professional20officers_20certified20agreement202005

EB1-Attachment A.doc 1

Attachment A

Townsville Catholic Education - Professional Officers’ – Certified Agreement - 2005 ARRANGEMENT of AGREEMENT Subject matter Clause No. Part 1 – PRELIMINARY

Title 1.1

Definitions 1.2

Parties bound 1.3

Application 1.4

Date and operation of the agreement 1.5

Conditions not to be reduced 1.6

No further claims 1.7

Part 2 – Communication, consultation and dispute resolution

Consultative mechanisms and procedures in the workplace 2.1

Grievance and dispute resolution procedures 2.2

Anti-discrimination 2.3

Equal employment opportunity 2.4

Part 3 – Relationship to the aims of Townsville Catholic Education

Acknowledgment 3.1

Mission Statement 3.2

Objectives of the Certified Agreement 3.3

Part 4 – EMPLOYER and EMPLOYEE DUTIES, EMPLOYMENT RELATIONSHIP and RELATED

ARRANGEMENTS

Terms of engagement 4.1

Fixed term contracts 4.2

Flexible hours 4.3

Part 5 – SALARY and RELATED MATTERS

Salary increase 5.1

Superannuation 5.2

Classification of professional officer positions 5.3

Restructure of classification and salary scales 5.4

Reclassification 5.5

Increments 5.6

Guidance counsellors – increase in salary level on gaining an additional qualification 5.7


Higher duties 5.8

Payment of salaries 5.9

Salary packaging 5.10

Salary sacrifice into superannuation funds 5.11

Part 6 – LEAVE

Long Service Leave 6.1

Long service leave portability 6.2

Sick Leave 6.3

Health Check Leave 6.4

Family Leave 6.5

Access to Leave – Terminally Ill Member of Household 6.6

Cultural leave 6.7

Paid Maternity Leave 6.8

Carers leave – paternity leave 6.9

Paid Adoption Leave 6.10

Annual leave 6.11

Public holidays 6.12

Leave Without Pay 6.13

Part 7 – ISSUES of WORK PRACTICE

Professional development and training 7.1

Workplace health and safety 7.2

Workplace stress 7.3

Workplace harassment 7.4

Casual employment 7.5

Breast-feeding and expressing facilities 7.6

Pay slip advice 7.7

Professional development – industrial relations 7.8

Resourcing of industrial practice 7.9

Job security 7.10

Outsourcing 7.11

Induction 7.12

Job share arrangements 7.13

Part 8 – FUTURE RE-NEGOTIATION of AGREEMENT

Renewal or replacement agreement 9.1


PART 9 – SIGNATORIES TO AGREEMENT

Signatories to agreement 10.1

SCHEDULES Schedule 1 Salary, Wages and Allowances

Schedule 2 New Townsville CEO Salary Scale

Schedule 3 Job Share Arrangements for Townsville Catholic Education Office Employees

Schedule 4 Paid Maternity Leave Administrative Provisions

Schedule 5 Diocesan Education Council Diocese of Townsville Affirmative Action (Equal

Opportunity for Women) Policy


Part 1 – PRELIMINARY 1.1 Title

This Agreement shall be known as the Townsville Catholic Education Professional Officers’ Certified Agreement 2005.

1.2 Definitions

1.2.1 The term, Professional Officer, shall refer to a professional officer (excluding officers employed as Assistant Directors or Consultants) employed at Townsville Catholic Education Office.

1.2.2 The term, TCEO salary scale, shall refer to the salary scales set out in Schedule 1of this

agreement. 1.2.3 The term, casual employee, shall mean an employee who is engaged by the hour and

receives a casual loading in addition to the full time hourly rate, but does not receive service benefits. A casual employee is appointed to a position which is classified in accordance with the provisions of Clause 5.3 of this agreement. Provided that a casual employee shall be entitled to the accrual of Long Service Leave in accordance with the provisions of Chapter 2 Part 3 of the Industrial Relations Act 1999.

1.2.4 The term, employing authority, shall mean the Corporation of the Trustees of the Roman

Catholic Trust Corporation for the Diocese of Townsville, operating as Townsville Catholic Education Office at 2 Gardenia Ave Kirwan, Queensland 4817.

1.2.5 The term, union, shall mean the Queensland Independent Education Union of Employees.

1.3 Parties bound

The parties bound by this Agreement are as follows:

The Roman Catholic Trust Corporation for the Diocese of Townsville;

Queensland Independent Education Union of Employees;

Professional Officer employees of Townsville Catholic Education Office. 1.4 Application

This agreement shall apply to those employees who are employed as Professional Officers (excluding Assistant Directors and Educational Consultants) by the employing authority.

1.6 Date and operation of the agreement

This agreement shall operate from the date of certification by the Queensland Industrial Relations Commission and shall remain in force until 31 March 2007.

1.7 Conditions not to be reduced

No Professional Officer covered by this Agreement shall suffer a reduction in wages or conditions of employment (including entitlements in excess of the minima prescribed in this agreement) as a result of the introduction of this Agreement.

1.8 No further claims


There shall be no further wage increases during the life of this Agreement other than those provided for in Clause 5.1. The Agreement constitutes a closed agreement in settlement of all matters contained herein for the duration of this Agreement. The parties agree that there will be no further claims in regard to the matters set out herein during the life of this Agreement. This Agreement may be varied in accordance with the provisions of the Act. This Certified Agreement may be varied in circumstances where all of the parties genuinely agree that a variation is necessary. Where agreement is reached then this Agreement shall be varied by application to the Queensland Industrial Relations Commission in accordance with the provisions of the Act. Any agreed variation to this Agreement will be subject to the same consultation and approval process as that used for this Agreement.

Part 2 - COMMUNICATION, CONSULTATION and DISPUTE RESOLUTION 2.1 Consultative mechanisms

(1) The parties to this agreement are committed to the effective implementation of this Agreement.

(2) Consistent with the preceding sub-clause and consistent with the objectives of the

agreement, a consultative mechanism shall operate to monitor the implementation of this Agreement. The Director (or nominee), supported by an Executive Officer, will meet at least twice per year with a maximum of two employee representatives from each of the following areas of the Townsville Catholic Education Office: • Director’s Office • Religious Education and Curriculum • Finance and Administration • School. Services.

This Consultative Committee shall operate within the following guidelines:

1. The committee shall meet at least two (2) times per year, or once for each school semester

2. Additional meetings may be called at the discretion of the Employing Authority representative or at the request of at least three employee members of the committee

3. Representatives will consult with the group(s) that they represent on matters under consideration

4. The committee shall report regularly to all Office staff. 2.2 Grievance and dispute resolution procedures

2.2.1 The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and the employing authority in respect of any industrial matter and all other matters that the parties agree on and are specified herein. Such procedure shall apply to a single employee or to any number of employees.

2.2.2 In the event of an employee having a grievance or dispute the employee shall, in the first instance, attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances.


2.2.3 If the grievance or dispute is not resolved under subclause 2.2.2 hereof, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee or the employee's representatives.

2.2.4 If the grievance or dispute is still unresolved after discussions listed in subclause 2.2.3 hereof, the matter shall, in the case of a union member, be reported to the State Secretary of the relevant Union of Employees and the Director or nominated representative of the Employing Authority. An employee who is not a union member may report the grievance or dispute to senior management or the nominated representative of the Employing Authority. This action should occur as soon as it is evident that discussions under subclause (3) hereof will not result in resolution of the dispute.

2.2.5 If, after discussion between the parties, or their nominees as outlined in subclause 2.2.4, the dispute remains unresolved, then notification of the existence of the dispute is to be given in pursuance of Section 229 of the Industrial Relations Act 1999.

2.2.6 Whilst the foregoing procedure is being followed normal work shall continue except in the case of a genuine safety issue.

2.2.7 Except in the case of termination, the status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed.

2.2.8 All parties shall give due consideration to matters raised or any suggestion or recommendation made by an Industrial Commissioner or Industrial Magistrate with a view to the prompt settlement of the dispute.

2.2.9 Any order of the Queensland Industrial Relations Commission (subject to the parties right of appeal under the Act) will be final and binding on all parties to the dispute.

Discussion at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in pursuance of Section 229 of the Industrial Relations Act 1999.

2.3 Anti-discrimination

It is the intention of the parties to this Certified Agreement to achieve the principal object in Section 3(c) of the Industrial Relations Act 1999 by helping to prevent and eliminate discrimination.

2.4 Equal employment opportunity

2.4.1 The employing authority seeks to ensure that policies on recruitment and promotion provide equal opportunity for all employees. To this end all appointments and promotions shall be based on merit, skills and qualifications.

2.4.2 Practices employed by Townsville Catholic Education Office will implement the intention and meet the requirements of the Diocesan Education Council Diocese of Townsville Policy Statement – Affirmative Action (Equal Opportunity for Women. (See Schedule 8)

Part 3 - RELATIONSHIP to the AIMS of TOWNSVILLE CATHOLIC EDUCATION OFFICE 3.1 Acknowledgment

The employing authority and employees acknowledge and agree to work towards the achievement of the Mission Statement and Goals for Townsville Catholic Education Office staff.


3.2 Mission Statement

To provide services to our Catholic school communities, which support them in achieving quality outcomes for students, and in promoting the ongoing development of Catholic education.

3.3 Objectives of the Certified Agreement

This agreement provides a framework for the employing authority and the employees to implement further a culture of mutual collaborative partnership within and across the Townsville Catholic Education Office for the purpose of improving productivity, efficiency and more effective work practices.

The Objectives of the Terms of Agreement are to develop a culture of workplace reform by:

(1) Demonstrating a commitment to working as part of the Diocesan educational ministry

through an understanding of Diocese of Townsville Catholic Education Office Mission Statement for Catholic Education for the Diocese of Townsville. (See Schedule 8)

(2) Supporting the development of staff members so that they give witness to the mission,

values and goals of Townsville Catholic Education Office. (3) Improving the effectiveness of support services to schools and other agencies in

contributing to the provision of quality teaching and learning. (4) Improving work practices to enhance the efficiency and productivity so that excellent

service is provided. (5) Creating more effective management and resourcing processes which increase flexibility,

responsiveness and professionalism. (6) Reflecting upon and initiating new ways of working. (7) Promoting a learning community by regularly reflecting on performance, goal setting and

planning for professional development needs. (8) Providing benefits to employees through improved wages and conditions of service. (9) Developing and implementing collaborative and consultative decision making processes. (10) Ensuring that the Townsville Catholic Education Office is a supportive, caring,

professional and safe working environment. (11) Demonstrating a commitment to continual professional development and upgrading as

required to maintain excellent work practices and performance. (12) Promoting a welcoming, affirming and non-discriminatory environment. (13) Encouraging leadership to promote justice and spiritual development in the wider

educational faith community. Part 4 – EMPLOYER and EMPLOYEE DUTIES, EMPLOYMENT RELATIONSHIP and

RELATED ARRANGEMENTS 4.1 Terms of engagement


At the point of engagement the employing authority shall provide the employee with a letter of employment which sets out the terms of engagement stating, inter alia, the length of appointment, the position classification, the rate of salary as at appointment and other conditions of employment.

4.2 Fixed Term Contracts

4.2.1 Professional Officer fixed term positions shall be reviewed during the last six months of employment in that position if the contract is for three years or more. Such review will determine whether the position will become a continuing position or remain as a fixed term appointment.

4.2.2 A Professional Officer employee on a fixed term contract will be advised three months

prior to the end of the contract as to whether the contract will be renewed. 4.3 Flexible Hours

4.3.1 As outlined in each individual’s terms of engagement it is recognised that Professional Officers are salaried employees. During the course of employment Professional Officers of TCEO may be required to work hours above and beyond the expectation of hours outlined in each individual’s terms of engagement.

4.3.2 In circumstances in which this is identified and agreed between the employer and

employee, a flexible approach to the recognition of any excess hours will be adopted.

4.3.3 Where an employee seeks the negotiation of an amendment to their hours of duty in recognition of additional hours worked, such discussions shall occur prior to the employee undertaking the additional hours or as soon as possible after the additional hours have been worked. Any alteration to the employee’s hours of duty is to be negotiated with the employee’s line manager or the Director. Alternatively arrangements may be negotiated, with the Director, which will allow alterations to the hours of duty to occur at a mutually agreed time.

4.3.4 In addition to the above arrangements, enhancements to annual leave may be provided to individual employees in recognition of additional hours worked and/or significant travel responsibilities. Such additional leave shall be provided on an individual basis and will normally be assessed annually. Any additional leave granted will not have any loading applied. During the life of this agreement, professional officers may make application for additional leave. The Director has sole discretion, [based on the merits of each application], in granting any additional leave entitlement.

Part 5 - SALARY and RELATED MATTERS 5.1 Salary increase

5.1.1 Employees covered by this Agreement shall be paid according to the respective classification levels as provided in the salary scale as outlined in Schedule 1 – Salary, Wages and Allowances.

5.1.2 The wage increases to be paid to employees by this Agreement are:

(a) 3.8% from 1 June 2003;

(b) 3.5% from 1 July 2004;


(c) 3.5% from 1 July 2005; and

(d) Any increases in wages and/or superannuation for teachers (Band 3 Step 4) in the period between 2 June 2006 and 31 March 2007 in accordance with CA 894 of 2003 and any Agreement which replaces or amends CA 894 of 2003, will be applicable to employees covered by this Agreement. Such increases would include any interim increases paid to teachers (Band 3 Step 4) who are employed by Catholic education employing authorities in Queensland.

5.2 Superannuation

5.2.1 Catholic education employing authorities recognise that an increased employer contribution combined with an employee co-payment, delivers a substantial benefit to the employee’s superannuation savings.

5.2.2 In line with the parties’ commitment to quality teaching and learning and the provision of a Catholic Education that is affordable for all families, the parties agree that the maintenance of at least the current level of educational resourcing is to be maintained.

5.2.3 The parties recognise that any additional superannuation contributions from employees is a matter of employee choice within the options available. The payment to be made by employing authorities will be subsumed into any payment mandated by Superannuation Guarantee Charge legislation, if any such payment is mandated.

5.2.4 Employees shall receive a minimum level of superannuation consistent with contractual arrangements which apply.

5.2.5 The employing authority shall make available to all employees the following options:

(a) as of the first full pay period on or after 16 February, 2004 or the first full pay period on or after a successful ballot whichever is the later, a superannuation employer option of 10.75% inclusive of the Superannuation Guarantee Contribution, with a co-payment of 3% as the minimum employee contribution, and

(b) as of the first full pay period on or after 16 February, 2004 or the first full period on or after a successful ballot whichever is the later, a superannuation employer contribution of 11.75% inclusive of the Superannuation Guarantee Contribution, with a co-payment of 4% as the minimum employee contribution; and

(c) as of the first full pay period on or after 14 February, 2005, a superannuation employer contribution of 12.75% inclusive of the Superannuation Guarantee Contribution, with a co-payment of 5% as the minimum employee contribution..

Where an employee wishes to access one of the options identified in paragraphs (a), (b) or (c) above, the employee will make written application to their employer.

5.2.6 An employee’s voluntary superannuation co-payment may be before tax in accordance with the salary packaging provisions.

5.2.7 Superannuation Fund options

For the life of this agreement, the employer will offer the following two funds, into which compulsory employer superannuation contributions can be made. The two funds are:

(a) Catholic Superannuation and Retirement Fund (CSRF)

(b) Queensland Independent Education and Care Superannuation Fund (QIEC Super).

5.3 Classification of Professional Officer Positions


5.3.1 Upon appointment or upon establishment of the position the Professional Officer position

shall be classified by the employing authority in accordance with an appropriate work value methodology that reflects an educational and service organisation. The employee will be appointed to the level within the Townsville Catholic Education Office salary scale (Schedule 1) that accords with the outcomes of the methodology.

5.3.2 In accordance with the implementation of a new classification and salary structure as per

clause 5.4 below, the classification and salary structure contained in Schedule 1 shall be replaced by Schedule 2 which will be developed during the life of this agreement. The operative provisions to support the introduction of the new structure shall be in accordance with clause 5.4 of this agreement.

5.4 Restructure of Classification and Salary Scales

5.4.1 The Professional Officer classification and salary scale contained in Schedule 2, and subject to clause 5.4.2, shall be implemented by the employer no later than 1 January 2006 and shall commence on the basis of the salary increase operative from 1 July 2005. At the time of this introduction of Schedule 2, the previous classification and salary scale contained in Schedule 1 shall no longer be applicable to Professional Officer positions.

5.4.2 The implementation of the new classification and salary scale Schedules 2 shall be in

accordance with a work value analysis conducted by an accredited consultant, in accordance with an appropriate work value methodology that reflects an educational and service organisation. The consultant shall conduct an appropriate analysis of the position and forward recommendations to the employing authority for determination

5.4.3 No employee shall be disadvantaged by the implementation of the new classification and

salary structure or any associated reclassification of their position. Any employee who has their position reclassified as a result of the implementation of the new structure shall be afforded all rights and entitlements in accordance with the provisions of the Industrial Relations Act 1999, the tenets of procedural fairness and the provisions of this agreement.

5.4.4 Following the implementation of the classification and salary scale Schedules 2, all future

appointments or establishment of positions shall be classified by the employer in accordance with the work value process detailed in clause 5.4.2.

5.4.5 An employee shall be provided with a copy of the position description upon which the

classification has been based and details of the work value analysis undertaken for the position.

5.5 Reclassification

5.5.1 An employee may request a reclassification of their position. Such a request may be made in relation to the translocation to the classification and salary scale detailed in clause 5.4 of this agreement, the classification level of an existing position or where the classification level of a position has been changed. Except in exceptional circumstances no employee shall be permitted to seek a reclassification of their position on more than one occasion in a 12 month period.

5.5.2 The employee shall make any such Request for Reclassification, in writing, to the employer.

5.5.3 An employee shall be provided with a copy of the position description upon which the classification has been based and details of the work value analysis undertaken for the position where such documents have not already been provided to the employee. This documentation shall be provided to the employee in a timely manner upon their submission of a written request for reclassification.


5.5.4 The employer shall consider the Request for Reclassification and notify the employee in writing of the decision regarding the employee’s request.

5.5.5 If after receiving the employer’s notification, the employee believes that their position has not been classified at the correct level, the employee may apply for a review of that decision. In this case the employee shall make written application for a Review of Classification to the employer.

5.5.6 Where the employer receives a Review of Classification application, the employer shall advise the Queensland Independent Education Union (QIEU) in writing that an application has been received.

5.5.7 A joint review of the classification by QIEU and the employer shall then take place. The persons representing QIEU and the employer will, wherever practicable, have substantial experience in the classification of employees. Further, wherever practicable, the person who made the original decision in relation to the classification will also be involved.

5.5.8 The joint review will seek to reach a consensus position. The employee will be advised in writing of the outcome of this review.

5.5.9 If an agreed outcome cannot be reached between the employer and QIEU then the employee may refer the matter to the Queensland Industrial Relations Commission in the terms of the Grievance Procedure.

5.6 Increments

5.5.1 Once appointed to a level within the relevant classification scale, an employee shall progress, subject to satisfactory performance, by annual increments through the steps of that particular level.

5.5.2 For the purposes of progression of part time employees, 1976 hours shall be deemed to be

equivalent to a year’s service.

5.5.3 At the Director’s discretion, an employee may be appointed to a position which has been classified at a higher level in terms of work value points and salary without having progressed through all steps within a lower level.

5.7 Guidance Counsellors – increase in salary level on gaining an additional qualification.

Employees employed as Guidance Counsellors may progress from Level 9 to Level 10 on the Catholic Education Office – Diocese of Townville Professional Officers’ Salary Scale once they meet the following two conditions:

a) They hold qualifications acceptable to the Queensland Board of Teacher Registration for

those seeking registration as a teacher; and

b) They hold a Masters degree in any one of Educational Psychology, Psychology, or Education/Guidance and Counselling.

` Once both conditions are met, an employee may make a written application to the Director for recognition of the additional qualification and a relevant increase in salary from a step in Level 9 to a step in Level 10 in accordance with the salary scale at Schedule 1. This provision will cease to operate when the new classification scale is introduced in accordance with Clause 5.4 of this Agreement.

5.8 Higher duties


5.7.1 Employees who are appointed, for four consecutive weeks or more, to undertake a level of responsibility equivalent to a position which is classified at a higher level in accordance with the salary scale set out in Clause 5.1, shall receive the salary appropriate to that position.

5.7.2 The employee who is carrying out the higher duties shall be paid at the pay point

appropriate to the acting position which is equal to or greater than the employee’s current rate of remuneration.

5.9 Payment of salaries

Employee salaries shall be made fortnightly by electronic funds transfer into an account/s nominated by the employee.

5.10 Salary packaging

5.10.1 The employing authority agrees to the implementation of salary packaging for components other than superannuation, from the first full pay period on or after 1 April 2004. Administrative guidelines will be developed by the employing authority and made available to all employees.

5.10.2 Components that may be subject to salary packaging arrangements shall be specified by the employing authority and may include, but are not limited to: mobile phones; laptop computers; self education expenses; motor vehicles; childcare expenses; work related equipment; accident or income protection insurance premiums; technical journal subscriptions; uniforms; protective clothing; union fees or professional association fees. The employing authority shall notify in writing those items which may be included in the salary package.

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

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

5.10.5 The employee’s salary used to calculate superannuation contributions, leave loading, long service leave, severance and termination payment entitlements, will be the gross base salary as per Schedule 1 - Wages of this Agreement the employee would receive if not taking part in the salary packaging arrangement.

5.10.6 The maximum amount allowable for salary packaging purposes shall be in accordance with the provisions of the Australian Taxation Office.

5.10.7 Salary packaging arrangements may be altered at least once per annum with more frequent alterations at the discretion of the employer.

5.10.8 The employing authority reserves the right to outsource the administration of salary packaging arrangements to a provider appointed by the employing authority.

5.10.9 The employing authority will meet the cost associated with the transmission of approved funds to the service provider.

5.11 Salary Sacrifice into Superannuation Funds

Employees shall be permitted to elect to salary package their ordinary time earnings into an approved superannuation fund, subject to compliance with the Industrial Relations Act 1999. Where the Employing Authority and individual employee agree an additional contribution may be made of the employee’s total employment cost into a complying superannuation fund. Where


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

(1) the fund(s) comply with the provisions of the Superannuation Industry (Supervision)

Act 1993 (2) no fund shall be a personal fund (3) the implementation of any such arrangements shall be at the discretion of the

Employing Authority (4) the contribution shall be expressed as a dollar amount of salary (5) such salary sacrificing arrangements shall be available to all employees with the

exception of casual employees and those employed on fixed term contracts for less than a school year

(6) the funds shall accept electronic funds transfer (7) any arrangements as set out in this clause shall be at the employee’s request (8) the terms of the arrangement shall be committed to writing and signed by the

employer and the employee (9) a copy of the signed agreement shall be held by the employer and a copy provided to

the employee (10) this arrangement may only be altered once per annum

The parties acknowledge that within the limits prescribed in this clause the implementation of any salary sacrificing arrangement shall be at the discretion of the Employing Authority.

Part 6 – LEAVE 6.1 Long Service Leave

6.1.1 From 1 January 1998, employees covered by this agreement shall accrue long service

leave on full pay at the rate of thirteen (13) weeks leave for ten (10) years of continuous service.

6.1.2 Employees who have completed their first ten (10) years of continuous service may again

access their further accrued Long Service Leave after the completion of a further five (5) years of continuous service.

6.1.3 Notwithstanding clauses 6.1.1 and 6.1.2 of this clause, employees covered by this

agreement who are registered teachers shall have accrued long service leave at the rate of thirteen (13) weeks leave for ten (10) years of continuous service as from 1 January 1985.

6.2 Long Service Leave Portability

6.2.1 For the purpose of this clause, Long Service Leave accruals as at 1 January 2002 and

subsequent service will be portable between Catholic Diocesan Education Offices in Queensland, the Queensland Catholic Education Commission and Systemic Schools of Queensland.

It is agreed that the administrative arrangements and procedures to be applied to

portability will be the same as that applying to teachers in Catholic Diocesan Systemic schools of Queensland.

6.2.2 During the life of this Agreement, discussions will take place between the employing

authority and Catholic education employing authorities in Queensland with regard to portability of Long Service Leave for employees moving between this employing authority and other Catholic education employing authorities in Queensland.


6.3 Sick Leave

6.2.1 Accrual of sick leave

(a) Full time employees are entitled to sick leave accrual at the rate of ten (10) days per year. Such accrual will operate from and include the first pay period after the commencement of 2001.

Sick leave is accumulated at one (1) day for every 5.2 weeks worked.

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

An employee engaged on a casual basis does not accrue and is not entitled to paid sick leave.

(b) The employing authority shall provide access to accrued sick leave entitlements beyond 13 weeks in any one year.

6.2.2 Use of sick leave

An employee who is absent from work due to illness shall be entitled to payment in full for all time absent from work in accordance with this clause:

(a) If the absence due to illness exceeds two (2) days, the employee shall be

required to produce a certificate from a duly qualified medical practitioner specifying the period or approximate period during which the employee will be unable to work, or other evidence of illness to the satisfaction of the employing authority.

(b) The employee shall promptly notify the employing authority of the illness and

of the approximate period during which the employee will be unable to work.

6.2.3 Continuity of employment

(a) The continuity of employment of an employee with the employing authority for sick leave accumulation purposes shall be deemed to be not broken by any of the following:

(i) absence from work on leave granted by the employing authority; (ii) the employee having been stood down by the employing authority, or

the employment having been terminated by either the employing authority or the employee, for any period not exceeding three months. Provided that the employee shall have been re-employed by that employing authority.

(b) The period during which the employment of the employee with the employing

authority shall have been interrupted or determined in any of the circumstances mentioned in subclause (3)(a) shall not be taken into account in calculating the period of employment of the employee with the employing authority.

6.2.4 Sick leave access and portability

a) For the purpose of this clause, Sick Leave accruals as at 1 January 2002 and

subsequent service will be portable between Catholic Diocesan Education Offices in Queensland, the Queensland Catholic Education Commission and Systemic Schools of Queensland.


It is agreed that the administrative arrangements and procedures to be applied to portability will be the same as that applying to teachers in Catholic Diocesan Systemic schools of Queensland.

b) During the life of this Agreement, discussions will take place between the

employing authority and Catholic education employing authorities in Queensland with regard to portability of Sick Leave for employees moving between this employing authority and other Catholic education employing authorities in Queensland.

6.3 Health Check Leave

The parties recognise the importance of employees maintaining healthy lifestyles and regular health check-ups. The employing authority agrees that employees with forty (40) or more days of accumulated sick leave shall be entitled to use one (1) day per annum of this accumulated Sick Leave to obtain medical advice and/or treatment of a preventative nature. The employee shall, where practicable, give the employer two (2) weeks’ notice prior to taking health check leave.

6.5 Family Leave

The provisions of the Family Leave Award 2003 (AR10 of 2003) apply to, and are deemed to form part of, this Certified Agreement. These provisions include Maternity Leave, Paternity Leave, Adoption Leave, Bereavement Leave and Carer’s Leave.

6.6 Access to Leave – Terminally Ill Member of Household

Employees are entitled to access paid leave of up to ten (10) days, in addition to the existing Family Leave provision, to care and support a household or an immediate family member who is terminally ill. Such leave shall be deducted from the employee’s sick leave accrual.

A further three (3) months of unpaid leave can be accessed by the employee to continue such care and support if necessary.

An employing authority may request a doctor’s certificate indicating the terminal nature of the illness.

6.7 Cultural leave

The parties recognize and affirm the value of Aboriginal and Torres Strait Islander spiritualities and cultures. The Catholic education employing authorities recognise the unique status that Aborigines and Torres Strait Islanders hold within Australian society. In recognition of this status Aborigines and Torres Strait Islander employees may apply for leave from the workplace for cultural reasons. Such applications will be considered within the normal leave provisions, guidelines and application procedures. Employees may apply for leave to which they may be entitled e.g. annual leave, bereavement leave, authorised accrued time leave or may elect to apply for unpaid leave.

6.8 Paid Maternity Leave

6.8.1 Eligible employees are entitled to six (6) weeks paid Maternity Leave as of 1 July 1999, in accordance with the provisions outlined in Schedule 6.

6.8.2 A pregnant woman may take unpaid special Maternity Leave, for a duration identified as

necessary by a doctor, if she should have a miscarriage at any time during the pregnancy. 6.9 Carers’ Leave – Paternity Leave


The parties agree that male employees shall be entitled to five (5) days paternity leave. This leave shall be taken as Special Responsibility Leave in accordance with the provisions of the Family Leave Award. An employee will not be required to provide a medical certificate to support such leave. The period of leave may commence on the date of the birth of the child (if this is a work day) or on a later date nominated by the employee.

6.10 Paid Adoption Leave

The employer agrees to the introduction of a provision for up to six (6) weeks paid Adoption Leave for the primary care giver from the date of placement of the adopted child. This leave will be taken in accordance with the provisions of the Family Leave Award – State and the agreed Adoption Leave Procedures.

6.11 Annual Leave

6.11.1 Every employee shall become entitled to twenty days’ (20) annual leave for each completed year of employment with the employing authority.

6.11.2 In respect to annual leave entitlements to which this clause applies, payment for Annual

Leave shall be calculated as follows:-

(a) the employee’s ordinary weekly salary rate as prescribed in Clause 5.1 for the period of Annual Leave and;

(b) a further amount calculated at the rate of seventeen and one half per centum of the

amounts referred to in subclause (a) of this clause.

6.11.3 Employees who are engaged on a casual basis are not entitled to accrue or receive annual leave.

6.11.4 Annual Leave shall be accessed at times mutually agreed between the employer and

employee. Employees are encouraged to take this leave during school vacation time so that the office can most fully respond to the needs of schools. Variation from this pattern is at the discretion of the Director.

6.11.5 Should the employer and employee be unable to agree as to the timing of leave, the

employer shall provide at least 4 weeks’ notice of the commencement of such leave.

6.11.5 An employee may request that annual leave be accessed in single days or a series of short periods throughout the year. Approval for the taking of single days or short periods of annual leave will be at the discretion of the Director and subject to the operational requirements of the Office.

6.11.6 Not more than ten (10) days of annual leave in any one year may be taken in periods of

less than one week. 6.12 Public holidays

6.12.1 An employee shall be entitled to a holiday on the following days:

New Year’s Day Australia Day Good Friday Easter Saturday


Easter Monday Anzac Day Labour Day Queen’s Birthday Christmas Day Boxing Day or day appointed under the Holidays Act in lieu of the above days.

6.12.2 In addition an employee shall be entitled to a holiday on the day appointed under the

Holidays Act as a holiday in relation to the agricultural, horticultural or industrial show for that city, town or district.

6.13 Leave Without Pay

6.13.1 Any employee who is granted leave of absence without pay to obtain further experience, training, or qualifications, or who is granted special leave (e.g. under the Family Leave Award State) shall not lose continuity of service for salary, sick and long service leave purposes.

6.13.2 The period of leave shall not by reason only of this provision be taken into account in

calculating the period of service of the employee. Part 7 – ISSUES of WORK PRACTICE `7.1 Professional development and training

7.1.1 The employing authority and employees accept a shared responsibility for the negotiation of a program of relevant professional development linked to the performance review outcomes and the mission and goals of Townsville Catholic Education Office.

7.1.2 In the context of the mission and goals of Townsville Catholic Education Office, and

consistent with performance review outcomes, the employer and employee shall determine and each year the employee shall undertake professional development. It is acknowledged that some of this professional development will occur during work time. Where appropriate, employees may also undertake professional development in their own time.

7.1.3 Except where the employing authority sponsors, provides and/or pays for the professional

development, the costs shall be met by the individual employee.

7.1.4 Professional Development Review A program of professional development for the life of this Agreement will be published within the Townsville Catholic Education Office no later than 31 March 2005.

7.1.5 The provisions of this clause also apply to clause 7.9 – Professional Development – Industrial Relations.

7.2 Workplace Health and Safety

The parties agree that the aims of efficiency and effectiveness can be advanced by implementing strategies to achieve healthier and safer jobs. The Workplace Health and Safety Committees will continue to review Workplace Health and Safety and if necessary further guidelines will be developed.

7.3 Workplace stress


7.3.1 Preamble

The prevention and management of workplace stress helps secure a safer and healthier and more effective workplace for employees. The term 'workplace stress' refers to those negative reactions people have to aspects of their environment due to pressures within the work environment. The employing authority recognises its legal requirement to assess the working environment for systems and practices that may lead to negative stress response and to put into place preventative measures. It is also recognised that policies which benefit employee health can improve productivity. Low levels of negative stress response are associated with low levels of staff turnover, absenteeism and low rates of injury. Workplaces that are perceived as healthy are characterised by clear policies and active methods of dealing with people which encourage a) respect for the dignity of each employee; b) regular feedback and recognition of performance; c) clear goals for employees in line with organisational goals; d) employee input into decision-making and career progression; and e) consistent and fair management actions.

7.3.2 Implementation

The employing authority agrees to the implementation of strategies to prevent and address workplace stress.

7.3.3 Managing Workplace Stress

Stress management interventions shall be based on prevention, management and minimisation strategies and are aimed at identifying and eliminating causes of workplace stress.

7.3.4 Structured Approach

A structured step-by-step problem solving approach involving participation and consultation shall be adopted to identify and focus on the real issues causing workplace stress.

7.3.5 Control Strategies

Control strategies shall be adopted to reduce the incidence of workplace stress.

7.4 Workplace harassment

The employing authority agrees to ensure workplace harassment policies and procedures exist. The policy development (if relevant) shall take place within the life of this Agreement and shall occur in consultation with the union and their representatives.

The structure of the policy and procedures will be determined by the employing authority, but consideration will be given to the following:

7.4.1 Policy

Consideration will be given to the following inclusions:


(a) Definition of workplace harassment and provision of examples of the types of behaviour which constitute such harassment;

(b) A statement that workplace harassment is unacceptable and will not be tolerated;

(c) a statement as to the negative impact harassment has on individuals, colleagues and the organisation;

(d) An encouragement to workers who experience or witness workplace harassment to engage in procedures to end such behaviour;

(e) A commitment to education and training in regard to the policy and procedures on a regular basis or at least once per year; and

(f) Provision for the appointment, training and time release of contact person(s) to handle complaints.

7.4.2 Procedures

(a) The procedures shall:

(b) Be fair and equitable;

(c) Ensure principles of natural justice are upheld;

(d) Respect privacy and confidentiality;

(e) Be undertaken with discretion so as to protect the reputation of the persons

being investigated;

(f) Be aimed at resolving the problem rapidly;

(g) Ensure that accurate records and documentation are kept;

(h) Include procedural steps for dealing with the alleged harassment; and

(i) Include formal steps for dealing with the alleged harassment which incorporates and investigative process outlining how and who will conduct the investigation, the rights of both the respondent and the complainant to representation and the need for each party to receive a report on the outcome.

7.4.3 The policy and procedures shall be available to all staff and their availability advertised

widely. 7.5 Casual employment

7.5.1 Casual loading

The casual loading payable to relevant employees will be twenty-three per cent (23%) unless varied within the life of this Agreement by a general ruling of the Queensland Industrial Relations Commission.

7.5.2 Duties

A casual employee cannot be directed to perform duties in excess of those for which the employee is paid.


7.6 Breast-feeding and expressing facilities

The employing authority will, upon request, provide a private and secure area for the purpose of breastfeeding and/or expressing and storing milk separate to communal staff facilities.

7.7 Pay slip advice

The employing authority agrees to the implementation of measures to provide all employees with details of leave accruals. Where information concerning the accrual of sick leave and annual leave is not currently reported on pay slips, the employing authority will respond to employee requests for this information within twenty-one (21) days of receipt of the request. Where the capacity to report on these accruals currently does not exist, the employing authority will work towards achieving this capacity within the life of the Agreement. The employing authority will advise employees when they are eligible for Long Service Leave. The employing authority will respond to requests from employees for an assessment of current Long Service accrual within twenty-one (21) days of receipt of the request.

7.8 Professional Development - Industrial Relations

7.8.1 The employer recognises the value of employees gaining a better understanding of industrial relations within the employer’s operations, and in particular, a better understanding of the industrial instruments and industrial issues impinging upon the working life of the employees.

7.8.2 As part of the Office’s Professional Development Program and consistent with the

professional development guidelines, an employee shall be entitled to apply for leave to attend courses and seminars conducted by TUTA (Trade Union Training Australia Inc.), ACTU, other relevant industrial courses or specific Union training courses in matters such as those listed below:

• Single Bargaining Unit and preliminary Enterprise Bargaining training; • Negotiating at the Office level; • Office Chapter Representative training; • Office Consultative Committee training.

7.9 Resourcing of industrial practice

7.9.1 The employing authority agrees to provide access for workplace union representatives to the

use of communication equipment, for the purposes of carrying out their union workplace responsibilities. Such access will be in accordance with the local arrangements for all staff at the Townsville Catholic Education Office for the use of this equipment;

7.9.2 The Townsville Catholic Education Office induction program shall include reference to

union coverage, membership and benefits. 7.9.3 The employing authority agrees to provide reasonable opportunity, for workplace union

representatives to consult with employees on workplace matters and enterprise bargaining issues. Such consultation shall not withdraw an employee from any scheduled work activity which fulfils part of their workplace duties.


7.10 Job Security

The parties agree that changes to work practices and productivity initiatives must be consistent with the operation of the Townsville Catholic Education Office. The parties further acknowledge that employees are a critical element in the improvement of quality service delivery. Arbitrary job reductions will not be pursued to secure the ongoing improvement in productivity and efficiency sought in accordance with the terms and conditions of this Agreement.

7.11 Outsourcing

If an “in principle” decision is made by the employing authority to contract out work currently being done by a office employee(s), consultation with the affected employee(s) and the union will occur before a decision on this matter is finalised. Such consultation need not occur where contracting out is for circumstances such as temporary increased workflow or staff on leave and does not result in an office employee(s) being disadvantaged.

7.12 Induction

7.12.1 An induction program shall be implemented for all employees and shall include as a minimum

(a) provision of a duty statement.

(b) identification of lines of support.

(c) provision of materials relevant to the ethos and mission of the system.

(d) provision of documents relevant to policies and procedures.

(e) provision of documentation and training consistent with workplace health and safety requirements specific to the duties undertaken by the employee.

(f) provision of information relevant to union coverage and benefits.

(g) provision of information relevant to superannuation entitlements and options.

7.13 Job share arrangements

The parties agree that job share provisions can assist employees in balancing work and family demands throughout various stages of their life and work cycle and as such job share can have advantages for employees and employing authorities.

The employing authority agrees to implement job share provisions for professional officer employees. The guidelines for these arrangements will be attached to this Agreement at Schedule 3.

Part 8 – FUTURE RE-NEGOTIATION of AGREEMENT 8.1 Renewal or replacement agreement The parties agree to re-open negotiations at least three months prior to the expiry of this Agreement, with a view to negotiating a further Agreement. PART 9 – SIGNATORIES to AGREEMENT

9.1 Signatories to agreement


Signed for and on behalf of the Roman Catholic Trust Corporation for the Diocese of Townsville

In the presence of:

(signature) (witness to sign)

(print name) (print name)

Signed for and on behalf of the Queensland Independent Education Union of Employees

In the presence of:

(signature) (witness to sign)

(print name) (print name)

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SCHEDULE 1 – Salary, Wages and Allowances

CATHOLIC EDUCATION OFFICE - DIOCESE OF TOWNSVILLE PROFESSIONAL OFFICERS' SALARY SCALE

3.8% Increase Effective - 1st June 2003

Base Salary - School Officers' Award Level 2 Step 3 31,779.80

Classification Step Annual Fortnightly

Level Salary Salary

Level 14 1 96,928 3,728.02

2 98,517 3,789.13

3 100,106 3,850.25

4 101,695 3,911.36

5 103,284 3,972.48

6 104,873 4,033.59

7 106,462 4,094.71

Level 13 1 84,216 3,239.10

2 85,805 3,300.21

3 87,394 3,361.33

4 88,983 3,422.44

5 90,572 3,483.56

6 92,161 3,544.67

7 93,750 3,605.79

Level 12 1 76,272 2,933.52

2 77,861 2,994.64

3 79,450 3,055.75

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4 81,038 3,116.87

5 82,627 3,177.98

Level 11 1 68,327 2,627.95

2 69,916 2,689.06

3 71,505 2,750.18

4 73,094 2,811.29

5 74,683 2,872.41

Level 10 1 60,382 2,322.37

2 61,971 2,383.49

3 63,560 2,444.60

4 65,149 2,505.72

5 66,738 2,566.83

Level 9 1 52,437 2,016.80

2 54,026 2,077.91

3 55,615 2,139.03

4 57,204 2,200.14

5 58,793 2,261.26

Level 8 1 44,492 1,711.22

2 46,081 1,772.34

3 47,670 1,833.45

4 49,259 1,894.57

5 50,848 1,955.68

Note The shaded steps in levels 13 and 14, are accessed at the Director's discretion.

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Catholic Education Office - Diocese of Townsville

Professional Officers' - Certified Agreement - 2004

3.5% Increase Effective - 1st July 2004


Level Salary Salary

Level 14 1 100,322 3,858.56 2 101,967 3,921.81 3 103,612 3,985.07 4 105,256 4,048.32 5 106,901 4,111.58 6 108,546 4,174.83 7 110,190 4,238.09

Level 13 1 87,165 3,352.52 2 88,810 3,415.77 3 90,455 3,479.03 4 92,099 3,542.28 5 93,744 3,605.54 6 95,389 3,668.79 7 97,033 3,732.05

Level 12 1 78,942 3,036.24 2 80,587 3,099.50 3 82,232 3,162.75 4 83,876 3,226.01 5 85,521 3,289.26

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Level 11 1 70,719 2,719.97

2 72,364 2,783.22 3 74,008 2,846.48 4 75,653 2,909.73 5 77,298 2,972.99

Level 10 1 62,496 2,403.69 2 64,141 2,466.95 3 65,785 2,530.20 4 67,430 2,593.46 5 69,074 2,656.71

Level 9 1 54,273 2,087.42 2 55,917 2,150.67 3 57,562 2,213.93 4 59,207 2,277.18 5 60,851 2,340.44

Level 8 1 46,050 1,771.14 2 47,694 1,834.40 3 49,339 1,897.65 4 50,984 1,960.91 5 52,628 2,024.16


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Catholic Education Office - Diocese of Townsville

Professional Officers' - Certified Agreement - 2004

3.5% Increase Effective - 1st July 2005


Level Salary Salary

Level 14 1 103,827 3,993.37 2 105,530 4,058.83 3 107,232 4,124.30 4 108,934 4,189.76 5 110,636 4,255.23 6 112,338 4,320.69 7 114,040 4,386.16

Level 13 1 90,211 3,469.65 2 91,913 3,535.11 3 93,615 3,600.58 4 95,317 3,666.04 5 97,019 3,731.51 6 98,721 3,796.97 7 100,423 3,862.44

Level 12 1 81,700 3,142.32 2 83,402 3,207.79 3 85,105 3,273.25 4 86,807 3,338.72 5 88,509 3,404.18

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Level 11 1 73,190 2,815.00

2 74,892 2,880.46 3 76,594 2,945.93 4 78,296 3,011.39 5 79,998 3,076.86

Level 10 1 64,679 2,487.67 2 66,382 2,553.14 3 68,084 2,618.60 4 69,786 2,684.07 5 71,488 2,749.53

Level 9 1 56,169 2,160.35 2 57,871 2,225.81 3 59,573 2,291.28 4 61,275 2,356.74 5 62,977 2,422.21

Level 8 1 47,659 1,833.02 2 49,361 1,898.49 3 51,063 1,963.95 4 52,765 2,029.42 5 54,467 2,094.88


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SCHEDULE 2– New Townsville CEO Salary Scale.

3.5%

Effective from 1 July 2005

Level Work value

points Step Annual F/N

BCE-7 (750-929) 1 $96,152 $3,685.50 2 $99,711 $3,821.90 3 $103,274 $3,958.50 4 $106,747 $4,091.60

BCE-6 (600-749) 1 $88,972 $3,410.30 2 $92,273 $3,536.80 3 $95,568 $3,663.10 4 $98,863 $3,789.40

BCE-5 (480-599) 1 $82,698 $3,169.80 2 $85,755 $3,287.00 3 $88,816 $3,404.30 4 $91,884 $3,521.90

BCE4 (380-479) 1 $73,225 $2,806.70 2 $75,935 $2,910.60 3 $78,644 $3,014.40 4 $81,365 $3,118.70

BCE-3 (300-379) 1 $65,061 $2,493.80 2 $67,347 $2,581.40 3 $69,643 $2,669.40 4 $71,933 $2,757.20

BCE-2 (240-299) 1 $56,802 $2,177.20 2 $58,910 $2,258.00 3 $61,007 $2,338.40 4 $63,113 $2,419.10

Salary Scale

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BCE-1 (180-239) 1 $48,677 $1,865.80

2 $50,475 $1,934.70 3 $52,286 $2,004.10 4 $53,851 $2,064.10

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SCHEDULE 3 – JOB SHARE ARRANGEMENTS FOR OFFICE EMPLOYEES Guidelines: The Diocese of Townsville recognises that, for pastoral and/or professional reasons, some employees may wish to enter into a job share arrangement. Job share arrangements only apply to full-time positions in the Townsville Catholic Education Office. Job share arrangements can provide the Diocese with opportunities to employ staff in situations which meet the needs and circumstances of the staff and benefit the operation of the office. It is also recognised that, in some circumstances, a job share arrangement may not be warranted, as the professional and administrative needs vary for each position in the office. 1. Definition

Job sharing is a voluntary arrangement in which a full-time position is divided between two staff members with shared responsibility for the position on a fixed-term basis.

2. Principles Underpinning the Guidelines 2.1 Job share is entered into voluntarily. 2.2 Job share arrangements will be flexible and accommodate both office and employee needs. 3. Selection Procedures

3.1. The job share position may arise from one of the following scenarios:

• An employee who is presently employed full time, may request to job share the current position with the additional part-time position that is being created being advertised and engaged as one year fixed term contract.

• Two current full-time employees may seek to undertake a job share position. This

scenario releases one of the full-time positions which would be filled by a replacement employee on a fixed term basis. At the end of the job share arrangement, the job share employees will revert to their original full-time positions and the contract will cease for the replacement employee.

4. Subsequent Appointment

4.1 In the event that either job share partner leaves the job share position, within the time of the job

share arrangement, the full-time position may be offered to the remaining partner until the end of the job share. In the event that the remaining partner declines to take the full-time position the vacancy for the remainder of the fixed term contract is advertised and will be subject to job share arrangements.

4.2 Except in extenuating circumstances, should either job share employee choose not to fulfil the job share contract, the employer holds no responsibility for the continued employment of that employee until the job share contract has concluded and would consider the staff member to have resigned.

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5. Length of Appointment

5.1 Appointments to job share positions are made for a maximum period of one year. The job share

arrangement may be renewed each year subject to the arrangement being deemed acceptable by the employees concerned and the employer.

6. Arrangements

The arrangements for a job share position are to be considered on a number of levels.

6.1 Level One is at the system level where parameters are set in accordance with the above guidelines and meet any requirements detailed in

• Any awards applicable to office staff.

6.2 Level Two is at office level where considerations such as: • The number of job share positions? • Under what arrangements will the job share partners work?

6.3 Level three is at the partnership level. Each participant shall be provided with an individual letter

of appointment which outlines the results of negotiations between the participants and the Director regarding the hours of duty arrangements and shall include all of the following:

- days to be worked

- hours of duty - communication

- professional development arrangements

6.4 Employees shall be provided with a copy of these guidelines prior to any agreement being reached in relation to a job share position. In particular, employees shall have their attention drawn to the contents of Clause 4.2 relating to a failure to fulfil a job-share contract.

7. On Going Evaluation 7.1 There should be provision in any job share proposal/agreement for the ongoing evaluation of the

impact of the job share on the administrative needs of the office. 7.2 No later than 9 months after the commencement of the job-share arrangement, a review should be

instigated in order to ascertain whether the arrangements are satisfactory from the viewpoint of both the employees and the employer.

7.3 In some circumstances, the parties to a job share arrangement may not be in agreement with

particular changes proposed for job share arrangements. In such cases, the grievance procedure as outlined in this Agreement needs to be invoked.

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8.0. Alteration to Arrangements Changes to the arrangements may be made by either the Director or the employee/s with two week’s notice or shorter by mutual consent.

9.0 Division of Position

9.1. It is recommended that days worked be full days. 9.2 The most suitable arrangement appears to be the five day fortnight whereby each partner would

work three days one week and two days the next week - i.e. a 0.5 split. An alternative could be a 0.6/0.4 split where one partner works three days each week and the other partner works two days each week.

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SCHEDULE 4 – PAID MATERNITY LEAVE - Administrative Provisions

1. PAID MATERNITY LEAVE Female employees shall be entitled to six weeks paid Maternity leave in accordance with the provisions of this clause. as from 1 July 1999.

2. INTERACTION WITH THE FAMILY LEAVE AWARD

2.1 The provisions of the Family Leave Award apply to employees covered by this

Agreement.

2.2 The period of paid leave shall be deemed to be the first six weeks of the leave taken by the employee, provided that the period of paid leave will not include any school vacation time.

3. ELIGIBILITY FOR PAID LEAVE

3.1 Employees who have at least one year’s continuous service with the employer shall be

entitled to paid maternity leave.

3.2 Fixed period employees who are eligible for Maternity Leave will be entitled to either six weeks paid maternity Leave or, in the case where the remainder of the contract is less than six weeks, payment until the expiration of the contract;

3.3 Where the contract period of a fixed period employee ends during the period of maternity

leave, that employee will not be entitled to have this contract period extended, nor will she be guaranteed a position to return to following the completion of Maternity Leave;

3.4 Where an employee is on maternity leave and successfully applies for a subsequent

period of maternity leave, that employee will be entitled to a further six weeks paid maternity leave payable from the date of confinement of the subsequent child.

3.5 Where an employee is on an extended period of leave without pay, and that employee

becomes pregnant, no entitlement to paid maternity leave would accrue.

4. PAYMENT FOR LEAVE

4.1 The employee shall receive payment based on her normal average weekly earnings for the six weeks immediately preceding the date upon which she proceeds on leave;

4.2 The employee may request, and the employer may agree, that the payment for the period

of paid maternity leave will be made at the time of commencing such leave. Where agreement is not reached, the employee shall be paid in accordance with the normal fortnightly pay cycle.

4.3 (a) Where an employee has received payment in advance for the period of paid

maternity leave at the time of commencing leave, and the pregnancy subsequently results in a miscarriage or stillbirth, the employee shall be

35

entitled to retain such payment, subject to the employee remaining on leave for a minimum of six weeks;

(b) Where an employee is paid in accordance with the normal fortnightly pay

cycle, and the pregnancy subsequently results in a miscarriage or a still birth, the employee shall be entitled to remain on paid maternity leave for the six week period;

4.4 Paid Maternity Leave will be taken as one period and cannot be broken into smaller

periods of leave.

5. PAID MATERNITY LEAVE AND OTHER ENTITLEMENTS

5.1 The period of paid Maternity Leave shall count as service for all purposes;

5.2 The period of paid Maternity Leave shall be inclusive of Statutory Holidays that may fall within the period;

5.3 In accordance with the Family Leave Award – State, provided that the aggregate of

leave does not exceed 52 weeks, an employee may, in lieu of, or in conjunction with Maternity Leave, take other forms of leave including long service leave which has fallen due, annual leave (if applicable) or paid school vacation periods (if applicable). The period of paid Maternity Leave shall form part of the aggregate of 52 weeks.

5.4 Except as provided by the Family Leave Award, paid sick leave or other paid

authorised award absences (excluding annual leave or long service leave) shall not be available to an employee during her absence on Paid Maternity Leave.

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SCHEDULE 5

Diocesan Education Council

Diocese of Townsville

POLICY

Affirmative Action

(Equal Opportunity for Women)

THE NEED

Affirmative Action is about achieving equal employment opportunity for all, but in particular at this time for women. In order to achieve this goal, the barriers in the workplace which restrict employment and promotion opportunities for women have to be systematically eliminated. Catholic Education in the Diocese of Townsville is committed to the implementation of the Affirmative Action (Equal Opportunity for Women) Act of 1986. In compliance with the Act, all those involved in the employment of staff will adopt a planned approach to identify and then eliminate the barriers to employment and to promotional opportunities for women in Catholic Education. VALUES AND PRINCIPLES St Paul reminds us (Gal. 3:26-28)

... for in Christ Jesus you are all children of God, through faith. For as many of you as were baptized into Christ have put on Christ. There is neither Jew nor Greek, there is neither slave nor free, there is neither male no female; for you are all one in Christ Jesus. As an agency of the Church, Catholic Education is called to share in the saving and liberating mission of Jesus proclaimed in the Gospels. Foundational to this Good News of freedom and justice for all is the belief that all people are created in the image of God and are therefore equal.

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Therefore, Catholic Education, enlivened by the spirit of the Gospel, will work conscientiously towards eliminating barriers to employment and to providing promotional opportunities for women in Catholic Education.

DIRECTION

As the Townsville Catholic Education Office has a responsibility to ensure that female employees are not disadvantaged because of gender, a strategic plan will be implemented, incorporating the following elements: 1. Increasing awareness in the Catholic Education Office and Catholic school

communities of the need for and purpose of the Affirmative Action (Equal Employment Opportunity of Women) Act of 1986.

2. Identification of inequities creating barriers which inhibit female employees from

pursuing career pathways. 3. Development of strategies to address the inequities identified. EXPECTED OUTCOMES

• A workplace culture and structures guaranteeing that women are as genuinely able as their male counterparts to develop their abilities and aptitudes.

• A positive, inclusive work environment in which sexual harassment, discrimination and dismissal of the issue as ‘trivial’ are not tolerated.

• Reviewing procedures for appointment and promotion to positions of leadership ensuring that such appointments are based entirely on merit, skills and qualifications, and on commitment to the ideals of Catholic Education. Such review will include the wording of selection criteria and advertisements, and the gender balance of selection panels.

• Provision of advice to selection panels at both school and system level on the principles and practice of Affirmative Action.

professional20officers_20certified20agreement202005

Documents

cultural leave

sick leave

annual leave

family leave

agreement signatories

leave long service

salary scales

replacement agreement