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.

This is about protecting the people who care for our communities — the workers who support those experiencing homelessness, family violence, mental health challenges, disability, and social isolation. These roles are often invisible, yet absolutely essential. If their pay and conditions are cut, it sends a clear message that this work - and the people they support - don’t matter. These workers hold our communities together, often under immense pressure and with little recognition. When they’re undervalued or forced out of the sector, it’s the public who suffers — through reduced services, higher burnout, and weakened care systems. This isn’t just a workers’ issue — it’s a community issue.

This case lays bare a systemic issue in Victoria’s hospitality industry: employers thinking they can ignore the law and get away with wage theft. Celeste and Connor did everything right. They stood up, took their case to court and won. But court decisions alone aren’t enough if bosses can just walk away without consequences. We need public accountability. Employers must understand that wage theft is illegal, and the community is watching. Until justice is served, we won’t back down. ✊

The NT Government’s failure to act means dangerously understaffed pharmacy departments are left to cope under impossible conditions. Pharmacists and technicians are exhausted, patients face delays and reduced services, and communities risk losing access to essential healthcare. Every message, every call, and every signature sends a strong signal: pharmacists across Australia will not accept unsafe staffing and government neglect. Together, we can protect patients and support our profession. In solidarity, Professionals Australia

This short-sighted decision will create an avoidable shortage of nurses and midwives in the future, a strain on the current nursing and midwifery workforce and increased pressure on the public and private healthcare systems. To provide the healthcare services the Victorian community needs we must keep building our new and early career workforce as well as retaining our experienced nurses and midwives. We must ensure today’s students are tomorrow’s workforce. Use us or lose us. It doesn’t have to be this way – we call on the Victorian Government to employ all of our 2026 graduate nurses and midwives. 

In support of our petition, we observe that:  • ANU Council has the entire control and management of the University and is required to act in all matters concerning the ANU in the way it thinks will best promote the interests of the ANU;  • Staff, students and members of the community have reasonable and genuinely held concerns about the direction of our national university. Many of these concerns relate to the delivery of Renew ANU, which has been destructive and harmful to staff, students and the capacity of the University to perform its functions; and  • A range of issues relating to transparency, accountability, governance and leadership at the ANU have been widely reported, and have not been adequately addressed. These are a source of ongoing damage to the reputation and standing of our national university, which is now subject to an unprecedented investigation by TEQSA.  For these reasons we conclude it is reasonable, necessary and in the best interests of the ANU for ANU Council to fulfil its duties by immediately adopting the course of action proposed by this petition.

At its heart, this campaign is about ensuring that people with disabilities—some of the most vulnerable members of our community—continue to receive the care, safety, and support they need and deserve. Without sustainable funding and clear action from governments, thousands of Victorians risk losing access to essential, life-changing services. The current funding shortfall threatens to: • Slash wages for over 7,500 workers by more than a third • Significantly reduce the 5 main providers of group homes ability to operate approximately 580 group homes • Displace even more participants from their homes • Undermine quality and safety standards that have been built over decades This is not a distant issue—it’s a looming crisis that will affect families, workers, and participants alike if action isn’t taken urgently. Victoria’s disability support sector sets the benchmark for the nation in terms of: • Staff training • Career progression • Staffing ratios • Safety standards These are hard-won protections built through decades of union advocacy. Without continued investment and a proper funding model, these standards could be lost—taking the sector backwards. Disability support workers play a critical role in the lives of participants, yet they now face: • Massive wage cuts • Job losses • A devaluing of their profession By campaigning for fair wages and strong employment conditions, you're standing up for the workforce that holds this system together. This campaign is about demanding that: • The Federal Government fixes the broken NDIS pricing model • The State Government continues support until a long-term federal solution is in place • Both levels of government take responsibility for the sustainability of disability services It’s a call to put people over profits, and policy over politics. Everyone deserves the opportunity to live with dignity, independence, and support. Your campaign represents the broader fight for: Equity in access to care • Fair treatment of workers • A compassionate, well-funded public service model This isn’t just a disability sector issue—it’s a community issue. When we unite, we win. By joining, people are not just supporting a cause—they’re becoming part of a powerful movement for justice, fairness, and sustainability in disability care.

Not-for-profit advocacy workers often go above and beyond, driven by mission and values. But they also face high emotional demands and constant pressure leading to chronic burnout. Despite this, many never qualify for long service leave because they haven’t stayed in one job long enough, even though they’ve been serving the same sector, for decades. By extending portable long service leave to all not-for-profit workers, we acknowledge the emotional labour, the burnout risk, and the reality of insecure work.  It’s time ensure that every worker who contributes to the public good, has the chance to rest, recover, and be recognised.

The Savannahlander isn’t just a train — it’s a lifeline. Its loss would be a blow to Queensland's Outback Tourism, wiping out one of the last remaining outback rail experiences of its kind. Communities along the route rely on this service to bring in visitors, support local jobs, and keep small businesses alive. For tourists, it’s a chance to see a side of Australia you can’t reach any other way. By joining this campaign, you’re helping protect a unique piece of Queensland’s history, regional livelihoods, and an unforgettable experience that should remain open to everyone — not just history books.

Bus drivers are critical because they keep our state moving, taking kids to school, commuters to work, and our families to shops, medical appointments and more. We need to keep them safe so they can do their essential job without fear, stress or harm, ensuring reliable and secure transport for everyone.

Exposure to aluminium welding fumes causes cancer, irreversible lung damage, and neurological harm. An immediate reduction to the WEL is critical to protect workers. Despite the evidence available about the risks, and the Safe Work Australia recommendation, there are employers and government bureaucrats who have suggested a delayed implementation or to forgo the change altogether. We cannot allow political resistance or delay to come before the health and safety of workers. Ministers can decide on this matter any time between now and 31 July 2025.  We need to make sure they hear directly from the people who are most affected. We need to make sure they hear directly from the people who are most affected – the workers and families who suffer the risks of exposure every day.