United Magazine Summer 2015

U nitednews 

United is the official journal of the NSW Local Government, Clerical, Administrative, Airlines, Energy & Utilities Union • Summer 2015 

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United is the official journal of the United Services 

Union Editor USU General Secretary Graeme Kelly. 

Print Post: 100007536 

To contribute to United please contact USU Manager 

Administration Monica Clavijo on (02) 9265 8211. 

EXECUTIVE 

President: Steve Birney 

Vice President: Glen McAtear 

General Secretary: Graeme Kelly 

Treasurer: Sharon Sewell 

Shane Clapham, Ross Crawford, Tony Dean, Larry 

Freeman, Katie Gillen, Shane Lummis, Stephen 

Mulholland, Amanda Pearce, Annamaria Saglimbeni, 

Brendan Scott, Bev Spearpoint, Katerina Tahija, David 

Walsh, Jeff Wearing, Chris Wellington, Russell Woods 

HEAD OFFICE 

Level 7, 321 Pitt St, Sydney, 2000 

Phone: 1300 136 604 • Fax: (02) 9261 2265 

Support Team: 1300 136 604 

Email: united@usu.org.au • Website: www.usu.org.au 

OFFICIALS 

Manager Administration and Finance: Monica Clavijo 

Manager Metropolitan: Steve Donley 

Manager Private Sector, Energy & Utilities: Scott McNamara 

Director Legal and Industrial: Casey Young 

Training Officers: Narelle Rich/Paul Reid 

Assistant Industrial / Research Officer: Maria Nordenswan 

Legal Special Projects Officer: Mark Dunstan 

Legal Special Projects Officer: Evan Cole 

Assistant Industrial Officer: Daniel Papps 

Metro Organisers: Jim Carter, Chris Gill, Sandie Morthen, 

Ben Thompson, Irene Nair, Holly Murrell, Miro Sandev, 

Kristy Harper 

Private Sector (Metro): Clare Raffan, Joel Conomos, Alan 

Sandow 

Energy Organisers: Natalie Falvey, Darren Cameron 

(Newcastle) 

Recruitment Officer: Jennifer McCarthy 

Recruitment Officer (EU&PS): Nick Herbert 

Support Team: Joanie Doleman, Jenny Chen, Thomas 

Russell, Karen Avery, Melissa Corros & Jeny Skutnik 

REGIONAL OFFICES 

Northern Branch 

Newcastle Office: 

cnr Lawson & Tudor Streets Hamilton 2303 

Ph: (02) 4962 1444 • Fax: (02) 4962 1758 

Manager North: Stephen Hughes 

Organisers: Paul Sansom (Private Sector), Robert Potter, 

Luke Hutchinson, Andrew Ryals 

Industrial Officer: Noel Martin 

Recruitment Officer: Steve Goodbun 

Port Macquarie Office: 

1/157 Gordon Street 

Port Macquarie 2444 

Ph: (02) 6584 7787 

Fax: (02) 6584 6924 

Organiser: Damien Welsh 

New England Office: 

Shop 3, Girraween Centre 

4-12 Queen Elizabeth Drive 

Armidale 2350 

Ph: (02) 6771 4911 

Fax: (02) 6771 4911 

Organiser: Chris Preston 

Southern Branch 

Wollongong Office: 

Suites 1-3 100 Market Street Wollongong 2500 

Ph: (02) 4226 4784 • Fax: (02) 4227 6951 

Manager South: Gary Vann 

Organisers: Rudi Oppitz (Private Sector), Paul Wesley, 

Steven Vann 

Industrial Officer: Greg Golledge 

Recruitment Officer: Vacant 

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 2, 54-56 Fitzmaurice St 

Wagga Wagga 2650 

Ph: (02) 69317990 

Fax: (02) 6931 7271 

Organiser: Darren Wait, Jed Lawton 

NATIONAL 

Assistant National Secretary: Greg McLean 

Northern Office: 

Shop 2, Mid City Arcade 

57 Prince Street 

Grafton 

Ph: (02) 6643 5299 

Fax: (02) 6643 2799 

Organiser: Craig Chandler 

North Western Office: 

PO Box 1811 

2/46 Church Street 

Dubbo 2830 

Ph: (02) 6881 6766 

Fax: (02) 6881 6816 

Organiser: Jamie McKinnon 

Riverina Office: 

Suite 8 

165 Lachlan Street 

Hay 2711 

Ph: (02) 6993 1419 

Fax: (02) 6993 1419 

Organiser: Brian Harrington 

Unions on the frontline 

AS WE WRAP UP 2015, IT IS 

IMPORTANT TO REFLECT ON 

WHAT WE HAVE ACHIEVED AND 

WHAT WE CAN DO BETTER. IT IS 

ALSO IMPORTANT TO REMEMBER 

WHAT WE ARE FIGHTING FOR. 

Unions across Australia have 

committed to ensuring those most 

vulnerable in our society are protected 

and with several major national 

campaigns in full swing I call on all 

members to get behind the union, 

and most importantly to get their 

colleagues to join up and join in. 

One campaign that will touch all of us 

- either directly as workers or through 

family members - is the Penalty Rates 

campaign. 

My blood runs hot over this issue 

because it goes to every value we have 

ever worked towards. That of a basic 

fair go. 

How can the weekends of workers be 

less important than the weekends of 

anyone else? The workers out there in 

essential services keeping you and me 

PROTECT OUR 

PENALTY RATES 

“WHEN PARLIAMENT 

OPENS ON THE 

WEEKEND AND 

BILLIONAIRES FAIR TAX THEN PAY 

CAN TALK PENALTY 

WE 

RATES MR TURNBULL. 

- USU PRESIDENT, 

STEPHEN BIRNEY. 

safe, the workers out there in retail and 

hospitality giving our weekends some 

extra quality. All of this is under threat 

from the Turnbull government’s attack 

on Penalty Rates. 

And will it stop there? Once everyone 

is paid the same, regardless of the day 

of the week or the time of the day (or 

night) then the whole system that we 

currently work under is threatened. 

Weekends become a thing of the past 

as more and more businesses put profit 

before family and operate on weekends 

without penalty. Not a world I want my 

children and grandchildren inheriting. 

Meanwhile a recent report reveals 

tax avoidance by US multinationals is 

costing Australia billions. How can our 

Federal government think it is OK for 

billionaires to pay no tax while ordinary 

families get slugged extra GST and lose 

valuable penalty rates when working 

unsociable hours? 

When Parliament opens on the 

weekend and billionaires pay fair tax then 

we can talk Penalty Rates Mr Turnbull. 

THE 2016 UNITED SERVICES UNION AGM WILL BE AT THE 

BEGINNING OF THE UNION’S BIENNIAL CONFERENCE AT 2.00PM 

ON TUESDAY, 13 SEPTEMBER 2016 AT THE SUTHERLAND TRADE 

UNION CLUB, 57 MANCHESTER ROAD GYMEA. 

2 • United Summer 2015

Fighting for the Future 

USU CONFERENCE DELEGATES 

PLANNING FOR THE FUTURE 

2015 HAS BEEN ANOTHER BIG YEAR FOR THE USU AND OUR MEMBERS 

WHO HAVE FACED MANY CHALLENGES - FROM THE SALE OF THE 

ELECTRICITY INDUSTRY TO AN ATTACK ON LOCAL COMMUNITIES 

THROUGH THE FIT FOR THE FUTURE REPORT. 

Through it all, I am proud to say, 

the union has gained in strength as 

members organise at the ground 

level - talking to fellow workers about 

the importance of collective strength 

and the protection union membership 

provides. 

$50 REWARDS PROGRAM 

Your USU executive believes it is 

important to reward members for their 

hard work so from 1 December 2015 we 

have introduced a $50 sign up a mate 

reward scheme. 

Full details and forms are included in 

this edition of United and can also be 

downloaded from our website at 

www.usu.org.au/mate. 

BUILDING STRENGTH 

We believe the $50 rewards scheme is 

just one strategy that will work towards 

building strength in the workplace. By 

building on our successful recruitment 

and organising campaign we make 

sure we continue to be a force to be 

reckoned with. 

It is simple - more members means 

more strength and more strength 

means a better deal for workers and 

their families. 

SAME RACE, DIFFERENT FACE 

We need all hands on deck as we face a 

probable federal election in 2016. While 

the leader of the Liberal National Party 

has recently changed most of the key 

policies impacting ordinary Australians 

have stayed the same. In particular 

policies relating to working men and 

women. 

Why else would Malcolm Turnbull 

cling to Tony Abbott’s policy on Penalty 

Rates, confirming recently on radio 

that we are in a “7 day economy”? 

On a final note President Steve Birney 

comments in his article on page 2 that 

it is important to look at how we can do 

things better. 

MEMBER SURVEY 

To find out what key areas the USU can 

look to develop in 2016 we are asking 

you to tell us how we are going. On 

page 36 we outline details of how you 

can complete our USU member survey. 

Check it out, go online and go in the 

draw to win one of three mini ipads! 

ON BEHALF OF THE USU 

EXECUTIVE, STAFF AND 

OFFICIALS I WISH ALL 

MEMBERS AND THEIR 

FAMILIES A SAFE AND 

HAPPY CHRISTMAS 

AND NEW YEAR. 

- USU GENERAL SECRETARY 

GRAEME KELLY 

United Summer 2015 • 3

How can 60% of NSW coun 

SINCE OUR LAST JOURNAL A LOT HAS OCCURRED REGARDING THE NSW BAIRD GOVERNMENT’S FIT FOR 

THE FUTURE STRATEGY. USU MANAGER NORTH STEPHEN HUGHES DISCUSSES THE CURRENT SITUATION. 

USU MANAGER NORTH 

STEPHEN HUGHES TALKS 

WITH DELEGATES ABOUT 

STRATEGIES FOR THE FUTURE 

Some things have been positive and 

some have the appearance of coming 

from a predetermined script based 

upon reports from IPART and referring to 

the original report from the ILGRP, based 

upon findings that are inconsistent, 

ridiculous and nonsensical. 

FIRST THE POSITIVE: 

As members should be aware part of 

the FFTF Strategy is to create JRO’s 

(Joint Regional Organisations) largely 

based upon the ROC’s (Regional 

Organisation of Councils) models which 

have been around for years. 

ROC’s however are not binding in 

membership as member councils can 

opt in or out at their will. They are 

not entities referred to by legislation 

and currently vary widely in size and 

operation. 

The Government intends to set up 

JRO’s across NSW other than the far 

west where a different model is yet to 

be formulated to cover the massive area 

but very small population. 

Already five (5) JRO’s are being 

trialled in regional areas stretching from 

the Victorian border inland up to the 

Queensland border inland. 

Two more will be rolled out soon with 

up to 16 eventually planned. 

These JRO’S will not replace member 

councils but will be used to examine 

various issues which may be best looked 

at from a regional perspective such as 

large regional projects. 

JRO’s will also provide a larger and 

stronger lobbying group for regions. 

They will also work closely with State 

Departments such as health, education 

and policing etc on issues of regional 

and local significance. 

JRO’s boards will consist of member 

council Mayors but can include local 

County Councils. 

It is the intention of the Government 

to draft new legislation to recognise 

them in the Local Government Act to be 

formally recognised as a part of NSW 

Local Government. 

The USU, through General Secretary 

Graeme Kelly and Northern Manager 

Stephen Hughes, with the assistance 

of others such as Daniel Papps from 

our Metro Industrial Section have been 

invited and attended both of the JRO 

meetings to review progress and draft 

future direction. 

The USU has importantly secured 

the support and approval of Local 

Government Minister Paul Toole in 

stating that any staff employed by a 

JRO will be covered by the NSW Local 

Government (State) Award. 

Through extensive lobbying and heavy involvement in the pilot JRO process, 

the United Services Union has managed to: 

Ensure that JRO’s adhere 

to the Local Government 

(State) Award just like 

any other Council 

Ensure that JRO’s operate 

in the State Industrial 

Relations system just like 

any other Council 

Limit the spread of 

corporations in Local 

Government 


cils be unfit for the future? 

This will ensure that JRO’s will not be 

misused as a means to transfer existing 

jobs and services from member councils 

to a JRO in an attempt to merely try to 

reduce wages and conditions under 

an inferior award or worse a Federal 

Modern Award. 

WHERE TO FROM HERE: 

Following the release of IPART’S report 

on Tuesday October 20th the Premier 

gave Councils four (4) more weeks 

until November 18th to review IPART’s 

response and to reconsider their position 

(particularly in relation to amalgamation) 

if they had not opted for the preferred 

options arising from the ILGRP’s report 

from last year. (Independent Local 

Government Review Panel) 

Clearly this period was meant to be 

used intimidate Councils into accepting 

the Government’s preferred option of 

amalgamation (for many Councils) after 

which additional accessible reform 

funding will be denied and the forced 

amalgamation of many Council’s will be 

on the agenda. 

Current legislation requires that a 

Boundaries Commission be established 

and that public hearings be held to 

seek feedback from the public, local 

ratepayers and other interested parties. 

The Government has approached some 

of the Cross Bench Members in the 

Upper House to seek their support to 

legislate a fast tracked amalgamation 

process, rather than the current 

Boundaries Commission process, but 

it seems the Government has been 

rebuffed by the Greens, the Shooters 

and Fishers and the Christian Democrats 

and therefore do not have the numbers 

to rush amalgamations through. 

Boundaries Commission hearings will 

give local ratepayers a voice and a place 

to voice their opposition and will no 

doubt send shivers up the spines of local 

Liberal or National members who will be 

thinking ahead to the next election. 

The lengthy reports which contain 

over 400 pages of information from 

IPART, actually acknowledge that many 

Councils deemed unfit are financially 

sustainable and in some cases also 

achieve scale and capacity but because 

they opted to stand alone rather than 

amalgamate were deemed unfit. 

Councils who were created from 

previous amalgamations from 2004 

such as Clarence Valley, Liverpool 

Plains, Warrumbungle and Gwydir 

Shire Councils to name a few have been 

deemed to be unfit even though the 

Government had referred on numerous 

occasions over the past 4 years, since 

being elected into Government, the 

alleged benefits and successes of 

amalgamated Councils. 

Clearly amalgamation didn’t work, 

as stated, for IPART to still rule these 

amalgamated Councils as being unfit. 

Large Councils such as Gosford, 

Wyong, Lake Macquarie, Newcastle 

and the largest (staff wise) of all being 

Blacktown have all been deemed unfit 

and are expected, by this Government, 

to amalgamate. 

BARRY MANNING 

The IPart report found that 60% of NSW Councils were ‘not fit’, with 71% of Sydney 

metropolitan Councils ‘not fit’ and 56% of Regional councils ‘not fit’. The USU will be 

fighting against forced amalgamations and fighting for 5 year employment protections. 

Lake Macquarie Council which is one 

of the most efficient of all Councils, 

with a growing population, is expected 

to merge with Newcastle (our State’s 

second largest City) but surrounding 

small Councils have been deemed fit to 

stand alone. 

How can this be, if the formula is 

consistent and applied equally? 

Sydney City with its low rates and 

large financial reserves meets all criteria 

to be deemed fit but because it doesn’t 

want to amalgamate is deemed unfit. 

Time will demonstrate what a total 

farce that IPART delivered with the ILGRP 

in pushing the reform in the way it has. 

The opportunity for good major 

reforms will largely be missed in 

implementing Fit For the Future. 

The USU will continue to work with the 

Government and Opposition and Cross 

Benches to find the best way forward 

wherever possible. 

It is now up to the communities and 

ratepayers of targeted Councils to stand 

up and fight to retain your Local Council, 

a local voice and local democracy. 


Hundreds protest NSW Government’s pla 

ON 18 NOVEMBER OVER 

600 PEOPLE PACKED INTO 

SYDNEY’S MARTIN PLACE TO 

RALLY AGAINST THE NSW 

GOVERNMENT’S PLAN TO MERGE 

COUNCILS. ABC NEWS COVERED 

THE PROTEST, OUTLINING 

CONCERNS THE COMMUNITY 

HAS ABOUT THE BAIRD 

GOVERNMENT’S PLANS TO FORCE 

COUNCILS TO AMALGAMATE. 

The Government has promised up to 

$1 billion in incentives to encourage 

councils to join forces but few 

have taken up the offer, raising the 

possibility of forced amalgamations. 

In October the Independent Pricing 

and Regulatory Tribunal (IPART) 

released a report which found almost 

two-thirds of all councils were not “fit 

for the future”. 

Under the Fit for Future reforms, the 

NSW Government asked 144 councils 

to make a submission about whether 

they would be financially viable if they 

continued to stand on their own. 

All councils involved in the report 

had until midnight on 18 November 

to respond to the report and propose 

an amalgamation or to lose the 

“incentives” offered by the government. 

The head of the Local Government 

Association, Keith Rhoades, said the 

arguments put forward by the NSW 

Government supporting mergers were 

“a load of BS”. 

“It’s been proven, the simple fact is 

when you do your books for a company 

on a year, you actually add up your 

surpluses then you take away your 

Hundreds turned out to the Strathfield anti-forced amalgamations rally on 

10 October at Strathfield Town Centre. The USU was out in force too, with 

General Secretary Graeme Kelly as one of the speakers on the platform. 

Graeme explained to the assembled crowd that the Union was against 

forced amalgamations and would be supporting its members and the wider 

community in the fight. 

The USU is campaigning to increase the minimum no forced redundancy 

provisions from 3 years to 5 years in the Local Government Act 1993 (NSW), 

and many of those who attended signed the union’s petition on this issue. 

USU Strathfield members from parks and gardens, construction, customer 

service and USU delegates were at the event to send a message to Premier 

Mike Baird and the local government minister. USU delegates from many 

other Councils also attended the event. The USU is committed to fighting 

forced amalgamations and will protect members’ conditions and jobs. 

USU GENERAL SECRETARY 

ADDRESSED THE RALLY IN MARTIN 

PLACE: “THE USU DOES NOT 

SUPPORT FORCED AMALGAMATIONS. 

THE COMMUNITY AND STAFF MUST 

BE CONSULTED.” 

deficits,” he said. 

“In this case the Government added 

up the deficits and forgot to take away 

the surpluses – that’s how they got 

their figure.” 

Councillor Keith Rhodes says mergers 

will not drive down rates, despite 

Premier Mike Baird repeatedly claiming 

amalgamations could drive down rates. 

Strathfield Community out in force 


n to amalgamate councils 

NSW Government ‘badly 

mishandled’ maths for 

council mergers 

CRITICAL OF 

CRITERIA: 

PROFESSOR 

BRIAN 

DOLLERY. 

LIVERPOOL COUNCIL 

MEMBERS SEND A MESSAGE 

“Since forced amalgamations in 

Queensland, rates on average have 

increased by 27.4 per cent. That is 

fact not fiction,” Councillor Rhoades 

said. 

He described the IPART process 

of assessing the financial viability of 

councils as a “sham”. 

“They added in this extra criteria 

of scale and capacity. When we 

asked the Government what that 

meant they couldn’t even explain it,” 

Councillor Rhoades said. 

LOCAL COMMUNITIES WERE OUT IN 

FORCE TO SEND A STRONG MESSAGE 

An uncertain time for Local Government 

Marrickville delegates and 

members support the 

campaign to increase job 

protections from 3 years to 5 

years should amalgamations 

occur. 

“It is so important for 

staff to have job security. 

At this time we are not sure 

what is happening with 

Council. If other councils are 

prepared to agree to 5 year 

job protections then really, 

we should all have the same commitment from our own councils,” said William 

Green, delegate at the St Peters works depot. 

Staff at the site were all eager to sign the petition to get the ball rolling. It was 

clear that if the council was amalgamated they did not want to be working side by 

side with staff who were protected by the 5 year agreement because their council 

had signed and they were only protected for 3 years because Marrickville Council 

had not. 

The state government has “badly 

mishandled” its maths and “shifted 

goalposts” in its policy approach to 

council mergers. 

Professor Brian Dollery, from the 

University of New England Centre for 

Local Government, says the regulator 

failed to undertake proper research into 

the effects of mergers. 

Professor Dollery argues a wave of 

mergers in 2004 – which saw 26 councils 

across NSW amalgamated –should 

have been the subject of “quantitative 

empirical research”. 

“[That would] have shown that 

no difference exists between the 

performance of merged and unmerged 

council in terms of a range of 

performance indicators,” Professor 

Dollery said. “Had the Panel been aware 

of the post-merger performance of 

councils amalgamated in 2004, it would 

surely have been much less inclined to 

recommend [further and more extensive] 

mergers. 

“In fact [...] IPART found only 7 of the 26 

council amalgamated in 2004 were ‘fit for 

the future’! 

Professor Dollery further accuses 

the state government of changing the 

measures by which it judged council 

fitness, arguing the state government 

first used Treasury Corporation criteria 

in 2013, before switching to new 

measures in each of the Office of Local 

Government’s three 2014 reports on 

council performance. 

“Finally, IPART elevated ‘scale and 

capacity’ above all other criteria after 

the 30 June 2015 deadline for council 

submissions,” he said. 


USU’S ESSENTIA 

USU conducts week-long health and safety blitz of Essential 

CONCERNED ESSENTIAL ENERGY 

EMPLOYEES WORRIED ABOUT 

THE INADEQUATE HANDLING OF 

STRESS FACTORS SURROUNDING 

MAJOR JOB CUTS, ALONG 

WITH REPORTS OF WORKPLACE 

BULLYING AND HARASSMENT, 

SPARKED A WEEK-LONG UNION 

HEALTH AND SAFETY BLITZ 

ACROSS NSW, IN OCTOBER. 

Three teams of officials from the United 

Services Union visited Essential Energy 

workplaces throughout regional NSW 

to meet with workers, provide advice 

about work health and safety laws, and 

act on specific cases. 

Workplace visits were conducted in 

Bathurst, Orange, Dubbo, Tamworth, Port 

Macquarie, Tweed Heads, Grafton, Coffs 

Harbour, Port Macquarie, Queanbeyan, 

Goulburn, Leeton and Wagga Wagga. 

The union decided to hold the safety 

blitz following many recently reported 

concerns related to the treatment 

of workers who had been defined as 

“redeployees” and told to no longer 

conduct their previous jobs. 

USU energy manager Scott 

McNamara said a memo — sent 

by Essential Energy management 

in the week leading up to the blitz 

— effectively sought to have these 

workers ostracised and isolated from 

their colleagues. 

“This memo told workers that 

they are not allowed to participate 

in workplace meetings, were to sit 

away from operational staff to ‘avoid 

distraction’, must delete their previous 

job title from within their work email 

signatures, and not carry out any 

SPREADING THE WORD: USU ENERGY 

MANAGER SCOTT MCNAMARA TALKS 

WITH PRIME NEWS. “PEOPLE SHOULD 

NOT BE TREATED LIKE THIS.” 

operational work, particularly tasks 

they did in their previous role,” Scott 

McNamara said. 

“The notice was a response to the 

legal win by electricity unions that 

saw the Fair Work Commission order 

Essential Energy to find meaningful 

work for these employees. 

“Essential Energy responded by 

trying to humiliate employees, isolating 

them from colleagues, indicating that 

they are to be ostracised by remaining 

staff, and telling them that — despite 

being skilled and able bodied — they 

are not to do any operational work. 

“Many of those workers impacted by 

this have reported that they feel that 

it is nothing more than an attempt to 

bully them into quitting their jobs.” 

Scott said that, as well as ensuring 

the company was addressing the 

serious concerns of workers, the union 

would be offering alternate options for 

the treatment of redeployed staff. 

“Rather than blaming employees 

whose jobs have been cut, and 

isolating them from their colleagues, 

Essential Energy should be helping 

them get back on their feet by training 

them,” he said. 

“A training focus would enable these 

employees to find alternate work, 

either within Essential Energy or with 

alternate employers. 

“Essential Energy has an obligation 

to these employees — and these 

local communities — to maintain 

quality regional employment as part of 


L SAFETY BLITZ 

Energy sites over stress, bullying and harassment concerns 

ensuring a safe and reliable service for 

consumers.” 

The safety blitz attracted much 

media attention enabling the union 

was able to put a spotlight on this 

deplorable behaviour. 

“People should not be treated like 

this,” said Scott. “These are employees 

who have given this company years of 

service and they are essentially cast 

aside with a memo.” 

“Throughout this process our primary 

concern is with protecting the jobs 

and conditions for our members and 

where possible ensure redeployment 

opportunities are available.” 

“Where this is not possible then we 

expect our members to be treated with 

dignity and respect.” 

MEMBERS ACROSS THE STATE IN REGIONAL LOCATIONS MEET 

WITH USU OFFICIALS TO BE UPDATED ON MATTERS RELATING TO 

SECURITY OF EMPLOYMENT AND AGREEMENT AND SAFETY ISSUES. 


Protect our P 

GENERATIONS OF UNION MEMBERS HAVE FOUGHT FOR AND WON PENALTY RATES – AS A FAIR REWARD 

FOR SACRIFICING PRECIOUS TIME WITH OUR FAMILY AND FRIENDS. BUT THE FEDERAL GOVERNMENT 

WANTS TO BUILD A CLASS OF WORKING POOR. 

From staffing call centres, libraries 

and airports to repairing essential 

services and providing emergency 

community services, especially after 

natural disasters, USU/ASU members 

are working unsociable hours so that 

others can THE enjoy their ATTACK weekends, ON nights OUR 

and holidays. They miss out on vital time 

with friends and family, and deserve 

to be fairly compensated. For many, 

that compensation helps to make ends 

meet. Yet the Federal Government 

It and has employer tried to pass groups the are Fair trying Work to 

(Amendment) undermine penalty Bill which rates that would would make 

it mean easier a massive for bosses pay to cut pressure for millions 

workers of ordinary into workers, reducing and their would penalty take 

rates through individual contracts 

billions out of the economy. With your 

where bargaining power is unequal. 

help, we can stop them! 

10 • United Summer 2015 

THE ATTACK ON WEEKEND RATES 

While the Federal Government says it 

won’t go after our penalty rates, it has 

been trying to do exactly that. 

In fact, Prime Minister Malcolm 

Turnbull has taken a harder line by 

firmly putting penalty rate cuts back 

WEEKEND RATES 

on the table soon after deposing Tony 

Abbott. Turnbull has claimed penalty 

rates are an historical relic. 

While the Federal Government says it won’t go after our 

penalty rates, it has been trying to do The exactly current that. Federal Coalition 

Government also tried to pass 

the 

It also 

provisions 

set up 

in 

a Productivity 

the Fair Work 

Commission Inquiry into workplaces – 

(Amendment) Bill which would make it 

a platform for big business to go after 

easier our rights for bosses at work. to pressure The Commission’s workers 

into Draft reducing Report their recommends penalty rates cutting through 

individual penalty rates contracts as we where had expected. bargaining 

power is unequal (these elements were 

WILL CUTTING PENALTY 

RATES CREATE JOBS? 

No! The overall impact 

of taking penalty rates out of 

the economy is overwhelmingly 

negative. For example, towns in 

regional NSW would lose up to 

$111 million if penalty rates were 

cut according to a recent study by 

the McKell Institute. 

The claim that penalty rates are 

forcing pubs and cafes to close is 

not backed up by evidence. We 

are spending more on food and 

drink than ever before. As a result 

employment in the sector has grown 

faster than the rest of the Australian 

economy since the 1990s. 

ARE WEEKENDS A 

THING OF THE PAST? 

Weekends are as 

important as they have ever been. 

After all, we don’t have weddings on 

a Tuesday morning or kids’ soccer 

on a Thursday afternoon. And your 

local MP or CEO isn’t answering 

calls on a Sunday. In 1997, 69.7% 

of us had jobs from Monday to 

Friday. In 2012 this figure was 

68.9%. 

97% of Australians think that 

the weekend is an important for 

families (Galaxy Research August 2012). 

And polls frequently show that the 

vast majority of Australians support 

a higher rate of pay for working nonstandard 

hours. 

Authorised by David Smith, Australian Services Union National Secretary, 116 Queensberry Street, Carlton South Victoria 3053 

recently defeated in the Senate after a 

concerted campaign by unions). 

The Federal Government also set 

up a Productivity Commission Inquiry 

into workplaces – a platform for big 

business to go after our rights at 

work. The Commission’s WHAT Draft Report WOULD A 

MEAN FOR A 

recommends cutting penalty rates, just 

as we had expected it would. 

WOULD CUTTING PENALTY RATES 

CREATE JOBS OR JUST INCREASE 

PROFITS? 

The opponents of penalty rates have 

WATER 

tried to justify their position by arguing 

that savings from A cutting technical penalty officer rates 

Melbourne 

will create more Water jobs. could Well, apart lose up to $15,992 

from the obvious a year “robbing shift from payments, Peter and a 

to pay Paul” response lot more that if they comes also to work Saturdays 

mind, unions argue & Sundays that there’s (between just no 50% to 100% 

evidence to support that position. loading). 

During his farewell speech to 

Parliament, former Treasurer Joe 

Hockey let the cat out of the bag 

by declaring that penalty rates are 

“profit murder”, which is exactly what 

SACS 

unions have been saying all along: big 

business wants to A social cut penalty worker rates 

Relationships 

to pocket more profits, Australia it’s in not SA about would lose 50% 

creating more jobs loading like they for Saturday have been work, 100% 

loading for Sunday work, and up to 

proclaiming. So please stop accusing 

$11,696 per year in penalty rate 

workers who are 

for 

desperately 

doing afternoon 

trying 

or night shift. 

to defend their living standards by 

campaigning to protect penalty rates of 

preventing new jobs being created! 

In fact, the projected overall impact of 

taking penalty rates out of the economy 

is overwhelmingly negative. For ENERGY 

example, towns 

At 

in 

Powercor, 

regional NSW 

a technical 

would 

officer at 

lose up to $111 the million standard if penalty rate rates could lose up to 

were cut according $12,201 to a (afternoon recent study shift) by or up t 

$24,403 (night shift), not includin 

weekend penalty rates that vary 

between 50% to 100%.

Union fought hard to ensure that workers were fairly rewarded for 

working difficult hours. With your help, we must fight even harder to 

protect them. 

enalty Rates 

SIGN THE PETITION CALLING ON THE 

GOVERNMENT TO #SAVEOURWEEKEND 

SIGN HERE: 

australianunions.org.au/saveourweekend_petition 

ARE YOU OR YOUR FRIENDS GETTING 

THE RIGHT RATE OF PAY? 

CONTACT YOUR ASU BRANCH FOR ADVICE: 

www.asu.asn.au/contact 

USU MEMBERS AT LISMORE 

COUNCIL WITH CAMPAIGN 

COORDINATOR SHARON USHER 

SUPPORTING THE ACTU BUILD A 

BETTER FUTURE CAMPAIGN 

the McKell Institute “Who loses when 

penalty rates are cut? The economic 

impact of penalty rate cuts in Australia’s 

retail and hospitality industries”. 

The claim that penalty rates are forcing 

pubs and cafes to close is not backed 

up by evidence. We are spending more 

on food and drink than ever before. 

As a result employment in the sector 

has grown faster than the rest of the 

Australian economy since the 1990s. 

ARE WEEKENDS OBSOLETE? 

Weekends are as important as they 

have ever been! After all, we don’t have 

weddings on a Tuesday morning or kids’ 

soccer on a Thursday afternoon. And 

your local MP or CEO isn’t answering 

calls on a Sunday. 

TAKE ACTION TO PROTECT 

OUR PENALTY RATES 

SIGN the petition asking the 

Federal Government to leave our 

penalty rates alone: 

www.australianunions.org.au/ 

saveourweekend_petition 

BUILD A BETTER FUTURE. JOIN THE 

AUSTRALIAN UNIONS’ CAMPAIGN FOR 

THE FEDERAL ELECTION TO FIGHT FOR 

OUR LIVING STANDARDS. 

SIGN UP AT: 

australianunions.org.au 

TAKE ACTION TO 

#SAVEOURWEEKEND 

We have penalty rates because members of the Australian Services 

Union fought hard to ensure that workers were fairly rewarded for 

working difficult hours. With your help, we must fight even harder to 

protect them. 

SIGN THE PETITION CALLING ON THE 

GOVERNMENT TO #SAVEOURWEEKEND 

SIGN HERE: 

australianunions.org.au/saveourweekend_petition 

ARE YOU OR YOUR FRIENDS GETTING 

THE RIGHT RATE OF PAY? 


Asbestos warning at Liverpool Council 

USU action forces medical checks 

STAFF FROM LIVERPOOL COUNCIL 

IN SOUTH-WEST SYDNEY ARE 

TO BE GIVEN MEDICAL CHECKS 

FOLLOWING AN INVESTIGATION 

INTO WHETHER THE COUNCIL 

SUPPLIED ASBESTOS – 

CONTAMINATED SOIL IN THE AREA. 

On Thursday 29 October 2015 officials 

from the United Services Union met 

with Liverpool Council CEO Carl 

Wulff and Chief Financial Officer Gary 

Grantham regarding recent allegations 

that a number of Council parks had 

been contaminated with material that 

potentially contained asbestos. 

During the course of the meeting the 

USU became increasingly concerned 

that Council had been aware of this 

issue for over a year and had not 

advised the majority of staff. This 

means that staff could have mowed 

over this material or come into contact 

with it through other forms of work and 

impacted their health. 

Mr Wulff asserted on a number of 

occasions that staff have had every 

opportunity to identify sites that may 

have been contaminated. However 

the Union raised concerns that the 

majority of staff had not been informed 

or questioned. It is the Union’s position 

that until this meeting took place 

Council had no intention of informing 

our members of the potential risk! 

After strong representations from the 

Union the CEO has agreed to speak to 

all outdoor workers and inform them of 

the situation and offer ongoing testing 

to any member of staff who may have 

reasonably been exposed to asbestos. 

The Union is also concerned that 

management are pre-judging the 

impact on our members. Mr Wulff 

repeatedly stated that the amount of 

asbestos was most likely too small to 

USU METRO 

MANAGER 

METRO STEVE 

DONLEY 

SHOWS 

THE ABC'S 

MOHAMED 

TAHA A PIECE 

OF FIBROUS 

CEMENT 

SHEET ALONG 

THE GEORGES 

RIVER BANK. 

SHINING A LIGHT ON 

THE ASBESTOS ALERT: 

GRAEME KELLY TALKS 

TO ABC NEWS ABOUT 

THE NEED TO PROTECT 

WORKERS AND THE 

COMMUNITY. 

cause a problem! The Union’s 

position is no amount is too 

small – any exposure can cause a 

problem! 

At an extraordinary meeting held 

on 10 November 2015, Council 

unanimously passed a motion that 

staff from Liverpool Council in southwest 

Sydney are to be given medical 

checks following an investigation into 

whether the council supplied asbestoscontaminated 

soil in the area. 

Councillor Peter Ristevski first raised 

the issue at a meeting on 3 November 

2015 after he received information 

from the USU about 22 sites which 

could be affected by the contaminated 

fill, including parks, reserves and 

waterways, some of which are near 

schools. 

USU General Secretary Graeme Kelly, 

We are calling on 

members who think 

they may have been 

exposed to register with 

the National Asbestos 

Exposure at www. 

asbestossafety.gov.au 

said many of the union’s members 

were concerned about their health. 

“We’ve had members crying because 

they know the affects of contamination 

by asbestos is long-term, it’s a very 

debilitating death,” he said. 

He said the union would meet with 

the Minister for Local Government Paul 

Toole to take the issue further. 

“If they’ve [the council] known about 

it for five months and they’ve breached 

EPA regulations and directions from a 

previous event then they need to be 

dealt with,” he said. 

“We’re calling on the Minister for 

Local Government to take a very strong 

look at Liverpool City Council, at their 

failure to notify the community of the 

dangers in their area.” 

(ABC News: Mohamed Taha) 


Electricity Privatisation: 

an industry in turmoil 

FOLLOWING THE RECENT 

DECISION TO PRIVATISE A LARGE 

PORTION OF THE ELECTRICITY 

INDUSTRY WE HAVE SEEN THE 

INDUSTRY REGULATOR STRIP 

BILLONS OUT OF THE INDUSTRY 

WHICH HAS, IN TURN, AFFECTED 

JOB SECURITY. 

At the same time we have seen 

Ausgrid, Endeavour Energy and 

Transgrid poised for lease and Essential 

Energy left out of this process. 

However it seems all three 

distribution companies are trying to 

strip jobs out of the industry. Following 

negotiations with the unions and crossbenches 

the NSW Government passed 

legislation for 5 year job protections. 

Despite this legislation we are seeing 

the companies themselves challenging 

these protections in court with a 

view of making employees forcibly 

redundant. 

We have seen the employers try 

to use legal loop holes in attempts 

to reduce job security and other 

conditions of employment. The USU 

continues these fights in the courts, 

while at the same time attempting to 

negotiate industry agreements to assist 

members and the companies to move 

past their current industry challenges. 

There are rumours about who may 

be looking at purchasing the industry 

and some of these are from foreign 

shores. Whatever the future holds for 

the industry we will keep our members 

informed. What we can say is that the 

NSW Government has let the industry 

down with the holes they have left 

for the companies to exploit in the 

employment protections they had 

drafted. 

Members urged to block dud deal at Endeavour 

AS WE HEAD TO PRINT THE 

USU IS URGING MEMBERS AT 

ENDEAVOUR ENERGY TO VOTE 

NO TO AN AGREEMENT THAT 

ALLOWS THE EMPLOYER TO 

OUTSOURCE MORE JOBS. 

Endeavour Energy has started a 

campaign to divide the workforce and 

pretend it is to save jobs. 

This employer has been systemically 

trying to outsource jobs over the past 4 

years and in keeping with moves across 

the industry they now want reduce job 

protections. The only ones trying to 

save jobs are the Unions. 

The USU is concerned that this 

agreement will mean members are 

taking less money home, and that 

conditions are being stripped away. 

Endeavour Energy has sent a “wish 

list” of items that they want workers 

to fight over. And for what? A mild 

reference that they want sustainable 

jobs, but at the same time pushing 

more people out the door. 

They are misleading employees on 

the outcome of such an Agreement, 

and how it will affect them. 

The USU is calling on members to 

stop them dividing the workforce. 

The Unions have been fighting for 

worker rights from the beginning and 

we will continue to do so. 

As Endeavour Energy seeks to reduce 

the number of employees, the Union 

recently had disputes to bring some 

Contract staff back onto the Agreement 

with the view of protecting their jobs. 

It is important to make sure your 

workmates are members so that we 

can work together to negotiate an 

agreement that protects jobs, wages 

and conditions. 

Daily Liberal 


Conference 2015 

USU CONFERENCE 2015 WAS 

HELD ON 15 AND 16 SEPTEMBER 

IN THE USU HEAD OFFICE 

CONFERENCE CENTRE. 

The message of conference was that 

UNIONS DELIVER and delegates 

proudly wore T-shirts listing some 

of the great victories unions have 

delivered to working Australians and 

local communities over the past 100 

years. 

Delegates had the opportunity to 

discuss issues with the guest speakers 

who addressed conference, however 

the bulk of questions were addressed 

to NSW Local Government Minister 

Paul Toole, with many delegates across 

NSW concerned about the impact of 

the Government’s “Fit for the Future” 

program of council amalgamations. 

With many local communities facing 

forced amalgamations delegates were 

rightly concerned about the future of 

local government as a major employer. 

The USU continues our focus on job 

protection, job security and protecting 

members’ wages and conditions. 

We also stand with the community to 

protect local services. 

Time to stop the ICE epidemic 

FOLLOWING A CALL FOR HELP FROM MANY LOCAL COMMUNITIES THE USU EXECUTIVE ENDORSED THIS 

MOTION TO BE PUT TO CONFERENCE, CALLING ON MINISTER TOOLE TO HELP FACILITATE ACTION TO ASSIST 

LOCAL GOVERNMENTS IN DEALING WITH PROBLEMS ASSOCIATED WITH THE DRUG ICE. 

With over 32,000 members across 

NSW & ACT and members in every local 

community, the United Services Union 

has a proud history of representing 

workers and their communities for over 

100 years. 

For the past two years our 

membership has consistently reported 

through our metropolitan and regional 

branch committees of management 

the debilitating personal, social, family, 

environmental and employment effects 

of the scourge of the drug ICE within 

their local communities. 

ICE does not discriminate, it is 

affecting the young and the old, families, 

the employed and the unemployed 

and those most vulnerable in our 

communities with reports of children 

as young as 10 years of age using this 

insidious drug across our regions. 

KATERINA TAHIJA PUTS THE 

EXECUTIVE MOTION TO MINISTER 

TOOLE AT CONFERENCE 

Assaults, family violence and violence 

against women and children are direct 

effects of this socially debilitating drug 

with community services, police and 

other emergency services unable to 

contain its proliferation. 

The United Services Union, through 

our membership, has heard the 

frustrations of our members on behalf 

of their communities including their 

calls for action. We believe it is time 

to promote their calls for help through 

our social and political means. 

MOTION 

“The United Services Union calls on 

the Minister for Local Government The 

Honourable Paul Toole, the Minister for 

Community Services The Honourable 

Brad Hazzard, the Minister for Police 

The Honourable Troy Grant, the 

Minister for Emergency Services The 

Honourable David Elliot, the President 

of the Local Government Association 

NSW Mr Keith Rhoades and the Sydney 

Alliance to meet with the United 

Services Union to explore options to 

assist Local Government in dealing with 

this rampant and socially debilitating 

drug epidemic within our communities.” 


: Unions Deliver 

AT YOUR SERVICE: 

USU EXECUTIVE 

Craig Peate (USU Local Government 

Super Trustee) and Peter Lambert 

(CEO Local Government Super) 

Steve Birney and Graeme 

Kelly speak with Jim 

Montague, Canterbury 

Council GM & USU Local 

Government Super 

Trustee 

The Hon Brendan O’Connor MP, 

Graeme Kelly, Clr Linda Scott (Sydney 

City Council) and Steve Birney 

Delegates quiz Minister 

Delegates used the opportunity to personally address the Minister for 

Local Government Paul Toole (right) on behalf of fellow members and the 

community. Their major concerns echo those of communities across NSW. Why 

should councils be forced to amalgamate and what will happen to jobs and 

local services. Below from left to right: Liz Lawton (Murray Branch Secretary), 

Scott Jackson (New England Branch President), Adrian Potts (Central West 

Branch President) and Merv Emerton (Newcastle Branch President). 


Not in Our Community 

A community campaign to stop violence against women 

Violence against women is a challenge for the whole 

community and elected representatives, from across all 

three levels of government, met on Monday 26th October 

proudly united to sign a pledge to say NO to violence against 

women. Through the instigation of Federal Member for 

Newcastle Sharon Claydon (ALP) the launch of ‘Not in Our 

Community’ – a community campaign to stop violence 

against women – was formed. 

The “Not in Our Community” pledge was jointly signed 

by Sharon Claydon MP - Federal Member for Newcastle 

(ALP), Senator Claire Moore - Shadow Minister for Women 

(ALP), Jodie Harrison MP - Member for Charlestown, Lord 

Mayor of Lake Macquarie (ALP) and Shadow Minister for 

the Prevention of Domestic Violence and Assault, Tim 

Crakanthorp - State Member for Newcastle (ALP) and 

Nuatali Nelmes - Lord Mayor of Newcastle (ALP). The USU 

stands proudly and united with these representatives on 

this issue, recognising the positive influence and leadership 

shown by Sharon, Claire, Tim, Jodie and Nuatali in the 

Newcastle / Lake Macquarie communities. 

The USU especially congratulates the example led by 

both Lord Mayors of Lake Macquarie (Jodie Harrison) and 

Newcastle (Nuatali Nelmes) for signing and promoting this 

pledge throughout the wider Hunter Valley community. The 

On 1 December 2015 the Newcastle 

Industrial Relations Commission 

hosted the swearing out ceremony 

of the Honourable Deputy President 

Rodney Harrison, recognising 28 years 

of distinguished service. 

Whilst the Deputy President has 

been involved in levels of all industry, 

he has been a major influence in our 

main industries of Local Government, 

and the Energy Sector, showing 

strong leadership in the collaborative 

approach to Industrial Relations in 

the Hunter Valley, including that of 

interest based bargaining; that model 

of Industrial Relations is now widely 

referred to as the “Hunter Model”. 

The Hunter Model of Industrial 

Relations has been adopted and/or 

USU is hopeful that all 

Mayors throughout NSW 

will follow this leadership 

by replicating and 

supporting this pledge, 

or similar, in their own 

communities. 

implemented in one form or another 

across many parts of Australia. 

Deputy President Harrison has 

presided over many disputes 

particularly in the Northern region, and 

has gained the respect of employers 

and Unions alike. 

USU Northern Industrial Officer 

Noel Martin said, “Deputy President 

Harrison has been an integral part of 

Industrial relations in the Northern 

part of NSW for many years and has 

assisted many advocates from both 

sides run their respective cases in a fair 

and just manner”. 

The Deputy President has been 

strong in ensuring both employers and 

employees alike follow the grievance 

and dispute procedures in Awards 

Together, we pledge to: 

Stand up to all forms of violence 

against women and children. 

Challenge the beliefs and 

behaviours that excuse, justify or 

condone violence and inequality. 

Work with our neighbours to 

create safer, more inclusive 

communities for all. 

The USU invites members, family, friends, workmates 

and neighbours to join us and sign the pledge to say that 

violence against women is never OK and has no place in our 

community. USU members can sign the pledge at 

www.sharonclaydon.com/notinourcommunity, 

we encourage you contact your own local members of 

Parliament / Councillors to demonstrate similar leadership. 

Farewelling a giant of the NSW Industrial Relations Commission 

and Enterprise Agreements, and was 

instrumental in the very early days of 

overseeing their implementation in one 

of the first Lake Macquarie City Council 

Enterprise Agreements. 

He has been an integral part of the 

Newcastle Industrial Relations Society, 

encouraging advocates from both 

employers, and unions, to attend and 

participate. 

“There are many quotes that can be 

attributed to His Honour, however one 

that has lasted and been tested over 

time is, Industrial Relations is about 

relationships,” said Noel. 

The United Services Union wishes 

Deputy President Rodney Harrison 

and his wife Julie a long, healthy, and 

prosperous retirement. 


Domestic Violence Leave: It’s Time 

USU OFFICIALS ROB POTTER AND LUKE HUTCHINSON ATTENDED 

A RECENT UNIONS NSW FORUM REGARDING THE NEED FOR 

DOMESTIC VIOLENCE SUPPORT IN WORKPLACE CONDITIONS. 

A significant number of the 350,000 women each year who experience Paid domestic violence leave recognises that workers 

domestic violence, are members of a union or are employed in a unionised experiencing domestic violence often have exhausted their 

workplace. 

personal leave entitlements and don’t have access to paid l 

when they most need it. 

Unions have advocated for every person’s right to a safe home, community 

Domestic violence is a social issue that and community services, tran 

and workplace for a long time. Unions have also recognised that domestic must be tackled and taken seriously manufacturing, energy, const 

violence is not a private issue, but a systemic issue arising from wider by social, all members of our community, and the public sector. 

economic and cultural factors WHAT that IS must DOMESTIC be addressed in the public sphere, including employers. WHY DO WE NEED The ASU led the way in Aust 

including workplaces. VIOLENCE LEAVE? 

Unions and employers PAID have DOMESTIC negotiated VIOLENCE with LEAVE the first leave clause ac 

& PROTECTIONS AT WORK? 

over 500 workplace agreements in a Victorian council in 201 

Paid domestic violence leave recognises that workers 

The ACTU submission focuses on an area in which our expertise can 

experiencing domestic violence often have exhausted their which provide Paid domestic violence violence leave and leave, protections at work help victims of 

More than 1.6 million employ 

personal leave entitlements and don’t have access to paid leave 

domestic violence to maintain safe and secure employment. It is a cost 

contribute to the Inquiry: 

across a wide range industries 

when they most need it. 

effective way of preventing the financial stress that now workers covered facing domestic but it’s time to e 

including local violence government, often have to deal social with. It also helps employers maintain a stable 

■ The critical role of employment 

Domestic violence is a 

in 

social 

maintaining 

issue that and 

financial 

community services, 

independence 

transport, 

workforce. 

the right to all employees. 

must be tackled and taken seriously manufacturing, energy, construction 

and escaping domestic 

by all members 

violence; 

of our community, and the public sector. 

including employers. 

The ASU led the way in Australia 

REVERSE KEY FACTS FUNDING CUTS 

■ The role of workplace 

Unions 

laws 

and employers 

to protect 

have negotiated 

and support 

with the first 

employees 

leave clause achieved 

over 500 workplace agreements in a Victorian council in 2010. 

Sign the Paid Change.org domestic leave petition prevents asking the Federal Coalition Government 

experiencing domestic 

which provide 

violence; 

domestic violence leave, 

More than 1.6 million employees are 

to invest further in quality harm to community someone’s long services instead DOMESTIC of cutting funding: 

across a wide range of industries 

term health & wellbeing. 

now covered but it’s time to extend 

VIOLENCE 

http://bit.ly/sm-pet072015 

including local government, COSTS THE 

the right to all employees. 

AUSTRALIAN 

■ The role of workplaces in driving social, cultural and behavioural change; The ACTU has filed a claim ECONOMY with the Fair Work 

■ The importance of decent wages and savings in mitigating women’s Commission to get Paid Domestic Violence Leav 

vulnerability to violence. 

included in all Awards. $16.8 

BILLION 

AND REDUCES THE RISK OF 

The ACTU has filed a claim with the Fair Work 

POVERTY & HOMELESSNESS. 

EACH YEAR. 

The USU says that domestic Commission violence to get leave Paid should Domestic be Violence available Leave for all If successful, this claim will: 

included in all Awards. 

workers. 

Paid domestic violence leave 

If successful, this claim will: 

• Directly benefit more than 

sends a strong 

6 million 

message to the 

workers. 

MORE THAN 

community. 

Having access to domestic • violence Directly benefit leave more means than 6 victims million workers. have time to 

attend court appearances and related appointments, seek legal advice and • Provide for 10 days paid domestic violence 

• Provide for 10 days paid domestic violence 

make relocation arrangements. 

leave for workers to attend court appearances, leave for workers to attend court THAT VIOLENCE 

400,000 

appearances 

AGAINST WOMEN 

medical and legal appointments and make 

IS UNACCEPTABLE 

safety and re-location arrangements. 

medical PEOPLE and legal appointments and make 

It helps an employee experiencing family violence keep their job and 

safety and re-location arrangements. 

experience domestic 

maintain financial independence, which is critical for women trying to escape 

violence each year 

(mostly women) 

a violent relationship. 

The ACTU currently has a claim before the Fair Work Commission to give 

more than four million workers covered by an award access to ten days paid 

domestic violence leave for permanent staff and ten days unpaid leave for 

casuals. 

USU men swear 

The USU once again held its White Ribbon 

breakfast to raise funds and awareness of the 

campaign to stop violence against women. 

White Ribbon Ambassador and former 

Test Rugby Union great Gary Ella was guest 

speaker at this important event. 

Participants took the new 2015 White 

Ribbon oath vowing: 

I will stand up, speak out and act to 

prevent men’s violence against women. 

WHAT IS DOMESTIC 

VIOLENCE LEAVE? 

Authorised by David Smith, Australian Services Union National Secretary, 116 Queensberry Street, Carlton South, Victoria 3053, Australia 

GRAEME KELLY, GARY 

ELLA AND STEVE BIRNEY 


USU meets with overseas Unions 

OVER THE LAST MONTHS THE USU HAS TAKEN THE OPPORTUNITY TO ENGAGE WITH REPRESENTATIVES OF 

INTERNATIONAL UNIONS AND ACADEMICS AT THE HIGHEST LEVEL WITH A VIEW TO BUILDING THE UNION’S 

PROFILE AND STRENGTHENING ALLIANCES WITH WORKERS’ REPRESENTATIVES AROUND THE WORLD. 

The USU takes great pride in being part of a global 

movement of workers committed to the mutual advance of 

workers’ rights and fairness and equality in the workplace 

and in society more generally. 

JAPANESE DELEGATION 

In August General Secretary Graeme Kelly and Legal Special 

Projects Officer Mark Dunstan met with a delegation from 

the Japanese Civil Service led by academic Mika Nishimura. 

The delegation was in Australia researching collective 

bargaining and wage fixing strategies in local government. 

Graeme Kelly has already built significant relationships 

with Rengo Tokyo, one of Japan’s most significant Unions, 

and was able to use his strong knowledge of Japanese 

unionism while explaining the current state of local 

government employment in NSW and Australia. In particular 

he discussed the experience of maintaining strong alliances 

with other unions, community organisations and diversity 

of political players while protecting workers’ rights at a 

time where conservative governments dominate Australian 

politics at the state and federal level. 

Mark Dunstan spoke about the economic context of NSW 

Local Government and about his experience working on 

the Local Government (State) Award 2014. The Japanese 

delegation were particularly interested in the USU’s use of 

economic data and cooperative negotiations to secure the 

highest wage increases for any public sector workers in the 

state. 

CHINESE DELEGATION 

In September Graeme and Mark met with a delegation from 

China headed by Mr. Weng Zhengying, the Vice President 

of the Hangzhou Federation of Trade Unions, a union group 

with over 3 million members, mostly involved in civil and 

local government operations. 

The meeting covered a number of topics and was an 

important first step in establishing relationships with unions 

in a country which will likely be Australia’s largest economic 

partner through the next century. 

Both the USU and the Chinese delegates benefited from 

discussions about how unions can best engage younger 

workers. There was also a discussion about the importance 

of strong and sustainable wage increases in improving the 

living conditions of workers. 

At the end of the meeting, Mr Weng Zhengying 

GLOBAL CONNECTIONS: 

GRAEME KELLY AND 

MARK DUNSTAN MEET 

WITH THE JAPANESE 

DELEGATION (ABOVE) 

AND THE CHINESE 

DELEGATION (BELOW) 

commented that he had visited other unions in New 

Zealand and within Australia and he praised the USU for its 

professionalism. 

Mr Zhengying also stated that he would be pleased to 

host a delegation from the USU to attend the G20 summit 

which was to take place in his region in 2016. The conference 

will likely be the most important global meeting of the year 

next year and the USU will seriously give consideration to 

that invitation. 

Overall it has been a very encouraging few months for 

the USU in terms of furthering our global engagement and 

strengthening friendships with unions around our region 

including the continuation of our association with the 

General Municipal & Boilermakers Union in the UK. 


USU New Gen Apprentice and 

Mentor of the Year Awards 

THE USU IS PLEASED TO 

ANNOUNCE BLAKE ESSEX 

AS THE 2015 WINNER OF THE 

APPRENTICE OF THE YEAR AND 

BEN MIDDLETON AS MENTOR OF 

THE YEAR. 

APPRENTICE OF THE YEAR 2015: 

BLAKE ESSEX 

Blake has been an apprentice plumber 

for 3 years. He has successfully 

completed all formal study passing 

every subject. He has now also enrolled 

to complete a Certificate 4 for his trade 

next year. Blake is well respected at 

Port Stephens Council and is always 

willing to lend a hand with any extra 

activities. 

MENTOR OF THE YEAR 2015: 

BEN MIDDLETON 

Ben has been a mentor for the last 

3 years. An experienced plumber he 

has been able to successfully mentor 

an apprentice, providing valuable 

supervision and a great variety of 

work to support the studies of his 

apprentice. Ben has achieved this as 

well as taking on extra duties in the 

workplace. 

Each year the USU New Gen 

committee presents these Awards 

to promote increasing apprentice/ 

traineeships across the USU industries. 

The Apprentice of the Year is 

awarded to a USU member, currently 

undertaking a workplace 

Your first career? 

We’ve got 

your back! 

CONGRATULATIONS! 

BLAKE ESSEX 

(LEFT) AND BEN 

MIDDLETON. 

apprentice/traineeship, who deserves 

recognition and the Mentor of the Year 

is awarded to a USU member who 

actively engages with workers, creates 

harmony in their team environment 

and has an awareness of issues that 

effects all workers. 

Nominations for 2016 Awards will 

be called for in the journal and USU 

website in 2016. 

www.usu.org.au 

united@usu.org.au 

1300 136 604 

TO FIND OUT 

MORE ABOUT THE 

USU NEW GEN 

RING 1300 136 

604 OR VISIT OUR 

FACEBOOK PAGE. 

USU New Gen Committee 

#CaptainUSU 

#CaptainUSU 

Find out more at www.usu.org.au 


Negotiations begin at 

Maurice Blackburn 

The USU/ASU National Negotiating 

Team (NNT) had a meeting with the 

Company’s representatives on 9 

November 2015 which saw the start 

of bargaining. 

The USU served our log of claims 

on the Company on 14 September 

2015 presenting comprehensive 

written proposals on each claim to 

management. These detailed claims 

indicate how we want the current 

EBA changed. 

The Company did not ask any 

questions or respond to our claims 

reserving their questions and 

comments until we next meet on 23 

November 2015. 

The Company say they will not be 

in a position to give us their claims 

until 3 December 2015 and then they 

will be in a position to discuss their 

claims on 7 December 2015 in more 

detail. This is very disappointing as 

we understood from the Company 

they had been working on their 

claims for some time. 

As part of our negotiations we 

have requested information to assist 

us in negotiations including details 

of actual wage rates and the range 

of bonuses paid, however currently 

Maurice Blackburn is refusing to 

provide this information. 

We are keen to understand what 

percentage pay increases between 

2.5% and 4% were received by staff 

and in what areas the Company 

unilaterally paid a pay rise without 

negotiation with the union back 

in July 2015. As members will 

remember, management called in 

two USU delegates to tell them they 

were paying an increase and there 

was no negotiation, discussion, 

consultation or information beyond 

the memo everyone received. The 

union did NOT agree to this process 

or the pay rises that were made. 

nib Negotiations in full swing 

THE USU IS CURRENTLY IN 

NEGOTIATIONS WITH NIB 

MANAGEMENT FOR THE 2015 

ENTERPRISE AGREEMENT. 

All parties have supplied their Log of 

Claims and now the process of working 

out acceptable outcomes for USU 

members begins. 

Members have told us the most 

important areas requiring attention 

include: 

Wage increases 

Benchmarking of positions 

Review of classification structure 

and position descriptions 

Redundancy provisions 

Review of Bonuses and STIs 

Hours of Work 

Leave matters 

We have presented these issues to 

Management and they have, in turn, 

Armaguard EA heats up 

MEMBERS AT ARMAGUARD HAVE 

RESOUNDINGLY VOTED NO TO 

A PROPOSED NEW EA. THE USU 

RECOMMENDED A NO VOTE ON 

THE LATEST PROPOSAL. 

Armaguard put the following offer to 

employees to vote on: 

1.5% Pay increase 

1% superannuation increase 

An amended NSW Cash 

Classifications Structure 

The Armaguard offer represented a 

pay increase of 1.5% per year which 

meant a drop in real wages of 0.7% as 

CPI in Sydney over the last year is 2.2% 

The USU was concerned that 

members in NSW were being offered 

rates lower than workers in other states 

with Queensland workers being offered 

1.9% per annum - with Superannuation 

already higher in other states, this was 

NOT a good deal for NSW workers. 

provided us with their Log which 

includes the following: 

Extension of trading hours on 

Saturdays and Sundays for Retail 

staff – paying shift loadings not 

Overtime as is currently the case. 

Higher Duties after 5 days- currently 

paid for one day or more. 

Review of salary banding. 

Improving the wording in the EA so it 

is easier for employees to read and 

understand. 

As the journal heads to print further 

negotiating meetings are planned. 

The USU negotiating team currently 

consists of USU delegates Steven 

Jones and Kasey DeFiddes with 

Christie Halls coming onto the team 

to replace Steve when he leaves nib at 

the end of November. USU officials Paul 

Sansom and Darren Cameron are also 

negotiating on USU members’ behalf. 

12.5% 12% 

12% 

9.5% 

“NOT SO SUPER” OFFER: 

WA – 12.25% 

SA – 12% 

QLD – 12% 

NSW – 9.5% plus 1% per year of the 

agreement - yet this is still below the 

other states! 

The United Services Union has 

written to Armaguard requesting a 

resumption in negotiations for the 

agreement to ensure NSW members 

get a better deal. Please check the 

USU website on www.usu.org.au for 

campaign updates. 


QF EBA 11 preparations begin 

A NATIONAL MEETING OF USU/ASU QANTAS DELEGATES HAS 

RESOLVED TO COMMENCE OUR PREPARATIONS FOR OUR QANTAS 

EBA 11. 

Our Qantas EBA 11 USU/ASU survey 

was released to enable staff to express 

a view about what we should claim in 

this next bargaining round. 

USU/ASU delegates and organisers 

have held meetings in key locations to 

discuss and complete our survey and 

to plan our EBA campaign. 

MAKE YOUR VOICE HEARD 

These meetings are an ideal 

opportunity to discuss the survey, 

consider what is important and 

ensure everyone can participate in 

determining what is included in the 

USU/ASU Claim. 

There is no doubt we have been 

through some tumultuous times since 

concluding EBA10 – we already know 

that Qantas management want us to 

take a wage freeze despite the drastic 

cuts to numbers we have suffered and 

changes to work processes that have 

occurred, all of which has resulted 

in Qantas going back into profit in a 

record time. 

Less staff and more work also means 

productivity is well and truly up and 

should be rewarded. 

Many people have also raised the 

need to put family violence leave in 

our EBA, not just in policy as well as 

safeguard paid parental leave, confirm 

part-time rights and improve job 

security. 

Regular updates will be sent to 

members. 

Bargaining to commence at Air Niugini 

NEGOTIATIONS FOR A NEW ENTERPRISE AGREEMENT FOR 

EMPLOYEES AT AIR NIUGINI WILL SHORTLY KICK OFF. 

The USU/ASU has written to management seeking that a date be set for the 

first bargaining meeting. We will let you know once a date is confirmed. 

In the negotiations the USU/ASU will be seeking improvements to your 

wages and conditions that USU/ASU members have told us are important, in 

particular: 

Annual wage increase of 3% (backdated to when your last pay increase 

was due, 1 July 2014); 

Improvements to overtime arrangements; 

Casual loading to be paid at 25% instead of 20%. 

Talk to your workmates today about becoming a member of the USU/ASU, 

now is the time to join. 

Delegates get some 

wins at Jetstar 

Your USU/ASU representatives met 

with representatives of Jetstar in 

September and were able to resolve a 

number of issues, including: 

CBOS WORKING IN SINGLES 

Despite assurances that CBOs would 

always work in pairs, there were 

occasions where CBOs were rostered 

on by themselves. Jetstar has 

confirmed that CBOs will be rostered 

in pairs, and has communicated this 

to port management. 

NIL48 

We thought this issue was resolved 

through the Fair Work Commission 

a few months ago, however Jetstar 

was trying to get around paying 

Nil48 by using an “availability book” 

and saying because employees 

had indicated they were available, 

they had “volunteered” for the 

roster change. We now have a 

commitment from Jetstar that 

employees rostered on within 48 

hours of the commencement of the 

shift, even where it has occurred 

as a consequence of the employee 

“volunteering” for additional hours, 

will be subject to Nil48 penalties. 

DEALING WITH ROSTER 

DIFFICULTIES DIRECTLY WITH 

GROUNDSTAR TEAM 

Jetstar has agreed that employees 

can report all roster errors and 

difficulties directly to the Groundstar 

team, rather than having to go 

through local management. 

FRONTLINE BONUS SCHEME 

AND TRAVEL VOUCHERS 

Jetstar has confirmed that employees 

can access both the 2 x $200 travel 

vouchers and the frontline bonus 

scheme. You will not lose access to 

the frontline bonus scheme by using 

your travel vouchers. 

Further updates will be sent to 

members about ongoing issues. 


pay. 

Gosford City Council • 2 September 2014 

The United Services Union has today commenced 

proceedings in the New South Wales Industrial 

Relations Commission to contest the validity of Gosford 

City Council’s decision to cease the long standing 

Performance System Bonus Payment. 

The USU is alarmed by Gosford Council’s decision 

to cease this arrangement WITHOUT any significant 

discussion, consultation or agreement. The USU has 

sought, on numerous occasions, through the General 

Manager over the past few weeks to resolve this issue 

in accordance with the current GCC Salary System and 

the Award. Council only informed us directly of this 

shameless decision late on Monday 1st September 

2014. This decision now affects all eligible USU 

members retrospectively from 1st July 2014!! 

considering if your rights and conditions are next to be 

These developments are an unprovoked attack targeted and ceased without any warning. 

targeting ALL hard working employees of Gosford 

City Council, which is clearly outrageous. 

The United Services Union, your Union, will ensure the 

fight is taken up to Gosford City Council to protect your 

We are further dismayed that this decision may be workplace conditions and entitlements. 

outside the processes allowable under the NSW Local 

Government State Award. Further updates will be 

Not yet a member? Concerned that YOUR job or 

provided following these pending proceedings in the 

entitlements will be the next target? Action required: 

New South Wales Industrial Relations Commission. 

How to become a member of a united collective 

By undertaking these proceedings it again 

who will fight and protect your rights? Contact 

demonstrates the USU’s capacity to service all areas 

your local USU Delegate or USU Organiser Luke 

of employment throughout the workplace. If you 

Hutchinson on 0419 761 323 / lhutchinson@usu. 

are currently employed at Gosford City Council and 

org.au to join today! 

not yet a member of the USU, it may be worthwhile 

It pays to be united 

www.usu.org.au • 1300 136 604 

Authorised and printed by Graeme Kelly, 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 

pay. 

USU Membership Actions: 

take home pay? 

pockets! 

today! 

USU@GOSFORD 

Performance Bonus Payment Update 

USU involvement has ensured cu rent 

positive outcomes and update for members! 

The United Services Union reports from proc edings held the New South Wales Industrial 

Relations Co mi sion Tuesday 7th Octobe regarding the validity of Gosford Council 

management’s unilateral decision to cease the long standing Performance System Bonus 

forms part of the overa l Salary system a rangements agr ed 1 96. 

If Council does now agr e the cu rent system / bonus payment is in fac “cu rent system”, 

the Industry Unions wi l then m et with CEO and other senior management in a temp to 

resolve thi situation. If further agr ement is reached in the coming 28 days, the alternative 

is, the ma ter wi l relisted before Deputy President Ha rison of the IRC for further formal 

conciliation and/or arbitration. 


We wi l continue to gather evidence and work towards any cu rent KPI’s for the 2014/15 appraisal 

period, as this ma ter now under a dispute the normal work practices n ed to continue prior to 

the dispute being lodged. 

Co lective efforts for a l USU members wi l ensure members wi l not be disadvantaged throughout 

this proce s. The USU wi l provide further information an developments as they arise with this 

ma ter. 

Not yet a member? Action required: 

Payment retrospectively 1st September 2014. 

Fo lowing several submi sions from the USU and co leagues from DEPA and LGEA regarding 

the historical agr ement reached over in the salary system in 1 96, it was reco mended by 

Co mi sioner Stanton that Council now give “strong consideration” tha the performance bonus 

How do I become a member of a united co lective who wi l fight and protect your entitlements? 

Simply turn over this flyer or contact your local USU Delegate or USU Organiser Luke Hutchinson 

on 0419 761 323 / lhutchinson@usu.org.au to join today! 

w.usu.org.au • 13 0 13 604 

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

Level 7, 321 Pi t St Sydney • Phone: (02) 9265 82 1 • Facsimile: (02) 9261 265 • Email: united@usu.org.au • Website: w.usu.org.au 

Gosford City Council • 9 October 2014 

Gosford City Council • 2 September 2014 

The United Services Union has today co menced 

proc edings in the New South Wales Industrial 

Relations Commission to contes the validity of Gosford 

City Council’s decision to cease the long standing 

Performance System Bonus Payment. 

The USU is alarmed by Gosford Council’s decision 

to cease this a rangement WITHOUT any significant 

discussion, consultation or agreement. The USU has 

sought, o numerous o casions, through the General 

Manager over the past fe w eks to resolve i sue 

in accordance with the rent G C Salary System and 

the Award. Council only informed us directly of this 

shameless decision late Monday 1st September 

2014. This decisio now affects a l eligible USU 

members retrospectively from 1st July 2014!! 

considering if your rights and conditions are nex to be 

These developments are an unprovoked attack targeted ceased without any warning. 

targeting A L hard working employ es of Gosford 

City Council, which is clearly outrageous. 

The United Services Union, your wi l ensure the 

fight is taken up to Gosford City Council to protect your 

We are further dismayed tha this decision may be workplace conditions and entitlements. 

outside the proce ses allowable under NSW Local 

Government State Award. Further updates will be 

Not yet member? Concerned that YOUR job or 

provided fo lowing these pending proc edings in the 

entitlements will the nex target? Action required: 

New South Wales Industrial Relations Commi sion. 

How to become a member of a united co lective 

By undertaking these proceedings it again 

who wi l fight and protect you rights? Contact 

demonstrates the USU’s capacity to service all areas 

your local USU Delegate or USU Organiser Luke 

of employment throughou the workplace. If you 

Hutchinson 0419 761 323 / lhutchinson@usu. 

are cu rently employed Gosford City Council and 

org.au join today! 

not yet a member of the USU, it may be worthwhile 


w w.usu.org.au • 13 0 13 604 


Level 7, 321 Pi t St Sydney • Phone: (02) 9265 82 1 • Facsimile: (02) 9261 265 • Email: united@usu.org.au • Website: ww.usu.org.au 

Member action delivers win at Gosford 

USU@GOSFORD 

Gosford City Council • 16 April 2015 

OVER TWELVE MONTHS OF 

COLLECTIVE EFFORTS FROM 

USU MEMBERS AT GOSFORD 

CITY COUNCIL HAS RESULTED IN 

POSITIVE OUTCOMES. 

The long term dispute with Gosford 

City Council over the Performance 

Appraisal/Salary System has now 

been resolved. USU Representatives 

negotiated a proposal which included 

key protections and positive resolution 

for the future of Performance Payment 

and Salary System. 

A collective USU members meeting 

held on 17th September 2015 

overwhelmingly endorsed the proposal 

pending minor adjustments and 

ratification through the New South 

Wales Industrial Commission. 

Key outcomes of the orders made 

by His Honour DP Harrison in NSW IRC 

proceedings held on 29th September 

2015 and endorsed by the USU 

membership on 17th September 2015 

are as follows: 

O Protection and agreement on 

a “at least” 20% Salary System 

progression span at each band 

/ level (combined skills and 

performance payments) 

O A guaranteed 2.5% “Retention 

Payment” for all eligible staff for 

2014/15 performance year payable 

from 30th November 2015 

O A guaranteed 2% “Retention 

Payment” for all eligible staff for each 

following performance year payable 

from 30th November each year 


O A renewed Rewards 

and Recognition 

Scheme to be resolved 

by the 30th November 

2015, which will allow 

employees to earn “at least, or 

above” a combined 4% each year 

USU@GOSFORD 


USU involvement has ensured current 


The United Services Union reports from proc edings held in the New South Wales Industrial 

Relations Co mission on Tuesday 7th Octobe regarding the validity of Gosford Council 


Payment retrospectively from 1st September 2014. 

Fo lowing several submissions from the USU and co leagues from DEPA and LGEA regarding 

the historical agr ement reached over in the salary system in 1 96, it was reco mended by 

Commi sioner Stanton that Council now give “strong consideration” tha the performance bonus 

forms part of the overa l Salary system a rangements agr ed in 1 96. 

If Council does now agr e the cu rent system / bonus payment is in fac the “cu rent system”, 

the Industry Unions wi l then m et with the CEO and other senior management in an a temp to 

resolve thi situation. If no further agr ement is reached in the coming 28 days, the alternative 

is, the ma ter will be relisted before Deputy President Ha rison of the IRC for further formal 



We wi l continue to gather evidence and work towards any cu rent KPI’s for the 2014/15 a praisal 

period, as this ma ter is now under a dispute the normal work practices n ed to continue prior to 


Collectiv efforts for a USU members wi l ensure members will not be disadvantaged throughout 

this proce s. The USU wi l provide further information an developments as they arise with this 

ma ter. 


How do I become a member of a united collective who wi l fight and protect your entitlements? 


on 0419 761323 / lhutchinson@usu.org.au to join today! 

O The USU and other employee 

representatives will review the 

Retention, Rewards and Recognition 

budget spent each year and 

any outstanding money will be 

reallocated to the following year’s 

budget (this includes an annual 

increase to the budget based on the 

Award wage increase) 

O Inclusion of eligible staff to now 

include Apprentices, Term Contract 

employees and various pro-rata 

arrangements, to capture higher 

duties and newly appointed 

employees 

O Retention payments calculated 

on “ordinary pay” which includes 

regular received allowances and 

penalty rates (as defined by Clause 4 

(viii) of the Local Government (State) 

Award 2014) 

SOLIDARITY 

WINS 

The United Services Union reports from proceedings held in the New South Wales Industrial 

Council bosses continue their 

mission to slash workers’ pay 

Gosford City Council • 9 October 2014 

Fo lowing Gosford Council’s shameless decision to seek to remove 

the performance bonus payment (4% progression step) from 

the Salary System without warning on 1st September 2014, the 

USU has continua ly cha lenged Council’s righ to remove it in 

accordance with the Award. Several proceedings have been 

ongoing in New South Wales Industrial Relations Commission 

since this time. 

At proceedings held before Deputy President Harrison on Monday 

9th March 2015, Council provided a document which again 

outlined Council bosses’ latest proposal to seek to cu the bonus / 

Salary System. 

Council bosses are now brazenly proposing (nine months into the 

performance appraisal period) to cut a l members’ cu rent ability 

to earn a payment up to 4% now to a MAXIMUM of 2%. That’s 

right, Council bosses are seeking to slash your current 

entitlement under the salary system in half. This would also 

lower the cu rent salary system span from the previously agreed 

20% to 18%. It gets worse for the 2015/16 appraisal period, with 

Council bosses seeking to fu ly remove performance payment and 

ANOTHER 2% from the current Salary System span. 

The USU does not accep this shameless a tack on a l Gosford 

City Council workers. On the 15th April 2015, the USU escalated 

this ma ter to New South Wales Industrial Relations Commission 

arbitration proceedings. This wi l require the Commission to make 

a decision on whether Council bosses can continue their wish to Continued and sustained united actions from a l USU members 

“slash and burn” current GCC workers’ benefits and take home wi l ensure Council bosses ge the message of this appa ling 

behaviour – Stop trying to tear our pay away from our 

Further proceedings wi l be held in New South Wales Industrial 

pockets! 

Relations Commission on Monday 18th May 2015. Further updates Not yet a current member of the USU? Wan to maintain your take 

wi l be provided fo lowing these proceedings. 

home pay? 


Action required: 

The USU advises a l members to continue to gather a l evidence How do I become a member of a united co lective who will 

and provide a l work undertaken towards any cu rent KPI’s for the fight for and protect your entitlements? Simply turn over this 

2014/15 appraisal period, as this matter is sti l under dispute the flyer or contact your local USU Delegate or USU Organiser Luke 

normal work practices need to continue. 

Hutchinson on 0419 761 323 / lhutchinson@usu.org.au to join 

Ask your Council boss, why are you a tacking my conditions and 

today! 

take home pay? 

USU update 

USU lodge IRC Dispute 

against Gosford City Council 

www.usu.org.au • 13 0 136 604 


Level 7, 321 Pi t St Sydney • Phone: (02) 9265 82 1 • Facsimile: (02) 9261 265 • Email: united@usu.org.au • Website: w.usu.org.au 

www.usu.org.au • 1300 136 604 


Level 7, 321 Pi t St Sydney • Phone: (02) 9265 82 1 • Facsimile: (02) 9261 2265 • Email: united@usu.org.au • Website: www.usu.org.au 

USU@GOSFORD 


USU involvement has ensured current 


Relations Commission on Tuesday 7th October regarding the validity of Gosford Council 


Payment retrospectively from 1st September 2014. 

Following several submissions from the USU and co leagues from DEPA and LGEA regarding 

the historical agreement reached over in the salary system in 1996, it was recommended by 

Commissioner Stanton that Council now give “strong consideration” tha the performance bonus 

forms part of the overa l Salary system arrangements agreed in 1996. 

If Council does now agree the current system / bonus payment is in fact the “current system”, 

the Industry Unions wi l then meet with the CEO and other senior management in an attemp to 

resolve this situation. If no further agreement is reached in the coming 28 days, the alternative 

is, the matter wi l be relisted before Deputy President Harrison of the IRC for further formal 



We will continue to gather evidence and work towards any current KPI’s for the 2014/15 appraisal 

period, as this matter is now under a dispute the normal work practices need to continue prior to 


Co lective efforts for all USU members wi l ensure members wi l not be disadvantaged throughout 

this process. The USU will provide further information and developments as they arise with this 

matter. 


How do I become a member of a united collective who will fight and protect your entitlements? 


on 0419 761 323 / lhutchinson@usu.org.au to join today! 

www.usu.org.au • 1300 136 604 


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

Gosford City Council • 9 October 2014USU@GOSFORD 

Gosford City Council 

“concedes” at NSW IRC 

The United Services Union provides an overview of the positive outcomes 

achieved at the New South Wales Industrial Relations Commission on 3/8/15 

for the vast united membership at Gosford City Council. 

Through a “notice of motion” the Union contended Council was seeking to change the 

current work practices regarding the “work behaviours” of the cu rent Performance 

appraisal / Salary System. As USU members would be aware, the USU is cu rently in 

dispute over Council’s shameless inten to remove up to 4% of your wages from the 


The Union was informed by Council management representatives a the Consultative 

Committee held on 2/6/15 of their intent to change the work behaviours of the cu rent 

performance appraisal process which would conceivably be retrospective to 1st July 

2015!! Council also promoted these “proposals” to a l employees in an a l staff global 

email on 7/7/15. 

The Union sought to resolve and gain clarification of this proposal and wrote to the CEO, 

no response was received! 

However, in a seemingly sudden revelation, Council has now conceded in the NSW IRC that no changes would be made until 

the cu rent dispute over the Salary System is resolved. 

The cu rent dispute is scheduled for an arbitration hearing on 29th, 30th September and 1st October 2015. The Union wi l 

continue to provide updates on these important issues in due course. 

Membership Actions: 

Members should not accept any changes to previous / current work practices when you undertake your pending appraisal for 

the 2014/15 financial year. Any such deviation from the cu rent and long term existing performance appraisal practices, should 

be reported to your local USU delegate immediately. 

USU Contacts 

Not yet a member? Want to ensure YOU are part of a united team to ensure YOUR working conditions are protected? Contact 

your local USU Gosford City Council Delegates - La ry Freeman, Ma t Sheargold, Bre t McGa rity, Max Bugden, and Richard 

Worthy at the Erina / Woy Woy Depots, or Katie Wallace and Lindy Nichols at the Administration Building, or Bruce Sinclair at 

the Kincumber Treatment Works, or alternatively USU Organiser Luke Hutchinson on 0419 761 323 / lhutchinson@usu.org.au. 



Level 7, 321 Pi t St Sydney • Phone: (02) 9265 82 1 • Facsimile: (02) 9261 2265 • Email: united@usu.org.au • Website: www.usu.org.au 

www.usu.org.au • 1300 136 604 

Fo lowing Gosford Council’ shamele s decision to seek to remove 

the performance bonus payment (4% progre step) from 

the Salary System without warning 1st September 2014, the 

USU has continua ly cha lenged Council’s righ to remove it in 

a cordance with the Award. Several proc edings have b en 

ongoing New South Wales Industrial Relations Commi sion 

since this time. 

At proc edings held before Deputy President Ha rison Monday 

9th March 2015, Council provided a document which again 

outlined Council bo ses’ latest proposal to s ek to cut the bonus / 


Council bo ses are now brazenly proposing (nine months into the 

performance a praisal period) to cut all members’ cu rent ability 

to earn a payment up to 4% now to a MAXIMUM of 2%. That’s 

right, Council bo ses are seeking to slash your cu rent 

entitlement under the salary system in half. This would also 

lower the cu rent salary system span from the previously agr ed 

20% to 18%. It gets worse for the 2015/16 a praisal period, with 

Council bo se s eking to fu ly remove performance payment and 

ANOTHER 2% from the cu rent Salary System span. 

The USU does not a cep thi shamele s a tack on a l Gosford 

City Council workers. On the 15th April 2015, the USU escalated 

this ma ter to New South Wales Industrial Relations Co mi sion 

arbitration proc edings. This will require the Co mi sion to make 

a decision whether Council bo ses can continue their wish to Continued and sustained united actions from all USU members 

“slash and burn” cu rent G C workers’ benefits and take home will ensure Council bo ses ge the me sage of this a pa ling 

behaviour – Stop trying to tear our pay away from our 

Further proceedings wi l be held in New South Wales Industrial 

Relations Co mi sion Monday 18th May 2015. Further updates Not yet a cu rent member of the USU? Wan to maintain your take 

wi l be provided fo lowing these proceedings. 

home pay? 

Action required: 

The USU advises a l members to continue gather a l evidence How do I become a member of a united co lective who wi l 

and provide a l undertaken towards any cu rent KPI’s for the fight for and protect your entitlements? Simply turn over this 

2014/15 a praisal period, as this ma ter i sti l under dispute the flyer or contact your local USU Delegate or USU Organiser Luke 

normal work practices n ed to continue. 

Hutchinson 0419 761 323 / lhutchinson@usu.org.au to join 

Ask your Council bo s, why are you a tacking my conditions and 

Gosford City Council • 5 August 2015 

USU@GOSFORD 


Council bosses continue their 

mission to slash workers’ pay 


Level 7, 321 Pitt St Sydney • Phone: (02) 9265 82 1 • Facsimile: (02) 9261 265 • Email: united@usu.org.au • Website: w.usu.org.au 

WHERE TO NOW? 

With the resolution of the dispute and 

the associated orders now in effect, 

USU representatives are currently 

meeting with Council management 

and other employee representatives 

to resolve the criteria of the renewed 

Rewards and Recognition Scheme 

by 30th November 2015. Members 

should also expect their first Retention 

Payment of 2.5% in early December. 

The strong collective stance 

from Gosford City Council’s USU 

membership has delivered an 

outstanding result for all members, 

Council and the community. This 

is an outstanding example of the 

achievements which can be made 

through USU collective action and 

solidarity. 

w w.usu.org.au • 13 0 136 604 

USU update 

USU lodge IRC Dispute 

against Gosford City Council 

Gosford City Council • 16 April 2015 


Westpac Rescue Helicopter Beach Walk 

ON SATURDAY 24 OCTOBER 

2015, USU ORGANISERS LUKE 

HUTCHINSON AND ANDREW 

RYALS COMPLETED THE 32KM 

BEACH WALK BETWEEN 

STOCKTON BEACH AND BIRUBI 

BEACH, NEAR NEWCASTLE, TO 

RAISE MONEY FOR THE WESTPAC 

RESCUE HELICOPTER. 

At the time of writing, the amount raised 

exceeds $1200 however, by the end of 

November it is anticipated this figure 

will be above $1700. 

Any preconceived notions held by 

Luke or Andrew that this would merely 

be a leisurely stroll along the beach 

were quickly dashed. Walking on sand 

for over 7 hours was not as easy as 

they both thought. In fact, by the 24km 

mark pained screams could be heard 

by both walkers complaining of blisters, 

calves that were on fire, hamstrings 

that refused to function and hip flexors 

that could no longer flex. Many of these 

issues may be down to conditioning, 

however the fact remains that it was a 

very difficult walk. 

But the difficulties experienced 

during this walk pale in insignificance 

when compared to the kind of rescues 

FORMER NEWCASTLE CITY 

COUNCIL EMPLOYEE BARNEY 

LANGFORD HAS BEEN 

RECOGNISED, BEING AWARDED 

A USU CERTIFICATE OF 

ACHIEVEMENT. 

Barney commenced employment 

at Newcastle City Council in 1999 

and soon after was elected as a USU 

workplace delegate in 2000. During 

his time as delegate, Barney was 

instrumental in the protection of his 

fellow workers’ safety. His efforts as 

Chairperson of the Council’s Work 

Health and Safety Committee were 

LUKE AND ANDREW - ALL SMILES 

ONCE THE WALK WAS OVER! 

that the Westpac Rescue Helicopter 

performs and the good that comes from 

it. Over the past 40 years the Rescue 

Helicopter Service has carried out over 

70,000 rescues and currently operates 

out of 13 bases across the country. Many 

USU members have undoubtedly been 

touched by the efforts of the Rescue 

Helicopter, whether personally or 

through the rescue of family or friends. 

The social relevance of the trade 

movement needs to be constantly 

demonstrated to the wider community. 

In future years it would be great to see a 

larger USU contingent walking the beach 

invaluable and greatly appreciated by 

workers and the Union alike. 

Barney’s role on Council was 

managing the Newcastle youth centre, 

for this worthy cause. USU members 

can also support this worthy cause by 

committing to a small payroll deduction 

each week. Please contact your local 

USU delegates or organiser to support 

this great cause. 

The Rescue Helicopter can only 

continue with the ongoing support of 

donations from the public, without 

which the 70,000 rescues performed 

over the past 40 years, would not have 

been possible. Next year why not join 

us for the gruelling pain of a beach walk 

to ensure this valuable service goes for 

much longer! It is worth it! 

Congratulations Barney, your actions have been recognised! 

LUKE HUTCHINSON CONGRATULATES BARNEY 

The Loft, which although highly valued 

by the community had unfortunately 

been slated for closure since 2008. 

Through his passion and organising, 

the venue remained open for several 

more years - much to the delight 

of his fellow workers and the wider 

Newcastle Community. 

While Barney has now moved on from 

Newcastle City Council he continues to 

contribute, serving the community as 

a Councillor (ALP) on Lake Macquarie 

Council. Well done Barney on your 

commitment to your fellow workers 

and the broader community! 


Aquatic ballot for 

Summer 2016/17 

 

I just wanted to say a big thank you for 

organising our stay. What a great location 

and the people in charge were great. I’ve 

never really thought about utilising this union 

service before but will from now on. 

Gerard Cobcroft, USU member 

Blacktown City Council 

USU members can enjoy great holidays at the Union’s own Aquatic holiday 

resort, located in beautiful Port Macquarie on the Hastings River. The resort 

consists of a Motel and a Caravan Park, so no matter what type of holiday you 

are after your needs are covered. 

There are special rates for USU members and to ensure all members get a 

chance to holiday here during peak season a ballot is held each year. The peak 

season is from 3 December 2016 to 31 January 2017. It is a popular time of the 

year so we want to make sure our members get the chance to get in early! 

Don’t miss out - mark the date! 

 

THE 

BALLOT FOR SUMMER 2016/17 WILL OPEN 

ON 1 MARCH 2016 AND CLOSE ON 31 MAY 2016. 

Rooms and caravan sites are allocated to USU members first and then nonmembers 

if available. Members’ preferences for room and accommodation is 

taken into consideration, however depending on the order of the ballot, rooms 

and sites will be allocated on next best available. 

If you are selected in the ballot all accommodation must be fully paid for by 31 

October 2016. 

The Ballot form will be available for download from 1 March 2016 at 

www.usu.org.au/ballot2016 

To find out more about Aquatic and other great holiday rates for USU members 

visit www.aquaticinport.com.au 

United Services Union mem 

Macquarie, or heading sou 

USU members can stay at e 

Greetings pelican 

RTBU Holiday Park Kitc 

Greetings pelican 

Kitchen 

Boatings 

Located in the Booderee National Park, the RTBU 

Holiday Park at Jervis Bay, is just a 3 hour drive 

south from Sydney, but a world away … 

Each of the 14 self-contained units sleep up to a 

maximum of 6 people and rates are based on a 

family of 2 adults and 4 children. 

You will need to bring your own sheets as only 

mattress protectors, quilts and pillows are supplied. 

The units contain a digital television, an oven, 

microwave, fridge, crockery, cutlery, glassware, pots 

and pans as well as basic cooking utensils. Make 

sure you come prepared as the closest grocery shop 

is a 30 minute drive away. 


Heading North or 

South this holiday? 

yes! 

bers now have the option of holidaying at the USU’s Aquatic Resort at Port 

th to Jervis Bay at the Rail Tram and Bus Union Holiday Park. RTBU and 

ither holiday location at discounted member rates.* 

Fishing and more ... 

Cabin exterior 

henat Jervis Boatings Bay 

The RTBU Holiday Park facilities available to all 

guests include a boat ramp, undercover BBQ area 

with seating, tennis court and a coin operated 

laundry. 

There are various swimming spots to enjoy and 

natural areas to explore, suitable for all the family. 

Kangaroos, possums, wallabies, kookaburras, 

bandicoots, echidnas and rosellas visit the 

grounds of the holiday park daily. 

Enjoy fishing from the calm shores or take a quick 

walk to experience beach fishing on the pristine 

Bherwerre Beach. 

Bookings can 

be made by 

telephoning the 

RTBU Office on 

(02) 9264 2511. 

R AIL 

T R AM 

U N 

AND 

I O N 

B US 

* conditions apply 

Fishing and more ... 

Cabin exterior 

USU Aquatic Holiday Park at Port Macquarie 

USU members can enjoy great holidays at the Union’s own Aquatic holiday resort, 

located in beautiful Port Macquarie on the Hastings River. The resort consists of a Motel 

and a Caravan Park, so no matter what type of holiday you are after your needs are 

covered. 

Stay in comfort at the holiday resort and enjoy 

great discounts and great style while relaxing 

in the best climate in Australia. 

GREAT DEALS FOR 

USU MEMBERS 

ALL YEAR ROUND! 

You can contact the motel or caravan park by calling the Aquatic In Port on 02 6583 

7388 or check the website at www.aquaticinport.com.au. You can also call the Union’s 

Head Office on 1300 136 604 for more information. 


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When it Matters

I’VE GOT TWO STRONG ARMS – I CAN HELP 

IN 1974, BILLY SWAN WROTE THE SONG TITLED “I 

CAN HELP”. MICHAEL BARNES FROM CARROLL & 

O’DEA LAWYERS EXPLAINS ITS RELEVANCE TO YOU. 

Whilst it had a romantic twist to it, your Union adopts a 

similar approach of wanting to help you with issues you face 

in the workplace. Your union can help, by advising and, as 

appropriate, representing you. 

The song’s lyrics in part provide: 

“If you’ve got a problem, don’t care what it is, 

If you need a hand, I can assure you this, 

I can help, I’ve got two strong arms, I can help.” 

As stated, the focus is on a work-related problem and you, 

as a worker in the workplace, need to be able to identify when 

you may need to call on the two strong arms of your Union to 

help you. 

There has been a debate in the wider industrial law 

community as to the role of a Union in workplace disputes 

and some have sought to assert that Union delegates and 

organisers are merely support persons. 

A wide range of employers seek to adopt that view. Your 

Union would caution you against such an approach. 

Possible sources of power which allow for a Union being 

able to represent a member in the workplace can arise from: 

1. The employer’s policies; 

2. Express contractual terms e.g. the letter of appointment; 

3. The provisions of an Enterprise Agreement; 

4. The provisions of a Modern Award. 

Again, you need to be mindful of the lyrics: 

“Don’t forget me baby, all you got to do is call.” 

In short, you need to remember you are a member of the 

Union and you need to exercise your own good sense as to 

when is the appropriate time to make that call to the Union. 

If your employer suggests that you should come into a 

meeting to discuss what happened “last week”, that’s a 

rather vague invitation but it could also be a very dangerous 

invitation and similarly you could be invited to a meeting 

where you are not told what the agenda or the topic is and it 

never hurts to ask, “What are we going to talk about” 

Some employers will adopt an approach where they will not 

tell the worker what the subject of the meeting will be and not 

invite them to bring a support person. 

Yet, they will defend that position by asserting that all the 

employee had to do was ask for, at the very least, a support 

person and the request would be accommodated. 

So do it. Ask for your Union delegate to be in attendance. 

The delegate can take up the point as to whether they are 

there as a support person or an advocate. 

Indeed, there may be some middle ground on the role of the 

support person. Some argue that a support person has to sit 

there and be no more than a silent witness and observe. 

However, whilst there may now be clear authorities that 

the “support person” does not have the unbridled right to 

become an advocate, that is not to support the position that 

they have a totally passive role. 

Section 387(d) of the Fair Work Act in relation to unfair 

dismissal provides: 

(d) any unreasonable refusal by the employer to allow the person to have a 

support person present to assist at any discussions relating to dismissal; and… 

The phrase “to assist” should have a meaning greater than 

mere silence. Many performance issues and disciplinary 

issues can arise without a dismissal and seeking out your 

Union to represent you or assist you is more than a reasonable 

request to make of your employer. 

For the USU in terms of local government and the Local 

Government (State) Award, there is a strong and cogent 

argument that the members’ representative from the Union is 

much more than a silent witness. 

In the Modern Award context for e.g Clerks - Private Sector 

Award, 2010 there is a provision dealing with representation. 

In particular clause 9.5 in relation to, circumstances where 

the dispute is about a matter under the award or dispute 

or in relation to the NES, by clause 9.5, the employer or the 

employee may appoint another person, organisation or 

association to accompany and/or represent them for the 

purposes of this clause. 

The notion of “accompany” may be that of a support person 

however, the notion of “or to represent them” certainly takes 

on the colour of being an advocate. 

Virtually all Unions with their rules, have objects about 

the assistance of members in the workplace to achieve 

reasonable terms and conditions of employment and 

maintain employment. 

So again, turning to Billy Swan, from a Union perspective 

and its role in promoting better terms and conditions of 

employment and justice in the workplace, it would say to you: 

“It would sure do me good, to do you good, Let me Help.” 

So make the call to your Union and seek out that help. 


Financial planning for a better future 

Planning for your future is one of the 

most important things you can do. 

Every successful aspect of your life 

requires planning, whether it is planning 

a weekend, saving for a home or for 

your retirement. 

Did you know? 

• People who sought financial advice have been found to be up to $100,000 better off at retirement 1 ; 

• 46% of retirees reported ‘government pension or allowance’ as the main source of income 2 ; 

• Australians will live longer and continue to have one of the longest life expectancies in the world 3 ; and 

• A single person’s minimum super balance for a comfortable retirement is $545,000 4 . 

How a financial planner can help? 

Planning for a successful retirement and making sure 

your money lasts as long as you live is essential. However, 

we understand that super can be complex and hard to 

understand, from choosing an appropriate investment 

strategy to navigating the rules and regulations. Getting 

quality advice can help you see through these complexities, 

avoid expensive mistakes and make better financial 

decisions. 

EISS Financial Planning 

Our experienced financial planners offer a broad range of 

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your circumstances change. 

What advice is available? 

Depending on the type and scope of the advice provided, 

the financial advice will either be provided to you at no 

additional cost (EISS members only) or you may be 

charged a fee. You can also choose to receive ongoing 

reviews to help you stay informed and keep on track to 

achieve your financial goals. 

EISS financial planners can help you: 

3 Save on unnecessary fees by finding your lost super 

and consolidating multiple super accounts; 

3 Achieve the retirement lifestyle you desire and answer 

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3 Review your investment options; and 

3 Protect your wealth with the right level of insurance. 

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At EISS Financial Planning, our planners can provide you with advice over the phone, at our offices or at a location 

near you. To find out more or to book an appointment you can call (02) 9046 1920 or email fp@eisuper.com.au. 

The information in this document is current as at the date of issue. It is of a general nature and does not contain financial advice. This document is issued by Energy 

Industries Superannuation Scheme Pty Limited ABN 72 077 947 285, RSE Licensee L0001373 and AFS Licence 441877 (the Trustee) as trustee for Energy Industries 

Superannuation Scheme Pool A ABN 22 277 243 559, RSE R1004861 - Pool B ABN 64 322 090 181, RSE R1004878 (the Scheme). Throughout this document the Trustee 

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Before making any decisions about an EISS product you should read and consider the relevant PDS. 

1 

Financial Services Council 2011. Additional $91,000, a 45 year old would save an additional $80,000 and a 60 year old would save $29,000 more than those without a 

financial planner. 2 Australian Bureau of Statistics. Retirement and Retirement Intentions, Australia, July 2012 to June 2013. 3 2015 Intergenerational report. 

4 

Association of Superannuation Funds of Australia’s Retirement Standard 2015. 

EISS523 - USU 

EISS523 USU 250x185 Ad_B_vF.indd 1 

10/11/2015 2:50 pm 


Federal Award blocked at Lismore 

THE RECENT DISPUTE AT 

LISMORE COUNCIL IS A STARK 

REMINDER TO MEMBERS TO STAY 

VIGILANT ABOUT PROTECTING 

THE NSW AWARD AND KEEPING 

THE FEDERAL IR SYSTEM OUT OF 

NSW LOCAL GOVERNMENT. 

Lismore Council has had two Aquatic 

facilities operating for some time, 

Goonellabah Sports and Aquatic Centre 

and the Lismore Memorial Baths. The 

employees at these two facilities have 

been employees via a labour hire 

company called JHA Recruitment. 

This practice of using a labour 

company was in breach of the Local 

Government (State) Award 2014. 

When this was brought to the 

attention of the council, council 

attempted to place all of the employees 

from both enterprises under the federal 

Industrial Relations system resulting in 

reduced pay and conditions for those 

workers and allowing the federal system 

to creep into NSW Local Government. 

The union informed council it would 

During recent conversations on an 

unrelated matter, USU organiser 

Damien Welsh became aware of an 

issue relating to advancement through 

the salary system and the fact that 

Council had not implemented an 

assessment which had been passed by 

our member in June 2014. 

The advice to the member was to 

lodge a grievance immediately and 

notify the supervisor of the ongoing 

situation and the remedy to implement 

the approved grading and seek 

backpay from the original date of the 

2014 assessment. 

have preferred an Enterprise Agreement 

underlined by the Local Government 

(State) Award, to cover our members at 

both facilities. 

Council’s response was NO to the 

Local Government (State) Award, or an 

Enterprise Agreement under the state 

system. The union lodged a dispute 

seeking to have the matter heard in the 

NSW Industrial Relations Commission. 

With the assistance of the Industrial 

Relations Commission, Deputy 

Council initially attempted to use 

the excuse of not receiving the paper 

work, however, thankfully, the member 

had copies. Council also tried to claim 

that the information on the assessment 

was not acceptable for the member 

to move up one step, this was also 

refuted with the production of more 

information and documentation from 

meetings with the member’s supervisor 

showing that all requirements had been 

met. Therefore due to the fact that 

both the supervisor and the member 

had signed the assessment to confirm 

that all competencies had been met 

USU MEMBERS 

CELEBRATE THE WIN 

President Harrison and following a 

number of meetings between council 

officers and the union, an Enterprise 

Agreement was finally reached. Our 

members will now be paid under the 

Local Government (State) Award. 

Members from both centres are 

pleased with the outcome and thanked 

the negotiating team, Industrial officer 

Noel Martin, Northern Organiser Craig 

Chandler and assisting organiser John 

Hickson. 

Kempsey member wins backpay claim 

THE DECISION TO ESCALATE A 12 MONTH ISSUE INTO A GRIEVANCE 

HAS DELIVERED A KEMPSEY MEMBER APPROXIMATELY 11 MONTHS 

BACKPAY AFTER INITIALLY SITTING A SALARY ASSESSMENT IN 2014. 

and a recommendation to advance to 

the next step was indicated, Council 

had no option but to process the 

assessment and back pay the member 

from the date of the assessment. 

This ongoing issue was resolved 

within two days of lodging the 

grievance, and the backpay was in the 

member’s bank account within four 

days of the grievance being resolved. 

The price of a grievance in this case 

was six days, compared to twelve 

months of waiting and hoping for 

management to do the right thing. 

Information relating to grievances can be found 

in the Local Government (State) Award 2014 at 

Clause 35. Grievance and Dispute Procedures. 

Information should also be available within your 

local Council’s Policies and Procedures. 


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Drugs and Alcohol in the Workplace 

USU MANAGER NORTH, STEPHEN 

HUGHES PUTS A SPOTLIGHT 

ON THE ISSUE OF DRUGS AND 

ALCOHOL IN THE WORKPLACE. 

As most if not all of our USU Local 

Government members should be 

aware, the USU, LGNSW, Depa and the 

LGEA all negotiated an agreed industry 

Drug and Alcohol Policy and Procedure 

which was made available state wide 

from July 2012, following a trial by 

several councils, feedback from trial 

councils, employees, delegates and the 

industry unions on the working party. 

This Policy and Procedure, where it 

has been adopted has worked well and 

has resulted in no Industrial disputes 

requiring amendments to the initial 

and current versions dated the 4th of 

July 2012. 

The policy is based upon education, 

training, assistance, confidentiality 

and respect and is not a policy or 

procedure based upon punishment. 

Workers who need assistance in 

dealing and coping with their drug 

and/or alcohol issues will be offered 

assistance, but those who want to 

attend work impaired by drugs or 

alcohol and who will not seek help or 

modify their workplace behaviour to 

comply with the agreed policy and 

procedure will in the end most likely 

leave their workplace one way or 

another. 

ILLICIT DRUGS IN THE 

WORKPLACE 

The policy itself did not include the 

issue of workers bringing substances 

like illicit drugs into the workplace. 

This issue is viewed by some as a 

much more serious issue than the 

issues contained within the policy and 

procedure. 

While the bringing of such 

substances into the workplace could 

occur by mistake and be unintentional 

THIS POLICY AND 

PROCEDURE, 

WHERE IT HAS BEEN 

ADOPTED, HAS 

WORKED WELL. 

the possession of such substances 

in the workplace can lead to the 

unacceptable risk of the substance 

being used in the workplace or even 

worse being distributed and used in 

the workplace. 

While each situation must be judged 

on its own merits, being found with 

illicit substances in the workplace will 

no doubt result in very strong action 

by employers up to and including 

termination of employment. 

Any proven case of distribution of 

illicit drugs in the workplace would be 

viewed even harder and it is extremely 

unlikely in such cases an employee 

would retain their employment. 

The USU may choose in such cases 

to not file an Unfair Dismissal or a 

Dispute. 

SPREAD OF ICE 

The USU is also alarmed at the 

increasing spread of the insidious drug 

ice across the country and in particular 

in regional and small communities. 

USU General Secretary Graeme 

Kelly has taken the step of writing to 

the Government recently to seek a 

meeting with the relevant Ministers and 

Authorities in an effort to work together 

to stamp out this insidious drug. (see 

USU Conference report pages 14-15) 

While workers should expect that 

their personal lives and activities 

should not be viewed as a workplace 

issue, the physical and mental damage 

caused by drugs such as ice can 

impact in the workplace. 

SOCIAL MEDIA WARNING 

USU members should also be aware 

that the use of social media such as 

Facebook, where some people may 

choose to publicly refer to their use 

of illicit substances and/or illegal 

behaviour and activities, is not wise, 

as employers or concerned workplace 

associates may view such behaviour 

and be fearful of the potential safety 

issues which could arise in the 

workplace as a result. 

It is certainly not wise if a worker 

tests positive in the workplace 

and commits to dealing with their 

substance abuse issues, if they later 

post pictures and information online, 

which is at odds with what they have 

told their employer or those people 

who represent them in workplace 

issues such as their local delegates 

or their Union. This can only make it 

harder to support them and to keep 

them in a job. 


L0557-11/15-USU

Sustainable super 

for you now and 

into the future 

Many products and many services 

claim to be sustainable but what does 

it really mean when it comes to your 

super and your financial security? 

Being genuinely sustainable is all 

about being around for the long term, 

and for Local Government Super, 

that means helping to look after the 

financial wellbeing of our members in 

their retirement. 

Local Government Super is strongly 

committed to sustainable and 

responsible investment and we do 

that by investing in the long-term 

sustainability of our community and 

our environment. 

To achieve this, Local Government 

Super does not make any investments 

in companies which derive any 

revenues from a range of unsustainable 

activities such as controversial 

weapons or tobacco. There are also 

restrictions on other investments in 

armaments, gambling, old growth 

logging, and high-carbon sensitive 

activities. 

BUT WHY DO WE DO THIS? 

If our members are to be financially 

secure in retirement, they need to 

receive long-term sustainable returns 

on their super investment and that’s 

the essence of a sustainable and 

responsible investment strategy. 

But our members also need a 

range of good products and services, 

competitive fees, insurance cover and 

access to affordable financial advice. 

We’ve learned over many years that 

every one of our members is unique 

and they each have their personal 

financial goals and expectations for 

retirement. 

That’s why we offer affordable 

financial planning advice to our 

members particularly when they are 

facing major events in their work life, 

such as preparing for retirement, 

changing jobs or even considering a 

redundancy package. 

Good financial advice can help you 

stay on track and ensure that your 

super investment remains sustainable 

over the long term. 

If you’d like to learn more, just go 

to lgsuper.com.au or give us a call on 

1300 LGSUPER (1300 547 873). 

This document has been issued by LGSS Pty Limited 

(ABN 68 078 003 497) (AFSL 383558), as Trustee for 

Local Government Super. This document contains 

general advice only and is not a substitute for 

personal advice as it does not take into account any 

individual’s investment objectives, financial situation 

or particular needs. Accordingly, an individual should 

seek professional personal advice and refer to the 

relevant Product Disclosure Statement at lgsuper. 

com.au before making a financial decision. 


Greg wins Roy Byrnes Award 

THE 2015 ROY BYRNES 

COMMUNITY CONTRIBUTION 

AWARD WAS PRESENTED TO 

BANKSTOWN COUNCIL PROJECT 

OFFICER GREG JENKYNS 

FOLLOWING AN OUTSTANDING 

NOMINATION FROM HIS FELLOW 

WORKERS AT COUNCIL. 

This is an edited version of their 

nomination: 

Greg has 30 years working with local 

Government and has been employed at 

Bankstown Council since 2004. 

He has held a number of elected 

union and safety positions while 

working in Local Government and been 

the USU Salaried Union Delegate at 

Bankstown since 2004. He was also the 

Union Delegate and Safety officer with 

both Drummoyne and Canada Bay. 

Greg has held a number of positions 

at Bankstown Council including the 

JCC and is currently on Council’s Fit 

for the Future committee and the 

USU Metro Salaried Officers Branch. 

From 2006 to 2008 Greg was a major 

force in assisting the officials and USU 

members in the Salary System Dispute 

at Bankstown Council that delivered 

VALE NORM PADROTH 

USU General Secretary Graeme Kelly 

presents the Roy Byrnes Award to Greg 

Jenkyns at Conference 2015. 

large backpay claims for members and 

assisted in formulating the Bankstown 

WOC committee. 

Greg’s work in the community is even 

more impressive. This is just a fraction 

of the contribution he has made to the 

local community. 

Greg is a current ALP Branch member 

and has assisted on many Local, State 

and Federal Elections helping get many 

ALP candidates elected. Recently Greg 

played a crucial role in setting up the 

Bankstown Combined Union Alliance 

Group. 

Greg volunteered his time for over 10 

years for Panania Netball club to pick 

up the tent each Friday night, set it up 

early every Saturday and return it at the 

end of the day. Greg is a life member 

of the Sans Souci Soccer club due to 

his many years of coaching playing and 

assisting the club. 

In 2008 Greg took on the might of a 

Government contractor who had the 

contract to lay a large Gas pipeline 

through the back streets of Bankstown. 

Greg galvanised the Community 

and over 200 people attending the 

Community meeting. He set up a 

contact for each street the pipe was 

to go into to keep people informed 

and spent time lobbying the State, 

Local and federal politicians from 

both parties forcing the company to 

engage with the community and hold 

community Consultation meetings 

before the work was to recommence. 

Greg will lend a hand to anyone in 

trouble or any time they ask. 

ABOUT THE AWARD: 

In recognition of Roy Byrne’s outstanding 

community efforts the USU and Sydney 

Branch developed an annual “Roy Byrnes 

Community Contribution Award” endorsed 

by the State Executive that recognises 

individuals’ selfless contribution to their 

community. 

For more information visit www.usu.org.au. 

It is with great sadness that we announce the passing in October 2015 of USU Retired Member, 

Norm Padroth who worked for many, many years in the Local government industry. Norm 

worked at Leichhardt, Strathfield and South Sydney Councils. Norm was a long-term Union 

member who encouraged other Council workers to join the Union. Norm was also a great 

supporter of former South Sydney delegate, now USU Official, Paul Reid. As a Council Overseer, 

Norm always stood up for Council workers, sometimes taking senior management to task 

if he thought the workers were being treated unfairly. At South Sydney, Norm was given the 

nickname “Stormin’ Norman” after the famous US General in Operation Desert Storm. USU 

General Secretary, Graeme Kelly also knew Norm quite well from his days as an Organiser at 

Strathfield Council. In 2001 Norm received Life Membership of the Union. 

Norm was a man of simple pleasures such as a few beers with a few mates after work at 

Balmain Leagues Club until it closed down, when he had to change watering holes. This year 

Norm was diagnosed with malignant brain tumours. USU Official Paul Reid was talking to Norm 

just a few days before his death and attended Norm’s very large funeral on behalf of the Union. 

On behalf of the Executive and staff of the United Services Union we send his wife Marlene, and all the Padroth 

family our sincere condolences. 


USU in the pink 

Real Men Wear Pink is a fundraising initiative of the National 

Breast Cancer Foundation which challenges men to wear 

pink and fundraise in recognition of the women in their lives. 

The USU was proud to again support 

the Real Men Wear Pink initiative this 

year with the office staff donning pink 

and holding a fund raising morning tea 

on 22 October. (see photo below) 

Later that evening USU Officials 

joined other unions and Unions NSW at 

the Real Men Wear Pink event to raise 

more funds for this important cause. 

As can be seen in the photos, the 

men were not afraid to “pink up” for a 

good cause with Unions NSW Secretary 

Mark Lennon (right) and USU Organiser 

Alan Sandow (far right) going the extra 

yards on the “pink” carpet! 

Employers across NSW supported 

the cause with many workers wearing 

high-vis pink workgear. 

USU Scholarships 2016 

Applications for the 2016 Phil 

Smyth Scholarships are open 

until 28 February 2016. 

The Union supports members and 

their families through the Phil Smyth 

Memorial Scholarship program. 

Applicants are required to be fulltime 

students, must be a child of a 

member, with the member having 

at least five continuous years of 

membership. 

Scholarships are awarded in four 

categories. The Union has an ongoing 

commitment to allocate funds to 

honour the contribution to the Union, 

and in particular the education and 

training of Union members, by our 

esteemed colleague and friend the 

late Phil Smyth. 

Scholarships are awarded in the 

following categories: 

Category 1. Secondary Education 

Category 2. Tertiary Education 

Category 3. University Studies 

Category 4. Industry Scholarship 

Contribution 

These scholarships are to assist 

members on low incomes. 

For full details and conditions visit 

our website at www.usu.org.au 

Download an application form at www.usu.org.au/benefits/scholarships 


HAVE YOUR SAY. USU MEMBER SURVEY 2016 

Our union is only as strong as our members and we want to hear what our members have to 

say. The United Services Union is committed to providing you with the best representation 

possible. But we need your help. We need to know what we are doing right - and what we 

could do better. 

By completing our member survey you will help form our strategies for the 

future - and as a bonus you will get the chance to win one of three mini ipads 

in our Survey 2016 draw. 

Complete the survey online before 29 February 2016 and you will go into the draw to win, but 

more importantly, you will have a say in how your union faces future challenges. 

USU GENERAL SECRETARY, GRAEME KELLY 

DComplete the survey online at www.usu.org.au/survey16 

Stress in the workplace 

WE ALL KNOW THAT STRESS 

CAN HAVE SOME DEBILITATING 

SIDE EFFECTS. NEW ENGLAND 

ORGANISER CHRIS PRESTON 

EXAMINES HOW WE CAN 

ADDRESS STRESS WHEN IT HITS 

US IN THE WORKPLACE. 

WHAT IS STRESS? 

People can experience stress when 

they feel they are unable to cope with 

the pressures or demands upon them. 

Workplace stress is the potentially 

harmful physical and emotional 

response that occurs when there is a 

poor match between job demands and 

the capabilities, resources, or needs 

of the worker. This feeling is a natural 

reaction to excessive and goes on for 

some time, it can lead to mental and 

physical ill health. 

Work-related stress is a major health 

and safety issue. While some jobs, 

have a high stress level e.g air traffic 

controllers, social workers teachers 

and emergency services, but there are 

few working environments that are 

immune from stress. 

WHAT CAUSES WORK-RELATED 

STRESS? 

X Communication difficulties 

between workers and 

management. 

X Bullying, harassment or 

intimidation. 

X Work overload. 

X Job insecurity. 

X Too much change in the structure 

of a workplace and the way work is 

organised. 

X Understaffing. 

X Inadequate resources. 

X Unresolved health and safety 

issues. 

X Longer hours. 

X Insufficient training. 

ALLEVIATING THE EFFECTS OF 

WORK-RELATED STRESS. 

Although removing or controlling 

the causes or work-related stress is 

essential to ensure a safe working 

environment, it is not always possible 

for workers to quickly or easily to 

remove stressors from the workplace. 

Some techniques to assist people 

who are unable to escape from the 

work stresses to reduce the effects of 

stress on their health. 

O Eat regularly and well. 

O Take regular exercise. 

O Relaxation techniques. 

O Get a good nights sleep. 

O Family and social life. 

O Limit the use of tobacco, alcohol 

and other drugs. 

If you still feel unable to cope you 

should seek medical advice. 


Work Health and Safety Act 2011 – Health and Safety Representatives 

QUESTION: How do we get HSR’s? 

ANSWER: You have to ask for elections 

and the PCBU must allow them to 

happen. 

The PCBU MUST consult with workers 

on the make-up of work groups. 

Once elected the HSR’s should 

undertake training at a training 

provider of their choice. 

In 2015 the USU commenced 

delivering HSR training, Unions NSW is 

the USU’s RTO and our current Training 

and Educative Services Officers are 

accredited Training Providers. 

The Regulator, WorkCover, has 

confirmed that, as outlined in the 

legislation (see Section 72), an HSR can 

choose their trainer. 

If you have any questions, or wish to 

find out more details about our training 

calendar, please contact the union on 

02 9265 8211 or training@usu.org.au 

Health and Safety Representative (HSR) Training 

Did you know that the USU 

offers approved Health and 

Safety Rep (HSR) training? 

We deliver quality training so HSRs are able to deliver safer workplaces. For a 

comprehensive and competitive quote, please contact our Training Officers 02 9265 

8211 or email training@usu.org.au to discuss your training requirements. Employers 

and members can initiate training - call our training section to find out more. 

5 DAY HSR COURSE: $346.50 INCL GST 

1 DAY HSR REFRESHER COURSE: $77 INCL GST 

Refresher courses also available. Prices accurate at the time of printing and are subject to change. 

Section Title Plain English Meaning 

50 Request for elections ∑ Workers may make a request for election of HSR’s 

51 Determination of work ∑ The PCBU must facilitate the determination of workgroups 

groups 

52 Negotiations for 

agreement for work 

∑ A work group is to be determined by negotiation and 

agreement between the PCBU and workers; 

group 

∑ The PCBU must take all reasonable steps to commence 

negotiations within 14 days after the request is made under 

S. 50 

61 Procedure for election ∑ Workers determine how the election is to be conducted; 

of HSR’s 

∑ Must comply with any procedures in the Regulation; 

∑ If a Majority of workers determine, the election may be 

conducted by the union; 

∑ The PCBU must provide resources facilities that are 

reasonably necessary to enable elections to be conducted. 

72 Obligation to train 

HSR’s 

Definitions 

HSR – Health and Safety Representative 

PCBU – Person Conducting a Business or 

Undertaking 

Workers – employee, contractor, employee of 

∑ 

The PCBU must, if requested by the HSR, allow the HSR to 

attend a course of training in work health and safety. The 

HSR may choose the training supplier in consultation with 

the PCBU. 

This means you can attend HSR training delivered by your 

Union. There is precedent in this matter. 

contractor, labour hire employee, outworker, 

apprentice, trainee, work experience student, 

volunteer. A PCBU is also a worker if they 

undertake work for the business or undertaking. 

Majority – is a simple majority, half plus one. 

8 USU HSR TRAINING HAS 

COMMENCED: The USU commenced 

delivery of Health and Safety 

Representative (HSR) training. 

APPROVED TRAINING PROVIDERS: 

USU trainers are accredited and 

WorkCover approved. Unions NSW is 

our Registered Training Organisation. 

O OUR TRAINING IS VERY COST 

EFFECTIVE & COMPETITIVE: To 

ensure that USU members and 

their colleagues have access to 

affordable accredited training under 

the Workplace Health & Safety Act 

2011 (Cth), the USU has undertaken 

a review of its pricing structure and 

reduced its prices even further. 

H OUR TRAINING ROOMS OR YOURS: 

Training can be delivered at the 

Stephen Birney Conference Centre 

located in our Sydney office or at your 

local workplace. 


USU Contributions 

2016 

INCOME THRESHOLDS 

SUBSCRIPTION 2016 - METROPOLITAN COUNCIL/ AUSGRID/ PRIVATE SECTOR PICNIC TICKET RATES 

Annual Quarter Month Fortnight Week 

A Full (earning more than $619.8pw) 523.64 130.91 43.64 20.14 10.07 

B 75% Rate (earning $619.8pw or less) 396.76 99.19 33.06 15.26 7.63 

C 50% Rate (earning $413.2pw or less) 269.88 67.47 22.49 10.38 5.19 

D 25% Rate (earning $206.6pw or less) 143.00 35.75 11.92 5.50 2.75 

SUBSCRIPTION 2016 - REGIONAL & ENERGY NON PICNIC TICKET RATES 


E Full (earning more than $619.8pw) 507.52 126.88 42.29 19.52 9.76 

F 75% Rate (earning $619.8pw or less) 380.64 95.16 31.72 14.64 7.32 

G 50% Rate (earning $413.2pw or less) 253.76 63.44 21.15 9.76 4.88 

H 25% Rate (earning $206.6pw or less) 126.88 31.72 10.57 4.88 2.44 

SUBSCRIPTION 2016 - AIRLINES MEMBERS INC PICNIC TICKET ($8.80pa levy applies) 


I Full (earning more than $619.8pw) 532.44 133.11 44.37 20.48 10.24 

J 75% Rate (earning $619.8pw or less) 405.56 101.39 33.80 15.60 7.80 

K 50% Rate (earning $413.2pw or less) 278.68 69.67 23.22 10.72 5.36 

L TAB & Agencies - Casuals Per Hour: 0.29 For more information contact the 

M TAB & Agencies - Junior Casuals Per Hour: 0.19 USU on 1300 136 606 

The following regional councils have different picnic levies - Ballina Council, Coffs Harbour Council, Gosford Council, Narrabri 

Council, North West Councils, Warren Council, Wollongong City Council, Wyong 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. 


THE POWER 

OF A GOOD FUND 

With EISS your money is working hard for you. As an industry fund we are run only to benefit 

members and offer quality super, pension and insurance products with low fees and solid long 

term investment returns. 

Being an EISS member entitles you to a range of features: 

• Financial advice • Member offers • Multi award winning fund 

• 24/7 online account access • Easy to deal with • Not for profit 

Joining is easy. Go to eisuper.com.au | Please call 1300 369 901 for more information. 

The information in this document is current as at the date of issue. It is of a general nature only and does not contain financial product advice. This document is issued 

by Energy Industries Superannuation Scheme Pty Limited ABN 72 077 947 285, RSE Licensee L0001373 and AFS Licence 441877 (the Trustee) as trustee for Energy 

Industries Superannuation Scheme Pool A ABN 22 277 243 559, RSE R1004861 - Pool B ABN 64 322 090 181, RSE R1004878 (the Scheme). Throughout this document 

the Trustee is referred to as ‘EISS’, ‘EISS Financial Planning’, ‘we’, ‘us’, or ‘our’. All financial products offered by the Trustee have a Product Disclosure Statement (PDS) 

which is available at eisuper.com.au. Before making any decisions about an EISS product you should read and consider the relevant PDS. 

EISS523 - C

USUKIDS 

corner 

What do you call people who are 

afraid of Santa Claus? 

Claustrophobic. 

Why does Santa have 3 gardens? 

So he can ho-ho-ho. 

What do you get when you 

combine a Christmas tree with 

an iPad? 

A pineapple! 

What did Adam say on the day 

before Christmas? 

“It’s Christmas, Eve!” 

Knock, knock 

Who’s there? 

Chris! 

Chris who? 

Christmas!!!! 

Where do reindeer 

go to dance? 

Christmas balls! 

GREAT 

PRIZES TO 

BE WON! 

Two winners will be awarded in the following 

categories: Ages 8-12 years and Ages up to 7. 

Send your entry to: USU Kids, Level 7, 321 Pitt 

St, Sydney for your chance to win some great 

prizes. Winners will be published in the next 

edition of United. 

Name:______________________________ 

Age: _______________________________ 

Address: ____________________________ 

____________________________________ 

HELP SANTA 

FIND THE 

TREE! 



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 2015





METROPOLITAN PICNIC POLICY 

Effective 1 January 2015 

POLICY/PROCEDURE MPP-01 

Policy Objective 

This policy has been developed by your Union to ensure that the Metropolitan Picnic Day is a great fun day for you and 

your family, whilst still affordable. Some rules and regulations have been implemented to ensure fairness and equity 

for the money you contribute. 

Attendees 

All financial metropolitan members of the Union (refer attached list): 

➤ All Metropolitan Salaried Officers ➤ All Sydney Wages ➤ Sutherland Shire Council 

➤ All Sydney C & A ➤ Ausgrid ➤ All Airlines ➤ **Retired Members ➤ **Life Members 

Ticket Distribution 

All members from above lists who are financial as at 26th of February in the year which the picnic is held are entitled 

to attend picnic. 

Conditions 

Full Financial Members: 

Financial members get five (5) entry passes (inclusive of member) for their family to attend. 

Additional entry passes can be purchased at $27 each for Wet’n’Wild. Additional ticket prices will vary yearly for 

additional tickets depending on venue. 

If you have more than 3 children (over the age of three) in your family and can show this on a Medicare card, legitimate 

additional ticket/s will be at no cost. 

**Retired Members and Life Members: 

Financial Retired members and Life members (of qualifying branches) are also welcome to the Picnic and are entitled 

to two (2) entry passes per membership (inclusive of member). 

Additional entry passes may be purchased at $27 each for Wet’n’Wild. Additional entry prices will vary yearly for 

additional tickets. 

The Union reserves the right to restrict entry where there is doubt as to the identity of the person requesting tickets. 

Other Conditions 

Non-USU restrictions may apply depending on each venue, for example: 

➤ Strictly no food is to be taken into Wet’n’Wild; however, all food will be sold at a 15% discount (persons with 

dietary needs will be exempted); 

➤ Rides at Wet’n’Wild operate strictly from 10:00am to 5:00pm (rides shut at 5:00pm regardless of queues); 

➤ Parking is restricted to 3000 vehicles, free of charge at Wet’n’Wild only; and 

➤ Some rides will require payment, eg bungee 

➤ Any other 

Policy Reviewed By: Front Bench of Sydney Branch and MSO; Manager Metropolitan and Manager Admin 

Policy Endorsed By: Executive 

Policy Review Date: May/June yearly 


Will you drop 

in for Picnic 

Day 2016? 

FRIDAY 11TH 

MARCH 2016 

USU Metro Picnic Day 2016 will 

be held at Wet n’ Wild! 

Financial members will be 

sent picnic day tickets with 

their USU membership cards 

in early 2016. 

This is a great opportunity for 

members and their families to 

have a fun day out. 

Regional members should 

contact their branch office 

about union picnic day plans 

in their area. 

For more information please 

contact the USU Support Team 

on 1300 136 604. 

For more information 

www.wetnwildsydney.com.au 

Full conditions - 

see over

United Magazine Summer 2015

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