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We Own It

A Premier’s Promise

EA Season

UNIFIEDSUMMER EDITION 2016 The Official Journal of the Health Services Union

Unified is the official journal of the HSU NSW/ACT. We welcome your feedback and want to hear from you about what you want from your union magazine. If you have any views, news or ideas you would like to share please send an email to [email protected] The Official Journal of the

Health Services Union NSW/ACT

UNIFIED

INSIDE

For editorial enquiries: call the HSU or email [email protected] | Advertising enquiries: call HSU on 1300 478 679

President: Mark SterreySenior Vice-President: Leanne BurnsJunior Vice-President: Lindy TwyfordSecretary HSU NSW/ACT: Gerard HayesAssistant Secretary/Treasurer: Andrew Lillicrap

Branch CommitteeBruce G Cornwell Sharalyn HaynesGenevieve PartridgeLynne Russell

Branch Councillors ACT: Leigh BushAged Care: Lindy Twyford Ambulance Service: Steven Fraser Central Coast: Leanne Snow Far West: Darriea Turley Health Managers: Genevieve Partridge Hunter New England: Claire Charles Hunter New England: John Henry Chester Illawarra Shoalhaven: Gillian Laura Reilly Mid North Coast: Suzanne Davis Murrumbidgee: Ronald Henderson Nepean Blue Mountains: Peter Mitchell

Northern NSW: Steve AustenNorthern Sydney: Sarah DuftyPrivate Hospitals: Alan Wilcock Southern NSW: Joan CatlinSouth Eastern Sydney: John Douglas Holgate South Western Sydney: Deborah NeumannSouth Western Sydney: Shirley Ann O’Riley Sydney: Ronald Pike and Patricia ReidWestern NSW: Peter Iffland Western NSW: Sharalyn Haynes Western Sydney: Raymond Stephen Dunn Western Sydney: Sharon Joseph

Postal AddressLocked Bag 3Australia Square NSW 1215

Health Services UnionLevel 2 , 109 Pitt Street Sydney NSW 2000

Printing WebStar: PO Box 6808, Silverwater NSW 2128 T: 02 9748 0020

Leadership Team

Telephone: 1300 478 679Fax: 1300 329 478E-mail: [email protected]

Disclaimer: The HSU does not warrant the veracity of statements made or representations given, by the advertisers in this journal. The

HSU recommends members seek independent advice before making any decisions based on material published by advertisers in the

journal.

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D&D DuellingHSU Paramedics take their fight to Macquarie St

We Own ItLeading the charge against privatisation

Fees FlickedLismore members in parking triumph

Private LivesHow to negotiate a great agreement

Care CustodiansBulgarr Ngaru going from strength to strength

Bye MargaretBidding farewell to an HSU institution

4 5UNIFIED | The Official Journal of the Health Services Union NSW / ACT SUMMER EDITION 2016 UNIFIED | The Official Journal of the Health Services Union NSW / ACTSUMMER EDITION 2016

As 2016 rapidly draws to a close, it is yet again time to reflect on our activities and project our minds forward to 2017.

We have been fully engaged in a range of campaigns and disputes that has seen our Union function at a level and tempo that has never been seen previously. The HSU has proven itself ready and willing to contend with a plethora of issues, from the privatisation of hospitals, 457 visas in aged care, removal of Death & Disability protections within the paramedic membership and consistent EBA bargaining in the private health division. On top of these enormously important collective issues, the union has continued to support members on an industrial, political and – above all – a moral basis. We have helped to guide the development of Foundation House to support members who may be struggling with addiction (see story on page 28) and we have campaigned strongly to entrench domestic violence leave into awards and agreements. The truth is that our Union, like any body of strongly moral people, is a force for social good.

2016 has seen many changes, both globally and nationally, that viewed on an individual basis would seem somewhat innocuous. However, when viewed through a broad lens, a very disturbing picture begins to develop. What kind of trends are we seeing? I’ll tell you – private sector gains are skyrocketing and banks are defending their obscene profit margins, while working

men and women are sidelined. More and more, the guardians of corporate profits are using hate and division to neutralise the collective voice calling for fairness, equality and societal reform.

Under the prevailing system multinational companies pay barely any tax at all, are free to exploit overseas workers in their own countries and in Australia through 457 visas, and are opting for a casualised and uncertain workforce as opposed to decent work that provides security, permanency and a reasonable wage. I’m not one for conspiracy theories, but when we see multinationals and governments operating hand-in-glove throughout the world, one must question the strategic alliances that are at play.

These same strategic alliances mean that the community is often locked out of decisions that touch our lives. For instance, the NSW Government is peddling Public-Private Partnerships as their preferred model in the public health system, despite outspoken opposition in the community. These initiatives are short-sighted, lazy, and hold communities in contempt. No one truly believes that privatisation can deliver a quality health system (or, indeed, anything else) and every past example demonstrates this. However, our government ploughs on regardless. For a short-term payoff,

the government would sacrifice universal access to quality healthcare.

I’ve painted a bleak picture, but that is only what will happen if we allow it to happen. The truth is, this government – like most bullies – is terrified of opposition. We must – as a Union and as a community – stand up for the next generation. We must stop the selloff and stem the bleeding, or watch our children try to survive in a world that is increasingly designed for the wealthy.

2017 will bring even more challenges than we saw this year, but we are up to the challenge. The governments and corporations that would exploit workers are about to find out what happens when 33,000 people stand together and demand change. These are merely words, however, and what defines strength is not words but action. We are strong, but you will discover just how much stronger we can be. After all, our power as a union is only as strong as our concern for our colleagues and our communities.

With that in mind, I encourage all members to get active and stay active. We know we cannot lose, because there will be no consolation prizes. We are not going to take what is being thrust at us – we are going to stand up and fight back. At the end of the day, government cannot sell off public services. Why? Because We Own It.

A message from the Secretary

Custodians of CarePreviously Unified reported on the great work Aboriginal Medical Services, like the Far North Coast’s Bulgarr Ngaru, do in the community. Many people might be asking, ‘Why do we need Aboriginal Medical Services (AMS) when we have mainstream health services?’ The simple answer is Aboriginal health is important. But it also consists of specialised health services to cater for the different needs of Aboriginal people. AMS’s also do outreach to communities and provide onsite medical care and support. Trust and a relationship to local communities are the key the improving Aboriginal health.

Here’s a few statistics on Aboriginal Health. In NSW, Aboriginal men live on average nine years less than non-Aboriginal people. And it’s about 8.5 years respectively for women. But it doesn’t end there. The mortality rate for 35 to 44-year-old men is three times that of non-Aboriginal people.

In terms of specific conditions, coronary heart disease was the leading cause of death of Aboriginal and Torres Strait Islander people living in 2013, at a rate 1.6 times that of their non-Aboriginal counterparts. The other leading specific cause of death of Aboriginal and Torres Strait Islander people was diabetes, which was a staggering 6 times higher than non-Aboriginal people. Chronic lower respiratory disease was 2.4 times higher and lung cancer was 1.8 times higher. If a geographical area of a major capital city reported similar statistics there would be a royal commission. No bucket of money would be too deep. And no amount of investigation and strategic interventions would be enough until the situation was turned around.

Aboriginal medical services like the one that opened in Casino to replace the existing centre are working hard at the coalface to turn

those statistics around – and not just through conventional health delivery found in mainstream medical services. Preventative health programs are not only helping the younger generation by promoting healthy lifestyle choices, they are also improving the health of older community members through the use of a purpose-built gym. The new facility at Casino has a full sized basketball court with gym and whole range of equipment. When local HSU organiser Kirk Rostock visited recently, all machines were being used and kids who had finished school for the day were playing basketball. It’s great to see such a facility used so well.

Local manager Steve Blunden took time out to show off the new facility. It includes two new dentist’s chairs, an improved consultation area and procedure room. Steve boasts a 28% increase in patronage since the new facility opened, and expects it to increase still further into the future. No doubt the gym will continue to deliver on positive health outcomes for local communities. It’s clear that as long as there are services like this, Aboriginal people on the North Coast are in good hands.

by Kirk Rostock

Gerard Hayes Secretary HSU NSW/ACT

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A special feature

Outsourcing in Aged CareIn recent months, the HSU has been mobilising against a scourge that is affecting employment in Aged Care: the use of outsourced contractors, often to undertake work like cleaning or catering in a facility.

For Aged Care providers, the use of contractors to undertake these functions might often seem like it makes sound business sense. By engaging this type of labour, they think that they can avoid responsibility for ensuring that workers are properly treated on the job. Pay and conditions can be determined by the subcontractor, leaving the facility management blameless for anything that might go wrong. It’s the perfect model of a dysfunctional industrial relationship, whereby business owners’ profits are prioritised while workers and residents alike are neglected. But the HSU is reversing this laissez-faire attitude and reminding employers that they must meet their obligation to ensure workers aren’t exploited – or pay the price.

In the suburb of Greenhills, near Maitland in NSW’s Hunter region, the HSU was recently alerted to another such outsourcing debacle. Management of the Living Care facility had outsourced cleaning to another company, Nationwide; when the contract was cancelled, so too were five members’ jobs. With two weeks’ notice, members were informed that their services would no longer be required, and nor would any redundancies be forthcoming. The decision had apparently been undertaken three months prior, but no one thought it necessary to tell the members who would be unceremoniously dumped – some of

whom had given up to 17 years’ devoted service. When they asked if they could apply for jobs with the new contractor, they were told that all positions had already been filled.

Such despicable treatment is precisely the reason that trade unions exist. When workers are treated shamefully by employers, they can always expect to rely on their union: the HSU. We have been arguing forcefully for better remuneration and staffing levels for care staff that are overstretched and underpaid; it’s only right that we ensure that workers undertaking vital support roles in aged care facilities – such as cooking and cleaning – have a voice too.

The good news, however, is that the HSU isn’t alone in its attitude to outsourcing. The Fair Work Ombudsman, Natalie James, has in recent times made it clear that a very dim view will be taken of businesses trying to escape their responsibilities to workers by engaging contractors. The Ombudsman’s focus has been on vulnerable workers – a category that aged care workers do unfortunately fall into. An increased amount of scrutiny has been brought to bear on businesses that exploit these so-called ‘vulnerable’ workers, who might often have fewer support networks or struggle with English. Particular industries, particularly those with an emphasis on labour-

intensive and relatively low-skilled work, tend to attract more of these type of workers – but it hasn’t escaped the eagle eye of the employment watchdog. Significant fines have already been issued to a number of employers who evidently thought that their profits were more important than abiding by modern award conditions.

The HSU’s Aged Care Divisional Manager, Rob Sheehy, is well aware of the extent of exploitation. “We see the human face of this all the time. Contract cleaners have been threatened with their jobs, with deportation, and with general threats against their person when they ask to be paid correctly. It is modern day slavery and it is a national disgrace.

“Contract cleaning is in the top three of industries where workers are exploited by wage theft. When you bring illegality in the form of wage theft into a workplace, it is a disease that affects all workers and residents. It is bad for the workers, it is bad for the residents and it is bad for business.”

We’ve been triumphant in the past, of course. The Union is in possession of a secret weapon when it comes to the mistreatment of workers: public disapproval. Particularly in regional centres, someone is bound to know the person who

you intend to treat poorly – and the tide of community opinion turns very fast. In an industry with such an abundance of aged care facilities, management would be wise not to let prospective clients get wind of their unscrupulousness, lest they exercise their consumer choice and go elsewhere. Some well-deployed media exposure in the local press helped to save the jobs of a number of workers at Bracken House in Dubbo, and they’re certainly not the first.

For the HSU and the Ombudsman alike, it’s important that employers that want to venture into outsourcing – such as Living Care – understand their obligations before they risk action under the Fair Work Act. For this reason, a considerable amount of education needs to occur. But it’s also important that employers recognise, should they shirk their obligations, they will also be falling foul of one of the largest health unions in the country.

Rob Sheehy wants to dispel any uncertainty that employers might be in: “All Aged Care providers need to realise that if wage theft is found at their facility, the HSU will make it public knowledge. We will also pursue every legal avenue, including holding the Aged Care providers and the managers liable in line with Section 550 of the Fair Work Act.”


However, in 2015 the Ministry of Health identified that the cost of the scheme via insurance premiums being paid were going to breach the mandatory trigger for review contained within the award. A significant factor was due to the amount of claims NSW Ambulance has one of the highest injury rates for Paramedics in Australia. As such, the insurer raised the premiums in excess of 200 percent, making the scheme untenable. 18 months of negotiations with the Ministry of Health were unable to resolve a number of outstanding issues and the matter went before the Industrial Relations Commission. The Ministry of Health were successful in having the Death & Disability scheme replaced by an ‘off the shelf’ 2-year income protection policy,

effectively slashing Paramedics coverage by up to 75% of their previous entitlement.

Paramedics across NSW were outraged by the changes, which left them and their families exposed. Members launched the Zero1Code1 (www.facebook.com/01code1/) campaign, which began to draw strong attention from all areas of the media and from members of the public. Paramedics began reaching out to their local MPs, seeking support in ensuring that they received adequate protection in their roles, and at least equal to what was been offered to NSW Police and FRNSW. Paramedics also began using Liquid Chalk on Ambulance vehicles calling on the Premier to intervene and highlighting to their communities which local MP’s weren’t

by Mick Grayson supporting their Paramedics. Traction grew with communities throughout NSW, as the public began joining Paramedics calling for a fairer system, and more MPs came out in support.

On October 19, delegates from across NSW gathered at Martin Place and were addressed by HSU Secretary Gerard Hayes, with Paramedics unanimously endorsing action to fight the Government on the changes to the Death & Disability coverage. A delegation of Paramedic members met with the Premier to outline the concerns they and their families held. Following on from those discussions, the Premier of NSW then addressed the 80 HSU Delegates at Parliament House, giving them a number of assurances: that his Government will intervene and look at alternative models for coverage; that anyone injured after the commencement of the current scheme would be covered under the Government’s ‘new’ model once finalised; and that there would be further investment to reduce Paramedic injury rates.

Paramedics are now waiting to see if the Premier does deliver on these assurances in a planned announcement on 31 January 2017. However, we know now what we can achieve when we stand together, and we also know that the community is well and truly on our side. Yet another demonstration of how powerful a motivated member driven campaign can be.

As many members will be aware, NSW Paramedics until recently had a protection scheme known as the Death & Disability Award which came into effect in 2008. This scheme covered Paramedics both on & off duty for injuries and illness as well as death. As Paramedics are among the most injured workers in the country, and NSW Ambulance in particular maintains a shameful safety record, this protection provided vital peace of mind.

Keeping Up The Fight


The private health sector in NSW has experienced massive growth in recent years, and shows no sign of slowing down. Paralleling this has been an enormous growth in HSU membership, as more and more health workers in the private sector – some of whom may never have considered union membership before – start to see the benefit in representation for themselves and for their professional group.

The HSU’s bargaining team has been negotiating a record number of Enterprise Agreements, and 2016 is a landmark year, with a number of very large agreements about to expire. Ramsay Health and Healthscope, the two largest private health providers in NSW, currently appear as twin monuments on the horizon – and the HSU has them in its sights. As Private Health Manager Tim Thorburn puts it, “We hope to complete a home run this year. We’re certainly off to a good start!”

To begin with, however, the HSU has recently negotiated a new enterprise agreement with Healthe Care – and it’s a corker. With a good pay increase, 10 weeks paid parental leave, introduction of a new underpayment clause, a number of new classifications, and a whole host of other positive features, it’s a textbook example of what members can achieve when they stand united. Members and delegates are flushed with success, and it’s clear that a brighter future is on the cards as workers continue to join their Union.

Healthe Care itself is no slouch in the

private health stakes. As the third-largest private health provider in the state, it is responsible for running eight separate hospitals in NSW. In December 2015, the company changed hands for $938 million. And, as of October this year, a brand-new agreement is in place to recognise the contribution of a whole range of health workers.

From the very outset, the HSU was in a superior bargaining position – and played its hand to the hilt. But what was different this time?

“Well, for starters, we had delegates at every hospital,” says Tim. “We’ve never had that before, and it’s a powerful thing. Every negotiating meeting, we had a room full of members – sometimes we outnumbered management two to one!”

This strong involvement from the membership ensured that the momentum was on the HSU’s side from day one. Early on in the negotiating process, Healthe Care management suggested that negotiating meetings should take place at their head office. The HSU objected, arguing that

meetings should take place at worksites, and that at each hospital should play host to at least one meeting to allow all members to have a say. Healthe Care agreed.

The physical proximity of each meeting allowed members to get involved and take control of proceedings in a way that might have been inconceivable to them previously. While all workers are encouraged to sit at the bargaining table, the formality and high ceremony of proceedings can often be intimidating. The HSU’s aim was to make bargaining as open, transparent and inviting as possible for workers who might not have previously become involved – and it worked.

When Healthe Care attempted to fob members off with a ‘bare-bones’ agreement, therefore, the Union occupied a commanding position to refuse their offer. With a 2.5% increase and precious little in terms of improved conditions, members would have barely been better off than they were before. This time, members were calling the shots, and they weren’t about to be bought off cheaply.

A key plank in the HSU’s bargaining strategy in many workplaces is to identify classifications that have for whatever reason been undervalued, and then propose pay increases or further pay intervals for greater responsibilities. This encourages employers to recognise and support the uniquely skilled work being performed by their health workers, and in concrete terms helps to supplement the general pay increases won for members. Healthe Care negotiations were no exception to this strategy, as the HSU managed to win a record number of new classifications with better pay and recognition of responsibilities – among them, Chief Radiographer, Loan Set Coordinator, and level 4 CSSD Manager.

Members at Dubbo Private Hospital are happy with their new agreement

Mayo Private Hospital delegate Brad Ross signs up a new member

A PRIVATE AFFAIRThe story of a great private health agreement

As negotiations wore on, Healthe Care management became slightly recalcitrant, as it grew more and more apparent that the HSU possessed the upper hand. It was with gritted teeth, therefore, that they made their pay offer of a flat 2.5% over 3 years. Members refused. Healthe Care revised the increase to 2.75%, claiming that this was their very final offer. Unfazed, members again refused. After a marathon meeting with HSU delegates at the union’s head office, the employer representatives finally capitulated, agreeing to almost exactly what the HSU had demanded: 2.75% for the first year, and 3% each year for the next two years.

HSU Private Health Councillor Alan Wilcock, who works at one of the Healthe Care sites, attributes the union’s success to involvement from members. “We couldn’t have done this without a stellar effort from delegates and members alike.

Now, let’s keep it going. Ramsay and Healthscope, here we come!”

We had delegates at every hospital, and it’s a powerful thing. Every negotiating meeting, we had a room full of members – sometimes we outnumbered management two to one!

- Tim ThorburnDivisional Manager

Private Health


Bargaining – it’s something that many Australian workers have been through. It has become part of our lives, and an important part at that. But it’s also not something that we all understand. What makes the boss tick during bargaining? How do workers achieve what they set out to win?

Recently the HSU negotiated a new agreement with Estia Health. In the midst of a heated debate with an overly hostile lawyer acting for the boss, HSU delegate Pete McCabe asked “Isn’t this meant to be a negotiation? They’re just saying no to everything!” It was an interesting question. How do we move Estia from just simply saying no?

It’s actually not terribly complicated. The answer is through collective strength. The more workers that stand shoulder to shoulder, the more the boss has to shut up and listen to what you say. The boss won’t just give you something for free. You have to fight for it. Make it harder for the boss to say no than it is for them to say yes. Reaching an agreement or contract involves two parties. Typically, one party is stronger than the other party. Without a union, the stronger party is the boss. With a union, workers have the ability to shift the pendulum and become the powerful party in the relationship.

And that’s exactly what happened at Estia. The boss came out swinging and sought to take away HSU members’ hard-fought conditions. And you know what? We let him swing. But he missed – time and time again, until we finally landed a blow. In a 4-day blitz, HSU organisers and delegates signed up a swathe of new members. All of a sudden, the boss’ tone was not so aggressive. He knew that the game had changed. It was an eye opener for Pete, who was in his first bargaining round. We hope that next time, we will be even stronger!

Of course, there are other ways to achieve beneficial outcomes through bargaining. Mounting a persuasive argument is one

example. Or finding issues where the boss and workers have a mutual interest. These techniques all have their place, but none will get you very far if you are coming from a position of weakness.

Obviously, going it alone is not the answer. In bargaining, the power of being union is so important and so valuable that you’d be silly to leave home without it. So, for the wellbeing of your working life, if you know somebody who is not in the union – tell them to join.

Bargaining for BetterThe HSU Bargaining team continues to achieve great results for members working in Private Health, Aged Care and Disability. With the help of committed members and delegates, this year has been better than ever!

Some of the many improved entitlements successfully negotiated this year include:

n Pay increases above the minimum wage increase

n Increased minimum engagement for part time and

casual employees

n Annual review of hours for part time employees

n Paid domestic violence leave

n Paid natural disaster leave

n Paid union leave

n Increased paid parental leave

n New classifications that reflect work what our

members do in the workplace e.g. CSSD; Operating

Theatre Assistants; Storepersons; CSE grade 2 level 2;

Allied Health Assistants

n Pro rata access to Long Service Leave after 7 years

n Transition to Retirement clause allowing access to LSL

one day a week

n Higher rates of pay for on call

n Improved sleepover allowance

n Second paid tea break after 7.6 hours worked instead

of the previous 8 hours

Clearly, we were not successful in getting all these claims into every agreement. However, we continue to negotiate improved working conditions every time the HSU enters into negotiations. Most importantly, the HSU was able to stop proposed claims by employers that would have seen the loss or reduction of current entitlements such as penalty rates. We thank all our members who put their hand up to become delegates at negotiations. Without the commitment from these members to represent their colleagues at the negotiation table, we would not have been able to achieve such positive outcomes.

Aged Care and Disability: ¡ 28/1/16 Wesley Mission Residential Aged

Care & Villages, NSWNMA and HSU NSW Enterprise Agreement 2015-2017 Pay increases: back pay to FFPP 1/7/15 on 2105 rates of pay; FFPP 1/7/16 - 3%

¡ 11/2/16 McLean Care Ltd, NSWNMA and HSU NSW Enterprise Agreement 2015-2017 Pay Increases: back pay to FFPP 1/7/15 on 2015 rates of pay; FFPP 30/6/16 - 3%

¡ 11/2/16 Minchinbury Manor Enterprise Agreement 2016-2018 Pay increases: FFPP 1/1/16 - 3%;FFPP 1/1/17 - 3%;FFPP 1/1/18 - 1.5% adv 2.5%

¡ 10/3/16 Advantaged Care at Barden Lodge Non Clinical Staff Enterprise Agreement 2016-2018 Pay increases: minimum average of 2.75% FFPP after the vote; minimum average of 2.2% FFPP 1/1/17; minimum average of 2.4% first full pay period 1/1/18

¡ 10/3/16 Advantaged Care at Bondi Waters Non Clinical Staff Enterprise Agreement 2016-2018 Pay increases: minimum average of 2.75% FFPP after the vote; minimum average of 2.2% FFPP 1/1/17; minimum average of 2.4% FFPP 1/1/18

¡ 10/3/16 Advantaged Care at Georges Manor Non Clinical Staff Enterprise Agreement 2016-2018 Pay increases: minimum average of 2.65% FFPP after the vote; minimum average of 2.2% FFPP 1/1/17; minimum average of 2.4% FFPP 1/1/18

¡ 15/3/16 RSL Care Enterprise Agreement 2015 (QLD) Pay increases: 3% to be paid from the FFPP after the Agreement commences; 2.5% to be paid from the FFPP after 1st anniversary of the first payment; 2.5% to be paid from the FFPP after the 2nd anniversary of the first payment. In addition to the above, a one-off payment of $500 (gross) will be made to each employee covered by the Agreement in the first FFPP following the approval of the Agreement by the majority of employees

¡ 23/3/17 RSL LifeCare (ACT) Enterprise Agreement 2016-2017 Pay increases: 2.9% in 2015 to back pay to first full pay period from the conclusion of the ballot period. Some classifications which are receiving a higher rate of pay will receive less than 2.9%, while some classifications which are receiving a lower rate of pay may receive more than 2.9%. Between 2.5% and 3% first full pay period 1/7/16 depending on your classification

¡ 5/4/16 Quirindi Retirement Homes Limited, NSWNMA and HSU NSW Enterprise Agreement 2015-2017 Pay increases: FFPP 1/7/16 - 3% minimum

¡ 14/4/16 The Forrest Centre General Services Employees Enterprise Agreement 2016 Pay increase: FFPP 2/4/16 - 2.5%; FFPP 2/4/17 - 1.25%; FFPP 2/10/17 - 1.25%; FFPP 2/4/18 - 1.25%; FFPP 2/10/18 - 1.25% adv 2.5%

¡ 3/6/16 Regis Aged Care NSW Enterprise Agreement Pay increases: FFPP 1/10/15-2% /; FFPP 1/10/16-2%; FFPP 1/19/17-2% adv 2%

¡ 9/7/16 Advantaged Care Non Clinical Staff Greenfield Enterprise Agreement 2016-2018

¡ 13/7/16 Southern Cross Care (NSW & ACT) Enterprise Agreement 2016 Pay increase: FFPP 6/4/16 - adv 3%; FFPP 1/7/16 - adv 3% with 3.3% for CSE grade 2 level 2

¡ 23/8/16 Opal Aged Care (NSW) Enterprise Agreement 2016 Pay increases: FFPP 1/7/16 - 2.4%; FFPP 1/7/17 - 2%; FFPP 1/7/18 - 2%

¡ 1/9/17 HammondCare Dementia Specific Employees, Residential Nurses, Care and Support Services Enterprise Agreement 2016 Pay increases: 7/12/15 - 2%; 1% on Yes vote; 5/12/16 - 3% for SDC and 2.5% for CSE; 4/12/17 - 3%

¡ 6/9/16 Goodwin Aged Care Services Enterprise Agreement 2016-2020 Pay increases: second pay cycle; 12/16; 12/17; 12/18/; 12/19 National Minimum wage increase

¡ 21/9/16 St Vincent de Paul Society NSW – Frederic House Enterprise Agreement 2016 Pay increases: backpay FFPP 1/4/16; FFPP 1/7/16 - 2.5%; FFPP 1/7/17 - 2.5%; FFPP 1/7/18 - 2.5%

¡ 4/10/16 Mayo Home Nursing Service and Hunter Nursing Nurses and Support Services Enterprise Agreement 2016 Pay increases: FFPP 1/7/16 - 2%; FFPP 1/7/17 - 2%; FFPP 1/7/18 - 2% plus some staff received additional increases as they had come from modern award - adv 2%

¡ 12/10/16 Calvary Retirement Community (New South Wales) and the Health Services Union - General Services Enterprise Agreement 2016 Pay Increases: FFPP 1/7/16 - 2.5%; FFPP 1/7/17 - 2.5%; FFPP 1/7/18 - 2.5% adv 2.5%

Disability ¡ 21/7/16 Vision Australia Unified Enterprise

Agreement 2016 Pay increases: in line with increases in SCHADS modern award

Waiting for FWC certification ¡ Aged Care Services Australia Group Pty Ltd

(Coffs Harbour Aged Care Facility and South West Rocks Aged Care Facility), New South Wales Employee Enterprise Agreement 2016 Pay increases: 1/7/16 - 2.75%; 1/1/17 - 1%; 1/7/17 - 1.5%; 30/1/18 - 1%; 1/7/18 - 1.5%; 30/1/19 - 1%; 1/7/19 - 1.25% adv 3.3% Mackenzie: FFPP 1/7/16 - 3.25%; FFPP 1/7/17 - 2.4%; FFPP 1/7/18 - 2.4%

¡ Northcott Enterprise Agreement 2016-2018 (Disability)

Agreements still under negotiation ¡ LASA template ¡ Twilight ¡ Cranbrook Care ¡ Christadelphians ¡ Bupa ¡ Estia ¡ Catholic Archdiocese ¡ Hardi ¡ Twilght ¡ Hardi ¡ Cram (Disability) ¡ Sunnyfield (Disability) ¡ Royal Institute of Deaf and Blind Children

(Disability)Private Health

¡ 18/2/16 Macquarie University Hospital/HSU New South Wales Branch Employees Agreement 2015-2017 Pay increases: FFPP 1/1/16 - 3%;

FFPP 1/1/17 - 3% ¡ 22/7/16 St Vincent’s Health Australia

(NSW Private Hospitals) Support Services Enterprise Agreement 2016 Pay increases: 1/1/16 - 2.5%; /1/1172.5%; 1/1/18-2.5% (St Vincents) some classifications 1; 2; 6; & 7 got an extra .25% 1/1/16 - 2.5%; 1/1/17 - 2.5%; 21/1/18 - 2.5% (Mater)

¡ 23/9/16 St John of God Health Care (NSW Hospitals) Health Professionals and Support Services Enterprise Agreement 2016 Pay increases: Support Services FFPP 1/7/16-2.5%; FFPP 1/7/17-2.5%; FFPP 1/7/18-2.5% adv 2.5%

¡ Health Professionals FFPP 1/7/16 - 2.5%; FFPP 1/7/17 - 2.0%;FFPP 1/7/18-2.0% adv 2.17%

¡ 27/9/16 Westmead Rehabilitation Hospital & HSU NSW Enterprise Agreement 2016-2018 Pay Increases: FFPP 1/7/16 - 1%; FFPP 1/7/17 - 2%

¡ 21/9/16 Calvary John James Hospital Health Professionals and Support Services Enterprise Agreement 2016 (ACT) Pay increases: FFPP 1/7/16 - 3%

¡ 28/10/16 National Capital Private Hospital – HSU Non Clinical and Allied Health Employees – Enterprise Agreement 2016-2020 Pay increases: FFPP 1/7/16 - 2.75%; FFPP 1/7/17 - 2.75%; FFPP 1/7/18 - 2.75%; FFPP 1/7/19 - 3%

Private Imaging ¡ 18/2/16 Healthcare Imaging Services NSW

Enterprise Agreement 2015 Pay increases: 28/2/16 increase in base rate of pay; 28/2/17 - 2%; 28/2/18 - 2%

¡ 1/9/16 Regional Imaging Border and Riverina Enterprise Agreement 2015 Pay increases: 1/1/17 - 1.5%; 1/1/18 - 1.5%

Private Pathology ¡ 21/9/16 Capital Pathology Enterprise

Agreement 2016 Pay increases: FFPP 1/7/16; FFPP 1/7/17; FFPP 1/7/18 as per minimum wage increase and ERO

Other ¡ 21/6/16 Hunter New England Central Coast

Primary Health Network Agreement No Pay increases: FFPP 1/7/16 - 1.7%; FFPP1/7/17 - 1.8%; FFPP 1/7/18 - as per indexation received in operational funds

Waiting for FWC certification ¡ Healthe Care (NSW Private Hospitals)

Health Professionals and Support Services Enterprise Agreement 2016

¡ Pay increases: 2.75% FFPP 1/7/17; 3% FFPP 1/7/18; 3% FFPP 1/7/19

¡ Bega Valley Private Hospital – NSWNMA & HSU NSW Enterprise Agreement 2016-2018

¡ Pay increases: 2% FFPP 1/7/16; 3% FFPP 1/7/17; 3% FFPP 1/7/18

Agreements still under negotiation ¡ Ramsay ¡ WMH MSIC Health Service Employees

Agreement ¡ Flourish ¡ Bulgarr Ngaru Medical Aboriginal

Corporation Non Nursing Enterprise Agreement 2011

¡ Galambila

How to get what you wantby Toby Warnes, Bargaining Officer

Enterprise Agreements negotiated in 2016


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The HSU is very proud to announce that, after a considerable period in which nominations were being accepted, the HSU Women’s Committee is now fully functional and meeting regularly to discuss issues of concern to female HSU members and the union movement more broadly.

The Committee’s primary aims are to advance the rights of women, to campaign on issues that are important to women, and to clear impediments to women occupying leadership positions both within the union and without. HSU members work in industries that are often dominated by women, but despite this, many female members continue to be held back by the infamous ‘glass ceiling’. The goal of the Women’s Committee is to shatter that ceiling for good.

One of the first actions of the Women’s Committee was to design and issue an in-depth survey to all of the female members of the union. The survey received an unprecedented reaction, with thousands of deeply-considered responses flooding in – so much so that the Committee made the decision to extend the cutoff date for submissions. The results of this survey, currently being collated, will provide invaluable information for the Committee in days and months ahead.

The Women’s Committee coordinated the HSU’s attendance at the recent Equal Pay Dinner, an event organised by Unions NSW to generate discussion and action around the stubborn pay gap that still persists – both within workplaces and industry-wide. Few people expected to be so bowled over by the highly moving speeches of Lindy Twyford and Josie Peacock, both HSU Aged Care councillors; they spoke about the care that they bring to their work, but also the exceptionally poor wages paid within aged care, a female-dominated industry. Typically, women far outnumber men in industries such as aged care and early childhood education, and pay is correspondingly lower than industries dominated by men. The Women’s Committee aims to smash that disparity.

HSU Women’s Committee up and running

If you have any questions or issues that you would like to put to the Women’s Committee, please send an email to [email protected].

HSU Aged Care councillors Lindy Twyford and Josie Peacock addressing the Equal Pay Dinner


On the 15th of September this year, it came: a day that the HSU has spent years preparing for. The New South Wales public health system was dealt a shuddering blow, with Health Minister Jillian Skinner’s announcement – without a hint of consultation or warning – that the Baird government intended to hand over five public hospitals to private operators. Many members had fearfully anticipated this day, but still more were shocked and appalled. Jobs, wages and conditions, the very health of entire communities – all of these things were thrown into uncertainty with one greedy and uncaring gesture.

Privatisation of health services is a long-held preoccupation for both state and federal iterations of the Liberal Party. We’ve seen it before, when the NSW Greiner government sold off the Port Macquarie Base Hospital to disastrous effect, or when the WA Barnett government ignored all expert advice on the privatised Fiona Stanley hospital. We even saw it earlier this year, when the federal government tried to sell off back-of-house Medicare functions and got caught with its hand in the till. It’s an old story, and we all know that making a profit – the very raison d’etre of business – runs counter to the provision of quality care. As HSU Secretary Gerard Hayes puts it, “Delivering the best health services simply isn’t compatible with maximising profits.”

Time after time, conservative governments have been remonstrated for signing off on deals that leave corporations richer and the people poorer – and sicker. It doesn’t stop them from trying, though, does it?

Every one of the five affected hospitals – Wyong, Maitland, Goulburn, Bowral and Shellharbour – plays a vital, irreplaceable role within its community. Since the campaign began, we’ve heard countless poignant and genuine stories from members of the public

who have depended on their hospital time after time. The very young and very old, expectant mothers, the chronically ill, the poor and vulnerable – these are the groups who rely on their local hospital more than anyone, and they’re the ones who stand to lose most out of any public-private arrangement.

But it’s not all bad news. The HSU has long known of this government’s ideological obsession with privatising health services, and we’ve been triumphant in the past when a short-sighted government attempted to sell out its workers and community. We have passionate and resourceful members in every hospital leading the fight. When a proposal that would leave 178 workers jobless was put forward at Albury-Wodonga Health, the HSU ran a campaign that harnessed the anger of the community and ultimately meant that every last position was retained. Multinational company ISS was contracted to provide ‘soft services’ at Royal North Shore Hospital, but HSU members never gave up the fight; when ISS was unceremoniously booted out earlier this year, they finally had reason to celebrate. When Secretary Hayes states “We will never, ever stop,” you had better believe it.

Coming together to tell themWE OWN IT

THE FACTSIn such a moment, it can become difficult to distinguish the facts from conjecture. Confusion reigns,

and it can be hard to tell precisely what is being proposed. So what are the facts?

1 On 15 September, Jillian Skinner announces that the government will be seeking expressions of interest (EOIs) from private companies to operate, maintain, and in some cases build new facilities at Maitland, Goulburn, Wyong, Bowral and Shellharbour Hospitals. The announcement is met with anger and surprise from unions, health workers and residents, none of whom were consulted prior to the decision.

2 The HSU vows to fight against the proposal, alongside NSW Nurses & Midwives’ Association, Australian Salaried Medical Officers’ Federation and Unions NSW. Thousands of union members and community members immediately join the campaign.

3 EOIs close approximately a month later.

4 The Minister later announces that privatisation plans for Goulburn Hospital are off the table, due to a ‘lack of interest’ from private operators. Many suspect that that Pru Goward, the local member and Assistant Health Minister, is concerned about losing her seat (no such luck for the hospitals in Labor seats, of course). However, while we celebrate the win, members and residents remain vigilant. The fate of the Bourke Street Centre, a vital pillar in Goulburn local health services, also remains in the balance.

5 A series of huge and unprecedented community rallies, organised by the HSU in conjunction with Unions NSW, NSWNMA and ASMOF, are held in each location over 4 consecutive Sundays. Local residents attend in massive numbers, proving that this issue holds paramount importance within the community, and that very few people believe the ‘private is more efficient’ lie. Union leaders, politicians and hospital workers speak about the importance of universal access to top-quality healthcare. Media coverage is extensive.

6 David Harris, State Labor MP for Wyong, collects 10,000 signatures on a petition for the issue to be debated in NSW Parliament. HSU, NSWNMA and ASMOF members working at the hospital travel all the way from Wyong to follow the debate from the public gallery. Baird government MPs treat their concerns with utter disdain, shouting down fellow Central Coast Labor MP Yasmin Catley. To cap it off, the Minister for Health doesn’t even bother to attend the debate, signalling her indifference to the community. Other petitions are being circulated in each of the affected areas and have gathered thousands of signatures each.

AS the HSU and countless other

people’s movements have learnt in

the past, a struggle such as this one

can’t be won in isolation. While the

collective strength of 33,000 members

is considerable, it’s only once we marry

our strength to the community and

other allied groups that we can hope

to claw back our public hospitals. We

want to make sure the Mr Baird and his

colleagues know that selling off our

health services is nothing more or less

than electoral suicide.

With that in mind, and with considerable fanfare, the HSU has launched its largescale anti-privatisation campaign: We Own It. It’s quite simple really. When Mike Baird and his government decided to sell off five hospitals to the highest bidder, they didn’t ask you or I. They didn’t ask hospital workers, or the communities that depend on these life-saving services. With supreme arrogance they turned their backs on us.

But in doing so, they forgot that our public health system is not theirs to sell. All of us, health workers or otherwise, contribute our

hard-earned money to ensure a world-class health system for all regardless of the ability to pay. When the Premier attempted to flog it off to his well-heeled mates, he neglected to ask the shareholders: the people of NSW.

We Own It is about reminding the people of NSW that they are all shareholders. We Own It is about encouraging all HSU members and the community to come together and take hold of their public health services once more. After all, if We Own It, how can they sell it?


ONCE A UNIONIST, ALWAYS A UNIONISTThey’re the familiar faces at every community rally, every early-morning commuter chat session, and every union demonstration. They stand up for the rights of others without complaining, sometimes travelling great distances in order to do so, and always have a cheerful smile to share. Their deeply held principles of justice and fairness are paralleled only by their giving natures.

Who are they? The Retired Unionists of NSW, of course!

Based on the very simple and undeniable fact that a union member doesn’t cease to care about their society and their fellow workers when they come to the end of their career, these proud members have been meeting – in various incarnations – for decades. They may no longer have work engagements, but they are extraordinarily generous with their time when it comes to causes that matter.

Of course, the Retired Unionist’s life comes with certain perks. A support network, such as Unions NSW’s Retired Union Network or the HSU’s Retired Members Division, also functions as a social

group and a welfare net. Members enjoy each other’s company, and at the same time they are able to look out for one another.

Iris & John Knight, Retired Unionist perennials and tireless campaigners, wouldn’t want it any other way. “We love it!” says Iris. “We get around, we see a lot of the state, and we meet lots of lovely people. Sometimes there are very early mornings, but it’s worth it because we’re campaigning for a better life!”

Mary Yaager, Unions NSW campaign director and convenor of the Retired Union Network, says that there are over 200 retirees on the books – all of them very active.

“We have such a diverse range of

backgrounds represented, it’s fantastic,” she says. “This brings a wealth of knowledge and great life experience to our group. Our members are planning to develop policies and campaign on social justice issues such as youth unemployment, affordable housing, inequality and privatisation.

These people are the elders of our union movement, and they still have a lot to teach us.

“They never stop. We are so fortunate to have these dedicated unionists… where would we be without them?”

The HSU encourages all retired members to join both the HSU Retired Members Division, and Unions NSW Retired Union Network.

Labor established the Fair Work Taskforce because they believe that everyone should have a say about their workplace conditions and a voice in response to the Abbott-Turnbull Government’s attack on jobs, wages and conditions.

The Report makes crystal clear that the Turnbull Government is bereft of a jobs plan – unless you count its plan to hurt low and middle income earners through attempts to attack the minimum wage and slash penalty rates. A key issue identified in the report is that the national landscape for workers is becoming more and more insecure. Regardless of whether it’s casual health workers fearing a cut in penalty rates, or skilled workers being sacked and replaced with temporary workers employed by subcontractors, the lack of job security and a regular income is generating fear across the Australian workforce.

These are issues the Turnbull Government has failed to respond to. In fact, this government has failed to develop a jobs plan; failed to respond to the Productivity Commission review into workplace relations that it commissioned; and failed to adequately protect workers from 7-Eleven-like exploitation.

The HSU joined Opposition Leader Bill Shorten, Shadow Minister for Employment, Brendan

HSU represented at launch of Fair Work Taskforce Report

by Paul Compton

When UnionsACT Secretary, Alex White, made contact with Organiser Paul Compton at short notice requesting HSU representation at the launch of the Fair Work Taskforce Report, he knew of two very keen Sub-Branch officials who he could rely on. Clinton Schmidt and Monty Radulovic (pictured with the Hon Bill Shorten MP, Leader of the Opposition), from Canberra Hospital General Sub-Branch, were only too happy to fly the HSU flag at Australian Parliament House. It was their first time ‘up to the hill’ and they were both very excited to be going for such a great cause.

- Mr Bill ShortenLeader of the Labor Party

Labor wants to provide a real workplace relations system and look after low and middle income workers.

O’Connor, Fair Work Taskforce Chair, Lisa Chesters MP, and Fair Work Taskforce Secretary, Senator Chris Ketter to discuss the Abbott-Turnbull Government’s disregard for Australian workers. Mr Schmidt, after meeting with Mr Shorten, said “it’s pretty clear that Labor wants to provide a real workplace relations system and look after low and middle income workers.” Mr Radulovic added “this government is hurting jobs and it’s hurting the most vulnerable. We need to stand up for what is right.”

Both Mr Schmidt and Mr Radulovic were eager to take the Opposition’s message back to members at Canberra Hospital and continue to fight the good fight of faith.

HSU members never asked for anything more than anyone else. We pointed out to Council that it cost main-street retailers $2 a day to park in downtown Lismore – why should it cost us more? - Bill Oddie

Lismore Base Hospital Sub branch President


The long-running dispute around parking in the streets surrounding the hospital has finally been resolved, with a new Labor Mayor instituting a cool-headed and reasonable approach to parking fees in response to a successful campaign run by HSU members.

Members had been forced between a rock and a hard place when in November last year the previous Council started a policy of collecting extortionate fees for parking near the hospital.

HSU Sub Branch President Bill Oddie explains that there had initially been a ballot for parking at the hospital, but given that casual employees were automatically excluded – and 665 permanent employees had nominated for only 400 parking spaces – there was a considerable spill over into the streets surrounding the hospital. Members were forced to compete for spots, or risk

walking long distances to and from their cars at night or in the early hours of the morning.

There had initially been a Memorandum of Understanding between NSW Health Infrastructure and Lismore City Council to keep on-street parking fees on a par with the fees charged within the hospital car park. However, this MoU was swiftly put aside when the Council began to ask as much $27 a day for parking in certain areas – or, to put it into perspective, $6,500 a year out of a health worker’s wages.

“It wasn’t just about HSU members, or NSWNMA members, it was about the general public,” said Bill. “To charge an old lady $27 a day to visit her dying husband in ICU – in a regional town, no less – is simply unacceptable.

“HSU members never asked for anything more than anyone else. We pointed out to Council that it cost main-

Parking rip off puntedstreet retailers $2 a day to park in downtown Lismore – why should it cost us more?”

The HSU has always held a strong position on parking for hospital workers. Members performing these extremely important roles should never have to worry about parking at work, or their personal safety when walking long distances at potentially dangerous hours. Most of all, health workers should be supported, rather than preyed upon by profiteering health authorities, private parking operators and local councils.

“It’s literally the last thing members want to think about,” said Gerard Hayes, Secretary of the HSU. “We are seeing situations – not just in Lismore but statewide –where members are being expected to part with a significant chunk of their pay, just to park at work. It’s time for the government to take control and stop health workers being held to ransom.”

However, the Lismore story sets a positive precedent for similar struggles around the state. The campaign, led by the local HSU sub branch, engaged with nurses at the hospital and with residents in the neighbourhood. Eventually, members were successful in promoting this to a hot-button community issue. Council meetings were packed with HSU members, sometimes as many as 250. Community support was at an all-time high, while the pages of the Northern Star and other local media ran hot with disapproval for the uncooperative council.

When election time came in September, therefore, candidates were only too keen to sign the HSU’s pledge that they would keep parking to $2 a day. Every candidate signed, regardless of their party or political persuasion. When the new Labor Mayor Isaac Smith was elected, he raised the issue as a mayoral minute at the first council meeting. It was passed unanimously.

“It was a great result,” said Bill. “We got everything that we had initially asked for. Even better, we asked another councillor to put forward an HSU-written motion to the effect that council will no longer be able to deal directly with NSW Health, but will have to consult with local residents and unions. It also passed.”

Lismore members have succeeded, not only in negotiating a fair and equitable result with Council, but in showing the way for a powerful community-backed campaign. If we act in isolation, we lose. But if we connect with other people with shared interests, the sky is the limit.

“The key is in making the local community realise that this is a really important issue that affects everyone, not just hospital workers,” said Gerard Hayes. “Our Union isn’t just driven by self-interest – it can and should be an organisation for social good.”

HSU Members at Lismore Base Hospital are celebrating a victory that they believe will have far-reaching consequences for health workers around the state.


Don’t let Mike Baird sell your public

hospital. Dear Mr Baird,

My Christmas wish this year is for you to keep our public

hospitals in public hands.

Our public health system is amongst the best in the world. But

if we press ahead and sell off public hospitals to the highest

bidder, we risk losing all that.

Health services should be provided without a profit motive.

History shows that the privatisation of public health services

leads to poor health outcomes for the community and the loss

of staff and wages.

I want you to commit to keeping our public health system in

public hands, and properly funding health services in both

metropolitan and regional NSW.

I use public healthcare and I vote.

To: The Honourable Mike Baird MP

NSW Premier

c/o Health Services Union

Authorised by Gerard Hayes - Secretary HSU NSW/ACT

Level 2, 109 Pitt Street, Sydney NSW 2000

Phone: 1300 478 679 • Fax: 1300 329 478 • Web: www.hsu.asn.au

I signed the pledge.

Sincerely,

Name

Signature

Hospital/health facility (optional)

✔

No stamp required

if posted in Australia

DEAR MIKEHOSPITAL PUBLIC

ALL I WANT FOR CHRISTMASIS FOR YOU TO... KEEP MY

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National Capital Private Hospital Enterprise Agreement Approvedby Paul Compton

Members at National Capital Private are happy that their EA has been approved by the Fair Work Commission just before Christmas, meaning that they will receive back pay from 1 July, a nice little bonus leading into the Christmas period.

The delay in approval was due to an earlier ‘no’ vote by staff at the Hospital, due to the offer put by management. Staff rallied together and joined the HSU during the bargaining process, showing management that, under the banner of the HSU, they would not tolerate an inferior wage offer. Consequently, further discussions occurred and the wage offer quantum altered, putting members ahead by a further $250 over the life of the Agreement. Coupled with this, the HSU secured back pay from 1 July, something that management had initially taken off the table when the first ‘no’ vote occurred.

HSU Member Andrew Denny said, “We’re lucky to have had the HSU on our side bargaining for us. If they weren’t here and we were left to fend for ourselves, we would have got nothing.” Private Health Divisional Manager, Tim Thorburn, added “whilst it

is disappointing that we didn’t hit the 3% mark for each year, this is not a bad Agreement, and it demonstrates what members can achieve when they stand together for a common cause”.

Coupled with the addition of new entitlements for Natural Disaster Leave and Domestic Violence Leave, members were confident by the second ballot that the HSU had achieved an outcome for them.

Pictured with Organiser Paul Compton are Andrew, Sonya, Fai, Jenny and Tima. They are all employed as Patient Service Assistants and are grateful not only for the industrial advocacy that the HSU provides, but the other services like Journey Insurance and Indemnity Insurance. Fai said “it’s good to know that we are covered on the way to and from work. I think everyone should have this coverage.”

Proud to be the lawyers for the Health Services Union

W.G. McNally Jones StaffLAWYERS

Phone: 02 9233 4744Fax: 02 9223 7859

We have accredited specialists in personal injury, employment and industrial law. We can also provide legal advice and representation to all HSU members on:

Litigation | Wills | Family Law Including De Facto Relationships Police Matters | Discrimination | Conveyancing | Deceased

Estates | Superannuation & Disability Claims |General Legal Advice.

As a member of the HSU you are entitled to the fi rst consultation free of charge upon presentation of a letter of referral from the HSU or alternatively come visit us at the Member Services Division - HSU Sydney Head Offi ce - Level 2, 109 Pitt Street.

NOTE: Work related matters must be reffered to HSU industrial staff in the fi rst instance. They will advise if a lawyer is required.


Calvary Riverina celebrates wage increaseby Paul Compton

Members at Calvary Riverina Private Hospital were treated to a pizza lunch when the HSU recently held an Information Day. Members were celebrating receiving one of the wage increases included in the Enterprise Agreement that was successfully negotiated last year.

Delegate Brian Walley said “it’s a fantastic idea for the HSU to hold an information day where staff can learn about the benefits of belonging to the union”.

As a result of the day, a number of new members joined the HSU, while existing members learned more about their Enterprise Agreement and the other benefits that the HSU offers.

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Farewell Margaret Pike and Grant Bowman

F o u n d a t i o n H o u s eAlcohol, Drug and Gambling

Rehabilitation Centre

Health Services Union NSW/ACT is proud to announce a new service for all Members.

Foundation House provides a 28-day Residential

Program, Outpatient Counselling, Assessment

Services, Family Counselling and Support Group,

Gambling Counselling and Support Groups, Relapse

Prevention as well as a Gambling Program. It offers

personalised treatment plans that are developed

individually and take into account each client’s

health, housing, education, work and life skill needs.

If you would like access to this service, please contact the Health Services Union NSW/ACT on 1300 478 679 or email [email protected].

..Foundation House’s aim is to introduce a person to themselves, with the hope that one day they may become friends


We’ve always thought Royal Prince Alfred Hospital was one big family, but now we’ve got a story to prove it.

When Margaret Pike and her husband Grant Bowman retired on Friday 5 September 2016 after notching up 59 years’ service between them, they left a dynasty walking the halls of the hospital.

Margaret has held a number of positions within HSU NSW/ACT from Councillor to Senior Vice President. Everybody will remember Margaret for her famous quotes “Barry O’Farrell go and get Stuffed!” and “Barry you sit up there in your office eating caviar, while we eat our dog biscuits!”

Everybody at HSU NSW/ACT wish both Margaret and Grant a very happy retirement. You both will be missed.

Andrew Lillicrap Assistant Secretary / Treasurer

Assistant Secretary’s Report

One of the benefits that health workers receive when they join the HSU is insurance cover. This includes Professional Indemnity Insurance, Journey Insurance, Bereavement Cover and a general protection of belonging to the union in case you need assistance or representation.

Professional IndemnityThe Professional Indemnity insurance covers HSU members while performing their duties, if something goes wrong and a patient or other third party is affected. This insurance provides legal assistance to defend the member, while a related insurance policy provides cover for damages to a third party.

Increasingly these days, it seems that employers are walking away from their legal responsibilities to employees to assist them when an incident occurs. While the legal principle of “vicarious liability” still applies, employers seem to be making sure that their organisation is legally protected, but letting the employee fend for themselves. Belonging to the Union and gaining protection with the HSU Professional indemnity insurance is now more important than ever.

Professional indemnity insurance is provided to all financial members (except for dentists and medical officers who by law, must take out their own). While it has traditionally been used by professional health workers such as physiotherapists, psychologists or radiographers etc, there have been incidents recently where it has

assisted other health workers. One incident occurred where three wardpersons were lifting an elderly patient at a major public hospital. It is claimed that the patient was not moved properly and later died as a result of injuries sustained. The case is now subject to a coronial inquiry. One of these three health workers was a HSU member and required legal representation to make a statement to police. He will also be a witness at the coronial inquiry and will require legal representation during that inquiry. Ordinarily, this would be intimidating for anyone, but would be far worse if he was not able to afford legal representation. Fortunately, the Professional Indemnity insurance policy has been activated and legal support is being given to this member.

So while Professional Indemnity issues can more frequently arise for allied health professionals, there have been cases where it has benefited other health workers. The HSU provides this insurance as a part of the regular fees to all members.

Journey InsuranceMeanwhile, the Journey Insurance

protects members travelling to and from work, in case of an accident. While these journeys used to be covered by the workers’ compensation system, the NSW State Liberal Government removed journey claims from the system in 2012 and placed all NSW workers at risk. It was following this that the HSU stepped in to protect its members by taking this insurance policy out.

When an accident occurs on the way to or from work, members can receive payments of 80% of their regular weekly wage, up to $1500 per week. In the case of death or permanent injury, payments of $100,000 are made. This insurance has assisted many unfortunate members and their families who have had accidents, including one member who was killed in a motor vehicle accident after a late shift, and another member who became a paraplegic in a journey accident.

With the recent changes to our insurance cover, members are now covered until they are 75 years old.

In addition to the insurances above, the HSU provides a bereavement policy to all members, whereby the family of a deceased member receives $10,000 for funeral or any other expenses.

These insurances are of course not the only reasons for joining the Union. Joining together at the workplace to ensure a safe, satisfying and fairly paid job are also reasons that people join the HSU.

But any of these benefits can only be provided by a strong and well-resourced Union. All of the HSU insurance policies cost over $1m annually. However, the HSU continues to become financially stronger with a bottom line of $14.2m in net assets, money in the bank, growing revenue and reduced debt. With ongoing membership participation, the Union will become even stronger.


Jodie Cowdrey Divisional Manager Member Services

MEMBEr SErVICES DIVISIoNTHe Member Services Division has been extremely productive this year, handling an unprecedented number of calls and meetings with members. Our total stats for 1 January to 25 November 2016:

Total Calls 8599Meetings with Members 828

Free Wills 400Workers Compensation 487

Disciplinary 648Roster inquires 546

Bullying and Harassment 348Grievances 869

Annual Leave 243Of course, none of this would have been possible

without a terrific team. An increase in staff at the MSD has meant that we have been able to get to calls quicker than ever, and I’m proud to be at the helm of a great group of industrial professionals.

I’ll close with a brief story that illustrates just how helpful picking up the phone can be. In March 2014, a member had a workers compensation claim accepted for a closed period. The member decided to resign from their position and finished up with the Hospital at the end of June that year. When they reviewed their payslips some months later they felt that they had not been paid their workers compensation or other leave entitlements correctly and were owed a substantial amount of money. After trying to resolve the issue with the Hospital for over a year and a half, without any success, they contacted the Member Services Division.

After a lengthy period of retrieving and reviewing all documents and follow up with the employer by the MSD, the Hospital has finally acknowledged the underpayment and has agreed to pay the monies (just over $5,000!) to the employee.

Tim Thorburn Divisional Manager

Private Health

PrIVATE HEALTH DIVISIoNAS the year ends our division is still full steam ahead. A large number of enterprise agreements have been finalised, but there remains a continual build-up to the next set of agreements.

Our year has been full of positives. Most readily apparent is an increase in organisers for the division, with the addition of Shane Jobberns, and Amanda Dowsley also transitioning from the Member Services Division. This has given members within our division a greater sense of belonging with an increase in profile at all the major workplaces.

2016 has also seen us venture into the pathology sector with a stronger emphasis. This year alone we have completed the ACT National Capital pathology agreement, and HSU members are currently voting on the QML pathology agreement which covers members in the north of the state.

With a corresponding increase in industrial negotiators, we now have a dedicated private division negotiator with Fran Johnston now in control of all the private division negotiations. This brings an added focus to our goals and compliments the great

work being done by organisers.2017 will again bring new

challenges and goals but the leadership of the union has placed us in a position of strength to capitalise on the opportunities for our members and to further build the union as a whole.

We won’t be signing off for 2016, we will just be pausing for a quick Xmas break and back in the thick of it in early January 2017. Thanks to the whole HSU team for making everything we achieve possible and we will be back bigger and better in the new year.

Rob Sheehy Divisional Manager

Aged Care

AgED CArE & DISABILITyWe have had a very successful year. Membership has now exceeded our goal of 6000 and we continue to improve our campaigning strategies. Our campaign to stop the unwarranted use of 457 Visas in Aged Care resulted in success with Warrigal Aged Care agreeing to cease their application. We hope this sends a message to the entire industry that they must deal with attraction and retention issues and involve workers in the solution.

We have also launched our campaigns for new EBAs in Uniting, Southern Cross Care, Salvation Army, Marco Polo, Allity, Carrington, RSL Life Care, Scalabrini and all workplaces covered by the ACS Template. This is a massive undertaking and will impact well over 10 000

workers. We have had great involvement from members so far and look forward to campaigning for a significant improvement to the wages and conditions of our members affected.

We also held the first network event for our members who work in the Disability sector in November. This was an opportunity for our Disability members to meet and discuss common issues and future campaigning activities. A great discussion was had, and another meeting is planned for the 28th of February 2017. It was also in November that we commenced steps to take protected action in CRAM Disabilities to get improved pay and conditions for our members.

PUBLIC HEALTH DIVISIoNIT is has been an extremely busy end to 2016 for the Public Health Division. In September, without warning, consultation or communication at any level, the Baird Liberal Government announced its intention to enter into public-private partnerships in five key public hospitals: Wyong, Shellharbour, Maitland, Goulburn and Bowral. As we foresaw, this government has turned its privatisation ideology on the NSW Public Health system.

This decision should leave HSU members and the wider community under no illusions that our current quality public health system is now clearly at risk of widescale, indiscriminate privatisation by the Baird government. Whilst this announcement currently focuses on five hospitals, it’s only the tip of the iceberg. Any public health service or hospital that requires funding for staff, essential upgrades or to update outdated infrastructure will be farmed off to the private sector – unless we stop it happening.

The action is response to this announcement has been nothing short of phenomenal. In the space of 5 weeks the HSU joined forces with Unions NSW, the NSW Nurses Association, ASMOF and engaged with the five local communities and affected health workers to stand up and fight back against the privatisation proposal. The initial rallies held on weekends in these 5 communities saw unprecedented turnouts, sending a clear message to the government that workers and their communities will fight back against the privatisation of their local health services. I am extremely proud of the effort the Public Health Team, along with our local sub branch delegates and activists, have made to campaign against this

snap decision at very short notice. It will be a long hard fight, but we’re ready, and local communities are flocking to stand by our side. The level of activity will increase to a constant hum next year, and the campaign will leave voters with a clear election choice the following year.

These rallies are just the beginning. To coincide with the combined unions campaign, the HSU has also launched our own anti-privatisation campaign called “We Own It”. The We Own It message, impossible to forget once you’ve heard it, is that local public hospitals are public assets which are owned by their local communities. No government has the right to sell them off to make a profit at the expense of high-quality free public health services.

2017 will be a defining year for our public health system in NSW, and the Public Health Division is fully geared to take the fight to the government. We’ll stand shoulder to shoulder with health workers, other unions and most importantly local communities to protect our public hospitals, and the wages, conditions and security that allows our members to do such a world-class job. Our message to Mike Baird, Jillian Skinner, and any other politician who tries to privatise health is simple. The NSW Public Health System is not yours to sell, it belongs to the people of NSW. We Own It.

David Perry Divisional Manager

Public Health

INDUSTrIAL DIVISIoN THe announced privatisation of 5 public hospitals has raised concern from members about what happens to their pay and conditions. Indeed, the Ministry of Health is saying that Northern Beaches Hospital, still under a cloud, will be used as a template in these announced privatisations.

The current NSW Government in 2013 announced its intention to redevelop Northern Beaches Health Services by contracting its construction and service provision to HealthScope. To date we still don’t know the fate of services such as Pathology, Cleaning, or Maintenance, just to name a few.

Under the Fair Work Act, employees who are transferred from a NSW Public Hospital to a privately-operated Hospital maintain their

Public Award pay and conditions for up to 5 years. The intention is that during this period an Enterprise Agreement is negotiated with the new Private employer. In the case of Northern Beaches, HealthScope have guaranteed existing Awards will apply for a period of two years. But what happens after that?

Currently under the Act, only conditions outlined in state awards are able to be transferred to the new private employer. Guidelines, policy directives and determinations are not included. As a result, employees risk losing access to workplace conditions that are found within these directives.

The NSW Government has also recently passed legislation to not allow redundancy payments to employees who are offered

jobs with a private employer on similar conditions. The industrial implications are enormous.Industrial activity snapshot

The Industrial Division is currently managing 36 restructures, 87 disputes (46 for individual members & 41 for groups of members), and 12 unfair dismissal applications in progress, with another 12 having recently been settled. Major arbitrated Award matters currently in train include: New Award for Allied Health Assistants, Determination of payment of environmental allowance, Determination on the payment of infectious cleaning allowance, and Determination of the recognition of casual employment for long service leave entitlement.

Ayshe Lewis Divisional Manager

Industrial

HeALTHCAReeXTeNDSBeYOND THeOPeRATINGTHeATRe.

HeALTHCAReeXTeNDSBeYOND THeOPeRATINGTHeATRe.

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