Union Journal autumn 2010

Safe work & equal pay

Fair pay for young people. See page 8

Regional Workers

> pages 4 & 18

2TCFUa JoUrnal aUTUmn 2010

Contentsautumn 2010

Workers from mP TexTiles Take acTion 3

Workers aT VicToria carPeTs Win backPay 3

focus on regional Workers bendigo delegaTes forum 4

Tcfua morTaliTy fund 5

focus on Pay equiTy The equal Pay alliance: closing The Pay gaP 6

Tell The goVernmenT To Pay uP! 6

solidariTy for firefighTers 7

focus on Pay equiTy Junior raTes of Pay: The same amounT of Work for half The Pay 8

focus on ouTWorkers Tcfua negoTiaTes backPay for ouTWorkers 8

‘ausTralian made’ doesn’T alWays mean eThically made 8

Paid ParenTal leaVe and The counTdoWn To 2011 11

focus on healTh & safeTy Workers Win fighT for safe and healThy WorkPlace 12

healTh and safeTy rePresenTaTiVes 13

Tcfua financial rePorTs 14

unions seek a $27 Per Week rise in minimum Wage 16

solidariTy for VicTims of facTory fire in bangladesh 16

moTher’s day classic 17

focus on Training Workers aT VicToria carPeTs sTarT accrediTed Training 18

reflecTions on The fair Work educaTion informaTion Program 19

From the Secretary

Dear members,

One of the reasons that unions fought so hard to get rid of Workchoices and the Howard Government was because that system entrenched inequality and unfairness.

It allowed bosses to have two workers working alongside each other doing the same job but being paid different rates of pay and conditions on individual contracts.

Even though we have seen the end of Workchoices there are still many ways that unfair treatment and inequality exist in Australian workplaces.

This journal highlights two examples. The first being that women in Australia earn 17% less than men. That’s a staggering average of $1 million less over a working lifetime.

Our Union has joined with other union, community and business groups to be part of the Equal Pay Alliance to campaign to end this injustice (see page 6)

The other is Junior Rates of Pay. It shocks me when I walk into TCF workplaces and find young hard working people being paid in some cases half of the wage of the workers working beside them. Then you hear the employers in those same workplaces complaining about not being able to attract young people into our industry! We already have some of our members campaigning to remove junior rates of pay through enterprise agreements. We want to hear from other workers who are interested in being part of spreading this campaign throughout our industry (see page 8).

I hope you enjoy the articles and information in this journal.

In unity

Michele O’NeilTCFUA National and Victorian State Secretary.

Textile Clothing and Footwear Union of Australia (TCFUA) Victorian Branch

359 Exhibition Street, Melbourne, Vic 3000

Postal Address: PO Box 441, Carlton, Vic 3053

Telephone: (03) 9639 2955

Fax: (03) 9639 2944Free Call (Country

Members) 1800 800 135

Email: info@tcfvic.org.uaWebsite:

www.tcfua.org.au

Secretary Michele O’Neil

Assistant Secretary Jenny Kruschel

Organisers Warren Smith, Beth Macpherson, Katie Morgan, Jasna Antunovic

Industrial Officer Karen Douglas

National Industrial Officer Vivienne Wiles

Vocational Education & Training Officers Ian Ferguson, Michele Bisping, Janet Lucas

Industry Advisory Board Officer Jen Wild

Outwork Outreach Officer Ly Nguyen, Bi Fang

Retraining and Support Officer Dorothy Peterson

Project Manager Helena Spyrou

Front cover: Jenny Kruschel, Dorothy Peterson, Elizabeth Macpherson, Warren Smith, Michele O’Neil

3

Workers from mP textiles take action to claim unpaid entitlements and see some money

Imagine the shock of returning to work fresh from your Christmas holidays, ready to start your usual morning shift, only to find an empty factory.

That’s exactly what happened to workers at MP Textiles who in January discovered their jobs had been taken away from them without any warning, consultation or information. The machines were simply gone and workers, some of whom had been with the company for more than 20 years, were left with nothing — no jobs and no entitlements. But the TCFUA and its members from MP Textiles are fighting hard to reclaim unpaid wages and win back lost entitlements. The workers are owed:• longserviceleavepay;• noticeperiod;• underpaidwages;• publicholidays;• annualleave;• superannuation.Since MP Textiles has gone into liquidation, the TCFUA is helping workers access the GEERS scheme. GEERS, or the General Employee Entitlements and Redundancy Scheme, allows workers to apply to the Federal Government to have part of the money owing to them paid. As you might have read in the previous edition of the TCFUA Journal, GEERS does not go far enough — the scheme does not protect workers’ full entitlements.

For this reason the TCFUA and its members from MP Textiles held a protest in February, demanding that workers get their full entitlements that the TCFUA estimates amounts to $20,000 per worker. The protest resulted in workers quickly receiving some of the money owed to them.

TCFUA delegate Kaly Sos worked at MP Textiles for 19 years and he is devastated by the way he’s been treated by the company.

Workers at Victoria carpets win backpay

the tCFua and workers at Victoria Carpets have recently won backpay for up to 30 people who hadn’t been receiving their leading hand and First aid allowance since 2002.

When workers contacted the TCFUA, it was also discovered that they didn’t receive increases in award allowances due on 1st January 2010. Initially, the company only agreed to pay the

first three years of leave owing, which was paid in February. But the TCFUA persisted and in March workers were paid the full amount. The amount of backpay varied for each person depending on their length of service and in some cases it was more than $500. The TCFUA will continue to fight for workers and make sure employers pay all the correct entitlements.

Workers from MP Textiles outside Simply Delish.

“It’s very hard. We all have mortgages and kids and you can’t survive on Centrelink. We had no warning or anything. They didn’t bother to talk

to us and looked at us like strangers. It’s very sad,” he says.

“I never expected to be treated that way. They have all these lawyers but at least we have the union. It’s wonderful to have someone on your side when you’re down.”

After many years of loyalty and hard work MP Textiles workers, backed by the TCFUA, are determined to win the fight for their hard earned wages and entitlements.

4TCFUa JoUrnal aUTUmn 2010

FoCuS on regIonal WorkerS

Bendigo Delegates Forum

In march this year, tCFua delegates from Central Victoria gathered for a delegates forum in Bendigo, giving people from different workplaces a chance to network, share their experiences and exchange ideas.

The forums, held every three months, are also a space for delegates to learn about changes to legislation and how awards and agreements apply to their workplaces.

TCFUA Organiser, Beth Macpherson says the forums are a great opportunity for delegates to learn about the problems facing workers in regional Victoria.

“It also gives them the opportunity to see that they are not doing the job as a delegate in isolation, and that the problems they have are similar to other workplaces,” she says. “They can then take what they learn and apply it to their workplace if needed.”

The forums are held as an informal meeting over dinner, alternating between Bendigo and Castlemaine. By all reports, they are helpful and informative — check out what the delegates had to say about it!

Central delegates forum, Bendigo, March 2010, above from left: Julie Randall, Pam Todd, Chris Hayse, David Botterill, Judi Quill and Margret Gartside. At right: Phillip McLelland.

“As a group of delegates we have been able to assist individuals with problems and had positive outcomes. We also work together to improve and maintain the overall benefits of all members.”

— Julie Randall, Pam Todd and Chris Hayse, Australian Defence Apparel

“I was able to use the skills learnt in the union training to make everyone more united and assist me in fixing the problems around our Superannuation plus our weekly pay.”

— Phillip McLelland, Hilton Dyers and finishers in Ballarat

“Being a delegate can be busy at times but also very rewarding when good results are achieved for workers.”

— Margret Gartside, Judi Quill and David Botterill, Victoria Carpets in Castlemaine and Bendigo

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the tCFua mortality Fund

the tCFua’s mortality Fund was established to support members and their families at one of the most difficult points in their life — the death of a loved one. the Fund is available to all financial members and is a payment of $1,500 in the sad event of the death of a member and $1,000 on the death of a members spouse or partner.

For Elena Adami, the fund made a big difference at a very hard time.

A TCFUA member for twenty years, she did not know about the Mortality Fund in all her years as a member. But when Elena, who’d worked at Holeproof since 1978, was being made redundant in February 2009 along with 1,850 other Pacific Brands workers, she received a visit from Dot Peterson, the union’s Retraining and Support Officer.

Dot was visiting all of the Holeproof workers to see what kind of retraining they’d like to do and at their first meeting, she learnt that Elena’s husband had recently passed away.

“I knew that the decision to close the factory meant that people were going to lose their jobs and that was difficult enough for her and the other workers,” says Dot.

“I told her about the mortality fund and what it is and that I would help her access the fund which would help her with funeral costs. She was just so grateful for the union and the fund.”

Elena says that the fund was a big help and she thanks the TCFUA for its support.

“It was so good that the union told me about it. Thank God for the union and I wish good health to all in the union,” she says.

• If you would like more information about the TCFUA’s Mortality Fund, please call us on 9639 2955. Country Members—Free call: 1800 800 135

tCFua Free english classes in 2010 for tCF home-based and factory workers

FOOTSCRAYMondays 10.00am-1.00pm

Footscray Library, 56 Paisley Street, Footscray Teacher: Michèle Bisping

Fridays 2.15-5.00pm Footscray Library, 56 Paisley Street, Footscray Teacher: Michèle Bisping

ST ALBANSTuesdays 5.00-7.00pm

Errington Community Centre (opposite Big Sam’s Market), Princess Street, St. Albans Teacher: Michèle Bisping

Fridays 10.00am-1.00pm Errington Community Centre (opp Big Sam’s market),Princess Street, St. Albans Teacher: Michèle Bisping

FITZROY Monday 5.00-7.00pm

(starting 1st March)Fitzroy Learning Network (back room), 3 Wood St, Fitzroy Teacher: Hank Ferguson

SUNSHINEWednesdays 6.30-8.30pm

Old School Building, Level 1 Room B 17, VUT Sunshine Campus, 460 Ballarat Rd, Sunshine Teacher: Hank Ferguson

PRESTONMondays 5.00-7.00pm

Preston Neighbourhood House, 218 High St, Preston Teacher: Janet Lucas

LALORTuesdays 5.00-7.00pm

Lalor Living and Learning, 47A French St, Lalor Teacher: Janet Lucas

• Please come to any of these classes. If you want more information please call 9639 2955. See you in class.

6TCFUa JoUrnal aUTUmn 2010

FoCuS on PaY eQuItY

Pay equity: closing the pay gap the tCFua recently joined with 150 australian organisations, including business, union and community groups to form an equal Pay alliance. the alliance will pursue practical action to ensure women’s work is properly valued and that decades of inequity are brought to an end.

Australian women in full-time paid work still earn 17% less on average than men, or 1 million dollars less over a lifetime.

In March 2010, the Equal Pay Alliance launched a major campaign to address this imbalance. Two key elements of the campaign are a review of the Equal Pay laws and a landmark test case.

review of the equal Pay laws

In 2010, there will be recommendations from several government reviews and parliamentary inquiries identifying barriers holding women back from earning, saving and being valued fairly at work.

Removing the barriers requires concrete action. The Equal Pay Alliance will campaign for the following: • Moreworker-controlledflexibilityin

rostered hours and access to decent part-timejobs;

• Accessible,affordable,goodqualityout-of-schoolcareandchildcare;

• Improvedreportingandauditingofequalpay;

• Payequitycasestovalueandproperly fund wages for work traditionallycarriedoutbywomen;

• Moreopportunitiestobuildskillsand participate in the workforce, especially for mothers and older women;

• Superannuationgaptobeaddressed.

Pay equity Test case 2010

The landmark pay equity case is underway and will be the first to test the new equal pay provisions of the Fair Work Act

The aim of the case to secure fairer pay for women in social and community services jobs in the private sector but a successful outcome will help establish a pay equity standard for other industries. Workers in the social and community services sector look after some of the most vulnerable people in our society but are among the lowest paid employees of any industry.

• For more information go to www.actu.org.au/Campaigns/EqualPay

the facts about Pay equity

• Womeninfull-timepaidworkstillearn17%lessonaveragethanmenor1 million dollars less over a lifetime.

• Womenarenowmorelikelytohaveatertiaryqualificationthanmen,butwill earn $2000 less than male graduates and $7500 less by the fifth year after graduation.

• Fewerthan2%ofASX200companieshaveafemaleCEOandonly1in12board directors are women.

• Womenretirewithlessthanhalftheamountofsavingsintheirsuperannuation accounts than men.

• UndertheWorkchoicespolicy,thepaygapwidenedforthefirsttimein25 years as thousands of women lost penalty rates and other pay loadings.

got something to say?

Do you have a comment or suggestion for the tCFua Journal? Drop us a line at info@tcfvic.org.au or Po Box 441, Carlton South, VIC 3053

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FoCuS on PaY eQuItY

tell the government to Pay up! no more lip service to equal pay

While winning the test case will prove that these workers are undervalued, the case outcome alone will not correct the injustice—workers need the Government to fund the outcome of the case to make Equal Pay a reality. Union members and supporters will campaign for the funding and we invite you to join the campaign. You can send an online postcard to Julia Gillard by going to www.payup.org.au

tCFua general meetings 2010

• 6.00pm—Tuesday1June2010• 6.00pm—Tuesday7September2010• 6.00pm—Tuesday7December2010

All members welcome.Meetings held at TCFUA office 359 Exhibition St, Melbourne

tCFua shows solidarity for our firefighters

the front cover image of this edition of the tCFua Journal shows union Secretary michele o’neil, assistant Secretary Jenny kruschel, President Beth macpherson, Warren Smith and Dorothy Peterson from the union getting ready to join firefighters at a rally in melbourne in april. the united Firefighters union is campaigning for desperately needed resources and support across Victoria.

The MFB proposes cutting the minimum number of firefighters on duty in Melbourne, threatening to put fire trucks out of commission and extending response times to life threatening emergencies. This could cost the community in lives and property but, cynically, save the MFB and Government millions of dollars. It could also cost firefighters their jobs. Take action to support your firefighters. The life they save might be yours. Tell your local Member of Parliament that we want more firefighters, not less! Visit www.firecrisis.com for more information.

8TCFUa JoUrnal aUTUmn 2010

FoCuS on outWorkerS

tCFua negotiates backpay for outworkers

In February and march this year the tCFua successfully negotiated backpay and other entitlements for three outworker members, who were owed a significant amount of money by their employer. the cases illustrate many of the problems faced by outworkers, typically employed by companies that fail to meet their legal obligations. although outworkers work in their own home, they have the same workplace rights as workers in a factory.

One of the outworkers, employed by an upmarket fashion label in Victoria, contacted the TCFUA when the company failed to pay him for all the work he’d done. It was then discovered that not only was he being underpaid, he wasn’t receiving any award entitlements, including overtime, annual leave, public holiday pay, long service leave, superannuation and Workcover.

The union contacted the company to inform them that they had breached the provisions for outworkers as outlined in the 2010 award and, after some negotiation, the company agreed to pay the outworker his entitlements.

The situation wasn’t much better in Queensland where two outworkers, Sue and Valerie, who had been employed for nearly 30 years by a school-wear/work wear company, suddenly and unexpectedly found themselves without any work.

For over two months the women would ring up the company, to find out when they would next get work, only to find that their employer would continually fob them off, saying that when a new order came in they would get the work.

What’s more, in some cases they may be the more experienced worker. For example, a 19-year-old who’s been working in a factory could be paid 20% less than a 21-year-old who has no experience.

Other young people have found themselves out of a job as they got older and qualified for higher pay even though they were doing a good job.

The TCFUA has spoken to a number of textile workers on junior rates of pay who say they don’t understand why they get paid less for the same amount of work. For one young worker, it wasn’t until a co-worker told them about the union that they found out where they could get help.

TCFUA Victorian Secretary Michele O’Neil says it’s time young workers are treated fairly.

“The union is starting to gather evidence and examples of young workers receiving junior rates of pay. We will use this to develop a campaign to get rid of junior rates in our industry”.

• If you would like to be part of the campaign or want more information about junior rates of pay, please contact the TCFUA on 9639 2955 or email info@tcfvic.org.au

Photo by AngelA bAiley

FoCuS on PaY eQuItY

Junior rates of pay: the same amount of work for half the wages

the abolition of Workchoices with the demise of the Howard government in 2007 heralded some major steps forward for australian workers.

Young people were particularly disadvantaged by Workchoices, but despite the introduction of the Fair Work Act in July last year, young people still represent some of our most vulnerable workers with many receiving junior rates of pay.

Junior rates have been part of many Australian industrial agreements since the early 1900s. They pay rates, based on a proportion of the adult wage, which rise with each year of age. Typically, 16 year olds are paid 55% of the adult rate, 17 year olds get 65%, at 18, 75%, at 19, 80% and at 20 the rate payable is 90% of the adult rate.

The justification for junior rates of payisthattheyreflectyoungpeople’slack of experience. But is it fair to pay young people less? Afterall, they still have to pay the full amount for food, petrol and other living expenses like everyone else.

9

Valerie says that “after all those years of working days, nights and weekends to finish orders for the company, they threw us away, without any warning, without any word, without the decency of telling us straight that they had no more work for us.”

After not having received any work for over three months, they contacted the TCFUA.

The TCFUA contacted their employer and informed them of their obligations under the law — if a worker’s employment is terminated, then the company must pay each person long service leave and redundancy. The company tried to argue that the women were casual employees but the TCFUA successfully argued they had been full-time employees for nearly 30 years and were entitled to both long service leave and redundancy payments.

Sue and Valerie are grateful for the win, but as Valerie points out, “it’s not the money part that’s the most important, it’s the acknowledgement that we worked for the company for 30 years and we were hard and loyal workers.”

These examples are typical of the experience of outworkers in Australia. Most companies still operating in Australia have reduced their labour costsbydevelopinga‘flexible’,home-based, workforce. The largest proportion of clothing manufacturing in Australia takes place in this informal sector where clothing manufacturing is contracted out in long chains: the principal company gives work to other companies that then give work to an outworker who works from home.

The TCFUA is working hard to ensure that the entire supply chain is ethical and transparent and that outworkers are treated fairly.

australian made doesn’t always mean ethically made

The TCFUA’s National and Victorian Secretary Michele O’Neil at the forum hosted by Ethical Clothing Australia.

although australians usually associate the word ‘sweatshop’ with countries such as China and India, the shocking reality is clothing workers in australia are often paid as little as three of four dollars an hour.

The TCFUA’s Victorian and National Secretary, Michele O’Neil, was a speaker at a forum hosted by Ethical Clothing Australia during the L’Oreal Melbourne Fashion Festival in March, where she made the point that Australian-made’ does not always mean ethically-made.

“Countless clothing businesses continue to fail to meet their basic legal obligations under Australian law,” she says.

“The TCFUA is committed to supporting a local industry that is clean, green and innovative, but genuine effort and commitment is required from the industry to change behaviour and meet ethical standards.“

The aim of the forum was to inform and inspire businesses and consumers to create an ethical Australian fashion scene.

The mission of Ethical Clothing Australia (previously known as the Homeworkers Code of Practice and the No Sweat Shop label) is to help local clothing brands ensure that Australian

workers making their products receive fair wages and decent conditions. One of its tools for achieving this is the promotion of a not-for-profit accreditation and labelling system administered by industry and union representatives.

The accreditation system helps participating business ensure their Australian-based supply chains are transparent, making it

easier to address cases of exploitation.

For further information please visit www.ethicalclothingaustralia.org.au

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11TCFUa JoUrnal aUTUmn 2010

“I’m dead against paid maternity leave as a compulsory thing … compulsory paid maternity over this Government’s dead body, frankly, it just won’t happen under this Government” – Tony Abbott, 22 July 2002

Nonetheless, the Government’s proposed scheme is minimalist by world standards. The Australian Council of Trade Unions (ACTU) President Sharan Burrow says there is more work to be done and unions will continue to campaign for the following improvements:

• Employersshouldtopuptheminimum wage of $543.78 so that there is full income replacement.

• Employersshouldcontinuetomakea contribution to their workers’ superannuation while they are on maternity leave. This would be a modest cost of less than $50 a week.

• Liftingthelengthofpaidleaveto26weeks, in line with the World Health Organisation’s recommended standard for breastfeeding.

• Fathers’entitlementtotwoweeks’paid parental leave so families can bond together.

Minister for Employment and Workplace Relations, Julia Gillard has said the scheme will not be made more generous and the legislation will be introduced in May.

Paid parental leave and the countdown to 2011It’s been almost a year since the government announced that it will introduce a paid parental leave scheme in 2011, but Parliament is yet to pass any laws that will implement it. the scheme was announced in may last year and, after campaigning on the issue for 30 years, it’s seen a big win for the union movement and for workers.

The proposed scheme, although not perfect, was widely celebrated as a good first step. It finally brings Australia into line with most other countries around the world that already had paid parental leave, including the United Kingdom, Canada and all European countries. Under the scheme, the primary care giver will receive 18 weeks of payments via their employer at the Federal Minimum wage (currently $543.78 a week). An income test of $150,000 will apply based on the primary carer’s adjusted taxable income in the previous financial year.

To be eligible for the government scheme the primary carer must be in paid work and have:• Beenengagedinworkcontinuously

for at least 10 of the 13 months prior to the expected birth or adoption of achild;

• Undertakenatleast330hourspaidwork in the 10 month period (an average of around one day of paid work a week).

Opposition leader Tony Abbott surprised everyone, including his own Liberal Party, when he announced he would better the Government’s scheme with a policy to give parents six months paid leave on full pay. But you can’t trust a man who played a key role in introducing WorkChoices, especially when he’s on the record as saying:

How paid parental leave in Australia stacks up against other countries

Country Australia

Canada

United Kingdom

United States New Zealand Cuba Sweden

Length of leave Nothing currently. Proposed scheme of 18 weeks starting 1 January 2011. 50 weeks

Currently 39 weeks, although the government has promised to extend it to 52 weeks

None 14 weeks 18 weeks 16 months

% of wage Proposed payment of the Federal Minimum wage (currently $543.78 a week) 55% of wages up to Canadian $447/week 90% for the first six weeks, For the remaining time it is paid at 90 per cent of gross weekly earnings or £124.88 a week, whichever is lower. None Up to NZ$407.36/week 100% Most people are entitled to 80% of their wage

12TCFUa JoUrnal aUTUmn 2010

FoCuS on HealtH anD SaFetY

Workers win fight for a safe and healthy workplace

When the tCFua visited a Coburg based laundry company recently, it was shocked by the state of the workplace amenities.

Workers were forced to take their rest breaks inside, at a table beside the laundry machinery — the effect is much like sitting beside a giant heater or eating your lunch in a sauna. There was no form of cooling or ventilation in this area, and due to the heat, some workers were driven outside to have their break, where there was no shade and no seats. In summer, when the temperature often pushes past 30 degrees, this is was a completely unsatisfactory option.

The toilets were also in a terrible condition. They were covered in dirt, a section of the toilet bowl had broken away, the area was filled with cobwebs and rubbish and a and the hand sink was filthy.

How do employers expect workers to work in these conditions?

Health and safety in the workplace is vital for all TCF workers. Every worker is entitled to a safe and healthy workplace and the TCFUA is working to achieve this.

The union explained to the employer that these conditions were unacceptable and must be improved immediately. They were also told that they could face penalties imposed by Worksafe.

Due to the union visiting the workplace and speaking to the workers it raised their awareness around workplace amenities and their right to have a safe and hygienic workplace.

When the TCFUA completed the follow up inspection it found a completely different environment. A tearoom had been built and facilities such as air conditioning had been installed. Showers were fitted and the toilet and hand sink had been replaced.

• If you have an issue with your amenities at your workplace or have any health and safety problems please contact our Health & Safety Representative Support Officer, Katie Morgan, on (03) 96392955 (country members 1800 800 135) or email kmorgan@tcfvic.org.au

The toilet before the TCFUA visited. The toilet after the TCFUA visited.

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FoCuS on HealtH anD SaFetY

training for Health and Safety representativesare you a Health and Safety representative? Have you received oHS training?

When a worker is elected as either a Health and Safety Representative (HSR/OHS rep) or deputy for their designated work groups (DWGs), it is important that they receive training so they can carry out their role and functions.

The Victorian Trades Hall Council (VTHC) recommends that HSRs and deputies attend a training course which will give them the tools to confidently represent their fellow members, as soon as possible after they have been elected,.

Remember you must request training from your employer at least 14 days before the course is to start. This course must also be agreed on by you and your employer.

Under Section 67 of the Victorian Occupational Health and Safety Act, the employer must allow a representative to attend an approved course on paid time, pay the cost of the course and must pay any other associated costs. (Note: costs may include travel, parking, etc. Payment of associated costs should be discussed prior to the course). The courses approved under this section of the Act are both the initial five day course of training, and an annual refresher course.

• If you would like further information about training courses available or if you would like an election for HSRs and/or deputies to occur in your workplace, please contact the Unions HSR Support Officer, Katie Morgan, on (03) 96392955 (country members 1800 800 135) or email kmorgan@tcfvic.org.au

The TCFUA’s Assistant Secretary Jenny Kruschel speaking at the launch of the union’s Return To Work resources in February.

launch of Return To Work resources

14TCFUa JoUrnal aUTUmn 2010

tCFua FInanCIal rePortSTexTile CloThing & FooTweAr Union oF AUSTrAliA (ViC. BrAnCh) And ConTrolled enTiTy ABn 45 839 589 441

CONCISE FINANCIAL REPORT FOR THE YEAR ENDED 31 DECEMBER 2009

3488 TCF_Journal_0410_07.indd 14 20/4/10 4:36:10 PM

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3488 TCF_Journal_0410_07.indd 15 20/4/10 4:36:12 PM

16TCFUa JoUrnal aUTUmn 2010

unions are seeing a $27 per week increase in the national minimum Wage, currently set at $543.78 per week. the amount sought by the aCtu includes a “catch-up” amount, after minimum wages were frozen in 2009 by the so-called Fair Pay Commission. By the time it makes a decision in July, it will have been two years since minimum wage workers have had a pay rise.

The result of the pay freeze is that the National Minimum Wage has fallen by $9.80 a week, in real terms, since the end of 2009. At the same time, however, workers have been faced with rising costs in rent, health care and other basic living expenses.

Predictably, small business is opposed to the pay increase, claiming that it will threaten jobs. But TCFUA National and Victorian Secretary Michele O’Neil points out that average weekly earnings rose by $61.60 last year while low-paid workers got nothing.

“It’s ordinary working people who felt the worst effects of the Global Financial Crisis,” she says.

“Not only did Australia’s unemployment ranks grow by 185,000

and those remaining in jobs worked harder and longer days, but low-paid workers had their wages frozen. Low paid workers deserve a significant wage increase now.”

unions seek a $27 per week rise in the minimum wage

Solidarity for the victims of factory fire in Bangladesh

the Victorian branch of the tCFua will be making a financial contribution to the victims of a Bangladesh factory fire in February that killed 22 garment workers and injured 50. the fire, at the garib & garib Sweater Factory, was caused by an electrical short circuit and trapped workers inside who were leaving the building at the end of their shifts.

Survivors say rescue efforts were slowed down because firefighters had to cut through window grills to access the workers and no one knew how many people were in the building at the time.

The General Secretary of the International Textile Garment and Leather Workers’ Federation (ITGLWF), Patrick Itschert, says the tragedy could have been prevented by safe work practices. He is calling for the government of Bangladesh to conduct an urgent structural review of all multi-story garment factories.

The ITGLWF is also urging the brands that sourced from the factory, as well as the government, ensure that survivors and the families of those who died receive adequate compensation.

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7 – 20 June 2010Activists at 3CR have been producing handmade community radio since 1976.

We need to raise $210,000 to stay on air.

Made your tax-deductible donation to 3CR during Radiothon 7 - 20 June 2010!Pay online: www.3cr.org.auPay by phone: (03) 9419 8377Post a cheque/money order to: PO Box 1277, Collingwood, 3066

Keep union voices on the air!

Tune in to 3CR’s six weekly union programs:

Thursday6:30AM: Fire Up (presented on alternate weeks by PTEU and MUA)

Sunday9:30AM: Concrete Gang (presented by CFMEU Construction Division)10:00AM: Stick Together (workplace rights and social justice issues)

855 AM, or listen online at www.3cr.org.au

Saturday7:00AM: Class Action (profiling the Working Class)7:30AM: Solidarity Breakfast (industrial issues and talk back)9:00AM: Asia Pacific Currents (presented by AAWL)

mother’s Day Classic

Interested in getting some exercise and supporting worker’s rights and breast cancer research at the same time? Well, all union members and their families are invited to join the Women’s rights at Work team in the mothers Day Classic, a 4km walk. For more information on how to register, go to memberconnect.com.au or contact Jull Harahap on 9664 7384.

18TCFUa JoUrnal aUTUmn 2010

FoCuS on traInIng

Workers at Victoria Carpets start accredited training

Workers at Victoria Carpets are about to start vocational training that will see their current skills recognised and train them up in new skills. the training, to be delivered on-site in Castlemaine by rmIt, will give the workers nationally accredited qualifications in Certificate II and III textile Production.

TCFUA delegate Margaret Gartside says that workers are enthusiastic about the new training program and are exploring their options.

“We are very pleased to have the opportunity to upgrade our skills. It’s good for us, it’s good for the company and it’s good for the industry. Working with management to get this up has been a real win for us all,” she says.

From left to right: Judith Quill—machine operator, TCFUA union delegate; Renee Thompson, Human Resources Victoria Carpets Castlemaine and Bendigo; Margaret Gartside, machine operator, TCFUA union delegate.

The project is co-ordinated by the Textile Clothing Footwear and Leather Industry Training Body with funding through Skills Victoria under the Securing Your Jobs For Your Future initiative. It allows participating enterprises to benefit from training targeted to their specific needs.

Mills Manager Troy Breslin is right behind the project.

“We see this training not only as an investment for better business, but also a benefit to workers and contribution to the sustainability of our industry as a whole.”

So far, 14 workers are set to take advantage of the program, with training due to begin in June 2010 and finish in June 2011.

• For further information on the project please contact Jennifer Wild, Textile Clothing Footwear and Leather Industry Advisory Body, email: jwild@tcfvic.org.au

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Left to right: Tracey Lee, Rose Pritchard, Sina Kung, Beth Macpherson, Darek Wasilewski, Matthew Sarprise, Bi Yi Fang, Keith Giles, Androulla Demetriou, Allen Spencer.

Matthew and Beth Macpherson in action.

FoCuS on traInIng

Short but sweet With the introduction of new, fairer Ir laws in June 2009, otherwise known as the Fair Work act, the tCFua saw the need to inform its members and delegates about the changes. In october last year, we employed matthew tibbins to deliver the Fair Work education Information Program, training workers all across the country in how to interpret the new laws and how to advocate for people in their workplaces.

matthew writes his reflections on his time at the tCFua:

Working within the union movement for just on a year, and having most of my working experience as a trainer in the private sector, I knew that I had found two things I was very passionate about.

I wanted to take this experience and use it somewhere that I felt I could make a difference. I knew the TCFUA was faced with many challenges and supported workers in a tough industry.

So when I saw the TCFUA advertised position of National Trainer specifically educating people in the new IR laws, the Fair Work Act, I knew I had the potential to take that passion to a workforce equally as passionate about the work they do.

The training of shop stewards started with a group of Melbourne Pacific Brands shop stewards in what was an emotion filled experience given their recent closure, and ended in the southern end of our country, Tasmania.

Shop stewards came with various skills and experiences and gave the training what it needed to be both informative and enjoyable. We workshopped how to use the new laws in changing the behaviour of both ourselves, the workforce and our employers, whilst reinforcing the various skills it takes to represent the members.

Whether I was in Adelaide or Bendigo, Melbourne or Sydney, Brisbane or Tasmania one thing remained the same — the passion. The same passion that made them nominate themselves as shop stewards in the first place and the one that continues to build union power both within the workplace and the industry.

Delegates play an important role within the union, as do the members. It made sense that giving them the tools to represent more effectively would be of huge benefit.

With any change of government or law comes time to adjust to a new way of life. A way of life that gives both members and the representatives of the TCFUA better protections and opportunities, at a time where we continue to fight for the future of the industry.

I wish all TCFUA members well and I’m grateful to have had such an inspiring opportunity. It was, simply, short but sweet.

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being a member of the Tcfua means that you don’t have to face problems at work alone – you’ve got a whole team of people behind you.

your union.