EdU (July 2009)

EdUVol 24 Issue 2 Jul 2009

Working with members in non-government schools

Independent Education Union South Australia

Building your community.

Better service ?

Considerate done.

Satisfac Direct Credit Union Ltd | 151 South Terrace, Adelaide SA 5000 | phone (08) 8202 7777 or 1800 018 227 (country SA) www.satisfac.com.au | ABN 36 087 651 232 | AFS Lic. 241066

EdU July 2009 IEU(SA)

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

• Youhavechangedyourname

• Youhavechangedschools

• Youremploymentstatushaschanged(egnowworkingpart-time)

• Youaregoingonunpaidleave

• Youareretiringorleavingemployment–youcanremainamemberatareducedrate

• ResignationfromIEU(SA)mustbeinwriting

[email protected]:84100282orbypost.

Member NoticeAsarequirementoftheRegistrationandAccountabilityofOrganisationsScheduleoftheWorkplaceRelationsAct1996,theIEUisrequiredtopublishanannualoperatingreporttomembers.

Thiscanbeaccessedfor2009ontheIEU(SA)websitewww.ieusa.org.au

AnymemberquestionsorcommentsontheseoperatingreportsshouldbedirectedtotheSecretary.

Glen Seidel - [email protected]

AIRC Notice

ContentsSecretorialEverydayis1984.25years-Doesn’ttimefly 4

It’sourBirthdayandyougetthepresents 6

WagesHeadingSouthforSouthAussies 7

Balancing Act PaidMaternityLeave 8

FarewellAlisonWalker 8

OHS Don’tRisk2ndRateSafety 9

Non-governmentEducationReflectingDiversity 11

Professional PortfolioEarlyCareerTeacherResilienceProject 12

Frankly Speaking CatholicEAUpdate–ESOClassification 14

CharterforTeachers.Atwoedgedsword 14

IndustiralOnYaPrincipal:Parentblamedforteacher’sheartattack 15

Lutheran Digest–NegotiationsUpdate 16

ESO UpdateYouhaveit,useit,ifyouwanttoknowmore,ask 17

IEU Training 18

OHS ProjectOHSand“BuildingtheEducationRevolution” 19

Indigenous IssuesDeclarationofIndigenousRights 20

HumanRightsinAustralia 20

What’s your problem? –AskDorothy 21

Campaignupdate–YourRightsatWork 22

Spencer Gulf Tour UnionMembershipinourCountrySchools 24

IEUHappySnaps 25

AbsolutelySuper:Swan’sSuperSong 26

ConferenceReport–PositiveEducationTraining 27

APHEDA 28

Who’s who… IntroducingGerryConley 29

WhatIdoinmyretirement 30

Youth@Work 31

ISSN1448-3637PublishedbyIndependentEducationUnion(SouthAustralia)Inc.213-215CurrieStreet,AdelaideSA5000Phone:(08)84100122Fax:(08)84100282CountryCallers:1800634815Email:[email protected]

EdUispublished4timesayearandhasacirculationofapproximately4000.EnquiriesregardingcirculationshouldbedirectedtotheOfficeManager,on(08)84100122.

EditorialcommentistheresponsibilityofGlenSeidel,Secretary.

Advertising Disclaimer

AdvertisingiscarriedinEdUinordertominimisecoststomembers.MembersareadvisedthatadvertisingthatappearsinEdUdoesnotinanywayreflectanyendorsementorotherwiseoftheadvertisedproductsand/orservicesbytheIndependentEducationUnion(SA).

Intendingadvertisersshouldphone(08)84100122.

IEU(SA) Executive Members

MargaretSansom(Retired)(President)

GlenSeidel(Secretary)

JohnBlackwell(Retired)(VicePresident)

JennyGilchrist(PrinceAlfredCollege)(VicePresident)

ValReinke(NazarethCollege)(Treasurer)

ChristopherBurrows(CardijnCollege)

SherylHoffmann(ConcordiaCollege)

NoelKarcher(ChristianBrothersCollege)

MarleneManey(CardijnCollege)

StephanieMargitich(GleesonCollege)

ShirleySchubert(CornerstoneCollege)

EdU July 2009 IEU(SA)4

1984 is a significant “number” in literature with parallels to the IEU’s history. In George Orwell’s novel “1984” an “everyman”, an ordinary public servant with the ordinary name of Winston Smith took on the injustices of a system he could not accept. At great personal risk and cost he rebelled against prevailing social thought perpetuated by “Big Brother” and enforced by the “thought police”.

In1984agroupofourown“everymen”and“everywomen”tookasimilarlybraveandboldsteptoorganiseacrossschoolsinanindependentwaywheretherehadbeennoparticularhistoryofworkplaceactivismoutsideofinstitutionalisedstaffassociationsandmyopicstaffmeetings.

WhethertheywereabunchofFabians,lefties,disaffectedidealistsorjustagroupofcourageouspeopledemandingafairgofortheircolleaguescanbethesubjectofmuchmusinganddebate.Therewasprobablyarangeconsciousandunconsciousmotivesamongstourembryonicactivists.Askthemyourself.ValReinkeandMargSansomarestillonexecutive;LouiseFirrellisnowanorganiser;andlifemembersBarryMorrisonandBernieDonnellyareregularattenders.Valhasalsojustjoinedtheranksofthelifemembers.TherearemanyotherswhoarestillactiveasRepsandcouncildelegates.

1984wasatimewhengovernmentfundingtonongovernmentschoolswasahottopic.Perhapsitwillalwaysbeso,butatthattimethedebatewasparticularlyintense.

ThecatholicandindependentemployersmusthavebeenexperiencingtheirownOrwellian“doublethink”atthetime.Ononehanditwasgoodtohavetheirownstafftakeupthecudgelsindependentlyofthedominantpublicsectorunion(thencalledSAIT)becausetheyexpectedsuchanorganisationwouldbemoreunderstandingoftheiridiosyncrasies.

Ontheotherhanditwasopeninguparecognisedchannelforinstitutionalisedindustrialactivitywhichhadnotbeenafeatureofthesectorinthepast.

In1984TheAssociationofTeachersinIndependentSchools(ATIS)wasbornonthefootpathofGreenhillRoadafterthenon-governmentsectionofSAITwasevictedfromtheSAITmeetingovertheissueofgovernmentfundingtonongovernmentschools.

IntheensuingyearsATISbecameANGEE(AssociationofNonGovernmentEducationEmployees)andfinallytheIndependentEducationUnion(SA).

Theroleofprofessionalandindustrialorganisationshaschangedovertheyears.Industrialrelationshasbeenrevolutionisedoverthelast25years.Awardcoveragedidnotexistin1984.TheearlyATIShadthetaskofwritingtheTeachersandSchoolAssistantsAwards.IndustrysuperannuationbecameavailablewiththeformationofISSTin1988.Individualschoolenterprisebargainingbecamethemethodforgainingimprovementstopayandconditionsfrom1997.Thisremovalofrelianceoncentrallynegotiatedawardchangesprovedchallengingformembersandemployersalike.WorkchoicescausedindustrialupheavalinschoolsasbasicemploymentconditionswereslashedbytheHowardgovernment.TheRuddgovernmenthasretainedmuchofthestructureofWorkchoicesbutrestoredmuchofthebalancethatwaslost.Itwillnotbeuntil2010thatwewillhaveastableandbenignindustrialsystem.

Harmonisationappearstobeoccurringwithmanyaspectsoftheprofessionalandindustrialagenda.TheeducationdebateisbeingincreasinglydrivenfromCanberra.Theeducationunionsareactiveindenouncingpopulistquickfixproposalsandputtingforwardtheviewsoftheprofession.OHSWisalsointhethroesofbeing“harmonised’withtheattendantriskofalowestcommondenominatoroutcome.

Thechallengesforthemembershiparebecomingbroaderandmorecomplex.AstheagendabecomesmoreCanberra-centricthereisatendencyformemberstothinkissuesareremovedfromtheirinfluence.ThechallengefortheIEU(SA)istobeactivethroughitsfederalunion–IEUAandatthesametimeconcentrateonlocalbranchandmemberissues.

Forallourmembers2009is1984.Everydayofeveryyearwillbe1984.Forour“everymen”and“everywomen”and“every-reps”and“every-members”thechallengeistoremainvigilantagainsttheforcesofconformitythatwoulddestroyflairandexcellenceandfairnessandjusticeandpotentialandachievement.

MaythespiritofWinstonSmithlivelonginourUnionandinoursociety.Happyanniversary.

Glen SeidelSecretary

Secretorial

Everyday is 1984 25 years - Doesn’t time fly

5EdU July 2009 IEU(SA)

Beginnings1984


July & August Membership Promotion. Win one of 2 ME savings accounts worth $250!

2 WAYS TO WIN1 Sign someone up and win

ForeveryfinancialmemberamembersignsupinJulyandAugusttheywillbeenteredinthedrawforaME$250account.Makesurethenominatingmember’snameisonthememberapplicationform

2 Join and win EverynewmemberwhobecomesfinancialinJulyandAugustwillbeenteredinthedrawfora$250MEaccount.LastDirectDebitdateforAugustis21st

Big Savings for Union Members

Challenge us to find youa better deal.Union Shopper is all about ensuring members receive great value for money on whatever you are looking to buy.

At no cost to you, we help save time and

money, without the hassles and headache.

Be part of the savings and make the most

of this valuable money saving service.

Before you make another purchase,

remember Union Shopper and challenge

us to find you a better deal.

Participating brands include:

It’s our Birthday and you get the presents!

To be drawn at Annual Rep Conference September 4th. Prizes generously donated by our friends at Members Equity Bank.

EdU July 2009 IEU(SA) 7

Wages Heading Southfor South Aussies

Julie LundbergAssistant Secretary

Of the 200 non-government schools in SA only 11 individual schools and 33 Lutheran Schools have negotiated Agreements or MOU’s to pay top step teacher salary rates at or over the 2008 $75,500 benchmark rate during the life of their current Agreement. That leaves members in the majority of Independent Schools and in all Catholic Schools well off the pace nationally.

Everypublicsectorinthecountry,apartfromSAispayingatleast$75,000during2009.TheACTisexpectedtoexceed$75,500during2009.ItisintheearlystagesofnegotiationsforanewAgreementandhasacurrenttopstepteachersalaryrateof$74,481paidfromJuly2008.

Tasmaniapaysthesimpleaverageofthemainlandpublicsectorratesofpayandislookingatapayriseof5.89%toliftitfromitsMarch2008rateof$71,133to$75,322inMarch2009.Thatisevenincludingthe‘leadinthesaddles’figurefromSA.TheSApublicsectorpayratehasnotyetevenreachedtheTasmanianaverageratefromayearago!

TableOnesetsoutagreedindependentschoolratesthatmeetthenationalbenchmarkof$75,500foraStep10teacher(topofincrementalscale).Anumberofindependentschoolshavebeennegotiatingwageriseswithaneyeonthenationalpictureandcontinuetodoso.

A Professional Rate of Pay

PaynegotiationsinSAin2009aredifferenttorecentyears.TheDECSrateofpayisincreasinglylaggingnationalmovementinteachersalaries.Payisonlyonepartofatotalpublicsectorschoolsfundingpackage.Thismeansthewholepackagebecomesthebenchmarkincludingfacilities,classsizes,conditionsetc.JustlookingatthepaycomponentinDECSschoolsislikelytobean

inadequatereflection.TheLutheransectorandanumberofindependentschoolsinSAhavecontinuedtopositionthemselvesrelativetothenationalsituation.Allmembersinallnon-governmentschoolsneedtodothesame.

TableTwosetsoutpublicsectorsalaryoutcomesaroundAustraliafortopoftheincrementalscaleteachersalaries.

Public Sector Teacher Salary Rates, AustraliaTop Incremental Step

2009 2010 2011 Increment Date

NSW $78,667 $81,657 $84,760 1-Jan

VIC $77,546 $79,648 $81,806 1-Jan

WA $73,280 $78,521 1-Jan,1-Feb

$76,944 $84,863 5-Oct,1-Oct

NT $76,351 $78,500

TAS $75,322 18-Mar

ACT ($74,279July‘08)

negsstarted

QLD $75,236 $78,245 $81,255 offer

SA $70,987 31-Jan

*Note:Qldratesareasoftbarrierpayrate,datestobeagreed

Step 10 Teacher Pay in Extended and Varied PSAs, MOU’s or CAs in SA 2009 – 2011Schools Feb-09 Aug-09 Feb-10 Aug-10 Feb-11 Aug-11

St Peter’s Boys (Feb, Jul) $77,844 $81,736*

Prince Alfred College (Jan) $76,944*

Scotch College $74,892 $76,390

Walford School $73,601 $75,745 $77,531 $79,317 $81,104 $82,890Pembroke School $74,347 $75,734 Eynesbury College $74,923 $78,490 $82,057 Lutheran Schools (33) $72,694 $74,148 $76,372 $77,899

Annesley College $72,697 $74,765 $76,144

Woodcroft College $72,516 $73,938 $76,071

St Andrews School $72,210 $73,971 $75,732 $77,493 $79,254 $81,015Pulteney (Feb, Aug, May, May) $72,345 $74,097 $77,433* $80,769* Tyndale (end Jan & Jul) $70,509 $71,920 $74,078 $75,560

*Note:PayincreasedatesotherthanFebandAugarelistedbesideschoolname

Table 1

Table 2


While waiting for the start of the Mother’s Day Classic Walk and Fun Run, wearing our Paid Maternity Leave T-shirts, I commented to Janet Giles, Secretary of SAUnions, about the length of the Paid Maternity Leave Campaign. It seemed that we had been running the campaign for a very long time and we mused about the difficulties of sustaining the interest and momentum of our members. We shared the hope that there would be some form of Paid Maternity Leave scheme in the imminent Federal Budget despite the difficult economic times. Janet said that a seasoned campaigner had once told her that when you were starting to feel like that, the impact of the campaign was probably only just beginning to have the intended effect.

Aswebeganwalkingamidstthousandsofotherwomen,childrenandsomesupportivepartners,JanetreceivedaphonecallfromSharronBurrow,ACTUPresident,breakingthenewsthattherewouldbeanationalpaidmaternityschemeannouncedinthecomingbudget.TheschemewouldbesimilarinmanyrespectstotheschemerecommendedrecentlytothegovernmentbytheProductivityCommission.Itwouldprovide18weeksleavepaidattheminimumwageforwomenwhoareinthepaidworkforce,althoughitwouldnotbeintroduceduntilJanuary2011.Thiswasindeedgreatnews!

Whiletheschemewillbemeanstestedanddoesnotincludesuperannuationcontributions,itisagreatstepforwardforAustralianwomenandtheirfamilies.Australiahasatlast,ifbelatedly,joinedmostcountriesthroughoutthedevelopedanddevelopingworld,insupportingwomen

Louise Firrell Organiser/Educator

Balancing ActPaid Maternity Leave – A Great Step Forward

maintaintheirlabourforceattachmentandcarefortheirinfantchildren.Itisawin-winforfamiliesandemployers.Itwillbeofgreatvalueforthelowestpaidwomenintheworkforcewhoarecasualorpart-time,aswellasprovidingadditionalsupportforthosefortunateenoughtohaveexistingemployerprovidedbenefits.

TherewillbeaFederalelectionbeforeJanuary2011.Wedonothaveacrystalball,sotheoutcomeofthiselectionisunknown.Apromisemadetobeginafterthatdatecouldbeahardonetokeepparticularlywithaburgeoningbudgetdeficit.SAUnionsplanstoinitiatea‘CrossYourHeart’Campaigntotrytoensurethatcurrentlyservingpoliticians(andfuturecandidatesforthenextelection)remaincommittedtothePaidMaternityLeavepromise.Eachwillbeaskedpersonallytopromiseand‘crosstheirheart’thattheywillcontinuetosupporttheintroductionoftheschemein2011.

Janet Giles and SA Unions Women’s Committee celebrating after Mother’s Day Classic.

At the end of June, Alison Walker will hang up her mouse and leave IEU(SA) after 14 years for early retirement. I hesitate to use the word retirement because I can’t imagine Alison “pottering around” for too long without picking up some activity or other to become involved in. It definitely is “early” as I am selfishly concerned – too early.

AlisonhasbeenasignificantpartofthegrowthofANGEE/IEUSA.HerhighlevelpublicsectorexperiencehasbroughtaprofessionalismandanattentiontodetailandproceduretoourUnionasitgrewintoapoliticalandindustrialclimatethatrequiredgreatercomplianceandaccountabilityfromUnions.Alisonreadilyrosetothechallengeoflearningelectronicsystems,servers,softwareandwebsitesaswebecamemore“wired”inthemodernworld.Sheoversawtheadminteamtojuggletheconflictingbehindthescenesdemandsthathavetobejustrightforustopresentwellinthepublicarena.Shehastheabilityanddrivetobemeticulousinplanningthelogisticsofallourmajoreventsfromconferencestorallies.HercoordinationoftheproductionofEdU,therunningofourwebsiteandother

Farewell Alison WalkerGlen SeidelSecretarymasscommunicationshasbeeninvaluableinkeepingusincontactwithourmembersandthebroadersector.

OnapersonalnoteAlisonwasagreathelptomecomingtogripswithvariouspracticalitiesasanincomingSecretary.Despiteherinitialcommentstomethatherrolewasn’tthatofaPA,andmynaturalinclinationtonotdelegateanythingtoanyone,wedevelopedagreatworkingrelationshipwheretherewasn’taprofessionalconversationthatcouldn’tbehad.

Workingwithcapable,open,interestedpeoplelikeAlisonmakesthedemandingandpressuredworkofanactiveUniondo-ableandexciting.

IwillmissAlisonandherprofessionalandproactiveapproachtoeverythingsheputsherhandto.Hershoeswillbedifficulttofillnotjustbecauseofthebreadthofareasshecovered,butbecauseofthewayshecoveredthem.


OHSDon’t Risk 2nd Rate Safety

Occupational Health and Safety is a critical issue for IEU members and core business for the IEU.

Background

In2006theCouncilofAustralianGovernments(COAG)resolvedtocreateaharmonisedsetofOccupationalHealthandSafetylawstoapplyinthefederal,stateandterritoryjurisdictions.

AtpresentthereareninedifferentsetsofOH&SLawsoperatinginAustralia.TheFederalGovernmentandalltheStatesandTerritoryGovernmentshaveagreedtomovetowardsasimpler,morestreamlinedapproachtoOH&Slaw.Infact,manyStategovernmentshavealreadymadeagreementstodealwithcrossborderissuesonOH&SandsomeaspectsofWorkersCompensationlaw.

EmployerassociationshavebeenlobbyingFederalandStategovernmentsforyearstoadoptasinglenationalOH&SsystemclaimingthatconfusionandredtapearepreventinggoodOH&Spracticeandharmingtheeconomy.Unionshavesupportedharmonisationfordifferentreasons.Employersubmissionswouldreduceworkers’rightsbyadoptingtheleaststringentOH&SprovisionsfromaroundAustralia.TheUnionmovement,quitepredictably,islookingtousetheharmonisationagendatoincreasetherightsofallworkersbyadoptingthebestOH&SprovisionsasthebasisofanynationalmodelforOH&Slaw.

What’s at stake?

Disturbingly,recommendationsformodelOHSlawsputforwardbytheNationalReviewwouldundermineexistinglawsandsafetystandardsandputworkersatrisk.KeyareasidentifiedbyUnionsthatneedtobeurgentlyaddressedtoprotectAustralianworkersandtheirfamiliesinclude:

• Ensuringthatworkersandtheirrepresentativesareconsultedbyemployersaboutanyissuethatmayaffecttheirhealthandsafety.

• Ensuringnoreductioninrights;powersandprotectionsofhealthandsafetyrepresentatives.

• Thehigheststandardofemployerdutyofcaretoensureworkers’healthandsafetyareprotected.

• ImprovingOHSstandardsbyprotectingtherightofaninjuredpartyortheirrepresentativeUniontoprosecute.

• EmployershavingtheburdenofproofinOHSprosecutionstoestablishtheydidalltheycouldtomakeworkhealthyandsafe.

• TherighttoeffectiveworkplacerepresentationonOHSissues.

Undercurrentlawsinmoststates,employersmustconsultworkersaboutheathandsafetyissuesintheworkplace.Theproposedlawsstatethatemployerswouldonlyneedtoconsultifitwas“reasonablynecessary”andonlythenwithworkerswhowere“directlyaffected.”

Asyouwouldappreciatethedifficultycomeswhentheemployersandemployeesareforcedtoworkoutwhatisreasonableandwhoisdirectlyaffected.Thissortoflawleavestheissuesofhealthandsafetyopentointerpretation.Thisisexactlythesortoflooselanguagewhichleadstodisputesandputspeople’sheathandwellbeingatrisk.

TheIEUisparticularlyconcernedwhenthereistalkaboutthereductiontotherights,powersandprotectionsofelectedHealthandSafetyRepresentatives.TheIEUisworkinghardtohaveHealthandSafetyRepselectedinallofourschools.TheseelectedH&SRepsneedclearlydelineatedpowersandfunctionstobeabletooperatewithconfidenceandpurpose.PartofGerryConley’sgovernment-fundedprojectroleistovisitschoolsandassistwiththeprocessofelectingHealth&SafetyRepsforeachworkgroupattheschoolandtosupportH&SRepsintheirrole.

Conclusion

TheACTUwebsitecontainsmaterialontheOHSHarmonisationprocess:http://www.actu.asn.au/HealthSafety/Campaigns/DontRisk2ndRateSafety

andcontainsanonlinepetitionwhichallmembersareurgedtosign:http://www.rightsatwork.com.au/campaigns/ohscampaignaction

IfyouhaveanyconcernsaboutOHSinourschools(ormoregenerally)contact:

WendyEvans–OrganiserWorkplaceHealth–[email protected]

GerryConley–OHSWProjectOfficer–[email protected]

Wendy EvansWorkplace Health Organiser

10

Increasing enrolmentsThere is a place for schools of all sectors in the Australian education landscape – including government, Catholic and independent.

Enrolments have increased in all school sectors over the last 40 years, with no decline in government school enrolments.

According to 2008 ABS data, there are 2729 non-government schools, catering for 1,169,740 students. These enrolments account for:

◗ 30.2% of all primary students

◗ 39.2% of all secondary students

◗ 34.1% of all students

Diverse nation, diverse educationIf Australia is serious about nation building and ensuring an equitable education for all, a good public education system is vital. Governments should provide high quality, well-funded public schools in every community. Equally, there should be quality non-government schools, well funded, according to need.

Just as families come in all shapes, faiths and cultural backgrounds, their reasons for choosing non-government schools are varied.

For instance, more than 91,000 families with two or more children at school had children in more than one sector, and more than 650 families chose all three sectors. More than 200,000 students in Australian schools have at least one of their brothers or sisters educated in another school sector.

We are a nation in which more than 25% are overseas-born, more than 200 languages are spoken and, coinciding with immigration patterns, there has been

diversity.

In Sydney Metropolitan Catholic schools alone:

◗ 67,510 students, or 43% of students in Catholic schools are from a language background other than English (LBOTE)

◗ 135 Catholic schools (43%) have more than 50% of students enrolled being LBOTE students

◗ 22% have more than 75% of students being LBOTE students

◗ 8% have more than 90% of students being LBOTE students

◗ Three schools have 100% of their students being LBOTE students

(Source: 2007 NSW CEC)

“We are all trying to foster in students a sense of hope, identity, purpose, self-esteem and value. When we feel good about ourselves we feel good about and towards others.” Gary Brummell, Principal of Christian Community High School in Regent’s Park, Sydney, where more than 30 different languages are spoken at home.

Students from Masada College (Jewish), Australian International Academy (Muslim) and Davidson High during the Respect, Understanding and Acceptance program, which is aimed at breaking down barriers. The program is an initiative of the NSW Jewish Board of Deputies. Photo: Jenny Kahn

“Our whole approach is one of inclusiveness and belonging and accepting that it is okay to be different.”

Anne Maree Marek, Principal of Sts Peter and Paul Primary School, Garran, Canberra. With many students coming from Canberra’s embassies, there are about 30 nationalities represented at the school.

The IEU represents more than 29,000 teachers, principals and support staff in NSW and ACT non-government

schools, colleges and early childhood services, and more than 65,000 nationally. Our members come from institutions of every major religion and faith, along with many non-religious schools.

We, as a Union, are strong supporters of the values, ethics and principles that all schools, including public schools, share with the broader community. We acknowledge the vital work of educators in encouraging unity and breaking down stereotypes, and we support our schools in this endeavor.

Whether public, secular independent or faith-based, all schools have a valued and rightful place in our community and they remind us that diversity is something to celebrate. This is worth supporting.

Face of the nationAustralians come from a broad range of cultural, religious and linguistic backgrounds and the non-

this diversity.

For many families, the ability to send their children to

their faith, keeping alive their language or catering for

be Australian.

Non-government schools are also at the forefront of sharing culture within the community and building understanding. They provide frequent opportunities for people of many backgrounds to come together and learn from each other through cultural exchange programs, peace initiatives, interfaith events and diversity days.

The fabric of our future Our schools come in all shapes and sizes and, while they provide a broad choice, many also cater for

provides learning opportunities for a wide range of students who are either not easily accommodated in mainstream schools or who, for one reason or another,

more have large numbers of students from low socio-economic backgrounds.

Some non-government schools with high numbers of Indigenous students have leading-edge programs to help maintain local language and culture. In the case of faith-based schools, these support families and communities in conveying their values to their children.

able to learn about a heritage that elsewhere has been kept from them.

Learning their language, marking Kalu Sulaqa and saints’ days and celebrating events like the Assyrian New Year enable

students of St Hurmizd Assyrian Primary School and Mar Narsai Assyrian College to keep their culture alive. These are the

diversity brochure.indd 2 26/5/09 9:47:24 AM


Non-government Education Reflecting Diversity

Chris Watt IEUA Federal Secretary

Representing our members

TheIEUArepresents65,000teachers,principalsandsupportstaffinnon-governmentschools,collegesandearlychildhoodservicesthroughoutAustralia.Ourmemberscomefrominstitutionsofeverymajorreligionandfaith,alongwithmanynon-religiousschools.

We,asaUnion,arestrongsupportersofthevalues,ethicsandprinciplesthatallschools,includingpublicschools,sharewiththebroadercommunity.Weacknowledgethevitalworkofeducatorsinencouragingunityandbreakingdownstereotypes,andwesupportourschoolsinthisendeavour.

Whetherpublic,non-governmentorCatholic,allschoolshaveavaluedandrightfulplaceinourcommunityandtheyremindusthatdiversityissomethingtocelebrate.Thisisworthsupporting.

Australianscomefromabroadrangeofcultural,religiousandlinguisticbackgroundsandthenon-governmentschoolsectorbothreflectsandcelebratesthisdiversity.

Formanyfamilies,theabilitytosendtheirchildrentoschoolsreflectingtheircultureandvalues,teachingtheirfaith,keepingalivetheirlanguageorcateringforspecificneedsisanintegralpartofwhatitmeanstobeAustralian.

Non-governmentschoolsarealsoattheforefrontofsharingculturewithinthecommunityandbuildingunderstanding.Theyprovidefrequentopportunitiesforpeopleofmanybackgroundstocometogetherandlearnfromeachotherthroughculturalexchangeprograms,peaceinitiatives,interfaitheventsanddiversitydays.

The fabric of our future

Ourschoolscomeinallshapesandsizesand,whiletheyprovideabroadchoice,theyalsocaterformanyneeds.Thenon-governmenteducationsectorprovideslearningopportunitiesforawiderangeofstudentswhoareeithernoteasilyaccommodatedinmainstreamschoolsorwho,foronereasonoranother,havehadtofindalternativeopportunities.Morethan80specificallycaterforspecialneedschildrenandmanymorehavelargenumbersofstudentsfromlowsocio-economicbackgrounds.

Somenon-governmentschoolswithhighnumbersofIndigenousstudentshaveleading-edgeprogramstohelpmaintainlocallanguageandculture.Inthecaseoffaith-basedschools,thesesupportfamiliesandcommunitiesinconveyingtheirvaluestotheirchildren.Insomecasestheycanevenmeanstudentsarefinallyabletolearnaboutaheritagethatelsewherehasbeenkeptfromthem.

Increasing enrolments

ThereisaplaceforschoolsofallsectorsintheAustralianeducationlandscape.Enrolmentshaveincreasedinallschoolsectorsoverthelast40years,withnodeclineingovernmentschoolenrolments.

Accordingto2008ABSdata,thereare2729non-governmentschools,cateringfor1,169,740students.Theseenrolmentsaccountfor:

30.2%ofallprimarystudents39.2%ofallsecondarystudents34.1%ofallstudents

Diverse nation, diverse education

IfAustraliaisseriousaboutnationbuildingandensuringanequitableeducationforall,agoodpubliceducationsystemisvital.Governmentsmustprovidehighquality,well-fundedpublicschoolsineverycommunity.

ButthisisfarfromtheonlymodeofeducationchosenbyAustralianfamilies.Justasfamiliescomeinallshapes,faithsandculturalbackgrounds,theirreasonsforchoosingnon-governmentschoolsarevaried.

Forinstance,morethan91,000familieswithtwoormorechildrenatschoolhadchildreninmorethanonesector,andmorethan650familieschoseallthreesectors.Morethan200,000studentsinAustralianschoolshaveatleastoneoftheirbrothersorsisterseducatedinanotherschoolsector.

Justasweareanationinwhichmorethan25percentareoverseas-born,morethan200languagesarespokenand,coincidingwithimmigrationpatterns,therehasbeenanincreaseinpeopleaffiliatedwithreligionsotherthanChristianity,sotodonon-governmentschoolsreflectourdiversity.

Towards coherent funding

TheIndependentEducationUnionofAustraliahaslongarguedforafederalfundingregimeforschoolingthatprovidesfortransparency,accountability,certaintyandadequacy.

TheIEUAbelievesthatamorecoherentpublicpolicyoneducationfundingisessential.ItmustacknowledgetherealitiesofAustralianschoolsandprovidethewayforwardforamoreequitableandlessdivisiveframeworkofschooling.

TheIEUAsupports:

• Developmentofclearprinciplestobringthedifferentialfundingfromstateandfederalsourcesintoaconsistentframework.Thiswouldenablepublicdiscussionoffundingrealitiestotakeaccountofallsourcesoffundingforgovernmentandnon-governmentschools.

• Therequirementthatequitymeasurestargetextrafundingacrossallschoolswhererelevantstudentand/orschoolneedsareidentified.


National Grant Project

A multi-partner project funded through the Australian Research Council has commenced work on enhancing early career teacher resilience and retention in changing times.

AgroupofearlycareerteachersinSAschoolsarebeinginterviewedaspartoftheproject.Thetheoreticalframeworkoftheprojecthasreceivedagoodresponseinternationallyandtheresearchteamarehighlyenthusiasticaboutthequalityandrelevanceofthedatatheprojectwillyield.

Aninductionprogram,reducedworkload,classandsubjectallocationsuitableforarecentgraduate,formalandinformalmentoringandwiderpersonalandprofessionalsupportnetworksareallelementsthatcurrentexperienceshowsdonotconsistentlycometogetherinfullforallbeginningteachers.Hownewteacherscopewiththerealityoftheirearlyexperiencesandwhatitisthatisparticularlyimportantto‘survival’intheearlyyearsandadesiretostaywithteachingasacareerareofgreaterconcernasthepredictedmarketshortagebecomesclosertoreality.

SeveralPhDstudentsarefocussingonresilienceand(a)howinteractiveonlinetechnologyandsocialnetworking‘helps’and(b)styleofpersonalandprofessionalidentityadoptionandintegrationintotheroleofteacher.

Teacher Supply & Demand

InSA,incontrasttoWA,theotherstateinvolvedintheproject,teachersupplyanddemandhasremainedstableuntilnow.ThevariousprojectionsofanabsoluteshortfallofteachersmadeoverthelastseveraldecadeshavenoteventuatedinSA.However,planningandincentiveshavebeenneededtofillvacanciesinsomerurallocationsandsecondarysubjectareas.

ThethreeemployerbodiescoveringallschoolsinSA,DECS,CESAandAISSA,havesetupataskforcetoworkwiththethreeuniversities,UniSA,FlindersandAdelaide.Theprimaryroleofthetaskforceisforcollaborationaroundteachersupplyanddemandissues.

Poorearlycareerexperiencesinschoolsisjustonefactorimplicatedinwastageratesofrecentgraduates.

Todatetheemployers,particularlythosebasedinthegreatermetropolitanareaofAdelaide,havebeenabletorecruithighqualityteachers.DECSinparticularhasbeenabletorelyonalargereservepoolandhashadfewpressurestochangeemploymentpractices.

Astheteacherworkforcesupplyshrinksclosertothedemandlevel,allthreeemployerbodiesneedtofacilitate,encourageandlookaftertheneedsoftheircurrentandfutureemployeegroup.Anabsoluteshortfallisprojectedwithinafewyearsunlessemploymentpracticeschangewithnewinitiativestofacilitate,maintainandaccommodatethecurrentandfutureworkforce.

Issues in Catholic and Independent Schools

Toensurecareerpathopportunitiesandteachingwithcolleagueswell-matchedtotheirroles,employersmaytakeanumberofsteps:

• Ongoinginitiativeswithboththeuniversitiesandupcominggraduatestoensurecapacitytofillneededspecialistareasandhardtostafflocations.

• Offerofconditionsthatattracttheverybesttoenrolinteachereducationprogramsandthentotheteachingprofession.

• Developmentopportunitiesforcareerpathsincludingleadershipbothwithinandoutoftheclassroom.

• Excellentsupportforrecentgraduateswithtimeformentoring,reducedworkloadandappropriaterolesandsupport.

WithpayissuesattheforefrontinSAandworkloadidentifiedasatopissuebymany,itwillbeinterestingtoseeifanactualshortageofhighlyqualifiedteachersfacilitatesawideremployerfocusonattractingandretainingstaff.

Professional PortfolioEarly Career Teacher Resilience Project

Julie LundbergAssistant Secretary

13

Is your super being eaten up by fees?Have you got more than one super account? Then it’s probably costing you money! Get all your super accounts together in one place and you can:

3Reduce the fees you pay to manage your super

3Help your super grow faster

3Have less paperwork to manage

Transfer to NGS Super and Win!If you transfer money from other accounts into your NGS Super account between 1 January 2009 and 31 July 2009, you will go into a draw to win a trip to Port Douglas worth $4,500 – or a $4,500 contribution to your super if you prefer. We also have ten Dymocks vouchers worth $50 each to award in the draw.

Non-Government Schools Superannuation Fund ABN 73 549 180 515

Get it all together and you could win a trip worth $4,500!

www.ngssuper.com.au G

1300 133 177

For further information about the competition and consolidation, please

consult our website – www.ngssuper.com.au


In 2002 the Catholic Education Office and the Union (ANGEE at the time) were pleased to launch the jointly developed “Charter for Teachers in Catholic Schools SA”. This collaborative effort was welcomed as a positive step in our professional relationship with the CEO.

TheUniononlyparticipatedintheprojectandagreedtojointlybadgetheCharteronthebasisthatthedocumentwasaspirationalandwouldnotbeusedindisciplinaryproceedingsagainstourmembers.Forthefirstfewyearsthisagreementappearedtobehonoured,butinrecentyearstheCEOhasbeeninsertingreferencestopotentialbreachesoftheCharterindisciplinaryletterstomembers.

TheCEOhasrejectedtheIEU’sobjectionsandhastakenthepositionthatitisentirelyappropriatetoincludeinlettersallegingbreachesofvariousformalpoliciesanalmostthrow-awayreferencetotheCharteringeneral.RecentlythisreachedtheextremewhereamemberwascalledtoaformalmeetingwheretheonlyallegationwasbasedonagenerousinterpretationoftheCharter.

TheIEU’spositionisstillthattheChartershouldnotbeusedfordisciplinarymattersandisatthisstagereluctanttowithdrawitsendorsementforsuchawellconsideredstatement.

TheCEOshouldtakenotethenthattheCharterappliesequallytomanagementandstaff.PrincipalsandDeputiesarealsoteachersandaccountableforobservingtheCharter’srequirements.

IfPrincipalsdonotprovidemembersproceduralfairness• bynotproperlyinvestigatingallegationsor• byintroducingextraneousandgeneralised“where

there’ssmokethere’sfire”observationsor• bynotbackingtheprofessionaljudgmentofstafftheyareinbreachofthefollowingCharterclauses.• The teacher works with others in a culture of trust,

shared decision making and open communication. • The teacher maintains the professional reputation

of colleagues. • The teacher acts according to the highest ethical

standards in carrying out professional responsibilities.

TheChartercutsbothways.Eitherneitherofususeitformallyorwebothdo.TheIEUwillnotbecomplicitinbadgingadocumentwhichisonlyusedagainstmembersandnotalsointheirdefence.

Charter for TeachersA two edged sword

OneofthekeyclaimsoftheIEUlogistoaddresstheinadequaciesandambiguitieswithinthecurrentESOclassificationstructure.Reformislongoverdue.TheemployersandIEUhaverecognisedthisforsometime.TheEnterpriseConsultativeCommitteeestablishedaworkingpartytobegintheprocessofreviewingthecurrentstructureaheadofEnterpriseAgreementnegotiations.

Thatworkingpartyidentifiedissuessuchas:• Greaterclarityisneededwhenprogressingfromone

gradetoanother.• Newlyevolvedroleswhichwerenotconsideredwhen

thecurrentstructurewasdrafted.• OngoingeducationofPrincipalsandESOs

regardingtheirresponsibilitiestoregularreviewsasoutlinedintheaward.

Frankly Speaking Catholic EA Update – ESO Classification

Frank BernardiOrganiserTheVictorianCatholicSchoolAssistantsHandbookwasdeterminedtobeasuitablemodelforSouthAustralianCatholicSchools.TheIEUhasputforwardtheproposalthatanESO’sjobscontain4keyareasthatneedclearwordingandrecognisableboundaries.Theseguidelinesare:• CriteriaUseimprovedgeneralandspecificcriteriato

outlinewhatthejobinvolvesinbroadterms.• Supervision / ResponsibilityMakeclearboththelevel

ofsupervisiontheschoolassistantworksunderandthedegreeofresponsibility(independence)theycanbeexpectedtoexercise.

• Qualifications Identifyqualificationsthatarenecessarytoholdapositionandwhatexperiencecanbedeemedanacceptablealternative.

• Indicative DutiesThiswillcontainasummaryofexemplartasksforeachstreamateachlevelandpossiblyalistofcommonnamesortitlesforemployeesinthedifferingcategories.

Workcontinuesonthisrewriteandthedevelopmentofahandbookisprogressingwithgoodfaithbeingshownbybothsidesastheyseektoaddressthefourkeyissuesasidentifiedabove.

Glen SeidelSecretary


IndustrialOnYa Principal:Parent blamed for teacher’s heart attack

From the school newsletter of a Queensland Catholic school

DearParentsandCaregivers,

Iusuallyendeavourtousethenewsletterasapositivemeansofcommunicatingwithparents,caregiversandstudents,soamloathtoraisesomenegativeissues,butIfeelthatthetimehascometousethisnewsletterasawayofconveyingmyconcernsaboutanumberofissues.

Oneissuefocusesonthebehaviourofsomeparentsandtheotheriscentredonthebehaviourofsomestudents.Safeparkingandthepickupanddeliveryofstudentsonbothcampusesisanongoingissue.

Hence,thedecisionwastakentoenforcedropoff/pickupzonesontheJuniorCampusandtoenforcetheuseofthesupervisedcrossing.Whilethishasenjoyedthesupportofthemajorityofparents,ithasnotbeenunusualforthestaffsupervisingthecrossingtobeyelledat,abusedorignored–simplyfortryingtoensurethesafetyandwellbeingofyourchildren.

Unfortunately,lastWednesdayafternoonsawamemberofstaffverballyabusedandintimidatedtosuchanextentthatshesufferedaheartattackafewhourslater.Thisistotallyunacceptable.Notonlydoesthestaffmemberinvolvednowhaveaslowandlongroadtorecovery,butthestudentsinherclasshavebeendeprivedofanextremelycompetent,dedicatedandtrulycaringteacherforquiteafewweeks.TherearenowinnersinthissituationandIbelieveitisextremelysadthatstudents,parentsandotherstaffhadtowitnesssuchadisplay.ThisbehaviourissociallyunacceptableandwillnotbetoleratedatXXXXCatholicCollege.

Itwouldseemthatlargeportionsofoursocietycondonethisbehaviour.Itisoftenwhatweseeportrayedinthemedia,sprawledacrossourtelevisionscreensandblaringoutinthelyricsofpopularsongs.Whenstudentsseetheirparents/caregiverstreatingotherswithdisrespectwhenangry,theylearnfromexamplethatthewaytodealwiththeirangeristodothesame.

Whenstudentsseetheirparents/caregiversnotfollowingtherules,theylearntonotfollowtherules.Whenstudentsheartheirparents/caregiversswearingatothers,theylearnthatitisO.K.touseswearingaspartoftheircommon,everydayspeech.Theseincreasinglynegativewaysofspeakingandbehavingseemtobegainingacceptanceinoursociety.

XXXXCatholicCollegehasestablishedcodesofconductforallwithinitscommunity.Thesecodesofconductapplytoparents,staffandstudents.Children,youngandold,needandwantboundaries.Theyneedtoknowthattheseboundariesarefairandjustandwillbeconsistentlyandfairlyapplied.Iamconcernedthatourstandardsoflanguage

andbehaviour,forsomestudents,seemtobefalling.Somestudentsseemtothinkthatitisappropriatetoswearconstantly,bothinandoutoftheclassroom.Thiswillnotbetolerated.

Somestudentsseemtothinkthatitisappropriatetothrowfoodaroundatlunchtime,throwingitatotherstudentsandstartingfoodfights.Thiswillnotbetolerated.

SomestudentsthinkitisO.K.topushandshoveothersaround,justbecausetheyfeellikeit.Thiswillnotbetolerated.Allstudents,fromYears5-12,havebeenveryclearlytoldthatthisbehaviourisunacceptableatXXXXCatholicCollegeandwillresultinparentsbeingcontactedandstudentsremovedfromtheCollegeforaperiodoftime.IWILLNOTALLOWTHEEXCELLENTBEHAVIOURANDREPUTATIONOFTHEMAJORITYOFOURSTUDENTSTOBETARNISHEDBYTHOSEWHOCHOOSENOTTOABIDEBYOURSTANDARDSOFGOODBEHAVIOUR.

XXXXCatholicCollegeisagreatschoolandIamveryproudtobePrincipalhere.IknowthatweenjoythesupportofthemajorityofourparentcommunityandIbelieveweworkwellinpartnership.Ialsobelievethatthemajorityofourstudentsactwithintegrity,honesty,toleranceandgoodwilltoothers.

Thereisjustasmallminoritywhoneedtoraisetheirbehaviourtoreachwhatweconsidertobeanacceptablelevel.Weareveryhappytohelpthosestudentstodoso,butitmustbewiththesupportoftheirfamiliesandcaregivers.

Withoutthissupport,wecanachieveverylittle,andwithoutthissupport,IwouldsuggestthatXXXXisnottheplaceforthesestudents.Wemustworkinpartnership,ornotatall.

The IEU subscribes to a number of journals which may be of interest to members. There are two new ones:

MuslimsAustralia(AnAustralianFederationofIslamicCouncils(AFIC)PublicationandRedress(TheJournaloftheAssociationofWomenEducators).Youareabletocomeinabrowseduringofficehours.


Lutheran DigestNegotiations Update

Louise FirrellOrganiser/Educator

Recently, while visiting Lutheran schools to talk to staff about the changes to the Preserved State Agreement, I noticed a question written on a staffroom whiteboard which said:

‘Where does Industrial Relations fit with ‘vocation’ in Lutheran schools ie Enterprise Bargaining?’

Ididn’taskwhetherthiswasarhetoricalquestionorwhetherthewriterwasexpectingformalorinformalresponses.InanyeventitwasaquestionthathasbeenframedindifferentwaysbydifferentstaffinLutheranschoolsfromtimetotime,soIthoughtitworthyofsomeconsideration.

A summary of the Lutheran Church of Australia’s position on the nature of vocation on their website says:

‘Theideaofvocation(Gk.klesis:‘calling’)hasalonghistoryinChristiantheology.Inbasic,biblicalterms,allChristiansarecalledtofollowChristandliveinhim(Rom1:6).Thusthecallfocusesonthegospel—bothforthosewhopreach(‘calledtobeanapostle’,1Cor.1:1),andforthosewhohearandbelieve(‘calledtobefree’,Gal5:13).TheChristianlife,therefore,canbedescribedasliving‘alifeworthyofthecallingyouhavereceived’(Eph4:1)—andthusembracesacalltoworkinthemannerdescribedabove(3.c.18),andimpliesalifewhichshunsselfishindividualismandseekscommunity,fellowship,andthecommongood.

Onthebasisof1Corinthians7:20(‘Leteachofyouremainintheconditioninwhichyouwerecalled’),LutherdevelopedhisteachingontheChristian’scallingintheworld,[by]removing‘vocation’fromthemonasterytothemarketplace.AChristianworksintheworldtothebestofhisorherability;housewife,mother,cobbler,tailor,teacher—allofthesecanbe‘highcallings’inwhichfaithandtrustinGod’sprovidentialcaregrows,andtheneighbourisservedbyloveandgoodworks.Righthere—inthisworld:inourhomes,schoolsandworkplaces—iswhereweareto‘takeupourcross’andlivethelivesofforgiven,forgivingsinnerswhohavebeen‘calledbythegospel’.’

Theproblemmaywellstartherewiththeconceptof‘shunningselfishindividualism.’Allofthemainstream

Christianchurchesaswellasotherworldfaithsystemshaveattheirhearttheimportanceofservicetothepoor,andtheimportanceofeschewinggreedandexploitationofothers,thiscoupledwiththerejectionof‘selfishindividualism’seemstoframethecontextforthebeliefthatitissomehow‘un-Christian’tobeinvolvedindiscussionsaboutsalaryandconditions,thatisEnterpriseBargaining.

DietrichBonhoeffer,theLutheranPastorandtheologian,wrotethatthespiritualandtemporalworld,whileseparate,coexisted.Thespiritualworldwastheultimate,thetemporal,thepenultimateandChristiansmustdealwiththeirdailylivesinaChristcentredwaywithinthecontextofthesecularenvironment.Oneofthecentralethicalissuesinthediscussionaboutworkisthevalueofthepersonintheproductioncycle.Societyexistsforthebenefitofall,andweeachmakeacontributiontothatwhole.Individualsinthatprocessshouldnotbeconsideredsimplyacommodityormaterialresourcebecauseitisthrougheachindividual’slabourthatthatsocial,intellectualandmaterialcapitaliscreated.Theindividualcontributionneedstobejustlyrecognisedandrewarded.Tohaveavoiceinthatprocessisnot‘selfishindividualism,’butitisclaimingtherighttohaveavoiceandparticipatefullyasacitizeninthecommonendeavour,thatis,‘commongood’.

Mostcitizensfeelcomfortablewiththenotionofminimumstandardsforwagesandconditionssothatthemostvulnerableinoursocietyareprotectedfromexploitationandareabletoearna‘livingwage’.ThatconcepthasunderpinnedAustralianIndustrialRelationsfrom1907,sincethedecisionofJusticeHigginsintheHarvestercase.Thatfundamentalprinciplewhichwenowtakeforgrantedwasarguedforbyworkingmenandtheirwivesinthefaceofoppositionfromtheiremployeratthetime,MrHughVictorMcKay,amanufacturerofagriculturalmachinery.JusticeHigginsruledthattheworkers’remuneration“mustbeenoughtosupportthewageearnerinreasonableandfrugalcomfort.”ItishardtoarguethatexerciseinIndustrialRelationsinvolvedtoomuch‘selfishindividualism’onthepartoftheworkersandtheirfamilies.

TheAustralianIndustrialRelationsframeworkhasbeenshapedsinceFederationtoenableworkingwomenandmentohaveanopportunitytoinfluencetheirworkingconditionsinwaysthatnotonlybenefittheindividualbuttheworkingcommunityatlarge.Weallacceptasgiventheeighthourday,annualleave,leaveloading,equalpayforequalworkformenandwomen,maternityandpaternityleave,superannuation,longserviceleave,healthandsafetylegislation,sickleave,unemploymentbenefitsandpenaltyrates,butitiseasytooverlooktherealitythatthesehave


allbeenachievedthroughtheeffortsofworkingmenandwomenthroughcollectivebargainingthroughtheirrespectiveunions.

TheLutheranChurchhasaMemorandumofUnderstandingwiththeIndependentEducationUnionwhichacknowledgestheimportanceandlegitimacyofIndustrialRelationsinLutheranEducation,whichisprominentlydisplayedonmostLutheranschoolnoticeboards.TheCatholic,AnglicanandUnitingChurchesalsohavepolicypositionssupportingtherightsofworkingmenandwomentobetreatedwithfairnessanddignityintheiremploymentandsupportingtheirrighttojoinunionsandberepresentedbythem.

SowhyisitthatIRmightnotbecompatiblewiththenotionof‘vocation?’IsitthatemployeesinLutheranschoolshavesuchgoodsalariesandconditionsthattheydonotthinkthattheyneedanyimprovement?Goodconditions(smallerclasses,adequatenon-contacttime,reasonableco-curricularloadandsoon)enableemployeesinschoolstoteachandsupportstudentsmoreeffectively.Thisiswhatschoolsandstaffshouldbeabletodo.TheseconditionshavebeendevelopedovertimethroughEnterpriseBargaining.

SalariesinLutheranschoolsaremaintainingtheirrelativepositionwithothernongovernmentschoolsinSouthAustralia.Thisisseentobefairandproperbythemajorityofstaff,andwehavenotheardfromanyprincipalsorbursarsthatstaffhavereturnedunwantedsalaryincreasestotheirschools.Ifsalariesareinexcessofwhatisrequiredbyemployeestheycouldbeputtogoodusesupportingthedisadvantagedinmanyways.

ThereseemstobelittletosupporttheargumentthatIRisnotcompatiblewith‘vocation’inaLutheranoranyotherChristianorotherreligiousschool,unlessitisanexcusetositbackandenjoythebenefitsthathavebeengainedforthe‘commongood’thatothershavesecuredforyou.

References

WorkinLutheranTheology–TheConceptofVocationhttp://www.lca.org.au/resources/csbq/workunemploy4.pdf

HarvesterDecisionHBHiggins(1907).“ExparteHVMcKay(HarvesterCase),(1907)2CAR1”(pdf).LawInternetResources.ParliamentofAustralia,ParliamentaryLibrary.http://www.aph.gov.au/library/intguide/law/harvester.pdf

UnitingChurch–ChurchasEmployer–AStatementofPrinciple–SynodofVictoriaandTasmania2006http://victas.uca.org.au/synod-committees-and-forms/committees/lay-staff-representatives-committee-lsrc/industrial-relations--church-as-employer-a-statement-of-principles.pdf

ACatholicPerspectiveonIndustrialRelationsBrianLawrence,Chairman,AustralianCatholicCouncilforEmploymentRelations

AFaithPerspectiveonIndustrialRelationsinContemporaryAustralianSocietyCommunityForum,StJohn’sCatholicChurch,Mitcham2007ttp://www.accer.asn.au/index2.php?option=com_docman&task=doc_view&gid=75&Itemid=41

Footnote

TheballotfortheextensionandvariationstothePreservedStateAgreement(LutheranSchoolsEnterpriseAgreement2005)hasbeenconductedandthemajorityofemployeesinLutheranschoolshavevotedinfavourofthechanges.

• PaidCarer’sleavewillbeforamaximumof10daysinanyoneyear,untiltheNationalEmploymentStandardsremoveslimitin2010

• PaidMaternity/AdoptionLeaveof14weeks

• Twodayspaidfamilyeventsleave

• Accesstoarevisedroleclassificationcriteria

TheIEU(SA)acknowledgesandrecognisesthecontributionthatsupportstaffmaketoourschools.Theaboveconditionshavebeenwonthroughmemberinvolvementduringnegotiations.Thatinvolvementtakestimeandenergyforthebenefitofall.Wearetoldthatoneofthereasonsthatsupportstaffoftenaren’tmembersoftheunionisthattheyhaveneverbeenasked.Pleaseconsideraskinganonmembertojoin.

EducationsupportstaffinCatholicandIndependentSchoolshavewonsimilarconditions.Forfurtherandmoredetailedinformationaboutyourparticularconditionscontactwendye@ieusa.org.auorthewebsitewww.ieusa.org.au.

Support Staff in our schools have quite detailed conditions codified in their agreements and in their underpinning award. In the recent Union negotiated Lutheran Schools Agreement, Lutheran School Officers have won access to:

• Improvedredundancyprovisions

• AccidentMakeUpPay,ifyouareinjuredatworkpaymentstepdownsaredelayed

• Clothingallowance

• Familyfriendlybreastfeedingfacilities

• ReleasetimeforHealthandSafetyrepresentatives

• Accessuptofive(5)daysofworkrelatedprofessionaldevelopmentortrainingperschoolyear

• Immunisationagainstinfectiousdiseases

• 10%salaryincreaseovertwoyears

• Subsidisedprovisionofuniformtoamaximumreimbursementof$210percalendaryear

ESO UpdateYou have it, use it, if you want to know more, ask.

Wendy EvansWorkplace Health Organiser


IEU TrainingRepresentative Education Program

ThenewIEURepresentativeEducationProgramhascommencedwithanIntroductorycoursefornewRepsandaseriesofContinuingcoursesforRepswhohavecompletedtheIntroductorycourse.EachcoursecontainsanumberofmoduleswhichwillbelistedseparatelyonCertificatessoRepscankeeparecordoftheirprogressthroughtheEducationprogram.

The next dates for the Introductory Reps course are:

• Monday3August

• Friday18September

• Tuesday29September(schoolholidays)

and the Continuing Reps course training dates are:

• Monday13July–IndustrialandotherWorkplaceRelatedLegislation

• Friday14August–BuildingUnionVisibility

• Thursday8October–Representingmembers

Lutheran Consultative Committee courses

AnumberofonedaycoursesformembersofLutheranSchoolConsultativeCommitteeshascommencedinJuneandwillcontinuethroughtoAugust.ThesewillprovideparticipantswiththeinformationandskillsneededtoeffectivelyparticipateinthefunctionsoftheConsultativeCommittee.

Next dates for these courses are: • Monday27JulyandThursday6August

Reps Conference

Repsshouldkeepthe4Septemberasideasthat’sthedaywewillbeholdingourAnnualIEURepsConferenceatFestivalFunctionsCentreinFindon.Thisyear’sconferencewillagainfocusonhealthandsafetywhilelookingatissuesin“BuildingtheEducationRevolution”andcouldinvolveHealthandSafetyRepresentativesfromGovernmentSchools.

How to participate in IEU Training

IfyouwishtonominateforanyIEUcoursespleasecontactCarlyorGerryoryourorganiserattheIEU.ReasonabletravelcostswillbereimbursedforRepswhoareattendingfromcountryschools.Werequestthatyoudonotmakeanytravelarrangementsbeforediscussingthemandgettingapprovalforthemfromusfirst.

Health and Safety Representative Training

TheIEUrecommendsSAUnionsastheSafeworkapprovedproviderforHealthandSafetyRepresentativetraining.Youcanenrolfortheirtrainingcoursesonlineathttp://www.saunions.org.au/hsrtrainingorbycontactingthemon82792222.

Thecoursestheyhavescheduledforthenextfewmonthsare:

SR Level 1 (for HSRS who have yet to attend training)

6-10 July(PortPirie) 26-30October(Adelaide)

27-31July(Adelaide) 16-20November(Adelaide)

24-28August(Adelaide) 23-27November(MountGambier)

21-25September(Adelaide)

HSR Level 2 (for HSRs who have completed the level 1 course)

3-7 August(Adelaide)

9-13 November(Adelaide)

14-18September(Whyalla)

HSR Continuing Training (for HSRs who have completed level 1 and 2 training).All these courses will be held in Adelaide.

• Review,revisionandupdate–20July

• Hazardmanagementandhazardoussubstances–21July

• Ergonomicsintheworkplace–22July

• Psychologicalhealth–30September

• Slips,tripsandfalls–1October

• Workplacehealth-bodymapping–2October

AttendingtrainingisanentitlementforHSRsundertheOccupationalHealth,SafetyandWelfareActandtheemployershouldcoverthecostofthecourse.

SAUnionsalsooffersarangeofotherhealthandsafetycourseswhichareopentohealthandsafetycommitteemembers,principals,managers,supervisorsandhealthandsafetycoordinators.

Health and Safety Committees

Health and safety committee skills for new committee members (1 day)13August,29September,12November

Health and safety committee skills for continuing members14August,13November

Responsible Officer – OH&S Training (half day)8September,27October

Managers, supervisors and committee members – OH&S Training15–16September,16–17November

FurtherinformationonthesecoursesisavailablefromtheSAUnionswebsite.

Gerry ConleyEducator


Gerry ConleyOHS Project Officer

OHS ProjectOHS and “Building the Education Revolution”

The scale, spread and short time frame for the almost concurrent expenditure of about $1.2 billion on physical facilities in most SA schools both non-government and government means that there will be a range of foreseeable hazards and identifiable risks to the health and safety of staff and students as well as construction workers.

Whilewelcomingthebenefitsthatwillfollowfrom“BuildingtheEducationRevolution”(BER)weshouldbeconcernedaboutthepotentialforinjuryandillnesswhichcouldarise,giventherapiddecisionmakingandshorttimeframeforcompletionofprojectsthatthePlanrequires.BERwillbeasignificantcontributiontoeducationinAustraliabutitshouldnotcompromisethehealthandsafetyofthosewhowillhavetoworkandlearnonandaroundconstructionsites.

TherefurbishmentandbuildingworkwillcomeinseveraloverlappingwavesasthethreedifferentcategoriesoffundingNationalSchoolPride(2rounds),PrimarySchoolsforthe21stCentury(2rounds)andScienceandLanguageCentresforthe21stcentury(1round)arerolledoutoverthenextyearorso.

Thoseofyouwhohavebeenworkinginschoolswhileconstructionworkisgoingonareprobablyawareofsomeoftheissuesthatarisewhichleadtoriskstohealthandsafety:

• Relocationofstaff,studentsandresources

• Changedmanagementtoaccessandegressandtraffic

• Noiseanddust

• Hazardousandtoxicsubstances

• Interruptionstoutilitysupply(water,power,gas)

• Equipmentandmaterialobstructions

• Studentdistractionandpotentialbehaviourmanagementissues

• Presenceofadditionalworkers

• Sitesecurity

Oncestarted,thelargerbuildingprojects(whathappensinsidethefencedoffzone)shouldhaveanidentifiedprojectmanagerbutthiswillstillbewithinthewholesitethatthePrincipalneedstomanageandthatwillbedramaticallychangedbecauseitwillcontainaconstructionsite.SiteswillstillbecontinuingtoprovideeducationwhileprojectsrangingfromminorrefurbishmenttolargescalebuildinganddemolitionaretakingplaceandinatimeframethatrequirescompletionofallprojectsbothlargeandsmallbyJanuary2011.

TheOHSWActandRegulationsrequiretheemployertoidentifyhazardsandassessthencontrolriskswheneveranywork,especiallynewworkisundertaken.TheActalsorequirestheemployertoconsultwithhealthandsafetyrepresentatives(HSRs)andinvolvetheminongoingdecisionmakingonchangestotheworkplacethatmayaffectthehealthandsafetyofstaff.

HSRshavethepowertorequestinformationandconsultationfromschoolmanagement.Theycanalsorequirethattheriskofinjuryorillnessfromanyidentifiedhazardbeassessedandappropriatemeasuresbeputinplacetocontrolit.Soifyourschoolhasn’talreadydoneso,nowisthetimetostartthinkingabouthavinganelectedHSR.

TheIEUhashadpreliminarydiscussionswiththeAEUtodevelopajointunioncampaignaroundtheBERrollout.WewouldlookatinvolvingtheCFMEUandotherbuildingunionsthroughtheBuildingTradesFederationwithaviewtodevelopingasafetylogofclaimsagreedbetweentheunionsandSafeworkSA.Otherideasbeingconsideredarejointinformation“giving”and“gathering”forumsforunionmembersatregionallocationsinboththemetropolitanandcountryareas.

TheIEUhasalsoproposedthattheRepsconferencescheduledfor4SeptemberhaveBERasit’smajorfocusandinviteHSRsfromGovernmentschoolssothatitbecomesajointConferenceonhealthandsafetyissuesfacingschoolsthatareconstructionsites.

“BuildingtheEducationRevolution”isaProgramthatwillmakeourschoolsbetterplacestoworkandlearnin.However,noonewantstoseethathappenatthecostofinjury,illnessorevendeathtotheworkerswhoaredoingthebuildingandtheworkerswhoarehavingtoworkadjacenttoaconstructionsitebecausehealthandsafetymattersarewaivedduetothetighttimeframerequiredtogetthebuildingcompleted.

Gerry ConleyEducator


In an historic moment for all Australians, our Government formally endorsed the United Nations Declaration on the Rights of Indigenous Peoples on 3 April 2009.

TheUnitedNationsDeclarationontheRightsofIndigenousPeoplesisakeystepinadvancingthehumanrightsofIndigenouspeoplesacrosstheworld.

“The rights recognised herein constitute the minimum standards for the survival, dignity and wellbeing of the indigenous peoples of the world.”

-Article43,DeclarationontheRightsofIndigenousPeoples

AlthoughAustraliawasoneoffourcountries(alongwiththeUnitedStates,CanadaandNewZealand)thatdidn’tsigntheDeclarationin2007,theFederalGovernmenthassincereviseditspositionandannounceditsofficialendorsementoftheDeclarationon3April2009.

TheDeclarationisnotlegallybinding,theprinciplesandminimumstandardsoutlinedintheDeclarationwillneedtobeconsideredwhenimplementinganyfuturepoliciesandprograms.

TheDeclarationisakeystepinadvancingthehumanrightsofIndigenousPeoples.TheDeclarationoutlinestheminimumstandardsforbothstateandnon-stateactorsacrosstheworldinrelationtoIndigenouspeoples.

Indigenous IssuesDeclaration of Indigenous Rights

What rights are recognised by the Declaration?After20yearsofnegotiationsbetweenIndigenousPeoplesandnation-states,theUnitedNations(UN)GeneralAssemblyadoptedtheDeclarationontheRightsofIndigenousPeoples(DRIP)inSeptember2007.TheDeclarationrecognisesthehumanrightsofIndigenouspeoplesto:• self-determination• landandnaturalresources• developingandprotectingcultural,political,religiousand

educationalinstitutions,andintellectualproperty• freedomfromdiscrimination,assimilationand

destructionofculture• economicandsocialdevelopment• environmentalconservation• free,priorandinformedconsent,consultation,and

participationindecision-making• fairandmutuallyacceptableproceduresforconflict

resolution• fairandadequatecompensationforrightsviolations

Inparticular,theDeclarationcallsattentiontotheneedsofIndigenouselders,women,youth,childrenandpersonswithdisabilitiesintheimplementationoftheserights.

InternationalWorkgroupforIndigenousAffairshttp://www.iwgia.org/sw248.asp

Louise Firrell Organiser/Educator

The Federal Government has appointed a committee to consult with the Australian community about human rights issues. The committee has a program of forums to be held until the beginning of June throughout the country. Its terms of reference are:

• Whichhumanrights(includingcorrespondingresponsibilities)shouldbeprotectedandpromoted?

• Arethesehumanrightscurrentlysufficientlyprotectedandpromoted?

• HowcouldAustraliabetterprotectandpromotehumanrights?

TheIEU(SA)’sEquityCommitteehasbeenfollowingthisissueofwhetherornotAustraliashouldhaveaCharterofHumanRightsforsometime,andhasparticipatedinotherdiscussionforumsinpastyears.InMay,committeemembersattendedanaddress

‘Human Rights in Australia: Connecting the Local and the Global’

bytheHon.CatherineBransonQC,PresidentoftheHumanRightsandEqualOpportunityCommission.

CatherineBransonwasbornin1948atTerowieinSouthAustraliaandwaseducatedatPresbyterianGirlsCollege,(nowSeymourCollege)beforeembarkingonhercareerinthelegalprofessionwhichleadtoherappointmentasaFederalCourtJudgein1994.HeraddresscoveredabroadrangeofissuesthatarewithinthetermsofreferenceoftheGovernmentcommitteeandprovidedthefoundationforsomeinterestingquestionsfromthefloor.

StDavid’sAnglicanParishofBurnsideorganisedthisevent.Furtherinformationabouttheprogramofconsultationandsubmissionstodate:www.humanrightsconsultation.gov.au/www/nhrcc/nhrcc.nsf/Page/Home


Dear Dorothy,

At my school there has been a big investigation and management flurry around something which appeared on Facebook. There was serious talk of defamation and breaches of policies but this all seemed a bit over the top. Surely my employer would be infringing my rights by attempting to control what I do in my own time on my own computer. Please advise me what my rights are.

Webster.

Q.

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

an interactive column

DearWebster,

Ifonlyitwerethatsimple.TheIEUbecameinvolvedinthreeincidentsinvolvingaquizcirculatedviatheFacebooksocialnetworkinasmanydays.

Althoughthecontentofthequizcanbebestdescribedas“adolescentsilliness”,itcanbeoffensivetopeoplewhoarethebuttofcruelandunjustifiedpubliccriticism.

Onlinedefamationisadownsideofourwww.world.Afewyearsagothecrazeamongststudentsandex-studentswastheRateMyTeacherswebsitewhereanonymouscommentsandratingscouldbeleftfornamedteachers.Somememberswerequiterightlyoffendedbyhurtfulcommentsleftsometimeswithmalevolentmotives.Itisallverywellfortheteachertobenamed–whywouldnotthestudentalsoneedtobenamed?Itappearsthatthissite,whilststillinoperation,haslostitsinitialpopularity.

Amoreoffensiveformofdefamationalsocametoourattentionwiththevandalismofaschool’sWikipediaentry.Commentsrepeatedlyleftwereoffensiveintheextremeanddesignedtohurtanddamagenamedpeople.

Evenmoreextremeandsubjecttocriminalproceedingsisacasewherehurtfulemailsweresenttoamemberapparentlyfromtheprincipal.Theresultinginvestigation

A.

What’s your problem...?

Facebook: Personal or Professional?

causedgreatdivisionandangstwithinthebranchandputtheemployertogreatexpenseintrackingthesourceoftheheavilydisguisedemail.

Electroniccommunicationsopenupotherchallenges.Withmobilephonesbeingabletophotograph,videoandsoundrecordwealsohaveacurrentissuewhereamemberisbeingcalledtoaccountforthecontentofalessonwhichwassecretlyrecordedbyastudent.Isolatedcommentshadbeentranscribedbytheparentandpresentedoutofcontextinacomplainttotheschool.Ratherthanthestudentbeingintroublefortheoutrageousillegalsecretrecording,theteacherisbeingheaviedbyCEOlegalfirepowerinanongoingwrangle.

TheshortanswerWebsteristhatwemustbemindfulthatanythingwepostevenonarestrictedsocialnetworkingsitehasthepotentialtobespreadfarandwide.Onemustbeawarethatanythingreflectingonyourprofessionalismcancomebacktobiteyou.TheIEUdefendstherightsofitsmemberstoparticipateprivatelyinthefullrangeoflegalonlineoccupationsandentertainmentsthatwouldbeconsideredprofessionallyethical.

Wheretheidentityoftheauthorofobjectionableremarkscanbeidentifiedtheemployerhasthedutytofollowupandshutdowntheoffensivematerial.Wherethesourceisnotidentifiabletheemployerandthepolicearegenerallypowerless.

TheIEUisnotwillingtopublishitsadvicetomembersonITissuesforvariousreasons.Ifmemberswouldbeinterestedinattendinga“members-only”sessionontheprofessional,legalandindustrialaspectsofITemailGerryConleygerryc@ieusa.org.auandwewillorganisesomethingifthereissufficientinterest.

Dorothy.

Email Gerry Conley at [email protected] if you would be interested in attending a “members only” information session on the issues surrounding the use of IT

22

1. No AWA individual contractsAWAs were the centrepiece of the Howard Government’s WorkChoices.

They were used to break down collective strength in the workplace, and

to drive down wages and conditions. They were an anathema to the spirit

of a fair go.

The Rudd Government banned the making of new AWAs a year ago. While

it is disappointing workers can remain on these contracts, the new laws

will allow workers on expired AWAs to access collective bargaining. Other

AWAs will also have to comply with the new National Employment

Standards.

2. A strong safety netThe safety net of awards and National Employment Standards will be

expanded far beyond the minimum five basic conditions under

WorkChoices. Under the new laws, entitlements that will be protected

include maximum weekly hours of work, overtime pay, penalty rates,

public holidays, redundancy, annual leave and rest breaks. Employers will

not be able to strip them away.

A streamlined system of new, modern awards are also being created that

will safeguard minimum wages, types of employment, superannuation,

and procedures for dispute settlement. WorkChoices left awards to waste

away, but under the new laws they will be reviewed every four years.

Unions will also be able to regularly run “test cases” which in the past

delivered such important conditions as carers leave, maternity leave and

the 38 hour week across the community.

The process for determining minimum rates of pay will also be fairer and a

lot more transparent under Labor’s new laws. Under WorkChoices, the

wages of more than one million award-reliant workers declined in real

terms. Minimum wage workers can now look forward to a much fairer and

more transparent system of setting their pay.

3. Collective bargaining rightsCollective bargaining will be the centrepiece of the new IR system.

Bargaining will be required to be conducted “in good faith” meaning that

employers must be fair dinkum about trying to get a result.

Workers will be able to insist on bargaining for a collective agreement and

your union will also have a guaranteed right to represent you — both

things which were denied under WorkChoices. The agreement must be

genuinely reached and it must leave workers better off overall.

In addition, the new industrial umpire will be able to settle an agreement

when there have been serious and persistent breaches of good faith

bargaining, as we have seen in cases like Telstra and Cochlear.

Importantly, the umpire will also be able to help groups of workers like

cleaners, childcare workers, hospital workers and community workers to

bargain collectively in ways not previously possible and to settle an

agreement where necessary.

4. Right to union membership and representation

One of the basic tenets of democracy is the choice to belong to a union.

WorkChoices encouraged a pattern of intimidation by threats of dismissal,

pressure, discrimination and victimisation that eroded this basic right.

The right to be in a union will be enshrined by the new laws and there will

be greater protections for delegates during collective bargaining.

It will be unlawful to take action against someone simply because they

exercise a workplace right, or to discriminate against someone because

they are a union member or involved in union activities.

In addition, there will be a guaranteed right of union representation in

those situations where you need your union involved, including in

consultation and dispute settlement processes. The ability of unions to

enter workplaces to hold discussions with members or potential

Here is a summary of what the Your Rights at Work Campaign has achieved so far:Our campaign goals

YRAW 4ppA4 APRIL09:Layout 1 19/5/09 2:38 PM Page 2

: UNFINISHED BUSINESS

Unions will never stop campaigningfor a better deal for Australianworkers and their families. We willhelp workers use the new laws tosecure better wages, conditions andrights in their workplace. And, whilethese laws are a major step forward,there is still unfinished business thatmust be sorted out, including:

• The need for a range of improvements to the transitional Bill, including stronger rights for workers stuck on WorkChoicesAWAs to return to collective bargaining.

• Removing the restrictions on the content of bargaining and collective agreements.

• Improving workers’ rights to take industrial action and an end to the docking of a minimum of four hours pay for taking unprotected industrial action.

• Strengthening workers access to cheap and effective dispute procedures when they have a grievance at work.

• Ensuring no workers are disadvantaged by the proposed modern awards and that the rights of contractors are protected.

• An end to the discriminatory laws for workers in the construction industry. The Australian Building and Construction Commission is an affront to our values and must not be replaced by a new entity with a different name but the same oppressive powers.

members and to check workers are not being ripped off will no longer be

displaced by non-union agreements.

5. Protection from unfair dismissalAll workers will once again have protection from unfair dismissal after a six

month qualifying period (if you work in a small business of 15 or less, you will

have to be employed for a year). This will include high earners covered by

awards.

The exemption from unfair dismissal when sackings occur for “operational

reasons” will be removed.

This is a major improvement on WorkChoices which slashed unfair dismissal

rights and left many young and vulnerable workers with no protections at all,

a situation that many employers exploited.

6. An independent umpireThe role of the independent umpire is vital to making sure the system works

properly. It needs to be easy to use, affordable, timely and have the teeth to

do the job properly.

WorkChoices rendered the industrial umpire powerless, but the new laws will

deliver an umpire with the powers to get the job done. Fair Work Australia will

be able to conciliate, mediate, call compulsory conferences and make

recommendations.

One of Fair Work Australia’s main roles will be to assist with bargaining,

including supervising industrial action, and facilitating bargaining for low paid

workers. And the umpire will have real teeth, with new grounds for arbitration

when bargaining fails.

The courts will also be given a new role in overseeing the application of awards

and the National Employment Standards. This will provide a strong deterrent

against the infringement of workers’ rights and entitlements, with employers

facing court-imposed orders, injunctions, and penalties.

>

>

>

>

>

>


CAMPAIGN UPDATE

: UNFINISHED BUSINESS

Unions will never stop campaigningfor a better deal for Australianworkers and their families. We willhelp workers use the new laws tosecure better wages, conditions andrights in their workplace. And, whilethese laws are a major step forward,there is still unfinished business thatmust be sorted out, including:

• The need for a range of improvements to the transitional Bill, including stronger rights for workers stuck on WorkChoicesAWAs to return to collective bargaining.

• Removing the restrictions on the content of bargaining and collective agreements.

• Improving workers’ rights to take industrial action and an end to the docking of a minimum of four hours pay for taking unprotected industrial action.

• Strengthening workers access to cheap and effective dispute procedures when they have a grievance at work.

• Ensuring no workers are disadvantaged by the proposed modern awards and that the rights of contractors are protected.

• An end to the discriminatory laws for workers in the construction industry. The Australian Building and Construction Commission is an affront to our values and must not be replaced by a new entity with a different name but the same oppressive powers.

members and to check workers are not being ripped off will no longer be

displaced by non-union agreements.

5. Protection from unfair dismissalAll workers will once again have protection from unfair dismissal after a six

month qualifying period (if you work in a small business of 15 or less, you will

have to be employed for a year). This will include high earners covered by

awards.

The exemption from unfair dismissal when sackings occur for “operational

reasons” will be removed.

This is a major improvement on WorkChoices which slashed unfair dismissal

rights and left many young and vulnerable workers with no protections at all,

a situation that many employers exploited.

6. An independent umpireThe role of the independent umpire is vital to making sure the system works

properly. It needs to be easy to use, affordable, timely and have the teeth to

do the job properly.

WorkChoices rendered the industrial umpire powerless, but the new laws will

deliver an umpire with the powers to get the job done. Fair Work Australia will

be able to conciliate, mediate, call compulsory conferences and make

recommendations.

One of Fair Work Australia’s main roles will be to assist with bargaining,

including supervising industrial action, and facilitating bargaining for low paid

workers. And the umpire will have real teeth, with new grounds for arbitration

when bargaining fails.

The courts will also be given a new role in overseeing the application of awards

and the National Employment Standards. This will provide a strong deterrent

against the infringement of workers’ rights and entitlements, with employers

facing court-imposed orders, injunctions, and penalties.

>

>

>

>

>

>


CAMPAIGN UPDATE

24

Bruno SartorettoOrganiser

Union Membership in our country schools is important to the IEU.

In May IEU Organisers Frank Bernardi, Wendy Evans and I visited Caritas College (Port Augusta), St Barbara’s Parish School (Roxby Downs), Samaritan College (Whyalla) and St Marks College (Pt Pirie). The purpose of the visit was to update staff in relation to the current Enterprise Agreement negotiations and highlight the importance of being an IEU member. As a team we were able to ensure that as many staff as possible were contacted and informed about negotiations. It also gave us the opportunity to field any questions about the process, explain the employers’ position and response to claims, explain the employers’ counter claims and discuss the much talked about employers’ view of “parity.”

WithTonyJohnstonfromTeachersHealthintow,some25plusteachersandESOsrealisedthebenefitsofbecomingamemberoftheIEU.Notonlywasthedirectbenefitofbeingaunionmemberhighlightedbutthemanyancillarybenefitswereexploredwithnewandexistingmembersalike.TonyJohnstonwasnotsurprisedbythenumberofexistingandnewmemberswhodecidedtochangetheirprivatehealthinsurancetoTeachersFederationHealthafterheprovidedcomparisonquotes.Eightstaffatonesitealone.

AsonenewmembersigninguponthedayatSamaritanCollegeputit,‘WiththesavingsIwillbemakingbyjoiningTeachersFederationHealthandmovingmymoneytoMembersEquityOnlineSavingsAccountIwillbeabout$1000peryearbetteroffandthatisaftertheunionfees!”(Andthatmemberhadn’ttakenintoaccountthatIEUfeesaretaxdeductible!).

Apleasingaspectwasthatasignificantnumberofnewmemberswerebeginningteachers.Witha50%discountonmembershipfeesinthefirst12monthsofteaching,becomingamemberisextremelyattractive.Aspointedout,thisequatedto$20.00permonthandevenlessafterthetaxdeduction.

ManyotherstaffexpressedinterestinbecominganIEUmemberandsupportingthecurrentEAnegotiationstodeliverbetterconditionsandsalary.Thetwoimportantfeaturesthatconsistentlystruckanervewere:

Spencer Gulf TourUnion Membership in our Country Schools

• theimportanceofUniondensity–collectivestrengthwinsbetteroutcomes.

• conditionsstaffarecurrentlyemployedunderwerewonbypreviousunionmembers.Theyarenottherebecauseofemployergenerosity!

Itisimportanttoacknowledgeandthankschoolmanagementatthoseschoolsinallowingusthetimetofulfilourrole.Withafollowupvisittothesesameschoolsloomingweareconfidentthatthemembershipintheregionwillcontinuetogrow.

Welcome aboard – five of the eighteen new members to sign up at Samaritan College during the recent IEU Spencer Gulf road trip

Stars for Lukeyourhandshavebecomeweaponstoplunge

throughthewirethatwasframed&welded

toprotectyoufromwhatisattheendofthegardenpath

atnightonthebackstepyourmothersits&staresintoherfather’syard

threegenerationsunderonerooftheabsenthusband,father,soninlaw

&youson,stillpoundingholesintheskyforstarstofill

Rory Harris March’09


IEU Happy Snaps

5

7 8

Loud Shirt Day Raising Funds for “Get Deaf Kids Talking”.

Mother’s Day Classic Walk and Fun Run

IEU(SA) staff enjoyed morning tea on Loud Shirt Day.

May Day March

APHEDA - Terri Daktyl ClubHouse Fundraiser Dinner

IEU Members joined with the SA Unions Team

Back Row: Robyn Phillips, Meredith McMeeking, Pauline Gardner. Front Row: Nicola Cappon

Adrian and Sonya Flynn and Louise and Jack Firrell


The Federal Treasurer delivered his expected “hard choice” budget on 12 May with a centrepiece of pension increases for both singles ($32.49 per week) and couples ($10.41 per week combined). Also of interest is the gradual increase of the Age Pension eligibility age to 67. He announced significant changes to superannuation to address what the government considers to be unstainable tax concessions for high income earners. Some of the most important super changes to be implemented from 1 July, 2009, include:

• Thereductiononthecapofconcessionalcontributionsfrom$50,000to$25,000andthetransitionalcapfrom$100,000to$50,000.Concessionalcontributionsincludesalarysacrificeandemployercontributionswhicharetaxedat15%.Thetransitionalcapwillexpireon30June,2012,andthoseover50yearswillreverttothelower,indexed$25,000peryearcap.

• Thenon-concessional(aftertax)contributionwillremainat$150,000peryear.Memberswhowishtocontributelargeramounts,usuallyduetoapropertysaleorinheritance,willstillbeabletocontribute$450,000inadvanceforthreeyears.

• Temporaryreductionoftheco-contributionscheme:thegovernmentmatchingratewillbereducedfrom150%to100%forcontributionsmadebetween1July,2009and30June2012.Thematchingratewillincreaseto125%forcontributionsmadefrom1July,2012and30June,2014.Itwillthenincreaseto150%from1July,2014.Anyoneeligibleforthefullco-contributionfromnextfinancialyearwillreceiveaco-contributionof$1,000ratherthanthecurrent$1,500.

• Minimumdrawdownreductionformembersonpensionsandtransitiontoretirementpensions.Theminimumdrawdownforthenextfinancialyearwillbe2%oftheaccountbalance.Thismeasurewasimplementedbecausemanypensionersdidnotwishtodrawdownthepreviousminimum4%whenunitpriceshaddeclinedconsiderablyduetothemarketdownturn.

• Lostsuper:from1July,2009,superannuationproviderswillberequiredtotransferaccountswithlessthana$200balanceandaccountswhichhavebeeninactivefor5yearswithinsufficientownerinformationtounclaimedmonies.FormerholdersoftheseaccountswillbeabletoreclaimtheirbalancefromtheATO.

Absolutely Super: Swan’s Super Song

Bernard O’ConnorNGS Super

Soanyoneoverage50whohadplannedtotopuptheirsuperviasalarysacrificewillhavealimitedwindowofopportunityfrom2009–2012tocontributeupto$50,000perannumincludingtheemployercontribution.Afterthattimethelimitdropsbackto$25,000perannum.Itisalsoimportanttocalculatethecorrectcontributionasanyamountscontributedwhichareoverthelimit($50,000or$25,000)willbetaxedatthehighestmarginaltaxrateratherthantheconcessional15%taxpaidonsuper.

IndividualscurrentlyonTransitiontoRetirementPensions(TRAPs)willbeallowedtodrawdown2%asaminimum(ratherthan4%)forthenextfinancialyear.Duetothelowerlevelofconcessionalcontributions,however,itislikelythatTRAPswilllosetheirattractivenessformanyworkingtransitiontoretirementpensioners.Individualscurrentlyusingthisstrategymaywishtoconsultafinancialplannertodeterminetheongoingeffectivenessofthismethodofsaving.

ItisalsosignificanttonotethatthePensionBonusSchemewillbeclosedtonewentrantsfrom20September,2009.InsteadtheGovernmentwillintroduceaWorkBonuswhichdiscounts50%ofemploymentincomeindeterminingpensionentitlementsundertheincometest.

Inthelightofaprojecteddeficitof$57.6B,theRuddgovernmenthastakena“hardchoice”positiontorecovertaxrevenuewherepossible.Whileitisregrettablethatthepopulargovernmentco-contributionhasbeenreduced,itissignificantthatthisassistancetolowpaidworkershasnotbeenremovedentirely.Similarly,thereductioninconcessionalcontributionsforthoseover50willimpactnegativelyonthoseemployeeswhohadintendedtosalarysacrificeheavilyintheleaduptotheirretirement.ClearlythelostsuperconsolidationisamatterofcommonsenseasmemberswillstillbeabletotrackitthroughtheATO,butdormantaccountsinsuperfundswillbeclosed.

Yourpositiononthechangeswillmostlikelydependonyourage,yourdegreeofsalarysacrificeandwhetherornotyouhavebeenreceivingthegovernmentco-contribution.WhatiscertainisthattheRuddGovernmentwillbereviewingourworld-classsuperannuationsystemwithaviewofkeepingitattractiveasaninvestmentvehicleandequitableforallmembers.

(Disclaimer:theinformationinthisarticleisofageneralnatureonlyanddoesnotconstitutepersonalfinancialplanningadvice.Ifyourequirepersonalfinancialplanningadvice,youshouldconsultalicensedfinancialplanner.)


During the Christmas holidays I attended the Positive Training Conference hosted by Geelong Grammar. The six day residential conference was led by world renowned psychologist Professor Martin Seligman and his team from the University of Pennsylvania.

ThecertifiedcoursedefinedtheconceptofPositivePsychologyandpresentedhighlydetailedcurriculafortwoPositivePsychologytrainingprogramsforstudents.ThetwoprogramsincludedthePennResilienceProgramforchildrenandadolescentsandthePositivePsychologyProgramforsecondaryschoolstudents,(specificallyYear9).

ThecourseoutlinedthefundamentalprinciplesandskillsofPositivePsychologythatassistthedevelopmentofresilience,optimism,characterstrengths,engagementintheclassroom,positivecommunicationandpositiverelationshipsbothwithintheschoolenvironmentandineverydaylife.

Tothisendthecoursefocussedspecificallyonthepresentationofeightkeylearningobjectives.Theseincluded:

• UsingPositivePsychologytoincreasepositiveemotions,buildcharacterstrengthsandenhanceasenseofmeaning.

• ApplyingthissciencetothefieldofEducation.

• LearningabouttheempiricallyvalidatedPennResilienceProgramcurriculumwhichhasbeendemonstratedtoreduceandpreventdepression,anxiety,pessimismandconductproblemsinyouth.

• Learningthesevencoreabilitiesthatcompriseresilience,emotionalawareness,impulsecontrol,optimism,self-efficacy,empathy,flexibleandaccuratethinkingandreachingout.

• Practisingspecificresilienceskillstodevelopandenhanceeachofthecoreabilitiesandhowtoapplytheseskillstomeetchallenges,bouncebackfromfailureandachieveone’sgoals.

• LearningaboutthePositivePsychologyProgramcurriculumthathasbeendemonstratedtoincreasecharacterstrengthsrelatedtolearning(e.g.curiosity,loveoflearning)increaseachievement,andimprovesocialskillsinyouth.

• Learningthetwentyfourcharacterstrengths,theresearchsupportingtheimportanceofidentifyingandusingstrengths,andwillidentifyandpracticeapplyingourownstrengthsandthoseofourcolleagues.

• Learningandpractisingskillsforsavouring,buildingpositivecommunicationandstrategiesofpraisethatbuildmasteryandcompetence.

IntermsofpersonalengagementoverthesixdaysandapplicationofprinciplespresentedtoWalfordIfoundthePennResiliencyProgrammetobeofgreatinterestandvalue.

Conference ReportPositive Education Training “an opportunity to change your life, your teaching, your school”

Itismybeliefthatresiliencyisonepersonalqualitythatisvitalinthecontextofmodernlifebutisanareawhichisgivenlittlespecifictimeintheschoolcurriculumtodevelopandnurturewithinourstudents.

Thetwelvelessonprogramforyouth,whichincidentallyisaccompaniedbyoneforparents,isbroadlycomprisedoftwomodules:cognitiveandsocialproblemsolving.Thecognitivecomponentisintrapersonalinfocusandlooksathowstudents’beliefsabouteventsmediatetheirimpactontheiremotionsandbehaviour.Consequentlytheresiliencyprogramaimstopinpointwhenthesebeliefsmaybeflawedandprovidemeanstodevelopbelief“accuracy”andhencemorepositivebehaviourandemotions.

Thesecondcomponentcoversavarietyofskillsforproblemsolvingandcopingwithstressorsanddifficultemotions.Thecourseaimstoteachchildrenassertivenessanddecisionmakingstrategieswhilstalsohowtorelaxandovercomeprocrastination.

ThePositivePsychologycurriculumcomprisedamoregeneraloverviewandtreatmenttowardsdevelopingapositiveoutlooktolife.

Theseventeenlessonprogram,aimedspecificallyatyearninestudentsdividedpositivepsychologyintothreeseparateareasofstudy.Theseincludeda)astudyofpositiveemotionsegconfidence,hopeandtrust,b)ananalysisofpositivecharactertraitsegstrengths,virtuesandskillsandc)astudyofwhatconstitutesapositiveinstitutionegdemocracy,strongfamiliesandfreeinquiry.

Anunderstandingofpositiveemotionsconsistsofthestudyofcontentmentwiththepast,happinessinthepresentandhopeforthefuture.

Anunderstandingofpositiveindividualtraitsconsistsofthestudyofstrengthsandvirtues,suchasthecapacityforloveandwork,courage,compassion,resilience,creativity,curiosity,integrity,selfknowledge,moderation,selfcontrolandwisdom.

Anunderstandingofpositiveinstitutionsentailsthestudyofthestrengthsthatfosterbettercommunitiessuchasjustice,responsibility,civility,parenting,nurturance,workethic,leadership,teamwork,purposeandtolerance.

ItismyviewthatthebenefitsofimbeddingtheprinciplesofPositivePsychologyintoourcommunityaresignificant.Itwillcomplimentandaddconsiderablevaluetocreatinganenvironmentthatallowsourgirlstoflourishandmaturetoadulthood.

JanewassupportedinattendingthisConferencewithanIEU(SA)PDGrant.

Jane Bode Walford School


past that to what is possible. Terri had a big heart, a kind heart. She would be glad of this nice clubhouse.

We wish you success in this place. May it bring kind hearts to all who come here.”

Sincetheopening,lotsofnationalgroupshavevisitedtheclubtoseehowtheywork.Terriwouldbeveryproud.

TheAPHEDAAcitivistGroupiscontinuingtofundraisefortheClubhouseinTerri’smemory.

The2009TerriDaktylMemorialDinnerheldonMay30raised$8,154.

YoucanhelpMAKELIFEFAIREVERYWHEREbybecomingaGlobalJusticePartner.

Helppeopleindevelopingcountriesbymakingaregularcommitmenttothelong-termstruggleforjustice,humanrights,education,traininganddevelopment.

Gotowww.apheda.org.autofindouthow.

The new HIV/AIDS clubhouse has been opened in Kinh Mon, one of 11 districts in the Hai Duong Province in Vietnam’s Red River Delta. The clubhouse was built with funds raised by APHEDA activists in memory of Terri Daktyl, a South Australian Unionist killed tragically last year.

Asagriculturallandhasbeenconvertedtoindustryintheprovince,socialproblemssuchastraffickingofwomenanddrugabuseareontherise.KinhMonhasthe3rdhighestnumberofHIV+peopleintheProvince–386.

Theclubprovidesopportunitiesforfamiliestomeetandsharetheirexperiencesandtoreceivesupportandeducation.Theclubholdsactivitieswhichchallengethemyths,stigmaanddiscriminationthatexistinthegeneralcommunity.Priortotheclubopening,meetingswereheldinamember’shomewhichwasverysmall.

One club member said:-

“When I first visited a sick person, the family kept saying that they wanted me to take the sick family member away. Now that I have spoken to them they no longer ask about this and are supportive of the family member and he is receiving care at home.”

Jude Price of the ASU, spoke of Terri at the opening.

“Our friend and comrade, Terri Daktyl visited Hanoi in 2007 with the APHEDA cycle tour. She met some of you then and visited the HIV project.

When she came home to Adelaide Terri spoke to us all of the HIV Project and March 8 Centre with much concern and interest in your wellbeing.

Terri died suddenly in March last year and we knew it was important that we support the project she spoke so passionately about.

Terri’s friends and other unionists raised funds to help build this clubhouse for the people she cared about and we did this in her memory.

Terri was a woman of great compassion. She was fearless and was very good at meeting people and making people feel comfortable. She could look at hard reality and then see

APHEDAThe Terri Daktyl Clubhouse Opens

Anne EdwardsOrganiser

Deb Nicholls (former IEU(SA) Officer) 4th from left, Jodie Schluter (former SA Unions) and Jude Price (ASU) front row 1st and 2nd from right respectively.

Cutting the ribbon at the opening ceremony of the Kinh Mon Clubhouse (Former IEU Officer Deb Nicholls 4th from right).

Terri Daktyl


For a boy who was born on the wrong side of the tracks and downwind from the meatworks and fish factory in Port Lincoln, Gerry has certainly gotten around! He remembers with mixed affections his home in the housing trust area on the then outskirts of Lincoln, with thick scrub just up the hill hiding granite outcrops and wild billy cart tracks, abandoned early settler houses which made great forts, and the aroma of the fish factory when the wind blew from the south. When Gerry went back to Lincoln last year he revisited his first school, St Joseph’s, and found it much changed because “the old Kelly Memorial building that had housed the entire school population when I went there had disappeared altogether” though he confessed that he “was pleased that they’d kept some of the original wall.”

HisDadworkedontherailwaysbutthefourConleykidshaveallendedupinhealthrelatedjobsofonekindoranother.Gerrystartedworkinglifeinashoefactory,afterayearatAdelaideTeachers’College.Alongtheway,heworkedfortheAustralianPublicServiceattheAustralianBureauofStatistics,theNon-GovernmentSchoolsCommission,andinthethenCommonwealthDepartmentofHumanServicesandHealthasatrainingconsultant.

GerryjoinedtheunionwhenhestartedworkandbecamearepforACOA(nowpartofCPSU,whichcoversworkersintheAustralianPublicService).Abiginterestinuniontrainingandeducationdevelopedsincerunninghisfirstcourseintheearly1980s–“withnopermanentlyemployededucator,someofuswouldtaketimeofftodesignandruntheuniontraining.”ThisledtoacareerasatrainingconsultantinGovernmentemployment,followedbytimeastheUnionEducatoratthePublicServiceAssociationbeforemovingovertoSAUnionsasanOHStrainer,thentotheACTU,backtoSAUnionsandnowhereattheIEU.

SomememorableexperiencesasaunionandOHSeducatorhaveincludedthetimeswhen

“I’vehadlivechickensrunacrossatrainingroom,redcrabs,asickpuppy;IhaverunatrainingsessioninthebabooncageatAdelaidezoo;thekitchenatGovernmentHouse;akingfishfarmatWhyalla;acemetery;anoperatingtheatreonaRAAFbase;onthewharfatOuterHarbor;atram;andquiteafewschools.”

What’s with the red crabs?

GerryspentaweekonChristmasIslandin2001presentingOHStrainingtoIslandworkers.

“Itwastheheightoftheredcrabmigrationseason,thusthecrabsinthetrainingroom.Crabswereeverywhere;youshoweredwhiledodgingthem,youcheckedthebedeverynight,theycrawledupthetablewhenyouate.Thedownsidewasthenumberofcrushedcrabsontheroad,likedrivingoveraredcarpet,andthesmellofdeadcrabmadethemorningwalktoworknottoopleasant.”

Notallcrabswereapest.GerryofferedtohelpemptytheRobberCrabtraps–verylargelandcrabswithpowerfulpincerswhichcantakeoffafingerwithonenip.Wisely,hetookonelookandrevisedhisoffertostandbackandtakesomephotos!

ThereisalotmoretoGerrythanthisbriefhistorytells–heisawelltravelled,wellreadDadandGrandpawhoenjoyslife–butwecantellthatanothertimeaswebenefitfromhisexperienceandknowledgeofwork,healthandsafetyforawhileyet.

Who’s who…Introducing Gerry Conley

Shirley Schubert

Agreement Negotiations for the First TimeTwo schools in the non-government sector are embarking on agreement making for the first time. Members at the Islamic College of South Australia and Burc College have begun the process of negotiating staff agreements. Both schools have been relying on the Teacher’s Non-Government Schools Award and the School Assistants Non-Government Schools Award for their employment conditions. This means they have not had the benefit of many of the improvements that schools with Enterprise Agreements have secured over time.

IEU(SA)RepsateachschoolhavebeenworkingoverthelastcoupleofyearstoincreaseUnionmembershipandeducatethemembershipaboutworkingtogethertoachievetheirgoals.Whilebothschoolsareintheearlystagesofnegotiations,bothemployershavegivenstaffa5%salaryincreasefor2009andtheIslamicCollegehasagreedtoprovideitsfemalestaffwith12weekspaidmaternityleave.


After years of paid employment, I decided when I retired from IEU(SA) to work as a volunteer for Union Aid Abroad – APHEDA. From all the news updates contained in EdU, you will know that Union Aid Abroad – APHEDA is the overseas humanitarian, social justice and development organisation of the trade union movement in Australia.

Aswellasmanyothercountries,APHEDAhasprojectsinVietnam.Ithasbeenmyverygreatprivilegetoworkhereasavolunteer.IhavebeenamemberofAPHEDAformanyyearsandamemberoftheSAActivistGroupsinceitsinception.Lastyear,whilstdoingsomevoluntaryworkinHanoi,IdecidedthatIwouldvolunteerforalongerperiodoftime.So,withonesuitcasejustunderthebaggagelimit,IarrivedinHanoion4March2009.Hanoiisoneofmyfavouritecities.Andithassuchalonghistory.In2010itwillbecelebratingits1000yearsanniversaryasthecapitalofVietnam.In1010,LýTháiTo,thefirstruleroftheLýDynasty,movedthecapitalofĐaiViet(theGreatViet,thenthenameofVietnam)tothesiteoftheĐaiLaCitadel.

Luckily,IhavebeentoVietnambeforeotherwiseIcouldhaveeasilysuccumbedtothemanyinteresting,historicandbeautifulplacestovisitinandaroundthecity.Andofcourse,theshopping.Andasforthefood!Sofresh!Sodelicious!InHanoi,too,Ihavealwaysfeltquitesafetowalkaround,evenatnight.Anditrains!(Thismayhavebeenmoreimportanttosharewithyouawhileago.InowknowthatyouhavebeenhavingraininAdelaideandSA).EventhoughIhavebeenhereanumberoftimesbefore,Ineverfeelbored.

APHEDA in Vietnam

IthoughtthatthisEdUIwouldgiveanoverviewofsomeoftheprojectsAPHEDAhasinVietnam.Nextedition,I’lllookatoneoftheprojectsinmoredetail.

APHEDAworksonprojectsmainlyinpartnershipwiththeVietnameseWomen’sUnionandtheVietnameseGeneralConfederationofLabourandVietnameseunions.Currentlywehaveeducationprojectswithanumberofunions,providingoccupationalhealthandsafetytrainingandcollectiveagreementtrainingforunionmemberswhowillbenegotiatingcollectiveagreementsandworkingwithprojectstoimprovewagesandconditions.

Inadditiontotheseprojects,thereareprojectsthatprovideaccesstovocationaleducationforyoungpeoplewhosufferadisability,includingfromagentorange/dioxin.Thereisasimilarprojectprovidingtrainingtoimprovetheskillsofpoorruralwomensothattheycangainemployment.

HIV/AIDSsupport,educationandawarenessraisingisanotherprojectofAPHEDA,inbothHaiDuongandBacKanProvincestothenorthandeastofHanoi.

AndthereisaprojectwithAPHEDAinpartnershipwiththeHaiDuongWomen’sUnionthataimstopreventandeducatewomenaboutthedangersoftrafficking.UnscrupulouspeoplemakemoneyfromwomenwhoaretraffickedtoChinatobeforcedintolabourormarriage.Partoftheeducationprocessalsofocusesontheremovalofthestigmaassociatedwithbeingtrafficked.

ImustsaythatIamfortunatetobeabletodoworkIenjoyinthecompanyofstaffwhoaresodedicatedtosocialjusticeandequity.

PleasefeelfreetodropbyifyouareeverinHanoi.IEU(SA)hasmyemailaddresssothatyoucancontactmetoarrangetocatchup.

What I do in my retirementDeborah Nicholls

Where did this one come from? Dessert at Hoa Sua training restaurant for disadvantaged children

For the Catholic members – from the Catholicism in VN display at the Museum of Ethnology in Hanoi 2009

Electrical course: electrical theory lesson at Hai Duong Women’s Union Vocational and Employment 8 March Centre


IEU

SA 0

5/09

Don’t take a chance on your health.

MEMBER BENEFITS

MEMBER BENEFITS

exclusive access

for TeachersHealthmembers

MEMBER

BENEFI

TS

MEMBER

BEN

EFITS

quality

eyew

ear

that won’t

break t

he

budget

Teachers Health is the health fund designed

exlusively for the education community.

We are not-for-profit We offer value for money health insurance Our products are designed to suit your needs Our benefits are designed to suit YOU

Call us today on 1300 728 188

or visit our websitewww.teachershealth.com.au

Play your cards right with Teachers Health.

ww

w.teacherseyecare.com.au

ww

w.te

ache

rsin

sura

nce.

com

.au

Young South Australians now have a dedicated website to answer their questions about workplace safety, fair pay and conditions. The site was launched by Industrial Relations Minister, Paul Caica on 19 May who said it is a great resource, not only for young people themselves but also for parents, caregivers and employers.

“ItwillprovideyoungSouthAustralianswithongoinginformationandadviceonwhatsafetysystemsshouldexistatwork,howtoensuretheyreceivetheirproperpay,conditionsandentitlements,andwhattodoifthey’rebulliedorharassed”hesaid.

TheYoungWorkersWebsiteProjectbeganin2008andcollectedinformationthroughconductingfocusgroupsatsecondaryschoolsandlocalcouncilYouthAdvisoryCommittees(YACs)acrossSouthAustralia;hostingaYoungWorkersforuminpartnershipwiththeOfficeforYouth;andanonlinesurveythroughtheSafeworkSAwebsitefrom1Juneto31July.

Someexamplesoftheinformationreceivedincluded:

• thattheyoungestrespondents(aged15-17years)werelessfamiliarwithawardsandenterpriseagreements;

• trialworkwasanareawheretherewasevidenceofconsiderableconfusionwiththemajorityuncertainthatemployershavetopayfortrialwork;

• 42%ofrespondentsinthesurveyindicatedtheyhadexperiencedbullyingorharassmentatwork;

• needforinductingyoungworkersintotheworkplace,providinginformationandtraining;

Youth@Work• needtoknowrightsregardingtermination;

• needtoprovide“MaterialSafetyDataSheets”inworkplaceswherechemicalsareused;

• andmostwantedawebsitethatshouldprovidequickandeasyaccesstoinformationandinformationthatwaseasytounderstand.

Thenewwebsiteaddressestheseconcernsandmanyotherworkplaceissuesofimportancetoyoungworkers(thoseagedbetween15and24)andthoseabouttoentertheworkforce,becausetheyareleavingschoolorseekingcasualworkoutsideschoolhours.

Itcanbefoundatwww.safework.sa.gov.au/youth.

Independent Education Union South Australia

213-215 Currie Street Adelaide SA 5000

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

www.ieusa.org.au

EdU (July 2009)

Documents

Transcript of EdU (July 2009)