Volume 50.9 December 2021
The State School Teachers’ Union of W.A. (Inc.)
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Volume 50.9 December 2021
In this edition Correspondence:
The Editor, PO Box 212 West Perth WA 6872 editor@sstuwa.org.au | Ph: 9210 6000
50
Celebrating 1971
2021
years
2022 Western Teacher deadlines Edition Deadline January 29 November February
31 January
Ph: 9210 6060 memberassist@sstuwa.org.au
April
8 March
Print post publication 100004470 | $4.95 ABN: 544 780 946 35
May
26 April
June
31 May
August
18 July
September
22 August
October
3 October
November
31 October
Member Assist:
Authorised by Mary Franklyn, General Secretary, The State School Teachers’ Union of W.A. (Inc.) 1 West Street, West Perth WA. Printed by Vanguard Press, 26 John Street, Northbridge WA. December 2021. Cover: Thousands of members have joined together in actions across the state to Give the Cap the Boot. Read more on page 10. To access the digital copy of Western Teacher, visit: sstuwa.org.au/westernteacher
Connect with us: @sstuwa
Dates are subject to change
Features
In this edition
Strength through solidarity vital.................6 Nov SC: A growing union............................8 Sticking up for better wages and conditions..................................................10 TAFE modes of employment.....................12 Looking ahead to 2022..............................14 Teacher registration is a must..................15 Reconciliation award and Virgona Scholarship recipients..............................16 The GROH crisis: members tell their horror stories............................................17 Lessons from past provide future hope...21 Western Teacher at 50...............................22 Seen around the SSTUWA........................24
Regulars
From the President.....................................5 From the General Secretary.....................11 Education and Training.............................28 Member Benefits......................................30 Classifieds.................................................32 Noticeboard...............................................34
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Western Teacher
December 2021
3
GROH scheme in crisis
From the President
By Pat Byrne President
Western Australia is facing a deepening crisis around Government Regional Officer Housing (GROH), with teachers saying the appalling state of the system is driving many away from the regions and putting others off moving to work in the country. As the mining boom drives up private rents in some regional areas, teachers are being priced out of the rental market, forcing them to live in caravan parks, share with strangers and in some cases even sleep in swags in school halls or on the floor of other teachers’ houses. The government employees’ regional housing scheme, launched in 1964, was originally designed to support the attraction and retention of dedicated professionals to remote and regional WA through the provision of quality, affordable housing. There have always been issues with the supply, quality and maintenance of this regional housing and the present situation is no different in that respect. However, in recent years, poor management practices, a lack of maintenance and a failure to invest in new stock has been made worse by the fact that the state government has sold off more than 600 GROH houses in the past four years. Despite what must be an enormous list of management and maintenance issues, the most recent state budget contained no funding to address either the shortage, or the quality, of GROH accommodation. The State School Teachers’ Union of WA recently asked school leaders, principals and teachers to share their GROH experiences, and we have been shocked by the influx of appalling stories we’ve received.
Members told us they didn’t feel safe in their GROH houses, with break-ins and attempted break-ins due to a lack of security in their homes. Several teachers said their doors or windows didn’t lock properly, others said they waited for weeks for any action to be taken after they’d been broken into, or had attempted break-ins. Teachers reported moving into homes that were in squalid condition, with excrement found in a bath, mould growing in bathrooms, overflowing internal drains, leaking roofs and decking rotted away. Other members told us their houses lacked heating or cooling, with some teachers living through summers of 40C+ in the Pilbara or Kimberley without air conditioning because their requests for maintenance hadn’t been answered. One member reported living without hot water for months, with tradesmen organised by GROH reporting the problem had been addressed when it hadn’t. Many of our members expressed their frustration at the lack of communication from the Department of Communities and Housing, with maintenance issues not logged when reported, responses to urgent requests taking weeks and tradesmen either turning up unannounced and disappearing without doing the job or not turning up when they were supposed to. Several teachers said they had little communication from the department about tenancy start or end dates, meaning some travelled all the way to country towns with their children and pets, only to be told on arrival that their house wasn’t
ready and they’d have to organise their own accommodation. Others said they were given little or no warning their tenancy was ending and they were being transferred. The union also heard several stories of teachers being forced to share GROH accommodation with no consultation, and some teachers being unaware they were being allocated a new housemate until the person turned up on the doorstep. You can read their stories in full in from page 17 of this issue of Western Teacher. With a looming skills shortage, which is already being felt in the teaching profession, the government should be doing all it can to attract and retain educators to the regions. Instead, teachers’ housing needs are being disregarded and many are living in substandard accommodation. The management and provision of GROH accommodation needs urgent attention. The SSTUWA is asking for an immediate review of all aspects of GROH provision and for the state government to properly invest in its public sector professionals who help deliver service and support to regional and remote WA. This column was first published in The West Australian on 11 November 2021. November State Council Conference coverage starts from page 6 of this issue of Western Teacher. The president’s address can be found in full at: sstuwa.org.au/PresAddressNov21SC Western Teacher
December 2021
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State Council Conference
Strength through solidarity vital It has been a big year for public educators, but 2022 promises to be even bigger and it will be critical for the SSTUWA and its members to remain strong, united and committed in order to tackle the challenges that will come its way. That was part of the message delivered to delegates attending November State Council Conference, held recently at the SSTUWA building. State Council Conference is a two-day event where union members, elected as conference delegates, engage in professional development and discuss and decide the issues pertaining to the direction and activities of the SSTUWA. It is the union’s highest making decision body and convenes twice a year. At November’s State Council Conference, delegates heard from SSTUWA President Pat Byrne and AEU Victoria Branch President Meredith Peace about the state of public education, ongoing wage negotiations and how public educators have dealt with the impact of COVID-19. Dr Mike Newton spoke about wellness and education. Delegates also participated in a rally at the Perth Town Hall, in support of the Public Sector Alliance’s (PSA) campaign to have the state government’s current wage cap policy removed. The union is currently negotiating two new General Agreements, each for schools and for TAFE, while also campaigning
for better work conditions and its own Give the Cap the Boot campaign, which supports the PSA’s campaign. Ms Byrne said SSTUWA members had responded strongly to actions under both campaigns, with partial success being achieved in September when the state government announced it would bring forward its review of the wage salary cap by two years. (Read more on page 10.) “We saw the way our union works when we were united in a common cause,” she said. “Thousands of you have rallied behind the Give the Cap the Boot campaign. “I have absolutely no doubt that all of those actions, plus direct lobbying by the Public Sector Alliance unions at numerous meetings have had a direct influence on the announcement from the Premier.” At the PSA Town Hall meeting, SSTUWA members joined hundreds of other members from other unions to call for the wage cap to be removed. They heard from union members being impacted by capped wage rises, including State Council delegate Heather Riseberry (pictured bottom right on this page). “I think it is really important that we understand that the unity we have demonstrated through this alliance is having a significant effect on government thinking,” Ms Byrne said.
L to R: New life member Bill Kilner, President Pat Byrne, new life member Edd Black and Heath Dullard, accepting life membership on behalf of Kim Dullard. 6
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In 2022, campaigning at the state and federal level for proper funding for schools is set to continue and there will be a federal election held by May next year. “In the lead-up to this election no mention of education funding has been made,” Ms Byrne said. “There is no reason to expect that there will be any change to this position, given that the federal (education) minister has stated that the funding wars are over. “This is critical to us for public education given that the bi-lateral agreements are up for negotiation next year. If we don’t get an opportunity to renegotiate the parameters of a new funding model, public schools will be set back for a further four years. The federal minister’s own former school received $540 million in recurrent funding in the last year, $128 million from the federal government.” Ms Byrne said the SSTUWA had commissioned a report from economist Adam Rorris which showed that up to
State Council Conference $327 million a year will be lost from public schools if the current funding model continued. “Continuation of the current funding model will exacerbate the huge divide (between public and private schools) which currently exists,” she said. Ms Byrne urged members to continue speaking to their local and federal members of parliament to raise awareness of public education funding shortfalls, while the union would continue its efforts to get a commitment from the state government to increase funding.
Kilner, Edd Black and Kim Dullard. Kim’s conferral was posthumous as the well-regarded school leader and former SSTUWA school leader organiser passed away in April this year. His nephew Heath accepted the honour on Kim’s behalf. Ms Byrne said the SSTUWA was all about
its members and what they did for each other – and the three life members inducted embodied the spirit of unionism. “It is a spirit that we’ll need to demonstrate over the coming months,” she said. “I’m confident that we are ready for what I think is going to be a long campaign.”
It was confirmed to State Council Conference that the SSTUWA has announced a policy to support mandatory vaccinations for public educators. “This union will stand by any member who has a legitimate exemption from the chief health officer and who is victimised,” Ms Byrne said. “We will do our best to ensure that every opportunity is given to members to access vaccinations in time to meet the deadlines. “However, people should not expect their fellow union members to fund legal challenges or take industrial action to support efforts to avoid vaccination.” Finally, at November State Council Conference, life membership was conferred to long-time and committed unionists Bill
New union vice president for 2022 having taught for two decades in schools in South Africa, England and Australia. She is currently on staff at Ballajura Community College. She has held the position of women’s contact officer at her school and been part of the SSTUWA’s Women’s Committee. Most recently Sharmila has been a member of the SSTUWA Executive. She will take up the office of vice president at the start of the 2022 school year.
Sharmila Nagar has been appointed as the SSTUWA’s new vice president, replacing Samantha Schofield, who is departing the SSTUWA after faithfully serving in the role for the past seven years. Sharmila (pictured above) has a background in secondary education,
Samantha (pictured right) intends to return to classroom teaching but will continue to serve the union by sitting on the Executive Committee. The SSTUWA welcomes Sharmila to the union’s senior officer group, which currently comprises of President Pat Byrne, Senior Vice President Matt Jarman and General Secretary Mary Franklyn. The union would like to thank Samantha
for her dedication to the SSTUWA and its members as a State Council Conference delegate, member of Executive and serving vice president. On behalf of all members and staff we wish her all the best in her future endeavours.
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December 2021
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State Council Conference
Nov SC: A growing union SSTUWA membership numbers continue to grow, with member numbers in all categories increasing to give the union just over 17,700 members. Union growth strategies for 2021 have been led by the SSTUWA Growth Team, which continues to have the most sustained impact on union membership growth. Shifting the lens of focus from specifically looking at the needs of early career teachers, to a more broadened view, aligning more closely with the strategic direction of the organisation has continued to be the aim of the Growth Team throughout 2021. They have continued to build on their successes and the team’s work can be divided into four key focus areas: recruitment, retention, engagement and support, leadership and activism. This year the Growth Team has collaborated closely with school/TAFE organisers and with union rep training. The team’s role is slated for expansion with leadership roles in the union’s EBA/ wages campaign and new recruitment projects. The SSTUWA’s collaborative union rep training strategy has been achieved this year. All schools training and TAFE training now have a discrete recruitment strategy component and follow up actions. The collaborative plan put into place this year by the team from the Education and Training Centre (ETC), Growth Team, school organisers and the legal services case manager has delivered an updated schools training program presented by a team of four staff. In TAFE, this action has occurred through the work of the TAFE growth officer and the TAFE organiser. It has resulted in progressive recruitment strategies that incorporate both direct action and longer-term actions e.g. EBA campaign and special campus union days. The union’s schools and TAFE EBA campaigns and the Public Sector Alliance wages campaign have proven to be extremely important recruitment and retention opportunities. 8
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The nature of this round of negotiations provides the right environment for union activism and leadership. The teams working on this campaign have directed attention to this opportunity and a new recruitment plan will soon start to maximise growth. Union staff and union reps are to be acknowledged and commended for their effort in achieving positive results in the retention and growth outcomes seen this year.
Education and Training It is anticipated that the ETC will have hosted formal learning opportunities for approximately 1,600 participants by the close of the 2021 school year. The opportunities include industrial and professional courses, conferences and forums, OSH and union rep training, online learning, as well as District Council events and the Instructional Intelligence Project with Barrie Bennett.
range of member groups including education support, TAFE members and secondary teachers. The ETC will also aim to incorporate a range of Instructional Intelligence strategies sessions conducted by specialist coaches across the holiday events.
The most popular professional learning events covered behaviour management topics and included courses on the impact of trauma in the primary classroom; selfregulation; behaviour education; brainbased strategies for effective teaching and dealing with difficult people and situations.
Online learning will continue, through the partnership with Teacher Learning Network (TLN), with a greater variety of topics presented in different formats.
For 2022 the ETC will continue to consolidate and expand professional support for teachers and lecturers by reviewing all professional learning opportunities offered and to ensure that each holiday period offers at least two new events within each schedule. Any events centered on behaviour management are always in high demand will continue to be offered and expanded upon in 2022. The goal for 2022 will be to expand the suite of courses on offer to cover a wider
School leaders Over the past 12 months school leader membership in the SSTUWA has risen by approximately 15 per cent. Principal consultants David Lee and Chris Booth continue to work collaboratively with the union’s school organisers to help resolve school-based challenges. Given the increasing pressures leaders face, this is critical work for both member health and well-being and for collaborative schools. David and Chris are currently providing point of difference contributions for school leaders to consider across the union’s
State Council Conference various campaigns in wages, other areas from the log of claims and school funding. The SSTUWA has just begun engagement in the collegiate principal review following an invitation from the Department of Education (DoE) as is stated in the General Agreement. The expectation is this review will be concluded by the end of Term 1 2022, a year following the start of the initiative. The DoE has indicated there are funds available in forward estimates for the continuation of the initiative; this implies a merit selection process for the next group of collegiate principals may be conducted in 2022 for 2023, given the current cohort are working on contracts expiring at the end of 2022. The role of collegiates is to help build system capacity by supporting principals; 2021 bargaining has highlighted their value and what they should not be utilised for, as well. The support collegiates have provided so far across the system reflects the collaborative approach to school leadership both the organisers and principal consultants continue to recommend, and the union looks forward to seeing how this SSTUWA-led initiative continues to grow. The SSTUWA is engaged in consultation with DoE on the development of a performance management tool for principals and also the redesign of a new merit-based selection system. The 2020 collegiate principal merit process experimented with new approaches attempting to reduce the workload of the overall process whilst not impacting the integrity of the result or process. Both programs of work are scheduled to be completed by the end of 2021. During the consultancy process for the development of the 2021 Log of Claims it has become apparent the SSTUWA needs to play a leading role in the investigation into both the new workloads of head of departments/head of learning areas and deputy principals, as well as their challenges and career development opportunities as they currently exist. The SSTUWA is pleased to be initiating this in 2022 and working with these critical leaders and members with the view to strengthening their voices across the public education system.
Regional education With General Agreement bargaining underway a significant focus has
fallen on the needs of regional and remote teachers, students and school communities. Other issues of high importance have the union and DoE in multiple discussions. The president and senior vice president have expressed concerns to the Minister for Education Sue Ellery regarding the Government Regional Officer Housing (GROH) scheme, who referred us to the Minister for Housing, John Carey. Minister Carey’s pre-budget response was to both blame the previous government and to suggest a record boost in housing was to be delivered. And it was – for public housing and homelessness. Whilst this funding was well overdue and welcomed by the SSTUWA, no detail has been forthcoming on any funding planned to improve the supply of GROH, address the crippling maintenance operations and deal with the declining professionalism our members consistently report. The GROH concerns have left teachers to not only question why they would move outside of Perth but also, in some cases, why would they stay in the profession if this is how they are valued and will be treated. This issue of Western Teacher contains stories from members about their problematic experiences with GROH. You can read those from page 17. The SSTUWA remains committed to assisting its members redress these issues. Earlier in the year the Department of Communities reported through the GROH discussion forum attended by the SSTUWA and the Principals Federation of WA (PFWA) that a new measure for
the air conditioning subsidy was being considered across government. The old model, Relative Strain Index, did not take into account wind relief unlike the proposed model. State Council Conference heard that the new model – known as UTCI (Universal Thermal Climate Index) and recommended by the Bureau of Meteorology – has not been supported by the DoE and other agencies after learning the new model would reduce the amount of subsidy available to government employees across the state. A claim for the air conditioning subsidy has been put to the DoE in the most recent bargaining and the union awaits a response. The state government wages policy is affecting teachers in country schools. This point was strongly made to government representatives during the salary cap consultation process by members currently working in regional locations. Their examples of utility, grocery and medical costs, the impact on savings, depreciation values and running costs of vehicles, rising rental and housing costs and more were precise and inarguable, leaving a clear impression on the government representatives. The examples also extended to the attraction and retention of country staffing, GROH issues and much more, leaving those present with a deeper understanding of how the wages cap is now damaging the profession. Western Teacher
December 2021
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Industrial
Sticking up for better wages and conditions SSTUWA members enthusiastically participated in the Give the Cap the Boot sticker day in October to increase awareness of the union’s General Agreement 2021 negotiations and the Give the Cap the Boot campaign. Members were asked to wear a sticker and talk to their colleagues about the importance of Giving the Cap the Boot. They were asked to take photos of themselves and their colleagues in this process. The response we got was overwhelming, with a multitude of photos being sent to the union and posted on social media – revealing the depth of feeling by members about removing the cap. The cap is the wage cap – the WA Labor Government policy on freezing wage rises
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for all public sector workers at no more than $1,000. It has been here for four years and it needs to go. Wages in the public sector no longer keep up with cost of living. Public sector workers, including educators, are leaving the public sector for the private sector where wages are better and workload is more manageable. We need to keep the public sector as an attractive career to secure its long-term viability. The SSTUWA is part of the Public Sector Alliance, a group comprised of various WA trade unions, which has been campaigning for the wage cap to go. Your actions, such as participating in Give the Cap the Boot sticker day, have
contributed the campaign’s success so far in getting the state government to agree to review the wage cap policy this year, two years ahead of schedule. Continue to have these conversations with your colleagues, friends, family and your local MP. Furthermore, we would like to thank members for taking a break from work on World Teachers’ Day 2021 to support the SSTUWA’s efforts to highlight the need for workload reduction for educators. Your hard work and solidarity counts – stay tuned to eNews and our social media channels to keep updated on future actions that may be undertaken to secure the best pay and work conditions for public educators.
Solidarity will secure the victory
From the General Secretary
By Mary Franklyn General Secretary
It is my belief that the fight against the state government’s salary cap is the biggest campaign the SSTUWA has been involved in for decades. It is one we need to win. We face a long and difficult campaign ahead but there is an inspiring element that will help us get what we want, even it takes time – solidarity. These have been difficult times for unions. The federal government has made it harder and harder for workers to stand up for their rights. Industrial action is made more and more difficult by new laws. Day-to-day, unions have to go through bureaucratic hoops that no business ever faces. It is a constant effort to attempt to make running unions as hard as possible, yet through it all we start to see union solidarity not only maintained but improved. When the federal government was resisting support for workers during the emergence of COVID-19 it was unions that got it implemented. Many people only survived by accessing that financial support. Many more could still be being helped if the system had not been rorted for millions of dollars by companies with no ethics or morals. Locally the Public Sector Alliance will work together to bring down the state government’s salary cap. It will not be easy. It will demand patience, unity and determination. It should not be lost on any Labor MP that a salary cap is being imposed on teachers, nurses, education assistants, child protection staff, border quarantine officers, firefighters, tracing teams, hospital support staff, school cleaners and a host of other essential workers.
That this cap is from a Labor government – a party founded to represent working people – should shame every MP elected under that banner and they should speak up against it. Unity is such a key to winning campaigns. This is why the SSTUWA has been out supporting other unions when they take industrial action. The photos on this page shows our members supporting Toll workers, taking action against their working conditions constantly being eroded and their safety jeopardised. We have also stood previously with unions such as the Electrical Trades Union and United Workers Union. We are proud to do so. If unions stand together all members benefit in the end. Western Teacher
December 2021
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TAFE
Modes of employment To ensure members fully understand the application of the Western Australia TAFE Lecturers’ General Agreement, this month’s article will discuss clauses from part 3 – employer and employees’ duties, employment relationship and related arrangements, specifically clauses concerning modes of employment (permanent, fixed-term contract and casual) and part-time work.
Clause 16 – Modes of Employment This is a key and overarching clause concerning the modes of employment and it states: 16.1. Employees covered by this Agreement will be employed in the mode of either permanent, fixed term contract or casual employment. The employer will inform each employee of the terms and conditions of their employment prior to commencement. Permanent is the preferred mode of employment of the parties to this Agreement.
Clause 18 – Fixed Term Contract (FTC) This clause opens with this statement in 18.1: This clause shall be read in conjunction with the STERC Fixed Term Contract Policy. Many clauses in the agreement must be read in conjunction with an agreed SSTUWA-TAFE Employee Relations Committee (STERC) union-employer policy. If a policy is mentioned in the agreement and the most recent version is not available contact SSTUWA Member Assist on 9210 6060/1800 106 683 or via email at memberassist@sstuwa.org.au Clause 18.2 states: ‘Fixed term contract employee’ means an employee who is employed to carry out work of a finite duration. A fixed term contract employee may only be engaged for a reason specified below: a) Covering one-off periods of relief; b) Work on project/s with a finite life, where funding is not guaranteed past a certain date; c) Work is subject to demand driven fluctuations; d) Work is seasonal in nature; 12
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e) Specific tasks or projects which shall mean a definable work activity which has a starting time and which is expected to be completed within an anticipated timeframe; and f) Roles where the skills and abilities required to perform a function are expected to vary over time. An FTC lecturer is subject to the conditions and entitlements of a permanent lecturer during the period of employment. They also accrue all leave types and receive wage increases. A lecturer can only be employed for one of the five reasons listed in Clause 18.2. It is also important to read Clauses 18.3 – 18.5 which set out some additional terms that apply to several of the reasons. Clause 18.8 requires the employer to review each FTC position before the contract expires to determine if a further contract will be offered or if the lecturer is to be appointed permanently. Note that there are time frames attached to this process. It is very important to be aware that the provision for ongoing employment does not require the lecturer to reapply for their position as the Agreement states: Clause 18.9. A lecturer engaged through a merit selection process where the job was advertised with the possibility of further fixed term appointment, including a pool recruitment process, will not be required to reapply for the same FTC position. Also of note is that any break between contracts of up to six months will not break continuity of service for the purposes of personal leave and long service leave, however, the break will not count towards accruing such leave entitlements.
Clause 19 – Casual Please note the provision of Clause 19.1 which states: Casual lecturers are employed by the hour and are entitled solely to the casual hourly rate of pay specified in Schedule I for each hour of lecturing, or Professional Activities, worked. Casual lecturers are not entitled to leave and other provisions that apply to permanent and fixed term contract lecturers under this Agreement; except for the relevant provisions in Clause 44 -
Bereavement Leave; Clause 71 – District Allowances; Clause 53 - Maternity Leave; Clause 54 - Adoption Leave; Clause 55Other Parent Leave; Clause 56 - Partner Leave; Clause 57 – Unpaid Grandparental Leave; and Clause 49 - Family and Domestic Violence Leave of this Agreement. Most lecturers within the TAFE sector who work on a casual basis are paid at Level 2 or Level 3 for their teaching in any format and also for any additional marking that is not directly related to the students in their class. Level 1 is for adult education programs only. Be aware that Schedule I – Salaries – Casual Employment also provides for a rate of pay to cover casual lecturers when Professional Activities are performed, such as attending meetings or professional development. These duties are outlined in Appendix A – Role Description and Duty Statement for Lecturers of the agreement under Professional Activities and in Clause 29.3 (f). Occasionally casual lecturers are paid incorrectly so be aware and check pay slips. Always ask a campus union representative for assistance on pay rates or contact SSTUWA Member Assist. Casual lecturers should not be employed for extended periods of time as Clause 19.7 states: Colleges will offer the option of a fixed term contract, of up to six months, to a casual lecturer whose employment is expected to exceed six weeks, consistent with the new STERC policy to be developed during the life of this Agreement. This means that a lecturer whose work is expected to extend beyond six weeks, for example, when a lecturer has been given a timetable for a term or semester, must be offered a fixed term contract by the college.
Clause 20 – Part-Time Permanent, fixed-term contract and casual lecturers can be either full-time or part-time. Many lecturers are part-time and from time-to-time full-time lecturers opt to be part-time whether temporarily or permanently. It is important that all members understand the provisions of Clause 20 – Part-Time.
TAFE
Part-time lecturers are entitled to the appropriate full-time salary, leave and conditions in the same proportion that the hours work they work bear to full-time. If the hours worked vary during leave accrual periods, the entitlements are averaged out over the period. Lecturers need to check that their pay does not drop during leave periods as some managers incorrectly date variation to hours forms, resulting in underpayments. The agreement states that prior to work commencing the employer should specify the prescribed weekly hours of work. The lecturer should have a good understanding of the working hours they are committing to before starting work, including the breakdown of Teaching, Activities Relating to Delivery (ARD) and Professional Activities (PA) time and how they are spread across a working week. Always cross reference a teaching timetable with Schedule L – Hours Chart and ensure Teaching hours (TH), PA, on campus ARD and off campus ARD are in accordance with the hours given in Schedule L and that no on campus ARD is scheduled unless a lecturer is teaching 14 hours or more per week.
What happens when the employer wants to change a part-time lecturer’s hours of work? If the employer wishes to change the working arrangement of a lecturer there must be:
1) Reasonable notice of any proposed variation to the lecturers ordinary working hours and 2) The employer cannot vary the total weekly hours of work without the lecturer’s written consent. This means that it would not be fair and reasonable for an employer to inform a lecturer on a Friday afternoon, for example, that their timetable will be changing the following week. The Western Australian TAFE Lecturers’ General Agreement 2019 is very clear regarding this matter and any change in the number of hours worked cannot occur without the lecturer’s written permission. So, hours of work cannot “flex” up or down without a lecturer’s specific written agreement. It is also worthwhile noting here that the agreement stipulates that equity considerations shall be considered in the decision-making process.
in accordance with Schedule L – Hours Chart of this agreement. This is important as it also increases the allocation of ARD and PA hours commensurate with the increase in TH. It is important to recognise that Clause 20 – Part Time, Clause 35 – Hours of Work and Clause 36 – Averaging do not provide for part-time lecturers to agree to an averaging arrangement. Part-time lecturers who lecture beyond their normal weekly hours must have their employment fraction increased for that period in accordance with Clauses 20.4 and 35.2. A part-time lecturer can increase or decrease their teaching hours, temporarily or permanently, and such changes must be documented in a variation to hours form (your line manager will have access to this form) up to the full time equivalent of 21 TH.
Equity considerations include, but are not limited to, obligations lecturers have concerning their family, such as, childcare and support for older or unwell parents.
Any TH above 21 hours would be considered overtime and attract the entitlements under the overtime clauses.
What happens when a lecturer agrees to increase their weekly teaching hours?
Member Assist
When a lecturer agrees to increase their TH, the agreement is straightforward. An increase in hours will be done via a variation to hours (FTE increase) to accommodate the increase in ARD and PA
The team in Member Assist is available to answer members’ industrial and professional queries. (08) 9210 6060 | 1800 106 683 memberassist@sstuwa.org.au
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New educators
Looking ahead to 2022 By Natalie Blewitt Growth Team coordinator
It is not long to go now until the 2021 school year is over. For those of you in your first year, congratulations you survived! The first year of teaching is always the toughest and now is a great time to reflect on the year that was. Remember those successes you have had throughout the year and know that you have made a difference to all the students in your class(es). The last few weeks of the school year can often be difficult. We are all tired, but it is important to remember that the students in front of you are also facing a myriad of emotions too – especially those in a primary school setting. They are often excited as the school year is ending and Christmas will be coming soon! But your students may also be feeling quite anxious about what happens next. Often feeling happy and settled in your class, students can become overwhelmed at the end of a school year as they are facing the uncertainty of who their teacher will be next year, whether they will have any friends in their class. Before you start to build your class lists for the next school year, you can ask your students to write down three or four friends they would like to have in their class. Teacher judgement is obviously critical here but endeavour to have a least one friend from their list. That way, when they return in 2022, they will be more settled and happier to come to school. For your more anxious students, check with your administration team whether it is possible for the student to meet their new teacher. You will be amazed at what a difference these two little actions will make. Don’t forget when compiling class sizes, plan not to exceed the general class sizes
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limits. Where it can be achieved, schools are to attempt to reduce class sizes in line with the notional class size targets. Hopefully, many of you will have secured a teaching position for the 2022 school year. If you haven’t, don’t despair as schools will continue to employ staff right up until the commencement of Term 1. Continue to monitor the JobsWA website and apply for those schools/positions you are interested in. School leaders will return to worksites a few days before Term 1 starts, and many will still be requiring staff. Going to a regional or remote school is a wonderful opportunity so if you are offered a position in one of these areas, grab it and make the most of the experience. You may also want to apply to the Casual Teacher Pool to broaden your employment options for 2022. If you are remaining at your current school, start the conversation with your line manager/admin team with regards to your graduate entitlements. If you are in your first year, you are entitled to additional non-contact time. Now is a great time to raise this as new timetables will be compiled for the new school year. Think about when you want to attend your remaining graduate modules as well. Remember, as a graduate teacher, you are required to complete all four modules in your first 30 months of teaching. Graduate teachers may attend training modules in their own time and can be paid two days as additional earnings professional time off in lieu.
Some of the 2022 graduate module dates and venues have already been published on the Department of Education’s Professional Learning Information System, or PLIS, with the remainder of the year expected to be online soon. Pictured here are new educators and SSTUWA Growth Team coordinator Natalie Blewitt at a graduate module. As an early career teacher, the SSTUWA has got you covered. You can keep in touch with the Growth Team via email: neweducator@sstuwa.org.au or Facebook (New Educator Network – WA) You can seek advice on industrial issues from our Member Assist Team. Contact them via email: memberassist@sstuwa.org.au or by phoning 9210 6060. If you are not a member with us yet, now is a great time to join and take advantage of our exclusive joining offer. Become a SSTUWA member today and we will waive your subscription payments until 3 February 2022. You can join by visiting the SSTUWA website or contacting the Membership Team on 9210 6000. Make sure you take the time over the Christmas and New Year period to rest and recharge. It has been a busy and challenging year. Next year will be an opportunity for a fresh start and to try new things from your teacher toolkit. Merry Christmas from the Growth Team and we look forward to catching up with our new educator members in 2022.
Professional
Teacher registration is a must By Natalie Blewitt Growth Team coordinator
If you want to teach in a Western Australian education venue, you need to be registered with the Teacher Registration Board of Western Australia (TRBWA). The TRBWA is the body responsible for the registration of teachers, from early childhood to Year 12. The TRBWA is also responsible for the accreditation of initial teacher education programs in WA. It is vitally important you know when your registration will end. For many of you, this will be happening within the coming months. Don’t wait until the day before your registration expires as you may find yourself unregistered and being faced with the arduous task of having to begin the registration process from scratch. If your current registration expires, your name will be removed from the Register of Teachers and you will no longer be able to teach in an educational venue in WA until you are granted teacher registration status again. It is critical you submit your online renewal at least 28 days prior to your registration end date. By doing so, you will continue to be registered until the application is finalised. The application date is deemed to be the date the signed and completed application is received by the TRBWA. The process to renew your registration may have changed since you last completed your renewal. Log in at trb.wa.gov.au and locate the online forms tab. Then click on the tab application for renewal of full registration. This page will look different and will require you to enter information and upload relevant supporting documentation.
You will find a checklist down the left-hand side of the renewal page. All sections of the checklist must be completed before the online form can be submitted. As you complete each section, a green tick will appear in the box. When all icons are green, you will be able to complete the declaration question and submit your online form. It is possible to commence parts of your online form and return at a later stage. Once all 15 sections are completed, there are two final steps, the verification of identity by an authorised third party and the applicant declaration. These check boxes will only appear once all other sections have been completed. To verify your identity, you will need to have an authorised third party certify your original documents. A list of authorised witnesses can be located at this stage. Teachers employed on a permanent full-time or part-time basis at a school or tertiary education institution are on the list, so many of your colleagues will be able to complete this section for you.
the application and the time it takes for the results of the criminal record check to be returned to the TRBWA. It is also important to note that the TRBWA will be upgrading their systems in December 2021. To avoid potential delays in finalising applications during the changeover period, the TRBWA recommends that all applications are completed and submitted as soon as possible. The TRBWA will have a new email address from late December 2021. They will provide further advice closer to the date.
Here, you are verifying that all information entered is accurate and your application form will then be locked.
Remember, it is the responsibility of each teacher to maintain their registration. If you let your registration lapse, there is every chance your name will be removed from the Register of Teachers, and this will mean you will no longer be able to teach in an education venue in Western Australia until your status is reinstated.
A payment of $53 is then required. Your online form will not be submitted until payment is received.
Don’t wait – check your renewal date, ensure you are at least 28 days from that date and submit your paperwork online.
Most applications are finalised within 10 weeks. Processing times may also be longer depending on the completeness and accuracy of the documentation and information supplied, the complexity of
If you have any questions or problems along the way, contact the TRBWA as soon as possible on 9223 9100 (country callers: 1300 652 911) or email: info@trb.wa.gov.au (email current at time of publication).
Once your verification document has been uploaded, you will then see the applicant declaration check box.
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Indigenous focus
Reconciliation award and Virgona Scholarship recipients The Reconciliation in Action (RIA) award recipient for 2021 is Clare Stack, from Broome Senior High School. Clare was named as the RIA recipient at November State Council Conference. The award celebrates the work of SSTUWA members who are making positive contributions towards reconciliation. It’s given in recognition of an SSTUWA member, group, or project run by members, committed to ensuring that all Aboriginal and Torres Strait Islander students have the right to receive a highquality public education and has shown exemplary practice in education with Aboriginal and Torres Strait Islander students, while working towards the elimination of racism in public education. Clare will now be automatically nominated for the AEU’s Arthur Hamilton award. Nominations for the award are still open for any other interested candidates. For more information see the advertisement below. Also announced at November State Council Conference was the winner of the 2021 Lynette Virgona Scholarship, Sarah Dinan, a specialist teacher in Alkimos College’s Specialised Autism Learning Program.
The scholarship assists an SSTUWA member in training or professional development of their own skills and abilities in the areas of student behaviour and or/instructional strategies. Both winners are pictured here with SSTUWA President Pat Byrne and Vice President Samantha Schofield.
Recognising and rewarding
Nominations open for the Arthur Hamilton Award
This is your chance to celebrate AEU members who are making an outstanding contribution to Aboriginal and Torres Strait Islander education. The Arthur Hamilton Award commemorates the achievements of Arthur Hamilton, a Palawa man who was active in promoting social justice, fostering the voice of Aboriginal and Torres Strait Islander educators and campaigning for the rights of Aboriginal and Torres Strait Islander students to access a high-quality public education. The winner will receive a $1500 prize and their work will be recognised by the AEU in an appropriate forum in 2022, depending on COVID advice at the time. All nominees will receive a certificate from the AEU.
The 2020 Arthur Hamilton Award joint winner, Jeanene Booth, Caulfield South Primary School.
Get nominating!
Download your nomination form at: aeufederal.org.au/our-work/indigenous or, request a nomination form from Suzanne Lowndes: (03) 9693 1800, slowndes@aeufederal.org.au Closing date for nominations is Friday 17 December 2021
Find out more
Visit aeufederal.org.au/our-work/indigenous or contact AEU Federal Secretary, Susan Hopgood: aeu@aeufederal.org.au
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The 2020 Arthur Hamilton Award joint winner, Kayla White, Camden Haven High School.
GROH
The GROH crisis:
members tell their horror stories The SSTUWA has asked members who currently, or have in the past, lived in Government Regional Officer Housing (GROH) for their experiences with the scheme. The stories they shared with us about GROH were unbelievable, disappointing and in some cases, horrific. They wanted us and you to know just how problematic the scheme has become and how desperate the need is to reform it. Many stories were long and they detailed the myriad problems with accommodation, ranging from obtaining
and keeping it, to getting things fixed in either a timely manner or even at all.
enough to protect against instances of criminal activity.
There were communication issues with GROH, trying to get in contact in person, phone or email and obtaining paperwork. Sadly, there were also stories from SSTUWA members reporting a lack of professionalism and courtesy in their dealings with some GROH representatives.
Names and locations have been withheld in order to protect SSTUWA members or ensure their privacy.
There were stories we have not been able to publish as they deal with matters still to be dealt with by law courts. Members say their GROH homes are not secure
Where do I start with GROH housing?
Caravan parks used as accommodation If we are fully staffed and teachers are not the partner of someone in a GROH house (e.g. police officers) we don’t have enough houses. If we want to employ additional teachers they would have to live in the caravan park and this is not suitable accommodation to stay in long term. (Editor’s note: The caravan parks have the right to move teachers from one site to another, and they often do.)
Housing allocations frustrating There are (rare) new and affordable houses for sale in my town and GROH doesn’t buy them – we have four uninhabitable 2x1 units sitting empty, waiting for redevelopment. GROH consistently does nothing to address the lack of available houses in town and it’s so frustrating. Housing allocations are inefficient, with couples in 4x2 houses and singles in 3x1 houses, and families squished into whatever is left over. It’s ridiculous.
The list of grievances, issues and threats to people’s safety and security are long, greater than what you will read here or that we have been able to publish. In reading these stories it is clear that things need to change and that change needs to happen now.
I had been in GROH housing for 12 years in a range of towns.
Not given same accommodation tenure as previous GROH tenant
They have moved me into a house that had been “condemned” and then “uncondemned”. Security was so bad that when my house was broken into, they simply kicked through the wall.
As a new principal appointment I have been placed into a GROH property for six or 12 months. No clarity yet though on which one it is.
I have been in a place that had no heating or cooling for almost 10 months. When they did arrange for air-conditioning they removed a large unit from my ceiling and left it open and exposed for weeks.
Outside of my long work hours, I spend free time submitting applications for other rentals or to purchase.
Rent was excessive, as such it was cheaper over two years to buy a house in town. I was placed in a house that had not been cleaned by the previous tenant. GROH had done the exit inspection. I got there and found human excrement in the bath and rotten milk/food in the fridges that I had to clean myself as no one was available to clean it. I also had to find my own accommodation at my own cost because they didn’t think the house I was allocated was that bad. When a second house was broken into and my spare keys were stolen (I was in town at the time) they told me I was responsible for re-keying because I shouldn’t have left the keys inside. As a homeowner I have now offered a teacher the use of my family caravan as they had no accommodation in town for them.
With the property market booming, it should not be assumed I can afford either. My family are not intending to move until we have stable accommodation, meaning I am running two households. At my previous school I was provided with a property and a single rental supplement, but this was only available whilst the position was fixed-term. On winning the job permanently, the rental doubled – what had happened? The previous GROH tenant (in my new town of abode) was in the same property for 19 years, so I am curious as to what has changed and why I can’t be granted the same tenure based on my role.
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GROH
Housing in poor state when moving in, maintenance not being done I arrived to a house that appeared not to have had any repair or maintenance work done for quite some time. Some of the repair issues go back to 2019 and remain outstanding. Air conditioning units have not been maintained, although under the tenancy agreement the owner is required to have them cleaned annually whilst the tenant maintains the filters in-between. The garden, when we moved in has never been maintained, with many dead trees (significant white ant activity) and weeds. My husband and I have taken two large trailer loads of refuse from the garden to the tip. Sprinkler systems are broken, however we are expected to maintain a garden and grassed areas. The stove top is old and, on several occasions, when we have tried using one of the larger jets it has made a huge bang before igniting. Issues have been reported; however it took an email to escalate the issues to get the repair from 2019 sorted out and someone to look at the stove. But the stove continues to have the same issue. We have also replaced globes to the oven and to other areas of the house as well as rubber rings on plugs in the kitchen (sinks would not hold water). These issues should have been picked up on the tenancy outgoing report for the previous tenant and replaced. The most concerning issue is the disrepair of some of the properties leased to GROH and the exorbitant rents paid to landlords who have no interest in looking after their properties and get away with it due to housing shortages in remote and rural areas. 18
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Worried for my belongings and family safety after break-in attempt My accommodation was subject to a break-in attempt during the July school holidays. My backyard/side access sliding screen door was buckled, the glass door was tried but only just held up. It does not lock well. My garage was broken into where both a screen door that we had added for additional protection and a wooden door were broken and locks smashed. The thieves rummaged and made a mess of the garage, stole tools and used them to try to steal a motorbike. They then tried the laundry access door to the house. These struggle to close due to lock mechanisms being bent. I am currently still waiting for my doors to be secure enough so I can sleep properly at night with two young children and myself in the house. But when we leave for upcoming holidays I will not have any peace of mind that it will be secure enough. I will be screwing a lot of extra holes into the premises in an attempt to keep my belongings safe during the school holidays. The solution for the most recent school term was to screw each of those doors shut but my children could not access the back yard to play. The side sliding door has no locks (currently locked at night with a tiny drop bolt), and the glass door struggles to clip together. One door I currently have my car up against for added security but this will be not there while I away on holiday. The laundry screen door I have to carefully push back the latch in the frame to allow the door to close, and then be locked. A few more cracks in the wooden frame and it would be irreparable. I am still waiting for these to be repaired. I am very apprehensive about these holidays and how secure my personal belongings will be. With a young family, this is our home – we don’t live minimally, so I do worry.
No air-conditioning for three days and rotten food I’m happy with the internal layout of my GROH house, which is functional and fit for purpose. However, there remains numerous maintenance issues which have been difficult to resolve; particularly in a timely manner, including a septic tank that continues to emit a foul odour despite numerous repairs; ongoing blocked and overflowing internal drains; securing a replacement of a defective oven door and a lost key to a power meter box that prevented electricity from being connected to my accommodation for three days. We had no air-conditioning for three days, in stifling heat, and the food in our fridge and freezer spoiled. I understand the meter box key was eventually located by GROH in an office drawer. Eventually I made a formal complaint to the Minister for Education, GROH head office and the Minister for Housing about the total lack of service and the mistruths about jobs being completed when they had not. Schools in the regions struggle to recruit and retain staff and having inferior housing maintenance only exacerbates these ongoing battles. I am sure the standards and the issues facing rural/remote housing would be resolved in much more appropriate and timely manner in the city. Children in education, particularly Indigenous children, need continuity in their teachers and their education. By providing continuity teachers become a part of the community, forming bonds with families and their kids. A pleasant home environment for teachers could go a long way to provide the continuity so desperately needed to keep kids engaged in the education system and community.
GROH
We have never experienced such unprofessionalism and disorganisation Sharing terrible GROH stories has become a popular past time for those who relocate from Perth. It’s pretty much a rite of passage here and on the regular, causes significant distress amongst our teachers. When we moved into our GROH house 18 months ago, we were given a date to move in (with eight weeks’ notice). Two weeks out, that date was delayed and then delayed again another week, with only a few days’ notice. The reason being was that the house needed cleaning. At every delay, we communicated very clearly the day we had to move out of our old home (due to the end of our rental lease) and our growing concerns about the pressure the delay was creating. On the day before we were meant to be receiving our keys, it was delayed another day because it still needed cleaning. By this point we had to get out of our old house due to the end of that rental lease (which we had already had to extend by two weeks because of the GROH delay). We were told we would be put in the caravan park with three kids and two pets (but the caravan park had no vacancies because they hadn’t booked it). Our furniture was to be put in other people’s garages. In the end, we had to sign a waiver that the house hadn’t been cleaned and we had to accept it in ‘as is’ condition. A GROH representative finally arrived (two hours later than stated). We tried to take it all in our stride and respond graciously. She scolded us like children about the email and call we’d made the week prior about our concerns about the date. We were both shocked by the unprofessionalism exhibited. Our principal was similarly frustrated at the incompetence of it all. Despite two email requests, we still haven’t received a property condition report 18 months later. The house had numerous dents and dings in the walls when we moved in. I’m anxious these weren’t recorded but without GROH’s assistance, we are stuck with it.
Is this the day I get broken into? After several break-ins, it felt like our unit complex was being targeted – I believe three break-ins happened in quick succession. After multiple emails to our housing office, very little was done to upgrade security. Our biggest priority was making sure security screens were on all ground floor windows. This was seemingly ignored and we were sent the building codes and told they were up to standard. Personally, we did not feel safe coming home every day to the bare minimum security. As teachers we have enough stress to deal with. Opening my door and thinking: “Will this be the day I get broken into” is not a nice feeling.
Maintenance can take some time Maintenance can be slow – my first report regarding my air conditioners did not get actioned at all. When I phoned to follow up I had to re-submit the report. It took another 10 days for someone available to have a look at the job. They are also meant to be reverse cycle but there is no heating option on the units in the main living areas, which was lovely during winter. Over the summer break maintenance was done on the roof and ceiling of my house due to rainwater pouring down the internal walls during heavy storms. When I left for the summer break everything was turned off, except for the fridge. When I returned at the end of January the air conditioners were still running – and the repairs were done over the week before Christmas. I still have a hole in my yard that no-one can explain. I have not refilled it because I do not know the reason for it being there. I am assuming it was a plumbing problem from a previous tenancy as it is on the external wall from the bathroom. I know from a previous tenant that requests for kitchen cabinet repairs/replacement were made but still have not been actioned. I have not requested this because the kitchen is functional even if the cupboards do not close. Other problems have been attended to more promptly but, again, plans to return to finish jobs have taken time to happen. This is partly a staffing issue for the maintenance team and also location. Otherwise, I am grateful for access to a property here. I was asked to consider sharing but with a menagerie of pets I did not think that would be fair to another person.
It caused a huge amount of stress to our family and to my work and I have never since or again experienced any degree of unprofessionalism and disorganisation like it. Western Teacher
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GROH
Remote community house plagued with issues
Found out there was no accommodation only when arriving
I am living in a condemned house in a remote community.
Last year I was doing a relief stint for four weeks. This was the worst in terms of accommodation because when I got there nothing had been arranged. The pub accommodation was full and so was the caravan park.
I did not have hot water for months – electricians came whilst I was away (they did not phone to check if we are going to be in community). They left two receipts in the door and left. The first time they came they did not fix the issue, even though they claimed to have. After two days I realised the freezers had defrosted. The electricians had not turned the switches back on. That was six months of meat and supplies gone – it could not be replaced from the community shop. I have no floor coverings in the lounge/dining area. The carpet in the bedrooms is disgusting, frayed and a tripping hazard. The bathroom shower is all rusted out. The front decking has rotted away and is dangerous. The front steps are rotten. I have tried to fix them with wood from the tip. The place hasn’t been painted inside for at least 10 years. I have made an effort to paint over the apricot colour at my own expense. We cannot drink the water but are not given water filters. I had to pay $630 out of my own pocket for a water filter and fitted it myself to the laundry tap. This so that I can drink water out of the tap at my own house. The water we shower with dries out your hair and skin. I have bought and fitted a water softener to the shower head. These are just a few of the issues we face in remote communities.
I had to stay with another teacher who did not originally want anyone staying with her. This made me feel terrible and like an intruder. Trying to get a hold of GROH staff to discuss what was going on was always a messy ordeal.
Husband hurt himself on dilapidated deck Just recently my husband hurt his foot from walking on our outside deck. This deck has been reported multiple times over a two-year period. After escalating this issue again we got an email that the contractor is having a disagreement with GROH and won’t do the work. This is obviously of no help to us. GROH offers one excuse after another. This is just one of a list of issues we are facing with our living arrangements.
Time running out to find new accommodation My husband, pet dogs and I relocated from Perth at the start of the year and were lucky to secure GROH accommodation with the arbitrary one-year limit for my area. With that year coming to an end, we are being forced out with nowhere to live. At the moment there are zero rentals within 40 minutes driving distance of my school that allows pets. The rentals that do, cost almost three quarters of my weekly wage. We now feel forced to buy a house so we have somewhere to live at the end of the year. I have tried to contact GROH to request an extension but I have had no reply whatsoever for over two weeks. It is a very stressful position just because they put a one-year limit. I think due to the housing crisis this should not exist at the moment to relieve the pressure for staff.
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Worried I will get blamed for house issues once I leave I went through the summer months without a working air conditioner as I endeavoured to have it fixed. It finally got fixed in September after I told them in April there was no urgent need with winter coming but stated it had to be done before Term 4. My GROH representative never collected my property condition report, and I am nervous that I will get blamed for every issue in the house once I leave.
Lessons from past provide future hope
International focus
By Samantha Schofield Vice President
I had the privilege recently to meet with Hetty Verolme, a survivor of the Holocaust, now living in Perth.
correspondent Patrick Gordon Walker. This interview is still held in the archives of the BBC in London.
Hetty (pictured right) is now 91 years of age and having spent 18 years visiting schools and colleges to share her story of her experiences as a child in the Bergen-Belsen concentration camp, Hetty will soon retire.
In her letter to the SSTUWA, Hetty wrote: “Who is going to tell the students now and in the future what happened during WWII about the Holocaust, where 11,000,000 Jewish people from different countries had a horrific death through gas and cremation, and in addition 1,000,000 children?
Hetty reached out to the SSTUWA in the hope that we might be able to assist her in promoting the documentary of her experiences as a child in the Bergen-Belsen concentration camp during World War II, to schools and teachers. Hetty was born in Belgium in 1930 and moved with her family to Amsterdam the following year. In 1943 she and her family were sent to concentration camps by the Nazis. In 1954, Hetty emigrated to Australia. After attempting to write her biography when her daughter was a teenager, Hetty found it too distressing. It wasn’t until her grandchildren were born that Hetty was able to write her story, which is now published in two books: The Children’s House of Belsen and Hetty: A True Story (the version which is written for school children). When Hetty was liberated on 15 April 1945, along with her brothers and the other children, Hetty was interviewed by the BBC
inter-generational trauma that has been, and will continue to be, felt. While there is great pain and suffering in her story and many tears shed, Hetty left me with a sense that there is hope and that tomorrow will be better. Towards the end of our time together, I told Hetty that I would reach out to teacher networks across the country.
“No one can tell what happened exactly, except (those who) were there.
She asked me: “Do you think they will listen?”
“So, I had an idea. Why not make a film where I still can tell the students my story and they can see me at the same time (when I will not be here anymore).”
I told her: “I hope so Hetty, I hope so.”
I was warmly invited into Hetty’s home and spent time with her, listening to her stories during the Holocaust as well as her life in the many decades since. I was humbled to experience Hetty’s warmth and kindness, as well as her strong spirit, and it was clearly visible how Hetty was given the name “little mother” when she cared and protected the children, as recounted in The Children’s House of Belsen. As we sat together in her home and watched the documentary, I saw and could feel the trauma of her experiences, still so raw to this day, of the atrocities of the Holocaust and the
There are so few remaining survivors of the Holocaust and I believe it is incumbent on us, as teachers to ensure that the voices of Holocaust survivors and their testimonials reach far into the future and are not lost to time or forgotten. Since meeting Hetty, I have written to the History and English Teachers Associations across the country, to the presidents of all our AEU branches, AISWA and the IEUWA. I am now seeking your support to share this information to the teachers and schools in your networks, so that stories like Hetty’s are remembered, and that by remembering and learning about the past, students can make great positive change for the future. To access Hetty’s documentary for use in schools, please contact Hetty directly. I would also encourage you, your school, networks and friends to read Hetty’s books, to learn more about the Holocaust and consider a donation to Hetty’s charity.
For more on Hetty Verolme To contact Hetty or purchase her books visit hetty.com.au The BBC interview can be found here: bit.ly/2YaHCN8 and the ABC interview here: https://ab.co/3bvDzhl Hetty, 13, with brothers Jack, 11 (left), and Max, 9 (right) – 18 months before deportation
Children of Belsen and the Holocaust Trust: holocausttrust.com.au
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Western Teacher at 50
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Western Teacher at 50
50
Celebrating 1971
2021
years
This spread concludes our celebration of 50 years of Western Teacher. Thank you for sharing this trip through our archives of the SSTUWA’s flagship publication for the past half-century. It has been illuminating, entertaining and thought-provoking to read about the issues and events that have impacted on the work and lives of public educators. We hope you have enjoyed the stories and artwork and look forward to the next 50 years of bringing members the latest and most indepth coverage of news and issues relevant to public educators in the west. Western Teacher
December 2021
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Seen around
Seen around the SSTUWA
November State Council Conference was recently held at the SSTUWA’s headquarters in West Perth. State Council is the union’s supreme decision-making body, with the conference being held twice a year in June and November.
During the conference delegates also took time to support the Public Sector Alliance’s campaign to reform WA’s public sector wage policy by attending a meeting at Perth Town Hall. For full coverage of November State Council Conference, turn back to page 6 of this issue of Western Teacher.
State Council delegates gathered for the two-day event to participate in professional development and vote on motions directing the SSTUWA’s future activities.
Last month the SSTUWA also recognised members who have been with the union for 40 years at an event at the SSTUWA building, mirroring similar ceremonies held this year already across the state.
At November State Council Conference delegates heard from keynote speakers Dr Mike Newton on wellness in education, as well as AEU Victorian Branch President Meredith Peace.
The SSTUWA would like to thank these 40-year members for their long-standing commitment to bettering work conditions for their colleagues and public education.
40-year members: (Front L-R) General Secretary Mary Franklyn, President Pat Byrne, Deborah Taylor and Geraldine Hardy. (Back L-R) Rona Gartner, Richard Meagher, Rodney Cohan, Shelley Curry, John McGarrigal and Senior Vice President Matt Jarman.
40-year members: Pat Byrne and Shelley Curry. 24
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40-year members: Richard Meagher.
40-year members: Pat Byrne and Deborah Taylor.
Seen around
40-year members: Rona Gartner.
40-year members: Geraldine Hardy.
40-year members: John McGarrigal.
State Council: Conference speaker Dr Mike Netwon.
State Council: Goldfields district delegates (back from left) Danielle Boyd, Joey Wright; (seated from left) Caitlin McKerchar and Heather Riseberry.
State Council: Kim Annear and Paul Otto.
State Council: Jade Elvin and Jasmine Harris. Western Teacher
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National education and union news
National education and union news Rebuild early childhood workforce through TAFE The release of the paper, Shaping Our Future; A ten-year strategy to ensure a sustainable, high-quality children’s education and care workforce 2022–2031, highlights the critical need for greater investment in TAFE, according to the AEU. “As Shaping Our Future states, declining enrolments in approved educator qualifications along with increasing demand for qualified early childhood staff have created urgent workforce challenges for the early childhood sector,” AEU Federal President Correna Haythorpe said. “This highlights the pressing need for the Federal Government to invest in TAFE and help ensure a sustainable supply of highly
skilled early childhood educators. “Without this, the early childhood sector will become increasingly unable to function, making it harder for parents to go to work and leaving children without the benefits of a high-quality early education.” TAFE is the centre of our national vocational education system. It is ideally placed to educate the workforce needed to address the shortage in the Early Childhood Education and Care (ECEC) sector. Importantly, TAFE’s regional footprint would enable governments to target local needs more effectively, ensuring students
can study and potentially work in their local communities. “The TAFE system is a hugely valuable public asset and it is being neglected by the federal government,” Ms Haythorpe said. “The federal government has slashed more than $3 billion out of TAFEs since 2013. “Restoring this funding would create a triple dividend for Australia; a skilled, capable early childhood workforce, increased parent workforce participation to boost the economy and improved early learning outcomes for Australian children.”
Urgent need to make workplaces safer for women Sexual harassment is often compounded by insecure work which deters working people from raising issues and seeking help – according to a new survey commissioned by the ACTU. Women are more likely to be in insecure work, leaving them at greater risk of harm in the workplace. 26 per cent of retail and 22 per cent of health workers reported experiencing sexual harassment in the workplace in the last 12 months according to an ACTU survey – both predominantly female workforces that are frequently employed on a casual, insecure basis. 26
Western Teacher
December 2021
Insecure workers were significantly more likely than permanent workers to not take any action after an incident of violence or harassment (50 per cent vs 32 per cent), because they feared negative consequences for themselves. Women were also far less likely than men to take action after experiencing crude or offensive behaviour (53 per cent vs 43 per cent) and unwanted sexual attention (31 per cent vs 25 per cent). The union movement calls upon the Morrison Government to take action to make workplaces safer by implementing all of the recommendations from the Respect@Work report.
ACTU President Michele O’Neil said the Morrison Government talked a lot this year about women’s health and safety in the workplace but very little action had been seen. “They have failed to implement key recommendations from the Respect@ Work report that they commissioned, and which would make a significant difference in the lives of working women,” she said. “The issue of women’s safety at work can’t be addressed in isolation, it is worsened by insecure jobs. Women in insecure work feel disempowered because they fear reprisals from their employers, such as losing their job.
National education and union news “Only a quarter of women who took action
response. One hundred per cent of
women by refusing to make employers
after an incident of sexual harassment
workers deserve to be safe at work. The
responsible for preventing sexual
were satisfied with their employers’
Morrison Government is failing working
harassment.”
Australian children at risk of being left behind on early learning Children are at risk of being left behind, the AEU has warned, as new Organisation for Economic Co-operation and Development (OECD) data shows Australia’s poor performance on early learning.
“Australia has the fourth highest level of reliance on parent out-of-pocket costs to fund pre-primary education and we rank 41 out of 44 OECD nations on preschool attendance in the year before school.
AEU Federal President Correna Haythorpe said the findings in the OECD’s Education at a Glance 2021 report pointed to the urgent need for reform in the early years.
“Governments across the country need to urgently consider how they can make preschool more accessible for all children.
“We spend half the OECD average of 0.6 per cent of GDP on pre-primary education for three to five-year-olds, equal third lowest of OECD nations,” she said.
“These include reforms to provide access to free preschool programs reducing out-of-pocket costs for parents, extending funding for two years of preschool to include three-year-olds and reducing
complexity in the early learning system. “Children who have the opportunity to attend preschool are more likely to start school ready to learn, more likely to finish school ready for life and more likely to participate in paid employment. “They’re healthier and have higher levels of social participation. “The AEU calls on all governments to prioritise a nationally consistent approach to early learning reform giving all children the best start to their education.”
Australians working multiple jobs at all-time high There are now 867,900 Australians working multiple jobs – the highest number since the ABS began tracking secondary jobs in 1994. Worse yet, there are now a record number of Australians working three or more jobs – 209,100 – a shocking 10.8 per cent increase from June 2020. A new ACTU report has also revealed that workers who do multiple jobs still earn 17.5 per cent less than the national average – usually people just working one job.
Women working multiple jobs are significantly worse off than men, earning almost $10,000 less per year than their male counterparts. Women account of 53.7 per cent of multiple jobs holders.
pandemic itself.
Millennials and Generation Z are most affected – 55 per cent of workers with two or more jobs are under 35.
Healthcare and social assistance also saw one of the largest increases in multiple job holding. Workers in this sector are already overworked and underpaid, whilst being on the pandemic frontline.
The surge in people working multiple jobs is being driven by employers offering insecure work, often to deal with the
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Multiple job holding has surged most in administrative and support services where cleaners, security guards and call centres workers have been taken on.
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December 2021
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Education and Training Centre
Education & Training Centre Thanks for a great year!
The team at the Education and Training Centre has enjoyed welcoming over 2,000 participants to learning events at the SSTUWA this year. We are proud of the high-quality courses and presenters we bring to you in every course delivered. Members have engaged with some outstanding facilitators, both face-to-face and online. Thank you to everyone who joined us for some new learning, networking, skill development and re-energising throughout the school year, as well as during the breaks. We will be back in January 2022 with some more powerful learning opportunities.
Register today for January 2022 professional learning
“This has been the most intense, full on and informative course I have been on!” South Ballajura Primary “Great as usual! GO SSTUWA!!!” East Maddington Primary School “Absolutely brilliant!!! Looking forward to next week with my class.“ Clifton Hills Primary School “Congratulations on providing another fantastic and motivating conference.” Maylands Peninsula Primary School “Thanks for all the hard work to make the day outstanding.” Lockridge Primary School “Thanks for such an amazing day. Well thought out, well fed and always engaged.” Armadale Primary School
UPCOMING
EVENTS Wednesday 12 January 2022
9am-3pm
Behaviour Education – Play is the Way® K-6
Thursday 13 January 2022
9am-noon
Transitioning from Provisional to Full Registration at TRBWA
Friday 14 January 2022
9am-12.30pm
Success for Students with ADHD (K-6)
Monday 17 January 2022
9am-3pm
Understanding Behaviour through the Lens of Self-Regulation Years 1-8)
Tuesday 18 January 2022
9am-1pm
Working with Students with Dyslexia (Years 3-6)
Wednesday 19 January 2022
9.30am-1pm
Wealth Management Partners Retirement Planning Seminar
Wednesday 19 January 2022
9am - 1pm
Applying for Level 3 Classroom Teacher: Stage One
Thursday 20 January 2022
9am-12.30pm
Writing Competitive Job Applications for Teaching Positions
Friday 21 January 2022
9am-3pm
An Introduction to Restorative Practice for Years 1-10
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December 2021
Education and Training Centre
Online learning Online and on-demand learning sessions available now until 2022 Through the partnership with Teacher Learning Network in Melbourne, we are pleased to offer a series of on-demand learning opportunities available immediately and available into 2022. These short, pre-recorded, self-paced events are perfect for you to access the content at times convenient to you.
On-Demand Online Events • • • •
Can be done anywhere, anytime to meet your lifestyle. Each topic is only 30 - 60 minutes in duration and $20 per session. Available now until 2022. Missed something important the presenter said? Re-listen to the session as many times as you please.
Strategies for supporting students with special needs Teachers in 21st century classrooms are challenged to ensure that all students can achieve success. The challenge is increased when students in the classroom have special needs such as ASD, Dyslexia, ADHD or other disabilities. The following four courses will help you to increase your knowledge about these specific areas. Engage in these short and sharp sessions as an introduction to each of the conditions. Each course includes an experienced teacher and leader responding to key questions that teachers and education staff have about students. • • • •
Eight Questions about ASD and How to Understand Your Students: 30 minutes. Eight Questions about ADHD and How to Understand Your Students: 30 minutes. Seven Questions about Dyslexia and How to Understand Your Students: 30 minutes. Eight Questions about Supporting EAL Students: 30 minutes.
Supporting Student Behaviour The following four online events will support you to understand relationship-centred approaches to classroom behaviour management. The presenter, David Vinegrad, is a world leader in relationship centred learning and the Restorative Practices philosophy. He will discuss how to implement that philosophy in one-to-one interactions, classroom settings and across the whole school. A must for every teacher who wants to maximise the learning for all students in the classroom setting. • • • •
Relationships at the Centre: 30 minutes. Strategies to Manage Low Level Irritating Behaviours: 60 minutes. Strategies to Manage Extreme Behaviours: 60 minutes. What Do I Say When – Avoiding Escalation in the Classroom: 60 minutes.
Register now: sstuwa.org.au/training Western Teacher
December 2021
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Member benefits
Member benefits Accountants and Financial Advisers Aston Accountants
10% discount on personal income tax returns for members.
sstuwa.org.au/aston
Industry Fund Services
Specialist financial products for union members.
sstuwa.org.au/ifs
LIFE Financial Planners
AutoBahn
Mechanical and electrical services. Members receive $20 off any service or 5% off any repair.
sstuwa.org.au/autobahn
Bayswater Mazda
Exclusive offer including $500 fuel card, 4 years free service and more.
sstuwa.org.au/bayswatermazda
Bob Jane T-Marts
National fleet pricing on a range of products and services.
$1,200 off your statement of advice fee plus a free financial health check for members.
sstuwa.org.au/bobjane
Teacher Tax
sstuwa.org.au/easifleet
sstuwa.org.au/teachertax
Package your next car and save on tax. Bonus Apple Watch with vehicle delivery.
sstuwa.org.au/lifefinancial
$99 tax returns for members.
TIPS Financial Services
$1,100 discount on your TIPS Transition to Retirement strategy or Retirement plan. Exclusive to members.
sstuwa.org.au/tipsfs
Banking Special offers throughout the year for members. A bank built by, and for, union members.
sstuwa.org.au/mebank
Mortgages, Money and Me
Complimentary advice, property reports, finance tools and more for SSTUWA members.
sstuwa.org.au/mmme
OFX Money Transfers
When it matters, OFX it. Save with the experts in international money transfers.
sstuwa.org.au/ofx
Teachers Mutual Bank
Banking exclusively for the education community.
sstuwa.org.au/tmbank
Cars Vehicle salary packaging – save time, money and tax. Receive a $300 gift card with your new car.
sstuwa.org.au/allwestfleet
December 2021
HP Computers
Huge savings for members on laptops, accessories, printers and more.
sstuwa.org.au/hp
PLE Computers
Save on your IT with access to the PLE Computers academic portal.
sstuwa.org.au/ple
The Good Guys Commercial
Online access to live discounted pricing on The Good Guys’ range.
sstuwa.org.au/thegoodguys
Educational Resources
$250 Magic Hand Carwash voucher with any easifleet procured novated lease.
Classroom Management
Fleet Network
sstuwa.org.au/classroommgmt
sstuwa.org.au/fleetnetwork
Hertz
5-10% discount on vehicle hire in Australia, NZ, USA and Canada.
sstuwa.org.au/hertz
You choose the car, then we find you the lowest price.
sstuwa.org.au/motormarket
Thrifty Car and Truck Rental
10% discount on vehicle hire in Australia.
sstuwa.org.au/thrifty
tyresales.com.au
10% discount on tyres.
sstuwa.org.au/tyresales
Western Motor Vehicle Consultants
We’ll find a car you’ll love. Save time and money when sourcing your next vehicle.
sstuwa.org.au/westernmotors
Computers Altronics
Build it yourself electronics centre. VIP trade discount in store and online.
A Thinking and Caring Approach. By Barrie Bennett and Peter Smilanich.
Effective Group Work
Beyond Cooperative Learning. By Barrie Bennett.
sstuwa.org.au/effectivegroupwork
Graphic Intelligence
Possibilities for Assessment and Instruction. By Barrie Bennett.
sstuwa.org.au/graphicintelligence
Instructional Intelligence
Building Instructional Expertise for the Classroom. An SSTUWA project in collaboration with Barrie Bennett.
sstuwa.org.au/instructionalintelligence
Teacher Superstore
5-10% discount, in store and online.
sstuwa.org.au/teachersuperstore
Entertainment Movie tickets
Discounts on physical tickets (greater savings) and instant digital tickets.
sstuwa.org.au/movietickets
Outback Splash
Apple on Campus
Featuring both water and year-round attractions. Discounted tickets for members.
sstuwa.org.au/apple
Rockface
sstuwa.org.au/altronics For details visit:
Allwest Fleet
Western Teacher
easifleet
Motor Market by Union Shopper
ME Bank
30
Massive discounts on products and services for SSTUWA members
Dell
Save up to 5% off selected items.
sstuwa.org.au/dell
sstuwa.org.au/outbacksplash
Indoor rock climbing in Balcatta. $15 all day climbing pass with harness hire.
sstuwa.org.au/rockface
Member benefits *Terms & conditions apply.
Please visit our website for full details.
For more information visit sstuwa.org.au/benefits and the benefits tab of the SSTUWA App Food and Wine
Insurance and Legal
Campbells
ISinsured
Access wholesale prices with a complimentary day pass.
sstuwa.org.au/campbells
Cellar d’Or
advice from professionals.
sstuwa.org.au/isinsured
Travel and Accommodation
SSTUWA Legal Services
Cracka Wines
sstuwa.org.au/legal
7.5% off online wine orders.
sstuwa.org.au/cracka
Taste Bud Tours
Swan Valley “Speed Grazing” – 20% discount. Good Food, Wine & Cider (am) or Good Food, Wine & Beer (pm).
sstuwa.org.au/tastebudtours
Health and Wellbeing Goodlife Health Clubs
20% discount on platinum 12 month memberships. Includes access to all Goodlife Health Clubs in WA.
sstuwa.org.au/goodlife
St John
First aid saves lives. Discounted first aid courses and kits for members.
sstuwa.org.au/stjohn
10% discount on pet products, plus
Insurance for union members. Home, contents, car, landlords.
Best value winery tour in the Margaret River Region. 10% discount for members.
sstuwa.org.au/cellardor
Vet Products Direct
Access to quality legal services for both work-related and personal matters.
Teachers Health Fund Join the thousands of teachers who have already made the switch.
sstuwa.org.au/teachershealth
Teachers Health – Travel
sstuwa.org.au/vetpro
Accor Hotels Great savings for teachers at Accor Hotels in the Asia Pacific region.
sstuwa.org.au/accorhotels
Choice Hotels Choice Hotels welcomes SSTUWA members with exclusive rates at locations in Australia and NZ.
For details visit:
sstuwa.org.au/choicehotels
sstuwa.org.au/travelinsurance
Comfort Hotel Perth City
Shopping
Rooms from $145 per night including
Dot Mall BBQs, heaters and backyard kitchens. 5% discount for members.
sstuwa.org.au/dotmall
Electrical buying
Light Start Breakfast for two. Located near the WACA in East Perth.
sstuwa.org.au/comfortperth
Experience Oz Save 10% on over 3,000 experiences
Let Union Shopper find the best deal on your electrical purchases.
across Oz + NZ.
sstuwa.org.au/electricalbuying
Inn the Tuarts Guest Lodge
sstuwa.org.au/waopticians
isubscribe
Forest retreat, 4-star, with indoor pool,
Housing
Up to an extra 10% off any print and digital magazine subscription; over 4,000 titles.
years+) only. Five minutes to Busselton.
WA Opticians
20% discount on spectacle frames and lenses. Perth and East Perth.
Houspect
Buy, build and invest with confidence. $50 discount on building inspections.
sstuwa.org.au/houspect
Johns Building Supplies
Trade prices on paint and painters’ hardware. Builders prices on all other hardware lines.
sstuwa.org.au/jbs
Kleenheat
In appreciation of teachers’ support of the community, Kleenheat is offering SSTUWA members bigger savings on natural gas.
sstuwa.org.au/kleenheat
SkylightsWA
Specialising in skylights and roof ventilation, servicing all regions of WA. 7% discount off selected products.
sstuwa.org.au/skylightswa
sstuwa.org.au/isubscribe
Jackson’s Drawing Supplies 10% discount in Jackson’s 12 shops and online.
sstuwa.org.au/jacksons
Petals Flowers & Gifts 20% off flowers and gifts. World-wide delivery available.
sstuwa.org.au/petals
Teacher Superstore 5-10% discount, in store and online.
sstuwa.org.au/experienceoz
Jacuzzi, sauna and BBQ. Adults (12 Studios and rooms. 22.5% off rack rate or best available rate.
sstuwa.org.au/innthetuarts
Jarrah Grove Forest Retreat Luxurious, self-contained accommodation in Margaret River. Discounted rates for members.
sstuwa.org.au/jarrahgrove
Mandurah Houseboats 10% discount on houseboat holidays.
sstuwa.org.au/teachersuperstore
sstuwa.org.au/houseboats
The Good Guys Commercial
Rottnest ferry tickets
Online access to live discounted pricing on The Good Guys’ full range.
Save up to $15 on Rottnest ferry tickets with WestClub.
sstuwa.org.au/thegoodguys
sstuwa.org.au/rottnest
Western Teacher
December 2021
31
Classifieds
Classifieds Block for sale: Jurien Bay
700sqm fully serviced, ready to build on, one block back from beach. Close to schools, town centre, marina and recreational water activities. Perfect holiday, retiree or seachange locale. $94,500 ono. Peter: 0437 377 361 | westside@tower.net.au
Blocks for sale: Williams
Two blocks of land, side-by-side, 1,000sqm each. Walking distance to shops, school and all amenities. Buy both or just one – your choice. Easy getaway, close to Perth and Boddington. $27,500 each or better deal if you snap up both. 0402 349 203
Albany (Little Grove)
Silent Grove Cottage. Self-contained two bedroom (queen/two singles) on two hectares of bushland. Undercover parking. Close to yacht club, walking/ bike trails, national park and beaches. Teachers’ rate: $150 per night. Stay seven, get one free. www.silentgrove.iinet.net.au 9844 4950 | merron@iinet.net
Augusta
3x1 spacious holiday rental. One double, one queen, five singles. 200m from the river and town. Magnificent river views. One large living area, three sided veranda and BBQ. Provide own linen and towels. $150 per night plus $50 cleaning fee. gregrowl@iinet.net.au
Balingup surrounds
Farm accommodation surrounded by nature and wildlife. Located near Balingup, Nannup and Busselton. Pick your own avocados. Main house (three bedrooms, $300/night) or Quarters (one bedroom, $150/night). info@avodale.com
Cowaramup (Margaret River Region) Private B&B within newly built home. Parkland setting. Private queen bedroom, bathroom and breakfast room. Private entry and dedicated parking. 10 mins to Margaret River, Gracetown, central to wineries/breweries and beaches. $120 per night per couple including breakfast. Lee: 0412 902 932
Dunsborough (Quindalup)
Large 4x2 holiday home on Geographe Bay Rd. Swimming beach 30m away. Free use of private boat mooring. Room to park boats with boat ramp a minute away. Slow combustion wood heater and reversecycle air-con. Available all year except for leavers’ vacation. No pets. 0419 943 203 | 9448 5527 a_r_moore@bigpond.com
Dwellingup
Après Huit and Dwell Cottage provide luxury self-contained accommodation set in beautifully landscaped gardens. Can be rented separately or together. Après Huit: 2x2, main house. Dwell Cottage: 1x1, furnished in a French theme. Robert: 0419 954 079 dwellcottage.com.au
Dwellingup
In need of a tree change? Time out to reconnect with nature? Time for a vacation in Dwellingup’s Jarrah forest, 90 minutes from Perth. Chuditch Holiday Home is perfect for couples, groups and families. It’s centrally located and sleeps up to eight people. Shani: 0402 615 235 shanivore@hotmail.com
Floreat
Studio B&B. New, stylish single room. Fridge, kitchenette, TV, aircon in lovely peaceful Floreat house and garden. Linen, tea/coffee, continental/cooked breakfast ingredients supplied. Suit mature person wishing to enjoy quiet accommodation. Close to city, buses, shops, hospitals and beaches. $85 per night, min two nights. Weekly and monthly rates available. SMS: 0422 333 057
Frankland River
Escape to the country. Imagine waking up to uninterrupted views of paddocks and trees with peace, quiet and tranquility. Choose a 3 bedroom house or a cosy cabin set on picturesque 83 acres. A great place to relax and unwind. franklandriver.com.au Jade: 0430 450 093 | Sam: 0413 160 093
Fremantle
Short term accommodation in central Fremantle. Recently refurbished with all conveniences for modern living. Townhouse has three queen-sized bedrooms plus provision for two singles.
Enjoy time in the rear garden, complete with BBQ. Secure parking for two cars, access controlled by electric gates. 9430 4458 | 0407 083 174 info@westerley.com.au
Fremantle
Staycation? Attending a function? Cosmopolitan getaway? Fremantle is the place. Cafes, restaurants and breweries. Markets, beach, art galleries, museums, theatre, events, shopping, skate park, Ferris wheel, whale watching... What more could you want? Eco-Gallery Apartment is stylish, centrally located, sleeps three and has secure parking. (08) 6323 2339 | admin@smartstaywa.com.au
Kallaroo
Serenity Escape is a 2x1 apartment with full kitchen, offering comfort and convenience. 20 min walk to beach, 5 min drive to train station, walking distance to Whitfords Brewing Co, cinema and shops. Toiletries, slippers and coffee machine provided. Min 2 nights. Sleeps 4, or 5 with mattress. No pets. $125/night for 3 people; $10/night per extra person. Molly: 0428 166 559 mollysletters@gmail.com
Kalbarri
Clean, tidy, self-contained family-friendly 3x1 brick house at the top end of a quiet cul-de-sac. Sleeps 8: 2 x queen beds and 2 x bunk beds. Close to Blue Holes Beach, 15 min walk to town. kalbarriwa.net.au | 0435 845 504
Lancelin
Large 5x2 holiday home. Everything within walking distance, close to beaches and town centre. Sleeps 14. Large wrap around verandah with outdoor seating/ eating and bbq. Heaps of parking for boats or quads. $45/night/person (min 6). Min 2 nights. SMS: 0412 804 345
Email 50 words or fewer to editor@sstuwa.org.au along with your union membership number. Free for members. 32
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December 2021
Classifieds
Classifieds Margaret River
Two bedrooms, private, comfortable, fully equipped stone cottage with fireplace, located amongst the forest opposite Boranup National Park, 17km south of Margaret River on Caves Road. Close to beaches, wineries, caves and galleries. $150 per night for two people, or provide own linen and towels for $120 per night. Russell: 0418 933 270
Mt Lawley/Dianella
Newly built 1x1 self-contained extension, furnished, with laundry, dining, lounge, kitchen and one undercover parking bay. Aircon, TV, fridge, washing machine and microwave included. Quiet residential area close to city, buses, Galleria Morley, Mt Lawley cafe strip and Northbridge. 10 min walk to Terry Tyzack Aquatic Centre; golf course across the road. $80 per night, min two nights. $50 per night for weekly and monthly rentals. 0439 964 239 | cymbie.burgoyne@gmail.com
Nannup
Seraphim Retreat is a pet friendly 3x1 character farm cottage, five minutes from friendly Nannup. Set in acreage, with established gardens and stunning valley views. Air conditioned and wood heater. Horse riders can bring their horses to access our arena and trails. Teacher discount: $159 weekends, $149 midweek. See website for details. seraphimretreatnannup.com SMS 0420 832 510
Trigg
Self contained accommodation. Kitchen, laundry, queen sized bed plus fold out double couch in lounge. Free WiFi and Netflix. Own entrance. Find us on Facebook. Kerry: 0409 884 330 | FB: @justriggin 67justriggin@gmail.com
Yallingup
Rammed earth cottage, 2x1, nestled amongst bushland. Well located, short walk to Studio Gallery Bistro, two-minute drive to Caves
House. Beaches, galleries, wineries and restaurants close by. Sleeps six. No dogs. stayz.com.au (property 136151) Kirsty: 0419 927 660
Tranquillity Counselling, Psychotherapy and Career Development
I provide holistic, confidential practical counselling to help you deal with an array of issues, some being: general relationship, mental health, anger issues/management, anxiety, depression, self-harm, grief and trauma, addiction, abuse, palliative care. Milica Robinson, MCnsig&Psychthpy, GradCertCareerDev, BEd. 0422 358 187
Retirement coach
Are you recently retired or retiring soon? You probably have a financial plan in place but developing a plan for the non-financial side of retirement can be as important as preparing financially. I offer support and guidance for the transition from work to retirement, helping you to find purpose and meaning in retirement. Contact me to arrange an obligation free chat. retirementcoaching01@gmail.com
Marriage celebrant
Marriage celebrant with 12 years of experience, working in the Peel, South West and Perth areas. Specialising in creating personalised ceremonies for couples at their chosen wedding location. I’d love to help you plan your special day! Meridith: 0400 312 535 meri.lake4@gmail.com
Marriage celebrant
Heart Centered Ceremonies for couples wanting a personalised wedding. Lee will help you design your dream wedding – a memorable occasion. Mention this ad to receive a discount. Lee: 0404 655 567 leehalligancelebrant.com.au
Marriage celebrant
Experienced professional celebrant available, all areas. Formal or informal, large or small weddings. A Beautiful Ceremony will help you design an unforgettable and uniquely personal ceremony. Mary: 0418 906 391 maryburke40@hotmail.com
Learn to social dance
Learn jive, waltz, rumba, samba, tango and other dances for social events (ball, wedding, cruise, etc). A fun and easy course with quality instruction. Join with or without a partner. Melville (LeisureFit) Recreation Centre. Mondays 7.309pm. $118/8 weeks. Beginners’ course held every term. Term 1 2022 starts 7 February. Stan: 9330 6737 | stan@stansdancing.com
First aid training for students
St John Ambulance WA offers free first aid training to all school aged students, ranging from Triple 000 Hero for kindergarten students to Road Trauma First Aid for secondary school students. Courses are curriculum mapped. 9334 1259 | youth@stjohnambulance.com.au
Belly Rubs Boarding Kennels
Personalised approach to boarding your canine companion. $25 per dog – mention you’re a teacher to receive a 10 per cent discount. Located in Southern River. Elisa: 0417 620 766 | FB: @bellyrubsboarding
Macramé is the new yoga
I'm a teacher running small group macramé classes in a cosy home studio. Join me and discover the power of mindfulness as you learn to engage your mind and your hands in a fun supportive environment. It's a powerful way to calm a busy mind. marcia@knotinlove.com.au
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December 2021
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Noticeboard
Noticeboard
Festive season office closure dates
Retired Teachers’ Association We continue to practise new pieces of music at choir. November’s literature consisted of poems popular in England in 2021. All members were encouraged to contribute. The final practice was Monday 15 November and was more of a relaxed gathering.
Email to editor@sstuwa.org.au
a Christmas theme. To ensure appropriate catering please ring reception at the union on (08) 9210 6000 if attending.
The SSTUWA office will close at 4.30pm on Friday 24 December and reopen at 8am on Monday 10 January 2022. Have a happy, safe and enjoyable holiday season.
Wishing all members a happy Christmas and new year. Ann Strauss: 0458 625 520
On Monday 6 December we will be guests of the union at morning tea from 10-11.30am. This has
Second-hand computers and monitors available The SSTUWA has 44 sets of PCs and monitors available for donation. Each set has a PC, monitor, keyboard, VGA cable to connect the PC to the monitor, and two power cords, one for the PC and one for the monitor. They do have quite a few years on the clock and would be best suited for a school or training facility that uses an IT lab, where students can learn about hardware, software installation, networking and troubleshooting. Even though they are in great working order and perform quite
They have Windows 7 pre-installed and can be upgraded to Windows 10. Hardware features: CD-ROM drive; Intel i3 CPU; 4GB RAM; 256GB HDD; 10 x USB 2.0; 1 x display port; 1 x VGA port; keyboard; mouse; monitor. If your school is interested in receiving any of these, please submit your request to contact@sstuwa.org.au
International Volunteer Day
Human Rights Day
International Volunteer Day (IVD), mandated by the UN General Assembly, is held each year on 5 December. It is viewed as a unique chance for volunteers and organisations to celebrate their efforts, to share their values, and to promote their work among their communities, nongovernmental organisations (NGOs), United Nations agencies, government authorities and the private sector. For more information visit: un.org/en/observances/volunteer-day
Human Rights Day is observed every year on 10 December — the day the United Nations General Assembly adopted, in 1948, the Universal Declaration of Human Rights (UDHR). Human Rights Day is an opportunity to reaffirm the importance of human rights in re-building the world we want, the need for global solidarity, as well as our interconnectedness and shared humanity. For more visit: un.org/en/observances/human-rights-day
SSTUWA committee meeting dates: Early Childhood Educators’ Committee
TAFE Committee
Time: 4.15pm
Time: 5pm
2022 dates TBC
16 December
New Educator Committee
Venue: SSTUWA office Contact: (08) 9210 6000 or contact@sstuwa.org.au Teleconference facilities are available
School Psychologists’ Committee Time: 4.45pm 2022 dates TBC
Time: 4.15pm 2022 dates TBC
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well, given their age we would expect that some of the hardware will start to fail.
Western Teacher
Teleconference facilities are available
December 2021
State Council Conference Items for June 2022 State Council must be received by 5pm Friday 8 April. The event will be held on 10-11 June 2022 at the SSTUWA.
Give the the
Know Your Rights, tax statement, membership card and more Introducing the SSTUWA super app
pp a w e N e releas Get the app
Western Teacher
December 2021
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