tcfua union news winter 2010

UNION NEWSUNION NEWSWinter 2010

In this issue

International Workers' Memorial Day

TCFUA welcomes end to Finance Rip-offs


ITUC Statement on Human Rights Day

Industrial Manslaugther should be a Crime

UNION ENQUIRIES28 Anglo Road, Campsie, 2194Phone: 02 9789 5233Fax: 02 9787 1561Email: [email protected]

NSW STATE SECRETARYBARRY TUBNER

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

Art & Printing by Artegra Imaging Pty Ltd

Insight

UNION NEWSUNION NEWS

Dear Member

Dear Members The Government is correct in stepping in to protect consumers so Australia can TCFUA welcomes end to Finance establish a secure financial base for our Rip-offsretirees. The evidence is clear that if we

Many Union members stand to get extra don't act to regulate this sector we face a $50,000.00 in their retirement funds major social crisis in the not too distant because the Rudd Government adopted future.proposals which will end dodgy rackets

Conservative estimates suggest that four pushed by some financial advisers onto million workers pay for financial advice unsuspecting Australian workers.they never receive.

We welcome the Federal Government's It is shocking to read recent data which changes to the rules determining how showed that last year $1.3 billion of workers and retirees pay for and receive workers' money was ripped away from financial advice.their retirement funds, and redirected into

Australian workers have been forced for financial planners pockets and their profit far too long to pay for financial advice hungry allies in the for – profit bank – they never ever receive from financial controlled super funds.planners reaping in billions through

The announcements by the Minister for hidden commissions.Financial Services, Chris Bowen, will end

The Union movement has been t h e l uc r a t i v e l u r k s bu r i ed i n concerned for sometime that the value of commissions, kickbacks, percentage members' super accounts had been based fees and other incentives that whittled away as financial advisers were many financial planners used to make acting in their own best interest – rather money, from our members.than their clients' interests.

3

Minimum Wages Case $9.80 per week, in real terms, by the end of 2009.Yet increases in rents, health care and In 2010 Unions will seek a $27.00 per week other basic living costs have put working – or 71 cents an hour increase in the families under further financial stress.$543.78 per week National Minimum Wage

Case for all award workers. As many TCFUA members only receive award based increases we will be hoping If granted, it would lift the National for the full $27.00 per week outcome.Minimum Wage to $570.78 a week, or

$15.02 an hour.

The amount sought by the ACTU includes a Yours in solidaritycatch – up component after the minimum Barry Tubnerwages were frozen in 2009 by the so –

Yours in solidaritycalled Fair Pay Commission. Barry TubnerThe result of that pay freeze was that the

National Minimum Wage had fallen by

4

5

SUPRE PTY. LTD.

WE HAVE THE GAME SEWN UP

Manufacturers of QualityFemale Fashions

1A Sydney Steel Road, Marrickville NSW 2204

TELEPHONE (02) 9550 4200FAX (02) 9519 9670

B. & R.

CONVERTERS

& ENTERPRISESTEXTILE PRINTERS

& BONDERS

29-33 BIRMINGHAM STALEXANDRIA

NSW 2015

TELEPHONE:

(02) 9667 0234

FAX: (02) 9669 5652

Proud to be Associated withthe NSW TCF Union:-

TECH-WEAR

Specialists inWET WEATHER &

PROTECTIVE CLOTHINGFOR THE INDUSTRY

PHONE: (02) 9557 3999

TRADE ENQUIRIES: PO BOX 175ST. PETERS NSW 2044

(02) 9557 2211(02) 9516 3679

FAX:

BYCARRYCODE PTY LTD

6

Proud To Be Associated

With The Clothing Trade Union From

WILLIAMSPRESSING

PTY LTD

PH: 9519 9448FAX: 9517 2213

15-19 Cook RoadMarrickville NSW 2204

& PACKAGING

Manufacturers of Hard Working

Quality Australian Work Boots

Telephone9318 1311

171-173 Botany RoadWaterloo 2017

100% AUSTRALIAN BOOT COMPANY

Fax: 9318 1554

SOUTHERNEMBROIDERY

PTY. LTD.

For All Your Embroidery Needs

CAPS - POLO'S - BADGES

FASHION - SPORTS - CORPORATE

Tel: 9550-1100Fax:-9550-168412 Gerald St. Marrickville 2204

Compliments from

"MAKERS OFUMBRELLAS

OF DISTINCTION"

7

Union officials along with building and construction workers gathered with the friends and families of workers killed during the course of their work or as a result of their work, at the Darling Harbour Memorial in Sydney on April 28 to commemorate International Workers' Memorial Day.

The theme for 2010 being 'Unions and OHS Reps make work safer.' Mourners were reminded of the devastating effect workplace deaths have on the friends and families of workers killed at work, as flowers and dedication cards were placed on the Memory Lines of the memorial during a moving multi-faith service.

International Workers' Memorial Day is not only a time to remember those lost to workplace accidents and illnesses but also an opportunity to highlight the preventable nature of workplace deaths and to promote workplace safety campaigns and union organization in the fight for improvements in workplace safety.

Statistics show that deaths in the construction industry continue to grow from 3.14 per 100 000 workers in 2004 to 4.8 per 100 000 workers in 2007 to 4.27 in 2009. This translates to one worker being killed at work each week.

On this day it is important to remember that all workers have the right to be represented in their workplace on OHS matters through an OHS Rep who is protected and supported by strong OHS laws as well as their union.


8



DINA CORPORATEPTY LTD

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

22 Justin StreetSMITHFIELD NSW 2164

Manufacturers ofCORPORATE UNIFORMS

NETTEX(AUST)PTY LTD

* Fabric Manufacturers

Phone:9693-1988

FAX: 9693-1966

69 Bourke RoadAlexandria 2015

Trade Enquiries:

Proud to be Associated withThe T.C.F. Union

Synthetic Turf for sport surfaces, backyards, pool surrounds and all

leisure uses.

Contact:Sydney: Peter on (02) 9316 7244

or e-mail us [email protected]

www.grassman.com.au

REDDY CUTUNIFORMS

PTY LTD

Inserted in the Interest of Safetyin the Clothing Industry

Specialists in:Girls' and Boys' School Uniforms and Blazers

522 Canterbury RdCampsie, NSW 2194

PHONE: 9789 1988FAX: 9718 8918

9

Things YOU Should Know About UNIONISM

President:

STEVE ROBINSON

Secretary/Treasurer: Assistant Secretary:BARRY TUBNER STEVE DAVIES

MEETINGS: Executive meets first Monday in each month.

General Meetings are held quarterly on the first Monday in the months of

March, June, September and December.

CONTRIBUTIONS:

Senior Males and Females: $110.50 per quarter.

Juniors Under 20 Years of Age: $66.30 per quarter

On attaining 20 years of age or If receiving the rate of pay applicable to

a 20-year-old, or if receiving adult rates of pay, irrespective of age,

the senior rate of contribution will apply.

Fees are payable in advance. Quarters commence January, April, July, October.

PLEASE NOTE:

To protect your interests, keep financial.

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

Attach receipt to your card.

Attend your meeting regularly,

Notify the Office promptly of any change of home address or employment.

If unemployed, notify, Office.

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

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

Please quote place of business when corresponding with the Union.

!

!

!

!

!

!

!

!

!

!

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

IMPORTANT MEMO TO MEMBERS

"If you give me a fish, you have fed me for a day. If you teach me to fish, then you have fed me until the river is contaminated or the shoreline seized for

development. But if you teach me to organize, then whatever the challenge, I can join together with my peers and we will fashion our own solution."

- Ricardo Levins Morales

10

SPECIALIST: OVERALLS, POLICE,AMBULANCE, BUSHFIRE, MILITARY,CORRECTIVE SERVICES, MECHANICS,PAINTERS.

CHEF'S UNIFORMS

TROUSERS, DUSTCOATS, SHIRTS& GENERAL WORKWEAR

BUTCHERS, PHARMACIES,CORPORATE WEAR

Manufacturers & Distributors

99 CHAPEL ST. MARRICKVILLE 2204PO BOX 1599

STRAWBERRY HILLS 2012

MOTOMAN INDUSTRIAL WEAR

9568 6644FAX: 9568 6588

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

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

TELEPHONE: (02) 9519 1333

Manufacturers of Quality Ladies Evening Wear

35 Huntley Street, Alexandria NSW 2015

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

G.F. SPORT ACTIONMANUFACTURERS & WHOLESALERS OF

FASHION LADIES SPORTSWEAR

50 Cooper Street, Surry Hills 2010

TELEPHONE: 9310-1500 FAX: 9310-3674

Proud to be Associated with theT.C.F. Union:-

Embroidery Service For The Trade

Direct to the Garment Badges Caps

TELEPHONE: (02) 8707 1500 FAX: (02) 8707 1599UNIT 15 / 171 WOODVILLE ROAD, VILLAWOOD NSW 2163

11

The ITUC celebrates International Human Rights Day and pays tribute to all human

rights defenders, including the many brave trade unionists struggling to defend

workers’ rights.

This year is a special year for the trade union movement, as this is also the year that we

celebrate the 60th Anniversary of the ILO Convention on the Right to Organise and

Collective Bargaining, 1949 (no. 98). The right to collective bargaining is a vital

instrument to further the full enjoyment of social, cultural and economic human rights,

as it helps reduce inequalities, raise wages, and improve working and living conditions

for all.

The current financial crisis has shown us just how important it is to achieve these

goals. Strengthening collective bargaining is an essential foundation for achieving

them. The effective recognition of this fundamental right, however faces great

challenges in the 21st century, with globalization, the erosion of the employment

relationship and the increase of precarious and informal employment.

Fighting for freedom of association and collective bargaining, fundamental workers’

rights, remains a difficult and at times very perilous task. The year 2009 bears witness

to the harassment, intimidation, persecution and in the worst cases murder of many

trade unionists.

Trade unionists and labour activists were killed in Colombia, Guatemala, Honduras, the

Philippines, Bangladesh, Iraq and Guinea. Countless others were arrested in

Zimbabwe, Iran, Turkey, South Korea, Gambia and many other countries. The murder,

violence and harassment perpetrated against trade unionists underlines how the

repression of social, cultural and economic rights is directly linked to civil and political

oppression.

Fundamental workers rights set out the rules for democracy and participation at the

work place and underpin human rights and democracy rights in society as a whole.

They must be protected and recognized as the fundamental human rights that they are.

ITUC Statement on Human Rights Day

12

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

Holiday 2009 2010 2011 2012New Year's Day Thu 1 Jan Fri 1 Jan Mon 3 Jan Mon 2 Jan

Australia Day

Mon 26 Jan

Tue 26 Jan

Wed 26 Jan Thu 26 Jan

Adelaide Cup

Mon 9 Mar

Mon 8 Mar

**Mon 14 Mar

**Mon 12 Mar

Good Friday

Fri 10 Apr

Fri 2 Apr

Fri 22 Apr Fri 6 Apr

The day after Good Friday

Sat 11 Apr

Sat 3 Apr

Sat 23 Apr Sat 7 Apr

Easter Monday

Mon 13 Apr

Mon 5 Apr

Mon 25 Apr Mon 9 Apr

Anzac Day

Sat 25 Apr

Mon 26 Apr

Mon 25 Apr Wed 25 Apr

*Queen's Birthday / Volunteer's Day

Mon 8 Jun

Mon 14 Jun

Mon 13 Jun Mon 11 Jun

Labour Day Mon 5 Oct Mon 4 Oct Mon 3 Oct Mon 1 Oct

Christmas Day Fri 25 Dec Mon 27 Dec Mon 26 Dec Tue 25 Dec

Proclamation Day Mon 28 Dec Tue 28 Dec Tue 27 Dec Wed 26 Dec

South Australian Public Holidays 2009 - 2012

14

Unions can protect you from unfair treatment in the workplace and improve your job security. This is especially important since the introduction of the new industrial relations laws.Union membership is also the best way to improve your wages and working conditions:wUnion members can earn significantly more than non-union employees through the

negotiation of Enterprise Agreements.wUnion members get better sick leave and holiday leave entitlements.wUnion members are more likely to receive long service leave and paid maternity

leave.Union members are also safer at work. Statistics also show that union membership increases health and safety awareness at a workplace by 70%.By joining a union you can play a vital role in the Your Rights at Work campaign and help get better workplace laws.More than two million Australian union members are working together to fight for better wages and conditions and to protect the Australian way of life.

It is now more important than ever to become a

union member.

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

TEXTILE CLOTHING & FOOTWEAR UNIONNEW SOUTH WALES BRANCH

28 ANGLO ROAD, CAMPSIE NSW 2194FAX: 9787 1561

CHANGE OF ADDRESS FORM

Membership No: (if known)

Name in full: (block letters)

Address:

Postcode:

Home Phone: Mobile:

Email:

Where Employed:

First Language:

Signature: Date:

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

15

Wednesday 28th

April 2010 MEDIA RELEASE

INDUSTRIAL MANSLAUGHTER SHOULD BE A CRIME

The Hon Tammy Jennings, MLCAustralian Greens

Member of the SA Legislative Council

The crime of industrial manslaughter must be introduced with significant penalties and jail terms attached according to Greens MLC Tammy Jennings.

Such a law would mean senior company officials could be held responsible for decisions leading to employee deaths.

Her call comes on the day South Australians mourn those who have died from workplace at the annual International Workers' Memorial Day Service.

Ms Jennings said: "Introducing the crime of industrial manslaughter would signal that Australians believe that corporate crime must not go unpunished, and that the pursuit of profit must not come at the expense of worker's lives.

"If the terrible deaths of four young insulation workers have highlighted anything at all it is the need for tougher occupational health and safety laws and industry regulations in Australia to protect people who are just doing their job.

"Those young men were among almost 690,000 work-related incidents – which include diseases, injuries and deaths we tragically see in Australia each year.

In the 2007-08 financial year alone there were 150 notified work-related fatalities – and that is just the official figures. Industrial manslaughter should be a crime and it is disgraceful that here in South Australia in the 21st century that this is not already the case.

"No job should come at the cost of your life and we must start to take deaths due to workplace negligence more seriously. Anything less is disrespectful to the dead and their loved ones," she concluded.

Ms Jennings will attend the VOID (Voice of Industrial Death) annual Memorial Service and balloon release from 10.30am today at St Stephen's Lutheran Church, 152 Wakefield Street. A rally follows at 12 noon in Victoria Square. For more info visit www.void.org.au - to arrange comment contact Tammy Jennings/Ros Gumbys on 0406 729 981

The ACT has provisions for industrial manslaughter. Meanwhile in England the trial of the first UK Company to be charged under the 2007 Corporate Manslaughter Act is currently underway.

Tammy Jennings Greens MLC for SA, Parliament House, Adelaide SA 5000.

[email protected] www.sa.greens.org.au

16

PTY LTDPRETTY GIRL FASHION GROUP

TELEPHONE: (02) 8577 7777FAX: (02) 8577 7868

750 PRINCES HIGHWAY TEMPE NSW 2044

PROUD TO BE ASSOCIATED WITH THE TCF UNION.



DIVNOL & HUTINAPTY LTD

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

Unit 11, 8-10 Barry RoadChipping Norton NSW 2170

Manufacturers ofLADIES PANTS

MANUFACTURERS OF LADIES CLOTHES

PHONE: (02) 9755 2385FAX: (02) 9755 9443

37 KURRARA STREET, LANSVALE NSW 2166

Proud to support the T.C.F. Union

DIEP. N. PTY LTD

Compliments to all Members of the ClothingTrade Union from

JODANNE"A Touch of Class and

Inspiration"

11-17 BUCKINGHAM STSURRY HILLS, 2010

Telephone: 9699 2555

26A LONGFIELD STREETCABRAMATTA NSW 2166

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

MINH DUNG FASHIONS& CUTTING SERVICES

PTY LTDManufacture of Ladies Wear

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

Proud to be Associated with theClothing Trade Union from

BETA BIAS

UNIT 14, 3 KALESKI STREETMOOREBANK NSW 2170

BIAS BINDING CUTTERSFOR CLOTHING & SWIMWEAR

INDUSTRY

Telephone: (02) 9821 2882FOR ALL TRADE INQUIRIES

17

Delegate Training South Australia

Delegate Training Tasmania

18

TEL: (02) 9754 1555FAX: (02) 9754 1055Mobile: 0413 149 242

Unit C2, 303 The Horsley Drive FAIRFIELD NSW 2165

LE APPARELSPTY LTD

Manufacturers of Quality Ladies Wear

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

MANUFACTURERS OF LADIES WEAR

PHONE: (02) 9790 1708FAX: (02) 9790 170910 GARTMORE AVENUEBANKSTOWN NSW 2200


SONBID PTY LTDProud to be Associated with the T.C.F. Union:-

BLUELAKESCLOTHING

PTY LTD

Manufacturers of Ladies swimsuits

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

70 Meeks Road Marrickville NSW 2204

53 Sydenham Rd, Marrickville NSW 2204

Embroidery for Sportswear

TEL: (02) 9550 3013FAX: (02) 9550 1314

Proud to be Associated withThe T.C.F. Union

LUCIA DARLINGINTERNATIONAL PTY LTD

Designer of Ladies Clothes

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

107 SYDENHAM RD., MARRICKVILLE NSW 2204Email: [email protected]

Manufacturers of Knitwear

HONEYBEANPTY. LTD.

TELEPHONE(02) 9723 7328

Unit 4, 131 Lisbon StreetFairfield NSW 2165

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

FAX (02) 9723 3865

MANUFACTURER OF HIGH QUALITYLADIES WEAR, JACKETS, PANTS,

DRESSES & SKIRTS

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

27 KURRARA STREET, LANSVALE NSW 2166


Proud to support the T.C.F. Union:-

GOOD FELLOWSHOSIERY PTY LTD

Manufacturers of Football Jerseys,Socks, Shorts, Track Suits,

Club Jackets, Men's and Bot's Socks

TELEPHONE: (02) 9519 2711FAX: (02) 9519 3266

71 PrincesHighway, St. Peters 2044

19

If you are a member of AustralianSuper you may have received a letter informing you of the new insurance offering and may have received the new default Income Protection Insurance commencing from 29th May 2010.

Income Protection Insurance can provide valuable protection should you find yourself unable to work through illness, injury or accident.

Income protection insurance helps protect your income if you are disabled and temporarily unable to work through illness, injury or accident.

Each unit of Income Protection cover provides a benefit of $500 per month, before tax. Cover is available up to the age of 65 provided you are in active employment with an AustralianSuper employer on the date that cover commences.

Income Protection provides a monthly income benefit of up to 85% of your wage/salary, payable for up to two years. If you qualify for an income protection benefit the first 75% is paid to you directly and any additional benefit of up to 10% will be paid into your AustralianSuper account.

Following is a example of a person employed under the Federal Clothing Industry Award 1999 or the Federal Textile Industry Award 2000 and the number of units that would be needed by that person to give 85% Income Protection Insurance.

Please note this does not take into account any over award payments, overtime or shift penalty.

Minimum Weekly Award Number of Units of Income Protection Insurance

$ 543.90 5

$ 560.50 5

$ 583.00 5

$ 603.90 5

$ 637.60 5

$ 679.30 6

The above is a example only and you will need to assess your own personal circumstances to determine if Income Protection Insurance is appropriate for you and what would be the appropriate level of insurance.

For further information in regards to Income Protection or any other AustralianSuper product or services please contact the AustralianSuper Service Centre on 1300 300 273 or visit www.australiansuper.com

You may also contact me direct on 0439 435 393 if I can be of assistance Ian Masters - Account Manager, AustralianSuper

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

INSURANCE UPDATE FOR TCFUA MEMBERS

20

PSYKE DESIGNPTY LTD

Manufacturers of Clothing& Pressing

Unit 9, 16-18 Barry RoadChipping Norton NSW 2170

Mobile: 0414 722 895


Manufacturers of Children's Clothing

FOUR SEASON CLOTHING & ENTERPRISE

PTY. LTD.PHONE KAREN0432 503 263


YUMAROINCORPORATED

Specialising in the manufacture of:Track Suits, Screen Printing

Dog Beds, Polo Shirts & T Shirts

No 6 Lot 3 Shelly RoadNorth Moruya Industrial Estate

Moruya NSW 2537

PHONE: (02) 4474 3336FAX: (02) 4474 0739

Proud to be associated with the T.C.F. Union

CLEMENTINEFASHIONS

PTY LTD

89 Railway Parade

Marrickville NSW 2204

PHONE: (02) 9517 3232FAX: (02) 9517 3237

Proud to be Associated with

The T.C.F. Union:-

Manufacturers of Ladies Clothes

D&J BROTHERSPTY LTD

Unit 14, 252 HUME HIGHWAYLANSVALE NSW 2166

PHONE/FAX: (02) 9755 9534


also ZigZag & Elastic ShirringManufacturers of Ladies Clothes

PHONE: (02) 9759 4899FAX: (02) 9750 3402

2nd Floor, 436 Burwood RoadBelmore NSW 2192

JABESH WEARPTY LTD




Manufacturers of Rugby League Sportswear65 Marrickville Road

Marrickville NSW 2204TEL: (02) 9517 3998 FAX: (02) 9516 0257

SMART FIRST PTY LTDManufacturers of Mens & Ladies Fashions

246 Fairfield StreetFAIRFIELD NSW 2165TEL/FAX: (02) 9723 2899


21


SWAN TISSUE PRODUCTS PTY LTDManufacturers of Tissues & Napkins

11-12 DURIAN PLACEWETHERILL PARK NSW 2164TEL: (02) 9756 1580 FAX: (02) 9756 3086

ANGEL ADVANCE PTY LTDManufacturers of Ladies Clothes

8 Close StreetCANTERBURY NSW 2193TEL: (02) 9787 8188 FAX: (02) 9787 8288


Level 3, Room 3D119 Kippax Street

Surry Hills NSW 2010TEL/FAX: (02) 9211 2329


SADIE CLOTHING PTY LTDManufacturers of Ladies Wear


T.Q.M. HOLDING PTY LTD

Lot 23/E1 291-303 the Horsley DriveFAIRFIELD NSW 2165PH: (02) 9724 7150 FAX: (02) 9723 1568


Unit 3, 617 Elizabeth StreetRedfern NSW 2016PHONE/FAX 9698 8685: (02)


S&P SPORTSWEAR PTY LTDManufacturers of LADIES SPORTSWEAR

JACKZ TRADING PTY LTDMakers-up for the Clothing Trade

PO Box 929Marrickville NSW 2204PHONE-FAX: (02) 9718 2845



LOVERS FASHIONS MANUFACTURING PTY LTDManufacturers of Ladies Garments

Lot 9, 26-34 Dunning AvenueRosebery NSW 2018TEL: (02) 9313 8988 FAX: (02) 9662 0377

STARVIEW FASHIONSManufacturers of Swimwear

5/58 Lancaster Road Ingleburn NSW 2565TEL: (02) 9829 7444 FAX: (02) 9829 7466


22

Rosemount Fashion Week

23

TCF SA & TAS MEMBERS!

GO TO www.myrewards.com.auTO ACCESS YOUR MEMBERSHIPBENEFITS SCHEME!

REMEMBER.. You must have your TCFUA membershipcard to log onto your rewards.

TCF NSW MEMBERS!

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

GREAT OFFERS AVAILABLE NOW! GREAT OFFERS AVAILABLE NOW!

REMEMBER.. You must have your TCFUA membershipcard to log onto the where to enjoy website!

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

UNION FEES The TCFUA has delayed putting up Membership for as long as possible but at the National Council meeting held in May it was decided that the TCFUA Membership fees are increased from the 1st July 2008. The decision was made in light of vastly increased cost due to inflation and the costs associated with the successful Your Rights @ Work Campaign. However the TCFUA NSW/SA/TAS Branch will not increase its Union fees on the 1st July 2008, the increase will only apply from the 1st January 2009.

PAYROLL DEDUCTIONS OR QUATERLY STATEMENT

WEEKLY FORT

NIGHTLYMONTHLY QUATERLY ANNUALLY YEAR IN

ADVANCE

SENIOR FULL TIME $8.50 $17.00 $36.84 $110.50 $442.00 $397.80

JUNIOR PART TIME $5.10 $10.20 $22.10 $66.30 $265.20 $238.70

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

FORTNIGHTLY

SENIOR FULL TIME

JUNIOR PART TIME

FOR MEMBERS WHO MOVE TO DIRECT DEBIT THE FOLLOWING WILL APPLY

WEEKLY MONTHLY QUATERLY ANNUALLY

$7.65 $15.30 $33.15 $99.45 $397.80

$4.59 $9.18 $19.89 $59.67 $238.68

24

Q My employer says I can't join the workplaces, to document steps they have union, is that true? Do I have to tell taken to do this and to notify employers of my employer if I join? their rights. Employers who fail to meet their

OH&S responsibilities can face penalties if a A No. Every Australian worker — worker is injured, becomes sick or dies including if you are a casual worker — because of work.has the right to join a union. Your right

to join a union — or not to join — is Q I was hurt at work. What should I do?protected under the Freedom of A If you have been hurt at work, you must Associat ion provision of the inform your manager and insist on Workplace Relations Act. Your documentation of the incident. Your health membership is between you and your and safety representative (if you have one), union. You are under no obligation to must also be notified. If you believe you are at disclose this to anyone, including risk of injury or illness, contact the TCFUA your employer. and local workers' compensation authority if

Q I'm casual, what rights do I have? you have any concerns.A The rights of casual employees are Q People are being bullied at my workplace

limited, but casuals do have many of but no one is getting physically injured. Is the same rights as permanent this a health and safety issue?workers, including a right to be a A Yes! Anything that makes your workplace union member. Casuals have a higher unsafe is a health and safety issue. People pay rate to compensate for the lack of can be injured at work in less obvious ways paid holiday or sick leave and casuals than falling over or injuring themselves and must also receive superannuation and bullying can definitely make people feel may be entitled to long service leave. stressed and unwell. Ask the TCFUA for help Unions continually campaign to on bullying in your workplace.improve casual workers' rights Q My employer says I have to tie my hair up especially as more and more workers and can't wear a nose ring at work. Is she are finding they are only being offered allowed to do that?jobs as casuals. If you are a casual an A It depends on the nature of your job and in the employer is not required to offer you industry you work in. If you have a job where regular work or to pay you when they the presence of body piercing could have no work for you. However the endanger your health and safety or the health employer is obliged to provide you and safety of another person, your employer with some minimum notice on the may have grounds for banning piercings. Ask availability of work and also minimum the TCFUA for more information.periods of work, in line with what the Q My employer sacked me and I think it's individual awards or agreements unfair. What can I do?specify. Ask the TCFUA for more

A Your rights will depend on many factors informationincluding how long you have worked with this

Q Can apprentices join the union? employer, whether you were employed in a A Yes. Many unions have significantly permanent or casual role, or the size of the

reduced fees for apprentices as well business. If you are in any doubt, chances as offering specialised advice and are you have been unfairly dismissed and assistance. Employers have a range you should seek advice. You should act of obligations when employing quickly as there may be a limit on the amount apprentices and the TCFUA can of time you have to lodge a claim. Ask the discuss these with you. TCFUA if you need advice.

Q W h a t i s m y e m p l o y e r ' s Q Does my employer have to pay my responsibil ity in relation to superannuation?occupational health and safety? A Under the Australian Government's

A Employers have a legal and moral "Superannuation Guarantee", employers are responsibility to provide safe

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

25

required to contribute at least 9% of scheme of at least 14 weeks, paid at federal the earnings of eligible employees into m i n i m u m w a g e r a t e s p l u s 9 % a superannuation fund or retirement superannuation for all women.savings account. Most employees are Q I missed out on a job because the employer eligible for superannuation but there said he 'didn't like people like me'. Is he are some exceptions. For example, if allowed to do this?you earn less than $450 per month A It is against the law for employers – no matter before tax or if you're under 18 years how big or small - to discriminate against a old and work less than 30 hours a person. Whether you are part time or full week you are not eligible. All time, casual or permanent, you can make a Australian employees now have a complaint if you have been treated less choice about which super fund to join. favourably (for example: if you have been A l s o , r e c e n t c h a n g e s t o refused employment; dismissed; denied a superannuation laws mean that if you promotion, transfer or other benefits earn extra incentives or bonuses as associated with employment; given less part of your income this may be favourable terms or condit ions of included in your employer's 9% employment; denied equal access to training superannuation requirement. If you opportunities; harassed or bullied) for the think you are being underpaid or need following reasons:advice on your superannuation, ask • Your sex — including pregnancy, marital the TCFUA. status, family responsibilities and sexual

Q I told my employer I was pregnant harassmentand my shifts have been cut. What • You have a disability (whatever it is)can I do? • Your race, colour, national or ethnic

A Speak to your manager about the background, agereasons for cutting your shifts. An • Your sexual preference, criminal record, employer who discriminates against a trade union activity or political opinion (in woman because she is pregnant is employment)breaking the law. Seek advice from the

Q I think I am being underpaid. What can I TCFUA or the re levan t an t i do?discrimination authority if you believe

A What you are entitled to be paid depends on that you are being discriminated factors including which State or Territory you against for family reasons.work in, your age, what award you are Q I have only been in my job for six covered by, and the details of your workplace months, am I entitled to paid or unpaid agreement. All workers are entitled to a maternity leave?minimum wage.

A Depending on where you work, and From 1 October 2008, the weekly rate of pay what award or agreement you are for adults on the Federal Minimum Wage covered by, you may be entitled to (FMW) will rise to $543.78 ($14.31 an hour) paid or unpaid maternity leave. Many but different minimum wages apply employers have qualifying periods of depending on which State or Territory you six months or more before employees work in, your age and other factors. You may are eligible for any maternity leave. also be entitled to: an extra loading if you are Many employers are now offering a casual worker; penalty rates for working varying amounts of paid maternity evenings, on weekends or on holidays; leave leave. If you have worked for your loading; shift allowances; working additional employer on a regular and systematic hours; redundancy; incentive payments; basis for at least 12 months, and you uniform and a range of other allowances and have a reasonable expectation of on-payments. going employment, then you are The TCFUA has specialist advisors who can eligible for up to 52 weeks unpaid help you with questions about wages and maternity leave. The TCFUA is conditions. Ask the TCFUA for more campaigning for a national, Federal informationGovernment-funded maternity leave

Frequently Asked Questions (continued)

29

(NSW BRANCH) 28 ANGLO ROAD CAMPSIE NSW 2194

Phone 02 9789 5233 or 9789 4477 Fax: 02 9787 1561 Email: [email protected]

Introducing your Union

Representative

Dear Member

My name is Hanisha McNabb and I am

the union representative for your factory.

I come from a textile background as a

factory worker and have been involved

in the Textile Clothing & Footwear

industry for 16 years.

I have been involved with trade unions

for the past 15 years, serving two different

unions as a union delegate and organiser.

Hanisha McNabb

As your union organiser, please call me If you are having any problems

in the workplace. You should make an appointment, as I am on the

road visiting our members most of the time.

Please feel free to contact me, at any time, for any work related matter,

on my Mobile, 0438 999 571. If I am unavailable please leave a

message & I will ring you back ASAP.

Our office is located at:

28 Anglo Road Campsie,

Phone: 02 9789 5233 or 02 9789 4477 Fax: 02 9787 1561

Your union representative,

Hanisha McNabb

31

The new national paid maternity leave scheme is a big win for Australian women and their families. After 30 years of campaigning women will now have support to keep their jobs and financial security when they have a baby. The 18 week What is next? – countdown to 2011scheme, announced in the May Federal The government scheme is a great start but Budget, will start from 2011 and is an it’s not perfect. Legislation is yet to be impor tant social reform giving assist passed by the Federal Parliament for the families to adjust to a major life event – the scheme to start in 2011. The government birth of a baby. scheme will operate alongside employer

schemes already in place and unions will Measures to allow mothers time to bond campaign to ensure that the government-with their babies without financial stress funded component must not be used as a forcing them back to work too early benefits substitute for existing employer-provided the entire community and would not have paid parental leave entitlements. been achieved without the tireless efforts of union and community activists. More importantly employers must not use

the government scheme as an excuse cut What we have won paid maternity leave from agreements. Eighteen weeks leave for the primary care There is more work to do to build on the 18-giver – whether a full-time, part-time or week scheme. Unions will campaign for casual worker. Eligible women will get improvements in the following priority payments via their employer at the Federal areas:Minimum wage (currently $543.78). An · A requirement that employers “top-up” income test of $150,000 will apply based the government scheme so women on the primary carer’s adjusted taxable earning above the minimum wage income in the previous financial year. receive full income replacement To be eligible for the government scheme · Paid parental leave for fathers the primary carer must be in paid work and · Employer payment of 9%superannuation have: · Flexibility on the qualifying period · Been engaged in work continuously for at · Flexibility to allow women to take some

least 10 of the 13 months prior to the of 18 weeks paid leave before the birth of expected birth or adoption of a child the baby

· Undertaken at least 330 hours paid work · Adjusting the scheme to allow women in the 10 month period (an average of the choice of taking 18 weeks paid leave around one day of paid work a week) at half pay over 36 weeks

The National paid maternity leave scheme

A confidence boost

After a turbulent period that most investors would like to forget, the second half of 2009 saw confidence start to return to all sectors of the investment market. With economies around the world showing the first signs of economic growth since the beginning of the downturn, investors began looking towards the future with renewed optimism.

Some developing country economies such as China and India had some of the most dramatic share market rebounds during 2009. China's share market rose 80% last year, while India's was up 88%.

Economic growth has been significantly weaker in major developed markets such as the US, Britain and Europe, however they also appear to have now seen the worst of the global financial crisis (GFC). For these economies, the hard task starts now as they head back along the slow path to recovery.

The return of economic growth meant most investment market sectors finished the year in a positive mood

Good news for super members

The outstanding performance of the Australian share market in the second half of 2009 – supported by the strong performance of international shares, particularly in emerging markets – meant AustralianSuper members enjoyed good returns in the quarter and the six months ended 31 December 2009.

At 31 December 2009, the quarterly return for AustralianSuper's Balanced option was 3.21%, its six-month return was 11.97%, and for the 12-month period it was 10.24%. For the 10 years to 31 December, the Balanced Option returned an average of 6.52% per annum. This is 1% higher than the median* super fund and reflects AustralianSuper's successful long-term investment strategy.

While the good performance put in by the share market last year was the key component in generating a better return for fund members, investors' renewed confidence in other investment markets also played a role.

Confidence has started to return to both the private equity and infrastructure markets, with both sectors appearing to have passed through the worst of the GFC. Australian private equity and infrastructure investments in particular are benefiting from the much more positive local economic conditions.

Property is another investment sector where things are looking more upbeat, with Australian property valuations stabilising due to the positive outlook for our economy. With the property market picking up, AustralianSuper is continuing to search out worthwhile investment opportunities while prices remain attractive.

The return to positive territory underlines the importance of the Fund's investment approach of using a sensible long-term diversified strategy and staying invested in long-term assets during periods of market turbulence with the aim of delivering members good returns on their retirement savings.

For more information on how to get AustralianSuper working for you call 1 300 300 273 or visit www.australiansuper.com

This article is of a general nature and does not take into account your personal objectives, situation or needs. Before making a decision about AustralianSuper, consider your financial requirements and read our Product Disclosure Statement, available at www.australiansuper.com/FormsPublications or by calling 1300 300 273. AustralianSuper Pty Ltd ABN 94 006 457 987 AFSL 233 788, Trustee of AustralianSuper ABN 65 714 394 898. Investment returns are not guaranteed as all investments carry some risk. Past performance gives not indication of future returns.

Investment Performance Update for the quarter ended 31 December 2009

* SuperRatings Fund Crediting Rate Survey, SR50 Balanced Index, December 2009.

51

53

What is long service leave? commences, in instalments on the usual paydays or under another agreed arrangement.The NSW Long Service Leave Act 1955 provides

that full-time, part-time and casual workers in New What is ordinary pay?South Wales are entitled to be paid long service Ordinary pay is the worker's ordinary time rate of leave after working for an unbroken period of 10 pay plus an average of any bonus, commission or years with the one employer. In this Act, a worker other incentive payments paid over the past 12 is defined as a person who is employed whether months or the past five years, whichever is greater. on salary, wages, piecework rates or paid wholly The cash value of board and lodgings provided is or partly by commission. also included. Bonuses paid to workers who are Who is NOT covered by this Act? otherwise paid in excess of $120000 per annum

are not included. Shiftwork, other penalty rates Workers who are:and overtime payments are also not included.

How is long service leave paid on termination?

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

How can long service leave be taken?

In one continuous period of leave or, if the worker What is the long service leave entitlement and employer agree:provided by this Act?

Two months paid leave after 10 years service with one employer and one month paid leave for each additional five years service.

Is there an entitlement for less than 10 years service?

Yes. A worker who has completed five years service is entitled to a long service pro rata payment if he or she: Can a worker be paid for the value of their long

service leave?

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

When can long service leave be taken?What service qualifies for long service leave? When a worker becomes eligible for long service To qualify, there needs to be continuous service leave, an employer is required to grant it as soon with an employer, even if the worker's duties or as practicable, taking into account the needs of the position change during that time. If the company is employer's establishment. One month's notice part of a group and the worker is transferred to should be given by the employer. other companies within the group, generally the Can long service leave be taken in advance?worker's service is continuous. Yes. If both the employer and worker agree, not If the business is sold and it is carried on by the less than one month's leave may be taken in new owner as the same business, and the worker advance.is employed in that business, the continuity of the What happens if a public holiday occurs during worker's service is not considered to be broken. long service leave?How is long service leave paid? An extra day must be included in the long service Long service leave is paid at the ordinary pay rate leave.(see below) which has been paid to a worker prior For more information, please contact your to taking leave or an average of the last five years employer association or union, or the Award ordinary pay earnings, whichever is greater. The Enquiry Service, NSW Department of employer may pay the worker in full when leave Commerce, Office of Industrial Relations.

! covered by long service leave provisions in a NSW award or agreement more favourable than those in the Act

! covered by long service leave provisions in any other Act or federal award employed by an employer exempted by the

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

! where the leave due is two months

- in two separate periods

! where the leave due is between two months and 19 weeks

- in two or three separate periods

! where the leave exceeds 19 weeks

- in two, three or four separate periods.

! resigns as a result of illness, incapacity,

! domestic or other pressing necessity

! is dismissed for any reason except serious and wilful misconduct or

! dies.

LONG SERVICE LEAVE

54

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

Employees can take two months long service leave after completing ten (10) years' continuous service with the same employer. Employees can then take a further one month's long service leave after completing a further five (5) years' service with that employer. In both instances, the employee must give the employer one month's notice of their intention to take such leave.

TABLE 1: FOR SERVICE WHICH BEGAN ON OR AFTER 1ST APRIL 1963

MONTHS OF SERVICE

YEARS OF

SERVICE 0 1 2 3 4 5 6 7 8 9 10 11

Weeks of Long Service Leave

5 4.33 4.41 4.48 4.55 4.62 4.69 4.77 4.84 4.91 4.98 5.06 5.13

6 5.20 5.27 5.34 5.42 5.49 5.56 5.63 5.71 5.78 5.85 5.92 5.99

7 6.07 6.14 6.21 6.28 6.36 6.43 6.50 6.57 6.64 6.72 6.79 6.86

8 6.93 7.01 7.08 7.15 7.22 7.29 7.37 7.44 7.51 7.58 7.66 7.73

9 7.80 7.87 7.94 8.02 8.09 8.16 8.23 8.31 8.38 8.45 8.52 8.59

10 8.67 8.74 8.81 8.88 8.96 9.03 9.10 9.17 9.24 9.32 9.39 9.46

11 9.53 9.61 9.68 9.75 9.82 9.89 9.97 10.04 10.11 10.18 10.26 10.33

12 10.40 10.47 10.54 10.62 10.69 10.76 10.83 10.91 10.98 11.05 11.12 11.19

13 11.27 11.34 11.41 11.48 11.56 11.63 11.70 11.77 11.84 11.92 11.99 12.06

14 12.13 12.21 12.28 12.35 12.42 12.49 12.57 12.64 12.71 12.78 12.86 12.93

15 13.00

MONTHS OF SERVICEYEARS OFSERVICE 0 1 2 3 4 5 6 7 8 9 10 11

Weeks of Long Service Leave

0 - 0.05 0.11 0.16 0.22 0.27 0.33 0.38 0.43 0.49 0.54 0.601 0.65 0.70 0.76 0.81 0.92 0.92 0.98 1.03 1.08 1.14 1.19 1.252 1.30 1.35 1.41 1.46 1.57 1.57 1.63 1.68 1.73 1.79 1.84 1.903 1.95 2.00 2.06 2.11 2.22 2.22 2.28 2.33 2.38 2.44 2.49 2.554 2.60 2.65 2.71 2.76 2.87 2.87 2.93 2.98 3.03 3.09 3.14 3.20

5 3.25 3.30 3.36 3.41 3.47 3.52 3.58 3.63 3.68 3.74 3.79 3.856 3.90 3.95 4.01 4.06 4.12 4.17 4.23 4.28 4.33 4.39 4.44 4.507 4.55 4.60 4.66 4.71 4.77 4.82 4.88 4.93 4.98 5.04 5.09 5.158 5.20 5.25 5.31 5.36 5.42 5.47 5.53 5.58 5.63 5.69 5.74 5.809 5.85 5.90 5.96 6.01 6.07 6.12 6.18 6.23 6.28 6.34 6.39 6.45

10 6.50 6.55 6.61 6.66 6.72 6.77 6.83 6.88 6.93 6.99 7.04 7.1011 7.15 7.20 7.26 7.31 7.37 7.42 7.48 7.53 7.58 7.64 7.69 7.7512 7.80 7.85 7.91 7.96 8.02 8.07 8.13 8.18 8.23 8.29 8.34 8.4013 8.45 8.50 8.56 8.61 8.67 8.72 8.78 8.83 8.88 8.94 8.99 9.0514 9.10 9.15 9.21 9.26 9.32 9.37 9.43 9.48 9.53 9.59 9.64 9.7015 9.75

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

LONG SERVICE LEAVE PROVISIONSTEXTILE CLOTHING & FELT HATTING

55

FED

ER

AL

CLO

THIN

G I

ND

USTR

Y A

WA

RD

19

99

(R

ATE

S O

F P

AY A

ND

ALL

OW

AN

CES)

Dis

clai

mer

: T

he i

nfor

mat

ion

cont

ain

ed i

n th

is d

ocum

ent

is i

n un

der

any

indu

stri

al i

nstr

umen

tsuc

h as

the

Clo

thin

g A

war

d te

nded

as

a gu

ide

only

and

doe

s no

t re

plac

e an

y ob

liga

tion

em

ploy

ers

or e

mpl

oyee

s m

ay h

ave

Th

e fo

llow

ing

rat

e ar

e to

ap

ply

fro

m t

he f

irst

pay

per

iod

to c

omm

ence

on

or a

fter

1st

Oct

ober

200

8 If

you

are

cur

rent

ly o

n an

Ent

erpr

ise

agre

emen

t, t

hese

rat

es m

ay n

ot

app

ly t

o y

ou

.

Jun

ior

Rat

es o

f P

ay –

Cla

use

25.

4

Age

P

erce

nta

ge (

%)

of S

kil

l L

evel

2

($58

3.00

)

Min

imu

m w

eek

ly a

wa

rd

rate

$

At

16 y

ears

of

age

and

unde

r

50

2

91.5

0

At

16.5

yea

rs o

f ag

e

55

3

20.6

5

At

17 y

ears

of

age

60

3

49.8

0

At

17.5

yea

rs o

f ag

e

65

3

78.9

5

At

18 y

ears

of

age

69

4

02.2

5

At

18.5

yea

rs o

f ag

e

72

4

19.7

5

At

19 y

ears

of

age

75

4

37.2

5

At

19.5

yea

rs o

f ag

e

80

4

66.4

0

At

20 y

ears

of

age

85

4

95.5

5

The

reaf

ter

100

Hea

d o

f T

able

All

owan

ce –

Cla

use

27.

2.1

An

empl

oyee

who

is

the

head

of

a ta

ble

or b

ench

of

mac

hine

s in

cha

rge

of 4

or

mo

re

empl

oyee

s m

ust

be p

aid

as f

ollo

ws;

-if

wor

king

in

conn

ecti

on w

ith

orde

r ta

ilor

ing

or o

rder

dre

ss m

akin

g, $

16.2

0 a

bov

e th

eir

skil

l le

vel

-fo

r al

l o

ther

s $

11.7

5 ab

ove

thei

r sk

ill

leve

l.

Rat

es o

f P

ay –

Cla

use

25

.1

Cla

ssif

icat

ion

/Sk

ill

Lev

el

Min

imu

m w

eek

ly a

war

d w

age

rat

e*

$

Tra

inee

54

3.9

0

1

560

.50

583

.00

603

.90

637

.60

5 #

679.

30

* T

he

wee

kly

awar

d w

age

rate

fo

r or

din

ary

hou

rs c

om

bin

es t

he

base

rat

e, s

upp

lem

enta

ry

paym

ent

and

arbi

trat

ed s

afet

y net

ad

just

men

ts a

nd N

atio

nal

Wag

e C

ase

deci

sio

ns

awar

ded

sinc

e th

e O

ctob

er 1

993

Rev

iew

of

Wag

e F

ixin

g P

rinc

iple

s.

# W

age

Ban

d.

Ap

pre

nti

ce r

ates

of

Pay

– C

lau

se 2

5.3

.1

Ter

m

Per

cen

tag

e (%

) o

f S

kil

l L

evel

4

($63

7.6

0)

Min

imu

m W

eek

ly

Aw

ard

Wag

e R

ate

$ 1

st ye

ar

1st

six

mon

ths

50

31

8.80

2nd

six

mo

nth

s

55

35

0.70

2nd

year

1

st si

x m

onth

s

60

38

2.55

2nd

six

mo

nth

s

65

41

4.45

3rd

year

1

st si

x m

onth

s

70

44

6.30

2nd

six

mo

nth

s

75

47

8.20

4th

year

1

st si

x m

onth

s

80

51

0.10

2nd

six

mo

nth

s

85

54

1.95

The

reaf

ter

A

ppro

pria

te a

dult

rat

e

Oth

er A

llow

ance

s

Cla

use

A

llow

an

ce

$

27.3

M

eal

Mon

ey

9.65

27.4

.1

Lac

k of

Din

ing

Fac

ilit

ies

3.95

27.5

.1

Lac

k of

Res

t ro

om

Fac

ilit

ies

3.95

Ad

ult

Rat

e

2 3 4

FED

ER

AL

FELT

HATI

NG

IN

DU

STR

Y A

WA

RD

19

99

(R

ATE

S O

F P

AY A

ND

ALL

OW

AN

CES)

The

fol

low

ing

rate

are

to

appl

y fr

om t

he f

irst

pay

per

iod

to c

omm

ence

on

or a

fter

1st O

ctob

er 2

008

If y

ou a

re c

urre

ntl

y o

n an

Ent

erpr

ise

agre

emen

t, t

hese

rat

es m

ay n

ot a

pply

to

you.

Dis

clai

mer

: T

he i

nfor

mat

ion

cont

ain

ed i

n th

is d

ocum

ent

is i

nte

nded

as

a gu

ide

only

and

doe

s no

t re

plac

e an

y ob

liga

tion

em

ploy

ers

or e

mpl

oyee

s m

ay

have

und

er a

ny i

ndus

tria

l in

stru

men

t su

ch a

s th

e F

elt

Hat

ting

Aw

ard

Rat

es o

f P

ay –

Cla

use

25

.1

C

lass

ific

atio

n/S

kil

l L

evel

M

inim

um

wee

kly

aw

ard

wag

e ra

te $

*

Tra

inee

54

3.90

F

elt

Hat

ter

Gra

de1

560

.50

F

elt

Hat

ter

Gra

de 2

569

.00

F

elt

Hat

ter

Gra

de 3

583

.00

F

elt

Hat

ter

Gra

de 4

637

.60

*

Th

e w

eekl

y aw

ard

wag

e ra

te f

or o

rdin

ary

hour

s co

mbi

nes

the

base

rat

e,

supp

lem

enta

ry p

aym

ent

and

arb

itra

ted

safe

ty n

et a

dju

stm

ents

and

Nat

iona

l W

age

Cas

e de

cisi

ons

aw

arde

d si

nce

the

Oct

ober

199

3 R

evie

w o

f W

age

Fix

ing

Pri

ncip

les.

Ap

pre

nti

ce R

ates

of

Pay

– C

lau

se 2

5.3.

1 4

Yea

r T

erm

P

erce

nta

ge (

%)

of F

elt

Hat

ter

Gra

de

4 ($

637.

60)

M

inim

um

Wee

kly

A

war

d W

age

Rat

e $

1 st

year

4

0 25

5.0

5

2 nd

year

55

35

0.70

3

rd ye

ar

75

478.

20

4 th

year

90

57

3.85

Ad

ult

Ap

pre

nti

ce R

ates

of

Pay

– C

lau

se 2

5.4.

3 4

Yea

r T

erm

P

erce

nta

ge (

%)

of F

elt

Hat

ter

Gra

de

4 ($

637.

60)

M

inim

um

Wee

kly

A

war

d W

age

Rat

e $

1 st

year

82

52

2.85

2

nd ye

ar

87

554.

70

3 rd

year

92

58

6.60

4

th ye

ar

100

637.

60

Jun

ior

Rat

es o

f P

ay –

Cla

use

25.

5.1

Age

P

erce

nta

ge (

%)

of S

kil

l L

evel

E

mp

loy

ed a

t($

)U

nder

16

year

s of

age

4

0

17 y

ears

of

age

50

18

yea

rs o

f ag

e

60

19

yea

rs o

f ag

e

75

20

yea

rs o

f ag

e

90

A

t 21

yea

rs o

f ag

e

App

rop

riat

e A

du

lt R

ate

Oth

er A

llow

ance

s C

lau

se

All

owa

nce

$

27

.2

Mea

l M

oney

6

.90

27

.3

Cha

nge

of S

hift

wit

hout

2 w

orki

ng D

ays

No

tice

1

6.4

0

56

57

FED

ER

AL

FO

OTW

EA

R I

ND

USTR

Y A

WA

RD

20

00

(R

ATE

S O

F P

AY A

ND

ALL

OW

AN

CES)

The

foll

owin

g r

ate

are

to a

ppl

y fr

om t

he f

irst

pay

per

iod

to c

omm

ence

on

or a

fter

1st

Oct

ober

200

8 If

you

are

cur

rent

ly o

n an

Ent

erpr

ise

agre

emen

t, t

hese

rat

es m

ay n

ot

app

ly t

o y

ou

.

Dis

clai

mer

: T

he i

nfor

mat

ion

cont

ain

ed i

n th

is d

ocum

ent

is i

nte

nded

as

a gu

ide

only

and

doe

s no

t re

plac

e an

y ob

liga

tion

em

ploy

ers

or e

mpl

oyee

s m

ay h

ave

unde

r an

y in

dust

rial

ins

trum

ent

such

as

the

Foo

twea

r A

war

d

Rat

es o

f P

ay

– C

lau

se 1

9.1.1

Cla

ssif

icat

ion

/Sk

ill

Lev

el

Min

imu

m w

eek

ly a

ward

wage

rate

*

$

Tra

inee

543

.80

1 56

0.5

0

583.0

0 60

3.9

0 63

7.6

0 5 #

67

9.3

0

* T

he

wee

kly

awar

d w

age

rate

for

ordi

nar

y h

ours

com

bine

s th

e ba

se r

ate,

su

pple

men

tary

pa

ymen

t an

d ar

bitr

ated

saf

ety

net

adju

stm

ents

and

Nat

ional

Wag

e C

ase

dec

isio

ns

awar

ded

sinc

e th

e O

ctob

er 1

993 R

evie

w o

f W

age

Fix

ing P

rinc

iple

s.

# W

age

Ban

d.

Jun

ior

Rat

es o

f P

ay –

Cla

use

19.

3.1

Age

P

erce

nta

ge (

%)

of

Sk

ill

Lev

el 1

($56

0.50

)

Min

imu

m w

eek

ly a

war

d

rate

$

Und

er 1

6 ye

ars

of a

ge

44

246.

60

16 y

ears

and

und

er

17 y

ears

55

30

8.30

17 y

ears

and

und

er

18 y

ears

66

36

9.95

18 y

ears

and

und

er

19 y

ears

77

43

1.60

19 y

ears

and

und

er

20 y

ears

86

48

2.05

20 y

ears

and

und

er

21 y

ears

94

52

6.90

At

21 y

ears

of

age

App

ropr

iate

Adu

lt r

ate

Ap

pre

nti

ce R

ates

of

Pay

Th

ree

Yea

r te

rm –

Cla

use

19.

2.1

3 Y

ear

Ter

m

Per

cen

tage

(%

) of

Sk

ill

Lev

el 3

($

603.

90)

M

inim

um

W

eek

ly A

ward

W

age

Rate

$

1st

year

1

st s

ix m

onth

s 2

nd s

ix m

onth

s 60

%

65%

362.3

5

392.5

5

2nd

year

1

st s

ix m

onth

s 2

nd s

ix m

onth

s 75

%

80%

452.9

0

483.1

0

3rd

year

1

st s

ix m

onth

s 2

nd s

ix m

onth

s 90

%

95%

543.5

0

573.7

0

Lea

din

g H

and

All

owan

ce –

Cla

use

21.

1.1(

a)

In c

harg

e of

3 t

o 10

em

ploy

ees

an a

ddit

iona

l $2

3.70

In c

harg

e of

11

to 2

0 em

ploy

ees

an a

ddit

iona

l $3

6.20

In c

harg

e of

21

or m

ore

empl

oyee

s an

add

itio

nal

$45.

50

Oth

er A

llow

ance

s

Cla

use

A

llow

an

ce

$

21.3

M

eal

Mon

ey

9.70

21.

4

Cha

nge

of

Shi

ft w

ith

out

2 w

orki

ng D

ays

Not

ice

17.4

5

21.5

F

irst

Aid

Att

end

ant

in c

harg

e of

up

to 5

0 em

ploy

ees

in c

harg

e of

51

or m

ore

empl

oyee

s 10

.65

13.4

5

29.

3.1

S

hift

oth

er t

han

Day

Shi

ft

15%

loa

din

g o

n w

eekl

y a

war

d w

age

for

skil

l le

vel

conce

rned

29

.3.2

P

erm

anen

t N

ight

Sh

ift

30%

lo

adin

g on

wee

kly

aw

ard

wag

e fo

r sk

ill

level

conce

rned

2

9.3.

3

Shi

ft n

ot c

onti

nuin

g fo

r at

lea

st 5

su

cces

sive

shi

fts

or i

s le

ss t

han

th

e nu

mbe

r of

ord

inar

y ho

urs

pres

crib

ed

each

wee

k

50%

loa

ding

on

wee

kly

aw

ard

wag

e fo

r sk

ill

level

conce

rned

2 3 4

FED

ER

AL

TEXTI

LE I

ND

USTR

Y A

WA

RD

20

00

(R

ATE

S O

F P

AY A

ND

ALL

OW

AN

CES)

Th

e fo

llow

ing

rat

e ar

e to

ap

ply

from

the

fir

st p

ay p

erio

d to

com

men

ce o

n or

aft

er 1

st O

ctob

er 2

008

If y

ou a

re c

urre

ntly

on

an E

nter

pris

e ag

reem

ent,

the

se r

ates

may

not

app

ly t

o yo

u.

Rat

es o

f P

ay –

Cla

use

28

.1

Cla

ssif

icat

ion

/Sk

ill

Lev

el

Min

imu

m w

eek

ly a

war

d w

age

rate

*

$ T

rain

ee

543.

90

1 56

0.50

2

583.

00

3 60

3.90

4

637.

60

5 #

679.

30

* T

he

wee

kly

awar

d w

age

rate

for

ord

inar

y ho

urs

com

bine

s th

e ba

se r

ate,

su

pple

men

tary

pay

men

t an

d a

rbit

rate

d sa

fety

net

adj

ust

men

ts a

nd N

atio

nal

Wag

e C

ase

deci

sion

s aw

arde

d si

nce

the

Oct

ober

199

3 R

evie

w o

f W

age

Fix

ing

Pri

ncip

les.

# W

age

Ban

d.

Ap

pre

nti

ce R

ates

of

Pay

– C

lau

se 2

8.3.

1 4

Yea

r T

erm

P

erce

nta

ge (

%)

of S

kil

l L

evel

4

($63

7.60

)

Min

imu

m W

eek

ly

Aw

ard

Wag

e R

ate

$ 1

st ye

ar

52

331

.55

2

nd ye

ar

62

395.

30

3 rd

year

82

52

2.85

4

th ye

ar

92

586.

60

Ad

ult

Rat

es o

f P

ay –

Cla

use

28.

4.3

4 Y

ear

Ter

m

Per

cen

tage

(%

) of

Sk

ill

Lev

el 4

($

637.

60)

M

inim

um

W

eek

ly A

war

d

Wag

e R

ate

$ 1

st ye

ar

82

522.

85

2 n

d ye

ar

87

554.

70

3 rd

year

92

58

6.60

4

th ye

ar

100

637.

60

Ju

nio

r R

ates

of

Pay

– C

lau

se 2

8.5.

1A

ge

Per

cen

tage

(%

) of

S

kil

l L

evel

2

($58

3.00

)

Min

imu

m w

eek

ly a

wa

rd

rate

$

At

16 y

ears

of

age

and

unde

r

50

2

91.5

0

At

16.5

yea

rs o

f ag

e

55

3

20.6

5

At

17 y

ears

of

age

59

3

44.0

0

At

17.5

yea

rs o

f ag

e

64

37

3.1

0

At

18 y

ears

of

age

69

40

2.3

0

At

18.5

yea

rs o

f ag

e

75

43

7.2

5

At

19 y

ears

of

age

80

46

6.4

0

At

19.5

yea

rs o

f ag

e

85

4

95.5

5

At

20 y

ears

of

age

A

dult

Rat

e

Sto

rew

ork

ers

Rat

es o

f P

ay

– C

lau

se 2

9.11

.4(a

) C

lass

ific

atio

n S

kil

l L

evel

M

inim

um

Wee

kly

Aw

ard

Wa

ge

Ra

te

$ S

tore

wor

ker

Gra

de 1

: O

n co

mm

ence

men

t 58

3.00

A

fter

3 m

onth

s 59

0.40

A

fter

12

mon

ths

598.

00

Sto

rew

orke

r G

rade

2

603.

80

Sto

rew

orke

r G

rade

3

622.

50

Sto

rew

orke

r G

rade

4

641.

10

All

owan

ces

– C

lau

se 3

0

Lea

din

g H

and

All

owan

ce –

Cla

use

30.

1.1

In c

harg

e of

up

to 1

0 em

ploy

ees

$22.

80

In c

harg

e of

11

to 2

0 em

ploy

ees

$33.

20

In c

har

ge o

f 21

or

mo

re e

mp

loye

es

$40.

15

59

FED

ER

AL

TEXTI

LE I

ND

USTR

Y A

WA

RD

20

00

(R

ATE

S O

F P

AY A

ND

ALL

OW

AN

CES)

The

fol

low

ing

rate

are

to

appl

y fr

om t

he f

irst

pay

per

iod

to c

omm

ence

on

or a

fter

1st

Oct

ober

200

8 If

you

are

curr

entl

y o

n an

Ent

erpr

ise

agre

emen

t, t

hese

rat

es m

ay n

ot a

pply

to

you.

Dis

clai

mer

: T

he i

nfor

mat

ion

cont

ain

ed i

n th

is d

ocum

ent

is i

nte

nded

as

a gu

ide

only

and

doe

s no

t re

plac

e an

y ob

liga

tion

em

ploy

ers

or e

mpl

oyee

s m

ay

have

und

er a

ny

indu

stri

al i

nst

rum

ent

such

as

the

Tex

tile

Aw

ard

Oth

er A

llow

ance

s – C

lau

se 3

0

Cla

use

A

dd

itio

nal

Pay

men

ts f

or…

$

30.7

B

lend

ing

17.

40

30.8

C

ards

– H

and s

trip

ping

1.

02

30.9

D

ust

All

owan

ce

8.8

0 30

.10

Dye

hous

e/B

leac

h ho

use

7.2

0 30

.10

Loa

ding

/Unl

oadin

g K

iers

or

ente

ring v

apou

rlo

ck

mac

hine

s 3.8

0

30.1

1 F

irst

Aid

Att

enda

nt

11.0

0 30

.12.

1 In

stru

ctor

s 15.

80

30.1

3 S

hodd

y S

hakin

g M

achin

es

12.9

6 30

.14

Siz

e T

roug

hs –

Sew

ing

Thr

eads

8.70

30

.15

Sod

a A

sh

1.19

30.1

6 U

nwas

hed R

ags

2.7

0 30

.17

W

aste

Roo

m –

Wil

ley h

and

s 8.7

0 30

.18

Woo

l S

cour

ing

Pit

s – D

ouble

ord

inar

y ra

tes

whi

le w

orki

ng i

n c

lean

ing

of t

he

pits

30

.19

Woo

l W

aste

and

Rag

s/P

ickin

g O

ver

1.0

6 30

.20

Fla

x S

crutc

her

7.2

0

Pay

men

t b

y re

sult

s –

Cla

use

31.

13

Inst

ruct

ing

1st w

eek

$

5.40

In

addi

tion

to

PB

R

Inst

ruct

ing

2nd

wee

k

$4.

80

In a

ddit

ion t

o P

BR

In

stru

ctin

g 3

rd w

eek

$

4.20

In

add

itio

n t

o P

BR

In

stru

ctin

g th

erea

fter

$4.

20

In a

ddi

tio

n to

PB

R

O

ther

All

owan

ces

Cla

use

A

llow

an

ce

$ 29

.11.

3(a)

H

ighr

ise

Sta

cker

O

pera

tor

14.6

0 m

ore

than

aw

ard

rate

of

pay

for

skil

l le

vel

3 of

sub

clau

se 2

8.1

30

.3

Mea

l M

oney

$8

.05/

$5.9

0

30.

4

Cha

nge

of

Shi

ft w

itho

ut

2 w

orki

ng d

ays

noti

ce

$17.

90

39.9

.1

Per

man

ent

Nig

ht S

hift

E

xtra

per

shi

ft 3

0% 0

f 1/

5th

of

the

wee

kly

w

age

for

skil

l le

vel

2 –

($583.0

0)÷

5 x

30%

=

$3

4.98

39

.9.2

S

hift

oth

er t

han

Day

S

hift

E

xtra

per

shi

ft 1

5% o

f 1/

5th

of

the

wee

kly

w

age

for

skil

l le

vel

2 –

($583.0

0)÷

5 x

15%

=

$1

7.49

62

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

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

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

ME's home loan rates are still considerably lower than credit card rates and personal loans; it may make good sense to consolidate all your other debts into your home loan. *

Weekly repaymentsSwitch from monthly to weekly repayments for your home loan. This can help you build a buffer, as you would be making up to four more repayments a year, reducing the interest at the same time. As interest rates on home loans fall, perhaps you could continue to repay at the higher rate.

Open a ME Online Savings Account and earn 7.5%p.a. on every dollar every day with no feesEven a small amount put away each payday soon adds up when you get such a great interest rate

*A free financial health check from Members Equity Bank could potentially help you save thousands of dollars in interest per year. A Members Equity Bank Mobile Banking Manager will come to you to assess your current repayments and any ongoing fees and charges. It's free and there is no commitment, so why not see if you could save!

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

This is general information only and you should consider if these products are appropriate for you. Terms, conditions, fees and charges apply. Applications for credit are subject to credit approval.

How to ease the squeeze… from Members Equity Bank

W. G. McNALLY JONES STAFF

LEVEL 10179 ELIZABETH STREETSYDNEY NSW 2000PHONE: (02) 9233 4744FAX: (02) 9223 7859

MUA BUILDINGLEVEL 2, 2-4 KWONG ALLEY

NORTH FREMANTLE WA 6195PHONE: (08) 6420 9580

FAX: (08) 9336 4915

TOLL FREE: 1800 651 599EMAIL: [email protected]

www.mcnally.com.au

MEMBERS LEGAL SERVICES

Bill McNally has been the solicitor for the Textile Clothing

and Footwear Union for decades. He and his partners David

Trainor, Michael Jaloussis and Richard Brennan have

looked after the legal needs of the union and their family

members for a very long time and we have found their

service has been excellent. They practice in all areas of law.

Whatever legal requirements you or your family has, we

recommend that you consult the union solicitor.

tcfua union news winter 2010

Documents