AFULE State Office
Suite 45 Level 8 'K' Tower
269 Wickham Street
Fortitude Valley

The Divisional Council Meeting meeting of the Australian Federated Union of Locomotive Employees, Queensland, was held at the AFULE State Office situated at Suite 45 Level 8 'K' Tower 269 Wickham Street Fortitude Valley on 24 and 25 July 2003, commencing at 09:00 hours.

The State President, Mr Shayne Ware declared the meeting open at 09:00 hours.

HOURS OF SITTING

Welcome Councillors, I have not detailed a long report today as I have just returned from the State Tour of the No. 1 District with Greg Hooper.

The Tour was quite successful with members taking the opportunity to have a meet and greet and discuss a broad range of issues.

Members were interested on the progress of negotiations on broadening Salary Packaging options to include novated car leases, laptop computers and mobile phones.

Greg Hooper has a more detailed report of issues raised on the Tour of his District.

A common theme of all meetings of the depots was a resounding no to the amalgamation proposal put forward by the RTBU.

As far as the membership in the North of the State is concerned, the issue is dead.

WORKERS HEALTH CENTRE
The Queensland Workers Health and Medical Centre has ceased operations.

One of the foundation principles of the Workers Medical Centre was to Bulk Bill all workers who attended the centre for medical attention.

With the increase in insurance and operating cost and the Howard Government's agenda of winding down Medicare, the Centre could no longer sustain viable financial operations.

The Centre was originally set up to provide services to Unions and its members on a range of Occupational Health issues including:

• Workers Compensation information
• Workplace inspections
• OHS publications for Unions and Workers
• Representation to OHS bodies on behalf of Unions

The Queensland Council of Unions (QCU) is currently working to integrate services previously offered by the Workers Health Centre as a unit within the QCU Occupational Health Section.

MATERNITY LEAVE
The AFULE's Office Administrator will be taking ten months maternity leave as from 25th July 2003.

Being a first time Mum-to-be, I would like to take this opportunity to wish Charmaine and her husband John all the best with the birth of their child.

All Australians are affected either directly or indirectly by Industrial Relations. Awards and Agreements of the Industrial Relations system set the terms and conditions of work for over 80% of wage and salary earners.

Government passes legislation which determines, among other things, how and when people take Long Service Leave and Annual Holidays. For employers and unions must comply with relevant Awards and Agreements and industrial legislation or face legal action. The general public becomes vitally interested in Industrial Relations when affected by industrial disputes.

The basis of Industrial Relations rests with the employer and the employee in the work place. The interaction between the two parties and the relationship founded between them forms the foundation for Industrial Relations practice.

There are a number of possible approaches to interpret Industrial Relations, one is, that there should be greater emphasis on the common objectives between employers representatives, (management) and employees representatives (unions) and it is often described as a balance between Capital and Labour, this approach maintains that industrial objective of both major parties and is known as the "hand in hand" approach. This view is very attractive to employers.

The "face to face" approach accepts conflict as inevitable, even potentially positive. This approach accepts that there is and probably will be a diversity of view held by the parties in Industrial Relations. On one hand you have the employer, which perceives profit as necessary. The employees on the other hand see themselves as the key to generate the profits hence, deserving of increased wages and improved conditions, their objectives are different.

In Australia the primary method used to resolve conflict has been industrial machinery established by Government. Dating back o the turn of the century, Federal and State Governments have passed legislation to set up tribunal systems for the resolution of differences between employers and unions. Despite the prominence of the conciliation and arbitration to resolve industrial conflict, other methods have been used. There is increasing effort to have the industrial parties at workplace level resolve their differences themselves, rather than relying on outside agencies such as the Industrial Relations Commission, which mostly favours the employer.

The approach an employer takes to Industrial Relations will be influenced by their values and beliefs. Some of those employers adopt a more radical approach, in the view, until the means of production of productivity is controlled eg; Patrick's vs. the Wharfies. The framework will always serve the interest of the owners or employers over those of the employees. Industrial Relations, however, accepts that the employer, represented through management and employees represented through their unions. Therefore, the practice of Industrial Relations is the interaction of employers, representatives with employees and their representatives in pursuit of their respective objectives.

As State President I do peruse other unions' publications and I was amazed at the RTBUQs' glossy with the article on amalgamation. The AFULE is not against amalgamation, we have no problem with the train crew members of the RBTUQ amalgamating with us under the AFULE banner.

I was also taken aback by the driver members mentioned, at last count and that was yesterday, there are about 2000 drivers in QR and the AFULE represents approximately 1500 members, so I think someone has been misinformed.

At the end of the day, the AFULE will still be representing train crew as we have done since 1881; our delegates are train crew and know train crew issues that are detrimental to train crew existence.

FATIGUE MANAGEMENT
For those of you who are not aware QR have been involved in the study of fatigue management for some time. Initially tests and surveys were carried out across the state in the late 1990's which involved the testing of drivers under different situations and conditions i.e. Under the influence of alcohol, monitoring reactions at certain times of the day and night with little or no sleep coupled with wrist monitors for a period of weeks to register pulse and heart beats. This study was conducted by the South Australian Centre for Sleep Research in conjunction with a QR committee by the name of The Fatigue Reference Group.

A letter was sent from this Union requesting a representative to partake in this group and its research. We believe that fatigue management will play a significant role in future workings for train crew as well as depot numbers and rostering and that involvement is imperative from a trainpersons point of view. It was decided that I would be the AFULE's representative on this committee.

Fatigue is widely recognised as a core Health and Safety issue in the Transport Industry. In fact research indicates that fatigue is four times more likely to be a contributor to workplace impairment than drugs or alcohol.

The Fatigue Reference Group has been working towards the implementation of a strategy to assist the organisation to identify and manage the potentially catastrophic effects of fatigue on the safety of its employees and customers.

The following diagram outlines the current strategy:

Work has commenced on the development of a generic fatigue risk management standard that will assist the organization to identify, assess and control fatigue related issues.

To date unfortunately I have yet to attend a Fatigue Reference Group meeting and most of the information I have received are minutes and reports from previous meetings prior to the invitation that was extended to this Union for representation. As future meeting are forth coming I shall endeavour to provide reports to the Union and its members of progress and any significant revelations that may directly involve traincrew.

Welcome everyone to the July 2003 Divisional Council Meeting.

Well as everyone is no doubt aware, the State Secretary Mr Greg Smith and myself have just finished our No.1 District Tour on Wednesday 23 July 2003. It has been a hectic nine days, but again I believe this is necessary to ensure all of our members have the right to see their State Officials. To all of the members who took advantage of this thank you.

Some of the problems that were raised by all depots are the continued problems we are still encountering with getting proper service from the SDS. These people were put in by QR to make the Drivers job easier when asking for relief etc. This still is not occurring, we have shift lengths registered in an Industrial Agreement as well as locomotive standards to be met, but some of the SDS people think they can override these agreements. As the No. 1 District Representative, I have had enough. Industrial action should occur next time there is a breach of a registered agreement by SDS.

Problems are still occurring in all depots in having proper meetings with management. Perhaps QR middle management should read the Cork Report.

On a depot - by - depot report Cairns and Townsville agreed to an amended diagram even after the corridor meeting, this was because QR, due to a variety of reasons, could not meet some promises given at the corridor meeting. Not even two weeks into the amended diagrams again there are changes. The AFULE needs to make a stance before we loose all credibility, agreed it's not our fault, but some of the alleged reasons for the changes must have been known before our meetings.

It almost appears that QR are trying to pit depot against depot. This union must not let this occur. Workers United Will Never Be Defeated.

CHARTERS TOWERS
This again shows how a negative attitude from SDS and control is having an adverse affect on an honest attempt by this depot to increase shift lengths. We could very easily throw up our hands and let them win, but the work done by this union and the DIC K Beare deserves better. We must ensure that this trial that has been extended for another three months is given a fair go.

HUGHENDEN
This depot, amongst others, is still suffering from not having a working diagram, the Roster Coordinator is out there this week to again try to fix the problem. How much longer before something that was promised to us prior to the implementation of DOO is delivered?

This depot is also having problems with the non-equalisation of hours. We have all seen the letter from Mr McAlpine about under achievers, how do you get everyone to work proactively when there is still so much favouritism shown by some shift Roster Clerks?

CLONCURRY
Problems are still occurring about what class of locomotives can work the mainline. This is going to be a problem until the portable toilets are installed on this corridor. The question must also be asked as to when the toilet cleaning facility is going to be installed in Cloncurry. Until this problem is fixed, this union is asking that all 2800's leave Townsville number 2 end leading. This will reduce the smell currently going through the driving cab.

Again, the massive difference in hours is creating animosity in the depot. Fix these problems before throwing dispersions upon the Drivers as a whole.

MOUNT ISA
This depot is in the grip of a massive shortage of acceptable accommodation for single drivers. Promises and guarantees were given as far back as 1998, still no progress. Is it any wonder train crew feels they are not being given a fair go? This again raises the issue of a western incentive package. This union must reopen negotiations on this issue as soon as possible.

Again, there are some drivers from Cloncurry who believe Mount Isa shouldn't work certain Phosphate trains. Please refer to my letter sent out to both depot two months ago on this issue.

PRING
The serviceability certificates are not being correctly completed, this is a State ruling to be adhered to by all depots.

There are still some problems with the adjustments of overloads and what the agreed procedures are. Just because other depots are doing something doesn't mean that all Coal Depots will agree to this.

Again SDS's interpretations are creating unnecessary problems. Another request that, to this union, seems fair is to do the holiday roster every six months and not yearly.

As the District Representative, I will be asking to attend more local OCC meetings. I believe the one I did attend was beneficial. If other union have concerns with this, they also have the right to attend.

In closing, I would like to thank all members who attended the district tour meetings. It is because of people like you that we do these tours.

All this union asks is if you have any genuine concerns, please write down the issue and give it to your local representatives. If they can't solve it, then they will forward to me.

Please do not be one of those people who say the union doesn't do anything for me. If we don't know about the problems we can fix them.

Welcome Councillors to this second council meeting for 2003. There is a lot to discuss at this meeting, mainly Third Party Access and what QR want from the unions and we have to make sure it is not a one way street.

I attended the 2005 Coal Meeting with the Goonyella Representatives and found it very informative, but 'til this day we have no feedback. QR was supposed to be told in early June if they were successful in the Coal Tender, but it is now late July and still no news. I wonder if QR knows the results, but are waiting to see what they can screw out of us.

MACKAY
There are still problems with getting in contact with the SDS and vice versa about relief for crews, some crews are working over there time. The MSR radio system is a failure and every time there is a complaint put in QR make up another excuse.

They would like the nominee that is to attend the EMS to be rostered on same as person concerned.

H CLASS LOCOMOTIVES
Mackay would like these Locomotives on their shunt trains. The single driving station locomotives are too dangerous on their shunt trains and normal shunt trains can not be worked long end leading because the drivers can not turn the seat around because the ATP box is in the road. They would like at least two locomotives held captive with two driving stations, especially in the sugar season.

Also they would like to ask the Cab Committee where the mock-up is for the modifications to these diesels.

DYSART
They have now got extra drivers working in the depot at the moment and things are going fine. They would also like to have all of their drivers taught the road past Coppabella so that they can go and change with their own trains

COPPABELLA
This depot is still concerned with the Setting Back trial that has already been agreed to by some depots. An actual reduction of overloaded wagons being adjusted by the load-out operator is still an issue and will continue to be so while the Mine Audits are showing that mine load-out operators are still letting overloads go without advising the drivers.

Leave, Sick Leave and conditions in general are fast becoming an issue State wide. They would like Council to know that the Coppabella members feel that if the trend continues that a dispute notice will be given whenever a breach of conditions is attempted by Management State wide.

Coppabella members would also like the State Office to purchase a filling cabinet for their Secretary, so he can keep all relevant files in one place.

The letter that Rob McAlpine sent out has offended all drivers. Is this the way this Manager sees drivers? If so, we can see a rocky road ahead as we will not take this kind of letter writing abuse lying down.

JILALAN
This depot has accepted with reluctance a new diagram, but believe that management shall be back for more attendances if they don't do anything about on duty Train Crew Management and balancing the working in the system.

Management is hell bent on rostering the men on medicals after their long weekends or BLP's, this is not on. They would also like to know when the TMIO position will be called as there have been Tutors acting in these positions for over three years. If these positions are not called, the crew acting in these positions are to be pulled out of the office permanently and put back on trains. Also they would like Tutor Drivers jobs called for in Jilalan, at least five jobs.

Jilalan would also like to have a combined meeting with all coal depots and the State Executive concerning Third Party and what QR wants. All depots should be working together on this issue.

ROCKHAMPTON
This depot is having a lot of trouble with their Roster Clerk. He has to be brought to task over the things that he is doing to some of our members.

THE DIAGRAM
QR want to shift their SLP's from a Sunday to some time in the week. They do not want this to happen at all and they want Council backing on this matter.

Also the roster is supposed to be posted 48 hours beforehand and this is not happening.

Welcome all to the July Divisional Council sitting.

There are a couple of issues that I would like to touch on within this report.

PAYMENT FOR THE REPORTING OF FATIGUE
A situation has arisen in the Gladstone area where a Traincrew member has had a shift reduced due to the reporting of fatigue. At this stage QR has a policy of not recognising this as a work related problem and has deducted the persons pay. The situation is that after a working run, without a full night in bed for 6 days, he advised the Coordinator when signing on duty, that he feels fatigued would prefer not being sent out on a train and asked if he could stay in the yard and work an 8 hour shift, which he did. The local traincrew manager was called in early to interview the Driver. The manager supported the position, that the man was genuine in his concerns and advised our member to sign off at 7 hours. QR docked the Driver 3 hours pay.

This is unacceptable.

From this Council sitting I will be looking for a resolution to approach QR in an attempt to establish an agreement policy to genuinely encourage the reporting and management of fatigue in safety critical situations.

SPAD's
As per usual SPAD's and the process again needs to be raised. The latest section of the merry-go-round that needs to be talked about is the process. QR still insists on a policy that has no option other than unions being reactive. What is required is the opposite, unions being proactive.

The process as it stands is:
Step 1: The Management does the investigation
Step 2: The Management reviews the data
Step 3: The Management applies the action (discipline)
Step 4: The Unions appeal
Step 5: The same Management reviews the appeal (Police investigating Police)

Nowhere in the process does the Traincrew's Union have any input into the individual's case. The only recall for the traincrew and their Union is to be reactionary, after the decisions have been made. We all now what sort of process it is to have a manager over turn another manager's decision.

When individuals are unfortunate enough to be involved with multi spads, we hear managers sending in reports and over views to the State SPADS Committee, that are close to being out rightful deceitful. In the case of multi SPAD's, Union representation should be apart of the total evaluation of each of the SPAD's that have gone together to have the individual in this inevitable position.

If QR had any foresight into an efficient and amicable working relationship within the SPAD process, then they would see the benefit of involving the Unions earlier in the process.

DIAGRAMS
The Councillors will be happy to hear that, although Gladstone has rejected the current Diagram as unacceptable, the State Office does not have to specifically worry about Gladstone. It appears that QR has had an increase in their car allowances because it seem that the Roster and Diagram sections are spreading themselves further a field. I will be interested to know if the other Divisions are going through the same upheaval on Diagrams and workings, or is it just around the Tropic of Capricorn and North.

There is definitely something in common here, and I do not think it is the heat.

In my Division that consists of Gladstone, Bluff, Emerald, Alpha and Longreach, I think only Bluff has not contacted me in recent times over some sort of proposal to change their Diagram or workings. This timing does not set a great platform to build on for the 2005 project.

2005 PROJECT
As has other Councillors, I attended the next stage of the 2005 Project. The three (3) day training session. In short, there is nothing ground breaking to report other than some sections of QR appears to agree, that securing our future will be based on trust between the parties. The employees at the ground level will have the opportunity to participate in the reforms. Whether this will eventually deliver the desired outcome of cost cutting, only time will tell.

GLADSTONE
The same issue still prevails in Gladstone, the Diagrams. As stated earlier the current Diagram has been rejected, but the crews have not pursued an improvement, but rather have asked if the Roster Committee's can explore other avenues to improve lifestyle within a Diagram in general. Plenty of the usual local issues of Management asking for extras outside of the TCA/RCP, but with the general working relationship as it is between QR and the Crews, not much is happening.

BLUFF
Tim Cumming advises me that it is pretty quiet on the Industrial Relations front in Bluff.

Everyone is still seething about the Sick Leave processes, and the Management letter that are floating around. It appears that the first line in one of the letters, where, QR Management were proud of their Drivers and the role they play, did not quite overshadow the following sections and letters, where, if the Driver's do not pull their socks up they might get a smack in the mouth, (so to speak).

EMERALD
Mick Plant and Greg Wilson have informed me that the only problem the Depot is experiencing at the moment is breaches of the Limitation of Hours. This is for both, the TDO shift lengths and self drive limitations. This is another classic example of QR introducing a change of work practices without doing the necessary homework to ensure things run smooth.

ALPHA
Alpha crews have been advised that in the near future extra work will come their way on the Yaraka line. QR is finally doing some needed maintenance on this section and sleeper trains will be required. Because of the distances involved, approximately 32 hours relay running shifts, a lot of ideas have been floated on how to run trains. QR eventually gave the crews in Alpha the opportunity to have input. This has again highlighted that the best people to work out how a job should be done is the people who do the work. Alpha crews have also made enquiries on the availability of having access to the upgraded 1700's for their branch working.

LONGREACH
A visit from QR's Diagram and Roster squad to Longreach of recent times has got this depot up in the air with some of QR's old time favourites. The number of BLP's as opposed to the average shift length, as apposed to cycle hours. I have advised Noel Hart that the RCP is clear in that, BLP's represent average shift length. This issue is ongoing in a lot of areas. The depot isn't opposed to any changes, but demands to retain BLP configurations that are required when you live in a depot so isolated is a must.

Welcome Councillors to the July 2003 sitting of State Council.

I was reading an E-mail from our General Manager at Coal & Freight Services concerning train crew working 320 hours per cycle. I do agree with him on one point, that there are a few drivers out there who try and work as little as possible. The majority of drivers work as rostered and some overtime if required. In some depots where there are tuckerbox workings, it is very hard to get 320 hours. It is well known that in these Depots, to get 320 hours you have to be away from home over 500 hours a cycle. These people accept this. Some Roster Officers do not help the situation when they contact the same people all the time for catch jobs on their BLP's without asking other Traincrew who are AFD. I repeat that this is only a minority of Roster Officers, the same as a minority of traincrew who are not pulling their weight.

ROSTER OFFICER RETIRES
The division 4 Roster Clerk, Mick Linnane has taken VERS and the Roster is now being done in Brisbane. Time will tell if this is a success or not, but from what other Traincrew from areas have been telling me, we are in for some troubled times ahead. I do feel that one person should be doing Maryborough and Bundaberg's Roster full time, not a different person every two weeks. The situation will be monitored closely.

D.A's
A memo was received concerning the status of 24 Driver Assistants. Initially there was no consultation between management and regional depots that have D.A's. After a lot of complaining, QR has agreed to look at it on a depot by depot basis. If D.A's are gainfully employed I cannot see the need for them to be made surplus. I would like to see an independent review done in management circles before they try and get rid of the real workers in QR.

MARYBOROUGH
Train Radio problems are still in the spotlight. I have been informed that an Engineer rode on a Passenger Train (Sunlander) recently. I have asked for a report on their findings but at the time of writing this report, nothing has been forthcoming.

There has been an increasing number of beacon errors on the corridor, mainly north of Gladstone. This problem must be rectified.

Brought forward and deferring crews on local shifts is a problem and is happening at an increasing rate. Hopefully this can be sorted out at a local level, if not we will have to take it a step further.

GAYNDAH
No immediate problems to report in Gayndah for Ted and the gang.

BUNDABERG
Jim Waters resigned as Branch Secretary, and I have taken on this role to ensure we still have a voice in Bundaberg. I commenced this position on the 3rd June 2003.

Ryan Mort resigned as Branch Chairperson, and Wayne Peardon has returned to this position to place buoyancy back into the sub-branch.

We are still pursuing the Aggregate Allowance claim and both Unions at this depot are showing a great amount of solidarity.

Our case goes before Arbitration from the 1st to 5th September 2003.

Some of our members are still not satisfied with the allocation of toilets on our corridor.

Members are still unhappy with the condition and state of the toilets on the 3900 Class Locomotives, leaving the servicing depots.

Recently our Drivers were required to travel spare in a taxi to relieve a train at Bororen. The Taxi Driver informed the Relief Driver that he has been on duty for eighteen hours. There was an incident on the way back to Bundaberg that could have been disastrous. This depot is considering implementing procedures not to use taxis outside our agreed area. This issue is still under investigation.

Problem with meals on the passenger trains has been sorted out and was mainly a misunderstanding with drivers and on board staff.

Diagram problem have now been sorted out and Alan Walters travelled to Bundaberg and assisted in rectifying our grievance.

In closing, I would like to wish Charmaine all the best for the upcoming birth of her child and hope to see her back in the office after her break.

Hello and welcome to Councillors and State Officials to the July 2003 Divisional Council.

UNIFORMS
The first meeting to discuss the new Citytrain Uniform was held on Tuesday 22 July 2003. In attendance were representatives from Traincrew, Station Staff, Traveltrain and Management.

AFULE representatives on the working party are Andrew Ballard (Guard) and I. The contract was awarded to Yakka, which will take affect as from 1 September 2003. The new uniform is proposed to be issued early in the new year.

The Uniform Committee are to meet every 2 to 4 weeks, at the next meeting scheduled for 19 August 2003 representatives from Yakka will attend to show and discuss their range of products and accessories.

The new uniform will be largely off the shelf, which gives flexibility in all shapes and sizes, fabrics, designs and colours. The AFULE being the sole instigators in this issue, will be pursuing the following; summer/winter uniform, shoes/boots, field trials/road show for train crew to be measured and also to choose from a number of options, all weather windcheaters or spray jackets. Drivers and Guards are to be issued the same uniform with non reflective clothing and no ties. Management are to issue newsletters and information to all train crew at regular intervals as we progress.

CAB HEATERS
We are currently trialling a heater situated in the back wall in the cab beneath the wheel chair ramp. This heater has a 1000 watt element installed which heats the warm air from the coach that is fan forced into the cab at floor level.

All cabs are to be sealed, insulated and smoke tested, with a list of units that have been sealed to be supplied to unions weekly. The sealing and insulating of the cabs has improved the comfort levels alone. Tests conducted in June produced in-cab temperatures ranging from 23 to 27 degrees. In the interim, five units have been fitted and have been rotated on the Ipswich - Rosewood corridor for feedback. At this stage, feedback is mixed, some are saying that they're no good, some say that they are acceptable and all say they are too noisy.

So basically we are so close yet so far, as management are claiming they have no more ideas. We dispute this, this time last year the Cab Committee were about to sign off on a heater installed beneath the console, then all of a sudden one man, Manager Citytrain Rollingstock stopped this model, claiming the heat was drying out seals and "O" rings etc, without any consultation or discussion. All this model needs is the heat to be redirected away from the sensitive components via a shroud or ducting, it doesn't create a noise problem, doesn't need filters and would be cheaper. Once again we are running out of time, so as a backup we will pursue this model if the current heater under trial is unsuccessful.

BOWEN HILLS AMENITIES
The new amenities are near completion, we move in on the weekend of 23/24 August 2003. Unions and management conducted a tour in June. Our concerns were that the meal room will be too small and the locker room too large.

Management are pontificating that they have everything under control and all will be right. On past performances and rhetoric we take this with a grain of salt, as this building is not just for Mayne, but out depot crews also.

The AFULE will be dragging management through the mire until our building is acceptable to those who utilise it.

BEENLEIGH STATION AMENITIES
Another meal room that has become outdated and too small. Approval has been given for work to begin at the end of August 2003. Work is estimated to take 10 days. The existing room is to be extended to accommodate up to 14, the toilets are to be partitioned off and all the appropriate facilities to be supplied.

The AFULE signed off on the proviso that management make alternative arrangements for meals and pit-stops whilst work is being carried out.

CAB CLEANING
Our cabs are still not being cleaned as per the agreed standard, with particular problems being encountered at some out-depots. The cleaning staff management are conducting a review and structure of their numbers and have given us a commitment that cabs will be up to standard once they have implement their review.

They asked us to bear with them whilst they get their house in order, we have begrudgingly agreed, but conveyed our willingness to ban unacceptable units from traffic.

SHORTAGE OF TRAIN CREW
Citytrain have, for some time, had a chronic shortage of train crew. Since the turn of the century we have had a significant increase in special events, which requires scheduling of more trains and therefore requiring more train crew to work these services. These special events are mainly run on weekends. Those who do overtime (about 75% in all depots) in Citytrain are averaging approximately 400 hours per cycle (19 BLP's working 14).

Rostering practices are impacting on diagram working to fill vacancies. We are being told that our diagram is only a guide. Yes it is our guide to arrange our social and family life around. We are being taken off our shed work, therefore trains are leaving the shed unprepared and in disrepair through lack of staff to shunt and prep.

We have Trainee Drivers being disrupted as their Tutors are working revenue jobs and management ask why it takes so long to get them into the system. We have Tutors conducting surveys and being bogged down in admin work. We are being approached on our days off and given the sob story if we don't come to work they will have to cancel trains.

We have 40 train crew out of action because of the rehabilitation industry and it goes on and on, like a dog chasing its tail. Nero fiddles, Rome burns.

In closing, I would like to make an observation. The AFULE has been proactive in all major and minor issues new and old, but it seems odd that the other unions' local delegates allow us to do all the running with the ball, and then when we get the ball close to the line, they want to steal the ball and score the try.

I would like to welcome all representatives to the July Council, its good to see everybody arrived safely. Hope No.2 Councillor, Byron Davidson a speedy recovery and his knowledge will be missed around the Council table.

ORANGE SAFETY SHIRTS
In April, I inspected the new uniform that QR were looking at and hopefully this will replace the orange shirt. The colours were dark blue with an orange front with the reflective strip around the arms and the middle. I hope that QR are going to trial the uniform before it is issued. The orange front may still reflect up onto the windscreen and could be just as big a safety issue as the orange shirt.

TRAINCREW ADVICE SYSTEM (TCAS)
Still no word when QR intend introducing the wake up part of the system. By all accounts the advice part is working to a satisfactory level.

SPAD COMMITTEE
We have had a couple of successful reviews lately. With Drivers in Jilalan and Gladstone Depots having their SPAD points withdrawn from their records after the reviews had cleared them. I would like to thank the AFULE Representatives in these Depots for their help and advice on these reviews. There will be a SPAD Conference on the 31st July 2003. If the conference is anything like the last years there will be plenty of information on how to prevent SPAD's. QR has appointed NOVA SYSTEMS to do studies on in Cab ergonomics. Which are cab alarms, vigilance, seating and including the use of radios, CD players when operating a train.

ROB McALPINE's LETTER
Mr McAlpine's letter "To all Coal and Freight Services Train Crew" has done nothing but stir up traincrew in the depots. In most cases it's not the traincrews fault that they are not getting 320 hours, we work to a Roster Code of Practice and a Traincrew Agreement. If he expects all Drivers to work 320 hours then no one should be working their BLP's. He can ask any Roster Clerk that. QR expects you to work a reasonable amount of over time, maybe Mr McAlpine should spend a couple of days at the Roster Office or get out in the Depots and talk to Drivers in the field rather then listening to some ex drivers that have lost touch and are not interested with what happens in the real world.

IPSWICH
Now that Ebenezer has stopped producing Coal, Ipswich Depot has been working to Toowoomba and lying off for 11 to 13 hours. There should be a better way of working these trains when Ipswich is only 1 hour away by road. The AFULE are placing a ban on departing the bus at Black Sol because of the isolation of the bus stop.

FISHERMAN ISLANDS
The Chairperson Earl Wallace has resigned because of personal reasons and the position has been called. I would like to thank Earl for his time and effort he has put into to chairperson's role and wish him all the best in the future. The new diagram is up and running so far. This is until QR decides to run the coal traffic differently. The pass the stop board signs still haven't changed, we are waiting for them to be painted. It's only taken over 12 months to get this far.

ACACIA RIDGE
I haven't got much to report from this depot. Their TDT training is well under way and their Road Tuition to Toowoomba is proceeding slowly. Merv Westerway, the Moolabin Shunt Driver retired on 9th May 2003. QR gave him the usual send off, he was 65.

Hello and welcome to all Officials and Councillors.

It has been an interesting period since last Council with management constantly attacking traincrew, the latest being Driver's Assistants targeted, their work made redundant, even though their work load has been sufficient to warrant their continued use. The attack on traincrew over not working their 320 hours per cycle is yet another example of not getting to the root of the problem, the roster, and it seems they are unable or unwilling to fix it. The orange uniforms are still coming up for criticism and crews cannot understand why the previous grey issue with an orange vest is still not issued. Crews are being pressured by management and some Tutor Drivers to wear the orange issue.

Greg Smith inspected the new toilet at Malu and the Coal loading facilities at Macalister and Jondaryan along with myself, RTBU Officials, Russell Barrett and Lance Jensen to discuss the ongoing issue of suitable walkways around points and for shunting purposes, but nothing has started yet, and I thank Greg for his input.

GOONDIWINDI
Has been quiet without grain to carry and only for work trains between Warwick and Goondiwindi they would have no work to speak of.

CHARLEVILLE AND ROMA
These two depots have a similar problem, but livestock has just started moving again and will help these Depots.

TOOWOOMBA
Toowoomba has been affected by the same as the outer Depots, but with the coal trains running, it has helped a bit. The winter plantings do look promising though, so hopefully the weather allows for a good grain season.