The Equity Wellness page on this website has a range of resources, including a database of GPs, Psychiatrists and Psychologists who have self-identified as having a special interest in or affiliation with the arts and/or artists.
Counselling services include:
• beyondblue: aims to increase awareness of depression and anxiety and reduce stigma. 1300 22 4636, 24 hours/seven days a week.
• Lifeline: 24-hour crisis counselling, support groups and suicide prevention services. 13 11 14.
• SANE Australia: support, training and education enabling those with a mental illness to lead a better life. 1800 18 7263, 10am-10pm AEST (Mon-Fri).
For a full list of mental health counselling services go to this page.
MEAA has relationships with several benevolent and support funds which have been established to help members of our industries who are in need.
New Zealand Actors Benevolent Fund
NSW Journalists Benevolent Fund
The NSW Journalists Benevolent Fund is managed by a group of trustees and is affiliated with the Media section of MEAA. The trustees meet regularly to review applications and status of their investment portfolio. Donations and bequests can be made online at: nswjbf.org
Queensland Journalists Benevolent Fund
The Queensland Journalists Benevolent Fund exists to support journalists in need. Requests for support can be sent to Queensland Media branch president Peter McCutcheon.
Victorian Media Section Benevolent Fund
The Victorian Media Section Benevolent Fund exists to support journalists in circumstances of extreme financial distress. Requests for support can be sent to Victorian Media Section Branch President Marisa Wikramanayake
Canberra Journalists Benevolent Fund
The Canberra Journalists Benevolent Fund provides grants or interest-free loans to journalist members of the ACT Branch experiencing financial hardship and, at the discretion of the trustees, can pay a benefit to the next of kin of a deceased member or former member. Contact Michael White with requests for support.
Support Act is a fund that exists to assist singers, songwriters, composers, musicians, roadies, techies, managers and staffers. This Fund is not connected with MEAA, though many MEAA members would be able to make an application for assistance. Donations and bequests can be made online at: supportact.org.au
Entertainment Assist aims to assist people working in the entertainment industry, particularly those with mental health issues. The MEAA Equity Director sits on the board of Entertainment Assist. Donations and bequests can be made online at: entertainmentassist.org.au/ocd.aspx
MEAA’s National Industrial Team has produced this fact sheet to answer all your questions about coronavirus.
MEAA’s view is that a workplace shut down should be the last resort for employers, only to be utilised where a closure or cancellation is unavoidable and outside of the employer’s control.
Before entering into a workplace shutdown, employers should consult with employees and the union and discuss the effect of the shut down on employees and measures to reduce adverse effects of the shutdown.
If a workplace is shut down due to COVID-19, best practice would be for employers to pay workers during shut down to minimise the impact on the workers although we note this is not legally enforceable.
However, employees need to be aware that section 524 of the Fair Work Act states that if an employee cannot be usefully employed, and the stoppage of work (or a shut down) is outside of the employer’s control, the employer is not required to pay employees that are stood down.
If you are covered by an enterprise agreement, other provisions may apply (though most EAs do not have alternate shut-down provisions). If you are covered by a contract, refer to the contract to see if it contains a “force majeure” or “Act of God” clause, because this may affect your legal entitlements.
If employers decide to shut down in accordance with section 524, MEAA will consider asking for the employer or government funders of the employer to pay employees during a shut down.
Unions are seeking that the federal government provide necessary financial support, including additional paid leave to workers, so that workers can meet immediate needs.
If you are stood down without pay, you can contact the MEAA for advice on your specific circumstances.
Permanent employees – In normal circumstances, if a producer cancels a tour and it is within the cancellation period, you may be paid out in accordance with your contract which may provide for either payment in full, cancellation fees or notice periods.
Please refer to the contract to see if it has specific terms about a shutdown of “force majeure” or “Act of God”. This means that if the reason for the closure is beyond the control of the employer, they may argue that they are not required to pay their workers the full amount of the contract.
If a section 524 stand down applies, you are not lawfully required to be paid.
Casual employees – As casual employees are engaged on an hourly or daily basis, it is not likely to be paid out beyond this engagement. However please check your contract or terms of engagement. Some enterprise agreements will have roster cancellation notice periods which may apply.
MEAA is advocating for employers to mitigate the losses to casual employees by honouring payments for rostered shifts, notice periods and other ongoing payments where applicable.
Where possible, employers should make provisions for you to work from home. However, we recognise this is not likely to be feasible for some workers such as performers and production crew.
Permanent employees – In the event an employee is directed by the employer to self-isolate, MEAA’s position is that the employer should continue to pay the employee “special leave”. Special leave is the term given to paid leave that is provided in addition to legal entitlements including annual and personal leave.
Casual employees – Casual workers have no legal entitlement to paid sick leave. However, unions are advocating for workers including casuals to be granted paid “special leave” by employers to minimise the financial impact of COVID-19. We are asking employers to grant paid leave due to the significant public health risk should employees be forced to come to work for financial reasons. Employers should provide paid leave to ensure that there are no barriers or disincentives to self-report, which in turn would assist in minimising risk to others. Some employers are already doing this.
Independent contractors – Like casuals, paid leave generally does not apply to independent contractors; however, again we are asking employers to pay discretionary amounts to mitigate losses to contractors.
This is a more complex issue. If you take time off because you fear that you may have contracted COVID-19, it is advisable to seek medical advice immediately and obtain a doctor issued medical certificate to provide to your employer.
Permanent employees – If an employer directs you to remain at home until you have medical clearance, then your employer should continue to pay your wages. If you are unwell, and have enough personal leave remaining then you should be paid personal leave for the time off work. However, unions are advocating for workers including casuals to be granted paid “special leave” by employers to minimise the financial impact of COVID-19. We are asking employers to grant paid leave due to the significant public health risk should employees be forced to come to work for financial reasons. Employers should provide paid leave to ensure that there are no barriers or disincentives to self-report, which in turn would assist in minimising risk to others. Some employers are already doing this.
Casual employees – Casual workers have no legal entitlement to paid sick leave. However, unions are advocating for workers including casuals to be granted paid “special leave” by employers to minimise the financial impact of COVID-19. We are asking employers to grant paid leave due to the significant public health risk should employees be forced to come to work for financial reasons. Employers should provide paid leave to ensure that there are no barriers or disincentives to self-report, which in turn would assist in minimising risk to others. Some employers are already doing this. You cannot be discriminated against if you are absent from work for having an illness.
Independent contractors – Paid leave generally does not apply to independent contractors, however please check the terms of your contract.
Permanent employees – You can access paid carer’s leave to care for any immediate family member affected by an illness, which comes out of your personal leave accrual.
Casual employees – Casual workers have no legal entitlement to paid carer’s leave. However, unions are advocating for workers including casuals to be granted paid “special leave” by employers to minimise the financial impact of COVID-19. We are asking employers to grant paid leave due to the significant public health risk should employees be forced to come to work for financial reasons. Employers should provide paid leave to ensure that there are no barriers or disincentives to self-report, which in turn would assist in minimising risk to others. Some employers are already doing this.You must advise the employer that you are taking the time off for that reason immediately and may need to provide evidence that your family member is sick. You cannot be discriminated against for taking time off to care for immediate family members.
Independent contractors – Paid leave generally does not apply to independent contractors, however please check the terms of your contract.
Permanent employees – If you are a permanent worker and become unwell and have run out of accrued paid personal leave you may seek to access your annual leave or unpaid personal leave.
Casual employees – Paid sick leave does not apply to casual workers.
Independent contractors – Paid sick leave generally does not apply to independent contractors, however please check the terms of your contract.
Unions are advocating for workers including casuals and contractors to be granted paid “special leave” by employers to minimise the financial impact of COVID-19. This is not a legal entitlement but we are asking employers to grant this given the significant public health risk should employees be forced to come to work for financial reasons. Employers should provide paid leave to ensure that there are no barriers or disincentives to self-report, which in turn would assist in minimising risk to others. Some employers are already doing this.
You cannot be discriminated against if you are absent from work for having an illness.
Workers’ compensation may be a consideration should you contract the disease in connection with your employment. However, this may be difficult to prove if the virus becomes widespread within the community. As this is an uncharted application of workers compensation law – we can’t advise on it specifically but you can speak with a workers compensation lawyer.
If you have become aware that there is a reported case of COVID-19 in the workplace — whether it be a fellow worker or an audience member — your employer must take steps to protect workers from exposure and provide a healthy and safe workplace. The following advice applies to all workers including permanent, casual and contractors. Independent contractors are considered ‘workers’ under work health and safety legislation and are entitled to the same consideration as employees in these circumstances.
We recommend that you ask your employer to provide information on the section or department the person was working in, so that you can determine your proximity to the person who has been diagnosed and what measures they intend to implement.
Employers have an obligation to provide information and training to workers regarding potential health risks. Employers also have obligations to ensure that co-workers are not exposed to known cases or contacts and will be required to provide any contacts of cases to public health authorities.
Workers have obligations to take reasonable care that their acts or omissions do not adversely affect other colleagues (for example, by failing to observe health department advice or recommendations).
Under Work Health and Safety legislation, you have the right to refuse to carry out, or cease work, if you have a reasonable concern that the work would expose you to a serious risk to your health and safety, emanating from an immediate or imminent exposure to a hazard. A serious risk could mean the risk of coming into contact with a confirmed case of COVID-19, however, it may not include a ‘suspected case’. If your employer is requiring you to work in circumstances where you think you are exposed to serious risk, please contact your elected Health and Safety Representative (“HSR”) or the MEAA.
Under Work Health and Safety legislation, all workers have the right to refuse to carry out, or cease work, if you have a reasonable concern that the work would expose you to a serious risk to your health and safety, emanating from an immediate or imminent exposure to a hazard. A serious risk could mean the risk of coming into contact with a confirmed case of COVID-19, however, it may not include a ‘suspected case’.
However, it is very important to obtain advice before refusing to attend work, and communicate with your employer in writing should you need to stay home. If your employer refuses to permit you to stay home, seek advice.
Permanent employees – If you are a permanent employee and you obtain a medical certificate because you feel unwell, whether physically or psychologically, your employer cannot lawfully terminate your employment because you are sick.
Seek advice about your particular circumstances before refusing work where your employer is requiring you to continue.
Casual employees – If you are a casual employee and you obtain a medical certificate because you feel unwell, either physically or psychologically, your employer cannot legally terminate your employment for that reason, however there is no legal requirement that you be paid.
While casual employment is an insecure form of work, an employer cannot discriminate against you because you have caring obligations for an immediate family member.
Independent contractors – Please check the terms of your contract. Best practice would be to speak to your employer about how to manage the situation. Employers have the same obligation to you to provide a safe and healthy workplace and cannot discriminate against you for exercising your right to a safe workplace.
Some workers — such as older workers, people with chronic health conditions and those who are immuno-compromised — may be at higher risk of contracting COVID-19. As the situation with the spread and behaviour of the virus is yet unknown, it is wise to consult regularly with your doctor and seek medical advice about the various risks of attending work and how to take all necessary precautions to avoid exposure. Your doctor can write a medical certificate should they believe you should either work from home, or not attend work at all, if working from home is not a possibility. Unions will seek that special leave be granted for high risk workers and the MEAA can advise on a case-by-case basis if needs be.
Under Australian Work Health and Safety legislation you have the right to refuse to carry out, or cease work if you have a reasonable concern that the work would expose you to a serious risk from an immediate or imminent exposure to a hazard. A serious risk would mean the risk of coming into contact with a confirmed case of COVID-19, however, it may not include a ‘suspected case’. This applies to all categories of workers i.e. permanent, casual and independent contractors.
Permanent employees – Seek advice if your employer does not consent to ceasing at-risk duties including travel. Whether you get paid would depend on the terms of your contract, how much notice you provided and the particular circumstances of your case.
Casual employees – As casual employees are engaged on an hourly or daily basis, it is not likely to be paid out beyond this engagement.
Independent contractors – Whether you get paid would depend on the terms of your contract, and how much notice you provided.
The Australian Government Department of Health releases the latest information and advice on their website. Please refer to the site for regular official updates and for details on how to reduce your risk of contracting COVID-19.
State/territory specific information can be found here:
As the vaccination roll-out continues across Australia, we know that thousands of MEAA members have opted to be vaccinated.
In the past month, our representative bodies have come together to consider the position the union should put to members about vaccinations for work purposes.
The clear view of MEAA is that workers in our industries should be vaccinated where it is reasonable and safe to do so.
MEAA believes that the collective good and the vibrant future of our industries are best served by vaccination and the expert guidance of the Australian medical community.
During this time of change, we think it’s important for you to understand your employment rights, to know where you stand and what you can do.
If you would like more information about your rights and obligations as an employee/contractor during this period, please do not hesitate to contact MEAA.
The clear view of MEAA is that workers in our industries should be vaccinated where it is reasonable and safe to do so.
There are different considerations in every workplace.
Your employer has a duty of care to you and your work colleagues, as well as the public. They must provide a safe workplace for you and your colleagues, as well as the public that may use that workplace. They also have a duty to not endanger the welfare of the audiences they serve. The best means of achieving this is to ensure very high levels of vaccination against coronavirus throughout the workforce.
Employers cannot rush this process. They must engage with employees and contractors and explain their situation respectfully and provide you with the resources you ask for.
Consultation is critical to ensure we are all informed and moving in the right direction.
MEAA supports vaccination, so that:
• Members have a significantly lesser chance of contracting coronavirus.
• Members have a significantly lesser chance of being hospitalised and intubated, where the coronavirus is contracted.
• Members can work in the knowledge that their colleagues are vaccinated and there is a markedly reduced chance the coronavirus can be transmitted.
• The industry projects a message that the public we entertain should feel safe when attending performances and worksites.
MEAA has members who are immunocompromised and/or who have other conditions which makes receiving the vaccine dangerous to their health. These members cannot be left behind. In the first instance, workers who cannot be safely vaccinated should be provided with personal protective equipment where it can be incorporated into their work practices.
We are talking with industry leaders about their duty not to discriminate against workers who can’t safely be vaccinated and to ensure their welfare while risk levels require a vaccinated workforce. MEAA will assist members with advice about discrimination laws and claims.
The only way our industries will be revived and remain viable in the long term, is if the best medical advice is followed. That advice is that everyone who can be safely vaccinated, should be vaccinated.
If you object to being vaccinated on principle, MEAA will professionally and respectfully represent your interests. We know that all cases have to be dealt with on their own facts. You should contact MEAA for assistance if you think a direction to be vaccinated is unacceptable and/or compromises your welfare.
An employer cannot make anyone take a medication or receive treatment. The issue really is: are there consequences if I refuse to be vaccinated?
At the moment, we know that:
1. Employers have a prevailing duty of care to all users of their premises.
2. Employers cannot assume that they can direct employees to take the vaccine under any circumstances.
3. Employers who do direct employees to take the vaccine will need to demonstrate that it is a lawful and reasonable direction, which will be determined on a case-by-case basis.
Governments have so far left it to individual employers to determine. Much will depend on your working situation.
If you are in regular contact with colleagues and/or the public, there is a strong argument that a direction to be vaccinated will be considered reasonable and lawful, but only a court or tribunal can establish this in the absence of laws compelling vaccination.
If you work alone and have no contact with others, a direction to be vaccinated may not be seen as reasonable or lawful.
You need to consider the individual circumstances of the business and the kind of work being performed. Some relevant factors include whether:
1. The nature of the work carried out by the employee and the business is relevant. For example, does the employer’s business involve circumstances which give rise to risks relating to coronavirus transmission?
2. The vaccine is required in order for the employer to meet their legal work health and safety obligations.
3. The vaccination is an inherent requirement of the employee’s role.
4. It is discriminatory to require certain employees to receive the vaccine (e.g. due to religious beliefs or health requirements).
5. What alternative arrangements can be put in place to reasonably manage the risk relating to employees, who do not have the vaccine (e.g. working from home)?
In some circumstances it may be obvious when it is a lawful and reasonable direction in relation to the vaccine. For example, where employees have close and regular contact with other colleagues or the public or vulnerable classes of people, such as in direct care roles, or emergency workers.
However, for many Australian businesses, including in MEAA’s areas of operation, such a determination may not be so clear, and care will need to be taken.
Yes. Employers have a range of reasonable options available to them, such as:
1. Incentivising employees to take the vaccine willingly, for example, by providing paid time off for the employee to take the vaccine, or allowing it to be administered during working hours.
2. Considering alternative working arrangements for employees who do not wish to take the vaccine, and for who it would be unlikely that a direction would be lawful and reasonable.
Employers can also increase other coronavirus safety measures, such as PPE, to account for employees who may choose to not take the vaccine.
Employers cannot and should not carelessly rush you into being vaccinated. It has to be safe for you and you need to know about the vaccines now in use. That is a conversation best held with your family doctor. In addition, you can also request additional information from your employer about the vaccination process and how it relates to your workplace.
Before implementing a new workplace policy or changing an existing policy about vaccinations, employers should consider their workplace and employees’ circumstances and whether they need legal advice about their obligations.
Most workplaces are covered by either an award, enterprise agreement or another registered agreement. All awards and enterprise agreements have a consultation clause requiring employers to consult with employees and any representatives when an employer intends to implement significant workplace changes. Some registered agreements, employment contracts or existing workplace policies may also require employers to consult.
This means that before introducing or changing a workplace policy about vaccinations, employers should review any applicable workplace instrument, employment contract or existing workplace policy to find out:
1. Whether they need to consult under that document (as well as needing to consult under work health and safety laws).
2. Who they need to consult with (including any employee representatives or unions).
3. How they need to consult about the proposed workplace change.
Under work health and safety (WHS) laws, employers also have to consult with employees and their health and safety representatives (HSRs) about possible control measures to address WHS risks. This includes consideration of a new policy about coronavirus vaccinations or changes to an existing vaccination policy.
Employers must also provide employees and their HSRs a reasonable opportunity to express their views about the policy changes. Employers need to take these views into account when making a decision and advise employees and HSRs of their decision.
There is currently no ironclad rule requiring employers to provide an employee with paid time off to get vaccinated.
Unions are campaigning for paid vaccination leave to be available to all workers as a basic workplace right alongside paid pandemic leave.
Where an employer requires an employee to be vaccinated against coronavirus (for example, because they have a mandatory vaccination policy in place), the employer should cover the employee’s travel costs, as well as other out-of-pocket costs and give the employee time off work without loss of pay, if the appointment is during work hours.
Even where an employer doesn’t require their employees to be vaccinated against coronavirus, they can still discuss work adjustments, leave arrangements or incentives with their employees to support them getting vaccinated. These arrangements could include:
1. Requesting and taking leave (for example, annual leave or unpaid leave).
2. Starting work later or finishing early (to help employees to attend a vaccination appointment around work hours).
3. Working from home (to help an employee attend a local vaccination appointment).
4. Providing paid time off for their employees to get vaccinated against coronavirus.
Full-time and part-time employees can use paid sick leave if they can’t work because they’re unwell after being vaccinated.
If a full-time or part-time employee runs out of paid sick leave, they may be able to agree with their employer to access other paid leave entitlements, like annual leave, or to make other arrangements like taking unpaid leave.
Employers should also consider their obligations under any award, enterprise agreement or other registered agreement, employment contract or workplace policy, which could include extra rules about sick leave.
The law is rapidly moving in the direction that employers can be presumed to have the right to insist on new employees being fully vaccinated. Where the prospective employee/contractor is unvaccinated or refuses to disclose their vaccination status, the employer would be entitled to terminate the recruitment process. In addition, if an employer completes the recruitment process and the employee (or contractor) commences their employment, and then the employer discovers that the employee is unvaccinated, the employer may terminate that employment, so long as they could demonstrate that it was an condition of the employment and that it was communicated to the prospective employee at the outset of the recruitment process or clearly expressed in the contract of employment that was executed by the employee.
An employer’s vaccine requirement must be mindful of Australian discrimination laws.
The Sex Discrimination Act 1984 (Cth) (SDA) and the Disability Discrimination Act 1992 (Cth) (DDA) make it unlawful to discriminate on the grounds of pregnancy and disability in many areas of public life, including in employment.
‘Disability’ is broadly defined in the DDA and includes past, present and future disabilities, as well as imputed disabilities.
For people who are pregnant or have a disability or underlining medical condition that prevents them being vaccinated, a blanket rule mandating coronavirus vaccination is likely to engage the ‘indirect discrimination’ provisions in the SDA and the DDA and therefore also pursuant to General Protections breaches under the Fair Work Act 2009 (Cth) (FWA).
In broad terms, indirect discrimination occurs when a person is required to comply with a general requirement or condition (such as mandatory coronavirus vaccinations), and they are unable to do so because of their pregnancy or disability and it has the effect of disadvantaging them.
Under the SDA, DDA and FWA, indirect discrimination may occur if an employer requires, or proposes to require, that a person comply with a general requirement or condition. This means that an employer does not need to seek to enforce a mandatory coronavirus vaccination policy (e.g., by way of termination, suspension, or performance management) to engage in unlawful discrimination.
Whether a requirement by an employer that its employees receive coronavirus vaccinations is considered ‘reasonable’ by a court or tribunal is likely to be highly fact dependent, taking into account the particular workplace and the employee’s individual circumstances.
Australian governments have advised pregnant women to receive the coronavirus vaccine. Pfizer is the preferred coronavirus vaccine for women who are pregnant, breastfeeding or planning pregnancy. Research shows Pfizer is safe for pregnant and breastfeeding women and they can receive the vaccine at any stage of pregnancy.
The risk of serious outcomes from coronavirus is higher for pregnant women and their unborn baby. Pregnant women who get coronavirus have a higher risk of needing to go to hospital or needing intensive care. Their unborn baby has a slightly higher chance of being born prematurely (born before 37 weeks of pregnancy) and needing to go to a hospital for care.
Vaccination is the best way to reduce these risks.
Women who are pregnant or planning pregnancy, are ultimately responsible for navigating that pregnancy and determining the best approach for them and their family. As such, women who are pregnant or planning pregnancy, should consult their medical providers about coronavirus vaccination and discuss the best way forward for their respective pregnancy pathway.
Employers should exercise precaution when dealing with women in this category of employees, as they can still find themselves in breach of the antidiscrimination framework, irrespective of the public health orders.
With few exceptions, a company seeking to engage the services of a contractor can generally insist on the terms that they use to engage contractors. MEAA’s best assessment is that a company can make a work offer contingent upon a contractor proving their vaccination status, remembering that a company has the same work health and safety obligations as any other employing entity.
If you are denied a contracting opportunity because you have not provided vaccination status information and you think your vaccination status has no bearing on the work you wish to perform, contact MEAA.
Generally, it’s unlikely that an employee could refuse to attend their workplace because a co-worker isn’t vaccinated against coronavirus. The reasons for this include:
1. Where vaccination isn’t mandatory for all employees and many workplaces won’t be able to require their employees to be vaccinated.
2. The co-worker may have a legitimate reason not to be vaccinated (for example, a medical reason).
If an employee refuses to attend the workplace because a co-worker isn’t vaccinated, their employer can direct them to attend the workplace if the direction is lawful and reasonable.
If an employee has concerns about the safety of the workplace, they should raise their concerns with their employer and MEAA as soon as possible.
The public health orders as administered by state and territory health departments mandate a range of circumstances where an employer can issue employees reasonable directions to undertake coronavirus testing. Members are directed to consult with their respective health departments to ascertain their precise position in relation to their state or territory’s health department public health orders.
The directions ought to be lawful and reasonable. In other words, there has to be a sound basis for an employer requiring an employee to undertake a coronavirus test. It cannot be for the employer’s convenience.
Undertaking the test must be linked to the inherent requirements of your job. The bottom line is that your health status has to be relevant to the work you perform and the environment in which you work.
Although the law is rapidly developing, it should be noted that a direction to be tested is more likely to be lawful and reasonable if a worker or contractor shows signs of ill-health associated with coronavirus, or the employee works in close proximity to other colleagues or the public.
An employer may require this information where it is valid part of ensuring that the workforce overall are not being put at risk of increased coronavirus transmission, but the law is not settled in this area.
If a workplace does not require you to be vaccinated, the grounds on which they can seek personal medical information (and therefore compromise your privacy) are not strong.
This question has arisen from members concerned that visiting US productions may seek to use US screen sector vaccine-recognition rules. These rules recognise that the Pfizer vaccine has been approved at all levels in the USA, while the AstraZeneca vaccine has been approved for so-called ‘emergency use’. (Pfizer only received full approval in the USA in August 2021. It is common for vaccines to be approved in stages and over a lengthy period of time.)
MEAA firmly believes that a production cannot discriminate against employees or contractors on the basis of which vaccine they have used, so long as the use of those vaccines has been approved by the relevant federal/state health authority. It is the health rules as they are in Australia that apply to productions taking place in Australia. In Australia, the Therapeutic Goods Administration (TGA) has approved 3 vaccines for use in Australia:
If a production seeks to discriminate against MEAA members by insisting on one type of vaccine or giving one vaccine a higher value than another, affected members should immediately contact the union.
NOTE: This is a fast-moving and incomplete area of law and was last updated on September 17, 2021. It is subject to rapid change, including through decisions by the courts and by Australian governments. MEAA will update this resource to reflect what the law says.