Annual Report

IEUA NSW/ACT

9.00 – 9.30 Coffee/tea and registration 1.0 Opening of meeting Formal opening of meeting Adoption of Agenda 2.0 Credentialling of delegates, receipt of proxies and apologies 3.0 Confirmation of Minutes – August 2018 Council 4.0 Business arising 5.0 Financial Statements and 2019 Budgets 6.0 Annual Report 11.00 – 11.30 Morning tea 7.0 Chris Watt, IEUA Federal Secretary – A federal perspective of education policy, funding and Industrial Relations 8.0 President’s Report 9.0 Sub Branch Reports 1.00 – 2.00 Lunch 10.0 ACTU President, Michele O’Neil – ‘Change the Rules’ 11.0 NESA Report – Larry Grumley – IEU Rep on NESA Curriculum Committee 12.0 Motions for Which Due Notice is Given 13.0 General Business 13.1 ERO Case 13.2 National Review of Teacher Registration 13.3 ACT Claim for Teachers in Catholic Schools 13.4 National Enquiry into Sexual Harassment at Work 13.5 Recruitment and Retention 13.6 NSW Curriculum Review 14.0 Council and AGM Dates for 2019 15.0 Questions Without Notice 16.0 Other Business 4.00 – 4.30 Close

IEUA NSW ACT | 7 8 | IEUA NSW ACT Minutes

IEUA NSW/ACT Branch Minutes of the Council meeting held on Saturday 25 August 2018 at the Mercure Sydney 818 - 820 George Street Sydney

Sub Branches Bernadette Bradley, David Caton, Angela McDonald, Karen McPherson, Monaro (ACT) Judy Elliott (Observer), Bernadette Wilson (Observer) John Heffernan, Kristen Rooney, David Terry Central Coast

Central Metropolitan Simon Dundon, Bruce Paine, Louise Hughes Central West Peter Nunn, Kylie Martinez Karyn Paluzzano, Robert Paluzzano Cumberland Phil Jirman, Vinnie Cooper, Mark Wilson, Dot Seamer Hunter Valley Jennifer Crichton (Observer), Gerard Crichton (Observer) Daniel Woolley Ku-Ring-Gai Mark O’Sullivan, Zeinab Mokachar Lansdowne Janina Kozak (Observer), Ali Ziyaad (Observer) Shelley Hopper Metropolitan East Mary Murtagh, Andrew Frawley, Pamela Adams, Brett Bennett, Anne Maree Mid North Coast Frawley (Observer) Kath Egan, Mary Howard, Michael Namrell North Coast Richard Ryan, Jennifer Allen, Marty Fitzpatrick Kate Clynch, Fiona O’Neill, Belinda Burton North West Judy Miller, Raelene Maxworthy

Northern Beaches Mark Anderson, Anna Luedi Northern Suburbs Margaret O’Donnell, Janet Marie, Regina Bryan Penrith/Blue Mountains Noeleen O’Neill, Sidonie Coffey Principals Vanessa Creece, Mercedes Goss, Ann Hunt, Narelle Ryall Riverina Ornelia Murray (Observer) Glenn Lowe, Shirley Jancetic South Coast Wendy Hill, Sallyann Burtenshaw, Wayne Foster South East Catrina Niddrie, Simon Fraser Anne-Marie McAdams Southern Suburbs

Chris Wilkinson (in the Chair) Executive: Bernadette Baker Carolyn Collins Gabe Connell Leah Godfrey Simon Goss Denise McHugh Caroline McCaffrie Patricia Murnane Peter Moore John O’Neill Jeff Pratt Suzanne Penson Tina Ruello Helen Templeton John Quessy Gloria Taylor Carol Matthews Mark Northam

IEUA NSW ACT | 9 Aidan Anderson Iain Bailey Officers And Staff: Lyn Caton Amy Cotton Megan Bruce Pat Devery Amanda Hioe Keith Heggart James Jenkins-Flint Lubna Haddad Liam Griffiths Jackie Groom Verena Heron Valerie Jones Carolyn Moore Marilyn Jervis Greg McKinney Ann-Maree McEwan Carlo Rendina Russell Schokman Berna Simpson Pam Smith Robert Seals Dave Towson Kendall Warren Sandra White Donna Widdison Michael Wright Veronica Yewdall Sue Osborne Helen Gregory Alex Menyhart

Michael Loudoun, Kate Millan, Kim Phelps, 1.0 OPENING OF MEETING The President formally opened the Kathy D’Souza, Ann Rogers, Michelle meeting at 9.30am and invited Central Masterson, Amy Kermode, Peter West delegate Kylie Martinez to deliver the Tsambalas, Ross Conlon, Louise Glase, Acknowledgement to Country. Marie MacTavish, Steve Bergan, Peter Bishop, Liz Finlay, Therese Fitzgibbon, Jim Adoption of Agenda Hall, Lisa James, Anne Lajoie, Bronwyn 1.2 Ridgway and Tina Smith. The President referred to the Agenda 1.3 and the following motion was put: 3.0 CONFIRMATION OF THE MINUTES THAT THE ORDER OF THE AGENDA AS Minutes of June Council Meeting 3.1 OUTLINED BE ADOPTED The following motion was put:

Moved Bernadette Baker THAT THE MINUTES AS CIRCULATED Seconded Carolyn Collins BE TAKEN AS READ Carried Moved and Seconded Carried 2.0 ACCEPTANCE OF CREDENTIALS AND APOLOGIES Corrections 3.2 The President welcomed Councillors, 2.1 especially new and returning Councillors, There were no corrections to the minutes. 3.2.1 and Observers to the meeting. THAT THE MINUTES BE 3.3 A list of credentialed Councillors was ACCEPTED 2.2 tabled for the information of delegates and the following motion was put: Moved Bernadette Baker Seconded Carolyn Collins THAT THE CREDENTIALS LIST BE Carried RECEIVED, ACCEPTED AND ADOPTED

4.0 BUSINESS ARISING FROM THE MINUTES Moved Bernadette Baker Seconded Leah Godfrey An update on the purchase of the 4.1 Carried Lismore property was requested and the Secretary responded that this would be Apologies were received from: Dianne reported in the Secretary’s report. 2.3 Lefebvre, Anne Leet, Luke Wilmott, Geoff Hayward, Amy Mead, Bernadette Ann-Maree McEwan reported that the 4.2 Hawthorne, Adam Scicluna, Adrian Di motion calling on the government to Qual, Leon Robinson, Corinne Henry- close the detention centres had been Schlentrich, Geoff Anderson, Liz Heggart, sent to the Prime Minister, the Leader

10 | IEUA NSW ACT of the Opposition and the leader of the Seconded Mark Wilson Greens. A further letter with the motion Carried will now be sent to the new Prime Minister, Scott Morrison. 6.0 SECRETARY’S REPORT The Secretary tabled a written report 5.0 FINANCIAL STATEMENTS AND 6.1 (Annexure B) and gave a detailed report ACCOUNTS on items contained therein.

5.1 Financial Statements to 31 July 2018 He offered his congratulations to 6.2 The Secretary, for the information of new Assistant Secretary Pam Smith and 5.1.1 Councillors, explained the two union all those involved in the running of this bodies and that we were in process of year’s Women’s Conference and from all looking at winding up the State feedback received, it was another organisation and tabled Financial successful conference with once again Statements to 31 July 2018. He inspiring and passionate speakers and reported on the current financial position excellent workshops. of the Union and the budgetary performance to date for 2018. The recording of gender as data and an 6.3 option for members to identify their He referred to the Consolidated Profit gender as neither male nor female was 5.1.2 and Loss Statement for both the Branch reported and that there is no impediment and the State organisations and to the Union providing other options on explained how Income from Membership any new membership form printed for was derived. Interest Received was 2019 and further consideration would reported and the Secretary advised be given to this. that we have $3million in a Westpac Coupon Select account and that this The successful workers compensation 6.4 money covers leave liability and hence outcome on behalf of a member was earns interest. The term deposit reported. matured a few weeks ago and has been reinvested. For the benefit of new An extensive Professional Development 6.5 Councillors, the Secretary reported on report was included in the report and the income received from the other that two milestones had been reached offices owned by the Union ie the ACT this week, ie 3000 members have where the Federal office rents an office, accessed the online PD sessions and as does another organisation; the that members have been accessing Nurses and Midwives Association pay the PD as places as far away as Alice rent in the Newcastle office; and we Springs and Hawaii. receive a small amount of income from the ASU in the Lismore office. The Union has in the past received many 6.6 requests from members not to have In regards to Expenses, the Secretary publications delivered to them in paper 5.1.3 reported on the ERO case that the Union format, usually for environmental is running and that there would be reasons. We have also facilitated further significant expenses incurred members to supress publications toward the end of the year. Items such usually where there is more than one as Insurances, Motor Vehicles, Legal member in a household; and now that Expenses, Workers Compensation, publications are accessible digitally, Services which included the branding of there has been an increase in members IEU umbrellas, Teacher Exchange opting out. Recently, the Union has been which included the Orientation and receiving requests to opt out of mailed Welcome Conferences for 2017 and 2018. publications due to the plastic wrap rather than the paper inside and The following motion was put: that we would be using the publicity 5.1.4 around the environment grants to THAT COUNCIL NOTES THE FINANCIAL further encourage members to move to STATEMENTS TO 31 JULY 2018 digital Newsmonth copies. Moved Peter Moore

IEUA NSW ACT | 11 A proposal to participate in the Member outcomes for Catholic schools which he 6.7 Advantage Card which replaces the believes is overall beneficial for the existing plastic card with a digital one was Catholic sector and in particular for shown at the recent ACTU Congress. The Catholic schools in the ACT. The view of digital card is attached to various the Independent school sector was discounts and that the VIC/TAS IEU has reported and that the funding model used this service for a number of years. would depend largely on their wealth, We are presently completing due although independent small and lower diligence on the company to satisfy the fee SES primary schools would benefit. Union on a range of issues and a decision will be made by the Executive at The following motion was put: 6.13 its next meeting in September. THAT THE SECRETARY’S REPORT BE The agreements lodged in the Fair Work RECEIVED, ACCEPTED AND ADOPTED 6.8 Commission by the Union in July were referred to. Moved Patricia Murnane Seconded Kylie Martinez The Secretary reported that the IEU and Carried 6.9 other stakeholders were recently advised of the Senior Practitioner Bill 2018 which 7.0 PRESIDENT’S REPORT has come out of the ‘kid in the cage’ affair and outlined who the Act applies to. The President tabled a written report 7.1 Organisers in the IEU ACT office have (Annexure C) and reported on items been invited to attend an information contained therein. session on the role of the Senior Practitioner and will also further meet She commented on the ACTU Congress 7.2 with Mandy Donley, the Senior ‘Campaign of the Year’ award that was Practitioner, to discuss the impact of the awarded to the IEU as a result of the legislation has on our members. ongoing Catholic campaign and congratulated all members and in An update on ELICOS matters was particular all the IEU staff. 6.10 included in the report. Although she was not able to attend 7.3 The Secretary reported that the two the Women’s Conference for the 6.11 expressions of interest for the purchase full day, from all reports received and of the Lismore property were not the vibe in the conference room, it was accepted and that other properties have yet again a hugely successful conference been looked at with one in particular and offered her congratulations to suitable for the Union to purchase Assistant Secretary Pam Smith, although refurbishments to the the Women and Equity Committee, strata property are required. He would the workshop presenters and all those send a recommendation to the Executive involved in the organisation of the who have already endorsed an enabling conference. motion to explore the possible purchase of our existing premises and more The ECS Conference was 7.4 recently a further property in Orion Street coming up on 8 September and that Lismore and, if endorsed, due diligence she was looking forward to being in would be completed for the purchase. attendance.

The Secretary referred to the new School Councillors and in particular, 6.12 7.5 Funding model and that there is still an new delegates, were reminded of enormous amount of uncertainty; and expense guidelines which are also in the now that there has been a change in the process of being reviewed. government leadership and possibility the Education portfolio, that there may be The following motion was put: 7.6 changes in regards to school funding for non government schools. He outlined THAT THE PRESIDENT’S REPORT BE his views on the current situation in RECEIVED, ACCEPTED AND ADOPTED relation to the SES review and likely

12 | IEUA NSW ACT Moved Bernadette Baker 11.0 REPORTS Seconded Bruce Paine Carried 11.1 Education Issues Assistant Secretary Mark Northam 8.0 SUB BRANCH REPORTS 11.1.1 tabled a report from the Education The following sub branches submitted Issues Committee (Annexure D) and 8.1 written reports: reported on items contained therein.

Principals Cumberland The current trial of Learning 11.1.2 South East Monaro Progressions in 99 Catholic systemic Landsdowne schools was reported on. The Union has met with Catholic Education NSW and Lansdowne Sub Branch delegate Mark written to the dioceses outlining its 8.2 O’Sullivan also gave a verbal report. concerns and has heard back from some of the dioceses. In further A verbal report was given by the Riverina discussions with CCER, the Union will 8.3 Sub Branch delegate and Executive endeavour to have the same member Simon Goss and new Council arrangements in place as the DET and delegates were made welcome. also an MOU. The matter was also discussed at a meeting with ACARA A verbal report was given by the South this week and that five or six of the 8.4 Coast Sub Branch and outgoing Gonski 2.0 recommendations are directly delegate Jon Pollard was acknowledged linked to Learning Progressions. The for his service to the sub branch. matter was also high on the agenda at the recent sub branch meetings; and a The following motion was put: report on the view of NESA will be 8.5 prepared by IEU NESA Rep Larry THAT THE REPORTS BE RECEIVED, Grumley for the AGM. Feedback from ACCEPTED AND ADOPTED June Council on the ranking of the 23 Gonski recommendations was referred to. Moved Leah Godfrey Seconded Simon Goss The issues at NESA including the eTAMS 11.1.3 Carried web portal which is a work in progress and a challenge were reported on.

9.0 ACTU CONGRESS ‘CAMPAIGN OF The NSW Curriculum Review, the first THE YEAR’ AWARD PRESENTATION 11.1.4 comprehensive review since 1989 was The video presented to ACTU Congress referred to and it is anticipated that a 9.1 for the ‘Campaign of the Year’ put public statement would be made by the together by the Union’s publications Minister soon. team was shown to Council. The Secretary congratulated all Union staff The review of the Australian Quality 11.1.5 and in particular the publications Framework (AQF) which will be department and members for their completed by June 2019 was reported contribution and success of the on. The Assistant Secretary outlined campaign. the Union’s views and discussion took place from Council and in particular from Councillors in turn offered their North West delegate Raelene Maxworthy 9.2 congratulations and appreciation to all on what is happening in the Armidale those involved. Diocese.

A policy, Thematic Review – Teaching 10.0 CONSTITUTIONAL MATTERS 11.1.6 Writing, will be released in the near future There were no matters to report on. with the focus on the provision of an 10.1 evidence based professional development and possible changes to initial teacher education.

IEUA NSW ACT | 13 An overview of IEU Reps on NESA Board on 16-18 July and the specific steps to 11.1.7 Curriculum Committee Consultation ‘Change the Rules’ for women were Meetings was referred to and that referred to. a replacement is needed for Years 7-12 Technologies. The Australian Human Rights 11.2.4 Commission Inquiry into Sexual Vincent Cooper, the IEU’s representative Harassment in Workplaces was reported 11.1.8 on the NESA Aboriginal Education on and that Unions NSW are holding a Committee, was acknowledged. roundtable on workplace sexual harassment on 30 August at which the An NAPLAN Update was referred to and IEU will be present. IEUA is also 11.1.9 the Assistant Secretary was of the view coordinating a response to the AHRC that a press release was imminent. Inquiry to ensure that our Union’s respective helps to inform the Inquiry. The NCCD (Nationally Consistent 11.1.10 Collection of Data) portal project was The ACTU and Unions NSW and ACT 11.2.5 referred to and discussion took place are supporting the ‘We Won’t Wait’ from Council on issues and in particular Campaign on a key aspect of the relating to support for parents in NDIS ‘Change the Rules’ Campaign ie applications and the language supplied. addressing family and domestic violence which is yet another broken rule. The following motion was put: 11.1.11 Workplace Gender Equality Reports 11.2.6 THAT THE REPORT BE RECEIVED, were referred to and the Assistant ACCEPTED AND ADOPTED Secretary reported on the reports and the information contained. Moved Leah Godfrey Seconded Anna Luedi The following motion was put: 11.2.7 Carried THAT THE REPORT BE RECEIVED, ACCEPTED AND ADOPTED 11.2 Women and Equity Assistant Secretary Pam Smith tabled Moved Kath Egan 11.2.1 a report from the Women and Equity Seconded Carolyn Collins Committee (Annexure E) and reported on Carried items contained therein.

11.3 ECS Committee The Assistant Secretary offered her 11.2.2 appreciation for the comments received A report was tabled on behalf of the ECS 11.3.1 on the Women’s Conference held the Committee (Annexure F). previous day and acknowledged the committee, Officers, member The following motion was put: 11.3.2 benefits organisations and all those who assisted prior to and on the day itself. THAT THE REPORT BE RECEIVED, Keynote speakers Ros McLennan and ACCEPTED AND ADOPTED Naomi Steer respectively addressed issues that women face at work and in Moved Bernadette Baker the community and global issues Seconded Gabe Connell for women and girls. The workshops Carried were well received; and the conference contributed 4 hours and 15 minutes of 11.4 Environment Committee NESA Registered PD towards maintaining Proficient Teacher Accreditation in NSW Deputy Secretary Gloria Taylor tabled 11.4.1 with recognition still a work in progress a report (Annexure G) from the for ACT members. Environment Committee and reported on items contained therein. The ACTU ‘Change the Rules for Working 11.2.3 Women’ Campaign which was a major The applications for IEU/TMB 11.4.2 focus at the ACTU Congress in Brisbane Environment Grants were reported on

14 | IEUA NSW ACT and congratulations was extended to the The following motion was put: 11.5.6 winners of the grants who have been notified. The Deputy Secretary THAT THE REPORT BE RECEIVED, acknowledged the committee for their ACCEPTED AND ADOPTED work in regards to the grants. Moved Regina Bryan Planning for the Union’s first Seconded Carolyn Collins 11.4.3 environmental online TeachMeet is well Carried underway and the event on 5 September has been oversubscribed and a second 11.6 Aboriginal and Torres Strait Islander one is being considered within a week or Advisory Committee two of the first one. Vincent Cooper tabled a report from 11.6.1 The following motion was put: the Aboriginal and Torres Strait Islander 11.4.4 Advisory Committee (Annexure F) and THAT THE REPORT BE RECEIVED, reported on items contained therein. ACCEPTED AND ADOPTED The background to the committee 11.6.2 Moved Margaret O’Donnell and the makeup of the committee and Seconded Tina Ruello items of discussion on the most recent Carried meeting were reported on including future ATSI IEU representation and structure and in particular IEUA 11.5 NGS Super representation. Deputy Secretary Gloria Taylor tabled a 11.5.1 report (Annexure H) on behalf of IEU NGS Industrial issues for AEWs including 11.6.3 Directors and reported on items structure and role statements and contained therein. workload and responsibilities for teachers were reported on and also It was reported that it was an pathways based employment and 11.5.2 outstanding year for super funds and longevity for ATSI positions. that NGS, celebrating its 30th anniversary, was pleased to be in the top Recommendations from the committee 11.6.4 10 super funds and members could to the IEU and its political asks celebrate with excellent returns. were reported on as was Vincent Cooper’s representation on the Unions The Banking Royal Commission was NSW First Peoples Network which meets 11.5.3 reported on in detail and its implications four times a year. for super members. The ACTU this week launched the ‘Banks Aren’t Super The Uluru Statement of the Heart which 11.6.5 Campaign’ which included a petition to over 12 months ago called for the ‘Ban Banks for Super’. The appearance establishment of a ‘First Nations Voice’ of Catholic Super in the Royal and a ‘Makarrata Commission’ to Commission was referred to and supervise a process of agreement discussion took place from Council. making and truth telling between governments and Aboriginal and Torres The Deputy Secretary referred to her Strait Islander peoples and the public 11.5.4 recent Newsmonth article on women support that it has attracted around retiring with less superannuation that Australia was reported on. The men and that the IEU is committed to Statement seeks to have constitutional pursuing fairer super outcomes and reform and to give First Nations Peoples to ‘change the rules’ to ensure fair a voice in parliament. Discussion took retirement outcomes for women. place from Council including the support and celebrating of the Recent comments in the Financial Statement by actor and activist Danny 11.5.5 Review by the Prime Minister Scott Glover at the recent ACTU Congress. Morrision and also Barnaby Joyce, the The Statement was also endorsed at the Nationals Member for New England, were recent IEUA Women and Equity Committee. referred to.

IEUA NSW ACT | 15 Questions were raised from Council modern award should be varied and 11.6.6 including the dismantling of Jarara the Union took this as a positive Indigenous Education Unit at Mt Druitt. statement. After consultation with our Executive member Patricia Murnane barrister, on 30 July, we advised the reported on the support from Officers, Commission that we wanted to continue the Executive and Council offered to with the ERO case and also to go ahead Jarara and the IEU members there. with the modern award/work values case and make an application under both The following motion was put: sections of the Fair Work using existing 11.6.7 and new evidence; and both cases to be THAT THE REPORT BE RECEIVED, run simultaneously. ACCEPTED AND ADOPTED Vice President ECS Gabe Connell offered 13.1.3 Moved Peter Moore her appreciation on behalf of all ECS Seconded Tina Ruello members; which is only a small Carried percentage of the Union’s membership.

12.0 THE DEMOCRATIC REPUBLIC OF 13.2 Catholic Systemic EA Update CONGO PROJECT Assistant Secretary Carol Matthews 13.2.1 Jackie Groom reported on the address reported that the NSW & ACT Catholic 12.1 by one of the keynote speakers at the Systemic Schools EA has been approved Women’s Conference, Naomi Steer, the by the Fair Work Commission and founding National Director of Australia referred to the summary of the new UNHCR. Naomi spoke on their current teacher classification provisions and pay project which is promoting maternal rates which were included in Council health in the Democratic Republic of papers. Congo and that every year in the republic 96,000 newborns die within the first four The Assistant Secretary outlined the 13.2.2 weeks of life and half of these die main changes that may affect teachers within the first 24 hours. $4.50 (the cost including overseas service which will of a coffee) would provide a clean delivery be backdated from 1 January 2018 and kit and at the Women’s Conference the the improvements in the WPAs and if previous day, the generosity of those members had any concerns with the attending provided 70 such kits. WPAs to advise the Union.

Councillors were urged to donate at 12.2 13.3 ACTU Congress – ‘Change the Rules’ Council for further kits and pamphlets Campaign were on tables to support refugee women and children to donate online. Deputy Secretary Gloria Taylor reported 13.3.1 on the ACTU Congress held on Brisbane on 16-18 July attended by over 800 13.0 GENERAL BUSINESS delegates representing workers from every industry and sector in Australia. 13.1 ERO Case Update Delegates, including eight from our Industrial Officer Michael Wright delivered Branch, debated and voted on policies 13.1.1 a presentation on the ERO case outlining regarding workplace rights and the history of the case and the next campaigns to improve wages, conditions steps for the Union. and the standard of living for Australian workers and their families. She reported The case began before the Fair Work on the excellent workshop and the 13.1.2 Commission on 26 July with opening stories coming out of Congress and that submissions by our barrister and it is now timely to put pressure on the Assistant Secretary Carol Matthews gave government and a commitment from her evidence on the second day of them in regards to ‘Changing the Rules’ the hearing. Late on that day, the which are clearly broken. Commissioner released a statement essentially giving the view at the very Organiser Dave Towson further reported 13.3.2 least that the Bench believed that the on the next stage of the campaign

16 | IEUA NSW ACT with campaigns around the state but in The Federal Secretary Chris Watt 13.4.2 particular focussing on the four marginal has written to the CEO of AITSL in seats, ie Gilmore, Robertson, Banks response to the draft report of the and Reid, that the ACTU are targeting to panel and calling on the Education restore rights and working conditions Ministers to not accept the of Australian workers who deserve a pay recommendations at this time; a copy rise. He attended the recent campaign of this correspondence was included launch for the seats of Banks and Reid in Council papers. The Secretary and referred to activities planned. has also written to the CEO of AITSL seeking advice as to if and when Officer Sandra White reported on the stakeholders would have the opportunity 13.3.3 workshop that she and Marilyn Jervis to comment on the final ran at the Women’s Conference and the recommendations and if it is not recommendations coming of the intended that public consultations on workshop and job security being a major the final recommendations be held, the concern. Members, wherever possible, IEU would provide its response to the draft. are encouraged to go to the ACTU website and volunteer to be active in the The Secretary reported on issues 13.4.3 campaign; and also contact their local such as Working with Children Checks in candidates for the next election, especially NSW and ACT and that it is his view that Labor candidates, to publicly commit to a national clearance is not required; the the outcomes of the ACTU campaign. Code of Conduct for teachers and the concerns of the Union and that Discussion took place and in particular appropriate consultation is sought with 13.3.4 on the issue of job insecurity and the the NSW Minister and also in the ACT. many issues that are particularly relevant for IEU members and that these The confidential draft was received 13.4.4 broken rules intersect with our members by the President this week and the report in their workplaces. will be considered by senior officials of AESOC (Australian Education Senior The following motion was put: Officials Committee) before it goes to 13.3.5 Ministers at the Education Council. THAT THE IEU STRONGLY ENDORSES THE ACTU CHANGE THE RULES 13.5 Higher Levels of Accreditation CAMPAIGN AND ENCOURAGES MEMBERS TO VOLUNTEER TO BE The Secretary reported on the 13.5.1 ACTIVE IN THE CAMPAIGN AND TO compulsory accreditation of all CONTACT THEIR LOCAL CANDIDATES teachers in NSW who are required to FOR THE NEXT ELECTION, ESPECIALLY pay NESA a fee of $100 per year and LABOR CANDIDATES, TO PUBLICLY then there are other higher levels of COMMIT TO THE OUTCOMES OF THE accreditation, namely Highly Accomplished ACTU CAMPAIGN Teacher (HAT) and Lead Teacher which are voluntary and that there is no Moved Sandra White requirement on any teacher to pursue Seconded Denise McHugh or attain them. There has been no Carried consultation with the teaching profession on the matter and no proposal by NESA to initiate such a discussion. Application 13.4 National Review of Teacher fees for HAT are currently $605 Registration and $715 for Lead and that the cost of The Secretary reported on the National the assessment process will not be 13.4.1 Review of Teacher Registration which covered by the application fee which the President has been on the panel of NESA advises would only cover about and deliberations from the review are 50% with the remainder paid for by yet to be delivered. He reported on compulsory accreditation. the wide consultation with stakeholders and that after submissions, a discussion Discussion took place from Council and 13.5.2 paper has been produced with questions were asked to the Secretary recommendations. and the following motion was put:

IEUA NSW ACT | 17 THAT COUNCIL IS OPPOSED TO THE Questions were asked from Council 13.6.5 USE OF COMPULSORY ACCREDITATION including the issue of lower fees for FEES BEING USED TO SUBSIDISE THE graduates and the importance of ASSESSMENT COSTS FOR VOLUNTARY assistance with accreditation for young LEVELS OF ACCREDITATION IN NSW members. AND REQUESTS THAT THIS MATTER BE RAISED WITH THE GENERAL Vice President Support Staff Carolyn 13.6.6 MEMBERSHIP AND THEIR OPINION Collins offered her appreciation for the SOUGHT. FURTHER THAT NESA BE inclusion of support staff on behalf of ADVISED OF THE POSITION OF support staff members. COUNCIL IN REGARD TO THE MATTER. COUNCIL CALLS ON THE EXECUTIVE 14.0 MOTIONS FOR WHICH DUE NOTICE OF THE UNION TO MONITOR THIS ISSUE IS GIVEN AND REPORT BACK TO THE AGM. There were no motions for which due 14.1 Moved John Quessy notice was given. Seconded Patricia Murnane Carried 15.0 QUESTIONS WITHOUT NOTICE There were no questions without notice. 13.6 Recruitment and Retention (ROAR 15.1 Committee) 16.0 OTHER BUSINESS Keith Heggart reported on behalf of the 13.6.1 ROAR Committee which has continued Central West Sub Branch delegate Bruce 16.1 to work on areas including engaging with Paine had previously raised the issue of potential members in a variety of ways, the mailing of Council notifications as well increasing activism amongst current as by email and proposed the following members and the monthly surveys of motion: new and resigning members and the analyses of these trends. THAT COUNCIL ENDORSES THE REMOVAL OF SENDING COUNCIL He reported on the strong responses AGENDAS AND MINUTES BY MAIL 13.6.2 from the membership engagement survey and the issues identified which will Moved Bruce Paine be shared with both members and non Seconded Carolyn Collins members before determining how Carried this might influence the Union’s organising and campaigning work. Jackie Groom thanked Councillors for 16.2 their generosity and that a further 57 kits The work on the young members’ would be provided. 13.6.3 initiative and the engagement with this group of teachers was reported on and The President reminded Councillors of 16.3 also on the area of possible growth for the next meeting which would be the the Union in preservice teachers and an AGM and that another exciting dinner event for this group will be held at the venue had been organised. IEU on 10 October in conjunction with Education Societies. The recruiting of The meeting closed at 3.30pm. student members and the need for better systems to know when they finish their degrees and the sector that they are employed is an important issue for the Union.

The welcome packs for potential and 13.6.4 new members was referred to and a draft welcome email currently in development was included in the ROAR report to Council.

18 | IEUA NSW ACT IEUA NSW ACT | 19 20 | IEUA NSW ACT FINANCIAL STATEMENTS IEUA NSW ACT | 21 22 | IEUA NSW ACT Independent Education Union of Australia NSW/ACT Branch & NSW Independent Education Union Draft Consolidated Budget for 2019 Account Name Budget Budget Budget Net of GST GST incl GST only $ $ $

Income Membership - NPRD (2.5%) 5,306,479 5,837,127 530,648 Membership - PRD (2.5%) 8,657,939 9,523,733 865,794

Sub-total 13,964,418 15,360,860 1,396,442

Advertising 122,727 135,000 12,273 Interest 74,000 74,000 0 Private car use re-imbursement 12,000 13,200 1,200 Publications/Subscriptions 177,273 195,000 17,727 Rental Income 135,455 149,000 13,545 Seminars & Conferences 27,273 30,000 2,727 Sitting Fees 114,909 126,400 11,491 Other 27,273 30,000 2,727

Sub-Total 690,909 752,600 61,691 Total Income 14,655,327 16,113,460 1,458,133

Expenses Administration Audit and Accounting Fees 53,636 59,000 5,364 Bank & Credit Card Service Charges 63,636 70,000 6,364 Books, Periodicals & Subscriptions 30,000 33,000 3,000 Clerical Staff Expenses 10,000 11,000 1,000 Consultancy Fees 10,000 11,000 1,000 Depreciation of Fixed Assets 500,000 500,000 0 Fringe Benefits Tax 55,000 55,000 0 Insurance 190,909 210,000 19,091 Interest Paid 1,000 1,000 0 IT / Technology Maint./Serv./Repairs 390,909 430,000 39,091 Motor Vehicle Expenses 154,545 170,000 15,455 PRD Commission 90,000 99,000 9,000 Printing 72,727 80,000 7,273 Staff Recruitment 4,545 5,000 455 Staff Training and Development 22,727 25,000 2,273 Other 18,182 20,000 1,818

Sub-Total 1,667,818 1,779,000 111,182

IEUA NSW ACT | 23 Account Name Budget Budget Budget Net of GST GST incl GST only $ $ $

Meetings & Conferences Sub-Branch 109,091 120,000 10,909 Council/AGM 176,364 194,000 17,636 Executive 145,455 160,000 14,545 General Meeting 50,000 55,000 5,000 Officer 272,727 300,000 27,273 Seminars / Conferences 159,091 175,000 15,909

Sub-Total 912,727 1,004,000 91,273

Legal Barristers and Solicitors 348,636 383,500 34,864 Workers Compensation 45,455 50,000 4,545 Other 5,909 6,500 591

Sub-Total 400,000 440,000 40,000

Services: Affiliations & Capitation Fees 876,364 964,000 87,636 Branding 22,727 25,000 2,273 Campaign Costs 127,273 140,000 12,727 Donations 10,000 10,000 0 Publications 558,182 614,000 55,818 Recruitment & Retention Initiatives 27,273 30,000 2,727 Research 20,000 22,000 2,000 Teacher Exchange/Member Benefits 18,182 20,000 1,818 Union Training 136,364 150,000 13,636

Sub-Total 1,796,364 1,975,000 178,636

Wages and Salaries: Accrued Leave Payout 150,000 150,000 0 Casual/Temporary Staff 80,000 80,000 0 Overtime 35,000 35,000 0 Payroll Tax 472,000 472,000 0 Superannuation 1,100,000 100,000 0 Wages and Salaries 8,049,000 8,049,000 0

Sub-Total 9,886,000 9,886,000 0

Sydney Office Building Operating Expenses - Cleaning 39,091 43,000 3,909 - Plant Hire 1,818 2,000 182 - Repairs & Maintenance 31,818 35,000 3,182 - Rates & Taxes 20,000 20,000 0 - Rubbish Collection 4,545 5,000 455 - Strata / Levy 27,273 30,000 2,727 - Utilities 57,345 62,800 5,455 - Other 4,545 5,000 455

24 | IEUA NSW ACT Account Name Budget Budget Budget Net of GST GST incl GST only $ $ $

Leasing Office Equipment / Maintenance 21,273 23,400 2,127 Office Requisites 18,182 20,000 1,818 Postage & Couriers 90,909 100,000 9,091 Printing (Copy Charges) 40,909 45,000 4,091 Stationery 13,636 15,000 1,364 Telephone / Mobile 50,000 55,000 5,000

Sub-Total 421,345 461,200 39,855

Canberra Office Building Operating Expenses - Cleaning 2,727 3,000 273 - Repairs & Maintencance 909 1,000 91 - Plant Hire 1,818 2,000 182 - Rates & Taxes 7,000 7,000 0 - Rubbish Collection 545 600 55 - Strata / Levy 18,182 20,000 1,818 - Utilities 3,327 3,600 273 - Other (Unit9 & Unit10) 37,273 39,500 2,227 Leasing Office Equipment 6,364 7,000 636 Office Requisites 2,727 3,000 273 Postage & Couriers 5,455 6,000 545 Printing (Copy Charges) 7,273 8,000 727 Stationery 1,182 1,300 118 Telephone / Mobile 9,091 10,000 909

Sub-Total 103,873 112,000 8,127

Lismore Office Building Operating Expenses - Cleaning 4,545 5,000 455 - Repairs & Maintenance 909 1,000 91 - Utilities 4,545 5,000 455 Leasing Office Equipment 4,545 5,000 455 Office Requisites 1,818 2,000 182 Postage & Couriers 1,364 1,500 136 Printing (Copy Charges) 1,818 2,000 182 Rent 47,273 52,000 4,727 Stationery 909 1,000 91 Telephone / Mobile 6,364 7,000 636

Sub-Total 74,091 81,500 7,409

Newcastle Office Building Operating Expenses - Cleaning 19,091 21,000 1,909 - Repairs & Maintancence 2,000 2,200 200 - Plant Hire 1,455 1,600 145 - Rates & Taxes 4,000 4,000 0

IEUA NSW ACT | 25 Account Name Budget Budget Budget Net of GST GST incl GST only $ $ $

- Rubbish Collection 1,182 1,300 118 - Strata / Levy 10,000 11,000 1,000 - Utilities 14,836 16,200 1,364 Leasing Office Equipment 5,455 6,000 545 Office Requisites 1,818 2,000 182 Postage & Couriers 1,636 1,800 164 Printing (Copy Charges) 3,636 4,000 364 Stationery 909 1,000 91 Telephone / Mobile 6,364 7,000 636

Sub-Total 72,381 79,100 6,719

Parramatta Office Building Operating Expenses - Cleaning 31,818 35,000 3,182 - Plant Hire 2,182 2,400 218 - Rates & Taxes 21,000 21,000 0 - Repairs & Maintencance 24,545 27,000 2,455 - Rubbish Collection 545 600 55 - Strata / Levy 58,182 64,000 5,818 - Utilities 7,545 8,000 455 Leasing Office Equipment 9,091 10,000 909 Office Requisites 8,182 9,000 818 Postage & Couriers 9,091 10,000 909 Printing (Copy Charges) 7,273 8,000 727 Stationery 2,727 3,000 273 Telephone / Mobile 18,182 20,000 1,818

Sub-Total 200,363 218,000 17,637

Total Expenses 15,534,963 16,035,800 500,837

Profit/(Loss) (879,635) 77,660 957,296

Less Goods and Services Tax - 957,296) Net Result After GST (Loss) (879,635) (879,635)

Expenditure On Capital Items Building Maintenance 0 0 0 Furniture & Fittings 0 0 0 New motor vehicles 45,455 50,000 4,545 Other assets 36,364 40,000 3,636

81,819 90,000 8,182

26 | IEUA NSW ACT Account Name Budget Budget Budget Net of GST GST incl GST only $ $ $

Total Expenses after Capital Expenditure 15,616,782 16,125,800 509,019

Net Result before GST (Loss) (961,454) (12,340) 949,114

Less Goods and Services Tax - (949,114)

Net Result after GST (961,454) (961,455)

Add back non-cash items Depreciation 500,000 500,000

Net Profit/(Loss) (461,454) (461,455)

IEUA NSW ACT | 27 28 | IEUA NSW ACT Independent Education Union of Australia NSW/ACT Branch & NSW Independent Education Union For the period ending 30 September 2018 Consolidated profit and loss statement

Account Name Month 2018 Ytd 2018 Budget

Income Membership - NPRD 191,194 4,208,867 5,177,052 81% Membership - PRD 795,916 7,298,346 8,446,770 86%

987,110 11,507,214 13,623,822 84%

Advertising 876 73,464 130,000 57% Grant 0 0 0 n/a Insurance Recoveries 0 12,818 0 n/a Interest Received 1,220 88,799 43,000 207% Private Car Use Reimbursement 0 8,478 12,000 71% Profit on Disposal of Assets 0 13,585 0 n/a Publications/Subscriptions 9,031 130,340 152,727 85% Rental Income 6,943 80,788 125,455 64% Seminars & Conferences 0 15,134 33,182 46% Sitting Fees 0 87,953 99,545 88% Other 0 9,652 27,273 35%

18,070 521,010 623,182 84% Total Income 1,005,179 12,028,223 14,247,004 84%

Less Expenses

Administration Audit & Accountancy Fees 0 62,824 63,636 99% Bank & Credit Card Service Charges 3,377 53,750 65,454 82% Books, Periodicals & Subscriptions 1,263 18,165 40,000 45% Clerical Staff Expenses 95 2,097 10,000 21% Consultancy Fees 0 0 10,000 0% Depreciation of Fixed Assets 37,583 339,493 606,000 56% Fringe Benefits Tax 0 41,844 55,000 76% Insurance 0 179,768 178,182 101% Interest Paid 0 4 1,000 0% IT/Technology Maint/Serv/Repairs 29,702 185,819 390,909 48% Mailhouse Cost 0 0 4,545 0% Motor Vehicle 5,655 117,189 154,545 76% PRD Commission 0 0 90,000 0% Printing 0 69,488 72,727 96%

IEUA NSW ACT | 29

Account Name Month 2018 Ytd 2018 Budget

Staff Recruitment 145 580 9,091 6% Staff Training & Development 1,365 13,315 20,000 67% Other 22,457 21,709 18,182 119%

101,643 1,106,042 1,789,271 62%

Meetings & Conferences Branch 7,317 84,904 109,091 78% Council/AGM 11,120 88,590 176,364 50% Executive 8,869 94,257 145,455 65% General Meeting 2,660 27,361 50,000 55% Officer 13,939 182,392 272,727 67% Seminars/Conferences 8,634 33,277 140,000 24%

52,539 510,782 893,637 57%

Legal Barrister & Solicitors 6,576 201,260 500,000 40% Workers Compensation (2,739) (8,515) 45,455 -19% Other (81) 9,779 5,909 165%

3,756 202,525 551,364 37%

Services Affiliations & Capitation 0 629,379 832,727 76% Branding 1,317 2,793 27,273 10% Campaign Costs 0 11,954 100,000 12% Donations (200) 2,450 10,000 25% Grant 11,018 11,018 0 n/a Publication 2,008 263,881 558,182 47% Recruitment & Retention Initiatives 6,364 14,680 18,181 81% Research 0 0 20,000 0% Teacher Exchange & Member Benefit 15 14,950 18,181 82% Union Training 5,133 56,459 140,000 40%

25,654 1,007,565 1,724,544 58%

Wages & Salaries Accrued Leave Payout 2,763 24,765 150,000 17% Casual Staff 3,089 43,300 65,000 67% Overtime 2,583 5,660 35,000 16% Payroll Tax 36,713 310,746 457,000 68% Superannuation 75,323 711,813 1,020,000 70% Wages Paid on WorkCover 0 756 0 n/a Workcover Reimbursement 0 (700.53) 0 n/a Wage Subsidy Received 0 (4,545.45) 0 n/a Wages & Salaries 598,521 5,614,716 7,759,000 72%

718,992 6,706,511 9,486,000 71%

30 | IEUA NSW ACT

Account Name Month 2018 Ytd 2018 Budget

Sydney Office Building Operating Expenses - Cleaning 2,664 24,115 39,091 62% - Plant Hire 117 1,167 1,818 64% - Repairs & Maint. 1,027 21,036 31,818 66% - Rubbish Collection 177 1,293 9,091 14% - Utilities 4,274 35,919 52,800 68% - Other 0 0 4,545 0% - Strata/Levy 5,206 22,501 27,273 83% Leasing Office Equipment 1,760 19,202 31,818 60% Office Requisites 621 7,223 18,182 40% Postage & Couriers 1,314 11,861 90,909 13% Printing 338 22,893 40,909 56% Rates & Taxes 0 17,418 20,000 87% Stationery 856 3,800 13,637 28% Telephone/Mobile 2,645 24,639 50,000 49%

20,998 213,067 431,891 49%

Canberra Office Building Operating Expenses - Cleaning 0 3,758 2,727 138% - Plant Hire 0 1,087 909 120% - Repairs & Maint. 0 324 1,818 18% - Rubbish Collection 5 140 545 26% - Utilities 0 1,933 3,327 58% - Other 0 0 1,000 0% - Strata / Levy 0 8,673 18,182 48% - Other (Unit9 & Unit10) 0 21,295 37,273 57% - Rates & Taxes 0 7,098 7,000 101% Leasing Office Equipment 524 5,476 6,364 86% Office Requisites 2 866 2,727 32% Postage & Couriers 256 1,974 5,455 36% Printing 105 1,429 7,273 20% Stationery 30 455 1,182 38% Telephone/Mobile 335 3,248 9,091 36%

1,257 57,755 104,873 55%

Lismore Office Building Operating Expenses - Cleaning 0 3,330 4,545 73% - Repairs & Maint. 0 1,126 909 124% - Utilities 740 2,601 4,545 57% - Other 1,600 6,600 0 n/a Leasing Office Equipment 212 2,339 4,545 51% Office Requisites 71 992 1,818 55% Postage & Couriers 36 313 1,364 23% Printing 0 1,487 1,818 82%

IEUA NSW ACT | 31

Account Name Month 2018 Ytd 2018 Budget

Rent 3,692 38,807 47,274 82% Stationery 0 464 909 51% Telephone/Mobile 340 3,314 6,364 52%

6,691 61,372 74,091 83%

Newcastle Office Building Operating Expenses - Cleaning 1,130 9,460 19,091 50% - Plant Hire 124 1,112 1,455 76% - Repairs & Maint. 143 2,710 2,000 135% - Rubbish Collection 0 0 1,182 0% - Utilities 0 5,287 14,836 36% - Strata / Levy 2,267 9,331 9,091 103% - Rates & Taxes 0 3,348 4,000 84% Leasing Office Equipment 417 4,587 5,455 84% Office Requisites 35 306 1,818 17% Postage & Couriers 93 1,305 1,636 80% Printing 263 2,157 3,636 59% Stationery 110 400 909 44% Telephone/Mobile 222 2,521 6,364 40%

4,803 42,522 71,473 59%

Parramatta Office Building Operating Expenses - Cleaning 0 24,162 31,818 76% - Plant Hire 43 433 2,182 20% - Repairs & Maint. 0 1,107 24,545 5% - Rubbish Collection 40 173 545 32% - Utilities 0 2,330 7,545 31% - Strata/Levy 0 43,820 58,182 75% - Rates & Taxes 0 37,004 15,000 247% Leasing Office Equipment 936 8,774 11,818 74% Office Requisites 176 2,388 8,183 29% Postage & Couriers 465 5,687 9,091 63% Printing 0 6,366 7,273 88% Stationery 106 756 2,727 28% Telephone/Mobile 750 7,932 18,182 44%

2,517 140,933 197,091 72%

Total Expense 938,850 10,049,073 15,324,235 66% Net Profit / (Loss) 66,329 1,979,150 (1,077,231)

32 | IEUA NSW ACT IEUA NSW ACT | 33 34 | IEUA NSW ACT OUTLINE ANNEXURES& IEUA NSW ACT | 35 36 | IEUA NSW ACT

ListIntroduction of Annexures 1 Industrial Report/Campaigns 2 Early Childhood Services 3 Support Staff 4 Education Issues 5 Accreditation 6 Professional Development 7 Tertiary Initiatives

8 Union Training 9 Women and Equity

& 10 Principals 11 ELICOS 12 Child Protection 13 Aboriginal and Torres Strait Islander Advisory Committee 14 Environmental Issues 15 Communications 16 Information Technology 17 NGS Super 18 Membership Statistics and School Visits 19 Recruitment and Organising 20 ACT 21 Newcastle 22 Lismore 23 Teacher Exchange 24 Work Health and Safety ANNEXURES OUTLINE OUTLINE 25 Social Justice 26 Member Benefits 27 National President’s Report 2019 Meeting Dates

IEUA NSW ACT | 37 38 | IEUA NSW ACT TION ODUC INTR

IEUA NSW ACT | 39 40 | IEUA NSW ACT Introduction

Every once in a while, I get the opportunity For our members in Catholic schools across to present consecutive Annual Reports where NSW and the ACT, we were in bitter dispute with Australia has the same incumbent Prime Minister the 11 dioceses over access to arbitration as an as we had at the previous AGM. This year is not unalienable right. Those employers had attempted one of those occasions. to deny our members the right to take Protected For our Union and our members, the past 12 Industrial Action. We won that right and we used it. months have been dominated by the successful Within a few weeks of our AGM, Catholic resolution of our dispute with the Catholic employers determined to put their own EA employers over an EA, our Equal Opportunity proposal to staff without Union endorsement. In Order case finally making it to court, ongoing and the Catholic Weekly, CCER Executive Director unedifying disputes of school funding formulas Anthony Farley is reported to have said “The and for thousands of our NSW teacher members, Independent Education Union have made transitioning to a NESA accreditation system with unreasonable demands”. flawed and broken infrastructure. “Catholic employers are confident that the Let me take you back to where we were this time majority of staff think the current enterprise last year. agreement works well for them and that sticking

IEUA NSW ACT | 41 with what they have is a good idea. Voting yes to recognised by the ACTU with the award for the agreement will guarantee staff a year’s back pay “Campaign of the Year”. In nominating our Branch of 2.5% before Christmas.” for that award, Unions NSW Secretary, Mark Morey He was wrong. Almost 88% of employees said that “Despite many obstacles thrown up by rejected the non Union EA. Significantly this is a employers who used every industrial roadblock higher percentage than our member density in available to them in the Fair Work Act, the Union Catholic schools which tells me that our members and its membership campaigned relentlessly to win are genuinely influential among their colleagues, are an outstanding victory”. opinion makers, and that even non members trust In doing this he acknowledged that we made a the Union. “significant contribution to the ‘Change the Rules’ Noticeably smarting from the rebuff, employers campaign”. returned to the bargaining table, gave us the Although we did not abandon traditional arbitration we demanded and processed backpays. campaigning methods, we made much greater use Most members got paid before Christmas. of digital media to broadcast our message and to Negotiations over wording dragged on for the be in those spaces our target audience inhabit. We early part of this year and there were delays due made extensive use of social media platforms like to the changed employer structure in the Sydney Twitter, Facebook and Facebook Live, recorded a Archdiocese but in May, when a Union endorsed dozen short YouTube messages and used SMS EA went to the vote, it gained almost universal for urgent reminders. We learned a lot in doing approval. 98.4% voted yes. these things. We got a very good enterprise agreement and The rules are broken. It is time to change the Work Practices Agreements that begin a process rules and to change the government. of controlling workloads, particularly for teachers. The support of most Catholic school principals Addressing workloads is unfinished business for the for the Union and for their teachers and support Union and at this stage the WPAs merely slows down staff during the battle around arbitration is the ever-increasing demands on those who work in appreciated and acknowledged. Predictably education. Those support staff who attend overnight CCER attempted to wedge principals and to run events will at long last be recognised by an allowance interference, but most of our principal members are for doing so. There is however much more to do. far to canny too fall for that. In regard to work intensification, we have The EA for Catholic system schools is significant “scorched the snake, not killed it”. because it covers a large proportion of our A real fix requires in part a political solution. members but was only one of many EAs finalised It should be a very simple fix. Politicians should by the Union in the past 12 months. The Industrial stay out of the classroom. The current escalation Annexure provides the detail, lists 33 Early of workloads began with Education Minister Childhood EAs, updates other negotiations and Brendan Nelson of A-E reporting fame and has demonstrates the scope of our coverage and the since exploded. Every government since then has capacity the IEU demonstrates. wanted to tinker with the work of schools. I do want to draw attention to one specific EA. The Industrial laws that allowed employers to use Unlike the teachers who are captured by the AIS multi-enterprise agreements to prohibit Protected MEA, Support and Operational Staff at Green Valley Industrial Action, to require cumbersome ballots Islamic School had been left to the misery of the of members to permit that action, to put sub- modern award until Union membership increased standard and flawed Industrial Instruments to a vote to a level which facilitated the IEU bargaining from of employees and to deny access to arbitration of a position of strength. In May, a Union-negotiated protracted disputes all remain unchanged. EA delivered those members a pay increase of Despite these broken rules, we won our battle, 57% matching the rates payable in surrounding but we should not have had to endure the delays, independent schools. the costs or the hardship. You should never have This was the year when our Equal Remuneration had to wait 12 months for your wages and salaries Order (ERO) case for early childhood teachers to be adjusted. finally got to court. Commenced five years ago, It is also worth noting that the ballot of employees our task is to prove that early childhood teachers closed on 23 May, however the agreement was not (mostly female) earn less that a comparator approved by the FWC until 15 August and officially industry (mostly male) performing work of equal came into effect seven days later, 600 days after the value. This case has taken an interesting twist expiry of the previous EA. The three-year agreement opening up greater scope and raising questions will expire less than 500 days after it was made. It is about the fairness and relevance of the modern time to change these rules. award rates of pay for teachers. The campaign that we ran to inform our More will be said about this issue today and there members and to call them to action was is greater detail in your papers. In some ways this

42 | IEUA NSW ACT case is part of how our Union is addressing the this Annual Report and for the most part I’ll not try gender pay gap. We also take the view that we to summarise it all. are trying to tackle the artificial low pay and I do however take this opportunity to inequity which is a feature of modern awards. acknowledge and thank those who volunteer and More broken rules. The case is however an form our various committees - the Aboriginal and extremely significant one for all teachers nationally Torres Strait Islander Advisory Committee, Early and yet another example of our Union “punching Childhood Council, Education Issues Committee, well above our weight”. Environment Committee, Support Staff Advisory Perhaps the best example of our Union having Committee and the Women and Equity Committee. influence beyond what our size would suggest is Many parts of this overview will touch on the work the “Khayam decision”. In August last year, Saeid they engage with. Khayam spoke to Council about his determination Outside our own member base, we also engage to challenge his employer NAVITAS regarding with business partners who contribute to our ideals. them not renewing his contract after 12 years Many of our principal members have borne the of continuously doing so. NAVITAS argued that brunt of frustrations arising from the uncertainty he was a casual and had no rights to claim relief of school funding, the threats of massive fee from an unfair dismissal. While the first hearing increase and the incompetence and arrogance of went against us, the appeal to the full bench was government in dealing with a new funding model. successful, creating an important precedent and The regular “Wellbeing” research undertaken by much greater access to unfair dismissal rights Teachers Health confirms the toll these things take for our members in ELICOS and across other on the physical and mental health of those who industries. Other unions are already citing our case take on the responsibilities of school leaders and and relying on the full bench decision. on all employees. Saied was offered strong inducements to settle NGS Super have been proud sponsors of our this matter out of court, but he was absolutely professional program for several years supporting determined to pursue principle rather than self- both our PD events and many of our conferences. interest. In doing this, he becomes a modern hero On 1 July, the fund celebrated its 30th birthday. of the trade union movement. From humble beginnings it has grown to be a The jungle that is the ELICOS and private college robust and secure custodian of the retirement sector continues to be just that – a jumble of poor savings for our members. When the merger with employment practices and wage theft where it her sister fund QIEC is complete later this year, is difficult to recruit, to bargain and to maintain NGS will number greater than 125,000 members membership against the cycles of redundancies and have more than $10b in Funds Under created by government policy which is to give Management. Happy Birthday NGS. English language contracts to the lowest bidder. The Banking and Superannuation Royal Across our sector we mostly see responsible Commission intended by the Federal Government employers. Never perfect and we always have plenty to embarrass Industry Superannuation succeeded of disputes on a range of matters. Our members only in exposing the criminal behaviour of retail have chosen their careers not to get rich but to funds and revealed the non-for-profit Industry contribute positively to their students and their Funds to be superior in terms of governance, communities. To build a better world. It is unsurprising management and investment returns. that so many also engage in what might best be As Hamlet would observe, the Conservative described as activities promoting social justice. Government were indeed “Hoist with its own petard”. Justice is a fundamental principle of trade One ongoing struggle for our superannuation unions and we promote these events and causes. funds is to provide adequate and affordable We participate in May Day celebrations, the Palm Income Protection Insurance for workers who are Sunday peace march, various causes supporting increasingly denied access through legislative refugees and seeking to get children out of changes to workers compensation particularly in mandatory detention. We have aligned with the relation to psychological injuries. This is all part of a Edmund Rice Foundation, UNHCR, Chilout and neoliberal small government agenda to shift costs the trade union movement’s own international aid from employers to individuals. agency Union Aid Abroad APHEDA in support of During the year, we have settled a dozen workers these causes and in promoting their events. compensation cases through the courts and The IEU has a core of our staff who form ad initiated two dozen. Our workers compensation hoc and standing committees volunteering to solicitors New Law in NSW and Maurice Blackburn coordinate this and other work. Our Union relies in the ACT have been instrumental in bringing heavily on committees and similar bodies for these cases to satisfactory completion. On behalf member input on many facets of our work. Reports of our members, I note with appreciation their on their work throughout the year form the bulk of commitment to just outcomes.

IEUA NSW ACT | 43 The psychosocial health and wellbeing of our mostly online MoA courses with extremely members is of vital importance and in a small positive feedback. Our purpose here is entirely way we have chipped away at the unreasonable about minimizing workloads for members through demands made on school staff by the matters as understanding the requirements. It is part of simple as a lack of email policy at school or system enforcing a policy that we helped to shape with our level. Work Practices Agreements with all but one members interests in mind. diocese require policies to restrict expectations on Another significant PD offering was a four-part staff and recent negotiations with the Broken Bay Behaviour Management course run online over Diocese on that issue show that they are serious in four weeks. This was fully subscribed within hours addressing this. of advertising and a second series immediately On 1 January, more than 60,000 NSW pre scheduled. A third series is programed for this term. 2004 teachers were accredited by NESA and The program “Understanding Student Anxiety” is immediately commenced a Maintenance of running throughout this term with member demand Accreditation phase. This represents the majority exceeding our capacity to supply. This is clearly a of our NSW teacher members and puts in place topic of enormous interest to members and the the final piece of school teacher registration across first sessions were fully subscribed with 27 minutes Australia. of advertising. Tenacity has paid off and we have It is no coincidence that a revised NESA policy this program registered with TQI so at long last can streamlines the Maintenance of Accreditation offer more than teacher identified PD to our ACT procedure, abolishes the written report and members. We will work to get more registered with rationalises the recording of PD. Teachers will now them in 2019. simply make a declaration that they have continued PD offerings like these are designed to help to address the APST and principals will attest that members develop strategies to minimize and deal this is so and indicate the processes which provide with daily stressors. To ease the burden and to that assurance. This is entirely due to the Unions address workload. involved in working with NESA officers on this. It is Our PD team have taken in excess of 3000 not the gift of benevolent employer groups but one bookings for events in 2018 including those yet way in which our key people worked to minimize to run later in the year. Our ongoing partnership the workload implications for our members. I quote with the Teacher Learning Network to provide from the new policy “the activities and practices specifically targeted early childhood PD adds over that form the basis of this attestation 2000 to this. By year end, IEU members will have will be comprised of processes that are in place more than 10,000 hours of NESA Registered and will not generate additional requirements for PD recorded in their names as a result of Union the teacher”. provided events. These events also include This move to universal accreditation provides seminars like our Women’s and Early Childhood access to mutual recognition with other states Conferences. Generally free, entirely voluntary, but and territories but has not been without trauma very clearly fulfilling a member need and demand. for teachers and severe embarrassment and Our relationships with sympathetic organisations reputational damage for NESA. are important to the Union and its members. NGS The total failure of the NESA eTAMS platform provide generous support for the PD program precisely at the time such a large number of and Teachers Mutual Bank partner with us across teachers entered their first maintenance of a range of IEU activities including our tertiary accreditation phase, were required to commence initiatives and provide financial support allowing us logging and evaluating their PD and needed advice to award grants to schools and centres undertaking on a range of other issues was disastrous. The innovative work in environmental education. NESA email and phone system did not cope and This year we successfully took our environment it was common for members to report dozens of grant winners online to run a TeachMeet using the unanswered emails and phone calls. Adobe Connect PD platform. Highly effective, the Practical and useful advice from NESA was seldom online space proved to be surprisingly compatible evident or timely and the IEU stepped in to fill the void for TeachMeets. in various ways and on numerous occasions. We We have plans to do much more PD and Union fielded, answered and acted on hundreds of enquiries training in the online space and are building and made many individual representations to NESA a resource “The IEU Zone” to host a range of staff on behalf of members. resources and platforms including on-demand The NESA system went into meltdown, the Union downloadable packages. The Zone currently host into overdrive. six of our PD presentations with more to come and The bulk of our PD program in the first half of is currently in the “soft” launch phase with testing this year was given over to Accreditation issues by a small focus group. The full launch will be done and more than 1200 members participated in quietly during Term 4.

44 | IEUA NSW ACT Training our Chapter Representatives and Our Communications have become increasingly activists is as important to the IEU as it is to sophisticated and targeted. Our use of social all other unions. We do not have the luxury of media widened and better directed. We played in paid trade union training leave in any of our EAs new spaces this year and have bold and ambitious and covering member replacement costs is a hopes for 2019. We are aware that in many ways significant financial impost. Notwithstanding this we are playing catchup with our membership who limit, 200 members had access to Reps training are more technologically advanced than most of throughout the year and the annual Activists us. We are painfully aware that we must occupy Conference at Easter was again well attended and new spaces and do innovative and different things praised by participants. if we are to meet and engage with prospective This face to face experience and learning members, to showcase the IEU and to build is fundamental however, there are increasing our membership. representations from members for a range of During the course of this AGM, we will have the resources and opportunities that they can utilise opportunity to hear a federal perspective on many at their leisure. 2019 should see the beginning of of the issues which have been and continue to moves to fill this demand. By identifying activists impact on our membership. Our local view on many early and providing basic resources and support, of these are addressed in the Annexures which we hope to ease the burden on our dedicated follow this introduction. Among them NAPLAN, Chapter Representatives and equip others to School Funding, Teacher Registration, National share the load. Child Protection employment checking and most The reports from our regional offices in recently Anti-Discrimination Exemptions. Newcastle, Lismore and the ACT speak to the work The recent AITSL initiated National of the Union in microcosm. Each reflects a local Review of Teacher Registration and the 17 flavor of representing members individually and recommendations of its final report raise a number collectively in bargaining, in local policy matters, of issues of concern for us. The report provides workplace issues and the like. Local officers positive statements about the resourcing of quality engage with local employers and members in WGE induction and mentoring for early career teachers committees and a full range of relevant forums. but squibs the real issue by recommending that The Newcastle office report points to a employers be encouraged take more responsibility significant dispute between Union members in this matter. The good employers will do so, the and the Catholic Schools Office regarding a long rest won’t. There is no suggestion of resourcing, running restructure of the CSO. Many members no proposed description of ideal or even minimum have been removed from CSO employment standards and no sanctions for those who and the protection of EA coverage to a “shared abrogate this responsibility. services” establishment. While too complex to A significant part of Union work is dealing with unpack in this report, the Union has concerns the fallout among our members where quality beyond these direct employment issues. By mentoring is ignored. Those working casually or distributing roles and services within and outside in temporary capacities are hardest hit but by no the CSO, the issue of government recurrent means the only victims. funding for the provision of education (a legislated Other recommendations giving rise to list of allowable expenses), there is an increased considerable disquiet are a proposal for greater risk for the diocese to fall foul of those funding sharing of information about teachers between requirements. State and Territory Registration Authorities I spoke earlier about our dispute with Catholic particularly about the status of an individual’s employers, the campaign we ran to win access current registration and a proposal to consider a to arbitration and the ACTU award we won for “fit and proper person” test for teachers and those that campaign. The campaign would have been entering initial teacher education. as nothing if it were not for our publications It defies belief that legislators who are merely and communication with our members and required to not be dual citizens or undischarged the wider community. bankrupts might impose upon the teaching The Publications and Communications Annexure profession a test to determine suitability. It is worth outlines how we went about distributing our noting that the last Federal Education Minister with message over the past 12 months. All publications teaching experience was Susan Ryan who was have been available in digital format for several appointed in the first Hawke Ministry in 1983. years however, we moved to make the first and The sharing of information is proposed as fallout last editions of Newsmonth digital only and this is from the Royal Commission into Institutional emailed directly to members and subscribers. During Abuse and Child Safety concerns. The current the school year, the paper version continues. Initially legislation in NSW (and soon in the ACT) requires a trial the feedback has been extremely positive. employers to report to NESA (and soon to TQI)

IEUA NSW ACT | 45 any information of which they are aware which extensive list is included. Those who examine these might lead to the suspension or revocation forensically will see that membership numbers of a teacher’s registration or accreditation. continue to be flat. We recruit extremely well, in the Some independent schools including Catholic five years between 2013 and the end of 2017, we independent schools are already reporting child recruited 15,732 new members. This is 50% of protection type allegations even before school- our membership number. However, in that same based investigations have been concluded or in period, 15,733 retired or resigned, usually because some cases even commenced. they left the industry or moved to the government Widespread distribution of allegations, untested system. A loss of one member over that period. and unproven claims or reporting findings that This year has seen a similar trend. do not warrant any significant sanction is a Our internal Recruitment, Organising and very dangerous move and one to be vigorously Retention Committee have been charged with opposed. finding innovative ways to attract and retain There is much still to be done to arrive at a younger teachers to the Union in significant and system providing natural justice and fairness for higher numbers. This is essential if we are to our members and legislative changes are likely the continue to play our role as the voice of the non only solution. Representation on these matters will government education sector and to maintain the continue. level of service we provide to members. As an organisation of considerable size, we are As always, this report is delivered on behalf of able to provide a range of material and commercial the Executive, officers and staff of our Branch. benefits to our members including access to The collective achievements of our Union are just Teachers Health Fund, Teachers Mutual Bank, that, the achievements of the collective. I take Union Shopper and various others. We are affiliated this opportunity to acknowledge and to thank with the Workers Health Centre and the Welfare our Chapter Representatives and workplace Rights Centre to enable referral of members with committees, our sub branches, those who serve on quite specific legal and medical issues around various committees and represent us at NESA and social security, exposure to toxic substances and other bodies. similar specialised problems. Although our practice is not to single out Our suite of benefits will increase in 2019 individuals, I acknowledge those with whom I work when we discontinue plastic membership cards who have given me enormous support in this past in favor of a digital “Member Advantage” cards year. To my leadership colleagues, Gloria, Mark, which provides access to a range of discounts. Carol, Liam, Pam and to President Chris Wilkinson No member benefit is as popular however as special mention. And of course, to Helen Gregory, participation in the teacher exchange program. who beyond being my right-hand person performs This year the Union facilitated 20 exchanges this role for Executive and Council also. mostly to Canada. These included a mid-year swap, This is of course only a partial summary of what a second double exchange for a Canadian couple the full manuscript reports, but it is worth reminding and a record 4th exchange for one well-travelled ourselves when someone asks “what does the teacher. The coming year will see 18 teachers trade Union do for me”, the answer is in this book. jobs. Among these are two for a second time and one ACT school hosting two exchanges. John Quessy No Annual Report would be complete without Secretary an array of statistics and figures and the usual

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Industrial pay and conditions claim on behalf of members in Introduction Like 2017, 2018 has been dominated by Catholic systemic schools. As well as minimum pay bargaining in Catholic systemic schools. The rises of not less than 2.5% for teachers and support bargaining ultimately lead to a new enterprise staff (3% per annum for teachers in the ACT), the agreement that preserved and extended Union’s claim included a broad range of issues. For members’ rights. teachers, the claim included issues arising from the In the independent school sector, new multi – implementation of the new Standards classification enterprise agreements were approved by the Fair model, the need to protect longstanding rights and Work Commission covering teachers and support improvement of Work Practices Agreements (WPAs) staff in almost all Association of Independent and other means to address work intensification. The Schools (AIS) schools in 2017. Union activity claim also included a comprehensive list of support has focused on the small number of schools staff issues. not included in these MEAs and monitoring the The Union commenced bargaining on 24 implementation of the new provisions. November 2016 with the Catholic Commission The Union has negotiated enterprise for Employment Relations (CCER) on behalf of agreements in other independent schools. New the dioceses. agreements have been achieved for teachers and support staff in NSW Christian schools following Work Practices Agreements (WPAs) the expiry of the previous agreements. A highlight A core component of the Union’s claim for was the achievement of new personal/carer’s leave teachers focussed on ensuring that teacher for teachers in Christian schools, in line with that working conditions are adequately protected and applying in government, Catholic systemic and the problem of work intensification was addressed. AIS schools. We have also negotiated new EAs in The conditions under discussion included: Adventist schools. restricting meeting times in primary and • The Union’s application for an Equal secondary schools to a maximum of 10 hours Remuneration Order on behalf of teachers per term of meetings and a limited number of employed in preschools and long day care briefings centres has been re-enlivened following extensive lowering current caps on class sizes in primary • delays and the Union will now seek an increase and secondary schools in the modern award rates to apply to teachers guaranteed two hours per week teacher • under the modern award. The Union continues to directed release from face to face (RFF) for negotiate early childhood agreements. We have primary teachers also negotiated agreements in ELICOS colleges improved protection for members by clauses on • (colleges offering English Language Intensive emails, data collection and managing students Courses to Overseas Students). with challenging behaviour The Union continues to handle complex matters on explicit support for teachers seeking Proficient • behalf of individual members involving for example, status and their mentors contract questions and questions of the application additional release for teacher performance • and interpretation of enterprise agreements. and development (TPD) and limiting excessive programming requirements. Teachers and support staff In NSW/ACT Catholic systemic schools Arbitration The IEU’s Annual General Meeting of Council on 22 Negotiations had reached an impasse in October 2016 unanimously endorsed an extensive June 2017 over the right to arbitration in the

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Dispute Procedure clause in the EA. The Catholic Protected action was taken in most dioceses for employers’ wished to remove the right of arbitration approximately four hours on varying days in the two to resolve industrial disputes thereby making the weeks from 1 November. EA much harder to enforce and the Work Practices During this period, the Union continued Agreements (WPAs) impossible to legally uphold. negotiations with the CCER about the draft EA – The problem with the Disputes Procedure clause there were many outstanding issues in addition to had been foreshadowed in March 2017 during a the arbitration issue. dispute in the Fair Work Commission (FWC) over Following the disappointing result with the postal ACT school term dates with the Archdiocese ballots, the Union decided to seek a ballot agent of Canberra and Goulburn. The problem was who could conduct an electronic vote of members exacerbated by Fair Work Commission decisions in the schools that had failed to achieve the 50% (including a Full Bench decision on 17 June 2017) participation rate. Elections Australia Pty Ltd were in other industries interpreting clauses in other selected to conduct the ballot. Applications to the EAs similar to our clause. At a meeting on 23 June, FWC were lodged on 13 November for ballots in CCER asserted definitively their view that there is 110 schools and the ballot was conducted by no right of arbitration without employer consent. Elections Australia Pty Ltd from 23-27 November. The Union took the arbitration issue to members Almost all ballots were successful (only three across NSW and ACT Catholic systemic schools schools failed). and over a few short weeks in July 2017, 529 The Union also applied to the FWC to extend the 30 schools overwhelmingly supported a motion calling days in which protected action must be taken after for protected action ballots. the ballot is declared for schools in the Dioceses of Armidale, Bathurst, Lismore, Sydney and Wilcannia- Forbes. These schools were successful in getting Protected Action Once the question of arbitration emerged as a the right to take action but had not participated in the sticking point in negotiations, the Union moved to stopwork action in early November so the right had apply for Protected Action Ballot Orders (‘PABOs’), lapsed. The FWC extended the right for another 30 that are a pre-condition to the taking of industrial days on 24 November. action under the Fair Work Act. The Union then called for protected action on The Union applied for orders for PABOs on Monday 4 December for four hours. The required 2 August 2017 in relation to all 11 diocesan three days’ notice was given to employers on employers. The employers opposed all of the 28 November, the day after the electronic ballot ballot order applications on the basis that they had closed. were seeking a multi – enterprise agreement The industrial campaign was fueled by the (‘MEA’) and, they claimed, they had never agreed employers’ decision to proceed to put the to bargain for anything other than an MEA. This enterprise agreement to the vote, even though argument exploited a loophole in the Act, and it was opposed by the Union, and buoyed by the a further loophole arising from recent case law overwhelming success of the electronic ballot. As that was specific to MEAs. Ultimately the matter a result, the stopwork on 4 December was widely was decided on 7 September 2017 in favour supported amongst members and also received of the Union, on the basis that the dioceses extensive media coverage. Over 350 schools were were engaged in a common enterprise, being able to participate in the stopwork. the provision of Catholic education in NSW, and The vote on the employers’ EA opened on therefore they could not bargain for a MEA. Tuesday 5 December, the day after the Union’ Accordingly PABOs were issued. The five week stopwork. Employers admitted on 12 December delay in the Union obtaining the right to conduct that the outcome was an overwhelming vote ‘NO’ the ballot however resulted in the ballot period – 88% of employees voted ‘NO’ notwithstanding including school holidays and somewhat blunted the employer threat to withhold backpay to any the momentum of the campaign. employees resigning at the end of 2017. Ballots to authorise protected action were then In light of the ‘NO’ vote, CCER advised the Union conducted by the Australia Electoral Commission that employers were committed to resolving in over 500 schools – most were postal ballots all outstanding matters including the disputes with attendance ballots in almost 70 of the larger procedure. Notwithstanding earlier threats, all workplaces. Unfortunately although 97% of members employers back paid the 2.5% increase to 1 voted in support of protected action, only about 47% January 2017 in December. of schools reached the required 50% participation rate in the ballot. The ballot was declared by the AEC on 25 Enterprise Agreement finalised October 2017 and the Union immediately proceeded Negotiations proceeded on finalising the drafting to give notice of protected action in the schools where of the EA in early 2018, in addition to the Disputes the ballots were successful. Procedure. Eventually agreement was reached in

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early May and the EA went to the vote with The Union was able to negotiate renovated Work the endorsement of the Union. The EA was voted Practices Agreements for all dioceses except up with 98% of employees who voted, voting Wilcannia-Forbes. ‘YES’ and approved by the Fair Work Commission in August. Principals in Catholic systemic schools IEU principal members in Catholic systemic schools welcomed the finalisation in 2017 of Improvements for teachers The EA provided for a 2.5% pay rise per their enterprise agreements for 2017-2019. The annum, in line with state public sector outcomes. Catholic principals’ EA is also relevant to many Additional improvements were: principals in independent schools whose salaries recognition of overseas service for all teachers are based on the EA. • and child-rearing for teachers on the Standards Both the Sydney Archdiocese Agreement and model the Agreement covering the other 10 dioceses improved salary outcomes for pre 2014 included at least a 2.5% per annum pay rise, with • teachers higher increases in some circumstances. The a classification for teachers who do not have agreements also provided for a salary structure • proficient teacher status, but have substantial which recognises both the size of school and teaching service principals’ experience. term dates in Canberra & Goulburn agreed to Principals also appreciate the greater • reflect government school term dates clarity around their classification and primary class sizes in Sydney Catholic schools. progression, including in relation to situations • employer requirement to notify teachers who where principals change schools. • were in danger of not meeting requirements to In the MEA, there is provision for a loading of up maintain Proficient status. to 10% of salary for principals in remote schools or those with other special circumstances. (This includes diocesan boarding schools.) Some Improvements for support staff Improvements included: discussions have occurred with country dioceses inclusion of specific classifications for Information in regard to the implementation of this EA clause. • and Communications Technology (ICT) staff introduction of an overnight camp allowance for • ACT Catholic Education Early Learning Centre classroom and learning support staff of $45 and School Age Care Centre Enterprise per night Agreement some improvement in the calculation of The ACT Catholic Education Early Learning • permanency for support staff (teacher aides) on Centre and School Age Care Centre Enterprise temporary contracts. Agreement 2016 was approved by the FWC on 15 March 2017 to apply to staff employed in early learning centres attached to ACT Catholic Outcomes on Work Practices Agreements The Union achieved: systemic schools. The EA had a nominal expiry significant reductions in meeting times in primary date of December 2017. • schools in most dioceses and greater specificity Given that pay rises in the EA were agreed to be in regulation of meeting times in secondary tied to those applying to comparable staff in ACT schools Catholic systemic schools, a new EA was not able improved support for large classes in primary to be negotiated until the Systemic Schools EA • schools and a commitment by Sydney Catholic negotiations were finalised in May 2018. Since that Schools (SCS) to move towards a cap of 30 in time, the Union has met with members and had primary classes (previously many Sydney classes one bargaining meeting with employers. A draft EA had exceeded 30 students with classes of up to is expected shortly. 34 not uncommon) an entitlement in all dioceses for teachers in • Diocesan Office Staff primary schools to be able to take RFF on a Maitland – Newcastle Catholic Schools Office regular basis and not be forced to accrue it and – EA and Restructure more control by the teacher over the way RRF The Union was informed in June 2017 by is used members that the diocese was adopting a clauses establishing that teachers were not “shared services” model across the diocese • expected to respond to emails outside normal that would have the effect that services such as work hours HR, IT etc that were currently part of the CSO motherhood statements about the elimination of would perform this role on behalf of all diocesan • unnecessary data collection (in most dioceses). agencies. Members were concerned about the disparity in pay rates between staff in the

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different Church agencies and the potential for with the IEU about the way forward, including reductions in pay of CSO staff and the threat of seeking a possible Majority Support Determination. redundancies. The Union notified a dispute to the Fair Work Commission in mid-June 2017. Following CEO Parramatta (Counsellors) Enterprise the notification, the CSO halted the vote on the Agreement EA to apply to CSO office staff that had been Following a campaign dating from 2013, the under negotiation for some time. In subsequent Union was involved in a series of stop-start negotiations, the Bishop advised that members negotiations with the Catholic Education Office, employed in the CSO would continue to be covered Diocese of Parramatta (CEDP) over a new by the CSO EA even if they were transferred to enterprise agreement for counsellors working ”shared services”. Given these assurances, the in the diocese. Negotiations concluded in Union discontinued the proceedings before the Fair July of 2017 and in August, a new agreement Work Commission. It was also agreed that the EA was endorsed by counsellor members with could proceed to the vote. a unanimous ‘YES’ vote. The agreement was The Diocese of Maitland – Newcastle Catholic approved by the Fair Work Commission on 30 Schools Office Enterprise Agreement 2017 was November 2017. It provides for pay increases subsequently finalised and lodged with the FWC consistent with teachers and general staff in on 8 August 2017. The EA was approved by the the dioceses and for the first time codifies an Fair Work Commission on 31 August 2017 with a enforceable five step scale for counsellors, as well nominal expiry date of 31 December 2018. The EA as scales for lead counsellors and coordinators. It covered all CSO office staff, including administrative also provides for counsellors to be paid throughout staff, professional staff, psychologists, other than the school year and protects counsellors from very senior management. being required to do professional development However in March 2018, the Union became during school vacation periods. aware that some CSO employees were advised Discussions are continuing in 2018 with that the EA would not apply to over 30 employees counsellor members and with CEDP in regard to in HR, payroll, IT, communications and property the implementation of the EA, especially in relation who would be transferred from the CSO to shared to classification and progression issues. services from July 2018. These employees were also invited to apply for new diocesan contracts in CEO Bathurst Clerical and the period between July 2018 and December or Administrative Staff Agreement were given the option of remaining on the EA only Workplace bargaining on behalf of our clerical and until December 2018. administrative members employed in the office The IEU then notified a dispute to the FWC of CEO Bathurst has been continuing throughout in March 2018 and in May 2018, lodged an the year. Negotiations came to halt whilst the IEU application to vary the EA to remove an ambiguity awaited the finalisation of the general systemic about the coverage of the EA. These matters schools negotiations which formed the basis of were listed for hearing in Newcastle in September. these members’ log of claims. The negotiation Further dates need to be set for final submissions. was further delayed due to the complexities of standardising inconsistent pay levels between employees. The IEU will continue to negotiate with Parramatta Diocesan Staff Negotiations recommenced in late 2014 with CEO Bathurst. Catholic Education Office, Diocese of Parramatta (CEDP) to develop an enterprise agreement for Teachers in NSW Catholic independent schools system level staff not covered by an industrial Late in 2016, teachers in NSW Catholic instrument, including CEO professional officers, independent schools (those schools represented clerical and administrative staff and business by the CCER) voted strongly in support of new multi managers in schools. Unfortunately negotiations – enterprise agreements (MEAs), separated into stalled in 2016-2017 because of the systemic three categories depending on the salary models schools’ dispute. In 2018, the CEDP Chapter of adopted: Models A, B or C. over 100 members expressed its strong desire Schools that follow the Association of to progress an EA and met formally with CEDP Independent Schools (AIS) Standards (3 Band) leadership. The IEU also wrote to CEDP Executive Model known as Model A have a four year Director Greg Whitby to request bargaining to agreement: 2017-2020 with salary increases of commence. Greg Whitby responded to the IEU 2.3% from the first full pay period (fpp) on or after on 31 July rejecting the need for an EA for system 1 February 2017 and 2.5% for the following three level staff. years. Santa Sabina College also adopted the The CEDP Chapter has determined that it wishes Model A structure and salary outcome in a stand- to pursue an agreement and is currently liaising alone enterprise agreement.

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The Model C MEA covers about 20 schools that no changes to current leave entitlements • have been traditionally aligned with outcomes in three year agreement • the government and Catholic systemic sectors allowances – to be increased in line with • and have adopted a three year agreement with percentage increases applied to salaries. salary increases of 2.5% from fpp on or after 1 January 2017, 2018 and 2019 based on a Support and operational staff in ACT Catholic modified Standards model similar to that adopted independent schools in government and systemic schools. Protracted bargaining in the three Catholic The Model B MEA included annual percentage congregational schools in the ACT for a multi – increases of 2.3% from fpp on or after 1 February enterprise agreement concluded in April 2017 2017 and 2.5% in each of 2018 and 2019, with with a new MEA and the MEA was approved by the rates of pay above Model C. The Model B MEA Fair Work Commission on 3 November 2017. also introduced a revised Standards structure and The nominal term of the MEA will expire on 31 applies to the EREA/Christian Brothers schools March 2019. and other schools. In relation to changes proposed by the Colleges to the averaging of salaries and the number of days required to be worked by averaged Support and operational staff in NSW Catholic employees, a compromise was reached that independent schools Three MEAs for Support and Operational Staff protects the arrangements presently in place for (called Models A, B and C) as well as a single all existing employees, while allowing Colleges the enterprise agreement for Support and Operational flexibility to put in place differing arrangements for Staff at Santa Sabina College were approved future employees. by the Fair Work Commission in July 2017. The agreements provided for general salary increases Teachers in NSW AIS independent schools of at least 2.5% per annum. The Model A and In March 2017, new multi – enterprise Santa Sabina agreements have a term of four agreements were approved by the Fair Work years, while Models B and C have a three year term. Commission for teachers - the Standards MEA, Members employed at Stella Maris College were the Incremental MEA and the Hybrid MEA (that advised that the school wished to move them from combined elements of each of the Standards and the Catholic Independent Schools Model to the Incremental models) . There was a second round AIS Schools MEA. After agreements drafted by Hybrid MEA that was approved by FWC in August. the school were voted down twice because they The MEAs are four- year agreements with pay failed to maintain conditions, the Union and the AIS increases of 2.3% from 1 February 2017, 2.5% reached agreement on incorporating protections from 1 February 2018, 2.5% from 1 February into the body of the EA. That agreement was 2019 and 2.5% from 1 February 2020. approved by the Fair Work Commission on 25 The MEAs also included a new package of sick October 2017. and carer’s leave providing an annual entitlement of 15 days per annum which accrues indefinitely. In 2018, an additional 80+ Hybrid schools Teachers in ACT Catholic independent schools The Union has been negotiating for a new EA were eligible to undertake the Experienced for teachers in ACT Congregational Schools Teacher process. The IEU will continue to provide (Daramalan College, Marist College Canberra, and assistance, where requested, for those undergoing St Edmund’s College Canberra) since 2017. this process and monitor the application and As a result of the Union’s claim presented to success rate in Hybrid schools. the employers in 2017, an interim pay increase of 2.7% was paid from July 2017 (one year after the Alesco Illawarra previous pay rise), to ensure the current differential EA negotiations have commenced for Alesco with the ACT government sector was maintained. Illawarra, an independent school under the auspices The schools advised they intended to move to a of WEA. Alesco is a school for students at risk, Standards structure but a draft EA provided in including students who have not been able to engage May 2018 by CCER required considerable with learning in other school settings. The current EA amendment. Following a revised draft and further dates from 2011 and unfortunately, Alesco does not discussions in September, the Union hopes that an pay comparable salary rates to other similar schools EA will be finalised shortly. The basic points of an such as Youth Off The Streets or EREA Flexible agreement are: Learning Centres. In terms of conditions, there is an annual percentage pay rise in line with ACT currently only a $5000 parental leave ‘grant’ and only • government sector pay rises for the life of the the statutory LSL rate. agreement The IEU presented a claim to the employer on transition to Standards pay structure 22 May and bargaining meetings are being held • IEUA NSW ACT | 53 Annexure 1 | 2018

approximately monthly. Several meetings have also Support and operational staff In ACT AIS been held with IEU Alesco teacher members. As independent schools the EA also covers other Alesco employees, the IEU While teachers in the five ACT AIS schools were will seek to recruit members amongst this group of moved into the MEA for NSW teachers, the existing staff. Regrettably, like some other charities, Alesco ACT AIS Support and Operational Staff MEA had claims an incapacity to pay higher salaries or provide higher rates of pay for some classifications than better conditions to its staff and believes that they the NSW Support and Operational Staff MEA. For should be satisfied with the tax concession available this reason, the Union pressed for a separate ACT to employees of registered charities. Members agreement to avoid any potential for disadvantage understandably feel that ‘teachers are teachers’ and in this regard. That agreement was approved by the should be valued accordingly. Fair Work Commission in March 2017. The MEA contains general pay increases of 2.5% per annum for each of 2017, 2018, 2019 Support and operational staff in NSW AIS and 2020, and has a nominal term expiring on 31 Independent schools The Support and Operational Staff MEA was January 2021. approved by the Fair Work Commission in March 2017. The MEA contains general pay increases Teachers and support and operational staff of 2.5% per annum for each of 2017, 2018, 2019 agreements in Seventh Day Adventist schools and 2020, and has a nominal term expiring on In October 2017, employees in schools operated 31 January 2021. by the Seventh Day Adventist Conferences in Greater Sydney, North NSW and South NSW received Representational Rights Notices advising Green Valley Islamic College While teachers at Green Valley Islamic College that the SDA employers were commencing have traditionally been included in Union-negotiated bargaining for new enterprise agreements. enterprise agreements, a lack of industrial muscle The intention was to harmonise all the existing amongst support staff meant the employer left agreements into very basic agreements in similar them out of the Support and Operational Staff MEA terms across the three Conferences. and stuck on the modern award. The Union met with representatives of the three Support staff at the school had been aware Conferences in Sydney. for some time that there were issues with their The Greater Sydney Conference indicated its pay, but their attempts to discuss it with school wish to bargain separately with the IEU and invited management had been fruitless. During 2017, the Union to a staff information session at its support staff started to learn about the IEU and Kellyville North campus. Two bargaining meetings began joining the Union. After a series of chapter were also held at the Sydney Conference’s Epping meetings, majority Union membership was office, with some members present at those achieved, which facilitated negotiations for the meetings. While the Greater Sydney Agreement new EA. The Green Valley Islamic College (Support has its limitations, a positive outcome of the and Operational Staff) Enterprise Agreement negotiations was the level of member engagement 2017 officially came into effect on 4 May 2018, and this has continued this year with two chapter with a nominal expiry date of 31 January 2021, meetings held with Kellyville/Castle Hill members and matched the terms of the Independent to monitor the implementation of the EA and to Schools NSW (Support and Operational Staff) discuss workload issues. The agreement provides Multi – Enterprise Agreement 2017. As a result, some greater clarity around “uninterrupted meal support staff at the College achieved a massive breaks” and also provides for three discretionary pay increase of 57%. leave days in response to workload issues raised Individual support staff have also begun making by members during bargaining. claims to be reclassified at a higher level. With Separate negotiations commenced with the Union assistance, one of these claims has already North NSW Conference. The existing North been successful, resulting in a further salary NSW Conference EA is comprehensive and the increase and backpay from the commencement proposed EA based on the central model would date of the EA. Other new entitlements and have stripped conditions from the current EA. The conditions are also being enforced. North NSW Conference accepted that there would be a significant loss to its employees if the central agreement model were adopted and agreed to Teachers in ACT independent schools In 2017, teachers in five ACT independent bargain independently of the other conferences. schools moved into the Standards MEA, that It was agreed that the status quo would remain had previously only applied in NSW, for the first in relation to parental leave, disputes procedure, time. The MEA was approved by the Fair Work study leave and termination arrangements. There Commission in March 2017 (see above). was also some redrafting of clauses to make

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them clearer. Parental leave and maternity leave improvements in the averaging provisions in relation allowance payments were increased for both to hours of work and the requirement for recording teachers and support staff, with teachers now of time in lieu and overtime arrangements. having 14 weeks and support staff 10 weeks, An implied threat in the previous MEA that the with an undertaking of parity of the entitlement for higher NSW redundancy scale would cease to all employees in the next round. The parties also apply in a new agreement was withdrawn and the agreed to further discussions in the next round of existing higher redundancy scale remains. bargaining in relation to including access to LSL The two MEAs were lodged with the FWC at the after five years and a reworking of the teacher end of August 2017 and in September 2017. On classification structure to match the arrangements approval of the MEAs in January 2018, the FWC in DoE and Catholic systemic schools. The required undertakings in relation to suspension, percentage of the wage increases under the rates of pay for apprentices, penalty rates, overtime agreements also matched those applicable in the for graduates and an undertaking in relation to the Catholic sector. application of the NES to personal/carer’s leave. The EA for the Greater Sydney Conference was approved by the Fair Work Commission Teaching Staff MEA on 10 May 2018 and the EA for North NSW The Union commenced negotiating in October Conference schools was approved by the Fair 2017 with CSA to replace the NSW Christian Work Commission on 10 August 2018. Schools Teaching Staff Multi – Enterprise Negotiations are continuing for the South NSW Agreement 2016 - 2017, that expired in Conference. December 2017. The Union eventually reached agreement with CSA on the MEA in June 2018. The turning point in negotiations came when Teachers and support staff in CSA, on behalf of Christian schools, agreed to new NSW Christian schools personal/carer’s leave that contained many of the General Staff MEA The FWC approved two identical MEAs applying features of the new leave in government, Catholic to general staff in approximately 45 Christian and independent schools. Previous proposals schools in NSW, one applying to 39 schools and for full accumulation had been significantly less one applying to five schools, with effect from 26 advantageous than the provisions in other sectors. January 2018. The new MEAs were negotiated NSW Christian schools agreed to a new by the Union with Christian Schools Australia (CSA) personal/carer’s leave scheme that included: and replace the previous NSW Christian Schools 15 days per year entitlement (full time staff) • General Staff Multi – Enterprise Agreement accruing progressively over each year of service 2012 -2013. which accumulates indefinitely retention of current accumulated leave balances • Pay increases under the General Staff MEAs are for existing staff as follows: five bonus days leave for (full time) staff on the • February 2017 – minimum increase of 2% commencement of the scheme to assist with • February 2018 – minimum increase of 2.3% the transition to the new accrual arrangements • February 2019 – minimum increase of 2.5%. the ability of staff in their first year of service to • • with some classifications, particularly staff in request personal leave in advance for absences • preschools and child care centres, receiving due to illness or injury up to the entitlement of higher increases to ensure rates are not below 15 days – such a request cannot be the relevant modern award rate. unreasonably denied; and expanded access provisions and lower evidence • New classifications have been introduced requirements. for graduates and nurses will be covered for the first time. The negotiations were protracted Teachers received a 2.3% salary increase and commenced in 2014. Employees received backdated to the first full pay period on or after 1 administrative increases in 2014 – 2016. February 2018 (Bands 1 and 2) and 2.5% (Band 3), The span of hours for some employees has 2.5% from the first full pay period on or after 2019 been reduced to ensure the MEAs comply with the and 2.5% from the first full pay period on or after legal requirement for approval by the FWC – that is, 1 February 2020. The increases were significantly that staff must be better off overall. However CSA higher than the salary increases initially proposed insisted on complex clauses that varied conditions by CSA on behalf of Christian schools. between different groups of employees because Although lodged with the FWC in July, the MEA of BOOT considerations – for example, only some still has not been approved by the FWC. staff benefitted from certain improved overtime After the MEA vote, another Christian school, arrangements. There have also been general Norwest Christian College, voted on its own EA

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to reflect the MEA (as it had not followed correct awareness and enforcement of current industrial • procedures for the MEA vote). provisions in schools assisting principals about letters of appointment/ • employment contracts Independent Christian Schools Teachers MEA school governance issues, especially in regard to A separate Independent Christian Schools • Teachers Multi – Enterprise Agreement 2017 dealing with school boards/councils negotiation of reasonable workload expectations was voted on and endorsed by teachers in seven • restructuring/redundancy concerns. Christian schools in December 2017. These • schools were represented by the Association of Independent Schools and this MEA is in similar CatholicCare Wollongong EA negotiations terms to the 2016 – 2017 Teaching Staff MEA, The IEU is negotiating for a new EA to cover that is with no change to personal/carer’s leave. Pay CatholicCare counsellors who work in Wollongong rises of 2.3%, 2.5% and 2.5% were provided for the Diocese systemic schools to replace the 2013 – three years from 2018 – 2020. 2016 EA. Teachers in one school rejected the MEA but In 2017, following consultations with it was subsequently approved by teachers when CatholicCare members, the IEU submitted a claim the employer, the Pacific group of schools, to CatholicCare which was then largely rejected agreed to provide an allowance of $5500 per by CCER acting on behalf of CatholicCare. In annum teachers with HAT accreditation or who consultation with members, a further response had completed a Master’s in Christian Education was prepared and submitted to the employer. or Christian Leadership. The FWC approved the EA bargaining meetings are now being held on agreement for Pacific Hills Christian School in June a regular basis and involve some CatholicCare 2018 but required an undertaking concerning the reps/members in the negotiations. Key issues suspension clause. include salaries, classification and progression, Bargaining has not commenced in relation to leave entitlements, professional development and general staff in these schools who are still covered support, and work location/travel arrangements. only by the 2012 – 2013 General Staff MEA. As the CatholicCare EA will cover all employees, some preliminary discussions have been held with the Australian Services Union and this will continue ACT Christian schools as the negotiations progress. Teaching staff The ACT Christian Schools Teaching Staff Multi – Enterprise Agreement 2016 – 2019 was Early Childhood Equal Remuneration approved by the Fair Work Commission in October and Work Value Case 2016 and continues to apply to the three ACT In late 2013, the IEU made an application to the Christian schools. Although pay rises in the MEA Fair Work Commission for an Equal Remuneration were modest (between 2% and 2.5% for each of Order (the “ERO Claim”) for early childhood the four years for most steps), the top rate in 2019 teachers covered by the Educational Services easily accessible to a classroom teacher will be (Teachers) Award. This application used a fairly $107,788. new and untested provision in the Fair Work Act. In 2015, the Fair Work Commission released a lengthy decision which outlined its expectations of Support staff The Union is currently negotiating for a new MEA to unions arguing for equal remuneration under the apply to support staff in the three Christian schools. Act, which fundamentally departed from previous A draft agreement was provided in June that decisions. After this decision, in order to receive an has an annual percentage pay increase which equal remuneration order, the IEU had to identify a correlates to the current ACT Christian Schools comparator group for early childhood teachers that Teachers MEA, a transition to indefinite personal had the following elements: the ECT and the comparator must perform work carer’s leave accrual leave entitlements and paid • maternity leave of 14 weeks instead of the top up of equal or comparable value they must be of the opposite gender; and of the government scheme. The Union has however • ECTs and the comparator must be unequally sought improvements and raised some BOOT • issues. The Union is awaiting a new draft of the MEA. remunerated.

In late 2016, United Voice having made their own Principals in independent schools The Union has been continuing to support application on behalf of early childhood workers, principals in independent schools (including asked the Fair Work Commission to determine Christian, Islamic, special needs and other a preliminary jurisdictional question. They asked independent schools) in regard to a range of the Commission whether two classification in the concerns including: Manufacturing Award are of equal or comparable

56 | IEUA NSW ACT Annexure 1 | 2018

value to the work of Diploma Level and Certificate sought an adjournment of the rest of the hearing III employees in the Children’s Services Award. dates scheduled for our Equal Remuneration Order (In February 2018, the Fair Work Commission application, which were later vacated. rejected United Voice’s approach and dismissed On 30 August 2018, the Commission directed their application). the IEU to file evidence in the Work Value Claim by In July 2017, the IEU sought for its application to 23 November 2018. On 4 December 2018, there be separated from United Voice’s application and will be a further hearing to hear any objections the pressed for its case to be considered on its own other parties have to the work value application merits. The Union advocated that early childhood being run and to program the evidence of the teachers did work of equal or comparable value to employers. The Commission has set down dates male primary school teachers, or in the alternative, to hear the ERO and Work Value Claims between to male engineers. The Commission directed 10 June and 4 July 2019. parties to file their evidence and for hearings to be The Union is currently preparing additional scheduled between July and September 2018. evidence to be used in the Work Value Claim. We are The IEU sought the assistance of many witnesses in the process of identifying additional witnesses for including early childhood teachers, primary school the Work Value Claim including expert and teacher teachers, engineers, academic experts, industry witnesses. The IEU is also seeking assistance of our experts and remuneration experts. existing teacher witnesses to provide an account In total, the IEU filed 23 statements and over of the changes in the complexity, onerousness and 10,000 pages of contemporary evidence. In July value of their work. 2018, the first few days of hearings occurred, in which the parties opening submissions and initial Early childood bargaining evidence was heard. However on the second day KU Children’s Services of the hearings, the Full Bench of the Commission Negotiations for a new KU Enterprise made the following Statement: Agreement for early childhood teachers continue. The Full Bench considers, on the basis of the The IEU claim was originally for increases of 1 opening submissions received on 26 July 2018 3% per annum but KU have offered annual pay as well as our very preliminary perusal of the increases of 2.5%. The IEU asked for one evidentiary and other materials filed to date, that additional day of office time per week (41 days per there may be an issue as to whether the year) for directors of services of between 26 and minimum rates of pay applicable to early 50 licensed places but KU have proposed two childhood teachers in the Educational Services additional days per year. Originally, KU indicated (Teachers) Award 2010 are properly set having they were seeking to increase the days of regard to the value of the work performed by attendance for preschool teachers and directors such teachers. from 204 to 206 days per year but IEU members This proceeding is being conducted outside overwhelmingly rejected this proposal. KU has 2 the current 4-yearly review of modern awards. now proposed that preschool teachers will be We note that the Commission has the power expected to complete eight hours of professional under s157(2) and (3) of the Fair Work Act 2009 development outside their normal working hours to make a determination varying the minimum each calendar year. We are still seeking details of wages in a modern award for work value reasons how this will operative and seeking feedback from on its own initiative as well as upon application. our members. KU has offered to increase non- We invite the parties to give consideration to contact time to four hours per week for full time 3 this potential issue in the future conduct of the teachers and directors if they are programming proceeding. and planning for up to 50 children. The new EA will include financial recognition of $2000 per year The IEU considered the position of the for teachers who hold a Master’s Degree in Early Commission on this matter, given their preliminary Childhood, a paid 50 minute break (encompassing views. The merits of the Equal Remuneration morning tea and lunch) per day, two days per Claim remained - however the Commission’s year paid family and domestic violence leave and view presented another path to increase early up to 14 weeks paid parental leave. After raising childhood teachers’ remuneration. workplace health and safety concerns raised by On 30 July 2018, the IEU accepted the our members, KU has agreed that a working party Commission’s invitation and made its own will be established to review support for educating application under s157 of the Fair Work Act to children with additional needs. vary the Educational Services (Teachers) Award 2010 (the “Work Value Claim”). The Work Value CSCM Claim is to be joined to the ERO Claim and run CSCM operates a number of services in Sydney concurrently before the Commission. The IEU and the Hunter Valley. The IEU and CSCM reached

IEUA NSW ACT | 57 Annexure 1 | 2018

an in principle agreement for a new EA on 12 Teachers employed by the March. Unfortunately due to financial and other NSW Ministry of Health management issues within CCSM, the EA was The IEU supported the making of a new award, not distributed to employees until August. We namely the Teachers (NSW Health Early Childhood understood that employees were meant to vote on Service Centres) Salaries and Miscellaneous the EA on 4 September but to date, the IEU has Conditions (State) Award 2018 in the Industrial not yet received confirmation that the vote has Relations Commission of NSW. The award covers taken place. teachers employed in childcare centres operated by the NSW Ministry of Health and provide them with special conditions which are specific to the Mission Australia Negotiations for the national Mission Australia teaching profession. The new award provides Early Learning (MAEL) Enterprise Agreement for a 2.5% increase in wages and wage-related 2018 – 2021 began in early April 2018. The IEU allowances from 1 July 2018 and will remain in was represented by NSW officers and also by an force for a period of one year. IEU QLD Branch official, in respect of members in Queensland. ELICOS Members were contacted to establish their The Union has always had a big focus on claims, and all NSW MAEL centres were visited. bargaining in the sector, and this year was no Members raised concerns about workloads, different. It has not been the easiest of bargaining programming time, salaries and buy back maternity environments in recent years, with the Wages Price leave. Buy back maternity leave is a process Index seemingly stuck at around 2% for nearly whereby members purchase their own maternity three years now. The post-secondary sector has leave by opting to have a percentage of their salary never been an easy place to get significant salary deducted each week. increases, though the Fair Work Commission has There were a series of negotiation meetings helped considerably with a second consecutive held in Newcastle followed by a number of above-average award increase of 3.5% in July. teleconferences. This has moved the top pay level in the award to The IEU are pleased Mission Australia Early $64, 289.37, which is clearly progress, but still well Learning are providing a number of improved below education sector standards. conditions for our teacher members, such as Colleges with enterprise agreements, of course, paid maternity leave, pay point progression during normally provide for superior salaries and conditions maternity leave and improved non-contact time, to those in the award, and the Union was able to along with maintaining salary increases of 4% above make considerable progress at the few colleges that the Educational Services (Teachers) Award 2010. were up for renegotiation over the last year. The MAEL Enterprise Agreement has currently The best of these was at Sydney English been sent out for viewing and will be voted on in Language Centres (SELC) in Bondi Junction, who early October 2018. settled for an impressive 12% over four years, including the first 5% backdated to January 2016. The new agreement at SELC also includes a casual Big Fat Smile On 24 September 2018, the Union met conversion clause, and up to five days of domestic formally with BFS management to discuss a new violence leave, and was an excellent return to agreement. While their agreement expired in members at that College. 2016, BFS has increased their salaries by the Taylors College Academic English Program CPI each year. BFS has undergone a change of (AEP, formerly known as TELP) also settled for a management and culture in the past 18 months. good salary outcome, with increases of 2.5% in The Union raised workloads, programming, 2018, 2.75% in 2019, and 3% in both 2020 and management structures and salaries as some 2021. The new agreement also includes a casual preliminary matters which we would like to see conversion clause, notice for casual teachers, and addressed. These matters were received with access to domestic violence leave. positive outcomes. The IEU is currently organising EF Language Centre also settled with a good member and centre visits in early Term 4 and agreement, with increases of 2.25% per annum will formally present our the Log of Claims to over three years, a doubling of the already existing management for the next bargaining meeting lecture payment, an expansion in the scope of the scheduled for 22 October 2018. academic subject time release provision, and a new payment for option lesson preparation. The other agreement settled over the last year Individual centre EAs The IEU continues to bargain with individual was at Australian Pacific College (APC). Outcomes centres - a full list of EAs finalised in the last year is here were less optimal, owing to a particularly hard at the end of this Annexure. line pursued by the College management. However,

58 | IEUA NSW ACT Annexure 1 | 2018

terms were agreed at 5.5% over three years, opposed the commencement of bargaining, and along with the inclusion of access to domestic this forced the Union to commence proceedings for violence leave, and a lump sum payment for a majority support determination in late 2017. The existing teachers. While these terms might not first application was withdrawn when it appeared seem especially generous, it is worth noting that that insufficient numbers appeared on the petition the College’s original position was to provide no obtained by OMS members, but this was quickly pay rise at all, and to freeze the agreement until the rectified and a further application was made. rates in the award caught up. It was only through Evidence was filed, but the matter was initially pressure from the many union members at the resolved on the proposed date for hearing in College that a settlement was able to be reached. March 2018 when Guide Dogs NSW/ACT agreed Negotiations are ongoing at Navitas English to commence bargaining (meaning the Fair Work NSW, and will soon commence at Insearch UTS, Commission could no longer make a Majority UoW College, Sydney College of English, Access Support Determination). Language Centre and Taylors College. 2019 will Subsequently, Guide Dogs NSW/ACT see further negotiations kick off, including at WSU commenced bargaining but refused to recognise The College, UNSW Global, Navitas English ACT, the IEUA as a bargaining representative, claiming Navitas English Services and SELC. that the OMS employees are ineligible for IEUA membership. The Union identifies that OMS employees are Life Education EA negotiations Bargaining has recently commenced for a new eligible because, under the IEUA’s rules, coverage EA for educators employed by Life Education extends to “…teachers employed in or by any non NSW. The current EA expires in November this government social or community organisation…” year and the IEU submitted its Log of Claims on (IEUA Rule 2(e)). 16 August, with bargaining meetings (including the The Union was then forced to commence participation of some members) commencing on proceedings in the FWC seeking a bargaining 28 September. order for a breach of the good faith bargaining Key issues for members include salaries, requirements both for refusing to recognise classification and progression, access to the IEUA as a bargaining representative, and for paid parental leave (there is none currently), refusing to reasonably hold bargaining meetings support for teachers obtaining and maintaining with the IEUA. NESA accreditation, and car and phone use The Union engaged counsel and presented a case arrangements. involving four witnesses, that was heard over two Life Education members have also raised with days in July. Final submissions have recently been the Union a range of health and safety issues filed, and the Union awaits a decision in the matter. in regard to their roles, including around travel The important issues arising in the matter go to schools and also in relation to workplace to the ability of the Union to represent employees environmental factors associated with the ‘Happy in bargaining and, of greater significance, the Harold’ vans. interpretation of what constitutes a teacher for the purposes of the Union’s rules. The Union maintains the view that “teacher” has a broad and Guide Dogs NSW/ACT The Union was approached in 2016 by non-technical, meaning. To find otherwise would employees of Guide Dogs NSW/ACT who were be to establish unreasonable constraints upon the employed as Orientation and Mobility Specialists eligibility rules of the Union that were established (“OMSs”) regarding eligibility for IEUA membership. well before any statutory requirements for school The OMSs were keen to engage with their teachers to hold accreditation or recognised employer in enterprise bargaining and while many teaching qualifications. An unfavourable decision had previously been members of the ASU, it was could impact adversely upon the eligibility of any suggested that, as educators, they should more members who are not subject to accreditation appropriately be covered by the IEUA. requirements, or who do not hold recognised Orientation and Mobility Specialists provide teacher qualifications. Were that to be the case, orientation and mobility programs to vision the Union may need to consider an appeal. impaired people, including planning and delivering face-to-face teaching and instruction. They Individual matters teach the skills necessary for people with vision Sydney Catholic Schools – breach of contract impairment to safely navigate their way including by – career change package use of long canes and guide dogs. The IEU successfully won a matter in an appeal A significant number of OMS members joined case heard before the Federal Court of Australia. the IEUA, and the Union sought to commence The appeal challenged the decision of a Federal bargaining. Guide Dogs NSW/ACT stridently Circuit Court judge when the matter was heard last

IEUA NSW ACT | 59 Annexure 1 | 2018

year. This matter related to the non-payment of a application. He then obtained an arguably more careers change package agreed between member secure form of employment under the outer limits and SCS. contracts, but when NAVITAS refused to renew The member was employed as an AP at a the last of these, it claimed he was prevented Catholic independent school that was taken over from bringing an unfair dismissal application by by SCS. The member was called into a meeting operation of the Fair Work Commission decision to be presented with two options by the Regional in Department of Justice v Lunn (2006). The Consultant, one of which was to accept the offer of argument essentially was that the termination was a career change package, which was a payment of not one at the initiative of the employer but simply six months’ salary in return for a resignation and an an expiry of the contract. undertaking not to seek work with SCS for a period The decision at first instance went against the of five years. The member accepted the offer of member. Leave to appeal was granted and the the career change package, and his departure appeal was heard on 12 September 2017. The from employment was subsequently announced Union engaged counsel and again argued that to the school. The member later tendered his Lunn was either inapplicable in the present case, resignation and in compliance with the terms of wrongly decided, or no longer applied to the Fair the careers change package, sought employment Work Act (it was decided under the Workplace outside of SCS. Relations Act). Sydney Catholic Schools later refused to pay the The Full Bench upheld the Union’s appeal - they 26 weeks’ salary payment under the terms of the found that the “analysis of whether there has been career change package. The reasons advanced a termination at the initiative of the employer [..] is for the refusal included that the member had to be conducted by reference to termination of obtained employment with Notre Dame University, the employment relationship, not by reference to had remained in the “teaching profession”, and the termination of the contract of employment”. that the Regional Consultant had neither made the Accordingly, the member was found to have a right offer, nor had authority to make such an offer. The to have his unfair dismissal claim heard. Federal Court found in favour of the member and This decision is a great win for IEU members both SCS was ordered to honour its agreement with in ELICOS colleges and in schools. It also provides the member. greater access to unfair dismissal rights for other workers across all industries where “outer limits” contracts are utilised. Widening Members’ Rights To Unfair Dismissal – Saeid Khayam v Navitas English Pty Ltd t/a Navitas The Khayam Decision Many of the IEU’s ELICOS members are English [2017] FWCFB 5162 (8 December 2017) employed on a succession of “outer limits” contracts, that is a succession of temporary Sydney Catholic Schools – racial discrimination contracts that can also be terminated within each The IEU pursued a racial discrimination case contract period. on behalf of its member who was an employee One such member, Saeid Khayam, was employed at Sydney Catholic Schools. The matter was filed by NAVITAS for a period of about 12 years, initially in the Australian Human Rights Commission. The as a casual employee, and later by way of a number IEU represented the member in conciliation which of “outer limits” contracts. While employed as resulted in a favourable outcome for the member. a casual, the member had been a regular and This was the first time that the IEU had pursued a systemic employee and, so after a period of claim of this nature. time, he held the right to bring an unfair dismissal

60 | IEUA NSW ACT Annexure 1 | 2018

Enterprise Agreements Schools Teachers MEAs and EAs Independent Christian Schools Teachers Multi – Enterprise Agreement 2017 NSW and ACT Catholic Systemic Schools Enterprise Agreement 2017 NSW Christian Schools Teaching Staff Multi – Enterprise Agreement 2018 – 2020 (not yet approved) NSW Christian School Teaching Staff (Norwest Christian College) Agreement 2018 – 2020 (not yet approved) Albury Wodonga Community College (Teachers) Enterprise Agreement 2018 – 2021 Newcastle Waldorf Schools (Teachers) Enterprise Agreement 2017 Royal Institute for Deaf and Blind Children School (Itinerant) Teachers Agreement 2017

Schools Support Staff MEAs and EAs NSW Christian Schools General Staff Multi – Enterprise Agreement 2017 – 2020 Southern Highlands Christian School General Staff Agreement 2018 – 2019 (not yet approved) Green Valley Islamic College (Support and Operational Staff) Enterprise Agreement 2017 Stella Marist College (Support and Operational Staff) Enterprise Agreement 2017

Other Schools – related EAs Catholic Education Office, Archdiocese of Canberra and Goulburn Enterprise Agreement 2017 CatholicCare Canberra and Goulburn Enterprise Agreement 2017 – 2020 (not yet approved) Catholic Education Diocese of Parramatta – Counsellors Enterprise Agreement 2017

English and Business Colleges Australian Pacific College (Teachers) Agreement 2018 Navitas English ACT Enterprise Agreement 2018 Sydney English Language Centres Australia (Teachers) Agreement 2017

Early Childhood Tathra Children’s Services Teachers’ Agreement 2017 Bermagui Preschool Teachers Agreement 2017 Pambula Preschool Kindergarten Agreement 2017 Bega Preschool Teachers’ Agreement 2017 Cobargo Preschool Children’s Agreement 2017 The Gymea Nursery School and Kindergarten Agreement 2017 Wesley Castle Hill Uniting Preschool Agreement 2017 North Epping Kindergarten Agreement 2017 UTS Child Care Enterprise Agreement 2017 Muswellbrook Preschool Kindergarten Inc. Teachers Agreement 2017 Berkeley Vale Preschool Kindergarten Agreement 2017 Tower Preschool Employee Collective Agreement 2017 East Maitland Preschool Association Inc. Child Care Collective Agreement 2017 Cronulla Preschool Kindergarten Agreement 2017 Broken Hill Happy Days Preschool Kindergarten Inc. Employee Agreement 2017 Keiraville Community Preschool Employee Collective Agreement 2017 Baulkham Hills Preschool Kindergarten Employees Agreement 2017 Hope Point Preschool Enterprise Agreement 2017 Kurri Kurri & District Preschool Kindergarten Employee Enterprise Agreement 2017 Binnowee Kindergarten Co-op Society Ltd Enterprise Agreement 2017 Keiraville Community Preschool Agreement Concord West Rhodes Preschool Teachers’ Collective Agreement 2017 Mirrabrook Early learning Centre Enterprise Agreement 2018 Camden Preschool Kindergarten Cooperative Limited Enterprise Agreement 2018 Summer Hill Children’s and Community Centre Enterprise Agreement 2018 – 2021 Central Shoalhaven Mobile Preschool Unit Inc. Teachers’ Collective Agreement 2018 Rozelle Childcare Centre Ltd Employee Collective Agreement 2018 Howlong Preschool Association Inc. Employee Collective Agreement 2018 Ross Circuit Preschool Employee Collective Agreement Hamilton Child Care Centre Teachers’ Agreement 2017 Lyrebird Preschool Kindergarten Nowra East Employee Agreement 2018 Grays Point Preschool Kindergarten Agreement 2018 Cooma Lambie Street Preschool Association Inc. Teachers’ Agreement 2018

IEUA NSW ACT | 61 Annexure 1 | 2018

Summary of disputes Disputes by Employer

2013/14 2014/15 2015/16 2016/17 2017/18 315 262 284 254 203 CEO 17 45 49 52 38 CCER 249 226 218 209 192 AIS/Non-Systemic 56 51 37 67 35 ECS 1 2 1 1 - Special - - 4 - 1 Business Colleges 4 9 8 6 3 English Colleges - - 1 - - Life Education - - 1 - 2 Post Secondary(Other) 10 13 18 11 4 Miscellaneous Total 652 608 621 600 478

Disputes by nature

2013/14 2014/15 2015/16 2016/17 2017/18 5 1 24 5 3 Accreditation 34 55 76 77 46 Assessment/Appraisal 69 78 62 77 69 Child Protection 37 27 23 21 28 Classification 61 47 43 55 22 Conditions 53 24 13 21 20 Disputes/Grievance Procedures 18 21 20 25 17 Enterprise Agreements/Awards 2 - 3 2 1 General Protection Harassment/Discrimination 72 59 69 59 47 Staff Conflict

Leave-Annual/Maternity 35 29 33 22 17 Sick/Long Service/Other 8 11 13 13 17 Letters Of Appointment 38 45 51 46 48 Money 9 3 3 3 4 Occupational Health & Safety 18 7 7 2 4 Promotions Positions Redundancy/Amalgamation/Closure 56 83 72 66 41 Redeployment 1 - - - - (Forced) Retirement 1 - 1 - 2 Superannuation 9 7 7 2 5 Temporary Appointment (Threat) Termination/Suspension 87 79 62 79 58 Dismissal 6 2 1 3 - Transfer (Forced) 33 30 38 22 29 Workers Compensation Total 652 608 621 600 478

62 | IEUA NSW ACT Annexure 1 | 2018

compensation claims this year. As well, some 35 Recovery of money Monies recovered for the year September 2017 members have ongoing workers compensation to September 2018 were $3,250,616 matters. Twenty-six members were referred to the Union’s solicitors under the Legal Benefits Scheme. Workers compensation The IEU referred 24 members to the Union’s solicitors for advice regarding disputed workers

IEUA NSW ACT | 63

98% ‘yes’ vote for Catholic schoolThursday, s agreement24 May 2018

Teachers and support staff in Catholic schools in the ACT and NSW have overwhelmingly backed a new enterprise agreement, with a resounding 98% voting in favour of its adoption. The new enterprise agreement is the result of a tough 18-month dispute between the IEUA NSW/ACT Branch and employers, which included two stop works . IEUA NSW/ACT Branch Secretary John Quessy said the ‘yes’ vote showed IEU members had a clear understanding of the importance of union solidarity, and the right to a fair hearing by the industrial umpire. The new enterprise agreement enshrines access to the Fair Work Commission for arbitration, something that was challenged by the employer, and includes work practices agreements which allow teachers and support staff to spend more time with students and less time on data collection and input, meetings and emails. The agreement includes a 2.5% pay rise for 2017, 2018 and 2019 in NSW and in the ACT teachers received 1.5% in April, with an additional pay rise to come in line with public schools. “This settlement is testament to the strong resolve of our members, we expected extremely strong support from member feedback at chapter and sub branch meetings but this result exceeded our expectations,” Quessy said. “The turning point was when members rejected the proposed enterprise agreement that would have denied them the right to arbitration. “Their united voice was finally heard by employers. We now have a strong agreement upon which we can keep building.”

EndsContacts

Further comment: John Quessy, Secretary IEUA NSW/ACT Branch, mobile 0429 919 315

Mark Northam, Assistant Secretary IEUA NSW/ACT Branch, mobile 0427 667 061

Media contacts: Sue Osborne (02) 8202 8900 [email protected] Bronwyn Ridgway IEU represents over 30,000 teachers, principals and support staff in Catholic and (a/h) 0433 373 109 [email protected] independent schools, early childhood centres and post secondary colleges in NSW and ACT.

64 | IEUA NSW ACT IEUA NSW ACT | 65 66 | IEUA NSW ACT IEUA NSW ACT | 67 68 | IEUA NSW ACT IEUA NSW ACT | 69 70 | IEUA NSW ACT REPS AND MEMBERS UPDATE

27 November 2017 Save the Date Stop Work Monday 4 December 2017

IEU will be calling all members in Catholic systemic schools who are able to take protected action to stop work on Monday 4 December to protest against the Employers’ Enterprise Agreement.

THE STOP WORK WILL BE FROM THE USUAL TIME OF COMMENCEMENT OF DUTY FOR FOUR HOURS

Details of the location of stop work meetings will be sent to all Reps in the next 48 hours. Maximum participation in the stop work is crucial - if for any reason this date is not convenient for your Union Chapter, contact your IEU Organiser immediately to have the stop work for your school scheduled on another date.

The Union will confirm with all Chapters who voted in the Union’s recent electronic vote on protected action the outcome of the ballot in your school so that members can participate in the stop work on Monday 4 December.

SCHOOLS THAT HAVE NOT VOTED FOR PROTECTED ACTION

A minority of schools are unable to take protected action. Members in these Chapters will also be asked to meet to support the Union’s vote NO to the Employers’ EA campaign.

VOTE NO TO THE EMPLOYERS’ EA

Detailed information will be sent to all members setting out why you should vote NO.

Please discuss this with colleagues, including employees who are not Union members and casual employees.

Authorised by John Quessy, Secretary Independent Education Union of Australia NSW/ACT Branch

IEUA NSW ACT | 71 72 | IEUA NSW ACT 10 November 2017

TO THE EMPLOYERS’ ENTERPRISE AGREEMENT What do the Catholic employers say? The Catholic Commission for Employment Relations (CCER) has advised of their intention to circulate their proposed Enterprise Agreement (EA) to staff on 14 November for a vote soon after. In order to sell their document, the Catholic employers persist with their tired and misleading arguments. • The Catholic employers say: the dispute procedures clause is the same one that you have now and it has worked for seven years. This suggests that an employer veto on arbitration has always been in place, but look what CCER Executive Director Tony Farley wrote in 2010 and reiterated in 2015: Tony Farley said: “The employers have agreed that disputes about the content of an agreement and/or Work Practice Agreement may be arbitrated by Fair Work Australia” (letter from Tony Farley to then IEU Secretary, Dick Shearman 10 June 2010). The right to arbitration was only denied by employers in March 2017 during a dispute with the Archdiocese of Canberra and Goulburn. There was also a legal decision in June 2017 in another industry that changed the interpretation of the clause. Employers know that the clause hasn’t changed, but the interpretation certainly has. • The Catholic employers say: the disputes resolution clause has resolved every dispute brought to us. This only occurred until March of this year. • The Catholic employers say: this is the same clause that the IEU approved for 450 AIS schools. AIS schools lost the right to arbitration in 2006 during WorkChoices when all the cards were in the employers’ hands. The IEU has tried to restore arbitration ever since. The Catholic employers claim that the clause works well, but conciliation in the Fair Work Commission (FWC) fails in many AIS school disputes. With no guaranteed arbitration and non-binding recommendations in conciliation, the employers can just walk away. • The Catholic employers say: if you vote ‘yes’ for the enterprise agreement, you’ll get your pay rise as soon as possible and we’ll work to get your back-pay by Christmas. They also say that the pay rise is contingent on approval by the Fair Work Commission. The Union and employers know that there is a large backlog of work at the FWC and there is little chance of approval in time for Christmas irrespective of the vote. The Union has called on employers to pay staff their overdue pay and back-pay now to allow negotiation of all outstanding matters in the EA and Work Practice Agreements. • The Catholic employers say: the agreement contains pay rises and benefits including increased opportunities for salary progression. The Union has negotiated all benefits, but there are still significant problems with the EA. The Work Practice Agreements (WPAs) are yet to be finalised and recent drafts in many cases are inadequate or include employer ‘backsliding’. Outstanding issues include limits on meeting times, email protocols, class sizes, guaranteed release time and support for early career teachers. VOTE NO TO THE CATHOLIC EMPLOYERS’ EA

Authorised by John Quessy, Secretary, Independent Education Union of Australia NSW/ACT Branch The Briscoe Building 485 - 501 Wattle Street ULTIMO NSW 2007 P 02 8202 8900 | F 02 9211 1455 | E [email protected] | www.ieu.asn.au IEUA NSW ACT | 73 November 2017

TO THE EMPLOYERS’ ENTERPRISE AGREEMENT

The IEU urges ALL staff to vote NO to a new employer Enterprise Agreement not supported by the Union. Unlike the protected action ballot requirement, the ‘yes’ vote can win even on a very low return. Be sure to vote in the Catholic employers’ EA ballot and when you vote, vote NO.

Why Vote NO • Without arbitration there is limited capacity to enforce the EA and no capacity to enforce most Work Practice Agreements • The proposed employer EA continues to have many deficiencies that could impact badly on members’ salaries and conditions. The IEU does NOT believe these problems can be rectified quickly • Most Work Practice Agreements (WPAs) are not finalised and some employer proposals have actually moved backwards.

Authorised by John Quessy, Secretary, Independent Education Union of Australia NSW/ACT Branch The Briscoe Building 485 - 501 Wattle Street Ultimo NSW 2007 | P 02 8202 8900 | F 02 9211 1455 | E [email protected] | www.ieu.asn.au

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WHAT IS THIS DISPUTE ABOUT?

MEMBERS HAVE NOT RECEIVED PAY RISES IN 2017

The current NSW and ACT Catholic Systemic Schools Enterprise Agreement expired in December 2016.

In late 2016, the Union provided detailed claims to employers on behalf of both teachers and support staff, both in relation to the enterprise agreement and work practice issues. Our claims included pay rises in line with those received in government schools, improvements in long service leave for support staff, protection and improvements of work practice conditions for teachers, for example in relation to meeting times, large classes and the right to RFF without interruption in primary schools. We also sought improvement in recognition of service for teachers and improved pay rates for pre-2014 teachers who are disadvantaged in comparison with the standards structure.

ARBITRATION In March, the Union became aware for the first time that at least one diocese opposed our right under the Enterprise Agreement to ask the Fair Work Commission to arbitrate disputes that had been referred to the Commission for conciliation. CCER confirmed in June that this was the position of all dioceses.

A Fair Work Commission decision in June in a different industry has cast doubt on whether the wording of the current Dispute Resolution Procedures clause in the Enterprise Agreement does in fact permit arbitration if the employer doesn’t agree, even though this has been the long standing interpretation of the clause.

Earlier this year, we wrote to CCER and Diocesan Directors pointing out to them that the right of arbitration is one that has been long accepted for teachers in NSW Catholic schools (in fact for the whole period between 1970 until earlier this year). The right to arbitration is also a right enjoyed by employees in Catholic schools in Victoria and Queensland and employees in Catholic hospitals in NSW. We met with CCER in late August in an attempt to resolve this issue but it was clear they were not interested.

Without arbitration, in many cases there is no legal way for the member or members to achieve an outcome to a dispute; in other cases, the only remedy is an expensive case before a court. Enforcement of work practice agreements is also difficult without arbitration.

OTHER OUTSTANDING MATTERS The most recent draft enterprise agreement from employers received by the Union is still inadequate. Many dioceses have not finalised work practice agreements with the Union.

PAY RISES AT RISK Some dioceses have suggested employees’ pay rises (due since January 2017) may be at risk unless they vote for the employers’ inadequate enterprise agreement which may be put to the vote later this term. This is moral blackmail and unprecedented.

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Early Childhood Services meant to vote on the enterprise agreement on 4 Enterprise Agreements – negotiations September but to date, the IEU has not yet received KU Children’s Services Negotiations for a new KU Enterprise Agreement confirmation that the vote has taken place. for early childhood teachers continue. The IEU claim was originally for increases of 3% per annum but Mission Australia Enterprise Agreement KU have offered annual pay increases of 2.5%. The The renegotiations for the national Mission IEU asked for one additional day of office time per Australia Early Learning (MAEL) Enterprise week (41 days per year) for directors of services of Agreement 2018-2021 began in April 2018. IEUA between 26 and 50 licensed places but KU have NSW/ACT Industrial Officer Robert Seals and Early proposed two additional days per year. Childhood Organiser Tina Smith represented Originally, KU indicated they were seeking to teacher members from NSW and IEU QLD/NT increase the days of attendance for preschool Senior Industrial Officer John Spriggs represented teachers and directors from 204 to 206 days per early childhood members from up north. year but IEU members overwhelmingly rejected Members were contacted to establish their Log this proposal. KU has now proposed that preschool of Claims, and all NSW MAEL centres were visited. teachers will be expected to complete eight hours Members raised concerns about workloads, of professional development outside their normal programming time, salaries and buy back maternity working hours each calendar year. We are still leave. Buy back maternity leave is a process seeking details of how this will operate and seeking whereby members purchase their own maternity feedback from our members. KU has offered leave by opting to have a percentage of their salary to increase non-contact time to four hours per deducted each week. week for full time teachers and directors if they are There were a series of negotiation meetings programming and planning for up to 50 children. held in Newcastle followed by a number of The new agreement will include financial teleconferences. recognition of $2000 per year for teachers who The IEU are pleased Mission Australia Early hold a Master’s Degree in Early Childhood, a paid Learning are providing a number of improved 50 minute break (encompassing morning tea and conditions for our teacher members, such as lunch) per day, two days per year paid family and paid maternity leave, pay point progression during domestic violence leave and up to 14 weeks paid maternity leave and improved non-contact time, parental leave. along with maintaining salary increases of 4% above After raising workplace health and safety the Educational Services (Teachers) Award 2010. concerns raised by our members, KU has agreed The MAEL Enterprise Agreement has currently that a working party will be established to review been sent out for viewing and was voted on in early support for educating children with additional needs. October 2018.

CSCM Big Fat Smile Enterprise Agreement The IEU and CSCM which operates a number of On 24 September 2018, IEU Industrial Officer services in Sydney and the Hunter Valley, reached Verena Heron and Early Childhood Organiser an in principle agreement for a new enterprise Tina Smith met formally with BFS management to agreement with CSCM in writing on 12 March. discuss a new agreement. While their agreement Unfortunately due to financial and other expired in 2016, BFS has increased their salaries management within CCSM, the enterprise by CPI each year. BFS has undergone a change of agreement was not distributed to employees until management and culture in the past 18 months. August. We understood that employees were

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The Union raised workloads, programming, Uniting Care - transition management structures and salaries as some to directly managed services preliminary matters which we would like to During this year, the Union continued to provide see addressed. The matters received positive support to members when their services moved outcomes. The IEU are currently organising from being locally managed to being directly member and centre visits in early Term 4 and managed. We attended numerous meetings will formally present our the Log of Claims to with the Uniting Care Transition Team. A number management for the next bargaining meeting of services elected to maintain their enterprise scheduled for 22 October 2018. agreements if they were still current or provided For further information on agreements, please for better salaries and conditions. A number of see the Industrial Annexure. agreements were also terminated where the Uniting Care Agreement provided for better outcomes for employees. Industrial update Modern award poor advice The IEU was contacted by a concerned Early Pay equity rally 26 July 2018 Childhood Consultant as she became aware that The IEU is committed to ensuring that our early Fair Work Ombudsman Infoline Advisers advised the childhood teachers are recognised and respected Management Committee of a community-based for the work they do educating our very young. preschool that qualified teachers who are employed We know, that quality matters; university qualified as office-based directors should be employed teachers delivering quality programs provide better under the Children’s Services Award, instead of the life long outcomes for children who attend early Educational Services (Teachers) Award. learning settings; and these teachers earn less Assistant Secretary Carol Matthews previously than teachers in schools. contacted the Fair Work Ombudsman in 2011, Mothers and babies, union activists and comrades who confirmed that their Advisers had given out from various groups and unions including the ACTU, incorrect advice previously but it is “…clear that Unions NSW, Australian Unions and United Services qualified teachers in early childhood services Union rallied outside the Fair Work Commission on are excluded from the Children’s Services Award William Street in Sydney on 26 July, the first day of 2010, including where they are appointed as a the IEU’s Equal Remuneration Case. director.” The IEU included this information in our The rally was a small but enthusiastic crowd who enews Teachers are Teachers and as a result, an adapted an early childhood song “If Your Happy ECS member sent in her contract, which showed and You Know It” into a chat that highlighted the she was being paid $8.00 an hour less than the inequity our early childhood teachers - a take home modern award rate. The IEU took up the matter annual salary, which can be anywhere between with the employer. $15,000 and $32,000 per year less than a teacher who teach primary and secondary school children. We also received messages of support and Mission Australia Early Learning and One Tree During the MAEL renegotiations, MAEL encouragement from IEUA QLD/NT and members announced they were unsuccessful in their bid from Christian schools, independent schools and to the ongoing tender to manage and operate Catholic systemic schools who expressed their Early Childhood Defence Force Services across support for our colleagues in early childhood Australia. For the IEU, this represents three long centres and the IEU’s Equal Remuneration Case day care centres in NSW: Williamstown Child Care before the Fair Work Commission. Centre, Little Eagles Child Care Richmond and Nowra Child Care Centre; and Kangaroo Cottage 2018 Early Childhood Conference – stepping Child Care Centre in Jervis Bay (ACT). up for equal pay One Tree, a Western Australian not for profit Another successful conference was held on 9 organisation will from 1 January 2019 take September with over 80 participants with Teacher management of the above services. After Learning Network (TLN) again live streaming the discussions with Mission Australia, we are of the conference for members who could not attend. understanding that One Tree have no enterprise Vice President ECS Gabe Connell, in her agreement in place and employees are employed opening address to the conference, coined a new under their respective modern awards. However, political phrase which should be taken up by all the MAEL Enterprise Agreement 2018 - 2021 political commentators and watchers – the ‘single which is currently being voted on (see above) use prime minister’. Gabe as usual summed up is successful, it will cover our members in the the happening in the sector in an insightful and above centres until replaced or a new enterprise informative manner. The IEU thanks Gabe for her agreement is negotiated. tireless advocacy and representations on behalf of our members.

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The conference keynote speaker was Susan born to families who are not working or studying. Pascoe AM, who is co-author with Dr Deborah For low income families, these children have the Brennan of the report “Lifting our Game: Achieving most to gain from enrolment in high quality early optimal learning and development for Australia’s childhood education. Indeed, figures released youngest citizens”. This report was commissioned by the government stated that 279,000 families by all state governments and argues vehemently will be worse off and journalist Stephanie Peatling the sound financial and social benefits of reviewed the figures and concluded that “The preschool education: major losers under the Turnbull government’s embedding foundations for future reform and revamp of childcare payments will be low to • improved education and life outcomes through middle-income families.” a commitment to ongoing, adequate funding The Federal Government has only committed for Universal Access and the National Quality to one further year of the National Partnership Framework Agreement that funds the states/territories to embedding in government policy that expanding enable access to preschool for all children in the • access to quality early childhood for all children year before school. Paradoxically, this comes at a with all three year olds having access to quality time when experts are calling on the government early childhood services for a minimum of 600 to extend funding to three year olds as research hours per year demonstrates that children that have access to the need to have a stable well supported and two years of high quality preschool have even • professional workforce with appropriate pay and more beneficial outcomes than those who have conditions. access to one year. However, the NSW State improving parent and community engagement Government has promised to extend universal • targeting additional support for some children to access to three year olds. At this time, it is unclear • support access equity and inclusion. how this will be rolled out. The Federal Government has only guaranteed to IEU Industrial Officer, Dr Michael Wright, gave fund ACECQA (Australian Children’s Education and a concise and informative update on the IEU Care Quality Authority) for a further two years. This concurrent Equal Remuneration and Work Value will push the cost of regulating the National Quality Cases. Framework on to the states and territories, despite Members again welcomed, Shadow Minister this being a national system. for Early Childhood Education, Kate Washington, who had travelled from Port Stephens to address National Quality Framework conference participants. The Children (Education and Care Services) Supplementary Provisions Amendment Bill 2018 was introduced in September. This Amendment Bill Workshop presenters included: – Pathways: Professionalism, extends the National Quality Framework to mobile Dr Linda Newman ethics and the wonderings of a secret nana services, which were not previously regulated in – Inclusion and diversity at its best accordance with the National Regulations. Sue Legg – Pop up Challenges for mobile services in remote areas Phil Smith and Deborah Long sustainability include the ability to employ university qualified – Over the rainbow and beyond teachers with 50% of employees needing to hold Emma Cullen the light box – a journey with Reggio Emilia. at least a Diploma in Children’s Services. Mobile Emma also discussed her recent experiences of services are pack away services that operate in working as a director of the only early childhood a variety of different locations during the week, service on Norfolk Island presenting some difficulties in meeting the – Developing ecological physical environment requirements specified Rosanne Pugh awareness and child advocacy. in the National Quality Standards.

We have tentatively booked 7 September 2019 ECS Council for next year’s IEU Early Childhood Conference. ECS Council farewelled Councillor Margaret Wayland this year. We extended our congratulations to elected ECS Councillors: Ariane Funding There are a number of changes to the funding of Simon (St Stephen’s Preschool), Suzanne Snowball early childhood education and care that are having (Riverside Preschool), Amy Martin (GoodStart Early a significant impact on the sector. Learning), Melinda Gambley (Clunes Community The Jobs for Families Package came into Preschool), Julia Cameron (Werris Creek & District effect on 1 July. The introduction of an “activity Preschool), Lyn Connors (KU Children’s Services) test” where children’s access to subsidised early and Phillipa Maher (Valla Community Preschool). childhood education and care is halved for those In addition, Emma Cullen (Abbotsford Long Day

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Care) and Marie Jacobsen (The Rock Preschool) “The Shanker Method”, a five step Self-Reg model will be seconded to ECS Council. The ECS which identifies different parts of the brain that team would also like to take this opportunity to receive and do different things when responded to thank Vice President ECS Gabe Connell (Albury in different ways. Preschool) for her ongoing valuable contribution to The IEUA NSW/ACT and IEUA QLD/NT are proud the IEU. to be part of the biannual conference and provide ongoing sponsorship by purchasing advertising in their pocket program booklet. Early Childhood Australia Conference 2018 – Sydney The biannual ECA conference was held in Sydney Publications at the International Convention Centre on 19-22 The Teachers are Teachers enews continues to September. Along with over 1600 delegates, Lisa be popular with ECS members as does Bedrock James and Tina Smith attended and again without and any ECS news in Newsmonth. Further fail, the conference presenters did not disappoint. information on publications can be found in the Stan Grant, an Indigenous Affairs Editor for the Publications Annexure. Australian Broadcasting Corporation, presented an inspiring and heartfelt story about his childhood. Teacher Learning Network Stan retold snippets of the hardship of having an ECS members continue to access free NESA itinerant working father living a nomadic lifestyle, registered PD through the Teacher Learning the challenges of attending numerous schools and Network. We are pleased that this will continue trying to make new friends and the triumphs and for 2019. opportunities of growing up in Australia. Dr Stuart Shanker from Canada, a research Verena Heron professor emeritus of psychology and philosophy, Tina Smith delivered a thought provoking presentation on how Lisa James to manage stress in children, youth and adults with

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Support Staff

of 65% of their hours after three years, rather Support and Operational Staff in Catholic than four. Systemic Schools After many, many months of negotiations, employer delay tactics, industrial action, a resounding ‘NO’ vote and back to negotiations, Support and Operational Staff in Independent Catholic, Christian and Independent Schools the NSW and ACT Catholic Systemic Schools Information regarding the making of Support Enterprise Agreement 2017 was finally approved and Operational Staff Agreements in other school by the Fair Work Commission on 15 August 2018. sectors are set out in the Industrial Annexure. The agreement covers teachers as well as all general employees working in schools. Diocesan Schools Offices The final agreement reached included some 2017-2018 has seen the Union seek to significant improvements for the general initiate bargaining in a number of the Diocesan employees. Most significantly, the agreement now Schools Offices, with the aim of ensuring that had specific classifications for Information and employees working directly for the dioceses are Communications Technology (ICT) Staff. While not disadvantaged by being agreement free, and in the Union has long maintained the view that many some circumstances award free. Many Diocesan such staff have been previously covered by virtue Office employees move between working in of the broad definitions applying to support staff schools and in the Diocesan Office for specific (whether in a clerical and administrative or school projects. This seems to occur more regularly in assistant capacity), the position of the employers the regional dioceses. An enterprise agreement had varied between dioceses. The inclusion of covering the Maitland-Newcastle Catholic specific descriptors is intended to clarify the Schools Office was approved on 31 August 2017. issue, although there are some exclusions where However, the Diocesan Offices in Parramatta, separate industrial instruments already apply or Sydney, Bathurst are still opposing the making of in cases where the ICT staff are engaged to work such agreements. For more information, please in central/regional offices, as distinct from being see the Industrial Annexure. school based ICT employees. The agreement also provides for a new overnight Support Staff Advisory Committee camp allowance, which is payable to employees The Support Staff Advisory Committee has engaged in the classroom and learning support not met throughout 2017-2018 but continues staff stream. The allowance is set at $45 per night, to be invaluable in assisting the Union officers which is payable when employees are required, or work addressing the industrial and professional agree, to attend overnight camps. Any requirement needs of our non-teacher members. Committee to attend will require the giving of at least four consultations have continued and there has weeks’ notice to the employee, and employees been ongoing input from the committee to the will have the right to refuse in cases where the negotiations of the Enterprise Agreements for requirement is unreasonable, having regard to the Support and Operational Staff in all sectors, and employee’s personal circumstances, including the development of recruitment strategies, training family and carer’s responsibilities. opportunities and union communications. The agreement also provides for improvement Advisory Committee member, Dot Trevaskis in relation to qualifying for the core permanency retired this year and has stepped down from the for support staff working on recurring fixed committee as she will no longer be working. Dot term contracts. Under the new agreement, such was a founding member of the committee and employees now qualify for an offer of conversion has been a force over the last 14 years; planning

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and assisting with the running of the Support Staff regional NSW, and the PIPs (Pedagogy in Practice) Conferences, speaking at various regional and sessions. state forums on the role of women in work and as a delegate on the Lismore CSO Equal Opportunity Membership Workplace Agency Committee. Dot has been an The levels of membership across all sectors of active union member her whole working life and non government schools for non teaching staff as joined the IEU in 1996 as soon as the IEU became at the time of writing is as follows: eligible to cover clerical employees in schools. We wish her and her family all the best. NSW/ACT Systemic Schools 3166 Support staff communciations Independent Schools 1010 The Gaining Ground enews had gone from ECS 39 strength to strength during 2017-2018. Gaining Special Schools 12 Ground enews is being emailed directly to support English & Business Colleges 35 and operational staff members. Each bulletin CEO Offices 147 contains articles and stories of interest to support Other 41 and operational members, which supplements Retired Members 39 the more traditional publications. It is currently distributed directly via email to over 4000 The number of support staff members from recipients. Stats and diagnostics on digital media beginning October 2017 was 4489. As at 26 have an immediacy and accuracy that is often hard September 2018, membership data shows current to obtain with print media. The reports on each financial support staff members accounted for issue of Gaining Ground show that it is growing 4482 which equates to 14.7% of the Union’s in circulation, being received and viewed by more overall membership. Membership for support staff members with each edition. The reports also allow is stable in both the number of members and us to see which articles are most popular and tailor percentage of support staff membership of the future editions to meet the identified areas Union over the last 12 months. of interest. Members are encouraged to share their Gaining Industrial disputes Ground enews bulletin with their colleagues who Union officers have been involved in numerous may not be members as a way of promoting the disputes dealing with matters affecting support benefits of the Union. staff members over the last 12 months. Officers have been dealing with issues around hours of work, requirements to attend training outside of Support staff training opportunities 2018 was a ‘non-conference year’ for our hours of work, securing permanent hours of work Support Staff Conference. The ‘Community and wrongful classifications. Connections Belonging’ conference was held Interestingly, 2018 has seen a number of on 11 August 2017. That conference was well classification issues for library staff in independent subscribed with 80 delegates from all over NSW. schools. At the Hills Grammar School, the Library The conference theme was on building community, Assistant was classified as a level L2.4 Clerical and the importance of having connection with Employee working three days a week. However those communities and feeling a sense of after school each day, the library is open to allow belonging. The calibre and quality of the speakers, student access and unlike the Out of School presenters and facilitators was exceptional. The Hours Program is free to parents. The Library delegates’ feedback and evaluations from the day Assistant was left solely in charge of the library were very gratifying. supervising 40+ plus students every afternoon It will be a hard act to follow, but the committee from 3.30-5.00pm with no immediate support will commence planning for the 2019 Conference or training. She was required to stay at work in the new year. Tentative dates have already been well after 5.00pm waiting for all children to be booked with The Mercure for August 2019. collected by their parents. Supervision of students The opportunity for support staff members to is not normally an indicative duty for clerical and meet each other, while being able to participate administrative employees and supervising such in Union provided training and professional a large group of students is not within the duties development specifically provided for them, is one and responsibility of even the School Assistant of the many benefits of being a member of the IEU. role. After the intervention of the Union, the Support staff members have been well member was reclassified as a School Assistant represented this last year in the Union Reps training L3, attracting a much higher level of pay. She was days, Women’s Conference, Activists Conference, also awarded backpay for the whole period she has Women in Equity Forums in Sydney, ACT and been undertaking these duties, a period spanning

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more than two years. The Union was also able to supervision of students without a teacher present, establish some protocols around the use of the and the full range of library administration, planning library after school, which is now limited to Stages and budgeting. The Union then addressed the 3 and 4 only as well as to define a ‘small group matter with the school on behalf of our member, of children’ as being 15-20 students (taking into highlighting the school’s obligations to deal with account any disabilities/learning needs). reclassification requests. The school sought the In another independent school, a member assistance of the Association of Independent applied for reclassification in accordance with Schools. The school has conceded and agreed the procedures set out the Independent Schools they will reclassify our member as a School Support and Operational Staff Enterprise Assistant Level 4 while she is undertaking the Agreement. Her application was not acted on or higher duties, and has provided backpay at the even acknowledged by the school principal. The higher classification from the commencement. Union wrote to the school advising the principal of Despite the member being able to complete the need to address the application. Our member these duties adequately, the school has advised was employed as an Assistant Librarian (School that when the Librarian position is filled, the Assistant Level 2), a position that is intended to Library Assistant will most likely not be required to report to the position of Librarian. The school undertake the higher duties and return to her Level has not had a Librarian in the school. Throughout 2 position. the whole of her employment, our member has undertaken higher duties which have involved Carolyn Moore

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Education Issues Post October 2017 AGM, the educational Association of Catholic School Principals NSW landscape has not become less busy. Secondary Independent Education Union of Australia NSW/ACT NAPLAN Refreshingly, in early December 2017, a cross- NSW Teachers Federation sectoral coalition emerged to push back regarding concerns held in relation to NAPLAN. More will be said toward the end of this report in An agreed statement to Minister Stokes from the relation to NAPLAN but the campaign to test what Education Community was developed: is taught as opposed to mass standardised testing which has not led to improvements in educational outcomes will continue. Ensuring teachers manage A statement to the NSW Minister for Education assessment and benchmark their professional from the education community This meeting of parent, principal and teacher judgement will give confidence to students and organisations from NSW Independent, Catholic parents. Put simply, the classroom teacher is best and Public school sectors, calls on the NSW placed to observe, assess and report. Minister for Education to be informed by our As Geoff Masters outlines in his paper unanimous and firmly-held position: ‘Reforming Educational Assessment: Imperatives, That the implementation of NAPLAN Online principles and challenges (2013)’: 1 be delayed until at least 2020 so that the issues “professionals use assessments to better and concerns identified by parents, principals understand the presenting situation or problem, and teachers may be addressed over the next to identify starting points for action, to decide two years on appropriate evidence-based interventions, That robot marking of student writing in NAPLAN to monitor progress, and to evaluate the 2 not be implemented, either solely or in effectiveness of the decisions they make”. conjunction with teacher marking, in either a Governments have a rightful expectation that whole NAPLAN assessment or as part of a trial meaningful information is garnered as to the state or partial NAPLAN assessment of educational outcomes across the states and Due to the iniquities and irregularities that arise territories. This information could be obtained by 3 from running two systems of NAPLAN testing it utilising sampling processes as opposed to mass is proposed that the opt-in provision for NAPLAN standardised testing. Online not be proceeded with as the results cannot be regarded as valid or reliable. Pre 2004 teacher workforce accreditation During January and February 2018, the pre 2004 teacher workforce was accredited The signatories to the statement were: NSW Parents’ Council with NESA. Teachers received a kit from NESA NSW Council of Catholic School Parents containing a certificate declaring them Proficient NSW Federation of Parents and Citizens’ and details regarding maintaining accreditation. Associations Importantly, the Union was instrumental in NSW Primary Principals’ Association refining the requirements to maintain accreditation. NSW Secondary Principals’ Council Association of Heads of Independent Schools of It is worthy of note that: Australia NSW/ACT Branch Principals will no longer have to validate teacher Association of Catholic School Principals NSW identified Professional Learning. Teachers will be Primary required to complete 100 hours (50 hours are

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teacher identified and minimum of 50 hours should Year 2 - eight days in the second year – four (4) of be NESA accredited PD) of professional learning in these are system days.” their maintenance period (five years for a full time teacher and seven years for casuals or part timers). Maitland-Newcastle The requirements to submit a Maintenance of “The Employer will implement a program Accreditation Report at the end of each cycle has of support and mentoring Provisionally and been abandoned. The TAA (a system of schools Conditionally Accredited Teachers. The allocation or an individual school) will determine if a teacher’s of 0.05 FTE (1/2 a day per fortnight pro rata for part practice continues to meet the standards. These time teachers) release time will be provided to each processes have a multiplicity of names. The Provisionally and Conditionally Accredited Teacher activities and practices that form the basis of this other than casuals in their initial year of service with attestation will be comprised of processes that are the Employer and 0.05 FTE (1/2 a day per fortnight) in place in the school/service and will not generate release time for the teacher’s mentor (pro rata for additional requirements for the teacher. part time teachers).” Importantly – a teacher has to declare in the final three months of their maintenance period that Sydney they have maintained the Standards for Proficient “Additional release from face to face teaching Teachers. After completion of the declaration, a will be provided to support Graduate Teachers, teacher’s Teacher Accreditation Authority must by providing 12 days release per teacher from attest that the teacher has maintained their the commencement of employment of which, practice against the Standards. one day is to participate in the SCS’s new teacher orientation day, seven days for teacher support and four days for the teacher’s supervisor.” Support for Early Career Teachers Professional issues captured in industrial agreements are critical. Of particular note in this field Wollongong is support for early career teachers. The Catholic “A loading of 0.075 FTE is available for each full Systemic Schools Enterprise Agreement makes time Beginning Teacher on 1.0 FTE in their first explicit the support various dioceses offer. Beyond year of teaching. This may be pro-rated for staff what is agreed is a further stipulation that it is not on full time or on less than 1.0FTE. 0.075 FTE incumbent upon the principal to advise the teacher equates to a total of fifteen days, five of which that the support is there and should be utilised. may be utilised by the CEO for the purposes of providing induction, mentoring support, classroom management, programming support and religious Armidale education formation. Five days must be used by the Beginning Teachers “CSO Armidale will provide an allocation of school to assist the Beginning Teacher by providing 18 days per beginning teacher to assist the extra release time for planning, programming and Beginning Teacher by providing extra release time consultation, and the balance of five days used to for planning, programming and consultation and release other staff for mentoring activities directed to release other staff members for the specific at assisting the Beginning Teacher.” purpose of assisting the Beginning Teacher.” Canberra and Goulburn “A 0.1 allocation per year is available for the Broken Bay Mentoring Program for Early Career Teachers. Support for provisionally or conditionally The program assists the teacher’s professional accredited (graduate) teachers “The CSO provides a share release allocation of development.” 16 days to all early career teachers to work with a supervisor/coach over the first two years of their Parramatta teaching career. The release is allocated as eight “An allocation of 18 days per beginning teacher days in Year 1 and eight days in Year 2 and is pro- to assist with planning, programming, consultation rated for part time appointments. The release is to be and to release other staff members to assist the used for meetings between the early career teacher Beginning Teacher.” and their supervisor/coach, observing in colleagues’ classrooms, being observed by the supervisor/ Bathurst coach, working with specialist coaches, collection and Support will be provided to Beginning Teachers preparation of evidence for accreditation at Proficient.” by the provision of one hour of release per week for each beginning teacher and one hour of release for each appointed mentor to participate in a school Lismore “Year 1 - 16 days in the first year – four (4) of based program.” these are systems days

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The issue has been industrialised, that is, in Wagga “In Year 1, six release days are provided for the terms of a response to the Union concerns, teacher and five release days for the mentor. In the CCER has responded on behalf of the 11 Year 2, the same arrangements exist.” dioceses. The full text will be placed on the IEU website for members to consider but importantly, the Programming A source of frustration for members continues to letter acknowledges that “meeting the mandatory be the alacrity with which individual and systemic requirements of this government initiative schools move beyond what is sought by NESA in increases the workloads of teachers who teach terms of programming requirements. students in Kindergarten to Year 2”. Variations in approaches to programming are The correspondence goes on to set out the many and uneven expectations can generate following support being offered to IEU members teacher workload in excess of what is required. The involved. following outline is derived from NESA manuals. Registration Systems and Member Non- Current Support for Teachers government Schools (NSW) Manual and the Teachers (Kindergarten to Year 2) have received Registered and Accredited Individual Non- substantial support to effectively manage the government Schools (NSW) Manual (both found additional responsibilities associated with Learning on the NESA website under the Registration Progressions. While the specific details of the tab) outline the curriculum documentation various supporting arrangements differ according requirements for individual and systemic schools. to the unique circumstances of each school and/ Ensuring your program has the key elements or diocese, we can confirm that all dioceses have described will mean compliance requirements are met. provided the below forms of support to affected It may be appropriate for your school to review teachers in SAP schools. its programming policy to ensure that compliance is not in excess of what is being sought. Systems Additional Release of work left to simply evolve can become Dioceses have provided the following forms unnecessarily burdensome. of release in addition to that provided by the Chapters who believe their school or systems’ Enterprise Agreement or Work Practices expectations are out of alignment with what NESA Agreements: are seeking should meet and seek consultation. release to attend training on how to upload the • Utilising the NESA source documents can often student data into the PLAN2 software provide certainty and clarity. release for professional development, focused • on building the capacity of teachers to effectively use Learning Progressions to better inform Learning Progressions A particular example of an “unfettered” approach teaching and learning practice to the implementation of a new initiative is release for the collection, plotting, reporting and • ‘Learning Progressions’. analysis of Learning Progression’s data, and for Member responses in trial schools are working with Instructional and School Leaders to overwhelmingly negative. improve student learning outcomes. The first area of concern for teachers implementing the learning progressions into their Coaching and Instructional Leadership teaching practice relates to work complexity. SAP schools have received additional FTE Teachers feel overwhelmed with the amount of allocations, usually in the form of Instructional time that it takes to track each student. Added to Leaders. These roles provide dedicated coaching this is the number of times it needs to be done and support for teachers on the ground in how throughout the year. Members mentioned anywhere to effectively meet the Learning Progressions between three to eight times a year. One commented requirements and use this tool to enhance learning that there are just too many areas and it makes the outcomes. These specialist supporting roles are whole tool meaningless. Members feel their time is performed by experienced teachers who are highly wasted feeding data into machines when they could accessible because they do not have a teaching be planning interesting classroom activities. load themselves and, in many cases, the SAP Teachers feel stressed, and under pressure and schools are small primary schools. duress to complete the checklists. Members at IEU Chapter level will have to Given that ‘Learning Progressions’ are a determine if the support is supplied as described. foundation stone of the proposed Gonski reforms, Organisers are available to support chapters it is essential that NSW and ACT teachers are who believe the implementation of Learning more actively involved in their development and Progressions has impacted on them and the implementation. teaching and learning process.

IEUA NSW ACT | 97 Annexure 4 | 2018

NSW Curriculum Review NAPLAN Of major significance in NSW, the Terms of As the year post our 2017 AGM began, it also Reference for a NSW Curriculum Review have concludes. been released. In brief, the aim of the Review is “to In September 2018, the same groups enhance the effectiveness of school education in representing education in NSW came together NSW to: to reinforce their view that NAPLAN in its current “Provide an education that engages and iteration is due for significant reassessment. challenges every child and young person in An agreed statement following captured the learning, rewards them for effort and promotes zeitgeist. high standards; and “ We believe that new directions in national Prepare each student with strong foundations assessment and reporting need to be urgently of knowledge, capabilities and values to be lifelong established in the interests of all schoolchildren. learners, and to be flourishing and contributing To this end, we strongly suggest that a full, citizens in a world in which rapid technological independent, external inquiry into current national advances are contributing to unprecedented assessment and reporting processes be economic and social change in unpredictable conducted to examine all aspects of the existing ways.” NAPLAN operations and related processes. The Review will consider the strengths and This inquiry should be immediately established. weaknesses of the current NSW curriculum, its Apart from independent academic and relationship to the Australian Curriculum and its professional leadership, the Inquiry should also accessibility to all NSW students. have a Steering Committee with teacher and Preliminary planning for the IEU will involve the parent organisation representation to oversee all scheduling of online forums for members to aspects of its work.” provide input for a written submission. The Review will be conducted over an 18 month Other matters period, with a draft report to be provided to the The stakeholder partnership will continue its Minister in the second quarter of 2019, and a final joint work on principles and mechanisms that will report by the end of 2019. explore further policy thinking in relation to these Importantly, the IEU should view and frame matters including the possible development of a the Curriculum Review as not being the sole Joint Charter and future meetings and forums.” responsibility of individual teachers but rather Whilst much detailed thinking exists beyond the the ‘systems’ and independent sector must step brief agreed statement, the work of progressing up and be active in reviewing the overarching the discourse will be considerable. structures which determine how curriculum is implemented by our members ie the prevailing IEUA – Assessment Policy delivery structures are in excess of 40 years old (ie The Independent Education Union of Australia in secondary schools 28 + 2 periods of instruction). believes that assessment and reporting policies Rather than a compensatory approach, we should and practices must be developed by education seek transformative change ie the system as an authorities in collaboration with the teaching entirety is reviewed. profession to ensure that such practices are valid, reliable, fair, equitable, and motivate students to further develop their learning. Data Walls Throughout 2018, the Union has engaged with The current environment in which assessment members via a series of articles in Newsmonth and and reporting changes are occurring is Independent Education. The overriding purpose characterised by: policy settings that link compliance of the articles has been to promote professional with assessment and reporting arrangements to discussion and enable members to ask critical funding; increased focus on reporting on school questions as to the veracity of claims made in the performance and school improvement data; and promotion of data walls. misuse of data by the media. The evidence underpinning Data Walls is at best The development and implementation of tenuous. Members working in schools should assessment and reporting policies and practices question, clarify and establish if the imperative must respect and involve the expertise of teachers of visualising data is a worthwhile venture. The and have their support and full confidence. additional complexities and significant privacy The IEUA remains concerned about mass concerns should be sufficient to signal that standardised testing of student achievement teachers do have much ‘data’ and their professional such as through basic skills tests. The IEUA notes decision as to how to best report same should not that international and national research shows have to include placing information on a wall. such practices lead to a lowering of the quality of education and narrowing of the curriculum.

98 | IEUA NSW ACT Annexure 4 | 2018

Restoring the centrality of teachers to the critical NESA K-6 Creative Arts Board Curriculum work of assessing and reporting on student Committee progress will feature heavily in the work of the Jennifer Allen, St Carthage’s Primary School Union in 2019. Lismore As always, the work of the many IEU members NESA K-10 Languages Board Curriculum who represent the Union on a multitude of NESA Committee committees must be acknowledged. Consultation Fiona Boughey, William Clarke College Kellyville with the profession drives necessary change NESA Special Education Committee but ensures that those changes reflect what the Kathy Lane, Aspect profession believes to be attainable and benefit the teaching and learning process. NESA Quality Teacher Committee John Quessy IEU member representatives on NESA & DET Gabe Connell Committees:

NESA Board Curriculum Committee Larry Grumley, Catherine McAuley Westmead The IEU Education Issues Committee also provides necessary input and shapes responses

DET Compressed Curriculum Committee to the many education reports which impact our Michael Namrell, St Mary’s Catholic College Casino members. Special thanks to this group who are

NESA Aboriginal Education Committee listed below: Vincent Cooper, St Joseph’s High School Aberdeen Education Issues Committee Kylie Booth-Martinez, The Assumption School Amy Cotton Bathurst, has attended a meeting as an observer Ann Rogers

NESA Science Extension Targeted Consultation Berna Simpson Wayne Foster, Carroll College Broulee Denise McHugh Helen Templeton NESA 7-12 Technologies Board Curriculum Kath Egan Committee Justin O’Neill, St Joachim’s Catholic Primary Lyn Caton School Lidcombe Marie MacTavish Mark Northam - Convenor NESA K-10 Aboriginal Languages Board Mary Howard Curriculum Committee Rhonda Blayney, Danebank School Hurstville Pam Smith Patricia Murnane NESA Years 11-12 PDHPE Board Curriculum Patrick Devery

Committee Peter Moore Simon Board, Northern Beaches Christian School Sandra White Terrey Hills Tina Ruello NESA Years 11-12 Geography Board Curriculum Zeinab Mokachar

Committee Craig Lang, Bishop Druitt College Coffs Harbour Mark Northam and the Education Issues Committee NESA Years 11-12 Languages Board Curriculum

Committee Katiuska Varela Batista, Monte Sant’ Angelo Mercy College North Sydney

IEUA NSW ACT | 99 100 | IEUA NSW ACT Annexure 5 | 2018

Accreditation Throughout this time period, the IEU stayed in NESA Accreditation With the compulsory accreditation of the constant contact with NESA, asking for updates remainder of teachers in NSW (the final jurisdiction and for priorities to be set as they fixed their in Australia to comply with federal requirements), eTAMs portal, database errors, financial systems close to 60,000 teachers were accredited on and reputation. The IEU represented many 1 January 2018, joining over 80,000 (approx) members to NESA who had been affected by the previously accredited New Scheme Teachers. issues, and worked on creating interim processes Over the past five years, the Union had that would alleviate the stress of our members. negotiated with NESA and the employers to make For those attempting to achieve accreditation at sure that the process of deeming experienced Proficient (beginning teachers) or those trying to teachers was as simple as possible, as it had been complete a maintenance cycle, extensions and for the experienced early childhood teachers who alternate processes were sought and achieved. were accredited on 18 July 2016. This meant that The IEU sent several emails and released videos teachers who had worked in primary/secondary via social media to inform members of approaches schools in NSW without a five year break from to take when dealing with NESA’s ongoing technical before 1 October 2004 onwards were eligible to be issues. The PIP: Maintenance of Accreditation was deemed at Proficient without submitting evidence re-written to address the current maintenance or annotations for accreditation purposes. requirements (loosened after negotiations in 2017) In policy and paperwork, the transition of the and the technical problems. It was released widely existing scheme teachers to the New Scheme around NSW and online. The IEU Maintenance of occurred relatively easily. However, NESA suffered Accreditation tri-fold information flyer was updated significant technical issues from late November and taken to members. A Teacher Identified PD 2017 onwards, problems which are still ongoing to word document was created and emailed to the time of writing this report. This included, but is members to assist them to log their PD in the not limited to: servers not coping with the capacity interim. of log ins; programming errors that allow incorrect represents the number of phone calls/ Figure 1 financial, PD and employment records to be visible emails that were logged on our membership to the user; loss of current contact details for many database or came through our accreditation@ieu. accredited teachers on the database; reduced asn.au and [email protected] email inboxes. When capacity to process accreditation documentation, looking at the graphs, keep in mind that although including new teachers; loss of functionality of their a member may have contacted the Union several own PD courses; and unexpected errors occurring times about a single issue, it is only logged once when users tried to access the NESA eTAMs on these graphs. Also, some members would ask interface. about multiple issues in the same contact, so both This meant that not only were newly accredited issues have been represented in these graphs. The experienced teachers left without the capacity vast amount of contact points were related to the to access information on NESA’s eTAMs portal, Union’s PD program. shows the ratio of Figure 2 but previously accredited teachers were unable queries with the PD contact points removed. to access their records as well. Newly accredited A significant amount of queries, as is to teachers either received no mail (Australia Post or expected, are around the 2018 maintenance of email) from NESA, or multiple copies of the same accreditation requirements, loosened due to Union message. NESA’s waiting list for replies to emails negotiations with NESA. Improvements include not and phone calls grew, and teachers’ patience with requiring a maintenance of accreditation report, the ongoing problems faltered. the freedom to not have to meet a descriptor

IEUA NSW ACT | 101 Annexure 5 | 2018

from each Standard and all of Standard 6 with The nature of the work in the accreditation area PD anymore, and the recognition of professional will likely change in 2019, as all teachers are now commitment activities as Teacher Identified PD. accredited in NSW. It is anticipated that the queries The most significant amount of queries remain in from members will increase as a result of full the accreditation at Proficient teacher area. workforce accreditation and new courses, videos Contributing factors to why a teacher might and guides are being drafted for release in 2019. contact the Union on this front include: Amy Cotton, Elizabeth Finlay poor school/employer policy that is contrary to and Marie-Claude Guilbault • NESA requirements, including at times ISTAA’s poor policy and execution of accreditation tasks Experienced Teacher Accreditation - Band 3 poor administration at a school level due to Support for teachers undertaking Experienced • lack of understanding or breadth of experience in Teacher accreditation in independent schools applying accreditation processes has continued in 2018. Members who were given confusion between mentoring and supervision support in 2017 were all successful in achieving • tasks Experienced Teacher accreditation. lack of training for supervisors of accreditation There have been approximately 70 members • purposeful obstruction of a teacher’s accreditation who have received assistance in 2018. • to prevent a member’s pay progression To achieve an Experienced Teacher Band 3 salary, casual teachers who can’t find assistance within teachers must complete an accreditation process • their employer (remembering that many early with the Independent Schools Teacher Accreditation career teachers are casually employed) Authority (ISTAA) by7 September 2018. misreading of the Australian Professional This process is now in its 12th year and as a • Standards for Teachers result of IEU negotiations with ISTAA members misapplication of a higher level of Standards do not need to provide evidence for an extra • upon the Proficient teacher level. five descriptors which are now covered by the testimonial or the Head of School report. In 2018, The Union was involved in negotiations with eight descriptors are covered by the testimonial NESA on the following policies: and four are covered in the Head of School report. Accreditation at the Higher Levels Policy – In addition, four descriptors can be met using a • revision of processes and requirements reference. The IEU checks all references to ensure evaluation of NESA Registered Professional they meet the descriptors, otherwise if they are • Development Processes deemed not to have met the descriptor, members NESA as TAA must find additional evidence in November as • PD Providers Policy ISTAA do not accept a second reference. • NESA Professional Learning Commissioning The most significant change is the extension of • Program the timeframe to collect evidence. Refusal, Suspension and Revocation Policy. Members have six terms to collect evidence and • can begin to collect from Term 2 in the year they apply The Union continued to run Accreditation at until Term 3 of the following year when they submit. Proficient workshops and added one hour online This change has been welcomed and has meant that information sessions (‘Beginning to Proficient this year members were able to use evidence that Teacher’). Both courses were about the process they had been collecting from May in 2017. of gaining accreditation at Proficient. We assisted The advantage of this change is that members individual members from 38 schools and two early have a greater range of evidence and can choose childhood centres with gaining their accreditation that which is most suitable to meet the various at Proficient (sometimes assisting more than descriptors. one member at a workplace). The process of Following the introduction of the Hybrid model, assisting members with their evidence/annotations teachers who are on step 12 were eligible to apply applications involves mentoring and advising the for Experienced Teacher in 2017 to submit in 2018. teacher through several drafts of evidence sets In 2018, an additional 80+ Hybrid schools are eligible and annotations, and empowering the member to undertake the Experienced Teacher process but to seek Proficient accreditation with their TAA. very few members have sought assistance. The Union will represent the member to the TAA Members are satisfied with the digital portfolio for and/or NESA when the matter goes beyond the Experienced Teacher and, in general, it makes the composition of the application. Each of these process less onerous as they are able to upload cases involves hours of work including multiple as they collect evidence. The issues with using meetings/calls/emails to the members as they the digital portfolio are that some members tend redraft their applications. to leave their submissions to the “last minute”.

102 | IEUA NSW ACT Annexure 5 | 2018

Also the IEU is required to respond to more Northolm Grammar School requests for online assistance. The digital portfolio Oran Park Anglican College makes the process easier for members and all Tangara School teachers receiving support from the IEU send The French School their documentation to the IEU for comment and The Kings School clarification. Trinity Anglican College Albury The level of support offered by schools remains Ravenswood School inconsistent. It varies from schools that invite the Richard Johnston Anglican School IEU to run workshops, provide release time and SCECGS Redlands allow for follow-up visits, to schools that offer no Scots College Bellevue Hill support at all. St Catherine’s School Waverley In 2018, there has still been a need to continue Thomas Hassall Anglican School to provide intensive support due to the continued Wenona School lack of understanding of the Experienced Teacher Standards and lack of support from some schools. The Experienced Teacher process still requires Once again, early childhood IEU members have consistent hard work and a large time commitment completed the Experienced Teacher - Band 3 to complete the documentation. Some of the Accreditation this year allowing them to receive issues are: a significantly higher salary than other early • schools requiring more evidence than is required childhood teachers. by ISTA A In 2018, the IEU provided support for members • schools offering little or no support in the following schools: • supervisors who require more classroom observations than necessary Al Faisal Auburn • supervisors who do not provide testimonials in a Al Sadiq Greenacre reasonable time Arndell Anglican College • teachers who do not allow enough time to Frensham School complete the process. Georges River Grammar School Green Valley Islamic School Members who have completed the process this Hills Grammar School year, as in past years, are very appreciative of the International Grammar School support they receive from the IEU in assisting them Loreto College Normanhurst to complete the process. Malek Faad Islamic College Beaumont Hills Malek Fahd Islamic College Greenacre Elizabeth Finlay Mamre Anglican School IEU Professional Officer Meridan School Monte Sant’ Angelo Mercy College Montessori Preschool

IEUA NSW ACT | 103 104 | IEUA NSW ACT IEUA NSW ACT | 105 106 | IEUA NSW ACT Annexure 6 | 2018

Professional Development

2018 has been a year of innovation and The courses were designed to stand alone experimentation for the IEU’s professional but also be suitable for anyone who wished to development program. If a member chose to complete all four. They received overwhelmingly complete all free courses offered in 2018, they positive feedback from the membership. would have completed 24.5 NESA Registered The other course commissioned was hours, 17 of which were available online across Understanding Student Anxiety, written and to NSW/ACT. Further NESA Registered hours were be presented by Jesse Booth. This series will be available at the Women’s Conference and Early delivered in October/November 2018. Childhood Conference and for participants. Members have responded in an overwhelmingly The IEU rewrote three courses this year: positive manner to the new program, with most PIP: Maintenance of Accreditation • of the Union’s professional development courses Accreditation at Proficient workshop • being booked out well ahead of time, some before PIP: Work Hoarse, Voice Care. • they even were advertised. From 1 January 2018 to the writing of this report, 1645 members had New courses developed in-house included: completed free professional development with the Beginning to Proficient information session • Union. For Term 4 2018’s PD events, we have a (delivered online) further 971 bookings for our events. The documentary screening and discussion, • The Union met with ACT Teacher Quality featuring the film Most Likely to Succeed. Institute to enquire as to what parts of the PD This was an experimental PD session which program could become accredited Professional wanted to give members access to education Learning under their requirements. The upcoming documentaries exploring theories of practice but Understanding Student Anxiety in Canberra will be also give the floor to participants to discuss best an ACT TQI accredited course. Applications will be practice as it is expressed in their different submitted for other courses in 2019 . school/centre contexts. Due to positive The mass accreditation of the existing scheme feedback, the documentary screenings will teachers in NSW from 1 January 2018 meant that continue into 2019 around NSW/ACT. this year’s program was always going to be heavily dedicated to the PIP: Maintenance of Accreditation With recent developments in online professional (which was rewritten after Union wins in reducing the development delivery technology, and the workload requirements). This course was repeated reduction in costs to administer it, the Union in-person around the state and live online. It is has been experimenting with building an online anticipated that this course will be repeated for a long on-demand platform. www.theieuzone.org.au is time to come, particularly because NESAs eTAMS currently in testing. The new platform should be was not functional to date of writing and all attendees able to host recordings of live courses that can be at the PIP: MoA will need a refresher course on how watched/re-watched by members only, and will be to upload their PD and maintain successfully. NESA Registered. It will also allow the development The IEU commissioned five new courses to be of self-paced PD courses, the production of which run in 2018. Dave Vinegrad was asked to write and will be assisted by the completion of the video/ present a suite of courses: sound recording studio on Union premises. PIP: Behaviour Management – Getting it right In 2018, the IEU continued its partnership with • PIP: Behaviour Management – Keeping it right Teacher Learning Network specifically regarding • PIP: Behaviour Management – Making it right the provision of live online and on-demand • PIP: Behaviour Management – Upholding the right courses for early childhood teacher members. • IEUA NSW ACT | 107 Annexure 6 | 2018

This partnership assists those members whose PIP: Maintenance of Accreditation opportunities for accessing relevant and NESA “I found the course extremely helpful in • Registered PD are limited, particularly in regional addressing my specific questions around NSW. Over 530 members have activated their accreditation. It was especially helpful that I was accounts with TLN and there were over 1220 able to attend the course close to my place of attendances at live online courses and over 400 work “ completions of on-demand courses. It remains a “It was an excellent presentation, so I intend • powerful recruitment and retention tool with early attending more in the future” childhood teacher members. The IEU will continue “I feel this is now do-able thankfully as I • this partnership into 2019. was considering giving up teaching when my TLN has also been our host for all live online accreditation was due”. courses run for the whole membership. They have assisted with technical queries of our members General feedback included: and we thank them for their union-supportive and “I really appreciate the opportunity to attend PD • extremely professional service to our members. sessions like this both as a screening and online We have included some feedback from IEU presentations” members regarding the professional development “Keep providing learning opportunities” • courses in 2018. “I’ve spread the word at school about the free PD • available for members” PIP: Behaviour Management series when asked “My sister and fellow teacher (who lives four hours • ‘What have you learned/will you do now?’ away) and I are going to attend online courses “It reaffirmed my opinion that the key to any ‘together’ in future. And then discuss! Looking • positive behaviour management is genuine forward to it!” relationships with children” “[I’ll now] Look for patterns in behaviour and 1A NSW Proficient teacher only needs to complete 50 • include parents and care givers to allow them NESA Registered hours every 5 or 7 years (depending on employment status). to have a buy in. Think Relationship, Relationship, 2An ACT Proficient teacher only needs to collect 5 TQI Relationship” Accredited hours annually. “Building relationships helps with behaviour 3 Unfortunately, recordings of previously live courses • strategies and also try and teach students about cannot be ACT TQI accredited. brain chemistry to empower them to make better decisions”. Amy Cotton Professional Officer Marie-Claude Guilbault Administrative Assistant

108 | IEUA NSW ACT Understanding student anxiety

Anxiety disorders are the most common mental health problems experienced by young Australians. About half of people with anxiety experience their first symptoms by the age of 11 years. Depression, self harm and suicidal behaviour are common co morbid symptoms of anxiety. This phenomenon alone brings to light the responsibility of professionals working with this cohort and importance of them to become aware and responsive to the first signs and symptoms that a young person is in distress.

The presentation will explore what anxiety is and which life factors can contribute to the development of these symptoms. This is essential in being able to recognise them alongside identifying strategies to supprt them. We’ll discuss how to access to professional help and treatment and how to normalise this step for a distressed young person.

Date Monday 22 October 2018 Venue Diplomat Hotel 2 Hely Street, Griffith Time 6.30pm to 8.30pm Complimentary refreshments from 6.00pm

Presenter Jessie Booth is a psychologist and professional facilitator with graduate qualifications in both communications and psychology. She has published and presented research on the psychology of resilience and coping strategies in young people.

To register your participation please contact Marie-Claude on 02 8202 8900 or email [email protected]. This course requires a minimum of 12 registrations to run. Please tell your colleagues!

Sponsored by

Authorised by John Quessy Secretary Independent Education Union of Australia NSW/ACT Branch GPO Box 116 Sydney NSW 2001 T 8202 8900 | TF 1800 467 943 www.ieu.asn.au

IEUA NSW ACT | 109 PIP: Behaviour Management Term 3 online events

Getting it right - Monday 6 August - 6.00pm Setting up and establishing a calm & productive classroom. Philosophy and background to ‘behaviour management’. Building an integrated model of behaviour management for all ages.

Completing PIP: Behaviour Management - Getting it right will contribute 2 hours of NESA Registered PD addressing 4.1.2; 4.3.2; 6.3.2; 7.4.2 from the Australian Professional Standards for Teachers towards maintaining Proficient Teacher Accreditation in NSW.

Keeping it right - Tuesday 14 August - 6.00pm Responding to inappropriate and appropriate classroom behaviours. Effective consequences and an ‘outcomes’ mindset.

Completing PIP: Behaviour Management - Keeping it right will contribute 2 hours of NESA Registered PD addressing 4.1.2; 4.2.2; 4.3.2; 6.3.2 from the Australian Professional Standards for Teachers towards maintaining Proficient Teacher Accreditation in NSW.

Making it right - Wednesday 22 August - 6.00pm Repairing relationships, holding students accountable, providing the most learning, being a values driven classroom.

Completing PIP: Behaviour Management - Making it right will contribute 2 hours of NESA Registered PD addressing 4.1.2; 4.3.2; 4.4.2; 7.1.2 from the Australian Professional Standards for Teachers towards maintaining Proficient Teacher Accreditation in NSW.

Upholding the right - Thursday 30 August - 6.00pm Defusing conflict and reducing confrontation. Responding to and managing extreme behaviours. 10 Step Functional Behaviour Analysis/86 Strategies to manage difficult behaviours/Crisis plans etc.

Completing PIP: Behaviour Management - Upholding the right will contribute 2 hours of NESA Registered PD addressing 1.1.2; 4.2.2; 3.1.2; 6.2.2 from the Australian Professional Standards for Teachers towards maintaining Proficient Teacher Accreditation in NSW.

with Dave Vinegrad from Behaviour Matters

To register contact Marie-Claude on 8202 8900 or email [email protected]. Please tell your colleagues!

Sponsored by

Authorised by John Quessy Secretary, Independent Education Union of Australia NSW / ACT Branch GPO Box 116 Sydney NSW 2001 T 8202 8900 | TF 1800 467 943 www.ieu.asn.au

110 | IEUA NSW ACT Accreditation at Proficient Workshop

DATE Monday 16 April 2018 VENUE The Briscoe Building 485-501 Wattle Street Ultimo TIME 9.30am to 4.00pm

Are you seeking accreditation at Proficient but don’t have a clue where to start?

This full day workshop is for casual, temporary and permanent teachers who don’t have support.

Amy Cotton, the IEU’s Professional Officer,will explain how accreditation works. Together we’ll explore the types of evidence you might use What to have on hand: • your school’s/employer’s and demonstrate how to compose annotations. accreditation policy or For most of the day you will be working on your guidelines evidence and annotations and be able to ask • your evidence Karen for help and clarification. • any annotations you’ve begun • your questions! Cost: FREE to IEU members RSVP: Essential, because spaces are limited

To register your participation please contact Marie-Claude on 8202 8900 or email [email protected]. This course requires a minimum of 12 registrations to run. Please tell your colleagues!

Sponsored by

Authorised by John Quessy, Secretary, Independent Education Union of Australia NSW/ ACT Branch GPO Box 116 Sydney NSW 2001 T 8202 8900 | TF 1800 467 943 www.ieu.asn.au

IEUA NSW ACT | 111 112 | IEUA NSW ACT Annexure 7 | 2018

Tertiary Initiatives The Union has approximately 815 associate The University of Wollongong twice – all teaching • members who are preservice teachers currently students studying a teaching qualification. Some preservice The University of Wollongong – early childhood • teachers are fee-paying casual teachers, as they students are working in their final year of study. Western Sydney University – Parramatta • The Union continued its program of speaking Campus – primary/secondary and early with university teaching students as many times as childhood. possible throughout 2018 (to date of writing). The universities and colleges themselves In October, the IEU teamed up with UTS’ however, had a marked downturn in the amount Education Society to run our first ‘I’m a Teacher: Ask of events they are hosting for preservice teachers me anything’ event. The Union supplied the venue to gain contact with working teachers. This may and catering, as well as early career teacher Union be because of funding cuts, but other reasons members to be panelists. UTS EdSoc advertised might include students being too busy to attend the event widely. The event had pre-submitted (with their paying jobs), poor semester placement and spur of the moment questions, which the around public holidays (2018 was an unusual year panel of early career teachers answered in various with Easter being displaced from autumn break) ways, giving preservice teachers insight into the and increased placement requirements eroding complexities of the teaching profession on topics time on campus. such as workload, social media, dealing with difficult students/parents, professional development and The IEU visited the following campuses at which differentiation. The event was filmed and the media we recruited student members: will be used in various ways to support members. Australian Catholic University – secondary The ROAR committee has been working on • teaching students streamlining processes for contacting student Charles Sturt University – Orange campus – early members and either determining whether they are • childhood/primary students eligible for full membership and recruiting them Macquarie University – early childhood students or removing them from our database. This will • Southern Cross University – Coolangatta hopefully lead to improved retention rates when • campus – all teaching students associate members become eligible to join the The University of Newcastle – Callaghan campus Union as teacher members. • – all teaching students The University of Newcastle – Ourimbah campus Amy Cotton, Student Organiser and Professional • – all teaching students Officer, Dr Keith Heggart, Organiser, and The University of New South Wales – primary/ Marie-Claude Guilbault, Administrative Assistant • secondary students The University of Sydney three times – early • childhood students The University of Sydney – all teaching students • The University of Technology, Sydney – primary/ • secondary students

IEUA NSW ACT | 113 FREE I’m a teacher: EVENT ask me anything Are you a pre-service or student teacher? Do you want to hear about what teaching is really like – from teachers?

Come along to the UTS EdSoc/ IEUA NSW/ACT co-hosted event and speak to teachers working in local primary and secondary schools about their experiences. There will be a range of teachers to speak to, some in their first years of teaching, some more experienced, and they are ready and able to answer any questions you might have.

Dinner will be provided!

RSVP: https://ieu_uts_teacher_ama.eventbrite.com.au

Date: Wednesday, 10th October Time: 6pm – 8pm Location: IEU Offices, The Briscoe Building, 485-501 Wattle Street, ULTIMO (across Wattle St from UTS Building 10).

Authorised by John Quessy, Secretary, Independent Education Union of Australia NSW/ ACT Branch GPO Box 116 Sydney NSW 2001 T 8202 8900 | TF 1800 467 943 www.ieu.asn.au

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Union Training

Reps Training Activists Conference There have been 13 Reps Training courses The 5th IEUA NSW/ACT Branch Activists conducted since the 2017 AGM. Of these, two Conference was again held at The Fairmont in courses were held in Wattle Street while the Leura over the Easter break. remainder were held in regional centres including 15 activists from schools across the state attended Newcastle, Fairfield, Campbelltown, Ballina, and were treated, in a superb facility, to two days of Canberra, Griffith, Albion Park, Penrith, Dubbo, input from various Union identities and officers. Port Macquarie and Gosford. Our President, Chris Wilkinson, once again All courses were well attended with the opened proceedings with a welcome and an session at New Lambton attracting 44 Reps and Acknowledgement of Country. committee members. Our guest speaker this year was Emma Maiden, The focus this year has been ‘knowing your Assistant Secretary of Unions NSW, who engaged workplace’ which is essentially a mapping participants over dinner with stories of her own exercise. Participants were asked to work out and others’ activism. the membership density of their chapter and Participants also heard from Emma Kingdon, to consider how best to recruit non members. from the ACTU, who spoke about the ‘Change the This generated some lively discussion with Reps Rules’ Campaign and Arthur Rorris, Secretary of swapping their success stories and in some South Coast Labour Council, who spoke of the instances tales of disaster. TLC’s campaign against wage theft. A popular activity included this year was a Participants were again treated to a ‘grilling’ of ‘True or False’ exercise. Participants were asked our new organisers. This year Veronica Yewdell, to examine a number of statements relating Valerie Jones, Pat Devery and Aiden Anderson to workers’ rights and decide if they were true found themselves in the ‘hot seat’. or false. This proved an ‘eye opening’ exercise Several officers contributed with their own for many as some widely held beliefs were stories of activism and insights into the Union’s debunked. workings and campaigns. A session was also devoted to the ACTUs The conference was extremely successful with ‘Change the Rules’ Campaign. During this unanimously positive evaluations from all involved. session, participants were asked to consider which of the ACTUs targeted areas were most Aboriginal and Torres Strait Islander Seminar relevant to the education sector. Not surprisingly, An Aboriginal and Torres Strait Islander seminar insecure employment and working women was held this year in conjunction with Women’s were the two areas most commonly identified. Conference. Participants were encouraged to becoming This is the 5th time the Union has run the involved in the campaign by discussing it at seminar and it is held on the Thursday afternoon school and in their wider communities. before the Women’s Conference. A total of 230 Reps/committee members took This year we had nine participants who were, part in training this year and all reported that in the main, diocesan sponsored delegates to they would implement at least some of what they Women’s Conference. had learnt on their return to school. As all participants were from Catholic systemic Evaluations were unanimously positive with schools, we used the time to examine recent many commenting on how much they valued the changes to the enterprise agreement and opportunity to interact with other Reps and to Workplace Health and Safety legislation. ask questions throughout the day.

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Evaluations were again very positive with several Maria Nestoras for all her hard work in organising of the participants thanking the Union for providing paperwork, registrations and venues an opportunity to get together and discuss issues especially relevant to them. Marilyn Jervis Finally, I must express my heartfelt thanks to Organiser/Trade Union Training Officer

Union Training 2018 Representing Members Aboriginal and Torres Strait Islander Seminar Agenda Agenda 9.15 – 9.30 Welcome & Introductions 12.00pm – 12.15 Welcome/Lunch 9.30 – 10.30 Understanding my 12.15pm – 1.15pm The New EA Workplace/My role as Rep 1.15pm – 2. 00pm WHS Update 10.30 – 11.00 Morning Tea 2.00pm– 2.30pm Afternoon Tea 11..00 – 12.00 Representing members 2.30pm – 3.15pm Managing Workload 12.00 – 1.00 Lunch 3.15pm – 4.15pm Other Issues 1.00 – 2.00 WHS – Let’s Tackle Workload 4.15pm – 4.30pm Evaluations 2.00 - 2.30 Change the rules 4.30 pm Close 2.30 – 2.45 Resources 7.00 pm Dinner - Chinatown 2.45 – 3.15 Questions, Evaluations

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Women and Equity 2018 was also a IEUA NSW/ACT Women’s Key Issues and Priorities The former IEU Women in Education Committee Conference year with the conference held was renamed the Women and Equity Committee on 24 August. The theme of the conference to be consistent with the IEUA national committee complemented the aims of the ACTU’s ‘Change and with the Commonwealth Workplace the Rules for Working Women’ campaign. Gender Equality legislation. The committee is In 2018, the Union has also continued to elected at March Council each year and meets/ engage with diocesan Workplace Gender Equality teleconferences at least once per term. Committees and encouraged the reactivation of Key themes informing the committee’s work in those not meeting regularly. Where appropriate, 2018 include: this engagement has included policy development workplace engagement and activism and review and joint professional development • fair, safe and inclusive workplaces initiatives. For example, in the Wollongong Diocese, • women and wellbeing the IEU is contributing to an update of the CEOs • career development and leadership ‘Working Parents Toolkit’ and to Sydney SCSs • opportunities for teachers and support staff review of work and family policies and practices. social justice and human rights. With the support of the Women and Equity • Committee, the IEU’s ‘Guide to Parental and Within the context of these key themes, specific Personal/Carer’s Leave’ was updated again in focus areas for the IEU Women and Equity 2018 as an iBook version with legal and industrial Committee for 2018 have been influenced by the information, other documents and resources and political, industrial and education climate affecting member profiles. the non government education sector including: As well as the Women’s Conference on 24 industrial contexts in Catholic and independent August, successful regional women’s gatherings • schools and ECS have been held this year in Wollongong, Canberra developments in equity legislation, policy and and Bathurst and a western Sydney forum will be • practice held at Castle Hill on 25 October. Appreciation is the national, NSW and ACT education agendas. expressed to IEU President Chris Wilkinson for her • great support for these regional events. The committee has also linked in with the work The Women and Equity Committee held a of the IEUA Women and Equity Committee, with teleconference on 17 October to undertake the ACTU, Unions NSW and Unions ACT women’s planning for 2019 women and equity gatherings. initiatives, and with community organisations as appropriate, such as in relation to International 2018 IEUA NSW/ACT Women’s Conference - Women’s Day events. Several IEU officers had ‘Changing the Rules for Working Women’ the opportunity to participate in this year’s ACTU As previously mentioned, the 2018 IEU Women’s Congress in Brisbane in July. Conference was held on 24 August at the Mercure This year the work of the Women and Equity Hotel with a theme of ‘Changing the Rules for Committee was especially informed by the Working Women - and for our students in their ACTU’s ‘Change the Rules ‘campaign which has a future workplaces’. significant focus on the rights of women at work, The keynote speakers, Ros McClennan from including stronger rights to request flexible work the Queensland Council of Unions and Naomi arrangements and access to 10 days of paid Steer from Australia for UNHCR, contributed to leave for workers affected by family and domestic the conference theme of women’s engagement violence. and activism and shared their own personal and

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professional experiences of empowering women in from the conference, the Women and Leadership a range of contexts. Development Program has a significant future emphasis on the development of women’s leadership skills and has involved PD opportunities Workshops at Women’s Conference included: Change the Rules such as Teacher Learning Network webinars, • Building Leadership Development professional conversations and networking • Enhancing Women’s Fitness and Wellbeing opportunities over a three year period. • Teaching the Millennial Student Since the conference, BOLD newsletters have • Building Community Connections been distributed and a Facebook page has been • NSW Teacher Accreditation - what I need to established. Planning is underway for a 2019 • know and do. BOLD Conference.

This year’s Women’s Conference was registered International Women’s Day on 8 March with NESA for four hours and fifteen minutes for Each year IWD provides an opportunity to the maintenance of accreditation at Proficient level. celebrate the achievements for women at work A feature of the conference was the attendance and in the community and also to consider the and contribution of a range of member benefits current realities for women in their personal and organisations, including NGS, Teachers Health, professional lives. Teachers Mutual Bank and ME Bank. The presence The IEU hosted 2018 IWD events in Canberra of Unions NSW and the Women Electoral Lobby and Bathurst and Union members also engaged in was also appreciated. a range of community IWD activities, including the Sydney IWD march on 10 March and Wollongong, Canberra and Newcastle gatherings. IEUA National Women and This year’s IEUA Speaks on IWD focussed on Equity Committee activities As noted, the NSW/ACT Branch of the IEU plays the fight for better conditions for women in the an active role in the national IEUA Women and workplace and in the community – industrially, Equity Committee. In particular, this Branch has politically and in relation to services and support. continued to be involved in discussions regarding the regulatory framework around equity issues, Gender pay gap especially within the context of the review of Equal Pay Day is held each year on a date after modern awards and the campaign to protect the end of the financial year to draw attention to access to the Federal Government’s Paid Parental the gender pay gap and the number of extra days Leave Scheme. The campaign to protect PPL women need to work to achieve statistical pay was successful with the Federal Government parity with male employees. This year’s Equal Pay withdrawing its attack on the scheme. Day was held on 31 August and national gender At its meetings held on 22 February in Canberra, pay gap is currently 14.6 per cent. on 19 July in Brisbane, and at the IEUA national As noted, an IEUA Speaks on the gender pay gap seminar in Melbourne in May, the IEUA Women and was distributed and information placed on the IEU Equity Committee has continued a strong focus website and in Newsmonth. on workplace equity and inclusion, as well as on In the non government education sector, the enhancing access to paid parental leave and family major pay equity issue is in ECS and thus the friendly work practices across Australia. importance of the ongoing ‘Teachers are Teachers’ A range of ‘IEUA Speaks’ have been distributed campaign and the current Equal Remuneration this year for International Women’s Day on 8 March Case in the Fair Work Commission. The historic and Equal Pay Day on 31 August to highlight pay under valuation of ‘women’s work’ also impacts inequity issues. There will also be a focus on White on support staff remuneration. Over a lifetime of Ribbon Day (countering violence against women) earnings, the gender pay gap also significantly on 25 November. affects women’s retirement incomes. (In September this year, the ALP has announced a range of policies to reduce the gender retirement gap, IEUA Women and Leadership including the payment of super on parental leave.) Development Program A number of NSW/ACT members and officers had the opportunity to participate in the inaugural Participation in other meetings and events IEUA National Women and Leadership Conference An important aspect of the Women and Equity in Canberra on 10 - 11 March last year. Committee’s role is to ensure that the IEU is The conference focused on the knowledge and represented at a range of meetings and forums on skills IEU women need to exercise leadership in issues affecting women members. Participation various levels of Union engagement, including in such activities enables the IEU to engage with in the workplace and beyond. As an outcome key issues and also to articulate its own position

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and maintain an appropriate public profile. Such It is noted that the theme of this year’s NAIDOC occasions have included International Women’s week in July was ‘Because of Her, We Can’ with a Day events in Sydney, Canberra, Bathurst and strong focus on the contribution of Aboriginal and Wollongong in March and a range of activities Torres Strait Islander women. organised around Equal Pay Day on 31 August. The IEU was represented at a roundtable on workplace Looking to the future sexual harassment issues hosted by Unions NSW at The Women and Equity Committee thanks the NSW Parliament House on 30 August. IEU’s Council, Executive, officers and staff for There was also participation in ACTU Women’s their co-operation and support during the past Committee meetings in person or by phone and year. Collectively, we can respond to the needs in a range of Unions NSW and ACT activities, of members and develop effective strategies including various forums. Some IEU officers have to achieve more just, inclusive and equitable valued the opportunity to participate as mentors outcomes for women working in non government and mentees in the inaugural Unions NSW education. Women’s Mentoring Project. A number of union members have joined in Pam Smith ‘Global Women’s Marches’ as part of international Women and Equity Committee Convenor action in support of women’s rights, human rights and social justice, and in initiatives supported by the Women’s Electoral Lobby.

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IEU Women and Equity Committee

Western Sydney IEU Women’s Forum

“Women, Work and Wellbeing - advice to ourselves, our colleagues and our students”

Date: Thursday, 25 October, 2018

Venue: Gilroy College 17-37 Marie Street CASTLE HILL NSW 2153

Time: 4.30pm - 6.00pm

Cost: FREE for members Refreshments will be served Bronwyn Elizabeth Elizabeth Lyon Heggart Scully RSVP: Melissa Nesbitt on toll free 1800 467 943 or email [email protected] by 22 October, 2018

FORUM AGENDA

1. Welcome and Introductions: – Jaie Skinner, Acting Principal, Gilroy College/Tina Ruello, IEU Executive member

2. The IEU Women and Equity agenda 2018: setting the context – Pam Smith, Convenor IEU Women and Equity Committee

3. Panel Session – “Women, Work and Wellbeing – advice to ourselves, our colleagues and our students”

Bronwyn Lyon, Gilroy College Bronwyn has been a teacher for over 20 years, a mother of two and an active IEU rep for 8 years (5 years at Oakhill and 3 at Gilroy). She is passionate about the impacts of increasing workloads and demands on teacher wellbeing.

Elizabeth Heggart, McCarthy College, Emu Plains Elizabeth is Science/Maths teacher who previously worked full time and is now on her second period of maternity leave after returning to work part-time for 18 months following her first child. She is very interested in how we can make it easier for women to have both a career and family in a way that benefits everyone involved.

Elizabeth Scully, Catholic Education Diocese of Parramatta Liz is a Communications Officer with CEDP, an active member of the North Parramatta Residents Action Group, a volunteer with a local playgroup for refugees and asylum seekers, and a proud mother of three children. A long term ALP activist and endorsed candidate for the State seat of Parramatta, Liz is deeply committed to social justice and community engagement.

4. Thanks and close

ompleting Western Sydney IEU Women’s Forum “Women, Work and Wellbeing – advice to ourselves, our colleagues and our students” will contribute 1 hour of NESA Registered PD addressing 7.4.2 from the Australian Professional Standards for Teachers towards maintaining C Proficient Teacher Accreditation in NSW.

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CHANGE THE RULES FOR WORKING WOMEN:

A Vital Part of the ACTU’s Change the Rules Campaign

We need to Change the Rules so women have improved rights at work. (More than 70% of IEU members are women.)

HERE’S HOW:

• Remove the current 14.3% gender pay gap - this is especially an issue for IEU early childhood teachers • Close the superannuation gap of over 40% so women don’t retire in poverty • Stronger rights for flexible work arrangements to balance work and care responsibilities • Improve paid parental leave • Women in long term temporary or casual work need to be able to request a move to permanent work • Address harassment and discrimination in the workplace • Increase the minimum wage so it is a living wage • Reverse penalty rates cuts • End wage theft and superannuation theft • Change the industrial laws to better protect workers’ interests

Together, we can Change the Rules for working women. Union women are Changing the Rules. These changes will benefit women, families and communities.

The 2018 IEU Women’s Conference on 24 August had a strong focus on ‘Changing the Rules for Working Women.’

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Principals principals in independent schools whose salaries Principals’ Sub Branch The IEU Principals’ Sub Branch has had an are based on the EA. active year, with meetings held on 10 February, 5 Both the Sydney Archdiocese Agreement and May, 4 August and a Term 4 meeting scheduled the Agreement covering the other 10 dioceses for 3 November. Appreciation is expressed to included at least a 2.5 per cent per annum pay rise, IEU officers who have participated in sub branch with higher increases in some circumstances. The meetings and especially for their support for NSW agreements also provided for a salary structure and ACT diocesan principals’ matters. which recognises both the size of school and Union principals’ gatherings have been held during principals’ experience. the past 12 months in several dioceses, including Principals also appreciate the greater clarity meetings with Armidale, Broken Bay, Wollongong, around classification and progression for Maitland-Newcastle and Sydney principals. Term principals, including in relation to situations where 4 meetings are scheduled for Bathurst, Armidale, principals change schools. Canberra & Goulburn, Lismore, Wagga Wagga, In the MEA, there is provision for a loading of up Wilcannia-Forbes and Wollongong principals. to 10% of salary for principals in remote schools Principals’ membership also continues to grow or those with other special circumstances. (This in the non Catholic schools sector, including includes diocesan boarding schools.) Some Islamic and Christian schools. A teleconference discussions have occurred with country dioceses of principals in independent schools will be held in regard to the implementation of this EA clause. on 24 October and regular discussions have also been held with principal members in Aspect and Enterprise Agreement negotiations for other special schools. Teachers and General Employees The Union thanks Sidonie Coffey, Kathy Neely, The IEU thanks principal members for their Jude Ryan and Des Fox for their leadership of understanding and support for their teacher and the Sub Branch Executive, and Louise O’Sullivan, general employee colleagues during the 2016-2017 Noeleen O’Neill and John Farrell for their previous EA negotiations. roles as principals’ delegates to Council and to In particular, principals in Catholic systemic Sidonie and Noeleen as current Council delegates. schools were supportive of IEU concerns about Sidonie Coffey, Louise O’Sullivan, Noeleen O’Neill arbitration – access to the ‘fair umpire’. While and Jennifer Crichton attended the inaugural IEUA EAs for NSW/ACT Catholic systemic principals Women and Leadership Conference in Canberra are already in place, the agreed interpretation of last year and have continued to be active in BOLD access to arbitration of disputes is of relevance to initiatives. all Catholic sector employees, including principals. First launched in 2016, ‘Headlines’ enews has provided a valuable regular update on issues Principals in independent schools relevant to principals and other school leaders. The Union has been continuing to support principals in independent schools (including Christian, Islamic, special needs and other Catholic Systemic Enterprise independent schools) in regard to a range of Agreement negotiations concerns including: Principals’ Agreements IEU principal members in Catholic systemic awareness and enforcement of current industrial • schools appreciated the finalisation in 2017 of provisions in schools their enterprise agreements for 2017-2019 The assisting principals about letters of appointment/ • Catholic principals’ EA is also relevant to many employment contracts

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school governance issues, especially in regard to Catholic Schools and Parramatta, Lismore and • dealing with school boards/councils Wollongong CEOs about a range of specific negotiation of reasonable workload expectations matters raised by principals in these dioceses, • restructuring/redundancy concerns. including staff relations issues, dealing with difficult • parents, and concerns about employment terms, As previously noted, a teleconference for conditions and performance review. Similar principals in independent schools will be held on 24 discussions have also occurred with Aspect. October with a focus on principals’ roles, workloads, In the Parramatta Diocese, a particular cause and the national and NSW/ACT education agendas. of concern remains the arbitrary way in which the Executive Director can intervene directly to appoint a principal to a particular school without Workload and wellbeing issues for principals In various surveys of work intensification issues, transparent selection and appointment process. principals rate highly the need for a range of measures to address workload pressures for Funding themselves and their staff. These needs include: Within the context of the ongoing funding debate, improved access to professional support and the IEU has engaged with many principal members • assistance (finance, staffing, ICT etc) in Catholic systemic and Catholic independent additional allocation for executive/administrative schools who are concerned about the threat to • assistance for principals their school’s resourcing and ultimately to their better support to deal with challenging students enrolments. There have been particular issues • and families when difficulties arise assistance in for Catholic systemic primary schools in the ACT managing compliance issues. and in Broken Bay but other principals have also raised their concerns with the IEU. For example, the The 2018 Teachers Health/ACU ‘Australian principal of Oakhill College advised of a projected Principals Health and Wellbeing Survey’ is now loss of $8 million over 10 years. (In the Broken Bay open and the IEU strongly encourages its principal Diocese, the IEU has provided specific advice and members to participate. support to principals where fee increases have Appreciation is expressed for the opportunity resulted in falling enrolments.) to meet this year with Broken Bay and Maitland- The Union has been critical of the Federal Newcastle principals specifically in relation to Government’s lack of appropriate consultation workload and wellbeing issues. The IEU also with the education sector, including the IEU and acknowledges the Wollongong Diocese’s the AEU. There are also concerns about funding ‘Principals’ Wellbeing Policy’ which provides some conditions which may impact on how principals, additional resourcing and support. teachers and support staff perform their work. Unfortunately, the school funding announcement made by the Federal Government on 20 Principals’ employment security During the past year, discussions have been September still fails to deliver. It does not uphold held with several Catholic dioceses, the AIS, the the principles, commitments or necessary Christian schools sector and Aspect in regard to measures that were established arising from the concerns about principals’ appraisal processes Gonski funding review. and contract renewals. Most schools, government and non government, The IEU has been involved in the resolution of many will not get the monies promised in 2018 and 2019. disputes relating to individual principals in various The commitment to the Student Resources Standard Catholic and independent schools during the past will not be met and the announcement largely only year. Outcomes have included: continuation in the adjusts the transition process and timeframe. current position with appropriate support; alternative Of particular concern is that the proposed principal positions; transfer to other positions with model locks in inadequate funding for students some form of salary maintenance; various leave with disabilities whose learning needs are still arrangements and financial settlements. not properly resourced and supported. Despite Ongoing efforts are being made to ensure clear, the recommendations of inquiries conducted by fair and consistent processes to address issues the Senate and the NSW Legislative Council, the before they reach the stage of a serious dispute. Federal Government’s announcement is likely It is noted that some dioceses are now referring to result in more students with disabilities not to the AITSL ‘Principals’ Standard’ in letters of receiving the support they require. appointment and in appraisal/performance review processes. This has been successfully resisted in Educational and professional issues several instances regarding the inappropriate use The Principals’ Sub Branch has continued to of the AITSL Standards for disciplinary purposes. engage strongly with educational and professional Discussions have also been held with Sydney issues, including:

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the Federal Government’s ‘education agenda’, • Principals’ participation in IEU events including Australian Curriculum, NAPLAN, One of the IEU’s significant focus areas is MySchool and AITSL Standards enhancing access to professional development ACT education issues, including in relation and the Union has been pleased to support • to funding principals via the Teacher Learning Network and NESA, particularly regarding teacher principals’ engagement in PIPs, women’s forums • accreditation and maintenance, as well as and conferences. The IEU welcomed the strong the transition to coverage of pre October 2004 support of principals for its 2018 Women’s teachers and principals (noting in particular the Conference and their participation in IWD activities. ETAMs problems) Principals’ Sub Branch looks forward to being issues around the implementation of ‘Learning actively involved in the IEU’s professional and • Progessions’ educational agenda in 2019 and beyond. support for students with disabilities and other • special needs, especially in regard to funding Pam Smith and the Nationally Consistent Collection of Data Principals’ Organiser process Aboriginal and Torres Strait Islander education issues • cyber safety issues for staff and students, • including ‘social media attacks’ on principals by parents/community members.

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ELICOS settled for an impressive 12% over four years, Overview and Recruitment It was another “steady-as-she-goes” year in including the first 5% backdated to January 2016. the post-secondary sector, with last year’s mass The new agreement at SELC also includes a redundancies at Navitas English – a long-time casual conversion clause, and up to five days of repository of members – continuing to wash domestic violence leave, and was an excellent through the system. Overall, membership went return to members at that college. slightly backwards in the sector, with a net 64 fewer Taylors College Academic English Program members than this time last year. The IEU was able (AEP, formerly known as TELP) also settled for a to welcome 68 new members to the fold over the good salary outcome, with increases of 2.5% in last 12 months, but this was well and truly wiped 2018, 2.75% in 2019, and 3% in both 2020 and out by the 132 cancelled and resigned members 2021. The new agreement also includes a casual over that time. conversion clause, notice for casual teachers, and However, with the Navitas redundancies now access to domestic violence leave. mostly accounted for, and with steady recruitment EF Language Centre also settled with a good at other centres, we should start to see a return to agreement, with increases of 2.25% per annum steady membership growth that has characterised over three years, a doubling of the already existing this sector over the last several years. Overall, lecture payment, an expansion in the scope of the the Union could boast 365 members as of 7 academic subject time release provision, and a September 2018, which is still higher than the long new payment for option lesson preparation. term average of 300. A fresh recruitment drive is The other agreement settled over the last year planned for 2019, in conjunction with bargaining was at Australian Pacific college (APC). Outcomes rounds at many centres. here were less optimal, owing to a particularly hard line pursued by the College management. However, terms were agreed at 5.5% over three Agreements and awards The Union has always had a big focus on years, along with the inclusion of access to bargaining in the sector, and this year was no domestic violence leave, and a lump sum payment different. It has not been the easiest of bargaining for existing teachers. While these terms might not environments in recent years, with the Wages Price seem especially generous, it is worth noting that Index seemingly stuck at around 2% for nearly the college’s original position was to provide no three years now. The post-secondary sector has pay rise at all, and to freeze the agreement until the never been an easy place to get significant salary rates in the award caught up. It was only through increases, though the Fair Work Commission has pressure from the many union members at the helped considerably with a second consecutive college that a settlement was able to be reached. above-average award increase of 3.5% in July. Negotiations are ongoing at Navitas English This has moved the top pay level in the award to NSW, and will soon commence at Insearch UTS, $64, 289.37, which is clearly progress, but still well UoW college, Sydney College of English, Access below education sector standards. Language Centre, and Taylors College. 2019 will Colleges with enterprise agreements, of course, see further negotiations kick off, including at WSU normally provide for superior salaries and conditions The College, UNSW Global, Navitas English ACT, to those in the award, and the Union was able to Navitas English Services and SELC. make considerable progress at the few colleges that were up for renegotiation over the last year. Individuals The best of these was at Sydney English The post-secondary sector has a just Language Centres (SELC) in Bondi Junction, who reputation for shonky employment practices, with

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underpayments and deliberate low classifications ELICOS member, Saeid Khayam, with the help common. Luckily for members, the Union is able of his Union, took action which overthrew the to pursue any such underpayments, and we were accepted law in this area. Saeid worked for Navitas able to recover thousands of dollars on behalf of English, and had been employed on a series of members – in some cases these underpayments casual and fixed-term contracts over a decade, ran into the tens of thousands. before Navitas decided to not offer him any more Another area that the Union commonly provided work. As Navitas did this with the clear intention of assistance to members was in unfair dismissal getting rid of him, Saeid was able to successfully protection. Many members are unaware that casual win an unfair dismissal claim. Saeid was offered employees (and casual and other forms of insecure strong inducements to settle his case, but to his employment remain rife across the sector) can credit, he felt that the principle was more important, access unfair dismissal, and the Union was able to and in the process has opened up a whole new pursue this option on behalf of many members. area of application for unfair dismissal law. Employees on fixed-term (or “outer limits”) contracts were thought to be exempt from unfair Kendall Warren dismissal claims, in line with the relevant case law ELICOS Organiser on the subject. However in late 2017, one IEU

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Child Protection This is achieved by going to www.kidsguardian. Child protection cases For the period October 2017 to September nsw.gov.au/check and choosing the ‘Update my 2018, there were 69 child protection cases details’ link in the ‘I’m an applicant’ panel. Members finalised by the Union. are also able to contact the OCG customer service The Union has represented its financial members team on 9286 7219. who were the subject of the following matters: An online renewal of a WWCC can be completed a child protection allegation which requires an by accessing www.kidsguardian.nsw.gov.au/check • investigation by their employer and choosing the ‘Renew your WWCC number’ a risk assessment by the Office of the Children’s panel. • Guardian (OCG) a proposed decision by the OCG to not grant the • Processing delays member a Working With Children Check (WWCC) The Union has on numerous occasions clearance, throughout the year had reason to contact the or an interim bar or a final bar by the OCG OCG complaining on their delays in finalising • a notification by the NSW Education Standards WWCC risk assessments conducted on teacher • Authority (NESA) of its intention to suspend the members. members teacher accreditation in NSW. In relation to this, the Union also sought the intervention of the NSW Ombudsman office, We continue to urge members to not delay in alerting them to the impact of such delays on our seeking advice and support from the Union upon teacher members meeting the NESA accreditation initial notification of any of the above mentioned requirement of having a WWCC clearance. matters, by making immediate contact with The NSW Ombudsman office immediately the Union. followed up each complaint with the OCG, Any information disclosed by members to the resulting in the OCG expediting the finalisation Union relating to their matter is treated as strictly of the relevant teacher members WWCC risk confidential. Additionally, the Union does not take assessment. any action relating to a member matter without prior consultation and approval from the member. Administrative practices The Union also sought the intervention of the NSW Ombudsman office on the substandard The Working with Children Check administrative practice of the OCG, in only Renewal of WWCC In NSW, a WWCC clearance is valid for five years providing a person with verbal advice about the and persons who received a WWCC clearance in outcome of their WWCC risk assessment or when 2013 and whose contact details are up to date communicating the withdrawal of an interim bar. with the OCG, are being contacted by the OCG Again, the NSW Ombudsman office immediately three months before their WWWC number expires followed up our complaint with the OCG, suggesting and reminded to renew their WWCC in 2018. they amend their administrative practice so that The expiry date for a person’s WWCC clearance written advice of the outcome is provided to affected can be found in the original WWCC notification persons. email sent by the OCG and can also be retrieved online at www.kidsguardian.nsw.gov.au/check NSW Education Standards Authority To ensure a smooth transition, Union members During the year, a number of NSW teacher holding a current WWCC clearance are advised to members alerted the Union to the practice of their ensure their contact details are up to date with the OCG. school in notifying NESA of an investigation into

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their alleged misconduct, and such notification sessions, public hearings and targeted consultation triggered a NESA letter to the member, threatening meetings, prior to any recommendations being to suspend their teacher accreditation in NSW made by the Committee to NSW Parliament under section 24A of the Teacher Accreditation relating to the adequacy and scope of the ‘special Act 2004 (TA Act). The letter provided the member care’ offence. 14 days from the date of the letter to submit a response to NESA on their intended decision. Australian Capital Territory Reportable Subsequent inquiries by the Union revealed Conduct Scheme that in a majority of cases, investigations into the The ACT reportable conduct scheme, which alleged misconduct had not been completed and commenced on 1 July 2017, oversees how ACT in some cases not even commenced. organisations prevent and respond to allegations The Union assisted affected teacher members of child abuse and misconduct. with a response to NESA protesting their decision, The ACT Ombudsman reported that in the citing it as an overreaction, a misinterpretation of first six months of its operation, they received the circumstances and a misapplication of section 72 notifications of reportable conduct, closed 24A of the TA Act. As a result, the Union has been 38 reportable conduct cases and received successful in requesting the immediate lifting of the approximately 70 enquiries about the scheme. NESA threat to suspend a number of our teacher Additionally, since its commencement, there members accreditation in NSW. have been a number of updates to the scheme including: an explicit requirement for entities to have NSW Legislative Council’s Standing • practices and procedures to deal with reportable Committee on Law and Justice In response to the NSW Legislative Council’s conduct and information handling Standing Committee on Law and Justice allowing an entity to proactively share information • (Committee) call for submissions into their inquiry with another entity on the adequacy and scope of the ‘special care’ clearer information sharing provisions between • offence of ‘Sexual intercourse with child between child protection and other oversight or regulatory 16 and 18 under special care’ under section 73 bodies such as the Ombudsman of the Crimes Act 1900, the Union forwarded its a broadening of the definition of employee, to • submission in May 2018 (refer attached). include individuals within another entity providing The Union submission supported the services to children for a designated entity (ie strengthening of ‘special care’ legislation in the employee of a contracted firm) changes to NSW through the expansion of the definition of the scope of the health services sector covered a teacher under section 73 of the Crimes Act by the scheme 1900, to include teachers at the school that are the expansion of ‘Grooming’ offences in the ACT • beyond the student’s direct classroom teacher, the inclusion of religious bodies as designated • such as principals and deputy principals, school entities covered by the scheme. counsellors, welfare officers and year advisors. Further, the Union supported additional The ACT Ombudsman has held information regulation of the ‘special care’ offence to include sessions on the progress of the reportable volunteers and any other person working at the conduct scheme and these continue to be school who has care of, authority over, or who attended by ACT and Sydney officers. provides instruction to any student at that school. In its submission, the Union requested to be Russell Schokman included on any list of agency stakeholders invited Policy Advisor to attend subsequent Committee information

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Aboriginal and Torres Strait Islander Advisory Committee

By way of background, the Aboriginal and Torres inclusions of articles dealing with Aboriginal and Strait Islander Advisory Committee first met on Torres Strait Islander issues in Newsmonth, IE and Tuesday 3 November 2015. other Union publications; inclusion of a field in the The role of the committee is to advise Executive membership database to identify Aboriginal and and Council on issues impacting Aboriginal and Torres Strait Islander members; revamping of the Torres Strait Islander members in both their direct PIP Keeping Aboriginal and Torres Strait Islander employment and more broadly. Issues on the agenda and recommending that the IEU NSW/ACT Branch join the First Nations The established Terms of Reference of the Workers Alliance which was endorsed by Executive Committee are as follows: in November 2017. to provide advice and support on developing During 2018, the IEU continued its annual • strategies to recruit and provide relevant workshop for Aboriginal and Torres Strait Islander services, training and representation to members. This event occurs on the day prior to Aboriginal and Torres Strait Islander people Women’s Conference enabling attendees to also to provide advice to Executive and Council on attend the conference. • matters relevant to the Union’s Aboriginal and During 2018, the committee has been working Torres Strait Islander members on revamping the IEU publication Welcome/ to assist the Union in lobbying government Acknowledgement of Country and making contact • and other organisations on issues relevant to with other Union Aboriginal and Torres Strait Islander Aboriginal and Torres Strait Islander staff and groups. To this end, the IEU NSW/ACT Branch is students in non government schools and early now represented on both Unions NSW First Nations childhood education Network and the ACTUs umbrella body. to assist IEUA NSW/ACT Branch work with other Committee member Vince Cooper has • unions representing Aboriginal and Torres Strait been appointed as the IEU NSW/ACT Branch Islander peoples in order to increase our representative on NESAs Aboriginal Education capacity to work together Committee. to assist and promote the IEU NSW/ACT Branch • involvement in forums relating to the interests Current members of the committee include: and needs to Aboriginal and Torres Strait Islander Karen Andriske (St John’s Dubbo) members; and Mary Atkinson (CSO Wagga Wagga) to consult as appropriate with other Aboriginal Kathryn Baxter (St Luke’s Revesby) • and Torres Strait Islander members. Elizabeth Bourke (Sydney Catholic Schools) Vinnie Cooper (St Joseph’s Aberdeen) The committee meets four times per year and Gloria Taylor (Deputy Secretary) in recent years these meetings have taken the Lyn Caton (Organiser) form of two face to face meetings on Fridays Jackie Groom (Organiser) before Term 1 Council and Council’s AGM and two Pam Smith (Assistant Secretary) meetings by teleconference, one each in Terms Marilyn Jervis (Organiser/Convenor) 2 and 3. The Union funds relief for members’ attendance. Notable achievements of the committee since its inception include organising for the display of both the Aboriginal and Torres strait Islander flags in the foyer of the Wattle Street office; regular

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Environment Committee

IEU Environment Grants 2018 WillowBee Early Learning Centre Willoughby The Union has conducted its third IEU Project Sunshine Environment Grant program. In 2016 and 2017, Being on the top floor with ample sunlight, the Teachers Mutual Bank (TMB) provided $15,000 for centre will build a bush tucker garden and install schools and early childhood centres to conduct a clothesline to reduce their carbon footprint and projects for up to $3000 each involving education save on energy. An aboriginal elder from the Local for environmental sustainability or Aboriginal Aboriginal Land Council will guide in choosing education. This year TMB and the IEU conducted appropriate plants for the garden while inspiring the program in partnership with TMB providing children about Aboriginal culture. $10,000 and the IEU providing $5000 of the $15,000 grant pool. St Michael’s Primary School Dunedoo During the application and selection process, the St Michael’s Outdoor Classroom Union received over 100 expressions of interest Their vision is to create an outdoor classroom resulting in over 60 completed applications from with practical environmental projects to improve schools and early learning centres across NSW understanding of our impact on the environment. and the ACT. The response demonstrates the This will be a communal learning space not only for strong commitment of members to this important students but the wider community of Dunedoo. agenda. This year’s winners are: IEU Environment/Sustainability TeachMeets In September, the IEU hosted almost 100 St Peter’s Anglican College Junior School members for our first online Environment/ Broulee, Junior School Eco–Program St Peter’s eco-program is an educational Sustainability TeachMeet. This session, which sustainability outreach project. They aim to create took place on a Wednesday evening, was a NESA a closed food waste system with all plant-based Registered professional development opportunity food waste being composted and used to feed for participating teachers. checks and worms and to fertilise the vegetable The TeachMeet had four presenters speaking garden. The Indigenous vegetable garden and fruit about environmental projects that they have trees will be enjoyed by preschool visitors. started in their schools. They were: – Green Point Christian College Amber Erasmus – Valla Beach Preschool Phillipa Maher St Patrick’s College Campbelltown – Trinity College Thurgoona Patties Plastic Pollution Solutions Jarryd Thurling This project aims to move towards a plastic – Xavier College Llandilo Margaret O’Donnell free school by reinvigorating the current recycling (IEU Environment Committee member). management system. The project involves a new The feedback from participants was eco-bin system in each classroom. overwhelmingly positive, with many indicating that they would be speaking to their principals or directors about how they could put some St Leo’s College Wahroonga of the ideas into practice. As the event was Learning with Eco–Gardens @ Leo’s The project will involve creating garden oversubscribed, a further event was scheduled for beds from recycled and new resources. 25 September. The students will learn about the different types of composting and worm farms so that they have Communication a better understanding about eco systems and An important objective of the IEU Environment food webs. Committee is to highlight and support members’

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work in the area of education for sustainability. environmental group on Facebook on https://www. Newsmonth, IE and Bedrock run articles in most facebook.com/groups/1704971859776174 issues with a focus on school-based or centre projects. ECS grant winners was the front page Gloria Taylor and feature article of a recent edition of Bedrock. IEU Environment Committee The Union also uses social media to advance environmental education matters. Join the IEUs

150 | IEUA NSW ACT Join us for a TeachMeet on Environmental Sustainability hosted by the IEU!

Looking for ideas to make sustainability a reality in your school or centre? Want to hear more about environmental endeavours in education? Join the first Online Sustainability TeachMeet held by the IEU and hear from environment grant winners and other educators about their exciting environmental projects.

Date Wednesday 5 September 2018 Venue Online Time 6.00pm to 8.00pm

To register your participation contact Marie-Claude on 02 8202 8900 or email [email protected]. This course requires a minimum of 12 registrations to run. Please tell your colleagues!

Sponsored by

Completing TeachMeet Environmental Sustainability will contribute 2 hours of NESA Registered PD addressing 3.3.2; 3.4.2; 6.2.2; from the Australian Professional Standards for Teachers towards maintaining Proficient Teacher Accreditation in NSW.

Authorised by John Quessy Secretary Independent Education Union of Australia NSW/ACT Branch GPO Box 116 Sydney NSW 2001 T 8202 8900 | TF 1800 467 943 www.ieu.asn.au

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Communications Reported nationally by 10 News both on their Campaign pride Working on a variety of media platforms for television news networks and online news feed, the the Catholic systemic schools campaign during Union’s bid for equal pay for early childhood teachers 2017 - 2018 was both successful and satisfying. has been received well. Sustaining the interest and The Union’s ground-breaking campaign not only support through what is to be a longer campaign will reflected the extraordinary diligence and work of be the team and Union’s ongoing challenge. members and officers at every level in all regions of https://www.ieu.asn.au/news-publications/ NSW and the ACT, but also increased membership news/2018/01-3-1/news-release-heres-why- numbers throughout the Union. early-childhood-teachers-need-pay-rise The Publications and Communications team is very grateful to members, officers, unionists Increasing online readers and politicians who sent images and messages Although the Union supplies all members of support and worked with us to increase public with print newspapers and magazines to their awareness through mainstream and social media. nominated postal address, the Publications and The media impact during stopworks and periods Communications team has actively increased the of industrial action in city and country areas was Union’s online readers for all communications. significant and measurable. Every member receives an email teaser alerting The team is proud to have worked on not only them to the latest Newsmonth. It’s significant that the campaign but also the submission to the Newsmonth Issue 5 2018 recorded the highest ACTU. This included a campaign video, a 20-page number of online readers, with 10,131 of 28,800 book outlining the multi-level action and an 84- emailed, reading stories directly on the online page collection of the campaign media achieved. edition. Following this result as well as increased The presentation of the ACTU Award for Campaign awareness about the environment, the website now of the Year at the ACTU Congress 2018 was one carries information about the way members can ‘opt of the year’s highlights. https://www.ieu.asn.au/ out’ of print publications in favour of online reading. news-publications/news/2018/01-3-1/campaign- Whether members are thinking of the environment fairness-catholic-schools-wins-top-national-award or their Union’s budget, their requests are recorded, Another campaign that is successfully connecting and publication print runs, plastic wraps and postage with our members and national media is the Union’s costs are reduced. Union publications are all available fight for equal pay for early childhood teachers. on the Union’s website: https://www.ieu.asn.au/news- Campaign material has been carefully prepared to publications/publications support the Union’s industrial arguments in the Fair This year, as a trial, Newsmonth Issue 1 and 8 are Work Commission. Early childhood teachers have online only. The other six publications remain as been generous with their time and statements in print newspapers but also offered online. support of their Union. This campaign has gained Readers of the Union’s enews publications are traction on television news outlets and in national also increasing. This is the result of members Fairfax publications with a significant member supplying current email addresses, as well as feature in The Sydney Morning Herald in July. publications being monitored for appealing Multiple members’ statements about the need for content and display. Analytics for each and every a significant pay increase have been run on the online publication assists the Publications and Union’s website and throughout social media. Communications team with this process. https://www.ieu.asn.au/news-publications/ news/2018/01-3-1/join-fight-fair-pay-early- childhood-teachers

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displays linked to current news items and website Publication production summary The publications schedule has delivered the statistics suggest far greater member engagement following: in various sections of this site. Newsmonth - six issues 20-page tabloid • newspaper, printed and mailed to members News releases gain traction and subscribers Since the last AGM, the team has produced and Newsmonth - two issues produced as online distributed 88 news releases. These have gained • publication only (at the beginning and end of considerable traction with print, radio and television the year) journalists and achieved positive and higher levels Newsmonth email boosts, promoting top stories of media coverage in city and regional areas. With • and offering online publication access for all nine the assistance of AAP Medianet, Union news editions releases about professional or industrial issues IE - three editions 36-page professional journal, have been making their mark. • printed and mailed to members and subscribers The Publications and Communications team IE email boosts, promoting top stories and continue to develop a growing number of contacts • offering online access for all three editions in print, radio and television by supplying carefully Bedrock - three editions 24-page magazine compiled, factually concise education news. Well • printed and mailed to early childhood members maintained relations with journalists is essential in and subscribers this process. Bedrock email boosts, promoting top stories and • offering online access for all three editions Conference programs, promotions Teachers r Teachers emailed three times • and visual displays throughout the year to early childhood teachers The team continues to provide quality Headlines emailed three times throughout the promotional material at IEU meetings and • year to school leaders conferences, including event souvenir programs Gaining Ground emailed three times a year to and targeted visual displays. This year, conference • school support and operational staff material has been prepared for the Women’s Future Perfect emailed twice a year to members Conference and Early Childhood Conference. • in post-secondary schools and colleges. The visual display, on view throughout this AGM, was prepared by the Publications and There are many more stories in Newsmonth Communications team. about our members in diverse jobs and locations. All publications, whether printed or online, are created Branding to assist recruitment and retention of members. All publications and communications are produced in line with the IEU style guide, The Look 2018. Brand recognition is extremely important and Social media Facebook has been an engaging tool to our communications have a consistent style and connect with teachers and support staff branding. Editing procedures are based on guidelines throughout Australia and the world. It continues set out in the style guide produced and updated by to provide direct contact with members about the Publications and Communications team each current professional and industrial issues. A year, in consultation with executive officers. strong campaigning tool, the Union’s post reach Branded umbrellas are available throughout NSW heightened during the Catholic schools campaign and ACT. Peros ‘Hurricane’ red umbrellas, can be and more recently, to around 40,000 at the peak purchased by members at the subsidised price of period of the campaign for equal pay for early $10. Members say the Union umbrellas are great childhood teachers. for rain or shade in the playground or on sporting Photos of members in solidarity in chapter and fields. Umbrellas are available for purchase through sub branch meetings, continue to be popular, IEU offices. extending our post reach and support each day. Light corflute noticeboard banners are still Photos are a very positive way members and available for all workplaces. Reps are able to obtain activists can show their support for the ACTU’s these through their IEU organisers or offices. Change the Rules campaign. There are also supplies available of Union lanyards Facebook Live videos are easy to make and through the same sources. It’s hoped that all post, giving members updates on various disputes. these materials continue to assist recruitment and Video views range from around 1800 to 6000. retention of members.

Bronwyn Ridgway Website refreshed Website tabs have been frequently refreshed, Communications and Media Officer along with reps’ resources. There are more banner

154 | IEUA NSW ACT ACTU Cover.pdf 1 25/6/18 12:33 pm ACTU Right page.pdf 1 22/6/18 8:20 am

C C ACTU Congress Awards M M Andrew Casey Award Y Y for Outstanding Excellence CM CM Campaign of the Year Award for the MY MY Outstanding Affiliate Campaign CY CY

CMY

K issue 3|Vol 48|2018

www.ieu.asn.au 1

Transformative turns in the issue 3 | Vol 23 | 2018 profession of teaching P10

the professional voice of the Independent Education Union of Australia

The newspaper of the Independent Education Union of Australia NSW/ACT Branch (vol 38 #6) September 2018 PP 100000871 ISSN No: 0728-4845

Early childhood education magazine of the Independent Education Union of Australia

UNION WIDENS EARLY CHILDHOOD CASE GAININGIndependent Education UnionGROUND of Australia NSW/ACT Branch

There is no ‘test case’ for us to follow and no real futureperfect We made our opening submissions and the FWC heard precedent to guide the FWC in regard to Equal Opportunity Independent Education Union of Australia NSW/ACT Branch On 26 July the IEU began the final stage of a major from our initial witnesses during the first two days. Almost Orders, however an important part of our case is case we commenced five years ago. In 2013 the Union immediately the FWC issued a statement indicating that demonstrating the value of the work of early childhood made an application to the Fair Work Commission based on that evidence and their “preliminary perusal” of teachers. (FWC) for an Equal Opportunity Order in respect of our the material we had lodged, it might be that the modern We have decided to follow the suggestion of the Bench early childhood teachers. award minimum rates of pay had not been properly set. and have widened our submission to demonstrate that the Stripped of legalese and jargon we set out to prove that existing modern award minimum rates of pay for teachers the work our members did with preschool children was of “We set out to prove that the work our were not properly determined, bear no relationship to the (at least) comparable value to other similar professionals, members did with preschool children value of the work performed by teachers in all setting and but that one group, being mainly female, was under was of (at least) comparable value to should be varied. rewarded in their rates of pay. If we were successful in other similar professionals, but that one The Union will now take the unique step of running two convincing the FWC, it could decide whether or not to group, being mainly female, was under cases simultaneously. For more coverage see pages 3, 10 increase rates of pay to those of the comparator group. and 11. The enes for earl childhood teachers Between 2013 and 2017, significant research, investigation rewarded in their rates of pay.” and study was undertaken, with the Union lodging its The FWC indicated that it had the power to vary those John Quessy Secretary evidence and witness statements in December 2017. The rates for ‘work value’ reasons and invited the Union to case commenced before the full bench of the FWC in July consider a new additional application. and was listed to run for several weeks.

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Information Technology

Mission Statement Mobile and TIPT (Phone System) to provide advanced and cost-effective we are retiring our current TIPT network and are • • technology solutions contracting Telstra to build a replacement MPLS to develop, enhance and manage the IEUs network • network we are currently upgrading all our current TIPT • to provide high speed, transparent and highly routers and switches as well as refreshing all • functional connectivity to all users existing desk phones to maintain robust, stable and scalable phone current PSTN phone and fax Lines are currently • • and computer systems being ported over to the NBN in areas where the facilitate the collection, storage, security and copper network is scheduled for disconnection • integrity of electronic data the IEU is continuing last year’s rollout of iPhone • hardware, software and user support 6SE on a per needs basis • diverse application and database support we have begun rolling out liberate to selected • • web research, design and support numbers for beta testing • promote new uses of information technology to mobile plans have been changed to offer both • • meet future requirements. unlimited calling as well as an increase to officer’s data allowances. Software OS 10.13.x is currently being deployed across all • Development computers supporting 64-bit architecture the IEU is continuing development of various • IOS 11.0.x is currently being rolled out to Java and IOS applications through an internship • supported devices - IOS 12.0.x is currently being program. beta tested we are currently investigating Skype for business Lance Whiteley • and its potential for Polycom integration.

Hardware we have begun rolling out Meraki MS PoE • switches allowing us to migrate our current WI-FI network from the MPLS network to the TID we have continued last year’s rollout of Meraki • MX 84 security appliances to regional branches Ultimo TID has been increased from 100MB – • 200MB.

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NGS Super been caught up in the fees-for-no-service scandal. NGS Celebrates This year is the 30th anniversary of NGS and ASIC has been securing compensation from the Fund paused to reflect on its beginnings and them for affected fund members who have lost an celebrate current achievements. The IEU, AIS and estimated $1 billion taken from their accounts. Catholic Education in NSW were founding members Retail funds run by financial institutions have of the Fund and continue to play a role as principal taken fees from their members when no service parties under the constitution. Mergers over the has been provided for those fees. One super fund, years have greatly expanded the Fund’s horizons the CBA-owned Colonial First State, even missed and continue to contribute to Fund growth. the legal deadline for transferring some super fund NGS also celebrates superior investment members’ super guarantee payments into low- outcomes. The Fund finished the financial year with cost MySuper default investment options. a great result across all investment options. The Diversified MySuper option returned 10.54% which During the fortnight of the Superannuation has placed the Fund in 9th position and in the first hearings, the Royal Commission sought evidence quartile within the SuperRatings balanced fund on issues including: survey. Other outcomes include: 100F was questioned about its platform fees • strong long term returns have also been and the use of members’ reserves to • achieved over the five and ten year period, with compensate members for an error the Diversified option delivering a return of Energy Super was questioned about the process • 9.10% and 6.56% respectively it undergoes to appoint directors and why a June 2018 quarter funds under management proposed merger with Equip Super did not go • (FUM) increased from $8.59 to $9.06 billion ahead which is higher than the prediction for the year Colonial First State’s strategy to delay • further FUM increases will occur with the QIEC transitioning members to MySuper products was • Super merger which is currently underway examined and followed by questioning the poor the Fund has also had the best year yet in performance of CFS’s cash option and related • terms of our competitor ACSRF with a positive party arrangements with the CGS group net flow from the Catholic Fund to NGS Super the Royal Commission explored whether ANZ • of $3,006,044.54. June was a particularly strong had provided unauthorised advice about its month with 22 rollovers ($3,880,922.92). This super product was $1M+ more than the previous biggest month. the Commission explored the experience of • QSuper in dealing with Indigenous members; of concern there was a concern that of lack of The Banking Royal Commission The Financial Services Royal Commission put personal information and different kinship and Australia’s $2.6 trillion superannuation system family relationships contribute to Indigenous under the spotlight for two weeks focussing members being poorly served by financial on whether conflicts of interest are influencing services generally superannuation funds and letting Australian the Commission examined how fees are paid • workers down. The big banks, AMP and retail to related parties in the AMP group as well as super funds run by the financial institutions were the poor performance of its MySuper and cash the villains at the banking Royal Commission. The products and the lack of visibility the trustees Royal Commission heard evidence that they have have over financial advice and investment sought every possible way to keep fees flowing returns; and into their coffers. All four big banks plus AMP have

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the Commission explored the fees and Super is also investigating $46,000 in credit card • commissions attached to various NAB/MLC spending by employees that is allegedly in breach super products and whether NAB had failed to of the fund’s rules. satisfy the members’ best interest test. Productivity Commission In its 223 page closing submission, the The Productivity Commission draft report – Royal Commission signalled that it will consider Assessing competitiveness and efficiency of recommending a range of radical reforms to Australia’s superannuation system – has been superannuation. A theme of the submission is that released with draft findings relating to investment retail funds cannot act in the best interests of their performance (fees and costs), members’ needs, members because of structural conflicts of interest member engagement, erosion of member and the influence of the corporate group. Counsels balances, market structure, contestability and assisting the Royal Commission also found cultural behaviour, insurance, fund governance, system issues in certain retail funds stemming for a lack of governance, competing for default members and insight into why certain conduct is unacceptable. overall assessment. In terms of not-for-profit funds, the submission A key finding that has attracted much identified three instances of conduct falling short discussion is the proposal for a “best in show” of community standards and expectations and shortlist of 10 funds. If this proposal was adopted two instances of misconduct involving three by the Federal Government, it could disadvantage funds. Overall industry funds had fewer issues funds like NGS that are not among the largest nor and the problems were not at the level attributed the fund of “first employment”. The criteria of “best to banks and retail funds. Those involved in the in show” is not yet known, but NGS could potentially industry fund ‘witch hunt’ would have been sorely have a chance in a year with great returns and 9th disappointed by their misfire. standing (as outlined above) plus the Fund’s recent The submission was also critical of the insurance award from ChantWest. regulators. It found that neither the Australian The Productivity Commission’s draft report Prudential Regulations Authority (APRA) nor the broadly concludes that the superannuation Australian Securities Investments Commission system in Australia needs to adapt to better (ASIC) approach their job in a way that prevents meet the needs of a modern workforce and a misconduct. It criticised the regulators’ reluctance growing pool of retirees. In the Commission’s view, to take funds to court for misconduct. For the past structural flaws – unintended multiple accounts 10 years, there has only been one disqualification and entrenched underperformers – could harm a of a super fund trustee by the APRA. significant number of members. The Commission recommends a package of reforms including a new default model; an elevated threshold for MySuper Catholic Super (CSF) Of relevance to IEU members was the authorisation including an enhanced outcomes appearance of Catholic Super in the Royal test; stronger governance rules, especially for Commission. Victorian-based CSF is a consistently board appointments and mergers; reforms around top-performing super fund and has enjoyed insurance provision; and greater power to the a sterling reputation. The Royal Commission regulators. questioned ACF over the failed merger with the ASFA Chief Executive Dr Martin Fahy argued Sydney-based ACSRF. The merger talks went off in response that ‘Superannuation needs reform the rails reportedly over the issue of governance. not revolution’ with a reminder that Australia has a With its sound reputation and excellent returns, world class superannuation system. It ranks only CSF insisted that it would become the successor behind The Netherlands and Denmark as one of fund. In other words, ACSRF would be “tipped into” the best retirement systems globally in terms of ACSRF. ACSRF has struggled with its performance sustainability, adequacy and integrity. By 2050, over to the point of needing to explain themselves to half of all retirees will be self-funded. Importantly, the regulator. The Royal Commission however, he asserts that superannuation if its providing expressed impatience over the reasoning behind important contributions to national infrastructure. the merger failure. The merger issue was only one area of concern Superannuation and Change the Rules at the Royal Commission. The Royal Commission The superannuation also forms part of the ACTU also explored misuse of credit cards and conflict campaign. The ‘Change the Rules’ Campaign is of interest. It has been reported that a senior staff calling on the Government to make super fair. This member at CSF failed to declare that businesses includes the immediate payment without further associated with his brother and wife were winners delay of the 12% Super Guarantee (SG). There are of lucrative million dollar plus marketing contracts in serious issues impacting on women and super. a major breach of conflict of interest rules. Catholic Recent research by Per Capita in partnership with

166 | IEUA NSW ACT Annexure 17 | 2018

the Australian Services Union viewed in conjunction to achieve suitable changes in agreements in our with data from the Australian Bureau of Statistics, schools and early learning centres. The Union paints a bleak picture for women who fall behind early is also participating in Super reform strategies in super and hit obstacles throughout their working as part of the broader ACTU ‘Change the Rules’ lives, meaning the comparable super savings never Campaign. catch up. Women are shown to retire with a whopping 47% less superannuation than men. Factors include NGS Super and QIEC Super Merger the gender pay gap with recent ABS data indicating On 4 April this year, NGS Super and QIEC Super that women currently earn 10% less than men officially announced their intention to merge and for equivalent work, with women’s pay across the partner to create a $10.3 billion superannuation workforce sitting at 31% lower. fund with around 125,000 members from A recent article in The Sydney Morning Herald 1 November 2018. Preparation is now well Money (22 August 2018) by Elana Benjamin underway in preparation for alignment of the two highlights how insurance in super discriminates entities. The QIEC Super brand will be retained against women. Benjamin describes how she and under the merger, as a division of NGS. her husband both hold insurance with CareSuper, QIEC Super is a respected brand in Queensland but she noticed that her life insurance premiums and holds a similar base in the non government were almost $3 a week higher than his, even education sector as NGS. QIEC Super has $1.5 though her sum insured was much lower. She was billion of assets under management and over missing out on being in a “professional” category, 25,000 members. solely because her earning rates had been The Trustees of both funds have recognised the impacted by child rearing. While Benjamin was able benefits from economies of scale to members and to rectify her problem, the discrepancy between the partnering of the funds will ensure sustainability actual and annualised earnings is likely to be a of the benefits of members. problem encountered by my parents who work part time. Statistically, this will disadvantage women Gloria Taylor because mothers in Australia are far more likely to On behalf of IEU NGS Directors work part time than fathers. The IEU is committed to pursuing fairer super outcomes and is adopting appropriate strategies

IEUA NSW ACT | 167 168 | IEUA NSW ACT MEMBERSHIP STATISTICS AND SCHOOL VISITS IEUA NSW ACT | 169 170 | IEUA NSW ACT Annexure 18 | 2018

Member Type/School Category

Support Staff Business Colleges 18 ECS 36 English Colleges 22 Life Education Centres 1 Non Systemic 1026 Other 30 Special Schools 8 Systemic 2812 Systemic Advisors/Consultants 153 Without Category 80 Non Systemic (Catholic) 369

Total 4555

Teachers Business Colleges 62 ECS 1224 English Colleges 310 Life Education Centres 33 Non Systemic 6392 Other 89 Special Schools 17 Students 879 Systemic 14093 Systemic Advisors/Consultants 439 Without Category 1309 Non Systemic (Catholic) 1841

Total 26688 Total 31,243

IEUA NSW ACT | 171 Annexure 18 | 2018

Members and Schools by Sub Branch Sub Branch - City School Members EC Centres Members Colleges Member Other Members Central Coast 45 782 122 36 1 1 0 0 Central Metropolitan 110 2015 239 136 109 191 38 18 Cumberland 105 2487 260 61 12 17 9 2 Ku-Ring-Gai 51 1002 127 47 4 2 6 3 Lansdowne 93 2526 258 32 25 30 5 0 Metropolitan East 70 1382 152 75 16 108 4 4 Northern Beaches 38 677 124 43 9 2 0 0 Northern Suburbs 72 1302 187 101 20 5 1 0 Penrith Blue Mountains 79 1755 198 45 4 4 5 35 Southern Suburbs 66 1703 268 106 6 10 8 59

729 15631 1935 682 206 370 76 121

Sub Branch - Regional Schools Members EC Centres Members Colleges Member Other Members Monaro Branch 68 1465 85 34 4 10 3 2 Central Western 90 1158 133 54 3 3 2 3 Hunter Valley 119 2310 294 192 4 4 5 7 Mid North Coast 49 915 115 45 4 2 0 0 North Coast 52 934 119 48 5 0 0 0 North West 53 683 96 31 0 0 3 0 Riverina 62 970 114 88 4 0 1 2 South Coast 98 2448 364 124 8 5 5 1 South East 45 682 114 41 0 0 0 0

636 11565 1434 657 32 24 19 15

Sub Branches - General Members Principals 523 Students 798 Unemployed 151 Retired 699 Other 8

2179

Schools By Category Category Group Number Of Schools Systemic Advisors Systemic Consultants 32 Non Systemic Consultants 9

Sub Total 41

Systemic Non Systemic - Special (Catholic) 4 Mea Non Systemic Catholic 0 Systemic Both 28 Systemic Primary 437 Systemic Secondary 121

Sub Total 590

172 | IEUA NSW ACT Annexure 18 | 2018

Schools By Category

Category Group Number Of Schools Students Miscellaneous - (Deleted Category) 12 Stud - ECS 27 Stud - Primary 7 Stud - Secondary 5 Stud - Primary/Second 42 Sub Total 93

Special Schools AIS MEA Hybrid - Special 24 MEA - Special 3 Special Schools 49 Sub Total 76

Non Systemic AIS MEA 3 Band Schools 138 AIS MEA Hybrid (No SAO) 4 AIS MEA Hybrid - Both 30 AIS MEA Hybrid - Primary 34 AIS MEA Hybrid - Secondary 39 Christian Parent Control Schools 19 Christian Schools Australia 53 Community Colleges Australia 48 MEA - COASIT 0 MEA - Consultants 0 MEA - Secondary 14 MEA -Primary 11 MEA Both 7 Non Systemic - Both 37 Non Systemic - Both (Catholic) 8 Non Systemic - COASIT 2 Non Systemic - Misc (Catholic) 8 Non Systemic - Primary 28 Non Systemic - Primary (Catholic) 7 Non Systemic - Secondary (Catholic) 38 Non Systemic Secondary 58 Seventh Day Adventist 22

Sub Total 605

Life Education Centres Post Sec Lec 4

Sub Total 4

English Colleges Post Sec Bus Coll 59 Post Sec Eng Coll 136

Sub Total 195

IEUA NSW ACT | 173 Annexure 18 | 2018

School Category Members

ECS AIS Mea Hybrid - ECS 20 ECS - Early Intervention 66 ECS - Employers 22 ECS - Long Day Care - Not For Profit 341 ECS- Long Day Care - Not For Profit - Area Health Service 14 ECS - Long Day Care - Not For Profit - Goodstart 120 ECS - Long Day Care - Not For Profit - Integricare 7 ECS - Long Day Care - Not For Profit - KU 58 ECS - Long Day Care - Not For Profit - Lady Gowrie 1 ECS - Long Day Care - Not For Profit - Mission Australia 20 ECS - Long Day Care - Not For Profit - SDN 26 ECS - Long Day Care - Not For Profit - Uniting Care Directly Managed Service 13 ECS - Long Day Care - Private - Affinity 30 ECS - Long Day Care - Private - G8 167 ECS - Long Day Care - Private - Guardian 40 ECS - Long Day Care - Private - Little People 9 ECS - Long Day Care - Private - Montessori Academy 11 ECS - Long Day Care - Private - Only About Children 45 ECS - Long Day Care - Private - Active Kids 13 ECS - Preschool - Community Based 562 ECS - Preschool - Not For Profit - KU 62 ECS - Preschool - Not For Profit - Uniting Care Directly Managed Service 10 ECS - School Conditions 104 ECS - Long Day Care - Private 1607 Retired ECS 1

Sub Total 3369

Catholic Independent MEA - Catholic 0

Sub Total 0

Business Colleges AIS MEA Hybrid - Post Sec 0 Business Manager 1 Community Colleges 66 Out of School Tutoring Colleges 23 Post Sec Misc 96 Vocational Ed Colleges 52

Sub Total 238

5,211

174 | IEUA NSW ACT Annexure 18 | 2018

School Category Er110 & E110disc 3598 Er100 & E100disc 4534 Full & Fulldisc 8989 Full.8 & Full.8Disc 1578 Full.6 & Full.6Disc 1995 Full.5 & Full.5Disc 633 Full.4 & Full.4Disc 1312 Full.2 & Full.2Disc 331 Casual - Teacher 1332 Leave - Teacher 155 Matern - Teacher 496 Unempl - Teacher 194 Retire - Teacher 656 Casext/Sessional 79 Exempt (Students/Teacher Exchange) 885 Life 9 Fullsu & Fullsudisc 1862 Part30 & Part30disc 1472 Part20 & Part20disc 863 Part10 & Part10disc 135 Casual - Support 55 Leave - Support 11 Matern - Support 7 Unempl - Support 19 Retire - Support 43

Total 31,243

All School Visits By Category Statistics Produced 1/10/2017 To 1/10/2018

Systemic Advisors Systemic Consultants 0 Systemic MEA Non Systemic Catholic 0 Non Systemic - Special (Catholic) 3 Systemic Primary 790 Systemic Secondary 319

Students Pecs - Stud - ECS 0 Prim - Stud - Primary 0 Sec - Stud - Secondary 0 Ms - Miscellaneous- (Deleted Category) 0 Ps - Stud- Primary/Secondary 0

Special Schools AIS MEA Hybrid - Special 10 MEA - Special 0 Special Schools 1

IEUA NSW ACT | 175 Annexure 18 | 2018

School Category

Non Systemic Non Systemic Secondary 14 AIS MEA 3 Band Schools 77 AIS MEA Hybrid (No SAO) 3 AIS MEA Hybrid - Both 7 AIS MEA Hybrid - Primary 11 AIS MEA Hybrid - Secondary 13 Christian Parent Control School 12 Christian Schools Australia 20 Community Colleges Australia 1 MEA - COASIT 0 MEA - Consultants 0 MEA - Secondary 0 MEA -Primary 3 MEA Both 5 Non Systemic - Both 3 Non Systemic - Both (Catholic) 0 Non Systemic - COASIT 0 Non Systemic - Misc (Catholic) 1 Non Systemic - Primary 3 Non Systemic - Primary (Catholic) 3 Non Systemic - Secondary (Catholic) 0 Non Systemic - Secondary (Both) 42 Non Systemic Consult 0 Seventh Day Adventist 5

Life Education Centres Post Secondary LEC 2 English Colleges Post Sec Eng College 25 Post Sec Bus College 1

ECS ECS - Long Day Care-Private 52 ECS - Long Day Care - Private - Only About Children 0 ECS - Long Day Care - Not For Profit 29 ECS - Long Day Care - Not For Profit - Goodstart 8 ECS - Long Day Care - Private - Little People 1 ECS - Long Day Care - Private - Affinity 6 ECS - Long Day Care - Private -Active Kids 0 ECS - Long Day Care - Private - G8 8 ECS - Long Day Care - Not For Profit - KU 0 ECS - Long Day Care - Not For Profit - Mission Australia 15 ECS - Long Day Care - Not For Profit - Lady Gowrie 0 ECS - Long Day Care - Not For Profit - Integricare 0 ECS - Preschool - Community - Based 89 Retired ECS 0

176 | IEUA NSW ACT Annexure 18 | 2018

School Category

ECS - Employers 0 ECS - School Conditions 16 ECS - Long Day Care - Private - Montessori Academy 0 ECS - Long Day Care - Not For Profit - SDN 4 ECS - Long Day Care - Private - Guardian 0 ECS - Long Day Care - Not For Profit - Area Health Service 1 ECS - Long Day Care - Not For Profit - Uniting Care Directly Managed Service 8 ECS - Long Day Care - Not For Profit - Uniting Shared Governance 0 ECS - Preschool - Not For Profit - Uniting Care Directly Managed Service 5 ECS - Preschool - Not For Profit - KU 4 ECS - Early Intervention 4 Catholic Independent 0 MEA - Catholic

Business Colleges Post Sec Misc 0 Business Manager 0 Vocational Ed Colleges 0 Community Colleges 4 Out of School Tutoring Colleges 0 AIS MEA Hybrid Post Sec 0

Total Visits 1,628

IEUA NSW ACT | 177 178 | IEUA NSW ACT Annexure 19 | 2018

Recruitment and Organising The 2018 year has been one of consolidation both teachers and support staff and promote and innovation in matters relating to recruitment activism in targeted schools and retention strategies of the Union within the explore and further integrate Digital Organising • framework of improving membership density methods and principles in the work program across all sectors of IEU membership and of Organisers to enhance reach and contact providing opportunities for enhanced activism and opportunities with potential members. participation of members in various activities both at and beyond the workplace. Overall it remains the core industrial work In support of this objective, a reformed of Organisers to improve workplace activism, Recruitment, Organising and Retention (ROAR) participation of members in campaigns and Committee has continued to implement a number actions at a local level and engage in educational of existing activities and developed new ideas and debate and reform to enhance and promote the strategies to achieve these objectives. Key among voice of the profession. The success of such goals these initiatives are : is largely dependent on the extent of successful collect and analyse survey data from new recruitment of new members and their retention • members on joining and members upon as members throughout their professional life. exiting their Union membership. Identify key Effective planning and implementation of a variety reasons for joining; expectations of members; of organising and campaigning strategies such as services utilised; mapping levels of satisfaction/ the Getting to WOW (well organised workplaces) dissatisfaction during stages of retention remains the key. streamline process for contact and follow up • members who become unfinancial Liam Griffiths redesign and publish new recruitment materials Convenor (ROAR) • for Reps use in schools and Organisers during workplace visits IEUA Organising Forum engaging with younger generation members to Seven NSW/ACT Branch Organisers attended an • build activism, awareness and shared experience Organising and Campaigning forum in Melbourne via social media platforms and personal in November 2017. The forum aimed to refine and interaction enhance the strategies being implemented across engage more effectively with preservice the various state Branches of the IEUA. The focus • teachers, students and new graduates through of the workshop was “The Why” - an investigation Education Societies at tertiary levels; university into values based organising and recruitment. forums; open days and events such as “I’m a It is all too easy to assume that potential teacher : ask me anything “ collaboration with members appreciate the values that underpin UTS Ed Soc the worker solidarity and the organised labour ensure initial positive contact and interaction with movement. We often tend to accept these values • new members at the point of joining to establish as self-evident and, as a result, find it a challenge value of membership and opportunities for to articulate ‘the why’ when we meet workers activism and participation that don’t understand what unions do and, more provide greater opportunity for Organisers importantly, why they do what they do. • to plan strategically and work collaboratively The workshop gave participants the time and to enhance the profile of the Union in difficult space to analyse value-based conversations in to organise schools/workplaces; target available organising and recruitment. Officers analysed resources to improve membership density of the identification of union values in specific

IEUA NSW ACT | 179 Annexure 19 | 2018

communication strategies for various sections of Street office. The NSW/ACT Branch will be hosting our membership, for example, student members, colleagues from around the country (with a record support staff, beginning teachers and experienced number of Western Australian colleagues in teachers in different types of workplaces. Many attendance – seven in total) focusing on planning discovered that the “why” values that underpinned principles and practices that underpin effective their belief in and commitment to unionism were the organising and campaigning. Such a focus will same values that also drew them to education, for no doubt be useful as we enter into another year example - empowerment, dignity, equality, respect. with negotiations due to commence for a large Our officers who attended the day reported proportion of our membership. that the networking and sharing of ideas with their interstate colleagues was an invaluable David Towson experience. All were keen to develop the “why” into Organiser campaigning and recruitment conversations. The next IEUA Organising and Campaigning forum is scheduled for 1 November in our Wattle

180 | IEUA NSW ACT IEUA NSW ACT | 181 182 | IEUA NSW ACT Annexure 20 | 2018

ACT endorsement of the Work Practices Agreements Overview The ACT office has had a busy 2017-2018, for the Wagga Wagga and Bathurst Dioceses, servicing members in the Monaro, Riverina, South which previously existed outside the enterprise East and Central West Sub Branches. agreement but are now enforceable. The Canberra Organisers, Lyn Caton, Jackie Groom and and Goulburn Annexure has been enhanced with Berna Simpson have met regularly with members, particular reference to support for large classes, particularly in Catholic systemic schools, to ensure parameters around emails and data collection . successful campaign outcomes. Congratulations to our Catholic systemic school members ACT independent Catholic schools for their absolute support of the need for Negotiations for the Congregational Schools arbitration and of workload issues which has Teachers (Daramalan College, Marist College ensured the maintenance and improvement of Canberra, and St Edmund’s College Canberra) Multi- conditions documented in the relevant Work Enterprise Agreement 2018 - 2021 are on foot . Practices Agreements and Annexures. As a result of the Log of Claims presented to the Officers have also engaged in the broader employers in July 2017, an interim pay increase industrial and social agenda through Unions of 2.7 % was administered to teachers to ensure ACT including the national ACTU ‘Change the Rules‘ the current differential with the government sector campaign, ‘We Won’t Wait‘ campaign for access was sustained. In discussions since, an in principle to 10 days of paid leave in support of employees agreement has been tabled including : affected by domestic violence, and attendance at rallies to support workers in other countries an annual % pay increase which correlates to • and industries. ACT government sector % increase for the life of The ACT office continues to provide a high level of the agreement service to members resolving reportable conduct no changes to current leave entitlements • matters, redundancies, disputes, flexible work three year agreement • requests, performance issues etc. Our members a salary model which reduces the number • have great faith in the work of the Union and incremental steps travelling allowance – one rate demonstrate an appreciation of the support offered. allowances – to be increased in line with % • Officers have attended chapter meetings in all increases applied to salaries. ACT and NSW Catholic systemic and independent schools during 2018. Workloads, unrealistic The Islamic School of Canberra expectations, data collection, and students with The Union has met regularly with members to challenging behaviours are all issues of concern for support and keep them apprised of the School our members. Board endeavours to sustain the viability of the school. Over 225 students are enrolled at the school. The Board is has successfully negotiated Catholic Education Office Agreement – the sale of the school and the Union has initiated Canberra and Goulburn After two and half years of negotiations, the bargaining for a new agreement. After the IEU and CCER reached agreement on the terms threat of a Majority Support Determination, the of a new enterprise agreement that now covers Representational Rights Notice was circulated in employees of Catholic education in NSW/ACT. August 2018 and a meeting is planned for early The agreement was voted up by our members Term 4 . and back pay was administered by the end of Term 2 2018 in all dioceses. A major triumph was the

IEUA NSW ACT | 183 Annexure 20 | 2018

Wagga who, when presented with the closure of ACT Christian Schools Teaching Staff The ACT Christian Schools General Staff Multi- the school, have been denied redundancy and a Enterprise Agreement 2018 - 2021 is currently fair process under their EA. A dispute was lodged being renegotiated. with Fair Work and we await the outcome. Following discussions with CSA for the ACT Christian Schools General Staff Agreement, a draft Training agreement has been provided including: In conjunction with sub branch meetings, IEU an annual % pay increase which correlates to the Reps training days were conducted in the ACT • current ACT Christian Schools teachers % and regional NSW. These training days had the increase for the life of the agreement support of CEO Directors in Bathurst, Wagga and a transition to indefinite personal carer’s leave Canberra Dioceses as well as principals of several • accrual leave entitlements and relative adjustments independent schools. Branches have run a range three year agreement of PIPs over the last 12 months and members • allowances – to be increased in line with % attended the IEU Activists Conference. • increases applied to salaries In recognition of the significant increase in maternity leave of 14 weeks instead of the top up demand for professional development at the • of the government scheme Proficient level, the Union has been able to provide significant changes to long service leave. support, targeting those pre 2004 teachers who • were deemed Proficient at the beginning of 2018. The Union has consulted with members and The Union has applied to TQI for registration for given a response to CSA . PIPs courses to run in the ACT in Term 4 . The Union also provided full sponsorship for regional members to attend the ECS and the Industrial matters New agreements have been approved for: Women and Equity Conferences in Sydney. CatholicCare Canberra and Goulburn Diocese We extend our thanks to Marilyn Jervis, Pam Smith, • Ross Circuit Preschool Lavington Amy Cotton and Lisa James for their expertise in • Springdale Heights Preschool Lavington running professional development opportunities. • Corowa Preschool • Howlong Preschool • WGE (Work Gender Equity) Catholic Education Office, Canberra and Goulburn It is the intention that these committees meet • Inner North Playschool. once each term and include members from • teaching and non teaching staff in schools. During the period of bargaining for the Catholic systemic Negotiations are underway around new schools, these committees were put on hold . agreements for: Bathurst CEO Admin Staff The IEU is represented on these committees by: • CentaCare, Bathurst Diocese Berna Simpson and Lyn Caton (Canberra and • Seventh Day Adventist Teachers, South NSW Goulburn), Jackie Groom (Bathurst), and Peter • Orana Rudolph Steiner School, Support Staff, Gaffney (Wagga). • Weston Members celebrated International Women’s Day Koala Playschool Cook at a dinner co-hosted by the IEU and Bathurst CEO • Independent Schools ACT Teachers MEA which has now become an annual event. • Catholic Education Early Learning Centres EA The ACT Branch IEU Women and Equity • West Albury Preschool Committee sponsored a successful dinner • West Bathurst Preschool meeting with guest speaker Gabriela Falzon, • Orange Preschool Women’s and Youth Officer, Unions ACT. Gabriela • Live Better Preschools, Central West mentored attendees to enable them to conduct • St Edmund’s College Griffith ACT “Framework for WRAW Chats at respective workplaces. • Managing Workplace Fatigue” (Workloads) Orange Anglican “Framework for Managing • ECS Workplace Fatigue” (Workloads) Officers continue to work with ACT and regional Macquarie Anglican Dubbo “Framework for preschools and long day care centres to develop • Managing Workplace Fatigue” (Workloads) enterprise agreements based on IEU model Kinross Wolaroi Orange “Framework for agreements. • Managing Workplace Fatigue” (Workloads) The Canberra and Goulburn CE have a growing Scots All Saints Bathurst ”Framework for number of Early Learning Centres (ELCs). Teachers • Managing Workplace Fatigue” (Workloads) and support staff in these centres are now excluded from the Catholic Systemic EA. The The Union has provided support and advocacy Union is currently renegotiating an agreement to for members at Ashmont Preschool, Wagga preserve equity in salaries and conditions.

184 | IEUA NSW ACT Annexure 20 | 2018

Student teachers ACT Women and Equity Network Tertiary visits have provided an opportunity to engage with students and share the benefits of CEO/IEU WGE Committee membership of the IEU and recruit members. ACT Teacher Quality Institute Board Organisers participated in market days at the University of Canberra and met with Aboriginal Safe Schools Roundtable Committee students from regional NSW during the residential IEU Aboriginal Advisory Committee program at the Strathfield Campus of the Australian Catholic University. ACT Curriculum Advisory Group The Australian Catholic University invited the TQI Teacher Professional Registration Union in September to an annual event where Committee Organisers addressed 3rd and 4th year students, giving details of the importance and advantages TQI Standards and Professional Practices of being an IEU member. This is prior to students Committee taking up their final extended practicum and where TQI Professional Learning and Development all students are encouraged to become members. Committee It was a successful event. TQI Initial Teacher Education Committee

IEU representation ACT/NSW IEU Environment Committee The IEU represents members on a broad range of organisations that affect their working lives. Bathurst WGE Committee Wagga Wagga WGE Committee ACT/NSW IEU Education Issues Committee Unions ACT We are Union Women Committee ACT Non-Government Schools Registration Panel ACT Schools For All Program. Unions ACT Executive and Council ACT/NSW IEU/CEO Consultative Committee

IEUA NSW ACT | 185 186 | IEUA NSW ACT Annexure 21 | 2018

Newcastle The Newcastle office of the NSW/ACT Branch Newcastle office has assisted many early childhood of the Independent Education Union of Australia centres negotiate above award agreements that serves members and chapters in the Central Coast work towards wage parity. Organisers have assisted Sub Branch (Hawkesbury River to Lake Munmorah), schools through restructures and visited Christian the Hunter Valley Sub Branch (Lake Macquarie to and SDA chapters to support and inform members Taree and west to Merriwa) and the North West Sub before they voted on new agreements. Branch (Quirindi to Mungindi and west to Walgett). As this office has done every year, a great deal of The Newcastle office is well staffed by Organisers energy and time has been directed to supporting Therese Fitzgibbon, Jim Hall and Carlo Rendina, members employed by the Catholic Schools Offices Office Administrators Veronica Lang and Helen Ritter over a range of issues and concerns. Three major and during 2017, Professional Officer Karen Forbes. achievements in the Maitland – Newcastle warrants In February, Central Coast, Hunter Valley and North specific mention. West Sub Branches held well attended AGMs and elected their 2018 executive teams: Catholic Campaign Members in the Hunter Valley continued their tradition of strongly supporting the Union’s call for Hunter Valley Amy Mead President industrial action. The issues of workload regulation Marcus Ribbons Deputy President and arbitration were both well understood and Cormac O’Riordan Secretary endorsed by members. Organisers worked closely with chapters in the lead up to the Protected Action Ballot resulting in Central Coast Luke Wilmott President over 95% of schools both securing the right to, and John Heffernan Deputy President participating in protected action. The Union facilitated Kristin Stone Secretary two very successful stopwork meetings including a highly vocal and visible march to the Catholic Schools Office. The Union secured broad media coverage North West Ross Conlon President including a substantial interview on drive time ABC Helen Templeton Deputy President and a detailed report on Prime TV that included a Fiona O’Neill Secretary video of the members marching on the Catholic Schools Office. The Newcastle office congratulates these Members again demonstrated their commitment executive members, thanks them for the time and to their Union when it came to voting for an enterprise effort they give and recognises that these roles are agreement. The attempt by employers to offer an essential to the effective operation of the Union. A agreement that was not endorsed by the Union special mention to retiring Hunter Valley President resulted in an incredible 95.91% of voters voting NO. Marie MacTavish, first elected 20 years ago, her This was in stark contrast to the result when the leadership at meetings, during campaigns and Union did endorse the agreement with 98.74% of at Council has served this sub branch well. Thank voters voting YES. You Marie. These results sent a clear message to employers Newcastle Organisers continue to provide a that members will not accept an agreement that is high level of service, assistance and support not endorsed by the IEU. to individual members in the areas of disputes, Members should be congratulated for their flexible work requests, reportable conduct matters commitment during this campaign. and performance issues to name but a few. The

IEUA NSW ACT | 187 Annexure 21 | 2018

instrument for both teachers in Catholic early learning Work Practices Agreements (WPA) negotiations The 2018 WPA was to provide additional support centres and those members who have transitioned to for teachers, limit workloads and provide clarity on shared services. teacher entitlements in both primary and secondary The Union anticipates that the harmonisation of school. These improvements include but are not services across of multiplicity of Catholic agencies limited to: may result in the deterioration of conditions for IEU class sizes support for large classes in primary members. The matter was heard in the FWC on 10 • schools increased from one day per term to four and 11 September. days per term. Secondary practical classes limited to 24 Conferences and training primary RFF- mandated last day of the year Over the last 12 months, the Newcastle office has • now at teacher discretion, all teachers including run a diverse range of conferences, seminars, training specialist will receive RFF, coordinators RFF and workshops: based on a full teaching load will get extra half day per term Reps training secondary VET - teachers will have access to On Monday 31 August in Newcastle and Monday • release for visiting students on work placement 22 June in Gosford, over 50 school Reps from meeting and briefings – staff, year/grade, subject, Catholic systemic, Catholic independent, Adventist, • curriculum and planning meetings capped at independent and Christian schools attended Reps 10 hours per term in secondary and 12.5 hours training. IEUA NSW/ACT Organiser Marilyn Jervis per term in primary. One 15 min briefing per week assisted Reps to map their chapter, outlined WHS payment for in services – part time and casual legislation and how it could be used to progress • teachers will receive a written notification if chapter concerns and highlighted the importance of required to attend PD and will be paid the Union’s “Change the Rules” campaign. Reps with programming – not in excess of NESA a range of experience and a variety of backgrounds • requirements shared their knowledge and support. emails - not expect to respond outside of work hours • data - compliance only, if funding provide then it • Maintenance of Accreditation PIP must be used to support teachers Almost 40 members attended this union training in students with challenging behavior - when Newcastle on 5 June. Many of the participants were • identified, CSO will provide immediate short term pre 2004 members using this opportunity to get the support and commence discussion on a long Union’s perspective on their NESA obligations. term management plan The sub branch wishes to thank Professional job share - no limit within each school. Officer Amy Cotton for sharing her knowledge • and experience in this area.

Diocesan restructure The disputation relating to restructure of the New teacher induction Catholic Schools Office has continued and escalated In February, the IEU once again invited to present at in 2018. the Maitland-Newcastle CSO induction day for new New arrangements implemented by the diocese teachers. Information about workloads, accreditation under the ‘shared services model’ has resulted in a and Union PD was presented to these 30 new significant reduction of services coming under the employees. Organisers also answered questions auspice of the Catholic Schools Office. These areas about issues such as classifications, recognition of are now managed by the new CEO of the diocese on service, the new EA and transfer of entitlements from behalf of the Trustees. other schools and dioceses. The new structure sees all aspects of human resources, finance, property, IT, and payroll being Principals chapter managed by the Church rather than the CSO. The Union hosted the Hunter Valley Principals’ Members employed in these areas have lost Chapter meeting/breakfast at St Francis Xavier’s coverage under the CSO Enterprise Agreement Hamilton on 18 May. Over 30 principals attended; and the Union is disputing this in the Fair Work the new WPA and the CSOs shared services impact Commission. upon schools were the main topics of discussion. A The implications of this restructure are significant, motion raising concerns and seeking clarifications not just for those affected by the removal of the EA, was passed and presented to the Chancery. Pam but for schools and members in the diocese. The Smith (Principals’ Organiser) travelled from Sydney to Union has concerns about the approach being taken be present at this meeting. on employment matters under the new structure. In Newcastle Organisers and members have particular the Union notes the decision by the diocese represented the Union’s interests at a variety of local to offer the modern award as the applicable industrial groups and forums such as Newcastle Trades Hall

188 | IEUA NSW ACT Annexure 21 | 2018

Executive and Council, Industrial Relations Society, March down Beaumont Street Hamilton University of Newcastle External Advisory Group and Fix Newcastle Buses march and rally - Sunday • the CSO Gender Equity Committee. 18 March Hunter NSW MPs meeting - 29 August • “Change the Rules” march and rally to Foreshore Newcastle Trades Hall Council – Hunter Workers • The 2018 IEU delegates at NTHC: are Carlo Park - 6 September Rendina (exec), Jim Hall, Therese Fitzgibbon, Many other affiliated union rallies like Anti • Anthony Edwards, Matt Bower, Amy Mead and Privatisation of Public Transport and Hospitals. Mark Wilson. An active affiliate, IEU delegates have been present at: International Workers Memorial Day, 28 April, to • remember workers who have lost their lives. Annual toast to May Day Dinner and May Day •

IEUA NSW ACT | 189 190 | IEUA NSW ACT Annexure 22 | 2018

Lismore The Lismore office of the IEUA NSW/ACT Branch Sub Branch committee. In IEUA NSW/ACT Council is responsible for members and schools both in the elections, Mary Murtagh and Leon Robinson North Coast Sub Branch (Tweed Heads to Maclean) St Paul’s College Kempsey), Corinne Henry- and the Mid North Coast Sub Branch (Grafton to Schlentrich (Clarence Valley Anglican School Laurieton). Grafton), Pam Adams (John Paul College Coffs Lismore office personnel include Organisers Harbour), Andrew Frawley (St Mary’s Primary Sandra White and Steve Bergan, Industrial Officer School Bellingen) and Brett Bennett (Bishop Druitt Carolyn Moore and Office Administrator Cassie College Coffs Harbour) were all elected for the Barnes. Sandra organised the North Coast Sub next two years. Branch whilst Steve was responsible for organising All Mid North Coast Sub Branch meetings are the Mid North Coast Sub Branch during 2018. held at Nambucca Heads as this is the midway In February, both North Coast and Mid North point for those members travelling from either Coast Sub Branches held their AGM’s at Lismore Grafton in the north or Port Macquarie in the south. and Nambucca Heads respectively. IEUA NSW/ACT Branch Executive, Secretary North Coast Sub Branch President Jeff Pratt (Mt John Quessy, Deputy Secretary Gloria Taylor and St Patrick’s College Murwillumbah) was re-elected Assistant Secretary Mark Northam, attended as the North Coast Sub Branch President for sub branch meetings this year providing broader 2018. Kath Egan (St Francis Xavier Primary School insight for members into industrial, professional Ballina) was elected as Deput President and Nicky and educational issues affecting non government Wagner (St Joseph’s Primary School Alstonville) schools. The branch welcomed and appreciates was elected as Secretary for the North Coast Sub these visits by our Sydney based Executive. Branch committee this year. In the last term of 2017, IEU Lismore officers In IEUA NSW/ACT Council elections, Kath Egan, and Catholic systemic members were active in Marty Fitzpatrick and Richard Ryan (all from St successfully obtaining by postal and electronic Francis Xavier Primary School Ballina), Jenny vote the right to take protected industrial action, Allen (St Carthage’s Primary School Lismore), despite barriers thrown in our path by employers. Mary Howard (Xavier College Skennars Head) and The essence of the dispute revolved around the Michael Namrell (St Mary’s College Casino) were all right for the IEU to seek arbitration over disputes elected for the next two years. with the employer at times when the EA or local North Coast Sub Branch meetings were again Work Practices Agreements are breached and held across the branch region in Lismore, Ballina there has been no success with conciliation. The and Tweed Heads allowing for members to access failure of petitions and negotiations around the meetings more readily. issues led to strike action in November with rallies The Mid North Coast AGM held at Nambucca occurring in Tweed Heads, Lismore, Grafton, Coffs Heads RSL saw long standing president Suzanne Harbour, Kempsey and Port Macquarie. Penson (Mackillop College Port Macquarie) re- All Catholic schools taking protected action elected unopposed. Suzanne also successfully were visited during this term to keep members gained election onto the IEUA NSW/ACT Branch informed and engaged in the campaign. When the Executive and we congratulate her on her active Lismore Diocese put an inferior EA to the vote, role in both these positions. Corinne Henry- Lismore members achieved one of the highest Schlentrich (Clarence Valley Anglican School percentages of ‘NO’ votes across all the dioceses, Grafton) was elected as Deputy President and an achievement that was replicated when the Mary Murtagh (St Paul’s College, Kempsey) was Union endorsed EA was finally settled in 2018 with re-elected as Secretary on the Mid North Coast the right to arbitration included.

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Lismore officers successfully concluded a new the Teacher Learning Network (TLN). This has Lismore Diocesan Work Practices Agreement in proved popular with ECS teachers in accessing March 2018 that delivers improvements in areas and logging PD as part of the NESA accreditation such as RFF, meeting times, emails and data input, process as is required by both their primary and and that provides certainty about work expectations secondary teaching colleagues. that are “enforceable and adhered to” by the Diocese IEU training and professional development of Lismore Catholic Schools Office staff. opportunities have been made available to At a local level, we have been engaged with members in our sub branches this year which the Lismore Catholic Schools Office with regular have included: scheduled meetings once per term to address IEU Reps training in Ballina and Port Macquarie • current issues arising. An issue that arose in 2018 Pedagogy in Practice workshops in Lismore • concerned the EA provision for three points of funded positions at IEU Women’s Conference - • coordination in subject areas with 108 or more North Coast Sub Branch: Jennifer Lee (Holy hours of teaching. The issue was taken up by IEU Family Primary School Skennars Head), Jypsy officers with the CSO and after discussion, it was Pendragon (Biala Special School Ballina) and successfully resolved so that in 2019, there will be Yvette Fuller (Trinity Catholic College Lismore) three points of coordination provided in schools funded positions at IEU Women’s Conference, • where the EA clause applies. Mid North Coast Sub Branch - Suzanne Penson Another issue addressed in 2018 related (Mackillop College Port Macquarie) Mary Murtagh to NESA Registered PD provided by CSO as (St Paul’s College Kempsey) and Pam Adams an endorsed provider to diocesan teachers. A (John Paul College Coffs Harbour) CSO staff notice in June stated that if the NESA Yvette Fuller also attended the IEU Aboriginal • Registered PD was not evaluated on the CSO Education Workers Seminar on the day website within 10 days, it would not count as preceding the Women’s Conference. registered hours and instead the teacher would need to count it as teacher identified PD. After It is important that members support these training discussion with the CSO and clarification with and PD opportunities when and where available, as NESA, the CSO has changed their advice to it is generally difficult to obtain valuable face to face teachers, so that any PD that is advertised as training and professional development in country Registered PD and attended by a teacher will areas, especially PD that is registered for NESA be registered for maintenance of accreditation accreditation which the IEU is a training provider. purposes with NESA. Finally the Union wishes to thank the North The CSO Workplace Gender Equity Agency Coast and Mid North Coast Sub Branch executives committee continued their face-to-face meetings and committees for their continued activism and in 2018 taking place each term in Coffs Harbour. support of all IEU members within their respective IEU Organiser Sandra White, together with Mid sub branches. To all past and present IEU school North Coast Sub Branch delegates Suzanne Chapter Reps, we acknowledge and thank you Penson and Mary Murtagh, make up part of this for your support and contributions on behalf of working committee. The IEU extends its thanks members in your schools, along with your activism to the new Chairperson Rachel Kearey and the towards broader union issues this year. With your CSO for their continued engagement with this ongoing commitment and support, we are positive committee. that the Union will continue to meet and resolve The early childhood sector has also been a those matters that arise in your schools on the hive of activity with many early childhood centres’ north and mid north coast regions. enterprise agreements expiring and requiring our assistance with re-negotiation. ECS teachers Steve Bergan, Sandra White, Carolyn Moore, who join the IEU gain access to our free PD via Cassie Barnes

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Teacher Exchange

The IEU’s Teacher Exchange Program is still coached. In a subject specific manner, I was able going strong after 33 years. The Department of to make a contribution to the implementation of Education’s exchange program will be celebrating the classroom content that has now made its way its 100th year in 2020, and the NSW Exchange into the British Columbia PEH curriculum. It is also League is celebrating its 90th year in 2020. The interesting to see how schools in other countries IEU has a lot of catching up to do! deal with the same issues we do, but with different It is the most wonderful professional systems and philosophies. development opportunity combined with a Socially it’s a bonus on a number of fronts. You magnitude of personal chances; to pick up lots of get to extend on all those new relationships you valuable experiences; to broaden one’s horizon established in your first exchange. Exchanging and view; and to change perspectives. Just ask with Colin and Jill again was an easy thing to do. Mark Steele from the Central Coast on his second Trust in an exchange arrangement is paramount. exchange six years apart and exchanging with the My school in Canada is full of great people. Getting same exchange partner from six years ago! to work with them again is a highlight. You can “If you had an opportunity to repeat one your life’s develop lifelong friendships during your exchange. best experiences, would you? For sure, so for me Importantly, your family and friends visit and the that was exactly the case of my second exchange shared experiences makes for great memories to Canada. It’s a year ahead to plan and there is that are relived time and time again over the years rarely a perfect time to go. A second exchange ahead. You get invited to a lot of things from people is not uncommon, but one with the exact same in the community and it’s a year of saying yes to all school and family is. The advantages are many. the various invites.” Professionally, it was nowhere near as daunting as the first time. I can clearly remember my first steps 2018 into my new school in Canada. I knew no one, no This year saw 20 IEU exchanges broadening one knew me, I had no knowledge of the school’s their horizon and view and changing perspectives: policies/processes and I was surrounded by all these students not in uniform! I was totally out of Alberta five - including one mid year exchange my comfort zone. Initially you have some stumbles, Manitoba one but you soon find your feet. However, the second Nova Scotia one time around I was off and running pretty much Quebec one from the start. With more certainty comes more Ontario eight - including one mid year confidence. It was pretty much different compared exchange and one double exchange to my first time around. The staff knew me, I knew which was the Canadian couple’s them and so too did many of the students. My now second double exchange; and one Year 12 students were once my Year 8 students. exchange teacher who is on her Quite a few of my new students mentioned to me fourth exchange that I taught their older brother/sister. They were all BC two - including the rare ‘second’ positive mentions that helped support my teaching exchange experience as reported on confidence away from home. As a consequence, above I did more things like being the sole teacher/ UK two - including one mid year manager on a two day/night stay over in Vancouver exchange. with the track and field team during the provincial competition. I also travelled away on a number of This year also saw a number of IEU firsts for the occasions with the two various soccer teams I program:

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four exchanges to Port Macquarie which is now • Orientation Conference known as Port Paradise; and we all know why! This year’s Orientation Conference for outgoing Port Macquarie in November this year will hold exchange teachers was held on 14 September the Port Macquarie Exchange Teachers League at the Teachers Federation in Surry Hills for all weekend and hosted by the Ergas, past IEU and DoE exchanges and their spouses. The exchange teachers from Alberta, and now Consulates/High Commissions, Department Australian citizens and IEU members of Foreign Affairs, Tax Consultants, Teachers fran from Ontario came to Council last year and Mutual Bank, Teachers Health Fund and the • reported that she was on her third exchange and NSW Exchange Teachers League were all in wanted to create an IEU record which she did attendance; as were past and present exchange and is now enjoying her fourth exchange and is in teachers to provide valuable information for the the process of applying for a spousal visa to stay. outgoing exchange teachers. Once again, the a short term exchange – two weeks where the IEU acknowledges the support of the exchange • Canadian teacher visited a school in the program from Teachers Mutual Bank and the Southern Highlands prior to the July school Teachers Health Fund. holidays and the Australian will visit the Canadian school sometime in 2019. NCIITE The annual meeting of the National Committee for International and Interstate Teacher Exchange 2019 Next year will see 18 exchanges broadening that (NCIITE) was co-hosted by the IEU and DoE on 8-9 same horizon and changing perspective: October in the Union’s Wattle Street office, with Alberta four - including one mid year social activities hosted by the ETL on the Sunday exchange and two on their second preceding the meeting. Agenda items included exchange and one of these is our once again: own Vice President Systemic State and territory reports – all state coordinators • Bernadette Baker who is venturing International reports – all international • off to southern Alberta and not far coordinators via skype from the US Montana border Exchange League/Associations reports – all state • BC one - a Christian school to a presidents/secretaries Christian school Canadian Consulate General, US Immigration • New and the Department of Home Affairs Brunswick two - a double exchange and both (Immigration/Specialist Visas) – updates on couples teaching in the same visa processes for both incoming and outgoing schools exchange teachers and their families Prince Edward Tax Consultant – specific tax advice/tips for • Island one - a mid year exchange exchange teachers. Ontario 10 - including two exchange teachers on their second exchange; The review of protocols of the exchange and a school in the ACT will host two coordinating bodies which sets out the obligations exchanges. of the coordinating bodies and the obligations of exchange parties including all exchange Yet another IEU first for this year is that Radford participants, host authorities and employing College in the ACT will host four exchanges: two in authorities involved in exchange was also an the secondary school and two in the primary school important agenda item especially in regards to which is the double exchange from New Brunswick. leave and professional development.

Welcome Reception Exchange Teachers League The IEU and DoE once again co-hosted the The ETL is the social umbrella of the exchange ‘official’ Welcome Reception for incoming exchange program, a volunteer organisation made up of past teachers held in Bridge Street for the very last exchange teachers dedicated to hosting information time as the building was sold and all department sessions and social activities/welcome picnics/ employees will be moving to their new premises exchange weekends with the intent to make the year in Parramatta. The Union again acknowledges the an exciting exchange year for exchange teachers principals of exchange teachers in their schools and their families and one that they won’t forget! to grant them leave to attend these Welcome The League works closely with the IEU and DoE and Receptions (and Orientation Conferences for committee members help run the joint conferences outgoing exchange teachers); unlike exchange for incoming and outgoing exchanges. teachers in government schools where paid release The monthly committee meetings, the regional is provided and travel expenses are reimbursed. reps meeting and the AGM are all held at the IEUs

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office in Wattle Street; the ETL is very appreciative exchange teachers on its website and in its of the Union’s hospitality and assistance and will newsletters; and interviews both current and past be formally acknowledged at the ETLs AGM on 2 exchange teachers as part of its support and November. The ETL continues to be sponsored promotion. by Teachers Mutual Bank which enables the ETLs executive and committee members’ attendance at Exchange Destinations conferences and other events throughout the year. Exchanges to Canada (all provinces) and The League is not as big as it used to be but after Colorado continue to remain strong; exchanges to 88 years of continuous service to education and International schools are still available and specific exchange teachers, it looks forward to supporting exchanges are advertised for. Exchanges to the the exchange program in the years ahead. UK continue to be a problem; although the interest from teachers from all around Australia is there. At the recent NCIITE meeting held at the IEUs office Teacher Registration/WWCC All incoming exchange teachers are provided in Wattle Street, the UK was high on the agenda for with the relevant information/paperwork for the state and overseas coordinators for forward registration with NESA/TQI and Working with planning for an alternate coordinator and sponsor Children Checks. NESA has prepared the relevant for visa purposes. information for exchange teachers and exempts them from the fee; although exchange teachers 2020 are required to pay the $80 for the WWCC. Applications are now being called for 2020 and Exchange teachers to the ACT are still required to for those members who applied for an exchange pay the registration fee to TQI. for 2019 and were not able to secure that match are asked if they are interested in reactivating their application for the following round of matches and Promotions The IEU continues to promote the program the majority of course say yes for that broadening for its members in Newsmonth, Facebook and of the horizon and view changing perspective. on the Union’s website. Our ‘sister’ union in Canada, OECTA, also supports the program for its Helen Gregory members; promotes the program for prospective

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Work Health and Safety Psychosocial health and wellbeing continue Workers Compensation to be an area of growing concern for our Following a submission by Unions NSW, on membership, as workloads continue to increase, behalf of all affiliates including the IEU, the Workers and teacher and school quality scrutinised Compensation Legislation Amendment Bill 2018 by the media and government, members has been drafted and at the time of writing was are pressured to do more with less, and this about to have a second reading in NSW parliament. inevitably erodes worker morale. The Union has Although there have been no amendments to the also seen a steady increase in enquiries seeking horrific Section 39s which only allows injured workers clarification around bullying, either colleague up to five years of benefits, positive amendments to colleague or management to employee. The have been reached in relation to: dispute resolution, Union is constantly providing information found medical assessments for permanent impairments in codes of practice from Safework NSW around including shorter turn around requirements, bullying as well as attending meetings to support pre injury average weekly earnings, information members if claims are made. sharing, indexation, motor accident scheme and The Union continues to contribute and support amendments relating to savings and transitional Workers Health Centre and the Injured Workers provisions. These amendments still have a long way Support Network. Members are able to seek to go to be acceptable to workers navigating this medical assistance for work related injuries at the complex landscape. Workers Health Centre, as well as choosing their own Return to Work Provider through Workers New Law Health Centre. Further support is also offered Members have access to law firm New Law to members who may find themselves needing should their workers compensation claim be to navigate the social security landscape with denied. Please see following reports: access to the Welfare Rights Centre. Officers of the Union attended the Union’s 2017/2018 Referrals: NSW Health Safety and Workers Compensation Workers compensation 23 Conference earlier this year. Workplace Health Matters completed 11 and Safety is core union business. Officers spent two days engaging with other unions, while All matters completed were after referral of the gathering information on current WHS legislative matter to the Workers Compensation Commission frameworks, and the role of government agencies following continuing denial of liability by the Insurer. including Safework NSW, WIRO and SIRA. All matters settled in the members’ favour. A Practical WHS strategies were shared across number of matters were either difficult and/or unions and it is evident that an elected Health and involved complex issues. Safety Representative (HSR) or WHS committee It is not unusual for New Law to provide a service is a vital part of any workplace, and that places to the member where the time recorded is in of education are no exception. With increase excess of the allowance for costs payable under in workloads over recent years and the risk of the WIRO grant. This additional work is conducted workplace induced stress and psychological at no cost to our members. injury on the increase, an HSR or WHS committee Settlements of matters at the Workers are critical to ensure that workers are safe. The Compensation Commission resulted in payment conference also hosted the launch of the Unions of weekly benefits, medical expenses and/or lump NSW submission to a review of the workers sum compensation for permanent impairment to compensation system in NSW. the member.

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The Union also achieved tighter regulations in Workloads WHS Concerns Work Practices Agreements’ email policies relation to meetings and briefings in the Catholic have been rolled out in all dioceses following WPAs, which it is hoped will reduce time spent in the making of the 2018 EA. An example clause meetings and greater time improving outcome for reads: ‘It is acknowledged that as professionals, students. teachers exercise discretion over the way in which they manage their workloads and work related Megan Bruce communications. With the exception of a genuine Organiser emergency, school employees should not be expected to respond to emails from other staff, parents and students outside normal working hours’.

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Social Justice Social justice underpins much of the Union’s daily committee. It was very much appreciated that work. Social justice and equity are the reasons, for Catholic Education Diocese of Parramatta example, for the Union’s early childhood teachers promoted the rally in their schools. Equal Remuneration Case, the Union’s work on The Union assisted the Edmund Rice Centre Diocesan Equal Opportunity Committees, the through promotion of their conferences and events. Union’s Aboriginal and Torres Strait Islander Social justice was on the agenda of Women’s Advisory Committee, regular industrial disputes Conference particularly through the inclusion to enforce enterprise agreement procedures, of Naomi Steer from Australia for UNHCR as a conditions and wages and dispute unfair keynote speaker. dismissals, and our commitment to Australian IEU Council got behind supporting refugees by Unions’ ‘Change the Rules’ campaign. inviting guest speakers from the Refugee Action Putting to one side our broader agenda to fight Coalition to speak at Council. This was followed for equality and workers’ rights, the IEUA was up by a letter from Council to political leaders of actively involved in social justice activities in 2018. the major parties expressing the IEU’s disgust at May Day marches in occurred in many centres the treatment of refugees in offshore detention. throughout NSW and the ACT. The theme for A response from the new Prime Minister Scott May Day was ‘Change the Rules’. Sydney May Morrison has been received. Day family day was even bigger than in previous Participants at the Women’s Conference and years with speeches, a march, food, stalls, rides Council were inspired by the UNHCRs work in and entertainment. Many IEU staff, members and a maternity health project in the Democratic their families attended and enjoyed the event. Republic of Congo. For the cost of a cup of coffee IEU Organisers Patrick Devery and Marilyn Jervis in Australia, a kit can be procured which can reduce represented the IEU on the Sydney May Day infant mortality and improve mothers’ health after organising committee. giving birth. The annual Palm Sunday March for Refugees Naomi Steer accepted a donation from the (Bring them here) at Belmore Park near Central IEU in lieu of a speakers fee so including that Station was well attended by a colourful mix of contribution, conference attendees’ donations and ages, refugee networks and faiths. Only a small Council delegates’ donations the following day the but dedicated number of members from IEU total donated for the project was $1400. ranks attended and we marched with Unions for Refugees. IEU Organisers David Towson and Ann-Maree McEwan Ann-Maree McEwan were again on the organising Organiser

IEUA NSW ACT | 203 204 | IEUA NSW ACT IEUA NSW ACT | 205 206 | IEUA NSW ACT Annexure 26 | 2018

Member Benefits The IEU thanks its service providers and Teachers Mutual Bank partners for their support throughout 2018. As a purpose-driven bank, putting profits back into the community is extremely important to TMB. It is proud to be leading the way not just in Australia, Teachers Health Fund It was another successful year for Teachers but globally. If all banks spent 4% of their profit in Health, with membership growth of 5.3% to over the community, the impact would be billions. 156,000 members – reinforcing their position as TMB collaborates with a wide range of education Australia’s largest industry-focused health fund community partners and provides financial and covering more than 327,000 lives. They support through sponsorship, donations and are proud to put their members at the heart of charities, including the NSW Premier’s Teachers everything they do and maintained its focus on Scholarship. Professional development is a major providing value to them – returning over 91 cents focus on its investment and hence supports in benefits for every dollar of contribution received conferences, programs and a range of events and announcing an average premium increase of to help school and education communities build 2.84% (well below the industry average of 3.95%). brighter futures. The fund is proud of having a deep Regular meetings between the IEU and TMB understanding of its members’ needs, supported were again held this year and the IEU has recently by its relationships within the education signed this year’s MOU for sponsorship and the community. These relationships also help the next round of Environment Grants. Meetings fund to give back through reward and recognition continue to take place with TMBs marketing team initiatives, professional development and health and our own communication/marketing team and wellbeing programs. Over the past year, to gain insight into the Union’s communication the fund supported over 200 professional channels and how TMB can engage through those development events and conferences nationally, channels with our membership. and visited over 2100 schools nationwide. The Business Development Managers attended Teachers Health Foundation also continued to this year’s Women’s Conference, ECS Conference invest in research programs aimed at delivering and the most recent IEU ‘I’m a Teacher:Ask Me better health outcomes for the education Anything’ student teacher forum. community. As a health fund built on experience, service and NGS Super loyalty, they are delighted to be leading the way in NGS, the industry super fund for education and customer satisfaction with Roy Morgan Research community-focused organisations, continues to naming Teachers Health as the top performer out be dedicated to providing financial security to its of the 15 largest health insurers in Australia (Roy members. Morgan Research, December 2017) and Australia’s NGS was ranked in the top five best super most trusted private health insurance fund (Roy funds by Canstar – Australia’s biggest financial Morgan Single Source (Australia), May 2018). comparison site, for younger members under Business Development Managers continued 40 with balances between $55K - $100K; this to visit workplaces throughout the year and were was based on performance, fees and product present at this year’s Women’s Conference, the features. NGS also took out Chant West’s Best ECS Conference and other events throughout Fund Insurance 2018 Award for the quality of the year and once again donated ‘Top of the Line’ its insurance products, improvement in design, sunglasses and eyecare kits as part of the major delivery and member servicing through TAL – its draw at the conferences. insurance provider.

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NGS Financial Planning continues to assist IEU and living with a home loan among other topics. members with wealth creation, protecting that These articles can be tailored specifically for our wealth, planning for the future and insurance needs. members. A number of NGS Retirement Planning Workshops Business Development Managers were present were again held in Wattle Street this year during at this year’s Women’s Conference and ECS the school holidays and all sessions were fully Conference and generously donated “ME” hampers subscribed. as part of the major draw at these events. NGS once again was the major sponsor of all Union conferences, PIPs and other events. Union Shopper Union Shopper, established in 1975, is a 100% union-owned service that provides members ME Bank ME is 100% owned by the by industry super with discounts on a wide range of products funds who created ME to help Australians get and services. It is the largest member benefits ahead. The bank has continued to serve the organisation in Australia and this audience of interest of members despite tough operating members provides them with real collective conditions, including a softening home loan purchasing power to ensure that they deliver the market, rising funding costs and ongoing best savings to members. regulatory imbalances. The bank is investing in Union Shopper has organisers in most states digital experiences for members and continuing of Australia to attend site visits, training sessions to develop its suite of retail banking products and and conferences promoting the many Union services. One particular area of focus is credit Shopper services. Profits from Union Shopper cards and migrating to a new credit card platforms are distributed back to the members via improved which will enable ME to eland its suite of credit services and savings. cards. The IEU was pleased to have Union Shopper ME State Partnership Managers once again met provide a presentation at the IEUA Federal with the Union this year with to further develop Executive meeting in September on Union its member benefits program and to strengthen Shopper’s new online service for members and its ties and for the two organisations to work closer new white-label solution for unions. together. The bank has a financial education Union Shopper Business Development Managers program which it would like to deliver to our visited the Union on a number of occasions this members. year and were present at the Women’s Conference ME remains keen to provide editorial support and the ECS Conference and kindly donated $200 for a range of union newsletters and every month, gift vouchers as part of the major draw at these it produces succinct, timely and relevant financial events. articles that are free of advertising and revolve around home ownership, budgeting, money basics Helen Gregory

208 | IEUA NSW ACT IEUA NSW ACT | 209 210 | IEUA NSW ACT NATIONAL IEUA NSW ACT | 211 212 | IEUA NSW ACT IEUA NSW ACT | 213 214 | IEUA NSW ACT IEUA NSW ACT | 215 216 | IEUA NSW ACT IEUA NSW ACT | 217 218 | IEUA NSW ACT IEUA NSW ACT | 219 220 | IEUA NSW ACT IEUA NSW ACT | 221 222 | IEUA NSW ACT IEUA NSW ACT | 223 224 | IEUA NSW ACT IEUA NSW ACT | 225 226 | IEUA NSW ACT PRESIDENT’S PRESIDENT’S REOPRT IEUA NSW ACT | 227 228 | IEUA NSW ACT Another year, and what a year it has been. Once Support Staff Day - thank you to all our support • again, a very busy year and some outstanding staff working in our schools. A chance to outcomes for members in all sectors. I will share celebrate their contributions and tremendous just a snapshot of some significant events: work that they carry out every day The IEU welcomed the announcement by the 98% of teachers and support staff in Catholic • • Education Council that it will not introduce ‘ Robo’ schools in NSW/ACT voted overwhelmingly for a marking of writing tests which constitute part of new enterprise agreement the NAPLAN this year Principals and employers in Catholic systemic • IEUA NSW/ACT Branch President appointed to schools have been working together to tackle • the expert panel reviewing teacher registration. issues around principals’ wellbeing Union wins 57% pay rise for support staff IEUA NSW/ACT Branch was awarded the 2018 • • at independent school at Green Valley Islamic ACTU Congress ‘Campaign of the Year’ Award. College Congratulations to all who contributed to the IEU members in Catholic systemic schools work that went into winning this award • across NSW and the ACT ended 2017 with IEUA NSW/ACT Branch continues to fight for • celebration following their 88% rejection of the equal pay for early childhood teachers Catholic employers enterprise agreement At last - Catholic Systemic Schools Enterprise • Christian Schools Enterprise Agreement Agreement approved by the Fair Work • bargaining underway for teachers in about 50 Commission. What an achievement NSW Christian schools Women and Equity Conference and the Early • NESA problems - a range of problems with the Childhood Conference were once again very • new eTAMS system successful IEU welcomes removal of NAPLAN/HSC link. • IEU membership and PD access for all early As you can see, this is only a small snapshot of • childhood members, free access to Teacher the work that has been ongoing throughout 2018 Learning Network’s comprehensive range of and in some cases continues. online NESA Registered PD I would on your behalf like to thank all staff for IEUAs case for equal Remuneration for early their continued dedication and hard work. Thanks • childhood teachers goes before the Fair Work must also go to the wonderful Reps, Sub Branch Commission in July Presidents and committees and to all members for Degree educated early childhood teachers are their continued support and being the ‘face’ of the • being promoted again Union in workplaces throughout NSW/ACT. Catholic Systemic Schools Enterprise I would personally like to extend my thanks to • Agreement update - when members can vote on each and every member of the Executive for their a new EA? support, interest and attendance each month to Good news that ACT staff will be included in represent members in all sectors. To John, Gloria, • the new Catholic Systemic Schools Enterprise Carol and Mark for their continued support and Agreement encouragement and lastly to Helen for her ongoing Palm Sunday Rally - invitation to all members to work, support and friendship, where would we be • join the Palm Sunday Rally on Sunday 25 March without Helen? Thank you. Positive changes are starting to happen for My appreciation and thanks also to you, for • employees on the modern award your ongoing work as delegates to Council and ACTU ‘Change the Rules’ Campaign for workers the work that you do behind the scenes in your launched schools. Settlement imminent on the Catholic Systemic We should all be very proud of our Union and I • Enterprise Agreement. The IEU on the brink of am sure that 2019 will be bigger, stronger and just celebrating the full and final settlement as successful as 2018. IEUA NSW/ACT Branch nominated for the ACTU Enjoy Term 4 and to all of our teachers who are • Congress ‘Campaign of the Year’ Award heading off to experience life in another part of the NGS Superannuation turns 30. What an world as part of the teacher exchange program, • achievement have a wonderful time, keep in touch and stay safe. Long Service leave review for Sydney Catholic Have a wonderful Christmas and I look forward • Schools staff to welcoming you all in the new year. 2018 IEU/TMB Environment Grants opened • Union support for refugees being held in Chris Wilkinson • detention on Manus and Nauru Islands. President

IEUA NSW ACT | 229 230 | IEUA NSW ACT IEUA NSW ACT | 231 232 | IEUA NSW ACT Term 1 NSW – 29 January – 12 April ACT – 4 February – 12 April Sub Branch AGMs – 11 February – 28 February First Council 16 March (end week 7)

Term 2 NSW – 29 April – 5 July ACT – 29 April – 5 July Sub Branch Meetings – 6 May – 24 May Second Council 15 June (end week 7)

Term 3 NSW – 22 July – 27 September ACT – 22 July – 27 September Sub Branch Meetings – 22 July – 8 August Third Council 17 August (end week 4)

Term 4 NSW – 14 October – 20 December ACT – 14 October – 18 December Sub Branch Meetings – 4 November – 22 November AGM 19 October (end week 1) First Council 2020 21 March 2020 Sub Branch AGMs – 10 February – 28 February 2020

IEUA NSW ACT | 233 UNIONS NSW NOMINATES S rn or e o syse soos pn

At the 2018 ACTU Congress Awards

The rules that made Australia fair are broken • Inequality is at a 70-year high • Our jobs have been casualised, o shored and outsourced • The richest 1% of Australians own more wealth than the bottom 70% of Australians

CATHOLIC SYSTEMIC SCHOOLS EA

equal pay for early childhood teachers

234 | IEUA NSW ACT IEU REPS ne reren oo does yor non do or yo SEND TO COLLEAGUES NOW

IEU members support new EA Teachers and support sta across 11 dioceses have voted to adopt a new Enterprise Agreement and Work Practices arrangements improving their pay and conditions More to follow shortly

to Catholic employers’ non-union EA

rbd onn yde r or

IEUA NSW ACT | 235