/RIGS_Agreement_EB4 by Dave Tehan

Form 40

Application for certification of agreement Industrial Relations Act 1999, section 156

R.139(1)

(Form to apply for certification of an agreement)

QUEENSLAND INDUSTRIAL RELATIONS COMMISSION Industrial Relations Act 1999, s 156. THE CORPORATION OF THE TRUSTEES OF THE ORDER OF THE SISTERS OF MERCY IN QUEENSLAND THE TRUSTEES OF THE SISTERS OF THE BRIGIDINE CONGREGATION CORPUS CHRISTI COLLEGE (ACN 050 874 354) LORETO COLLEGE COORPAROO LOURDES HILL COLLEGE (ACN 010 639 460) MOUNT ALVERNIA COLLEGE LIMITED (ACN 092 899 075) MT ST MICHAEL’S COLLEGE LIMITED (ACN 058 186 520) ST RITA’S COLLEGE LIMITED (ACN 054 678 349) THE COMMUNITY OF URSULINE NUNS ST URSULA’S COLLEGE LIMITED (ACN 054 678 358) AND THE QUEENSLAND INDEPENDENT EDUCATION UNION OF EMPLOYEES THE AUSTRALIAN LIQUOR, HOSPITALITY AND MISCELLANEOUS WORKERS’ UNION – QUEENSLAND BRANCH, UNION OF EMPLOYEES THE QUEENSLAND NURSES’ UNION OF EMPLOYEES THE PLUMBERS AND GASFITTERS EMPLOYEES’ UNION OF AUSTRALIA, QUEENSLAND BRANCH, UNION OF EMPLOYEES THE TRANSPORT WORKERS’ UNION OF AUSTRALIA, UNION OF EMPLOYEES (QUEENSLAND BRANCH) THE CONSTRUCTION, FORESTRY, MINING AND ENERGY, INDUSTRIAL UNION OF EMPLOYEES, QUEENSLAND THE SHOP, DISTRIBUTIVE AND ALLIED EMPLOYEES ASSOCIATION (QUEENSLAND BRANCH) UNION OF EMPLOYEES THE AUSTRALIAN MUNICIPAL, ADMINISTRATIVE, CLERICAL AND SERVICES UNION, CENTRAL AND SOUTHERN QUEENSLAND CLERICAL AND ADMINISTRATIVE BRANCH, UNION OF EMPLOYEES (No.CA

of 2003 )

APPLICATION FOR CERTIFICATION OF THE RELIGIOUS INSTITUTE GIRLS’ SCHOOLS CATHOLIC EDUCATION EMPLOYING AUTHORITIES IN QUEENSLAND CERTIFIED AGREEMENT 2003 Form 40, R.139(1).

TO:

The Industrial Registrar, Industrial Registry, Level 14, Central Plaza 2, 66 Eagle Street, (Corner Creek and Elizabeth Streets), Brisbane 4000, GPO Box 373, Brisbane Q 4001 Phone: (07) 3227 8060, Fax: (07) 3221 6074

THE AGREEMENT, attachment A, having been made under the Industrial Relations Act 1999 on , BETWEEN The Corporation of the Trustees of the Order of the Sisters of Mercy in Queensland, The Trustees of the Sisters of the Brigidine Congregation, Corpus Christi College (ACN 050 874 354), Loreto College Coorparoo, Lourdes Hill College (ACN 010 639 460), Mount Alvernia College Limited (ACN 092 899 075), Mt St Michael’s College Limited (ACN 058 186 520), St Rita’s College Limited (ACN 054 678 349), The Community of Ursuline Nuns, St Ursula’s College Limited (ACN 054 678 358) AND The Queensland Independent Education Union of Employees, The Australian Liquor, Hospitality and Miscellaneous Workers’ Union – Queensland Branch, Union of Employees, The Queensland Nurses’ Union of Employees, The Plumber and Gasfitters Employees’ Union of Australia, Queensland Branch, Union of Employees, The Transport Workers’ Union of Australia, Union of Employees (Queensland Branch), The Construction, Forestry, Mining and Energy, Industrial Union of Employees, Queensland, The Shop, Distributive and Allied Employees Association (Queensland Branch) Union of Employees, The Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees. All the parties to the agreement now seek certification of the agreement under chapter 6, part 1 of the Act. All the party’s signatures appear below. The information required under the Industrial Relations Regulations 2000, section 9 and any other information in support of the application is set out in the affidavit of Terrence Patrick Burke which is the attachment marked B. Particulars of current or previous certified agreement(s) (a) Catholic Education Employing Authorities in Queensland Certified Agreement 2000 (CA 748 of 2000) (b) All Hallow’s School Enterprise Bargaining Agreement Certified Agreement 1999 (CA 428 of 1999) (c) Brigidine College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 381 of 1999) (d) Corpus Christi College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 379 of 1999) (e) Loreto College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 380 of 1999) (f) Lourdes Hill College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 387 of 1999) (g) Mt Alvernia College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 386 of 1999) (h) Mt St Michael’s College Ltd Enterprise Bargaining Agreement Certified Agreement 1999 (CA 382 of 1999) (i) St Rita’s College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 385 of 1999) (j) St Ursula’s College, Toowoomba Certified Agreement 1999 (CA 383 of 1999) (k) St Ursula’s College, Yeppoon Enterprise Bargaining Agreement Certified Agreement 1999 (CA 384 of 1999) This agreement does not replace the agreements in (a) to (k) etc above Dated: (day, month and year)

Signed for and on behalf of the Corporation of the Trustees of the Order of the Sisters of Mercy in Queensland

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Trustees of the Sisters of the Brigidine Congregation

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Corpus Christi College (ACN 050 874 354)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Loreto College Coorparoo

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Lourdes Hill College (ACN 010 639 460)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Mount Alvernia College Limited (ACN 092 899 075),

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Mt St Michael’s College Limited (ACN 058 186 520)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of St Rita’s College Limited (ACN 054 678 349)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Community of Ursuline Nuns

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of St Ursula’s College Limited (ACN 054 678 358)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Queensland Independent Education Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Australian Liquor, Hospitality and Miscellaneous Workers’ Union – Queensland Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Queensland Nurses’ Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Plumber and Gasfitters Employees’ Union of Australia, Queensland Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Transport Workers’ Union of Australia, Union of Employees (Queensland Branch)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Construction, Forestry, Mining and Energy, Industrial Union of Employees, Queensland

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Shop, Distributive and Allied Employees Association (Queensland Branch) Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

This agreement is certified under the Industrial Relations Act 1999, chapter 6, part 1. (Signature) (name of commissioner)

Industrial Commissioner Filed on

, certified by the commission and given Register No (day, month and year)

(number and year)

in the Certified Agreements Register. Dated (day, month and year)

Operative date:

Industrial Registrar

(Last page)

PARTICULARS OF THE EMPLOYER Name: The Corporation of the Trustees of the Order of the Sisters of Mercy in Queensland Business address: c/- All Hallow’s School, 547 Ann Street, Brisbane Address for service: As above Phone number or contact phone number: 3831 3100 Fax number (if any): 3832 6140 E-mail address (if any): Name: The Trustees for the Sisters of the Brigidine Congregation Business address: c/- Brigidine College, 53 Ward Street, Indooroopilly Qld 4068 Address for service: As above Phone number or contact phone number: 3870 7225 Fax number (if any): 3371 8936 E-mail address (if any): Name: Corpus Christi College (ACN 050 874 354) Business address: 23 Donkin Street, Nundah Qld 4012 Address for service: As above Phone number or contact phone number: 3870 7225 Fax number (if any): 3371 8936 E-mail address (if any): Name: Loreto College Coorparoo Business address: c/- Loreto College, 415 Cavendish Road, Coorparoo Qld 4151 Address for service: As above Phone number or contact phone number: 3394 9999 Fax number (if any): 3847 1254 E-mail address (if any): Name: Lourdes Hill College (ACN 010 639 460) Business address: 86 Hawthorne Road, Hawthorne Qld 4171 Address for service: As above Phone number or contact phone number: 3399 8888 Fax number (if any): 3899 1007 E-mail address (if any): Name: Mount Alvernia College Limited (ACN 092 899 075) Business address: c/- Mt Alvernia College, 82 Cremorne Road, Kedron Qld 4031 Address for service: As above Phone number or contact phone number: 3357 6000 Fax number (if any): 3857 2231 E-mail address (if any): Name: Mt St Michael’s College Limited (ACN 058 186 520) Business address: c/- Mt St Michael’s College, 67 Elimatta Drive, Ashgrove Qld 4060 Address for service: As above Phone number or contact phone number: 3858 4222 Fax number (if any): 3858 4299 E-mail address (if any):

Name: St Rita’s College Limited (ACN 054 678 349) Business address: c/- St Rita’s College, 41 Enderley Road, Clayfield Qld 4011 Address for service: As above Phone number or contact phone number: 3862 1615 Fax number (if any): 3262 5039 E-mail address (if any): Name: The Community of Ursuline Nuns Business address: c/- St Ursula’s College, 38 Taylor Street, Toowoomba Qld 4350 Address for service: As above Phone number or contact phone number: 4632 7611 Fax number (if any): 4638 5634 E-mail address (if any): Name: St Ursula’s College Limited (ACN 054 678 358) Business address: c/- St Ursula’s College, Queen Street, Yeppoon Qld 4703 Address for service: As above Phone number or contact phone number: 4939 9600 Fax number (if any): 4939 9610 E-mail address (if any): PARTICULARS OF OTHER PARTIES Name: Terry Burke, General Secretary, Queensland Independent Education Union of Employees Residential or business address: 346 Turbot Street, Spring Hill, Qld 4000 Address for service: as above Phone or contact phone number: (07) 3839 7020 Fax number: (if any): (07) 3839 7021 E-mail address (if any): tburke@qieu.asn.au Name: The Australian Liquor, Hospitality and Miscellaneous Workers Union – Queensland Branch Residential or business address: 3rd Floor, 74 Astor Terrace, Spring Hill, Qld 4000 Address for service: as above Phone or contact phone number: (07) 3831 3355 Fax number: (if any): (07) 3832 4232 E-mail address (if any): lhmuqld@lhnu.org.au Name: Queensland Nurses’ Union of Employees Residential or business address: 56 Boundary Street, West End, Qld, 4101 Address for service: As above Phone or contact phone number: 3840 1444 Fax number: 3844 9387 E-mail address: Name: Construction, Forestry, Mining and Energy Industrial Union of Employees, Queensland Residential or business address: 366 Upper Roma Street, Brisbane, Qld, 4000 Address for service: As above Phone or contact phone number: 3236 2355 Fax number: 3236 2230 E-mail address:

Name: Plumber and Gasfitters Employeesâ&#x20AC;&#x2122; Union of Australia, Queensland Branch, Union of Employees Residential or business address: PO Box 3596, South Brisbane Qld 4101 Address for service: As above Phone or contact phone number: 3844 8433 Fax number: 3844 8233 E-mail address (if any): Name: Transport Workersâ&#x20AC;&#x2122; Union of Australia, Union of Employees (Queensland Branch) Residential or business address: PO Box 452, Cannon Hill Qld 4170 Address for service: As above Phone or contact phone number: 3890 3066 Fax number: (if any) 3890 1105 E-mail address (if any): Name: Shop, Distributive and Allied Employees Association (Queensland Branch), Union of Employees Residential or business address: PO Box 490, Spring Hill Qld 4004 Address for service: As above Phone or contact phone number: 3832 3303 Fax number: (if any) 3832 0168 E-mail address (if any): Name: Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees Residential or business address: PO Box 478, Fortitude Valley Qld 4006 Address for service: As Above Phone or contact phone number: 3252 8666 Fax number: (if any) 3252 1208 E-mail address (if any):

Attachment A

Religious Institute Girls’ Schools Catholic Education Employing Authorities in Queensland Certified Agreement 2003

PART 1 - PRELIMINARY

1.1

Title

1.2

Definitions

1.3

Application

1.4

Date and period of operation

1.5

Posting of agreement

1.6

No further claims

1.7

Objectives of this agreement

PART 2 – RELATIONSHIP TO AWARDS

2.1

Relationship to relevant awards and agreements

2.2

Procedures for preventing and settling disputes

3. 3.1

PART 3 - SALARY AND WAGE INCREASES Salary and Wages Increases

PART 4 – NON-SALARY ITEMS

6 6

4.1

Superannuation

4.2

Professional development

4.3

Resignation notice period

4.4

Curriculum development

4.5

Positions of Added Responsibility and Senior Administration

4.6

Safe Work Practices

4.7

Students with special educational needs

4.8

Vocational education

4.9

School Officers

4.10

Length of school terms

4.11

Stress in the Workplace

4.12

Complaints against employees

4.13

Union development leave

4.14

Banking of authorised overtime

4.15

Health check leave

4.16

Casual loading

4.17

Part-time teachers

4.18

Workplace harassment

4.19

Integrating ICTs into school practice

4.20

Breast-feeding and expressing facilities

4.21

Access to Le ave – Terminally Ill Member of Household

4.22

Job share for school officers and services staff

4.23

Long Service Leave

4.24

Portability of Long Service Leave

4.25

Portability of Sick Leave

4.26

Salary packaging

4.27

Pay slips

5. 5.1

PART 5 – NEW AGREEMENT New agreement

PART 6 – SIGNATORIES TO AGREEMENT

16 16

SCHEDULE 1 – SALARY, WAGES AND ALLOWANCES

SCHEDULE 2 – SENIOR ADMINISTRATION AND POSITIONS OF ADDED RESPONSIBILITY PROVISIONS

SCHEDULE 3 – SCHOOL OFFICER CLASSIFICATION

SCHEDULE 4 - OBJECTIVES

SCHEDULE 5 - SALARY PACKAGING

SCHEDULE 6 – WORKPLACE HARASSMENT

PART 1 - PRELIMINARY 1.1

Title This document shall be known as the Religious Institute Girls’ Schools Catholic Education Employing Authorities in Queensland Certified Agreement 2003.

1.2

Definitions ‘Act’ shall mean the Industrial Relations Act 1999 ‘Catholic education employing authorities’ referred to in this Agreement are defined as follows. (a)

The Corporation of the Trustees of the Roman Catholic Archdiocese of Brisbane (Brisbane Catholic Education); or

(b)

The Roman Catholic Trust Corporation for the Diocese of Cairns; or

(c)

The Roman Catholic Trust Corporation for the Diocese of Rockhampton; or

(d)

The Corporation of The Roman Catholic Diocese of Toowoomba; or

(e)

The Roman Catholic Trust Corporation for the Diocese of Townsville; or

(f)

The Corporation of the Sisters of Mercy of the Diocese of Townsville; or

(g)

The Corporation of the Sisters of Mercy of the Diocese of Cairns; or

(h)

Trustees of the Christian Brothers (Queensland); or

(i)

The Corporation of the Society of the Missionaries of the Sacred Heart; or

(j)

The Corporation of the Congregation of the Oblates of Mary Immaculate; or

(k)

The Trustees of the Marist Brothers; or

(l)

Padua College Limited (ACN 072 639 700); or

(m)

Villanova College (ACN 103 181 362); or

(n)

The Corporation of the Trustees of the Order of the Sisters of Mercy in Queensland; or

(o)

The Trustees of the Sisters of the Brigidine Congregation; or

(p)

Corpus Christi College (ACN 050 874 354); or

(q)

Loreto College Coorparoo; or

(r)

Lourdes Hill College (ACN 101 639 460); or

(s)

M ount Alvernia College Limited (ACN 092 899 075); or

(t)

Mt St Michael’s College Limited (ACN 058 186 520); or

(u)

St Rita’s College Limited (ACN 054 678 349); or

(v)

The Community of Ursuline Nuns; or

(w)

St Ursula’s College Limited (ACN 054 678 358)

In Clauses 4.24 and 4.25, ‘Catholic education employing authorities’ shall mean all of the above employing authorities and Stuartholme School (ACN 091 211 451). ‘Union’ shall mean: (i)

the Queensland Independent Education Union of Employees; or

(ii)

the Australian Liquor, Hospitality and Miscellaneous Workers’ Union – Queensland Branch, Union of Employees; or

(iii)

the Queensland Nurses’ Union of Employees; or

(iv)

the Plumber and Gasfitters Employees’ Union of Australia, Queensland Branch, Union of Employees; or

(v)

the Transport Workers’ Union of Australia, Union of Employees (Queensland Branch); or

1.3

(vi)

the Construction, Forestry, Mining and Energy, Industrial Union of Employees, Queensland; or

(vii)

the Shop, Distributive and Allied Employees Association (Queensland Branch) Union of Employees; or

(viii)

The Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees.

Application This Agreement shall apply to those employees who are employed by the: (a)

The Corporation of the Trustees of the Order of the Sisters of Mercy in Queensland

(b)

The Trustees of the Sisters of the Brigidine Congregation

(c)

Corpus Christi College

(d)

Loreto College Coorparoo

(e)

Lourdes Hill College (ACN 101 639 460)

(f)

Mount Alvernia College Limited (ACN 092 899 075)

(g)

Mt St Michael’s College Limited (ACN 058 186 520)

(h)

St Rita’s College Limited (ACN 054 678 349)

(i)

The Community of Ursuline Nuns

(j)

St Ursula’s College Limited (ACN 054 678 358)

who are signatories to this Agreement and who are covered by the following awards and industrial agreements (or any Award which may replace any of the named instruments): (i)

Teachers’ Award – Non-Governmental Schools; or

(ii)

School Officers’ Award – Non-Governmental Schools 2003; or

(iii)

Greenkeeping Industry Award – State 2002; or

(iv)

Miscellaneous Workers’ Award – State 2002; or

(v)

Retail Industry Interim Award – State; or

(vi)

Motor Drivers, etc, Award – Southern Division; or

(vii)

Engineering Award – State 2002; or

(viii)

Nurses’ Award – State; or

(ix)

Child Care Industry Award – State 2003; or

(x)

Building Products, Manufacture and Minor Maintenance Award – State 2003; or

(xi)

Clerical Employee’s Award – State 2002; or

(xii)

Catholic Boarding Schools and Colleges Employees (excluding South-East Queensland) Industrial Agreement; or

(xiii)

Catholic Boarding Schools and Colleges Employees (South-East Division) Industrial Agreement.

(xiv)

Teachers’ Award – (Non-Governmental) Schools Catholic Education Qld School Counsellors (Teacher) Industrial Agreement

and who are included in the list of callings of unions which are parties to this Agreement.

1.4

Date and period of operation This Agreement shall operate from the date of certification provided that where this Agreement specifies an operative date then that provision shall operate from that date. This Agreement shall remain in force until Friday 2 June 2006 unless otherwise agreed in terms of the provisions of the Industrial Relations Act 1999.

1.5

Posting of agreement A copy of this Agreement shall be made accessible to all employees.

1.6

No further claims There shall be no further wage increases during the life of this Agreement other than that provided for in Clause 3.1 below. The Agreement constitutes a closed agreement in settlement of the matters contained herein for the duration of this Agreement. The parties agree that there will be no further claims in regard to the matters set out herein during the life of this Agreement. This Agreement may be varied in accordance with the provisions of the Industrial Relations Act (1999). This Certified Agreement may be varied in circumstances where all of the parties genuinely agree that a variation is necessary. Where agreement is reached then this Agreement shall be varied by application to the Queensland Industrial Relations Commission in accordance with the provisions of the Industrial Relations Act (1999). Any agreed variation to this Agreement will be subject to the same consultation and approval process as that used for this Agreement.

1.7

Objectives of this agreement The objectives of this Agreement are set out in Schedule 4 - Objectives.

PART 2 – RELATIONSHIP TO AWARDS 2.1

Relationship to relevant awards and agreements The parties agree that, except as provided herein, this Agreement shall be read and interpreted in conjunction with the awards listed in Clause 1.3 above and the certified agreements and industrial agreements pertaining to these awards that are set out below. 2.1.1

2.1.2

Certified Agreements (a)

Catholic Education Employing Authorities in Queensland Certified Agreement 2000 (CA 748 of 2000)

(b)

All Hallow’s School Enterprise Bargaining Agreement Certified Agreement 1999 (CA 428 of 1999)

(c)

Brigidine College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 381 of 1999)

(d)

Corpus Christi College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 379 of 1999)

(e)

Loreto College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 380 of 1999)

(f)

Lourdes Hill College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 387 of 1999)

(g)

Mt Alvernia College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 386 of 1999)

(h)

Mt St Michael’s College Ltd Enterprise Bargaining Agreement Certified Agreement 1999 (CA 382 of 1999)

(i)

St Rita’s College Enterprise Bargaining Agreement Certified Agreement 1999 (CA 385 of 1999)

(j)

St Ursula’s College, Toowoomba Certified Agreement 1999 (CA 383 of 1999)

(k)

St Ursula’s College, Yeppoon Enterprise Bargaining Agreement Certified Agreement 1999 (CA 384 of 1999)

Industrial Agreements (a)

Catholic Schools - Hours of Duty - Teaching Staff - Queensland - Industrial Agreement [Note: All Hallows’ School (The Corporation of the Trustees of the Order of the Sisters of Mercy in Queensland) are not signatories to this Industrial Agreement.]

(b)

Teachers - Catholic Schools (Long Service Leave Scheme) Industrial Agreement

(c)

Teachers’ Award – (Non-Governmental) Schools Catholic Education Qld School Counsellors (Teacher) Industrial Agreement

(d)

Teachers’ Award - Non-Governmental Schools Positions of Senior Administration, Positions of Added Responsibility in Catholic Schools, Queensland Industrial Agreement

(e)

Catholic Boarding Schools and Colleges Employees (excluding South-East Queensland) Industrial Agreement

(f)

Catholic Boarding Schools and Colleges Employees (South-East Division) Industrial Agreement

In the event of any inconsistency with existing awards, industrial agreements and certified agreements, the terms of this Agreement shall take precedence to the extent of the inconsistency.

2.2

Procedures for preventing and settling disputes 2.2.1

The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and the employing authority in respect of any industrial matter and all other matters that the parties agree on and are specified herein. Such procedure shall apply to a single employee or to any number of employees.

2.2.2

In the event of an employee having a grievance or dispute the employee shall, in the first instance, attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances.

2.2.3

If the grievance or dispute is not resolved under subclause 2.2.2 hereof, the employee or the employee’s representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee or the employee’s representatives.

2.2.4

If the grievance or dispute is still unresolved after discussions listed in subclause 2.2.3 hereof, the matter shall, in the case of a union member, be reported to the State Secretary of the relevant Union of Employees and the Principal or nominated representative of the Employing Authority. An employee who is not a union member may report the grievance or dispute to senior management or the nominated representative of the Employing Authority. This action should occur as soon as it is evident that discussions under subclause 2.2.3 hereof will not result in resolution of the dispute.

2.2.5

If, after discussion between the parties, or their nominees as outlined in subclause 2.2.4, the dispute remains unresolved, then notification of the existence of the dispute is to be given in pursuance of Section 229 of the Industrial Relations Act 1999.

2.2.6

Whilst the foregoing procedure is being followed normal work shall continue except in the case of a genuine safety issue.

2.2.7

Except in the case of termination, the status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed.

2.2.8

All parties shall give due consideration to matters raised or any suggestion or recommendation made by an Industrial Commissioner or Industrial Magistrate with a view to the prompt settlement of the dispute.

2.2.9

Any order of the Queensland Industrial Relations Commission (subject to the parties right of appeal under the Act) will be final and binding on all parties to the dispute.

Discussion at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in pursuance of Section 229 of the Industrial Relations Act 1999.

PART 3 - SALARY AND WAGE INCREASES 3.1

Salary and Wages Increases 3.1.1

Salary and wage increases are payable in accordance with the employing authorities’ commitment to the following:

3.1.2

(a)

Teachers (up to Band 3 Step 4) covered by this Agreement will receive wage increases paid to teachers at the same classification levels in Education Queensland from 1 March 2003 to 2 June 2006;

(b)

All other Catholic education employees covered by this Agreement will be paid the percentage increases that will be applied to the Band 3 Step 4 rate in this Agreement, effective from the same dates applied to teachers except as provided for in Clauses 3.1.5 and 3.1.6;

(c)

The percentage salary increases applied to Education Queensland Deputy Principals will be applied to Deputy Principals covered by this Agreement;

(d)

The percentage salary increases applied to Deputy Principals covered by this Agreement will be applied to Assistants to the Principal covered by this Agreement, who are paid substantive salaries;

A salary or wage increase of 3.8% of the applicable salary or wage rates detailed in CA 748 of 2000 shall be paid from the first pay period on or after a successful ballot for thisAgreement. This payment will be back dated to 1 June, 2003.

3.1.3

A further salary or wage increase of 3.5% of the applicable salary or wage rates shall be paid from on 1 July, 2004.

3.1.4

A further salary or wage increase of 3.5% of the applicable salary or wage rates shall be paid from on 1 July, 2005.

3.1.5

A flat dollar increase equivalent to the wage increase granted to employees at the 100% relativity rate established in the School Officers’ Award, will be paid to all employees at or below that 100% relativity rate. The flat dollar increase will be only for the first wage increase of this Agreement.

3.1.6

In addition to the salary increases specified above the allowance paid to Leading Teacher shall be increased by 10% from 1 July, 2005. Clause 10.3.1 of Schedule 2 – Senior Administration and Positions of Added Responsibility Provisions of this Agreement shall apply

3.1.7

Award allowances listed in Schedule 1 – Salary, Wages and Allowances will increase by the percentage increase applied to the Band 3 Step 4 rate.

3.1.8

The salary, wage and allowances for all classifications are set out in Schedule 1 – Salary, Wages and Allowances.

PART 4 – NON-SALARY ITEMS 4.1

Superannuation 4.1.1

Catholic education employing authorities recognise that an increased employer contribution combined with an employee co-payment, delivers a substantial benefit to the employee’s superannuation savings.

4.1.2

In line with the parties’ commitment to quality teaching and el arning and the provision of a Catholic Education that is affordable for all families, the parties agree that the maintenance of at least the current level of educational resourcing is to be maintained.

4.1.3

The parties recognise that any additional superannuation contributions from employees is a matter of employee choice within the options available. The payment to be made by employing authorities will be subsumed into any payment mandated by Superannuation Guarantee Charge legislation, if any such payment is mandated.

4.1.4

Employees shall receive a minimum level of superannuation consistent with contractual arrangements which apply in each employing authority.

4.1.5

The employing authority shall make available to all employees the following options: (a)

as of the first full pay period on or after 16 February, 2004 or the first full pay period on or after a successful ballot whichever is the later, a superannuation employer option of 10.75% inclusive of the Superannuation Guarantee Contribution, with a co-payment of 3% as the minimum employee contribution, and

(b)

as of the first full pay period on or after 16 February, 2004 or the first full pay period on or after a successful ballot whichever is the later, a superannuation employer contribution of

11.75% inclusive of the Superannuation Guarantee Contribution, with a co-payment of 4% as the minimum employee contribution; and (c)

as of the first full pay period on or after 14 February, 2005, a superannuation employer contribution of 12.75% inclusive of the Superannuation Guarantee Contribution, with a copayment of 5% as the minimum employee contribution.

Where an employee wishes to access one of the options identified in paragraphs (a), (b) or (c) above, the employee will make written application to their employing authority. 4.1.6

4.2

An employee’s voluntary superannuation co-payment may be before tax in accordance with the salary packaging provisions.

Professional development The parties affirm the value of all teachers, school officers and services staff undertaking professional development relevant to the performance of their work role and duties. The parties agree that classroom teaching interruptions occasioned by teachers undertaking professional development should be limited where possible. Information relevant to professional development will be made available to teachers, school officers, and services staff through the induction process. The parties recognise the specific training requirements of school officers and services staff within schools. Clause 4.1 of EB3 continues to apply, viz. Professional development and training The employing authority and all employees accept a joint responsibility for the negotiation of a program of relevant professional development linked to the appraisal outcomes, the school goals and the development/renewal plan. Employing authorities recognise the value of all employees undertaking professional development relevant to the performance of their work role and duties. As part of a school’s professional development program and consistent with the professional development guidelines, all employees are entitled to apply to undertake relevant professional development activities. Costs and release time involved in attending such professional development shall be covered in accordance with the school’s professional development guidelines. Except where the employing authority sponsors, provides and/or pays for the professional development, the costs shall be met by the individual teaching or non-teaching employee. Where professional development is required by the employing authority for school officers and services staff outside ordinary working time, the employee will be granted time in lieu for the equivalent hours taken at a mutually convenient time or receive payment at ordinary hours. In the context of the school development/renewal plan and consistent with the appraisal process and outcomes the teaching employee shall determine and each year undertake professional development outside of school time and exclusive of pupil free days. The employer will not unreasonably withhold approval to attend relevant professional development activities.

4.3

Resignation notice period The parties agree that employees should give as much notice as possible during school term time. The parties agree to develop and promote an agreed commentary to inform and reassure employees regarding (a)

the operation of Clause 13 – Proportion of Salary of the Teachers Award NonGovernmental Schools in regard to vacation leave entitlements;

(b)

the recognition by employing authorities that teachers will apply for various positions, and that employing authorities encourage employees to advise of their interest in, and application for, various advertised positions, and that such advice to the employing authority will not be to the employee’s detriment; and

(c)

minimum notice of resignation in accordance with the relevant Award.

4.4

4.5

Curriculum development 4.4.1

School Renewal Plans shall be formulated and implemented consistent with the College/School Mission Statement.

4.4.2

Consideration shall be given at appropriate school sites to the nature and implementation of post-compulsory education initiatives.

4.4.3

Staff at the workplace level and at the system level shall be involved in the process of identifying and clarifying the industrial implications of curriculum changes.

4.4.4

In determining appropriate mechanisms for implementation of the curriculum changes the following matters shall be considered: (a)

The Mission Statement of the school/college

(b)

Identification of the matters to be implemented

(c)

Clarification of the process of implementation

(d)

Clarification of the relevant curriculum structures to be implemented.

(e)

The resource support to be provided to staff, (eg. inservice; technology support ; support staff; non-contact provision; external support services), especially in primary schools, relative to the degree of implementation adopted by the employing authority. Consideration shall be given to the planning, implementation and evaluation of curriculum change when determining this support.

(f)

The time frame for implementation

(g)

The on-going role of staff in the process of implementation

(h)

Protocols which may be developed for the supervision and administration of curriculum initiatives in Years 11 and 12 including programs which focus on the world of work and the delivery of VET (including apprenticeships and traineeships) in schools

(i)

The structures and process by which relevant staff may acquire requisite registration to teach VET accredited subjects

(j)

Appropriate staffing formula for those schools which may offer VET accredited subjects.

(k)

Identification of the short term and on-going impact on workload of the staff from the process of implementation.

Positions of Added Responsibility and Senior Administration The parties agree that the new arrangements for Positions of Added Responsibility and Senior Administration are in Schedule 2 â&#x20AC;&#x201C; Senior Administration and Positions of Added Responsibility Provisions.

4.6

Safe Work Practices Employing authoritiesâ&#x20AC;&#x2122; acknowledge that Health and Safety issues, especially in relation to duty of care are important. As schools provide various activities and instruction for students, situations requiring risk assessments may arise. Employing authoritiesâ&#x20AC;&#x2122; reaffirm their commitment to Workplace Health and Safety and the need to provide appropriate adult supervision. The planning for student activities will best be attended to within the context of each situation. Risk assessments will be informed by reference to resources such as the Department of Education Manual (DOEM) and similar manuals from other Educational Authorities, sporting and outdoor education bodies and current legal and insurance advice. Decisions about the ratio of supervisors to students shall be made at the school level. There will be consultation with the staff members concerned on the supervision of students, and the safety of students and adult supervisors. Where an employee forms the view that the supervision level determined by the employing authority is insufficient to meet duty of care considerations then the employee shall notify a dispute under Clause 2.2 of this Agreement and the provision of Clause 2.2 will apply. A supervisor shall be either a teacher suitably qualified for the activity or where not required by the provisions of the Board of Teacher Registration Act an adult person who is suitably qualified and has the direct authority of the employing authority to undertake the activity and associated supervision.

4.7

Students with special educational needs The employing authority has a long-term commitment to the educational provision for students with special needs. Students with special needs include those students ascertained at level 5 or 6 with intellectual impairment, physical impairment, autistic spectrum disorder, hearing impairment, social emotional disorder, and speech and language impairment; or those students with such impairments or disorders who require individual and special educational provision whether ascertained or not. The employing authority will provide appropriate professional development, support and training. The training program shall include information relevant to the student’s particular condition and knowledge, techniques and strategies appropriate to supporting the students’ learning. Instruction in physical lifting and support techniques shall be provided if appropriate. In addition, training regarding the administration of medication and emergency procedures will be provided.

4.8

Vocational education Where an employee incurs expenses whilst undertaking their professional duties such expenses will be reimbursed to the employee upon presentation of a receipt, invoice or telephone log. Such expenses may include such items as home telephone use, vehicle expenses, resource provision and training. Where teachers are required to undertake industry placement to gain or maintain accreditation to deliver vocational competencies, such placement will occur where possible during normal hours of duty. Where the industry placement can be scheduled only outside of school time, the principal shall negotiate with the teacher prior to undertaking the relevant industry placement, arrangements which may include additional release time, timetable adjustments, time-in-lieu provision, adjustments to supervisions and release from other duties. Costs associated with the industry placement will be met by the school.

4.9

School Officers 4.9.1

The provisions of Schedule 3 – School Officers of this Agreement will operate from, and be implemented from 1 January 2004.

4.9.2

The provisions of the School Officers Award - Non-Governmental Schools relating to Characteristics, Typical Duties/Skills and wage relativities will be replaced by the provisions of Schedule 3 - School Officers of this Agreement. Further, Schedule 1 – Salary, Wages and Allowances prescribes the quantum of allowances which are defined in the Schedule 3 – School Officers.

4.9.3 (a)

The parties recognise that the Australian Quality Training Framework (AQTF) may be relevant to this matter and there is a need to consider the implications of the AQTF to the recognition of qualifications.

(b)

It is accepted that the recognition of qualifications for Level 2 School Officers may be the subject of further discussions between the parties during the life of this Agreement and may be a matter for negotiation for a replacement Certified Agreement.

(a)

The parties recognise that the Queensland Independent Education Union may seek arbitration of the Award wage relativities applying to Level 7 School Officers.

(b)

The parties agree that should the arbitration result in Award wage relativities for Level 7 which are higher than those contained in this Certified Agreement then such higher relativities (and resultant wage rates) will be reflected in this Agreement. Any consequent process to amend this Agreement will be consistent with the provisions of the Industrial Relations Act 1999.

4.9.4

4.10 Length of school terms The parties agree to support a state-wide implementation of a standard length for the school terms such that the teaching period does not vary by more than one week from a standard four, ten week terms in each school year.

4.11 Stress in the Workplace 4.11.1

Preamble

The term ‘workplace stress’ refers to those negative reactions people have to aspects of their environment due to pressures within the work environment. The employing authority recognises its legal requirement to assess the working environment for systems and practices which lead to stress and to put in place preventative measures. It is also recognised that policies which benefit employee health can improve productivity. Low levels of stress are associated with low levels of staff turnover, absenteeism and low rates of injury. Workplaces that are perceived as healthy are characterised by clear policies and active methods of dealing with people which encourage

4.11.2

(a)

respect for the dignity of each person;

(b)

regular feedback and recognition of performance;

(c)

clear goals for employees in line with organisational goals;

(d)

employee input into decision-making and career progression;

(e)

consistent and fair management actions.

Implementation The employing authority agrees to the implementation of strategies to address workplace stress.

4.11.3

Managing Workplace Stress Stress management interventions shall be based on prevention, management and minimisation strategies and are aimed at identifying and eliminating causes of workplace stress.

4.12 Complaints against employees The employing authority agrees to ensure guidelines exist for the handling of complaints against employees. Such guidelines will be developed (or reviewed if relevant) by the employing authority in consultation with employees, their union, governing bodies and other appropriate stakeholders, to ensure that practices are consistent with legal responsibility, natural justice, fairness and transparency. Once developed the guidelines will be documented and recorded by the parties. It is acknowledged that there are established processes to deal with situations where allegations of abuse or sexual misconduct are made against employees, and it is the view of the parties that these processes should be the vehicle for addressing such allegations.

4.13 Union development leave 4.13.1

An employee may request leave without pay for a minimum of four (4) weeks and a maximum of up to two (2) terms for union training and development.

4.13.2

During this leave, the union will be this person’s employer and the union will be responsible for the pay ment of the person’s salary. Accruals of leave for the person shall continue during a union leave of absence and provision for the costs of such accruals shall be included in a payment to the employing authority. The Catholic education employing authority will maintain the person’s continuity of employment. Upon completion of this leave of absence, the employee will return to his/her former position.

4.13.3

An employee will not be eligible to apply for union development leave more than once every two (2) years.

4.13.4

Such leave will be at the discretion of the employing authority. Normally, there will be at least three months’ notice given, in order to secure such leave. The impact on the school, its students and staffing profile will be taken into account in the granting of such leave. The employing authority will not unreasonably withhold approval of such leave.

4.13.5

The employing authority will identify any reasonable consequential location, advertising or other expense arising from the granting of union development leave and the union will meet the costs where agreed.

4.14 Banking of authorised overtime This clause replaces the provisions of Clause 6.2 of the School Officers’ Award – Non-Governmental Schools.

4.14.1

Subject to the provisions of this clause the ordinary hours of work for an employee shall not exceed 38 hours per week.

4.14.2

Such ordinary hours of work shall be worked continuously (except for meal breaks) between 7.00 a.m. and 6.00 p.m. on Mondays to Fridays inclusive.

4.14.3

The normal starting and finishing times of ordinary hours shall be established at the point of engagement and may only be varied by the employer with two weeks’ notice, or a shorter period by mutual agreement.

4.14.4

Where the employer requires an employee to work either before these normal starting times or after these normal finishing times, the employee may choose to receive overtime payment in accordance with sub-clause 4.14.5 or the employee may choose, subject to the provisos outlined in 4.14.6, to bank time, and be accessed in accordance with sub-clause 4.14.6.

4.14.5

Except as provided in sub-clause 4.14.6, any authorised time outside, or in excess of, the ordinary hours of work, will be overtime and will be paid for at the rate of time and one-half for the first three (3) hours and double time thereafter.

4.14.6

Notwithstanding the provisions of sub-clause 4.14.5, an employee who has undertaken authorised overtime may bank time which will be paid as time off in lieu in accordance with this sub-clause. (a)

Only the first three hours of overtime at any one day may be banked.

(b)

Banked time taken as time off in lieu will be taken and paid for at the rate of ordinary time. Overtime on any one day, in excess of three (3) hours, will be paid at the rate of double time.

(c)

An employee may choose to bank time to be paid during a vacation period. An employee exercising this option must allocate all banked time off in lieu toward payment during the vacation period(s). Banked time taken at other times will be taken at a mutually convenient time.

(d)

Where an employee exercises their choice to access time off in lieu during a vacation period the employee must advise their employer in writing of this decision and the period(s) when they wish to receive payment within four (4) weeks of the first banking of overtime in that school year.

(e)

Time off in lieu, except for that described in paragraph (c) must be taken within six (6) months of its accrual and will be taken at a mutually convenient time.

(f)

Any banked time not taken in accordance with paragraphs (c) or (e) will be paid at the rate of time and one-half.

4.15 Health check leave The parties recognise the importance of employees maintaining healthy lifestyles and regular health check-ups. The employing authority agrees that employees with forty (40) or more days of accumulated sick leave shall be entitled to use one (1) day per annum of this accumulated sick leave to obtain medical advice and/or treatment of a preventative nature. The employee shall, where practicable, give the employer two (2) weeks’ notice prior to taking health check leave.

4.16 Casual loading As from the first full pay period on or after the coming into effect of this Agreement, the casual loading payable to relevant employees will be twenty-three per cent (23%) unless varied within the life of this Agreement by a general ruling of the Queensland Industrial Relations Commission.

4.17 Part-time teachers The provisions of the Teachers’ Award – Non Governmental Schools apply except where specifically varied by this provision. 4.17.1

The status and rate of payment of a part time teacher as set out hereunder shall be determined by the employing authority at point of engagement.

4.17.2

The rate of payment for part-time teachers shall be calculated by: (a)

Dividing the fortnightly rate of prescribed salary for a teacher of equivalent teaching experience and academic qualification by 53 and adding a loading. The loading shall be 23% unless varied by a general ruling of the Queensland Industrial Relations

Commission. No payment shall be made to such part-time teachers for statutory holidays, school vacation periods or days absent from duty because of illness or any other reason; or (b)

Dividing the fortnightly rate of prescribed salary for a teacher of equivalent teaching experience and academic qualification by 60. Part-time teachers employed in accordance with this provision shall accrue a pro rata entitlement to sick leave and vacation periods based on the average weekly hours of employment.

4.17.3

No existing employee will have the basis of his/her employment changed unless the change is agreed to by the employee.

4.17.4

A part -time teacher in secondary schools and in secondary departments of primary schools shall be allowed time for corrections, assessments or evaluations at the school not less than at the rate of one hour for every five hours of teaching time. This time shall be paid at the appropriate part time rate.

4.17.5

No part-time teacher shall be employed in a school or schools operated by the employing authority for more than an aggregate of sixteen (16) hours of actual teaching per week or if employed in more than one school be actually engaged in teaching for an aggregate time in excess of nineteen (19) hours per week.

4.17.6

Notwithstanding the above, a part time teacher fulfilling the role of specialist teacher or senior administration relief in a primary school may be employed in such school or schools operated by the employing authority for an aggregate of 22 hours per week.

4.17.7

The provisions of Clause 12 (Salary Increments) contained in the Teachers' Award NonGovernmental Schools shall apply to part-time teachers. Provided that a part-time teacher shall be deemed to have completed a year of service, for the purpose of this clause and this clause only when the aggregate amount of time paid in respect of work performed is 1,000 hours.

4.17.8

Payment shall also be made at the prescribed rate to a part-time teacher whose class or classes are not available unless notice of the unavailability of such classes has been given to the parttime teacher on the preceding school day.

4.18 Workplace harassment The employing authority agrees to ensure workplace harassment policies and procedures exist. The review and development of such policies and procedures will be developed or reviewed in consultation with employees, their union and governing bodies to ensure that practices are consistent with legal responsibility, natural justice, fairness and transparency. Current policy and guidelines are attached to this Agreement as Schedule 6 â&#x20AC;&#x201C; Workplace Harassment. Where such policies are to be developed, this shall take place within the life of this Agreement. 4.18.1

Policy In the development of policies, consideration will be given to the following inclusions

4.18.2

(a)

A definition of workplace harassment

(b)

A statement that workplace harassment is unacceptable

(c)

A statement as to the negative impact on individuals and the organisation

(d)

An encouragement to workers who experience or witness workplace harassment to engage in procedures to end such behaviour

(e)

A commitment to education and training

(f)

Provision for the appointment, training and time release of contact person(s) to handle complaints.

Procedures The procedures shall (a)

be fair and equitable

(b)

ensure principles of natural justice are upheld

(c)

respect privacy and confidentiality

4.18.3

(d)

be undertaken with discretion so as to protect the reputation of the person being investigated

(e)

be aimed at resolving the problem rapidly

(f)

ensure that accurate records and documentation are kept

(g)

include procedural steps for dealing with the alleged harassment

(h)

include initial and ongoing education and training.

The policy and procedures shall be available to all staff and their availability advertised widely.

4.19 Integrating ICTs into school practice The parties acknowledge the importance of integrating information and communication technologies (ICTs) into teaching programs and school operations in order to enhance quality teaching, learning and administration. 4.19.1

4.19.2

The school’s ICT plans should address the adequate resourcing of students and staff in terms of hardware, software, systems and technical support and should include consideration of and strategies that address the following (a)

Access to ICT Resources

(b)

Support for ICT Development and ongoing implementation

(c)

Professional development needs of employees.

Any development of ICT policy and guidelines and the implementation of policy and guidelines shall be in consultation with employees. (a)

The policy should define acceptable and unacceptable use of ICT in the workplace.

(b)

The guidelines should cover the student use of employees’ email addresses.

4.19.3

The development and use of ICTs, which assist teaching, learning and administrative support, requires a differently-skilled workforce. The parties acknowledge that each staff member has a commitment to professional development and training involving both the schools and their own time.

4.19.4

The employing authority agrees to support each employee as they work towards attaining the ICT competency standards as identified by each employing authority. The standards will be developmental in nature and reflect current best practice. Where they do not already exist, competency standards will be determined in consultation with employees.

4.19.5

Except where the employing authority sponsors, provides and/or pays for the professional development, the cost shall be met by the individual employee.

4.20 Breast-feeding and expressing facilities The employing authority will, upon request, provide a private and secure area for the purpose of breastfeeding and/or expressing and storing milk separate to communal staff facilities.

4.21 Access to Leave – Terminally Ill Member of Household Employees are entitled to access paid leave of up to ten (10) days, in addition to the existing Family Leave provision, to care and support a household or an immediate family member who is terminally ill. Such leave shall be deducted from the employees’ sick leave accrual. A further three (3) months of unpaid leave can be accessed by the employee to continue such care and support if necessary. An employing authority may request a doctor’s certificate indicating the terminal nature of the illness.

4.22 Job share for school officers and services staff The parties agree that job share provisions can assist employees in balancing work and family demands throughout various stages of their life and work cycle and as such job share can have advantages for employees and employing authorities. Job Share may be available to School Officers and Services employees holding full-time continuing positions. Such job share provisions will be at the employing authority’s discretion. Employing authorities will develop administrative guidelines for such job share in the first year of this Agreement, in consultation with employees, their union and governing bodies.

The agreed guidelines will be documented and recorded by the parties.

4.23 Long Service Leave The parties agree to review and amend, as appropriate, Long Service Leave (LSL) arrangements consequent upon amendments to the Industrial Relations Act 1999 (the Act). This review will be carried out, and amendments made, on the basis of, but not limited to the following. 4.23.1

Employees are entitled to pro rata Long Service Leave after completing the quantum of service identified in the Act for eligibility for pro rata leave

4.23.2

The accrual rate for Long Service Leave is the rate identified in previous Certified and Industrial Agreements

4.23.3

Any period of Long Service Leave taken by an employee is exclusive of any public holidays or vacation periods (as the case may be) which may fall during the period of Long Service Leave.

4.24 Portability of Long Service Leave From 1 January 2004, Long Service Leave accruals with Catholic education authorities shall be portable for School Officers and Services Staff provided that: (a)

all continuous service with the employee’s employer as at 1 January 2004 shall be portable for the purpose of Long Service Leave accrual, and

(b)

all continuous service, from 1 January 1994, with a Queensland Catholic employing authority shall be portable for the purpose of Long Service Leave accrual; and

(c)

there must be continuity of service between Catholic education employing authorities.

4.25 Portability of Sick Leave There will be portability of sick leave among all Catholic education employing authorities within Queensland conditional upon the following. 4.25.1

All sick leave accruing after the date of certification of the Agreement will be portable, and

4.25.2

There must be continuity of service between Catholic education employing authorities, and

4.25.3

As of twelve (12) months after the certification date of this Agreement, the provision that exists for the recognition of eight (8) days sick leave for an employee who moves from one Catholic education employer to another will cease.

4.26 Salary packaging 4.26.1

The employing authority agrees to the implementation of salary packaging for components other than superannuation, from the first full pay period on or after 1 April 2004. Administrative guidelines will be developed by the employing authority and made available to all employees.

4.26.2

Components which may be subject to salary packaging arrangements will be determined in consultation with employees and will be at the employing authority’s discretion.

4.26.3

Where agreement is reached between the employer and the employee, salary packaging arrangements may be made between the individual employee and the employer and shall be recorded in writing.

4.26.4

Where such an agreement is reached, the employee's total salary shall be reduced by an amount equivalent to that agreed between the employer and employee plus any relevant tax liability including fringe benefits tax incurred by the employer.

4.26.5

The employee’s salary used to calculate superannuation contributions, leave loading, long service leave, severance and termination payment entitlements, will be the gross base salary as per Schedule 1 – Salary, Wages and Allowances of this Agreement the employee would receive if not taking part in the salary packaging arrangement.

4.26.6

The maximum amount allowable for salary packaging purposes shall be in accordance with the provisions of the Australian Taxation Office.

4.26.7

Salary packaging arrangements may be altered once per annum.

4.26.8

The employing authority reserves the right to outsource the administration of salary packaging arrangements to a provider appointed by the employing authority.

4.26.9

The employing authority will meet the cost associated with the transmission of approved funds to the service provider. The costs of administration will be borne by the employee in regard to their own package.

4.26.10 Where the employing authority determines that it will internally administer the salary packaging, the costs borne by the employee will be consistent with the costs of administering the elements in the package and will be consistent with that which would be charged by an outsourcer for an equivalent package. 4.26.11 Notwithstanding the foregoing, the costs of administration of salary packaging for the purpose of superannuation only shall be met by the employing authority as outlined in Clauses 7.1 of CA428 of 1999, CA381 of 1999, CA379 of 1999, CA380 of 1999, CA387 of 1999, CA386 of 1999, CA385 of 1999, CA383 of 1999 and CA384 of 1999, and Clause 7.2 of CA382 of 1999. The provision in each Certified Agreement is in identical terms and is set out at Schedule 5 – Salary Packaging.

4.27 Pay slips The employing authority agrees to the implementation of measures to provide all employees with details of leave accruals where the employer does not currently provide such details on Pay Advice Slips. Where information concerning the accrual of sick leave and annual leave is not currently reported on pay slips, the employing authority will provide the information on employee request within twenty-one (21) days excluding the end-of-year vacation period. Where the capacity to record these accruals on pay slips currently does not exist, the employing authority will work towards achieving this capacity within the life of the Agreement. Employees who currently receive such information on pay advice slips shall continue to be provided with such information on pay advice slips. Employing authorities will advise an employee when they are eligible for Long Service Leave. They will provide information, on request from an employee, in a statement of current Long Service Leave accruals, within twenty-one (21) days excluding the end-of-year vacation period.

PART 5 – NEW AGREEMENT 5.1

New agreement The parties agree to re-open negotiations at least three (3) months prior to the expiry of this Agreement, with a view to negotiate a further agreement.

PART 6 – SIGNATORIES TO AGREEMENT

Signed for and on behalf of the Corporation of the Trustees of the Order of the Sisters of Mercy in Queensland

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Trustees of the Sisters of the Brigidine Congregation

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Corpus Christi College (ACN 050 874 354)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Loreto College Coorparoo

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Lourdes Hill College (ACN 010 639 460)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Mount Alvernia College Limited (ACN 092 899 075),

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Mt St Michaelâ&#x20AC;&#x2122;s College Limited (ACN 058 186 520)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of St Ritaâ&#x20AC;&#x2122;s College Limited (ACN 054 678 349)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Community of Ursuline Nuns

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of St Ursula’s College Limited (ACN 054 678 358)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Queensland Independent Education Unio n of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Australian Liquor, Hospitality and Miscellaneous Workers’ Union – Queensland Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Queensland Nurses’ Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Plumber and Gasfitters Employees’ Union of Australia, Queensland Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Transport Workersâ&#x20AC;&#x2122; Union of Australia, Union of Employees (Queensland Branch)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Construction, Forestry, Mining and Energy, Industrial Union of Employees, Queensland

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Shop, Distributive and Allied Employees Association (Queensland Branch) Union of Employees

In the presence of:

(signatu re)

(witness to sign)

(print name)

Signed for and on behalf of the Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

SCHEDULE 1 – SALARY, WAGES AND ALLOWANCES WAGE SCHEDULE Employees living in regions other than South-East Queensland will receive an additional division and district allowance as per their award. Teachers’ Award – Non-Governmental Schools

Classification

3.8% Increase as at 1 June, 2003 Fortnightly Annual Full Time Casual (Hourly) 23%

3.5% Increase as at 1 July, 2004 Fortnightly Annual Full Time Casual (Hourly) 23%

3.5% Increase as at 1 July, 2005 Fortnightly Annual Full Time Casual (Hourly) 23%

Band 1 Step 1 Step 2 Step 3 Step 4

$1,374.20 $1,413.20 $1,460.70 $1,511.00

$35,852.00 $36,869.00 $38,108.00 $39,420.00

$22.90 $23.55 $24.35 $25.18

$31.89 $32.80 $33.90 $35.07

$1,422.30 $1,462.70 $1,511.80 $1,563.90

$37,107.00 $38,161.00 $39,442.00 $40,801.00

$23.71 $24.38 $25.20 $26.07

$33.01 $33.95 $35.09 $36.29

$1,472.10 $1,513.90 $1,564.70 $1,618.60

$38,406.00 $39,497.00 $40,822.00 $42,228.00

$24.54 $25.23 $26.08 $26.98

$34.16 $35.13 $36.31 $37.56

Band 2 Step 1 Step 2 Step 3 Step 4 Step 5

$1,553.10 $1,639.30 $1,725.10 $1,811.20 $1,897.60

$40,519.00 $42,768.00 $45,006.00 $47,252.00 $49,506.00

$25.89 $27.32 $28.75 $30.19 $31.63

$36.04 $38.04 $40.04 $42.03 $44.04

$1,607.50 $1,696.70 $1,785.50 $1,874.60 $1,964.00

$41,939.00 $44,266.00 $46,583.00 $48,907.00 $51,240.00

$26.79 $28.28 $29.76 $31.24 $32.73

$37.31 $39.38 $41.44 $43.50 $45.58

$1,663.80 $1,756.10 $1,848.00 $1,940.20 $2,032.70

$43,408.00 $45,816.00 $48,213.00 $50,619.00 $53,032.00

$27.73 $29.27 $30.80 $32.34 $33.88

$38.61 $40.75 $42.89 $45.03 $47.17

Band 3 Step 1 Step 2 Step 3 Step 4

$1,969.50 $2,041.70 $2,113.50 $2,189.80

$51,382.00 $53,266.00 $55,139.00 $57,130.00

$32.83 $34.03 $35.23 $36.50

$45.71 $47.38 $49.05 $50.82

$2,038.40 $2,113.20 $2,187.50 $2,266.40

$53,181.00 $55,132.00 $57,071.00 $59,129.00

$33.97 $35.22 $36.46 $37.77

$47.31 $49.04 $50.77 $52.60

$2,109.70 $2,187.20 $2,264.10 $2,345.70

$55,041.00 $57,063.00 $59,069.00 $61,198.00

$35.16 $36.45 $37.74 $39.10

$48.96 $50.76 $52.54 $54.44

Band 2 Step 1 Step 2 Step 3 Step 4 Step 5

$1,553.10 $1,639.30 $1,725.10 $1,811.20 $1,897.60

$40,519.00 $42,768.00 $45,006.00 $47,252.00 $49,506.00

$25.89 $27.32 $28.75 $30.19 $31.63

$36.04 $38.04 $40.04 $42.03 $44.04

$1,607.50 $1,696.70 $1,785.50 $1,874.60 $1,964.00

$41,939.00 $44,266.00 $46,583.00 $48,907.00 $51,240.00

$26.79 $28.28 $29.76 $31.24 $32.73

$37.31 $39.38 $41.44 $43.50 $45.58

$1,663.80 $1,756.10 $1,848.00 $1,940.20 $2,032.70

$43,408.00 $45,816.00 $48,213.00 $50,619.00 $53,032.00

$27.73 $29.27 $30.80 $32.34 $33.88

$38.61 $40.75 $42.89 $45.03 $47.17

Band 3 Step 1 Step 2 Step 3 Step 4

$1,969.50 $2,041.70 $2,113.50 $2,189.80

$51,382.00 $53,266.00 $55,139.00 $57,130.00

$32.83 $34.03 $35.23 $36.50

$45.71 $47.38 $49.05 $50.82

$2,038.40 $2,113.20 $2,187.50 $2,266.40

$53,181.00 $55,132.00 $57,071.00 $59,129.00

$33.97 $35.22 $36.46 $37.77

$47.31 $49.04 $50.77 $52.60

$2,109.70 $2,187.20 $2,264.10 $2,345.70

$55,041.00 $57,063.00 $59,069.00 $61,198.00

$35.16 $36.45 $37.74 $39.10

$48.96 $50.76 $52.54 $54.44

Positions of Senior Administration and Positions of Added Responsibility 10.0% 3.8% Increase as at 1 June, 2003

3.5% Increase as at 1 July, 2004

3.5% Increase as at 1 July, 2005

Fortnightly

Annual

Fortnightly

Annual

Fortnightly

Annual

$91.20 $166.70 $242.20 $317.70

` $4,349.00 $6,319.00 $8,288.00

$94.40 $172.60 $250.70 $328.90

$2,463.00 $4,503.00 $6,541.00 $8,581.00

$107.50 $188.40 $269.30 $350.20

$2,805.00 $4,915.00 $7,026.00 $9,136.00

Senior Administration Salary AP Level 1 AP Level 2 AP Level 3

$2,638.80 $2,705.10 $2,768.60

$68,844.00 $70,573.00 $72,230.00

$2,731.20 $71,254.00 $2,799.80 $73,044.00 $2,865.50 $74,758.00

$2,826.80 $2,897.80 $2,965.80

$73,748.00 $75,601.00 $77,375.00

Deputy Principals DP 1st Year DP 2nd Year DP 3rd Year DP 4th Year DP 5th Year

$2,705.10 $2,768.60 $2,838.20 $2,907.20 $2,980.20

$70,573.00 $72,230.00 $74,046.00 $75,846.00 $77,750.00

$2,799.80 $2,865.50 $2,937.50 $3,009.00 $3,084.50

$2,897.80 $2,965.80 $3,040.30 $3,114.30 $3,192.50

$75,601.00 $77,375.00 $79,318.00 $81,249.00 $83,289.00

Position Middle Management Allowances PAR Level 1 PAR Level 2 PAR Level 3 PAR Level 4

$73,044.00 $74,758.00 $76,636.00 $78,502.00 $80,472.00

School Counsellors and Special Education Consultants (Teachers) 3.8% Increase as at 1 June, 2003 Classification Fortnightly Annual Full Time ( Casual Hourly) Primary 1st Year of Service 2nd Year of Service 3rd Year of Service

3.5% Increase as at 1 July, 2004 Fortnightly Annual Full Time ( Casual Hourly)

3.5% Increase as at 1 July, 2005 Fortnightly Annual Full Time ( Casual Hourly)

$2,356.40 $2,431.80 $2,507.30

$61,476.00 $63,443.00 $65,413.00

$39.27 $40.53 $41.79

$54.69 $56.44 $58.19

$2,438.90 $63,628.00 $2,516.90 $65,663.00 $2,595.10 $67,704.00

$40.65 $41.95 $43.25

$56.60 $58.41 $60.23

$2,524.30 $65,856.00 $2,605.00 $67,962.00 $2,685.90 $70,072.00

$42.07 $43.42 $44.77

$58.58 $60.46 $62.33

$2,356.40 $2,431.80 $2,507.30

$61,476.00 $63,443.00 $65,413.00

$39.27 $40.53 $41.79

$54.69 $56.44 $58.19

$2,438.90 $63,628.00 $2,516.90 $65,663.00 $2,595.10 $67,704.00

$40.65 $41.95 $43.25

$56.60 $58.41 $60.23

$2,524.30 $65,856.00 $2,605.00 $67,962.00 $2,685.90 $70,072.00

$42.07 $43.42 $44.77

$58.58 $60.46 $62.33

Secondary 1st Year of Service 2nd Year of Service 3rd Year of Service

Teachers’ Award – Non-Governmental Schools – Teaching Allowances 10% 3.8%

3.5%

Increase as at 1 June, 2003 Per Hour Fortnightly Annual

Increase as at 1 July, 2004 Per Hour Fortnightly Annual

Increase as at 1 July, 2005 Per Hour Fortnightly Annual

AST 1 BCE only AST 2 BCE only AST1 All Other Authorities

$91.20 $160.20 $69.00

$2,379.00 $4,179.00 $1,800.00

$94.40 $165.80 $71.40

$2,463.00 $4,326.00 $1,863.00

$107.50 $181.40 $81.30

$2,805.00 $4,733.00 $2,121.00

Leading Teacher

$91.20

$2,379.00

$94.40

$2,463.00

$107.50

$2,805.00

MODERATION 2 Teachers 1 Teacher

$20.30 $13.70

$530.00 $357.00

$21.00 $14.20

$548.00 $370.00

$21.70 $14.70

$566.00 $384.00

SECONDMENT ALLOWANCE First Year Second Year Third Year

$67.80 $84.20 $100.90

$1,769.00 $2,197.00 $2,632.00

$70.20 $87.10 $104.40

$1,831.00 $2,272.00 $2,724.00

$72.70 $90.10 $108.10

$1,897.00 $2,351.00 $2,820.00

OVERTIME

$15.20

$15.73

$16.28

School Officersâ&#x20AC;&#x2122; Award â&#x20AC;&#x201C; Non-Governmental Schools 3.8% Increase as at 1 June, 2003 Southern Division Level

Eastern Districts

Western Districts

Mackay

As at 1-Jan-04

3.5% Increase as at 1 July, 2004

Northern Division

Southern Division

Eastern Districts

Western Districts

Mackay

3.5% Increase as at 1 July, 2005

Northern Division

Southern Division

Eastern Districts

Western Districts

Northern Division Mackay

Eastern Districts

Western Districts

Level 1 Step 1 Step 2 Step 3 Step 4

$541.90 $553.40 $564.60 $576.00

$542.95 $554.45 $565.65 $577.05

$542.80 $554.30 $565.50 $576.90

$542.95 $554.45 $565.65 $577.05

$545.15 $556.65 $567.85 $579.25

$560.90 $572.80 $584.40 $596.20

$561.95 $573.85 $585.45 $597.25

$561.80 $573.70 $585.30 $597.10

$561.95 $573.85 $585.45 $597.25

$564.15 $576.05 $587.65 $599.45

$580.50 $592.80 $604.90 $617.10

$581.55 $593.85 $605.95 $618.15

$581.40 $593.70 $605.80 $618.00

$581.55 $593.85 $605.95 $618.15

$583.75 $596.05 $608.15 $620.35

Step 1 Step 2 Step 3

$587.30 $603.10 $610.10

$588.35 $604.15 $611.15

$588.20 $604.00 $611.00

$588.35 $604.15 $611.15

$590.55 $606.35 $613.35

$607.90 $624.20 $631.50

$608.95 $625.25 $632.55

$608.80 $625.10 $632.40

$608.95 $625.25 $632.55

$611.15 $627.45 $634.75

$629.20 $646.00 $653.60

$630.25 $647.05 $654.65

$630.10 $646.90 $654.50

$630.25 $647.05 $654.65

$632.45 $649.25 $656.85

Step Step Step Step

1 2 3 4

$610.10 $624.70 $653.10 $671.40

$611.15 $625.75 $654.15 $672.45

$611.00 $625.60 $654.00 $672.30

$611.15 $625.75 $654.15 $672.45

$613.35 $627.95 $656.35 $674.65

$662.80 $675.50 $688.20 $694.90

$663.85 $676.55 $689.25 $695.95

$663.70 $676.40 $689.10 $695.80

$663.85 $676.55 $689.25 $695.95

$666.05 $678.75 $691.45 $698.15

$686.00 $699.10 $712.30 $719.20

$687.05 $700.15 $713.35 $720.25

$686.90 $700.00 $713.20 $720.10

$687.05 $700.15 $713.35 $720.25

$689.25 $702.35 $715.55 $722.45

Step 1 Step 2 Step 3

$683.50 $701.90 $720.40

$684.55 $702.95 $721.45

$684.40 $702.80 $721.30

$684.55 $702.95 $721.45

$686.75 $705.15 $723.65

$707.40 $726.50 $745.60

$708.45 $727.55 $746.65

$708.30 $727.40 $746.50

$708.45 $727.55 $746.65

$710.65 $729.75 $748.85

$732.20 $751.90 $771.70

$733.25 $752.95 $772.75

$733.10 $752.80 $772.60

$733.25 $752.95 $772.75

$735.45 $755.15 $774.95

Step 1 Step 2 Step 3

$744.70 $762.80 $781.10

$745.75 $763.85 $782.15

$745.60 $763.70 $782.00

$745.75 $763.85 $782.15

$747.95 $766.05 $784.35

$770.80 $789.50 $808.40

$771.85 $790.55 $809.45

$771.70 $790.40 $809.30

$771.85 $790.55 $809.45

$774.05 $792.75 $811.65

$797.80 $817.10 $836.70

$798.85 $818.15 $837.75

$798.70 $818.00 $837.60

$798.85 $818.15 $837.75

$801.05 $820.35 $839.95

Step Step Step Step Step

$806.00 $849.90 $893.70 $938.50 $981.30

$807.05 $850.95 $894.75 $939.55 $982.35

$806.90 $850.80 $894.60 $939.40 $982.20

$807.05 $850.95 $894.75 $939.55 $982.35

$809.25 $853.15 $896.95 $941.75 $984.55

Level 2

Level 3 $640.40 $652.70 $664.90 $671.40

Level 4

Level 5

Level 6 1 2 3 4 5

$834.20 $835.25 $835.10 $835.25 $837.45 $863.40 $864.45 $864.30 $864.45 $866.65 $879.60 $880.65 $880.50 $880.65 $882.85 $910.40 $911.45 $911.30 $911.45 $913.65 $925.00 $926.05 $925.90 $926.05 $928.25 $957.40 $958.45 $958.30 $958.45 $960.65 $971.30 $972.35 $972.20 $972.35 $974.55 $1,005.30 $1,006.35 $1,006.20 $1,006.35 $1,008.55 $1,015.60 $1,016.65 $1,016.50 $1,016.65 $1,018.85 $1,051.10 $1,052.15 $1,052.00 $1,052.15 $1,054.35

Level 7 Step 1 Step 2 Step3 Step 4 Step 5

$994.00 $1,012.50 $1,030.90 $1,049.10 $1,067.30

Allowances First Aid Allowance Qualification Allowance Juniors 15 years 16 years 17 years 18 years 19 years 20 years

$10.38 $24.19

$1,028.80 $1,047.90 $1,067.00 $1,085.80 $1,104.70

$10.74 $25.04

Zone allowances are added to the Southern Division Eastern District as follows: Southern Division Western District - $1.05 Mackay - $0.90 Northern Division Eastern District - $1.05 Northern Division Western District - $3.25

$1,029.85 $1,048.95 $1,068.05 $1,086.85 $1,105.75

$1,029.70 $1,048.80 $1,067.90 $1,086.70 $1,105.60

$1,029.85 $1,048.95 $1,068.05 $1,086.85 $1,105.75

$1,032.05 $1,051.15 $1,070.25 $1,089.05 $1,107.95

$1,064.80 $1,084.60 $1,104.30 $1,123.80 $1,143.40

$11.12 $25.92

$1,065.85 $1,085.65 $1,105.35 $1,124.85 $1,144.45

$1,065.70 $1,048.80 $1,067.90 $1,086.70 $1,105.60

$1,065.85 $1,085.65 $1,105.35 $1,124.85 $1,144.45

$1,068.05 $1,087.85 $1,107.55 $1,127.05 $1,146.65

Miscellaneous Workersâ&#x20AC;&#x2122; Award â&#x20AC;&#x201C; State

Level

Western Districts

Eastern Western Eastern Western Districts Districts Districts Districts

Level 1 Level 2 Level 3 Level 4

$507.60 $538.10 $566.40 $609.50

$508.50 $539.00 $567.30 $610.40

$508.65 $539.15 $567.45 $610.55

$510.85 $541.35 $569.65 $612.75

Cleaner (Day) Shift Cleaner (Day + 15%) Caretaker

$538.10 $539.15 $539.00 $618.80 $619.85 $619.70 $538.10 $539.15 $539.00

$539.15 $619.85 $539.15

$541.35 $556.90 $622.05 $640.40 $541.35 $556.90

$508.65 $539.15 $567.45 $610.55

$525.40 $556.90 $586.20 $630.80

$526.45 $557.95 $587.25 $631.85

Eastern Western Eastern Western Districts Districts Districts Districts $526.30 $557.80 $587.10 $631.70

$557.95 $557.80 $641.45 $641.30 $557.95 $557.80

$526.45 $557.95 $587.25 $631.85

$528.65 $560.15 $589.45 $634.05

$543.80 $576.40 $606.70 $652.90

$544.85 $577.45 $607.75 $653.95

$544.70 $577.30 $607.60 $653.80

$544.85 $577.45 $607.75 $653.95

$547.05 $579.65 $609.95 $656.15

$557.95 $560.15 $576.40 $641.45 $643.65 $662.90 $557.95 $560.15 $576.40

$577.45 $663.95 $577.45

$577.30 $577.45 $663.80 $663.95 $577.30 $577.45

$579.65 $666.15 $579.65

Allowances Broken Shift Caretakers without quarters

$7.32 per day $7.98 weekly

$ 7.58 per day $ 8.26 weekly

$7.84 per day $8.55 weekly

Caretakers without fuel or light Toilet Cleaning Allowance In Charge of up to 15 Employees In Charge of more than 15 Employees

$3.44 weekly $6.46 weekly

$ 3.56 weekly $ 6.69 weekly

$3.69 weekly $6.92 weekly

$13.87 weekly

$ 14.36 weekly

$14.86 weekly

$20.83 weekly

$ 21.56 weekly

$22.31 weekly

Eastern Western Districts Districts

Greenkeeping Industry Award â&#x20AC;&#x201C; State

Level

Level 1 Trainees upto 3 months Trainees upto 6 months

$485.85 $485.70 $508.45 $508.30

$485.85 $508.45

$488.05 $510.65

$507.90 $525.20

$508.95 $508.80 $526.25 $526.10

$508.95 $526.25

$511.15 $528.45

$531.80 $543.60

$532.85 $532.70 $544.65 $544.50

$532.85 $544.65

$535.05 $546.85

$533.20

$534.25 $534.10

$534.25

$536.45

$551.90

$552.95 $552.80

$552.95

$555.15

$571.20

$572.25 $572.10

$572.25

$574.45

Level 3 Greenkeeper

$564.60

$565.65 $565.50

$565.65

$567.85

$584.40

$585.45 $585.30

$585.45

$587.65

$604.90

$605.95 $605.80

$605.95

$608.15

Level 4

$610.10

$611.15 $611.00

$611.15

$613.35

$631.50

$632.55 $632.40

$632.55

$634.75

$653.60

$654.65 $654.50

$654.65

$656.85

Level 5

$640.40

$641.45 $641.30

$641.45

$643.65

$662.80

$663.85 $663.70

$663.85

$666.05

$686.00

$687.05 $686.90

$687.05

$689.25

Level 6

$671.40

$672.45 $672.30

$672.45

$674.65

$694.90

$695.95 $695.80

$695.95

$698.15

$719.20

$720.25 $720.10

$720.25

$722.45

Level 2 Assistant Greenkeeper Groundsman All Other Employees

Juniors Under 18 Juniors Under 17

Building Products, Manufacture and Minor Maintenance Award â&#x20AC;&#x201C; State Position

Labour Tradesman

3.8% Increase as at 1 June, 2003 Southern Division Mackay Northern Division Eastern Western Eastern Western Districts Districts Districts Districts $498.00 $499.05 $498.90 $499.05 $501.25 $610.10 $611.15 $611.00 $611.15 $613.35

Tool Allowance: Carpenter and/or Joiner

3.5% Increase as at 1 July, 2004 Southern Division Mackay Northern Division Eastern Western Eastern Western Districts Districts Districts Districts $515.40 $516.45 $516.30 $516.45 $518.65 $631.50 $632.55 $632.40 $632.55 $634.75

3.5% Increase as at 1 July, 2005 Southern Division Mackay Northern Eastern Western Eastern Districts Districts Districts $533.40 $534.45 $534.30 $534.45 $653.60 $654.65 $654.50 $654.65

$20.45

$21.17

$21.91

per hour $0.55

per hour $0.57

per hour $0.59

per day

Allowances Wet Work

per day Leading Hand In charge of more than 1 person In charge of not more than 5 persons In charge of 6 and not more than 10 persons In charge of more than 10 persons

Labours mixing wet concrete Work in excessive heat where the temperature is raised by artifical means 46 and 54 degrees Where temperature exceeds 54 degrees Work under unpleasant conditions Dirty Work Roof repairs Obnoxious or toxic substances

$3.29 $7.26

$3.41 $7.51

$3.53 $7.77

$9.12 $12.18

$9.44 $12.61

$9.77 $13.05

per hour $0.49

per hour $0.51

per hour $0.53

$0.65

$0.67

$0.69

$0.66 $0.55 $0.55 $0.66 $0.66

$0.68 $0.57 $0.57 $0.68 $0.68

$0.70 $0.59 $0.59 $0.70 $0.70

$0.49 $0.66

$0.51 $0.68

$0.53 $0.70

per week $11.40

per week $11.80

per week $12.20

Employee required to clean down bricks Working in confined spaces

First aid attendant

Division Western Districts $536.65 $656.85

Retail Industry Interim Award â&#x20AC;&#x201C; State

Level

2nd Level Supervisor 1st Level Supervisor Shop Assistant

3.8% 3.5% 3.5% Increase as at 1 June, 2003 Increase as at 1 July, 2004 Increase as at 1 July, 2005 Southern Division Mackay Northern Division Southern Division Mackay Northern Division Southern Division Mackay Northern Division Eastern Western Eastern Western Eastern Western Eastern Western Eastern Western Eastern Western Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts $610.10 $611.15 $611.00 $611.15 $613.35 $631.50 $632.55 $632.40 $632.55 $634.75 $653.60 $654.65 $654.50 $654.65 $656.85 $578.90 $579.95 $579.80 $579.95 $582.15 $599.20 $600.25 $600.10 $600.25 $602.45 $620.20 $621.25 $621.10 $621.25 $623.45 $565.40 $566.45 $566.30 $566.45 $568.65 $585.20 $586.25 $586.10 $586.25 $588.45 $605.70 $606.75 $606.60 $606.75 $608.95

Juniors Under 16 Under 17 Under 18 Under 19 Under 20 Under 21 Allowances First Aid Allowances Extra Rate for Heavy Weights Meal Allowance Uniform Laundry Allowance

$12.13 $0.61 $10.97 $3.45 $0.69

weekly per hour per meal Weekly or Daily

$12.55 weekly $0.63 per hour $11.35 per meal $3.55 Weekly or $0.71 Daily

$12.99 $0.65 $11.75 $3.65 $0.73

weekly per hour per meal Weekly or Daily

Motor Driversâ&#x20AC;&#x2122; etc Award â&#x20AC;&#x201C; Southern Division

Position

Cleaner/Greaser Bus Driver <25 Persons Bus Driver >25 Persons

3.8% 3.5% 3.5% Increase as at 1 June, Increase as at 1 July, Increase as at 1 2003 2004 July, 2005 Southern Division Southern Division Southern Division Eastern Western Eastern Western Eastern Western Districts Districts Districts Districts Districts Districts $523.90 $524.95 $542.20 $543.25 $561.20 $562.25 $562.30 $563.35 $582.00 $583.05 $602.40 $603.45 $572.40 $573.45 $592.40 $593.45 $613.10 $614.15

Boarding Schools and Colleges South Eastern Division 3.8% Position

3.5%

Increase as at 1 Increase as at 1 Increase as at 1 June, 2003 June, 2004 June, 2005

Introductory Boarding School Employee Boarding School Employee Level 1 Boarding School Employee Level 2 Boarding School Employee Level 3 Boarding School Employee Level 4 Boarding School Employee Level 5

$476.90 $498.00 $529.20 $551.90 $584.90 $646.50

$493.60 $515.40 $547.70 $571.20 $605.40 $669.10

$510.90 $533.40 $566.90 $591.20 $626.60 $692.50

Casual Hourly Rate = ((Weekly Rate x 23%)*38) Weekend Penalty Rate = All ordinary time worked by employees on a Saturday or a Sunday shall be paid at the rate of time and a half. Juniors Under 17 years of age 17 and under 18 18 and under 19 19 and under 20 Supervisory Allowances

55% 65% 75% 85%

of the rate for the applicable classification

$0.52

$0.54

$0.56

Assistant Supervisory whose specified duties exceed 10 hours in any one week shall receive the approriate rate for a boarding supervisor for that particular week.

Less Weekly Deductions:

$117.62 $113.08 $119.40

for board and lodgings (shared room) for lodging only for board and lodgings

Boarding Schools and College Excluding South Eastern District 3.8% 3.5% 3.5% Increase as at 1 June, 2003 Increase as at 1 July, 2004 Increase as at 1 July, 2005 Southern Division Mackay Northern Division Southern Division Mackay Northern Division Southern Division Mackay Northern Division Eastern Western Eastern Western Eastern Western Eastern Western Eastern Western Eastern Western Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts

Position

Boarding Supervisor 1st year 2 year 3rd year Housekeeper Student Movement Coord School Maintenance Assist Chef or First Cook Second Cook Cook Employed Alone Cook Kitchenhand/Laundryhand Other Domestic Staff Farm Hand/Estate Hand

$538.40 $541.90 $545.60 $555.00 $557.80 $511.50 $555.90 $540.20 $513.40 $507.20 $499.20 $499.20 $500.80

$539.45 $542.95 $546.65 $556.05 $558.85 $512.55 $556.95 $541.25 $514.45 $508.25 $500.25 $500.25 $501.85

$539.30 $542.80 $546.50 $555.90 $558.70 $512.40 $556.80 $541.10 $514.30 $508.10 $500.10 $500.10 $501.70

$539.45 $542.95 $546.65 $556.05 $558.85 $512.55 $556.95 $541.25 $514.45 $508.25 $500.25 $500.25 $501.85

$541.65 $545.15 $548.85 $558.25 $561.05 $514.75 $559.15 $543.45 $516.65 $510.45 $502.45 $502.45 $504.05

$557.20 $560.90 $564.70 $574.40 $577.30 $529.40 $575.40 $559.10 $531.40 $525.00 $516.70 $516.70 $518.30

$558.25 $561.95 $565.75 $575.45 $578.35 $530.45 $576.45 $560.15 $532.45 $526.05 $517.75 $517.75 $519.35

$558.10 $561.80 $565.60 $575.30 $578.20 $530.30 $576.30 $560.00 $532.30 $525.90 $517.60 $517.60 $519.20

$558.25 $561.95 $565.75 $575.45 $578.35 $530.45 $576.45 $560.15 $532.45 $526.05 $517.75 $517.75 $519.35

$560.45 $564.15 $567.95 $577.65 $580.55 $532.65 $578.65 $562.35 $534.65 $528.25 $519.95 $519.95 $521.55

$576.70 $580.50 $584.50 $594.50 $597.50 $547.90 $595.50 $578.70 $550.00 $543.40 $534.80 $534.80 $536.40

$577.75 $581.55 $585.55 $595.55 $598.55 $548.95 $596.55 $579.75 $551.05 $544.45 $535.85 $535.85 $537.45

Casual Hourly Rate = ((Weekly Rate x 23%)*38) Weekend Penalty Rate = All ordinary time worked by full time employees (other than casual and part-time employees) on a Saturday or a Sunday shall be paid at the rate of time and a half.

Juniors Under 17 years of age 17 and under 18 18 and under 19 19 and under 20 Supervisory Allowances

55% 65% 75% 85% $

> > > >

0.52 per hour

of the rate for Kitchenhand/ Laundryhand for the respective district

$0.54 per hour

$0.56 per hour

Assistant Supervisory whose specified duties exceed 10 hours in any one week shall receive the approriate rate for a boarding supervisor for that particular week.

Less Fortnightly Deductions: For Board $ For Lodging $ For Board and Lodging $

Zone allowances are added to the Southern Division Eastern District 63.65 31.85 95.50

Southern Division Western District - $1.05 Mackay - $0.90 Northern Division Eastern District - $1.05 Northern Division Western District - $3.25

$0.58 per hour

$577.60 $581.40 $585.40 $595.40 $598.40 $548.80 $596.40 $579.60 $550.90 $544.30 $535.70 $535.70 $537.30

$577.75 $581.55 $585.55 $595.55 $598.55 $548.95 $596.55 $579.75 $551.05 $544.45 $535.85 $535.85 $537.45

$579.95 $583.75 $587.75 $597.75 $600.75 $551.15 $598.75 $581.95 $553.25 $546.65 $538.05 $538.05 $539.65

Childcare Industry Award State Classification

Unqualified Assistant Year 1 Year 2 Year 3 Year 4

$501.30 $535.30 $549.40 $561.90

$502.35 $536.35 $550.45 $562.95

Unqualified Co-ordinator Year 1 Year 2 Year 3

$652.70 $663.70 $681.30

$653.75 $653.60 $664.75 $664.60 $682.35 $682.20

$653.75 $655.95 $675.50 $664.75 $666.95 $686.90 $682.35 $684.55 $705.10

Qualified Co-ordinator Year 1 Year 2 Year 3

$704.50 $715.40 $725.00

$705.55 $705.40 $716.45 $716.30 $726.05 $725.90

$705.55 $707.75 $729.20 $716.45 $718.65 $740.40 $726.05 $728.25 $750.40

$502.20 $536.20 $550.30 $562.80

$502.35 $536.35 $550.45 $562.95

$504.55 $538.55 $552.65 $565.15

$518.80 $554.00 $568.60 $581.60

$519.85 $555.05 $569.65 $582.65

$519.70 $554.90 $569.50 $582.50

$538.05 $574.45 $589.55 $603.05

$540.25 $576.65 $591.75 $605.25

$676.55 $676.40 $676.55 $678.75 $699.10 $687.95 $687.80 $687.95 $690.15 $710.90 $706.15 $706.00 $706.15 $708.35 $729.80

$700.15 $700.00 $700.15 $711.95 $711.80 $711.95 $730.85 $730.70 $730.85

$702.35 $714.15 $733.05

$730.25 $730.10 $730.25 $732.45 $754.70 $741.45 $741.30 $741.45 $743.65 $766.30 $751.45 $751.30 $751.45 $753.65 $776.70

$755.75 $755.60 $755.75 $767.35 $767.20 $767.35 $777.75 $777.60 $777.75

$757.95 $769.55 $779.95

$519.85 $555.05 $569.65 $582.65

$522.05 $557.25 $571.85 $584.85

$537.00 $573.40 $588.50 $602.00

$538.05 $574.45 $589.55 $603.05

$537.90 $574.30 $589.40 $602.90

Nursesâ&#x20AC;&#x2122; Award State SE Division Eastern Districts

3.8% Increase as at 1 June, 2003 SE Northern Division Division Mackay Western Eastern Districts Districts $1.05 $0.90 $1.05

Northern Division Western Districts $3.25

SE Division Eastern Districts

$690.65 $725.45 $760.15 $794.25

$692.85 $727.65 $762.35 $796.45

$713.70 $749.80 $785.70 $821.00

3.5% Increase as at 1 July, 2004 SE Northern Division Division Mackay Western Eastern Districts Districts $1.05 $0.90 $1.05

3.5% Increase as at 1 July, 2005 SE Northern Division Division Mackay Western Eastern Districts Districts $1.05 $0.90 $1.05

Northern Division Western Districts $3.25

SE Division Eastern Districts

Northern Division Western Districts $3.25

$714.75 $750.85 $786.75 $822.05

$714.60 $750.70 $786.60 $821.90

$714.75 $750.85 $786.75 $822.05

$716.95 $753.05 $788.95 $824.25

$738.70 $776.00 $813.20 $849.70

$739.75 $777.05 $814.25 $850.75

$739.60 $776.90 $814.10 $850.60

$739.75 $777.05 $814.25 $850.75

$741.95 $779.25 $816.45 $852.95

Registered Nurse Level 1 1st Year 2nd Year 3rd Year 4th Year

$689.60 $724.40 $759.10 $793.20

Registered Nurse Level 2 1st Year 2nd Year 3rd Year 4th Year

$965.70 $988.50 $1,011.50 $1,034.50

$966.75 $966.60 $966.75 $968.95 $999.50 $989.55 $989.40 $989.55 $991.75 $1,023.10 $1,012.55 $1,012.40 $1,012.55 $1,014.75 $1,046.90 $1,035.55 $1,035.40 $1,035.55 $1,037.75 $1,070.70

$1,000.55 $1,024.15 $1,047.95 $1,071.75

$1,000.40 $1,024.00 $1,047.80 $1,071.60

$1,000.55 $1,024.15 $1,047.95 $1,071.75

$1,002.75 $1,026.35 $1,050.15 $1,073.95

$1,034.50 $1,058.90 $1,083.50 $1,108.20

$1,035.55 $1,059.95 $1,084.55 $1,109.25

$1,035.40 $1,059.80 $1,084.40 $1,109.10

$1,035.55 $1,059.95 $1,084.55 $1,109.25

$1,037.75 $1,062.15 $1,086.75 $1,111.45

Registered Nurse Level 3 1st Year 2nd Year 3rd Year 4th Year

$1,077.80 $1,108.80 $1,129.30 $1,155.30

$1,078.85 $1,109.85 $1,130.35 $1,156.35

$1,116.55 $1,148.65 $1,169.85 $1,196.75

$1,116.40 $1,148.50 $1,169.70 $1,196.60

$1,116.55 $1,148.65 $1,169.85 $1,196.75

$1,118.75 $1,150.85 $1,172.05 $1,198.95

$1,154.50 $1,187.80 $1,209.70 $1,237.50

$1,155.55 $1,188.85 $1,210.75 $1,238.55

$1,155.40 $1,188.70 $1,210.60 $1,238.40

$1,155.55 $1,188.85 $1,210.75 $1,238.55

$1,157.75 $1,191.05 $1,212.95 $1,240.75

$690.50 $725.30 $760.00 $794.10

$1,078.70 $1,109.70 $1,130.20 $1,156.20

$690.65 $725.45 $760.15 $794.25

$1,078.85 $1,109.85 $1,130.35 $1,156.35

$1,081.05 $1,112.05 $1,132.55 $1,158.55

$1,115.50 $1,147.60 $1,168.80 $1,195.70

SCHEDULE 2 – SENIOR ADMINISTRATION AND POSITIONS OF ADDED RESPONSIBILITY PROVISIONS SENIOR ADMINISTRATION POSITIONS and POSITIONS OF ADDED RESPONSIBILITY IN CATHOLIC SCHOOLS, QUEENSLAND CONTENTS 1.

INTRODUCTION

DEFINITIONS

APPOINTMENT – SECONDARY SCHOOLS

APPOINTMENT – PRIMARY SCHOOLS

TERMINATION OF EMPLOYMENT – PRIMARY AND SECONDARY

ALLOCATION OF SENIOR ADMINISTRATION POSITIONS

RELATIONSHIP WITH THE TEACHERS’ AWARD NON-GOVERNMENTAL SCHOOLS

RELEASE TIME SENIOR ADMINISTRATION POSITIONS – SECONDARY

RECOGNITION OF PREVIOUS SERVICE FOR THE POSITION OF DEPUTY PRINCIPAL OR ASSISTANT TO THE PRINCIPAL

10.

SENIOR ADMINISTRATION AND POSITIONS OF ADDED RESPONSIBILITY – SECONDARY

11.

ALLOCATION OF ALLOWANCE AND RELEASE POINTS

12.

APPOINTMENT OF RELIGIOUS EDUCATION CO-ORDINATOR – SECONDARY SCHOOLS WITH ENROLMENTS OF LESS THAN 300

13.

SCHOOL CONSULTATIVE COMMITTEE – SECONDARY – POSITIONS OF ADDED RESPONSIBILITY

14.

ROLE DESCRIPTIONS AND KEY SELECTION CRITERIA FOR SENIOR ADMINISTRATION POSITIONS AND POSITIONS OF ADDED RESPONSIBILITY

15.

REMUNERATION AND RELEASE TIME – PRIMARY SCHOOLS

16.

APPOINTMENT OF ASSISTANT TO THE PRINCIPAL RELIGIOUS EDUCATION OR RELIGIOUS EDUCATION CO-ORDINATOR – PRIMARY SCHOOLS WITH ENROLMENTS OF LESS THAN 150 STUDENTS

17.

APPOINTMENT OF MEMBERS OF RELIGIOUS CONGREGATIONS TO SENIOR ADMINISTRATION POSITIONS AND POSITIONS OF ADDED RESPONSIBILITY

18.

APPOINTMENT OF ACTING POSITIONS

19.

VARIATIONS TO THE APPLICATION OF THIS SCHEDULE

INTRODUCTION 1.1

The Schedule shall form part of the Religious Institute Girls’ Schools Catholic Education Employing Authorities in Queensland Certified Agreement 2003 (this Agreement).

1.2

This Schedule shall apply to Senior Administration Positions and Positions of Added Responsibility in schools conducted by employing authorities which are party to this Agreement. This Schedule will replace the provisions of the Industrial Agreement and Memorandum of Understanding signed by the parties in 1992.

1.3

This Schedule shall not apply to such persons who are in Holy Orders or are members of a recognized Religious Institute.

1.4

The parties to this Agreement recognize that Catholic schools are conducted for the purposes related to the Mission of the Catholic Church in addition to those purposes common to all schools in Queensland.

1.5

It is therefore accepted that the management structures appropriate to Catholic schools will reflect both the nature and ethos or the values that derive from those purposes and take account of different educational needs without prejudice to principles of public accountability and equity.

1.6

This Schedule provides Senior Administration Positions and Positions of Added Responsibility in Catholic schools that: a)

assure quality learning for students;

provide a satisfactory career path for teachers;

incorporate a Christian leadership model that is committed to the principle of collegiality and subsidiarity;

1.7

value responsibility for people and for processes;

support school staff pastorally;

maintain quality management and accountability

contribute positively to the particular ethos of the school;

are determined in a fair manner; and

(i)

receive just remuneration.

Existing Contractual Arrangements 1.7.1

A person currently employed in either a Senior Administration Position or a Position of Added Responsibility with a continuing employment contract for a position which continues to exist, shall be appointed to that continuing position on the terms included in this Schedule.

1.7.2

A person employed with assured permanency in a position that continues to exist shall be eligible to continue in that position on the same basis as the previous employment, i.e. permanency in the position is assured. Provided that the employee shall be remunerated within the terms of this Schedule, and the employer may request and the employee may agree that a new contractual arrangement may be entered into as to continued tenure in the position, i.e. the parties may agree to adjust the permanency into fixed term arrangements.

DEFINITIONS 2.1

Senior Administration Positions 2.1.1

2.2

Senior Administration Positions howsoever designated include all appointments of teachers within the school who provide support to the principal in the senior management of the school.

Positions of Added Responsibility 2.2.1

Positions of Added Responsibility include all appointments of teachers within the school designated to provide support to the principal in the overall management of the school specifically in the areas of curriculum, pastoral care and other administrative responsibilities.

2.2.2

Provided that Senior Administration Positions and Positions of Added Responsibility do not include those positions which would fill a minor co-ordinating role and which attract an allowance payment in accordance with Clause 8B of the Teachersâ&#x20AC;&#x2122; Award NonGovernmental Schools or any other allowance of less than one point as defined.

APPOINTMENT â&#x20AC;&#x201C; SECONDARY SCHOOLS

3.1

3.2

3.1.1

Each person who accepts a position of Senior Administration in a Secondary School shall be appointed for an initial period for five (5) years with a further five (5) year appointment subject to a satisfactory performance review at the conclusion of the first five (5) years. The review/appraisal process shall be determined by the Employing Authority. That process will be based upon principles outlined in Attachment 1 of this Schedule.

3.1.2

After the completion of an appointment period of ten (10) years, the Employing Authority may at its discretion advertise the position. Subject to a successful application the incumbent shall be appointed in accordance with 3.1.1.

3.1.3

After the completion of an appointment period of ten (10) years and notwithstanding the foregoing provision 3.1.2, the Employing Authority may, by mutual agreement with the incumbent and subject to satisfactory appraisal, appoint the incumbent for a period of up to five (5) years. At the completion of this agreed period, the Employing Authority will advertise the position. Subject to a successful application the incumbent shall be appointed in accordance with 3.1.1.

Positions of Added Responsibility in secondary schools 3.2.1

Each person who accepts a Position of Added Responsibility in a Secondary School shall be appointed for an initial period of three (3) years. A further three (3) year appointment will be made subject to a continued designation of the position and a satisfactory performance review at the conclusion of the first three (3) years. The review/appraisal process shall be determined by the Employing Authority. That process will be based upon principles outlined in Attachment 1 of this Schedule.

3.2.2

After the completion of an appointment period of six (6) years, the Employing Authority may at its discretion advertise the position. Subject to a successful application the incumbent shall be appointed in accordance with 3.2.1 of this Schedule.

3.2.3

Should an incumbent holding a position resign during a period of the contract, a fixed term contract will be made for the balance of the current triennium. Any subsequent appointment will be made in accordance with 3.2.1 of this Schedule.

APPOINTMENT – PRIMARY SCHOOLS 4.1

Senior Administration in secondary schools

Senior Administration in primary schools 4.1.1

Each person who accepts a position of Assistant to the Principal Religious Education or Assistant to the Principal Administration in a Primary school shall be appointed on the same terms and conditions as set out in Clause 3.1.

4.1.2

Each person who accepts a position of Religious Education Co-ordinator in a Primary School shall be appointed on the same terms and conditions as set out in Clause 3.2.

TERMINATION OF EMPLOYMENT - PRIMARY AND SECONDARY 5.1

Both the employee and employer shall have the right to terminate employment in positions occupied in accordance with this Schedule.

5.2

In the case of a person categorised in accordance with Clause 3.1 and Clause 4.1.1 of this Schedule, a minimum of three (3) months’ notice is required by either party.

5.3

In the case of a person categorised in accordance with Clause 3.2 and Clause 4.1.2 of this Schedule a minimum of one (1) months’ notice is required by either party.

5.4

A person whose position is terminated in accordance with the terms of this Schedule shall continue to be employed as a teacher under the terms and conditions of the Teachers’ Award - Non-Governmental Schools. Provided that, a person who occupies a position whose length of appointment is determined by Clause 3.1 or Clause 4.1 may be required to accept employment with the Employing Authority other than at the school where the previous position was held.

5.5

ALLOCATION OF SENIOR ADMINISTRATION POSITIONS 6.1

Enrolment levels for the purpose of allocation of Senior Administration Positions within bands as outlined in Clause 10 and Clause 15 of this Schedule shall be those taken from the Commonwealth School Census for the year prior to the operating year.

6.2

Notwithstanding the provisions of Clause 3.1 and Clause 4.1 of this Schedule, in the event of a decrease below the enrolment required for the allocation of a Senior Administration Position, the position shall continue for that year and for the following year and then shall cease to exist. Provided that the incumbent of the position whose appointment has terminated shall be granted continued employment with the Employing Authority as a teacher.

6.3

Notwithstanding the provisions of Clause 3.1 and Clause 4.1 of this Schedule, in the event of a decrease below or increase above the enrolment required for the current classification of a Senior Administration Position, the classification of the position will continue for that year and shall then be adjusted to the appropriate band at the beginning of the following year.

RELATIONSHIP WITH THE TEACHERS' AWARD NON-GOVERNMENTAL SCHOOLS 7.1

This clause shall not apply to any employee dismissed for incompetence, misconduct or neglect of duty who may be summarily dismissed without notice.

All the terms and conditions of the Teachers’ Award - Non-Governmental Schools and all other Industrial Agreements between the parties shall apply to persons covered by this Schedule for Positions of Added Responsibility, excepting Clauses 8A, 2(17), and 16 and for Senior Administration Positions only , Clauses 25, 2(10), 2(11), 2(19), 16 and 17.

RELEASE TIME SENIOR ADMINISTRATION POSITIONS - SECONDARY 8.1

The following table of release time from teaching duties shall apply to Senior Administration Positions in Secondary Schools. The designated figure represents the proportion of the teaching load for which the appointee will be released. The teaching load is based on the maximum contact time in the Catholic Schools – Hours of Duty – Teaching Staff – Queensland – Industrial Agreement. School Size <300 300-599 600+ 800+

8.2

10.

Deputy Principal 0.6 0.7 0.8 0.9

Assistant Principal 0.3 0.35 0.4 0.45

Provision of additional release time beyond the above allocation may be taken from the general teaching provision of a school in accordance with local decision, subject to the terms and conditions of the Industrial Agreement on Hours of Duty, Catholic Schools, Queensland and the Teachers’ Award Non- Governmental Schools, whichever is applicable.

RECOGNITION OF PREVIOUS SERVICE FOR THE POSITION OF DEPUTY PRINCIPAL OR ASSISTANT TO THE PRINCIPAL 9.1

All previous service as a Deputy Principal or Principal of a Catholic school shall be recognised in determining the appropriate salary level for the Deputy Principal. Such service as Deputy Principal or Principal is recognised provided that there is not a break of service exceeding twelve (12) months.

9.2

All service as an Assistant to the Principal, Deputy Principal or Principal of a Catholic school shall be recognised in determining the appropriate salary level for the Assistant to the Principal. Such service as Assistant to the Principal, Deputy Principal or Principal is recognised provided that there is not a break in service exceeding twelve (12) months.

9.3

A break in service of twelve (12) months or more may be recognised as service for purposes of allocation of salary level, if that break was for the purposes of professional development or some other purpose acceptable to the Employing Authority.

SENIOR ADMINISTRATION AND POSITIONS OF ADDED RESPONSIBILITY – SECONDARY

10.1

10.2

Positions of Senior Administration 10.1.1

One position of Deputy Principal shall be established in all secondary schools with an enrolment of less than 300 students.

10.1.2

Two positions of Deputy Principal shall be established in secondary schools with an enrolment in excess of 300 students.

10.1.3

Three positions of Deputy Principal shall be established in secondary schools with an enrolment in excess of 1200 students.

10.1.4

Notwithstanding the provisions of Clauses 10.1.2 the Employing Authority may, at its discretion, create two Senior Administration Positions in lieu of the second position of Deputy Principal in schools with an enrolment in excess of 300 students.

10.1.5

Notwithstanding the provisions of Clauses 10.1.3 the Employing Authority may, at its discretion, create Senior Administration Positions in lieu of the third position of Deputy Principal in schools with an enrolment in excess of 1200 students

Allowance and release time: Positions of Added Responsibility - Secondary 10.2.1

School Enrolment Allocation of Pastoral (20%) Academic, Other Pastoral and Others Total

The following table outlines the minimum points available commensurate with school enrolments for the provision of both allowance payments and release time for Positions of Added Responsibility in Secondary Schools. > 1000

8511000

751 – 850

651 – 750

551 – 650

451 – 550

351 – 450

301 – 350

151 – 300

130

108

164

136

120

106

10.2.2

10.3

The allowance for each of the four levels is calculated as follows: •

One (1) point of allowance will be equal to the Advanced Skilled Teacher 1 rate or the Leading Teacher rate (as applicable);

•

Two (2) points of allowance will be equal to the Advanced Skilled Teacher 1 rate or the Leading Teacher rate (as applicable) plus 1/29th of Band 3 Step 4 of the teacher classification scale;

•

Three (3) points of allowance will be equal to the Advanced Skilled Teacher 1 rate or the Leading Teacher rate (as applicable) plus 2/29ths of Band 3 Step 4 of the teacher classification scale;

•

Four (4) points of allowance will be equal to the Advanced Skilled Teacher 1 rate or the Leading Teacher rate (as applicable) plus 3/29ths of Band 3 Step 4 of the teacher classification scale.

Release points value 10.4.1

11.

Enrolment levels for the purpose of allocation of Positions of Added Responsibility within the above bands shall be those taken from the Commonwealth School Census for the year prior to the operating year.

Allowance points value 10.3.1

10.4

< or =150

One point of release time is equal to a minimum of 48 minutes of face to face teaching.

ALLOCATION OF ALLOWANCE AND RELEASE POINTS

11.1

Consultation 11.1.1

11.2

The School Consultative Committee in Secondary schools will make recommendations about release time within the available points allocated for the school and appropriate for the structure they have suggested. The Principal, following consultation with the SCC, shall determine the release time to be allocated to each PAR position.

Academic Co-ordinators 11.2.1

In establishing the appropriate Academic PAR structure, the School Consultative Committee shall take account of the following (a)

All academic subject areas within a school shall be supervised either by an academic co-ordinator or a member of the Senior Administration Team.

(b)

There shall be four (4) levels of allowance.

(c)

The co-ordinator of a subject area or group of subject areas shall receive an allowance in addition to the salary payable under the Teachers’ Award – Non Governmental Schools and a minimum release time according to the total number of teaching hours per average five day cycle as set out in the following table.

Level

Allowance

4 3 2 1

4 points 3points 2points 1point 11.2.5

The number of hours a subject is taught in the school 75 or more hours per average 5 day cycle 50-74 hours per average 5 day cycle 25-49 hours per average 5 day cycle 1 teacher with sole responsibility for a subject area

In determining if additional release time from the quantum available is necessary, the following factors will be considered. § § § § § § §

11.2.6

Minimum Release 4 points 3 points 2 points 1 point

the number of teachers needing to be co-ordinated the number of subjects involved in any area of academic responsibility the curriculum structure of the school e.g. KLAs, Middle School and Senior School, unitised / vertical curriculum the number of students studying subject / KLA the structure of the school e.g. multiple campuses or 8-10, 11-12, 8-12 arrangements school curriculum initiatives other relevant factors.

A ten percent (10%) flexibility level is permissible in allocating points to release time per position. For example: A level 4 Co-ordinator has the following allocation: Salary points = 4. Release points = 4. 10 per cent of 4 release points = 0.4 points. If, for example, one point of release time is equivalent to 48 minutes of face to face teaching then 0.4 release points = (0.4 x 48 minutes) = 19.2 minutes. In this example, the range for a 4 point release is (4 x 48 minutes) + 19.2 minutes. This will permit a Level 4 Co-ordinator release time of: either 4 x 50 minute periods or 4 x 45 minute periods or 5 x 40 minute periods.

11.3

Pastoral Co-ordinators

11.3.1 The appropriate designations, allowance and release time to be allocated, is determined by the principal following consultation with the School Consultative Committee. 11.3.2 The occupants of these positions may be responsible for the welfare of groups of students whether structured by year groups, “houses” in schools or otherwise. 11.3.3 In determining the appropriate allowances and release time to be recommended for Pastoral Coordinators, the School Consultative Committee shall take account of the following factors. § § § § §

the pastoral care structure of the school e.g. vertical or Year level the number of students and teachers involved in the pastoral care structure the number of Year levels involved if structure is based on Year levels particular pastoral care needs peculiar to the school responsibility for outside school activities each of which is of more than four days duration e.g. camps other relevant factors.

§ 11.4

Other Positions in response to emerging needs 11.4.1

The appropriate designations, allowance and release time to be allocated, is determined by the principal following consultation with the School Consultative Committee.

11.4.2

In determining the appropriate allowances and release time to be recommended for these positions, the School Consultative Committee shall take account of the following factors: § § § §

11.5

impact of school initiatives e.g. VET, technology, “health promoting school” the numbers of students and teachers involved in the program / activity the level of overall resourcing in a particular area e.g. technical support. other relevant factors

11.4.3

The occupants of these positions shall be responsible for activities which may include, but are not limited to, careers advice or sports co-ordination.

11.4.4

The term of appointment to these positions may be varied according to need and be less than that provided in Clause 3.2. Such variation would be by consultation with the incumbent, the School Consultative Committee and the Principal/employing authority.

PAR POINTS ALLOCATION IN P-10 & P-12 SCHOOLS 11.5.1

Allocation of points to positions across primary and secondary enrolments The Principal is responsible for determining the appropriate PAR structure for the school. The School Consultative Committee shall propose to the Principal possible models of Positions of Added Responsibility appropriate for the particular school after consultation with the whole teaching staff. In determining these models and recommending the appropriate allowances and release time, the SCC shall take into account factors such as: • the distribution of positions that would occur if the primary and secondary components of the school were separate (as detailed in Clauses 11.2, 11.3, 11.4, 15 and 16) • the curriculum organisation of the school as a whole • special curriculum initiatives that impact across the school • the pastoral care structure of the total school • the number of students and teachers involved in each segment of the pastoral care structure • the campus structure • the extent to which such things as technological provision and sporting competition cross over traditional primary/secondary categories • the level of technical, clerical or aide support across primary and secondary components of the school.

11.6

Additional Resourcing

11.6.1

12.

APPOINTMENT OF RELIGIOUS EDUCATION CO-ORDINATOR WITH ENROLMENTS OF LESS THAN 300 STUDENTS 12.1

13.

SECONDARY SCHOOLS

In Secondary Schools with enrolments of less than 300 students, a Religious Education Co-ordinator may be appointed to a Position of Added Responsibility. The Employing Authority may at its discretion appoint an Assistant to the Principal Religious Education. The additional cost beyond the appropriate allowance pertaining to a Position of Added Responsibility shall be borne by the Employing Authority.

SCHOOL CONSULTATIVE RESPONSIBILITY 13.1

COMMITTEE -

SECONDARY

POSITIONS

ADDED

School Consultative Committee - Secondary 13.1.1

The Principal shall determine the appropriate middle management structure and release time for a secondary school. In determining this structure a consultative process involving the formation of a School Consultative Committee (SCC) will be followed.

13.1.2

Membership of the School Consultative Committee shall include: § two persons nominated by the Employing Authority/Principal § one Union member elected by the school Chapter of the QIEU § one staff member elected by the teaching staff other than members of Senior Administration.

13.1.3

It would be appropriate for the School Consultative Committee to determine a number of options for the middle management structure which take account of the current organisation and future needs of the school. Consultation by the whole Committee with the entire teaching staff is recommended.

13.1.4

Appropriate management provision shall be made for pastoral, academic and other emerging needs of the contemporary secondary school. The Employing Authority in consultation with the School Consultative Committee will give consideration to the particular requirements of the school by first allocating up to twenty (20) per cent of available points to the pastoral area. Academic and other needs including pastoral needs will be assessed in the context of the remaining available points.

13.1.5

14.

After considering the overall level of resources across the school, the employing authority, at its discretion, may provide additional points in exceptional circumstances.

A consultative process involving participation of the School Consultative Committee will be the vehicle by which the school’s middle management structure will be reviewed each three (3) years or by local agreement. The detail and the form of such a review is to be negotiated between the parties.

ROLE DESCRIPTIONS AND KEY SELECTION CRITERIA FOR SENIOR ADMINISTRATION POSITIONS AND POSITIONS OF ADDED RESPONSIBILITY 14.1

Role Descriptions 14.1.1

Role Descriptions for all Senior Administration Positions and Positions of Added Responsibility will be developed where they do not already exist. Such Role Descriptions may include statements similar to those below:

14.1.2

Contributions to the Mission / Ethos of theS chool or College • Participate in processes that contribute to the positive development of the school mission and ethos • Participate in processes that assist in the formation of school / College policies and practices

14.1.3

Learning and teaching • Develop and maintain effective teaching • Implement quality pedagogies

• •

14.2

Plan, implement and evaluate the nature of student’s learning outcomes Develop collaborative ways of improving teaching and learning in specialised subject areas

14.1.4

Information, Communication and Technology • Establish policies relating to the use of information technologies for students and teachers • Monitor the implementation of the use of information technologies for students and teachers • Plan for the provision of suitable professional development

14.1.5

Accountability including student outcomes • Become familiar with QSA procedures and requirements relating to the programming and assessment • Develop and implement QSA and school based programs • Plan for the provision of quality professional development for staff

14.1.6

Accountability to school community • Ensure quality reporting programs are in place for students, parents and staff • Work collaboratively with the school administration to develop these reporting programs

14.1.7

Professional development • Access quality professional development for staff • Develop collaboratively school based professional development • Encourage participation in professional associations or similar organisation

14.1.8

Management of staff and resources • Work collaboratively with staff and administration to ensure appropriate allocation of classes • Establish effective budgeting and resource process • Ensure appropriate WHS procedures are established and monitored

Key Selection Criteria 14.2.1

Key Selection Criteria will be developed where they do not exist currently. Such Key Selection Criteria could include: (a) Demonstrated commitment to the Catholic mission/ethos of the school/college (b) Demonstrated achievement in the learning and teaching aspects of school life. (c) Ability to implement and use creatively a range of activities associated with information technology (d) Demonstrated understanding of curriculum development and QSA and employing authority procedures (e) Ability to plan effectively and communicate an appropriate range of reporting processes (f) Demonstrated involvement and commitment to quality professional development (g) Ability to develop processes to manage staff and resources effectively and collaboratively

15.

REMUNERAT ION AND RELEASE TIME - PRIMARY SCHOOLS 15.1

A position of Assistant to the Principal Religious Education and a position of Assistant to the Principal Administration shall be established in schools with an enrolment of 451 or more students. The occupant of either of these positions may be required to deputise for the Principal in respect of short term absences.

15.2

A position of Assistant to the Principal Religious Education or Religious Education Co-ordinator shall be established in schools with an enrolment of 450 or less students.

15.3

In schools of 450 or less students, a specific teacher shall be designated to deputise for the Principal in respect of short term absences. Where the person deputising is not the Assistant to the Principal Religious Education or Religious Education Co-ordinator, an allowance of one (1) point per annum shall be paid.

15.4

If REC/APRE does not deputise, the person appointed to deputise shall receive one point of allowance per annum by way of remuneration.

15.5

The following table outlines the minimum positions, form of remuneration and release time commensurate with school enrolments for Senior Administration Positions in Primary Schools.

PRIMARY SCHOOLS

16.

17.

School enrolment

Minimum Positions

Allowance points

Release time

<51 51-75 76-150 151-250 251-300 301-325 326-400 401-450 451-500 501-550 551-600 601-700 701+

REC/APRE REC/APRE REC/APRE REC/APRE REC/APRE REC/APRE REC/APRE REC/APRE APRE + APA APRE + APA APRE + APA APRE + APA APRE + APA

1 pt 1 pt 1 pt 2 pts 2 pts 3 pts 3 pts 4 pts Salaries Salaries Salaries Salaries Salaries

2 hrs 6 hrs 6 hrs 7.5 hrs 7.5 hrs 11 hrs 13.75 hrs 13.75 hrs 16.5 hrs (each position) 16.5 hrs (each position) 16.5 hrs (each position) Full Release Full Release

APPOINTMENT OF ASSISTANT TO THE PRINCIPAL RELIGIOUS EDUCATION OR RELIGIOUS EDUCATION CO-ORDINATOR - PRIMARY SCHOOLS WITH ENROLMENTS OF LESS THAN 150 STUDENTS 16.1

It is recognised by the parties that difficulty may be encountered in the attraction of suitable applicants to the positions of Assistant to the Principal Religious Education or Religious Education Co-ordinator in schools in remote localities with enrolments of less than 150 students.

16.2

The Employing Authority undertakes to make every effort to fill a vacant position both by internal notification and by newspaper advertisement. Should the position remain vacant, the Principal shall carry out the appropriate duties until a suitable applicant can be found. Provided that a suitably qualified applicant may be appointed for a fixed term period of one year, in accordance with the fixed term provisions contained in sub-Clause 2(18) of the Teachersâ&#x20AC;&#x2122; Award Non Governmental Schools.

APPOINTMENT OF MEMBERS OF RELIGIOUS CONGREGATIONS TO ADMINISTRATION POSITIONS AND POSITIONS OF ADDED RESPONSIBILITY 17.1

17.2

SENIOR

An Employing Authority shall place in a school any number of Religious Congregation members it deems appropriate. Whilst placement of Congregational members would normally be at the beginning of the year or semester, placement may occur at other times. The Employing Authority, in making all placements shall consider the interests of the students, Principal and other staff members. The Employing Authority shall retain the right to appoint the Principal, and any other person to Positions of Added Responsibility through the Principal.

18.

17.3

Where a Congregational member is appointed to a position of Senior Administration or other Positions of Added Responsibility then the points allocated to both allowance and release time for such a position should be considered to be allocated as if the appointee was a salaried teacher.

17.4

Schools shall not allocate points belonging to a Congregational member occupying a Position of Added Responsibility to any other Position of Added Responsibility in the school. A salaried teacher may be appointed to a Position of Added Responsibility previously held by a Congregational member. A Congregational member may be appointed to a Position of Added Responsibility previously held by a salaried teacher.

APPOINTMENT OF ACTING POSITIONS 18.1

19.

Provision for the Appointment of a Person to Act in a Senior Administration Position or a Position of Added Responsibility. 18.1.1

This provision applies to the appointment of a person to act in the position of Deputy Principal, Assistant to the Principal (Administration), Assistant to the Principal (Religious Education), in Primary and/or Secondary schools or a Position of Added Responsibility.

18.1.2

Appointment to an acting position is for a defined period and shall be confirmed in writing.

18.1.3

An acting position may be determined in those situations where the incumbent is on leave or an interim vacancy exists.

18.1.4

The number and/or existence of such positions is determined by the employing authority.

18.1.5

The appointment to an acting position is for a fixed term of four (4) or more continuous weeks. This provision shall not preclude appointment to an acting position for less than four (4 )weeks for emergent reasons.

18.1.6

An appointment of four weeks may include student free days.

18.1.7

The four (4) weeks or more of continuous service in the acting position will be exclusive of the vacation periods. Where the appointment is made across a vacation period the appointee will be paid at the acting rate for the vacation period. Where the appointment is contiguous to student free days the student free days shall be paid at the acting rate.

18.1.8

The salary rate paid shall be in accordance with the salary schedule outlined in this Agreement for that position provided that the acting appointeeâ&#x20AC;&#x2122;s experience in the position shall be recognised.

18.1.9

Where appropriate the employing authority/principal may call for expressions of interest from current employees regarding the acting position.

18.1.10

All paid leave taken during an acting appointment shall be paid at the appropriate acting rate.

18.1.11

School vacation leave, which is immediately following a period designated as acting, shall be paid at the acting rate.

18.1.12

When an employee takes paid leave immediately following a period designated as acting, that employee shall be paid for such leave at the acting rate.

VARIATION TO THE APPLICATION OF THISSCHEDULE 19.1

In special or unique circumstances the employing authority and the union may enter into arrangements, the application of which will vary the provisions of this Schedule for an identified school. These arrangements will be recorded in writing by way of exchange of letters between the parties and will normally be for a period not exceeding twelve (12) months.

20.

Attachments Attachment 1 – Review/Appraisal Process Principles The Principles that shall be applied to the appraisal process will include the following: •

Shared Responsibility

•

Negotiation

•

Consultation

•

Self Review of Performance Based on Role Description and Duty Statements

•

Validation

•

Documentation

•

Confidentiality

•

Natural Justice

•

Resourcing

The above Principles are elaborated in the following terms: Shared Responsibility: • •

The responsibility for the appraisal process is shared by the employer (or nominee) and the appraisee. The details of the process will clearly indicate who has the responsibility for each component of the process and how the responsibility will be exercised.

Negotiation: • •

Negotiable aspects should be identified and documented within the broad framework developed by each employing authority/school for its appraisal process. The Principal/Appraisee should be prepared to discuss and agree upon certain aspects within the broad framework of the appraisal process.

Consultation: • •

The Employing Authority/Principal consults collaboratively with the role holder for input and advice. The final decision on the appraisal process rests with the employing authority.

Self Review of Performance Based on Role Description and Duty Statement • • • • • •

The appraisee reflects upon practice within the framework of the Role Description and Duty Statement applicable during the term under review. These documents set and inform the parameters for the format of the self review. The self review may be transmitted in written, oral or some other negotiated form. The self review may be a culmination of on-going documentation of practice. The reflection includes areas of performance that are believed to have been effective and areas of performance that may require further development. It is the performance of the incumbent that is being reviewed. There is no judgement of the person involved.

Validation: • •

Within the framework of the process, data related to the role and duty statements will be gathered to validate the self review. The methodology for validation shall form part of the consultation process.

Documentation: •

The Summative Appraisal generates a written report that is submitted to the Employing Authority/Principal. The report remains the property of the Employing Authority / Principal and the Appraisee.

Confidentiality: •

All materials other than the final report generated in the process shall remain confidential to that process.

Natural Justice: • • • •

The appraisee is advised of the content of information obtained in relation to the appraisee as part of the process. Only information which has been substantiated will form part of the appraisal process. The appraisee has the right to approach the panel to be informed of the content and nature of the information gathered and the identity of those who supplied it. The appraisee is given reasonable opportunity to respond to the matters dealt with in the information. Any person asked to provide information for use in an appraisal process is to be advised, at the time of the request, that such information and the identity of the person providing the information may be made known to the appraisee.

Resourcing: • • •

Provision of appropriate resources for the process will be negotiated between the appraisee, those undertaking a role in the appraisal on the one hand and the employing authority on the other. Those elements of the process which are of the nature of self-appraisal will not receive additional resources from the employing authority. The level of resourcing to address the outcomes of appraisal will be a matter of negotiation between the appraisee and the employing authority.

SCHEDULE 3 – SCHOOL OFFICER CLASSIFICATION 1.

WAGE RELATIVITIES Level

Step

Relativity

1 2 3 4

88 90 92 94

1 2 3

96 99 100

1 2 3 4

105 107 109 110

1 2 3

112 115 118

1 2 3

122 125 128

1 2 3 4 5

132 139 146 154 161

1 2 3 4 5

163 166 169 172 175

RECLASSIFICATION PROCESS FOR SCHOOL OFFICERS 2.1 A school officer may request a reclassification of their position. Such a request may be made either in relation to the classification level of an existing position or where the classification level of the position has been changed. Except in exceptional circumstances no employee shall be permitted to seek a reclassification of their position on more than one occasion in a 12 month period.

2.2 The employee shall make any such Request for Reclassification, in writing, to the employer. 2.3 The employer shall consider the Request for Reclassification and notify the employee in writing of the decision regarding the employee’s request.

2.4 If after receiving the employer’s notification, the employee believes that their position has not been classified at the correct level, the employee may apply for a review of that decision. In this case the employee shall make written application for a Review of Classification to the employer.

2.5 Where the employer receives a Review of Classification application, the employer shall advise the Queensland Independent Education Union (QIEU) in writing that an application has been received.

2.6 A joint review of the classification by QIEU and the employer shall then take place. The persons representing QIEU and the employer will, wherever practicable, have substantial experience in the classification of school officers. Further, wherever practicable, the person who made the original decision in relation to the classification will also be involved.

2.7 The joint review will seek to reach a consensus position. The school officer will be advised in writing of the outcome of this review.

2.8 If an agreed outcome cannot be reached between the employer and QIEU then the employee may refer the matter to the Queensland Industrial Relations Commission in the terms of the Grievance Procedure.

2.9 The provisions of this clause 2.2 will be in addition to the provisions of clause 5.1.1 of the Award.

ALLOWANCES 3.1 A school officer who has been on Level 2 Step 3 for twelve months (or 1976 hours for other than full time employees), and who holds a Certificate Level (III) qualification (or higher) which is relevant to their work, and who holds a current First Aid certificate will receive the Qualification Allowance identified in Schedule 1 â&#x20AC;&#x201C; Salary, Wages and Allowances.

3.2 A school officer will apply for the payment of the allowance prescribed in 3.1. Where the employee applies for the Allowance within six (6) months of the qualification being obtained the Allowance will be paid as from the date that the qualification is obtained. In other circumstances the school officer will be paid the Allowance from the date of making the application.

3.3 A school officer who holds a current First Aid certificate and who is appointed by their employer to be a First Aid Officer will receive the First Aid Allowance identified in Schedule 1 â&#x20AC;&#x201C; Salary, Wages and Allowances.

3.4 A school officer may receive one or other of the allowances described in 3.1 and 3.3, but notboth. 3.5 Where a Level 2 school officer holds a Certificate Level (III) qualification (or higher) which is relevant to their work, and the school officer wishes to access the allowance identified in clause 3.1, the employer will pay any fees associated with obtaining and maintaining the First Aid certificate. The employee will contribute the time required to obtain the qualification.

3.6 The employer will pay any fees associated with obtaining and maintaining the First Aid certificate which are incurred by a Level 2 school officer in the twelve (12) months immediately preceding such an employee satisfying the other two criteria (twelve months on Level 2 Step 3, and obtaining a Certificate Level (III) qualification (or higher) which is relevant to their work) identified in 3.1. The fees will be reimbursed to the school officer by the employer upon the meeting of the two (2) criteria (twelve (12) months on Level 2 Step 3, and obtaining a Certificate Level III qualification (or higher) which is relevant to their work). The employee will contribute the time required to obtain and/or maintain the first aid qualification.

CHARACTERISTICS AND QUALIFICATION

Competency of Employee Level 2

Level 3

Competency at this level involves application of knowledge and skills to a range of tasks and roles

Competency at this level involves application of knowledge with depth in some areas and a broad range of skills

There is a defined range of contexts where the choice of actions required is clear

There is a range of roles and tasks in a variety of contexts

Level 4

There is a wide variety of tasks and roles in a variety of contexts.

Level 5

Level 6

Level 7

Competency at this level involves self directed application of knowledge with substantial depth in some areas

Competency at this level involves self directed development and application of professional knowledge with substantial depth in some areas

Competency at this level involves the use of initiative in self directed development and application of expert knowledge with extensive recognised expertise in some areas

A range of technical and/or other skills are applied to roles and functions in both varied and highly specific contexts.

A broad range of professional skills are applied to roles and functions in both varied and highly specific contexts.

A breadth and depth of professional skills are applied to roles and functions in both varied and highly specific contexts.

A proportion of competencies involve complex, specialized or professional functions.

A high proportion of competencies involve significant scope and/or complex, specialized or professional functions.

There is limited complexity There is some complexity of choice in the extent and choice of actions required

There is complexity in the ranges and choice of actions required

Competencies are normally checked within well established routines, methods and procedures

Competencies are normally used within routines, methods and procedures

Competencies are normally used within a variety of routines, methods and procedures

Competencies are normally used independently and both routinely and non routinely.

Competencies are used independently and are substantially non-routine with initiative being exercised in the application of professional practices

Duties of an innovative and/or critical nature are undertaken without professional direction and initiative is exercised in the application of professional practices

Limited discretion and judgement about possible actions is involved

Some discretion and judgement are involved in selection of equipment, work organisation, services, actions and achieving outcomes within time constraints.

Discretion and judgement are required for self and/or others in planning, selection of equipment, work organisation, services actions and achieving outcomes within time constraints.

Discretion and judgement are required in planning and selecting appropriate equipment, service techniques and work organisation for self and/or others.

Significant discretion and judgement are required in planning, design, professional, technical or supervisory functions related to services, operations or processes for self and/or others.

Significant discretion and independent judgement are required within constraints set by management.

Supervision of Employeesâ&#x20AC;&#x2122; Work Level 2

Level 3

Level 4

Works under direct and/or routine supervision depending on function.

Works under limited supervision.

Work is intermittently checked.

Work may be checked in relation to overall progress

May take the form of general guidance where working in teams is involved.

May take the form of broad guidance.

May involve detailed instructions in some situations;

May involve a level of autonomy when working in teams.

Level 5

Work is carried out under general supervision.

Works under general supervision and/or broad guidance depending on function.

Progress and outcomes sought are under general guidance.

Level 6

Level 7

Works under broad guidance.

Work is usually performed under general guidance with limited or no professional supervision.

Work is usually measured in terms of the achievement of stated objectives to agreed standards.

The general quality of work is monitored by school management and is subject to stated objectives and professional standards.

May be less direct than at lower levels and usually be related to task methodology and work practices. May involve a level of autonomy in accordance with a broad plan or budget strategy.

Supervision of Others Level 2

Level 3

Level 4

An employee at this level Peer assistance may be will have no supervisory provided to others. responsibilities

The work of others may be supervised

An employee may have limited responsibility for guidance of the work of others

Responsibility for the work and organisation of others in limited areas.

An experienced Team co-ordination may employee may assist be required others by providing peer support in the completion of routine tasks

Teams may be guided or facilitated.

Training of subordinate staff may be required.

Level 5

Responsibility for the planning and management of the work of others may be involved

Level 6

Level 7

Responsibility for the Responsibility for the setting and supervision and monitoring of achieving of objectives by a work the work of others and of section and its staff may be involved. workflow in the area of responsibility may be involved. Leadership and development of teams and responsibility for outcomes may be required.

Supervision and training of lower level staff may be involved.

Responsibility for assessment, training and development and performance counselling of staff may be required.

Levels 1 to 7 Qualifications Matrix Level 1 Junior Certificate is the minimum formal qualification. No experience is required.

Level 2 Junior Certificate is the minimum formal qualification. No experience is required.

Level 3 Tertiary qualifications at Certificate level or equivalent qualifications relevant to the position may be required or such knowledge, qualifications and experience that are deemed by the employer as necessary to successfully carry out the duties of the position.

Level 4 Tertiary qualifications at Certificate level or equivalent qualifications relevant to the position may be required or such knowledge, qualifications and experience that are deemed by the employer as necessary to successfully carry out the duties of the position.

Level 5 Tertiary qualifications at Associate Diploma/Diploma level or equivalent qualifications relevant to the position may be required by the employer or knowledge, qualifications and experience that are determined by the employer as necessary to successfully carry out the duties of the position.

Level 6 Relevant formal qualifications at degree level are required.

Level 7 Formal qualifications at degree level are required, along with relevant post graduate qualifications or extensive and relevant experience as required by the employer to reflect higher levels of professional outcomes.

Typical Duties/Skills Employee Assisting Student Learning Level 2 2.1.1 Assist developmentally appropriate student learning, either individually or in groups, under the direct supervision of an academic staff member where limited discretion and judgement are involved. 2.1.2 Under direct supervision of a higher level officer or members of the academic staff prepare and clear away materials for display/use in classrooms or libraries. 2.1.3 Perform within well established routines tasks associated with the mass production of printed material including collating, stapling, binding, folding, cutting, etc 2.1.4 Under direct and /or routine supervision, perform tasks of limited complexity, associated with classroom learning experiences, such as assisting teachers in preparing, implementing and supervising learning programs. 2.1.5 Support students in relation to their physical needs.

Level 3

Level 4

Level 5

3.1.1 Assist 4.1.1 Assist 5.1.1 Apply a range of technical and developmentally developmentally other skills involving the selfappropriate appropriate student directed application of student learning, learning, either knowledge gained through either individually or in formal studies/qualifications individually or in groups, under the applicable to this level or groups, where general supervision knowledge and experience that some discretion of an academic staff are determined by the employer and judgement member(s). as necessary to successfully are involved in Employees at this carry out the duties of the evaluating and level are required to position. This may include: assessing (under exercise discretion developing the framework for the supervision of and judgement to and providing the instruction to an academic staff modify education students (within a structured member(s)) the programmes to learning environment) under the learning needs of meet the learning general supervision of an students. needs of specific academic staff member(s); students. providing pastoral ministry and 3.1.2 Within routines, support for students. methods and 4.1.2 Carry out liaison procedures carry between the school, 5.1.2 Under broad guidance, out liaison the student and the supervise the operations of the between the student’s family school’s processes and school, the where discretion activities in relation to student and the and judgement are overseas students. This may student’s family required in relation include: enrolment; family where some to planning, actions liaison; and placement. discretion and and achieving judgement are outcomes. involved. 4.1.3 Within a variety of 3.1.3 Support students routines, methods in relation to their and procedures physical needs provide significant where some assistance in the discretion and enrolment, family judgement are liaison and involved. placement of overseas students.

Leve l 6

Level 7

6.1.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree. This may include: the gathering, analysis and interpretation of data; or preparation of reports and the consequent giving of advice to other professional staff to assist student learning; or providing pastoral ministry; or providing counselling and/or guidance support for students. 6.1.2 Provide professional advice to staff and students in the officer’s area of expertise or qualification.

7.1.1 Undertake more complex professional activities involving the selection and application, based on professional judgement, of new and existing techniques and methodologies requiring the exercise of professional independence combined with competence derived from extensive experience and/or additional study. 7.1.2 Undertake supervisory responsibilities which may include on the job training, staff assessment and performance counselling in relation to staff in lower level positions. 7.1.3 Operate and be accountable for the quality of output of a section or function within the school.

Laboratory Employees Level 2

Level 3

Level 4

Level 5 5.2.1 Apply a range of technical and other skills involving the self-directed application of knowledge gained through formal studies/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: designing laboratory experiments; and appropriate responsibility for the application of workplace health and safety requirements in the laboratory

2.2.1

Provide science program assistance where limited discretion and judgement are involved

3.2.1 Provide science program assistance where some discretion and judgement are involved.

4.2.1 Responsibility for and/or training of subordinate staff in limited areas may be required.

2.2.2

Maintain science equipment, materials and specimens not requiring a depth of knowledge or technical skills.

2.2.3

3.2.2 Assist in the design/demonstration of experiments under supervision of an academic staff member(s) where some discretion and judgement are involved.

Under the direct supervision of an academic staff member(s) 3.2.3 Under direction, prepare, prepare and maintain maintain, organize, set-up laboratory teaching areas and dismantle equipment including routine setting and materials for routine up and dismantling of experiments or student items of equipment for use projects and dispose of in experimental, waste materials. observational and teaching 3.2.4 Peer assistance and/or activities guidance may be provided Assist in the for other assistants in a demonstration of laboratory. experiments and scientific 3.2.5 Under direction and within equipment under the direct existing routines, methods supervision of an and procedures, prepare, academic staff member(s). maintain and dispense stock solutions, simple chemical mixtures and compounds, cultures or similar materials.

4.2.2 Design and demonstrate experiments, within a variety of routines and procedures, under the supervision of an academic staff members(s) where discretion and judgement are required.

2.2.4

4.2.3 Where there is complexity in the range and choice of action and discretion and judgement are required: prepare, maintain and dispense solutions, chemical mixtures, compounds and cultures; prepare, maintain, organise, set -up and dismantle equipment and material for experiments.

Level 6

Level 7 7.2.1 Apply a range of 6.2.1 Apply a range of professional knowledge professional knowledge through gained through gained successful completion successful completion of an appropriate of an appropriate undergraduate degree. undergraduate degree post graduate 6.2.2 Operate (at a level and and/or consistent with the qualifications professional qualifications required) other and/or a laboratory. This may development (or may not) include industry experience. responsibility for the supervision, monitoring and training of staff in lower level positions. 6.2.3 Administer allocation monitoring resources laboratory.

the and of the

6.2.4 Support employees reporting to the position in policies to be followed, methods to be used and standards to be observed. 6.2.5 Provide professional advice to staff and students in the officerâ&#x20AC;&#x2122;s area of expertise.

6.2.6 Formulate procedural policy and guidelines in the employeeâ&#x20AC;&#x2122;s area of responsibility; submit recommendations for decision and prepare supporting statements as necessary.

7.2.2 Responsibility for the operation of a laboratory which provides complex and varied services. This may (or may not) include responsibility for the supervision, monitoring and training of professional staff and staff in lower level positions. 7.2.3 Manage allocation monitoring resources in laboratory.

the and of the

7.2.4 Responsibility for direction and support of employees reporting to the position in policies to be followed, methods to be used and standards to be observed. 7.2.5 Provide subject

matter expertise and/or policy advice across a range of programs or activities undertaken by the organizational area. Formulate policies and provide specialist advice on policy development to senior management.

Administration Employees Level 2

Level 3

Level 4

Level 5

Level 6

2.3.1 Use keyboard skills to produce a document from written text using a standard format. 2.3.2 Receive and deal with enquiries within well established routines,, including the provision of general information and assistance to the public, parents, students and other employees. 2.3.3 Perform a range of general clerical duties at a basic level, for example, filing, handling mail, maintaining records.

3.3.1 Carry out a wide range of secretarial and clerical duties at an advanced level, including shorthand, typing, word processing and maintaining manual and computerized records. 3.3.2 Respond to enquiries from staff, students, parents and the general public and address issues in accordance with routines, methods and procedures. 3.3.3 Enter financial data into computer and prepare financial and management reports for review and authorization by senior management.

4.3.1 Provide administrative support to senior management of a school where discretion and judgement are required, including: taking minutes; shorthand; organizing appointments and diaries; initiating and handling correspondence (which may include confidential correspondence); monitoring telephone calls; and establishing and/or maintaining working filing systems. 4.3.2 Within a variety of routines, methods and procedures apply inventory and purchasing control procedures, prepare monthly summaries of debtors and creditors ledger transactions and reconcile these. 4.3.3 Apply knowledge of advanced functions of computer software packages and to manage data ie. modify fields of information, develop new databases or spreadsheet models; or graph previously prepared spreadsheets.

5.3.1 Provide executive 6.3.1 Operate and be support to senior responsible for an management and autonomous section associated committees and all its concerning designated operations. aspects of school 6.3.2 Provide management. professional advice 5.3.2 Direct and supervise to staff and students the work of in the officer's area administrative/clerical of expertise. and/or other staff. 6.3.3 Monitor and 5.3.3 Under broad analyse regular guidance, supervise management the operations of the information, such as school's office and staffing and other administrative financial resource activities, in the areas usage; ensure that of enrolment, associated equipment and information systems statistical staffing are maintained and returns. that regular reports are provided to 5.3.4 Under broad management. guidance, supervise the operations of the schoolâ&#x20AC;&#x2122;s processes and activities in relation to overseas students. This may include: enrolment; family liaison; and placement.

Level 7 7.3.1 Supervise staff including implementati on and participation in induction, training, review, counselling and appraisal 7.3.2 Manage the work of administrativ e officers and other staff, assigning and outlining the work, advising on administrativ e problems, and revising work for accuracy and adequacy. 7.3.3 Identify policies and procedures requiring review or redevelopment, and define relevant issues.

Administration Employees cont.. 2.3.4 Operate within well established routines, office equipment, such as, computer, photocopier, facsimile, binding machine, guillotine, laminator, franking machine, calculators, switchboard, etc. 2.3.5 Under the direct supervision of the principal or nominee, contact parents, students and/or others in relation to school attendance and related matters. 2.3.6 Under the direct supervision of the principal or nominee assist with the arrangement of group meetings, morning teas, meetings of parents and external parties, parent/teacher nights etc. 2.3.7 Carry out minor cash transactions including receipting, balancing and banking.

3.3.4 Prepare and process payroll 4.3.4 From verbal or rough handwritten instructions; transactions within routines, answer non-standard methods and procedures. executive correspondence, 3.3.5 Within routines, methods prepare papers, briefing and procedures : provide notes, or other written administrative support to material. senior management; arrange 4.3.5 Utilizing a variety of appointments and diaries; routines, methods and and prepare correspondence. procedures, calculate and maintain wage and salary 3.3.6 Within routines, methods records; perform routine and procedures, prepare and classification dispatch statements to determinations; and process debtors and payments to resignations, retirements creditors, follow up on and redundancies in unpaid accounts; prepare accordance with relevant bank reconciliations and award entitlements. reconcile accounts to 4.3.6 Within a variety of routines, balance; maintain wage methods and procedures and salary records. provide significant assistance in the preparation 3.3.7 Maintain petty cash float of: financial information to and expenses for trial balance; budgets; cash accounting purposes flow records; balance sheets; trading accounts; cash management analysis; FBT and entity disclosure requirements. NOTE An employee is not required to perform all duties listed to satisfy this skill descriptor.

4.3.7 Train staff classified at lower levels by means of personal instruction and demonstration.

4.3.8 Within a variety of routines, methods and procedures provide significant assistance in the enrolment, family liaison and placement of overseas students.

5.3.5 Prepare the accounts of the school to operating statement stage and assist in the formulation of period and year-end entries. 5.3.6 Provide advice requiring knowledge of policies and / or the interpretation of rules or regulations within their area of operation. Assist in developing policy and procedures relating to their work area and identifying future trends. 5.3.7 Under broad guidance supervise the administration of specialized salary and payroll requirements, which may include: eligible termination payments, superannuation trust deed requirements, redundancy calculations or workersâ&#x20AC;&#x2122; compensation claims. 5.3.8 Prepare for senior management financial reports relating to the employeeâ&#x20AC;&#x2122;s area of responsibility.

6.3.4 Provide financial, policy, or planning advice which may include providing reports, statistical surveys and advice on regulations and procedures. 6.3.5 Monitor expenditure against a budget at a school level, draft financial forecasts / budgets at organizational level and / or prepare complex financial reports. 6.3.6 Administer programs with a range of tasks such as advice on financial implications, interpretation of information, assistance and advice concerning complex issues. 6.3.7 Prepare correspondence which is complex, original and which initiates or responds to new cases or situations.

7.3.4 Provide written reports to the school executive on complex matters, suggesting alternative courses of action and analyzing the implications of each alternative. 7.3.5 Provide financial, policy and planning advice and investigate, interpret or evaluate information for the guidance of staff or clients. 7.3.6 Be substantively involved in the construction of annual and forward planning school budgets 7.3.7 Manage the operations of a discrete organizational area, program or administrative function.

56 Administration Employees contâ&#x20AC;Ś

2.3.8 Monitor and maintain stock levels of stationery/materials for office/department within established parameters including reordering. 2.3.9 Within well established routines, sort, prepare and record documents (e.g. invoices, cheques, correspondence) on a daily basis; file such documents in the appropriate system. 2.3.10 Within well established routines, receive and distribute incoming mail collect outgoing mail, maintain mail registers and records and collate and dispatch documents for bulk handling. 2.3.11 Perform, within well established routines, tasks associated with the mass production of printed material including collating, stapling, binding, folding, cutting, etc.

3.3.8 Assist in the preparation of internal and external publications. 3.3.9 Assist in the enrolment function including handling initial enquiries and arranging interviews. 3.3.10 Under supervision, prepare Government and Statutory Authority returns for authorization by senior management. 3.3.11 Use software application packages for personal computers to create database file structures; and spreadsheets/work sheets. 3.3.12 Under direction and within routines, methods and procedures: draft agenda for meetings; assemble supporting documents for informal meetings; take and produce minutes.

3.3.13 Draft and type routine correspondence from brief oral or written instructions. Respond to requests for information including drafting routine correspondence in reply.

5.3.9 Apply a knowledge of relevant industrial awards and agreements and occupational health and safety requirements. Provide general advice to staff in these areas. 5.3.10Original writing of promotional and advertising material. 5.3.11 Coordination of, and participation in, marketing activities. 5.3.12 Design of promotional and marketing plans. 5.3.13 Responsibility for liaison with media.

6.3.8 Formulate procedural 7.3.8 Provide subject policy and guidelines in matter the employeeâ&#x20AC;&#x2122;s area of expertise responsibility; submit and/or policy recommendations for advice across a decision and prepare range of supporting statements as programs or necessary. activities undertaken by 6.3.9 Direct and support the employees reporting to organizational the position in policies to area, formulate be followed, methods to policies and be used and standards to provide be observed. specialist 6.3.10 Advise and assist in the advice on preparation of the policy school budget. formulation to 6.3.11Provide executive support senior to Principals and senior management. management. 7.3.9 Undertake high 6.3.12Provide advice or make level research, recommendations requiring review or detailed knowledge of investigations policies, and/or the including the interpretation of rules or preparation of regulations within reports and established guidelines, associated relating to a major function papers to of the organizational work provide advice areas. to the school 6.3.13Supervise staff including on the participation in induction, operational training, review, and/or future counselling and appraisal directions of and providing feedback on the employeeâ&#x20AC;&#x2122;s performance. section and to contribute to the development of that section in the educational

context of the school. 7.3.10Prepare papers, investigate and present information with recommendatio ns for decision by senior officers.

3.3.14 Maintain established central filing / records systems in accordance with routines, methods and procedures. This would include: creating and indexing new files, retrieving records; distributing files within the school as requested, monitoring file locations and identifying and processing inactive and closed files.

3.3.15 Maintain a store through such duties as participation in ordering and issue of expendable stores, recording of stock levels, maintaining records of equipment distribution, delivery dockets, invoices and payment vouchers and responsibility for keys.

3.3.16 Make

and record appointments on behalf of another and, where necessary, resolve involved appointment scheduling problems.

3.3.17 Make

travel and accommodation bookings in line with a given itinerary.

3.3.18 Within routines, methods and procedures carry out liaison between the school, the student and the studentâ&#x20AC;&#x2122;s family where some discretion and judgement are involved.

6.3.14Develop

systems and procedures for implementation in accordance with school policy.

6.3.15Provide financial, policy and planning advice and investigate, interpret or evaluate information for the guidance of staff or clients.

6.3.16 Original

writing of promotional and advertising material requiring significant discretion and judgement concerning content and design.

6.3.17 Management

of, and participation in, marketing activities.

6.3.18 Design of promotional and marketing plans requiring initiative in the application of professional practices.

6.3.19 Responsibility

for representing the school in the media.

Information Services and Resource Employees Level 2 2.4.1 Process basic transactions such as issues and returns, produce overdue lists, entry of orders in a computerised system, perform stock takes, entering of accession information into computer. 2.4.2 Operate and demonstrate the use of audio-visual equipment where there is limited complexity. 2.4.3 Maintain a booking system for equipment use and for the organisation of repairs and replacement of equipment. 2.4.4 Within well-established routines, methods and procedures, record audio/video programs and maintain a catalogue system of such recordings. 2.4.5 Perform a range of general duties at a basic level, for example, minor book repairs, photocopying and shelving. 2.4.6 Receive and deal with initial requests for information from library clients. 2.4.7 Under the direct supervision of an academic staff member(s), assist in the demonstration of routine library operations and procedures. 2.4.8 Under the direct supervision of an academic staff member(s), assist in the supervision of students in the library. 2.4.9 Under direct supervision of a higher level officer or members of the academic staff prepare and clear away materials for display/use in classrooms or libraries.)

Level 3 3.4.1 Search and verify bibliographical data where some discretion and judgement are involved. 3.4.2 Copy catalogue books, magazines, journals and recorded material where some discretion and judgement are involved. 3.4.3 Maintain circulation systems where some discretion and judgement are involved. 3.4.4 Respond to enquiries from staff, students, parents and the general public and address issues in accordance with routines, methods and procedures. 3.4.5 Assist in the demonstration of complex audio visual or computer equipment under supervision of academic staff member(s) where some discretion and judgement are involved.

Level 4 4.4.1 Responsibility for and/or training of subordinate staff in limited areas may be required 4.4.2 Within a variety of routines and procedures and with a depth of knowledge in some areas: demonstrate to staff and students the use of complex audio visual or computer equipment; or monitor performance of and carry out repairs to specialised equipment.

Level 5 5.4.1 Apply a range of technical and other skills involving the self-directed applicat ion of knowledge gained through formal studies/qualification s applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: independent and original cataloguing and classification following precedents and standards; monitoring the performance of, and carrying out repairs to, specialised equipment; and developing the framework for and providing the instruction to students (within a structured learning environment) under the general supervision of an academic staff

Level 6 6.4.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree. 6.4.2 Operate (at a level consistent with the qualifications required) a library/resource centre. This may (or may not) include responsibility for the supervision, monitoring and training of staff in lower level positions. 6.4.3 Administer the allocation and monitoring of resources in the library/resource centre. 6.4.4 Support employees reporting to the position in policies to be followed, methods to be used and standards to be observed.

Level 7 7.4.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree and post graduate qualifications and/or other professional development and/or industry experience. 7.4.2 Responsibility for the operation of a library/resource centre which provides complex and varied services. This may (or may not) include responsibility for the supervision, monitoring and training of professional staff and staff in lower level positions. 7.4.3 Manage allocation monitoring resources in library/resource centre.

the and of the

7.4.4 Responsibility for direction and support of employees reporting to the position in policies to be followed, methods

member(s).

6.4.5 Provide professional advice to staff and students in the officerâ&#x20AC;&#x2122;s area of expertise. 6.4.6 Formulate procedural policy and guidelines in the employeeâ&#x20AC;&#x2122;s area of responsibility; submit recommendations for decision and prepare supporting statements as necessary.

to be used standards to observed.

and be

7.4.5 Provide subject matter expertise and/or policy advice across a range of programs or activities undertaken by the organizational area, formulate policies and provide specialist advice on policy formulation to senior management.

Computer/ICT Employees Level 2 2.5.1 Use keyboard skills to produce a document from written text using a standard format. 2.5.2 Operate within well established routines, office equipment, such as, computer, photocopier, facsimile, binding machine, guillotine, laminator, franking machine, calculators, switchboard, etc.

Level 3

Level 4

Level 5

3.5.1 Use software application packages for personal computers to create database file structures; and spreadsheets/work sheets.

4.5.1 Within a variety of routines, methods and procedures, maintain the hardware and software components of a computer network and provide user support.

5.5.1 Apply a range of technical and other skills involving the self-directed application of knowledge gained through formal studies/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: Assisting with systems analysis and design in relation to the development and maintenance of computer systems; and assisting with application programming (eg modification of package systems; and investigation of malfunctions in operational programs).

4.5.2 Responsibility and/or training subordinate staff limited areas may required.

for of in be

Level 6 6.5.1 Operate and responsible for computing section the school and all operations.

Level 7 be the of its

6.5.2 Perform non-routine professional tasks governed by procedures or guidelines. Within such constraints the employee is responsible for the independent performance of such functions. 6.5.3 Provide financial, policy and planning advice and investigate, interpret or evaluate information for the guidance of staff or management in the computing area. 6.5.4 Be responsible for the development of software, hardware or applications systems based on the use of current computer techniques. 6.5.5 Be responsible for the development of computer systems, and recommend changes and improvements in systems where appropriate. 6.5.6 Undertake maintenance programming tasks,

7.5.1 Operate and be responsible for the computing section which provides complex and varied services to the school community including being responsible for the supervision, monitoring and development of other staff reporting to the position. 7.5.2 Research and examine likely long-term requirements for computer systems, suggest alternative plans and strategies and report on their feasibility. 7.5.3 Consult with departmental computer users to understand and meet the needs of the department and resolve problems concerning systems. 7.5.4 Investigate and design the implementation of computer systems to meet specific needs of work areas.

including investigation and design requirements necessary to implement changes to existing systems. 6.5.7 Provide advice to the senior executive of the school on the operations/future directions of the section by utilising acquired knowledge and experience.

Computer/ICT Employees contâ&#x20AC;Ś 6.5.8 Carry out a range of tasks necessary to support and develop systems software or other support processes

7.5.5 Carry out a range of complex and varied tasks requiring the selection and application of new and existing techniques and methodologies necessary to support and develop systems software or other support processes. 7.5.6 Develop and present appropriate comput er training courses.

SCHEDULE 4 - OBJECTIVES Objectives for CA 428 of 1999: 1.

This Agreement provides a framework for the Employing Authority, Employees and the Unions to work together towards improving productivity, efficiency and their contributions to the development and implementation of workplace reform and through improvements in the working environment.

The Objectives of the Enterprise Agreement are to develop a culture of workplace reform consistent with the mission and goals of All Hallowsâ&#x20AC;&#x2122; School by:

(a) Improving the quality of teaching; (b) Improving the learning outcomes of the students; (c) Reflecting upon and giving support to the principles of employment equity, social justice, subsidiarity and accountability;

(d) Creating more effective School management which increase flexibility, responsiveness and professionalism;

(e) Evaluating use of resources for optimum efficiency; (f) Recognising the key role of staff members in the School and initiating measures designed to provide for their pastoral care;

(g) Enhancing the provision of broad curriculum services for students through effective and efficient School arrangements and practices;

(h) Recognising the interface of curricular and co-curricular activities at the School; (i) Improving the effectiveness of support services in contributing to the provision of quality teaching and learning;

(j) Developing collaborative and consultative decision making process; (k) Providing benefits to Employees through improved wages relative to their contributions to the development and implementation of workplace reform and through improvements in the working environment;

(l) Supporting the life long development of the spirituality of staff members to enliven the ethos of the Catholic school. Objectives for CA 381 of 1999, CA 379 of 1999, CA 380 of 1999, CA 38 7 of 1999, CA 386 of 1999, CA 382 of 1999, CA 385 of 1999, CA 383 of 1999, CA 384 of 1999. 1.

This Agreement provides a framework for the Employing Authority, Employees and the Unions to work together towards improving productivity and efficiency.

The Objectives of the Enterprise Agreement are to develop a culture of workplace reform by:

(a) improving the quality of teaching. (b) improving the learning outcomes for students. (c) improving the effectiveness of support services in contributing to the provision of quality teaching and learning.

(d) developing staff members so that they will give witness to the mission, values and goals of the Catholic school.

(e) supporting the life long development of the spirituality of staff members to enliven the ethos of the Catholic school.

(f) enhancing the provision of broad curriculum services for students through effective and efficient school arrangements and practices.

(g) developing collaborative and consultative decision making processes. (h) creating more effective school management and resourcing processes which increase flexibility, responsiveness and professionalism.

(i) reflecting upon and giving support to the principles of employment equity, social justice, subsidiarity and accountability.

(j) recognising the key role of staff members in Catholic schools and initiating measures designed to provide for their pastoral care.

(k) providing benefits to employees through improved wages relative to their contributions to the development and implementation of workplace reform and through improvements in the working environment.

SCHEDULE 5 - SALARY PACKAGING Clauses 7.1 of CA428 of 1999, CA381 of 1999, CA379 of 1999, CA380 of 1999, CA387 of 1999, CA386 of 1999, CA385 of 1999, CA383 of 1999 and CA384 of 1999, and Clause 7.2 of CA382 of 1999.

Salary Package into Superannuation Funds Employees shall be permitted to elect to salary package into an approved superannuation fund, subject to compliance with the Workplace Relations Act. Where the Employing Authority and individual employee agree an additional contribution may be made into a complying superannuation fund within the range of funds offered by the Employing Authority. This Agreement shall be subject to the following provisos: (1) the fund(s) comply with the provisions of the Superannuation Industry (Supervision) Act 1993; (2) the nominated fund is to be within the range of funds nominated by the Employing Authority but in any event no fund shall be a personal fund; (3) the implementation of any such arrangements shall be at the discretion of the Employing Authority; (4) the contribution shall be expressed as a dollar amount; (5) such salary packaging arrangements shall be available to all employees with the exception of casual employees and those employed on fixed term contracts for less than a school year; (6) the funds shall accept electronic funds transfer; (7) any arrangements as set out in this clause shall be at the employeeâ&#x20AC;&#x2122;s request; (8) the terms of the arrangement shall be committed to writing and signed by the Employing Authority and the employee; (9) a copy of the signed agreement shall be held by the Employing Authority and a copy provided to the employee; (10) this arrangement may only be altered once per annum; (11) The Employing Authority shall apply a total employment cost (TEC) approach to make payments under the Salary Packaging Agreement. The Employeeâ&#x20AC;&#x2122;s TEC will be the sum of the base salary, leave loadings, locality allowances where they apply and superannuation contributions being met by the Employing Authority. The parties acknowledge that within the limits prescribed in this clause the implementation of any salary packaging arrangement shall be at the discretion of the Employing Authority.

SCHEDULE 6 – WORKPLACE HARASSMENT In accordance with Clause 4.18 – Workplace Harassment of this Agreement, attached are employing authorities’ current policy and guidelines in relation to workplace harassment.

ST RITA’S COLLEGE

HARASSMENT – 2003 Rationale St Rita’s is committed to fostering a Christian environment where courtesy, consideration and co-operation are shown to all members of the Community. Verbal, written, technological, physical or emotional harassment is foreign in such an environment. Purposes 1. To provide an environment at school and when travelling to / from school, where all members of the College Community are able to feel comfortable, secure, safe, fairly treated and cared for. 2.

To foster and encourage harmonious relationships both in class and in informal settings.

To foster tolerance and co-operation, rather than intimidation, when differences arise because of physical, social or intellectual attributes.

Guidelines 1.

Verbal, written, technological, physical, gesticulative or emotional harassment, such as the exclusion of or extortion of one person or group of people against another person or group will not be tolerated.

Hiding, damaging or destroying the property of others will not be tolerated.

Any form of harassment is to be brought to the attention of a person in responsibility. (e.g. House Group teacher, subject teacher, Year Co-ordinator, Guidance Officer or a member of Administration.)

No one is to be victimised who has made such a complaint, acts as a witness to such a complaint or supports a victim of harassment.

Appropriate action will be taken (e.g. counselling of the victim and the perpetrator and disciplinary action for the perpetrator) so that this form of harassment does not recur.

The College addresses the issues of harassment and victimisation by proactive education in line with its Pastoral Care Policy.

Conclusion By providing such an environment, members of this community are able to grow in self-confidence and self-esteem, as well as being able to give their full attention to concentrating on their studies and developing good and friendly relationships with their colleagues.

ST URSULA’S COLLEGE - YEPPOON Procedures for dealing with Harassment The College is committed to creating and maintaining a working environment that is free from all forms of harassment. Harassment occurs when a person engages in repeated unwelcome conduct which offends, humiliates or intimidates another person. Harassment may be: - Physical – touching, pushing, physical intimidation - Verbal – taunting, teasing, name calling, telling crude jokes, rumour spreading or offensive or abusive comments - Non-verbal – obscene body/hand gestures, physically obstructing a persons passage, damage to personal property, inappropriate messages or social exclusion. Sexual Harassment occurs when a person is subjected to any of the following: - an unsolicited act of physical intimacy - a request for sexual favours - a remark with sexual connotations - any form of unwelcome sexual conduct where either of the following applies: § the harassment is carried out with the effect of offending, humiliating or intimidating the other person § there is reason to believe that the harassed person would see the incident as offensive, humiliating, or intimidating Generally, detriment or harm does not have to be shown. It is sufficient to demonstrate that the behaviour complained of was unwelcome. The Head of Pastoral Care has been appointed as the dedicated Sexual Harassment Referral Officer to whom staff can take complaints. Any form of harassment can be reported to any member of the Leadership Team. Complaint Procedures for Staff: -

Complainants should tell the offender that the behaviour is unacceptable Complainants can report the incident to the College Referral Officer (Head of Pastoral Care) or a Leadership Team member The Referral Officer or Leadership Team member will provide support to the staff member and advise them of their options. The procedures followed will be according to the Policy and Guidelines on the Prevention and Elimination of Sexual Harassment as outlined by the Rockhampton Catholic Education Officer. A copy of this document is available in the staff room and from the Principal Complainants have the right to take their complaint further to the Board of Directors or to the Anti Discrimination Commission.

Procedure for Staff Member Receiving Harassment Complaint from Student -

Listen to complaint and provide appropriate care If you do not wish to deal with the complaint yourself – discuss with the student a referral to the Head of Pastoral Care, Year Level Coordinator, Head of Boarding or the Principal.

If you proceed with the complaint yourself – 1. Ascertain from student: - when and where the incident occurred - the type and extent of harassment - the persons involved - if the harassment has occurred previously - if they have warned the offenders 2.

Outline options: - student to speak to offenders (student may need coaching) - teacher/supervisor to speak to offenders - a mediation meeting All complaints must be acted on in some way. Record your action. Address the problem impartially, allowing the alleged offenders an opportunity to present their case.

Note that in the first instance of harassment, the offenders must be made aware of their unacceptable behaviour and asked to make appropriate amends for their actions. Offenders should be warned of the procedures that will follow if harassment continues. ie: - administration informed - parents contacted - behaviour monitored - exclusion from College (for persistent offenders) Follow Up: - monitor situation - prevent retaliation - provide on-going support to students involved - report incident to Year Level Coordinator, Head of Pastoral Care or Head of Boarding so that repeated offenders can be monitored - complainants have the right to take their complaint further if they are not satisfied with the measures that have been taken. The Leadership Team member will advise them of the appropriate process. Justice Issues & Assessment

•

Sufficient advice must be given to students prior to the assessment to allow adequate preparation.

•

Any variation to the schedule of assessment published must be checked with the Deputy Principal and Year Level Co-ordinator to ensure students are not over loaded with assessment, and alterations are not made to the normal timetable which could impact on this assessment.

•

Any advice/assistance given to students to assist them with assessment must be readily available to all students. (In some circumstances, there may be assistance given to special needs students that is not available to other students).

•

Comparability of assessment difficulty, preparation times, assessment conditions, resources available and marking must be maintained across class groups.

•

Students should be advised about cross marking or shared marking procedures but how this process applies to an individual student’s work is to remain confidential to those involved in the process. Cross marking must be completed before students are advised of results.

•

Each department must advise students of the appeal process that is appropriate for their subject. A sample of Request for a Remark of an Assessment Task has been included in the appendix.

•

Students need to be advised about what is considered to be cheating or plagiarism and adequate instruction given and precautions taken to reduce this possibility.

Use of Electronic Facilities Statement This document sets out the security, administration and internal rules which you should observe when communicating electronically or using the IT facilities provided by St. Ursula’s College (the 'College '). You should familiarise yourself with the terms of this statement in order to minimise potential damage to you,your colleagues, students and the College, which may arise as a result of misuse of email or Internet facilities. This statement applies to all employees and contractors of the College. 1.

College Property The College is the owner of copyright in all email messages created by its employees and contractors in performing their duties.

Monitoring From time to time, the contents and usage of email may be examined by the College or by a third party on the College's behalf. This will include electronic communications which are sent to you or by you, both internally or externally.

You should structure your email in recognition of the fact that the College may from time to time have the need to examine its contents. The College's computer network is a business and educational tool to be used primarily for business or educational purposes of the College. You therefore have a responsibility to use these resources in an appropriate, professional and lawful manner. All messages on the College's system will be treated as education or business related messages, which may be monitored. Accordingly, you should not expect that any information or document transmitted or stored on the College's computer network will be private. You should also be aware that the College is able to monitor your use of the Internet, both during College or working hours and outside of those hours. This includes the sites and content that you visit and the length of time you spend using the Internet. This is a usual function in the context of overall efficiency management. Emails will be archived by the College, as it considers appropriate. 3.

Personal Use You are permitted to use the Internet and email facilities to send and receive personal messages, provided that such use is kept to a minimum and does not interfere with the performance of your work duties. Acceptable personal use is infrequent and brief. This use should generally not occur during hours of duty and should not include uses: -

that require substantial expenditure of time that impede the efficiency of intranet, internet or email services that would violate or breach any State or Federal legislation or regulation that would violate the Collegeâ&#x20AC;&#x2122;s Code of Conduct

However, you should bear in mind that any use of the Internet or email for personal purposes is still subject to the same terms and conditions as otherwise described in this Policy. In the case of shared IT facilities, you are expected to respect the needs of your colleagues and use the Internet and email in a timely and efficient manner. Excessive or inappropriate use of email or Internet facilities for personal reasons during working hours may lead to disciplinary action. 4.

Content Email correspondence should be treated in the same way as any other correspondence, such as a letter or a fax. That is, as a permanent written record which may be read by persons other than the addressee and which could result in personal or the College's liability. You and/or the College may be liable for what you say in an email message. Email is neither private nor secret. It may be easily copied, forwarded, saved, intercepted, archived and may be subject to discovery in litigation. It may be accessed as â&#x20AC;&#x153;documentsâ&#x20AC;? under the Freedom of Information Act and may, therefore, be subject to external scrutiny. The audience of an inappropriate comment in an email may be unexpected and extremely widespread. You should never use the College internet or email for the following purposes: -

to abuse, vilify, defame, harass, offend or discriminate (by virtue of sex, race, religion, national origin or other);

to access, send or receive material containing obscene, pornographic or racial innuendoes, or encourage violence or drug abuse;

to injure the reputation of the College or in a manner that may cause embarrassment to your employer;

to spam or mass mail or to send or receive chain mail;

to infringe the copyright or other intellectual property rights of another person;

to download software, unless the user receives appropriate authorisation and complies with licensing requirements and established policies to check all such software for viruses;

to perform any other unlawful or inappropriate act;

commercial use, eg buying/ordering/selling goods, stocks or shares;

gambling;

Email content that may seem harmless to you may in fact be highly offensive to someone else. You should be aware, therefore, that in determining whether an email falls within any of the categories listed above, or is generally inappropriate, the College will consider the response and sensitivities of the recipient of an email rather than the intention of the sender. If you receive inappropriate material by email, you should delete it immediately and not forward it to anyone else. It would be appropriate for you to discourage the sender from sending further materials of that nature. In the event that inappropriate material continues to arrive from a sender following discouragement, we would encourage you to block the sender from further email correspondence. Comments that are not appropriate in the workplace or College environment will also be inappropriate when sent by email. Email messages can easily be misconstrued. Accordingly, words and attached documents should be carefully chosen and expressed in a clear, professional manner. You should be aware that use of the College's computer network in a manner inconsistent with this policy or in any other inappropriate manner, including but not limited to use for the purposes referred to in paragraph 4.3 of this policy, will give rise to disciplinary action, including termination of an employee's employment or contractor's engagement. 5.

Privacy In the course of carrying out your duties on behalf of the College, you may have access to, or handle personal information relating to others, includingstudents, colleagues, contractors, parents and suppliers. Email should not be used to disclose personal information of another except in accordance with the College's Privacy Policy or with proper authorisation. The Privacy Act requires both you and the College to take reasonable steps to protect the personal information that is held from misuse and unauthorised access. We stress therefore, that you take responsibility for the security of your personal computer and not allow it to be used by an unauthorised party, which specifically includes anyone who is not an employee of the College. You will be assigned a log-in code and you will also select a password to use the College's electronic communications facilities. You should ensure that these details are not disclosed to anyone else. We suggest that you take steps to keep these details secure. For example, you should change your password regularly and ensure that your log-in code and password are not kept in writing close to your working area. You are encouraged to either lock your screen or log-out when you leave your desk. This will avoid others gaining unauthorised access to your personal information, the personal information of others and confidential information within the College. In order to comply with the College's obligations under the Privacy Act, you are encouraged to use the blind copy option when sending emails to multiple recipients where disclosure of those persons' email addresses will impinge upon their privacy. In addition to the above, you should familiarise yourself with the National Privacy Principles ('NPPs') and ensure that your use of email does not breach the Privacy Act or the NPPs. If you require more information on the Privacy Act and how to comply, please contact the Principal or the Business Manager.

Distribution and Copyright When distributing information over the College's computer network or to third parties outside the College, you must ensure that you and the College have the right to do so, and that you are not violating the intellectual property rights of any third party. If you are unsure of whether you have sufficient authorisation to distribute the information, we recommend that you contact the Principal, Deputy Principal or Librarian. In particular, copyright law may apply to the information you intend to distribute and must always be observed. The copyright material of third parties (for example, software, database files, documentation, cartoons, articles, graphic files and downloaded information) must not be distributed through email without specific authorisation to do so.

Encryption and Confidentiality When email is sent from the College to the network server and then on to the Internet, the email message may become public information. Encryption will reduce the risk of third parties being able to read email and should be used in cases where you feel additional security is required. If you require more information in relation to encrypting messages, you should contact the Coordinator of Technology Advancement or the Coordinator of Information Technology (Curriculum). As mentioned above, the Internet and email are insecure means of transmitting information. Therefore, items of a highly confidential or sensitive nature should not be sent via email. You should note that there is always a trail and a copy saved somewhere, not necessarily only on the College's network server. This confidentiality requirement applies even when encryption is used. Email sent over the Internet may be truncated, scrambled, or sent to the wrong address. There is a possibility that outgoing email sent over the Internet may arrive scrambled or truncated, may be delayed, may not arrive at all, or may be sent to the wrong address. Where outgoing email is important or urgent, you should verify that the recipient has received the email in its entirety. You must ensure that emails that are sent from your email address contain the College's standard disclaimer message, which will read as follows: The contents of this email are confidential. If you are not the intended recipient, please contact St. Ursulaâ&#x20AC;&#x2122;s College (email ursulas@stursulas.qld.edu.au, fax 07 49 399610, or ph 07 49 399600) and immediately delete this email. This email may not have been encrypted, and may not be authentic or secure. To the extent permissible by law and in accordance with its Internet Acceptance Use Policy and Use of Electronic Facilities Statement, St. Ursulaâ&#x20AC;&#x2122;s College disclaims any liability for unauthorized communications or transmissions that may originate from its network systems. Thankyou. This message should be set to appear automatically on each outgoing email. Please contact the Coordinator of Information Technology Curriculum if this feature is not in place. There is a risk of false attribution of email. Software is widely available by which email messages may be edited or 'doctored' to reflect an erroneous message or sender name. The recipient may therefore be unaware that he or she is communicating with an impostor. Accordingly, you should maintain a reasonable degree of caution regarding the identity of the sender of incoming email. You should verify the identity of the sender by other means if you have concerns. Please delete old or unnecessary email messages and archive only those email messages you need to keep. Retention of messages fills up large amounts of storage space on the network server and can slow down performance. You should maintain as few messages as possible in your in-boxes and out-boxes. If there are items in your email which you require at later date, please ensure that these are saved in your network directory so that appropriate backups are made College wide.

Viruses All external files and attachments must be virus checked using scanning software before they are accessed. The Internet is a potential host for computer viruses. The downloading of infected information from the Internet is potentially fatal to the College computer network. A document attached to an incoming email may have an embedded virus. Virus checking is done automatically through software installed throughout the network. If you are concerned about an email attachment, or believe that it has not been automatically scanned for viruses, you should contact the Coordinator of Information Technology Curriculum.

Absence In cases where you are likely to be absent from work for any period of time, you should make arrangements for your emails to be accessible by the College or ensure that an 'out of office reply' is automatically set. This automatic reply will alert those trying to contact you that you are away from work and that important queries should be directed to a nominated colleague. If you require assistance in installing this feature, please contact the Coordinator of Information Technology Curriculum.

10.

Policy Updates This policy may be updated or revised from time to time. The College will publish any revisions to the Policy by whatever means is usual for such notifications at the time. If you are unsure whether you are

reading the most current version, you should contact the Principal, or review the policy on the College intranet. 11.

General The terms and recommended conduct described in this Policy are not intended to be exhaustive, nor do they anticipate every possible use of the College's email and Internet facilities. You are encouraged to act with caution and take into account the underlying principles intended by this Policy. If you feel unsure of the appropriate action relating to use of email or the Internet, you should contact the Principal.

Indemnity Statement The College recognises the convenience that internet banking and other financial facilities via internet provides. However, staff need to be aware that the College cannot guarantee security for this facility as the network has been set up for educational purposes

LOURDES HILL COLLEGE

WORKPLACE WELL-BEING POLICY STAFF INFORMAL COMPLAINT PROCEDURE INTRODUCTION Lourdes Hill College values the dimension of caring community that is fundamental to the Benedictine ethos and the story of the Good Samaritan. The college is also committed to being a Health Promoting College. However conflict is part of the human condition. This policy recognises the need and rights of staff, to seek remedy at an additional level – informally - Numerous policies set out the opportunities available to parents/students to seek remedy for similar concerns (e.g. Bullying Policy. ) 1.

RATIONALE The purpose of this policy is to provide a consistent detailed management plan and process for the handling of Informal Staff Complaints in a timely, fair and sensitive manner.

GUIDING DOCUMENTS § Good Samaritan Philosophy of Education § LHC Future Directions 2002 – 2006 § Towards Healing (1996 Revised December 2000). Towards Healing outlines principles and procedures for responding to complaints of sexual abuse made against personnel of the Catholic Church of Australia.

PRINCIPLES 3.1

the making of and responding to complaints must reflect Gospel values of acceptance and respect for each person and for freedom, forgiveness, hope and love.

3.2

natural justice will be adhered to:§ §

a person has a right to be informed fully of what is alleged against him/her a person has a right to respond and to be heard in an impartial forum.

3.3

maintenance of confidentiality will be respected and all witnesses must sign a confidentiality form (Form 1).

3.4

all efforts will be made to handle complaints in a timely manner.

3.5

all those in the community of Lourdes Hill College have both rights and responsibilities in upholding right relationships “with the ear of the heart” (St Benedict)

3.6

Informal complaints and their resolution will be documented only statistically (Form 2.)

3.7

the resolution of complaints/handling of disputes is to interfere as little as possible with the learning and teaching role of the College and the operation of the Boarding House.

3.8

this policy is seen as restorative rather than disciplinary, accepting that each person is valuable and motivated by good intentions.

3.9

staff are expected to act in accordance with their contractual and professional responsibilities; deliberately vexatious complaints will not be tolerated.

3.10

The right to live and work in an environment conducive to safety and well-being is also a matter of law.

DEFINITIONS Informal Complaint

An informal expression of grievance

SCOPE This policy exists to provide a process for informal complaints made by or concerning staff

POLICY STATEMENT (See Annexure A for areas where complaints are likely to arise)

6.1

Lourdes Hill College commits to the resolution of complaints through conciliation at the level most appropriate to where the conflict arises.

6.2

Lourdes Hill College respects the right of a complainant to seek external legal remedy at any time.

RESPONSIBILITIES 7.1

It is the responsibility of the College Board/Council to ensure a policy is in place whereby complaints generated in the workplace can be addressed and the policy otherwise complied with.

7.2 The Principal has responsibility for: • Following the policy • In-servicing the staff in the policy • Promoting an environment, which minimises complaints. 7.3 Responsibilities of Staff: • Staff are required to promote an atmosphere where complaints do not thrive. • To follow the policy • To promote the principles of the policy 8.0

SCHOOL HARASSMENT OFFICERS (SHO) 8.1

8.3

School harassment officers will be the designated people to receive workplace complaints by or involving staff. So far as is possible within the workplace the appointment of SHOs will be gender balanced, represent different needs and interests of staff and areas of the College eg day/boarding . Interested staff members will be requested to nominate for the roles.

8.4

Attributes Of SHO

8.2

8.4.1 8.4.2 8.4.3 8.4.4 8.5

The ability to inspire trust The ability to respect confidentially Communication skills. Management and negotiation skill

Role Of SHO The role of SHO is to manage: 8.5.1

Informal complaints (under this policy) by: • Canvassing options of self help and College help, with the Complainant • Keeping College leadership informed as required • Keeping statistical records. • Monitoring results of options chosen by Complainant and reporting as required.

8.5.2

The role of the SHO re Formal Complaints (See Formal Complaints Policy) is to: • •

8.5.3

Assist the Comp lainant if requested in formulating the written complaint. Ensure supporting documentation is provided to the Principal.

The SHO is a facilitator and does not fill the role as support person either of the Complainant or the Respondent.

IMPLEMENTATION THE OPTIONS FOR INFORMAL STAFF COMPLAINTS AND PROCEDURE. 9.1

The Complainant is encouraged to speak with an School Harassment Officer to have the Complaints Process explained and options for remedy canvassed.

9.2

Self help – a staff member may choose to rectify the situation himself/herself in a way that is conciliatory and supportive.

9.3

The Complainant asks to meet with the Respondent. The matter is raised and the request is made that the behaviour stops.

9.4

Should the problem not cease the parties may be offered mediation – arranged by the SHO – external to school. Or 9.4.1 Proceed to an Internal Formal complaint Procedure. 9.4.2 Seek external remedy at Law. 9.4.3 The complainant may decide to do nothing *

* NB. Should the complainant not wish to proceed with the matter but the issue is of a significant/criminal nature (affecting the well-being of staff), Lourdes Hill College reserves the right to proceed to address the matter irrespective of the Complainant’s decision. This may be done at the discretion of the Principal – including by way of investigation. 9.5

STUDENTS Students – Informal Complaint. The College has in place a Bullying policy and other Protective Policies for students and structures, including pastoral structures in place to promote well-being and to respond to unacceptable behaviours.

ANNEXURE A

6. (a)

Breach of the Anti Discrimination Act (QLD) 1991 (an amended).

A person must not unlawfully discriminate against another re the following attributes:1. Sex 2. Sexuality* 3. Gender identity* 4. Lawful sexual activity 5. Relationship status 6. Parental status 7. Pregnancy 8. Breast feeding 9. Family responsibilities

10. Race 11. Impairment 12. Age 13. Religious belief or activity (including no religious belief)* 14. Political Activity 15. Trade Union Activity 16. Association with any of the above 17. Sexual harassment (see annexure B) 18. Vilification

*Note: exceptions exist under S24, 25, 26 of the Act for religious institutions.

ANNEXURE B COMPLAINTS/CONCERNS GENERATED BY

Right

Parents Students

Staff

Wellbeing/Health Duty of Care Accreditation act

Informal Complaint

Remedied by School Policies 1. Protection Policy (Abuse/Neglect) 2. Associated Wellbeing Policies for Students • Bullying • Technology • Communication • Privacy • Screening • Other 3. LHC Boarding Community Handbook

Process

• • • • • • • •

Right to Make

Remedied by

Formal Complaints according to Formal Complaints Policy

External Complaint - Law

Employment Policy Principals/Conditions of employment Industrial Rights Diminished performance Screening Policy Protection Policy Complaints Policy Informal Acceptable use policy

Right to Make

ANNEXURE C STATISTICAL COMPLAINTS FORM FOR ALL INFORMAL COMPLAINTS LOURDES HILL COLLEGE - STAFF

The purpose of this form is to collect statistical information about complaints for college purposes. No identifying information is to be recorded on this form. Statistical information includes type, gender, and employment status of person making the Complaint, the name of the Respondent and options chosen for resolution. DETAILS ABOUT RECEIVING A COMPLAINT Date of receipt of complaint ______________________________________________ Name of person who received the complaint in the first instance__________________ The complaint was referred to

Principal Harassment Referral Officer

Work location: Other INCIDENT DETAILS Type of complaint

Gender

Physical _______________________ Verbal ________________________ Non Verbal_____________________ Other _________________________ Person making complaint Permanent F/T worker Permanent P/T worker Contract Worker Casual worker Supervisor/Manager Volunteer Principal

Male to female _______________ Male to male _______________ Female to male _______________ Female to female _____________ Person being complained about

Parent Student Other_________

Permanent F/T worker Permanent P/T worker Contract worker Casual worker Supervisor/Manager Volunteer Principal

Parent Student Other_______

OPTION CHOSEN BY PERSON MAKING COMPLAINT (more than one option can be ticked) Take no action Internal informal option Internal formal option External formal option

Comment ________________________________ ________________________________________

COMPLAINT OFFICER Name of Officer filing this complaint

_________________________________________________________

Name of other person filing the form

_________________________________________________________

Date _______________________

ALL HALLOWS’ SCHOOL

POLICY ON HARASSMENT 1.

Reflection 1.1 1.2 1.3 1.4

Values 2.1

2.2

2.3

School Mission Statement Policy on Anti-Bullying Policy on Student Protection Policy on Pastoral Care

Justice: “Love of itself is never sufficient for societal life. There are systems and structures, claims and conflicts which have to be attended with deliberation and care.” (R. McBrien) Respect:“Respect is the basis of any relationship. Everyone – parents, students and staff – has a contribution to make. It is the job of the School to recognise this and work in an atmosphere of mutual respect.” (Fitzgerald & Petit) Dignity: “School communities must develop and demonstrate an understanding of the value and dignity of each human person.” (Mary -Angela Harper)

Preamble All Hallows’ School community, in acknowledging that each individual is made in the image of God, is committed to providing a working environment for all students and staff in which the inherent dignity of all persons is recognised and fostered. In the All Hallows’ School community, harassment of any kind is totally unacceptable. Harassment is any unwelcome or uninvited comment, attention, contact or behaviour that an individual or witness finds humiliating, offensive or intimidating. It is not always intentional.

Policy 4.1 4.2 4.3 4.4

4.5

Harassment of any kind is an unacceptable form of behaviour which will not be tolerated under any circumstances. All complaints of harassment will be treated seriously, confidentially and sensitively, and will be thoroughly investigated. All members of the School community will be actively encouraged to report harassment. Staff members have a particular responsibility and duty to encourage respect for the dignity of others in all aspects of school life and to ensure that any harassment brought to their attention, or personally witnessed, is acted upon according to school harassment procedures. The School will do all in its power to ensure that all persons involved in complaints of harassment, including the person making the complaint, those supporting someone making a complaint, witnesses and the accused, will not be victimised in any way.

CORPUS CHRISTI COLLEGE Anti-Harassment Policy DEFINITIONS Corpus Christi College considers harassment to be an unacceptable form of behaviour that will not be tolerated under any circumstance. Such behaviour has no place in an organisation that espouses and promotes Gospel values and respect for the individual. This policy covers all students, employees (whether permanent, part-time, or casual), voluntary workers, parents of students, or any other member of the public on school property. Harassment is defined as any act, or series of actions, which is intended to or would reasonable be expected to cause harm, embarrassment or offence to another person. It is behaviour that is unwelcome and may be repeated. It may come from an individual or a group and from any member of the College community. Harassment can take m any forms. eg: BULLYING (Respect All People Policy in Policy Handbook)

A Person is being bullied when they are: − Hit, punched, jostled or pushed around − Called hurtful, abusive or offensive names − Threatened − A victim of abusive or obscene language − Ridiculed about their appearance − Teased repeatedly − Singled out or excluded − The victim of rumours or have their property interfered with − The recipient of rude gestures or graffiti written about them

SEXUAL HARRASSMENT (Sexual Harassment Policy in Policy Handbook)

− − − − − − − − −

RACIAL DISCRIMINATION (Commonwealth Racial Discrimination Act 1975) (Commonwealth Racial Hatred Act 1995)

−

HARASSMENT BECAUSE OF DISABILITY OR DIFFERENCE (The Disability Discrimination Act 1992)

−

− − −

The public display of obscene or pornographic material Intrusive enquiries into a person’s private life References to a person’s sexuality or physical appearance The use of sexually offensive or sexually derogatory language, whether written or spoken Persistent social invitations which have been repeatedly refused Persistent staring or leering at a person or at parts of their body Request for, or expectations of, sexual activity under threat, or in exchange for favours or promises of preferential treatment Indecent exposure, obscene gestures Unnecessary physical contact, such as patting, pinching, fondling, deliberate brushing against the other person’s body, attempted kissing etc. Making degrading comments or gestures about a person’s culture or background. Calling a person names because of race. Telling offensive jokes or showing offensive material. Deliberately excluding a person because of race. Making degrading comments or gestures about a person’s intellectual or physical ability. Making jokes about intellectual or physical abilities Deliberately excluding a person because of ability or difference. Mimicking disability or difference.

LIBEL/SLANDER

− − −

Spreading rumours about a person or a person’s family. Writing unpleasant notes to or about a person. Writing graffiti about a person or any groups to which a person belongs.

ELECTRONIC HARASSMENT

−

Making unwelcome or inappropriate comments about or to a student or staff member through the College computer system including e-mail. The passing on of unsolicited sexually explicit software or material to staff or students on College computers. The passing on of unsolicited sexually explicit software or material to staff or students on College computers. Posting inappropriate messages about staff or students on the internet. Creating web pages with the express intention of posting inappropriate messages about staff or students. Sending inappropriate text messages to a student, staff member or parent/guardian.

− − − − −

WHAT THE COLLEGE COMMUNITY WILL DO ABOUT HARASSMENT

Ÿ We want to prevent harassment from happening in our community. Ÿ We will regularly raise awareness about harassment so that every one knows what their rights and responsibilities are. Ÿ We will deal with any harassment complaint seriously, sympathetically, quickly, impartially and confidentially. Ÿ Every attempt will be made to ensure that no-one is victimised in any way for making a harassment complaint. We will provide whatever reasonable support is necessary. Ÿ Action may be taken against anyone who victimises someone else because they made a harassment complaint or supported someone in their harassment complaint. We will not tolerate victimisation. Ÿ We will take action to ensure as far as possible the harassment stops.

ACTION

Staff, students, parents and/or other visitors to the school can utilise the procedures set out in our policies, in particular: • Bullying Policy • Employee Grievance Procedure • Pastoral Care Policy • Respect all People Policy • Sexual Harassment Policy • Student Protection Policy • Avenues such as legal action and/or putting the matter before the AntiDiscrimination Commission are available to victims of harassment. A complainant has the right to make a complaint to the Queensland AntiDiscrimination Commission and the Human Rights and Equal Opportunity Commission. Procedural details for complaints to either of the Commissions are outlined in the Queensland Anti-Discrimination Act 1991 and the Commonwealth Sex Discrimination Act 1984, and the Conciliation and Complaint Procedures brochure, copies of which are available at the office. Anti-Discrimination Commission: Level 1, 189 Coronation Drive, MILTON Phone: 1300 130 670 or 1300 130 680 or email infor!dcq.qld.gov.au

ST URSULAâ&#x20AC;&#x2122;S COLLEGE TOOWOOMBA

GENERAL GUIDELINES All members within and in contact with our community should be able to relate in an environment free of intimidation and harassment. When intimidation and harassment occur it is contrary to Christian values and will not be tolerated or condoned under any circumstances. Anyone experiencing or witnessing any form of inappropriate behaviour is asked to take suitable action. If immediate action has not been effective, there are several options open to express the complaint. In the case of a student experiencing any form of inappropriate behaviour from any member within or any person associated with the College community, the student may: ? ? ? ? ? ? ? ?

inform her Pastoral Care teacher; or inform the Pastoral Care Year Level Co-ordinator; or inform the Assistant Principal Pastoral Care; or inform the College Psychologist/Counsellor; or inform a staff member with whom she feels able to speak; or inform the boarding supervisor/parent/guardian; or inform the Assistant Principal Boarding; or inform another student who should inform a staff member.

In the case of a staff member experiencing any form of inappropriate behaviour from any member within or any person associated with the College community, he/she may:: ? ? ? ? ? ? ?

inform the Pastoral Care Year Level Co-ordinator; or inform a member of staff with whom they feel able to speak; or inform the Assistant Principal Pastoral Care; or inform the College Psychologist/Counsellor; or inform a member of the Administration Team; or inform the Assistant Principal Boarding; or inform the Principal

In the case of a parent experiencing any form of inappropriate behaviour from any member within or any person associated with the College community, he/she may: ? ? ? ? ? ? ? ?

inform a member of staff; or inform the Pastoral Care Year Level Co-ordinator; or inform the Assistant Principal Pastoral Care ;or inform the College Psychologist/Counsellor; or inform a member of the Administration Team; or inform the Assistant Principal Boarding; or inform the Principal; or inform a member of the Parents and Friends Association

In the case of a staff member who has had an accusation made against him/her, the following action may be taken by that person: ? ? ? ?

inform a member of the Administration Team; or inform the Principal; or inform the College Psychologist/Counsellor; or inform the union

The person to whom the complaint has been made must inform the Principal for her information. Depending on the nature and severity of the inappropriate behaviours, this could range from a casual comment to a formal written report.

PROCESS OF INVESTIGATION All complaints will be given respect and attention. Once a member of the College staff has been informed of some inappropriate behaviour, a process of investigation will begin. The aims of such an investigation will always be to: ? ? ? ? ? ? ?

protect and support the victim and/or complainant in an allegation clarify the nature and truth of the allegation provide advice as required facilitate support for all parties consult with other relevant parties expedite pastoral processes that will enhance social justice ensure that the requirements of the law are respected.

According to the circumstances, an account from both the claimant and the respondent will be registered. If the need arises, dialogue will be initiated with all relevant parties, and appropriate professional personnel will be recommended for support and counselling if required. When managing behaviours that do not match the culture and ethos of the College it is important that the person facilitating the investigation maintains certain standards. The facilitator should endeavor to: ? ? ? ? ? ?

maintain confidentiality treat people in a just, caring and respectful way manage the situation in a calm manner or seek assistance if this is not possible refrain from taking on inappropriate behaviours themselves describe and name the behaviour that is inappropriate without labelling the alleged offender have a selection of management strategies which are appropriate for the situation.

Certain management strategies can be pursued in particular situations but can never be prescriptive. Every attempt will be made by the person facilitating the investigation to negotiate a satisfactory resolution between the victim and the alleged offender. Allowance will be made for the nature of the incident to take its course, with the conflicting parties resolving the situation themselves. Strict monitoring of the conflict resolution would be required. If intervention is required for the resolution process to continue, the process should include: ? ? ?

interview with the complainant and/or victim interview with the alleged offender interview with any witnesses (where possible)

A record of interviews regarding allegations must be filed. EVERY ATTEMPT WILL BE MADE TO PROTECT AND SUPPORT ANY PERSON WHO MAKES A COMPLAINT, WHO IS A WITNESS, OR WHO IS ACCUSED. When a complaint is lodged, to expedite the resolution process, the facilitator must determine the characteristics of the incident. ? ? ? ? ?

what happened? who was involved? (including witnesses, bystanders) where did it happen? when did it happen? how did it happen?

N.B ALWAYS INTERVIEW SEPARATELY AND TAKE AN ACCOUNT OF THE INTERVIEW TO ENSURE ACCURATE DETAILS IF NEEDED FOR FURTHER INVESTIGATION. AFTER LISTENING TO INFORMATION â&#x20AC;&#x201C; RECOUNT WHAT YOU HAVE WRITTEN TO ALLOW FOR CLARIFICATION AND FOR ANY FURTHER INFORMATION TO BE ADDED. Determine:

How serious is the incident? What is the appropriate intervention to assist resolution? STRATEGIES FOR RESOLUTION

It is always the wish of the College community that a resolution of the conflict will be reached between the parties involved. If the relevant parties are not able to come to a mutual resolution, the following possible strategies should be employed. 1. Institute the assistance of a third party mediator; a process that has particular procedures to follow. It aims to have each of the parties concerned see the effects of the conflict on the other and part company leaving the dispute behind. 2. Institute mediation involving the relevant parties in working towards resolution as above. If necessary, recommend that assistance be sought in the following areas: Peer relationships Family relationships Assertiveness training Counselling 3. Involve the Principal in making recommendations as to the resolution; disciplinary action may involve a warning, due process, suspension, expulsion or legal action, depending on the extent of the circumstances. 4. Keep all relevant parties informed. POSSIBLE CONSEQUENCES Having worked through the resolution process above, it is necessary to recognise and determine the consequences of the behaviour. The consequences will depend on the nature and severity of the inappropriate behaviour and will include: 1. For staff, the consequences are at the discretion of the Principal in consultation with the Senior Administration and/or Middle Management. 2. For students, consequences vary according to the nature of the inappropriate behaviour. inappropriate behaviours could include: Lowering Self Image eg.

Swearing Lying Lack of common courtesy Lack of personal cleanliness/hygiene Undignified posture Appearance that draws undue attention

Such

Impinging on the rights of others Bullying:

Teasing Ostracising Intimidating Racially vilifying Ridiculing Unwarranted criticism

Abusing Physically: Abusing verbally and/or by gesture Lacking in respect for beliefs/practices Gossiping and defaming Thieving Vandalising Sexually harassing The range of possible consequences for inappropriate behaviours by students can include: Apology Reconciliation Three-way dialogue Restitution Temporary removal from student group Letter/phone call to parents/guardians Detention Exclusion In-school suspension Community service Counselling Suspension Expulsion Legal action ANTI HARASSMENT POLICY DEFINITIONS Saint Ursulaâ&#x20AC;&#x2122;s College considers harassment to be an unacceptable form of behaviour that will not be tolerated under any circumstance. Such behaviour has no place in an organisation that espouses and promotes Gospel values and respect for the individual. This policy covers all students, employees (whether permanent, part-time or casual), voluntary workers, trainees, apprentices, contract workers, job applicants, customers, parents of students, or any other member of the public on school property. Harassment is defined as any act, or series of actions, which is intended to or would reasonably be expected to cause harm, embarrassment or offence to another person. It is behaviour which is unwelcome and may be repeated. It may come from an individual or a group and from any member of the College community. Harassment can take many forms eg: Bullying

(Anti-Bullying Policy on page 7)

? ? ? ?

Hiding, damaging, destroying or stealing work or belongings. Verbal bullying – name calling, putting a person down, teasing, pulling faces, rumours, using abusive language, barking, slurping etc. Physical bullying – hitting, pushing, pinching or threatening physically. Deliberately excluding a person from the group.

Sexual Harassment (Sexual Harassment Policy on page 16) ? ? ? ? ?

Unwelcome touching or brushing against a person. Whistling, gesturing or making comments that are sexually explicit and offensive. Telling offensive jokes or showing offensive matter. Making comments about a person’s sexuality. Deliberately excluding a person because of his/her gender.

Racial Discrimination (Commonwealth Racial Discrimination Act 1975) (Commonwealth Racial Hatred Act 1995) ? ? ? ?

Making degrading comments or gestures about a person’s culture or background. Calling a person names because of race. Telling offensive jokes or showing offensive material. Deliberately excluding a person because of race.

Harassment because of Ability or Difference (The Disability Discrimination Act 1992) ? ? ? ? ? ?

Making degrading comments or gestures about a person’s intellectual or physical abilit y. Calling a person names. Making jokes about intellectual or physical abilities. Deliberately excluding a person because of ability or difference. Cultural/Racial mannerisms. Mimicking disability or difference.

Libel/Slander ? ? ?

Spreading rumours about a person or a person’s family. Writing unpleasant notes to or about a person. Writing graffiti about a person or any groups to which a person belongs.

Electronic Harassment ? ? ? ?

FOR PARENTS:

Students who are victims of harassment will seldom speak openly about their experiences. They may refer to their distress in an indirect way. Victims may raise the subject once and gain no response, recognition or alleviation of their distress from teachers or parents and will not raise the subject again until forced by circumstance to do so. Many researchers refer to the helplessness felt by victims of harassment. Victims come to expect no support and can see no end to their victimisation.

The following â&#x20AC;&#x2DC;observationsâ&#x20AC;&#x2122; could indicate that your child may be harassed at school: ? ? ? ? ? ? ? ?

A student who has been happy at school losing interest and enthusiasm for school. This may be reflected in deterioration in school performance. Requests for parents to drive them to school, or collect them. Damage to or loss of personal property e.g. clothes, books, bags etc. A student returning from school in very bad humour but reluctant to say why. Unexplained changes of mood. These will often occur before the restart of school e.g. at the end of a weekend, or at the end of a holiday period. Frequent minor illnesses, especially headaches and stomach aches. These often accompany the mood changes mentioned above. An increase in requests for money. If refused this may provoke angry outburst. Unexplained cuts or bruises.

Avenues such as legal action and/or putting the matter before the Anti-Discrimination Commission are available to victims of harassment. A complainant has the right to make a complaint to the Queensland AntiDiscrimination Commission and the Human Rights and Equal Opportunity Commission. Procedural details for complaints to either of the Commissions are outlined in the Queensland Anti-Discrimination Act 1991 and the Commonwealth Sex Discrimination Act 1984, and the Conciliation and Complaint Procedures brochure, copies of which are available at the office. Anti-Discrimination Commission: Level 1, 189 Coronation Drive, MILTON Phone: 1300 130 670 or 1300 130 680 or email infor!dcq.qld.gov.au What The College Community Will Do About Harassment ?

We want to prevent harassment from happening in our community.

We will regularly raise awareness about harassment so that everyone knows what their rights and responsibilities are.

We will deal with any harassment complaint seriously, sympathetically, quickly, impartially (fairly) and confidentially.

We will do our best to make sure that no-one is victimised or hassled in any way for making a harassment complaint. We will (help to) provide whatever reasonable support is necessary.

Action may be taken against anyone who victimises someone else because they made a harassment complaint or supported someone in their harassment complaint. We will not tolerate victimisation.

We will take action to ensure as far as possible the harassment stops.

MT ST MICHAEL’S COLLEGE 1.

POLICY STATEMENT

Preamble Mt St Michael's College (MSM) is committed to providing and maintaining a work environment that is free from all forms of discrimination, harassment, bullying and unjust workplace practice. All Mt St Michael's College employees have the right to expect a fair, safe, and inclusive work environment where diverse viewpoints are valued, where honesty, respect and dignity characterise staff interactions and where conflict is resolved in a professional, constructive and timely manner. Purpose The purpose of this policy is to provide an effective mechanism to resolve disputes and grievances based on harassment, discrimination, workplace bullying and unjust workplace practices. Scope This policy applies to all employees of Mt St Michael's College including teaching staff, members of the College Leadership Team, support and administration staff. It also applies to student teachers on placement and to MSM volunteers who offer assistance from time to time. (Please see Appendix 1 for further description.) This policy covers the following workplace issues: (i)

Unlawful discrimination

unfair or discriminatory treatment or practice based on attributes as described in the Anti-Discrimination Act (1991)

(ii)

Harassment

uninvited and unwelcome behaviour directed towards another person that offends, humiliates or intimidates. The harassment may be based on attributes as defined by the Anti-Discrimination Act (1991)

(iii)

Sexual harassment

unwelcome behaviour of a sexual nature that offends, humiliates or degrades. Sexual harassment is a form of sexual discrimination and is unlawful under the Anti-Discrimination Act (1991).

(iv)

Workplace bullying

repeated behaviour or treatment that is intimidating, degrading, humiliating or threatening and is considered to be inappropriate and harmful workplace practice. Workplaces have an obligation under the Workplace Health and Safety Act (1995) to minimise or eliminate risks associated with workplace bullying.

(v)

Unjust work practices

disputes where an employee believes that: • the conduct or practice of another employee adversely affects them because it is unfair or unreasonable, or • an administrative action or decision adversely affects them because it is unfair or unreasonable (Industrial Relations Act 1999)

(Please see Appendix 2 for more information on the above workplace issues.) This policy does NOT cover the following: • • • • •

general differences of opinion between employees problems in working relations or performance management counselling on work related behaviour as part of work supervision issues regarding child protection eg child abuse (consult Child Protection Policy) serious staff misdemeanours that are of a criminal nature eg assault, on-site drug trafficking

Principles (i)

Staff have the right to raise genuine issues of concern where they feel they are being adversely affected or their work is being adversely affected by a workplace issue as described in the Scope above.

(ii)

Disputes and grievances will be treated seriously and will be resolved promptly and confidentially.

(iii)

In keeping with the school ethos, there is a commitment to resolve disputes and grievances in the first instance through processes of dialogue and conciliation.

(iv)

The values espoused in the MSM Mission Statement form the basis on which workplace issues are resolved. Resolution of disputes and grievances will be managed through a fair, unbiased and transparent process that respects the dignity of the parties concerned and adheres to the principles of equity and natural justice.

(v)

Disputes made using proper procedure will be acted on within the manner and process stated in the attached Grievance Resolution Procedure and will adhere to legislative requirements.

(vi)

All parties shall respect the confidentiality of the Grievance Resolution process.

(vii)

An employee shall not be victimised for lodging a grievance.

(viii)

Resolution of grievances is to interfere as little as possible with the core business of teaching and learning and with meeting the business objectives of the College.

(ix)

Outcomes from the resolution process will be used as an opportunity to review and improve workplace practice and create a safe and supportive work environment.

Relevant Documents and Legislative Base This policy is underpinned by: • Anti Discrimination Act 1991 • Workplace Health and Safety Act 1995 • Industrial Relations Act 1999 • The Mt St Michael’s Mission and Values Statement • Statement of Principles regarding Catholic Education • Education Philosophy of the Sisters of Charity • Board of Teacher Registration – Code of Ethics for Queensland Teachers 2.

GRIEVANCE PROCEDURE

Informal mediation process (i)

In the first instance and in keeping with the school ethos, the aggrieved employee is strongly encouraged to attempt resolution of a dispute or complaint informally through dialogue and negotiation.

(ii)

If the issue is unable to be resolved or the aggrieved employee is not comfortable with this approach, he/she may raise their concerns informally and confidentially with a member of the College Leadership Team and request a facilitated session to seek resolution of the issue. Each party may be accompanied by a support person.

(iii)

Where a member of the College Leadership Team receives a request for a facilitated session, he/she must initiate action within two (2) days of the request. The mediation process should be completed within seven (7) calendar days unless otherwise agreed to by the parties.

(iv)

If the issue is not resolved through direct dialogue or if a facilitated session was considered to be inappropriate or was unable to resolve the issue, a formal written grievance may be lodged.

(v)

At any time, an employee can seek advice from an external agency, for example the Anti-Discrimination Commission or a union.

Note:

It is recognised that in some instances, an informal approach may not be appropriate, for example, a case of severe workplace bullying, or where sexual harassment may be implicated. Formal Written Process Stage 1

(i)

Grievances may be lodged in writing using the Staff Grievance Form. The aggrieved employee must identify the nature of the grievance, the grounds on which it was made, what it would take to resolve the issue and what attempts have been made to resolve the issue informally. The grievance may be lodged with the following people: • • • • •

In the case of a teaching staff member, the aggrieved employee lodges the grievance with a member of the College Leadership Team For administrative and support staff, the grievance is lodged with the Business Manager A grievance against a Deputy Principal, the Assistant Principal or the Business Manager, is lodged with the Principal A Grievance against the Principal is lodged with the Board. If the Principal is the party lodging a grievance against another staff member, the Principal can lodge the grievance with an objective, external person nominated by the organisation, to undertake an investigation.

(ii)

The person with whom the grievance was lodged, assesses whether there are reasonable grounds for further investigation. If after careful and objective examination, the complaint is found to be vindictive or without basis, the complaint is dismissed.

(iii)

If further investigation is warranted, the employee against whom the complaint is being made, is provided with written advice that a formal grievance has been lodged against him/her. Opportunity is provided for the staff member to respond before any action is taken.

(iv)

The staff member with whom t he grievance was lodged, undertakes appropriate investigation and seeks resolution. The investigation may include: • • • • • •

making further enquiries conducting interviews assessing the validity of information reviewing an administrative action or decision referring the grievance to an appropriate person or an organisation calling in an external investigator where appropriate

(v)

The staff member with whom the grievance was lodged makes determinations and decisions based on matters considered during the investigation process.

(vi)

Parties are informed in writing of the outcomes of the investigation and any actions arising.

(vii)

Stage 1 of the process should be finalised within three (3) working weeks1. If resolution is not reached within this time, the aggrieved employee can lodge a Stage 2 Grievance. Where investigation of the issue will exceed three working weeks, parties must be advised of the status of the grievance and the planned date for finalisation.

Stage 2 (i)

The process moves to Stage 2 when either the aggrieved employee, or the person against whom the complaint is being made, genuinely believes that findings from Stage 1 are unfair or unreasonable. Written submission is made to the Principal stating why he/she believes the findings from Stage 1 are unfair or unreasonable.

(ii)

The Principal reviews and/or reconsiders findings and takes appropriate action to resolve the grievance.

(iii)

A Stage 2 grievance against a Deputy Principal, the Assistant Principal or the Business Manager can be lodged with the Board.

(iv)

A Stage 2 grievance against the Principal can be lodged with an objective person external to the organisation and nominated by the College.

(v)

If the Principal is lodging the grievance, Stage 2 of the process would involve the Principal making formal submission to the Board for a review/reconsideration of Stage 1 findings.

Three working weeks refers to in-term time. However, in instances where part of the three weeks falls between terms, parties can negotiate for the grievance procedure to continue during out of term time, if they wish.

Note:

Due to the sensitive nature of grievances alleging sexual harassment, such grievances can proceed directly to Stage 2 through written submission to the appropriate person. MANAGING THE GRIEVANCE PROCEDURE

•

The grievance procedure will be managed in accordance with the principles as stated in Part A of this policy and the principles of the College Mission Statement.

•

Where the parties involved in the grievance are requested to attend meetings, they may be accompanied by a support person or advisor eg a union delegate. A record must be kept of all meetings. Where possible, this should be an agreed record and if agreement is not possible, the points of difference must be noted.

•

Where outcomes from the grievance procedure specify changed practice for an employee, assistance should be provided to that employee to enable the changed practice to be adopted.

•

In grievances relating to serious or criminal misconduct (eg physical assault) an external agency such as the Police Service, may be called in to investigate the issues. In such cases, the employee against whom the allegations are made will be given the opportunity to seek legal advice, at his/her own expense, before attending interviews/meetings.

•

Parties involved with the grievance agree to maintain confidentiality and discretion to avoid unnecessary escalation of the issue or embarrassment to any party. Failure to maintain discretion and confidentiality severely jeopardises positive resolution of the grievance and may have adverse effects on staff morale, the school environment and the integrity of the school.

•

Written records of meetings and stages of the grievance procedure must be kept in a separate confidential file. The record should state findings of the resolution process, decisions, the grounds on which decisions were made and any actions/outcomes arising from the grievance procedure.

•

Records on personal files must not be made without the consent of the staff member involved unless, at the discretion of the Principal, this is warranted. Where information is to be recorded on a personal file, the grievance needs to have advanced to the formal stage and the staff member concerned will be informed that a record will be made and advised of the grounds on which the record is kept. An authorised copy will be provided to the staff member if requested.

Non-compliance of the resolution process Where the person against whom a grievance was lodged refuses to attend meetings, or refuses to take part in mediation sessions, or severely breaches confidentiality to the extent that the business objectives of the College are compromised, he/she may be subject to disciplinary action. 4.

RESPONSIBILITIES

The College Leadership Team is responsible for: • • • • • • • •

Being aware of the signs of, and taking reasonable steps to prevent workplace bullying and harassment and eliminate unfair, unjust, unsafe or discriminatory work practices. Modelling appropriate workplace behaviour and practice. Managing inappropriate behaviour regardless of whether a complaint is received. Having an expectation and encouraging all staff to behave in accordance with the ethos and values of the school, and within the principles of equity and anti-discrimination. Monitoring the workplace for inappropriate behaviour and practice and taking action where necessary. Dealing with grievances and complaints seriously and in accordance with the principles and procedures of this policy. Widely promoting the Supportive Work Environment policy to staff, and ensuring that the policy forms part of the induction process for new staff. Undertaking professional development in support of this policy

MSM staff are responsible for: • •

Being familiar and complying with this policy and grievance procedure. Maintaining a high standard of behaviour and workplace practice and treating each other with respect and dignity.

• •

Refraining from behaviours that may constitute bullying, harassment or discriminatory or unfair practice. Undertaking professional development in support of this policy

SUPPORTIVE WORK ENVIRONMENT POLICY AND GRIEVANCE PROCEDURE APPENDIX 1 – WHO IS COVERED BY THIS POLICY? All paid employees, volunteers and contractors are covered by this policy, including: • • • • • • • •

Full time and part time teaching staff Casual and relief teaching staff Student teachers on placement Management staff Administrative and support staff including teacher aide/assistants Maintenance and tuckshop staff Tuckshop volunteers and other volunteers that provide assistance from time to time Contractors who are performing work for the College

SUPPORTIVE WORK ENVIRONMENT POLICY AND GRIEVANCE PROCEDURE APPENDIX 2 – WORKPLACE ISSUES The Anti Discrimination Act (1991) Under the Act, discrimination, victimisation, sexual harassment and vilification are illegal. Discrimination in employment on the following grounds or attributes is against the law under the Act: • • • • • • • • • • • • • • • •

sex relationship status pregnancy parental status breastfeeding age race impairment religious belief or religious activity political belief or activity trade union activity lawful sexual activity gender identity sexuality family responsibilities association with someone with an attribute above

What is discrimination? Discrimination occurs when someone is treated unfavourably because of an attribute under the Act. Direct discrimination occurs when a person is treated less favourably than another person because they possess, or are perceived to posses, an attribute listed under the Anti-Discrimination Act 1991. Indirect discrimination occurs when there is an unreasonable rule or practice that disadvantages a particular group of people more than others. At first glance, the rule seems fair because it applies to everyone, but a closer look shows that some people are being treated unfairly; for example, a policy of not letting staff work part-time, could impact unfairly on people who have children and are not able to work fulltime. Discrimination may involve: • Making offensive ‘jokes’ about another worker’s racial or ethnic background, sex, sexual preference, age or disability • Expressing negative stereotypes about particular groups eg married women shouldn’t be working • Judging someone on their political or religious beliefs rather than their work performance

•

Using selection processes based on irrelevant attributes such as age, race or disability rather than ion skills and merit. Not all discrimination is against the law; for example, the provision of special car spaces for mothers with prams or people with a disability. Victimisation because a person has made a complaint, agreed to be a witness or has had a complaint made against them is against the law. . Vilification – comments/behaviours made in public that encourage others to hate, threaten or strongly react against a person or group of people because of their race, religion, sexuality or gender identity. Workplaces are considered public spaces. Vilification is illegal under the Anti-Discrimination Act 1991. Disciplinary action will be taken against anyone who discriminates against, victimises, sexually harasses or vilifies a co-worker. Discipline may involve a warning, transfer, counselling demotion or dismissal, depending on the circumstances. What is workplace harassment? Workplace harassment is unwelcome behaviour directed towards another person that may be based on one or more attributes as defined in the Anti Discrimination Act 1991. Workplace harassment is behaviour intended to offend, humiliate or intimidate or where a reasonable person would anticipate the possibility of offence, humiliation or intimation. What is sexual harassment? Sexual harassment is any form of unwelcome sexual attention. It includes unwelcome touching or other physical contact, remarks with sexual connotations, smutty jokes, requests for sex, or the display of offensive materials such as pictures, posters or computer graphics. Sexual harassment is prohibited under both state legislation and the federal Sex Discrimination Act 1984. Sexual harassment is against the law where ever and whenever it occurs. The term workplace can include any workrelated context such as a conference, work functions and business trips. Sexual harassment has nothing to do with mutual attraction. Such friendships are a private matter. Sexual harassment can be a single incident – it depends on the circumstances. Obviously some actions or remarks are so offensive that they constitute sexual harassment in themselves, even if they are not repeated. Other single incidents, such as an unwanted invitation out, may not constitute harassment if they are not repeated and are polite and respectful. There is no onus on the person being harassed to say he/she finds the conduct objectionable. Many people find it difficult to speak up. All employees are responsible for their own behaviour. If you think the behaviour may offend, then don’t’ do it! What is Workplace Bullying? Workplace bullying is repeated inappropriate behaviour that can occur at work and or in the course of employment. It may be direct or indirect, verbal or physical or some form of negative interaction between one of more persons against another or others. In this context, bullying behaviour can be regarded as undermining an individual’s right to dignity. The following behaviours may constitute bullying: • • • • • • • • •

manipulation and or intimidation belittling remarks unreasonable persistent criticism loud and aggressive attacks or more subtle intimidation eg shouting and throwing objects, constant criticism of a trivial nature, or verbal and physical abuse deliberate isolation of the employee from colleagues refusing to delegate work to the employee or the withholding of information that the employee needs to perform their job, or removal or responsibility and or imposing menial tasks overwork, unnecessary pressure or impossible deadlines deliberately withholding work-related information or supplying incorrect information horseplay in the workplace where the joke is based on sex, race, religion physical appearance or disability.

An isolated incident of behaviour is not considered to be bullying. It is not always a management down issue, but is also observed in peer groups and in subordinate to supervisor situations. In fact, studies have found that regardless of race or gender, most bullying is targeted at confident employees where they are seen as a threat to the perpetrators of bullying. It has also been suggested that bullies focus their prejudices on things that are not covered by discrimination legislation. Types of bullying Unwitting bullying (including reactive or isolated instances of bullying) is where stressful circumstances stemming from either the workplace of from personal issues, result in a deterioration of office behaviour. Serial bullying is the most serious type of workplace bullying. Serial bullying behaviour is identified when an individual targets a number of employees in succession. Unsubstantiated allegations of workplace bullying or other activities that are designed to intimidate a staff member are also considered a form of workplace bullying. Workplace bullying can have the following effects on an individual: • • • • •

Offends, frustrates demeans, isolates or intimidates a person Interferes with their ability to perform duties Reduces the status or ability of a person to participate in decision making Makes a person feel powerless Threatens job security or promotion opportunities

Workplace bullying can have the following costs to an organisation: • • • • • • • •

Sick leave Absenteeism Staff turnover Low productivity Negative cultural climate Legal action Work cover claims Negative publicity

What is meant by ‘Misconduct’? The industrial Relations Act 1999 defines misconduct as including theft, assault and fraud. However, dismissal without notice or pay in lieu is only permissible if the misconduct is of a serious nature. There may be misconduct by an employee that will justify termination of employment but would still require the giving of notice or payment in lieu. Actions falling under a number of broad categories like those listed below might be viewed as misconduct in certain circumstances: • • • •

Intoxication at work Conduct causing serious risk to a person’s health or safety or the reputation, viability or profitability of the employer’s business Wilful or deliberate behaviour inconsistent with the employment contract or Refusal to carry out a lawful and reasonable instruction.

Each instant of alleged misconduct would be investigated and considered on its own merits to determine whether instant dismissal is warranted. Acknowledgement is given that literature from the following organisations was used as reference material in the development of the policy and this Appendix: • • • •

Australian Catholic Commission for Employment Relations Anti-Discrimination Commission Industrial Relations Commission Education Queensland

Mt St Michael's College STAFF GRIEVANCE FORM Please use this form if you would like to lodge a formal grievance. Please ensure confidentiality requirements are maintained. 1.

Name of person lodging the grievance

Title or position

If not a permanent employee of the College, please provide contact details

Address: _________________________________________________________________________ Telephone: (h) ______________________________

Mobile _____________________________

Name of person/s against whom the grievance is made

If the person is not a permanent employee of the College, please provide name of his/her employer and/or contact details (if known).

Name and position of person with whom the grievance is lodged

Please describe the nature of the grievance and the grounds on which it is made, referring to College policies or legislation as applicable. (Please attach extra page is space is insufficient.)

When did the incident occur?

Time: __________________ 9.

Date: __________________

Were there witnesses to the incident?

10. Have there been adverse effects on your work or your personal life as a result of this incident?

11. Please describe what attempts have been made to resolve the issue informally (eg personal approach, mediation process).

12. If no informal attempts have been made to resolve the issue, please state why.

13. What would it take to resolve the issue for you?

Signature

Date

Notes: •

Please make sure you complete Part A of the Acknowledgement form overleaf.

•

Please enclose both forms in an envelope marked ‘Confidential’ and forward to the person identified in Q6. (Consult the Supportive Work Environment Policy, Section 2 – Grievance Procedure, to identify the appropriate person with whom to lodge this grievance.)

•

Submission of this form constitutes a Stage 1 Formal Grievance. The Policy states that resolution of this grievance must be completed within three working weeks.

•

Please ensure you keep a copy of this form for your records.

Mt St Michael's College Supportive Work Environment Policy GRIEVANCE ACKNOWLEDGEMENT FORM

PART A (to be completed by person lodging the grievance) Office use only

Name of person lodging grievance:

Date Rec

Position held:

If not a permanent employee of Mt St Michael's College, please state address and contact telephone number Address: _________________________________________________________ _________________________________________________________________

Part B to be returned to person lodging the grievance as acknowledgement of receipt. Sent: Y

Telephone Number: (h)___________________ Mobile: __________________

-------------------------------------------------------------------------------------------------Supportive Work Environment Policy â&#x20AC;&#x201C; Grievance Acknowledgement Form

PART B (T o be completed by person with whom grievance was lodged.) Name of person with whom grievance was lodged:

Position held:

I acknowledge receipt of a Stage 1 Grievance lodged by _______________________ and received by me on _____________________________ date

________________________________ Signature

_________________________ Date

Attachment B AFFIDAVIT

I, Terence Patrick Burke, the deponent, of 346 Turbot Street, Spring Hill, make oath as follows – 1.

I am the General Secretary of the Queensland Independent Education Union and I am authorised under the Act and rules to make this affidavit.

The agreement, attachment A is not a project agreement.

The agreement is made with eight employee organisations.

The full names and addresses of the employee organisations are – Queensland Independent Education Union of Employees 346 Turbot Street, Spring Hill, Qld 4000 The Australian Liquor, Hospitality and Miscellaneous Workers Union – Queensland Branch 3rd Floor, 74 Astor Terrace, Spring Hill, Qld 4000 Queensland Nurses’ Union of Employees 56 Boundary Street, West End, Qld, 4101 Construction, Forestry, Mining and Energy Industrial Union of Employees, Queensland 366 Upper Roma Street, Brisbane, Qld, 4000 Plumber and Gasfitters Employees’ Union of Australia, Queensland Branch, Union of Employees PO Box 3596, South Brisbane Qld 4101 Transport Workers’ Union of Australia, Union of Employees (Queensland Branch) PO Box 452, Cannon Hill Qld 4170 Shop, Distributive and Allied Employees Association (Queensland Branch), Union of Employees PO Box 490, Spring Hill Qld 4004 Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees PO Box 478 Fortitude Valley Qld 4006

The employers, as listed in point 12, are in the Education Industry.

The name of the relevant awards are the Teachers’ Award – Non-Governmental Schools; School Officers’ Award – Non-Governmental Schools 2003; Greenkeeping Industry Award – State 2002; Miscellaneous Workers’ Award – State 2002; Retail Industry Interim Award – State; Motor Drivers, etc, Award – Southern Division; Engineering Award – State 2002; Nurses’ Award – State; Child Care Industry Award – State 2003; Building Products, Manufacture and Minor Maintenance Award – State 2003; Clerical Employee’s Award – State 2002

The employers operate schools at numerous locations throughout the breadth of Queensland.

The number of female employees to be covered by the agreement is 725.

The number of male employees to be covered by the agreement is 171.

10.

The number of apprentices to be covered by the agreement is 1.

11.

The number of trainees to be covered by the agreement is 1.

12.

The name and address of the employers to be bound by the agreement are: The Corporation of the Trustees of the Order of the Sisters of Mercy in Queensland c/- All Hallow’s School 547 Ann Street Brisbane Qld 4000 The Trustees for the Sisters of the Brigidine Congregation c/- Brigidine College 53 Ward Street Indooroopilly Qld 4068 Corpus Christi College (ACN 050 874 354) 23 Donkin Street Nundah Qld 4012 Loreto College Coorparoo 415 Cavendish Road Coorparoo Qld 4151 Lourdes Hill College (ACN 010 639 460) 86 Hawthorne Road Hawthorne Qld 4171 Mount Alvernia College Limited (ACN 092 899 075) 82 Cremorne Road Kedron Qld 4031 Mt St Michael’s College Limited (ACN 058 186 520) 67 Elimatta Drive Ashgrove Qld 4060 St Rita’s College Limited (ACN 054 678 349) 41 Enderley Road Clayfield Qld 4011 The Community of Ursuline Nuns c/- St Ursula’s College 38 Taylor Street Toowoomba Qld 4350 St Ursula’s College Limited (ACN 054 678 358) c/- St Ursula’s College

Queen Street Yeppoon Qld 4703 13.

This Certified Agreement is not a project Agreement.

14.

The persons who negotiated the agreement were: Terry Burke, General Secretary – Queensland Independent Education Union Christopher Seymour, Assistant General Secretary – Queensland Independent Education Union Christine Cooper, Organiser – Queensland Independent Education Union Gaye Vale, Teacher – Mt St Michael’s College Bernadette Murray, School Officer – Lourdes Hill College Trish Sullivan, Teacher – Mt Alvernia College on behalf of the employees and; Ms Joan Mackay, Business Manager – St Rita’s College Ms Carmel Dunne, Principal – Loreto College Ms Vicki Ward, Principal – Mt Alvernia College Mr Colin O’Neill, Queensland Catholic Education Commission Ms Jennifer Elvery, Queensland Catholic Education Commission on behalf of the employer.

15.

The average percentage by which the wages of the employees to be covered by the agreement will increase under the agreement compared with wages before the agreement is 3.6% annum.

16.

The average percentage by which the wages of the employees to be covered by the agreement will not decrease.

17.

The nominal expiry date of the agreement is 2 June, 2006.

18.

The steps taken to ensure compliance with section 143 of the Act were that QIEU advised the other proposed parties to the Agreement on 4 November, 2002, that it was our intention to negotiate an Agreement. Negotiations did not commence until at least 14 days after this advice was given.

19.

The steps taken to ensure compliance with section 144 were that employees were provided with a copy of the proposed agreement more than 14 days before the ballot and were provided with an explanation regarding the affects of the proposed agreement.

20.

The results of the ballot were 588 accepting the ballot, 90 rejecting, 2 informal and 101 non returns.

21.

The Certified Agreement is not a project Agreement.

22.

To the best of my knowledge the employer did not coerce, or attempt to coerce, any relevant employee not to make a request to a relevant employee organisation to be represented by the employee organisation in negotiating with the employer about the agreement.

23.

To the best of my knowledge the employer did not coerce, or attempt to coerce, any relevant employee into withdrawing a request made by the employee to a relevant employee organisation for the relevant employee organisation to represent the employee in negotiating the agreement.

24.

The procedures for preventing and settling disputes are set out in clause 2.2 of the Agreement.

25.

The requirement of s156(1)(1)(i) of the Act is meet because the employer remunerates all men and women employees of the employer equally for work of equal or comparable value.

26.

The agreement, to the best of my knowledge and belief, passes the â&#x20AC;&#x2DC;no disadvantage testâ&#x20AC;&#x2122; under chapter 6, part 1, division 3 of the Act.

I swear that the facts set out above are true. Deponent SWORN by the deponent at 346 Turbot Street, Spring Hill, on this

commissioner for declarations

day of

before me