Annual Employer The Year in Review Celebrating Conference Report Hall of Shame Foundation Members

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VOLUME 9 NO 6 DECEMBER 2019

The results are coming in! Members were asked recently to participate in a major survey about the union, their workplace, their issues, their level of satisfaction with our services, and where we could do better.

tate of the Union Survey (SOTUS) is protection and industrial negotiations. leadership, and more than half of our There are also focus groups being held the most comprehensive, independent To date, nearly half of the respondents teacher members bring work home with with small groups of members to allow research we have undertaken in five identify wellbeing and mental health as an them all the time. much more free-flowing feedback. Thanks Syears, and the results will inform our issue for which they would like to receive On a positive note, the interactions so much to everyone who has taken the strategic planning for 2020 and beyond. more support. Primary teachers want members have with their reps and IEU time to participate in SOTUS – in taking At the time of writing, over 1500 more training about providing support for organisers are valued very highly. It’s still your ‘temperature’, we can plan effectively members had already completed the students with special needs, and secondary too early to unpack the suggestions for to continue to build our services and our survey, and frontline results are positive. teachers are interested in more effective improvement about our communications, priorities on your behalf. Overall, members are telling us that we are use of data to inform teaching. particularly publications such as The Point, performing well, meeting their needs, and Education support staff are more likely but you can be assured that we will act on that they highly value our work in legal to feel that they are not consulted by widely-felt recommendations.

The Independent Education Union Victoria Tasmania acknowledges the Indigenous people The Point is published by the as the Traditional Custodians of the lands where we live, learn and work. Independent Education Union Victoria Tasmania. 2 THE POINT December 2019

IEU Office Graduate MEMBER DETAILS Summer Hours Membership Our Melbourne and Hobart offices Kick start your career – Get your UPDATE 2020 teaching career off to the right start by will be closed for the summer break The IEU has a sliding fee structure that is designed becoming an IEU Graduate Member. from 4.00pm on Friday 20 December. to keep fees affordable for those on lower incomes. Join the collective voice of our profession, be The Committee of Management endorsed a fee Our phones will be back on with protected at work, make the most of our great increase for 2020 that for nearly all categories reduced hours (9.00am to 4.00pm) Professional Development opportunities equates to a 1.7% increase. from Monday 6 January, and a Duty and have the peace of mind of knowing that There are also three changes to fee categories: Officer will be available to assist with you’ve got the experts in your corner! urgent member enquiries. Category N11 ($105,000 and over) is changed to Graduates in their first year of employment $110,000 and over can join at our special rate of $228.21 for the For all non-urgent matters during the Category N10 ($90,000–$104,999) is changed to year, a discount of over 60%. Even less if you holiday period, including membership $90,000–$109,999 enquiries and fee queries, please email join by 31 January. A new fee category has been created for CRT members, [email protected] IEU Student members comparable with the fee charged by the AEU for CRTs. Keep an eye out for an email in mid-December Normal office hours of 8.30am to for an even better deal, letting you convert All fees are tax deductible and, if membership is paid 5.00pm Monday to Thursday and your current Student membership to Graduate in full before 31 January 2020, you receive the Early Bird 8.30am to 4.30pm on Friday will membership for only $170.86 providing you Discount. You can check your details and fee category at resume as of 28 January. act before 31 January. Member Access on our website at any time. Using Member Access Visit www.ieuvictas.org.au and click Member Access Rep annual notification Enter your user-id (your member number) and Vic Registered of sub-branch changes password (your home postcode unless you have Teachers Alert! changed it) Login to ‘Rep Access’ during December to notify Click on the various links in the ‘My Details’ section to us of any changes in your sub-branch. Login make changes to your contact details (See if we have Victorian registered teachers are now is the same as for ‘Member Access’. You will your DOB and up to date email address) required to notify WWCV of any child- see a link to use to make the task a reasonably Click ‘Update My Workplace’ if changing school (Note related work, including voluntary simple one. By providing this information, you this does not change straightaway). activity (other than school teaching), allow us to prioritise those members we need to Click on ‘Payment Update’ to change your fee category you undertake. Go directly to www. follow up in early 2020. or other payment details service.victoria.gov.au/services/ teacher-notifications or find the link on If you (or an Assistant Rep) are leaving your 2019 Click on ‘Bank Details’ to safely change your credit/ the VIT website www.vit.edu.au school or taking extended Leave, please hold a debit card or bank account details meeting to elect a new rep for 2020. The pro-forma If you have a problem using Member Access email Also to avoid suspension or cessation Result Sheet is in ‘Rep Access’ for you to forward [email protected] of your registration, remember to to our office so we can update our records. undertake your VIT annual registration As usual there are loads of prizes up for grabs – update We very much appreciate getting this fee, and annual registration tasks (as online by 31 January to go in the draw. Double your information from you and thank you for required) before 31 December. chances by updating online by 31 December. all your work as Rep during 2019.

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Tales from the coalface @IEUVicTas Women working in boys’ schools Page 4 EDITORIAL/ADVERTISING EDITORIAL CONTENT: Member Resident Legal changes in Victorian Catholic schools ENQUIRIES Responsibility for editorial in Tasmania: Dioceses move to new governance model Page 7 T: (03) 9254 1860 comment is taken by Kim Merhulik F: (03) 9254 1865 D James, 120 Clarendon Street, School Officers: 1800 622 889 Southbank 3006. Views It’s a wrap FreeCall: Olivia Blackney E: [email protected] expressed in articles reflect Andrea Hines Bargaining round up Page 8 those of the author and are W: www.ieuvictas.org.au COUNCIL PRESIDENTS not necessarily union policy. & DEPUTIES Employer agreement rejected CONTRIBUTIONS & LETTERS COMMITTEE Catholic Primary Council The Al Siraat campaign continues Page 9 from members are welcome and should be forwarded to: OF MANAGEMENT President: Maree Shields The Point PO Box 1320, South General Secretary: Deputy: Rachael Evans Debra James What’s your X factor? Melbourne 3205, or by email Catholic Secondary Council Career Corner Page 12 to: [email protected] Deputy Secretary: President: Stephen Hobday Loretta Cotter Deputy: Ruth Pendavingh MELBOURNE OFFICE: President: Matildas win equal pay 120 Independent Council Clarendon Street, Mark Williams Labour History Page 14 Southbank 3006 President: Alexandra Abela Deputy President: Deputy: Vacant HOBART OFFICE: Teresa Huddy Trauma-aware teaching Tasmanian Council 212 Liverpool Street, Ordinary Members: 15 President: John Waldock Teacher Learning Network Page 7000 Jason Blackburn Hobart Deputy: Paul Mannion Chris Dite The Point is published by Andrew Dunne Principals’ Council Number crunching the Independent Education 16 Heather Macardy President: John Connors The ins and outs for the year Page Union Victoria Tasmania. Andrew Wood Deputy: Vince Muscatello 3 December 2019 THE POINT

Born to be union!

t’s baby boom time at the IEU. Within Annual Conference the space of a week at the IEU office, we welcomed two new additions to The Union’s 2019 Annual Conference was held on Ithe IEU family. IEU Communications Officer, Simon Thursday 14 November, and, as we did two years ago, it Schmidt and partner Pia added a little was offered as a live webcast so that delegates who would brother for Hugo with the arrival of Raphael. For IEU Organiser Amy Spencer normally find it difficult to attend could participate. and her partner Cassie, the trip to the hospital was much earlier than planned here were 30 delegates who Awards were many outstanding applications but baby Harriet is doing very well. attended out of a possible from schools in both Victoria and Time to crack out the champagne 56 filled positions as well as Barry Wood Social Justice Award Tasmania and we will feature some of and our IEU baby size t-shirts! T14 observers. The conference was Jacqui Goldenberg from Kilvington those schools and their projects in The scheduled to run an hour and did Grammar accepted the Barry Wood Point next year. exactly that, with summary reports Award on behalf of the Community The winner of the $5000 Grant presented by Debra James, General Service program she runs at the was St Thomas More’s Primary Secretary, Loretta Cotter, Deputy College. The $3000 grant will go to School Mt Eliza. Secretary, David Brear and Cathy increasing students’ participation St Thomas More’s is promoting Hickey, Assistant Secretaries, and in the Robert Connor Dawes (RCD) connections with their local Senior Industrial Officer Denis Matson. Foundation, which supports paediatric indigenous Boonwurrung people, Despite a few technical problems brain cancer. In 2019, 14 staff and through their sustainability program. with audio, the feedback from students entered Connor’s Run, paying The grant will assist with the creation attendees was very positive. One their own registration fee and also of a vegetable garden that will have conference delegate, Brian Wallwork, raising $3000 for the Foundation. a focus on edible indigenous plants commented that he was feeding his Jacqui intends to use the grant to and will also provide support with young son while still being able to encourage and pay for a much bigger indigenous replanting in a bush area participate in the webcast and hear group of students and staff to register of the school’s property. The funds about the year’s major events. for the run in 2020, which will then will enable the assistance of a local A copy of the annual report and a increase their fundraising capacity by indigenous plant expert as well as Raphael video highlights reel which might be a hopefully 200%. The full Community facilitate connection between the local useful recruitment tool are available in Service program, which also involves Boonwurrung people and the school. Rep Access on our website. community meals, currently runs Thanks to IEU rep Kate McCormick on the goodwill and dedication of for driving the project. staff – with a time allowance of one hour a week and a very small budget. Jacqui expressed her appreciation at being able to stay connected to the Foundation, and to have more students living out the School’s motto – ‘Not for our own but others’ good’. Sustainability Award The IEU Education for Sustainability Grant was offered for the first time this year to an individual or a school undertaking an environmentally Jacqui Goldenberg, Kilvington Grammar sustainable activity or project. There St Thomas More’s, Mt Eliza Harriet

Looking back, looking forward What a year! It feels like we barely started and it’s now rolling inexorably to a close. GENERAL SECRETARY DEBRA JAMES

ike every year, the core work Tasmanian Catholic union, for 2020 to ensure that we can base about how they are going, rep training as always was a of the Union has focussed and in 2014, staff in Tasmanian continue to provide members providing targeted professional tremendous opportunity for on ensuring we represent independent schools. with support whenever needed. development, and establishing people to come together, get to Lyou in both the industrial and Many members never need In the professional space an ongoing Graduate recruitment know each other and us, and professional realms of your work. us for individual issues, but we continue to work hard on position. So far nearly 300 share experiences. 2019 also marked 25 years there are many who rely on us your behalf; be it advocacy, graduate teachers have joined On behalf of Committee of since the merger of the Catholic for advice, support, advocacy representation on state and us or converted from student Management and all our staff, I secondary, Catholic primary and and representation on issues national committees, regular membership. thank you for your membership independent bodies to become the affecting their working lives stakeholder meetings with There was a more intensive of the Union and your trust in us Victorian Independent Education and careers. This year, we have VIT, supporting members with focus on training and to keep working every day Union. We have continued to seen the amount of individual registration issues, written professional development this for you. It is a privilege. grow, to organise non-unionised matters that our staff deal submissions, or involvement year, through a combination of workplaces, and to achieve for with dramatically increase, in policy. face-to-face opportunities and our members. 2011 saw us take particularly in relation to the We also put more resources online webinars. The feedback on the challenge of stretching Reportable Conduct Scheme in this year into engagement received was very positive, so our resources to accommodate Victoria. We will be adding to the and retention strategies with expect to see even more member the needs of another state - the ranks another Industrial Officer graduate teachers, touching only opportunities in 2020. Our 4 THE POINT December 2019

IEU women members working in boys’ schools – tales from the coalface The recent video of students from Catholic boys’ school St Kevin’s Toorak singing misogynist chants on a tram prompted widespread condemnation from the public and from the school’s principal who said the culture of the school was ‘worse than he thought’.

he IEU sub-branch was also Here are some more comments: ‘Obscene and misogynist graffiti was and respectful relationships need to be quick to respond, strongly ‘Our school follows a strong Respectful written on the wall of the boys’ toilets about an integral part of the school, not just condemning misogyny. The events Relationships program and has staff several female staff. When it was reported, referred to for new staff and students. Tcontextualised a broader discussion reps trained to assist staff with bullying the school made all the right noises but The Victorian Trades Hall Council about whether single-sex school and harassment issues. However, the nothing was done. The students knew (VTHC) has done a huge amount environments reinforce ‘traditional’ person in leadership designated for staff they had got away with it and bragged of work to stop gendered violence masculine behaviours. to report to is male and many female about it to other students and staff.’ (GV) at work and the IEU has worked Working in schools and educating our staff have felt uncomfortable going to ‘Female staff at our school are finding closely with them in this space. By students, IEU members are in a position him to report issues or seek wellbeing it harder and harder to negotiate suitable placing gendered violence firmly in to be able to influence and shape the way assistance as they have felt embarrassed, part-time arrangements to accommodate the Occupational Health and Safety our young people can exercise the power particularly when it has come to issues caring responsibilities. One female staff (OHS) space we can work towards they will have as move out into the world, with senior boys or a male colleague.’ member was told she was being ‘difficult’ eliminating this dangerous hazard. No to be introspective about their conduct ‘Senior boys have a ‘ranking’ of female and the timetable couldn’t accommodate one wants the people they work with to and to choose a way of being that does staff and when the issue was taken to part-time work.’ be injured at work. Yet 64% of Victorian not denigrate women. leadership they have been told to ‘take it ‘Female staff at our school are regularly working women told VTHC that they The majority of single-sex schools are as a compliment’. asked about their ‘family plans’ and are experiencing GV at work. Taking in our sector and in order to identify ‘I was surrounded by a group of graduate teachers are being told not to action can be as simple as putting up some of the issues facing women male students whilst on yard duty. The have children in the near future if they posters in the workplace or just having working in boys’ schools we spoke students were not overly aggressive, but want a career at the school.’ a conversation with the people you to IEU members. We asked them to it was intimidating and I felt extremely What can we do? work with. consider the behaviours and attitudes of uncomfortable. When I reported the We need to start talking about So, from our ongoing conversations the students in their care, the structures incident, the reaction was dismissive – as the issue of gendered violence in the in schools and in the wider community, in place in their schools to deal with if nothing had happened, and nothing workplace. Some members report that we know that schools need to respond these, and the behaviours and attitudes was done.’ much of the disrespect for girls and swiftly and, if appropriate, publicly when of their male colleagues. ‘Some male colleagues react badly if a women begins at home and when we issues are raised promoting awareness In the majority of boys’ schools more female makes suggestions or gives them speak with our boys we need to make that misogyny and gendered violence than 50% of staff are male despite the a direction. They also have a tendency them understand the consequences are not acceptable in any workplace. This profession being female dominated. to railroad discussions and constantly of seeing girls/women as inferior. can provide an education opportunity It was also noted that very few male disagree with female staff.’ Pastoral care programs that broach for staff and students, and will enable teachers teach regularly in the K-6 areas. ‘A group of year 10 boys told their sensitive issues like domestic violence female staff to feel more confident that, When it comes to positions of English teacher that she is not as ‘hot’ as and where it begins can also provide if they raise a matter, their concerns are leadership a number of responses the substitute teacher and she should avenues for discussion of what are often being listened to and that they can make indicated that, whilst there might be make more of an effort to look good.’ uncomfortable issues. a complaint without being branded a an even gender split, males make up ‘Boys often ignore female teachers School governing bodies need to ‘dobber’ or ‘weak’. a majority of student wellbeing and on yard duty and don’t listen or obey recognise the issues and provide discipline POLs (Heads of House, Year instructions. If a male teacher comes frameworks for their communities to Level Coordinators) and females are to ‘help’ (often yelling at the boys and tackle them. Schools have policies but more likely to be curriculum area undermining the female teacher) they they are often hard to locate or out-dated. leaders or Heads of Learning. listen to him.’ Policies around bullying, harassment

Welcome Farewell to Rupert! our long-time Organiser

upert Stephenson joined the Rupert’s values of serving others also hris Clarke joined the IEU as an make a difference to as many people’s Organiser Team on Monday 21 comes to the fore in his other role as a CFA Organiser in 2006, having worked working lives as he could manage. October, having finished his volunteer, with over 10 years of service, previously in a similar role at the Chris carried the same enthusiasm and Rtwenty-year teaching career the week including a recent deployment to assist CCPSU where he negotiated the wages and commitment into his work in bargaining before. He brings with him a wealth of with battling the huge blazes in NSW. conditions of a diverse group of workers in independent schools. He was never experience as a teacher of English and During his teaching career, Rupert was including scientists at the CSIRO. afraid of speaking truth to power. Humanities subjects and as a unionist the union rep for 18 of the 20 years he was At the IEU, Chris jumped straight in Beside his work in the union for all his working life. Growing up and in the classroom and throughout this time as the Organiser for ELICOS Colleges and movement, Chris has many passions. educated in Adelaide, he then taught in a he held several positions on regional and private providers as well as being the Among other things he’s a proud series of regional Victorian postings, from sector councils for both the AEU and the Organiser for several independent and family man, a committed member Shepparton to Cohuna to Maffra, before IEU. Most recently, he was a member of Catholic schools. of the Greens, a botanist, and the IEU an eight-year spell at Gippsland Grammar. our Committee of Management, and now The ELICOS and private provider sector resident photographer. He credits his long involvement with he is looking forward to working closely is a tough place to organise, as workers Chris decided in the past few months the union movement to his father who with you all as an Organiser. are often casual and the business model that it’s time for him to leave the IEU was a union Secretary in his university very profit-orientated - but Chris never so that he has time to follow his other days and who instilled core union values took a backward step. interests. He will always be an activist. in Rupert before he began working. So, His personal political and social We thank Chris for his work and you could say that Rupert was destined ideology meant that he was driven to commitment to our Union and wish to work for us. care and to do everything he could to him all the very best. Thanks, Clarkey. 5 December 2019 THE POINT

Gendered Violence training As workers, we all deserve to be safe at work. We’ve got to

he majority of IEU members VTHC refers to this behaviour as It encourages participants are women and they are ‘gendered violence’ and draws the to identify this concept in get off the more likely to be impacted link between gender inequality relation to their experiences. It Tby sexist attitudes at work. In fact, and the risk to safety at work. As demonstrates the link between a 2016 report by the Victorian it affects such a large cohort of small micro aggressions and treadmill Trades Hall Council (VTHC) and workers, gendered violence is an larger, more visible instances ‘We are Union Women’ found unsafe system of work and is an of gendered violence, while that 64% of women workers occupational health and safety creating an understanding of the DEPUTY SECRETARY experienced bullying, harassment risk. It can be addressed at work underpinning drivers. LORETTA COTTER or violence in the workplace, and by requiring employers to create The training organises unions 60% reported feeling ‘unsafe, a safe work environment. around taking action to stop uncomfortable or at risk’ in This approach is useful, as often gendered violence at work their workplace. we can articulate inequalities through an OHS framework. It asks It feels like we are running or discrimination based on sex, participants to consider how their faster just to stay still. but due to the pervasiveness and union or workplace entrenches The training entrenched nature of misogyny, unsafe systems of work for he academic program has barely finished in making change can be women, what the obligations senior years and exhausted teachers are providing unpacks the idea of more complicated. should be on their employer, and Headstart programs for the next tranche. This is on gendered violence. We are Union Women’s ongoing how the workforce can make Ttop of being available for managing the stress, questions, campaign to stop gendered this change, including tools for and practice exams of their student cohort over the term It encourages violence at work includes campaigning and resources. This 3 break. In primary schools, the daily and unrelenting training for unions and union could not be more relevant today. demand will go right up until the last gazetted day and participants members, which addresses this many teachers will come back well before school starts complexity. The team at ‘We are If you are interested in finding just to have a bit of clear mental and physical planning to identify Union Women’ cater training to out more about gendered violence space. And then of course there are the emails, texts, various audiences, including union this concept in training and about the process for meetings, continuous reporting, and the need for much officials and organisers, delegates, more support in the classroom. health and safety representatives bringing training to your workplace, relation to their contact your IEU organiser or email The results have been in for a while now – work (HSRs) and union members. intensification and the lack of any clear boundaries (read [email protected] experiences. The training unpacks the protections) about employer, parent, and community idea of gendered violence. expectations are demoralising our profession. It is not enough to love what you do; you need to be able to keep doing it in a way that doesn’t burn you out. We hold a cautious hope that employers are reading #16Days of Activism against the same research, hearing the same feedback, and gender-based violence coming to similar conclusions – that something must Save the Date be done. The NOUS Working Party is due to make 25 November to 10 December recommendations to the CECV Board for addressing IEU International workload at a system level. An international campaign to call for the prevention and elimination of violence against women and girls. Women’s Day Event 2020 Check our social media for daily updates on some of the wins for safe and respectful workplaces Thursday 5 March As a Union we will continue to fought for by our union. 5.30 pm – 7.30 pm push for enforceable provisions - 25 November is the International Day of elimination of violence against women The Barking Dog, Geelong in industrial instruments that - 10 December is Human Rights Day mitigate against the worst effects of work intensification.

Will there be a magic cure? No. But it will not be Farewell to our acceptable if there is no attempt to trial some different approaches, and to also promulgate and encourage Principal’s Organiser practices that are already working. We know that a combination of good and collegial leadership, clear processes to avoid duplication of work, continuity of planning, strategic, short, and well-run meetings, flexibility around timing of parent-teacher interviews, and support for teachers by removing data requirements, aureen Shembrey, IEU that every problem has a them to get out of their offices are some of the strategies already being implemented in Principals’ Officer, will solution. Her work was informed and start actually listening. She some workplaces. hang up her boots at by coming straight out of a is also worried that principals As a Union we will continue to push for enforceable Mthe end of this year to make long stint as a principal, having are so busy helping everyone else provisions in industrial instruments that mitigate the most of her new life down walked in the shoes of our that they don’t take time to help against the worst effects of work intensification. The on the beach in Anglesea. She members. She spoke their themselves. She urges principals most complex factor to address, however, is the culture retires at the end of a long career language and understood their to stand up for themselves more: of a school – is it characterised by effective consultation, in Catholic education both as pressures and has been a very to parents, to the community and collaboration and shared purpose, or is it top-down and a teacher and principal and empathetic, articulate advocate to decision-makers. heavy handed in style. We know that when we have a capping it off with 5 years at for them, both individually We’ll miss Maureen very much. strong union sub-branch, we have a mechanism to the IEU. A Foundation member, and collectively. She is great fun to be around, a ensure that consultation is not tokenistic, and that Maureen has also served Maureen would be the first generous friend and colleague, there is a collegial voice. as a member of the union’s to say the job of a principal is a and a committed unionist. We As the year winds to a much needed close, I hope that Committee of Management since very tough one and only getting wish Maureen all the very best all of our members get a chance to relax, refresh, and the mid-90s. harder. Citing lack of respect and in her retirement and thank her come back with our shared purpose of making What characterised Maureen’s support from system authorities, for all that she has done for the our workplaces the best they can be. work with the IEU was a she is concerned that those Union and our members. very strong sense of fairness making decisions don’t have a and justice, together with a clue about what it’s really like pragmatism and a determination out there for principals and urges 6 THE POINT December 2019

Happy Hall of Shame 2019 holidays Attracting and keeping staff can be a proper struggle. It’s even more of a challenge when you only pay a tad above minimum Award everyone wages and your working conditions are poor.

UNION PRESIDENT MARK WILLIAMS hen any employee can CECV ER Unit (again). I know – Gold!! Gold!! Gold!! walk over to the nearest we’re sick of hearing about the Winning the annual Hall of school and significantly Catholic employer representatives Shame Award is a double-edged As usual and as to be expected, Wimprove their income, turnover and their shenanigans, but the LSL sword of course. Yes, there’s is high. Some employers improve debacle really does ‘take the cake’. the Union has been working hard prestige, fame and notoriety. But wages. Some offer lighter In an attempt to ‘simplify’ the the pressures of stardom can throughout 2019 to resolve numerous workloads and other attractive payment of Long Service Leave, be taxing. What better strategy conditions. Not Sirius College. the ER Unit has created a monster. member issues and workplace then, than to deny that you Ever the font of creative new It’s so confusing and unfair that even exist? A prestigious private disputes, and so I thank our union approaches, Sirius has embarked members have been cancelling school in an oft-mocked posh on a bold new strategy to retain their leave rather than suffer the officers, union representatives, and suburb sent a teacher to China their staff: recently an employee nuttiness of the new ‘payment to teach in their VCE program. all members for continuing to defend gave notice of retirement and was rules’. One full-time employee They sacked him without notice informed that her resignation would lose nearly 60% of her worker rights in and around non- and, when the Union took up his was ‘refused’. We kid you not. weekly income if she went on cause, they played peek-a-boo government schools in Victoria. This is what they said: ‘We have leave. Another would get paid 4½ with the finesse of a 12-month appreciated your commitment to days’ pay for taking one day off. e have seen a significant increase in industrial old: If I cover my eyes, you can’t toiling tediously and ceaselessly, Arthur and Martha both know work and representation related to the VIT, the see me. The school’s defence was without hope of recognition or exactly who they are – except if CCYP and their intersection with reportable ‘it wasn’t us’. Seriously. They filed promise of reward, and we count they go on LSL. After nearly a year Wconduct allegations – and the IEU has supported many defences saying that they weren’t on your continued dedication of trying to help them sort it out, members through these processes. the employer. Months later and in doing so.’ the ER Unit has only dug itself in Recruitment continues as a priority for our Union and all the evidence filed, the ‘not This was a surprisingly honest even deeper. Their last suggestion we thank you for your work in growing our membership employer’ made a settlement assessment of our member’s was to make the scheme even in non-government schools in both states. With the offer that made our member very experience, but it overlooked more complicated and ridiculous. resources required for each campaign, individual dispute happy. But it was just a gratis the employee’s right to run out Despite endless assurances that or employment matter, sector and school agreements and gift of course – because they screaming and never return. ‘we really want to fix this’, activity, I thank you for continuing to focus on changing the had never employed him. Other While successive conservative they have spent the last 10 mindset of non-members in your schools. schools wishing to make gratis governments have attacked months not fixing it. Silver Our Union’s strength is in our hands - the greater and gifts to people they have never workers’ rights, they have medal performance. stronger our membership, the more likely our employers are employed should contact the IEU not (yet) re-legalised slavery. to listen, consider our position and act. immediately. In the meantime, the Honourable mention to Sirius Related to this, I hope that many IEU members have Hall of Shame for 2019 has been for creative endeavour. also been able to communicate their disdain to the secreted in the trophy closet of a For sheer bloody-minded various independent Senators at the federal government’s very shy private school. obstinacy, it’s hard to go past the continued attempts to attack our democratic rights and ‘union bash’ via the proposed ‘Integrity Bill’. Weakening unions can only cause further casualisation, low or no wage growth, and the dissolution of working conditions. While Agreements in Catholic schools are now ‘bedded down’, individual school EBAs have continued to be initiated Can your employer dock your pay? in independent schools this year and there have been countless meetings with various employers. Thanks to all of you who sit at the bargaining table – for your commitment, Not giving full notice of resignation? The solidarity, and determination to secure improvements. employer may not be able to withhold your pay Other continued successes come not just from the industrial scene but via the provision of relevant f you have quit but not how little notice you give your are covered by an Enterprise professional learning for the Union’s various constituents, given the period of notice employer, they can only penalise Agreement, the employer cannot and union representation in Federal and State jurisdictions ‘required’ under the Award or you up to a maximum of penalise you for failing to give of education decision making. IAgreement, you might not have two weeks’ pay. notice unless you specifically to forgo any pay. The Awards covering Support authorise them to keep the Two recent Full Bench Staff and Teachers in TESOL limit money yourself. This doesn’t Our Union’s strength is in our decisions have seriously the ‘penalty’ to one week – again mean that you get paid for any hands - the greater and stronger curtailed employers’ practice – only from wages, not from any period that you don’t work. It just of withholding employees’ leave or other entitlements you means that the employer can’t our membership, the more likely pay when they fail to give the are owed on resignation. That is, keep wages that you have worked our employers are to listen, minimum notice of resignation. if you are required to give four for because you failed to give the Exactly what applies to you weeks’ notice, and you give none requisite notice. consider our position and act. depends on whether you are at all (i.e. you just ‘walk’) the It seems that some employers covered by an Award or an employer cannot penalise you have a different view about how Thank you for your patronage at the many training Agreement. If this article is more than that one weeks’ wages this works under Agreements, but and development events sponsored by the IEU Victoria starting to get confusing already, from the wages you are owed. the Union is currently involved in Tasmania this year, and thanks also to those committed stop reading and call the Union If you are covered by an proceedings in the Commission individuals who have represented your interests on many for advice. Agreement, it may be that the which should resolve the education bodies associated with the CECV, TCEO, VCAA, VIT, Firstly, the Fair Work employer cannot penalise you at question. In the meantime, the TRB and our Federal Union. Commission has just varied the all for failing to give notice. Under IEU always encourages members My final thanks again in 2019 goes to colleague members Teachers Award. It reduced the the Fair Work Act, no employer to do the right thing when they of the Union Committee of Management, all our great IEU ‘penalty’ for not providing enough can deduct money under an can and give reasonable notice staff and the wise counsel offered by our Union leaders - notice to ‘an amount equal to Enterprise Agreement unless it when they resign. There are often Debra James and Loretta Cotter. the notice not given’ with a is ‘authorised by the employee’. circumstances where giving the I hope all members have a well-deserved holiday break maximum of 2 weeks’ pay. This The Fair Work Commission has requisite notice is fraught, or even and, as I express each and every year... please give a non- can ONLY be taken from wages recently re-affirmed that voting impossible. If this is your situation, member a Christmas hug from me! (not from leave such as long on an Enterprise Agreement is you should call us for advice. service leave). That is, no matter not ‘authorisation’. That is, if you 7 December 2019 THE POINT

Accessorial liability – how individuals REP PROFILE can also be liable for unlawful decisions Activism @ Aquinas Recently, a decision of the Federal Circuit Court found that a HR advisor played a key role in the unlawful dismissal of a worker who had complained about her pay and exercised a workplace right.

yoga instructor who was dismissed due to poor decision to terminate was made worked for Arneco Holdings performance and conduct. by the HR advisor in consultation Pty Ltd (trading as Om Yoga with the supervisor. The judge AStudios) told the court that she had found that the dismissal was requested her employer pay her The court found motivated by a desire to avoid the the award rates (Fitness Industry financial consequences which Award), and in response, her that the instructor’s would be suffered by Om Yoga employment was terminated and if it was required to pay to the she was instead offered work as an dismissal constituted instructor her due entitlements. Strength in numbers at independent contractor. adverse action and The judge found that the Aquinas College Ringwood. The instructor had texted her supervisor and HR advisor supervisor after checking the that the decision were each ‘involved in’ the laire graduated in 1992 with a Bachelor of Education. Award to notify that she had contravention of the general She recalls that this was during the dark Kennett concerns about her pay and to terminate protection provision of the Fair recession years, so she found herself 'Jeffed' out of rosters, stating that she realised Work Act and were therefore Ca job. Needing employment, she worked in retail whilst she may not have been paid or was made by the accessorily liable for the completing a secretarial course, and soon found work rostered correctly according to HR advisor in contravention pursuant to that in the head office of a gold mining company. After this, the Award. The supervisor did Act. The judge found that the several administrative and personal assistant roles not reply to the instructor’s text, consultation with instructor, a single mother, is saw her work in different industries: mining, software and, when she arrived for her shift entitled to compensation for development, recruitment and horticulture. After a that same afternoon, was told the supervisor. financial loss and hurt and retrenchment in 2001, she entered the teaching profession that her employment had been distress. The parties will make in the state sector. After eleven years there, she then terminated. The supervisor then However, the judge rejected submissions on compensation moved to Aquinas where she has taught for seven years. offered the instructor work as those arguments, noting that the separately. The instructor is Claire inherited the role of Rep when the previous an independent contractor – the company did not have a record of seeking $25,000 for economic Rep went on extended leave. She believes she was offer was for lesser hours and pay, any alleged misconduct or poor loss and psychological injury. chosen because she had been one of the more vocal which the instructor refused. Om performance. The judge also participants at meetings when discussing working Yoga dismissed the instructor and noted that the evidence was at Myers v Arenco Holdings Pty conditions and the growing expectations on teachers gave her a week’s notice, saying odds with this argument and that Ltd & Ors [2019] FCCA 3077 (29 and educational support staff. Claire believes that, if no that because she was employed texts and Facebook posts reflected October 2019) one is fighting the cause, then employers, in general, will for less than 3 months and still on that the company was satisfied take advantage and keep increasing workloads, erode probation, the employer could do with the instructor’s work. conditions and expand role expectations. as it pleased. The court found that the Claire sees the strength of the Aquinas College sub- Om Yoga attempted to argue instructor’s dismissal constituted branch being based on their solid union numbers, at the hearing that the instructor adverse action and that the particularly amongst support and administration staff. She recognises a core group amongst members who have strong convictions about fairness in the workplace. The biggest challenge for the Aquinas sub-branch is a common one, an ever increasing and overwhelming workload. Claire reports that both the large workload and New Governance model for size of the College leaves little time for union meetings to raise issues, hear anecdotal evidence and collaboratively formulate plans of action to address them. She sees the Victorian Catholic schools current workload eroding conditions at a rapid rate, ‘staff feel too busy to address the problems or come up with n Victoria, there are planned all but two of the schools (Catholic with Dioceses and order-run alternatives’. However, the members are not standing idly changes to the governance College Sale and Lavalla) came schools in this industrial arena by and watching their conditions disappear, they feel like model of Catholic schools under a single incorporated entity for several years and have built Wile E. Coyote trying to catch up with the Road Runner, Ipartially emanating from the (‘DOSCEL’). The IEU supported a lot of expertise around the ‘we just get within arm’s reach and then something else Commission of Inquiry into this change for several reasons, technical issues. prevents us from grabbing what is ours for the taking’. Institutional Responses to Child including that the employer Corporatisation of the Catholic Claire is not surprised with the results from the Sexual Abuse where one of the became a legitimate legal Church is inevitable. The Catholic joint IEU and CECV Workload Review. Excessive time key recommendations was ‘The entity, meaning that members’ hierarchy in Victoria has long spent on work at home has become a necessity to fulfil Bishop of each Catholic Church interests are properly protected insisted that canon law requires the basic requirements of the job. Claire believes that Diocese in Australia should and potential hurdles to legal the Church to devolve the control teachers are not choosing to martyr themselves, rather ensure that parish priests are not enforceability are removed. of schools to parish priests, but they are forced to because the administrative tasks the employers of principals and The Diocese of Ballarat the heretics in Sale and Ballarat, have increased and although ‘technology was meant to teachers in Catholic schools’. established a company and started together with the heathens in make our lives easier it has just made it harder’. Most These changes are also in to move schools across in 2019 but Tasmania, NSW and Queensland classroom teachers Claire speaks with worry about response to an announcement by was unable to get agreement from - not to mention the tearaways burnout. How long can they maintain this level of work? the Andrews Labor Government all the priests to do this in one go throughout the USA, most of How long can they stay teaching? How will they ever get that it will not continue to hand so the process continues. The IEU Europe and the rest of the world - through that pile of administrative work, that growing large sums of taxpayer money is also working with the Diocese of have taken a different view. They email inbox or that pile of correction? over to non-government schools Ballarat in this process. have all been prepared, to varying What Claire worries most about is how this excessive unless they establish a bona fide Recently, the IEU was degrees, to operate under common workload is affecting teachers’ ability to perform at the legal structure. It now seems briefed on the proposed legal law corporate structures. But while highest level in their classroom, prepare meaningful inevitable that there will be a structure that the Archdiocese canon law may be malleable, lessons and improve educational standards in our country. company to operate most schools of Melbourne will implement money is not: the threat of losing Despite all the administrative tasks, surveys, student data, in each Diocese by 2021. and undertook to provide details state funding has finally brought etc. we have seen a decline in our educational standards. The Diocese of Sale was of all the industrial issues that the issue to the forefront. Claire ponders whether it could be as simple as teachers proactive in this space, moving to the Archdiocese would need not having enough time to teach? a new governance model at the to consider. From the Union’s start of 2018. Under the new model perspective, we have now dealt 8 THE POINT December 2019 Independent Bargaining Round Up

Victorian Bargaining branch provided management with a broader access to arbitration under the camp allowance and inclusion of report and recommendations. Some dispute resolution arrangements. transitional maintenance of salary argaining at East Preston Islamic of those recommendations have been A first time EBA for Northside Christian for reductions in teaching load, paid College is progressing well with incorporated into the Log of Claims College Bundoora has just been approved compassionate leave and union delegate the parties hopeful of having in- and member reps are working hard to by the FWC - a great achievement by leave. The school has also included a Bprinciple agreement before the end of have greater transparency with regard IEU members at the school. ‘mental health day’ per semester (2 per the school year. The school has agreed to to workload in the next Agreement. year) that a staff member can access out many items put forward in the IEU Log Congratulations to the Bargaining Reps Tasmanian Bargaining of their personal leave with the inclusion of Claims with some good wins for staff, at each campus who continue to recruit of a ‘plan for the day to improve his or including increased paid parental leave and grow the IEU sub-branches across At Southern Christian College where her mental health.’ This allows the use of which will now count as service, and pay the school. staff rejected the option of being covered personal leave as a preventative measure increases from 2020 that will see the staff At Woodleigh School the IEU has by a deeply flawed multi-employer EBA, for wellbeing. being paid above VGS rates. proposed improvements to the General negotiations continue on a first-time The main issues discussed as part of Bargaining has commenced at Eltham Staff Classification structure via a higher Agreement. The IEU is working with negotiations on a new EBA at St Michael’s College. The Log of Claims, though not percentage (4%) each year and adding members to come up with a deal which Collegiate College centre on workload, lengthy, picks up on some issues from a new pay point to the top of each locks in decent wage rises but avoids including capping limits on face-to- the current Agreement particularly classification level. Our overall pay claim some elements of the multi-employer face teaching within the Agreement. in relation to part-time positions for is 3.5% and the school has offered only deal which staff saw as unfair. The parties have given in-principle teachers and salary increases. As with 2.5%. We are looking at a new mode of In Hobart, bargaining continues at agreement to match Band 1, Level 13 in the many independent schools, there seems employing instrumental music teachers Eastside Lutheran where a draft EBA Department of Education rates with the to be resistance to job share even though – with music staff being given a choice of has now been produced. Negotiations top of the incremental scale at Collegiate this is a very workable way to facilitate being casual on Victorian Music Teacher have been positive with the IEU looking as well as to increase paid parental leave, return to work for women after a period Association hourly rates or having more to extend many of the provisions of the domestic violence leave and the accrual of parental leave. secure ongoing employment with a Victorian Lutheran EBA to Tasmania. rate of long service leave. At St Catherine’s School Toorak, pay band that overlaps the classroom At Launceston Grammar the employer At Scotch Oakburn College bargaining has just commenced for the teachers’ pay structure. Another claim has offered all staff an interim wage negotiations have concluded on a new General Staff Agreement. The school important for General Staff is to include increase as negotiations continue at EBA for General Staff with drafting of is looking to work towards common a fair process for having positions re- the school. Sticking points look set to the new Agreement underway. There conditions that mirror those in the Teacher classified if staff are performing higher remain wages and the introduction of are agreed increases of 2.75% for the next Agreement. There is also some discussion level responsibilities. The employer a Consultative Committee which is a two years with separate negotiations about moving to one Agreement in the claim to require teachers with positions priority for staff. for 2022 and 2023. The school has also next round of bargaining. of responsibility to work during school The IEU has recruited new members reviewed classification rates, particularly The IEU is preparing to bargain at holidays has been withdrawn and at Launceston Preparatory School for teacher assistants, and has agreed Overnewton College with reps working argument continues around the school’s where a proposed EBA has been drafted to make a higher level available for together on claim development. At proposal to reduce the tuition fee and a tight schedule of meetings set for experienced staff at the school. There Kilvington negotiations are nearing discount from 50% to 25% for new staff. agreement to be reached. are improvements in parental leave, completion, but staff are concerned that At Plenty Valley International Bargaining has been completed at redundancy and compassionate leave. workload issues have not been adequately Montessori School bargaining is Tarremah Steiner with the proposed EBA addressed. This may delay the vote. progressing with coverage of the which will cover teachers about to go to One of the biggest issues for new Agreement to include infant the vote. The new Agreement includes members at Firbank is workload. care employees. At nearby Plenty salary increases of 10% over the next Last year the rep conducted an IEU Valley Christian College bargaining is three years, increases in redundancy, survey with all staff and the sub- progressing well with the IEU pushing parental leave, family violence leave, for wage increases for General Staff and

Draft teacher workload guidelines for Lutheran schools The need for teacher workload guidelines arose during negotiations for the 2018 LEVNT Enterprise Bargaining Agreement.

taff identified workload as That did not eventuate. In October identified some real concerns No cap on meeting duration. In Graduate teachers are only the key issue and wanted schools were told that the draft with the draft. These include: the government sector there is given a reduction in face-to- to have clear guidelines would be presented to them. This Proposed face-to-face teaching a cap of one hour face hours at the discretion Senshrined in the Agreement. The was before the union had even time is greater than in the Secondary Staff are expected of the principal Lutheran employers did not agree seen the draft let alone being government sector to do 20 hours per semester of Teachers’ hours are averaged to this. However, a compromise involved in any negotiations. Any Pastoral Care classes and extras which is excessive. Staff over the year. was reached when they agreed Since that time the IEU and chapel to be counted as half in Catholic schools only have a The IEU will continue to survey staff and negotiate LEVNT have met and begun time not as full time. i.e. One maximum of 14 hours per year discussions with LEVNT in order guidelines with the IEU. discussions around the content hour of Pastoral Care equals 30 There is no consideration given to try to influence the content of The union had an initial of the proposed policy. Teacher mins of face-to- face teaching. to class size caps, including the final document. The Union’s meeting in February this year in workload can be a very difficult The rationale for this is there is practical classes, VCE classes preference remains that many which the employer indicated thing to regulate, largely no preparation for Pastoral Care. or classes with students with workload measures like caps on they were ready to do some work because teachers do not have However, where teachers are special needs face to face teaching, limits on in this area. The original timeline defined or set hours of work. expected to attend and supervise, There is an expectation of 160 extras and caps on meeting time agreed to add LEVNT negotiating The LEVNT policy is a step in the the IEU believes it should be fully hours co-curricular activities are included in enforceable EBA’s with the union in July of this year. right direction but the IEU has counted as part of SCT. per semester rather than in policy. 9 December 2019 THE POINT

Getting ready to bargain Long Teachers at Ability English campaign for Melbourne are getting organised. a fair Teachers’ Agreement at Al Siraat College continues Following the employer’s refusal to offer meaningful compromise on any of the key issues for IEU members at the College, the IEU lodged a ver the last few months, we or poor quality of technological and education. Unfortunately, too often bargaining dispute at the have seen an explosion in teaching resources. Chances are you’ve the conditions described above act teachers choosing to join the experienced one of these, if not all. as obstacles, affecting the teachers, Fair Work Commission. OIEU at such a rate that now 60% students, and the industry altogether. of teachers are IEU members. We However, in an industry overlooked hile the College did make have had some small but significant Anyone who works for so long, there is progress being some small improvements victories, and we are putting together made. News of the success of Kaplan to its offer in front of a WCommissioner, it quickly became clear a Log of Claims outlining changes or has worked in the EBA (with significant gains in areas that Ability’s teachers would like to such as pay and job security) has that these would not be adequate to see in a renegotiated EBA. We got the ELICOS sector will be emboldened us to improve conditions get bargaining back on track, so it was ball rolling by taking up small issues, familiar with a set at Ability English, as has the news of agreed that Al Siraat would present its such as challenging a request to pay other schools doing similar work. As draft Agreement to staff for a vote. for our own door fobs – something we of poor employment positive as this may be, it is the ELICOS This draft contained salaries far successfully took up with the help of sector itself, and not any individual behind the industry standard, coupled the IEU and helped build the reputation conditions that school, that needs to change. For that with deeply inadequate annual of the union. We started having small reason, we want to send our solidarity increases and, most concerningly, a meetings with like-minded teachers seem standard at to all teachers in the industry and poorly-defined ‘barrier’ to progression off-site, slowly building the numbers of many ELICOS schools encourage you to start the conversation up the incremental scale without any union members. The atmosphere is one with your colleagues. You might be guidelines to progression or right- of optimism, which is not a feeling felt regardless of size, surprised. Many of our co-workers of-review – something that has no often in this line of work. didn’t need much encouragement to precedent in any Victorian school. Anyone who works or has worked in reputation and cost. join the union. A great number were Amongst other concerns, this draft the ELICOS sector will be familiar with a just waiting to know that they weren’t Agreement completely failed to address set of poor employment conditions that We have both worked in this sector alone in wanting change. staff concerns about the inadequate seem standard at many ELICOS schools for a considerable time, and despite Orlando Forbes and Emma Dook, 10 days per year of personal leave, and regardless of size, reputation and cost. the presence of these conditions, it also Ability English Reps. instead of genuine paid maternity leave The precarious nature of the work, the seems standard to find the industry offered only an ‘allowance’ equivalent tendency for employers to cut costs to staffed with intelligent, educated, Check out the new ELICOS section to 1 week of salary. the detriment of both staff and students, caring and passionate teachers who on the IEU web page under ‘Pay and In short, the draft was not not properly recognising service, are invested in their students and are Conditions’ - www.ieuvictas.org.au only completely out of step with bare legal minimum pay (or less!) passionate about providing quality the industry standards set by government and Catholic schools, but also a long way behind the genuine improvements to salaries and conditions being won through good-faith bargaining in other Islamic schools. In addition to locking MUFY deal finally done! teaching staff at Al Siraat into sub- standard salaries and conditions for years, it would have set a new low Teachers at Monash University for Victorian education, a very poor Foundation Year (MUFY) have voted 100% precedent for our industry. The IEU sub-branch campaigned YES to a new EBA negotiated by the IEU. effectively against this draft,and, when put to the test in mid-November, it was comprehensively voted down by a hilst pay outcomes teachers will now have access system and seek to reduce the Teachers can choose to margin of 35 to 18. are on the low side – to Study Leave including workload impact on teachers. go part-time within two This strong result sends a clear four lots of 2% (8%) financial assistance. Sector Leading years of retirement AND the message to the employer that teachers Wplus $1000 bonus over 3 years Workload issues have employer will keep making at Al Siraat are determined to achieve Leave Conditions – there are some excellent been difficult, like they are There will now be 20 weeks superannuation contributions an Agreement which gives them the improvements in employment in all schools. We have made paid parental leave with up at the full-time rate. respect they deserve. The IEU has conditions that will lead it clearer in the EBA that to 40 weeks at half pay. There These were long and written to the College asking for an the way in the University teachers have the choice not are up to 20 days paid family difficult negotiations, immediate resumption of bargaining foundation year sector. to be on site when there are violence leave per annum and the IEU would with the intention of negotiating a MUFY can have up to 30% no scheduled duties, and with other support if needed. like to thank our great fair outcome which is capable of being of teachers on fixed-term there is a new workload A new form of purchased bargaining representatives supported by staff. contracts – but now contracts management clause. leave is available where – Kylie Bennett, Margaret will generally be for two Assessment load has been teachers can access Mercovich, Guney Dogan years and teachers must be reviewed and assessment additional non-attendance and Nathan Lyon. given another contract if the tasks reduced. A joint working time leave and spread the work is there. Fixed-term group will examine the extras cost over 12 months. 10 THE POINT December 2019

2019 the year in review Education and professional issues Tasmanian Catholic sector

he IEU continues to advocate process and the accessibility of his year saw the implementation around the use of limited-tenure contracts, strongly on behalf of its information by increasing the of the 2018 Enterprise Agreement particularly for teacher assistants. It is members on a wide range data sharing capability of the TRB. in Tasmanian Catholic schools. The apparent that the TCEO wants to try to be Tof education and professional Twage increases continue to be tied to proactive around this issue – they have issues at both state and federal NAPLAN Reviews teacher increases in the government sector started a process of educating principals levels, including legislative Members in Victoria and (2.35% in 2019), but the real wins were and have requested more time. We have reviews, policy development Tasmania participated in our in conditions, which included: struck a balance by not actively seeking and implementation, and other national NAPLAN survey, Improved conditions limiting the use of out breaches but filing disputes where advocacy activity. providing some powerful casual and fixed-term employment members have raised concerns about The union represents members information for the IEUA Better controls on the use of Probation their contracts. in key government and employer submission to the NAPLAN Paid parental leave increase from TCEO forums and advisory bodies, as Reporting Review undertaken 12 to 14 weeks well as plays an active part in Access to LSL on termination after 7 years’ The IEU has had a positive and co- by the Council of Australian operative relationship with the Director, the work of our Federal Union, Governments. service and re-crediting of any personal the Independent Education leave taken during LSL John Mula, who announced recently that he Union of Australia (IEUA). A new Level 13 for teachers would not be renewing his contract beyond Some brief highlights: Continuous Assessment Primary Teachers’ instructional load the end of 2019. John took up his role five and Reporting reduced from 23 hours to 22 hours years ago at a time when members had This has emerged as a workload Extra 2 hours of support for every class been involved in a historic and protracted Victorian Institute concern across the board in IEU’s that exceeds 29 students industrial dispute in bargaining. His of Teaching Councils and reference groups $60 per night camp allowance. Schools approach to industrial relations and the 2019 has seen some significant have been examining the key must make appropriate arrangements to Union was certainly very different from his changes to obligations on workload drivers, with a view to recognise camp commitments, such as predecessor’s. We wish him well in South registered teachers that have the development of IEU practical late starts, time in lieu Australia where he takes up a Deputy resulted from changes to policy and guidelines for sub- Simplification and improvement of Director role. the Victorian Education and branches. Positions of Leadership allowances Training Reform Act which More paid school holidays for teachers have been introduced to bring Nationally Consistent who work less than a full school year into alignment the Working Collection of Data on School A new Level 3 for specialist with Children Check System. Students with a Disability teacher assistants The changes in legislation have The introduction of the NCCD Better security of hours for part-time resulted in a significant increase to calculate the students-with- teacher assistants in member advice and assistance disability loading in recurrent Reimbursement of the WWVP Fee for needed by members. funding for schools has had support staff who earn less than $45,000 a significant impact on how IEU Reps entitled to two days of Union Tasmanian Teacher schools receive funding, and on training leave a year. Registration Board the expectations, judgement As we predicted, 2019 has seen us start 2019 continues the significant and workload of teachers to move into organising and enforcement increase in provisionally and principals. The Union registered teachers applying for has developed a tool to assist full registration. This increase individuals and sub-branches to has been largely driven by identify specific teacher workload the financial incentive of an drivers and the hours spent Education support additional pay step at the top of undertaking the various recording his year has seen another good year also ran the Difficult Situations face-to-face the teacher scale accessible only and other evidence collation of growth in ES membership. With seminar again, it is always popular and very by fully registered teachers in required, as well as meetings Organisers working with our Education useful. Our reclassification workshops are both the government Teachers’ attended. The IEU will continue to TSupport Staff Officer Tracey Spiel, the focus always well attended as ES staff come to grips Agreement and the Tasmanian work with sub-branches to tackle on support staff issues has been vindicated with the reclassification process. Catholic Agreement. The IEU has aspects of increased workload. also made a submission to the with great outcomes for members. Many ES staff in independent schools are government outlining concerns In 2019 just under 500 ES staff have been still not at parity with their government or about aspects of proposed recruited to the IEU. This cohort is growing Catholic counterparts. Some are on Awards amendments to the registration in numbers year on year as support staff where their wages are significantly lower are being engaged in what it means to be a along with other terms and conditions that part of their union. Engagement is critical are below par. Recruitment is essential to with support staff, and there has been good lift our density of education support staff, feedback about having Tracey, who has particularly in the independent sector. extensive experience in the ES sector, being We have had some solid achievements available for conversations and meetings. in improving the wages and terms and The perennial issues of fixed-term conditions for support staff in contracts and incorrect classification levels independent schools. – especially in Catholic primary schools – is So far this year Tracey has made 125 being fought on a school-by-school basis school visits across Victoria and is still with very good results. whizzing around the state. She has been up Education Support Staff are looking for north in Wangaratta, Yarrawonga and other relevant PD. We have been able to increase spots in the beautiful Murray River region the offerings this year particularly through together with a visit to Gippsland. If you the Teacher Learning Network. Learning didn’t get a chance to book her in to meet Support Officers accessed four workshops you and discuss your issues, there’s always in the last term break in great numbers. We first thing next year! 11 December 2019 THE POINT

Rep training Early career teachers

eps from across the state gathered at the and supported rep in each of our workplaces. IEU office in Southbank for Term 4’s final In addition to the eight sessions delivered Initial Rep Training session for the year. in Melbourne, we also ran rep training in RReps were welcomed by General Secretary Mildura, Wangaratta and Bendigo. Debra James who spoke about the work of Tasmanian rep training was scheduled the union and the importance of reps in our alongside Tasmanian Council, expanding success as a union, as well as bargaining the training program to two days for those across our sector. in the Catholic sector. Whilst reps responded Participants, including for the first time a positively to the program, attendance was significant number from English Language lower than it had been in 2018 with some reps Intensive Courses for Overseas Students citing the logistical difficulty of attending two (ELICOS) settings, then had time to focus on consecutive days of training. he term ‘Early Career’ our audience. Additional to PD in building their understanding of the structure If you are a Rep, and have yet to attend a encapsulates teachers in the Pub, we offered a series of 10 of the IEU as well as skills and tips for training session, mark the following dates their first three years in online webinars specific for Early successfully handling the different facets in your diary: Tthe profession. In 2019, almost Career teachers. The series, ‘Top of their role. Term 1 2020 Rep Training Dates 300 graduate members joined 100 Tips’, provided fundamental Rep training continues to focus on planned so far are: or converted from student PD on a range of topics including engagement and empowerment within membership. This year, the IEU differentiation, looking after the union, at the workplace level as well as IR201 Tues 3 March Week 6 9:30 - 4:0opm hired a Project Officer and trialled yourself, lesson structures and more broadly. Training provides insight into several new strategies to build sequences, and more. approaches for building both the numbers AR201 Weds 4 March Week 6 9:30 - 4:0opm engagement, recruitment and The IEU continues to attend and strength of our union in ensuring a retention of early career teachers. all VIT seminars for provisionally professional member voice is active in all ER201 Thurs 12 March Week 7 9:30 - 4:0opm Our conversion period at the registered teachers (PRTs). This issues impacting members. The day finished beginning of the year was highly year we also provided a day-long with reps making plans for priorities at their successful, enlisting over 70 workshop for PRTs to get specific workplaces. It was great to see new and graduate members via phone help working on their portfolio enthusiastic faces ready to take on such an calls, text messaging or email. In requirements which was very important workplace role. 2020 we will work more closely well attended. Over the course of the year, over 130 with the AEU for graduate Our Project Officer developed reps attended a Rep training session. With conversion to maximise resources and facilitated PD focusing on most IEU reps in their third year of their and reduce doubling up of labour. legal liability for beginning elected position we predictably saw fewer Following on from 2018, we teachers in schools. These reps attending initial rep training this year. have continued to run the PD in sessions ran on-site at schools and Overall 213 workplace reps have attended the Pub sessions with speakers covered basic information about some level of rep training so far during their Glen Pearsall on ‘Behaviour employment rights, the role of the tenure and, whilst this is an improvement Management’ and Karen Dymke IEU, duty of care responsibilities, from past figures, we continue to work on ‘Strategies to Create an and complaints about conduct. towards having a suitably trained, engaged Engaging Classroom’. The IEU In Geelong, Wodonga and continues to offer these sessions Wangaratta they were run off-site for free in conjunction with the and were attended by local early AEU. They are purposely informal career teachers from multiple Safer workplaces: union work is OHS in nature and held across Victoria schools. The sessions were open and Tasmania mid-week after to both IEU members and non- nsuring that our workplaces are their duties under the Act. This is especially school finishes. members and proved to be an safe and healthy has always been important given the far-reaching impacts In 2020 we will continue effective educational tool for one of the fundamental roles of that stress has on members’ lives. to run PD in the Pub with the younger workers understanding Eunions. Occupational Health and Safety In recent years the prevalence of stress- AEU; however, we are looking the role of unions. We gained over regulations are enshrined in Australian related injuries has increased in our sector at restructuring the program to 40 new and informed members law to protect workers. and we continue to provide strategic advice, minimise costs and better target through these sessions. One key characteristic of a strong, well- guidance and support for a significant organised and safe workplace is that the number of members dealing with issues such workplace has an elected health and safety as anxiety and depression. representative as well as an elected deputy. The number of WorkCover claims citing We recommend they be union members. psychological injuries presents issues in Their role is to ensure that employers comply getting approval from insurers and agents with OHS standards and regulations. because, by their very nature, mental or At the IEU we have continued to train psychological claims are more complex to and empower our health and safety reps diagnose, manage and overcome. Despite through an intensive 5-day initial health and these inherent difficulties a number of safety representatives’ course, as well as the WorkCover injury claims related to anxiety WorkSafe developed OHS refresher focused and depression have been accepted by the on occupational violence, a hazard which insurers. The IEU is advocating (alongside presents serious risks to the mental health VTHC) for a number of changes to the of all employees. We receive very positive relevant Act that will assist our members. feedback about this training so look out for 2020 dates. The ‘health’ component of health and safety is finally being recognised and employers must identify and understand 12 THE POINT December 2019

Student Teachers: The year in review The Union’s student teacher program is an important early point of contact for those entering the progession.

he program ensures that no matter attracted strong interest and resulted in what sector a graduate secures work overwhelmingly positive feedback from in, and no matter the strength or participants. We are indebted to the panels Totherwise of their sub-branch in their of principals who generously give up a school, they are aware of the breadth and portion of their holidays to pass on ‘from importance of our work. the horse’s mouth’ what attributes they Of course, university student teacher value in their graduates and how to stand cohorts are also extremely large, which out when applying. presents challenges and opportunities in We are constantly looking for ways equal measure. Therefore, the IEU offers to connect more directly with students a range of workshops, seminars, events rather than only via their lecturers, many and conferences on various topics from of whom are increasingly transitory with a legal liability, employment conditions, high turnover. This includes working with teacher registration, to job application and existing student union structures, as well as interview techniques. Our wide exposure exploring more efficient use of technology. ensures a high number of student members Our demographic member data suggests who we can communicate with about the that it is a continual challenge to attract benefits of becoming a financial member and retain young members, especially in their graduate year, the number of which when the beginning teacher attrition rate has increased in recent years largely thanks is so high, so this area of our activities to a comprehensive communications remains as crucial as ever. strategy, including text and phone contact. Our ever-popular annual Student Teacher Conferences in Melbourne, Hobart and Launceston have once again

CAREER CORNER What’s your X-Factor? No matter whether you are seeking your first job, or an experienced practitioner looking for a new challenge, it is important to make yourself stand out from the pack.

hen applying for Teachers are like high-end watches in Substantiation different beasts. In short, claims that a job, two questions this regard. We can take for granted that We have already established that it pertain to the quality of your pedagogy stand out: we are passionate about what we do. That is pointless drawing attention to your or student engagement are high- W How do I differentiate myself we have above-average interpersonal passion and commitment to ‘life-long worth claims that many make but few from all the other teachers? and communication skills and thrive in learning’; that barely gets you in the front substantiate. It’s not as if you can send How do I substantiate the claims I’m a team environment. We also gain little door. Rather, you need to substantiate your someone a video of you actually teaching! making in my application documents? advantage by talking about our multiple claim that without you in their fold they, The table below gives some ideas of Both points represent a significant chal- qualifications and subject area knowledge. and more importantly their students, are how you might substantiate some of lenge, not just for early career teachers, In other words, none of these are Points of missing out. Again, in sales and marketing your claims that elevate your candidacy but also for more experienced practi- Difference. terminology, you are creating FOMO! above your competitors. tioners who are applying for classroom How, then, do you ensure that your CV Clearly, when it comes to providing Hopefully, if mindful of these teaching roles or leadership positions. stands out in a pile of job applications? evidence to back up your claims, some strategies, you will be successful The answer depends on a) your strengths The first question goes to the heart of claims are more easily substantiated than in conveying your X-Factor and in and b) your experience/longevity. The developing a point of difference, whereas others. Climbing Everest or competing at demonstrating your capabilities. Couple front page of your CV will highlight your the second addresses the challenge of the Olympic Games would, one imagines, this with a clear iteration of your Y-Factor USP, much as the front cover of a magazine demonstrating on paper (or, at least, at be easy to substantiate and too audacious and an avoidance of Z-Factor and you are the application stage) that we have done highlights with a photo/headline and to pretend! On the other hand, creating well on the way to a new career! what we have done as well as we say caption in big, bold font the story they rapport with your students or having we’ve done it. expect will sell the most copies. USPs from continually received outstanding feedback attendees of IEU career workshops have from parents and colleagues are quite Differentiation included: In marketing terms differentiation is Summiting Mt Everest known as a Point of Difference, or Unique Representing Australia at the Claim Possible substantiation Selling Point (USP). The concept applies Olympics Outstanding rapport Heavily involved in co-curricular activities as much to positioning yourself for Coaching 1st XI hockey with students prospective employment as it does for low Orchestral member of the MSO Highly-effective Attendance at Professional Development fat yoghurt, full-fare air travel and high- Amateur dramatist behaviour management Extracts from classroom peer observations end watches. It is all about promising Speaker at international conferences strategies something that only you can deliver at Former merchant banker Give examples: e.g. extensive use of names, 3-step plan that particular price point. Yoghurt brands Contestant on a televised game show Habitual contributor to Include examples of units of work talk about full flavour, percentage of Students have attained superior team planning Give an indication of the challenges and outcomes real fruit, sugar content. Deluxe watch VCE scores List PD attended brands take for granted that they keep Accompanied school tours to Committed to self- improvement time accurately, so talk about their exotic locations. Give an example of constructive feedback from an observation and how you have addressed any concerns timelessness (ironically!), their design, the As you can see from the above list, rare-earth metal casing and the depth to what your USP is matters less than how Demonstrated use of Give specific examples of students (de-personalised) across the which you could dive with them on. If you you position it as a point of difference, differentiation strategies spectrum of abilities that you have supported were a dolphin. and then how you substantiate it, which brings us to the second point. 13 December 2019 THE POINT

YOUNG WORKERS Empowerment through education I didn’t know what a union was until I was 25.

rior to teaching, like many other or solidarity strikes as a child or teenager. Agreements sit above the wages and of learning and are highly skilled at young workers, I moved within This left me vulnerable and susceptible conditions in the Award and are union transferring knowledge. Talking about and several industries on casual or fixed- to exploitation as I entered the workforce. negotiated. For example, a graduate teacher understanding where our employment Pterm contracts and I never encountered a When I finally learned that I had rights and in a school operating on Award conditions rights come from should be part of every union rep or saw an Enterprise Agreement. could enact them and protect myself as a can get as low as $54,000 per year, whilst new workers’ induction to a workplace. As a hospitality worker I experienced member of the union, I became extremely those in schools covered by the Victorian In 2020, I would love to come assist gendered violence at work from both passionate and driven to share this Catholic MEA are currently paid almost you in helping your new employees employees and customers; in retail I knowledge with other workers. This year $70,000. Likewise, those on the NES get understand their rights at work, including had shifts cancelled on me and often I have been helping early career teachers one year of unpaid maternity leave, whilst their legal responsibilities and the role of couldn’t make ends meet; and as a nanny by visiting them at schools and regional those on the Agreement get three years the union. I was underpaid in cash and gained no pubs to explain their basic employment unpaid leave and 14 weeks paid leave. If your school has new staff coming on superannuation. Across these jobs, I was rights and the role of the union. Knowledge All workers can find their employment board next year, please get in touch with employed on a casual basis and had no is power, and when we share our rights in either the NES, the Modern Award the IEU to schedule a time for Jacqui Scott leave or access to other entitlements. understanding with each other we are or the relevant Enterprise Agreement. or your IEU organiser to come visit. building a stronger, more empowered Workers covered by Agreements have Unfortunately, this is the norm for many Are you a worker under 35 who has a young workers who experience precarious movement of workers. better pay and conditions because their workplace or sector is highly unionised, similar story to mine? Would you like work well into their thirties. I often fantasise What are your employment rights? and they have the ability to negotiate with to join a young workers’ group to help about returning to the café I worked at and If you work in a Victorian Catholic school, the employer through the union. make our voices heard? We’d love to pulling up the boss who threatened my you are covered by The Victorian Catholic Sharing this information and hear your ideas as we continue to get employment and made me cry for taking a Education Multi-Enterprise Agreement normalising conversations about our this off the ground. Please email Jacqui sick day – if only I’d had the knowledge of 2018. If you work in an Independent school rights is a fundamental step in unionising at [email protected] my employment rights at the time. you may also be covered by an Agreement, young workers. As a union of education I wasn’t taught about unions in school but if not the Award and the National workers, we all understand the power and I didn’t experience collective action Employment Standards (NES) apply.

Launching Your Career Student Teacher Conference

On Wednesday 13 November, the IEU held a free half-day student conference on the topic of ‘Launching Your Career’ as an educator.

ur student members delved into – Sessions were informative and some basics about employment helped me in deciding what schools rights in our sector, going over to apply for. Othe differences between the National – As an intro to the IEU, it was useful Employment Standards (NES), the Award to hear a range of voices. The and an Enterprise Bargaining Agreement. introduction to agreements/unions Jacqui Scott, our Student and Graduate practically filled a knowledge gap. Recruitment Officer, discussed what the education unions do to ensure graduate – [I received] good feedback and advice teachers are supported in establishing a on CV writing - helped to clarify successful and secure start to their career. where I need to improve Steve Whittington, IEU Organiser – All sessions were engaging and and our resident expert on CV writing, extremely helpful - thank you! provided our attendees with the key to – The overwhelmingly positive a striking and effective CV. We all know feedback is a great sign that we are how difficult this part of job hunting can on the right track with helping these be, so we hope these student members pre-service teachers get the best start now have the necessary tools to stand to their career, while constructive out in their applications. advice will help us tweak and Finally, John Connors, IEU Foundation improve our next student conference. Member and ex-Principal of three Victorian Catholic Primary Schools, – Thank you to our presenters for skillfully answered all our student their willingness to share and to members’ burning questions during our participants for their eagerness his Q&A session. Students got to ask to learn! We hope these young and questions about the screening and passionate individuals will continue interview process from a principal’s their involvement in the union for point of view, as well as to enquire about many years to come. what support they are likely to receive as a graduate educator. Our diverse and enthusiastic group of student members who attended that day provided us with invaluable feedback: 14 THE POINT December 2019

LABOUR HISTORY MEMBER REFLECTION Matildas Strike 2015 Uluru – educating Our national women’s soccer team, the all Australians Matildas, recently In 1982 my great Uncle returned from achieved equal pay with a trip to ‘the Rock’. As a grey nomad their male counterparts he had auspiciously chosen this trip, through the negotiation for then it was the equivalent of a of their new Collective pilgrimage to Mecca, in the dead Bargaining Agreement. Teresa Polias heart of Australia. his is an incredible achievement their below minimum wage contracts tories were told and the perennial read the signs many people decide not to for equality, but it wasn’t one of as low as $21,000 a year suddenly question was asked: ‘Did you climb climb’. He spoke of the reasons that the that was freely given by their had no income. the Rock?’ On 26 October 2019, the custodians do not wish people to climb Temployers. It was an accumulation Back in 2015, equal pay was never on Sclimb closed. and asked: ‘For you who have experienced of victories won through solidarity the cards. Players were simply asking As a teacher I have travelled to Central the desert for over a week now, what between male and female professional for a base salary of $34,000 a year – a Australia many times, taking students would you do?’ To a person, the students players that even escalated at one salary that would barely take them on a journey of immersion into the not only said they would not climb, point to industrial action. above minimum wage. culture and landscape of the country but would spread the word about why Their strike action in 2015 drew Midfielder Teresa Polias is one of the that belongs to the Yankunytjatjara, visiting Uluru meant so much and how a line in the sand. The players, with players that went on strike. A full-time Anangu and Pitjantjatjara people. irrelevant it was to experience the climb. the support of their union the PFA primary school teacher, she was at the They were journeys that deeply In one short statement he had (Professional Footballers Association) mercy of the goodwill of her school in affected all participants. We gained new forgiven the collective ignorance of us turned down the opportunity to order to take time out to prepare knowledge where teachers and students and our families and drawn us into participate in a prestigious tour of for the World Cup. of Melbourne schools became equal as a greater understanding of actions the United States after negotiations Female footballers from across the learners to Yankunytjatjara, Anangu that sincerely affect and benefit the with their employer, the FFA (Football world are beginning to realise that and Pitjantjatjara people’s stories and traditional owners of Uluru. A model Federation Australia), had stalled. their product is popular enough that wisdoms. As ignorance washed away of respect we could repeat in all They decided to sacrifice a tour of they can withdraw their labour to put from our pre-formed views, one of the communities in Australia. It was clear the World Cup champions in front pressure on their employers to pay realisations was that we could seek with to us all who the owners of Uluru are. It of large crowds – 60,000 tickets had them a living wage. In 2017, the Danish hope to be benefactors of their stories. was clear who should decide on setting already been sold for their tour before national team forfeited a crucial We learned and we grew. Strong bonds the rules of the park. It was clear that they decided to strike - in order to World Cup qualifying match during of friendship began and experienced it is ‘not a right of all Australians’ to participate in industrial action to fight a dispute with the Danish Football realities of the generosity of these climb. It was clear that no-one should. for minimum wage contracts. Federation. This dispute was resolved people became understood through lived But I stress that it is a journey to take, with the Federation offering increased experience. to experience and learn from the investment and a 60% wage increase Towards the end of the trip, students traditional owners of the land, whether In any industry, it is for players. More recently, in October would visit Uluru. Many cameras were it be for a few days, a week or longer. this year 93% of players in the Spanish already stowed away, if not already Walk around the rock and learn some workers that must top division voted to go on strike in broken by the desert sands. Students of the ancient stories. As put by the order to achieve a basic wage above waited patiently to learn about the chairman of the park board, Sammy use their collective the Spanish minimum wage. people whose lives have been so Wilson, in 2017: ‘We want you to come, strength to bring In any industry, it is workers that connected to this place for millennia hear us and learn. We've been thinking must use their collective strength to past and now. about this for a very long time.’ about change. bring about change. As the Matildas One of the local community guides have shown given the success of took us to the base of the climb and The players came to this conclusion their recent equal pay negotiations, we read about why people were asked after their payments stopped coming sometimes strike action is needed not to climb. He spoke to us and said: in July, just after they had achieved to achieve the basic pay that a full- ‘Many people have come to Uluru with Australia’s best-ever finish at a World time job deserves. Through collective the intention of climbing and we don’t Cup. The FFA argued that their CBA bargaining the Matildas now have the blame them for this, as they don’t always had expired and therefore so had tools to continue to inspire the next know why they should not. When they their payments. Players who relied on generation on and off the pitch. 15 December 2019 THE POINT

Trauma-aware teaching Your union responding to Children who have experienced trauma and disruption come to experience relationships your professional needs as sources of real and potential threat. In response to overwhelmingly positive heir bodies are over-balanced to always known: all students can and feedback from the initial webinar offerings in danger. It permeates the tension will learn with a teacher that believes in their muscles, the rhythm of in them, and that time spent on 2018, the IEU Victoria Tasmania is expanding the Ttheir heart-beat, their breathing, their teaching skills such as how to regulate partnership with the Teacher Learning Network digestion – the very feeling of their their emotions and allowing time to to over 30 programs in 2020. body. There is little opportunity for find their strengths will return tenfold their physiology to rest and regenerate. in student data.’ They are tired. They have little energy The overwhelming conclusions from he response to the pilot project with students with additional learning to adapt to new environments and new the research and the practitioners is in 2019 was so strong and so needs, writing reports and newsletters information. They struggle to learn. that ‘Trauma-aware practice offers a positive that we have invested and handling difficult conversations. Tmore resources into supporting your 4. And graduates – your union is there for So much so that they come to resist path of refinement for our teaching, change. They lock down their range of our professional and our own personal professional development in 2020. The you with a group of courses designed responses to the forms of action they journeys. As a community, if we can program will cater for the needs of a to support you to thrive in your first have always taken just to survive. They reach and teach the most vulnerable wide group of IEU members. year and most importantly to get that shut out the world, and in particular students, then we can reach and teach These professional development inquiry project completed and achieve others who may be threats again. everyone’. (Tom Brunzell, Director of courses are all online, all free and IEU full registration. These are words from Joe Tucci, Education Berry Street) member-only. By offering them online Chief Executive Officer of the When you raise this issue in the union is ensuring that members from These courses are free and only Australian Childhood Foundation. Does your team or your staffroom you Wodonga to Wynyard, and from Mildura available to IEU members. this resonate with your experience may well be greeted with a slightly to Mallacoota can access the professional Check out training emails early next of children in your classroom? Do sceptical or even cynical response development on an equal footing. year, the website, Facebook, and the you experience children who are about trauma-aware teaching’ being In 2020 you will find: first edition of The Point in 2020 for struggling, whose behaviour is outside another fad. Persevere through this 1. A comprehensive leadership more details! of your expectations in the classroom, initial resistance, because there is program designed to support the who demonstrate aggressive or an emerging science and practice ongoing development of new and Testimonials resistant behaviours? If so, I encourage behind trauma-aware teaching. merging leaders. The focus is on skill development to support new leaders – Can I just commend the IEU for you to get hold of the upcoming Trauma impacts on a person’s physical, giving TAs access to a quality set edition of the TLN Journal. neurological, emotional and social to build their confidence and to develop the skills to be collaborative, of webinars. I found them very The Teacher Learning Network has development and will have devastating beneficial with great presenters. produced the journal in partnership consequences for their learning. Once team focused leaders. with Berry Street Education. Berry again from Tom Brunzell, ‘childhood 2. A program of 11 courses that will – I wanted to thank the Union Street have drawn on a wide network trauma disrupts the brain’s ability to appeal to all teachers in all schools. for arranging the four excellent of teachers, researchers and specialists effectively connect and to integrate the There are three central elements in seminars from TLN. They had to present to the education community, body. These disconnections can make this program: excellent, classroom relevant content a collection of articles that will inform learning impossible’. As teachers we an exploration of high-quality and were well presented. I gained you about teaching students who want to make a difference; students teaching practice that takes its lead great tips and insights. It was well have experienced trauma. You will be who have experienced trauma are from the work of John Hattie and the worth giving up some holiday time able to read about the experience of looking for people to make a difference High Impact Teaching Strategies (HITS) for them and amazing that they were St Patrick’s Kilmore, All Saints Catholic in their lives. that are sweeping across DET schools free to Union members. Just another Primary School, Seaford, SA and Michael Victory, TLN a practical approach to data from reason to be in the Union. a classroom practitioner that Doveton College in Melbourne. There – Thanks for organising this for us – The TLN Journal is available to TLN demonstrates a variety of techniques are contributions from Melbourne we feel undervalued so great to member schools free of charge. If your you can use data to support you work University, Queensland University of access some PD! Technology and even AFL club, the school is not a member or you would and improve student learning – I enjoyed the webinars and learnt Western Bulldogs. like to access a copy then contact a focus on understanding the ‘hard to something new in every one. I have A teacher from Kilmore had Michael Victory at TLN, mvictory@tln. reach students’ in your classroom, the been teaching for a long time and this to say about her experience org.au. You can also go to the Berry EAL students, those with ASD. often you can be insular as you learn of implementing a trauma-aware Street website for more information 3. Education support staff will be able in your own school. The webinars give approach in her classroom: on trauma-aware teaching, https:// to choose from six courses that will a different view or rephrase ideas to ‘Trauma-aware teaching has www.berrystreet.org.au/our-work/ support them in the work that they give you another viewpoint. allowed me to put into practice real healing-childhood-trauma undertake. Content includes working strategies that supported what I have

Membership improvements at TLN

If your school is a member of the 100 hours of online professional Student Enrolment Membership Fee as at 1st March 2020 Teacher Learning Network (and over development and 100 hours of recorded B. 2000 students and above $1200 200 Catholic and independent schools on-demand professional development in Victoria are members) then you may for free. Over 200 hours of VIT aligned C. Between 1000 and 1999 students $1000 be aware of some improvements to our professional development that will D. Between 500 and 999 students $850 membership system. All membership support every teacher to advance their E. Between 100 and 499 students $650 payments have now been moved to knowledge, their skills and their career. match the school year. A TLN school F. Below 100 students $450 Membership fees are subsidised by your membership commences on 1 March union, the Independent Education Union 2020 and will carry you through to 28 Those prices are for a full year and for every staff member in your school – Victoria Tasmania. Membership is based February 2021. no more to pay to access 200 hours of VIT aligned professional development. on student enrolment and is designed In that membership year every staff to be affordable for all schools, whether Contact Michael Victory at [email protected] or 9418 4992 to join TLN. member at the school can access you are in Victoria or Tasmania. Go to www.tln.org.au for more information. 16 THE POINT December 2019

Crunching the recruitment numbers

With the end of the year fast approaching, it is the perfect time to have a look at member recruitment trends over the year.

t the point of writing over 2000 an interesting outlier, probably reflecting end, and there is pleasing growth of the school year, there is still the members have joined the union the relatively low number of males in this in Tasmanian independent schools’ opportunity to recruit new members with 70% being new members, level of education. membership. to the Union as we are know that, based Aand the balance being returning As to the age profile, there is an even on historical patterns, a number of members. This is consistent with spread across the decades which is an current members will move on as they the pattern of membership over In fact, there were 11 interesting statistical quirk. The youngest retire, change sectors, take a period of the past decade. (two) people to join the union were 18 leave or unfortunately come to the end There has been a significant growth members 70 or older years old with the eldest being 77. In fact, of a contract. in Victorian independent schools (37% of there were 11 members 70 or older who In 2019 as the Union celebrated its the total new members) which is possibly who joined or re- joined or re-joined the union this year – 25th anniversary, we are also aware that reflective of the activity of the Union, and joined the union this ‘Once a unionist, always a unionist!’ a number of longstanding, particularly of members in these schools, to increase The breakdown in the roles of members Foundation, members, are closer to the density of the membership, as we are year – ‘Once a unionist, are again in line with the historical pattern retirement, so it is important that we relatively underrepresented compared to with teachers representing 76% of new work to establish the next generation Catholic schools.. always a unionist!’ members and Education Support staff of members who will be recognised at When looking at gender of new 20%, with just over 50% of these ES the celebration of the Union’s 50th members, overall 78% of the membership The state comparison with Victoria members being in LSO/aide roles. This year anniversary. growth were women joining, but when contributing 92% of new members, and could reflect in part the higher number you focus in on the respective Councils, Tasmania 8% is reflective of the existing of people being employed under the 90% of new members in the Victorian membership profile of the union, so NCCD funding program. Catholic primary sector being women is Tassie members are holding up their As we head towards the last part

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PRINCIPAL’S COLUMN International Parting words Roundup eachers and students in Chile Having been in education since I was five joined the general strike held years old, sad but true, and now retiring from in late October, protesting Tausterity measures and increasing my work as Principals’ Officer at the IEU, I’ve inequality across the nation. The been trying to come up with some pearls of strike was a mass uprising of Chileans from all walks of life, wisdom to inspire those who read this. challenging 30 years of austerity, privatization, and injustice. The ome sort of pedagogical bombshell what you are on about. I’ve found it at the IEU Victoria Tasmania for their protests in the capital, Santiago, hasn’t come to mind nor has a virtually impossible to spruik that which support and passion over the past and other cities across the failproof leadership matrix to fix all I don’t intrinsically own and believe. five years, Debra James and Loretta country, went ahead despite the Sthe challenges facing educationalists in In the words of leadership mentor, life Cotter for trusting in me to do this very government announcing a last- recent times. You’d think after all coach and adviser, Ben Crowe, ‘You can complex job, and the principal members minute social reform package that this time there would be something give yourself permission to be imperfect throughout Victoria and Tasmania for was aimed at stopping the strike. of value to share. but also unconditionally worthy. If you always being welcoming of my visits, Organisers claim almost 20 people One thing that keeps coming up is can hold those two thoughts together, phone calls and advice. As with any were killed, over 500 injured and relationship. It’s about how we connect you can take off that mask, take off that role, there was never enough time to do almost 3000 arrested by police and and communicate with people in a armour and give yourself permission to everything that needed doing, but I leave military determined to halt the respectful, honest and transparent way. be worthy of love, connection, belonging the role in the capable hands of Noel peaceful protests. In principalship, the expectations are and taking your team on a journey.’ Dillon who, I’m sure, will do a great job. broad and vary from person to person, The skill of leadership is to bring I have made some lifelong friends along Teachers in the Netherlands but the integrity of what you believe others along on the journey, sharing the way for which I am thankful and I went on strike in October as part in and stand for doesn’t alter. This is the belief and having the confidence finish my working life fulfilled, content of a long-running campaign what gives a leader authenticity. It’s not to stand up for what is best for the and happy in the knowledge that to improve conditions in the the power of the position that makes students and school community. We are ‘I am enough’. country’s schools. The latest action closed almost 4000 schools as a leader, it’s the positive impact on educators, we are skilled and qualified, Maureen Shembrey, teachers and educations workers others that counts. There is no need to we know what we are doing. Don’t Retiring Principals’ Officer apologise for what you are committed back down but rather stand together stepped up their action over to in your leadership and it makes any and be united. a long-term lack of funding, conversation a lot easier if you know I would like to thank my colleagues increased levels of workload and stress and a country-wide teacher shortage. The action took place as the Prime Minister announced as agreement between unions and the government that would This is the good fight CRT: A balanced life see an increase of €460 million to the education budget, aiming s Dolly Parton sang information such as class Educational to address the teacher shortage, ‘Workin’ 9 to 5, what times and staff facilities and improve working conditions and endeavour in the a way to make a livin’, the logistics of where to park. raise salaries. 21st century is oft Abarely getting’ by, it’s all takin’ If possible, they will contact and no givin’. me the day before I am needed School teachers in the capital written about, On that note I retired a couple and let me know what classes I of , are taking of years ago and walked out the am to take (This ensures I don’t Liberia, Monrovia spoken about, strike action over non-payment schoolyard gate. It was time to wear high heels if I’m taking a of salaries, with lecturers in researched and smell the eucalyptus trees in my gym class!) Some schools look higher education also joining the backyard, catch up for coffee with after their CRTs by only giving interrogated. action. The strike action has been neglected friends, explore exotic one yard duty, not two, in a full supported by students who have overseas destinations and simply day of teaching - they are at the ut for every with smiles on their taken to the streets in support of slow down. It was wonderful! top of my list for return visits! researcher, faces and nothing but the their teachers. The government However, once I’d got myself I feel more productive when practitioner, welfare of their students has been slow in releasing organised, cleaned the house I have a full day of teaching, Bminister and ‘every in their minds. payments for salaries and too often and had far too many rather than a couple of classes, as person’ that has Why do we do it? It’s benefits for education workers, long conversations with the dog, it gives me time to get into the something to say, there all about learning. We in some cases being two months I realized that I was missing the swing of things and build rapport is a different approach, love learning, we love behind in releasing monies owed. hustle and bustle of teaching, with staff and students. priority, ‘way to fix it’ or seeing others learn, we Police have used force and fired the excitement of new learning The conferences and webinars plan! Confusing, isn’t it? love helping others learn, teargas into demonstrators to and the energy of students. So I organised by the IEU/AEU have Unfortunately, those we love the challenge disperse the protest. applied to do some CRT work in been essential for me to meet at the coal-face, those of working with those my local schools. the professional development turning up every day who take a little longer And finally, in , Returning to teaching at a standards required by VIT. They Louisiana, USA to offer their students to learn. This is the good a medical clinic worker has been mature age as a CRT was far have also provided me with engaging, worthwhile fight – this is what makes charged for providing a fake more liberating than when I opportunities to meet other CRTs, experiences for real our profession noble – this doctor's note service to enable first began my career. I had share ideas and experiences and learning often aren’t is what makes turning up local high-school students to the knowledge and skills to be part of a community. consulted about any to work, collecting that purchase a 'get out of school free' teach and manage students, Returning to teaching as a of it. A teacher’s day is data, filling in those forms, sick note. Apparently, she charged I had enough tricks up my CRT has been a very positive overshadowed by the data worthwhile. $20 for each note, but authorities sleeve to run a class if there experience for me. I’m able that must be collected, Look beyond the got suspicious about the volume were no teacher instructions to decide when and where I collated and submitted. A paperwork, the latest of excuse notes being turned in at immediately at hand, I didn’t want to teach, I get to see how school principal’s schedule trends, the words in the the school. Surely people can still have to write reports or attend different schools operate, and I is (often interrupted) daily news feeds and see forge their parents’ handwriting?? meetings and I genuinely enjoy get the opportunity to learn new filled with compliance the difference you are helping students learn. things and be inspired by some and regulatory demands making to the students in As a CRT I appreciate going of the wonderful young people that detract from a focus front of you. to those schools where I feel I meet. It has been a perfect on learning. Our LSOs are John Connors, valued and am welcomed by balance for my retirement doing the hardest jobs Retiring President the permanent staff. Some Jennifer Street, IEU Member for the least money, often Principals’ Council schools are extremely organised putting themselves at risk and make time to include a but, in my experience, school tour, provide necessary

19 December 2019 THE POINT

We stand against discrimination ‘This Bill changes the law in ways that entrench and legalise discrimination. It will give people rights and protections that are hateful. It will tell teachers that no matter how well they do their job, they will always have the threat of being fired hanging over them because of who they are, and that is not right.’

hose are the words of Greens because she and her lesbian partner had provide medication to you because of everyone coming together. The LGBTQI+ Senator Adam Bandt, addressing a child together, whilst a transgender their belief. community has a long history of a recent rally against the teacher was forced to resign after The rally took place out the front of fighting in solidarity against repression Tfederal government’s draft Religious transitioning to their preferred gender. the Victorian State Library next to a line and for many in attendance it wasn’t Discrimination Bill. A large contingent It’s not just members of the LGBTQI+ of flowers that had been laid in memory very long ago. of IEU members and organisers braved community who are affected. There is of Mhelody Polan Bruno, a woman who As Roe from Rainbow Rebellion said the rain to stand in solidarity with the the potential to be dismissed for getting was recently murdered in Wagga Wagga to the crowd as the rain began to clear, LGBTQI+ community who will be the divorced, or for having children ‘out of for being transgender. When it came ‘I spent so many years in the closet and most affected by this Bill. wedlock’, or being demoted for being time for the open mic section at the end, now that I’m out I’m never getting back Speakers at the rally included Safe in new relationships after previously we heard from members of the LGBQTI+ in there again!’. Everyone cheered and Schools founder Roz Ward, Executive separating. These are a small community about their fears and history applauded, looking up to the heavens, Director of Change.org Sally Rugg handful of cases highlighted by of being discriminated against – stories hoping to spot a rainbow in the drizzly sky. and a number of LGBTQI+ activists our members nationwide. of violence, workplace harassment and including IEU Rep Chris Dite. He The proposed Religious Discrimination homelessness dominated. spoke passionately about the way Bill is about expanding these powers Yet despite the distressing words in which IEU members already face into more areas of employment as well and shared horror at such a backwards discrimination in the workplace. as the provision of healthcare services. law having a high chance of getting Some of these issues include a What does that mean? It means that passed in the Senate, there was a teacher being forced to leave her job a doctor or pharmacist could refuse to sense of resilience and hope felt by

What's the Catholic Church teaching us about love? Australia has a vibrant civil society, bubbling with energy and fuelled by diversity.

n general, our schools recognise this, mum. I'd been worrying about it for months: the meals-on-wheels lady of stealing her heartbreak have to stop. drawing on that energy and diversity will I, won't I. A good Christian Brothers tawdry but oh-so-precious Princess Diana In 2020, Brendan will start over, and to help every person to reach their full education had driven me out of the church at bag (he found it in the oven). he won't need to conceal secrets from a Ipotential - which is why it stands out the age of 13, and by then I was 40, but you The family wasn't a problem. Most other hierarchy that is so out of touch with what when they deny this diversity and hold don't shed ingrained Catholic guilt easily. people weren't either, as individuals. really makes up vibrant communities. people back. I warmed up by telling my sister, who We have lots of amazing friends, He's in a loving relationship, and our I'm proud of a number of things in was thrilled. But Mum was a card-carrying including Catholic priests and Mercy nuns. son John is amazing. These are things to my life. I've built Our Community, a Catholic, and I was worried about how So why, then, after living a lie for 22 celebrate, not to hide. company that reaches more than 400,000 she'd react. I sat her down and said, ‘Mum, I years, break out now? Still, Brendan has loved his job, and community groups every year, helping have something very important to tell you. Pretending takes its toll. You really can't now he won't be doing it any more. them with things like governance, I've fallen in love.’ Deep breath. "But there is call your work colleagues your friends if Discrimination is straightforwardly bad, insurance, banking, fundraising, and grants. a complication. He's a man." you can't have them around for dinner. and no schools should be subsidised to That comes second on the list. My mother looked at me and said, ‘Do Brendan went to the school, he taught, he practise it. The first, the achievement I'm proudest you love him?’ led, and he stayed out of conversations May our communities, community of, has to be my relationship with my ‘Yes.’ about what he'd done on the weekend. groups and schools relish all the people partner of 22 years, Brendan, and now ‘Do you really love him?’ The pressure had been building, too. In who contribute to a better world and a having a foster child living with us. ‘Yes.’ the current Catholic climate, gender and better community. Here's a toast to every Brendan is deputy principal of a Catholic ‘Well, that's the most important thing sexuality issues are like Chernobyl. brilliant educator. school, and an amazing teacher. in life.’ It would take only one culture warrior As all Catholic school teachers do, he's I'm sure she hoped it was just a phase, parent, priest or principal who didn't want Denis Moriarty signed a contract to uphold the teachings of and her acceptance probably didn't stop their child taught by a homosexual, and up the Catholic Church by not being - in public her from saying the rosary over me for it would all go. Denis Moriarty is group managing at least - a practising homosexual (or, the next 10 years, but the lesson for me It's not that Brendan was afraid of being director of OurCommunity.com.au, a indeed, an unmarried heterosexual with a was that if the most ardent and faithful of outed, but that - and this is very much the social enterprise helping the country's live-in partner). Catholics could accept her gay son and treat point - he loved his job and he loved his 600,000 not-for-profits. Last week he made the brave and his partner with respect and love, who else school community. sad decision to tell his principal he was needed to butt in? The breaking point came last week. This article was originally published in The resigning, effective from the end of this And she did love Brendan. It was Brendan set his class to drawing pictures Canberra Times. We re-print it with the year. Enough is enough - he can no longer Brendan, not me, who received the of their family dinners, and talk turned permission of the author. live a lie. panicked phone calls late at night when to mothers and fathers and sisters and I'm sad about this, because Brendan is a her beloved beagle Seamus ran out into the brothers. When he took the chalk he had great teacher and the school is a wonderful garden with her false teeth. to describe me as his friend, not his community, and both are going to lose a lot. It was Brendan who, when she had partner of 22 years. I remember the day I came out to my dementia, dashed over when she accused Eventually, the charades and the Foundation Members! We are celebrating the dedication of our foundation members with the presentation of a commemorative badge, celebrating those who have been continuously with the IEU for 25 years or more – specifically they must have been members on the date of our merger in 1994 or prior to that. Congratulations to the 1500 plus members who qualify! Your dedication to the values of unionism makes us who we are at the Independent Education Union Victoria Tasmania. We have started handing out badges on our travels and if you haven’t received yours yet, we will get one to you soon!

Tony Hunt & Bierute Lieibuch Anne Jenkins Organiser Therese O’Loughlin & Rosa Spanti St Patrick’s Geelong West St Joseph’s School Kerang Our Lady’s Surrey Hills

Greg Young & Organiser Marit Clayton Maria Fin & Michael Guinane Emily Bermingham, Judy Taylor & Linda Shardlow Our Lady’s Wangaratta Marian College Myrtleford St Margaret’s Berwick

Helen Lewis & Vic Miles Maria Cotesta, Mark Williams & Debra Athaide Glenn Condon Mount Lilydale Mercy College St Martin de Porres Avondale Heights Westbourne Grammar School

Lance Houlihan John Nihill, Mark Cairns, Damian Halliday & General Secretary Debra James Damien Thomas & Susan McCallum St Mary Mackillop Bannockburn St Mary of the Angels Nathalia Killester College Springvale