1 Attachment A (See Chapter 6, part 1, of the Act, regulation, part 4 & rules, part 10, in particular r.140) THE MURRI SCHOOL – PRINCIPAL CERTIFIED AGREEMENT 2001
ARRANGEMENT OF AGREEMENT Clause No. / Subject Matter 1.
PRELIMINARY
Page No. 2
1.1
Title
2
1.2
Application of Agreement
2
1.3
Operation of Agreement
2
1.4
Relationship with Award
2
1.5
Consultation
2
2.
TERMS AND CONDITIONS OF EMPLOYMENT
2
2.1
Contract of Employment
2
2.2
Role Description
2
2.3
Execution of Duties
2
2.4
Grievance and Dispute Resolution Procedures
2
2.5
Conditions not to be Reduced
3
3.
SALARY AND SUPERANNUATION
3
3.1
Salary
3
3.2
Salary Packaging
4
3.3
Superannuation
5
4.
LEAVE
5
4.1
Long Service Leave
5
4.2
Pro Rata Long Service Leave
5
4.3
Professional Development
5
4.4
Sabbatical Leave
5
4.5
Family Leave
5
5.
OTHER BENEFITS
6
5.1
Motor Vehicle
6
APPENDIX 1 – SALARY RATES
2
1.
PRELIMINARY 1.1
Title This Agreement shall be known as The Murri School Inc. – Principal – Certified Agreement 2001.
1.2
Application of Agreement This Agreement shall apply to the Principal who is employed in the school under the control of the Employing Authority.
1.3
Operation of Agreement This Agreement shall operate from the date of ratification provided that where this Certified Agreement specifies an operative date in relation to a particular provision, then that provision shall operate from that date. This Certified Agreement shall have a nominal expiry date of 28 February 2003.
1.4
Relationship with Award This Agreement shall be read and interpreted in conjunction with the Principals’ Award –NonGovernmental Schools - State, and where there is any inconsistency, this Agreement shall take precedence.
1.5
2.
Consultation 1.5.1
The Parties to this Agreement are committed to ongoing and positive cooperation to maintain and improve the quality of the provision of education for students in the school covered by this Agreement. Further, the Parties are committed to the enhancement of career opportunities and job security of the Principal.
1.5.2
Matters raised by the Parties for consideration consistent with the objectives of the preceding subclause shall be processed through a consultative mechanism and procedure.
TERMS AND CONDITIONS OF EMPLOYMENT 2.1
Contract of Employment The Principal must be registered under the provisions of the Education (Teachers’ Registration) Act 1988 as amended from time to time and all regulations made thereunder and shall upon request produce to the Employing Authority written evidence of current registration.
2.2
Role Description The Principal shall have control of and be responsible for the efficient running of the school, the maintenance of academic standards and the supervision and direction of staff and students at the school.
2.3
Execution of Duties The whole of the Principal’s time and attention during school hours shall be devoted to the discharge of the duties of Principal at the school.
2.4
Grievance and Dispute Resolution Procedures 2.4.1
In the event of any dispute arising between an Employing Authority and the Principal such dispute shall be dealt with in the manner described by this clause. While the procedure set out hereunder is being followed normal work shall continue except in the case of a genuine health and/or safety issue.
2.4.2
2.5
3 The matter in dispute shall in the first instance be raised by the Principal for discussion with the Chairman of the Board or nominee. Such discussions should take place as soon as possible after the request by the Principal or Principal’s representative.
2.4.3
If the matter is not resolved it shall then be dealt with by the Principal, or the Union, and the Employing Authority or nominee.
2.4.4
Should the matter remain unresolved either party may refer the matter to the Queensland Industrial Relations Commission for resolution.
2.4.5
Any order of the Queensland Industrial Relations Commission (subject to the parties right of appeal under the Act) shall be final and binding on all parties to the dispute.
2.4.6
Subject to the provisions of this clause, the status quo existing before the emergence of the grievance is to continue whist the above procedure is being followed, without prejudice to the position of any party.
2.4.7
Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject of acceptance that some matter 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 unreasonable delayed, or hindered it shall be open to any party to give notification of the dispute to the Queensland Industrial Relations Commission.
Conditions not to be Reduced The Principal shall not suffer a reduction in wages or conditions of employment (including over Award) as a result of the introduction of this Agreement.
3.
SALARY AND SUPERANNUATION 3.1
Salary The following increases shall be available to the Principal. (a) (b) (c)
A 5% of the wage increase on and from 10 April 2000. A further 4.5% on the wage increase on and from 10 April 2001. A further 4.5% on the wage increase on and from 10 April 2002.
The above percentage increases are listed in Schedule 1 of this Agreement. 3.1.2
The commencement salary shall be determined by the school enrolment level and shall be reviewed in accordance with the classification of schools contained in Clause 4.1 of the Principals’ Award – Certain Non-Governmental Schools as outlined below.
3.1.3
Classification of Schools 1.
Schools with Primary or Secondary Student Enrolment (a)
(b)
(c)
(d) (e) (f) (g)
A ‘Level 7’ school shall mean a primary school with an enrolment of between 801 and 1200 students or secondary school with an enrolment of between 651 and 1200 students. A ‘Level 6’ school shall mean a primary school with an enrolment of between 451 and 800 students or a secondary school with an enrolment of between 351 and 650 students. A ‘Level 5’ school shall mean a primary school with an enrolment of between 301 and 450 students or a secondary school with an enrolment of up to 350 students. A ‘Level 4’ school shall mean a primary school with an enrolment of between 201 and 300 students. A ‘Level 3’ school shall mean a primary school with an enrolment of between 101 and 200 students. A ‘Level 2’ school shall mean a primary school with an enrolment of between 26 and 100 students. A ‘Level 1’ school shall mean a primary school with an enrolment of between 1 and 25 students.
2.
4 Schools with a combination of Primary and Secondary Student Enrol ment Notwithstanding the provisions of sub-clause 1 (a) to (g), a Principal appointed to a school with a combination of Primary and Secondary student enrolment shall be appointed to the classification level applicable to a Secondary school. That is, the total enrolment of the school (primary and secondary) shall constitute the total enrolment figure for classification within the Secondary school classification range.
3.2
3.1.4
The Principal shall, on appointment at the school, be paid at pay point one (of the level applicable to the school), and shall progress, subject to satisfactory performance, and the school remaining classified in a particular enrolment level, by annual increments to pay point five.
3.1.5
Notwithstanding the provisions of subclause (1), a Principal may be paid at a higher rate by agreement between the Principal and the Employer.
3.1.6
Notwithstanding the provisions of subclause (1), if the school’s enrolment increases or decreases such that the school’s enrolment is either 10% above or 10% below the enrolment required for the school’s current classification, and the enrolment of the school remains at this level for greater than twelve (12) months, then the Principal’s salary shall be adjusted in accordance with the school’s new classification. Where the Principal’s salary is adjusted in accordance with this sub-clause, the years of service shall continue to be counted to determine the appropriate pay point.
3.1.7
Enrolment levels for salary purposes shall be those taken for the Commonwealth School Census for the year prior to the operating year.
Salary Packaging (1)
A salary packaging arrangement may be entered into by mutual agreement between the Principal and the Employing Authority. In such circumstances the value of the salary prior to packaging, excluding compulsory employer superannuation payments, shall not be less than the rates identified in Schedule of this Certified Agreement.
(2)
Where mutually agreed that a Total Employment Cost (TEC) remuneration approach shall apply during the continuance of the appointment as Principal, the TEC shall be the sum of the base salary applicable at the Principal's date of commencement in the position, leave loadings where such apply, locality allowances where they apply and superannuation payments being met by the Employing Authority at that date.
(3)
The Principal's total remuneration package shall comprise a cash salary component and an agreed optional range of benefits financed by the Principal by salary sacrifice. The cash salary shall not be less than 50% of the Principal's TEC less the appropriate Superannuation Guarantee Charge and any voluntary superannuation contributions.
(4)
The Principal does not pay income tax on the non cash benefits within the remuneration package, but shall pay any and every amo unt of the liability under present fringe benefits taxation incurred by the Employing Authority for the benefits provided to the Principal. All regulations set down by the Australian Taxation Office shall be followed by the Employing Authority.
(5)
The parties agree to review this remuneration process if and when there is significant change to existing tax laws.
(6)
The Principal may change the election of benefits at any time. The composition of the remuneration package can be altered without affecting the other terms of the contract of employment as a Principal.
5
3.3
Superannuation In recognition of the need for adequate superannuation, it is agreed that the Principal will receive employer superannuation contributions to a maximum of 12.75% of salary/wages on the basis of a 5% employee contribution. This provision shall be implemented over the following periods. Date 1 July 2001 1 July 2002 1 July 2003 1 July 2004 1 July 2005
Employer Contribution 8% 9% 10% 11.75% 12.75%
Employee Contribution 0% 0% 2% 3% 5%
Further, the parties agree to review this Schedule should State or Federal legislation be introduced which detrimentally affects employees participating in the above position. 4.
LEAVE 4.1
Long Service Leave 4.1.1
4.2
Pro Rata Long Service Leave 4.2.1
4.3
The Parties agree that, the Principal shall be entitled to Long Service Leave on the basis of 13 weeks for 10 years of service.
The parties agree that upon resignation, death, termination, or total and permanent incapacity a pro-rata payment of Long Service Leave shall be made where the Principal has served more than five (5) years of continuous service.
Professional Development The Parties are committed to enhancing the skills of the Principal through the provision of Professional Development and training, within the School resources. The Principal shall be entitled to make application to the School Board in respect of such professional development as the Principal may consider appropriate. The Board shall be entitled to determined whether or not such application shall be granted.
4.4
Sabbatical Leave The Parties agree that, following five (5) years of continuous service, the Principal shall be entitled to twenty days sabbatical leave. Such leave shall be utilised in agreed professional development activities.
4.5
Family Leave The Principal shall be entitled to leave pursuant to the Family Leave Award - State provided that the Principal shall be entitled to six (6) weeks of parental leave on full pay for each birth or adoption.
6 5.
OTHER BENEFITS
5.1
Motor Vehicle The School shall provide the Principal with a motor vehicle, which may be used in accordance with this clause for both business and private purposes. The use of the vehicle shall be consistent with the provisions which The Murri School Board may from time to time determine.
7 APPENDIX 1 Salary Rates
As at 3 May 1999 Classification Level 7 Level 6 Level 5 Level 4 Level 3 Level 2 Level 1
Paypoint 1 2672.26 2520.08 2385.72 2269.09 2165.18 2061.14 1967.45
Paypoint 2 2733.02 2580.95 2443.98 2322.35 2213.21 2114.41 2015.60
Paypoint 3 2806.61 2646.82 2504.86 2380.61 2263.98 2160.06 2053.65
Paypoint 4 2875.09 2712.80 2568.23 2438.99 2322.35 2215.82 2111.91
Paypoint 5 2946.07 2778.67 2631.71 2499.74 2383.22 2269.09 2170.17
Paypoint 4 3018.84 2848.44 2696.64 2560.94 2438.47 2326.61 2217.51
Paypoint 5 3093.37 2917.60 2763.30 2624.73 2502.38 2382.54 2278.68
Paypoint 4 3154.69 2976.62 2817.99 2676.18 2548.20 2431.31 2317.29
Paypoint 5 3232.58 3048.90 2887.64 2742.84 2614.99 2489.76 2381.22
Paypoint 4 3296.65 3110.57 2944.80 2796.61 2662.87 2540.72 2421.57
Paypoint 5 3378.04 3186.10 3017.59 2866.27 2732.66 2601.80 2488.37
5% from 10 April 2000 Classification Level 7 Level 6 Level 5 Level 4 Level 3 Level 2 Level 1
Paypoint 1 2805.87 2646.08 2505.01 2382.54 2273.44 2164.20 2065.82
Paypoint 2 2869.67 2710.00 2566.18 2438.47 2323.87 2220.13 2116.38
Paypoint 3 2946.94 2779.16 2630.10 2499.64 2377.18 2268.06 2156.33
4.5% from 10 April 2001 Classification Level 7 Level 6 Level 5 Level 4 Level 3 Level 2 Level 1
Paypoint 1 2932.14 2765.16 2617.73 2489.76 2375.74 2261.59 2158.78
Paypoint 2 2998.81 2831.95 2681.66 2548.20 2428.44 2320.04 2211.62
Paypoint 3 3079.55 2904.22 2748.46 2612.12 2484.15 2370.13 2253.37
4.5% from 10 April 2002 Classification Level 7 Level 6 Level 5 Level 4 Level 3 Level 2 Level 1
Paypoint 1 3064.08 2889.59 2735.53 2601.80 2482.65 2363.36 2255.93
Paypoint 2 3133.75 2959.39 2802.33 2662.87 2537.72 2424.44 2311.14
Paypoint 3 3218.13 3034.91 2872.14 2729.67 2595.94 2476.78 2354.77