edu (december 2010)

EdUVol 25 Issue 4 Dec 2010

Working with members in non-government schools

Independent Education Union South Australia

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EdU December 2010 IEU(SA)

DON’T FORGET TO ADVISE IEU(SA) IF:• Youhavechangedaddress

• Youhavechangedyourname

• Youhavechangedschools

• Youremploymentstatushaschanged(egnowworkingpart-time)

• Youaregoingonunpaidleave

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• ResignationfromIEU(SA)mustbeinwriting

[email protected]:84100282orbypost.

ContentsISSN1448-3637PublishedbyIndependentEducationUnion(SouthAustralia)Inc.213-215CurrieStreet,AdelaideSA5000Phone:(08)84100122Fax:(08)84100282CountryCallers:1800634815Email:[email protected]

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EditorialcommentistheresponsibilityofGlenSeidel,Secretary.

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AdvertisingiscarriedinEdUinordertominimisecoststomembers.MembersareadvisedthatadvertisingthatappearsinEdUdoesnotinanywayreflectanyendorsementorotherwiseoftheadvertisedproductsand/orservicesbytheIndependentEducationUnion(SA).

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IEU(SA) Executive Members

MargaretSansom(Retired)(President)

GlenSeidel(Secretary)

JohnBlackwell(Retired)(VicePresident)

JennyGilchrist(PrinceAlfredCollege)

(VicePresident)

ValReinke(NazarethCollege)(Treasurer)

ChristopherBurrows(CardijnCollege)

GregElliott(St.Peter’sCollege)

SherylHoffmann(ConcordiaCollege)

NoelKarcher(ChristianBrothersCollege)

MarleneManey(CardijnCollege)

StephanieMargitich(GleesonCollege)

ShirleySchubert(CornerstoneCollege)

Secretorial–Richprivateschools 4

IEU(SA)Executive2011-2013 6

Changingoftheguard 7

IndependentSchoolsQueenslandchallengesAEUsfundingstance 8

Communitytextileartprojecttopromoteworksafety 8

MeetthePrincipals 9

FranklySpeaking–Actionsspeaklouderthanwords 10

WorkCover:Atwhatcost? 11

2011IEU(SA)salarycategories 12

2011IEU(SA)membershipfeestructure 12

Can’taffordtojoin? 13

Sharingpublicsectoroutrage 14

BalancingAct–Paidmaternityandadoptionleavefor2011 16

ChangestoCEAentitlementsinCatholicEA 17

PuttingasmileonthefacesofchildreninBali 18

What’syourproblem–askDorothy 19

OHSProject–Ahandybookforhealthandsafetyinschools 20

IEURepresentativesandMembersEducationProgram 21

BookReview–PowerinCoalition:StrategiesforStrongUnionsandSocialChange 21

LutheranDigest 22

APHEDA–Thepowerofmultiplicity 23

AbsolutelySuper–Penchantforapension? 24

NGSSuperisconsideringaShariaoption 26

NGSSuperleadingoutofthebox 26

EdU December 2010 IEU(SA)4

SecretorialRich private schools

The ongoing federal review of school funding has drawn the all too familiar lies, damned lies and statistics from the AEU. By selectively quoting federal funding levels instead of the total of state and federal government funding, we are presented with an obscene caricature of non-government schools as havens of privilege with their snouts in the public trough.

Thewell-publicisedplightofAnnesleyCollegestrugglingforitsveryexistenceisaharshreminderofthecommercialrealitiesoftheeducationindustry.Heritagebuildingsandextensivelawnsdonotindicateextensivecashflows.Rathertheoppositeasmaintenancecostsaddtorunningexpenses.

WorkingonVladimirLenin’smaximthatalietoldoftenenoughbecomesthetruth,theAEUisagainbarraginguswiththehalftruthoftwothirdsofmoneygoingtoonethirdofstudents.It’sapitythatthetruthcanneverbetoldoftenenoughtobebelieved.

Whenwelookatthecombinedfundingfromstateandfederalgovernments,thepicturebecomesreversed.Totalgovernmentfundingforallschoolswas$36.9billionin2007-2008.Governmentschoolseducating66percent

ofstudentsreceived78percentoffunding($28.8billion),andnon-governmentschoolseducating34percentofstudentsreceived22percent($8.1billion).

SystemicCatholicschoolshad72percentoftheirrunningcostsfundedbythegovernments,whereasindependentschoolshadonaverageonly42percentoftheircostsfunded.Parentsandotherincomestreamsarepaying28percentofaCatholicschool’scostsand58percentofthoseofanindependentschool.TheSouthAustralianpictureisprobablybleakergiventhatthelevelsofstategovernmentsupportinSAarelowerthaninotherstates.

Thereviewofschoolfundingmustnotdegenerateintosquabblingbetweenthepublicandprivatesectorsoverhowtodividethepie.

EveryAustralianstudentdeservestax-payersupportforasoundeducation.Whetherthatsupportisfromastateorfederalgovernmentisprettymuchimmaterial.Therewillalwaysbecontroversyoverhowneedismeasuredwhenneeds-basedfundingisdistributed.Measuresneedtobesimple,transparentandimpervioustomanipulation.

Idon’twanttospend2011inverbalconflictwithanothereducationunion.Iwanttohaveinputintoabettermodelforthefuture.Thatbettermodelwillnotbedevisedthroughterritorialdisputesandcross-borderraids.Attheendoftheday,nogovernmentisgoingtodiscourageaschoolingsectorwhereparentspickuponethirdofthebillaswellaspaytaxes.Itistimetofacethesocial,politicalandeconomicrealitiesandtalkaboutaholisticschoolfundingpolicyforallAussiekids.

Picturesspeaklouderthanwords.

Glen Seidel Secretary

If you intend to pay your fees by direct debit in 2011, please make a note of the following dates.

January21

February18

March18

April21

May20

June17

July22

August19

September23

October21

November18

December23

2011 direct debit dates

Monday, 28 February 2011

EducationDevelopmentCentre,Hindmarsh

ProgramswillbedistributedinJanuary.

IEU(SA) 2011 Reps Conference

EdU December 2010 IEU(SA) 5

Enrolments and funding 2007-2008 Australian school enrolments by sector and level 2009

Enrolment share by sector 1970-2009 Recurrent funding for school education in Australia 2007-2008

Average government recurrent funding per student for government students by state and non-government students nationally 2007-2008

Sliding scale of funding entitlement per student according to SES score


Congratulations to the following candidates elected to the IEU(SA) executive.

6

IEU(SA) Executive 2011-2013

Val ReinkeNazarethCollege

Glen SeidelSecretary

Marion RyanStMartindePorresSchool

Marlene ManeyCardijnCollege

Fil IslesOLSHCollege

Noel KarcherChristianBrothersCollege

Sheryl HoffmanConcordiaCollege

Anthony HaskellSaintIgnatius’College

John CoopRostrevorCollege

Chris BurrowsCardijnCollege

Jenny GilchristPrinceAlfredCollege

Michael FrancisMercedesCollege


John Blackwell

Johnjoinedthe1999executiveandin2000becameVicePresident–apositionwhichhehashelduntilthisyear.JohnhadalongteachingcareeratWalfordandcontinuedonwiththeIEU(SA)executiveafterhisretirementfromteaching.John’smatter-of-factandassertiveapproachtoissuesfacedbyunionmembersintheirprofessionallivesprovidedaverypragmaticsoundingboardtoexecutivedeliberations.

John,wethankyouforyourconstantsupportovertheyearsandwewishyouwellforthefuture.JohnisagreatsupporterofralliesandIrememberfondlyhimproudlyholdingabannerataCatholicrallysaying‘Iamcheapbutnotnasty’.Atournextrally,askJohnifthesignisatleasthalftrue–andwhichhalf.

Marg Sansom

Marghaschosenthe2010electionashertimetostandasidefromtheIEUpresidencyandrollhersleevesupforwhatisalreadyaveryfullandbusy‘retirement’.MarghasfilledherroleofIEUexecutivememberwithcharacteristicenergy,dedicationandwisdomsince1995.Fifteenyearsisaverylongtimetokeepturninguptoexecmeetings.Itiscertainlyaboveandbeyondthecallofduty.

Margisoneoftheoriginal1984membersandI’msureherleavingtheexecutivewillnotdiminishherinterestintheunionandineducationalandindustrialissues.MarghasservedasVicePresidentfrom1995to2002andasPresidentfrom2002topresent.ShewillcontinueasanIEU(SA)trusteeontheNGSSuperboardanditsmarketingcommittee.

Thanks,Marg,foryourwisdomandsupportovertheyears.Youdidmakeadifferenceandyouwillbemissed.

Changing of the guard

7

Shirley Schubert

ShirleyisthecounselloratCornerstoneCollegeandalife-longadvocateofjusticeandfairness.ShirleyjoinedtheIEU(SA)executivein2000andstepsasideafteradecadeofunionleadershipatthislevel.Herinputintodeliberationswasalwaysfocussedandconsidered–essentialforeffectivedecision-making.SheundertooktheAnnaStewartMemorialProjectin2004andhashadahands-oninvolvementwithLutheransectoragreementnegotiations.ShirleywillcontinueherunionworkinthecurrentLutheranagreementnegotiationsandasherschool’sbranchrep.

Thankfully,wehaven’tseenthelastofShirley.

Stephanie Margitich

Stephaniehasservedonetermonexecutivebuthaschosentonotrecontestthiselection.ShebroughttheperspectiveofaCatholicsecondaryschoolonasharedcampustoourdiscussions.StephaniealsoparticipatedintheAnnaStewartMemorialProjectin2007.Herinputintoexecutivediscussionswasvaluableandwearegratefulforherwillingnesstogivetoherunionhertimeandefforts.

Greg Elliott

GregisateacheratStPetersCollegeandhegraciouslyagreedtofillacasualvacancyontheexecutivein2009.He,however,chosetonotrecontestthepositionduetootherdemandsonhistime.Itisalwaysgratifyingwhencapableandbusypeopleagreetostepuptotakeonsuchanimportantleadershiprole.

Thanks,Greg,foryourcontributions.


Community textile artproject to promote work safety

Independent SchoolsQueensland challenges AEUs funding stance

While serious work injuries and fatalities attract news when they occur, there is often little follow-up and recognition of the long-term impact these incidents have on family members, friends and colleagues.

AcrossAustralia,menaremorelikelytodieatworkthanwomen:92percentto8percentrespectively.Andworkersbetween35and44yearsofage(27percent)suffermorefatalitiesthanotheragegroups.Workersinthetransportandstorageindustrieshavethehighestrateoffatalitiesat25percent,withtheconstructionindustryfollowingat18percent.

However,nomatterwhatyourage,genderorindustry,anyfatalityorseriousworkinjuryhasasignificantimpactonothers.Thisimpactisoftennotvisible.Dealingwithgriefaffectsusalldifferentlyandhasmanyconsequences,inourfamilies,atwork,andamongourfriendsandsocialnetworks.

SAUnions,theWorkingWomen’sCentreandtheAustralianSafeCommunitiesFoundationaresponsoringacommunitytextileartprojecttopromotesafetyand

safeworkpractices.TheprojectiscalledLifeQuiltSAandhasbeeninspiredbyasimilarprojectinCanadain2000.TheCanadaLifeQuiltprojectcommemoratedthelivesof100youngpeoplekilledinwork-relatedincidentsandhasbeenusedsincetopromotesafeworkpractices,touringtoconferences,workshopsandpublicmeetingstoencouragealltotakeresponsibilityforsafetyatwork.

TheLifeQuiltSA(LQSA)projectwilldesignandmakeawallquilttobeusedacrossSouthAustraliatopromotesafetyatwork.Itwillbedesignedtodrawtogetherpeopleaffectedbyasignificantworkplaceincident.LifeQuiltSAwillbecoordinatedbylocaltextileartistSueMorley.

WorkshopswillbeheldweeklyonFridayafternoonsinKentTownoverafour-monthperiod,commencinginFebruary2011.Experienceinsewingortextileartisnotaprerequisitetobecomingaparticipant,butawillingnesstocontributetoandbeinvolvedinacommunityartprojectis.Ifyouwouldliketobeinvolved,contacttheWorkingWomen’sCentreon(08)[email protected]

Independent Schools Queensland has called upon the Australian Education Union (AEU) to present the public with the true facts on funding for schools, instead of being selective with their figures.

IndependentSchoolsQueenslandexecutivedirectorDavidRobertsonsaidtheAEU’sPublicSchoolsforourFuturecampaignperpetuatesthemyththatprivateschoolsreceivemoregovernmentfundingthantheirpubliccounterparts.MrRobertsonsaidtherealityisthattotalgovernmentfundingforpublicschoolsinAustraliain2007/2008was$28.8billion,comparedtojust$2.9billionforindependentschools.“Astudentattendingagovernmentschoolreceivesabout$12,639eachyear,whereasastudentattendinganindependentschoolreceivesonlyabout$6,076,”saidMrRobertson.“TheAEUcampaignhasskewedthefiguresbyfailingtotakeintoaccountbothstateandfederalgovernmentfunding.

“Underexistingfundingarrangements,stategovernmentsareresponsibleforprovidingabout90percentofthefundingforgovernmentschools.

“TheAustralianGovernmentisthemainsourceofgovernmentfundingforindependentschools,withcombinedfundingfromstateandfederalgovernmentsprovidingapproximately40percentofthemoneygivenannuallytoindependentschools.

“Thefactisthatstateschoolsreceive78percentofthetotalgovernmentfundingforschooling,takingintoaccountfederalandstateorterritorygovernmentcontributions.”

MrRobertsonsaidIndependentSchoolsQueenslandwantstoseeeverystudent,nomatterwhatschooltheyattend,giventhebestopportunitytoreceiveanoutstandingeducation.“TheAEU’spersistenteffortstomuddythefactsaboutfundingdonothingtocontributetotheimportantpublicpolicydebateonhowgovernmentscanbestcontributetoexcellenteducationoutcomesforallstudents.”


Participants, including principals John Konopka (fourth from left) and Jane Danvers (fifth from left).

Bruno Sartoretto Organiser

Meet the Principals

Yet another successful session was held at Wilderness School in October. Jane Danvers, Principal at Wilderness, gave the participants a brief introduction to Wilderness’ 126-year history. And, as always, a few gems were delivered at the sessions. One of which pertained to school and college open days and principal tours.

JaneDanversandJohnKonopka,ActingPrincipalatStAloysiusCollege,saidthattheywouldwelcomepotentialapplicantstaggingalongonaguidedprincipaltouroftheirschoolorcollege,becausethisallowsthepotentialapplicanttoseetheschoolfromaparent’sperspective.Itwasnoted,though,thatthisshouldnotbeapre-interviewsessionbutanopportunitytoaskquestionsaboutdailyschoolactivity.Janepointedout

thatshedoesrecognisefacesfromthesesessionswhentheyappearatinterviewsforteachingpositionsandmakesamentalnoteoftheinterestthatwasshownbytheapplicant.

Onceagain,theavenueofTRT(temporaryreliefteacher)rolesas‘afootinthedoor’wasdiscussedandshouldnotbeoverlooked.JanerecountedthestoryofoneofthebeginningteacherswhoundertookvoluntaryandTRTworkatWilderness.SheimpressedaseniorteachertotheextentthattheteacherapproachedJanetosaythatshewouldbeavaluableassettotheschool.Needlesstosay,sheisnowapermanentmemberofstaff.

TheprincipalsinvitedthegrouptosubmitaCVandarequesttobeconsideredforTRTandmentiontheirparticipationattheMeetthePrincipalssession.Aninvitationoneshouldnotrefuse!

TheIEUextendsgratitudetoWildernessandtoJanebecauseeventssuchasthesearealwaysbestheldinschools,givingtheparticipantsavaluablelookandfeelfortheschoolsthattheymaybeapplyingtoforemploymentinthenearfuture.OurthanksarealsoextendedtoJohnKonopka,ActingPrincipalatStAloysiusCollege,forhisvaluableinputandinsightatthesession.


programwhichstaffwererequiredtoparticipatein,justasIEUnegotiatorshadstatedpreviously.However,theirabilitytonominatewhatwasandwasn’tdoneandrejectassertionsputforwardbytheemployers’negotiatorsbecauseoftheirintimateknowledgeoftheirworkloadmadeitdifficultforanyotheroutcometobereached.Theemployernegotiatorsacquiesced.StColumbawasremovedfromtheComprehensivelist.

BothactionstookverylittletimetoachievetheirdesiredoutcomesandstaffatbothNazarethCollegeandStColumbaCollege,whethertheyknowitornot,areindebtedtotheirreps.ItwasclearthattheemployernegotiatorswantedtoimplementacomprehensiveCEAprogramatthesesitesasopposedtocodifyingwhatexisted.

Thereisasalientlessontobelearntfromthis.Dry,intellectualconversationaroundatabledoesn’talwayswintheday,nomatterhowmuchlogicortruthsupportsyourcase.Earlyintheprocess,whennegotiationsstruggledtobemeaningfulduetoaninsistenceonwaitingforaDECSoutcome,membersshowedtheirdispleasure.Aseriesofresponsesoccurred:abranchemailcampaign,apetition,aSundaycathedralrallyandthewearingofbadgesonworksitesallindicatedmanystaffweredissatisfiedwiththeemployerposition.Andwhileanimmediateoutcome,likethatatNazarethCollegeandStColumbaCollegewasn’tachieved,thereisnodoubtthatsuchpublicdisplaysplayedacrucialpartinachievingthefinalproduct.Withoutthat‘pushback’anemployercouldsitcomfortablyatthenegotiatingtable,safeintheknowledgethatnoonecaredorcouldbebothered.Apathyistheemployer’sbestfriend.Agitation,ontheotherhand,maymakepeopleuncomfortable,butthatismuchlessthanthediscomforttheywouldfeelifthenegotiatedoutcomessimplyreflectedwhattheemployerswishedfor.

SotakeabowallthosewhodidparticipateandIwillleaveyouwiththreeremainingactionstocompletetheprocess.

1.Celebrateanoutcomethatisgroundbreakingonseverallevels.

2.BeinvolvedinandmonitorthenewEA’simplementationtoensurecompliance.

3.Asnotonenon-unionperson(orapaidrepresentativeof)botheredtoturnuptonegotiatetheirclaims,feelfreetogivenon-membersamembershipformandaskthemtojointheunion.

Alternatively,youmightsuggesttheywouldbemorallyobligedtoreceiveoutoftheprocessexactlywhattheyputintotheprocess–nothing!

Frankly Speaking

Frank BernardiOrganiser

Given that the new Catholic collective agreement has now been voted upon and ratified, it is important to stop and reflect not just upon the achievements but also how they were achieved.

Asmembersworktheirwaythroughthedocumentitwillbecomeevidentthatmuchworkandefforthasgoneintoit.However,whatwon’tbeapparenttomanyarethepivotalmomentsthatmadethisdocumentpossibleandwhichwonmanyofthesignificantimprovements.

Take,forexample,theclosingstagesofnegotiationsinwhichcleardifferencesaroundwhichschoolsbelongedintheCEA‘Comprehensive’listdividedthetwonegotiatingteams.ItwasobvioustoIEUrepsthatbothNazarethCollegeandStColumbaCollegedidn’tbelongwiththiscohortofschools,astheydidnothaveexistingcomprehensivecurriculumextensionprograms.However,asmonthaftermonthpassedandtheemployerrefusedtoacknowledgethiswasthecase,itbecameapparentthatanalternativestrategywasneededtobreakthestalemate.

Enterunionmembers.UponcontactingtheIEUrepsattherespectivesitesandexplainingtheimpasse,actionwastakenimmediately.AtNazarethCollege,IEUrepsapproachedlocalmanagementtoaskwhytheemployernegotiatorswereinsistingthatNazarethCollegebelongedwiththeComprehensivegroup.ManagementhadprovidedinformationwhichconfirmedthatacomprehensiveprogramdidnotexistandtheCEAthatdidoccurwasdoneonavoluntarybasis.AseriesofexchangesbetweenschoolmanagementandtheCEOrectifiedthesituationandanundertakingwasgiventoNazarethCollegeIEUrepsthattheschoolwouldberemovedfromtheComprehensivelist.

Duetoschoolholidays,IEUrepsatStColumbaCollegecouldnottakesimilaraction.However,owingtotheurgency,itwasdecidedthattwoIEUrepsfromtheschoolwouldattendthenextEAnegotiatingmeetingduringschoolholidaystoassistwitharguingthecasefortheirschool’sremovalfromtheComprehensivelist.TheydulyattendedandexplainedtotheCatholicemployersnegotiatingteamtherewasnoevidencetosupporttheemployerview.NeithercouldpointtoanexistingCEA

Actions speak louder than words


Wendy Evans Organiser, Workplace Health

11

WorkCover: At what cost?

According to WorkCover’s 2009-2010 annual report, unfunded liability fell to $982 million after a profit of $77 million. There were 19,740 claims from workers employed by registered employers. The average levy rate will decrease from 3 per cent to 2.75 per cent in 2010-2011. Funding for schemes was at 60.5 per cent at 30 June 2010. The WorkCover SA investment portfolio recorded a return on investment of 12.3 per cent. Sadly, nowhere in the report does it talk about the biggest cost, which is the human cost of workplace accident, disease and injury.

OneofWorkCover’sgoals,accordingtoitsincomingCEORobThomson,isultimatelytomakeapositivedifferencetothelivesofthe34,000workerswhoareinjuredeachyearinourstate.ThechallengeforWorkCoveristoaskinjuredworkersiftheybelievethatWorkCovermakesapositivedifferencetotheirlives.I’mconfidentthatWorkCoverwouldn’tliketheanswer.

Wherearetheoptionsforinjuredworkers?Thechangesinthelegislationweresupposedtoprovidebetterreturn-to-workoutcomesforinjuredworkers–changethatwasforcedonusbyourelectedpoliticians.Thatchangewassupposedtodogoodthingsforworkers,butasalways,politicscorruptedthenoblestofstatedintentions.

Wearewellawarethatinjuredworkers’salariesdropovertime,firstlyto90percentandthento80percent.Then,ifforwhateverreasontheyarestillonthesystemafter104weeks,theywillprobablyhavetheirweeklypaymentsceasedaltogether.

Evenpriortotheclaimbeingaccepted,theinjuredworkersaresetuptoenterthemerry-go-roundofdoctor’sappointmentsandbureaucracy,causingtheinjuredworkertorelivetheinjuryoverandoveragain.

Manydogobacktowork.Manywanttoreturntowork.Manysayoncetheyarebackintheclassroomatworktheyforgetaboutwhat’sgoingonoutside.

Some,however,arenotabletoreturntoworkasquicklyastheywouldlike.Theyknowthatthelongertheyareawayfromworktheharderitistogetback.Theyareforcedduetotheirinjurytostayathome.Thenweeksgobyandthepainisstillthere.Theirfamilybecomesfrustratedbecausethereisnothingtheycandotohelp.Still,theinjuredworkerbelievestheyareingoodhandsandthehealthproblemswillbetakencareof.Thenthedenialsofthemedicaltreatmentsorderedbythemedicalexpertchosenbytheinjuredworkerbegintohappen.

Theinjuredworkerisalreadyfeelinginsecureandlazyfornotbeingabletoworkandprovidefortheirfamily.Theyareboredtodeathbecausetheyhaveworkedalltheirlifeand,eventhoughthepainisintenseandthemedicationscausethemtosleep,theystillfeeltheyoughttobeoutdoingsomething.

Manyfindthattheycan’tconsistentlydoanythingbecausetheyhavenoideawhichdaywillbeagooddayandwhichwillbebad.Theyhavedoctor’sappointmentstogotoandtheytiresomucheasierthantheyusedto.Whenthepainisbadthemedicationtheyareprescribedmakesthemsleepyagain.

Forsome,thepainanddepressionareenoughtomakethemthinkthatsuicideistheonlywayoutoftheirawfulmess.Thankfully,togethertheirtreatingmedicalexpertsandtheirunionaretheretosupportinjuredworkers,seethemthroughtheroughtimesandremindthemhowmuchtheirfamiliesneedthem.

Howlongwillourpoliticiansallowthiskindofsufferingtogoon?Howlongwillsocietyitselfallowthistogoon?OnceagainIask,whatisthehumancost?Whenwillinjuredworkersbecomethetruepriorityofthecompensationsystem?Theyarethepeopleitwasdesignedfor.Whenwillhumanlifeandthequalityofthatlifebemoreimportantthanthealmightyinsurancedollarortheunfundedliability?


2011 IEU(SA) salary categoriesMembers will have in this edition a reply-paid form to confirm their membership categories for 2011. As new Catholic pay rates are applicable from October 2010, it is timely for members to check that they are paying the correct fees. Part-time employees will need to multiply annual salaries by their FTE fraction.

ESOsinCatholicschoolsshouldalsoconfirmwiththeirpayofficeswhethertheyhavebeenonthethirdyearofservicefor12months(notnecessarilyfull-timeequivalent)inordertobeplacedonthenewfourth-yearrate.

Pleaseensurethatyousendtheseformsbackpromptly.Intheabsenceofaresponseby14January,itwillbeassumedthatallcategoryLandMmemberswillbecategoryMandNrespectivelyaswekeepthetopofourfeestructureinalignmentwiththetopoftheCatholicteachersalaryscale.

Teacher Catholic IEU fee category

Step Oct 2010

1 $49,818 H

2 $53,222 I

3 $57,451 J

4 $60,617 K

5 $63,814 K

6 $67,038 L

7 $70,289 M

8 $73,567 M

9 $76,872 N

10 $79,814 N

AST $82,475 N

2011 IEU(SA) membership fee structure

Category Gross annual salary Yearly* Monthly

B Lessthan$20,000pa $175.00 $14.60

C $20,001-$25,000pa $220.00 $18.35

D $25,001-$30,000pa $265.00 $22.10

E $30,001-$35,000pa $310.00 $25.85

F $35,001-$40,000pa $355.00 $29.60

G $40,001-$45,000pa $400.00 $33.35

H $45,001-$50,000pa $445.00 $37.10

I $50,001-$55,000pa $490.00 $40.85

J $55,001-$60,000pa $535.00 $44.60

K $60,001-$65,000pa $580.00 $48.35

L $65,001-$70,000pa $625.00 $52.10

M $70,001-$75,000pa $670.00 $55.85

N $75,001paandabove $715.00 $59.60

*5%discountappliesiffullyearlypaymentismadebefore25February2011.

Invoiceswillbeissuedtoyearlyandhalf-yearlypayersattheendofJanuary.

ESO Annual gross salary as at

Oct 2010

IEU fee category

Junior Under18 $30,370 E

18years $32,900 E

19years $35,710 F

20years $38,835 F

Grade 1A 1styear $35,412 F

2ndyear $38,383 F

3rdyear $40,384 G

4thyear $41,192 G

Grade 1 1styear $41,192 G

2ndyear $43,498 G

3rdyear $45,767 H

4thyear $46,897 H

5thyear $47,835 H

Grade 2 1styear $47,835 H

2ndyear $48,545 H

3rdyear $49,603 H

4thyear $50,595 I

Grade 3 1styear $51,032 I

2ndyear $52,026 I

3rdyear $53,453 I

4thyear $54,522 I

Grade 4 1styear $55,937 J

2ndyear $57,406 J

3rdyear $58,874 J

4thyear $60,051 K

Grade 5 1styear $60,906 K

2ndyear $63,814 K

3rdyear $66,723 L

4thyear $68,057 L

Grade 6 1styear $72,540 M

2ndyear $75,448 N

3rdyear $78,256 N

4thyear $79,814 N


PayratesinthelatestCatholicEAclearlydemonstratethevalueofanactiveunionmembershipinsecuringagreementoutcomes.EverycategoryofemployeewillnotonlyreceiveahigherpayincreasethantheywouldhavehadtheDECSoutcomebeenapplied,theywillstillbesignificantlybetteroffaftertheir2011IEUfees.

Can’t afford to join?Think again. Real pay increases even after IEU fees.

ESOs CURRENT Annual Gross Salary as at 1/10/09

NEW Annual Gross Salary as at 1/10/10

Better off than a flat DECS 4% as at 1/10/10

Better off after 2011 IEU fees

Junior Under18 $28,651 $30,370 $573 $263

18years $31,038 $32,900 $621 $311

19years $33,689 $35,710 $674 $319

20years $36,637 $38,835 $733 $378

Grade 1A 1styear $33,408 $35,412 $668 $313

2ndyear $36,210 $38,383 $725 $370

3rdyear $38,098 $40,384 $762 $362

4thyear NA $41,192 $1,570 $1,170

Grade 1 1styear $37,861 $41,192 $1,817 $1,417

2ndyear $41,036 $43,498 $820 $420

3rdyear $43,177 $45,767 $863 $418

4thyear $44,243 $46,897 $884 $439

5thyear NA $47,835 $1,822 $1,377

Grade 2 1styear $44,835 $47,835 $1,206 $761

2ndyear $45,797 $48,545 $916 $471

3rdyear $46,796 $49,603 $936 $491

4thyear $50,595 $1,928 $1,438

Grade 3 1styear $48,144 $51,032 $962 $472

2ndyear $49,081 $52,026 $982 $492

3rdyear $50,428 $53,453 $1,008 $518

4thyear NA $54,522 $2,077 $1,587

Grade 4 1styear $52,770 $55,937 $1,056 $521

2ndyear $54,156 $57,406 $1,083 $548

3rdyear $55,541 $58,874 $1,111 $576

4thyear NA $60,051 $2,288 $1,708

Grade 5 1styear $57,458 $60,906 $1,149 $569

2ndyear $60,202 $63,814 $1,204 $624

3rdyear $62,946 $66,723 $1,259 $634

4thyear NA $68,057 $2,593 $1,968

Grade 6 1styear $68,434 $72,540 $1,368 $698

2ndyear $71,178 $75,448 $1,423 $708

3rdyear $73,827 $78,256 $1,476 $761

4thyear NA $79,814 $3,034 $2,319

Teachers Catholic Catholic DECS DECS Better off than DECS

Better off after 2011 IEU fees

Step Oct 2009 Oct 2010 Step Oct 2010 Oct 2010

1 $47,902 $49,818 $48,533 $1,285 $840

2 $50,930 $53,222 $48,533 $4,689 $4,199

3 $54,715 $57,451 1 $55,665 $1,786 $1,251

4 $57,457 $60,617 2 $58,537 $2,080 $1,500

5 $60,202 $63,814 3 $61,409 $2,405 $1,825

6 $62,946 $67,038 4 $64,277 $2,761 $2,136

7 $65,691 $70,289 5 $67,156 $3,133 $2,463

8 $68,434 $73,567 6 $70,026 $3,541 $2,871

9 $71,178 $76,872 7 $72,897 $3,975 $3,260

10 $73,827 $79,814 8 $76,781 $3,033 $2,318

AST $76,288 $82,475 9 $79,816 $2,659 $1,944


Sharing public sector outrageThe 2010 State Budget has outraged public sector unions and the IEU shares that outrage. The Rann government is pushing legislation through Parliament that will take industrial entitlements from all public sector workers. The government, when acting as employer, agreed to enterprise agreements with no reference to the removal of leave loading or the cutting back of long-service leave entitlements. Before the state election in March, the government gave written assurances that there would be no forced redundancies of public sector workers under a re-elected Labor government.

Nowcomfortablybackinpower,Rannhasthreatenedthattherewillbeforcedredundanciesiftherearen’tenoughvolunteerstogowillingly.Andlegislationisbeingfast-trackedtoachieveindustrialoutcomesthatshouldhavebeennegotiatedintherecentagreements,ifthatwasthegovernment’sclaim.

ThesavagingofWorkCoverandthisbetrayalmustmakeall‘truebelievers’shaketheirheadsandwonderwhathappenedtothecorevaluesoftheworkers’party.Foleymaythinkunionsaredinosaurs,buttheralliesheprecipitatedcanserveashisownpersonalJurassicPark.


Unions rally in support of Lilydale Chickens employees


Unless you have been out of touch with the media for quite some time, you will know that, as of 1 January 2011, the federal government’s paid parental leave scheme will take effect.

Subjecttoanincomecapof$150,000pa,newmotherswillbeeligiblefor18weeks’leavepaidattheminimumwage(currently$570perweek),accessedbyapplicationtotheFamilyAssistanceOffice.Forthefirstsixmonthsofthescheme,employerswillbeabletochoosewhethertheyortheFamilyAssistanceOfficemakethepaymentstoeligibleemployees.Afterthat,employerswillreceivethefundstopassontotheiremployees.

Whileunionsandotherlobbygroupswerecampaigningforthegovernmenttointroducesomeformofpaidleave,andaftertheProductivityCommissionreleaseditsinitialrecommendationsforascheme,thequestionofhowitwouldworkalongsideexistingemployerpaidleavebegantobeconsidered.Whenschoolenterpriseagreementswerebeingnegotiated,anumberofemployersbegantoconsidervariationstotheirquantumofpaidleavetotakeadvantageoftheproposedgovernmentscheme,whichineffectwouldhavereducedexistingentitlements.

TheIEUpointedoutthatthebabybonuswas,atthatstage,availabletowomenwhogavebirth,irrespectiveofanyleavepaidbytheiremployer.Theproposedpaidleaveschemewouldnot,infact,resultinasignificantlylargersumofmoneyoverallbecausepaymentswouldbetaxableand,inturn,mayhaveaneffectonafamily’sothertaxrebates.So,toreducealreadynegotiatedentitlementswouldbeareductioninoverallbenefits.

Despitethis,asmallnumberofschoolsdidvarytheirnewagreementsinthisway.Asaresult,womenwhotakematernityleaveatWalford,StPetersCollegiateandPulteneyGrammarwillhavetheirgovernmentpayments‘toppedup’tomatchtheirusualrateofpay,ratherthan

Louise Firrell Organiser/Educator

Balancing ActPaid maternity and adoption leave for 2011

receivetheirpreviousentitlementplusthegovernment’seighteenweeks.Westminsterschoolassistantswillhavetheirentitlementreducedbytheamountofthegovernmentpayment.

Thissituationwasneverthegovernment’sintentionwhenitintroducedthescheme.Thelegislationspecifiesthatexistingemployer-negotiatedleavewillremainasitis.But,becausetheseschoolschangedtheiragreementsbeforethelegislationwaspassed,theystand.Itisdisappointingthatschoolshaveengineeredareductionintheircommitmenttoanimportantfamily-friendlyprovision.Butitisevenmoredisappointingwhentwooftheseareschoolswhicheducateyoungwomenandshouldbeexamplesofbestpracticefortheirfemalestaffandstudents.

Theseagreementsaretheworstexamplesofanattitudethatisstillevidentinworkplacesaroundparentingleaveentitlements.Ontheonehand,anumberofwomen,whohavemanagedtheirchildbearingandrearingwithoutthebenefitofsomeoftheconditionswhicharenowemergingtoassistwomenandtheirfamilies,seemtoapproachthisprovisionwithapunitivemindset.‘Imanagedwithoutanythinglikethatsowhyshouldyouhaveitanyeasier?’oneprincipalwasnotedassayingduringdiscussions.Whysuchanattitudepersistsisnotobvious,becauseyoutendnottohearwomenmakingstatementssuchas‘Idon’tseewhybanksapproveloanstowomenthesedays.Whatwaswrongwithhavingtohaveamaleguarantor?’or‘IlongforthedayswhenIwaspaidtwo-thirdsofthesalarymymalecounterpartswerepaid’!

Handinhandyouhavebusinessmanagerswhoarefocussedontheirfinancial‘bottomline’,whoaskthequestion‘Whatdoestheschoolgetoutofthis?’Theyseepaidparentingleaveasanundeserved‘bonus’.Theyoverlookthevalueofacommittedemployeewhowillreturntotheworkplace,bringingwiththemtraining,organisationalknowledgeandcommitment.Thatisnotsomethingthatcanbearticulatedasasimpledollarvalue.

On3Novemberwecelebratedthethirty-fifthanniversaryofthefirstsexdiscriminationlegislationinAustralia,passedbytheParliamentofSouthAustraliain1975.Aswereflectonwhathasbeenachievedbyastalwartcohortofwomenandmen(formerPremierDavidTonkinwastheinitiatorofthefirstbill),weareacutelyawarethatwestillhavemoreworktodotochangeattitudesandcontinuetoeffectchange.


Changes to CEA entitlementsin Catholic EA

There are some very important changes in the new South Australian Catholic Schools Enterprise Agreement 2010, not least of which are those relating to curriculum extension activities (CEA). Other than the caps, based on the 2003/2004 benchmarks, that were imposed at individual sites, the previous enterprise agreement provided no regulation of CEA. The changes introduced by the new EA, therefore, are ground-breaking.

First,itisessentialtounderstandthatwhilethedefinitionofCEAhaschangedonlyslightly,itisstillsignificant.

Curriculumextensionactivitiesareallthoseactivitiesthatfalleitherwithinnon-timetabledtime(e.g.beforeorafteraregularday’slessons)oroutsidetheschool’sspanofhours(e.g.earlyweekdaymorningsorlateweeknightsorweekends).

Thisincludesactivitiessuchascamps,excursions,sportingactivities,pedalprix,speechdays/nights,graduationceremonies,debating,opendays,fetes,rehearsalsandperformancesofschoolproductions,concertsandchoirsandsoon.

Itisimportanttonotethat,previously,religiousobservancesandspiritualactivitieswereincluded,butthatisnolongerthecase.Massesandliturgies,forexample,relatingtograduation,classandsacramentalprograms,arenolongercountedandarenowregardedasaprofessionalcommitmentthatyoucanberequiredtoattend.

ThesecondsignificantvariationisthefactthatwhilecampsandretreatsarestillregardedasCEA,theyarenolongercountedintheCEAload,butinsteadpaidataflatrateof$150pernight.Itisalsoworthnotingthattheemployeecannegotiatetotradethe$150pernightpaymentfortimeoffinlieuordebitagainsttheir‘unpaid’tieronerequirement.

Theothermajorchangesareorganisationalandrelatetowhatcanbeexpectedandhowitwillberemunerated.Tofacilitatethis,anewCEAstructurehasbeendesigned,builtaroundthenewunderstandingsmentionedabove.

Schoolsarenowdividedintothreedistinctcategories.Eachcategorythencontainstierswhichoutlinetheassociatedworkload.

Category 1 – Primary Schools.TeachingstaffcanberequiredtoattenduptoatotaloffivehoursofCEAperannumwithoutremuneration.

Category 2 – Secondary (including Marymount College) and Special Schools.Teachingstaffcanberequiredtoattenduptoatotalof20hoursofCEAperannumwithoutremuneration.Afurther40hourscanberequiredontopofthis,butispaidattheflatrateof$25perhour.

Category 3 – Comprehensive.ThisreferstotheschoolsidentifiedashavingexistingcomprehensiveCEAprograms.Inthese15namedschools,teachingstaffcanberequiredtoattenduptoatotalof30hoursofCEAperannumwithoutremuneration.Afurther50hourscanberequiredontopofthisand,likeCategory2schools,itispaidattheflatrateof$25perhour.ThekeydifferenceforCategory3teachersisthat,tooffsettheextrarequirementsforCEA,thelengthoftheschoolyearis39.5weeksratherthan40weeks.

Nomorecanbeaskedofateacher.ThisistheirCEAcommitmentcomplete.

However,teachersinallthreecategoriescanelecttodomorethanwhatisrequiredbythecategoryinoneoftwoways.

1.Volunteer.TheindividualparticipateinCEAabovethepaidthresholdsfornoremuneration.

2.IndividualFlexibilityAgreement.Theindividualnegotiatesthecommitmentandremuneration(asoutlinedinClause12oftheEA)abovethepaidthresholds.

Thisextraworkloadcanonlyoccurafterariskassessmentisdonetoensurethehealthandwellbeingoftheteacher.

TherearesomeimportantadditionalprovisoswithinthedetailoftheCEAclausesthataremandatoryreading.Theclausesincludetopicssuchasexemptionsfromparticipation,exclusionofactivitiesthatarecompulsorySACEsubjects,interstateandoverseastrips,communityevents,specialistandPORpositionsconnectedwithCEA,andwhenpaymentoccurs.

Afinal,commendablekeyfeatureofthenewCEAstructureworthmentioningisthattimeallocationswillbenegotiatedforallactivities.Thismeansthateachactivitywillincludeapre-determineddurationallocatedtopracticeorrehearsals,togamesorperformances,andtotravel,set-upandpack-up.Thesearetobesetandfixedbytheschoolin consultation with staff.Onceknown,thesepaymentsmustbepaidirrespectiveofwhetherornotthesportoractivityhastakenplace.So,ifanactivityiscancelledduetohotorwetweatherpolicy,ortheotherteamforfeits,thenthattimeisstilltobeincludedinthetotalandremunerated.

Frank BernardiOrganiser


Putting a smile on the faces of children in Bali

Since 2007 I have been travelling to Bali once a year to teach in the kindergartens and schools around Ubud, Wanagiri and Munduk. I take educational resources for them, including books and lesson plans, and I help the teachers to create developmentally appropriate programmes for children aged three to six years in kindergarten. I then go to the school to ‘team teach’ with an Indonesian teacher and do English lessons. The students and teacher learn English and I learn Indonesian.

WhatIhavefoundfrompastyearsisthatitisveryrareforanyoneinBali(butespeciallyupinthemountains)tohaveanEnglish-Indonesiandictionary.Theyarelikegoldupthere;everyonewantstogettheirhandsonone,nomatterwhattheirage,sotheycanimprovetheirEnglish,getabetterjob(mostprobablyintourism)andescapethepovertycycle.AswithoutagoodfoundationinEnglish,thepeoplearetrappedinthesamejobsastheirparents,grandparentsandsoon.

Thosejobsmightbecuttinggrassonthesideoftheroadforotherpeople’sanimals,workinginotherpeople’sricepaddies,carryingbambooandbricksontheirheadsupanddownamountaintomakehouses,orcollectingplasticbottlesandrubbish.

IwasthereforesoexcitedwhentheIEUgaveme$200tobuysomedictionaries.IwenttothebookshopinDenpasarandboughtabout80.Iclearedofftwowholeshelvesinthestoreandthestafflookedatmeinamazement,wonderingwhyIhadboughtsomanydictionaries!

Itoldthemtheywerefortheanak-anak(children)inWanagiriandMundukandthatIwasaguru(teacher)fromAustralia.“Oh,terimakasih,”(thankyou)theysaidwithbigsmilesastheypackedupthehugeboxofdictionaries.

IttooktwomentocarryitoutoftheshopformeandthenIhadtostraddlethehugeboxonamotorbikeasayoungIndonesianmilitarymanwoundhismotorbikethroughtheheavytraffic,takingmeandthehugeboxbacktotheplacewhereIwasstayingbeforeIwentuptothemountains.

Iwenttotheschoolthenextmorningandgavethedictionariesouttotheyear4,5and6classesatWanagiriElementarySchool.ThestudentseachproudlyputtheirnamesintheirpersonaldictionariesandalsowrotethattheyweredonatedbytheIEUinSouthAustraliain2010.

IhadtoteachthechildrenhowtouseadictionarybywritingsomeEnglishandIndonesianwordsontheirtattyoldwhiteboardwiththepagenumbernexttothem.Ittooksometime,butbythethirdlessontheyweredoingreallywellandusingthedictionariestolookforwordsinEnglishthattheyhadtotranslateintoIndonesian.

Theywereabsolutelygratefulforthesedictionaries.Theytakethemhomeeachnightandbringthembacktouseatschooleachday.Thisgenerousgiftwillhelpchangeachild’slifeandhopefullygetthembetterjobsinBali.

Thishasapositiveeffectbeyondthechild,too,asthechildrenuseandsharetheirEnglishlessonsandknowledgewitheverymemberoftheirfamily.Itgoestoshowyouthatonepersoncanmakeadifference.

Rosalie Langley


Ifyouhaveaquestionaboutyouremploymentconditionsthatrequiresapromptresponse,calltheofficeandasktospeaktothedutyofficeroftheday.Ifitissomethingthatisnoturgent,oryouthinkthatmaybegenerallyrelevanttoothermembers,sendanemailtodorothy@ieusa.org.auIdentifyyourselfbynameormembershipnumberandanyqueriesthatarenotselectedforpublicationwillberespondedtopersonally.

an interactive column

DearDorothy,

Whilstteachersalariesingovernmentandnon-governmentschoolsgenerallytrackinacloseband,thereisabiggapfortemporaryreplacementteachers(TRTs).InDECSschools,TRTsarepaidattheirincrementalstep(with25percentloading).Inmostnon-governmentschools,theyarepaidatthestartingsalaryofstep3(withloading).Irrespectiveofexperienceandqualifications,astep10teacherdoingTRTworkinaCatholicschool(evenafterthenewagreement)willreceive$275perday,whichis$107perdaylessthanthestep10rate.

TherequirementtopaytheincrementalstepforfiveormoredaysisopentorortingifaschoolsplitslongerperiodsofTRTworkbetweendifferentpeoplesononeworksmorethanfivecontinuousdaystoearnthehigherrate.InCatholicschools,itisalsocomplicatedforpart-timeteacherstakingonextraworkbecauseofthedistinctionrequiredbetweenworkwiththeirownclassandsomeoneelse’s.

InviewoftheunfairnessandinconsistenciesintheratesofpayforTRTs,theunionshouldmakeitaprioritytofightforimprovingpayforthem.Reliefteachersworkinginarangeofschoolsonacasualbasisarelessabletonegotiatethanpermanentlyemployedcolleagues.

DidyouknowthatTRTsareentitledtolong-serviceleave?

Undervalued

Q. DearUndervalued,

Youhaveidentifiedthebiggestsingleshortfallinmarketratessufferedbynon-governmentschoolsnowthatthegovernmentisattemptingtolegislateawaythepublicsectorlong-serviceleaverateof15daysfrom15years.Therearesomeschoolsstillclingingtotheoldstateawardpayratesofstep1–astepatwhichonecannotactuallygainteacherregistration.SomeschoolsactuallyhaveEAspayingTRTstheirappropriatestep,butcangetaroundthatbyemployingTRTsthroughagenciespayinglowerrates.

TRTpayratesareastandarditemonmostEAlogsofclaims,andgenerallytheitemisraisedbytheorganiserratherthanthemembers.EmployersfoldtheirarmsandsaytheyhavenotroublegettingTRTs,sothepricemustbeacceptable.Theypointtoalackofpreparationandmarking,butneglecttheskillsetneededtokeepadhocclassesontask,thefactthatTRTsaregenerallydeployedeveryavailableminuteoftheday,andthattheyareexpectedtobeavailableatveryshortnotice.Ihaveevenhaditseriouslysuggestedthattheworkissomucheasierinaparticularschoolbecauseofthenatureofthestudents.

SomeTRTsworkbecausetheywant/needtoearnabitofmoneyinretirement.Someneedthepart-timeworkwhilstseekingpermanentpositions.ItisnowonderthatsomanyTRTsholdbackfromacceptinganon-governmentTRTinfavourofaDECSjob.ThereisnothingtopreventanemployerpayingahigherratetoaregularprovenTRT,evenforshorterperiods.

IwonderhowmanyotherTRTsknowthatcontinuousservicewithanemployerasaTRTdoescountforlong-serviceleave?The25percentloadingonlycompensatesforsickleave,publicholidaysandtermbreaks.TRTsalsogettovoteforschoolEAsiftheyareemployedduringthevotingperiod(butobviouslyonlyatoneschool).

Wewillkeeppluggingaway,butitmaybeamatterofeducatingyourcolleaguesasmuchastheemployerssothetopicgetstractionatthenegotiatingtable.

Dorothy

A.

What’s your problem...?

A fair deal for TRTs


One of the objectives of the Health and Safety Partnership Program is to develop resources to support HSRs, members of health and safety committees and IEU representatives in their role of representing, maintaining and promoting the health, safety and welfare of workers in non-government schools.

So,theIEUhasproducedtheHealthandSafetyHandbook,whichwillbeavaluabletoolforourrepresentativesinthecontinuingbattletomakeourschoolssaferandhealthier.ButwealsohopeitwillencourageIEUmemberstobecomeinvolvedintherepresentativestructuresprovidedbyOHS&Wlegislation.And,inthoseschoolsthatdon’thaveonealready,wehopeitwillencouragememberstoelectaHSRandbecomeinvolvedinahealthandsafetycommittee.

Youmightask,‘Well,what’sdifferentaboutahealthandsafetyhandbookfromthepoliciesandproceduresthatwehaveinourschoolsnow?’Andwemightanswer,‘Doanyofyourschool’spoliciespromotetherightsofstafftoelectaHSR,whohasthepowertoensurethatallhealthandsafetyhazardsthatariseatschoolareaddressed?Dotheydescribehowahealthandsafetycommitteemustbesetup?Dotheyoutlinealltheemployer’sresponsibilities;oneofthosebeingtherequirementtoconsultstaffonanymatterthataffectstheirhealthandsafety?’Andconsultationmeansbeingabletohaveinputintothedevelopmentofpoliciesandprocedures,notjustbeingtoldtofollowthemoncetheyhavebeenimplemented.

Thehandbookoutlinesthelegalresponsibilitiesofalltheworkplaceparties:employers,employees,thepeoplewhomakeandsupplytheequipmentandtoolsyouneedtodoyourwork,contractors,parentsandstudents.

Itdescribeswhatemployeescandocantakesomecontroloverhowhealthandsafetyissuesareaddressedinschools.

OHS ProjectA handy book for health and safety in schools

Gerry Conley Union Education Officer

ThehandbookprovidesinformationontheprocessofelectingaHSRandtheirrightstobeconsultedonOHS&Wissuesonbehalfofallstaff.ItexplainshowaHSRcanusetheirpowerstoresolvehealthandsafetyissuesifmanagementrefusestoacceptthatanyriskmightexist.

Andthenitlooksathowtheriskmanagementprocessworks,allthedifferentmethodsthroughwhichhazardscanbeidentified,anddetailshowtoassesstheriskspresentedbyhazards.And,ofcourse,itexplainstheproperprocessofcontrollingrisksthroughthepreferredorderofcontrols;lookingfirstatthepossibilityofremovinganyriskfromthehazard,beforeexploringotheroptions.

Thehandbookalsoprovidesdetailedinformationoneightspecifichazardswhichhavebeenidentifiedascausingthemostproblemsforemployeesinschools:

• workplacebullying• workloadburnout• dealingwithchallengingstudents• hazardoussubstances• hotweatherwork,whetherworkinginsideoroutside• manualhandling• slips,tripandfalls,and• voiceprotection.

ForeachofthesehazardsthehandbookprovidesinformationforHSRs,IEUrepsandmemberstodeterminewhatisanissueinyourschool.Thenitdescribestherisktoemployees’healthorsafetyifthehazardisnotaddressed,beforedetailingoptionsforcontrollinganyrisk.Thesectiononslips,tripsandfallsalsoincludesausefulriskmanagementtooladaptedfromapublicationbyWorkplaceHealth,Queensland.

These,ofcourse,aren’tallthehazardsthatschoolemployeesfaceatwork,andwehopetoprovideinformationonfurtherhazardsinthefuture,asitisexpectedthatthehandbookwillbeupdatedandmadeavailableinthemember’ssectionoftheIEUwebsite.

TheHealthandSafetyHandbookwillbeofficiallylaunchedattheIEURepsConferencenextFebruary,butwewillgetcopiesatleasttomemberswhohavebeenelectedasHSRsbeforethen.WehopeitwillprovetobeausefultoolforHSRs,repsandallmembers,andassistinimprovingtheapproachtoOHS&Winyourschool.


‘Socialmovementunionism’hasbeendemonstratedtobenotonlyeffectiveinbringingaboutchangebutinbuildingandrenewingpartnershipswithinthecoalitionintheprocess.

Tattersallobservesthatforsomeunionswhonolongerhavethemembershipdensitytobeasignificantforceintheirownrightinthecurrentpoliticalclimate,‘workersunitedarefrequentlydefeated’.Whilethereisstillaplaceforthetraditionalunionshowofstrengthinpublicrallies,itisnolongertheonlywaytodemonstratecohesivenessandsupportfortheissues.

ThecasestudyofparticularrelevanceistheNSWTeacher’sFederationcampaignforimprovedworkingconditionsandbetterstudentoutcomesinthelate1990s.Asaresultofapubliceducationcoalitionconsistingofprincipals,parentbodiesandtheNSWTeacher’sFederation,significantgainsweremadeinresourcingpubliceducation.

21

IEU Representatives and Members Education Program

Union training is probably not a high priority for reps and members at this time of year. But, as you enjoy your holiday and put 2010 behind you, there are a few things you might want to think about for 2011.

Firstoff,forreps,setMonday28Februaryasideforthe2011RepsConferenceattheEducationDevelopmentCentre,Hindmarsh.AllrepswillreceiveaprogramearlyinTerm1invitingthemtoattend.Eighty-sixattendedtheverysuccessful2010conferenceandwehopetobetterthatnumbernextyear.

Fornewreps,orthosewhohaveyettoattendrepstraining,theintroductoryrepscourseisamusttofindoutaboutyourroleandrights,whereyoufitintheIEUstructure,andtolearnskillsinhowtoeffectivelyrepresentmembersandpromotetheunioninyourworkplace.Continuingrepscoursesformoreexperiencedrepswillbeofferedagainthroughouttheyearwithone-daycoursesonspecificskillsandlegislativeinformation.

Consultativecommittee(CC)courseswillbeheldforallmembersofCCs.ManyenterpriseagreementsallowadayayearforemployeerepresentativestoattendIEU-runCCcourses,whichprovidetheconfidenceandskillsneededtoeffectivelyrepresentyourmembersatmeetings.

Wewillalsobepresentingaseriesofafter-school,one-hourworkplacebullyingworkshopsforreps,HSRsandmembers.Thesewillexploreproventechniquesforbothindividualsandgroupstousetoblockbullyingbehaviour.

Thepopularone-hoursessionsonadvancedskillsteacher(AST)applicationswillalsobeheldafterschool.

Thefirstsemestertrainingprogramfor2011willbedistributedtoallrepsearlyinTerm1andwehopetoseemanyofyouatIEUtrainingnextyear.Inthemeantime,haveawonderfulandrelaxingbreak.

Gerry Conley Union Education Officer

Power in Coalition – Strategies for Strong Unions and Social Change

While it only takes one person to begin a movement for change, gaining support from others and being able to exert influence at a decision-making level is fundamental to effecting change.

Theunionmovement,withthecollectivestrengthofitsmembership,hasswayedbothpublicandpoliticalopiniontoimprovethelivesofworkingpeopleoverthelastcenturyandahalf.However,withchangingpatternsofworkandthepolitical,socialandeconomicclimate,unions,likeothermovementsforsocialandenvironmentalchange,needtobegintoexplorenewparadigmsforachievingtheirgoals.

AmandaTattersallisacommunityorganiser,andherbook,Power in Coalition – Strategies for Strong Unions and Social Change,examinessomerecentandsuccessfulunionandcommunitycoalitionsinAustralia,CanadaandtheUnitedStates.Sheanalyseshowstrongcoalitionscanbroadenaunion’svestedinterestsintoawidersocialagendawhichaddsweightandrelevance.

Book Review Louise Firrell

by Amanda Tattersall Allen and Unwin, 2010


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This year has seen the IEU and schools coming to grips with yet another wave of changes to industrial relations, which regulate the way we are able to go about the business of agreement-making and problem-solving in the workplace.

InMaythisyear,inanticipationofnegotiatinganewagreementforstaffinLutheranschools,theIEUsentitslogofclaimstotheLSA.Whilethe‘shoppinglist’hadtheusualitems,suchassalary,maternityleaveandworkloadmatters,thenewagreementwouldultimatelybequitedifferentfromanyofthepreviousagreements.Theoldstateawardsthathadformedpartofconditionsforallnon-governmentschoolsinSAsince1985wouldbegoneforever.Thenewagreementwouldcontainalltheagreedconditionsfromthose,aswellasmattersfromthepreviousenterpriseagreementandnewmattersarisingfromthelogofclaims.

Justwhenwethoughteverythingwasproceedingaccordingtoplan,theLSAindicatedthattheywantedtodiscussasingleagreementforLutheranschoolsinSA,NTandWA.Afederalelectionthengotinthewayoftheireffortstogainasingle-interestdeclarationfromtheMinisterofWorkplaceRelations,butpreliminarydiscussionswithallofthestakeholderswereheldinanticipationofthateventuallybeinggranted.


Lutheran Digest

TheLSAandtheIEUSA,NTandWAbranchesarestillwaitingforthenecessarydeclarationfromtheMinister,whichwillenableustobeginnegotiatinganenterpriseagreementtocoverLutheranschoolsinSA,NTandWAin2011.ButtheSAnegotiatingteam–ShirleySchubert(CornerstoneCollege),SherylHoffman(Concordia),JennyPatching(LoxtonLutheran)andLouiseFirrell(IEU)–havemettomakepreliminarypreparations.TheteamwillbesettingupcommunicationswiththeIEUrepresentativesfromNTandWAandbeginlookingatwhichpartsofeachstate’scurrentagreementsarecommontoallandwhicharenot.

Whilethereismuchthatisshared,atleastinprinciple,thereareanumberofsignificantdifferenceswhichwillbechallengingtomanage.EachstatehasdifferentclassificationstructuresforteachersandLSOs,aswellascorrespondingsalaryschedules.AstheLSOClassificationWorkingPartyinSAhasspentmanyhoursdevelopingarevisedandimprovedclassificationmatrixforLSOs,whichhasbeenendorsedbyballotinSA,itwillbesomethingthatwearesureLSOsinSAwillbekeentoretain.

EachoftheIEUbrancheshascommittedtogenuinelyengageintheprocessofnegotiatingathree-stateagreement.However,memberscanbeconfidentthatitwillonlyhappenifwebelievethattheagreementwillbeinthebestinterestsofstaffinLutheranschoolsinSA.


APHEDA

The power of multiplicity

In 2001, soon after the nation had overwhelmingly voted for its independence, a small workshop in central Dili was buzzing with anticipation.

WithfundsfromAPHEDAdonors,theLabourAdvocacyInstituteforEastTimor(LAIFET)washoldingsomeofitsfirstcarpentrytrainingforunder-andunemployedmeninthearea.

Clemente,now43,wasoneofthosemen.Marriedwithfourdaughtersandason,ClementefirstheardaboutAPHEDAthroughLAIFET:“IhavelearntmanythingsfromAPHEDAtrainingprojectswhichwerefundedthroughLAIFET.”Herecallshisfirstorder(fivedoorswithframes,onewindowandfourwindowframes)andwherehisfirstmodestprofitswent:“Iusedthemoneytobuysomepowertoolsanddailyneeds.”

Thesedays,Clementecontinuestorunhissuccessfulandmuchexpandedworkshop,butalsonowshareshisskillsworkingasLAIFET’sheadtrainer.Sofar,nearly80menhavebenefitedfromClemente’shardwork–andthenumberscontinuetogrow.Travellingtothedistricts,Clementeeats,sleepsandworkswithhiscolleagues,helpingthemtoupgradetheirskillsandimprovetheirincomesforthemselvesandtheirfamilies.

Buthewasneveraloneonhisjourney.Thankstotheeffortsofalong-termAPHEDAvolunteer,theopportunityarosein2004forClementetojoinAPHEDAonastudytourtoWesternAustraliancarpentryworkshops.“Ifeltveryshocked!”Clementerecalls.Theworkshops,thehardwarestoresandtheequipmentinPerthallseemedsohuge.“ButonceweflewtoBroome,Iwasmorerelaxed,becauseitwasjustasmallworkshop.IamhonestthatbeforetravellingtoBroome,Idon’tknowhowtousethelathemachine,butmeandfiveofmycolleagueslearntonitforthreedays”.

ReturningtoTimor-Leste,Clementehadonlyonegoalinmind:“Istartedtothinkonhowtodevelopmyworkshopandworkedveryhardforthreeyearstopurchasetwobigmachines.”Clementepaid50percentand,withthehelp

ofAustraliansupporters,APHEDAcoveredtheremainingcostsforaheavy-dutythicknesserandbandsaw.Afteradecadeofworkingtodevelophisworkshopandlearnthefinanceandmanagementskillsneededinrunninghisownbusiness(alsoheldthroughLAIFETandAPHEDA),Clementenowreceivesordersfrommanydifferentpeopleandorganisations–evenotherNGOs!“Recently,Igottwoordersfromthegovernment.Theeducationdepartmenthaveaskedmetomake200schoolblackboardswiththetotalpaymentofUS$5,600.Andthefinanceministryhasaskedmetomake39filingshelves,withthetotalpaymentofUS$1,500.”

“Iamknownasagoodcarpenterwhocanproducegoodqualitypieces.Mycustomerstrustme100percent.”Inacitywhere‘everyoneknowseveryone’,it’slittlewonderClementeprizeshissolidreputationashisgreatestachievement.

“It’simportantthatAPHEDAsupportspeopleoverthelongterm.Iknowthatinthepastsomeinternationalsupporthassetupcarpenters’workshopsinthedistricts,butduetoveryshortcommitments,oncetheystopthesupport,theworkshopalsoshutsdown.IamsohappybecauseAPHEDAsupportusforthelongtermtoincreaseourskillandcapacitythroughtraining.”

Withtheincomehehasearned,Clementeandhiswifehavebuiltthemselvesahome,cannowaffordamotorbikefortheirchildren,andhavesponsoredClemente’syoungestbrothertofinishhismaster’sdegreeinIndonesia.

WhenaskedwhathewouldsaytoAPHEDA’sdonors,Clementereplies:“ThatAPHEDAhavedoneverygoodwork.BecauseofAPHEDA,manygroupshavehadsuccess.APHEDAholdsmanygoodtrainingsandassistsgroupstodraftproposalssothattheycangetsupportfromothercompaniesandthegovernment.”

Clemente’sworkshopcurrentlyhiresthreeothermenandcreatesqualitypiecestoorder,includingfurniture,Taisscreens(roomdividersmadeusingthetraditionalTimoreseweaving),doors,windowsandcomputerdesks.

Photograph © Scott McKinnon

24

pensiondivisionreturnsshouldgenerallyexceedthesuperannuationdivisionreturnsforthesameinvestmentoption.

Here’showthetransition-to-retirementpensionworksinpractice.

MarySmithis62yearsoldandhasaccumulated$270,000inheraccountasaresultofherworkinschools.Shenowwishestoreduceherworkloadto.5FTEortwo-and-one-halfdaysperweek.Shemaywithdraw10percentofheraccountbalancewhilestillworkingpart-timesoshedecidestotake$27,000peryearor$2,250permonthtosupplementherreducedincome.Thiswillenableherto‘transition’toretirementand,whenshefullyretires,shecaneithercontinuethepensionwithnoupperlimitoraccesshermoneyasalumpsum.Shewillpaynotaxonthisincomestreamassheisover60.

Conversely,ifMarywantstokeepworkingfull-time,shemayaccessherpensionpaymentandincreasehersalarysacrificecontributionintohersuperaccountbecauseoftheincreasedcashflow.Shewillhavetostaywithinthecontributionslimit,whichiscurrentlysetat$50,000foranyoneover50withlessthan$500,000intheiraccount.However,duetotheconcessionaltaxforsuperannuation,sheisnowpayinglesstaxbecauseofhersalarysacrificing.

Bothaccount-basedpensionsandtransition-to-retirementpensionsaredesignedtoprovideanincomestreamwhiletheaccountisstillinvestedinatax-freeenvironment.Anotherinterestingfeatureoftheseproductsisthefactthatdirectpaymentscanbemadefromspecificinvestmentoptionsaccordingtopreference.Forexample,itispossibletospecifypaymentstobemadefromthecashcomponentofapensionaccountintimesofdeclininginvestmentmarketstominimisetheloss.

So,howmuchisenough?Italldependsonlifestyle,otherassetsheld,retirementage,investmentperformanceand,ofcourse,longevity.Formoreinformation,pleaserefertothePensionMemberssectionontheNGSwebsite,www.ngssuper.com.au

(Disclaimer: The information in this article is general information only and does not take into account your objectives, financial situation or needs. Before making a financial decision, please assess the appropriateness of the information to your individual circumstances, read the Product Disclosure Statement for any product you may be thinking of acquiring and consider seeking independent advice from a licensed or appropriately authorised financial advisor.)

Absolutely Super Penchant for a pension?

It’s clear that government policy aims to encourage workers to provide for their own retirement by drawing a pension from their accumulated superannuation savings. Thus, the idea arises that your super fund will be a trusted partner from the beginning of employment until well into retirement – a cradle-to-grave scenario.

NGSSuperofferstwotypesofpensions:atransition-to-retirementpensionandaregularaccount-basedpension.Forbothtypesofpensions,paymentscanbemademonthly,quarterly,six-monthlyorannually.NGSSuperpaysitspensionmembersonthefirstbusinessdayonorafterthefifteenthofeachmonthandweexpecttoofferfortnightlypaymentsin2011.Certain‘triggers’foreligibilityapplyandareage-basedaswellasbeingcontingentuponwhetherthememberisstillworking.

Foraregularaccount-basedpension,therecipientmusthavereachedage55andhaveretiredfromtheworkforce.Thisage(calledthepreservationage)issettogoupto60forthosebornafter1964.Atage60anaccount-basedpensionmaybeginwithcessationofemploymentandthesepaymentsbecometax-freetotherecipient.Atage65fulltax-freepensionpaymentsareavailableeveninthecasewherethememberisstillworking.Theminimumamountofpensionpaymentsis2percentoftheentirebalanceforanyoneunder65and2.5percentofthebalanceforanyoneagedbetween65and74forthe2010/2011financialyear.

Atransition-to-retirementpensionallowsmemberstodrawdownpensionpaymentswhilestillworking.Thesameage-basedrulesapply,butthereisanannual10percentlimittotheamountthatmaybedrawndownfromthepensionaccount.Theminimumdeductionperannumis2percentforthoseunder65.

Significanttaxconcessionsprovidedtopensionmembersincludenotaxontheirinvestmentearningsandnotaxondraw-downsafterage60.Currentlysuperannuationfundsmustpaya15percenttaxoninvestmentearningsaswellasareducedcapitalgainstax.So,inarisingmarket,the

Bernard O’Connor NGS Super

Our Green Shares investment option uses specific criteria to identify companies both in Australia and internationally that contribute to a socially and environmentally sustainable world.

At NGS Super, we believe it is important that you have the opportunity to make a socially responsible investment choice. If you care about the environment then the Green Shares option may be for you.

For more information about our Green Shares option, please visit www.ngssper.com.au/investments

www.ngssuper.com.au1300 133 177

We take socially responsible investing seriously

NGS12655_EDU(IEUSA)_1010.indd 1 12/10/10 12:00 PM

EdU December 2010 IEU(SA)26Your total deposits with Members Equity Bank (ME Bank) up to $1 million are guaranteed under the Australian Government Financial Claims Scheme. This is general information only and you should consider if this product is appropriate for you. Terms and conditions available on request. Members Equity Bank Pty Ltd ABN 56 070 887 679. 146900/0310

Online Savings Account • Government guaranteed• Nohiddenbank feesorconditions• Nopenaltyfees forwithdrawals• Greatratesallthe time

‘Trustmybanktolookafterme’

Visitmebank.com.au/greatrate orcall1300 309 374

NGS Super is considering a Sharia option

The term ‘Islamic banking’ refers to a system of banking or banking activity that is consistent with Islamic law (Shariah) and guided by Islamic economics. In particular, Islamic law prohibits ‘usury’, the collection and payment of interest. Islamic law prohibits investing in businesses that are considered unlawful, such as businesses that sell alcohol or pork, or businesses that produce media such as gossip columns or pornography, which are contrary to Islamic values. In the late twentieth century, a number of Islamic banks were created to cater to this particular banking market.

NGS,followingtheleadofanumberofotherfinancialinstitutionsinAustraliaandworldwide,islookingatthepossibilityoflaunchingaSharia-compliantinvestmentoption.ThishascomeaboutasaresultoffeedbackfromIslamicmembersofthefund.ChiefexecutiveAnthonyRodwell-BallsaidthatNGSishavingdiscussionswithkeystakeholdersinthefast-growing,“ultraethicalSharia-compliant”market.Accordingtofiguresreleasedlastyear,thismarkethasgrownby20percentsince2004.


NGS Super Diversified Option versus SuperRatings Indices

As at 30 September 2010 Financial Year to Date 3 Years % pa 5 Years % pa 7 Years % pa 10 Years % pa

NGS Super Diversified 5.06% -1.12% 4.77% 7.26% 5.79%

Versus SuperRatings

SR50 Balanced median

4.01% -2.95% 3.11% 6.55% 4.93%

Rank 1 4 3 10 5

Quartile 1 1 1 2 1

NGS Super leading out of the boxNGS Super has started the new financial year at a cracking pace, with the following investment performance results, which show the fund ranked first out of the SuperRatings SR50 list of balanced funds surveyed for the financial year to 30 September. NGS Super has achieved 5.06 per cent versus the median return of 4.01 per cent in the group of 50 funds.

Takingashort-termviewofreturnscan,however,bemisleading.Whatareofgreaterinterest(andsignificance)aretheresultsachievedoverthree,five,sevenandtenyears:

Theresultsfortheselongertimeperiodsrevealconsistent,median-beatingperformance,vindicatingtheNGSTrustee’spolicyofactivemanagementoftheportfolioandthetakingof‘judiciousrisk’.Itmustalwaysberemembered,however,thatpastperformanceisnotareliableindicatoroffutureperformance,andmembersandreadersshouldseekappropriatefinancialadviceandtaketheirpersonalcircumstancesintoconsiderationbeforemakinginvestmentdecisions.

Your total deposits with Members Equity Bank (ME Bank) up to $1 million are guaranteed under the Australian Government Financial Claims Scheme. This is general information only and you should consider if this product is appropriate for you. Terms and conditions available on request. Members Equity Bank Pty Ltd ABN 56 070 887 679. 146900/0310

Online Savings Account • Government guaranteed• Nohiddenbank feesorconditions• Nopenaltyfees forwithdrawals• Greatratesallthe time

‘Trustmybanktolookafterme’

Visitmebank.com.au/greatrate orcall1300 309 374

Independent Education Union South Australia

213-215 Currie Street Adelaide SA 5000

Phone (08) 8410 0122 Country caller 1800 634 815 Fax (08) 8410 0282 [email protected]

www.ieusa.org.au

edu (december 2010)

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