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Attachment A DIOCESE OF TOOWOOMBA CATHOLIC EDUCATION OFFICE PROFESSIONAL OFFICERS’ CERTIFIED AGREEMENT

1. PRELIMINARY

8

1.1.

Title

8

1.2.

Application

8

1.3.

Parties Bound

8

1.4.

Operation of Agreement

8

1.5.

Certified Agreement Posting

8

1.6.

Single Bargaining Unit

8

1.7.

Principles For Negotiations

8

2. RELATIONSHIP TO THE AWARDS

8

2.1.

Relationship with Parent Awards

8

2.2.

Grievance and Dispute Settlement

9

2.3.

Joint Consultative Committee

9

3. ROLES OF THE TOOWOOMBA CATHOLIC EDUCATION OFFICE

10

3.1.

Vision, Values and Mission

10

3.2.

Relationships

11

3.3.

Accountability

11

3.4.

Aims

11

3.5.

Developmental Goals

11

3.6.

Educational Goals

12

3.7.

Service Goals

12

3.8.

Objectives of the Certified Agreement

12

4. WAGES

13

4.1.

Salary Benefits

13

4.2.

No Further Claims

13

4.3.

Superannuation

13

4.4.

Salary Packaging for Superannuation

14

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5.1.

Classification of Professional Officers

14

5.2.

Reclassification

14

5.3.

Flexible Hours

15

5.4.

Increments

15

5.5.

Higher Duties

15

5.6.

Terms of Engagement

16

5.7.

Fixed Term Contracts

16

5.8.

Induction

16

5.9.

Deed of Confidentiality

16

5.10.

Professional Practice Review and Development

16

5.11.

Annual Performance Review and Goal Setting

16

5.12.

Career Structures

17

5.13.

Workplace Health and Safety

17

5.14.

Workplace Stress

17

5.15.

Complaints Against Employees

17

5.16.

Workplace Harassment

18

5.17.

Integrating ICT into Office Practice

18

5.18.

Breast-feeding and Expressing Facilities

19

5.19.

Access to Leave - Terminally Ill Member of Household

19

5.20.

Job Share Arrangements

19

5.21.

Health Check Leave

19

5.22.

Job Security

19

5.23.

Termination of Employment

19

5.24.

Anti-Discrimination

19

5.25.

Equal Employment Opportunity

19

5.26.

New Work Practices

19

6. LEAVE BENEFITS

20

6.1.

Paid Maternity Leave

20

6.2.

Paid Adoption Leave

20

6.3.

Special Responsibility Leave – Paternity Leave

20

6.4.

Long Service Leave

20

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6.5.

Sick Leave Accrual

20

6.6.

Sick Leave Notification Procedures

21

6.7.

Sick Leave Portability

21

6.8.

Continuity of Employment

21

6.9.

Bereavement Leave

21

6.10.

Annual Leave

21

6.11.

Public Holidays

22

6.12.

Leave Without Pay

22

7. TRAVELLING AND EXPENSES

22

7.1.

Travelling Allowance

22

7.2.

Provision of a Motor Vehicle

22

8. NON-SALARY BENEFITS

22

8.1.

Salary Packaging

22

8.2.

Recognition of Union Status

22

8.3.

Visits by Union Officials

23

9. FUTURE RE-NEGOTIATION OF AGREEMENT

23

9.1.

23

Variation, Renewal or Replacement of Agreement

SCHEDULE 1 – SALARY AND CLASSIFICATION SCALE

24

Teachers’ Award – Non-Governmental Schools

24

Allowances

24

School Counsellors and Special Education Consultants (Teachers)

25

Positions of Senior Administration and of Added Responsibility Industrial Agreement

25

Office Staff Salary Scale

26

Speech Therapists

27

SCHEDULE 2 – PROFESSIONAL OFFICERS’ CERTIFIED AGREEMENT 2004 3.5% Increase Effective July 01, 2005

28 28

SCHEDULE 3 – EMPLOYEE’S DEED OF CONFIDENTIALITY

29

1. Confidentiality

29

2. Termination of Employment

29

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3. Prohibition on Use or Disclosure

29

4. Third Parties

29

5. Exclusions

29

SCHEDULE 4 – PROCEDURES FOR PAID MATERNITY LEAVE

31

1. Paid Maternity Leave

31

2. Interaction with the Family Leave Award

31

3. Eligibility for Paid Leave

31

4. Payment for Leave

31

5. Paid Maternity Leave and Other Entitlements

31

SCHEDULE 5 – DIOCESE OF TOOWOOMBA CATHOLIC EDUCATION BOARD POLICY – PERFORMANCE REVIEW

33

1. Rationale

33

2. Value

33

3. Policy Statement

33

4. Consequences

33

SCHEDULE 6 – JOB SHARE ARRANGEMENTS FOR OFFICE EMPLOYEES - GUIDELINES

34

1. Definition

34

2. Principles Underpinning the Guidelines

34

3. Selection Procedures

34

4. Subsequent Appointment

34

5. Length of Appointment

34

6. Arrangements

34

7. Ongoing Evaluation

35

8. Alteration to Arrangements

35

9. Division of Position

35

ATTACHMENT B – DEPONENT’S STATEMENT

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1.

PRELIMINARY 1.1

Title This Agreement shall be known as the Roman Catholic Diocese of Toowoomba Catholic Education Office, Professional Officers’ Enterprise Bargaining Agreement, Certified Agreement 2005

1.2

Application This agreement shall apply to those employees who are employed as Professional Officers by the employing authority, Catholic Education Office, Diocese of Toowoomba.

1.3

Parties Bound The Parties bound by this Agreement are as follows: (a) Employees of the Catholic Education Office in the Diocese of Toowoomba who are engaged in classifications specified herein; (b) The Corporation of the Roman Catholic Diocese of Toowoomba; (c) Queensland Independent Education Union of Employees;

1.4

Operation of Agreement This Agreement shall operate from the date of certification and remain in force until 31 December 2007 and thereafter continue in force until varied or rescinded. Where this agreement provides for a benefit to apply from a date earlier than the date of operation, the employer will apply such benefit from the earlier date to all employees employed at that earlier date.

1.5

Certified Agreement Posting A copy of this Certified Agreement shall be exhibited in a conspicuous and convenient place in the workplace so as to be easily read by employees.

1.6

Single Bargaining Unit For the purposes of negotiating this Enterprise Agreement a Single Bargaining Unit (SBU) has been established consisting of Employee, Union and Management representatives.

1.7

Principles for Negotiations The parties note that arising from the provisions of the agreement there are a number of initiatives which require discussion, further development, and negotiation. The parties agree to observe the following principles:

2.

1.7.1

the development of specific positions on matters and any associated discussions and negotiations are conducted “without prejudice”.

1.7.2

a consultative process will be integral to the process of developing negotiating positions on matters.

1.7.3

the employer and the representative union each have a right to consult with and receive input from their constituents when developing specific positions.

1.7.4

employees may consult with and receive advice and representation if necessary from their representative union on issues at any part of a process.

1.7.5

each party reserves a right to develop its respective position prior to any negotiations.

1.7.6

consideration shall be given to the economic and/or financial viability of initiatives as part of any negotiation.

1.7.7

Agreed outcomes will be documented and the parties will determine the industrial instrument which will be the mechanism and provide authority for implementation.

RELATIONSHIP TO THE AWARDS 2.1

Relationship with Parent Awards This Agreement shall be read and interpreted in conjunction with Awards having application to or adopted for the purposes of Section 160 and 163 of the Industrial Relations Act 1999, as set out hereunder except as varied by the terms of this Agreement –

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In the event of any inconsistency with the existing Teacher Award Non-Government Schools the terms of this Agreement will take precedence.

2.2

2.3

Grievance and Dispute Settlement 2.2.1

The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and the employer in respect to 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 Director or nominated industrial representative. An employee who is not a Union member may report the grievance or dispute to senior management or the nominated industrial representative. This 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 mentioned in subclause 2.2.4, the dispute remains unresolved after the Parties have genuinely attempted to achieve a settlement thereof, 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 all of the above procedure is being followed normal work, shall continue except in a 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.

2.2.10

Discussions 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 pursuant to Section 229 of the Industrial Relations Act 1999.

Joint Consultative Committee The Parties to this Agreement are committed to co-operation and consultation as part of the climate and culture of Toowoomba Catholic Education Office. The Parties also accept that according to the authority and responsibility structure of the Toowoomba Catholic Education Office, the final decision making remains the prerogative of the Director of the Diocese of Toowoomba Catholic Education Office. The Director, in coming to decisions, is committed to the process of consultation with employees. 2.3.1

The Diocese of Toowoomba Catholic Education Office has already in place a number of structures to facilitate consultation and to advise the Director in decision making. These structures include: (a)

Regular meetings of the various Leadership Teams and Committees;

(b)

Regular group meetings with the Director;

(c)

Other Committees or groups set up from time to time by the Director for a special purpose.

(d)

Various Committees or officers appointed according to government regulation (e.g. Workplace Health and Safety).

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A Joint Consultative Committee is an important element in the consultative structure within the Diocese to ensure all people affected have an opportunity to participate in the implementation and monitoring of the Enterprise Bargaining Agreement at the workplace level. Such an arrangement acknowledges the requirement for an atmosphere of mutual trust and co-operation. 2.3.2

2.3.3

The purpose of the Joint Consultative Committee is to: (a)

provide an environment for greater two-way communication;

(b)

establish a forum in which employees are able to participate in the implementation of the Enterprise Bargaining initiatives;

(c)

provide management with the opportunity to utilise employee knowledge and experience;

(d)

address issues and provide advice regarding matters arising from this Agreement.

The Joint Consultative Committee will include: (a)

Two (2) persons appointed by the Employing Authority;

(b)

Three (3) members elected from the educational teams

When appropriate, other relevant personnel may be co-opted for input on specific issues. Meetings will be held during work time, provided that wherever possible an agenda will be circulated to members prior to each meeting and these meetings will not exceed one hour in duration.

3.

ROLES OF THE TOOWOOMBA CATHOLIC EDUCATION OFFICE The Parties to this Agreement acknowledge and agree to work towards the achievement of the Vision, Values and Mission for the Diocese of Toowoomba Catholic Education Office as detailed in Clause 3.1. 3.1

Vision, Values and Mission It is agreed that the Toowoomba Catholic Education Office Vision, Values and Mission may be the subject of ongoing review where necessary. Vision: Catholic Education is centred on the life and vision of Jesus as recorded in the Christian Scriptures and revealed in the teaching tradition of the Church. Christ is the cornerstone of the educational enterprise. It is Christ’s vision and values that we teach and it is in Jesus the Christ that we observe what it means to be fully human and building a kin(g)dom of life and truth; of holiness and grace; of justice, love and peace. Catholic schools fulfil the fundamental goals of Church, proclaiming and teaching the message, building community, celebrating liturgically and being of service in the world. These goals draw on a philosophy which embraces both belief and commitment. Values: A belief in a creative and loving God who enriches our personal and communal lives. Mission With Christ at the centre of our Mission, we commit ourselves to serving this Diocese with faithfulness, justice, love, humility and hope.

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3.2

Relationships

The Catholic Education Office (CEO) exists as part of the communion of the local church (the Diocese). We operate in a spirit of interdependence with schools, agencies and the community, and are bound together by our commitment to a shared vision. As an office we are responsive to contemporary needs and are seeking continuous improvement in our services. Our activities are therefore vision driven and focused outwards on the needs of others. SOCIETY CULTURE SCHOOLS

AGENCIES

SHARED VISION

CEO

COMMUNITY 3.3

Accountability The Catholic Education Office operates as the executive arm of the Catholic Education Board in the implementation of policies. The Catholic Education Office operates under the authority of the Director to whom the Bishop delegates responsibility for the leadership and management of Catholic Education at a diocesan level. The fundamental role of the Catholic Education Office (CEO) is to serve, support and promote Catholic parishes and schools in their provision of educational services to the people of the Diocese. Clearly, the focus is on providing empowerment of local communities while at the same time exercising diocesan-wide responsibilities which sustain, nurture, and provide just accountability. The guidance and direction of the diocesan Vision and Mission Statements for Catholic Education and the Mission Statement of the Catholic Education Board provide the framework for the direction of the Catholic Education Office. To achieve its mission, the Catholic Education Office is divided into five service teams, each with its own key result areas, but all operating in an inter-dependent and aligned way. Each team is headed by a senior staff member, who, together operate as a Leadership Team

3.4

Aims Within the parameters of our Diocesan Charter we aim to:

3.5

(a)

nurture a life-giving Catholic culture;

(b)

nurture opportunities for holistic education;

(c)

nurture quality service, support and promotion;

(d)

nurture personal, family, school, parish agency and community development.

Developmental Goals Empowering people for: (a)

self-worth and dignity;

(b)

holistic personal development;

(c)

sacramental consciousness;

(d)

engagement with Church life (home, parish, local, universal);

(e)

service of others;

(f)

growth in relationships and community; and

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(g) 3.6

learning which is continuous.

Educational Goals Learning and teaching processes which are: (a)

educative of the whole person;

(b)

developmentally sensitive;

(c)

socially relevant;

(d)

delivered within a religious dimension;

(e) 3.7

(i)

Gospel values (e.g. curriculum, processes, structures);

(ii)

prayer, ritual, sacrament;

(iii)

tradition, story and charism;

(iv)

personal witness.

community based and participatory.

Service Goals Servicing, supporting and promoting Catholic Education through:

3.8

(a)

a strategic policy-driven Catholic Education Board;

(b)

a pastoral and purposeful leadership team;

(c)

an empowered Catholic Education Office community serving communities;

(d)

establishing interdependent relationships with schools and agencies;

(e)

identifying and supporting the most needy;

(f)

recognising and modelling Christ in people, practices and structures.

Objectives of the Certified Agreement This agreement provides a framework for the employing authority and the employees to implement further a culture of mutual collaborative partnership within and across the Toowoomba Catholic Education Office for the purpose of improving productivity, efficiency and more effective work practices. The Objectives of the Terms of Agreement are to develop a culture of workplace reform by: 3.8.1

Demonstrating a commitment to working as part of the Diocesan educational ministry through an understanding of the Diocesan Vision, Values and Mission Statement for Catholic Education in the Diocese of Toowoomba.

3.8.2

Demonstrating a commitment to the Vision, Values and Mission Statement of Toowoomba Catholic Education Office witnessed in attitude and performance.

3.8.3

Supporting the development of staff members so that they give witness to the Vision, Values and Mission Statement of the Toowoomba Catholic Education Office.

3.8.4

Improving the effectiveness of support services to schools and other agencies in contributing to the provision of quality teaching and learning.

3.8.5

Improving work practices to enhance the efficiency and productivity so that excellent service is provided.

3.8.6

Creating more effective management and resourcing processes which increase flexibility, responsiveness and professionalism.

3.8.7

Reflecting upon and initiating new ways of working.

3.8.8

Promoting a learning community by regularly reflecting on identifying strengths and opportunities, goal setting and planning for professional development needs.

3.8.9

Providing benefits to employees through improved wages and conditions of service.

3.8.10

Developing and implementing collaborative and consultative decision making processes.

3.8.11

Ensuring that the Toowoomba Catholic Education Office is a supportive, caring, professional and safe working environment.

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4.

3.8.12

Demonstrating a commitment to continual professional practice review and development and upgrading as required to maintain excellent work practices and performance.

3.8.13

Promoting a welcoming, affirming and non-discriminatory environment.

3.8.14

Encouraging leadership to promote justice and spiritual development in the wider educational faith community.

WAGES 4.1

Salary Benefits 4.1.1

Employees covered by this Agreement shall be paid according to respective classification levels as provided in the salary scales outlined in Schedule 1.

4.1.2

The wage increases to be paid to employees by this Agreement are:

4.1.3 4.2

(a)

3.8% from 1 June,2003;

(b)

3.5% from 1 July 2004;

(c)

3.5% from 1 July 2005; and

(d)

Any increases in wages and/or superannuation for teachers (Band 3 Step 4) in the period between 2 June 2006 and 31 March 2007 in accordance with CA 894 of 2003 and any Agreement which replaces or amends CA 894 of 2003, will be applicable to employees covered by this Agreement. Such increases would include any interim increases paid to teachers (Band 3 Step 4) who are employed by Catholic Education Employing Authorities in Queensland.

The payment of employee salaries shall be made fortnightly by electronic funds transfer into an account/s nominated by the employee.

No Further Claims There shall be no further wage increases during the life of this Agreement other than that provided for in Clause 4.1.2 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 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.

4.3

Superannuation 4.3.1

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.

4.3.2

In line with the parties’ commitment to quality teaching and learning 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.

4.3.3

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.

4.3.4

Employees shall receive a minimum superannuation component equivalent to 10% of the base salary of the position concerned which is inclusive of Superannuation Guarantee Contribution.

4.3.5

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

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4.3.6 4.4

(a)

a superannuation employer option of 10.75% inclusive of the minimum superannuation component outlined in 4.3.4, with a co-payment of 3% as the minimum employee contribution; and

(b)

a superannuation employer contribution of 11.75% inclusive of the minimum superannuation component outlined in 4.3.4, with a co-payment of 4% as the minimum employee contribution; and

(c)

a superannuation employer contribution of 12.75% inclusive of the minimum superannuation component outlined in 4.3.4, with a co-payment 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 employer.

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

Salary Packaging for Superannuation Employees shall be permitted to elect to salary package into an approved superannuation fund, subject to compliance with the Industrial Relations Act 1999. Where the Employing Authority and individual employee agree an additional contribution may be made into a complying superannuation fund. This Agreement shall be subject to the following provisos: 4.4.1

Contributions will be made into one of the following funds: (a)

Queensland Independent Education and Care

(b)

Catholic Superannuation Retirement Fund

(c)

National Catholic Superannuation Fund

4.4.2

Notwithstanding the above employees who are employed as at date of certification of this Agreement and for whom the employer is currently making contributions to another approved superannuation fund may continue to receive contributions to that fund.

4.4.3

Catholic Superannuation and Retirement Fund shall be the nominated default fund.

4.4.4

The contribution shall be expressed as a percentage;

4.4.5

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;

4.4.6

The funds shall accept electronic funds transfer;

4.4.7

Any arrangements as set out in this clause shall be at the employee’s request;

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.

5.

EFFICIENCY AND EFFECTIVENESS INITIATIVES 5.1

Classification of Professional Officers Upon appointment or upon establishment of the position, the position shall be classified by the Employing Authority in accordance with the attached salary classification scale. Restructure of Classification and Salary Scales 5.1.1

A Professional Officer classification and salary scale shall be implemented by the employer by 1 July 2006. At the time of this introduction of Schedule 2, the previous classification and salary scale contained in Schedule 1 shall no longer be applicable to Professional Officer positions.

5.1.2

The implementation of the new classification and salary scale shall be in accordance with a work value analysis conducted by an accredited consultant, in accordance with an appropriate work value methodology that reflects an educational and service organisation. The consultant shall conduct an appropriate analysis of the position and forward recommendations to the employing authority for determination

5.1.3

No employee shall be disadvantaged by the implementation of the new classification and salary structure or any associated reclassification of their position. Any employee who has their position reclassified as a result of the implementation of the new structure shall be afforded all rights and entitlements in accordance with the provisions of the Industrial Relations Act 1999, the tenets of procedural fairness and the provisions of this agreement.

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5.2

5.3

5.1.4

Following the implementation of the classification and salary scale all future appointments or establishment of positions shall be classified by the employer in accordance with the work value process detailed in clause 5.1.2.

5.1.5

An employee shall be provided with a copy of the position description upon which the classification has been based and details of the work value analysis undertaken for the position.

Reclassification 5.2.1

An employee may request a reclassification of their position. Such a request may be made in relation to the translocation to the classification and salary scale detailed in clause 5.4 of this agreement, the classification level of an existing position or where the classification level of a 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.

5.2.2

The employee shall make any such Request for Reclassification, in writing, to the employer.

5.2.3

An employee shall be provided with a copy of the position description upon which the classification has been based and details of the work value analysis undertaken for the position where such documents have not already been provided to the employee. This documentation shall be provided to the employee in a timely manner upon their submission of a written request for reclassification.

5.2.4

The employer shall consider the Request for Reclassification and notify the employee in writing of the decision regarding the employee’s request.

5.2.5

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.

5.2.6

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.

5.2.7

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 employees. Further, wherever practicable, the person who made the original decision in relation to the classification will also be involved.

5.2.8

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

5.2.9

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.

Flexible Hours 5.3.1

As outlined in each individual’s terms of engagement it is recognised that Professional Officers are salaried employees. During the course of employment Professional Officers may be required to work hours above and beyond the expectation of hours outlined in each individual’s terms of engagement.

5.3.2

In circumstances in which this is identified and agreed between the employer and employee, a flexible approach to the recognition of any excess hours will be adopted.

5.3.3

Where an employee seeks the negotiation of an amendment to their hours of duty in recognition of additional hours worked, such discussions shall occur prior to the employee undertaking the additional hours or as soon as possible after the additional hours have been worked. Any alteration to the employee’s hours of duty is to be negotiated with the employee’s Head of Division. Alternatively arrangements may be negotiated, with the Head of Division, which will allow alterations to the hours of duty to occur at a mutually agreed time.

5.4

5.3.4

In addition to the above arrangements, enhancements to annual leave may be provided to individual employees in recognition of additional hours worked and/or significant travel responsibilities. Such additional leave shall be provided on an individual basis and will normally be assessed annually. Any additional leave granted will not have any loading applied.

5.3.5

The Director will initiate discussion with all Professional Officers annually to grant any additional annual leave entitlement by the end of November of the preceding year. The Director has sole discretion, based on the merits of each circumstance, in granting any additional leave entitlement.

Increments

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5.5

5.6

5.4.1

Once appointed to a level within the salary scale in the schedule as attached, an employee shall progress, subject to satisfactory performance by annual increments though the steps of that particular level.

5.4.2

An employee may be appointed to a position which has been classified at a higher level in terms of points and salary without having progressed through all steps within a lower level.

Higher Duties 5.5.1

Employees who are appointed, for four consecutive weeks or more, to undertake the full duties and responsibilities of a position which is classified at a higher level in accordance with the salary scale set out on the attached salary scale, shall receive the salary appropriate to that position.

5.5.2

The employee who is carrying out the higher duties shall be paid at the pay point appropriate to the acting position which is equal to or greater than the employee’s current rate of remuneration.

Terms of Engagement At the point of engagement the Employing Authority shall provide the employee with a letter of employment which sets out the terms of engagement stating, inter alia, the length of appointment, the position classification, the rate of salary as at appointment, a role description which sets out key function, result areas, and responsibilities of that role.

5.7

5.8

Fixed Term Contracts 5.7.1

Professional Officer fixed term positions shall be reviewed during the last six months of employment in that position if the contract is for three years or more. Such review will determine whether the position will become a continuing position or remain as a fixed term appointment.

5.7.2

A Professional Officer employee on a fixed term contract will be advised three months prior to the end of contract as to whether the contract will be renewed.

Induction An induction program will be developed and implemented for all new staff. Such an induction program shall include:

5.9

5.8.1

Provision of a Role Description;

5.8.2

Identification of lines of support;

5.8.3

Provision of material relevant to the vision, values and mission of the Toowoomba Catholic Education Office;

5.8.4

Provision of documents relevant to the system’s policy and procedures;

5.8.5

Provision of information relevant to superannuation;

5.8.6

Provision of information relevant to Union coverage and benefits.

5.8.7

Provision of documentation and training consistent with workplace health and safety requirements specific to the duties undertaken by the employee.

Deed of Confidentiality All employees of Toowoomba Catholic Education Office agree to freely sign an employees’ Deed of Confidentiality as developed and included as Schedule 3.

5.10

Professional Practice Review and Development 5.10.1

The Employing Authority and employees accept a shared responsibility for the negotiation of a program of relevant professional development linked to the professional practice performance review outcomes and the Vision, Values and Mission of Toowoomba Catholic Education Office.

5.10.2

In the context of the Values, Vision and Mission of Toowoomba Catholic Education Office, and consistent with professional practice performance review outcomes, the employer and employee shall determine and each year the employee shall undertake professional development. It is acknowledged that some of this professional development will occur during work time. It is expected however, that the employee shall also undertake professional development outside of working time.

5.10.3

Except where the Employing Authority sponsors, provides and/or pays for the professional development, the costs shall be met by the individual employee.

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5.10.4

5.11

The Employing Authority recognises the values of employees gaining a better understanding of industrial relations within the Employing Authorities operations and in particular a better understanding of the instruments and industrial issues impacting upon the work life of employees. As part of the Diocesan’s professional development program and consistent with professional development guidelines an employee shall be entitled to apply for leave to attend courses and seminars relevant to industrial relations training and specifically courses that take into consideration industrial workplace training.

Annual Performance Review and Goal Setting Employees will be required to participate in annual performance reviews in accordance with Catholic Education Board policy as per Schedule 5. The annual performance review will include negotiated goal setting as an integral part of the process. The annual review process will be formative in nature.

5.12

Career Structures The Parties agree to give consideration to possibilities which enhance career advancement relevant to the operation of the Toowoomba Catholic Education Office and to identify issues relevant to any implementation of such structures.

5.13

5.14

Workplace Health and Safety 5.13.1

The parties agree that the aims of efficiency and effectiveness can be advanced by implementing strategies to achieve healthier and safer jobs. The review of workplace health and safety procedures will continue and where necessary the provision of training to reduce the incidence and cost of occupational injury and illness will be provided.

5.13.2

During the life of this Agreement, the Workplace Health and Safety Representative shall continue to be established by election, consistent with the requirements of the Workplace Health and Safety Act 1995.

5.13.3

Employees elected to the role of Workplace Health and Safety Representative shall be elected to that position for a minimum period of three (3) years and shall have those duties recognised as part of their normal position description for the duration of the appointment.

Workplace Stress 5.14.1

Preamble The prevention and management of workplace stress helps secure a safer and healthier and more effective workplace for employees. The term 'workplace stress' refers to those negative reactions people have to aspects of their environment due to pressures within the work environment. The employer recognises its legal requirement to assess the working environment for systems and practices that may lead to negative stress response and to put into place preventative measures. It is also recognised that policies which benefit employee health can improve productivity. Low levels of negative stress response 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

5.14.2

(a)

respect for the dignity of each employee

(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 prevent and address workplace stress.

5.14.3

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

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5.14.4

Structured Approach A structured step-by-step problem solving approach involving participation and consultation shall be adopted to identify and focus on the real issues causing workplace stress.

5.14.5

Control Strategies Control strategies shall be adopted to reduce the incidence of workplace stress.

5.15

5.16

Complaints Against Employees 5.15.1

The employing authority will ensure that guidelines exist to cover situations where complaints are made against employees.

5.15.2

The guidelines will ensure that, in dealing with a complaint, the concerns are addressed in an objective and sensitive manner giving due consideration to the reputation and dignity of the persons concerned, and that any staff member who is subject to a complaint will be afforded the fundamental principles of natural justice within a fair and transparent process.

5.15.3

The parties agree that a policy and guidelines consistent with these principles shall be developed or reviewed in consultation with employees and their union. Once developed or reviewed the policy and guidelines will be documented and recorded by the parties.

5.15.4

It is recognised that these processes are not those used to deal with situations where allegations of abuse or sexual misconduct are made against employees.

Workplace Harassment The employing authority agrees to ensure that workplace harassment policies and procedures exist. The policy development shall take place within the life of this Agreement and shall occur in consultation with the Union and their representatives. The structure of the policy and procedures will be determined by the employing authority, but consideration will be given to the following: 5.16.1

Policy Consideration will be given to the following inclusions:

5.16.2

(a)

Definition of workplace harassment and provision of examples of the types of behaviour which constitute such harassment;

(b)

A statement that workplace harassment is unacceptable and will not be tolerated;

(c)

A statement as to the negative impact on individuals, colleagues 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 in regard to the policy and procedures on a regular basis or at least once per year; and

(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;

(d)

be undertaken with discretion so as to protect the reputation of the persons 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; and

(h)

include formal steps for dealing with the alleged harassment which incorporates an investigative process outlining how and who will conduct the investigation, the rights of both the respondent and the complainant to representation and the need for each party to receive a report on the outcome.

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5.16.3 5.17

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

Integrating ICT into Office Practice The parties acknowledge the importance of integrating information and communication technologies (ICTs) into office operations in order to enhance quality administration. 5.17.1

5.18

The Catholic Education Office ICT plans should address the adequate resourcing of 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.

5.17.2

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.

5.17.3

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

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.

5.19

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 employee’s 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.

5.20

Job Share Arrangements 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. The employing authority agrees to implement job share provisions for full-time Professional Officer positions. The guidelines for these arrangements are attached to this Agreement at Schedule 6.

5.21

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 the accumulated sick leave to obtain medical advice and/or treatment of a preventative nature. The employee shall, where practicable, give the employing authority two (2) weeks’ notice prior to taking health check leave.

5.22

Job Security The Parties agree that changes to work practices and productivity initiatives must be consistent with the operation of the Diocese of Toowoomba Catholic Education Office. The Parties further acknowledge that employees are a critical element in the improvement of quality service delivery. Arbitrary job reductions will not be pursued to secure the ongoing improvements in productivity and efficiency sought in accordance with the terms and conditions of this Agreement.

5.23

Termination of Employment Excepting where otherwise agreed, notice of three (3) months shall be given by either party on the termination of employment of the employee. The period of notice shall not apply to any employee dismissed for gross misconduct.

5.24

Anti-Discrimination

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It is the intention of the Parties to this Certified Agreement to achieve the principle objective of the Anti Discrimination Act by helping to prevent and eliminate discrimination. 5.25

Equal Employment Opportunity Equal Employment Opportunity is a program whereby the Employing Authority seeks to ensure that policies on recruitment and promotion provide equal opportunity for all employees. To this end, all appointments and promotions shall be based on merit, skill and qualifications. Through an Affirmative Action Program, the Employing Authority shall endeavour to actively and continually identify and remove barriers that impede the achievement of Equal Employment Opportunity.

5.26

New Work Practices As learning people, working within an educational setting it is acknowledged that new work practices are constantly evolving through educational and technological change and the introduction of new procedures. The Employing Authority provides a commitment to minimise the impact of new work practices on employees through a process of consultation and collaboration with employees. Employees are committed to the implementation of new work practices in accordance with the Objectives of this Agreement.

6.

LEAVE BENEFITS 6.1

Paid Maternity Leave The Parties acknowledge the requirement of the Family Leave Award - State for employees to take a minimum of six (6) weeks leave from the date of giving birth. In recognition of this, the Employer agrees to a provision for up to six (6) weeks paid maternity leave from the date of taking leave. The Parties agree that paid maternity leave will be taken in accordance with the procedures outlined in Schedule 4.

6.2

Paid Adoption Leave The parties agree to the introduction of a provision for up to six (6) weeks paid Adoption Leave for the primary care giver from the date of placement of the adopted child. This leave will be taken in accordance with the provision of the Family Leave Award – State and agreed adoption leave procedures. Procedures will be developed during the life of the agreement.

6.3

Special Responsibility Leave – Paternity Leave The parties agree that male employees shall be entitled to five (5) days paternity leave. This leave shall be taken as Special Responsibility Leave in accordance with the provisions of the Family Leave Award. An employee will not be required to provide a medical certificate to support such leave. The period of leave may commence on the date of the birth of the child (if this is a work day) or on a later date nominated by the employee.

6.4

Long Service Leave 6.4.1

Entitlement All employees will accumulate a Long Service Leave entitlement at the rate of 1.3 weeks per year of completed service. Employees who accumulate ten (10) years of continuous service, may access that entitlement to Long Service Leave on the accrual rate that they have. All employees will be able to access the second and subsequent pro-rata accrual of Long Service Leave following the initial accrual, after a further five (5) years.

6.4.2

Long Service Leave Portability For the purpose of this clause, Long Service Leave accruals as at 1 January 2002 and subsequent service will be portable between Catholic Diocesan Education Offices in Queensland, the Queensland Catholic Education Commission and Systemic Schools of Queensland. It is agreed that the administrative arrangements and procedures to be applied to portability will be the same as that applying to teachers in Catholic Diocesan Systemic schools of Queensland. During the life of this Agreement, discussions will take place between the employing authority and Catholic education employing authorities in Queensland with regard to portability of Long Service Leave for employees moving between this employing authority and other Catholic education

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employing authorities in Queensland. 6.5

Sick Leave Accrual 6.5.1

6.5.2

6.6

Every employee shall become entitled to not less than ten (10) days’ sick leave for each completed year of service with the Employing Authority. Provided that an employee engaged on a casual basis does not accrue and is not entitled to paid sick leave. In respect to any completed period of employment of less than one year with the Employing Authority, an employee shall become entitled to one day’s sick leave for each 5.2 weeks of such period.

6.5.3

Sick leave is accumulative.

6.5.4

Part-time employees are entitled to sick leave on a pro-rata basis.

Sick Leave Notification Procedures 6.6.1

An employee who is absent from work due to illness shall be entitled to payment in full for all time absent from work in accordance with this Clause. If the absence due to illness exceeds two (2) days, the employee shall be required to produce a certificate from a duly qualified medical practitioner specifying the nature of the illness and the period or approximate period during which the employee will be unable to work, or other evidence of illness to the satisfaction of the Employing Authority.

6.6.2 6.7

6.8

Sick Leave Portability 6.7.1

For the purpose of this clause, Sick Leave accruals as at 1 January 2002 and subsequent service will be portable between Catholic Diocesan Education Offices in Queensland, the Queensland Catholic Education Commission and Systemic Schools of Queensland.

6.7.2

It is agreed that the administrative arrangements and procedures to be applied to portability will be the same as that applying to teachers in Catholic Diocesan Systemic schools of Queensland.

6.7.3

During the life of this Agreement, discussions will take place between the employing authority and Catholic education employing authorities in Queensland with regard to portability of Sick Leave for employees moving between this employing authority and other Catholic education employing authorities in Queensland.

Continuity of Employment 6.8.1

6.8.2

6.9

6.10

The employee shall promptly notify the Employing Authority of the illness and of the approximate period during which the employee will be unable to work.

The continuity of employment of an employee with the Employing Authority for sick leave accumulation purposes shall be deemed to be not broken by any of the following: (a)

Absence from work on leave granted by the Employing Authority;

(b)

The employee having been stood down by the Employing Authority, or the employment having been terminated and such employee is re-employed within a period not exceeding three (3) months.

The period during which the employment of the employee with the Employing Authority shall have been interrupted or determined in any of the circumstances mentioned in subclause 6.8.1(a) and (b) shall not be taken into account in calculating the leave accruals of the employee with the Employing Authority.

Bereavement Leave 6.9.1

An employee, other than a causal, on the death of a wife, husband, father, mother, father-in-law, mother-in-law, grandparent, brother, sister, child, step-child, grandchild, other family member or close family friend shall be entitled, on notice, to leave up to and including the day of the funeral of such relative and such leave shall be without deduction of pay for a period not exceeding the number of hours worked by the employee for two ordinary days of work.

6.9.2

Proof of such death shall be furnished by the employee to the satisfaction of the Employing Authority whenever required.

Annual Leave 6.10.1

Every employee shall become entitled to not less than twenty days’ annual leave for each completed year of service with the Employing Authority.

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6.10.2

6.11

6.12

7.

In respect to annual leave entitlements to which this Clause applies, payment for annual leave shall be calculated as follows: (a)

the employee’s ordinary weekly salary rate as prescribed in Schedule 1 for the period of annual leave; and

(b)

a further amount calculated at the rate of 17 ½% of the amounts referred to in subclause (a) of this Clause.

Public Holidays 6.11.1

All work done by any employee on Good Friday, Labour Day (the first Monday in May or other day appointed under the Holidays Act 1983, to be kept in place of that holiday), Christmas Day, the twenty-fifth day of April (Anzac Day), the first day of January, the twenty-sixth day of January, Easter Monday, the Birthday of the Sovereign, and Boxing Day, or any day appointed under the Holidays Act 1983, to be kept in place of any such holiday, shall be paid for at the rate of double time and a-half with a minimum of four hours.

6.11.2

For the purposes of this provision, where the rate of wages is a weekly rate, "double time and a-half" shall mean one and one-half day's wages in addition to the prescribed weekly rate, or pro rata if there is more or less than a day.

6.11.3

Work done on any other holiday shall not be deemed overtime or be paid for at an increased rate.

6.11.4

Moreover, all work done by an employee in a district specified from time to time by the Minister by notification published in the Gazette or the Queensland Government Industrial Gazette on the day appointed under the Holidays Act 1983, to be kept as a holiday in relation to the annual agricultural horticultural or industrial show held at the principal city or town, as specified in such notification, of such district shall be paid for at the rate of double time and a-half with a minimum of four hours.

Leave Without Pay 6.12.1

Any employee who is granted leave of absence without pay to obtain further experience, training or qualifications, or who is granted special leave (eg. under the Family Leave Award State) shall not lose continuity of service for salary, sick and long service leave purposes.

6.12.2

The period of leave shall not by reason only of this provision be taken into account in calculating the period of service of the employee.

TRAVELLING AND EXPENSES 7.1

Travelling Allowance Where an employee is required to travel in the course of employment, the Employing Authority shall meet all reasonable costs associated with that travel in accordance with the provisions of the Toowoomba Catholic Education Office Policy as amended from time to time.

7.2

Provision of a Motor Vehicle Supply of motor vehicles will be as detailed in each Employment Contract.

8.

NON-SALARY BENEFITS 8.1

Salary Packaging 8.1.1

A salary packaging arrangement may be entered into by mutual agreement between the individual Professional Officer and the Employing Authority. In such circumstances the value of the salary prior to packaging, excluding compulsory employer superannuation payments, shall not be less than the rates identified in clause 4.1. of this Certified Agreement.

8.1.2

Where mutually agreed that a Total Employment Cost (TEC) remuneration approach shall apply during the continuance of the appointment as Professional Officer, the TEC shall be the sum of the base salary applicable at the Professional Officers’ date of commencement in the position, leave loadings where such apply, locality allowances where they apply and superannuation payments being met by the Employing Authority at that date.

8.1.3

The Professional Officers’ total remuneration package shall comprise a cash salary component and an agreed optional range of benefits financed by the Education Officer by salary sacrifice. The cash salary shall not be less than 50% of the Professional Officers’ TEC less the appropriate Superannuation Guarantee Charge and any voluntary superannuation contributions.

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8.2

8.1.4

The Professional Officer does not pay income tax on the non cash benefits within the remuneration package, but shall pay any and every amount of the liability under present fringe benefits taxation incurred by the Employing Authority for the benefits provided to the Professional Officer. All regulations set down by the Australian Taxation Office shall be followed by the Employing Authority.

8.1.5

The parties agree to review this remuneration process if and when there is significant change to existing tax laws.

8.1.6

The Professional Officer may change the election of benefits once per school year. The composition of the remuneration package can be altered without affecting the other terms of the contract of employment as an Education Officer.

Recognition of Union Status The Employing Authority recognises the Union party to this Agreement as the legitimate industrial representatives of the employees according to the Union’s respective callings. The Employing Authority and the Union are committed to working constructively together to further the interests of education and specifically non-governmental education and the employees in this industry. Subject to agreement with the Union, the Employing Authority shall make available to all employees facilities for the payment of their union fees, either by payroll deduction, direct debit or other schemes as agreed. The operation of any such facility shall be dependent upon the appropriate authorisations being signed by the employee.

8.3

Visits by Union Officials Twenty-four (24) hours notice of an impending visit to the Toowoomba Catholic Education Office shall be given by a Union Official. On planning a visit to the Toowoomba Catholic Education Office, the Union Official shall have due regard to the prior commitments of both the Toowoomba Catholic Education Office staff and Director. On arrival at the Toowoomba Catholic Education Office, a Union Official shall report his/her presence to the Director or person acting in the Director’s stead. If the Union Official is unknown to the Director, the official shall produce the authority issued by the Queensland Industrial Relations Commission. A Union Official shall enter the Toowoomba Catholic Education Office for the purpose of interviewing or conversing with staff who are members or potential members during the staff members' non-working time, ie. morning tea, lunch time and before or after work. The Union Official may interview and converse with members and potential members wherever they congregate, including the staff room. The Union Official shall enter only that part of the Toowoomba Catholic Education Office premises where members or potential members are present. The Unions party to this Certified Agreement acknowledge that the Time and Wages Records for employees are held at the Diocese of Toowoomba Catholic Education Office. It is agreed that such records may be inspected at this location by appointment during hours of business.

9.

FUTURE RE-NEGOTIATION OF AGREEMENT 9.1

Variation, Renewal or Replacement of Agreement Subject to satisfactory implementation of this Agreement the Parties agree to re-open negotiations six months prior to the end of the Agreement for the purpose of negotiating a replacement Agreement. Further the Parties agree to monitor the implementation of the Agreement through the SBU and identify issues suitable for negotiation in a replacement agreement.

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SCHEDULE 1 SALARY AND CLASSIFICATION SCALE [3.5% Effective from 1 July 2005] TEACHERS’ AWARD – NON GOVERNMENTAL SCHOOLS 1st June 2003 1st July 2004 Fortnightly Classification Band 1 Step 1 Step 2 Step 3 Step 4

$35,852.00 $36,869.00 $28,108.00 $39,420.00

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

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

1st July 2005 Annual Full Time (Hourly) $38,406.00 $39,497.00 $40,822.00 $42,228.00

Casual

$24.54 $25.23 $26.08 $26.98

$34.16 $35.13 $36.31 $37.56

3 Year Trained Band 2 Step 1 Step 2 Step 3 Step 4 Step 5

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

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

$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

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

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

$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

4 Year Trained Band 2 Step 1 Step 2 Step 3 Step 4 Step 5

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

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

$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

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

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

$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

ALLOWANCES 2003

2004

$2,379.00

$2,463.00

2005 Fortnightly $107.50

$530.00 $357.00

$548.00 $370.00

$21.70 $14.70

$566.00 $384.00

$1,769.00 $2,197.00 $2,632.00 $15.20

$1,831.00 $2,272.00 $2,724.00 $15.73

$72.70 $90.10 $108.10

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

Per Hour Leading Teacher MODERATION 2 Teachers 1 Teacher SECONDMENT ALLOWANCE First Year Second Year Third Year OVERTIME (Per Hour)

Annual $2,805.00

$16.28

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SCHOOL COUNSELLORS AND SPECIAL EDUCATION CONSULTANTS (TEACHERS) 2003

2004

Classification

Fortnightly

2005 Annual Full Time ( Hourly)

Casual

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

$61,476.00 $63,628.00 $63,443.00 $65,663.00 $65,413.00 $67,704.00

$2,524.30 $2,605.00 $2,685.90

$65,856.00 $67,962.00 $70,072.00

$42.07 $43.42 $44.77

$58.58 $60.46 $62.33

$61,476.00 $63,628.00 $63,443.00 $65,663.00 $65,413.00 $67,704.00

$2,524.30 $2,605.00 $2,685.90

$65,856.00 $67,962.00 $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

POSITIONS OF SENIOR ADMINISTRATION AND OF ADDED RESPONSIBILITY INDUSTRIAL AGREEMENT Position Middle Management Allowances PAR Level 1 PAR Level 2 PAR Level 3 PAR Level 4 Senior Administration Salary AP Level 1 AP Level 2 AP Level 3 Deputy Principals DP 1st Year DP 2nd Year DP 3rd Year DP 4th Year DP 5th Year

2003 Annual $2,379.00 $4,349.00 $6,319.00 $8,288.00

2004

2005

Annual Fortnightly $2,463.00 $107.50 $4,503.00 $188.40 $6,541.00 $269.30 $8,581.00 $350.20

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

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

$71,254.00 $73,044.00 $74,758.00

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

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

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

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

$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

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OFFICE STAFF SALARY SCALE

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2003

Administration Education Officers 2004 Annual

2005 Fortnightly

Hourly

AEO-1 L1 AEO-1 L2 AEO-1 L3 AEO-1 L4

$42,080.09 $44,314.35 $46,606.12 $48,845.21

$43,552.90 $45,865.36 $48,237.33 $50,554.79

$45,077.25 $47,470.64 $49,925.64 $52,324.20

$1,727.81 $1,819.55 $1,913.64 $2,005.58

$22.7343 $23.9414 $25.1795 $26.3892

AEO-2 L1 AEO-2 L2 AEO-2 L3 AEO-2 L4

$47,239.77 $47,057.04 $50,455.19 $52,065.94

$48,893.16 $50,554.79 $52,221.12 $53,888.25

$50,604.42 $52,324.20 $54,048.86 $55,774.34

$1,939.66 $2,005.58 $2,071.69 $2,137.83

$25.5219 $26.3892 $27.2591 $28.1293

AEO-3 L1 AEO-3 L2 AEO-3 L3 AEO-3 L4

$52,065.98 $53,818.59 $55,505.65 $57,190.21

$53,888.29 $55,702.24 $57,448.35 $59,191.87

$55,774.38 $57,651.82 $59,459.04 $61,263.58

$2,137.83 $2,209.79 $2,279.06 $2,348.23

$28.1293 $29.0762 $29.9876 $30.8977

AEO-4 L1 AEO-4 L2 AEO-4 L3 AEO-4 L4

$58,141.26 $59,563.42 $60,692.57 $62,412.76

$60,176.20 $61,648.14 $62,816.81 $64,597.21

$62,282.37 $63,805.82 $65,015.40 $66,858.11

$2,387.27 $2,445.67 $2,492.03 $2,562.67

$31.4115 $32.1799 $32.7899 $33.7193

AEO-5 L1 AEO-5 L2 AEO-5 L3 AEO-5 L4 AEO-5 L5

$68,628.84 $70,428.28 $72,587.61 $74,025.82 $75,898.84

$71,030.85 $72,893.27 $75,128.17 $76,616.73 $78,555.30

$73,516.93 $75,444.53 $77,757.66 $79,298.31 $81,304.74

$2,817.90 $2,891.78 $2,980.45 $3,039.50 $3,116.40

$37.0776 $38.0498 $39.2164 $39.9934 $41.0053

AEO-6 L1 AEO-6 L2 AEO-6 L3 AEO-6 L4

$72,587.61 $74,322.82 $76,055.38 $78,590.65

$75,128.17 $76,924.12 $78,717.31 $81,341.32

$77,757.66 $79,616.46 $81,472.42 $84,188.27

$2,980.45 $3,051.69 $3,122.83 $3,226.93

$39.2164 $40.1538 $41.0899 $42.4596

AEO-7 L1 AEO-7 L2 AEO-7 L3 AEO-7 L4

$76,055.38 $78,590.64 $81,683.80 $83,214.33

$78,717.31 $81,341.31 $84,542.74 $86,126.83

$81,472.42 $84,188.26 $87,501.73 $89,141.27

$3,122.83 $3,226.93 $3,353.93 $3,416.78

$41.0899 $42.4596 $44.1307 $44.9576

AEO-8 L1 AEO-8 L2 AEO-8 L3 AEO-8 L4

$82,941.40 $84,964.26 $87,062.05 $90,054.88

$85,844.35 $87,938.01 $90,109.22 $93,206.80

$88,848.90 $91,015.84 $93,263.04 $96,469.04

$3,405.57 $3,488.63 $3,574.77 $3,697.65

$44.8101 $45.9030 $47.0364 $48.6533

$72,177.03 $75,280.58 $78,384.13 $81,487.68

$2,766.54 $2,885.50 $3,004.45 $3,123.42

$36.4018 $37.9671 $39.5323 $41.0976

$3,242.42 $3,398.36 $3,554.25 $3,710.20

$42.6634 $44.7153 $46.7665 $48.8184

Education Officers ED OFF L1 ED OFF L2 ED OFF L3 ED OFF L4

$67,378.03 $70,275.23 $73,172.43 $76,069.62

$69,736.26 $72,734.86 $75,733.46 $78,732.06

Senior Education Officers SEN ED OFF L1 SEN ED OFF L2 SEN ED OFF L3 SEN ED OFF L4

$78,967.97 $82,765.85 $86,562.59 $90,360.47

$81,731.85 $85,662.66 $89,592.28 $93,523.09

$84,592.47 $88,660.85 $92,728.01 $96,796.39

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Speech Therepists 1/06/2003 Classification PO2 - 1

1/08/2005

1/07/2004

Annual $38,012.00

Annual $39,457.00

Annual $40,958.00

PO2 - 2

$40,146.00

$41,872.00

PO2 - 3

$42,270.00

PO2 - 4 PO2 - 5

Fortnightly

Hourly

$1,569.92

$20.6568

$43,256.00

$1,658.00

$21.8158

$43,877.00

$45,544.00

$1,745.70

$22.9697

$44,404.00

$46,092.00

$47,843.00

$1,833.82

$24.1292

$46,541.00

$48,310.00

$50,146.00

$1,922.09

$25.2907

PO2 - 6

$48,651.00

$50,501.00

$52,421.00

$2,009.30

$26.4381

PO3 - 1

$51,114.00

$53,055.00

$55,072.00

$2,110.91

$27.7751

PO3 - 2

$52,679.00

$54,881.00

$56,757.00

$2,175.49

$28.6249

PO3 - 3

$54,245.00

$56,308.00

$58,445.00

$2,240.19

$29.4762

PO3 - 4

$55,815.00

$57,936.00

$60,138.00

$2,305.09

$30.3301

PO4 - 1

$59,421.00

$61,678.00

$64,020.00

$2,453.88

$32.2879

PO4 - 2

$60,952.00

$63,269.00

$65,675.00

$2,517.32

$33.1226

PO4 - 3

$62,484.00

$64,858.00

$67,323.00

$2,580.48

$33.9537

PO4 - 4

$64,015.00

$66,447.00

$68,972.00

$2,643.69

$34.7854

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SCHEDULE 2 Catholic Education Office Professional Officers' - Certified Agreement - 2004 3.5% Increase Effective - 1st July 2005 Classification Level

Step

Annual Salary

Fortnightly Salary

Level 14

1 2 3 4 5 6 7

103,827 105,530 107,232 108,934 110,636 112,338 114,040

3,993.37 4,058.83 4,124.30 4,189.76 4,255.23 4,320.69 4,386.16

Level 13

1 2 3 4 5 6 7

90,211 91,913 93,615 95,317 97,019 98,721 100,423

3,469.65 3,535.11 3,600.58 3,666.04 3,731.51 3,796.97 3,862.44

Level 12

1 2 3 4 5

81,700 83,402 85,105 86,807 88,509

3,142.32 3,207.79 3,273.25 3,338.72 3,404.18

Level 11

1 2 3 4 5

73,190 74,892 76,594 78,296 79,998

2,815.00 2,880.46 2,945.93 3,011.39 3,076.86

Level 10

1 2 3 4 5

64,679 66,382 68,084 69,786 71,488

2,487.67 2,553.14 2,618.60 2,684.07 2,749.53

Level 9

1 2 3 4 5

56,169 57,871 59,573 61,275 62,977

2,160.35 2,225.81 2,291.28 2,356.74 2,422.21

Level 8

1 2 3 4 5

47,659 49,361 51,063 52,765 54,467

1,833.02 1,898.49 1,963.95 2,029.42 2,094.88

Note:

The shaded steps in levels 13 and 14, (Steps 6 and 7), are accessed at the Director's discretion.

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SCHEDULE 3 EMPLOYEE’S DEED OF CONFIDENTIALITY

This deed is made the ……………………….. day of ……………………….. 19…... BETWEEN: [name] of [address] (‘the employee’) AND: [name] of [address] (‘the employer’)

1.

2.

3.

Confidentiality 1.1.

Subject to Clause 5, the employee shall treat as confidential all information disclosed to the employee or made known to the employee during the course of or the purposes of the employee's employment by the employer ('the confidential information').

1.2.

Without limiting the generality of the preceding clause, the confidential information includes employee files, computer files and information, sensitive information about the current or future employment of employees and all other information designated as confidential by the employer.

Termination of Employment 2.1.

Immediately on termination of the employee's employment with the employer, the employee shall deliver to the employer all documents in any way relating to the confidential information which are then in the employee's possession.

2.2.

The operation of this deed shall survive the termination of the employee's employment with the employer and should it be later revealed that the employees has not returned all of the employer's property or has breached any of the terms of this deed the employer can take legal action against the employee which may result in the employee having to pay the employer damages.

Prohibition on Use or Disclosure 3.1. 3.2.

Without limiting the generality of the second clause, the employee shall not: Use or disclose or authorise the use or disclosure of the confidential information to any person or company without the prior consent in writing of the employer. (a)

4.

Third Parties 4.1.

5.

now or in the future, either for himself/herself or any third party, appropriated, copied, memorised or in any manner reproduced any confidential information which is the property of the employer which includes but is not limited to any documentation or information received or developed by the employer or by the employee in the course of employment which is not publicly available and relates to processes, equipment and techniques used by the employer and the course of the employer’s business including but not limited to designs, technical data and marketing information such as customer/employees lists, financial information and business plans.

If the employee is employed or engaged in the education sector after termination of his employment with the employer, the employee shall inform all parties who engage or employ with employee of the fact of this agreement.

Exclusions 5.1.

The employee is not bound to treat information as confidential under this deed:

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(a)

where such information is generally known within the education sector;

(b)

where it would be unconscionable to require the employee to treat such information confidentially, as the term ‘unconscionable’ is defined in s52A of the Trade Practices Act 1974 (cth);

(c)

where it would be invalid restraint of trade under the law governing this deed to require the employee to treat such information confidentially.

EXECUTED AS A DEED

SIGNED by the said

)

of

)

this

(employer) day of

)

in the presence of:

)

[Signature of witness]

SIGNED by the said of this

(employee) day of

in the presence of:

) ) ) )

[Signature of witness]

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SCHEDULE 4 PROCEDURES FOR PAID MATERNITY LEAVE

1.

Paid Maternity Leave Female employees shall be entitled to six weeks paid Maternity leave in accordance with the provisions of this clause as from 1 June, 2001.

2.

3.

4.

Interaction with the Family Leave Award 2.1

The provisions of the Family Leave Award apply to employees covered by this Agreement.

2.2

The period of paid leave shall be deemed to be the first six weeks of the leave taken by the employee, provided that the period of paid leave will not include any school vacation time.

Eligibility for Paid Leave 3.1

Employees who have at least one year’s continuous service with the employer shall be entitled to paid maternity leave.

3.2

Fixed period employees who are eligible for Maternity Leave will be entitled to either six weeks paid maternity Leave or, in the case where the remainder of the contract is less than six weeks, payment until the expiration of the contract;

3.3

Where the contract period of a fixed period employee ends during the period of maternity leave, that employee will not be entitled to have this contract period extended, nor will she be guaranteed a position to return to following the completion of Maternity Leave;

3.4

Where an employee is on maternity leave and successfully applies for a subsequent period of maternity leave, that employee will be entitled to a further six weeks paid maternity leave payable from the date of confinement of the subsequent child.

3.5

Where an employee is on an extended period of leave without pay, and that employee becomes pregnant, no entitlement to paid maternity leave would accrue.

Payment for Leave 4.1

The employee shall receive payment based on her normal average weekly earnings for the six weeks immediately preceding the date upon which she proceeds on leave;

4.2

The employee may request, and the employer may agree, that the payment for the period of paid maternity leave will be made at the time of commencing such leave. Where agreement is not reached, the employee shall be paid in accordance with the normal fortnightly pay cycle.

4.3

(a)

Where an employee has received payment in advance for the period of paid maternity leave at the time of commencing leave, and the pregnancy subsequently results in a miscarriage or stillbirth, the employee shall be entitled to retain such payment, subject to the employee remaining on leave for a minimum of six weeks;

(b)

Where an employee is paid in accordance with the normal fortnightly pay cycle, and the pregnancy subsequently results in a miscarriage or a still birth, the employee shall be entitled to remain on paid maternity leave for the six week period;

4.4 5.

Paid Maternity Leave will be taken as one period and cannot be broken into smaller periods of leave.

Paid Maternity Leave and Other Entitlements 5.1

The period of paid Maternity Leave shall count as service for all purposes;

5.2

The period of paid Maternity Leave shall be exclusive of school vacation periods. For example, where a period of paid maternity leave coincides with a paid school vacation period the employee is entitled to be paid for the vacation period and the maternity leave. However, where the paid maternity leave actually taken is less than six weeks, the employee shall only be entitled to be paid for the leave taken.

5.3

The period of paid Maternity Leave shall be inclusive of Statutory Holidays that may fall within the period;

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5.4

In accordance with the Family Leave Award – State, provided that the aggregate of leave does not exceed 52 weeks, an employee may, in lieu of, or in conjunction with Maternity Leave, take other forms of leave including long service leave which has fallen due, annual leave (if applicable) or paid school vacation periods (if applicable). The period of paid Maternity Leave shall form part of the aggregate of 52 weeks.

5.5

Except as provided by the Family Leave Award, paid sick leave or other paid authorised award absences (excluding annual leave or long service leave) shall not be available to an employee during her absence on Paid Maternity Leave.

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SCHEDULE 5 DIOCESE OF TOOWOOMBA CATHOLIC EDUCATION BOARD POLICY PERFORMANCE REVIEW

1.

Rationale

The process of review seeks to nurture the growth of the individual in the workplace. Its purpose is to: y utilise the opportunity to acknowledge and affirm an individual’s level of performance, to clarify current duties and role expectations, y identify training and development needs, y influence positively the organisation’s ability to meet its goals, y increase the level of job satisfaction and provide better career planning, y maximise the use of individual skills and talents, and, y contribute information towards the overall data considered for contract renewal or salary review. 2.

Values Inherent in the processes and procedures of review are the values of trust, hope, authenticity, justice and care for both the individual and the organisation.

3.

Policy Statement Every staff member in Catholic Education will engage in a process of formal review and goal setting as outlined in any contract or as arranged between the staff member and the Catholic Education Office.

4.

Consequences y that individual accountability for work performed is recognised. y that the review system will be appropriate for the type of position under consideration. y that an opportunity will occur to acknowledge and affirm an individual’s level of performance. y that the use of individual skills and talents will be encouraged and recognised. y that the organisation’s ability to meet its goals will be influenced so that continuous improvement occurs both for the individual and the organisation. y that appropriate industrial processes and procedures will be used to address diminished performance in a manner that respects the rights and dignity of each person.

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SCHEDULE 6 JOB SHARE ARRANGEMENTS FOR OFFICE EMPLOYEES Guidelines: The Diocese of Toowoomba recognises that, for pastoral and/or professional reasons, some employees may wish to enter into a job share arrangement. Job share arrangements only apply to full-time positions in the Catholic Education Office, Diocese of Toowoomba. Job share arrangements can provide the Diocese with opportunities to employ staff in situations which meet the needs and circumstances of the staff and benefit the operation of the office. It is also recognised that, in some circumstances, a job share arrangement may not be warranted, as the professional and administrative needs vary for each position in the office. 1.

Definition Job sharing is a voluntary arrangement in which a full-time position is divided between two staff members with shared responsibility for the position on a fixed-term basis.

2.

3.

Principles Underpinning the Guidelines 2.1

Job share is entered into voluntarily.

2.2

Job share arrangements will be flexible and accommodate both Office and employee needs.

Selection Procedures 3.1.

4.

5.

An employee who is presently employed full time, may request to job share the current position with the additional part-time position that is being created being advertised and engaged as one year fixed term contract.

Two current full-time employees may seek to undertake a job share position. This scenario releases one of the full-time positions which would be filled by a replacement employee on a fixed term basis. At the end of the job share arrangement, the job share employees will revert to their original full-time positions and the contract will cease for the replacement employee.

Subsequent Appointment 4.1

In the event that either job share partner leaves the job share position, within the time of the job share arrangement, the full-time position may be offered to the remaining partner until the end of the job share. In the event that the remaining partner declines to take the full-time position the vacancy for the remainder of the fixed term contract is advertised and will be subject to job share arrangements.

4.2

Except in extenuating circumstances, should either job share employee choose not to fulfil the job share contract, the employer holds no responsibility for the continued employment of that employee until the job share contract has concluded and would consider the staff member to have resigned.

Length of Appointment 5.1

6.

The job share position may arise from one of the following scenarios:

Appointments to job share positions are made for a maximum period of one year. The job share arrangement may be renewed each year subject to the arrangement being deemed acceptable by the employees concerned and the employer.

Arrangements The arrangements for a job share position are to be considered on a number of levels. 6.1

Level One is at the system level where parameters are set in accordance with the above guidelines and meet any requirements detailed in •

Any awards applicable to office staff.

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6.2

Level Two is at Office level where considerations such as: • •

6.3

6.4

7.

8.

The number of job share positions? Under what arrangements will the job share partners work?

Level three is at the partnership level. Each participant shall be provided with an individual letter of appointment which outlines the results of negotiations between the participants and the Director regarding the hours of duty arrangements and shall include all of the following: -

days to be worked

-

hours of duty

-

communication

-

professional development arrangements

Employees shall be provided with a copy of these guidelines prior to any agreement being reached in relation to a job share position. In particular, employees shall have their attention drawn to the contents of Clause 4.2 relating to a failure to fulfil a job-share contract.

Ongoing Evaluation 7.1

There should be provision in any job share proposal/agreement for the ongoing evaluation of the impact of the job share on the administrative needs of the Office.

7.2

No later than 9 months after the commencement of the job-share arrangement, a review should be instigated in order to ascertain whether the arrangements are satisfactory from the viewpoint of both the employees and the employer.

7.3

In some circumstances, the parties to a job share arrangement may not be in agreement with particular changes proposed for job share arrangements. In such cases, the grievance procedure as outlined in this Agreement needs to be invoked.

Alteration to Arrangements Changes to the arrangements may be made by either the Director or the employee/s with two week’s notice or shorter by mutual consent.

9.

Division of Position 9.1.

It is recommended that days worked be full days.

9.2

The most suitable arrangement appears to be the five-day fortnight whereby each partner would work three days one week and two days the next week - i.e. a 0.5 split. An alternative could be a 0.6/0.4 split where one partner works three days each week and the other partner works two days each week.

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