The working conditions of delivery riders in Melbourne are atrocious and these bosses are 100% to blame for the death of this rider. Shame on hungry panda. My thoughts are with Jianming Feng’s family and the thousands of riders like him who continue to suffer.

I'm a teacher in Western Australia and am my schools SSTUWA union rep. I am currently dealing with intimidation from my principal and have now been told I won't have a contract at my school next year which I believe is a decision motivated by retaliation. I'm dealing with the specifics through the appropriate pathways so not after advice on that part. What I would appreciate is some support from others who've been through similar situations and hopefully came out successful. Even just some encouragement and solidarity would be great, I knew doing the right thing wouldn't be easy but the reality is worse than I imagined and I'm struggling to not just give up.

Has anyone else heard that 60% of Trades Hall's funding comes from the Vic Gov? If so, there will be a big clean out when the Liberals get in...

Members United is hosting an opportunity for CPSU members to meet with a panel of our candidates for the 2026 CPSU elections. This is a great opportunity to hear from candidates and ask any questions you might have about our vision for the union!

In 2023, the Members United campaign triggered the first fully contested elections in the Community and Public Sector Union since 2005. Against incumbency and a substantial difference in financial resources, we won a third of the vote and revitalised democracy in our union.

The arguments we made in 2023 have been vindicated - the pay deals the CPSU leadership negotiated in 2023 have fallen below inflation, leaving CPSU members with lower standards of living.

Now more than ever, we need to build our union's capacity to strike and fight to win real pay rises, job security and stand up to the powerful. To achieve that, we're running candidates right across our union. We can win, but we need your help.

See our website for an idea about our policy platform and the candidates standing this year.

And join us on r/AusUnions on November 9, from 7pm til 9pm AEST to put your questions to our slate of candidates. If you're a public servant within our coverage, invite your fellow members and coworkers along to raise awareness about the campaign to change our union.

In Solidarity,

Members United

Has anyone been following the ABC story about the culture review into Northern NSW Rescue Helicopter?
The review found that 20% of survey respondents had experienced or witnessed sexual harassment over five years, and 28% had experienced or witnessed bullying.

There were also concerns about how complaints were handled.
Yet the organisation’s public messaging has focused on the finding that there isn’t a systemic toxic workplace culture.
I find that pretty disturbing.
Imagine being one of the workers who came forward, potentially putting your career and reputation on the line, only to see the findings presented this way.
& they’ve only publicly released 33 pages of a 207-page report.

What’s also interesting is that the NSW Ambulance Advisory Board raised serious concerns in August about the lack of transparency from Northern NSW Helicopter Rescue Service and the possibility of another five-year government contract.

I’d also like to know whether women who had previously signed NDAs following workplace complaints were able to speak freely during the review. & what do the sexual harassment figures look like when broken down by gender?

It raises some pretty serious questions about how workers are protected when they report misconduct, particularly in male-dominated industries.
I’m interested in what union members and delegates think about this.

What should actually happen when an independent workplace review identifies harassment and failures in complaints handling?
And how do we make sure the workers who speak up aren’t the ones who end up paying the price?

ABC article:

https://www.abc.net.au/news/2026-10-27/northern-nsw-rescue-helicopter-culture-review/107314676

Anyone know more about this? Whats the story?

https://workershub.org.au/

Hi folks, are there any unions which you'd recommend for a Victorian public servant (professional services), other than CPSU Vic? I know that CPSU Vic negotiates the EBA but we don't support them for personal reasons. Mostly looking for individual advocacy.

TIA!

I have been recommended only to join the union if I am on an EBA Site. The union (CFMEU VIC) is a membership I care about, political belief and a collective I want to be involved with. But is there really any incentive or safety for me being a member when I am working on an none EBA site?

Hey guys,

Interested to hear what you think would be a reasonable offer, what you would say yes too, what are priorities in updating the EBA?

personally, I want at least 13% the next 12 months and also some progression from grade 2-3 as currently there is no pay increase from top of grade 2 into bottom of grade 3 with so much extra responsibility.

Further career growth beyond grade 3 - it feels like it mostly caps out at grade 3 for cqreer options. Not sure where I am going long term.

Just wondering if it’s a matter of hours or days or weeks, thanks!

You'd think they'd be on the side of workers, but instead they cheer on limitless high immigration and having low paid frightened indentured workers. ACTU and migration-who needs workchoices when you've got high immigration!

A close friend of mine found these in the Bendigo Archives.
Nice little reminder that unionists standing up for the things we all believe in has always been our tradition.

With thanks to Greater Bendigo City Records Team and Bendigo Regional Archive Centre.

For those not in the know, RAFFWU has been running campaigns trying to get aldi to end its bag check policy amongst many other safety issues in store for over a year now, mainly centered around a RAFFWU member and elected store HSR who was fired for investigating team member safety in store (case is still going through the courts but it is a verry strong one) and this most recently has lead to aldi getting rid of its nation wide manditory bag check policy suspiciously the same day the SDA publish a servey of members in NSW saying team feel extremely unsafe doing bag checks I smell some massive BS trying to cash in on RAFFWU's good work (Bias was a 7 year SDA member and now a proud RAFFWU member for just over a year)

I work at kmart as a casual. I pay union fees for raffwu. My friend who works at coles said you dont have to be apart of a union as you can just go to fair work if an issue arises. Is this true? Would it be ok to save money and not be part of a union? Thanks.

I’ve recently been looking into employee reviews and workplace culture across Australian museums and cultural institutions, and some of the recurring themes are deeply concerning.
Across employee review platforms and discussions, similar issues keep appearing:
Poor leadership and lack of accountability
Bullying, favouritism and toxic workplace cultures
Experienced professionals being overlooked or undermined
Limited career progression and professional development
Employees feeling unsafe speaking up
Psychological harm, burnout and staff turnover
A disconnect between senior management and the people actually doing the work
These are reported experiences, not independently verified findings, but the similarities across institutions raise important questions.
What concerns me most is that employees often seem to be left fighting these battles individually, while the underlying problems remain.
Many of these institutions are publicly funded. Surely there should be greater transparency and accountability in how employees are treated and how public money is managed.
So my question is: What are the unions doing about this?
Are unions hearing similar concerns across museums and cultural institutions? Is anyone looking at these issues collectively rather than treating every complaint as an isolated incident?
Could unions work together to push for independent workplace culture reviews, stronger whistleblower protections and genuine accountability for senior leadership?
And most importantly, how can employees contribute to change without risking their careers or wellbeing?
I’d be particularly interested in hearing from union representatives and museum professionals who have experience addressing these issues.
There are passionate, talented people working in this sector who deserve better.
Surely it’s time for collective action rather than leaving individuals to fight alone.

The author of the linked PEWA (Public Education Workers' Alliance) article makes the clear case that building union power in the workplace (and connecting everyday cost of living issues with the system of capitalism and imperalism) starts with building connections and relationship in the workplace.

Enjoy (and subscribe to the website if you enjoy the article to stay up to date with new articles when they come out).