Newsmonth #2 March 2020

The newspaper of the Independent Education Union of Australia NSW/ACT Branch (vol 40 #2) March 2020 PP 100000871 ISSN No: 0728-4845

Unions and employers respond to COVID-19

“Let’s put workers at the centre of the conversation” The World Health Organisation declared a global pandemic on Wednesday 11 March, as the coronavirus rapidly spreads across the world. It is increasingly apparent that efforts to contain the spread of the COVID-19 virus have been so far limited, and that a vaccine remains some time away. With school closures and other social distancing measures likely to escalate in the coming weeks and months, members have rightly started to question how this public health crisis will be managed in their own workplaces.

Because different workplaces have different conditions, there is unfortunately no single, definite answer to how employers will respond and how members will be impacted. The union has contacted and been in discussion with major NSW and ACT school employer organisations concerning entitlements of employees who are unable to attend work as a result of the coronavirus. IEUA Secretary Mark Northam has called for a fair and compassionate response from employers, saying “let’s put workers at the centre of the conversation.”

Paid leave Employees may be impacted by workplace responses to COVID-19 in a number of ways.

The union’s view is that employees should of course be entitled to personal/carer’s leave if they are themselves unwell or caring for a sick family member. However, in other cases where the employee is not unwell but is absent for selfisolation reasons, we are calling on employers to ensure the employee is not disadvantaged by providing the employee the option of working from home, where possible, or be provided with two weeks ex gratia leave. This is because it is in the public interest to delay the spread of the virus, and staff who may be unwell who remain away from work in the interest of students and staff should not be penalised.

The union is calling for the provision of paid leave for a casual employee who is forced to decline previously scheduled work or that the casual employee be provided with paid leave on a case by case basis, reflecting the usual number of days worked per week.

Already, the union has managed to secure for employees in Catholic systemic schools 10 days ex gratia paid leave for employees required to self-isolate due to a workplace shutdown, in

circumstances where it is not possible to continue work from home.

At time of writing, similar commitments have begun being made by other employers, including EREA schools, Seventh Day Adventist schools, Christian schools, SDN, and KU Children’s Services.

So far, the union has secured a commitment from Wollongong and Bathurst Dioceses to extend policy entitlements to both casual and salaried employees, including the provision of up to 10 days ex gratia paid leave to casual staff unable to attend scheduled work.

This response has been well received by the union. “This considered and compassionate policy is a great response to a complex situation,” said Northam.

The union is calling on all employers to follow the lead of the Wollongong Diocese, who lead the way in this generous approach, and publicly support their workers and extend employee entitlements to include casual staff.

PD available online For members required to self-isolate, the union has hours of on demand online PD available as part of your membership. You can find the full range of programs at www.theieuzone.org.au .

The union expects that employers will generally be sympathetic to our approach on behalf of members and will work collaboratively with employees and the union in the interest of public health and safety.

Any employee requiring specific advice about their situation, or with any concerns, should immediately contact the union.

The NSW Department of Education recommends that schools cancel: • school assemblies • excursions • international and domestic travel plans • some events, such as sports matches and performances • conferences and face to face PD engagements, and • stagger school lunchtimes in large schools.

Given all the circumstances, the IEU believes this to be best practice and should be adopted by all schools.

Mark Northam Secretary

Keep teachers and support staff at centre of COVID-19 discussions The IEUA NSW/ACT Branch is calling for immediate crisis talks with employers representing non government schools and early learning centres about the vexed issue of social distancing and other concerns in the face of COVID-19.

“Teachers and support staff need to be at the very centre of this conversation,” said Secretary Mark Northam. “Any decisions made must be firmly grounded in education and health priorities, not economic concerns.”

The union has been inundated with queries from anxious members about social distancing, leave entitlements, school assemblies, parent teacher nights, incursions and excursions, sporting events, performances, and hygiene in schools.

The IEU represents teachers and support staff in Catholic systemic, independent and other non government schools, as well as early learning centres and post-secondary colleges throughout NSW and the ACT.

Safety first Work health and safety is a key issue in all schools and early learning centres, especially as teachers and support staff shoulder considerable responsibility for the health of not just students but also the wider community.

IEU members are responsible for a wide demographic: children as young as six weeks in early childhood centres through to adults in their 20s in post-secondary colleges.

The IEU has been representing members intensively since this crisis began unfolding and has successfully secured 10 days’ additional leave with some employers, and we are fighting to secure ongoing employment for casuals.

We call on Catholic systemic school employers and other non government school employers to ensure safety in the workplace for teachers, support staff and students. This includes ensuring school staff have adequate resources needed to maintain hygiene.

At all stages, the IEU must be part of the solution.

The IEU believes alternative approaches to keeping pathways to education open are possible as long as the profession is at the heart of any decisions about changes to how schools are managed. Some independent schools are already implementing new approaches. Various options are currently being explored, and teacher input is critical in this process.

Clock ticking on Catholic systemic EA Putting the jigsaw together – members step up as we negotiate on two levels with 11 Catholic dioceses.

Members are rightfully questioning the time it’s taking the Catholic Commission for Employment Relations (CCER) to reach an agreement regarding Catholic systemic schools.

The previous agreement expired on 31 December 2019 but remains in force. The missing elements are pay increases and improvements in conditions sought by members.

The jigsaw becomes apparent when we unpack the nature of the agreement.

CCER negotiates on behalf of the 11

dioceses in relation to the overarching Enterprise Agreement. Referenced to the EA but developed at a local diocesan level are Work Practice Agreements (WPA).

These agreements capture more closely the fine detail associated with matters such as the number of meetings per term, class sizes, start and finish times,

arrangements for term four in secondary schools and sliding scales of support for large class sizes in primary schools.

Some of these elements have been in play for decades. Critical among these are primary RFF provisions.

Continued on page 4

Unions support communities recovering from disaster

(vol 40 #2) March 2020

Contents

News

1, 2, 3, 12, 15

Feature 6, 7, 8, 9, 10, 11

International 14, 15

Reports 1, 3, 4, 5, 6, 16, 17

Member stories 2, 6, 7, 8, 12, 13, 16, 17, 18

Member benefits 3, 17, 18, 19

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 Journalist: Monica Crouch 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

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Union members are playing a vital role in the recovery process of bushfire affected communities.

Unions NSW Secretary Mark Morey said unions were offering their members support to cope with the trauma they had experienced, as well as providing practical support rebuilding communities.

“This work will be needed not just for a few weeks but for a few years. It’s up to the union movement to make sure affected workers and their communities remain at the forefront of everyone’s mind,” Morey said.

The IEU has taken a proactive approach in this field by designing and delivering online professional development to respond to an urgent need for members to address their own wellbeing, and also assist their students and young people close to them recover after a bushfire.

“Schools and early childhood services often serve as a lighthouse and community hub during crises, and we are doing our best to make sure teachers and support staff are supported and can continue to provide a safe haven for children,” IEUA NSW/ACT Branch Secretary Mark Northam said.

Debuted in week two of the first term for 2020, the course Responding to Bushfire Trauma, was conducted by Professor Lisa Gibbs and Jane Nursey of the University of Melbourne, authors of the study Delayed Disaster Impacts on Academic Performance of Primary School Children (2019). Members of the IEU were able to participate in this NESA and TQI accredited PD free of charge, as part of their membership.

Recent studies into those affected by Victoria’s Black Saturday catastrophic fires of 2009 have shown that children suffering bushfire trauma demonstrate outcomes one to five years below their age group norm. Staff affected by bushfires are more anxious and have poorer overall wellbeing than staff in comparative settings.

“Delaying acknowledgement of trauma can only lead to more long term problems down the track, and this union has taken responsibility for its members’ wellbeing to try and provide whatever help it can,” Northam said.

Morey launched the innovative session to 480 teachers and support staff, 350 of whom actively participated. Many were from the south coast of NSW, which was severely impacted by fires.

2020 is the first time the union has had the capacity to deliver a session of this size, as we continue to invest in advanced ways of providing the best possible services for our members.

Green shoots after gamechanging fire

“This is a model for the type of support unions can offer their members. This initiative is bringing people together in an innovative way through a huge online union meeting. These innovative strategies enable workers to form connections and network with each other,” Morey said.

The live streamed PD session was well received by all participants. Praise and appreciation for the opportunity to learn directly from experts in the field filled the highly active chatroom accompanying the livestream, as participants left the session feeling newly empowered and enlightened from what one described as “an extremely informative session [with] great practical common sense advice which can be used in even broader areas”, and another calling it “one of the best and most relevant PD events that I have experienced”.

There were also thankful responses from a number of members who had personal experiences of the recent bushfire disasters, with one participant saying “Thank you so much. This was most helpful on a personal level as well, having been evacuated and having almost lost my home,” and another emailing the IEU after the session to say “thank you for organising the PD – so many people have been affected by the bushfires therefore it is so heartening to come together as a populace to be well informed and learn from professionals and researched findings. Our young people will hopefully have better outcomes, building resilience and having the support they need and deserve.”

In addition to providing training and wellness resources, the union is also advocating the interests of our members through industrial avenues. The IEU is claiming up to five days' paid leave per year for employees unable to attend work due to a natural disaster, in current negotiations for the NSW and ACT Catholic Systemic Schools Enterprise Agreement 2020-2022.

Morey said all future awards and enterprise agreement negotiations should include considerations of our changing climate, with flexible arrangements to allow employees to deal with emergency situations such as the recent bushfires.

New guidelines on how to deal with hazards such as poor air quality are also required, he said. The ACTU is now examining all these issues.

“Unions will take a holistic approach to dealing with all aspects of climate change. Our members are at the front line when it comes to tackling natural disasters,” Morey said.

Michael Hughes, a teacher at McAuley Catholic Central School at Tumut, lost his home in the Dunns Road fire that roared through Batlow on January 4. Trina McCallum is a teacher at St Peter’s Anglican College, Broulee, which was damaged in the massive Currowan fire. Yet they speak of good fortune, and one heroic Year 5 student, writes journalist Monica Crouch.

Michael lives on a farm in Batlow, about 32 kilometres from Tumut, where fire destroyed his home and machinery shed. But his 100 or so cows and calves survived and, thanks to a sudden change of wind direction, so did his full hayshed, so he could still feed them. “I saved my cattle and I regard myself as very fortunate,” Michael said.

The fire took out 37 properties in Batlow, a small village of just 1300 people, and several of the children at McAuley also lost their homes. In the week before the fire, reports became “gloomier and gloomier”, Michael said, and the Rural Fire Service warned that Batlow would not be defendable.

“There was a sense of helplessness,” he said. When the fire finally came, Michael had evacuated to Tumut.

“I’ve never seen anything like this before,” said Michael, who grew up in the area, returning in 1983. “It was a

game changer – it was very, very bad.”

Michael, who has been an IEU member for 37 years, says the support he has received since the fire has been extraordinary. “I felt gutted initially,” he said. “But the staff at McAuley have been exceptional, I’ve had massive support from them.

Catholic Education in Canberra gave five days’ relief due to the bushfires and that’s been invaluable for getting through hours in the queue to the insurance companies.”

Other teachers at McAuley worked tirelessly throughout January in the local food centre, cooking and baking to make sure everyone was fed.

McAuley has about 350 students, and those who lost their homes are proving remarkably resilient. “Believe it or not, they’re pretty good,” Michael said. “They’ve been telling me about the new houses their mums and dads have picked out.” Counselling has been available to the entire school community, including parents.

The community held a recovery get-together at Batlow RSL club on Australia Day to thank the local fireys, the RFS and all the emergency services. “It was huge – everybody was there,” said Michael. “The trees are even beginning to rejuvenate after recent rains.”

(Continued on page 7)

PRESENTTENSE

COVID-19 “Advice from the Fair Work Ombudsman is that in circumstances where an employer directs or requires an employee to stay away from work, then that employee is still entitled to their normal pay.”

The talk of the industry for much of this year has been the COVID-19 contagious disease, commonly known as coronavirus. The private college industry is particularly exposed to fall out from this epidemic, as should be expected in a sector almost entirely reliant on international students, a huge proportion of whom come from China.

The outbreak has already caused a great deal of disruption in the university sector, with travel bans from non-citizens coming from China forcing thousands of students to defer their studies for the first semester.

University colleges, which include a great many IEU members, have been similarly affected Taylors College, for example (which runs Sydney University’s Foundation Studies program) has advised the IEU that about 40% of its enrolled students have been stranded offshore, and while the college has managed this situation as well as it can, it’s unclear for just how long the current arrangements are sustainable.

The IEU has been contacted by many members seeking guidance on how to proceed in the coronavirus

environment. In the first instance, members should pay heed to the advice from NSW Health, namely to self-isolate for 14 days if flu-like symptoms occur, if exposed to someone with the flu, or if returning from a country where coronavirus is prevalent, such as China, South Korea, Iran or Italy.

The colleges themselves should be publicising their policy on this matter. What happens to students who present with symptoms? What should teachers do in those circumstances? How much support will colleges give to employees during the crisis? If your college has not yet advised staff and students of such a policy, members should insist that they do so, putting this request in writing.

The risks around coronavirus are only partly related to the disease itself. Of equal concern are the possible economic effects, as supply lines are disrupted, and consumer confidence dries up. For casual teachers and support staff in the private college sector, coronavirus represents an additional worry, as casual employees do not receive paid sick leave. This puts those employees in the invidious situation of taking the cautious route and staying home for two weeks (without pay) or turning up to work

and potentially infecting people. Some schools are also suggesting to staff who do have access to paid sick leave that in the event that they travel to a country with travel bans in place, then they would be directed to stay at home for the 14 days, on leave without pay.

The advice from the Fair Work Ombudsman is that in circumstances where an employer directs or requires an employee to stay away from work, then that employee is still entitled to their normal pay. They cannot be required to take leave without pay or be required to access their sick leave.

There is little doubt that coronavirus will cause a great deal of disruption to the private college sector, and your union will be doing everything we can to minimise that. If you would like an officer from the IEU to come and meet with you to discuss how best to approach this matter in your school, contact your union on 8202 8900 or ieu@ieu.asn.au.

Kendall Warren Organiser

Goodstart negotiations off to a good start Negotiations have commenced for a new Goodstart Agreement that will cover all Goodstart centres throughout Australia. Three unions are involved: the IEU; the Australian Education Union or AEU (representing Goodstart teachers in Victoria); and the United Workers Union (formerly United Voice). The IEU and the AEU work together in the interests of teachers in NSW, the ACT and Victoria.

Before negotiations commenced, Goodstart gave a 2.4 per cent increase to all employees. Goodstart has also advised us it wants to ensure it can keep attracting early childhood teachers to its services through

the wages it offers. Goodstart realises it needs to ensure its teachers’ salaries keep increasing to bridge the gap between Goodstart salaries and school salaries.

The IEU presented a log of claims at the first negotiation session in Brisbane on Thursday 27 February. Included in the log of claims are: • increase in teachers’ salaries • increase in director’s allowance • increase in educational leader’s allowance and more non contact time to perform this role • nominated supervisor’s allowance in addition to director’s allowance • assurance that all full time teachers have access to rostered days off

•

•

•

• •

•

increase in non contact time to four hours per week two child-free days and four teachers’ practice days per year to complete necessary reports and records time to ensure that teachers can meet their NESA accreditation requirements 18 weeks’ paid parental leave increase in personal leave to 15 days a year, and community service leave of up to five days per year.

The AEU log of claims, although reflecting similar matters to the IEU, includes some items that are particular to

Victorian teachers. The United Workers Union claim is not specific to teachers but general for all employees.

The next bargaining meeting will be held on Thursday 26 March in Melbourne.

Goodstart has indicated it expects bargaining will be complete after two or three meetings, but given the claims of all three unions, this is unlikely.

In the past few weeks, IEU organisers have been visiting Goodstart centres and have been warmly received by teachers.

Verena Heron Industrial Officer

st 1 2020

CT IEUA NSW/A

u aturday Aug S , e c n e r e f n dhood Co

Early Chil

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Union addresses work intensification in Sydney Catholic Schools Liam Griffiths Assistant Secretary

As part of its current salaries and conditions campaign with Catholic employers, the IEU has been actively exploring issues of concern to teachers and other education staff which pertain to the impacts of increasing workloads on the profession.

These impacts are often described as work intensification affecting the profession from a variety of sources resulting in more work related stress, poor work life balance, a diminished professional voice and ultimately negative consequences on the teaching and learning process resulting in work dissatisfaction.

Discussions continue to occur with most Catholic diocesan authorities in the context of renegotiating existing Work Practices Agreements and have been largely informative and productive.

For some time now teachers have identified some of the key elements underpinning work intensification as

including: the scarce time available for preparation and collaboration with colleagues; the multiple, overlapping and constantly changing requirements for programming and general educational compliance measures imposed on the profession at various school, system and government levels; the excessive professional development demands on the profession and a set of requirements which are often described as data collection and management processes whether for specific educational compliance purposes or testing/assessment usage.

These are just some of the key drivers of work intensification that are identified by teachers among many other elements believed to be impacting on teacher wellbeing.

The union commenced its discussions with Sydney Catholic Schools late in 2019, having first developed a working document to establish both the significant issues and proposed or potential solutions. The document outlines the effects of work intensification on employees and identifies the major drivers of increased workloads

and potential ways of addressing and managing work pressures.

The diocesan authorities have engaged positively with the union’s agenda although at time of writing SCS has yet to fully agree with a range of measures proposed by the union to counter work intensification and manage workloads such as: • increase release time for all teachers by an additional 30 minutes per week or equivalent release of one additional day per term for planning and collaboration • streamline and set a consistent framework for best practice program requirements while providing template documentation for compliance elements • rationalise the extent of professional development requirements of staff consistent with NESA accreditation requirements and reform the method of delivery in modules • undertake appropriate planning and consultation to create school calendars and timetables in advance to set expectations of staff around significant school based educational, cultural,

community or co-curricular activities and expectations • reduce paperwork and eliminate excessive data collection activities while applying an agreed version of a “case for change” rationale for any system or school initiatives, and • streamline current professional improvement processes such as PGIA and the intrusive application of classroom observations.

The union believes that agreement is possible around the implementation of a range of these proposed measures and looks forward to revising the appropriate work practices agreements to reflect measures which aim to alleviate excessive workload and begin to address the drivers of work intensification currently afflicting the teaching profession.

There will hopefully be further positive outcomes to report in future editions of Newsmonth.

Keep in Touch - Paid Parental Leave scheme Pam Smith

• to stay connected with your workplace • to help you transition back into work.

Assistant Secretary

Together with other unions, the IEU recognises that 2020 marks a decade since the legislation which introduced Australia’s national Paid Parental Leave (PPL) scheme – a significant achievement for the union movement and of great benefit to many IEU members, especially those with no paid parental leave from their employer (such as those in early childhood and ELICOS) and others who have not had a year with their current employer.

As part of the 18 weeks' payment under PPL, there is a provision for up to 10 days of ‘keeping in touch’ whereby a staff member on PPL can undertake some paid work without affecting their PPL payments or bringing the 18 weeks period to an end. As some members have recently contacted the Union about their employer’s uncertainty about this provision, it is important to clarify the benefits and operation of ‘keeping in touch.’

Under the Fair Work Act definition, a day of work is a keeping in touch day if the paid work is either: 4

newsmonth - www.ieu.asn.au

What does this mean?

A ‘keeping in touch’ day could include: • taking part in planning meetings or other activities • undertaking professional development or attending a conference • reconnecting with the workplace or your role before returning to work.

For the purpose of ‘keeping in touch’, one hour or more of paid work activity counts as one day and this contributes towards the limit of 10 days.

A ‘keeping in touch’ day cannot be accessed within the first two weeks after the birth or adoption of a child.

After this time, employees can request a keeping in touch day and there must be agreement, preferably in writing, between the employee and the employer before a 'keeping in touch' day is taken. An employer can’t request a keeping in touch day within the first six weeks after the birth or adoption.

While there is no requirement to advise the Australian Government (Services Australia) of taking a 'keeping in touch' day, it is recommended that such days are confirmed in writing on each occasion. It is important that employers are very clear that taking a 'keeping in touch' day does not signal a return to work and thus the end of the PPL period.

Work undertaken on a 'keeping in touch' day counts as service and must be paid at the appropriate rate. A 'keeping in touch' day may contribute to workplace entitlements, such as salary progression for teachers and the accrual of superannuation.

Under the National Employment Standards, accessing a 'keeping in touch' day does not affect the entitlement to 12 months unpaid parental leave. Taking keeping in touch days does not extend the 18 weeks' Paid Parental Leave period.

Members with any inquiries about parental leave, the national PPL scheme or 'keeping in touch' days, are welcome to contact the IEU for advice and support.

Continued from page 1

Clock ticking on Catholic systemic EA Mark Northam Secretary

Enterprise bargaining commences in independent schools Carol Matthews Deputy Secretary

More than 350 NSW and ACT independent schools have issued Notice of Employee Representational Rights as the first step in the commencement of bargaining for new teacher and support staff enterprise agreements.

The IEU will be meeting with the Association of Independent Schools in coming weeks to discuss our claim.

Teacher claims The union is seeking pay rises of not less than 2.5 per cent in NSW (and for teachers in ACT schools, not less than those applying for teachers in ACT government and Catholic systemic schools).

Our claim includes changes to the pay and teacher classifications in Standards Model schools. This involves easier access to the Band 3 (Experienced Teacher) classification in standards schools. The union is concerned that many teachers are reluctant to apply for Band 3 because of the difficulties in the Independent Schools Teacher Accreditation Authority (ISTAA) process and the upfront fee that some schools require teachers to pay at the start of the process.

A further claim is an increase in the Band 2 Proficient pay rate which is currently $99,000 – this is well below the current top pay rate for Proficient teachers in government schools of $105,000.

We are also seeking changes to the teacher pay structure in Hybrid Model schools. We want to compress the Band 2 Proficient teacher pay scale to five steps, consistent with the government school and Catholic systemic pay arrangements. A failure to do this means it takes longer to reach the top step than in other NSW schools. The Band 3 Experienced Teacher salary rate should also be increased to the Standards Model Band 3 rate.

The IEU will be meeting with the Association of Independent Schools in coming weeks to discuss our claim.

Support staff claims Support staff should receive pay rises of not less than 2.5 per cent per annum over three years plus any increases as may be necessary to reflect increases to comparable rates in government and Catholic systemic schools.

Support staff currently receive less personal/carer’s leave than teachers and evidence requirements are much more stringent – we want this fixed. Long service leave should also be increased.

Other claims We have a general claim for Emergency Disaster Leave of not less than five days per annum (when a staff member is unable to attend work because of a natural disaster affecting them or the workplace). This has recently been agreed in Catholic systemic schools in NSW. We also wish to update the paid maternity leave clause to allow fathers who are the primary carers of a newborn child to access this provision.

More information The union will be sending our comprehensive claim to chapters in the next week and seeking member endorsement. Please do not hesitate to contact your IEU organiser if you would like them to attend your chapter meeting.

In meetings to progress the EA the following points have been agreed in principle: • expedited transition to the standards pay scale for pre 2014 teachers • recognition of prior teaching service in early childhood education for salary progression (not retrospective) • recognition of one year of unpaid parental leave for incremental progression (in line with the Department of Education) • five days paid emergency disaster leave per year, and • importantly, the Canberra-Goulburn Archdiocese has indicated it will extend RFF for primary teachers to 2.5 hours per week.

The time and complexities associated with the WPAs stem from the lack of a coordinated approach from the various dioceses.

Put simply, certain dioceses engage appropriately and others hasten slowly.

Bathurst has now agreed to a schedule of meetings. Wilcannia-Forbes intends to forward policies that may be a

framework for a WPA. The union calls upon all dioceses to progress matters.

Important elements are determined at the diocesan level, such as additional time release and the number of meetings held after school, calendars in advance and class sizes.

As Newsmonth goes to press, Chapter meetings across NSW and the ACT are being convened. The union will be requesting members not only to advise the union of their position but also the Catholic Schools Office in their diocese.

This will assist in completing the jigsaw and ensuring back payment in early Term 2. Importantly, there is a support staff issue that needs addressing – ensuring long service leave equity and pay increases beyond the 2.5 per cent NSW Government cap.

Separately, members will also receive a back payment to their superannuation fund (some have already received this). A 2019 Australian Taxation Office revised ruling means super is payable on the 17.5 per cent annual leaving loading component of an annual salary.

This back payment extends from 2009 until the present. Employers across all sectors have provided advice as to when payments should be made.

Marking a milestone for teacher exchange Here we are halfway through Term 1 very special “in conversation” event at the and what a start to the year we’ve had.

Parramatta office on Friday afternoon (see Thank goodness the hot, humid weather page 10). Thank you to Assistant Secretary is behind us and there is a little hint of Pam Smith and Trix Wilkins for organising autumn in the air. this event celebrating women and their Unfortunately, the achievements. workload for all continues It will be wonderful We’ll be celebrating an to keep everyone busy – important milestone on to catch up with old with more to come as the Saturday 21 March: a dinner to friends who have mark the 90th Anniversary of term advances.

EA negotiations are been part of the the NSW Exchange Teachers continuing, and hopefully 100 years of DET exchange program League, good news is not too far exchanges and 35 years of over the years as IEU exchanges will be held at away. We would really appreciate it if all reps in well as welcome the Mercure Hotel in Sydney.

Catholic systemic schools It will be wonderful to overseas teachers catch could return the results up with old friends who undertook an who have been part of the of the motion as soon as possible. exchange in our exchange program over the The coronavirus is of years as well as welcome schools. huge concerns to us all. overseas exchange teachers School closures, travel plans and everyday who undertook an exchange in our services are in jeopardy. Remember to schools. A big thank you must go to Helen look after yourself, your family and your Gregory who is the driving force behind our school community. Wash your hands and exchange program. encourage students to do the same. The If you would like to find out more about virus is on the move and we have no idea the program, Helen would be only too where it is headed or how long it will be pleased to assist. I am sure it will be a great with us. Jobs will also be in jeopardy and night with plenty of amazing stories. will hit families as they battle to make ends Stay well, wash your hands and enjoy the meet. As if the drought, bushfires, storms rest of the term. and floods weren’t enough, now we have the coronavirus to cope with. How much Chris Wilkinson President more can some take?

International Women’s Day celebrations were held around the country, with a newsmonth - Vol 40 #2 2020

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Meet the future of the union movement

Membership news Why updates are essential

Young people with a passion for the trade union movement can get a taste of a career in the field through the Unions NSW Union Summer program.

IEUA NSW/ACT Branch is an enthusiastic participant in the program and this summer welcomed James Connolly and Bella Forti for a three week experience.

Bella is a student of Health Science at UTS, where she is also the student union Women’s Officer.

Bella has used her time with the IEU to liaise with the IEU Women’s Convenor Pam Smith and members of the Women and Equity Committee. She has also learnt about BOLD, the IEUA’s national Building Our Leadership Development organisation designed to encourage women into leadership roles.

“I have learnt about some ‘train the trainer’ programs and other resources about how to prevent sexual harassment in the workplace and how to counter the resistance to change, that will be great to take back to my collective,” Bella said.

Bella plans to be a freelance sex educator when she graduates, speaking to groups in schools and workplaces.

“Sex education at school is so lacking. I feel that better sex education could prevent sexual harassment, because people don’t understand issues around consent.”

James Connolly is a recent graduate of ANU, where he did a double degree in Law and Asia Pacific Studies.

Also involved in student politics, James would like to develop a career in industrial and employment law.

“I’ve really liked this opportunity to get a look at education at a granular level, James said. I was previously oblivious to the challenges teachers face associated with the accreditation process. It’s interesting to see how the union helps them with those challenges.

“It was also instructive to work with the industrial officers and see how they work within the union as a whole.”

James has achieved a graduate position with a law firm where he will specialise in industrial law and get a taste of the employer’s perspective on industrial relations.

Ultimately, he feels the trade union movement will provide the “meaning” he seeks in a career.

The IEU wishes both interns good luck with their career aspirations.

“I’ve really liked this opportunity to get a look at education at a granular level.”

A big welcome back to all renewing members and a big welcome aboard to all our new members.

If you are experiencing issues renewing your membership, or if you have a question about your membership, we are here from 8.30am to 5pm on weekdays – so you can catch us during and outside of school hours. You can call the membership team directly on 8202 8900 – press 1.

We have sent membership updates to IEU representatives wherever we have two or more members in a chapter. These updates are important for ensuring all of our members receive all of their membership benefits, and so we can keep our records accurate.

Membership updates are not only important for retaining members; they also ensure all members retain their democratic right to vote in IEU elections and, should it be necessary, to have their say in protected action ballots. Incorrect data can leave members disenfranchised.

We had an excellent return rate in 2019 and we’d only like to see it increase in 2020. We’ll send reps who assist us in this process an appreciation pack.

Membership fees correlate with your working hours and, for full time teachers, are determined by your gross annual income bracket. Please see our membership classifications below, and for further details visit our website: https://www.ieu.asn.au/join-forms If your working hours have changed or your position has been reclassified, you will need to update your details, so please let us know via email: membership@ieu.asn.au Membership team

Support Staff Member Category classification FULLSU

Full time membership support

PART30

21-3O Hours

PART20

11-20 Hours

PART10

0-10 hours

CASUAL Casual LEAVE

Leave without pay membership

MATERN

Maternity Leave membership

PART.2

.2 or less

CASUAL Casual LEAVE

Leave without pay membership

MATERN

Maternity Leave membership

UNEMPL

Unemployed membership

RETIRED

Retired membership

Teachers Member Category classification

Jodie Harrison MP, Shadow Minister for Early Childhood Learning (NSW), met with the IEU Early Childhood Council on 21 February. Harrison asked about the impact of the recent bushfires on early childhood settings. Phillipa Maher explained that she was left to decide whether her preschool should remain open or close, while teaching and checking for bushfire updates in the area. This was a stark contrast to the schools nearby, that had been advised by the Department of Education ‘if and when’ they were to close.

Early Childhood Council members also informed Harrison of the need for resources to assist teachers to support children, families and other staff with mental health concerns due not only to the recent bushfires, but also the ongoing drought in many regional areas.

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FULL130+

FULL130 - earn $130K or more

FULL115+

FULL115 - earn $115K or more

FULL

Full time, earn less than 115k

PART.8

.8 or less but more than .6

PART.6

.6 or less but more than .5

PART.5

.5 or less but more than .4

PART.4

.4 or less but more than .2

PART.2

.2 or less

CASUAL Casual LEAVE

Leave without pay membership

MATERN

Maternity Leave membership

UNEMPL

Unemployed membership

RETIRE

Retired membership

CASEXT

Extended casual (sessional)

John Quessy’s retirement and other thoughts I attended the IEU Christmas party on 5 December last.

Putting festivities aside, the principal item of business was to farewell John Quessy after a working commitment to the IEU spanning more than four decades, initially as a school delegate, then member of the Executive, then as President, and since 1995 as an employee. His career path through the IEU started as an Organiser, then appointed as Assistant Secretary to Dick Shearman, and in 2012 succeeding Dick as the IEU Secretary.

I recently had contact with the IEU over the length of my membership. John, ever the historian, established that I had joined the AMA (the initial name of the registered union) in February 1962, making me the longest card carrying member of the union. I first encountered John somewhere around 1972 – 73, when he was the union delegate at Pius X College, Chatswood. As I stood as one of 300 during the retirement speeches, I was blown away by the changes occurring during the nearly 5 decades John has been associated with the IEU. Our first offices were in the corner of premises donated rent-free to us by Dominic Yates, who used the balance of the premises as a coaching college that he was running, specialising in maths. At the time he was the then President of the AMA. We graduated to our first rented premises, around 100sq meters, rented in the Wallace Way complex near Chatswood Station. John Quessy’s farewell celebration was held in a three storey building, owned and paid for by the IEU, plus basement parking strategically located on the east-west and north-south corridors of Sydney in Wattle Street, Ultimo. And to complete this contrast, the union also owns premises at Parramatta, Canberra, Newcastle and recently purchased office space in Lismore.

In 1977 when I finished my term as Secretary, there were two full time (including Michael Raper, our then first

organiser) and two part time employees (membership/ accountant and office secretary). Today there are 67 employees on the union payroll, all enthusiastically working, advancing some aspect of benefit to a membership in excess of 30,000, a far, far greater number than the 1200 membership in 1977. My farewell was a quiet affair, a drink in a nearby pub; John was farewelled by more than 300 members, employees, partners, and friends crowded together in the Wattle Street vestibule.

John’s time with the union has also seen expansions of capital expenditure items over and above real estate. In a southern corner of the Wattle Street building’s first floor is the front 30 centimeters of the very first item of capital expenditure, a two-tower, six drawer desk owned by the ITA (as it then was). It was the Secretary’s desk purchased at a government auction for $25. The IEU capital investment today is measured in five work sites, as well as furniture, IT technology, and motor vehicles for those sites.

Governance of the union, and communication between union and the membership is far more complex today than it was in those early days. The scope of the union’s coverage has changed radically – one award covering teachers, including preschool teachers, has been replaced by numerous work place agreements. Membership is no longer confined to teaching staff, but includes a wider scope of non government employees. A regular bulletin, Newsmonth, keeps membership up to date on union matters, and professional development is better addressed than was the case in years past, when articles were published in Independent Education, circa 1975, a small notebook sized journal published two or three times yearly. By contrast the IEU of today is involved in a far more sophisticated way with industrial, professional and other

services aimed at making members' money do more.

First among those services is the Independent Teachers’ Superannuation Scheme.

Do not think the early years were unimportant. They were important in that they mark the initiation within the non government school and preschool sector of institutionalised social justice, particularly through wages, career structure, and professional development. Those years were spent building a foundation. The years of John Quessy, first as a member of the Executive, and then as a key employee within the IEU were spent putting a structure upon those foundations and expanding the membership base so that the benefits of IEU accomplishments could be shared more widely.

John was not the only player – but he was a key player who ultimately became the leader of the IEU. That is his great accomplishment and he is to be warmly congratulated upon these many, many years of contributions. As it was with the 300 others present, so it was with me – I was impressed, proud of his achievements, and hoped his retirement would be long, enjoyable and fulfilling.

John Nicholson former ITA Secretary John Nicholson was Secretary of the Independent Teachers Association in the mid 1970s. He went on to practise as a barrister in industrial, common and criminal law, taking ‘silk’ (senior counsel) in 1994. In 2001 he was appointed as a judge of the NSW District Court. After 2012 Nicholson returned to work at the bar.

He is known as a reformist, with special concerns about the plight of First Nations peoples. He is also a committed unionist.

Scroll of Honour for John Quessy Labor leader Anthony Albanese (right) presents John Quessy with the Scroll of Honour; to John’s left is Mark Morey Unions NSW Secretary and President Judith Kiedja.

In late February, at Unions NSW Annual General Meeting, former IEUA NSW/ACT Branch Secretary John Quessy was presented with a Scroll of Honour for his dedication and contribution to the trade union movement. It was presented to him by Labor leader Anthony Albanese.

Continued from page 2

Green shoots after game-changing fires Trina McCallum says St Peter’s Anglican College, in Broulee on the NSW south coast, was under threat from the enormous Currowan fire from late November to early March. “Our school year ended and began in similar fashion – on high alert,” Trina said.

“On new year’s eve alone, 13 families lost homes and businesses and sometimes both. Six children in my Year 6 class alone lost homes or partially lost their properties.”

The college lost its administration building, 500 metres of fencing, maintenance sheds and water tanks.

Verandahs on one building collapsed.

The school’s bush tucker garden, fruit trees and most of its native gardens were

lost, as were most trees on the property.

Ramps into buildings were burnt and six classrooms had to be stripped and refurbished due to smoke damage.

The school was saved with help from the community. “Neighbours came over their fences and fought the fire with our Principal, Darren McPartland,” Trina said.

“People climbed on roofs and crawled under buildings to put out spot fires.”

Thanks to one brave student, the school’s chickens were saved. “One of our Year 5 students led the chickens out onto the middle of the oval and watched them while others saved their coop,” Trina said.

“Scary stuff for a 10 year old – and heroic.”

The chicken coop was funded by an IEU/ TMB environment grant.

The college’s principal has been organising the clean up and rebuild, showing politicians around and doing media interviews. “Our administration staff have been amazing,” Trina said.

“They’re working tirelessly in a cramped computer lab as a makeshift front office.”

The school has also had generous support from its families and local small businesses, as well as donations coming in from as far as Perth and the UK and fellow Anglican schools. “Gifts from school shoes and school bags filled with stationery to furniture and even ice creams have put smiles on the faces of staff and students alike,” Trina said.

Most of the students are faring well now, and Trina says the focus has been

on settling back into routines. “Our counsellor and school psychologist are working hard, and we are all focusing on mindfulness and resilience with our classes,” she said.

“The college is looking fresh after the rains and new buildings and classrooms are causing excitement among the children. But for many families, the process of rebuilding will take years and we’re supporting them in any way we can.”

Heavy rains finally extinguished the Currowan fire on February 9, and regrowth is already under way. “It’s symbolic of just how resilient nature and humans can be,” Trina said.

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Holy Family School’s environmental grant In Term 3 2019, Holy Family School Skennars Head was very fortunate to receive an Independent Education Union (IEU) Environment Grant, sponsored by Teachers Mutual Bank (TMB) of $1500 to initiate the Koala Tree Forest Project. The funds were used to purchase tree guards for 300 trees to be planted on school wetland between the school carpark and oval. Garden stakes, fertiliser, weed control chemicals and hoses were also purchased with the IEU/TMB grant funds.

Many senior Holy Family students were involved in the essential pre-planting stage of site preparation in the wetland. The students removed piles of dead branches and palm fronds from the planting site and also helped to flatten the tall bull rushes that covered the site. Once flattened, the dead bull rushes served as very effective mulch when the trees were planted.

During Term 3 last year, under the supervision of Landcare volunteers Wally Hueneke, Jos Webber and Peter Cassidy, Holy Family’s primary classes planted out 300 koala trees

in the school wetland. Each child planted and mulched a tree and assisted in constructing a tree guard around the tree to protect it from brush turkeys and wallabies.

The trees are thriving in the new plantation with many doubling in size by the beginning of the new school year. A group of Year 6 girls has taken on the responsibility of monitoring the growth rates of a sample of the different trees in the plantation.

The girls will measure and record the heights of the trees every month during 2020 and display their monitoring results on a noticeboard for other students to see.

We hope that in the not too distant future our forest will have grown sufficiently well to support a family of koalas easily.

The Holy Family School community wishes to express its gratitude to the IEU and TMB for the environmental grant funds which have allowed us to make a very promising start to creating wonderful koala tree forest.

“We hope that in the not too distant future our forest will have grown sufficiently well to support a family of koalas easily.”

Richard Ryan Organiser

Hope ahead amidst a climate of change Addressing climate change will offer new jobs and the opportunity to secure safe workplaces and communities.

The summer of devastation just passed has been for many an ordeal that seemed to stretch well beyond its natural life. The country is gripping its neck from whiplash after being, in turn; parched, scorched, battered, and drowned.

As we begin the long process of rebuilding our devastated communities, a consensus has grown across all sections of society that climate change is the most pressing global issue we will face in our lifetime. Calls are mounting for more action to be taken to address this existential challenge.

A recent Essential survey of over 54,000 Australians, conducted on behalf of the ABC at the start of this year, provides a snapshot of the mood in the country. It shows that 72% of Australians rate climate change as a problem for us personally, outstripping concerns over saving for retirement (62%) and health (56%).

Queenslanders were marginally less concerned, with 35% reporting it’s not a problem for them personally. Despite this, climate change still figured as the most pervasive concern for Queenslanders.

There is no state or territory where climate change is not reported as the most common concern for its citizens.

Climate change is a concern that cuts across party lines. When the segment of respondents who voted for the Morrison government in last year’s election are isolated, there is still a majority (54%) who

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say climate change is a problem for them personally – only narrowly beaten to the top spot by ‘saving for retirement’ as the most salient concern (55%) amongst L/NP voters, and ranking above terrorism (48%), crime (42%) and immigration (33%).

There is a prevailing desire across the nation for real action to address the global climate crisis. An overwhelming majority of respondents (84%) are calling for climate action – 60% of respondents believe “climate change has been established as a serious problem and immediate action is necessary”, and another 24% agree with the reality of climate change and feel that “some action” should be taken.

Despite this apparent consensus, the spectacles of Canberra politics have driven many Australians to despair, believing that Australia will continue failing to act. A fifth of Australians predict Australia will do nothing to address climate change. This lack of optimism and anxiety about the future habitability of the earth is particularly concentrated among young people, with over a quarter (27%) of 18-24 year olds predicting a lack of action by Australia.

In the light of overwhelming consensus for a meaningful response and action on this pressing issue, the role of unions is clear. As the voice and representative of the working people of Australia, it is incumbent on us to make the clear social,

economic and moral argument for a sustainable future. We will continue to support our members and represent their interests by advocating for an environment safe from harmful airborne toxins and extreme climate and weather events, including dangerous heat conditions.

We will advocate for a holistic and sustainable transition from a carbon-based economy – mindful of the reallocation of meaningful, well paying and union protected jobs in extractive industries – towards new renewable energy industries.

This will, in turn, help rebuild resilient communities sheltered from the impact of inevitable changes to the ways our society is structured and run.

Already, union peak bodies like the ACTU are examining and issuing recommendations on these issues as they relate to workers. Union developed factsheets, industrial advice and guidance are helping workers understand and assert their rights in this tumultuous time.

Unions NSW Secretary Mark Morey has said that all future awards and enterprise agreement negotiations should include considerations of our changing climate, with flexible arrangements to allow employees to deal with emergency situations such as the recent bushfires.

The IEU has begun developing and rolling out training and wellness resources for members, as well as beginning to integrate climate preparedness into

our upcoming enterprise agreement negotiations. Already we have managed to secure an agreement in principle of five days paid leave per year for employees unable to attend work due to a natural disaster, in current negotiations for the NSW and ACT Catholic Systemic Schools Enterprise Agreement 2020-2022.

In addition to asserting the rights of our members to a safe and secure workplace, the union is taking steps to mitigate its own carbon footprint. We are increasingly investing in and developing our online offerings for members, including PD and training, publications materials, email newsletters and an option for concerned members to opt out of receiving union publications in print format entirely.

We are also investigating the possibility of transitioning our office spaces to ones powered by renewable energy, by installing solar panel systems and investigating opportunities to reduce power and resource consumption.

We know this cause is close to the hearts of many of our members and have been inspired to see the local grassroots efforts of IEU chapters and activists encouraging their own schools, centres and workplaces to transition towards a reduced or neutral carbon footprint.

If you or those in your workplace have a positive story of responding to the challenges and opportunities of climate change let us know. Send an email to publicationscomms@ieu.asn.au Angus Hoy Journalist

IEU members at St Kevin’s stand strong The staff at St Kevin’s College in Toorak are under enormous stress as they are caught up in the maelstrom of scrutiny resulting from the Four Corners investigation that aired on 24 February.

But they have one thing to be grateful for – the strength of the IEU sub branch under the leadership of Rep Nick Baff. Nick has doggedly spent his years as the Rep convincing staff of the need and value of unions. The result of this work is that St Kevin’s College has a strong and vocal IEU sub branch, which has proved invaluable at this difficult time, a time when a strong collective staff voice and real collegial support is needed more than ever.

It was the union sub branch that was first to act, calling a meeting to set expectations around what needed to change. Nearly all available staff gathered at the senior campus at lunch time to vote on motions that at their core responded to the concerns raised by the ex-students who bravely spoke out in the Four Corners program. Staff wanted it to be clear that their first interests were with the students and demanded that the college actively engage in necessary cultural change. The IEU sub branch demanded the opportunity have meaningful input into driving

this change and made it clear that they would not accept half measures.

The sub branch has asked to have direct input into a professional development program designed to be rich, deep and transformational of staff understandings and behaviours, and to engender a respectful workplace free from misogyny. They have also set up a core group to develop processes and practices in the college to establish and maintain a safe and respectful workplace for all staff and students.

In the same timeframe, John Crowley was installed as acting principal and he has commenced a detailed process of investigating any past and present complaints of alleged misconduct.

The IEU firmly supports the need for positive cultural change and agrees that comprehensive investigations into all aspects of student and staff safety are necessary. At this moment of crisis, though, we also emphasise the fundamental importance of avoiding knee jerk reactions and ensuring procedural fairness to ensure that staff are not unnecessarily caught up in vexatious complaint or overreach by the employer.

From VicTas Branch

Faith in fairness Why the IEU opposes the Religious Discrimination Bill

The Federal Government released a second draft of its proposed religious discrimination bill over the summer, following widespread criticism from faith leaders, advocacy groups, peak industrial bodies and legal experts. Public submissions on the second draft closed in January, with the bill still yet to be introduced to Federal Parliament.

Attorney-General Christian Porter’s 11 marked changes to the second draft of the bill were intended to overhaul and address the many concerns raised in the first round of submissions. However, it has done little by way of rebalancing the scales.

The union takes a strong stand The IEUA, the federal organisation of the IEU representing more than 75,000 members, has met with relevant parties, including the leader of the opposition, and made submissions to the Attorney-General’s office in December last year expressing deep concern with the bill in its current form. The IEUA argued that the draft law is flawed, unnecessary and an affront to people of faith working in faith-based workplaces.

We support legislation adding religion as a protected attribute to federal anti-discrimination legislation. Such legislation is necessary to prevent discrimination and is consistent with the promotion of individual freedom, equality and fairness. It also assists Australia in meeting its long-held international obligations, including the International Covenant on Civil and Political Rights (ICCPR), namely, to enact legislation that both gives effect to and enforces rights recognised by the Covenant.

At its core, and as outlined in a submission by the Australian Discrimination Law Experts Group (ADLEG), the bill is flawed as it “privileges and prioritises religious belief and activity over other protected attributes, and overrides existing protections for women, LGBTQIA+ people, and

other impacted groups. In doing so, it grants positive rights to individuals to harm others through ‘sword’-like provisions”. This is distinct from the ‘shield-like’ protections that apply to all other anti-discrimination legislation for protected attributes such as race, sex, disability and age.

IEUA calls for consistent approach Our submission also strongly supports the ACTU’s submission on behalf of affiliate unions, particularly as they address the need for a comprehensive and consistent approach to anti-discrimination legislation. We agree with the ACTU that: “It does not make sense to introduce new protections against discrimination on the grounds of religion without first reviewing the adequacy and effectiveness of existing protections.”

“We join our voice to the chorus across Australian society calling for the government to scrap this legislation as it stands.”

Exemptions are already provided for faith-based schools and institutions in all Commonwealth and state antidiscrimination legislation, and exemptions in the proposed bill are couched in the same or similar terms. The majority of employers in faith-based schools in Australia inform us they do not need and never utilise provisions in legislation enabling them to discriminate against their employees, instead relying on express and implied terms in contracts of employment and in associated policy to ensure that employees meet their duty of fidelity.

The minority of employers in faith-based schools who do discriminate against their employees, however, could be even more emboldened to do so under the extremely

broad protections of this bill. This is of particular concern to the IEU, with members still receiving warnings, losing salary and/or positions of leadership, being suspended from their employment and being dismissed solely for reasons directly associated with and attributable to their sex, sexual orientation, gender identity, marital or relationship status or pregnancy.

Protect the safety and wellbeing of staff Beyond the relationship between employer and employee in a faith-based school, which as explained above is already subject to exemptions within this and other discrimination legislation, this proposed bill presents implications for protecting the safety and wellbeing of staff with regards to interactions between colleagues.

Clause 42(1)(a) of the Bill provides that ‘statements of belief’ cannot be the subject of any discrimination claim under any Australian discrimination laws, whether at federal, state, or territory level. This would effectively override states’ and territories’ ability to pass laws that reflect their own values and principles and the needs of their communities.

The Bill requires only that a ‘statement of belief’ be made ‘in good faith’ and that a person ‘could reasonably consider’ it to be in accordance with religious beliefs for it to be protected, unless the statement is malicious or vilifies others. We believe that the limitations placed on ‘statements of belief’ are wholly insufficient – a statement need not be malicious, vilify or incite hatred or violence to be deeply and/or deliberately insulting and offensive.

We join our voice to the chorus across Australian society calling for the government to scrap this legislation as it stands and to await the finalisation of the Australian Law Reform Commission’s Inquiry into the Framework of Religious Exemptions in Anti-Discrimination Legislation.

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International Women’s Day The IEU and its members – 76.9% of whom are women – took the opportunity to celebrate progress and focus on the future, writes journalist Monica Crouch.

Culminating in International Women’s Day on 8 March, IEU members and organisers gathered in Bathurst and Parramatta to recognise gains and contemplate the task ahead.

With 131 million girls around the world unable to attend school regularly and gendered violence at the centre of Australia’s national conversation, this was not a time for mincing words.

“Collectively we can take responsibility for change and bring about a more equal world,” said IEUA Assistant Federal Secretary Christine Cooper, in a keynote address at an IWD dinner in Bathurst. “Try making this your feminist agenda: find your why, know your values, use your voice, take action.”

The dinner, attended by about 80 people, including members and students (both girls and boys), was an initiative of the Catholic Education Diocese of Bathurst Diversity and Inclusion Committee.

“I was so impressed with the students,” Cooper said. “They’re highly engaged with the concept of IWD and they’re keen to change the world. They give us hope.”

Those attending matched their words with action, raising funds for Share the Dignity, a charity that supplies pads and tampons to women in need.

for equally as long. A member of the IEU Executive and teacher at Catherine McAuley in Westmead, Ruello “consulted the experts” – a group of Year 9 girls – about female role models. Three figures unanimously topped the list: education activist Malala Yousafzai; environmental activist Greta Thunberg; and teachers.

“Never underestimate the power you have in your classroom and the impact you have with those minds that are ready and willing and able to see some other side,” Ruello said.

Asked what troubled them, the girls were forthcoming: males using feminine terms to insult each other (“stop being a princess”, “you act like a girl”); the unrealistic standards of the fashion and beauty industry; bias against women in sports; brothers being afforded greater privileges; and girls putting each other down.

“We’re entering the third decade of the 21st century and yes, we’ve come a long way,” Ruello said.

“But maybe we need to generate a neo-suffragette movement, because there are still things that we just have not beaten.” She refers in particular to the gender pay gap, which in Australia is sitting at 13.9%.

“Never underestimate the power you have in your classroom and the impact you have with those minds that are ready and willing and able to Possibility in progress Mahon see some other side.” hasMargaret been in the union

End this prejudice In Parramatta, at the IEU’s intimate “in conversation” series with three high achieving women, the mood was warm and inclusive but the message was ironclad.

“We can’t afford to take our foot off the accelerator,” said Julie Terry, recently retired principal of St Brigid’s at Lake Munmorah on the NSW central coast. “I personally believe that unless we get this right between males and females, any other prejudices will never be resolved.”

Terry had done her homework. “We know that in developing regions there’s a lack of parity for young girls and women in education; poverty disproportionately affects women and girls; and recent statistics show that 720 million girls still marry before the age of 18 – of those, 156 million are under 15,” she said.

Mother to seven children, Terry said that in the early stages of her career, she couldn’t tell her employer when one of her kids was sick, she had to use her sick leave or annual leave. Others nod in recognition. “Thank God we’ve moved on from there,” Terry said.

Two of Terry’s children are severely autistic and need specialised care, which has imbued Terry with great empathy for those who cannot contribute to society in the way it often demands. And two of her five daughters are research scientists, specialising in cancer treatments. Women in STEM is another item on the feminist agenda.

Power to the teacher Tina Ruello has been a teacher for more than 32 years and a union member 10

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movement for 30 years and with the IEU for the past two. Her daughter is a teacher and so is her niece. Mahon began her union career in 1987 with what is now known as the Rail, Tram and Bus Union.

She notes that the gender makeup of the male dominated transport industry was reflected in the union. “It would have been 97% male representatives and 3% female,” she said. “But those few women reps were very active and effective.”

Mahon witnessed great change during her time in the sector. “In the 1990s, women started becoming guards, drivers, protection officers, area controllers and station managers,” she said. This led to more women joining the union and becoming active in the workplace, and women eventually began taking up elected positions in the union.

Looking back – and ahead This year marks the 25th anniversary of the United Nations’ Beijing Declaration and Platform for Action, a progressive blueprint for advancing women’s rights, said IEU Assistant Secretary Pam Smith. “There must also be a focus on the ratification of the International Labour Organization’s Convention 190 on safety from violence and harassment in the workplace,” Smith said.

Then there’s Education International, a global body that is set to launch a Women in Education campaign aimed at achieving gender equality in classrooms.

International Women’s Day has its feet firmly planted in the union movement: on 8 March 1908, 15,000 women garment workers in New York marched to demand economic and political rights, and the movement has only grown from there.

Together, we can go far.

WOMEN ST Sydney - Parramatt

TAND UNITED IWD ta - Wollongong - Canberra - Bathurst

Marching forward The feeling was festive as women of all ages and from all walks of life gathered in Hyde Park for the annual International Women’s Day march, but the message was sombre: the struggle for equal rights continues.

Speaker after speaker, from Unions NSW to former President of the NSW Legislative Council Meredith Burgmann called for an end to gendered violence and implementation of the Australian Human Rights Commission’s National Inquiry into Sexual Harassment in Australian Workplaces.

Other issues aired before the rapidly swelling crowd included national adoption of 10 days’ paid domestic violence leave per year; attacks on women’s frontline services such as domestic violence shelters and rape crisis centres; the safety of women and children in light of the murder of Hannah Clarke and her three children in February 2020; equal pay; and rising homelessness among women, particularly those over 50.

As the crowd of about 2500 spilled on to Castlereagh Street for the march, contingents from education sector unions

including the IEU, the NSW Teachers’ Federation and the National Tertiary Education Union were proudly visible.

Also flying their flags high were the NSW Nurses and Midwives’ Association, the United Workers Union and the Finance Sector Union.

A group of about 50 black-clad South American women injected infectious, show-stopping drama, halting in the middle of each intersection to chant and stomp to “Un Violador en Tu Camino” (A Rapist in Your Path), a Chilean protest song about rape culture and victim

shaming. First performed by a feminist collective for the International Day of Violence Against Women in 2019, it has since gone viral on social media and been performed at marches throughout the world. It was Sydney’s turn.

The march found its way to Prince Alfred Park where the sun shone and the sense of solidarity was strong. The demographic was diverse yet unified, creative and cool – the future, as they say, is female.

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Safe and respectful workplaces – there is a fix!

It starts with you. Call it out. #stopgenderedviolence Safe and respectful workplaces are those where you work free and protected from any form of violence. Gendered violence (GV) in particular is a bigger problem in Australian workplaces than many of us realise. The reason for that is employees do not always categorise particular behaviours as forms of violence, let alone, gendered violence.

But according to Victorian Trades Hall Council, gendered violence involves “any behaviour, actions, systems or structure that causes physical, sexual, psychological or economic harm to a worker because of their sex, gender, sexual orientation or because they do not adhere to dominant gender stereotypes or socially prescribed gender roles” Gendered violence includes: violence experienced by women because they are women; violence experienced by persons because they identify as LGBTQI; violence experienced by a person because they don’t conform to socially prescribed gender roles or dominant definitions of masculinity or femininity, or because they witness sexual or gendered violence, directed at someone else, such as a co-worker.

Examples of gendered violence and sexual harassment include (but are not limited to) behaviours and actions such as: • stalking • intimidation or threats • verbal abuse • ostracism or exclusion • rude gestures • offensive language • put downs • innuendos or insinuations • being undermined in your role or position • sexual harassment • sexual assault and rape.

The impact of such behaviours can’t be underestimated. An employee can feel or experience: • embarrassed, wanting to withdraw or lose confidence • unsafe or uncomfortable and feel isolated and excluded.

• physically injured or ill, including mental illness, undue stress, anxiety, fear or post-traumatic stress disorder.

• economic hardship for a range of reasons, including sexist attitudes leading to a lack of career progression, unfair classifications, being kept part-time or casual, or • leaving a workplace to be free of gendered violence. relationship breakdown and family disruption.

Many women workers especially given they are the largest group of victims can relate to at least one of these.

But since GV affects such a large cohort of workers, it is a system of attitudes that creates risks for particular workers. It is an unsafe system of work and is an occupational health and safety (OHS) risk.

Unions already have the tools to address OHS issues.

OHS laws differ from state to state, but generally require employers to provide a safe workplace, free from hazards.

Your union membership and chapter solidarity are the place to tackle the problem. This is where your union Chapter membership and solidarity can make a big difference in tackling the problem and reshaping workplace cultures that may and can breed gendered violence.

Cultures of sexism and gender inequality (inside and outside of work), reinforce norms and behaviours that accept and trivialise the violence that women and other employees experience. Your union chapter with the assistance of your school’s organiser can effectively challenge and reshape toxic cultures that breed gendered violence. Unsafe work systems are fixable.

Here’s how:

Be a ‘STARRR’ in your workplace!

Situation – identify and assess the actions, systems or structure that are present in your workplace which may be facilitating the occurrences of gendered violence, identify employees who are affected, how often, the types of GV, and discuss the responses to it.

Task – examine what you need to do to address the situation with your colleagues, Rep and Chapter, who will help you address it?

Actions – outline the steps will you need to take eg consultation, chapter meeting, motion Results – assess what your actions have achieved, how have they been implemented?

Review – the process and results Revisit – the situation.

Don’t forget that this is an international problem.

The International Labour Organisation (ILO) passed Convention 190 and the associated Recommendation 260 to eliminate violence and harassment at work.

The Australian Government voted in favour of the Convention. But unfortunately, until it is ratified, breaches in workplaces are not in violation of the Convention or any related federal legislation.

But we don’t just wait for that. Unions and lobby groups are already calling on the Morrison government to ratify this convention and will continue to rely on the existing legislations such as the Sex Discrimination Act, and relevant state WHS frameworks to tackle the problem.

We must start now at a local level and use all the tools we have to overcome this epidemic, one school at a time.

It starts with you.

Call it out. #stopgenderedviolence Lubna Haddad, Valerie Jones Organisers

IEU Organiser Berna Simpson met with teachers and support staff from communities impacted so heavily by the fires. The February meeting of the South East Sub Branch included reps from: Adelong St Joseph's Primary Batemens Bay St Bernard's Primary Braidwood St Bede's Primary Bega Sapphire Coast Anglican Broulee St Peter's Anglican College

Carroll College Crookwell St Mary's Primary Goulburn Trinity College

St Peter and St Paul Primary Jindabyne Snowy Mountains Grammar Moruya St Mary's Primary Pambula Lumen Christi College Tumut McAuley Central School Young Hennessy Catholic College

St Mary's Primary.

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SUPER STAR If you’re on track to retire comfortably, you can thank Bob Menzies

Non government school employees owe a debt of gratitude to people such as Bob Menzies. If you work at an independent school and get paid for extracurricular activities, thank Menzies.

If you have a nice nest egg in your NGS account, thank Menzies and the other founding members of the IEU and NGS superannuation fund.

Menzies (pictured top, centre with IEUA NSW/ACT Secretary Mark Northam and Organiser Megan Bruce) retired last year after 51 years in education. He spent about 25 years teaching economics, legal studies and commerce, 10 years as an IEU organiser (one of the very first to hold such a role) and was the inaugural IEU research officer.

From 1988 to 1998 he developed the NGS superannuation fund.

Early career Menzies began his career as an economics teacher in Melbourne in 1969.

His contract also required him to teach typing and shorthand – something of a challenge as he could do neither.

His teaching career was soon interrupted when he got the call to represent Australia in the water polo team at the 1972 Olympic Games in Munich.

The team, which was not as well resourced as the Europeans, came a creditable 12th. The Palestinian terrorist attack in the Olympic village put something of a dampener on the event, but Menzies said it was still an “amazing experience”.

Back to Barker Menzies stayed on in Europe, teaching at a large comprehensive school in London before returning to take up a position at Barker College in 1974.

“They wanted someone with sporting experience who could teach economics and commerce, and I ticked those boxes pretty well,” Menzies said.

“The principal at Barker in those days was very autocratic. I became president of the Common Room Association, and he was supposed to consult me on industrial matters and dismissals.

“But he didn’t consult, he just hired and fired on a whim, quite unfairly. I thought, ‘surely there must be an organisation to monitor this behaviour’. I started looking for a union for independent teachers and found the Independent Teachers Association (ITA) in North Sydney. The ITA evolved into the IEU when support staff joined in 1994. In 1985, Menzies published a history of the ITA. On the road The ITA only had two staff but Menzies found the union at a time of rapid expansion. For years Catholic schools had been staffed by nuns and brothers, but that was changing. The employment of lay teachers was an opportunity for unionisation. Menzies became one of two ITA organisers, along with lawyer Mary Jerram, who introduced many groundbreaking conditions for women.

“It was my job to drive around all these little Catholic schools and recruit people,” Menzies said. “The Catholic Schools Office encouraged us. The nuns had never met a trade unionist before and they asked me if I was a communist or if I believed in God. But I was always politely invited in and offered tea and scones and staff were encouraged to join the union.”

There was a lot to do, as nuns had little understanding of workers’ rights. “One nun

would open pay slips and allocate the pay as she thought appropriate,” Menzies said.

Ongoing evolution When Menzies started at the union it had 1600 members, and when he left in 1988 it had 16,000. Today it has 30,000 in NSW and the ACT, and 60,000 nationally.

“We were making things up as we went along,” Menzies said. “We had few previous rules to go on.”

It was during this period that many of the important rights and conditions that now influence school employees’ daily lives were laid down.

“Catholic staff who were ‘living in sin’ could be sacked, so we had to go into battle for those individuals,” Menzies said.

“Saturday sport in independent schools was expected for no extra pay. We ran a work values case before an industrial judge for compulsory Saturday sport pay.

“The judge, who was an old boy of one of those schools, concluded it was a privilege to be allowed to work in one. It was a devastating decision for us, but he did say schools could feel free to pay extra anyway, and that’s what actually happened.”

Super gets started There was no superannuation fund for Catholic school employees, and most independent schools had a ‘vested’ scheme.

“You had to retire at the school to get your superannuation,” Menzies said. “If you’d worked at a school for 30 years but had to leave before your official retirement, you didn’t get a penny. Teachers were retiring into poverty.”

The ITA organised a private provider to offer super until 1988, when it became mandatory for employers to provide 3 per cent super.

Menzies was fund secretary and was integral to the establishment of NGS. “At first my office was in the storeroom with the spare tables and chairs,” he said.

Menzies went on to develop a career as a consultant to superannuation funds and as a public speaker around the time of the Sydney Olympics.

Same but different At age 60 Menzies returned to the classroom as a legal studies teacher at Mater Maria Catholic College in Warriewood, on NSW’s northern beaches.

“People ask me if teaching has changed much over 50 years,” Menzies said. “The answer is ‘no’. Apart from technology, teaching children has remained the same.”

A sense of fairness has driven Menzies’ entire career. Even at Mater Maria he was acting IEU rep, covering when the rep was on leave.

Menzies said he’s still getting used to having an open diary, but golf, reading, gardening and travel are on his agenda.

A word from the Secretary IEUA NSW/ACT Branch Secretary Mark Northam attended Menzies’ retirement event at Mater Maria in 2019 to acknowledge the debt of gratitude the union movement owes him.

“He’s an icon of the IEU,” Mark said.

“The nuns had never met a trade unionist before and they asked me if I was a communist or if I believed in God.” – Bob Menzies

The IEUA NSW/ACT Branch in association with The Australian School Band and Orchestra Festival are proud to offer

2 X scholarships*

SYDNEY MUSIC EDUCATORS CONFERENCE (valued at $515.00 each)

Presenters include

Dr Anita Collins | Dr Peter Boonshaft | Dr John Lynch John Morrison | Steve Williams | Paul Vickers

Applications will close Friday 10 April 2020

The IEUA/NSWACT Branch is a proud education partner of ASBOF Targeting: Music Directors running school/community ensembles or schools looking to commence an instrumental music ensemble program ASBOF and the IEU are currently seeking NESA Registration for the Conference.

For more information and an application form contact: pat@ieu.asn.au * Scholarship covers the delegate registration fee only. * One scholarship will be dedicated to an IEU member from a regional or remote area..

Sue Osborne journalist

newsmonth - Vol 40 #2 2020

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Labour bites The ACTU and entire Australian trade union movement urges the Morrison government to ensure that their economic package in response to the Coronavirus situation places the needs of the 3.3 million workers with no access to paid leave at the centre of our nation’s response. Source: ACTU

#ToiletPaperGate Supermarket shelves are finding themselves cleared of non-perishables, hand sanitiser and, most infamously, toilet paper. This is due to shoppers beginning to stockpile what they perceive to be necessities in the face of the unfolding global COVID-19, or Novel Coronavirus, situation. This panicked stockpiling is being driven in part by a herd mentality driven by both traditional and social media reporting, in preparation for potential social distancing measures and imposed quarantines.

Government and community sources have reminded people that these precautionary measures are excessive, and instead reinforce the importance of hygiene and cleanliness measures in preventing the spread of COVID-19, but to little avail. An unforeseen victim of this frenzied dash to the shops, report social and community groups and advocates, are those on low incomes, pensions, with reduced mobility or disability, and other vulnerable groups.

People living in poverty don’t have the disposable income to afford to stockpile or bulk buy everyday essentials and are very often the ones to directly suffer the impacts of barren supermarket shelves.

Shoppers are encouraged to consider the means, ability and needs of others before they needlessly stockpile everyday essentials. Source: Victoria Council of Social Services et al

Casual workers vulnerable to virus There are 3.3 million Australian workers with no access to paid leave. These are the people who face the greatest health and economic risks from the spread of the Coronavirus.

These workers are in many of the industries most exposed to the health and economic effects of Coronavirus.

The grim reality is that if these workers become ill they will either attend work sick, be stood down by their employer without pay or potentially be subject to self-isolation regimes, imposed by the Morrison government, again without means to pay their bills.

Without a proper, detailed economic support package for the 3.3 million people who have no access to paid leave there is not only an economic impact on those workers but also a significant health risk to the broader community.

Workers without access to paid leave will be placed in the impossible position of choosing whether to attend work while suffering symptoms, possibly infecting others, or self-isolating without any means to pay their bills.

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Stop ‘red tagging’ Australian trade unions stand in solidary with Filipino unionists, struggling against the oppressive Duterte regime. ‘Red tagging’ is the process in the Philippines where union leaders and members are spied on, profiled, portrayed as terrorists, arrested and even killed by police and paramilitary groups.

Forty-six union members and officials have been killed by extrajudicial violence in the Philippines.

We stand in solidarity with our Filipino comrades living and working to improve workers' lives under the murderous Duterte regime. Australia must act to stop the killing of union members. Source: Vic Trades Hall news

#UnDiaSinNosotras - Mexican women strike against femicide On 9 March, hundreds of thousands of Mexican women and girls stayed home from work and school, and refrained from purchasing any nonessential goods or services, in an action to protest and draw attention to an epidemic of femicide and gendered violence. The national women’s strike, organised under the banner ‘Un Dia Sin Nosotras’, or ‘A day without us’, seeks to challenge government inaction and social apathy. Organisers of the strike have said “Instead of going out into the streets and shouting and occupying spaces, which all has been done before, we’re going to remove ourselves from those spaces. With our absence, we’re going to make our presence felt.”

They also are seeking recognition of work inside the home as unpaid work, and for urgent action to address the dangerous and precarious conditions many women in Mexico are working under, including the gender wage gap and sexual assault in the workplace.

According to the El Economista, the strike could cost the economy 37 billion pesos — or $A2.86 billion — as a result of the absence of 40% of Mexico’s labour force including work conducted in the informal economy and unpaid domestic work. Source: TeenVogue

I’m here from Ontario My name is Kristen Alderson and I’m a high school science teacher from Barrie, Ontario, Canada. I teach at Bear Creek Secondary School in Barrie and I am currently on exchange at Barker College in Hornsby. In Canada, I teach Grades 9 to 12, but at Barker, I am teaching Years 7, 8 and 10. I will be teaching at Barker from January 2020 to December 2020.

The biggest difference between teaching in Canada and Australia is that in Canada I teach at a publicly funded school and Barker is an independent school in New South Wales. The other major difference is that in Canada we teach on a semester system and at Barker I will be teaching the same classes for the entire year.

The main thing that I have learned so far and will take home with me is “don’t sweat the small stuff”. There are so many great opportunities that can come out of an exchange. It is not worth the time and effort stressing about things you can’t control.

Just get out there and enjoy every opportunity, good and otherwise.

Being on exchange in Australia has been an amazing experience so far; my husband and I have taken advantage of our weekends and have explored around the Sydney area. We’re planning many other trips as well. I’ve also met so many wonderful people – my colleagues are incredibly helpful and friendly. I’ve met several people from Canada and the United States who are also here on exchange, so we’ve been able to share stories and do a bit of travelling together.

So far, the biggest challenge has been making sure to communicate with family and friends back in Canada because that is our real support system and it has been a huge part of keeping ourselves grounded.

Finally, I would highly recommend this experience to anyone considering an exchange. It was a lot of work to make this exchange happen, but the time spent was worth it. I have already grown professionally and personally through my interactions at Barker and through my travelling experiences. And the best part… The year has begun.

Kristen Alderson

Fresh off the wire

Fresh off the wire

Handwriting vital to literacy in age of paperless schools A recent study has investigated the links between handwriting and other literacy skills in young children, finding that handwriting automaticity, or fluency, predicted writing quality and reading skills a year later. The researchers warn that a shift to “paperless schools” does not have strong empirical support and that it could potentially have a negative impact on students’ literacy.

Dr Anabela Malpique of Murdoch University and Associate Professor Deborah Pino Pasternak of University of Canberra conducted the study, which involved 154 students and 24 teachers across seven Perth schools. They wanted to understand the effect handwriting automaticity has on children’s later literacy skills.

“A growing body of research argues specific cognitive benefits of handwriting during early childhood, including brain development, working memory, translation of thought-to-script, and overall writing quality and production.”

While it might be tempting to dismiss the importance of handwriting as simply cosmetic, handwriting in fact underpins many higher functions of writing. The researchers note that poor handwriting automaticity hinders vocabulary selection, ideation and revision, while also affecting motivation, writing development and, in turn, academic success.

The researchers note that their study’s findings, well aligned with recent neuroimaging studies, question the empirical foundations of digital only efforts in schools today. In a time when handwriting is being replaced by digital writing devices, research is showing that such a move could be counterproductive.

Of particular concern to the researchers were the teaching practices reported. Year One students spent less than 50 minutes per day practicing writing, which is the minimum recommended, while across the board there was great variability in the time students spent on writing. Writing time and instruction ranged from 30 to 120 minutes per week.

The researchers also note that Australian teachers may be focusing too much on basic skills rather than teaching writing processes such as planning for writing and learning strategies to revise the quality of their texts.

“This may be problematic since research with primary students suggests that writing instruction in early education should include the teaching of basic writing skills and the teaching of writing processes in the same instructional protocol.”

The researchers conducting the research were also assisted by Dr Magda Sofia Roberto, their statistical consultant. Anabela Malpique, Deborah Pino-Pasternak, and Magda Sofia Roberto. 2019.

Landmark partnership brings STEM to life in classrooms Science, Technology, Engineering and Mathematics (STEM) will be brought to life in primary schools across the nation through a landmark partnership between the peak employer group for the resources and energy industry and the market leader of Australian children’s publishing.

Australian Resources and Energy Group AMMA will join forces with Scholastic to connect educators and students with STEM fields and the diverse and rewarding careers offered within the sector.

“Around International Women’s Day, AMMA is incredibly excited to announce our new partnership with Scholastic, the unrivalled leader of Australian children’s publishing,” Tara Diamond, AMMA Director Operations, said.

“We can think of no better way to engage students, particularly girls, with STEM industry concepts and change the often outdated image of the industry through resources and books. We aim to tell stories about the industry and connect STEM subjects to real world activities and jobs.

“As a renowned provider of education materials in classrooms all over the country and with an iconic book club and book fairs, Scholastic is an exceptional platform to provide young children and educators with important STEM and industry related content and inspiration.

“This initiative will do wonders in promoting and raising awareness,

to both girls and boys, about the range of STEM based careers within Australia’s incredibly diverse resources and energy industry.”

The partnership between AMMA and Scholastic will see teacher resources and early reader books distributed in hard copy and digital form, accompanied with reading discussion notes and lesson plans for teachers.

Female role models and characters will feature in the resources and energy industry stories, ensuring students can make a memorable connection between STEM subjects and how they relate to career opportunities.

“AMMA is proud to lead the way with a number of campaigns and projects, led by the Bright Future STEM Primary School Program, to promote STEM and the resources sector to school-aged children,” Ms Diamond said.

“Our national primary school program is specifically engaging 9-12 year old girls and boys on STEM futures, given this is the critical age where perceptions are formed and choices are made.

“As we continue to expand the Bright Future STEM Primary School program, the partnership with Scholastic will take the engagement and awareness of STEM in our industry to the next level.”

Information made available by Australian Resources and Energy Group AMMA

Warm welcome extended to exchange teachers In February, the IEUA NSW/ACT Branch welcomed 12 Canadian and US exchange teachers to NSW and the ACT. The official welcome reception was held at the Department of Education’s offices in Parramatta with the welcome and opening address given by Mark Scott, Secretary of the NSW Department of Education. His topic was ‘Current Directions in Education’.

While the visiting exchange teachers enjoyed networking with other exchange teachers placed in government schools and all adjusting to their ‘culture shock’, their spouses and children were given a cultural exchange experience themselves – a historical walking tour or Parramatta. The exchange teachers were also given some extra Australian cultural’ assistance by the Department of Environment, Parks and Wildlife.

The IEU Exchange Coordinator, Helen Gregory, briefed those exchangees teaching in Catholic, Catholic independent and independent schools on the differences between the government and the non government sector – many exchange teachers teaching in Catholic schools in NSW and ACT are from public schools in Canada and Colorado.

The exchange teachers were also briefed by Anne Comber, President of the NSW Exchange Teachers League, on utilising their exchange experiences. The league and its members have worked tirelessly for many years supporting newly arrived exchange teachers and their families, as well as those exchange teachers who have recently returned from a year away on exchange.

The day culminated with cake cutting (see Mark Northam pictured right) and a light supper celebrating 100 years of NSW Department of Education teacher exchanges. The program commenced in 1920 to promote international goodwill and an understanding of different cultures. This focus continues for the IEU, along with professional and personal development for participating teachers, and the educational enrichment with host schools and systems for the ultimate benefit of students in preparation for global citizenship.

The NSW ETL is celebrating its 90th anniversary in 2020 and will be joining the DET celebrating 100 years of government exchanges. The IEU is celebrating 35 years of non government exchanges at a function on Saturday 21 March at the Mercure Sydney. Many past and present IEU exchange teachers will be in attendance.

Seeking expressions of interest for the following exchanges Counsellor – Calgary, Alberta – Jody is a Counsellor in a Catholic school in Calgary. She is Catholic and has a lovely home available for the exchange. The incoming teacher must be Catholic and also have a teaching certificate. Jody also has a master’s degree in counselling.

Spanish – Calgary, Alberta – Rebecca teaches Grade 4 at a Spanish bilingual elementary school in Northwest Calgary.

She teaches in Spanish half the time and the other half in English in a program that is unique to Alberta. Rebecca lives in downtown Calgary; living so close to the mountains she goes skiing and snowshoeing in Kananaskis Country and the Rocky Mountains including Banff and Canmore.

Spanish – Denver, Colorado – Dan is a high school Spanish teacher of Years 11 and 12. He teaches at a large suburban high school in metro Denver and lives close to the Rocky Mountains.

Teacher/librarian – Ketchikan, Alaska – Kerri teaches in Ketchikan, on the Inside Passage. Her home overlooks the Pacific Ocean where cruise liners dock. Kerri is a teacher librarian in a middle school and is certified for teacher librarian from Grade 1-12. She has also taught English Language Arts and Literature at high school level.

For more exchange information call Helen Gregory on 8202 8900 or 1800 467 943 or email helen@ieu.asn.au newsmonth - Vol 40 #2 2020

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Hold meetings, discuss the issues As we find ourselves well into the swing of Term 1, the holidays are a light on the horizon. The demands and workload expectations have not lessened in the new year – and this is still a focus for the union and its members.

Enterprise agreement discussions are continuing, with some agreement and improvements on some items.

With this agreement, we expect employers will match conditions in the Department of Education in several areas.

This campaign is ongoing and will be strengthened when chapters hold meetings, discuss the motion and pass it, then pass on the result to your employer and the union. Substantial support from our membership base is a strong message that we are concerned about our working conditions and improvements are always possible.

I encourage chapters to hold meetings, discuss local issues, and invite your IEU organiser for deeper discussions and information.

A gentle reminder that Council nominations and elections will be held this year. If you are interested in finding out more and becoming more active in the union please consider nominating.

Best wishes for you and your families as we begin the Easter season.

Celebrating 95 years of combined membership - Karin Chatwood 30 years (3rd from left), Keryn Berghouse 30 years (4th from left), Helen Lee 35 years (3rd from right back),Chapter Rep Shannon Warne (2nd right) and Pat Devery (right) IEU Organiser together with members of the St Patrick’ Primary Kogarah Chapter.

Bernadette Baker Vice President Systemic

Together we can recover fully We offer heartfelt thanks to the Wollongong Diocese for all their support during the bushfires and floods that devastated the south coast over summer. While we may not always see eye to eye, the care and support the diocese offered to students and staff has been exceptional.

The outgoing Director of Schools, Peter Turner, the incoming Director, Peter Hill, and Bishop Brian Mascord took time out from their busy schedules to visit schools on the south coast. Their presence was affirming and meant a lot to staff.

Many schools were coated in ash or littered with debris from the fires, and the diocese ensured this was washed away so students returned to clean schools.

Counsellors were on site for staff, students and members of the school community affected by the fires.

Teachers and staff were given strategies and training to assist students and families. Bushfire Response Teams have been set up to help co-ordinate schools efforts.

The trauma of the fires will remain for some time within the school communities. The rains have helped bring colour back to the area; however, children continue to respond to sirens, the smell of smoke, or the wind shifting.

Finally, a huge thank you to the IEU for offering a timely online professional development course, ‘Responding to bushfire trauma’, and for offering consistent support to members during these difficult times.

Toni Sillis, principal member (pictured right) and Grace McKay Good Samaritan Primary School Fairy Meadow Wollongong receive their 30 year badges from IEU Organiser Valerie Jones

Bruce Woods, Visual Arts Leader of Learning at Chevalier College, Burradoo receives 30 year badge from Chapter Rep Stephen Holmes

At St Joseph’s Catholic Secondary School Albion Park, Ruth Russell (pictured left) and Sue Kennedy receive their 30 year badges from Glenn Lowe South Coast Sub Branch President and IEU Organiser Valerie Jones.

Carolyn Collins Vice President Support Staff

You have my commitment I will start by sending a heartfelt ‘thank you’ to all those who confidently voted for me in the IEU Executive elections. Please be assured that the work of support staff and teachers, particularly those in the rural sector, will be at the forefront of my work as VP. Various challenges have recently faced many of us and these have impacted on our students, families, colleagues, communities and the very nature of the work we do. An extraordinary bushfire season, devastating drought, floods and now the COVID-19 have all presented challenges to independent schools, and to the entire education community, for that matter. These 16

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challenges have rocked the very essence of our social, economic and spiritual fabric.

Every school community has been touched by the tragedy and grief of disaster, it is time we praised the support and determination of our schools and our school communities for their vision, leadership, and care of those needing it most.

There is no doubt that many independent schools will be needing to “tighten their belts” as they offer an array of proactive measures for those affected by circumstances beyond their control: financial education aid, water sharing, extended hours and special boarding

arrangements to name a few must be stretching the finances of all our schools. There is no doubt that, for many of our schools, much of this aid will be unstainable over an extended period. I encourage tolerance, patience and support as we all work through these issues together.

I applaud the independent sector for its vision and leadership, for its compassion, for its strong sense of community and for its desire to do all it can for those who matter.

Bruce Paine Vice President Non Systemic

Principals’

news Keep smiling Discuss the union, don’t give up, and share real life stories – these are among Angela McDonald’s tips for becoming an effective IEU representative.

Angela, of St Thomas Aquinas Primary School in West Belconnen in the ACT, has been an IEU rep for about 10 years. She took up the role after being mentored by colleague Sue Ferguson, a former rep and IEU Council member.

Recently elected the union’s Vice President ACT and member of the Executive, Angela says she encourages others to think about the rep’s role by providing them with information about the union, attending the IEU Activist Conference and inviting people to IEU events.

Teachers and support staff face increasing workloads, with administration taking over from core duties and safety issues for both students and staff, especially around managing challenging behaviour from students and parents.

Angela finds it challenging when people do not know their rights and responsibilities and haven’t taken the time to read and understand their enterprise agreement.

“Young staff don’t understand that low union membership means less entitlements

and that they’re not bulletproof,” she said.

“Teachers and support staff are vulnerable – things can turn quickly.”

Angela advises other reps to make one day a week their ‘IEU day’ during which they complete a union oriented task such as responding to emails from members, dropping off a form to a potential new member or fixing the on-site union display.

“Use staffroom chatter to discuss the union and, as a situation or need arises, invite your organiser to come and chat to staff,” she said.

“Smile, be transparent and keep your principal in the loop.

“Meet in a neutral space, don’t take things personally and don’t give up. The tide will turn – just wait for the next big issue or enterprise agreement.”

Angela enjoys being a rep because it keeps her informed and up to date about both professional developments and industrial relations issues. It also gives her a chance to help others.

“I love meeting people, making new connections and learning new things from others,” she said. “I love being part of the bigger picture and the charitable works of the IEU.”

The 2020 IEU Principals Sub Branch AGM was held on 15 February and appreciation is expressed to those who have accepted leadership roles in the sub branch. In particular, congratulations to Sidonie Coffey on being re-elected president, Kathy Neely as deputy president, and Jude Ryan and Des Fox as joint secretaries. Noeleen O’Neill, Geoff McManus, Peter Meers and Chris Egan were elected as sub branch committee members.

Future sub branch meeting dates have been set for 2 May, 8 August (to be confirmed, subject to COVID-19), 7 November and 13 February next year.

Regional principals’ gatherings are also a vital way for the IEU to engage with principal members and, as in 2019, opportunities for these events are most welcome.

The participation of principal members from the independent schools’ sector in IEU principals’ activities is also warmly invited. The union hosts a teleconference for independent sector principals each year and is also very open to other opportunities to engage and be of support.

At the sub branch meeting, priority areas for principals were identified as the Catholic systemic enterprise agreement negotiations, workload and wellbeing issues for principals and staff, and the need for support by employers for principals in their challenging and diverse roles.

Principals at the meeting also spoke of the impact of the drought, bushfires, poor air quality and other extreme weather events on their school communities. As noted in a previous Newsmonth, there has been networking amongst principals and schools to provide support for communities affected by drought and fire in particular, with several practical examples being provided at the sub branch meeting.

There was also a significant participation of principal members in the IEU’s online PD session on ‘Responding to bushfire trauma’ held on 11 February and an interest by principals in using this input as appropriate with their school communities.

The IEU thanks its principal members for their support and looks forward to working with them during the year ahead to protect and enhance the industrial, professional and wellbeing interests of principals and their staff.

Pam Smith Assistant Secretary, Principals Organiser

So, you’re ready to buy your first home?

First, consider some of the options you have when it comes to financing.

Grants As a first home buyer, you may be eligible for a First Home Owner Grant (FHOG).

Depending on the state or territory you live in this can be between $10,000 and $15,000.

What you need to know

First Home Loan Deposit Scheme The First Home Loan Deposit Scheme was introduced in January 2020 to help first home buyers enter the property market sooner. Under the Scheme, eligible first home buyers can purchase a home with as little as 5% deposit without the need for Lenders Mortgage Insurance. Across all the participating lenders, the Scheme will support up to 10,000 first home loans each financial year.

Teachers Mutual Bank is proud to be one of the select group of lenders chosen to participate in the First Home Loan Deposit Scheme. We’re excited to be able to offer our teachers a helping hand to get ahead.

To see if you’re eligible for the scheme, use the government’s eligibility tool at www. nhfic.gov.au or visit your state government’s First Home Owners website and search for information relating to your state or territory.

Lenders Mortgage Insurance If you aren’t eligible for the First Home Loan Deposit Scheme, Lenders Mortgage Insurance might be the best option for you.

With the assistance of Lenders Mortgage Insurance, you can borrow up to 95% of the purchase price of the property, depending on your location. Keep in mind that you will need extra for your upfront costs, including legal costs and the LMI premium.

TMB is set up for teachers, support staff and their families Aside from being the bank for teachers, by teachers, all Teachers Mutual Bank home loans are certified as responsible investment mortgage products, which means the money we lend you is screened for damaging industries like fossil fuels, armaments, gambling and more. We have competitive interest rates, and our flexible home loans have great features that keep you in mind. We waive establishment fees for first home buyers and our mobile lending team can even come visit you at home or work.

For more on our home loans or to book an appointment with one of our lending experts visit www.tmbank.com.au/home-loans.

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Facebook

feedback Members’ heartfelt posts IEU members are a vocal and passionate bunch. We are proud to consist of a group of impassioned, eloquent and informed individuals, and the comments sections on our Facebook page can be a great resource for insights, advocacy and heartfelt discussion of the issues dominating our newsfeeds.

Wage theft Dominating the headlines in recent months has been the ongoing flood of wage theft allegations and admissions.

Our members have been expressing their disdain for the excuses offered up by the major employers who have been found guilty of systematically underpaying their employees. One pointed out the hypocrisy of the double standards applied to individuals compared to corporations, remarking “If an employee is caught with their hand in the till, they’d not only be sacked, the cops would be called.” Subsequent commenters were in vigorous agreement, decrying the situation as “Disgraceful!” Unfortunately, there did not appear to be much trust in the proposed remedies of the federal government, with a frustrated

commenter fuming “Of course he does!” in response to reports that Scott Morrison intends to give amnesty (and a resulting tax advantage) to bosses who admit to having stolen their workers’ superannuation.

Teacher workload Elsewhere in the news, with the commencement of Term 1 of 2020 there was the usual flood of education related stories, lambasting the apparently deteriorating standards of student academic achievement. As everyone in the education profession knows, the reason for this apparent decline is far less to do with the quality of the teachers in classrooms, and far more to do with the quality of time that the teachers are granted to do their core work of teaching. The NSW Teachers Federation announced in the start of February that they were commencing a 12 month inquiry into teacher work pressures, headed up by former West Australian premier Geoff Gallop, holding public hearings across the state, collecting submissions from teachers and principals and examining policies and reforms imposed on the sector since 2004.

There was broad enthusiasm for this announcement, with suggestions and insights filling our comments sections.

One member identified face to face teaching time as a key pressure for teachers, recommending it “needs to be reduced by at least 20% to account for the huge increase in administration and compliance requirements”. Others were more cautiously optimistic, warning that Gallop “won’t understand until he’s been in the role for a few years”.

Bathurst Diocese’s disappointing start The IEU’s ongoing negotiations with Catholic systemic schools hit newspapers in NSW’s central west at the start of March, as we expressed frustration with Bathurst Diocese’s reticence to meet with us at the bargaining table and progress negotiations. A former employee of Bathurst CE described the situation as “extremely disappointing to hear. I hope things change quickly for the better.”

Others echoed this sentiment and expressed solidarity with the teachers and support staff caught up in this unfortunate tactic and ongoing dispute.

One member commented that “most support staff I know do so much more

than they are paid for. Most do hours and hours of unpaid overtime because it will help the students in their care. Wouldn’t it be nice if our employer had that attitude towards their staff”, with another adding “This is very disappointing to hear that the employer will not talk. The teachers and support staff do an awesome job, many go above an beyond to assist students…

I sincerely hope that their conditions are improved, workload issues are addressed and they get at the very least 2.5% pay rise.

In solidarity comrades.”

Follow us…

We welcome members and non members alike to like and follow us on all of the various social media platforms and contribute to our ongoing dialogue.

We are stronger when we are together, regardless of the medium!

Angus Hoy Journalist

facebook.com/ieunswact

twitter.com/#!/IEUNSWACT

Giveaways

First Words English Sticker World Farm Author: Kait Eaton Illustrator: Aviel Basil Publisher: Lonely Planet Kids Three copies to give away Get ready to create the best farm ever! From growing crops and building barns to rounding up herds of sheep and milking cows, this is your chance to create the ultimate farm. Keep bees and make delicious honey, fill your shop with tasty food and drink, and drive a tractor everywhere! Just add stickers, doodles and lots of colour to bring it all to life.

Illustrator: Andy Mansfield and Sebastien Iwohn Publisher: Lonely Planet Kids Three copies to give away Help young children unlock the English language with First Words English. Brought to you by Lonely Planet Kids, an imprint of Lonely Planet, the world’s leading travel guide and phrasebook publisher, this is a beautifully illustrated introduction to the English language. Learn 100 English words – from food and transport, to animals and weather. Each double page features one word with a simple pronunciation guide paired with a bold, fun illustration to give the word context – and help make remembering the new vocabulary easy and fun!

Tilly’s Reef Adventure Author and Illustrator: Rhonda N Garward Publisher: NLA publishing Three copies to give away Tilly’s Reef Adventure is a delightful lift-the-flap book about a baby green turtle who, against the odds, makes it into the ocean and begins her journey in the seas of the Great Barrier Reef, meeting friends and foe along the way. After surviving some adventures on the reef, she finds herself caught in a plastic bag that she has mistaken for a jellyfish. She is washed up on a beach where she is saved just in time by children who are cleaning up rubbish along the shore. At the back of the book, there is extra information about the reef, including threats to the reef and how you can help keep it, as well as other parts of our environment, healthy and free of rubbish.

Email entries to giveaways@ieu.asn.au with the giveaway you are entering in the subject line and your name, membership number and address in the body of the email. All entries to be received by 1 May 2020.

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newsmonth - www.ieu.asn.au

Unpaid super When I first started working in super over 20 years ago, one of my first jobs was to chase up employers over unpaid super. Back in those dark days, employers had to pay super once a year, and if they didn’t, there was a very good chance that their staff’s insurance would cut out. A huge risk! And certainly the pay slips would be inaccurate as they listed a fortnightly super contribution as ‘paid’ when it wasn’t really paid because it would be paid to the fund at the end of the year.

The unfortunate members also lost out on the investment earnings for that year. To be fair, I should say that in my experience all the large diocesan pay offices, independent schools and other ‘systems’ paid their staff super regularly on a fortnightly basis (like wages). It was always some of the smaller employers in the ‘for profit’ sector who reneged on their payments and had to be chased up. It seemed that super, unlike wages, could be deferred indefinitely as an ‘unessential’ payment. In this scenario members who were owed super had to contact a very busy ATO to try to recover their lost super. If the business went bankrupt (which I have seen), it was a matter of trying to find the responsible parties/employers. Good luck!

Moving out of the dark ages and with required insurance premiums in mind, the rules changed to mandatory quarterly payments to be made within 30 days from the end of the quarter.

This was much better and employer contributions could be tracked more easily.

Defaulting employers could be contacted and an element of transparency was introduced. Also, super members received the benefit of investment earnings which they previously missed out on.

This system is still current.

Recently, the Morrison government has introduced an ‘employer amnesty’ for unpaid superannuation.

The amnesty expires in six months after the bill receives Royal Assent. To be eligible for the amnesty, employers must voluntarily name and pay all unpaid super with earnings going back to the introduction of compulsory super in 1992, but according to Industry Super Australia’s chief executive, Bernie Dean, the legislation does not go far enough.

Dean states, “That members will be reunited with their super is a good thing, but this (bill) does little to fix the causes of the $6 billion unpaid super scandal”.

On this view, super theft has taken place on a large scale and the voluntary nature of the amnesty for employers only represents the proverbial “drop in the bucket” of contributions which should now be in member accounts.

Australian Institute of Superannuation Trustees CEO, Eva Scheerlinck, said the amnesty would have the effect of rewarding poor employers while punishing the good ones. She stated in a media release: “Superannuation is deferred wages and, in a compulsory super system, members must receive their full entitlements when they are due. Rather than providing an amnesty, strengthening employer penalties for failing to pay super is needed.”

ACTU President Michele O’Neil has stated in a media release (24 February 2020), “This law will recover a tiny fraction of the billions in super estimated stolen since the beginning of the system and will do nothing to change the behaviour in the business community.”

Ms O’Neil further commented: “We are living through a national crisis of wage theft and superannuation forms a significant part of this issue. Instead of punishing the employers who have been stealing money from their employees, potentially for decades, the Morrison government has waved them through without any penalty whatsoever.”

The best way to check if your employer’s super payments have been made is to log onto NGS Online and check your account. All employer contributions with the dates can be seen, and if you have any questions your first port of call should be your employer.

Also, your NGS Super Member Statements contain all employer contributions (and salary sacrifice contributions) with amounts and dates. If you are not satisfied with your employer’s response, then contact your union. And the last resort should be the Australian Tax Office.

“We are living through a national crisis of wage theft and superannuation forms a significant part of this issue.”

Bernard O’Connor NGS Super Company Secretary/Manager Insurance and Complaints

IEUA NSW/ACT Branch Executive Secretary Mark Northam (pictured left) Deputy Secretary Carol Matthews (pictured right) Assistant Secretary Liam Griffiths (pictured second right) Assistant Secretary Pam Smith (pictured second left) President Christine Wilkinson St Joseph's Girls High School East Gosford Vice President Non Systemic Bruce Paine Kinross Wolaroi School Orange Vice President Systemic Bernadette Baker St Mary’s Cathedral College Sydney Vice President ECS Gabrielle Connell Ross Circuit Preschool Lavington Vice President Support Staff Carolyn Collins St Michael’s Primary School Nowra Vice President ACT Angela McDonald St Thomas Aquinas Primary School Charnwood

Financial Officers Denise McHugh NESA Consultant Tamworth Peter Moore De La Salle College Cronulla General Executive Members John O’Neill Carroll College Broulee Anna Luedi St Mary’s Catholic Primary School North Sydney Suzanne Penson Mackillop College Port Macquarie Jeff Pratt St Andrew’s Cathedral School Sydney Tina Ruello Catherine McAuley Westmead Helen Templeton Presbyterian Ladies College Armidale Phoebe Craddock-Lovett Marist College North Shore Amy Mead St Augustine’s Primary School Narromine Simon Goss Holy Spirit Primary School Lavington Libby Lockwood St Joseph’s Primary School West Tamworth

2020 Professional Development Wednesday 25 March PIP Maintenance of Accreditation – Online Wednesday 1 April IEU Book Club – Online 2020 Reps Training Friday 27 March

Friday 1 May

Friday 8 May

Friday 22 May

9.30am – 3.30pm Blacktown Workers Club, 55 Campbell St, Blacktown. Email trix@ieu.asn.au 9.30am – 3.30pm Ambassador Orange, 174 Bathurst Rd, Bathurst. Email Susanne susanne@ieu.asn.au 9.30am – 3.30pm Diplomat Hotel, 2 Hely St, Griffith. Email Susanne susanne@ieu.asn.au 9.30am – 3.30pm Commercial Club Albury, 618 Dean St, Albury. Email Susanne susanne@ieu.asn.au

All Reps Training to be confirmed, subject to COVID-19

with Professional Development and Reps Training

www.ieu.asn.au Our locations (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.)

Sydney 485-501 Wattle Street, Ultimo NSW 2007 (02) 8202 8900 Parramatta Level 2, 18-20 Ross Street, Parramatta NSW 2150 (02) 8202 8900 Newcastle 8-14 Telford Street, Newcastle East NSW 2302 (02) 4926 9400 Lismore Unit 4 Professional Centre 103-105 Moleswort Street, Lismore NSW 2480 (02) 6623 4700 ACT Unit 8, 40 Brisbane Avenue, Barton ACT 2600 (02) 6120 1500 newsmonth - Vol 40 #2 2020

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E T A D O T P U S IL A T ARE YOUR DE

WWCC WWVP WORKING WITH CHILDREN CHECK IN NSW

www.kidsguardian.nsw.gov.au

WORKING WITH VULNERABLE PEOPLE IN ACT

www.accesscanberra.act.gov.au

485-501 Wattle Street, Ultimo NSW 2007 (02) 8202 8900 www.ieu.asn.au

INSURANCE IN SUPER IS CHANGING

It’s worth taking a moment to find out how...

Have you got the cover you need?

Changes to insurance in super are underway, so it’s important for you to understand how these could affect you.

You can find out more at ngssuper. com.au/changes or organise a workplace visit via ngssuper.com. au/crm — just click the ‘Queensland CRM’ tab.

For further information about the methodology used by Chant West, see chantwest.com.au

Issued by NGS Super Pty Limited ABN 46 003 491 487 AFSL No 233 154 the trustee of NGS Super ABN 73 549 180 515

4346 (0220)

ngssuper.com.au 1300 133 177

SuperRatings does not issue, sell, guarantee or underwrite this product. Go to superratings. com.au for details of its ratings criteria.