Shame file

Protect the under 20s

A media release from the ACTU said the South Australian Unions report which surveyed 800 young workers showed 36 per cent of young workers were pressured to work overtime without pay, 43 per cent were pressured to work while sick, 42 per cent were forced to work through meal breaks, 22 per cent were fired for reasons they felt unfair, 17 per cent were fired or lost shifts after a birthday and 25 per cent were bullied at work.

ACTU Secretary Greg Combet said that the report showed a high level of exploitation.

"This report is further evidence that individual contracts are being used to exploit Australian workers, especially young people," Mr Combet said.

"This will become much worse under the Federal Government's proposed system where more workers will be pushed into a situation where they have to negotiate with their employer alone.

Young Australian workers in particular need to be protected.

"The Federal Government must ban the use of individual contracts for workers under 20.

"We also want an immediate public audit of all existing individual contracts approved by the Office of Employment Advocate.

"We know that the Federal Government's Office of Employment Advocate have already approved individual contracts that have been used to take advantage of young workers," Mr Combet said.

Boeing workers still out

Nepean Association has donated $200 with a further $155 from members at the meeting. Belmont High School collected $264 for the Boeing workers. Federation Officers and staff have also been invited to make fortnightly donations from their pay to support the locked-out workers.

Mushroom settlement

She alleged she was unfairly sacked after querying why she was being paid less than award wages. This happened after she had reluctantly signed an individual contract after her employer told her if she didn't sign she would only get shifts when nobody else was available. The contract wage was $16.55 an hour compared to the award rate of $16.95. The matter went to the NSW Industrial Relations Commission. Australian Workers Union organiser Paul Farrow said this option would not be available under the proposed federal industrial laws.

Settlement in Harvey Norman case

Shop, Distributive and Allied Employees Association branch secretary Bernie Smith said the matter had been resolved to Melanie Reardon's satisfaction.

Before the settlement a meeting of Unions NSW was told Harvey Norman, Liverpool (Livfurn Pty Ltd) store management had told her if she did not sign the AWA, which made no mention of roster changes, the company would not be able to keep her employed.

On signing the AWA Ms Reardon was given to a new roster that reduced her time off at weekends to one in six. Workers Online reported prior to the settlement that since joining the retail union, Ms Reardon had her AWA overturned and won back her award rights and a roster with family time every weekend. After she challenged the new rosters she was 'counselled' for using a work telephone to contact the union. She asked for the 'counselling' to be removed from her employment record; the day after that she was terminated.

The company claimed to terminate her for an injury and being unfit for full duties.

Ms Reardon also alleged she had not been given time off work to attend her brother's funeral during the course of her employment.

She told Workers Online that workplace flexibility meant all give and no take for employees like her.

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Last Modified: 15 Nov 2005