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sda tastalkOFFICIAL JOURNAL OF THE SHOP, DISTRIBUTIVE AND ALLIED EMPLOYEES’ ASSOCIATION, TASMANIAN BRANCH WINTER 2016

Members from Coles Supermarket Burnie: Nikki Wells,

Isabell Wells (Delegate and State Councillor), Paul Griffi n

(SDA General Secretary) with member for over twenty years,

Katrina Rickards.

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your

uni

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your unionSDA TASMANIAN BRANCH

PAUL GRIFFINGeneral Secretary

and Southern Enquiries

JAMES RUSSELLAssistant to General Secretary

and WorkCover Officer

CAROL WADLEYEducation Training

Officer and Women’s Officer

ANDREW COYLENorth West Organiser

and Recruitment Officer

JODEE INCHES Southern and Fast Food

Organiser

JANINE WILSONOffice

Manager

KAREN BROWNAdministration

Assistant

MELISSA READSouthern Organiser and

Fast Food Recruiter

HEAD OFFICE: 72 York Street (PO Box 1289),

Launceston Tas 7250 Phone 6331 8166 E-mail [email protected] Website www.sdatas.asn.au

HOBART OFFICE: Phone 6234 1118

Our Top Tipsters!The footy season’s in full swing, and so’s our tipping competition. Congratulations to our top tipsters to date:

Round 1: Belinda Bailey, Kmart Racecourse

Round 2: Jessica Moate, K&D Glenorchy

Round 3: Daniel Steiner, Coles Kingston

Round 4: Jenny Stewart, KFC Mowbray

Round 5: Jennifer Reid, Coles Northgate

Round 6: Michael Wall, Coles Eastlands

Round 7: Maxine Saltmarsh, Coles Ulverstone

Round 8: Zachary Cook, Myer Hobart

Round 9: Damien Smith, Coles Logistics

Round 10: Katrina Narracott, Big W Kingston

BY PAUL GRIFFIN,GENERAL SECRETARY

YOU CAN MAKE A DIFFERENCECommission (the Independent Umpire) by stripping it of its power to set award wages, to set the annual wage review, and cemen ng working condi ons in nearly all industries.

Further, the Produc vity Commission proposes that the Federal Liberal Government legislate for new “Employment Contracts” which is a rebirth of Australian Workplace Agreements (AWAs) which were introduced during the previous Liberal Government of John Howard where wages and condi ons were slashed.

These AWAs saw the removal of penalty rates, public holidays, tea breaks, over me and 17½% annual leave loading from workers contracts of employment.

Not only was the Liberal Government defeated, it saw the defeat of the Prime Minister at the me, losing his own seat as well.

It is important that SDA members are not returned to such draconian laws where nego a on is non existent and it’s either take it or leave it!

CHOOSE CAREFULLYFortunately, we live in a democra c country and we are able to place our vote in a secret ballot for whichever Party we choose.

Nevertheless, Federal Opposi on Leader Bill Shorten has promised that upon the elec on of a Labor Government, the ALP will make a submission to the Fair Work Commission suppor ng penalty rates.

When placing your vote on 2 July, please think carefully about how your future working condi ons, and those of your family and workmates might be aff ected by the result of the Federal Elec on.

For many years, the Tasmanian Branch of the SDA has maintained and defended penalty rates for its members, whether under the Retail Trades Award in the former State Industrial system or – since the early 1990s – under the Enterprise Bargaining Agreements process, when many of our members enjoyed higher wages and improved working condi ons.With a Federal Elec on to be held on 2 July, it is important that members consider where they will place their preferred vote because of the a ack on penalty rates by a considerable number of poli cians throughout the country.A large number of our members, at some stage in their work roster, work on a Sunday and the higher rate forms part of their weekly or fortnightly budget. In eff ect, any reduc on of penalty rates would mean a cut in their normal take-home pay.The Federal Government is pursuing an a ack on penalty rates by the se ng up of a Produc vity Commission to inves gate the need for penalty rates.The Produc vity Commission is a right-wing deregula onist body and is a servant of the major employer groups. It is fairly clear that its recommenda ons will include slashing penalty rates.Accordingly, its report has been used to support the employer case in the Fair Work Commission calling for penalty rates to be reduced.It is interes ng that the Produc vity Commission decision will not be brought down un l a er the Elec on.

No ma er what the case, any decision will aff ect our members in retail, fast food and hospitality in their rela ve Awards or Enterprise Agreements.

These members are in low-paid industries and it is only the Na onal Modern Awards that the Liberal Government has targeted in slashing penalty rates.

If penalty rates in the General Retail Industry Award are reduced, it sets the standard when nego a ng to maintain the current, already higher rates, in SDA Agreements. It will make future nego a ons of enterprise bargaining extremely diffi cult.

Penalty Rates are important to many of our members. Family and workmates may also be aff ected if members’ take-home pay is reduced by the slashing of Sunday and/or Public Holiday rates.

In some cases, members have voted in favour of a higher base rate of pay with a lesser penalty for working unsociable hours - the benefi t being a much higher hourly rate of pay for all standard hours.

This has only occurred in an occasional individual collec ve agreement where, in some workplaces, it may be seen as a be er op on. However, in most Agreements, the Sunday and Public Holiday penal es prevail.

It should be remembered that retail workers in Australia are provided with some of the highest retail rates of pay in the world, if not the highest.

The reality is that if workers did not join the SDA, their pay, condi ons, penalty rates and leave en tlements would not exist.

OTHER ITEMS UNDER ATTACKOther recommenda ons by the Produc vity Commission include a fundamental a ack on the Fair Work

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BY JAMES RUSSELL,ASSISTANT TO GENERAL SECRETARY

The SDA con nues to work hard to get the best possible wages and condi ons for members, and this year, the work has con nued. Here’s where we’re at in some of the current nego a ons.

TARGET: The Target Australia Retail Agreement is due to expire on 31 July 2016, with a Log of Claims compiled. However, the company has made contact with the Union and, in line with what has been reported in the media, Wesfarmers is undertaking an extensive overview of all parts of the Target business, and are in the throes of making decisions on cost-cu ng.Subsequently, the company is seeking to extend the expiry date of the current Agreement for a further 12 months into 2017, with a proposal for an interim wage increase accordingly. Results will be extended to Delegates and members in due course, following a decision by the SDA in regard to extending the Agreement expiry date.

MCDONALD’S: The Tasmanian Branch of the SDA fi rst held discussions with McDonald’s in 2009, when employees were engaged on the lowest rate of the State Award for fast food workers, in order to unionise the company and gain higher rates of pay and condi ons. It was not easy, as outlets throughout the State were operated as franchise businesses of McDonald’s. Nevertheless, the SDA was successful, and an Agreement was struck with wage increases from 2009 rising by 28.5%. The CPI for the same period has risen by 17.4%The current weekly rate for full- me adult members is $758.61, with a further 4.5% ($34.15) increase from the fi rst full pay period on or a er 1 July 2016, taking the adult weekly wage to $792.75 or $20.86 per hour. The casual loading will rise from 24% to 25% from 1 July 2016.Prior to 2010, the State-based Award provided for a low-wage Introductory Level. With the implementa on of the Agreement, this Level was abolished.

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TASMANIAN PUBLIC HOLIDAYS 2016 - 2017

Event 2016 2017

New Year’s Day 1 January each year. Friday 1 January

Sunday 1 January

New Year’s Day Public Holiday

If it falls on a Saturday or Sunday, the holiday is on the following Monday.

N/A Monday 2 January

Australia Day Tuesday 26 January

Thursday 26 January

Royal Hobart Regatta (South)

Second Monday in February. (All parts of Tasmania South of, and including, Oatlands and Swansea. Excludes Bronte Park, Catagunya, Strathgordon, Tarraleah, Wayatinah and the West Coast.)

Monday 8 February

Monday 13 February

Eight Hours Day Second Monday in March Monday 14 March

Monday 13 March

Good Friday Friday 25 March

Friday 14 April

Easter Monday Monday 28 March

Monday 17 April

Easter Tuesday Restricted public holiday, currently observed by certain Awards/Agreements and the State public service.

Tuesday 29 March

Tuesday 18 April

Anzac Day 25 April each year. Monday 25 April

Tuesday 25 April

Queen’s Birthday Second Monday in June each year. Monday 13 June

Monday 12 June

Burnie Show Day Friday before first Saturday in October each year. (Municipal areas of Burnie, Waratah-Wynyard and West Coast.)

Friday 30 September

Friday 30 September

Launceston Show Day

Thursday before the second Saturday in October. (Municipal areas of Break O’Day, Dorset, George Town, Launceston, Meander Valley, Northern Midlands, West Tamar.)

Thursday 6 October

Thursday 12 October

Hobart Show Day The Thursday before the fourth Saturday in October. (All of Tasmania south of and including Oatlands and Swansea also Bronte Park, Strathgordon, Tarreleah and Wayatinah - excludes West Coast.)

Thursday 20 October

Thursday 26 October

Recreation Day (North)

First Monday in November. (All parts of Tasmania in which a statutory holiday is not observed for the Royal Hobart Regatta.)

Monday 7 November

Monday 6 November

Devonport Show Day

Friday nearest the last day in November but not later than 1 December. (Municipal areas of Devonport, Kentish and Latrobe.)

Friday 25 November

Friday 1 December

Christmas Day 25 December each year. Sunday 25 December

Monday 25 December

Christmas Day Public Holiday

If Christmas Day falls on a Saturday, the following Monday is observed as the public holiday. If it falls on a Sunday, the following Tuesday is observed as the public holiday.

Tuesday 27 December

N/A

Boxing Day Public Holiday

If Boxing Day falls on a Saturday, the following Monday is observed as the public holiday. If it falls on a Sunday, the following Tuesday is observed as the public holiday.

Monday 26 December

Tuesday 26 December

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PENALTY RATES CAMPAIGNThe Branch has been ac vely involved in the SDA’s na onal campaign to protect penalty rates.It is important that the SDA is at the forefront of this campaign, and we have joined with other unions, including United Voice and the Health Services Union, in keeping up the fi ght and con nuing to inform the community that reduc ons in penalty rates are unfair .To date, the Turnbull Government has refused to commit to maintain penalty rates for people who work weekends, nights and public holidays, despite the clear evidence that cu ng penalty rates would hit workers and their families hard.As many of our members budget from week to week, in many cases, this means a reduc on in their take-home pay.The Branch has joined with many volunteers in the ACTU’s ‘Building a Be er Future’ campaign, where weekend doorknocks have taken place and calls have been made nightly with the aim of asking like-minded people to consider pu ng the Liberals last on the ballot paper when they’re at the ballot box on Saturday 2 July.

THE BUDGETThis fi ght is not only about cuts to penalty rates but the Turnbull/Morrison Budget which con nues cuts to schools and hospitals. Around $57b has been cut from our public hospitals,

resulting in less money to employ nurses and doctors, fewer beds and longer emergency and elective surgery waiting times.

Around $30b (including the $4.5b for the last two years of the Gonski reforms) has been cut from schools, taking away opportunities for our children to have the best start in life.

NEW INTERNSHIP PROGRAM – FOR WHAT?Some two years ago, the Government cut $1 billion from appren ceships and, rather than replacing them even par ally, we are now given an American-style internship program which is paid for by the taxpayer. Those engaged in such a program will get paid $200

above income support. They will get $4.00 per hour, which is well below the

minimum wage. Internships will last no longer than 12 weeks.Such a strategy is a totally inadequate method of a emp ng to solve the youth unemployment problem, which na onally stands at 12%.We need formal, well-paid appren ceships and new funding for TAFEs with protec ons for students facing a deregulated market.

DAN MURPHY’S: Dan Murphy’s liquor outlets are coming into the State with the fi rst store to open in Launceston in August, with another two to open in the fi rst half of 2017. Dan Murphy’s employees are covered by an SDA Enterprise Agreement in mainland States, and this Agreement will apply in Tasmania.

KMART: During nego a ons with the company in April, it became clear that discussions would not be fi nalised before the expiry of the current Agreement (30 April 2016). Subsequently, the company has sought a 12-month extension to the 2012 Agreement and has agreed to the SDA’s claim of a 3% interim wage increase to be made in two instalments.The fi rst increase of $11.75 will be applied from 1 May, with a second increase of the same amount on 1 November 2016. Any delays to the fi rst increase will be backpaid to 1 May and this is confi rmed in a Le er of Understanding for the 12-month period un l 30 April 2017.

WOOLWORTHS: The Woolworths Agreement is being held up by some further dra ing issues, mainly around classifi ca on tables and one or two individual State issues.

COLES SUPERMARKETS: Although the Agreement is in opera on, an appeal by an employee in Queensland remains live in the Fair Work Commission.

SUZANNE GRAE: A Memorandum of Understanding has been signed with Suzanne Grae to con nue to apply the 2012 Enterprise Agreement, with an increase of wages refl ec ve of the 2016 Na onal Wage Case. Such increase will be made in October 2016.

SANITY ENTERTAINMENT: Discussions have been held with this company, resul ng in a similar document to the above, with a Memorandum Of Understanding that commits to applying the 2016 July Na onal Wage Case, as well as commi ng to a new Agreement being in place by 30 June 2017.

COLES SUPERMARKETS: On 31 May, the Fair Work Commission handed down its decision on the Coles Enterprise Agreement, determining that it should remain in place, and confi rming that the vast majority of Coles workers are be er off .However, it was also determined that a small number of workers were inadvertently found to be worse off and that the company has un l 10 June to commit to undertakings to ensure that this small group is not worse off .If the company fails to meet this commitment on me, the Agreement will be terminated.It should be remembered that the base rate of the Agreement pays full- me workers approximately $100 per week above the Modern Award rate.

USTRIAL NEWS

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Currently, there is a major a ack on penalty rates for Sunday work and for work on public holidays in the retail, fast food and hospitality industries.

This is not the fi rst a ack on penalty rates the SDA has faced.

In 2012, the SDA faced a major a ack on penalty rates in the retail industry in the Modern General Retail Industry Award.

The Union strongly opposed any reduc on in penalty rates, engaged an industrial barrister and expert witness evidence to defend penalty rates, and successfully defended our penalty rates a er a long and extensive case.

On that occasion, the Labor Government made a submission suppor ng penalty rates.

But this occasion is diff erent. The Federal Government is involved against us.

SUNDAY AND PUBLIC HOLIDAY PENALWORKING AGAINST USThe current Federal Government has given enormous assistance to employers’ groups in the a ack on penalty rates in the retail, fast food and hospitality industries.

The Federal Government referred the ma er of penalty rates to a review by the Produc vity Commission a er numerous calls by Liberal Members of Parliament for the reduc on or aboli on of penalty rates.

The Produc vity Commission is a right-wing deregula onist body which is always in favour of deregula on of everything. It has no exper se whatsoever in industrial rela ons.

All experienced industrial observers expected it to recommend a reduc on in penalty rates. That is exactly what happened – to the pleasure of many in the Liberal Party.

The Produc vity Commission predictably recommended a reduc on in the Sunday penalty rate to me-and-a-quarter.

ONE RULE FOR SOME, A DIFFERENT RULE FOR OTHERSThis is a major a ack on the take-home pay of lower-paid workers and would be devasta ng for many SDA members.

The Chairman of the Produc vity Commission receives remunera on of more than $500,000.

He is telling workers on $37,000 a year that they need to take a wage cut.

Predictably, the employers tabled the report of the Produc vity Commission in the Fair Work Commission in the hearing on penalty rates arguing that it was somehow “expert evidence” which supported the cu ng of penalty rates.

This report which was produced at the insistence of the Liberal Party has now been used to a ack our penalty rates.

This was always the intent. It was always intended by the Liberal Party to be an avenue to a ack the penalty rates and take-home pay of our members.

LIBERAL AND NATIONAL PARTY MEMBERS ATTACKING PENALTY RATES...

Here is where Government MPs stand on the issue of weekend penalty rates. These MPs have expressed support for cu ng penalty rates:

34 COALITION MPS ON THE RECORD AGAINST PENALTY RATES: Malcolm Turnbull (Lib)

Alex Hawke (Lib)

Andrew Broad (Nat)

Andrew Laming (Lib)

Andrew Nikolic (Lib)

Angus Taylor (Lib)

Anne Ruston (Lib)

Bob Baldwin (Lib)

Bridget McKenzie (Nat)

Cory Bernardi (Lib)

Craig Kelly (Lib)

Craig Laundy (Lib)

Dan Tehan (Lib)

Dennis Jensen (Lib)

Ewen Jones (LNP Qld)

George Christensen (LNP Qld)

Ian Macdonald (Lib)

Jane Prentice (LNP Qld)

Joe Hockey (Lib retired)

John Williams (Nat)

Josh Frydenberg (Lib)

Luke Simpkins (Lib)

Mal Brough (LNP Qld)

Matthew Canavan (LNP Qld)

Melissa Price (Lib)

Michaelia Cash (Lib)

Nola Marino (Lib)

Russell Broadbent (Lib)

Scott Buchholz (LNP Qld)

Sean Edwards (Lib)

Sharman Stone(Nat)

Warren Entsch (LNP Qld)

Wyatt Roy (LNP Qld)

Zed Seselja (Lib)


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“LABOR IN GOVERNMENT WILL INTERVENE IN PROCEEDINGS TO MAKE A FURTHER SUBMISSION TO THE FAIR WORK COMMISSION (FWC), IN FAVOUR OF

RETAINING PENALTY RATES.”For more informa on on Labor’s penalty rates policy, go to

100posi vepolicies.org.au/protect_weekend_penalty_rates

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PROTECTING YOUOnce again, we have engaged an industrial barrister who led expert witness evidence to defend Sunday and public holiday penalty rates from the a ack launched by the Liberal Party combining with the employers.

A er a lengthy case, the hearing is concluded and we are awai ng a decision.

SDA members should be aware that the Federal Liberal Government is not on your side. It is on the side of employers who want to slash your penalty rates and take-home pay.

ALTY RATES STILL UNDER ATTACK

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SDA SAMSUNG VR COMPETITIONTo go into the draw, simply fill in this coupon and send it to

SDA Tasmanian Branch, 72 York Street, Launceston Tas 7250 by 5 August 2016Full name: ........................................................................................................................................................................................................................................Address: .............................................................................................................................................................................................................................................................................................................................................................................................................................................................. Postcode ........................SDA Membership Number: ....................................................................................................................................................................................................E-mail Address: .............................................................................................................................................................................................................................Date of Birth: .................................................................................................................................................................................................................................Phone: Home.......................................................................................................Mobile.............................................................................................................Employer: .......................................................................................................Location................................................................................................................

Type of Employment: Full-Time Part-Time Casual Hours per Week: 20-40 hours 10-20 hours Less than 10 hours

OUR WINNERSCongratulations to the winners of our $50 fuel vouchers from the Autumn competition:

– Helen Abbott, Becks Hardware Ulverstone– Lee Watkinson, Woolworths Shoreline– Kellie Boon, Kmart Newtown– Gregory Foster, Woolworths Mount Street

WIN! WIN! WIN!

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WIN A SAMSUNG VRThis innovative virtual reality headset launches you into an immersive world that features a 360-degrees surround viewing experience.

Just complete the coupon below and send it in to us by 5 August 2016 to be in the draw to win this great prize!

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A number of unionists carried out a ‘honkathon’ at the Bass Highway intersec on in Burnie on Saturday 21 May, followed by a march to Bre Whiteley's offi ce (Federal Liberal Member for Braddon) in protest to any reduc on of penalty rates.

Along with our members (pictured above, and in The Advocate, right) from Coles Supermarket Burnie, one other member, Sharyn Belkner, joined in the honkathon and the protest march through the streets to the MP's offi ce.

The rally was the culmina on of a three-day blitz of door-knocking and le erboxing held in the North West, which was orchestrated by Unions Tas and a huge eff ort by United Voice and the Health Union.

TAKING IT TO THE STREETS!

Join the campaign at protectpenaltyrates.org.au

“ I am a full-time student and a full-time worker, and to be able to work and

study simultaneously, penalty rates are very important to me. I have to work nights

and public holidays just to afford paying my rent, bills and put food on my table.

Taking away penalty rates will leave me without dinner, force me to wear old and

ripped clothing and walk 45 minutes to work instead of catching a bus.”- Mykola

Why protect penalty rates? Here’s what you said . The Fair Work Commission is currently

reviewing penalty rates in the hospitality

and retail sectors. The proposal on

the table is to cut the current Sunday

rate – a move that would devastate

the hundreds of thousands of workers

across the country who rely on penalty

rates to help make ends meet.

As well as taking submissions from

unions, business groups and other

interested parties, the Fair Work

Commission asked to hear from you

– the workers. SDA members sent so

many submissions that the Fair Work

Commission simply couldn’t handle

any more.

Personal stories can make all the

diff erence in cases like this, and the

stories you told the Commission were

powerful. Here are just some examples.

“I work on weekends not by choice, but by necessity. I have had a change of circumstances and at 54 and now a single parent, have had to re-enter the workforce in order to provide for my son and myself. Whilst penalty rates can’t replace being with my family on the weekend, it does compensate missing out on family time.” - Francine

“I am a single mother in charge of three children, working part-time as

a retail assistant. My fortnightly hours keep getting cut to avoid being paid

overtime. Receiving penalty rates is essential for my family’s survival as we need

that extra income, however little it may be. I don’t enjoy spending time away

from my family on the weekend but it’s a necessity.” - Mina

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How can you help Protect Penalty Rates?1. Vote to protect penalty rates.

2. Sign up to the SDA’s protectpenaltyrates.org.au campaign website

3. Ask your family and friends to sign up too – the more supporters we

have, the louder our voice will be.

4. Like the Protect Penalty Rates Facebook page at

www.facebook.com/protectpenaltyrates/

5. Stay tuned to the campaign and take part in the latest actions.

Together, we can protect our penalty rates.

Save ourweekend.“ I need penalty rates so that I can pay my phone bill and my opal card.

Being 18 years old, I don’t get paid the full [adult] rate so every extra cent counts and is essential to me.”

- emma

“I do a hard day’s work in a stressful, physically challenging retail environment, facing, at times, difficult management and

often a regular stream of abuse from customers - all for relatively low pay. The little bit extra on Sunday makes a big difference

to my wellbeing and motivation.”

- john

“I work unsociable hours due to the fact that I can be paid with penalty rates. If these rates are cut I wouldn’t be willing to work these hours.” - rachel

“We should be compensated for working unsociable hours. I spend time with family and attend Church on Sundays and it is only fair that I’m given penalty rates to compensate for missing out on these activities.” - brendan

“I work in retail, and if you were to cut my

penalty rates I would be financially ruined, I am

a single mother that has come from a violent

past with my daughter’s father. We have finally

gotten ourselves on our feet since I started

working at [big retailer] and if the penalty rates

are cut then I will be unable to live every week

on the money I would be earning.”

- stephanie

“As an employee with disability, I

work hard by starting at one in the

morning even on Sundays and public

holidays, to get extra money to pay my

bills so that I can live independently

by myself and not rely upon Centrelink.

I also want to enjoy weekends and

public holidays but I do sacrifice to

survive, a survival of respect in the

society. A survival to live in a society

independently and proactively.”

- muhammed

““I am currently a 5th year medical

student working at Woolworths.

As a senior medical student, I do a

clerkship in a hospital from 8 to 5

daily from Monday to Friday, leaving

me only the weekends for part time

work to earn some cash for savings

and expenses. Currently, I am making

ends meet thanks to the penalty rates

on weekends. If these were removed/

reduced, I would be heavily impacted by

the reduction in my wages, putting me

in financial crisis.”

- sean

“As a full-time tertiary student, I already struggle to make ends meet. Paying penalty rates to workers for late nights, weekends and public holidays is only fair. I already sacrifice time with family and loved ones out of economic imperative. I only do so as I need that extra cash to supplement an already meagre income. If it weren’t for fair penalty rates I may have to terminate my studies, thereby undermining my ability to contribute to society and the economy in the future.” - lyn

“Working on weekends eats into time with my family, but sometimes it is a necessary part of retail. The only saving grace to working on weekends is knowing that I will be receiving additional income with the penalty rates. Without the penalty rates, I would most likely not work as it wouldn’t be worth giving up the time with my family.” - lynne

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es NOT JUST A DOMESTIC MATTER

BY CAROL WADLEY, WOMEN’S OFFICER

Two thirds of women who have experienced domes c violence are in paid employment.

Domes c and family violence can o en result in poverty, homelessness and illness in young women, who cons tute the majority of domes c violence vic ms.

For those experiencing family and domes c violence, maintaining paid employment and fi nancial independence is vital to having choices to deal with their situa on and successfully breaking the cycle of domes c violence and maintaining, as far as possible, their home and standard of living.

The workplace can also be the safest place for those experiencing domes c violence to fi nd informa on, and to get the help and support they need to address their situa on.

LIVING WITH DOMESTIC VIOLENCEA 2011 Survey of 3,600 union members indicated that:

30% had personally experienced domestic violence

nearly half reported that it affected their ability to get to work due to:

– physical injury or restraint – hiding keys – failing to care for children

19% of those who experienced domestic violence said the violence continued at work, including:

– abusive phone calls and emails – partners physically coming to work

to harass and in midate them The main reported impact of

domestic violence at work was on work performance:

– being distracted, red or unwell – needing to take me off – being late for work

O en these issues can lead to performance management and in some cases dismissal.

The recent report from the Victorian Royal Commission into Family Violence included a chapter and recommenda ons regarding the workplace, recognising the important role workplaces have in preven ng and responding to family violence.

WHAT HAS THE SDA DONE?Enterprise Agreements and discussions with employers:Since 2012, the SDA has included a claim for domes c violence leave in all Enterprise Agreements. We have been

very successful nego a ng domes c violence leave clauses in most SDA Enterprise Agreements. We also have ongoing discussions with companies about the impact that family and domes c violence can have on members at work and policies they can implement to support employees.Training for Offi cials:The SDA has provided informa on and training to Offi cials and Delegates to assist them to help members who may be experiencing family and domes c violence which is impac ng on them at work. ACTU Claim for Family and Domes c Violence Leave for Awards:The SDA is suppor ng a claim made by the ACTU to vary all Awards to include paid family and domes c violence leave. The ACTU is seeking 10 days’ paid leave per year for employees experiencing family and domes c violence for the purpose of a ending legal proceedings, counselling, appointments with a medical or legal prac oner, reloca on, the making of safety arrangements and other ac vi es. If successful, this en tlement will set the minimum safety net for employees experiencing family and domes c violence which will set the standard for all employees.

HOW CAN THE SDA HELP?If you or someone in your workplace is aff ected by domes c violence, we can help with:

information about and access to entitlements,

negotiating flexible working arrangements,

speaking with management about the impact of domestic violence at work,

advice, representation, support if a member faces disciplinary action or dismissal as a result of the impact domestic violence has had on their work performance,

developing a safety action plan with management in their workplace if necessary.

For assistance at work, please contact the SDA..

SAFE AT HOMESAFE AT WORK

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ADDRESS FROM 2015 AUSTRALIAN OF THE YEAR, ROSIE BATTYSDA offi cials from across the country recently had the privilege of hearing

from 2015 Australian of the Year, Rosie Ba y.

Rosie discussed the impact of family and domes c violence on the workplace

and the vital role workplaces and unions have in suppor ng employees

experiencing the violence, and also the role the workplace can play in

crea ng cultural change and changing a tudes to violence and behaviours

to assist the preven on and elimina on of family and domes c violence.

Rosie has launched a new campaign – Never Alone - to help give vic ms of

family violence a voice, and to try and turn these terrible sta s cs around.

To help, Rosie is asking all Australians to sign up to the Never Alone campaign

at neveralone.com.au.

For expert support and advice, including counselling, call 1800RESPECT

(that’s 1800 737 732).

Na onal SDA Secretary Gerard Dwyer, Australian of the Year 2015 Rosie Ba y, SDA Na onal Women’s Offi cer Ka e Biddlestone, and

SDA Na onal President Joe de Bruyn.

JOIN THE CAMPAIGNTogether we can make sure they are never alone

neveralone.com.au

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ppppppppppppppllllleeeee20 May 2016

SDA Tasmania,72 York Street,Launceston Tas 7250

To Whom It May Concern,Due to obtaining a traineeship in the Automotive Industry I unfortunately wish to resign from the SDA Union.I wish to take the opportunity to thank you for your assistance whilst I have been a member, especially with obtaining financial assistance when an injury to my hand occurred last year. Without the knowledge of Belinda Wilson at Coles Devonport advising me, I would have been unaware of the insurance I could obtain to help me while I was unable to work at Coles.I also wish to thank you for the $120 scholarship I was lucky enough to win at the beginning of the year to help purchase stationery etc for my year 12 study. Even though I did not need to spend it all on stationery for Year 12, I can use the balance to obtain stationery for my TAFE Training with my Traineeship.Thank you once again.Regards

Mitchell Hampton

Th ank you, SDA!

13sddatasttalllkkkkss

Financial members of the SDA can go to the movies at great discounted prices!

TO ORDER

Phone the SDA on 6331 8166 with your credit card details; or

Complete the coupon on this page and send the entire page to:SDA Movie Tickets72 York StreetLaunceston Tas 7250

Please note: Tickets/Vouchers cannot be e-mailed.

Prices quoted above apply from 1 January 2015.

SDA MOVIE TICKETS APPLICATIONVILLAGE (TASMANIA-WIDE)Please send me dd adult ckets @ $12.00 each dd child’s ckets @ $10.00 eachMETRO (BURNIE)

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YOUR DETAILS

Full name: ........................................................................................................Address: ..................................................................................................................................................................................................... Postcode ...............SDA Membership Number: .............................................................................E-mail Address: ...............................................................................................Date of Birth: ..................................................................................................Phone: Home...............................................Mobile.........................................Employer: .............................................Loca on..............................................

PAYMENT

I enclose my cheque/money order for: $ ddd.ddORI wish to pay by: dVisa dMastercard

Card No: dddd dddd dddd ddddExpiry Date: dd/ddCardholder’s Name: ...............................................................................Cardholder’s Signature: .........................................................................

DO NOT SEND CASH THROUGH THE MAILPlease allow 7-10 working days for delivery.

SDA MOVIE TICKETS

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CHANGES TO SENATE VOTING

The Federal Parliament recently passed changes to the vo ng method for elec ng Senators across the whole of Australia. The changes will apply at the 2016 federal elec on.

Clear instruc ons will be included on the Senate ballot paper advising you how to record your vote on the ballot paper.

To vote for Senators at the 2016 federal elec on, you must fi ll in your ballot paper in the order of your choice.

You can do this by vo ng either above the line or below the line.

VOTING ABOVE THE LINEIf you vote above the line, you must number at least six boxes from 1 to 6.

By vo ng above the line, your preferences will be distributed in the order that the candidates appear below the line for the party or group you have chosen.

Your preferences will fi rst be distributed to the candidates in the party or group of your fi rst choice, then to candidates in the party or group of your second choice and so on, un l all your preferences have been distributed.

VOTING BELOW THE LINEIf you vote below the line, you must number at least twelve boxes from 1 to 12.

By vo ng below the line, your preferences will be distributed to the individual candidates as numbered on your ballot paper, in the order of your choice.

Above the lineIf you vote above the line, you must number at least six boxes from 1 to 6.

Place a 1 in the box above the party or group that is your first choice, the number 2 in the box above the party or group that is your second choice and so on until you have numbered at least six boxes above the line. You can continue to place numbers in the order of your choice in as many boxes above the line as you like.

You may vote in one oftwo waysEither

Above the lineBy numbering at least 6of these boxes in the orderof your choice (with number 1 as your first choice).

A B C D E F G

PARTY PARTY PARTY PARTY PARTY PARTY

Or

Senate Ballot PaperState – Election of 6 Senators

Or

Below the lineBy numbering at least 12of these boxes in the orderof your choice (with number 1 as your first choice).

PARTY PARTY PARTY PARTY PARTY PARTY UNGROUPED

SURNAMEGiven NamesPARTY






SURNAMEGiven Names

SURNAMEGiven NamesINDEPENDENT







SURNAMEGiven Names







SURNAMEGiven Names


SURNAMEGiven Names

OF F IC IA L U S E O

NLY

SA

MP

L E

45 2 1 3 6

Sample ballot paper

Below the lineIf you vote below the line, you must number at least 12 boxes from 1 to 12.

Place a 1 in the box beside the candidate that is your first choice, and the numbers 2, 3, 4 and so on to at least the number 12. You can continue to place numbers in the order of your choice in as many boxes below the line as you like.

OF F IC IA L U S E O

NLY

Either

Or

Below the lineBy numbering at least 12of these boxes in the orderof your choice (with number 1 as your first choice).

PARTY PARTY PARTY PARTY PARTY PARTY UNGROUPED







SURNAMEGiven Names








SURNAMEGiven Names







SURNAMEGiven Names


SURNAMEGiven Names

8 6 10 4

1 5 3 9 11 7

2 12

SA

MP

L E

OF F IC IA L U S E ON

LYLL

You may vote in one oftwo waysEither

Above the lineBy numbering at least 6of these boxes in the orderof your choice (with number 1 as your first choice).

A B C D E F G

PARTY PARTY PARTY PARTY PARTY PARTY

Senate Ballot PaperState – Election of 6 Senators

Sample ballot paper

YOUR BALLOT PAPERS WILL NOW INCLUDE POLITICAL PARTY LOGOSAt the 2016 federal elec on, your Senate and House of Representa ves ballot papers will both look diff erent, as par es will now have their logo printed on them.

THE SAME RULES APPLYVo ng in the House of Representa ves has not changed. To make your vote count, you must number all boxes on the green House of Representa ves ballot paper in the order of your choice.

Instruc ons on how to vote will be clearly displayed on your ballot paper.

Don’t worry if you make a mistake. You can ask for another ballot paper and start again.

Is your super as active as it could be?

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PATHWAY TO WORK OR ROAD TO NOWHERE?

How does the Turnbull Government’s

proposed ‘Youth Jobs PaTH (Prepare-

Trial-Hire) Programme’ measure up?

Of course Australians want to support

our young people to transi on from

welfare to work. However, employment

programs funded by hard-working

taxpayers must have safeguards to

protect:

The young employees involved,

The existing workforce and their

wages; and

The interests of the broader

community.

The PaTH scheme proposed in the

Turnbull Government’s May Budget

appears not to have been properly

thought through, and risks crea ng

a pool of cheap labour that is a road

to nowhere for the young people

involved. We know from the 7-Eleven

scandal that some employers are

prepared to exploit young workers on a

grand scale.

Key aspects of the proposed PaTH

scheme unveiled in the May 2016

Budget include:

A $1,000 incentive to employers

putting on a PaTH intern;

Internships would be of 4-12 weeks

duration for 15-25 hours work per

week;

Any PaTH internship payment would be in addition to any existing income support (e.g. Newstart Allowance - currently $527.60 per fortnight or $263.80 per week);

A PaTH intern working 25 hours per week would receive an extra $100 ($4 per hour) (e.g. a Newstart $263.80 + $100 = $363.80 or $14.55 per hour);

The Retail Award minimum rate for a 20-year-old casual is currently $23.73 per hour. On these fi gures, we can do the following comparison for a 20-year-old casual:

25 hours in a store on the Retail Award @ $23.73 per hour: $593.25

25 hours in a store on a PaTH internship @ $14.55 per hour: $363.75

Amount per week below the Retail Award minimum: $229.50

So the PaTH intern would receive $229.50 less for a week’s work than under the Award, while the retail employer would receive 25 hours of labour fully funded by the Australian taxpayer.

A poor outcome for young Australians and all taxpayers.

QUESTIONS THAT NEED ANSWERSBut the problems don’t stop with the rates of pay. The Turnbull Government also needs to address other cri cal ques ons such as:

What stops an employer terminating the PaTH intern after 12 weeks and simply replacing them with another taxpayer- funded intern?

DID YOU KNOW...

ABS fi gures as at March 2016 had

737,300 Australians looking for work

while job vacancies totalled 172,900

– that is more than four unemployed

people for every vacancy.

What stops an employer replacing their existing Award rate casuals with a taxpayer funded PaTH intern?

Would PaTH interns have industrial rights under the Fair Work Act, or not?

Why isn’t this program monitored by vocational institutions as would be the case with vocational internships?

PaTH without safeguards would allow Award-paid employees, par cularly casuals, to be replaced by taxpayer-funded interns, thereby lowering wages yet not reducing unemployment at all.

It is important to support young people transi oning to work, but the end result must be real jobs with fair rates of pay.

A scheme without proper safeguards is an invita on to exploit young workers.

A simple ‘trust us’ is not good enough, par cularly from a Government whose silence on 7- Eleven student exploita on has been deafening.

The PaTH internship program as proposed by the Turnbull Government just doesn’t measure up for young Australians, taxpayers or the broader community.

BY GERARD DWYER, NATIONAL SECRETARY

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19sdatastalk

retirem

ent sa

vingsFive ways to whip your

super into shape56 or older? Consider a

transi on to re rement strategyCurrent transi on to re rement rules lets you access your

super while you’re s ll working. You move some or all of your

super into a special account, and can draw money from this

new account to supplement your salary. It can be a very tax

eff ec ve strategy, which can boost your re rement savings.

Can you see yourself transi oning to re rement? Go to our

website at www.tasplan.com.au and search for our ‘taste of

re rement’ brochure to learn more.

Take advantage of the government super co-contribu ons

If your assessable income is less than $50,454, you may

qualify for a super co-contribu on from the Government of

up to $500. This can kick up your a er-tax super contribu on

by up to 50%.

Contribute to your spouse’s super

You can claim an 18% tax off set on super contribu ons of up

to $3,000 made on behalf of a low-income or non-working

spouse. To qualify for the maximum $540 tax off set, you need

to contribute $3,000 to your spouse’s super account and

your spouse’s income must not be more than $10,800 for the

year. A reduced off set is available if your spouse’s assessable

income is between $10,800 and $13,800 for the year.

Combine your ‘stray’ super accounts

When you roll all your super into one account, you’ll likely

pay less in fees and reduce your paperwork (although some

exit fees and loss of insurance may apply). It may also make it

easier to manage your investments. Call us on 1800 005 166

and we’ll talk you through how.

Contribute extra to your super

Pu ng money into super can be very tax eff ec ve, whether it is before-tax contribu ons such as salary sacrifi ce or a er-tax contribu ons. This is because super earnings are generally taxed at a concessional rate of 15%, compared with earnings on your personal investments, which a ract your marginal tax rate.

Received a windfall? If you’re aged under 65 at any me during the fi nancial year when a non-concessional

contribu on is made, you can bring forward two years’ of non-concessional contribu ons. That way, you can contribute three mes the non-concessional cap in one hit – meaning a $540,000 supercharge to your super balance in a single year. So, if you’ve sold an investment property, you could quickly boost your super balance by a heap, and if your partner gets in on the ac on, it’s more than a cool $1 million between you.

Just remember, if you use the bring forward rule, you won’t be able to make any more non-concessional contribu ons for the next two years without being hit with excess contribu ons tax.

Important noteIn the recent Budget, the Government proposed changes to super that may aff ect some of these areas, if they’re passed. We recommend talking to a fi nancial expert before you make any decisions.

More infoFor more informa on, email us at [email protected] or call us on 1800 005 166.This informa on is provided by Tasplan Ltd. It’s general informa on only and doesn’t take into considera on your specifi c objec ves, fi nancial situa on or needs. You should consider these before ac ng on this informa on. You may wish to speak with a fi nancial planner. Read the relevant product disclosure statement before deciding to join or remain a member of Tasplan Super. Call us on 1800 005 166 for a free paper copy of the product disclosure statement.

Tasplan Ltd | ABN 13 009 563 062 | AFSL 235391 | RSE L0000680

It’s Tax Time Again!The end of the financial year is here again, and before you know it, it’ll be time to get your tax return organised.

If you’re preparing your own tax return, it needs to be lodged with the Australian Taxation Office (ATO)

by 31 October.

There are some tax deductions that you may be entitled to, a few of which are outlined here. For more,

go to ato.gov.au and type ‘shop assistants deductions’ into the search field at the top right of the page.

Remember:

Make sure that you write down all your income on your tax return – include any benefits received from the Government,

income from a second job and any interest you received from a bank, building society or credit union.

Sign your tax return. It is your responsibility to make sure that your tax return is correct even if it was prepared by someone else.

Keep all the records you need to prove your deduction claims. TaxPack will tell you what records you need to keep.

Ask for help if you need it – ask your tax agent or ring the Tax Office on 13 28 61.

Please note: This is a brief summary only, based on information available at time of publication. For a complete explanation, you

will need to read the ATO’s publications in their entirety.

Union Fees

You can claim a deduction for your Union fees – if the amount is shown on your payment summary (previously known as a group certificate), you can use that to prove your claim.

Overtime meals

If you get paid an overtime meal allowance under an industrial instrument (such as an Award or Agreement) and buy food and drink on overtime, you can claim the reasonable allowance amount that the ATO has set for overtime meal allowance expenses.

If you need to claim more than the reasonable allowance amount, you need to keep written evidence of your expenses.

Generally, you must include amounts received as overtime meal allowances as income on your tax return.

However, if your Award overtime meal allowance

was not shown on your payment summary and

was not more than the reasonable allowance

amount for each meal, you don’t have to include

the amount on your tax return providing that you

have fully spent the allowance, and don’t claim a

deduction for overtime meal expenses.

An amount for overtime meals that has been

folded in as part of your normal salary and wage

income is not considered to be an overtime meal

allowance.

Seminars, conferences and training courses

You can claim a deduction for the cost of

attending seminars, conferences and training

courses that are sufficiently connected to your

work activities.

You can claim a deduction for the cost of first

aid training courses if you, as a designated first

aid person, are required to undertake first aid

training to assist in emergency work situations.

Work uniforms

You can claim for a uniform, either compulsory or non-compulsory, that is unique and distinctive to the organisation you work for.

Clothing is unique if it has been designed and made only for the employer. Clothing is distinctive if it has the employer’s logo permanently attached and the clothing is not available to the public.

You can’t claim the cost of purchasing or cleaning a plain uniform.

Compulsory work uniform:

This is a set of clothing that identifies you as an employee of an organisation with a strictly enforced policy that makes it compulsory for you to wear the uniform while you’re at work. You may be able to claim a deduction for shoes, socks and stockings where they are an essential part of a distinctive compulsory uniform and where their characteristics (colour, style and type) are specified in your employer’s uniform policy.

20 sdatastalk

You may be able to claim for a single

item of distinctive clothing, such as a

jumper, if it’s compulsory for you to

wear it at work.

Non-compulsory work uniform:

You can’t claim expenses incurred

for non-compulsory work uniforms

unless your employer has registered

the design with AusIndustry. Shoes,

socks and stockings can never form

part of a non-compulsory work

uniform, and neither can a single

item such as a jumper. Check with

your employer to see if your uniform

is on the register.

21sdatastalk

DELEGATES CONFERENCEOur fi rst Delegates Conference for 2016 was held in Launceston at the beginning of May. Thank you to all those Delegates who a ended – we hope you found it informa ve, especially the informa on on our penalty rates campaign.

We’d like to say a big thank you to the Organisers who helped out, and give a special shout out to Carol Wadley who once again was the architect and brought it all together.

From: Noreen Abel Sent: Thursday, 5 May 2016 To: Paul Griffi n Subject: Thanks

I agree Paul; a big thank you needed to your staff.THANK YOU!Most informative.I’ve got 50 plus signatures this morning, and more on the way.Thanks again,Noreen

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7-ELEVEN SACKS INDEPENDENT P

While there are no 7-Eleven outlets in

Tasmania, the ramifi ca ons of what

has happened on the mainland are

a mely warning for all members

working in a franchise situa on.

If it can happen at 7-Eleven, it

can happen anywhere, especially

since the Federal Government has

con nued to cut staff and funding

from the organisa ons that oversee

compliance with various laws.

It goes to show that Union membership is more important than ever.

The SDA is here to help our members if their employer ever tries to rip them off like the 7-Eleven employees have been.

The exploita on of workers that has been uncovered in 7-Eleven is shameful.

Since this exploita on has been exposed, the SDA has been working closely with 7-Eleven workers and Maurice Blackburn to fi ght for posi ve change.

We are very disturbed by the announcement that 7-Eleven has sacked the Independent Fels panel that was processing underpayment claims.

The SDA has:

set up a confidential 7-Eleven hotline and website;

called for a visa amnesty; called for extra resources for the Fair

Work Ombudsman; called for better franchisor/

franchisee regulation; helped 7-Eleven workers give

evidence to the Australian Senate on worker exploitation;

worked with Maurice Blackburn to help 7-Eleven workers make claims to the independent Fels underpayment panel.

SENATE REPORTIn March, the Australian Senate released a report en tled, “A Na onal Disgrace: The Exploita on of Temporary Visa Holders” iden fying widespread abuse of interna onal workers in Australia in a range of industries.

Bharat Khanna, a former 7-Eleven employee addressed a large media con ngent outside parliament house on 16 March, telling his story of working 60 hours a week while being paid only $10 an hour and how he was told to “walk” by his employer when he queried his pay. Bharat was introduced to the media by Brendan O’Connor, the Shadow Minister of Employment and Workplace Rela ons and Bharat was followed by the Leader of the Opposi on, Bill Shorten.


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T PANELOf these cases, 7-Eleven is one of the worst.

In April, the Fair Work Ombudsman released a report into 7-Eleven which found the head offi ce of 7-Eleven had known of widespread and deliberate underpayments for some me.

They also found that the 7-Eleven model led to a culture of underpayment and cover up.

INDEPENDENT FELS PANEL SACKED BY 7-ELEVENOne of the few good things 7-Eleven did in this whole mess was to appoint an independent panel, headed by Professor Fels, to confi den ally determine underpayment claims of 7-Eleven workers.

Professor Fels es mated the

underpayments to be $100 million.

In May, 7-Eleven sacked the

independent panel to bring the

process in-house, which would end

the confi den ality arrangement

that was so important to allow

vulnerable workers to speak up.

The SDA condemns the sacking of

Professor Fels.

SDA CONTINUES THE FIGHTTo protect 7-Eleven employees,

the SDA has sought that their

confi den ality be maintained.

We will take all steps to prevent

employees’ fi les being handed over

to 7-Eleven.

As an employee, your work-related legal entitlements are set out in various Awards, Agreements and Acts of Parliament.

These entitlements may include sick leave, penalty rates, wages, rosters, overtime, allowances, health and safety standards and annual leave.

The SDA’s experts can advise you of your entitlements and, if necessary, obtain them from your employer.

Disputes with your employer need not cost you your job. If you have been unfairly treated, make sure you call the SDA to find out what your options are.

As a member of the Union, it will cost you nothing.

DON’T LEAVE YOUR ENTITLEMENTS TO CHANCE

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s POOR RETIREMENT OUTCOMES FOR

The SDA believes that every individual and family has a fundamental human right to live decently and with dignity, and this right should be aff orded to everyone regardless of gender.

The Government has recently conducted a Senate Inquiry into the poor economic outcomes of women in re rement, which results in many women who have spent their life in both paid employment and in vital unpaid caring roles, re ring into poverty.

This is a vital issue for our Union, as it has a severe impact on our members.

The SDA made a submission to the inquiry and a ended public hearings before the Senate Commi ee, advoca ng for a range of measures to address this inequality to ensure that more genera ons of Australian women are not le behind.

CAUSESGender pay gap: The ability for women to accumulate wealth is hindered by the gender pay gap, currently 18.8%, and widens throughout a woman’s life cycle.

Structural diff erences in the employment life cycle for men and women: Our current superannua on system relies on a model designed around paid work based on full- me con nuous employment. This model both directly and indirectly discriminates against women, who are more likely than men to be in part- me work, interrupted by periods of unpaid caring.

Cultural, societal and workplace norms: Many of the issues which result in poor fi nancial outcomes for women in re rement are due to cultural, societal and workplace norms which prevent women from par cipa ng fully in the workforce.

Interrup ons in paid employment and

me in unpaid caring responsibili es:

Women spend more me than men

in the unpaid workforce as carers,

o en for long periods and when

career, earnings poten al, and

superannua on, are at their highest.

Men spend more me in the paid

workforce and therefore have a greater

capacity to increase their wage,

life me earnings and superannua on

accounts.

Family-friendly workplaces for women

and men: The lack of family-friendly

workplaces for both men and women

impacts on the choices women

have in order to balance work and

family responsibili es, which hinders

par cipa on in paid work.

Insecure work/informal economy and

casual and part- me work: Women

o en work in low-paid sectors and

do this on a part- me and/or casual

basis in order to balance work and

family/caring responsibili es. This

has a signifi cant impact on the level

of income women receive compared

to men, and also on the rate at which

superannua on accumulates.

Discrimina on: The Australian Human

Rights Commission recently found

that discrimina on is pervasive and

widespread for employees during

pregnancy, parental leave and return

to work, with half of women and

one quarter of men experiencing

discrimina on. This has a signifi cant

detrimental eff ect on the career and

employment opportuni es of women

and impacts severely on earnings

capacity in the short and long term.

THE FACTS...

Gender pay gap: Women earn, on average 18.8% less than men or (for a full- me working Australian woman, that’s $295 per week less than men or $15,000 a year). Extended over a typical 45-year career, the gap equates to about $700,000.

Superannua on gap: Women accumulate 46.6% less in superannua on than men. In 2011-2012, this meant men re red with an average of $197,000 in super, while women re red with $105,000.

29% of women over 65 years live below the poverty line. 90% of women have inadequate retirement savings. 37% of women have no personal income at the age of retirement. 44% women report ‘partner’s income’ as their main source of funds. Single women are at the greatest risk of ongoing poverty in retirement. On average, women live five years longer than men, and therefore need

more for retirement.

BY CAROL WADLEY, WOMEN’S OFFICER

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OR WOMENDomes c violence: Financial abuse and control is one of the many forms of domes c violence used against women, and domes c violence is one of the biggest causes of homelessness for women. The ability to save through superannua on is essen al for women who may be experiencing domes c violence, as this may be one of the only avenues available to have independent control over savings.

SOLUTIONSThe Senate Inquiry released its report A husband is not a re rement plan – Achieving economic security for women in re rement, on 30 April. Many of the recommenda ons made in the report were ones that the SDA included in our submission to the Inquiry.

Some of the recommenda ons included:

Extending the government paid parental leave (PPL) scheme to 26 weeks with the superannuation guarantee paid on this payment;

Examining mechanisms for improving the retirement outcomes of carers;

Amending the Sex Discrimination Act to extend the discrimination ground of 'family responsibilities' to include indirect discrimination, and include a positive duty on employers to reasonably accommodate the needs of workers who are pregnant and/or have family responsibilities;

Strengthening S65 of the Fair Work Act - The right to request flexible working arrangements – to remove the requirement for 12 months’ continuous service, introduce a positive duty on employers to reasonably accommodate a request for flexible working arrangements, and establish an appeals process;

Redistributing super tax concessions to ensure more equitable distribution in favour of those with lower superannuation balances to achieve a more comfortable retirement;

Retaining the Low Income Superannuation Contribution beyond 30 June 2017;

Implementing an increased Superannuation Guarantee (SG) rate earlier than the current timetable;

Removing the exemption from paying the SG for employees who earn less than $450 in a calendar month;

Amending the Sex Discrimination Act so companies can make higher super payments to female employees when they wish to do so.

WHERE TO FROM HERE?While the Government has now retained the Low Income Contribu on Scheme – in the form of a superannua on off set – the changes go nowhere near enough to support improvements in the re rement outcomes for women.

The Federal Budget also s ll includes $13b in cuts to family benefi ts and a further $3b cut in welfare payments.

The Federal Budget has also delayed childcare funding, and the Government has confi rmed they will seek to reduce the government paid parental leave scheme if they win the elec on.

The SDA will con nue to advocate for a range of measures to address this inequality to ensure that more genera ons of Australian women do not re re into a life of poverty, which has devasta ng consequences on the individual, the community and society.

Managers – keep out of medical appointments!All SDA members should be aware that managers and insurance companies have no right to attend your medical appointments, even if it is for a work-related injury. This is supported by the Fair Work Ombudsman.Medical appointments are private. Tell any manager or insurance company representative that they are not entitled to attend. Contact the SDA if you need any help.

26 sdatastalk

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le THANK YOU, AND FAREWELL THÉR

Thérèse Bryant recently re red a er an amazing contribu on to our Union for many decades.

Thérèse commenced work with the SDA more than 35 years ago, bringing with her an incredibly strong sense of fairness and social jus ce. She became ac ve in the Union because she wanted to make a diff erence in people’s lives.

In her role as Na onal Women’s Offi cer, Thérèse’s more recent work had a par cular focus on our women members.

She worked relessly to achieve improvements in both industrial and an -discrimina on legisla on to advance the rights of women at work, including:

Working on the 1979 industrial court case for unpaid maternity leave, and subsequently the achievement of unpaid paternity and adoption leave;

Pursuing the right for women to be able to wear slacks to work, which led to a successful industrial court case in 1979;

Increasing the participation of women at all levels of the Union, and the introduction of Women’s officers and Women’s committees;

Lobbying for, and achievement of increases in family assistance payments by the federal government;

The introduction of legislation to make discrimination and sexual harassment illegal;

Developing policies, educational material and training in companies and unions regarding equal employment opportunities and sexual harassment;

The introduction of compulsory superannuation (company pension payments);

The introduction of paid family/carer’s leave in collective agreements and industrial legislation;

The introduction of laws to make pregnancy discrimination at work illegal, as well as an increased focus on accommodating the needs of pregnant workers, including providing them with safe work;

Achieving the requirement for companies to consider family responsibilities when establishing or changing employee rosters in SDA Enterprise Agreements;

The achievement of Paid Maternity Leave for most working mothers, paid by the government;

The introduction of legislation requiring employers to report on gender equality in the workplace;

Raising awareness regarding domestic violence and its impact on members at work.

As part of her role as the Na onal Women’s Offi cer of the SDA, Thérèse oversaw the SDA Na onal Women’s Commi ee, which pursues issues important to our women members, and ensures that this results in con nued change and improvements in the work that we undertake on behalf of women members and the lives of working women more broadly.

Thérèse was involved in advancing the rights of women at work in the broader union movement, par cularly in her role as Chair of the ACTU Women’s Commi ee.

She also ac vely represented the Union on various government working groups and commi ees, and made numerous submissions to government inquiries and legisla ve commi ees.

Thérèse with Carol Wadley

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ÉRÈSESome of her work in this area

included:

Advising the Federal Government

in regard to its paid parental leave

scheme, the Workplace Gender

Equality Act, family friendly

provisions in the Fair Work Act;

and anti-discrimination legislation;

Being a member of an expert

panel for the Australian Human

Rights Commission on sexual

harassment in the workplace;

Participating on the Reference

Group of the National Review of

Pregnancy at Work and Returning

to Work after Parental Leave.

Thérèse also represented the Union

on an interna onal level as a member

of both the World and Asia Pacifi c

Region Women’s Commi ees of

Union Network Interna onal, and

its predecessor the Interna onal

Federa on of Employees, Technicians

and Managers (FIET) for 16 years,

including holding the posi on of Vice

President of the World Women’s

Commi ee.

In this role, Thérèse was able to

eff ec vely infl uence the ac vi es

of unions around the world in the

advancement of women’s rights.

During her me with the SDA, Thérèse also made a signifi cant contribu on in the area of Educa on and Training, holding posi ons on various educa on and training boards. The SDA would like to thank Thérèse for her perseverance and the unwavering passion she displayed in her representa on of SDA members and the broader union movement. Thérèse has made a signifi cant contribu on to achieving improvements in the lives of working people, and in par cular, women.

We wish Thérèse and her family all the very best for her re rement and that this next phase in her life is full of the joy and happiness she deserves.

Thérèse speaks at the FIET World Conference in March 1999

Thérèse with the SDA Na onal Women’s Commi ee in 2007.

Thérèse posed as the vic m of sexual harassment for magazine ar cles in the late 1980s and early 1990s.

Thérèse with SDA Na onal President Joe de Bruyn

Thérèse addresses Delegates at an Informa on Day in 2000.

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Assistant General Secretary James Russell with Lisa Howe and Tania Venn from Coles Kingsmeadows

Dylan Guy and Peter Lloyd at Bunnings North Launceston

Kristy Miller, Dylan Oliver and Allan Brown at Coles Kingsmeadows

Kadey Carroll-Whitley and Courtney Brooks at Bunnings North Launceston

Josh Cleary at Officeworks Launceston

AROUND THE SHOPS

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INTERNATIONAL WORKERS’ MEMORIAL DAY

In recent years, the Union has been involved in remembering those workers who didn’t return home due to fatali es occurring at the workplace.In Tasmania last year, seven workers were killed while at work and two bystanders were killed in workplace incidents. Not already being half into this year, four fatali es have occurred, with the most recent being in Wesley Vale.On 28 April, a service conducted by Unions Tasmania Secretary Steve Walsh was held at the Workers’ Memorial in Launceston at 8.00am, followed by the Hobart Memorial Service staged at 5.30pm at St David’s Cathedral.A endance at both events were larger than last year. Such ceremonies touch a nerve with many workers when remembering those who did not return home to their loved ones and those made disabled or injured through their work.We all need to work harder to make sure that every single person who goes to work each day comes home safely.

The SDA was represented at the Service by Carol Wadley and Karen Brown from the Union’s Launceston Offi ce.

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WHAT’S HAPPENING OVERSEAS

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USAThe largest strike in the US since 2011 is into its third week as more than 40,000 workers, members of the Communication Workers’ of America (CWA), fight outsourcing and offshoring by the company. The strike also includes retail staff in New York who are fighting for their first contract.The strike follows 10 months of negotiations between the union and the company, where Verizon has maintained their stance over the following issues:- outsourcing contact centre jobs to the Philippines and Mexico;- outsourcing of certain US-based jobs to low-wage contractors; and- provisions that , at a moment’s notice, would allow the company to transfer workers away from their homes and families for up to four months at a time.UNI Global Union General Secretary, Philip Jennings, said: “UNI Global Union stands with Verizon workers in their fight for decent jobs and decent pay. These workers and their families deserve a life, and not to be constantly living at the whim of Verizon.”Alan Tate, the head of the ICTS division of UNI Global Union which includes telecommunications, said: “We stand in solidarity with the brave workers of Verizon in the United States in the face of the company’s brutal attack on their living standards and way of life.”

FRANCEMore than one million people have taken part in protests and industrial action in France, against proposed changes to labour laws. UNI Global Union General Secretary Philip Jennings said: “We are seeing a wave of attacks on workers’ rights in Europe, from the UK to Finland through France. UNI Global Union stands in solidarity with our French affiliates.“The French government, and all politicians in the country, should heed the strong message (from recent mobilisations), and from the many other organisations which have expressed their concerns, over the impacts of the proposals from the moment they were first put forward by the government. The idea that weakening labour laws and fundamental protections for workers will somehow create more jobs has been tried before and it simply hasn’t worked,” said ITUC General Secretary Sharan Burrow. Rallies, strike action and other forms of protest took place across the country, with activities in more than 200 different places reported.

IRELANDTesco workers in Ireland have come together to denounce Tesco’s recent treatment of its long-standing employees. Tesco is the largest private sector employer in Ireland, employing more than 14,500 employees in 149 stores country-wide. Close to 1,000 employees are to be hit with significant pay cuts if the retailer succeeds in moving some of its longest-serving staff to different contracts. Tesco Ireland confirmed it was seeking to cut pay and conditions for about 6% of its 14,500 employees.The company met staff recently and informed them of its plan to move hundreds of workers on contracts signed prior to 1996 onto ‘modern’ contracts agreed with unions in 2006.Mandate, the trade union representing the majority of affected workers, claimed the cuts could cost workers about $12,000 a year.Mandate Assistant General Secretary Gerry Light said, “Tesco’s disgraceful treatment of their longest serving workers has resonated with trade unionists and workers across Ireland. At a time when people are talking about an economic recovery – Tesco’s threats to cut workers’ incomes, especially after an 8 billion Euro turnaround for the company, is indefensible.”

BANGLADESHThree years after the Rana Plaza factory disaster in Bangladesh, continued violations by the Bangladesh Government of its responsibility to respect workers’ rights have led the ITUC to lodge a Freedom of Association case at the International Labour Organisation. The government is refusing to allow legitimate unions to be registered in the clothing and garment sector which means that workers are being deprived of their right to collective representation, and local employers continue to repress union activity. Sharan Burrow, ITUC General Secretary, said: “While the Bangladesh Accord is saving lives, the authorities are still colluding with local factory bosses to repress workers’ rights. The case, which will be heard by the ILO’s Committee on Freedom of Association, details how the government has rejected nearly 75 per cent of union registrations in 2015. The government has also sought to dissolve existing unions working within the clothing sector.”

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32

Kings Bridge Bar & Restaurant

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GENERAL RETAIL INDUSTRY AWARD 2010

MINIMUM WAGE RATESEFFECTIVE 1 JULY 2015

DOES NOT APPLY TO WOOLWORTHS, COLES, MYER, TARGET, COUNTRY ROAD, ROCKMANS, BIG W, PETROL PLUS, KMART, HARRIS SCARFE,

JUST JEANS, OFFICEWORKS, K&D WAREHOUSE, VEHICLE INDUSTRY, BUNNINGS HARDWARE,

MILLERS, BETTS & BETTS, PRICELINE AND PRICE ATTACK, WATTYL PAINTS SPOTLIGHT

AND FAST FOOD WORKERS

LAST WAGE INCREASE $17.60

Ordinary Hours SUNDAY RATES

AT DOUBLE

TIME

38 HOUR WEEKLY

RATE

7am to 9pmMonday to Friday

6pm to 9pmMonday to Friday

7am to 6pmSaturday

Hourly Rate Hourly Rate Hourly Rate

Full- me and part-

me up to 38

hours a week

Casual loading of 25%

Full- me and part-

me loading of 25%


only

Full- me and part-

me loading of 25%


17.5% annual leave

loading on four weeks’ leave

RETAIL EMPLOYEE $ $ $ $ $ $ $ $

Level 1Shop Assistant, Checkout Operator, Trolley Collector, Video Hire Worker, LPO, Clerical Assistant 721.50 18.99 23.73 23.73 23.73 23.73 25.64 505.05

Level 2Forkli Operator 738.72 19.44 24.30 24.30 24.30 24.30 26.24 517.10

Level 3Dept Mngr 2IC, Corse ere, Snr LPO, Cook 750.20 19.74 24.68 24.68 24.68 24.68 26.65 525.14

Level 4Trades Qualifi ed (e.g. Butcher, Baker), Clerical Offi cer Level 2, Shi worker/Nigh ill Supervisor 764.85 20.13 25.16 25.16 25.16 25.16 27.17 535.40

Level 5Tradesperson in charge of other Tradespersons, Services Supervisor (more than 15 employees) 796.32 20.96 26.20 26.20 26.20 26.20 28.29 557.42

Level 6Sec on/Dept Manager (5+ employees including self), Clerical Offi cer Level 3, Assistant/Deputy/2IC Shop Mngr 807.90 21.26 26.58 26.58 26.58 26.58 28.70 565.53

Level 7Visual Merchandiser, Clerical Offi cer Level 4 848.29 22.32 27.90 27.90 27.90 27.90 30.14 593.80

Level 8Shop Manager, Clerical Offi cer Level 5 882.83 23.23 29.04 29.04 29.04 29.04 31.36 617.98

JUNIOR RATESAge % of weekly rate of

pay

Under 16 years of age 45 324.67 8.54 10.68 10.68 10.68 10.68 11.53 227.27

16 years of age 50 360.75 9.49 11.87 11.87 11.87 11.87 12.82 252.52

17 years of age 60 432.90 11.39 14.24 14.24 14.24 14.24 15.38 303.03

18 years of age 70 505.05 13.29 16.61 16.61 16.61 16.61 17.94 353.54

19 years of age 80 577.20 15.19 18.98 18.98 18.98 18.98 20.51 404.04

20 years of age 100 (from 1 July 2015, a er six months’ employment with employer) 721.50 18.99 23.73 23.73 23.73 23.73 25.64 505.05

APPRENTICESAppren ceship Year % of Level 4

1st Year 50 382.42 10.06

2nd Year 60 458.91 12.08

3rd Year 80 611.88 16.10

4th Year 90 688.36 18.12

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SDA MEMBERSHIP APPLICATION FORMSurname: Date of Birth:Given Names:Postal Address:Suburb: Postcode:Phone Numbers: Home ( ) Mobile:E-mail Address:Employer:Employer Loca on:Occupa on:Type of Employment Full- me (20 hours or more per week) Part- me (10-20 hours per week) Casual (less than 10 hours per week)

How many hours a week do you expect to work? Are you a student? Yes NoI hereby agree to become a member of the Shop, Distribu ve and Allied Employees’ Associa on, Tasmanian Branch. I pledge myself to comply with the rules of the Associa on, and with any amendments or addi ons which may be duly made to such rules.

Signature: Date: / /

PLEASE RETURN COMPLETED FORM TO: PAUL GRIFFIN, GENERAL SECRETARY, SDA, PO BOX 1289, LAUNCESTON TAS 7250

SDA CHANGE OF ADDRESS/EMPLOYMENT FORMPREVIOUSSurname: Member No:Given Names:Postal Address:Suburb: Postcode:Employer:Employer Loca on:

CURRENTSurname: Member No:Given Names:Postal Address:Suburb: Postcode:Employer:Employer Loca on:

AUTHORITY TO DEDUCT UNION FEES FROM WAGESName: Employer:

I authorise my employer to deduct from my wages the contribu on prescribed by Rule 6 of the Shop, Distribu ve and Allied Employees’ Associa on Tasmanian Branch, the fees prescribed by the rules as varied from me to me. Such deduc on shall be paid to the aforemen oned Associa on on behalf of the undersigned member as Union Subscrip ons.

Signature: Date: / /

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your unio

n

your union: with you at work... and at home

SDA/EntertainmentTM

Membership Card FREE Accident Insurance Scholarship Fund Employment Advice Workers’ Compensation Advice Workers’ Compensation Legal Assistance Workers’ Compensation Arbitration Wage Claims Rehabilitation Arrangements Financial Advice Referral Counselling Service Welfare Advisory Service Member Competitions Union Journal

Free First Visit to an SDA Union Solicitor

SDA Holiday Discount Coupons

SDA Movie Ticket Discounts

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Competitions to Win CDs, iPods, Footy Tickets and Lots More!

SDA Tasmanian Branch Head Office:

72 York Street (PO Box 1289), Launceston Tas 7250

t Phone 6331 8166

a E-mail [email protected]

5 Website www.sdatas.asn.au

t Hobart Office: Phone 6234 1118

16042

free to all members

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for more info,

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THE UNION FOR WORKERS IN RETAIL.FAST FOOD.WAREHOUSING.

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