United magazine Summer 2023

UNITED 

Official journal of the United Services Union • Summer 2023 

Lismore Council 

DUMPS 

loyal garbos 

WHO'S NEXT? 

People 

over 

Profits 

WINNING 

@ GWCC 

GOING 

GLOBAL 

FIGHTING 

FIRES

United is the official journal of the United Services Union 

Editor USU General Secretary Graeme Kelly OAM. 

Print Post: 100007536 

To contribute to United please contact USU 

Manager Administration and Finance Erik Jansen on 

(02) 9265 8211. 

EXECUTIVE 

President: Sharon Sewell 

Vice President: Larry Freeman 

General Secretary: Graeme Kelly OAM 

Treasurer: Ross Crawford 

Executive: Alex Baker, Alby Bordignon, Raffaele 

Catanzariti, Erika Chadburn, Carl Cleaver, Katie Gillen, 

Ben Mott, Stephen Mulholland, Stella Newton, Adair 

O’Brien, Jim O’Malley, Natalie Piggott-Herridge, David 

Scott, Thao Tran, Glen Wallace, Ross Warren 

SPREADING OUR MESSAGE 

ACROSS THE GLOBE 

HEAD OFFICE 

Level 7, 321 Pitt St, Sydney, 2000 

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

Support Team: 1300 136 604 

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

OFFICIALS 

Manager Administration and Finance: Erik Jansen 

Manager Metropolitan: Steve Donley 

Manager Energy, Utilities & Private Sector: Narelle Rich 

Manager Industrial, Rules, Governance & Compliance: 

Daniel Papps 

Legal Special Projects Officer (Metro): Tameeka Stewart 

Industrial Officer: Bill O’Kell 

Training Officer: Sanam Niknazar 

Metro Organisers: Peter Cole, Thomas Gao, Sandie 

Morthen, Lester LuaLua 

Child Care Organiser: Zoe O’Rourke 

Energy, Utilities, Private Sector & Airline Organisers: Lyndal 

Butler, Troy Dunne, Mick Jones, Peter Munford, Josh Polak, 

Melissa Pond, Clare Raffan, Paul Sansom 

Support Team: Alex Conneely, Katie Su, Cathriona 

Dolan, Jenny Chen, Claudia Marrone 

REGIONAL OFFICES 

Northern Branch 

Newcastle Office 

125 Racecourse Road, Rutherford, NSW 2320 

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

Manager North: Stephen Hughes 

Organisers: Luke Hutchinson, Donald Edwards, Danielle Kelly 

Industrial Officer: Noel Martin 

Port Macquarie Office 

233 Hastings River Drive 

Port Macquarie 2444 

Ph: (02) 6584 7787 

Fax: (02) 6584 6924 

Organiser: Damien Welsh 

New England Office 

1/226 Goonoo Goonoo Road 

South Tamworth 2340 

Ph: (02) 6771 4911 

Fax: (02) 6771 4911 

Organiser: Mark Hughes 

Southern Branch 

Wollongong Office 

Suites 1-3 100 Market Street Wollongong 2500 

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

Manager South: Gary Vann 

Organisers: Rudi Oppitz, Aarron Vann, Michael Jones (C&A) 

Industrial Officer: Stuart Geddes 

Central West Office 

Shop 11-12 

142 William Street 

Bathurst 2795 

Ph: (02) 6334 4825 

Fax: (02) 6331 2834 

Organiser: Shane Reece 

Murray Office 

Unit 7, 54-56 Fitzmaurice St 

Wagga Wagga 2650 

Ph: (02) 69317990 

Fax: (02) 6931 7271 

Organiser: Jason Mitchell, 

Jed Lawton 

NATIONAL 

National Secretary: Robert Potter 

Northern Office 

Shop 2, Mid City Arcade 

57 Prince Street 

Grafton 2460 

Ph: (02) 6643 5299 

Fax: (02) 6643 2799 

Organiser: Nicole Eldridge 

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 

ACT Office 

3/289 Canberra Avenue 

Fyshwick 2609 

Ph: (04) 48 636 066 

Organiser: Josh Polak 

People over Profit. It is a mantra 

many of us live by. As unionists it 

is something we fight for and defend 

every single day. 

As your President I commit to it every 

day. The theme of the 2023 

Public Services International World 

Conference was #PeopleOverProfit. 

I had the great honour to accompany 

Graeme, along with USU Officials 

Sandie and Stuart to represent the 

mighty USU and our members at this 

important event. 

We now live in a global economy like 

never before and it is crucial that we 

share our skills and knowledge with 

our international counterparts. It is 

also important that we listen - and 

learn. 

I was truly amazed to hear so many 

stories that reflected our own experiences 

and I was proud of our 

delegation who all had the opportunity 

to address their international colleagues. 

I know as members you also 

It was an honour to join Stuart Geddes 

(Industrial Officer), Graeme Kelly OAM 

(General Secretary) and Sandie Morthen 

(Organiser) at the PSI Conference 

would be proud to hear your stories 

- your campaigns - applauded across 

the other side of the globe. 

We heard good news stories about 

outsourced jobs and services returning 

back in-house including the waste 

services at Canterbury Bankstown 

Council. 

Our Council Services by Council 

Workers campaign was recognised by 

the International Congress. 

The Congress recognised that our 

campaigns are winning, work is returning 

back into day labour services 

performed by in-house employees. 

It makes the decision by Lismore 

Council to outsource their hard 

working waste workers even more 

disappointing. 

As we wrap up 2023 I thank every 

member for the faith they show in 

the USU to protect their jobs, wages 

and conditions. I wish you all a safe 

and happy Christmas and New Year. 

Sharon Sewell, USU President 

2 • United Summer 2023

People over Profits 

As I sit down to write this final editorial in our 120th 

year I cannot help but reflect on all the people who 

have gone before me fighting for a fairer and more 

equitable society. 

Around about the time I was joining our great union ILO 

Convention C151 was first ratified and adopted internationally 

- but not in Australia. 

That’s right - a convention first adopted in 1978 has still 

not been ratified in Australia. 

At the recent PSI Conference, myself along with ASU National 

Secretary Robert Potter and ASU NSW Services Union 

Secretary Angus McFarland were part of the Public Services 

International delegation to the ILO in Geneva. (p 8-9) 

As members of the delegation, we met with officials of 

the ILO to seek assistance in our campaign to have the 

Australian Federal Government ratify ILO Convention 

C151: Labour Relations (Public Service), 1978. 

ILO C151 is an important international legal instrument 

that provides the right of public sector workers to bargain 

for wages and working conditions. 

As world leaders in industrial relations, Australia has not 

yet signed C151. We will be pursuing the federal Minister 

for Employment and Workplace Relations Tony Burke to 

ensure Australia is a signatory to this important convention. 

I know this can seem far from home - barely relevant in a 

Graeme talking to Lismore members 

who have kept going through the 

devastating floods, only to be slapped 

in the face by their own employer. 

USU General Secretary Graeme Kelly OAM, 

ASU National Secretary Robert Potter and 

ASU NSW Services Union Secretary Angus 

McFarland were a part of the Public Services 

International delegation to the ILO in Geneva. 

country where our rights are enshrined in legislation and 

industrial instruments. 

But the threat to workers’ rights to bargain is always with 

us. The desire of governments to ride roughshod over 

workers is ever present. It is not that long ago since John 

Howard stripped workers’ rights without any negotiation 

using his workChoices legislation, and more recently we 

saw the state government slap a wage cap on public 

sector workers, negating their right to negotiate 

wage increases. 

We need to fight to put people before profits. 

Just this week we have seen a disgraceful display 

by Lismore Council when they basically decided 

to sell off waste jobs (p 4-5). Conversely, we see 

Liverpool Council adopting a new waste system - 

the CROC - which is entirely serviced by in-house 

labour, guaranteeing secure, local jobs (p 13). 

On behalf of President Sharon Sewell and the USU Executive I wish all 

members and their families a safe and Happy Christmas and a respectful 2024. 

USU General Secretary Graeme Kelly OAM 

United Summer 2023 • 3

FIGHTING TO PROTECT LOCAL WA 

On 21 November Lismore City Council 

workers and community members 

rallied outside the Council Chambers 

to send a clear message to councillors 

ahead of their Council meeting to 

discuss privatising waste services. 

Despite worker and community support to maintain the 

service in-house six Councillors voted in a closed session of 

Council to continue the process to outsource waste services. 

The United Services Union has been campaigning to retain 

Lismore City Council’s in-house waste services operation. 

The following six councilliors chose to ignore the community 

and their own workers: 

Cr Steve Krieg (Mayor), Cr Jeri Hall, (Deputy Mayor), Cr Big 

Rob, Cr Peter Colby, Cr Andrew Bing, Cr Andrew Gordon 

As we go to print a recission motion to overturn Council’s decision 

to progress towards outsourcing has been defeated at 

an extraordinary meeting on Tuesday 28 November. 

Just the beginning 

At that meeting a councillor claimed that this was only the 

start and that other services will be looked at for contracting. 

USU General Secretary Graeme Kelly OAM, who rallied with 

members and the community before the vote, said: “This is a 

short-sighted decision by a Council which is pushing an ideologial 

agenda to privatise local full-time jobs.” 

“Our members and the USU will be fighting to overturn the 

actions of these six Councillors which is a kick in the guts for 

workers who have worked hard over the past few years to 

keep the community safe.” 


STE JOBS AT LISMORE COUNCIL 

“These workers have worked through 

the COVID Pandemic, then backed up 

to put in a big effort during the flood 

disasters which have devastated 

Lismore. They don’t deserve to have 

their working lives overturned by this 

decision.” 

USU General Secretary 

Graeme Kelly OAM and 

Stephen Hughes spoke to 

members before the meeting 

and the next morning: “We 

will continue to fight.” 

WASTE 

Over the past few weeks the USU 

truck took to the streets of Lismore to 

inform the residents of the pending 

vote to outsource their waste collection 

service. 

“Why would they do that?” 

The truck was parked in Molesworth 

Street, where residents were able 

to sign the USU petition and ask the 

question, “Why would they do that?” 

The USU allege Council’s decision has 

breached the industrial Award as well 

as not meeting Council’s responsibility 

to act in accordance with their responsibilities 

as elected representatives 

under the Local Government Act 

Chapter 3. 

The Union has listed this matter in the 

NSW IRC and will be seeking intervention 

if this proceeds by the State 

Government and the Minister as well 

as by the Office of Local Government. 

We are also seeking to prosecute 

Council in the Federal Court. 

USU MEMBERS @ THE FRONTLINE 

USU members Grant Green and Allan 

Middleton are at the front line helping 

fight the Hudson Bush Fire. 

Grant and Allan of Walgett Shire Council 

have been working at the Walgett 

Airport supporting the water bombing 

operations taking place during the fire 

crisis in Walgett Shire Council. 

Like many USU members, Grant and 

Allan serve the community at a time of 

crisis and we thank them for their outstanding 

work. Our thoughts are with 

the local community. 


NEW SYSTEMS, NEW MEMBERSHIP NUMBERS 

Recently, the union implemented a new membership database, where our administration 

staff keep records of members’ payments, contact details, employment 

information, and a whole lot more. 

The new system has also helped us roll out an improved Join Online form for our 

website, and we’re in the middle of developing a brand new Member Portal on 

the website, where you’ll be able to update your own contact and payment details, 

access member benefits like Union Shopper and free wills through Carroll & 

O’Dea, and access specific information about your workplace. 

Because our new system is part of a larger project across the country with branches 

of the ASU, our membership number formats have changed. However, please 

know that if you have an old membership number, it will still work. That means 

the USU and any of our 3rd party member benefit providers, like Union Shopper, 

will still recognise and honour the membership number you’ve always had. 

Be on the lookout for our new Member Portal in the coming months, and in the 

meantime, please make sure the USU has your most up-to-date email address and 

mobile number to receive important membership updates quickly and securely. 

Need to update your 

details? Ring 1300 

136 604 or email 

united@usu.org.au 

Delivering the message - 

straight to your inbox! 

While we celebrate our 120 year journey from Struggle to 

Strength, we’re still looking to the future. 

Our new membership database doesn’t just mean a new Member Portal (see 

story above), it also means we’ve improved our ability to communicate with 

you and the rest of our membership in more meaningful and targeted ways. 

You’ll get faster and more relevant information – from SMSs on upcoming 

workplace visits, to more frequent Newsletters sharing stories and news from 

across the Mighty USU. 

Your journal will go online! 

That also means this is our last print edition of our Journal. Starting in 2024, 

we’ll move to a more frequent digital-only newsletter. You’ll get the information 

you need and want, delivered directly to your email on a regular basis. At 

the same time, we’ll produce less paper and plastic waste, and more of your 

member fees will go directly to supporting members at work, and less towards 

printing and postage. 

No matter how you 

choose to read your 

journal it will be at 

your fingertips! 


Our Fight to Save Blue Haven 

Aged Care in Kiama Continues 

18+ months on and our fight to save Blue Haven Aged Care in Kiama from being sold and 

privatised by council continues. 

Sending a strong message: The USU truck outside Kiama 

Council’s Administration building 

Despite a leaked NSW Audit Office’s report of council’s 2021-2022 financial 

statements revealing serious inaccuracies, including overestimating the 

value of Blue Haven by almost $50M, council remains committed to selling 

off Blue Haven. 

We continue to fight the misinformation spread by council that selling Blue 

Haven is a regrettable necessity for the good of the community. Making 

very good use of the USU truck, we’ve been going down to Kiama almost 

weekly to leaflet and engage with the community directly. 

Behind the scenes, Southern branch officials continue to speak to local and 

state politicians and the media at every opportunity. 

Due to our campaigning, NSW Minister for Local government, Hon. Ron 

Hoenig told a budget estimates hearing in early November he is concerned 

Kiama council is doing a ‘fire sale’ of assets. He said he is monitoring the 

situation in Kiama very closely. In addition, Minister Hoenig has asked the 

Office of Local Government to examine the situation. 

Further, Greens Party MLC Dr Amanda Cohn has said she will continue to 

push for Minister Hoenig to intervene and stop the sale. 

It is our hope that Minister Hoenig does intervene and save Blue Haven. 

Selling Blue Haven Aged Care will not resolve council’s financial problems. 

The problems will only grow bigger and without Blue Haven, council will 

have very little means to solve them. 

Organiser Tim Manning (on 

secondment from Wollongong 

Council) leafleting and speaking 

to Kiama residents 


Engaging with the wor 

From the 12th to the 18th of October 2023 officials of the USU, General Secretary Graeme Kelly 

OAM, President Sharon Sewell, Organiser Sandie Morthen and Industrial Officer Stuart Geddes, 

attended the Public Service International World Congress in Geneva as an affiliate delegation. 

The focus of the congress was people over profits in a world faced with multiple crises. 

This was an opportunity for the USU 

to engage on the world stage through 

sharing our campaigns, learning from 

the experience of other affiliates and 

supporting international solidarity in 

the public sector. 

The USU was front of focus in the 

Local and Regional Government (LRG) 

Network when we talked about our 

ongoing campaign Council Services 

by Council Workers which opposes 

the scourge of contractors in our industry 

and sees us taking direct actions 

to fight back. During this session, 

the USU, represented by Stuart 

Geddes recommitted its support to 

the PSI LRG and the global campaign 

to keep local government jobs in public 

hands. 

Organiser Sandie Morthen did the 

USU proud speaking on a panel about 

workplace digitisation and the actions 

we’ve taken to protect our members 

rights in the digital world. “It’s important 

we ensure the data collected on 

our members by their employer is secure 

and not used for nefarious purposes,” 

Sandie said. Sandie outlined 

the protections the USU is seeking to 

achieve and taught other unions from 

our own experience. 

The USU’s fight for Local 

Government Funding 

Front and centre of the USU’s involvement 

was the fight to secure fixed 

funding of 1% of GDP for the funding 

of local government. 

Sandie spoke on the union’s ongoing 

push with the current labor government 

to gain secure funding for local 

government to ensure public services 

stay in public hands. “In 1996, local 

government funding in Australia was 

1% of Total Tax Revenue. Now it’s just 

0.25%. On top of that, some states in 

Australia, including NSW, have rate 

capping. Whenever federal or state 

government withdraws a service it falls 

onto local government to take over. 

With no financial assistance. Today, 

Australia’s 537 councils are hundreds 

of billions of dollars in arrears. To ensure 

the sustainability and longevity 

of local government, all national 

THE THEME OF THE 2023 PUBLIC 

SERVICES INTERNATIONAL 

WORLD CONFERENCE IS 

#PEOPLEOVERPROFIT – A CORE 

SENTIMENT OF ALL UNIONISTS 

AND SOMETHING WE FIGHT 

FOR AND DEFEND EVERY DAY. 

governments need to allocate a fixed 

and ongoing percentage of Total Tax 

Revenue,” said Sandie. 

This position was supported by the 

congress and adopted by the conference 

as a policy position to fight for 

secure funding for Local Government. 

The Adoption of 

International Labour 

Organisation Convention 

C151, Union Rights 

General Secretary Graeme Kelly OAM 

was the spearhead for the conference’s 

campaign to ensure the international 

adoption of ILO Convention C151 the 

right of unions in the public sector. 


ld: people over profits 

We attended the Energy Renationalisation side 

meeting with representatives from the ASU, CGT from 

France, Unite from the UK and KPTU from South Korea. 

As part of his efforts, Graeme led a 

contingent of representatives from 

Oceania that met with representatives 

of the International Labour 

Organisation regarding C151 and 

the right for public sector workers 

to bargain for wages and working 

conditions. This formed the basis of 

the lobbying that Graeme has led on 

behalf of the USU and PSI in pushing 

the Minister for Employment and 

Workplace Relations, Tony Burke to 

support the push by the union movement 

to ratify C151. 

Graeme Kelly moved the adoption of 

C151 and formal policy for PSI to support 

the international move to support 

the rights of workers to be members 

of unions, the right to bargain 

and the right to strike legally. This was 

a significant move on the part of our 

union that Graeme was able to show 

leadership on behalf of our union and 

the entire union movement on the international 

stage. 

STUART SPOKE OF THE NEED 

TO TRANSITION TO CLEAN 

ENERGY BUT THAT THESE NEW 

ENERGY PRODUCTIONS BE 

IN PUBLIC HANDS BECAUSE 

“THERE IS NO ‘PLANET B.’” 

Clean energy, just transition, 

and public ownership 

of energy production 

A major focus of the conference was 

the need for an international transition 

of energy production to clean 

energy. 

Workers across both the global north 

and global south are suffering as a result 

of radical climate change. This is 

escalating as the years go on and the 

need to transition is dire to reduce 

the impacts of climate change so that 

our planet doesn’t die. 

Stuart Geddes moved a motion supporting 

the need not only to transition 

to clean energy but that these 

new energy productions be in public 

hands. “There is no “planet B”. We 

cannot allow funding of the global 

clean energy transition to be based 

on a neo-liberal agenda that will lead 

to privatisation of the energy sector. 

Our union will campaign for local government 

to be a key provider of clean 

energy and for energy production to 

remain in public hands. We believe 

this will ensure workers receive a 

true and just transition through public 

sector work, our energy industry 

is secured and is there for the public 

good, rather than corporate greed.” 

USU president Sharon Sewell said 

that the energy transition presents 

an enormous opportunity, “The energy 

transition presents as an important 

opportunity for the renationalisation 

of our energy industry. Doing 

this not only supports the creation of 

well paying public sector jobs, but will 

ensure the regulation of prices access 

to energy while ensuring conditions 

and wages are maintained and that 

no worker will be left behind.” 

Summing up 

All positions supported and pushed 

by the USU were supported by the 

congress. The conference was an 

opportunity for our union to demonstrate 

its capacity and success on the 

international stage by allowing us to 

be at the forefront of international 

solidarity. 


INDUSTRIAL ACTION WIN FOR 

GOLDENFIELDS WATER MEMBERS 

Following General Manager Aaron Drenovski’s refusal to attend a meeting of members and 

his rejection of calls to meaningfully negotiate on their claims, on 24 October 2023 USU 

members at Goldenfields Water County Council took a vote to stop work. 

Members called on the General 

Manager to agree to continue to 

negotiate on member claims and to 

attend a meeting of members to address 

their concerns and explain the 

position of Council. 

Members remained steadfast 

Members remained steadfast in 

their commitment to a fairly negotiated 

outcome. After his initial refusals 

leading to the industrial action 

General Manager Aaron Drenovski 

was invited to and attended a meeting 

of members on Thursday 26 

October. At this meeting he agreed 

to reengage with members and their 

union to meaningfully negotiate on 

member claims. 

Encouraged by the positive response 

to their demands and with the GM 

also agreeing to attend all future EA 

meetings in person, USU members 

voted to cease industrial action and 

return to work that afternoon. 

Congratulations 

USU members are to be congratulated 

on taking a stand. Their convictions 

backed by actions and sacrifice 

have got negotiations back on track. 

On 25 November the GM attended 

what was a very constructive EA 

meeting. 

The Union is encouraged that with 

Council now fully engaged in the 

process we are not far away from an 

outcome. 


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L2132-11/23 


WE CONGRATULATE DANIEL – YOUR GLOBAL VOICE 

The USU congratulates Daniel 

Bertossa, the newly elected 

General Secretary of Public 

Services International (PSI) - 

the global union federation of 

workers in public services. 

Daniel is an ASU member and former 

ASU official of our South Australian 

Branch. The USU is very proud of 

Daniel’s election and strongly supported 

his nomination at the PSI 

Congress in Geneva. 

Danny’s appointment to the Global 

Union PSI is welcomed by USU 

General Secretary Graeme Kelly OAM 

and President Sharon Sewell. 

Graeme held discussions with Danny 

leading up to his election - he understands 

the issues facing USU members. 

ASU National Secretary Robert Potter and USU General Secretary 

Graeme Kelly OAM congratulate Daniel on his election. 

Danny reassures members across our 

sectors that our PSI affiliation is integral 

to the ongoing programs of public 

sector workers around the world. 

Danny also recognises the contributions 

that the USU make within the 

Oceania Region and further at a global 

level organising to ensure a better 

work life balance for Union members. 

The United Services Union looks forward 

to working with Danny over the 

next five years. 

Great win for the lifeguards at Randwick Council! 

In September 2022, members raised concerns about their 

entitlement to 5 weeks of annual leave, citing disparities 

with the benefits received by lifeguards in other councils. 

After persistent advocacy and multiple meetings between 

the lifeguard delegates, supervisors, USU representatives, 

and council officials we have successfully secured 

their entitlement to 5 weeks of annual leave, along 

with back pay for the past 6 years. 

On hearing the good news, USU members said: “It means 

a lot! We work every second weekend on a 7-day rotating 

roster so that extra week gives us time to refresh.” 

“It means more time with our families and not missing 

out on as much. It’s great being able to go to a child’s soccer 

game or surfing event.” 

Prior to September 2022 last year, the Randwick Council 

lifeguards did not have formal delegates to represent 

their interests, and as a result, issues regarding their entitlements 

went unresolved. The implementation of delegate 

structures and the involvement of members has 

proven to be helpful in resolving this issue. 

By having union delegates, who understand the Award 

and employment agreements, members can safeguard 

their rights and ensure that they are receiving their correct 

entitlements. 

We commend the dedication of the lifeguard members 

throughout this process, as well as the support of the lifeguard 

delegates. 


NO NEED TO 

“MAKE YOUR BED 

& SLEEP IN IT!” 

Liverpool Council supporting local jobs for local workers. 

Sandie 

Morthen 

spoke 

at the 

launch 

On Thursday the 16th November the 

USU was invited to Liverpool City 

Council for the opening of The CROC. 

The Croc is the first mattress recycling 

centre in Sydney run by a Council. 

In-house service 

This facility is completely staffed with 

council workers and brings new job 

opportunities to Liverpool. Prior to 

the opening of this facility mattress 

disposal was outsourced and had 

been for 13 years. 

Not only is Liverpool leading the way 

in resource recovery in local government 

but by bringing the service back 

in house they are demonstrating one 

of the aims of our union – local jobs 

for local workers. 

All too often the USU is fighting councils 

who want to outsource services, 

who want to cut jobs and reduce 

working conditions. Liverpool is resourcing 

this endeavour with the creation 

of new roles and offering job 

opportunities. 

Once the mattresses are shredded 

they can be repurposed into new 

useful objects such as tiles, benchtops 

and cladding. In fact these products 

have been used in Council’s new 

depot. 

Liverpool Council has commenced 

sharing this exciting new enterprise 

with other Councils. It is a fact that 

space for landfill in Sydney is running 

out and the waste needs of ratepayers 

and communities are increasing. 

The USU is confident that soon other 

councils will begin using this new recycling 

opportunity which offers mattress 

disposal for less cost than taking 

them to landfill and also grows jobs 

for local communities. 

For more information on The Croc 

go to: https://www.liverpool.nsw. 

gov.au/services/waste-and-recycling/ 

mattress-shredder 


A night of giving back with 

Meals from the Heart 

On 7 November, USU officials, the Fairfield City Council human 

resources team and delegates from Fairfield City and 

Liverpool City Council were given the unique opportunity 

to cook dinner for families staying at Ronald McDonald 

House Westmead. 

Ronald McDonald House gives seriously ill 

children the best gift of all – their families. 

The House acts as a home-away-from-home for families of 

children travelling to The Children’s Hospital at Westmead 

for treatment. It offers a safe and welcoming environment 

where families can stay connected and communicate 

more easily with their child’s medical team. 

The USU saw this opportunity as a way to offer support 

during what could be the most challenging period in 

these families’ lives. It also offered an opportunity to connect 

with each other outside of the work and industrial 

environment. 

Despite some of us volunteers being unable to cook toast 

well; we came together as a community and put our 

hearts into preparing a meal that was enjoyed by all. The 

bonus was leaving with shared memories that will last a 

lifetime. 


THE Early Childhood Educators Award & THE UNITED SERVICES UNION 

Be part of 

history 

U 

S 

Building a Better Early Education Sector! 

Over the last 10 months the Metropolitan Organising Team has visited every Council-run Early 

Education Centre in Sydney to raise awareness of our campaign around negotiating a stand-alone 

Early Childhood Education and Care Award. 

After three meetings with Local Government NSW, it became 

apparent that there was limited appetite to engage 

in negotiation. The Union was told that Councils did not 

want this Award! 

However, the USU didn’t accept this and has now commenced 

holding meetings with general managers across 

Sydney seeking their support for the Award. 

To date these Councils have indicated they would be 

supportive of future negotiations: 

If you work in Early Education IT’S TIME FOR YOU TO 

BECOME INVOLVED IN MAKING HISTORY! 

This will be the first industry specific Local Government 

Award in NSW! 

CHECK-CI Bay Side 

CHECK-CI Campbelltown 

CHECK-CI City of Sydney 

CHECK-CI Lane Cove 

CHECK-CI Liverpool 

CHECK-CI Northern Beaches 

CHECK-CI Parramatta 

CHECK-CI Penrith 

CHECK-CI Randwick 

CHECK-CI Sutherland 

CHECK-CI The Hills 

CHECK-CI Waverley 

SOME OF THE ISSUES WE PLAN TO 

ADDRESS IN THE AWARD INCLUDE: 

Check-sq 

Check-sq 

Check-sq 

Check-sq 

Allowance for Nominated Supervisor 

Allowance for Educational Leader 

Mandated programming time 

Additional sick leave 

Visit our campaign page for 

further information and to 

view the full log of claims. 

Caret-Sq 

Organiser James Evans with Woollahra 

Council Early Childhood Educators. 

YOU CAN BECOME INVOLVED BY: 

Committing to our pledge to show your support for this 

momentous campaign! 

Encouraging your workmates to join the USU and to show 

their support by committing to our pledge. 

Join the conversation at: https://www. facebook.com/ 

groups/640642890732532. 

For further information contact USU Organiser Sandie 

Morthen at smorthen@usu.org.au 


LYNDAL HITS THE GROUND RUNNING 

The USU welcomes new Airlines Organiser Lyndal Butler. 

Lyndal has hit the ground running in Sydney Domestic Terminals, Qantas HQ, and 

jumped straight into EA negotiations for the Australian International Pilots Association. 

Lyndal joins us from her former role in the NSW Nurses’ and Midwives’ Association, 

where she was also a USU delegate. Lyndal brings her skills in engaging with union 

members and workers in union campaigns and actions. She set out from day 1 to meet 

with our airlines members and delegates, and to engage airlines staff in discussions 

around their pay and conditions and joining the USU. 

During the handover period with our organisers Peter Munford, Troy Dunne, and Melissa 

Pond, who have been looking after airlines, Lyndal has been involved in a roster dispute 

with Qantas, entered consultation with Virgin on rosters and other issues, joined Peter 

Munford in EA negotiations with QantasLink, and assisted members in Jetstar and Rex. 

We thank Peter, Troy, and Melissa for their tireless efforts in looking after our Airlines 

Branch, which was work that they took on in addition to their current sites. 

You can find Lyndal in Terminal 3 on Mondays, and Terminal 2 on Tuesdays and 

Wednesdays. Keep a look out for upcoming USU communications and campaigns from 

our Airlines Branch, as we build our ever-growing movement to improve pay and conditions 

for airline workers. 

Airlines Organiser 

Lyndal Butler: 

0419 761 320 

lbutler@usu.org.au 

Proposed new agreement for REX Airlines members 

Members will be soon voting for a new 

Enterprise Agreement with Rex Airlines. 

The USU, along with ASU and union bargaining representatives, 

have been at the forefront of these negotiations 

for many months. 

We surveyed our members and they told us they wanted 

us to focus on the following: 

• Wage increases to keep up with the cost-of-living 

pressures 

• Proper salary progression 

• That changes at Sydney, Melbourne and Adelaide 

Airports regarding uniforms would leave members 

out of pocket 

• Issues with rosters which impacted work/life balance 

The USU, ASU and union bargaining representatives were 

able to successfully argue all of these points at the bargaining 

table and as a result achieved the following. 

Wages increases of: 

Caret-Sq 4% for 2022 which will be backdated to 1/ 

July/2022. This will be payable upon certification 

of the new agreement with Fair Work Australia. 

Caret-Sq 5.75% for 2023 which will be backdated to 1/ 

July/2023. This will be payable upon certification 

of the new agreement with Fair Work Australia. 

Caret-Sq Up to 5% depending on CPI for 2024 and 

Caret-Sq Up to 5% depending on CPI 2025. 

• Salary progression review to be undertaken during 

the life of the agreement. 

• A new weekly laundry allowance based on the airport 

award rate to be paid upon certification of this agreement 

with Fair Work Australia. 

• Rosters will continually be monitored through a new 

Consultative Committee (REX Steering Committee) to 

be formed between REX Management and the USU 

and ASU Officials and Employee Representatives. 

The USU believes that the new pay and conditions for 

members will help with the cost-of-living pressures and 

we will continue to review the salary progression to enable 

you to be able to have a career pathway with REX. 

Recent visits to both the Sydney and Orange sites showed 

us that our members are very happy with the outcome of 

the negotiations, and we look forward to this agreement 

being processed through Fair Work Australia and our member 

getting their back pay hopefully in time for Christmas. 


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INTRODUCING 

Snowy Monaro Regional Council’s Newest Delegate 

ANEKA STODDARD 

“Go all in with a positive attitude” seems to be Aneka Stoddard’s approach to 

everything she does. 

Joining us in February of 2023, barely a month later Aneka was Snowy Monaro 

Regional Council’s (SMRC) newest delegate. After hearing about the USU 

Women’s Committee at her first branch meeting, Aneka signed up for that as 

well. 

In a past life, Aneka worked in HR. Starting out as an Administration Officer, she 

became a HR Advisor upon completion of her HR Diploma. Six months after becoming 

an Advisor, Aneka stepped into a HR Business Partner role in a NSW State 

Government entity. 

Already a mentor and big source of support to her colleagues (especially younger 

women), Aneka is a Fleet Administration Officer based at SMRC’s biggest depot, 

where her colleagues are mostly men. 

Determined to help people, realising her knowledge and experiences in HR 

is not common in the union movement and they meant she was “able to 

bring open communication back between workers and management to 

solve problems” Aneka went into unionism “boots and all”. 

“THERE WERE MORE PROS THAN CONS 

TO BECOMING A DELEGATE AND I 

KNEW I COULD GIVE PEOPLE A VOICE 

WHO DON’T KNOW HOW TO SPEAK 

UP OR CAN’T,” SAYS ANEKA. 

ANEKA STODDARD 

(SNOWY MONARO 

REGIONAL COUNCIL 

DELEGATE AND FLEET 

ADMINISTRATION 

OFFICER): “GO ALL 

IN WITH A POSITIVE 

ATTITUDE” 

Barely eight months in, Aneka’s biggest win is securing 6 years of allowances 

backpay for one of the teams at SMRC. After reviewing their Position 

Descriptions and correcting their actual duties this is now reflected correctly in 

their pays. 

When working in HR, neither Aneka nor her colleagues were unionised, “because 

in HR, unions are the bad guys. They don’t know business, they don’t know 

what’s best, they push back against everything”. It was doing her own research 

that made Aneka realise none of those sentiments were true. 

We can’t wait to see what Aneka achieves for her fellow members in the new 

year! 


CAMPAIGNING FOR APPRENTICES 

USU campaigns to employ approximately 7500 additional apprentices and trainees in NSW 

Local Government. USU Manager North Stephen Hughes outlines the union’s strategy. 

Members may not be aware that in 

2022 USU General Secretary Graeme 

Kelly OAM was successful in getting 

the ALP State Conference to adopt a 

policy with an aim for an elected ALP 

State Government to fund and support 

the creation of approximately 

7500 additional Apprenticeships 

and Traineeships in NSW Local 

Government. 

The figure is based upon 15% of the 

current employment numbers of 

approximately 50,000 NSW Local 

Government Employees. 

The then NSW Opposition Leader 

(now Premier) Chris Minns attended 

the USU’s State Conference and gave 

a verbal commitment to this strategy. 

Following his election to government 

in March the USU is pushing hard for 

this commitment to be honoured. 

In September we wrote to every 

Council to notify them of what we 

have achieved and have asked every 

Council to respond in writing by the 

end of November outlining numbers 

of apprentices and trainees that they 

could employ if fully funded by the 

State Government next year. 

This information is needed so that 

the USU can talk to the Minister, State 

Treasurer and the Premier before the 

next annual State Budget is finalised 

so that funds can be allocated to 

commence in the next financial year 

commencing from 1 July 2024. 

We want this to be an ongoing commitment 

so that councils become the 

main source of training of apprentices 

and trainees in many communities, 

where some, once they complete 

their apprenticeships or training, 

will fill vacancies as they arise in local 

government (expected as a result 

of an ageing workforce whose current 

average age is in the mid-fifties 

in local government) as well as meeting 

the needs of other employers, 

for those who move on from Local 

Government. 

The NSW Local Government 

Employers Association (LGNSW) are 

supportive as are the other two NSW 

Local Government Unions. 

Time for increased funding 

In addition to this the USU, led by our 

General Secretary, successfully lobbied 

the Federal Government for increaed 

funding to Local Government. 

In the Hawke/Keating Government 

years Local Government received 

over 1% of GDP in federal funding. 

This diminished significantly under 

the Abbott Government by approximately 

two thirds. It lifted slightly to 

0.5% under the previous Morrison 

Government but this was still only 

half the amount being funded to 

Local Government in the 80’s. 

The USU will continue to campaign 

The USU supports apprentices 

and trainees with our 

Apprentice of the Year Award. 

Our 2023 winner was Jayden 

Simms of Shoalhaven Council, 

featured in our last edition. 

vigorously to increase Federal funding 

back to at least 1% of GDP. 

The USU has also commissioned professional 

independent submissions 

drafted by Professor Brian Dollery 

assisted at times by Professor Drew 

both of whom are recognised as 

leading academics and sources on 

Australian Local Government. These 

reports have been submitted to the 

Government when they have called 

for submissions on issues such as 

funding, rate pegging, boundary 

changes, Code of Conduct reviews, 

GM and Senior Staff Contracts etc. 

We also distribute these submissions 

across the Local Government sector 

so that all relevant stakeholders know 

what position the USU is taking and 

why. 

We are currently awaiting a briefing 

on an IPART Report into rate pegging 

that the USU had provided a submission 

to. 

Should we disagree with any of its 

recommendations, we will be vigorously 

seeking appropriate amendments 

to any final report adopted by 

the Government. 


USU Aboriginal and Torres Strait Islander Committee 

In October the first meetings of the USU’s new Aboriginal and Torres Strait Islander 

Committee took place in our Sydney office. 

This Committee was originally going to be formed just before 

the Covid virus hit and was delayed as a result. The 

Committee concept was therefore planned well before 

the recent referendum vote on the constitution was even 

planned and the timing was purely coincidence. 

The USU called for interested members to nominate. The 

attendees at our first meetings came from across NSW 

with most attending in person, but some who were unable 

to attend in person participating online via Teams. 

Representatives also attended from the Local Government 

Employer’s Association (LGNSW) as well as the Local 

Government Engineer’s Association (Union) with the 

Western Australian Branch Secretary of the Union Wayne 

Wood participating online for an hour on day one where he 

gave a very inspiring speech as one of only two Aboriginal 

persons who currently are leaders of their Union. 

A positive meeting 

The meeting was very positive overall, and we have an 

aim to look at opportunities for Indigenous employment 

and to address issues of concern that are specific to our 

Aboriginal and Torres Strait Islander members in the 

workplace. 

We have already learnt of the positive efforts of some 

Councils in going into local high schools in seeking to 

educate young people including Indigenous and young 

women as well as males and non-Indigenous to consider 

a career in Local Government, as very few school leavers 

would even think of doing so without being approached. 

If you would like to know more about the Committee 

please contact the USU Support Team on 1300 136 604. 

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Central Coast USU Beach 

Lifeguards Making Waves 

Working Towards Permanency of Employment and Beyond 

We’ve had strong success representing USU members 

about the lack of permanently employed 

Beach Lifeguards across the Central Coast, especially 

when compared to the large ongoing service 

it provides for the geographical area and the 

broader community. 

With over 17 permanent sites and many additional/supplementary 

sites, the fact is this workforce mainly consists of 

seasonal (temporary) and casual labour - which is not in 

proportion to the quality of service provided, or reasonable 

employment practices. 

The USU has advocated that the Council should value the 

skills and the ongoing physical conditioning of the Beach 

Lifeguards - a unique skill set within our society that should 

be harnessed and nurtured. Central Coast Council is largely 

unique due to its geography and service requirements of 

other neighbouring council areas, but reliant on minimal 

permanent employment levels. 

Key outcomes from the representations were positive, an 

open expression of interest for any interested seasonal 

lifeguards to work in other areas of the Council over the 

offseason was undertaken as a result of USU involvement. 

This was a good pragmatic option to ensure continuity of 

employment, meaning long-serving Council employees are 

not relying upon approximately two-thirds of a yearly wage. 

Eight Beach Lifeguards (seasonal temporaries) commenced 

winter work assignments at the Woy Woy, Erina, Long Jetty 

and Charmhaven depots throughout the 2023 off-season. 

In addition, members have now gained new skills and were 

provided with professional development such as Traffic 

Control and White Card training. 

A vacant permanent position (Beach Lifeguard) was also 

discovered within the current organisational structure 

which was not being filled, despite management representatives 

stating they could not fill any more permanent positions 

due to a “ceiling” of the Council’s effective full-time 

equivalent (FTE) and the current organisational structure 

due to the previous financial crisis. 

These comments are in stark contrast to Council’s obligations 

under the Award, when Council management has essentially 

“filled” this vacant permanent position with casual 

labour. Clause 27 (i) and (ii) a) 1 & 2 Causal Employment 

of the New South Wales Local Government (State) Award 

2020 is explicitly clear. 

In another positive outcome, the USU has formally sought 

Council to address this situation by ceasing the current 

practice of engaging casual employee/s in this permanent 

position on a permanent basis (as per the Award). Council 

agreed to fill this position for a new permanent Beach 

Lifeguard. This is the first permanent position being advertised 

in many years and a good initial win. This vacancy has 

now been resolved through an internal advertisement and 

the new permanent member will soon commence in this 

position for the remainder 2023/24 season and ongoing. 

Well done to all involved in these positive developments, 

and here’s to a safe and enjoyable Summer for beachgoers 

across the Central Coast. 


Federal legislation: Know your rights 

All people working in Australia under the federal Fair Work system are entitled to general 

workplace protections. By being a member of the United Services Union you have access to 

officials who protect you at work and guide you through your rights@work. This is an excerpt 

from the Fair Work Commission. You can read more by scanning the QR code below. 

Overview 

The Fair Work Act (FW Act) protects 

certain rights, including: 

workplace rights 

the right to engage in industrial 

activities 

the right to be free from unlawful 

discrimination 

the right to be free from undue influence 

or pressure in negotiating 

individual arrangements. 

These rights are protected from certain 

unlawful actions. This includes 

(but is not limited to): 

adverse action 

coercion 

misrepresentation 

undue influence or pressure in relation 

to: 

– individual flexibility arrangements 

under modern awards 

and enterprise agreements 

– guarantees of annual earnings 

– deductions from wages. 

What rights are protected 

under general protections? 

Workplace rights 

The term ‘workplace right’ is broadly 

defined under the FW Act, and exists 

where a person: 

is entitled to a benefit or has a role 

or responsibility under a workplace 

law, workplace instrument 

(such as an award or agreement) 

or an order made by an industrial 

body 

is able to initiate or participate in 

a process or proceedings under 

a workplace law or workplace 

instrument 

has the capacity under a workplace 

law to make a complaint or 

inquiry: 

– to a person or body to seek 

compliance with that workplace 

law or workplace 

instrument 

– if the person is an employee, in 

relation to their employment. 

Workplace rights also includes the 

right for employees to talk about (or 

not talk about) their current or past 

pay, and the terms and conditions of 

employment that would be needed 

to work out their pay (such as hours 

of work). They can also ask other 

employees the same thing (about 

their pay and terms and conditions 

of employment) but employees can’t 

be forced to share this information if 

they don’t want to. 

Industrial activities 

All employers, employees and independent 

contractors are free to become, 

or not to become, members 

of an industrial association, such as a 

trade union or employer association. 

In addition, all employers, employees 

and independent contractors are entitled 

to engage or not engage in what 

are called ‘industrial activities’. These 

activities are defined in the FW Act. 

They include various forms of lawful 

participation in an industrial association 

(such as a trade union) and 

its activities, including organising or 

promoting lawful activities for or on 

its behalf, representing its views, and 

seeking to be represented. Further, 

it covers a person being victimised 

for refusing to be involved in unlawful 

activity organised or promoted by 

an industrial association or industrial 

action. 

Discrimination 

Under the FW Act, it is unlawful for 

an employer to take adverse action 

against a person who is an employee, 

former employee or prospective employee 

because of the person’s race, 

colour, sex, sexual orientation, breastfeeding, 

gender identity, intersex status, 

age, physical or mental disability, 

marital status, family or carer’s 

responsibilities, pregnancy, religion, 

political opinion, national extraction 

or social origin. 

What am I protected from? 

Adverse action 

Coercion 

Misrepresentation 

Undue influence or pressure 

Sexual harassment 

How can I seek help? 

Your best protection is to join your 

union - the United Services Union. 

Scan to download 

the full Fact Sheet 

V 


USU MoPS Members bargain for a better EA 

Members of Parliament Staff are those who work for 

Federal Ministers and Parliamentarians. The work they do 

is vital to Australia, from ensuring Ministers are briefed 

on key issues within their portfolio to ensuring MPs are 

able to effectively serve their constituents. These staff 

are often at the centre of decision making and ensure our 

democracy runs smoothly, yet they receive very little recognition 

or attention. Long hours combined with poor entitlements 

mean MoPS staff are left with inadequate pay 

and conditions. 

The upcoming EBA negotiations provide a key mechanism 

for staff to bargain for a better deal. As part of the 

bargaining process USU MoPS members came together 

in November to endorse a log of claims that will provide 

a strong basis to push for improved pay and conditions. 

At the endorsement meeting, held at Parliament House, 

members were briefed by their delegate Brydan Toner 

on how the bargaining process will unfold and how every 

member can advocate for a better deal. 

The USU thanks our MoPS members for their dedicated 

work and we look forward to seeing how the bargaining 

process plays out. We are hopeful that the change of government 

will lead to productive negotiations. 

USU VICTORY: MEMBER RECLAIMS $15,000 IN UNPAID WAGES 

Betty*, a dedicated USU member, has achieved a remarkable victory by recovering over 

$15,000 in unpaid wages with the strong support of her union. Her story is a shining example 

for all members to stand up for their rights. 

Betty worked in administration for a 

service company to a law firm, where 

her wages had been consistently delayed 

since December 2022. 

This frustrating pattern continued, 

and her employer failed to make superannuation 

contributions for almost 

two years. 

Despite Betty’s numerous attempts 

to contact her boss for payment, her 

pleas were met with excuses of cash 

flow problems. By July 2023, Betty’s 

boss stopped paying her entirely. 

Unsure of her next steps, Betty 

turned to the USU Support Team for 

help. Our Support staff were able to 

provide guidance on her rights under 

the Fair Work Act 2009. We worked 

with Betty and our highly specialised 

Industrial team to develop a strategy 

that included sending a formal letter 

of demand and initiating direct communication 

with her employer. 

Betty’s determination, combined 

with the union’s support, led to a significant 

victory. She successfully recovered 

over $15,000 in unpaid wages. 

Her story serves as a call to action 

for all union members to be aware of 

your rights and seek assistance from 

the USU if you are facing any workplace 

issues ‘big’ or ‘small’. Together, 

we can overcome challenges and ensure 

fairness in the workplace. 

* Not her real name 


Left to right: Julie Yates with Adam Jennens winner of 

the Men’s Fashion of the Fields; Line up for Fashion of the 

Fields judging; Sharron Wright Picnic Committee winner 

of Fashion of the Fields Runner up Sophie Hoskin 

CELEBRATING BEING UNION @ MIDCOAST 

COUNCIL UNION PICNIC DAY! 

What a great day we had at our MidCoast Council Union Picnic Day on Friday 20 October! The sun was shining and it 

was great to see many have a win at the Manning Valley Race Function Centre! 

We also held a smaller function at the Stroud Golf Club. A wonderful day was had by everyone who attended these 

events. 

This year the committee had live music playing between the races which was a great addition to the day’s activities. 

Fashions of the field was very popular – Women’s winners were Sharron Wright and Sophie Hoskin – Men’s winners 

were Adam Jennens and Phil Vaughan. 

On behalf of the committee thank you to those who attended and supported either the Race Day or Stroud Day function. 

A lot of work is involved in organising these events and on behalf of the committee – thank you. 

Left to right: Dancers Mark Hosgood Danielle 

Johnson and Karen Whitton; General Manager 

Adrian Panuccio, Director Rob Scott, Garret 

Johnston, Matty Agnew, Executive Manager 

Daniel Aldrige, Mervyn Emerton Union Delegate/ 

Picnic Committee; Naomi Reeves Picnic 

Committee chatting with Bryson Farley 

Julie Yates, Delegate/Picnic Committee 


FUN IN THE SUN AT WOLLONGONG 

COUNCIL PICNIC DAY 2023 

As USU members, we love Union Picnic Day, perhaps more than ever now that the USU is one of just a handful of 

Australian trade unions to still have it. 

Held on the Friday before the Labour Day long weekend (like always), Wollongong City Council’s 2023 Picnic Day was 

full of fun and excitement. 

Kicking off at 10am, it wasn’t long before Integral Park in Dapto had a long line of cars full of members keen for a day of 

family friendly fun. There were dodgem cars and other amusement park rides, baby animals, novelty races and activities, 

facepainting and prizes up for grabs. Children were given show-bags on arrival. 

Wollongong Council Picnic Day is only possible because of our delegates, who organise and run it every year. There are 

almost 1000 members at 96% density at Wollongong council, so it really is an enormous undertaking. 

A big thank you to our hardworking delegates for another fantastic picnic day. 

Next up at Wollongong council - 2024 Enterprise Agreement negotiations!

2024 SHAPING UP TO BE A BIG 

YEAR FOR ENERGY MEMBERS 

It is that time again that has seen our Energy 

Branch Officials engaging with Transgrid 

and Endeavour Energy in the early stages 

of Enterprise Bargaining. We will soon be 

engaging with Ausgrid and Essential Energy, 

as 2024 shapes up to be a big year ahead. 

Energy branch members 

celebrate 2023 and look forward 

to an even bigger 2024! 

With that being the case, we want to hear from YOU as to 

YOUR thoughts on what you regard as important conditions 

in your workplace. 

Your Energy Branch Officials and leadership are currently 

developing a campaign aimed at achieving just that – 

YOUR workplace, YOUR views, YOUR Union – so please 

keep an eye out for the campaign roll out in the new year. 

Interested in becoming a delegate? 

Lastly on Enterprise Bargaining, your union asks any 

members who are interested in getting involved as an active 

delegate or bargaining representative to get in touch 

as we can never have too many! 

With life having largely returned to normal, your Energy 

Branch Officials have recently committed to more regular 

regional trips, as was the case before the global pandemic. 

At this point, your Officials have already completed two 

regional trips to the Central West and North Coast with 

more planned before the end of 2023. 

2024 will be no different so please keep an eye out for 

when we plan to roll into your town. Again, your Energy 

Branch wants to hear your views on your workplace and 

nothing beats face to face interaction. 

Looking forward to seeing you in 2024 

To cap off, your Energy Branch Officials and leadership 

want to wish all of our members a Merry Christmas and a 

happy, safe and prosperous new year. See you on the road 

in 2024. 


Teachers Health Delegates hold firm 

USU Delegates at Teachers Health have had a strong win over proposed changes to personal leave. 

Management proposed to reduce 

personal leave from 16 days to 12 

days for all new employees who commence 

following the implementation 

of the new EA. 

USU delegates offered a compromise 

of moving all staff to an accrual system 

of leave, and agreeing to move 

new staff to 12 days on the provision 

that an additional day be provided 

per year of service until the same entitlement 

as current staff is reached. 

Management were resistant to this 

proposal, and following the delegates 

presenting a survey which showed 

that over 95% of our members would 

vote no to an EA including the proposed 

reduction in personal leave, 

took the matter to the Fair Work 

Commission for intervention. 

Following the recommendations of 

the Commission, both parties agreed 

to have further discussions to try 

and resolve the disputed clause. In 

preparation for these discussions, 

the delegates worked on the ground 

The most pressing concern is the lack 

of vicarious trauma training provided 

to our members for the content of 

the calls they are taking. 

Members on the front line 

Our members are the front line of 

these call centres, regularly taking 

calls from people who have just lost 

a loved one. These calls can be of an 

intense and distressing nature, with 

the circumstances of the deceased’s 

death often being disclosed in the 

calls. Our members receive no vicarious 

trauma training to allow them 

to process these calls and not suffer 

trauma themselves due to the nature 

of the calls. Members have also 

to activate members around the issue 

and organised members to raise 

concerns with the proposed policy 

in consultation meetings held by 

management to all staff. Following 

the considerable backlash received 

by our members in these meetings, 

management agreed to the compromise 

position initially offered by the 

delegates, and subsequently agreed 

to a significant amount of wording 

changes to improve interpretation of 

the agreement. 

reported a culture of fear in these call 

centres around taking time away after 

a difficult call and reporting traumatic 

experiences, often being expected 

to jump straight to the next call as 

soon as they have finished assisting 

the customer who has disclosed traumatic 

information. Several members 

have suffered psychologically as a 

result and have faced disciplinary action 

for failing to stay on the call line 

after a traumatic call. 

In principle agreements 

Since becoming aware of these issues, 

the USU has worked to address 

them with the companies associated. 

The USU has represented members 

USU delegates Julia Huh, Cecil Hotbake, 

and Phil Laidlaw from Teachers Health 

The EA has now been approved, with 

the delegates also winning a 5.3% pay 

increase for 2023 including backpay to 

1 January. Through holding firm, our 

delegates and members stood together 

to ensure their future colleagues 

would be treated fairly and protected 

entitlements for current colleagues. 

This win has also trained our delegates 

and created strong bargaining 

representatives, which will greatly assist 

us in bargaining future enterprise 

agreements at Teachers Health. 

WHS @ Call Centres: vicarious trauma 

The USU has recently been working with members at call centres for Funeral Director Services 

to address some serious workplace health and safety concerns in their call centre. 

in disciplinary meetings, gaining 

positive outcomes for members and 

bringing the WHS issues and potential 

breaches to the attention of the 

companies. Importantly, the USU has 

been able to establish in principle 

agreements from employers to meet 

regularly with the USU to address 

these serious issues and find solutions 

and address the serious culture 

issues and fear around reporting of 

traumatic events. Thanks to the USU, 

one employer in particular has agreed 

to implement vicarious trauma training 

for all employees by the first quarter 

of 2024. We will continue to work 

with our members in these sites to 

address the issue of traumatic calls. 


ROSTER WIN AT 

DUNGOG WASTE 

MANAGEMENT FACILITY 

Employees at Dungog Shire Council 

have been in the enviable position 

of working under provisions of a 

4-day week agreement for a number 

of years. This agreement applies 

to both indoor and outdoor staff at 

Council. 

Unfortunately for members at 

Dungog’s Waste Management Facility 

(WMF), the 4-day week agreement 

has not applied to them. 

The WMF is manned by 2 permanent 

staff, 2 part time staff and 2 

casual staff and operates under a 

Working Agreement that is specific 

to the WMF. Under the current and 

previous Agreements, the full-time 

employees have been required to 

regularly work up to 9 days without a 

break. They have not had the benefit 

of the 4-day week, or even a regular 

RDO and have been required to work 

at least 3 out of 4 weekends. 

As part of the negotiation for a new 

Agreement, members asked Council 

to review the current rostering system 

and provide options for a roster 

that provided a better work/life 

balance for the full-time employees. 

After a number of meetings, Council 

could not produce a draft roster that 

improved the conditions for the staff 

at the WMC. 

USU Organiser Don Edwards met 

with members and provided several 

draft rosters that removed the 

need for staff to work excessive days 

without a break and introduced a 

fortnightly RDO – giving the workers 

a 9-day fortnight. Still not the 4-day 

week enjoyed by other staff, but a 

vast improvement on the existing 

situation. The USU members took the 

rosters and adapted them to meet 

the specific needs of the WMF and 

presented them to Council for their 

consideration. 

At a subsequent meeting, Council 

Great win: Daniel Olsen, Phil 

Mascord and Aithyn Grove 

produced its own draft roster, and 

after lengthy discussion both sides 

agreed to trial Council’s proposed 

roster and the preferred staff developed 

roster. 

At the next meeting of the USU, members 

and Council, Council advised 

that after reviewing both draft rosters 

it was apparent that the member 

developed roster was in fact the best 

option for both workers and Council. 

Council have now proposed a trial of 

the member developed roster as part 

of the new workplace agreement. 

This once again proves that USU 

members often provide solutions 

that benefit not only members but 

also the councils that they work for, 

and that through proper consultation 

with (and listening to) workers, councils 

may achieve improved outcomes 

for all participants that they themselves 

had not even thought of. 


HAY SHIRE COUNCIL & YOUR UNION JOIN 

FORCES TO GET A BETTER DEAL FOR WORKERS 

We applaud Hay Shire Council for implementing new employee benefits which give members 

a better deal while addressing recruitment and retention problems. 

Addressing recruitment and retention 

problems on a limited budget is challenging. 

Offering higher wages and 

pay-rises can help but only if there’s 

money available. 

Unable to gain approval from Council 

to increase the employee wages budget, 

David Webb (General Manager, 

Hay Shire Council) contacted our 

Riverina Organiser, Brian Harrington 

to work out alternatives. 

SOLUTIONS HAD 

TO BE EFFECTIVE, 

FINANCIALLY 

SUSTAINABLE AND 

NOT INCREASE 

WAGES COSTS. 

L to R: David Webb (General Manager, Hay Shire Council), 

Shayne Kennedy (Hay Shire Council USU Delegate), Brian 

Harrington (USU Organiser) and Mia Headon-Doidge 

(Assistant to General Manager, Hay Shire Council). Mia has 

commenced the 9-day fortnight. 

Following discussions, they came up with three proposed changes to put forward 

to members: 

1. Current indoor staff move to a 9-day fortnight, rather than a 10-day 

fortnight 

2. An extra week of annual leave for all staff, bringing annual leave entitlements 

up to five weeks 

3. Reduced work hours for operational staff, bringing their weekly hours 

down to 35 instead of 38. This works out to be an 8.6% increase in the 

hourly rate for members earning $1k a week. 

Once they’d finalised their list of proposals Brian and David put them to members. 

All three proposals were enthusiastically supported. All changes came 

into effect on 2 October. 

Indoor staff have adapted well to the nine-day fortnight and lots of positive 

feedback has been received. 

We congratulate David and Hay Shire Council for their out of the box thinking 

and proactive approach to recruitment and retention problems. We encourage 

other councils in similar situations to look at how they might be able to 

take a similar approach. 


Congratulations Renee 

The USU congratulates former Moree Plains delegate Renee McMillan on being awarded Life 

Membership. We thank Renee for her exceptional contribution to the USU and its members. 

On 18th September 1992 Renee commenced working at 

Moree Plains Council and immediately joined the union. 

Renee became the youth delegate on the New England 

Branch in 2004 and filled that role until 2016 when she 

became a women’s rep on the Branch. 

Renee continued in this role until she left council in 2023. 

Renee served as the council’s indoor delegate and held 

the position of New England Branch Secretary from 2016 

until she left council. 

Renee was a member for over 20 years, serving 19 years 

as a USU delegate. 

Renee also attended USU Conference and represented 

members on many committees, including the transfer of 

the Moree Aquatic Centre to a corporate entity. She was 

involved in the introduction of a new management system, 

the review of the weekly wage payment, the Fit for 

the Future review and the introduction of council’s D&A 

Policy. 

Renee’s commitment to the union and her fellow members 

was always exceptional. 

Congratulations and thank you Renee. 

Renee McMillan ex Moree Plains Council USU 

Delegate and New England Branch Treasurer 

receiving her life membership from New England 

Branch President Scott Jackson and General 

Secretary Graeme Kelly OAM at the recent New 

England Branch Meeting held at Tamworth. 

USU membership pays off for 

member with Long Term Covid 

USU Member Cheryl Harvey had been experiencing severe long term 

Covid and was seeking to return to work after taking a long period 

of leave to try alternate therapies to alleviate her long term Covid 

symptoms. 

Initial discussions with her supervisor indicated that Council wanted to 

place Cheryl at a very busy and high demand worksite. She had concerns 

about how this may affect her health and recovery and requested 

to be placed at several other worksites. 

USU Organiser Danielle Kelly was able to negotiate with Council and 

now Cheryl is back in her role full time at a worksite that requires less 

demand, and her health has not suffered as a result. Cheryl is very 

thankful for the assistance of the USU and said that she would not have 

been able to get through it without Danielle and the union’s help. 


USU JOINS PUSH TO 

PROMOTE WATER JOBS 

Over 70 school kids attended the 

water careers day in Tamworth 

to learn about the industry 

In a push to promote employment in the Water and Waste 

Water industry the USU and our members have joined the 

campaign to address a shortage of workers in the industry. 

The USU has been involved over the 

last few months in assisting members 

in the water and waste water section 

in trying to address the alarming 

shortages of workers in the industry, 

as well as looking closer into the skills 

and training requirements of water 

services operators. 

The Union has been working closely 

with other government departments 

such as the Department of Primary 

Industries as well as advertising companies 

tasked with developing animation 

videos for social media as well as 

a promotional video to be utilised as 

a resource for career days. 

Recently, we also had representatives 

from five local councils, 

as well as many from across the 

state involved in the Water section 

focus groups at the Calala water 

treatment plant in Tamworth. 

Up to 70 school children spent 

the day learning about the various 

elements and career paths within 

the water section. 

The United Services Union will continue 

to work with other departments 

to promote the industry, aiming to fill 

the vacancies in the workforce, as 

well as campaigning for more skills 

recognition and training that can see 

members gain more transferable and 

recognised skills, and possibly better 

renumeration for the essential work 

which they perform. 

V 

Scan to check 

out the video 


Narromine members are winners 

Narromine Shire Council Water and Sewer members have shown that they are cut from a different 

cloth. 

Council’s Water and Sewer Team has been announced 

as the inaugural winner of the Australian Water Industry 

Operators Association (WIOA) NSW, National Award - 

Team of the Year at the 2023 Conference held in Canberra. 

USU members Anthony Everett, David Kent, Duanne 

Donnelly, Kyle Whalan, and Washington Itoya were part of 

the team that blew all other contenders out of the water 

and took home the award as a result of their outstanding 

design input and work on the Tomingley Water Treatment 

Plant whilst continuing to carry out major projects and 

day to day functions across the Narromine Shire. 

Well deserved honour 

Narromine Shire Council General Manager, Mrs Jane 

Redden said “Council was overjoyed to learn of the Water 

Utilities Team’s success. It’s a well-deserved honour 

for the team’s efforts in providing these services to the 

community.” 

“Winning this inaugural award is undoubtedly a significant 

accomplishment for the Narromine Shire Council 

team, and it reflects their commitment to maintaining water 

services as such a high standard and their talent and 

dedication in delivering essential water services,” added 

Mrs Redden. 

We love telling your stories 

To see the efforts of our members being rewarded is such 

a highlight for the union. We are proud of all our members 

and enjoy telling your stories. 

The United Services Union is always looking out for 

Kyle Whalan 

and David 

Kent receiving 

the award 

members who go above and beyond in their chosen 

vocation. 

If you know of other union members who have 

achieved excellence either through work or outside 

of work, we would like to hear from you. Please 

contact your local union delegate or organiser and 

pass on the details. 


Supporting Careers at Clarence Valley Council 

In November we were in Grafton with our truck to spread our support for the Careers Expo and 

Forum held in Grafton on Wednesday 8 November 2023 in the Grafton Council Chambers. 

Clarence Valley Council held the Expo 

to promote the launch of its annual 

Apprentice & Trainee Program to support 

its Grow your own initiative. The 

expo promoted eight apprenticeships 

and traineeships currently advertised 

with Clarence Valley Council due to 

commence in early 2024. 

Leading up to this expo, Council staff 

put in a lot of work planning and promoting 

the day, which included posters 

with QR codes to the dedicated 

web page and application form, flyers, 

videos highlighting current staff 

journeys, radio interviews and social 

media posts. There was participation 

by a range of support services 

in the community who set up stalls 

on the day to provide information to 

interested participants, including the 

Grafton Country Universities Centre, 

Headspace, Nexus Human Services, 

TAFE NSW and more. 

Andrew Potter, Rachelle Passmore, Mayor Peter Johnstone, 

Murray Lane, Zoe Busch, Jess Kennedy, Alex Moar. 

motivation to apply for the role and 

why they believe they are suitable. 

There will not be formal interview 

processes to assess the candidates 

either. The plan is to organise assessment 

centres where shortlisted candidates 

will be working in groups on 

were 10 suitable written applications 

received across all positions with a further 

three weeks to the closing date. 

This is a very exciting result for 

Clarence Valley Council, as for many 

Councils over recent years it has been 

Alyson 

– headspace 

Shaun Ade and 

Danielle Shelley 

The expo and launch of this program 

has been timed for the end of the 

year to target not just career changers, 

but school leavers as they look 

to their future and what they might 

want to do after the year 10, 11 or 12 

school years come to a close. 

Following on from the expo, Council 

has changed their recruitment strategy 

to ensure that the application 

process is more inviting, with just two 

main questions about the candidates’ 

Rachel Selby and 

Monique Watling 

a variety of tasks to demonstrate the 

requirements of the roles. 

Once the new Apprentices and 

Trainees start, there will be regular 

group mentoring sessions where as 

a cohort they will be provided with 

structured support, including sessions 

with various external providers 

and experts from the community 

with a focus on their wellbeing and 

success in the workplace. 

The expo was very well attended and 

as a result, after one day of the roles 

being open for recruitment, there 

Mel-Jay and 

Nicole 

difficult to attract applicants in regional 

areas. It is an exciting step in 

securing talent for the years to come 

allowing current staff to pass on their 

wealth of knowledge and experience 

to ensure the successful operation of 

Council into the future. 

If you want to give your career a kickstart, 

an apprenticeship or traineeship 

is a great way to get ahead. 

The USU supports apprenticeships 

and their mentors each year with our 

New Gen Awards and we celebrate 

this initiative from Grafton Council. 


DO YOU NEED 

EXPERT LEGAL ADVICE? 

Carroll & O’Dea have a team of experts ready to assist with your legal needs. 

When it matters contact Carroll & O’Dea Lawyers. 

We are committed to supporting USU members throughout NSW. 

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

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

to the highest standard. 

Michael Barnes 

Partner 

Scott Dougall 

Partner 

Peter Lleonart 

Partner 

1800 059 278 

enquiry@codea.com.au 

www.codea.com.au 

Liability limited by a scheme approved under Professional Standards Legislation 

34 • United Summer 2023 Level 18, 111 Elizabeth Street, Sydney New South Wales 2000

REASONABLE ADJUSTMENTS FOR 

WORKERS IN PERFORMING THEIR DUTIES 

Employees, including USU members, 

who suffer injuries and consequential 

disabilities have a right to make 

requests of their employer for reasonable 

adjustments. 

Sometimes this only needs to be in the 

short term and sometimes it can be in 

the longer term. 

Limiting the current discussions to 

Local Government in New South Wales 

there is a need to consider the Anti- 

Discrimination Act (NSW) (ADA) and also 

have regard to the Workplace Health and 

Safety Act (NSW) (WHSA). 

The ADA has a broad definition of disabilities 

which includes past, future and even 

assumed disabilities. 

Under the Act it is unlawful to discriminate 

against an employee by denying the employee 

access to, or limiting the employee 

access to, opportunities for promotion, 

transfer, training or other benefits associated 

with their employment and of course 

this includes dismissing the employee. As 

to benefits, I submit this idea extends to 

include issues such as access to overtime 

and access to a rostered day off. 

The employer may want to argue it is not 

unlawful discrimination if the employee 

is not able to carry out the inherent requirements 

of their position or to carry 

out the inherent requirements but requiring 

assistance, something the employer 

might also claim poses an unjustifiable 

hardship. 

What justifiable hardship on 

a Council should involve an 

objective test. 

Each circumstance should be 

looked at on its merits. 

Hopefully commonsense prevails when 

you are dealing with a disability of a 

short-term nature, however this is not 

always the case, and it may be a matter 

where there is a need for early intervention 

with a view to having common sense 

in fact prevail. 

The employer may seek to argue that 

under the WHSA it is required to limit all 

risks as far as “reasonably practicable”. 

This can involve consideration of the likelihood 

of the risk of further injury to the 

employee with the disability. 

The employer may also want to argue it 

cannot accommodate a worker with a 

disability as the risk of further injury is 

too great to either the employee or their 

fellow employees. 

What is reasonably practicable is not 

exhaustively defined in the WHSA. It involves 

the weighing up of relevant matters 

including the likelihood of the risk occurring, 

the degree of harm which could 

result from the risk, and the availability 

of ways to eliminate or minimise the risk. 

Finally, whether the cost of seeking to 

eliminate the risk is “grossly disproportionate 

to the risk”. 

If an employee has a work-related injury 

which is causing continuing disabilities 

and restrictions, then in addition 

there are relevant provisions under 

the Workplace Injury Management and 

Workers Compensation Act 1998 (NSW) 

(WIM Act) which can come into play in 

terms of the provision of suitable duties. 

Under Section 49(2) if the worker is at 

least partially incapacitated the employer 

must provide employment that is both 

suitable employment and, in so far as 

reasonably practical, the same or equivalent 

to the employment which the worker 

was performing at the time of injury. 

Again, the employer has a defense if they 

can establish it is not reasonably practicable 

to provide employment. 

Again, this should be an objective test as 

to what is reasonably practicable. 

Disputes relating to these types of issues 

are best reviewed at an early stage. 

If you are an injured worker and your 

employer is refusing to provide suitable 

duties or is withdrawing suitable duties, 

then you should most certainly speak to 

your union and raise the issue of having 

a referral to discuss the issue with Carroll 

& O’Dea Lawyers. Quite often employers 

are providing suitable duties up until 

the insurer may decline liability. Then, 

like a puff of smoke, suitable duties are 

no longer available. Merely declining liability 

does not take away the employer’s 

obligation under Section 49 and a dispute 

can be taken to the Personal Injury 

Commission 

Non-work-related disabilities can certainly 

be looked at through negotiation at the 

local level with the employer to try and 

reach an accommodation and as well it is 

open to lodge a complaint with the Anti- 

Discrimination Board. There are time limits 

for lodging complaints with the Anti- 

Discrimination Board and accordingly it 

is important when you become aware of 

these issues to seek early advice so that 

you are not in a position where you are 

excluded because you have been late in 

lodging a complaint. 

Under the Industrial Relations Act 1996 

(NSW) (IR Act) the objects of the Act 

include prevention and elimination of 

discrimination in the workplace and, in 

particular, to ensure equal remuneration 

for men and women doing work of equal 

or comparable value. It can certainly be 

argued that the failure to make a reasonable 

accommodation is an act of discrimination 

and it is a matter you could discuss 

with your union in relation to the way 

you are being treated in the workplace. 

There are many factors to take into account 

in these often contentious debates 

as to what is the nature of the restriction, 

what is the risk of injury and what is the 

reasonable accommodation or what is 

the unjustifiable hardship. 

Early advice is essential to fine tuning an 

approach to these issues where hopefully 

the employee can remain in service and 

make a valuable contribution to the employer 

and the wider community within 

the scope of their restrictions. 

By Michael Barnes, Partner 


RIVERSIDE RESORT AT PORT 

Our motel is open 

While we’re continuing the process of redesigning and 

rebuilding our caravan park, the Riverside motel is open. 

Come and stay at our beautiful motel, with waterfront 

rooms looking over the stunning Hastings River. Have a 

fish or just relax and keep an eye out for dolphins swimming 

in the river! 

What about our Summer 2024/25 ballot? 

Don’t forget: the ballot for the 2024 Holiday season bookings 

will open early in 2024. You can check out usu.org.au/ 

ballot24 for the latest information on entering the ballot 

for holiday season bookings. 

Caravan Park update 

In March 2021, a catastrophic flood destroyed the 

Riverside Resort’s cabins. 

We’ve been working with geotechnical experts, council, 

crown lands, town planners, engineers, and cabin 

manufacturers to ensure that the rebuilt caravan 

park will be able to withstand the worst flooding we 

can expect to see over the next 50 years, even taking 

into account worst-case scenario sea level rise. 

We’ve almost completed the engineering necessary 

to begin installing new raised, flood-resilient cabins. 

We know it’s taken time, but we’re dedicated to getting 

this right and ensuring that Riverside Resort will 

be there for generations of USU members to come. 

We look forward to welcoming members 

back in 2024. 

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


HOW TO DEAL WITH 

WORKPLACE ISSUES 

At times, things don’t quite go to plan at work and you may encounter difficulties or issues 

with customers, co-workers or your employer. 

Occasionally these matters can’t be worked out easily and may need assistance to be resolved. 

If this happens it is very important to keep records of the issue just in case you are required to 

discuss the matter in a meeting. 

FILE NOTES: 

File notes are a simple method of keeping track of what 

has happened in relation to a specific issue. 

A file note is simply a record of what has occurred. 

IT SHOULD INCLUDE: 

clock 

CHALKBOA 

COMMENTS 

user-alt 

Sad-Tear 

The time and date of the incident 

Where it occurred – email or in person, where? 

Who said / did what to who 

If anyone else was there to witness it 

You can also add how an incident made you feel, 

this is important because you have a right to feel 

respected and safe at work 

If the issue 

was in email 

form 

If the issue 

was via text 

If the issue 

was in person 

keep a copy of any relevant emails. 

keep a copy of the messages. 

note the date and time of the 

interaction and whether anyone else 

witnessed the behaviour. 

Union members should contact their USU official to 

ask for help in resolving workplace issues – the earlier 

they are addressed the easier they are to resolve. 

USU OFFICIALS CAN ASSIST IN A 

NUMBER OF WAYS, INCLUDING: 

pen writing to the employer on the member’s behalf 

attend meetings with members and 

management to assist in resolving issues 

Refer the matter to the Fair Work Commission if 

it remains unresolved 

NOTE: Union officials actively participate in these processes 

– they are not just there as a support person. 

Once again, if you are experiencing difficulties in 

your workplace contact your local USU official or our 

Support Team on 1300 136 604 for advice. 

Do you know workmates who are not USU members 

– feel free to show them this information and encourage 

them to join the Union. 


IS YOUR POSITION 

GRADED CORRECTLY? 

The USU negotiated a new grade for our member who received a back payment of 

approximately $9,000 and an increase in his annual income of approximately $8000 per year. 

A member contacted the Mid 

North Coast Organiser Damien 

Welsh in July this year in relation 

to a possible job re-evaluation due 

to his current position evolving 

over several years. 

The member stated that he had 

been “trying to get somewhere 

with Council and management 

for approximately 12 months with 

no luck”. 

After the initial phone conversation, 

the member and Damien 

met to discuss the issue. During 

the conversation Damien asked 

if the member had his current 

and old Position Description (PD), 

and a list of what has potentially 

changed, and any details of 

works/projects undertaken that 

the member may have kept in a 

diary or such. 

Always keep your paper work! 

Thankfully the member had been 

keeping a detailed diary for the 

work that he had been undertaking 

and how this didn’t align to 

his current PD. The member also 

had the first PD and the last PD 

evaluated in approximately 2018, 

email evidence of Council asking/ 

requiring him to undertake the 

new duties, and his annual review 

in which it stated that these new 

duties were expected of him to 

meet his KPI’s for the year. 

With all the information provided 

Damien and our member 

went to see the HR Manager and 

requested an evaluation of his 

position, due to the possibility 

that the current grade may not 

be correct. 

After explaining the details 

of what we believed to have 

changed and went through information 

that was collected, the 

HR Manager immediately agreed 

to do an evaluation and gave an 

undertaking that Council would 

“back date” the payment to when 

it was first raised with Council by 

the member. 

The process began with the 

member and the Organiser going 

through the job evaluation forms 

to give the “incumbent’s view” 

on what takes place in the position. 

Council had a new Manager 

of the section undertake this 

process, which saw some differences 

between the two parties, 

mainly due to the Manager not 

fully understanding the member’s 

job. After a couple of meetings 

an agreed evaluation was 

presented to the HR Manager for 

input into the evaluation system. 

After the initial input a meeting 

was held with the HR Manager 

and the Organiser to discuss the 

outcome. The outcome was that 

the position went up a grade, and 

Council sought to have the member 

go over the closet monetary 

value in the new grade, which was 

2 steps from the top of the salary 

system progression. 

Council also stated that the back 

pay will only go to July 2023 as 

this was the first time it was identified 

with Council. 

New grade and backpay! 

Damien negotiated with the HR 

Manager that the member be 

placed on the “top step” of the 

new grade and that the backpay 

goes back to July 2022, due to the 

fact that the member had been 

enquiring with management 

since then with no luck, albeit 

even if it wasn’t with HR. 

The member received a back payment 

of approximately $9,000 

and an increase in his annual income 

of approximately $8000 per 

year. The member was extremely 

happy as this will also increase his 

superannuation payments with 

the “defined benefits scheme” 

moving forward when he retires. 


JOB 

EVALUATION 

Recently in the North there have been several disputes regarding Job Evaluation 

and members being required to work above their position description. 

Since 8 June 1992 where Local Government moved to a skills-based award rather 

than the prescriptive awards that preceded it, all jobs must have a position 

description that adequately reflects what they do, and this should be evaluated to 

properly reward our members for the duties, skills & accountability that they bring 

to the role. 

Over times our jobs change and when they do you should be requesting a reevaluation. 

If you are required to work above your position description you are 

entitled to higher grade pay as a minimum. 

The Council is also required to ensure that there is equity across the organisation. 

This means that if you are at a particular grade and a like position within the 

organisation is at a higher grade then you should ask for the reasoning behind this. 

Councils use different job evaluation tools however all of these must be reflective 

of the minimum entry level rates of pay contained within the Local Government 

(State) Award. 

In 1992 the industry parties also agreed to indicative classifications that should 

equate to the Bands & Levels within the Award. 

Critically, if you have concerns as to your grade, your position description or job 

evaluation, you should put a grievance in. 

Furthermore, we also have recently had a council not recognise the Union’s 

Grievance form. Councils are legally bound to accept them so don’t accept it if your 

Council does not recognise them. Contact your organiser immediately as this will 

be resolved quite quickly. 

USU grievance forms are readily available from your Delegate, 

Organiser or our website www.usu.org.au. 


USU CONTRIBUTIONS 

2024 

INCOME THRESHOLDS 

Arrow-Do 

2024 - METROPOLITAN COUNCIL/ AUSGRID/ PRIVATE SECTOR PICNIC TICKET RATES 

Annual Quarter Month Fortnight Week 

A Full (earning more than $756.53pw) 648.96 162.24 54.08 24.96 12.48 

B 75% Rate (earning $756.53pw or less) 494.00 123.50 41.17 19.00 9.50 

C 50% Rate (earning $504.35pw or less) 339.56 84.89 28.30 13.06 6.53 

D 25% Rate (earning $252.18pw or less) 184.60 46.15 15.38 7.10 3.55 

2024 - REGIONAL COUNCIL, PRIVATE SECTOR & ENERGY NON PICNIC TICKET RATES 


E Full (earning more than $756.53pw) 619.32 154.83 51.61 23.82 11.91 

F 75% Rate (earning $756.53pw or less) 464.36 116.09 38.70 17.86 8.93 

G 50% Rate (earning $504.35pw or less) 309.40 77.35 25.78 11.90 5.95 

H 25% Rate (earning $252.18pw or less) 154.96 38.74 12.91 5.96 2.98 

2024 - AIRLINES MEMBERS INC PICNIC TICKET ($8.80pa levy applies) 


I Full (earning more than $756.53pw) 657.76 164.44 54.81 25.30 12.65 

J 75% Rate (earning $756.53pw or less) 502.80 125.70 41.90 19.34 9.67 

K 50% Rate (earning $504.35pw or less) 348.36 87.09 29.03 13.40 6.70 

L TAB & Agencies - Casuals Per Hour: 0.38 All rates include GST. 

M TAB & Agencies - Junior Casuals Per Hour: 0.26 

For more information contact 

the USU on 1300 136 604. 

The following regional councils have different picnic levies - Ballina Council, Central Coast Council, Coffs Harbour Council, 

Mid Coast Council, Narrabri Council, North West Councils, Warren Council, Wollongong City Council. Please refer to the 

USU website for further fee information (including varying picnic fee levies). 

PAYMENT OPTIONS: 

Direct Debit: 

Payroll Deduction: 

Direct Payment: 

Union Contributions are deducted Weekly, Fortnightly, Bi-Fortnightly, Monthly or Quarterly 

from the member’s credit card or bank, building society or credit union account. 

Members’ contributions are deducted from their pay and forwarded to Union office (where 

the employer provides this facility) 

Members receive an invoice and may pay by mailing a cheque, providing a credit card 

number, via Bpay or by cash over the counter. 


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COLOUR ME IN 

Winners will be awarded: 

Ages 8-12 years and Ages up to 7. 

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

Sydney for your chance to win some great prizes. 

Name:_____________________________________ 

Age: _ _____________________________________ 

Address: ___________________________________ 

GREAT 

PRIZES 

TO BE 

WON! 

__________________________________________ 

How much did Santa’s sleigh 

cost? It was on the house. 

Which of Santa’s reindeer are 

dinosaurs afraid of? Comet. 

What’s Santa’s favourite 

type of music? Wrap. 

Why is Santa so good at karate? 

He has a black belt. 

HELP SANTA 

FIND THE TREE! 


AUSTRALIAN MUNICIPAL, ADMINISTRATIVE, CLERICAL AND SERVICES UNION 

NSW LOCAL GOVERNMENT, CLERICAL, ADMINISTRATIVE, ENERGY, AIRLINES & UTILITIES BRANCH 

SUMMARY OF FINANCIAL REPORT FOR THE YEAR ENDED 30 JUNE 2023 

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

Work (Registered Organisations) Act 2009. 

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

request. 

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

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

STATEMENT OF COMPREHENSIVE INCOME FOR THE YEAR ENDED 30 JUNE 2023 

Note 2023 2022 

$ $ 

INCOME 

Contributions 

Less Services Fee United Services Union 

70,546 

(70,546) 

69,459 

(69,459) 

Interest Income 2,404 27 

Contribution received for funding of Branch 

Profit on sale of property 

Sundry Income 

Other Income 

904,080 

- 

8,982 

7,662 

937,263 

463,713 

19,922 

- 

TOTAL INCOME 923,128 1,420,925 

LESS EXPENDITURE 

Depreciation - 1,433 

Other Expenses 927,076 964,721 

TOTAL EXPENDITURE 927,076 966,154 

TOTAL COMPREHENSIVE INCOME FOR THE YEAR (3,948) 454,771 

STATEMENT OF FINANCIAL POSITION AS AT 30 JUNE 2023 

2023 2022 

$ $ 

ASSETS 

Current Assets 677,160 694,637 

TOTAL ASSETS 677,160 694,637 

LIABILITIES 

Current Liabilities 8,402 21,931 

TOTAL LIABILITIES 8,402 21,931 

NET ASSETS 668,758 672,706 

ACCUMULATED FUNDS AND RESERVES 668,758 672,706 

2 

44 • United Summer 2022

STATEMENT OF CHANGES IN ACCUMULATED FUNDS AND RESERVES 

FOR THE YEAR ENDED 30 JUNE 2023 

Accumulated 

Funds 

Total 

$ $ 

Balance at 30 June 2021 217,935 217,935 

Total Comprehensive Income 

for the Year 454,771 454,771 

Balance at 30 June 2022 672,706 672,706 

Total Comprehensive Income 

for the Year (3,948) (3,948) 

Balance at 30 June 2023 668,758 668,758 

AUDITORS' CERTIFICATE 

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

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

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

June 2023. Our Auditors' Report dated 25 September 2023 on the Financial Report did not contain 

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

Organisations) Act 2009. 

Bentleys Sydney Audit Pty Ltd 

Michael Payne 

Director 

Sydney 

Date: 25 September 2023 

United Summer 2022 • 45

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

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

ADMINISTRATIVE, 

SUMMARY OF THE 

ENERGY, 

FINANCIAL 

AIRLINES 

REPORT 

& UTILITIES 

FOR THE YEAR 

UNION 

ENDED 31 DECEMBER 2022 

FOR THE YEAR ENDED 31 DECEMBER 2022 

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 2022 

INCOME 

Contributions 

Accommodation 

Note 2022 2021 

$ $ 

13,822,728 

430,803 

14,189,802 

435,179 

Interest 527,365 396,247 

Distributions from Financial Assets 109,771 72,955 

Other Income 1,068,558 746,444 

Surplus on Disposal of Assets (216,855) 3,131,870 

TOTAL INCOME 15,742,370 18,972,497 

LESS EXPENDITURE 

Depreciation 897,557 826,370 

Employee Benefits Expense 7,663,930 7,579,533 

Other Expenses 6,310,449 5,505,278 

TOTAL EXPENDITURE 14,871,936 13,911,181 

NET SURPLUS FOR THE YEAR - GENERAL FUND 870,434 5,061,316 

Net (Decrease)/Increase in Fair Value Asset (1,030,536) 887,732 

TOTAL COMPREHENSIVE INCOME FOR THE YEAR (160,102) 5,949,048 

1 

46 • United Summer 2022

SUMMARY OF THE FINANCIAL REPORT OF 

NEW SOUTH WALES LOCAL GOVERNMENT, CLERICAL, 

ADMINISTRATIVE, ENERGY, AIRLINES & UTILITIES UNION 


STATEMENT OF FINANCIAL POSITION AS AT 31 DECEMBER 2022 

2022 2021 

$ $ 

ASSETS 

Current Assets 34,828,532 34,799,232 

Non-Current Assets 8,728,167 9,014,941 

TOTAL ASSETS 43,556,699 43,814,173 

LIABILITIES 

Current Liabilities 5,200,454 5,280,231 

Non-Current Liabilities 147,153 164,748 

TOTAL LIABILITIES 5,347,607 5,444,979 

NET ASSETS 38,209,092 38,369,194 

ACCUMULATED FUNDS AND RESERVES 

Accumulated Funds 38,257,020 37,386,586 

Fair Value through Other Comprehensive 

Income Investment Reserve (47,928) 982,608 

ACCUMULATED FUNDS AND RESERVES 38,209,092 38,369,194 

STATEMENT OF CHANGES IN ACCUMULATED FUNDS AND RESERVES 


Accumulated Available- Total 

Funds 

for-Sale 

Investment 

Reserve 

$ $ $ 

Balance at 1 January 2021 32,325,270 94,876 32,420,146 

Net reduction in value of 

Fair Value Through Other 

Comprehensive Income Assets - 887,732 887,732 

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

Balance at 31 December 2021 37,386,586 982,608 38,369,194 

Net reduction in value of 

Fair Value Through Other 

Comprehensive Income Assets - (1,030,536) (1,030,536) 

Net Loss for the Year 870,434 - 870,434 

Balance at 31 December 2022 38,257,020 (47,928) 38,209,092 

2 

SUMMARY OF THE FINANCIAL REPORT OF 

NEW SOUTH WALES LOCAL GOVERNMENT, CLERICAL, 

ADMINISTRATIVE, ENERGY, AIRLINES & UTILITIES UNION 


AUDITORS' CERTIFICATE 

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

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

the year ended 31 December 2022. Our Auditors' Report dated 8 June 2023 on the Financial 

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

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

1996. 

Bentleys Sydney Audit Pty Ltd 

Michael Payne 

Director 

Sydney 

Date: 8 th June 2023 

United Summer 2022 • 47

Metro 

USU PICNIC DAY 2024 

YOU VOTED AND 

THE WINNER IS 

TARONGA ZOO! 

Thank you to everyone who 

participated in the Metro 

Picnic Competition. 

The holiday winner will be 

drawn on Picnic Day. 

FRIDAY 8TH 

MARCH 2024 

CAN’T WAIT TO 

SEE YOU THERE! 

FIND OUT MORE: 

WWW.USU.ORG.AU/PICNIC2024

United magazine Summer 2023

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