RIVERSIDE RESORT AT PORT 

OUR MOTEL IS OPEN 

Despite the floods that damaged our resort our 

location is still one of the best in the state. 

While we are still working on an open date for our 

cabins and caravan park, our motel is open for business. 

Contact us for more details. 

What about our Summer 2023/24 ballot? 

Our ballot ensures that USU members are given priority 

for accommodation during peak season. 

While our Ballot is not yet open we will be holding 

a Ballot in 2023. As soon as we are confident of 

an open date we will announce our Ballot to members 

via email, social media and our website at 

www.usu.org.au/ballot2023, so stay tuned! 

www.riversideresortatport.com.au | (02) 6584 9155 | riversideresort@usu.org.au 

USU SHOP IS TOPS 

Check out our online store today and shop for our 

selection of shirts, hoodies, hats, office accessories 

and more! All orders come with FREE postage. 

IT'S SO EASY! 

1. Head over to 

www.usu.org.au/shop 

2. Choose the gear that 

you would like to buy. 

3. Complete the payment - either 

direct debit or credit card. 

4. Bingo! You will receive 

notification that your 

goods are on the way. 

Check out the store at www.usu.org.au/shop 


A MAJOR USU WIN FOR NCC 

CIVIC THEATRE WORKERS! 

The USU celebrates a great win for USU members at Newcastle City Council’s Civic Theatre. 

Finally, after many years of USU campaigning and activism, 

an in-principle agreement has been resolved to transition 

ALL Civic Theatre based workers to the City of Newcastle 

Enterprise Agreement from the 1st of January 2023. 

Historically, there have been “hybrid” industrial arrangements 

in place for these City of Newcastle workers, with 

most employment conditions (including wage increases) 

derived from the Entertainment and Broadcasting 

Industry – Live Theatre and Concert (State) Award. The 

USU was not a respondent to this Award therefore we had 

been unable to make a direct application to have wage 

increases and other collective bargaining activities apply 

for these workers. 

Following successful USU negotiations, this in-principle 

agreement ends the industrial uncertainty and future 

ambiguity of these industrial arrangements. This resolution 

will also ensure no fellow USU members at the City of 

Newcastle will go for years without a wage increase and 

the ongoing benefits of collective bargaining. 

The USU congratulates the efforts of the workplace representatives 

at the Civic Theatre who worked with the 

USU to achieve this outstanding result. The USU formally 

recognises the following members who have excelled in 

representing their fellow members: 

Rod Bellamy, James Beech, Jon Peddie, Annette 

Faulkner, Luke Lovett, Lyndon Buckley, Riley 

Walpole, Gavin Pickles and Ross Warren. 

Their effort ensures ALL Civic Theatre workers will see 

significant increases in wages, conditions and certainty of 

future direct collective bargaining outcomes at the City of 

Newcastle. 

BEING COLLECTIVE COUNTS! 

USU membership has been integral in continually improving 

conditions of employment at City of Newcastle and 

this major outcome continues this record. 

The ONLY way this outcome was achieved was by the collective 

strength of USU membership! 

THESE ARE THE 10 MAJOR CHANGES 

UPON THE TRANSITION TO THE CITY OF 

NEWCASTLE ENTERPRISE AGREEMENT. 

✓ 

✓ 

✓ 

✓ 

✓ 

✓ 

✓ 

✓ 

✓ 

An average of 32% increase to base wages 

across all Civic Theatre activities and 

classifications following transition from 

Award base wages to City of Newcastle 

Enterprise Agreement Salary system. 

Casual Loading increase from 20% to 25%. 

Saturday penalty rates to apply – A first for Civic 

Theatre workers, with a commitment for an intended 

increase from 25% to 50% after 18 months. 

Roster review to be undertaken within 6 months. 

Transition of all current and previous service 

for all workers – portability of Long Service 

Leave for eligible workers. This will ensure increases 

based on the new increased pay rate. 

A specific schedule for Civic Workers included 

in the City of Newcastle Enterprise Agreement 

to cater for industry specific condition, such as 

late-night penalties (double time after midnight). 

Access to Show Holiday, half day before 

Christmas and Bank Holiday entitlements. 

Access to all other applicable City of Newcastle 

Enterprise Agreement entitlements. 

Ongoing certainty of USU coverage of all 

Industrial Arrangements – such as future 

collective bargaining activities, workplace 

representation, and dispute resolution. 

Guaranteed future wage increases and collective 

bargaining outcomes derived from 

City of Newcastle Enterprise Agreement. 

This is also a reminder of how the USU represents ALL 

workers at the City of Newcastle, irrespective of employment 

status or location. Casual, permanent, or part time 

we will continue to represent ALL workers collectively! 


LOCAL GOVERNMENT AWARD: ARE YO 

Now more than ever, especially during this “cost of living crisis”, it is important that you ensure you 

are getting paid correctly. The Local Government (State) Award 2020 identifies allowances and how 

they apply. The Union recently intervened across several councils to ensure members’ allowances 

were paid. Their stories are a timely reminder to make sure you are not missing out. 

A member recently contacted USU Organiser Jamie McKinnon in relation to 

the TOOL ALLOWANCE. The member had reviewed their payslips and realised 

that they had not been paid the tool allowance since they started their 

apprenticeship, some 2½ years prior. After discussions with other staff in the 

workshop, they discovered that the others had been paid this allowance from 

when they started. 

On advice from their USU Organiser, the member completed a stage 1 grievance 

form and handed it to their supervisor. Council responded with an offer 

of 10 weeks back pay. The member once again consulted the USU Organiser for 

advice. The USU Organiser was able to discuss this with the General Manager 

who agreed to pay the full amount of back pay to the member. 

Another instance of unpaid allowances occurred when a member noticed that 

they were not getting paid the correct ADVERSE WORKING CONDITIONS 

ALLOWANCE. The member accepted a new position at the waste transfer facility 

a year prior and didn’t think any more of it. After some discussions with 

his local delegate, the member submitted a stage 1 grievance for appropriate 

back pay of the allowance. Council responded to the member acknowledging 

the error and made the back payment in accordance with the Award. 

Too often, the USU is contacted by members who raise questions about their 

pay. All these calls clearly demonstrate that there are councils out there that 

aren’t paying their staff correctly. 

19 October 2022 

On 12 October 2022 the USU appeared in the Industrial Relations Commission and 

successfully had the Tool Allowances rates in the Local Government (State) Award 2020 

increased. 

THE NEW RATES ARE: 

Bricklayer 25.30 p.w. 

Carpenter & Plumber 35.40 p.w. 

Metal & Mechanical Trades 35.40 p.w. 

Painter & Signwriter 8.70 p.w. 

Plasterer 35.40 p.w. 

Clause 16(vi)(d) Insurance Value 2049.00 p.a. 

These new rates will apply from the first full pay period on or from 19 October 2022. 

Remember: these are the minimum rates allowed in NSW local government. You may work under a local 

agreement which has different rates for tool allowances. If you have any questions about your local rates 

or about your entitlement to a tool allowance speak to your local delegate or organiser 

Not a member? Join today and make sure you have a voice when the time comes to vote on the next Local 

Government (State) Award! 

Join today. 

1300 136 604 

www.usu.org.au/join 

MEMBER 

UPDATE 

LOCAL GOVERNMENT (STATE) 

AWARD VARIATION 

TOOL ALLOWANCE UPDATE 

The USU regularly releases updates 

concerning allowances and the correct 

pay rates. It is important that 

members take note of these flyers 

and check it against their payslips. 

If you believe that you haven’t been 

paid the allowance or the correct rate 

of pay for the allowance, we urge you 

to speak to your workplace delegate 

or USU Organiser. 

facebook.com/UnitedServicesUnion 

Authorised and printed by Graeme Ke ly OAM, General Secretary NSW Local Government, Clerical, Administrative, Energy, Airlines and Utilities Union 

Level 7, 321 Pitt St Sydney • Phone: (02) 9265 8211 • Facsimile: (02) 9261 2265 • Email: united@usu.org.au • Website: www.usu.org.au 

IT ALWAYS PAYS TO ASK! 

If you believe that you are entitled 

to be paid an allowance, make a request 

to your manager or supervisor 

for Council to correct any payment 

error, including any back payment 

you may be entitled to. 

However, members should not solely 

rely on Council correcting any nonpayment. 

If your Council claims that 

you are not entitled to payment of the 

allowance you have requested, speak 

to your delegate or USU Organiser to 

ensure that Council is correctly applying 

the relevant Award provision. 

38 • United Summer 2022 

Unfortunately, this is not always the 

case. 

Two recent matters in the Newcastle 

region demonstrate that Council does 

not always get it right. 

The first matter involved a member 

who was employed as a Recreation 

and Facilities Coordinator. The role 

was responsible for the planning, 

implementation and management of 

Council’s recreation and open space 

policies. Our member held a Bachelor 

of Engineering degree, and her work 

involved her applying her engineering 

skills to meet the job requirements. 

When she approached Council regarding 

payment of the CIVIL LIABILITY 

– ENGINEERING PROFESSIONALS 

ALLOWANCE in Clause 16(xv) of the 

Award, Council refused her request, 

claiming that her position did not involve 

the “direct application of engineering 

principles”. 

Our member contacted her delegate 

who then sought advice and assistance 

from the USU Organiser. 

continued p 39

U GETTING PAID YOUR ALLOWANCES? 

Once the USU became involved, 

Council agreed to pay the entitlement 

and back pay it to the date of 

the original enquiry by the member. 

After further discussion with the 

USU, the member requested that the 

allowance be backdated to her start 

date at Council – some 3½ years. 

Council reviewed their decision and 

agreed to back pay the allowance for 

the entire period of the member’s 

employment. 

RIGHTS WHEN ON LEAVE 

The second matter involved members 

at Council’s Waste Management 

Centre (WMC) and the non-payment 

of Level 2 ADVERSE WORKING 

CONDITIONS ALLOWANCE while 

members were on leave. 

A worker should be paid their 

“Ordinary Pay” while they are on 

Recently a member from the Mid 

North Coast contacted USU Organiser 

Damien Welsh regarding the possibility 

of having their position regraded/ 

evaluated due to the introduction of 

new technology and the advancement 

in skills needed to undertake the position. 

While gathering information 

Damien became aware that the member 

was not receiving the “LEVEL 2 

ADVERSE WORKING CONDITIONS 

ALLOWANCE” and had not received 

the payment for the entire time they 

had been working in the role. 

A grievance was lodged in relation 

to the allowance and possible backpay 

for the last five years that the 

member worked in the position. The 

grievance included photos of what 

annual leave. Ordinary Pay is defined 

in the Award at clause 4 and includes 

regularly paid allowances such as civil 

liability allowance, tool allowance and 

adverse working conditions allowance. 

When a member noticed that he was 

not paid his Level 2 Adverse Working 

Conditions allowance while he was 

on annual leave he sought advice 

from the USU. The member requested 

that Council investigate the nonpayment 

and rectify it, including the 

back payment of any unpaid allowances 

to all affected staff at the WMC. 

Council carried out an investigation 

and agreed that members were entitled 

to the allowance while on leave. 

Council rectified the matter and back 

paid the members to the date of the 

original request. 

The member sought further advice 

from the USU regarding the back 

POSITION REGRADE TO LEVEL 2 

ADVERSE ALLOWANCE PAYMENT 

was done daily, to provide evidence 

to management to prove that the allowance 

should be paid. The member 

went through his diary to work out 

from when the payment should have 

been paid. 

The grievance was submitted to the 

supervisor requesting the payment 

of “Adverse Working Conditions Level 

2” and the remedy sought was to be 

back paid for the entire time while 

in the position. Initially management 

didn’t want to pay the allowance, 

however after Damien showed 

management the photographic and 

diarised evidence of the work undertaken, 

the management representatives 

stated that they would support 

the payment and recommend to the 

payment. After receiving the advice, 

the member contacted Council and 

requested that the unpaid allowance 

be back paid for the full entitlement 

period – that being 6 years. 

Council has since agreed to the full 

back payment to all eligible staff at 

the WMC. 

CHECK WITH YOUR UNION 

If at any time, a member believes 

they are not being paid an allowance 

that they are entitled to, or if 

they are unsure whether they are 

entitled to the allowance, it is important 

that this question is asked of 

Council. However, a member should 

also check with their delegate or USU 

Organiser to ensure that information 

provided by Council is accurate and 

in accordance with the Award or relevant 

Enterprise Agreement. 

Director that payment be made. The 

Director immediately came back to 

the Organiser and said that the payment 

of the allowance would start 

immediately and confirmed that the 

back payment would be in the next 

pay run for the member. 

Following this conversation, the 

Director also mentioned that there 

may be a possibility to look at the 

evaluation of the position due to the 

changes, something that the USU 

Organiser said was already happening. 

The member has already received 

approximately $5,000 for seeking advice 

on the possibility of a position 

regrade/evaluation with the evaluation 

of the position still occurring as 

we go to print. 


USU CONTRIBUTIONS 

2023 

INCOME THRESHOLDS 

Arrow-Do 

2023 - METROPOLITAN COUNCIL/ AUSGRID/ PRIVATE SECTOR PICNIC TICKET RATES 

Annual Quarter Month Fortnight Week 

A Full (earning more than $723.98pw) 621.40 155.35 51.78 23.90 11.95 

B 75% Rate (earning $723.98pw or less) 473.20 118.30 39.43 18.20 9.10 

C 50% Rate (earning $482.65pw or less) 325.00 81.25 27.08 12.50 6.25 

D 25% Rate (earning $241.32pw or less) 176.80 44.20 14.73 6.80 3.40 

2023 - REGIONAL & ENERGY NON PICNIC TICKET RATES 


E Full (earning more than $723.98pw) 592.80 148.20 49.40 22.80 11.40 

F 75% Rate (earning $723.98pw or less) 444.60 111.15 37.05 17.10 8.55 

G 50% Rate (earning $482.65pw or less) 296.40 74.10 24.70 11.40 5.70 

H 25% Rate (earning $241.32pw or less) 148.20 37.05 12.35 5.70 2.85 

2023 - AIRLINES MEMBERS INC PICNIC TICKET ($8.80pa levy applies) 


I Full (earning more than $723.98pw) 630.20 157.55 52.52 24.24 12.12 

J 75% Rate (earning $723.98pw or less) 482.00 120.50 40.17 18.54 9.27 

K 50% Rate (earning $482.65pw or less) 333.80 83.45 27.82 12.84 6.42 

L TAB & Agencies - Casuals Per Hour: 0.36 

M TAB & Agencies - Junior Casuals Per Hour: 0.25 

All rates include GST. 

For more information contact 

the USU on 1300 136 604. 

The following regional councils have different picnic levies - Ballina 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. 



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Available on 50/20 and Homefast plans. T&Cs apply. 


Christmas 

COLOUR ME IN 

Coloring 

Winners will be awarded: 

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. 

Name:__________________________________ 

Age: _ __________________________________ 

Address: ________________________________ 

SUMMER 

HOLIDAY 

WORD SEARCH 

Find the words listed below and circle them. 

G B X F L I P F L O P S 

Y E Q S I C E C R E A M 

W A T E R M E L O N W O 

P C U A I G O G G L E S 

_______________________________________ 

HELP THE 

CHILDREN 

FIND THE 

PRESENT! 

SUMMER 

HOLIDAY 

WORD SEARCH 


GREAT 

PRIZES TO 

BE WON! 

O H S U N G L A S S E S 

SUMMER 

HOLIDAY 

O R S U N S C R E E N E 

L S A N D C A S T L E A 

J T L B E A C H B A L L 

WORD SEARCH 

S W I M S U I T K U A M 


G 

ICE CREAM 

B X F L 

WATERMELON 

I P F 

SUNGLASSES 

L O P S 

BEACH 

SANDCASTLE SWIMSUIT 

Y BEACH E QBALL 

S I SEAC E C RPOOLE A M 

SUNSCREEN FLIPFLOPS 

GOGGLES 


G B X F L I P F L O P S 

Y E Q S I C E C R E A M 




O R S U N S C R E E N E 

L S A N D C A S T L E A 

J T L B E A C H B A L L 

S W I M S U I T K U A M 



ICE CREAM 

BEACH 

BEACH BALL 

WATERMELON SUNGLASSES 

SANDCASTLE SWIMSUIT 

United Summer 2022 • 43 

SEA 

POOL

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 2022 

The Financial Report of the Branch has been audited in accordance with the provisions of the Fair 

Work (Registered Organisations) Act 2009. 

A copy of the Auditor's Report and Financial Report will be supplied free of charge to members on 

request. 

Certificates required to be given under the Act by the Accounting Officer and the Executive have 

been completed in accordance with the provisions of the Act and contain no qualifications. 

STATEMENT OF COMPREHENSIVE INCOME FOR THE YEAR ENDED 30 JUNE 2022 

Note 2022 2021 

$ $ 

INCOME 

Contributions 

Less Services Fee United Services Union 

69,459 

(69,459) 

63,819 

(63,819) 

Interest Income 27 9 

Contribution received for funding of Branch 

Profit on sale of property 

Other Income 

937,263 

463,713 

19,922 

925,804 

- 

67,309 

TOTAL INCOME 1,420,925 993,122 

LESS EXPENDITURE 

Depreciation 1,433 5,733 

Other Expenses 964,721 958,674 

TOTAL EXPENDITURE 966,154 964,407 

TOTAL COMPREHENSIVE INCOME FOR THE YEAR 454,771 28,715 

STATEMENT OF FINANCIAL POSITION AS AT 30 JUNE 2022 

2022 2021 

$ $ 

ASSETS 

Current Assets 694,637 135,510 

Non-Current Assets - 104,635 

TOTAL ASSETS 694,637 240,145 

LIABILITIES 

Current Liabilities 21,931 22,210 

TOTAL LIABILITIES 21,931 22,210 

NET ASSETS 672,706 217,935 

ACCUMULATED FUNDS AND RESERVES 672,706 217,935 

2 


STATEMENT OF CHANGES IN ACCUMULATED FUNDS AND RESERVES 

FOR THE YEAR ENDED 30 JUNE 2022 

Accumulated 

Funds 

Total 

$ 

$ 

Balance at 30 June 2020 189,220 189,220 

Total Comprehensive Income 

for the Year 28,715 28,715 

Balance at 30 June 2021 217,935 

Total Comprehensive Income 

for the Year 454,771 

Balance at 30 June 2022 672,706 

217,935 

454,771 

672,706 

AUDITORS' CERTIFICATE 

We certify that the above Summary is a fair and accurate Summary of the Financial Report of the 

Australian Municipal, Administrative, Clerical and Services Union, New South Wales Local 

Government, Clerical, Administrative, Energy, Airlines & Utilities Branch for the year ended 30 

June 2022. Our Auditors' Report dated 15 August 2022 on the Financial Report did not contain 

particulars of any deficiency, failure or shortcoming as referred to in the Fair Work (Registered 

Organisations) Act 2009. 

Bentleys Sydney Audit Pty Ltd 

Michael Payne 

Director 

Sydney 

Date: 15 August 2022 

3 


SUMMARY NEW OF THE SOUTH FINANCIAL WALES LOCAL REPORT GOVERNMENT, OF CLERICAL, ADMINISTRATIVE, 

NEW SOUTH WALES LOCAL ENERGY, GOVERNMENT, AIRLINES & CLERICAL, 

UTILITIES UNION 

ADMINISTRATIVE, SUMMARY OF ENERGY, THE FINANCIAL AIRLINES REPORT & UTILITIES FOR THE UNION YEAR ENDED 31 DECEMBER 2021 

FOR THE YEAR ENDED 31 DECEMBER 2021 

The Financial Report of the Union has been audited in accordance with the provisions of the 

Industrial Relations Act, 1991 (NSW) and the following summary is provided for members in 

accordance with Section 517 (2) of the Act as applied by Section 282(3) of the Industrial Relations 

Act, 1996. 

A copy of the Auditor's Report and Financial Report will be supplied free of charge to members on 

request. 

Certificates required to be given under the Act by the Accounting Officer and the State Executive 

have been completed in accordance with the provisions of the Act and contain no qualifications. 

In accordance with the requirements of the Industrial Relations Act, 1991 (NSW), the attention of 

members is drawn to the provisions of Sub-Sections (1) and (2) of Section 512 which read as 

follows: 

(1) A member of an organisation, or the Industrial Registrar, may apply to the organisation for 

specified information prescribed by the regulations in relation to the organisation. 

(2) An organisation must, on the making of such an application, make the specified information 

available to the member or the Industrial Registrar in the manner, and within the time, 

prescribed by the regulations. 

STATEMENT OF COMPREHENSIVE INCOME FOR THE YEAR ENDED 31 DECEMBER 2021 

INCOME 

Contributions 

Accommodation 

Note 2021 2020 

$ $ 

14,189,802 

435,179 

14,356,043 

673,107 

Interest 396,247 479,571 

Distributions from Financial Assets 72,955 47,093 

Other Income 746,444 625,558 

Surplus on Disposal of Assets 3,131,870 93,916 

TOTAL INCOME 18,972,497 16,275,288 

LESS EXPENDITURE 

Depreciation 826,370 797,533 

Employee Benefits Expense 7,579,533 7,717,357 

Other Expenses 5,505,278 5,435,227 

TOTAL EXPENDITURE 13,911,181 13,950,117 

NET SURPLUS FOR THE YEAR - GENERAL FUND 5,061,316 2,325,171 

Net Increase/(Decrease) in Fair Value Asset 887,732 (293,053) 

TOTAL COMPREHENSIVE INCOME FOR THE YEAR 5,949,048 2,032,118 

1 


SUMMARY OF THE FINANCIAL REPORT OF 

NEW SOUTH WALES LOCAL GOVERNMENT, CLERICAL, 

ADMINISTRATIVE, ENERGY, AIRLINES & UTILITIES UNION 


STATEMENT OF FINANCIAL POSITION AS AT 31 DECEMBER 2021 

2021 2020 

$ $ 

ASSETS 

Current Assets 34,736,449 28,258,785 

Non-Current Assets 9,014,941 9,263,750 

TOTAL ASSETS 43,751,390 37,522,535 

LIABILITIES 

Current Liabilities 5,280,231 4,931,114 

Non-Current Liabilities 164,748 234,058 

TOTAL LIABILITIES 5,444,979 5,165,172 

NET ASSETS 38,306,411 32,357,363 

ACCUMULATED FUNDS AND RESERVES 

Accumulated Funds 37,323,803 32,262,487 

Fair Value through Other Comprehensive 

Income Investment Reserve 982,608 94,876 

ACCUMULATED FUNDS AND RESERVES 38,306,411 32,357,363 

STATEMENT OF CHANGES IN ACCUMULATED FUNDS AND RESERVES 


Accumulated Available- Total 

Funds 

for-Sale 

Investment 

Reserve 

$ $ $ 

Balance at 1 January 2020 29,937,316 387,929 30,325,245 

Net reduction in value of 

Fair Value Through Other 

Comprehensive Income Assets - (293,053) (293,053) 

Net Surplus for the Year 2,325,171 - 2,325,171 

Balance at 31 December 2020 32,262,487 94,876 32,357,363 

Net reduction in value of 

Fair Value Through Other 

Comprehensive Income Assets - 887,732 887,732 

Net Surplus for the Year 5,061,316 - 5,061,316 

Balance at 31 December 2021 37,323,803 982,608 38,306,411 

2 

SUMMARY OF THE FINANCIAL REPORT OF 

NEW SOUTH WALES LOCAL GOVERNMENT, CLERICAL, 

SUMMARY ADMINISTRATIVE, OF THE FINANCIAL ENERGY, REPORT AIRLINES OF & UTILITIES UNION 

NEW SOUTH FOR THE WALES YEAR LOCAL ENDED GOVERNMENT, 31 DECEMBER CLERICAL, 

2021 

ADMINISTRATIVE, ENERGY, AIRLINES & UTILITIES UNION 

AUDITORS' CERTIFICATE 


We certify that the above Summary is a fair and accurate Summary of the Financial Report of the 

AUDITORS' New South CERTIFICATE Wales Local Government, Clerical, Administrative, Energy, Airlines & Utilities Union for 

the year ended 31 December 2021. Our Auditors' Report dated 10 June 2022 on the Financial 

We certify Report that did the not above contain Summary particulars is a fair of and any accurate deficiency, Summary failure or of the shortcoming Financial as Report referred of the to in the 

New South Industrial Wales Relations Local Government, Act, 1991 (NSW), Clerical, as Administrative, applied by Section Energy, 282(3) Airlines of the & Utilities Industrial Union Relations for Act, 

the year 1996. ended 31 December 2021. Our Auditors' Report dated 10 June 2022 on the Financial 

Report did not contain particulars of any deficiency, failure or shortcoming as referred to in the 

Industrial Relations Act, 1991 (NSW), as applied by Section 282(3) of the Industrial Relations Act, 

1996. 



Michael Payne 

Director 

Sydney 

Michael Payne 

Director 

Sydney 

Date: 10 th June 2022 

Date: 10 th June 2022 


Tell your co-workers 

about Union Picnic Day! 

Ice cream/ 

drinks 

vouchers 

available for 

children 

10 March 

2023 at 

Luna Park! 

11am-11pm 

Let’s work together to 

strengthen our Union voice! 

In 2023 we will be celebrating Metro Picnic Day at Luna Park on Friday 

the 10th of March 2023. Under the Local Government (State) Award 

all Local Government financial members receive a paid day off or 

make up day if they normally work that day. The Union asks all our 

members to encourage others to join our union and gain access to this 

fantastic day which is only for financial Union members. 

Please encourage any new starters and non members to join here: 

https://usu.org.au/join/ or direct them to your local USU delegates or 

organiser and encourage them to become part of our mighty USU. 

2022/23 

General Secretary Graeme Kelly OAM • President Glen McAtear 

YOUR MEMBERSHIP CARD IS 

YOUR PICNIC DAY TICKET, SO 

BRING IT ON THE DAY! 

Regardless of whether you 

get a paid day off, if you are a 

financial member paying the 

picnic day levy you are entitled 

to attend picnic day for free.* 

Been thinking of joining the 

USU? Not only do you receive 

protection at work, journey 

insurance, professional 

representation and other 

discounts, you can enjoy annual 

Union Picnic Day. Membership 

is also tax deductible! 

FIND OUT MORE: 

www.usu.org.au/picnic2023 

*Your USU membership card is your ticket 

to Picnic Day. You will be asked to scan 

your QR code on the back. 

22/3/22 4:20 pm

United magazine

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