GENERAL TERMS OF EMPLOYMENT SCHOOL STAFF · 2 Catholic Education Diocese of Wollongong Human...

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GENERAL TERMS OF EMPLOYMENT

SCHOOL STAFF

CATHOLIC EDUCATION DIOCESE OF WOLLONGONG

1 Catholic Education Diocese of Wollongong Human Resources Services/CH/D2016/010451/V4/18082016

General Terms of Employment

School Staff

Catholic Education Diocese of Wollongong

This document is referenced in the Appointment Notice for staff employed as Principals, Assistant

Principals, Middle Leaders, Teachers, Senior School Support Officers (SSSO), School Support Officers

(SSO), Maintenance and Outdoor staff. This document supplements the information you have read

and agreed to in your application for employment.

As an employee of the Diocese of Wollongong (the Diocese), you must read through and make

yourself familiar with this document because it outlines some of the Diocese’s expectations of you,

as well as some of your responsibilities and rights as an employee of the Diocese.

Please direct any questions to the relevant personnel within Human Resource Services.


CONTENTS

1. POSITION EXPECTATIONS 3

2. EMPLOYMENT CONDITIONS 3

3. ACCREDITATION TO WORK, TEACH AND LEAD 3

4. PERIOD OF ENGAGEMENT 3

5. CONTRACT CHANGES FOR PART TIME EMPLOYEES 4

6. A COMMITMENT TO CHILD PROTECTION 4

7. BOARD OF STUDIES TEACHING AND EDUCATION STANDARDS (BOSTES) - TEACHING STAFF AND PRINCIPALS ONLY 4

8. LOCATION OF EMPLOYMENT (TEACHERS IN PRIMARY SCHOOLS ONLY) 4

9. SALARY AND CONDITIONS OF EMPLOYMENT 4

9.1 PRINCIPALS 5

9.2 TEACHERS 5

9.3 TEACHER CLASSIFICATION 5

9.4 SCHOOL SUPPORT OFFICERS (SSO’S) 5

9.5 MAINTENANCE AND OUTDOOR STAFF 5

9.6 TRAVEL ALLOWANCE 5

10. HOURS OF WORK AND DUTIES 6

10.1 TEACHERS 6

10.2 PART-TIME TEACHERS 6

10.3 GENERAL EMPLOYEES - SCHOOL SUPPORT OFFICERS 7

10.4 MAINTENANCE / OUTDOOR STAFF 7

11. SUPERANNUATION 7

12. ANNUAL LEAVE AND LEAVE LOADING 7

13. ANNUAL ADJUSTMENT OF SALARY FOR TEACHING AND SUPPORT STAFF 7

14. SICK LEAVE 8

15. OTHER FORMS OF LEAVE 8

16. POLICIES AND PROCEDURES 8

17. POLICY ON ACCEPTABLE USE OF INFORMATION AND COMMUNICATION TECHNOLOGY (ICT) BY EMPLOYEES 8

18. USE OF EQUIPMENT PROVIDED BY THE EMPLOYER 8

19. COMMITMENT TO CONFIDENTIALITY 9

20. COMMITMENT TO WORK HEALTH AND SAFETY 9

21. NOTIFICATION OF EMPLOYEE ASSISTANCE PROGRAM 9

22. TERMINATION OF EMPLOYMENT BY THE EMPLOYER 10

23. TERMINATION OF EMPLOYMENT BY STAFF (RESIGNATION) 10

IMPLEMENTATION AND REVIEW 11

VERSION CONTROL 11


1. POSITION EXPECTATIONS

You are employed by the Director of Schools who is the delegated employer for those working in systemic schools and the CEO. The Director of Schools has been appointed as the delegated employer by the Bishop of the Roman Catholic Church, Diocese of Wollongong. In submitting your application to the Diocese you read and consented to the document entitled “Expectations of a Catholic Employee”. This document makes it clear that as an employee in the Diocese you are expected to:

• accept and support the work of Catholic schooling as part of the work of the Catholic Church in the Diocese;

• avoid, whether by word or action, any influence upon others, most particularly students which is contrary to the teaching and values of the Catholic Church;

• work efficiently in carrying out your role; • work co-operatively with other staff; • always act in the best interests of children and take reasonable steps to ensure their protection,

including ensuring a safe and secure environment; and • be committed to professional conduct and personal and professional learning and growth.

All staff are valuable members of their work community. All staff, whether working in a school or at the CEO, have a shared responsibility for the educational, spiritual, and emotional wellbeing of the students entrusted in the care of the Diocese of Wollongong.

2. EMPLOYMENT CONDITIONS

You also read and agreed to the following conditions in your application for employment:

It is a condition of your employment that you are competent to properly carry out the duties of the position and that any representations as to the qualifications, skills, experience, industry knowledge and employment history made by you or a person on your behalf are true and correct.

It is a condition of your employment that you be free from any direct or indirect restrictions on your ability to fully perform the duties of the position and will not be in breach of any obligation to a third party by entering into this contract.

3. ACCREDITATION TO WORK, TEACH AND LEAD

You have agreed as a condition of your employment to hold appropriate accreditation or gain this within a specified period of time. Please refer to the policy document to determine the appropriate level of accreditation relating to your gained position Accreditation to Work, Teach and Lead.

4. PERIOD OF ENGAGEMENT

Permanent positions are ongoing and have no end date specified in the Appointment Notice. A permanent part time position (teachers only) may be subject to variation of FTE as per the annual requirements of the school. If an employee’s position is temporary, an end date will be specified at the time of appointment. On the day of expiration of the contract, employment will terminate automatically.

http://infopoint.dow.catholic.edu.au/HumRes/Recruit/Policies%20%20Recruitment/Accreditation%20to%20Work,%20Teach%20and%20Lead%20in%20Systemic%20Catholic%20Schools%20in%20the%20Diocese%20of%20Wollongong%20Policy.pdf


5. CONTRACT CHANGES FOR PART TIME EMPLOYEES

Any variations to days, full-time equivalent (FTE) / hours will be first discussed between the employee and the Principal, then the employee will be advised by Appointment Notice through the CEO by email. It is up to the individual employee to maintain due diligence and currency in this regard.

6. A COMMITMENT TO CHILD PROTECTION

As you are aware, Child Protection legislation required that you consent to being screened prior to being approved for employment. In addition, CEDoW requires prospective employees to provide information relating to any past and current misconduct or reportable conduct investigation they have been subject to regardless of the outcome.

It is important that employees understand their obligations, responsibilities and rights in relation to ensuring the highest possible level of child protection. New employees are required to complete the child protection training within the first year of employment. As an employee you have agreed to work within and keep up to date your responsibilities under the Maintaining Right Relationships Policy and the Code of Conduct in the Protection of Children & Young People (as amended or replaced). Policies referenced in this document are available on the CEDoW website www.dow.catholic.edu.au and on Infopoint under Human Resource Services.

7. BOARD OF STUDIES TEACHING AND EDUCATION STANDARDS (BOSTES) - TEACHING STAFF AND PRINCIPALS ONLY

A New Scheme Teacher's continued employment with the CEDoW is conditional on becoming accredited at Proficient level within the relevant period prescribed under the Institute of Teacher's Act 2004 (NSW).

Ongoing employment is conditional upon the teacher remaining a financial member of the BOSTES. Failure to maintain accreditation once achieved will result in a teacher being ineligible for employment in the CEDoW. This will end the employment contract.

8. LOCATION OF EMPLOYMENT (TEACHERS IN PRIMARY SCHOOLS ONLY)

The CEDoW organises the management of its schools on a regional or cluster basis. Further, Primary schools are grouped into precincts. Details regarding the organisation of primary schools by precinct can be found in Attachment B of the Annexure K within the NSW and ACT Catholic Systemic Schools Enterprise Agreement 2015 (as amended or replaced). Various Flexible Work arrangements policies may impact on work location.

9. SALARY AND CONDITIONS OF EMPLOYMENT

Your salary will be paid directly into your nominated bank account or building society via electronic funds transfer each fortnight. It is critical for you to advise the Payroll Office through the electronic CEO online process your nominated banking details change at any time during your employment.

Combining items packaged through our approved external salary sacrifice provider, with CEDoW administered fringe benefits (e.g. fleet cars), can give rise to additional FBT payable by CEDoW. Any additional FBT resulting from this combination of packaging will be recovered from the employee after the end of the FBT year (31 March). It is suggested that independent financial and/or taxation advice be sought if combining an externally administered salary sacrifice arrangement with a CEDoW administered fringe benefit.

http://www.dow.catholic.edu.au/


9.1 PRINCIPALS Principals are covered by the current Principals (Country and Regional Dioceses) Enterprise Agreement (as amended or replaced). Whilst this governs your employment with the CEDoW, it does not form part of your contract of employment with the CEDoW. 9.2 TEACHERS Teaching Staff are covered by the current NSW and ACT Catholic Systemic Schools Enterprise Agreement 2015 (as amended or replaced). Whilst the enterprise agreement governs your employment with the CEDoW, they do not form part of your contract of employment with the CEDoW. 9.3 TEACHER CLASSIFICATION Statements of Service and Statutory Declarations, where relevant, are required for Teacher Classification purposes. A Statement of Service must be on official letterhead from your previous employers and should detail whether the service was full-time or part-time and include the start date and termination date for each period of employment. Any casual service should include the number of days (FTE) worked. If you have not already provided this documentary evidence, please note that any Statements of Service must be received by the CEO within one school term of the date of your commencement for back pay to apply. Should the time limit exceed one term, no back pay will be available. 9.4 SCHOOL SUPPORT OFFICERS (SSO’S) SSOs are covered by the current NSW and ACT Catholic Systemic Schools Enterprise Agreement 2015 (as amended or replaced). Whilst this governs your employment with the CEDoW, it does not form part of your contract of employment with the CEDoW. On commencement, a classification is awarded and advised and the corresponding rate of pay is implemented. SSOs are normally engaged during school terms and therefore have their pay averaged in accordance with the formula specified in the award (See Wage Rates). Averaging of pay means that employees continue to be paid in the school student vacation period as opposed to being stood down without pay. 9.5 MAINTENANCE AND OUTDOOR STAFF Maintenance and Outdoor Staff are covered by the current NSW and ACT Catholic Systemic Schools Enterprise Agreement 2015 (as amended or replaced). Whilst this governs your employment with the CEDoW, it does not form part of your contract of employment with the CEDoW. On commencement, a classification is awarded and advised and the corresponding pay is implemented. 9.6 TRAVEL ALLOWANCE Where the use of a private vehicle is required in connection with employment, an allowance shall be paid under the current Australian Taxation Office kilometre rate.


10. HOURS OF WORK AND DUTIES

Your normal hours of work are those required for the efficient conduct of your duties. An employee’s hours of work for other than full-time employees, shall be notified to the employee initially in their Offer of Employment / Appointment Notice. In all matters affecting the performance of your duties, you will be responsible to the employer through your

supervisor, who in schools is the Principal, or the Head of School Improvement Services for Principals. You

will, during your hours of duty, be present and apply yourself to the duties defined by your supervisor.

Your role description and duties will be discussed with your supervisor on commencement. 10.1 TEACHERS The average teaching requirements for a full-time secondary teacher is 20 hours scheduled teaching per week. Teaching, homeroom duties and assembly time will not exceed 21.0 hours per week averaged across a school term. The face to face teaching hours for a full time primary school teacher is 25 hours per week (less the agreed professional planning time). Teachers who are required to teach outside the normal span of school hours, for instance in subjects that cannot be accommodated in the school timetable shall, in consultation with their Principal have their work responsibilities adjusted accordingly to compensate for the teaching outside the normal hours. Under the current Enterprise Agreement (as amended or replaced) the number of hours for scheduled meetings is to be averaged at 20 hours per semester for classroom teachers. This is exclusive of morning briefings. Teaching staff are to be present from the commencement of the School’s starting time. This is generally half an hour before the commencement of teaching. Teaching Staff are normally expected to remain at the school for half an hour after the last bell. Teachers are expected to give regular and efficient instruction for the academic, physical and spiritual development of student; co-operate with the Principal and Clergy of the Parish or Region to promote the involvement of students in worship and prayer and work to raise the status and reputation of teaching as a ministry and as a profession in the society at large. Normal duties as a teacher also include playground duties, sports duties and extra-curricular activities as directed by the Principal. This may include, from time to time, undertaking teaching of a relieving nature. 10.2 PART-TIME TEACHERS Teachers will be required from time to time to undertake further teaching of a relieving nature. Teaching loads may be varied from time to time but the Principal prior to any variation taking effect will give reasonable notice. Teachers may be required, outside normal teaching hours, to assist and participate in sporting and other extra-curricular activities, the school programs for spiritual and pastoral care, and the various duties which are rostered over the school staff generally. This includes attendance at staff meetings and professional development days. The Principal will advise of the nature of such required duties from time to time.


10.3 GENERAL EMPLOYEES - SCHOOL SUPPORT OFFICERS The ordinary hours of a full-time SSO shall not exceed 38 hours per week, and shall be worked between the hours of 7:30 and 6:00pm, Monday to Friday and between the hours of 7:30am and 12 noon on Saturday. The needs of the school may require work to be performed during periods of student vacation and there is an expectation that employees will be flexible to ensure that such needs are met in so far as the additional hours are reasonable. The Principal reserves the right to change duties and spread of hours from time to time, e.g. during student vacation periods. If this is required, it will be discussed with and provided in writing. 10.4 MAINTENANCE / OUTDOOR STAFF The ordinary hours for full-time Maintenance/ Outdoor Staff exclusive of meal breaks shall not exceed an average of 38 hours per week and shall be worked in five (5) days, Monday to Friday.

11. SUPERANNUATION

As an employee of the Diocese you are eligible to participate in the Diocesan Voluntary Superannuation Scheme. The CEDoW default complying superannuation funds include the Catholic Superannuation and Retirement Fund (CSRF), Non-Government Schools Superannuation Fund (NGS) and National Catholic Superannuation Fund (NCS). The appropriate percentage of your gross salary will be paid by the CEO into your nominated fund on your behalf. The employee may also make voluntary contributions to any eligible superannuation fund identified by the Award.

12. ANNUAL LEAVE AND LEAVE LOADING

For staff working in schools the annual leave technically occurs in the summer student vacation period. You will not be entitled to take annual leave in excess of this. Your salary is inclusive of all annual leave entitlements under the Annual Holidays Act (NSW) (as amended or replaced). Leave loading is paid to employees in the first pay of December.

13. ANNUAL ADJUSTMENT OF SALARY FOR TEACHING AND SUPPORT STAFF

At the end of each school year a detailed memo advising of the annual adjustment of salary will be emailed to all employees. Different conditions apply to employees who have:

• varied their hours throughout the school year (Formula A pay continues pro rata)

• commenced on or after four (4) weeks from the commencement of the school year, or

• employees who have taken more than twenty (20) days LWOP (including maternity leave, LSL at half pay) (Formula B lump sum in December);

• commencing after four (4) weeks of the start of the school year and have varied their hours (Formula A & B lump sum in December).


14. SICK LEAVE

Employee sick leave provisions are detailed in the relevant Agreement (as amended or replaced) and are cumulative from year to year. Processes apply within each workplace for the notification of absence. Please ensure you discuss these with your Supervisor upon commencement. Employees must lodge their applications for leave to cover their absences from work using the electronic CEO online process. This must be done within a reasonable time period from when the employee commenced sick leave. Repeated failure to meet this professional responsibility may result in the engagement of the Staff Relations Policy.

15. OTHER FORMS OF LEAVE

Employees can access other forms of leave including bereavement leave, carers leave, long service leave and parental leave and should consult the applicable Agreement (as amended or replaced) as informed by relevant Fair Work Legislation.

16. POLICIES AND PROCEDURES

Compliance is required with CEDoW employment policies and school based policy and procedures and any variations that may be published from time to time. Policies are accessible through the CEDoW website and Infopoint site.

17. POLICY ON ACCEPTABLE USE OF INFORMATION AND COMMUNICATION TECHNOLOGY (ICT) BY EMPLOYEES

Employee internet and email use may be monitored by system administrators and others, as nominated by the Principal or CEO or by third parties nominated by the CEO. Computer surveillance is currently operative, it is continuous and ongoing. At log on to the network employees acknowledge that they have read and understood this notice and policy www.dow.catholic.edu.au/policies/employees/. The CEO reserves the right to monitor usage of these facilities and any communications sent or received using these facilities. This includes any personal messages sent or received using the facilities. In particular facilities must not be used to access, download, copy, circulate, distribute, send, receive or otherwise communicate:

• hateful or abusive material; • offensive material; • defamatory material; • pornography; or • material which might be deemed discriminatory or constitute harassment.

Breaches of this policy will be treated seriously and may result in disciplinary action, including termination of employment. Failure to report breaches of this policy by colleagues may also put employment in jeopardy.

18. USE OF EQUIPMENT PROVIDED BY THE EMPLOYER

For the purposes of employment and performance of work related duties, employees may be provided with the use of office, technological and educational equipment as deemed necessary by your Supervisor. This may include, but is not limited to, a computer with internet access and/or laptop computer. The use of this equipment will comply with the CEDoW policies on use of equipment and facilities, be consistent with the expectations of the employer, comply with the requirements of all policies, and otherwise be reasonable and proportionate.

http://www.dow.catholic.edu.au/policies/employees/Acceptable%20Use%20of%20Information%20and%20Communication%20Technology%20Policy.pdf


19. COMMITMENT TO CONFIDENTIALITY

During employment or after the termination of employment employees must not for any reason, directly or indirectly, use or disclose (or attempt to use or disclose) confidential information read or obtained in the course of employment to any other person unless specifically authorised to do so. Confidential information includes, but is not limited to:

• personal information about other employees, students whether they are in your care or otherwise, or students’ families or parents or caregivers;

• individuals engaging in activities or seeking assistance/services from a school(s) or CEDoW; • data held on computer data bases and computer software; and • any other information obtained from or read in the course of employment with the CEDoW that is,

by its nature, confidential, and is not otherwise in the public domain.

20. COMMITMENT TO WORK HEALTH AND SAFETY

Employees have an obligation to:

• take reasonable care for the health and safety of people who are at the place of work and who may be affected by acts or omissions at work;

• co-operate with the employer or other persons at work as far as is necessary to enable compliance with any requirement under the work health and safety

• legislation and/or the regulations that are imposed in the interests of health, safety and welfare on the employer or any other person; and

• not intentionally or recklessly, interfere with or misuse anything provided in the interests of health, safety and welfare under work health and safety legislation.

21. NOTIFICATION OF EMPLOYEE ASSISTANCE PROGRAM

The Employee Assistance Program (EAP) is a benefit provided by CEDoW for employees, at no cost to employees. If employees want to use the EAP, they can contact Access by telephone 24 hours a day, 7 days a week. An experienced professional will help assess the situation, suggest possible solutions and discuss available resources. If a face-to-face meeting with a counsellor is recommended, the employee will be referred to the appropriate locally based professional. Confidential appointments will be scheduled within 48 hours (or sooner, in a crisis situation). All permanent and temporary employees can use the free call number and receive personal counselling if appropriate. Casual employees must first seek approval to use the service and can do so by contacting the Safety, Wellbeing and Professional Services Team in Human Resources Services at Catholic Education Office, Diocese of Wollongong. All enquiries will be treated as confidential. Confidential counselling for work-related or personal problems - free call telephone: 1800 81 87 28 and email: www.accesseap.com.au

http://www.accesseap.com.au/


22. TERMINATION OF EMPLOYMENT BY THE EMPLOYER

The foregoing shall not affect the right of the employer to dismiss summarily any employee for incompetence, misrepresentation, neglect of duty or other misconduct including failure to comply with any CEO or school based policy and procedure. Termination of an employee will otherwise be in accordance with the terms of the relevant award (as amended or replaced), and where one does not apply, on four weeks’ notice. The employment of a casual employee may be terminated by one hour’s notice.

23. TERMINATION OF EMPLOYMENT BY STAFF (RESIGNATION)

Teaching staff shall not terminate their employment unless four school term weeks’ notice is given, otherwise the teacher may forfeit four weeks’ salary in lieu of notice. SSOs and Maintenance and Outdoor Staff, except for the first week of employment, may terminate their employment by giving notice as set out below:

Years of Continuous Service Notice Period

Less than 1 year 1 week minimum

More than 1 year but less than 3 years 2 weeks minimum

More than 3 years but less than 5 years 3 weeks minimum

More than 5 years 4 weeks minimum

Please take the time to read through the above and contact a representative from Human Resource Services if you have any further questions. With best wishes for a productive and fulfilling appointment in Catholic Employment in the Diocese of Wollongong. Yours sincerely CAROLYN HADLEY Head of Human Resource Services Diocese of Wollongong


IMPLEMENTATION AND REVIEW

All Staff and Heads of Service are responsible for the implementation of this document in their respective areas. All new employees must be provided with a copy of this document as part of their induction information package. Any comments on the document can be provided to the Legal/Industrial Officer.

VERSION CONTROL

Publication Details Service Area: Human Resource Services Team: Carolyn Hadley Approved Version: V4 Effective Date: 8 August 2016 Review Date: January 2018 HPRM: D2016/010451

GENERAL TERMS OF EMPLOYMENT SCHOOL STAFF · 2 Catholic Education Diocese of Wollongong Human...

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