Item 7.1

General services Requests for assistance continue to span a wide range of issues, but pay and its inclusion in employment contracts remains the most frequently raised issue. Pleasingly, an increasing number of employers are voluntarily seeking assistance with establishment of terms and conditions for their library staff, especially for smaller corporate libraries. This is a trend I am seeking to encourage. It is an important element in our efforts to ensure appropriate standards for those members who lack trade union support.

ACLIS members An associated issue is that of industrial services for the ACLIS membership, in light of merger moves which are well advanced. Concerns are sometimes expressed about perceived difficulty in providing assistance to both employer-focussed and individual employee members. From my perspective, this problem is often overstated. While to date ACLIS-based requests have been relatively light, no difficulty has been experienced in meeting them. Clients appear generally satisfied with the service. (A copy of a letter from an ACLIS member will be circulated to general councillors prior to the meeting at Attachment B).

Union liaison As discussed at General Council's March 1998 meeting, I have taken steps to enhance liaison with trade unions exercising coverage of library workers, with a view to improving their knowledge of library sector issues. In particular, I have provided data from our recent survey of employment conditions, and am in the process of urging use of it to support improvement in pay relativities. Unions of particular significance in this respect include the Australian Services Union (ASU), the Australian Education Union (AEU), the Community and Public Sector Union (CPSU) and the several independent education unions.

Employment benefits - discrimination I have continued to provide advice and assistance to librarian members employed in New South Wales local government. The case involves inconsistent application of employment benefits - specifically private use motor vehicles - to employees at the same organisational level, whose duties have been formally assessed as being of equal work value. Provision of private use vehicle benefits to some employees and a refusal to provide either the same benefit or an alternative of equivalent value to librarians renders pay relativities inconsistent with defined work value. As such, the practice is arguably discriminatory in terms of the State's Anti Discrimination Act. After unproductive discussions with the organisation concerned, members have now lodged a formal complaint with the Anti-Discrimination Board with our assistance. The Board's legal officers have formally reviewed the evidence and have concluded that a prima facie case of both direct and indirect discrimination exists. In association with the Board, I am hopeful that pro bono legal representation will shortly be finalised in anticipation of the matter having to be litigated. There are important issues of general equity for librarians vis a vis other professionals involved in this case. They are also relevant to more general pay equity developments discussed in the following section.

NSW pay equity inquiry Our direct involvement in the important New South Wales Pay Equity Inquiry being conducted by Justice Glynn in the Industrial Relations Commission has continued. Submissions on the work and pay levels of librarians have been completed. I have provided consultancy services to the Premier's Department and the Office of the Director for Equal Opportunity in Public Employment (ODEOPE) in construction of the formal case presentation. Justice Glynn will be considering her judgement over the coming months and is expected to make a formal finding around September. Having been successful in our lobbying efforts to ensure inclusion of librarians as a major focus group for the Inquiry's considerations, it was particularly pleasing to note that our initial proposal for a quantified comparable pay case study was adopted. The NSW State Library's contribution in this regard was outstanding. General councillors may find interesting the comparison data included in Attachment C which will be circulated prior to the meeting. Further background can also be found in the July inCite article on which I collaborated with Di Fruin (ODEOPE assistant director), who presented formal submissions to the inquiry on behalf of librarians.

Representation/travel In the reporting period, I have: presented a seminar on 'Library labour market developments' for ALIA's WA branch in Perth; addressed students at Curtin University on employment and industrial relations matters in the sector; conducted classes in 'Working in the library and information sector' for the Canberra Institute of Technology; held meetings with members and the NSW Anti-Discrimination Board in Wollongong, concerning alleged discrimination against librarians in provision of employment benefits; and presented a paper on 'The library labour market', and conducted a workshop on 'Industrial relations for librarians', at the 1998 Conference of the Australian and New Zealand Theological Library Association. I have accepted firm invitations to present seminars in the immediate future for ALIA's New South Wales and Queensland branches in Sydney, Brisbane, Rockhampton, Townsville and Cairns.

1. approve the draft policy statement on industrial services for distribution to divisions for comment; and
2. note the report on industrial services activity

Draft policy statement on ALIA's industrial role and services [attachment A]

ALIA is not a registered organisation for purposes of industrial legislation. Because it operates with both individual and institutional members, it lacks the required characteristics for registration as either an employee or employer organisation. Consequently, ALIA does not directly represent its members in industrial situations, whether they be employees or institutions.

ALIA recognises that more than half its individual members are also members of trade unions. While it offers information and advice to these people, ALIA believes unions represent for them the most effective and appropriate vehicle both for negotiation of terms and conditions of employment and resolution of disputes about them. Where necessary, ALIA will liaise with relevant trade unions at the request of members to ensure effective representation of the interest of library and information workers.

ALIA also notes, however, that a significant proportion of its members have no trade union membership and are precluded from seeking it because their employment is not subject to union coverage. These people seek more significant industrial support. ALIA provides direct services for this category of member, including assistance with development of proposals for appropriate terms and conditions of employment. Where it is requested, ALIA will assist employees and their employers to establish formal contracts of employment which reflect current library and information sector standards.

With particular recognition of the merger with the Australian Council for Library and Information Services (ACLIS), ALIA also emphasises the availability of industrial relations advisory services to employers. Industrial advice has traditionally been provided to institutional members. ACLIS members are now able to avail themselves of these services.