SDANEWS OFFICIAL MAGAZINE OF THE SHOP, DISTRIBUTIVE AND ALLIED EMPLOYEES’ ASSOCIATION, NEW SOUTH WALES BRANCH WINTER 2018 RRP $10.00
THE UNION FOR WORKERS IN RETAIL.FAST FOOD.WAREHOUSING
SHOP, DISTRIBUTIVE AND ALLIED EMPLOYEES’ ASSOCIATION, NSW BRANCH
WWW.SDANSW.ORG.AUPHONE 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, Jacinta Moore, Alexander Kennedy
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, Jessica Chidiac EDUCATION OFFICER: Philippe LeCompte
The rules are broken In 2018, a record share of the nation’s wealth is going to the owners of business, while the share going to working people declines. That means that economic inequality, which is already too high, is growing worse. At the same time, levels of wage theft and unpaid superannuation are at endemic levels. These are serious issues across many industries — not just in retail with businesses like 7-Eleven or Arora IGA. This is all evidence that the workplace rules in Australia are broken — so it’s time to change the rules. When unscrupulous employers engage in systematic wage theft with little chance of being caught — it’s time to change the rules. When superannuation goes unpaid by the billions each year — it’s time to change the rules. When EBAs containing good wages and conditions can be unilaterally terminated by an employer — it’s time to change the rules. When Award penalty rates are cut with no compensation to workers — it’s time to change the rules. The SDA has joined the ACTU’s Change the Rules campaign to fight for fair pay, more secure jobs and fairer workplace laws. Throughout 2018, you will see a lot more of this campaign as we all work to change the rules (see pages 8-9).
Bargaining underway Strong and united action by members and Delegates through the SDA is securing good bargaining outcomes that: protect take-home pay; improve penalty rates; secure hard-won SDA conditions; and ensure pay rises for all. Coles members have secured a new Agreement which has been approved by the FWC, and on 1 July will get pay rises of 3.5% to their new Agreement rates, and increases to protected pay rates too.
Kmart Delegates have just endorsed a new in-principle Agreement that once finally drafted will be circulated to members who will vote on the proposed new Agreement. Negotiations are also well advanced in a number of other companies including Woolworths Supermarkets (see page 4). Improving members’ pay and conditions remains the SDA’s number one priority. Strong and united action by members and Delegates through the SDA will secure good bargaining outcomes.
The SDA will run a public awareness campaign to remind the public that, as single-use bags stop being used, they mustn’t take their frustrations out on retail staff – simply because they’ve forgotten their reusable bags, or don’t like the old bags not being available. Retail staff are just doing their job.
Don’t bag retail staff
If you have problems from customers about these changes, remember that shop assistants have rights at the checkout too! You can:
Abuse shouldn’t be in a day’s work. For far too many retail and fast food workers, customer abuse is a daily reality. In the last edition of SDA News, we reported that we had launched a campaign to address customer abuse: No One Deserves a Serve. Since the launch of the campaign, we have continued taking the message of respect for retail, fast food and warehouse workers out to the community. In addition to the public awareness campaign launched late last year online, on radio, on billboards, on trains and on TV, the NSW Branch has also put the message of respect and No One Deserves a Serve in front of the 800,000 attendees at the Sydney Royal Easter Show. Retailers are hearing the message too, and a number of retailers, peak retail bodies and Government organisations look set to join the campaign following the SDA-hosted National Customer Abuse & Violence Roundtable, which was held in March (see pages 10-11). It is vital that all industry participants join the campaign to rid our industry of customer abuse. Our next message for the public will be launched in mid June and early July, as many retailers phase out single-use plastic bags (see pages 6-7).
As the changes around plastic bags occur in your workplace, don’t forget that if you’re in the SDA, you’re not alone.
refer abusive customers to your manager;
refuse to accept filthy bags; and
politely decline to overfill bags so they’re not too heavy to lift.
As these changes at the checkout occur throughout NSW, our message to the public is clear. If you forget your reusable bags, Don’t Bag Retail Staff – No One Deserves a Serve.
At work with you Winter may be closing in as the days get shorter, but I can assure all members that things are heating up for SDA members, whether its bargaining on wages, handling store-based issues or tackling customer abuse. It’s good to know that the SDA is at work with you.
Bernie Smith, Branch Secretary
SDA NEWS I WINTER 2018 I PAGE 3
Bargaining Update The number one priority for SDA members is always improving wages and conditions. After significant delays in bargaining by Bernie Smith, in the retail industry Branch Secretary caused by the Fair Work Commission penalty rates case, it is good to have bargaining underway with a large number of companies of all sizes across the retail, fast food and warehousing industries. Bargaining is underpinned by the industry Awards that the SDA continues to improve, including the recent 3.5% pay rise the SDA won through the ACTU in our industry Awards.
Coles EBA approved by FWC; pay rises follow The SDA Coles EBA was voted up by 91% of voting Coles employees. The Fair Work Commission has now approved the new EBA, and members have received: An EBA sign-on bonus of $475 (pro rata for part-timers and casuals); new top-up protected pay rates; improved penalty rates; maintainence of most above-Award SDA-won Union conditions; a pay rise of 3.5% to Agreement rates and an increase on protected pay rates on 1 July. Coles members have shown the way forward on bargaining by staying strong and united through the SDA.
Kmart Delegates approve in-principle Agreement Kmart Delegates met across Australia on 29 May to discuss an in-principle Agreement for a new Kmart National Agreement (KNA).
PAGE 4 I WINTER 2018 I SDA NEWS
Following a detailed report back from the Secretary on the negotiations and the in-principle offer, SDA Kmart Delegates from across NSW and the ACT voted unanimously to endorse the package. Delegates across Australia resoundingly endorsed the package, too. There is still a lot of work to do to finalise the proposed Agreement, including detailed drafting. The SDA will be bringing more details of the package to Kmart stores in the coming weeks. The in-principle Agreement: protects Kmart members’ take-home pay; improves penalty rates; maintains most SDA-won above-Award conditions; improves permanent work opportunities for part-time and casual employees; and provides pay rises for all employees through the EBA. All Kmart employees will get to vote on the KNA to have their say before any new KNA comes into effect.
Woolworths Supermarkets – negoƟaƟons conƟnue Woolworths Supermarkets negotiations continue, and members’ continued strong support has seen significant progress made on SDA claims, including: improved future penalty rates; improved compassionate leave; no cuts to part-time hours ; paid domestic violence leave; casual to permanent conversion; protecting better breaks; RDOs for full-timers; many other leave entitlements. We continue to strongly press the SDA claim for Woolworths to provide uniforms to members free of charge, and a large
number of claims linked to your superior SDA-won conditions. The key issue of wages and pay rises will be the focus of the next few negotiation meetings. We will keep members informed of all developments.
Other negoƟaƟons conƟnue In addition to the negotiations outlined above, the SDA has secured pay rises for members in a range of companies where we have linked the EBA pay rises to the win we had in the Fair Work Commission’s Annual Wage Review Case — an increase of 3.5% this year. Following SDA surveys of members and meetings of Delegates to set our bargaining claims, negotiations are underway in a wide range of companies. We are seeking interim pay rises for members in these companies. A number of Agreements are also currently being voted on by members — Agreements that will secure their future wages and conditions. In addition, the Fair Work Commission is in the process of approving a large number of SDA-negotiated Agreements. If you would like an update on negotiations in your company, ask your SDA workplace Delegate, your SDA Organiser, or call 131 SDA.
We are stronger together Strong and united action by members and Delegates through the SDA is securing good bargaining outcomes that:
protect take-home pay; improve penalty rates; secure hard-won SDA conditions; and ensure pay rises for all.
We’re protecƟng your pay Last year, I took a call from an SDA member who was working in a small retail store. Let’s call her Sue*. Sue had just by Robert Tonkli, Assistant Secretary finished her studies and was about to start her new career as a nurse. But she had a problem. Her employer had been deliberately underpaying her for four years! She was getting a flat rate less than the minimum under the Retail Award, and no penalty rates. Sue had asked several times to be paid correctly, but her employer refused. So Sue called the SDA for help. Luckily for Sue, she had joined the SDA when she had started work four years previously. We got all the necessary details from her, worked out how much she was entitled to and then contacted her employer. At first, they didn’t agree to backpay Sue, so we filed an underpayment claim with the courts. In the end, the claim was settled, and Sue got her full backpay — a total of just over $25,000.
It’s plain old stealing Sadly, today many young people working in retail and fast food are getting paid less than the legal minimum today. But unlike Sue, most will never get back their underpaid wages. Wage theft in Australia is a national disgrace. New stories of wage theft are emerging daily. A recent survey found that one in three international students and backpackers were being paid about half the legal
minimum wage, and most never received a payslip. Even large companies like 7-Eleven and Caltex have been reported for underpaying large numbers of employees through their franchisees.
So what was the Magazine’s advice? Join your Union when you start a new job! Joining your Union is simply the best protection against wage exploitation. This is great advice — it certainly worked for Sue.
What can be done?
The SDA is the Union for retail, fast food and DWC workers. All SDA members have the protection of their Union membership. The SDA will pursue backpay for any member for the period of their SDA membership. If you think you have been underpaid, contact the SDA as soon as possible, as claims for underpayment have to be made within six years of the underpayment occurring. If your matter goes to court, the SDA covers the costs of lawyers and court fees. And 100% of any moneys recovered go back to the member.
A mum wrote in to Money Magazine seeking advice for her teenage daughter who had worked for a bakery for a year and was substantially underpaid1. Money Magazine gave the following options and advice: She could contact the Fair Work Ombudsman. But they receive tens of thousands of complaints every year and don’t have the resources to pursue many complaints. So there is no guarantee her complaint would be acted on. She could hire a lawyer. But lawyers’ fees can be very expensive. Even if she was successful, most (if not all) of her daughter’s backpay could be eaten up in legal fees. She could try to run the case herself in court. But if you are not legally trained, this is a very daunting proposition. There are also court costs to pay, and no guarantee of success.
A sort-of insurance policy
Join for protecƟon If you know of a young person working in retail or fast food and they are not getting paid correctly, tell them to get the protection of Union membership. Tell them to join the SDA. It’s simply the best protection against wage theft.
did you know... Other recent underpayment recoveries have included: Almost $1,000 in underpaid allowances; $7,000 in unpaid termination entitlements; $8,000 in underpaid long service leave; $17,500 in unpaid overtime; $25,000 in unpaid wages and penalty rates; $43,000 in underpaid annual leave entitlements; and $67,000 for a member who worked for a small retail employer. *Not her real name.
1
moneymag.com.au/know-your-rights-claiming-wages/
SDA NEWS I WINTER 2018 I PAGE 5
SINGLE-USE BAG BAN – DON’T BAG R Retail workers are just like everyone else – they want to do their bit to help the environment. But the SDA is concerned that the decision of some companies in NSW to stop using single-use plastic bags at checkouts may increase health and safety risks for retail workers, particularly checkout operators. We have been consulting companies that are banning the bags on issues around handling reusable bags, particularly risks from abusive customers, manual handling risks from overloaded bags and health risks from unhygienic bags. The SDA — the Union that protects tens of thousands of retail workers in NSW and the ACT — has launched a public awareness campaign. We want customers to check themselves before they checkout. If customers forget their reusable bags, or don’t like the bag ban, it is not an excuse to abuse a retail worker. They must check their attitude before they checkout. If customers forget their reusable bags, it is no excuse to forget their manners. Our message to the public is clear – “Don’t Bag Retail Staff – No One Deserves a Serve” Listen out for the campaign on radio, online and in stores.
YOUR RIGHTS ON REUSABLE BAGS Shop assistants have rights at the checkout. You can: refer abusive customers to your manager; refuse to accept filthy bags; and politely decline to overfill bags so they’re not too heavy to lift.
WHAT’S HAPPENING? From this year, most Australian States will have bans on single-use plastic bags. New South Wales is the only State without an official ban, but many major brands will voluntarily cease to use single-use plastic bags by 1 July. Last year, supermarkets including Coles and Woolworths announced that they will be phasing out single-use plastic bags before 1 July this year, on a national basis.
HOW WILL IT AFFECT YOU? In many States, a ban on single-use plastic bags will be new and your employer must consult with you and the SDA before any changes take place.
Want more info about removal of single-use plasƟc bags and environmental impacts? Just google ‘plasƟc bag bans - what you need to know’
PAGE 6 I WINTER 2018 I SDA NEWS
G RETAIL STAFF! The SDA has engaged with Coles and Woolworths about their plans for the national phase-out of plastic bags and
CONCERNS OR QUESTIONS? Report any abusive behaviour, issues with overloaded bags or filthy bags as a
has asked both employers to consider WHS problem. the potential WHS risks we have identified:
HEAVY LOADS You can politely decline to fill green canvas bags to the brim – something that many customers prefer so they can use fewer bags. But over-packed bags are heavy to lift and can place checkout operators at greater risk of injury so the SDA recommends that retail workers: Pack the bag with the same amount as the nowbanned plastic bag – generally between 4 and 6 kilograms. If the customer wants more in the bag, they may pack extra items themselves and lift their bag into the trolley. Only lift weights which feel comfortable to you.
overloaded bags and unsafe
Your HSR can help provide specific
weights; and
advice and ensure that workers in your
unhygienic bags.
store are being consulted appropriately.
with a safe workplace.
You can also:
put it on the agenda for the Health and Safety Committee to respond to
We will have ongoing consultation with employers on the need for training,
speak with your Delegate, and/or
safe work systems, and adequate
raise the issue directly with your
support for members.
Most customers are fine about plastic bag bans, but if a customer becomes aggressive or abusive, call your supervisor. You do not have to put up with abuse at the checkout. The plastic bag ban is not your fault — you are simply obeying the law!
Representative (HSR) in your store.
abusive customers;
Your employer needs to provide you
CUSTOMER ABUSE
Contact the Health and Safety
your rights
Store Manager
You have the right to raise issues or
If you need help raising this in your
FILTHY BAGS
concerns before, during and after the
store, please get in touch with the SDA.
phase-out of single-use plastic bags is
We can provide more information and
in place.
advice.
You can politely decline to accept filthy bags. The SDA has received reports of spiders, mice, used disposable razor blades and even dentures found in green bags. No retail worker should have to deal with such unhygienic conditions. Call your manager or supervisor if there is a problem.
your health & safety Once the ban is in place, make sure you report any issues to your Store or Line Manager, including injuries, soreness, and abusive or violent customer behaviour. Make sure your report is recorded so the company can address the issue directly. The SDA will be running a public campaign throughout this process to support our members through this change.
SDA NEWS I WINTER 2018 I PAGE 7
It’s time to...
More secure jobs
Properly defined, and limited, casual employment;
Equal rights for all workers;
A complete overhaul of labour hire;
The right to be treated decently and fairly in the workplace;
Ending the uncapped temporary working visa system;
Ensuring skills for the future;
More secure jobs from free trade agreements;
Using government buying power to create secure local jobs.
Fair pay
Making sure that Awards improve with community standards;
You may recently have noticed
The rules need to be changed to
TV ads and news coverage of
Restoring penalty rates;
give all working people the basic
workers’ marches under the
Guaranteeing a living wage;
rights they need to improve their
banner ‘Change the Rules’.
Free and fair bargaining;
living standards.
Paid family and domestic violence leave;
This is just the beginning of
We are building a powerful
Closing the gender pay gap.
movement to change the rules,
Enforceable rights
and we need you to be part of it.
A strong, independent umpire;
Ending wage and superannuation theft.
Australian Unions’ campaign to change the rules so that working people have more secure jobs and better pay. Over many years, workers’ rights have been eroded, and power has
This is a wide-ranging campaign aimed at building a better, fairer Australia. Some of the matters
been handed to businesses. As
that need to be addressed to
a result, 40% of Australians are
achieve this are listed here.
in insecure work and wages have
For full details, just go to
flat-lined.
ChangeTheRules.org.au
Backing working people, not big business
Ensuring you have the right to join and participate in your union;
Stopping the setup of Commissions to attack workers;
Stopping employers from gaming the system to take an unfair advantage.
Restoring penalty rates From 1 July, retail and fast food workers will again face reductions in their Sunday penalty rate – cuts that will continue every year for the next few years. Since penalty rates were cut in 2017, consumer spending has declined and the jobs that were promised have not materialised. The Parliament must restore penalty rates to the pre-July 2017 levels, and the law should stop business from being able to impose cuts on workers’ pay packets.
PAGE 8 I WINTER 2018 I SDA NEWS
Domino’s EBA On 26 March, Domino’s withdrew our proposed Enterprise Agreement from the registration process before the Fair Work Commission. This was extremely disappointing, as the SDA’s proposal – which was rolled out to employees earlier this year – was ;
endorsed by an overwhelming 89 per cent of voting employees. It was then filed with the Fair Work Commission for registration. The proposed Agreement was reached after lengthy negotiations between the parties. The withdrawal of the application means that additional benefits, including leave provisions and access to higher guaranteed hours will not be available to members in the foreseeable future. This is a further example of why the workplace bargaining rules in Australia are broken and need to change. Australian workers want fair agreements and certainty in the bargaining process, but the current workplace rules in Australia don’t deliver this.
SDA NEWS I WINTER 2018 I PAGE 59
CAMPAIGN BUILDS Abuse shouldn’t be in a day’s work. For far too many retail and fast food workers, customer abuse is a daily reality. 85% of retail and fast food workers have been subjected to customer abuse in the last 12 months. About 1 in 4 retail workers say it is a weekly occurrence. For 14% of members the abuse includes physical violence from customers. These figures and this behaviour is unacceptable. In the last edition of SDA News, we reported that we had launched a campaign to address customer abuse — No One Deserves a Serve. The first stage was a public awareness campaign online, on radio, on billboards, on trains and on TV. If you missed the public awareness TV ads, you can still can see them at noonedeservesaserve.com.au. TAKING THE MESSAGE TO THE COMMUNITY
Since the launch of the campaign, we have continued to take the message of respect for retail, fast food and warehouse workers out into the community. The NSW Branch also put the message of respect and No One Deserves a Serve in front of the 800,000 attendees at the Sydney Royal Easter Show. Our next message for the public will be launched in mid June/early July, as many retailers phase out single-use plastic bags. The SDA will run a public awareness campaign to remind the public that as single-use bags stop being used, if they forget their reusable bags or don’t like that the old bags aren’t available, not to take it out on retail staff who are just doing their job. Don’t Bag Retail Staff – No One Deserves a Serve.
PAGE 10 I WINTER 2018 I SDA NEWS
TALKING TO INDUSTRY AND EMPLOYERS
TAKING THE MESSAGE TO GOVERNMENT
Customer abuse is a complex problem to address. To get real change requires that members not accept poor behaviour, as well as the public changing their behaviour. But a vital part of change is the retail industry, particularly employers, accepting that there is a problem of customer abuse, and committing to fix the problem with a range of initiatives. The SDA wants to work with all parts of the retail and fast food industry to fix this problem. As part of the SDA’s strategy to deal with the epidemic of abuse and violence in the workplace, we recently brought together major employers, industry peak bodies, community groups and Government organisations from across Australia for a landmark Roundtable meeting to work towards industry-wide solutions. The National Customer Abuse & Violence Roundtable was hosted by the SDA on 15 March. Organisations that attended included the SDA, the National Retailers Association, Shopping Centre Council of Australia, Liquor Stores Association, Beyond Blue, Woolworths, Coles, ALDI, McDonald’s, Bunnings, Myer, Priceline, Target, Kmart, The Reject Shop, KFC, Retail Food Group, The Salvation Army, iCare and WorkSafe. Much remains to be done, but significant progress was made. There was an acceptance across the industry that this problem must be addressed. Two priority areas where work will begin are: developing an industry training package, and promoting greater public awareness of the issue.
The SDA believes that safety regulators and the Government also have a role in fixing this problem. The SDA NSW & ACT Branch has had productive ongoing discussions with regulators in NSW and the ACT, with regulators from both jurisdictions being engaged on how to fix this problem. We look forward to working with iCare NSW and SafeWork NSW to trial a number of initiatives. We are also very impressed with the ACT Government’s commitment to raising public awareness of customer abuse and we will work with them to get the message out in the ACT community.
RAISING AWARENESS IN OUR WORKPLACES
SDA Delegates and Organisers will be working on the issue of customer abuse in workplaces in the coming months. It is vital that all workers in shops and fast food outlets are part of the campaign. The three best ways to take part are:
SUPPORT IT — go to the No One Deserves
a Serve website; REPORT IT — all incidents of customer abuse and violence should be reported to management and where appropriate the police; and SORT IT — join your Union and encourage all your workmates to join the SDA so together we can sort out a solution so retail, fast food and warehouse workers are treated with respect.
SIGN UP TO SUPPORT THE CAMPAIGN AT NOONEDESERVESASERVE.COM.AU
WHAT A GREAT RESULT!
At last year’s Melbourne Cup event in Sydney, a raffle was held to support the Children’s Hospital at Westmead, which helps sick kids from all of New South Wales. The bar and sweeps takings were also donated. On the day, we raised over $3,000 which was matched by the SDA, resulting in a final donation of $7,655 to the Hospital. Branch Secretary Bernie Smith is pictured handing over the cheque to Milica Milic at the Hospital earlier this year.
PAGE 12 I WINTER 2018 I SDA NEWS
SAVE THE DATE!
This year, Melbourne Cu p Day falls on Tuesday 6 Nove mber and events around NSW are already in the planning stage. Th ere’ll be more details in the next edition of SDA News. The equivalent holiday in the ACT is Family and Comm unity Day, which this year falls on Monday 24 September.
Casuals have roster rights, too Like any other worker, casuals do have rights in relation to rosters. A common belief that casuals don’t have rostering by Philippe LeCompte, entitlements is Education Officer just not true. One issue that comes up again and again is casuals having their rostered shift cancelled with little or no notice.
It is unreasonable for a casual to be required to contact the store each day to check if their shifts have been cancelled. The onus is on the company to contact the casual employee.
Already on their way Recently, a young casual employee in regional NSW was notified by their employer via text that their shift for that day had been cancelled. The member was already in the car being
Some employees mistakenly think there is nothing that can be done when this occurs.
driven by their parent to the workplace.
It’s all in the Ɵming
Thankfully, the member brought this to
Managers can cancel a casual’s shift with much shorter notice than a permanent employee, but once a casual employee commences their journey to work, it is too late for a manager to cancel the shift.
the attention of their store Delegate, who
The casual employee is entitled to work and be paid for the rostered shift once they have commenced their journey to work.
paid.
How much Ɵme? There is no hard and fast rule as to the amount of time required. Some people have to travel a considerable distance to get to work, and it is unfair to have their shift cancelled once they have commenced their journey to work. Managers can contact a casual employee in many ways to notify of a cancellation of their shift. It can be done by either text or a phone call.
They lived a considerable distance from the store.
spoke to management, arguing that the employee should be paid their minimum engagement of three hours. The company agreed and the casual was Obviously, if both the employee and manager agree, then shifts can be cancelled with very short notice.
We’re here to help If you are a casual employee and have had a shift cancelled — either while you were travelling to work, or when you arrived at the store — you may be entitled to backpay. If you have any questions about casual employees’ rights, speak to your SDA store Delegate or call the SDA Info Centre on 131 732.
SDA NEWS I WINTER 2018 I PAGE 13
Keeping Delegates informed In March, SDA Secretary Bernie Smith and Assistant Secretary Robert Tonkli travelled around NSW and Canberra to speak with Delegates in major towns. Delegates were updated on the Union’s No One Deserves a Serve campaign against abusive customers, the #ChangeTheRules campaign for fairer workplace laws, and SDA bargaining campaigns to:
protect take-home pay; improve penalty rates; secure hard-won SDA conditions; and ensure pay rises for all.
REST Superannuation had a presence at all the meetings, while other services and benefit partners, including workers compensation solicitors, attended most meetings, giving Delegates an opportunity to ask questions and provide feedback.
PAGE 14 I WINTER 2018 I SDA NEWS
SDA NEWS I WINTER 2018 I PAGE 15
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by Monica Rose, Industrial Officer
The SDAâ&#x20AC;&#x2122;s Industrial team assists people every day who have been terminated from their employment.
There are some mistakes we see people make time and again, and this article talks about those mistakes which might cost you your job.
Using or consuming items before paying for them If you grab food or an item from your workplace which is for your own consumption or use, you should always pay for it before consuming or using it. It may be commonplace for people to grab a bottle of water to consume on shift or a bite for lunch which you intend to pay for later because you donâ&#x20AC;&#x2122;t have much time on your break.
nd bad habits at work But consuming the product before paying for it may be considered stealing and you could lose your job.
If you incorrectly scan an item or don’t scan an item, it is difficult to prove you did not do this intentionally.
You should always pay for products before eating/using them to avoid risking your job.
It is also good practice to always get a receipt and keep it with your purchase or somewhere safe so that you can produce it if required to confirm you have purchased all items.
Purchasing items carelessly Another risky habit is being careless about the way you purchase items from your workplace. Firstly, your company may have a policy about how you can purchase goods from work and you should ensure you abide by this policy. This may include:
not serving yourself;
ensuring you have a copy of the receipt; or
a purchase being checked and a sticker/stamp issued.
Even if your company does not have one of these policies, it is good practice to purchase items through a manned register rather than self-service.
member of someone who works with you, if you are not authorised to give the discount or they don’t fall under your personal discount entitlement, you should not risk it.
Buying goods which you have marked down yourself. Make sure you know the policy and if you are unsure, always check with a manager first.
Taking goods which are in the bin/ have been deemed ‘waste’. Although it may seem harmless to take items destined for the bin, you may be in breach of a workplace policy or this may be considered theft. You should always check with a manager first.
Other piƞalls to avoid Other mistakes which you should avoid in the workplace:
Scanning your own Flybuys/loyalty card on a transaction that is not your own. It may seem like wasted points every time a customer says they don’t have a loyalty card, but you are not entitled to the loyalty points from that transaction. Giving your discount to other customers/team members who do not fall within the acceptable use of your personal discount. Even if the person works with you or is a family
If an SDA member is dismissed from work, our Industrial Team will provide advice or assistance. If you think your job is at risk or if you have been dismissed you should immediately speak to your Delegate or call our Information Centre on 131 732.
SDA NEWS I WINTER 2018 I PAGE 17
If you
work in retail
it pays to learn what you can claim at tax time Carexpenses expenses Car
Phone and internet expenses
You can claim a deduction when you are travelling between VHSDUDWH ZRUNSODFHV HJ D VHFRQG MRE RU WUDYHOOLQJ WR DQG}IURP an alternate workplace for the same employer to attend a PHHWLQJ DW D GLIIHUHQW RIƄFH You can’t claim the cost of normal trips between home and work, even if you are called in unexpectedly or have to work outside your normal hours (eg late night shopping or on the weekend). This includes parking fees and tolls when you drive to and from work.
You can only claim the work-related portion of the use of your personal device.
Car expenses Self-education and professional development expenses
Car expenses Clothing expenses You can claim a deduction for the cost of buying, hiring, mending or cleaning certain uniforms that are unique and distinctive to your job, or protective clothing that your employer requires you to wear. You can’t claim a deduction for the cost of buying or cleaning plain clothing worn at work, even if your employer tells you to wear it (eg black pants and a white shirt or everyday clothing—even if it’s sold at the store you work for).
Car expenses Meals
You can claim a deduction for self-education expenses if your course relates directly to your current job (eg a customer service course). You can’t claim a deduction if your study is only related in a general way or is designed to help get you a new job (eg a health and wellbeing course).
Professional publications
You can claim meal expenses but only when: Q
you worked overtime Q your employer paid you an overtime meal allowance under an industrial law, award or agreement
You can claim a deduction for the cost of journals and magazines that are directly connected to your employment as a shop assistant (eg a computer shop assistant could claim the cost of a computer magazine).
you spent the money.
You can’t claim a deduction for meals purchased during your normal working hours. You can only claim for the amount you spent on the overtime meal.
To claim a deduction for workrelated expenses
Q
Q
Q
you must have spent the money yourself and weren't reimbursed it must be directly related to earning your income you must have a record to prove it.*
You can only claim the work-related part of expenses. You can’t claim a deduction for any part of the expense that relates to personal use.
Personal grooming Car expenses You can’t claim a deduction for hairdressing, cosmetics, hair and skin care products, even if your employer tells you to use them and you work in a store that sells them—they are SHUVRQDO}H[SHQVHV
*Use the ATO app 'myDeductions' tool to keep track of your expenses.
For more information, go to ato.gov.au/occupations
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Add expense
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$45.00 Date
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Q
You can claim phone and internet usage if your employer needs you to use your personal devices for work.
Watch what you say by Tina Callaghan, Organiser
Facebook has
If the manager had decided to stick to the
been in the news
letter of the company policy, she would
Legal troubles
a lot lately.
have been terminated.
Social media has
Use the proper channels
become part of
Social media can be a very effective tool
our lives and
for Union messages and for connecting
When you think of defamation, you might think of famous people like Rebel Wilson suing newspapers to protect their reputation (which was the original reason for such laws). However, recent research conducted at UTS has shown that defamation lawsuits are now mostly initiated by everyday people against other everyday people. Digital media is the reason for this because anybody can be a publisher and anybody can be the object of a social media post, not just famous people. In the last four years, courts have awarded damages in 87 defamation cases and in 38 of these –nearly half– the amount was $100,000 or more. This is how the law currently stands, so it’s advisable to err on the side of caution before posting online.
Global Web Index say Australians
spend on average 1.5 hours a day accessing social media (as well as three hours a day watching television).
people, but voicing criticism of individuals on social media is almost never going to make things better. If you are aggrieved about something at work, see your Union Delegate and raise
With all the comments flying around on
it through the grievance procedure.
social media, it’s easy to forget that it’s all public — no matter what your privacy settings are.
If you’re not prepared to do that, it’s best kept to yourself.
I recently helped resolve an issue where
BeƩer ways to connect
a member carelessly had a go at her
If you want to connect with other Union
manager on Facebook.
members and talk about work issues, we
Fortunately, due to the longstanding
recommend joining the Facebook Group
relationship of trust between the Union
‘SDA union members (official)’.
and this manager, I was able to assist the
Around 2,300 SDA members from around
member and salvage the situation — but
the country are in the Group, giving each
this was really just good luck.
other support and helping to solve issues.
BE SMART ON SOCIAL MEDIA Be careful what you say on social media. Comments on Facebook pages are regarded as public comments – they are not private. Avoid negative comments about your company, your manager or other employees on social media. Better not to mention them at all. Some members have come to us after “official warnings” or worse following unwise comments on social media. Be smart. When you go home, leave work behind you. Enjoy your social media for your social life, not your work life.
SDA NEWS I WINTER 2018 I PAGE 19
A HELPING HAND Mental illness is a fact of life and we all need to try to be more open about it. The main barrier is that people don’t know
An import in the righ
what to do and freak out. It’s really not that difficult though. Is there someone at work that you are worried
by Jane Lui, WHS Officer
about? Here are some tips as to what you can do:
Show you care and ask after them.
First show you care. Ask R U OK? Or say something like, “I’ve noticed
by Monica Rose, Industrial Officer
you’re not your usual friendly self lately”. Make sure that if you are going to ask these questions, you pick a good time when you have time to listen and also a private place to talk.
Listen.
Try to practise active listening by reflecting back what is said in a slightly different way. Don’t judge – focus on just being there.
Action.
It is important to emphasise here that the person is not alone.
You might say something like, “Is there anything I can do to help you, or is there someone who can help you?”.
You might encourage them to seek help from a health professional or an organisation that specialises in such matters, talk to a family member or friend, or call us, their Union. Some employers offer Employee Assistance Programs which allow workers, and sometimes even their families, to access counselling services. Action may be specific. It may be just giving some time to think.
Check in.
Follow-up with a call or a conversation to see how someone is going is vitally important.
We aren’t experts in how to resolve deep-seated problems but just showing a little empathy with someone who may be struggling is all that we need do.
We have made a breakthrough in the recentlyapproved Coles Supermarkets Agreement, winning two days of paid domestic violence leave.
We are also working hard to negotiate paid domestic violence leave into other enterprise agreements. The SDA and other unions have been arguing for paid leave for workers experiencing family and domestic violence through a test case in the Fair Work Commission. We recently won five days of unpaid leave. While the decision to introduce five days’ unpaid leave into all Modern Awards is an important step in the right direction, there is still more to do to secure paid leave. The SDA will keep all members updated with information as the new entitlements are put in place.
Why unions are involved Family and domestic violence is a workplace issue because it can impact on your wellbeing and safety at work, as well as the wellbeing and safety of co-workers.
Violence can occur in the workplace, including harassment in person or by abusive phone calls, texts and emails.
It can affect a worker’s ability to get to work on time — or even attend work at all.
rtant step ght direcƟon
Work performance can be affected. potentially leading to disciplinary action and the loss of a person’s job.
Juggling work and family responsibilities can become incredibly difficult.
Unpaid leave is a significant outcome that will help those in our community experiencing family and domestic violence. However, the SDA recognises that it is costly for someone to be able to leave an abusive or violent relationship. Research conducted by the ACTU estimates that finding a new, safe place to live
costs an average of more than $18,000 and takes more than 140 hours. That’s why unions continue to push for paid leave because, without it, it’s almost impossible to leave an abusive or violent relationship. Ten days of paid leave in the National Employment Standards (NES) will make a difference, helping to ensure secure employment and financial independence. The SDA continues to argue for family and domestic violence leave to be included in every Agreement we negotiate.
How the SDA can help If you or someone in your workplace is affected by domestic violence, the SDA can help with:
Information about and access to entitlements;
Negotiating flexible working arrangements;
Speaking with management about the impact of domestic violence at work;
Advice, representation and support if a member faces disciplinary action or dismissal as a result of the impact domestic violence has had on their work performance;
Developing a safety action plan with management in their workplace if necessary.
The costs of leaving Apart from the emotional cost of leaving an abusive relationship, there are also huge financial costs. Here are just some of them:
Removalists/truck hire: Gas and electricity connection Phone/internet connection Solicitor Rent and bond Furniture, fixtures, etc Child care Counselling
Plus, of course, there is a huge amount of time required to set up a new household and deal with other issues:
Find potential new rental properties Access a refuge
Pack up children’s clothes and toys Move belongings to new house Find new school/child care arrangements Talk to children’s supporting groups, doctors, counsellors and teachers Change banks accounts and other financial arrangements Go to Centrelink and arrange changes or apply for other personal benefits Meet with police Meet with solicitors Apply for protection orders and attend court
SDA NEWS I WINTER 2018 I PAGE 21
Vale Marie Murphy The SDA has sadly farewelled former Branch President Marie Murphy who passed away on 1 May after a long illness.
Shellharbour, and as an SDA NSW Branch Councillor, SDA National Councillor and the SDA NSW Branch President.
Marie was a dedicated and life-long unionist who made an outstanding contribution to the SDA for over 40 years both in her store, across the Illawarra and across NSW.
When Marie was elected to the SDA NSW Branch Council in 1986, she was already the longest-serving workplace Delegate for the Union on the South Coast.
Marie served SDA members from the shop floor as a workplace Delegate at Coles Warrawong and Coles
She went on to serve on Branch Council for 16 years, including a term as Branch President from 1999.
For her dedication and service to retail workers, Marie was awarded life membership of the SDA in 2002. The SDA sends our condolences to Marieâ&#x20AC;&#x2122;s family and to the many retail members in the Illawarra who worked alongside her. Photo below shows Marie (second from left) and other SDA members protesting against cuts to workers compensation outside NSW Parliament House in 2001.
Demanding safety is your legal right
by Louise Buesnell, Organiser
Safety complaints are
In fact, if anything, workers who report
critical to preventing
issues should be thanked. The raising
workplace accidents
of issues with management should be
and injuries, but
welcomed.
workers need to
This approach creates a workplace
know they won’t be
culture where workers feel safe, their
punished for making
employer is safety conscious, and
them.
everyone can talk about safety issues
Worrying stats
in the workplace.
A recent survey conducted by Shine Lawyers
What to do
of more than 2,000 workers found that one
When a concern is raised, the employer
in 10 workers believe they could get fired for
should investigate the issues and make
reporting issues.
sure work is stopped immediately if
This survey also found nearly one in five (17%)
there is an imminent threat.
complained about a workplace safety issue
The next step is to take action to
that was never fixed, while seven per cent
minimise the risk of injury and amend
were penalised for raising a safety concern,
any relevant policies that might have
and five per cent were demoted after making
contributed to the incident/issue.
a complaint.
Underlying systems and processes
It also found that more than a third of
should be examined to establish what
workers have witnessed co-workers not
contributed to the issue to ensure it
reporting a work injury for fear of losing
doesn’t happen again.
their job.
Employers should never cut a
You have rights
complainant’s hours or alter their
It is illegal for employers to treat an employee
employment contract or working
unfairly because they raise safety issues at
conditions after a safety complaint. This
work. In addition, an employer cannot fire
type of behaviour is unlawful.
someone simply because they received an
Speak up!
injury.
We might feel we are being a nuisance,
For employers, preventing injury by avoiding
but reporting can prevent an injury and
safety issues from developing in the first
potentially save a life.
place is a lot easier than dealing with their
Everyone has the right to safety at
consequences.
work.
IT’S OFFICIAL: CUTTING NSW WORKERS COMP WAS UNNECESSARY! When the NSW Government made its case for cutting workers compensation five years ago, it based its argument on the scheme being $4 billion in deficit. A new report by the Centre for Future Work, and Unions NSW has shown that the deficit would have disappeared by 2013 even without the cuts — and it is now $4 billion in surplus. Meanwhile, premium rates for private employers are one-third less than what they were in 2011. Who’s picking up the tab? Injured workers, including SDA members, who are being deprived of repayments due to injuries suffered through no fault of their own, are the ones paying for this. The system we have now is the worst we’ve had in the last 90 years. The SDA and other unions will continue to press for the restoration of a fair and humane workers compensation system in New South Wales.
SDA NEWS I WINTER 2018 I PAGE 23
Helping you to take care In a recent test case in the Fair Work Commission, the Australian Council of Trade Unions (ACTU) argued for stronger rights for parents and carers in the workplace.
The SDA knows that for many members, juggling the responsibilities of paid employment while caring for a family is not always possible.
The claim Our claim was to allow workers to go parttime or reduce their hours during periods of significant carer responsibilities — such as caring for a young child, or an ill or ageing parent — with the security to return to full-time work or their previous hours.
Benefits to both employees and their employers by the accommodation of work and family responsibilities through the provision of flexible working arrangements. Enhanced employee well-being and work-life balance, as well as positively assisting in reducing labour turnover and absenteeism, by giving workers access to flexible working arrangements.
The most common reason for requesting flexible working arrangements is to care for a child or children; another significant group seeks flexible working arrangements to care for disabled family members or elders.
Unfortunately, the Fair Work Commission did not rule in our favour in this test case, but acknowledged that Modern Awards should be varied to allow reduced hours for parents and carers when necessary.
Who needs it?
The Commission accepted many of the arguments put forward by unions about why this is an important issue for workers, including:
Some employees change jobs or exit the labour force because they are unable to obtain suitable flexibility in their working arrangements.
PAGE 24 I WINTER 2018 I SDA NEWS
Women make most of the requests for flexible work. Women do most of the unpaid care work and seek to adapt their paid work primarily by working part-time.
ParƟal success Unions were, however, successful in getting the Commission to create a new, strengthened clause in Modern Awards to:
Expand the group of employees eligible to request a change in hours to those with six months’ service or more (currently only those with at least 12 months’ service can request a change to working arrangements);
Require an employer to not only provide a written response, but also ‘confer’ with an employee and ‘genuinely try to reach agreement’; and
Require an employer who refuses a request to give a more comprehensive written explanation than is currently required.
While this is not the outcome the SDA was hoping for, it is a small step in the right direction when it comes to building stronger rights for parents and carers. The SDA will continue our work to ensure that parents and carers can have peace of mind when it comes to job security.
Unrequited loyalty? Loyalty. We wear it as a badge of honour. Yet could it leave us vulnerable?
by Joel Tynan, Organiser
Loyalty is hard to find in today’s world, yet retail workers possess it in spades.
Some sports stars could take a leaf out of our book. League player Jarryd Hayne stated “if I return to the NRL, it will be to Parramatta”1. Stints in American Football, Rugby Union, back to NRL through the Gold Coast Titans and finally back to Parramatta, hardly paint ‘the Hayne Train’ as a one-club, one-code man. While many Eels fans may be wishing Jarryd never did come back (see Eel’s NRL standings), Jarryd’s code- and club-hopping habits highlight a glaring lack of what retail workers possess. Loyalty to our company. Loyalty to our industry. Loyalty to our retail team members. We wear loyalty as a badge of honour, yet sometimes this leaves us vulnerable to exploitation.
A one-way street? Too often I hear from members: I’ve been loyal to this company for five/ten/fifteen years or more and now the company has cut my hours/forced me to more weekend work/ made me go casual… The list goes on. A 20-year member finds out they’ve been labelled by their employer as a ‘difficult conversation’ as the company seeks to roster staff on a shift when they have primary carer responsibilities. A saved employee in a department store is pushed towards increased weekend work, as they loyally seek to help their employer out
by foregoing their voluntary Sunday and Saturday afternoon weekend rights. A 10-year employee feels forced to go casual as they can’t come to an initial agreement on a period of leave or hours they want to work. The mindset of the affected employee is often, “I’ve been loyal to the company, so even as a casual I’ll get hours” or “I’ve been loyal to the company so surely they won’t force me onto weekend work”. Loyalty is not the problem. In fact it’s to be commended. It’s a dying virtue in this world. What’s important is for members to know their rights. Loyalty alone will only get you so far in protecting you from being vulnerable at work.
be protected by your EBA’s rostering provisions and/or limitations on cuts to hours.
Your Union can help
If you are a member, get in touch with the SDA and know where you stand.
Before agreeing to cut your rostered hours as a shift conflicts with family, study or personal responsibilities, make sure you contact the SDA. You may
Before you decide to go from permanent work to casual work because your leave didn’t get approved, or the company says “we simply don’t have the hours”, contact the Union. Know your rights. Before deciding to ‘help out’ the company by giving up your voluntary weekend work protections, contact the SDA. Get the right advice before you go forward. While the threat of being adversely affected by refusing a change can often be hanging over our heads, we must stand tall, stay loyal and stand in solidarity to avoid erosion of our rights. If you’re not already a member, join the SDA, and stand in solidarity with us.
In the meantime, stay loyal. Stay proud. Stand with your union. 1
www.abc.net.au, 15 Oct 2014
SDA NEWS I WINTER 2018 I PAGE 25
Hello progress Hello Rest
rest.com.au
If you enjoy the feeling of making progress, then say hello to Rest. We connect you to your super, so you can keep it in shape and see how youâ&#x20AC;&#x2122;re progressing today towards a brighter tomorrow.
Connect with Rest today. Product issued by Rest. Go online for a PDS to consider before deciding.
Rest is top over 10 years
by Gerard Dwyer National Secretary
Rest’s Core Strategy has returned 7.07% over 10 years, compared to the median fund 10-year return of 5.98% (as at 31 March 2018).
This is the ninth straight year of positive returns. A list of the top performing funds over 10 years as compiled by Super Ratings is shown on this page. Since June 2009, following the Global Financial Crisis, the Core Strategy has grown our members’ savings by 117% or an annualised rate of 9.0% p.a. This is well above Rest’s return objective of Inflation (CPI) + 3% per year (over rolling 10-year periods).
Safety first Looking ahead, share markets recently have made up much of the ground they lost in March and, if this continues, it’s quite likely that the ‘Rest Core Strategy’ will soon lose its #1 ranking for 10-year returns. This is because of the current ‘safety first’ strategy of holding a smaller allocation to
equities (shares) and a higher allocation to cash than some of our peer funds.
For example, Rest can invest in large assets
Rest believes there is good reason to keep our relatively defensive positions in place.
classes such as infrastructure.
The fund currently holds approximately 13% of the ‘Core Strategy’ in cash and around 43% in Australian and overseas shares. This balance of asset allocations is more conservative than some of the other superannuation funds, but is consistent with our view that share markets may struggle to maintain their recent strong performance, given the many risks on the economic horizon.
of investment opportunities outside of
$50 billion under management
has helped Rest’s Core Strategy consistently
Rest recently celebrated a major milestone, reaching $50 billion in funds under management.
long term.
This is great news for Rest members, as the size of the fund means it can deliver real value for money thanks to economies of scale. It also means that Rest is able to work with leading Australian and overseas investment managers to help identify and take advantage of opportunities as they arise. Another advantage is that Rest has the capacity to access a more diverse range of investments than smaller funds can.
such as direct property, or alternative asset This enables Rest to capture different types smaller or traditional types of assets. Thanks to its size, Rest is also able to negotiate fee savings with its service providers, leading to lower costs. For members, these savings directly impact the fees charged to administer and invest their retirement savings. This combination of low fees and competitive investment returns achieve solid investment returns over the
The Rest app. Super as mobile as you. Check your balance and access your super needs in one convenient place. The new Rest app is packed with features to help you make the most of your super on the go. Go to the App Store today and download the REST app – your super will then be as mobile as you.
Top performing funds FUND OPTION RETURN AS AT 31 MARCH 2018 REST — Core Strategy CareSuper — Balanced Equip MyFuture — Balanced Growth UniSuper Accum (1) — Balanced Cbus — Growth (Cbus MySuper) HOSTPLUS — Balanced Catholic Super — Balanced (MySuper) AustralianSuper — Balanced Telstra Super Corp Plus — Balanced First State Super — Growth
ROLLING 10 YEAR % 7.07 7.06 6.89 6.84 6.82 6.80 6.80 6.80 6.68 6.53
ROLLING 10 YEAR RANK 1 2 3 4 5 6 7 8 9 10
SDA NEWS I WINTER 2018 I PAGE 27
N! S I GETUICK0 TIC0KE*T S LAST! Q 90 $1 PLIE T T IRS E JUS E SUP F THE AR WHIL NLY O T BU
Luna Park Family Day Sunday 26 August 2018
HUGE SDA DISCOUNT
! Normal price . . . . . . . . . . . . . SDA pre-purchase disc . . . . . . . . . $55.00 ount . . . . . . . $23.50 SAVE A WHOPPING $ 31.5
0!
ow! N s t e k ic T r u o Y r e Ord day
t 9am on Mon Tickets go on sale a on Friday 10 m p 5 t a e s o cl d n a ly 23 Ju ow so you n in r e rd o r u o y t u P August. don’t miss out! 0 tickets are limited for the special $1 *Please note: Orders to five per member.
PAGE 28 I WINTER 2018 I SDA NEWS
Come along and join us at our Family Day at Luna Park in Sydney on 26 August 2018.
Be at the
Lavender G at 1pm for reen our r Joianffinle draw! face pawinitth the and kidsi’ng activities!
SDA members and their families and friends receive a substantial discount on usual prices on this special Family Day.
Unlimited ride tickets for our Luna Park Family Day are just $23.50 per person (usually $55). You can also pre-purchase a food and beverage voucher for $15.75 ($17.50 value).
Unlimited ride tickets for our Luna Park Family Day are just $23.50 per person (usually $55.00), and food and beverage vouchers are just $15.75 each (valued at $17.50). Tickets go on sale at 9am on Monday 23 July and close at 5pm on Friday 10 August. You can order as many tickets as you like. The Park is open from 10am to 6pm, and entry is free — all you have to do is book your unlimited rides tickets and/ or purchase your food and beverage voucher(s).
How to Order 5
>
,
Order online: go to www.sdansw.org.au; or Order by phone: ring 131 SDA (that’s 131 732); or Order by mail: complete the form on this page and mail it to SDA NSW Branch, PO Box K230, Haymarket NSW 1240
Your order form must be received by the SDA office no later than Friday 10 August 2018.
Luna Park Family Day ticket order form Your Details Name: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Address: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Postcode . . . . . SDA Membership Number: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Phone: Home . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Mobile . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . E-mail address: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Employer: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Tickets
3 Please send me [insert number] ________ unlimited rides tickets. Total cost @ $23.50 each (normally $55.00 for anyone over 130cm):
$. . . . . . . . . . . . . . . . . . . .
3 Please send me [insert number] ________ food and beverage vouchers. Total cost @ $15.75 each:
$ ...................
Registered Post Charge:
$ . . . . . 4.50 . . . . . . . .
Express Post $6.00
$ ................... $ ...................
Grand Total:
Payment cheque money order [Make out to “SDA NSW Branch”] or please debit my: Visa Mastercard Card number: I enclose my:
Name of cardholder: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Expiry date: / Signature of cardholder: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Date: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . This coupon can be used as a tax invoice for ABN 74 415 123 375
NO ORDERS WILL BE ACCEPTED AFTER THIS DATE.
DISCOUNT TRANSPORT If you’ve got an Opal Card, for $2.60 per person, your family can enjoy unlimited travel on Sydney’s buses, trains and ferries on Sundays! For more information, go to www.transportnsw.info and search ‘family sunday’.
SDA NEWS I WINTER 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
a
*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 WINTER 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 WINTER 2018 I PAGE 31
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