Hate doesn't deserve a big screen!  The One-Nation-endorsed 'A Super Progressive Movie' presents itself as an edgy satire whilst really trafficking in hate.  As the Australian Classification Board describes, "The entire film is full of crude humour, which trivialises the fight for equality and issues, including the rights of minority groups and those facing discrimination, including First Nations people, the LGBTQIA+ community, differently abled people, etc." Screenings previously scheduled at Parliament House have already been cancelled on the grounds that "events held at Australian Parliament House are accepted, among other requirements, of not being likely to cause offence to any part of the Australian community." Workers are entitled to a safe workplace. Hosting this film and the attendant rally of 100+ One Nation supporters will threaten that. Stand up for workers at Village Cinemas, patrons of Crown Casino and the entire affected community that Pauline Hanson's campaign of hate and division will target. Come out to the Refugee Action Collective's rally this Thursday at 5:30pm, Jeff's Shed on Clarendon St (opposite Crown Casino) 

Myuna workers are local people with mortgages, children in local schools, and deep ties to the Lake Macquarie community. The mine supports not just 300 direct jobs, but thousands of others including contractors, transport workers, small businesses, and services that rely on stable, well-paid work in the region. When a major employer like Myuna closes, the damage does not stop at the gate. It flows through families, communities, and the local economy.  Workers are being asked to live with uncertainty while Origin continues to profit from running Eraring, a power station that was once publicly owned and now supplies essential electricity to NSW. A just transition means planning, certainty, and fairness, not silence and delay. Communities like ours deserve better.

Wages in the community services sector have not kept up with the value or complexity of our work. Then, if it wasn't bad enough, in 2025, the Fair Work Commission (FWC) proposed to change the classification structure in the SCHADS Award. The FWC proposed a 9-level classification structure modelled on the Aged Care Award. These changes could have caused 73% of workers to face weekly pay cuts ranging from $179 to $930 across various sector roles. There are up to 130,000 workers employed under the SCHADS Award. 46% of those workers faced losing over $200 per week. According to ASU surveys, 40-50% of workers would be forced to leave the sector due to financial stress if the FWC proposal was adopted. So, we fought back. We held members meetings, site visits, stunts and rallies! We gained media attention right across the country and grew significantly as a union with thousands of workers getting engaged in the campaign right across the nation. The FWC will likely make its final decision in around March. Any FWC decision will not be implemented immediately. So, in the meantime, we are running our campaign for pay increases for the community services sector.  We know that when we fight, we win. We’ve done it before. We won pay increases of 23% to 45% to the minimum wages in 2012. Let’s stand together in 2026 and show everyone why we must be valued!

Healthcare workers at the Launceston General Hospital are being hit with an almost 70% increase in parking fees. This isn’t a small adjustment – an extra $520 a year is a massive cost increase on people who already struggle to find affordable, reliable parking just to get to work.   What makes this even worse is the timing. During bargaining, workers have missed out on wage increases because the government has refused to put a fair offer on the table.    In the last 12 months, healthcare workers have faced growing wage disparity with the mainland, seeing the gap for their wages widen from 5.92% to 9.8%.     For many healthcare workers, parking isn’t optional. If you’re on early shifts, late finishes, or rotating rosters, public transport often isn’t a realistic alternative. That means this decision becomes a direct cost-of-living hit for the very people who keep our hospital running.   Healthcare workers deserve respect and fairness, not another financial burden. The government must act to commit to treating workers properly by covering the fee increase and maintaining the arrangement with workers of parking costing $3 per day.

Carnival is ultra-profitable, owned by one of the wealthiest men on the planet.  He has a personal wealth estimated to be $15 BILLION Australian dollars    Carnival has three ships ‘Home Ported’ in Australia. Across all 3 Australian ships Carnival flies in workers from poor countries, picks them up from the airport and puts them to work on Australian ships on short-term contracts.  Crew aboard these ships are often working 300 hours (or more!) per month, being paid as little as AUD $2.50 an hour. This is some of the most extreme labour exploitation ever seen in Australia, floating right under our noses. The Ships Officers live in luxury, with personal staff and salubrious cabins.  Crew have awful, cramped living quarters, with poor quality food and water.  Sometimes crew under deck don’t see daylight for weeks at a time. Crew are trapped in a cycle: hired for just a short contract, then sent home with no income, no security, and no promise of future work, praying for the next contract. Carnival gets away with this because Australian labour law doesn’t apply to these ships, and because there are no Union Agreements covering them.   The Maritime Union of Australia is calling on Carnival to do the decent think and sign an Agreement that delivers basic pay and conditions for these hard-working people.

This isn’t just policy—it’s people. At least 15 members, some with over 40 years of service, now face demotion or job loss. These are workers who have kept Brisbane running through thick and thin, many honoured with the Lord Mayor’s Award of Excellence. Council wants to turn desirable qualifications into mandatory requirements overnight. That’s not fair. It’s time to stand together and demand a fair transition that respects experience and safeguards wellbeing. By signing this petition, you demand a fair transition, genuine support, recognition of experience, and safeguards against punitive outcomes. Together, we can ensure Council values people—not just paperwork. Add your voice, sign now!

Library workers deliver essential services to 2.8 million people in our community each year. They run information services, connect people online, hold free workshops, develop community connections and foster a safe space for people experiencing homelessness and family violence, and deliver services for children and families.      The State Library's expertise in family history research and access to heritage collections are also under direct threat.     Executives are trying to cut 11 permanent librarian positions, meaning 10 frontline librarians would remain to run Australia's busiest library.     They are also cutting essential Visitor Service Officer, Children and Families officers, plus other frontline roles, and proposing to outsource the library's critical information technology team.     Frontline library staff are the vital link to the library's 5 million items, and librarians are experts in connecting anyone with the information they need, taking more than 50,000 questions and enquiries annually.      Library Executives are also planning to remove public PCs, and visitors will have to order collection items via an "automated system".     Meanwhile, millions of taxpayer dollars are proposed to be spent on deceptive and ill-aligned "digital" roles, pay rises for executives, and flashy websites with no substance.     State libraries with free, uncensored access to information are essential to our democracy. And in a time of information overload, AI and misinformation, we need librarians more than ever.      We need librarians in libraries.     To foster critical thinking skills, to know the stories of where we live, and to navigate an online world increasingly full of falsehoods and manipulation, places like the State Library are essential. Victoria’s State Library should serve the public interest. It must not be allowed to neglect its core purpose of preserving and providing easy access to knowledge. We reject these inept attempts to shift control of our cultural memory, our history and our factual record to private vendors and ill-conceived digital systems.     Tell the acting executives: hands off our State Library!

People from the Pacific Islands and Timor Leste that come to work in Australia on the Pacific Australia Labour Mobility (PALM) Scheme do not have access to Medicare. Instead they are required to pay for private health insurance arranged through their employer. Too often the complexity of using private health insurance or lack of support from their employer results in workers not getting the vital medical care they need.

The federal government talks about just transition - the Net Zero Economy Agency, the National Reconstruction Fund, the Future Made in Australia Innovation Fund, and the Green Metals Innovation Network. But when it comes to Collie, nothing has landed. Collie is Australia’s most advanced just transition program, yet not a cent from these programs has gone to secure new jobs in our town.   We can’t wait. The federal government must step up, back real industry, and deliver a clear timeline of new job opening dates in Collie.  

• Every student’s learning and wellbeing is at risk when schools don’t have the resources to meet the diverse needs of all learners, including more 1:1 support from teachers and education support staff. • Teacher shortages will only worsen, and support staff and school leaders will remain undervalued, unless the state government invests in the profession. • It’s about fairness and the futures of children and young people, who deserve properly funded public schools, not a government that shirks its responsibility while calling Victoria the ‘education state’. We call on Premier Allan and Treasurer Symes to keep their full funding promise and reverse the decision to delay $2.4 billion worth of resources for our schools. Sign our petition and send a clear message to the Premier and the Treasurer: we won’t accept Victorian public schools being the lowest funded in the country. Children and young people – and their families, teachers, education support staff, and school leaders – deserve better than that.

We are concerned that: • academic workloads are already at breaking point. We are concerned about potential efforts to weaken existing workload protections, rather than strengthening them, through Enterprise Bargaining. The introduction of a Block Model has the potential to make a significant problem worse. • professional staff workloads will be negatively affected by the introduction of a Block Model. These concerns include a lack of information on how processes and systems for admissions, census dates and support cycles will be affected. This creates concern that professional staff will be required to accept unreasonable workloads, just to make a Block Model work. • there is not a plan to resource any change, despite clear feedback that significant resourcing will be required. Without it, staff will likely be left to pick up the slack on top of existing workloads.  • UC has a very recent history of financial issues stemming from throwing millions at a shiny new education initiative – this is a concerning path to go down again. • insufficient consideration has been given to what a Block Model means for academic integrity, especially in the age of AI. These concerns include that there may not be time to sufficiently address instances of suspected plagiarism or integrity issues, including through University processes, due of the relentless pressure to turn around marking quickly to reset for the next Block. • there has not been sufficient attention given to prerequisites, course design, and professional accreditation. Some disciplines face significant risks which have not been adequately explored. • a Block Model focuses extensively on teaching, without enough consideration of research. The potential for increases in teaching loads could compromise UC’s research, as well as research-informed teaching for students. • there has not been adequate consideration of placements or internships, and how they would work with a Block Model. • there would be impacts to staff resulting from any decision to embark on more University-wide change, following the job cuts of 2024 and 2025. Now is the time for stability, as constant change and uncertainty affects staff wellbeing. • the introduction of a Block Model would prioritise customer satisfaction over pedagogy and meaningful learning. There is concerning potential for a Block Model to affect course quality and outcomes. This could affect the reputation of UC’s degrees. • any attempt to limit a Block Model to postgraduate courses would likely cause more problems than it solves, as it fails to consider circumstances where undergraduate and postgraduate units are co-taught. Teaching staff may be required to work across multiple inconsistent teaching patterns. Professional staff who support the delivery of teaching would be severely impacted. Both academic and professional staff are concerned this could make effective workload planning impossible. • a Block Model means far greater disruption for staff or students due to illness or misadventure, as a short absence would mean missing more content than otherwise. This makes it difficult to catch up and increases pressure on people to come to campus while ill. • there isn’t a clear rationale for change. UC’s issues are not those of VU or SCU, and the University has conceded that it is not clear that a Block Model would recover costs through increased student load or retention. The potential benefits to the University have not been adequately articulated. The information provided to UC staff thus far has not addressed these concerns. While these genuine and reasonable concerns remain unaddressed, and in the absence of a compelling case backed by adequate and significant resourcing to facilitate the transition, we believe a Block Model should not be introduced at the University of Canberra. 

Long-serving DXC workers are fighting for equal treatment by our employer. Despite our loyalty and dedication, we're being denied the same redundancy entitlements, even though we all face the same risks of organisational restructure.  This isn’t about perks, it’s about job security and fairness. The current offer divides the workforce, rewarding some while disadvantaging others who’ve contributed just as much. We're demanding equal rights, dignity, and respect.