On the back of the recent success of HSR Sharyne Doensen, several HSRs have recently signed up for the UWU HSR training course. The UWU HSR training course is approved by WorkSafe and is a recognised course. This course provides a view of the HSR duties from a union perspective.
Currently, TZV is facing two main issues: the fair allocation of overtime and the format of the UCC.
Fair allocation of overtime means that the volunteer who has worked the least amount of overtime should receive the shift. It does not imply that the shift should go to the person with the lowest pay rate.
Clause 29.8 of the Enterprise Agreement is clear and specifies that the focus should be on equitably distributing overtime among those who volunteer and are qualified for the shift. While the union acknowledges TZV’s fiscal responsibilities regarding public funding, this does not override the requirements outlined in the Enterprise Agreement.
The second issue pertains to the UCC format, which has sparked considerable discussion. The UWU is open to changes that would make the UCC more functional and useful. However, any proposed changes must be discussed among the delegates, union officials, and TZV. All options should be presented and considered, and the final model must be agreed upon by all parties.
Clause 72 (UCC) of the Enterprise Agreement clearly outlines the frequency of UCC meetings. It raises the question of whether the current UCC format is effective or if an alternative format would be more beneficial. It is vital that all workplace delegates are consulted, their feedback is considered, and their input is incorporated where appropriate. It is unacceptable for any organisation to claim to consult while failing to seek genuine feedback.
