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 6 - 7 July 2005, commencing at 09:00 hours.

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

A minutes silence was held for Patricia Haag.

HOURS OF SITTING

Welcome Councillors to the July Divisional Council Meeting.

We are now entering the latter half of 2005 with a busy schedule timetabled for the rest of the year.

Besides the normal running of the Union's affairs, high on the Industrial agenda is the proposed attack on workers' wages and conditions from the Howard Government, whilst the full extent of the changes to the legislation is unknown at this point in time, it is quite clear that the Federal Government is going to use its majority, in both houses of Government to force workers to be puppets to the bosses.

The A.F.U.L.E, along with the Union Movement is not going to let 100 years of hard fought conditions to be wiped out without a fight. The campaign against the anti-worker legislation will not be a short one. It will be a long hard protracted fight, a fight in which all workers should unite to protect their living standards.

As the current Enterprise Agreement concludes on 30 September 2005, the A.F.U.L.E is very mindful of the importance of the negotiations of EA 7 in protecting members' wages and conditions in light of the proposed changes to the Industrial Relations Act.

With Howard's plan to strip basic conditions out of Awards and leave it up to the generosity of the bosses on what conditions they will keep, it is imperative that the A.F.U.L.E, along with other Rail Unions, enter into these negotiations with the objective of the protection of all rail workers' conditions being paramount.

To this end, the Rail Unions have set down a three-day 'lock up' at the end of July, under the banner of the QCU, to set a joint strategy for the forthcoming negotiations.

My report will solely be on the Howard Governments Industrial Relations, so called "reforms". The Coalitions IR scheme, really is a threat to all workers throughout Australia - just look at the US and New Zealand.

Many workers are fed-up with the performance of some Trade Unions that are supposed to defend their interests. However don't think for one second that Howard's IR reforms are aimed at making Unions represent workers better.

Whatever the final shape of Howard's reforms ("plans") has, is one big goal - to cripple worker's ability to Organise. It will not make Unions more responsive to members, but to make any union - Completely Toothless and in some cases, wipe them out. Howard and his cronies have at least forty IR bills that they will pass through the Senate unchallenged, which in the past was opposed by Labour, Independents and the Democrats.

Hard won entitlements, such as Redundancy, Penalty Rates, Long Service Leave, Protection from Unfair Dismissal and the ability for Union organisers to visit and inspect workplaces is under enormous threat.

The strategy of Howard and his corporate backers, is to expand those areas where workers can be mostly exploited, (small business and independent contractors etc) and use this so-called "Free Zone" as a battering ram against those Industries and workplaces where Unions still have some strength.

Don't think for one moment that Queensland National employee's will be exempt, from these IR reforms; you will be covered by Federal Awards or AWA's (Australian Workplace Agreements) like every other worker in Australia. Howard intends to take away the States IR System that we currently work under. Believe me this is a serious real threat to our Wages and Conditions under our State Award system.

It's not hard to work out what will happen if Howard wins, just look across the Tasman, and although the NZ version of workplace freedom (Employment Contracts Act) was repealed in 1999, it has helped produce an economy in which real wages for some workers have fallen by up to 30 per cent since 1991. If Howard has his way, the minimum wage and wage rises will be set by a so-called "expert panel" of Economists!

The stronger Unions would also be hit hard, by banning pattern bargaining, imposing compulsory secret ballots before Industrial action and inflicting special treatment on building workers and Unions.

It's one thing for Howard to get his IR reforms into law - that's the easy bit. It's another to actually enforce them. The campaign to oppose Howard's agenda is just that, getting our side ready to stop the implementation of anti-Union legislation. Such action is vital if Howard is to be beaten.

How to fight? While all tactics, (such as a High Court challenge to the laws and the extension of State Industrial protection to cover workers left exposed Federally), have a place, no one will succeed unless backed up by an ongoing campaign of Industrial action and Solidarity - building in the wider community.

I'm sure all workers will remember how the Unions and public opinion set Howard and his IR minister back on their heels in the 1998 fight to defend the MUA and their members' rights. There's no reason why we can't repeat that effort with whatever tactics are needed to win. I urge all A.F.U.L.E members to say 'NO' to Howard's IR reforms that intend to take away basic rights of workers.

We have Mortgages, children and bills to pay, but Howard is set to make history in taking workers rights away, so there are certain sacrifices that will have to be made if we are to stop Howard from setting workers wages and conditions back 90 years.

On a recent visit to Cairns, I had the pleasure of meeting the A.F.U.L.E Secretary, Chairman and members of the Cairns branch. I would like to thank Hoss, Robin and the Cairns members for their warm reception and kind hospitality and hope we can do it again in the future.

A number of issues have transgressed since our last Council, with possible changes to our Industrial Relations system, to the formation of a new Transfer Policy and further development on the Productivity Linked Performance Rewards scheme.

The proposed new Transfer system is based on a 3-year calling to deal with higher than expected transfers into and out of a majority of depots across the State and to facilitate the high volume of training that will be required for Drivers transferring and the influx of Trainee Drivers.

If this new system is adopted, every Driver will have an opportunity to nominate a depot or depots in which to transfer to, with allocation based on points accumulated by June 2005 if a vacancy exists in that depot.

All depots Statewide will be called, even if a vacancy does not exist in case a sub sequential calling may arise in the next 3 years. So if you have a preferred depot that you wish to have as a preference, nominate it in your application.

The A.F.U.L.E will be encouraging all Drivers to lodge an application listing all depots in order of preference so that they may have an opportunity to take a transfer if the need arises, anything can happen in 3 years, so make sure you have all bases covered in the event of a changed circumstance. Trainee Drivers WILL fill subsequent shortfalls for the years 2006 and 2007, so don't miss out - apply just in case.

The Productivity Linked Performance Rewards scheme is an issue to be progressed as part of the EA 7 negotiations. The members of this group are to investigate and develop a suitable Productivity Linked Performance Reward Scheme framework, at this point in time, is the favoured form of payment in the way of a cash bonus, tiered to a predetermined KPI structure with every employee receiving the same amount.

A report has been compiled for presentation to the Partnership for Change Steering Committee, with a recommended model for QRN to apply. What form and how much the bonus will be, are yet to be negotiated with formal talks to take place between the Unions and QRN before the EA7 commences.

Well here we are at our 2nd DCM of 2005. What a year it has been for everyone in QR, which is now known as QRN. A name change was one of the simpler things we all had to contend with this year.

Transfers and relocations are the word on a lot of peoples' lips following the Freight 2004, where we were looking at big job losses to Drivers in almost all North Coast depots. For whatever reason, as there are many, we are now looking at needing upwards of 135 Drivers in the next 3 years. Again rather than focus on the negatives, it is a positive that the businesses needs require this many people.

This Union has been heavily involved in a range of options that add up to a new transfer policy, as well as allowing every Driver currently in QRN a chance to relocate prior to backfilling these jobs with other Drivers or Trainees. This was a long and hard road and undoubtedly, it won't make everyone happy. Believe me when I say; this is the best possible outcome for everyone currently employed and becoming a Trainee Driver. The work that was put into this by the State Vice President, Industrial Officer and myself was extensive and it was good to have the input from such a wide range of people.

All Councillors attended the QCU briefing on the possible ramifications that the changes to Industrial Legislation could have on all Unions. It isn't something that will go away and thanks to the other A.F.U.L.E Drivers who attended the rally in Townsville last Thursday, now is the time when all Australians need to unite to combat the common enemy, the attack on workers' rights by the Howard Government.

This will be a long hard road, but one that must be taken to ensure job security and a future for our children and grandchildren. A couple of weeks ago I was in Cloncurry for a presentation on how Western Mining (WMC) currently conducts their Random Breath and Urine tests. Union delegates from both Mt Isa and Cloncurry were present for this meeting and had a chance to ask questions. Minutes of this meeting have been sent out to everyone who attended, if you would like to see them, ask your Branch Official.

While a lot of rumours were put to bed, the bottom line is that this sort of testing still doesn't indicate if you are under the influence of a drug at that time, only that there are traces of the substance in your urine. The A.F.U.L.E is still working proactively with QRN on this through the partnership for change etc.

For the record this Union does not support anyone coming to work under the influence of alcohol or drugs, it just believes that urine sampling isn't the best way of testing for these substances. All members will be kept informed of the progress.

The other issue that I will be discussing long and hard at Council is the way we are being stonewalled by QRN, whenever we want to discuss the rewrite of the TCA, they don't want it because currently they are playing the old divide and conquer strategy and doing well if you see the division we have between some depots. Let us put a stop to all trials in the State until we work out the ground rules that will apply to everyone.

Methods of spare travel are in need of urgent attention, as since the new diagrams with the MTP were implemented, there appears to be more DTP trains running than ever before. To expect someone to work all night then sit up for another 6 or 7 hours is inhumane and won't be tolerated by the members in my division or Mackay.

I attended a meeting in Mackay recently on the Pring diagram and other unresolved issues. This meeting was very positive and I believe went a long way towards gaining a better working environment for the Drivers in Pring. Keep up the good work Cliff and Co.

I also attended a meeting in Cairns last month, which was held at Hoss's place. Again, a lot of half-truths were put to bed and I believe has now reopened the positive working relationship I have been lucky enough to enjoy since 1996. Thanks to all who attended, especially Deon and Robin who supplied the food (we can't tell them too much or all the Officials will want to attend meetings in Cairns).

Thanks from Cairns for the meeting recently with the State President Shayne Ware and Industrial Officer Siobhan Keating who gave their time prior to the ALP State Conference to attend this.

In closing, I would just again like to stress how important it is for us to all look after our fellow workmates in neighbouring depots. Before agreeing to any major changes to current work practices, consult with all members in both depots and your local Councillor or Councillors if it affects more than one Division. Stay strong and positive and we will continue to be the major Train Crew Union in QRN.

Welcome Executive Officers and fellow Councillors to the mid - year sitting of Divisional Council. The Union is presently under constant attack from QRN on the usual diagram and LOP fronts, while the threat to workers' rights from the Howard Governments Industrial Reform Package is growing stronger by the day. All members should use the opportunity of these challenges to become involved with their local branch. On these issues one should not rely on the dedication of a few. The workplace that is left will be a direct reflection of the effort and commitment of all members of the union.

Coppabella Depot has ongoing issues with the use of the relief pool, LOP's, depot numbers and corridor workings.

Jilalan is at present constructing a new diagram. It is doubtful given the construction criteria that this diagram will fit within our Industrial Agreements let alone handle driver fatigue.

The Dysart Depot is running smoothly with ample work for those Train Crew left in the depot. All depots are being well served by their local representatives whose job would be a lot easier if QRN management would abide by the consultative process.

COAL 2005 YARDS AND TERMINALS PROJECT
The working party has been developing the concept of a single operational stream. A draft document has been prepared and will be viewed by the Steering Committee who will determine how this project is to progress from this point. QRN is adamant this project is vital to the future success of the coal business, but has been unwilling to commit the resources necessary for this project to move ahead.

FEDERAL GOVERNMENT INDUSTRIAL RELATIONS POLICY
The Howard Government now has control of the Senate and will, I believe, vigorously attack workers' rights across Australia. There is no way members will not be caught up in this legislation. QRN is a major employer and I am sure will relish the opportunity to support any moves that will reduce operating costs. Our hard fought wages and conditions will be decimated and under the proposed changes, workers will have very few rights with the employer being all-powerful. The Prime Minister continues to use the rhetoric of "worker choice", "Australia in the global economy", "what's good for us" etc; when the reality is Howard can now enact the legislation that Labour and the minor parties have blocked in the Senate for the past 9 years. The Federal Government will take this opportunity to launch a radical attack on workers' rights.

Welcome Executives and Councillors to the mid 2005 sitting.

A number if significant issues and projects have been tabled or progressed in recent months. The ones that I would like to comment on is the Coal 2005 Yard and Terminals project, a new Transfer policy, the Fatigue Management and Controls Draft Document

The Coal 2005 Yards and Terminals project team have sat recently to negotiate a future direction for Operations grades within coal depots yards and terminals. As a result of the survey that was circulated to Drivers earlier in the year, the AFULE team was given a clear direction for negotiations. A driver orientated system was to be pursued. The AFULE has always held the position that our drivers welcome all people into our grade. Our only stipulation has been that the current Drivers around the State be given the opportunity for transfers prior to other employees becoming drivers in their own depot. This has been achieved.

What also has been achieved is that the role of the Driver will not be broken down to allow other employees to carry out sections of our job whenever it suits other grades. It amazes me how some members of the project team persist in pursuing partly qualified drivers to carry out only parts of the Drivers' roles. The charter from the Steering Committee was very clear. A Driver orientated railway, while maintaining a no disadvantage clause for those that either choose not to be a Driver or for what ever reason cannot become a Driver.

As stated previously the AFULE welcomes and encourages all QR employees to become drivers.

At this stage the information on any proposed new Transfer System is still a bit scratchy. By the time this report goes to print the policy should have been finalised. QR has found themselves in a position of slightly miscalculating the anticipated staffing levels for Drivers around QLD. Within a matter of a couple of months we went from looking to reduce the Driver numbers by about 120 to actually requiring an increase of about 320 over the next few years. I know we all live in a very dynamic environment with unpredictable changes and challenges, but fair dinkum. Surely some one must feel a bit embarrassed within the rabbits warren we call the administration buildings around QLD.

It looks like the new transfer policy will be totally different to anything we have seen before. Members will have to make themselves very much aware of the details of the new system so as not to be disadvantaged in the future.

Let's hope something can be done about having to leave your homes to become a Driver. I believe this is an unnecessary burden on everyone's lives. The quicker we get rid of this disruptive system the better. QR needs to recruit Drivers in the local towns and once and for all break this transfer cycle.

Our role in the negotiation process is, once again, to protect the rights of the drivers that are currently away from their homes or preferred depots.

From my position in the regional areas I have monitoring with interest QR's progress of introducing a Fatigue Management System. Up until now QR has been, like most other programs, going around and around. The most significant decision made to date that I am aware of, is whether the standard ham and cheese sandwiches will suffice or should we try something else.

Things have changed. QR have finally got something in print. We now have a Draft document from QR and it doesn't take a scholar to see that whoever was the author of it doesn't have a clue about a Drivers life and doesn't have a clue what it is like to work 60 hrs of night work in 7 days (this falls within QR's draft doc. Guidelines). Also doesn't have a clue on diagram construction in attempting to supply a reasonable quality of life for Drivers.

I wish to pursue this at the July Council Meeting to ensure that this paper is supported by scientific facts and not just QR's version of the world. All diagrams around QLD should be checked alongside the document's guidelines to assess the ramifications for our members. Everyone should then sit down and go through the pro's and the con's that affects our members and look at the ramifications on Drivers lives.

As it stands this Draft document is nothing but, more paperwork, from more administration workers trying to make QR look good to the world by actually having a Fatigue Management System.

In the past I have been a member of, the now defunct, Roster Improvement Project. The team included roster support offices from around QLD. None of the roster people that I approached, knew anything about any Fatigue Management Document until we supplied them with a copy.

The paper obviously has more to do with QR setting up diagrams and roster for their own benefit with nothing to do in addressing fatigue.

Due to being on leave prior to the council sitting, I have been unable to contact the depots in my division to ascertain what issues the depots wanted addressed at Council. My apology to all concerned.

Welcome everyone to this very important Council Meeting.

By now all members will be aware of the campaign being run by the Unions around Australia concerning the Howard Governments control of the Senate from 1st July 2005. In short, this means the Government will be able to pass whatever laws it likes, because the Opposition Parties will have no say due to the Governments majority in the Senate.

Their main intention is to do away with the States Industrial Relations Commissions and create a single industrial system for the whole country. These new laws will control wages and conditions, break down or remove conditions from Awards, abolish State Awards, put more employees on AWA (individual contracts) remove collective bargaining Agreements and many more hard fought conditions that we now have in our Award.

But whatever happens, you can be assured that your Union, the AFULE will continue to fight for the interest of each member during this campaign, the biggest united effort ever undertaken to protect workers' rights and conditions in this country.

The Maryborough depot is still reeling from the effects of the Freight 2004 Project. When this program commenced, it was estimated that Maryborough could have more Drivers than required once QR lost freight business to PNQ. The VER was offered to certain depots, Maryborough included and 14 applications were received and accepted by QR.

This was above the required number that was estimated we needed to run the depot. We also lost 3 other Drivers due to other circumstances. Therefore, we will be understaffed once these Drivers exit the workforce. So we request QR to fill these 4 vacant positions in the depot.

We are still having problems with the Rosters, but after another meeting with management, we hope most are sorted out. But we are still being doubled up after tucker-box shifts, which causes fatigue to the Drivers.

Also requests seem to be ignored, or due to the Roster Clerks not doing the roster for the full week, some Drivers requests seem to get lost or they are not passed on to the next Roster Clerk.

Drivers are asking how much longer before CD Players are fitted to the Locomotive fleet. I have read the latest discussion paper on this issue and it seems we are no further advanced than we were 5 years ago. Perhaps we should remove the CD players from QR cars, so the Managers can drive under the same conditions as us. This might hurry the process along. We are trying to improve the fatigue level for Drivers and a CD Player is one of the recognized instruments we can use in our endeavours to better working conditions. How serious is QR in helping us achieve our goal.

The Bundaberg depot has been progressing well over the last few months under the management of PSG, with good communication and depot progress reports. The commissioning of the ATP on the Electric Tilt Train is progressing well, with most Drivers having completed the static training enhancement and high speed training with the ATP activated. The ATP will be in operation on the Tilt Train from the 8 July 2005.

The depot has concerns with the safety of operating Passenger Trains when the ATP system fails and needs to be isolated. They are now using two Drivers on all Passenger Trains while they wait for the interpretation of clause API 5-2 (failure of power unit ATP equipment) which says you can use a PSS in this situation. But the depot feels that these people are not route competent and if a situation arose they may not react quick enough to alert the Driver.

Mick Tipman is back on the footplate after a serious illness.

Lionel Richter one of the senior Drivers is off with illness and is expected to be given the Medical Separation. Drivers with Lionels experience are hard to replace.

The Gayndah branch goes along without too many problems. There could be some extra work when the coal mine near Mulgildi comes on line, but so far there has been little movement at the workplace.

Driver Ted Neumann has been off ill for some time, but is now on the mend and is hoping to receive the medical separation, but applying and receiving are not as easy as the forms imply.

To all members in my Division, if you have any problems, talk to your local Branch Representative to ensure the best possible result for everyone.

Hello and welcome Councillors and State Officers to the July Council Meeting.

The workers and unions of this nation will be facing their biggest challenge in over one hundred years, due to the proposed Howard Governments Industrial Relations legislation. The complete changes are not totally known at this stage, but what has so far come to light will affect not only this generation, but future generations. It will not only impact on workers and their families, but on the whole social and economic structure in years to come. I would expect that the Government will commit political suicide once the voters and society feel the full brunt. They say history does not repeat, but this sort of capitalistic legislation, I believe will create resurgence in union membership, as occurred the last time Governments imposed their feudalistic ideals upon the people.

A category increase from 3 to 4 has been approved for Citytrain. This increase has been identified due to fundamental changes in the duties of Train Crew within Citytrain. The fundamental changes identified are, Brisbane's Special Event Calendar, Corridor extensions to Airport and Robina, and improved customer and security initiatives. At the time of writing the increase is effective in the current pay period, and back pay from the 30-5-2005 to 26-6-2005 will be paid in the end of cycle pay.

The A.F.U.L.E. planted this seed about eighteen months ago, it become a long drawn out process due to other organizations' lack enthusiasm, owing to their allegiances to other divisions and streams. I would like to extend my appreciation to past and present officials of the A.F.U.L.E. for their determination in making this increase happen, we are now reaping the fruit of those seeds.

I noted that the CEO went public and internal with an announcement that the Diesel and Electric Tilt trains will be fitted with ATP. I congratulate and commend QRN on this announcement, but there is a piece missing out of the jigsaw. Citytrain Rollingstock, namely EMU's, SMU's, IMU's are not fitted with train protection nor over speed protection. These forms of traction rely upon Station Protection and Driver alertness. Station protection only gives the driver a restricted audible and visual alarm either side of approach signals. There are no indications for Home or Starter signals, which are critical signals. I am of the opinion it is time to up the ante on QRN to provide Citytrain Rollingstock with a system that will provide a safer passage for these types of trains.

March last year management proposed and tabled a document on a Team Structure Strategy. Without getting too complex, the idea was for teams to be created within Citytrain depots comprising of TOI's as leaders, a group of Tutors who would have a group of Drivers or Guards. The Driver or Guard would be accountable to the Tutor, who inturn would be accountable to the TOI; the TOI would answer to management, then management would pass instructions or orders back down the line. This strategy was devised so that Citytrain Train Crew would be the most informed, accredited and professional rail operators in the country. The A.F.U.L.E. rejected this strategy because not only is it hierarchical, its group based, which could create competition and rivalry amongst groups. We also rejected this proposal, because part of the structure called for differing roles for Tutors and also creating a specialist link for diesels, steam, rail motors etc; which would mean division and jealousy.

So in March this year management went away and formed a new Steering Committee and came back with the same idea. Within the last twelve months the A.F.U.L.E. offered to meet with all stakeholders to table different alternatives, but at this stage our proposals have fallen on deaf ears. So therefore, seeing management continue to bury their head in the sand, this concept shall remain a stalemate.

Citytrain find themselves critically short of Tutor Drivers at this point in time. Management have decreed that there is enough Tutor Drivers to cover their training needs, but if we accept their Team Structure Strategy they will call for Tutors ASAP. Two years ago we had thirty-two, based on 10 per cent of the Driver numbers in Citytrain, We are now down to twenty-four, this has occurred through retirements, resignations, promotions, other positions within QRN, and taken off line to build programs for simulators. Due to the intake of Drivers within the next few years and the current Drivers in training, and taking into account the selection process involved, I think management have missed the boat again.

The A.F.U.L.E. in Robina has recently been successful in negotiating an increase in cycle time with management. Their proposal was to clean the Station meal room and toilets at the end of their shift on weekends. These amenities have caused problems in the past due to demarcation issues. I would like to thank the Robina depot for their willingness and foresight.

Beenleigh were having a few problems with changes in job cards. The timetable people have been changing some late night and early morning running of trains without consultation with the depot roster committee. Also some of their timetabled trains were being used for sweepers on Special Event occasions, whereby the crews working these trains have been going over nine hours.

The concerns that Manly have are how Train Crew will get access to the Station in between hours. There is a Station revue being discussed, and as Manly is currently a 24-7 station, talk has it that there is a campaign to restrict the station hours to peaks. This would be a concern to Manly Train Crew as they would not have access to computers, job changes and train notices etc.

The A.F.U.L.E. in Ipswich has pressured management into spending money to clean, repair and maintain the stabling yard. Work has been progressing steadily to rectify some massive problems in this yard. Well done Ipswich branch.

A project was embarked upon by the corridor TOI (Les Higgins) to acquire a separate room for Shorncliffe Train Crew, due to vandalism and theft. The original idea was to partition and enclose a corner of the current amenities. A section of the station building became available, so management and heritage were approached with this proposal. Both management and heritage gave the green light to proceed with quotes and arrangements. Once the quote was submitted, management reneged, stating that we are one QRN and there will be no segregation. Les spent a lot of time and energy in good faith, only to be told that money will only be forthcoming for the original option. As other depots have stand alone amenities, segregation is not accepted. This will have to be progress higher up the food chain.

Petrie depot has had problems with TSO's taking over their meal room. At this stage all seems to be in order, as the TSO's have been conspicuous in their absence. Petrie yard has had money thrown at it to remedy their drainage and walkway issues. As per Ipswich, to reduce LFTR's, management are compelled to spend money.

Caboolture is sailing along nicely, no major issues. The local delegates are performing admirably.

Nambour station has a severe white ant issue. The station amenities, which Train Crew share, are being consumed by white ants. The damage is so great that door lock stickers are being placed over entire sections of the building. Is QRN going to react after a disaster?

Citytrain Train Operation Inspectors have been issued with a please explain as why their QRN supplied mobile phone should not be restricted. This is in the name of cost cutting by management. What is the cost to efficient running of trains during and after emergencies? Are we going to restrict managers' mobile phones? TOI's are the eyes and ears for control and management in the field. Is this an example of world's best practise? Consensus amongst TOI members is let them restrict the use of mobiles, and see how long it lasts.

Welcome fellow Councillors to the July sitting of the Divisional Council of the greatest Train Crew Union in this country.

As this report is being written, Howard and co are taking control of the senate and now have open slather on the laws they wish to enact on Industrial Relation reform.

Having attended a QCU sponsored rail conference on this issue in June, it became apparent that Howard and co are keeping their cards close to their chest and whilst there are plenty of hints as to what he proposes, no one knows exactly how bad they will be.

Members can be assured that any political party with the arrogance and contempt for workers of the current government will not be making life easy for any worker. Whilst it appears that QRN workers will be reasonably insulated from the worst of Howards legislation, members should not be lulled into a false sense of security.

QRN's statements that they wish to continue down the road of collective Agreements, is well and good, except that Howards' laws may even be so far reaching and arrogant that they prohibit even that, and don't forget that QRN's stance is only driven by the Qld State Government as shareholder dictating policy. If the State Government should change at the next election then all bets are off. One final point to remember is that Howard and co have control of the senate for the next 6 years, so even if labour was to get up at the next federal election in the lower house they could not change or repeal these laws until their second term of office.

Onto some local issues Acacia Ridge have finally got an air conditioned shunt loco for the interail shunt on the standard gauge, but as always with QRN they fix one problem by creating more in this case these old NSW 48 class locos do not have hand rails down the side of the footplate creating a fall hazard. I'm sure the local branch will be able fix this problem with local management.

I recently attended a meeting at Fisherman Islands with the Branch Secretary Col Jenkins to discuss with management how they wish to run Fisherman Islands after July 1 (although rumour has it that this date has slipped) with no coordinators on site. Basically, all the current duties will be shared out between the rail operators at Fisherman Islands and the coordinators at Acacia Ridge.

With the current work load the Acacia Ridge coordinators will be interested to see how this will work. Two unresolved issues still have to be addressed i.e.; How do the coordinators at Acacia Ridge contact the As Required drivers at Fisherman Island and two who updates the train crew roster held downstairs in the sign on room. To date QRN have not sought a meeting to address these points. The proposed document for running the freight shunts in the Brisbane area that many members by now would have seen has not being endorsed by this union in any way shape or form as we had no input or consultation on this document.

One last issue that I know is causing all members in the Brisbane metro freight depots the biggest amount of heartburn is Citytrain's pay rise from cat.3 to cat.4. Freight management have to extract their heads from the sand and realise that with the current shortage of train drivers nation-wide as well as in Citytrain and with the new transfer policy giving every driver Statewide a chance to transfer to a depot of their choice, they run the very real risk that there will not be enough Brisbane metro freight drivers left to run a service. They really need to look at a category increase for Brisbane metro freight depots on this point alone. The ball's in your court Mr Mc Alpine.

Hello and welcome to the July Divisional Council.

To date nothing outstanding is happening in the outer depots, with most things going along fine. The local issues again have been the Roster, Link working and equalization of hours.

The Roster Clerks and local management, quite a few issues were raised from both sides of the fence and all agreed to try to make good on all these points. However, we're back to the same old ways again, so the meetings were a waste of time as the Roster continues to do as they please. The same bad habits, short cuts as usual.

Some of the more senior level of management are going to have to get serious with Roster and force them to do their jobs properly. If Train Crew make a mistake or don't do something the correct way, management soon take them to task, so the same should apply to them.

Management is once again trying to take weekend BLP's off us and place them on mid - week days and the depot has said a resounding "No" to this and as a result, management is trying to blackmail us by not agreeing to update the Diagrams unless we give away weekend BLP's. This is not on, Train Crew are no different to other employees in other industries and require some form of social life.

On the Federal level, everyone is aware of proposed Industrial Legislation changes about to be cast upon us. Anyone who thinks it will not affect us in any way really needs to take their blinkers off and take a good look at what is happening in the real world. This probably explains the apathy of some members when it comes to Union involvement in the depot.