AEU Journal July 2018

Vol 50 I No.4

Official publication of the Australian Education Union (SA Branch)

July 2018

AEUJOURNAL SA

EB Agreement [for schools and preschools]

EXPIRED on

30 June 2018 INSIDE: u Enterprise

Bargaining: Key issues of AEU’s 7-point plan addressed.

u Class

complexity: On Thursday 2 August, tell us your story.

RU N N I NG H E AD

The AEU is now on INSTAGRAM! Follow us at:

@aeunionsa Are you up-to-date ONLINE? We need your preferred Email to

email address

8: membership@aeusa.asn.au

or call Membership on:

8172 6300

New AEU Phone and Fax numbers

Phone: 8172 6300 Fax: 8172 6390

AN INVITATION TO RETIRED OR RETIRING TEACHERS & SSOs Have you retired or are about to retire? Are you seeking opportunities to maintain or increase your level of fitness and want to learn more about your city and surrounding hills and bushland? Are you seeking companionship with other retired teachers and their partners as well as other walkers from a range of backgrounds – not just teaching?

Our walks are organised at several levels.

Rovers walk from 14–16 kms, Walkers from 8–10 kms, Ramblers from 6–7 kms and Amblers up to 5 kms.

The Retired Teachers Walking Group is affiliated with Walking SA – the peak walking body in SA. We walk in conservation parks, national parks and forestry reserves within the Adelaide Hills and Mount Lofty Ranges, Fleurieu Peninsula, suburban beaches and along the six creeks of the Adelaide Plains, the River Torrens Linear Park and other suburban, historic and country trails. It’s a great way to get to know your city and surroundings – as well as maintaining fitness! A camp is also organised each year in country areas within South Australia or Victoria.

If you are interested in finding out more about our walking group, you are invited to contact: our Convener, David Fallon Mob: 0429 022 052 email: dave.fallon@bigpond.com our Walking SA Rep, John Eaton Mob: 0419 176 713 email: joneaton@bigpond.net.au We hope you will join us for the 2018 walking season!

MINI [Members In Need of Information] AEU Information sessions we bring to you!

Our new education modules are designed to upskill your sub-branch on a range of relevant and valuable topics.

These sessions (60 minutes or less) are designed as “bite sized” training that comes to you.

Topics include: • Legal Issues • Understanding your PAC • SSO Entitlements.

We will visit you! These modules will be conducted face-to-face in your site and can be held at a long break time (lunch’n’learn), after school or during a student free day.

To request a session, simply follow this link 5 2

8: www.aeusa.asn.au>events & courses

FPRESIDENT’S E ATU R E S VIEW

#2

AEU UNION JOURNAL TRAINING

Performance management

EB Agreement

pages 16 – 17 Issue in focus: Understanding the process and your rights.

[for schools and preschools]

EXPIRED on

30 June 2018 INSIDE: u Enterprise

Bargaining: Key issues of AEU’s 7-point plan addressed.

u Class

complexity: On Thursday 2 August, tell us your story.

Enterprise Bargaining

Maternity leave x 3

pages 10 – 11 Our EB Agreement for schools and preschools expires on June 30. Read our plan to win Respect.

page 19 AEU helps Wendy-Lynne win major backpay claim.

T E LL U S W HAT YOU TH I N K

Complexity Hotline Please take five minutes on:

Thursday 2 August to call in and tell us about what makes your work complex. We are providing a Complexity Hotline to gather evidence from AEU members and the general community. n

What makes your work complex?

• The range of student backgrounds?

• The emotional wellbeing of students?

• The range of reading levels among students?

• Trying to motivate all of the students in your care?

• Students with high intellectual potential?

Advertise in the AEU Journal. Reach over 13,500 members across South Australia.

8172 6300 journal@aeusa.asn.au

save the date *Thursday 2 August

8172 6369 ) • Trying to teach four different year levels of curriculum at the same time?

We want to hear from you Our schools and preschools are becoming more complex. Behaviour, the impact of violence, trauma, learning difficulties and diagnosed needs all contribute to this.

The Nationally Consistent Collection of Data 2017 report shows 23% of SA students require learning adjustments.

At schools and preschools I visit across the state, members tell me they don’t have time to cater for the needs of all their students. We need sufficient resources to properly support all the students in our classes and address our workload.

8: complexity@aeusa.asn.au

Or email us on

Australian Education Union | SA Branch 163 Greenhill Road, Parkside SA 5063 Telephone: 8172 6300 Facsimile: 8172 6390 Email: journal@aeusa.asn.au Branch President: Howard Spreadbury Branch Secretary: Leah York AEU Journal is published seven times annually by the South Australian Branch of the Australian Education Union.

Deadline Dates Publication Dates #5 July 27 August 15 #6 August 31 September 19 #7 October 29 November 7 Subscriptions: Free for AEU members. Nonmembers may subscribe for $33 per year.

Print Post approved PP 100000753 Print: ISSN 1440-2971 Digital: ISSN 2207-9092 Editor: Dan Murphy Cover: Jo Frost Printing: Lane Print

Every student’s learning needs can be met when we have small classes, SSO support and adequate time to prepare for lessons. Currently however, many of us are teaching large classes, we have many demands on our time in and out of the classroom (like more and more data collection) and very little SSO or specialist support. We want to do the best by our students and this requires more resources.

Through enterprise bargaining we can demand improved entitlements for us and our students. In order to make our case we need evidence from a wide range of settings to establish the need to address complexity. n Lara Golding, Vice President 3

M E M B E R I N FO RM AT ION College on how the AEU 7-point plan will address adult re-entry. We are familiar with issues of this nature due to a similar matter arising at Open Access College.

Q

Once again, I am asking Exec to do something to address the shortage of PRTs. Yes, I know it’s in the EB but are you willing to call a meeting, gathering us together with the Department, so they hear from us? I have raised this so many times I want to see ACTION!

A

AEU Principal Officers and the Industrial Coordinator respond to questions from Branch Council delegates.

A

t the June 2 Branch Council meeting a number of issues were raised by delegates, some of which appear here.

As the AEU Journal publication doesn’t coincide with Branch Council, there may be more recent developments on some issues since these responses were provided.

Answers from AEU President, Howard Spreadbury, AEU Vice President, Dash Taylor Johnson, Industrial Coordinator, Dan Farmer and AEU Branch Secretary Leah York.

Q

Is the AEU able to investigate the directive that DfE may have made regarding setting air conditioning in school buildings to predetermined temperatures eg 25˚C in summer or practical (Home Ec) subjects and nonpractical areas having to have the same temperatures?

A

Dash Taylor Johnson: Yes, we can investigate this issue through the WHS Committee. I believe this is a cost cutting measure and it is definitely a health issue. We will look into what the established system for issues of this nature.

Q

Is it possible for the AEU to create an information sheet regarding the requirements for completing Oneplan in regard to workload? Is it teacher’s work and will there be release time to do it? Oneplan is additional to some requirements such as ASD sensory profile! How much additional workload is required?

4

A

Dash Taylor Johnson: Yes, this falls into the Special Education Consultative Committee’s wheelhouse, but it is also a workload and time management issue, if classroom teachers are having to develop their own plans. This relates back to clause 5.6. We will look into TRT funding requirements, which needs investment, and the litany of technology issues surrounding this. If you haven’t got time you shouldn’t be doing it. A draft fact sheet will be created by the secretariat.

Q

Can the secretariat write to Department for Education to request that a register of teachers, ECWs, SSOs who are qualified to fill relief positions in Preschools be developed? The register needs to be established and implemented in all partnerships, based on the SSO replacement pool model.

A

Howard Spreadbury: Yes, we will write a letter to the employer regarding this. It is a different situation to the way SSOs are replaced, as often SSOs are not replaced. The ECW committee will follow this up as it is a comprehensive matter.

Q

What consideration will be given to the special needs of adult reentry sites (Northern Adelaide Senior College) in EB negotiations? In particular, can we include guaranteed FTE so we are able to plan staffing appropriately?

A

Dan Farmer: The AEU industrial team has started work with delegates from Northern Adelaide Senior

Dan Farmer: The AEU has written to Education Minister John Gardner requesting a meeting with delegates to discuss relief teaching concerns.

Unfortunately, he has declined to meet.

Our 7-point plan calls for more PRTs and provisions to attract and retain relief staff.

Q

Through the EB process the union is promoting gender equality.

What is the AEU doing to promote the importance of, and increasing paid paternity leave for men, through the RESPECT campaign?

A

Dan Farmer: To address gender equity, the AEU claim seeks improvements to paid maternity, adoption and surrogacy leave as well as paid partner leave. More importantly, we want to challenge stereotypes that assign leave based on gender. We are seeking changes that assign primary carers’ and secondary carers’ leave.

Q

In regard to attracting potential members, has the union considered: a) More actively promoting the ACTU member benefits (discounts, etc) which is part of AEU membership? b) Introducing member benefits which are beneficial to local SA companies eg. Discount accommodation in rural areas, supermarkets, restaurants, etc?

A

Leah York: Previous promotions of ACTU member benefits have not been successful, though we will look into this and report back. Promotion through the Teachers Health Fund has had some effect so perhaps we can follow along that vein. There is a huge workload associated with explorations of this nature, and it maybe necessary to engage a marketing specialist, which will need to be referred to Branch Executive. n

PRESIDENT’S VIEW RU N N I NG H E AD

Greater complexity needs more resourcing AEU President Howard Spreadbury on the increasing demands of the classroom.

“Education spending must be seen as an investment in the future of our great state”

S

chools and preschools are dynamic environments.

Any workplace that brings together a wide range of personalities from diverse backgrounds will be characterised by positive energy and complexity. And that’s just the staff!

Public education has changed dramatically. Curriculum, assessment and other aspects of our work are under constant review. Members must meet expectations of the employer and parents as well as adapting to the individual needs of students.

We are forced to operate in an environment based on competing demands and the continued pressure of a testing regime which has become an end in itself. Schools are pitted against schools and, at the global level, country against country.

Leaders want to provide support and direction to help the professional growth of their staff. Unfortunately, much of their time is wasted on system reporting requirements.

Data collection has become the antithesis of the learning environment leaders want to nurture.

NAPLAN review Teachers want to teach. They enter the profession to have an influence on students’ lives. Much of their time however is diverted to disconnected assessment practices mandated by politicians

who don’t understand the complexities of education.

NAPLAN is one of the world’s worst standardised assessment regimes.

The AEU is calling on all governments to review the tests’ relevance to curriculum and the impact on teachers and students. We insist that representatives of the profession be involved in any review process.

Support staff want to do their job without additional pressure and distraction. Many are working under duress with students with complex learning needs and associated behaviours.

This includes site-based staff as well as Student Support Services employees, who continue to work under extreme caseload and travel pressures.

Students arrive on a daily basis from strained home environments and with complex learning and social issues.

Most are enrolled in mainstream settings which are not resourced to meet their needs. It is now accepted by the employer that integration of students with disability in mainstream settings has accelerated in recent years. Currently over 90% of students with a disability are enrolled in mainstream preschools, schools and special classes with the level of acuteness of disability having also increased.

Investment Schools and preschools require resourcing that enables educators to work in a supportive and safe environ-

ment. We don’t expect educating young people to be easy. It’s a complex profession we have chosen. What we do expect is that governments provide the resources to enable us to do our job.

This is where enterprise bargaining can be a vehicle for change. We need to seize the opportunity to ensure members’ work is reasonable and sustainable. Such change comes at a cost but this must be viewed as an investment in our young people, and the future of our great state.

It’s high time the State Government understood the complexity that exists in public education and the resources that are needed to enable educators to deliver the outcomes our young people deserve. This includes appropriate remuneration for all staff.

You will not provide a world class education for our children if you undervalue and underpay those tasked with delivering it. n

TOGETHER WE WILL WIN ...

In unity, Howard Spreadbury

IT’S TAX TIME

UNION SUBS ARE TAX DEDUCTIBLE A tax statement confirming membership subscriptions received by the Union from 1 July 2017 to 30 June 2018 will be forwarded to all members.

Members who have advised their email address will have the tax statement emailed to them.

The statement is a summary of subscriptions received by the Union for the financial year and is not a request for payment.

The statement includes your personal and employment details.

Please check these details and advise AEU Membership if there are any changes or additional information.

You can reply to the emailed tax statement or update through our website:

www.aeusa.asn.au/YourMembership email: membership@aeusa.asn.au or phone: 8172 6300 to advise us of any changes or additional information.

5

LGBT IQ – I DAHOB IT DAY 2018

1 Top left and right and above: At Nuriootpa HS, students organised their own IDAHOBIT event.

1 Pledge jar fills at Murray Bridge HS.

1 Staff at the AEU SA Branch showed support for IDAHOBIT Day with a morning tea and a photo opportunity.

“We stand with our LGBTIQ mates” Staff and students unite against discrimination writes AEU Organiser Meredith Farmer.

As I sit down to write this I have just heard state treasurer, Rob Lucas, declare the Liberals will pull the Safe Schools program by the end of the year. This conservative government says it will institute a general “anti-bullying program,” ignorant of the success and support amongst educators for a dedicated program.

The facts are: • In Australia, 75% of LGBTIQ youth experience some form of discrimination • 61% experience verbal abuse and 19% experience physical bullying • 24% of Lesbian, Gay and Bisexual people experience depression • 32% of trans Australians experience depression compared to just 6.8% of the general population.

6

“...we are lucky to be surrounded by such supportive teachers and peers at Nuri High.”

The axing came only a couple of weeks after the International Day Against Homophobia, Biphobia, Intersexism & Transphobia (IDAHOBIT) – a day when we put the importance of calling out discrimination against LGBTIQ people in the spotlight. It is a time to celebrate gender and sexual diversity and to recognise the work of AEU members and their students in this area.

Events such as IDAHOBIT sit alongside Safe Schools to support students and our LGBTIQ colleagues to feel safe and proud of who they are.

On May 17, this year’s theme was “We stand with our LGBTIQ mates”. In

this spirit, AEU members worked alongside students to highlight the importance of stamping out discrimination.

Nuriootpa HS At Nuriootpa High School, IDAHOBIT was completely student-led with support from teachers Krista Zanker, Rikki Hill, Duan Maguire and Tegan Simmons.

“I think it was incredible that students were able to band together and organise an event that raised awareness for not only our committee but also for what IDAHOT day stands for,” Year 12 student and chair of the school’s GLO committee Cassie Taylor commented.

“Youth-led committees are exactly what schools should be encouraging and we are lucky to be surrounded by such supportive teachers and peers at Nuri High.”

Murray Bridge HS Students, teachers and support staff signed the official IDAHOBIT pledge, promising to stand up against homocontinued over page 3

B RA NCH S ECR E TA RY ’S R E PO RT phobia, biphobia and transphobic bullying and harassment when they see it.

Some students even took pledges home for parents and friends to sign.

Students and staff wore colourful and rainbow clothing and ribbons to show their support. A ‘best rainbow’ competition was held in the quadrangle. Rainbow cupcakes, jelly cups and fairly bread were sold to raise funds

It’s Super!

AEU Branch Secretary Leah York explains...

“Australian workers had amassed $2.6 trillion in superannuation assets as of December 2017.”

Accepting culture With the loss of Safe Schools it is crucial that AEU members work together to provide a safe, supportive and accepting culture.

To this end, the AEU LGBTI Consultative Committee is reviewing the training we provide to help members support LGBTIQ students.

The AEU is committed to equity for our LGBTIQ members and ensuring the workplace is free of sexual and gender discrimination.

Just as we stand united over our conditions, we need to stand as allies with our LGBTIQ staff and students. n

Wednesday June 20

Snap rally: Save ‘Safe Schools’

Union and community members brave a cold night on Parliament steps to protest against the State Government’s removal of the Safe Schools program. n

2018

*UPCOMING EVENT

WEAR IT PURPLE DAY 31 August 2018

Put it in your calendars!

8: www.wearitpurple.org/

T

his year marks the 35th anniversary of the agreement between the Hawke Government and ACTU that gave Australian workers superannuation.

As part of the Prices and Incomes Accord, workers agreed to forgo a 3% pay rise which went instead to seed a new universal superannuation scheme.

This money was matched by a compulsory 3% employer contribution, which became known as the Superannuation Guarantee (SG) following reforms by the Keating Government in 1992.

The current SG of 9.5% of an employee’s ordinary time earnings will remain in place until 2021, after which it is planned to increase by 0.5% each year, reaching 12% in 2025.

This is to be celebrated. It is often forgotten that superannuation was a win for trade unions and contributed to by both workers and employers. Although in the past it did not meet the needs of all workers, (particularly women forced to resign due to marriage or childbirth), compulsory superannuation is essential to achieving financial security in later life.

Unfortunately, Liberal governments have slowed the increase in super contributions, condemning many workers to inadequate retirement income.

While public sector employees have long enjoyed the benefits of constitutionally protected schemes such as Super SA and its predecessors, industry super funds have also performed well. Offering low administration fees and no shareholder dividends or bank boss mega bonuses, funds such as Cbus, Australian Super and HESTA have been success stories. Unlike retail super funds, run mostly by banks, industry funds are membership based, not-for-profit and governed by trustees representing employees and employers.

It is therefore astonishing that the Turnbull government is attempting to change governance arrangements of

industry super funds to appoint independent trustees at the expense of employee representatives, with the objective of allowing access to members’ funds by private enterprise.

Like all SA public sector workers, Department for Education and TAFE employees are members of Super SA. While a few employees remain members of the closed defined benefit pension and lump sum schemes, the Triple S accumulation scheme is now mandatory for public sector super contributions.

Of course, making voluntary contributions through after-tax contributions or salary sacrificing is super smart. When you contribute 4.5% after-tax, the employer contributes 10% – up from the compulsory 9.5%. The AEU is lobbying the Government to increase this by 0.5% to bring it into line with the previous 1% bonus paid prior to the SG increasing to 9.5%.

For further information on managing and growing your super or accessing financial planning, go to Super SA’s fabulous new website:

www.supersa.sa.gov.au

If you are looking for more information about investment approaches and strategies go to: www.funds.sa.gov.au Funds SA is a government-owned corporation with over $30 billion in assets under management including South Australia’s public-sector pension and superannuation schemes.

In enterprise bargaining talks the AEU is pushing for a range of entitlements to address gender inequality. These include super contributions for primary caregivers during maternity/adoption/surrogacy or parenting leave, and recognition of the impact career breaks for caring responsibilities bring. n AEU Branch Secretary Leah York is President of the SA Government Superannuation Federation, comprised of registered industrial associations (unions) and superannuant bodies whose members are contributors to, or beneficiaries of, the schemes administered by Super SA. 7

RUADE LE N N IRS NG FOCU H E ADS

LEADERS: stressed out and strung out Survey lays bare the unfair demands placed on principals writes AEU Coordinator of Organisers, Andrew Gohl.

“My site and I are at capacity. What does the department suggest we deprioritise?”

M

embers in leadership will be familiar with the principals’ wellbeing survey conducted by Phil Riley and supported by the AEU, now in its seventh year.

The International Labor Organisation cites 48 hours per week as the recommended maximum hours spent working.

The median among our leaders is 68 hours.

Medical data reveals that working such hours increases the likelihood of cardiovascular disease by 60%, with a 30% greater chance of relationship breakdown accompanied by greater use of alcohol and weight gain amongst men and depression amongst women.

It is interesting to note that little productive work is done after 50 hours per week.

Self-assessed health analysis by leaders indicates high levels of burnout, stress, sleeping difficulties, depressive symptoms and cognitive stress.

Toxic Culture Respondents reported that threats of violence have increased overall from 4.9 to 5.6% and physical violence has increased by two percent to 9%. SA is trending upwards, consistent with the national data. One in three leaders experienced bullying, which is strong evidence of a toxic culture in the department. No doubt this is just the

Backing our leaders In 2018 the AEU has supported leader members in the following circumstances: 1. Preschool Director under investigation.

2. Preschool Director on WorkCover as a result of workplace bullying.

3. Principal victim of a vexatious parent.

4. Principal and staff development of exemplary PAC processes and practices.

5. Principal regarding leadership 8

restructure advice.

6. Principal to collaboratively resolve a staff workload dispute.

7. Principal and staff development of strategies to address student violence.

8. Principal winning country incentives backpay.

9. Principal advice regarding managing significant underperformance. n

tip of the iceberg.

The survey identifies the significant issues facing leaders: • sheer quantity of work • lack of time to focus on leading improvements to teaching and learning • rapidly increasing mental health needs of students and staff.

Insult A search of the Education Department’s policies on wellbeing turns up 35 documents and policies – all of which relate to students, none to staff, let alone leaders.

DfE’s website on ‘wellbeing’ suggests workers focus on “Resilience, Mindfulness, Stress Levels, Physical Activity and Nutrition Attendance.”

The website prompts the stressed employee with the questions: “Is the situation itself stressful? Is there something about your situation that you can change?”

In other words – harden up, find some time to meditate and exercise, eat better and change the situation – if you can. This is pathetic at best and negligent at worst.

It’s the workload stupid And therein lies the issue. Most sources of excessive workload cannot be controlled. Leaders want to lead education and teaching yet report no control over ‘other’ work generated by the many departmental silos that, at a click of the send button, require a mass of administrative functions.

Then there are the partnerships generating work, not necessarily linked to teaching and learning and occasionally funded, although never adequately. All of this is overseen by department staff on whom leaders are dependent for their next appointment.

Finally, there are the unpredictable demands of leading a site through the challenges working with humans presents. It’s the moral stress of, “I’m here to lead staff and students but I’m doing continued over page 3

VICE PR E S I DE NT ’S R E PO RT asbestos audits and other administrative duties.”

Leaders have been sold the great lie – more autonomy – paid for by lack of trust, immeasurable accountability and a political agenda that washes in and out like the tide. Leaders feel disrespected by lack of trust in their ability to lead. They feel they have no control over all the extra work required of them, most of which has absolutely nothing to with teaching and learning, all while society’s complexities manifest themselves in schools every day.

High time It’s too convenient for the department to shift onus for wellbeing onto the individual and continue to rely on the unpaid goodwill of leaders to put in excessive hours. What is needed is systemic cultural change.

It’s high time the department published estimated hours for completion of every new task required, with advice for leaders suggesting what tasks should be dropped off the ‘to do’ list.

How about leaders respond with, “My site and I are at capacity. What does the department suggest we deprioritise?”

There are only 24 hours in a day after all.

The Education Department must be happy for leaders to pay for the stress of public education through sacrificing family and leisure time because little is done to address the systemic causes of excessive work hours.

The AEU’s National Principals’ Committee has recommended a campaign to address leaders’ wellbeing.

The AEUSA will work with all school leaders to progress this campaign to initiate cultural change to improve the wellbeing of leaders. n

ACTION Riley Report recommendations for DfE action:

• Take the moral choice of reducing job demands, or, increase resources to cope with increased demands.

Better still, do both. This will increase the level of social capital in schools.

• Trust rather than rule educators.

• Leave the mechanisms for producing the best educators to the educators. This will also increase social capital. Long term increases in social capital helped Finland become a world leader. n

Respect me. Respect us.

Respect the AEU. ...says AEU Vice president, Dash Taylor Johnson Our 2018 priorities are the framework on which we operate and our reference point for campaigning. They guide everything we do through our democratic structure, from sub-branch meetings to lobbying the government.

Two recent AEU publications are grounded in our priorities. Respect: Public Education 2018 and Beyond and our 7 point plan for Education 2018 and Beyond are driving our enterprise bargaining strategy although their relevance far exceeds this. While our current agreement expires on June 30, EA 2016 must be honoured until a new deal is reached.

The AEU is a complex organisation with over 500 sub-branches. Beyond this there are member committees, reference and interest groups, working parties and our Branch Council and Executive, all measured by the priorities endorsed by your representatives.

So, have our priorities changed? No! Because what we stand for as professional educators has not changed. What we stand for as members of society has not changed and what we stand for as members of the AEU has not changed!

Our priorities matter because we matter, and what we have to say about the way we work and the way we live matters. Respect is the cover-all that resonates: respect for our profession and respect for us. We seek a public education system that is progressive and supports learning cultures that are safe, equitable and dynamic; a system respected for its practices and outcomes.

This is why the Respect campaign is so important and its connections with Fair Funding Now indisputable. It is the educators who must navigate the system and without genuine recognition of this, outcomes are unable to fulfil their potential.

Schools, preschools and TAFEs are often described as microcosms of society.

When reflecting on the sort of world we

“While our EBA expires on June 30, it must be honoured until a new deal is reached.” want to live in, it is clear to me that a world where we respect others and are respected for who we are is essential.

Our impact as educators cannot be overemphasised. The ABC’s Gruen demonstrated exactly this in its recent pitch, ‘Pay Teachers as much as Politicians.’

The point is that what we do and say resonate well beyond the classroom.

Equity means a fair go for all and investing the required resources.

Unfortunately, those in positions of power often have differing understandings of this.

World Environment Day and Refugee Week are higher profile calendar items but what about our national policy on Border Control, the newly developed super portfolio of Home Affairs or the risk to the Great Australian Bight posed by off-shore drilling and the demise of the Great Barrier Reef due to climate change? The fast-tracking of SA for a nuclear waste storage facility while the current one in Lucas Heights, NSW, has capacity until 2055, is of great concern.

Why the rush?

Words alone though do not create change. It is people who determine history and the marriage equality push of 2017 shows this.

AEU members like you will be the ones who make the difference when it comes to enlivening our priorities. If you joined an action in June, thank you but don’t stop now.

TOGETHER WE ARE STRONG!

YouTube: The Pitch: Pay Teachers The Same As Politicians – Collins Gartrell 9

E B 2018

1 AEU SA Branch Executive members embrace ‘Wear RED Week’ 25 – 29 June to mark the expiry of our current agreement.

Enterprise Bargaining begins ...

Understand our case for better pay, conditions and secure jobs.

Higher pay now!

Key to the AEU’s Seven Point Plan for enterprise bargaining is better remuneration for all educators.

If we are to attract and retain staff, competitive salaries that value us as professionals are needed. If we are to stop our young teachers leaving for interstate, then salaries must be at least on par with the best other states can offer.

Our campaign is about Respect, and a poor salary outcome is not acceptable.

We know that many of you are doing it tough. Cost of living increases are squeezing people. We are demanding a living wage for all classifications.

The AEUSA will not accept being handed the wooden spoon in the national teacher salary league table come October 2018.

This would be 12 months since our last increase. The Northern Territory currently leads the pack and for us to be on par will require an increase of between 6% and 7%. Currently only Tasmanian teachers are paid less than us.

The government, as part of its strategy to lower expectations and get employees to accept low salaries, often publishes a wages policy. It’s a con. It is meant to 10

anchor salary offers at very low levels.

All AEU members need to be aware of this tricky bargaining tactic.

When it occurs we need all members to call it out and to demand a reasonable pay offer. For example, the previous Labor Government claimed its wages policy was 1.5%. We told them this had to be a joke.

It is suspected that they prudently budgeted for higher education salary outcomes.

Wages policies seem contrary to the spirit of enterprise bargaining, and the requirement to bargain in good faith.

Imagine if a union published such a policy for the whole country or for an industry.

The employers would scream. We shouldn’t let them get away with it.

The critical issues are:

CPI 2.3% The March to March 2018 consumer price index shows inflation in Adelaide running at 2.3%. This means that any offer below 2.3% would be a cut in real terms to our salaries. We know that in every enterprise agreement the employer expects us to do more, so if we are to be fairly remunerated for our efforts, salary increases must be well over 2.3%.

Minimum wage 3.5% The Fair Work Commission recently awarded workers on Federal awards an

increase of 3.5%. The independent umpire set a minimum standard for bargaining outcomes.

Historical outcomes Since bargaining began in 1996, we have averaged nearly 12% per agreement. If we are united and strong we can achieve good salary outcomes. We have won these in the past.

The Reserve Bank (RBA) “Our view is that labour markets will tighten further, that wage growth will lift and that inflation will return to the two to three percentage target band through 2018.”

The RBA is predicting that inflation will start to increase and wage outcomes rise. If the enterprise agreement is for three years, we need to hedge against further increases in cost of living and interest rates.

Wage Price Index National public sector wage growth for the year to December was 2.4%.

The Prime Minister said it Malcolm Turnbull is optimistic about wages growth. He said: “As long as you get continued economic growth, you will see more demand for labour and you will see wages move up.”

We’ll take the higher wages now n thank you.

continued over page 3

E B 2018

Classification

Ongoing

Temporary

Total

Preschool Director

233 (74.2%)

81 (25.8%)

314

ECW

278 (18.9%)

1,195 (81.1%)

1,473

Preschool Teacher

260 (46.4%)

300 (53.6%)

560

School Leaders

2,624 (89.6%)

306 (10.4%)

2,930

School Teachers

8,625 (66.7%)

4,314 (33.3%)

12,939

SSO

3,503 (44.0%)

4,461 (56.0%)

7, 964

AEW

201 (49.0%)

209 (51.0%)

410

1 Table 1 – Levels of contract employment (DfE’s own figures)

Secure work needed Too many educators in SA have no security. This means they don’t have a job they can count on and can’t predict or plan for their life.

Table 1 (above) shows the number of temporary employees is unacceptably high in all classifications.

This is despite the employer committing to address these concerns as part of the 2016 Enterprise Agreement.

EA2016 states:“DfE recognises that permanent part or full-time employment is the preferred form of engagement for employees covered by this Agreement.”

It goes on to say, “Temporary and casual employment are not the preferred modes of employment” The increase in temporary and casual employment over the life of the agreement shows the department has not honoured its undertakings. For example, since February 2012 the number of permanent teachers has decreased by 335, while the number of temporary teachers has increased by 1,481.

The employer has not met its agreed permanency target of 87%. Permanency is currently at an all-time low of 59%.

The Department likes data and meeting KPIs. This is one target that the Office of People and Culture has not met.

The AEU wants the employer to comply with current provisions and change the rules so they cannot ignore agreement outcomes on secure work.

Our proposed fix for the severe level of insecure work has two parts.

Part A • A one-off conversion to permanent across all classifications from teachers to non-teaching staff through to

“DfE has not met its permanency target of 87%. Secure work is at an all-time low of 59%.” swimming and aquatics instructors.

• Compliance with current agreement.

Part B • Improved definitions and processes for conversion to permanent employment after 12 months.

• Increased loadings for successive temporary contracts.

• Improved processes for contract leaders that would see conversion on appointment • Removal of tenure for permanent relief teachers (PRTs). n

Improved country provisions The AEU is fighting to ensure that country students get the same quality public education as those in metropolitan schools.

We believe the Government needs to invest in attracting and retaining staff so that all country schools remain viable.

Country schools need strong educational leadership to support and develop teachers, overcome professional isolation and develop critical connections with community.

The tyranny of distance, lack of relief staff and inadequate offerings mean access to professional development is a massive concern for country members.

Improved access to specialist support is vital to ensuring teachers are supported

8: www.aeusa.asn.au/join

Join online today

in their role and that students access a broad, quality curriculum.

Through enterprise bargaining we want to: • Increase the quantum of the country incentives allowances.

• Extend the incentives beyond the current five-year limit so all teachers working in zones 2 to 5 schools are paid the allowance.

• Extend the incentives to others, particularly TRTs and support staff.

• Address the shortage of relief staff.

• Improve access to PD, including: - individual allocation of PD time and funding - relief teachers to enable release - funding for travel to the metropolitan area.

• Improved access to specialist teachers and support.

Country members raise concerns AEU delegates raised concerns about the employer arranging a general meeting at a time and location that country employees could not attend.

What caused anger was DfE staging a meeting open to all employees but with no plan or arrangements to enable country people to participate.

Delegates raised their concerns with the Office for the Public Sector seeking release time to attend the meeting. They were told bluntly that the department would not accommodate their request.

While the employer may not be interested in hearing the concerns of country employees, the AEU has listened and made country provisions one of our key priorities in enterprise bargaining.

The AEU will be a strong voice at the bargaining table for country employees and their students. (See page 20 for Country Caucus report).

Country conditions standing committee Information on the AEU Country Conditions Standing Committee and who represents you can be found at:

www.aeusa.asn.au>Your Interests >Country n

State of education - SA has: Country teachers

2,484

Country non-teaching staff 1,307 Country students Country schools

30,523 172

11

9:I5am – 3:30pm

Friday 20 July

AEU SSO CONFERENCE 2018

The Earl of Leicester Hotel, 85 Leicester Street, Parkside

Dinner: 6.00pm

or email Lisa Sigalla on: lsigalla@aeusa.asn.au

Australian Education Union | SA Branch For further info or to register8: www.aeusa.asn.au>events&courses

Authorised by Leah York, Branch Secretary, Australian Education Union | SA Branch, 163 Greenhill Road, Parkside SA 5063 Š 2018

Session 2: Filling in the application

1:15pm - 4:00pm

Day before Conference: Thursday 19 July Reclassification I0:00am - 12:30pm for SSOs: Session 1: An introduction

SSOs

Respect “

RU NENFOCU TAF I NG HSE AD

National TAFE Day 2018 The TAFE City Campus Atrium filled with students and members to celebrate our public TAFE system, writes AEU Organiser Matt Coffey.

A

great part of the work we do at the AEU is having the opportunity to celebrate the fantastic achievements, programs and initiatives going on across public education in South Australia.

On Tuesday 19 June, we had the chance to celebrate with our TAFE members and their students for National TAFE Day. TAFE has enriched the lives of thousands of South Australians. From new migrants learning English and building on the rich diversity of our state, apprentices building the skills of their trade, established workers rebooting their skills for an everchanging economy and those who rely on it for a second chance, TAFE is absolutely essential.

14

“Education is an investment not a cost.

It transforms our lives ...

It should not be for sale.”

Tammy Franks, Greens MLC

Unfortunately, we have seen TAFE attacked by both the major parties in this state. Labor introduced the retrograde ‘Skills for All’ policy – a shameful experiment in corporatisation and contestable funding. This saw many of our most experienced lecturers and staff made redundant and replaced with a largely casualised workforce. Funding cuts to the tune of $100 million as well as campus and course closures across

TAFE: too good to lose in SA! the state were part of the collateral damage.

It was only as it became an election issue that Labor committed 70% of Vocational Education and Training (VET) sector funding for TAFE and a reinvestment of $100 million. This was clearly due to the immense pressure placed on them by the AEU, lecturers, students and the community.

We know the South Australian Liberals have committed to a model of fully contestable funding for TAFE. This means that for-profit providers will be able to take funding from TAFE and heap further pressure on its future.

To make matters worse, Federal Treasurer, Scott Morrison, announced a further gutting of TAFE funding in the 2018 budget at a time when we need stronger commitment to our public VET provider.

You might think things are pretty bleak for TAFE. However, we know that political parties crumble in the face of continued over page 3

N AT ION A L TAF E DAY 2018

TAFE students have their say!

Photos: Phoebe Gunn, Bassam Ashqar and Jo Frost.

“This is our education. We are investing in our future; not only our personal future, but the future of our community.”

Poppy Mee, former TAFE student

TAFE’s value to the community. AEU President, Howard Spreadbury and Branch Secretary, Leah York told us about the union’s ongoing commitment to fighting for TAFE. Attendees and onlookers were visibly touched by these statements which clearly reiterated their own sentiments and feelings towards the value of TAFE.

community pressure and, if National TAFE Day 2018 showed us anything, it is that we have dedicated TAFE members, students and a community of support rallying around this vital education provider.

We had faculties showcased, including fashion, hospitality and jewellery, with projects and assessment pieces on full display. We even had a cheeky TAFE SA Campus Brewery Summer Ale on show which the writer of this article may or may not be quietly enjoying over the weekend!

Just take a look at some of the statements of support on this page. Look at the life-changing impact that TAFE is having on students in South Australia.

These are some of the fantastic and tangible outcomes and lifelong skills that are a direct result of our TAFE system.

We need to fight for our TAFE system and ensure it is in public hands so that we can continue to enjoy the amazing opportunities it offers.

We heard from current and former students about the personal value of TAFE for them. Tammy Franks (Greens MLC) and David Garland (representing Frances Bedford MP) both talked about

We must hold our politicians to account and maintain pressure to ensure that the opportunities offered at TAFE will be enjoyed by many generations of South Australians to come. n

ABSOLUTELY

TAFE IS TOO GOOD TO LOSE IN SA!

15

I S S UE I N FOCU S

Understanding performance management

ment priorities, supported regardless of career stage or goals.

What to know if it happens to you. Coordinator of Organisers Andrew Gohl explains.

T

he AEU accepts the need for quality performance development and fair managing of underperformance in the interests of a strong and credible public education system.

Within these however it must be recognised that all education workers progress along a capacity spectrum aided by experience and professional development. Most of us begin with a long way to move along that spectrum.

This is why the AEU’s New Educators successfully lobbied for additional NIT for new teachers. Most of us become good teachers, some achieve greatness in the eyes of students and, it must be said, very few do neither and contribute to others’ burden and undermine the credibility of the system.

In such a people-centered profession, our ability to build relationships and teach well are dependent on our wellbeing. It is often overlooked that education requires significant professional and emotional commitment. From timeto-time everyone experiences challenging personal situations, which impact our capacity to meet these commitments.

Examples include our own physical and mental health, the impact of a family crisis or a relationship breakdown. A reasonable line manager recognises this

16

“The AEU will always provide support to all members to ensure a fair process.” and implements measures to assist employees through the inevitable rough patches. Most people empathise when these situations occur and ‘get around’ their colleagues.

The Department for Education Performance and Development Policy Objectives (4.4, p.6) stress: • The importance of enabling early intervention and support, collaborative processes which support growth • Development and improvement and the promotion and protection of personal wellbeing.

Principles (4.5, p.6) underpinning Performance Management and Development include: • Mutual respect and constructive twoway feedback underpinning professional relationships • Recognition and appreciation for the contributions of individuals and teams • Ongoing personal and professional development aligned to improve-

Sometimes these good intentions are ignored in implementation. This is not good enough as early intervention and protection of wellbeing are essential, especially when dealing with personal circumstances that inhibit performance.

Never easy Managing unsatisfactory performance is always fraught, given the high stakes career consequences. The Department’s Managing Unsatisfactory Performance Guidelines Policy is founded on the following principles: • Honesty, openness and transparency • Natural justice and procedural fairness • Clearly specified expectations • Evidence based • Safe and supportive working environment.

AEU support for a member identified as underperforming involves working with them and a member leader at the outset to develop a fair process and identify matters requiring change. Once these are agreed, AEU officers play no further role and step away in the expectation that processes meet the stated principles. AEU involvement provides comfort to the underperforming member, enabling engagement in the process, and assures the leader that the process is recognised by the union as supportive and fair.

Members undergoing performance management can reasonably expect an agenda prior to a meeting and the right to a support person. According the Department’s policy, support persons: “may also raise issues regarding principles of natural justice and procedural fairness but may not act as an advocate.” (p.15, Support Person, Managing Unsatisfactory Performance Guideline, July 2014). Minutes should be agreed to, or if not possible, discrepancies noted and submitted.

Very rarely it emerges that the process is victimisation motivated by a preexisting conflict or as a result of union activism or exercising one’s workplace rights. Sometimes age is cited as an issue by members. continued over page 3

VICE PR E S I DE NT ’S R E PO RT The Department’s official Code of Ethics states: “Conflicts of interest can involve: hostility as well as friendship within a relationship.” Verified evidence of a pre-existing hostile relationship is cause for a formal complaint to be resolved prior to any underperformance process. Indicators of victimisation include lack of verified evidence and overreach i.e. matters for improvement that go beyond the verified matters of concern.

Natural justice Members and support persons are advised to familiarise themselves with DfE Performance and Development Fact Sheet Seven – ‘Principals of Natural Justice and Procedural Fairness.’ This is an excellent synopsis of the meaning of its title and highlights two important components: ‘The hearing rule’ and ‘The bias rule.’

The hearing rule insists that a person whose interests may be adversely affected is given the opportunity to be heard. Allegations may be put in writing and the employee can respond orally or in writing.

The bias rule requires the decision maker be disinterested and/or unbiased.

The application of the bias rule is most easily established when the accuser is also the decision-maker or participates in the investigation or gives advice. n

IN SUMMARY • All employees should have access to regular and negotiated performance and development meetings.

• Issues should be identified at these meetings in a timely manner and members given opportunity to indicate the types of support, including professional development and observation, that will assist improvement.

• Where underperformance remains unresolved, supportive efforts should be made by all parties to engage and meet time bound measures addressing verified areas of concern.

• Concerns such as victimisation should be raised by members as soon as possible (ideally before formalisation of any underperformance process) citing the relevant sections of the Code of Ethics. n

Year Seven on the move Vice President Lara Golding is concerned.

South Australia is now the only state where Year 7 is taught in primary school. This has been a long -running debate, particularly since Queensland and WA moved it into the secondary sector. The new State Government intends to move Year 7 into high school in the next few years, a Liberal policy since 2013.

It is unclear whether this the right move, and among AEU members there are diverse opinions. The AEU has previously sought member views on this issue and we are doing so again. I have received emails from many of you already. While some argue for the change to occur quickly, others warn of dire consequences.

Two years ago, our Curriculum and Professional Development Committee developed a position paper on this issue. Its key messages were: • Year 7 and 8 teachers should have the same industrial entitlements to non-contact time • physical spaces for Year 7 should be appropriate for their maturity • transition programs should be supported.

The paper called on the department to develop and fund an appropriate model to support Year 7 students, their teachers and the educational communities that nurture them, within a middle schooling setting.

What we know is moving Year 7 students will be incredibly expensive. I have not seen any compelling evidence that our students will benefit socially or academically from the change.

From my experience as a Year 8 teacher, some of my students would have been ready for high school in Year 7 while others struggled with a middle school timetable in Year 8. If it were up to me, I would spend the money on reducing class size, employing more SSOs and giving teachers time to collaborate and improve their practice.

“If it were up to me, I would reduce class size, employ more SSOs and give teachers time to collaborate.”

As a Science teacher I do however see advantages for students to be able to access specialist equipment. I also understand the difficulties of teaching the Year 7–8 curriculum between two sites. I am prepared to accept that the move will happen and am excited about the possibilities that it may bring (as long as our entitlements are protected and no school closes as a result, of course!)

This is an opportunity to re-imagine middle schooling in South Australia. If you were in charge of the change, what would you want it to look like? If you could build brand new middle school classrooms, what would they look like and how would they function? How would you arrange the curriculum and what pedagogy would you employ? What countries have excellent models and how can we adapt them to our state?

During enterprise bargaining negotiations we have raised concerns arising from the proposed shift, including employment security, class size, noninstruction time and professional development. We will continue to pursue these.

Our union acts not only to improve our working conditions, but also as a strong professional voice. While we will be working hard to ensure that entitlements such as principal classification, ongoing employment and job descriptions are maintained, we will also be making our professional expertise heard on this key development.

We have established a Year 7 at High School Working Group to consult with members on the change. We want to hear your concerns: what industrial protections will we need? What are your professional views on curriculum, timetabling, pedagogy and social justice? n

We want to hear your concerns, opinions or feedback. : lara.golding@aeusa.asn.au Email me on:

8

17

2018

*UPCO M I NG EVE NT

INTERVIEW

SECURE OUR JOBS

NATIONAL Yet another SUPPORT successful conversion STAFF WEEK AEU Organiser Lisa Sigalla talks to SSO 13 – 17 August

Leonie Lattin from Gordon Education Centre. three separate occasions over several years. The reason they kept giving for knocking me back was: “Uncertainty about the number of students enrolling” and that “the school already had too many permanent SSOs.”

DISGRACEFUL DATA! • 46% of School Services Officers • 50% of Aboriginal Education

Workers... and a massive • 81% of Early Childhood Workers ...do not have permanent work.

JOURNAL: What did you do to become permanent?

Respect for support staff means secure employment and a living wage.

Currently only 54% of SSOs, 19% of ECWs and 50% of AEWs are permanent.

This is not good enough and it does not show respect for the work these AEU members do.

A ‘Living Wage’ is what’s required to meet the current cost of living. At current salary rates, for an AEW1, that means 25 hours per week, for an SSO1 that means 30 hours per week and for an ECW1, 40 hours per week. If our members don’t have enough hours, they may have great difficulty meeting cost of living expenses.

JOURNAL: How long have you worked as an SSO and where have you worked during that time?

This National Support Staff Week we need ECWs, AEWs and SSOs to tell us your stories. Give us the information we need to fight for increases in permanency and hours of work. n For more information please call the AEU Information Unit on 8172 6300.

TAKE ACTION!

• Sub-branches and Work Groups: Celebrate and acknowledge the fantastic work of support staff in your schools and preschools.

• Send pictures of your celebrations for publication on our Facebook page: facebook.com/aeusa or in the AEU Journal at:

8: journal@aeusa.asn.au • Help us help you – AEU Survey:

Closer to the event, a survey will be made available to all support staff members. This information will be vital in our fight for your rights so please participate. n

18

LEONIE: 16 years. I worked at Warrnambool Special Development School for the first six years. I then moved back home to Mount Gambier and have been employed at Gordon Education Centre for the past decade.

JOURNAL: What do you love about your job?

LEONIE: Working in Special Education is challenging and rewarding. There are times where you can laugh and cry in the one day. The best part is helping my students achieve and become independent young people. I am passionate about putting a smile on students’ faces and making them feel safe and worthwhile.

JOURNAL: What impact did being on contract year after year have on you?

LEONIE: Being 57 and not permanent was an uneasy feeling. I have worked hard and completed a CERT 3 in SSS disability stream, CERT 4 in Education Support and a Diploma in Youth Justice, and hundreds of hours in other training.

I also gained my reclassification .

Not being permanent made it difficult to get a loan. I wrote to the PAC on

LEONIE: I contacted the AEU SSO Organiser, Lisa Sigalla about applying.

She was very obliging and helped me get my paperwork together. Within a matter of weeks a date had been set for me to attend the Position Tenure Review Panel with the Department and the AEU. A few days before the scheduled meeting, my Principal had a call from the department to say I had been granted permanency!

JOURNAL: How does it feel now that you are permanent?

LEONIE: A weight immediately lifted from my shoulders, although it still took a few hours to sink in. I can now say proudly, I am a permanent employee with DfE. JOURNAL: What would you say to other contract SSOs who aren’t AEU members?

LEONIE: The AEU have been wonderful and I thank all who have helped me gain permanency. I recommend all SSOs join the AEU. The training, advice and support are first class. I have attended many union SSO conferences over the years and learnt a lot and been inspired.

Our new AEU Reps at Gordon have received training and come back inspired and better able to assist staff.

We have signed up a few more staff since my permanency.

Thank you AEU!

n

*SSO Conference 2018 Pull out the poster from the inside centre spread and place on your site’s noticeboard.

8: www.aeusa.asn.au>Secure Our Jobs

WO M E N’S FOCU S

KNOW YOU R R IG HTS

Paid maternity leave... ... more than once without returning to work? Absolutely!

Respect at the 2018 Women’s Conference AEU Women’s Officer Tish Champion reports.

O

pening with a screening of Made in Dagenham, our 2018 Women’s Conference held June 15–16 brimmed with positive tales of Respect.

Made in Dagenham is a recount of the 1968 strike at the Ford car plant in London’s east end. Female workers rejected being classified as unskilled and paid far less than their male counterparts. These women demanded Respect and with strong action, they got it.

Building on the AEU’s Respect campaign, guest speakers shared stories of demanding Respect in male dominated fields.

Jockey Clare Lindop spoke of her dislike at being called a ‘female jockey’, preferring to be known simply as ‘a jockey’. She believes horseracing is one of the few sports in which gender is irrelevant. “The animals are the true heroes in horse racing,” she told attendees. “The jockey is really just the driver. It makes no difference if they are male or female.”

AFLW Crows player Eloise Jones explained what it takes to get to the top of her sport. Gruelling training and travel on top of having to work full-time certainly make for a busy life as a 19-yearold. Eloise is currently playing for the

1 Guest Speakers: Jockey Clare Lindop (left) and AFL star Eloise Jones (right) both spoke about their careers in male-dominated professions.

NT Thunder in the VFLW. While women’s football is mostly well received by the public, Eloise said players do experience some negativity from total strangers who seem to go out of their way to criticise what they do.

She is optimistic that as the years roll on, so too will those who don’t appreciate the dedication and passion of women footballers.

We also heard from AEU Federal Women’s Officer Olivia Brown, who is ex-military, and MP Frances Bedford who ran as the independent candidate for Florey – and won!

Another successful conference thanks to the hard work of our Status of Women Consultative Committee. n

When a colleague told Wendy-Lynne she should have received paid maternity leave for the three children she had while on extended parenting leave, the first thing she did was call the AEU. A very wise decision, which resulted in some most welcome backpay.

I clearly remember first hearing from Wendy-Lynne in early 2017. She tentatively explained how a friend had told her she might be eligible. She had taken paid maternity leave followed by unpaid leave for her first two children. That leave kept getting longer as she proceeded to have three more children without returning to work and without claiming any paid leave.

Unbeknown to her, the Enterprise Agreement (EA) had changed in 2008 to allow a permanent employee to take subsequent paid maternity leave without having to return to work. All it took was the removal of one word from the EA Clause: “immediately.”

Previously an employee who had 12 months service ‘immediately’ prior to birth was entitled to paid maternity leave. Removing ‘immediately’ meant a permanent employee only needs 12 months service at any point prior to taking paid maternity leave. Returning to work is not necessary to receive paid leave each time you have a child.

The AEU was able to secure a retrospective lump-sum payment for the three lots of paid maternity leave Wendy-Lynne had missed out on. n

“I had no idea I could claim this. The union was integral in me receiving this payment. Thank you.

It has changed our lives.”

Wendy-Lynne Planning paid maternity leave? Make sure you know your rights and entitlements! AEU members can call the AEU:

8172 6300.

19

SA S UPE RA N N UA NTS

AE U COU NTRY C A U CU S

Are you retired?

About to retire?

SA Superannuants

is an Association founded it 1927 that endeavours, primarily, to represent retired State public servants in receipt of the now closed State Pension. It also welcomes members from other State super schemes and takes an active interest in those schemes. The Association holds General Meetings, February to November at the Pilgrim Centre, Flinders Street at 1.00pm on the last Monday of each month. A regular activity at these meetings is a Guest Speaker.

Guest speakers for the remainder of 2018 and for the AGM in 2019 have been confirmed as:

JULY 30 Major Chris Roe AMOSA (Army Museum of South Australia) SA Military history and 100th Anniversary of the end of World War I.

AUGUST 27 Jonathan Robran “Operation Flinders” – Working with at risk young people.

SEPTEMBER 24 Rebecca Fuller The Legal Services Commission of SA Wills, Power of Attorney, and Advanced Care Directives.

OCTOBER 29 Presenter from Arthritis Foundation of SA – Types of Arthritis and their Treatment.

NOVEMBER 26 Patrick McMurray The Wilderness Foundation: The Murray Darling Basin to be followed by afternoon tea.

FEBRUARY 25, 2019 AGM: Election of Officebearers for 2019 Guest speaker: Kelly Vincent, Disability consultant and former Parliamentarian; Disability Services in South Australia. n For further information please go to the website:

www.sasuperannuants.org.au or contact the Secretary, Christine Venning: phone: 8339 4871 or email: venncm@gmail.com 20

1 A great turn out of country caucus members prior to the recent Branch Council on Saturday 2 June.

Respecting Country Educators Planning the next steps in the battle for equity for country education.

B

efore Branch Council on June 2, delegates shared breakfast and stories about the issues that are biting in rural and remote schools and preschools.

It was great to hear voices representing all regions of the state. Guided by the AEU’s Country Conditions Committee, with assistance from AEU officers, we explored the elements of our 7-point plan for Enterprise Bargaining that are crucial for those working outside Adelaide.

Nobody was surprised to hear that the hot issues are still lack of relief staff (we need more PRTs!), poor ICT facilities, difficulty accessing PD and complexity of classes.

Trying to provide subject choice with reduced specialist teachers and less resources results in multi-year classes and, in many cases, two or more subjects being taught in the one class! This is not fair on students or teachers.

Add in abysmal access to support services and poor community resources and the workload becomes unsustainable – not to mention the impact on morale and wellbeing.

Many country sites have small or oneperson leadership teams and staff end up being a ‘Jack of all trades.’

Members in country schools and preschools are still highly disadvantaged in trying to access appropriate and affordable professional development with

“We call upon all country members to recruit your colleagues to the AEU.” some literally having to travel days to get to Adelaide and back. Country Incentives need to be improved and ongoing.

Overall, there was great sense of camaraderie and a commitment to work together. We resolved to engage and activate fellow members to stand shoulder to shoulder in the battle for respect and equity for country education.

Members penned their own personal examples of these issues. These stories provide powerful evidence of what is happening in the field. If you have a country issue story, please email us:

8: eb@aeusa.asn.au

UNITED WE STAND!

We call upon all country members to recruit your colleagues. Join the AEU

online at:

8: www.aeusa.asn.au/join

Stay informed and active and join the fight for a better deal for the country. n Anne Beinke, AEU Organiser Country Focus

Country AEU members DEMAND! • Improved country incentives • More relief staff • Improved access to specialist teachers and specialist support • Improved access to training and development. n

U N ION TRAI N I NG A N D PROF E S S ION A L DEVE LOPM E NT PRO G RA M 2018

Union Training

Application Writing for Ancillary Positions

Sub-Branch Secretary Refresher Course

DETAILS: A half day practical workshop to assist in applying for ancillary positions in DfE. This session will include types of applications, writing to criteria, interview ideas and using examples. Plus referee and interview information.

Friday 24 August

9.15am – 3.30pm

DETAILS: For Sub-Branch Secretaries who have been fulfilling the role for a period of time and those who have previously completed the Workplace Rep Training more than 3 years ago and would like their skills refreshed.

Wednesday, 18 July

10.00am – 1.00pm

OPEN TO: AEU financial members only.

COST: AEU SA members: $11 per session

We look at new information and consider frameworks for decision making and grievance handling.

Reclassification for SSOs Workshop – 2 parts

OPEN TO: AEU Sub-Branch Secretaries. COST: Free.

Session 1: An Introduction

Recruitment will also be a focus of this session.

Professional Development 10.30am – 12.30pm

Thursday, 9 August [Repeat]

4.30pm – 6.30pm

Thursday, 6 September [Repeat]

4.30pm – 6.30pm

DETAILS: A 2-hour practical workshop to assist in applying for DfE local selection teaching positions. This workshop will provide information regarding the writing of your personal statement for teacher positions.

OPEN TO: AEU members and potential members. You may join the AEU to attend these sessions.

COST: AEU SA Members – $22 per session and Potential Members – $66 per session.

Application Writing for Teaching Positions (STUDENT MEMBERS ONLY) Monday, 10 July

10.30am – 12.30pm

DETAILS: This student/graduate focus workshop will place emphasis on navigating DfE processes. A 2-hour practical workshop to assist in applying for DfE local selection teaching positions. This workshop will provide information regarding the writing of your personal statement for teacher positions.

OPEN TO: AEU final year student members.

COST: AEU SA Student Members – $22 per session.

Application Process for Leadership Positions Thursday 12 July

Session 2: Filling in the Application

10.00am – 12.30pm

1.15pm – 4.30pm

DETAILS: Members can select to register for one workshop or both depending on where they are at in the process. *Please note Session 2 (filling in the application) will be hands on and participants will begin the writing process.

Application Writing for Teaching Positions Monday, 9 July

Thursday, 19 July

10.00am – 2.00pm

Thursday 13 September [Repeat - modified] 4.00pm – 7.00pm DETAILS: This session will focus on the process of the merit selection system, written application and annotated CV, working with referees and interview techniques. Principals and Chairpersons provide advice regarding the application process, standing out via written application, what panels look for and interview tips.

This session is interactive and does not focus on handouts, as such we encourage members to attend in person..

OPEN TO: AEU Financial members in non-teaching positions.

COST: $11 per session. Both sessions $22.

AEU SSO Conference Friday, 20 July

9.15am – 3.30pm

A one-day conference for SSOs. This conference will look at topics as requested by SSO Friday 20 July members to ensure they have the skills and 9:I5am – 3:30pm knowledge to discuss the enterprise agreement and negotiations, entitlements for SSOs as well as keeping yourself safe in dangerous SSOs situations, wellbeing and the non-teaching role on PAC. We will also hear from the Department for Education (DfE) on where EMS is up to.

AEU SSO CONFERENCE 2018

Respect

Day before Conference: Thursday 19 July Reclassification I0:00am - 12:30pm for SSOs: Session 1: An introduction 1:15pm - 4:00pm

Session 2: Filling in the application

Dinner: 6.00pm

The Earl of Leicester Hotel, 85 Leicester Street, Parkside

Authorised by Leah York, Branch Secretary, Australian Education Union | SA Branch, 163 Greenhill Road, Parkside SA 5063 © 2018

Australian Education Union | SA Branch 8: www.aeusa.asn.au>events&courses

For further info or to register

or email Lisa Sigalla on: lsigalla@aeusa.asn.au

The Anne Nutt Award will be presented on this day.

OPEN TO: AEU SA SSO members. COST: Free.

*Pull-out poster in centre spread and display in your sites.

AEU SA 2018 new series of workshops for TRTs Tuesday 14 August

4.30pm – 6.30pm

Tuesday 06 November

4.30pm – 6.30pm

WORKSHOP 3: ‘Keeping Yourself Safe’ WORKSHOP 4: ‘Mindfulness for TRTs’

DETAILS: Keeping up to date with current professional learning developments for dedicated relief teachers can come with challenges. In 2018, the AEU SA launch a new series of TRT specific workshops looking at industrial and professional matters for teachers who are choosing to work as casual relief teachers.

OPEN TO: AEU TRT members and potential members. You may join the AEU to attend these sessions.

COST: TRT members: $11 per workshop. Potential members: $66 per workshop. No travel support available.

OPEN TO: AEU SA members. COST: $22 per session.

8: training@aeusa.asn.au

Further info on any events and courses, email Sam Lisle-Menzel at:

8: www.aeusa.asn.au>events & courses

To register go to:

21

BOARD ELECTIONS

Super SA and Funds SA Board Elections AEU Branch Executive has endorsed two candidates for the forthcoming Super SA and Funds SA Board elections.

A

re you an active or preserved member of either the Pension, Lump Sum or Triple S schemes?

If so, you are entitled to one vote in the election of two members to the South Australian Superannuation Board (Super SA Board) and one vote in the

election of one member to the Superannuation Funds Management Corporation of South Australia Board (Funds SA Board).

THE BALLOT: opens on Monday 30 July and closes on Friday 24 August 2018.

Leah York BA, Dip Ed, B Ed,

LLB (Hons), GDLP, GAIST.

Kevin Crawshaw

BSc (Hons), Dip Ed, MBA, FAICD.

As the current member-elected director, I am pleased to report that Funds SA continues to perform well, with the balanced, tax-exempt option delivering 8.9% pa for the five years to 30 April 2018 compared with the benchmark of 8.1%.

This outperformance is driven by a competent board and management team working together to maximise returns while having careful regard to risk.

Importantly, over recent years we have fine-tuned governance arrangements so that members can be confident that each investment decision is soundly researched and performance is closely monitored.

In addition to my investment experience with Funds SA, I have a proven record over a long period as chairman and director of Savings & Loans Credit Union, as director of Health Partners (currently chairing its Risk Committee) and as director of Northern Futures.

As a former teacher, medical scientist, hospital CEO and PSA Secretary, I truly understand the importance of superannuation to all members and am committed to work diligently in your best interests.

I thank members for your support in previous years and ask you again to vote for me so that I can continue this important work.

Superannuation is too important to be left to chance.

FUNDS SA BOARD

SUPER SA BOARD

We face complex challenges in the Superannuation and Government sectors, making strong representation on the Board essential. I can provide this.

My proven track record in the following roles I currently hold has ensured the interests of all contributors across the public sector and beneficiaries of superannuation and income protection products are protected and enhanced: • SA Government Superannuation Federation, President and Chair (since 2011) • Super SA Board, Deputy Member (for former PSA Secretary Jan McMahon) (since 2001) • Super SA Member Services Committee, Member (since 2003) As Branch Secretary of the AEU (SA), I have successfully lobbied and advocated for members’ rights and conditions, and defended against Government proposals that would disadvantage members of the State Superannuation Schemes.

I am appointed as a Director of the Superannuation Funds Management Corporation (Funds SA Board) until 2021 – the body that makes the investment policy and decisions about State Superannuation funds under management. I will be an effective representative for you by undertaking these complementary roles.

I am seeking your support to ensure your voice is heard and to provide the diligent and accountable representation needed to guarantee a secure future for all contributors and beneficiaries.

Superannuation is too important to leave to chance.

*Please note that subject to the AEU (SA Branch) Policy – Sitting Fees, Honoraria or Remuneration Attached to an Appointment – any associated remuneration received by an AEU Officer or employee will be paid to the AEU. n

PUBLIC EDUCATION Email: respect@aeusa.asn.au to order your RESPECT bumper stickers.

22

RU PROF N N I NG LE H E AD

COU NCI L DAT E S FO R 2018

Give it a go!

Branch Council Meeting

Mount Barker PS Sub-branch Secretary Marika Marlow on how to keep the union strong at your site.

7 AEU veteran Marika Marlow believes the union is about all of us standing together. of the benefits of joining the AEU. I offer some examples of how the union has helped others and give them an information pack. All sub-branch members are asked to recruit; the AEU is all of us working together.

Saturday, 25 August Saturday, 17 November

TAFE Divisional Council Meeting Friday, 24 August Friday, 16 November

NEW EDUCATORS INFO Join us and have your voice on FACEBOOK for info, updates, tips and tidbits!

www.facebook.com/ groups/NEN.AEU.SA

JOURNAL: How do you keep members in your sub-branch informed?

JOURNAL: How long have you been teaching?

MARIKA: I am approaching my 40th year! Since my first appointment in 1979 I have taught in 20 different schools.

JOURNAL: Why did you join the AEU? MARIKA: To add my voice to the many in our journey for improvements in wages and conditions; the gains that have provided equal opportunities for all and curriculum entitlements.

JOURNAL: Why did you take on the role of Sub-branch Secretary?

MARIKA: I believe the AEU is all of us standing together. I have endeavoured to keep my colleagues informed and supported and have their voices heard. I want them to see themselves as integral and valued members of the union.

JOURNAL: Why is it important be an AEU member?

MARIKA: To know you are part of a democratic organisation that is here to represent us and our profession. Other benefits include support in legal matters, industrial advocacy, opportunities to network, T&D and an excellent information unit.

JOURNAL: How do you start the recruitment conversation?

MARIKA: Introduce yourself as the SubBranch Secretary and ask if they know

MARIKA: I send out a newsletter once or twice a term outlining the latest state and federal campaigns and the minutes of the latest sub-branch meeting. The key is to keep members informed through honest and respectful dialogue and acknowledge their concerns.

JOURNAL: What advice would you give to members interested in becoming a Sub-branch Secretary?

http://twitter.com/aeusa

MARIKA: We always advise our students to take a risk, so give it a go. You will have the opportunity to build collegiality among your peers and be part of the decision-making process.

You are also developing your leadership skills. You don’t have to know it all and be perfect – the AEU provides support and advice. n Jan Murphy, AEU Organiser

“Marika has been an enormous support to me since joining Mt Barker PS 18 months ago. Within my first week of teaching, she encouraged me to join the union and has been instrumental in campaigning to move my contract to permanency, taking my case to the sub-branch.”

Steve Gallagher

Enquire now

(08) 8285 6900

enquiries@busesrus.com.au

23