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 20 and 21 November 2003, commencing at 09:00 hours.

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

A minute's silence was held for the passing of the folowing AFULE members:

HOURS OF SITTING

Welcome Councillors to the final Council Meeting for 2003.

The year 2003 has seen many challenges for the AFULE and its membership, with 2004 set to be no different.

The days of everything remaining consistent are long gone and now change is very much a part of everyday life. Not everyone copes with change as well as others, but change is inevitable in these modern times.

This Union is working through the 2005 Coal Project which has seen QR retain the BHP Billiton contracts in the coal systems. Although QR has managed to retain the contracts, it is inevitable that changes will occur (not only) in Traincrew operations to compensate for the reduced freight rate.

For the Union and its membership, it is a balancing act of maintaining wages and conditions whilst providing job security for Traincrew.

Another challenge is on the horizon, that being the announcement by Toll Holdings that their intention is to use Pacific National as it's rail carrier for its North Coast traffic.

Whilst this announcement will have a major impact on every depot from Brisbane to Cairns, the AFULE's major focus will be on job security for QR Drivers.

It is not unnatural at this point in time for the Freight Drivers who are stationed in the North Coast Depots to be feeling somewhat vulnerable.

A lot of vulnerability stems from the unknown. Whilst Toll has made its announcement, at this point in time it is not quite known exactly what traffic will go on Pacific National trains.

The AFULE has made a commitment to co-jointly work with QR on this issue as was the case in the 2005 Coal Project.

It is a priority that representatives from the potentially affected depots be involved and the communication process be open and available to everyone.

This Union, being the Queensland Traincrew Union, will have a major focus to provide job security for its members with QR.

From 1 July 2003, superannuation contributions by certain low income earners will be matched by Government co-contributions. The co-contributions scheme will replace the $100 tax rebate (10% of contributions up to $1,000) to which earners with an income below $27,000 were entitled.

The amount of co-contribution varies depending on the individual's income. Persons with income up to $27,500 will be eligible to receive the full government co-contribution of $1,000 if the person contributes at least $1,000. The co-contribution phases out at the rate of 8 cents of each $ over $27,500. The co-contribution will be available where the individual's income exceeds $4,000.

There has also been a reduction in the surcharge rate of the maximum superannuation contributions and termination payments. The rate had been cut from 15% to 14.5% for 2003-04, to 13.5% for 2004/05 and to 12.5% for 2005-06.

The above legislative changes will do little for the low income earners to provide a nest egg for retirement.

Families who are existing on incomes up to $40,000 have not got the luxury of having a surplus $1,000 to contribute to superannuation payments as all their disposable income goes towards the cost of every day living. However, the scheme will benefit those individuals on high incomes where their partners have part-time jobs and have the ability to contribute $1,000 into super without affecting their lifestyles.

The changes to the superannuation legislation by successive Governments over the years have now made superannuation a very complex issue and an easy target to become a cash cow for the Government by way of taxes.

If the Government is fair dinkum and wants to lessen the dependence on the age pension when people retire from the workforce, the whole gamut of superannuation has to be simplified and taxation applying to funds reduced.

The other alternative is to give all workers the same conditions and benefits that apply to the members of Parliament superannuation scheme.

It is that time of the year some call the festive season and others call the silly season. Whatever the interpretation, the curtain is coming down on the year 2003. I would like to take this opportunity to wish Council and all the AFULE membership a safe and joyous Christmas and New Year.

Welcome Councillors, to the last meeting for 2003.

Firstly, I would like to acknowledge the passing of Driver, Graham Tebbit, Mayne. Graham had 29 years service with QR and was a member of the A.F.U.L.E for that period. The one thing I admired about Graham was his ability to cope with his disability. Graham was disabled from birth and the adjustments he had to make, to progress through the Traincrew grade, were outstanding. During the time I knew Graham he never complained about it. He was a character and, will be missed.

As you are aware, 2003 has been a year of ups and downs. Initially, the BHP-Billiton coal contracts were apparently in doubt, which lead to the Coal 2003 Project. It predicted doom and gloom if we did not participate and co-operate. This lead to meetings at grassroots level, where both the A.F.U.L.E. and RBTU attended, so they could win these contracts. What transgressed at these irked me, as members from both unions were very overzealous, and giving in their ideas, with all outcomes of the meetings being documented by QR, which could haunt us in the near future. Alas, they won the contracts, plus a few small ones in N.S.W.

While all this was happening, Mr Doogan was on his bandwagon about amalgamation. We strongly declined and thought that would be it. Not so, we are still getting harassed by Owen.

We saw some Management restructure in coal and freight services. One inexperienced manager, not conversant with the T.C.A or the R.C.O.P, e-mailed Traincrew in coal and freight, called them 'bludgers' {not in those words}, but this is one sure way of getting unions and their members offside.

The likelihood of Toll holdings and its partners operating in Queensland is very realistic. Toll has approx 55% to 65% of QR's container traffic in Queensland. To lose this would change the world for all QR workers, not only Traincrew. At this stage QR have no idea, how or what Toll is up to, which leaves us in the dark also. Toll is very quiet about it. With Corrigan a shareholder in Toll, we know this man is tough and ruthless and hates unions. All these companies work on is profit, and stuff the worker.

What needs to be realized is that the impact Toll will have on coastal depots. It will have a big effect on infrastructure and unemployment in these towns. We can thank the Federal Government and some right wing labour Ministers and some Right Wing Unions for this.

I personally deem the RBTU traincrew conference a waste of RBTU members and QR's time and money. Don't get me wrong, a conference has merit with all rail unions represented. We know the Toll threat is realistic, but until the truer facts are placed on the table, there's not much to discuss, only what they could do. Speakers from other States and New Zealand are going to tell all, about Toll-Nat-Pac, and how they will move into Queensland. Toll will probably surprise us all. I am a suspicious person, and it seems to me it is another push for amalgamation by the RBTU, especially when you have speakers from the big amalgamated unions. I "Will Not" be attending.

In my conclusion, the meaning of solidarity to me means standing with my fellow A.F.U.L.E. members to fight for our common cause, wages, conditions, intimidation from our employer and to fight for social justice.

I have been a member of the A.F.U.L.E. for around 26 years and still find it hard to understand why all Traincrew are not members. Since I can remember, this Union has been at the forefront of Traincrew issues and still is. There are so many better conditions and wages we have achieved in the 130 years of our existence. The other rail Unions have just rode off our back or been very envious of us, and we will continue to represent our members to the max.

The maximum unity of trade unionism movement would be for all working class to be represented by a single organization [ONE BIG UNION], which was a dream of some socialists, but in practice there will never be any serious prospect of achieving such an outcome.

Lastly, I would like to wish our Councillors, office staff and all our members and their families, a Merry Christmas and a healthy and prosperous 2004.

As you are aware, this Union faces the possibility of major changes in the coming year. The effect of Toll Holdings' push for a share of the freight market on the Brisbane North Coast Corridor and beyond is anyone's guess. This threat from a third party operator poaching on what we have regarded as untouchable, could develop into a situation that may have a possible impact on the long term security of Traincrew.

Without sounding too negative, and I do believe through the unity and strength we have acquired as members of the A.F.U.L.E., we can weather this storm. And, although situations may change to a certain degree, the security and confidence we have enjoyed in the bygone years will remain.

It is, and always has been, the policy of the A.F.U.L.E. to fight to maintain and improve standards and working conditions for our members, with job security being our number one priority.

So, I reiterate this promise that, as a Union, we will fight with our last breath to ensure that our members are given, first and foremost, the best possible representation when we know exactly what impact and possible implications that may transpire through a third party operator possibly competing for our work. We will also work tirelessly and do everything in our power to prevent any major impact this threat could have on our members.

Another major issue that could be confronted in the New Year is a new T.C.A. By all indications, QR has expressed a desire to reopen negotiations, with who knows what surprises may be in store for us.

One major issue that keep coming to the forefront is part-time drivers. As a Union we cannot dismiss the possibility, as many of our members may embrace the concept. Past history tells us that QR comes to the bargaining table with ideas, but little substantiated evidence to support a claim, or a strategic plan in place, to appease all parties.

We need definite numbers on permanent and part-time drivers' positions. We also need guarantees on staffing levels and possibly an impact study on the ramifications of this change in work practices will have on rosters, BLPs, quality leisure time and a host of other problems that may arise for permanent drivers.

This is only hearsay at present, and nothing has been discussed at an official level. It may go no further than discussion. Negotiation is never finalised without proper consultation and agreement from the members. But, in saying this, as a Union we must prepare ourselves for this and many other issues that may arise and strive to negotiate the best possible outcome for our members. So, as members, if you have any suggestions or ideas that may have a positive impact on these negotiations, I implore you to document them and forward to our State Office.

At present, in conjunction with officials of the Union, I am constructing a training program for delegates or anyone interested in attending a "Union Delegate Training Course". This course consists of all aspects of unionism and, in particular, relevant information pertaining to A.F.U.L.E. members. Sessions will be held in the near future throughout the State, and will be afforded to those people who are taking on branch positions and have not had previous training. These courses will be conducted by myself, as the holder of Certificate IV in Workplace Training and Assessment, and will cover relevant training and information in all areas of union representation.

In closing, I would like to take this opportunity to wish you and your families a happy, safe Christmas and New Year and be confident in the fact the A.F.U.L.E. is active and has your best interests at hear. For you, the members, are the A.F.U.L.E. and we are working for you.

Welcome everyone to the last Divisional Council meeting of 2003. I will keep my report as brief as possible, due to the amount of time I believe the State Council needs to spend on several major issues that will affect all Drivers in the A.F.U.L.E.

These are the impact third party will have on all depots. As well as how we, as a Union, can best manage this problem. The bottom line is that his is no longer a scare tactic but a reality. This Union must ensure that we don't allow changes to be implemented without real reasons. This is a perfect opportunity for QR to attempt to implement many things that they have been trying to do since the inception of the TCA and RCOP. Let's rewrite the above Agreements.

While we will possibly have to make some changes, these changes need to be done through consultation with the Depots concerned. To give QR everything they are asking for would be a step backward for all Drivers and this Union will fight to maintain the conditions we have gained through the above Agreements. It still confuses me as a Driver as to why it appears that we are the only ones who can do anything the keep QR competitive.

This depot has rewritten its LOPs and lots of suggestions were given to the COAL 2005 working party as to how to possibly work the corridor better. To date this is still ongoing. Some of the problems are that it appears to be a one way street.

With other Unions saying they wish to train ROs up to act as DAs in an emergency, but not allow Drivers or Tutor Drivers to act in other positions, even though they have the necessary qualifications. This has now been worked out with a ruling from QR saying anyone with the necessary qualifications can apply to act in any grade. Are we both trying to look after Tutor Drivers and Drivers or only the A.F.U.L.E? I am still waiting on a response from Mr Featherstone to this Union's request for me to attend at least 2 O.C.C.s per year.

This depot is to be applauded for the way they have again run the sugar and other services with the staff they have. Under staffed in the busy season but over staffed when the sugar isn't running. Drivers have agreed to take holidays in the off season and at times this means they are giving up time with their families, especially during the school holidays that fall during this period.

This Union still believes that every Local or As Required shift should be of 8 hours duration. The G.M is talking about every Driver getting 320 hours. He must take into account the fact that these Drivers are often being sent home after 4 hours. They turned up for work prepared to do 8 hours. Not the Driver's fault. Another point of concern is the fact that the unnecessary conflict between Depots is still occurring every Corridor meeting. The basic guidelines were worked out in 1998, why keep changing them?

Again, the problems we encounter every Corridor meeting are not necessary, especially when we get sent amendments the next week. It appears Q.R. can't get it right. Why? Days off should also be a thing we don't have to argue about every time we do the diagram. The reasons have already been given to Q.R.

As the Branch Secretary, I am confused as to why this occurs. Q.R says we need to work together, why try to start a fight every time. Read the Cork Report. "Or bring it on". This Union won't stand by and allow any depot's quality time off be eroded.

At the Corridor meeting lots of positive proposals were put forward. Agreement was reached that Charters Towers can work services to the Jetty and return, with relief by another Towers crew and this crew works through to Hughenden. Everyone was in favour of this. This depot needs to get a reasonable amount of days off. They are trying to do everything possible to up their shift lengths. Why can't Q.R. give them 18 days off?

Without any disrespect, I will include Cloncurry in the same report. This is because the problems encountered involve both depots.

This is still a TDO corridor despite the fact that Q.R. wishes it to be a DOO corridor for relief at least. Prior to any changes to current practices, Q.R. needs to show us how other sections of Q.R. are attempting to save money to make us more viable. Again, this Union is asking why all savings have to come from Drivers.

With the work that has occurred, and it is still ongoing, trains are currently getting through their LOH. (We will see what happens in summer.) Look at the SDS and Control and over half the breaches of LOH occur because of poor management on their behalf.

We were given guarantees that crews would be deferred to reflect the running times of trains (under an hour at foreign depots). The instruction by whoever that, if crews wish to come ahead and they wouldn't be paid, is a breach of the TCA and RCOP. I have been on both platforms at meetings and Q.R Management and myself have been confused as to why, when a train is still half an hour to an hour away, and has to shunt, crews weren't deferred.

On the Hughenden-Cloncurry corridor, this is the difference between needing relief and being able to work through. Can Q.R get this right before asking Drivers to up the hours they wish us to work?

This depot has been given some proposal as to how they can improve their current work practiced for the Acid traffic, to get another 2 trains per week. A suggestion by me was to have someone from another depot look at the current procedures and possibly see if anything could be done to speed up the procedure. Q.R. at this point in time has again ignored both District and local Union involvement. They can fix it themselves. Anyway, why do Drivers have to fix everything? We are willing to do it but, again, Q.R. doesn't offer us anything in return. Give this depot 18 BLPs.

I closing, I just wish to say all levels of management should read the Cork Report, which has been presented to, and approved by, the C.E.O. and the Q.R. Board. If they continue to ignore this and other registered Industrial Agreements, we will be left with no alternative but to take industrial action. We will have more chance of getting jobs as drivers. What about you as managers at all levels?

To everyone, all the best for Christmas and the New Year break.

Welcome Councillors to this final 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. There are a lot of positive things coming out these meetings, with the Drivers sending in a lot of good suggestions. The A.F.U.L.E. group on the committee has convinced QR management that TWO Drivers is the best way to operate coal trains. I am glad as a Driver that I am in the A.F.U.L.E. At least I know that this Union is looking after Drivers' jobs.

Mackay members would like to know about the Transfer Points system formula. Is this going to improve or change, as there are a lot of complaints about the present system?

Is VER going to be available to Drivers? What is going to happen when TOLL start running trains? Allocation depot by depot of aggregate wage eg Bundy incident? Selection process for job application for Driver Tutor and Driver has a lot of problems, (can these issues be looked at?)

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

Dysart is in the process of doing a new LOP, and QR tried to bluff these men into different things. I am glad that all LOPs have to be signed of by the State before they can be agreed to by the Local Depot.

Warren Cole has developed a computer based roster, designed for the filling of vacancies in the roster that can be done fairly. They are still having trouble with the way they are booked for medicals.

Council should remind QR Managers that all LOPs be approved by the State Secretary as some LOPs could affect other depots.

QR is granting Special Leave and then writing letters to members saying they are taking excessive sick leave, even when they have certificates supplies.

The provisioning trial that these men entered into with QR in good faith has now been going for over 6 months, and QR has still not done things which were agreed to e.g. handrails on a ramp.

The new 3700 Class Locos QR don't want to put microwaves on these machines, because of some feeble excuse. The new Tilt train, the Sunlander, and Track Machines have had microwaves on for years.

The State Cab Committee Reps have done all they can, so it is about time this Council acts on this matter.

The problem of leisure time off has been a concern for Traincrew in all Freight Depots and the calculation for days off has been put in the too hard baskets for way too long.

On one hand, the Department calculates the time off duty required, using the formula contained in the Roster Code of Practice for average shift lengths, when it suits using those figures that are contained in the data for each cycle. However, whenever a Depot's average hours reduce below 320 hours, this figure is used to have an outcome which is detrimental for the Depot concerned.

It is the Department who is to provide each Depot with a GUARANTEED 320 hours and not the Depot or individual to obtain this figure out of thin air.

The following is a resolution from the Rockhampton Branch Meeting held on the 22nd September 2003. If the calculation was taken back to zero for calculating the leisure time off duty, any shift length between zero and point two five would equal one day off duty (0.0 to 0.25 = 1 day).

"To make a standard for the calculation of leisure periods and to clear up all ambiguities in the calculation formula, I move that the calculation for leisure periods be made on the shift length in the example."

The Rockhampton Depot is of the firm belief that the minimum days off duty should be at least 16 days off per cycle and that all shift length lengths should be 8 hours as per the example in the Roster Code of Practice.

Every six months a new timetable and corridor workings for Freight Depots on the North Coast Corridor is proposed. With this comes a new diagram construction or reconstruction for the Depot and again the Roster Clerk in his wisdom decided to delay and hinder the committee to meet to formulate the diagram.

As done on previous occasions, the committee is currently constructing a diagram without departmental involvement however the depot is concerned that when the diagram is submitted it will be rejected as was the previous diagram because of the requirement for the depot to be available to work extra Sundays thereby leading to a dispute and having to the status quo invoked which has the depot working to an ever aging out dated diagram.

The Rockhampton Depot requests Council to formulate a plan for all Drivers in all depots to be given a rise in pay as per the Bundaberg Depot. It is the opinion of this Depot that all Drivers are T.A.D. (Technically Advanced Drivers).

Welcome Executives and Councillors.

Within this report, my aim will be to give food for thought over a number of issues that faces us as a Union, currently and in the near future.

I have recently been involved in 2 ongoing projects as a State Representative.

1. Coal 2005 and
2. Roster Improvement Project.

Each project covers different areas of QR's business and operations.

1. Coal 2005 is for pursuing efficiencies across the coal areas.
2. Roster Improvement Project being used to improve efficiencies within the realms of Diagrams, Rosters, Scheduling etc.

Both these projects have been created by QR to assist in the world of competition. Both these projects have serious ramifications on the day to day lives of Traincrew.

As I have moved around the State meeting people, I believe there is a perception that these efficiency projects will be like a lot of others before them, they come and go and never really affect our lives to any great extent. This is where all Traincrew need to stop and have a reality check. With the threat of loosing the coal contracts and the reality of actually loosing mainline freight contracts, we are pretty well ensured that efficiency reforms are real, and will be a daily part of our lives. They won't just go away.

Coal 2005 will be looking at reforms and workplace changes that will challenge the roles and job descriptions that we have had in the past. I have been informed that the Coal 2005 concept will be expanded into the freight areas also. This ensures that the whole State is now involved in this process. The Roster Improvement Project will be looking for improvements that, at this stage, are within the confines of the current workplace agreements. (TCA, RCOP, ECT.)

Union Reps and Traincrew alike definitely need to have themselves up to date with all information as it becomes available to ensure that the lives and working conditions of Traincrew don't go backwards as these proposals and changes are tabled. This is not the time to revert to, Head in the Sand style, Industrial Relations. We only have to look at how the "Head in the Sand" style Industrial Relations previously prevented a partnership with a competitor, which now has resulted with a total loss of that business rather than QR being part of it.

Traincrew, Queensland wide, will need to be proactive, rather than reactive to future discussion papers, and to assist the Union Reps do their jobs to the best of their ability. I have no doubts that throughout this process, Traincrew with the AFULE's leadership, will be called upon to be reactive from time to time if it is seen that their well being is not taken into consideration within each and every scenario.

We need to decide as the State Body, how we are going to respond and deal with the contentious topics to ensure that traincrew's conditions will continue to improve within the overall picture. As in the past, we also must ensure the whole process will remain transparent to Traincrew by presenting all information for their consideration at every stage. Everything from actually securing a future for the Drivers and how we go about that, to improving day to day lives through Diagrams and Rostering. The most important message that QR needs from us is, to effectively introduce efficiency changes and improvements, either all parties share in the gains, or no one will gain.

Once again we are going through the recruitment and selection process to fill the positions of outgoing Drivers in the Western Depots. There is a shortage of Tutors in both the Freight and Coal Depots in the No.3 Division. This adds to the problems these areas have in qualifying the new Drivers. I hope that some positives will come from the Tutor Driver review process and finally make it more appealing for the average Driver to consider the tutoring position as part of their career.

A phone around of the number 3 Divisional Secretaries has shown that at this stage everything is fairly quiet. The Secretaries are on top of the local issues and problems. Some of the issues that were reported to me which may require future consideration are:

• Complaints of the length of time it takes investigations on SPADs and delays in the process that follows; and
• Ongoing problems with the maintenance of the quarters and housing and the poor service and work relationship offered by Facilities in some areas.

The standard of Locomotives in the west is still a problem. There is partial agreement to try and keep some locomotives specific to the area. This has yet to be introduced.

Another issue that has raised its head in my Division is female amenities. It has been a battle with QR to recognise that the female Drivers are entitled to the same standard of amenities as their male counterparts. This issue has been going on for nearly a year now. We have gone through a number of levels of management and have received nothing but excuses and lip service during this period. It does amaze me at the archaic attitudes the management have in this day and age. I will be pursuing this at the State Level, as enough is enough.

On a more positive note, I have been receiving quite a welcoming response to the new additions to our trackside facilities. Little Silver Tartuses are popping up everywhere to answer the call of nature for Drivers during the long shifts out on track. Let's hope QR's maintenance program won't let us down in our time of need.

Merry Christmas and a Happy New Year to everyone.

Welcome Councillors to the final sitting of State Council for 2003. A new management structure is in place and hopefully we, as a Union, can have a more open relationship with the new team. We can only hope.

It has been brought to my attention that Acacia Ridge Depot has asked management about working though to Maryborough again. I cannot for the life of me understand why they keep bringing this up for. A few months ago I attended a meeting chaired by Mick Warry and John Graham which was also attended by Acacia Ridge and Fisherman Islands. The outcome of this meeting is known to all parties concerned and the result of that outcome is yet to be finalized.

The latest work cycle hours show Acacia Ridge average is 323.5 hours, Fisherman Islands 336.6 and Maryborough 315.2 hours. No one knows what effect Toll will have on our workings but the number of trains worked will definitely decrease. I would urge QR to hold off on making a decision until the Toll issue becomes clear.

There doesn't appear to have been much consultation on the new uniform. Another safety validation has been agreed top but if the same outcome occurs, we haven't made any ground. If it is agreed to by Traincrews, a full issue must be made available. It won't look too good in grey, blue, orange or pink together.

The number of ATC beacon errors on the Gladstone to Rockhampton Corridor is increasing and QR must fix this problem. It is not the Locomotive because just recently I had ten beacon errors between Gladstone and Rockhampton and more between Gladstone and Maryborough. Speed reduction boards are not being beaconed on the corridor either.

Two incidents need to be addressed by this Union. The first occurred when a Driver had a derailment in Acacia Ridge which was not his fault. He went to the Quarters only to be woken up and breath tested by the police, then in the afternoon he spent over an hour being interviewed by the Acting D.I.C. Not good enough.

The second incident occurred when a Driver's train was cancelled after being on duty over 7 hours, then put on a bus which took 7 hours to get to Maryborough. This incident cannot be allowed to happen again.

Bundaberg Depot has just completed successful negotiations on a wage increase over a number of items which were peculiar to the depot. At the time of writing the report the wage settlement is in the process of being signed off. The Bundaberg Secretary, Chris Pianta, will be forwarding a full report. Chris Pianta has recently taken over the position of Branch Secretary and Denis Spry is now acting as Branch Chairperson and both are successfully looking after local issues.

Nominations are presently being called to fill the Branch Chairperson's position for the remainder of the term.

At the time of writing this report, Ted and the gang had no great problems in town.

We are still having problems with rostering from Brisbane. These problems won't go away until one person does the rostering full time.

In closing I would like to wish everyone involved with the A.F.U.L.E. a great Christmas and Happy New Year.

Hello and welcome to Councillors and State Officials to the last DCM of 2003. This year has brought new and important challenges to the A.F.U.L.E. and it's members. With the spectre of third party access encroaching into Queensland, it is important that we, as a Union confront this issue in a proactive and logical way to protect and maintain our members conditions and job security.

I believe that this Union and it's members are in a better position than others, because the A.F.U.L.E. represents Traincrew wholly and solely. Unlike others, we don't have the added burden and conflict of interest that others will have to encounter in attempting to deal with in the future.

We are therefore in a position to concentrate our personnel and resources into the issues that are going to affect our members. We also, despite propaganda being circulated by others, represent the overwhelming majority of Traincrew and our finances are in a healthy state.

I do not believe that these issues will be easy, but the A.F.U.L.E. has been in the past, and also in the future, successful in dealing with issues that impact on our members.

At the uniform meeting held 10-11-03, the result of the ballot conducted on the colour of the new uniform was announced. Traincrew have voted for the blue chambray shirt and navy trousers. The new uniforms are to be issued by April 2004.

We have agreed on the cab heaters and their positioning. The heaters are a portable ceramic disc type that you can buy at any electrical store. They are 1500w, with controls situated on top of the unit, with overheat cut out protection. These heaters are to be placed beneath the wheelchair ramp, enclosed within a metal frame for protection and hard wired to demister switch and circuit.

There are 200 on order from a Brisbane based company, and the fleet is to be fitted, and the cabs sealed by winter.

We moved into the new amenities in September. There were plenty of teething problems, some minor and some major. These problems were conveyed to management before the move, but they chose to ignore our concerns, and since, they have had to fork out extra money to rectify the problems they were warned about. We also have to swipe a card into and out of the complex due to management's paranoia about security. There are cameras strategically positioned throughout (don't forget to wave). As some wags have suggested, is the above intended to keep the inmates in or the outmates out. Some wags have also given the complex a dubious title, that, being likened to a correctional centre. Despite all, Traincrew being their merry selves go about their job and don't really worry themselves too much with management's bumblings.

Work began at the beginning of September, to gut and increase the size of the platform Traincrew Amenities. This work was to take a fortnight to complete, and the alternative meal arrangements were for Traincrew to use the Beenleigh Depots' Amenities. Unfortunately, the work had to be extended to about 5 weeks due to a dispute involving electricians. The facilities are now open for business. I would like to thank the Beenleigh Traincrew for the use of their facilities, and their patience whilst the work to the Platform Amenities were being carried out.

The Nambour Depot's biggest issue has been their sharing of facilities with other QR people. There seems to be elements at Nambour that can't or won't let Nambour Traincrew do what they are paid for, and keep interfering with Traincrew Duties. This has, over a period of time led to some unfortunate occurrences. The A.F.U.L.E. was forced into corresponding with top level management of Nambour Traincrew and PSG Management on the 24-10-03. This meeting was successful, and the wheels are now in motion for the relocation of Nambour Traincrew. Well done to the A.F.U.L.E. at Nambour.

For some unknown reason, some Citytrain sub-management seem to have prejudice against this depot. Caboolture has been denied access to computers and a learning centre. At local LCC meetings they are continually being promised they will have these facilities in place by the end of the year. Due to the Caboolture A.F.U.L.E. representative's doggedness over this issue, management finally agreed and minuted the completion date of the 31-12-03. Within a week of this agreement, management reneged, quoting the prohibitive cost of $156,000. Once again we had to go to top level management, and bypass the underlings. As this report is being written, work has begun and will be completed by the end of this year, all for the princely sum of $17,000.

In closing I would like to wish A.F.U.L.E. Office Staff and all members and their families, a Merry Christmas and a happy and safe New Year.

Welcome to all Councillors and others for the last Council for 2003. In some areas it has been a successful year and in other issues has not been very successful. I would like to congratulate Bundaberg Depot on getting their pay raise. I know it was a very hard fought campaign.

This subject has been a big issue in all the freight depots. If QR looses about 60% of its container traffic in 2005 there are going to be a lot of depots looking for work. I hope QR has got some sort of plan in place to combat the loss of work so these depots can be kept variable. Somehow I doubt it.

On the agenda for this Council will be the Toll Holding issue. I'm sure this issue will be discussed to the fullest, and hopefully we can come up with some useful ideas. At present there is one particular Driver from Pacific National that just happens to be working trains to Fisherman Islands Depot at least once a fortnight. He has been talking to Drivers and telling them some things that may or may not be true. I just hope that if any Drivers are thinking about changing over they should think it over seriously before they do it. It may look rosy at the moment but you have to remember the long term issue.

I attended the corporate SPAD Committee on the 24th October 2003. At this meeting we discussed creating regional SPAD Committees. This has been done, and there have been meetings already arranged. I attended the first regional committee for the South East area on the 6th November 2003. There was an interesting presentation from Allison McDonald from PSG about SPAD initiatives. PSG SPAD initiatives are far more interesting then CFSDs.

Allison intends to discuss SPADs with drivers who have had SPADs and also with drivers who have not had a SPAD. This idea complements the idea of having TMIOs riding trains. TMIOs, having come from the drivers' grade have a good report with drivers and can easily identify with factors which may cause SPADs. This Union wholly supports the structure of involvement of Tutor Drivers and TMIOs in the SPAD reduction strategy. This would be an issue that this Union would have great concern about.

From all reports, the changes that QR would like to progress are outside the TCA and RCOP and cannot be implemented at this stage. These issues will probably be included with the new TCA negotiations.

TRAINCREW ADVICE SYSTEM

The wake call part of the system was going to be introduced but QR had problems with the software. I haven't been contacted if this has been fixed and when QR wishes to trial the system again.

The AFULE Reps on the Cab Committee deserve a big pat on the back for their involvement on these cabs. I have not heard one complaint from any Drivers about these cabs. It has been all positive feed back on the lay out of the cab. The only hiccup was how to turn the heater on, but that was solved after we got some instructions.

I would like just once to see QR do something right. The new shirt has been hanging up in Acacia Ridge Depot for sometime now. The comments I am receiving from Drivers are that the latest shirts are unfavourable and are on par with the orange shirt. But the issue is not how much orange colour is on the shirt, it's how unsafe the orange is. By this I mean that the orange colour reflects onto the windscreen and could cause problems with sighting things on the track or signals. There needs to be a safety audit conducted on the new uniform for this same reason before it can be issued. I don't know why there is such a big issue about a uniform.

Well, it looks likely that Ipswich is going to go back under the control of the Brisbane DIC again. They should never have gone under the DIC in Toowoomba in the first place. I think there was some under hand issues that went on there just to give a person a pay rise. This depot needs another car, one is not enough to support there needs at present.

On Monday to Wednesdays it is a regular event to have Drivers AFD. With so much training required, one wonders why Mr McAlpine is so concerned about Drivers getting their 320hrs in. Job security is a concern rotating around all the depots at the moment and the question everybody is asking is, "What is QR doing about it?". Route knowledge has raised its ugly head again with the tuition to Caboolture complete. This depot needs regular runs over this route to be kept competent.

The workings of coal trains are not rostered on at regular times and this is causing problems with Drivers being kept to their diagram. A new computer is required in the lunch room but I think it would be better suited in the Tutor Drivers room. QR wishes to run LF04 differently now that they are being charged to tow the locos around Brisbane. The use of cars between Fisherman Islands and Toowoomba is going to be reviewed.

I would like to wish all the AFULE members and the AFULE Office Staff a very Merry Christmas and a Happy New Year. Also to thank the AFULE Secretaries and Chairersons of the Brisbane Freight Depots for their assistance and advice throughout the year. I'll still be here in 2004

Hello and welcome to the Executive, Councillors and Staff to the last Divisional Council Meeting for 2003.

We have been trying to sort things out with the new Area Supervisor Freight Traincrew Brisbane, Steve Kim, now that he has taken charge. This will be a slow process as there is so much happening at the moment, especially with the threat of third party access to the QR system taking precedence over most other things. This does not mean we forget the local issues. The subject of BLP'S has raised its head yet again, with the loss of three for the Toowoomba Depot. This has got to stop as most of our work now falls on the weekends and this impacts on Traincrews' leisure time and family commitments. There needs to be a set minimum number of days off per cycle or some other method of determining. Most other workers around the country enjoy the weekends off, yet under the current arrangement, management imposes short shifts upon us, mostly on weekends, and we get penalized for it. This needs urgent attention.

Toowoomba has been reasonably busy, mainly with coal traffic, but also some stock and grain moving as well. Acland Coal is doubling its storage capacity at Jondaryan with a view to increasing the number of trains to the port, but where we get the wagons, locos and crews from I don't know. There are 5 Drivers to take up shortly and priority will be to get these taught the roads. Added to this, there are about 10 Trainees to teach, so the Tutors will be busy. A new amenities building is to be built at the marshalling yard for Drivers, Tutor Drivers and Co ordinators, starting on Dec 1 to 22 Dec. It is a pity that proper consultation about such things doesn't happen before final plans are drawn up, as we end up with very small sub standard amenities which only get everyone offside with management. There were a few members who, with Retirement-VERs, have left the ranks and I wish them all well. These members leave big shoes to fill.

The grain season hasn't been all that good out this way, but there should be enough grain west of Goondiwindi to keep them in work for 12 months provided QR runs the trains on a regular basis.

They have been keeping reasonably busy with the stock, which should last till about early to mid December, and some grain has been starting to move. Reports from the sale yards at Roma suggest that the number of decks that could be available to QR to carry would be sufficient to warrant further investigation and this would hopefully get some of the road trains off the road and create work for the western depots.

This depot has been kept busy with the stock and bit of general freight. The main problems at Charleville at the moment are the 1720 class locos, which are going through an upgrade. As a result, these locos have put on some weight and are now not eligible to work to Cunnamulla or Quilpie, being about 3 tonne too heavy. This upgrade may be going according to plan and be successful to those who have seen and used these locos, but the crews in Charleville need the modified loco to be able to teach Trainees, as three crew are required in the cab. This is not possible with the second console still in place. The State Office-Cab Committee will maybe have to look at a modification, such as removal of second console only as being the only modification done to enable them to be utilized in the western areas. I find it unbelievable that in 2003, that QR keeps these locos to use on branch lines, modifies them, which then disqualifies them for use on branch lines.

In closing, I would like to wish the Executive, the Staff and the Members a very Merry Christmas and a Happy New Year and I hope 2004 brings a much happier and stable workplace.

Q Rail's proposal recommends there be an allocation of 16 Dual-station locomotives - 5 x Julalin, 3 x Sugar, 2 x Livestock, 6 x Infrastructures, and a further 12 Single Driving Station locomotives.

As Q Rail is reluctant to make changes to STD64 (Rollingstock Brake System Requirements) then all locomotives can only be operated in the normal direction of travel.

They can be used for unplanned work over a short distance i.e. shunting in a yard, but not Station to Station as in the suburban network or the present agreement with the 2300-1720 class locomotives.

Locomotive Power Clerks will have to ensure that the appropriate locomotive is allocated to the task.

There are approximately eight locomotives upgraded to various degrees. These locomotives will go back to workshops for completion and Distributed Power Installation.

The first train to operate with the new DP is anticipated to be around December-January 2004.

The first cab mock-up was at the Goninan Depot, Townsville NQ on 29th October 2003.

The layout of the cab and cab requirements were discussed with MRE and Siemens representatives.

The positioning of the front collisions posts and anti climbers have caused the front and side consoles to be set back further (approx. 150mm) into the cab area, thus reducing in-cab space.

In addition, the number of screens Primary, Secondary, ATP, DTC CRC utilise an enormous amount of space, and the size of the switches proposed and recommended by Siemens make this working areas look extremely busy.

The Cab Committee requested a microwave oven instead of the warming oven as proposed and, after much discussion, a Risk Assessment is to be done to ascertain if installation of these units is possible.

Also, the height from the floor to the bottom of the driver's console (owing to the depth of the Power Controller) is of concern and the Cab Committee has requested that this matter be addressed ASAP.

This upgrade is progressing satisfactorily, the only problem areas appear to be the weight of the locomotive and a few technical concerns.

Three locomotives have been completed to date, with a total of nine to be upgraded. More, if money becomes available.

New Cab Isolation mounts have been installed and trialed on several locomotives. Some improvement in balance speed bounce has been noticed by Traincrew, but not a complete elimination of this problem.

The Manager of Rollingstock Engineering has deemed this is the best fix and all 4000s will be modified to this design.

(Interested to see if Nova Consulting has anything to say regarding this matter in their report to Q Rail.)

The C.T.T. is fully operational now but has been experiencing some reliability problems. These issues are mainly related to the alternator and compressor areas. The removal of all the Q.R. and E.D.I. Trade Staff has placed the pressure directly on Traincrews to rectify these faults when they occur in the field.

The issues that were raised at the meeting prior to the launch have largely been addressed. A feeling of disinterest in issues relating to the cab was becoming apparent from T.R.M. Subsequent discussions have addressed this issue. An alternative blind, sourced externally, is being trialed for the side windows of the Drivers Cab and should be fitted soon. A high speed trial between Townsville and Rockhampton was conducted on October 6th. This trail was not successful between Townsville and Mackay, primarily due to track conditions.

An issue that needs addressing is the cleaning of the Drivers Cab in Cairns. Numerous discussions with T.R.M. have taken place but, as yet, the Cairns Servicing Staff are not cleaning the cabs as agreed.

There has been some downloading of information from the T.M.S. that has been found to be inaccurate. This information led to accusation from Infrastructure regarding driver speeds. It appears that the kilometre pegs do not correspond to the locations detailed on the T.M.S. Further investigations are being conducted.

A Backlit Power Controller has been designed, installed and trialed and feedback was good. Consequently, installation will progress throughout the fleet.

'Locomotive Seats Australia' seating has been installed on the remaining Freight Locomotives.

The footrest for these seats will be progressively installed when the Magnetic holders are finished.

The upgrade for these locomotives is still up in the air - movement to the coal fleet, money etc.

Issues relating to the 2800 class are pretty much in hand. There is only one major issue outstanding that requires attention. This refers to the toilet cleaning locations around the State. Greg Smith has raised this issue with QR at a bi-monthly meeting and hopefully a resolution will be reached soon. It has been dragging on for over 3 years now.

A program to change the radio handsets will begin soon. This will occur as the current handsets require replacement.

Feedback from Traincrew regarding modifications fitted is still required e.g. 2808 A/C vent mod. This applies to all mods placed on all classes of locomotives.

This company has been riding on trains throughout the network ascertaining if there is any problem area with the design of the locomotive cab that may be of concern to the driver, and thus exacerbating the problem with SPADs. The report was handed over to Q Rail early in November and highlighted several areas of concern.

The Cab Committee will be requesting that all of the recommendation of this report be enacted upon.

The ongoing saga of the installation of these units on the locomotive is unbelievable, now entering into the fourteenth year since we trialed a portable unit.

MRE with output volume of emergency alarms (set at 80dbA) and Telecommunications with the interlock mechanism and volume of Radios 1 and 2.

Nova Systems Consulting has recommended that an integrated audio system be provided incab with an override for radio communications.