The Independent Voice
April 2010
Journal of the Queensland Independent Education Union
K C I W AR
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ROMA
April 2010
NS CAIR
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Volume 10 Number 2
GOONDI
WINDI
Solidarity in protected action Following further protected industrial action across the state on Wednesday, 24 March 2010 and in the face of indefinite bans on participation in co-curricular activities, Catholic employing authorities have now agreed to give further consideration to a revised wage offer for the most experienced teachers. Catholic employers will meet in the first week of Term 2 and will meet with employee representatives on Thursday, 22 April 2010.
Members throughout the Catholic sector have been persistent in their campaign for professional rates of pay recognising their work and contribution to schools. The revised offer under consideration by Catholic employers would see a further increase in the allowance rate for the new experienced teacher classification in 2012 and would go further toward the Catholic interstate benchmark rates sought by members in their campaign.
The onus is now with employing authorities to endorse a revised wage position on Thursday, 22 April. Member action has been significant in this campaign with stop work action being well supported by not only members taking action but those unauthorised to take action also undertaking solidarity actions (see story and photos pages 12, 13). Employers have also made a commitment in the negotiations
that the operative date of payment of any new experienced teacher classification will be 1 July 2010 subject to an agreement being reached in principle by that date. Teachers who have held the Band 3 Step 4 for at least four years will be eligible to apply even if other eligibility requirements of holding leading teacher/AST 1 status have not been met. Less onerous requirements on renewal of the leading teacher classification are under consideration.
Employee representatives have tabled a position on the nature and operation of the new classification for experienced teachers. The employee position revises the employer tabled document to give greater emphasis to the focus of the classified position being on effective approaches to teaching and learning within the classroom and proposes minimal requirements for application consistent with member views.
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The Independent Voice
April 2010
CONTACTS The Independent Voice is the official publication of the Queensland Independent Education Union (QIEU) www.qieu.asn.au ISSN 1446-1919 QIEU Brisbane Office PH: 07 3839 7020 346 Turbot Street, Spring Hill Q 4000 PO Box 418 Fortitude Valley Q 4006 QIEU Townsville Office PH: 07 4772 6277 Level 1, 316 Sturt St Townsville Q 4810 PO Box 5783 Townsville West Q 4810 QIEU Bundaberg Office PH: 07 4132 8455 44 Maryborough St Bundaberg Q 4670 PO Box 1227 Bundaberg Q 4670 IEUA-QNT Darwin Office PH: 08 8981 1924 FAX: 08 8981 1935 38 Wood Street Darwin NT 0801 GPO Box 4166 Darwin NT 0801 Editorial/ Advertising enquiries to Fiona Stutz: Telephone: 07 3839 7020 Toll Free: 1800 177 937 Fax: 07 3839 7021 Email: fstutz@qieu.asn.au Editor Mr Terry Burke QIEU General Secretary Publications Officer/ Journalist Fiona Stutz Printing: Rural Press (07) 3826 8200 Disclaimer: Advertising is carried in The Independent Voice in order to minimise costs to members and is paid at commercial rates. Such advertising does not in any way reflect endorsement or otherwise of the advertised products and/or services by QIEU. Copyright All articles remain the copyright of QIEU. Permission must be obtained before reprinting. ABN: 45 620 218 712
REMINDER IEUA-QNT members are reminded that if you have recently changed your address you need to inform IEUA-QNT! To change your details log on to our website at www.qieu.asn.au Alternatively, call the IEUA-QNT office on (07) 38397020 or FREECALL 1800 177 937
President’s Report Professional rates of pay - It’s a matter of respect Employers in the independent education sector promote themselves as Christian communities providing something unique or special for the children who attend their schools; providing personal pastoral care, academic rigour and breadth of opportunities in sport and cultural activities. But who provides this personal pastoral care, this academic rigour and the breadth and depth of sporting and cultural offerings? It is the teachers and support staff, the professional and dedicated staff at these schools that give up their time before and after school, weekends and holidays to provide the best for the children in their care: the students in their schools. Independent schools seemingly espouse one thing for the children who attend their schools, but do not
act when providing for their staff. It is clearly a matter of respect that teachers in Queensland deserve to be paid a professional rate of pay. The fact that the state government does not see that should not be a matter that comforts and ultimately becomes an excuse for Queensland independent schools. Teachers in Catholic schools have clearly identified to their employers that they will not allow this to continue. They have taken a second full day stoppage and many have begun an indefinite ban on co-curricular activities. The taking of industrial action is a very hard thing to do. Members have difficulty in stepping
away from their classes, sporting and cultural activities and from the camps and various trips they have organised. The dedication and resolve of members in these Catholic schools is to be commended. It is through this action that they clearly demonstrate their commitment to this fair and just campaign. Teachers in PMSA schools will soon be given the opportunity to also take protected industrial action.
I look forward to a resolution to these negotiations and call on the various employers to recognise that professional rates of pay are not only appropriate for the staff in their schools but ultimately they are essential for the quality and long term sustainability of Queensland independent schools.
Although it is regrettable that members in these employing authorities have to take this action, it is due to the lack of leadership and ultimately the lack of respect by their employers that leave members no other option.
Kind regards, Andrew Elphinstone IEUA-QNT President
General Secretary’s Report FWA decision has far reaching implications In rejecting an appeal by Catholic employing authorities against the issuing of protected action ballots orders Fair Work Australia (FWA) has clarified for all Australian workers a right to bargain with employers in a negotiating structure that they determine rather than one unilaterally determined by an employer.
negotiate particular agreements.
The appeals against the protected action ballot orders sort to clarify the status of the single interest employer authorisations (SIEA) which had been obtained by the Catholic employers.
Clearly this was the intent of the Catholic employing authorities.
In this particular instance it would have meant that the various protected action authorisations which currently exist across 19 employing authorities would be invalid and employees in taking action would no longer be legally protected.
The employers application was out of time by 38 days.
In particular, a point of law was at issue in that whether employers, having obtained an SIEA, could determine that this was the scope of the negotiations.
However, the full bench had nevertheless determined to see whether their was merit in the claim, and if so, to raise the possibility of accepting the out of time application.
In the event that the determination of the SIEA did determine the scope, then this would clearly frustrate the bargaining representatives, ie unions, in terms of an industrial strategy around the best way to
The full bench decision fount that their was no substance to the core arguments of the Catholic employers and, in so doing, had clarified the nature of determining the scope of negotiations for not only those
General meeting of QIEU Members of the Queensland Independent Education Union are invited to attend the QIEU general meeting to be held at the Novotel, Brisbane Sunday, 16 May 2010 at 2pm. Open to all QIEU members
employers with a single interest employer authorisation, but also had clarified the nature of determining the scope of negotiations more broadly. The latter point is significant to all unions as an earlier decisions of a full bench had called into question the capacity of unions to include scope of negotiations as part of the bargaining issues. An earlier decision of FWA had suggested that it was open to the employer to determine the scope of negotiations. This view had very clearly been rejected in this recent decision. In terms of current negotiations in the Catholic sector, the decision meant that Catholic employers could not frustrate a series of protected actions being undertaken in Catholic schools and the pressure remained on the employing authorities to reach a negotiated settlement at the table with members capable of taking various protected actions as part of their industrial campaign. However, more broadly, the FWA decision is significant across our sector. The FWA decision means that single site schools for example can not unilaterally determine to bargain only for teachers and exclude schools officers and services staff. Employees through their union
have a say on the scope of the negotiations because of this FWA decision. Similarly school authorities with a number of sites cannot unilaterally determine to exclude or include particular school sites in a negotiation. Again employees through their union have a say on the scope of the negotiations because of the FWA decision. Already the FWA decision has been significant in ensuring the PMSA have not been able to frustrate an application for protected action ballot orders and other attempts by employers will no doubt not see the light of day because of this decision. These are technical matters but significant matters. A decision such as this from FWA ensures that workers do have rights in the face of employer mischief and attempts to frustrate those rights.
Kind regards, Terry Burke Branch Secretary tburke@qieu.asn.au
The Independent Voice
April 2010
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Member solidarity in professional rates of pay campaign Member solidarity has been a feature of the campaign for professional rates of pay in the Catholic sector. Members at the Chapter level such as at Mt St Michael’s College (pictured right) have met regularly to keep informed about aspects of the campaign and to undertake solidarity activities. Those Chapters authorised to take protected industrial action have been at the forefront of industrial action. However, across the sector members in schools not authorised to take protected action have undertaken solidarity activities in support of their colleagues taking action. Resolutions of support have been forwarded to those Chapters undertaking action and collective union action days have been held. In a notable gesture the Chapter at St Williams School Grovely sent trays of donuts to nearby schools taking stop work action to “sustain” them in their action. School officers and services staff have held meetings and endorsed resolutions in support of their teacher colleagues recognising that teacher support in past rounds of negotiations have been fundamental to achieving better conditions for school
ABOVE: Mt St Michael’s College members remain an active Chapter and keep updated on the professional rates of pay campaign by holding regular Chapter meetings
officers and services staff. Whether taking protected action or not, members across the sector have been united in their determination to see professional rates of pay in Catholic schools to recognise the work of teachers and their commitment to Catholic education.
ABOVE: St Anthony’s Catholic College Secondary Campus, Deeragun support the solidarity day
ABOVE: St Edmund’s College met to discuss taking indefinate co-curricular bans if no satisfactory resolution is made to the professional rates of pay campaign. A motion was passed for this to the Religious Institute and Christian Brothers area network meeting
ACSEA refuses to update agreement The Australian Community Services Employers Association’s (ACSEA) has refused to negotiate a new agreement for staff in the federal jurisdiction following state government approval for increased DECKAS funding.
Members’ rights are only protected by a legally enforceable agreement which exists to protect the wages of employees in community kindergartens.
The increase to DECKAS funding should be reflected in a few formal agreement which provides for the additional wage increase of 0.5 per cent from July 2009 (total 4.5 per cent) and a new rate for Band 2 Step 1 from January 2010.
Initially ACSEA attempted to justify its refusal to enter into a new agreement due to the potential cost of the procedure. IEUA-QNT have offered to conduct the entire process of achieving the new agreement so that no cost is incurred by ACSEA; however, this offer has now been rejected.
It appears that ACSEA is asking employees to trust that the additional 0.5 per cent wage increase will be paid; however, ACSEA has remained resolutely silent on the improved rate for Band 2 Step 1.
Early childhood members in ACSEA centres want their employer to acknowledge the increase of DECKAS funding in a legally enforceable agreement which protects the wages of employees in community kindergartens.
ABOVE: Townsville Catholic schools area meeting
QLECS lack of commitment to maintain comparability of wages Queensland Lutheran Early Childhood Services (QLECS) have failed to commit to maintaining comparability of wages between their employees and those employed in Lutheran schools in the current collective negotiations. The employer has rejected enhancements to maternity leave and pupil free days. Further, the employer has not committed to protect existing conditions of employment.
QLECS has also declined to adopt the outcome of the review of wage rates for assistants which will be conducted by Fair Work Australia without first reviewing the outcome. Members in QLECS kindergartens want to maintain existing comparability of wages and conditions to those employed by Lutheran schools. Negotiations will continue between IEUA-QNT and QLECS in the new term.
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The Independent Voice
April 2010
Members in Action Union collective agreements promote family friendly arrangements Rivermount College employees are the latest among many Queensland schools to gain improved family friendly initiatives by negotiating a new collective agreement. To assist employees to balance work and family demands throughout various stages of their work life, employees sought and were successful in gaining enhanced job share provisions.
such procedures. In addition, employees also received enhancements to paid parental leave. Employees can now access 14 weeks paid maternity leave after 12 months of continuous service. An option also exists for an employee to take paid maternity leave at half pay for double the period of time.
ABOVE: Rivermount College SBU employee representatives worked with the college to develop new family leave arrangements in the school’s new collective agreement
The new agreement provides detailed procedures to assist employees and the employer in the successful operation of job share arrangements.
The employer-funded paid maternity leave is in addition to the federal government’s implementation of a national paid parental leave scheme to begin in 2011.
Employees will also receive greater flexibility in accessing long service leave and may apply to double this leave taken at half pay.
It is essential that the employment rights and responsibilities of job share participants are confirmed by
Male employees are now also entitled to one week of paid paternity leave.
Additional flexibility for staff is also improved with employees being able to access five days of their personal leave to attend medical procedures or appointments relating to pregnancy or fertility.
for attending to family matters.
Flexible working arrangements for non-teaching staff has also been included in the agreement, such as time off in lieu, which can be used
Union collective agreements continue to provide enhanced family friendly initiatives as both employers and employees
Logan member benefit from branch meetings
identify the benefits of such flexibility for their staff and schools. If you are seeking a collective agreement in your school or would like more information about introducing family friendly practices in negotiations, please contact your union organiser or FREECALL 1800 177 937.
Sunshine Coast branch informed on benefits of union membership
ABOVE: Logan Branch members Brendan Gillespie, Keith Fletcher, Craig Hirst and John Roberts keep informed on the progress of Catholic sector negotiations at the recent Logan area branch meeting
IEUA-QNT members from the Logan area remain up to date on the professional and industrial issues affecting their profession with regular branch meetings to ensure their voice is heard. At the recent branch meeting Catholic sector negotiations was the main point of discussion, with those in attendance
remaining informed on the current negotiation progress. Members from Diocesan schools also expressed their willingness to support the day of solidarity with their Catholic school colleagues in the campaign for professional rates of pay. The meeting also kept members
informed on the QCT professional development requirements, legal rights in schools for teachers and school officers and also identified training options for 2010. IEUA-QNT organiser Christina Ong said she was encouraged to see the members being pro-active with their involvement as union members.
Innisfail members recognise importance of being active unionists The current campaign for professional rates of pay was the focus for the recent branch meeting held in Innisfail. As regional members, those in attendance understood the
need to keep informed and to keep involved in the sector wide campaign. Discussion highlighted the impact of the impending introduction of the national curriculum and
national teacher standards. Member resolve to win professional rates of pay in recognition of their work and contribution to Catholic schools was evident in discussions and comment of the employer offer.
The Sunshine Coast branch is building union strength with strong and active member involvement in current campaigns. At their recent branch meeting members sought information on the issues in collective bargaining throughout the various sectors and were given an overview of the importance of WH&S representatives in schools. An update on the Modern Award and its implications was also provided.
The Independent Voice
April 2010
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Members in Action FNQ early childhood members keep informed on the importance of collective agreements Members in early childhood in Far North Queensland are more aware of the benefits of negotiating collective agreements to enhance wages and conditions following recent meetings. With regular Early Childhood Education union meetings, early childhood members in these areas are able to contribute to negotiations with C&K and ACSEA. At the recent FNQ early childhood meeting members from both ACSEA and single site centres met to develop strategies to better inform staff in single site schools of the importance of a strong collective in negotiating a collective agreement. By ensuring all kindergartens are covered by a formal agreement negotiated between our union and the employer is the best method to protect and improve wages and conditions. The next Cairns Early Childhood Network meeting is scheduled for Tuesday, 20 April. For further information, please contact organiser Patrick Meikle in Townsville on 4772 6277.
ABOVE: Those who attended the Far North Queensland Early Childhood Network meeting late 2009 included (front left to right) Narelle Cutuli and Suzanne Swain of Edmonton Community Kindergarten, (back left to right) Trudi Allen and Alison Clarke of Gordonvale Kindergarten, Carmen Rufino and Lynne Ireland of Boopa-Werem Kindergarten Association and relief teacher Rhondda Hains
Caloundra City School ballot on new agreement
Ignatius Park members support co-curricular ban As part of the support in the campaign for professional rates of pay members at Ignatius Park College have overwhelmingly supported various protected action activities as part of the campaign for professional rates of pay. Members resolve in acting collectively at Caloundra City School has resulted in a new collective agreement which enhances wages and parental leave conditions for staff.
added for teachers who are “afforded entry into the enhanced career path opportunity of Leading Teacher” with a Band 5 Step 3 teacher earning $93,576 in 2012.
Employees will receive a 4.5 per cent wage increase each year for the life of the agreement, with Band 2 Step 2 teachers earning $61,204 by 1 January 2012.
Heads of academic faculties and ‘Leading Teachers’ will have access to the Band 5 salary scale.
The continuation of an additional Band 4 in the salary scale for all teaching staff was also agreed to, with a teacher on Band 4 Step 2 earning $82,413 in 2012. A further Band 5 has also been
The ‘Leading Teacher’ category will encourage talented teachers to remain in the classroom as an alternative to an administrative position. In negotiations the employer also agreed to 14 weeks paid maternity leave, exclusive of school holidays after 12
months continuous service. Superannuation and other employee entitlements will continue to accrue during the employer-funded part of paid maternity leave. Unpaid parental leave has also been provided in accordance with the Fair Work Act 2009. By being educated on the advantages of working as a strong Chapter throughout negotiations for a new collective agreement, members at the school have benefited from a collective agreement which enhances their wages and conditions.
Members took part in the ban on co-curricular activities during the week of 8–14 March and the ongoing bans. The majority of members at the school withdrew participation from these activities, including after school tutoring programs, sports coaching and camps outside of normal school hours. Townsville Catholic school members more generally discussed recent developments to the professional rates of pay campaign that affects these members and developed options for ongoing action in the Catholic sector. The positive interaction between employees at Ignatious Park College and other Catholic schools in Townsville has built a strong sense of union collective identity for members whether protected action is authorised in schools or not.
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The Independent Voice
April 2010
Assistant General Secretary’s Report
Making a difference in our community The significant amount of unpaid time regularly and readily volunteered by teachers and school employees to support various sporting, spiritual, cultural, charitable and other local community activities is well-known to those within our profession. In fact, the generosity of staff in this area often has the potential to negatively impact on maintaining a decent work-life balance for individuals - and can contribute to work intensification when combined with the competing demands of delivering an ever changing curriculum in an energetic and engaged way, keeping on top of student assessment and reporting and participating in the many other activities in the school calendar.
and actions in support of fair rates of pay commensurate with interstate benchmarks, we need to harness public support in order to be heard. IEUA-QNT members know that professional rates of pay for Queensland teachers are worth fighting for. The arguments have been put to politicians and employers ad nauseum that pay rates commensurate with interstate benchmarks will help attract and retain quality teachers, deliver high quality education to Queensland
teachers so that our collective voice is listened to.
work with Pine Rivers Musical Association.
As US Democrat politician, Tip O’Neill, neatly put it: “All politics is local.”
In addition, Terry coached district rugby league for many decades and has dedicated much time to local church work.
One such strategy for celebrating the contribution of teachers and school employees in their local area is through annual ‘Community Service Awards’ presented to worthy nominees by many local councils, state and federal politicians. IEUA-QNT has contacted all levels of government throughout Queensland and asked to be advised of nomination timeframes, so that we can work with local chapters to identify and nominate w o r t h y members for such public recognition.
“…awards can serve to remind the community more broadly
of the work undertaken by the
Terry’s award recognition is an important honour for him and his family. However, it goes further to draw public notice to the enormous contributions that many educators and school employees make. In this way, awards can serve to remind the community more broadly of the work undertaken by the unsung heroes in all schools. As opportunities to nominate worthy members for Community Service Awards are notified to IEUA-QNT by various levels of
unsung heroes in all schools.”
While teachers and school employees have long been content to quietly enrich the lives of those they touch, the current IEUAQNT campaign for professional rates of pay for Queensland educators presents some impetus for highlighting the difference we make to our community.
While politicians and the majority of employers have so far been deaf to our legitimate arguments
students into the future, provide a necessary investment in the intellectual infrastructure to help secure the state’s economic growth into the future and is only fair in the context of the emerging national curriculum and more centralist education policy initiatives. It seems that what is now needed is to marshal public support for
government across Queensland, we will be in touch with local chapters asking for your advice as to a particular colleague(s) whose volunteer work makes them a fabulous ambassador for the profession - and the best in us all.
Ros McLennan Assistant General Secretary rmclennan@qieu.asn.au
LEFT: Terry Frawley received a Community Award in his local area in 2009.
Last year, Terry Frawley was one such member nominated by IEUAQNT to receive a Community Award in his local area.
Terry’s long standing voluntary contributions to the community included 40 years involvement in local theatre groups, coaching district rugby league and dedication to local church work.
Terry’s long-standing voluntary contributions to the community included 40 years involvement in local theatre groups, culminating in his position as President, set builder and director of Act 1 Theatre in Strathpine and his ongoing
With the support of his family, Terry’s community involvement has made him a fine ambassador for the best of the profession.
2010 Labour Day celebrations Join with union members throughout the state and m a rch fo r L a b o u r D ay 2010.
at 10am in Oak St making its way to the showgrounds for the Tree of Knowledge Goat Races. www.treeofknowledge.com.au.
• Brisbane The Brisbane march begins at 10am on Monday 3 May from the corner of Wharf and Turbot Streets, with celebrations continuing on to the RNA Showgrounds into the afternoon with entertainment for the whole family.
• Bundaberg A march will be held on Saturday 1 May with assembly at Riverside Parklands at 11am. The march will proceed to Anzac Park and the Bundaberg Bowls Club for a barbeque and kids rides.
Regional activities:
• Cairns A march will be held on Monday 3 May with assembly at Cairns Esplanade opposite Cairns Base Hospital at 10am. This will be followed by a family fun day with bands, food stalls, kids rides and entertainment including the annual inter-union tug-o-war.
• Barcaldine The Tree of Knowledge Festival will be held from Friday 30 April to Monday 3 May. The march will be held on 3 May commencing
• Emu Park A family picnic will be held on Sunday 2 May from 11am at Bell Park. There’ll be food and drink stalls, raffles and live band. Also, the
Information on the Labour Day dinner will soon be available. Check out our website at www.qieu.asn.au for more information.
famous Doreen Sleeman Memorial Broom Throwing Competition and the Inaugural Harry Sleeman Memorial Sandal Throwing Competition will be held. • Ipswich A march will be held from 10am on Saturday 1 May with assembly from 9:30am at Ellenborough St (between Darling St and Roseberry Pde). The march will proceed to Timothy Maloney Park followed by a family fun day. • Gladstone A march will be held on Monday 3 May from 10am with assembly in the Council Chambers car park behind Goondoon St. This will be followed by a BBQ/picnic day and entertainment at the Marina. • Gold Coast A march will be held on Sunday 2 May commencing at 9am with assembly at the Southport Workers Club, Scarborough
St. The march will proceed to Broadwater Parklands, Southport for celebrations including a sausage sizzle, jumping castle and bands.
be held in the park with market stalls, live music, kids rides, face painting, sausage sizzle, holiday giveaway and raffle.
• Mackay A march will be held on Monday 3 May at 9:30am with assembly at cnr River and Gregory Sts from 9am. The march will be followed by a family fun day at Queens Park with rides, kids races, food stalls, face painting and entertainment.
• Sunshine Coast A barbeque will be held on Sunday 2 May commencing at 10:30am at Cotton Tree Park with kids activities, speeches and music.
• Moranbah A march will be held on Monday 3 May at 10am with assembly on Tallon St. The march will proceed to Town Oval where there will be guest speakers, food, kid rides and fireworks. • Rockhampton A march will be held on Monday 3 May commencing at 9am from Riverside car park (between William and Derby Sts) finishing at Victoria Park. A family fun day will
• Toowoomba A march will be held Saturday 1 May at 10am with assembly behind the Toowoomba City Council Building. A BBQ and bowls day will then be held at the Toowoomba City Bowls Club. • Townsville A march will be held on Monday 3 May with assembly from 10am at Anzac Park, The Strand. The march will proceed to Strand Park where there will be entertainment, kids rides, food stalls, races and a tug-o-war.
The Independent Voice
April 2010
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Assistant General Secretary/Treasurer’s Report
Empowered union membership In my last report in The Independent Voice I wrote about an effective union presence in the workplace. In that report I identified an educated membership, a membership that identifies as a collective and a membership that has high-density levels as characteristics essential for effective union presence. It was suggested that members need to be educated so that they are able to respond to initiatives and challenges that impact upon them from outside their place of employment and to be able to address issues that arise within their workplaces.
membership density. Our capacity to create and respond to change and challenge is influenced by our membership density. To assist in creating an industrially aware membership, organisers in the state and territory will be conducting a number of training sessions including Industrial Relations 1 (IR1) and Industrial Relations 2 (IR2). IR1 is the first day of a two-day course that provides skills that enable IEUA-QNT Chapters to function effectively in their workplaces.
Educated members are able to understand and effectively respond to conditions and situations that impact upon them and our profession.
The first day of the course investigates the foundations of unions and unionism and why the collective is so vitally important in the 21st century.
Another characteristic identified in that report was the sense of collective that members have.
This training is grounded upon an understanding of the principles that underpin union – what unions value, what employees in unions have achieved and retained and what workers, united by common values and beliefs, can achieve.
It was suggested that union is about the collective. It is about amalgamation, consolidation and cooperative endeavour. A further important attribute of an effective union that was identified was having a high
ng a Taki ok er lo clos at...
This day focuses on the best way to realise the shared and common values of the collective at the workplace level. Attention is paid to issue
identification and the process by which issues identified as widely and deeply felt can be addressed. The content of the day, and the experiences that participating members bring to the course, demonstrate quite strongly that through member education, networking and one-on-one communication, members can work together strategically to achieve positive results in addressing issues of concern and improve their working conditions. One of the outcomes of this daylong course is the realisation that much can be achieved at sector level but also that specific, particular issues and concerns can also be effectively dealt with at the local, site-specific level. The day also looks at union membership and considers the adage that ‘it’s not just the strength of our argument but the argument of our strength’ that underpins effective collective action.
upon which the group can develop strategies and plans. This day investigates how Chapter meetings become a dynamic and real part of the workplace environment, contributing to overall fair and just workplace conditions. The application of the concepts and skills developed in this training are examples of union at work, in the workplace. A corollary of this training is the establishment of functioning Chapters with resilient structures and a truly shared workload and equally importantly, a shared vision and sense of solidarity. To be truly effective and truly ‘union’, the workplace needs to have established dynamic structures.
The second day of the two-day course builds upon concepts and skills developed in IR1 to apply them in action at the workplace.
There are a large number of other training sessions that have been developed and are available for members, including ‘Roles of the Chapter Executive’, ‘Recruitment Strategies’, ‘Combating Workplace Harassment’, ‘Understanding and Applying Hours of Duty’, ‘Legal Liability and Duty of Care’.
There is consideration of reallife scenarios and participants in this training consider their own issues and scenarios as the basis
Each of these and other available sessions can be tailored to meet your needs both in length of presentation and in specificity of content.
As well, the timing of presentations can be arranged so that they meet the needs of members in the sense of being lunch-time presentation, after school presentations or during the school day. The vast majority of collective agreements contain a provision that allows members access to attend training in school time. I encourage you to speak with your organiser about courses and training that is available and your self-identified needs. As well, I encourage you to be aware of the training that is offered by our union and promote it amongst your colleagues. An educated membership is an empowered membership. Paul Giles Assistant General Secretary/ Treasurer pgiles@qieu.asn.au
How Modern Awards will affect IEUA-QNT members
The overwhelming majority of IEUA-QNT members will not have their conditions of employment affected by the new Modern Awards which came into operation on 1 January 2010. Most members are covered by a formal agreement which has been approved by either the federal or (the previously existing) state industrial tribunal. Any Certified Agreement which was made in the Queensland Industrial Relations Commission remains in force as a ‘Preserved State Agreement’ unless it is either terminated by the Commission or replaced by a new agreement. Sector by sector Catholic: Members employed in Catholic Education Employing Authority schools are covered by the Certified Agreements made in
2003. In addition the ‘common law deed’ which were made in 2006 continue to apply. The new ‘modern award’ has no application. Anglican: A formal agreement was made in the federal industrial jurisdiction last year. The new ‘modern award’ has no application. Lutheran: A formal agreement in the federal industrial jurisdiction was the subject of a ballot of employees recently. Employees overwhelmingly endorsed the proposed agreement. That agreement is undergoing the approval process of Fair Work Australia. If approved by FWA then the new ‘Modern Award’ has no application. PMSA: Members employed in PMSA schools are covered by the Certified Agreement made a number of years ago in the state system. In addition the ‘common law deed’ which were made in 2006 continue to apply.
Early Childhood Education – a special mention It appears that unnecessary confusion is being generated in the Early Childhood area. C & K: Employees in C&K Branch Centres are covered by an agreement in the federal jurisdiction. It is a stand alone agreement, therefore the new ‘modern award’ has no application. Centres which are represented by ACSEA: An agreement was certified in the Queensland Commission last year. This agreement ‘called up’ the provisions of the Early Childhood Education Award 2003 (State) until the end of 2010. Consequently, the new ‘modern award’ currently has no application. Centres which were represented by ACSEA in 2006: There are well over 100 centres that were covered by the Queensland
Early Childhood Education Certified Agreement 2006, but which have since ceased to be represented by ACSEA. These centres continue to be covered by the 2006 agreement. Again, the new ‘modern award’ has no application. Other centres: A number of centres entered into either single site or multipleemployer agreements in 2006. These agreements continue to apply and again, the new ‘modern award’ has no application. No conditions of employment need to be reduced All employees in the education industry in Queensland and the Northern Territory have some conditions which are superior to those in the Modern Award. There is no requirement in either the new Modern Award or the Fair Work Act (or any other legally binding document) that an existing condition of employment must
be lowered to the level of the minimum safety net. Any suggestion by an employer that conditions must be reduced is dishonest. Agreements protect employment conditions The most effective method to protect (and enhance) your employment conditions is a formal agreement negotiated between your employer and our union. The IEUA-QNT has been protecting and enhancing the wages and conditions of employees in the education industry through formal collective enterprise bargaining agreements for many years. Please contact IEUA-QNT for more detailed information on FREECALL 1800 177 937. John Spriggs IEUA-QNT Senior Industrial Officer
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The Independent Voice
April 2010
Northern Territory News Bathurst Island members address housing issues
LEFT: IEUA-QNT members from Xavier Nguiu Secondary College in Nguiu on Bathurst Island, including (left to right) Valerie McGrath, Rita Ballard, staff rep Victoria Phillips and Claire Ryan, are visited by new Darwin organiser Camille Furtado (centre) in March. The establishment of housing committees to ensure critical housing issues can be appropriately dealt with has come out of the recent Catholic collective bargaining negotiations. Teacher housing continues to remain an issue in remote areas, and this year members
will focus on establishing housing committees in each community to ensure any critical housing issues can be dealt with in a timely manner. IEUA-QNT members at Xavier Nguiu Secondary College in Nguiu on Bathurst Island spoke with organiser Camille Furtado at her recent visit to the remote
school, and have agreed to commit to addressing housing issues through their housing committee which has now been established. “We discussed how to ensure that all teaching staff have access to quality housing and facilities in Nguiu,� Camille said. Often members identify that in some
Catholic employer places working rights at risk Northern Territory Catholic employing representatives continue to refuse to include a standard dispute resolution clause in the current replacement collective agreement, giving employees no guarantee that any future disputes will be resolved through a formalised independent process. The inclusion of a dispute resolution clause in the agreement will provide a formal process for resolving disputes and allows for Fair Work Australia to hear matters that cannot be decided at lower levels in the dispute
setting procedure at the school. An adequate dispute resolution clause provides an important safeguard for employees and must be included in order for staff to ballot in favour of an agreement. If a dispute arbitration clause is not included, this calls into question the enforceability of an agreement. The employer continues to assert that there is no need for a dispute resolution clause allowing for arbitration because there has been no clause in previous agreements.
However, this is not entirely true; on at least one matter in the current agreement the employer has accepted that a dispute can be arbitrated by an independent tribunal. To accept one provision of arbitration in the agreement and not in all others is a peculiar notion by the employer. To ensure Catholic education school employees are not disadvantaged, employers must commit to the inclusion of a dispute resolution clause allowing arbitration on matters by the independent umpire.
Wages and conditions top priority at The Essington School Negotiations at The Essington School are to recommence for the first time in 2010 in Term 2 to continue discussions for improvements to wages and conditions for staff. The employee log of claims developed by staff in 2009 was overwhelmingly endorsed by IEUA-QNT members at the school in February this year. The log of claims outlines the issues that need improvement to the replacement collective agreement, including teacher and school officer wage structures to properly maintain a positive differential as compared to other schools. Also for consideration are school officer structures that must appropriately reflect the skills and
experience of these staff at the school. Clearer boundaries are also sought on important issues such as hours of duty, role descriptions and class sizes, as well as appropriate access to professional development opportunities in line with the Northern Territory Board of Teacher Registration guidelines.
locations housing is overcrowded, inadequate or in disrepair. Quality housing is essential if good staff are to be attracted to Indigenous and remote communities and are to remain in these communities. Negotiations have also enhanced other housing conditions in remote areas in the Territory.
Staff can now access accommodation allowances, relocation entitlements and a special teaching allowance paid to staff in remote areas. To find out more about establishing a housing committee, contact IEUA-QNT organiser Camille Furtado on (08) 8981 1924 or cfurtado@qieu.asn.au
Collective agreement at Yirara College Yirara College have begun negotiations for their first collective agreement to make explicit the wages and conditions for all employees. Until now conditions at the college were based on wages from the Northern Territory government sector and various site-based informal arrangements. The Lutheran School Association and the Yirara College Committee of Management wish to see conditions at the College consistent with those of the Northern Territory Lutheran agreement and conditions across Lutheran schools in NT, South Australia and Western Australia. Key areas for consideration for possible inclusion in the new collective agreement include: clarification or amendment regarding matters relevant to the Modern Award; matters to appropriately include from other Lutheran school agreements in the interests of portability of conditions such as sick leave and long service leave; and matters which are peculiar to Yirara College and its operations. Members at the College will consult with various groups of employees at the school in the new term and will invite members to identify matters for consideration at the negotiations.
Members at The Essington School are hopeful these important issues are recognised in their new collective agreement in a timely manner in negotiations.
The next negotiating meeting is scheduled for 30 April. The meeting will consider all matters presented by both the employee and employer representatives.
For more information on the negotiation process, contact IEUA-QNT organiser Camille Furtado on FREECALL 1800 351 996.
IEUA-QNT organiser Camille Furdado will be a regular feature this year throughout schools in the Northern Territory in negotiations, school visits and individual members issues. To contact Camille please call (08) 8981 1924 or email cfurtado@qieu.asn.au
The Independent Voice
April 2010
Sector Matters Queensland College of English The ELICOS sector has lost a major player with the Queensland College of English (QCE) going into voluntary administration in early February. Staff were given no warning of the school’s closure and have wages and entitlements owing to them. IEUA-QNT continue to advise and support the members at QCE and have encouraged members to apply for the government program General Employee Entitlements and Redundancy Scheme (GEERS).
The scheme is in place to help workers recover wages and lost entitlements from their employers who are going into voluntary administration. Students who were attending the College have also been assured the government will review student requirement around their student visa and English Australia are responsible for organising student placements into other colleges. The Brisbane college, part of the GEOS international group, was one of seven schools in Australia, including three in Queensland, which have now been shut down.
QCE Brisbane has been a strong union chapter over the last 20 years and, more recently, members had been working with management to create a collective agreement.
Fair Work Australia have granted IEUA-QNT members in Presbyterian and Methodist Schools Association (PMSA) schools a ballot to consider protected industrial action.
Members have been actively involved in various union activities such as Labour Day, ELICOS network meetings and have shown commitment to union campaigns.
In the ballot PMSA members will consider taking any or all of the following actions:
Our union will monitor this situation and are positive all staff at the College can be placed in other schools.
The action to apply for the ballot was a result of the apparent stalemate in negotiations regarding wages, hours of work and coverage.
Employee representatives at the recent Single Bargaining Unit (SBU) expressed disappointment in the extended time negotiations
have taken and with the lack of a firm response from management on the issues in the employee log of claims. During the meeting employee representatives again spoke to the issues in the log of claims, with management committing to respond to these issues at the next meeting. However, although management have committed to provide
elaborated negotiation positions at the next meeting, employees are very aware that previous meetings have failed to result in management moving on any of the issues in the log of claims. Shafston College employees look forward to a successful completion of collective negotiations with management in a timely manner.
International Education Services Members at the International Education Services (an international college that feeds students into first year university studies) have met recently to discuss the preparation of a log of claims to assist in the negotiation of a replacement collective agreement.
The Australian Electoral Commission (AEC) will conduct the ballot during term 2, with ballots to close on 7 May 2010.
• • •
The wearing of badges calling for professional rates of pay; A half day stoppage; and A full day stoppage.
Whilst protected industrial action is always a last resort, employees have attempted to resolve matters in negotiations, without success, on key issues since August 2009.
Shafston College Employees at Shafston College are placing pressure on management to finalise negotiations that will enhance wages and conditions and bring about parity with other employees in the ELICOS sector.
PMSA schools:
In order to be in the best possible position to begin negotiations, staff are now discussing issues regarding their employment as well as talking to their colleagues about becoming active union members.
IEUA-QNT have consistently sought to negotiate a collective agreement covering all employees in PMSA schools, including teachers and non-teaching staff, to enhance and protect wages and conditions.
Kaplan Aspect Members at Kaplan Aspect Brisbane have commenced negotiations for their first collective agreement to improve and enhance their wages and conditions. The employee claim includes wages parity with Kaplan Aspect employees interstate and paid parental leave for all staff. Allowances for senior teachers and paid marking and preparation time also remain key issues for negotiations. Flexible work practices and job share arrangements has also been tabled for consideration.
The College’s current agreement is due to expire in early 2011.
A further meeting of members to discuss substantive issues for the log of claims will be convened in the near future.
Lead organiser Nick Holliday said: “Members remain committed to achieving parity in both like colleges in Queensland and also with interstate employees at Kaplan Aspect.”
Union members at the College have determined that it is essential to be properly prepared for the commencement of negotiations.
For further information contact your ELICOS organiser on FREECALL 1800 177 937.
The next Single Bargaining Unit (SBU) with employers will be on 15 April to further discuss the draft document.
Northern Territory News Union strength a priority for Alice Springs members Building union strength amongst members in Alice Springs was identified as their main goal in 2010 at the recent Alice Springs Catholic area meeting. During the meeting members agreed that to build union strength within their schools training of the Chapter Executive members was needed, together with actively recruiting potential members and strengthening of networks within schools and between schools.
“To build union strength you must have informed members; this can be achieved through ongoing support and training for Chapter Executive members and working actively with other school networks,” lead organiser Nick Holliday said. During the meeting members discussed the status of Catholic sector collective bargaining, and agreed that the classification structures for non-teaching staff, including information technology workers and Indigenous Education Workers, remain a concern.
Alice Springs members in the Catholic campuses have outstanding issues on hours of duty relating to the interpretation of the teacher workload clause of the collective agreement. Further Alice Springs area meetings will take place in the new term, together with union representative training. To get involved in the Northern Territory Southern branch, contact lead organiser Nick Holliday on FREECALL 1800 351 996.
MAY DAY 2010 May Day is a time to unite and celebrate the achievements workers and unions have accomplished to ensure better working conditions in the Northern Territory. Darwin: This year’s May Day march in Darwin will commence at 4pm on Monday 3 May at the IEUA-QNT Branch office, 38 Wood Street, and finish at the Esplanade for a concert. Alice Springs: Union members will celebrate the significant achievements gained through acting collectively by holding a family BBQ at The Alice Springs Telegraph Station Historical Reserve on Sunday 2 March at 11am. For further information contact IEUA-QNT Organiser Camille Furtado on (08) 8981 1924.
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The Independent Voice
April 2010
Recognition for services to union in QIEU 90th year As part of QIEU’s 90 th Anniversary celebrations last year, 90 outstanding member activists were acknowledged for their dedicated commitment to our union and work on behalf of members at the end of 2009. Activist members, including those pictured from north Queensland, have demonstrated: competent capabilities and commitment to building membership strength and a strong collective voice;
keeping informed about the issues impacting on members and what they can do about them; a commitment to building a collective culture and supporting colleagues in the workplace to achieve fair and just outcomes; and a commitment to promoting member action and networking at the chapter or branch level. QIEU congratulates our north Queensland members for their union commitment.
ABOVE: Aitkenvale members Erna Mikic of Western Suburbs Kindergarten and Preschool and Barbara Skinner of C&K Stepping Stone Community Kindergarten are recognised for their contribution to QIEU
LEFT: Joanne James from St Anthony’s Catholic College
ABOVE: Far North Queensland member from Boopa-Werem Kindergarten Association Lynne Ireland
ABOVE: Russell Wickson from All Souls St Gabriels School in Charters Towers
RIGHT: Principal of St Michael’s School in Gordonvale, Lea Martin, with organsier Patrick Meikle
North Queensland members celebrate over 20 years union membership
ABOVE: Principal of St Clare’s School, Tully, Greg Hoare
ABOVE: Associate retired Far North Queensland member Jean Rome and Good Counsel College Innisfail teacher Peter Dryden with organiser Patrick Meikle (centre)
ABOVE: St Francis Xavier’s School’s Jennifer Jankowski, Daryl O’Reilly and Janet Zaccour have been recognised for over 20 years of active union membership
RIGHT: Michael Peck and Glenn Lang of Columba Catholic College Mt Carmel Campus in Charters Towers are given their award by staff rep Joann Neilsen
LEFT: Colleen Brown from Columba Catholic College St Mary’s Campus in Charter’s Towers is presented her award from Gerard Webber
LEFT: St Mary’s College, Woree, members Douglas Webb, Marie Cronin, Sally Hansen and Victor Zamprogno with organiser Patrick Meikle (second from left)
ABOVE: Jane-Frances Luton (right) of St Anthony’s Catholic College with Kristen Edwards
ABOVE: Helen Kennedy of St Augustine’s School, Mossman
ABOVE: Ingham members Miranda Pietrobon, Vivienne Parry, Chris Parry and Martin Cordery
The Independent Voice
April 2010
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Graduate teachers sign on to IEUA-QNT New Brisbane Catholic Education graduate teachers were given important information for their first year of teaching and advice on joining IEUA-QNT from union officers at the BCE Induction Day recently. The induction involved graduate teachers as well as teachers from surrounding south east Queensland areas who were employed mid-2009 who may not have attended the induction last year. More than 100 graduate teachers took part in the learning day. Over 60 graduate teachers are now members of IEUA-QNT. Jubilee Primary School new teacher Bonnie Moodie said she was advised by her fiance, who is also a beginning teacher, that it was important to become a member of IEUA-QNT. “Especially in the early years you never know when you may need help. You never know what could happen,” Bonnie said of her reasons for joining. St Andrew’s Primary School teacher Monique Wirth said she decided to join as a union member “to be covered for any accident that shall arise.” Members were given a pack containing information to help them through their first year, including fact sheets on duty of care and legal liability, salary rate ABOVE: Jehan Hassan and Rhys Bishop of St Vincent’s Primary School and Bonnie Moodie of Jubilee Primary School sign on to IEUA-QNT with the help of organiser Brad Hayes at the BCE Induction Day in February comparisons and a graduate handbook.
WHY IS IT IMPORTANT TO BE A UNION MEMBER? Rhys Bishop St Vincent’s Primary School “I asked around my school about union membership. As a teacher in Prep you never know when you will need coverage.”
Paul Holmes St Agnes’ School
ABOVE: Organiser Natalie Zemaitis (left) explains the benefits of IEUA-QNT membership to graduate teachers Jessica Daniels and Kate Cochrane
“So you have someone to back you up if you have legal complications or if you have any concerns you can call your union.”
Larissa Hanley St Kevin’s Parish Primary School “For the benefit of protection and peace of mind. It is important when you work with children who are your responsibility.”
Anthony Fernando All Saints’ School “So we can have someone to talk on our behalf when things get tough and to support us in the good times and bad.”
Tamara Poole St Mary’s Catholic College, Kingaroy
ABOVE: Paul Holmes of St Agnes’ School and Anthony Fernando of All Saints’ School
“For industrial issues. If something happens there is someone there going to support you. (Without union membership) you could be left without a leg to stand on if something happens.”
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The Independent Voice
April 2010
Members stand up for Catholic school teachers throughout the state sent a clear message to their Catholic employers during the full day protected industrial action on 24 March, telling them that ‘It’s Time’ to negotiate a fair wage deal for benchmark professional rates of pay. Members successfully rallied in Brisbane, Cairns, Townsville,Yeppoon, Toowoomba, Roma, Warwick, Goondiwindi and Dalby from 45 Catholic schools, frustrated at their employers’ lack of respect, lack of leadership and continual disregard in negotiating a fair wages deal. During the meetings Catholic school teachers unanimously carried a set of resolutions that called on their employers to enter into immediate negotiations for a wage outcome consistent with established professional rates of pay.
BRIS
Additional resolutions were carried in some meetings authorising delegations to the Bishop of the relevant Diocese.
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The Independent Voice
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April 2010
professional rates of pay Solidarity Chapter meetings were also held across the state by Catholic teachers, school officers and services staff in those schools where protected action was not authorised. It was clear from the teacher support that members were angered by the lack of fairness, equity and respect from their employers; qualities and values that are at the centre of every Catholic school’s charism.
co-curricular activities.
WAR W
Teachers in Catholic schools will not accept a disappointing wage offer that undermines the professional work they do not only in the classroom, but in the many hours they spend in their own time with co-curricular activities.
Speaker after speaker spoke of their disillusionment with Catholic employers who seem intent on placing their special relationship with the state government before the valued relationship with their own employees and school community.
Since the action was taken Catholic employing authority representatives have agreed to consider a revised wage position for the most experienced teachers. As a sign of good faith Chapters are now considering suspending the current ban on co-curricular activities to 23 April.
The protected industrial action day also saw the beginning of indefinite co-curricular bans by members in some Catholic schools who have now withdrew their participation from school
The onus now remains on Catholic employing authorities to agree to a revised wage position for experienced teachers with action to be reinstated in the absence of an agreement.
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The Independent Voice
April 2010
Approach to National Curriculum out of date The problems caused by the “discipline silos” approach to National Curriculum are alarmingly evident in the recently released national curriculum documents for English, Mathematics, Science and History. The problem of overlaying a 19th century approach to 21st century educational needs is particularly evident in relation to early years and primary education. For these students and their teachers, the curriculum is usually delivered in a more holistic manner than
these documents imply or, indeed, permit. Close scrutiny of the progressions from one year to the next reveals that there has not been sufficient attention given to matching the content knowledge common to disciplines so that, for example, pie graphs are taught in Mathematics and Science in the same year. Moreover, the time allocations for each of the four subject areas leaves little time for other significant areas of education that are not covered by these draft documents. And
this is the crux of the problem. The ‘back to basics’ mentality narrows the focus to particular elements of specific disciplines rather than directing the attention to the educational needs of specific students, in specific contexts at specific points in their developmental continuum. Neither does this approach to curriculum work to readily support the “Educational Goals for Young Australians” outlined in the 2008 ‘Melbourne Declaration’, which the Deputy Prime Minister and all state education ministers signed.
If students are to develop into “successful learners, confident and creative individuals, and active and informed citizens,” - the aims of the Melbourne Declaration - then we need to move away from the “silo” mentality and ensure that students have an opportunity to engage in a meaningful way with a much broader curriculum.
climate change and sustainability.
It should include as equally important: language; the arts; health and physical education; environmental and citizenship education; and, many would argue, economic and global issues such as
Students need to be well prepared as critical and creative thinkers who are able to engage with people of various cultural backgrounds. This demands a much broader focus than the “silo” approach permits.
If we focus too closely on the content of the single discipline areas (which the current consultation processes invite), then we miss the bigger issue of providing a broad education that prepares students to respond to the challenges that will come to them in the future.
Resourcing the
Implementing the National Curriculum:
national curriculum:
Who? What? When? How?
Who knows what is happening?
It is vital that the Queensland and Northern Territory governments inform schools about their plans for the implementation of the National Curriculum.
Funding and resourcing the implementation of the National Curriculum will be vital for the successful uptake of this initiative in schools. In public forums, leaders within the Australian Curriculum, Assessment and Reporting Authority (ACARA) have also acknowledged this. Sadly, the Queensland and Northern Territory governments have been silent on the processes they will put in place to ensure all schools are adequately prepared to make the transition to the new curriculum. Similarly, employing authorities in the non-government sector have not indicated their plans.
One of the most effective ways of achieving this is to provide in schools the opportunity for collegial discourse and group planning. In some instances it may be necessary to employ the services of a specialist in particular disciplines. In some schools the expertise will already exist within the current staff. Whatever the case, if implementation is to be effective, then ongoing professional development at the workplace is essential. A further element of resourcing is the provision of appropriate resources to effectively teach new aspects of curriculum; for example, in Science, the provision of appropriate space, technical support and equipment to conduct meaningful experiments with students will be essential.
So what is needed? First and foremost it is absolutely essential that all sectors have a thorough plan for professional development. It needs to be acknowledged from the outset that provision of a three hour professional development session or a single day that provides an overview or deals with some particular area will not be enough. From this kind of beginning employers will need to invest in building the strengths of their employees, teachers and school officers, to manage the new curriculum demands. For example, in English, many teachers will not have the linguistic knowledge to effectively teach the required grammar components. This is not something that can be learnt in three hours. Similarly, the Science and History demands will require ongoing, targeted and often individualised professional development opportunities for many people.
For some settings, the provision of Workplace Health and Safety training will be necessary. The enhanced demands for access to digital technology for the four disciplines will put great pressure on schools to provide sufficient access for all students (notwithstanding the provisions of the digital education revolution funding.) These will be issues for the vast majority of schools across Queensland and the Northern Territory; however, the problems of access to the curriculum documents themselves (they are only available via digital technology), ongoing professional development and appropriate levels of resourcing within classrooms is compounded for those in rural and remote areas. Given that the role out of the National Curriculum is scheduled to begin in 2011, state and territory governments need to make public their intentions in relation to these matters as do the employing authorities in the non-government sectors.
The roll out, scheduled to commence across the country from 2011, is expected to be substantially in place by 2013. The plan for implementation of the curriculum is the responsibility of states and territories under the Council of Australian Governments (COAG) agreement, with the different states and territories to implement it in different ways. There is the possibility that only some of the four discipline areas will be commenced in 2011 with the others to follow. It is also possible that it could begin with primary and then move into secondary in subsequent years. The problem: these decisions have not been made nor have they been released to the public. Both Queensland and Northern Territory have yet to make decisions about implementation for 2011, let alone the years that follow. The Australian Curriculum, Assessment and Reporting Authority (ACARA) has released a list of schools who will be participating in a trial of the draft curriculum that has been released for consultation. This can be accessed by logging onto www.acara.edu.au and typing ‘trial schools’ into the search facility. The IEUA at all levels continues to express concerns about the haste of the implementation - dictated by a strong political agenda from the federal government - and the delay in providing a coherent plan for implementation by the states and territories is to some extent understandable. However, having agreed to the 2011 deadline, it is their responsibility to ensure that plans are made available in good time for the teaching profession and school communities to make the necessary provisions to deal with implementation in the best possible manner. The IEUA is hopeful that when the implementation plans are released they will include an outline of the resourcing to be provided to ensure the plan will work and work well.
National Curriculum research and articles by IEUA-QNT Research Officer Miriam Dunn
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The Independent Voice
April 2010
15
A Flying Start for Queensland children: But who cares about our teachers? The launch of the ‘Flying Start for Queensland Children’ green paper in March this year by the Queensland government once again demonstrates a lack of regard for the teaching profession. When Premier Bligh indicated that, while there would be a consultation period due to end around 30 June this year, there would have to be some extraordinarily powerful argument to change the plans outlined in the paper.
the non-government school sector in this matter.
professional educators. The most obvious of the issues is the proposal to move year 7 into high school. While it is noted that it is planned to implement this move over a four to five year period, there are significant structural issues to consider.
In essence it is a fait accompli.
This will be especially evident in areas where there is no local high school to accommodate the year 7 classes.
There are issues of considerable concern for teachers in this green paper and the Premier and Education Minister Geoff Wilson should be heeding the voices of Queensland’s
Although Director General of the Department of Education and Training, Julie Grantham, indicated there would be “no job losses,” it is hard to see how she can speak for
Moreover, for those in the state sector, this guarantee would likely mean that teachers would have to relocate to keep their positions. Furthermore, there is a question to be answered about the provision of school officer hours if primary schools are substantially reduced. This is especially so for smaller schools. A further proposal that is cause for concern is the intention to amalgamate the Queensland Studies Authority (QSA), the Queensland College of Teachers (QCT) and the Non-State Schools Accreditation Board (NSSAB).
NOT UP TO STANDARD Draft National Professional Standards for Teachers needs more work The draft National Professional Standards for Teachers has been released for consultation and teachers in Queensland and the Northern Territory should be concerned about the implications these Standards carry with them. The website for the Ministerial Council for Education Early Childhood Development and Youth Affairs (MCEEDYA) states: “The Standards are designed to provide a continuum of capabilities and expectations and a nationally consistent basis for valid, fair and reliable identification and recognition of those who meet the standards. These standards will also form the basis for accreditation of pre-service teacher education courses, initial teacher registration, and performance appraisal and professional accreditation of teachers at higher levels of professional expertise1.” In our jurisdictions, professional standards have not been used to determine the rate of pay received by a teacher, nor have they been used as guidelines to inform decisions about diminished performance. This is as it should be. Professional standards should stand as guidelines against which individual professionals
can judge the calibre of their knowledge, skills and professional behaviour and make judgements about what professional development they might need or be interested in undertaking. Professional standards can act as aspirational beacons for beginning teachers, for those hoping to develop their skills more broadly or for those seeking promotion beyond the scope of the devoted classroom teacher. Their may also be a means of affirming for teachers that they are doing a good job. Within the introduction to the document and the stated Purpose of the Standards there needs to be clear and concise articulation of what the standards can and cannot be used for. It should be unambiguously stated that they are not to be used for disciplinary purposes, and may not be used for the purposes of performance pay. There needs to be a clear understanding of who uses the standards and who makes the decision about the allocation of the two higher levels. (The graduate level is the indicator of the standards required to receive provisional registration and the proficient level describes the standards required to move from provisional to full registration.) It would be inappropriate for
a Lead Teacher to be one to “evaluate” colleagues as stated in standard descriptor 6.1. It would be inappropriate for the principal to be the sole decision maker. The Standards should also require four year tertiary training for all teachers to attain provisional registration. This must be the base on which to build. If we must go down this path of having a set of standards imposed upon the profession, then the descriptors in the draft need substantial work to ensure that there is differentiation between the levels. This is particularly a problem between the Proficient and Highly Accomplished levels. They also need reworking to ensure that they are appropriate to teachers across the early years, primary and secondary levels. The public consultation process on the draft National Professional Standards for Teachers close on 7 May. Our federal union office will be making a formal submission. Miriam Dunn IEUA-QNT Research Officer http://www.mceecdya.edu.au/mceecdya/ npst2010-consultation-call_for_ submissions,30532.html accessed 15-03-10.
While there is a lot of rhetoric about the capacity to ensure quality and standards, there is no detail about how this is to be accomplished and funded. There is also a concern that many stakeholders, including our union which currently has members on the Boards of QSA and QCT, will be sidelined in favour of a smaller governing body made up of career bureaucrats, lawyers, accountants and those appointed by the Minister. It is vitally important that the voices of teachers and their unions remain active in the decision making processes of these bodies or the authority that ultimately embraces
them all. This has worked well in the past to ensure that decision making bodies heed the valid concerns of teacher professionals who know how decisions will impact on the delivery of quality education in schools. Members are encouraged to discuss these issues within their Chapters and at Branch meetings. Our union will be making a formal submission to the Queensland government and feedback from Chapter and Branch meetings should be submitted to IEUA-QNT Research Officer Miriam Dunn at mdunn@qieu. asn.au.
Changes to Blue Card system for teachers The Commission for Children and Young People and Child Guardian is implementing important changes to the blue card system following recent amendments to the relevant legislation. Among a range of significant changes, registered teachers from 1 July 2010 will be able to apply for an exemption from holding a blue card when providing child-related services which are outside of their professional duties, such as volunteering with a community organisation. Exemption notices will be issued free of charge and will remain valid while the person is a registered teacher. For further information visit www.bluecard.qld.gov.au or contact the Commission on FREECALL 1800 113 611 during office hours.
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The Independent Voice
April 2010
Celebrating International Women’s Day The annual UNIFEM International Women’s Day breakfast in Brisbane gave occasion to review how far women have come in their struggle for equity, peace and development while allowing the opportunity to unite, network and mobilise for meaningful change. The breakfast, now in its 21st year, brought together a 1,300 strong turn out of a broad section of women to discuss their achievements and the challenges women still face in various countries. This year’s guest speakers included UNIFEM Headquarters Africa Division Tacko Ndiayeis and business woman Therese Rein. Tacko, a gender equity advocate, spoke on the hardship of women in Africa and the initiatives UNIFEM have in place to support these women who become cross border traders. Trading is one of the most important employment opportunities for these women and is the main source of income in many other countries also, Tacko said. “Cross borders trading contributes to poverty reduction and for employment for these women,” she said. These women often became traders for the income, employment, security, or have no other choice. “This income is then used to reinvest in their business, for food and personal affects, school fees, health care services, to build a house.” These women often face disadvantages to trading, including carrying heavy and
ABOVE: Attending the UNIFEM IWD breakfast was (back left to right) IEUA-QNT’s Nicole Carhill, Phil Vaughan, Danielle Wilson, IEUA-QNT member Angela Boyd, Jill McKeon, (front left to right) Susan O’Leary, IEUA Assistant Federal Secretary Christine Cooper and Danielle Randall
bulky goods, problems at check points across countries and some have to resort to prostitution just to avoid the exploitation of exorbitant taxes. Some women are even ambushed of their goods or raped, she said. UNIFEM are there to help support these women to make them appear as traders and not smugglers.
helping a slum in India rebuild their lives. “All these women saw a need: ‘what can I do about this,’” Therese said.
Successful business woman and wife of the Australia Prime Minister, Therese Rein, shared her personal stories on inspirational Australian women working overseas: from a female African gynaecologist helping the locals with their birthing issues, to a woman assisting children from African families receive an education, to another woman
IWD challenges us all to decide what legacy we will pass on to future generations of women workers, industrially, professionally and personally. Funds raised from this year’s IWD events will go towards ensuring female migrant workers rights and protecting them from exploitation and discrimination when seeking employment abroad.
Empowering women to end poverty by 2015 In 2000, government leaders from around the world came together and agreed on a powerful agenda for a global partnership to fight poverty – the Millennium Development Goals. Central to the achievement of these goals is gender equality. Without progress towards the empowerment of women, none of the other goals will be able to be achieved. Women disproportionately suffer the burden of poverty, are victims of widespread discrimination and put their lives at risk every time they become pregnant. This year, International Women’s Day was about recognising women’s contributions and realising and protecting their rights. UNIFEM are committed to raising public awareness about the centrality of gender equality to the achievement of the Millennium Development Goals and discuss practical
ways that the Millennium Development Goals can be achieved over the next five years. UNIFEM believe it can be hard for people to know what would constitute ‘ending poverty’ for women. These actions are examples of empowering women to end poverty: • Taking action to promote greater involvement by women in public life. • Initiating and supporting legal and social programs that give women protection from violence. • Promoting social change which encourages more equitable sharing of domestic burdens. • Enabling women and girls to fain greater access to technical training and information and communication technologies. • Ensuring the needs and rights of women are given greater attention when public services are being reformed. Visit http://www.unifem.org.au/
She said it was important to empower other women out of poverty through education, improved public health, employment and advocacy.
LEFT: Tacko Ndiayeis from the African Division of UNIFEM speaks on the experiences of poor and marginalised women in Africa
IEUA-QNT and International Women’s Day On 25 March 1928, Australian women rallied in Sydney demanding improvements to women’s social, political and working rights. This became the first celebration of International Women’s Day in Australia. Now, 82 years later, Australian women are still campaigning for equal rights, equal opportunities and improvements to their work and family life. International Women’s Day is a time to reflect on the progress made by generations of working women and their families in the struggle for fair workplace rights, decent employment conditions and equal pay. It is also a time to consider the professional contribution that women educators have made, and continue to make, within education. This special day challenges all of us to decide what legacy we will pass on to future generations of
women workers, both industrially and professionally. IEUA-QNT members have demonstrated that we are prepared to accept responsibilities beyond what happens in the classroom. As educational professionals and school employees, we have a broader influence in the community and in the political arena. IEUA-QNT members have and will continue to make a difference in the working lives of women and their families. The facts are, in Australia, women earn on average 18.4 per cent less than men, are under represented in professional positions, are highly represented in casual employment and have less superannuation than men upon retirement. In the non-government sector, there is significant discrepancy between the wages and conditions of early
childhood teachers working in long day care centres compared to those of their colleagues working in school settings. In some IEUAQNT branches, qualified early childhood teachers in some childcare centres earn up to 20 per cent less than their teachers in school settings. More broadly across the nongovernment sector, the recognition of job skills through appropriate classification structures, access to flexible part time and job share arrangements and the attainment of paid maternity leave entitlements are currently only achieved where there is strong member strength in collective bargaining. It is only through the activism of our members that sustained progress for gender equality and empowerment of women and girls can be achieved. LEFT: Staff at St Anthony’s Catholic College Secondary Campus, Deeragun, celebrate International Womens Day with a morning tea
The Independent Voice
April 2010
Jeans for Genes Day
Independent Education Union of Australia
Queensland Division Vacancy Election ELECTION NOTICE Fair Work (Registered Organisations) Act 2009
Nominations are called for: Queensland Division Delegate to Federal Council from Queensland Division
Written nominations which, comply with the Rules of the Organisation must reach me not later than 4:00pm on Friday, 23 April 2010. Nominations cannot be withdrawn after 4:00pm on 23 April 2010. Nomination forms are available, on request. Note: Candidate's statements not exceeding 200 words; containing only your personal history and/or policy statement and/or passport sized photograph; must be submitted by 4:00pm on 23 April 2010. HOW TO LODGE NOMINATIONS By Post: PO Box 570 NAMBOUR QLD 4560 By Fax: 07 5441 3825 By Hand: Australian Electoral Commission, Commonwealth Government Centre, Cnr Maud & Currie Streets; NAMBOUR QLD 4560 (9am to 5pm weekdays) By Email: Scanned nominations may be submitted in PDF format only. Documents must be hand signed. Electronic signatures will not be accepted. In the subject line of the email include ‘Nomination – IEUA’ The email address is: fairfax@aec.gov.au The ballot, if required, will open on Monday, 17 May 2010 and close at 12:00 noon on Tuesday, 8 June 2010. Changed Address? Advise the Union now phone 1800 177 937 (Qld residents) or 1800 351 996 (NT residents). Note: A copy of the Australian Electoral Commission’s election report can be obtained from the organisation or from me after the completion of the election. David McKenzie Returning Officer
Tel: 07 5441 4079
Email: fairfax@aec.gov.au
1 April 2010
17
Jeans for Genes Day is turning 16 this year on Friday 6 August. What better way to celebrate than invite all students and teachers to the wear jeans and register for Jeans for Genes Day. What better gift than to make a gold coin donation towards research to improve children’s health. Jeans for Genes Day, born and bred in Australia, has grown to become one of our most important national days. This year, on Friday 6 August schools around Australia are getting together to show their support for children’s health. When students and teachers donate a gold coin on Jeans for Genes Day they are supporting the work of Children’s Medical Research Institute and help their scientists to unravel the mysteries of childhood diseases. So this year, inspire your school community to get involved and register now for Jeans for Genes Day at www.jeansforgenes.org. au/schools. Recent scientific results announced by CMRI are tipped to advance the entire approach to anticancer treatments. This research identified the composition of human telomerase, an enzyme integral to 85 per cent of all cancers. The work was made possible through the use of an expensive state-of-the-art machine, a mass spectrometer and money raised through Jeans for Genes Day contributed to this purchase. Aspiring school genies can register at www. jeansforgenes.org.au/schools
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The Independent Voice
April 2010
Legal Briefs
Andrew Knott, Macrossans Lawyers
Criminal compensation laws and student bullies In March 2010 a Judge of the Supreme Court of Victoria handed down a decision which attracted considerable publicity. The background is that in most states of Australia (including Queensland) there are provisions (subject of course to the precise terms of each Act) for victims of criminal acts to recover compensation (limited by statute in amount). What is really important for present purposes is that it is being a victim of a criminal offence which is, generally speaking, the key to liability, rather than proving fault (for example against an employer, or against a school system). Accordingly, a remedy available where there is no evidence of any negligence by the school or the school system. In the case in question, what was particularly significant was that the students who had assaulted the student complainant were themselves below the age of criminal responsibility (10 in Victoria, as in Queensland). The question therefore arose whether criminal compensation legislation applied, because the perpetrators themselves were not capable in law of committing a criminal offence because of their age. The Judge ultimately held that on the facts of this particular case, statutory compensation could be awarded. The key provisions of the relevant Victorian Act are that the purpose of the Act is to provide assistance to victims of crime, in particular to “allow victims of crime to have recourse to financial assistance under this Act where compensation for the injury cannot be obtained from the offender or other sources”. Here, the offenders would have no assets from which compensation could be obtained. Eligible persons include “a person who was injured or dies as a direct result of an act of violence committed against him or her”. The term “act of violence” referred to “a criminal act or series of related criminal acts” and a criminal act was defined as follows: “An act or omission constituting
a relevant offence or that would constitute a relevant offence if the person had not been incapable of being criminally responsible for it on account of – (a) age, mental impairment or other legal incapacity preventing him or her from having a required fault element; or (b) the existence of any other lawful defence;….” After the Tribunal from which the appeal had been brought had ruled that there was no entitlement to compensation on these provisions, the student victim appealed expressing the grounds of appeal as follows: “BVB’s grounds of appeal are expressed as follows: 1. The Tribunal misdirected itself as to law, stating that it could not be satisfied on the balance of probabilities that criminal acts had been committed against the Applicant in circumstances where it found it could not be satisfied that the perpetrators had the requisite criminal intent. 2. The Tribunal ought to have found on the proper construction of the Act that the Appellant was the
victim of criminal acts and further: (a) ‘criminal act’ is defined by section 3(1) of the Act as an act or omission constituting a relevant offence of that would constitute a relevant offence if the person had not been incapable of being criminally responsible for it on account of age or other legal incapacity;
criminal intent or mens rea at all. Mr Uren said that the same would apply in the case of a person who was suffering mental impairment or who was subject to any other “legal incapacity preventing him or her from having a required fault element” within the meaning of paragraph (a) of the definition of “criminal act” in the VCAA.” and:
(b) that as the Tribunal found that the Appellant had been regularly subjected to physical and verbal bullying including threats to kill or injure, punching, kicking, pinching and spitting either it should have found that the conduct towards the Appellant constituted criminal acts or alternatively have found that the conduct would have constituted criminal acts had the alleged offenders not been incapable of being criminally responsible for it on account of their age or other legal incapacity.” In speaking to the submissions, Counsel for the injured student had two principal submissions, namely: “First, he submitted that in the case of children whose age prevented them from being criminally responsible for the act or omission complained of, there was no need to establish
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“Second, as an alternative, Mr Uren submitted that on the uncontradicted evidence before the Tribunal and on its own findings of the fact the Tribunal was obliged to determine that at least the principal perpetrators, K, J and S, intended to do what they did and to achieve the results they achieved; that this constituted the relevant ordinary mental element in the case of each alleged offence; and that this was sufficient for the purposes of the definition of “criminal act” in s3 of the VCAA.” Counsel for the respondent disputed the first argument, but conceded the second (and the Judge indicated that Counsel was correct to do that). Accordingly, the case was resolved on the particular facts of this case that there was “uncontradicted”
The Judge observed: “….at least insofar as it relates to age, the very point of that part of the definition of “criminal act” in s3 of the VCAA that is expressed in hypothetical terms is to require the Court or Tribunal to disregard any legal principles or protections specially appurtenant to age that would or might apply outside the confines of the VCAA.” Conclusion The case turns on its particular facts, as is clear from the passages set out above. However, it does demonstrate that the intention of the Parliament was implemented in this case. The practical outcome is that student victims in Victoria who cannot establish negligence against school systems or school staff may have a remedy to obtain limited statutory compensation where (as here) the perpetrators (themselves without assets) were below the age of criminal responsibility.
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The Independent Voice
April 2010
19
School officer profile Recognition for holiday and sick pay for ancillary staff became the key factor for Judy McNichol becoming a union member. That was over 20 years ago, and Judy admits a lot has changed since she first began at St John’s Primary School in Walkerston in 1990. Judy says QIEU was instrumental in the 1990s in campaigning for ancillary staff to be able to access such areas as superannuation and long service leave. The change in title from ancillary to school officer also bought about a more inclusive and positive work approach. “During this period of change, attitudes shifted and school officers were acknowledged and valued for their contribution to all parts of the school life,” Judy says.
Judy McNichol St John’s Primary School Walkerston
Judy believes if it had not been for QIEU playing a part in helping school officers become more recognised in schools, then these staff members would not have fair and consistent working conditions available to them today. Judy has always been an active member, by attending many Branch and Chapter meetings.
“Thanks to the ongoing support of our union, this was also highlighted by way of national school officer days.”
“I can remember attending meetings just to be sure our voice was being heard,” she says.
Judy recalls previously taking part in teleconferences with her Townsville QIEU colleagues and colleagues throughout the Diocese to work towards reclassifying role descriptions.
Today, Judy continues to be very active in attending all onsite union meetings, as well as off site chapter meetings, and always encourages other school officers to attend.
Subsequently, all school officers are now on similar levels (pertaining to their particular role), which leads to more improved position statements for school officers.
“I am happy to support our union as long as I work in schools.” Until recently, Judy has been the sole secretary at the school, responsible
for all aspects of the financial side of the school including ordering goods, paying of accounts, drawing up of parent statements, audits and monthly reconciliation reports, and all the many other tasks that come with running a very busy school office. Judy is also the first aid officer and is staff representative for WH&S for St John’s. Judy admits she enjoys her job and at times finds it both challenging and rewarding.
with their needs as well as working alongside the staff. I have seen a lot of staff come and go over the years, many have gone on to become lasting friendships.” However, Judy says a negative to her role is when she has the need to take a day off, however unfortunately the work is still there for her when she goes back. This year Judy decided to do something for herself and her family, and with the agreement of her principal, a teacher assistant has
come into the office to help with some of her administrative duties for 11 hours a week. This has allowed Judy time to concentrate on mostly the financial aspect of her role. With this addition to the office, Judy has decided this year she would work four days a week, allowing her to have Monday’s to herself. Today, Judy remains committed to the school, the parents, the children and staff, and to QIEU.
The positive aspect of working at St John’s is meeting and interacting with parents, children and in particular forming friendships with staff.
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The Independent Voice
April 2010
THE NATIONAL AGENDA CHALLENGES FOR THE FUTURE Joint QTU / QIEU Professional Issues Conference
FRIDAY 28 MAY 2010
The battle for the future of e ducation is incr on the national easingly being fo stage. Make sur ught e you are equip sign up for the ped for the deb 2010 QTU/QIEU ate – Professional Iss ues Conference now. The National Agenda: Challenges for the Future at the Brisbane Convention and Exhibition Centre on Friday 28 May includes keynote addresses from Alan Reid, Professor Emeritus of Education at the University of South Australia, offering a critical analysis of the Rudd government’s national education agenda, and Val Klenowski, Professor of Education in the School of Learning and Professional Studies at QUT, looking into the challenges of teacher assessment. Workshops will discuss the Australian Early Childhood Index, National Professional Standards for Teachers, the relationship between Standard Australian English and Indigenous students’ “home” languages, and encouraging critical thinking in young children. Book now – registration closes Fri 14 May.
Alan Reid, Professor Emeritus of Education at the University of South Australia, is involved in professional organisations and policy development at state and national levels. His research interests include educational policy, curriculum change, social justice and education, citizenship education and the history and politics of public education. The Australian Council of Educational Leaders awarded him its 2009 Gold Medal for his contribution to educational leadership, and he is President-elect of the Australian College of Educators.
Val Klenowski, Professor of Education at the Queensland University of Technology in Brisbane, is currently researching the use of social moderation in the context of standards-driven reform, culture-fair assessment and the use of digital portfolios. Val, who specialises in curriculum, evaluation and assessment research, has also worked at the Hong Kong Institute of Education and the Institute of Education, University of London.
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The cost is $121 including GST. To find out more or to register online, visit www.qieu.asn.au
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The Independent Voice
April 2010
21
IEUA-QNT Members Meeting Calendar • New Graduates Information Session - Townsville Wednesday, 7 April, 3pm. QIEU office, 316 Sturt Street • New Graduates Information Session - Brisbane Friday, 9 April, 12pm. Queensland Council of Unions, 16 Peel Street, South Brisbane • Industrial Relations in the Workplace day 1 - Central QLD Wednesday, 5 May, 9am-3pm. Trades and Labour Council
building, Rockhampton • Branch meeting - Bayside Thursday, 6 May, 4pm. Belmont Tavern • Branch meeting - Logan Thursday, 6 May, 4pm. Rochedale Rovers • Industrial Relations in the Workplace day 1 - Wide Bay Tuesday, 11 May, 9am-3pm. QCU building, Bundaberg • Branch meeting - North
Metropolitan Wednesday, 19 May, 4:30pm. Kallungar Tavern • Branch meeting Sunshine Coast Wednesday, 26 May, 4:30pm. Gympie RSL • Branch meeting - Bayside Wednesday, 16 June, 4pm. Belmont Tavern • Industrial Relations in the Workplace day 2 - Wide Bay Wednesday, 28 July, 9am-3pm.
QCU building, Bundaberg
Belmont Tavern
• Industrial Relations in the Workplace day 2 - Central QLD Wednesday, 4 August, 9am3pm. Trades and Labour Council building, Rockhampton
• Branch meeting - North Metropolitan Wednesday, 8 September, 4:30pm. Redcliffe RSL Club
• Branch meeting - Sunshine Coast Wednesday, 18 August, 4:30pm. Buderim Tavern • Branch meeting - Bayside Thursday, 19 August, 4pm.
• Branch meeting - Sunshine Coast Wednesday, 20 October, 4:30pm. Noosa Reef Hotel • Branch meeting - North Metropolitan Wednesday, 27 October, 4:30pm. Bracken Ridge Tavern
For full IEUA-QNT training details for 2010, visit our website at www.qieu.asn.au
Townsville Professional Issues Conference IEUA-QNT members in Townsville and surrounding regional areas are encouraged to attend this all day professional issues conference in 2010. Saturday 22 May 2010 Townsville RSL Club 139 Charters Towers Road Hermit Park The conference will deal with current professional issues such as: • National Curriculum • Teacher Registration • Draft National Standards • Workplace Health and Safety • Indigenous Education Interested members should contact Miriam Dunn at mdunn@qieu.asn.au for more information and for registration.
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EVENTS DIARY Catholic Educational Leadership Conference The 5th International Conference on Catholic Educational Leadership - A Beacon of Hope: A light for the future, will be held from 2 to 4 August 2010 at the Australian Catholic University National Strathfield campus in Sydney. The conference is tailored to the needs and interests of Catholic educational leaders in schools, systems and networks of religious schools. It provides opportunities to hear some of the foremost thinkers in the field, and to interact with colleagues from across Australia and internationally. In 2010 it is expected there will be around 400 delegates, internationally renowned keynote speakers, delegate papers and a small trade exhibition. Key note speakers at the conference include: • Professor Gerald Grace of the Centre for Research and Development in Catholic Education at the Institute of Education, University of London - addressing the issue of mission integrity drawing on his work as the editor of the International Handbook of Catholic Education. • Professor Nancy Tuana of the Rock Ethics Institute at Pennsylvania State University - sharing her work on moral literacy and leadership. • Mr Patrick Dodson, a key figure in the reconciliation movement in Australia he will reflect on the challenges of reconciliation for educational leaders. • Professor Michael Gaffney of the Centre for Creative and Authentic Leadership at ACU - sharing the outcomes of recent research in Catholic schools and systems around the country. • Dr Chris Branson of the Centre for Creative and Authentic Leadership at ACU - sharing the outcomes of recent research in Catholic schools and systems around the country. • Associate Professor Michael Bezzina from the Centre for Creative and Authentic Leadership at ACU will provide the opening address. To register or for more information please visit the conference website at www.acu.edu. au/leadershipconference2010
QSA 2010 Conference Shared vision: An Australian curriculum P-12 is the Queensland Studies Authority’s 2010 conference for principals, teachers and educators. The Conference is scheduled for 28 to 30 April 2010 at the Brisbane Convention & Exhibition Centre. Shared vision delegates will examine the opportunities and challenges the Australian curriculum and a new era of transparency and accountability will bring for schools from Prep to Year 12. Conference themes include: • the new curriculum landscape • improving student achievement outcomes • managing the new era of transparency and accountability • expanding pathways to tertiary skills provision. The Shared vision: An Australian curriculum P–12 conference will contribute to meeting the CPD required to renew teacher registration under the QCT CPD Framework. This conference provides opportunities for critical reflection, and development and strengthening of teaching practice. It will build teacher professionalism and contribute to professional growth. Registered delegates will collect a certificate of participation upon arrival at the conference. For more information: events@qsa.qld.edu. au or (07) 3864 0471.
Mother’s Day Classic The nation’s favourite charity walk and run in aid of breast cancer research, the Mother’s Day Classic, will occur on Sunday 9 May 2010 with women and their families encouraged to participate. The event will take place at South Bank Parklands Cultural Foodcourt in Brisbane from 7:45am for participants to walk or run 4.5 kilometres or 8 kilometres. The Mother’s Day Classic is a unique event that celebrates Mother’s Day and brings the whole community together to raise funds for the National Breast Cancer Foundation’s research programs. Register online at www.mothersdayclassic. org
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The Independent Voice
April 2010
Importance of associate union membership for university students Final year education students at James Cook University were given a range of information on issues relating to employment in the non-government sector and the benefits of union membership in Townsville recently. IEUA-QNT organiser Patrick Meikle informed the students on which schools are considered non-government schools, the differences between award based conditions and the benefits of collective agreements, legal liability issues, duty of care and handling of complaints at school. These topics better inform the students on what they may encounter when they commence their professional working lives as teachers.
Over 50 students in attendance decided to join as associate members of IEUA-QNT on the day and will now benefit from free associate membership. Organiser Patrick Meikle said such university information sessions allowed students to become better educated about our profession as they consider a career in teaching. “Students who have decided to become associate members realise the importance of being a member of IEUA-QNT as the collective voice for education professional in the non-government education sector.� RIGHT: JCU Cairns final year education students (with organsier Patrick Meikle) listened to the range of benefits of becoming an associate member of IEUA-QNT during O Week
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shake the stage, while spectacular backdrops take you to another world. See ancient legends of virtue brought to life alongside modern tales of courage. Hear soaring songs by masterful vocalists that will move and inspire. Experience a sense of beauty and enchantment like no other with this unique, thrilling, and unforgettable show. The breathtaking beauty of Shen Yun is not to be missed! Reserve your seats today! Call QTIX on 136 246 or visit qpac.com.au to book online. For more information, or to see a video presentation, visit ShenYunPerformingArts.org or contact 1800 123 549. Shen Yun is proudly presented by NTDTV Australia and the Falun Dafa Association of Queensland Inc.
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life-changing difference fair trade makes for millions of developing country farmers, their families and communities. This year Aussies across the country are being urged to make The Big Swap! Fair Trade Fortnight (1-16 May) is Australia and New Zealand’s biggest annual celebration of all things fair trade! With events,
activities and promotions happening across each country, the Fortnight gives each of us the opportunity to celebrate and recognise the
Making the swap from your usual products to Fairtrade Certified ones is simple but it can help make a big difference to the lives of developing country farmers - giving them
access to fair prices and money to invest in everyday things for their communities such as education and healthcare. It also promotes sustainable farming practices. So this Fair Trade Fortnight, whether it’s your daily caffeine fix, afternoon cuppa or chocolate treat – make the swap to Fairtrade and help create a better and brighter future for farmers and their families across the globe.
For more information on how you and your school can be involved, visit www.fairtrade.com.au Each year Fair Trade Fortnight coincides with World Fair Trade Day - an international celebration of Fair Trade held on the second Saturday of May. In 2010, World Fair Trade Day takes place on 8 May. Visit www.worldfairtradeday10. org
The Independent Voice
April 2010
establish trust in your relationship. Not only will you be in a better position to determine if his gambling is a problem, but getting an idea of the issues that might be underlying his gambling will help the both of you address those issues in ways that don’t involve gambling. If you find the situation intolerable and feel the need to set ultimatums, ensure that you follow through on what you say, otherwise he will not take you seriously next time.
Health & Lifestyle Tips Beware of Exercise Injuries It is common these days to see people walking, running, playing sport or coming from one of the many gyms that have sprung up like coffee shops! What you will not see are the people who have stopped these activities. These are the people that had all the good intentions of getting fit, but got injured in the process and are now on the rehabilitation road or have decided to give the whole game away. There are many reasons for injuries with exercise; however, there are roughly four categories for causes of exercise or sporting injuries. 1. Overuse Muscles, tendons, ligaments and bone become stronger when we put them under stress. However, if they are put under excessive stress too often, for too long or too quickly instead of getting stronger they can become damaged and we experience pain that prevents us from continuing. 2. Training or Exercise Surface Running or exercising on hard surfaces can cause shock and uneven surfaces can cause twists to ankles and knees. 3. Footwear Footwear for exercise is designed to cushion impact and provide support
for the foot. Injuries can occur if we select the incorrect shoe for our exercise or sport or if they are excessively worn. 4. Biomechanics Injuries can also occur due to our physical make up and the fact that some body structures does not allow them to exercise at maximum efficiency to minimise injury. They might have a short leg, their feet might pronate (roll in) or supinate (roll out) creating stress to the knee or ankle. It is possible to have a combination of any of the above causes for injuries, and that complicates matters even further. You may need a professional to help you sort out why you are injured and guide you to be able to exercise without injury. Podiatrists Craig Hodson-Cornford and Hailey Stuetz from Instep Podiatry provide allied health services at TUH’s Health Care Centre in Fortitude Valley. They are trained and experienced in assessing and identifying injuries in the lower part of the body and identifying and treating the cause of the injury whether it is due to overuse, surfaces, footwear or biomechanics. To book an appointment call 1300 360 701.
Dear Jo I’ve been married for four years and I’m worried that my husband has a gambling problem. Recently he’s been spending less time with me and our young son and more time playing a poker game on his laptop. When I interrupt him from his game he gets angry. Sometimes he says that he doesn’t have enough money to pay our bills because he isn’t doing as much overtime, although he seems to spend more and more time at work. I’ve confronted him but he denies that he has an issue with gambling. Can you please help? Rebecca Unfortunately this type of issue is one that many people find themselves in. It is common for people in your position to feel a sense of despair and helplessness about a situation that they seemingly have little or no control over. What can help initially is to be aware of the signs and nature of problem gambling. There are many indicators but the main ones include multiple unsuccessful attempts to control or stop gambling, gambling to alleviate or escape from problems, gambling that interferes with relationships or work, and consistently returning to gambling to try to win money back that was lost during gambling.
People with gambling problems can experience significant levels of shame and guilt around their gambling. This can drive such people to try to gamble their way out of their problems. This is akin to someone trying to dig themselves out of a hole, as all of the various forms of gambling are designed to return only a certain percentage of money to the gambler over the long term. By chasing one’s losses, gambling problems and debts can spiral quickly out of control. Alternatively, the belief that they can gamble their way out of their problems may lead he or she to believe that they don’t have a gambling problem at all. The more that one tries to get someone to address the issue, sometimes, the more they are likely to rebel. While you may feel quite hopeless about this situation, there are a few things that you can do. Firstly, it is helpful to try to encourage your husband to talk about his gambling. This can be a bit tricky as you are likely to be feeling quite frustrated, but avoiding judgements and criticism should help him to be more open and receptive. Honestly communicating about what is going on also helps to re-
Where a gambling problem exists, two strategies should be considered: limiting access to funds; and limiting the access to the venue (whether it be the TAB, the club, a casino or the internet). If your husband agrees you can arrange your financial affairs so that he can only gamble what you can both afford to lose. For instance, set withdrawal and credit limits on ATM and credit cards. If in financial difficulties, financial counsellors are generally available free of charge to help you sort through your debt. It would be ideal to plan activities that help to alleviate the underlying cause of his gambling (like doing a relaxing activity to reduce stress, if stress is the cause). Thirdly, seek out your own supports. Gambling counsellors recognise how difficult it is to be in your position, and they offer their services to people such as yourself. Gamblers Anon is an organisation tailored to support family members and friends of problem gamblers. There are many quality websites and publications on problem gambling. You are welcome to call one of the trained gambling counsellors at TUH Supportline on 1800 655 302. Jo
Are you considering your options? Then you should seriously consider TUH. We are the not-for-profit health fund focused on providing you and your family with a range of health cover options tailored to your needs. We offer highly competitive prices and we are about to give our members more than $700,000 in extra benefits. As a member of QIEU you are automatically eligible to join and so are your extended family. So why would you consider any other fund? Call us today on 1300 360 701 or send an email to enquiries@tuh.com.au for more information on why you should join TUH!
1300 360 701 Not-for-profit health fund
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The Independent Voice
April 2010
Get smart, get covered Sloan Wilkins, QTCU Financial Planning
their trustee’s order of payment.
you really need.
Whilst personal insurance may not be the most exciting topic in the world, taking action to protect your financial future is a very smart move.
Understand the role of the trustee. The insurance you purchase through super is owned by the trustee who oversees the process when it is time to claim a benefit. This can make the process lengthy and subject to trustee discretion.
You cannot predict what’s around the corner… but you can plan so that the unpredictable doesn’t compromise your financial security and lifestyle.
Everyone has goals they want to achieve in the future. Family, career and holidays – they’re the reasons we get out of bed in the morning. But what if, one day, you couldn’t get out of bed because of sickness or injury? Then imagine that day turned into months, or even years. What would it mean for your family, your career, your lifestyle?
What’s not covered? Trauma insurance is very important but it is not available through super. It provides a lump sum benefit if you are diagnosed with a specific illness or injury. The benefit amount, chosen by you, can be used to reduce debts, pay for medical expenses and maintain your lifestyle while you recover.
You’ve worked too hard to let sickness or injury jeopardise everything you’ve achieved. So isn’t it time to ensure that your future is adequately protected?
As you can see, insurance through super can be a complex issue, so seek financial advice to determine whether it’s the right option for you and how much cover
Make a smart move for your future - consider the amount and type of personal insurance that you need for your circumstances. Get smart, get covered. This article has been prepared by QTCU Financial Planning Pty Ltd, Authorised Representative of Outlook Financial Solutions Pty Ltd, ABN 40 083 233 925, AFSL 240959. Content within the article has been drawn from ING publications Insurance Fundamentals and The End of Excuses. Please note that this article contains general information only and we recommend that you seek professional advice before making any decision regarding financial products.
Arranging your insurance through superannuation can be a tax and costeffective way to protect yourself and your family, but there are some things you should consider. How much do you already have? You should be able to find out your current level of cover by checking your latest superannuation statement or by contacting your super provider. Also enquire about how much it’s costing you in premiums each year. Be aware if you have multiple super accounts from past employers, you may be paying two sets of insurance premiums. Is it enough? The default level of cover provided by super funds is often a conservative estimate based on your salary and not on how much you realistically need. It doesn’t take into account your level of debt, or the number of dependants you have – factors crucial to determining your insurance needs. Is the structure right? Make sure the waiting periods and benefit periods on any salary continuance cover are right for you. Also consider other features and options that may only be available through stand-alone insurance, e.g. future insurability benefits and funeral advancement benefits. Will benefits be taxed? Claim benefits may be subject to tax depending on the level and type of cover and who benefits are paid to. Is there a continuation option available? If you leave your employer, make sure you have the option to take your insurance with you. Does the insurance complement the intentions of your Will? Life insurance benefits are paid to a fund’s trustees who can then use beneficiary nominations, your Will or their own discretion to determine who benefits should be paid to. Make sure you ask your fund about
Get more from your money. Ask us about securing a market leading rate on your savings and investment accounts today. Call 13 29 30, visit qtcu.com.au or drop into your local branch. Products issued by Queensland Teachers’ Credit Union ABN 83 087 651 054 AFSL 241195. Obtain a Product Disclosure Statement (PDS) from QTCU and consider whether the QTE4499IV products are appropriate for you. Terms, conditions, fees and charges apply.