United Workers Union (UWU) members at MSS work in security and screening and have been bargaining with the company since 2022. MSS, which is wholly owned by an Indian-based firm SIS Ltd, has offered a four percent pay rise to workers this year. This is despite Hobart security officers being on little more than the minimum wage. Both MSS and Hobart Airport are extremely profitable entities and if they're serious about safety and security they need to show that by offering a more respectful wage increase.

The joint decision by Whitehaven & BHP to undermine workers entitlements at retirement is a major risk to all workers in the mining industry. Industry Awards reflects decades of agreed upon conditions of employment for workers, and are designed to provide the minimum foundations of any workplace arrangement. Without the foundation of the Award, workers that sign over as part of this deal will lose the right to basic fairness. Specifically, they will no longer be able to challenge shift changes, changes to working hours or have the right to seek assistance from the independent umpire. These common agreed upon conditions and significant retirement outcomes can be lost at a stroke of a pen by exploiting the loopholes in the Fair Work Act. A worker should not have their minimum foundation entitlements stripped away from them under the threat of unemployment just so major mining companies can save a few dollars. Accrued entitlements are entitlements owed to a worker, they are not bargaining chips to be used by executives in backroom deals. If major employers like Whitehaven and BHP utilised these provisions to undermine Award conditions, there will be significant impacts on the retirements of workers in the mining sector.

TasTAFE workers need the Tasmanian community to stand with them to prevent further slashing of their conditions by TasTAFE Management. Join us in calling on Premier Rockliff to keep his promises.

On February 15, the Australian Catholic University issued the ‘Professional Services Draft Change Management Plan'which announced the loss of 110 equivalent full-time (EFT) professional staff positions - including 90 EFT positions being made redundant. We are opposed to these job cuts and believe that they are unnecessary. As well as the impacts on staff affected directly, we believe that these cuts will negatively impact the quality of teaching, research, and services. We demand that management demonstrate that all alternative savings measures have been canvassed; and explored all voluntary measures to ensure involuntary redundancy is a last resort.

Workers at Pfizer/ Bridgewest want to have a good working relationship with management and believe that clear policies that don't confuse or trip up workers is an important part of the relationship. We believe that the simple changes we have suggested will provide clarity and transparency, and make for easier reading for colleagues and their managers. We call on Bridgewest to amend the policies so that colleagues can be confident signing their contracts, and to create trust with their new employer.

There are thousands of gig economy workers in Indonesia who are over-worked, underpaid and are barely keeping afloat in an economic situation with high fuel prices and increasing inflation. By signing the petition we demand: - Decent work hours and working conditions - Social Security and insurance for workers - Fixed Term Contracts - Achievable Targets of deliveries - Paid sick leaves

Financial strain, which jumps 600% during placement periods (Smith et al., 2018), is one of the leading drivers of preservice teacher drop outs. Not because these teachers are poor at the job, nor that they do not enjoy the work or the high workload, but purely because they cannot financially sustain themselves for weeks without pay. During a teacher shortage, this is a broken system. Furthermore, there should not be an education system that only allows for those who are financially viable to succeed, especially in a sector that so desperately needs new staff. Let's fix this now! Support the AEU Preservice Teacher Association members in our fight for preservice teacher payment by signing below. Join our Facebook page to assist in the campaign here: https://www.facebook.com/groups/635367530941019

Workers at Queensland Rail can return a positive result of 0.001%, so low that many machines could not detect it, and lose their job. They don’t take into account any other factors that will affect a result, including cough medicine, asthma puffers, mouth wash, tooth paste, energy drinks, lip balm or hand sanitiser. The tests they use are only required to be calibrated once a year, with an accepted margin of error of 400%, which they ignore. These machines are likely to return a false positive and can be heavily affected by environmental factor like high voltage electrical disturbances and shock and vibration. These machines are not the gold standard, and that's why there must be a common sense approach in the assessment of any results. Queensland Rail currently has no interest in supporting workers, only punishing them and under their current practice they have zero discretion in ultra-low range readings other than to sack them.

Hard working FTS staff need to be compensated for the range of duties they perform and they deserve to be provided independent evidence that they are being properly paid for the work they are doing. Independence in the Mercer review process is pivotal so FTS staff are confident that they are being compensated for the full range of duties they perform in Ambulance Victoria. FTS staff have waited 6months and can wait no more.

StarTrack workers have gone above and beyond during the COVID-19 pandemic to ensure that Australia's parcel delivery system is timely and efficient, doing crucial work to transport a huge surge in demand for online orders as well as important freight, vital medical supplies and crucial COVID-19 vaccines. It is no secret that Australia Post Group and it's StarTrack arm of the business have recorded mega-profits during the pandemic. In an email to all staff on 23rd Feb, 2022, Australia Post CEO & Managing Director Paul Graham advised half-yearly results: • Group revenue: $4.80 billion, up 10.4 per cent on last year • Group profit before tax: $199.8 million, up 19.9 per cent on last year • Parcels and Services revenue: $3.87 billion, up 13.6 per cent on last year Graham then stated "These numbers would not have been possible without all of you and the important work you do every day." While StarTrack has made $3.87 billion, they are refusing to allow the very same staff that turned this profit to meet during paid time to discuss their own Enterprise Agreement. This is outrageous! The ASU asked StarTrack to accommodate workers right to attend Union meetings by allowing the necessary changes to breaks so that workers can attend during their lunchtime. StarTrack management should be working with the ASU to help employees make their voices heard in the enterprise agreement negotiations. If you agree, sign the ASU petition today!

It's important to acknowledge AV staff years of service and provide fair entitlements to all staff. A mother who has worked fulltime in Ambulance Victoria for 9 years returns to work from maternity leave to undertake 20 hours of work per week. When she takes her LSL, she will not receive payment based on her years of service within Ambulance Victoria but the 20 hours per week she has most recently worked. This discrepancy impacts women, care-takers, and staff who are working part-time even though they have worked fulltime for many years within the service. AEAV members believe it is discriminatory and unfair to not acknowledge staff years of service simply because a staff member has more recently worked part-time.

In 2022, the COVID-19 pandemic shows no signs of disappearing and presents more risks to health and safety than ever before. New variants like Delta and Omicron are tearing through our community and workplaces. With the risk of workplace transmission ever-increasing, we need strong measures to keep COVID-19 as far as possible from spreading within our university community. As numerous examples have shown, an outbreak at a workplace like ours where there are so many individuals coming and going can have disastrous consequences. Teaching delivery and research can be disrupted or even halted entirely, but the worst effects will be felt by us, the workers. We ask that ACU takes steps to limit the impact by consulting staff and implementing sensible measures. ACU senior management has arbitrarily set February 14 as the date for staff to return to campus. However, they have failed to undertake genuine consultation with staff regarding the potential risks associated with the return to campus and how these risks may be controlled. This has been highlighted by the fact that the University only released its COVID Risk Assessment document for consultation on February 10, just two business days prior to the return to campus.