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Form 40

Application for certification of agreement

Industrial Relations Act 1999, section 156

R.139(1)

QUEENSLAND INDUSTRIAL RELATIONS COMMISSION

Industrial Relations Act 1999, s 156.

REDLANDS COMBINED INDEPENDENT COLLEGE INC

AND

QUEENSLAND INDEPENDENT EDUCATION UNION OF EMPLOYEES

AND

THE AUSTRALIAN LIQUOR, HOSPITALITY AND MISCELLANEOUS WORKERS’ UNION – QUEENSLAND BRANCH, UNION OF EMPLOYEES

AND

TRANSPORT WORKERS’ UNION OF AUSTRALIA, UNION OF EMPLOYEES

(QUEENSLAND BRANCH)

AND

SHOP DISTRIBUTIVE AND ALLIED EMPLOYEES ASSOCIATION (QLD BRANCH)

(No. CA of 2003)

APPLICATION FOR CERTIFICATION OF THE REDLANDS COMBINED INDEPENDENT COLLEGE– CERTIFIED AGREEMENT 2003

TO: The Industrial Registrar, Industrial Registry, Level 14, Central Plaza 2, 66 Eagle Street,

(Corner Creek and Elizabeth Streets), Brisbane 4000, GPO Box 373, Brisbane Q 4001 Phone: (07) 3227 8060, Fax: (07) 3221 6074 THE AGREEMENT, attachment A, having been made under the Industrial Relations Act 1999 on , BETWEEN Redlands Combined Independent College Inc AND Queensland Independent Education Union Of Employees And The Australian Liquor, Hospitality And Miscellaneous Workers Union – Queensland Branch, Union Of Employees And Transport Workers’ Union Of Australia (Qld Branch) And Shop Distributive And Allied Employees Association (Qld Branch). All the parties to the agreement now seek certification of the agreement under chapter 6, part 1 of the Act. All the party’s signatures appear below. The information required under the Industrial Relations Regulations 2000, section 9 and any other information in support of the application is set out in the affidavit of Christopher Russell Seymour which is the attachment marked B. Form 40, R.139(1)

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[Particulars of current or previous certified agreements (a) Redlands Combined Independent College Inc Certified Agreement 1996 (CA 76 of 1996) (b) Redlands Combined Independent College Inc Certified Agreement 1997 (CA 797 of 1997) (c) Redlands Combined Independent College Inc Certified Agreement 2000 (CA 728 of 2000) This agreement replaces the agreements in (a) and (b) above. Dated: Signatories Signed for the Redlands Combined Independent College Inc by: In the presence of: (Signature) ………………………………………. (Witness to sign) ……………………………… (print name) ……………………………………… (print name) …………………………………… (position) ………………………………………… AND Signed for the Queensland Independent Education Union of In the presence of: Employees by: (Signature) ………………………………………. (Witness to sign) ……………………………… (print name) ……………………………………… (print name) …………………………………… (position) ………………………………………… AND Signed for The Australian Liquor, Hospitality and Miscellaneous In the presence of: Workers Union – Queensland Branch, Union of Employees by: (Signature) ………………………………………. (Witness to sign) ……………………………… (print name) ……………………………………… (print name) …………………………………… (position) ………………………………………… AND Signed for The Transport Workers’ Union of Australia In the presence of: Union of Employees (Queensland Branch) by: (Signature) ………………………………………. (Witness to sign) ……………………………… (print name) ……………………………………… (print name) …………………………………… (position) …………………………………………

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AND Signed for the Shop Distributive and Allied Employees In the presence of: Association (Qld Branch) (Signature) ………………………………………. (Witness to sign) ……………………………… (print name) ……………………………………… (print name) …………………………………… (position) ………………………………………… APPROVED under the Industrial Relations Act section [169] [171] DATED Industrial Commissioner PARTICULARS OF THE EMPLOYER Name: Redlands Combined Independent College Inc Business Address: 38 Anson Road, Wellington Point, Queensland, 4160 Address for Service: As above Phone number: 3286 0222 Fax number: 3207 3799

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PARTICULARS OF OTHER PARTIES Name: Mr Chris Seymour Position: Assistant General Secretary Organisation: Queensland Independent Education Union of Employees Business Address: 346 Turbot Street, Spring Hill, Queensland, 4000 Address for Service: As above Phone number: 3839 7020 Fax number: 3839 7021 Name: Mr Ron Monaghan Position: Secretary Organisation: The Australian Liquor, Hospitality and Miscellaneous Workers Union – Queensland Branch, Union of Employees Business Address: 74 Astor Street, Spring Hill, Queensland, 4000 Address for Service: As above Phone number: 3831 3355 Fax number: 3832 4232 Name: Mr Hughie Williams Position: Secretary Organisation: Transport Workers’ Union of Australia, Union of Employees

(Qld Branch) Business Address: 11 Alexandra Place, Murarrie, Queensland, 4172 Address for Service: As above Phone number: 3890 3066 Fax number: 3890 1105 Name: Mr Chris Ketter Position: Secretary Organisation: Shop Distributive & Allied Employees Association (Qld Branch) Business Address: 146 Leichhardt Street, Spring Hill, Queensland, 4004 Address for Service: As above Phone number: 3832 3303 Fax number: 3832 0168

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Attachment A

REDLANDS COMBINED INDEPENDENT COLLEGE CERTIFIED AGREEMENT 2003

1. PRELIMINARY 7

1.1 Title 7

1.2 Certified Agreement Coverage 7

1.3 Date and Period of Operation 7

1.4 Certified Agreement Posting 7

1.5 Single Bargaining Unit 7

2. RELATIONSHIP TO THE AWARDS 7

2.1 Relationship with Parent Awards 7

2.2 Joint Consultative Committee 7

2.3 Grievance and Dispute Settlement 8

3. RELATIONSHIP TO AIMS OF THE COLLEGE 10

3.1 Preamble 10

3.2 Mission Statement 11

3.3 Objectives 11

4. WAGES 11

4.1 Wage Increases 11

4.2 Definitions and Employment Status 11

4.3 Superannuation 12

4.4 No Further Claims 12

5. EFFICIENCY AND EFFECTIVENESS INITIATIVES 12

5.1 Modes of Delivery 12

5.2 Teaching Loads 12

5.3 Teaching Resources 12

5.4 Staff Self-Appraisal 13

5.5 Higher Qualifications 13

5.6 Positions of Added Responsibility 13

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5.7 Quality Assurance 14

5.8 Cost Savings 14

5.9 Vocational Education 14

6. NON-SALARY BENEFITS 14

6.1 Sick Leave 14

6.2 Parental Leave 14

6.3 Paid Maternity Leave 14

6.4 Long Service Leave 14

6.5 Professional Development 15

6.6 Technology 15

6.7 Professional Indemnity Insurance 16

6.8 Salary Continuance Insurance 16

6.9 Superannuation Guarantee Contributions 16

6.10 Job Share 16

6.11 Salary Packaging into Superannuation Funds 16

6.12 Salary Packaging 17

6.13 Recognition of Union Status 17

6.14 Visits by Union Officials 17

6.15 Outsourcing 18

7. SAVINGS CLAUSE 18

8. FUTURE RE-NEGOTIATION OF AGREEMENT 18

8.1 Variation, Renewal or Replacement of Agreement 18 SCHEDULE 1 DEFINITIONS AND EMPLOYMENT STATUS SCHEDULE 2 WAGE RATES SCHEDULE 3 POSITIONS OF ADDED RESPONSIBILITY

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1. PRELIMINARY

1.1 Title This Agreement shall be known as the Redlands Combined Independent College Certified Agreement 2003.

1.2 Certified Agreement Coverage This Agreement shall apply to Redlands Combined Independent College Inc. and its employees covered by the Awards listed in Clause 2.1 and to the Unions signatory to this Agreement.

1.3 Date and Period of Operation This Agreement shall operate from the date of certification; provided that where this Agreement specifies an operative date then that provision shall operate from that date. This Agreement shall remain in force until 31 December 2006 unless otherwise agreed in terms of the provisions of the Act. The Agreement may only be terminated by any of the Parties to the Agreement in the manner prescribed in Part 1 of Chapter 6 of the Industrial Relations Act 2000 (Queensland).

1.4 Certified Agreement Posting A copy of this Agreement shall be provided to every employee of the College who is covered by it.

1.5 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 and specifically with membership as follows:-

Eleven (11) employee representatives (eight (8) representing academic staff, two (2) representing school officers staff and one (1) representing ground staff and other employees in the College) and QIEU representative acting for and on behalf of all Unions party to this Agreement.

Four (4) management representatives.

2. RELATIONSHIP TO THE AWARDS

2.1 Relationship with Parent Awards

2.1.1 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 Industrial Relations Act 1999 as set out hereunder except as varied by the terms of this Agreement –

(a) Teaching Staff Teachers’ Award - Non-Government Schools

(b) School Officers School Officers’ Award - Non-Governmental Schools

(c) Bus Drivers Motor Drivers, etc Award - Southern Division

(d) Groundstaff Greenkeeping Industry Award – State

(e) Tuckshop Retail Industry Interim Award - State

2.1.2 This Agreement shall be read and interpreted in conjunction with existing Awards applying to employees of Redlands Combined Independent College. In the event of any inconsistency with existing Awards or Industrial Agreements, the terms of this Agreement will take precedence.

2.2 Joint Consultative Committee A Joint Consultative Committee shall be established to address the ongoing consultation required to achieve the efficiency and effectiveness initiatives identified in this Agreement.

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2.2.1 The objectives of the Joint Consultative Committee are:

(a) To provide a co-operative approach to the implementation of the terms of this Agreement; (b) To provide a mechanism for employees to have input into decisions that affect their working

lives, thus providing a more satisfying work environment; (c) To assist in the planning and implementation of any changes that may occur in work practices; (d) To recommend items to be included in the renewal of this Agreement.

2.2.2 Where appropriate, other relevant personnel may be co-opted or special purpose committees formed for input on specific issues. Membership of the Joint Consultative Committee will be reviewed by seeking new nominations or renomination of representatives from management and employee groups at the point when negotiation of a replacement Agreement begins.

2.2.3 Proposed changes to conditions not already identified will be included in future stages of the agreement where they have the agreement of the majority of the employees affected by the proposal and all other parties to this agreement. While agreement is defined as a majority of employees affected, the Parties acknowledge that consensus should, wherever possible, be the basis of agreement. In determining the outcome no Party will unreasonably withhold agreement.

2.3 Grievance and Dispute Settlement

2.3.1 Preamble

The primary procedural basis for resolution of disputes at Redlands College will be founded on Biblical principles as exemplified by the teachings of Jesus in Matthew 18.15 (NIV). “If your brother sins against you, go and show him his fault, just between the two of you. If he listens to you, you have won your brother over.” Furthermore, any procedures should be treated in strict confidence, carried out with an attitude of “phileo love”, and with the best interest of students as the primary criterion. The application of these principles is agreed to be as follows:

2.3.2 The First Step In The Case Of All Disputes.

The aggrieved person, after prayer, should privately go to the person with whom they have the grievance or, in the case of a grievance with the College Board of Management, to one of the Board’s approved representatives and seek a resolution.

Wherever possible the matters should be kept confidential to the persons concerned.

If this fails to resolve the dispute then the procedure for resolving the dispute shall depend on the nature of the dispute, as described by Clauses 2.3.1, 2.3.2, or 2.3.3 below.

2.3.3 Specific Procedures For Various Categories Of Dispute

(a) Where there is a grievance between Employees

(i) Should this approach of Clause 2.3 (a) fail to resolve a dispute at the personal level and if the matter at issue is considered by the aggrieved Party to be a threat to the proper functioning of the College, then the matter should be taken to the other Party’s supervisor. All those then involved should meet and endeavour to resolve the dispute.

(ii) If this fails to resolve the dispute and the matter at issue is considered by the

supervisor to be a threat to the proper functioning of the College, then the matter should be brought to the attention of the College Executive by the supervisor and the procedures outlined under either Clause 2.3.2 or Clause 2.3.3 (as appropriate) should be followed.

(b) Where a staff member has a grievance with the College Board (or its representatives)

(i) The matters to be dealt with in this procedure shall include all grievances or disputes that an employee has with the College Board (or its approved representatives) in respect to any industrial matter, including the terms and conditions of this Agreement,

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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.

(ii) In the event of an employee having a grievance or dispute the employee shall, in the

first instance, attempt to resolve the matter with their immediate supervisor who shall respond to such matter as soon as reasonably is practicable under the circumstances.

(iii) If the grievance or dispute is not resolved under subclause (b) hereof, the employee or

the employee’s representative may refer the matter to the senior management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee. If still unresolved after this discussion, a second meeting to attempt to resolve the matter should take place after a three (3) working days cooling off period.

(iv) If the grievance or dispute is still unresolved after discussions listed in subclause (c)

hereof, the matter shall, in the case of a member of a relevant Union, be reported to the State Secretary of the relevant Union of employees and the relevant senior management of the employer, or the employer’s nominated industrial representative. An employee who is not a member of a trade union shall confirm the continued existence of the grievance or dispute to senior management or report it to the employer’s nominated industrial representative, or nominated independent witness.

(v) If, after discussion between the Parties, or their nominees mentioned in subclause (d)

the dispute remains unresolved, then notification of the existence of the dispute is to be given, pursuant to Industrial Relations Act 1999.

(vi) Whilst all of the above procedure is being followed, normal work shall continue

except in the case of a genuine safety issue. (vii) 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. (viii) All Parties shall give due consideration to the 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.

(ix) 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. (x) 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 Industrial Relations Act 1999.

(c) Where the College Board (or its representatives) has a grievance with a staff member

(i) The matters to be dealt with in this procedure shall include all grievance or disputes that the College Board has with an employee in respect to any industrial matter, including the terms and conditions of this Agreement, 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. It is anticipated that very few grievances will be serious enough to ever warrant going beyond this stage.

(ii) The supervisor should discuss the problems informally with the relevant employee and give appropriate guidance before the stage of an informal report to the Executive is reached.

(iii) If the matter remains unresolved, the supervisor should refer the matter to an appropriate member of the Executive who should discuss the problems informally with the relevant employee and give appropriate guidance before the stage of a written report to the Executive is reached.

(iv) If the matter remains unresolved, the matter should be taken up by the Principal who identifies the employee as having problems relating to aspects of the terms and

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conditions of this Agreement and provides informal advice and direction to the employee. Either Party may request the presence of an independent witness to the discussion.

(v) If the informal counselling proves insufficient, the Principal notifies the employee in writing of: • the area(s) of concern; • the means to resolve the difficulty; • the timetable for the desired improvement; • the support the College proposes to provide.

(vi) The employee may inform their Union of Employees that a formal complaint has been received in writing from the Employer.

(vii) If after the period of time identified in (e) (iii) has lapsed and if agreed support mechanisms have been provided during that period and the matter remains unresolved, the Principal submits a written report to the College Board, and gives copies to the employee and the employee’s immediate supervisor.

(viii) If the matter remains unresolved, the employee is asked to show cause to the Principal as to why they should continue to be employed.

(ix) If the employee is able to satisfy the Principal that they can respond appropriately given extra time then the Principal informs the employee in writing of: • the area(s) still requiring improvement; • the outline of the processes required for improvement; • the timeline for improvement; • the support the College proposes to provide.

(x) If the employee is unable to satisfy the Principal that they can respond appropriately given extra time then the Principal may terminate the employee’s employment by notice in writing.

3. RELATIONSHIP TO AIMS OF THE COLLEGE

3.1 Preamble Redlands College is a Christian College which places emphasis on the development of the whole person including the academic, spiritual, cultural, social, practical and physical dimensions. This Agreement has five (5) major priorities which are considered essential for the maintenance and preservation of the special qualities which constitute the distinctive style and nature of the College.

3.1.1 These priorities are:

(a) The distinctive Ethos of the College; (b) The sense of a Christ-centred community; (c) The commitment to excellence in all endeavours; (d) The high quality of education provided by our College; (e) The ability of our College to serve efficiently and effectively.

3.1.2 “Going the extra mile” is rightly a key ethic of Christian schools, especially as our staff would want to practise and at the same time teach by example the biblical instruction: “Whatever you do, work at it with all our heart, as working for the Lord, not for men, since you know that you will receive an inheritance from the Lord as a reward. It is the Lord Christ you are serving.” (Col. 3:23-24 – NIV). At Redlands College we encourage staff to direct their “extra mile” by their devotion to their profession – to the quality of their teaching, care for their students, and consideration and support of their colleagues. We do not expect staff to demonstrate this ethic by accepting below – standard pay and conditions as we regard such as an unfair and misdirected abuse of this principle.

3.1.3 Rather, pay and conditions are seen as an opportunity for management to direct its attention toward “going the extra mile”. The same biblical context says “Masters [employers], provide your slaves [employees] with what is right and fair, because you know that you also have a Master in heaven”. (Col. 4:1 – NIV). The financial task of management is to seek an optimal balance between school fees (which we seek to keep as low as possible to maximise family access), and the allocation of income between human and physical resources. The administrative task is to provide employment conditions that encourage, empower and recognise the contribution made by staff.

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3.2 Mission Statement

3.2.1 The mission of Redlands College is to foster a Christ-centred College community which, through the co-operation of staff, students, and their families, provides for students from across the community spectrum, a quality education which values respect for the individual, a commitment to excellence in all endeavours and the desire to strive to develop one’s God-given abilities.

It is vital to the College’s mission that the staff both share and are exemplars of the ethos of the College.

3.2.2 While the Board of Management generally aims to offer equal employment opportunities consistent with the Anti-discrimination Act, preservation of the Christian objectives and ethos of the College necessitates that some exemptions provided for in the Act be applied. Specifically, the college believes that it is fundamental to the College’s Mission that it discriminate in its employment of staff on the following basis:

(a) the employee’s ability to subscribe to the College’s affirmation of faith; and (b) the employee’s maintenance of spiritual and moral values and practices consistent with biblical

principles.

3.3 Objectives The agreed objectives of this Agreement are:

3.3.1 To maintain and improve productivity, efficiency, flexibility, and effectiveness of the College through the implementation of agreed measures which will significantly increase the performance of the College and offer secure and worthwhile employment for its employees.

3.3.2 To adopt a consultative and participative approach to implement increased and sustained improvement in performance across all areas of operation of the College.

3.3.3 To develop an environment of continuous improvement which is conducive to a flexible work organisation able to respond to changing demands in education.

3.3.4 To develop management systems and work practices that are capable of assuring all stakeholders of the quality of the College services.

3.3.5 To maintain the College as a non-elitist agency of services to the community through continued awareness of increasing pressures on operating costs and encouragement of optimum resource usage.

3.3.6 To maximise the learning outcomes for students through quality teaching.

3.3.7 To share equitably the benefits of enhanced service delivery among employees and the College community.

4. WAGES

4.1 Wage Increases This agreement provides for the following wage and allowance increases to be implemented:

4.1.1 4% or $48.20 per fortnight increase, whichever is the greater, on existing wage rates from the pay period of 30 January 2004;

4.1.2 A further 3.5% or $43.90 per fortnight increase, whichever is the greater from the pay period of 28 January 2005;

4.1.3 A further 3.2% or $41.50 per fortnight increase, whichever is the greater from the pay period of 27 January 2006.

4.1.4 The actual salary and allowances for all classifications are quantified in the attached Schedule 2.

4.2 Definitions and Employment Status Various categories of staff and their basis for payment are defined in Schedule 1.

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4.3 Superannuation

4.3.1 In recognition for the need for adequate superannuation, it is agreed that employer superannuation contributions will be increased subject to an employee making a voluntary superannuation contribution on the following basis:

Employer contribution Employee contribution (a) 30 January 2004 10% 2% (b) 28 January 2005 11% 4% (c) 27 January 2006 12.75% 5%

4.3.2 The employee voluntary superannuation contribution component may be made in accordance with the current provisions pertaining to salary packaging arrangements.

4.3.3 The Superannuation Guarantee Charge (SGC) shall continue where no additional employee contribution is made.

4.4 No Further Claims

4.4.1 The unions and employees as Parties to this Agreement undertake that for the duration of this Agreement no further claims will be made on the College in respect to wages or working conditions.

4.4.2 In the event that the Awards listed in Clause 2.1 are varied to include any “Safety Net Adjustment” awarded by the Industrial Relations Commission then such increases shall not apply to employees covered by this Agreement. Provided that during the term of this Agreement, no employee shall receive less than the “Safety Net Adjustment”.

4.4.3 Provided that this Clause shall not preclude the undertaking of a review of the School Officers Award as envisaged by the relevant Award.

5. EFFICIENCY AND EFFECTIVENESS INITIATIVES

5.1 Modes of Delivery

5.1.1 The College will continue to be active and innovative in exploring and implementing various modes of educational delivery. Examples include the use of external providers (e.g TAFE and University linkages; School of Distance Education; work placements), applications of the Internet, intranet and multimedia technology, and the development of learning centres.

5.1.2 The initial unitisation of Junior Secondary courses needs further development during the life of this agreement with a view to reconstruction of the secondary curriculum to a more inclusive, outcomes based learning program that integrates generic learning with key learning areas. The goal is a curriculum that achieves an approach to student knowledge, thinking process and skill development that removes the inherent barriers associated with a departmentalised subject focus.

5.2 Teaching Loads

5.2.1 The ongoing monitoring and review of teaching loads within the College will seek as an outcome maximum student learning opportunities within a framework of industry standards.

5.2.2 Primary teacher release time should be two (2) hours per week aggregated over a term.

5.3 Teaching Resources

The Employing Authority recognises the importance of the provision of access to teaching resources and equipment eg. text books and computer software/hardware, as the Principal considers necessary for curriculum delivery, support or management. All such resources which are provided by the college shall remain the property of the college.

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5.4 Staff Self-Appraisal Consultation between management and staff will continue to develop a process of formative self-appraisal and trialed on a voluntary basis during the life of the agreement. The final agreed appraisal process shall form part of future Certified Agreements.

5.5 Higher Qualifications Personal professional development to achieve higher qualifications is encouraged as a means of improving the quality of education in schools and modelling the principle of life-long learning. Staff who have completed a Masters or Doctorate degree in a relevant area will be paid the Higher Qualification Allowance prescribed in Schedule 2.

5.6 Positions of Added Responsibility

5.6.1 Appointments to positions of added responsibility will be made by the Principal within the framework of Schedule 3 and having due regard to the needs of the school and the scope of additional responsibilities.

5.6.2 Category A provides for staff appointed as a Head of Curriculum/Faculty. Appointments would typically be from staff who are Senior Teacher of coordinators, but provision is made for appointment of less experienced teachers.

5.6.3 Category B provides for staff appointed to coordinator roles. Step 2 is only available to Senior Teachers.

5.6.4 Steps within Categories A and B reflect annual progression other than for an appointee who has not yet reached Senior Teacher classification who may nevertheless progress to Step 2 but not to Step 3 (in the case of Category A appointments) until the attainment of Senior Teacher.

5.6.5 Category C appointments will normally be made on an annual basis to optimise flexibility and to take account of changing circumstances. Other position categories will have longer tenure based on need for the role and satisfactory performance.

5.6.6 Levels within Category C recognise differences in the scope of added responsibilities that may be assigned and will be negotiated between the appointee and the Principal.

5.6.7 Part-time staff assigned added responsibility may be paid either in full allowance or on pro-rata basis depending on the nature of the responsibilities.

5.6.8 Category A and B appointments would normally automatically receive a reduced teaching load. Ad hoc release time may also be provided to staff at the Principal’s discretion to enable them to undertake specific tasks outside the normal scope of duties.

5.6.9 Senior Teacher

In recognition of the leadership role and exemplary practice experienced teachers demonstrate, the parties agree to implement an additional incremental step for all teachers who have completed one year (two years for 3 year trained teachers) full-time equivalent, on Band 3 Step 4.

5.6.10 Notwithstanding the above, the parties agree to establish a College working party comprising staff and administration to investigate co-operatively the roles, responsibilities and tasks used in the allocation of Category C.

5.6.11 The College working party shall investigate the role, responsibilities and remuneration of Senior Teacher at Redlands College.

5.6.12 Any agreed variation to structure as outlined in Clause 5.6 will form part of this agreement and would be subject to the same process of consultation and agreement as that used for this Certified Agreement.

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5.7 Quality Assurance

The Parties agree that the philosophy and techniques of Total Quality Management have application in educational institutions as a means of achieving continuous improvement. Quality Assurance to AS3901 Standards for the Education and Training Industry will continue to be implemented progressively as time and resources permit with eventual accreditation in view.

5.8 Cost Savings The Parties are to continue to examine all areas of cost saving including energy usage and waste reduction.

5.9 Vocational Education

5.9.1 The parties recognise the diverse and varying expectations arising out of the implementation and administration of VET subjects and AQTF compliance.

5.9.2 As such, the parties agree to review VET arrangements on an annual basis to address the following issues and processes:

(a) Teaching load (b) Administrative duties (c) Ongoing professional development needs (d) Currency (e) Costs incurred (f) Extensive time demands

6. NON-SALARY BENEFITS

6.1 Sick Leave

6.1.1 Full time employees are entitled to sick leave of 10 days per year, which may include special responsibility leave when a member of their immediate family or household is ill and needing their care or support.

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

6.1.3 All staff are entitled to up to an additional two days of bereavement leave in a year.

6.2 Parental Leave For the purpose of this clause, parental leave refers to leave taken by the spouse of the pregnant or adoptive employee and is exclusive of maternity leave.

6.2.1 Parental leave without pay is available for a period of up to one year. Longer periods of leave may be negotiated on a case by case basis.

6.2.2 Parental leave is applicable to the significant carer regardless of gender, but may be accessed by only one partner beyond the compulsory 6 week period for mothers.

6.2.3 A minimum of one term’s notice is required for resignation at the end of such leave.

6.3 Paid Maternity Leave The parties agree to implement, (pursuant to the Family Leave Award - State), an entitlement for eligible employees to six (6) weeks paid maternity leave. The parties to this Agreement shall co-operate in the development of an administrative document setting out the terms and conditions of this entitlement. The date of effect for the introduction of this provision shall be 1 January 2001.

6.4 Long Service Leave

6.4.1 From 1 January 1998, all employees shall be entitled to ten (10) weeks of Long Service Leave after eight (8) years of continuous service as non-casual employees or as casual employees from 23 June, 1990 who have worked without a break of more than 3 months.

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6.4.2 Service prior to 1 January, 1998 will be recognised under the terms of subclause 1 above in calculating accrued Long Service Leave from 1 January, 1998.

6.4.3 All employees who complete further periods of eight (8) years of continuous service shall be entitled to the same benefits as those outlined in subclause 1 above.

6.4.4 Part-time staff will be entitled to Long Service Leave as outlined in subclause 1 to 3 above and with the pro rata proportion based on the average of the eight years during which the leave was accumulated. The leave shall be paid at the pay rate the employee is currently earning at the time of taking leave.

6.4.5 All employees who work with students will be obliged to take Long Service Leave in blocks of ten weeks corresponding to the entire ten teaching weeks of a school term. (This is based on the four equal ten week teaching terms commencing in 1998). Other employees may seek to take their Long Service Leave in smaller blocks and/or at other times.

6.4.6 Public holidays that fall within a period of Long Service Leave will be paid during the period of leave.

6.4.7 Timing of Long Service Leave is at the discretion of staff subject to subclause 4 above and the Principal’s approval which will not be unreasonably withheld but will take account of impact on students and other staff, particularly when more than one application is received from teachers in a related area in which case preference will normally be given to the earliest application.

6.4.8 Pro-rata Entitlement to Long Service Leave. The parties agree that, upon resignation a pro-rata payment of long service leave shall be paid out in full to the employee where the employee has served more than eight (8) years of recognised, continued service. Notwithstanding the above, provisions of the Industrial Relations Act 1999 section 43(4) will prevail in circumstances of pressing domestic needs.

6.5 Professional Development

6.5.1 Professional Development and Training

(a) Access to professional development or training (including additional qualifications relevant to the profession, Union training courses) is available to all employees both during and outside normal hours of work subject to approval by the Principal.

(b) Approval shall not be unreasonably withheld but shall have regard to the efficient operation of the school, cost/benefit considerations, and prior training undertaken by employees.

(c) Employees shall not unreasonably refuse professional development or training requested of them by the College.

6.5.2 Unpaid Leave for Professional Development

(a) Where there is agreement between employer and employee, an employee may access a period of unpaid leave for professional development purposes.

(b) The period of leave will not generally exceed a twelve month period, and in the case of

teaching staff will not be less than one term. (c) Approval for leave shall not be unreasonably withheld, but shall have regard to the efficient

operation of the school.

6.6 Technology

6.6.1 Teaching staff need to be familiar with, able to operate and regularly use the learning technologies made available to them. Professional development will be provided when appropriate, but in many cases the necessary skills come only with regular use and practice. Some of these technologies, IT in particular, are undergoing continuous change so that it is important that staff keep up to date.

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6.6.2 Learning technologies used vary depending on course content, but teaching staff should be developing the following skills:

(a) Recognise, connect and operate standard computer hardware components. (b) Operate a printer, including loading paper and changing an ink/toner cartridge. (c) Operate a data projector. (d) Understand basic operating system functions including files, folders and directories, menus

and desktops, deleting, copying, moving, saving and downloading files, backup systems and virus protection.

(e) Use standardised software to produce documents or presentations of an acceptable standard for use in teaching or communication with parents.

(f) Use the school’s administration software to access information and produce student reports; (g) Use a WWW browser to search, locate and download information. (h) Use applicable educational curriculum software. (i) Send and receive an e-mail message. (j) Operate the basic controls of audiovisual equipment.

6.7 Professional Indemnity Insurance Professional Indemnity Insurance covering claims of up to at least $5 Million for breach of professional duty through negligence, error or omission shall be provided for all staff.

6.8 Salary Continuance Insurance The College shall continue to contribute towards Salary Continuance Insurance for all eligible staff up to 0.5% of an individual employee’s wage and salary. For cases where staff are ineligible due to age to receive Salary Continuance Insurance, an equal amount shall be contributed to that person’s superannuation fund. Such salary continuance insurance shall be provided to all eligible staff guaranteeing not less than 75% of current salary (indexed) for two years and will be accessible after a period of sixty (60) calendar days. Such salary continuance insurance shall be in addition to WorkCover, sick leave entitlements and superannuation and protects employees with tangible financial security in case of the unexpected. The parties agree that the matter of Salary Continuance Insurance will be referred to the Single Bargaining Unit for negotiation, should any variation to the above arrangement be necessary.

6.9 Superannuation Guarantee Contributions Contributions will be made consistent with legislative requirements into such fund(s) nominated by the Superannuation Committee and approved by employees.

6.10 Job Share The Parties acknowledge the provisions of Clause 15(B) (1) of Teachers’ Agreement Non-Government Schools. Applications for Job Share may be made under this provision. Approval shall not be unreasonably withheld. However, the application shall be considered in regard to the efficient operation of the school.

6.11 Salary Packaging into Superannuation Funds

6.11.1 Employees shall be permitted to elect to salary package their ordinary time earnings 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 of the employee’s ordinary time earnings into a complying superannuation fund.

6.11.2 Where such an agreement is reached, the employee’s salary shall be reduced by an amount equivalent to the additional superannuation contribution. This shall be subject to the following provisos:

(a) the fund(s) comply with the provisions of the Superannuation Industry (Supervision) Act 1993;

(b) no fund shall be a personal fund; (c) the implementation of any such arrangements shall be at the discretion of the Employing

Authority; (d) the contribution shall be expressed as a dollar amount of ordinary time earnings;

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(e) 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;

(f) the funds shall accept electronic funds transfer; (g) any arrangements as set out in this clause shall be at the employee’s request; (h) the terms of the arrangement shall be committed to writing and signed by the Employing

Authority and the employee; (i) a copy of the signed agreement shall be held by the Employing Authority and a copy

provided to the employee; (j) this arrangement may only be altered once per annum.

6.12 Salary Packaging

6.12.1 The employing authority agrees to the implementation of salary packaging for components other than superannuation such as home mortgage, college school fees and portable computers. Administrative guidelines will be developed by the employing authority and made available to all employees.

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

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

6.12.4 The employee’s salary used to calculate superannuation contributions, leave loading, long service leave, severance and termination payment entitlements, will be the gross base salary as per Schedule 2 - Wages of this Certified Agreement the employee would receive if not taking part in the salary packaging arrangement.

6.12.5 The maximum amount allowable for salary packaging purposes shall be the amount determined by the Australian Taxation Office.

6.12.6 Salary packaging arrangements may be altered once per annum.

6.12.7 The employing authority reserves the right to outsource the administration of salary packaging arrangements to a provider appointed by the employing authority. The costs of administration will be borne by the employee in regard to their own package.

6.12.8 The employing authority will meet the cost associated with the processing of approved pay deduction authorities to the service provider.

6.13 Recognition of Union Status The Employing Authority recognises the Unions party to this Certified Agreement as the legitimate industrial representatives of the employees according to the unions' respective callings. The Employing Authority and the Unions 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 respective 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.

6.14 Visits by Union Officials Twenty-four (24) hours notice of an impending visit to a school shall be given by a Union Official. It is recognised that in some circumstances, such period of notice may not always be possible. On arrival at a school, a Union Official shall report his/her presence to the Principal or person acting in Principal's stead. If the Union Official is unknown to the Principal, the official shall produce the authority issued by the Queensland Industrial Relations Commission.

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A Union Official shall enter a school 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 school. The Union Official may interview and converse with members and potential members wherever they congregate, including the staff/common room.

6.15 Outsourcing The Employer shall consult with employees and the relevant Union/s regarding any consideration to contract out work currently being done by school employees with a view to reaching agreement on measures to avoid contracting out. Such measures may include varying the existing terms and conditions of employment for those employees concerned. Such variation to this existing agreement will be pursuant to the Industrial Relations Act 1999. In the event of outsourcing, the following shall apply; existing employees shall be offered suitable continuing employment with a transfer of all accrued entitlements to the successful contractor provided that it is practicable to do so.

7. SAVINGS CLAUSE The existing conditions and accrued entitlements of employees employed at the date of signing shall not be reduced as a result of this Agreement coming into effect.

8. FUTURE RE-NEGOTIATION OF AGREEMENT

8.1 Variation, Renewal or Replacement of Agreement Subject to satisfactory implementation of this Agreement, the Parties agree to re-open negotiations at least six (6) months prior to the expiry of this Agreement with a view to negotiating a replacement Agreement. Further, it is agreed that the Consultative Committee will monitor the implementation of the Agreement and identify issues suitable for negotiation in a replacement Agreement. The Parties agree that this Certified Agreement may be varied by amendment in circumstances where all Parties genuinely agree that a variation is necessary. Any amendment to this Certified Agreement will be subject to the same consultation and approval process as that used for this Certified Agreement. This clause will operate pursuant to Section 169 of the Industrial Relations Act 1999.

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SCHEDULE 1

DEFINITIONS AND EMPLOYMENT STATUS

1. FULL TIME STAFF – ALL CATEGORIES A person who is required to attend the place of employment for the maximum hours and maximum number of weeks per year as set by the relevant Awards or Agreements shall be deemed to be full time staff. 2. NON-TEACHING STAFF – OTHER THAN FULL TIME

2.1 Part-Time A part-time employee is an employee engaged to work a constant number of ordinary hours of less than 37.5 hours per week on the basis of 52 weeks per annum.

2.2 Term Time – School Officers

A term time employee is a continuing employee engaged to work: • 37.5 ordinary hours per week but less than 52 weeks per year; or • less than 37.5 ordinary hours per week and less than 52 weeks per year.

The interruption of continuous employment due to the school term vacation shall not terminate the employment. The person will recommence work no later than the first day of each term or upon the return of the teaching staff for the preparation of the following term or as otherwise mutually agreed between employer and employee.

2.3 Rate of Payment for term time - Averaging Wages

Employees who work on a term time basis shall have their pay averaged out over the full year using the following formula; Fortnightly rate as prescribed by the appropriate classification multiplied by the number of fortnights, divided by 48. A person employed under these categories shall accrue pro rata entitlements of sick leave, and long service leave based on the number of total ordinary hours worked divided by the number of ordinary hours worked by a full time employee in twelve (12) months multiplied by the hours of entitlement. In accordance of Section 11 of the Industrial Relations Act 1999, continuing term time employees shall accrue 4 weeks annual leave. The annual leave loading of 17.5% on four (4) weeks will be paid on the pro rata accrual. Where a public holiday falls on a day upon which an employee is normally engaged, that employee shall be paid the ordinary rate for the number of hours normally worked on that day. If an employee is required to work on a Public Holiday, they will be paid the penalty rate from the appropriate Award.

2.4 Fixed Term

A fixed term employee is one engaged to work 37.5 hours or less per week with a specified commencement and cessation date.

2.5 Rate of Payment – Part Time, Fixed Term

A person employed under these categories shall be paid at the appropriate rate as prescribed for the category or level under this Agreement, based upon an hourly rate that equals the rate of pay prescribed for a full time employee divided by 37.5. A person employed under these categories shall accrue pro rata entitlements of sick leave, annual leave of four (4) weeks and long service leave based on the number of total ordinary hours worked divided

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by the number of ordinary hours worked by a full time employee in twelve (12) months multiplied by the hours of entitlement. The annual leave loading of 17.5% on four (4) weeks will be paid on the pro rata accrual. Where a public holiday falls on a day upon which an employee is normally engaged, that employee shall be paid the ordinary rate for the number of hours normally worked on that day. If an employee is required to work on a Public Holiday, they will be paid the penalty rate from the appropriate Award.

3. GROUNDSTAFF

Groundstaff shall be paid as according to Schedule 2.

3.1 Groundstaff Level 1 - Definition

An employee who is engaged to assist in a range of general duties applicable to maintenance and to the development of turf areas and surrounds. Such an employee shall perform duties under direct supervision has no previous experience or training.

3.2 Groundstaff Level 2 - Definition

An employee who is engaged to assist and carry out, with or without direction, duties pertaining to maintenance and to the development of turf areas and surrounds. Such an employee shall have the appropriate level of training and/or previous experience.

3.3 Head of Grounds - Definition

An employee who is engaged to carry out duties pertaining to maintenance and to the development of turf areas and surrounds. Such an employee shall have responsibility of supervision of employees, have the appropriate level of training at trade and previous experience.

3.4 Service Increments and Progression

All groundstaff employees will progress with incremental increases within the limitations of the income range for the employee’s classification level, until the top pay point is reached. Incremental increases shall occur upon completing one year of full –time equivalent service. Groundstaff who have completed one year of full-time equivalent service at Level 1 Step 3 shall progress to Level 2 Step 1. Prior service in equivalent positions will be recognised at the time of appointment.

4. BUS DRIVERS

4.1 Bus-drivers employed on a casual basis shall be entitled to payment at the rate of 23% percent in

addition of the appropriate hourly rate and shall receive a minimum of two hours for each engagement. 4.2 For the purpose of subclause (1) above, the before and after school run shall be deemed as one (1)

engagement. 4.3 A bus driver shall be notified by the employer on the previous day if their services are not required for

the following day, except in cases of cancellation due to inclement weather, where in such cases a minimum of one half day’s notice will be given.

4.4 Where the notice required by subclause (3) above is not given, an employee shall be entitled to wages

in lieu of such notice. 4.5 School buses shall be cleaned on a fortnightly basis.

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Bus drivers shall receive a $20 per fortnightly cleaning allowance. Reimbursement for payment of cleaning materials shall be made upon receipt.

5. TUCKSHOP

5.1 Assistants

Employees engaged to assist the Tuckshop Convenor shall be employed on a casual hourly rate of pay. Such employees shall be entitled to payment of 23% in addition to the appropriate hourly rate. No minimum engagement will apply to such employees.

5.2 Convenor

Employees engaged as Tuckshop Convenor shall be classified as Level 1 Supervisor of the Retail Industry Award.

6. TEACHING STAFF – OTHER THAN FULL TIME

6.1 Part Time

Part time teacher rates of pay will be increased by the same percentage (%) as proposed for full time teaching staff during the term of this Agreement. A part time teacher in a secondary school is a person working at a school with a maximum teaching load of 18 hours and has continuity of employment. A part time teacher in a primary school is a person working at a school with a maximum teaching load of 22 hours and has continuity of employment. These hours are equivalent to 0.80 of full time for teachers in secondary and primary teaching respectively, that is, a person working less than a full load but does not have a break in the engagement. Part time teachers in Secondary shall be allowed time for preparation, corrections, assessments or evaluation at the rate of not less than one (1) hours for every five (5) hours worked. This time shall be paid at the rate prescribed herein. Part time teachers in Primary shall be allowed time for corrections, assessment and preparation, assessment or evaluation on a pro –rata basis of 2 hours per week. The provisions of Clause 12 (Salary Increments) Teachers Award – Non-Governmental Schools, shall apply to part time teachers.

6.1.1 Rate of Payment

A part time teacher shall be paid pro-rata the appropriate rate as prescribed by this Agreement for a teacher of equivalent teaching experience and academic qualifications. Part-time teachers shall accrue a pro rata entitlement to sick leave and paid vacation period based on the average weekly hours of employment. The annual leave loading of 17.5% on four (4) weeks salary will be paid on the pro rata accrual. Where a public holiday falls on a day upon which an employee is normally engaged, that employee shall be paid the appropriate rate for the number of hours normally worked on that day.

6.2 Supply Teacher

A supply teacher shall be employed on an intermittent basis to relieve a teacher absent from duty or to meet a short term staffing need.

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A supply teacher shall be employed for a minimum period of three (3) hours and a maximum period of 5 days of teaching in respect to any one engagement. There shall be a minimum payment of three (3) hours for each day so employed. Where a supply teacher is required to perform duties over and above their classroom teaching duties, they shall be remunerated in accordance with the section “Rate of Payment”. Remuneration for a supply teacher shall be based on the appropriate award scale in accordance with the formula in the section “Rate of Payment”. Provided that payment for preparation and correction in accordance with Part Time teaching staff shall not apply to supply teachers in respect to the first two (2) days of any one engagement. The provisions of Clause 12 (Salary Increments) Teachers’ Award - Non-Governmental Schools, shall apply to supply teachers.

6.2.1 Rate of Payment

A supply teacher shall be paid at the appropriate rate as prescribed by this Agreement for a teacher of equivalent teaching experience and academic qualifications. Hourly rate equals the fortnightly salary prescribed divided by 53, plus a casual loading of 23%. A supply teacher shall not be entitled to payment for public holidays or other pro rata entitlements.

6.3 Fixed Term Teachers

A fixed term teacher is one engaged to work up to, but not exceeding, a full teaching load with a specified commencement and cessation date. Provided that Clause 13 of the Teachers’ Award – Non-governmental Schools, shall apply.

6.3.1 Rate of Payment

A fixed term teacher shall be paid at the appropriate rate as prescribed by this Agreement for a teacher of equivalent teaching experience and academic qualifications and shall be paid the proportion of the annual salary which relates to the period worked. Fixed term teachers shall accrue pro rata entitlements of sick leave, paid vacation period and long service leave. However, Fixed Term teachers are excluded from access of Clause 6.2 Parental Leave and Clause 6.8 Salary Continuance. The annual leave loading of 17.5% on four (4) weeks salary will be paid on the pro rata annual leave accrual. Where a public holiday falls on a day upon which an employee is normally engaged, that employee shall be paid the appropriate rate of the number of hours normally worked on that day.

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SCHEDULE 2

REDLANDS COMBINED INDEPENDENT COLLEGE

WAGE RATES This schedule is subject to a review of wages as outlined in Clause 4.1 of the Agreement

Teaching Staff

Fortnightly Annum Fortnightly Annum Fortnightly Annum Fortnightly Annum

Band 1Step 1 1,350.9 35,243 1,404.9 36,653 1,454.1 37,936 1,500.6 39,150Step 2 1,390.5 36,277 1,446.1 37,728 1,496.7 39,049 1,544.6 40,298Step 3 1,438.6 37,530 1,496.1 39,032 1,548.5 40,398 1,598.0 41,690Step 4 1,490.0 38,872 1,549.6 40,427 1,603.8 41,842 1,655.1 43,181

Band 2Step 1 1,532.3 39,977 1,593.6 41,576 1,649.4 43,031 1,702.2 44,408Step 2 1,617.6 42,202 1,682.3 43,890 1,741.2 45,427 1,796.9 46,880Step 3 1,702.7 44,421 1,770.8 46,198 1,832.8 47,815 1,891.4 49,345Step 4 1,787.9 46,643 1,859.4 48,509 1,924.4 50,207 1,986.0 51,813Step 5 1,872.9 48,862 1,947.8 50,817 2,016.0 52,595 2,080.5 54,278

Band 3Step 1 1,943.9 50,714 2,021.6 52,742 2,092.4 54,588 2,159.3 56,335Step 2 2,014.9 52,565 2,095.4 54,668 2,168.8 56,581 2,238.2 58,392Step 3 2,085.7 54,414 2,169.1 56,591 2,245.1 58,571 2,316.9 60,446Step 4 2,156.7 56,266 2,242.9 58,516 2,321.5 60,564 2,395.7 62,502

Senior Teacher 2,251.9 58,749 2,341.9 61,099 2,423.9 63,237 2,501.5 65,261

Higher Qualification Allowance 20.00 20.00 20.00 20.00

3.2% 27 January 2006Classification

3% from17 January 2003

4% 30 January 2004

3.5% 28 January 2005

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REDLANDS COMBINED INDEPENDENT COLLEGE School Officer Staff

Current as at

17 January 20034%

30 January 20043.5%

28 January 20053.2%

27 January 2006fortnightly fortnightly fortnightly fortnightly

Level 1 - Step 1 1060.6 1108.8 1152.7 1194.2Step 2 1084.8 1133.0 1176.9 1218.4Step 3 1108.8 1157.0 1200.9 1242.4Step 4 1138.9 1187.1 1231.0 1272.5

Level 2 - Step 1 1157.0 1205.2 1249.1 1290.6Step 2 1190.2 1238.4 1282.3 1323.8Step 3 1205.3 1253.5 1297.4 1338.9

Level 3 - Step 1 1205.3 1253.5 1297.4 1338.9Step 2 1233.6 1282.9 1327.8 1370.3Step 3 1289.7 1341.3 1388.2 1432.7Step 4 1325.8 1378.8 1427.1 1472.8

Level 4 - Step 1 1350.0 1404.0 1453.1 1499.6Step 2 1386.0 1441.4 1491.9 1539.6Step 3 1422.3 1479.2 1531.0 1580.0

Level 5Step 1 1470.5 1529.3 1582.8 1633.5Step 2 1506.6 1566.9 1621.7 1673.6Step 3 1542.6 1604.3 1660.5 1713.6

Level 6Step 1 1591.5 1655.2 1713.1 1767.9Step 2 1678.2 1745.3 1806.4 1864.2Step 3 1765.1 1835.7 1900.0 1960.8Step 4 1853.3 1927.4 1994.9 2058.7Step 5 1938.1 2015.6 2086.2 2152.9

Classification

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REDLANDS COMBINED INDEPENDENT COLLEGE Grounds Staff

Current as at 17/01/2003

4% 30 January 2004

3.5% 28 January 2005

3.2% 27 January 2006

fortnightly fortnightly fortnightly fortnightlyGrounds Assistant Level 1

Step 1 988.3 1036.5 1080.4 1121.9Step 2 1048.6 1096.8 1140.7 1182.2Step 3 1108.9 1157.1 1201.0 1242.5

Grounds Assistant Level 2Step 1 1133.0 1181.2 1225.1 1266.6Step 2 1169.1 1217.3 1261.2 1302.7Step 3 1205.3 1253.5 1297.4 1338.9

Head Grounds Step 1 1325.9 1378.9 1427.2 1472.9Step 2 1386.1 1441.5 1492.0 1539.7Step 3 1445.7 1503.5 1556.2 1605.9

Classification

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REDLANDS COMBINED INDEPENDENT COLLEGE

Bus Drivers

Tuckshop

As at 30/01/04 From 28 January 2005 From 27 January 2006

1st Level Supervisor 1034.6 1078.5 1120.0

Per Hour Per Hour Per HourCasual Employees 16.4237 17.5790 18.6711

Current as at 17 January 2003

4% 30 January 2004

3.5% 28 January 2005

3.2% 27 January 2006

casual hourly rate casual hourly rate casual hourly rate casual hourly rateBus Drivers

Casual Hours 15.73 16.37 16.94 17.49

Classification

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SCHEDULE 3

POSITIONS OF ADDED RESPONSIBILITY

Fortnightly Annual Fortnightly Annual Fortnightly Annual Fortnightly Annual

CATEGORY A (based on classification up to Band 3 Step 4)Heads of Curriculum:Step 1 $206.00 $5,374.33 $214.24 $5,589.31 $221.74 $5,784.93 $228.83 $5,970.05Step 2 * $268.00 $6,991.85 $278.72 $7,271.53 $288.48 $7,526.03 $297.71 $7,766.86Step 3 $325.00 $8,478.93 $338.00 $8,818.08 $349.83 $9,126.71 $361.02 $9,418.77

CATEGORY B (based on classification up to Band 3 Step 4)Co-ordinators:Step 1 $139.00 $3,626.37 $144.56 $3,771.43 $149.62 $3,903.43 $154.41 $4,028.34Step 2 * $170.00 $4,435.13 $176.80 $4,612.54 $182.99 $4,773.97 $188.84 $4,926.74

CATEGORY C (based on classification up to Senior Teacher)Additional Responsibilities:Level 1 (Annual Appointment) $31.00 $808.76 $32.24 $841.11 $33.37 $870.55 $34.44 $898.41Level 2 (Annual Appointment) $51.50 $1,343.58 $53.56 $1,397.33 $55.43 $1,446.23 $57.21 $1,492.51

* (and until at least one year has been completed at this level while also on the Senior Teacher Classification)

Current4%

30 January 20043.5%

28 January 20053.2%

27 January 2006

28 Signatories Signed for and on behalf of Redlands Combined Independent College Inc.

(Signature)

(Full Name)

(Position)

Witness (Signature)

(Full Name)

(Position)

Queensland Independent Education Union of Employees (Signature)

(Full Name)

(Position)

Witness (Signature)

(Full Name)

(Position)

The Australian Liquor, Hospitality and Miscellaneous Workers’ Union - Queensland Branch, Union of Employees

(Signature)

(Full Name)

(Position)

Witness (Signature)

(Full Name)

(Position)

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Transport Workers’ Union of Australia, Union of Employees< (Queensland Branch)

(Signature)

(Full Name)

(Position)

Witness (Signature)

(Full Name)

(Position)

Shop Distributive & Allied Employees Association (Qld Branch)

(Signature)

(Full Name)

(Position)

Witness (Signature)

(Full Name)

(Position)

This Agreement is certified under the Chapter 6, Part 1 of Industrial Relations Act 1999 (Queensland).

Commissioner....................................................... Filed on ..................................... Certified by the Commission and given Registration No ................................ of ......................................in the Certified Agreements Register. Date ....................................................

.......................................................

INDUSTRIAL REGISTER Operative Date: ............................... Certified Agreement:

REDLANDS COMBINED INDEPENDENT COLLEGE CERTIFIED AGREEMENT 2003

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Attachment B

I, Christopher Russell Seymour, the deponent, of Queensland Independent Education Union of Employees, 346 Turbot Street, Spring Hill make oath as follows – 1. I am the Assistant General Secretary of the Queensland Independent Education Union of

Employees of 346 Turbot Street, Spring Hill 4000 and I am authorised under the Act and rules to make this affidavit.

2. The agreement, attachment A is not for a new business, a project agreement or a multi-employer

agreement. 3. The agreement is made with four (4) employee organisations. 4. The full names and addresses of the employee organisations are –

Queensland Independent Education Union of Employees 346 Turbot Street, Spring Hill, Queensland, 4000

The Australian Liquor, Hospitality and Miscellaneous Workers’ Union,Queensland Branch, Union of Employees 74 Astor Street, Spring Hill, Queensland, 4000

Transport Workers’ Union of Australia, Union of Employees (Queensland Branch) 11 Alexandra Place, Murarrie, Queensland, 4172 Shop Distributive & Allied Employees Association (Qld Branch) 146 Leichhardt Street, Spring Hill, Queensland, 4004

5. The employer, Redlands Combined Independent College of 38 Anson Road, Wellington Point,

Queensland 4160 is in the education industry. 6. The name of the relevant award is the Teachers’ Award – Non-Governmental Schools, School

Officers’ Award – Non-governmental Schools, Motor Drivers etc Award – Southern Division, Greenkeeping Industry Award – State and the Retail Industry Interim Award – State.

7. The address at which the employees to be covered by the agreement are employed is at 5 above. 8. The number of female employees to be covered by the agreement is 75. 9. The number of male employees to be covered by the agreement is 36. 10. The number of apprentices to be covered by the agreement is 0. 11. The number of trainees to be covered by the agreement is 0. 12. The name and address of the employer to be bound by the agreement is Redlands Combined

Independent College Inc of 38 Anson Road, Wellington Point, Qld, 4163. 13. This document is not a project agreement.

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14. The persons who negotiated the agreement were

Employee Representatives: Col Cramb, Teacher Ann Crawford, Teacher Rodney Crowther, Teacher Lynne Edwards, School Officer Chris Klee, Teacher Trish Knight, Teacher Dirk Leijen, Ground Staff Bryan Nisbett, Teacher Emma Vaughan, School Officer Sherien Vaughan, Teacher Geoff Young, Teacher Employer Representatives: Allan Todd, Headmaster Peter Amos, Business Manager Beverly Bartlett, Deputy Principal Allan Patterson, Deputy Principal

15. The overall percentage by which the wages of the employees to be covered by the agreement will increase under the agreement compared with wages before the agreement is 10.7%.

16. The average percentage by which the wages of the employees to be covered by the agreement

will not decrease. 17. The nominal expiry date of the agreement is 31 December 2006. 18. The steps taken to ensure compliance with section 143 of the Act were that QIEU advised the

other proposed parties to the agreement on 24 January 2003 that it was our intention to negotiate an agreement. Negotiations did not commence until at least 14 days after this advice was given.

19. The steps taken to ensure compliance with section 144 were that employees were provided with

a copy of the proposed agreement more than 14 days before the ballot and were provided with an explanation regarding the effects of the proposed agreement. The results of the ballot were 80 accepting the ballot, 17 rejecting, 0 informal and 14 non returns.

20. This is not a project agreement. 21. The employer did not coerce, or attempt to coerce, any relevant employee not to make a request

to a relevant employee organisation to be represented by the employee organisation in negotiating with the employer about the agreement.

22. The employer did not coerce, or attempt to coerce, any relevant employee into withdrawing a

request made by the employee to a relevant employee organisation for the relevant employee organisation to represent the employee in negotiating the agreement.

23. The procedures for preventing and settling disputes are set out in clause 2.3. 24. There is no further information in support of this application.

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25. The requirement of s156(1)(1)(i) of the Act is meet because the employer remunerates all men and women employees of the employer equally for work of equal or comparable value.

26. The agreement, to the best of my knowledge and belief, passes the ‘no disadvantage test’ under

chapter 6, part 1, division 3 of the Act. I swear that the facts set out above are true. (Signature) Deponent SWORN by the deponent at on (place) (day, month and year) before me (Signature) [Justice of the peace] [commissioner for declarations] [lawyer] (other)