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Welcome to the home of Australia's largest union the SDA

In Tasmania, we have over 6,000 members in the retail, fast food, hairdressing, beauty and modelling industries.
The SDA's core business is to negotiate and protect your wages and conditions with your employer. We're front and centre if you need help at work and to answer workplace enquiries - no matter how big or small. You can trust the SDA to deliver when it comes to pay rises and ensuring everyone gets a fair go at work. If things go wrong in the workplace, the SDA is a friend you can't afford to be without.
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Latest News

1312, 2016

The SDA’s Young Workmate of the Year Awards 2016

December 13th, 2016|

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1312, 2016


December 13th, 2016|


Have you been subjected to customer abuse when working?

We need you to help us to help you and your workmates.

Let’s take a stand together. Click the link below to have your say.picture1

2811, 2016

Save Paid Parental Leave. Send a message to Senators

November 28th, 2016|


Supporting parents so they can look after their babies is the right thing to do.

Government funded paid parental leave was introduced as a universal program – to be available to all families in Australia. It must stay that way.

Tell crossbench Senators to vote against changes to paid parental leave. Click here to send your message

1012, 2015

Save Our Weekend – Protect Penalty Rates

December 10th, 2015|


The SDA continues its campaign to protect Penalty Rates in the Retail, Fast Food and Warehousing Industries.

Employer groups are not relenting in their pursuit to abolish or reduce Sunday and Public Holiday rates as well as abolishing late night penalties.

A claim has been made to reduce a shift, or a days work to one hour.

The Federal Government has asked the Productivity Commission to inquire into Australia’s Workplace relations system.

An interim report has been released by the Productivity Commission recommending Sunday Rates convert to Saturday Rates.

If this goes ahead, some retail workers could lose up to $6,000 per year.

Have your say today by following the link and help us protect your entitlements.

It’s worth fighting for.

808, 2015

Alcohol and Drug Testing

August 8th, 2015|

New policies are being introduced into many Australian workplaces which enable employees to be tested by their employer for drugs and alcohol. Testing often involves employees being randomly tested for drugs and alcohol in their workplace using breath, saliva and urine-based testing devices. The implementation of drug and alcohol testing policies in retail stores has the potential to impact on SDA members like you. These policies, if introduced in retail stores, may result in you being subject to an unfair, unreasonable and potentially unlawful testing regime in your workplace. If this is happening in your store, the SDA wants to know.

The SDA has been alerted by members concerned about the impact these new testing regimes may have on them. Following up on our members’ concerns, and worried about the potential implications that these new policies could have for the rights of retail employees, the SDA is keen to hear from any members who may already be affected by drug and alcohol testing regimes.

The SDA maintains that it is unreasonable, inappropriate and potentially unlawful to test retail workers for drugs and alcohol. Recent decisions by the Fair Work Commission (FWC) reflect the SDA’s view that testing employees for drugs and alcohol should be confined to workplaces where workers are operating in high-risk, safety critical environments. The performance of construction work and the operation of heavy machinery are roles that can be classified as high-risk or safety critical. Workplace testing for drugs and alcohol is an intrusive procedure that should only be warranted where it is reasonable, appropriate and lawful. Testing should only be considered to minimise risks that impairment, due to drug and alcohol misuse, may pose in a high-risk, safety critical work environment. The SDA recognises that sometimes retail employees may be impaired at work due to misuse of drugs and alcohol, however, there are other ways of managing these incidents. There is no need for heavy-handed, intrusive and invasive testing regimes designed for high-risk work environments to apply to retail stores. Workplace testing for drugs and alcohol is not warranted in a retail environment.

The SDA has a number of serious concerns in relation to how drugs and alcohol policies may impact on our members:
Drug and alcohol policies have been developed for higher-risk worksites where heavy machinery is in operation, not for employees working in lower-risk retail stores where these high-risk elements are absent. The SDA has not been provided with any evidence of safety issues or incidents in retail stores involving employees affected by drugs and/or alcohol misuse. Employees who are subject to these kinds of policies are often required to disclose private and personal health information, including medication that they have been prescribed by qualified medical practitioners, which is not relevant to their work. Where testing of employees is undertaken, it is often not done appropriately and in line with best practice, that is by an independent, accredited testing agency. Employees’ private information, including non-negative test results, could potentially be held by their employer, without the employee knowing if this information is secure. Drug and alcohol testing policies are often introduced under the guise of promoting employee health, safety and wellbeing, however, they can be still applied by a company in a punitive way, which ultimately may result in an employee losing their job.

The SDA is very concerned about the potential implications that drug and alcohol testing policies could have for the workplace rights of retail employees. The SDA is keen to hear from members who may already be subject to testing for drugs and alcohol in their workplace.

If you are aware of alcohol and drug testing being conducted in your workplace please contact the SDA on 6331 8166.