Teachers with uncodified workloads are subject to work intensification with little leeway to control them, as there are no limits to what can be asked of them. Even in Catholic and Lutheran agreements, where the workload is codified in detail, not everything a teacher is supposed to do can be attributed to a codified «bucket.» Since prices and agreements speak of days of attendance and teaching loads, it is important to include at least these basic figures in the local agreement. These figures are well known. Now it`s time to write them down in agreements. Family holidays and domestic violence are now recognized in national employment standards (as well as in modern prices). Any agreement that only talks about giving positive consideration is now a bar. The ACTU (and IEU) claim is valid for 10 days paid and 5 or 10 days paid is the usual result of the EA. The desire for 10 continues. Of course, since schools negotiate their own company agreements, the problems fall into 4 categories. As you know, our respective bargaining teams have been working for almost two years to reach agreement on a number of labour-related issues. Despite faithful intentions, solid discussions and hard work, we have not been able to reach an amicable solution on some issues. The improvement of framework conditions only occurs when there is a coordinated campaign to defend them.
If, as unionists, we do not fight for the voiceless and only for enlightened self-interest, then we have dropped the ball. We are writing on behalf of the 16 employers in Catholic schools and the Department of the Independent Union of Education (SA). Some groups of employees become invisible at the time of ea. TRTs are covered by the school`s EA, but will not receive a vote unless they have actually been used in the 7 days prior to voting. The Ministry of Education pays for the relief of teachers in their progressive step plus the burden of 25%. Previous state allocations set the non-governmental TRT rate at stage 1 plus 25%. Since you can`t even sign up as a Stage 1 teacher, the vast majority of non-public schools have been persuaded to make it the Stage 3 Plus level entrance store. A small number of AIS schools cling to Stage 1 because they can get away with it. Click here to visit the Country Incentive Program page. The current pressure with parental leave is to take into account the career break of parents in one way or another by providing a retirement pension for paid leave and the counting of leave for service. There is a good inclusion in the retirement pension and a growing acceptance of the cheaper aspect of the service.
Non-teachers (whatever their name) do not technically have this problem. As hourly paid employees, they should be paid for everything they do. This means being a little hard and doing excessive unfinished work or at overtime rates, but at least the hourly rate is codified. Classification levels and penalty rates are the real industrial problems. In the case of teachers, the degree of the year is codified. and there are 8760 hours that could be completed in a year. We also agreed that if the vote is successful and the company agreement is approved by the Fair Work Board, the company agreement will apply for a period of 3 years from the date of approval by the Fair Work Board. We expect negotiations on the next company agreement to resume in 2019. Instrumental music teachers and sports coaches also tend to get a raw chord because they are invisible in the days of EA. Paid partner leave at the time of birth is most often 5 to 10 days, but some still need to bring 5 days or less back to the standard of 10 days. The minimum requirement in our schools is defined in the Catholic Education SA 2017 company agreement. Paid parental leave (which is offered to both partners) is usually 14 or 16 weeks.
The Ministry of Education has 16 weeks, and staff on duty longer have 20 weeks. If you have smaller amounts or local restrictions, this needs to change. Together, we still have a lot of work to do to draft the revised document, make it available for your consideration, and then complete the voting process. Not having codified even at a basic level what you need to do to earn the salary is like signing a blank check. Your share of the agreement is not limited, but the part of the employer`s agreement is. It`s like choosing the car you want to buy and the dealer that enters the amount on your signed blank check. A common tactic of the employer is to test the determination of negotiators by saying that improving family-friendly conditions has a cost and that these costs result from the increase. Yes, there are costs, but they are costs to do business and costs for a responsible employer. Employees should not have to pay for their own terms. Determining appropriate salary increases in 3 years (but hopefully not in 4 years) involves a level of economy and necromancy rarely found in a source. If there isn`t a top-notch teacher in the 100K club yet in 2018, they`re underpaid, and if you`re not aiming for 2.5% or more, you`re selling too short. Some employment standards are expected in modern workplaces.
People have become accustomed to 37.5 or 38 hour weeks, penalty interest (under fire), superannuation, vacation, sick leave, annual leave, long-term duty leave, unpaid and paid parental leave, and national wage increases. The labour movement has applied these standards over time. The movement has not stopped fighting for decent work in a decent society. As a union, it is our duty to take care of those who are not there to talk about themselves. Too often we hear that we have jointly agreed that the current company agreement should be submitted to you for approval, with amendments agreed with: however, both parties agree that we want to end the negotiations so that employees can benefit from the negotiated increases as soon as possible. We are aware that Catholic school staff, who are so committed to the children and youth they serve, deserve their salary and stipend increases, as well as the applicable additional payment. In this context, each party has agreed that we will withdraw our respective claims and offers, put the proposed company agreement to a vote and allow salary and compensation increases as well as payment arrears. Tuition fee reductions for staff children are not uncommon in AIS schools, but they are usually school-specific. According to this logic, we would always send the children to the coal mines instead of kindergarten!.
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