Welcome Mr Secretary and Councillors to the second State Council Meeting of 2002.

WOMEN IN THE WORKFORCE
Trade Unions in Australia are becoming increasingly dependent upon their female membership. The issue of women in unions can be approached from the democratic or appropriate perspective. The democratic argument is that women should have the right to work and to belong to Trade Unions as equals of men.

The participation of women in trade unions and the impact of union policies on women in the labour force are in itself linked. Current labour market trends demand that unions come to terms with the expanding position of women in the workforce and the need for women workers to be fairly and competently represented by their unions.

Trade Unions have a leading role to play in extending employment opportunities for women, by actively improving the opportunities for women within the union movement. Women unionists will be better able to influence union policies and practices that affect women workers.

Unions need to take direct and definite action to encourage greater participation by the women members. It is not sufficient simply to adopt non-discriminatory policies if women lag behind men in union representation and activities. Increasing the involvement of women holds out many benefits for unions. Policies adopted by men and women jointly are more likely to be free of sex bias.

A union, which portrays a male / female image, should have no difficulty - recruiting members of either sex. If the Trade Union movement fails to take positive steps to redress the effects of its past policies, then it may discourage women from joining unions and from becoming involved in union activities.

In the Australian Government sectors, Trade Unions and other groups lobbied for the removal of discrimination in terms and conditions of employment and for equality in career opportunities. Some employers developed voluntary programs to eliminate discrimination and to enhance opportunities for women and other disadvantaged groups. Further lobbying by the Labor Government led to legislation being introduced requiring all Australian Public service Departments and Authorities to develop and implement Equity of Opportunity Programs. This legislation includes the important provision for unions to be consulted.

The union movement has contributed to the segmentation of the workforce, in a manner that severely disadvantages women. The inferior position women occupy in the labour force is reflected in their lower representation at all levels of the Trade Union movement. As the female labour force participation rate continues to rise, the future of the Union movement will become more dependent upon women. There is potential to considerably increase and expand the strength of Trade Unions by recruiting women workers and by encouraging female union activists.

There are three important issues which Trade Unions need to consider in relation to women:

• The influence unions can and do exert on the position of women in the workforce.
• The need for unions to increase female membership levels and the representation of women in union decision making bodies.
• And the role of unions in promoting equality of opportunity in the workforce.

Before this Council Meeting I relieved our State Secretary, in the State Office, while he had some well deserved annual leave and conducted a tour of the North and North West of Queensland. I had the pleasure of working and liaising closely with Siobhan Keating our Industrial Officer, who I owe a great deal of thanks for her professionalism, eagerness and enthusiasm.

TRADE UNIONS AND THE LABOR PARTY
Trade Unions came into being because employees are able to exercise less power in relations with their employers as individuals than as a group. As far back as the 1830's, workers were forming into unions to provide mutual aid in cases of injury, sickness or death and to seek better wages from employers.

During the 1850's, the foundations of the present - day labour movement were laid. A number of events took place, which consolidated the unions:

• Substantial economic growth, including the gold rushes.
• The influx of immigrants, many of whom with Trade Union experience, radicalised the workforce.
• Economic growth led to labour shortages, consequently, employers granted better conditions to some workers. This stimulation demand for similar conditions by other workers, and
• Unions began to organize on a broader level, forming Trades Hall Councils to assist individual unions.

This changed during the 1890's. The country experienced severe economic depression, export prices slumped, overseas loan money scarce, credit was restricted, and unemployment spread.

Working conditions began to deteriorate. Several of the larger unions, the maritime, pastoral and mining unions, took part in large scale strikes. For most part, the unions were defeated because of their weak bargaining position and because the colonial governments of the time sided with the employers.

Reduced power in the workplace led unions to take political action. They lobbied for legislation beneficial to workers and against government funds being given to aid employers affected by the recession. Ultimately the Trade Unions formed the Labor Party in 1900.

With federation in 1901, the concept of conciliation and arbitration was written into the constitution and subsequently embodied in federal legislation in 1904. This official recognition of Trade Unions strengthened their position. By 1926, 55% of the workforce was unionized.

Over the years, unions have made considerable gains in the working conditions and wages for Australian workers.

HISTORY

• 1860s -- Melbourne Trades Hall formed
• 1870s -- Sydney Trades and Labor Council formed.
• 1880s -- NSW trades union act [1881]- union rights and registration.
Trades and Labor Councils formed in Hobart, Brisbane and South Australia
• 1890s -- Sudden economic slump.
Great strikes. - Foundation of Labor Parties in the colonies
• 1920s -- 44 hour week for timber workers and engineers. - 1920 Arbitration court restores 48 hour week in 1922. - * ACTU established 1927. - Bruce Page Government defeated over attempts to abolish the arbitration system.
• 1930s -- Basic wage cut by 10% during depression. - Aborigines specifically excluded from the federal pastoral industry award and were not included until 1966. - Female wage 54% of the male wage.
• 1940s -- 1 weeks' leave and 2½ days sick leave standard [1941]. - 2 weeks paid annual leave introduced, 1945.
• 1948 -- Acts campaign results in a 40 hour week. And the list goes on.
  Trade Unions are associations of workers that have joined together to protect and better their wages, hours of work and conditions of employment. Trade Unions are accepted by most Australians as having, a legitimate role in any democracy. Legislation supports the formation of unions, the recruitment of members to unions and the recognition of the conditions gained through union efforts. The Australian Labor Party has been seen historically as the political arm of the Trade Unions. This has changed in recent times as the party has endeavoured to become more broadly based. Nevertheless, the union movement maintains a meaningful influence in policy-making through their assured representation. While the major aims and objectives of trade unions have not changed extensively since their inception, changes in the composition of the workforce and in the nature of work have and effect on Trade Union operations. How the union movement address these and other contemporary challenges will determine its effectiveness in achieving its objectives and future influence in the community.

I would like to base my report for this Council on our EMS system, its function, the inappropriate use of it in its entirety and the constant abuse by local management and supervisors using it as a disciplinary axe suspended above our heads at all times.

In some quarters there is a belief that the EMS system is only in place as a disciplinary device even though we are assured time and time again by higher level management that this is not so. A prime example is the action where they try to hold the 2nd Driver equally responsible as the Driver when a SPAD occurs, in some cases this could be true but not in all.

The role of your Local Manager or Supervisor is a person who

• Coaches and develops staff
• Builds teams
• Manages changes and acts as a change agent
• Encourages staff involvement
• Sets and reviews objectives
• Manages performances

If your Local Manager or Supervisor does not adhere to all these requirements then they may well need retraining in the EMS process.

The union position in this process is to act as a watchdog for management practices which impact negatively on staff and at the same time an advocate for smart human resource strategies that benefit both employees and the business.

Your Union Officials are also there for advice and support when you, the member, are personally involved in some capacity.

There are 4 EMS policies

From the above summary you can see that I have only briefly outlined the true purpose of our EMS policy and you can also conclude that it has not been designed wholly as a disciplinary measure. Unfortunately over a period of time the training and the correct use of the policy has somewhat deteriorated. There has been a circular sent out to all depots requesting names to be forwarded to the State Office of the Branch Officials who have not received EMS training and those who would like retraining so that they may refresh themselves on the proper use of this policy.

In closing, I would urge all members when attending formal or informal EMS interviews to ensure a trained Union Official is present at these interviews and sufficient time is given to these Officials to receive and study the appropriate information obtaining to your situation. You do have the right to have an official present and you do have the right to reschedule the interview if one is not available. If you're not sure on any aspects of this policy seek out a trained official and ask for advice, they are there to act as a nominee and generally offer advice and moral support.

Welcome State Officials and brother Councillors to the July Council.

Well it has been a very hectic last few weeks, with the State Secretary and myself conducting our Divisional Tour commencing on the 15th of July followed by a meeting with QR of the Train Crew Agreement Steering Committee on the 24th.

I believe the time has come to discuss the renegotiation of the Train Crew Agreement, as many Depots are feeling the impact of the faster running times of trains due to the RCU upgrade. We must maintain the quality of life that we have enjoyed and the only way to do this is to get a guarantee of a minimum of two days off per week.

The Train Crew Agreement has served us well but we must update it, as most Depots have a log of claims as to why they should get a better deal. The original agreement is now eight years old and we must get the best deal for all depots.

The fortunate part is that all issues up for discussion can be taken to the members in this Division prior to this Union making any decisions.

Firstly at the RCC on the 19th of June in Townsville a few issues were raised that I believe must be discussed at this Council.

These are the issues of different charges for rent at different locations? A document was sent to all Unions some 18 months ago over this issue but appears to have been put into the too hard basket. For the benefit of all QR employees these talks must restart at the next SBU.

The issue of availability for traincrew to access proper toilet facilities must also be addressed. This is becoming more of an issue in the No 1 Division because of the fact that QR have not maintained the few toilets that they have, and show no inclination to change this stance. For the protection of all traincrew this issue should rate as a high priority. I realise a paper was sent out to all Divisions, if this hasn't been answered then this perhaps shows that the problem is greater in the No.1 Division, and we want action now. Again what do we have to do to get any positive improvements for Traincrew, we get false promises and no action. This Council must change this.

Another issue was the fact that QR are going further towards all employees obtaining all information about everything from computers, such as IQMS, LOP's, TCA, RCOP. This is very hard for most Traincrew as their access to computers is limited and no time is allowed.

This union must get QR to make any changes that impact on traincrew more accessible, this may mean more in written form.

While on this subject the threat of not being able to sign on for duty if they don't sign for documents, borders on harassment, especially when there wasn't any consultation with Unions. This was raised at the RCC and guarantees were given that this wouldn't occur again. If the paper is so important then it should be explained to everyone prior to them being asked to sign it.

I also believe that this Union and the QCU should write to QLD Government and ask what they propose to do with the Savanerlander, an article in the Townsville Bulletin stated that the bridge over the Copperfield wouldn't be rebuilt. If this occurs then major ramifications would be experienced by this area; not just the Cairns Depot.

To terminate the service at Mt Surprise and not service the public any further by rail would have a major impact on people living in this area.

PRING
A major problem occurring in the Newlands system (Pring Depot) this Union must address it to ensure that realistic Driver figures are placed into this Depot. The fact is this Depot has only been able to service the workload through having between 3 and 6 relief Drivers on a regular basis for the last several years.

This Union attempted to get Drivers jobs called about two years ago, but an agreement was reached between QR and the RTBU that Drivers work their BLP's and the jobs not be called to replace the Drivers who had been given VERs. This must change.

Pring has given the domestic coal traffic worked to Cobarra to Townsville in an attempt to keep up with the export traffic. This was discussed in my March report and agreement has been reached that if the export traffic falls below 11.5 million tonne this work will revert back to Pring.

The projected figures from QR are an estimated increase for the next 5 years to 15 million tonnes, we need to get more Drivers into this Depot. Also the fact that there has only been token maintenance in this system for the last few years is a concern.

This system is now 20 years old. Traincrew will run trains to schedule, but if restrictions start to dictate we can only run to what these restrictions allow. This then starts to raise other problems such as crews exceeding shift lengths. Surely QR can see that increased speed and increased tonnages hauled will impact on the track condition. To make money sometimes you need to spend some on maintenance and safety issues.

At this point I wish to thank Mr Jon Wren for his information on the problems being encountered, these include radio problems and access points etc. Without the input from Cliff Sexton, Jon and other A.F.U.L.E. Traincrew these problems would be ignored by QR. We must ensure these issues are addressed.

Why is it that when risk assessments are conducted and problems identified and promises given they never seem to fulfil their end of the bargain. We may need to apply more pressure.

TOWNSVILLE
Recently a meeting was held to discuss the Townsville review, proposed changes would have affected Traincrew shifts and sign on points. Guess what, QR didn't see the need to have the A.F.U.L.E. present. A letter was sent to the Service Delivery Manager advising him of the potential for a dispute. We are not involved, the excuse was they didn't know they had to involve us. When a manager gets a position one would have hoped that he would have made himself familiar with all related documents.

They say Unions are always complaining, don't they realise all these documents have been obtained following discussions from both parties, and have been signed off as legal Industrial Agreements.

While on the subject of agreements this Union has asked the Service Delivery Manager Mr G Wegert to set up a system where all depots can submit what they believe are the local agreements, these issues will then be discussed at a Divisional level. Hopefully after this, depots will have their LOP's signed off with copies given to all concerned. This should reduce the amount of different interpretations as currently occurs.

The Traincrew Agreement and Roster Code of Practise are documents that all Drivers should know backwards. Copies of both are obtainable on computer in the IQMS section, if you can't access the computer ask your DIC to do so to get you a copy.

Townsville has just received notice that the Cairns Motel wishes to move us out of our current rooms. A motion was moved at a Local Branch meeting, move rooms, move Motels. A letter has now been received by QR from the Motel saying they have sorted out the in house problems and the rooms will remain as they are. Drivers please be aware, the only rooms we stay in are 387, 388, 389, 390, 391, 392,393, 394. If you have had any problems with being given a room key to a room already occupied, incorrect wake up calls etc. please advise Richard or myself so they can be addressed.

CAIRNS
Aside from the fact that the Savanalander service is being reviewed another Depot review was undertaken by QR, no discussions have been held with this Union at a Divisional level yet.

Due to the track upgrade between Townsville and Cairns the Sunlander services will be terminating in Townsville on 15 dates between the 31st July and the 4th December. Cairns crews will either fly home or be relieved to work 6798 for 6c77.

At a recent corridor meeting this Union advised QR that Cairns and Townsville depots wouldn't be giving up any of their agreed diagram jobs to accommodate the working of the Tilt Train. QR decided who would work this train despite all issues raised by unions, so they shouldn't be allowed to affect other depots workings.

My thanks to Greg "Spider" Glennon and Hoss Ryan for the work that they put in for this Depot, everyone please remember these men do this thankless job for no financial gain and are only trying to retain conditions for all Drivers in the Depot.

All Western Depots will be affected by the proposed discussions at the TCA Steering Committee, so it is very fortunate that this tour is taking place prior to the meeting. Again for these Depots please read your TCA and RCOP.

Also as I said before, meetings will be held to try and clarify once and for all what agreements were gentlemen's agreements and what ones will be adhered too.

Everyone is probably aware that the new position of Area Supervisor Traincrew has been filled by Mr W Ackers, we hope this is a positive step towards solving many of our problems in this corridor. This union will attempt to have meetings between Branch Officials and W Ackers AS SOON AS POSSIBLE.

A meeting was held in Townsville on the 5th July as this Union had lodged a dispute notice on the unresolved issues on the North West corridor. Some points of interest were radio communications is reportedly 98% or better in all crossing loops and 94% or better for the rest of the corridor. I must admit I was very sceptical of these figures but after it was explained to me about problems with loco hand pieces, auto scan not working etc, it may be more of a loco issue. They were very open about the occasions when base stations had failed etc which was good. We must therefore ask Drivers who have radio problems to log the time, loco number, location and get this information to this union and RDC. While doing our Tour we will be ensuring that all issues of concern to Traincrew are recorded and taken to the Western Corridor meeting on the 23rd. This meeting will have Drivers from all depots on the corridor present. We must get all problems tabled and timeframes to rectify them. We are hoping to have a draft Roster for Cloncurry prior to our meeting on the 20th. We live in hope that we may be able to solve the majority of these problems once and for all. QR should thank Traincrew on this corridor for the control they have displayed as many of these issues are 3 years old. This union will keep all concerned notified of developments as they occur.

In closing please again realise a Union is only as strong as its members, so please assist wherever and whenever you can.

Welcome Councillors to the second Council Meeting for 2002. There is a lot to discuss at this meeting.

Especially the way QR is trying to introduce things into the workplace through the back door. Trying to bribe different depots with things, so they can get things introduced.

MACKAY
Limitation of Hours and SDS Problems
Mackay Limitation of Hours are being poorly managed by S.D.S, Townsville and Mackay Depot as well as other depots' Limitation of Hours being severely broken because of the mismanagement of Relief Crews and the poor communication between traincrew and S.D.S through train control.

Mackay Depot on numerous occasions held meetings with QR management (30/08/01, 05/09/01, 06/11/01, 07/02/02, 25/02/02, 10/04/02). These actions or in-actions by QR are a threat to the TCA and conditions for our members in all depots. Also another factor which will not help this matter is different work practices by other depots, including Mackay such as interpretation of the Limitation of Hours, instead of 8 hours on DOO then relief, some are 8 hours 45 then relief, or rostered 8 hours 45. We should be signed off and home in 8 hours 45 not work 8 hours 45 then spare.

Mackay is in dispute with QR over hours being broken and SDS poor management of train crew in this matter, we would like the State, and other depots to support us in this matter, it is a real problem throughout Queensland.

CALLING OF CREWS AT FOREIGN DEPOTS
Call arrangements (arrival and / or departure) for traincrew at foreign depots will be determined on depot by depot basis and be recorded in relevant LOP manuals. Mackay depot and other depots do not take the first deferment under an hour in a foreign depot for it is not in our LOP's. If other depots do this practice it is in their LOP's. QR say it is normal practice in our depot as well. Mackay is in dispute on this matter as well, again these issues erode work conditions and work practices.

TCA ALLOWANCES (2.6)
They want these allowances reviewed and changed to reflect C.P.I / G.S.T and other factors, as the allowance has not been adjusted in years. Could this matter be tabled to pursue for adjustment of the allowance.

DIAGRAM AND BLP ISSUES
There seems to be a big push by QR on this matter, trying to disrupt workings and conditions. The Mackay Diagram Committee and QR went through this consultation process, posted it and the roster started on the 17th of June with the proper amount of BLP's etc, but in QR's wisdom they changed this arrangement, which will effect traincrew and their families quality of lives.

If we are under the average shift length this should have been sorted out on the 17th of June not 5 weeks into the crush. Mackay want nothing to do with this proposed new diagram.

DYSART
They now have 2 extra relieving Drivers working in the depot at the moment, and another 2 drivers will take up shortly. But they still want more drivers put in, as there have been some drivers transferred out. Also QR is trying to bribe this depot with giving them an 8 hour minimum sign on, if they do a trial with purified water.

COPPABELLA
They want to know why their Limitation of Hours reports have not been sent in, as there has been a number of crews have worked over their time and nothing has been shown to them. They would like to know if the State Secretary has received any reports involving Coppabella. The trial has now started at Saraji overloaded.

JILALAN
There is a number of things that this depot wants discussed at this Council Meeting.

1. A review of JILALAN issues put forward and carried at the Council meeting and a reply to these issues.
2. That Council place the 3300 Loco dust and Cab issues on a similar footing with City Train cleanliness.
3. Issues of the relief pool to be discussed at Council, as Relief Pool looks to be a long term arrangement. Could we readdress Quarters issues and look at putting the crews in staff houses that meet a standard for long term occupancy, and not the old D Quarters in Coppabella, which were designed for short term lay offs (6 to 8 hours)
4. State Council to reinforce meal provision, ie. Control to advise where to have a meal, and that due to the 10 hour rostered and working, meals booked at the end of shift is optional, if crew wish to carry meal.
5. That the State Council reinforce LOP's issues, must be agreed to by unions and signed off by all concerned, not just placed on I.Q.M.S., which gives the wrong impression that the LOP's have been agreed to. The local Service Delivery Manager has done just that, not only with JILALAN LOP's but also with the RELIEF POOLS LOP's
6. Council to move that Limitation of Hours set by management and built into master diagrams as the basis for 320 hours, is in fact the limitation of working hours
7. That some form of accountability for the promotion of Driver, or correspondence from QR as to why the position won't be filled and the reason. The Relief Pool being used due to the poor planning, while other depots loose Drivers, with no calling of that position.
8. Also this depot has requested that the STATE SECRETARY and the new INDUSTRIAL OFFICER visit them as soon as possible.

ROCKHAMPTON
BUNDABERG QUARTERS
Requests a copy of the builders report, and ask whether QR are going to refurbish these Quarters to TCA standards, or are they going to stay in the motel that they are currently using?

POSTING OF DAILY ROSTER
The posting of the roster should be posted by 2 pm, but it is not being posted until at least 5 pm. The weekend roster is not being posted until 7 pm on Friday night. They want the roster posted earlier.

DRIVERS COMPUTER TRAINING
Drivers who are not conversant with computer operation wish to be trained in the use of computers, which is the case in other depots. And they would also like a 6 monthly update on these skills.

DEFERMENTS
This branch also strongly opposes being deferred under 1 hour notice be it at their home depot or in a foreign Depot.

The first deferment has to be at least one hour notice, otherwise this could lead to QR deferring Traincrew in minutes intervals, which would add to having more disgruntled Drivers not working to their capabilities thereby contributing to a possible incident.

CONTACTING OF THE S.D.S
The current situation of contacting the SDS by the MSR radio is not working, it is not possible to contact the SDS, and a suggestion is to have a dedicated radio channel direct to the SDS.

This depot also wants the State Officials to visit their depot as soon as possible.

Welcome Officers and Councillors to this July Divisional Meeting. Firstly I would like to welcome Siobhan to the A.F.U.L.E. As she has already been here for a number of months she would be well aware of the diverse categories of representation that the membership require from their State Officers. I have no doubt that Siobhan will meet these challengers in the future.

A quick ring around of the depots in my Division prior to this meeting has again showed that apart from the usual localised issues there isn't anything that requires urgent attention from the State Office.

An issue that was raised in both Longreach and Emerald was that of the role of Tutor Drivers and duties that was expected of them. The concern here was that the Tutor Drivers were spending more time with classroom duties and projects than actually tutoring Trainee Drivers.

Drivers have told me that they have not applied for Tutor Driver positions simply because of the additional duties other than tutoring. Management in Emerald is proposing the use of Road Tutors to offset the lack of sufficient Tutor Drivers. The lack of Tutor Drivers seems to be a problem in most depots. Gladstone recently called for Tutor Drivers and failed to get the required number of applicants from the local area. QR rejected Tutor Drivers from other depots, quoting the lack of local road knowledge as reason enough to dismiss their application. This issue will need to be discussed at this meeting.

Bluff, as usual have been looking after most of their issues at the local level.

Gladstone, as usual has a couple of fairly contentious issues. It makes me wonder why, as soon as one issue is sorted in Gladstone then another one raises its head.

The current problem here is again diagrams. Basically QR proposes new concepts. The diagram committees agree to look at the proposal. Then after the diagram committees show that the changes in the proposed format would mean major steps backwards, QR with their usual attitude in this depot, are not interested in their concerns and try to ram it down the Traincrews neck anyway. This issue of reducing shift lengths and is not limited to Gladstone, as it has been raised in Bluff and has been progressed in Jilalan. This may be an issue that should be looked at as a single issue for all the coal depots where the shift length reduction has been proposed. These diagram problems have already had 1 IRC hearing and with QR's attitude I am sure that there will be more.

QR's management of SPAD's is another issue that is forever at the forefront of this union's concern. No 3 Division has had its fair share of problems. We have again recently seen QR using physiological testing to gauge a Driver's ability to be a Driver. This issue needs serious debate at this forum to establish direction for this Union.

PEER SUPPORT
I have been told that QR is proposing to call for expressions of interest for people to be trained in a Peer Support role. This role as I understand it is similar to the Trauma Support Drivers we currently have only with extra training. People from any grade are entitled to apply for this training. The Gladstone Branch has been pursuing QR for some time to make private outside Councillors available when QR councillors are otherwise unavailable. The Peer Support position is in lieu of utilising outside people while QR Councillors are temporarily unavailable.

TRAIN SPEED INDICATORS
Gladstone will be utilising this equipment after a 6 month trial period if successful. This is another issue that a series of commission hearings were necessary for QR to understand their employee's point of view. The end result was what the unions proposed initially. That is to set a trial period for the introduction of the new working systems to highlight any safety concerns if they arise.

New Work for the Division
Two new mines will be opening in the near future in the No. 3 Division. One at Monto, and one out of the Rolleston area. The Monto mine will be worked by the Gladstone crews, with loading crews being temporarily transferred for 7 days at a time. Traincrew will probably be required to do this once per cycle. The only information on the Rolleston mine is that the trains will initially be loaded on the Springsure Branch line utilising Emerald crews, that will then change with Bluff crews. Like all proposed new workings, until it starts, these are only theories.

Welcome Councillors to the July sittings of State Council. A special welcome to Siobhan, our first ever Industrial Officer.

DRIVER SHORTAGE
Driver shortages on this corridor is getting to the critical stage. Local shifts are not being filled on a regular basis and this leads to no relief being available when Traincrew are on excess hours. QR must call and fill these positions in the same way that they have done in some Coal Depots. That is called, filled and taken up by December this year.

SERVICE DELIVERY SUPERVISORS
There have been instances where Drivers have requested relief on DOO trains at 8 hours and some S.D.S are telling them that they can work up to 8 hours 45. This Union must inform QR of their duty to make relief available at 8 hours when requested by DOO Train Drivers, 8 hours 45 is for rostering purposes.

TOILETS
A toilet has finally been placed next to the line at the woodchip Balloon at Owanyilla. The feedback that I have received from the DIC has so far been positive and these could be used in other places on the North Coast. The next hurdle will be getting them maintained.

MARYBOROUGH
The main issue with Maryborough is Depot numbers or lack of them. They have at present 53 out of a total of 60 Drivers. These vacancies must be called and filled as a matter of urgency.

Deferring Local Crews in Maryborough is causing concern. Their Local Shifts are based around the arrival times of trains and late running of trains which require relief. Due to Driver shortages, the S.D.S. have been deferring Local Crews up to 4 hours. This practice is unacceptable to Maryborough as Local Shifts are their only set workings and are set up for relief purposes, not to work rostered jobs to Bundaberg and back because of the lack of Drivers.

Radio reception on the North Coast is still a problem and is ongoing.

BUNDAGERG
Driver shortages are Bundaberg's main concern. They are at least 6 Drivers short and need these filled by the end of the year also.

Their 4 hour shift dispute appears to be sorted out with a bit of give and take from both sides. Bundaberg also feel that their application for a Aggregate Allowance increase should be given a fair hearing.

GAYNDAH
According to Ted Neuman, crews are pretty happy with plenty of work coming from the Ballast Trains. No other complaints to speak of.

After a phone conversation with the No 6 Divisional Councillor on Tuesday, I feel compelled to make these comments. I did speak to Senior Management after hearing of a proposal to work change jobs between Maryborough / Bundaberg and Brisbane based crews, I voiced my concerns about this because in my opinion change jobs do not work and in fact have the capacity to reduce Depot numbers.

I also said that in my opinion it was not necessary for Brisbane based crews to work past Caboolture after been told by John Graham that the Pineapple Princess would not be running in the future. Because Brisbane have no other allocated workings on the North Coast Corridor, what would be the point in learning the road to Gympie North.

Hello, and welcome to fellow Councillors and State Officials to the July Divisional Council meeting. On behalf of Citytrain members, I wish to extend a warm welcome to Ms Siobhan Keating our Industrial Officer and thank her for her assistance, advice and input. I believe that the appointment of an Industrial Officer will prove to be a very positive and a beneficial asset to the A.F.U.L.E.

CAB CLEANING
We have tabled our acceptable standards at various meetings, and have not accepted anything less. In short all Cabs are to be cleaned inside and out on return after PM peak, and cleaned as required after AM peak, and to be maintained to our standard.

Also requesting a bin to be installed in our Cabs. Unfortunately we had to issue QR with a notice of dispute to obtain any positive action, and as a result of the above action a Cab Cleaning Standard was produced dating back to 1997, which turns out to be basically identical to ours. We also wish to convey to QR, with Council's approval, that our Cabs be brought up to the agreed standard by Thursday 8-8-02, or unacceptable cabs be banned from entering traffic.

CAB HEATERS
Heaters were fitted to unit 03 for trial, a half heat in Cab 303 and full heat in Cab 103. The Cab Committee and Ipswich Crews trialling for feedback. The full heat heater being accepted. Then came the excuses, including not being compliant, burning wiring, melting speedos and other components affecting re-seating valves etc. QR has another brainwave "lets install a small rectangular box affair driven by a computer fan" that generated enormous heat in a locked room (equipped with reverse cycle air). Installed in Cab 303, promising Cab would be sealed, sent to Ipswich for trial, result, Cab not sealed, heater useless (surprise)? All this occurring in sub zero temperatures. Another winter passes without heaters, everyone else has a heated work environment. Are we expected to rub sticks together? This is the twenty-first century is it not? Well Traincrew have had enough. Members have instructed me to raise at Council the option of Industrial action.

TUTOR DRIVER APPEALS
This process has taken twelve months, and once again it has been proven in the appeal court that the policy was not adhered to correctly. The applicants were treated with utter contempt ie: by not being informed of why the process was taking longer than policy dictates, a list of successful applicants were generated whilst the process was still going, creating rumours and innuendo. Some applicants were scored lower than they should have been and vice versa, some applicants were falling asleep before their interview due to doing a full shift, whilst others had full nights in bed. Four A.F.U.L.E. appeals were lodged, with two being successful.

YARDS AND AMENITIES
Standards on the above have been completed and are under going implementation on a priority basis. Most of the amenities have been supplied with new Toasters, Kettles, Chairs, Teapots, Fridges, Televisions, Exhaust Fans and Soap Dispensers etc.

The building of the new ETD amenities has started (early August) and is expected to take approximately six to eight weeks. Bowen Hills on the other hand has stalled due to a dispute with City Council over the amount of car park area QR require. Opening date at this stage now looks like July 2003(?). QR would be anxious, as they're looking for multi sign on.

UNIFORMS
I have written to management requesting a meeting to discuss ideas and the viability of a change of uniform. So far I have no official response. I have been told that management are keen for Drivers to have a different uniform to Guards and Station Staff and they are doing cost and design assessments, and also an appropriate time to issue new uniforms.

SECURITY
Unfortunately this problem has escalated to the point where someone will be seriously injured or killed before something is done. A Guard had paint thinners thrown in his face by a thirteen year old. Who was caught and let go because he is a juvenile, the Guard's a grandfather for Christ's sake. A crew had to lock themselves in a train whilst a pack of kids proceeded to set upon the train, smashing windows then bolted. Gangs of kids are drinking, drugging, and fighting at ATTENDED stations and in full view of cameras. A General Manager doesn't want media exposure, so as not to give the public the impression his trains aren't safe to travel on. Well if any traincrew are killed, I suggest QR will have plenty of media exposure ie, not trains, in which they could lobby the lawmakers and wowsers to deter and punish to perpetrators.

Welcome everybody to the 2nd Council of 2002. I would like to thank Jeff Paroz for his support and I wish Jeff and his family all the best in the future. It's sad that Jeff had to resign the way he did. His intelligence and ideas will be sadly missed around the Council table.

SPAD AND DERTAILMENT COMMITTEE MEETINGS
There have been two SPAD meetings since the last Council and there is one being held today. I would like to thank Ian Casey for filling in for me at the meeting.

At the first meeting I tabled a complaint from Driver Ashley Tolcher about an alleged SPAD he had. NAG and C and FS reinvestigated the SPAD and I am happy to report the outcome of the second investigation was that Ashley would not loose any points and there would be no SPAD recorded on his file. I must commend Ashley for the report he supplied to me, it makes it a lot easier when the evidence is well documented. At the second meeting route maps were discussed. How the maps are getting updated and how information is being shared between all parties. Drivers to send in ideas on how to improve signal sighting.

At the meeting, Jim Whiting who is a consultant on fatigue management talked about risk factor profiles and FAID scores. The highest fatigue score was self-driving and the lowest CD players in the Cab. QR needs to implement urgent new policies for napping, CD radios, mobile phones in the cab and radio protocols. Also discussed was an in-cab device to monitor the Drivers' alertness while driving. Something similar to operating machinery in Coal Mines. Fatigue Management is going to be an important issue in the future and QR has a lot of information and ideas on the subject. This Union has to get someone on the QR working party so we can be kept updated on the information that QR will one day introduce.

TRAINCREW ADVICE SYSTEM
There will be no entering a pin number when acknowledging a wake up call. There has been an on/off flag installed to be able to turn the pin number off. A pin number will have to be entered when entering the system. The speed of the voice is to be slowed down. Citytrain requested the start and finish of the job card be put into the system. This system still has a lot of bugs to iron out and will be trialled in the near future.

UNIFORMS
For sometime now I have been approached about having polo shirts as part of the uniform. The Polo Shirt has no buttons to get caught, is cooler in summer and would be easier to wash and iron. Freight Drivers are not always in the eye of the travelling public.

ACACIA RIDGE
Have problems with getting replacement working for the jobs they lost to Maryborough Depot. Their Master Roster needs to be extended to 44 weeks. Also having problems with wake up calls. QR will not supply bottled water to the Moolabin Shunt Locos.

FISHERMAN ISLANDS
It has been very quiet at FMI at the moment, but things will pick up shortly. The way things are run by A.F.U.L.E. Local Committee is very encouraging. Well done, keep up the good work.

IPSWICH
Ipswich Depot is having problems with the Swan Bank Coal. Network Access claim they don't have the paths to run these trains. They prefer to have trucks carry the coal from Toowoomba; this would mean more trucks through the Ipswich and Toowoomba city areas. There are enough trucks on the road now. The only way to carry this coal is by rail. Why would QR give away work when it will keep this depot variable.

It gives me great pleasure to present my first report to Divisional Council but unfortunately I am unable to attend as I am attending Tutor Driver School from 23 July to 1 August 2002.

THANKYOU
Firstly I must thank Jeff Paroz for the many years he represented Number 7 District so well, and for the many hours of time and effort he put in for the members of the district.

His resignation from the position of No 7 District Councillor at the last Council meeting was forced on him by some members of our union and other unions questioning his credibility and ethics. I can assure you that as an elected representative of the members of our Union, that he worked hard for them and not himself and did what was best for the members.

His experience and knowledge of the Union and ability to discuss matters with QR management will be sorely missed and we thank him and wish him well for his service to the Union.

DROUGHT
With drought appearing to be hitting our area hard over the next six to twelve months the workload for depots in our region will be slowly decreasing and no doubt QR management will start to look at the number of employees in depots and not replace them if they transfer or retire. Depot strength needs to be maintained whether in busy or slack times.

TOOWOOMBA
Work has been quiet in the depot, with drivers catching up on reaccredidation and some road tuition finally. Tutor Drivers have been completing driver observation checklists on drivers.

GOONDIWINDI
Work is quiet in Goondiwindi with little prospect of a winter grain crop. Would be a good time for Goondiwindi crews to receive Road Tuition to Toowoomba. Also this depot is at least two drivers short of the number it has had in the depot and these positions should be filled.

CHARLEVILLE
With the decrease in stock traffic for the depot, one wonders what the future holds for depots in the West.

ROMA
With the decrease in stock traffic and little prospect of a good grain crop work in Roma will be quiet. Also with the prospect of two drivers finishing in Roma due to ill health, will their positions be filled in the future?

ACLAND COAL
With Acland coal not to far away Toowoomba crews in particular are looking forward to working some of these trains to help alleviate the down time in the depot at the moment. If Toowoomba does not receive its share of these trains there will be quite amount of discontent from the members in the depot as we have heard other depots in our region have put in plans to QR management to work theses trains through Toowoomba. One hopes that depots can work these trains together and not try and do each other out of work or jobs.

VERs
With the VER package now signed off and available to some employees of QR, members of our Union should have had all information on this before voting on EA5. Members need to know what is in the whole package and not part thereof before voting on wage increases in the future and VERs should be available to all employees.

NURSES DISPUTE
With the nurses dispute still on-going, one wonders why they should be given more than 10% rise in there wages as that is all the majority of state workers have received.

REACCREDITATION
The Toowoomba Tutor Drivers have put into practice a reaccreditation program, which is working well at this stage and could be used as a model for other depots around the State. It is set up so one Tutor Driver has one or two drivers for five days and put them through all the safeworking and shunting reaccreditation and any other areas which a driver needs to be updated on.

ROAD TUITION
Finally since work has dropped in the Toowoomba depot the Roster Clerks have finally started some road tuition. Why does it take so long for the Roster to act on road tuition? Also with the amount of mistakes the Roster makes costing QR lots of dollars everyday and effecting driver's lives, the Roster Clerks seem untouchable and seem to answer to no one. This is an area, which needs to be addressed.

INDUSTRIAL OFFICER
With the appointment of our Industrial Officer it should now give our elected State Executive more time to get out and visit branches throughout the State. One hopes that this does happen soon. We all must remember that we are elected for all members of our Union and not just a few.

TCA
With the Train Crew Agreement Steering Committee meeting members hope that they are informed on what QR propose and hope they can have some input in what is put into the agreement. Also with the workload now placed on Tutor Drivers there rate of pay also need looking at in the next Agreement.

ELECTION OF DISTRICT COUNCILLOR
Members of our district would like the election of our new Councillor to be held as soon as possible.

On behalf of the Cab Committee, I would like to thank the Councillors and State Executive for the opportunity to address this Divisional Council Meeting.

2600 CLASS
The overhaul project on these Locos has been completed. There are still a few outstanding items that are being addressed on retrofit by G.N.Q., Townsville. The Locos are now in full service on the North Western Corridor. A modification is being conducted to the access steps on these Locos and should be completed by August 2002. The rear access is not the best solution but it is the only one available to this particular class of Locomotive.

2800 CLASS
Reliability remains the big issue with these Locos. There seems to be a fair percentage of these Loco constantly housed in the repair sheds around the State. A few modifications to the cab are currently being trailed and feed-back from Traincrews would be appreciated. Some of these items are:

• Blacking the centre A/C vent to distribute the air more evenly through the cab and reduce the flow onto the back of the person sitting in the middle seat. - D.E.L 2808
• A headrest fitted above the third person seat. - D.E.L 2842
• A modified braking system is being trailed on 2815, 2846, and 2850.
• Top release auto-coupler that has been fitted to 2820 for some time is to be rolled out through the fleet. A work program from the workshops is all that is required before proceeding.

The "Log Book" holder that was fitted to the rear wall of these locos is to be moved to the sidewalls. If Drivers notice these devices are still located on the rear walls, can they please notify R.D.C and have a work order opened so the work can be completed.

ELECTRIC LOCOMOTIVE UPGRADE
The Cab Committee submitted a list of requirements for this upgrade and the response so far has been favourable.

A Safety Validation has been done regarding closing off the Emergency Exit on the front of the Locomotive.

Emergency Access / Egress will be through the windows, (Front/Side). This will allow for the inclusion of Anti-Climber and Collision posts to be installed on the front of these Locomotives as well as allowing for a better in-cab arrangement.

Webtec is the preferred contractor to provide EpicII Brake Control Equipment, in conjunction with Distributed Power, EOT Monitoring etc. These screens will be similar to that of the 4000 Class with slight changes and the possibility of 3-4 units in-cab.

The FIS System will hopefully be the same as presently available on this class of locomotive.

3100 / 3200 Class Locomotives will have three prototype locomotives built in 2003, provided funding is forthcoming from Government.

Testing will be carried out for approximately 12 months to validate the benefits of AC traction. If AC traction is found to be beneficial and funding is granted, production may begin 2005-6 with an anticipated 3-5 replacement.

3100 / 3400 Class Locomotive upgrade is at this stage still undecided.

DUAL SINGLE DRIVING STATION LOCOMOTIVES
After much debate over whether we should have Dual or Single Driving Station Locomotives throughout the State, the Cab Committee was directed by the State Executive to draw up a Scope of Works for a Single Driving Station Locomotives only.

One of the main reasons that some Depots were not keen on Single Driving Station Locomotive is the operation of controls with the seat in the reverse position when long-end driving.

At the meeting we were informed that the designated locomotives that were to go to Redbank for overhaul (6), would be overhauled to the Dual Driving Scope of Works. After much debate, we did a draft Scope of Works, with alterations to A/C ducting and control heads for less noise and better air distribution throughout the Cab, plus numerous other alterations.

At the meeting, it was also agreed that we do a mock Cab with the seat on rail and move the consoles around, to see if the operation of the controls with the seat in the reverse position is improved.

If this is possible, then we will recommend that this become the Standard Cab Design.

ACCESS / EGRESS
The final report into access / egress on all locomotives has been completed and is not yet available to the Unions. Approval from the Safety Manager is pending.

Bi-SENSORY VIGILANCE SYSTEM
David George requires this system installed throughout Queensland Rails Locomotive Fleet 'yesterday'. Operations Section is gathering information forwarded from Traincrew to determine just what alterations to the trailed system are required. QR are presently looking at having the two systems in operation when under 10km/h shunting-unloading/loading. The vigilance system will then revert to the old system, 87 light-3-light/alarm. (It will be interesting to see what other areas they are prepared to address, as Traincrews opinion of the proposed system is extremely poor).

RADIO CD PLAYERS
These units have been trialled on Locomotives 4037, 2810, 3218 with some success. Radio reception (FM/AM) and volume output have been the major area of concern. After numerous complaints regarding these matters, QR decided to get on an External Acoustical Consultant to verify our complaints.

We hope to revisit the Safety Validation Case and see if there is any room to move, but after reading the report from the consultants, I do not hold much hope of getting these units on Locomotives in the near future, unless we are issued with Active Noise Control Headphones, which we feel would be unacceptable to most traincrew.

HYGENE
A Toilet Washing Unit has been in operation at the Stuart Loco provisioning facility for nearly 2 years now. We have seen a marked improvement in the state of the toilets as a result. Another unit is to be positioned in the Cairns shed soon, which should reduce some of the odours emanating from this area on the 2800 fleet. If this trial of the new design installed in Cairns proves to be a success, then it is anticipated that further units will be installed at both Rockhampton and Acacia Ridge. There are also plans to have a unit installed on the Mt. Isa corridor as the high temperatures really contribute to the problems.

CAIRNS TILT TRAIN
Progress on this train is still fairly close to schedule. The first full trial through from Maryborough to Cairns was successfully conducted on 2nd to 5th July. This trip is to be repeated for 3 weeks. The main purpose is to begin the correct setting of the Tilt System and monitor all other operations. Training is being conducted in Maryborough on a regular basis as the train is available. This will be completed by the end of the year.

At the June Cab Committee Meeting, a list of concerns was tabled for attention. A response to the issues were delivered promptly and some items have already been actioned. The timetable for operation at the moment is for the trains to be handed over to QR around December 2002. On-track driver training will begin as soon as possible and will be in full swing from January 2002 up to the anticipated date for the commencement of operation. At the moment, this date is tentatively set for June 2003.

CALLING FOR DUTY AT FOREIGN DEPOTS

RESOLUTION

BRIDGE OVER COPPERFIELD RIVER

DEPOT DIAGRAM JOBS

CHANGE OF UNIFORM

RELIEF POOL

BOTTLED WATER

BOTTLED WATER - MOOLABIN SHUNT LOCOS

CAB HEATING

BUNDABERG DEPOT

3300

RULE ALTERATIONS

POSTING OF ROSTER IN ROCKHAMPTON

REPORTING BACK AFTER BEING SICK

SDS MEETINGS

STATE CAB COMMITTEE

NAG

APTITUDE AND ABILITY TESTS

AUTO BRAKE HANDLE

TRAINCREW PAYDOCKETS

STANDING ORDERS

RESUMPTION OF STANDING ORDERS

COUNCIL MEETINGS