Stop Press AIS Bargaining - disappointing pay offer IEU met with Association of Independent Schools (AIS) on 8 June 2021. IEU was disappointed to hear a pay offer by independent schools of a total of 5% over the period 2021 – 2024 (four years). More details to come.
The newspaper of the Independent Education Union of Australia NSW/ACT Branch (vol 41 #4) June 2021 PP 100000871 ISSN No: 0728-4845
What you said. . . The IEU recently conducted a survey of its regional members in Catholic dioceses about staff shortages. Here’s a sample of some of the comments received. A lot of experienced teachers are burnt out and say that the joy has gone out of teaching due to increased compliance, overcrowded curriculum and other factors that have changed the nature of teaching. They are quite vocal about this, and they are not encouraging young people to go into the profession. As our younger teachers get more city-centric, the regions are getting the more difficult task of finding teachers.
CASUAL SHORTAGES: Impact on schools intensifies Mark Northam Secretary
Understanding and addressing a rapidly growing lack of teachers is a top IEU priority, writes NSW/ACT Branch Secretary Mark Northam. The IEU has surveyed NSW/ACT country and regional Catholic dioceses to confirm what members know: casual and staffing shortages are consuming time, complicating day-to-day daily organisation in schools and interrupting teaching and learning. The union is currently surveying Metropolitans diocese for feedback. The solutions are complex and varied. These teacher shortages, however, did not come out of the blue. The problem of teacher supply is well known. The Australian Institute for Teaching and School Leadership (AITSL) has been working since 2016 on a linked, longitudinal data set bringing together initial teacher education, the teaching workforce and individual teacher experiences.
AITSL released a report entitled ‘Teaching futures: A national teacher workforce strategy for Australia’. Predictably, this report shows that strong growth in teacher numbers is required. The conundrum is the decline in the number of teaching graduates. IEU members can readily explain why the number of graduates in the supply chain is lagging. Complex and demanding workloads Over an eight-year period, the IEU conducted a case before the full bench of the Fair Work Commission. The case centred on remuneration levels for those teachers (largely in early childhood centres) who were being paid under the Modern Award. At the top of the scale, the Modern Award provides for an annual salary of about $72,000. The Fair Work Commission’s decision – not yet implemented – was to increase the top step rate to about $80,000, with additional allowances on top. Of particular interest was the Fair Work Commission’s unequivocal acceptance that the role and nature of a teacher’s work has changed dramatically over the past two decades. Continued on page 3
At times we have difficulty in attracting large or strong fields for permanent and temporary jobs, despite being a major regional centre. This problem would be greatly increased in smaller centres or more isolated schools. Each time a new casual comes through they are picked up straight away either with a block or just completely booked out within days. Executive can be on the phone for up to 60 minutes trying to book a casual for sick leave or PD release. Executive staff are covering classes which strains the leadership and compliance requirements of the school. Wellbeing of executive staff is low. Getting and keeping good casuals is hard. The better they are the more we share them with other schools. I believe the expectations placed on teachers at the current time are overwhelming. Unless issues are addressed, we will face teacher shortages well into the future. Continued on page 3
IEUA NSW/ACT Branch Environment Events 2021
Save the Dates!
n ig s e d y b t n e r e Diff
Canberra - 6 August Byron Bay - 3 Se ptember Sydney - 10 Septem ber
(vol 41 #4) June 2021
Contents
News
1, 3, 5, 6, 7, 8, 12, 18
Features 9, 13, 14, 17, 20
Reports 3, 4, 5, 7, 15
Member stories 1, 2, 3, 4, 10, 11
Member benefits 1, 6, 8, 9, 12, 14, 16, 19
Letters to the editor 18
International 15
Newsmonth is published eight times a year (two issues per term) by the Independent Education Union of Australia NSW/ACT Branch. Executive Editor: Mark Northam, Secretary for and on behalf of the IEU Executive and members Managing Editor: Bronwyn Ridgway Journalists: Monica Crouch Sue Osborne Graphic Design: Chris Ruddle Online Journalist and Photographer: Angus Hoy Contributions and letters from members are welcome. These do not reflect endorsement if printed, and may be edited for size and style at the Editor's discretion. They should be forwarded to: Newsmonth 485-501 Wattle Street ULTIMO NSW 2007 GPO Box 116 SYDNEY NSW 2001 Tel: 8202 8900 Toll free: 1800 467 943 Email: ieu@ieu.asn.au www.ieu.asn.au facebook.com/ieunswact twitter.com/#!/IEUNSWACT Instagram.com/ieunswact This publication was produced on the unceded lands of the Gadigal People of the Eora Nation. The IEUA NSW/ACT Branch acknowledges the Aboriginal and Torres Strait Islander peoples as the traditional owners of the lands where we live, learn and work, and pay our respects to their Elders past and present.
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Meet the IEU’s new Executive member Aboriginal Education Worker Kylie Booth-Martinez shares her thoughts in a speech on taking a seat at the IEU Council table. I’m a proud Wiradjuri woman from Bathurst in central-western NSW. I have worked as an Aboriginal Education Worker for 17 years at the Assumption Primary School and also at St Stanislaus College in the day school and boarding school. I’m a mother of three, a wife and a daughter. Now I must tell you that in my young adult life I wasn’t in a union. I’m the daughter of a shearer and I’ve overheard my fair share of negative stories about union bosses. So, my view wasn’t a positive one. But that has changed! After a couple of years working at the Assumption School, I met IEU Organiser Jackie Groom. I liked what she was saying and I liked the information she was giving. After a while I thought I want to be a part of this – I need the IEU! Jackie and Organiser Marilyn Jervis recognised my interest and off I went to the IEU’s Activists Conference in Leura, many years ago now. Well, I was sold! I knew this was where I was meant to be: in a roomful of likeminded people who wanted to make changes, make a difference. A room of people who were not afraid to speak up. As an Aboriginal woman working in a support role that’s not always easy, but here I felt safe and valid. I was hungry for more and knew I definitely wanted to be a part of this Mob. I’ve been on IEU Council for several years now. I’m a member of the BOLD community [Building our Leadership Development]; the
Women and Equity Committee; and the Aboriginal and Torres Strait Islander Advisory Committee. I’m currently working with the Support Staff Working Party. In March I had the amazing opportunity to represent the IEU in an historic delegation of Aboriginal and Torres Strait Islander unionists to Parliament House in Canberra. Our aim was to progress the Uluru Statement from the Heart and the Voice to Parliament [see ‘Raise the Voice’, pp in IE magazine issue 2, 2021] The IEU has given me a place where I can have a voice and a sense that what I have to say is important. I love a yarn and I love to hear both sides of all discussion but always with the goal to make lives better. On hearing that there was a casual vacancy on the IEU Executive I thought, “Yes! Yes, I’ll have a go. I’ll have a crack and see if it’s my time to sit at that table.” As a proud Aboriginal woman working in support I want to be at that table. I want to have a voice – a voice for my Aboriginal brothers, sisters, aunts, uncles and our youth who are our future elders, for woman and people working in support. I feel it’s my responsibility. I want better conditions for workers. I want a better, safer future for my children and others. One of my favourite Aboriginal proverbs says: “We are all visitors to this place. We are all just passing through. Our purpose here is to observe, to learn, to grow, to love – then we return home.” Well before I go home, I want to do all I can to make a change.
Changing gear: Christine Cooper
Lyn Caton
One of the IEU’s key responsibilities at federal level is improving all elements of members’ working conditions. So we’re pleased to report on two moves supporting this. Our Queensland colleague Christine Cooper will step up from Assistant Federal Secretary into the Acting Federal Secretary role for a year. Cooper brings a wealth of experience to this role, from both the teaching profession and union roles. When she was a graduate teacher in 1986, the first school Cooper joined had a strong union culture. “It was there I learned the power of being part of the collective – a lesson that has supported me well through the years,” Cooper said. Cooper became Queensland Branch President in 1994, then Branch Organiser, Assistant Secretary and Treasurer. She moved to the Federal office as Assistant Federal Secretary before stepping into the Acting Secretary role in July this year. Cooper is enthusiastic about her move. “Leadership is more than position or title – it’s about action,” she said.
Movements within the IEU
IEU members in the ACT and Riverina regions will also be pleased to hear that Organiser Lyn Caton has also taken a role with the Federal IEUA for the next 12 months. Caton sees this as a great way to contribute her experience and expertise to the union’s work, particularly with teacher regulatory issues and the Australian Curriculum Review. She’ll focus on equity issues and lobby professional bodies and politicians on members’ behalf.
“I learned the power of being part of the collective – a lesson that has supported me well through the years.” “I feel incredibly privileged to have this opportunity to pursue a national perspective on education issues,” she said. Caton too is a former teacher. She began her career in 1983 in the government sector and has been a member of the
IEU since 1995. She too became a Branch President and was elected to the IEU Executive before becoming an Organiser with the ACT office. She has long looked after the Riverina Sub Branch and Monaro Sub Branch. “As a union we are open and responsive to a system of industrial relations that recognises the history, ethos, organisational and professional practices of the various educational institutions in our sector,” Caton said. “I look forward to being involved in any and all matters that present themselves.” Cooper has been instrumental to the IEU’s BOLD movement (Building Our Leadership Development) that seeks to increase the number of women who are active in the IEU, in their workplaces and in society. She’s also been a longstanding member of the IEU’s Women and Equity Committee which organises the IEU’s biennial Women’s Conference. “When women lead by using their voices to call for change and supporting and empowering each other, we all win.”
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CASUAL SHORTAGES: Impact on schools intensifies The Full Bench found that change in the work value of teachers since 1996 occurred in four main areas: • Additional training requirements for entry into the profession. • Increased professional accountability associated with registration requirements, standardised testing and greatly increased expectations concerning reporting and being accessible to parents and families. • Greater complexity of work resulting from a shift to outcomes based education and differentiated teaching, with associated requirements for greater documentation and analysis of individual educational progress. • Teaching and caring for a more diverse student population including, in particular, additional needs children.
Catholic Schools NSW has developed a position paper, ‘Strategic Workforce Review’, with the intent of attracting and retaining quality teachers across the system. The CSNSW project will examine the nature of the workforce, including qualifications, age and gender, and those teaching outside their area of expertise. Problem that needs solving It’s unreasonable for beginning teachers not to have a stable, reliable job. Permanency is part of the solution. Various dioceses are appointing permanent, onsite casuals to schools, or a cluster of schools, then developing agreed protocols for these casuals to move into permanent roles as vacancies arise. Offering ongoing permanency to those considering retiring but willing to work as an onsite casual for an agreed number of days is another temporary fix.
“Of particular interest was the Fair Work Commission’s unequivocal acceptance that the role and nature of a teacher’s work has changed dramatically over the past two decades.”
The Full Bench’s detailed findings in relation to the four main areas of work value change include that: The effect of introducing standardised testing in schools has been to make publicly transparent the outcomes at individual schools and thereby expose the teachers of the tested students to a degree of scrutiny and pressure to improve performance that did not exist before 1996. There has been a significant enlargement in the scope of parental interaction with teachers, mainly because of their accessibility via email and other online modes of communication, and a concomitant addition to the degree of accountability on the part of teachers to parents. From 1996 to date, there has been a major shift in the focus of education towards outcomes-based curricula that are less focused on delivering prescribed content and more focused on setting broad benchmarks of student achievement that are observable and assessable, and this has required a differentiated teaching method focused on the learning of the individual. There has been a substantial increase in the need to obtain data concerning student performance from testing, to analyse this data, and to adjust teaching programs on the basis of this analysis, as a means to achieve prescribed outcomes. This requires a degree of sophistication and precision in the delivery of teaching to meet individual students’ needs that was not previously required. The work of teachers has become more demanding and requires greater skill and responsibility because teachers are required to respond to a more diverse student population and provide a more individualised approach to teaching, particularly in relation to the “mainstreaming” of children with additional needs. It’s time for the NSW Government to value this work beyond the 1.5% salary cap it has imposed. Overwhelmingly, IEU members enjoy negotiated industrial agreements offering salaries well above the Modern Award, but the increases achieved in the IEU’s long-running case in the Commission provide a platform for serious consideration by employers.
What is happening in schools? Where do we start? Splitting classes, combining classes, placing various classes in the school hall constitute ongoing breaches. The situation is eroding RFF, erasing PD, executive staff are forgoing release time, specialist staff are covering classes, support staff and teacher education students are being deployed. It’s unsustainable.
Big picture levers Decreasing HECS would be a good start: from 2022 a teaching degree costs some $120,000. The Federal Government could also ensure that practicum/ interim placements are better supported, with teacher time release to be factored in. This would replace the current model of frenetic mentoring before and after school and during lunch breaks. Anecdotally, the union understands many teacher education students leave after one or two practicums. At the core of this are two key issues: • additional release time is needed to undertake the complex role of being a classroom teacher and meeting manifold expectations • develop salary scales that are not artificially constrained by the NSW Government and reflect the verifiable changes in the role of a teacher. Next steps Members in schools impacted by staffing shortages have recently been in contact with their relevant diocesan director demanding a change in approach. IEU Reps and principals in the Archdioceses of Sydney, Broken Bay and Parramatta recently received the IEU’s staffing survey that we conducted earlier this year in country and regional dioceses. We anticipate that casual shortages, in tandem with temporary and permanent vacancies, will emerge as a substantial issue. We urge members to complete the survey so we can see the full picture.
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What you said. . .
In the last two years the number of applications for both permanent and temporary positions have dwindled. The system needs to do more to support new graduates who are working casually to gain skills and to retain experienced teachers already working. I believe there will be a significant shortage of teachers in country areas within five years. It is a daily struggle to have an adequate number of casuals available. Staff often struggle into work as there are no casuals available. It is unfair that staff are having to cover other classes and go over their allowed ‘extras’ or not being able to go to training because of lack of staff. Operating a school without the minimum number of teachers is an OHS issue. Staff are overtaxed, quality learning is compromised and limited supervision could lead to playground accidents and issues. Our diocese needs to prioritize our lack of casual teachers as a matter of urgency. Our teacher assistants do an amazing role, but they are almost impossible to replace casually due to the limited support staff available and the hours they offer. Society needs to see teachers in the same light as doctors, lawyers, and other professionals. Teaching in the 21st century is extremely challenging, and we all need more support financially. Sometimes we must employ a casual who is not a good fit for our school due to lack of choice. Teacher assistants are being run into the ground with everyone overworked, tired and emotional. Teacher workload is killing the profession. The situation is quite desperate. I would suggest that in the past week I have spent up to at least five hours ringing around, juggling and organising staff shortages.
Still waiting – AIS bargaining Carol Matthews Deputy Secretary
IEU representatives have met twice this year in February and March with the Association of Independent Schools (AIS) to discuss our claim for new enterprise agreements for over 200 independent schools in NSW and the ACT. The union is seeking three-year multienterprise agreements to provide for pay rises of 2.5% per annum (3% in the ACT) and improved conditions. Meetings that were scheduled for 29 March and 13 May 2021 were cancelled by the AIS. The next meeting is scheduled for 8 June, nearly three months after the last meeting. Members would be aware that the AIS refused to centrally negotiate pay rises for 2021. However most schools have agreed to increases of at least 2% in addition to the increase in superannuation that has been legislated from 1 July 2021. The union now
understands that less than 40 schools out of a total of 240 schools have not agreed to pay rises for 2021. Schools that have recently agreed to increases include Blue Mountains Grammar. Given the refusal by AIS to centrally negotiate pay rises, IEU has sought meetings with some employers to discuss 2021 pay rises. Anglican Schools Corporation The union met with representatives of the Anglican Schools Corporation (TASC) on 13 May to discuss the pay rises that have been offered for staff in the 16 schools they operate. TASC has offered increases of 1.5% from February 2021 and a further increase in October 2021 of 1% (now reduced to 0.5% because of the scheduled superannuation increase of 0.5% in July). IEU requested that the proposed payment of 1% due in October be moved forward and not discounted because of the super increase. IEU pointed out that there had been no drop in enrolments in the 16 schools and that COVID had not
unduly impacted on the financial position of schools. TASC agreed that enrolments were strong and that revenues had not been impacted but refused to increase the pay offer. At the meeting IEU explained our claim for all AIS schools including elements such as increased sick leave for support staff. While the TASC representatives were reluctant to engage with us on these matters, we expressed our hope that when the AIS consulted with them and their schools they would have a greater appreciation of the perspective of our members when considering these claims. The IEU also raised issues relating to teacher workload and what appeared to us to be a considerable variation between schools. Key issues we identified were face to face teaching loads, the numbers of ‘extras’ per term, number of hours required of pastoral care classes in addition to face-to-face teaching, and meetings. TASC was not prepared to assist is in developing a framework on these issues across their
schools so organisers will approach those schools directly where members have identified a problem. Aspect (Autism Spectrum) Aspect has paid its employees in eight schools a one -off payment of 1.75% in two instalments. A one-off payment means the money is paid in a lump sum rather than as a percentage pay increase. The union is seeking that the payment be increased and is meeting senior representatives of Aspect shortly. Next steps The union is anticipating that we will receive a comprehensive response to our claim for teachers and support staff from the AIS at our meeting on 8 June. We will send members a detailed account of their position with recommendations for further action.
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Robin gives young children a place in the world Early childhood teacher Robin Hurst is such an icon at Bathurst SDN they’ve named a room after her. A fixture at the centre for more than 40 years, her legacy will live on long after her retirement, with children playing in the ‘Robin Room’. Robin still has her letter of appointment from 1975 which she shared with Newsmonth. Despite the letter warning her she would have to resign upon becoming pregnant, Robin said the respect and conditions afforded to early childhood teachers have deteriorated since those days. She said the six-and-a-half-hour day offered in the letter was a bonus that has long since disappeared. In the 1970s, the Whitlam Government viewed early childhood teachers as the same as school teachers, and their hours and pay were equivalent.
In fact, to be employed in early childhood, Robin was required to complete a further two years of study on top of her Teaching Diploma from Bathurst Teachers’ College. However, in the 1980s, society’s attitude began to change, so that early childhood teachers began to be seen as ‘babysitters’. Long day care was considered childminding rather than education. The introduction of TAFE qualified educators in the 1980s was also a time of great challenge for early childhood teachers, when their role and position within centres became unclear. A 40-year IEU member, Robin said she been grateful for the IEU’s efforts over the years to try and reverse this tide. The recent win in the Fair Work Commission, providing a pay rise for some teachers, which she described as a step in the right direction.
Robin was one of the first people in the early childhood field to win the right to work in a job share role while she was raising her young family, a deal that was brokered with the help of the IEU. The IEU also helped her get paid for supervising practicum teachers from Charles Sturt University. “I want to thank the union for sticking with us for all those years,” she said. Her passion for young children and their education has never waned. She still soaks up publications such as Bedrock and she has attended numerous IEU early childhood conferences. “It’s great that the IEU makes available workshops for early childhood teachers, these are not always easy to access,” she said. Having spent some time travelling the country visiting centres for the National Child Care Accreditation Council, she loves to share what she has learnt with others.
She also visited the Reggio Emilia centres in Italy and introduced Reggio Emilia practice to Bathurst SDN. With seven children of her own and 18 grandchildren, not to mention the thousands that have benefitted for her care over the years, Robin now sees herself as a grandmother to all. She still works as a relief teacher at SDN Bathurst, coming in when needed to fill a gap. Her fervent hope is that times will change, and the attitudes towards early childhood education that were prevalent when she began her career nearly half a century ago will come back into vogue. Sue Osborne Journalist
Gains for workplace wellbeing and mental health Pam Smith
Assistant Secretary
On 20 May, after significant ACTU and union campaigning, federal, state and territory minsters responsible for work health and safety voted to regulate mental health hazards in workplaces. These changes represent a major step forward in the prevention of work-related mental illness, sexual harassment and gendered violence in workplaces. Regulation of ‘psychosocial hazards’ will require employers to identify and remove hazards to mental health in the workplace, the fastest growing source of workplace illness and injuries, as they must now do with physical hazards. 4
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Such an enhanced regulatory framework will give workers and their unions greater rights to enforce better protections for mental health and to take action about key issues such as workload and occupational harassment and violence. Earlier this year, with a focus on psychosocial health, the national People at Work survey tool was launched. The IEU attended a special briefing in Canberra conducted by the ACT WHS Commissioner Jacqueline Agius. Funded by Australia’s WHS regulators, and free to every employer with more than 20 staff, the People at Work tool helps to identify key psychosocial hazards at workplaces and provides practical guidance on how to manage them. Of particular relevance for IEU members, the tool enables assessment of issues such as workload, fatigue and other workplace stress factors. This could include, for example,
IEU concerns about staff shortages and the impact on the workloads of current teachers and support staff. The new commitment by government to stronger laws to protect workplace mental health, as well as the People at Work psychosocial risk assessment tool, complements other initiatives supported by the IEU such as the annual principals’ health and wellbeing survey and the current survey of teachers being undertaken by ACU (details on the IEU website.) All members have the right to feel safe and supported in their workplaces and for their health not to be affected by excessive workload or by harassment or bullying. Let’s hope that new legislation and resources will assist in moving workplace wellbeing beyond rhetoric to reality.
Casual chaos
Caused by changes to the Fair Work Act
The Federal Government recently changed the Fair Work Act to undo the positive outcomes won by unions for workers who were wrongly classified as casual employees. The full impact of these changes is unlikely to be clear for some time. The regulatory impact statement to the Bill that gave effect to these changes identified ‘the problem’ in this way: “Despite having a long industrial history in Australia, the current legal framework around casual employment, covering over 2 million employees, does not provide certainty or confidence for employers or employees to use casuals as a genuine employment option.” This reference to using casuals as a ‘genuine employment option’ is important to note. Especially when you consider the unsupported assertion by Queensland LNP Senator Amanda Stoker in her maiden speech that “The unions rail against casualisation… but it is the direct product of the policies for which they advocate”. One assumes Stoker is suggesting that the conditions won for employees after years of struggle have ‘forced’ employers to adopt a practice of avoidance – in the same way it could be said that tax evasion is the direct product of taxation. Despite the window dressing of casual conversion arrangements, these legislative changes have been enacted to entrench casual work and enable the continuation and proliferation of poor employment practices. Recent decisions of the Federal Court of Australia affirmed that an employee is not to be regarded as a casual simply because that’s the designation given by the employer. The Court identified that the question of whether an employee was a casual required an assessment of the conduct of the parties, and the ‘real substance, practical reality and true nature’ of the employment relationship ‘by reference to the actual way in which work was carried out’.
Definition of casual The new definition of a casual employee is contained in s15A of the Fair Work Act and primarily focuses upon what is offered by an employer at the time of engagement. Subsection 15A(4) is where the agenda of the government becomes wholly transparent: “To avoid doubt, the question of whether a person is a casual employee of an employer is to be assessed on the basis of the offer of employment and the acceptance of that offer, not on the basis of any subsequent conduct of either party.”
"One thing casual members can be sure of is that there will be a period of significant uncertainty ahead.” So, the sham arrangements are now endorsed and protected by the legislative amendment – never mind the “real substance, practical reality and true nature” of all that follows, it’s solely determined by what the employer said on day one. There are myriad problems with the new definition; some labour law academics identified that it also inadvertently covers employees engaged on fixed term contracts. Disturbing aspect Perhaps the most disturbing aspect of the changes is that they apply to past periods of employment. Law students are taught that retroactive/retrospective legislation is generally undesirable for a range of reasons, not the least of which being that citizens are unable to comply with laws they don’t know about, and that there is a greater likelihood of unintended detrimental consequences. It’s also possible
that adverse side effects may emerge to haunt employers as much as employees. It’s for these reasons that there are likely to be a range of unexpected consequences emerging over an extended period. By way of example, the IEU was assisting a member in a dispute about whether her prior service as a casual employee was to be counted for the purposes of calculating redundancy pay. The recent legislative amendments inserted a new provision into the Act which read: “A reference in this section to continuous service with the employer does not include periods of employment as a casual employee of the employer.” The inclusion of this provision not only pulled the rug out from under the member, but arguably proved that the union’s view initial had been correct. The haste with which these legislative amendments were done is also proving to be a further challenge for the Fair Work Commission which has been directed to review and vary all modern awards by 27 September 2021 to ensure consistency with the new definition. The Educational Services (Teachers) Award 2020 has been identified as one of the six awards to be reviewed in the first stage of that process, and this review will undoubtedly highlight a range of further problems and unintended consequences. One thing casual members can be sure of is that there will be a period of significant uncertainty ahead. The other certainty is that (despite claims that casual conversion provisions are there to assist employees) these changes will be seen by many employers as legitimising the use of precarious employment practices to avoid moral and legal obligations to workers. Iain Bailey Industrial Officer
What are the implications of casual changes? The March 2021 ‘casual conversion’ amendments to the Fair Work Act require that: • Employers (except small business employers) must offer casual employees ongoing employment if they have been employed for more than 12 months and during the last six months of that period, have worked a regular pattern of hours on an ongoing basis so that they could continue to work on a part-time or full-time basis, without significant adjustment. But the employer does not have to make the offer if they have reasonable grounds, which include: • the employee’s position will cease to exist within the next 12 months • the hours of work will be significantly reduced during that period, or • days or times of the job will change significantly, and the employee is not available to work at those times.
Even if the employer decides not to make an offer of ongoing employment, they must give a notice to the employee explaining this and the reasons why. By 27 September 2021, employers need to assess whether any of their existing casual employees (employed before 27 March 2021) meet these requirements. Within 21 days of completing this assessment, the employer needs to make a written offer to convert their casual employee to permanent employment or write to their employee explaining why they won’t be making an offer (no later than 27 September 2021).
Who would this apply to in schools? Casual teachers employed for over 12 months who have worked regular days for at least the last six months could fall within the new provisions. Until the Fair Work Commission makes a ruling that may indirectly shed light on the new provisions, it is not
clear whether temporary employees would benefit. The wording of the amendments appears to extend to temporary employees as the definition of casual employee is an employee who has been offered a job and there is no firm advance commitment to continuing and indefinite work. However, this consequence does not seem to have been intended by the government. Further, an offer need not be made on reasonable grounds, such as the job will cease to exist within the next 12 months, as may occur with leave replacement positions. The union will be seeking talks with employers about the implementation of these provisions in coming weeks. Carol Matthews Deputy Secretary
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Goodstart negotiations end – pay rise included Negotiations for the Goodstart enterprise agreement (EA) have been completed and the EA was voted up by employees. Goodstart ran webinars across each state to inform employees about changes to the EA. Teachers in NSW will receive 2.3% pay increases. The agreement contains a national wage rate for teachers, so teachers in Tasmania, South Australia and Victoria, whose rates are considerably lower than those in NSW, will receive increases of up to 22%. The starting rate for four-year trained teachers is $72,265, which is equivalent to the rate for graduates working in primary schools. This rate increases with each year of experience, with the most experienced four-year trained teachers to be paid $102,156. However, progression past Level 6 will only be possible if a teacher has achieved accreditation at Proficient in applicable states/territories or demonstrates proficiency according to Goodstart’s internal expectations if the teacher works in a jurisdiction where teacher registration is not required. There are some significant improvements to conditions and teachers will be entitled to 16 hours paid time to attend professional development. Increases to programming time for teachers will reflect the number of children in the room and Goodstart will introduce non-contact time of between three and eight hours per week for educational leaders, depending upon the size of the centre. Goodstart will continue to pay an educational leader allowance of one incremental step above a teacher’s classification, or an additional $1.40 per hour if the educational leader is already on the top salary step. Paid
parental leave of up to six weeks at the base rate of pay and a discount on childcare fees support employees with children. The EA also includes a mentoring allowance of $7.82 per day for teachers and educators who mentor other employees as part of a formal mentoring program. Maintenance of accreditation PD NESA has released a guide to assist Proficient teachers to log their elective PD. The guide includes step-by-step screen shots of e-TAMS. Teachers must indicate which of the five Elective PD criteria are addressed by the activity including: • enhancing teaching practice • related to improving student/ child outcomes • opportunities for collaboration, transference and application • opportunities to give/receive feedback, and • is research or evidence based. Teachers must select the relevant Standard Descriptor/s and explain how the activity addressed the Standard Descriptors. In addition, if a teacher has engaged in ‘professional reading’, they must write a statement about how this activity has impacted their teaching practice and declare that the four ‘professional reading’ criteria were met by the activity. No wonder they needed to release a guide: https://etams. nesa.nsw.edu.au/etams-visual-guide-how-to... NESA has also produced a guide on how to evaluate
NESA Accredited PD. This involves rating the course from one to five in terms of how well the course addressed the APST, provided useful knowledge, included appropriate materials and strategies, the effectiveness of the presenter and whether the course was accurately described. The teacher must declare whether they have put what was learned into practice. There are also three optional questions where teachers can describe what assisted/ hindered their learning, the most useful aspects of the course and the effect of the course on student learning. https://etams.nesa.nsw.edu.au/etams-visual-guide-how-to... Don’t forget to submit your work before you leave the screen! If you want to search for accredited PD go to your dashboard on e-TAMS and click on ‘search PD courses’. Scroll down to ‘optional search filters – student stage’ and select ‘early childhood’. Click on ‘search’ The IEU notes that there is currently a limited number of providers of accredited PD listed on e-TAMS, with workshops covering STEM, literacy/ storytelling and documenting observations. Lisa James Organiser
Have a voice on ECS Council Are you interested in becoming more active in the IEU? The IEU is calling for nominations for the Early Childhood Services (ECS) Council from ECS members. The role of the ECS Council is to provide advice and guidance to the IEU Executive and IEU Council on submissions, policies and other issues relevant to members employed in early childhood services. ECS Council meets four times a year in Sydney, usually on Fridays. The IEU covers the cost of employing a relief teacher to enable councillors to attend meetings. The IEU also covers travel and accommodation for 6
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councillors from regional and remote areas. Members of ECS Council advise the union on issues of importance to early childhood members. Councillors assist the union to inform and develop submissions on a wide range of industrial and professional issues. The union regularly makes submissions to federal and state/territory governments and provides responses to sector consultations, such as regulatory impact statements. ECS Council is composed of eight members plus the ECS Vice President. ECS members elect councillors from the following areas:
• Three members are elected by and from the sub branches of Metropolitan East, Ku-ring-gai, Landsdowne, Central Metropolitan, Northern Suburbs, Northern Beaches, Penrith-Blue Mountains, Southern Suburbs, and Cumberland. • One member is elected by and from the sub branch of the South Coast. • One member is elected by and from the sub branches of the Hunter Valley and Central Coast • Three members are elected by and from the sub-branches of the Central West,
South East, Mid-North Coast, North Coast, Riverina and North West. If you are interested in standing for ECS Council please phone Joanna Kotsakis or Maria Nestoras on 8202 8900 to request a nomination form. Nominations open on 15 June 2021 and close on 15 July 2021. Elections, if required, will be held in Term 4, 2021.
Present tense
Federal Budget brings mixed news The Federal Budget was handed down on 11 May, and this contained mixed news for the private post-secondary education sector. On one hand, the Federal Government announced a $53 million aid package for the sector, including $26.1 million for non-university providers to attract more Australian students, $9.4 million to assist with offshore and online delivery, $17.7 million on government fee relief, and further FEE-HELP exemptions and deferrals for students. All of this will no doubt be helpful for the industry (though the ‘off-shore’ inducements don’t suggest that saving Australian jobs is a priority), but the kicker came with the announcement that the government does not expect international borders to fully re-open until mid-2022 – and some 70 percent of Australians are quite comfortable with that approach. It’s likely that international students will be allowed to return before that (and the NSW government has been especially active in this space), but the working assumption is that this won’t happen in any numbers until the beginning of next year. With student numbers falling through the floor, the prospects in the short term for most English colleges (and other
institutions catering to the international market) are grim. With overall enrolments down by nearly 70 percent, it’s highly likely that many colleges won’t survive that long. Meanwhile, other competitor countries the US and the UK, and even New Zealand, where Covid vaccine rollouts have been far more widespread, stand ready to grab a large portion of the international student market that might otherwise be coming Down Under.
Entitlements Meanwhile, the pandemic and border closures continue to cut a swathe through the industry. In April, EC English closed its doors in Australia, after buying out Embassy English just two years previously, and in May, Ability English followed them, closing their colleges in Sydney and Melbourne, and going into receivership. It seems quite likely that other colleges will soon join them on the scrapheap, raising the question about what happens to worker entitlements when a college goes bust. In the first instance, the Administrators will try to find sufficient money after liquidation (ie selling every single thing the college owned, right down to tables and chairs) to pay out workers’
entitlements, but if that isn’t possible (and it often isn’t), employees can access the Fair Entitlements Guarantee (FEG), the Federal Government scheme to safeguard worker entitlements (https://www.ag.gov. au/industrial-relations/fair-entitlementsguarantee-feg). The FEG is a safety net scheme which will pay workers the following entitlements, where applicable: • up to 13 weeks in unpaid wages • any unpaid annual leave or long service leave • payment in lieu of notice, and • redundancy pay. Your union can assist you to calculate exactly what you might be owed. Agreement negotiations Despite the ongoing difficulties in the sector, your union continues to do the work we’ve always done, such as ensuring the rights of members are upheld, and seeking improved conditions through enterprise bargaining. Currently, your union is bargaining with WSU The College, and these negotiations are nearing a resolution. The College put forward a proposal for settlement in late
May, but the suggested terms were not good enough for your union to accept (not least a substandard pay offer). Nevertheless, your union remains hopeful that we will have an agreement to vote on in the next few months. Meanwhile, your union has commenced ‘working group’ discussions with Navitas English, ahead of full enterprise bargaining later in the year. These meetings will work through some of the likely changes in the next round of government contracts for AMEP and SEE, and as a show of good faith, Navitas have agreed to flow through a pay rise equivalent to the Wages Price Index, 1.4%, payable from 1 July. IEU membership There has never been a more important time to be a member of the IEU, so ensure your details are up to date, and encourage your colleagues to join. People can join over the phone (8202 8900), via email (membership@ieu.asn.au) or online (https://www.ieu.asn.au/join-page). There are many broader benefits to IEU membership (https://www.ieu.asn.au/ member-benefits), and union fees are tax deductible. Kendall Warren Organiser
MUSTSHOULDCOULD
Child protection allegations A child protection allegation concerning the safety and welfare of a child can be classed as reportable allegation and/or a non-reportable allegation (alleged breach of the employment contract, code of conduct or employer policies). If you are notified by your employer that you are the subject of an investigation into a child protection allegation, you need to take the notification seriously. The following outlines what you must and should know, as well as what could occur if you become the subject of an investigation into a child protection allegation.
Must You must always maintain confidentiality regarding the investigation and the allegation details. However, this does not prevent you from contacting your IEU organiser to seek confidential advice, support and representation in the matter. To contact an organiser, you must be a union member. Should You should not agree to participate in an interview/meeting to provide a response to a child protection allegation, without firstly making immediate contact with your IEU organiser for advice. You should be aware that if you are the subject of a child protection allegation, you have the right to:
• be provided with an allegation letter together with a copy of your employers investigation process/procedures, or at the very least have the investigation process explained to you • have the investigation conducted with regards to the principles of procedural fairness, which includes the opportunity for you to defend yourself against the allegation by providing a written response and/or attending an interview/meeting • request the attendance of a support person at any interview/meeting • be provided with an investigation finding letter including any disciplinary/employment action and/or support initiatives, notification/s made to NSW/ACT statutory authorities and an opportunity to provide a response • apply for access to the employer's investigation file to assist in preparing your response when an adverse finding is made (if such a right is provided under an industrial instrument covering the member or under legislation) • be provided with the opportunity to request an independent review of an adverse finding, disciplinary/ employment action and/or support initiatives, and • be offered appropriate employer support and confidential counselling during the whole process.
Could You could also be the subject of police enquiries/ investigation if the child protection allegation relates to conduct that is potentially criminal. You could upon successful application to the IEU Secretary, and subject to specific conditions being met, be referred to a solicitor for legal representation on a child protection allegation that becomes a criminal matter. You could reduce the risk of having an allegation being made against you by familiarising yourself with and ensuring compliance to the obligations and expectations detailed in your employment contract, employer code of conduct and policies, as well as current child protection legislation. The IEU urges members seeking confidential advice, support and representation in relation to child protection matters to contact their organiser on 8202 8900 or the toll free number (for country members) 1800 467 943. Remember, for us to help you, you need to be a member. Russell Schokman Policy Advisor
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Don’t ignore your WWCC renewal A NSW Working With Children Check (WWCC) clearance is valid for five years. All persons holding a WWCC clearance whose contact details are up to date, will be contacted by the NSW Office of the Children’s Guardian (OCG) three months before their WWCC number expires, explaining what they need to do to renew their WWCC clearance number for another five years. The OCG does not send a further reminder. A current WWCC clearance number for paid employment is also a mandatory requirement of the NSW Education Standards Authority (NESA) for accreditation to teach in a NSW school or early childhood service or centre. NESA implements the following WWCC renewal reminder system for NSW accredited teachers: • Three months before expiry – NESA will email the teacher a reminder to renew their WWC clearance number. • Six weeks before expiry – if NESA hasn’t received the teachers renewed WWCC clearance number, they will be sent another reminder. • Three weeks before expiry – A final reminder is sent. If a NSW accredited teacher has not notified NESA of their renewed WWCC clearance number at least two weeks before the expiry of their current WWCC clearance number, they will receive a
notice of intention to suspend their accreditation. If their WWCC is not verified by NESA before the expiry date, their accreditation will be suspended and they will not be able to teach in any NSW school or early childhood service or centre. No last minute action All union members are reminded not to ignore the renewal reminder email sent to you by the OCG, and if applicable the emails from NESA or your employer. While renewal applications cannot be submitted until three months before your WWCC clearance number expiry date, do not leave your renewal application to the last minute, allow as much time as possible, as there are significant delays in the processing of applications by the OCG. One part of the OCG checking process involves the use of the National Police Checking Service (NPCS) to conduct a nationally coordinated criminal history check for applicants. The following information has been provided by the OCG to explain the reasons for the delays in processing applications. “The National Police Checking Service (NPCS) is currently experiencing an unprecedented use of the system, and due to several factors outside their control, there may be significant delays in the processing of checks. “Police checking in Australia is a partially manual, name-based process, involving
many stakeholders. The NPCS aims to return checks as quickly as possible, however turnaround times are not guaranteed. “There are many reasons as to why some checks take longer than others to process, including: The check subject having a common name, or a name that matches with many potential Persons of Interest on policing systems. “The check subject having old police information that requires manual collection and processing of hardcopy records. “The relevant police agency having inaccurate or incomplete records which need to be investigated properly before the check can be finalised. “Transferring information between the various state and territory police agencies before the information can be vetted and/ or released. “The NPCS facilitates over a million checks each year, which may result in over 7000 referrals to police each day. “Resourcing constraints within all affected agencies will also likely impact upon the ability to turn around these check results more quickly, primarily during peak periods. “The NPCS completes around 70 percent of police checks within minutes, providing a result back to the submitting agency. The remaining 30 percent of checks are referred to one or more police agencies for manual processing. “When responding to concerns about timeframes, the NPCS team escalates
ENVIRONMENT GRANTS
Apply for your workplace
IEU members are invited to apply on behalf of their schools, colleges or Early Childhood Centres for one of three grants of $3000 each, sponsored by the union, to help with their environmental projects. The IEU has a proud history of funding and supporting education projects that bring sustainability projects to life. There is no definitive list of possible activities, but typical projects include habitat conservation, biodiversity and tree-planting, outdoor learning areas, vegetables in kitchen gardens, organic produce, water and energy saving, waste, recycling and composting projects, and aboriginal cultural projects. The eligibility criteria include long-term viability of the project, a link to a broader environmental education strategy, and effective management of the project.
Key dates Applications open: Monday, 12 July 2021 Applications close: Friday, 17 September 2021 There is an expectation that successful recipients will provide a brief video presentation at completion of the project outlining how their project has proceeded and what the benefits to their school has been. Winners announced Tuesday, 5 October 2020, with a formal presentation proposed for the AGM. For further information please contact richard@ieu.asn.au after the opening of the application date.
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concerns to the relevant police jurisdiction, however as there is no definitive amount of time it takes to process a police check, it is always advisable to allow as much time as possible. “You can help to reduce any unnecessary referrals to our police partners by ensuring that application data is submitted accurately and in full.” Reference: https:// www.kidsguardian.nsw.gov.au/about-us/ news/delays-in-processing-applications How to renew To renew go to www.kidsguardian.nsw. gov.au/check and choose the ‘Renew your WWCC number’ panel. After completing the WWCC number renewal you will be sent an email confirmation with a new expiry date for your WWCC clearance number. Provide these details to your employer, and if applicable to NESA. They will need to re-verify your renewed WWCC clearance number and new expiry date. We encourage members with any issues concerning their WWCC to immediately seek advice by contacting their IEU Organiser or Russell Schokman, IEU Policy Advisor on 8202 8900 or the toll free number (for country members) 1800 467 943. Russell Schokman Policy Advisor
Vaccination verdict In April this year the Fair Work Commission (FWC) affirmed a childcare employer’s decision to dismiss an employee for refusing to comply with a requirement to receive a flu vaccination. See https://bit.ly/3fGN2Ec. Obviously, with COVID-19 vaccinations being rolled out, this is a matter of significant concern for IEUA members and their employers. The employee had been employed by Goodstart Early Learning since 2006, initially as a lead educator, later as a director, and finally as a group leader of an early learning centre. In April 2020, following recommendations by a relevant health body, and a process of consultation about its proposed influenza response, Goodstart introduced a policy requiring its employees to be vaccinated for influenza. Importantly, Goodstart’s policy was found to allow for medical exemptions if it was unsafe for an employee to be vaccinated. The FWC also found that Goodstart covered the expenses associated with gathering any medical evidence required and had provided extended timeframes to enable the employee to gain compliance. The employee initially provided a medical certificate stating that she had ‘a sensitive immune system’, a history of chronic auto immune disease and Coeliac disease and that she ‘reports having reacted quite badly to the flu vaccination’. The employee was notified that this certificate did not meet the requirements for exemption as it did not clearly indicate whether it was unsafe for the employee to receive the vaccination. No exemption The FWC decision suggests that the employee was given nine opportunities over a three-month period to provide information capable of satisfying Goodstart that she was medically unsuitable for an influenza vaccination. By her own account, multiple doctors refused to provide the employee with a statement that she should be exempt from vaccination. The FWC found that Goodstart’s decision to implement a policy of mandatory vaccination: • related to a childcare environment where risks and concerns are distinct, involving children who are by nature more vulnerable and have poor hygiene
standards, making viral spread easier and potentially more dangerous • followed an assessment of risk to both children and employees, and consideration that was given to alternative methodologies and approaches • acknowledged varying degrees of effectiveness of immunisation, but identified any reduction in the transmission and contraction of influenza as being a positive factor • involved a broad communication strategy to inform employees of the need to be vaccinated • anticipated that there may be medical grounds for the vaccination to be unsafe, and provided for medical exemptions, and • established a process for obtaining medical exemptions which was managed by a panel of senior staff.
“Workers cannot be forcibly vaccinated. However, such a refusal can, in certain circumstances, give rise to dismissal which may not be found to be unfair.” It is also worth noting that the decision indicated that Goodstart had accepted 179 medical certificates (presumably as the valid basis for a similar number of medical exemptions granted) and had dismissed 16 employees because of a failure to obtain the vaccination. Ultimately, the FWC Deputy President found: • This is a case where the employer made a logical and legal analysis of the risks and hazards in the workplace, developed a response and implemented a policy to
target that risk. • The policy was a reasonable one and the Applicant chose not to comply. No medical exemption was substantiated and accordingly , the Applicant’s employment came to an end. I am not satisfied that is unfair.” Right to refuse It is important to note that the decision acknowledges a person’s right to refuse vaccination, and that workers cannot be forcibly vaccinated. However, such a refusal can, in certain circumstances, give rise to dismissal which may not be found to be unfair. The FWC decision upheld the employer stance that any exemption needed to be based on clear medical evidence, and exemptions were not required to be granted in instances of conscientious objection. In its conclusion, the FWC emphasised that this decision was not one of general application, yet there is little doubt that it will be relied upon as the basis for some employers to consider how to approach the issue of mandatory vaccination for COVID-19. The assessment of whether a vaccination can be reasonably mandated would require a consideration of the circumstances of the employment and the risks and hazards involved. An employer would also need to ensure that questions around the availability and efficacy of vaccines are properly considered, and that medical exemptions pertaining to vaccines are managed appropriately. What is clear is that where an employer can satisfy the FWC that mandatory vaccination is reasonable in their work context and has been implemented with appropriate safeguards, refusal by an employee may result in dismissal that may not be found to be unfair. The union expects to see a range of different approaches taken by employers, and will assist members in seeking to ensure that any such employer policies are proportionate and sufficiently balanced to safeguard the interests of workers and their workplaces. Iain Bailey Industrial Officer
IEUA NSW/ACT Branch 2021 Early Childhood Conference
We are all in this together...
SAVE THE DATE
Saturday 7 August Keynote speakers: Thrive by Five CEO Jay Weatherill Shadow Minister for Early Childhood Learning Jodie Harrison IEUA NSW/ACT Industrial Officer Dr Michael Wright
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30-year IEU membership badge recipients 1. IEU Organiser Steve Bergan with Lyn O’Neill of St Francis Xavier Primary, Ballina 2. Cheryl King (centre) with IEU Executive John O’Neill (left) and Wayne Foster and colleagues 3. IEU Organiser Richard Ryan with Xavier Catholic College, Skennars Head Principal Mick Vella 4. Maria Zafirakis with IEU Rep Maria Caliendo at St Patrick’s Primary, Summer Hill 5. IEU Organiser Tina Smith with Gavin Hoctor of St Patrick’s Primary, Port Kembla
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Reps gifts 1. Ros Hartley of Canberra Montessori Holder, Sybil Busby of St Gregory’s Queenbeyan, Beth Worthy of Sapphire Coast Anglican Bega, Koby Allan of St Joseph’s Primary O’Connor and Leonne Challen of St Mary’s Young receive their Reps’ gift 2. Candice Liu and Susan Magyar with Angela McDonald, receiving her Reps’ gift, and Kristy-Lee Kaden, Michael Prosper and Emily Rhodes of St Thomas Aquinas Charnwood 3. Mark Hughes, IEU Rep at St Anne’s Central School, Temora, receives his Rep’s gift 4. IEU Rep Andrew Bigwood with principal Kathy Holding at Hennessy College, Young 5. Daniel Burns, John Paul Nicolls and Maggi Findlay of St Peter’s Broulee, Bernadette Aitken of Good Shepherd Amaroo and Alison Jost, Burgmann Gungahlin, Bernadette Bradley and Debra Slack of St Francis Xavier Florey receive their Reps’ gift
Four decades of dedication (from left to right) Mark and Trish Baker, IEU Assistant Secretary Pam Smith and Bernadette and Ian Baker Nearly 200 years of teaching experience and loyal union membership was on show recently when the Baker family gathered at the IEU’s Parramatta office. The four members of the Baker family (twins Ian and Mark and their wives Bernadette and Trish) received their 40-year IEU membership gifts and enjoyed an afternoon tea with IEU organisers. Ian (Catholic Schools NSW) joined the IEU in 1978, Bernadette (Holy Cross Primary at Helensburgh) in 1979 10
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and both Mark (tertiary university supervisor and relief principal) and Trish (principal at Cerdon College at Merrylands) in 1981. Mark met Trish when she was a first year teacher and he was her mentor, while Ian and Bernadette met at teacher training college. The foursome reflected on the changes they have experienced over their decades in education, particularly the introduction of new technology, and the gains that
have been made by the union movement over the years. When Bernadette and Trish started their careers, the conditions for female teachers were very different compared to today. They both said entitlements like maternity leave wouldn’t have happened without the union’s determined activism, and young teachers would be wise to remember that.
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40-year IEU membership badge recipients 1. Anthony Rose of St John Vianney, Blacktown, with IEU Organiser Lubna Haddad 2. Annette Donelly of Trinity Catholic School, Murrumburrah NSW 3. Susan Hannigan of Holy Name Primary School, Forster with IEU Organsier Carlo Rendina and colleagues 4. Steve Seymour of Holy Family Primary School, Skennars Head with IEU Organiser Richard Ryan 5. Judy Ryan of St Joseph’s Primary School, West Tamworth with IEU Organiser David Towson 6. Mark Devlin, CEDP Professional Officer with IEU Assistant Secretary Pam Smith 7. Douglas Black (right) with Kildare College Wagga Wagga IEU Rep Peter Gaffney (left) 8. Bernie McDonald of St John's, Woodlawn with IEU Organiser Richard Ryan 9. Bernard Mackson of St Mary’s Primary School, Armidale 10. Rhonda Holland of Kellyville Preschool with IEU Organiser Lubna Haddad 11. IEU Rep Amy Kermode with Janene Vella at Mount St Joseph’s Primary School, Milperra 12. Liz Heggart, President, IEU Penrith Blue Mountains Sub Branch with Regina Bryan, St Monica’s Primary School, Richmond 13. Ann Brown of Catherine McAuley Catholic Primary School, Orange with IEU Rep Mark Sheriden 14. Cheryl Gunter of Our Lady Queen of Peace, Greystanes celebrates with colleagues
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PAY RATES
for professional experience supervision Supervision $34 per day Coordination $1.70 extra per day When a teacher is responsible for the entire supervision of professional experience (PE), that teacher will receive the full daily rate of pay. Sharing of PE supervision payments is limited to a maximum of two teachers, and the daily rate shall be paid to those teachers at the proportion nominated by them. Where two teacher education students are working with one teacher, the full daily rate will be paid for each student.
Universities should ensure that efficient procedures are in place for the advising eligibility of teachers to claim payment, the recording of, and payment for, PE supervision. This rate does not apply to the supervision of internships. Payment for mentoring supervising teachers of interns is set at 20% of the current rate for supervising teachers in recognition of the greater independence of the teacher education student intern.
Choosing the right car loan With so many options available, financing your new car may seem daunting. Here are six common ways to meet the cost of your new vehicle. A key benefit of paying with cash is that you won’t have any repayments to worry about, which means you can focus on saving. However, having a history of loan repayments can help build a strong credit rating for financing large purchases such as property. A secured car loan often has a lower interest rate than an unsecured loan, and may be offered on either a variable or a fixed rate. However, this type of loan requires an asset to be committed as security. Generally, the vehicle being financed is used as security. An unsecured loan doesn’t require security, which generally means interest rates are higher because the lender carries a greater level of risk. Applicants with a good credit history will be in a better position to apply for this type of finance. A novated lease may allow you to able to bundle vehicle running costs. This arrangement will increase your take home pay, and you’ll pay less income tax because your tax rate will be calculated on your reduced salary after leasing costs are deducted. Be aware that you’ll need to pay a lump sum at the end of the agreement, sometimes close to 50 per cent of the original value of the vehicle. When purchasing a car through dealer finance, the dealership brokers your finance 12
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with the debt being on-sold to a financial institution. It may seem like a seamless process, but this arrangement may come with higher interest rates and fees. If you have the equity in your home, you may be able to add your vehicle purchase to your mortgage. This may secure a lower interest rate, but you could face a higher interest cost in the long run if you don’t boost your mortgage repayments. Which option is right for me? Always do your research to help find the car loan that best meets your individual needs. Shop around and make sure you investigate all the benefits and costs of each option. Whether you’re looking for a new or used car, our car loans can turn your dream into reality! For more information, go to: www. tmbank.com.au/loans#ah_buying-a-car Disclaimer: The information contained in this article is of a general nature only and should not be taken as financial or legal advice on any of the topics discussed. Always consult a financial adviser before making any investment decisions. This full article can be found at: www. tmbank.com.au/thinkbank
Get an A+ on your tax claims Tax time is just around the corner so make sure you’re aware of what you can and can’t claim as an education professional. If you worked from home, you may be able to claim a deduction for the additional running expenses you incurred. It’s important to note that not all expenses are deductible. Do your homework when it comes to claiming your working from home expenses and follow these simple tips. There are three methods to calculate your working from home expenses. The method you use will depend on your circumstances (you must meet the recording keeping requirements and criteria to use each method). The methods available are: Shortcut method - an all-inclusive rate of 80 cents per work hour, available for use between 1 March to 30 June 2020 in the 2019–20 income year and 1 July 2020 to 30 June 2021 in the 2021-21 income year. Fixed rate method - 52 cents per work hour (instead of recording all your actual expenses for heating, cooling, lighting, cleaning and the depreciation of your furniture). You need to separately work out your phone and internet, computer consumables, stationery and computer depreciation expenses. Actual cost method - the actual work-related portion of all your running expenses, which you need to calculate
on a reasonable basis. If you use the shortcut method it is all-inclusive, you can’t claim any other working from home expenses, including depreciation of office furniture and equipment. You don’t need a dedicated work area to use this method, however you must keep a record of the number of hours you worked from home. If you use the fixed rate method, you’ll need a dedicated work area and a diary of a four-week period that represents your pattern of home office use over the income year or actual hours you spent working at home. You can’t claim occupancy expenses for your home like rent, mortgage interest, property insurance, water, rates or land taxes. You can claim a deduction for phone, data and internet costs for the work-related use of your own phone or electronic devices. If you claim more than $50, you need to keep records to show your work use. For example, an itemised bill where you can identify your work-related calls and data use. Remember you can’t claim a deduction if your employer has paid for or reimbursed you for your home office expenses. For more information, read the ATO’s guide on what teachers and education professionals can claim at ato.gov.au/ teacher21.
End of financial year – remember to claim your union fees as a tax deduction The holidays are almost here and so is tax time. Statement of dues are not automatically issued so if you would like a statement contact membership@ieu.asn.au. For members paying via payroll deductions, as your employer makes the transaction. Union payments will appear on your income summary available via your MyGov account. Payroll deductions are not portable between employers and not all employers offer this service. If you have moved or are about to move check with us whether your new employer offers this service. We are happy to contact your new employer where service is available but will only do so with your permission.
Please let us know if your circumstances change as your employer does not advise us. If your workload changes, you take maternity or leave without pay, move workplaces, or retire, we are not advised of this. Contact us via email membership@ ieu.asn.au or call us so we can update your record and your membership does not lapse and you do not overpay. Our very best wishes for a safe and warm Term 2 break! The Membership Team, Jody Clifford and Syeda Sultana 8202 8900 (press 1)
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CELEBRATING SUPPORT STAFF DAY
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6. 1. Support staff from St Mary’s Georges Hall received flowers from their students 2. St Patricks Primary School, Griffith 3. McAuley Catholic Central School, Tumut 4. Holy Spirit, Bellambi 5. St Marys Star of the Sea, Milton 6. St Michael’s Primary School, Nowra 7. St Marys Primary School, Wollongong 8. St Marys Primary School, Wollongong 9. CathWest Innovation College, McCarthy campus, Emu Plains 10. Hennessy College, Young
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Keeping up with the complex world of school support staff
Belinda McRae has found her voice by joining the IEU and working for change for school support staff. As a member of the CER/IEU Joint Working Party, she is part of the team undertaking a forensic examination of the work of support staff in Catholic systemic schools, with a view to an improved enterprise agreement. Office Manager at St Benedict’s Primary School in the ACT, McRae said over the years the work of school support staff has become increasingly complex, but the industrial instruments that cover them have not kept pace. By undertaking a detailed survey of support staff positions and the way they view their roles, the IEU hopes the working party can negotiate a deal that better reflects the evolving workplace. “For a long time, I was advocating by
myself, but this is not a job for one person,” McRae said. “Now I feel privileged to be part of this working party, and able to really represent the views of support staff I have worked with over the years.” So far, the working party has focussed on administrative/ clerical roles Level 4 and 6 roles and compared the work of government school support staff with those in Catholic systemic schools. She said their research has uncovered disparities that give them room to manoeuvre in the enterprise agreement. “The role of support staff is so crucial in education, the children will suffer if we are not fully supported. Schools would have
to run much smaller classes without the support staff that work in the classroom and potentially even close without the support staff in the front office or working behind the scenes,” McRae said. “The needs of the children are becoming so complex. Support staff assist with the emotional, mental, academic and physical needs of students, but their own needs are not always put to the forefront.” Forthcoming meetings will examine the role of specialist assistants such as science, library, ITC and hospitality assistants, Aboriginal Education Workers and special education assistants and finance officers, among others. McRae said being part of the working
“For a long time, I was advocating by myself, but this is not a job for one person.”
party has given her an opportunity to network with support staff from all over the ACT and NSW, and has left her feeling empowered. “It’s been amazing and has given me so much more insight into the other dioceses. It’s unfortunate that so many support staff feel so overwhelmed by their work that they are not engaging with the union, as it’s the only way they can achieve improvements. “It’s also made me appreciate my own school and colleagues too, as we have such a great team here.” If you work in the roles that are yet to be considered and would like to be part of the consultation, please contact your IEU organiser or Industrial Officer Carolyn Moore on carolyn@ieu.asn.au Sue Osborne Journalist
IEUA NSW/ACT Support Staff Conference 2021
When: Friday 13 August, 8.45am to 4pm Where: Aerial Centre, UTS Building 10, Level 7, 235 Jones Street, Ultimo Just a 5-min walk from Central Station
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On the home straight Chris Wilkinson President
We are almost to the end of Term 2. What a busy time of the year. Parent teacher interviews, report writing, semester reports, staff meetings, faculty meetings, lesson preparation and delivery and the list just keeps getting longer. We all deserve a break and one we must enjoy. Teachers and support staff are continually being asked to do more and more, no questions asked, and we seldom say no. But I think the time has come that we all take a stance and start to say that word ‘no’. Does anyone in your school ask you on a regular basis ‘Are you okay, how are you going? Is there anything I can
Value our teaching, value our profession Bernadette Baker
Vice President Catholic Systemic Schools
As teachers, we are surrounded by negativity: all social ills are supposedly fixable by schools. It seems we are being bombarded from all sides on our professionalism. Teachers are not being promoted as professionals by our employers and government and therefore the community. We are being told what to teach and how to teach by individuals and organisations who are not actively involved in daily engagement with students, schools and communities. We have had our PD options reduced to a political agenda that doesn’t reflect the needs of schools or teachers. We have One Nation’s Parental Rights Bill, currently before the NSW Parliament, over-ruling the NESA syllabus and impacting on the professional judgement of teachers for their students. We have variations in the collection of data across multiple platforms that puts significant pressure on teachers to spend more time entering data than actually teaching. However, as I visit schools, speak to colleagues, other teachers and support staff, I am profoundly proud of their work, skills, expertise, and how they care for their students and their communities. The IEU is deeply engaged in the political agenda: we challenge the negative voices towards teachers and teaching; we promote great stories in the education sector; we’re your voice against injustice and ignorance. I encourage you to read up on the all the stories in this issue of Newsmonth and be encouraged by the work of your union. Check that your colleagues are members and invite them to join us and become proactive on the issues that impact on our work. Stay strong. Stay union.
do for you’? So much effort and time is devoted to the wellbeing of our students, and I am not doubting their needs. However, staff members may also be going through hard times both medically and emotionally, and often pushing themselves to go to school each day, with no support offered. If you are feeling overwhelmed and overworked, you are not alone. Reach out to your colleagues, seek assistance and let people know how you are feeling. We all know that we do not cope well when we are not in peak condition. We must look after ourselves and those around us, so let’s be kind to each other and show a little compassion. Sub branch meetings have been held recently and in most sub branches attendances have been positive. However, there are some Sydney sub branches that have poor attendances. I urge all reps and chapter members to
ask your organiser when the Term 3 meetings will be held and make it a priority to attend your meeting. You will be welcomed and it’s a good avenue to voice your thoughts and concerns. There is power in numbers. During Term 3, several IEU conferences will be held, fingers crossed. The support staff and early childhood conferences will take place in Sydney while the environment events are earmarked for two regional venues and one in the city. These events will fill up quickly as the topics are amazing. Check this issue of Newsmonth for details and visit the IEU’s website and Facebook page to get the latest news on the conferences and other events Enjoy your break, relax and take time for yourself.
Staffing, funding, wellbeing:
Key issues for principals Staffing, resourcing and wellbeing were high on the agenda when the IEU Principals’ Sub Branch met on 1 May at the IEU’s Parramatta office and via Zoom. A warm welcome was extended to principals Niamh Marzol from the Maitland-Newcastle Diocese and to Vicky Davidson from the Wollongong Diocese, who were attending for the first time. Principals expressed appreciation for the IEU’s engagement with the issue of staff shortages, including a recent union survey of reps and principals in rural and regional dioceses. Principals from both metropolitan and country areas told the sub branch about their own experiences of the challenges in recruiting casual, temporary and permanent staff. They raised concerns about the impact on schools, such as splitting classes and additional extras, loss of release time, loss of professional planning time, and the use of specialist and leadership staff to cover classes. Principals also acknowledged the IEU’s campaign to address the workload associated with the Nationally Consistent Collection of Data (NCCD) for students with disabilities. The IEU has conducted a survey and provided a report on members’ concerns about the NCCD. We’ve met with the Federal Department of Education, Skills and Employment; with Catholic Schools NSW; and with dioceses about the report findings and the way forward in relation to workload, the technology platform and other concerns. In the words of one principal: “The NCCD is important for funding, but the emphasis must be on student learning
and wellbeing, not just on data collection and analysis. The current NCCD model diverts time and focus away from student needs.” Also of concern to the Principals’ Sub Branch was One Nation’s Education Legislation Amendment (Parental Rights) Bill which is currently before the NSW Parliament. If enacted, this legislation will have a significant impact on curriculum, classroom practice and the work of teachers, counsellors and other school staff. Principals expressed concerns about the potential to restrict the curriculum in areas such as climate and the environment, First Nations issues, and in regard to student wellbeing and identity, including gender and sexuality. The IEU will continue its campaign to oppose this Bill. We believe it is unworkable and unsafe and would adversely impact on the work of schools and their support for vulnerable students. The IEU greatly values opportunities to meet with principal members. We met with Sydney principals via Zoom on 31 March and will meet with Parramatta principals on 10 June. It has also been a great pleasure to make presentations to principals who have been continuous members of the IEU for 30 years or 40 years, and we have more occasions to come in celebration of this loyalty and commitment. Principals’ Sub Branch meetings will be held on 7 August 2021 and 6 November 2021 at the IEU’s Parramatta office and via Zoom.
We believe One Nation’s proposed legislation is unworkable and unsafe and would adversely impact on the work of schools and their support for vulnerable students.
Pam Smith Assistant Secretary/Principals’ Organiser
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Labour bites
Major industrial news from Australia and around the world, bringing you the latest in the struggle for workers justice. Compiled by journalist Angus Hoy.
Israel: General strike Thousands of Palestinians and Arab Israelis participated in a general strike across Gaza, the West Bank, East Jerusalem, Israel and even refugee camps in Lebanon and Jordan, to protest Israeli airstrikes in Gaza, as well as additional Israeli actions in Jerusalem. Both Hamas, which controls much of the Gaza Strip, and Fatah, which enjoys limited self-rule in parts of the West Bank, called for their members to participate in the strike. Building sites, which are reliant on Palestinian labour from both sides of the Green Line, ground to a halt. “We cannot build without them,” said the Israeli Building Association, who reported that only 110 out of the 65,000 Palestinian construction workers from the West Bank went to work in Israel on the day of the strike. The Palestinian authority, which is dominated by Fatah, allowed public sector employees to participate in the strike, except for health care professionals and other select occupations. Wadi Ara Mayor Mudar Younes, who directs a union of Arab local municipalities, called it a rare moment of Palestinian unity that crossed the Green Line. “This is the first time, to my knowledge, that such a general strike began inside [Israel] and spread to the West Bank and Gaza,” Younes said. Palestinians and Arab Israelis live under three different governments — Israel, Hamas, and the Palestinian Authority. The strike was an attempt to show national unity at a time of crisis. Just days after the disruptive strike action, Israel and Hamas agreed to a “mutual and simultaneous” ceasefire. Source: The Times of Israel; Morning Star
Morocco: Strikes for contract teachers Moroccan teachers’ unions have been demonstrating in the capital city, Rabat, to demand permanent contracts and better working conditions. They are also protesting the rising cost of living and the lack of social dialogue. The teachers’ protests began in 2019 and were re-escalated earlier this year, with tens of thousands of teachers, mostly young professionals in their 20s and 30s, staging regular strikes in different Moroccan cities since the end of March. The protests have faced brutal repression from Moroccan police forces, who have often unlawfully dispersed the protests and used excessive force. The peaceful strike actions have been to protest the precarity of teachers’ employment conditions. Temporary teaching contracts were introduced in Morocco in 2016 and, since then, 16
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more than 50,000 teachers have been hired under this system, describing themselves as “forcibly contractual educators”. For the unions, this is part of the government’s continuing effort to reduce public spending. Currently, 55,000 teachers are hired under precarious contracts, representing almost 30 percent of the teaching workforce. While contract teachers have the same starting salary as their colleagues on permanent public employee contracts, they do not enjoy the same benefits for healthcare or pensions and can be arbitrarily fired for ‘making a mistake’ without notice, compensation or recourse. Contractual teachers also only receive a two-week training after their university studies – other teachers receive a one-year school-based training – and have fewer opportunities for promotion and no clear career pathway. This has led to a deep inequality within the teaching workforce, as teachers on contracts lack basic labour rights and job security. Eighty percent of teachers working under contractual conditions are under 30 years of age and, according to their representatives, feel coerced into accepting the poor employment conditions due to a lack of alternative employment options. In fact, 23 percent of the Moroccan population under 30 years of age are unemployed. Source: Education International/ Amnesty International
Deliveroo drivers are employees In a scathing judgment, Fair Work Commissioner Ian Cambridge found that under common law, Deliveroo driver Diego Franco was an employee of Deliveroo, not an independent contractor, as the firm asserted. He was therefore subject to unfair dismissal rules and had been unfairly dismissed by Deliveroo, his dismissal having no valid reason and was “harsh, unjust and unreasonable”. This finding was in line with what Franco and his union, the Transport Workers Union (TWU), had claimed. The TWU was using this as a test case for bringing gig economy contractors into the award system. This is part of a global effort by unions and labour regulators to force gig economy businesses, especially ride share and food delivery ones like Uber and Deliveroo, to treat their drivers as employees not contractors, and therefore pay them minimum wages and give them award conditions. In deciding that Diego Franco was an employee of Deliveroo, Commissioner Cambridge cited a similar landmark case in the UK. Deliveroo has stated they plan to appeal the decision, arguing its riders are independent contractors as they are free to decide when they work and can work for multiple platforms. But Commissioner Cambridge said, considering the overall picture, Franco was an employee as he “was not carrying on a trade or business of his own or on his own behalf” and “the level of control that Deliveroo possessed” represented a relationship of employment rather than independent contracting. TWU National Secretary Michael Kaine said the ruling supported the union’s calls for the Federal Government to establish a tribunal to regulate gig economy work. Source: The New Daily
OnSOCIAL On Latham’s attack on IEU members Ruth: His criticisms are highly inappropriate and unprofessional. Perhaps he should familiarise himself with the curriculum before commenting. Or actually talk to a teacher. Rose: Absolutely disgraceful… and unsupportive, unnecessary, out of context, non progressive and worst of all – divisive. Latham needs a new hobby. On One Nation’s proposed Education Legislation Amendment (Parental Rights) Bill Gemma: This bill is disgusting and Mark Latham has it in for the profession of teaching. The fact he had the power to influence changes to professional learning and strip the PTC [Professional Teachers' Council} as a registered PD provider with such short notice in December is representative of the power he currently wields. Let’s hope the rest of the Legislative Council stand up to him and we have more dissenters. Simon: This Bill is headed by a man who simply has no understanding, respect for, or consideration to, teachers or their students. Little wonder that graduating classes of teachers are dwindling Sue: Teachers talk to young people about things that matter to them. The classroom is a safe and informed space to listen and talk. Censorship is going to deny students an invaluable forum and make it very easy for employers to sack teachers. What’s next? Dealing with students vaping at school Amanda: Our toilets are not shut during lesson times. Students have to go to the school office if they need to go during class. Cheryl: More should be done to stop vapes at point of sale. Claire: Very much a problem here in NSW as well. On the union winning pay rises for early childhood teachers Michael: Great news! Not enough in my view but we’ll take it as a start! Christie: Great step in the right direction. But there is still further hearings to be had in the process and further submissions to be made. Hopefully the government heeds the Commissions advice and looks at funding as well. Gina: Fantastic news. It means a lot for ECT in Long Day Care as we believe children in these services need quality early education opportunities. Fingers crossed we can attract new teachers. Amy: Great result especially after eight years of fighting! A big thank you to everyone involved!
In a semi-regular column, we delve into our Newsmonth archives to find out what was happening in the union, the education sector and the teaching profession – this issue we rewind 10 years to 2011. In 2011, Julia Gillard was Prime Minister of Australia and Kristina Kenneally was NSW Premier (she was succeeded by Barry O’Farrell in late March). Peter Garrett was Federal Education Minister and Verity Firth was NSW Education Minister (followed in March by Adrian Piccoli). Barack Obama was President of the United States. In March, Japan experienced a magnitude 9 earthquake, followed by a devastating tsunami leading to the Fukushima nuclear accident. The “Arab Spring” saw the ousting of Egyptian President Hosni Mubarak after almost 30 years in power. It was the International Year of Chemistry and The Actor, a silent movie, won Best Picture at the Academy Awards. “Members to feed into funding review,” read the frontpage headline of the March edition of Newsmonth. While the Gonski Review of Funding for Schooling wasn’t released until December 2011, throughout the year the IEU called for members to make submissions to ensure the needs of their school were considered. Teachers In 2011 staff in Catholic systemic schools received a 3.8% pay increase. The top rate of pay for teachers in Catholic systemic schools was $84,759. In independent schools on the standards model agreement the top salary rate for a classroom teacher was $89,886. Teachers in independent schools received a 3.2% pay increase in 2011 and their agreement provided for pay rises of 3.6%, 4%, and 3.8%. This was the first agreement negotiated in Australia that provided for a salary of more than $100,000 for a classroom teacher (achieved in 2014).
It was the end of an era in 2011. The NSW Liberal government stripped the NSW Industrial Relations Commission of its autonomy: the IRC no longer had the power to award pay rises above the state government’s salary cap. As a direct result, Catholic systemic school staff have not received a pay rise of more than 2.5% in the past decade. This downward pressure on salaries, led by both state and federal governments, is still having a detrimental impact. (In a further turn for the worse, current NSW Treasurer Dominic Perrottet has stated he will reduce the state wages cap to just 1.5% in 2022.) Employees in Catholic systemic schools were transferred from the jurisdiction of the NSW Industrial Relations Commission to the Federal Industrial Relations system in 2011.
The NSW Liberal government stripped the NSW Industrial Relations Commission of its autonomy: it could no longer award pay rises above the state government’s salary cap. Early childhood education and care The “Teachers are Teachers” campaign for pay parity between early childhood teachers and teachers in schools intensified. On the front page of the first edition of Newsmonth for 2011, members were urged to email or visit their local candidates in the lead-up to the state election in March and present them with a briefing sheet
on this issue. “Teachers in early childhood typically receive up to 20% less than their primary school colleagues despite the same training,” the IEU said. “This means they can earn up to $14,000 less per year.” A petition seeking 10,000 signatures was also circulating. (On 19 April this year, the Fair Work Commission handed down a decision supporting pay rises of up to 10% for early childhood teachers – the result of an eight-year campaign by the IEU. The union anticipates about 12,000 teachers in some 8000 long day care centres will benefit if the pay rises are made. The FWC will conduct a final hearing on this matter in August.) Support staff The IEU invited Aboriginal Education Workers throughout NSW to Sydney for a one-day seminar, reported in Newsmonth 6 (September). Delegates came from as far as Narromine, Bega and Ballina to learn more about their union and their rights. They also shared ways of strengthening the connection between community and class. “It’s great working with the kids, especially the troubled kids,” said AEW Dale Smith. “I can get the trust of the Koori kids, and yarn with their parents when they come in for NAIDOC day.” ELICOS The sector was under pressure owing to the high Australian dollar, competition from Canada and the US, the impact of the global financial crisis and the federal government’s strict approach to student visas, wrote Organiser Kendall Warren in Newsmonth 1 (February). To support the sector, the Labor Government announced it would ease visa assessments. Despite this difficult year, agreements were concluded at Sydney College of English, Access Language Centre, Study Group Colleges, Embassy, TELP and Milton College,
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Letter to the editor Casual shortages The casual shortage is impacting all classroom teachers. Last week I had a sick child and called the school at 3pm to let them know I wouldn’t be in the next day. Within the next hour I was sent an email to say that there were no casuals available and I had been requested by the principal and the assistant principal to split my class into three groups which ‘considered the dynamics of the class’ so students could be distributed around the school’ and to put a day’s worth of work onto Google Classroom.
I had to deal with a sick child yet felt I had to sit up until late at night planning a day’s worth of learning for my class. I am also expected to use a day of my sick leave when I basically planned and taught the whole day, exactly as we did during blended learning in Covid, and there was no casual replacing me. At least once a week other teachers have an extra six or so students in their class for all or part of a day. This is so disruptive for classes and puts extra workload and stress on teachers.
I have also in the past missed relief from face-to-face teaching in a particular week due to casual shortage and had to cover classes. Teachers are not getting the opportunity to attend PD because of the casual shortage and are having to stay on class as much as possible. I know this is already on the union’s radar, hopefully some changes can come about. Member details supplied
Professional engagement “The IEU has recently undertaken a significant research project into the impact of the Nationally Consistent Collection of Data process on teachers and students.” Professional development Remember there are now only a limited number of providers that can deliver accredited PD. This is unlikely to change for at least the next two months. We strongly encourage members who are currently maintaining their accreditation to complete their 100 hours of PD by the end of 2021. Our understanding is that if you achieve your 100 hours this year, you will have satisfied the PD requirements for your current maintenance period regardless of how many accredited hours you have logged. NESA has advised that if you complete your 100 hours by the end of 2021, you will not have to complete any accredited PD from one of the four priority areas. We understand this arrangement will expire at the end of 2021. You can enter Elective PD on your eTAMS under the ‘Elective PD’ tab – it is a straightforward process. Once you have logged 100 hours you should see a green tick on your eTAMS account stating you have satisfied the PD requirements for the current period. 18
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IEU ZONE: 50 Hours of PD On-Demand The IEU has more than 50 hours of elective PD on the IEU Zone (theieuzone.org.au) that members can undertake on-demand. You will need to create an account before you can access the PD. This is a simple process; however, it will take a few hours for us to verify and activate your account once it is created. If you have any queries, please email: pd@ieu.asn.au Accreditation The IEU professional engagement team has developed an IEU Guide to Accreditation at Proficient Teacher Handbook and an accompanying Workbook for teachers who are undertaking the accreditation process. The Handbook addresses all the FAQs you may have and the Workbook steps you through the process in a supportive and informative manner. These documents are available for members. Please contact your organiser, or visit: theieuzone.org.au If you have any queries, please email: accreditation@ieu.asn.au
Nationally Consistent Collection of Data The IEU has recently undertaken a significant research project into the impact of the NCCD process on teachers and students in non-government schools. Several key issues have emerged from this research, including the impact of the expanding administrative burden, lack of clarity around the evidentiary guidelines and work intensification related to the audit process. You can find the IEU’s Report on the Survey into the Nationally Consistent Collection of DATA (NCCD) process in NSW and ACT Schools on our IEU website: bit.ly/3w7yQuY As a first step, and following endorsement by the IEU Council, we sent the report to the Department of Education, Skills and Employment (the federal agency responsible for administering the NCCD process and distributing funding); Catholic Schools NSW (which represents both Catholic systemic and Catholic independent schools); and each of the 11 Catholic dioceses in NSW and the ACT. We extended meeting invitations to these groups to discuss the report’s conclusions
and advance the recommendations. As Newsmonth went to press, preliminary meetings had taken place with Catholic Schools NSW and nine of the 11 dioceses. The IEU has also held two meetings with the Department of Education, Skills and Employment. Their senior personnel were quick to react to the report’s conclusions and recommendations and have expressed their desire to collaborate with the union and other stakeholders to streamline procedures and reduce negative impacts. While members, employers and the union agree that accountability is essential to guarantee fair distribution of funding, the Department was understandably concerned that the interpretation of the requirements for collecting the NCCD data may be excessive, with the unintended consequence of diverting teacher time away from active student support into administrative duties. Keep an eye on our website and upcoming editions of Newsmonth for updates.
Budget changes to super
IEUA NSW/ACT Branch Executive
Secretary Mark Northam Eora Nation
Financial Officers Denise McHugh NESA Liaison Officer Kamilaroi Nation
Deputy Secretary Carol Matthews Eora Nation
Peter Moore De La Salle College Cronulla Tharawal Nation
Assistant Secretary Liam Griffiths Eora Nation
General Executive Members John O’Neill Carroll College Broulee Yuin Nation
Assistant Secretary Pam Smith Dharug Nation President Christine Wilkinson St Joseph's Girls High School East Gosford Kuring-gai Nation Deputy President Tina Ruello Catherine McAuley Westmead Dharug Nation Vice President Non Systemic Bruce Paine Kinross Wolaroi School Orange Wiradjuri Nation
Surprisingly, the budget was silent on the increase to the Super guarantee to 12 percent. This means that there will be an increase to 10 percent from the current 9.5 percent on 1 July 2021 (bar any sudden changes from the government). So that’s good news! The remaining two percent will rise by 0.5 percent per year until it reaches 12 percent by 2025. Bernie Dean, Industry Super chief executive, says that workers and employers have “pulled the economy through a really tough year” and that it’s “good that Australians can bank on super going to 12 percent”. And there was more good news regarding super. Industry funds have been lobbying for years for the removal of the $450 compulsory super threshold because of its unfairness. Currently employers do not have to pay super to part time workers who earn less than $450 per month. This affects about 300,000 workers who are mainly young part time workers. It is estimated that about 63 percent of this contingent are women, so removing this threshold will improve the retirement outcomes for a large number of workers and get rid of this glaring inequity from 1 July 2022. Why shouldn’t a low paid, part time worker get super like everyone else? The work test for workers aged 67 to 74 has been removed in the budget. From 1 July 2022 individuals aged 67 to 74 will no longer have to work a minimum of 40 hours during a consecutive 30-day period in the financial year to be eligible to make certain superannuation contributions in that financial year. This change recognises the fact that members of this age group have not had compulsory super for their entire working lives. The repeal of the work test applies to voluntary non-concessional (including the bring forward rule) and salary sacrificed superannuation contributions (but not to personal deductible contributions) and gives older Australians more flexibility in topping up their super accounts. The budget also included improvements to the Pension Loans Scheme (PLS) for senior Australians. The PLS is a voluntary, reverse
mortgage type loan for older Australians who wish to increase their retirement income by using the equity in their home. The budget paper states, “The increased flexibility from 1 July 2022 will allow a full-rate age pensioner to access their entire annual amount as a lump sum. This is on top of receiving a full-rate Age Pension”. Another change relates to the lowering of the age from 65 to 60 for “downsizer contributions” to super. This measure allows Australians nearing retirement to contribute up to $300,000 (or $600,000 per couple) from the sale of the family hope. Again, this measure adds flexibility and accessibility for individuals or couples after they have sold their principal place of residence which they held for a minimum of 10 years. A further budget change has to do with legacy product conversions. This will be useful for those individuals who are ‘locked-in’ to certain products which restrict access to their capital which they may need for health, aged-care or other large expenditures in retirement. So, retirees will be able to completely exit these products by commuting the account into a regular superannuation account in the accumulation phase. One glaring area which would have helped address the gender gap in super is paid parental leave plus super. At present super is not attached to paid parental leave and this was a missed opportunity for the government to improve retirement outcomes for women especially. All up, the changes improve the flexibility of super by allowing more contributions to go into the system helping more Australians to build their wealth for a dignified and comfortable retirement.
Vice President Systemic Bernadette Baker St Mary’s Cathedral College Sydney Eora Nation Vice President ECS Gabrielle Connell NESA Accreditation Officer Wiradjuri Nation Vice President Support Staff Carolyn Collins St Michael’s Primary School Nowra Yuin Nation
Suzanne Penson Mackillop College Port Macquarie Biripi Nation Helen Templeton Presbyterian Ladies College Armidale Nganyaywana Nation Phoebe Craddock-Lovett Marist College North Shore Eora Nation Simon Goss Holy Spirit Primary School Lavington Wiradjuri Nation Libby Lockwood St Joseph’s Primary School West Tamworth Kamilaroi Nation Kylie Booth-Martinez Assumption Catholic Primary School and St Stanislaus' College, Bathurst Wiradjuri Nation
Vice President ACT Angela McDonald St Thomas Aquinas Primary School Charnwood Ngunnawal Nation
Upcoming conferences and events Environment Events 2021 Food: Different by Design Canberra Friday 6 August 2021. Merici College, Braddon ACT Other events Byron Bay 3 September and Sydney 10 September
Support Staff Conference 2021 CHANGE - The new normal Friday 13 August, 8.45am to 4pm Aerial Centre, UTS Building 10, Level 7, 235 Jones Street, Ultimo
Early Childhood Conference 2021 We are all in this together... support resilience recognition Saturday 7 August 8.45am to 4.15pm Aerial UTS Centre Building 10, Level 7/ 235 Jones Street, Ultimo
Bernard O’Connor NGS Super
(Important information: The information in this article is general information only and does not take into account your objectives, financial situation or needs. Before making a financial decision, please assess the appropriateness of the information to your individual circumstances, read the Product Disclosure Statement for any product you may be thinking of acquiring and consider seeking personal advice. Past performance is not a reliable indicator of future performance. Any opinions are those of the author and do not necessarily reflect the view of NGS Super.)
Anna Luedi Marist Catholic College, North Shore Eora Nation
with Professional Development and Reps Training
www.ieu.asn.au Our locations
Sydney 485-501 Wattle Street, Ultimo NSW 2007 8202 8900 Parramatta Level 2, 18-20 Ross Street, Parramatta NSW 2150 8202 8900 Newcastle 8-14 Telford Street, Newcastle East NSW 2302 4926 9400 Unit 4 Lismore Professional Centre 103-105 Molesworth Street, Lismore NSW 2480 6623 4700 ACT Unit 8, 40 Brisbane Avenue, Barton ACT 2600 6120 1500 newsmonth - Vol 41 #4 2021
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The new climate war:
The fight to take back our planet As any Geography teacher will tell you, as soon as you mention climate change, a student will call out, “Sir, if you care about the planet so much why do you drive a car?” More recently as veganism has become increasingly popular, I started to hear, “Sir, you are such a hypocrite, if you really cared about climate change you wouldn’t eat meat!” On one level these may be sincere philosophical questions about personal behaviour and ethical beliefs, but beneath them lies a wider phenomenon that distracts us and pollutes our climate change discourse. Besides the questionable accusation of hypocrisy (I never told my students not to eat meat) and misinformation about the main contributors to climate change (beef consumption is responsible for 6 percent of carbon emissions) many people have resorted to finger-pointing and behaviour-shaming rather than holding the true climate change culprits to account. These are the fossil fuel corporations and their conservative political allies who champion polluting energy over renewable energy. They sit back and escape scrutiny. Michael E Mann explores this deflection and the “inactivists” who spread it in his new book, The New Climate War – the fight to take back our planet (Scribe Publications 2021). Mann is a Professor of Atmospheric Science and is famous for his “hockey-stick graph” which, in the late 1990s, showed the world the clear upward trend in
global temperatures. He became an instant celebrity scientist and a whipping boy for fossil fuel lobbyists intent on discrediting climate science and climate scientists. Mann recently spent a year in Australia and witnessed the drought induced Black Summer bushfires of 2019-20. He mentions Australia often in his book and makes a few acerbic references to our politicians, such as, “Morrison coddled coal and played a destructive role in international climate negotiations”. He calls former Prime Minister Tony Abbott a “fossil fuel flack”. The global atmosphere is continuing to trap heat as we burn more coal, oil and gas. While COVID lockdowns cleared Australia’s skies for a few weeks, climate change is still the issue that will define this generation. Mann’s ultimately uplifting book reminds us that “while the situation is urgent, we have agency”. It’s not too late. Runaway climate change does not have to be around the corner. He explains that “doomism is the new denialism” – it can be paralysing rather than motivating. The doomists, delayers and deflectors are the new enemies in the climate war. Mann is “objectively hopeful and cautiously optimistic” about climate action. We don’t need “transition fuels”, illusive “carbon-capture and storage” or even geo-engineering fantasies such as shooting sulfate into the stratopshere. We need political will and an educated active population to
vote for systemic climate action. Mann acknowledges that “Individual action is part of the solution… but it can only get us so far”. Mann has written an important and engaging book that will reinvigorate those suffering from climate change fatigue. As he says, the kids have got this worked out. Swedish activist Greta Thunberg, with her “remarkable ability to speak truth to power” has called us out. We need to give young people hope by explaining that the fossil fuel ship is turning around. “We appear to be nearing the much-anticipated tipping point on climate action,” Mann writes. We all need to advocate for systemic climate action. And eat a little less meat. David Whitcombe Organiser (David was a Geography teacher for 30 years)
We have one copy of The New Climate War: The fight to take back our planet to give away. Email giveaways@ieu.asn.au with The new climate war in the subject line by Monday 23 August. Please include your name, membership number and postal address in the body of the email.
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