Welcome Mr Secretary, Councillors to our last Divisional Council for 2002.

UNIONS, UNIONISTS AND POLITICS
Since I have been a member, and now holding the position of President of the A.F.U.L.E, the question of affiliation with the Labor Party has been asked, I have also asked the same in the past years.

Very broadly speaking, Unionism is becoming more concerned with political questions, but this does not mean that all forms of political action are gained in strength and popularity. On the contrary, the most distinctive form of union political activity among Australian Unions is showing signs of atrophy; this is Union political partisanship, in the sense of permanent, public support for one political party and opposition to its rivals.

Australian society has changed so much in the 100 years since the Australian Labor Party (ALP) became one of the major parties, the nature of the party's support, including it's Trade Union support, must also have changed, although some such changes remain inconspicuous, the ALP retains it's claims to be among other things, a Trade Union Party.

Non-union parties, disapprove of an alliance between Unions and the ALP. One such case has been this "Howard Liberal Government" by Reith, Corrigan and the National Farmers Federation, trying to brake the backs of the Waterside Workers, one of Australia's oldest and strongest Trade Unions. Without the aid from other Unions and the "ALP" the Waterside Workers would have been defeated.

As being President and Custodian of this Union, it is my position to do what is best. To remain a pro-active Union, it is vital to remain affiliated with the ALP. The A.F.U.L.E. is not here just for the maintenance of members' wages and conditions; we have to be pro-active and have a say in the politics of this State, and have the support of all affiliated Unions within Queensland.

Being affiliated with the Labor Party does not mean you, the member have vote Labor, and your political belief is your business. One of the most remarkable ways in which the attitude of some Union members come to differ, though not the most important way, concerns their concept of class, Middle Class and Working Class and see themselves as belonging to one or the other, which influences their political view.

I class myself as Working Class, and proud of it, just like my Father and his Father, they were Blue Collar Working Class. Does it matter how much money you earn to put yourself into a Class, I think not. There is one thing we must always remember, is out of humble beginnings in Longreach which gave birth to Unionism and the Australian Labor Party, as workers we do not realise what we have achieved through the ALP.

Congratulations go to Greg Smith being elected for another term. To the new Councillor, Kevin Voll - No. 7 Division, Troy Webber - Proxy Councillor Division No. 1, Clifford Miosge - Branch Secretary Jilalan and Matt Bushnell - Trustee. I would like to thank these people for taking these positions, as it is a relentless task and sometimes thankless job.

A special thank you goes to Gary Brickwood, for his tireless work as Acting Secretary in Jilalan. Another special thanks to our Secretary, Industrial Officer, Vice President and all Councillors and Office Staff for making me welcome and helping in this first year of office. As this is the last Council meeting for 2002, I would like to wish all our members and their families, A Very Merry Christmas and a Prosperous New Year.

Always remember our motto: TRAINCREW REPRESENTING TRAINCREW.
A.F.U.L.E. the only Traincrew Union.

Yours in Solidarity.

SALARY SACRIFICE AND SUPERANNUATION Salary Sacrifice is where an employee foregoes the right to receive income in exchange for the provision of a non-cash benefit. This reduces the employees' taxable income and therefore they pay less tax.

It is surprising the amount of our members who are not sacrificing part of their salary. By simply sacrificing the QSuper component which is approx $83.00 per fortnight for the average Driver and increases to approx $98.00 with the inclusion of the introduction tax, their net take home pay will increase a small amount and by seeking advice from an accountant or financial adviser a calculation can be done as to what amount can be sacrificed and net take home pay will remain the same, in saying this the sum will not be of a considerable amount but over a period of years this will increase to something extra come retirement time, better in your pocket then the tax mans.

Novated Car Leasing is another type of Salary Sacrificing and has attracted a lot of interest from our members; at present QR have no facility for this type of sacrifice.

A Novated Lease is a three way agreement between the employer, the employee and the financier. The employer takes on the responsibility of the lease and makes all lease payments from the employees salary to the financier. Employees can benefit from savings that can be made. There are three main ways for employees to save by salary packaging a motor vehicle via a Novated Lease:

1. Saving on the purchase price of the vehicle
2. Savings due to the GST input tax credit
3. Tax savings through salary sacrifice.

QR has been reluctant to introduce this type of sacrificing as they believe that only a small percentage of employees would benefit from such a scheme.

For Novated Car Leasing to be of any benefit the leasee has to drive a considerable amount of kilometres per year that being 20,000 plus and have all running costs included so that fringe benefit tax does not become a factor. A simple calculation can be done by individuals to determine whether Novated Leasing can be of a benefit, these can be obtained off the internet. Novated Car Leasing can be complicated with a number of contributing factors needed to fall together to be of a benefit to employees. It is not as simple as going out and leasing a car. This Union will continue to monitor changes to Novated Car Leasing and when it believes it can be a benefit to members' steps will be put into place.

SUPERANNUATION
The following is a brief description of other types of contributions that are accepted in Superannuation.

ROLLOVERS:
These are simple transfers of superannuation savings from one super fund to another, rollovers may include superannuation amounts held in other complying super funds, eligible termination payments or lump sum payments from other super funds or redundancy or retirement payments made by an employer upon termination of your employment.

PERSONAL CONTRIBUTIONS:
These are your own voluntary contributions and are known as un-deducted contributions. Because these contributions are made after you have paid income tax, then there is no more tax to pay when you contribute this money to Super or when you withdraw it.

SPOUSE CONTRIBUTIONS:
You can contribute to the plan on behalf of your eligible spouse and obtain some tax concessions. Spouse contributions are treated as un-deducted contributions and can be beneficial to both you and your spouse. An eligible spouse is a spouse of the opposite sex, age less than 65 or aged between 65-70 and working at lease 10 hours per week, who is married to you or is your Defacto Partner. This definition does not include a person who lives separately from you on a permanent basis.

There is no limit to the amount you can contribute on behalf of your spouse; however, you can only claim a rebate of 18% on contributions of up to $3,000 made to a complying Super fund for the benefit of your spouse. This tax benefit reduces when your spouse earns more than $10,800, and this rebate reduces to zero when your spouse's assessable income reaches $13,800.

In closing, Salary Sacrifice or making extra Superannuation payments is not for everyone, so the above information is only a generalisation of the different ways in which your money can be used for Superannuation and Salary Sacrificing and ways that it can be used to an employees benefit. This information is food for thought and not professional advice. To learn more about the benefits available and every individual's financial circumstances are different, seek advice from a professional Finance Broker or Accountant.

Welcome fellow Councillors and State Executives to the last Divisional Council Meeting of 2002.

First off I wish to thank everyone in the No. 1 District for the assistance they have given me over the year.

To all the representatives, we have had some very trying times but through your dedication I believe we again have proved that with perseverance we have gained, in most occasions a better workplace for all A.F.U.L.E. Drivers. This is the sole aim of this Union to serve the Traincrew who are members of the strongest Traincrew Union in Queensland.

I realise that at times some of the decisions made don't always seem like a win, but believe me without the help of these dedicated representatives we would be a lot worse off. I hope all Traincrew realise the sacrifices these people make for no financial gain to try to uphold the conditions we have achieved over the years, especially since the inception of the Train Crew Agreement.

CAIRNS:
The Cairns Depot was the first to have a taste of the fact that we no longer have sole rights to run trains in Queensland. We are lucky that at this point in time the Third Party Access to Kuranda is still a non event due to ongoing problems. With the announcement by the State Government that they aren't going to finance the rebuilding of the bridge over the Copperfield River, and are looking at selling the Savanalander Service, we must ask who can run a better service than that of the Cairns Drivers who work this train. They aren't only Drivers but provide a multitude of services to the passengers.

Again the problem arises in Cairns that they are under staffed in the sugar season, not allowing Drivers to have leave when they apply for it. The continual quote that Drivers can't have more than 10 weeks leave and are therefore sent on leave in the off season must be addressed. Drivers have the right to apply for leave when they can spend quality time with their families or have planned something. To say you can't have leave and then be sent; shouldn't occur in this day and age.

I still believe that with the Tilt Train Service commencing in June 2003, we need to have more Drivers in Cairns qualified to drive this service.

TOWNSVILLE:
This depot is understaffed by at least 10 Drivers resulting in a massive difference in hours per cycle. Its ok to say that we have to get the under achievers up to 320 hours, but if they exercise their right as per the Train Crew Agreement not to work their days off, QR also have an obligation to correctly staff the depot.

For the last 3 diagrams over 98% of working given to the Diagram Committee have been placed into the diagram. If they don't achieve the hours whose fault is it, not the Drivers? We must, for all depots in Queensland achieve a minimum number of days off per cycle.

What annoys me as the District Representative is despite all the correspondence sent to the Government and QR we are still being treated with contempt. We also must get a ruling once and for all as to if days off are meant to be time spent with our families and friends on weekends or just days off to spend alone. QR must realise that we have lives outside of your work; it is hard enough to have a family or social life just being irregular shift workers. We all realise this is part of being a Driver, but it can not be a one way street.

PRING:
The trials that have been run without having the second Driver in the loadout have shown that the mines will, if allowed overload trains and not adjust these loads. For the sake of both safety in running trains and obtaining the best financial return for QR we need the second Driver in the loadout. It only takes a few trains running from the mines overloaded per week to pay for the second Driver; to me if QR continues with this practise then they aren't saving anything, only placing the track and our Drivers at risk.

The fact that some important issues are being discussed without the A.F.U.L.E. being present will result in Industrial Action if it continues. All QR Managers know the rules of consultation, if they don't adhere to these they will be dealt with accordingly. QR must remember there are two Unions that have Drivers in Pring.

Also the issue of continually having relief Drivers in Pring must be stopped.

WESTERN DEPOTS:
With no disrespect, I will again place all of the Western Depots in the same report.

This is again the continual problem of trying to get a roster that works, the speed restrictions between Hughenden and Mt Isa destroy any rosters that are formulated, including those with Union involvement. How we solve this at this point in time is beyond me, we were given guarantees prior to the implementation of DOO this would be addressed, we all still wait, as no one seems to have the answer. Should the whole corridor still be run TDO?

The only positive result is that we now have Driver input into what speed restrictions should be addressed first (thanks to Dave Antrobus).

The problem of trying to contact SDS for relief is being addressed, we need all Drivers to note any problems with control passing on messages to SDS, as if no communication is available this is the agreed procedure by QR. As they have agreed that the MSR is only a backup system.

Please also read the A.F.U.L.E. stance on DTC computers, as sent out in the circular memo that should be in your notice case, and be aware of the fact that this Union will back you totally if you make a stance.

The cleanup of the corridor is on schedule, it is just unfortunate that again QR can't fulfil their promises until forced. So much for adhering to promises given!

We would like to have a good working relationship between this Union and QR, but it appears that some sections of middle management don't feel the same way. This will have to change, especially with the real threat of Third Party Access.

I also have one other point for clarification, this is despite comments made to the latest Trainee Drivers in Townsville, by the RTBU, the A.F.U.L.E. isn't in any way suffering any financial hardship and won't have to join any other Union, we are actually prospering due to smart investments by our State Office some 4 years ago. It upsets me that when Unions should be working together, especially when we have the real threat of Third Party Access that some Unions instead of trying to work together speak total tripe.

In closing, I wish all A.F.U.L.E. Members and Delegates all the best for Christmas and the New Year.

Put your hand up and assist all of the Local Representatives who have helped this Union to ensure that the members get a fair go.

Workers United will never be defeated.

Welcome Councillors to the last Council meeting for 2002, there has been a lot of challenges put at us this year and there are a lot more ahead of us. We as a Union must stand together, to succeed and beat these new challenges. It seems QR is trying State wide to change Diagram Workings, stating that most Depots have too many BLP's. But the formula that these so called managers are using is wrong, and it was highlighted at a recent meeting in Brisbane.

MACKAY
This Depot would like to see a fairer system of TRANSFER POINTS given to older Drivers. Some of these Drivers have been in the job for 25 years or more, have been classed away from their home Depot as a Fireman, and then again as a Driver, which could have taken up to 10 years in some cases to get back home. Circumstances have changed for some of these members, and now they cannot transfer to another Depot because a Driver from out west who has only been in the job for only a couple of years has more transfer points.

Mackay would also like to have a Corridor meeting with Management, Townsville and Rockhampton, to work out better Corridor Workings and Diagrams, hopefully to achieve more quality time at home for all Drivers, and not in quarters.

They are still having trouble getting in contact with the SDS the MSR radio is no good, as there is too much congestion.

Mackay also want the EMS training, as the A.F.U.L.E. members missed out on the last lot of training.

ROCKHAMPTON
They are starting a trial for Train Crew Advice System which starts on the 2nd December 2002. They are also having trouble getting in contact with the SDS for relief purposes. The MSR System is not good enough; there should be another radio system installed or mobile phones given to the Drivers so they can ring the SDS.

They are also having Diagram problems with QR, with the positioning of their SLP's - BLP's in their working diagram.

JILALAN
Cliff Miosge is the new Secretary, and Neville Ward is the new Chairperson. Congratulations to you both.

EMS PROCEEDURES
They want four days notice given to the person having an EMS interview and all relevant information given about the interview, eg, the download of the Loco Log Data. Also a Union Delegate of the persons choice to be rostered on to attend the interview.

PROVISIONING TRIAL
They want the State Office to stop this trial, as it could affect the rest of the State.

COPPABELLA
There is still no feed back been given to these members about their Limitation of Hours! There have been a lot of incidents where traincrew have exceeded their time.

The Roster Clerk is still rostering Traincrew to do medicals after their BLD's and LWE's, this is not on.

They are still having troubles with overloaded wagons; there was an incident only two days ago at Blair Athol Mine where the wagon had that much coal in it that it shorted out the overhead wires.

SPAD REPORTS
They want these reports to be finalised quicker and not drawn out. Better investigation reports from TMIO's about causes of derailments, they want fact not fiction.

DYSART
They are still having trouble with some co-ordinators in Coppabella. If one Dysart crew member books off sick, the co-ordinator will cancel the other crew member, and then book Coppabella crew on to work the job.

That concludes my report, and I would like to take this opportunity to wish everyone a MERRY CHRISTMAS and a HAPPY NEW YEAR.

Welcome Councillors and Officers to the November sitting of the State Council.

In this report I would like to touch on topics that have, over the last six (6) months or so, appear to be gaining importance in relation to Traincrew's lives in general. I am referring to QR's management of the SPAD System and QR's attitude to the Roster Code of Practise.

SPAD SYSTEM
Of recent times I have been involved in representing Traincrew within the EMS System as a result of SPAD's. One case in particular has had heavy involvement by the State Office resulting in industrial action and IRC hearings. It is only when you are personally involved in the more controversial SPAD's that you see in depth the extent that QR will go to achieve their desired results. The lessons I have learnt during this process is a lesson that all Traincrew and Union Representatives need to be aware of.

Firstly QR's SPAD points recording process. Drivers need to know that if they are involved in any incident around signals there is a good chance that SPAD points may have been credited to them.

Drivers have been awarded SPAD points even when:

1. They have been verbally told, during or after an investigation that they are in the clear.
2. They had never had any form of interview under the EMS System. (Informal or Formal).
3. QR has advised them, at a later date that previous discrepancies in points allocation have been corrected.

All the above scenarios have come to light years after the incident, and used against the Driver to determine the disciplinary action to be taken in later SPAD's. Drivers must see their Local Manager and check the SPAD database records for correct allocations. If discrepancies show up they need to make a submission through our State Representative on the QR's SPAD Committee.

ROSTER CODE OF PRACTISE
An issue that has come to light in recent times is QR trying to deny Traincrew their rights and entitlement under the RCP. The main section that is being attacked is the BLP calculations under section 4.4 (leisure periods). QR has continually claimed that the Depots with higher shift lengths are not entitled to the calculated number of days as set out in the formula. At the same time it is interesting to note that QR agrees with the formula when it comes time to take away BLP's from other Depots. Most of the Depots that come within the scenario of 20 or more BLP's are not claiming their full entitlement, but instead are trading the days off for more quality time within their work runs.

The whole State will be affected if QR succeeds in applying pressures in not recognising the BLP formula. This is one of the few real gains in quality of life that Traincrew got out of the TCA-RCP negotiations. Currently QR are pursuing the coal areas but that will spread.

A ring around of the Depots prior to Council shows that while some gains have been made in resolving problems, others persist.

LONGREACH
Noel Hart in Longreach has informed me that generally things are running smooth in the west. Of concern is that there has been no stock movement to speak of and with the drought most believe that next year will be even worse. The Longreach members have learnt the road to Namboo (just east of Alpha) and have been running ballast trains for a few weeks. This working has helped keep up their route competencies for that section of track.

ALPHA
Status quo remains in Alpha for their workings. Merv Zahl gave me a run down on their problems, only a couple of issues outstanding. The state of the Locos after they have been used as the Second Loco of a Multi Unit with windows open, and they have some stores issuing problems. These will be raised with the Traincrew Manager at the Divisional level.

No rain in Alpha

EMERALD
Mick Plant in Emerald tells me that QR have been up to their old tricks again with the through running of the neighbouring depot's with them being involved. He advised QR that Emerald is in no position to talk about the workings, without the full corridor in attendance. Emerald is now working the Rolleston 4 Header Coal Trains. This working is good for the depot, but as Emerald has never worked bulk coal traffic before, they believe that it is a fundamental change for their working structure and will be presenting a case for a category increase.

No rain in Emerald

BLUFF
A phone conversation with Vic Cumner tells me that with each gain made there is another issue that continues. Trackside walkways, this has been ongoing for years. To QR's credit, the change points to the east of Bluff are progressively being improved. This may have been a follow on from the Commission Findings on the condition of trackside in the North West.

Other areas of concern are around balloons at the mines. The grass is waist high in places where the crews are expected to stow and unstow trains.

Another ever-increasing problem is short term leave, e.g., if you have a family commitment that requires you to travel to Rockhampton you can not get family leave unless it is specifically one of the mentions categories. You have to apply for a day's Annual Leave, but you can't get a day's Annual Leave in advance (Roster Office rules). You have to wait until the daily roster is posted to see if you can make the family commitment. If you don't get the days leave and book off sick, you will be disciplined under the EMS Policy. These ridiculous situations are the norm in this area. QR then complains about high sick leave in the systems.

No rain in Bluff

GLADSTONE
Diagrams: - Never ends in this part of the world. Current status is; Traincrew will except any efficiency gains that QR wants provided that;

• They don't have to work a diagram worse than they currently have.
• Any new shift system will be trialled under the current diagram to prove it can work.
• If we cannot achieve the above, the Traincrew will claim the extra BLP's they traded off for our current quality diagram.

All through this process QR have refused Gladstone's proposed trial of their concept. You have to ask yourself why QR has taken the stand over option on this issue. Maybe they have bigger targets than just Gladstone.

No rain in Gladstone

Welcome Councillors to the last sitting of State Council for 2002.

QR has just announced that over 600 positions are surplus. I hope they are not going to be all Blue Collar Workers. The State Government should be approached to examine the number of management positions compared to workers numbers. It appears to be more top heavy every time there is a restructure.

ORANGE SHIRTS
Traincrew state wide are against the wearing of orange shirts. Traincrew used to be proud to wear their uniform for QR but if they are made to wear these shirts, any pride will go out the window. The amount of time Coal and Freight Drivers spend on the ground could not justify changing the present shirts and high visibility vests that they wear. We are supposed to be one happy family so if Coal and Freight Drivers wear these shirts, everyone should.

TOILETS
QR Management and Unions have agreed on the type of toilet to be used by traincrew. At present we are still negotiating on the locations of these toilets. Going on past experience in dealing with QR as far as time frames are concerned, this could take years to implement not months. I still believe we should be demanding locomotives be fitted with toilets, not arguing where we should be putting these outhouses at. Believe it or not this is the Twenty-First Century.

MARYBOROUGH
This Union is having ongoing problems with the Driver In Charge (DIC), there seems to be a different interpretation of the role of the DIC between Unions and Management. A list outlining this Union's position on the role of the DIC must be sent to QR to stop any misunderstandings between Union Officials and the DIC.

The Meal Allowance has to be progressed with members saying that the 25% put forward by the RTBU is not sufficient.

There were two problems that I brought up at the July State Council which have still not been rectified. One is the radio reception on the North Coast and the second is some SDS telling our members that they can work up to 8 hours 45 minutes without relief. A letter must be sent to SDS and advice them of what is in Train Crew Agreement (Rostering purposes only).

GAYNDAH
Everything is going along as normal in Gayndah. Shayne Ware and myself will be visiting Ted Neuman and the gang next week in Gayndah as part of a State Tour.

BUNDABERG
Toilets on the North Coast Corridor, QR has accepted as necessary, but of course they offered two when twenty are required. The Bundaberg Branch takes the view that if the recent increase in Diesel Hauled Freighters is going to be the norm, then we want immediate action on the toilets. Train Controllers must be supplied with a current list of working accessible toilets.

The inability to raise the SDS is proving to be a problem with radio communication and being engaged or ringing out.

Another disturbing trend is the use of As Required in Bundaberg, in that recently traincrew have been sent into the Corridor to relieve trains with no hope of being returned in their 8 hours, they are then relieved on the way home but having to work 10 to 11 hours, and the outgoing Driver is being deferred.

When we asked for more As Required, we were told "they're not going to have traincrew booked on to sit around just in case they are needed". Obviously I must be thinking of another sort of As Required.

Bundaberg Traincrew were intrigued with an article in the last Divisional Minutes about QR offering minimum of 8 hour shifts to Dysart, in light of the recent change to our local shifts to 4 hours, we would like the Council to pursue 8 hours shifts for all Depots.

Four Drivers are to take up in early December and they will be a welcomed help. Hope they are still here at the end of December when they see what they have to do for their 14 BLP's.

In closing, I would like to wish everyone a Merry Christmas and a Happy New Year.

Welcome Councillors and State Officers to the last meeting for 2002. Firstly, I wish to congratulate the recently elected members to their various positions, in the ballot just completed. I would also like to extend my thanks and gratitude to all State, Branch and Committee Delegates in the effort they have put in throughout the year.

CONDITIONS
The basic idea of Unionism is to improve and maintain conditions of their members. Unfortunately a small number, for various reasons, choose to erode hard won conditions. In this my first year as a Union Official, I have been fighting a Management regime that shows no compassion or respect for fair consultation. So therefore, we must collectively be united in doing our job properly and safely and adhere to the TCA-RCP. I urge all Traincrew to obtain a copy of the TCA-RCP and read and understand it. Ultimately we are the people that make the wheels go around, therefore, we are in a position to dictate terms. Don't ask what your Union can do for you; ask what you can do for your Union.

DRIVERS PAY INCREASE
Recently the A.F.U.L.E. had discussions with Management regarding a pay increase for Tutor Drivers. Instead I believe we should be initiating a change in the responsibilities of the Driver position description, by including Route Tuition and one on one instruction. With these extra responsibilities added to the Drivers' position description, I feel we should go for a minimum of 5% pay increase, therefore, increasing the Tutor Drivers' rate another 5% (Tutors are 5% more than a Driver).

When handing over trains to relieving Drivers and reporting to Control or RDC ect, we are giving one on one instruction. When teaching roads as Acting Drivers we were paid a higher rate of pay (Drivers' rate). In 1990 the Industrial Commission granted Tutor Drivers Mark 1 a similar increase for the same duties. QR say that Route Tuition is voluntary, this is incorrect, I know of instances where Drivers have been told they are to give another Driver Route Tuition, and the said Driver declined, stating it wasn't his job or he wouldn't receive the higher rate of pay. Then came the standard threat of refusing duty, and in one particular case a disciplinary interview.

Drivers have been performing these duties regularly for some time. After all Clerical and Administration Staff have been gaining pay increases using the above technique of adding responsibilities to their position description for years. Citytrain's own Traincrew Manager's position started off at AO6, now the position belongs to a Level Four Manager on contract. There are numerous other positions this Union could use as examples. By trying this method for pay increases we would not have to open up a new TCA.

OUT DEPOT RELIEF
This has become a real problem amongst the out Depots. The current situation is vacancies in the outer Depots are filled by Mayne Crews, signing on in the Depot where the vacancy exists and with the generous offer of shift length plus 1 hour travelling. This has created a number of problems, the main one being the available crew in the respective depot does not get approached, or if they do it's all the late afternoon jobs. It has also created laziness and cronyism on the Rosters behalf, because they target the same people all the time for the filling of the vacancy and if it is a short shift, increase the shift to 9 hours as a reward. This system thereby creates vacancies at Mayne. I think as you would all agree, that seeing we in Citytrain are all under the one TCA, that if a vacancy occurs in a particular depot, that those traincrew within that depot should be approached first and once that avenue is exhausted then filled from Mayne. We also believe that if a person is approached, and declines the job he or she goes to the bottom of the list. Roster Officers claim they do not have the time to pour through a list of available Traincrew, Rehabilitation, Health Failure people that could do that task (extra responsibility?).

CAB CLEANING
This issue seems to be heading toward the Industrial Commission. We have signed off a Cleaning Standard with the promise that all units would be brought up to standard and maintained at such. The fact of the matter is while the cleaning staff are doing the best they can, there isn't enough cleaning staff to carry out the agreed standard. So in the interim we are collating dates and unit numbers in preparation for the day this issue ends up in the Commission.

CAB HEATERS
Senior Management have been issued with the ultimatum, that if the fleet has not been fitted with an acceptable heater by 30-4-03 that the A.F.U.L.E. will be forced to take industrial action. The boffins are still coming up with different ideas and plans, but the reality is, that irrespective of what heating device is dreamed up, trials cannot be effectively conducted throughout the summer months, let alone outfit the fleet.

BOWEN HILL AMENITIES
QR and City Council have resolved their differences and all systems are go. The ETD amenities are under construction, and Bowen Hills is expected to be completed by Exhibition. The whole of Mayne Traincrew and Administration are to be housed at Bowen Hills. The undercover Car Parking will be on a first in first served basis. The QRI look to have the run of the Canteen.

UNIFORMS
This issue has seemed to have died as far as Citytrain is concerned, I recall at last Council I moved a motion that the State Secretary write to QR and request a time and place for a meeting with the relevant representatives to discuss this issue. At this point in time there has been no official response. I fear that QR will impose a uniform upon us that will be unacceptable and unpopular, as they did to our Coal and Freight colleagues. All I have requested at this stage is to begin discussions and the silence is deafening.

ROLE OF THE GUARD
In September a meeting was held to discuss the above. The State Government has given the commitment to fund money to QR for the Guards Role. A Working Party was set up to define the Role Guards as per 4.22 of the Train Crew Agreement. Which included; Security, Fault Finding and Rectification, First Aid, Customer Service, Cash Collection and Key Performance Criteria after the role has been finalised.

In closing, I would like to take this opportunity to wish all Members and Office Staff and the Families a happy and safe Christmas and New Year.

Welcome fellow Councillors and Officials to the last Council for 2002. This is the end of the first year of three for this Council. Congratulations to Greg Smith for being re-elected as State Secretary and to Matt Bushnell for being elected as Trustee. I know he will do a good job in this position.

TRAIN CREW ADVICE SYSTEM (TCAS)
This system was tested in Brisbane, Gladstone and Rockhampton. There are still a few bugs to iron out. Hopefully these will be fixed when it is trialled in Rockhampton Depot in about two weeks. If the trial is successful the system will be introduced to other depots throughout the State. Only the Advice part will be trialled and the wake call part will be introduced later.

SPAD COMMITTEE
There was a QR SPAD Conference held in Brisbane on 13th September, QR had guest speakers from England, Western Australia and from QR. This SPAD Conference was conducted in a professional matter but I did notice that there were a lot of people that were invited that didn't turn up. Next year I hope QR makes sure that the people that are invited do show up, because there were plenty of other people that requested to attend this conference and where knocked back. These people could have learnt a lot or had very good input into the conference, particularly Drivers.

The Speakers were:

Andy Waters on review of SPAD's in QR.

Steve Fletcher on Driver Selection and Management in SPAD prevention - The UK experience.

Ken Karrasch SAOS - QR SPAD Signal - Driver and Interface Error Rate Study.

Prof Penny Sanderson - Prof Mike Humphreys and Dr Tim Horberry on Ergonomic

Review of the QR Vigilance System.

Nick Mabott on Overview of ARRB Fatigue Detection System

Melanie McGaw on Overview of Eye Movement Study.

Scott Simson - Pat Wilson on Driver Information System.

The Conference closed at 17:00 hours.

ACACIA RIDGE
All the Brisbane Freight Depots are loosing either their Secretaries or Chairperson and knew ones are being appointed. I would like to thank Denis Zanatta who was Chairperson, for all his good work that he has done at Acacia Ridge and wish him all the best and good health in the future. There have been a couple of derailments at Moolabin lately and now QR wishes to have trials with the Shunt Engine facing Corinda. I don't think this will solve their problems. We will have to fight again to keep the Shunt Engine facing the way it is.

FISHERMAN ISLANDS
I would like to congratulate Col Jenkins and Erle Wallace for their appointments of Branch Secretary and Chairperson. I expect they will do a good job. There still hasn't been any work on how the Acland Coal Trains are to be worked. I hope QR makes up its mind shortly so this depot can do up another diagram. The Line of Work proposal is a good idea but I think QR is a bit reluctant to introduce it.

IPSWICH
Ipswich is also having a change of guard with Matt Bushnell swapping to Mayne Citytrain. Matt did a good job as Branch Secretary and I'm sure he will be of great assistance to Citytrain Branch in Mayne. Ipswich is also having problems with their diagram, QR are trying to take weekends off them. Because of the extra coal traffic to Swan Bank and Ebenezer this increases the work and doesn't allow for any quality time off.

I would like to take this opportunity to wish everyone a Merry and Safe Christmas and a Happy New Year.

This being my first report as a Divisional Councillor, I would like to say hello to all Officers, Councillors, Staff and Members and wish all the very best for Christmas and the New Year.

Thank You

I would like to thank Jeff Paroz for his assistance to me as Branch Secretary and for the effort he put in as No. 7 District Representative, I hope to be able to call on his assistance if needed in the future.

As with all Depots in the South West Region, the drought will have an effect on depot workings. This will affect them for some time, with very little wheat harvested and planting of Sorghum doesn't look too good as yet. It is very timely that another coal mine has come on line on the Darling Downs and this will provide much needed work, and with work trains and reaccreditation will keep Toowoomba Depot reasonably busy.

SDS Nag and Controllers have to sort it out with traincrew relief as crews are not getting relieved and going over their 11 hours, it has been an ongoing problem.

CHARLEVILLE
Charleville are keeping a bit of work with livestock, work trains and being 2 Drivers down with others on leave, they are going through a push by Management at the moment over crews getting down on the ground in Charleville to do the Shunting prior to departure and after arrival of trains, one wonders if this is a push to get rid of all Operations Staff, antagonise Traincrew or both. I wish them well over the next twelve months sorting this out.

It has become obvious that QR's livestock business has to get its act together as the number of stock carried is reported to be less than half the yarding in Quilpie. There is then something wrong here, as this also affects all Depots down the line including Brisbane.

ROMA
Roma Depot is staying busy with work trains, stock and being 3 Drivers down. They have been having problems with Drivers being booked on especially to do Car Driving, and hopefully this has been sorted out. They have been struggling to get infrastructure going on trailable points for Miles. When it happens it will make things run smoother at Miles.

GOONDIWINDI
The drought will have a big effect on this depot as it is their prime source of work with about 3-4 months work in grain stored. Three Drivers down and reaccreditation will help a bit.

A few recent storms in their area may lead to an eventual Sorghum Crop. Goondiwindi also brought it to my attention that State Representatives have not been out that way for approximately four years.

CORRIDOR MEETING

PROVISIONING TRIAL GOONYELLA SYSTEM

EMS PROCEDURE

ACCUMULATION OF ANNUAL LEAVE

TILT TRAIN RELIEF - CAIRNS

CALL DRIVER POSITIONS - TOWNSVILLE

SDS

DIC

RELIEF - PRING

LOCAL SHIFTS

CAB COMMITTEE

OUT DEPOT RELIEF

DIRTY CABS

3300 CLASS LOCOMOTIVES

ROSTERED SHUNT AND PREP

48 HOURS ROSTER

CITYTRAIN CAB

WATER BOTTLES

UNIFORMS

STATE TOUR

WATER ON MOOLABIN SHUNT

TOOWOOMBA DEPOT

SECURITY

TRANSFER POLICY

RESOLUTION