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Vol. 5 No. 3 October 2011 The newsletter for IEUA-QNT members

In this edition

• Collective Bargaining Updates

• Support Sta� Campaign

• Catholic Agreement approved

• Judith Cooper Award

• Professional Issues Conference

• Remote Housing Issues

• Member Pro� le, Joan Scanlan

VOICEThe Northern

The onus is now � rmly on Lutheran employers to respond to alternate positions put forward by employees to resolve the outstanding issues remaining after the most recent Lutheran sector Single Bargaining Unit (SBU) meeting, held 7 September in Darwin.

Employee representatives understand that their role in negotiations is not only to represent employees faithfully but also at the same time to give consideration to legitimate employer concerns.

Accordingly, on the outstanding matters employee representatives tabled alternative positions for consideration of employers which are consistent with employee concerns but are also attentive to employer concerns.

The most signi� cant outstanding issue is a wage position. The employer position on teacher salaries has three major elements:1. Delayed payment dates in comparison to the public sector2. Payment of equivalent salary rates T1-T9 on those delayed dates3. Imposition of certain requirements to access T8 and T9, and a limited tenure, unlike the public sector where

incremental access exists for T8 and T9

Employee representatives advised employers that employees were generally accepting of the delayed pay dates in consideration of the schools’ � nances.

However, experienced teachers did not sit comfortably with the imposition of requirements at T8 and T9 or the lack of an equivalent salary tare as in the public sector for Highly Accomplished and Lead Teachers.

As a compromise on wages, employee representatives proposed that on the basis of the employee acceptance of the delayed pay dates, the employer withdraw the requirements (including limited tenure) of T8 and T9; with the Accreditation requirements to teach in Lutheran Schools remaining.

The current employer proposed T9 requirements could be assigned to the public sector equivalent Highly Accomplished teacher rate for introduction no earlier than January 2013.

The onus is now on employer representatives if they truly want a negotiated agreement to provide further alternate positions if the employee proposals are unacceptable.

Lutheran Employer to Respond to Bargaining Proposals

Employees at Kormilda College are now awaiting the commencement of formal negotiations for a new collective agreement, following the circulation of an employer draft replacement agreement.

The employer is arguing in correspondence to employees that a number of matters should be treated as school policy outside the agreement.

The removal of a number of such provisions would undermine employees’ enforceable rights.

The employer correspondence also contains a signi� cant threat to delay enhanced wages to February 2012 if agreement cannot be reached by early December.

While it is very disappointing that the employer has seemingly attempted to pre-empt SBU procedure in this manner, our union remains committed to the negotiation process and will seek formal negotiations in Term 4.

The current agreement nominally expires on 31 December this year.

Meanwhile The Essington School have expressed their concerns about a late amendment to the employer position on the teacher hours of duty clause.

Despite an hours of duty clause previously being agreed to, the employer has proposed an alteration to the hours of duty clause that would result in teachers working a full hour of additional contact time per week.

IEUA-QNT Organiser Camille Furtado said the lack of respect to the negotiating process from the employer sits awkwardly against a number of positions where the employer has made signi� cant enhancements to wages and conditions.

“The addition of the extra phrase to the clause essentially means the employees will have more contact time per week which was not the intention of the clause and is inconsistent with what was previously agreed”, Camille said.

The Chapter will meet in the new term to consider appropriate action if the employer amendment remains.

Pending the review of the document, employee and employer representatives will meet to � nalise negotiations prior to a proposed ballot in Term 4.

Negotiations Rushed at Kormilda College while progress is slowly made at The Essington School

Support Sta� members working in Northern Territory Catholic schools deserve wages that appropriately value their professional skills, and re� ect the important contribution support sta� make in schools.

IEUA-QNT’s Recognise, Reclassify, Reward campaign provides Support Sta� with the opportunity to obtain levels of classi� cation and contemporary position descriptions that best re� ect their professionalism, duties, skills, and responsibilities.

The key to delivering appropriate levels of classi� cation and, consequently, remuneration is through accurate, in-depth and contemporary position descriptions.

This is particularly pertinent following the authorisation of the Catholic Schools Northern Territory Collective Enterprise Agreement 2011 by Fair Work Australia. The new agreement includes greater detail and additional steps and levels for Support Sta� in various roles.

In order to take advantage of the potential bene� ts of the new agreement, Support Sta� need to ensure that their position descriptions are accurate and that their classi� cation suitably re� ects the duties that they perform.

Our union has responded by scheduling training sessions for Support Sta� across the following areas: School O� cers, Information Technology Employees, Inclusion Support Assistants, Teacher’s Assistants, and Indigenous Education Workers.

Recognition of the complexity and intensity of work performed by Support Sta� must be included in position descriptions to ensure adequate classi� cation.

It is common for Support Sta� , over the course of their employment, toacquire additional skills and therefore undertake extra duties. However, as these Support Sta� employees’ positions change, their position descriptions often remain the same. In this situation, Support Sta� are not being acknowledged for the enormous contribution they make to the running of schools.

By questioning position descriptions, where appropriate, the onus is put on employers to Recognise their school Support Sta� , Reclassify where suitable, and provide Reward that is fair and just.

For more information, or to schedule reclassi� cation training, contact your Organiser Camille Furtado via email [email protected] or by phone on 8981 1924.

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Lon Wallis, Senior Vice President of the IEUA-QNT Branch Executive, has received the Judith Cooper Award for his outstanding contribution as a union activist.

Lon was presented with the Award at the Professional Issues Conference by the Award’s namesake Judith Cooper.

Lon was recognised for his tireless and dilligent work assisting members and acting with integrity while promoting member

education and networking at the Chapter level.

The Award was established in 2010 to honour the integral role Judith Cooper played in establishing a union in the Northern Territory.

Recognise, Reclassify, RewardAccurate position descriptions vital for Support Sta�

Important Points About Classi� cation• Classi� cation is based on competency in regard to job characteristics, quali� cations, and the level of supervision involved in the position

• It is the position that is classi� ed, not the employee

• Accurate and contemporary position descriptions are essential to correct classi� cation and remuneration

What Your Position Description Should Look Like

• Comprehensive - and list all duties performed by the employee, regardless of how insigni� cant they may seem;

• Speci� c - and explicitly state what is involved in certain duties (e.g. rather than stating “communication skills”, the position description will list the range of duties involved in communication);

• Contemporary - and are revised as the position evolves to include new and increased duties.

Judith Cooper presented Lon Wallis with the award

Lon Wallis wins Judith Cooper AwardCatholic Schools Agreement

Approved by FWAThe provisions of the Northern Territory Catholic agreement are now enforceable following approval by Fair Work Australia.

The FWA’s approval date was 20 June, with the operational date being 27 June 2011. The agreement is in place until 27 June 2013.

The agreement was endorsed by more than 85 per cent of employees in May this year.

The new agreement will provide:• A wage increase of 3 per cent• New Classroom Teacher classi� cation scales and transitional arrangements• New Support Sta� classi� cation structures• Enhancements to release time• New personal leave provision, including three days per year for signi� cant family events located outside NT• Establishment of an artibitration function through Fair Work Australia within the dispute settling procedure

The new agreement provides great improvement for Catholic school employees, with certain provisions now equal to those o� ered in the public sector. The Support Sta� classi� cation structure is a signi� cant outcome and evidence of the bene� ts of working collectively.


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Professional Issues Conference 2011IEUA-QNT members attended the second annual Northern Territory Professional Issues Conference held recently in Darwin. The introduction of the Australian Curriculum was an issue of signi� cant importance for attendees.

The Conference:• considered how the implementation of the Australian Curriculum will a� ect Northern Territory members;• discussed how “culture” can be incorporated into the classroom;• delivered practical skills to provide high quality early education;• highlighted the new Australian Science Curriculum for F-10; and• o� ered strategies on how to respond positively in special needs education.

IEUA-QNT Organiser Camille Furtado said members were enthusiastic about the range of topics, with all sessions validating the work teachers are already doing while also provoking new perspectives and ideas.

The Essington School teacher Kellie-Anne Hedifen said she found the Conference professionally rewarding.

“It was good to have some clarity around the Australian Curriculum and what has been happening behind the scenes,” she said.

Sarah Sarmardin from Holy Family Primary School was impressed with the level of attendance and range of issues covered at the Conference. “The best thing is the fact that we had really highly skilled professionals all in the one day, in the one place, providing a snapshot on the current educational perspectives,” she said.

Conference attendees went away with improved knowledge and a better understanding to prepare for the challenges of the future.

The event concluded with a dinner to celebrate the year’s achievements.St Mary’s Primary School members Honor La’Porte, Rachel Butt, and Lynette Taylor with Edith

Cowan University Associate Professor Bob Jackson

Remote Housing Issues Addressed Through Survey and Teleconferences

Early in 2010, our union recognised the need to address and respond to remote area concerns with the establishment of teleconferences between members and NT Organisers.

The teleconferences, that are held once per term, particularly allow isolated members to raise concerns and network with fellow members.

One issue of considerable importance for remote area members initially raised through these teleconferences is the condition of remote area housing provided by employing authorities.

Our union is responding to members’ concerns in this area by developing a remote housing survey.

The questions will cover a range of topics such as: quality and condition of housing, functionality of share arrangements, possibility of Asbestos material in structures, and identifying the need for improved repair maintenance.

The survey will be sent out to members early in term 4 with recipients urged to pass the information onto their colleagues.

The results of this survey will allow our union to best address the needs of our remote area members and take action on this matter.

The remote housing survey initiative, along with the quarterly teleconferences, allow our union to most e� ectively respond to the needs of our isolated members.

Remote area teleconferences are an accessible way for members to network with their colleagues. The next remote area teleconference will be held in November.

If you would like to be involved in the next teleconference, or receive more information regarding the survey, please contact our union Organisers Camille Furtado at [email protected] or Nick Holliday at [email protected].

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ISSN: 1834-5190

The Northern Voice was prepared by

Elise Cuthbertson and Camille Furtado

Editor: Mr Terry Burke, Branch Secretary

IEUA-QNTPO BOX 418, FORTITUDE VALLEY QLD 4006

PH: 1800 351 996 FX: (07) 3839 7021 Email: [email protected]

Website: www.qieu.asn.au

ABN: 74 662 601 045

JOIN YOUR UNION TODAYHelp build collective strength and enhance the working rights and conditions of all education

professionals working in the Northern Territory.

To join IEUA-QNT, visit our website at www.qieu.asn.au

or call our Darwin o� ce on FREECALL 1800 351 996

I grew up in the Adelaide beachside suburb of Semaphore in the Port Adelaide district. My � rst fulltime permanent teaching position was in September 1979 in Parramatta at Macarthur Girls High School when I was 20 years of age. It was a great training ground.

In June 2000, I started working in Lutheran Education for the � rst time at a school on the Sunshine Coast, Queensland. I have taught in Lutheran Colleges in Adelaide and NT since.

From 2009, I have been employed at Good Shepherd Lutheran College in Howard Springs, Darwin as a Year 7 Core Teacher of English, Humanities and Christian Studies.

It is a relatively new school in the Palmerston region which is an area of rapid population growth. Sta� members have come from all over Australia to be part of this College which has its � rst Year 12 class this year in 2011. I am very happy to be here.

What have been some highpoints in your teaching career?

Prior to this appointment I worked for about eight months in Central Australia with some of that time in remote communities. I spent some time at Yirara College in Alice Springs and some of the time in Yulara with Nyangatjatjara College, sometimes going out to Docker River and also Mutijulu, just near Uluru. It was a privilege to work with people in the communities and to see that part of the Australian landscape. I have a great respect for those in remote schools doing amazing work with the kids and families in Aboriginal communities.

What are the main challenges you face in your job?

Distance from family can be a challenge for many of us who have come here from other places, but it can also be part of the adventure. College sta� becomes a second family and some very strong friendships and support have been invaluable.

What professional issues do you feel you face as a teacher in the NT?

In my current job, the professional challenges around curriculum include the implementation of the International Baccalaureate

Middle Years Program in conjunction with Australian Curriculum content. Teachers, and particularly Heads of Departments, have worked very long hours writing new programmes and assisting sta� with curriculum directions.

Improving standards, particularly in literacy and numeracy, continues to be a strong focus. Getting the balance right between pushing students to try again and do better and, on the other hand, not having them feel disheartened and unmotivated, can be a delicate operation.

How have colleagues generally responded to engaging with these professional issues?

Teachers are busy people. We like to do our job well and want the best for our students. It can be di� cult to take the time to understand workplace conditions and wages as well as we would like. However, ultimately we know it is our responsibility to do so.

It has been encouraging to have colleagues attend meetings and give feedback during recent negotiations.

Would you encourage colleagues to join our union?

The strength and expertise available through our union representation is, in my view, outstanding, and many sta� receive the bene� t of that without even knowing it. The right to choose is important, and there are many sta� who have joined recently and already seen the bene� ts of union membership.

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Joan ScanlanGood Shepherd Lutheran College

Howard Springs

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