Transport NOW Winter 2022

transport
THE
NOW
NATIONAL
MEMBER
NEWSLETTER
of the
RAIL, TRAM &
BUS UNION
#
ISSUE
0020
JULY 2022
SOLID ROCK
QUEENSLAND BRANCH
LEADS LABOUR DAY MARCH
PAGES 14-15
United
we stand
PAGE 18-19
OWEN DOOGAN TRIBUTE
PAGES 27-28
www.rtbu.org.au/transport_now

Just a sec!
The political cliche says that changing the Government changes
the country. And after the May 21 Federal election, it genuinely
feels like Australia has changed.
I am on the record saying that the
Morrison Coalition Government was
arguably the worst in Australian history.
It was bereft of ideas, hopelessly
incompetent, mired in scandal and
sleaze, lazy, and openly antagonistic
towards working people. It had little
to offer except childish wedge politics
and stupid stunts. I am glad to see the
back of them.
The election of the Albanese Labor
Government gives the country a
chance to reset. Already we’ve seen
the winds of change blowing through
Canberra, and the tone of the national
political conversation has become
more respectful and less divisive.
We have a Prime Minister who seeks
to govern for all Australians. And
importantly, we have a Workplace
Relations Minister in Tony Burke
who wants to rewrite the rules to
put fairness back at the heart of our
industrial relations system. This is a
great start.
The changed political environment
will affect many aspects of what our
union does and how we do it. The
RTBU National Office and our State
Branches have been steadily building
relationships with local MPs and with
senior Shadow Ministers over the
past few years. Now we need to use
those relationships to drive a better
deal for rail, tram and bus workers,
and to grow our industries.
The RTBU will continue to have a
loud presence in Canberra and in the
media. We will continue to argue
for better pay, more investment in
transport infrastructure, for improved
safety at work, and for more
trains, trams and buses to be built
in Australia.
We will be demanding to see progress
on several critical issues. These
include making sure that:
1. Fair Work laws are amended to
prevent employers from terminating
Enterprise Agreements
which have passed their nominal
expiry date (which is often
used as a threat against workers
in bargaining rounds);
2. The Albanese Government
enshrines the principle of same
job, same pay into law. This will
be critical to ending the race to
the bottom in the labour hire
sector.
3. The Albanese Government follows
through on its promises to
women in the workforce. (For
more information about this
issue, check out the feature article
on the landmark Respect@
Work report on page p11.)
Right now, it feels like there is a lot
to be optimistic about. But regardless
of who’s in charge, the RTBU
will not take a backward step. Most
importantly, we will continue to build
our collective power, workplace by
workplace, to improve the lives of
members.
The Federal Government may have
changed, but the essential work of the
RTBU remains the same, and we will
be taking up the fight for you every
single day.
Mark Diamond
NATIONAL SECRETARY
Right now, it feels like there
is a lot to be optimistic about.
But regardless of who’s in
charge, the RTBU will not
take a backward step.

4
6
7
All stops
How the RTBU put transport into
the election fast lane
Improving wages and conditions in
the labour hire sector
8
United we stand
9
11
12
Respect@Work back on the
national agenda
THE BIG ISSUES: Women in Work
14
15
16
17
18
19
20
22
23
24
25
26
27
28
29
QLD: Solid Rock –
celebrating the
Mabo legacy
NSW: Tram & Bus Division’s Full
Court Press
TAS: Wilderness Railway
negotiations build up steam
WA PTA: Tunnel vision pays off
SA/NT: Gawler line reopens
SAFETY: Rail Safety Week,
Updates to rail standards
and codes of practice
VIC: Vik gets down to business
WA: Aurizon WA operations
negotiations underway
I’M ALL EARS: radio and
podcast guide
INTERNATIONAL: UK railworkers
shut down country’s rail network;
ITF condemns Russian attacks on
Ukranian train stations; Support
for Ukranian transport workers;
Relief for SRUT 13
Owen Doogan tribute
WHAT WE’VE BEEN READING:
Blessed, by John Doyle
Transport NOW
Editorial Team
Published by
Mark Diamond,
RTBU National
Secretary
Edited by Stewart
Prins, RTBU Executive
Director
Articles by
Mark Southcott and
Stewart Prins
Designed by
Rémi Bianchi
Keep up to date with
RTBU news at
www.rtbu.org.au/
transport_now
or follow us on
social media
RTBU Australia
twitter.com/
RTBUnion
RTBU TRANSPORT NOW JUNE 2022 3

HOW THE RTBU
PUT TRANSPORT
IN THE ELECTION
FAST LANE
Of those, eleven were elected to the
House of Representatives:
Sharon Claydon ALP
Sally Sitou ALP
REID (NSW)
NEWCASTLE (NSW)
The Federal election
delivered a majority
Labor Government for
the first time since 2013.
The new House of Representatives
will consist of 77 MPs from the ALP, 58
from the Liberal/National Party Coalition,
12 who are independent or from
minor parties, and 4 from The Greens.
In the Senate, the Liberal/National
Party Coalition secured 32 seats, ALP
26, The Greens 12, One Nation 2, Jaqcui
Lambie Network 2, United Australia
Party 1, and the final seat went to an
independent (David Pocock).
The RTBU ran its own campaign during
the election. We sought to put a focus
on the need for investment in transport
infrastructure and services, along with
better job security and better pay in the
rail, tram and bus industries.
The Put Transport in the Fast Lane
campaign included an online petition
and a Candidate’s Pledge for local
candidates to sign. We were also active
on social media - encouraging voters to
support candidates who support better
transport.
By election day, 32 current and aspiring
politicians from across Australia had
come on board and endorsed our Put
Transport in the Fast Lane pledge.
Dr Gordon Reid ALP
ROBERTSON (NSW)
Lisa Chesters ALP
BENDIGO (VIC)
4 RTBU TRANSPORT NOW JUNE 2022

Louise Miller-Frost ALP
BOOTHBY (SA)
Anne Aly ALP
COWAN (WA)
Brian Mitchell ALP
LYONS (TAS)
Tony Zappia ALP
MAKIN (SA)
Tracey Roberts ALP
PEARCE (WA)
Another seven candidates who
endorsed the pledge were elected to
the Senate:
Penny Wong ALP
SOUTH AUSTRALIA
Matt Burnell ALP
SPENCE (SA)
Julie Collins ALP
FRANKLIN (TAS)
Brian Mitchell ALP
RTBU TRANSPORT NOW JUNE 2022 5

Murray Watt ALP
QUEENSLAND
Jenny McAllister ALP
NSW
Anne Urquhart ALP
TASMANIA
Anthony Chisholm ALP
QUEENSLAND
Linda White ALP
VICTORIA
Penny Allman-Payne The Greens
QUEENSLAND
HOW WILL THE FEDERAL
ELECTION RESULT AFFECT
YOU?
The new Federal Government has a
plan for growing the rail, tram and bus
industries, and for improving Australia’s
workplace relations system. Labor
has promised to:
Build more trains, trams and buses in
Australia – and to develop a National
Rail Manufacturing Plan;
Invest in public transport infrastructure
projects, including the Melbourne
Suburban Rail Loop;
Conduct a comprehensive review
of the rail freight sector to grow rail
freight jobs; and
Enshrine the principle of same job,
same pay into law.
If you would like know more about
the Albanese Government’s plans,
then check out the ‘Cut the Crap’
interview series National Secretary
Mark Diamond conducted before
the election with politicians such
as Minister for Transport and
Infrastructure Catherine King MP
and Minister for Employment and
Industrial Relations Tony Burke MP
on the RTBU Australia facebook
page (www.facebook.com/
RTBUAus).
6 RTBU TRANSPORT NOW JUNE 2022

IMPROVING WAGES AND
CONDITIONS IN LABOUR
HIRE SECTOR
RTBU members employed
by Total Momentum have
emphatically backed
a historic Enterprise
Agreement, the first national
above-rail EA involving a
major labour-hire company.
Members approved the deal with a
resounding 87.3% return rate on the
ballot, and a 68% YES vote.
The deal will cover nearly RTBU 70
members – drivers and terminal operators
– across the country (excluding
Western Australia).
National Director of Organising
Leanne Holmes said the result came
after a two-year bargaining period that
included extensive discussions and
a Majority Support Determination
(MSD) organised by the NSW Locomotive
Division.
“The NSW MSD was a catalyst for
the company to approach us to
negotiate for a national agreement,”
Leanne said.
“Members were crying out for some
coverage as they had no Enterprise
Agreement whatsoever.
“They were working completely
labour-hire style – with no proper
rosters, and always on call.
“Existing members were keen to get
some conditions, more pay, and to look
towards the future.
“Labour hire is prolific in the rail
industry, so they also wanted to ensure
future Momentum staff would also
be covered and benefit under the
agreement.”
The four-year agreement delivers
extensive wins including:
» Sign on bonuses: $1,000 for those
employed for longer than six
months; $500 for those employed
for less than six months.
» A 3% pay increase 12 months
after the EA’s ratification, then
3% per year for the life of the
agreement, plus an automatic 2%
increase upon expiry.
» Overtime paid at 1.7, and 2.7 on a
public holiday.
» Provisions for minimum two
hours lift-up and three hours
lay-back.
» Five days paid trauma leave plus
five days paid family and domestic
violence leave, all as standalone
leave with extra provisions
if more leave is required.
» Improved RDO conditions.
» A master roster, showing all
RDOs and any known working.
» Barracks meal allowance, locked
in at current ATO standard of
$32.55 a meal.
» Up to five days personal/carers’
leave without a medical certificate
unless the company requires
evidence. Any targeting by Momentum
will be disputed.
» A dispute resolution clause.
» Shift lengths clarified to comply
with state rail safety laws.
» Improved fatigue management
policies and procedures. Momentum
will also email members
their fatigue scores at the completion
of their shifts.
» Momentum will pay all costs associated
with the medical assessments
up to the initial diagnosis.
» All training will be paid for by
Momentum.
“This is a foundation agreement,” Leanne
said. “It contains so many basic
things that were not there before, such
as rostering, fatigue management, and
a dispute-resolution clause.
“Labour hire is something we wish
we didn’t have to have coverage of as,
ideally, we would like our members to
be in full-time, secure, well-paid jobs.
“But the reality is that labour hire
went wild under the previous Liberal
Federal Government, and not just in
our industry. We have an obligation
to all our members in those spaces to
have them covered under an Enterprise
Agreement as well.
“So a massive thank you to every
single RTBU member – and the RTBU
negotiating team – who held the line
over the past two years.
“Your solidarity and staunchness paid
off and you should be very proud.”
RTBU TRANSPORT NOW JUNE 2022 7

Macquarie Street rally
UNITED WE STAND
Negotiations for new EAs at Sydney Trains and NSW Trains show what can be achieved when
workers across different grades stick together.
The NSW Government has thrown
just about every tactic it could at rail
workers in their long-running enterprise
bargaining dispute, but it has
only succeeded in uniting five unions
and their 14,000 members as one.
Now the unions – the RTBU, ASU,
AMWU, ETU and professionals
Australia, coordinated by Unions NSW
– have won a major concession, with
the NSW Government admitting that
it needs to fix safety problems with the
New Intercity Fleet (NIF) trains.
NSW Branch Secretary Alex Claassens,
however, said unions still need to see a
complete package and a commitment
in writing, and then discuss it with
members, before withdrawing industrial
action.
WELL-FOUNDED
SCEPTICISM
Unions NSW Assistant Secretary
Thomas Costa said union scepticism
was well founded as the Government
and its managers had stalled negotiations
and created obstacles every step
of the way.
“They were not bargaining in good
faith, and they were constantly
shifting the goal posts on who we had
to impress to get our claims heard,”
Thomas said.
“They would make an offer, then renege
on a whim, without any consideration
of our input.”
The delays began in March 2020, with
unions ready to negotiate a new EA
but management claiming the old
one didn’t need updating, offering a
six month extension with just a 0.3
per cent rise. The delegates were
unimpressed.
“They told us, ‘We think we understand
the staff better than you do’,
and laughed us out of the room,”
Thomas said.
“But our members had worked all
through the pandemic, with all the
extra safety precautions that entailed,
8 RTBU TRANSPORT NOW JUNE 2022

with no increase in pay. And after
three months of back and forth they
voted the variation down by 90
per cent.”
Transport for NSW (TfNS) management
also insisted on dealing with
the almost identical NSW Trains and
Sydney Trains EAs separately.
“So we had to meet not once a week
but twice, online, and each literally
would just repeat the same content
from the meeting before. It was a
complete waste of time just to wear us
down,” Thomas said.
TAKING ACTION
After three months the unions had had
enough, and when the Covid lockdown
ended decided to take low-key industrial
action.
But faced with a threatened four-hour
stoppage, TfNSW demanded action
cease, in exchange for intense negotiations.
This became an ongoing theme.
“Their tactic was to push us to the
brink every time, forcing industrial
action before promising small things,
then taking them off us,” Thomas said.
“After Christmas we thought negotiations
were going quite well, but still
not covering the NIF issue.
“At meeting on a Tuesday they informed
us the NIF was off the table, so
we informed them of renewed action.
“That Friday they had us in the Industrial
Commission and by Monday they
had locked workers out, blaming us.
They told the media we were on strike,
but they had locked us out.”
The move backfired when it was
revealed the move, which crippled the
network, was part of management’s
plan to use industrial action as a lever
to terminate the existing agreements.
Yet another six-week intensive bargaining
period ensued, with progress
being made on a number of issues such
as domestic violence leave and safety.
But three weeks later Employee
Relations Minister Damien Tudehope
stepped in, told negotiators everything
was again off the table and now had
to go to a new body - the Expenditure
Review Committee (ERC) of
State Cabinet.
“So now we had to deal with two rail
entities, the department, two ministers
and now this ERC process – which
they couldn’t tell us anything about.”
GUIDING PRINCIPLES
Faced with ongoing government
intransigence, Thomas said unions
met at the beginning of year to work
on a strategy, and came up with a
few principles that guided the campaign’s
success:
The combined unions would not
agree to anything until all unions
agreed to it.
The five unions combined their log
of claims, with each union’s names
removed to show management everything
was clearly supported by all.
Combined Rail Unions
They refused to allow the employer
to split the group, which also helped
create unity.
Discipline was tight, with delegates
from all unions caucusing before
meetings and debriefing afterwards.
After every meeting union negotiators
would draft communications as a
group and distribute them to delegates,
ensuring a consistent message to
all members.
A WhatsApp group for all delegates
meant that during negotiations, on
any issue, rather than getting worked
up and letting management push their
buttons, they could discuss it together
in the group.
Thomas said this created a formidable,
unified team: “Combined rail unions
have worked together for more than
100 years, but we have never been as
solid as we are now.
“Being at the end of an aggressive
employer, where negotiations pushed
us all to the brink, has pushed us all
really closely together.”
Their tactic was to push
us to the brink every time,
forcing industrial action
RTBU TRANSPORT NOW JUNE 2022 9

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RESPECT@WORK BACK ON
THE NATIONAL AGENDA
How common is sexual
harassment in Australian
workplaces? How
common is it in Australian
society in general?
If you think that it’s not common,
think back to the controversy in 2019
surrounding a photo of professional
AFLW footballer Tayla Harris booting
an athletic drop punt towards goal.
The photo, which was published on
Channel 7 social media pages, attracted
an enormous number of crude and
offensive posts. The response was so
disgusting that Channel 7 initially
decided to take the photo down.
For Tayla Harris, being subjected to a
torrent of sexualised abuse on social
media for just doing her job was not
just uncomfortable, it was humiliating
and demeaning.
She later wrote that: “The nasty and
sexist online abuse I copped that
sexualised my body and belittled my
athleticism, not only had profound
consequences for me and my loved
ones, but it also sent a message to girls
and young women that they’re not
welcome on the field.”
Tayla Harris’ highly public experience
is just one example that was
highlighted in the Australian Human
Rights Commission’s landmark
Respect@Work Report, which came
out of the National Inquiry into Sexual
Harassment in Australian Workplaces
in 2020.
The report, written by former Sex
Discrimination Commissioner Kate
Jenkins, lifted the lid on the epidemic
of sexual harassment in Australia.
The raw numbers from a national
survey of workers in 2018 show how
widespread the problem is: one in
three (33%) workers said they experienced
sexual harassment at work in
the past five years, and of those, 79%
said they were sexually harassed by a
male harasser.
But the numbers alone don’t tell the
full story about the damage done to
victims of harassment. Sexual harassment
is not harmless - it’s not a joke
and it has serious consequences.
The Respect@Work Report made 55
wide ranging recommendations. After
being completed and delivered to the
Federal Government in 2020, the
report was basically shelved by former
Attorney General Christian Porter.
The new Labor Federal Government,
however, has promised to implement
all 55 recommendations.
National Secretary Mark Diamond
said one of the most important of these
recommendations is the legislation to
amend the Sexual Discrimination Act
to place a positive duty on employers
to take reasonable and proportionate
measures to eliminate sex discrimination,
sexual harassment and victimisation,
as far as possible.
“The notion of a positive duty is not
new – in fact employers already have
positive duties under Workplace
Health and Safety Laws,” Mark said.
“This change will mean that employers
have the same responsibilities to protect
their staff from sexual harassment
as they do to protect their staff from
workplace injuries.”
Mark said workers and their trade
unions have an important role to play
in addressing sexual harassment in the
workplace.
“We can all contribute to making the
workplace safer, more respectful and
more welcoming for others.”
If you are experiencing sexual
harassment at work, then the first
thing you should do is contact your
RTBU Delegate or Organiser. Your
Union is here to support you.
The nasty and sexist online
abuse I copped … sent a message
to girls and young women that
they’re not welcome on the field.
WHAT IS SEXUAL
HARASSMENT?
The Australian Human Rights
Commission’s 2018 national
survey on sexual harassment
in Australian workplaces
identified a number of different
types of sexually harassing
behaviour, including:
verbal forms of sexual harassment,
such as sexually suggestive
comments or jokes,
intrusive questions about
private life or physical appearance,
repeated invitations to
go on dates, or requests or
pressure for sex;
» sexually explicit pictures,
posters or gifts;
» intimidating or
threatening behaviours
such as inappropriate
staring or leering, sexual
gestures, indecent
exposure, or being
followed, watched
or someone loitering
nearby;
» inappropriate physical
contact, such as
unwelcome touching,
hugging, cornering or
kissing, or actual or
attempted rape or sexual
assault; and
» sexual harassment
involving the use of
technology, including
sexually explicit emails,
SMS or social media,
indecent phone calls,
repeated or inappropriate
advances online, or
sharing or threatening to
share intimate images or
film without consent.
RTBU TRANSPORT NOW JUNE 2022 11

THE BIG ISSUES: WOMEN
WORKERS IN AUSTRALIA
The collision between work and family is a key reason why women work disproportionately
short-hours and part-time jobs. 45% of all women’s jobs are part-time. This negatively impacts
their jobs and incomes over their lifetime.
Women have come a long way since
the 1950s when conservative norms
dictated that women should rely on
men’s incomes. From the late-1960s,
collective action in the women’s and
union movements allowed women to
access paid work and earn their own
incomes. Women’s workforce participation
has increased steadily from
45% in 1980, to 61% in 2021.
But while women have won greater
access to paid work, economic and cultural
barriers still hold them back from
full economic security. Understanding
the structural roots of economic
inequality can empower workers to
implement changes that improve
women’s, and all workers’ lives.
BARRIERS TO
PARTICIPATION
Fewer women than men work outside
of the home due to outdated social
norms. Women are still expected to
do most of the unpaid domestic work
while raising kids and managing
households. Restrictive gender norms
are shaped by governments that refuse
to provide affordable care services,
and adequate workplace supports
like paid parental leave and flexible
work arrangements (for both men and
women). This makes it hard for women
to combine paid work and family
responsibilities.
As a result, women spend on average
more than double the amount of time
doing unpaid work per day than paid
work. The pattern for men’s work is
inverted: men almost double women’s
paid work time, and only 55%
of women’s share of unpaid work.
Women’s combined workload (both
paid and unpaid) is higher than for
men. With women tied up performing
unpaid caring work, many cannot
undertake paid work. In fact, if women
participated in the workforce at the
same rate as men (71% of men over 15),
there would be 990,000 more women
working and earning.
While outdated social norms confining
women’s economic choices have
progressed, ideas about women’s
“natural” abilities have followed them
12 RTBU TRANSPORT NOW JUNE 2022

into the workforce. Australia’s labour
market channels women disproportionately
into female-dominated
industries like caring services, clerical
and administrative work, and hospitality
jobs. Industries where women work
are devalued accordingly.
INSECURE WORK
As women have entered the jobs
market, it’s been on inferior terms:
working jobs with less security, low
hours, low pay, and fewer standard entitlements
like sick leave, long service
leave, holidays, and superannuation.
Insecure work has grown since the
1990s due to a combination of insufficient
jobs, aggressive employer profit
strategies, and anti-union government
policies.
Women have borne the brunt of
declining good jobs and rising insecure
work. Only 44% of women’s employment
is in full-time permanent jobs
with access to leave entitlements.
Nearly half (45%) of women’s jobs
are part-time, often not by choice,
with around 1 in 10 saying they need
more hours of work. Over one-third
of all women’s employment is casual.
Problems of low hours, casual work,
and underemployment are significantly
worse for women than men.
LOW PAY
The combined impacts of unsupported
care work, structural pay discrimination,
and insecure work result in
an enormous gender wage gap. On
average, employed women earn almost
one-third (31.3%) less per week on
average than men - partly because of
lower wages, but also less income from
bonuses and overtime, and because
they can’t get as many hours.
WOMEN NEED MORE WORK
AND BOOSTED INCOMES
The following would markedly
improve women’s wages, job opportunities,
and quality of life:
» large and sustained government
investment in women’s
job creation (expanding public
services);
» boosting wages in feminised
industries;
» sectoral or industry-wide collective
bargaining;
» stronger parental leave entitlements;
» flexible work rights; and
» access to paid domestic violence
leave.
Carmichael Centre
Explainers Kit
Valuable, important care work should
be publicly funded through lifting
income support payments and the
introduction of universal, free public
childcare. For a country with so much
wealth, and a long tradition of equality
and fairness, Australia’s poor gender
equality record should spur the whole
country to action — men included.
FOR MORE INFORMATION
To download more factsheets visit
carmichaelcentre.org.au/
explainers_kit
Hardcopy versions of the kit are
available on request at
info@futurework.org.au
carmichaelcentre.org.au
WOMEN WORKERS
IN AUSTRALIA
The collision between work and family is a key reason why women
work disproportionately short-hours and part-time jobs. 45% of all
women’s jobs are part-time. This negatively impacts their jobs and
incomes over their lifetime.
Women have come a long way since the 1950s when
conservative norms dictated that women should rely
on men’s incomes. From the late-1960s, collective
action in the women’s and union movements allowed
women to access paid work and earn their own
incomes. Women’s workforce participation has
increased steadily from 45% in 1980, to 61% in 2021.
But while women have won greater access to paid
work, economic and cultural barriers still hold them
back from full economic security. Understanding the
structural roots of economic inequality can empower
workers to implement changes that improve women’s,
and all workers’ lives.
BARRIERS TO PARTICIPATION
Fewer women than men work outside of the
home due to outdated social norms. Women are
still expected to do most of the unpaid domestic
work while raising kids and managing households.
Restrictive gender norms are shaped by governments
that refuse to provide affordable care services, and
adequate workplace supports like paid parental leave
and flexible work arrangements (for both men and
women). This makes it hard for women to combine
paid work and family responsibilities.
As a result, women spend on average more than
double the amount of time doing unpaid work per
day than paid work. The pattern for men’s work is
inverted; men almost double women’s paid work
time – and only 55% of women’s share of unpaid
work. Women’s combined workload (both paid and
unpaid) is higher than for men. With women tied
up performing unpaid caring work, many cannot
undertake paid work. In fact, if women participated
in the workforce at the same rate as men (71% of
men over 15), there would be 990,000 more women
working and earning.
FIGURE 1: TIME SPENT BY MEN AND WOMEN DOING
PAID AND UNPAID WORK (IN MINUTES PER DAY)
UNDERPAID ON THE JOB
While outdated social norms confining women’s
economic choices have progressed, ideas about
women’s “natural” abilities have followed them into
the workforce. Australia’s labour market channels
women disproportionately into female-dominated
industries - socially considered “women’s work”- like
caring services, clerical and administrative work, and
hospitality jobs. Industries where women work are
devalued accordingly.
INSECURE WORK
As women have entered the jobs market, it’s been
on inferior terms; working jobs with less security,
low hours, low pay, and fewer standard entitlements
like sick leave, long service leave, holidays, and
superannuation. Insecure work has grown since the
1990s due to a combination of insufficient jobs,
aggressive employer profit strategies, and anti-union
government policies.
RTBU TRANSPORT NOW JUNE 2022 13

BRANCH NEWS QLD
SOLID ROCK
The Queensland Branch
stood on sacred ground at
the front of the 2022 Labour
Day Rally.
The RTBU used Queensland’s recent
Labour Day march as a 30-year
celebration of the High Court Mabo
decision, which was brought about
by former rail union member and
delegate Eddie Koiki Mabo.
The 1992 Mabo case overturned the
colonial legal fiction of terra nullius,
or “land belonging to no-one”, and
recognised that Aboriginal and Torres
Strait Islander peoples have land
rights that existed before the British
arrived and still exist today.
Queensland Branch Secretary Peter
Allen said Labour Day was always a
huge event in the Sunshine State, routinely
attracting 70,000 plus marchers,
with a large contingent from all RTBU
divisions.
“This year we used the march to
celebrate the achievement of one
of our very own,” Peter said. “Eddie
Koiki Mabo was a member of ours
and an activist. He saw injustice,
stood up for what was right and won
against the odds.
“He was quoted as saying: ‘People
like us have no choice but to be
troublemakers – ‘cause if we don’t, we
don’t have any pride left.’ I reckon he
was right.”
Peter said the RTBU Indigenous
Committee played a big part in making
the march such a positive thing.
“This year, instead of having a shouty
march, we thought, why don’t we
celebrate the work of Aboriginal and
Torres Strait artists,” he said.
“We got permission to play Mabo-related
music, the lead singer of Goanna
– who is also a former RTBU member
– appears in a video in support of
14 RTBU TRANSPORT NOW JUNE 2022
14

Mabo, and Laurie Anno, a 20-year plus
member and Aboriginal and Torres
Strait Islander artist, designed our
march T-shirts and art.”
In a video you can see at https://
youtu.be/Bl9aBou3ZjU, Laurie said
his art celebrated Eddie Mabo’s 30
years with the RTBU, and represented
elements such as culture, tradition and
connection.
“We each build power as workers
to form a better workplace, as well
as a safe and healthy workplace,”
Laurie said.
“We all get up and stand together,
share a voice, showing that we can have
a better, sustainable future for ourselves
and our families.”
Laurie said the front of the shirt was
“our meeting place, coming together as
one. Follow our journey to our resting
place and listen to our elders/leaders.
The left arm is a celebration of both
cultures and coming together as one.”
In a separate video, Goanna singer-songwriter
and guitarist Shane
Howard says his hit song Solid
Rock has changed to pay tribute to
Eddie Mabo
“Eddie was a warrior, a hero for his
people and all Australians,” Shane said.
“Captain Cook lied, he told a whopper,
that led to the occupation and colonisation
of Australia. There were people
here, Cook knew that.
“As I sing in Solid Rock these days, the
Terra Nullius lie spread like a cancer.
“But Eddie Mabo brought the truth,
he brought the law, he brought the
answer: go back to the centre, deep
into the heart, to truth and treaty, and
then we’ll all be standing on solid rock,
sacred ground.”
You can see Shane’s tribute here:
https://youtu.be/97QuLtbItHw
RTBU TRANSPORT NOW JUNE 2022 15

BRANCH NEWS NSW
TRAM & BUS DIVISION’S
FULL COURT PRESS
The NSW Branch has had
some great legal wins on
behalf of Tram & Bus Division
members this year.
In the first, involving members in Sydney’s
Region 6 (covering the Tempe,
Kingsgrove, Leichhardt, Burwood
depots), the RTBU is now finalising
more than $3 million in back pay after
securing a $181,000 Federal Court fine
against operator Transit Systems.
The court imposed the fine after it
found Transit Systems withheld a wage
increase the court had ordered.
In a second, far-reaching decision, the
court overturned a greenfield agreement
with private operator Busways
that had been approved by the Fair
Work Commission for Region 7 (Ryde
and Willoughby depots).
NSW Tram and Bus Divisional Secretary
David Babineau said the RTBU
unsuccessfully challenged the matter
in the Fair Work Commission, but
ultimately won in court.
“A greenfield agreement is a type of
Enterprise Agreement that applies
to a new enterprise, before there are
employees,” David said.
“Busways was arguing that a transfer of
business was a new enterprise because
it was for profit, as opposed to the notfor-profit
operation run by STA. We
obviously disagreed.
“If Busways had won it would have
meant workers could have been locked
out of negotiating for their own conditions
in a wide variety of scenarios.
“The court saw sense and we’ve
secured an important win, and without
a doubt one of the most important wins
we’ve ever had.”
NEW AGREEMENTS
In the meantime, union members in
those and other regions are working
towards new agreements.
“Combined industrial action in Region
6 between the RTBU & TWU has
brought Transit Systems to the table,
and they have now stopped using an
ex-Liberal senator as a bargaining
representative,” David said.
Newcastle bus action
“We seem to be going ahead with normal
bargaining now, but time will tell
how honest Transit Systems are being.”
In Region 7, Busways has agreed to
bargain for a single set of conditions
after initially setting up a two-tiered
workplace. Talks are on hold while
the RTBU digests the draft EA, with a
report-back to members due soon.
In Region 8 (North Sydney, Brookvale,
and Mona Vale depots) members continue
to suffer issues with pay. David
said the EA in Region 8 was the Federal
version of the STA Award.
“We’ve been working with the company
to help them sort it out, but they
haven’t been able to manage it so
far,” he said.
“Union reps will be sitting down with
payroll officers to go through exactly
how every penalty is calculated. In
the meantime, over and underpayments
persist.”
Region 9 (Waverley, Randwick, and
Port Botany depots) recently voted
up effectively the same document as
Region 8. The Fair Work Commission
is yet to approve it, but David said pay
issues there have been tapering off, and
the company had been transparent in
how they were fixing things.
Outside of Sydney, industrial action
by bus members in Newcastle forced
Keolis Downer back to the negotiating
table, and an in-principle agreement
was ultimately reached on Wednesday
22nd June.
The proposed agreement will deliver
members a 7 per cent pay rise over two
years, effective from November 2022
and November 2023. Drivers will also
be back-paid a three percent rise from
November 2021. Members will now decide
whether or not to accept the offer.
And in Canberra, Canberra Metro
(CMET) Operations members have
provided feedback for the RTBU to
compile a log of claims as members
head into bargaining to replace their
greenfield agreement.
“We’re looking to deliver a solid result
for CMET workers to show that the
turmoil of the past has indeed past, and
prove they can count on the RTBU to
fight for them,” David said.
16 RTBU TRANSPORT NOW JUNE 2022

An Abt locomotive ready to depart Dubbil Barril for its return journey to Queenstown. Photo: WikiWookie
BRANCH NEWS TAS
WILDERNESS RAILWAY
NEGOTIATIONS GET
STARTED
RTBU members on Tasmania’s historic West Coast Wilderness Railway have been getting up a
head of steam to tackle enterprise bargaining talks this month.
North-West Rail Representative Dave
Luxmoore said negotiations had begun
with management and he was confident
of a good outcome, especially with
a growing pool of members in what
was a small rail division, and in area
that has historically proven difficult
to organise.
“When the first enterprise agreement
started in 2019 there were few members,
but we have heaps now, and numbers
continue to increase,” Dave said.
“Everybody is getting involved. We
picked up eight or nine new members
when the enterprise agreement surveys
went out, and when they came back
there were another 11 workers wanting
to sign up.”
The new agreement will cover drivers,
firemen, stewards, workshop, café,
administrative and track maintenance
workers on the historic railway.
The West Coast Wilderness Railway is
a unique tourist railway; a reconstruction
of the original 1897 Mount Lyell
Mining and Railway Company Mount
Lyell railway in Western Tasmania
between Queenstown and Regatta
Point, Strahan.
The railway is significant because of its
unusual Abt rack system, which uses
cogs to help a number of original steam
locomotives conquer the mountainous
terrain through the rainforest.
Dave said that being a tourist railway,
with a number of seasonal workers who
came for the summer then moved on,
complicated the EBA process.
But he said has been able to rely on
member solidarity and enthusiasm to
get the new agreement under way.
“I’d especially like to thank a few of the
guys who are helping me down there,”
he said. “Two in particular – Zac Barry
and Wolf Lachermund – have really
had a crack at it.”
Dave said he was confident of a good
outcome for the EA talks.
“We like to be conciliatory and hope we
can all work together in a very positive
manner for both the workers and this
unique railway.”
RTBU TRANSPORT NOW JUNE 2022 17

BRANCH NEWS WA PTA
TUNNEL VISION
PAYS OFF
An RTBU campaign for a
special allowance for Perth
railcar drivers has instead led
to a wholesale work review
with a significant pay lift.
WA PTA Branch Secretary Joshua
Dekuyer said that during enterprise
bargaining negotiations, driver
bargaining representatives had argued
that an allowance was needed to compensate
drivers for increased responsibilities,
training, skills and knowledge
associated with new tunnel operations.
The Public Transport Authority (PTA)
took the points being made by drivers
on board, and while the initial tunnel
allowance claim was refused, a government-funded
independent Work Value
Review was offered instead.
“The term ‘work value’ has been
around for decades and is found in
the wage-fixing principles of the WA
Industrial Relations Commission,”
Joshua said.
“In simple terms it means changes in
the nature of work, skills, responsibility
and the conditions under which work is
performed from a given point in time.”
Joshua said that since the creation
of the railcar driver’s award in 2006
there have been many disputes over the
same issue: that the drivers’ base rate
of pay was not consistent with their
work value.
“Put simply, they have been saying ‘I
don’t think I get paid enough for what I
do, the stuff I need to know to do it, and
where I’m asked to do it’.”
From October 8 to December 6 last
year, urban railcar drivers and the
union were able to make submissions
to the Work Value Review, headed by
the Independent Reviewer, Ex-Chief
Commissioner Tony Beech.
Mr Beech attended depots and spoke to
as many drivers as possible.
He also conducted independent
research, considered historical documentation
from the Public Transport
Authority, inspected a section of the
Forrestfield Airport Link tunnel (including
one of the escape shafts), and
met with Transperth Train Operations
management.
“The good news is that the independent
review backed what the drivers
and the RTBU have been saying,”
Joshua said.
“Following the review, it was determined
that an increase of $76.40 per
week should be applied to the base
wage of the classification of the urban
railcar driver.
“A significant portion of that increase
– $66.40 per week – was because of an
increase in their qualifications, from
Cert III to Cert IV.”
The change meant that, backdated to
April 8, trainees received a base pay
increase of $64.94 a week ($3,387.70
annually); railcar drivers received
$76.40 ($3,986.53 annually); driver
trainers received $80.98 ($4,224.67
annually); and driver coordinators received
an increase of $89.39 ($4,663.07
annually).
Joshua said that the compounding
effect of the base pay rise on shift penalties
for weekend work would also see
drivers earn, on average, about $800
more per year.
“Furthermore, the base pay increase
means their shed allowance is worth
more, superannuation contributions
increase, workers’ public holiday rates
will increase, and the value of their
leave balances will increase.
“Taking part in the review was a gamble,
and some had their doubts, but it
was a gamble that paid off.”
Forrestfield tunnel and above, inside Wright Crescent emergency egress shaft, August 2021. Images: WA government
18 RTBU TRANSPORT NOW JUNE 2022

BRANCH NEWS SA/NT
GAWLER LINE BACK UP
AND RUNNING
Gawler Station
Passenger services have
finally returned to the Gawler
rail line, after an extended
shut down while the line was
electrified.
The new electrified line will provide
a cleaner, quieter and faster service
for passengers for the thousands of
commuters expected to use the line
every day.
SA/NT Branch Secretary Darren
Phillips said the RTBU had campaigned
for the electrification of the Gawler line
for years, so it’s opening was a major
milestone for workers and commuters.
“With petrol prices going through
the roof, it’s extremely timely to be
reinstating this vital public transport
between the city and the northern
suburbs,” Darren said.
Adelaide trains
Passengers at Gawler Central Station
are also now able to cross the line on
the new King Street pedestrian bridge,
made entirely in South Australia – with
a local workforce and using locally
sourced materials.
Thirteen existing pedestrian crossings
along the line are being upgraded to
active crossings to improve safety for
pedestrians.
Four are complete with the remaining
nine to be operational by late 2022/
early 2023.
The Gawler Rail Electrification Project
has supported, on average, approximately
675 full-time equivalent jobs
per year over the life of the project.
The project includes the delivery of
12 new electric trains, with the final
trains to be delivered in 2023, meaning
there will be a mix of diesel and electric
trains until mid- 2023.
Transport Minister Tom Koutsantonis
has announced that the State Government
will proceed directly to negotiations
with the private operators of the
South Australian passenger train and
tram services over the planned handback
of operations.
Darren said the move would expedite
the hand-back process and bring the
return of publicly operated services on
step closer.
“We’ll keep members fully informed
about that process over the coming
weeks and months.”
With petrol prices
going through the
roof, it’s extremely
timely to be
reinstating
this vital
public
transport
RTBU TRANSPORT NOW JUNE 2022 19

SAFETY !
Rail Safety Week
8-14 AUGUST 2022
Each year there are on average 109 fatalities on the Australian rail
network, with 76 of these being people taking their own life. As well,
there are almost as many attempted suicides annually, with around 30
injuries at level crossings or because of trespass, and around 2,000 level
crossing and trespass near hits.
Rail Safety Week is an annual community
awareness week held in Australia
and New Zealand, designed to engage
the community in safe rail practices.
During Rail Safety Week, rail operators,
police, government and community
organisations unite by organising
activities such as media events, safety
demonstrations, webinars and virtual
events, along with engaging schools
and community groups to raise awareness
of the importance of rail safety.
This year’s theme is ‘stand back, look
up, stay rail safe.”
For more information about how you
can get involved in Rail Safety Week go
to https://tracksafefoundation.com.au/
event/rail-safety-week/
UPDATES TO RAIL
STANDARDS AND CODES
OF PRACTICE
A number of Australian
Standards and Codes of
Practice for the rail industry
are currently being updated.
These include:
» Safety Critical Operational Information
Code of Practice
» Australian Standard 7513: Lighting
and Visibility
» Australian Standard 7482:
Railway Rolling Stock – Heating
Ventilation and Air Conditioning
(HVAC)
» Australian Standard 7486:
Railway Energy Storage: Rolling
Stock Onboard Electrical Energy
Storage
» Australian Standard 7666: Train
Protection and Control Interoperability
» Australian Standard 7520.1:
Australian Railway Rolling Stock
– Body Structural Requirements
– Part 1 – Locomotive
» Train Horn Use Code of Practice
For more information on the draft
updates to the Standards and Codes
of Practice go to www.rissb.org.au
or contact Gary Talbot (gtalblot@
rtbu.org.au) or Kenny Aldridge
(kaldridge@rtbu.org.au) in the
RTBU National Office.
20 RTBU TRANSPORT NOW JUNE 2022

BRANCH NEWS VIC
VIK GETS DOWN
TO BUSINESS
“All good things come at a
cost, but I really appreciate
the opportunity and I’m really
excited!”
So says Vikrant ‘Vik’ Sharma, the RT-
BU’s new Victorian Branch Secretary.
Vik has been appointed by the Victorian
Branch Council to replace Luba
Grigorovitch, who stepped down to run
for the seat of Kororoit in November’s
Victorian state election.
Aged just 19 when he arrived in
Australia in 2007 to study automotive
technology, Vik is a classic Australian
immigrant success story.
After working a range of jobs – including
selling door-to-door and washing
cars – in 2014 Vik scored a job as an
Authorised Officer on the public transport
network, joining the RTBU at the
same time.
“Being in the union was a natural
choice,” he says. “My father was a union
member for four decades in India, an
electrical engineer in a union similar to
our ETU,” he says.
“I’m proud to walk in my father’s
footsteps.”
Working as an Authorised Officer
in 2019 and while studying law, Vik
spotted a short-term job as an RTBU
Industrial Officer, which he applied for
and did for a year.
When that job ended he became an
RTBU organiser, and has worked in the
Victorian Branch ever since.
Vik sees big challenges ahead for public
transport unions and their members.
“We have to be visionaries,” he says.
“Automation is the single biggest threat
to our industry. We have to be on the
ground floor with these changes and
manage that change.
“These changes don’t come overnight.
There is a massive transition and we
have to make sure it’s a fair and just
transition for the workers.”
Vik is a passionate believer in the role
of unions and its members, and is keen
to highlight unions’ broader purpose.
“There is an imbalance of power everywhere
in the world,” he says. “Unions
are our people’s voice, we are their
representatives, we work for them.
“The power of any union comes from
its collective, the people on the ground
– the delegates, shop stewards, members.
Without them there is no union.
“All the entitlements and rights we
enjoy today – eight-hour days, sick
leave, annual leave, long-service leave,
maternity, workplace health and safety
– these things were never gifted to
the workers.
“These have been hard fought for by
our union forefathers over the past 150
years in Australia.
“All these rights were only possible
when workers came together and
fought for them.”
Vik’s vision is to grow the RTBU and
ensure it is united and strong.
“I want to work towards creating right
and fair conditions for all our members,”
he said.
“I aim to fight for members’ rights,
workplace issues, creating healthy
conditions for transport workers,
recognising them as workers rather
than slaves.
“Part of the challenge is getting the
message out to younger generations,
where union density is lower.
“We must bring young people together
on the journey and tell them what
unions have done in the past and educate
them, and that without them there
will be no unions and everyone will lose
their conditions.”
We have to be
visionaries,
Automation is
the single biggest
threat to our
industry.
22 RTBU TRANSPORT NOW JUNE 2022

BRANCH NEWS WA
AURIZON WA RAIL
OPERATIONS EA
UNDERWAY
Bargaining for new Aurizon (WA) Rail Operations Enterprise Agreement has kicked off, with
members looking for a fair pay rise that reflects the escalating cost of living.
Other issues that are being discussed
include gaining parity in conditions for
workers on the WA grain lines (based
out of Esperance), as they do not get
the full set of conditions available to
workers based out of Kalgoorlie.
Another item on the table is a new
clause relating to in-cab audio and video
equipment. The new clause reflects
the RTBU Model clause on in-cab audio
and video recording devices, which
has already been adopted in EAs with
Pacific National in Queensland.
Meanwhile, Aurizon has commenced
transporting mineral sands from Broken
Hill to Kwinana, south of Perth, for
processing into titanium dioxide
It’s all part of a 5-year deal between
Aurizon, track manager Arc Infrastructure,
and miner Tronox.
The minerals are mined at the company’s
Atlas/Campapse mine in the
Murray Darling basin, and taken by
truck to Broken Hill. After processing,
the titanium dioxide products are then
sent all over the world to be used as
white pigments in wide range of products
– from paints to plastics, paper
and printing ink.
With Western Australia experiencing
a bumper wheat harvest, the shortterm
outlook for Aurizon in the west
looks positive.
Aurizon train
RTBU TRANSPORT NOW JUNE 2022 23

I’M ALL EARS!
When it comes to getting good independent analysis of events in politics and current affairs,
there’s plenty of options available on community radio and podcasts. In fact, you can find
some absolute gems if you’re prepared to look beyond the big media outlets.
Here are some of our favourite community
radio programs and podcasts:
SOLIDARITY BREAKFAST
Saturdays from 7:30am to
9:00am on 3CR
A rank and file worker and trade
union show, covering current affairs,
progressive issues and news and
events from the labour movement.
Includes ‘The Week That Was’ with
Kevin Healy. https://www.3cr.org.au/
solidaritybreakfast
STICK TOGETHER
Wednesdays 8:30am to 9:00am,
broadcast nationally on the
Community Radio Network
Australia’s only national radio show
focusing on industrial, social and
workplace issues. https://www.3cr.org.
au/sticktogether
THE WIRE
Mon-Friday, 6.00pm to 6.30pm,
broadcast nationally on the
Community Radio Network
A daily current affairs program that
gives you the real story. https://www.
thewire.org.au
THE GRISTLE
Fridays 6.30pm to 7pm on 2SER
Chewing over the bits that were too
hard for the mainstream media to
swallow! The Gristle is a fast-paced
no-holds-barred review of the news
of the week. https://2ser.com/shows/
the-gristle
ON THE JOB
Podcast
The ‘On the Job’ is a podcast all about
making your work life better. Join
hosts Francis Leach and Sally Rugg as
they chat to people from all walks of
life about all things work. https://www.
australianunions.org.au/on-the-job/
THE WEEK ON WEDNESDAY
Podcast
Join notorious columnist Van Badham
and her labour activist co-host (and
partner) Ben Davison as they deep-dive
into the big news themes of the week
and provide fresh, irreverent analysis
about what’s really going on in Australia
and around the world. https://
theweekonwednesday.podbean.com
Have a favourite local community
radio program or podcast to add to
this list? Email your suggestions to
rtbu@rtbu.org.au
IT’S TAX TIME AGAIN!
Many workers in the rail, tram
and bus industries are able
to claim work-related tax
deductions.
To claim a deduction for work-related
expenses, you must meet the three
golden rules:
You must have spent the money and
you weren’t reimbursed.
The expense must directly relate to
earning your income.
You must have a record to prove it
(usually a receipt).
The Australian Tax Office website
provides helpful information and
resources for calculating work-related
deductions. This includes tailored
guides for a number of specific occupations,
including bus trainer, train driver
and cleaner.
Go to the following website for more
information:
https://www.ato.gov.au/Individuals/
Income-and-deductions/
Occupation-and-industry-specificguides/
And remember, your RTBU
Union Subscriptions are also tax
deductible!
24 RTBU TRANSPORT NOW JUNE 2022

INTERNATIONAL NEWS >
UK RAIL
WORKERS
SHUT DOWN
COUNTRY’S
RAILWAY
NETWORK
Members of UK transport
union RMT have taken
national strike action across
the country’s railway network.
Over 50,000 railway workers walked
out as part of three days of national
strike action in the biggest dispute on
the network since 1989.
The union shut down the country’s
railway network on 21st, 23rd and
25th June, due to the inability of the
rail employers to come to a negotiated
settlement with RMT.
Network Rail and the train operating
companies have subjected their staff to
multi-year pay freezes and plan to cut
thousands of jobs which will make the
railways unsafe.
All aboard the strike train
Despite intense talks with the rail bosses,
RMT has not been able to secure
a pay proposal nor a guarantee of no
compulsory redundancies.
“Railway workers have been treated appallingly
and despite our best efforts in
negotiations, the rail industry with the
support of the government has failed
to take their concerns seriously,” said
RMT general secretary Mick Lynch.
“We have a cost-of-living crisis, and it
is unacceptable for railway workers to
either lose their jobs or face another
year of a pay freeze when inflation is at
11.1% and rising.
“Rail companies are making at least
£500m a year in profits, whilst fat cat
rail bosses have been paid millions
during the Covid-19 pandemic.
“This unfairness is fuelling our members
anger and their determination to
win a fair settlement.
“RMT is open to meaningful negotiations
with rail bosses and ministers,
but they will need to come up with
new proposals to prevent months of
disruption on our railways.”
London Tube
RTBU TRANSPORT NOW JUNE 2022 25

INTERNATIONAL NEWS >
ITF CONDEMNS RUSSIAN
ATTACKS ON UKRANIAN
RAILWAY STATIONS
The International Transport
Workers’ Federation (ITF) has
expressed shock and dismay
at the Russian invasion of
Ukraine and its continuing
escalation, and the dire
humanitarian crisis caused.
The ITF remains in close contact with
its affiliates in Ukraine and continues
to support them as best as possible
given the circumstances.
Railway stations have been a target for
the Russian forces, with missile attacks
in April striking five railway stations
in the regions of Lviv, Rivne, Vinnytsia
and Kyiv.
SUPPORT FOR UKRANIAN
TRANSPORT WORKERS
Transport workers across Europe have banded together
to support their comrades in Ukraine, with the ITF and the
European Transport Workers’ Federation (ETF) coordinating
the delivery of nearly 1,000 mattresses and sets of bedding to
Ukrainian rail workers displaced into western Ukraine.
Between Friday, March 25 and Monday,
April 4 hundreds of sets of mattresses,
blankets, pillows and linens
were loaded onto trains in Przemyśl,
Poland near the Ukrainian border and
transported to Lviv in western Ukraine
for Ukrainian rail members and their
families in need.
Once in Lviv these crucial supplies
were distributed by ITF railway
affiliates in Ukraine. Their members
have continued to run trains throughout
Ukraine since the conflict began.
Working courageously and tirelessly, at
great personal risk, they are evacuating
millions of refugees from Ukraine,
primarily into Poland at Przemyśl, and
delivering humanitarian supplies on
the return journeys.
RELIEF FOR
SRUT 13
In 2020, 13 leaders of the
State Railway Workers’ Union
of Thailand (SRUT) were
sentenced to 3 years in prison
by Thailand’s Central Criminal
Court for Corruption and
Misconduct.
The charges came about after SRUT’s
exposed unsafe working conditions
on the Thai railway system following a
fatal train derailment in October 2009
at Khao Tao Station.
RTBU Assistant National Secretary
Shayne Kummerfeld said the SRUT
leaders were scapegoated for an
accident was primarily caused by the
poor maintenance and condition of the
locomotive.
But in good news, the 13 union leaders
have now won an appeal against the
severity of their sentences.
“The 13 unionists no longer have prison
sentences hanging over them, but will
be subject to a type of probation for
two years,” Shayne said.
“This is a great relief for them and their
families. It just goes to show, however,
that standing up for safe workplaces
can itself be very dangerous in many
countries.”
Ukraine aid
26 RTBU TRANSPORT NOW JUNE 2022

Vale
Owen
Doogan
It was with great sadness
that RTBU members
farewelled Legendary RTBU
official, activist and loyal
comrade Owen Doogan, who
passed away in May.
Owen was a long-standing Secretary
of the Queensland Branch, serving in
that role for 19 years. He also served
a four-year term as RTBU National
President.
Owen’s commitment to the trade
union movement was heavily influenced
by his experiences growing
up in Glasgow under the notoriously
anti-worker Thatcher Government. In
1978 Owen started a job as a guard on
the railways and joined his union - the
National Union of Railwaymen (now
the RMT).
At the age of 28 he landed a position
with the union working in its national
office in London, and it was during
this time that he met an Australian
tourist, Vivienne. After an 18-month
long-distance relationship, he joined
her in Brisbane.
By 1991, Owen had been offered a
job as an Industrial Officer with the
Australian Railways Union (ARU),
and he jumped at the chance. The
ARU became part of the amalgamated
RTBU in 1993, and in 2002 Owen
Vivienne and Owen
became the Secretary of the union’s
Queensland Branch.
He took on the secretary’s role at a
critical moment. At the time, the rail
industry in Queensland was dominated
by just two major employers,
one of which was the State Government-owned
rail giant Queensland
Rail (QR).
The Bligh State Government
split the company up, outsourced
parts of the operation to smaller
privately-owned companies, and
privatised the profitable freight arm,
QR National.
As result, the Queensland Branch
suddenly had to negotiate with
dozens of hostile employers, while jobs
in the industry were being slashed.
It was a turbulent and challenging
time for workers. Many battles were
fought, and not all of them were won.
Through it all Owen stood firm. He
fought to protect as many jobs as
possible, and to protect members’ pay
and conditions.
Young Owen
Ultimately, the fightback led to
an improvement in the wages and
conditions of members – who went
from being among the lowest paid in
Australia, to being some of the best
paid, and most in demand.
Internally, the Queensland Branch
was itself facing enormous challenges.
While always passionate about the
cause, Owen also knew the Branch
had to operate in a way that was
prudent, sensible and strategic.
From the brink of going broke, Owen
was able to turn the finances around,
and build a strong financial base to
secure the Branch’s future.
Owen was also an influential figure in
the Queensland Labor Party.
After the privatisation fiasco, he could
have bowed out of party affairs - but
instead of abandoning the Labor
Party, he decided to change it.
He took the RTBU from the periphery
of the party machine to the
RTBU TRANSPORT NOW JUNE 2022 27

centre of it. He helped to rebuild the
Queensland Labor’s policy platform,
and to restore the party’s relationship
with working people.
Just three years after being routed in
the 2012 Queensland state election,
Labor was returned to government
under Annastacia Paluszckuk.
Owen loved the union, loved an
argument, and loved his job. He was
comfortable mixing with Premiers and
CEOs, but his preference was to be
with his comrades - working people.
Owen retired from the RTBU in
November 2020. In 2021, Owen was
made a Life Member of the RTBU, and
in April of this year his contribution to
the union movement was recognised
when he was awarded a Meritorious
Service Award at the Queensland
Council of Unions’ annual Labour
Day dinner.
Aside from trade unionism, Owen’s
other great passions were his family,
indigenous rights, social justice, and
the Glasgow Celtic Football Club. He
was immensely proud of his partner
Vivienne and their children Liam
and Siobhan.
As his health deteriorated, Owen was
determined to live long enough to
see Celtic win the Scottish football
premiership, and to cast a vote in the
Federal election. It was a tough negotiation
with fate, but – as usual – he won.
Celtic secured the Premiership on
12 May, and the Federal election was
held on 21 May. Owen passed away on
27 May, knowing that the Morrison
Government had been defeated.
Owen always stood up for what was
right. He leaves behind a wonderful
legacy, a wonderful family, and a
strong union.
Below, Owen recognised at at
the Labor Day Awards and bottom,
in the RTBU Office.
28 RTBU TRANSPORT NOW JUNE 2022

WHAT WE’VE
BEEN READING
BLESSED: THE BREAKOUT YEAR OF RAMPAGING ROY SLAVEN, BY JOHN DOYLE
‘Rampaging’ Roy Slaven is a household name. He is a tennis champion, the highly
successful coach of the Lithgow Shamrocks rugby league club, and trainer of the
mighty Melbourne Cup-winning stallion Rooting King.
He is also one half of iconic radio duo
HG and Roy, with his fast-talking
sidekick HG Nelson, as heard for
many years on Triple J (and now back
on the ABC).
Roy Slaven is, of course, a fictional
character, or at least a fictional mask,
worn by an actual person called John
Doyle. Listening to Roy and HG on radio,
you get the sense that the real-life
John Doyle and Greg Pickhaver (who
plays HG) are never far away. But if
drawing a line between the fictional
Roy Slaven and the real John Doyle is
tricky on radio, then it is impossible
in John Doyle’s latest book Blessed:
The Breakout Year of Rampaging
Roy Slaven.
Book cover:
Hachette
Let’s start with the premise of the book:
it’s supposedly a memoir of Roy’s last
year of school in Lithgow - as told by
Roy to John Doyle. But it gets weirder,
because John Doyle is not just Roy’s
ghost writer, he’s also a character
in the story, as one of Roy’s closest
school friends.
The end result is a gonzo memoir. It’s
like watching John Doyle’s high school
years through a hall of crazy mirrors.
The story is stretched, distorted and
magnified, but you know that underneath
it all lies a layer of truth. Roy/
John’s depiction of late 60s Lithgow
feels familiar, but - in typical Roy and
HG fashion - it’s also entertaining, clever
and at times laugh-out-loud funny.
If you’re into Roy and HG then you’ll
enjoy this book. There are plenty of
tales about of Roy’s extraordinary
sporting exploits – like his straight sets
demolition of local real estate agent
and tennis champ Brian Lawson. But
there’s also much more to it than just
tales of glory. In fact, it covers a lot of
rocky terrain.
For a start, there’s the pain of adolescence
and growing up. The boys in
Third Form at De La Salle Academy in
Lithgow grapple with the mysteries of
girls (in spite of the Brothers’ dubious
instructions about ‘etiquette’ with the
‘fairer sex’). Later they confront the
pain of grief when they experience the
death of a much-loved teacher. There’s
the strict social divisions of the 1960s
between Catholics and Protestants,
and between the private school kids
and public school kids, which take
on even more significance in a
country town.
Autism plays a prominent role in the
story, reflecting John’s relationship
with his sister, Jen. There’s the casual
violence of corporal punishment
in schools. And there is also an underlying
theme of domestic violence
and the treatment of women, with
Roy’s selfless mum Paulette emerging
as the real hero of the story.
Most of all, Blessed is about hope,
loyalty and humility. It’s the hope of
better times to come better that keeps
Roy and Paulette going when things
get rough. It’s the loyalty that Roy
and Paulette have to each other which
gives them strength. And it’s humility
which allows them to put both good
times and bad times into perspective.
We identify with Roy – not because he
is prodigiously talented, but because
he is caring, curious, thoughtful and
ordinary. He is one of us.
As Paulette says to Roy: “I’m very
proud of you. You could easily be a
show-off. But you’re not”.
RTBU TRANSPORT NOW JUNE 2022 29

YOUR RTBU
NATIONAL OFFICE
National Secretary: Mark Diamond
Email: rtbu@rtbu.org.au
Tel: 02 8203 6099
NEW SOUTH WALES
Branch Secretary: Alex Claassens
Email: nswho@rtbu-nsw.asn.au
Tel: (02) 9264 2511
VICTORIA
Branch Secretary: Vik Sharma
Email: rtbu@rtbuvic.com.au
Tel: (03) 8630 9100
QUEENSLAND
Branch Secretary: Peter Allen
Email: info@rtbu.com.au
Tel: (07) 3839 4988
SOUTH AUSTRALIA & NORTHERN TERRITORY
Branch Secretary: Darren Phillips
Email: theteam@rtbusant.org.au
Tel: (08) 8243 2511 / Freecall 1800 801 063
WESTERN AUSTRALIA PTA
Branch Secretary: Joshua Dekuyer
Email: general@rtbuwa.asn.au
Tel: (08) 9225 6722
WESTERN AUSTRALIA
Branch Secretary: Craig McKinley
Email: general@rtbuwa.asn.au
Tel: (08) 9225 6722
TASMANIA
Branch Secretary: Ric Bean
Email: tasadmin@rtbu.org.au
Tel: (03) 6228 6188