It is proposed that the publication be representative of the Train Crew grade.

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In 2005, we welcomed a new team of delegates and officials. There were some old faces who brought experience and continuity, and a wealth of new delegates who have brought a range of different ideas and experiences to the Union.

Our new team is working well, and I am sure will continue to do so over the next two years.

As you will be aware, negotiations for a new Traincrew Agreement are underway.

Negotiations are not proving easy. QR is seeking some major reforms, and have been looking closely at how QR’s competitors operate.

On the other hand, A.F.U.L.E. members have some very real issues that need addressing. At the top of that list are wages, hours of work, rostering and a family friendly working environment.

It is vital that all members keep in touch with developments, and have their say as negotiations progress.

With so much talk about the Federal Government’s IR reform, I know many of you are suffering from “IR reform fatigue”. However, I cannot stress enough how important these changes will be for us as Traincrew, and for the union movement as a whole.

The legislation has been passed by federal parliament, and will be a reality in March of this year. QR workers will be forced into the federal system, and the Queensland Rail Award - State will be phased out.

Many QR employees feel immune to the changes. However, the reality is that these laws will change the way we do things.

The laws are going to make it tough for workers to collectively bargain for fair wages and conditions.

Backing the laws are harsh penalties for any employee engaging in industrial action of any kind.

At a time when QR are looking to expand the business and introduce a new range of work practices, we will have to become smarter about how we do things to protect some of our hard fought conditions.

I firmly believe that these laws can be fought, and that we can win.

Between now and the next election, all union members will need to maintain their strength and solidarity to meet these challenges.

The next six months will be crucial to our continuing strength as a movement. However, I have no doubt that the strong team we have will see us through these changes.

I wish you and your families all the best for the New Year and look forwarding to seeing you all on my travels.

WORKCHOICES — WHAT IT MEANS FOR YOU

We’ve all heard about what the Workchoices legislation will do to Australian society. In practical terms, here’s just a bit of what it means for Traincrew

WHICH SYSTEM?

QR employees will be automatically translated into the federal system. The Queensland Industrial Relations Commission can no longer intervene and assist us in disputes.

The Queensland Rail Award – State will lose award status. Because we have a certified agreement in place, the Award ceases to be effective for Traincrew as soon as the legislation takes effect.

The A.F.U.L.E. is working to protect key Award conditions – but these will be up for renegotiation every time we do a new certified agreement. Ultimately, our underlying protection and bargaining base – the Award - will be abolished.

Our EA and Traincrew Agreement will become transitional Federal Agreements. However, there is a range of things that we cannot include in them – even if the parties agree! This includes hard won rights such as:

• Trade union leave
• Paid union meetings
• Union involvment in settling disputes
• Union involvment in grievances
• Prohibitions on individual contracts

It is an offence to include these matters in a certified agreement.

CAN WE TAKE INDUSTRIAL ACTION?

All industrial action is prohibited during the life of the Traincrew Agreement. Our seven days’ notice provisions become void.

That means that any Traincrew member taking industrial action - regardless of how badly they have been treated by QR - can be fined up to 6600 dollars for each occasion!

And industrial action doesn’t just mean strikes - it includes BLP bans, ‘work to rule’ campaigns and partial duties bans – anything that changes the way work is usually done.

WHAT ABOUT WORKPLACE HEALTH AND SAFETY MATTERS?

Even if industrial action relates to health and safety issues, each employee must prove to the Federal Court that they were personally in imminent danger of injury – otherwise, fines will apply!

This reverses the onus on the employer to provide a safe system of work — an extraordinary step in a country with one of the highest rates of worker mortality in the developed world.

WHY BE IN A UNION?

Now, more than ever, workers will need the protection of unions. Union membership is increasing right across the country as workers realise how much we, as union members, have won over the years, and how much we stand to lose.

These laws can be fought — and we can win. Strength and solidarity are essential.

THANKS BOB, ALL THE BEST

The November sitting of the A.F.U.L.E. Divisional Council said farewell to Bob Stewart in his current role as Divisional Councillor for District Three. Bob transfers out of the district at the end of January to take up new challenges in Citytrain. Bob’s resignation took effect on 1 January 2006.

Bob is well known among A.F.U.L.E. members as a passionate and vocal advocate for members in his division. Bob’s time as Divisional Councillor has seen his district develop strong, active, local branches that have made significant contributions to the strength of the union.

Bob’s knowledge, experience and guidance will be greatly missed around the council table.

As anyone who has ever spent time with Bob knows, there are few who can match his knowledge of (or opinions on!) rostering matters. Bob has been an essential part of projects such as the Roster Improvement Project — at all times making sure the voices of Traincrew were heard.

Bob has agreed to assist the A.F.U.L.E. negotiating team on rostering matters in the TCA negotiations, and his knowledge will be a great asset to the negotiators.

The A.F.U.L.E. extends its thanks to Bob for his hard work on behalf of the Union, and to his family for being supportive of all the time Bob has devoted to the union.

All the best, Bob.

Despite the support of the Transport Workers Union, New York transport workers have voted to reject their new contract deal by a mere seven votes.

New York transport workers have voted to reject the contract deal that was struck in the wake of their three day transport strike last December. Despite the Transport Workers Union urging members to back the deal, the vote was lost by seven votes.

More than 22,000 transport workers voted on the new deal, representing two thirds of affected employees.

The Transport Workers Union initiated the first New York transport strike in 25 years after the New York transit authority proposed significant changes to fundamental employment conditions, including increasing the age of retirement, reducing superannuation contributions and increasing hours of work.

The rejection of the new deal means that negotiations will have to recommence.

Within hours of the strike commencing the Transport Workers Union was in court facing prosecution for inciting ‘an illegal strike’. The prosecution resulted in a fine of 1 million dollars for each day TWU members remained on strike – three million dollars in total.

More than 100 union leaders and delegates have been charged over their involvement in facilitating or organising the action. Several union leaders are facing the prospect of jail terms for their involvement, while scores of delegates and organisers are facing huge individual fines.

The law prescribes a penalty of two days pay for each day during which a worker participates in industrial. For the transport workers, this meant the loss of 6 days pay for their 3 day stoppage.

In addition, the city of New York has commenced legal action to sue the union for damages arising from lost business and trade during the three day stoppage. If damages are awarded, the compensation will extend into tens of millions of dollars.

The consequences for the union are obviously substantial, however, there has also been a substantial personal cost to the employees who were brave enough to take on the transit authority.

That’s right. You may not have noticed the change, but if you drive trains, you’re now officially a building worker. So, break out the tool belt, and read about what life’s like in the building industry….

Building and construction workers have been the first targeted since the Howard Government gained control of the Senate.

But did you know the legislation is so far reaching that all A.F.U.L.E. members are “building employees” too?

The Building and Construction Industry Improvement Act 2005 was passed by the Senate in September 2005. Under the Act, building work includes:

• the construction, alteration, extension, restoration, repair, demolition or dismantling of railways (Section 5(b));

That doesn’t just mean the TLM - it includes work such as ballast trains, construction trains, spoil trains, or any other work that aids in construction of railways!

As A.F.U.L.E. Traincrew work these trains, A.F.U.L.E. members are all defined as “building employees”, along with AMWU, ETU and RTBU members in Trackside Systems and Workshops.

So, what does that mean for Traincrew?

The legislation attacks the rights of workers in two key ways.

First, it makes all Traincrew personally liable for fines and penalties if they take industrial action that affects building work.

This is a strategy by the Federal Government to weaken our strong craft union.

Second, the Federal Government will make Federal funding for rail construction projects conditional on employers meeting their Building Code. That means employers who have certain conditions won’t be able to tender for work. The excluded conditions include:

• Union Encouragement Clauses
• Union Right of Entry and Union Representation in Grievances
• Restrictions of Australian Workplace Agreements
• Restrictions on Casual and Labour Hire employment
• Requirements to re-negotiate Agreements.

QR has already lost millions of dollars in railway construction projects because our union Agreements don’t comply.

Given that railway construction is always likely to be funded, at least in part, by the Federal Government, this will force QR to remove some of our hard-fought conditions contained in certified agreements, local agreements and policies.

The effects of these laws will be felt far beyond the building industry and will affect the way QR operates.

The worst part of it all though, is that this legislation is only a sign of what is to come when the WorkChoices legislation comes into effect.

Only the Howard Government could turn Traincrew into building workers just to make industrial action illegal!

The days when you hurt yourself at work and just kept going are long gone. With strict health and medical requirements, negotiating the rules and regulations can be a difficult process. This edition of the Journal looks at some key things to remember if you are injured at work.

Perhaps it was you, perhaps it was a colleague: those small incidents and injuries at work that we don’t think too much about.

You’re tired, and it’s too much of a hassle to complete a report at the end of a 10-hour shift, or a 30-hour tuckerbox job, and you can be sure the only thing your mate wants to do is go home and sleep – forget filling out the witness form.

It’s an all too common scenario in shift work industries. Filling out the paperwork for a minor injury doesn’t seem worth the trouble – but it is!

What we think is a small issue now can have serious consequences in the future. Latent injuries may not manifest symptoms for days, weeks or even years.

While you can make a compensation claim in the future, you will need to prove that the injury happened at work.

If you can’t prove the accident happened at work —and you can’t keep performing Traincrewing duties, QR can dismiss you for being medically unfit. If you’ve got the accident report — you’re covered.

So, however tired you are - grab the form, fill it out, and give it to your supervisor, or, if you saw the accident happen, take the time to help out your mate and fill in the witness statement.

Many employers now take workers straight to the doctor. A nice trip in the railway car, fees paid upfront, and you’re not out of pocket.

The doctor approves light duties; and you’re straight back to work. But here’s the catch – if you don’t make a workers’ compensation application now, you might run out of time.

Workers’ compensation is not just about covering you for time off work. It is about all the costs of treating your injury, and it protects you at work by requiring your employer to rehabilitate you back into the workplace.

However keen your employer seems to help you out, if you don’t apply for workers’ compensation, your rights are not protected. Worse still, if you have problems in the future, you might be barred from accessing compensation if you are out of time.

The union cannot stress enough the importance of lodging a workers’ compensation application – particularly in the case of any injury where you need to see a doctor. Remember, whether you stop work or not – fill out the forms!

A number of members have contacted the Union advising that after injuring themselves at work they were directed by their manager or supervisor to attend a QR approved doctor.

In another case, an injured worker arrived at their private doctor to find that QR had kindly already faxed over a light duties and rehabilitation form!

Members always have the right to attend the doctor of their choice for medical treatment.

QR can require to you attend a railway approved doctor for assessment – but they cannot force you to be treated them. So, if you suffer an accident or incident at work — insist on seeing your own doctor.

A significant number of Traincrew will retire from QR during the next twelve months.

If you are one of these people, you need to consider making a Workers’ Compensation claim for industrial deafness.

The Workers’ Compensation and Rehabilitation Act 2003 prescribes strict timeframes for making workers’ compensation claims.

You can make a claim for industrial deafness at any time while you are still employed, however, once you retire, a claim must be made within 12 months of the date of your retirement.

The Act requires that a worker making a claim for industrial deafness be assessed by a qualified audiologist, to determine the level of hearing loss.

After you lodge your claim, QR will arrange for you to be assessed. QR pays the cost of the assessment and any travel associated with attending the appointment.

Workers’ are not compensated for the first 5% of hearing diminution, but all hearing loss greater than 5% can be compensated.

If, after making an initial application, your hearing continues to deteriorate, you will be eligible to make further applications for additional compensation.

Members are strongly encouraged to lodge a claim prior to ceasing employment, so that the Union may monitor your case, and to ensure that all necessary timeframes are met!

For Traincrew, skin cancer is often a compensable workplace injury.

Increasing numbers of members are contacting the Union seeking advice about potential workers’ compensation claims for skin cancer.

Traincrew can be compensated for skin cancer in the same way as any other injury. Injuries are compensable where employment is a ‘significant contributing factor’ to the injury.

In the case of skin cancer, employment can be a significant contributing factor where the employee is has significant sun exposure.

For Traincrew, this means that cancers that develop on exposed parts of the body, such as the face, neck, lower arms and legs are more likely to be accepted as work related than cancers in parts less exposed at work, such as the back. However, all cancers are potentially compensable depending on your particular circumstances. In many cases, the full costs of treating the cancer will be met. Treatment includes all forms of sun related problems, not just malignant cancer.

Strict time limits apply, and it is essential that members seek legal advice as soon as they are diagnosed.

If a member wishes to seek personal damages for skin cancer (which is a separate claim to workers’ compensation), they must commence an action within three years of diagnosis. As many skin cancers develop over longer periods of time, members will need to apply for an extension of time to cover a greater portion of their working life. An application for an extension of time for a personal injury claim must be made within twelve months of diagnosis.

It is therefore imperative that members seek union or legal advice as soon as they are diagnosed.

It is also important that members are aware of the impact of personal protective equipment (PPE). The PPE available prior to the 1990’s was generally insufficient to prevent damage from sun exposure, particularly for Traincrew spending lengthy periods in direct sun.

However, modern PPE is more effective, and failure to use PPE can adversely affect claims that relate to sun exposure during the period since improved PPE has been available.

All members should ensure that they make full use of the available PPE where possible.

Sun damage compensation claims are initiated by completing the standard workers’ compensation application form, and an accident and incident report.

The Queensland Council of Unions has successfully lobbied the Queensland Government for changes to Queensland’s Workers’ Compensation Legislation.

Legislation has been introduced into the Queensland Parliament that continues the improvements won by the Queensland Council of Unions to Queensland’s workers’ compensation laws.

The amendments will increase the maximum lump sum compensation available for permanent impairment from $182 620 to $200 000, and increase the death benefit to $374 000. The legislation will also increase by 13 weeks the length of time that a worker remains on ‘second step’ payments. This means that an injured worker will retain a higher rate of pay for an extra 13 weeks.

These changes also severed

“...the maximum compensation for permanent impairment has increased to $200 000…”

Changes have also been made to the appeal process, to make it less adversarial and costly.

Appeals against decisions of QCOMP can now be heard by the Industrial Commission.

This will simplify the process by allowing the parties to attend a conciliation conference before the hearing, and reduce the cost to members of hiring solicitors, by allowing the Union to represent appellants.

The changes also provide greater regulation of self-insurers, including QR, to ensure compliance with the Act.

The QCU is to be commended for their efforts in securing these significant improvements for Queensland workers.

The final report into the derailment of the Cairns Tilt Train highlights the chain of events leading to the accident, and makes a range of recommendations.

The Australian Transport Safety Bureau was commissioned to undertake the investigation into the 15 November 2004 derailment of Cairns Tilt Train VCQ5, just north of Berajondo.

The report concludes that while excessive speed was the primary cause of the derailment there were a significant number of contributory factors. The report suggests that “better organisational controls” would have prevented the accident.

Significantly, the report states that there was no evidence that the driver intended the accident occur, nor was there any evidence that the driver deliberately drove in excess of the speed limit, or ignored speed warnings and restrictions.

The report notes that the train travelled consistently below the maximum allowable speed throughout the journey.

In the sections immediately prior to the point of derailment, the train was operated well below maximum allowable speed for the section of track. The report hypothesises that the driver may have momentarily lost concentration, leading him to believe he was approaching the following curve at Baffle, which is boarded 110kph, rather than the 60kph curve at Berajondo.

The report also identifies a number of contributing factors. Of primary focus was the placement of the 60kph curve speed board.

The train derailed on a section of track where the maximum

“...the train travelled consistently below the maximum allowable speed…” throughout the journey.”

This is immediately followed by a 150kph straight that leads into an 110kph curve.

The only signage alerting the driver to the 60kph curve is the 60 board itself, which is located at the commencement of the curve — well beyond the point at which the driver is required to take action to slow the train.

The report also noted that prior to the accident, no procedure was in place that required the crew to ‘call’ safety critical curves with significant speed variances.

Darkness was also identified as a factor affecting the visibility of speed boards. In darkness, the headlights do not illuminate the 60kph board until the train reaches the curve. The consequence is that if the driver is confused as to their position on the track, there is no prompt within sufficient time for them to take action.

The report also notes that while the second driver was entitled to leave his seat, this removed a major risk control. The report recommends the procedures be reviewed to place better controls around when the co-driver may leave the controls.

It is also clear from the report that had the ATP been operational, the accident would not have occurred.

To view a full copy of the report please."Click here to access site."

1. QR should review the use of vigilance systems to determine whether a random time based system or similar would improve the train operating risk profile.



2. QR should report on its findings and proposed future strategy with respect to its review of the use of ‘advance’ speed warning boards.



3. QR should conduct a thorough risk assessment into the procedures that permit a co-driver vacating the co-driver position.



4. QR should explore the possibility and advisability of providing differentiation or specific identification to individual station magnets.



5. QR should review the effectiveness of the emergency communciation strategies on the North Coast Line and-or consider alternative communication strategies that provide enhanced coverage in the event of an accident-incident.



6. QR should review the risks associated with trainevacuation in any location where electrical equipment may be live.



7. QR should review the effectiveness of ‘Safety Briefings’ given to passengers on joining tilt train services, particularly in mid-sections, where it may be difficult to provide information to the extent necessary.



8. QR should review the crash survivability of the current “Emergency Exit” systems installed on the ‘Tilt Train’ including emergency lighting and the ability to communicate with passengers during an emergency.



9. QR should review and undertake a risk assessment regarding the benefits of a passenger restraint system on tilt train services.



10. QR should review its monitoring and ongoing training of drivers that have been involved in a nonconforming situation in the operation of trains. Strategies that enhance driver performance should be investigated and implemented.

The British Traincrew Union has called on the British Government to commission a full report into the potential use of ‘track to cab’ technology to reduce the frequency of level crossing accidents.

The Associated Society of Locomotive Engineers and Fireman (ASLEF) has called on the British Government to embrace ‘track to cab’ technology to decrease the incidence of on track collisions.

Basic ‘track to cab‘ technology works through the transmission of images from cameras placed at identified locations along the track to the cab of the train via infrared laser.

A track to cab technology system has been operating in Hong Kong for a number of years. Developed by Global Laser Technology, the system can provide more than 3 kilometres warning of an obstruction on the track.

Cameras are mounted at critical areas, providing real time images of the track. The images are transmitted along an optical fibre to a remote transmitter. That transmitter in turn communicates with receivers mounted on the front of the locomotive, which display the images on in-cab monitors.

The system developed for Hong Kong authorities allows the transmitters to be placed up to 3.2 kilometres from the cameras, providing significant advance warning of potential obstructions.

The system is particularly useful where level crossings are located around blind corners — giving the driver minimal reaction time.

Night-vision capable, the system can function around the clock.

There are a number of potential applications beyond identifying on track hazards.

Track to cab systems have been used in a number of areas to provide full surveillance of the exterior and interior of the train. This allows the driver or guard to observe the entirety of the train – identifying issues on track or within the train itself.

The system can also enhance the safety of passengers and Traincrew by identifying any incapacity on the part of the Driver or Guard that affects the movement of train.

The A.F.U.L.E. will be monitoring the progress of the report, to consider potential application of the system in QR.

In 2004, a number of high-profile fatalities occurred on the Citytrain network. The result was an intense media focus on the incidents, and extensive and widespread reporting of the details - a process usually avoided by laws preventing the reporting of suicides by the media.

In the midst of a media frenzy about the friends and family of those involved in fatalities, and the political ramifications for the State Government, A.F.U.L.E State Secretary Greg Smith spoke to The Australian newspaper about the forgotten victims of suicides - the Traincrew.

The response to the subsequent article that appeared in the Australian newspaper was an outpouring of sympathy for the crews involved in the fatalities, and a renewed public appreciation of the occupational hazards of Traincrewing, and the impacts on Traincrew of fatalities, suicides and other safety critical incidents.

This letter was received, among many others, from the widow of a long-time A.F.U.L.E. member and QR employee.

In March 2005, railway families across Central Queensland marked the passing of one of the railway’s proudest employees and one of the A.F.U.L.E.’s proudest members. Bruce Lawrence Daniels passed away in Mackay on the 21st of February 2005, aged 82.

The railway must have been in the blood for the Daniels family. Bruce’s father and grandfather were railway employees, and as a youngster, Bruce wanted nothing other than to follow in their footsteps.

Reflecting on his childhood dreams in an interview given to the A.F.U.L.E. after his retirement, Bruce remembered his passion for train driving:

"I always wanted to be a train driver, I can't remember ever wanting to be anything else." "I was so proud of my grandfather (Samuel Edward Daniels): High up there on the footplate; in control of a big black beast, hissing, and with red-hot fire in its belly, belching thick, black smoke. Well, that's where I wanted to be."

Bruce achieved his dream in 1941 when as an 18 year old he stepped onto a locomotive as an engine cleaner in Emerald. Not only did he step into the Traincrew grade, but he also stepped into A.F.U.L.E. history by ensuring three generations of continuous A.F.U.L.E. membership.

Bruce’s grandfather, Samuel Edward Daniels signed for his A.F.U.L.E. ticket in 1899, his father, Archie Albert Daniels, in 1911 and Bruce himself in 1941. All three held their A.F.U.L.E. tickets until they left the railways. Bruce’s membership spanned an incredible 47 years – from his first ticket in 1941 until his retirement in 1987.

This A.F.U.L.E. legacy was something that Bruce remained proud of even after retirement. "I was sad to retire, to realise I was the end of the Daniels' line in the AFULE," Bruce said during his 1992 interview. "But I feel proud when I reflect on my heritage.”

The Daniel’s family witnessed huge changes during their combined years of membership. Not only did the locomotives change, but society changed as well. As Queensland Traincrew face more changes and challenges, it is a time to reflect on the dedication of members such as the Daniels, who met change and adversity with strength, commitment and camaraderie.

Bruce’s ashes have been interred alongside his grandfather in Emerald Cemetery. The Union was proud to provide three A.F.U.L.E. badges for their combined plaque — each one representing a generation of A.F.U.L.E. membership.

The heartfelt thanks of the A.F.U.L.E. go to Bruce’s family for their permission to print this article, and for the use of the photograph.

Another lengthy and pointless QR dispute was finally laid to rest in June when the Industrial Relations Commission declared in 1988 Sugar Grievance Dispute Handling Industrial Agreement obsolete.

The Commission embarked on the process of finalising old industrial agreements more than two years ago – with QR being one of the last to finalise the process. After insisting on taking out the old dispute handling procedures from the EA – against the strenuous objections of the unions - QR then attempted to rely on a dispute settling procedure signed in 1988, and not used for over 13 years!

Common sense finally prevailed, and the Commission declared the agreement obsolete.

A recent incident in Townsville has highlighted that many Traincrew are still unaware that they are not required to give a breath sample to the Police more than 2 hours after an accident or incident occurs.

While Traincrew can be required to give a sample to a police officer, the test must be taken within two hours of the event occurring.

The two-hour time limitation runs from the time the accident or incident occurs, not from the time the request is made by the police officer.

Members are strongly advised to refuse to provide a sample outside of this timeframe, and to contact an official urgently if a request is made.

The Federal Government has offered 78 million dollars to keep Tasmanian rail services operating, after Pacific National threatened to shut down the entire Tasmanian service. However, the deals come with a substantial proviso - Pacific National must hand back ownership of the State’s rail infrastructure to the State Government — without charge.

Pacific National bought Tasrail for 40 million dollars twelve months ago.

The Tasmanian State Government has not welcomed the deal, saying the money is simply being moved from Tasmanian roads to rail – and dumps the ailing and costly infrastructure back on the State Government.

The deal also requires the State Government to invest at least 10 million per year on infrastructure maintenance.

QR commissioned ATP on the Rockhampton Tilt Train on 8th July 2005. The result was heartening for A.F.U.L.E. drivers in Bundaberg who worked around the clock to get the system up and running.

In a letter to Bundaberg members, Branch Secretary Chris Pianta congratulated all members on their efforts:

“We should all be extremely proud to be members of our great union for successfully progressing the commissioning of the ATP on the Rockhampton Tilt Train. "Unions make Workplaces Safe" is a true statement when it comes to the A.F.U.L.E.”, he said.

Chris extended his thanks to everyone in QR who has supported the Bundaberg Depot over the past six months.

The A.F.U.L.E. lodged a complaint with the Advertising Standards Board over an advertisement that caused considerable concern to Traincrew, particularly in the Citytrain network.

The advertisement contained a graphic real-life depiction of a man running along train tracks, attempting to keep ahead of a fast moving train. The images caused flashbacks and nausea among members unfortunate enough to have experienced traumatic incidents involving members of the public.

The Advertising Standards Board made a determination that the advertisement breached the Advertiser Code of Ethics relating to Health and Safety, and the ad was initially withdrawn from all media.

Unfortunately, the advertiser has recently developed a modified version of the advertisement, showing a person hurdling a ticket barried, running up the platform stairs, and then racing the train along the platform.

The union has renewed the complaint with the Advertising Standards Board, and at the time of going to print, was awaiting the board’s determination.

Since QR introduced their ‘zero tolerance’ policy for inappropriate use of electronic communication, they have been randomly inspecting computers across the organisation.

As a result, QR has dismissed a number of employees for having inappropriate material on their computers, and given out a number of final warnings – including to Traincrew.

Inappropriate material is not just pornography – it includes any racist or sexist jokes, or any material with a sexual connotation — even things which you might consider “mild” can lead to dismissal.

The bottom line is - any inappropriate material, and your job’s on the line.

If in doubt, remember – it’s not worth losing your job over.