Damning new evidence of alleged violence and corrupt conduct in CFMEU's Queensland branch | 7.30

Key Concepts

• CFMEU (Construction, Forestry, Maritime, Mining and Energy Union): One of Australia's largest unions, representing members across various industries.
• Commission of Inquiry: A formal investigation into allegations of misconduct.
• Independent Administrator: An appointed individual to oversee and manage a union's operations.
• Anti-Corruption Expert: A professional specializing in identifying and investigating corrupt practices.
• Turf War: A conflict or competition, often aggressive, between rival organizations or groups.
• Coercive Control: The use of intimidation and manipulation to exert power over others.
• Behavioral Change Program: Initiatives aimed at modifying the conduct of individuals, particularly in relation to gender equality.

Allegations of Violent and Corrupt Conduct within CFMEU Queensland Branch

A commission of inquiry has been hearing extensive evidence and allegations concerning the violent and corrupt conduct of the CFMEU's Queensland branch under its former leadership. The union, a significant entity in Australia with over 120,000 members across building, construction, shipping, timber, furnishing, and textile industries, is facing scrutiny for alleged systematic wrongdoing and a culture of misconduct.

Former Leadership and Culture of Misconduct

The allegations point to a period of significant misconduct, particularly under the former leadership of Michael Ravbar, William Kanlav, and Jade Inum. This leadership is described as having fostered a culture where the union's business model was to be feared, with a willingness to operate outside the law to acquire more power. As one witness stated, "If you negotiate with us, do not think for a second we're going to obey the law."

The Queensland branch's issues were previously raised in a royal commission a decade ago, leading to descriptions of the CFMEU as the "problem child" within the Queensland union movement under its former leadership.

Independent Administration and Investigation

In response to these concerns, the federal government took the unprecedented step of appointing an independent administrator, Melbourne barrister Mark Irving, to take over the union's construction and general division in July of the previous year. Mr. Irving then engaged Jeffrey Morris Watson, an anti-corruption expert, to investigate the union in Queensland.

Mr. Watson's investigation, which involved interviewing alleged victims and analyzing incidents, revealed a reality far more serious than initially perceived. He described his initial impression as thinking "this is a storm in a teacup" based on written accounts, but his subsequent interviews led him to realize "it was quite different every day."

Tactics and Intimidation

The investigation highlighted aggressive tactics employed by the CFMEU, including instances of intimidation and abuse directed at rival unionists, specifically the Australian Workers Union (AWU). Recordings released to the commission showcase confrontational exchanges, such as: "I don't give a what you got. We got members here. We got heart. You ain't got heart. You ain't got rights. You ain't got terms and conditions. So get your little wagon and off now."

Mr. Watson claimed the AWU was subjected to such extensive abuse and intimidation that it was impossible to detail every incident. The conduct was described as "pretty horrific from um from the beginning. Um uh when you say the beginning, what's the beginning? Well, um maybe 2010."

Furthermore, the misconduct extended to government officials, including state workplace safety regulators. The strategy, as described by Mr. Watson, was to "just get stuck into them until you break them, drive them out of the job, and then you break the next one."

Learned Behavior and Victorian Influence

Mr. Watson linked the behavior in Queensland to tactics used by the Victorian CFMEU branch under John Setka. He suggested that the Queensland leadership, including Mr. Ravbar and Mr. Ringham, observed the success of the Victorian branch in "terrifying the contractors" and pushing the AWU out of the civil sector, and subsequently adopted a similar model. Mr. Watson stated, "Now, I am 100% confident that the people in Queensland, Mr. Ravar, Mr. Ringham, they'd seen that success and said, 'We can do the same here.'"

Continued Influence and Coercive Control

Even after the former leaders were ousted, Mr. Irving alleged that they retained shadow control over the union until June or July of the current year. They are also accused of exercising coercive control over other members who were cooperating with Mr. Watson's investigations.

Refusal to Cooperate and Hostility Towards Women

Mr. Irving is considering expelling individuals, including Mr. Setka, from the union. Mr. Setka, who was invited to participate in the investigations, reportedly refused via text message, which allegedly contained personal attacks and threats. Mr. Ravbar and Mr. Ringham also declined invitations for interviews. Mr. Watson described the few union officials who did participate as being unhelpful, citing one official who attributed his poor memory to being a former footballer and his grandmother's dementia.

Mr. Watson identified hostility towards women as the "single worst aspect" of the cultural problems within the CFMEU, a claim Mr. Ravbar has publicly denied. Mr. Watson emphasized the importance of observing actions over words, stating, "I don't care that Mr. Rabbar or Mr. Ringham will come out every day of the week and say we do a lot to encourage women. I like to look at their actions rather than their words."

Future of the Inquiry and Restructuring Plans

The commission of inquiry is scheduled to continue for another three days next month and again in the new year. While Mr. Ravbar has not yet been confirmed as a witness, he is on the list of individuals who may be required to appear.

In the interim, the union's restructuring plans have been revealed, including a multi-million dollar program focused on addressing behavioral change among men in the industry concerning their attitudes towards women. There is an indication that the culture is changing, with the union aiming to re-engage with the broader trade union movement and make reparations for past actions, starting with the recognition that their previous path was wrong.