The AWU Tasmania branch has released it's 2007/ 2008 FINANCIAL REPORT, members can view the full financial report below:

CLICK HERE TO DOWNLOAD THE FINANCIAL REPORT

The AWU and the Beaconsfield Inquiry 22 July 2008

The Australian Workers’ Union is hopeful that the inquest into the death of miner Larry Knight will determine the cause of the collapse of the mine on Anzac Day in 2006.

 " We look forward to the recommendations of the inquiry, and hope that the inquest will give closure to the family of Larry Knight," Paul Howes, AWU National Secretary said today as the inquest begins in Tasmania.

" Equally we hope that the inquest will also make recommendations on mine safety generally in Tasmania," Mr. Howes said.

AWU Tasmanian Branch Secretary Ian Wakefield said "The AWU continues to work on a daily basis with our members in Beaconsfield and with miners across the state on ensuring that events like the Beaconsfield mine collapse never happen asgain."

The AWU will not be making any comment about the case until the conclusion of the inquiry, the AWU National Secretary, Mr Howes, said.

The AWU, its members and the Knight family will be jointly represented by the legal firm Maurice Blackburn. Any inquiries about the case should be directed to the lawyers through Ms Meaghan Telford on 0437 586 093.

Tasmanian Inquiry must deliver dramatic improvements to mine safety standards 02 June 2008

The AWU believes the Tasmanian Government should take immediate steps to introduce new mine safety regulations which address specific issues identified by the Coronial Inquiry into the Renison mine fatalities.

In a submission to a Tasmanian Legislative Council inquiry the Australian Workers Union has argued for a major overhaul to lead to a new regulatory framework for the mining industry that understands the new and emerging risks in the workplace.

" The AWU's preferred position is the reintroduction of a prescriptive model, if not generally, then at least in the state's mining industry,'' the AWU submission to the Legislative Council Inquiry argues.

Submissions to the Tasmanian Legislative Council inquiry closed last week.

The AWU said mine-specific workplace health and safety laws needed to be implemented as a matter of urgency.

The AWU said the role of the inspectorate needed to be restored to ensure minimum standards were complied with across all metalliferous mining sites in Tasmania.

The union also wants extra inspectors to be employed to limit injury or fatalities in the state's mines.

The AWU’s submission supports much of the recent findings by the Tasmanian Coroner into the Renison mine fatalities.

“ Many of the findings of the Renison Coroner are consistent with submissions made by the AWU into the review of the Workplace Health and Safety Act which was rejected at that time by the State Government,” AWU Tasmania Secretary, Ian Wakefield said.

“ Our submission to this new Legislative Council Inquiry uses important facts unearthed by the Renison Coronial Inquiry to back up our position to the State Government.

“It is clear after extensive evidence considered by the Coroner that specific mining safety regulations are of critical necessity in order to ensure that tragedies of this nature are not repeated in the future,” AWU Branch Secretary Ian Wakefield said.

Tasmanian Government must act on Coroner’s Mine Safety recommendations: AWU 21 May 2008

The AWU believes that the Tasmanian Government should take immediate steps to introduce new mine safety regulation which addresses specific issues identified by the Coronial Inquiry into the Renison mine fatalities.

Today’s findings by the Tasmanian Coroner into the Renison fatalities finally provides the families with the opportunity to find closure following their tragic fatalities.

Many of the findings are consistent with submissions made by the AWU into the review of the Workplace Health and Safety Act which was rejected at that time by the State Government.

The broader mining community can only benefit from the inadequacies identified by the Coroner in relation to regulation of Workplace Health and Safety in Tasmania’s Mining Industry.

" It is clear after extensive evidence considered by the Coroner that specific mining safety regulations are of critical necessity in order to ensure that tragedies of this nature are not repeated in the future," Tasmania AWU Secretary, Ian Wakefield said.

Union versus Asbestos: A fight for workers' lives 21 May 2008

The Australian Workers’ Union (AWU) has organised the largest asbestos survey and research program to ever be undertaken at a single work site in Australia.

As a result of the presence of asbestos building materials at the Cement Australia site at Railton, Tasmania, and because Goliath Cement, (an earlier company on the same site), manufactured and distributed asbestos-containing materials between 1947-1986, an extensive survey and research program, as well as an accelerated removal program, have been developed by the AWU and Cement Australia.

" This all began when we started working towards the removal of the asbestos from the site two years ago.

" While undertaking the removal we identified a wider concern for not just present and past employees of the site, but for the community.

" To fully address this concern we felt it was necessary to work with Cement Australia to undertake crucial research into asbestos and its relationship with this community,” said AWU Tasmanian Branch Secretary, Ian Wakefield.

" For the first time ever, in such a study in Australia, a professional OH&S historian, Dr. BerriPenrose, has been appointed, making this a very significant project for the Australian OH&S initiative." She will research the history of Goliath Cement, particularly in its ‘asbestos phase’, and all the relevant aspects that may have a bearing on the larger survey and/or health and safety of workers.

“It is good that a historian has been included on a research team. Scientific studies tend to examine slices of life. An historical overview can put those slices into a continuum of human activity. Essentially, it’s a bit like going from a series of still lives to a movie.” said OH&S historian, Dr. Penrose.

The history and action of the company and the role and actions of the regulator, mining inspectors and parliament will all be considered.

It has already been revealed that the company imported raw asbestos fibres from Wittenoom, Australia, Canada and Zimbabwe where they owned an asbestos mine. These products have resulted in many tragedies.

The research will be conducted by some of Australia’s most experienced researchers in the area (from three Australian universities) led by Professor Malcolm Sim, Director, Monash (University) Centre for Occupational & Environmental Health.

This research will aim to evaluate the level of asbestos-related disease in current workers, retired workers and members of the local community. It will attempt to assess the total number of people, in each group, yet to be affected by asbestos related disease as time passes.

This will allow an assessment of the risk involved to those who worked at Goliath Cement and/or lived nearby. All workers, ex-workers and local residents will be invited to participate.

Fortunately, most of the asbestos-containing materials present in current buildings, at the Cement Australia site, have been removed.

However, an accelerated removal program will commence under the supervision of one of Australia’s leading occupational hygiene groups, who have extensive experience in this area.

" The AWU Tasmanian Branch has been instrumental in triggering, developing and constructing this program with total support from the current management of Cement Australia.

"We call on both the State and federal government to use this opportunity to help in tackling this menace of asbestos products which, by the time they’re no longer used or present around the world, will have killed millions of people.” said AWU National OH&S Director, Dr.Yossi Berger.

One of the most important things a union can do is offer its members, and any receptive management, help and advice about occupational health and safety. In fact, in many situations the AWU offers such help through its national OHS Unit to many organisations, managers and workers at all kinds of workplaces. OHS is treated by the AWU as a service without boundaries, we help in any way we can anywhere. Sometimes such help is in small matters, such as nuisance dust at the task, or much more serious, such as deteriorated asbestos materials.
One of the most difficult obstacles for us in relation to OHS matters is workers’ silence and too much tolerance of small daily risks that can become disasters, and too regularly do. Thousands of workers are killed by work in Australia every year by traumatic incidents (e.g. tractor rollovers, forklifts….) and various long-term diseases. It’s estimated that in the order of 2000 workers die each year as a result of occupationally-related cancers. Our national OHS Unit believes this is a gross under-estimate.
I am requesting your help with only one single thing: Tell us! Talk to us about what you know are hazards and risks at your job. Talk to us about your suspicions, and about your anxieties. Tell us what you’d like done about OHS at your workplace. Give us some clues about what worries you at your job.

One of our main starting points has to be with you telling us about these matters. You can tell your Organiser, you can ring us or you can ring our national OHS Unit and speak with Dr Yossi Berger, or you can send us emails or letters.

The AWU Tasmania branch has secured many recent successes and continues to progress campaigns for its members. However, any triumphs are tainted by a rogue Government’s WorkChoices legislation.

WorkChoices has annihilated the entitlement and spirit of a fair Australian workplace as we once knew it. One of the greatest concerns for the Tasmania Branch is the collapse of compulsory arbitration by the independent umpire – the Industrial Commission.

Now that compulsory arbitration has been removed from legislation, the union in Tasmania is vigorously campaigning to ensure that all of the workplaces where the AWU has a presence, have access to compulsory arbitration through their Workplace Agreements.

Removing legislative access to an independent umpire and the capacity to take industrial action during the life of an agreement is clearly intended to ensure that all power in the workplace is transferred to the employer.

The irony of WorkChoices is that it holds no benefit to either the worker or employer. If there’s a dispute neither party can achieve a resolution.

Losing the right to compulsory arbitration is part of the broader and bleaker picture facing members. They can be forced at any time to sign AWA individual contracts and lose RDOs; penalty rates, overtime, leave loading and public holiday pay.

We echo the voice of all other state branches in reminding members that they hold the ultimate power when casting their vote at the Federal Election later this year.

In Tasmania, a raging issue that threatens to divide the community is the controversial Pulp Mill project. The proposed development on the Tamar Valley is significant for many of our members.

Branch delegates and members joined more than 4,000 Tasmanians in the latest wave of peaceful demonstrations. The hardwood forestry industry suspended operations for the day and workers were bused from around the island to attend the event in mid-July. They were joined by the softwood mill workers, locals and other businesses that could benefit from the mill.

The Tasmania Branch supports the Pulp Mill because of the potential benefits for our members in the forestry and silver culture industry. Our approval is inspired by the potential to boost opportunities for workers and their families. However, that support is conditional in terms of the project being environmentally sustainable and meeting guidelines.

Tasmanian jockeys are back in the saddle after an 11th-hour crisis meeting in August secured health insurance coverage.

The outcome was achieved by Australian Workers’ Union Tasmania Branch and the Tasmanian Jockeys Association the after a protracted battle to secure protection for jockeys – the only riders in Australia not covered under workers’ compensation legislation.

Riders were forced to stop work for one week for the first time in Tasmania’s racing history after repeated promises to provide coverage had been broken. The boycott generated support from across the country with leading jockeys refusing to race in Tasmania until the issue had been resolved.

National condemnation within the racing industry saw the Australian Jockeys Association Chairman, Ross Inglis, and its General Manager, Des O’Keeffe, join the AWU and Tasmanian Jockeys Association at the Launceston meeting in August to achieve reform.

Pressure from the three representatives secured an interim offer from the Tasmanian Thoroughbred Racing Council to provide improved private medical insurance until compensation coverage is legislated.

The offer will be in place until the State Government completes its review of the proposed package and introduces legislation.

AWU Tasmanian Branch Secretary Ian Wakefield said the workers’ compensation overhaul for Tasmanian jockeys had fallen through the cracks and repeated broken promises almost forced thoroughbred racing in Tasmania to come to a standstill. “Jockeys are passionate about their work; without that there would be no industry because their conditions are no incentive,” Mr Wakefield said.

“Although jockeys will start the season with protection we’ll continue to monitor developments closely until legislation is passed.”

The AWU Tasmania branch has released it's 2006/ 2007 FINANCIAL REPORT, members can view the full financial report below:

CLICK HERE TO DOWNLOAD THE FINANCIAL REPORT

While the media spotlight on Beaconsfield has receded, the AWU continues to assist the Beaconsfield workers and families.

The AWU is continuing to actively monitor the case for safety as the mine implements a phased recommencement of underground activity with weekly reports from the employer regarding developments.

At the same time the union has committed extensive resources to the Melick Inquiry into the Anzac day Rock fall, and is disappointed that the Inquiry has been extended indefinitely.   Once the report is released, further resources will be directed at the Coronial Inquest of deceased Miner Larry Knight which will follow the Inquiry’s findings.

The decision by Macquarie bank to “gift” its ownership of debt from the mine operator to employees engaged at the mine on Anzac day has seen the union actively guide the workers through the process in order to ensure they receive maximum benefit form the Macquarie bank “gift” with the workers now receiving their first installment of payments.

We have welcomed the announcement by Beaconsfield Gold that it will assume sole ownership of the Mine and take Allstate out of administration.

The Union believes there is more chance of the Mine successfully re-opening under one operator rather than joint partners in disagreement.

The union has also successfully lobbied the mine operator to place the dollar value of accrued entitlements into a trust fund in order to protect those entitlements for employees who have continued to be employed by the Mine operator.

The Australian Workers' Union says that while the offer is not the full workers' compensation coverage that is required, it appears to be an acceptable interim measure, subject to approval by Tasmanian jockeys.

AWU National Secretary Bill Shorten says, "This offer is better than what we have now, but what we want hasn't changed - we won't rest until jockeys are fully covered by the State Compensation Act. Only then will they be promoted above their current status as second-class citizens."

The deal would see jockeys injured during the course of their work in Tasmania receive $1000 per week or 90% of income, whichever is less - an increase of $400 per week.

Mr Shorten says, "It's good to see that, with Tasmania's Racing Carnival just days away, TOTE Tasmania has returned to negotiations with fresh vigour after twelve months of stonewalling.

"Let's hope that this new spirit of cooperation continues after the Carnival is over."

Mr Shorten notes that the offer, which would begin on 10 February and run until 31 July, is an interim measure that would see injured jockeys receive benefits for just two years, but say it is a step in the right direction.

AWU Tasmanian Secretary Ian Wakefield says, "Jockeys are in a dangerous business, and under the current system, not only their safety, but their financial well-being is threatened.

"If jockeys decide to accept this offer, it will tide us over while the Tasmanian Government gets on with amending the Act, which I trust they will do at the earliest opportunity," Mr Wakefield says.

The Australian Workers’ Union was satisfied that the interests of the widow of deceased Beaconsfield miner Larry Knight were being upheld, as the trustees of the Beaconsfield Miners’ Family Support Fund prepare to release funds early in 2007.

AWU National Vice President Paul Howes said he understood that Larry's widow Jacqui was satisfied with the progress of the trust.

"The trust is progressing towards the release of the donated funds early in the New Year," Mr Howes said.

"The trust had to take the necessary steps of chasing up funds pledged by businesses and members of the public first, before it was in a position to allocate and distribute funds."

Mr Howes said the trust's members - Hobart lawyer Sandra Taglieri, the Speaker of the Tasmanian Parliament Michael Polley and Jacqui's father Phil Stephenson - had met with Jacqui prior to Christmas, to discuss the progress of the trust and her family's financial needs.

He said the AWU had spoken to Mr Stephenson today, and he confirmed that Jacqui and he were satisfied with the trust's progress.

"Jacqui's father sits on the trust to ensure that Jacqui's interests are protected, and the AWU is satisfied that her interests are being served."

Tasmanian Workers hit by Howard’s Unfair IR laws. 18/11/2006

Workers at up to 8 petrol stations in Tasmania have been hit by the use of John Howard’s extreme industrial relations laws by their employer.

In the case of these workers the employer used an “Employer Greenfield Agreement”. This is where the employer has a new business and writes an Agreement, has it registered, then employ’s workers with his/her business on those terms in the Agreement as long as they meet the new Fair Pay and Conditions Standard and rates of pay. As there are no employees to negotiate with, and the employer has chosen not to approach the relevant Union to negotiate on any future employee’s behalf, the employer effectively “negotiates” with themselves any other conditions above the new minimum standards put into the Work Choices system.

In this agreement employees are offered a classification scale with pay rates equivalent to the Award. Most of the employees are casuals so they receive a 20% loading on those rates in lieu of paid annual leave or personal leave.

The employer decided it would use Work Choices to "exclude" certain so-called "protected" and "preserved" conditions in their Employer Greenfields Agreement.

The actual agreement reads:

“Clause 17 EXCLUSIONS

For the avoidance of doubt all protected award conditions under section 354 of the Act and both preserved entitlements under clause 34 and preserved notional terms under clause 45 of schedule 8 of the Act are excluded by this Agreement. Protected award conditions and preserved entitlements include:
(1) rest breaks;
(2) incentive-based payments and bonuses;
(3) annual leave loadings;
(4) observance of days declared as public holidays;
(5) monetary allowances for: (a) ... (b) ... and (c)...
(6) loadings for working overtime or shift work; and
(7) penalty rates.”

As you can see in the above exclusion clause, the employer has removed the rights among other things for penalty rates on weekends, overtime rates during the week, shift allowances, public holiday penalties and annual leave loadings and allowances.

When John Howard introduced these changes he and his Government spent millions of taxpayers dollars, telling Australians that their public holidays, penalty rates and allowances were all protected under Work Choices.  We all remember those TV ads with a big stamp across the screen “Protected by Law”. 

Well the extent in which the Howard Government has protected the public holidays, penalty rates, allowances and many other conditions for employees is where an employer can sit down and negotiate with themselves, simply exclude so called “protected” conditions from the Agreement, and therefore remove them from the future employees.  There is no fairness, no say and definitely no protection for employees in this case.

In relation to this Agreement Unions Tasmania wrote to the Federal Government watchdog, the Office of Workplace Services (OWS), to clarify the legality and lawfulness of the changes in employment conditions for workers run by this employer.

The reply from the OWS in a media release in relation to the Agreement found that the employer “as the new operators of the Bridgewater service station, had lawfully established an Employer Greenfields Agreement under which casual employees of the previous operators were offered new employment with the new entity at casual rates."

So the Governments own department has said that the approach taken by the employer in this case is legal under Work Choices. 

This is just another example of the unfair attack in the rights of workers in Australia, rights that have been fought for over many decades, taken away and “excluded” by John Howard and his extreme Government.

Redundancy Claim a Furphy18/11/2006

The federal government has announced its intention to introduce further changes to workplace laws. The further changes will affect redundancy, personal/carers leave, stand down of employees’, and record keeping.

Whilst the details of the new changes have not yet been released in full, some aspects in relation to both redundancy and sick leave are reasonably clear if the information released by the government reflects’ the ultimate proposal.

Redundancy benefits are clearly high on the governments list of issues’ being reconsidered. The Liberals new workplace laws have significantly changed when and how industrial instruments, awards and agreements transfer from one employer to another where there is a sale of the business. (commonly referred to as “transmission of business”).

The AWU successfully lobbied the federal government for “transmission of business” provisions in 1918.

The original purpose of “transmission of business” provisions was for federal awards and agreements that apply to an employer to also become binding on any person (a “successor, assignee , transmittee ”) who acquires all or part of that employers’ business. The law had been designed to prevent employers from evading award or agreement coverage by transferring their business to another entity, thus protecting entitlements such as redundancy.

As it currently stands under the liberals new laws that is no longer the case. Under the new laws transmission of business will now only last for a period of twelve months [ for transferring employees only ] after which the employer may choose the appropriate standards to apply which may only be the 5 minimum standards i.e. amongst other things no redundancy.

Also under the new laws there is nothing to compel the employer to transfer existing employees. As a number of petrol station workers in Tasmania recently found out the new employer can make it a condition of obtaining employment that you sign up for reduced rates of pay and conditions of employment…or….no job. It’s now legal, thanks Johnny.

So what are the Liberals doing to “protect” workers redundancy entitlements?.

On Monday 13 November 2006 The Minister for Workplace Relations Kevin Andrews announced that the federal Government will introduce amendments to the Workplace Relations Act and regulations which will in part “protect employee redundancy pay entitlements”.

So how are the Liberals going to do that ?.This is how the Federal Government media release explains it;

“The proposal is that:
• this measure apply to all federal agreements, including pre-reform AWAs, certified agreements and preserved State agreements (PSAs)

o all of the parties bound by the federal agreement will continue to be bound by the preserved redundancy entitlements

• the measure only apply to employees employed at the time the agreement is terminated

• this measure only apply where an agreement is unilaterally terminated

o for post-reform agreements - with 90 days written notice by an employer

o for all pre-reform agreements – by the Australian Industrial Relations Commission (AIRC) where it is not contrary to the public interest, on application by an employer

• the measure provide that a preserved redundancy entitlement will override any redundancy provision in an agreement that would otherwise apply

• the measure preserve all aspects of redundancy entitlements (including machinery and incidental provisions)

• that the definition of ‘redundancy’ be limited to cases where termination is at the initiative of the employer and on the ground of operational requirements, or because the employer is insolvent

• affected employees be notified that their redundancy entitlements continue after termination
o notification will be part of the process for terminating an agreement;

• preserved redundancy clauses will cease to have effect during the 12 month period, if a new workplace agreement comes into operation

• preserved redundancy clauses will bind a new employer where there is a transmission of business

o transmitted redundancy clauses will prevail over the new employer’s industrial instruments, to the extent of any inconsistency and

o can be replaced by a new workplace agreement (individual or collective) at any time, with the agreement of the employee”

The only thing that is clear from there announcement is that the so called protection they are introducing provides Australian workers with less protection than has existed for the federally regulated workers since before our grand parents started working.

Over the last 18 months the AWU in Tasmania, along with other Unions and community groups, have been at the forefront of the fight against John Howard’s extreme industrial relations changes. No bigger fight has confronted working people in Tasmania than the current campaign to restore fairness and equity in industrial relations laws in our country.

The Union and its members have been fully involved in rally’s, protests, flyer distribution and information sessions informing and campaigning to its members and the community about the ramifications of the changes put into place on March 27th 2006 by the Howard Government.  The Union has been supporting the “Your Rights at Work” campaign being coordinated by Unions Tasmania, and encourages its members to become more active and aware of the campaign as we edge closer to a federal election.

Three full time campaign coordinators have been assigned to electorates in Tasmania where members of the Union are encouraged to become involved. These coordinators are:

Cindy O’Connor – Electorate of Bass.

Phone : 0428383873

Email:  coconnor@actu.asn.au

Jill Batt – Electorate of Braddon.

Phone: 0418511248

Email: jbatt@actu.asn.au 

and

Sue Wallace – Electorate of Franklin.

Phone: 0418372198

Email: swallace@unionstas.com.au

Despite strong opposition from AMMA and the Minerals Council.Workplace Standards have appointed two officials from the AWU as safety inspectors in the mining and quarrying sectors as part of a six month trial. Branch Secretary Ian Wakefield welcomed the trial saying "there has been a 350% increase in the number of fatalities in underground metaliferous mining since the introduction of the self regulation model in 1998 this is an additional measure to help turn this horrific record around we will not replace workplace inspectors but are simply an additional resource".Workplace Standards have also recently appointed two new inspectors to the mining sector.

The officials are authorised to perform such of the functions and exercise such of the powers of an inspector under the Act as are specified in the certificate of authorisation,namely, the powers and functions contained in s36(1)(d),s36(6) and s36(7) of the Act. Those powers and functions are further restricted by and must be exercised in accordance with the restrictions and conditions set out in Schedule 1 which is attached to the authorisation.

 SCHEDULE 1  

Restrictions and conditions on authorisation

The holder of the authorisation:

(a)  Must be employed by THE AUSTRALIAN WORKERS UNION (AWU)

(b)  Must only enter workplaces involved in mining of metalliferous metals or quarrying of rock and gravel whilst work is being carried out or is usually carried out or during lunch or break periods.

(c)  Must abide by any legislation which may restrict entry to workplaces and comply with security and safety requirments that apply at relevant workplaces and take all reasonalbe care of their own health and safety:

(d)  Must only enter a workplace where he reasonably suspects that a contravention of the Act has happened or is happening:

(e)  Must take all reasonable steps to tell the person in control of a workplace, employer or responsible officer at the workplace of his presence as soon as practicable after entry;

(f) Must produce a copy of this certificate of authorisation upon entry and upon request:

(g) Must notify, an employer or responsible officer, in writing of any health or safety concerns they identify as soon as practicable, so as to provide the  person in control of a workplace, employer or responsible officer with a reasonable opportunity to resolve such matters:

(h) Must notify, the Director of Industry Safety, in writing, of any breaches or suspected breaches of the Act as soon as practicable;

(i)  Must leave a workplace once they have completed their inspection activities;

(j)  Must not use their presence at a workplace, whilst acting pursuant to this authority, to solicit union membership;

(k)  Must not intimidate or threaten a worker or other person;

(l)  Must not divulge any information obtained in the exercise of the inspector's powers except in accordance with section 43 of the Act;

(m)  Must as soon as practicable disclose any direct or indirect financial interest in any premises or place in respect of which he is performing or exercising powers or  functions under the Act to the Secretary in accordance with section 43 of the Act.

Inside the Beaconsfield Mine Rescue the Brant Webb and Todd Russell story in bookshops October 31

This is the 9th edition of the new-look Australian Worker published by the Australian Workers' Union and Australian Consolidated Press.
In this edition The Australian Worker goes on the road with Bob Ellis to go behind the headlines to see what really happened in Beaconsfield, we celebrate the 120th Anniversary of the foundation of the AWU and speak to young Australians about what they think of John Howard and his new workplace laws.

Aussie actor Chris Haywood talks about why he is proud to be union and Vince Lovegrove see how Australian troops have been entertained overseas from Vietnam to Iraq.

Plus plenty of news and views from across the AWU and the kids page Bindi & Ringer, not to mention our scoop review of Holden's new Commodore and our lifestyle, history and sporting pages

Download the entire 9th Edition of the Australian Worker (pdf File)

Members at the 3 different quarries in Tasmania have recently agreed to a new Union Collective Agreement with Boral. Officials and delegates of the AWU met with representatives from the company on the 7th of August 2006 to negotiate issues surrounding the agreement.

After extensive talks with the company and AWU members an agreement was reached on pay rises, classification restructures, redundancy provisions, conciliation/arbitration clauses and long service leave provisions.

The AWU managed to secure a 3 year agreement for its members, with a 4% pay increases from the 1st August 2006, and subsequent 4% increases annually for the life of the agreement. Included in this are significant classification restructures for over three quarters of the workforce with significant pay increases linked to career development, recognition of prior learning and training.

Along with pay provisions, the AWU secured the right for arbitration of disputes in the Industrial Relations Commission. This right was stripped away from workers under John Howard’s extreme industrial relations changes, but through negotiation the AWU has been able to protect and secure this important right for its members.

Throughout this process, and under Howard’s new anti-worker system, AWU members at Boral Quarries have been able to receive an outcome that increases pay and protects their conditions through collective negotiation and Union strength. With their unity and commitment they have secured their working conditions into the future.

The Union would like to thank the site delegates, Dave McCulloch, Peter Harris, Jody Viney and Kevin Turmine. Their contribution and input during were integral to the successful negotiation of the agreement

AUSTRALIA'S OLDEST UNION NOTCHES UP ANOTHER MILESTONE - 27/9/06

The Australian Workers’ Union celebrated 120 years of continuous service to working Australians on Friday 16 June 2006 by returning to its roots in Ballarat for a commemorative march and dinner.
More than 200 leaders of the Australian Workers' Union and other unions marked the 120th anniversary of the union's formation, which took place on 16 June 1886 at Fern's Hotel in the main street of Ballarat.
That historic meeting was initiated by William Spence and David Temple, a 24-year-old shearer from Ballarat, who set out to mount a campaign against pastoralists who had cut the shearers' rate of pay dramatically from 20 shillings per 100 sheep to 17 shillings six pence.
AWU National Secretary Bill Shorten said it was timely for the union to reflect on the spirit of its founders and to savour its achievements, as it again defended the right of working Australians to have a voice in their workplaces "At a time when John Howard is doing everything in his power to kill off the Australian union movement, it's truly heartening for us to be celebrating 120 years of existence," Mr Shorten said. "The AWU hasn't just survived against the threat of conservative forces for nearly two lifetimes - we have actually played an active role in key events that shaped our nation."

AWU National President Bill Ludwig said: "From the movement for Federation and the conscription debates during WWI, to the formation of an arbitration and conciliation system, the AWU has been among the leading advocates for workers in our nation."
ACTU Secretary Greg Combet said: "The AWU was formed well before Australia was federated as a nation. It is hard to overstate how important the union has been and how fundamentally the AWU is part of Australian history, culture and folklore".
Federal Opposition Leader Kim Beazley was the guest speaker at the AWU's 120th Anniversary Celebration Dinner on Friday night, while Victorian Premier Steve Bracks unveiled a 120th memorial in Ballarat earlier in the day.
AWU members and officials assembled at Ballarat Railway Station in Lydiard Street at 2.15pm to march to Sturt Street for the unveiling of the 120th memorial.