Vol. 2 No. 1 June 2012 The newsletter for the Christian School Sector

In this edition

• Funding Schools in ‘Real’ Dollars

• Our Union Speaks with CSA

• Collective Bargaining Updates

• 2012 Safe Work Awards

• The Importance of a Collective Agreement

• Member Profile, Gemma Beard

hristianC Voice

IEUA-QNT Speaks about Importance of Collective Bargaining with CSA

Our union has made an important contribution to discussions at a Christian Schools Association (CSA) ‘Learning and Leadership Day’ held 28 May.

During a presentation to CSA Principals and Business Managers, IEUA-QNT Secretary Terry Burke spoke about the importance of union involvement in delivering fair wages and conditions for employees in Christian school.

Terry said the event was an important opportunity for our union to build understanding with the CSA and highlight key concerns for our members.

“A healthy relationship with employing authorities improves the negotiation process,” he said.

“It also makes it easier for our union to secure enhanced

conditions for our members.”

In his presentation, Terry also talked about the mechanics of the bargaining process, the role of Fair Work Australia, the relationship between remuneration and National Professional Standards for Teachers, and key issues stemming from recent negotiations.

The CSA is a peak body representing Independent Christian schools.

Our union acknowledges and thanks the CSA for the invitation to take part in this Learning and Leadership Day.

■ To find out more about what our union is doing in the Christian sector, visit our website at www.qieu. asn.au/christian

School Funding: Why we need to talk ‘real’ dollars

The framework and architecture of the Gonski Review of Funding for Schooling is to be applauded. However, recent analysis of the 2009 school data reveals some concerns with the foundations of the new funding model.

Our union continues to be supportive of a new framework for school funding that offers more money for all schools, and in particular more money for students in disadvantaged communities and full funding for students with a disability irrespective of the school sector in which they are enrolled.

However, applying 2009 data for individual non-government schools reveals that the current model could deliver fewer dollars for a significant number of non-government schools.

This financial data is somewhat contestable, being part of the first iteration of the ACARA MySchool financial reporting arrangements.

These analyses point to the need for adjustments to the Gonski model to ensure that funding is not diminished in real terms.

IEUA Federal Secretary Chris Watt said these adjustments could include amendment of the School Resource Standard (SRS) and/or the range of percentages of the SRS provided to schools based on their SES measure or adjustments to

the various loadings proposed under the model, including weightings for SES, locality, and Indigenous students.

It remains critical therefore that members stay engaged with our ongoing campaign to ensure a good outcome for students in our schools and the quality and certainty of members’ jobs.

“This includes ensuring that the Australian government’s commitment to ‘not a dollar less’ moves to a commitment of ‘not a real dollar less’,” said Mr Watt.

Our union is committed to working towards the delivery of the new model proposed by the Gonski Review provided that it is fully resourced by governments and that the non-government school sector is adequately and appropriately funded.

Our union will continue to lobby government stakeholders to ensure that our members’ concerns are represented and that an adequate school funding model is implemented.

Chapters are encouraged to engage with the school funding issue. Ask your Organiser about holding a school funding chapter information session.

■ Visit our website at www.qieu.asn.au to view more resources on school funding.

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Collective Bargaining UpdatesHillcrest Christian College Employees at Hillcrest Christian College on the Gold Coast are currently finalising their new collective agreement. The new agreement will build upon the previous agreement at the college with further enhancements including wages and salary increases, additional teacher career opportunities, school officer classifications, professional development and measures to address the expanding role and duties of teachers.

Bundaberg Christian CollegeEmployees at Bundaberg Christian College recently finalised negotiations for their new agreement which has significantly enhanced conditions for staff.

All staff received an increase in wages of 11 per cent over three years. This will see Band 3 Step 4 teachers earning in excess of $80 000 from July 2012 and Graduate teachers on $58,983. From July 2013 the most experienced teachers will be earning in excess of $89 000. This was achievable with the introduction of an experienced teacher and experienced senior teacher level which are automatic progressions on top of the normal teacher scale. A qualification of degree level or higher is required to access the experienced senior teacher.

Building upon an established record of being flexible and working with staff members who are pregnant or returning to work after pregnancy the college enhanced the maternity leave conditions for staff.

The college also recognised the impact the camping program has on the life of staff members and as such introduced a payment for nights away on second and subsequent camps throughout the year.

Employees also now have access to a special paid leave provision for attending significant events such as family weddings which may require travelling during the school week.

Genesis Christian CollegeEmployees at Genesis Christian College are currently undertaking surveys to share their views on key issues before beginning negotiations.

Employee SBU representatives have been nominated by staff and received training in preparation for negotiations. A reference group has also been established to ensure that communication networks are effective during bargaining. The college’s current agreement expires in December.

Nambour Christian CollegeEmployees at Nambour Christian College are currently developing their log of claims before commencing negotiations for a replacement collective agreement.

Staff are seeking provisions in many areas that will provide parity with state and other non-government sector colleagues. The first meeting of the SBU will occur before the end of the current term.

Calvary Christian CollegeStaff at the Carbrook and Springwood campuses of Calvary Christian College have been in negotiations for a replacement collective agreement for the past few months.

Employees are seeking a number of enhanced provisions including a Senior Teacher 1 and Senior Teacher 2 classification to reward effective classroom teachers. Employee and employer representatives will maintain working in a harmonious and productive manner as negotiations continue.

Caloundra Christian CollegeStaff at Caloundra Christian College have started preparing their log of claims ahead of negotiations with the employer.

Employees are seeking an array of enhanced provisions to address issues such as remuneration, resourcing the expanding role of the teacher and family-friendly entitlements.

■ Visit our website at www.qieu.asn.au/collectivebargaining to access negotiation updates and chapter briefings

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Nominations Open for 2012 Safe Work AwardsNominations are invited for the 2012 Safe Work Awards that form part of a Queensland Government initiative recognising exemplary workplace health and safety practices.

Workplace accidents are responsible for the death of approximately 100 Queenslanders each year, at a cost of $6.2 billion to our economy.

Workplace health and safety should be a priority in all workplaces, and particularly in our sector where employees face a number of potential safety risks.

There are six categories to enter:1. Best workplace health and safety management system. 2. Best solution to an identified health and safety issue.3. Best workplace health and safety practices in small business.4. Best individual contribution to workplace health and safety.5. Best solution to an identified electrical issue.6. Zero Harm at Work Leadership Program award.

Our union encourages members to nominate in appropriate categories and ensure that their contributions to workplace health and safety are recognised.

At last year’s awards, IEUA-QNT member and principal at Westside Christian College, Chris Meadows (pictured below), was awarded highly commended in the ‘best individual contribution to workplace health and safety category’.

Since 2002 Chris has travelled throughout Queensland helping Christian schools manage risks associated with workplace health and safety.

For more information and details on how to enter visit www.worksafe.qld.gov.au or call the Workplace Health and Safety Infoline on 1300 369 915.

Nominations are open until 3 August.

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The Importance of a Collective AgreementA contemporary collective agreement is the most effective way to secure fair wages and conditions for employees.

The Australian Council of Trade Unions (ACTU) reports that as a result of collective agreements, union members earn 15 per cent more on average than non-members.

However, despite the benefits, 60 per cent of workers remain under award conditions.

Collective agreements are particularly important for workers in the education sector.

Employees should not rely on award conditions given the particular issues that affect our sector such as hours of duty, wages, and other provisions that can be vastly improved under an agreement.

IEUA-QNT Organiser Nicole Carlill said the best results for employees are secured by collective action in the form of an agreement.

“There’s definitely strength in numbers when it comes to negotiating workplace conditions,” she said.

IEUA Federal Secretary Chris Watt said the Teachers Award offered no “safety-net” for employees given the enhanced wages that are secured

under collective agreements.

See below a comparison of 2011 Award wages and those received by staff at Caloundra Christian College in 2011.

Wage schedules are accessible from the Fair Work Australia website at www.fwa.gov.au.

■ Visit our union website www.qieu.asn.au to learn more about agreements. Contact our union on 1800 177 938 or enquiries@qieu.asn.au with direct queries.

Key Benefits of a Collective Agreement

■ Workers take home $145 more on average per week ■ Annual wage increases of approximately 4 per cent

apply under agreements ■ Better control of working arrangements including

flexible working hours ■ Enhanced leave entitlements including parental leave ■ Improved superannuation entitlements ■ Access to enhanced redundancy provisions ■ Better access to professional development ■ Greater access to consultation and representation

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Level 1 $40,988 Level 2 $41,834 Level 3 $42,971 Level 4 $44,522 Level 5 $46,073 Level 6 $47,516 Level 7 $48,960 Level 8 $50,511 Level 9 $52,062 Level 10 $53,613 Level 11 $55,164 Level 12 $56,715

By the Numbers: Teachers Award versus Collective Agreement

Band 1 Step 1 $49,663 Step 2 $50,836 Step 3 $52,271 Step 4 $53,836Band 2 Step 1 $55,088 Step 2 $57,670 Step 3 $60,774 Step 4 $63,356 Step 5 $65,939Band 3 Step 1 $68,547 Step 2 $71,416 Step 3 $73,581 Step 4 $76,529

2011 Wages - Educational Services (Teachers) Award 2010 2011 Wages - Caloundra Christian College

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Join Our Union Today!

To find out more about IEUA-QNT visit our website:

www.qieu.asn.au

Alternatively, call our membership department on freecall 1800 177 938.

ISSN 2200-6303

Christian Voicewas prepared by

Elise Cuthbertson

Editor: Mr Terry Burke, Secretary

IEUA-QNTPO BOX 418, FORTITUDE VALLEY QLD 4006

PH: (07) 3839 7020 FX: (07) 3839 7021

Email: enquiries@qieu.asn.auWebsite: www.qieu.asn.au

ABN: 74 662 601 045

How did you get into teaching?

I left school in Melbourne after Year 11 and spent a year doing dental nursing and another year working as a receptionist. Around that time I had a lot to do with people who were teachers and I became interested in the profession, so I went back and completed my final year of high school at night and started studying for a Diploma of Teaching in 1979.

I have been in and out of the profession as I took time out for family. I have been back in full time teaching since 2003.

What do you enjoy most about education?

I love working with young people who are finding out who they are and what interests them. It’s a privilege to be part of helping people discover their talents and sense of identity. I appreciate the chance to work with students as they learn life skills. I’m hoping that I am one of many who encourage in the students a love of learning that continues throughout their lives. What are some of the professional challenges you face?

Time! Over the course of my teaching career, which began in 1982, society has added a number of responsibilities to a teacher’s role and this impacts on the time that can be given to those roles. Everyone working in a school is aiming to provide quality education and it can sometimes be difficult to know how to prioritise the various tasks, given the time constraints.

What is the most rewarding part of your job?

I love working with people. I think it’s a real privilege to see the growth of students over the course of time. I teach across a number of year

levels and so I get to see students develop from children to young adults and it really is great to be part of their lives at this crucial time.

What do you enjoy about working in a Christian school?

I enjoy being able to speak explicitly about my faith. I also appreciate working alongside others who share that faith and having the opportunity to dialogue with students who have a faith.

I have worked in a range of systems and in my experience, the type of school does not change who I am as a teacher. The fact that a school is Christian, however, allows me to explicitly articulate what is the foundation of my life.

Why is being a union member an important choice for you?

As I relate professionally, I find it helpful to be part of a collective. This means having access to colleague support, legal counselling, professional information and a range of skills that extend beyond what I have as an individual.

Has your membership helped yourself and your colleagues?

The fact that we have members at our school means that as employees we receive support as we negotiate an enterprise bargaining agreement. This has meant that both employees and employer can safely trust that this process will be done well and efficiently.

Why do you think it’s important to take an active role in your union chapter?

The benefits of collective professional dialogue and support rely on the active participation of the individual. This is true for any group endeavour. I do not believe we should look to others to be accountable for individual responsibilities. Therefore, if I want the benefits of that professional support, then I think I need to contribute where I believe I have the time and capacity to do so.

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Gemma BeardTeacherGenesis Christian College