SDA News 2018 Autumn

SDANEWS OFFICIAL MAGAZINE OF THE SHOP, DISTRIBUTIVE AND ALLIED EMPLOYEES’ ASSOCIATION, NEW SOUTH WALES BRANCH  AUTUMN 2018 RRP $10.00

New Agreement at Coles See pages 4-5

SHOP, DISTRIBUTIVE AND ALLIED EMPLOYEES’ ASSOCIATION, NSW BRANCH

WWW.SDANSW.ORG.AUPHONE 131 SDA 

STREET ADDRESS: Level 3, 8 Quay Street, Sydney NSW 2000 POSTAL ADDRESS: PO Box K230, Haymarket NSW 1240 E-MAIL: secretary@sdansw.asn.au

SDA NEWS EDITOR:

Bernie Smith, Level 3, 8 Quay Street, Sydney NSW 2000 Please address all correspondence to “The Secretary”.

UNION OFFICERS: SECRETARY: Bernie Smith ASSISTANT SECRETARY: Robert Tonkli PRESIDENT: Cheryl Cassell

ORGANISERS LEAD ORGANISER: Angela Ghanime

METROPOLITAN: Anthony Maiatico, Anthony Attard, Caroline Israel, Chris Stefanovski, Mina Papadopoulos, Tina Callaghan, Joel Tynan, Karl San Pedro, Anthony Day, Whitney Rizk, Alex del Rosario, Alison Varga, Josip Blazevic, Nathan Egan, Jessica Rebbechi, Ben Uphill, Mary Graham, Xavier Walsh, Christopher Raj, Mary Axiak

REGIONAL: Lower South Coast, Southern Highlands & Canberra: Narelle Atkins, Hugh McLaurin and Joe Rebbechi  phone 6273 2300 Riverina (Wagga/Albury): Struan Timms  phone 6921 8820 Western NSW (Orange/Dubbo): Louise Buesnell and Loretta Turner (part-time Organiser)  phone 6362 1965 Far North Coast (Ballina/Tweed): Trevor McCosker  phone 6686 4192 Wollongong & Illawarra: Vera Cavanagh and Di Dixon (part-time Organiser)  phone 4228 3611 Coffs Harbour and Armidale Region: Mariusz Werstak and Bridget Sheridan  phone 6650 9950 WAREHOUSING AND MANUFACTURING: Joseph Bourke, John Paul Sialafau, Alex Velickovic

SPECIALISTS INDUSTRIAL OFFICERS: Bernard Govind, Mitchell Worsley, Aliscia Di Mauro, Rose Ghabache, Monica Rose WORKERS’ COMPENSATION OFFICER: Michael Babic WHS OFFICER: Jane Lui SENIOR OPERATIONS OFFICER: Felicity Smithson OPERATIONS OFFICER: Phil Walker COMMUNICATIONS OFFICERS: Michael Walker, Peter Frawley, Paul Farrugia INFORMATION OFFICERS: Corrine Boyle, David Uzzell, Georgina Psillis, Renee Jaajaa, Nadia Olic, Nazih Azar, Jessica Chidiac EDUCATION OFFICER: Philippe LeCompte

A Year of Changing the Rules 2018 is a year where we want to change the rules around how retail, fast food and warehouse workers are treated at work.

A lot of your workplaces are good places to work, but together we can make them better.

We want workplaces where your interactions with people are good interactions — whether they are interactions with your workmates, with supervisors and managers, or even with the customers who come through our shops, warehouses or fast food restaurants every day.

SDA members always deserve something better.

We know the problems you face every day at work:  knowing what your take home pay is;  understanding your roster;  having enough hours of work;  how you are treated at work, including by customers.

The SDA is always focused on solutions for your workplace.

Bargaining for a BeƩer Deal Members do a great job serving the public every day, but you need fair pay and conditions.

Bargaining is currently underway with lots of retail, fast food and warehouse employers.

After the uncertainty of the last year, the SDA is now bargaining new Agreements to increase the pay of our members.

New Agreements have been voted up by members at Harris Scarfe, Domino’s (see pages 20-21) and Coles Supermarkets (see pages 4-5).

The new Coles Agreement has protected current higher base rates of pay, increased penalty rates and kept most hard-won SDA conditions.

Bargaining is also underway or about to commence with many other retailers.

Negotiations for new pay deals are well progressed with Kmart and Woolworths Supermarkets (see page 11).

As with all negotiations, our approach will be set by our members through your workplace Delegates.

Our key priorities are:  protecting members’ take-home pay;  improving penalty rates;  keeping hard-won SDA conditions; and  securing pay rises for all members.

Secure Work MaƩers As well as pay rises, the SDA is focused on members having secure work, including rosters and how many hours of work you have each week.

Both in the Award and in Agreements, the SDA is focused on conditions that enable current employees to be offered additional hours of work on top of secure base rosters, if they want them.

Stable rosters that do not frequently change from cycle to cycle are also a priority.

Whether it is additional hours for part-time employees, or the right for regular casual employees to convert to part-time work, we will bargain for more secure work.

No One Deserves a Serve But it is not just about pay and conditions — it’s also about how you are treated at work.

One thing that we really want to change is the myth that the “customer is always right”.

The level of customer abuse in retail and fast food is unacceptable. That is why the SDA launched a campaign to change the rules around how customers treat shop assistants and fast food workers.

It is never okay for customers to swear at or physically confront retail workers.

All SDA members deserve respect. In the lead up to Christmas, we launched our No One Deserves a Serve campaign to raise public awareness that customers have no right to abuse retail and fast food workers (see pages 12-13).

Across 2018, we will continue to campaign for respect for retail and fast food workers.

In addition to raising public awareness, we want retailers to support staff in refusing service to abusive customers; putting up signage in workplaces about this; dropping policies that reward bad customer behaviour with gift cards; and for government regulators to support service workers, because no one deserves a serve for just doing their job.

A Workplace Union While we’re dealing with the big issues, we will also continue to look after members in their workplaces. We will challenge unfair rosters, make sure your pay is right, and demand you are treated with respect.

It is these thousands of issues that are resolved every day for members by your SDA Delegates and Organisers that keep us a workplace union and make your workplace a better place to work.

Last year, we handled thousands of members’ calls, helped with tens of thousands of workplace issues, secured additional payments of hundreds of thousands of dollars for members who were unfairly dismissed or faced redundancy, and secured millions of dollars backpay for members who were underpaid. All this is possible because of you — the members and Delegates who made us a bigger and stronger union last year.

There is much work to be done in 2018 to improve pay, get more secure work hours and to be treated with respect by all customers.

Together in 2018 let’s change the rules so all retail, fast food and warehouse workers are treated with respect at work.

Bernie Smith, Branch Secretary

SDA NEWS I AUTUMN 2018 I PAGE 3

New Agreement voted u

PAGE 4 I AUTUMN 2018 I SDA NEWS

The new Coles Supermarkets Agreement has been voted up.

d up at Coles

In a vote of Coles workers, an overwhelming majority (90%) voted yes.

by Bernie Smith, Branch Secretary

This is an important outcome for Coles workers, as the Agreement secures:



Take-home pay



Improved penalty rates



Hard-won SDA Union conditions



A pay rise for everyone

The SDA set out to negotiate a new Agreement with these four key priorities, endorsed at multiple meetings by hundreds of SDA Delegates from stores throughout Australia.

We are pleased to say that the new Agreement delivers on all four of these priorities, particularly the breakthrough top-up payment scheme that guarantees no one will be paid less under the new Agreement, while also increasing night time and weekend penalty rates.

The new Coles Agreement will now go to the Fair Work Commission for approval.

It will commence from 30 April 2018 or the date of approval, whichever is the later, and will last until 30 April 2020.

The SDA worked hard throughout extensive negotiations to ensure members’ key priorities were secured, so your take-home pay is protected and everyone receives a pay rise.

Thank you to SDA members who voted and had their say. A special thank you goes to all the Delegates for your strong workplace leadership.

When the Agreement is approved, it will provide Coles workers with certainty about their pay and conditions going forward.

! For more details on the new Agreement, visit sda.com.au/coles

SDA NEWS I AUTUMN 2018 I PAGE 5

Your public holiday enƟtlemen Easter is already here, and you need to know your entitlements over this period. Here are answers to some of the most common questions

by Robert Tonkli Assistant Secretary we receive from members working in New South Wales.

It is most important to note that the specific entitlements with respect to public holidays are governed by the Agreement or Award applicable to your employment.

Depending on which company you work for, there may be some differences in the rights outlined below. You should refer to your Agreement or Award to ensure your workplace entitlements are observed.

Trading hours NSW legislation operates to place certain restrictions on shop trading hours over Easter and on Anzac Day. Restrictions apply to general shops on: Good Friday, 30 March;  Easter Sunday, 1 April; and  Prior to 1.00pm on Anzac Day, 25 April.

Unless granted a restricted trading exemption by the Director General of the NSW Department of Services, Technology and Administration, general shops must remain closed. 

If a general shop is granted an exemption to trade on Good Friday, Easter Sunday or prior to 1.00pm on Anzac Day, it is a condition of

PAGE 6 I AUTUMN 2018 I SDA NEWS

the exemption that the shop must be staffed by persons who have freely elected to work on that day.

This requirement also applies to special shops such as takeaway food shops, chemists, newsagencies and video stores.

What do you get paid?

Typically, SDA-negotiated Agreements provide for the following entitlements: 

There must be no coercion, harassment, threat or intimidation by or on behalf of the occupier of the shop.

There are no restrictions on shop trading hours on the following days:   



Easter Saturday, 31 March; Easter Monday, 2 April; and After 1.00pm on Anzac Day, 25 April.

Do you have to work on a public holiday?

Most Agreements negotiated by the SDA provide that all work on a public holiday is voluntary for all employees, including casuals.

Full-time and part-time employees who are rostered on but who refuse to work receive the benefit of the public holiday at the ordinary time rate of pay.

For employees covered by the General Retail Industry Award, public holiday entitlements are covered by the National Employment Standards (“the NES”). The NES provides that an employee is entitled to be absent on a public holiday, however, an employer may request that an employee work on a public holiday if the request is reasonable. An employee may refuse an employer’s request to work on a public holiday if the employer’s request is unreasonable.



Full-time and part-time employees who are rostered to work ordinary hours on a public holiday and who agree to work are paid time-and-a-quarter for the work they perform plus their normal day’s pay (this is equivalent to double-time-and-a-quarter).

Full-time and part-time employees who are not rostered to work ordinary hours but who agree to work are paid at the rate of double-time-and-a-quarter with a minimum payment for three hours of work.

Casuals working on a public holiday are paid at the rate of double-time-and-aquarter with a minimum payment for three hours of work.

Can your employer change your roster to avoid paying a public holiday benefit?

Under most Agreements negotiated by the SDA, it is illegal for an employer to change your roster in order to avoid the payment of a public holiday entitlement.

If your roster is changed to your detriment over the Easter/Anzac Day period, or if you are not paid correctly, you should contact the Union immediately.

If you are rostered to work on a public holiday but you are sent home early, it is the Union’s position that you must still be paid for the total number of hours that you agreed to work. This applies even to casuals.

ents over Easter If you are sent home early and not paid for the full hours you are contracted to work, you should contact the Union without delay.

What if a public holiday falls on your non-rostered day?

did you know...

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This depends on the specific provision in your Agreement or Award. Delegates and members must check the specific provisions of their Agreement or Award to establish the precise entitlements that apply.

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18 01 EASTER 20 EASTER 2018 EASTER 20 18 Public Holiday Public Holidayys EASTER 20 01 18 s 8 &Public Holiddayys rs & Tradin & Trading Houurs Public Holidayyyss IN NEW SOUTH WALES & Trading Houurs rs IN NEW SOUTH WAL ALEES S

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Contact the Union If you are not paid correctly, if your roster is changed to your detriment, if you are sent home before the conclusion of your contracted shift because trade is slow, if you do not receive your non-working-day benefit or if you do not receive your complete public holiday entitlement, you should speak to your SDA Delegate or contact the SDA Information Centre immediately for advice and assistance.

If you have any questions about your public holiday entitlements or trading arrangements over this period, please speak to your Delegate, contact your Organiser or phone the SDA Sydney office on 131 SDA (131 732).

The SDA publishes a number of company specific information leaflets at Easter and Christmas. These are available from your store Delegate, SDA Organiser, and the SDA Information Office, and are also available for download from the SDA’s website.

Easter/Anzac Day Public Holidays and Trading Hours in NSW Event/Day Good Friday Friday 30 March Easter Saturday Saturday 31 March Easter Sunday Sunday 1 April Easter Monday Monday 2 April Anzac Day Wednesday 25 April

Public Holiday?

Yes

Is Work Voluntary?

Yes

Yes

Yes*

Yes

Yes

Yes

Yes*

Yes

Yes*

Trading Arrangements in NSW Restricted Trading Day. General shops must close unless they have a restricted trading exemption or are in a tourist area. Small shops and scheduled shops may open for trade.

Normal Trading Day. All shops can trade on this day.

Restricted Trading Day. General shops must close unless they have a restricted trading exemption or are in a tourist area. Small shops and scheduled shops may open for trade.

Normal Trading Day. All shops can trade on this day.

Restricted Trading Day to 1.00pm. General shops must close prior to 1.00pm unless they have a restricted trading exemption or are in a tourist area. Small shops and scheduled shops may open for trade.

*Award-covered employees have a reasonable right to refuse to work on Easter Saturday, Easter Monday and after 1.00pm on Anzac Day.

SDA NEWS I AUTUMN 2018 I PAGE 7

IT’S TIME TO LIFT RETAIL AND FAST FOOD WAGES In 2018, the SDA will be pushing for a significant increase to wages following the Federal Government’s unjust decision to greenlight penalty rate cuts last year.

In 2017, the Fair Work Commission handed down their decision to cut the pay of workers by reducing penalty rates for workers covered by the Retail, Fast Food, Pharmacy and Hospitality Awards.

Despite the SDA’s bid to reverse the decision by challenging it in the Federal Court in October 2017, the second phase of cuts will come into effect on 1 July 2018.

While the majority of SDA members are covered by SDA-negotiated Agreements, raising Award wages is important for all retail and fast food workers.

The SDA supports any increase to the Minimum Wage because we believe the National Minimum Wage provides an important and effective safety net that protects workers, but it is falling behind average earnings.

ANNUAL WAGE REVIEW The SDA is campaigning to lift the base rates of pay in Modern Awards for the Retail, Fast Food and Pharmacy industries and will support the Australian Council of Trade Unions (ACTU) to make a significant claim in the Fair Work Commission’s Annual Wage Review.

PAGE 8 I AUTUMN 2018 I SDA NEWS

The Annual Wage Review decides the percentage wage increase passed on to workers covered by Modern Awards.

A decision is generally made in June, with any wage increases coming into effect on 1 July.

The ACTU will be making its submission to the Annual Wage Review in the coming months.

The SDA has assisted the ACTU by surveying workers covered by Modern Awards to provide evidence and case studies for the case. This will ensure that retail, fast food and pharmacy workers are well represented and considered as part of the submission going to the Review.

WAGE INCREASES ARE GOOD FOR EVERYONE Penalty rate cuts aren’t the only reason workers should receive a significant increase to their take-home pay this year.

Record low wage growth is putting pressure on workers and their families across the country.

Unions, including the SDA, have always argued for decent wages and regular fair pay rises because these are good for

workers and good for the economy; now the consequences of record low wage growth are gaining national attention as a serious economic problem.

Reserve Bank Australia Governor Philip Lowe has acknowledged there is ‘a crisis of low pay’ impacting workers and the economy.

The best way to boost the economy is by ensuring that working people receive regular pay rises.

When wages are cut, workers have to reduce spending which means less money goes back into the economy through local shops, cafes and restaurants.

We refuse to sit back and allow the out of touch Turnbull Government to get away with reducing the take-home pay of retail, fast food and pharmacy workers. Wages must keep up with the increasing cost of living and we’re pushing for the pay rises that Australian workers need and deserve.

Campaigning to increase the minimum rates of pay for retail and fast food workers covered by Modern Awards will provide us with a stronger position going in to argue for wage increases in negotiations for new SDA-negotiated Agreements.

No Boxing Day spending boost; pay rises are the only answer December trade figures recently released showed a drop in retail spending in the festive month,

by Bernie Smith, proving that the Branch Secretary NSW Government’s decision to allow trading across the State on Boxing Day was a complete failure.

The figures released by the Australian Bureau of Statistics show that retail spending fell 0.5 per cent in seasonallyadjusted terms.

The figures support the findings of the trial of Boxing Day trading in 2015 and 2016, which showed no measurable benefit to opening doors on 26 December.

A lose/lose situaƟon These figures show that no one is benefiting from having stores open on Boxing Day.

The NSW Government should immediately reassess its decision to open stores on Boxing Day, which robs workers of their right to spend the festive season with their family and friends.

The only way to boost spending is to boost pay The retail figures also highlight the need to give Australians a pay rise.

The only way for retail figures to rebound is for Australia to get a pay rise. Retailers, and other service sector employers, should be supporting a decent increase in the upcoming national Annual Wage Review.

Workers are consumers too. If workers get a pay rise, they will be back through retail checkouts spending that pay rise.

The flip side is that if you’re attacking the take-home pay of workers, it’s only natural that discretionary spending will drop.

No doubt the employers’ and Government’s attack on workers’ penalty rates has had an impact on our retail trading figures.

When the Turnbull Government backed the attack on the take-home pay of tens of thousands of workers by cutting penalty rates, it was agreeing to an attack the ability of tens of thousands of people to spend in retail shops and fast food restaurants. That would have hit confidence particularly hard at Christmas.

The Federal Government should be looking at these figures carefully and taking action to reverse the hurtful attack on workers’ penalty rates, and they must support a decent pay rise in the Fair Work Commission Annual Wage Review.

For more information on the Take the Time campaign go to takethetime.org.au If you have any questions, please call the SDA on 131 732.

Workers are being forced away from their families to staff stores, and for what benefit? Trading figures actually fell despite stores being open on an additional day.

We’ve been saying for a long time that shoppers don’t magically find more money to spend if stores open their doors on 26 December.

All that happens is that our community suffers because workers and their families are robbed of the opportunity to celebrate Boxing Day together.

THE ANNUAL WAGE REVIEW CYCLE

All that trading on Boxing Day does is rob workers of valuable time with their family and friends.

SDA NEWS I AUTUMN 2018 I PAGE 9

Amazon comes to Australia There was a lot of media attention surrounding the arrival of the local Amazon.com.au e-commerce site last November.

by Joe Bourke Warehousing and Manufacturing Organiser

Amazon is now the largest retail company in the USA and its founder and CEO Jeff Bezos is the world’s richest person with a personal wealth of $100 billion.

Over the last 20 years, Amazon has grown and grown, causing major changes to the US retail industry and accelerating the decline of retailers that had been around for a hundred years or more.

Why Australia? And why now?

Amazon has expanded to other countries but not to Australia — until now, that is!

PAGE 10 I AUTUMN 2018 I SDA NEWS

The strategy seems to be to hold their ground in this part of the world against their Chinese rival, Alibaba, which is even bigger than Amazon, and whose stock market float was the biggest in history.

What was overlooked in all the hype is that even e-commerce giants need to build infrastructure, supply networks and market share, so Amazon was never going to change the landscape overnight.

Also, it has not achieved the market dominance it enjoys in the USA in any other country. Amazon has, for example, been in the UK since 1998 and still has only a 16% share of e-commerce (its share in the USA is 43%).

We don’t have to be spooked about it. Retail companies come and go.

The challenge is to ensure that the workers at Amazon’s warehouses and the drivers delivering their parcels are union members enjoying the protection and representation of an effective union.

NegoƟaƟons commence at Woolworths and Kmart

by Bernie Smith, Branch Secretary

Enterprise Bargaining is back underway now at a number of our companies, including both Woolworths and Kmart.

Woolworths Late last year, Woolworths SDA Delegates from across the country came together to discuss our approach to negotiations.

During those meetings, SDA Delegates passed resolutions which support our list of claims to take to the company to ensure:  Wage increases for everyone;  That your take-home pay is protected;  Penalty rates are improved; and  Your hard-won SDA Union conditions are secured.

Throughout February, the SDA met with Woolworths to negotiate a new Woolworths Agreement.

It is our priority to protect what SDA members have fought hard to achieve over decades of bargaining, consistent with our approach which has been endorsed by Delegates.

You can read our log of claims on sda.com.au/woolworths.

Remember, no proposed Woolworths Agreement can be put in place without a vote of all employees.

You will have the final say when it comes to any new Woolworths Agreement.

We thank our SDA Delegates and members for their support and hard work to ensure Woolworths workers get a fair go.

We will continue to update all members throughout negotiations.

Kmart Negotiations are also well progressed in Kmart. After a meeting with Kmart Delegates in October 2017 (pictured

below), the Union’s negotiating team met with Kmart throughout November and February to negotiate a new Agreement.

No Agreement will be finalised without a vote of Kmart members.

If you have any questions about this or any other workplace matter, please contact the SDA on 131 732 or speak to your SDA Delegate or Organiser, or you can go to sda.com.au/kmart.

SDA NEWS I AUTUMN 2018 I PAGE 11

THE SHOP ASSISTANT

’

YOUR VOICE MATTERS

Abuse shouldn’t be in a day’s work.

A major national campaign was launched by the SDA before Christmas, calling on customers to respect retail and fast food workers

by Bernie Smith, by checking their Branch Secretary attitude before they get to the checkout, especially during the holiday shopping rush.

Unacceptable figures A staggering 85% of retail and fast food workers have experienced abuse by customers, prompting the SDA to launch the No One Deserves a Serve campaign.

The SDA’s online survey of more than 6,000 retail and fast food workers identified this as a serious workplace health and safety issue.

A stressful time of year The No One Deserves a Serve campaign was rolled out over the Christmas and New Year period – a time when workers are at greater risk of being unfairly subjected to customer outbursts.

Fast food worker Michelle Hooper said a mother had screamed abuse at her on New Year’s Eve when she was closing.

Lawrence, a retail worker in Western Sydney said customers get more and more angry as it gets closer to Christmas.

“Just a couple of weeks ago I had a customer become extremely irate at me, because we had sold out of the item he wanted. He was blaming me and yelling that it was my fault,” Lawrence said.

Getting the message out Abuse shouldn’t be in a day’s work, and the SDA took this message straight to customers.

The massive campaign included television, radio, digital and outdoor advertising, and was extremely successful, with the series of advertisements and media reports achieving national and international exposure.  You can see the TV ads at: http://bit.ly/NODASvid The message to customers was seen and heard online, on the airwaves, on screens, on buses and trains and in shopping centres in every State and Territory across the country.

The emotionally stirring content and real stories from retail and fast food workers provoked discussion and publicity across the country and ads even appeared on programs like Sunrise and were applauded for their positive messaging.

SIGN UP TO SUPPORT THE CAMPAIGN AT

NOONEDESERVESASERVE.COM.AU PAGE 12 I AUTUMN 2018 I SDA NEWS

Our member Michelle Hooper sharing her story on SBS News was viewed 1.2 million times and shared thousands of times It is no surprise retail and fast food workers were overwhelmingly supportive of this campaign, giving the public an insight into the issues they face every day at work.

Not part of the job Retail and fast food workers have told us they routinely have customers swearing and yelling at them, spitting in their faces or threatening them, simply for doing their jobs.

This abuse can severely affect their physical and psychological health and it cannot continue.

Everyone has the right to be able to do their job in a safe environment.

The No One Deserves a Serve campaign reminded everyone to respect workers, not just as they work through a time of year most get to spend enjoying with family and friends, but all year round.

What’s next?

This is an ongoing campaign. To make a difference, we need to create community awareness, change customer attitudes and behaviour as well as find practical workplace solutions to protect workers.

The SDA is working hard to find ways to build better protections for retail and fast food workers.We are pushing for widespread industry changes to ensure that customers can’t continue this behaviour.

WHAT

YOU

CAN DO IF YOU SEE OR EXPERIENCE CUSTOMER ABUSE OR VIOLENCE 

Report the incident to your store manager or supervisor



Tell your SDA Health & Safety Rep (HSR) or Delegate



Report the incident to your Health & Safety Committee

NEED HELP? Customer abuse and violence can impact on your mental health.

If you need to talk to someone about issues impacting on your mental health, or you are concerned about someone at work you can also contact: 

Lifeline: 13 11 14

Beyond Blue: 1300 22 4636 or beyondblue.org.au



THANKS TO ALL OUR DELEGATES! Delegates are the Union’s lifeblood, putting in many hours of volunteer work each year for their workmates. Late last year, functions were held around NSW and the ACT, where we thanked Delegates for their dedication, and presented awards to some especially long-serving Delegates.

PAGE 14 I AUTUMN 2018 I SDA NEWS

SDA NEWS I AUTUMN 2018 I PAGE 15

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Splashing out at...

SDA FAMILY DAY SDA members and their loved ones had a great day out at the SDA’s Family Day at Wet’n’Wild Sydney on 25 February.

SDA NEWS I AUTUMN 2018 I PAGE 17

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Get the support you need while studying!

The retail industry has great opportunities for students balancing study and work.

Whether you’re preparing for

by Alison Varga, your HSC, soaring Organiser through a TAFE qualification, or working towards higher education in college or university, it is important to have communication with your workplace about your study so they can support you. When you plan ahead for study, keep your workplace in mind!

What’s your study workload?

Have a look over your new timetable. Do you need to adjust your roster to reflect your timetable? Do you need to take into account more study time?

We encourage people to speak up about what changes you need so your store can support you.

It is best to write down what your availability is, and how many hours per week you would ideally like to work.

It’s also a good idea to put an end date if you’re going to reduce your workload for a while, but planning to take on more hours when the holidays come.

Take notes when you have conversations with your manager so if there is a change or an issue, you have a reference back to that point. Remember — communication is key.

Exams coming up?

Exams can take a lot of preparation, and occasionally you need to take some time off work to ensure the best results.

If you’re permanent, that might mean taking annual leave.

Remember to apply for your leave well in advance so the store can prepare.

If you’re a casual, make sure you communicate a temporary change to your availability — the more notice you give, the better.

The SDA is here to support our members who are students. In many of our enterprise agreements, your stores need to take into account your study commitments when rostering. If you do have issues, speak to your Delegate or call 131 732 for more info.

did you know...

The SDA is here to support you with your study commitments. Have you ever applied for our textbook vouchers or scholarships? We give away 1200 vouchers per year, $100 for University and $80 for Highschool and TAFE.

Jump online to find out more.

SDA NEWS I AUTUMN 2018 I PAGE 19

NEW DOMINO’S AGREEMENT Domino’s part-time workers can now guarantee themselves up to 15 hours per week subject to their availability, when the Award contains just three hours per week.

Workers have overwhelmingly approved a new Domino’s Agreement which locks in full penalty

by Bernard Govind, rates, improved Industrial Officer conditions and provides access to higher guaranteed hours for part-time workers.

In a workplace environment characterised by casualisation and underemployment, this is an important win for Domino’s part-time workers who now have access to a reliable weekly income.

The new Agreement provided Domino’s workers with a strong package of wages and conditions that will serve as an excellent basis for future gains.

We’re also pleased to see a package of above-Award conditions including voluntary work on public holidays, improvements to

the uniform provision and greater leave benefits locked in with this agreement.

While the Agreement delivers a good package of above-Award wages and conditions, importantly it provides a strong foundation on which to build future gains for Domino’s workers.

This new Agreement is unique in that it replaces 27 expired Domino’s Agreements and unifies them into one, making it much simpler and easier for our Union to win better wages and working conditions for all Domino’s workers in the future.

HOURLY WAGE RATES CLASSIFICATION Ordinary rate

PERMANENT After 10pm Saturday Mon-Fri

21 years+ 20 years 19 years 18 years 17 years 16 years Under 16

$20.10 $18.09 $16.08 $14.07 $12.06 $10.05 $ 8.04

$22.11 $19.90 $17.69 $15.48 $13.27 $11.06 $ 8.84

21 years+ 20 years 19 years 18 years 17 years 16 years Under 16

$21.31 $19.18 $17.05 $14.92 $12.79 $10.66 $ 8.52

$23.44 $21.10 $18.75 $16.41 $14.06 $11.72 $ 9.38

Sunday

Ordinary rate

LEVEL 1 $25.13 $29.15 $25.13 $22.61 $26.23 $22.61 $20.10 $23.32 $20.10 $17.59 $20.40 $17.59 $15.08 $17.49 $15.08 $12.56 $14.57 $12.56 $10.05 $11.66 $10.05 LEVEL 2 – SUPERVISORS $26.64 $31.97 $26.64 $23.97 $28.77 $23.97 $21.31 $25.57 $21.31 $18.65 $22.38 $18.65 $15.98 $19.18 $15.98 $13.32 $15.98 $13.32 $10.66 $12.79 $10.66

CASUAL After 10pm Saturday Mon-Fri $27.14 $24.42 $21.71 $18.99 $16.28 $13.57 $10.85

$30.15 $27.14 $24.12 $21.11 $18.09 $15.08 $12.06

$34.17 $30.75 $27.34 $23.92 $20.50 $17.09 $13.67

$28.77 $25.89 $23.01 $20.14 $17.26 $14.38 $11.51

$31.97 $28.77 $25.57 $22.38 $19.18 $15.98 $12.79

$37.29 $33.56 $29.83 $26.10 $22.38 $18.65 $14.92

PENALTY RATES Monday to Friday — 10pm-midnight Monday to Friday — Midnight-6am Saturday Sunday *Transitioning to 25% in line with the FWC penalty rate decision.

Casuals receive the above penalty rates in addition to the 25% casual loading.

PAGE 20 I AUTUMN 2018 I SDA NEWS

Sunday

10% 15% 25% 45%*

BETTER RESULTS BY STICKING TOGETHER The support of Domino’s members was critical in maintaining a strong voice in these negotiations.

Ensuring you and your workmates stick together in the SDA means we can continue to fight for better pay and conditions for retail and fast food workers.

DELIVERY RATES Where an employee is required to use their own vehicle for deliveries, they will receive (in addition to their ordinary rate of pay) an amount per delivery, calculated at the election of Domino’s on the basis of either:  Payment per delivery as follows: DELIVERY ALLOWANCE Zone A: Up to and including 2km $1.15 Zone B: More than 2km and up to and including 4km $3.20 Zone C: More than 4km and up to and including 6km $5.13 Zone D: More than 6km and up to and including 8km $6.31 Zone E: More than 8km and up to and including 10km $7.12 Zone F: More than 10km $9.02 OR  payment per delivery caculated at $0.41 per kilometre.

Specific conditions apply regarding what constitutes a separate delivery, and number of deliveries in a shift.

SDA NEWS I AUTUMN 2018 I PAGE 21

Arora’s IGA direct faces $2m bill The SDA recently prosecuted a case against the former director of Arora’s IGA, Mr Arora, for failing to pay entitlements to employees including large

by Mitchell Worsley, amounts of Industrial Officer superannuation.

Background

Now you can access rewards and member benefits, message us directly and check your balance and super details whenever it suits you.

Download the REST app now.

Text “Welcome” to 0488 824 302 for a link to the app As we have not taken into account your circumstances please consider whether this information meets your needs. Go online for a PDS to consider before deciding. This information is provided by Retail Employees Superannuation Pty Limited ABN 39 001 987 739 as trustee of REST (Retail Employees Superannuation Trust ABN 62 653 671 394).

PAGE 22 I AUTUMN 2018 I SDA NEWS

The SDA’s Federal Court case and the ATO’s Supreme Court case have resulted in penalties, interest and compensation of about $2 million, awarded against the director, Mr Arora, personally.

In April 2010, Arora began to acquire IGA supermarkets, most of which were former Franklins supermarkets. By March 2013, Arora had purchased 20 IGA supermarkets across Sydney.

Failing to pay enƟtlements In May 2013, the SDA began to receive complaints from its members working in Arora IGA supermarkets that they had not been paid their superannuation entitlement.

Between May 2013 and June 2014, the SDA attempted to resolve members’ complaints through discussions with the Arora Group.

After raising these issues with the Arora Group, they would appear to catch up on superannuation payments, but within a few months would fall behind again.

They also failed to pay other entitlements.

Despite the SDA taking the company to the Fair Work Commission, the Arora Group refused to pay its employees their

non-working day public holiday benefit for Easter Sunday two years in a row.

The Arora Group also deducted SDA members’ union fees from their pay, but did not pass on these fees to the SDA.

Arora Group insolvency In December 2014, the largest Arora IGA company went into administration. The other companies in the group followed shortly afterwards.

Arora companies that were operating My Baby Warehouse also began to go into administration in December 2014.

Workers of the Arora IGA and My Baby Warehouse companies were left with large amounts of unpaid superannuation, which they had little prospect of recovering.

Taking legal acƟon

By July 2014, the SDA decided to commence legal action on behalf of SDA members working in Arora’s IGA. We instructed our lawyers to commence legal proceedings against the Arora Group.

When the companies went into administration, the SDA decided to continue the legal action against Mr Arora himself, rather than the companies, for up to $450,000 in unpaid entitlements.

SDA wins case against Mr Arora The Federal Circuit Court declared that Mr Arora was in breach of the Fair Work Act and ordered him to pay a penalty of $75,000 in addition to other entitlements — now calculated by our lawyers to be more than $460,200 — to his former employees.

ctor The SDA will seek to enforce the orders against Mr Arora.

Stronger protecĆ&#x;ons are needed

—

This case sends a strong message to the retail industry that the SDA will not only pursue companies, but also individual directors where systematic underpayment of entitlements occur.

The SDA is doing all it can within the bounds of the law to protect members from businesses that flagrantly underpay employees their entitlements, including superannuation.

But changes to the law are needed to better protect employees’ entitlements.

Last year, a Senate Committee made a number of recommendations to the Government to change the law to make it easier for unions and government agencies to take legal action against employers that don’t pay superannuation to employees.

The Turnbull Government has agreed to implement some, but not all, of the recommendations.

More protection and better enforcement is still needed.

In New South Wales, the Labor opposition has promised to pass a law that criminalises wage theft, which would mean fines and possible jail time for employers who deliberately underpay their workers.

Such a law would go a long way to deterring employers from unscrupulous behaviour.

In the meantime, we all have to be vigilant. If you suspect that your employer is engaging in this sort of behaviour, contact the SDA immediately. The sooner we can start pursuing an employer for your entitlements, the better our chances of success.

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SDA NEWS I AUTUMN 2018 I PAGE 5

Social Media and PosiƟve Mental Health

DO YOUR FRIENDS GET 100% OF WHAT THEY SHOULD?

In 2017, we collectively realised that social media has downsides — not just obvious problems like fake news and cyberbullying, but the addictive nature of social media newsfeeds, which can leave you feeling down if you spend too much time on it.

Even Facebook CEO Mark Zuckerberg recognised that people often left the site feeling negative.

by Mary Graham, Organiser

I have been meeting with many members since becoming an SDA Organiser last year.

Many young people are starting their first job in retail or fast food and are unaware of their entitlements.

But SDA members know their entitlements and have access to confidential expert advice.

Their Union membership empowers them to raise issues with management and insist that they do get paid what they should, get their correct breaks, and other entitlements.

MISSING OUT



SDA NSW & ACT Page



SDA Union Members (Official) Group

Unfortunately, many young people are not in the Union, especially those working in small shops.

Not only do they often miss out on some of their entitlements, they are often none the wiser about it. Or maybe they have a hunch that things are not quite right but don’t know what the minimum standards are. Why would they? It’s not something covered in the school curriculum.

Surveys have shown that many employers, either through malice or ignorance, cut their workers short and younger workers are disproportionately affected.  50% of young people believe they are not being paid correctly.



100% Pay





REST industry super

JOIN AND LEARN!

So, why not put some ‘healthy’ content in your Facebook feed? Here is a list of Pages you might want to follow: SDA Pages:

Local information: 

Fire and Rescue/RFS/SES/Police



Traffic and public transport alerts



Your Local Council will let you know about nearby community events – find yours at olg.nsw.gov.au/ find-my-council

Good habits reminders: 

MoneySmartAu



SANE Australia

PAGE 24 I AUTUMN 2018 I SDA NEWS

56% say they aren’t getting the right on-the-job training.

Your friends or young relatives who are working in retail and fast food jobs might not be in the Union. But the best thing they can do to make sure they get their entitlements is to join! It’s now easier than ever — you can even join on your phone at sdansw.org.au/join As a first step, they can check up what their basic entitlements on the SDA’s refreshed 100% Pay website at 100percentpay.com.au

LET THEM KNOW Know someone who works in retail or fast food and isn’t a member? They might be missing out! Text them the link to 100percentpay.com.au where they can learn about their minimum pay, breaks, superannuation and more.

Yes, everyone should join the Union — but it can be hard to catch them at the right time to talk about it. If you refer people to our 100% Pay site you don’t have to worry, they will get plenty of prompts to join the Union on the site.

Off the clock is not on!

Unpaid overtime is a growing problem.

It seems more and more workers are ‘volunteering’ for

by Mitchell Worsley, unpaid work. It is Industrial Officer a problem for both workers on wages and on salaries.

Giving your pay away According to the Australia Institute’s Centre for Future Work, the total value of unpaid work in Australia is estimated at $130.7 billion.

That’s $130.7 billion that workers are giving to their employers.

On average, workers in the retail industry are working 3.9 hours in unpaid labour each week.

Workers on wages are paid for the time they work. Any time they work past the end of their shift should be paid and may attract higher rates of pay.

The bigger picture Many wage workers feel obligated to stick around to get the job done.

They say things like “I’m doing it as a favour” or “if I don’t do it, some other team member will have to do it”.

These sentiments are understandable, but working unpaid overtime is actually causing more harm to your fellow workers than good.

By continuing to work unpaid overtime, workers are creating an expectation in the minds of management that working unpaid overtime is ‘normal’.

Managers can then increase workloads, knowing that workers will stick around until the job is done.

Retail Award or possibly an enterprise agreement (EA), even if they are on a salary.

Fixing the problem

This means that what they earn in their salary cannot be less than what they would have earned under the Award or EA.

If workloads are the problem, then working unpaid overtime won’t help.

Even if management is unaware that workers are working unpaid overtime, they will see no need to reduce the workload because the work is getting done.

For managers doing excessive overtime, their salary may not cover all the extra penalty rates and overtime rates they are entitled to.

The best way to send a signal to management that they need more staff hours to get the work done is to work to the best of your ability within your hours of work and leave it at that.

Health and safety risks

If the work is not finished, it is a matter for management to put on more staff or provide more paid hours of work, not for workers to work unpaid overtime.

What about salaried workers?

For salaried workers it is a problem too.

A portion of their salary takes into account the fact that they may be required to work some overtime.

However, department managers and store managers in supermarkets or department stores are still covered by the

This means they are being underpaid.

Working excessive hours can also be a risk to health and safety.

It can lead to fatigue, which can increase the likelihood of injury while working.

Working excessive hours can also be a risk to mental health.

Recently, a member came to the SDA seeking assistance after working 19 days in a row. The excessive workload had caused problems in their personal relationships at home, which in turn caused the member to develop anxiety and depression.

Don’t let it get to this terrible stage.

Contact the SDA straight away if you need assistance.

did you know...

If you have been working unpaid overtime, you may be entitled to backpay.

Just make sure you keep a record of the hours you work, and the SDA can check your pay to ensure you are not being underpaid.

Talk to your Delegate or Organiser, or call the SDA on 131 SDA if you need help.

SDA NEWS I AUTUMN 2018 I PAGE 25

It can be a tough gig An increasing number of Australian workers are setting up a second source of income to meet

by Michael Walker, rising living costs, Communications or as a way to Officer follow their passion.

This does not necessarily mean a second traditional job, but can come in all sorts of varieties such as photography, musical performance, YouTube videos, modelling or so-called ‘gig’ work for app-based platforms.

Cuƫng through the hype There is a lot of hype about a new way of working in the ‘gig economy’ with the rise of Uber and Airtasker.

Often these are not new ways of working, but rather old jobs with a new way that the work is allocated to, and accepted by, a worker through app-based platforms.

No matter how work is allocated — through app-based platforms, or through traditional employment — all workers should be entitled to fair pay and conditions, superannuation and workers compensation.

Photo: Chris Goodwin (supplied by Fairfax) © Fairfax Media Ltd 2018

PAGE26 I AUTUMN 2018 I SDA NEWS

App-based platforms receive a lot of criticism because, since they treat people who work through them as independent contractors, it means that work that might otherwise attract sick leave, superannuation and other protections is instead paid at a flat rate.

Also, the platform companies are not, at present, obliged to ensure that the rate of pay meets the minimum wage.

Recent research by the Centre for Future Work suggests that Uber is paying much less than the minimum wage and that this is actually the main source of its competitive advantage.

If you still think you want to give something like this a go to top up your income, here’s an idea of what it’s like.

I spoke to Delegate Chris Goodwin who has been working for eight years as a supermarket nightfiller, and recently decided to take up Uber EATS deliveries on the side.

Chris signed up right after Uber EATS launched last year. Initially, the service was only available in the city and Eastern Suburbs but now it has expanded to cover about half of Sydney.

Previously, Chris worked another job during the day but the physical aspect of that was getting too much, so Uber EATS has been a transition to something less physically taxing.

The busy hours are meal times: 7-10am, 11am-2pm and also the evenings, but that is when he works nightfill.

Chris says, “Pay is variable. Sometimes I don’t get a call, sometimes I do ten deliveries; it can vary from $20 to $200 per night. In the beginning I’d go out, go to busier areas and try to chase down the busy restaurants.

What you should know before doing work for an app-based plaƞorm... 

Identify the correct rate of pay for the job you are doing.



You will have to pay tax at the end of the financial year; it’s not taken out of your pay.



You are responsible for your own insurance for damage to your own vehicle or the company’s equipment (although the company is still obligated to provide a safe work environment).



To correctly figure out what you are earning, you should account for depreciation of your vehicle and the fact that you will need to buy a new one sooner.



Student visa work restrictions still apply to this kind of work (maximum of 40 hours of work per fortnight).



If you work for Foodora, you are expected to provide 48 hours’ notice if you are going to be unavailable.

“I now try to stay in my local area which I know better, and where I can wait at home if there’s a lull.”

Chris uses his own motorbike, while others use pushbikes or cars. He says there are horrific drivers around but he has had no accidents to date, while Ubering at least.

“I like getting to look around the city and see the new areas that are getting built, getting to revisit places I haven’t been for a while, and discovering new restaurants”.

Chris’s advice for anyone thinking about it is to give it a try.

What do unions think about gig work?

Technological change is always going to be with us, and unions have no issue with people finding employment through app-based platforms if it is fair.

We do, however, have concerns about business models that avoid laws that are designed to protect workers.

Work needs to be paid fairly, regardless of how it is done.

This is just a quick guide. Make sure you thoroughly check your conditions of ‘employment’ and talk to other people who have experienced this sort of work.

They'll be able to warn you of any pitfalls you may not have thought of!

SDA NEWS I AUTUMN 2018 I PAGE 27

Myth busƟng long service leav

by Hugh McLaurin, Organiser

Most people know the general rule of long service leave in NSW: if you work for a company for ten years (with continuous service) you are entitled to long service leave.

However, there are some aspects of long service leave that a lot of people have misconceptions about.

Below we deal with three myths relating to long service leave in NSW (note: the myths addressed below relate to long service leave only in NSW).

Myth 1: Only permanents get long service leave.

Wrong! In NSW, all employees are entitled to long service leave.

Casual service counts towards service for the purpose of long service leave. So if you work for two years as a casual and then eight years as a permanent, that counts as

PAGE 28 I AUTUMN 2018 I SDA NEWS

ten years’ continuous service, meaning you are entitled to long service leave.



your average weekly pay for the past twelve months; or

Myth 2:



your average weekly pay for the past five years.

Payment is based on the hours you have worked over your employment.

When you accrue long service leave, you accrue it in weeks, not hours. So after 10 years’ service, you have 8.67 weeks long service leave.

When you take long service leave or have it paid out on termination, it is paid on the basis of your ‘ordinary pay’. Ordinary pay does not include any overtime, penalties or loadings.

For full-time employees, your ordinary pay is the greater of the following: 

your weekly pay at the time the leave is paid; or



your average weekly pay for the past five years.

For part-time employees or casuals that work irregular hours, your ordinary pay is the greater of the following:

So be careful about when you take your long service leave to make sure you maximise the benefit.

For example, you could have spent the first 20 years of your employment working full-time, then decide as you reach retirement to drop to part-time for your last five years.

In that circumstance your long service leave is paid out using an average of your part-time hours, not your full-time hours.

You would receive more pay if you took the long service leave before dropping your hours.

Myth 3: Long service leave only gets paid out on termination if you have been employed for ten years or more.

Usually this is right. However, there are some circumstances where you can get your long service leave paid out if you leave after five years.

ave If you have between five and ten years’ service and you resign, your long service leave should be paid out if you have resigned because of:  

illness or incapacity; or a “domestic or other pressing necessity”.

A domestic or other pressing necessity can include things like having to take care of a sick or injured family member, having to move interstate due to family circumstances, or perhaps even having to find a higher paying job due to financial distress.

You can also be paid out long service leave if you have between five and ten years’ service and you are dismissed by your employer.

As long as the dismissal is not for serious and wilful misconduct, the long service leave should be paid.

Facts about long service leave in the ACT   

 













All employees are entitled to long service leave, including casuals.

Employees are entitled to long service leave after seven years’ continuous service.

Employees are entitled to the equivalent of one month long service leave for every five years of service.

Leave is taken at a time agreed between the employee and the employer.

However, an employer can give an employee notice in writing that they must take leave after 60 days from the date of the notice.

Payment of long service leave is at the employee’s ‘ordinary remuneration’, which does not include penalties or loadings, but does include some allowances and bonuses.

For a full-time employee, ordinary remuneration means their weekly wage or salary at the time the leave is paid.

For a part-time or casual employee, ordinary remuneration is based on the average number of hours worked by the employee over the last 12 months.

If a casual or part-time employee has been employed full-time sometime in the last two years, then the ordinary remuneration is based on an average over the last five years.

An employee who has between five and seven years’ service will be paid their long service leave on termination if they resign because of illness or incapacity or because they have reached retirement age.

An employee who has between five and seven years’ service will be paid their long service leave on termination if they are dismissed by their employer for any reason other than serious and wilful misconduct.

SDA NEWS I AUTUMN 2018 I PAGE 29

The Sydney Tower Eye

Madame Tussauds

Sydney Aquarium, Darling Harbour

SDA members and their families are entitled to a 20% discount on single adult and child entry tickets upon presentation of their current SDA membership card.

SDA members and their families are entitled to a 20% discount on single adult and child entry tickets upon presentation of their current SDA membership card.

SDA members and their families are entitled to a 20% discount on single adult and child entry tickets upon presentation of their current SDA membership card.

SDA members and their families are entitled to a 20% discount on single adult and child entry tickets upon presentation of their current SDA membership card.

t (02) 9333 9222 a sydneytowereye.com.au

t (02) 9333 9240 a madametussauds.com/sydney

t (02) 8251 7800 a sydneyaquarium.com.au

t (02) 8251 7877 a manlysealifesanctuary.com.au

WILD LIFE Sydney

Australian National Maritime Museum

Currumbin Wildlife Sanctuary, Gold Coast

Featherdale Wildlife Park, Doonside

Manly SEA LIFE Sanctuary

SDA members and their families are entitled to a 20% discount on single adult and child entry tickets upon presentation of their current SDA membership card.

SDA members and their families are entitled to a 20% discount upon presentation of their current SDA membership card.

SDA members and their families are entitled to a 20% discount upon presentation of their current SDA membership card.

SDA members and their families are entitled to a 25% discount upon presentation of their current SDA membership card.

t (02) 9333 9288 a wild-life.com.au

t (02) 9298 3777 a anmm.gov.au

t (07) 5534 1266 a cws.org.au

t (02) 9622 1644 a featherdale.com.au

Gold Coast Attractions SDA members and their families are entitled to a 15% discount at these leading Gold Coast attractions:

Movieworld*

Seaworld*

Wet’n’Wild Dreamworld White Water Skypoint Water World* t (07) 5588 1111 World t (07) 5582 2700 t 133 FUN t 133 FUN (07) 5588 1111 t (133 386) (133 386) a dreamworld. a whitewaterworld. a skypoint. t 133 FUN myfun.com.au a myfun.com.au com.au com.au com.au a a myfun.com.au *Please note: you must pre-purchase your tickets through the SDA website to access the discounts on these attractions.

Illawarra Fly Treetop Adventures

Trent Driving School

SDA members and their families are entitled to a 20% discount on single adult and child entry tickets upon presentation of their current SDA membership card.

1300 362 881. www.illawarrafly.com

Book with Trent and receive a $10 discount on any full-priced lesson*. Use coupon code SDATrent when booking. Go to ltrent.com.au for more information.

t

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*offer only available to students that are new to Trent Driving School. Not valid with any other offer.

Keeping you covered on your journey Europcar Rentals SDA members receive exclusive rates when they rent with Europcar. Simply quote 47699503 when making your booking. No PIN or Velocity number is required. For more information, phone Europcar on 1300 131 390 or go to europcar.com.au.

PAGE 30 l AUTUMN 2018 l SDA NEWS

Every SDA member in NSW* is covered by our free journey insurance as part of their Union membership. dŽ ĮŶĚ ŽƵƚ ŵŽƌĞ͕ ƐƉĞĂŬ ƚŽ LJŽƵƌ ĞůĞŐĂƚĞ Žƌ KƌŐĂŶŝƐĞƌ͕ ĐŽŶƚĂĐƚ ƚŚĞ ^ ŽŶ ϭϯϭ ϳϯϮ͕ Žƌ ŐŽ ƚŽ ƐĚĂŶƐǁ͘ŽƌŐ͘ĂƵ Ύ d ŵĞŵďĞƌƐ ĂƌĞ ĐŽǀĞƌĞĚ ĨŽƌ ũŽƵƌŶĞLJ ĐůĂŝŵƐ ƵŶĚĞƌ ƚŚĞ d͛Ɛ ǁŽƌŬĞƌƐ͛ ĐŽŵƉĞŶƐĂƟŽŶ ůĂǁƐ͘

www.engagingmembers.com.au

TO PURCHASE YOUR TICKETS...

t n u o Disc ie Tix Mov

+ order online at www.sdansw.org.au, + phone the SDA on 131 SDA (131 732) with your credit card details, or + purchase them in person at the SDA Sydney Office between 8.30am

and 4.00pm Monday to Saturday (except on public holidays).

ALL TICKET OPTIONS ARE NOW AVAILABLE ONLINE! All SDA Movie Tickets are now available as e-tickets,, which you can print at home or redeem on a smartphone. Order online at sdansw.org.au.

SDA NSW BRANCH + 131 SDA (131 732) + WWW.SDANSW.ORG.AU SDA NEWS I AUTUMN 2018 I PAGE 31

NEW AGREEMENT AT DOMINOâ&#x20AC;&#x2122;S! SEE PAGES 20-21

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