/diocesan_colb5_aagreement by Dave Tehan

ATTACHMENT A CATHOLIC EDUCATION DIOCESAN EMPLOYING AUTHORITIES (QUEENSLAND) AGREEMENT TABLE OF CONTENTS Subject Matter PART ONE – GENERAL PROVISIONS FOR ALL STAFF Application Duration Wages Employer - Employee Representatives Forum Class Sizes Overview – Retention of Existing Fair-Minded Practices Job Share Work Load/Intensity of Work – School Based Trials Timely Notification of Qualifications and Experience Remote Area Provisions (ITAS and IPRASS) Curriculum Development

Clause No.

1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8 1.9 1.10 1.11

PART TWO – LEAVE PROVISIONS FOR ALL STAFF Maternity Leave Access to Long Service Leave Special Responsibility Leave Emergency and Natural Disaster Leave Cultural Leave

2.1 2.2 2.3 2.4 2.5

PART THREE – PROVISIONS SPECIFIC TO SCHOOL OFFICERS School Officer Allowances (Qualifications and First Aid) Annualisation of Salary – Term Time School Officers (except Toowoomba Diocese) Annualisation of Salary – Term Time School Officers (Toowoomba Diocese) Recognition of Service – School Officers Use of Fixed Term Contracts – School Officers School Counsellors (without Teacher Qualifications)

3.1 3.2 3.3 3.4 3.5 3.6

PART FOUR – PROVISIONS SPECIFIC TO TEACHERS Recognition of Prior Non-Teaching Service and Experience – Teachers Recognition of Additional Qualifications Prior to Commencing Teaching Career Meal Breaks and Tea Breaks - Teachers Support for Graduate Teachers Casual Teachers Part-time Teachers Use of Fixed Term Contracts – Teachers School Counsellors (with Teacher Qualifications) Senior Administration and Positions of Added Responsibility Queensland College of Teachers PART FIVE – PROCEDURES FOR PREVENTING AND SETTLING DISPUTES Procedures for Preventing and Settling Disputes

4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10

5.1

SCHEDULES SCHEDULE 1 – WAGES AND SALARIES SCHEDULE 2 – PAID MATERNITY LEAVE (other than BCE) SCHEDULE 3 – PAID MATERNITY LEAVE (BCE) SCHEDULE 4 – FAMILY LEAVE SCHEDULE 5 – SENIOR ADMINISTRATION AND POSITIONS OF ADDED RESPONSIBILITY SCHEDULE 6 – SCHOOL COUNSELLORS (without Teacher Qualifications) SCHEDULE 7 – ISOLATED TEACHER’ ASSISTANCE PROGRAM (ITAS) SCHEDULE 8 – INCENTIVE PAYMENTS – REMOTE AREA STAFF SCHEME (IPRASS)

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PART 1 - GENERAL PROVISIONS FOR ALL STAFF 1.1

APPLICATION

1.1.1

This Agreement shall apply to members of the party unions who are employed by: (a)

The Corporation of the Trustees of the Roman Catholic Archdiocese of Brisbane (Brisbane Catholic Education); or

(b)

The Roman Catholic Trust Corporation for the Diocese of Cairns; or

(c)

The Roman Catholic Trust Corporation for the Diocese of Rockhampton; or

(d)

The Corporation of the Roman Catholic Diocese of Toowoomba; or

(e)

The Roman Catholic Trust Corporation for the Diocese of Townsville; or

(f)

The Corporation of the Sisters of Mercy of the Diocese of Townsville

who are signatories to this Agreement. 1.1.2

This Agreement is to be read in conjunction with the following Awards and Certified Agreements (or any instrument which replaces any of the named instruments): (a)

Teachers’ Award – Non-Governmental Schools 2003;

(b)

School Officers’ Award – Non-Governmental Schools 2003;

(c)

Green-keeping Industry Award – State 2002;

(d)

Miscellaneous Workers’ Award – State 2002;

(e)

Retail Industry Award – State 2004;

(f)

Motor Drivers, etc, Award – Southern Division 2003;

(g)

Passenger Vehicle Drivers etc., Award – Northern and Mackay Divisions 2003;

(h)

Engineering Award – State 2002;

(i)

Nurses’ Award – State 2003;

(j)

Child Care Industry Award – State 2003;

(k)

Building Products, Manufacture and Minor Maintenance Award – State 2003;

(l)

Clerical Employee’s Award – State 2002;

(m)

Catholic Boarding Schools and Colleges Employees (excluding South-East Queensland) Award – State 2005;

(n)

Catholic Boarding Schools and Colleges Employees Award - South-Eastern Division;

(o)

Catholic Education Employing Authorities in Queensland Certified Agreement 2003 (CA 894 of 2003)

(p)

Catholic Education Employing Authorities in Queensland Certified Agreement 2000 (CA 748 of 2000);

(q)

Brisbane Catholic Education Enterprise Bargaining Agreement Certified Agreement 1998 (CA 551 of 1998);

(r)

Cairns Catholic Education Diocese Certified Agreement 1999 (CA 606 of 1999);

(s)

Mt St Bernard College Certified Agreement 1999 (CA 602 of 1999);

(t)

Rockhampton Catholic Education Diocese Certified Agreement 1999 (CA 604 of 1999);

(u)

St Patrick’s College – Townsville Certified Agreement 1999 (CA 603 of 1999);

(v)

Toowoomba Catholic Education Diocese Certified Agreement 1999 (CA 601 of 1999); and

(w)

Townsville Catholic Education Diocese Certified Agreement 1999 (CA 605 of 1999).

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1.2

DURATION

This Agreement shall operate from the date of execution and shall remain in force until 2 June 2009, and thereafter continue in force until replaced or terminated as allowed for by this Deed. Where this Agreement provides for a benefit to apply from a date earlier than the date of operation, the employer will apply such benefit from the earlier date to all members of the party unions employed at that earlier date. 1.3

WAGES

1.3.1

The salary and wage increases payable, as detailed in Schedule 1, are in accordance with the employing authorities’ commitment to the following:

1.3.2

(a)

Teachers (up to Band 3 Step 4) covered by this Agreement will receive the same wage increases paid to teachers at the same classification levels in Education Queensland from 1 May 2006 to 2 June 2009.

(b)

All other Catholic education employees covered by this Agreement will be paid the percentage increases that will be applied to the Band 3 Step 4 rate in this Agreement, effective from the same dates applied to teachers.

(c)

The percentage salary increases applied to Education Queensland Deputy Principals will be applied to Deputy Principals covered by this Agreement.

(d)

The percentage salary increases applied to Deputy Principals covered by this Agreement will be applied to Assistants to the Principal covered by this who are paid substantive salaries.

The salary, wage and allowances for all classifications are set out in Schedule 1 – Salary, Wages and Allowances. The increases are as follows: (a)

A salary or wage increase of 4% of the applicable final salary or wage rates detailed in CA 894 of 2003 (or $30 per week, whichever is greater) shall be paid from 1 May 2006.

(b)

A further salary or wage increase of 4% of the applicable salary or wage rates (or $30 per week, whichever is greater) shall be paid from 30 April 2007.

(c)

A further salary or wage increase of 4% of the applicable salary or wage rates (or $30 per week, whichever is greater) shall be paid from 28 April 2008.

1.3.3

An additional salary increase of 1% shall be paid from 28 April 2008 to holders of senior administration positions in accordance with clauses 1.3.1 (c) and (d) above.

1.3.4

Award allowances listed in Schedule 1 – Salary, Wages and Allowances will receive the same percentage increases, from the same dates of application as detailed in clause 1.3.2. Where an allowance is determined by a formula contained in the Agreement that formula will be applicable. Increases shall compound over the life of the Agreement.

1.4

EMPLOYER – EMPLOYEE REPRESENTATIVES FORUM

1.4.1

To further enhance the level of appropriate information sharing, discussion and exchange of views between employers and the union(s) representing employees the parties agree to the following arrangements for a Forum to operate on a trial basis for 2007 and 2008.

1.4.2

For the purposes of this Agreement the Employer-Employee Representatives Forum shall comprise a representative of each Diocesan employing authority, a representative of the Edmund Rice Educational Directorate, two representatives of the Religious Institute Boys’ Schools (to be nominated by the employing authorities), representatives from the Religious Institute Girls’ Schools; the chairperson of the Queensland Catholic Education Commission Industrial Relations Committee and industrial officers (as advised from time to time) and six (6) to eight (8) employee representatives (to be nominated by the Queensland Independent Education Union).

1.4.3

Broadly, the role of the Employer-Employee Forum includes at least the following: (a)

to promote an exchange of views;

(b)

to serve as the forum to share views on significant general employee relations issues;

(c)

to discuss proposed new initiatives such as new legislative proposals, initiatives arising from statutory authorities, or significant changes to government funding arrangements; and

(d)

other roles as agreed by the parties.

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1.4.4

Employer-Employee Forum shall meet for not more than three (3) hours at least twice a year. A schedule of meeting dates should be set in advance each year by Agreement.

1.5

CLASS SIZES

It is recognised that class size has implications for the work of teachers and as such pertains to the employment relationship. The parties acknowledge that the achievement of educational outcomes for students is influenced by a wide range of factors including student ability, educational programs, pedagogy, resources, time on task, the quality of classroom interactions and relationships and parental attitudes and support. Over the life of the Agreement the employing authority will continue to implement strategies that support teachers with the provision of quality educational programs and sound teaching practices so as to provide students with opportunities to achieve optimal educational outcomes. With this in mind, employers will continue to consider class staffing and resourcing levels when allocating classes to teachers. They will make every effort to achieve class sizes that are within targets and balanced with overall school resourcing and budgetary constraints. The school enrolment patterns and demographic trends will also inform decisions about class sizes and resource allocation. 1.5.1

1.5.2

The employing authority will continue to: (a)

give consideration to individual staff preferences, expertise and experience in their allocation of classes;

(b)

give consideration to the staffing and resource needs for classes that have a high proportion of students who have definite challenges to their learning because of: (i) socio-economic background; (ii) learning capabilities; (iii) linguistic background; (iv) cultural background;

(c)

consider class size data when making allocations of teachers to classes;

(d)

consider and, as appropriate, address duty of care and Workplace Health and Safety matters; and

(e)

consider the particular circumstances, staffing and resource requirements where multi age, composite and practical classes operate so that appropriate support is provided.

Targets for class sizes (a)

The following targets for class sizes will assist principals with decisions about class sizes and resource allocation. They will assist with maintaining a focus on class size and resourcing as important elements to be considered in relation to student learning, teacher workload and the financial management of schools. Years P â&#x20AC;&#x201C; 3, 11 and 12

25-28 students

Years 4 â&#x20AC;&#x201C; 10

28-30 students.

(b)

Where there is the possibility of class sizes in excess of these targets, the class arrangements shall be the subject of a timely and consultative process with staff affected in accordance with the consultative principles contained in this Agreement.

(c)

The final decision about class sizes and the allocation of classes to teachers is the responsibility of the employing authority/principal.

1.6

OVERVIEW - RETENTION OF EXISTING FAIR MINDED PRACTICES

1.6.1

The following statements of principles, rights and responsibilities are affirmed. The statements reflect some of the elements of Church social teaching and are sourced from Church in the Workplace (QCEC, 2006). The list is not exhaustive. (a)

Employment in a Catholic school is a ministry of service to promote the development of community through quality teaching, sound administration and effective support services.

(b)

The holistic development of students is the fundamental focus within Catholic schools.

(c)

Respect for human dignity requires that working conditions be such as to protect the health and well being of workers and to recognise their obligations to their family and the wider community.

(d)

Employees accept the responsibility to fulfil their role with integrity and professional competence.

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(e)

Employees have the fundamental freedom and right to choose to become a member of a union and to choose to be represented by that union to protect their legitimate interests and concerns.

(f)

Negotiations between employers and employees and their representatives should be transparent and accountable to the respective parties and the wider community and be conducted in a spirit of respect and with fidelity to the values of justice and reconciliation.

(g)

Employees have the right to collectively bargain.

(h)

Employees have the right to reject an AWA.

(i)

Employees have a right to participate in significant workplace consultation on matters relating to their employment. They have the responsibility to work cooperatively with each other and their employers for the wellbeing of the students.

(j)

Employees have the right to have reasonable access to union officers in the workplace.

(k)

Employees have the right to access an independent third party, to resolve any matters of dispute relating to their employment.

(l)

Employees and employers have the right to take lawful, reasonable and responsible industrial action in support of their negotiations relating to their employment.

1.7

JOB SHARE

1.7.1

The parties agree that the following provisions provide the minimum requirements to be included in job-share guidelines.

1.7.2

Where job-share guidelines currently do not exist, employers will develop, in consultation with employees and their representatives, guidelines which will address the areas listed below in Table 1. The provisions outlined below in Table 1 will be the minimum conditions to be included in any guidelines.

1.7.3

If the employer has job-share guidelines in place as at 4 September 2006, the minimum requirements outlined below in Table 1 will not be used to reduce any current employee conditions in regard to job-share.

1.7.4

All existing job-share guidelines will be reviewed by the employer to ensure that the guidelines meet the minimum listed conditions. Such a review will be carried out by 1 June 2007.

Table 1 Definition

Principles Underpinning the Guidelines Size of School Ratio

Subsequent Appointment

Length of Appointment

DIOCESAN 2006

The guidelines will define job-share as a voluntary arrangement in which a full-time continuing position, occupied by a full-time continuing employee, is divided between that employee and another suitable employee. Both employees will share responsibility for the position for a fixed-term period. The guidelines will state that job-share arrangements are arrangements entered into at employee initiative and that no employee will be coerced into taking up or converting to such a position. The number of job share positions offered in any school shall not exceed one (1) to seven (7) â&#x20AC;&#x201C; (one job share position to seven full-time positions). Guidelines will acknowledge the right of employers to vary the ratio above the maximum of 1:7 where necessary or desirable. The guidelines will state that at the conclusion of the job-share period both employees return to the position as designated in the relevant letter of appointment and the employment status each held before the jobshare began. The guidelines will indicate that the job-share positions are usually for one school year. Job-share positions may be for shorter periods and may be negotiated at the end of each year for a subsequent period.

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Arrangements

Alterations to Arrangements

Division of Position

Rates of Pay

Pro-Rata Conditions & Benefits

Arrangements of the job-share position will be detailed in a document signed by the employer/principal and employees to include but not limited to: days/hours worked, communication protocols, planning time, non-contact time, excursions, parent â&#x20AC;&#x201C; teacher interviews, assessment and reporting procedures, playground and bus duty, attendance at staff meeting, timetabled sport and related arrangements, and professional development. The arrangements should outline the protocols to be followed, if for whatever reason, one member of the job-share is unable to continue in the position during the period of the job-share. The guidelines will indicate that alterations to arrangements may be initiated by the employee/s or employer and need to be mutually agreed. Such alterations will require at least two weeks notice or a shorter period by mutual agreement, before implementation. The guidelines may recommend the position be divided according to full days but will provide for other options which may be mutually agreed between the employer and employees. The guidelines will specify that employees of job-share positions are to be remunerated on a pro-rata basis according to their classification and include reference to any relevant allowances. The guidelines will specify that employees in job-share positions will receive on a pro-rata basis all entitlements in regard to: annual leave, annual leave loading, sick leave, long service leave, superannuation and all Award benefits and any other relevant allowances. The guidelines will specify that where one employee in a job-share position accesses sick leave or other short term leave the remaining employee will be offered the relief work. The method of remuneration associated with such relief work whether it be at the hourly rate with accrued leave entitlements or at the casual rate without accrued leave entitlements, will be agreed to and stated in initial arrangements. The guidelines will indicate that usual replacement conditions apply for leave such as long service leave, special leave, maternity/paternity and adoption leave.

Professional Development

Calculation of Service Professional Development Planning Days

The guidelines will specify that where situations of redundancy occur, redundancy provisions will apply to the job-share incumbent/s. The guidelines will acknowledge that job-share employees are entitled to access professional development and promotion as can full-time employees. Guidelines will specify that all work done by job-share employees counts towards incremental progression on a pro-rata basis. Guidelines will specify that teacher job-share employees are expected to attend professional development days as designated by the employer. The guidelines will specify remuneration arrangements for such attendance.

1.8

WORK LOAD/INTENSITY OF WORK - SCHOOL BASED TRIALS

1.8.1

The employing authorities agree that each year during the life of the Agreement, each school under their authority will trial one or more of the following initiatives in an endeavor to respond to issues of workload and intensity of work. The decision of the number and type of initiative(s) trialled will be determined by each school using the established consultative mechanisms contained in this Agreement.

1.8.2

Matters which may be subject to trial shall include but not be limited to the following: (a)

scheduling and structure of uninterrupted rest pauses and meal breaks;

(b)

scheduling and structure of playground duty and other student supervision;

(c)

arrangements for pastoral care responsibilities;

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1.8.3

1.9

(d)

processes and structures for both communications with parents and scheduled parent â&#x20AC;&#x201C; teacher interviews;

(e)

processes and structures to address communications (including emails);

(f)

ways of using time effectively and efficiently for a collegial approach to planning, setting, delivery and evaluating learning outcomes with year level, subject area and classroom colleagues;

(g)

effective methods for use of time for individual preparation and correction;

(h)

processes and structures for more effective ways to manage administrative tasks arising out of the implementation of curriculum;

(i)

consideration of ways to more effectively use time for the planning, setting, delivery and evaluation of specialist curriculum;

(j)

consider structures and time for teachers meetings with other specialists (such as inclusion teacher, hearing impairment specialist and psychologist) in paid time;

(k)

structures for individual program development;

(l)

structures and processes to fulfil QSA requirements;

(m)

structures and processes to ensure that staff meetings and curriculum meetings are an effective use of time;

(n)

identification of the timetabled non-contact time periods that may be reclaimed for supervisions;

(o)

arrangements for the administration of non-contact time in Primary schools/Middle schools;

(p)

review current school practices and participation for the undertaking of voluntary extra-curricular activities;

(q)

structures and processes for the implementation of emerging curriculum; and

(r)

timetable structures and school calendar effect on classroom time.

Terms of reference will be established at the commencement of a trial and should include the following: (a)

identification of the matter(s) to be trialled;

(b)

clarification of the process of trialling;

(c)

determination of the realistic time frame for the trial;

(d)

clarification of roles;

(e)

identification of the necessary resources; and

(f)

determination of the review process.

TIMELY NOTIFICATION OF QUALIFICATIONS AND EXPERIENCE

All employees are classified in accordance with their Award. It is imperative that employees provide, in a timely manner, documentary evidence of qualifications and experience which will enable an employer to identify the appropriate salary for an employee. An employee shall be paid at the rate of pay consistent with information provided until further supporting documentary evidence is provided to the employer. 1.9.1

Teachers - Timely Notification of Gaining Qualifications (a)

Teachers will provide their employer with timely written advice along with documentary evidence of any changes to their professional qualifications which would bring about adjustment to the teacherâ&#x20AC;&#x2122;s classification. If a teacher does provide within six (6) months such written advice and documentary evidence of having met the requirements for being awarded the qualification then payment for the variation will be effective from the date prescribed by their Award.

(b)

If a teacher does not provide within the timeline outlined above documentary evidence of having met the requirements for being awarded the qualification then the payment for the variation will be from the date of receipt of the documentary evidence from the teacher.

(c)

Documentary evidence must be an original or certified copy of an original document.

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1.9.2

1.9.3

All Employees - Timely Notification of Previous Relevant Service (a)

Employees will provide their employer with timely written advice along with supporting documentary evidence of relevant employment service which would be relevant to determining the employee’s rate of pay.

(b)

If an employee does provide supporting documentary evidence regarding previous relevant service within six (6) months of commencement of service with the employer, payment for the adjustment will be effective from the date of commencement with the employer.

(c)

If an employee does not provide supporting documentary evidence regarding relevant service within six (6) months of commencement then any payment relating to that service will be applied from the date of receipt of notification from the employee.

(d)

Supporting documentary evidence of previous relevant service should include statements of service. A statement of service from each previous employer(s) should be provided. A statement of service is normally the appropriate proof of prior service and satisfies the criteria at clause 1.9.3 below.

(e)

A statutory declaration may be submitted in lieu of a statement of service in instances where an individual is unable to obtain the necessary documentation from a previous employer. For instance, a school and its records may no longer exist or exist in an area of civil disturbance or natural disaster. A statutory declaration may be submitted only after the employer is satisfied that the employee has exhausted all reasonable avenues to obtain a statement of service. Where a statutory declaration is accepted it should satisfy the criteria at clause 1.9.3 below. The circumstances preventing the employee from obtaining the necessary documentation should be noted and retained with the application.

Statement of Service The statement of service should:

1.9.4

(a)

be an original or certified copy of an original document;

(b)

be provided on the official letterhead of the Authority responsible for the school or institution and it must be signed and dated by the employer or an authorised person;

(c)

specify the position held;

(d)

specify the period of employment;

(e)

specify the exact nature of the employment e.g. full-time, part-time, casual, etc. and provide a detailed description of the teaching or other relevant duties performed;

(f)

detail whether the employment was part-time – and if so the number of hours worked per week or their full-time equivalent, or the total number of hours paid for the total period of employment;

(g)

detail whether the employment was casual – and if so the total number of hours paid for the total period of employment;

(h)

indicate any periods of unpaid leave that were taken; and

(i)

specify whether any leave without pay was taken and the period when this leave without pay occurred. If no periods of leave without pay were taken, the statement must show that ‘no leave without pay was taken’.

Duty to notify All new employees will be given at the time of appointment a document detailing the requirements with regards to timely notification of gaining qualifications and timely notification of previous relevant service.

1.10

REMOTE AREA PROVISIONS (ITAS AND IPRASS)

1.10.1

This Agreement contains the existing ITAS (Schedule 7) and IPRASS (Schedule 8) provisions.

1.10.2

In accordance with the Isolated Teacher Assistance Scheme Schedule 7: The payments identified in Schedule 7 (Table 1) of the Isolated Teacher Assistance Scheme will be reviewed each year and adjusted in accordance with CPI increases, except where the CPI increase will result in the ITAS payment exceeding the Queensland Government Locality Allowance. When this occurs to a particular centre it will be realigned and paid in accordance with Schedule 7 (Table 2).

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Payments identified in Schedule 7 (Table 2) of the Isolated Teacher Assistance Scheme will be reviewed each year and adjusted in accordance with the Queensland Government Locality Allowance. 1.10.3

In accordance with the Incentive Payments â&#x20AC;&#x201C; Remote Area Staff Scheme (IPRASS) Schedule 8, the incentive payment scheme will be reviewed every three years in line with any amendments to Education Queenslandâ&#x20AC;&#x2122;s RAIS scheme. Additionally if in this time there is a change to RAIS, IPRASS will be reviewed.

1.10.4

Employing authorities agree that a review of remote area issues including those identified by employees and the existing IPRASS schedule as provided for in 1.10.3 will be conducted in October 2006. The Diocesan Directors will co-operatively carry out the review in consultation and deliberation with employees and their representatives. The Diocesan Directors reserve their right to determine the implementation date of any enhancements but this date will be no later than the commencement of the 2007 school year.

1.10.5

Matters arising from the review will be scheduled to this Agreement.

1.11

CURRICULUM DEVELOPMENT

1.11.1

Consideration shall be given at school and system level sites to the nature and implementation of curriculum changes that result from regulatory requirements and initiatives.

1.11.2

Staff at the workplace level and at the system level shall be involved in the process of identifying and clarifying the industrial implications of such curriculum changes.

1.11.3

In determining appropriate mechanisms for implementation of the curriculum changes the following matters shall be considered: (a)

the Mission Statement of the school/system;

(b)

identification of the matters to be implemented;

(c)

clarification of the process of implementation;

(d)

clarification of the relevant curriculum structures to be implemented;

(e)

the resource support to be provided to staff, (e.g. in-service; support staff; non-contact provision; external support services), especially in primary schools, relative to the degree of implementation adopted by the employing authority. Consideration shall be given to the planning, implementation and evaluation of curriculum change when determining this support;

(f)

the time frame for implementation;

(g)

the on-going role of staff in the process of implementation;

(h)

protocols which may be developed for the supervision and administration of curriculum initiatives in Years 11 and 12 including programs which focus on the world of work and the delivery of VET (including apprenticeships and traineeships) in schools;

(i)

the structures and process by which relevant staff may acquire requisite registration to teach VET accredited subjects;

(j)

appropriate staffing formula for those schools which may offer VET accredited subjects;

(k)

identification of the short term and on-going impact on workload of the staff from the process of implementation;

(l)

identification of the technology hardware, software and associated professional development needed to implement the change; and

(m)

identification of teacher support, in particular for data entry and other clerical support for curriculum program development, classroom resource development and other tasks associated with curriculum development management and the implementation of change.

PART 2 - LEAVE PROVISIONS FOR ALL STAFF 2.1

MATERNITY LEAVE

2.1.1

This clause must be read with reference to the provisions of the Paid Maternity Leave (other than BCE) Schedule 2, Paid Maternity Leave (BCE) Schedule 3 and Family Leave Schedule 4 of this Agreement.

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2.1.2

2.1.3

Paid Maternity or Adoption Leave – Continuing Employees (a)

All female employees engaged on a continuing contract of employment shall be entitled to twelve (12) weeks paid maternity leave on full pay or, if they are the primary care giver, twelve (12) weeks paid adoption leave on full pay.

(b)

All male employees engaged on a continuing contract of employment will be entitled to twelve (12) weeks paid adoption leave on full pay where that employee will be the primary care giver for the child.

(c)

The period of paid maternity leave or paid adoption leave will be the period of twelve (12) weeks immediately following the date of commencement of leave.

(d)

This period of paid leave, prescribed in clauses 2.1.2 (a), (b) and (c), will be exclusive of any paid school vacation period and inclusive of public holidays which may fall during the leave.

(e)

As described in clause 2.1.3 below, employees may access leave without pay in accordance with provisions of the Family Leave Schedule (Schedule 4). The period of paid maternity/adoption leave will be included as part of the leave an employee is entitled to access in accordance with clause 2.1.3.

Unpaid Parental Leave Employees are entitled to leave without pay in accordance with the provisions of the Family Leave Schedule 4.

2.1.4

2.1.5

Paid Maternity or Adoption Leave – Fixed Term Employees (a)

Fixed period employees will also be eligible for paid maternity leave or paid adoption leave on the same basis as continuing employees.

(b)

Where the employee’s contract comes to an end before the expiration of the period of paid maternity leave or paid adoption leave, the employee will be entitled to receive payment only up until the conclusion of the fixed term contract.

(c)

Where a fixed term employee secures a further contract, and that further contract commences within three (3) months of the expiry of the preceding contract, any period of paid maternity leave or paid adoption leave which would have been forfeited as a result of the expiry of the preceding contract can be accessed from the date of commencement of the new contract of employment.

Paid Spousal (Paternity) Leave (a)

(b)

2.1.6

Employees shall be entitled to five (5) days leave in connection with the birth or adoption of child/children for whom the employee will have responsibility: (i)

This leave shall be taken as special responsibility leave in accordance with the provisions of the Family Leave Schedule 4 and shall be deducted from the employee’s accrued sick leave.

(ii)

An employee will not be required to provide a medical certificate to support such leave.

(iii)

The period of leave may commence on the date of the birth of the child/children or on the date of adoption of the child/children (if this is a work day) or on a later date nominated by the employee provided it is within one month of the confinement or adoption.

(iv)

Employees who are the primary care givers and have accessed paid adoption leave in accordance with clause 2.1.2 (b) are not eligible for paid spousal (paternity) leave.

In addition to the provision at clause 2.1.5 (a), an employee will be entitled to five (5) days spousal leave in connection with the birth or adoption of child/children for whom the employee will have responsibility. (i)

This leave is to enable the employee to attend to medical/agency appointments or to care for ill members of the immediate family.

(ii)

Such leave shall be deducted from the employee’s accrued sick leave.

(iii)

An employing authority may request a doctor’s certificate indicating the nature of the illness or other confirmation of medical/agency appointments.

The provisions contained in clauses 2.1.2, 2.1.3 and 2.1.5 (b) are effective from 1 January 2007. As a transitional arrangement an employee who begins a period of paid maternity leave on or after 30 October 2006 shall be entitled to the provisions of clause 2.1.2.

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2.2

ACCESS TO LONG SERVICE LEAVE

2.2.1

From 4 September 2006 employees are entitled to access their accrued long service leave after completing seven (7) years of continuous service. An employee is entitled to access subsequent leave, where that employee has an entitlement of four (4) weeks or more. All applications for leave will be in accordance with the provisions for taking of such leave.

2.2.2

An employee who has completed at least seven (7) years of continuous service is entitled to a proportionate payment for long service leave on the termination of the employee’s service.

2.2.3

The minimum period of leave that may be taken by an employee is normally four (4) weeks.

2.2.4

(a)

In some clearly identified and demonstrated exceptional circumstances an employer may approve an application for a period less than four (4) weeks, but not less than one (1) week.

(b)

Where the period of long service leave is less than a school term (nominally ten (10) weeks) that leave should normally be taken wholly within the school term period.

(c)

Non-teaching term time employees may access accrued long service leave during periods of unpaid leave, including school vacations.

(a)

Except where provided in clause 2.2.3 (a), an employee will make an application to take long service leave by giving at least twenty (20) weeks notice prior to the commencement of the period of leave for which application is made.

(b)

Where the period of leave applied for is in accordance with clause 2.2.3 (a) above the employee will provide the employer with notice as soon as practicable. Such notice will normally be provided not less than four (4) weeks prior to the proposed date for the commencement of the leave.

2.2.5

Any period of long service leave taken by an employee is exclusive of any public holiday(s), and/or paid vacation periods.

2.2.6

(a)

An employee may request to have a period of long service leave re-credited and sick leave used for a period of illness whilst on long service leave.

(b)

An employee is entitled to have the period of long service leave re-credited where the period of illness is one calendar week (seven days) or more and the request is accompanied by a medical certificate.

2.2.7

When an employee has a period of long service leave re-credited (as provided in clause 2.2.6 (a)) the actual period of absence from work will not normally be extended.

2.2.8

The employer will consider the particular circumstances of applications for periods of leave without pay to be taken in conjunction with long service leave. Such applications will be considered in conjunction with existing guidelines for leave without pay.

2.3

SPECIAL RESPONSIBILITY LEAVE

This clause is to be read in conjunction of the provisions of the Family Leave Schedule 4. 2.3.1

Access to Leave – Care and Support An employee with responsibilities in relation to either members of their immediate family or members of their household who need their care and support may access up to ten (10) days paid leave per annum to provide care and or support for such persons when they are ill. This leave shall be taken as Special Responsibility Leave and deducted from accrued sick leave in accordance with the provisions for Carer’s Leave of the Family Leave Schedule 4.

2.3.2

Access to Leave – Terminally Ill Member of Household This replaces the relevant Access to Leave – Terminally Ill Member of Household clause of CA 894 of 2003. Employees are entitled to access paid leave of up to fifteen (15) days per annum to care for or support a household member who is terminally ill. This fifteen (15) day entitlement comprises the ten (10) days entitlement contained in the Family Leave Schedule 4 plus a further five (5) days. Such leave shall be deducted from the employee’s sick leave accrual. A further three (3) months of unpaid leave can be accessed by the employee to continue such care and support if necessary. An employing authority may request a doctor’s certificate indicating the terminal nature of the illness.

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2.3.3

Access to Leave – Emotional Recovery (a)

An employee may access up to ten (10) days paid leave for periods of their emotional recovery following a traumatic event such as the death of either a member of their immediate family or members of their household. This leave shall be taken as special responsibility leave and deducted from accrued sick leave.

(b)

An employing authority may request a doctor’s certificate indicating the nature of the illness or confirming the need for emotional recovery.

2.3.4

The employer will consider the particular circumstances associated with any further application for special responsibility leave beyond the provisions of clauses 2.3.1, 2.3.2 and 2.3.3 above. Any additional paid leave may be deducted from accrued sick leave.

2.3.5

In accordance with the Family Leave Schedule 4, special responsibility leave may be accessed as leave without pay or other types of leave. Any request will be based on the particular circumstances and will be applied for and considered in accordance with the relevant provisions for such leave.

2.4

EMERGENCY AND NATURAL DISASTER LEAVE

2.4.1

The parties to this Agreement recognise the importance of keeping schools open wherever possible during times of natural disasters and, should schools need to be closed for a time, to reopen them as soon as possible.

2.4.2

Employees will assist with keeping schools open to support students, families and the community and to provide continuity of teaching/learning as far as is feasible and safe to do so. They will attend work unless prevented by circumstances described in clause 2.4.3 or are otherwise on approved leave. Subject to clause 2.4.3 employees may be asked to assist with preparing for a reopening of a damaged school.

2.4.3

An employee who is prevented from attending the employee’s normal place of employment because of floods, cyclonic disturbances, severe storms, or bush-fires (or any other comparable natural disaster or emergency) shall be granted a maximum of five (5) days per calendar year non-cumulative paid leave in the following circumstances: (a)

when they have experienced extreme loss or trauma; or

(b)

where the employee must, of necessity, remain at home to safeguard the employee’s family or property; or

(c)

where the employee must remain at home to have temporary repairs effected, restore or replace essential belongings, complete necessary clean up for safety or to enable occupation of residence etcetera; or

(d)

where an employee must remain at home because transport services and facilities are disrupted or discontinued due to weather or flood conditions; or

(e)

where the employee is away from their usual residence and is unavoidably delayed in returning to their place of employment due to identified and specific disruptions to transport services and facilities; or

(f)

where the employee is required to return home before the employee’s usual ceasing time to ensure personal safety, the protection of the employee’s family and property or because the availability of transport services and facilities may be disrupted or discontinued due to weather or flood conditions.

2.4.4

Access to the leave as in clause 2.4.3 will be coordinated by the employing authority and/or principal.

2.4.5

The employing authority and/or principal will make every effort to clarify contact and communication procedures to be used at times of emergencies.

2.4.6

The employing authority may consider additional paid leave in exceptional circumstances or where an employee is affected by more than one disaster or emergency in any year.

2.4.7

Leave for Attendance at Emergencies (a)

An employee who is a member of the State Emergency Service, voluntary member of a local fire fighting unit, members of a Rural Fire Brigade, auxiliary of a Fire Brigade, Honorary Ambulance Officer or St John Ambulance Volunteer shall be granted paid leave when called out for emergencies, to fight local fires or where an emergency situation or state of disaster has been declared under the Public Safety Preservation Act 1986 or the Disaster Management Act 2003.

(b)

Paid leave is not available for training purposes, however unpaid leave may be granted at the employing authority’s discretion.

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2.5

CULTURAL LEAVE

2.5.1

The Catholic education employing authorities recognise the unique status that Aborigines and Torres Strait Islanders hold within Australian society. In recognition of this status Aborigines and Torres Strait Islander employees may apply for leave from the workplace for cultural reasons.

2.5.2

Such applications will be considered within the normal leave provisions, guidelines and application procedures.

2.5.3

Employees may apply for leave to which they may be entitled e.g. annual leave, bereavement leave, authorised accrued time leave or may elect to apply for unpaid leave.

2.5.4

The employer must not unreasonably refuse the leave.

2.5.5

In considering the employee’s request for leave, the employer must consider at least the following:

2.5.6

(a)

the employer’s capacity to reorganize work arrangements to accommodate the employee’s request;

(b)

the impact of the employee’s absence on the delivery of customer service;

(c)

the particular circumstances of the employee; and

(d)

the impact of a refusal on the employee, including the employee’s ability to balance his or her work and family responsibilities.

The employee must, if practicable, give the employer: (a)

reasonable notice of the intention to take cultural leave before taking the leave and

(b)

the reason for taking the leave; and

(c)

the period that the employee estimates the employee will be absent.

2.5.7

If it is not practicable for the employee to give the notice before taking the leave, the employee must give the employer notice of the matters in clause 2.5.6 (b) and (c) at the first opportunity.

2.5.8

It is declared that leave provided under this section is a welfare measure for the purposes of the AntiDiscrimination Act 1991, section 104.

2.5.9

In clause 2.5: employee means an employee who is required by Aboriginal tradition or Island custom to attend an Aboriginal or Torres Strait Islander ceremony.

PART 3 - PROVISIONS SPECIFIC TO SCHOOL OFFICERS 3.1

SCHOOL OFFICER ALLOWANCES (QUALIFICATIONS AND FIRST AID)

3.1.1

A school officer who has been on Level 2 Step 3 for twelve months (or 1976 hours for other than full time employees), and who holds a Certificate Level (III) qualification (or higher) which is relevant to their work, and who holds a current First Aid certificate will receive the Qualification Allowance identified in Schedule 1 – Salary, Wages and Allowances.

3.1.2

A school officer who has been on Level 3 Step 4 for twelve months (or 1976 hours for other than full time employees), and who holds a Certificate Level (IV) qualification (or higher) which is relevant to their work, and who holds a current First Aid certificate will receive the Qualification Allowance identified in Schedule 1 – Salary, Wages and Allowances.

3.1.3

A school officer who has been on Level 4 Step 3 for twelve months (or 1976 hours for other than full time employees), and who holds a Diploma or Associate Diploma level qualification (or higher) which is relevant to their work, and who holds a current First Aid certificate will receive the Qualification Allowance identified in Schedule 1 – Salary, Wages and Allowances.

3.1.4

A school officer who has been on Level 5 Step 3 for twelve months (or 1976 hours for other than full time employees), and who holds a Degree Level qualification (or higher) which is relevant to their work, and who holds a current First Aid certificate will receive the Qualification Allowance identified in Schedule 1 – Salary, Wages and Allowances.

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3.1.5

A school officer will apply for the payment of the allowance prescribed in 3.1.1, 3.1.2, 3.1.3 or 3.1.4. Where the employee applies for the Allowance within six (6) months of the qualification being obtained the Allowance will be paid as from the date that the qualification is obtained. In other circumstances the school officer will be paid the Allowance from the date of making the application.

3.1.6

A school officer who holds a current First Aid certificate and who is appointed by their employer to be a First Aid Officer will receive the First Aid Allowance identified in Schedule 1 – Salary, Wages and Allowances.

3.1.7

A school officer may receive either the Qualifications Allowance (as in clauses 3.1.1, 3.1.2, 3.1.3 or 3.1.4) or the First Aid Allowance (as in clause 3.1.6) but not both.

3.1.8

The employer will reimburse enrolment fees associated with obtaining a First Aid certificate which are incurred within the twelve (12) month period immediately prior to the school officer accessing the qualification allowance in clause 3.1.1, 3.1.2, 3.1.3 or 3.1.4 as appropriate. The employee will contribute the time required to obtain the first aid certificate.

3.1.9

Where a Level 2, 3, 4 or 5 school officer is receiving the Qualification Allowance in accordance with this clause, the employer will pay any fees associated with maintaining the First Aid certificate. The employee will contribute the time required to maintain the First Aid certificate.

3.1.10

The provisions of clauses 3.1.2 to 3.1.4 shall apply from 22 January 2007.

3.2

ANNUALISATION OF SALARY – TERM TIME SCHOOL OFFICERS (EXCEPT TOOWOOMBA DIOCESE)

3.2.1

Where a school officer is employed on a term-time basis, the employee may elect to have his/her salary annualised. School officers engaged for a fixed period of less than one (1) school year will not be eligible to elect to annualise their salary.

3.2.2

Where a school officer elects to have his/her salary annualised, the employee must make application to do so prior to the conclusion of Term 4 of the year preceding the calendar year in which the employee elects to receive such annualised payments. A school officer who does not make application to have his/her salary annualised in accordance with the timeline detailed above will not be eligible to receive such annualised payments.

3.2.3

Where a school officer elects to have his/her salary annualised, such arrangement will operate for a period of one year and the employee will be paid annualised fortnightly payments for one calendar year. A school officer will elect whether or not he/she will continue the arrangement on an annual basis. Having made the election to have his/her salary annualised, such arrangements cannot be altered during the calendar year in which they are in operation.

3.2.4

Upon receipt of a school officers’ application to have his/her salary annualised, the employer will provide to the employee confirmation in writing of the net annualised fortnightly salary which will be paid to the employee for the period of the arrangement.

3.2.5

A school officers’ net annualised fortnightly salary will be calculated as follows: (a)

A school officers’ normal net fortnightly salary (A) will be identified by multiplying the ordinary hourly rate of pay as prescribed by this Agreement (B) by the number of hours the employee will normally be engaged to work per fortnight (C) and subtracting the appropriate amount of tax. NB: A change in an employees taxation circumstances, leading to an increase in tax, during the period of the arrangement will impact on the normal net fortnightly salary. (B x C) less tax = A

(b)

A school officers’ normal net annual salary (D) will be identified by multiplying the school officers’ normal net fortnightly salary (A) by the total of the number of fortnights the employee will be engaged to work for the year in which the arrangement will operate (E) and the school officers’ prorata entitlement to annual leave (F) (calculated on a fortnightly basis and in accordance with clause 7.1.1 (c) of the School Officers’ Award - Non-Governmental Schools 2003). A x (E + F) = D

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(c)

A school officers’ annualised net fortnightly salary (G) will be identified by dividing the normal net annual salary (D) by the number of fortnights in the particular year in which the arrangement will operate (twenty-six (26) or twenty-six and a half (26.5)). D/26 = G or D/26.5 = G

(d)

The difference between the normal net fortnightly salary (A) and the annualised net fortnightly salary (G) will be banked by the Employing Authority each fortnight (H). A – G = H (banked each fortnight)

(e)

The school officer will be paid their annualised net fortnightly salary for each fortnight (26 or 26.5 fortnights) of the year (52 or 53 weeks).

(f)

In addition, a school officer will be paid out at the end of each school year his/her pro-rata entitlement to annual leave loading calculated in accordance with clause 7.1.2 (a) (ii) of the School Officers’ Award - Non-Governmental Schools 2003 plus any additional annual leave accrued during the period of the arrangement due to additional hours being worked.

3.2.6

Where the number of hours a school officer is normally engaged to work per fortnight increases during the period of the arrangement from that identified in (C) above, through the submitting of an altered contract of employment, the original arrangement entered into in accordance with 3.2.2, above, will not be re-negotiated. In this situation, the net fortnightly salary paid to the employee during term time will be increased to reflect the changed circumstances. The amount that is banked in accordance with the arrangement each fortnight (H) will however not be altered. The salary paid to the employee, during school vacation periods that fall within the period of the arrangement following the increase in hours, will be consistent with the annualised net fortnightly salary as calculated in 3.2.5 (c), above, at the time the arrangement was originally entered into.

3.2.7

Where the number of hours a school officer is normally engaged to work per fortnight decreases during the period of the arrangement from that identified in (C) above, through the submitting of an altered contract of employment, the original arrangement entered into in accordance with 3.2.2, above, will become void . In this situation the employee will be paid out the balance of what has been banked in accordance with the arrangement so far. The employee will subsequently be paid the normal net fortnightly salary that is consistent with the number of hours for which it has been confirmed the employee will be engaged to work per fortnight through the altered contract of employment.

3.2.8

Any additional hours that a school officer may be intermittently required to work in addition to the total hours identified in clause 3.2.3, above, will be paid at the casual hourly rate of pay as prescribed by this Agreement. The employee will be paid these hours in addition to the annualised net fortnightly salary.

3.2.9

Any overtime hours (as prescribed by the School Officers’ Award - Non-Governmental Schools 2003) which the employee is required to work will be paid at the appropriate overtime rate, calculated using the ordinary hourly rate of pay as prescribed by this Agreement. The employee will be paid these hours in addition to the annualised net fortnightly salary.

3.2.10

Any pro-rata annual leave loading to which the school officer is entitled will be paid at the ordinary hourly rate of pay as prescribed by this Agreement.

3.2.11

Where a school officer ceases the arrangement during the course of the calendar year, the employee paid out the balance of what has been banked in accordance with the arrangement so far.

3.2.12

Where a school officer elects to have his/her salary annualised, such an arrangement will be notated and retained within the time and wages record kept by the employer for the employee.

3.2.13

So as to avoid doubt, where a school officer is entitled to pro-rata annual leave, that employee will receive payment for any public holiday which falls within the period of pro-rata leave (calculated in accordance with the employee’s days of employment immediately before the period of leave).

3.2.14

School officers who elect to annualise their salary in accordance with this clause are still eligible to access the banking of overtime provisions as contained in clause 4.16 of CA 894 of 2003 (Banking of Authorised Overtime).

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3.3

ANNUALISATION OF SALARY - TERM TIME SCHOOL OFFICERS (TOOWOOMBA DIOCESE)

3.3.1

Full-time and part-time employees who are not required to work 48 weeks a year may elect to have their salary annualised.

3.3.2

Employees who choose to have their salary annualised must notify the employer in writing prior to the commencement of the school service date.

3.3.3

Where a school officer elects to have his/her salary annualised, such arrangement will operate for a period of one year and the employee will be paid annualised fortnightly payments for one calendar year. A school officer will elect whether or not he/she will continue the arrangement on an annual basis. Having made the election to have his/her salary annualised, the election cannot be altered during the calendar year in which they are in operation.

3.3.4

Where a school officer elects to have his/her salary annualised, such an arrangement will be notated and retained within the time and wages record kept by the employer for the employee.

3.3.5

The employer will provide to the employee the comparative annualised and standard hourly salary rates to the school officer being required to make an election.

3.3.6

Any employee electing to have their salary annualised under this clause will have their weekly payment calculated by the following formula;

prior

0.8333 × W (where term weeks equal 40) 0.8500 × W (where term weeks equal 41) 3.3.7

The school officer will be paid their annualised net fortnightly salary for each fortnight (26 or 26.5 fortnights) of the year (52 or 53 weeks).

3.3.8

3.3.9

Any additional hours that a school officer may be intermittently required to work in addition to the total hours identified in clause 3.3.3, above, will be paid at the casual hourly rate of pay as prescribed by this Agreement. The employee will be paid these hours in addition to the annualised net fortnightly salary.

3.3.10

3.3.11

3.3.12

Any pro-rata annual leave loading to which the school officer is entitled will be paid at the ordinary hourly rate of pay as prescribed by this Agreement.

3.3.13

Where a school officer is entitled to pro-rata annual leave, that employee will receive payment for any public holiday which falls within the period of pro-rata leave (calculated in accordance with the employee’s days of employment immediately before the period of leave).

3.3.14

Annual Leave and Payment on Termination (a)

The provisions of this clause shall apply where: (i) (ii) (iii) (iv)

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an employee ceases employment; an employee commences employment after the school service date; an employee accesses approved leave without pay or parental leave for a period which (in total) exceeds twenty (20) pupil days in any year; the working hours of an employee are varied since the school service date.

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(b)

Calculation of Payments (i)

A payment pursuant to clause 3.3.14 (a) (i), (ii) and (iii) shall be calculated in accordance with the following formula: Step 1

A×B=D C

Step 2

D–E=F

Step 3

F×G=H 2

Where: A = The number of term weeks worked by the employee since the school service date. B = The number of non-term weeks in the school year. C = The number of term weeks in the school year. D = Result in weeks. E = The number of non-term weeks already paid to the employee since the school service date. F = Result in weeks. G = The employee’s current fortnightly salary. H = Amount Due. (ii)

A payment made pursuant to clause 3.3.14 (a) (iv) shall be calculated in accordance with the following formula: Step 1

A–B=C

Step 2

C×D=F E

Step 3

F–B=G

Where: A = Total salary paid to the employee since the school service date. B = Salary paid to the employee in respect of non-term weeks since the school service date. C = Salary paid to the employee in respect of term weeks since the school service date. D = The number of non-term weeks in the school year. E = The number of term weeks in the school year. F = Result in dollars. G = Amount Due. For the purpose of this clause: School service date means the usual date the employee commences duties at the school in any year. 3.4

RECOGNITION OF SERVICE - SCHOOL OFFICERS

3.4.1

The provisions of this clause 3.4 replace the provisions of clause 5.3 (Recognition of previous service for salary purposes) of the School Officers Award – Non-Governmental Schools 2003. Therefore, this clause is to be used to determine the incremental step in the classification level in accordance with clause 5.1.1 (c) of the Award.

3.4.2

(a)

Recognition of years of service for incremental purposes will include all previous service as a school officer within non-governmental schools at or above the classification level of the position to which the employee is appointed.

(b)

An employee may make application for recognition of previous service other than as a school officer in a non-governmental school. The recognition of this other service will be based upon demonstrated relevance to the work of the position to which the employee has been appointed.

3.4.3

The provision of documentary evidence of previous employment as a school officer will be the responsibility of the employee.

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3.4.4

Only service in the ten (10) years prior to the date of application will be considered for recognition.

3.4.5

An existing employee as at 4 September 2006 may make application for the recognition of service in accordance with this clause. Such application for the recognition of service (other than with a nongovernmental school) must be made by 30 June 2007. Successful applications made by the 30 June 2007 will be paid from 1 May 2006.

3.4.6

Employees who commence after 4 September 2006 may make application for the recognition of service in accordance with this clause and must submit any application in accordance with the provisions of clause 1.9 (Timely Notification of Qualifications and Service) of this Agreement.

3.5

USE OF FIXED TERM CONTRACTS - SCHOOL OFFICERS

The provisions of this clause will apply to school officers. 3.5.1

Continuity of Service The employing authority will, by the conclusion of the 2007 school year, identify those school officer positions which would more appropriately be designated continuing positions or fixed term positions. Fixed term positions are those identified as meeting a short term need as in clause 3.5.2 (b). Employees whose positions are identified as continuing positions will be appointed to continuing status.

3.5.2

Fixed Term Appointment (a)

An employer will employ an employee on a fixed term contract of employment only where the employee is appointed to cover an identifiable short term need.

(b)

An identifiable short term need could include: (i) (ii) (iii) (iv) (v) (vi)

(vii)

special projects; proposed closure of a school; short term funding; filling the position of a specified employee who is on nominated leave from the school; filling the position of an employee arising from a resignation, where such position is declared vacant and no suitable permanent employee is available; accommodating temporary enrolment fluctuations in a school resulting from a specific short term factor such as a population influx during the construction period of an industrial development; and employing a part-time school officer to address class size issues and/or enhance curriculum offerings on a short-term basis.

(c)

Where an employer employs an employee on a fixed term contract, the employer will indicate in the employeeâ&#x20AC;&#x2122;s letter of appointment the identifiable short term need which the employee is appointed to fill. The letter of appointment will also contain the terms, conditions and specific duration (commencement and cessation dates) of the appointment.

(d)

A fixed term contract of employment will not be used as a probationary period.

(e)

Except as provided in clause 3.5.2 (f), a fixed term employee will not be employed for a period in excess of twelve (12) months. However, if the identifiable short-term need exists after the twelve (12) month period, a further fixed term appointment (no longer than twelve (12) months) may be agreed between the parties. Any Agreement reached between an employer and an employee as prescribed by this clause shall be in writing and signed by both parties.

(f)

(i)

(ii)

(iii)

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Where an employer receives short term funding for a specific purpose/project and that funding covers a specified period which is in excess of twelve (12) months then an employee may be appointed for that specified period of time: or where an employee is provided with a period of maternity leave in accordance with clause 2.1.3 of this Agreement which is in excess of twelve (12) months then an employee may be appointed on a fixed term contract for that specified period of time; or where an employee commences on a specified period of approved leave (paid and/or unpaid) which is in excess of twelve (12) months then an employee may be appointed on a fixed term contract for that specified period of time. Page 18 of 66

(g)

3.6

The employer will provide information to any school officer on a fixed term appointment of the procedures to be followed and the criteria used if the school officer wishes to apply for continuing status.

SCHOOL COUNSELLORS (WITHOUT TEACHER QUALIFICATIONS)

This provision is to be read in addition to the school officers classification structure contained in Schedule 3 of CA 894 of 2003 and Schedule 6 of this Agreement. 3.6.1

Coverage This provision shall apply to School Counsellors (without Teacher Qualifications) employed in schools under the control of the employing authorities in the State of Queensland but shall not apply to such persons who are in Holy Orders or are members of a recognised Religious Order.

3.6.2

Date of operation This provision takes effect from 4 September 2006.

3.6.3

Contract of employment Each person appointed to a position of School Counsellor (without Teacher Qualifications) shall be appointed in accordance with Clause 4.1 of the School Officers Award – Non-Governmental Schools 2003 (‘the Award’). The employer shall consider the needs of the school and whether it is possible/desirable to appoint a School Counsellor on a full-time continuing basis. A periodic review/appraisal process shall be determined by the employing authority. That process shall be in accordance with the principles set out in Schedule 6 of the Teachers’ Award – Non-Governmental Schools 2003.

3.6.4

Recognition of prior service A person shall be appointed to a position classified in accordance with Part 5 of the Award and Schedule 3 of CA 894 of 2003. Clause 3.4 (Recognition of Service – School Officers) of this Agreement shall apply in recognising prior service. Relevant service for School Counsellors shall include all previous experience as a School Counsellor, either in the Catholic Education system in Queensland or as a School Counsellor with any other school authority in Queensland or other States and Territories within Australia or as a Counsellor in a school setting or not.

3.6.5

Professional development The specific nature of an employee's skills require professional development on an ongoing basis. It is the joint responsibility of both the employing authority and the employee to have due regard to this requirement.

3.6.6

3.6.7

Termination of employment (a)

Should the position of School Counsellor cease to exist within a school or system and the School Counsellor concerned has performed satisfactorily in that position, they shall be subject to the provisions of the redundancy clause contained in the Award.

(b)

Provided further that clause 3.6.6 (a) shall not apply to any employee dismissed for incompetence, misconduct, or neglect of duty, who may be summarily dismissed without notice.

Relationship to the Award All conditions of employment, other than those stated in clause 3.6 shall be in accordance with the Award.

3.6.8

Savings clause Existing employees shall not have their current conditions, contract of employment or salary reduced by the coming into effect of clause 3.6.

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3.6.9

Definitions School Counsellor The School Counsellor (without Teacher Qualification) is a person appointed as such at the discretion of the employing authority to provide a specialist guidance and counselling service within the context of a Catholic School. The School Counsellor (without Teacher Qualification) is required to address the relevant educational, personal, vocational and social needs of students within the school setting. In the wider context consultation is required with specialist and other personnel as well as various agencies in achieving service delivery. The School Counsellor (without Teacher Qualification) operates as an integral part of the school's educational team and provides services which are negotiated with and authorised by the School Principal in support of both the Mission of the school and the goals of the school's development plan: Provided that the School Counsellor (without Teacher Qualification) designation shall not include those persons exclusively employed to provide careers advice, social work, school home liaison, work experience or other co-ordinating roles confined to the career/work experience area.

3.6.10

School Vacation Periods Where a School Counsellor (without Teacher Qualifications), who is employed on a full time continuing basis, is not required to attend for work during a vacation period, that employee will be so advised at the time of their engagement.

PART 4 - PROVISIONS SPECIFIC TO TEACHERS 4.1

RECOGNITION OF PRIOR NON-TEACHING SERVICE AND EXPERIENCE – TEACHERS

4.1.1

This clause applies to all teachers and applicants for the position of teacher, Bands 1, 2 and 3 and the conditions contained herein will apply from 22 January 2007.

4.1.2

In accordance with this clause a teacher, or applicant for the position of teacher, may apply to have prior nonteaching service and experience recognised for the purposes of salary classification. Full time and part-time service and/or experience can be recognised.

4.1.3

Where an existing employee as at 22 January 2007 successfully makes application for the recognition of prior non-teaching service in accordance with this clause, they will be paid at the adjusted rate from 22 January 2007.

4.1.4

This clause does not replace the current recognition of teaching service contained in the Teachers’ Award – Non-Governmental Schools 2003.

4.1.5

Any application for recognition of prior non-teaching service and experience must be made in accordance with clause 1.9 of this Agreement (Timely Notification of Qualifications and Experience).

4.1.6

A teacher or applicant for the position of teacher may seek recognition for multiple categories of prior nonteaching employment in one application.

4.1.7

Applications for recognition of previous non-teaching service and experience should relate to employment in an area/s relevant to their current teaching role. Recognition will be given only to employment that ceased in the five (5) year period prior to the date of appointment.

4.1.8

The five (5) year limitation in clause 4.1.7 may be extended by the employer where special circumstances are demonstrated by the teacher or applicant.

4.1.9

The relevance of the prior non-teaching experience must be demonstrated by the employee and accepted by the employer as being applicable to the current teaching role.

4.1.10

For the purposes of this clause any prior non-teaching service as an apprentice or trainee will not be recognised as relevant prior service.

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4.1.11

Should prior non-teaching service and experience be recognised for salary classification purposes, any such recognised service will count on the basis of thirty-three percent (33%).

4.2

RECOGNITION OF ADDITIONAL QUALIFICATIONS PRIOR TO COMMENCING TEACHING CAREER

4.2.1

This clause replaces clause 5.2.3 (b) of the Teachers’ Award – Non-Governmental Schools 2003.

4.2.2

This clause is to grant an extra salary classification level (i.e. commence on Band 2 Step 2) if the proposed employee has attained more than one degree or a degree plus an honours year. These studies must be additional to the required teacher qualification study.

4.2.3

A teacher must have completed the specified additional qualifications prior to, or within the initial twelve (12) months, of commencing employment as a teacher to be eligible to the classified at Band 2 Step 2 in accordance with this clause. The increment date for teachers who complete the required qualifications after commencement of duty will be 12 months (full time equivalent) from the date of the completed additional qualification.

4.2.4

Bachelor, Honours, Master and Doctoral degrees awarded by recognised universities will be recognised for the purpose of this clause.

4.2.5

Graduate teachers who possess the following combinations of qualifications are eligible to receive salary at the rate prescribed for Band 2 Step 2. (a)

Bachelor degree and honours year plus teacher qualification study.

(b)

Two (2) approved degrees plus teacher qualification study.

4.2.6

A four (4) year combined degree, from a recognised university, that has a minimum requirement of eight (8) semesters at that university’s standard full-time workload will satisfy the requirements for classification at Band 2 Step 1 on appointment.

4.2.7

Only a combined degree, from a recognised university, that has a minimum requirement of ten (10) semesters at that university’s standard full-time workload for that combined degree will satisfy the requirements for classification at Band 2 Step 2 on appointment.

4.2.8

The following scenarios are provided for the purpose of examples of the qualifications and classification levels assigned: (a)

(b)

Qualifications that would attract the classification level of Band 2 Step 1: (i)

Bachelor of Arts/Bachelor of Education (4 year combined degree)

(ii)

Bachelor of Economics + Masters of Teaching

(ii)

Bachelor of Education.

Qualifications that would attract the classification level of Band 2 Step 2: (i)

Bachelor of Economics + Graduate Diploma of Education + Masters of Teaching

(ii)

Bachelor of Arts + Graduate Diploma of Education + Masters of Education

(iii)

Bachelor of Commerce + Bachelor of Commerce (Honours) + Graduate Diploma of Education

(iv)

Bachelor of Arts + Bachelor of Arts (Honours) + Bachelor of Education

(v)

Bachelor of Education + Honours year

(vi)

Bachelor of Education/Bachelor of Psychology (5 year combined degree).

4.3

MEAL BREAKS AND TEA BREAKS - TEACHERS

4.3.1

The employing authorities agree to implement the following provisions from 22 January 2007. (a)

Teachers are entitled to an unpaid meal break of at least thirty (30) continuous minutes duration per day.

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(b)

Where supervision or other duties have been rostered within the normal timetabled meal break, an alteration to the provision of the minimum unpaid meal break (thirty (30) minutes) may be achieved through consultation with teachers, provided that: (i)

all teachers receive a minimum continuous meal break of twenty (20) minutes per day; and

(ii)

total period for meal breaks is no less than 150 minutes per teacher per week. This cannot be averaged over a longer period.

(c)

Full time teachers are entitled to a paid tea break of ten (10) minutes duration per day, which will be included as part of their ordinary hours. Where it is impracticable to take the tea break on a daily basis the break may be averaged over a one week period.

(d)

Part-time and casual teachers will be entitled to the tea break as provided in clause 4.3.1 (c) only where the tea break occurs during a period of paid employment for the employee.

(e)

Where teachers in specialist roles are required to perform duties throughout the course of scheduled meal breaks, a meal break of at least thirty (30) minutes shall be provided at an alternative time determined by agreement between the Principal and individual teachers.

4.4

SUPPORT FOR GRADUATE TEACHERS

4.4.1

Induction (a)

4.4.2

An induction program shall be implemented for all employees and shall include as a minimum: (i)

provision of a duty statement;

(ii)

identification of lines of support;

(iii)

provision of materials relevant to the ethos and mission of the system/school;

(iv)

provision of documents relevant to the system / school policy and procedures;

(v)

provision of clear guidance in terms of curriculum expectation and implementation;

(vi)

provision of documentation and training consistent with workplace health and safety requirements specific to the duties undertaken by the employee;

(vii)

provision of information relevant to union coverage and benefits; and

(viii)

provision of information relevant to superannuation entitlements and options.

New Graduate Teachers (a)

Employers recognise the challenges for newly employed graduate teachers as they begin their teaching career. They are committed to the appropriate induction and support for new graduate teachers to assist them with the continuing development of their knowledge, skills and attitudes.

(b)

The support offered will be determined by the employing authority/principal and will normally be discussed and outlined as part of the initial induction and orientation offered to the graduate by the employing authority/principal. It may include: (i)

assistance by members of the school leadership: - working with graduate in class - support and advice with access to teaching resources, program and lesson preparation;

(c)

4.4.3

(ii)

assistance by other experienced teachers;

(iii)

establishment of collegial work group for planning and discussion of suitable pedagogies;

(iv)

assistance with Queensland College of Teachers requirements.

Provision for time for teachers and members of the school leadership team providing assistance for new graduate teachers will be made within the provisions of the Hours of Duty Schedule 9 of the Teachersâ&#x20AC;&#x2122; Award â&#x20AC;&#x201C; Non-Governmental Schools 2003.

Notification of employment details (a)

All employees will be provided with written advice prior to the commencement of their engagement setting out the: (i) (ii)

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(iii) (b)

4.5

job title and a short description of the duties required.

As soon as is practicable, the following additional details will be provided on the employee’s pay advice: (i)

classification level and, where appropriate, the incremental step; and

(ii)

rate of wages to be paid.

CASUAL TEACHERS

This clause replaces the Casual Teachers clause 4.4 contained in the Teachers’ Award- Non-Governmental Schools 2003. 4.5.1

A casual teacher shall be employed on an intermittent basis to relieve a teacher absent from duty or to meet a short term staffing need.

4.5.2

A casual teacher shall be paid an hourly rate by dividing the fortnightly rate of salary prescribed by this Agreement for a teacher of equivalent teaching experience and academic qualification by sixty (60) and adding thereto a casual loading of 23%. No payment shall be made to such casual teachers for public holidays, school vacation periods or days absent from duty because of illness or any other reason.

4.5.3

A casual teacher shall be employed for a minimum period of three (3) hours per day and a maximum period of 11 days in respect of any one engagement. There shall be a minimum payment of three (3) hours for each day so employed.

4.5.4

Casual teachers will be paid for the hours they are required to work.

4.5.5

Remuneration for a casual teacher shall be based on the scale of salaries prescribed in Schedule 1 (Wages and Salaries) to this Agreement and in accordance with the formula contained in clause 4.5.2.

4.5.6

Casual teachers in Secondary Schools and in Secondary Departments of Primary Schools will be paid for preparation and correction time in accordance with clause 4.6.4. Casual teachers will not receive such payment in respect of the first two (2) days of any one engagement.

4.5.7

For the purposes of salary increments a casual teacher shall be deemed to have completed a year of service when the aggregate amount of time paid is 1000 hours.

4.5.8

The provisions of this clause 4.5 shall apply from 22 January 2007.

4.6

PART - TIME TEACHERS

This clause replaces the Part-Time Teacher clause 4.19 contained in CA 894 of 2003. The provisions of the Teachers’ Award – Non Governmental Schools 2003 apply except where specifically varied by this provision. 4.6.1

(a)

The provisions of this clause 4.6 will apply from 22 January 2007.

(b)

The provisions of this clause 4.6 will apply to all Catholic Employing Authorities, with the exception of the Corporation of the Trustees of the Order the Sisters of Mercy in Queensland (All Hallows’ School).

4.6.2

The hourly rate of payment for part-time teachers shall be calculated by dividing the fortnightly rate of prescribed salary for a teacher of equivalent teaching experience and academic qualification by sixty (60). Part-time teachers shall accrue a pro rata entitlement to sick leave and vacation periods based on the average weekly hours of employment.

4.6.3

No existing employee will have the basis of his/her employment changed unless the change is agreed to by the employee.

4.6.4

A part-time teacher in secondary schools and in secondary departments of primary schools shall be allowed time for corrections, assessments or evaluations at the school not less than at the rate of one (1) hour for every five (5) hours of teaching time. This time shall be paid at the appropriate part-time rate.

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4.6.5

No part-time teacher or job share teacher shall be employed in a school or schools operated by the employing authority for more than an aggregate of twenty four (24) hours per week. Such time shall be inclusive of face to face teaching, pastoral care, sporting activities which form part of the programmed school day and other duties as described by the Hours of Duty Schedule 9 to the Teachers’ Award - Non-Governmental Schools 2003.

4.6.6

Part-time teachers may be required to undertake the relevant proportion of supervision duties in paid noncontact time (as provided in clause S9.5 of the Hours of Duty Schedule to the Teacher’s Award - NonGovernmental Schools 2003). Any hours requested and worked in excess of the proportionate amount will be paid for, at the applicable hourly rate.

4.6.7

Details of the contact time, non-contact time and other duties will be advised to the part-time teachers at the commencement of the school year.

4.6.8

Payment for the hours of duty for which a part-time teacher is engaged includes payment for the proportionate amount of other duties as provided in clause S9.6 of the Hours of Duty Schedule to the Teacher’s Award Non-Governmental Schools 2003.

4.6.9

Throughout the year and in accordance with the provision for additional hours in S9.12 of the Teachers’ Award - Non Governmental Schools 2003 a part-time teacher may be requested to undertake additional hours for special activities duties in accordance with the following schedule: Teacher engaged for 20-24 hours part-time per week – 2 hours per term Teacher engaged for 15-19 hours part-time per week – 1 and a half hours per term Teacher engaged for 10-14 hours part-time per week – 1 hour per term Teacher engaged for 5-9 hours part-time per week – ½ hour per term Teacher engaged for less than 5 hours per week – nil These hours may be required on a per term basis, or may be aggregated over a semester (a semester being either terms one and two, or terms three and four). Such hours will be advised to the teacher at the commencement of the term or semester, as the case may be.

4.6.10

If a continuing part-time teacher is requested to undertake additional hours in excess of the provisions of 4.6.7 and/or 4.6.9 they will be paid at the employee’s specified hourly rate.

4.6.11

The provisions of clause 12 (Salary Increments) contained in the Teachers' Award - Non-Governmental Schools 2003 shall apply to part-time teachers: Provided that a part-time teacher shall be deemed to have completed a year of service, for the purpose of this clause and this clause only when the aggregate amount of time paid in respect of work performed is 1,000 hours.

4.6.12

Payment shall also be made at the prescribed rate to a part-time teacher whose class or classes are not available unless notice of the unavailability of such classes has been given to the part-time teacher on the preceding school day.

4.7

USE OF FIXED TERM CONTRACTS - TEACHERS

4.7.1

The employing authority will, by the conclusion of the 2007 school year, identify those teacher positions which would more appropriately be designated continuing positions or fixed term positions. Fixed term positions are those identified as meeting an identifiable short term need as in clause 4.7.5.

4.7.2

Employees whose positions are identified as continuing positions will be appointed to continuing status.

4.7.3

It is recognised that in some exceptional situations a teacher may accept appointment to a series of fixed term appointments for a series of identifiable short term needs.

4.7.4

An employer will employ an employee on a fixed term contract of employment only where the employee is appointed to cover an identifiable short term need.

4.7.5

An identifiable short term need could include: (a)

special projects;

(b)

proposed closure of a school;

(c)

short term funding;

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(d)

filling the position of a specified employee who is on nominated leave from the school;

(e)

filling the position of an employee arising from a resignation, where such position is declared vacant and no suitable permanent employee is available;

(f)

accommodating temporary enrolment fluctuations in a school resulting from a specific short term factor such as a population influx during the construction period of an industrial development;

(g)

providing release time for senior administration staff in a school where the relevant arrangements vary for a specific short term arrangement and consistent with clause 4.7.6; and

(h)

employing a part-time teacher to address class size issues and/or enhance curriculum offerings on a short-term basis.

4.7.6

Part-time teachers, specialist teachers, graduate teachers and those providing release for senior administration will not as a matter of course be employed on a fixed term basis.

4.7.7

A fixed term contract of employment will not be used as a probationary period.

4.7.8

4.7.9

Except as provided in clause 4.7.10 a fixed term employee will not be employed for a period in excess of twelve (12) months. However, if the identifiable short-term need exists after the twelve (12) month period, a further fixed term appointment (no longer than twelve months) may be agreed between the parties. Any agreement reached between an employer and an employee as prescribed by this clause shall be in writing and signed by both parties.

4.7.10

(a)

(b)

(c)

4.7.11

Where an employer receives short term funding for a specific purpose/project and that funding covers a specified period which is in excess of twelve (12) months then an employee may be appointed for that specified period of time; or where an employee is provided with a period of maternity leave in accordance with clause 2.1.3 of this Agreement which is in excess of twelve (12) months then an employee may be appointed on a fixed term contract for that specified period of time; or where an employee commences on a specified period of approved leave (paid and/or unpaid) which is in excess of twelve (12) months then an employee may be appointed on a fixed term contract for that specified period of time.

Conversion from Fixed Term to Continuing Status The employer will provide information to any teacher on a fixed term appointment of the procedures to be followed and the criteria used if the teacher wishes to apply for continuing status.

4.8

SCHOOL COUNSELLORS (WITH TEACHER QUALIFICATIONS)

4.8.1

By the end of 2007 school year the employer in consultation with employees and their representatives will undertake a review of the salary and salary structure of School Counsellors (with Teacher Qualifications). Particular emphasis of the review will be to compare the position to other education setting positions. Terms of reference shall be established by the parties prior to the commencement of this review.

4.9

POSITIONS OF ADDED RESPONSIBILITY AND SENIOR ADMINISTRATION

4.9.1

Positions of Added Responsibility and Senior Administration The provisions of these clauses are to be read and interpreted in conjunction with the provisions of Schedule 2 of CA 894 of 2003 and Schedule 5 to this Agreement. In the event of any inconsistencies the terms of this clause will take precedence to the extent of the inconsistency.

4.9.2

Joint Comparative Analysis (a)

The parties agree to undertake a joint comparative analysis of the time release and financial allowances provided for holders of senior administration and positions of added responsibility as stipulated in industrial agreements and awards across both the Catholic and Education Queensland sectors for each school size.

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4.9.3

(b)

The parties agree to undertake this joint comparative analysis no later than three months prior to the nominal expiry date of the relevant industrial instrument.

(c)

The outcome of the analysis shall be subject to consideration by the parties prior to negotiations regarding further enhancements to the provisions for senior administration and positions of added responsibility.

General Provisions (a)

Where the provision of time and or financial allowances designated for positions of senior administration or positions of added responsibility in a school are in excess of the minimum provisions described in Schedule 5 as at 4 September 2006 such additional provision shall not be reduced nor a disadvantage to any employee occur as a result of this schedule within the current triennium at this date.

(b)

The time release relevant to any position of senior administration or position of added responsibility will be published on the timetable of employees in these positions.

(c)

The allocation of any additional points generated under this Agreement shall be subject to the operation of clause 11.1.1 of Schedule 2 of CA 894 of 2003.

4.10

QUEENSLAND COLLEGE OF TEACHERS

4.10.1

Further negotiations will occur during the life of the Agreement with regard to continuing professional learning as maybe required by the Queensland College of Teachers which will include consideration of the following matters: (a)

access of teachers to continuing professional learning opportunities which would contribute to the renewal of registration;

(b)

access of teachers absent on family leave, special leave or unpaid leave to continuing professional learning opportunities;

(c)

support of teachers access to continuing professional learning; and

(d)

access to continuing professional learning opportunities within the Hours of Duty Schedule 9 of the Teachers’ Award – Non-Government Schools 2003.

PART 5 – PROCEDURES FOR PREVENTING AND SETTLING DISPUTES The parties confirm the dispute resolution procedure contained in clause 2.2 of CA 894 of 2003. 5.1

PROCEDURES FOR PREVENTING AND SETTLING DISPUTES

5.1.1

The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and the employing authority in respect of any industrial matter and all other matters that the parties agree on and are specified herein. Such procedure shall apply to a single employee or to any number of employees.

5.1.2

In the event of an employee having a grievance or dispute the employee shall, in the first instance, attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances.

5.1.3

If the grievance or dispute is not resolved under subclause (2) hereof, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee or the employee's representatives.

5.1.4

If the grievance or dispute is still unresolved after discussions listed in subclause (3) hereof, the matter shall, in the case of a union member, be reported to the State Secretary of the relevant Union of Employees and the Principal or nominated representative of the Employing Authority. An employee who is not a union member may report the grievance or dispute to senior management or the nominated representative of the Employing Authority. This action should occur as soon as it is evident that discussions under subclause (3) hereof will not result in resolution of the dispute.

5.1.5

If, after discussion between the parties, or their nominees as outlined in subclause (4), the dispute remains unresolved, then notification of the existence of the dispute is to be given in pursuance of Section 229 of the Industrial Relations Act 1999.

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5.1.6

Whilst the foregoing procedure is being followed normal work shall continue except in the case of a genuine safety issue.

5.1.7

Except in the case of termination, the status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed.

5.1.8

All parties shall give due consideration to matters raised or any suggestion or recommendation made by an Industrial Commissioner or Industrial Magistrate with a view to the prompt settlement of the dispute.

5.1.9

Any order of the Queensland Industrial Relations Commission (subject to the parties right of appeal under the Act) will be final and binding on all parties to the dispute.

Discussion at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in pursuance of Section 229 of the Industrial Relations Act 1999.

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SCHEDULE 1- WAGES AND SALARIES Teachers' Award - Non-Governmental Schools As at 1 July 2005

As from 1 May 2006

As from 30 April 2007

As from 28 April 2008

(4% or $30 per week whichever is the greater)

(4% or $30 per week, whichever is the greater)

Annual

Full time (hourly)

Casual

Casual as from 22 January 2007

Fortnightly

Annual

Full time (hourly)

Casual

Fortnightly

Annual

Full time (hourly)

Casual

Classification

Fortnightly

Annual

Full time (hourly)

Band 1 Step 1 Step 2 Step 3 Step 4

1,472.10 1,513.90 1,564.70 1,618.60

38,406 39,497 40,822 42,228

24.5350 25.2317 26.0783 26.9767

34.1638 35.1339 36.3128 37.5637

1,532.10 1,574.50 1,627.30 1,683.30

39,971 41,078 42,455 43,916

25.5350 26.2417 27.1217 28.0550

35.5563 36.5403 37.7656 39.0653

31.4081 32.2773 33.3597 34.5077

1,593.40 1,637.50 1,692.40 1,750.60

41,571 42,721 44,154 45,672

26.5567 27.2917 28.2067 29.1767

32.6647 33.5688 34.6942 35.8873

1,657.10 1,703.00 1,760.10 1,820.60

43,233 44,430 45,920 47,498

27.6183 28.3833 29.3350 30.3433

33.9706 34.9115 36.0821 37.3223

Band 2 Step 1 Step 2 Step 3 Step 4 Step 5

1,663.80 1,756.10 1,848.00 1,940.20 2,032.70

43,407 45,815 48,213 50,618 53,032

27.7300 29.2683 30.8000 32.3367 33.8783

38.6127 40.7548 42.8875 45.0273 47.1740

1,730.40 1,826.30 1,921.90 2,017.80 2,114.00

45,145 47,647 50,141 52,643 55,153

28.8400 30.4383 32.0317 33.6300 35.2333

40.1583 42.3839 44.6026 46.8282 49.0608

35.4732 37.4392 39.3990 41.3649 43.3370

1,799.60 1,899.40 1,998.80 2,098.50 2,198.60

46,950 49,554 52,147 54,748 57,360

29.9933 31.6567 33.3133 34.9750 36.6433

36.8918 38.9377 40.9754 43.0193 45.0713

1,871.60 1,975.40 2,078.80 2,182.40 2,286.50

48,829 51,537 54,234 56,937 59,653

31.1933 32.9233 34.6467 36.3733 38.1083

38.3678 40.4957 42.6154 44.7392 46.8733

Band 3 Step 1 Step 2 Step 3 Step 4

2,109.70 2,187.20 2,264.10 2,345.70

55,041 57,062 59,069 61,198

35.1617 36.4533 37.7350 39.0950

48.9610 50.7595 52.5442 54.4379

2,194.10 2,274.70 2,354.70 2,439.50

57,243 59,345 61,432 63,645

36.5683 37.9117 39.2450 40.6583

50.9197 52.7902 54.6468 56.6148

44.9791 46.6314 48.2714 50.0098

2,281.90 2,365.70 2,448.90 2,537.10

59,533 61,719 63,890 66,191

38.0317 39.4283 40.8150 42.2850

46.7790 48.4969 50.2025 52.0106

2,373.20 2,460.30 2,546.90 2,638.60

61,915 64,187 66,447 68,839

39.5533 41.0050 42.4483 43.9767

48.6506 50.4362 52.2115 54.0913

Casual

Fortnightly

Teachers' Award - Non-Governmental Schools - Teaching Allowances As at 1 July 2005 Allowance

Fortnightly

Annual

AST 1 (BCE Only) AST 2 (BCE Only) AST 1 (All Other Authorities

107.50 181.40

As from 30 April 2007

As from 28 April 2008

(4% or $30 per week whichever is the greater)

(4% or $30 per week, whichever is the greater)

Fortnightly

Annual

2,805 4,733

111.80 188.70

81.30

2,121

Leading Teacher

107.50

Moderation Allowance 2 Teachers 1 Teacher Secondment Allowance 1st Year 2nd Year 3rd Year Overtime

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Hourly

As from 1 May 2006 (4% or $30 per week whichever is the greater)

Fortnightly

Annual

2,917 4,923

116.30 196.20

84.60

2,207

2,805

111.80

21.70 14.70

566 384

72.70 90.10 108.10

1,897 2,351 2,820 16.28

Hourly

Fortnightly

Annual

3,034 5,119

121.00 204.00

3,157 5,322

88.00

2,296

91.50

2,387

2,917

116.30

3,034

121.00

3,157

22.60 15.30

590 399

23.50 15.90

613 415

24.40 16.50

637 430

75.60 93.70 112.40

1,972 2,445 2,932

78.60 97.40 116.90

2,051 2,541 3,050

81.70 101.30 121.60

2,131 2,643 3,172

16.9312

Hourly

17.6084

Hourly

18.3127

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School Counsellors and Special Education Consultants (Teachers) As at 1 July 2005

As from 1 May 2006

As from 30 April 2007

As from 28 April 2008

(4% or $30 per week whichever is the greater)

(4% or $30 per week, whichever is the greater)

Classification

Fortnightly

Annual

Full time (hourly)

Casual

Fortnightly

Annual

Full time (hourly)

Casual

Casual as from 22 January 2007

Fortnightly

Annual

Full time (hourly)

Casual

Fortnightly

Annual

Full time (hourly)

Casual

1st year of service 2nd year of service 3rd year of service

2,524.30 2,605.00 2,685.90

65,857 67,963 70,073

42.0717 43.4167 44.7650

58.5828 60.4557 62.3332

2,625.30 2,709.20 2,793.30

68,492 70,681 72,875

43.7550 45.1533 46.5550

60.9268 62.8739 64.8256

53.8187 55.5386 57.2627

2,730.30 2,817.60 2,905.00

71,232 73,509 75,789

45.5050 46.9600 48.4167

55.9712 57.7608 59.5525

2,839.50 2,930.30 3,021.20

74,081 76,449 78,821

47.3250 48.8383 50.3533

58.2098 60.0712 61.9346

POSITIONS OF SENIOR ADMINISTRATION AND OF ADDED RESPONSIBILITY

As at 1 July 2005 Position Middle Management Allowances PAR Level 1 PAR Level 2 PAR Level 3 PAR Level 4

DIOCESAN 2006

As at 1 May 2006 - 4% As at 30 April 2007 - 4% As at 28 April 2008 - 4% As at 28 April 2008 - 5%

Fortnightly

Annual

Fortnightly

Annual

Fortnightly

Annual

Fortnightly

Annual

Fortnightly

Annual

107.50 188.40 269.30 350.20

2,805 4,915 7,026 9,136

111.80 195.90 280.00 364.20

2,917 5,111 7,305 9,502

116.30 203.80 291.30 378.80

3,034 5,317 7,600 9,883

121.00 212.00 303.00 394.00

3,157 5,531 7,905 10,279

Senior Administration Salary AP Level 1 AP Level 2 AP Level 3

2,826.80 2,897.80 2,965.80

73,749 75,602 77,376

2,939.90 3,013.70 3,084.40

76,700 78,625 80,470

3,057.50 3,134.20 3,207.80

79,768 81,769 83,689

3,210.40 3,290.90 3,368.20

83,757 85,857 87,874

Deputy Principals Salary DP 1st Year DP 2nd Year DP 3rd Year DP 4th Year DP 5th Year

2,897.80 2,965.80 3,040.30 3,114.30 3,192.50

75,602 77,376 79,319 81,250 83,290

3,013.70 3,084.40 3,161.90 3,238.90 3,320.20

78,625 80,470 82,492 84,501 86,622

3,134.20 3,207.80 3,288.40 3,368.50 3,453.00

81,769 83,689 85,792 87,882 90,086

3,290.90 3,368.20 3,452.80 3,536.90 3,625.70

85,857 87,874 90,081 92,275 94,592

Page 29 of 66

School Officers' Award - Non-Governmental Schools As from 1 May 2006

As at 1 July 2005

(4% or $30 per week whichever is the greater)

Rate adjustment from 22 January 2007 (due to adjustment to Level 4 Step 1 rate)

As from 30 April 2007

As at 28 April 2008

(4% or $30 per week whichever is the greater)

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

580.50 592.80 604.90 617.10

30,290 30,931 31,563 32,199

15.2763 15.6000 15.9184 16.2395

18.7899 19.1880 19.5797 19.9746

610.50 622.80 634.90 647.10

31,855 32,497 33,128 33,765

16.0658 16.3895 16.7079 17.0289

19.7609 20.1591 20.5507 20.9456

610.50 622.80 634.90 647.10

31,855 32,497 33,128 33,765

16.0658 16.3895 16.7079 17.0289

19.7609 20.1591 20.5507 20.9456

640.50 652.80 664.90 677.10

33,420 34,062 34,694 35,330

16.8553 17.1789 17.4974 17.8184

20.7320 21.1301 21.5218 21.9167

670.50 682.80 694.90 707.10

34,986 35,628 36,259 36,895

17.6447 17.9684 18.2868 18.6079

21.7030 22.1012 22.4928 22.8877

629.20 646.00 653.60

32,831 33,707 34,104

16.5579 17.0000 17.2000

20.3662 20.9100 21.1560

659.20 676.00 683.60

34,396 35,273 35,669

17.3474 17.7895 17.9895

21.3373 21.8811 22.1271

659.20 676.00 683.60

34,396 35,273 35,669

17.3474 17.7895 17.9895

21.3373 21.8811 22.1271

689.20 706.00 713.60

35,961 36,838 37,235

18.1368 18.5789 18.7789

22.3083 22.8521 23.0981

719.20 736.00 743.60

37,527 38,403 38,800

18.9263 19.3684 19.5684

23.2794 23.8232 24.0692

686.00 699.10 712.30 719.20

35,794 36,478 37,167 37,527

18.0526 18.3974 18.7447 18.9263

22.2047 22.6288 23.0560 23.2794

716.00 729.10 742.30 749.20

37,360 38,043 38,732 39,092

18.8421 19.1868 19.5342 19.7158

23.1758 23.5998 24.0271 24.2504

716.00 729.10 742.30 749.20

37,360 38,043 38,732 39,092

18.8421 19.1868 19.5342 19.7158

23.1758 23.5998 24.0271 24.2504

746.00 759.10 772.30 779.20

38,925 39,609 40,298 40,658

19.6316 19.9763 20.3237 20.5053

24.1468 24.5709 24.9981 25.2215

776.00 789.50 803.20 810.40

40,491 41,195 41,910 42,286

20.4211 20.7763 21.1368 21.3263

25.1179 25.5549 25.9983 26.2314

732.20 751.90 771.70

38,205 39,233 40,266

19.2684 19.7868 20.3079

23.7002 24.3378 24.9787

762.20 782.00 802.60

39,771 40,804 41,879

20.0579 20.5789 21.1211

24.6712 25.3121 25.9789

778.00 782.00 802.60

40,595 40,804 41,879

20.4737 20.5789 21.1211

25.1826 25.3121 25.9789

809.10 813.30 834.70

42,218 42,437 43,553

21.2921 21.4026 21.9658

26.1893 26.3252 27.0179

841.50 845.80 868.10

43,908 44,133 45,296

22.1447 22.2579 22.8447

27.2380 27.3772 28.0990

797.80 817.10 836.70

41,628 42,635 43,658

20.9947 21.5026 22.0184

25.8235 26.4482 27.0827

829.70 849.80 870.20

43,293 44,341 45,406

21.8342 22.3632 22.9000

26.8561 27.5067 28.1670

829.70 849.80 870.20

43,293 44,341 45,406

21.8342 22.3632 22.9000

26.8561 27.5067 28.1670

862.90 883.80 905.00

45,025 46,115 47,222

22.7079 23.2579 23.8158

27.9307 28.6072 29.2934

897.40 919.20 941.20

46,825 47,963 49,110

23.6158 24.1895 24.7684

29.0474 29.7531 30.4652

863.40 910.40 957.40 1,005.30 1,051.10

45,051 47,503 49,956 52,455 54,845

22.7211 23.9579 25.1947 26.4553 27.6605

27.9469 29.4682 30.9895 32.5400 34.0224

897.90 946.80 995.70 1,045.50 1,093.10

46,851 49,403 51,954 54,553 57,036

23.6289 24.9158 26.2026 27.5132 28.7658

29.0636 30.6464 32.2292 33.8412 35.3819

897.90 946.80 995.70 1,045.50 1,093.10

46,851 49,403 51,954 54,553 57,036

23.6289 24.9158 26.2026 27.5132 28.7658

29.0636 30.6464 32.2292 33.8412 35.3819

933.80 984.70 1,035.50 1,087.30 1,136.80

48,724 51,380 54,031 56,734 59,317

24.5737 25.9132 27.2500 28.6132 29.9158

30.2256 31.8732 33.5175 35.1942 36.7964

971.20 1,024.10 1,076.90 1,130.80 1,182.30

50,676 53,436 56,191 59,004 61,691

25.5579 26.9500 28.3395 29.7579 31.1132

31.4362 33.1485 34.8576 36.6022 38.2692

1,064.80 1,084.60 1,104.30 1,123.80 1,143.40

55,560 56,593 57,621 58,638 59,661

28.0211 28.5421 29.0605 29.5737 30.0895

34.4659 35.1068 35.7444 36.3756 37.0101

1,107.40 1,128.00 1,148.50 1,168.80 1,189.10

57,783 58,857 59,927 60,986 62,046

29.1421 35.8448 1,107.40 57,783 29.1421 35.8448 1,151.70 29.6842 36.5116 1,128.00 58,857 29.6842 36.5116 1,173.10 30.2237 37.1751 1,148.50 59,927 30.2237 37.1751 1,194.40 30.7579 37.8322 1,168.80 60,986 30.7579 37.8322 1,215.60 31.2921 38.4893 1,189.10 62,046 31.2921 38.4893 1,236.70 School Officers Award - Non-Governmental Schools - Allowances Qualifications 25.92 27.00 27.00 28.10 First Aid 11.12 11.60 11.60 12.10 The above wage rates are applicable for the "South Eastern Division". The following zone allowances apply in addition to the wage rates for other geographic regions. Zone Allowances (per week) Southern Division Western District $1.05 Mackay $0.90 Northern Division Eastern District $1.05 Northern Division Western District $3.25

60,094 61,211 62,322 63,428 64,529

30.3079 30.8711 31.4316 31.9895 32.5447

37.2787 37.9714 38.6608 39.3471 40.0300

1,197.80 1,220.00 1,242.20 1,264.20 1,286.20

62,499 63,658 64,816 65,964 67,112

31.5211 32.1053 32.6895 33.2684 33.8474

38.7709 39.4895 40.2081 40.9202 41.6323

Classification Level 1 Step 1 Step 2 Step 3 Step 4 Level 2 Step 1 Step 2 Step 3 Level 3 Step 1 Step 2 Step 3 Step 4 Level 4 Step 1 Step 2 Step 3 Level 5 Step 1 Step 2 Step 3 Level 6 Step 1 Step 2 Step 3 Step 4 Step 5 Level 7 Step 1 Step 2 Step 3 Step 4 Step 5

DIOCESAN 2006

29.20 12.60

Page 30 of 66

Miscellaneous Workers' Award

As at 1 July 2005

As from 1 May 2006

As from 30 April 2007

As at 28 April 2008

(4% or $30 per week whichever is the greater)

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Level 1 Level 2 Level 3 Level 4

543.80 576.40 606.70 652.90

28,375 30,076 31,657 34,067

14.3105 15.1684 15.9658 17.1816

17.6019 18.6572 19.6379 21.1333

573.80 606.40 636.70 682.90

29,940 31,641 33,222 35,633

15.1000 15.9579 16.7553 17.9711

18.5730 19.6282 20.6090 22.1044

603.80 636.40 666.70 712.90

31,505 33,206 34,787 37,198

15.8895 16.7474 17.5447 18.7605

19.5441 20.5993 21.5800 23.0754

633.80 666.40 696.70 742.90

33,071 34,772 36,353 38,763

16.6789 17.5368 18.3342 19.5500

20.5151 21.5703 22.5511 24.0465

Cleaner (Day) Shift Cleaner (Day + 15%) Caretaker

576.40 662.90 576.40

30,076 34,589 30,076

15.1684 17.4447 15.1684

18.6572 21.4570 18.6572

606.40 697.40 606.40

31,641 36,389 31,641

15.9579 18.3526 15.9579

19.6282 22.5737 19.6282

636.40 731.90 636.40

33,206 38,189 33,206

16.7474 19.2605 16.7474

20.5993 23.6904 20.5993

666.40 766.40 666.40

34,772 39,990 34,772

17.5368 20.1684 17.5368

21.5703 24.8072 21.5703

Classification

Allowances Broken Shift (per day) 7.84 8.15 8.48 Caretakers without quarters 8.55 8.89 9.25 Caretakers without fuel or light 3.69 3.84 3.99 Toilet Cleaning 6.92 7.20 7.49 In charge of up to 15 employees 14.86 15.45 16.07 In charge of more than 15 employees 22.31 23.20 24.13 The above wage rates are applicable for the "South Eastern Division". The following zone allowances apply in addition to the wage rates for other geographic regions. Zone Allowances (per week) Southern Division Western District 1.05 Mackay 0.90 Northern Division Eastern District 1.05 Northern Division Western District 3.25

DIOCESAN 2006

8.82 9.62 4.15 7.79 16.71 25.10

Page 31 of 66

Greenkeeping Industry Award

As at 1 July 2005

As from 1 May 2006

As from 30 April 2007

As at 28 April 2008

(4% or $30 per week whichever is the greater)

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

531.80 543.60

27,749 28,364

13.9947 14.3053

17.2135 17.5955

561.80 573.60

29,314 29,930

14.7842 15.0947

18.1846 18.5665

591.80 603.60

30,879 31,495

15.5737 15.8842

19.1556 19.5376

621.80 633.60

32,445 33,060

16.3632 16.6737

20.1267 20.5086

Level 2 Assistant Greenkeeper Groundsperson All Other Employees

571.20

29,804

15.0316

18.4888

601.20

31,370

15.8211

19.4599

631.20

32,935

16.6105

20.4309

661.20

34,500

17.4000

21.4020

Level 3 Greenkeeper

604.90

31,563

15.9184

19.5797

634.90

33,128

16.7079

20.5507

664.90

34,694

17.4974

21.5218

694.90

36,259

18.2868

22.4928

Level 4

653.60

34,104

17.2000

21.1560

683.60

35,669

17.9895

22.1271

713.60

37,235

18.7789

23.0981

743.60

38,800

19.5684

24.0692

Level 5

686.00

35,794

18.0526

22.2047

716.00

37,360

18.8421

23.1758

746.00

38,925

19.6316

24.1468

776.00

40,491

20.4211

25.1179

Level 6

719.20

37,527

18.9263

23.2794

749.20

39,092

19.7158

24.2504

779.20

40,658

20.5053

25.2215

810.40

42,286

21.3263

26.2314

Classification Level 1 Trainees up to 3 months Trainees up to 6 months

The above wage rates are applicable for the "South Eastern Division". The following zone allowances apply in addition to the wage rates for other geographic regions. Zone Allowances (per week) Southern Division Western District Mackay Northern Division Eastern District Northern Division Western District

DIOCESAN 2006

1.05 0.90 1.05 3.25

Page 32 of 66

Building Products, Manufacture and Minor Maintenance Award - State

As at 1 July 2005

As from 1 May 2006

As from 30 April 2007

As at 28 April 2008

(4% or $30 per week whichever is the greater)

Classification

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Labourer Tradesperson

533.40 653.60

27,832 34,104

14.0368 17.2000

17.2653 21.1560

563.40 683.60

29,397 35,669

14.8263 17.9895

18.2364 22.1271

593.40 713.60

30,963 37,235

15.6158 18.7789

19.2074 23.0981

623.40 743.60

32,528 38,800

16.4053 19.5684

20.1785 24.0692

Allowances (per week) Tool 21.91 22.79 23.70 First Aid Attendant 12.20 12.69 13.20 (per day) In charge of more than 1 person 3.53 3.67 3.82 In charge of not more than 5 persons 7.77 8.08 8.40 In charge of 6 and not more than 10 persons 9.77 10.16 10.57 In charge of more than 10 persons 13.05 13.57 14.11 (per hour) Wet work 0.59 0.61 0.63 Labourers mixing wet 0.53 0.55 0.57 Work in excessive heat where the temperature is raised by artificial means between 46 and 54 degrees 0.69 0.72 0.75 Where temperature exceeds 54 degrees 0.70 0.73 0.76 Work under unpleasant conditions 0.59 0.61 0.63 Dirty work 0.59 0.61 0.63 Roof repairs 0.70 0.73 0.76 Obnoxious or toxic substances 0.70 0.73 0.76 Employee required to clean down bricks 0.53 0.55 0.57 Working in confined spaces 0.70 0.73 0.76 The above wage rates are applicable for the "South Eastern Division". The following zone allowances apply in addition to the wage rates for other geographic regions. Zone Allowances (per week) Southern Division Western District 1.05 Mackay 0.90 Northern Division Eastern District 1.05 Northern Division Western District 3.25

DIOCESAN 2006

24.65 13.73 3.97 8.74 10.99 14.67 0.66 0.59

0.78 0.79 0.66 0.66 0.79 0.79 0.59 0.79

Page 33 of 66

Retail Industry Award

As at 1 July 2005

As from 1 May 2006

As from 30 April 2007

As at 28 April 2008

(4% or $30 per week whichever is the greater)

Classification

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

2nd Level Supervisor 1st Level Supervisor Shop Assistant Juniors (% of minimum adult rate) Under 16 (45%) Under 17 (50%) Under 18 (55%) Under 19 (65%) Under 20 (75%) Under 21 (85%)

653.60 620.20 605.70

34,104 32,361 31,605

17.2000 16.3211 15.9395

21.1560 20.0749 19.6056

683.60 650.20 635.70

35,669 33,927 33,170

17.9895 17.1105 16.7289

22.1271 21.0459 20.5766

713.60 680.20 665.70

37,235 35,492 34,735

18.7789 17.9000 17.5184

23.0981 22.0170 21.5477

743.60 710.20 695.70

38,800 37,057 36,301

19.5684 18.6895 18.3079

24.0692 22.9881 22.5187

272.60 302.90 333.10 393.70 454.30 514.80

14,224 15,805 17,381 20,543 23,705 26,862

7.1737 7.9711 8.7658 10.3605 11.9553 13.5474

8.8236 9.8044 10.7819 12.7434 14.7050 16.6633

286.10 317.90 349.60 413.20 476.80 540.30

14,928 16,588 18,242 21,560 24,879 28,192

7.5289 8.3658 9.2000 10.8737 12.5474 14.2184

9.2606 10.2899 11.3160 13.3746 15.4333 17.4887

299.60 332.90 366.10 432.70 499.30 565.80

15,633 17,370 19,103 22,578 26,053 29,523

7.8842 8.7605 9.6342 11.3868 13.1395 14.8895

9.6976 10.7754 11.8501 14.0058 16.1616 18.3141

313.10 347.90 382.60 452.20 521.80 591.30

16,337 18,153 19,964 23,595 27,227 30,853

8.2395 9.1553 10.0684 11.9000 13.7316 15.5605

10.1346 11.2610 12.3842 14.6370 16.8898 19.1394

Allowances First Aid (per week) 12.99 13.51 14.05 Extra rate for heavy weights (per hour) 0.65 0.68 0.71 Meal allowance (per meal) 11.75 12.22 12.71 3.65 3.80 3.95 Uniform laundry (per 0.73 0.76 0.79 week or per day) The above wage rates are applicable for the "South Eastern Division". The following zone allowances apply in addition to the wage rates for other geographic regions. Zone Allowances (per week) Southern Division Western District 1.05 Mackay 0.90 Northern Division Eastern District 1.05 Northern Division Western District 3.25

DIOCESAN 2006

14.61 0.74 13.22 4.11 0.82

Page 34 of 66

Motor Drivers etc Award - Southern Division

As at 1 July 2005 Full-time Casual (hourly) Cleaner/Greaser 561.20 29,283 14.7684 18.1652 Bus driver <25 persons 602.40 31,432 15.8526 19.4987 Bus driver >25 persons 613.10 31,991 16.1342 19.8451 Note - rates identified are applicable for Southern Division Eastern District Classification

Weekly

Annual

Zone Allowances (per week) Southern Division Western District

As from 1 May 2006

As from 30 April 2007

As at 28 April 2008

(4% or $30 per week whichever is the greater)

Weekly

Annual

591.20 632.40 643.10

30,848 32,998 33,556

Full-time (hourly) 15.5579 16.6421 16.9237

Casual

Weekly

Annual

19.1362 20.4698 20.8161

621.20 662.40 673.10

32,413 34,563 35,121

Full-time (hourly) 16.3474 17.4316 17.7132

Casual

Weekly

Annual

20.1073 21.4408 21.7872

651.20 692.40 703.10

33,979 36,128 36,687

Full-time (hourly) 17.1368 18.2211 18.5026

Casual 21.0783 22.4119 22.7582

1.05 Passenger Vehicle Drivers etc Award - Northern and Mackay Divisions

As at 1 July 2005

As from 1 May 2006

As from 30 April 2007

As at 28 April 2008

(4% or $30 per week whichever is the greater)

Classification

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Driver of buses with a passenger capacity of 25 or greater

600.70

31,344

15.8079

19.4437

630.70

32,909

16.5974

20.4148

660.70

34,474

17.3868

21.3858

690.70

36,040

18.1763

22.3569

19.2333

624.20

32,570

16.4263

20.2044

654.20

34,135

17.2158

21.1754

684.20

35,701

18.0053

22.1465

Driver of buses with an passenger capacity of less than 25 594.20 31,005 15.6368 Note - rates identified are applicable for Mackay Division Zone Allowances (per week) Northern Division Eastern District Northern Division Western District

DIOCESAN 2006

0.15 2.35

Page 35 of 66

Boarding Schools and Colleges South Eastern Division

As at 1 July 2005 Full-time (hourly) Introductory Boarding School Employee 510.90 26,658 13.4447 Boarding School Employee Level 1 533.40 27,832 14.0368 Boarding School Employee Level 2 566.90 29,580 14.9184 Boarding School Employee Level 3 591.20 30,848 15.5579 Boarding School Employee Level 4 626.60 32,695 16.4895 Boarding School Employee Level 5 692.50 36,134 18.2237 Juniors (% of the rate for the applicable classification minimum adult rate) Under 17 years of age (55%) 17 and under 18 (65%) 18 and under 19 (75%) 19 and under 20 (85%) Classification

Weekly

Annual

As from 1 May 2006

As from 30 April 2007

As at 28 April 2008

(4% or $30 per week whichever is the greater)

Casual

Weekly

Annual

16.5370 17.2653 18.3497 19.1362 20.2821 22.4151

540.90 563.40 596.90 621.20 656.60 722.50

28,223 29,397 31,145 32,413 34,260 37,699

Full-time (hourly) 14.2342 14.8263 15.7079 16.3474 17.2789 19.0132

Casual

Weekly

Annual

17.5081 18.2364 19.3207 20.1073 21.2531 23.3862

570.90 593.40 626.90 651.20 686.60 752.50

29,789 30,963 32,711 33,979 35,826 39,264

Full-time (hourly) 15.0237 15.6158 16.4974 17.1368 18.0684 19.8026

Casual

Weekly

Annual

18.4791 19.2074 20.2918 21.0783 22.2242 24.3572

600.90 623.40 656.90 681.20 716.60 782.60

31,354 32,528 34,276 35,544 37,391 40,835

Full-time (hourly) 15.8132 16.4053 17.2868 17.9263 18.8579 20.5947

Casual 19.4502 20.1785 21.2628 22.0494 23.1952 25.3315

Allowances Supervisory (per hour) Less weekly deductions for board and lodgings (shared room) for lodging only for board and lodgings

DIOCESAN 2006

0.56

0.58

0.60

0.62

117.62 113.08 119.40

Page 36 of 66

Boarding Schools and Colleges excluding South Eastern District As at 1 July 2005 Classification Boarding Supervisor 1st year 2nd year 3rd year Housekeeper Student Movement Co-ordinator School Maintenance Assistant Chef or First Cook Second Cook Cook Employed Alone Cook Kitchenhand/Laundryhand Other Domestic Staff Farm Hand/Estate Hand Juniors (% of the rate for Kitchenhand/Laundryhand) Under 17 years of age (55%) 17 and under 18 (65%) 18 and under 19 (75%) 19 and under 20 (85%)

As from 1 May 2006

As from 30 April 2007

As at 28 April 2008

(4% or $30 per week whichever is the greater)

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

576.70 580.50 584.50 594.50 597.50 547.90 595.50 578.70 550.00 543.40 534.80 534.80 536.40

30,091 30,290 30,498 31,020 31,177 28,589 31,072 30,196 28,698 28,354 27,905 27,905 27,989

15.18 15.28 15.38 15.64 15.72 14.42 15.67 15.23 14.47 14.30 14.07 14.07 14.12

18.67 18.79 18.92 19.24 19.34 17.73 19.28 18.73 17.80 17.59 17.31 17.31 17.36

606.70 610.50 614.50 624.50 627.50 577.90 625.50 608.70 580.00 573.40 564.80 564.80 566.40

31,657 31,855 32,064 32,586 32,742 30,154 32,638 31,761 30,264 29,919 29,470 29,470 29,554

15.97 16.07 16.17 16.43 16.51 15.21 16.46 16.02 15.26 15.09 14.86 14.86 14.91

19.64 19.76 19.89 20.21 20.31 18.71 20.25 19.70 18.77 18.56 18.28 18.28 18.33

636.70 640.50 644.50 654.50 657.50 607.90 655.50 638.70 610.00 603.40 594.80 594.80 596.40

33,222 33,420 33,629 34,151 34,307 31,719 34,203 33,326 31,829 31,485 31,036 31,036 31,119

16.76 16.86 16.96 17.22 17.30 16.00 17.25 16.81 16.05 15.88 15.65 15.65 15.69

20.61 20.73 20.86 21.19 21.28 19.68 21.22 20.67 19.74 19.53 19.25 19.25 19.30

666.70 670.50 674.50 684.50 687.50 637.90 685.50 668.70 640.00 633.40 624.80 624.80 626.40

34,787 34,986 35,194 35,716 35,873 33,285 35,768 34,892 33,394 33,050 32,601 32,601 32,685

17.54 17.64 17.75 18.01 18.09 16.79 18.04 17.60 16.84 16.67 16.44 16.44 16.48

21.58 21.70 21.83 22.16 22.25 20.65 22.19 21.64 20.72 20.50 20.22 20.22 20.28

294.10 347.60 401.10 454.60

15,346 18,137 20,929 23,720

7.74 9.15 10.56 11.96

9.52 11.25 12.98 14.71

310.60 367.10 423.60 480.10

16,207 19,155 22,103 25,051

8.17 9.66 11.15 12.63

10.05 11.88 13.71 15.54

327.10 386.60 446.10 505.60

17,068 20,172 23,277 26,381

8.61 10.17 11.74 13.31

10.59 12.51 14.44 16.37

343.60 406.10 468.60 531.10

17,929 21,190 24,451 27,712

9.04 10.69 12.33 13.98

11.12 13.14 15.17 17.19

Allowances Supervisory

0.58

Zone Allowances (per week) Southern Division Western District Mackay Northern Division Eastern District Northern Division Western District Less weekly deductions For board For lodging For board and lodging

DIOCESAN 2006

0.60

0.62

0.64

$1.05 $0.90 $1.05 $3.25

$63.65 $31.85 $95.50

Page 37 of 66

Childrens' Services Award - State

As at 1 July 2005 (Old) Classification under Childcare Weekly Industry Award Unqualified Assistant Year 1 Year 2 Year 3 Year 4

537.00 573.40 588.50 602.00

Annual

Full-time (hourly)

Casual

28,020 29,919 30,707 31,411

14.1316 15.0895 15.4868 15.8421

17.3818 18.5601 19.0488 19.4858

Unqualified Co-ordinator Year 1 Year 2 Year 3

699.10 710.90 729.80

36,478 37,094 38,080

18.3974 18.7079 19.2053

22.6288 23.0107 23.6225

Qualified Co-ordinator Year 1 Year 2 Year 3

754.70 766.30 776.70

39,379 39,984 40,527

19.8605 20.1658 20.4395

24.4284 24.8039 25.1406

Zone Allowances (per week) Southern Division Western District Mackay Northern Division Eastern District Northern Division Western District

DIOCESAN 2006

New Classification under Childrens Services Award State

Increase as at 1 September 2005 (due to introduction of new Award) Full-time Weekly Annual (hourly) Casual

As from 30 April 2007

As from 1 May 2006

As at 28 April 2008

(4% or $30 per w eek w hichever is the greater) (4% or $30 per w eek w hichever is the greater) (4% or $30 per w eek w hichever is the greater)

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Assistant CCW Unqualified Year 1 Year 2 Year 3

537.00 573.40 588.50

28,020 29,919 30,707

14.1316 15.0895 15.4868

17.3818 18.5601 19.0488

567.00 603.40 618.50

29,585 31,485 32,272

14.9211 15.8789 16.2763

18.3529 19.5311 20.0199

597.00 633.40 648.50

31,151 33,050 33,838

15.7105 16.6684 17.0658

19.3239 20.5022 20.9909

627.00 663.40 678.50

32,716 34,615 35,403

16.5000 17.4579 17.8553

20.2950 21.4732 21.9620

Assistant CCW Qualified Year 1 Year 2 Year 3

626.60 650.80 673.10

32,695 33,958 35,121

16.4895 17.1263 17.7132

20.2821 21.0654 21.7872

656.60 680.80 703.10

34,260 35,523 36,687

17.2789 17.9158 18.5026

21.2531 22.0364 22.7582

686.60 710.80 733.10

35,826 37,089 38,252

18.0684 18.7053 19.2921

22.2242 23.0075 23.7293

716.60 740.80 763.10

37,391 38,654 39,817

18.8579 19.4947 20.0816

23.1952 23.9785 24.7003

Assistant Co-ordinator Qualified Large Service Year 1 Year 2

699.10 710.90

36,478 37,094

18.3974 18.7079

22.6288 23.0107

729.10 740.90

38,043 38,659

19.1868 19.4974

23.5998 23.9818

759.10 770.90

39,609 40,224

19.9763 20.2868

24.5709 24.9528

789.50 801.70

41,195 41,832

20.7763 21.0974

25.5549 25.9498

Co-ordinator Unqualified Year 1 Year 2 Year 3

699.10 710.90 729.80

36,478 37,094 38,080

18.3974 18.7079 19.2053

22.6288 23.0107 23.6225

729.10 740.90 759.80

38,043 38,659 39,645

19.1868 19.4974 19.9947

23.5998 23.9818 24.5935

759.10 770.90 790.20

39,609 40,224 41,232

19.9763 20.2868 20.7947

24.5709 24.9528 25.5775

789.50 801.70 821.80

41,195 41,832 42,880

20.7763 21.0974 21.6263

25.5549 25.9498 26.6004

Co-ordinator Qualified Small Service Year 1 Year 2

754.70 766.30

39,379 39,984

19.8605 20.1658

24.4284 24.8039

784.90 797.00

40,955 41,586

20.6553 20.9737

25.4060 25.7976

816.30 828.90

42,593 43,251

21.4816 21.8132

26.4223 26.8302

849.00 862.10

44,300 44,983

22.3421 22.6868

27.4808 27.9048

Co-ordinator Qualified Large Service Year 1 Year 2 Year 3 Year 4

785.00 803.70 829.40 840.50

40,960 41,936 43,277 43,856

20.6579 21.1500 21.8263 22.1184

25.4092 26.0145 26.8464 27.2057

816.40 835.80 862.60 874.10

42,599 43,611 45,009 45,609

21.4842 21.9947 22.7000 23.0026

26.4256 27.0535 27.9210 28.2932

849.10 869.20 897.10 909.10

44,305 45,354 46,809 47,436

22.3447 22.8737 23.6079 23.9237

27.4840 28.1346 29.0377 29.4261

883.10 904.00 933.00 945.50

46,079 47,169 48,683 49,335

23.2395 23.7895 24.5526 24.8816

28.5846 29.2611 30.1997 30.6043

1.05 0.90 1.05 3.25

Page 38 of 66

Nurses' Award State As at 30 April 2007

As from 1 May 2006

As at 1 July 2005

As at 28 April 2008

(4% or $30 per w eek w hichever is the greater) (4% or $30 per w eek w hichever is the greater) (4% or $30 per w eek w hichever is the greater)

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Weekly

Annual

Full-time (hourly)

Casual

Registered Nurse Level 1 1st year 2nd year 3rd year 4th year

738.70 776.00 813.20 849.70

38,544 40,491 42,432 44,336

19.4395 20.4211 21.4000 22.3605

23.9106 25.1179 26.3220 27.5034

768.70 807.00 845.70 883.70

40,110 42,108 44,127 46,110

20.2289 21.2368 22.2553 23.2553

24.8816 26.1213 27.3740 28.6040

799.40 839.30 879.50 919.00

41,712 43,793 45,891 47,952

21.0368 22.0868 23.1447 24.1842

25.8753 27.1668 28.4680 29.7466

831.40 872.90 914.70 955.80

43,381 45,547 47,728 49,872

21.8789 22.9711 24.0711 25.1526

26.9111 28.2544 29.6074 30.9377

Registered Nurse Level 2 1st year 2nd year 3rd year 4th year

1,034.50 1,058.90 1,083.50 1,108.20

53,979 55,252 56,535 57,824

27.2237 27.8658 28.5132 29.1632

33.4851 34.2749 35.0712 35.8707

1,075.90 1,101.30 1,126.80 1,152.50

56,139 57,464 58,795 60,136

28.3132 28.9816 29.6526 30.3289

34.8252 35.6473 36.4727 37.3046

1,118.90 1,145.40 1,171.90 1,198.60

58,383 59,765 61,148 62,541

29.4447 30.1421 30.8395 31.5421

36.2170 37.0748 37.9326 38.7968

1,163.70 1,191.20 1,218.80 1,246.50

60,720 62,155 63,595 65,041

30.6237 31.3474 32.0737 32.8026

37.6671 38.5573 39.4506 40.3472

Registered Nurse Level 3 1st year 2nd year 3rd year 4th year

1,154.50 1,187.80 1,209.70 1,237.50

60,240 61,978 63,120 64,571

30.3816 31.2579 31.8342 32.5658

37.3693 38.4472 39.1561 40.0559

1,200.70 1,235.30 1,258.10 1,287.00

62,651 64,456 65,646 67,154

31.5974 32.5079 33.1079 33.8684

38.8648 39.9847 40.7227 41.6582

1,248.70 1,284.70 1,308.40 1,338.50

65,155 67,034 68,270 69,841

32.8605 33.8079 34.4316 35.2237

40.4184 41.5837 42.3508 43.3251

1,298.60 1,336.10 1,360.70 1,392.00

67,759 69,716 70,999 72,633

34.1737 35.1605 35.8079 36.6316

42.0336 43.2474 44.0437 45.0568

Classification

Zone Allowances (per week) Southern Division Western District Mackay Northern Division Eastern District Northern Division Western District

DIOCESAN 2006

1.05 0.90 1.05 3.25

Page 39 of 66

SCHEDULE 2 â&#x20AC;&#x201C; PAID MATERNITY LEAVE (OTHER THAN BCE) This schedule details the paid maternity leave arrangements for all Catholic education employing authorities other than Brisbane Catholic Education.

PAID MATERNITY LEAVE

Female employees shall be entitled to six weeks paid maternity leave in accordance with the provisions of this clause. 2

INTERACTION WITH THE FAMILY LEAVE AWARD

2.1

The provisions of the Family Leave Award 2003 apply to employees covered by this Agreement.

2.2

The period of paid leave shall be deemed to be the first six weeks of the leave taken by the employee, provided that the period of paid leave will not include any school vacation time.

ELIGIBILITY FOR PAID LEAVE

3.1

Employees who have at least one yearâ&#x20AC;&#x2122;s continuous service with the employer shall be entitled to paid maternity leave.

3.2

Fixed period employees who are eligible for Maternity Leave will be entitled to either six weeks paid maternity leave or, in the case where the remainder of the contract is less than six weeks, payment until the expiration of the contract.

3.3

Where the contract period of a fixed period employee ends during the period of Maternity Leave, that employee will not be entitled to have this contract period extended, nor will she be guaranteed a position to return to following the completion of Maternity Leave.

3.4

Where an employee is on Maternity Leave and successfully applies for a subsequent period of Maternity Leave, that employee will be entitled to a further six weeks paid maternity leave payable from the date of confinement of the subsequent child.

3.5

Where an employee is on an extended period of leave without pay, and that employee becomes pregnant, no entitlement to paid maternity leave would accrue.

PAYMENT FOR LEAVE

4.1

The employee shall receive payment based on her normal average weekly earnings for the six weeks immediately preceding the date upon which she proceeds on leave.

4.2

The employee may request, and the employer may agree, that the payment for the period of paid maternity leave will be made at the time of commencing such leave. Where agreement is not reached, the employee shall be paid in accordance with the normal fortnightly pay cycle: (a)

where an employee has received payment in advance for the period of paid maternity leave at the time of commencing leave, and the pregnancy subsequently results in a miscarriage or stillbirth, the employee shall be entitled to retain such payment, subject to the employee remaining on leave for a minimum of six weeks;

(b)

where an employee is paid in accordance with the normal fortnightly pay cycle, and the pregnancy subsequently results in a miscarriage or a still birth, the employee shall be entitled to remain on paid maternity leave for the six week period;

(c)

Paid maternity leave will be taken as one period and cannot be broken into smaller periods of leave.

PAID MATERNITY LEAVE AND OTHER ENTITLEMENTS

5.1

The period of paid maternity leave shall count as service for all purposes;

5.2

The period of paid maternity leave shall be exclusive of school vacation periods. For example, where a period of paid maternity leave coincides with a paid school vacation period the employee is entitled to be paid for the

DIOCESAN 2006

Page 40 of 66

vacation period and the Maternity Leave. However, where the paid maternity leave actually taken is less than six weeks, the employee shall only be entitled to be paid for the leave taken. 5.3

The period of paid maternity leave shall be inclusive of statutory holidays that may fall within the period.

5.4

In accordance with the Family Leave Award 2003, provided that the aggregate of leave does not exceed 52 weeks, an employee may, in lieu of, or in conjunction with Maternity Leave, take other forms of leave including long service leave which has fallen due, annual leave (if applicable) or paid school vacation periods (if applicable). The period of paid maternity leave shall form part of the aggregate of 52 weeks.

5.5

Except as provided by the Family Leave Award 2003, paid sick leave or other paid authorised award absences (excluding annual leave or long service leave) shall not be available to an employee during her absence on paid maternity leave.

DIOCESAN 2006

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SCHEDULE 3 - PAID MATERNITY LEAVE (BCE) Brisbane Catholic Education Paid Maternity Leave The Staff member must have had at least twelve (12) months continuous service with Brisbane Catholic Education immediately preceding the date upon which she proceeds upon such leave. At least ten (10) weeks prior to the presumed date of confinement, a certificate from a duly qualified practitioner stating the expected date of confinement must accompany the E.6 ‘Application for Leave’ form. The staff member requesting Maternity Leave must give Brisbane Catholic Education not less than four (4) weeks notice in writing of the date upon which the staff member proposes to commence Maternity Leave, stating the period of time taken. (Family Leave Award 2003). Brisbane Catholic Education, by not less than fourteen (14) days notice in writing to the staff member requesting Maternity Leave, may require the staff member to commence Maternity Leave at any time within the six (6) weeks immediately prior to her presumed date of confinement. (Family Leave Award 2003). The leave must include six weeks compulsory leave to be taken immediately following confinement. In accordance with Enterprise Bargaining 2 Agreement an employee who is granted Maternity Leave as per the Family Leave Award 2003 will be entitled to a period of six (6) weeks paid maternity leave. The paid maternity leave will be paid as a six (6) week block from the day on which the Maternity Leave commences and is inclusive of public holidays i.e. statutory holidays which fall during this period of paid maternity leave will not lengthen the period of paid maternity leave. Application for long term Special Leave without Pay following Maternity Leave will be considered on its merits. Each application must be within the policies, procedures and guidelines as set out under the section titles “Special Leave Without Pay – (B) Long Term Leave”, and must be accompanied by documentation supporting the need for the leave, i.e. acceptance into a course at University/College or in the case of Special Responsibility Leave, a medical certificate is required. A staff member shall confirm in writing to her Principal, her intention of returning to her employment, not less than four (4) weeks prior to the expiration of her period of Maternity Leave.

DIOCESAN 2006

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SCHEDULE 4 - FAMILY LEAVE The provisions of Chapter 2 Part 2 (Family Leave) from the Industrial Relations Act 1999 shall apply and are as follows: Division 1 Preliminary 15A Who is a long term casual employee for pt 2 (1)

A long term casual employee is a casual employee engaged by a particular employer, on a regular and systematic basis, for several periods of employment during a period of at least 1 year immediately before the employee seeks to access an entitlement under this part.

(2)

The periods of employment mentioned in subsection (1) include periods before and after the commencement of this section.

Division 2 Parental leave 16 Who this division does not apply to This division does not apply to: (a) casual employees, other than long term casual employees; or (b) seasonal employees; or (c) pieceworkers. 16

Definitions for pt 2

In this part— adoption leave means short adoption leave or long adoption leave. child, for adoption leave, means a child who is under the age of 5 years, but does not include a child who— (a) has previously lived continuously with the employee for a period of at least 6 months; or (b) is the child or stepchild of the employee or employee’s spouse. long adoption leave means leave taken by an employee to enable the employee to be the primary caregiver of an adopted child. long parental leave means— (a) for a pregnant employee—maternity leave; or (b) for an employee whose spouse gives birth—leave taken by the employee to enable the employee to be the child’s primary caregiver. maternity leave means leave that a pregnant employee takes— (a) for the birth of her child; or (b) to enable her to be the child’s primary caregiver. parental leave means long parental leave, short parental leave or adoption leave. parental leave entitlement means the parental leave entitlement mentioned in section 18(2), (3) or (4). short adoption leave means leave taken by an employee at the time of the placement of an adopted child with the employee. short parental leave means leave taken by an employee, in connection with the birth of a child of the employee’s spouse, at the time of— (a) the birth of the child; or (b) the other termination of the pregnancy. short term casual employee means a casual employee, other than a long term casual employee. 18 Entitlement (1) This section details the parental leave entitlement of an employee for— (a) an employee who is not a long term casual employee and who has had at least 12 months continuous service with the employer; or (b) a long term casual employee. (2) A pregnant employee is entitled to an unbroken period of up to 52 weeks unpaid maternity leave— (a) for the child’s birth; and (b) to be the child’s primary caregiver. (3) For the birth of a child of an employee’s spouse, the employee is entitled to the following leave— (a) an unbroken period of up to 1 week’s unpaid short parental leave; (b) a further unbroken period of up to 51 weeks unpaid long parental leave. (4) For the adoption of a child, an employee is entitled to the following leave— DIOCESAN 2006

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(a) an unbroken period of up to 3 weeks unpaid short adoption leave; (b) a further unbroken period of up to 49 weeks unpaid long adoption leave. (5) However, parental leave must not extend— (a) beyond 1 year after the child was born or adopted; or (b) if an application for an extension of parental leave under section 29A is agreed to—beyond 2 years after the child was born or adopted. (6) In this section— continuous service means service, including a period of authorized leave or absence, under an unbroken employment contract. 19 Notices and documents—maternity leave (1) This section applies if a pregnant employee wants to take maternity leave. (2) The employee must give the employer— (a) at least 10 weeks’ written notice of intention to take the leave; and (b) at least 4 weeks’ written notice of the dates on which she wants to start and end the leave. (3) The employee must, before starting the leave, give the employer— (a) a doctor’s certificate confirming that she is pregnant and the expected date of birth; and (b) a statutory declaration by the employee stating the period of any parental leave sought by her spouse. 20 Notices and documents—parental leave other than maternity or adoption leave (1) This section applies if an employee wants to take parental leave, other than maternity leave or adoption leave. (2) The employee must give the employer— (a) for long parental leave—at least 10 weeks’ written notice of intention to take the leave; and (b) at least 4 weeks’ written notice of the dates on which the employee wants to start and end the leave. (3) The employee must, before starting the leave, give the employer— (a) a doctor’s certificate confirming that the employee’s spouse is pregnant and the expected date of birth; and (b) for long parental leave—a statutory declaration by the employee stating— (i) the period of any maternity leave sought by the employee’s spouse; and (ii) the employee is seeking the leave to be the child’s primary caregiver. 21 Notices and documents—adoption leave (1) This section applies if an employee wants to take adoption leave. (2) The employee must give the employer— (a) for long adoption leave—written notice of any approval to adopt a child at least 10 weeks before the expected date of placement of the child for adoption purposes (the expected placement date); and (b) written notice of the dates on which the employee wants to start and end the leave, as soon as practicable after the employee is notified of the expected placement date but, in any case, at least 14 days before starting the leave. (3) The employee must, before starting the leave, give the employer— (a) a statement from an adoption agency of the expected placement date; and (b) for long adoption leave—a statutory declaration by the employee stating— (i) the period of any adoption leave sought by the employee’s spouse; and (ii) the employee is seeking the leave to be the child’s primary caregiver. (4) In this section— adoption agency means an agency, body, office or court, authorized by a Commonwealth or State law to perform functions about adoption. 22 Reasons not to give notice or documents (1) An employee does not fail to comply with section 19, 20 or 21 if the failure was caused by— (a) the child being born, or the pregnancy otherwise terminating, before the expected date of birth; or (b) the child being placed for adoption before the expected placement date; or (c) another reason that was reasonable in the circumstances. (2) However, the employee must give the employer— (a) notice of the period of the leave within 2 weeks after the birth or placement; and (b) in the case of the birth of a living child—a doctor’s certificate stating the date on which the child was born. 23 Notice of change to situation An employee must notify the employer of any change in the information provided under section 19, 20 or 21 within 2 weeks after the change. 24 Continuity of service (1) Parental leave does not break an employee’s continuity of service. (2) Parental leave is not to be taken into account in working out the employee’s period of service, other than— DIOCESAN 2006

Page 44 of 66

(a) (b)

to decide the employee’s entitlement to a later period of parental leave; or as expressly provided in this Act, an industrial instrument or employment contract.

25 Spouses not to take parental leave at same time (1) An employee is not entitled to parental leave, other than short parental leave or short adoption leave, when his or her spouse is on parental leave. (2) If the employee contravenes subsection (1), the period of parental leave that the employee is entitled to is reduced by the period of leave taken by his or her spouse. 26 Cancelling parental leave (1) Parental leave applied for but not started is automatically cancelled if— (a) the employee withdraws the application for leave by written notice to the employer; or (b) the pregnancy terminates other than by the birth of a living child; or (c) the placement of the child with the employee for adoption purposes does not proceed. (2) If, while an employee is on parental leave— (a) the pregnancy terminates other than by the birth of a living child; or (b) the child in relation to whom the employee is on parental leave dies; or (c) the placement of the child with the employee for adoption purposes does not proceed or continue; the employee is entitled to resume work at a time nominated by his or her employer within 2 weeks after the day on which the employee gives his or her employer a written notice stating the employee intends to resume work and the reason for the resumption. (3) This section does not affect an employee’s entitlement to special maternity leave or sick leave under section 37. 27 Parental leave with other leave (1) An employee may take any annual leave or long service leave to which the employee is entitled instead of or together with parental leave. (2) However, the total period of leave can not extend beyond the total period allowed under section 18. (3) While the employee is on unpaid parental leave, the employee is not entitled to paid sick leave or other paid leave, unless the employer agrees. (4) In this section— other paid leave means paid leave authorized by law or by an industrial instrument or employment contract. 28 Interruption of parental leave by return to work (1) An employee and employer may agree that the employee break the period of parental leave by returning to work for the employer, whether on a full-time, part-time or casual basis. (2) The period of parental leave can not be extended by the return to work beyond the total period allowed under section 18. 29 Extending period of parental leave by notice (1) An employee may extend the period of parental leave once only by written notice given to the employer at least 14 days— (a) before the start of the parental leave; or (b) if the parental leave has been started—before the parental leave ends. (2) The notice must state when the extended period of parental leave ends. (3) The total period of parental leave can not be extended under subsection (1) beyond the total period mentioned in section 18(5)(a). 29A Extending period of parental leave by agreement (1) A pregnant employee entitled to maternity leave under section 18(2), or an employee who is taking maternity leave, may apply to the employer for an extension of the maternity leave for an unbroken period of up to 104 weeks in total. (2) An employee entitled to parental leave for the birth of a child of the employee’s spouse under section 18(3), or who is taking parental leave for the birth, may apply to the employer for either or both of the following— (a) an extension of the short parental leave for an unbroken period of up to 8 weeks in total; (b) an extension of the long parental leave for an unbroken period of up to 96 weeks in total. (3) An employee entitled to parental leave for the adoption of a child under section 18(4), or who is taking adoption leave for the adoption, may apply to the employer for either or both of the following— (a) an extension of the short adoption leave for an unbroken period of up to 8 weeks in total; (b) an extension of the long adoption leave for an unbroken period of up to 96 weeks in total. (4) An employee may not make more than 1 application under subsection (1), (2) or (3) within any 12 month period, unless the employer agrees.

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29B Employee on parental leave may apply to work part-time (1) An employee on parental leave may apply to the employer to return to work on a part-time basis. (2) An employee may not make more than 1 application under this section within any 12 month period, unless the employer agrees. 29C Application for extension or part-time work (1) An application mentioned in section 29A or 29B must— (a) be in writing; and (b) be made— (i) for an application for an extension of short parental leave or short adoption leave—at least 2 business days before the leave ends; or (ii) for an application for an extension of maternity leave, long parental leave or long adoption leave—at least 4 weeks before the leave ends; or (iii) for an application to return to work on a part-time basis—at least 7 weeks before the leave ends; and (c) state that it is an application for an extension of parental leave under section 29A or an application to return to work on a part-time basis under section 29B, as appropriate; and (d) state the dates the extension, or return to work on a part-time basis, being applied for is to start and end; and (e) state the impact refusal of the application might have on the employee and the employee’s dependants; and (f) be accompanied by a statutory declaration by the employee stating— (i) for an application for an extension of maternity leave, long parental leave or long adoption leave—the employee is seeking the extension so the employee can continue to be the child’s primary caregiver; or (ii) for an application to return to work on a part-time basis—the employee is seeking to work on a part-time basis so the employee can continue to be the child’s primary caregiver when not at work. (2) The period in relation to which an application under section 29B may be made can not extend beyond the day the child in relation to whom parental leave was taken is required to be enrolled for compulsory schooling under the Education (General Provisions) Act 1989. (3) A person may apply under section 29A or 29B even if the person started parental leave before the commencement of this section. 29D Employer to give proper consideration to application for extension or part-time work (1) In deciding whether to agree to an application for an extension of the period of parental leave under section 29A or an application to return to work on a part-time basis under section 29B, the employer must consider the following— (a) the particular circumstances of the employee that give rise to the application, particularly circumstances relating to the employee’s role as the child’s caregiver; (b) the impact refusal of the application might have on the employee and the employee’s dependants; (c) the effect that agreeing to the application would have on the conduct of the employer’s business, including, for example— (i) any additional cost the employer would incur; and (ii) the employer’s capacity to reorganize work arrangements; and (iii) the availability of competent replacement staff; and (iv) any loss of efficiency in the conduct of the employer’s business; and (v) the impact of the employee’s absence or temporary absence on the delivery of customer service. (2) The employer must not unreasonably refuse an application under section 29A or 29B. (3) The employer must advise the employee, in writing, of the employer’s decision— (a) if the application is for an extension of short parental leave or short adoption leave—as soon as possible after receiving the application but before the short parental leave or short adoption leave ends; or (b) for any other application—within 14 days after receiving the application. (4) If the employer refuses the application, the employer must provide the employee with written reasons for refusing the application. 30 Shortening period of parental leave If the employer agrees, an employee may shorten parental leave by written notice given to the employer at least 14 days before the employee wants to return to work. 31 Effect on parental leave of ceasing to be the primary caregiver (1) This section applies if— DIOCESAN 2006

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(a)

(2) (3)

during a substantial period starting on or after the start of an employee’s long parental leave, the employee is not the child’s primary caregiver; and (b) considering the length of the period and any other relevant circumstances, it is reasonable to expect the employee will not again become the child’s primary caregiver within a reasonable period. The employer may notify the employee of the day, at least 4 weeks after the employer gives the notice, on which the employee must return to work. If the employee returns to work, the employer must cancel the rest of the leave.

32 Return to work after parental leave etc. (1) This section applies to— (a) an employee who returns to work after parental leave; or (b) a female employee who returns to work after special maternity leave or sick leave under section 37. (2) The employee is entitled to be employed in— (a) the position held by the employee immediately before starting parental leave; or (b) if the employee worked part-time because of the pregnancy before starting maternity leave—the position held by the employee immediately before starting part-time work; or (c) if the employee was transferred to a safe job under section 36 before starting maternity leave—the position held by the employee immediately before the transfer. (3) If the position no longer exists but there are other positions available that the employee is qualified for and is capable of performing, the employee is entitled to be employed in a position that is, as nearly as possible, comparable in status and remuneration to that of the employee’s former position. (4) An employer must make a position to which an employee is entitled available to the employee. (5) If a long term casual employee’s hours were reduced because of the pregnancy before starting maternity leave, the employer must restore the employee’s hours to hours equivalent to those worked immediately before the hours were reduced. 33 Employer’s obligation to advise about parental leave entitlements (1) On becoming aware that an employee or an employee’s spouse is pregnant, or that an employee is adopting a child, an employer must inform the employee of— (a) the employee’s entitlement to parental leave under this division; and (b) the employee’s obligations to notify the employer of any matter under this division. (2) An employer can not rely on an employee’s failure to give a notice or other document required by this division unless the employer establishes that subsection (1) has been complied with. 34 Dismissal because of pregnancy or parental leave (1) An employer must not dismiss an employee because— (a) the employee or employee’s spouse is pregnant or has applied to adopt a child; or (b) the employee or employee’s spouse has given birth to a child or adopted a child; or (c) the employee has applied for, or is absent on, parental leave. (2) This section does not affect any other rights of— (a) an employer to dismiss an employee; or (b) a dismissed employee. 35 Replacement employees (1) The employer must, before a replacement employee starts employment, give the replacement employee a written notice informing the replacement employee of— (a) the temporary nature of the employment; and (b) the parent’s right to return to work. (2) In this section— replacement employee means— (a) a person who is specifically employed because an employee (the parent)— (i) starts parental leave; or (ii) is transferred to a safe job under section 36; or (b) a person replacing an employee who is temporarily promoted or transferred to replace the parent. 36 Transfer to a safe job (1) This section applies whenever the present work of a female employee is, because of her pregnancy or breastfeeding, a risk to the health or safety of the employee or of her unborn or newborn child. (2) The assessment of the risk is to be made on the basis of— (a) a doctor’s certificate given by the employee to the employer; and (b) the employer’s obligations under the Workplace Health and Safety Act 1995. (3) The employer must temporarily adjust the employee’s working conditions or hours of work to avoid exposure to the risk.

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(4)

(5)

If an adjustment is not feasible or can not reasonably be required to be made, the employer must transfer the employee to other appropriate work that— (a) will not expose her to the risk; and (b) is, as nearly as possible, comparable in status and remuneration to that of her present work. If a transfer is not feasible or can not reasonably be required to be made, the employer must grant the employee maternity leave, or any available paid sick leave, for as long as a doctor certifies it is necessary to avoid exposure to the risk.

37 Special maternity leave and sick leave (1) This section applies if, before an employee starts maternity leave— (a) the employee’s pregnancy terminates before the expected date of birth, other than by the birth of a living child; or (b) the employee suffers illness related to her pregnancy. (2) For as long as a doctor certifies it to be necessary, the employee is entitled to the following types of leave— (a) unpaid leave (special maternity leave); (b) paid sick leave, either instead of, or as well as, special maternity leave. 38 Special adoption leave An employee who is seeking to adopt a child is entitled to up to 2 days unpaid leave to attend compulsory interviews or examinations as part of the adoption procedure. 38A Employer’s obligation to advise about significant change at the workplace (1) This section applies— (a) if an employer decides to implement significant change at a workplace; and (b) whether or not the decision was made before the commencement of this section if the decision had not been implemented at the commencement. (2) The employer must take reasonable action to advise each employee who is absent from the workplace on parental leave about the proposed change before it is implemented. (3) The advice must inform the employee of the change and any effect it will have on the position the employee held before starting parental leave, including, for example, its status or the level of responsibility attaching to the position. (4) The employer must give the employee a reasonable opportunity to discuss any significant effect the change will have on the employee’s position. 38B Employee’s obligations to advise employer about particular changes (1) An employee who is absent on parental leave must advise the employer of any change in the employee’s contact details, including any change of address. (2) An employee who is absent on parental leave must also take reasonable steps to advise the employer of any significant change affecting the following as soon as possible after the change happens— (a) the length of the employee’s parental leave; (b) the date the employee intends to return to work; (c) an earlier decision to return to work on a full-time basis or to apply to return to work on a part-time basis. Division 3 Carer’s leave 39 Employee’s entitlement to carer’s leave (1) An employee may use up to 10 days of sick leave on full pay (carer’s leave) in each year to care for and support members of the employee’s immediate family or household— (a) when they are ill; or (b) because an unexpected emergency arises. Example for paragraph (b)— unexpected failure of child care arrangements (2) If the employee has exhausted his or her entitlement under subsection (1), the employee may take up to an additional 2 days unpaid carer’s leave each time the employee needs to care for and support members of the employee’s immediate family or household— (a) when they are ill; or (b) because an unexpected emergency arises. (3) The employee may take additional unpaid carer’s leave if the employer agrees. (4) An employee can not take carer’s leave if another person has taken leave to care for the same person unless there are special circumstances requiring more than 1 person to care for the person. (5) Carer’s leave may be taken for part of a day. (6) In this section— employee does not include casual employee. DIOCESAN 2006

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sick leave includes sick leave accrued before the commencement of this section. 39A Long term casual employee’s entitlement to carer’s leave (1) A long term casual employee is entitled to 10 days unpaid leave (also carer’s leave) in each year to care for and support members of the employee’s immediate family or household— (a) when they are ill; or (b) because an unexpected emergency arises. (2) The long term casual employee may take additional unpaid carer’s leave if the employer agrees. (3) A long term casual employee can not take carer’s leave if another person has taken leave to care for the same person unless there are special circumstances requiring more than 1 person to care for the person. (4) Carer’s leave may be taken for part of a day. (5) The employer must not fail to re-engage a long term casual employee only because the long term casual employee has taken carer’s leave under this section. (6) However, the rights of an employer not to re-engage a long term casual employee are not otherwise affected. 39B Short term casual employee’s entitlement to carer’s leave (1) A short term casual employee is entitled to leave work or to be unavailable to attend work for up to 2 days (also carer’s leave) each time the employee needs to care for and support members of the employee’s immediate family or household— (a) when they are ill; or (b) because an unexpected emergency arises; or (c) because of the birth of a child. (2) The short term casual employee may leave work or be unavailable to attend work for reasons mentioned in subsection (1) for additional periods if the employer agrees. (3) A short term casual employee can not take carer’s leave if another person has taken leave to care for the same person unless there are special circumstances requiring more than 1 person to care for the person. (4) Carer’s leave may be taken for part of a day. (5) The employer must not fail to re-engage a short term casual employee only because the short term casual employee has taken carer’s leave under this section. (6) However, the rights of an employer not to re-engage a short term casual employee are not otherwise affected. (7) Leave taken under this section is unpaid. 39C Employees etc. to provide supporting information to employer (1) If an employee is taking carer’s leave to care for and support a member of the employee’s immediate family or household who is ill, the employee must, if required by the employer, produce a doctor’s certificate or statutory declaration evidencing that the member is ill with an illness requiring care by another. (2) An employee must, if practicable, give the employer— (a) notice of the intention to take carer’s leave before taking the leave; and (b) the name of the person requiring care and the person’s relationship to the employee; and (c) the reason for taking the leave; and (d) the period that the employee estimates he or she will be absent; and (e) if the reason for taking the leave is because an unexpected emergency has arisen, the nature of the emergency. (3) If it is not practicable for the employee to notify the employer of the intention to take carer’s leave before taking the leave, the employee must notify the employer at the first reasonable opportunity. Division 4 Bereavement leave 40 Entitlement (1) This section does not apply to pieceworkers. (2) An employee, other than a long term casual employee or short term casual employee, is entitled to— (a) at least 2 days bereavement leave on full pay on the death of a member of the person’s immediate family or household; and (b) if the employee reasonably requires extra time to travel to and from the funeral or other ceremony for the death—an amount of unpaid bereavement leave equal to the time reasonably required for the travel. (3) A long term casual employee is entitled to— (a) at least 2 days unpaid bereavement leave on the death of a member of the person’s immediate family or household; and (b) if the employee reasonably requires extra time to travel to and from the funeral or other ceremony for the death—an amount of unpaid bereavement leave equal to the time reasonably required for the travel. (4) A short term casual employee is entitled to be unavailable to attend work—

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(a)

(5) (6) (7) (8)

for up to 2 days on unpaid bereavement leave on the death of a member of the personâ&#x20AC;&#x2122;s immediate family or household; and (b) if the employee reasonably requires extra time to travel to and from the funeral or other ceremony for the deathâ&#x20AC;&#x201D;an amount of unpaid bereavement leave equal to the time reasonably required for the travel. The employee must give the employer a copy of the funeral notice or other evidence of the death the employer reasonably requires. An employee may take additional leave as unpaid bereavement leave if the employer agrees. The employer must not fail to re-engage a casual employee only because the casual employee has taken bereavement leave under this section. However, the rights of an employer not to re-engage a casual employee are not otherwise affected.

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SCHEDULE 5 - SENIOR ADMINISTRATION AND POSITIONS OF ADDED RESPONSIBILITY 1

Secondary Senior Administration

The following provisions for positions of senior administration and release time within secondary schools shall be implemented from 2007 according to the schedule in the table. Enrolments

2007 Positions of Senior Administration. Positions & No.

2006 Release time /fte

DP+APRE

0.6 +0.3

DP+APRE

0.6 +0.3

DP+APRE

0.6 +0.3

DP+APRE DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP2 DP3 DP3 DP3 DP3 DP3 DP4

0.6 +0.3 0.7 0.7 0.7 0.7 0.7 0.7 0.8 0.8 0.8 0.8 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9

<150 151-200 201-250 251-300 301-350 351-400 401-450 451-500 501-550 551-600 601-650 651-700 701-750 751-800 801-850 851-900 901-950 951-1000 1001-1050 1051-1100 1101-1150 1151-1200 1201-1250 1250-1300 1301-1350 1351-1450 1451-1500 1501+

2006 Release time hours 12.9 + 6.45 12.9 + 6.45 12.9 + 6.45 12.9 + 6.45 15.05 15.05 15.05 15.05 15.05 15.05 17.2 17.2 17.2 17.2 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35

2007 Release Time /fte

2007 Release time hours

0.6 +0.3

12.9 + 6.45

0.6 +0.3

12.9 + 6.45

0.6 +0.3

12.9 + 6.45

0.6 +0.3 0.7 0.7 0.8 0.8 0.8 0.8 0.8 0.8 0.8 0.8 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9 0.9

12.9 + 6.45 15.05 15.05 17.2 17.2 17.2 17.2 17.2 17.2 17.2 17.2 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35 19.35

(a)

Notwithstanding the provisions in the table above, a Secondary Deputy Principal in any school may be expected to teach at least one subject line or class.

(b)

In circumstances where the prescribed teaching time available is insufficient to teach one class or subject line, the Principal and Deputy Principal will prospectively discuss mechanisms so that the teaching can be undertaken and, on agreement, the mechanisms shall be appropriately recorded. Such mechanisms include the option to aggregate for periods up to one school term the senior administration release time that will be used as allocated teaching time.

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Secondary PARS (a)

The following provisions of PAR points within secondary schools shall be implemented from 2007 according to the schedule in the table. Enrolments <150 151-200 201-250 251-300 301-350 351-400 401-450 451-500 501-550 551-600 601-650 651-700 701-750 751-800 801-850 851-900 901-950 951-1000 1001-1050 1051-1100 1101-1150 1151-1200 1201-1250 1251-1300 1301-1350 1351-1400 1401-1450 1451-1500 1501+

(b)

2006 PARS.

2007 PARS

2008 PARS

2009 PARS

16 20 20 20 48 56 56 77 77 93 93 106 106 120 120 136 136 136 164 164 164 164 164 164 164 164 164 164 164

18 23 23 27 52 60 63 82 84 100 102 115 117 131 133 148 151 153 178 180 183 185 188 190 192 195 197 200 202

20 25 27 34 55 65 70 87 92 106 111 124 128 142 146 161 166 170 192 197 202 206 211 216 221 226 230 235 240

22 27 30 37 57 67 73 90 96 110 116 128 134 147 153 167 173 179 199 205 211 217 223 229 235 241 247 253 259

In making recommendations on the allocation of additional points the school consultative committee shall initially consider the need for additional time release for existing positions of added responsibility.

Primary (a)

The coordination time provisions allocated in the following tables will be used to provide for the coordination and development of curriculum in primary schools from the commencement of the 2007 school year.

(b)

Where the minimum time allocated for this purpose is in excess of the minimum provisions described in this schedule as at 4 September 2006 such additional provision shall not be reduced nor a disadvantage to any employee occur as a result of this schedule within the time covered by any contractual arrangement operative at this date.

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Provision 2007:

DIOCESAN 2006

Senior Admin. Release Time hours

Coordination Time Hours

Enrolments

Positions for Senior Administration

Senior Admin. Allowance Points

<51

REC/APRE

2.00

51-75

REC/APRE

6.00

76-99

REC/APRE

6.00

100-150

REC/APRE

6.00

151-199

REC/APRE

7.50

200-224

REC/APRE

7.50

225-250

REC/APRE

7.50

251-300

REC/APRE

7.50

301-325

REC/APRE

11.00

326-400

REC/APRE

13.75

401-450

REC/APRE

13.75

451-500

APRE + APA

Salaries

16.50

501-550

APRE + APA

Salaries

16.50

551-600

APRE + APA

Salaries

16.50

601-700

APRE + APA

Salaries

Full

701-799

APRE + APA

Salaries

Full

800-899

APRE + APA

Salaries

Full

900-949

APRE + APA

Salaries

Full

950-999

APRE + APA

Salaries

Full

1000-1099

APRE + APA

Salaries

Full

1100-1199

APRE + APA

Salaries

Full

1200-1299

APRE + APA

Salaries

Full

1300-1399

APRE + APA

Salaries

Full

1400-1499 1500+

APRE + APA APRE + APA

Salaries Salaries

Full Full

18 20

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Provision 2008:

DIOCESAN 2006

Senior Admin. Release Time hours

Coordination Time Hours

Enrolments

Positions for Senior Administration

Senior Admin. Allowance Points

<51

REC/APRE

2.00

51-75

REC/APRE

6.00

76-99

REC/APRE

6.00

100-150

REC/APRE

6.00

151-199

REC/APRE

7.50

200-224

REC/APRE

7.50

225-250

REC/APRE

7.50

251-300

REC/APRE

7.50

301-325

REC/APRE

11.00

326-400

REC/APRE

13.75

401-450

REC/APRE

13.75

451-500

APRE + APA

Salaries

16.50

501-550

APRE + APA

Salaries

16.50

551-600

APRE + APA

Salaries

16.50

601-700

APRE + APA

Salaries

Full

701-799

APRE + APA

Salaries

Full

800-899

APRE + APA

Salaries

Full

900-949

APRE + APA

Salaries

Full

950-999

APRE + APA

Salaries

Full

1000-1099

APRE + APA

Salaries

Full

1100-1199

APRE + APA

Salaries

Full

1200-1299

APRE + APA

Salaries

Full

1300-1399

APRE + APA

Salaries

Full

1400-1499 1500+

APRE + APA APRE + APA

Salaries Salaries

Full Full

30 30

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Provision 2009:

Positions for Senior Administration

Senior Admin. Allowance Points

Senior Admin. Release Time hours

Coordination Time Hours

<51

REC/APRE

2.00

51-75

REC/APRE

6.00

76-99

REC/APRE

6.00

100-150

REC/APRE

6.00

151-199

REC/APRE

7.50

200-224

REC/APRE

7.50

225-250

REC/APRE

7.50

251-300

REC/APRE

7.50

301-325

REC/APRE

11.00

326-400

REC/APRE

Salaries

13.75

401-450

REC/APRE

Salaries

13.75

451-500

APRE + APA

Salaries

16.50

501-550

APRE + APA

Salaries

16.50

551-600

APRE + APA

Salaries

16.50

601-700

APRE + APA

Salaries

Full

701-799

APRE + APA

Salaries

Full

800-899

APRE + APA

Salaries

Full

900-949

APRE + APA

Salaries

Full

950-999

APRE+APA+AP

Salaries

Full

1000-1099

APRE+APA+AP

Salaries

Full

1100-1199

APRE+APA+AP

Salaries

Full

1200-1299

APRE+APA+AP+AP

Salaries

Full

1300-1399

APRE+APA+AP+AP

Salaries

Full

1400-1499 1500+

APRE+APA+AP+AP APRE+APA+AP+AP

Salaries Salaries

Full Full

30 30

Enrolments

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SCHEDULE 6 - SCHOOL COUNSELLORS (WITHOUT TEACHER QUALIFICATIONS) – CHARACTERISTICS – QUALIFICATIONS – DUTIES AND SKILLS Level 6 Competency of employee

Level 7 Competency of employee

Competency at this level involves self directed development and application of professional knowledge with substantial depth in some areas.

Competency at this level involves the use of initiative in self directed development and application of expert knowledge with extensive recognised expertise in some areas.

A broad range of professional skills are applied to roles and functions in both varied and highly specific contexts.

A breadth and depth of professional skills are applied to roles and functions in both varied and highly specific contexts.

A proportion of competencies involve complex, specialized or professional functions.

A high proportion of competencies involve significant scope and/or complex, specialized or professional functions.

Competencies are used independently and are substantially non-routine with initiative being exercised in the application of professional practices.

Duties of an innovative and/or critical nature are undertaken without professional direction and initiative is exercised in the application of professional practices.

Significant discretion and judgement are required in planning, design, professional, technical or supervisory functions related to services, operations or processes for self and/or others.

Significant discretion and independent judgement are required within constraints set by management.

Works under broad guidance.

Supervision of employees’ work

Work is usually performed under general guidance with limited or no professional supervision.

Work is usually measured in terms of the achievement of stated objectives to agreed standards. May be less direct than at lower levels and usually be related to task methodology and work practices. May involve a level of autonomy in accordance with a broad plan or budget strategy.

The general quality of work is monitored by school management and is subject to stated objectives and professional standards. Supervision of others Responsibility for the setting and achieving of objectives by a work section and its staff may be involved.

Supervision of others Responsibility for the supervision and monitoring of the work of others and of workflow in the area of responsibility may be involved.

Responsibility for assessment, training and development and performance counselling of staff may be required.

Leadership and development of teams and responsibility for outcomes may be required. DIOCESAN 2006

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Characteristics (additional to above and specific to School Counsellors (Without Teacher Qualification)) Level 6 Competency of employee Competency of employee

Level 7

The solution of problems may require the exercise of professional judgement through the selection and application of professional procedures, methods and standards, however guidance from senior staff is readily available.

Apply detailed knowledge of standard professional tasks required, with scope existing for exercising initiative in the application of established professional work practices and procedures.

Employees at this level may operate individually or as a member of a project team within a work group.

Employees are expected to exercise initiative in the application of professional practices either as a member (in some situations as leader) or a specialist professional in multidisciplinary teams or independently and may deputise for the professional head of a small work unit.

Professional judgement may be exercised within prescribed areas, however the provision of results are subject to verification and validation.

Supervision of employeesâ&#x20AC;&#x2122; work Supervision of employeesâ&#x20AC;&#x2122; work Work is initially performed under close supervision by a more experienced professional, however, this supervision is expected to reduce as experience increases. Guidance is always close at hand.

Work is usually performed under general guidance with the general quality of output monitored by superiors. However, the technical content of the work is not normally subject to direct supervision. Guidance may be given in reviewing work programs or on unusual features of an assignment.

Supervision of others Supervision of others Generally no supervisory responsibilities, although more experienced employees may assist new employees by providing guidance and advice.

Some supervisory responsibility of subordinate staff may be required. The degree of supervision is variable depending on the assignment or project. Employees at this level may have supervisory responsibilities for technical staff, if required, together with responsibilities for training and development of subordinate professional staff within their discipline. Supervisory responsibilities include on-the-job training, staff assessment and performance counselling in relation to subordinates with the discipline or para professionals, as well as authority for the verification and validation of work results of supervised staff.

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Qualifications: School Counsellors (without Teacher Qualification) Possession of an appropriate degree with major studies in psychology from a recognised tertiary institution and completion of an approved post graduate counsellor training program of at least one year's duration comprising academic course work, supervised practicum and a professional practices component with appropriate experience and demonstrated competency or other relevant qualifications which are acceptable to the employer.

Typical Skills and Duties School Counsellors (without Teacher Qualification) Level 6 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree. This will may include: the gathering, analysis and interpretation of data or preparation of reports and the consequent giving of advice to other professional staff to assist student learning; or providing pastoral ministry; or providing counselling and/or guidance support for students. (6.1.1) Provide professional advice to staff and students in the officerâ&#x20AC;&#x2122;s area of expertise or qualification. (6.1.2) Formulate procedural policy and guidelines in the employeeâ&#x20AC;&#x2122;s area of responsibility; submit recommendations for decision and prepare supporting statements as necessary. (6.2.6) Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree. (6.2.1) Address the relevant educational, personal, vocational and social needs of students within the school setting. Consult with other specialist and personnel and various agencies to achieve service delivery as required. Apply knowledge of basic professional practices and procedures relevant to the discipline. Analyse and interpret findings relating to elements of specialist guidance and counselling work. DIOCESAN 2006

Level 7 Undertake more complex professional activities involving the selection and application, based on professional judgement, of new and existing techniques and methodologies requiring the exercise of professional independence combined with competence derived from extensive experience and/or additional study. (7.1.1) Undertake supervisory responsibilities which may include on the job training, staff assessment and performance counselling in relation to staff in lower level positions. (7.1.2) Operate and be accountable for the quality of output of a section or function within the school. (7.1.3) Responsibility for direction and support of employees reporting to the position in policies to be followed, methods to be used and standards to be observed. (7.4.4) Provide subject matter expertise and/or policy advice across a range of programs or activities undertaken by the organisational area. Formulate policies and provide specialist advice on policy development to senior management. (7.2.5) Identify policies and procedures requiring review or re-development, and define relevant issues. (7.3.3) Provide written reports to the school executive on complex matters, suggesting alternative courses of action and analysing the implications of each alternative. (7.3.4) Undertake high level research, review or investigations including the preparation of reports and associated papers to provide advice to the school on the operational and/or future directions of the employeeâ&#x20AC;&#x2122;s section and to contribute to the development of that section in Page 58 of 66

the educational context of the school. (7.3.9) Perform non-routine professional tasks, governed by established procedures, specific guidelines and standardised instructions. Apply theoretical knowledge of the relevant discipline of formal study to basic problems or minor phases of broader assignments.

Address the relevant educational, personal, vocational and social needs of students within the school setting. Consult with other specialist and personnel and various agencies to achieve service delivery as required.

Carry out research under professional supervision and may be expected to contribute to the advances of the techniques used. Responsible for various professional assignments. Requires knowledge of either a broad or specialised field. Use combinations of standard procedures and/or modifications of standard procedures to resolve non-routine problems.

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SCHEDULE 7 - ISOLATED TEACHERS ASSISTANCE SCHEME (ITAS) The scheme is designed to recognise the disabilities of teacher service in centres distant from each diocesan CEO. It caters for full-time, part-time and fixed term teaching staff living throughout Queensland in centres which meet the above definition. Diocesan directors are appreciative of the commitment these teachers have to our Catholic schools in these areas. CRITERIA To be eligible for the Isolated Teachers’ Assistance Scheme, teachers must be from schools nominated as being in a remote area in any of the five dioceses and listed in either of the following tables (Isolated Teachers’ Assistance Scheme or Isolated Teachers’ Assistance Scheme for IPRASS Centres). The benefits paid to teachers vary according to: (a) category of school; (b) teachers without dependants; (c) teachers with dependent spouse or housekeeper; (d) number of dependent children and full-time students living at home. *dependent means someone living at home, who does not earn a taxable income and who is supported by the teacher income earner To facilitate the correct payment of entitlements it will be necessary for a diocesan office to be supplied with details of the number of dependants in single income family situations. All full-time, part-time and fixed term teaching staff must complete an application form provided by the employing authority at the commencement of each school year. The application form enables the correct category of payment to be identified, so that correct ITAS or ITAS for IPRASS can be paid. PART-TIME TEACHERS Provision has been made for payments to part-time teaching staff. Where part-time teaching staff are eligible for an ITAS or an ITAS for IPRASS payment they will receive a proportionate amount based on the hours they work. Application for part-time teaching staff is only by letter to the Director. TEACHERS ON LEAVE The Scheme will apply to teachers absent on authorised paid leave. Teachers absent on sick leave and long service or on special leave approved by the diocesan director shall receive the full entitlement. No benefits shall be received by teachers on leave without pay. PAYMENT ON TERMINATION Payment to individual teachers terminating their employment at the end of a calendar year, will coincide with normal pay arrangements, i.e. the rates would be paid up to the first day of school in the subsequent year. When duty ceases prior to the conclusion of the school year, payment shall be made for the period ended on the last day of school prior to the date of ceasing duty. TEACHER MOVEMENT Teachers interested in moving to any school nominated in the Scheme’s schedule are welcome to contact the appropriate diocesan director. The Catholic Church, throughout the vast remote areas of Queensland, relies heavily on its dedicated religious and lay teachers to share the Christian message in a missionary spirit in many of these places today. In Pope John Paul ll’s 1979 address to Catholic teachers on the occasion of his visit to the United States, he said: “No Catholic school can be effective without dedicated Catholic teachers, convinced of the great idea of Catholic education. The Church needs men and women who are intent on teaching by word and example – intent on helping to permeate the whole educational milieu with the spirit of Christ. This is a great vocation and the Lord himself will reward all who serve in it as educators in the cause of the word of God.”

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ISOLATED TEACHERSâ&#x20AC;&#x2122; ASSISTANCE SCHEME 1 MARCH 2006 Table 1

SECTION A per fortnight $ 10.90 17.20 28.30

TEACHERS WITH DEPENDENT SPOUSE OR HOUSEKEEPER i.e. only single income families SECTION B per fortnight $ 21.35 34.50 56.40

ALLOWANCES FOR EACH DEPENDENT CHILD & FULL-TIME STUDENT LIVING AT HOME SECTION C per fortnight $ 5.30 8.40 13.55

+ plus disability allowance *

TEACHERS WITHOUT DEPENDENTS includes dual income families GROUP

1 2 3

* Disability Allowance means assistance with air fares (subject to negotiation between the parties) GROUP 1 Ayr Biloela Bowen Charters Towers Chinchilla Giru Gladstone Halifax Home Hill Ingham Kingaroy # Mount Morgan Nanango Stanthorpe # Trebonne

GROUP 2 Atherton Babinda Gayndah # Herberton Innisfail Mareeba Miles Mossman Proserpine South Johnstone

GROUP 3 Abergowrie Blackwater Dysart Moranbah Ravenshoe Silkwood Tully

# No decrease in present payment until future rates overtake present rates NB: The ITAS payments identified above will be reviewed each year and adjusted in accordance with CPI increases.

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ISOLATED TEACHERS’ ASSISTANCE SCHEME FOR IPRASS CENTRES 1 MARCH 2006 – Table 2

GROUP

Charleville Clermont Springsure Barcaldine Blackall Cunnamulla Hughenden Longreach Mt Isa Quilpie Mitchell Cloncurry Palm Island Winton Inglewood Murgon Roma St George Thursday Island * Tara Collinsville Monto Dimbulah Emerald Goondiwindi Taroom

TEACHERS WITHOUT DEPENDENTS includes dual income families

TEACHERS WITH DEPENDENT SPOUSE OR HOUSEKEEPER i.e. only single income families

ALLOWANCES FOR EACH DEPENDENT CHILD & FULL-TIME STUDENT LIVING AT HOME

SECTION A per fortnight $ 41.00 48.25 38.45 54.85 52.10 54.85 65.70 54.00 52.10 54.25 33.15 68.20 68.20 71.75 19.00 15.40 22.15 37.40 135.65 17.20 31.80 16.25 37.35 31.55 26.25 51.15

SECTION B per fortnight $ 82.00 96.50 76.90 109.70 102.50 109.70 131.40 108.00 104.15 108.50 66.30 136.25 103.70 143.50 38.00 30.80 44.30 74.80 271.30 34.40 63.60 32.50 74.70 63.10 47.00 102.30

SECTION C per fortnight $ 18.45 18.45 18.45 25.15 25.15 25.15 25.15 25.15 25.15 25.15 12.60 32.65 32.65 32.65 4.90 4.90 4.90 12.60 ** 4.90 7.80 7.80 12.60 12.60 12.60 12.60

+ plus disability + plus disability + plus disability allowance * allowance * allowance * * Disability Allowance means assistance with air fares (subject to negotiation between the parties) NB: Payments identified above for ITAS for IPRASS will be reviewed each year and adjusted in accordance with the Queensland Government Locality Allowance

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SCHEDULE 8 - INCENTIVE PAYMENTS â&#x20AC;&#x201C; REMOTE AREA STAFF SCHEME (IPRASS) Listed below are the remote centres eligible for the Incentive Payments â&#x20AC;&#x201C; Remote Area Staff Scheme (IPRASS). Rockhampton Barcaldine (5) Blackall (5) Clermont (4) Emerald (4) Longreach (5) Monto (4) Springsure (4)

Townsville Cloncurry (6) Collinsville (4) Hughenden (6) Mt. Isa (5) Palm Island (7c) Winton (6)

Toowoomba Charleville (5) Cunnamulla (7c) Goondiwindi (4) Inglewood (4) Mitchell (5) Quilpie (7c) Roma (4) St. George (5) Tara (4) Taroom (6)

Brisbane Murgon (4)

Cairns Dimbulah (4) Thursday Island (7a)

GENERAL CONDITIONS Principals and Senior Administration staff who relocate or are located in schools in the above centres will receive a Remote Incentive allowance on the following basis: (a)

In years one and two, an incentive payment of $1,500 will be paid to all employees in the designated IPRASS centres.

(b)

In year three, an incentive payment of $2,500 will be paid to all employees in the designated IPRASS centres.

(c)

In year four, the following payments will apply :

(d)

(i)

Transfer rating of 4, an incentive payment of $2,500 will be paid to all employees.

(ii)

Transfer rating of 5, an incentive payment of $4,000 will be paid to all employees.

(iii)

Transfer rating of 6, an incentive payment of $6,000 will be paid to all employees.

(iv)

All transfer ratings of 7, an incentive payment of $9,500 will be paid to all employees.

In year five, the following payments will apply : (i)

Transfer rating of 4, an incentive payment of $2,500 will be paid to all employees.

(ii)

Transfer rating of 5, an incentive payment of $4,000 will be paid to all employees.

(iii)

Transfer rating of 6, an incentive payment of $7,500 will be paid to all employees.

(iv)

All transfer ratings of 7, an incentive payment of $10,500 will be paid to all employees.

Note: A Principal, upon reaching Year 5 in a designated IPRASS centre, is entitled to remain on the level of payment applicable for the duration of his/ her principal-ship in that centre. This arrangement is only applicable to IPRASS centres with a transfer rating of 5, 6 or 7. This arrangement is to apply from 1 January, 2005. (e) In year six, the following payments will apply : (i)

Transfer rating of 5, an incentive payment of $1,500 will be paid to all employees.

(ii)

Transfer rating of 6, an incentive payment of $3,500 will be paid to all employees.

(iii)

Transfer rating of 7, an incentive payment of $9,500 will be paid to all employees.

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(f)

In year seven and subsequent years, all employees who remain in IPRASS centres with designated transfer rating of 5, 6 and 7, the following cash payment will be payable : (i)

Transfer rating of 5, an incentive payment of $1,000 per annum will be paid to all employees.

(ii)

Transfer rating of 6, an incentive payment of $1,750 per annum will be paid to all employees.

(iii)

Transfer rating of 7, an incentive payment of $2,500 per annum will be paid to all employees.

(g)

Incentive payments will be transferable only within the nominated centres during any one five year period. Upon relocation the relevant centre’s incentive payment will be paid.

(h)

The incentive payment is not an all-purpose allowance, but will be paid as a type of bonus. Therefore the incentive payments will be paid in two instalments, one in June and the other in December.

(i)

It is acknowledged that special arrangements have been developed for Palm Island and Thursday Island. Specific arrangements have been developed to address the specific nature of these two centres. Teaching staff in these centres are eligible for the appropriate IPRASS payment along with the conditions as attached.

(j)

Teachers on approved paid leave (i.e. sick leave) should not be disadvantaged in the calculation of the annual incentive payment.

(k)

All full time, part-time and fixed term teaching staff must complete 10 weeks service before a proportionate payment is made on termination, including resignation. In the event that an eligible teacher is employed for a complete term, with that term being less than 10 weeks, the employee is entitled to a proportionate payment based on the completed term. Any proportionate payment made to an eligible teacher will be calculated on the basis of their number of weeks teaching service relative to the number of weeks in the school year. Fixed term teaching staff who are engaged for 10 weeks term time are entitled to receive a proportionate payment on the basis of their number of weeks teaching service relative to the number of weeks in the school year (ie a teacher who works 20 weeks term time out of a school year of 40 weeks is entitled to receive 20/40 of the relevant IPRASS payment). Proportionate payments will be made to eligible part-time teaching staff, who are engaged for 10 weeks term time (i.e. a part-time teacher who is employed for 16 hours per week is entitled to 16 divided by 30 of the respective incentive payment).

(l)

Teachers are entitled to two days extra leave per year. These days may be attached to the Easter vacation or the Christmas vacation at the discretion of the diocesan Director. In recognizing the needs of employees the Director may seek consultation from employees as to appointing the two days, with the decision at the discretion of the Director.

(m)

The incentive payment scheme will be reviewed every three years in line with any amendments to Education Queensland’s RAIS scheme. Additionally if in this time there is a change to RAIS, IPRASS will be reviewed.

(n)

The enhancements indicated in this document will apply from the full 2004 school year.

PALM ISLAND AND THURSDAY ISLAND Specific arrangements have been developed to address the specific nature of these two centres. Teaching staff in these centres are eligible for the appropriate IPRASS payment along with the following conditions (refer to individual Diocesan policy for details). Palm Island (Townsville Diocese) Effective January 2004. These additional benefits will be extra to the salary paid according to classification within the Teachers’ Award - Non Governmental Schools 2003. 1.

Reduced Rental A range of 2, 3 and 4 bedroom furnished units at $65 per fortnight is available. These are clustered together approximately 2 km from the school and are owned and maintained by the Townsville Diocese. Rental payments are only required for 47 weeks per year. A Security Deposit equal to 4 weeks rent can be deducted as pro-rata amounts or a lump sum payment from the teacher’s salary. Rental rates are subject to revision at the beginning of each year.

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Free rent applies to teachers in Years 1 and Year 2 on Palm Island. A Security Deposit equivalent to 4 weeks rental will be required for this period. 2.

Pets

Furniture All units and houses are furnished with basic household items. Tenants are responsible for supplying all linen, cutlery, crockery, cookware, small appliances etc. Beds are supplied in these units/houses. Should other beds be required, it is the responsibility of the tenant to provide.

ITAS (Isolated Teachers Assistance Scheme). Fortnightly payments will be as prescribed in the published schedule (including increases when applicable).

A return airfare for each teacher and resident family members will be provided each term from Palm Island to Townsville. Please note that the intention of this offer is to provide regular breaks away from the closed community, with its restricted services and shopping facilities. Airfares cannot be "saved up" or put towards more expensive arrangements.

Extra Airfares Assistance will be considered for 1 family member e.g. mother, father, sister, brother, husband or children of single teachers to access 1 return flight each term to and from the island.

A return airfare & accommodation. A three-day transfer (Thursday, Friday & Saturday nights) from Palm Island to Townsville will be provided once per term. Accommodation to the value of $270 plus the return airfare will be provided. However if teachers wish to upgrade towards more expensive accommodation, this will be at the expense of the teacher concerned. Accommodation transfers may not be cashed out. Staff must return to Palm Island on the Sunday. This offer will apply to family members (spouse and dependent children). This clause replaces the 2 days available through the IPRASS Agreement.

All reasonable relocation costs to Palm Island will be paid for by the Catholic Education Office. This will include an annual barge transfer to and from the island of personal effects and household items not able to be taken on the plane. Relocation away from Palm Island will be restricted to travel to Townsville.

Long Service Leave. Completed years of service on Palm Island will count double for the purpose of Long Service Leave entitlements. This will only apply to complete years of service on Palm Island.

10.

Superannuation. Complete years of service for teaching staff will attract an additional 1% superannuation (compulsory currently 9%) for the duration of their service on Palm Island. This again will only be for completed years not parts there of.

11.

IPRASS. All continuing teaching staff, including Principals and Senior Administration Staff who teach at St Michaelâ&#x20AC;&#x2122;s School on Palm Island will receive a Remote Incentive Allowance as per the attached schedule. All full-time and part-time teachers must complete at least 10 weeks service before a proportionate IPRASS payment is made on termination.

No pets are allowed inside these units or houses.

Year 1 $1,500 Year 2 $1,500 Year 3 $2,500 Year 4 $6,000 Year 5 $6,000 Year 6 $6,000 Year 7 $2,500 & Subsequent Years 12. Cash Bonus. All teaching staff after the completion of their second year of continuous service will receive a once only lump sum payment of $2,000. This bonus will only be paid for completed years not parts there of. Note: This incentive scheme is an enhancement of the IPRASS incentive. Refer clause (h) of this IPRASS Agreement.

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Thursday Island (Cairns Diocese) The IPRASS payment for Thursday Island is as follows: (a)

In years one and two, an incentive payment of $1,500 will be paid to all teaching staff.

(b)

In year three, an incentive payment of $2,500 will be paid to all teaching staff.

(c)

In year four, an incentive payment of $9,500 will be paid to all teaching staff.

(d)

In year five, an incentive payment of $10,500 will be paid to all teaching staff.

(e)

In year six, an incentive payment of $9,500 will be paid to all teaching staff.

(f)

In year seven and subsequent years, all teaching staff who remain at Thursday Island an incentive payment of $2,500 per annum will be paid.

In addition the following entitlements are available: •

Enhanced Superannuation or ITAS payment

•

Accelerated Long Service Leave

•

Reduced rental - shared accommodation ($25 per week-single / $50 per week - families)

•

Furnished units

•

Isolated Teachers Assistance Scheme (ITAS) payment as per schedule

•

Airfares to the value of $2695 for full year of teaching

•

Reasonable relocation costs

SCHOOL OFFICERS – TOWNSVILLE DIOCESE Teachers are entitled to two days extra leave per year. These days may be attached to the Easter vacation or the Christmas vacation at the discretion of the diocesan Director. In recognizing the needs of teachers the Director may seek consultation from employees as to appointing the two days, with the decision at the discretion of the Director. The provision of these two days extra leave per year to teachers shall not negatively impact on school officers’ paid work time. School officers will continue to work and be paid for these two days in accordance with their normal work arrangements.

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