Staying in Touch
The monthly e-newsletter for members on parental leave
Vol. 2 No.2 | April 2011 | www.qieu.asn.au/maternity
Page 1 of 4
Welcome
Breastfeeding at work welcomed by Principal
Welcome to Staying in Touch, the e-newsletter for members on maternity, adoption or parental leave.
The many benefits of breastfeeding to children, mothers, employers and the community are now well documented and understood, just ask IEUA-QNT member and dedicated mum Amanda Rowe.
IN THIS EDITION:
Amanda said being a teacher at a school based on strong community and family values, teamed with a supportive principal, Graeme Hight, has made catering for her breastfeeding needs easy to arrange.
• Breastfeeding and expressing policy endorsed • Report on Job Share information session • Join our Equity Committee • ACU extends PPL and PPL update • Nominate a colleague for our IWD Honours List • Member Profile: Emily Rowlands
External breastfeeding policy endorsed IEUA-QNT has endorsed a breastfeeding and expressing external policy to help guide members on parental leave of their breastfeeding and expressing options when returning to work. The policy was an initiative of the Equity Commitee and reflects the collective input from members and union officers to make the transition from maternity leave back into the workplace easier for breastfeeding mothers. IEUA-QNT believes employers can support a woman’s choice to continue breastfeeding upon returning to work by providing a number of provisions upon request, including adequate timetabled lactation breaks; the use of a clean, private room; the use of a refrigerator for expressed milk to be stored, a clean space to sterilise and dry expressing equipment; and permission for a carer to bring the child to work to be breastfed. The full policy can be viewed from our website www.qieu.asn.au/maternity or by emailing enquiries@qieu.asn.au to request a copy.
Amanda has recently returned to work at Siena Catholic College after arranging breastfeeding and expressing options with her school’s principal, Graeme Hight.
“Graeme (my principal), Mark (Deputy) and Pat (Acting Deputy) have all been fantastic,” Amanda said. “I have also been blessed with a great deal of support from my school’s leadership team and our union.” Amanda believes it’s important for employers to recognise the needs of women returning to work from maternity leave and providing support in the form of breastfeeding and expressing arrangements gives confidence to mothers returning to work. “What I have realised is that people are able to help as long as they know what you need,” Amanda said.“It’s important to have a clear dialogue so that needs can be shared, acknowledged and responded to in order to suit all parties.” Siena Catholic College Principal Graeme Hight was happy to provide Amanda with the breastfeeding facilities she would need after returning to work part-time. “As a father and a very strong advocate of breastfeeding, I was only too happy to support Amanda’s transition back to work. I’m sure the emotion of being separated from your child after being their constant companion for several months is difficult enough, Graeme said. “Amanda approached us after the pregnancy and in good time we put into place what was needed. The jobshare arrangement Amanda has entered into has also allowed us to keep two very good teachers,” he said. Amanda provides some final advice to other mums thinking about breastfeeding after their return to work. “Apart from feeding or expressing, returning to work is such a dramatic change and understanding is vital to an easier transition.”
Want to download a copy of our new external breastfeeding and expressing policy for members? Please click here Are you interested in reading about breastfeeding and your return to work? Click here and find a series of articles available for you to download from our website at www.qieu.asn.au/maternity Want to ask us a question? Click here to send an email to IEUA-QNT Organiser Susan O’Leary at soleary@qieu.asn.au
The Independent Education Union of Australia - Queensland and Northern Territory Branch www.qieu.asn.au
Staying in Touch
The monthly e-newsletter for members on parental leave Page 2 of 4
www.qieu.asn.au/maternity
Job Share session informs members of their return to work options Members on parental leave are more aware of the job share process and how to promote a job share arrangement to their employer after attending a job share information session at our IEUA-QNT Brisbane office on Tuesday, 15 March 2011. The informal session focused on the flexible work practices that job share can offer for mums returning to work, and how to find the perfect partner that both you and your employer will see as a benefit to your school and personal needs. “The Fair Work Act (FWA) outlines your right to request a flexible change in your working arrangements as long as you have been in your workplace for at least one year,” IEUA-QNT Assistant Branch Secretary Ros McLennan said. “It is also important that when you approach your employer to negotiate a job share arrangement you sell the idea of how a partner employee would be of great benefit to your school.” Job share arrangements are undertaken with the agreement of both employees and your school’s principal. While it is not mandatory for principals to accept a job share proposal, any refusal to pursue job share options by a principal or employer must be made on fair and reasonable grounds. It is also important to remember that a job share arrangement applies to a full time continuing position being shared between two employees, one who is the occupier of the fulltime continuing position. Here are five steps to remember when applying for a job share position: 1. Consider the eligibility and desirability of making a job share arrangement at your school 2. Consider conducting your own cost benefit analysis to show the school how this arrangement will allow them to get ‘more for their money’ 3. Begin your application process by finding your job share partner 4. Download and complete the job share proposal template (this can be downloaded by clicking here) and remember to apply 5. Review your negotiated arrangements and letters of appointment with your principal. IEUA-QNT members Katharine Malone and Karen Flynn would both consider job share arrangements once their maternity leave periods end.
Clockwise from top: (Top) Members and their children at the maternity leave session (Far right) Karen Flynn with daughter Emma (Middle) Katharine Malone with son Elliott and (Far left) IEUA-QNT Assistant Branch Secretary Ros McLennan presents information on job share arrangements
“Flexibility in returning to work is very important for me. To have the flexibility of part time and job share also helps you keep your foot in the door with professional learning,” Katharine said. Katharine believes the new IEUA-QNT External Breastfeeding Policy is also a great move for mums returning to work who are hoping to make breastfeeding arrangements with their principal. “Some mums may have to return at six months and may still need to keep breastfeeding and expressing at work,” she said. “Having a supportive principal is very important for mums returning to teach to
ensure they do not feel disadvantaged; that they are supported.” Karen said the job share session touched on areas of the job share process that she had not previously been aware of. “Before attending this job share session, I did not realise that teachers really need to sell job share arrangements to their principal,” she said. “It would be helpful if IEUA-QNT could draw up a fact sheet or step-bystep checklist to help prepare teachers who are thinking of approaching their principal to enquire about job share arrangements.”
For more JOB SHARE information please visit our Union’s website by clicking on the link below www.qieu.asn.au/parental
Staying in Touch
The monthly e-newsletter for members on parental leave Page 3 of 4
www.qieu.asn.au/maternity
Australian Paid Parental Leave is underway
Breastfeeding and Your Return to Work
Australia’s first national Paid Parental Leave scheme has commenced. It’s a new entitlement for working parents funded by the Government.
Mothers who are planning to return to work while still breastfeeding their child may be unsure about what rights they have to request appropriate breastfeeding and expressing arrangements with their principal or employer.
Decisions you make about work before the birth or adoption could affect your eligibility for Parental Leave Pay. To help support you and ensure you have access to the latest resources, the Australian Government has developed materials for your reference. Hard copies of the brochure If you’re a working parent expecting a child, there’s something else you can expect can be ordered by calling 1800 050 009, or you can visit the website www. australia.gov.au/paidparentalleave for further information. The Paid Parental Leave Scheme provides all eligible working parents will with 18 week payments at the federal minimum wage of $569.90 per week. These government payments are in addition to any payments your employer currently provides.
Join the IEUA-QNT Equity Committee! As an IEUA-QNT member, you can actively contribute to professional issues and policy development by joining a Committee. The IEUA-QNT Equity Committee has direct input into union Council by helping guide policy developmement, and has just recently developed an External Breastfeeding and Expressing policy for members. If you are interested in becoming a member of the IEUA-QNT Equity Committee, or would like more information, please contact the IEUAQNT office on Freecall 1800 177 938 or email enquiries@qieu.asn.au The next Equity Committee meeting will be held on Wednesday, 4 May 2011 at 4.30pm.
In 2011, it is time for all non-governmental school employers to come to terms with the reality of breastfeeding as a workplace issue. For breastfeeding to be maintained, mothers need to either breastfeed their baby or express breast milk if separated from their baby; and while more women are choosing to breastfeed, studies show that return to work is a major reason for early weaning. Women who choose to breastfeed upon return to work can consider the following helpful tips: • Advise the employer of your intention to continue breastfeeding upon return to work, and the specific considerations they may require of their employer to enable them to do this, ahead of their return to work so that the necessary arrangements can be made; • Organise feeding times so that they are able to breastfeed just before leaving home in the morning and do so again as soon as you return in the afternoon; • Consider the purchase of an electric breast pump to make expressing sessions at work quicker and easier; • Wear clothes that allow you to access your breasts for easier expressing at work. Take along tissues or a small towel and extra breast pads; • Contact a trained Australian Breastfeeding Association counsellor for support and advice on expressing at work, if needed; and If you are planning to return to work and want information or advice about your breastfeeding and expressing options, please contact our union on Freecall 1800 177 938 or email enquiries@qieu.asn.au
ACU extends Paid Parental Leave to one year Paul Bibby, Sydney Morning Herald
Within a few weeks, new mothers and fathers at the Australian Catholic University (ACU) will be entitled to 40 weeks’ paid leave at 60 per cent of their normal pay. This is on top of the 12 weeks’ maternity leave on full pay for women and three weeks for men the university already provides, and the federal government’s payment of $543 a week for up to 18 weeks for those eligible to receive Paid Parental Leave (PPL) as part of the Australian government’s new PPL scheme. ACU already offered these terms to its female staff, but by extending it to fathers who nominate themselves as the primary care giver, the university has created the most generous parental policy for male employees in Australia. It has also raised the bar for the tertiary sector and, to some degree, thousands of other high-end employers across the country who are engaged in a battle to attract and retain the best staff. “We are determined to promote gender equality and continue to attract and retain the very best staff,” the ACU vice-chancellor, Greg Craven, said. “The tension of combining a paid job with parenting has been well documented, and it is in keeping with the university’s mission to do everything we can to make ACU a familyfriendly organisation.’’
The Independent Education Union of Australia - Queensland and Northern Territory Branch www.qieu.asn.au
Staying in Touch
The monthly e-newsletter for members on parental leave Page 3 of 4
www.qieu.asn.au/maternity
Good reasons to remain a member on maternity leave
Member Profile: Emily Rowlands
Members on maternity leave can still access free, confidential and professional advice on any workplace matter even from home.
Emily Rowlands is a teacher at St Joseph’s School, Biloela and a member of the IEUA-QNT Equity Committee. She has just returned to work part-time for a half day on Tuesdays and a full day on Wednesdays. Emily has returned to work with special breastfeeding and expressing arrangements agreed to by her and the school. Emily’s son is named Owen (Owen at three months is pictured with Emily below).
There is a special membership rate of $90 (or $3.30 per fortnight) for members to receive all our membership benefits while at home with baby. There are a number of reasons members should remain union members while on maternity leave, including: 1. Professional advice on workplace matters Common inquiries can include job share, teacher registration, continuing professional development, accessing paid parental leave, notice periods for resignation and others. 2. Legal assistance 3. Saving money on goods and services Great savings on good and services can be had using your Union Shopper. Just call 1800 368 117 or visit www.unionshopper. com.au for your next bargain. 4. Improved wages and conditions 5. Strong voice on professional issues 6. Advocacy through professional bodies 7. Staying in Touch e-zine Contact our Membership Department on 1800 177 938 or (07) 3839 7020 to ask to be converted to our special discounted ‘Maternity Leave rate’ for the time you are away from paid work.
Did you approach your principal Daniel Ward to enquire about your returning to work options regarding breastfeeding and expressing? Daniel is a new principal to our school this year. I signed my half day contract at the end of last year on the assumption that the school would be supportive of me. I did approach Daniel at the beginning of this year to discuss my requirements for expressing. Was your principal supportive of your needs and were allowances arranged to accommodate these? Yes. My half day is scheduled to run over the first lunch break, which is long enough to allow for expressing and having lunch. I use one of the staff admin offices which is private and lockable for expressing and in our new staff room there is plenty of fridge space for storage and a sink for rinsing equipment. As I am working as a specialist music teacher I do not have a lunch duty. Myself and the other specialist teachers working on this day also start at 9.10am instead of 8.40am as we all have children and it gives us time to get organised in the morning. Do you believe our union’s development of a breastfeeding and expressing policy will be beneficial for mums returning to work? I believe the development of a breastfeeding and expressing policy will be very beneficial as it provides guidance on what you would require when returning to work. It is very hard to know this otherwise until you try it in real life! I think the negotiation of lactation breaks is one of the major important items that is currently missing from our agreements. If you were returning to work in a job-share capacity or doing supply work where you are required to work full days, do lunch duties and potentially attend meetings after school, this would be crucial. It should be helpful for employers also to know exactly what is needed in terms of breaks, space and equipment, as they may not be aware of the nature of breastfeeding or the mechanics of expressing milk. In your experience, does our union accommodate for members on maternity leave? I have always found I can gain sufficient information by contacting my area union representative. It is great to also see a package of information being developed around jobshare, which provides a great level of detail. What challenges do you see ahead as you juggle your work/family life balance? I would now like to do an additional day of work each week, but there are some challenges such as finding suitable day care. There is little occasional care available in Biloela which makes relief teaching a little difficult. Leaving Owen for a full day would also be the next big step for me.
The Independent Education Union of Australia - Queensland and Northern Territory Branch www.qieu.asn.au