INTERIM AGREEMENT Parties The Corporation of the Synod of the Diocese of Brisbane (Corporation) Affiliated Anglican Employer Authorities (Affiliated Schools) (see Schedule 1) Queensland Independent Education Union (QIEU) and others (see Schedule 2) Date:
2007
Interim Agreement (Agreement) between the Anglican Employer Authorities listed in Schedule 1, QIEU (as agent for its members) and other Unions (as agent for their Members) listed in Schedule 2, on the following matters and terms: 1.
Extension of the Deed of Settlement dated 24 November 2006 (Deed)
1.1
Pursuant to section 27.8 of the Deed the Parties extend the operation of the Deed in accordance with this Agreement, subject to: (a)
The termination provisions provided in paragraph 3 hereof;
(b)
The further provisions listed in paragraph 4 hereof; and
(c)
The amendments listed in paragraph 5 hereof.
1.2
This Agreement is to be read in conjunction with the Deed. To the extent that this Agreement is silent on any matter, the Deed will prevail. To the extent of any inconsistencies between this Agreement and the Deed this Agreement will prevail.
2.
Purpose
2.1
This Agreement is intended to have the effect of: (a)
Providing certainty of working conditions to the Members of the Union listed in Schedule 2 and the Employees listed in Schedule 3 until 30 September 2008;
(b)
Recording agreement between the Parties on the matters contained in this Agreement and preserving the terms of the Deed to the extent they are not amended or varied by this Agreement;
(c)
Demonstrating the Parties' good faith and commitment to ensure industrial certainty and, ultimately, reach agreement in the form of a Workplace Agreement;
(d)
Not binding the Parties beyond the terms of this Agreement;
(e)
Not dealing with all the outstanding issues between the Parties;
(f)
Not disadvantaging the Parties;
For the purpose of this Agreement a Workplace Agreement has the same definition as contained in s4 of the Workplace Relations Act 1996, as amended from time to time.
2 3.
Commencement, duration and termination
3.1
On execution of this Agreement by the Parties listed in Schedule 1 and Schedule 2 this Agreement will come into effect and operate between [insert date] and 30 September 2008 subject to: (a)
Any variation in accordance with clause 3.5 of this Agreement;
(b)
Earlier termination in accordance with clause 3.6 of this Agreement; or
(c)
Further extension in accordance with clause 3.8 of this Agreement.
3.2
Members of the Unions listed in Schedule 2 will be deemed to have accepted this Agreement on execution of the Agreement by the Unions listed in Schedule 2.
3.3
The Employees listed in Schedule 3 will be provided with a copy of the Agreement by the Corporation or Affiliated Schools listed in Schedule 1. Acceptance of this Agreement will be deemed to have been given if he or she reports for work on the first day of term 1 of the 2008 school year or the first day of their employment, if a later date.
3.4
This Agreement will terminate automatically on 30 September 2008 if not earlier terminated in accordance with clause 3.6 or extended in accordance with clause 3.8.
Variation 3.5
This Agreement may be varied on written agreement being reached between the Parties listed in Schedule 1 and Schedule 2 at any time during the life of the Agreement or during any extension to the Agreement.
Early termination 3.6
This Agreement may be terminated prior to 30 September 2008 by: (a)
Written agreement to terminate between the Parties listed in Schedule 1 and Schedule 2; or
(b)
Immediately in the event of a breach of clause 5.4 by any Party listed in Schedule 1 or Schedule 2 who is not in breach of this clause.
whichever is earlier. 3.7
This Agreement and the Deed will terminate automatically if a Workplace Agreement is negotiated and approved in respect of the Anglican Employing Authorities, the Members of the Unions listed in Schedule 2 and the Employees listed in Schedule 3.
Further extension 3.8
If this Agreement is not terminated on or prior to 30 September 2008 it may be extended for a period of 2 calendar months without need for formal agreement being reached between the Parties on: (a)
Receipt of a written recommendation to extend this Agreement to the Parties listed in Schedule 1 and Schedule 2 from representatives of the SBU at least 14
3 days prior to 30 September 2008 along with the reason for the extension; and (b)
The Parties in Schedule 1 and Schedule 2 accepting the recommendation and confirming the acceptance of such recommendation by joint communiquĂŠ to Members of the Unions listed in Schedule 2 and the Employees listed in Schedule 3,
on condition that agreement has been reached, in writing, prior to 30 September 2008 as to the proposed pay increases applicable to each teaching and non teaching classifications for the life of any Workplace Agreement. 3.9
On expiry of the 2 calendar month extension no further extension will be possible without formal agreement being reached between the Parties, signed by the Corporation and the parties listed in Schedule 2.
4.
Further Provisions
Wage increase 4.1
During the life of this Agreement the following wage increases will apply to the current minimum wage rates contained in the Anglican Schools Certified Agreement 2004 (CA 926 of 2003) as increased under the Deed:(a)
An increase of 4%, payable from 1 January 2008 for all teaching employees;
(b)
An increase of 4% from 1 January 2008 for all non teaching employees, provided that all non teaching employees must receive a minimum wage increase of at least $30.00 per week.
4.2
Increases contained in clauses 4.1(a) and 4.1(b) above will apply to wages, salaries and allowances (with the exception of the Northern Allowance, to which the increase shall not apply).
4.3
The actual minimum rates payable to employees in accordance with this increase are set out in Schedule 4 to this Agreement.
Child Care Workers 4.4
The following wage increases will apply to the current minimum wage rates contained in the Anglican Schools Certified Agreement 2004 (CA 926 of 2003) as increased under the Deed: (a)
Interim Decision (i)
Under clause 13.2(a) of the Deed, the parties agreed the dollar amount of the wage increases pursuant to the interim decision (operative date 24 March 2006) of the Queensland Child Care Industry Award Equal Remuneration Case will be passed on to all child care employees. The increases for 10 April 2006 and 1 September 2006 have been implemented. The increases for 1 March 2007 and 1 September 2007 will apply from the first pay period on or after 1 September 2007.
(ii)
Actual wage rates, including the 1 March 2007 and 1 September 2007 increases payable to child care employees as a result of the interim
4 decision, are provided for in accordance with Schedule 4 to this Agreement. 4% Increase
(b)
An increase of 4% from the first pay period on or after 1 January 2008 for all child care employees, provided that unqualified assistants must receive a minimum increase of at least $30.00 per week. Calculation of 4% Increase
(c)
The 4% increase will be calculated based on wages inclusive of increases as result of the interim decision. North Queensland Schools
(d)
(i)
Under clause 13.2(e) of the Deed, the parties agreed:(A)
To align North Queensland child care employee wages (after school hours care) with South Queensland child care employee wages (after school hours care);
(B)
As a result, wage adjustments to align wages will be absorbed into salary increases over the period, from 1 January 2007 to 31 December 2009.
(ii)
The amount of the first wage adjustment, to take effect from the first pay period on or after 1 January 2007, has been implemented.
(iii)
The amount of the second wage adjustment, to take effect from the first pay period on or after 1 January 2008, is set out in Schedule 4.
Positions of Added Responsibility 4.5
The Parties agree to negotiation of the PAR Schedule referred to in clause 15 of the Deed as part of the negotiation of any future Workplace Agreement.
Natural Disaster Leave 4.6
Subject to the Principal being satisfied that the absence is unavoidable or justified, employees are entitled to a maximum of three (3) days paid Natural Disaster Leave per calendar year in the following circumstances: (a)
where flood, cyclonic disturbances, severe storms, bush fires (or any other comparable natural disaster) prevents the employee from staying at or attending the employee's normal place of employment; and
(b)
one or more of the following circumstances applies: (i)
where the employee is required to return home before the employees usual ceasing time to ensure personal safety, the protection of the employee's
5 family or property, or the availability of transport facilities which may be disrupted or discontinued because of weather or environmental conditions;
4.7
(ii)
where the employee must, or necessity, remain at home to safeguard the employee's family or property;
(iii)
where the employee must remain at home to clean up, have temporary repairs effected or replace essential belongings where it is necessary to do so for safety reasons or to enable occupation of the employee's residence; or
(iv)
where the employee is away from their usual place of residence and is unavoidably delayed in returning to their place of employment due to disruptions to transport services.
Natural Disaster Leave does not accrue and is not payable upon termination.
Emergency Leave 4.8
An employee who is a member of the State Emergency Service, voluntary member of a local fire fighting unit, member of a Rural Fire Brigade, auxiliary of a Fire Brigade, Honourary Ambulance Officer or St Johns Ambulance Volunteer is entitled to paid Emergency Leave as follows: (a)
up to three (3) days paid Emergency Leave per calendar year where the employee is called out for emergencies or to fight local fires and the Principal has approved the leave after considering the operational requirements of the School; or
(b)
paid Emergency Leave as required where an emergency situation or state of disaster has been declared pursuant to the Public Safety Preservation Act 1986 or the Disaster Management Act 2003.
4.9
Paid Emergency Leave is not available for training purposes.
4.10
Paid emergency Leave does not accrue and is not payable upon termination.
5.
Amendments
Clause 16 – Maternity/Adoption Leave 5.1
The Parties agree to delete clause 16 of the Deed and replace it with Schedule 5.
Clause 17 - School Officers 5.2
The parties agree the recommendations in respect of the matters referred to in clause 17 of the Deed be negotiated for inclusion in any future Workplace Agreement with implementation processes to commence from 1 June 2008.
Clause 19 – Supply teacher rate of pay 5.3
The Parties agree to delete clause 19 of the Deed save for paragraphs 19(b) and 19(c).
6
Clause 21 – Joint Communication of the Terms of the Deed 5.4
The terms of this document and any discussion at the SBU level will be communicated to the Parties outside of the SBU in the form of a Joint Communiqué prior to any separate communications being issued by any of the Parties.
5.5
The Joint Communiqué, the content of any Joint Communiqué and timing of such communiqués, will be agreed between the Parties. The Parties will aim to issue such communiqués within three working days of the conclusion of the relevant SBU meeting.
5.6
To the extent that a Joint Communiqué cannot be formulated by the Parties in respect of an SBU meeting, the Parties agree that no other communiqués will be issued by either Party without providing 2 working days' notice to the other Party of the proposed communiqué's release.
5.7
Any release in breach of this clause will be viewed as a breach of good faith and grounds for terminating this Agreement.
Composition of the SBU 5.8
The SBU means the Single Bargaining Unit comprising representatives of the Corporation, Affiliated Schools, Unions, Members of the Union listed in Schedule 2 and Employees listed in Schedule 3. The purpose of the SBU is to facilitate the negotiation of this Agreement and any Workplace Agreement.
5.9
The Corporation and Anglican School Employing Authority Representatives and Employee Representatives on the SBU are outlined in Schedule 6.
Counterparts 6.
This document may be executed in counterparts. A counterpart may be a facsimile copy of this document. All counterparts together are taken to constitute one instrument. A facsimile copy of this document which has been executed by a party (Signatory) may be relied upon by a party to the same extent as if it was an original of this document executed by the Signatory.
GIVEN under the COMMON SEAL of The Corporation Of The Synod Of The Diocese Of Brisbane this day of 2007 by and under the hand of the said who certifies he is the proper officer to affix the seal in the presence of:
← Signature of witness
Name of witness (print)
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7 THE COMMON SEAL of All Saints Anglican School Limited was affixed this day of 2007 in accordance with its constitution in the presence of:
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Signature of director
Signature of director/secretary
Name (print)
Name (print)
THE COMMON SEAL of Cannon Hill Anglican College Pty Ltd was affixed this day of 2007 in accordance with its constitution in the presence of:
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←
Signature of director
Signature of director/secretary
Name (print)
Name (print)
THE COMMON SEAL of Canterbury College Limited was affixed this day of 2007 in accordance with its constitution in the presence of:
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←
Signature of director
Signature of director/secretary
Name (print)
Name (print)
THE COMMON SEAL of Hillbrook Anglican School was affixed this day of 2007 in accordance with its constitution in the presence of:
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←
Signature of director
Signature of director/secretary
Name (print)
Name (print)
8 THE COMMON SEAL of Matthew Flinders Anglican College Limited was affixed this day of 2007 in accordance with its constitution in the presence of:
←
←
Signature of director
Signature of director/secretary
Name (print)
Name (print)
Signed sealed and delivered by The Society of the Sacred Advent Schools Pty Ltd as Trustee of The Society of the Sacred Advent – St Margaret’s Trust this day of 2007 in accordance with its Constitution in the presence of:
←
←
Signature of director
Signature of director/secretary
Name (print)
Name (print)
Signed sealed and delivered by The Society of the Sacred Advent Schools Pty Ltd as Trustee of The Society of the Sacred Advent – St Aidan’s Trust this day of 2007 in accordance with its Constitution in the presence of:
←
←
Signature of director
Signature of director/secretary
Name (print)
Name (print)
THE COMMON SEAL of The Cathedral School of St Anne and St James Limited was affixed this day of 2007 in accordance with its constitution in the presence of:
←
←
Signature of director
Signature of director/secretary
Name (print)
Name (print)
9 THE COMMON SEAL of Trinity Anglican School Limited was affixed this day of 2007 in accordance with its constitution in the presence of:
←
←
Signature of director
Signature of director/secretary
Name (print)
Name (print)
Signed sealed and delivered by for and on behalf of the Queensland Independent Education Union of Employees this day of 2007 in the presence of
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Signature of witness
Name of witness (print)
Signed sealed and delivered by for and on behalf of the Liquor Hospitality and Miscellaneous Union, Queensland Branch, Union of Employees this day of 2007 in the presence of
Signature of witness
Name of witness (print)
Signed sealed and delivered by for and on behalf of the Construction, Forestry, Mining and Energy, Industrial Union of Employees Queensland this day of 2007 in the presence of:
Signature of witness
Name of witness (print)
10 Signed sealed and delivered by for and on behalf of the Queensland Nurses Union of Employees this day of 2007 in the presence of:
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←
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Signature of witness
Name of witness (print)
Signed sealed and delivered by for and on behalf of the Shop, Distributive and Allied Employee Association (Qld Branch) Union of Employees this day of 2007 in the presence of:
Signature of witness
Name of witness (print)
11 SCHEDULE 1
1.
The Corporation of the Synod of the Diocese of Brisbane for the following Schools:
Anglican Church Grammar School
St Luke’s Anglican School
Cannon Hill Anglican College Coomera Anglican College Fraser Coast Anglican College St Andrew’s Anglican College St Hilda’s School
St Paul’s School The Glennie School The Southport School The Toowoomba Preparatory School West Moreton Anglican College
2.
Affiliated Anglican Employer Authorities:
All Saints Anglican School
St Aidan's Anglican Girls School
Canterbury College
St Margaret's Anglican Girls School
Hillbrook Anglican School Matthew Flinders Anglican College
The Cathedral School Trinity Anglican School
SCHEDULE 2 1. 2. 3. 4. 5.
The Queensland Independent Education Union of Employees The Liquor, Hospitality and Miscellaneous Union – Queensland Branch, Union of Employees The Shop, Distributive and Allied Employee Association (Qld Branch) Union of Employees The Queensland Nurses Union of Employees Construction, Forestry, Mining and Energy, Industrial Union of Employees SCHEDULE 3
Employees of the following Schools: All Saints Anglican School
St Hilda's School
Anglican Church Grammar School Cannon Hill Anglican College Canterbury College Coomera Anglican College Fraser Coast Anglican College Hillbrook Anglican School Matthew Flinders Anglican College St Aidan's Anglican Girls’ School St Andrew's Anglican College
St Luke's Anglican School St Margaret's Anglican Girls School St Paul's School The Cathedral School The Glennie School The Southport School The Toowoomba Preparatory School Trinity Anglican School West Moreton Anglican College
12
SCHEDULE 4 MINIMUM PAY RATES TEACHERS 1 January 2008 Classification
Per Fortnight
Per Annum
Band 1 Step 1 Step 2 Step 3 Step 4
$1,659.90 $1,706.10 $1,762.60 $1,822.50
$43,305.00 $44,510.00 $45,984.00 $47,547.00
Band 2 Step 1 Step 2 Step 3 Step 4 Step 5
$1,872.10 $1,971.50 $2,074.10 $2,177.60 $2,281.30
$48,841.00 $51,434.00 $54,111.00 $56,811.00 $59,517.00
Band 3 Step 1 Step 2 Step 3 Step 4
$2,367.90 $2,454.40 $2,540.90 $2,627.40
$61,776.00 $64,033.00 $66,290.00 $68,546.00
Senior Teacher
$2,736.70
$71,398.00
$95.40 $5.05
$2,489.00 $132.00
PAR Point Northern Allowance
SCHOOL OFFICERS – SOUTH EAST QUEENSLAND 1 January 2008 Wage rate per week Level 1 2 3 4 5
Min
Step 1 $15.29 $599.80 $615.09 $19.88 $706.80 $726.68 $26.58 $826.10 $852.68 $43.53 $959.00 $1,002.53 $52.47 $1,133.10 $1,185.57
Step 2 $15.29 $630.38 $19.88 $746.56 $26.58 $879.26 $43.53 $1,046.06 $52.47 $1,238.04
Step 3 $15.29 $645.67 $19.88 $766.44 $26.58 $905.84 $43.53 $1,089.59 $52.47 $1,290.51
Step 4 $15.29 $660.96 $19.88 $786.32 $26.58 $932.42 $43.53 $1,133.12
Step 5 $15.29 $676.24 $19.88 $806.20 $26.58 $959.00
Step 6 Step 7 $15.29 $15.29 $691.53 $706.81 $19.88 $826.08
Max $706.80 $826.10 $959.00 $1,133.10 $1,290.50
Note: Increase is applied to minimum and maximum and then the step value is calculated by dividing the number of steps into the difference between max and min.
13 SCHOOL OFFICERS – NORTH QUEENSLAND 1 January 2008 Classification
Per Week
Level 1 Step 1 Step 2 Step 3 Step 4
$641.80 $654.60 $667.80 $681.20
Level 2 Step 1 Step 2 Step 3
$694.20 $712.50 $720.60
Level 3 Step 1 Step 2 Step 3 Step 4
$720.60 $736.30 $767.00 $800.10
Level 4 Step 1 Step 2 Step 3
$800.80 $821.80 $843.20
Level 5 Step 1 Step 2 Step 3
$871.80 $893.30 $914.70
Level 6 Step 1 Step 2 Step 3 Step 4 Step 5
$943.70 $995.10 $1,046.70 $1,098.80 $1,150.30
MISCELLANEOUS WORKERS Including Caretakers and General Cleaners not engaged in a Boarding House 1 January 2008 Level 1 2 3 4
Per Week $644.20 $666.50 $699.20 $750.20
Northern Allowance
$1.10 Per Shift $9.69
Broken Shift Allowance
14 BUILDING PRODUCTS, MANUFACTURE AND MINOR MAINTENANCE 1 January 2008 Classification Joiners, Shopfitters, Machinists, Glaziers, Carpenters, Bricklayers, Plasterers (including fibrous plasterers), Floor Specialists, Tilers, Plumbers, Licensed Drainers, Leadlight Workers, Painters, Sand Blasters. Assembler A Assembler B Labourer
Per Week
$750.30 $666.80 $638.60 $621.80
Allowance In Charge No more than 1 employee More than 2, less than 5 More than 6, less than 10 More than 10
$3.52 $7.38 $9.20 $12.53
Northern Allowance
$1.10
GREENKEEPING GROUNDSPERSON 1 January 2008 Level Classification 1 Trainee up to 3 months Trainee 3 months and less than 6 months 2 Assistant Greenkeeper, Curator, Groundsperson, All other employees 3 Greenkeeper or Curator or Assistant Greenkeeper or Curator or Groundsperson
Per Week $607.50 $632.10
Northern Allowance
$1.10 Per Shift $9.69
Broken Shift Allowance
$660.80 $696.60
15 PASSENGER VEHICLE DRIVERS – NORTHERN QUEENSLAND 1 January 2008 Classification Grade 1 Cleaner/Greaser Yardperson
Per week $619.00 $619.00
Grade 2 Driver of Motor Vehicle other than a bus Motor bus Co-ordinator
$637.80 $637.80
Grade 3 Driver of a bus with less than 25 people for day return
$647.30
Grade 4 Driver of bus of more than 25 people for day return
$661.90
Grade 5 Driver of bus of more than 25 people for extended tour; 650km or more journey
$671.70
Grade 6 Driver articulated vehicle Supervisor
$681.50 $681.50
Northern Allowance
$1.10
CHILD CARE – LONG DAY CARE 1 January 2008
Assistant Child Care Worker Unqualified Year 1 Year 2 Year 3 Child Care Worker 1 Year Qualified Year 1 Year 2 Year 3 Group Leader Unqualified Year 1 Year 2
$ Per Week
Awd Inc
1 Jan 07
1 Sept 07
Wage post inc
$ Per Week 1 Jan 08
579.00 608.00 633.90
579.00 608.00 633.90
609.00 638.00 663.90
659.90 680.60 688.30
659.90 680.60 688.30
686.30 707.80 715.80
693.30 706.60
693.30 706.60
721.00 734.90
16 First Year Qualified Year 1 Year 2 Year 3 Second Year Qualified Year 1 Year 2 Year 3 Minimum 3 Year Qualified Year 1 Year 2 Assistant Director 2 Year Qualified Year 1 Year 2 Year 3 3 Year Qualified Year 1 Year 2 Director Unqualified Year 1 Year 2 1 Year Qualified Year 1 Year 2 2 Year Qualified Year 1 Year 2 Year 3 Year 4 3 Year Qualified Year 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year 7 Year 8 Year 9
718.30 734.70 751.30
718.30 734.70 751.30
747.00 764.10 781.40
766.70 784.10 784.10
42.30 43.70 55.40
809.00 827.80 839.50
841.40 860.90 873.10
786.00 802.90
45.40 31.70
831.40 834.60
864.70 868.00
789.50 800.50 800.50
57.80 60.00 60.00
847.30 860.50 860.50
881.20 894.90 894.90
806.40 823.50
50.00 54.00
856.40 877.50
890.70 912.60
798.20 815.30
60.00 60.00
858.20 875.30
892.50 910.30
815.30 836.10
60.00 60.00
875.30 896.10
910.30 931.90
848.20 857.50 876.60 894.90
60.00 60.00 60.00 60.00
908.20 917.50 936.60 954.90
944.50 954.20 974.10 993.10
857.50 876.60 894.90 913.30 949.90 986.60 1031.30 1049.00 1079.60
60.00 60.00 60.00 60.00 60.00 60.00 60.00 80.00 60.00
917.50 936.60 954.90 973.30 1009.90 1046.60 1091.30 1129.00 1139.60
954.20 974.10 993.10 1012.20 1050.30 1088.50 1135.00 1174.20 1185.20
17 Teachers Band 1 Step 1 Step 2 Step 3 Step 4 Band 2 Step 1 Step 2 Step 3 Step 4 Step 5 Band 3 Step 1 Step 2
Northern Allowance Northern Division, Eastern District Northern Division, Western District Mackay Division Southern Division, Western District
761.60 779.20 800.80 823.60 842.60 880.70 918.50 956.50 992.10 1021.20 1052.80
$1.05 $3.25 0.90 $1.05
18 CHILD CARE – AFTER SCHOOL HOURS 1 January 2008
SOUTH EAST QUEENSLAND $ Per Week Awd Inc NQ Align Wage Post Align 1 Jan 07 1 Sept 07 Assistant Child Care Worker (CCW) – Unqualified Year 1 570.30 570.30 Year 2 623.40 623.40 Year 3 650.70 650.70 Year 4 666.20 666.20 Child Care Worker (CCW) – 1 year Qualified Year 1 693.60 693.60 Year 2 714.40 6.90 721.30 Year 3 722.10 17.80 739.90 Assistant Co-Ordinator Qualified – Large Service (licensed to accommodate 60 or more children daily average, 60 or more children in care on one or more shifts) Year 1 748.30 57.80 806.10 Year 2 758.90 60.00 818.90 Co-Ordinator Unqualified Year 1 808.20 57.80 866.00 Year 2 822.00 60.00 882.00 Year 3 843.10 60.00 903.10 Qualified – Small Service (licensed to accommodate up to 59 children daily average, up to 50 children in care on one or more shifts) Year 1 870.90 60.00 930.90 Year 2 884.00 60.00 944.00 Qualified - Large Service Year 1 870.90 60.00 930.90 Year 2 884.00 60.00 944.00 Year 3 898.80 60.00 958.80 Year 4 873.10 60.00 933.10
$ Per Week 1 Jan 08 600.30 653.40 680.70 696.20 721.30 750.20 769.50
838.30 851.70
900.60 917.30 939.20 968.10 981.80 968.10 981.80 997.20 970.40
19 NORTH QUEENSLAND $ Per Week Awd Inc NQ Align Wage Post Align 1 Jan 07 1 Sept 07 Assistant Child Care Worker (CCW) – Unqualified Year 1 579.20 4.45 574.75 Year 2 633.00 4.80 628.20 Year 3 660.30 4.80 655.50 Year 4 675.50 4.65 670.85 Child Care Worker (CCW) – 1 year Qualified Year 1 702.20 4.50 697.70 Year 2 724.20 6.90 5.05 726.05 Year 3 731.90 17.80 5.10 744.60 Assistant Co-Ordinator Qualified – Large Service (licensed to accommodate 60 or more children daily average, 60 or more children in care on one or more shifts) Year 1 755.20 57.80 3.60 809.40 Year 2 765.60 60.00 3.45 822.15 Co-Ordinator Unqualified Year 1 815.10 57.80 3.60 869.30 Year 2 828.70 60.00 3.45 885.25 Year 3 849.40 60.00 3.30 906.10 Qualified – Small Service (licensed to accommodate up to 59 children daily average, up to 50 children in care on one or more shifts) Year 1 876.50 60.00 2.95 933.55 Year 2 889.30 60.00 2.25 947.05 Qualified - Large Service Year 1 Year 2 Year 3 Year 4
876.50 889.30 901.70 876.00
60.00 60.00 60.00 60.00
2.95 2.25 1.50 1.50
933.55 947.05 960.20 934.50
NOTE: $30 or 4% increase (whichever is the greater) only applies to Assistant CCW – Unqualified classification. All other classifications subject to 4% increase.
$ Per Week 1 Jan 08 604.75 658.20 685.50 700.85 725.60 755.10 774.40
841.80 855.00
904.10 920.70 942.30 970.90 984.90 970.90 984.90 998.60 971.90
20
NURSING STAFF 1 January 2008 Per Week Registered Nurse Level 1 1st year 2nd year 3rd year 4th year & thereafter Registered Nurse Level 2 1st year 2nd year 3rd year 4th year Registered Nurse Level 3 1st year 2nd year 3rd year 4th year Enrolled Nurse Pay point 1 Pay point 2 Pay point 3 Pay point 4 Pay point 5 Assistants in Nursing 1st year 2nd year 3rd year 4th year 5th year
Northern Allowance Mackay Allowance
841.90 883.40 925.00 966.00 1172.90 1200.90 1228.20 1255.80 1307.70 1338.80 1369.50 1400.90 769.60 785.10 800.80 817.00 833.70 527.60 562.50 595.00 670.00 703.40
$1.10 0.90
NOTE: Highlighted rates are traditionally increased according to a formula attaching to a 21 year old rate – In the absence of a 21 year old rate for reference, these rates have been increased by adding the full 4% or $30 per week (whichever is higher).
ME_73766266_1 (W2003)
21
RETAIL EMPLOYEES 1 January 2008 Per Week 371.30 399.10 427.00 482.80 538.70 594.50 685.00
15 years 16 years 17 years 18 years 19 years 20 years 21 years 1st Level Supervisor 2nd Level Supervisor
704.30 737.30
$1.10
Northern Allowance
NOTE: Highlighted rates are traditionally worked out according to a percentage formula but the current rates do not reflect traditional Junior percentages. The total 4% or $30 increase has been directly applied to obtain the new rate.
BOARDING HOUSE EMPLOYEES 1 January 2008 Per Week Level 1 Level 2 Level 3 Level 4 Level 5 Level 6
Kitchenhand / waiter Cook Cook alone Second cook Chief cook
Persons not elsewhere catered for Juniors Under 17 17 and under 18 18 and under 19 19 and under 20
624.90
% of Level 1 60% 70% 80% 90%
377.50 440.40 503.40 566.30
Housekeeper Northern Allowance Broken Shift Allowance
ME_73766266_1 (W2003)
629.20 643.10 660.60 689.70 713.80 749.60
670.40 $1.10 $9.69 per shift
22 Per Week Boarding House Supervisor Paypoint 1 Level 1 Paypoint 1 Level 2 Paypoint 1 Level 3 Paypoint 2 Paypoint 3 Paypoint 4 Paypoint 5 Paypoint 1 Level 4 Paypoint 2 Paypoint 3 Paypoint 4 Paypoint 5 Paypoint 1 Level 5 Paypoint 2 Paypoint 3 Paypoint 4 Paypoint 5
Northern Allowance
ME_73766266_1 (W2003)
636.30 648.50 661.10 680.10 699.10 718.00 740.40 718.00 740.40 756.00 775.00 794.40 763.80 794.40 814.30 828.00 848.50
$1.10
23 SCHEDULE 5 QUEENSLAND ANGLICAN SCHOOLS PARENTAL LEAVE GUIDELINES PURPOSE
To clarify employees’ entitlements to paid maternity, paternity (North Qld only), adoption and unpaid parental leave under the Legal Framework.
LEGAL FRAMEWORK
Anglican Schools Enterprise Bargaining Certified Agreement 2004 (Current Agreement) Anglican Schools Commission North Queensland Enterprise Bargaining Certified Agreement 1997 (NQ Agreement) Deed of Settlement made between relevant Anglican School Employers, Queensland Independent Education Union and other relevant unions dated 24 November 2006 (Deed of Settlement) Interim Agreement made between relevant Anglican School Employers, Queensland Independent Education Union and other relevant unions dated (Interim Agreement) State Awards that cover Anglican Schools employees Family Leave Award (FL Award) Industrial Relations Act 1999 (Qld) (IRA) Workplace Relation Act 1996 (Cth) (WRA)
EFFECTIVE DATE
1 January 2008
1. APPLICATION This guideline applies to all Employees. 2. DEFINITIONS 2.1.
“Child”, for adoption leave, means a child who is under the age of five (5) years, but does not include a child who:(a) (b)
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has previously lived continuously with the Employee for a period of at least six (6) months; or is the child or stepchild of the Employee or Employee’s spouse.
24 2.2.
“Confinement” means:(a) (b)
the birth of a child; or other termination of the pregnancy that occurs not earlier than 20 weeks before the expected date of birth.
2.3.
“Employee” means an employee whose terms and conditions of employment are, or purport to be regulated or partly regulated by the Current Agreement, the Deed of Settlemen and the Interim Agreement.
2.4.
“Long Parental Leave” means;(a) for a pregnant Employee –Maternity Leave; or (b) for an Employee whose spouse (as defined in the Family Leave Award 2003) gives birth – leave taken by the Employee to enable the Employee to be the child’s primary caregiver.
2.5.
“Long term casual employee” is a casual employee engaged by the employer, on a regular and systematic basis, for several periods of employment during a period of at least one (1) year immediately before the employee seeks to access an entitlement to Parental Leave.
2.6.
“Maternity Leave” includes leave that a pregnant Employee takes:(a) prior to birth of the Employee's child; (b) for the birth of the Employee’s child; or (c) to enable the Employee to be the child’s Primary care-giver.
2.7.
“Paid Adoption Leave” is the period of adoption leave during which there is paid leave accessed in accordance with paragraph 3.2.
2.8.
“Paid Maternity Leave” is the period of maternity leave during which there is paid leave accessed in accordance with paragraph 3.1.
2.9.
“Paid Paternity Leave” is the period of paternity leave during which there is paid leave accessed in accordance with paragraph 3.3.
2.10.
“Parental Leave” in these guidelines generically encompasses all leave (paid and/or unpaid) taken by either parent in connection with the birth or adoption of a child. However, clause 2.2 of the FL Award uses the term “parental leave” to refer to unpaid leave which is not maternity or adoption leave, ie usually paternity.
2.11.
“Primary care-giver” means a person who assumes the principal role of providing care and attention to a child.
2.12.
“Short Adoption Leave” means the leave taken by an Employee at the time of placement of the adopted child.
2.13.
“Short Parental Leave” means leave taken by an Employee, in connection with the birth of a child of the Employee’s spouse, at the time of:(a) the birth of the child; or (b) the other termination of the pregnancy.
2.14.
“Short Paternity Leave” means the leave taken by the father in connection with the birth of the child or the termination of the pregnancy.
2.15.
“Unauthorised Absence” is an absence for which leave has not been authorised. Employees on unauthorised absence at the time of commencing the minimum period of
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25 maternity leave are not entitled to paid leave. 2.16.
“Unpaid Adoption Leave” is the period of leave taken by an Employee to enable the Employee to be the primary caregiver of an adopted child in accordance with paragraph 4.
2.17.
“Unpaid Maternity Leave” is the unpaid period of leave that an Employee takes which allows the Employee to be the child’s primary caregiver in accordance with paragraph 4.
2.18.
“Unpaid Paternity Leave” is the unpaid leave which allows the father to be the child’s primary caregiver in accordance with paragraph 4.
3. PAID LEAVE 3.1. Maternity leave (a)
“Eligible Employees” for the purposes of this paragraph 3.1 are full time, part time, term time and long term casual employees who have completed twelve (12) months continuous service at the time of taking maternity leave, and: (i) whose expected date of Confinement has been confirmed by a doctor; and (ii) who will be the Primary care-giver to the new born child.
(b)
Subject to compliance with the requirements of these guidelines, including (but not limited to) the notice requirements in paragraph 5, an Eligible Employee shall be entitled to twelve (12) weeks Paid Maternity Leave, to be taken immediately upon commencement of maternity leave.
(c)
The period of Paid Maternity Leave will be discounted by any paid Parental Leave granted to the other parent.
(d)
A subsequent pregnancy whilst on maternity leave or extended unpaid leave under paragraph 4.2(b) would not attract an entitlement to a subsequent period of Paid Maternity Leave.
3.2. Paid Adoption Leave (a)
“Eligible Employees” for the purposes of this paragraph 3.2 are full time, part time, term time and long term casual employees, who have completed twelve (12) months continuous service, and:(i) who are adopting a child under the age of five (5) years, and (ii) whose adoption order has been confirmed by an adoption agency or other appropriate body, including the expected placement date; and (iii) who will be the Primary care-giver to the adopted Child.
(b)
Subject to the requirements of these guidelines, including (but not limited to) the notice requirements in paragraph 5, an Eligible Employee shall be entitled to twelve (12) weeks Paid Adoption Leave, to be taken immediately upon commencement of adoption leave.
(c)
The period of Paid Adoption Leave will be discounted by any Paid Adoption Leave granted to the other parent or Employee's spouse.
(d)
A subsequent adoption whilst on adoption leave or extended unpaid leave under paragraph 4.2(b) would not attract an entitlement to a subsequent period of Paid
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26 Adoption Leave. 3.3. Paid Paternity Leave (NQ only) (a)
“Eligible Employees” for the purposes of this paragraph 3.3 are full time, part time, term time and long term casual employees who have completed twelve (12) months of continuous service and:whose spouse’s expected date of confinement has been confirmed by a doctor; and who will be the Primary care-giver to the new born child.
(i) (ii) (b)
Subject to the requirements of these guidelines, including (but not limited to) the notice requirements in paragraph 5, an Eligible Employee shall be entitled to six (6) weeks Paid Paternity Leave to be taken immediately upon commencement of paternity leave.
(c)
The period of Paid Paternity Leave will be discounted by any Paid Maternity Leave granted to the other parent.
3.4. Return to Work Requirement (a)
Subject to paragraph 3.4(b) below, Eligible Employees who have returned to normal duties for at least one (1) semester and have complied with paragraph 5 as to notice, shall be entitled to a second or subsequent period of Paid Maternity/Adoption Leave.
(b)
Where an Employee:(i) is eligible for, and has accessed, two (2) periods of paid leave; or (ii) has been absent from work continuously on paid and/or unpaid leave for a period of four (4) years or more; the Employee will be required to return to the Employee’s position for a minimum of 12 months to receive a further period of Paid Maternity/Adoption Leave.
3.5. Teaching Staff – Payment of paid leave (a)
The Employee shall receive payment based on her normal weekly earnings at the time of commencement of the leave; OR The Employee shall receive payment based on the Employee’s normal average weekly earnings for the twelve (12) weeks (or, in the case of Paid Paternity Leave [NQ only], for the six (6) weeks) immediately preceding the date upon which the Employee proceeds on leave, whichever is greater.
(b)
The period of Paid Maternity/Adoption Leave will be exclusive of any paid school vacation period and inclusive of public holidays which may fall during the leave.
(c)
The Employee may request, and the employer may agree, that the payment for the period of paid maternity leave (calculated in accordance with paragraph 3.5(d) and (e) below), will be made at the time of commencing such leave. Where agreement is not reached, the Employee shall receive the payment in
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27 accordance with the normal fortnightly/ monthly (as applicable) pay cycle. (d)
Employees shall be paid the following amounts:(i)
Twelve (12) weeks paid Maternity or Adoption Leave (or six (6) weeks Paternity Leave [NQ only - see paragraph 3.3 above]); and pro rata payment in lieu of vacation periods in accordance with the proportion of salary calculation in clause 7.1 of the Teachers Award NonGovernmental Schools (No. AR58 of 2002) (Teachers Award).
(ii)
(e)
When calculating a teacher’s proportional payment the following formula shall apply:Total weeks worked (including the paid period of leave) X Academic weeks in the school year
Annual Salary *
Less Salary paid to Employee to date in the current year * Based on the Employee’s average weekly earnings for the 12 weeks (or 6 weeks in the case of Paternity Leave [NQ only]) immediately preceding the date upon which the Employee proceeds on leave (see paragraph 3.5(a) above) Example:- The calculation for a teacher earning $60,000 per annum intending to take maternity leave who has worked full time for two (2) terms of ten (10) weeks each would be as follows:32 (ie 20 weeks worked plus 12 weeks of paid leave) x $60,000 38 (ie total number of academic weeks for the year) = $50,526.36 * Less salary already paid to Employee to date in the current year * Including all wages received by Employee from 1 January including in the vacation periods
3.6. General (a)
Where the period of Paid Maternity Leave actually taken is less than twelve (12) weeks (or, in the case of Paid Paternity Leave [NQ only], less than six (6) weeks), the Employee shall only be entitled to be paid for the leave taken. Any unused portion of the period of paid leave can not be banked, extended or preserved in any way.
(b)
As far as possible, leave must be taken in full term blocks or by returning at the beginning of a new term.
4. UNPAID LEAVE 4.1. On becoming aware that an Employee or an Employee’s spouse is pregnant, or that an Employee is adopting a child, the employer must inform the Employee of:(a) the Employee’s entitlement to Parental Leave consistent with the FL Award and this document; and (b) the Employee’s obligations to notify the employer of any matter and provide documents in accordance with these guidelines and the FL Award.
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28 4.2. Maternity/Adoption Leave (a)
Subject to paragraphs 5 and 8.2, all Eligible Employees, as defined in paragraphs 3.1 and 3.2, may access up to 104 weeks maternity/adoption leave (including the first twelve (12) weeks as paid leave if accessed by the Employee).
(b)
In addition to the entitlement to paid and unpaid leave, Employees can apply in writing for a further period of twelve (12) months unpaid leave that enables the Employee to extend the period of unpaid leave to a maximum of three (3) years. The employer shall not unreasonably refuse such a request for leave. This leave shall be deemed to be approved special carer’s leave for the purposes of protecting an Employee’s continuity of service but will not be counted as continuous service. Entitlements will cease to accrue during this period of leave.
(c)
In deciding whether to grant a request for extended leave under paragraph 4.2(b), the employer must consider the following:(i)
the Employee’s particular circumstances that gave rise to the application, particularly the Employee’s role as the Child’s care-giver;
(ii)
the impact refusal of the application might have on the Employee and the Employee’s dependants;
(iii)
the effect that agreeing to the application would have on the conduct of the employer’s school.
(d)
The employer must advise the Employee, in writing, of the employer’s decision with 14 days after receiving an application under paragraph 4.2(b).
(e)
If the employer refuses the application, the employer must provide the Employee with written reasons for refusing the application.
4.3. Unpaid Paternity Leave (a)
(b)
(c)
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Subject to paragraph 5, Eligible Employees, as defined in paragraph 3.3 may access:(i) An unbroken period of up to one (1) week at the time of confinement of the Employee’s spouse; and/or (ii) A further unbroken period of up to 51 weeks in order to be the Primary care-giver of the child. Subject to paragraph 5, Eligible Employees, as defined in paragraph 3.3 may also apply to the employer for either or both of the following:(i) an extension of the short parental leave in (a)(i) above for an unbroken period of up to 8 weeks in total; (ii) an extension of the long parental leave in (a)(ii) above for an unbroken period of up to 96 weeks in total. An application mentioned in paragraph 4.3(b) above must: (i) be in writing; (ii) state the dates the extension being applied for is to start and end; (iii) be accompanied by a statutory declaration by the employee stating the employee is seeking the extension so the employee
29 can continue to be the child’s primary caregiver. (d)
In deciding whether to agree to an application for an extension of the period of parental leave under paragraph 4.3(b), the employer must consider the matters referred to in paragraph 4.2(c) of these Guidelines.
(e)
The employer must advise the employee, in writing, of the employer’s decision:(i) if the application is for extension of the short parental leave in 4.3(a)(i) above – as soon as possible after receiving the application but before the short parental leave ends; or (ii) for any other application – within 14 days after receiving the application.
(f)
If the employer refuses the application, the employer must provide the Employee with written reasons for refusing the application.
4.4. General (a)
As far as possible, leave must be taken in full term blocks or by returning at the beginning of a new term.
(b) The entitlement to unpaid leave is reduced by any period of Parental Leave taken by the Employee’s spouse/other parent in relation to the same child. (c) Parental leave can not be taken by both parents concurrently, apart from Short Parental Leave of up to one (1) week for maternity/ paternity leave taken at the time of confinement, or three (3) weeks for adoption leave, taken at the time of placement of the child. (d) The Employee may lengthen the period of leave once only by:(i)
Provided the maximum period of Parental Leave does not exceed the period which the Employee is entitled to access under paragraphs 4.2(a) or 4.3(a) above, giving notice in writing to the employer stating the period by which the leave is to be lengthened. The notice must be given at least ten (10) weeks before the initial period of Parental Leave expires, and must state when the extended period of Parental Leave ends; or
(ii)
For Eligible Employees as defined in paragraphs 3.1 and 3.2, making an application to extend the period of leave to include a period of special carer’s leave under paragraph 4.2(b) above at least ten (10) weeks before the initial period of Maternity/Adoption Leave expires. Such application is subject to approval by the employer taking into account the matters referred to in paragraph 4.2(c); or
(iii)
For Eligible Employees as defined in paragraph 3.3, making an application to extend the period of leave under paragraphs 4.3(b) and (c) above. Such application is subject to approval by the employer taking into account the matters referred to in paragraph 4.2(c).
(e) If an application made by an Employee to extend the period of leave under paragraph 4.4(d)(ii) or (iii) above is unsuccessful, this shall not prevent the Employee
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30 from lengthening the period of leave once only, provided the requirements of paragraph 4.4(d)(i) are complied with. (f) The Employee is required to notify the employer of any change in Employee’s contact details whilst absent on Parental Leave. 5. NOTICE REQUIREMENTS 5.1. Eligible Employees must provide a minimum of ten (10) weeks notice in writing of any application for Parental Leave, including the dates on which the Employee wants to start and end the leave, unless otherwise agreed by the employer. Generally, Employees are encouraged to provide as much notice as possible. 5.2. Where an Employee will be commencing leave in the first term of a year, the Employee is encouraged to provide notice during the fourth term of the previous year. 5.3. Eligible Employees must also provide a minimum of ten (10) weeks notice of: (a) any intention to return from Parental Leave; or (b) any intention of not returning from Parental Leave; or (c) any application for an extension to the leave previously granted, unless otherwise agreed by the employer. 5.4. The above notice requirements may be waived or shortened at the discretion of the employer in exceptional or unusual circumstances. 6. DOCUMENTS TO ACCOMPANY NOTICE 6.1. Maternity Leave Eligible Employees must, at the time of providing notice in accordance with paragraph 5, also give to the employer:(a) a doctor’s certificate confirming that the Employee is pregnant and the expected date of birth; and (b) a statutory declaration by the Employee stating the period of any Parental Leave sought by the Employee’s spouse and that for the period of maternity leave the Employee will not engage in any conduct inconsistent with the Employee’s contract of employment. 6.2. Adoption Leave (a)
Eligible Employees must, at the time of providing notice in accordance with paragraph 5, also give to the employer:(i) a written statement from the adoption agency or other appropriate body of the expected placement date and confirmation from the relevant government agency that the Employee is to have custody of the child; and (ii) a statutory declaration by the Employee stating:(A) the period of any adoption leave sought by the Employee’s spouse; (B) the Employee is seeking the leave to be the child’s Primary care-giver; (C) for the period of adoption leave, the Employee will not engage in any conduct inconsistent with the Employee’s contract of employment.
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31 6.3. Parental Leave other than Maternity or Adoption Leave Eligible Employees must, at the time of providing notice in accordance with paragraph 5, also give to the employer:(a)
A doctor’s certificate confirming that the Employee’s spouse is pregnant and the expected date of birth; and
(b)
For Long Parental Leave, a statutory declaration by the Employee stating:(i) the period of any maternity leave sought by the Employee’s spouse; (ii) the Employee is seeking the leave to be the child’s Primary care-giver; and (iii) for the period of the parental leave, the Employee will not engage in any conduct inconsistent with the Employee’s contract of employment.
7. REASONS NOT TO GIVE NOTICE OR DOCUMENTS 7.1. An Employee does not fail to comply with paragraphs 5 and 6 above if the failure was caused by:(a)
the child being born, or the pregnancy otherwise terminating, before the expected date of birth; or
(b)
the child being placed for adoption before the expected placement date; or
(c)
another reason that was reasonable in the circumstances.
7.2. However, the Employee must give the employer:(a)
notice of the period of the leave within 2 weeks after such birth or placement; and
(b)
in the case of the birth of a living child – a doctor’s certificate stating the date on which the child was born.
8. COMMENCEMENT OF LEAVE 8.1. Subject to paragraph 8.2, the period of Parental Leave is taken to commence upon the date the Employee proceeds on such leave, provided that such date must be approved by the Employer in writing, and shall in all cases not be a date which is earlier than:(a)
six (6) weeks prior to the expected date of Confinement (subject to medical grounds); or
(b)
in the case of adoption leave, 14 days prior to the expected placement of the Child (subject to earlier placement of the Child).
8.2. If an Employee, whilst on maternity/adoption leave or extended unpaid leave under paragraph 4.2(b), becomes entitled to and seeks to take a further period of maternity/adoption leave commencing at least one (1) year after commencement of the initial period of maternity/adoption leave, without a return to work:(a) the initial period of leave (of whatever kind) will end; and (b) the subsequent period of maternity/adoption leave will commence,
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32 on the date of Confinement (or, in the case of adoption, on the date of placement of the Child) in respect of the subsequent pregnancy/adoption. 9. EMPLOYER MAY REQUEST MEDICAL CERTIFICATE Subject to paragraphs 10 and 11, where an Employee continues to work within the six (6) week period immediately prior to the expected date of birth an employer may require the Employee to provide a medical certificate stating that she is fit to work on her normal duties, or transfer to a safe job in accordance with paragraph 10. 10. TRANSFER TO A SAFE JOB 10.1. Where a risk assessment based on: (a) a doctor’s certificate given by the Employee to the employer; and (b) the employer’s obligations under the Workplace Health and Safety Act 1995, determines that the present work of a female Employee, because of her pregnancy or breast feeding, provides a risk to the health or safety of the Employee or of her unborn or newborn child, the employer must temporarily adjust the Employee’s working conditions or hours of work to avoid exposure to the risk. 10.2. Where an adjustment is not practicable, the employer must transfer the Employee to a safe job which will not expose her to the risk. The job should be as nearly as possible comparable to remuneration and status of her present work. 10.3. If the transfer to a safe job is not practicable, the Employee may, or the employer may require the Employee to, take leave for such period as is certified necessary by a registered medical practitioner. Such leave shall be treated as maternity leave or available paid sick leave, for as long as a doctor certifies it is necessary to avoid exposure to the risk. 11. SPECIAL MATERNITY LEAVE 11.1.
Where the pregnancy of an Employee not then on maternity leave terminates after 28 weeks other than by the birth of a living child then:
(a)
She shall be entitled to such period of unpaid leave (to be known as special maternity leave) as a registered medical practitioner certifies as necessary before her return to work; or
(b)
For illness other than the normal consequences of confinement she shall be entitled, either in lieu of or in addition to special maternity leave, to such paid sick leave as to which she is then entitled and which a registered medical practitioner certifies as necessary before her return to work.
11.2.
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Where an Employee not then on Maternity Leave suffers illness related to her pregnancy, she may take such paid sick leave as to which she is then entitled and such further unpaid leave (to be known as special maternity leave) as a registered practitioner certifies as necessary before her return to work, provided that the aggregate of paid sick leave, special maternity leave and Maternity Leave shall not exceed the period to which the Employee is entitled under paragraph 4.
33
12. PARENTAL LEAVE AND OTHER ENTITLEMENTS 12.1. (a)
(b) (c) 12.2.
Access to Other Leave Employees who are entitled to such leave may access accrued annual leave and/or accrued long service leave during the period that would otherwise be unpaid Maternity or other unpaid Parental Leave, provided that the aggregate of paid and unpaid Parental Leave and other forms of leave shall not exceed the period to which the Employee is entitled under paragraph 4. Paid sick leave is not available to an Employee on Parental Leave. If the Employee returns to normal duties and then wishes to take long service leave and/or annual leave, three (3) months notice must be given. Recognition of Service
(a)
Periods of paid leave during parental leave count as service and therefore annual leave (if applicable), long service leave and sick leave continue to accrue;
(b)
Continuity of Service is not broken by authorised leave, paid or unpaid, however absences on unpaid leave do not count as service.
12.3.
Salary Increments
Periods of paid Parental Leave count as service for the purpose of calculating an Employee’s annual salary increment. 12.4.
Purpose of Parental Leave
The intention of the Parental Leave provisions is to enable an Employee to be absent to care for his or her child. Accordingly, an Employee on unpaid Parental Leave wishing to engage in employment would be expected to resume normal duties, unless otherwise agreed by the employer. 13. PERIOD OF PARENTAL LEAVE MAY BE BROKEN (a)
An employer and the Employee may agree that the Employee break the period of Parental Leave by returning to work on a full time, part-time or casual basis.
(b)
The period of Parental Leave can not be extended by the return to work beyond the total period allowed under paragraph 4.
14. PART-TIME OR CASUAL EMPLOYMENT An Employee and the employer may agree that the Employee work part-time or casual either during the pregnancy, because it is necessary or desirable or at any time after the date of birth of the child up until its second birthday.
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34 15. PROFESSIONAL DEVELOPMENT AND WORKPLACE INFORMATION 15.1.
The employer may offer an Employee on paid or unpaid Parental Leave opportunities for Professional Development, so that the Employee can keep their skills current.
15.2.
The employer must take reasonable action to advise each Employee who is absent from the workplace on Parental Leave about proposed significant change at the workplace before it is implemented.
15.3.
In addition, keeping the Employee informed of changes/updates occurring at work can make the return to work and transition easier. This is usually done through mailing information to the Employee, or inviting Employees to planning activities or significant briefings.
15.4.
The Employee participation in such opportunities is voluntary. Similarly, the provision of such opportunities is at the employer’s discretion.
15.5.
While the provision of such opportunities is at the employer’s discretion, such initiatives conform to the principles of employment under the Equal Opportunity for Women in the Workplace Act 1999.
15.6.
Participation in the Professional Development opportunities will not extend the period of Parental Leave, nor impact on the period that counts for service.
15.7.
No payment for Employee’s time will be made for involvement in the Professional Development Opportunities.
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35
SCHEDULE 6 Corporation and Anglican School Employing Authority Representatives Mrs Peta Smith, Executive Director, Anglican Schools Commission Mr Stephen Tyrrell, St Margaret’s Anglican Girls’ School Ms Laurie McKenzie, West Moreton Anglican College Mr Alan Campbell, Anglican Church Grammar School Mr Ross Boyle, St Hilda’s School Ms Lisa Walker, Anglican Schools Commission Mr Reg Kernke, Anglican Schools Commission Ms Megan Kavanagh, Minter Ellison, Lawyers Employee SBU Representatives Mr Chris Seymour, QIEU Mr Greg McGhie; QIEU Mr Gerry Kay, St Aidan’s Anglican Girls’ School Mr Kevin Goodworth, Fraser Coast Anglican College Mr Stewart Eglington, The Southport School Mr Peter Butler-Wood, Anglican Church Grammar School
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