THE MAGAZINE OF THE NSW BRANCH OF THE RAIL, TRAM & BUS UNION
to all RTBU Members and their Families
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RAIL & ROAD is the official journal of the NSW Branch of the Rail, Tram and Bus Union and is produced as part of the union’s communication strategy to inform and report on matters of interest to members. All editorial and advertising inquiries should be addressed to the union office on Tel: 02 92642511; email: nswho@rtbu-nsw.asn.au
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NSW BRANCH
Head Office
Level 4, 321 Pitt Street,
Sydney NSW 2000
Tel (02) 92642511
Email nswho@rtbu-nsw.asn.au
Website www.rtbuexpress.com.au
Tram and Bus Division
Level 4, 321 Pitt Street,
Tel (02) 93197277
Email nswbus@rtbu-nsw.asn.au
Locomotive Division
Level 4, 321 Pitt Street Sydney NSW 2000
Tel (02) 92643400
Fax (02) 92647679
Email nswloco@rtbu-nsw.asn.au
Newcastle
Email newcastle@rtbu-nsw.asn.au
Wollongong Office
Level 1, 306a Crown Street, Wollongong, 2500
Tel (02) 9264 2511
Email wollongong@rtbu-nsw.asn.au Branch
From the Branch Secretary Toby Warnes
Dear Members,
As we wrap up on the final month of 2024, it’s truly amazing reflecting on the past year and all that we’ve been able to achieve. From historic wins in the Fair Work Commission to successful industrial actions, successful enterprise agreements, and strong ongoing campaigns for enterprise agreements, we’ve shown what’s possible when we stand together.
This year marked a significant change for our union, as I stepped into the role of Secretary following Alex’s departure. I’m grateful to Alex for his steadfast leadership during some of our most challenging times, particularly in facing a government that pushed for job automation, privatisation, and wasteful infrastructure spending that threatened our transport network. I’ve ben honoured to take up this role and to serve the RTBU for the past few months, talking to many of you about the future direction of this union. We’ve also secured several important victories throughout this year. Our win in the Fair Work Commission regarding uniform requirements was particularly significant. The Commission’s ruling that Sydney and NSW Trains workers have the right
to wear shorts isn’t just about comfort – the outcome demonstrated how our persistent advocacy delivers real improvements to working conditions.
I also want to acknowledge the win we saw with our bus members out in Region 6 members at Transit Systems. After extended negotiations for quite a while, we were able to reach an Enterprise Agreement that upheld STA conditions, eliminated exploitative contracts, and delivered 3% annual pay increases. This agreement that was achieved this year was a reflection of our commitment to preventing two-tiered workforces and maintaining strong industry standards - and this is fight that we’re carrying through all our regions.
In more recent news, our recent win over 24-hour trains proved particularly significant. Despite management’s media campaign and several attempts to curtail 24 hour services over the weekend, our protected industrial action achieved its aims. This victory has strengthened our position in ongoing negotiations considerably. We’re now seeing this translate into meaningful engagement at the highest levels, with regular meetings with both the Treasury and Premiers Department about our enterprise agreement.
While there’s still work ahead, we’re making real progress, and an agreement is in sight.
In other news, the situation regarding bargaining over QUBE remains challenging. Their position at the Fair Work Commission, openly admitting to delaying pay rises as an industrial tactic, stands in stark contrast to their 13% increase in shareholder dividends and $4 million executive package. It is a shining example of what corporate greed can do to management - it’s glaringly obvious that they’ve completely lost sight of where the value of their workforce. We’ve included more about this down below.
In Newcastle, we’re working hard to consolidate agreements at Keolis Downer Hunter, bringing together Light Rail and Ferries with Workshop and Salaried EAs. While the timing is complex, this strategic approach will strengthen our collective bargaining position. More on this down below.
As we enter the festive season, I want to acknowledge our members who’ll be working through Christmas and New Year’s, keeping our transport systems running while others celebrate with their families. Your dedication to keeping our communities connected never goes unnoticed.
General News
Sydney Trains and NSW Trains employees fight for their future
Workers at Sydney Trains and NSW Trains have been fighting for better pay and conditions awarded in their Enterprise Agreement, which expired earlier this year.
The Rail, Tram and Bus Union (RTBU) NSW launched a website and a campaign called ‘Fighting for our Future’ to streamline communications while keeping information easily accessible for union members, including member updates and a calendar to keep track of the on-going Protected Industrial Action (PIA).
How did we get here?
The Combined Rail Union (CRU), which is composed of various unions representing different sectors of rail employees, sought feedback last year for the Log of Claims that is put forward to the NSW Government as part of our bargaining for better pay and conditions for workers at Sydney Trains and NSW Trains.
The RTBU and the CRU initiated bargaining earlier this year, ahead of the expiration of the current Enterprise Agreement. However, the expiration of the EA came and went while the NSW Government and Sydney Trains dug in their heels to delay negotiating the two-hundred or so claims made in the Log of Claims.
What happened next?
Due to the lack of urgency from the Transport Minister and Sydney Trains, bargaining for the new EA did not commence until 19 June, 2024. Unfortunately, it was off to a bad start with management admitting that they were at the bargaining table without parameters on what they could or couldn’t agree to. After weeks of negotiations without much of an outcome to
show for it, members were then notified that we would be taking Protected Industrial Action, after our application was successful in the Fair Work Commission.
What industrial action has the RTBU taken?
EA delegates designed the industrial actions to build long term pressure on trains management and the NSW Government in pursuit of the many claims, including wages, that were yet to be resolved. The actions were intended for all members to be able to take some form of action together, as our collective efforts will achieve the outcomes that we all deserve.
A range of work bans or limitations were rolled out from 30 September 2024 and involved actions by station cleaners, customer service attendants, duty managers, fleet
maintenance, transport officers, area controllers and signallers.
While our on-going actions were creating a nightmare for trains’ management to deal with, it was the RTBU’s call to run 24-hour train services on weekends that really caught their (and the government’s) ire. The union does not want to see commuters punished in a back and forth with the NSW Government, which is why a work ban was created with the caveat that it would not go ahead- if the trains were run for 24-hours on weekends. The first weekend of this action had a few initial hitches- with unexplained cancellations- but otherwise ran smoothly and successfully. Ahead of the second week of the action, things really ramped up.
Where is the industrial action up to now?
Despite the NSW Government jumping the gun and announcing the work bans would happen, effectively shutting down the train network for
three days, the RTBU put the call to the government and trains’ management that services could be run over 24-hours and even offered them the ways and means of how to do so! The union also made it known that they were willing to negotiate and wanted everyone back to the table to continue negotiating. This ended in crisis talks with the Transport Minister, transport management and the NSW Premier the day before the proposed shutdown was due to start.
A compromise was made where critical maintenance would take place on some suburban rail lines while other lines would get the overnight services- and the overwhelming feedback from commuters is that they would take these services more often if they became a permanent fixture! There is a ceasefire on the work ban/ 24-hours trains (although the other actions are still indefinite and ongoing) while intensive negotiations take place for a fortnight.
New employee training at Chullora
The RTBU was out at Chullora training centre in August, introducing new employees to the RTBU and providing them with all the latest information regarding the Sydney Trains Enterprise Agreement, the benefits of joining the Union and being part of the collective group.
All new infrastructure workers were undertaking training for Certificates II & III in Rail Infrastructure at Sydney Trains.
NSW Branch Secretary Toby Warnes said the union was happy with the outcome [of the ceasefire], its importance to the RTBU’s bargaining and the status of their actions.
“We have achieved a mechanism where we can increase the percentage pay rise in the new EA through identifying and abolishing waste throughout the rail agencies and within the Transport bureaucracy. This mechanism will remove the shroud of secrecy that so often sits within the transport agencies and allows us to look under the hood to find true waste that can be added to our pay rise. We all know the amount of fat that should be cut, and we’re committed to having those savings returned to members’ pockets,” Mr Warnes said.
For more information on the EA campaign, go to
www.fightforourfuture.com.au
Loco News
QUBE Legal Proceedings Update
The Federal Court of Australia has delivered significant progress in our underpayment claim against freight company QUBE. Following QUBE’s Stay Application filed in September 2024, which sought an indefinite delay, the Court has established a definitive timeline for resolution.
The Court has ordered the following schedule:
• A case management hearing has been scheduled on Friday 4 April 2025
• Evidence and submissions will be presented across designated periods July and August 2025.
• The matter is listed for hearing for 4 days starting on Monday 8 September 2025.
Intractable Bargaining
The Intractable Bargaining hearing held in Sydney was our final chance for oral evidence and closing submissions before the Fair Work Commission will decide whether to make the Intractable Bargaining Declaration. If the declaration is made, bargaining concludes at that point, and the matter is sent to the Full Bench of the Fair Work Commission where they will determine the outcome of your Enterprise Agreement, noting that no conditions can go backwards in this process. Given the limited number of issues in dispute, we’re hopeful this process will occur quickly.
Variation Judicial Review
QUBE’s application to the Federal Court for Judicial Review of the Full Bench decision not to vary the 2015 and 2019 Enterprise Agreements will be listed for hearing in March 2025.
We have some good news to report in this regard, with the full bench of the Federal Court in another QUBE application seeking judicial review of a s217 variation dismissal, has found QUBE Ports lacked standing to retrospectively vary replaced enterprise agreements, clearing the way for the MUA to pursue the stevedoring giant for millions in allegedly wrongly-deducted “gap” payments from up to 1000 wharfies’ remuneration. Does this sound familiar? Not only are QUBE underpaying Train Crew in NSW by not paying weekend and shift penalties, plus other entitlements covered by the Rail Industry Award, but they have been ripping off wharfies as well. The MUA’s multi-million-dollar
underpayment claim will likely be listed for hearing sometime next year. Once again QUBE will be rolling out its tired and ineffective argument that the enterprise agreement it struck with the MUA’s hard-working wharfies doesn’t mean what it says due to some undocumented ‘common-intention’.
However, for our underpayment claim, the MUA’s hardfought victory means that QUBE will never be able to vary its NSW 2015 Enterprise Agreement. This means at least part of the RTBU Federal Court underpayment claim will be determined, no matter what happens to QUBE’s increasingly unlikely variation application and application for Judicial Review.
Opinion: Campaign to Save Our Sleeper Carriages
by RTBU NSW President Craig Turner
Train travel in Europe is gaining momentum, thanks to recent initiatives set by the European Commission. The EU’s Action Plan to boost long-distance and cross-border passenger rail services is about improving connectivity and driving people towards a greener and more sustainable way to get from destination A to destination B.
They’re on track too, announcing ten pilot projects to modernise and enhance the services currently crisscrossing the continent while increasing trips offering sleeper carriages as a cheap and cheerful way to travel the EU.
We have been able to travel European-style here in New South Wales for decades, thanks to sleeper carriages on the XPT, but that will end with the roll-out of the New Regional Fleet (NRF) which is replacing the ageing XPT and Explorer trains.
This was a short-sighted decision by the former Berejiklian-Coalition government, not only to remove the sleeper carriages for the fleet but to once again have the stock manufactured overseas.
Generations of railway workers have prided themselves on producing and maintaining rail stock but over the years, their role has been diminished under the demise of local manufacturing- the result is that we’re left without sleeper carriages to travel European-style across three eastern states.
While the Minns-Labor government has given the Rail, Tram and Bus Union its commitment to build all future fleets here in NSW, we must also ask for a commitment to build the sleeper carriages to add to the new fleet.
Not only is train travel an often more affordable option, but it is also a more environmentally friendly, low emission and sustainable way to travel between Sydney, Brisbane and Melbourne.
It can be a more viable solution for older people and people with disabilities, who prefer not to fly, or business people who can work and sleep on board before freshening up ahead of meetings at their destination- with showers and toiletries provided!
Demand for the sleeper carriages are also at an all-time high, with services between Sydney and Melbourne often at capacity while families enjoy the convenience of travelling during the school holidays in a more budget-friendly and hassle-free way.
We need to be taking a closer look at, and replicating, the European model of train travel by re-fitting the New Regional Fleet with sleeper carriages to encourage more people to explore our great country in a relaxing, no fuss, sight-seeing journey that will take you from Point A to Point B without the need to book a flight or accommodation. Let’s not make the mistake of transitioning away from sleeper carriages, and funnelling more people towards air travel. We want to be on the right side of travel history and the right side is with Europe in improving connectivity, boosting long-distance and interstate travel while encouraging sustainable and affordable rail travel.
Sign our petition to the NSW Minister for Transport at www.megaphone.org.au/petition.
CRAIG TURNER
Bio: Craig is President of the Australian Rail, Tram and Bus Industry Union NSW Branch
Tram and Bus News
Northen beaches debt
The saga continues on the Northern beaches with Keolis Downer Northern beaches still fighting RTBU efforts to have the company adequately explain the alleged debts of over 800 employees, past and present. The RTBU has always maintained that workers need to be shown what they were paid, what
they should have been paid, and some explanation as to how the difference came about. You’d think it was common sense but at the time of writing, after a Federal Court conciliation and over half a dozen FWC appearances, we await a decision on this issue. Why the company has been fighting for years
Busways EA update
now to stop workers from having some sort of understanding of the debt is baffling. You can be sure that workers remember this treatment, on top of all the other corners being cut at the drivers expense, and will ventilate that anger in bargaining next year.
We have made our first appearance in the Fair Work Commission regarding the application for a consolidation order after Bargaining for a single EA collapsed after over 2 years of work. We have convinced the Commissioner to ‘request’ Transport for NSW to attend a conciliation meeting on December 23rd between the union and Busways. There is no way to compel them to take part in any hearing that may follow.
In the meantime, we’re working on getting a final meeting with the Transport Minister to give her one last chance to do the right thing and protect drivers from the Busways plan to pick everyone’s pockets next year. If the Minister refuses to back our efforts to get a solution that protects workers then we won’t be holding back when it comes to letting the general public know exactly what has happened and who is to blame. The Tram and Bus division will be personally and publicly highlighting Labor’s abandonment of workers until the next state election.
We’re waiting on advice about the prospects of running this case, but got the application in anyway to try and leverage the proceedings into getting everyone in the same room. This is about the last thing we can try
Light Rail EA update
Recently we had protected actions notified to employers in both heavy and light rail where vehicles were to be driven at no more than 10kph. Those actions were designed to force limited 24hour services across the weekend. The notices had built in safety valves which was that if the 24 hour services DID run then no action could be taken. While they agreed to 24 hour services for heavy rail (eventually), they did not agree in light rail.
Instead, Transdev took a ‘response action’, which they can do to our notification of protected action and
because we didn’t make this mess and we don’t have the power to magically fix it. Instead, we’ve been working every angle we can think of because-
Busways doesn’t care.
TfNSW doesn’t care.
The govt doesn’t want to get involved.
And these are the people that delivered hard working bus drivers to a two-tiered system of wages and entitlements, who are planning to implement a two- tiered roster system early next year, and are already withholding overtime from ex-STA drivers.
Another update after we meet with the minister will follow.
told employees that anyone taking part in the action would not be paid. In other words, the go slow was turned into a stoppage by the company.
We continue to pursue the member endorsed effort to have heavy and light rail bargain together in a single EA, and there is an application for this being heard in December. Also in December is a hearing brought on by the company to have EA bargaining deemed ‘intractable’ which we are fighting off. Given the company has been refusing to meet with bargaining
reps, it’s a little hard to say bargaining has failed. Additionally, the company is still fighting our application to have a simple error in an earlier Protected action notice that neither party saw at the time fixed.
It’s a great circus that we seem locked into, but members have stayed strong and maintained solidarity as they push for a liveable wage. The last EA put forward by the company was voted down by a solid majority and workers will not settle for crumbs!
O’Dea
International News
Flixtrain opens up accessibility in Germany
One of Germany’s largest train operators, FlixTrain, will offer significantly more regional connections which will open up hundreds of new connections across Germany.
Commuters will be able to use one ticket across both a long-distance journey with FlixTrain before transferring onto another train operated by a regional transport partner to reach their final destination.
FlixTrain will work together with regional train operators, including Deutsche Bahn, to connect to more regional destinations. Currently, FlixTrain routes are only long distance between major hubs such as
Hamburg, Cologne, Berlin, Frankfurt and Stuttgart but the new regional connections means commuters will be able to reach smaller cities including Kiel, Lűbuck and Kaiserslautern.
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General News
Celebrating a legacy of service
For over two decades, Margaret Pannell brought holiday cheer to the streets of Newcastle through her beloved Christmas bus. Her story isn’t just about festivity, but it’s the power one person can have in bringing joy to an entire community.
Margaret’s public transport journey began following a personal tragedy, being widowed at just 23 years old and having to raise two young children alone. But through her resilience, she was able to build a career as a bus driver, and she created a lasting holiday tradition that has become a cornerstone of Newcastle’s Christmas celebrations.
Come every December, Margaret’s bus would morph into a moving winter wonderland, sprawled with tinsel, Christmas tunes and the cheer of her commuters. She’s become a local legend over time, gaining the deep admiration of her peers
Credit: Newcastle Herald
Signallers Demonstration of Solidarity Celebrated
On 25 September 2024, our Branch Council celebrated some true heroes of our Union, Karen Robertson, Alex Scaron, and the entire Signallers Sub-Division. Their collective effort played an instrumental role in a critical turning point in the campaign to ensure the safety of the New Intercity Fleet.
As part of our celebration, a shield was presented, inscribed with the names of all Signallers from Wyong Box, and bearing the following words of honour:
“In recognition of the courageous efforts and significant contribution of RTBU Signallers in the Wyong Signal Box in the campaign to ensure the safety of the New Intercity Fleet”
Congratulations and we’re sure you will have the gratitude of every person who will now travel safely on these trains!
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Safety Matters
Opinion: Workplace drug testing fails workers
As news of yet another high-profile footy player broke in recent months for returning a non-negative result for cocaine and subsequently having his employment contract torn up, the stark reality is that mobile road-side drug tests (MDT) and workplace testing regimes are deeply flawed and are failing motorists and workers in NSW often resulting in mandatory licence suspension and loss of employment.
Sadly, Josh Addo-Carr is not alone in falling foul of the MDT program which also tests for cannabis, methamphetamine, MDMA and cocaine. At present, oral swab and urine testing do not test for impairment. At best, saliva and urine testing is a blunt instrument where it detects merely the presence of a drug. Urine testing reaches further back in time, often showing the presence of inert metabolites. The distinction is subtle, but highly relevant. It’s a case of whether there’s an active drug in a person’s system versus residual traces.
Before the current NSW Legislative Council inquiry into the regulatory framework for cannabis, retired magistrate David Heilpern stated that there are currently hundreds of thousands of people in NSW (and more than one millions people across Australia) who are legally using prescription-based medicinal cannabis. Whilst using the drug legally, they are unable to legally drive and may also be subject to stringent workplace drug and alcohol policies.
In a new report by the NSW Bureau of Crime Statistics and Research (BOCSAR), it highlighted that 15,802 drug driving offences were recorded in the period April 2023 to March 2024. The prevalence of MDT and convictions has increased significantly since first introduced in 2006, often leaving presiding magistrates little or no sentencing options other than disqualification or fines in line with the current Road Transport Act in NSW. Similarly, existing workplace drug and alcohol policies are poorly designed or explained; do not test
for impairment and do not outline with any degree of precision what drugs are being tested for or the length of time taken to eliminate certain drugs or metabolites from a person’s system. Workers are often left guessing about what it means to be ‘drug free’ when measured against their fitness for work, relying on a ‘best guestimate’ concerning likely impairment based on the timing of consumption.
By way of example, cocaine is known to be eliminated quickly from the body. It has a very short half-life, meaning it disappears from the body rapidly (about 2-3 hours). Whereas its residual metabolites of benzoylecgonine and ecgonine methyl ester are pharmacologically inactive; are not psychoactive and have no impairing attributes however are still detectable after three days. Where confirmatory testing is applied, the presence of these markers only establishes past usage. Cannabis on the other hand persists for much longer periods, in some cases weeks or months. In terms of workplaces, the case law is littered with examples of employees being dismissed because the drug testing protocols found traces of these metabolites or other drugs – absent evidence of impairment. Whilst returning a nonnegative result may establish a valid reason for termination of employment at present, too often, decision-makers fail to properly adhere to other mandatory considerations including employment history or past disciplinary actions. The consequences of which can be financially and emotionally disastrous for dismissed employees and their families.
Testing for use versus impairment exposes employer policies as being proxies for ‘zero-tolerance’ to drug use
irrespective of whether – like cannabis – it has been legally supplied and prescribed. Sanctioning employees’ out of work conduct seems antithetical to a fair go, particularly in the absence of testing for impairment. In safety critical positions, it is uncontroversial that testing is necessary and important to minimise risk. But employers must establish that there is a risk the employee was impaired at work. As such, there must be a better way at introducing agreed and safe thresholds so that employees don’t lose their jobs simply for returning a non-negative result in the circumstances where they are not impaired, and no risk has been established.
To that end, the current testing regimes appear to have simply adopted the all-too familiar random alcohol testing regime (RBT) that was first introduced in the 1970s for motorists. The difference of course is that the RBT relied on science to determine intoxication and impairment with fixed levels of blood alcohol concentration (BAC). In 2012 Norway introduced evidencebased prescribed concentrations for illicit and licit drugs. Setting cut-off levels for inert metabolites is useless in knowing if a person is impaired. Regulators and employers together with industry and unions need to collaborate on moving toward improving the testing regimes –Norway’s example is a good starting point.
JASON HART
Bio: Jason is an Industrial Officer with the Australian Rail, Tram and Bus Industry Union NSW Branch
Neil Dark is hanging up his lever cloth and heading off to retirement
On 6 September 2024, Neil Dark, Signaller and staunch unionist, hung up his lever cloth and retired, leaving behind 45 years of service between Wyong and Wickham Signal Boxes, Broadmeadow complex and other locations.
Neil was quick to support his fellow Signallers. Neil was also known to be passionate about cricket, rugby and mountain bike riding.
Neil was part of the Wyong Signaller team active in protected industrial action (PIA) during the 2022 enterprise agreement negotiations to stop the NIF from running.
We wish Neil and his family all the best in his retirement and future endeavours.
Greg Ball & Keith Gillan
retirement
Friends and colleagues gathered to celebrate the retirement the retirement of Greg Ball and Keith Gillan.
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Have You Left the Industry? Retired?
Or No Longer Want to be in the Union?
If you have left the industry, permanently or for a period, have retired, or are off work due to illness, or no longer want to be a member of the RTBU, you must resign, or suspend your union membership, in writing.
Our union rules provide that members leaving the union for whatever reason, must do so in writing. If you do not resign in writing, you will continue to be included on our union membership and liable for the dues owing for that time.
Please note: Regardless of whether your union dues were paid by direct debit or through payroll deductions, the employer is not authorised to change your membership details after resignation or leaving the union. You must do this personally.
Please contact the membership office at the union for more information.
Join the RTBU Retired Members Association
Many retired members continue to receive copies of the journal Rail & Road, and take an interest in the life of the union. Many have also said that they would like to maintain a closer connection and involvement with the work of the union. The RTBU Retired Members Association was established to provide a forum for former members to meet, work on campaigns, address issues of particular relevance for retirees and to identify ways of assisting, supporting and contributing to the work of the union.
It is expected that the Retired Members Association will function independently and pursue issues that it identifies as priorities.
If you are a retired member of our union, we would like you to consider joining the Retired Members Association. Membership forms are available from the RTBU Head Office, Level 4, 321 Pitt Street, Sydney or on the union website: www.rtbu-nsw.asn.au
For more information, contact Peter O’Connor at the union office on (02) 9264 2511
For more information, contact Chris Doyle on 0425 327 195 or the union office on (02) 9264 2511
CHANGE OF DETAILS FORM
IMPORTANT Members need to specify the date of their next pay so that when the membership fee debit occurs on a Friday there is sufficient money in the account to ensure the transaction is not dishonoured which results in you then being charged an additional fee by your bank
DETAILS
I/We authorise and request the Australian Rail Tram and Bus Industry Union, until further notice in writing to arrange for my/our account described in this direct debit authority, to be debited with any amounts which the debit user may properly debit or charge me/us through the direct debit system.
I/We authorise and request this direct debit authority to remain in force until cancelled, deferred or otherwise altered in accordance with this service agreement.
MEMBERSHIP APPLICATION FORM
I, the undersigned, hereby apply to become a member of the Australian Rail, Tram and Bus Industry Union, an Organisation of employees registered under the Fair Work (Registered Organisations) Act 2009 as amended, and hereby undertake to comply with the Rules and By-Laws for the time being of the Union.
Signature of Applicant
Dated
I, the undersigned, hereby apply to become a member of the Rail, Tram and Bus Union of New South Wales, an Organisation registered under the Industrial Relations Act 1996 (NSW) as amended, and hereby undertake to comply with the Rules and By-Laws for the time being of the Union.
Signature of Applicant
Dated
1. I agree to pay $ via DIRECT DEBIT fortnightly OR CREDIT CARD fortnightly. or any other amounts as may be determined from time to time in accordance with the Rules of the Union. I certify that I have received a copy of Rule 14, Notification of Resignation From Membership.
2. I/We authorise and request the Australian Rail, Tram and Bus Industry Union, until further notice in writing to arrange for my/ our account described in this direct debit authority, to be debited with any amounts which the debit user may properly debit or charge me/us through the direct debit system.
3. I/We authorise my employer to notify the Australian Rail, Tram and Bus Industry Union of any change of address during my employment.
4. I/We authorise and request this direct debit authority to remain in force until cancelled, deferred or otherwise altered in accordance with this service agreement.
Signature of Applicant
Dated
IMPORTANT
PLEASE KEEP THE FOLLOWING FOR YOUR REFERENCE
RESIGNATION FROM MEMBERSHIP
OF THE RTBU
1. A member may resign from membership of the Union by written notice addressed and delivered to the Secretary of his/her Branch.
2. A notice of resignation from membership of the Union takes effect:–
(a) where the member ceases to be eligible to become or remain a member of the Union
(i) on the day on which the notice is received by the Union or
(ii) on the day specified in the notice, which is a day not earlier than the day when the member ceases to be eligible to become a member, whichever is later; or
(b) In any other case:–
(i)at the end of two weeks; or
(ii)on the day specified in the notice: whichever is later.
3. Any subscriptions, fees, fines and levies owing but not paid by a former member of the Union in relation to a period before the member’s resignation took effect, may be sued for and recovered in the name of the Union in a Court of competent jurisdiction, as a debt due to the Union.
4. A notice delivered to the Branch Secretary shall be deemed to have been received by when it was delivered.
5. A notice of resignation that has been received by the Union is not invalid because it was not addressed and delivered the Branch Secretary.
6. Resignation from membership of the Union is valid even if it is not affected in accordance with this Rule, if the member is informed in writing by or on behalf of the Union that the resignation has been accepted.
What happens if I get pregnant, sick for an extended period or take leave without pay?
If you are on unpaid maternity leave, sick or are off work for a substantial period of time you can seek to have your membership fees suspended until you return to work by giving written notice addressed and delivered to the Secretary of his/her Branch under Clause 11 (8):
(8) Notwithstanding the foregoing provisions of this Rule, should any member during any financial year be without pay owing to ill health or to other causes which a Branch Executive regards as warranting special consideration, then the Branch Executive may grant the member exemption from payment of all or any contributions imposed in accordance with the Rules for all or part of the period during which he/ she is without pay. During the period of the exemption, the member shall be deemed to be financial.
The Rail, Tram and Bus Union is bound by the Privacy Act and your information can only used for RTBU processes and cannot be used for any other purposes.
The RTBU Executive, Officers and Staff wish all members and their families
Level 4, 321 Pitt Street
Sydney NSW 2000
Tel (02) 9264 2511
Email: nswho@rtbu-nsw.asn.au
Website: www.rtbuexpress.com.au
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As Chant West’s Super and Pension Fund of the Year 2024,* we’ll help you find your tempo, so you don’t miss a beat.
Personalised super help, at no extra cost
Members can chat to one of our qualified financial advisers with a Super Helpful Check‑in at no extra cost.† They’ll provide help with everything from how best to access your super, to trickier things like tax. Visit aware.com.au/appointment to book.
If retirement is just around the corner...
You can also check out our digital Retirement Guide which offers plenty of tips, advice and real member stories, plus a helpful checklist to guide you every step of the way.
Scan the QR code to download our Retirement Guide or visit aware.com.au/retirementguide
With super advice and super returns Aware Super is super helpful.
