EdU Nov 2016

EdU

Independent Education Union South Australia Working with members in non-government schools

Vol 31 Issue 1 Nov 2016

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Contents Secretorial: The Role of a Branch Representative So Much More Than a Postbox 4 Institute of Educational Assessors 5 Frankly Speaking: Catholic Concerns 6 Curriculum Organiser Online 8 May Day 2016 9 School Libraries 10 Literacy and Numeracy Test for students: Undertaking Initial Teacher Education Courses 11 Asbestos. Not Here. Not Anywhere 12 2016 COPE Women’s Network Conference 13 Women and Super Gender Equity in Retirement 14 Professional Learning Term 4 16 IEUA SA Equity Committee Women’s Dinner 17 Anna Stewart Memorial Project 2016 19 2016 Annual General Meeting Minutes 20 AGM 2016 - Annual Report 21 2016 IEU(SA) Inc Council Meeting Minutes 22 IEUA National Conference 2016: Taking on the Challenges.

Finding the Opportunities 23

ISSN 1448–3637 Published by Independent Education Union South Australia EdU is published four times a year and has a circulation of approximately 4000. Enquiries regarding circulation should be directed to the Communications Officer on (08) 8410 0122.

Editorial comment is the responsibility of Glen Seidel, Secretary.

Advertising Disclaimer Advertising is carried in EdU in order to minimise costs to members. Members are advised that advertising that appears in EdU does not in any way reflect any endorsement or otherwise of the advertised products and/or services by the Independent Education Union (SA).

Intending advertisers should phone (08) 8410 0122.

IEU(SA) Executive Members Secretary, Glen Seidel President, Jenny Gilchrist (Prince Alfred College) Vice President, Noel Karcher (Christian Brothers College) Vice President, Anthony Haskell (Saint Ignatius’ College) Treasurer, Val Reinke (Nazareth College) Sue Bailey (Tyndale Christian School) Priscilla Corbell (Pedare Christian College) John Coop (Rostrevor College) Michael Francis (Mercedes College) David Freeman (Walford Anglican School for Girls) Sheryl Hoffmann (Concordia College) Fil Isles (Our Lady of the Sacred Heart College)

One Community 25 Minimising Discrimination 27 Ask Dorothy 29 Member Information 30 2017 Member Update Form 31

Independent Education Union South Australia 213–215 Currie Street Adelaide SA 5000 Phone (08) 8410 0122 Fax (08) 8410 0282 enquiries@ieusa.org.au www.ieusa.org.au www.facebook.com/IEUSA www.twitter.com/IEU_SA

EdU Nov 2016 IEU(SA)

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Secretorial

The Role of a Branch Representative So Much More Than a Postbox

Glen Seidel Secretary

Branch Representatives are critical to the functioning of the Union in the workplace. The role involves growing, coordinating and representing the membership as well as facilitating two-way communication between the membership and the Union office. Reps are also Delegates to the IEU(SA) Inc Council.

When redundancies are on the cards or when changes to structures, policies, procedures or routines occur at the workplace, your Union Organiser needs to be informed to make sure that the changes are industrially appropriate and that proper consultation around any major change has occurred. School management will often try to avoid notifying the Union Secretary directly in the hope that the changes can be slipped through, but under the rules of the IEU, Reps are not authorised to accept official notifications on behalf of the Union. The Secretary is the Public Officer and the only point for receipt of notices.

Reps are elected for a two year term (starting in odd years) by the membership at the worksite (Branch).

Casual vacancies are just for the remainder of the two year term. There is often more than one Rep for each Branch, especially where diverse workgroups or different sections of a school decide that is the most efficient and supportive way to organise the site.

Reps and other members have an important role in recruiting members. In particular, new employees including ELC & OSHC staff, Prac teachers, grounds staff and TRTs should be approached to sign them up to membership.

Reps are also responsible for calling periodic Branch meetings of members to discuss topical issues such as enterprise agreement claims and negotiations or other professional or industrial issues. The results of these meetings may need to be taken to the Principal for attention. Workplace Health and Safety issues can also be discussed if this forum is more conducive to timely outcomes.

The school’s Consultative Committee is no substitute for an effective Union Branch.

As with any leadership position, there are certain skills and knowledge that are required. To this end training and one-on-one support are available. There is an expectation that Reps will attend the annual Reps Conference as a priority. Generally this will align with the Australian Professional Standards for Teachers will count towards the Professional Learning requirements for SA teacher registration.

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EdU Nov 2016 IEU(SA)

As much as a Rep is not expected to know the Fair Work Act or the Enterprise Agreement in any great detail, after a while the answers to the most frequently asked questions will become familiar. Reps should have a working knowledge of how to find answers in the Enterprise Agreement, but where the situation appears to be unclear it is best to confirm your research with the Organiser rather than give the wrong advice.

Reps are not necessarily expected to accompany members to disciplinary meetings. Where disciplinary outcomes may be significant and may end in a Fair Work Commission dispute or a TRB inquiry, it is best to perform the support role in conjunction with the Organiser. It is best to treat all non-specific meeting requests with suspicion. It is always expedient to ask for an agenda.

In stand-alone schools where the Enterprise Agreement is negotiated just for that school, the Reps and a team of members will work with the Organiser to form the Union bargaining team at the negotiating table. In the Catholic and Lutheran sectors where one agreement covers many schools all Reps have a role in working with the Branch members to develop the log of claims and to pass on updates and other communications.

A mature and confident management will rarely have a problem with there being an active Union presence in the worksite. If both parties have a good understanding of the enterprise agreement and other policies and procedures, the dialogue can be constructive and win-win outcomes for members and management occur. It is unlawful for an employer to treat Union members and Reps less favourably than people who do not associate as being “Union”.

As much as the role of the Rep is protected in the Fair Work Act it is generally the Enterprise Agreement which enshrines any particular rights that the Rep has.

Check your agreement but commonly codified rights include maintaining a Union notice board, have unimpeded communication from the Union office, meet with members at school without management to be recognised as the spokesperson for the branch and to meet with the principal on matters of collective concern and to accompany members to meetings as a support or representative. There also may be other rights in your Enterprise Agreement such as a place on the Consultative Committee.

Without our Reps we don’t have an effective Union.

Have you thanked your Rep lately?

Institute of Educational Assessors Almost 1600 teachers across more than 60 schools in SA, NT, and Malaysia have undertaken courses offered by the Institute of Educational Assessors (IEA), since it was founded last year.

The first eight schools to graduate were presented with their certificates at a ceremony in February.

Through the IEA, the SACE Board aims to develop a community of professionals that possess a strong theoretical and practical understanding of the significance of assessment in the learning process.

The IEA’s inaugural conference on the 27th of June was aimed at educators and leaders seeking to strengthen expertise in assessment in their school community.

It was a public event and designed for a broad audience from across educational contexts, year levels and career stages.

The event will included a unique opportunity to engage with renowned assessment experts, including Professor Claire Wyatt-Smith, Institute Director, Learning Sciences Institute Australia, Australian Catholic University; and Dr Elizabeth Hartnell-Young, former Director, Australian Council for Educational Research. To register, visit: www.sace.sa.edu.au/web/iea/events The conference fostered a community of educators skilled in critically analysing and evaluating the validity and reliability of assessment practices – a community that leads the development of high quality, equitable assessments that promote improved student learning.

The Power of Assessment conference was designed to complement the two specialised courses offered by the IEA to provide educators with exemplary learning opportunities to develop their assessment expertise.

The Assessment for Educators course is designed to support a whole-school commitment to evaluating and improving existing assessment practices; the Certified Educational Assessors (CEA) course is engineered for educators seeking to strengthen their expertise in assessment knowledge and practice.

While both streams each comprise five modules, the CEA is an AQF Level 9 (Masters level) course. Educators who complete this course may be eligible to apply for recognition of prior learning towards a Graduate Certificate or Master’s degree.

The professional learning the CEA provides covers research and assessment principles relevant to all teachers from across all schooling sectors, all year levels and career stages.

To enhance professional development opportunities for IEU members, the IEA is offering two CEA scholarships this year. The scholarship recipients will be decided by the IEU. For further information on how the IEA can support your professional learning, please visit www.sace.sa.edu.au/ iea or contact the IEA Project Officer on 8372 7594.

SAVE THE DATE 2017 IEUSA REPS CONFERENCE Monday 6th of March 8:30am - 3:30pm Education Development Centre, Milner Street Hindmarsh EdU Nov 2016 IEU(SA)

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Frankly Speaking Catholic Concerns 1.

Requirements when absent from work.

Many Catholic schools state within staff handbooks, absence policies and or leave forms that when staff are absent they WILL (my emphasis) provide a medical certificate to validate their absence.

For some it is required after any absence while others are more specific, such as this example taken from a Catholic school staff handbook -

a medical certificate be supplied, as is currently practised, is inconsistent with both the Enterprise Agreement and the Fair Work Act.

Leave

The IEU has recently raised this issue with Catholic Employer’s at EA negotiations. We have been advised that a circular to Catholic school principals will be sent shortly (commencement of term 4) from the Catholic Education Office identifying concern about the implementation of clause 15.7.3 and inviting them to amend their policies and practice.

All leave available is in accordance with the EA 2013……

A medical certificate will be requested for two or more consecutive days of personal or carer’s leave and before and after a weekend, a Student Free Day including but not limited to the following: Adelaide Cup, Good Friday, Easter Monday, Queen’s Birthday, ANZAC Day, Labour Day, beginning and end of school terms for students and staff and as highlighted in the paragraph above.

Is this in accordance with the Enterprise Agreement?

The South Australian Catholic Schools Enterprise Agreement 2013 states at clause 15.7.3 Where requested by the employer, the employee must provide medical verification or other verification (which may include a Statutory Declaration) that would satisfy a reasonable person that the leave is taken for the reasons specified in the NES. (NB. The NES is the National Employment Standards – a set of 10 minimum employment standards.)

Hence the type of evidence given is at the discretion of the employee, but the evidence needs to satisfy a reasonable person.

Further clarification about evidence can be found within the Explanatory Memorandum to the Fair Work Act which states at paragraph 415

“Subclause 107(3) enables an employer to require an employee….. to provide evidence that would satisfy a reasonable person that the employee is entitled to the leave. The types of evidence commonly requested include a medical certificate or statutory declaration. It may not be reasonable on every occasion of personal illness for an employer to require an employee to provide a medical certificate. However, in cases of an absence extending beyond a short period or repeated absences on particular days (e.g., before or after a weekend or public holiday), it may be reasonable for an employer to request a medical certificate in support of the employee’s request for leave.”

This suggests that in most cases of short term absence a medical certificate may not be required and on occasions where verification is required, a Statutory Declaration or other forms of evidence may be deemed reasonable.

Therefore, to allow only one form of evidence by mandating

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Frank Bernardi Industrial Officer

EdU Nov 2016 IEU(SA)

2.

On site Requirements

In a similar vein many Catholic schools state within staff handbooks and policies that staff WILL (my emphasis) be onsite at school for a particular period of time.

For example this extract taken from a Catholic school staff handbook states STAFF PUNCTUALITY - Staff are encouraged to be at school for a minimum of half-hour before and after school, unless there is some special reason, in which case the Principal needs to be informed.

Other schools operate to similar requirements but the demand is a known expectation not written anywhere. Still others expect teachers to receive students in this time and it is not clear it is being counted as SCT as it should be.

Such requirements mean staff are on site for many hours more than what can be legitimately required of them.

Between 5 to 10 extra hours per week is not uncommon.

Unless the time required on site is counted toward a category of work – i.e. STC, OPA, CEA or religious observances / spiritual activities then such demands are plainly in breach of the Enterprise Agreement.

Staff cannot be called upon to be at work just because there is a possibility you may need to perform unregulated work such as meet a parent or colleague.

The IEU has recently raised this issue with Catholic Employer’s at EA negotiations as part of its broader teacher workload claim. We have been advised that a circular to Catholic school principals will be sent shortly (commencement of term 4) from the Catholic Education Office identifying legitimate on site requirements and inviting schools to amend policies and practice that sit outside of this.

It is disappointing that so many schools, whose operations are overseen by principal consultants and a dedicated HR team at the CEO, could stray so far outside of legitimate work practices.

June 16 Catholic Rally

at the CEO Office in Kintore St

September 8 Catholic Rally

Port Pirie

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Victoria Square EdU Nov 2016 IEU(SA)

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IEUSA joins the Teacher Learning Network TLN is a not for profit organisation jointly founded and managed by the IEU and the AEU in Victoria since 1994. It provides high quality, relevant professional learning for members online. It produces its own journal, publications and digital products.

IEUSA has joined TLN to provide access to live professional learning sessions for members at no cost. The sessions will be advertised as part of our schedule of professional learning programs each term.

Members will be able to register in the same way that they would for face-to-face sessions that we provide in our training room. Once registration is completed they will be sent login instructions to join in the session via the membership section of the IEU webpage at the scheduled time.

Arrangements can be made to access the sessions from our training room rather than alternative venues if prior arrangements are made.

All participants will receive certificates for completed sessions with reference to the Australian Professional Standards for Teachers.

Curriculum Organiser Online – an outstanding new member only benefit!

The IEU has partnered with Curriculum Organiser Online (COO) to provide a major professional benefit to members. COO is an online teacher planning support system with a huge number of resources for teachers (or others) who are responsible for delivering programs for students.

COO has been designed by a former teacher, Principal and Curriculum Advisor. It consists of thousands of customisable curriculum resources for P-10 year levels. It includes Australian Curriculum summaries and requirements, content, processes, learning activities and resources as well as assessment tasks, criteria, graderelated descriptors, records and diagnostic tests.

The purpose of the system is to save teachers time and therefore help manage ever increasing workloads whilst meeting school, system and national demands to integrate new curriculum, adapt to different student learning needs and be accountable to parents.

This is a benefit that is exclusively available to IEU members as part of your membership fee.

IEU organisers will be scheduling introductory sessions at schools to which all staff will be invited. There will be follow up sessions for members only to provide more in depth exploration. Sessions will be available as part of the Professional Learning Program from term 4 onwards in the IEU office and will focus on particular learning areas such as year levels, IB, PYP.

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A guest login can be created at https://www.curriculumorganiser.com.au/welcome for a free trial.

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May Day 2016 Celebrations included a ceremony at the Port Adelaide Workers Memorial to include the name of the late Auntie Josie Agius to the memorial.

Respected Aboriginal elder Aunty Josie Agius passed away in December 2015. She was best known for her Aboriginal “Welcomes to Country” in the Kaurna language, at important events across the South Australian calendar. She was born on Yorke Peninsula and formed deep ties with communities there and in Adelaide, as an Aboriginal health and education worker.

Aunty Josie was also the most recent patron of the State’s NAIDOC Awards.

Labour Party.

1891: Adelaide has its first May Day March, after a long period of unrest on the Port Adelaide Docks.

1892: Broken Hill miners’ strike over wage cuts and use of scab labour.

1904: The Conciliation and Arbitration Act is passed and the Conciliation and Arbitration Commission is established.

1907: Justice Higgins hands down the ‘Harvester Judgment’ which establishes the principle of the ‘basic wage’.

1916: The WW1 Conscription Referendum is narrowly defeated after the use of the Unlawful Associations Act fails to stop protests. A Second Referendum in 1917 is soundly defeated. Billy Hughes, Prime Minister resigns.

1928: Savage cuts to the wages and conditions of wharfies, coal miners and timber workers brings on a period of long strikes and violence 1929: Wall Street stock market crashes heralding start of The Great Depression.

1998: Patrick Stevedores and the Howard Government use masked scab labor, trained in Dubai, to launch an attack on the wages and conditions of Maritime Union workers.

A Brief History of Australian Union activity

2007: Australian voters get behind a massive ‘Your Rights at Work’ Campaign, that rejects Howard’s Workchoices legislation and elects a Labor government.

1791: Australia had its first strike when Sydney convicts demanded daily rations instead of their weekly rations.

1829: Printing Compositors and Carpenters win the right to be paid with real money, instead of rum.

1854: The Eureka Stockade in Ballarat is stormed by police and troops (30 miners and five troopers are killed). Peter Lalor and comrades are found not guilty of rebellion.

1855: August 18. Sydney stonemasons win 8-hour day, (6-day week) followed by Melbourne stonemasons on 21 April 1856.

1856: Workers in Australia decided in 1856 to organise a day of complete stoppage together with meetings and entertainment in support of the Eight Hour Day. The day was so popular and had such strong support that it was decided to repeat the Celebration every year.

1859: The first Trades Hall is opened in Melbourne. New South Wales recognises Trade Union Rights in 1881.

1881: Tailoresses in Melbourne form a Union to fight cuts to their piecework rates. Australia’s first female trade union.

1882: The Adelaide Typographical Society sets up a workers’ political party with other trade unions.

1886: The Haymarket Massacre in Chicago, USA, is seen as the catalyst for International Workers Day. Outrage as four unionists are executed triggering worldwide action 1891: In Barcaldine, Queensland, shearers go on strike. On 1st May, a parade of over 1300 unionists celebrate May Day. Their strike leads to the formation of the Australian EdU Nov 2016 IEU(SA)

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School Libraries More than ever an essential part of student learning, so why are teacher librarians going the way of the dodo in the schools that need them the most?

Wednesday May 25 was the 16th National Simultaneous Story Time event. As part of the promotion of school libraries involvement in this event a 2016 report

by Dr Paul Weldon analysing data about teachers working in school libraries came to light. The data was sourced from Australian Council for Educational Research (ACER) on behalf of the Commonwealth Department of Education. The study looked at who is teaching in Australia’s school libraries and noted two trends that warrant further attention.

The data collected looked at the proportion of teachers in primary school libraries distributed across the three bands of low, medium and high socio-economic status schools (based on postcode). Between 2010 and 2013 the allocation of teachers in low SES primary school libraries dropped by approximately 16 per cent, while high SES primary schools experienced growth of over 13 per cent in a three year period.

Secondary schools followed the same trend but to a lesser degree. The data does not tell us why this gap has developed but it appears that students in greater need of reading resources and reading and information seeking support seem to be missing out.

The survey also looked at the types of qualifications that teachers working in libraries have. The results showed a high proportion of teachers working in a school library role with no tertiary training in the area. In 2013 over one-third of primary teachers, and one-quarter of secondary teachers in the library were not trained.

This report brought to mind a not dissimilar survey that was also commissioned by ACER and published in 2003 by Dr Michelle Lonsdale titled ‘The Impact of School Libraries on Student Achievement’ which featured in an article published in EdU in April 2004. A summary of that review showed that adequately staffed and resourced school libraries demonstrably lead to higher student outcomes regardless of the socioeconomic or educational levels of the student’s parents and whether or not students attended state or independent schools. It showed that teacher librarians made a positive and measurable difference to students’ concepts of themselves as learners and their performance.

The fact that twelve years on from that report a further report appears to show a decline in the proportion of teachers with librarianship qualifications is a concerning trend, but more worrying is the fact that there has been a decline in the numbers of teacher librarians in low SES schools where their positive effects on student outcomes are most needed and conversely an increase in numbers in high SES schools. It raises some very interesting questions as to why this might be the case when the evidence points strongly to the value of a well resourced library with qualified personnel.

Weldon, Paul, What the Staff in Australia’s Schools surveys tell us about teachers working in school libraries, Australian Council for Educational Research, 2016, Camberwell, Vic. Lonsdale, Michelle, The Impact of School Libraries on Student Achievement: a Review of the Research, Australian Council for Educational Research, 2003, Camberwell, Vic.

IEU(SA) launches new website On June 22nd the IEU(SA) launched our brand new website. Designed by local web designer Atomix, this updated website has allowed us to provide more information and services to our members. From the dedicated campaign pages that provide updates on the significant campaigns being run by the union, to our events section providing information on our full upcoming professional learning calendar, the website offers something for everyone.

The members area is a great place to look for information should you need it. It contains a copy of your school’s EA should you wish to review and the latest issue of EdU is available shortly after it has been published. It also provides you with the name of Union rep at your school and your school organiser should you need some assistance. The member’s area is also the place to go should you wish to access our latest member benefit Curriculum Organiser.

If you need your login details please contact the office on 8410 0122 or enquiries@ieusa.org.au.

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EdU Nov 2016 IEU(SA)

Literacy and Numeracy Test for Students Undertaking Initial Teacher Education Courses Another recent Federal Government initiative has seen literacy and numeracy testing introduced for students who are enrolled in teacher education courses. In 2011 Australia’s Education Ministers agreed to implement the Accreditation of Initial Teacher Education Programs in Australia: Standards and Procedures, this means that entrants to the profession will have to demonstrate personal literacy and numeracy skills broadly equivalent to those of the top 30 per cent of the adult population. The tests are a single, national instrument designed to assess elements of an individual’s literacy and numeracy skills.

These tests must be undertaken and passed by students before they will be able to graduate and apply for provisional registration as a teacher. The rationale is that strong literacy and numeracy skills are an essential requirement in order to be an effective classroom teacher.

National and international literacy and numeracy frameworks were used to establish the level of competence which is broadly equivalent to the top 30 per cent of the population. This included the Australian Core Skills Framework which is the deemed to describe generic adult literacy and numeracy in Australia. The tests were trialled in 2014 with results benchmarked by experts to determine the level required to meet the established standard.

Students will have to pay to sit the test. The literacy and numeracy components together will cost $185. This must be paid up front and is not able to be added to the student’s HECS loan.

The tests will be available for graduates of Initial Teacher Education (ITE) programs from 16 May 2016. All South Australian students commencing an ITE program after 1 January 2017 will be required to pass the test prior to graduation. For current students this is not a mandatory requirement in South Australia, however the Teachers’ Registration Board SA is encouraging this group of students to sit the test because it believes that it will ‘enhance graduates employment prospects, promote public confidence in graduate standards and enhance graduates employment opportunities internationally’.

A sample test can be accessed at https://docs.education.gov.au/node/38431 or you can find out when the tests can be undertaken at www.studentsfirst.gov.au/teacher-quality

Retired Members Luncheon

The Retired Members Branch met for lunch at the Cumby Hotel on 11 March. The guest speaker was Miriam Cocking from the Seniors Information Service in Currie Street.

EdU Nov 2016 IEU(SA)

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Asbestos. Not Here.

Not Anywhere

asbestos is used and people are exposed.

We know asbestos kills but still all around the world people are exposed.

Just like the Australian union movement and the World Health Organisation, LION wants to see asbestos banned in Indonesia and everywhere.

In Australia, asbestos is totally banned. It was a long, hard fight against a powerful industry, but we got there. We all know asbestos continues to do its deadly damage.

Australian unionists know what it takes to struggle and win asbestos bans. We also know we have to be vigilant – despite import bans, asbestos is still getting into Australia – in construction materials, in mechanical parts, in school science kits, and recently, traces were found in children’s crayons. We know the fight for victims is ongoing.

Across South East Asia hundreds of thousands of tonnes of raw asbestos are imported.

Asbestos is used to make building products, roof-tiles, machine parts and specialist fabrics for clothing.

The workers in the factories are exposed, the communities surrounding the factories are exposed, families are exposed - their roof-tiles are made with asbestos, building workers are exposed, and every time asbestos is disturbed more and more people are potentially exposed. The cost in human life is incalculable.

In Vietnam, there is progress toward a ban but the work ahead to organise for eradication is extensive.

In Cambodia, as construction sites pop up all over the place, lowly paid building and construction workers are exposed to asbestos dust from cheap cladding. There is much work to do.

In Indonesia there are twenty-six factories, each with more than 100 workers, producing products with asbestos. The industry in Indonesia directly exposes in excess of 7000 workers. These workers and their communities are largely unaware of the damage caused by exposure to asbestos. The owners of these factories are profiting from workers who don’t know the risks to themselves, their families and communities.

The World Health Organisation says that the only way to see an end to asbestos related disease is to see asbestos eradicated globally. While asbestos is used anywhere – it is a risk everywhere.

Union Aid-Abroad-APHEDA is building a movement of people in Australia to support movements in South East Asia to work towards asbestos bans and eradication. Asbestos. Not here. Not anywhere.

In Vietnam, we are continuing to support VN-BAN a local network of organisations who are organising to see asbestos eradicated. We have supported asbestos programs in Vietnam for a number of years and, despite the concerted efforts of the powerful asbestos lobby, we now have government support for a ban by 2020.

In Cambodia, we are looking to scale-up our involvement in campaigns and organising around asbestos.

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We are looking for opportunities to support local unions and movements in Burma, Laos and wherever EdU Nov 2016 IEU(SA)

And right now, in Indonesia, we are scaling up our support with a new partner, LION. LION’s vision is that all Indonesians can work without fear of injury or illness from their jobs because workplace health and safety hazards are understood and recognised by all.

LION is coordinating a worker-led campaign to take the industry on, beginning in the industry’s very own factories.

With solidarity from workers in Australia, LION will put an organiser into every one of these 26 asbestos factories – they will build awareness and they will build union.

LION is also working with health professionals, and environmental and community organisations to build a network powerful enough for the Indonesian people to demand that asbestos is banned from their workplaces and communities.

Union Aid Abroad-APHEDA is the global solidarity organisation of the Australian union movement.

We are a movement of people in Australia who help build powerful labour and social movements.

We rely on APHEDA members to make monthly contributions and to take action in support of projects and campaigns that make a real difference in the lives of working people and communities all around the world.

What can you do?

1. 1. Join APHEDA – your contributions make a big difference and APHEDA members are ready and willing to take action to support global asbestos bans.

2. 2. Take Action Today – make a solidarity sign and share using #NotHereNotAnywhere (you can download these at www.apheda.org.au/asbestos) 3. 3. Get resources and an action pack to spread the word at: www.apheda.org.au/asbestos Contact us for support to spread the word and build the campaign or with questions – office@apheda.org.au

2016 COPE Women’s Network Conference in the COPE Unions and to develop retention strategies.

The future is not some place we are going to; But one we are creating. The paths to it are not found; But made. We can only build a future if, we can imagine it.

The 2016 COPE Women’s Network Conference (Council of Pacific Educators) provided an opportunity to bring together women network members from across the Pacific; not only to discuss issues affecting women members, but also to strengthen skills and develop strategies. Members of the IEUA Women’s and Equity Committee organised and convened workshops in conjunction with the host, the Fiji Teachers Union.

OBJECTIVE 6. To ensure that women are represented at all levels of the union structure at least in proportion to their membership.

OBJECTIVE 7. To promote, develop and acquire skills to get in and remain in the positions of influence and decision making.

At the conclusion of the Conference the following recommendations were endorsed: 1. 1 The conference affirms the role of COPE and the COPE Women’s Network in supporting and strengthening the voice of women education unionists in the Pacific.

The Conference was structured around the COPE Women’s Network Action Plan which was developed an adopted at the previous conference

2. 2 The conference calls upon all participants to inform and engage with their women’s networks on key elements of this conference:

AIM TO INCREASE THE INFLUENCE AND PARTICIPATION OF WOMEN IN THE UNION AT ALL LEVELS IN THE COPE REGION.

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Prevention of domestic and family violence

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The value of networking and partnerships

OBJECTIVE 1. To develop and strengthen Women’s Networks at COPE and affiliate levels.

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Advocacy and campaigning

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Women’s rights at work

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Leadership potential

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Role in recruiting union members

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Financial literacy

OBJECTIVE 2. To develop skills to enable women members to deal with perceived conflict between industrial issues and professional responsibilities.

OBJECTIVE 3. To identify and overcome barriers to women’s participation in the union.

OBJECTIVE 4. To ensure that women members in the COPE Unions are aware of their contractual, trade union rights.

OBJECTIVE 5. To increase the number of women members

3. 3 Further, the conference called upon all women’s networks to develop action plans and commit to implementation; taking into consideration the EI Gender Equity Action Plan, the COPE strategic plan and the COPE Women’s Action Plan.

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Women and Super Gender equity in retirement The Winston Churchill Memorial Trust of Australia commissioned an enquiry to “To investigate campaigns for gender equity reforms in international retirement systems”.

The enquiry was undertaken by Mary Delahunty, General Manager - Business Development HESTA. The final report was released in December 2015.

The report provides a comprehensive history of the Australian system as well as that of a number of European Countries and provides and analysis of some of ‘the unintended problem[s] of a sophisticated system’.

The following is an extract from the report which can be accessed in full at https://www.churchilltrust. com.au/media/fellows/Delahunty_M_2015_Gender_ equity_in_retirement.pdf In their latest release of superannuation fund and balance data in December 2015, The Association of Superannuation Funds of Australia (ASFA) notes that: • Average balances achieved in 2013/2014 for all persons 15 years of age and over were $98,535 for men and $54,916 for women.

• The disparity between the average balances of men and women decreased slightly.

• Balances grew due to continued contributions and positive investment earnings.

• For only those with superannuation (excluding persons with a nil balance), the average balance for males was around $135,000, while for females it was around $83,000.

Australia’s system is heralded the world over mainly because it is fully funded, compulsory and universal.

It does however have a structural deficiency which needs to be addressed to achieve gender equality in retirement savings.

A system that is based on long and uninterrupted work patterns does not serve those who will take unpaid time out of the workforce to care for others.

And those who typically earn less for their paid work are also impacted - meaning that women are doubly impacted and therefore face a gender savings gap in retirement. The Australian Human Rights Commission reported that single elderly female households experience the highest incidence of poverty and are at the greatest risk of persistent poverty.

There are three main drivers to inequality in retirement outcomes in Australia.

1. The gender wage gap When a retirement pillar is linked to the underlying earning amount the wage gap will significantly contribute to differences in retirement savings for men and women.

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EdU Nov 2016 IEU(SA)

2. Time out of the paid workforce As the system is linked to workforce participation, time taken to raise children and care for others will negatively impact retirement savings.

3. Women’s life expectancy Women can expect to outlive men by an average of five years which means their savings have to stretch further.

International systems and equity Australia’s unintended disparity in retirement savings is not a unique problem, what is unique is that we are one of the only developed nations not to build compensatory measures into our system.

There is a lack of analysis in Australia which exists internationally to performance measure our system and check if it is meeting the needs of the current and future recipients.

The European Commission, through the Directorate-General for Employment, Social Affairs and Inclusion has developed a Social Protection Committee. This Committee produces an in depth analysis of the adequacy of European pensions triannually. This complements a release of a report on ageing and together this gives a good snapshot of risks to adequate old-age incomes. Importantly, this report presents a comprehensive analysis of the gender gap in pensions through a multi-dimensional approach to the measurement of current and future adequacy. “While concentrating on all forms - public as well as private - of this type of post-retirement old age income for men and women and reporting by gender all data on current and future aspects of pension adequacy, the report also seeks to assess their relative importance among other sources of old age income and relative access to free or subsidised public services” This analysis rests on the use of replacement rates as a base theory and finds that “Current pensioner’s living standards have largely been maintained over the (global financial) crisis, yet poverty problems persist in some countries and pension outcomes are generally marked by big gender differences.”

The challenges in Europe are much the same as Australia but the appetite to change seems to be completely different. The avenues to provide this change are also more easily found in a continent that maintains its commitment to the social pillars. The 2015 EC data found that older women face a substantially higher at-risk-ofpoverty-and-social-exclusion (AROPE) measure than older men, especially if they live alone, which is particularly the case for those aged 75+. Similarly, The Australian Human Rights Commission found this is the case in Australia.

To set the context of equity reforms it is important to note the following facts 1. Everywhere in the EU women receive lower average pensions than men and the overall difference amounts to 40%.

2. This gender pension gap which for the 65-79 year olds ranges across member states from relatively little (3.6%) to approaching 50%.

3. This is driven by overlapping consequences of gender differences in pay, working hours, the duration of working life and the extent to which these are addressed by the pension system.

4. Those states relying on the social insurance paradigm in which contributions are based on earnings from formal work, are where coverage gaps are very wide.

Most European systems have mechanism to compensate for time out of the paid workforce. Indeed even looking at OCED nations, many of these systems also recognise the need to compensate for periods of unpaid work. “A woman on average wage interrupting her career for 5 years to care for two young children would lose about 4% in pension income on average.

The largest declines are recorded in Germany, Iceland, Israel, Italy, Mexico and Portugal, while pensions are not affected in about one third of co albeit slightly larger reductions in pension entitlements on average.”

Universal superannuation is still a young idea in Australia. It was a great social reform born of agitation, lobbying, fighting and winning. As with all great social ideals it requires some nurturing, it is our obligation to check back on the original premise to ensure the current structure delivers the promise made to working Australians.

for others.

While poverty in retirement may be a reality for many as the superannuation system continues to mature, we should not lose sight of the fact that women’s situation is almost always, in aggregate, worse than men’s with a higher proportion of women in poverty at an older age, longer duration of that poverty and greater depths of vulnerability.

Although the older population is in general more vulnerable to illness, weakness and lack of support safety nets, women in particular are more likely to find themselves alone without a carer after a lifetime of caring for others.

Women also suffer from gendered pension poverty, as a result of lower pension coverage and pension wealth accumulation.

It is an important time in Australia to recommit to the social pillar. The provision of social security is very important to women and this importance is not likely to abate.

It is clear that a system based on labour force participation and underlying wages will not serve women well without some form of compensation for lower wages and broken work patterns. As a nation we cannot accept that the face of poverty is a skilled 75-year-old woman who has given much of her life to caring

EdU Nov 2016 IEU(SA)

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Professional Learning Term 4 2016 Wednesday 19th October

Understanding challenging behaviours in the classroom Presented by Kylie Richards - Behaviour Coach DECD

Monday 24th October - 4:30pm - 6pm (Max. 20 Spots)

NAIDOC Songlines Online through the Teacher Learning Network

4.30pm

– 6.00p

m

Presented by Christine Reid

Tuesday 25th October

Introduction to Using Curriculum Organiser Online Presented by Marika Marlow - DECD

Tuesday 25th October - 6:30pm - 7:30pm (Max. 20 Spots)

IEUSA Office 213 Currie Street Adelaide

Literacy Across the Curriculum: How can you help improve reading skills? (secondary focus) Online through the Teacher Learning Network Presented by Sarah Parr

Free fo r

Monday 7th November

membe

rs

Pertinent Learning for Aboriginal and Torres Strait Islander Children in the Early Years (3-8) Presented by Christine Ried - Education Consultant

Tuesday 8th November - 5:00pm - 6:00pm (Max. 20 Spots)

Difficult Adults and Challenging Parents Online through the Teacher Learning Network

To register contact us on 8410 0122 or training@ieusa.org.au

Presented by Kaye Dennis

Tuesday 8th November - 6:30pm - 7:30pm (Max. 20 Spots)

Counselling Skills Online through the Teacher Learning Network Presented by Kaye Dennis

Wednesday 16th November

Meditation for Work - Life Balance

Presented by Tatiana Overduin - Counsellor, Meditation Coach

Wednesday 23rd November

Students with Autism - Strategies for Educators Presented by Leanne Longfellow

www.ieusa.org.au All IEU(SA) training is referenced to the relevant Australian Professional Standards for Teachers (APST), where applicable, and can be used to meet the Professional Learning requirements for renewal of registration. For ESOs, training may be used for RPL for certain Certificate courses.

Information on APST references and competencies will appear on your training certificate.

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EdU Nov 2016 IEU(SA)

IEUA SA Equity Committee Women’s Dinner – September 2016 “The changing face of the modern unionist”

Guest Speaker: Ros McLennon past Assistant Secretary QIEU, Secretary of the Queensland Council of Unions Address to members and friends: I’d like to start beginning with a reflection, to centre our thoughts on the work that you do. The difference that you bring. The change that you make in the world. For the students that you teach, their families and for the whole community.

This reflection is an oldie but a goodie by Taylor Mali, in response to a challenge from a dinner party guest as to ‘what do teachers make?’ (here’s just a snippet): “You want to know what I make?

I make kids work harder than they ever thought they could.

I can make a C plus feel like a congressional medal of honour – And an A minus feel like a slap in the face.

I can make kids sit through 40 minutes of study hall in absolute silence.

I make parents see their child for who they are – and what they can be.

You want to know what I make?

I make kids wonder, I make them criticise, I make them apologise and mean it, I make them write.

I make them read, read, read.

I make them show all their work in Maths And hide their final drafts in English.

Teachers make a …difference – How about you?”

I was delighted to be invited to address you by Louise, Glen and your mighty IEU SA Branch, as leader of the Qld Council of Unions, proud IEU member for the last 18 years, and as a mother of two children (7 and 8 years). So in all those ways, I know first-hand the importance of the work that you do, the trust and confidence you hold of parents and students alike – and the respect that the broader community has for the work that you do.

In all the doom and gloom about the declining number of union members in this country, there’s the reality that some of our unions are growing – in Qld, it’s the Nurses, Teachers, Independent Education,

Plumbers, Meat workers and more. It’s also the reality that others are shrinking - due to contracting industries, the explosion of new areas of work, and the uberisation of employment types.

Some of our issues are about the emergence of insecure work, including labour hire and those from overseas on temporary work visas. In part, it’s about the inadequacy of availability of vocational training and apprenticeships for young people, and the staggering levels of youth unemployment, particularly in our regional areas.

The face of the typical union member today has changed – so how does a modern value proposition of union membership respond to that? Is it an eternal truth and still the same yesterday, now and forever? Is it different? Or should it be? What does it all mean for the issues we campaign on and resource, when and where? Do we work separately or together? How do we decide? Where do women come in? How are our voices heard?

I want you to close your eyes for a moment to conjure up a mental picture of the quintessential Australian unionist. What do you see? The century-old traditions of the Western Queensland shearing sheds? The nostalgia of blue collar mateship - or the factory floor of decades past? How often did a face that was female, professional or private sector appear? For while we stand on the shoulders of the strong values of our union folklore, the future of our union movement is more female, professional and private sector than ever before.

In 2013, prominent Griffith University academic, Professor David Peetz, crunched the numbers on the characteristics of Australian unionists and found a few interesting things: • The modern unionist is ‘female’ The proportion of women workers who are union members is now 18.9 per cent of the working population, exceeding the proportion of male workers who are union members at 17.5 per cent. This represents a seismic shift in female union density from our relatively junior position only a decade or two ago.

According to Peetz, “For the first time, women are 49% of union members and it won’t be long before the majority of unionists are women.”

• The modern unionist is ‘professional’ Professionals comprise 31 per cent of union members, compared to less than a quarter six years ago. The largest group of union members fall within the ‘Health care and social assistance’ industry, followed by ‘Education and training’ and then ‘Public administration’.

Peetz notes that the ‘blue collar’ groups only account for a third of union members and that “... Like the workforce as a whole, the union movement is now a predominantly ‘white collar’ movement...”

• The modern unionist is ‘private sector’ Peetz asserts “It’s still the case that nearly three-fifths of union members – 58.9% - are in the private sector… higher than 20 years ago.” This trend places Australian unions in a different space to movements in the United Kingdom, United States and Canada where the majority of union members are employed by the public sector.

What does this mean for unions?

I think we still agree on is that unions make a better EdU Nov 2016 IEU(SA)

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Australia – 62% of those surveyed by Essential Research poll at the end of last year said ‘unions were important for Australian working people today’. (That’s many more than those voting Labor). So how do we harness that community support and translate it to actual union membership?

I remember a national conversation with unions about a membership crisis, how we need to restructure our unions, allocate resources to growth, reimagine the relationship – from transactional servicing to organising - with our members and potential members, invest in training of delegates and chapter structures, value relationships between great organisers, leaders and members, and employ new techniques to build numbers and power for working people.

And for a while, we did. New things were tried, traditional ways were challenged, change agents were listened to, good practice was shared – and Australian unions moved. However the recent ABS stats show we still have a problem. The ABS stats showed 1.6 million Australian workers are union members – or 17 percent of the total workforce. 12% of the private sector and 41.7% of the public sector.

So let’s now have a look at where the projected jobs growth is over the next few years – and what this may mean for membership - and thence the increased power of people to influence their working lives and beyond.

Research by Dr Rae Cooper (University of Sydney) has found that: • Women are more highly unionised than men Research on the ‘trade union membership density in main job by gender’ over the last two decades shows that the rate of decline in female union membership is a lot less than for men. In 2014, women represented 48.5% of Australian union members. By the time the next stats are released, there is no doubt that women will be the majority.

• The projected growth industries in the next 5 years are in those areas dominated by women workers The federal government’s own Industry Employment Projections report from last year shows interesting insights into ‘job growth projections by industry to 2020’. ‘Health’ is the number one area of jobs growth, followed by ‘Education and Training’. Both these industries are highly feminised; indicating that they are likely to remain proportionally higher in union membership levels for that reason.

• The pay gap between ‘union women’ and ‘non union women’ is huge

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In 2014, The average weekly earnings comparison for union employees compared to non-union employees revealed a 10% ‘union wage premium’. The union wage premium was present for both full time and part time workers.

But the union wage premium is different for men and women. Female employees who are union members are paid significantly more than their non-union peers at an extra 25.4% on average.

EdU Nov 2016 IEU(SA)

Male employees who are union members also benefit from a premium of 7.5% when compared to their nonunion counterparts.

When you see figures showing that the rise of income inequality in the western world has coincided with a large fall in union density, it’s no surprise that those factors are related. As union membership declines, incomes increase for the already very wealthy in society. Of course, that’s why conservative governments and big business go after unions.

The Gender Agenda The trends and figures about women in unions are more than just statistically interesting. The changing demographic profile gives rise to some serious questions about the policy agenda that should be pursued by the Australian union movement into the future. The key challenges for women workers comes down to ‘time’, ‘money’ and ‘respect’. Unsurprisingly, these themes front and centre most (if not all) of our IEU schools’ bargaining and professional issues campaigns.

This may not be so unfamiliar to any worker; however, throw in the complexities that arise – due to continuing differences in salary packages between women and men, less years in the workforce due to caring responsibilities, and these same responsibilities necessitating greater flexibility in hours (that can mean foregoing job security in favour of casual employment arrangements), earlier retirement (often to assist with the care of grandchildren), the national scourge of domestic violence, greater longevity coupled with lower average superannuation savings – and you begin to see why it is still very much a man’s world.

All these workplace issues have been long understood and struggled with. But now, women have the numbers to pursue these issues as a contemporary policy agenda.

Despite a lot of lip service to the contrary, the majority of family caring responsibilities still fall to women. While large numbers of women work full time, negotiations at household level have stalled as long working hours are ‘balanced’ (or not) with the demands of caring for children, elderly parents, grandchildren and even extended family, neighbours and friends in some instances.

A related issue for our union is the ageing demographic of the teaching profession and the need for renewed vigour in negotiating better working arrangement flexibility.

By doing this, we can enable schools to retain highly experienced teachers in some capacity as they seek a less frenetic pace from the work intensification that remains in Australian schools as they transition to retirement. Fair-minded provisions to enable staff time for caring, without the need to compromise women’s long term employment security, is and will continue to be enormously significant for our membership – and the (near majority) of Australian unionists more broadly.

What do we need to win?

I’ve been a union organiser for 23 years – so I’ve had lots of experience with winning. And also, sadly, with losing. I’ve learnt that ‘winning’ relies on four things: hearts, smarts, relationships and relentlessness.

Firstly, the ‘Hearts’ The work you need to put in to ‘win’ a thing is hard. To find the energy and enthusiasm to really put your back into it - to choose to forgo other fun things, like time with kids, friends and significant other – you have to truly believe.

That’s why I think it’s so important for our unions to be clear about ‘what we stand for’ (the value proposition that I mentioned earlier). What is the difference that we’re working for? How will it make a real and lasting change to our lives - and the lives of others? When you can explain well what the ‘union difference’ looks like, you’ve won a heart. Talk to lots of folks, and you’ve won several. Teach others ‘how’ and you’ll have an army. And numbers matter, don’t they? We need both the strength of our argument and the argument of our strength.

A bit of Sun Tzu illustrates the point: “One who has few must prepare against the enemy; one who has many must make the enemy prepare against him.”

Next, the ‘Smarts’ Winning is rarely about the straight, unflinching path from one point to another. Sometimes, you have to retreat to fight another day. Sometimes, you have to regroup and recalibrate. Sometimes, you need to first step sideways, in order to move forward again…Sometimes, you do get out the broad sword and start swinging – because you just can’t stand by and watch it happen without having a go.

Sometimes, winning takes a while.

Relationships They say that “People go along with those they get along with.” Good unions know this golden rule. That’s why the relationship between organiser and workplace delegates / member activists is so foundational to a union’s success – they must be reflective of the type of high calibre chapter leaders you want to keep or attract.

Relentlessness As you all know, organising and campaigns are hard work. Really hard work. While others might be home watching a bit of telly, we’re at branch meetings, planning a chapter discussion or (if you’re Christine Cooper and I) standing outside a hospital in defence of a very sick little refugee baby and her mum. Most times, you wouldn’t be anywhere else, right because there is a better vision for our country that’s worth fighting for. Where we speak up, mobilise and fight oppression.

That’s where you come in. To win, we need to change.

I congratulate you all on your wisdom in taking time to reflect on whether or not some of our old choices continue to help us make decisions about our future.

Growth, gender inclusion and leadership, union structures, how we do our organising and collective bargaining, how we do politics and have power over public policy, the issues we campaign on and how.

For who we are today. Not who we were yesterday.

I want to leave you with one last story about the balloon tied to a rock. Have you heard that one?

With the changing winds, it moves sometimes a bit to the left – sometimes a bit to the right – but never more than the length of string away from the rock. If you want the balloon to move in any real way, you have to move the rock.

That’s where we come in. It’s our job, as unionists, to do the heavy lifting required to move that rock.

Anna Stewart Memorial Project 2016

Left: Member Ally Cunningham from the School of the Nativity this years’ IEU ASMP participant with SA Unions Secretary Joe Szakacs

EdU Nov 2016 IEU(SA)

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2016 Annual General Meeting Minutes

Independent Education Union (SA) Inc & Independent Education Union (SA) Branch Thursday 23 June 2016 / 4.30 – 5.30pm Marcelina’s Restaurant, 273 Hindley St, Adelaide 1. Welcome – President, Jenny Gilchrist – meeting was quorate with 31 members signed in.

2. Apologies: Motion: That the 15 prior apologies and 3 from the floor be accepted Moved, B Bourne seconded N Karcher carried 3. M inutes of Previous AGM – Were adopted by Executive at 25 June 2015 meeting and published in the July 2015 EdU. Motion That the minutes of the 2015 AGM as ratified by executive and published in July 2015 EdU be accepted, Moved B Bourne… Second N Karcher…carried 4. Business arising from the minutes: nil 5. Motions on notice: nil 6. State report – Secretary, Glen Seidel 7. Federal report - Secretary, Glen Seidel The Secretary reported on •

Barry Morrison and John Blackwell’s passing

•

Catholic industrial action

Discussion: That the Secretary was directed to seek an explanation from Michael Kenny re employers’ defensive actions and in particular sought an apology from Michael Honey for his conduct at June 16 rally. Members were appalled and offended by the employers’ approach. Members considered the employer’s actions to be intimidating and confirmed that they considered Michael Kenny’s comments were indeed “mocking” of teachers. Action Secretary.

•

New IEUSA website - Presentation by Communication and Systems Officer. N Evans

•

Provision of Curriculum Organiser online as a member benefit

•

ransition of operation from the state registered IEU)(SA) Inc to the state branch of IEUA, IEU(SA) Branch as T of 1 Jan 2017

•

The IEUA “Ask” of political parties ahead of the 2 July federal election

•

Opening of nominations for 2017-19 IEU(SA) executive

•

Motion: “That the Secretary’s reports be noted”, Moved G Seidel Second A Haskell…Carried

8. Treasurer’s report – Treasurer Val Reinke

a) Approval of 2015-16 Financial Audit and Operating Report

Motion: “That the Treasurer’s report be accepted”, Moved V Reinke . Second B Bourne…Carried Motion “That the 2015-16 audited financial report and Operating Report be accepted”, Moved V Reinke . Second J Coop… Carried 9. Election: 2x internal auditors Two nominations accepted from the floor. B Bourne and J Clune elected unopposed.

10. Election: external auditor Motion: “That Australian Independent Audit Services be reappointed as auditors for 2016 financial year.” Moved V Reinke… Seconded …A Haskell… carried 11. General Business – Nil on notice

12. Meeting closed and refreshments served.

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EdU Nov 2016 IEU(SA)

AGM 2016 - Annual report The last 12 months has been a significant period of activity and change for the IEU in SA. Whilst membership growth has been flat, our financial position is sound & the treasurer will report separately but I do note that we finished the year with a $44k surplus – or 2% of income.

This financial year will be only 11 months and then in 2017 most of our financial activity will be undertaken in the name of the state branch of the IEUA, IEU(SA) Branch rather than the state registered union IEU(SA) Inc. Vale Barry Morrison & John Blackwell I pay my respects to two of our past and long serving officials who have both played a significant role in the growth and governance of the IEU in SA. On 2 February 2016 Life Member, Barry Morrison, our first full time secretary from 1990-2001, and my immediate predecessor passed away aged 76. He was recognised with a condolences motion at the March Council meeting.

On 26 April, John Blackwell, teacher at Walford, Exec member 1998-2011 and Vice President from 2000 to 2010 passed away.

The Union is in their debt for their services to the collective over the years Catholic Industrial Action After over a year of formal negotiating for a replacement to the EA which expired in July 2015, the impasse over teacher workload intensification has reached the stage of escalating industrial action being voted up on a site by site basis from the end of 2015.

As the employers have not come back with anything more meaningful than, at first 3 minutes per day which was then increased to 5 minutes per day, action has escalated to a June 16 stop work rally at the CEO on June 16 involving over 200 members from 30 schools and the presentation of a petition with over 1400 signatures to CEO Director Helen O’Brien.

Offense taken by the employers at our “Update # 31” to members is a gross over-reaction and demonstrates their lack of understanding of how negotiating actually works in the real world. The campaign continues with more schools to be balloted and a stop work rally in Victoria square being planned for September. In the mean-time negotiating continues on other less controversial issues.

New Website

Glen Seidel Secretary

We have just gone live with our totally new website. It is a lot cleaner in layout. The member section is now reactivated and content is still being added.

Curriculum Organiser In the interests of increasing the professional support of members we have bought into this product on an exclusive basis in SA non-government schools. It is a cloud based data base of Australian Curriculum based resources and lesson plans and templates which can be tailored to any school’s requirements. R-10 and IB are catered for with possibilities of Year 11 & 12 being explored.

Training sessions will be held to familiarize members with the possibilities of this powerful tool. Normally this product would cost $150 pa, but it is now included free in your IEUSA membership. Access will be through a login on the member section of the website. Non-members will have no access.

Transition to operate as SA Branch of IEUA As explained at the Council meeting in March, the IEU in SA is no longer able to be transitionally recognised in the federal industrial system after 31 December 2016. We must act as a federally registered union – that is IEU(SA) Branch. This means that organisers need to be employed by the federal “hat” rather than the state “hat” and run the finances through the federal “hat” with all of the increased reporting requirements that are involved.

By January 1st 2017 the financial arrangements will be in place for this to occur. Executive has passed the procedural motions for this to happen. No particular rule changes are needed as both organisations already exist and both will continue to exist after the transition.

The state entity will retain ownership of the property in Currie St and some cash reserves. The federal entity will acquire enough funds to cover normal operations and staff entitlements. Members will not notice any difference in service delivery.

Federal election The IEUA has developed “The Ask” of political parties around issues that are of particular importance to us as a progressive education union. So far the ALP and the Greens have given encouraging responses, but the LNP has not replied .. and we know why. They are the party which reneged on the “Gonski” funding agreement in the first place.

Union Executive elections Every three years the IEUSA executive elections are run by the AEC. The same executive applies for the state and federal “hats”. Members will be formally notified on July 4th when nominations open.

EdU Nov 2016 IEU(SA)

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2016 IEU(SA)Inc Council Meeting Minutes

1PM, MONDAY 7TH MARCH 2016 AT EDUCATION DEVELOPMENT CENTRE HINDMARSH IN CONJUNCTION WITH ANNUAL REPS CONFERENCE 1. Welcome and credentialing of delegates

- President

2. Apologies : Motion: That the 12 apologies received be accepted Moved D Freeman, Second C Lloyd.

Carried

3. Minutes of previous meeting 2 March 2015: Motion: That the above minutes of the IEU(SA) Inc State Council meeting held Monday, 2nd March 2015, be accepted Moved A Haskell, Second J Baverstock, Carried

4. Business arising from minutes of previous meeting – Note that family violence leave clauses are routinely presented in logs of claims and are getting traction in various formats in some agreements.

5. Business: 5.1 Vale Barry Morison, Life Member and Secretary 1990 to 2001. Passed away 5 Feb 2016 aged 76 years : The Secretary spoke to Barry’s contribution to the organization as did some others who knew him well.

Motion: “That the IEUSA notes with sadness the passing of Life Member and Secretary 1990-2001, Barry Morrison on February 5th. The organisation is in his debt for the thoroughness and passion he brought to supporting members and in particular his role in establishing our industry superannuation fund (ISST). He was responsible for establishing ATIS/ANGEE as a professional and credible organisation.” Moved V Reinke, Second L Firrell, Carried 5.2 Secretary’s report on transfer of staffing and operations from state entity IEU(SA)Inc to the federal branch of IEUA , IEU(SA) Branch to be operational 1 January 2017 The Secretary explained to delegates the reasons behind the transfer of employment and financial operation to the SA branch of IEUA. Questions were answered and the motion was put.

Motion: That Council note •

The transfer of operations and to directly employ organisers in the name of IEU(SA) Branch is prompted by the need to obtain right of entry permits from 1 January 2017 and

•

That some assets will need to be transferred to the IEU(SA) Branch to cover the transferred running costs of the organization and

•

That consequently full financial reporting to the FWC will be required and

•

That some assets will be left in the name of IEU(SA) Inc as it still will have a function

•

embers will continue to be simultaneously members of both IEU(SA) Inc and IEU(SA) Branch and will M continue to pay fees to IEU(SA) Inc and funds will be transferred to IEU(SA) Branch

•

There will be no immediate need for rule changes to IEU(SA) Inc as it will still function in a reduced format

•

I n due course there will be a need to make some changes to the IEU(SA) Branch rules in the federal rules, and to the federal rules themselves to accommodate SA and the other state branches (apart from Victoria/ Tasmania) undergoing similar transitions.

•

Existing autonomy of the state branches over state matters will be clarified in the revised federal rules.

Moved G Seidel, Second V Reinke. Carried

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6. Close EdU Nov 2016 IEU(SA)

IEUA National Conference 2016

Taking On The Challenges. Finding the Opportunities

IEU Branch Executives came together In May in Canberra for the 2016 IEU National Conference, Challenges and Opportunities to discuss the international and domestic attacks on quality education and working rights.

Participants heard from a range of speakers including, Marshall Jarvis, General Secretary of Ontario English Catholic Teachers’ Association and Dr Patrick Roach Deputy Secretary of NASUWT (the UK largest education union) who highlighted the erosion of quality education due to current political ideology.

Marshall Jarvis outlined the fight against increasing workloads due to increasing testing regime which teachers in Catholic schools in Ontario were experiencing and further spoke on the strong message OECTA members had for governments and employers. The message was that the voice of teachers in curriculum, in testing regimes, in classroom management was the voice of reason. Teachers knew what was needed for quality education and Government should stop interfering in education and let teachers get on with their job.

Dr Patrick Roach alerted conference participants to the recent UK legislation which would remove every school in England from local government control and into academy control.

UK academies are fully public funded independent schools under the control of private and for profit organisations such as business, universities, faith and charity groups. Academies are not required to comply with the national standards, the national curriculum nor follow any regulated salary and working conditions.

Such actions are a direct attack on working conditions of teachers and education professionals. Conference participants, by a show of hands, signalled their support of NASUWT colleagues as they continue to fight to protect working conditions.

Brave New Aggressive World of Work The neo liberal attacks are not limited to education and conference participants were challenged by Josh Bornstein (Principal at Maurice Blackburn Lawyers) to consider the implications of a “brave new technological world” of work where Uber apps are the employers and workers are exploited by company franchises such as SevenEleven.

Funding Challenges For Schools A presentation on school funding was provided by Colette Coleman (Executive Director Independent Schools Australia) who highlighted the need for certainty and stability of government funding for the growing independent sector. Participants were made aware of the impact that insufficient funding would have on the schools, resources for the delivery of education and wages.

The conference was also addressed by Tanya Plibersek, (Deputy Leader of the Opposition and Deputy Leader of the Federal Labor Party ) and spoke of Labor’s pledge to provide an extra $4.5 billion to all schools in 2018 and 2019 as well as additional funding to support for students with special needs.

The Need For Strong Global Unions Participants heard from APHEDA regarding the growing Asbestos industry in South East Asia The continued mining and manufacturing of Asbestos poses a threat to the lives of people across the planet through asbestos-related diseases. Participants were called to join the APHEDA campaign Asbestos. Not Here. Not Anywhere, www.apheda.org.au/asbestos

Organise And Mobilise For Strength It is a harsh reality that only 15% of workers are in unions. More troubling than this, is the significant loss of young workers to the union movement; the next generation of union leaders.

Conference participants were challenged by Tim Lyons (Research Fellow for think tank Per Capita) and Ged Kearney, (President of ACTU) to consider ways to mobilise for union strength. By the end of the conference, all participants had reaffirmed the need for strong active union membership in the fight for better working conditions for all.

EdU Nov 2016 IEU(SA)

23

Above :Show of support for APEHDA’s “Abestos. Not Here. Not Anywhere” Campaign

Left: IEUSA Treasurer Val Reinke

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EdU Nov 2016 IEU(SA)

One Community

Dear Senator Xenophon, Will you stand by your principals?

Before the 2016 federal election, you said the needs-based, sector-blind Gonski plan needed to be fully implemented, and discriminatory funding arrangements disadvantaging South Australia must be reversed.

We, the principals of South Australia, call on you now to stand by us, and negotiate with the Coalition to secure sector-blind, needs-based funding for South Australia.

Just prior to the last election a group of concerned organisations, Uniting Communities, Anglicare, South Australian Council of Social Service, Community Centres SA, South Australian Primary Principals Association, South Australian Secondary Principals Association, the AEU and the IEU formed an alliance to lobby for securing adequate funding for schools and their students. The Learn to Grow Campaign calls for fair needs-based funding and aims to •

Secure a commitment from all political parties to commit fully to the Gonski education reforms

•

Highlight the problem of cutting needs-based funding

•

Inform a large number of South Australians about the full impact of education cuts

•

Educate parent audiences about where parties stand on education funding

•

Encourage South Australians to ‘vote for education’

•

Ask schools, groups and individuals to sign up to support eh campaign, increasing the diversity and strength of advocacy

•

Develop a network of partners, supporters and volunteers.

Post election the campaign is continuing. Recently an open letter was sent to all school principals encouraging them to seek support from Senator Xenaphon for the reinstatement of the Gonski funding recommendations.

As principals, we understand the importance of ensuring every child has the opportunity to rise above learning difficulties and disadvantage. One in five students in our classrooms have learning difficulties.

With early diagnosis and innovative programs, we can help them succeed. But cuts to needs-based funding will result in more of these children being left behind.

Sixty-four percent of South Australians want needsbased funding. Helping struggling kids today will make South Australia a smarter, stronger and more prosperous state in the future.

So we ask: Will you secure the $355 million that will be cut from South Australian schools if years five and six of Gonski are scrapped? Will you make sure this funding is part of any deal you make with the Government? Will you fight for the students, parents and teachers of public, independent and catholic schools across South Australia? Or will you soften your support for Gonski’s needs-based school funding model after the election, like the Government did in 2013?

With Stirling Griff and Skye Kakoschke-Moore joining you in the Senate, you hold the balance of power.

You can use this power to secure a thriving future for South Australia.

We urge you now to stand by your principals and fight for SA’s schools.

Sincerely, Senator Xenaphon has given his support to maintaining the funding recommendations for years 5 and 6 of the funding.

EdU Nov 2016 IEU(SA)

25

Is Workplace Health & Safety Online Training a Risk?

Wendy Evans Assistant Secretary

The IEU has been approached by WHS Coordinators and members in Catholic schools seeking clarification of the online WHS training “Learning Manager” which is being rolled out in schools. Participating schools are making the completion of modules on a regular, ongoing basis compulsory for all staff and the system will keep track of who has and who hasn’t.

The IEU encourages training in Workplace Health and Safety in any workplace. It is necessary and to be encouraged. However, the issue and concerns are that the implementation of this training adds to the intensification of work which is a risk in itself.

Schools buy into the program, at a cost of approximately $7 per staff member. 87 schools have signed up to the program so far. We are also aware that the Catholic Education Office is working hard on those schools which have not committed to the program to get them to see the light.

There are a number of aspects to this intensification. Namely: • who is being asked to administer the program and • when is the training to be undertaken by employees.

The IEU has, over many years, through the Catholic WHS “Education Forum” argued that • WHS in our schools is not appropriately resourced, • coordinators are not correctly classified and • there is insufficient time allocated to the role.

The administrator is likely to be the WHS coordinator. When we raised this concern with the Catholic Education Office just recently the response was, “Learning Manager” will require less time to facilitate the mandatory Work Health and Safety training requirements than is currently needed. The Catholic Education Office goes on to say coordinators already manage data bases e.g. Incident Data Base and Task Manager data base, and the Learning Manager is just one more.

Coordinators tell us that this is not so much a data base but rather a training application, which is quite different from simply using a data base for recording information. In any event this is an additional task to be undertaken by the coordinators.

The content of the training is also problematic in that some of the modules (eg equal opportunity) are more properly HR in focus but are being pushed and funded under the WHS banner.

For Michael Kenny the benefit of the online training is its flexibility. People can do the training whenever they want! However, as we know flexibility is the most offensive “F” word in a unionist’s dictionary. We know who has to bend over backwards to get the extra work done, and it will generally bite into personal or domestic time.

I was assured that a circular would go out to principals advising staff they would not be required do it in their own time and that principals will manage this in their schools. Fair to say there are principals who will do that well and others who won’t. Education Support Officers are hourly paid employees and will need to undertake their training in paid time. If the time isn’t additional paid time, what is it in their day that they don’t do instead?

The other obvious question is what happens if employees don’t/won’t do the training? Apparently the principal will follow it up. .. and what does that mean?

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Minimising Discrimination Bernadette Mulholland, Industrial Officer, Salaried Medical Officers Association, presented a session on Discrimination Law as part of a series of seminars Union Power and the Law. She posed the question ‘has the legislation lived up to the aims, objectives and expectations of the community and workers in South Australia?’

The current legislation and processes in the Equal Opportunity Act 1984 have now been operating for 32 years. The legislation was intended to be “An Act to promote equality of opportunity between the citizens of this State; to prevent certain kinds of discrimination based on sex, race, disability, age or various other grounds; to facilitate the participation of citizens in the economic and social life of the community; and to deal with other related matters. “ The Equal Opportunity Commissioner of South Australia has statutory responsibilities for the administration of the Act and must produce an annual report each year on the operation and administration of the Act and the work undertaken by the Commissioner under Section 11.

In looking at the complaints lodged over time we can draw some conclusions about whether it has lived up to the aims, objectives and expectations of the community and workers in South Australia On 1 December 2015, the Equal Opportunity Commission tabled its annual reports for the period 2014 - 2015 in the House of Assembly.

The report stated that in 2014-15, 217 complaints were received. The complaints to the Commission had increased by 8% on the 2013- 14 figures. In 2014-15, 172 complaints were finalised. Of the complaints lodged 57% of complaints were lodged by males, 42% by females and 1% by persons who are transgender.

The most common ground of discrimination was disability amounting to 35% of all complaints. Race discrimination was the second most common form of discrimination reported - 17% of complaints.

Victimisation was a close third, with 16% of complainants including allegations of victimisation (up from 7.5% in 2013-14). (Victimisation is treating people unfairly for complaining, or helping others to complain, about discrimination or harassment.)Some complaints included more than one ground of discrimination and the total number of grounds was 271.

Half of the complaints received in 2014-15 related to discrimination in employment. This is a reduction from 2013-14, when 58% of complaints lodged were employment related includes treatment during recruitment or at work, and termination of employment..

Some types of discrimination found in employment, such as religion, political opinion, criminal record and trade union activity are only dealt with by Federal law or other South Australian legislation so this type of discrimination is not included in the figures.

27

Other types of discrimination are covered by both South Australian and Federal law. Where discrimination is covered by State and Federal law, complaints may be lodged with either the state or federal body, but not with both.

In 2014-15, the Commission received 1,196 enquiries, down 15% from 2013-14. Enquiry numbers, the report stated, had steadily declined over the past decade as more people visit the Commission’s websites to find information and resources.

In the report presented by the Equal Opportunity Commission in 2004 - 2005, 2006 people made enquiries to the service. Of these complaints 1146 were related to employment; 360 of these complaints were on grounds of disability; 138 on grounds of race; 135 on grounds of sex; 124 on grounds of age 194 pertained to sexual harassment; 97 complaints to pregnancy; 42 to sexuality; 37 to marital status; 22 to victimisation and seven related to whistleblowers.

In 2004 - 2005 formal complaints were made to the Equal Opportunity Commission however there was no data provided in the report that indicates how many of the formal complaints related to employment.

The number of formal complaints investigated by the Commission was 89 compared with the previous year of 117.

It is interesting to note in the same reporting period HREOC (as it was then known) investigated 124 formal complaints from South Australia which represented 11 per cent of all their complaints. The narrow coverage of antidiscrimination legislation in South Australia means that a range of matters cannot be dealt with by the State’s equal opportunity legislation, therefore these matters were referred to HREOC. The report also indicated that there was a significant increase in this period of the number of complaints of sexual harassment but these were predominantly by men at the hands of other male colleagues. The complaints by men of all sexual harassment complaints was 35%.

Again the figures indicated that pregnant workers experience discrimination very differently from other employees and most of those who reported to the Commission had been dismissed because of pregnancy.

What was interesting to note from these comparisons was that over the last 10 years complaints of sexual harassment, pregnancy marital status, sexuality, and sex have significantly declined as complaints to the Equal Opportunity Commission.

Does this mean that discrimination overall in employment is declining? Are workers experiencing less the “traditional forms” of discrimination indicating education and training of employers and workers is working? Perhaps South Australian workers have simply made a choice to refer their matters to the Federal jurisdiction.

Commonwealth laws and the State and Territory laws EdU Nov 2016 IEU(SA)

27

generally overlap and prohibit the same type of discrimination.

As both State and Territory laws and Commonwealth laws apply, both must be complied with but the laws apply in slightly different ways and there are some gaps in the protection that is offered between different States and Territories and at a Commonwealth level. In determining the best jurisdiction to make a complaint on behalf the worker a representative needs to take into account any differences in interpretation, definition and application of discrimination legislation.

However, most complaints arose in the employment area. All discrimination laws are complaint based systems which require an individual or a group with a common interest to lodge a written complaint setting out the details of the allegations of a breach of the law. Initially, complaints are dealt with through the mechanisms of investigation and conciliation.

The majority of complaints are resolved during the confidential conciliation phase by both sides reaching an agreed position and terminating the process.

For example, the Sex Discrimination Act, 1984, Section 10 and 11 limits the use of this Act if the complainant has already lodged their matter in the South Australian Equal Opportunity jurisdiction or is a state public servant whose complaint relates to matters such as pregnancy, sex and marital status.

The course a complaint takes can vary significantly.

Most often after some minor investigation and discussion, a compromise acceptable to all parties may be reached this can involve a recognition by the respondent to the complainant that they have unwittingly breached the law and is prepared to make good any disadvantage suffered by the complainant.

It could be determined that given that many South Australian workers have the choice of two jurisdictions Commonwealth and State that workers are choosing to lodge their complaints in the Commonwealth jurisdiction than in the South Australian jurisdiction.

In reviewing the figures 2014-2015 it would appear that South Australians are not lodging significant numbers in the Federal jurisdiction. In 2014 – 15 there were 709 complaints lodged from South Australia. So it would appear that South Australian workers are not choosing the Federal jurisdiction to a great extent, so is discrimination on the decline in the workplace?

The Australian Human Rights Commission has conducted three national telephone surveys to investigate the nature and extent of sexual harassment in the Australian workplaces. The surveys were held in 2003, 2008 and 2012. The sample of survey respondents was representative of the Australian population by age, gender and area of residence.

The findings suggest at least in discrimination matters particularly pertaining to sexual harassment there has not been a decline in the number of people who had been sexually harassed.

Unfortunately, and the evidence bears out, that if an employer takes a defensive approach then the lack of remedy for any worker under this legislation if conciliation processes are not successful are seriously limited in the South Australian jurisdiction.

The current legislative structure therefore does not promote equality of opportunity between the citizens of this State and has failed to prevent certain kinds of discrimination based on sex, race, disability, age or various other grounds and does not facilitate the participation of citizens in the economic and social life of the community matters.

Our legal tradition is based on the idea that the law treats everyone equally. However, this belief fails to recognize that treating all subjects or classes ‘equally’ does not always result in equal outcomes, but in systematic disadvantaging of those who are already structurally disadvantaged.

It is my view that the Equal Opportunity Act, 1984 has not achieved its goals and advocates should therefore approach the use of the legislation and it’s processes for workers cautiously and conservatively.

MEMBER NOTICE

Transition to Federally Registered Union As explained at the Council meeting in March, the IEU in SA will no longer be transitionally recognised in the federal industrial system after 31 December 2016.

From this date we must act as a federally registered union – that is IEU(SA) Branch. This transition will mean that employment and finances will be moved to the federal branch and there will be increased reporting requirements.

Executive has passed the procedural motions for this to occur and no particular rule changes are needed as both organisations already exist and both will continue to exist after the transition. Members will not notice any difference in service delivery.

The bank account changes will result in a one-week delay in the processing of monthly fee deductions in January and the Direct Debit user agreement, which is available on the website, will be updated to reflect the changes after the 1st of January.

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EdU Nov 2016 IEU(SA)

28

What’s your problem?

If you have a question about your employment conditions that requires a prompt response, call the office on 8410 0122 and ask to speak to your school’s Organiser.

Q.

Dear Dorothy,

The reason I am actually resigning from the IEUSA is because as an APRIM (Assistant Principal – Religious Identity and Mission) in a Catholic school I do not believe I am being supported. I am in a place where I am not in the classroom but I am regarded as leadership without the compensation. As an APRIM the expectations of us are increasingly leadership based and focused and so IEUSA does not support us when things occur but side with those in the classroom. I believe that IEUSA needs to have a look on how they deal with APRIM’s as we are still categorised as teachers with POR and are technically not leadership.

Thank you, Conflicted

A.

Hi Conflicted,

I appreciate that you may feel like you are straddling between “leadership” and “classroom” and feeling compromised or “neither fish nor fowl”.

Nevertheless, you are still very much an employee and at risk of allegations of performance (or other) issues or involved in some sort of dispute in your role as an employee.

The support we give to members in those situations is a strong reason for membership in itself. The APRIM role is covered by the Catholic EA which the IEU is currently renegotiating. You will benefit from any payrise and general conditions improvements eventually negotiated.

You seem to be worried about receiving industrial support when you are acting with your management hat on. Our rule of thumb is • If two members are in dispute with each other we support both to reach a resolution • If one member is acting as management, then management legal/industrial support should be provided by the CEO and we would balance the power differential to support the member performing the role of “employee” • If a management employee is in dispute with their employer, they receive full support. We have principals and deputies as members and have had cause from time to time to throw significant resources at their industrial support when they are not treated properly by their employer.

But all of that is from the basis of self-interest. Essentially we use a collective approach to bring about sector wide improvements to wages, conditions and processes for the improvement of the whole sector and all those who work within it.

We are about fairness, quality education environments, sustainability of work and ultimately better outcomes for students and all those who work in the system.

The collective cannot perform effectively without individuals joining and participating.

To leave is your choice. However, I would urge you to reconsider leaving us and stay with the collective.

Regards Dorothy EdU Nov 2016 IEU(SA)

29

Member Information The IEUSA office will be closed from December 20th to January 3rd.

Please update your details with us by the 31st January 2017 to ensure we have current contact and school details and that you are paying at the correct fee category.

Fill out the form on page 31 and return by fax, email or mail or phone 8410 0122 or online https://ieusa.org.au/update-member-details/ The fee deduction in January will occur on Wednesday 13th. All subsequent monthly deductions will occur on the first Wednesday of each month as per usual.

Changes will be made to the Direct Debit Service agreement after the 1st of January and the updated agreement will be available on the website.

The changes will reflect the transition from Independent Education Union Inc. to Independent Education Union Branch as explained on page 28.

DIRECT DEBIT REQUEST SERVICE AGREEMENT User ID: 077399 updated: 9/11/15 Independent Education Union (SA) Inc, 213–215 Currie Street, Adelaide SA You have entered or are about to enter into an arrangement under which you make payments to us. You want to make those payments by use of the Direct Debit System. This agreement sets out the terms on which we accept and act under a Direct Debit Request (“your Direct Debit Request”) you give us to debit amounts from your account under the Direct Debit System. It is additional to the arrangement under which you make payments to us.

Please ensure you keep a copy of this agreement as it sets out certain rights you have against us and certain obligations you have to us due to giving us your Direct Debit request.

OUR AGREEMENT: 1. We agree to be bound by this agreement when we receive your Direct Debit Request complete with the particulars we need to draw an amount under it.

2. We agree only to draw money out of your account in accordance with the terms of your Direct Debit Request.

WHAT WE CAN DO: 3. On giving you at least 14 days notice, we may: (a) change our procedures in this agreement; (b) change the terms of our Direct Debit Request; or (c) cancel your Direct Debit Request.

YOU MAY ASK US TO: 4. (a) alter the terms of your Direct Debit Request; (b) defer a payment to be made under your Direct Debit Request; or (c) stop a drawing under your Direct Debit Request. Or you may cancel your Direct Debit Request by forwarding a request in writing clearly stating your membership number, name, address, contact telephone number and the action you wish IEU(SA) to take on your behalf.

5. You may dispute any amount we draw under your Direct Debit Request by contacting the IEU(SA) office and discussing your concern with the Membership Officer. Should your dispute not be resolved in this manner, you are requested to forward a signed statement to the Secretary by post, email or fax (Fax: 8410 0282) outlining your dispute along with what action has already been taken.

HOW WE WILL HANDLE A DISPUTE: 6. We deal with any dispute under clause 5 of this agreement as follows: (a) check that we have your IEU(SA) subscription details recorded correctly; (b) correct any inaccuracy and notify you accordingly by telephone, email

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EdU Nov 2016 IEU(SA)

or post; (c) if our records are correct, contact you by telephone or in writing within 14 days outlining the prescribed fees; (d) if you are not satisfied with the action taken, we will advise you of further action available under the IEU(SA) Constitution.

GENERAL INFORMATION: 7. We draw on your account under your Direct Debit Request on or after the first Wednesday of the month.

8. If your financial institution rejects any of our attempt/s to draw an amount in accordance with your Direct Debit Request, we will make contact with you by telephone or in writing to ascertain: (a) if the bank details provided to us are correct; (b) if you wish to change your method of payment or (c) if there is any other reason why your financial institution has rejected our attempt to draw the required amount.

9. We will not disclose to any person any information you give us on your Direct Debit Request, which is not generally available, unless (a) you dispute any amount we draw under your Direct Debit Request and we need to disclose any information relating to your Direct Debit Request or to any amount we draw under it to the financial institution at which your account is held or the financial institution which sponsors our use of the Direct Debit System or both of them; (b) you consent to that disclosure, or (c) we are required to disclose that information by law.

10. Not all accounts held with a financial institution are available to be drawn on under the Direct Debit System.

11. Before you complete your Direct Debit Request, it is best to check account details against a recent statement from your financial institution to ensure the details on your Direct Debit Request are completed correctly.

YOUR RESPONSIBILITY: 12. It is your responsibility to ensure there are sufficient clear funds available in your account by the due date on which we draw any amount under your Direct Debit Request, to enable us to obtain payment in accordance with your Direct Debit Request.

13. We request you to direct all requests to stop or cancel your Direct Debit Request and all enquiries relating to any dispute under Clause 4 of this agreement to us initially.

Member Update IEU(SA) Form Fee Schedule - 1 February 2017

Please update your details on a yearly basis and when details change. Forward completed form to: 213 Currie Street, Adelaide SA, 5000, fax 8410 0282, email to enquiries@ieusa.org.au complete online at https://ieusa.org.au/update-member-details/ or, phone 8410 0122 to update or for assistance.

Please tick appropriate category

"

Member No.__________________

DOB:________/________/________

(if known)

Name: ______________________________________________________ Postal Address:________________________________________________ Suburb/Town:_______________________________ P/C:_____________ Home phone:_______________________________ Mobile:____________________________________ Work email:___________________________________________________ Personal email:________________________________________________ Preferred email for contact:

work

Would you like to receive your EdU journal via

home email or

Campus / Suburb:___________________________________________

Extended leave (one month or more) for 2017:

start date:______/______/______

LWOP

Teacher

Principal

Less than $20,000 pa

$175

$14.60

$20,001 - $25,000 pa

$220

$18.35

D

$25,001 - $30,000 pa

$265

$22.10

E

$30,001 - $35,000 pa

$310

$25.85

F

$35,001 - $40,000 pa

$355

$29.60

G

$40,001 - $45,000 pa

$400

$33.35

H

$45,001 - $50,000 pa

$445

$37.10

I

$50,001 - $55,000 pa

$490

$40.85

J

$55,001 - $60,000 pa

$535

$44.60

K

$60,001 - $65,000 pa

$580

$48.35

L

$65,001 - $70,000 pa

$625

$52.10

M

$70,001 - $75,000 pa

$670

$55.85

N

$75,001 - $80,000 pa

$715

$59.60

O

$80,001 - $85,000 pa

$760

$63.35

P

$85,001 - $90,000 pa

$805

$67.10

Q

$90,001 pa and above

$850

$70.85

Student studying not working in the sector

$120

$10

LWOP / Not employed in sector / Parental leave

$120

$10

Retired not working in the sector

$50

N/A

Monthly payments will be taken on the first Wednesday of each month.

On receipt of details payment method will be altered as requested and arrears will be deducted.

Credit Card debit request

TRT

Point time:_________ Step/PT/GT:_________ POR/HAT/AST etc:_________ Level:

B

If you would like to change payment method or account details please complete the relevant section below.

end date:______/______/______

Deputy Principal

Monthly

TRT: Please estimate your current annual earnings to determine your category

Parental leave

Teaching staff

Yearly

C

post

School / Organisation:___________________________________________

Gross annual salary for 2017 (before tax & salary sacrifice)

Category

Early learning

J.P.

Prim.

Mid

Sec

Post.Sec

OSHC

Tutor

Please debit the card below: on an ongoing monthly basis until further notice, with the appropriate IEU(SA) membership fee as adjusted from time to time.

on an ongoing yearly basis until further notice, with the appropriate IEU(SA) membership fee as adjusted from time to time.

If first year graduate, date of 1st appointment: ______/______/______

Type:

VISA

MasterCard

*Graduates fees will be discounted for first year after graduation

Credit Card Number: |__|__|__|__| |__|__|__|__| |__|__|__|__| |__|__|__|__|

Non-Teaching staff

Expiry Date (mm/yy): ____ / ____

Admin and Finance

Curriculum / classroom

Resources / ICT

Name on card: ______________________________________________

Other services

Other professionals

Instructional

Card holders Signature:_______________________________________

Boarding House

Early Childhood / OSHC

Trade Trainer

Date: ____/____/____

Other:__________________________________________ Grade:_____________ Year Level:_____________ Point time:____________ Hours Worked Per week:__________

Student

Weeks worked per year:___________

Graduation date:______/______/______

Monthly Direct Debit request

I/We authorise The Independent Education Union (South Australia)Inc (IEU(SA)), ABN 37 581 749 503, the Debit User, (No. 077399), to debit the account, detailed below, through the Direct Debit System, on an ongoing monthly basis until further notice, with the appropriate IEU(SA) membership fee as adjusted from time to time. This authority is to remain in force until further notice. Service agreement pg30.

Financial Institution Name: _____________________________________

Retiring (not working)?

Retirement date:______/______/______

Resignation of your membership must be in writing and will take effect 30 days from receipt of your request, with fees payable until the date of effect.

Name/s on account: __________________________________________ BSB Number |__|__|__| - |__|__|__| Account Number |__|__|__|__|__|__|__|__|__|

Personal information is collected for the purpose of assisting and Account holder Signature:______________________________________ communicating with members. Information is handled in accordance with the IEUSA Privacy Policy available at www.ieusa.org.au Date: ____/____/____

IEUSA-ADM-F004-5

EdU Nov 2016 IEU(SA)

31

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EdU Nov 2016 IEU(SA)

2952 (1016)

To learn more about who we are and what we stand for, visit www.ngssuper.com.au