/Kings_Christian_College_EB5_-_CA_510_of_2004 by Dave Tehan

QUEENSLAND INDUSTRIAL RELATIONS COMMISSION Industrial Relations Act 1999, s 156.

KING’S CHRISTIAN EDUCATION LIMITED TRADING AS KING’S CHRISTIAN COLLEGE AND QUEENSLAND INDEPENDENT EDUCATION UNION OF EMPLOYEES AND THE LIQUOR, HOSPITALITY AND MISCELLANEOUS UNION – QUEENSLAND BRANCH, UNION OF EMPLOYEES AND THE CONSTRUCTION, FORESTRY, MINING AND ENERGY INDUSTRIAL UNION OF EMPLOYEES, QUEENSLAND AND TRANSPORT WORKERS’ UNION OF AUSTRALIA, UNION OF EMPLOYEES (QUEENSLAND BRANCH) AND THE QUEENSLAND NURSES’ UNION OF EMPLOYEES AND THE SHOP DISTRIBUTIVE AND ALLIED EMPLOYEES UNION No.CA 510 of 2004 APPLICATION FOR CERTIFICATION OF THE KING’S CHRISTIAN COLLEGE – ENTERPRISE BARGAINING CERTIFIED AGREEMENT 2004 TO: The Industrial Registrar, Industrial Registry, Level 14, Central Plaza 2, 66 Eagle Street, (Corner Creek and Elizabeth Streets), Brisbane 4000, GPO Box 373, Brisbane Q 4001Phone: (07) 3227 8060, Fax: (07) 3221 6074 THE AGREEMENT, attachment A, having been made under the Industrial Relations Act 1999 on 11 October 2004 , BETWEEN King’s Christian Education Limited trading as King’s Christian College and the Queensland Independent Education Union of Employees and The Liquor, Hospitality and Miscellaneous Union – Queensland Branch, Union of Employees, The Construction, Forestry, Mining and Energy Industrial Union of Employees, Queensland, Transport Workers’ Union of Australia, Union of Employees (Queensland Branch), The Queensland Nurses’ Union of Employees, The Shop Distributive and Allied Employees Union All the parties to the agreement now seek certification of the agreement under chapter 6, part 1 of the Act. All the parties signatures appear below. The information required under the Industrial Relations Regulations 2000, section 9 and any other information in support of the application is set out in the affidavit of Terence Patrick Burke which is the attachment marked B. Particulars of current or previous certified agreements: (a) King’s Christian College Enterprise Bargaining Certified Agreement 2003 (b) King’s Christian College – Certified Agreement (c) King’s Christian College Enterprise Bargaining Certified Agreement 1998 (d) King’s Christian College Enterprise Bargaining Certified Agreement 1996 This agreement replaces the agreements in (a), (b) etc above. Dated: Form 40, R.139(1).

CA 262 of 2003 CA 280 of 2001 CA 552 of 1998 CA 221 of 1996

Signed for Kingâ&#x20AC;&#x2122;s Christian Education Limited:

signed

witness to sign

print name

position, title office, etc

Signed for the Queensland Independent Education Union of Employees:

signed

witness to sign

print name

position, title office, etc

Signed for Liquor, Hospitality & Miscellaneous Union of Employees â&#x20AC;&#x201C; Queensland Branch:

signed

witness to sign

print name

position, title office, etc

Signed for The Construction, Forestry, Mining and Energy, Industrial Union of Employees, Queensland: signed

witness to sign

print name

position, title office, etc

Signed for the Transport Workers Union of Australia, Union of Employees (Queensland Branch):

signed

witness to sign

print name

position, title office, etc

Signed for the Queensland Nurses Union of Employees: signed

witness to sign

print name

position, title office, etc

Signed for the Shop Distributive and Allied Employees Union:

signed

witness to sign

print name

position, title office, etc

This agreement is certified under the Industrial Relations Act 1999, chapter 6, part 1. (Signature) (name of commissioner)

Industrial Commissioner

Filed on

, certified by the commission and given Register No (day, month and year)

(number and year)

in the Certified Agreements Register. Dated (day, month and year)

Operative date:

Industrial Registrar

(Last page)

PARTICULARS OF THE EMPLOYER Name: King’s Christian Education Limited Business address: 68 Gemvale Road, Reedy Creek QLD 4228 Address for service: As Above Phone number or contact phone number: (07) 5593 4600 Fax number: (07) 5593 4795 E-mail address (if any): PARTICULARS OF OTHER PARTIES: Name: Mr John Rossato of the Queensland Independent Education Union of Employees Residential or business address: 346 Turbot Street, Spring Hill QLD 4000 Address for service: As Above Phone or contact phone number: (07) 3839 7020 Fax number: (07) 3839 7021 E-mail address: jrossato@qieu.asn.au Name: The Liquor, Hospitality and Miscellaneous Union of Employees – Queensland Branch Residential or business address: 74 Astor Terrace, Spring Hill QLD 4000 Address for service: As Above Phone or contact phone number: (07) 3016 2600 Fax Number: (07) 3832 4232 E-mail address: lhmuqld@lhmu.org.au Name: Construction, Forestry, Mining and Energy, Industrial Union of Employees, Queensland Residential or business address: 366 Upper Roma Street, Brisbane QLD 4000 Address for service: As above Phone or contact phone number: (07) 3236 2355 Fax number: (07) 3236 2230 Name: Transport Workers’ Union of Australia (Queensland Branch) Residential or business address: 11 Alexandra Place, Murarrie, QLD 4172 Address for service: As Above Phone or contact phone number: (07) 3890 3066 Fax number: (07) 3890 1105 Name: The Queensland Nurses’ Union of Employees Residential or business address: 56 Boundary Street, West End QLD 4101 Address for service: As Above Phone or contact phone number: (07) 3840 1444 Fax number: (07) 3844 9387 Name: The Shop Distributive and Allied Employees Union Residential or business address: 146 Leichhardt Street, Spring Hill QLD 4000 Address for service: As Above Phone or contact phone number: (07) 3832 3303 Fax number: (07) 3832 0168

1 Attachment A (See Chapter 6, part 1, of the Act, regulation, part 4 & rules, part 10, in particular r.140)

ARRANGEMENT Clause No. and Clause Subject

Page No.

1. PRELIMINARY

1.1.

Title

1.2.

Application

1.3.

Date and Period of Operation

1.4.

Posting of Agreement

1.5.

Single Bargaining Unit

2. RELATIONSHIP TO AWARDS

2.1.

Relationship with Parent Awards

2.2.

Procedures for Preventing and Settling Disputes

2.3.

Consultative Arrangements for Continuous Improvement

3. RELATIONSHIP TO AIMS OF THE SCHOOL

3.1.

Mission Statement

3.2.

Statement of Faith

3.3.

Code of Ethics

3.4.

Objectives of the Agreement

3.5.

Acknowledgment

4. WAGES

4.1.

Wage Increases

4.2.

No Further Increases

5. PRODUCTIVITY MOTIVATED CHANGES

5.1.

Learning and Teaching

5.2.

Appraisal Process

5.3.

Professional Development

5.4.

Total Quality Management - Quality Assurance

5.5.

Hours of Duty - Teaching Staff

5.6.

Hours of Duty â&#x20AC;&#x201C; Pre-school and Childcare Centre

5.7.

Maximising Student Learning Time

5.8.

Class Sizes

5.9.

Occupational Health and Safety

5.10.

Anti Bullying Policy

5.11.

Union Recognition and Membership

5.12.

Cost Savings

5.13.

Bus Driversâ&#x20AC;&#x2122; Licences

5.14.

Induction Procedures for All New Employees

5.15.

Student Reporting

5.16.

Commitment to the College Environment

5.17.

Communications

5.18.

Strategic and Operational Plan Responding to Client Needs

5.19.

Staff as Role Models

5.20.

Other Employment and Conflicts of Interest

5.21.

Unauthorised Use or Disclosure

5.22.

School Officer Classification

5.23.

Nurses

5.24.

Student Health and Medications

6. NON SALARY BENEFITS

6.1.

Salary Packaging

6.2.

Income Protection Insurance

6.3.

Long Service Leave

6.4.

Pro Rata Long Service Leave

6.5.

Maternity Leave

6.6.

Use of Technology

6.7.

Positions of Added Responsibility (PAR's)

6.8.

Superannuation

7. SAVING CLAUSE

8. FUTURE RE-NEGOTIATION OF AGREEMENT

8.1.

Renewal or Replacement of Agreement

APPENDIX ONE - WAGE INCREASES

APPENDIX 2 - POSITIONS OF ADDED RESPONSIBILITY

3 1.

PRELIMINARY 1.1.

Title This Agreement shall be known as the King's Christian College - Enterprise Bargaining Certified Agreement 2004.

1.2.

Application This Agreement shall apply to King's Christian College and its Employees and to the Unions signatory to this Agreement hereafter referred to as the Parties.

1.3.

Date and Period of Operation This Agreement shall operate from 1 July 2004 and shall have a nominal expiry date of 30 June 2007. The Agreement may only be terminated by any of the Parties to the Agreement in the manner prescribed in Section 172 and 173 of the Industrial Relations Act 1999. The Parties shall commence negotiations four (4) months prior to the expiry of this Agreement for the purpose of negotiating a further enterprise agreement.

1.4.

Posting of Agreement A copy of this Agreement shall be exhibited in a conspicuous and convenient place so as to be easily read by all Employees.

1.5.

Single Bargaining Unit For the purposes of negotiating this Enterprise Agreement, a Single Bargaining Unit (SBU) has been established consisting of Employee, Union and Management representatives.

RELATIONSHIP TO AWARDS 2.1.

Relationship with Parent Awards This Agreement shall be read and interpreted in conjunction with Awards having application to or adopted for the purposes of Section 160 and 163 of the Industrial Relations Act 1999 as set out hereunder except as varied by the terms of this Agreement -

Teaching Staff

Teachers’ Award - Non-Governmental Schools,

Early Childhood

Childcare Industry Award - State

School Officers

School Officers' Award - Non-Governmental Schools

Nurses

Nurses’ Award - State

Ground Staff

Greenkeeping Industry Award - State

Cleaners and Caretakers

Miscellaneous Workers' Award - State

Uniform Shop Employees

Retail Industry Interim Award – State;

Bus Drivers

Motor Drivers' etc. Award - Southern Division

This Agreement shall be read and interpreted in conjunction with existing Awards. In the event of any inconsistency with existing Awards, the terms of this Agreement will take precedence. The Parties to this Agreement recognise that staff may be employed as either full time, part time or casual, across all Awards covered by this Agreement.

2.2.

4 Procedures for Preventing and Settling Disputes The matters to be dealt within this procedure shall include all grievances or disputes between an Employee and the Employer in respect to any industrial matter, including the terms and conditions of this Agreement, 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.

2.3.

2.2.1.

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.

2.2.2.

If the grievance or dispute is not resolved under sub-clause (b) 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 five (5) days after the request by the Employee or the Employee's representatives.

2.2.3.

If the grievance or dispute is not resolved under sub-clause (c) hereof, the Employee or the Employee's representative may refer the matter to the College Board for discussion. Such discussion should, if possible, take place within seven (7) days after the request by the Employee, or at the next scheduled College Board meeting.

2.2.4.

If the grievance or dispute is still unresolved after discussions listed in sub-clause (d) hereof, the matter shall, in the case of a member of a relevant Union, be reported to the State Secretary of the relevant Union of Employees and the relevant senior management of the Employer or the Employer's nominated industrial representative. An Employee who is not a member of the Union may report the grievance or dispute to senior management or the Employer's nominated industrial representative. This should occur as soon as it is evident that discussions under subclause (d) hereof will not result in resolution of the dispute.

2.2.5.

If, after discussion between the Parties, or their nominees mentioned in sub-clause (e), the dispute remains unresolved after the Parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given in pursuance of Section 239 of the Industrial Relations Act 1999.

2.2.6.

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

2.2.7.

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.

2.2.8.

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.

2.2.9.

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.

2.2.10.

Discussions 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 pursuant to Section 239 of the Industrial Relations Act 1999.

Consultative Arrangements for Continuous Improvement 2.3.1.

The Parties to this Agreement are committed to co-operation and consultation as part of the climate and culture of the College. The Parties also accept that according to the authority and responsibility structure of the College, final decision making remains the prerogative of the Principal/Employing Authority. The Principal/Employing Authority, in coming to decisions, is committed to the process of consultation with Employees. The College has already in place a number of structures to facilitate consultation and to advise the Principal/Employing Authority in decision making. These structures include: (a) regular meetings of Staff, Middle Management and Committees;

5 (b) an Executive Committee of Senior Staff; (c) other committees or groups set up from time to time by the Principal for a special purpose; (d) various committees or officers appointed according to Government regulation (e.g. Workplace Health and Safety). 2.3.2.

A College Enterprise Bargaining Consultative Committee is also an important element in the consultative structure within the College. It provides a mechanism to ensure that all people affected have an opportunity to participate in the implementation and monitoring of the Enterprise Bargaining Agreement at the College level. Such an arrangement acknowledges the requirement for an atmosphere of mutual trust and co-operation. The purpose of the College Enterprise Bargaining Consultative Committee is to: (a) provide an environment for greater two-way communication; (b) establish a forum in which Employees are able to participate in the implementation of the Enterprise Bargaining initiatives; (c) provide management with the opportunity to utilise Employee knowledge and experience; (d) address issues and provide advice to the College regarding matters arising from this Agreement.

2.3.3.

The College will establish its own Enterprise Bargaining Consultative Committee, and determine its charter including allocation of time for meetings. The College Enterprise Bargaining Consultative Committee will reflect the relevant staffing structure of the College according to the matters under discussion. Members shall be drawn from: (a) Two (2) persons appointed by Employing Authority; (b) One (1) Union member elected by QIEU College Chapter; (c) Three (3) Members, one elected from each of the following areas-. Teaching, School Officer and other Non-Teaching staff. When appropriate, other relevant personnel may be co-opted for input on specific issues.

RELATIONSHIP TO AIMS OF THE SCHOOL 3.1.

Mission Statement Educating students in Christian leadership for tomorrow's generation. Key Commitments:

3.2.

3.1.1.

The Great Commandment of Jesus Christ is to express His love towards one another within the community of King's Christian College;

3.1.2.

The Great Commission of Jesus Christ is to avail ourselves of the evangelistic opportunities amongst the community of King's Christian College;

3.1.3.

To develop a Christian spirituality that is relevant to our contemporary Australian culture yet seeks to transform it;

3.1.4.

To develop a curriculum that is consistent with the claims of the Lordship of Jesus Christ.

Statement of Faith As staff of a Christian College we affirm: 3.2.1.

That we believe in and shall also seek studentsâ&#x20AC;&#x2122; response to God's self-revelation by coming to know God as a personal God, to imitate the characteristics of God and to glorify God in their character and action.

3.2.2.

That we believe in and shall also seek studentsâ&#x20AC;&#x2122; response to the redemptive work of Jesus Christ by accepting in faith Jesus Christ as Saviour and by growing in faith with Jesus Christ as Lord.

3.2.3.

3.3.

3.4.

6 That we believe and shall also seek students to respond to the empowering of the Holy Spirit in equipping them to serve the cause of Christ in their lives.

3.2.4.

That we believe in and shall also seek studentsâ&#x20AC;&#x2122; response to God's truth by understanding, knowledge and wisdom that has an integrative relationship with the Bible.

3.2.5.

That we believe in and shall also seek studentsâ&#x20AC;&#x2122; response to God's creation within the framework of God's glory, man's benefit and sin's disorder.

Code of Ethics 3.3.1.

We recognise that parents have the prime responsibility for the education of their children and we endeavour to assist them towards this end.

3.3.2.

We are to have due regard for those in authority, and care to those in our charge.

3.3.3.

We endeavour to be good models in conduct, dress and attitude to those within and outside the College community.

3.3.4.

We seek to foster relationships in a spirit of honesty and service to one another as we are all a part of the body of Christ.

3.3.5.

We believe the purpose of discipline is always restoration of relationship with God and other persons concerned, and disciplinary measures should be carried out in an atmosphere of grace and justice.

3.3.6.

We should be good models of stewardship and encourage those in our care to do likewise.

Objectives of the Agreement By acknowledging the relationship between the College's management and staff, this agreement provides a framework for the development of the following shared objectives:

3.5.

3.4.1.

to provide opportunities for families to choose King's Christian College as a school to work in partnership with them in the education of their children;

3.4.2.

to ensure the commitment of the staff to the Mission Statement, Statement of Faith and Staff Code of Ethics at King's Christian College;

3.4.3.

to encourage a culture of striving for continual improvement for quality in all areas of the College's operations through collaborative and consultative decision-making processes;

3.4.4.

to enable the development of a staff with a wide range of giftings to become highly skilled, efficient and flexible to respond to the changing demands in education;

3.4.5.

to enable any benefit of enhanced service delivery to be shared equitably between management, staff and better resources for the further growth and development of the school;

3.4.6.

to foster relationships in a spirit of honesty and service to one another as we are all part of the body of Christ;

3.4.7.

to promote parents as the prime educators of their children and to endeavour to assist them towards this end.

Acknowledgment The Parties to this Agreement acknowledge and agree to work towards the achievement of the College Mission Statement detailed in clause 3.1. The Parties also agree to support the Statement of Faith (clause 3.2) and, by their actions and words, endorse the Key Commitments of clause 3.1.

7 As the items in clauses 3.1 – 3.3 form the raison d’etre for the College’s establishment and its ongoing success, the Parties to this Agreement commit themselves to an active Christian lifestyle of faith and practice by such things as regular attendance at staff devotions and at a Christian church of their choice. Should a situation arise where there is doubt about a particular staff member’s commitment to the ethos of the College as noted above, a number of measures may be employed to determine both the cause of the problem and ways to help restore the spiritual vitality of the person concerned. Such measures may include:

3.5.1.

Discussion with the staff member where concern of the issue is brought to his/her notice

3.5.2.

Consultation the with staff member’s pastor regarding his/her church attendance and ongoing walk with the Lord

3.5.3.

Counselling with the staff member concerned with the aim of restoring his/her relationship with God.

WAGES 4.1.

Wage Increases Wage increases applicable during the life of this Agreement are provided in Appendix 1. 4.1.1.

A 3.8% wage increase for all staff from the first pay period in July 2004.

4.1.2.

A 3.5% wage increase for all staff from the first pay period in July 2005.

4.1.3.

A 3.5% wage increase for all staff from the first pay period in July 2006.

The SBU will reconvene to consider the State Teacher wage outcomes, when it is known, and determine any variation if required. The actual salary for each classification is quantified in the attached Appendix One. 4.2.

No Further Increases There shall be no further wage increases during the life of this Agreement except where consistent with State Wage Case decisions.

PRODUCTIVITY MOTIVATED CHANGES 5.1.

Learning and Teaching The Parties agree to investigate, and where appropriate implement, consistent with the provisions of Clause 2.3, reforms from the Report of the Review of the Queensland School Curriculum 1994 that are not significantly in conflict with the College's Biblical Christian Worldview of learning and teaching. In particular, the Parties agree to consider the implementations of reform relating to the government initiatives to check literacy and numeracy achievements of students and the monitoring of student performance through the mechanism of student performance standards. The Parties also agree to consider the writing of rationales for Key Learning Areas from a Biblical Christian Worldview. Any such implementation will include provision for the in-servicing of staff.

5.2.

Appraisal Process The Parties acknowledge that an appraisal system provides opportunities for Employees to identify strengths and weaknesses, to set goals and to identify training needs. 5.2.1.

A formative appraisal process shall be maintained in keeping with the College’s mission for all staff through a consultative committee recruited by staff and the administration. In maintaining and reviewing the College's appraisal structures and processes, consideration should be given to such elements as the following:

8 (a) it should be linked with the College's goals and objectives; (b) it should be built into the operational practice of the College via training of all staff, which aims to build common values and understandings of the structures and processes; (c) it is developmental and focuses on improvement and development of individuals; (d) it should be directly linked to a clearly articulated statement of agreed expectations of the staff member(s). The emphasis is on objective data; (e) it provides for a variety of information collection processes; (f) it needs to be flexible to allow for changes and modifications within the stated framework; (g) it makes provision for the allocation of adequate resources to operate the process. 5.3.

Professional Development The Parties are committed to enhancing the skills of Employees through the provision of both internal and external professional development and training, within the College's resource capacity and linked to:

5.4.

5.3.1.

the goals of the College and its wider needs;

5.3.2.

the personal goals of Employees as related to their work;

5.3.3.

the appropriateness to the Employees;

5.3.4.

the College's appraisal system.

Total Quality Management - Quality Assurance The Parties agree to establish structures and by agreement, to implement (where appropriate) Total Quality Management mechanisms. 5.4.1.

Such mechanisms will be based on a commitment to: (a) co-operate at all levels to achieve quality in education and best practice; (b) individual responsibility for the quality of one's own work; (c) eliminate waste in terms of both time and materials; (d) the continuous improvement process through the use of appropriate strategies.

5.5.

Hours of Duty - Teaching Staff The Parties agree to the following terms, conditions and quanta relating to the allocation of duty to primary and secondary staff. 5.5.1.

Teaching staff shall be required for duty during the teaching school year, which shall be thirtynine (39) weeks maximum. Additionally, teaching staff agree to three (3) days of professional development in non-term time.

5.5.2.

Maximum hours of duty per week for both primary and secondary teachers will be 31.5 hours. (a) Maximum contact hours will be as follows: (i)

Secondary: 21 hours 30 minutes

(ii) Primary:

25 hours 30 minutes

Contact time includes programmed teaching, sport, activities, assembly and Chapel. (b) Minimum non-contact time will be as follows:

(i)

9 Secondary: Twenty (20) percent of actual contact time, excluding assembly, chapel, programmed sport and activities

(ii)

Primary:

Two (2) hours

(c) Teaching staff shall be provided with fifty (50) minutes of paid morning-tea time per week. Other meal breaks are unpaid. (d) The balance of the 31.5 hours shall be made up by other duties, which include: (i)

devotions;

(ii)

playgrounds;

(iii) staff meetings and assemblies; (iv) parent-teacher conferences; (v)

sport supervision and training.

(e) Teaching staff are expected to work an additional twelve (12) hours, per semester for such activities as awards nights, evening parent-teacher interviewing and the like. (f) Overtime shall apply as per the Teachers' Award - Non-Governmental Schools. 5.6.

Hours of Duty â&#x20AC;&#x201C; Pre-school and Childcare Centre Teaching staff shall be required for duty during the Centre's school year which shall be 48 weeks. The maximum hours of duty per fortnight shall be 76 hours and shall not exceed 8 ordinary hours per day except by mutual agreement with the Employer where the maximum may be 10 ordinary hours a day. Teaching staff will be involved in 3 days of professional development, taking place at the beginning of any school term. Additionally, staff will attend professional development courses in term time throughout the year by mutual agreement with the Employer. Teaching staff shall be provided with a: 5.6.1.

30 minute meal break not later than 5 hours after commencing work and where an Employee is employed for at least 6 hours;

5.6.2.

rest pause of 10 minutes duration in the first half and second half of each day worked as per the Child Care Act 2003.

5.6.3.

two (2) hour programming time per week as from 1 January 2005.

It is anticipated that teaching staff participate in other duties on a weekly basis, namely staff meetings and devotions. These activities are seen by the Employer to be an important part of developing staff unity and assisting in the efficient implementation of the Centre's program. Teaching staff may additionally perform up to four (4) hours per semester for such activities as special parent evenings. 5.7.

Maximising Student Learning Time The Parties acknowledge that the aims of efficiency and effectiveness can be enhanced by reviewing existing College activities with the view to establish protocols that maximise student learning. 5.7.1.

The Parties agree to examine the relevant issues including the following: (a) the use of in-service days; (b) reporting process; (c) structure of the school day;

10 (d) activities outside the classroom. A schedule of term dates, student-free days and curricular activities (i.e. excursions, retreats) will be established. Where variation to this schedule is contemplated, such variation shall be by agreement of those Parties affected. 5.8.

Class Sizes The Parties agree that the optimum class size should not exceed 30 in Years 3 through 12. Whenever possible, Year 1 should have a maximum of 25 students and Year 2 a maximum of 28 students. The College agrees to examine the feasibility of providing additional aide time where class sizes exceed the above limits. The Parties acknowledge that with increased subject offerings and complexities of timetabling, the school limits will not be achieved in all cases.

5.9.

Occupational Health and Safety Through an educational approach, all Employees at the College agree to embrace occupational health and safety issues as an inherent part of their job function. It is acknowledged that a genuine commitment to the totality of occupational health including safety will result in an improved quality of working life through environmental change and a more productive workforce.

5.10.

Anti Bullying Policy The Parties to this Agreement recognise the work of the Working Party established to develop an anti bullying policy and procedure and that this will continue during the life of the Agreement.

5.11.

Union Recognition and Membership King's Christian College recognises the Unions signatories to this Agreement as being the Unions that shall have exclusive representation of Union Employees in classifications covered by this Agreement. 5.11.1.

Accordingly, the College undertakes to inform all new staff: (a) of their relevant Union; (b) that Union membership is not discouraged.

5.12.

Cost Savings The Parties are to examine and implement, where appropriate, areas of cost saving including energy usage and waste elimination and any other issues identified as producing a significant, ongoing benefit to the College. Each Teacher is responsible for the tidiness of his/her homeroom and its immediate precincts and for the roomâ&#x20AC;&#x2122;s security. Each afternoon windows and doors shall be closed and secured lights and fans switched off. Should a teacher be in their homeroom after 9.30 p.m. on weekdays or 5.00 p.m. on weekends, the Caretaker needs to be informed.

5.13.

Bus Driversâ&#x20AC;&#x2122; Licences The College shall reimburse to persons authorised by the College to obtain bus licences, any costs associated with the obtaining of those licences by staff for College use.

5.14.

Induction Procedures for All New Employees

11 The Parties agree to review the existing induction procedure and expand this program to include all new Employees. 5.14.1.

Such an induction program shall include: (a) provision of a duty statement; (b) identification of lines of support; (c) provision of material relevant to the ethos and mission of King's Christian College, specifically including the Staff Code of Ethics; (d) provision of documents relevant to the policies and procedures of King's Christian College; (e) provision of information documents relevant to superannuation entitlements and options; (f) provision of this Certified Agreement.

5.15.

Student Reporting The Parties agree to review existing student reporting structures and processes with a view to enhancement. 5.15.1.

The review shall seek to identify student reporting structures processes which are: (a) consistent with the nature of student learning and teacher instruction; (b) consistent with agreed objectives of student reporting; and (c) open to greater efficiencies using technology.

5.16.

Commitment to the College Environment The College management and staff are committed to achieving and maintaining a classroom and campus environment that is orderly and clean and as a consequence, conducive to the academic, physical and moral welfare of the students.

5.17.

Communications The Parties acknowledge that the management of communication is fundamental to the effective operation of the College and recognise the need to monitor and continually enhance the communication within the College and between the College and its clients. 5.17.1.

The Parties agree to maintain within the College a communication strategy the objectives of which are to: (a) ensure a systematic approach to communication; (b) provide the College with better communication; (c) produce cost savings through improved efficiency in internal and external communication.

5.18.

Strategic and Operational Plan Responding to Client Needs The Strategic and Operational plan will aim to improve the College's capacity to initiate, create and confront appropriate changes so as to make it more viable, to adapt to new conditions, to solve problems, to learn from experiences and to respond to clientâ&#x20AC;&#x2122;s needs. 5.18.1.

This plan will be characterised by effective and collaborative structures and processes which: (a) promote identification of problems and issues; (b) analyse and diagnose the nature of the problem/issue;

12 (c) develop change strategies; (d) authorise the change strategies with appropriate outcome indicators; (e) evaluate the effectiveness of the undertaken interventions and re-initiate the process as necessary. 5.18.2.

In employing this process, attention will be given to: (a) the key tasks to be undertaken; (b) the fundamental structural characteristics of the College including relevant industrial legislation; (c) the appropriate resources and technology; (d) the nature and quality of the human resources; (e) customer and client focus; (f) the joint responsibility of Employer and Employees for promotion of the College by their day to day activities.

5.19.

Staff as Role Models The Parties recognise that staff provide role models for students of the College. Therefore, teaching staff note the expectation that their standard of dress, grooming and personal hygiene should be that befitting a professional. The Parties agree to observe the Dress Code, detailed in the College handbook, with appropriate standards of quality and modesty of dress. Any changes to the details in the handbook will be through consultation with the staff.

5.20.

Other Employment and Conflicts of Interest A full time Employee shall not, within the term of employment, set-up or otherwise engage in, private business or undertake other employment (paid or otherwise) which impacts (or potentially impacts) upon the Employee's employment with the College, without the express written permission of the College. An Employee shall inform the College, in writing, of any conflict of interest, or potential conflict of interest, between their duties and responsibilities as an Employee of the College and any other related interest. Failure to provide such notification will constitute a fundamental breach of the Employee's contract of employment.

5.21.

Unauthorised Use or Disclosure Unauthorised disclosure, to a third party, of the business of King's Christian College or unauthorised use or disclosure of information or property (intellectual or otherwise) will constitute, fundamental breach of the contract of employment.

5.22.

School Officer Classification The Parties agree to establish a joint working party to investigate the feasibility of implementing a variation to the School Officers’ Classification process. The working party will commence as soon as practicable and will make recommendations to the Single Bargaining Unit by the end of Semester 1 2005. It is the intention of the college to implement agreed changes to the classification process on 1 January 2006.

5.23.

Nurses During the life of this Agreement, the College, after consultation with the Queensland Nurses’ Union agrees to ensure that each nurse is accurately classified in accordance with the Nurses’ Award – State.

5.24.

Student Health and Medications The following guidelines shall be adopted and implemented by the employing authority:

5.24.1.

13 Documentation of health needs and prescribed medications (a) It is the responsibility of the School to ensure, to the best of its ability, that parents provide all relevant details of medication and/or medical requirements at the point of enrolment and when any subsequent variation occurs. This information must include a signed “authorisation form” by the parent/guardian to enable any necessary medication or treatment to be administered by the School Nurses where appropriate. This information is to be updated by the School annually or more frequently if necessary in order to assist Registered Nurses to apply their professional judgement in matters relating to the health needs of the students. (b) It is the responsibility of the School to ensure that all relevant medical information that pertains to the care of the student is provided in writing to the School by the treating medical officer of the student. Such information should provide confidential details of the medical condition, the treatment required, and prescribed medication and any other specific medical needs of the student. (c) The Registered Nurse exercises their professional judgment in liaising with other treating medical professionals.

5.24.2.

Authorisation required for non nursing staff to help with oral medications (a) Only the School Principal may authorise an employee other than a registered nurse to help a student with medications. Such authorisation must comply with Queensland Health guidelines for carers helping with medications. The authorisation must be in writing and may relate only to oral medication that has been prescribed by the medical officer and supplied as a dispensed medicine. (b) Where an employee, other than a Registered Nurse, is authorised in writing by the Principal to help a student to take prescribed medication, the medication must be contained in the dispensed container and taken in accordance with the instructions on the dispensed container. Such instructions should state specific times to be taken, dose and the method by which the medication should be taken. Once a student has taken their prescribed medication, this should be recorded and reported to the Registered Nurse. (c) Panadol and other non-prescribed (over the counter) oral medications should only be given under the supervision and direction of the Registered Nurse.

5.24.3.

Schedule 8 Medications Schedule 8 medications (e.g. Dexamphetamine, Ritalin) may only be administered by a Registered Nurse. Students must be observed to swallow Schedule 8 medications.

5.24.4.

Injections (a) Other than where a student self-administers insulin (or adrenalin/glucagen) only a Registered Nurse or medical practitioner is to administer injections. (b) The Principal may not delegate responsibility for the administration of any injection to any school employee other than the School Registered Nurse except in emergency situations in accordance with the student’s personal emergency plan.

5.24.5.

Storage of Medications (a) At all times, medications must be kept in a secure place and remain in the dispensed container supplied by the Pharmacy. Parents and students are to be advised that no medications are to be stored in the dormitory. (b) Schedule 8 medications (e.g. Dexamphetamine, Ritalin) are to be stored in a locked cupboard in the school health centre. Outside the school medications are to be retained in the control of an authorised person.

5.24.6.

Boarding Students (a) Junior School boarders are to attend the school health centre to take their medication under the direction of the Registered Nurse. The Boarding House Supervisor should advise junior boarders to attend the school health centre at the appropriate time(s) during the day. (b) Medications are to be administered by the Registered Nurses during clinic times. Medication may not be held in the student’s own possession for the purposes of self-

14 administration. The sole exception are single doses of emergency medications, which may be held by an individual student (e.g. for the initial treatment of severe allergic reaction). The Registered Nurse’s professional judgement would determine both the decision to allow the student to retain the medication and to self administer it.

5.24.7.

Outside School Activities (a) In circumstances where students are participating in outside school activities such as camps or excursions and where the Registered Nurse does not personally administer medications, the Principal may authorise a Boarding House Supervisor or other staff member to help students with their medications (including Schedule 8 medications) as per sub clause 2. (b) The staff member must observe the student take the medication and record that it has been taken. (c) The authorised teacher may help give paracetamol on school camp only with the written permission of the parent and with compliance to the College Medication Policy for Camps.

5.24.8.

Record Keeping (a) Individual student Medical Cards for Student Medications must be maintained and must contain a record of all occasions a student has a medication. (b) An entry on the student’s Medical Card is to be completed by the Registered Nurse or other employee authorised to help with the medication immediately after the medication is taken. (c) Each entry on the student’s Medical Card and/or electronic health record must contain the following:(iii) Student name (iv) Date (v)

Time

(vi) Name and dose of the medication (vii) Name and signature of the staff member giving the medication. (d) All medication cards and electronic health records are to be marked and treated as confidential. Once a card is completed it must be retained in the student’s medical file. 6.

NON SALARY BENEFITS 6.1.

Salary Packaging The Parties agree to establish a joint working party to examine the feasibility of providing salary packaging arrangements. The working party will consider the following principles in their examinations: 6.1.1.

The Employer and Employee, either individually or of a particular category, may agree to salary packaging arrangements other than to an approved superannuation fund. Where such agreement is reached, the Employee's salary shall be reduced by an amount equivalent to the salary packaged component.

6.1.2.

Such packaging arrangements shall only be available to continuing Employees. arrangement as set out in this clause must be at the Employee's request.

6.1.3.

The terms of the arrangement shall be committed to writing and signed by the Employer and Employee.

6.1.4.

A copy of the signed arrangement must be held by the Employer and a copy provided to the Employee.

6.1.5.

This arrangement may only be altered once per annum.

6.1.6.

The Parties further acknowledge that, within the limits prescribed in this clause, the implementation of any salary packaging arrangement shall be at the discretion of the Employing Authority.

Any

15 6.2.

Income Protection Insurance Kingâ&#x20AC;&#x2122;s Christian College will assist Employees to obtain income protection insurance at the best rates during the life of the Agreement. This insurance is to be paid for by the Employee.

6.3.

Long Service Leave All Employees accumulate a Long Service Leave entitlement at the rate of 1.3 weeks per year of completed service, from the date of engagement. Employees who accumulate ten (10) years of continuous service may access that entitlement to Long Service Leave which has been accumulated. All Employees shall have available the second and subsequent accrual of Long Service Leave following the initial accrual of 13 weeks, after seven (7) years of continuous service.

6.4.

Pro Rata Long Service Leave The Parties agree that upon death, retrenchment or total and permanent incapacity, a pro rata payment of Long Service Leave shall be made to the Employee or the Employee's representative where the Employee has served more than five (5) years of recognised service. The Parties agree that upon resignation, a pro rata payment of Long Service Leave shall be made to the Employee where the Employee has served more than seven (7) years of recognised service.

6.5.

Maternity Leave 6.5.1.

Terms and Conditions (a) Nature of leave - Maternity leave is unpaid leave.

6.5.2.

Definitions - For the purpose of this clause:(a) Employee - includes a part-time Employee but does not include an Employee engaged upon casual or seasonal work. (b) Child - means a child of the Employee under the age of one year. (c) Continuous service - means service under an unbroken contract of employment and includes:(i) (ii) (iii)

6.5.3.

any period of leave taken in accordance with this clause; any period of part-time employment worked in accordance with this clause; or any period of leave or absence authorised by the Employer or by the Award.

Eligibility for Maternity Leave An Employee who becomes pregnant, upon production to the Employer of the certificate required by sub-clause (6.5.3) hereof, shall be entitled to a period of up to 52 weeks maternity leave. Subject to sub-clauses (6.5.5) and (6.5.8) hereof, the period of maternity leave shall be unbroken and shall include a period of at least six (6) weeks' compulsory leave. An Employer, by not less than 14 days' notice in writing to the Employee, may require the Employee to leave any time within the six (6) weeks immediately prior to the presumed date of confinement. The Employee must have had at least 12 calendar months continuous service with that Employer immediately preceding the date upon which the Employee proceeds upon such leave.

6.5.4.

Certification At the time specified in sub-clause (6.5.4) the Employee must produce to the Employer:(a) a certificate from a registered medical practitioner stating that the Employee is pregnant and the expected day of confinement; (b) a statutory declaration stating particulars for the period of maternity leave the Employee will not engage in any conduct inconsistent with the Employee's contract of employment.

17 6.5.5.

Notice Requirements (a) An Employee shall, not less than ten (10) weeks prior to the presumed date of confinement, produce to the Employer the certificate referred to in provision (1) of subclause (6.5.3). (b) An Employee shall give not less than four (4) weeks' notice in writing to the Employer of the date upon which the Employee proposes to commence maternity leave, stating the period of leave to be taken and shall, at the same time, produce to the Employer the statutory declaration referred to in provision (2) of sub-clause (6.5.3). (c) An Employee shall not be in breach of this clause as a consequence of failure to give the stipulated period of notice in accordance with provision (2) hereof, if such failure is occasioned by the confinement occurring earlier than the presumed date. (d) Where possible, teachers are encouraged to arrange leave so it starts at the end of an academic term. (e) Subsequent maternity leave would require another 12 months qualifying period.

6.5.6.

Transfer to a Safe Job Where, in the opinion of a registered medical practitioner, illness or risks arising out of the pregnancy or hazards connected with the work assigned to the Employee make it inadvisable for the Employee to continue at the Employee's present work, the Employee shall, if the Employer deems it practicable, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave. If the transfer to a safe job is not practicable, the Employee may, or the Employer may require the Employee, to take leave for such period as is certified necessary by a registered medical practitioner. Such leave shall be treated as maternity leave for the purposes of sub-clause (6.5.9), (6.5.10), (6.5.11) and (6.5.12) hereof.

6.5.7.

Variation of Period of Maternity Leave (a) Provided the maximum period of maternity leave does not exceed the period to which the Employee is entitled under sub-clause (6.5.2) hereof:(i) (ii)

the period of maternity leave may be lengthened once only by the Employee the period may be further lengthened by agreement between the Employer and the Employee. (b) The period of maternity leave may, with the consent of the Employer, be shortened by the Employee giving not less than 14 days notice in writing, stating the period by which the leave is to be shortened. 6.5.8.

Cancellation of Maternity Leave (a) Maternity leave applied for but not commenced, shall be cancelled when the pregnancy of an Employee terminates other than by the birth of a living child. (b) Where the pregnancy of an Employee then on maternity leave terminates other than by the birth of a living child, it shall be the right of the Employee to resume work at a time nominated by the Employee which shall not exceed four weeks from the date of notice in writing by the Employee to the Employer that the Employee desires to resume work. However by mutual agreement resumption can be the commencement of a new academic term.

6.5.9.

Special Maternity Leave and Sick Leave (a) Where the pregnancy of an Employee not then on maternity leave terminates after 28 weeks, other than by the birth of a living child, then:(i)

the Employee shall be entitled to such period of unpaid leave (to be known as special maternity leave) as a registered medical practitioner certifies as necessary before the Employee's return to work;

or (ii) for illness other than the normal consequences of confinement the Employee shall be entitled, either in lieu-of or in addition to, special maternity leave to such paid

18 sick leave as to which the Employee is then entitled and which a registered medical practitioner certifies as necessary before the Employee's return to work. (b) Where an Employee not then on maternity leave suffers illness related to pregnancy, the Employee may take such paid sick leave as to which the Employee is then entitled and such further unpaid leave (to be known as special maternity leave) as a registered practitioner certifies as necessary before the Employee's return to work; provided, that the aggregate of paid sick leave, special maternity leave and maternity leave shall not exceed the period to which the Employee is entitled under sub-clause (6.5.2) hereof. (c) For the purposes of sub-clauses (6.5.9), (6.5.10) and (6.5.11) hereof, maternity leave shall include special maternity leave. (d) An Employee returning to work after the completion of a period of leave taken pursuant to this provision, shall be entitled to the position which the Employee held immediately before proceeding on such leave. Or, in the case of an Employee who was transferred to a safe job pursuant to sub-clause (6.5.5) hereof, to the position the Employee held immediately before such transfer. Where such position no longer exists but there are other positions available which the Employee is qualified for and is capable of performing, the Employee shall be entitled to a position as nearly comparable in status and pay to that of the Employee's former position. 6.5.10.

Maternity Leave and Other Leave Entitlements (a) Provided the aggregate of any leave, including leave taken under this sub-clause, does not exceed the period to which the Employee is entitled under sub-clause (6.5.2) hereof, an Employee may, in lieu-of or in conjunction with maternity leave, take any annual leave or long service leave or any part thereof to which the Employee is entitled. (b) Paid sick leave or other paid authorised Award absences (excluding annual leave or long service leave) shall not be available to an Employee during the Employee's absence on maternity leave. (c) For teachers, Maternity leave must be taken in term blocks.

6.5.11.

Effect of Maternity Leave on Employment Subject to this clause, notwithstanding any Award or other provision to the contrary, absence on maternity leave shall not break the continuity of service of an Employee but shall not be taken into account in calculating the period of service for any purpose of any relevant Award or Agreement but in accordance with s.152(4)(a) of the Industrial Relations Act 1990 shall be taken into account in calculating entitlement to annual leave to a maximum of three months. Provided that where an Employee on maternity leave does not return to the service of the Employer prior to or following completion of maternity leave and thereafter remain in the service of the Employer for a continuous period of the three months, such Employee shall forfeit the right to have any part of the period of maternity leave taken into account in calculating entitlements to or in lieu of annual leave. This proviso shall not apply in the case of termination of employment by the Employer otherwise than for serious misconduct.

6.5.12.

Termination of Employment (a) An Employee on maternity leave may terminate their employment at any time during the period of leave by notice given in accordance with the Award/Industrial Agreement relevant to that employment. (b) An Employer shall not terminate the employment of an Employee on the grounds of pregnancy or of absence on maternity leave, but otherwise the rights of an Employer in relation to termination of employment are not hereby affected.

6.5.13.

Return to Work After Maternity Leave (a) An Employee shall confirm the Employee's intention of resuming to work by notice in writing to the Employer given not less than six (6) weeks prior to the expiration of the period of maternity leave.

19 Teaching staff resuming work will commence at the beginning an academic term unless other arrangements are agreed to by the parties. (b) An Employee, upon returning to work after maternity leave or the expiration of the notice required by provision (1) hereof, shall be entitled to the position which the Employee held immediately before proceeding on maternity leave or, in the case of an Employee who was transferred to a safe job pursuant to sub-clause (6.5.5) hereof, to the position which the Employee held immediately before such transfer or in relation to an Employee who has worked part-time during the pregnancy the position the Employee held immediately before commencing such part-time work. Where such position no longer exists but there are other positions available which the Employee is qualified for and is capable of performing, the Employee shall be entitled to a position as nearly comparable in status and pay to that of the Employee's former position. 6.5.14.

Replacement Employees (a) A replacement Employee is an Employee specifically engaged as a result of an Employee proceeding on maternity leave. (b) Before an Employer engages a person to replace an Employee, the Employer shall inform that person of the temporary nature of the employment and of the rights of the Employee who is being replaced. (c) Before an Employer engages a person to replace an Employee temporarily promoted or transferred, in order to replace an Employee exercising their rights under this sub-clause, the Employer shall inform that person of the temporary nature of the promotion or transfer and of the rights of the Employee who is being replaced. (d) Nothing in this sub-clause shall be construed as requiring an Employer to engage a replacement Employee.

6.5.15.

Leave Refusal Leave not to be unreasonably refused - An Employer shall not unreasonable refuse to grant Maternity Leave, proof of which circumstance shall lie upon the Employer. An Employee refused leave under these provisions may seek redress by invoking the grievance or dispute settling procedure provided, or in the absence in such procedure notification of a dispute to the Commission.

6.5.16.

Variation The above points could be varied by mutual consent between the Employee and the Principal.

6.6.

Use of Technology The Parties agree to an ongoing review of the use of present and future technology with the intention of seeking to maximise efficiency and effectiveness. A provision will be made by the College for situations where training and professional development is required. The Parties agree that teachers are expected to participate in training, which will develop, monitor and enhance their computer skills. Where such training incurs a cost, the College will subsidise the training to a level mutually acceptable by the College and staff (teacher and non-teacher). Any variation to the agreed level of subsidy shall be re-negotiated. The Employer shall provide access to such textbooks, equipment, computer hardware and/or software, as the Principal/Employing Authority considers necessary for curriculum delivery, support or management. All such equipment shall remain the property of the College. Both the Employer and the Employee acknowledge that when such equipment, software etc. is used for private, non-College use, then both Parties will contribute to the cost involved on an agreed basis.

6.7.

Positions of Added Responsibility (PAR's) The PAR arrangements, effective from 1 January 2004 are detailed in Appendix II of this agreement.

6.8.

Superannuation

6.8.1.

20 The College agrees to provide an additional 0.5% above the legislated Superannuation Guarantee Change to all full-time, part-time and term-time employeesâ&#x20AC;&#x2122; superannuation funds as an employer contribution from the first pay period in July 2003, and 1% from July 2004, 1.5% from July 2005, 2.0% from July 2006. This will provide a total of 2.0% above the legislated Superannuation Guarantee Change. This provision excludes casual or short-term temporary employees.

6.8.2.

The additional contribution is in recognition for the additional substantial hours that staff contribute in at least three (3) of the following: (a) The Easter Art Festival; (b) Spring Fair; (c) Independent Schools Expo (d) Spotlight on Kingâ&#x20AC;&#x2122;s; (e) Open Days and the like.

SAVING CLAUSE The existing conditions and accrued entitlements of Employees employed at the date of signing shall not be reduced as a result of this Agreement coming into effect.

FUTURE RE-NEGOTIATION OF AGREEMENT 8.1.

Renewal or Replacement of Agreement Subject to satisfactory implementation of this Agreement, the Parties agree to re-open negotiations at least four (4) months prior to the expiry of this Agreement with a view to negotiating a replacement Agreement. Further, the Parties agree to monitor the implementation of the Agreement through the SBU and the School Consultative Committee and identify issues suitable for negotiation in a replacement Agreement. The Parties agree that this Certified Agreement may be varied by a further Certified Agreement in circumstances where all of the Parties genuinely agree that a variation is necessary. Any agreed variation to this Certified Agreement will be subject to the same consultation and approval process as that used for the Certified Agreement. This clause will operate pursuant to the Industrial Relations Act 1999.

21 APPENDIX ONE - WAGE INCREASES

King's Christian College Enterprise Bargaining Agreement 2004 Wage Schedule Teachers' Award - Non-Governmental Schools

Classification

BAND 1

Base from 1 July 2003

3.8%

3.5%

first pay period July 2004

first pay period July 2005

first pay period July 2006

fortnightly

annual

fortnightly

annual

fortnightly

annual

fortnightly

annual

Step 1

1364.50

35599

1416.30

36951

1465.90

38244

1517.20

39583

Step 2

1404.61

36645

1458.00

38038

1509.00

39369

1561.80

40747

Step 3

1453.27

37914

1508.50

39355

1561.30

40732

1615.90

42158

Step 4

1505.01

39264

1562.20

40756

1616.90

42182

1673.40

43658

Step 1

1547.97

40385

1606.80

41920

1663.00

43387

1721.30

44906

Step 2

1634.01

42630

1696.10

44250

1755.50

45799

1816.90

47402

Step 3

1719.93

44871

1785.30

46576

1847.80

48206

1912.40

49893

Step 4

1805.85

47113

1874.50

48903

1940.10

50615

2008.00

52387

Step 5

1891.89

49357

1963.80

51233

2032.50

53026

2103.60

54882

Step 1

1963.57

51227

2038.20

53174

2109.50

55035

2183.30

56961

Step 2

2035.36

53101

2112.70

55118

2186.60

57047

2263.20

59044

Step 3

2107.04

54971

2187.10

57059

2263.60

59056

2342.90

61123

Step 4

2178.60

56838

2261.40

58997

2340.50

61062

2422.40

63199

Snr Teacher

2274.37

59336

2360.80

61591

2443.40

63747

2529.00

65978

75.20

1962

78.00

2035

80.70

2105

83.60

2181

BAND 2

BAND 3

PAR (3.45% of B3S4)

School Officers' Award - Non-Governmental Schools Classification

Base from 1 July 2003 fortnightly

3.8%

3.5%

first pay period July 2004

first pay period July 2005

first pay period July 2006

fortnightly

annual

fortnightly

annual

fortnightly

annual

1071.26 1095.83 1120.04

1112.00 1137.50 1162.60

29011 29676 30331

1150.90 1177.30 1203.30

30026 30715 31393

1191.20 1218.50 1245.40

31077 31790 32492

Step 4

1144.60

1188.10

30996

1229.70

32081

1272.70

33204

LEVEL 2 Step 1 Step 2

1168.69 1202.40

1213.10 1248.10

31649 32562

1255.60 1291.80

32757 33702

1299.50 1337.00

33903 34882

Step 3

1217.47

1263.70

32969

1307.90

34123

1353.70

35317

LEVEL 3 Step 1 Step 2 Step 3

1217.47 1246.19 1302.79

1263.70 1293.50 1352.30

32969 33746 35280

1307.90 1338.80 1399.60

34123 34927 36515

1353.70 1385.60 1448.60

35317 36149 37793

Step 4

1339.23

1390.10

36266

1438.70

37535

1489.10

38849

LEVEL 4 Step 1 Step 2

1363.79 1400.22

1415.60 1453.40

36932 37918

1465.20 1504.30

38225 39245

1516.50 1556.90

39563 40619

Step 3

1436.66

1491.20

38904

1543.40

40266

1597.40

41675

LEVEL 5 Step 1 Step 2

1485.31 1521.75

1541.80 1579.60

40224 41210

1595.80 1634.90

41632 42652

1651.60 1692.10

43089 44145

Step 3

1558.42

1617.60

42202

1674.20

43679

1732.80

45208

LEVEL 6 Step 1 Step 2 Step 3 Step 4 Step 5

1607.78 1695.36 1783.06 1872.19 1957.75

1668.90 1759.80 1850.80 1943.30 2032.10

43540 45911 48286 50699 53015

1727.30 1821.40 1915.60 2011.30 2103.20

45064 47518 49976 52473 54871

1787.80 1885.10 1982.60 2081.70 2176.80

46641 49181 51725 54310 56791

LEVEL 1 Step 1 Step 2 Step 3

Child Care Industry Award Other than Outside School Hours Care Classification

3.8%

3.5%

first pay period July 2004

first pay period July 2005

first pay period July 2006

weekly

668.49 683.44 562.39 577.34 485.25 500.33 515.28

693.90 709.40 583.80 599.30 503.70 519.30 534.90

718.20 734.20 604.20 620.30 521.30 537.50 553.60

743.30 759.90 625.30 642.00 539.50 556.30 573.00

683.44 698.39 583.40 598.23 613.23 517.53 532.49 547.49

709.40 724.90 605.60 621.00 636.50 537.20 552.70 568.30

734.20 750.30 626.80 642.70 658.80 556.00 572.00 588.20

759.90 776.60 648.70 665.20 681.90 575.50 592.00 608.80

728.30 743.25 758.32 773.16 649.14 664.14 608.67 623.63 532.49 547.44

756.00 771.50 787.10 802.50 673.80 689.40 631.80 647.30 552.70 568.20

782.50 798.50 814.60 830.60 697.40 713.50 653.90 670.00 572.00 588.10

809.90 826.40 843.10 859.70 721.80 738.50 676.80 693.50 592.00 608.70

833.20 849.20 865.20 881.30 897.30 913.50 929.40 945.60 961.60 724.40 740.50 681.10 697.30 589.20 605.70

862.40 878.90 895.50 912.10 928.70 945.50 961.90 978.70 995.30 749.80 766.40 704.90 721.70 609.80 626.90

Base from 1 July 2003

Unqualified Director Year 1 Director Year 2 Group Leader Year 1 Group Leader Year 2 Child Care Worker Year 1 Child Care Worker Year 2 Child Care Worker Year 3 1 Year Qualified Director Year 1 Director Year 2 Group Leader Year 1 Group Leader Year 2 Group Leader Year 3 Child Care Worker Year 1 Child Care Worker Year 2 Child Care Worker Year 3 2 Year Qualified Director Year 1 Director Year 2 Director Year 3 Director Year 4 Assistant Director 1 Assistant Director 2 Group Leader Year 1 Group Leader Year 2 Child Care Worker Year 1 Child Care Worker Year 2 3 Year Qualified Director Year 1 775.53 805.00 Director Year 2 790.43 820.50 Director Year 3 805.33 835.90 Director Year 4 820.34 851.50 Director Year 5 835.25 867.00 Director Year 6 850.25 882.60 Director Year 7 865.16 898.00 Director Year 8 880.16 913.60 Director Year 9 895.07 929.10 Assistant Director 674.30 699.90 Assistant Director 2 689.30 715.50 Group Leader Year 1 633.99 658.10 Group Leader Year 2 649.01 673.70 Child Care Worker Year 1 548.45 569.30 Child Care Worker Year 2 563.76 585.20 * All assistant directors will paid at least the 2 year qualification rate.

Child Care Industry Award Other than Outside School Hours Care Classification TEACHERS

Base from 1 July 2003

3.8%

3.5%

first pay period July 2004

first pay period July 2005

first pay period July 2006

BAND 1 Step 1 Step 2 Step 3 Step 4

623.79 640.04 659.81 680.82

647.50 664.40 684.90 706.70

670.20 687.70 708.90 731.40

693.70 711.80 733.70 757.00

Step 1 Step 2 Step 3 Step 4 Step 5

695.93 730.92 765.90 800.78 835.87

722.40 758.70 795.00 831.20 867.60

747.70 785.30 822.80 860.30 898.00

773.90 812.80 851.60 890.40 929.40

Step 1 Step 2

862.57 891.76

895.30 925.60

926.60 958.00

959.00 991.50

BAND 2

BAND 3

Outside School Hours Care and Vacation Care Salaries Based on Child Care Industry Award - State Base from 1 July 2003

3.8%

3.5%

weekly

first pay period July 2004

first pay period July 2005

first pay period July 2006

Co-Ordinator

668.49

693.90

718.20

743.30

Assistant

485.25

503.70

521.30

539.50

Co-Ordinator

683.44

709.40

734.20

759.90

Assistant

517.53

537.20

556.00

575.50

Co-Ordinator

728.30

756.00

782.50

809.90

Assistant

532.49

552.70

572.00

592.00

Classification

Unqualified

1 Year Qualified

2 Year Qualified

Greenkeeping Industry Award - State

Classification

base from 1 July 2003

3.8%

3.5%

first pay period July 2004

first pay period July 2005

first pay period July 2006

fortnightly

annual

fortnightly

annual

fortnightly

annual

fortnightly

annual

1011.7

26394

1050.10

27397

1086.90

28356

1124.90

29348

1066.0

27812

1106.60

28869

1145.30

29879

1185.40

30925

1132.3

29540

1175.30

30662

1216.40

31735

1259.00

32846

1228.7

32057

1275.40

33275

1320.10

34440

1366.30

35645

Tradesperson 1

1289.1

33633

1338.20

34911

1385.00

36133

1433.50

37398

Supervisor 2

1349.3

35202

1400.60

36540

1449.60

37819

1500.40

39143

LEVEL 1 Greenkeeper Fully Supervised LEVEL 2 Greenkeeper Supervised LEVEL 3 Greenkeeper Routine Supervision LEVEL 4 Tradesperson No Supervision LEVEL 5

Motor Drivers' etc. Award - Southern Division

Classification

Base Rate from 1 July 2003

3.8%

3.5%

first pay period July 2004

first pay period July 2005

first pay period July 2006

fortnightly

annual

fortnightly

annual

fortnightly

annual

fortnightly

annual

Grade 3

1115.29

29096.80

1157.70

30202

1198.20

31259

1240.10

32353

Grade 4

1137.24

29669.57

1180.50

30797

1221.80

31875

1264.60

32991

Supervisor

1167.27

30452.87

1211.60

31610

1254.00

32716

1297.90

33861

Nursing Award 1st Inc 3.8% Classification

RN L1.1 RN L1.2 RN L1.3 RN L1.4 RN L2.1 RN L2.2 RN L2.3 RN L2.4 RN L3.1 RN L3.2 RN L3.3 RN L3.4

2nd Inc 3.5%

3rd Inc 3.5%

First pay period

1 July 2004 $/wk 670.72 699.80 726.41 755.36 900.59 917.46 936.80 956.27 992.48 1014.29 1035.97 1057.89

1 July 2005 $/wk 694.20 724.29 751.83 781.80 932.11 949.58 969.59 989.74 1027.22 1049.79 1072.23 1094.92

1 July 2006 $/wk 718.50 749.64 778.15 809.16 964.73 982.81 1003.53 1024.38 1063.17 1086.53 1109.75 1133.24

Retail Industry Award

Classification

Base Rate from 1 July 2003 weekly

Shop Assistant 1st level supervisor 2nd level supervisor Ancillary Class 4 Class 3 Class 2 - Cook Class 1 - Qualified Cook

545.19 556.93 584.11

3.8%

3.5%

first pay period July 2004

first pay period July 2005

first pay period July 2006

weekly 565.90 578.10 606.30

weekly 585.70 598.30 627.50

weekly 606.20 619.20 649.50

544.60 565.90 578.10 606.30

563.70 585.70 598.30 627.50

583.40 606.20 619.20 649.50

524.65 545.19 556.93 584.11

Miscellaneous Workers Award - State Cleaners 3.8%

3.5%

first pay period July 2004

first pay period July 2005

first pay period July 2006

Classification

Base Rate from July 2003

$492.09

510.80

528.70

547.20

$516.45

536.10

554.90

574.30

$549.99

570.90

590.90

611.60

$578.94

600.90

621.90

643.70

29 Junior Employee (calculations for juniors are a % of shop asst)

Relativity

Under 16 years 16 year 17 year 18 year 19 year 20 year

0.45 0.50 0.55 0.65 0.75 0.85

Base rate as from 1 July 2003 weekly 245.30 272.59 299.89 354.35 408.95 463.42

3.8%

3.5%

first pay period July 2004

first pay period July 2005

first pay period July 2006

weekly

254.60 282.90 311.30 367.80 424.50 481.00

263.50 292.80 322.20 380.70 439.40 497.80

Junior School Officer Employees (calculations for juniors are a % of School Officer Level 1) School Officer Level 1 1071.26 1112.00 1150.90 first pay period July first pay period July Base rate Relativity 2004 2005 as from 1 July 2003 fortnightly fortnightly fortnightly 0.45 482.10 500.40 517.90 0.50 535.60 556.00 575.50 0.55 589.20 611.60 633.00 0.65 696.30 722.80 748.10 0.75 803.40 834.00 863.20 0.85 910.60 945.20 978.30

Juniors appointed to level 2 positions or above shall be paid the appropriate rate for that level.

272.70 303.00 333.50 394.00 454.80 515.20

1191.20 first pay period July 2006 fortnightly 536.00 595.60 655.20 774.30 893.40 1012.50

30 APPENDIX 2 - POSITIONS OF ADDED RESPONSIBILITY 1. PRELIMINARY 1.1 Agreement Coverage This Agreement shall apply to those teachers appointed to positions of added responsibility whose rates of remuneration are prescribed by this Agreement and who are employed by King’s Christian College. 1.2 Determination of Structure There will be a Positions of Added Responsibility structure at King’s Christian College. The parties to this agreement accept that the determination of the College’s Positions of Added Responsibility structure is prerogative of the College Principal, and that variations to the structure may be made from time to time including during the life of this agreement. 1.3 Introduction This Schedule prescribes conditions of employment for PARs covered in this certified Agreement. 2. DEFINITIONS 2.1 PAR A PAR is defined as a teaching position within the promotional structure of the College (up to Head of School) where the incumbent may be responsible for the co-ordination of curricular and / or co-curricular duties associated with a subject(s) or subject area(s) Primary year levels or the coordination of pastoral duties, and / or behaviour management 2.2 Curricular The co-ordination of Secondary School and / or Primary School curricular, and co-curricular duties, programs and activities, associated with a subject or subject area(s) and other co-curricular areas not associated with specific subjects. 2.3 Pastoral The co-ordination of staff with pastoral duties, (including behavioural management) programs and activities, and may include the Chaplaincy staff. 2.4 Secondary school The Secondary School is defined at years 8-12. All staff covered by this clause are expected to attend Chapel and Assembly each week. 2.5 Primary The Primary School is defined at Years 1-7. All staff covered by this clause are expected to attend Chapel and Assembly each week. 3. SENIOR ADMINISTRATOR The College may appoint teachers to the position of Senior Administrator (such as Head of School, Dean, Senior Coordinator). The remuneration and release time for such positions will be determined by the College Principal and will be commensurate with the College’s expectations of such positions. 4. P-12 APPOINTMENTS The College may appoint teachers to positions which have a P-12 responsibility (eg in areas of Sport, Performing Arts, Curriculum or Computers). The remuneration and release time for such positions will be determined by the College Principal and will be commensurate with the College’s expectations of such positions. 5. SHARED RESPONSIBILITY Where an area of responsibility is shared, the PAR points will be shared between those responsible as determined by the College Principal.

31 6 POSITIONS OF ADDED RESPONSIBILITY (A) Senior Co-Ordinator or Deans An appointment to a Senior Co-ordinator or Dean position will be made by the Principal reflecting schoolâ&#x20AC;&#x2122;s Strategic and Operational Planning requirements. A person appointed to a promotional position above Level 5 but below Head of School shall be accredited with either 10 or 12 PAR points. Senior Co-Ordinator within this level of classification is defined as a senior educational leadership position. The incumbents may be responsible for the co-ordination and supervision of staff in all secondary, secondary and primary, primary, curricular, co-curricular, and/or pastoral duties, programs and activities, in addition to teaching and other classrooms duties. (B) Senior School (i) Academic The PAR level shall be determined by the following: Level 5: Where the subject(s) or subject area(s) concerned in the Senior Schools occupies at least 70 hours in the weekly teaching program, a Level 5 PAR shall be appointed. Level 4: Where the subject(s) or subject area(s) concerned in the Senior School occupies at least 50 hours in the weekly teacher program, a Level 4 PAR shall be appointed. Level 3: Where the subject(s) or subject area(s) concerned in the Senior School occupies at least 30 hours in the weekly teacher program, a Level 3 PAR shall be appointed. Level 2: Where the subject(s) or subject area(s) concerned in the Senior School occupies at least 20 hours in the weekly teacher program, a Level 2 PAR shall be appointed. Level 1: Where a teacher has sole responsibility for the co-ordination of the subject(s) or subject area(s) concerned in the Senior School, and the subject(s) or subject area(s) are not under another Co-coordinator or Head of Department, a Level1 PAR shall be appointed. Level 1 may also be used to accommodate emergent short term needs of the College. A teacher who is appointed as a PAR (Senior School Academic) shall be entitled to additional remuneration and time release as set out in the following table: Level

Total PAR Unit Allocation

Minimum Salary Allowance

Minimum Time Release

5 4 3 2 1

8 6 4 3 1 or 2

2 2 1 1

PAR Units agreed to between Principal and Teacher 4 2 2 1 1 or 2

The College always reserves the right to determine which subjects will be grouped together under a Co-ordinator or Head of Department. It also reserves the right to alter such groupings from time to time to suit the needs of the College as determined by the Principal. The level one total PAR Unit Allocation of 1or 2 units will be applied at the discretion of the Principal. (ii)

Pastoral

Pastoral Care is an integral part of the work of Kingâ&#x20AC;&#x2122;s Christian College. The structure of positions of added responsibility in Pastoral Care will vary as the need changes within the College. It will include Counselors, Year Coordinators, Heads of Houses and other such positions. Teachers appointed to positions which involve administrative responsibility with the pastoral care program may be remunerated as follows:

32 Position

Year Coordinators Head of Houses

Total PAR Unit Allocation 6

Minimum Salary Allowance 1

Minimum Time Release 3

PAR Units agreed to between Principal and Teacher 2

2.5

1.5

(C) PRIMARY SCHOOL The Primary school has a lead teacher in each grade. Lead teachers shall be remunerated as follows: Position

Salary Allowance

Additional Time Allowance

3 classes in grade

1 PAR unit

40 mins

4 classes in grade

1½ PAR unit

60 mins

5 classes in grade

2 PAR unit

80 mins

(D) OTHER (i)

The College may appoint teachers to Other Positions of Added Responsibility (such as Vocational Education Co-ordinator, Careers Adviser, Biblical Studies Co-ordinator, etc.) The remuneration and release time for such positions will be determined by the College Principal and will be commensurate with the College’s expectations of such positions.

REMUNERATION

(a)

For the purpose of determined the appropriate remuneration and release time for each leave of PAR, one unit of allowance and one unit of release time shall be calculated as follows: •

For teachers who have been on Band 3 Step 4 for at least 12 months the remuneration value for the first point of allowance is equivalent to the difference between the Senior Teacher salary scale and Band 3 Step 4 salary scale. Each subsequent point of allowance is equivalent to 3.45% of Band 3 Step 4.

•

For teachers who have not been on Band 3 Step 4 for at least 12 months one unit of allowance is equivalent to 3.45% of Band 3 Step 4.

•

One unit of release is equivalent to approximately 40 minutes per week or one high school period.

(b)

The allowance is determined by the pay schedule of the Certified Agreement and payable for all purposes of the relevant Award and this Certified Agreement.

(c)

The distribution of the total unit allocation identified in column five in the table at 6 (A) (i) shall be between the Principal and individual teacher by mutual agreement. The distribution of the total unit allocation may be reviewed each year and varied by mutual agreement. Should agreement not be reached the PAR unit allocation shall be equally distributed between the salary allowance and time release provided that this can be facilitated within time-tabling and other requirements of the College. In such cases the Principal will make the final determination.

SELECTION PROCESS

Appointment to the position of PAR shall be at the discretion of the Principal. The suitability of an applicant for a position will be based on the requirements of the job description and general College needs. 9.

TENURE

A Teacher who is appointed to an academic promotional position level 4 above in high school or senior co-ordinator in primary school shall retain that position except where: (1)

the teacher’s performance has been found deficient by a formal performance review process; or

(2)

33 the existing promotional position has been abolished or

(3)

the existing promotional position has been abolished and a new position has been declared open and the applicant fails to be reappointed to such a position;

(4)

the provisions of sub clauses (2) and (3) shall only be applied in circumstances where the College has undertaken academic and/or administrative change that has resulted in an alteration to the duties and/or responsibilities of the existing position.

10.

ACCOUNTABILITY

The College and its staff recognize that the face of education in Australia is currently changing rapidly and is likely to continue to do so. In this context, all staff members who hold Positions of Added Responsibility will be accountable to: •

Achieve the performance outcomes required within the College’s Strategic Operational Plan

•

Achieve a high level of student and parent satisfaction in their area of responsibility

•

Maintain in their area of responsibility, a “cutting edge” level of development in terms of programs, teaching methodology, Information Technology, and forward planning

•

Maintain currency in their field of responsibility through personal reading, study and professional development

•

Maintain a clear vision for the development of their area of responsibility in line with the College’s Strategic Operational Plan and current education trends

•

Consistently support and reflect the College’s ethos in their personal and professional lives

•

Present to the Head of School each year by October 31, a Departmental report which outlines the above in addition to any other areas which demonstrate the particular achievements or directions of the Department. This will be discussed and appraised.

11.

CONTRACT OF EMPLOYMENT

A teacher appointed to a Position of Added Responsibility under this Schedule shall be provided with a letter of appointment which sets out the following: (a)

The Level allocated to the position; and/or

(b)

The distribution of the total allocation of salary and time release. This distribution may be varied on an annual basis by mutual agreement. However, where such variation occurs, this variation is detailed in writing.

12.

SUPPLEMENTARY PAR POINTS

Supplementary PAR Points (over and above the contracted number) may be allocated by the College Principal at his/her discretion for a fixed period of time to meet the particular needs of the College’s Strategic Operational Plan at that time. 13.

TRANSITIONAL ARRANGEMENTS

The date of operation of this Schedule is 1 January 2004. The parties agree that the contents of this schedule may be phased in during Semester 1 2004. The phrasing will be completed by the end of Semester 1. An employee appointed to a PAR position in accordance with this schedule will be paid the full allowance from 1 January 2004. The parties agree that all appointments and responsibilities under the previous PAR arrangements will come to an end by the end of Semester 1, 2004 at the latest.

Attachment B I, Christopher Russell Seymour, the deponent, of Queensland Independent Education Union of 346 Turbot Street, Spring Hill 4000 make oath as follows – 1. I am the Assistant General Secretary of Queensland Independent Education Union and I am authorised under the Act and rules to make this affidavit. 2. The agreement, attachment A is not for a new business, a project agreement or a multi-employer agreement. 3. The agreement is made with six (6) employee organisations. 4. The full names and addresses of the employee organisations are– The Queensland Independent Education Union of Employees 346 Turbot Street, Spring Hill Qld 4000 The Liquor, Hospitality and Miscellaneous Union of Employees – Queensland Branch 74 Astor Terrace, Spring Hill Qld 4000 Construction, Forestry, Mining and Energy, Industrial Union of Employees, Queensland 366 Upper Roma Street, Brisbane Qld 4000 Transport Workers’ Union of Australia Union (Queensland Branch) – Union of Employees 11 Alexandra Place, Murarrie, Qld 4000 The Queensland Nurses’ Union of Employees 56 Boundary Street, West End Qld 4101 The Shop Distributive and Allied Employees Union 146 Leichhardt Street, Spring Hill Qld 4000 5. The employer, King’s Christian Education Limited trading as King’s Christian College of 68 Gemvale Road, reedy Creek Qld 4228 is in the education industry. 6. The name of the relevant awards are the: Teachers’ Award – Non-Governmental Schools Childcare Industry Award – State School Officers’ Award – Non-Governmental Schools Nurses’ Award – State Greenkeeping Industry Award – State Miscellaneous Workers Award – State Retail Industry Interim Award – state Motor Drivers’ etc. Award – Southern Division 7. The address at which the employees to be covered by the agreement are employed is 68 Gemvale Road, Reddy Creek Qld 4228 8. The number of female employees to be covered by the agreement is 93. 9. The number of male employees to be covered by the agreement is 52. 10. The number of apprentices to be covered by the agreement is 0.

11. The number of trainees to be covered by the agreement is 0. 12. The name and address of the employer to be bound by the agreement is King’s Christian Education Limited trading as King’s Christian College at 68 Gemvale Road, Reedy Creek Qld 4228. 13. This is not a project agreement. 14. The persons who negotiated the agreement were: Employee Representatives Guy Lawson – Teacher Lynn Lawson – Child Care Director Adam Muir – Groundsman George Hudson – Bus Driver Suzanne McLean – School Officer (A/c’s Dept) Leah Barnard – Primary Teacher John Rossato – QIEU Organiser Employer Representatives Rees Davis – Principal Glenn Maleham – High School, Head Lorraine Oswald – Head of Primary Grahame Illguth – Operations Manager. 15. The average percentage by which the wages of the employees to be covered by the agreement will increase under the agreement compared with wages before the agreement is 3.6%. 16. The average percentage by which the wages of the employees to be covered by the agreement will decrease under the agreement compared with wages before the agreement is ). 17. The nominal expiry date of the agreement is 30 June 2007. 18. The steps taken to ensure compliance with section 143 of the Act were QIEU advised the other proposed parties to the Agreement and that it was out intention to negotiate an Agreement. Negotiations did not commence until at least 14 days after this advice was given. 19. The steps taken to ensure compliance with section 144 were that employees were provided with a copy of the proposed agreement more than 14 days before the ballot and were provided with an explanation regarding the affects of the proposed agreement. The results of the ballot were 129 accepting the ballot, 5 rejecting and 11 not returned. 20. This is not a project agreement 21. The employer did not coerce, or attempt to coerce, any relevant employee not to make a request to a relevant employee organisation to be represented by the employee organisation in negotiating with the employer about the agreement. 22. The employer did not coerce, or attempt to coerce, any relevant employee into withdrawing a request made by the employee to a relevant employee organisation for the relevant employee organisation to represent the employee in negotiating the agreement. 23. The procedures for preventing and settling disputes are set out in clause 2.2. 24. The further information in support of this application is the supplementary Affidavit.

25. The requirement of s156(1)(1)(i) of the Act is meet because the employer remunerates all men and women employees of the employer equally for work of equal or comparable value. 26. The agreement, to the best of my knowledge and belief, passes the â&#x20AC;&#x2DC;no disadvantage testâ&#x20AC;&#x2122; under chapter 6, part 1, division 3 of the Act. I affirm that the facts set out above are true. (Signature)

Deponent SWORN by the deponent at

on (place)

before me (Signature)

[Justice of the peace] [commissioner for declarations] [lawyer] (other)

(day, month and year)