United magazine Summer 2016

U nited
Official journal of the United Services Union • Summer 2016
Delivering the
message on
jobs
TAKING THE FIGHT FOR JOBS TO THE STREETS

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, Annamaria
Saglimbeni, Brendan Scott, Bev Spearpoint, Katerina Tahija,
Lisa Turner, 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 Energy, Utilities & Private Sector: Ben Thompson
Training Officers: Narelle Rich/Paul Reid
Assistant Industrial / Research Officer (Metro): Maria
Nordenswan (M/L)
Legal Special Projects Officer (Metro): Vacant
Legal Special Projects Officer (Metro): Daniel Papps
Metro Organisers: Jim Carter, Sandie Morthen, Irene Nair,
Holly Murrell, Kristy Harper, Shane Pinter, Alan Sandow,
Colin Drane
Energy, Utilities & Private Sector: Clare Raffan, Joel
Conomos, Brian Cameron (A/g), Chris Gill, Sean Szabo
Recruitment Officer (EU&PS): Nick Herbert
Support Team: Joanie Doleman, Jenny Chen, Thomas
Russell, Karen Avery, Melissa Coros
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, Luke Hutchinson, Andrew Ryals,
Melissa Pond (Private Sector)
Industrial Officer: Noel Martin
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)
Steven Vann, Stuart Geddes
Industrial Officer: Greg Golledge
Central West Office:
Shop 11-12
142 William Street
Bathurst 2795
Ph: (02) 6334 4825
Fax: (02) 6331 2834
Organiser: Shane Reece
Murray Office:
Unit 7, 54-56 Fitzmaurice St
Wagga Wagga 2650
Ph: (02) 69317990
Fax: (02) 6931 7271
Organiser: Darren Wait, Jed Lawton
NATIONAL
Assistant National Secretary:
Greg McLean (LSL), Robert Potter (A/g)
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
Proud of our team
I would pit the skills
and commitment of
our USU Executive
against most highly
paid Company
Directors any day.
It has been a grim few days for
unions and their members. All
year Malcolm Turnbull has been
attacking working Australians
and the unions that protect them,
instead of working on policies that
will address inequality, falling real
wages and jobs.
He held a double dissolution
election in July trying to get his
anti-union legislation through the
Parliament and since scraping back
into office he has done little else but
continue on that path.
In the dying days of the
parliamentary year, the Senate
passed the Registered Organisations
Bill and the ABCC Bill.
The Registered Organisations Bill
sets up another new commission
– an expensive body that won’t
improve the pay of a single worker.
Instead unions will be subjected
to a restrictive regime of regulations
and fines that could bankrupt
ordinary union members.
Basically we are being treated the
same as those highly paid Board
members; some of whom give
themselves massive bonuses while
the company goes under. These are
the people who attack wages and
send jobs offshore to fill their own
By USU President Steve Birney
pockets and are paid big bucks to
do it.
Your Executive and your
Committees of Management work
hard to ensure the union is in a
strong position to fight for jobs and
wages and I would pit their skills
and commitment against most
of those highly paid Company
Directors any day.
The fact is, our union is run by our
rank and file executive and BCOMs.
They do that because they are
committed to our great union and
they do it with real skill, ably backed
up by the great staff at the USU.
The whole point of a
union is that it is run by its
members for its members
- a concept that millionaire
Malcolm probably does
not understand.
This Commission has been set
up to threaten and intimidate
workers into giving up basic
employment rights. We will fight
this attack!
On behalf of all members I would
like to thank our Executive (see p 22)
for the fantastic job they do working
tirelessly to keep our union strong.
2 • United Summer 2016

Ready for the fight
Well members, I don’t know
about you but I am wondering
how we got to the end of 2016 so fast!
What a year it has been! The USU
has been at the forefront of many
campaigns and on many counts
we are winning. Throughout our
journal you will read about some
great results our members achieved
at Qantas, Maurice Blackburn and
NIB where the high YES votes
on agreements show that we are
delivering for our members.
It has been a huge year for our
local government members – from
the amalgamations in May through
to the local government elections
and now onto the Award 2017
negotiations, which will really kick
off in earnest next year. Together
with our members we have been
working hard.
Due to the hard work put in
by your union, job protections at
amalgamated councils have given
our members some security. While
we still continue to fight for five
year protections we know that the
three year protections are working.
However we need to remain vigilant.
As Stephen Hughes points out on
pages 8-9 it is vital that members
be careful about what they sign or
agree to as merged councils adopt
new organisational structures.
Where Administrators have
attacked jobs at councils such as
Cumberland and Georges River we
have responded quickly. We have also
had some wins - see our story about
Central Coast Council on page 26.
We have been active at all levels.
During the local government
elections we asked every candidate
to sign our pledge committing to
protecting local jobs and services.
We are pleased that many who
signed our pledge were elected.
USU members are at the forefront
in the fight for Domestic Violence
Leave, an issue that is particularly
close to the USU as we were one of
the first unions to achieve a Domestic
Violence Leave clause in an EBA.
By USU General Secretary Graeme Kelly
I come now to the fight that our
members – across all industries –
face in regional NSW.
Our Essential Energy members
have been rocked by the news that
forced redundancies can now take
place and that up to 1600 regional
jobs could go.
Mike Baird has already sold off
Ausgrid however Essential Energy
is still 100% government owned
so Baird and his National Party
coalition partners could save these
jobs if they want to.
Our rally in Dubbo brought
together workers from all sectors
who are saying enough is enough.
Regional NSW workers and their
families matter. Check out pages 4-5
to find out more about the rally.
On a final note I would like to
wish all USU members and their
families a Merry Christmas and a
Safe and Happy New Year. You are
what makes our union great and I
am proud to represent you.
Graeme
United Summer 2016 • 3

DELIVERING THE MESSA
The sweltering heat did not deter
the large crowd that filled the
streets of Dubbo on 3 December 2016
in support of our Save Our Jobs rally.
Among the protesters were
Essential Energy workers from
Dubbo, Wellington, Mudgee,
Narromine, Gilgandra, Dunedoo,
Parkes, Orange, and even as far away
as Port Macquarie.
As the protest headed down
Macquarie Street Dubbo, USU
Energy Manager Ben Thompson led
the chants of “hey hey, ho ho - Mike
Baird’s got to go”.
Ben told the crowd that since the
decision by Fair Work Australia
giving Essential Energy the green
light on forced redundancies,
workers had already been told
they would lose their jobs - a hard
message to hear any time but even
tougher just weeks out of Christmas.
As USU General Secretary
Graeme Kelly explained, “This is
not about politics – it is about jobs,
in particular jobs in regional NSW
where communities and families are
struggling.”
“Mike Baird and his National
Party coalition partner led by John
Barilaro have let their heartland
down and as we saw in the recent
Orange by-election, the community
is not going to take it lying down.”
Graeme spoke to the crowd:
“Last week John Barilaro was in
Orange. Did he reassure the people
of Orange that as Leader of the
National Party – the party that claims
to represent regional and rural NSW
– he would protect their jobs?”
“No he didn’t, because when it
comes down to it he will do what
Mike Baird and big business tell
him.”
The Dubbo rally was spurred
on by the recent announcement
that 1600 jobs would go from 100%
government-owned Essential
Energy but as Graeme Kelly told the
crowd, it is not just energy jobs the
Coalition has turned their backs on.
“Since the May announcement
was made to forcibly amalgamate
councils – another broken election
promise – we have seen 55,000
workers across the local government
sector anxious about their jobs and
wondering about the future.”
While workers in local councils
have three year job protections
negotiated by the USU, Mike Baird’s
job-killing policies continue to hurt.
As Opposition Leader Luke Foley
told the rally: “Mike Baird and his
Government sitting in Macquarie St
Sydney could not have thought up a
better way to kill regional jobs than
forcing genuinely local councils,
as the biggest employer in regional
communities, to merge.”
The government made a clear
promise they would not sell off
Essential Energy so regional jobs
could be protected. That promise
amounts to nothing when jobs can
be so easily disregarded.
4 • United Summer 2016

GE ON REGIONAL JOBS
The march
stretched down
Macquarie St
Dubbo on its
way to the rally
at the Rotunda.
Above: NSW Opposition Leader
Luke Foley addressing the rally.
Right: USU General Secretary
Graeme Kelly: “We will continue
our fight for job protection.”
Far right: Living in Bathurst, USU
Treasurer Sharon Sewell knows
the importance of regional jobs.
Hospitals, TAFE,
local government
and energy have
all been victims
of Baird’s
job-killing
policies
United Summer 2016 • 5

LOCAL GOVERNMENT AWA
As members know negotiations
for the next Local Government
Award have commenced and even
a cursory look at the Employers
Association (LGNSW) log of claims
shows we have a tough job ahead.
The three Unions and the
Employers Association officially
LOCAL
exchanged their respective Log of
Claims on Monday September 12th.
Our Log of Claims is based on GOVERNMENT
branch motions submitted by
AWARD
members to the local workplace
delegates, then to their branches
for consideration and endorsement NEGOTIATIONS
before going to State Conference.
These motions were collected to
form our USU Log of 47 separate
We’re fighting to:
items covering a range of clauses Deliver a fair pay increase!
in the award. (see our update on 20
September 2016 or www.usu.org.au) protect your weekend penalty rates!
The three Local Government stop your hours from increasing without extra pay!
Unions, the USU, Depa (Planners),
and LGEA (Engineers) all support ENSURE YOUR ALLOWANCES ARE PROTECTED!
each other’s respective claims.
RETAIN YOUR PICNIC DAY!
The Employers Association
FOR A FULL LIST OF WHAT IS AT STAKE CHECK OUR
(LGNSW) log of claims however is a
UPDATE OF 20 SEPTEMBER 2016 OR WWW.USU.ORG.AU
totally different matter.
reduced minimum call out rates, to be taken to mass meetings for
Their log of claims has very little
meal breaks, right to representation consideration by early to mid-June
which would benefit workers.
in grievances and/or disciplinary 2017 and ready to commence a new
matters, just to name a few.
award and its first pay increase from
the first pay period after 1 July, 2017.
A brief summary of the employer’s
log was circulated as an Industrial
Update on 20 September 2016 which
is also available on our website. We
will need all our collective strength
to protect members’ wages and
conditions.
WORKERS RIGHTS’ UNDER ATTACK
The employer’s log of claims seeks
to attack many long held rights
and conditions such as allowances,
penalty rates, picnic day, award pay
increases, 35 hour week to 38 hours,
By the end of 2016 we should
have an idea of what issues can be
negotiated, and whether or not, for
the first time in decades, we will
have to arbitrate some clauses in the
award.
Should we not need to refer any
matters to arbitration, we hope the
parties will have a reasonable idea
of the shape of the new 2017 award
package by around March 2017, with
an aim to have a final package ready
However we have a long way to go
before we reach that stage. We need
you and your fellow workmates to
be on board and part of the process.
Make sure you read your
updates, come to workplace
meetings and talk to non
union members about what
is at stake and why they
should join.
6 • United Summer 2016

RD 2017: BE PART OF IT
DID YOU KNOW?
Members have the final say on
whether the Award is accepted
by the union at mass meetings
held right across NSW.
HOW IS YOUR AWARD NEGOTIATED?
The Local Government (State)
“Members can be
Award is the Industrial
assured that our YOUR AWARD,
Instrument under which you
team of award
work. It governs your wages and
negotiators led by YOUR SAY!
Stephen Hughes
conditions.
is the best in the
industry.”
1
The Award is negotiated by the
USU on behalf of our members
(along with the two other industry
associations, depa and LGEA) every
three years.
How this is done…
The USU, depa and LGEA present a
‘Log of Claims’. Local Government
NSW (LGNSW) also presents a Log
of Claims on behalf of Councils.
Motions are submitted by our
members to their local workplace
delegates, then to their branches
for consideration and endorsement,
before going to our State
Conference. The USU Log of Claims
is based upon the USU branch
USU General Secretary
Graeme Kelly
motions that have gone to our State
Conference since the last Award.
The USU, depa and LGEA work
together to ensure the best possible
outcome for Union members in the
negotiations.
When the Union feels that we
have an Award we can recommend
to you, we hold over 300 mass
meetings where members vote to
endorse the proposed Award.
Only Union members are able to
vote when the time comes.
2
3
4
5
Members submit
Award motions to their
delegate
The local Branch
Committee of
Management endorses
the motions
The USU State
Conference endorses
the motions and form
the log of claims
Negotiations take
place
Members vote on
the Award
United Summer 2016 • 7

Jobs protected at am
As we approach the end of 2016 we await a decision on a significant number of Councils initially
named by the Baird Government for amalgamation, which were set aside. USU Manager North
Stephen Hughes looks at the amalgamation process and the protection available for USU members.
Court action by many of those
Councils has initially delayed
the process however almost all of
the cases have now been heard, with
most cases lodged by the Councils
lost.
The court challenges seem to
have only delayed the proposed
amalgamations temporarily, but are
not likely to have stopped it.
The USU was always of the view
that the Government could legally
carry out forced amalgamations
under existing legislation, provided
it complied with the processes
needed to carry it out first.
Amalgamations in NSW do not
require the backing of a majority
of both houses of parliament and
regardless of what the community
feels, the Government has the
power under current legislation
to proclaim new merged Councils
after going through some form of
community consultation which is
what happened earlier this year.
Your voice
The decision by the USU to
participate on the Ministerial
Advisory Group meetings and the
Employment Matters Working Party,
has ensured that we have access to
information and input at a peak
level in seeking to protect the best
interests of our many thousands
of members in the current
amalgamated Councils, as well as
those awaiting a final decision.
With regular meetings of the
Office of Local Government,
Department of Premier and Cabinet,
and LGNSW, we have been able to
head off many potential problems
and quickly address most others
whenever they occurred with a
couple of exceptions caused by
recalcitrant Councils, whom we
have, and will continue to refer
to the NSW Industrial Relations
Commission.
It is vital that
members BE
CAREFUL ABOUT
WHAT THEY SIGN or
agree to as merged
councils adopt
new organisational
structures.
We have recently written to
every USU member working at
merged Councils advising them to
be careful about what they sign or
agree to regarding their position and
conditions and entitlements at their
Council.
We have also warned nonmembers
of the risks that they will
face alone, should they not join
before they encounter any problems.
Merged Councils have, or are
in the process of adopting new
organisational structures, and where
necessary, position descriptions.
We believe that the vast majority
of staff should be unaffected in this
initial process and should merely
be transferred directly to a position
in the new Council that is the
same, or almost the same, when it
comes to duties under the position
description.
Employment Protections
Section 354 D of the employment
protections provides that, for other
than a Senior Staff member, (as
defined by the Act, being in general,
General Managers and Directors
etc.) upon transfer, the employee
continues on the same terms and
conditions that applied to the staff
member immediately before the
transfer day.
In the vast majority of cases,
the only thing likely to change on
transfer is the reporting line (who
staff report to). All other conditions
should remain unchanged.
However members should be
vigilant in regard to anything put
to them requiring their agreement,
or signature, to ensure they are not
agreeing to anything that can alter
their existing conditions to their
detriment.
What if my job disappears?
For a small minority of workers at
merged Councils, their position may
no longer exist in the structure.
An example would be a Personal
Assistant to a General Manager
or Director whose position was
removed from the structure of the
new Council.
In those cases the Council should
discuss with the affected employee/s
and their Union (if a member)
alternatives such as redeployment
to an agreed suitable position, or
8 • United Summer 2016

algamated councils
In August, members
at Georges River
Council took action
to ensure a fair
go at the newly
merged council.
possibly voluntary redundancy if the
employee is not offered a suitable
position and chooses to leave.
Councils are still bound by
the Workplace Change and
Redundancy clause in the Award, or
in a small minority of Councils, the
corresponding clause in their EA.
The award requires that Councils
notify their affected employee/s
of any potential changes deemed
significant, such as alteration
to hours of work, diminution in
job opportunities, promotion
opportunities or job tenure, transfer
to other work locations, just to name
a few.
Should the employee be a Union
member, Council is also required
to write to their Union and cannot
make any changes (unless the
employee agrees) for 28 days
from the date of the decision and
notification to introduce changes.
This is covered in Clause 39
Workplace Change and Redundancy
of the 2014 Local Government (State)
Award.
The 28 day period provides time
to respond to Council in order to
get it to reconsider its decision and
to look at other suitable options
to avert or mitigate any issues of
concern that may be detrimental to
the employee/s.
Where Councils fail to comply
with their Award obligations or
are unreasonable in implementing
reasonable remedies put to Council,
the Union can lodge the matter/s in
the IRC to be dealt with.
The next stage
The next stage of the merger
process will be the development
and adoption of a new Council‐wide
Salary System in order that the new
Organisation transitions to a single
salary system.
Where merged Councils have
previously utilised the same system
for job sizing, the process will
mainly only require the adoption of
a new Salary Matrix, e.g. grades and
steps.
Where Councils have previously
used different systems to each other
prior to amalgamation, a system
will need to be adopted by the new
Council, as well as the grades and
steps and progression rules.
Regardless of the employment
protections in the Local Government
Act in Section 354, the Local
Government (State) Award also
provides additional rights and
protections which require under
Clause 7 Salary System (xii) “where
the employer changes its Salary
System Structure, employees shall
not suffer a reduction in pay or
salary range. Further, employees
shall not suffer a reduction in
progression steps based on the
acquisition and use of skill, unless
otherwise agreed.”
This clause ensures that not only
are you entitled to retain your premerger
pay rates, but you also retain
your salary range.
Find out more about your
rights at merged councils.
Read Stephen’s full
article at www.usu.org.au
United Summer 2016 • 9

97%! MAURICE BLACKBURN
It was a long and tough campaign however our Maurice Blackburn members proved it still pays to be united.
Membership grew from just 8 to 48 following a groundbreaking campaign that proves no matter what
industry you work in, when you are a member of the USU - it pays. The campaign had it all - industrial action
ranging from wearing badges, handing out chocolate money, culminating in a 90 minute strike - and lots of
coffee! In the end the members did it, forging an agreement that was fair which received a 97% yes vote.
After months of campaigning the
enterprise bargaining process
successfully concluded with an
agreement between staff and Maurice
Blackburn awaiting final approval by
the Fair Work Commission.
The campaign has been an
outstanding success on all fronts.
Union membership increased and
more importantly our members
became more engaged on the issues
at their workplace. The engagement
of the employees resulted in a big win
for all employees and especially for
our members.
The USU thanks every Maurice
Blackburn member for their
participation in this vibrant
campaign.
The real success to this
campaign was the incredible
actions taken by the vast
majority of our membership.
THESE ACTIONS INCLUDED:
handing out chocolate
money in response to
Maurice Blackburn’s low
first money offer;
wearing badges which
highlight the proud social
justice history of Maurice
Blackburn and asking how
the firm’s founder would
act in the negotiations;
wearing red to work to
raise awareness of the
substandard first offer.
Membership growth
Over the course of the campaign
USU membership at Maurice
Blackburn grew from 8 to 48
members. Our members proved that
young adults will join their union
if the union proves to be relevant to
them.
This campaign was brilliantly coordinated
across the country by our
national office, the ASU.
10 • United Summer 2016

MEMBERS GIVE EBA A TICK
MEMBERSHIP
GREW FROM
8 TO 48
MEMBERS
The union is particularly proud of
our members taking a leading role
in the industrial action campaign,
including coordinated lunch and
coffee break actions and concluding
in a 90 minute strike.
It is the first time in recent
memory that the USU Clerical
and Administrative branch
conducted successful protected
industrial action.
The USU thanks our hard
working delegates team, Cassandra
Taylor, Timothy McGinley, Jarrah
Ekstein and Lucy Minter.
Did we mention coffee? Even our coffee cups delivered the message
WHAT WAS AT STAKE AND WHY WE WON!
It appears the sense of solidarity between Maurice Blackburn employees
was not appreciated by Maurice Blackburn’s negotiating representatives.
Their offer involved a two tier pay increase which did not sit well with
the lawyers and support staff who were used to fighting for fair!
Initially management offered 1.8% pay increase for lawyers with 1-3
years’ experience and 2.5% to all support staff, while at the same time
implementing a new bonus pay structure for the lawyers with over 3
years’ experience who would be entitled to 3.5-5% pay increase following
a satisfactory annual review.
This offer, which attempted to divide the pay increases payable to legal
staff and support staff was rejected, however in an astounding move
Maurice Blackburn actually revised its pay offer for lawyers with 1-3
years’ experience to 0%. This pushed our members in to action as they
realised they had to unite to achieve a fair go for all.
The unity of our members pushed management to offering a
3.5% pay increase for all staff for 2 years of a 4 year agreement.
For the other 2 years all employees were offered 3%.
United Summer 2016 • 11

Rights
Endeavour Energy put forward a
revised EBA offer on Thursday
13 October which was presented at a
full delegates meeting.
The proposal was rejected by
all delegates as it provided no job
security for members and took away
key entitlements and protections.
The USU and our delegates
met with management in an
EBA negotiations meeting on 3
November and made our position
on the proposal clear. Currently
management has made promises
that Voluntary Redundancies will
be available to staff who have been
made redundant but they refuse to
put these promises to paper. The
USU is fighting to have this written
into the agreement.
Forced redundancies
Management also wish to bring
in forced redundancies and have
offered a 20 person cap per year
for these forced redundancies until
2020 and then it is free reign. The
USU fears that the cap will never
be used, as the threat of a forced
You may be seeing a pattern.
The combined Unions and
Transgrid are currently in enterprise
agreement negotiations. Transgrid
has put on the table that they
wish, among other things, to
create a second level of employees
by grandfathering the 15%
superannuation contribution as well
as Allowances. This is an untenable
position for the unions to accept and
will be fought at every step.
On 10 October the management
informed the negotiation team
NOT FOR SALE
United
SARA BAXTER, SEAN SZABO (Organiser), GARY DOWERS, TRACEY TURNER & MICK NAUMOVSKI
redundancy will intimidate staff into
take Voluntary Redundancies to
avoid the forced redundancy. This
way members can be managed out
without touching the “cap”.
Reductions to your rights to
consultation on decisions and
forced changes to working hours are
that they are also looking at
“transitioning out” all allowances
for all employees.
Other concerns include the
watering down of the current
consultation clause.
at Endeavour
a serious concern in this proposal.
All that staff have been offered as
compensation for this is a one off
payment of 2.5% of their current
wage.
The USU has made it clear to
management our members’ rights
are not for sale!
Transgrid’s untenable transition
A grandfather clause is a
provision in which an old
rule continues to apply to
some existing situations
while a new rule will
apply to all future cases.
Of all the current enterprise
agreement negotiations taking
place in the energy industry at the
moment Transgrid’s log of claims
is the most aggressive in trying to
reduce its employees’ entitlements.
The USU negotiating team
is fighting hard and letting
management know that some of its
claims have no chance of support
and that the chance of an enterprise
agreement being voted up by
the membership if these cuts are
included is zero.
12 • United Summer 2016

Ausgrid sale
Protecting jobs is key
On 20 October 2016 NSW Premier Mike
Baird and Treasurer Gladys Berejiklian
announced that AustralianSuper and IFM
Investors would take 50.4 per cent ownership
of Ausgrid.
Following the announcement the USU
joined other power unions to demand that
the new owners of the controlling stake
in Ausgrid commit to a legally binding
agreement that ensures existing employment
numbers and service standards are retained at
the privatised business.
USU Manager Ben Thompson and
Organiser Brian Cameron met with Ausgrid
management on 26 October regarding the
agreement between Ausgrid and the new
lessee AustralianSuper and IFM Investors.
The priority for the union is to ensure jobs
and working conditions are protected and
that the transition to the new owners is as
smooth as possible for our members.
“
Electricity distribution is a natural monopoly. If
service standards drop, if maintenance is reduced
or emergency response times blowout, consumers
have no ability to choose an alternative supplier for
their power. We will continue to fight to ensure the
best possible outcome for workers and consumers.
USU General Secretary Graeme Kelly
FANTASTIC NEWS FOR AUSGRID SOMESBY MEMBERS!
28 jobs saved as warehouse employees win bid to keep service in-house!
In March 2016 the USU was
keep the service in-house as well as
notified by Ausgrid that they providing flexibility.
intended to review the Somersby On 30 November USU Organiser
Warehouse with the view of
Brian Cameron attended a meeting
outsourcing the service. In April with employees where management
2016 Ausgrid commissioned Ernst & informed its workers that their
Young to review the service and the alternative proposal had been
report suggested that the warehouse accepted with a slight tweak. The
should be outsourced.
tweak being that management was
During the consultation period adding two extra positions to the
the employees of the warehouse structure above what the employees
submitted an alternative proposal had provided. The new structure
identifying workplace reform has more positions than the
that could deliver the savings that current amount of permanent staff
Ausgrid had identified it needed, to employed in the team.
The manager, Mark Chalmers
thanked the employees on
providing the best proposal of
its type that he had seen and
thanked the sub-committee for its
efforts in preparing a professional
quality submission.
The sub-committee and
employees of the Warehouse and
Distribution Team should be
deservedly proud of their efforts
in retaining the 28 jobs that would
have been lost without their hard
work and flexibility in presenting an
alternative proposal.
United Summer 2016 • 13

Origin Energy
The combined unions are
currently in Enterprise
Agreement negotiations with
Origin Energy in regards to the
Eraring Power station Shoalhaven
EBA. While negotiations have been
proceeding well, some of the more
contentious matters of importance
to the unions are still not agreed on:
The coverage of the
agreement, (at what wage
point are you no longer
covered by the agreement) the
unions believe that the level
that Origin is seeking is too
low.
The inclusion of side
agreements to be included in
the enterprise agreement
Forced redundancy clause.
It is hoped the negotiations
will be completed by December
however the company will have to
move on some of its decisions if
this is to happen.
AGL MACQUARIE ENTERPRISE AGREEMENT 2016
The United Services Union and combined Unions,
with our members successfully negotiated a new
enterprise agreement for employees at Bayswater and
Liddell Power stations.
The draft agreement was voted up by 87.5% of
eligible voting employees.
The new agreement provides pay increases of 3.5%
each year for the 3 year life of the agreement and an
increase to the maximum redundancy payment of 75
weeks’ pay.
The combined Unions were also able to extend the
salary maintenance for coming off shift from 6 months
to 9 months if changes to shift work must happen
immediately, giving members some cushioning to the
loss of shift penalties as a result.
A significant issue onsite was the classification of
Production Technicians. The combined Unions were
National plan of action needed
Australian Energy Unions, including the United Services Union met in
Canberra recently to demand a national plan for displaced Energy workers
due to the changing nature of the energy industry. Thousands of lost jobs
across the country is a national crisis and leadership and commitments are
needed now!
The ACTU launched a policy
in response to the challenge
of delivering a “Just Transition”
for electricity workers and their
communities - a plan that needs
to be implemented as a matter of
urgency.
Long-term planning is needed
to prevent the kind of last-minute,
reactive assistance that has been
Sharing the challenges
and opportunities of a
clean energy economy:
ADDRESS
ACTU
365 Queen Street
Melbourne VIC 3000
PHONE
1300 486 466
WEB
actu.org.au
D No: 115 –16
cobbled together for workers in the
A Just Transition for coal-fired electricity
sector workers communities
automotive and power industries
in recent years and instead ensure
affected communities are given the
opportunity and support they need
to flourish.
3.5% PA PAY
INCREASES
75 WEEKS
PAY MAX
REDUNDANCY
87.5% VOTED
YES
Sharing the challenges
and opportunities of a
clean energy economy:
A Just Transition for coal-fired electricity
sector workers and communities
Policy discussion paper
A national plan to support Energy workers, their families and the
community (especially rural and regional communities) is NEEDED NOW.
The USU joins the call for action now.
Download the ACTU’s policy plan now at: http://tinyurl.com/actuplan
able to reach agreement with AGL Macquarie on
introducing a clause in the “Terms of Settlement” to
phase out the classification of Production Technician
and transferring them to the role of Operator without
any loss of jobs.
The agreement has been lodged in the Fair Work
Commission.
14 • United Summer 2016

Essential Energy workplace
determination released
MAKE SURE YOU TALK TO YOUR UNION
ON 23 November the long awaited determination for
Essential energy was issued by the Fair Work Commission.
The FWC made the decision to
allow forced redundancies despite
admitting that its ruling could be
expected to have a substantial impact
on workers and regional communities,
with the written determination stating:
“Employees located in country
towns will find it difficult to
obtain alternative work, either of
a comparable standard or at all,
in their current locations… Job
opportunities are generally limited,
and jobs involving the specialist skills
of electrical tradespersons formerly
employed by Essential Energy are
virtually non-existent...
The decision will allow Essential Energy to:
Make up to 600 staff forcibly redundant by 30 June 2018;
Have an unlimited number of additional workers leave Essential
Energy during the same period on voluntary redundancies;
Have unlimited forced redundancies from 1st July 2018;
Outsource jobs in regional areas.
The Union encourages our members to ensure:
1 If you are approached by management to discuss your job or
redundancy please let the USU know by contacting your delegate or
the Union directly;
2 Do not attend a meeting on your own, have your local delegate assist
and support you;
3 Advise your management in writing that you will be represented at
the meeting by your Union delegate.
Your delegates are only too happy to assist you with any advice or
information you would like. They are regularly updating your Union on
what is happening at your workplace. Communication from our members is
most important at this time.
The NSW
Government,
as the owner
of 100 per cent
of Essential
Energy, has
the power to
intervene and
save these jobs.
USU General Secretary
Graeme Kelly said unions
are seeking an assistance package
from the NSW Government to
provide help for any Essential
Energy workers who lose their
jobs. This package should
include retraining, small business
advice, and recognition of skills
and training.
“This decision is one of the
biggest blows to employment
in regional NSW that has ever
occurred,” Mr Kelly said.
“John Barilaro is now facing his
first challenge in his new role as
National Party leader and NSW
Deputy Premier, and that is to
stick up for regional workers and
communities directly impacted
by this decision.
“All that is needed is for John
Barilaro and his National Party
colleagues to demand that their
coalition partners in the NSW
Government put the interests of
regional communities ahead of
their attempts to squeeze profits
out of public companies.”
United Summer 2016 • 15

93% vote yes
With Qantas Celebrating its 96th Birthday recently… It’s time to look at
what the future will bring. EBA 11 seems a pretty good place to start!
The new Qantas / ASU EBA 11
is a big win for ASU members,
delivering better pay and conditions,
improved job security and more
flexible and fairer working
arrangements. The agreement has
benefits for all Qantas ground staff,
across the country.
After sticking with the airline
through the toughest of times,
workers deserve reward for the part
they played in delivering a record
profit at Qantas, and the union
has been proud to play its part
delivering on some key EBA changes
for our members.
Better pay
There’s reward for members in the
EBA for delivering the airline a
record profit. The agreement gives:
A 5% bonus on current rate of
pay
An additional bonus of $3000
for full-time employees and
$2500 for part-timers
5% by July 2018 – 1.5% from
January 1, 3% from July 1
3% from July 2019
There’s also been a breakthrough
on Senior Professional performance
pay issues.
Higher rates of
superannuation protected
in your EBA
10% employer super is mandated
in the EBA for the first time. That
means you’re better looked after
now and into retirement and can
It’s Qantas’ 96th birthday
today!
That means Unions have
been protecting the rights of
Qantas workers for decades -
and what a journey it’s been.
The recently negotiated EBA
contained some ground
breaking benefits, including
family violence leave and
paid parental leave available
for superannuation.
Congratulations to all Qantas
members, past and present!
Here’s to the next 96 years!
www.facebook.com/UnitedServicesUnion
plan for a more secure future.
Improved Job Security
Qantas has committed to no use
of QGS/Qantas Ground Handling
Subsidiaries in all ASU covered
position for the life of EBA 11
plus 3 months. This is a win for
ASU members who were worried
about the threat of lower cost
Qantas subsidiaries being used to
undermine job security.
16 • United Summer 2016

to qantas eba
Extra parental leave or
more super on retirement
Raising a child is a serious
undertaking, and workers deserve
security through the difficult early
stages. Under this agreement,
primary carers will receive 12
weeks leave and an additional 2
weeks of salary to be paid into
superannuation unless they elect to
take it as pay. For workers who do
take the extra two weeks as leave, it
is 14 weeks of parental leave on top
of the government scheme. That
makes this EBA among the most
family-friendly going around.
For those who take the two weeks
as super, that could mean up to an
additional $46,000 at retirement on
estimates by Qantas.
10 days domestic and
family violence leave
New domestic and family violence
leave means employees can take the
time to re-set their lives when they
are at their most vulnerable. The
EBA provides for 10 days domestic
and family violence leave as a
specific response to the trauma and
dislocation workers experience in
these circumstances.
A big yes!
More flexible work
arrangements
The EBA provides a comprehensive
set of principles and clauses for parttime
work, job-sharing and flexible
work, coupled with work from
home and transition to retirement
provisions.
Access to days-off-in-lieu, leave
and 20th days are improved.
Thank you to all members who
participated in the EBA vote!!
A massive 93% voted yes! Your
conditions will set a bench mark not
only for the Airline industry but will
give hope for workplaces across the
nation.
United Summer 2016 • 17

Be part of the conversation!
Like us on Facebook for your
chance to win an ipad mini.
Any USU member who has
liked us on Facebook before
31/1/17 will go into the draw
to win - so what are you
waiting for?
www.facebook.com/
UnitedServicesUnion
JOIN OUR
COMMUNITY
LIKE US TODAY
www.facebook.com/
UnitedServicesUnion
COUNCIL JOBS
NOT IN THE BIN YET
You may have heard about the workers at Carlton United Brewery who
had their jobs outsourced and offered back to them at 65 cents on the
dollar. Well don’t look now but Cumberland Council is looking to do the
same thing with its waste services staff!
Cumberland Council does not have
an elected Council, instead they
have an Administrator who was
appointed by the NSW Government.
The Administrator is Viv May, and
he has all the powers of an elected
Council. Despite not being elected
by the community Mr May is
looking to outsource waste services
at Cumberland Council.
The USU has launched a
campaign to stop the outsourcing
of jobs and we are urging USU
members and the community to
send a loud message to Viv May.
We have set up a petition and will
also be rallying outside Council on
21 December before the Council
meeting. The community does not
want their services outsourced - here’s
what some of them have to say:
You want to save a few dollars
outsourcing jobs while locals lose
out.
Our Garbo guys work hard for our
community why try get rid of them
we NEED THEM...
Leave them alone let people do their
job. Our suburbs are beautiful and
clean don’t destroy that!!!!!!
Come to the rally
21 December 2016 – 5.00pm Auburn
Civic Centre, 1 Susan St Auburn
Viv May is looking to contract out
Cumberland’s waste services, and
here’s how he’ll do it…
Step 1: Call for tenders – Viv May will
call for tenders at the next Council
meeting. This will allow for private
companies to compete to take over
Council’s waste services.
Step 2: Accept a tender – Viv May,
exercising all the powers of an
elected Council, will accept a tender
from a private company. The private
company that “wins” the contract
from Council will likely provide lower
wages to workers and a lesser service
to ratepayers.
Step 3: Cut staff – Council will then
have waste services staff but no
waste for them to collect. It will
start cutting staff with voluntary
redundancies, and then the remaining
staff will be given different work
to do. Then in May 2019 when
the prohibition against forced
redundancies is lifted these waste
service staff will be the first people
on the chopping block.
Step 4: Who knows? – Once one
service at Council is contracted out it
usually means that more services will
be outsourced. What is next on Viv
May’s agenda?
WHAT CAN YOU DO?
Sign our petition at
http://bit.ly/cumberland-waste
18 • United Summer 2016

Darren takes out Delegate gong
At the USU Biennial Conference Southern Branch
delegate Darren Brennan was awarded USU
Delegate of the Year. Darren was up against some
outstanding delegates, namely Jane Mercades-Hart,
Metropolitan Salaried Officers’ Branch; Alf Pace, Sydney
Branch; Sue Thomas, Clerical & Administrative Branch;
James O’Malley, North Western Branch; Steve Thomas,
Newcastle Branch; Brett Cameron, New England Branch
and Chris Smith, Newcastle Branch.
USU delegate of the year Darren
The USU is proud of Darren’s achievements as
Brennan was a runner-up for National
delegate. He has achieved a lot in his relatively short time
Delegate of the Year. He is congratulated
by President Steve Birney, ASU National
as a Union Delegate – he has motivated a whole Council Secretary David Smith and General
on the issue of council amalgamations and has done an Secretary Graeme Kelly
exceptional job in organising his workplace, fostering active member on the Consultative Committee and
contacts and activists and effectively recruiting members. Work Health Safety Committee.
Darren consistently goes above and beyond to
Darren was a runner-up for ASU National Delegate
represent and support members, offering advice and of the Year competing against other nominees across
assistance wherever needed and regularly negotiating Australia. We congratulate Darren and all delegates for
beneficial outcomes with management. He is also an the great job they do.
Sleep out
success
In an effort to raise awareness
and to help fund the fight
against homelessness, the United
Service Union held a ‘sleep out’ in
the western suburbs of Sydney on
the 26th of August.
There are more than 100,000
homeless people in Australia
on any given night. The vast
majority of these people are
under the age of 35, and are
increasingly female. In New
South Wales alone there are
nearly 30,000 people who
experience homelessness, the
most of any state in the Country.
While the conditions we faced
paled in comparison to those
faced on a nightly basis by people
experiencing homelessness, the
sleepout allowed the USU to raise
more than $13,000 which will go
directly to Mission Australia and the
St Vincent de Paul Society.
Special thanks goes to all the
members, delegates, officials, and
friends and family members who
helped by donating to this very
worthwhile cause.
If you are interested in learning
more about homelessness in
Australia, or would like to get
involved you might want to take a
look at these websites:
www.ceosleepout.org.au
www.wintersleepout.
gofundraise.com.au
United Summer 2016 • 19

VIRGIN AUSTRALIA
STAND UP AGAINST
DOMESTIC VIOLENCE
On November 1st Virgin
Australia joined forces for the
third year in succession with the
White Ribbon Foundation. During
the Month of November Virgin
Australia encouraged travellers to
stand up, speak out and act to prevent
men’s violence against women.
Domestic Violence Leave:
We won’t wait
Karen Avery addressed the rally
to launch the We Won’t Wait
campaign earlier in the year.
“As White Ribbon Supporters
ourselves we would like to thank
Virgin Australia for joining the
fight once again, and hope to
see this continue in the coming
years!” said USU General
Secretary Graeme Kelly.
Virgin Australia Ground Crew
Agreement 2013 will be expiring
on 30th June 2017. It’s time we
start to think about what you
would like to see in your terms
and conditions. In the new year
your union will be sending out
surveys so we can formulate a log
of claims, during this time it is
important that you have your say!
The USU negotiated a DVL
clause in the last EBA with Virgin
and will be looking to secure that
during upcoming negotiations.
The USU/ASU is calling for
members who are proactive and
want to further their involvement
with your union to become
delegates or workplace contacts.
Delegates and contacts are an
essential part to any union and
USU/ASU is no exception.
The USU joins Unions NSW and
other unions in calling for 10
days paid domestic violence leave
for all workers. We are calling on the
NSW Government to stand up at the
COAG meeting on Friday, December
9 with other State Premiers and
support 10 days of paid domestic
violence leave in the National
Employment Standards (NES).
Friday the 25th of November
is the International Day for the
Elimination of Violence against
Women and began 16 Days of
Action as part of the We Won’t Wait
Campaign to put pressure on the
NSW Premier to act.
One woman is killed in Australia
almost every week by a partner or
ex-partner. Two thirds of women who
The 16 days of action campaign
launched at the White Ribbon
breakfast: Nick Herbert, Melissa
Coros, Karen Avery and Sean Szabo.
experience domestic violence work.
On average, 184 incidents of
domestic violence are reported
in NSW every day. Yet there is no
basic entitlement for a worker
experiencing such violence to access
leave. This is why unions and their
members must fight to have this
entitlement included in the NES.
Shellharbour Council members proud to
participate in the White Ribbon Day March
On 25 November as part of White
Ribbon day members along with
delegates Dave Ryman, Richard
Hurd and Aarron Vann took the
White Ribbon Day oath.
20 • United Summer 2016

Lake Macquarie
Council: Kay
Fraser (Labor)
with USU
Organiser
Andrew Ryals
Broken Hill Council: Darriea Turley (Country Labor),
Marion Browne (Country Labor), Jim Nolan (Country
Labor), Maureen Clark (Country Labor), Larry Engell
(Country Labor), Callan Rogers (Country Labor)
Branco Licol (Country Labor)
Kiama Council:
Matt Brown
(Labor)
Kiama Council:
Neil Reilly
(Independent)
At the Council
elections held in
September we asked
candidates to pledge
their support to local
jobs and services
and protecting local
government workers.
Sutherland Council: Greg
McLean (Labor) with USU
Trainer Narelle Rich
Cessnock Council:
Jay Suvaal and
Melanie Dagg
(Country Labor)
Albury
Council:
Darren
Cameron
(Labor)
Blacktown
Council:
Stephen
Bali (Labor)
Cessnock
Council: Bob
Pynsent (Country
Labor) with USU
Organiser Luke
Hutchinson
This is a small
selection of
candidates who
signed and won. There
are many more which
you can see on our
website. We thank all
candidates for their
support.
Our mobile billboard travelled around NSW asking
candidates to pledge to local jobs and services.
United Summer 2016 • 21

YOUR USU EXECUTIVE
President
Steve Birney
Secretary
Graeme Kelly
Vice President
Glen McAtear
Treasurer
Sharon Sewell
ACT C&A
Brendan Scott
Airlines
Annamaria Saglimbeni
Central West
Stephen Mulholland
Energy & Utilities
Lisa Turner
MSO
Bev Spearpoint
MSO
Katerina Tahija
Murray
David Walsh
Newcastle
Larry Freeman
New England
Tony Dean
Northern
Ross Crawford
North Western
Shane Lummis
Riverina
Chris Wellington
Southern
Jeff Wearing
Sydney
Shane Clapham
Sydney
Russell Woods
Sydney C&A
Katie Gillen
22 • United Summer 2016

Corey scores New Gen award
The USU joins the New Gen
committee in congratulating
Corey Ward on being this year’s
Apprentice of the Year.
Corey is a 3 rd year Apprentice
Gardener from Central Coast
Council. While completing his
Certificate III in Parks and Gardens
at Ourimbah TAFE, Corey has
worked in a wide variety of Council
areas including Sportsgrounds,
Passive Parks and Bushland Areas.
Corey’s nomination speaks for itself:
“He is very energetic towards his
work. He has good ethics. He has gained
many skills that he now uses in his roles
and now provides input into how jobs
can be carried out. He is a great team
player.
“His attitude and presence in the
workplace, to some extent, can be
attributed to his knowledge and skills he
is acquiring from TAFE.
“Corey has been a member of
the Union since first starting his
Apprenticeship and always attends
Union yard meetings to keep up with
what’s happening in and around the
workplace”.
The union also recognises the
The ASU’s National
Conference was held in
November.
Pictured: USU NSW
conference delegates
with Opposition Leader
Bill Shorten who gave an
enthusiastic speech drawing
on his own experience as a
former Union official and his
appreciation of how Unions
play a pivotal role in making
Australia a better place.
President
Steve Birney
congratulates
Corey Ward at
Conference 2016.
positive influence of mentors in the
workplace with a Mentor of the Year
Award. This year’s winner is Brett
Wyborn – Team Leader Painting
from Cessnock City Council. While
undertaking his trade role Brett is
currently mentoring and developing
a young apprentice painter. Brett is a
great example of why mentors are so
important in the workplace:
“Brett’s quality of work and work
ethic provide the perfect foundation and
environment for learning for our young
apprentice. Under Brett’s guidance,
I have no doubt that Jesse will be a
valuable tradesman.
“Brett has and continues to instill in
Jesse, a positive attitude and morals and
has shown Jesse how he should conduct
himself in both the work environment
and in life in general”.
The USU congratulates Brett
as a very worthy recipient of this
prestigious Award.
Are you in the workplace and aged
between 16 to 35? Interested in
connecting with your New Gen
Committee to assist promote
the collective interests of fellow
younger workers? Contact USU
Organiser Luke Hutchinson 0419
761 323 or lhutchinson@usu.org.au
to find out more today.
Renewing our vision: Tackling inequality & workplace change
United Summer 2016 • 23

Another successful
USU Conference was
held in September -
with over 150 branch
delegates from across
NSW and the ACT
gathering at Gymea
Tradies Club to work
together to determine
the future priorities
for our union.
DELEGATES COME TOGETHE
Vice President Glen McAtear, General Secretary
Graeme Kelly and President Steve Birney
Treasurer
Sharon Sewell
Alex Hutchison, CEO Energ
Superannuation Scheme (E
It’s a great opportunity for delegates to network. Delegates also enjoyed educational presentations, participated in workshops and had
24 • United Summer 2016

Thanks to our sponsors: Carroll & O’Dea Lawyers; Local
Government Super; EISS; Worldwide Printing Solutions
R FOR CONFERENCE 2016
y Industries
ISS)
Local Government Minister
Paul Toole
The Hon. Paul Toole, MP – Minister
for Local Government also addressed
conference and spoke about the
consultative relationship with the
USU and amalgamations amongst
other topics. Delegates had the
opportunity to ask questions in
relation to their own experiences
with the recent amalgamations
which the Minister answered.
Tim Hurst, Chief Executive -
Office of Local Government
the opportunity to ask questions of the presenters.
United Summer 2016 • 25

Wins for members @ Central Coast Council
Following the State Government’s
decision in May 2016 to merge
Gosford and Wyong Councils into
the Central Coast Council, USU
delegates and officials have been
working hard to ensure the process
is carried out with the minimum
amount of disruption for USU
members.
The Union continues to “check
and double check” new processes
and procedures to ensure Council
is adhering to the provisions of the
Local Government Act and that our
members are protected – procedures
such as the Internal Appointment
Process, Redeployment Guidelines,
Big EA Vote for NIB Agreement
After 18 months of negotiations,
USU members have voted
overwhelmingly to support a new
Enterprise Agreement for NIB. At
the time of this publication, the
Agreement is waiting for approval
from FWA.
The agreement negotiations
also saw a considerable increase
in membership at NIB of 20 new
members which will add power
to the membership when pushing
for better wages and conditions
in the next round of negotiations
beginning at the end of 2017.
Praise needs to be placed on
the workplace delegates and
representatives who put in an
enormous amount of effort in the
negotiations, in particular Coby
Francis, Jacinta Boiden, Justin
Lantry, Kerry Robertson, Donna
Roddam and Courtney Lowe.
The negotiations took over
18 months and were held up
Transitional Recruitment and
Selection Process have been
questioned and changes have been
made to processes following the
USU’s intervention.
We also continue to ensure
members are receiving their correct
entitlements and intervention by
delegates and officials has seen wins
for USU members in the following
areas:
Level 1 Adverse Working
Conditions allowance at the
former Wyong Council
Conversion from 38 hours per
week to 35 hours per week for
numerous members at the
Delegates
Justin Lantry
and Jacinta
Boiden
many times due to changes
in management and Union
representation. The frustrating
and often tedious negotiations
finally took off in earnest in March
this year and with help from the
employees’ voices during the report
back meetings real gains in wages
and conditions began to show.
The strong vote in support of the
agreement is a testament to the
enormous amount of effort and
dedication of these representatives
who put in work in their own time
former Wyong Council and
Gosford City Council
Vehicle and Travelling
allowances in accordance with
Award entitlements at the
former Gosford City Council
Updated and properly
conducted Job evaluation
outcomes for members at the
former Gosford City Council
These outcomes are due to
USU intervention and the Award
grievance process. If you do not
believe you are receiving all
entitlements and benefits under
your Award, contact your local USU
Delegate or USU Organiser today!
The vote of over 85% in support
for the new agreement will see
considerable gains for members
in particular a vastly improved
Redundancy Package which
allows security for long standing
employees up to 48 week’s pay and
also supports younger short term
employees with generous assistance
packages of $3000 and up to $5000
for longer term employees.
OTHER GAINS INCLUDED:
A 2% per year wages increase
backdated to October 2015.
Increased personal Leave
accrual.
Increase in Compassionate leave
for immediate family of up to 5
days.
as well as work time to ensure that
the agreement was of a benefit for
employees at NIB.
USU Organiser Melissa Pond
congratulated the delegates:
“It’s important to thank these
representatives who have achieved a
great Enterprise Agreement for the
union members at NIB.”
26 • United Summer 2016

The fight for 5 continues
Members continue to seek support from the NSW Government to extend protections against forced
redundancy to 5 years for merged Councils.
CHECK OUT
MORE MEMBERS
WHO ARE
FIGHTING FOR 5
WWW.USU.ORG.AU
Port Stephens
Marrickville
Edward River
Gloucester
Mid Coast
United Summer 2016 • 27

SANTA CLAUSE IS C
A reminder of mutual obligations for behaviour at work-related Christmas functions.
Decorations are already up and
with Christmas songs playing
in all the shops there is no getting
around it: the 2016 holiday season is
well and truly upon us. End of year
functions and Christmas parties are
just around the corner and many
are thinking about letting their hair
down for a night out.
Amidst all the festivities
however it is important to spend
some time thinking about your
approach to work functions as an
employee, and how best to ensure
you avoid any inappropriate
behaviour. Nobody wants to be
the office Grinch but inappropriate
behaviour at end-of-year functions
can have serious impacts on your
employment, so the issue warrants
consideration.
A 2015 decision from the Fair
Work Commission - Stephen Keenan
v Leighton Boral Amey NSW Pty
Ltd - showcased the heightened
risks involved for employees whilst
socialising at work functions where
there is alcohol involved.
The Keenan case revolved around
whether or not an employer can
validly terminate a member of
their staff on the basis that the
employees’ conduct at the official
Christmas party was inappropriate.
The employee in question arrived
at the party a few drinks in and
quickly availed himself of the free
drinks on offer, rapidly becoming
very inebriated. Over the course of
the evening he made aggressive and
offensive comments to members
of management, swore loudly and
frequently, verbally harassed several
female employees with unwanted
advances and eventually kissed
a female co-worker on the lips
without consent.
When considering their decision
the Commission made clear that
Mr Keenan’s drunken comments
constituted bullying behaviour and
28 • United Summer 2016

OMING TO TOWN
were a valid ground for dismissal.
The decision found that employees
have a responsibility to maintain
appropriate behaviour even when
at celebratory work functions,
specifically saying “Mr Keenan
should have exercised greater control
over his consumption of alcohol in
order to ensure he was able to control
his behaviour and comply with [the
employer’s] policies.”
Relevantly the most inappropriate
behaviour occurred at an
unofficial after party, rather than
the Christmas party itself. The
Commission considered this
distinction and held that the events
of the unofficial after-party were
sufficiently separate to the nature of
Mr Keenan’s employment as to be
deemed a part of his private life.
That is not to say, however,
that your employer is unable to
investigate behaviour that takes
place at unofficial work outings or
after-parties nor that an employee is
immune from potential disciplinary
action. A 2008 decision of the Full
Bench of the Commission (Telstra
Corporation Limited v Streeter)
found that an employee’s actions
at an unofficial Christmas afterparty
warranted an investigation
of the incident by the employer
as it had adverse effects on other
employees and caused difficulties
in the workplace. In that matter, Ms
Streeter had engaged in overt sexual
conduct following a work Christmas
party in a hotel room with other
employees. When questioned
about the incident by her employer
(following complaints made by her
co-workers), Ms Streeter lied. The
Full Bench held that the sexual
behaviour itself was part of Ms
Streeter’s personal life and therefore
not alone enough to form grounds
for termination. The Bench did
however find the employer was
entitled to investigate the incident
and that Ms Streeter severed all trust
and confidence with her employer
by lying about her conduct during
the course of the investigation.
Accordingly, her dismissal was held
to be valid.
The lesson to be learnt from
the Streeter decision is that
even when socialising with coworkers
in an unofficial setting,
an employee should not engage
in any behaviour they would be
uncomfortable discussing with
HR on Monday morning.
The holiday season presents some
great opportunities to socialise
with and enjoy the company of
fellow employees outside of the
office but the key to ensuring
your work Christmas stays merry
and bright is to remember your
obligations as an employee and
manage your conduct accordingly.
Remember, these expectations and
standards of behaviour apply for
employee conduct at all official
work functions, so these are
considerations to carry through
Christmas and into the New Year.
Merry Christmas
Michael Barnes, Partner
Carroll & O’Dea Lawyers
1800 059 278
IN SIMPLE TERMS, SOME
THOUGHTS TO ENSURE
YOU HAVE YOURSELF A
MERRY AND RESPONSIBLE
CHRISTMAS:
Brush up on (don’t brush
over) your employer’s Code of
Conduct: you are expected to
comply with it at official work
functions, which includes the
Christmas party.
Hold off on any pre-party
drinks: do not turn up to the
Christmas party already affected
by alcohol with your good sense
impaired.
Remember that management
is able to observe your
behaviour: your employer is
accountable for your actions
as an employee at official work
functions (as are you) and can
discipline you if your behaviour
is inappropriate.
Don’t linger late at the
Christmas party: if you and some
friends wish to continue the
festivities as the night is ending,
move to another location away
from the official work function.
Keep the happy snaps to
yourself: there is nothing wrong
with taking some pictures with
co-workers for memories sake
but make sure to consider the
context and audience of your
photos before publishing them.
Social media posts can easily
make it back to the office and
potentially create controversy
with other co-workers or with
management.
United Summer 2016 • 29

Aquatic ballot for
Summer 2017/18
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 16 December 2017 to 27 January
2018. It is a popular time 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 2017/18
WILL CLOSE ON 31 MAY 2017.
Rooms and caravan sites are allocated to USU members first and
then non-members 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 2017.
The Ballot form is available for download at:
www.usu.org.au/ballot2017
To find out more about Aquatic and other great holiday rates for
USU members visit www.aquaticinport.com.au
From 1 July 2017
Aquatic Caravan Park
and Motel will be
going cashless for all
reservations. Credit
cards, EFT, cheques or
bank transfers will all
be OK - just no cash.
More security for you
and our staff!
United Services Union member
Macquarie, or heading south t
can stay at either holiday loc
Greetings pelican
Kitchen
Boatings
RTBU Holiday Park
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.
30 • United Summer 2016

HEY DON’T FORGET - NO MORE
CASH AT AQUATIC FROM 1/7/17!
s now have the option of holidaying at the USU’s Aquatic Resort at Port
o Jervis Bay at the Rail Tram and Bus Union Holiday Park. RTBU and USU members
ation at discounted member rates.*
Fishing and more ...
Cabin exterior
at Jervis 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
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.
United Summer 2016 • 31

Casual workers
have the same
rights as all
workers to
join and to be
represented by
a union.
Casual Pay Rates
Employers should tell employees at the beginning of
their employment if they are employed as casual or
permanent workers. If you don’t know, ask.
Casual loading is the additional hourly pay that casual
workers are paid - the equivalent permanent hourly rate
plus 15-25% of this hourly rate.
Casual workers should have superannuation
contributions paid by their employers if they earn more
than $450 per month and are over 18 years old, or, are
under 18 years old and work more than 30 hours per
week.
Casual Work and Unfair Dismissal
Under the new Fair Work laws casual workers have
the same access to unfair dismissal provisions as
permanent workers.
Casual workers have the right to lodge an unfair
dismissal claim provided that they have worked 6
months in the same job. If the company they work for
has fewer than 15 full-time, part-time or regular casual
employees (and is hence considered a small business)
they will need to have worked for 12 months before
they access unfair dismissal protections.
Casual workers do not have access to notice of
termination, or pay in lieu of notice of termination.
Casual Leave Entitlements
Casual employees do not have access to paid sick
leave, annual or holiday leave, or to paid personal or
carer’s leave but can request 12 months of unpaid
parental leave if they have been working regular shifts
in the same job for 12 months or more.
Casual workers can also access long service leave.
Penalties and Allowances for Casuals
Awards or agreements will often state that casual
workers:
Are entitled to be paid at a higher rate of pay for
public holidays worked but are not entitled to be
paid for public holidays that they do not work;
Are entitled to extra pay (penalty rates) for evening,
night and weekend work;
Are entitled to the same rest breaks as permanent
workers, including at least a 30 minute unpaid break
for every five hours of work; and
Are entitled to a minimum length of shifts.
Casual Work, Work Safety and Union
Membership
Casual workers have the same right to a safe
workplace as all workers, and the same right to apply
for compensation in the event of an injury at work.
Discrimination
Casual workers have the same right to work free from
discrimination as all other workers.
It is unlawful to be treated poorly at work, or to be fired,
on the grounds of discrimination.
Do you know a Casual Worker?
Share this information with them and ask
them to join the USU today!
1300 136 604 or www.usu.org.au/join
32 • United Summer 2016

ASU Life award to a well known member!
Congratulations Bob
Earlier this year USU President
Steve Birney, in his role as ASU
National President, welcomed this
famous face into the ASU family of
Life Members.
Bob Hawke needed no
introductions when he received his
Award at the USU’s Sydney HQ.
USU Treasurer Sharon Sewell,
and USU General Secretary Graeme
Kelly were on hand to congratulate
Bob Hawke on his life membership
of the ASU Victorian Private Sector
Services Branch, following the
presentation by Steve Birney.
A morning tea was held in Mr Hawke’s honour following the
presentation with an introduction given by the ASU Victorian
Private Sector Services Branch Secretary, Ingrid Stitt. It was a
great day with Bob Hawke sharing many memories of his life
time commitment to the labour movement.
USU SCHOLARSHIPS 2017
Each year the USU Awards
two scholarships, the Phil
Smyth Scholarships to assist with
the costs of higher education
and the John Beacroft Memorial
Scholarship/Grant to assist with
expenses related to sporting
ambition.
The Union has supported
members and their families
through the Phil Smyth Memorial
Scholarship program for a
number of years and from 2017
will assist USU members (or
dependants), who demonstrate
outstanding sporting attributes with
ambitions for higher achievements
in the sport arena.
Applicants for both scholarships
are required to be full-time students,
must be a child of a member, with
the member having at least five
continuous years of membership.
Phil Smyth Scholarships are
awarded in four categories and are
open until 28 February 2016:
Category 1. Secondary Education
Category 2. Tertiary Education,
Industrial Relations Studies or
Local Government Foundation
Studies Operation Certificates.
Category 3. University Studies
Category 4. Industry
Scholarship Contribution
The John Beacroft Grants will
be open from 1st January to 31st
October of each year and will
be approved at each Executive
Meeting until funds for that year
are exhausted.
These scholarships are to assist
members on low incomes.
Members are encouraged to
apply for the scholarships. Find
out more at www.usu.org.au
FULL DETAILS, CONDITIONS & APPLICATION FORMS ARE AVAILABLE AT WWW.USU.ORG.AU
United Summer 2016 • 33

We can all use some good fina
When it comes to our finances and planning
for the future, we can all benefit from some
expert advice however, many people are put off by
the perceived cost of financial advice and the poor
reputation of a few financial planners.
Maximising your super investment so you can
have a good retirement.
Ensuring you have adequate insurance in case
of any unforeseen events.
So what are the benefits of receiving professional
financial advice?
Professional financial advice is all about helping
you become financially independent. You don’t
need to be incredibly wealthy to be financially
independent, and for most people, independence
will boil down to three main things:
Managing your debts including your mortgage
and other personal debts.
A good financial planner
will help you to make good
decisions, to stay disciplined
and focus on your long-term
goals. But above all, a good
financial planner will always
put your long-term financial
interests first.
Julie has some important decisions to make
Julie has worked at council for 12 years;
she’s had three promotions, two children
and renovated one home.
But now she faces a very important decision;
to stay put or accept a retrenchment package
and take her career in a new direction.
Julie will talk with her family, and maybe a few
close friends, about her options.
And then there are the financial decisions.
After 12 years, Julie is
entitled to a termination
payout which includes
pay in lieu, long service
leave, annual leave and a
redundancy payment.
So how much money should Julie put towards
the mortgage? Spend on a new kitchen?
Keep aside while she looks for her next job?
Or invest in her super?
Local Government Super offers affordable,
professional financial advice to anyone in need
whether you’re a member or not.
Good financial advice can help you understand
all your options and make more informed
decisions about your financial future.
To find out more, just call 1300 LGSUPER
(1300 547 873) or visit lgsuper.com.au
L0808-11/16-USU
Please note that this case study is a representation only.
Issued by LGSS Pty Limited (ABN 68 078 003 497) (AFSL 383558), as Trustee for Local Government Super (ABN 28 901 371 321). This document contains general information only.
L0798 horizontal_ad.indd 1
34 • United Summer 2016
28/11/2016 2:58:29 PM

You can
plan for the
unexpected
ncial advice
Financial advice can also be very valuable
if you’re facing a significant change in your
life such as divorce, receiving an inheritance,
or when you’re planning for your retirement.
If you’re a member of Local Government
Super, Many our financial of the big planners changes can in our
provide lives you are with completely affordable unexpected.
advice on
superannuation
How you respond
and personal
to these
insurance, as
well as social security, retrenchment, and
changes can have a big influence
budget planning.
on your long-term financial future.
Our financial planners will discuss your
needs
A
with
good
you
financial
when you
plan
first
gives
meet and if
a fee you is payable, the flexibility they will to let adapt you know to the
direct changing cost up front. circumstances, It’ll then be entirely and take up
to you advantage to decide whether of new opportunities.
or not you proceed
any further.
If you’d like to know more
In some about cases, affordable, for basic professional
financial advice
there financial may be no advice, direct give cost to us you a call at all. on
If you’d 1300 LGSUPER like to know (1300 more 547 about 873)
financial or visit planning, lgsuper.com.au just go to
lgsuper.com.au or give us a call on
1300 LGSUPER (1300 547 873).
This has been issued by LGSS Pty Limited (ABN
68 078 003 497) (AFSL 383558), as Trustee for Local
Government Super (ABN 28 901 371 321). This
document contains general information only and
does not take into account your personal objectives,
situation or needs. You should consider obtaining
professional financial, taxation and or legal advice
tailored to your personal circumstances prior to
making any financial decision.
You can
plan for the
unexpected
Many of the big changes in our
lives are completely unexpected.
How you respond to these
changes can have a big influence
on your long-term financial future.
A good financial plan gives
you the flexibility to adapt to
changing circumstances, and take
advantage of new opportunities.
If you’d like to know more
about affordable, professional
financial advice, give us a call on
1300 LGSUPER (1300 547 873)
or visit lgsuper.com.au
L0808-12/16-USU
Issued by LGSS Pty Limited (ABN 68 078 003 497) (AFSL 383558),
as Trustee for Local Government Super (ABN 28 901 371 321).
This document contains general information only.
L0808 vertical_ad.indd 1
1/12/2016 3:00:55 PM
United Summer 2016 • 35
6-USU

CAN YOU AFFORD
TO WAIT UNTIL
SOMETHING HAPPENS
TO SEE IF YOU
HAVE ENOUGH
INSURANCE?
We recognise the risks associated with working in the energy and construction industries, and we believe
that insurance cover is essential for the protection of our members, their future and families.
Consider
Default Cover
What would happen if you were unable to work for a period of time due to sickness or injury, would you be able
to meet your living expenses and family commitments? Worse still, could your family cope financially with your
unexpected disablement or death, how would you meet your day to day expenses and maintain your standard
of living? Protecting your most important asset is critical to the financial wellbeing of you and your family.
By joining EISS Super, you automatically receive a basic package
of insurance called Default Cover which includes Death and Total
and Permanent Disablement (TPD) cover.
Do you need additional cover?
There are many factors that can affect the level of cover you need such
as how many kids you have, how much you earn and how much you
spend. To assess how much additional cover you may require, you can
use our handy online insurance calculator available at eisuper.com.au or
you can speak to one of our financial planners.
Have you considered Salary Continuance
Insurance?
Salary Continuance Insurance provides you with the ability to meet
your ongoing financial commitments in situations where you are
unable to work. It helps cover your living costs, such as mortgages
and car repayments until you are ready to return to work and earn an
income again.
Did you know that approximately 83% of
Australians insure their car but only 31% insure
their ability to earn an income with Salary
Continuance Insurance?*
Life Event cover now available
Life Event Cover recognises the need for additional insurance cover as your
circumstances change and provides a straightforward process for you
to increase your insurance cover during a range of life events such as:
• the birth or adoption of a child;
• marriage or commencement of de facto relationship;
• divorce or termination of a de facto relationship; and
• taking out a mortgage to purchase or renovate a home
which is your primary residence.
What happens if you are injured or worse?
We understand that if you are injured or worse this will be an incredibly
stressful time for you and your family. If something happens to you,
please call us and we will help you through the claims process. You will
be given a single point of contact to fast track your claim.
We are here
to help
If you would like to discuss your insurance needs with an EISS Financial Planner, please call (02) 9046 1920 or email
fp@eisuper.com.au.
EISS811 - USU
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 is referred to as ‘EISS’, ‘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.
*lifewise.org.au
36 • United Summer 2016
EIS811_USU_Ad_275x210_vF.indd 1
29/11/2016 12:24 PM

129 Years Farewelled
It’s not often that you see 129 years
of service walk out of the gate
on the same day, but on Friday 9 th
September members at Nambucca
Shire Council said farewell to longtime
members (pictured) Graham
Zell “Ziggy” 30 years service, Terry
Sullivan 36 years service, Paul
Dyer 15 years service and Geato
Ramunno 48 years service.
Graham Zell “Ziggy”, Terry Sullivan, Paul Dyer and Geato Ramunno
The celebrations were held at
the Star Hotel Macksville, and
good humour, jokes, memories and
celebratory drinks.
the Northern Branch “Committee
of Management” with only Steve
according to Port Macquarie
Not only was the day the end of Birney the Branch Secretary
Organiser Damien Welsh, the
the working careers at council for remaining.
well attended function of past and
the four, but it was also the end of Congratulations to Ziggy, Terry,
present members, delegates, and
Ziggy’s delegate reign of over 27 Paul and Geato on your careers
organisers, gave an indication of
years. Ziggy’s time as delegate has in Local Government. The USU
how well-liked the guys were.
seen many good times, bad times, thanks you for your support and
The evening started at around
4pm with a few quiet, and not so
quiet drinks and yarns, followed by
nibbles, stories and presentations.
This was proceeded by a lot of
restructures, changes to work
practises, WHS changes, and all
of the modern awards since 1992.
Ziggy has also witnessed all but
one leave the original bench for
membership over the years and
we wish you all the best in your
future endeavours, and as retired
members we’ll see you at next
year’s Union Picnic day.
Roy Byrnes Award: Great work Forbes Council Picnic committee
In a first, the Roy Byrnes Award
has been won by a group of
members who work together to
deliver a great community event –
congratulations to the Forbes Shire
Council Union Picnic Committee.
USU General Secretary Graeme
Kelly presented the Award to
Central West COM and Forbes Shire
Council delegates Carolyn Cornell
and Scott Kirkman. (pictured)
Over the past ten years the
committee has raised over $10,000
which has assisted organisations
such as Forbes Can Assist, Care
West Lodge, Movember, Angel
Flight, Concord Burns Unit, Care
Flight through donations.
Citation: “Whilst we are only
Graeme congratulates
Scott and Carolyn
a small council our members are
very focused on putting the USU
and its members forward as a
community-minded entity. For the
past 10 years, our Union Picnic Day
has conducted a raffle with items
donated by contractors/supporters
and donated all proceeds from the
raffle to registered charities to assist
them. We believe, like Roy, that we
are giving back to our community in
a positive way and making people
aware of the contribution that union
members (specifically the USU)
make in building the foundations of
a great community. We look forward
to being able to donate to another
worthy cause this year and for many
years to come.
ABOUT THE AWARD:
In recognition of Roy Byrnes’ outstanding
community efforts the USU and Sydney
Branch developed an annual “Roy
Byrnes Community Contribution Award”
endorsed by the State Executive. The
award recognises the contribution
individuals and groups make to their
community. For more information visit
www.usu.org.au.
United Summer 2016 • 37

a great place to be on Melbourne Cup day
The Richmond Valley Union picnic day was held at
the Casino Bowling Club on Melbourne Cup Day this
year so the members decided to try their hands with
a bit of a flutter. Nothing beats a sausage sizzle with
workmates on Melbourne Cup Day!
CLARENCE VALLEY MEMBERS’ PIRATE PICNIC DAY
Meanwhile over at Clarence
Valley Council there was lots of
family fun at the BIG4 Saltwater
@ Yamba Holiday Park.
However when the clock
struck 11 it was time for one
minute silence in honour of
Remembrance Day - the 11th
hour of the 11th day of the 11th
month.
Delegates Dan Forrester and Julie Schipp
announcing the winners of the Clarence
Valley picnic day raffle
38 • United Summer 2016

RECORD TIME IN RECORDS!
“
Andrew Walker:
Being a member of the
USU gave me peace of
mind knowing that I had
a great organisation
behind me, every step
of my career.
Andrew Walker started working for the
City of Sydney Council just two days
after he completed his HSC exams back in
November 1971 - and after a massive 44 ½
years retired on 5 August 2016.
A member of the USU (initially the MEU)
since day one, Andrew has seen much
change at the Council and his job has
shifted with it. In 1989, the South Sydney
Council was formed and Andrew was
picked to transfer as a clerk with the
Records Unit. He was soon reappointed to
his previous position, staying in Records
and was appointed as the Freedom of
Information Co-Ordinator in 1995, until
being promoted to Records Manager in
2002.
In 2004, South Sydney amalgamated with
the City of Sydney, and Andrew was home
again.
At 63 years old, he retired on 5 August,
and with great assistance from Local
Government Super and according to them,
should live quite well for 30 years!
“I have been an active Branch
delegate for the USU for almost
10 years. I have completed Level 1
Delegate Training several years ago
and gained further confidence as a
delegate, however there was not any
follow up after that training and I
was really ‘flying by the seat of my
pants’.
With this USU@WORK training,
not only did I receive excellent inhouse
training and advice, I also had
follow up support for several weeks
with my Organiser, Kristy Harper.
This level of support was crucial as I
recruited a further 6 new members.
I highly recommend this training
to new or existing delegates across
NSW.”
Sean Tooker
Willoughby Council
Governance training KEEPING MEMBERS UP TO DATE
THANKS
USU@WORK
training DELIVERS
Training officer Paul Reid recently delivered successful Governance Training at our USU
Training Centre. Delegates wanting to find out more about what training is available should
contact their Organiser or ring the USU on 1300 136 604.
United Summer 2016 • 39

USU Contributions
PAYMENT OPTIONS:
Direct Debit:
Payroll Deduction:
Direct Payment:
2017
INCOME THRESHOLDS
SUBSCRIPTION 2017 - METROPOLITAN COUNCIL/ AUSGRID/ PRIVATE SECTOR PICNIC TICKET RATES
Annual Quarter Month Fortnight Week
A Full (earning more than $637.2pw) 538.72 134.68 44.89 20.72 10.36
B 75% Rate (earning $637.2pw or less) 408.72 102.18 34.06 15.72 7.86
C 50% Rate (earning $424.8pw or less) 278.20 69.55 23.18 10.70 5.35
D 25% Rate (earning $212.40pw or less) 147.68 36.92 12.31 5.68 2.84
SUBSCRIPTION 2017 - REGIONAL & ENERGY NON PICNIC TICKET RATES
Annual Quarter Month Fortnight Week
E Full (earning more than $637.2pw) 521.56 130.39 43.46 20.06 10.03
F 75% Rate (earning $637.2pw or less) 391.04 97.76 32.59 15.04 7.52
G 50% Rate (earning $424.8pw or less)) 261.04 65.26 21.75 10.04 5.02
H 25% Rate (earning $212.40pw or less) 130.52 32.63 10.88 5.02 2.51
SUBSCRIPTION 2017 - AIRLINES MEMBERS INC PICNIC TICKET ($8.80pa levy applies)
Annual Quarter Month Fortnight Week
I Full (earning more than $637.2pw) 547.52 136.88 45.63 21.06 10.53
J 75% Rate (earning $637.2pw or less) 417.52 104.38 34.79 16.06 8.03
K 50% Rate (earning $424.8pw or less) 287.00 71.75 23.92 11.04 5.52
L TAB & Agencies - Casuals Per Hour: 0.30 For more information contact the
M TAB & Agencies - Junior Casuals Per Hour: 0.20 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 (Bogan Shire Council, Bourke Shire Council, Brewarrina Shire Council, Cobar Shire Council, Coonamble Shire Council, Dubbo Shire Council,
Gilgandra Shire Council, Narromine Shire Council, Walgett Shire Council, Warrumbungle Shire Council, Wellington Council), Warren Council,
Wollongong City Council, Wyong Council. Please refer to the USU website for further fee information (including varying picnic fee levies).
Union Contributions are deducted Weekly, Fortnightly, Bi-Fortnightly, Monthly or Quarterly
from the member’s credit card or bank, building society or credit union account.
Members’ contributions are deducted from their pay and forwarded to Union office (where
the employer provides this facility)
Members receive an invoice and may pay by mailing a cheque, providing a credit card
number, via Bpay or by cash over the counter.
40 • United Summer 2016

United Summer 2016 • 41

SWITCH ON YOUR
FINANCIAL PLAN
FOR A
BRIGHTER
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 almost $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 expertise and
advice and can help you stay on track as your circumstances change.
A financial planner can help you:
Save on unnecessary fees by finding your lost super
and consolidating multiple super accounts;
Reduce and manage debt;
Achieve the retirement lifestyle you desire and answer
your super and retirement questions;
Review your investment options;
Protect your wealth with the right level of insurance; and
Transition from work to retirement.
You don’t have to be an EISS member to access our financial planning services.
We are here
to help
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.
EISS812 - USU
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 is referred to as ‘EISS’, ‘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.
1
Financial Services Council 2011. Value proposition of Financial Advisory Networks - Update and Extension. A 30 year old would save an 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.
42 • United Summer 2016

USUKIDS
corner
What do you call an old
snowman?
Water!
What do you sing at a
snowman’s birthday party?
Freeze a jolly good fellow!
GREAT
PRIZES TO
BE WON!
What goes “oh, oh, oh”?
Santa walking backwards!
What do you have in
December that’s not in any
other month?
The letter D!
What Christmas carol is a
favorite of parents?
Silent Night!
Who hides in the bakery at
Christmas?
A mince spy!
How does a snowman lose
weight?
He waits for the weather to get
warmer!
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:___________________________________________________
How does Good King Merry
Wenceslas like his pizzas? Christmas
Deep and crisp and even!
What carol is heard in the
dessert?
Camel ye fathful!
Age: ____________________________________________________
Address: _________________________________________________
_________________________________________________________
United Summer 2016 • 43

44 • United Summer 2016
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 2016

United Summer 2016 • 45

SUMMARY OF THE FINANCIAL REPORT OF
NEW SOUTH WALES LOCAL GOVERNMENT, CLERICAL,
ADMINISTRATIVE, ENERGY, AIRLINES & UTILITIES UNION
FOR THE YEAR ENDED 31 DECEMBER 2015
The Financial Report of the Union has been audited in accordance with the provisions of the
Industrial Relations Act, 1991 (NSW) and the following summary is provided for members in
accordance with Section 517 (2) of the Act as applied by Section 282(3) of the Industrial Relations
Act, 1996.
A copy of the Auditor's Report and Financial Report will be supplied free of charge to members on
request.
Certificates required to be given under the Act by the Accounting Officer and the State Executive
have been completed in accordance with the provisions of the Act and contain no qualifications.
In accordance with the requirements of the Industrial Relations Act, 1991 (NSW), the attention of
members is drawn to the provisions of Sub-Sections (1) and (2) of Section 512 which read as
follows:
(1) A member of an organisation, or the Industrial Registrar, may apply to the organisation for
specified information prescribed by the regulations in relation to the organisation.
(2) An organisation must, on the making of such an application, make the specified information
available to the member or the Industrial Registrar in the manner, and within the time,
prescribed by the regulations.
STATEMENT OF COMPREHENSIVE INCOME FOR THE YEAR ENDED 31 DECEMBER 2015
INCOME
Contributions
Accommodation and Rent
Note 2015 2014
$ $
13,074,986
896,718
13,107,568
807,249
Interest 529,427 709,441
Distributions from Available-for-Sale Financial Assets 18,938 20,664
Other Income 671,172 783,629
Surplus on Disposal of Assets 55,656 42,204
TOTAL INCOME 15,246,897 15,470,755
LESS EXPENDITURE
Depreciation 934,098 980,821
Employee Benefits Expense 7,445,724 7,134,863
Other Expenses 6,659,805 6,671,918
TOTAL EXPENDITURE 15,039,627 14,787,602
NET SURPLUS FOR THE YEAR - GENERAL FUND 207,270 683,153
Net (Decrease)/Increase in Available-for-Sale Assets (158,223) 145,252
TOTAL COMPREHENSIVE INCOME FOR THE YEAR 49,047 828,405
46 • United Summer 2016

SUMMARY OF THE FINANCIAL REPORT OF
NEW SOUTH WALES LOCAL GOVERNMENT, CLERICAL,
ADMINISTRATIVE, ENERGY, AIRLINES & UTILITIES UNION
FOR THE YEAR ENDED 31 DECEMBER 2015
STATEMENT OF FINANCIAL POSITION AS AT 31 DECEMBER 2015
2015 2014
$ $
ASSETS
Current Assets 22,687,681 22,169,410
Non-Current Assets 7,985,085 8,216,801
TOTAL ASSETS 30,672,766 30,386,211
LIABILITIES
Current Liabilities 4,453,359 4,216,709
Non-Current Liabilities 20,902 20,044
TOTAL LIABILITIES 4,474,261 4,236,753
NET ASSETS 26,198,505 26,149,458
ACCUMULATED FUNDS AND RESERVES
Accumulated Funds 25,080,682 24,873,412
Available-for-Sale Investment Reserve 1,117,823 1,276,046
ACCUMULATED FUNDS AND RESERVES 26,198,505 26,149,458
STATEMENT OF CHANGES IN ACCUMULATED FUNDS AND RESERVES
FOR THE YEAR ENDED 31 DECEMBER 2015
Accumulated Available- Total
Funds
for-Sale
Investment
Reserve
$ $ $
Balance at 1 January 2014 24,190,259 1,130,794 25,321,053
Net increase in value of
Available-for-Sale financial
- 145,252 145,252
assets
Net Surplus for the Year 683,153 - 683,153
Balance at 31 December 2014 24,873,412 1,276,046 26,149,458
Net decrease in value of
Available-for-Sale financial
- (158,223) (158,223)
assets
Net SUMMARY Surplus for OF the THE Year FINANCIAL REPORT OF 207,270 - 207,270
SUMMARY OF THE FINANCIAL REPORT OF
NEW SOUTH WALES LOCAL GOVERNMENT, CLERICAL,
NEW Balance SOUTH at 31 WALES December LOCAL 2015GOVERNMENT, 25,080,682 CLERICAL,
ADMINISTRATIVE, ENERGY, AIRLINES & UTILITIES UNION 1,117,823 26,198,505
ADMINISTRATIVE,
FOR THE YEAR ENDED
ENERGY,
31 DECEMBER
AIRLINES
2015
& UTILITIES UNION
FOR THE YEAR ENDED 31 DECEMBER 2015
AUDITORS' CERTIFICATE
AUDITORS' CERTIFICATE
We certify that the above Summary is a fair and accurate Summary of the Financial Report of the
We New certify South that Wales the above Local Government, Summary is Clerical, a fair and Administrative, accurate Summary Energy, Airlines of the Financial & Utilities Union Report for of the
2
New
the
South
year ended
Wales
31
Local
December
Government,
2015. Our
Clerical,
Auditors'
Administrative,
Report dated 2 May
Energy,
2016
Airlines
on the Financial
& Utilities
Report
Union for
did not contain particulars of any deficiency, failure or shortcoming as referred to in the Industrial
the year ended 31 December 2015. Our Auditors' Report dated 2 May 2016 on the Financial Report
Relations Act, 1991 (NSW), as applied by Section 282(3) of the Industrial Relations Act, 1996.
did not contain particulars of any deficiency, failure or shortcoming as referred to in the Industrial
Relations Act, 1991 (NSW), as applied by Section 282(3) of the Industrial Relations Act, 1996.
Bentleys NSW Audit Pty Ltd
Bentleys NSW Audit Pty Ltd
Robert Evett
Director
Sydney
Robert Evett
Director
Sydney Date: 2 nd May 2016
Date: 2 nd May 2016
United Summer 2016 • 47

LET'S CELEBRATE USU 2017
METRO PICNIC DAY
a fun day out for USU metro members and their families
JOIN US ON FRIDAY
OF
10
TH
MARCH
Tickets will be sent with your 2017 membership card
WET N' WILD
Conditions apply
Visit
www.usu.org.au
SEE YOU THERE!
Find out more :
1300 136 604
www.wetnwildsydney.com.au