Baxter Laboratories in Boronia manufactures sun and skin care products for some of Australia’s best known brands such as Coles, the Cancer Council, Dermaveen and Lucas’ Paw Paw Ointment. Workers at Baxter Laboratories want a living wage. NUW members are fighting for a fair pay offer and better working conditions. After 4 months of protracted negotiations, members took protected industrial action and stopped work for 24 hours on 11th October. Like so many other hardworking Australians, workers at Baxter Laboratories are struggling to make ends meet because they are not paid a living wage. Meanwhile workers are being asked to work harder and faster. To add insult to injury, Baxter Laboratories is withholding back pay on the grounds that the first offer that was put out to a vote was not accepted. Workers should be entitled to vote down unfair pay offers without being penalised for it. Send Brent Baxter a message, that you buy sunscreen and you support workers being paid a living wage!

By forcing unemployed workers out onto rural farms, Scott Morrison is stripping Australian citizens of their right to freedom of movement. This will create a deeply segregated society - one where only certain, privileged citizens have basic workplace rights and freedoms. Over the past few months, Morrison has continued to trample on the rights of unemployed workers. He has taken away their rights to appeal unfair penalties made by private employment services providers; he has stripped their rights to a 'reasonable excuse' for not attending activities and appointments; and he has significantly expanded the coercive and dangerous Work for the Dole program. Australians who have become unemployed - due to no fault of their own - are being systematically branded as second-class citizens. Scott Morrison's plan will not create one single job for unemployed workers. It will only punish them for his government's own failure to create enough jobs. Let's send Scott Morrison a clear message - Create Work, Not Punishment!

Max (left) was underpaid $7000 in hospo on the Sunshine Coast and sent threatening letters to stop him claiming his wages. Andreas (middle) was paid $10/hr cash in hand at a restaurant in Sunnybank and couldn't recover his wages because he didn't receive pay slips. Sulu (right) was underpaid $13,000 over two years packaging ready made meals. Young workers are more likely to experience wage theft because we are often unaware of our rights at work, can find it hard to speak up and don't know where to seek help. In Brisbane's Fortitude Valley, 60% of businesses don't comply with the law, with most contraventions relating to wage theft. But hundreds of these cases will never make it to court, because the current legal system is expensive, lengthy and stacked in favour of bad employers who underpay their workers. If you've experienced wage theft or know someone who has contact the Young Workers Hub on 0448 681 116. Let's end wage theft!

The government does NOT have to act on these recommendations. They can choose to ignore them, and to stand by quality in early childhood education. They’ll be watching educators’ reactions closely to decide which path they take - so please sign and share this petition to show Australian's children deserve quality early childhood education and early childhood educators deserve to be valued! - Jade, Educator, Sydney.

This is important because the three bus companies that operate Transperth Bus services in Perth do not get paid the same rate. Bus drivers need community support for a fair and equal system. Same job, same rate of pay.

Hospital pharmacists at ACT Health are under immense pressure, overworked and understaffed. Despite months of meetings with management, and the Minister, they have failed to deliver a deal which guarantees better pay or an improved classification structure. Ongoing inaction by the Government is reckless and irresponsible – the workforce has put up with this for too long and is now at breaking point.

Despite previous assurances from UTAS, three United Voice members and long-term employees of Spotless working at UTAS have lost their jobs due to a contract change to Wilson. They are to be replaced with new guards who do not know the site, the clients or the students. Combined, these Security Officers have worked at UTAS for over 20 years. They have dedicated a huge part of their working lives to UTAS, they have worked above and beyond to deliver a secure university for UTAS students and staff. As of yesterday, they were informed that they would not be employed by incoming contractor Wilson. When they asked why they were not successful they were not given a reason. 3 guards are now without jobs they can count on 3 guards have been unfairly dismissed without any legal recourse. 3 families will struggle to pay bills, rent and mortgages 3 families face an uncertain future. UTAS need to take responsibility for the decisions they made 20 years ago to outsource security which has ultimately led to the dismissal of 4 dedicated, competent workers. UTAS has a responsibility to ensure all workers at UTAS are given a job they can count on.

Security officers at the University of Tasmania (UTAS) are facing potential job losses because of a contract change from Spotless to Wilson. There is no guarantee that current security staff will keep their jobs; they have to reapply for their positions. Some security officers have worked at UTAS for over 13 years and are now faced with having no job, and if they are hired by Wilson there is no guarantee that they will have permanent employment or the same amount of hours. Other security officers are long-term casuals, with some working at UTAS for over 9 years without job security. These guards now face the prospect of no job, no entitlements and no redundancy. Wilson has already advertised the positions at UTAS without meeting with the current security officers first. Security officers had some simple questions to ask WIlson, but Wilson has chosen to ignore them so now they are calling on the Vice-Chancellor of UTAS to direct Wilson to answer them and to give them a job they can count on.

"When my father died I was at Uni, there was no question about how much time I would take off, I took what I needed. My mother however, who was in the workforce was expected to take only 2 days leave to grieve." In Australia, employees are only allocated 2 days leave to grieve when someone they love has passed away. There are so many considerations both physically and emotionally as you adjust to your altered reality. Recent models of bereavement recognise the oscillating nature of grief; where our view moves from a loss orientation to an orientation of restoring our changed world in some way. 2 days bereavement leave is more like funeral leave. Memoleaves is a website devoted to sharing grief and end of life stories. Our research into the state of bereavement leave is available here, we continue to research this important area. With this petition we hope to shine a light on the insufficient amount of bereavement leave as decreed in the National Employment Standards. Grief doesn't discriminate and neither should we.

Family Violence is a crime that seriously reduces the health and wellbeing of individuals, families and communities. The Premier has stated that eliminating family violence is a top priority of the Tasmanian Government. Tasmania Police data shows a 15 per cent increase in reported family violence arguments and incidents over a three-year period from 2014-15 (4,486) to 2016-17 (5,154). The FVCSS is struggling to deal with the increase in referrals due to lack of resources. The Family Violence Counselling and Support Service provides victims with: ◾Information, counselling & support ◾Trauma Counselling for children and young people ◾Information and support to family and friends ◾Arranging assistance from police ◾Assisting in organising a safe place to stay ◾Referrals to Legal Aid and/or Court Support ◾Act as an advocate in accessing assistance e.g. Housing, Centrelink ◾Liaise with Government and non-government sector on behalf of clients ◾Group work programs for affected adults, children and young people.

• Logan is “...one of the state’s fastest growing communities…the state [has] used the city as the backdrop for announcing its $45 billion four-year infrastructure plans.”* • Those at the pointy end of delivering the City’s successes continue to go unrecognised. Logan City Council staff have not had a pay rise since July 2016! • In that time, all Executive Managers, Councillors and even the suspended Mayor have received annual pay increases. • Council’s current staff pay offer fails to address this two-year pay freeze, and would see wages for the lowest-paid admin staff (who are mostly female) go backwards. • Council staff are community members just like you. We are your librarians and your water & sewage workers. We fix your roads, maintain your parks and plan your new community facilities. • If you agree that it’s not fair that those working hard to deliver major outcomes for our City have to suffer a wage freeze, sign our petition to support the hard-working Council staff who support your community! *Judith Kerr, ‘Logan A City On The Rise’, Courier-Mail, 16 August 2018

Big banks can’t be trusted with workers’ money. Banks have been forced to refund or compensate their customers $480 million in the past two years. They have engaged in reprehensible behavior that includes robbing the dead, deceiving the regulator, rigging markets, giving dodgy advice, forging documents and breaching laws that stop people laundering money and financing terrorism. In contrast, our union-won industry superannuation is reputable and accountable to members, and it consistently delivers better returns for members than any bank super fund. Industry super is strong. It’s the big banks that are broken. Big banks have no place in super and should be banned.