NSW, SA, TAS TCFUA Summer 2009

UNION NEWS Summer 2009

DELEGATES - The front line of the Union

Workers rally to protect NSW OH&S Laws ABC Workers meet to discuss their New Eba Workers protest outside ABCC Office in Sydney Productivity Commission has let workers down

UNION NEWS

Insight Dear Member

NSW STATE SECRETARY BARRY TUBNER

Dear Members New OHS Laws will favour big business Federal Government changes to OHS Laws to favour big business at expense of workers safety. The TCFUA is gravely concerned that changes to national workplace and safety laws will favour big business at the expense of workers' safety in NSW. Uniform health and safety laws have been released for public comment following a meeting of all State, Territory and Federal Government Workplace Relations Ministers.

The focus of the proposed new laws is about cutting red tape and reducing costs for business rather than improving workers OHS. People's lives and wellbeing are at stake – this should not be about reducing the regulatory burden on business.

The TCFUA is particularly concerned that there is a lack of safeguards in the new laws to ensure employers in NSW can continue to be prosecuted over health

and safety breaches by Unions.

This will rule out the Unions right to initiate a prosecution in dangerous situations where employers fail to provide a safe workplace and the regulator, decides not to prosecute.

Family members of people who have died at work have joined with Unions to lobby the Federal Government over new health and safety laws.

In a letter to the Deputy Prime Minister, leaders of victims support groups in NSW, South Australia and Victoria have urged stronger health and safety protections to prevent more families' suffering the heartbreak of workplace deaths and injuries.

The letter says changes to workplace health and safety laws fall well short of providing world's best practice.

The Productivity Commission report has let working Australian down The TCFUA believes that tougher action

UNION ENQUIRIES

UNSW Publications Pty Ltd PO Box 83, Randwick NSW 2031 Tel: (02) 9697 0997 Fax: (02) 9697 0998

28 Anglo Road, Campsie, 2194 Phone: 02 9789 5233 Fax: 02 9787 1561 Email: tcfuansw@tcfua.org.au

Art & Printing by Artegra Imaging Pty Ltd

3

is needed to rein in executive pay and bonuses and send a strong message to corporate Australia that the greed-fuelled risk-taking overseas that led to the Global Financial Crisis will no longer be tolerated.

The Productivity Commissions report has let working Australian down by not recommending a cap on excessive CEO's pay.

The commission has made some moves towards giving share holders more say over the salaries and bonuses made to CEO's but it should have gone much further.

Tighter rules of corporate governance and increased board accountability and transparency are long overdue and the proposed “two strikes� rule to sack boards that repeatedly approve unacceptable remuneration packages is positive. But these are only minimal proposals that will not solve the problem.

It is obscene that a company CEO is paid 50 times the average weekly earning. No one is worth that sort of money.

Unions have proposed that the salaries of company chiefs should be capped at a maximum of 10 times the average earning of employees within that company.

Excessive salaries and bonuses contributed to the Global Financial Crisis by encouraging risk-taking and short-term thinking that undermined the sustainability of businesses and the financial system.

For TCFUA members working at Pac Brands the purposed changes can't save their jobs, the changes should have happened 10 years ago, under the Howard Government And the outcome may have been different.

Yours in solidarity Barry Tubner

4

SUPRE

PTY. LTD.

WE HAVE THE GAME SEWN UP

Manufacturers of Quality Female Fashions TELEPHONE (02) 9550 4200 FAX (02) 9519 9670 1A Sydney Steel Road, Marrickville NSW 2204

Designers and Manufacturers of: WOVEN & NEEDLED FABRICS For: Paper and Fibre Cement Machine Clothing.

ALBANY INTERNATIONAL PTY LTD A.C.N.: 008 446 713 Locked Bag No. 6, Gosford NSW 2250

5

PROTECT NSW OH&S LAWS TCFUA official John Owen joins the protest to protect NSW OH&S Laws

6

PROTECT NSW OH&S LAWS

WORKERS RALLY TO PROTECT NSW OH&S LAWS

7

the proposed national ohs laws could put australian workers at risk.

Australia has a once-in-a-generation opportunity to harmonise Occupational Health & Safety laws and protect workers with the world’s best safety standards. To help get safer workplaces talk to your union health and safety representative today, go to www.rightsatwork.com.au/ohscampaign, or phone 1300 4 UNION Authorised by Jeff Lawrence, Level 6, 365 Queen Street Melbourne VIC 3000. ACTU D No. 9/2009

8

"If you give me a fish, you have fed me for a day. If you teach me to fish, then you have fed me until the river is contaminated or the shoreline seized for development. But if you teach me to organize, then whatever the challenge, I can join together with my peers and we will fashion our own solution."

- Ricardo Levins Morales

Things YOU Should Know About UNIONISM President: STEVE ROBINSON Secretary/Treasurer: BARRY TUBNER

Assistant Secretary: STEVE DAVIES

MEETINGS: Executive meets first Monday in each month.

General Meetings are held quarterly on the first Monday in the months of March, June, September and December.

CONTRIBUTIONS: Senior Males and Females: $110.50 per quarter.

Juniors Under 20 Years of Age: $66.30 per quarter On attaining 20 years of age or If receiving the rate of pay applicable to a 20-year-old, or if receiving adult rates of pay, irrespective of age, the senior rate of contribution will apply. ! Fees are payable in advance. Quarters commence January, April, July, October.

! ! ! ! ! ! ! ! !

PLEASE NOTE: To protect your interests, keep financial.

Fees may be paid quarterly, half-yearly, yearly.

Attach receipt to your card.

Attend your meeting regularly, Notify the Office promptly of any change of home address or employment.

If unemployed, notify, Office.

Resignations and requests for clearances MUST be in writing and forwarded to the Secretary. In accordance with the Workplace Relations Act., and Union Rules.

Members must give three months' notice of resignation and must be financial to date of expiry notice.

Please quote place of business when corresponding with the Union.

IMPORTANT MEMO TO MEMBERS Members are requested, when forwarding Union Fees or correspondence to the Office, to please print clearly their name and home address also the name of their employer and if possible the number of the last receipt issued for payment of Union Fees.

Secretary

9

PROUD TO BE ASSOCIATED WITH THE T.C.F. UNION FROM

G.F. SPORT ACTION MANUFACTURERS & WHOLESALERS OF FASHION LADIES SPORTSWEAR 50 Cooper Street, Surry Hills 2010

TELEPHONE: 9310-1500

FAX: 9310-3674

Proud to be Associated with the T.C.F.U.

TEL: (02) 9558 3388

FAX: (02) 9559 3888 10

11

South Australian Public Holidays 2009 - 2012 Holiday New Year's Day Australia Day Adelaide Cup Good Friday The day after Good Friday Easter Monday Anzac Day *Queen's Birthday / Volunteer's Day Labour Day Christmas Day Proclamation Day

2009 Thu 1 Jan Mon 26 Jan Mon 9 Mar Fri 10 Apr Sat 11 Apr Mon 13 Apr Sat 25 Apr Mon 8 Jun Mon 5 Oct Fri 25 Dec Mon 28 Dec

2010 Fri 1 Jan Tue 26 Jan Mon 8 Mar Fri 2 Apr Sat 3 Apr Mon 5 Apr Mon 26 Apr Mon 14 Jun Mon 4 Oct Mon 27 Dec Tue 28 Dec

2011 Mon 3 Jan Wed 26 Jan **Mon 14 Mar Fri 22 Apr Sat 23 Apr Mon 25 Apr Mon 25 Apr Mon 13 Jun Mon 3 Oct Mon 26 Dec Tue 27 Dec

2012 Mon 2 Jan Thu 26 Jan **Mon 12 Mar Fri 6 Apr Sat 7 Apr Mon 9 Apr Wed 25 Apr Mon 11 Jun Mon 1 Oct Tue 25 Dec Wed 26 Dec

*On 14 February 2006 the Minister for Volunteers announced that the day for the recognition and celebration of the achievments of South Australia's volunteers will be held on the second Monday of June coinciding with the Queen's Birthday celebrations. **Subject to formal proclamation (Section 5, Holidays Act 1915)

12

UNION FEES The TCFUA has delayed putting up Membership for as long as possible but at the National Council meeting held in May it was decided that the TCFUA Membership fees are increased from the 1st July 2008.

The decision was made in light of vastly increased cost due to inflation and the costs associated with the successful Your Rights @ Work Campaign. However the TCFUA NSW/SA/TAS Branch will not increase its Union fees on the 1st July 2008, the increase will only apply from the 1st January 2009.

The following table outlines the new rates and saving for direct debit members.

PAYROLL DEDUCTIONS OR QUATERLY STATEMENT WEEKLY

FORT MONTHLY QUATERLY ANNUALLY NIGHTLY

YEAR IN ADVANCE

SENIOR FULL TIME

$8.50

$17.00

$36.84

$110.50

$442.00

$397.80

JUNIOR PART TIME

$5.10

$10.20

$22.10

$66.30

$265.20

$238.70

FOR MEMBERS WHO MOVE TO DIRECT DEBIT THE FOLLOWING WILL APPLY WEEKLY

FORT MONTHLY QUATERLY ANNUALLY NIGHTLY

SENIOR FULL TIME

$7.65

$15.30

$33.15

$99.45

$397.80

JUNIOR PART TIME

$4.59

$9.18

$19.89

$59.67

$238.68

Union fees will continue to be tax deductible with members able to claim the cost of Union fees as a tax deduction when they submit their yearly tax return

TEXTILE CLOTHING & FOOTWEAR UNION NEW SOUTH WALES BRANCH 28 ANGLO ROAD, CAMPSIE NSW 2194 FAX: 9787 1561

CHANGE OF ADDRESS FORM Membership No: (if known) Name in full: (block letters) Address: Postcode: Home Phone: Email: Where Employed: First Language: Signature:

Mobile:

Date:

PLEASE ENSURE THAT THE DETAILS ABOVE ARE CORRECT SO THAT YOUR UNION CAN CONTACT YOU ABOUT IMPORTANT MATTERS AND/OR SPECIAL PROMOTIONS.

13

Seasons Greetings to all members of the TCF Union from...

T/A CAESAR TEXTILES

Phone: (02) 9516 3277 Fax: (02) 9516 3219 9 Gerald Street, Marrickville NSW 2204 POSTAL ADDRESS: PO BOX 283 Marrickville NSW 1475

PROUD TO BE ASSOCIATED WITH THE T.C.F. UNION FROM

DHK MANUFACTURING PTY LTD T/a Mr K & Co.

Manufacturers of Quality Ladies Evening Wear

TELEPHONE: (02) 9519 1333 35 Huntley Street, Alexandria NSW 2015

PROUD TO BE ASSOCIATED WITH THE TCF UNION.

ARTS SPOT PTY LTD Quality Printers

Phone: (02) 9557 7056 FAX: (02) 9557 7042 80-84 Parramatta Road, Stanmore NSW 2048

Proud to be Associated with The T.C.F. Union

Manufacturers of Ladies Clothes

3 Little Collins Street, Surry Hills NSW 2010

TELEPHONE: (02) 9211 4511 FAX: (02) 9211 4465

14

Delegates the Frontline of the Union

Some of the Delegates who recently undertook training in the new Fair Work Act Front Row L to R: Diana Fogliani, Maree Farnsworth, Dianne Gray, Kim Deuschle, Mary-Anne Micallef and Gertrude Sabellano.

Back Row L to R: Elizabeth De Vulder, Diana Eastman, Jim Forelli, Peter McKee, Jon Esler, Peter Devlin, George Curlevski, Crystal Maxwell and Sandra Coyle.

Without dedicated people like the above the Union would not be able to function as they are the frontline.

The job of the Delegate or Committee member often goes unrecognised so we at Union head office take this opportunity to say thank you to the Delegates/Committee members above and also all those others who are not pictured.

To all members of the Union GIVE YOUR DELEGATES THE SUPPORT THEY NEED AND DESERVE

15

Proud to be Associated with The T.C.F. Union:-

Proud to support the T.C.F. Union

TXT PTY LTD

MANUFACTURER OF HIGH QUALITY LADIES WEAR, JACKETS, PANTS, DRESSES & SKIRTS

34 Harp Street Campsie NSW 2194

PHONE: (02) 9728 2195 FAX: (02) 9726 3275

PHONE/FAX: (02) 9789 3552

27 KURRARA STREET, LANSVALE NSW 2166

Proud to be Associated with The T.C.F. Union:-

Proud to be Associated with the T.C.F. Union:-

MINH DUNG FASHIONS & CUTTING SERVICES

CLEMENTINE FASHIONS

PTY LTD

PTY LTD

Manufacture of Ladies Wear

Manufacturers of Ladies Clothes

TELEPHONE: (02) 9755 5393 FAX: (02) 9755 5394

89 Railway Parade Marrickville NSW 2204

26A LONGFIELD STREET CABRAMATTA NSW 2166

PHONE: (02) 9212 6516

Proud to support the T.C.F. Union

LUCIA DARLING

DIEP. N. PTY LTD

INTERNATIONAL PTY LTD

MANUFACTURERS OF LADIES CLOTHES

Designer of Ladies Clothes

PHONE: (02) 9755 2385

PHONE: (02) 9519 6430 FAX: (02) 9519 6450

FAX: (02) 9755 9443

107 SYDENHAM RD., MARRICKVILLE NSW 2204 Email: ldarling@bigpond.net.au

37 KURRARA STREET, LANSVALE NSW 2166

Proud to be Associated with the TCF Union

Proud to be Associated with The T.C.F. Union:-

LE APPARELS

CHOWS FASHIONS PTY LTD

PTY LTD

Manufacturers of Quality Ladies Wear

TEL: (02) 9754 1555 FAX: (02) 9754 1055

Manufacturers of Swimsuits

TELEPHONE: 9550 4534

Mobile: 0413 149 242

20 CADOGAN STREET MARRICKVILLE NSW 2204

Unit C2, 303 The Horsley Drive FAIRFIELD NSW 2165

16

ABC workers meet to discuss their new EBA.

After a long period of negotiations these workers are just some of the 200 preparing to discuss the final proposed EBA, which will be voted on in the next few weeks, there is no doubt they will be pleased to finalise this agreement, so they will be able to receive their wage increases and back pay.

17

SOUTH AUSTRALIA Equal Opportunity Changes – from 2 October 2009 • Religious appearance or dress – Some people express their religious beliefs by dressing or presenting themselves in a particular way. Examples are turbans worn

by Sikh men or headscarves worn by Muslim women. Under the new law, it is unlawful for educational institutions or employers to require students or workers to dispense with their religious dress, unless wearing the dress would create a danger or hinder appropriate emergency action.

• Association with a child – It is now unlawful to discriminate against a person in the provision of goods, services or accommodation, on the grounds that the person is accompanied by a child. For example, if a single father applies for a rental premises, it is unlawful to refuse the accommodation because of his children.

New and expanded grounds of discrimination What grounds of discrimination does the new law expand?

The new law prohibits discrimination on the grounds of: • Caring responsibilities – Although there is some protection for carers under the Commonwealth Sex Discrimination Act, this has not been covered before in South Australian law. The new law now protects people who provide voluntary care to family members.

• Disability – Disability now covers people with mental illness, learning difficulties or who have been infected with HIV, Hepatitis C or other organisms that can cause disease. This broader recognition of disability replaces the previous ground of impairment and mirrors the Commonwealth law.

• Breast-feeding – It is now unlawful to refuse to sell goods or services to a woman, or to offer these services on less favourable terms, because she is nursing a baby. It is also now unlawful for schools and colleges to deny or limit access by nursing mothers to educational services.

Complaints from breast-feeding mothers were previously lodged on the ground of sex discrimination. The new law creates a clear ground for breast-feeding women.

• Identity of spouse – Previously, the law covered marital status, which is the status of being single, married, widowed, divorced or living together de facto. You could not, for example, be refused a job because you were divorced. You could, however, be refused a job because of who your spouse is, or was. That will change under the new law. Now, the law covers people who are treated unfairly because their spouse or partner is unpopular.

Carers How does the law change for carers?

The new law recognises ‘caring responsibilities’ for the first time in SA. A ‘caring responsibility’ is a responsibility to provide care or support for a close family member. Who is a carer?

Under the new law, a carer is a person who cares for a dependant child or another immediate family member, such as a family member with a disability. The definition of caring responsibility under the new law is different from that for caring allowances.

Immediate family members include the carer’s current or former spouse or domestic partner. Immediate family also includes a child, parent, grandparent, grandchild or sibling of either the carer or the carer’s spouse or domestic partner.

Aboriginal or Torres Strait Islanders who care for a family member related according to Aboriginal or Torres Strait Islander kinship rules are protected as carers.

18

How are carers protected?

It is now unlawful for employers, schools, colleges, shops and service providers to treat someone less favourably because of their caring responsibilities. That includes refusing to employ or admit to a course of study. It will also be unlawful for them to set requirements that are particularly hard for carers to meet, unless those requirements are reasonable.

Does this prevent employers from requiring staff to do shift work or to travel?

No. Even though these requirements may be harder for carers to meet than noncarers, they will not be discriminatory if they are reasonable. For the same reason, the new law does not mean that employers have to give carers special privileges, like giving them leave at school holiday times or allowing them early minutes. Carers still have to meet the same workplace requirements as other workers, unless those requirements areunreasonable.

Disability What new protection is given to disabled people?

The SA Act now has a new definition of ‘disability’ matching that used in the Commonwealth Disability Discrimination Act 1992. This covers all types of disability, including people: • with mental illness • with learning difficulties • who have been infected with HIV, Hepatitis C or other organisms that can cause disease.

The new law means that people cannot be treated unfavourably because they have one of these conditions. This covers employment, education, access to public premises and facilities, goods, a range of services and accommodation.

What about prejudice because I’ve had an illness in the past?

The new law covers past disabilities and those that might occur in the future. For instance, if you have previously suffered from an illness or injury but have now recovered, a prospective employer must not hold that against you.

What if the illness is an infectious disease?

Reasonable measures to stop the spread of infection are not discrimination. For example, it would not be discrimination for a nursing home to quarantine patients affected by an outbreak of legionnaire’s disease, for the safety of the other patients.

What about access to premises?

The new law gives people with a disability a right to enter premises and use facilities that are open to the public, unless providing this access would cause the owner or occupier unjustifiable hardship.

What about assistance animals?

Currently, it is unlawful to require a blind or deaf person to be separated from their guide dog.However, guide dogs are not the only type of assistance animals used by people with disabilities. For instance, a person who experiences seizures may be accompanied by an alert dog. People with disabilities who have assistance animals are now protected equally under the new laws. Animals need to be accredited as assistance animals in the same way that guide dogs are.

But doesn’t the Disability Discrimination Act already cover all this?

Yes it does – but because SA law was narrower than Commonwealth law, people with these disabilities had to take their complaints to the Commonwealth body, the Australian Human Rights Commission, based in Sydney. This new law permits South Australians to complain to their local

19

Equal Oppor tunity Commission in Adelaide.

Sexuality How does the new law change things?

The new law removes some outdated limitations on the protections for gay, lesbian and chosen gender people. For example, the previous law allowed partnerships of less than six partners to exclude people from joining the firm as partners, on the ground of their sexuality. It also allowed hospitals, aged-care homes and other welfare services run by religious groups to refuse to employ or provide services to people on the ground of sexuality.

In practice, however, most clubs, firms and religious-sponsored welfare services are open to persons of any sexuality. In principle, however, this conduct should be discrimination covered by the law. The new law removes all of these limitations.

What about religious schools and Churches?

Some religions teach against homosexuality or bisexuality. Because it is a conscience matter, they will still be able to act in accordance with their religious beliefs. However, religious schools are required to have a policy which states their position, and must make this available on request. It is now unlawful for religious schools to discriminate against students on the grounds of sexuality. The current exemptions for the ordination or appointment of priests, ministers of religion or members of a religious order remain unchanged.

How does the new law deal with transgender?

The Act formerly spoke about ‘transexuality’ as a sexuality, along with heterosexuality and homosexuality. The new law instead covers people of ‘chosen gender’. This can include people who are physiologically of one sex but identify or choose to live as members of the other sex. It can also include people born with intersex conditions who identify themselves as members of the one sex or the other.

Religious Institutions What is changing for religious schools?

Religious schools retain their legal right to refuse to employ or engage staff on the ground of sexuality. However, in order to do so, the sexuality discrimination must be based on religious precepts. This means that it is not discrimination for a school to ask a prospective staff member about his or her sexuality, or to refuse to engage someone who is homosexual, bisexual or of a chosen gender, where this is relevant to the school’s religious beliefs. The exemption extends to all staff, not just teachers but also contractors who come into the school to provide services. Schools are required to give prospective employees a copy of their policy.

Also, faith-based schools are not able to treat a student unfavourably on the ground that the student is homosexual, bisexual or has a chosen gender. For example, it is unlawful to refuse to allow a student to take part in a sport or to go on a school camp on the ground of that student’s sexuality. That does not prevent the school from disciplining the student for his or her behaviour, such as breaking school rules or harassing other students.

What about wearing religious dress and adornments at school?

If students attending a religious school are of a different faith from the school, it is not discrimination to require that they not wear dress or adornments expressing that other faith while at the school.

What about other religious-based service providers, such as hospitals and agedcare homes?

The former exemption that allowed these providers to discriminate on sexuality or marital-status grounds in hiring staff and in providing services is now removed. It is no longer lawful, for instance, for a church-run hospital to refuse to employ a homosexual doctor or nurse.

20

The new rule is that the employer will generally be liable if he or she failed to take reasonable steps to stop the harassment from occurring.

The new laws bring employers’ responsibility in line with Commonwealth law. However, the South Australian laws provide employers a ‘safe harbour’. If an employer has an appropriate policy against sexual harassment and takes reasonable steps to carry it out, they have legal protection. The ‘reasonable steps’ must include making staff aware of the policy and investigating and dealing promptly with any reported incidents.

What if the harassment is by a third party, not an employee or agent?

There is also now an obligation on employers if a worker reports harassment by a person who is not a co-worker but with whom they come into contact through their work. If they report the problem to the employer, and the problem seems likely to continue, the employer must take reasonable steps to stop it.

Contractors How are contractors protected by the new law?

The previous law prohibited discrimination in employment, but did not cover people who provide services as independent contractors – that is, they are paid for their work but are not employed. It is increasingly common for businesses to outsource services to contractors rather than take on new staff. It is also common for businesses to hire staff through labour-hire businesses, where the worker is either selfemployed or employed by the labour-hire businesses. Any worker engaged by an employer should be free from discrimination in the workplace. The new law prohibits discrimination in work, whether the person is an employee or an independent contractor and whether the person is hired directly or through a labourhire agency. This means that all workers

Sexual Harassment How is the law about sexual harassment changing?

First, the definition of ‘sexual harassment’ is changed to match the Commonwealth definition. This means that the same behaviour can give rise to a complaint either to the Australian Human Rights Commission or to our local Equal Opportunity Commission. Second, some new situations of harassment are now covered. One is harassment of service providers by their customers. Previously, it was unlawful for a service provider to sexually harass customers, but was not unlawful if the service provider was being harassed.

The new law protects the service provider – such as a waitress being harassed by patrons. Other situations that are now covered include harassment by coworkers, even if they are contractors and not employees, and harassment by students aged 16 and over in secondary schools. Secondary schools are required to have a written policy against sexual harassment that includes a procedure for resolving complaints. Students should initially have their complaints addressed at the school, but can make a complaint to the Equal Opportunity Commission. Children cannot be made to pay compensation, however, nor can their identity be reported in the press. Third, there are some new rules about the responsibility of employers for sexual harassment that happens at their workplace.

What new responsibilities will employers have?

Employers are now legally responsible if their employees or agents sexually harass others in the course of their employment.

Previously, the employer could only be liable for damages if he or she authorised, instructed or connived at the harassment.

21

providing services to a business now have similar protections against discrimination, regardless of the legal arrangements that govern the work.

Commissioner’s role What about complaints?

The Commissioner now has more extensive powers to decline a complaint if conciliation has not resolved it. The Commissioner is able to decline a complaint if there is no reasonable prospect of success, or if the complainant is unlikely to do better than an offer made in conciliation. The Commissioner has a broader discretion about funding the representation of a complainant and is now able to fund a respondent.

Didn’t the previous law protect people who work for labour-hire companies?

To an extent. It covered those who were employees of the labour-hire company but not those who were contractors to it. The new law covers both situations.

What are the protections?

The same grounds apply to contractors as employees. That can include their race, age, disability, sex, sexuality and – under the new laws – the identity of their spouse, whether they have caring responsibilities and whether they wear religious dress or adornments expressing their faith.

Further information For further information, please contact the Equal Opportunity Commission of South Australia on: Ph: 8207 1977 or Freecall 1800 188 163 or TTY 8207 1911 Email: eoc@agd.sa.gov.au Website: www.eoc.sa.gov.au

22

Manufacturers & Distributors

MOTOMAN INDUSTRIAL WEAR SPECIALIST: OVERALLS, POLICE, AMBULANCE, BUSHFIRE, MILITARY, CORRECTIVE SERVICES, MECHANICS, PAINTERS. CHEF'S UNIFORMS

9568 6644

TROUSERS, DUSTCOATS, SHIRTS & GENERAL WORKWEAR

FAX: 9568 6588

BUTCHERS, PHARMACIES, CORPORATE WEAR

99 CHAPEL ST. MARRICKVILLE 2204 PO BOX 1599 STRAWBERRY HILLS 2012

Manufacturers of Needle-Punched Nonwoven Technical Textiles ACN 000 030 179

2 Birmingham Ave Villawood NSW 2163 PO Box 1000 Villawood NSW 2163

Telephone (02) 9756 6355 Facsimile (02) 9728 3381 www.thesmithfamily.com.au

Season's Greetings from

tandardknit fabrics &

niversal dye works

2-6 Clevedon St. Botany 2019 Tel: 9316 5000 Fax: 9316 5749

Roselands 900 Canterbury Rd, Roselands 2196 P.O Box 32, Punchbowl 2196 Phone: (02) 9759 1555 Fax: (02) 9750 9097

Yeronga School Uniforms

"We Like To Feel Proud Of Them Too" sales@yerongauniforms.com www.yerongauniforms.com

Campbelltown Shop 6/261 Queen St, Campbelltown 2560 (Behind the Old Post Office) Phone: (02) 4626 4871 Fax: (02) 4628 8041

'Supporting your local community'

23

TCFUA (Textile Clothing & Footwear Union of Australia) Frequently Asked Questions Q A

Q A

Q A

Q A

My employer says I can't join the union, is that true? Do I have to tell my employer if I join?

No. Every Australian worker — including if you are a casual worker — has the right to join a union. Your right to join a union — or not to join — is protected under the Freedom of Association provision of the Workplace Relations Act. Your membership is between you and your union. You are under no obligation to disclose this to anyone, including your employer.

I'm casual, what rights do I have?

The rights of casual employees are limited, but casuals do have many of the same rights as permanent workers, including a right to be a union member. Casuals have a higher pay rate to compensate for the lack of paid holiday or sick leave and casuals must also receive superannuation and may be entitled to long service leave.

Unions continually campaign to improve casual workers' rights especially as more and more workers are finding they are only being offered jobs as casuals. If you are a casual an employer is not required to offer you regular work or to pay you when they have no work for you. However the employer is obliged to provide you with some minimum notice on the availability of work and also minimum periods of work, in line with what the individual awards or agreements specify. Ask the TCFUA for more information Can apprentices join the union?

Yes. Many unions have significantly reduced fees for apprentices as well as offering specialised advice and assistance. Employers have a range of obligations when employing apprentices and the TCFUA can discuss these with you.

What is my employer's responsibility in relation to occupational health and safety?

Employers have a legal and moral responsibility to provide safe

Q A

Q A

Q A

Q A

Q A

24

workplaces, to document steps they have taken to do this and to notify employers of their rights. Employers who fail to meet their OH&S responsibilities can face penalties if a worker is injured, becomes sick or dies because of work.

I was hurt at work. What should I do?

If you have been hurt at work, you must inform your manager and insist on documentation of the incident. Your health and safety representative (if you have one), must also be notified. If you believe you are at risk of injury or illness, contact the TCFUA and local workers' compensation authority if you have any concerns.

People are being bullied at my workplace but no one is getting physically injured. Is this a health and safety issue?

Yes! Anything that makes your workplace unsafe is a health and safety issue. People can be injured at work in less obvious ways than falling over or injuring themselves and bullying can definitely make people feel stressed and unwell. Ask the TCFUA for help on bullying in your workplace.

My employer says I have to tie my hair up and can't wear a nose ring at work. Is she allowed to do that?

It depends on the nature of your job and in the industry you work in. If you have a job where the presence of body piercing could endanger your health and safety or the health and safety of another person, your employer may have grounds for banning piercings. Ask the TCFUA for more information.

My employer sacked me and I think it's unfair. What can I do?

Your rights will depend on many factors including how long you have worked with this employer, whether you were employed in a permanent or casual role, or the size of the business. If you are in any doubt, chances are you have been unfairly dismissed and you should seek advice. You should act quickly as there may be a limit on the amount of time you have to lodge a claim. Ask the TCFUA if you need advice.

Does my employer have to pay my superannuation?

Under the Australian Government's "Superannuation Guarantee", employers are

Frequently Asked Questions (continued)

Q A

Q A

required to contribute at least 9% of the earnings of eligible employees into a superannuation fund or retirement savings account. Most employees are eligible for superannuation but there are some exceptions. For example, if you earn less than $450 per month before tax or if you're under 18 years old and work less than 30 hours a week you are not eligible. All Australian employees now have a choice about which super fund to join.

Also, recent changes to superannuation laws mean that if you earn extra incentives or bonuses as part of your income this may be included in your employer's 9% superannuation requirement. If you think you are being underpaid or need advice on your superannuation, ask the TCFUA. I told my employer I was pregnant and my shifts have been cut. What can I do?

Speak to your manager about the reasons for cutting your shifts. An employer who discriminates against a woman because she is pregnant is breaking the law. Seek advice from the T C F UA o r t h e r e l e v a n t a n t i discrimination authority if you believe that you are being discriminated against for family reasons.

I have only been in my job for six months, am I entitled to paid or unpaid maternity leave?

Depending on where you work, and what award or agreement you are covered by, you may be entitled to paid or unpaid maternity leave. Many employers have qualifying periods of six months or more before employees are eligible for any maternity leave.

Many employers are now offering varying amounts of paid maternity leave. If you have worked for your employer on a regular and systematic basis for at least 12 months, and you have a reasonable expectation of ongoing employment, then you are eligible for up to 52 weeks unpaid maternity leave. The TCFUA is campaigning for a national, Federal Government-funded maternity leave

Q A

• • • • Q A

25

scheme of at least 14 weeks, paid at federal minimum wage rates plus 9% superannuation for all women.

I missed out on a job because the employer said he 'didn't like people like me'. Is he allowed to do this?

It is against the law for employers – no matter how big or small - to discriminate against a person. Whether you are part time or full time, casual or permanent, you can make a complaint if you have been treated less favourably (for example: if you have been refused employment; dismissed; denied a promotion, transfer or other benefits associated with employment; given less favourable terms or conditions of employment; denied equal access to training opportunities; harassed or bullied) for the following reasons: Your sex — including pregnancy, marital status, family responsibilities and sexual harassment You have a disability (whatever it is) Your race, colour, national or ethnic background, age Your sexual preference, criminal record, trade union activity or political opinion (in employment) I think I am being underpaid. What can I do?

What you are entitled to be paid depends on factors including which State or Territory you work in, your age, what award you are covered by, and the details of your workplace agreement. All workers are entitled to a minimum wage.

From 1 October 2008, the weekly rate of pay for adults on the Federal Minimum Wage (FMW) will rise to $543.78 ($14.31 an hour) but different minimum wages apply depending on which State or Territory you work in, your age and other factors. You may also be entitled to: an extra loading if you are a casual worker; penalty rates for working evenings, on weekends or on holidays; leave loading; shift allowances; working additional hours; redundancy; incentive payments; uniform and a range of other allowances and payments.

The TCFUA has specialist advisors who can help you with questions about wages and conditions. Ask the TCFUA for more information

Proud to be Associated with The T.C.F. Union:-

Proud to be Associated with the T.C.F. Union:-

JODANNE "A Touch of Class and Inspiration"

Manufacturers of Ladies Clothes

11-17 BUCKINGHAM ST SURRY HILLS NSW 2010

TEL/FAX: (02) 9746 8989

Telephone: 9699 2555

14 Telopea Avenue, Homebush West NSW 2140

Proud to be Associated with the Clothing Trade Union from

Proud to be Associated with the T.C.F. Union:-

TOURBOX

BETA BIAS BIAS BINDING CUTTERS FOR CLOTHING & SWIMWEAR INDUSTRY

PTY LTD

Manufacturers of Ladies Clothes

UNIT 14, 3 KALESKI STREET MOOREBANK NSW 2170 Telephone: (02) 9821 2882 FOR ALL TRADE INQUIRIES

PHONE: (02) 9643 9340 3 Little Collins St., Surrry Hills NSW 2010

Proud to be Associated with the T.C.F. Union:-

LOVERS FASHIONS MANUFACTURING PTY LTD Manufacturers of Ladies Garments Lot 9, 26-34 Dunning Avenue Rosebery NSW 2018

TEL: (02) 9313 8988 FAX: (02) 9662 0377 Proud to be Associated with the T.C.F. Union:-

SADIE CLOTHING PTY LTD Manufacturers of Ladies Wear

Level 3, 119 Kippax Street Surry Hills NSW 2010

TEL/FAX: (02) 9211 2329 Proud to be Associated with the T.C.F. Union:-

ANGEL ADVANCE PTY LTD Manufacturers of Ladies Clothes

TEL: (02) 9787 8188 FAX: (02) 9787 8288

8 Close Street CANTERBURY NSW 2193

Proud to be Associated with the T.C.F. Union:-

T.Q.M. HOLDING PTY LTD Manufacturers of Ladies Clothes

PH: (02) 9724 7150 FAX: (02) 9723 1568 26

Lot 23/E1 291-303 the Horsley Drive FAIRFIELD NSW 2165

27

(NSW BRANCH) 28 ANGLO ROAD CAMPSIE NSW 2194 Phone 02 9789 5233 or 9789 4477 Fax: 02 9787 1561 Email: tcfuansw@tcfua.org.au

Introducing your Union Representative Dear Member My name is Hanisha McNabb and I am the union representative for your factory.

I come from a textile background as a factory worker and have been involved in the Textile Clothing & Footwear industry for 16 years.

I have been involved with trade unions for the past 15 years, serving two different unions as a union delegate and organiser.

Hanisha McNabb As your union organiser, please call me If you are having any problems in the workplace. You should make an appointment, as I am on the road visiting our members most of the time.

Please feel free to contact me, at any time, for any work related matter, on my Mobile, 0438 999 571. If I am unavailable please leave a message & I will ring you back ASAP. Our office is located at: 28 Anglo Road Campsie, Phone: 02 9789 5233 or 02 9789 4477 Fax: 02 9787 1561 Your union representative,

Hanisha McNabb

28

29

Proud to be Associated with the NSW TCF Union:-

VICTOR FOOTWEAR PTY. LTD. would like to wish all involved in our footwear industry A Merry Christmas and a Happy New Year

CLEANING RAGS COTTON WASTE METAL DETECTION SYSTEM

9316 8136

Makers of Mongrel Boots

FAX 9666 3161

www.mongrelboots.com.au

24 HOUR SERVICE PHONE OR FAX ORDER

Tel: 8667 2555

www.waige.com.au

Fax: 8667 2500

The Waige Group

15 GEORGE YOUNG STREET AUBURN NSW 2144

12 EXELL ST. BANKSMEADOW NSW 2019

BE A SPORT SUPPORT THE

RED CROSS

SOUTHERN EMBROIDERY PTY. LTD.

Remember The Life You Save Could Be Your Own

For All Your Embroidery Needs CAPS - POLO'S - BADGES FASHION - SPORTS - CORPORATE

Tel: 9550-1100 Fax:-9550-1684

Kindly Sponsored by Virginia

12 Gerald St. Marrickville 2204

30

The National paid maternity leave scheme The new national paid maternity leave scheme is a big win for Australian women and their families. After 30 years of campaigning women will now have support to keep their jobs and financial security when they have a baby. The 18 week scheme, announced in the May Federal Budget, will start from 2011 and is an important social reform giving assist families to adjust to a major life event – the birth of a baby.

What is next? – countdown to 2011 The government scheme is a great start but it’s not perfect. Legislation is yet to be passed by the Federal Parliament for the scheme to start in 2011. The government scheme will operate alongside employer schemes already in place and unions will campaign to ensure that the governmentfunded component must not be used as a substitute for existing employer-provided paid parental leave entitlements.

Measures to allow mothers time to bond with their babies without financial stress forcing them back to work too early benefits the entire community and would not have been achieved without the tireless efforts of union and community activists.

More importantly employers must not use the government scheme as an excuse cut paid maternity leave from agreements.

There is more work to do to build on the 18week scheme. Unions will campaign for improvements in the following priority areas: · A requirement that employers “top-up” the government scheme so women earning above the minimum wage receive full income replacement · Paid parental leave for fathers · Employer payment of 9%superannuation · Flexibility on the qualifying period · Flexibility to allow women to take some of 18 weeks paid leave before the birth of the baby · Adjusting the scheme to allow women the choice of taking 18 weeks paid leave at half pay over 36 weeks

What we have won Eighteen weeks leave for the primary care giver – whether a full-time, part-time or casual worker. Eligible women will get payments via their employer at the Federal Minimum wage (currently $543.78). 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: · Been engaged in work continuously for at least 10 of the 13 months prior to the expected birth or adoption of a child · Undertaken at least 330 hours paid work in the 10 month period (an average of around one day of paid work a week)

31

32

33

34

35

Proud To Be Associated

Compliments from...

With The Clothing Trade Union From

WILLIAMS PRESSING & PACKAGING

BACK TO BASICS

SCHOOLWEAR

PTY LTD

MADE IN AUSTRALIA

MADE ESPECIALLY FOR YOUR SCHOOL

15-19 Cook Road Marrickville NSW 2204

52 Cox Ave

PH: 9519 9448 FAX: 9517 2213

Kingswood 2747 (02) 4721 7422

Proud to be Associated with the T.C.F. Union:-

Colourfield Pty Ltd

100% AUSTRALIAN BOOT COMPANY

Manufacturers of Hard Working Quality Australian Work Boots

Manufacturers of: 100% Cotton & Poly Cotton T-Shirts Tracksuits & Sloppy Joe's

Telephone 9318 1311 Fax: 9318 1554

Telephone: 9821-3322 Fax No: 9821-3618 Unit 9 8-12 Deadman Road Moorebank 2170

171-173 Botany Road Waterloo 2017

36

ABOLISH THE AUSTRALIAN BUILDING AND CONSTRUCTION COMMISSION (ABCC) Workers protest outside ABCC Office in Sydney to support Construction Worker Ark Tribe who faces a gaol term just for helping his workmates

TCFUA official Graydon Welsh marches with workers in support of construction worker Ark Tribe

37

B. & R. CONVERTERS & ENTERPRISES TEXTILE PRINTERS & BONDERS 29-33 BIRMINGHAM ST ALEXANDRIA NSW 2015

Synthetic Turf for sport surfaces, backyards, pool surrounds and all leisure uses.

TELEPHONE: (02) 9667 0234

Contact: Sydney: Peter on (02) 9316 7244 or e-mail us at grass.sales@grassman.com.au www.grassman.com.au

FAX: (02) 9669 5652

Proud to be Associated with The T.C.F. Union

Compliments from

Manufacturers of Quality Ladies Fashion Garments TELEPHONE (02) 9821 2360 FAX (02) 9824 2758

"MAKERS OF UMBRELLAS OF DISTINCTION"

22B EL TORO ESTATE HOMEPRIDE AVENUE WARWICK FARM NSW 2170

38

Help for workers who have recently lost their jobs in the textile, clothing and footwear industry

help to gain

If you have been made redundant from the Textile, Clothing and Footwear industry, specialised assistance is available for you through the Textile, Clothing and Footwear Structural Adjustment Program. To receive immediate access to intensive employment services, register with a Job Services Australia provider.

licences, certificates or other qualifications

work experience opportunities.

Your Job Services Australia provider will meet with you regularly to review your Employment Pathway Plan. They will also have access to an Employment Pathway Fund, which can be used for training equipment and employment subsidies.

You are eligible for this assistance for six months after being made redundant.

Where to start 1. Choose a Job Services Australia provider near you To find your nearest Job Services Australia provider, call 13 17 64 or visit deewr.gov.au/jobservicesaustralia.

2. Meet with your Job Services Australia provider Your Job Services Australia provider will assess your circumstances in detail and provide you with intensive support services.

Productivity Places Program You may also be able to access training at Certificate III level and above, across a wide range of industries and occupations where job opportunities exist.

For more information contact your Job Ser vices Australia provider or visit productivityplaces.deewr.gov.au.

Help you can get Your Job Services Australia provider will work with you to develop a tailored Employment Pathway Plan to help you find another job as quickly as possible. This could include:

help with your résumé and job applications,

interview skills and presentation techniques

advice on searching for a job, various career options and employment programs

information about job vacancies and access to job search facilities offered by Centrelink and Job Services Australia providers, including JobSearch—jobsearch.gov.au, one of Australia’s largest and most popular job internet sites

referral and placement into employment

a comprehensive skills assessment

skills development and training relevant to the needs of your local labour market and identified job opportunities

referral to education or training opportunities including the Productivity Places Program, the Language, Literacy and Numeracy Program, or the Adult Migrant English Program

Help to manage your finances Centrelink offers free, unbiased financial advice about your redundancy package and Government assistance.

Please note: eligibility for income support will depend on your personal circumstances, including your income and assets. If you are eligible for income support, it may not be available for a period of time, depending on leave or redundancy payments made to you.

For information call Centrelink on 13 24 90 or visit centrelink.gov.au.

Special Child Care Benefit If, due to your redundancy, you are having difficulty meeting child care costs, you may be eligible for the Special Child Care Benefit.

For more information contact the Family Assistance Office on 13 61 50.

39

General Employee Entitlements and Redundancy Scheme If you lose your job because your employer has entered bankruptcy or liquidation, and there are insufficient funds available to pay your outstanding entitlements, you may be able to gain assistance under the General Employee Entitlements and Redundancy Scheme (GEERS).

Your right to privacy Your personal information is protected by the Privacy Act 1988 and information about you may also be protected by the Social Security (Administration) Act 1999 (for example, if you are receiving income support). Your information may be shared between Job Services Australia providers, the Depar tment of Education, Employment and Workplace Relations (DEEWR), Centrelink and other Australian Government departments and agencies, which enables the organisations to provide you with the most appropriate services to meet your needs.

For more information about your privacy ask your Job Services Australia provider, DEEWR or visit privacy.gov.au.

For more information call the GEERS Hotline on 1300 135 040 or visit workplace.gov.au/geers.

Securing Apprenticeships Program If you are an apprentice or trainee who has been laid off, the Securing Apprenticeships program can help you stay connected to the workforce so you can complete your training. The Securing Apprenticeships wage subsidy is available to employers, including group training organisations, who recommence an eligible apprentice or trainee.

Our guarantee of service to you Service Guarantee You will receive ongoing personalised employment services provided by your Job Services Australia provider. These services will be sensitive to your circumstances and background. To view all Service Guarantees visit deewr.gov.au/jobservicesaustralia.

Code of Practice Job Services Australia providers are contracted to deliver Australian Government funded employment services and have agreed and are committed to observe the Employment Services Code of Practice. To view the Code of Practice visit deewr.gov.au/jobservicesaustralia.

For more information call the Australian Apprenticeships referral line on 13 38 73 or visit australianapprenticeships.gov.au.

Redundancy entitlements If you have been made redundant and believe you have not received the entitlements you are owed, contact Fair Work Australia.

Fair Work Australia will help you recover your outstanding entitlements.

You can call Fair Work Australia Help Line on 1300 724 200.

For more information Call 13 17 64 or visit deewr.gov.au/jobservicesaustralia.

Call Centrelink on 13 28 50 or visit centrelink.gov.au.

For advice on coping with redundancy, visit Beyond Blue at beyondblue.org.au.

Your obligations If you receive Newstart, Youth Allowance or Parenting Payment and have participation requirements, you will need to look for work and take part in activities that will help you find a job.

Your Job Services Australia provider will consider your personal circumstances and negotiate suitable activities which will be included in your Employment Pathway Plan. If you are unable to take part in activities you should discuss this with your Job Services Australia provider. If you fail to undertake your agreed activities this may affect your income support payments.

40

41

Proud to be Associated with The T.C.F. Union

Proud to be Associated with The T.C.F. Union

NETTEX (AUST) PTY LTD

SUPERTEX INDUSTRIES

* Fabric Manufacturers 69 Bourke Road Alexandria 2015

TELEPHONE (02) 9796 5300

Trade Enquiries:

FAX (02) 9709 4389

Phone: 9693-1988

105-117 WATTLE STREET PUNCHBOWL NSW 2196

FAX: 9693-1966

Proud to be Associated with The TCF Union:-

Proud To Be Associated With The Clothing Trade Union From

DIVNOL & HUTINA

Manufacturers of

PTY LTD

Ladies Clothing

Manufacturers of LADIES PANTS

TELEPHONE:

8303 7888

PH: (02) 9755 1646 FAX: (02) 9755 1174

FACSIMILE

9698 2056 LEVEL 1 11-17 BUCKINGHAM STREET SURRY HILLS 2010

Unit 11, 8-10 Barry Road Chipping Norton NSW 2170

42

43

44

45

Proud to be Associated with the T.C.F. Union:-

L&S FASHION Manufacturers of Ladies Clothes Unit 20/105A Vanessa Street Kingsgrove NSW 2208

PHONE/FAX: (02) 9502 1728 Proud to be Associated with the T.C.F. Union:-

LEI LEI FASHIONS Manufacturers of Ladies Clothes

Unit 223 River Avenue Carramar NSW 2163

TEL/FAX: (02) 9726 9268 Proud to be Associated with the T.C.F. Union:-

Proud to be Associated with The T.C.F. Union:-

ARMONE CORPORATION PTY LTD

PTY LTD

Importer & Recycler of Men's & Ladies Wear

Manufacturers of Swimwear Unit 15, 2 Railway Parade Lidcombe NSW 2141

TEL: (02) 9726 1470 FAX: (02) 9726 9938

PHONE: (02) 9649 1300

280 Fairfield Street, Fairfield NSW 2165

FAX: (02) 9649 1370 Proud to be Associated with The T.C.F. Union

Proud to be Associated with The T.C.F. Union:-

TT CLOTHING PTY LTD

VITA FASHION PTY LTD

Manufacturers of Men's & Ladies Clothing

PHONE: (02) 9717 3349

Phone: (02) 9791 9039

FAX: (02) 9717 3325

10/57 ALLINGHAM STREET CONDELL PARK NSW 2200

12 Mackintosh Street, Mascot NSW 2020

Proud to be Associated with The T.C.F. Union:-

Proud to be Associated with The T.C.F. Union

PSYKE DESIGN

T&K SOLUTIONS CO.

Manufacturers of Women's Casual Clothes

Manufacturers of Ladies Clothes

PTY LTD

PTY LTD

PHONE: 9727 4001

Unit 9, 16-18 Barry Road Chipping Norton NSW 2170

FAX: 9727 3078

Unit 7/252 Hume Highway Lansvale NSW 2166

Mobile: 0414 722 895

46

Proud to be Associated with the T.C.F. Union:-

QCS EXCEL PTY LTD Pressing Packaging Warehousing PH: (02) 9632 1400

84-88 Warren Road Smithfield NSW 2164

FAX: (02) 9632 1499

Proud to be Associated with the T.C.F. Union:-

PRINTEC INTERNATIONAL TRADING PTY LTD Manufacturers of Mens & Ladies Wear

PH: (02) 8338 1024

FAX: (02) 8338 1984

Unit C, 6-10 Durdans Avenue ROSEBERY NSW 2018

Proud to be Associated with the T.C.F. Union:-

STARVIEW FASHIONS Manufacturers of Swimwear

TEL: (02) 9829 7444

5/58 Lancaster Road Ingleburn NSW 2565

FAX: (02) 9829 7466 Proud to be Associated with the T.C.F. Union:-

Manufacturers of Swimwear

TEL: (02) 9519 0992

39 Sydenham Road Marrickville NSW 2204

FAX: (02) 9565 5620 Proud to be Associated with the T.C.F. Union:-

IMPACT DISTRIBUTION SERVICE TEL: (02) 9700 0600

Unit 2/46 Raymond Avenue Matraville NSW 2036

FAX: (02) 9700 0699 Proud to be Associated with the T.C.F. Union:-

GEORGES APPAREL PTY LTD Manufacturers of Beare & Ley School Uniforms

TEL: (02) 9502 6400 FAX: (02) 9502 6410

14 Commercial Road KINGSGROVE NSW 2208

Proud to be Associated with the T.C.F. Union:-

UNIK LADIES FASHION PTY LTD Manufacturers of Ladies Clothes

TEL: (02) 9663 3079 FAX: (02) 9663 3299

Lot 7, 26-34 Dunning Avenue Rosebery NSW 2018

Proud to be Associated with the T.C.F. Union:-

SMART FIRST PTY LTD Manufacturers of Mens & Ladies Fashions

246 Fairfield Street FAIRFIELD NSW 2165

TEL/FAX: (02) 9723 2899 47

48

It is now more important than ever to become a union member.

Unions can protect you from unfair treatment in the workplace and improve your job security. This is especially important since the introduction of the new industrial relations laws.

Union membership is also the best way to improve your wages and working conditions: w Union members can earn significantly more than non-union employees through the negotiation of Enterprise Agreements. w Union members get better sick leave and holiday leave entitlements. w Union members are more likely to receive long service leave and paid maternity leave.

Union members are also safer at work. Statistics also show that union membership increases health and safety awareness at a workplace by 70%.

By joining a union you can play a vital role in the Your Rights at Work campaign and help get better workplace laws.

More than two million Australian union members are working together to fight for better wages and conditions and to protect the Australian way of life.

Why don't you join us? PHONE: 02 9789 5233

TCF SA & TAS MEMBERS!

TCF NSW MEMBERS!

GO TO www.myrewards.com.au TO ACCESS YOUR MEMBERSHIP BENEFITS SCHEME!

GO TO www.wheretoenjoy.com/tcfua TO ACCESS YOUR MEMBERSHIP BENEFITS SCHEME!

REMEMBER..

You must have your TCFUA membership card to log onto your rewards.

REMEMBER..

You must have your TCFUA membership card to log onto the where to enjoy website!

GREAT OFFERS AVAILABLE NOW!

GREAT OFFERS AVAILABLE NOW!

49

Proud to be Associated with The T.C.F. Union

Proud to support the T.C.F. Union

HONEYBEAN PTY. LTD.

SONBID PTY LTD

Manufacturers of Knitwear

MANUFACTURERS OF LADIES WEAR

TELEPHONE (02) 9723 7328

PHONE: (02) 9790 1708 FAX: (02) 9790 1709

FAX (02) 9723 3865

10 GARTMORE AVENUE BANKSTOWN NSW 2200

Unit 4, 131 Lisbon Street Fairfield NSW 2165

Proud to be Associated with The T.C.F. Union:-

Proud to be Associated with The T.C.F. Union:-

SILVER CUP

D&J BROTHERS

PTY LTD

PTY LTD

Manufacturers of Ladies Swimwear

Manufacturers of Ladies Clothes Unit 14, 252 HUME HIGHWAY LANSVALE NSW 2166

Level 1, 29-31 Buckley Street Marrickville NSW 2204

PHONE/FAX: (02) 9755 9534

PHONE/FAX: (02) 9565 1038 Proud to be Associated with The T.C.F. Union

Proud to be Associated with the T.C.F. Union:-

CTN PTY LTD

BLUELAKES CLOTHING

PHONE Chau 0411 389 426

Manufacturers of Ladies swimsuits

Manufacturers of Men's & Children's Wear

PTY LTD

23 Meeks Road Marrickville NSW 2204

PHONE: (02) 9565 1880 FACSIMILE: (02) 9557 0668

53 Hunter Street Bankstown NSW 2200

Proud to support the T.C.F. Union

Proud to be Associated with the T.C.F. Union:-

ZENGER (AUST) PTY LTD

PTY LTD

Specialising in Quilting for: Manchester, Manufacturer & Wholesale Wool Quilts Blankets, Mattress Protectors and Pillows.

MANUFACTURERS OF T-SHIRTS & POLLOS

TEL: (02) 9892 2330 FAX: (02) 9892 2331

FAX: (02) 9519 1125

PHONE: (02) 9519 1007 UNIT 5, 1 HORDEN PLACE CAMPERDOWN NSW 2050

25 Fairfield Street, Fairfield East NSW 2165

50

YOUR SUPER FUND IN DIFFICULT ECONOMIC TIMES The past two years have featured a bumpy ride in share markets. That volatility has translated into disappointing super returns. It is at testing times like these that super becomes a common topic of conversation and even has members questioning whether they are in the right super fund.

If you have chosen AustralianSuper you can rest assured that your super fund is structured with members’ interests at its core. There are no shareholders seeking profits and dividends from AustralianSuper. The Fund is only run to profit members.

AustralianSuper charges low fees, provides competitive death and disability insurance cover rates and has achieved better than median investment performance over five years to 30 September 2009.

You can choose from a range of pre mixed investment options to suit your risk profile, including Balanced, High Growth, Sustainable Balanced, Conservative Balanced, Stable and Capital Guaranteed. The most popular option is the Balanced option. Or you can create your own investment mix including from ASX 200 Share, Fixed Interest, Property and Cash investment options.

For most people, super is a long term investment and short term losses weathered recently may be recouped when share prices rebound. Over five years to 30 September 2009 AustralianSuper’s Balanced Option returned an average of 5.28% after fees and taxes, in excess of the industry benchmark for Balanced fund returns of 4.24% per year.

AustralianSuper has one of the most competitive fee structures in the industry, and those fees are lower than the average fees charged by retail super funds. There is a flat administration fee of $1.50 per week, plus an investment management fee of between 0.09% to 1.08% depending on the investment option chosen. There are no entry, exit or switching fees.

Other benefits available to our members include assistance with consolidating super accounts, splitting super with a spouse, information on the impact of salary sacrificing, finding lost super and accessing member super information online.

The cost of insurance cover is competitively priced, providing up to $1.5 million of cover without having to undergo a medical assessment. This insurance costs $3 per week in the default fund (the Balanced option) for an amount of cover that varies with your age.

The waiting period for income protection has been cut from 90 days to 60 days. This can be cut to 30 days if a higher premium is paid.

From 2010 the fund will also offer default income protection cover for two years if you don’t make a different decision.

When you retire, AustralianSuper has an award winning allocated pension that your super fund can be rolled into at zero cost.

AustralianSuper has won several awards including the SuperRatings 5 year Platinum performance award for the period from 2004 to 2009. This award measures funds according to value for money, fund operations, management, fees and investments.

Platinum is the highest rating and 120 funds participate in the ratings.

The Textile Clothing and Footwear Association is one of the founders of AustralianSuper and represented as an alternate director on the fund’s board.

If you wish more information on super call AustralianSuper on 1300 300 273.

AustralianSuper is run only to profit members. Unlike some other funds, we do not pay shareholder dividends or commissions to financial advisors. Visit www.australiansuper.com to learn more about AustralianSuper - one of Australia’s largest funds. Working just for you.

AustralianSuper Pty Ltd ABN 94 006 457 987, AFSL 233788, Trustee of AustralianSuper ABN 65 714 394 898. This information is of a general nature and does not take into account your personal objectives, situation or needs. Before making a decision about AustralianSuper, consider your financial requirements and refer to the relevant Product Disclosure Statement.

51

Proud to be Associated with the NSW TCF Union:-

Proud To Be Associated With The Clothing Trade Union From

TECH-WEAR

DINA CORPORATE

PTY LIMITED

PTY LTD

Specialists in WET WEATHER & PROTECTIVE CLOTHING FOR THE INDUSTRY

Manufacturers of CORPORATE UNIFORMS

PH: (02) 9616 5000 FAX: (02) 9756 6969

TRADE ENQUIRIES: PO BOX 175 ST. PETERS NSW 2044

PHONE: (02) 9557 3999

22 Justin Street SMITHFIELD NSW 2164

FAX: (02) 9557 2211 (02) 9516 3679

Proud to be Associated with The T.C.F. Union

Proud to be Associated with The T.C.F. Union

QIN GONG EMBROIDERY

NEWSPORTS AUSTRALIA PTY LTD

Manufacturers of Swimwear

PTY LTD

PHONE: 9797 1819

PHONE: (02) 9558 6748

Embroidery Service

FAX: 9797 1817

FAX: (02) 9558 5409

Unit 1/69 Carlton Crescent Summer Hill NSW 2166

4A/10 Carrington Road Marrickville NSW 2204

Proud to be Associated with the T.C.F. Union:-

Proud to be Associated with the T.C.F. Union:-

LONGCHAU FASHION PTY LTD

PAVONINE PTY LTD Manufacturers of LADIES CLOTHES

Manufacturers of LADIES CLOTHES

PHONE: 9565 4899 FAX: 9557 9844

PHONE/FAX: 9822 7878

UNIT 3, 13-21 CADOGAN STREET MARRICKVILLE NSW 2204

UNIT 28a, HOMEPRIDE AVENUE WARWICK FARM NSW 2170

52

LONG SERVICE LEAVE What is long service leave?

The NSW Long Service Leave Act 1955 provides that full-time, part-time and casual workers in New South Wales are entitled to be paid long service leave after working for an unbroken period of 10 years with the one employer. In this Act, a worker is defined as a person who is employed whether on salary, wages, piecework rates or paid wholly or partly by commission.

Who is NOT covered by this Act? Workers who are: ! covered by long service leave provisions in a NSW award or agreement more favourable than those in the Act ! covered by long service leave provisions in any other Act or federal award employed by an employer exempted by the !

NSW Industrial Relations Commission from having to provide long service leave.

What is the long service leave entitlement provided by this Act? Two months paid leave after 10 years service with one employer and one month paid leave for each additional five years service.

Is there an entitlement for less than 10 years service?

Yes. A worker who has completed five years service is entitled to a long service pro rata payment if he or she: ! resigns as a result of illness, incapacity, ! domestic or other pressing necessity ! is dismissed for any reason except serious and wilful misconduct or ! dies.

What service qualifies for long service leave?

To qualify, there needs to be continuous service with an employer, even if the worker's duties or position change during that time. If the company is part of a group and the worker is transferred to other companies within the group, generally the worker's service is continuous.

If the business is sold and it is carried on by the new owner as the same business, and the worker is employed in that business, the continuity of the worker's service is not considered to be broken.

How is long service leave paid?

Long service leave is paid at the ordinary pay rate (see below) which has been paid to a worker prior to taking leave or an average of the last five years ordinary pay earnings, whichever is greater. The employer may pay the worker in full when leave

commences, in instalments on the usual paydays or under another agreed arrangement.

What is ordinary pay?

Ordinary pay is the worker's ordinary time rate of pay plus an average of any bonus, commission or other incentive payments paid over the past 12 months or the past five years, whichever is greater.

The cash value of board and lodgings provided is also included. Bonuses paid to workers who are otherwise paid in excess of $120000 per annum are not included. Shiftwork, other penalty rates and overtime payments are also not included.

How is long service leave paid on termination?

After 10 years of continuous service, the worker is entitled to receive a payment calculated in accordance with any long service leave entitlement, or on a pro rata basis where an entitlement exists after less than 10 years service.

How can long service leave be taken?

In one continuous period of leave or, if the worker and employer agree: ! where the leave due is two months - in two separate periods ! where the leave due is between two months and 19 weeks - in two or three separate periods ! where the leave exceeds 19 weeks - in two, three or four separate periods.

Can a worker be paid for the value of their long service leave?

No. The long service entitlement must be taken as leave. Payment for leave entitlements is only made on termination of employment.

When can long service leave be taken?

When a worker becomes eligible for long service leave, an employer is required to grant it as soon as practicable, taking into account the needs of the employer's establishment. One month's notice should be given by the employer.

Can long service leave be taken in advance?

Yes. If both the employer and worker agree, not less than one month's leave may be taken in advance.

What happens if a public holiday occurs during long service leave?

An extra day must be included in the long service leave.

For more information, please contact your employer association or union, or the Award Enquiry Service, NSW Department of Commerce, Office of Industrial Relations.

53

LONG SERVICE LEAVE PROVISIONS TEXTILE CLOTHING & FELT HATTING

IMPORTANT NOTICE TO FOOTWEAR MEMBERS! If you have problems or queries regarding long service leave contact the Union office on 9789 5233

TABLE 1: FOR SERVICE WHICH BEGAN ON OR AFTER 1ST APRIL 1963 Employees can take two months long service leave after completing ten (10) years' continuous service with the same employer. Employees can then take a further one month's long service leave after completing a further five (5) years' service with that employer. In both instances, the employee must give the employer one month's notice of their intention to take such leave.

MONTHS OF SERVICE YEARS OF SERVICE

0

1

2

5 6 7 8 9

4.33 5.20 6.07 6.93 7.80

4.41 5.27 6.14 7.01 7.87

4.48 5.34 6.21 7.08 7.94

4.62 5.49 6.36 7.22 8.09

4.69 5.56 6.43 7.29 8.16

10 11 12 13 14 15

8.67 9.53 10.40 11.27 12.13 13.00

8.74 8.81 8.88 8.96 9.61 9.68 9.75 9.82 10.47 10.54 10.62 10.69 11.34 11.41 11.48 11.56 12.21 12.28 12.35 12.42

9.03 9.89 10.76 11.63 12.49

3 4 5 6 Weeks of Long Service Leave 4.55 5.42 6.28 7.15 8.02

7

8

9

10

11

4.77 5.63 6.50 7.37 8.23

4.84 5.71 6.57 7.44 8.31

4.91 5.78 6.64 7.51 8.38

4.98 5.85 6.72 7.58 8.45

5.06 5.92 6.79 7.66 8.52

5.13 5.99 6.86 7.73 8.59

9.10 9.97 10.83 11.70 12.57

9.17 10.04 10.91 11.77 12.64

9.24 10.11 10.98 11.84 12.71

9.32 10.18 11.05 11.92 12.78

9.39 10.26 11.12 11.99 12.86

9.46 10.33 11.19 12.06 12.93

TABLE 2: FOR SERVICE WHICH BEGAN BEFORE 1 APRIL, 1963.

MONTHS OF SERVICE YEARS OF SERVICE

0

1

2

0 1 2 3 4

0.65 1.30 1.95 2.60

0.05 0.70 1.35 2.00 2.65

0.11 0.76 1.41 2.06 2.71

0.16 0.81 1.46 2.11 2.76

0.22 0.92 1.57 2.22 2.87

0.27 0.92 1.57 2.22 2.87

5 6 7 8 9

3.25 3.90 4.55 5.20 5.85

3.30 3.95 4.60 5.25 5.90

3.36 4.01 4.66 5.31 5.96

3.41 4.06 4.71 5.36 6.01

3.47 4.12 4.77 5.42 6.07

10 11 12 13 14 15

6.50 7.15 7.80 8.45 9.10 9.75

6.55 7.20 7.85 8.50 9.15

6.61 7.26 7.91 8.56 9.21

6.66 7.31 7.96 8.61 9.26

6.72 7.37 8.02 8.67 9.32

3 4 5 6 Weeks of Long Service Leave

7

8

9

10

11

0.33 0.98 1.63 2.28 2.93

0.38 1.03 1.68 2.33 2.98

0.43 1.08 1.73 2.38 3.03

0.49 1.14 1.79 2.44 3.09

0.54 1.19 1.84 2.49 3.14

0.60 1.25 1.90 2.55 3.20

3.52 4.17 4.82 5.47 6.12

3.58 4.23 4.88 5.53 6.18

3.63 4.28 4.93 5.58 6.23

3.68 4.33 4.98 5.63 6.28

3.74 4.39 5.04 5.69 6.34

3.79 4.44 5.09 5.74 6.39

3.85 4.50 5.15 5.80 6.45

6.77 7.42 8.07 8.72 9.37

6.83 7.48 8.13 8.78 9.43

6.88 7.53 8.18 8.83 9.48

6.93 7.58 8.23 8.88 9.53

6.99 7.64 8.29 8.94 9.59

7.04 7.69 8.34 8.99 9.64

7.10 7.75 8.40 9.05 9.70

54

55 Minimum Weekly Award Wage Rate $ 318.80 350.70 382.55 414.45 446.30 478.20 510.10 541.95 Other Allowances Clause 27.3 27.4.1 27.5.1

Allowance Meal Money Lack of Dining Facilities Lack of Rest room Facilities

$ 9.65 3.95 3.95

Head of Table Allowance – Clause 27.2.1 An employee who is the head of a table or bench of machines in charge of 4 or more employees must be paid as follows; -if working in connection with order tailoring or order dress making, $16.20 above their skill level -for all others $11.75 above their skill level.

291.50 320.65 349.80 378.95 402.25 419.75 437.25 466.40 495.55 Adult Rate

Minimum weekly award rate $

Disclaimer: The information contained in this document is in tended as a guide only and does not replace any obligation employers or employees may have under any industrial instrumentsuch as the Clothing Award

Apprentice rates of Pay – Clause 25.3.1 Term Percentage (%) of Skill Level 4 ($637.60) st st 1 year 1 six months 50 nd 2 six months 55 2nd year 1st six months 60 nd 2 six months 65 rd 3 year 1st six months 70 nd 2 six months 75 4th year 1st six months 80 nd 2 six months 85 Thereafter Appropriate adult rate

# Wage Band.

Junior Rates of Pay – Clause 25.4 Age Percentage (%) of Skill Level 2 ($583.00) At 16 years of age and under 50 At 16.5 years of age 55 At 17 years of age 60 At 17.5 years of age 65 At 18 years of age 69 At 18.5 years of age 72 At 19 years of age 75 At 19.5 years of age 80 At 20 years of age 85 Thereafter 100

If you are currently on an Enterprise agreement, these rates may not apply to you.

Minimum weekly award wage rate* $ Trainee 543.90 1 560.50 583.00 2 603.90 3 637.60 4 5# 679.30 * The weekly award wage rate for ordinary hours combines the base rate, supplementary payment and arbitrated safety net adjustments and National Wage Case decisions awarded since the October 1993 Review of Wage Fixing Principles.

Rates of Pay – Clause 25.1 Classification/Skill Level

The following rate are to apply from the first pay period to commence on or after 1st October 2008

FEDERAL CLOTHING INDUSTRY AWARD 1999 (RATES OF PAY AND ALLOWANCES)

56

40 55 75 90

82 87 92 100

Minimum Weekly Award Wage Rate $ 522.85 554.70 586.60 637.60

Minimum Weekly Award Wage Rate $ 255.05 350.70 478.20 573.85

Other Allowances Clause Allowance 27.2 Meal Money 27.3 Change of Shift without 2 working Days Notice

$ 6.90 16.40

Junior Rates of Pay – Clause 25.5.1 Age Percentage (%) of Skill Level Employed at ($) Under 16 years of age 40 17 years of age 50 18 years of age 60 19 years of age 75 20 years of age 90 At 21 years of age Appropriate Adult Rate

Disclaimer: The information contained in this document is intended as a guide only and does not replace any obligation employers or employees may have under any industrial instrument such as the Felt Hatting Award

1 st year 2 nd year 3 rd year 4 th year

Adult Apprentice Rates of Pay – Clause 25.4.3 4 Year Term Percentage (%) of Felt Hatter Grade 4 ($637.60)

1 st year 2 nd year 3 rd year 4 th year

Apprentice Rates of Pay – Clause 25.3.1 4 Year Term Percentage (%) of Felt Hatter Grade 4 ($637.60)

Rates of Pay – Clause 25.1 Classification/Skill Minimum weekly award wage Level rate $ * Trainee 543.90 Felt Hatter Grade1 560.50 Felt Hatter Grade 2 569.00 Felt Hatter Grade 3 583.00 Felt Hatter Grade 4 637.60 * The weekly award wage rate for ordinary hours combines the base rate, supplementary payment and arbitrated safety net adjustments and National Wage Case decisions awarded since the October 1993 Review of Wage Fixing Principles.

If you are currently on an Enterprise agreement, these rates may not apply to you.

The following rate are to apply from the first pay period to commence on or after 1st October 2008

FEDERAL FELT HATING INDUSTRY AWARD 1999 (RATES OF PAY AND ALLOWANCES)

57 Permanent Night Shift

Shift not continuing for at least 5 successive shifts or is less than the number of ordinary hours prescribed each week

29.3.2 29.3.3

526.90

Allowance Meal Money Change of Shift without 2 working Days Notice First Aid Attendant in charge of up to 50 employees in charge of 51 or more employees Shift other than Day Shift

482.05

29.3.1

21.5

369.95

431.60

Clause 21.3 21.4

$ 9.70 17.45

10.65 13.45 15% loading on weekly award wage for skill level concerned 30% loading on weekly award wage for skill level concerned 50% loading on weekly award wage for skill level concerned

$45.50

Other Allowances

$36.20

In charge of 21 or more employees an additional

246.60 308.30

Minimum weekly award rate $

Minimum Weekly Award Wage Rate $ 362.35 392.55 452.90 483.10 543.50 573.70

Disclaimer: The information contained in this document is intended as a guide only and does not replace any obligation employers or employees may have under any industrial instrument such as the Footwear Award

Junior Rates of Pay – Clause 19.3.1 Age Percentage (%) of Skill Level 1 ($560.50) Under 16 years of age 44 16 years and under 55 17 years 17 years and under 66 18 years 18 years and under 77 19 years 19 years and under 86 20 years 20 years and under 94 21 years At 21 years of age Appropriate Adult rate

$23.70

60% 65% 75% 80% 90% 95%

In charge of 11 to 20 employees an additional

1st six months 2nd six months 1st six months 2nd six months 1st six months 2nd six months

Leading Hand Allowance – Clause 21.1.1(a) In charge of 3 to 10 employees an additional

1st year 2nd year 3rd year

Apprentice Rates of Pay Three Year term – Clause 19.2.1 3 Year Term Percentage (%) of Skill Level 3 ($603.90)

If you are currently on an Enterprise agreement, these rates may not apply to you.

Minimum weekly award wage rate* $ Trainee 543.80 1 560.50 583.00 2 603.90 3 637.60 4 5# 679.30 * The weekly award wage rate for ordinary hours combines the base rate, supplementary payment and arbitrated safety net adjustments and National Wage Case decisions awarded since the October 1993 Review of Wage Fixing Principles. # Wage Band.

Rates of Pay – Clause 19.1.1 Classification/Skill Level

The following rate are to apply from the first pay period to commence on or after 1st October 2008

FEDERAL FOOTWEAR INDUSTRY AWARD 2000 (RATES OF PAY AND ALLOWANCES)

Minimum weekly award wage rate* $ 543.90 560.50 583.00 603.90 637.60 679.30

1 st year 2 nd year 3 rd year 4 th year

82 87 92 100

Adult Rates of Pay – Clause 28.4.3 4 Year Term Percentage (%) of Skill Level 4 ($637.60)

Minimum Weekly Award Wage Rate $ 522.85 554.70 586.60 637.60

291.50 320.65 344.00 373.10 402.30 437.25 466.40 495.55

Minimum weekly award rate $

$22.80 $33.20 $40.15

Leading Hand Allowance – Clause 30.1.1 In charge of up to 10 employees In charge of 11 to 20 employees In charge of 21 or more employees

Allowances – Clause 30

Storeworkers Rates of Pay – Clause 29.11.4(a) Classification Skill Level Minimum Weekly Award Wage Rate $ Storeworker Grade 1: On commencement 583.00 After 3 months 590.40 After 12 months 598.00 Storeworker Grade 2 603.80 Storeworker Grade 3 622.50 Storeworker Grade 4 641.10

Junior Rates of Pay – Clause 28.5.1 Age Percentage (%) of Skill Level 2 ($583.00) At 16 years of age and under 50 At 16.5 years of age 55 At 17 years of age 59 At 17.5 years of age 64 At 18 years of age 69 At 18.5 years of age 75 At 19 years of age 80 At 19.5 years of age 85 At 20 years of age Adult Rate

If you are currently on an Enterprise agreement, these rates may not apply to you.

Trainee 1 2 3 4 5# * The weekly award wage rate for ordinary hours combines the base rate, supplementary payment and arbitrated safety net adjustments and National Wage Case decisions awarded since the October 1993 Review of Wage Fixing Principles. # Wage Band.

Apprentice Rates of Pay – Clause 28.3.1 4 Year Term Percentage (%) of Skill Level 4 Minimum Weekly ($637.60) Award Wage Rate $ st 1 year 52 331.55 nd 2 year 62 395.30 rd 3 year 82 522.85 th 4 year 92 586.60

Rates of Pay – Clause 28.1 Classification/Skill Level

The following rate are to apply from the first pay period to commence on or after 1st October 2008

FEDERAL TEXTILE INDUSTRY AWARD 2000 (RATES OF PAY AND ALLOWANCES)

59

$5.40 $4.80 $4.20 $4.20

In addition to PBR In addition to PBR In addition to PBR In addition to PBR

39.9.2

Shift other than Day Shift

Other Allowances Clause Allowance 29.11.3(a) Highrise Stacker Operator 30.3 Meal Money 30.4 Change of Shift without 2 working days notice 39.9.1 Permanent Night Shift

Extra per shift 30% 0f 1/5th of the weekly wage for skill level 2 – ($583.00)÷5 x 30% = $34.98 Extra per shift 15% of 1/5th of the weekly wage for skill level 2 – ($583.00)÷5 x 15% = $17.49

$ 14.60 more than award rate of pay for skill level 3 of subclause 28.1 $8.05/$5.90 $17.90

Disclaimer: The information contained in this document is intended as a guide only and does not replace any obligation employers or employees may have under any industrial instrument such as the Textile Award

Payment by results – Clause 31.13 Instructing 1st week Instructing 2nd week Instructing 3rd week Instructing thereafter

Other Allowances – Clause 30 Clause Additional Payments for… $ 30.7 Blending 17.40 30.8 Cards – Hand stripping 1.02 30.9 Dust Allowance 8.80 30.10 Dye house/Bleach house 7.20 30.10 Loading/Unloading Kiers or entering vapourlock 3.80 machines 30.11 First Aid Attendant 11.00 30.12.1 Instructors 15.80 30.13 Shoddy Shaking Machines 12.96 30.14 Size Troughs – Sewing Threads 8.70 30.15 Soda Ash 1.19 30.16 Unwashed Rags 2.70 30.17 Waste Room – Willey hands 8.70 30.18 Wool Scouring Pits – Double ordinary rates while working in cleaning of the pits 30.19 Wool Waste and Rags/Picking Over 1.06 30.20 Flax Scrutcher 7.20

If you are currently on an Enterprise agreement, these rates may not apply to you.

The following rate are to apply from the first pay period to commence on or after 1st October 2008

FEDERAL TEXTILE INDUSTRY AWARD 2000 (RATES OF PAY AND ALLOWANCES)

60

61

How to ease the squeeze‌ from Members Equity Bank As the cost of living rises, finding a few extra dollars to save for a rainy day can be challenging, but here are some ways to help ease the burden.

Make a Budget and Stick to it Write down everything you spend daily for a month and then figure out what is a non-essential or an optional purchase. Guesstimating your Budget condemns you to failure. Do remember that Budgets can be like dieting, if you are too strict you may be tempted to break out and splurge.

Consolidate your debt – Consider wrapping your credit card debt up into your home loan The Reserve Bank has cut the cash rate but many credit card companies and banks have not cut the double-digit interest rates on credit cards. Switch to a low rate no frills credit card such as the Members Equity BankE MasterCard I believe this is the way Branding want this product referenced but you should check with Bevan for lower costs.

ME's home loan rates are still considerably lower than credit card rates and personal loans; it may make good sense to consolidate all your other debts into your home loan. * Weekly repayments Switch from monthly to weekly repayments for your home loan. This can help you build a buffer, as you would be making up to four more repayments a year, reducing the interest at the same time. As interest rates on home loans fall, perhaps you could continue to repay at the higher rate.

Open a ME Online Savings Account and earn 7.5%p.a. on every dollar every day with no fees Even a small amount put away each payday soon adds up when you get such a great interest rate *A free financial health check from Members Equity Bank could potentially help you save thousands of dollars in interest per year. A Members Equity Bank Mobile Banking Manager will come to you to assess your current repayments and any ongoing fees and charges. It's free and there is no commitment, so why not see if you could save!

For more information visit www.membersequitybank.com.au or call 1300 309 374.

This is general information only and you should consider if these products are appropriate for you.

Terms, conditions, fees and charges apply. Applications for credit are subject to credit approval.

62

MEMBERS LEGAL SERVICES

Bill McNally has been the solicitor for the Textile Clothing and Footwear Union for decades. He and his partners David Trainor, Michael Jaloussis and Richard Brennan have looked after the legal needs of the union and their family members for a very long time and we have found their service has been excellent. They practice in all areas of law.

Whatever legal requirements you or your family has, we recommend that you consult the union solicitor.

W. G. McNALLY JONES STAFF

LAW SOCIETY BUILDING 170-172 PHILLIP STREET, SYDNEY NSW 2000 PHONE: (02) 9233 4744 FAX: (02) 9223 7859 EMAIL: law@mcnally.com.au