So far this year Swinburne Council have; 1. embarked on a mass voluntary redundancy round that was not needed while taking on millions of dollars in debt to fund the redundancies – debt the union says the university will be continuing to pay off well after the Covid-19 crisis has passed. 2. Started another University wide sacking, sorry as Pascale says 'optimisation opportunity', while trying to tell NTEU they don't have to consult with anyone about that (yes we have put Swinburne in formal dispute) 3. Make big cuts to STEM while publicly announcing they want to be STEM focused. This includes cutting the only public health program in Victoria that teaches research and responses to pandemics. We urge all NTEU members and university staff to sign this petition in solidarity with Swinburne colleagues and to #defendhighered

About 2 years ago, workers at the Coles Smeaton Grange warehouse were told that their workplace would be shut down by 2023 to make room for automation. The news was devastating to workers & their families who are now unsure about what the future holds. This year, United Workers Union members have been negotiating a new collective agreement with Coles. Members are fighting for: - A fair redundancy package that will compensate them for many years of hard work & recognise the difficulty in finding new work due to the pandemic; - The right to transfer to the new automated Coles warehouse without loss of wages; - Job security for long term casual workers who will otherwise walk away with nothing. During the pandemic, Coles supermarket sales have soared by 6.9% & earnings have increased by 10.7%. On top of this, the Coles CEO Steven Cain’s remuneration package increased by 28.9% to more than $7 Million dollars in 2020! Now it's time for cashed up Coles to share their profits with the workers that created them!

We all want a professional and highly skilled industry, and to achieve this we really need to fix the current funding model. Completion rates for hair styling apprenticeships are the lowest in any industry - just 30% of apprentices will complete their Cert 3. The current funding model provides significant subsidies for employers who take on apprentices - but only in the first 12 months of an apprenticeship. At a time when 140,000 apprentices have lost their jobs across Australia, the Government really should be supporting those apprentices who are still working, or who have just lost their position. The current subsidy provides no funding or support for them, and actually rewards employers who push them out, only to take on 'fresh blood'. Who are we? Hair Stylists Australia is Australia's only dedicated union servicing the hair and beauty industry. We represent hair stylists, barbers, apprentices, make-up artists, beauty therapists, and beauticians across the country. We're a small but dedicated team working to make the hair and beauty industry fair for everyone, by protecting penalty rates, campaigning for fair and equal wages + entitlements, and advocating for higher standards of training for apprentices, more respect at work, and safer workplaces

La Trobe Uni has a moral obligation to provide good-paying jobs and a quality education to all regions. The proposed cuts will have a disproportionate impact on regional Victoria. Regional students will be missing out on an important on-campus experience compared to their metro counterparts. It is vital for a functional society that the University ensures a diverse range of education and humanities subjects are offered.

As an apprentice, I spend one day a week at TAFE and the other four days learning on the job. I can't imagine what an apprenticeship would be like without on the job training. Stripping away on the job training would be disastrous for our skilled tradespeople. We are calling on the Government to commit to keeping on the job training for all apprenticeships.

This Convention is ground-breaking for many reasons, including that it: • Protects against all forms of violence and harassment in the world of work, including during commuting to and from work, and through information and communications technologies; • Protects all individuals in the world of work, irrespective of their contractual status, including volunteers, trainees and apprentices, and casuals; • Recognises that family and domestic violence is a workplace issue and sets out specific measures that can be taken to protect workers; • Recognises that workers in some sectors, such as health, transport, education, retail and hospitality, or those working at night or in isolated areas, may be more exposed to violence and harassment and need special protections. Although violence and harassment in the workplace can be suffered by any worker, women are much more vulnerable to it and much more likely to experience it. These risks of violence and harassment have become more pronounced during the pandemic. Rates of domestic and family violence have spiked around the world in 2020, and large numbers of workers are being required to work from home, regardless of whether it’s a safe work environment for them. Please tell the Attorney-General and Minister for Women to urgently commit to ratify C 190 to make workplaces healthy, safe and respectful for all of us.

The Australian Services Union represents processing and telephony employees at Serco. These employees are the backbone of the Services Australia system, and have worked tirelessly to support Australians during bushfires, Covid-19 and a major recession. These essential workers in the processing team are classified as Casual, so after years of services helping vulnerable Australians, they will be left with nothing. We need the Government to intervene and help save these jobs and help support Services Australia.

We demand this company to clean up its act. Watsons Bay Hotel charges guests more than $800 a night for their hotel rooms, while they steal wages from some of Australia’s most vulnerable workers. This exploitation must stop. We are calling on management from Watsons Bay Hotel to meet with workers and our union and explain how they’ll pay back ALL our stolen wages and treat their workers with respect. Watsons Bay Boutique Hotel is just one of nine venues owned by the Sydney Collective hospitality group, and workers say wage theft is happening across the company. We need accountability at ALL their venues, including The Imperial in Erskineville, Northies Hotel in Cronulla, The Morrison and The Republic Hotel in central Sydney, Daniel San in Manly, the Park House in Mona Vale and Balcony Oyster Bar in Byron Bay and their new venue at Circular Quay. + + + Brought to you by Hospo Voice - Your Hospitality Union. Powered by United Workers Union.

When faced with the COVID-19 pandemic, workers offered to roll over their current Enterprise Agreement so that everyone could focus on supporting South Australians through the public health crisis. The Marshall Liberal Government rejected this, and now after months of negotiations, they are still shamefully in favour of attacking workers’ conditions, including their job security, leaving workers and the community concerned that the Government has an intention to privatise further services. We call on the Treasurer and the Marshall Liberal Government to support these workers by agreeing to stop the attacks on their conditions and commit to secure jobs for essential workers. Sign the petition now! Send the Marshall Liberal Government a clear message that the community supports these essential workers

It happened to us, and we don’t want other workers at Daiso QV to keep doing hours of unpaid work or being forced to turn up to work sick. That’s why we’re standing up for the current and future workers of Daiso QV. Over the years we tried to raise issues with Daiso management but it’s been brushed under the carpet. We’ve been left with no option but to start a petition and tell our stories. Please send a message to Daiso QV that this is not on.

It is important that the team at Alexandria Child Care Centre have equitable conditions that meet the needs of staff and the community using the service. It is important to all City Staff that there is a clear process for applying for the 9 day fortnight and that outcomes are fair, transparent and appropriately communicated.

Reproductive Health and Wellbeing Leave recognises men, women and gender diverse people have special health needs connected to their fertility and sexuality. Reproductive and sexual health care has traditionally been a taboo topic in the workplace, with members preferring to take time off without pay and struggle on without workplace support than directly address their health needs with an employer. From menstrual pain and discomfit to the need for surgical interventions like vasectomy or hysterectomy to assisted reproduction and gender transitioning therapies, Reproductive Health and Wellbeing Leave takes away the embarrassment for employees and employers making it clear that there is workplace support for the most personal health issues. Reproductive and Sexual Health Leave includes: - Flexible working arrangements- the right to work from home - The right to a comfortable working environment to alleviate symptoms or facilitate treatment - The right to access up to 5 days leave per year in addition to any personal leave days. Appropriate evidence (eg. Doctor's Certificate) may be required.