• Midwives want water immersion
    Water immersion is proven to reduce epidural rates by up to 70%. Epidurals can lead to longer labours, much longer second stages (more expiratory effort), increased risk of instrumental birth and therefore increased risk of PPH and longer hospital stays. If you want to reduce the pressure on our health system, keep birth normal and low risk and encourage non-medical pain relief. If your PPE gets wet, change it. Birth is a splash hazard already. Bodily fluids expelled into a bath, are kept away from HCWs and furthermore diluted. Listen to midwives, the ones who are providing the care!
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    Created by Roxane Ingleton
  • Make it here
    Australia's unemployment rate is at record highs. By spending money on locally manufactured goods, instead of imported ones, the government can support our economic recovery.
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    Created by Australian Manufacturing Workers Union
  • Stop Clive Palmer's Open Borders to Coronavirus
    Clive Palmer wants to overturn state border restrictions that have helped prevent the spread of coronavirus. This is the same billionaire who's mining company went insolvent and left hundreds of workers without jobs or entitlements. This is the same billionaire who spent $60 million during the last federal election trying to buy the outcome he wanted. He must be stopped and the Prime Minister and Australia's Attorney General should use all powers available to stop him.
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    Created by Unions NSW Picture
  • Mater - It's time to Finish the HP EBA
    Pathology and pharmacy are often tasked departmentally with providing services integral to a highly functioning tertiary hospital which are specialised, cumbersome and not necessarily profitable. In recent years both departments have undergone significant staff reductions and cost cutting in order to achieve better financial sustainability, seeing many of our senior staff and mentors made redundant. We've worked tirelessly to maintain the quality of service despite this. We were promised that a restructure would solve the financial burden on the hospital to continue to provide such services, however less than 12 months later we are being asked to take a 10-20% reduction in pay for new staff members. A move that would create two classes of employees performing the same work, and inevitably an unhealthy workplace. During negotiations we have been benchmarked against unfair private industry comparators, competitors that can pick and choose which services they provide, namely profitable ones. Specifically in Pathology they are large multinational corporations all of which do not currently provide direct services to tertiary hospitals.
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    Created by Australian Services Union ASU Picture
  • Paid Pandemic Leave for Workers in Meat and Associated Industries in Newcastle and Northern Area
    We have already seen in Victoria and the United States that Meat Processing Facilities and related industries can be extremely vulnerable to COVID-19 outbreak. Our working environments are fast paced, indoors and require close contact with other workers, placing us at high risk. As Essential Workers we must continue to do this work in order to provide food to the people of Australia. We need YOUR SUPPORT to lobby our Employers and the Government to provide paid pandemic leave NOW.
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    Created by Oscar Jenkins
  • Protect Aged and Disability Services in Horsham
    We can’t forget about our older community members. They deserve to be cared for and looked after. Some are not fortunate to have family or friends to advocate on their behalf. The aim of home and community care services like Meals on Wheels, assistance with showering, shopping and cleaning is to keep the older members of our community in their own home and out of aged care facilities. Many other councils throughout Victoria have privatised and outsourced these services. And those who deliver these services are some of the lowest paid workers predominately female workers. We as a community cannot afford for these services to be privatised.
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    Created by Penny Flynn
  • ANU CALL TO ACTION ON SASH
    However, as much as these achievements are to be commended, students are still falling through the cracks. They are frequently let down by a system and an institutional culture that have been slow to change. Student leaders in this space have faced issues of communication from the university around keystone events, and past audiences with key groups have left student leaders feeling disempowered around how genuinely senior management view student input and activism in this area. It has also been disappointing to see the Student Code of Conduct, a tool advocated for by student leaders and activists as a means to increase student safety from sexual harrassment and sexual violence, being used by the university earlier this year as leverage to discourage student campaigners and activists. Furthermore, the lack of progress in bringing the current Staff Code Of Conduct in line with the new Student Code has led to inconsistencies in how the university responds to sexual violence and in the outcomes of these responses. It is equally important that the Nous Review’s recommendations continue to be implemented, especially at new halls that were not reviewed. For example, it is crucial that Residential Cultural Change Plans (Recommendation 12) are implemented at every hall. The ANU must remain resolutely committed to not only responding to current student expectations, but being a driving force of change on our campus.Throughout 2020, Residential Hall student leaders have been committed to reaching out and collaborating with the RRU, and many would like to see a greater effort made to respond to the concerns and suggestions provided by those who live in residences. Feedback should not only be received positively, but indeed actively sought out. There should be developing relationships between the RRU and every residence, and indeed with student organisations across campus who seek to achieve similar ends. We hope that the lessons learnt during the last two years for a number of halls that were either established or involved in building changes are considered when new residences, such as SA8, are established. It is critical for support for all survivors that staff structures are able to provide pastoral care, and as we did a year ago in the Do Better ANU protests, we continue to call upon the ANU to install Deputy Head-equivalent positions in every residential hall. We are further disappointed by the failure of the university to address domestic violence with COVID-19. In their annual survey, PARSA found that 2% of students (20) indicated that they have been at risk of family and/or domestic violence due to the movement restrictions as part of the COVID-19, and a further 7% (60) said that they may have been at risk. While the Respectful Relationships Unit has done some work on the issue, we were disappointed at the lack of tailored resource creation for the ANU community and the lack of any distribution of those resources and outreach around domestic violence to students and staff. Failure to do so has resulted in student leaders and associations bearing the burden of support during COVID-19, despite already having limited resources to do so. Lastly, we believe that many recent and past cases have demonstrated a continued lack of accountability in disclosure and reporting processes that have let students down. There must be clearer processes, more accountability mechanisms, and a structure that prioritises the care and support of survivors. Transparency not only improves systems through understanding what can be improved upon; transparency makes disclosing and reporting so much easier for all survivors. Understanding what processes there are, and how they work, are critical to the progress that the students of ANU deserve. To survivors, we believe you, we support you, always and forever. We support and stand with those who throughout the years sought to hold institutions and perpetrators accountable for their actions. Recommendations: 1. An increase in resourcing and logistical support to groups who provide support and drive cultural change on campus. Successful student engagement requires effective communication and effective advertising. 2. A commitment to reforming the Staff Code of Conduct to bring it in line with Student Code. 3. A commitment to not weaponise the Code of Conduct against student protest and freedom of speech. 4. A commitment to not only accepting, but also actively seeking out, student feedback and cooperation with student leaders across campus. 5. Recognition of the importance of multiple pastoral care staff positions at every hall on campus, and the implementation of Deputy Head-equivalent positions at every hall. 6. A commitment to more transparent and accountable reporting and disclosing procedures. 7. Survivor-led models of care towards students
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    Created by ANU Students' Association Picture
  • Andrew Bolt is a public health menace.
    Bolt writes one of the widest distributed columns in the nation. He always uses this platform to promote his anti-science agenda. Maybe you can argue that is free speech. But when he is blatantly pedalling falsehoods on public health during a pandemic he must be refused a platform. Mr Weir needs to pull Bolt into line before people die.
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    Created by Antony Moore
  • Stop limiting our free speech!
    The new social media policy is draconian and unfair. It would allow managers to fire and discipline staff they don't like, just for perceived crimes online. Some of these crimes would be as miniscule as liking a comment or graphic online. Public servants have a right to free speech too. We demand transparency and that the new social media policy is discarded.
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    Created by Andrei Buters
  • We won't let Followmont Ruin our Retirement
    Are you a long distance driver for Followmont? Have you ever looked at the amount for Super on your payslip and wondered if it's correct? Followmont are paying long distance drivers based on the "minimum guaranteed wage method" when they should be paying using the "cents per kilometre method". You could be getting thousands less than what you're entitled to. Add your name to a petition calling on the Australian Tax Office to urgently investigate the way Followmont pay superannuation to long distance drivers.
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    Created by TWU Queensland Picture
  • Don't support freezing public health workers' pay
    Cassy O’Connor has said she supports a wage freeze for public sector workers, including hospital workers. RHH cleaners have gone above and beyond over last few months keeping people safe. They work in the heart of Cassy O’Connor’s electorate, Clark, and most live in the electorate too. They don’t understand why Cassy O’Connor and the Greens want to freeze their wages. In real terms, that amounts to a wage cut. Cleaners are calling on Cassy to change her position and support them, by allowing them to have the wage increase that the government agreed to. The agreements were negotiated in good faith and should be honoured. Health and community services workers deserve a pay rise that keeps up with the increases to their cost of living.
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    Created by HACSU Tasmania Picture
  • Give ACT Catering Workers Their Portable Long Service Leave!
    Right now many of us are using other leave entitlements to keep ourselves, our families, and our employers afloat during the pandemic. Now, more than ever before, workers need jobs they can count on. Catering staff should no longer be robbed of hard-earned leave by the structural failures in our industry.
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    Created by United Workers Union members