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IT'S TIME.

The 'not for profit' sector offers support to those most vulnerable in our community. It provides services that are central in addressing disadvantage.

And to ensure that our community is able to access adequate, timely & appropriate services the sector must be able to recruit & retain a skilled, dedicated and stable workforce.

However…..

There is general agreement from all stakeholders that the ‘not for profit’ community sector is experiencing a huge and growing problem in recruiting and retaining skilled, experienced workers and that this pressure will only increase in the future. 

There are many reasons for this.  For example, despite the fact that demand for services provided by the sector is growing and the needs of service users and their communities are becoming increasingly complex, the pay and conditions of community sector workers have fallen increasingly behind. 
  
And the ongoing exodus of skilled workers to other sectors with better wages and conditions means that members of the community seeking assistance are increasingly unable to access the best possible support to address their needs.

Against this background, at a series of meetings around Victoria and at the 2007 ASU SACS conference union members unanimously endorsed the union running a major cross sector campaign focused on achieving increased funding – particularly in relation to the wages and conditions of workers – to address the current crisis.

Members have said they are prepared to commit to working together and doing whatever it takes to improve the sector and that they believe it is imperative that the ASU - as the key union in the SACS sector – prioritises our resources to advance their industrial interests in this way.

 

Better wages	Funding specifically tied to providing wage increases to SACS workers in the community sector.	This is an immediate way to stem the flood of SACS workers leaving for other sectors – particularly for the public sector - where they are paid significantly more for doing the same or similar work.
Access to Long Service Leave	The establishment of a scheme for portability of LSL entitlements for SACS workers across the sector.	SACS workers face several barriers to achieving the length of service required with a single employer that entitles them to get their LSL - such as limited duration funding and lack of career paths and training opportunities.  Portability of LSL would reward workers for loyalty to the sector overall.
Paid Parental Leave	Funding specifically tied to the provision of paid parental leave for SACS workers across the sector.	This would address the ongoing exodus of recent graduates who have identified the lack of paid maternity and co-parent leave as a factor in their decision to leave the sector.
Achieving safe workplaces	Funding to investigate and implement a best practice OH&S regime across the sector.	SACS workers across the sector report two main risk factors – stress related to the threat of/actual occupational violence and abuse and stress resulting from bullying/harassment experienced within the workplace.  Benchmarking best practice processes for dealing with these issues – including training – and providing sufficient funding to roll out recommendations would remedy the current major ‘burn out’ factors.