ASU MEMBER MAGAZINE JULY 2013 AUTHORISED AND PRINTED BY INGRID STITT, AUSTRALIAN SERVICES UNION VICTORIAN PRIVATE SECTOR BRANCH, LEVEL 1, 117 CAPEL STREET NORTH MELBOURNE 3051

Authorised and Printed by Ingrid Stitt, Branch Secretary, ASU Vic Private Sector Branch, 117 Capel St North Melbourne 3051

ASU members are negotiating more than 35 EBAs over the 2013 calendar year. For the workers covered by these agreements, this will mean a big year of acting collectively to achieve their goals, but also a great opportunity to reflect on what matters to them in their workplace.

As always, union members are keen to seek fair pay increases through their bargaining, and so far have been achieving good results. Labour force statistics prove that union membership is an outstanding investment, with union members earning an average $123 more per week than non union members. That’s a pretty great bargain!

For many ASU members, the importance of secure work is coming into stark focus, as businesses around the country seek to shift the liability for changing economic circumstances onto individual workers. The increasing use of contract and labour hire employment, and in some cases of offshore providers, means firms can shirk their responsibility to provide employees with reasonable pay, conditions, and job security. In the case of redundancies, employees are left high and dry. As union members, we don’t want that for any of our colleagues, and I have been proud of the efforts of delegates in many workplaces to secure conversion clauses and anti-outsourcing provisions for their workplaces.

This edition of Unite reports on the bargaining activity of just a small sample of workplaces, but we wish

all members engaged in bargaining this year the greatest success. If you’re looking for updates on bargaining at your workplace, don’t hesitate to check the website or speak to your delegate or organiser.

The ASU is also proud to announce a new web portal for ASU members. The new password-protected section at asuvic.org features a database of collective agreements negotiated by the ASU, as well as awards that cover members. Most members on an agreement can now access their agreement from the site, and of course members are encouraged to call ASU assist for clarification on these. If your industrial instrument is not listed, it may be due to the complexity of your arrangements. You are encouraged to call ASU assist with any queries!

Union members are also being represented beyond the bargaining sphere, through the ASU’s advocacy for nation-wide protection for our jobs, wages and conditions. A disappointing minimum wage decision on 3 June

provided for a 2.7% wage rise for those on minimum award rates, but the outcome is certainly an improvement on what employer groups had hoped for (see page 5). There has been better news from Federal Parliament, with changes to bullying laws and workplace entitlements that will benefit everyone (see page 8).

Critically, the ASU has been rallying support for the cause of Secure Jobs, Secure Data. In Victoria, the State Opposition has agreed to introduce a responsible procurement policy for government services contracts, so that firms will think twice about offshoring jobs under a future Victorian Labor Government. More sinister plans are afoot at the Federal level; the Financial Review broke a story in May that offshore contractors eagerly anticipate the election of a Liberal government, believing that public services jobs are likely to be outsourced and offshored if the Coalition wins office. The ASU is concerned that offshore service providers pose a risk not only to local jobs, but to public data security.

I thank the delegates, activists and members who have been involved in all of these union campaigns, and encourage members to get behind their workplace leaders in the financial year ahead.

In solidarity,

Ingrid Stitt.

State of the Union

Message from Branch Secretary Ingrid Stitt

union members earn an average $123 more per

week...That’s a pretty great bargain, even before you

consider the benefit of improved safety, work-life balance, and consultation

2. UNITE July 2013

The new JTG EBA is set to be re-endorsed, following a delay when the Fair Work Commission took issue with a technical notice matter. The new EBA has been submitted for a second vote, incorporating some minor changes, and should be voted on shortly. JTG have agreed to pay the back-pay that was agreed to in the delayed EBA, despite the setback.

Negotiations are now well underway at the RACV for two separate EBAs covering ASU members in different parts of the business. The first of these EBAs is for employees in the Roadside Assistance Centre (the people who take your call when your car breaks down), the other is for the Member Contact Centre.Besides a decent wage increase members on both agreements are seeking a real say in how their KPIs are set plus improved consultative processes. ASU Assistant Secretary David Leydon noted that a feature of the discussions has been the strong and united stand being taken by members on the issues important to them.

A large number of other EBA negotiations are well underway at the moment for ASU members in workplaces such as Armaguard, Publicis Loyalty, IGA Metcash, Transurban, UCCO, NEC, the ACF, and GMHBA to name a few.

The ASU has distributed a call centre survey widely at Call Active, and CPM. The survey aims to identify industry-wide issues. A number of surveys are already coming in, and results will be published soon.

TIO’s EBA is in its final stages of drafting. The draft EBA has in principle agreement from ASU representatives, and will be formally considered soon. The agreement will then go to a vote of all staff next month.

Connect East bargaining has been voted up by staff. The Agreement achieved a 3% wage increase each year for three years.

ASU members at Manpower, a defence recruitment service provider, were recently provided with their own cutlery, care of the ASU. Management had decided that providing this basic level of amenity was too onerous!

ASU members at Tenix are gearing up for their next EBA negotiations which are set to commence in the second half of 2013. In recent weeks our workplace representative group has grown. Joining already long established ASU delegates Helen Grover, Pete Morrish, Michelle Birch and Jane Martin are new delegates Olivia Burns & Domenica De Maria.

UNITE July 2013 3.

Private Sector bargaining overview

This year the ASU will be negotiating new agreements at both the Australian Conservation Foundation and Environment Victoria.

Members at ACF and EV work for the conservation of the environment, and (like members in other community organisations) value industrial outcomes relating to work life balance, respect at work, and transparent management.

Lindsay Hesketh, ACF delegate and ASU executive member, describes the importance of strong union structures in environment sector workplaces: “People in the environment sector are really committed to the work we do, so it makes sense for us to organise and speak up in our workplaces”.

“As employees in the sector, we have a responsibility to make sure the wages and conditions are sufficient to attract and retain great staff, and keep our jobs secure and sustainable.”

Social Media and work

4. UNITE July 2013

When Business Day reported in early June that up to 200 jobs were likely to be lost at Target head office in Geelong, ASU members and officials alike wondered why the papers had this news before we did. The union had not been consulted about the plans to cut jobs from the Geelong-based head office.

Members were understandably alarmed by the media reports. Branch Secretary Ingrid Stitt told the media: “If any decisions have been made regarding changes in the composition or size of Target’s workforce, Target is legally obliged to notify the union and consult with staff. We will be investigating why this has not occurred”.

Ingrid and Assistant Secretary David Leydon held urgent talks in Geelong the following day. The company confirmed that it was holding a review of operations which would likely lead to job cuts, but denied that the number and location of job cuts had been determined.

Finally, the following week, Target announced that 260 jobs would be lost - 216 directly employed staff and 44 contractors.

The union has vowed to support members through the process, and to ensure that Target complies with the redundancy requirements in the collective agreement. “This news will affect every one of our members at Target, not just those who lose their jobs. Staff here are strong, united members who have always looked out for each other. We know the whole Victorian community will feel for these workers today.” said Ingrid.

The ASU has also called on the state government to take a leadership role in a jobs plan for important regional cities like Geelong.

TARGET JOB LOSSES HIT GEELONG HARD

As the boundaries between work and leisure become more blurred it is important to understand the sort of social media comments that can adversely effect your employment. Comments made by employees about their workplace, employer, manager or co-worker using Social Media forums have resulted in the employee being dismissed.

Recent cases before the Fair Work Commission give indication as to what the Commission deems as inappropriate use of Social Media forums. The Commission recognises the issue can be complex because such matters also involve freedom of expression and intrusion of privacy however there are some important matters ASU members need to remember when they participate in Social Media.

The issues to be aware of could be summarised as follows:• It is not just about criticising your employer directly.

Any adverse remarks regarding the organisation, co-workers, clients and or customers has the potential to be used by an employer as the basis for a termination of employment.

• If your employer can show that your actions have the ability to damage the company in any form, that will make the employer’s case for a dismissal much stronger.

• It doesn’t matter when you post comments – whether you’re at work or at home, your comments can be used

against you.• “Liking” or “re-tweeting” other peoples posts can be

interpreted as “re-publishing” them. You may be as accountable as the person who originally posted them.

• If the comments made by the employee were accessible to the public at large or to people at the workplace then this also harms the employee’s position.

• It will not help if the employee is requested to remove the offensive material but does not comply.

• If the employee breeches company policy regarding the use of Social Media forums, as long as the policy is not too onerous, then that will also compromise the employee’s position

Social Media forums can also be used in ways that can unintentionally cause harm such as the case of the employee who called in sick but was subsequently found to be at a social function thanks to some photos posted online.

Just remember to think about your actions in regard to your employment when using social media forums and if you have any issues contact the ASU.

- Terry O’Loughlin, Industrial OfficerASU guides to social media safety can be downloaded from asuvic.org/union-publication

UNITE July 2013 5.

The Fair Work Commission Minimum Wage Panel has handed down a $15.80 per week pay rise, falling short of the pay rise sought for low-paid workers by the Australian Council of Trade Unions.

The modest pay rise of less than 40c per hour, or 2.6%, will see the minimum wage rise to $622.20 per week or $16.37 per hour for an adult. The decision affects about 745,000 award covered workers, including 32,000 on the National Minimum Wage.

While the pay rise falls short of the ACTU’s proposal of $30 per week, it is also roughly three times what the employer lobby group ACCI was willing to support. Without the union movement in the ring, the outcome for low paid workers could have been significantly worse.

But at 2.6%, the rise is much less than the average employee pay rise from 2011-12.

The decision underscores the benefit of union membership to low-paid workers. Although the union movement will continue to lobby for improvements to the minimum wage, workers in unions who organise and bargain collectively consistently achieve higher annual wage increases.

The increase takes effect on 1 July and your union will be applying to have award rates adjusted to reflect the decision.

National Minimum Wage decision falls short

Super rules are changing: what you need to knowIt seems that change is the one thing that stays the same in the super industry.Here’s a simple summary of the key changes you need to be aware of.

Change from 1 July 2013Superannuation Guarantee (SG) increases from 9% to 9.25% (see table below). The SG is simply the amount of your salary that your employer pays into your super fund. This amount will increase by 0.25% of your salary from 1 July.

Changes from 1 January 2014 and beyondMySuper. If you don’t choose a fund for your super, your employer must pay your SG into a fund that offers a MySuper product. MySuper is designed to be a low-cost, simple super product that will suit the needs of most working Australians. AustralianSuper is MySuper authorised.SuperStream. You don’t really need to know too much about this, but your employer does. SuperStream aims to simplify the administration and reporting of super, largely to improve member data and make most transactions electronic.

Changes to the SG rate from 1 July 2013 to 1 July 2019The SG rate will progressively increase from 9% to 12% from 1 July 2013 to 1 July 2019.

Want more information?For further information on legislative changes and updates visit our website www.australiansuper.com and search under ‘Forms & publications’ or visit the Australian Taxation Office website www.ato.gov.au

AustralianSuper prepared this information in June 2013. This information is of a general nature and does not take into account your personal objectives, situation or needs. Before making a decision about AustralianSuper, consider your financial requirements and read our Product Disclosure Statement, available at www.australiansuper.com/pds or by calling 1300 300 273. AustralianSuper Pty Ltd ABN 94 006 457 987 AFSL 233788, Trustee of AustralianSuper ABN 65 714 394 898.

From SG Contribution1 July 2013 9.25%1 July 2014 9.50%1 July 2015 10.00%1 July 2016 10.50%1 July 2017 11.00%1 July 2018 11.50%1 July 2019 12.00%

 

Jetstar’s current EBA is up for renegotiation in September, and delegates are already preparing for bargaining.

Amongst the issues concerning staff are the poor quality of the “new” uniforms and the failure to supply wet weather gear of a suitable quality. The company has not yet committed to improving the uniform situation.

Rostering and breaks are also critical issues for members. Members are being rostered on for more than the maximum hours specified in the EBA, and meal breaks are not being scheduled in some ports. These and other issues will be tackled in bargaining.

Will payroll be offshored again?ASU members at Jetstar have also presented their employer with a petition urging Jetstar to “re-shore” their Payroll division.

Payroll at Jetstar, which was outsourced and offshored to the Philippines some years ago, has been plagued by problems including underpayment of staff, incorrect calculation of pay and leave, and incorrectly issued group certificates.

“When data-sensitive roles—these ‘back office’ roles people talk about—are offshored, the first impact is the loss of Australian jobs and skills” said Branch Secretary Ingrid Stitt.

“The second impact is the endangering of private information. Remaining Jetstar staff are very worried about the security and accuracy of their payroll information. We want it back onshore and in house”.

Members are learning their rights and showing unity in bargaining

Bargaining at Virgin Airlines is continuing following an exciting few months for members. In April management released a draft agreement for staff consideration, hoping to rush members into agreeing to wages and conditions below the industry standard.

Thankfully, ASU members were prepared. 79% of staff covered by the agreement voted in the ballot, and the agreement was roundly defeated with 84% of the vote!

Congratulations to the delegates and members who organised for this unambiguous rejection of the sub-standard agreement.

Virgin management have since agreed to return to the bargaining table, but not before insulting staff by insinuating members didn’t understand the agreement! The airline distributed a push-poll in May, apparently seeking staff feedback as to why the agreement failed.

ASU members have responded by presenting their management with postcards advising: “If you want to know what I want in the new Agreement... talk to my Union” and listing the claims endorsed by members.

Virgin management have proved slow learners, but organisers are hopeful that management are finally learning to consult properly with staff through the union.

JETSTAR READY

6. UNITE July 2013

Virgin - “We deserve a great agreement!”

UNITE July 2013 7.

Qantas bargainingEarly this year bargaining began for Qantas’ EBA10, which covers ground staff at the airline. The EBA is a particularly significant one for ASU members, as changes to wages and conditions can flow on to members at Qantas subsidiaries like Jetstar and a variety of Qantas controlled companies.

A national conference of Qantas Group Companies’ ASU delegates met in Melbourne in February for background briefing on the state of the airlines industry, and to discuss strategy leading into bargaining in 2013. Delegates were fired up and ready to go!

An early survey of Qantas members drew a large response, and assisted delegates in compiling an ASU EBA 10 claim, which was overwhelmingly endorsed by members in March, and served to the company.

The claim includes provisions to improve fairness and job security, work-life balance, wages and superannuation.

Importantly, the claim calls on Qantas to recommit to important job security commitments won in EBA9 negotiations.

The claim also calls for a commitment that no jobs will be lost as a result of the Qantas arrangement with Emirates.

In contrast, Qantas’ claim aims to undermine job security through the increased use of insecure forms of work like temps and casuals. Qantas seeks to engage fixed term temporary and casual workers without agreement from the ASU, and outright refuses to commit to the ASU NNT’s job security claims

Member meetings are being held across the country to consider Qantas’ claims, and bargaining is set to continue.

ASU members at Toll Dnata have successfully staved off a challenge to their job security, posed by the company’s use of a sub-contractor known as Cloudbreak Aviation Services.

The company had initially engaged Cloudbreak to take on passenger assistance work during busy periods, but soon expanded the use of Cloudbreak to work done by Toll employees. Cloudbreak employees were paid $16 an hour, 4c an hour above the national minimum wage.

Toll Dnata employees, on a union-negotiated EBA, are on a much higher rate of pay with better conditions. The Toll Dnata EBA also contains job security clauses. The job security clause states that Toll may not engage contractors unless the employees of the contractor are paid exactly the same terms and conditions as Toll employees. The clause ensures that contractors are employed for legitimate workload reasons and not just to undermine the conditions of employees.

Toll Dnata have now made the decision to teminate the contract with Cloudbreak. Some of the Cloudbreak staff have since secured work at Toll Dnata. The ASU is also pursuing

back-pay owed to the Cloudbreak employees.

Toll’s EBA is due to expire this year, so it is critical that members organise to defend the job security clause that protects their wages and conditions.

EmiratesThe Emirates EBA is not due to expire until December, but members are keen to get a jump start on negotiations. The ASU has circulated a member survey, aimed at gauging members’ priorities for the coming agreement.

One significant issue for members is the Qantas-Emirates alliance, and what it means for job security.

ASU Organisers are now collating the results of the survey for delegates, who will work with their organisers on developing a claim.

Once delegates have drafted a claim, member meetings will be called to seek endorsement. Emirates members should make sure the ASU office has their current email address to ensure they are aware of member meetings.

Toll wage threat defeated

Changes to the Fair Work Act

BullyingThe amendment inserts a new section into the Fair Work Act, enabling workers who are being bullied at work to apply to the Fair Work Commission to assist in conciliating the matter between parties. The new section is intended as an early intervention measure to resolve a bullying matter quickly and inexpensively.

Right of entryUnion right of entry laws protect the rights of union members to be represented by a union, by allowing union organisers access to the workplaces of members. Union organisers must, however, hold a current permit and adhere to strict right of entry requirements.

One of the changes in the current amendment aims to resolve an issue organisers sometimes experience, whereby employers attempt to deny their employees’ access to the union by forcing the organiser to meet members in unsuitable locations. Sometimes the employer will specify the office next to their own, or a noisy location, to intimidate workers seeking the support of the union.

Under the amendment before Parliament, organisers would still be required to hold meetings in a room agreed with the employer, but if no agreement can be reached, the lunch room or area where employees typically have their meal breaks will be the default location, ensuring that union members and workers wishing to learn about their union can find their union organiser without feeling insecure.

The federal opposition under Tony Abbott have opposed the changes, and have stated that they will require unions to identify members or otherwise prove membership in the workplace before they will be allowed on site. By this logic, unions would never be allowed into new workplaces to check if workers are being paid correctly, and workers without an EBA would never get the chance to hear from their union!

Family-friendly measuresThe Government’s amendment Bill also deals with the protection of pregnant employees having the right to be transferred to a safe position if they are suffering from an illness or are ‘at risk’ due to their pregnancy.

If no safe job can be found then the employee will be entitled to ‘no safe job leave’. The leave will be unpaid if the employee has less than twelve months service. These provisions will be additional to the current entitlements for maternity leave.

The Amended Bill proposed by the government would also expand concurrent entitlement to unpaid parental leave (where both parents take leave at the same time) from a maximum of 3 weeks to 8 weeks. Parents would be allowed to take such leave at any time (in at least 2 week blocks) within 12 months of the birth or adoption of their child — previously the entitlement had to be used all at once at the arrival of the child.

Significantly, the bill also proposes changes to the ‘right to request flexible working arrangements’. This right currently applies to parents and carers of children under school age or children under 18 with a disability, but would now be extended to:• Parents or carers of children of school age or younger• Employees who are carers of a person/people with a

disability or illness or are elderly• Employees who have a disability• Employees who are aged 55 or older• Employees who are experiencing family violence

or who are caring for another family member experiencing family violence

The amendment would also give further clarification on the “reasonable business grounds” that a request can be denied. However, the amendment does not go far enough

In March, the Federal Government introduced an amendment to the Fair Work Act with significant implications for workers in unions.

In addition to changes to the laws around bullying, the new laws have implications for union right of entry and work-life balance.

8. UNITE July 2013

in giving the right to request flexible arrangements ‘teeth’. The ASU and other unions have argued that employees should have a right to appeal a decision by their employer not to provide flexible work arrangements.

Finally, the amendment will bolster the requirement for employers to consult employees before making sudden changes to working hours that adversely impact an employee’s family life.

At the time of writing, it was not clear whether the bill would be passed prior to the Federal Election.

UNITE July 2013 9.

In April, we had a major breakthrough in securing Victorian services jobs for the future.

After many months of discussion, the Victorian State Labor Opposition, lead by Daniel Andrews, has agreed to a number of important policies to stop the flow of Victorian services jobs offshore.

Labor have agreed to:

• Develop a service sector industry plan to grow our industries

• Give preference (in procuring for government contracts) to companies that do not offshore any jobs

• Lead the way for Victorian businesses by procuring services only from suppliers with ethical employment practices. “This means that government should not be associated with the purchase of services produced from the labor of exploited workers”

• Only contract call centres that comply with the Victorian Government Call Centre Code

• Call on COAG to introduce “country of origin” legislation for services, to allow consumers to make decisions where their services are delivered from, and where their data is stored.

These fantastic policies, which will go a long way to discouraging services offshoring in Victoria, would never have been agreed to if it weren’t for the sustained pressure of your union, and the involvement of union members.

Union members, families and supporters have been sending our secure jobs postcards to the Prime Minister. To date we have collected many such messages, and a number of community groups and workplaces have shown their support for the campaign (see front cover image).

We have more work to do. The ASU and our friends the Finance Sector Union must make sure these model policies become a reality by forcing the Victorian State Government to follow Labor’s lead and sign up to Secure Jobs and Secure Data. If they don’t, services workers will have a very good reason to look to the opposition at the next election!

If you’d like your workplace to get involved, email your ASU organiser, and we’ll look at setting up a Secure Jobs Secure Data event for you and your colleagues.

Your support for Secure Jobs Secure Data will help influence governments - State and Federal - to do the right thing. Meanwhile, with your help your union will continue to keep services jobs in the spotlight.

To send your message about secure jobs to the PM, go to securejobssecuredata.org.au

Win for Victoria Securing Jobs and Data

“These professional services are the backbone of Victoria’s economy. We simply cannot afford to lose this industry and lose these jobs,” - Daniel Andrews, Victorian Opposition Leader

SECURE JOBSSECURE DATA .org.au

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“The bank we work for off-shored my husband’s IT job over two months ago (he is yet to find another job) – and my department is ‘reviewing its operating model’ and there may be redundancies in my area too in the next few months…” - Secure Jobs message

Take Some Action!

The ASU’s Workplace Gender Equality Report was lodged with the Workplace Gender Equality Agency on 30th May 2013.

The report shows that the ASU’s executive is more equally represented than most Australian organisations, with women representing 45% of elected officers and 56% of management. The total proportion of women employed by the union is 54%.

By contrast, women only hold 9.2% of executive positions in the top ASX500 companies.

The ASU, and in particular the Private Sector Branch, is a female dominated union. Roughly 67% of members in our branch are women. But historically, the ASU has still had to fight hard to achieve equal representation of women in elected positions.

Women comprise 45.7% of all Australian employees, but over 70% of part-time employees. The purpose of Workplace Gender Equality Reporting is to support employers to identify and remove barriers to the full and equal participation of women in the workforce, and to improve the productivity of Australian business through the advancement of gender equality in employment.

You can view the ASU report at: www.asu.asn.au/about The Act provides for union members to comment on the report, either by email to Joanne Knight, National Women’s Consultative Committee Convenor at jknight@syd.asu.asn.au or to the Workplace Gender Equality Agency.

Workplace Gender Equality Report

NEW! Find your agreement online.ASU members will shortly be able to access their current workplace agreement via the ASU Victorian Private Sector website at asuvic.org

The new Member-only section will allow members to browse agreements by division and workplace.

Members are reminded, however, that interpretation of workplace agreements is not always transparent. So please continue to call ASU Assist for clarification on any workplace matter.

If your agreement is not online, it may be due to a level of complexity in your workplace entitlements. Please call the ASU to discuss any query.

Your username is your membership number. Your password will be your first initial and your last name, all lower case (asmith).

The new feature is expected to go live in early July.

10. UNITE July 2013

DELEGATES - Register now! www.asuvic.org

ASU Delegates Conference 201318 October 2013ANF Conference Centre

Learn. Be inspired. Take some action!

Take Some Action!

MEMBERS:Know someone who has taken action?

Nominate them for Delegate of the Year!

The winner and runner up of 2013 ASU Delegate of the Year will each receive a prize to be presented at the ASU Delegate’s Conference on Friday 18 October 2013.

Nominate online at www.asuvic.org or email ebyrne@asuvic.orgNominations must include name of person nominated, person nominating, workplace, and a short explanation of why your delegate should be delegate of the year.

UNITE July 2013 11.

More and more, the demands of business are eating away at the basic rights unions have won for all of us. Time for family and friends, some certainty to plan for the future and a fair day’s pay.

When workers miss out on these rights, their families miss out on a lot more.

That’s why unions are standing up for a better life for all workers and their families. It’s not a lot to ask.

Australian Unions are fighting for:

Fair wages

Job security

Work safety

Sick pay

Annual leave

Penalty rates

Time to care

Reasonable work hours

Portable entitlements

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AustralianUnions

ACTU 0109_DL flyer 100x210mm.indd 1 31/05/13 11:53 AM

Authorised by Ingrid Stitt, Branch Secretary, Australian Services Union Victorian Private Sector Branch, Level 1, 117 Capel Street North Melbourne 3051

Optical

&Dental

Discount dental services through Unident (03) 9822 8986

Bulk-billed optical exams and discounts on optical through SmartEyes Optical (03) 96547299

Movie tic

kets

Purchase Hoyts or Village movie tickets through the ASU, from $11 for an adult, $8 concession and $31 Village Gold Class.

Call (03) 9320 6700 to order.

10% First Aid and other training through Red Cross College.

Go to asuvic.org/red-cross-college and use the promotional code “ASU2013”

Have you used theseASU Member benefits?