Nsw Catholic Independent Schools Multi-Enterprise Agreement 2020

Following motions and meetings in more than 30 schools, employers have agreed that disputes referred by the union or workers to the Fair Work Board can be resolved by the Board in a binding (arbitrative) manner. This makes it much easier for the union to enforce claims in MEAs or national employment standards without going through a legalistic process in court. Principal (Archdiocese of Sydney) Corporate Agreement 2020-2021 Your school is part of a small group of independent Catholic schools that are negotiating as a separate group new multi-company agreements (MEAs) for teachers and support staff. The salary offer of 2.28% reflects the increase included in the new MEAs that apply to an additional 30 independent Catholic schools. These MEAs also include other improvements to the conditions, which are reflected in the union`s request. The union had assumed that these improved conditions would also be agreed for this group of seven schools in accordance with previous practice, but this did not happen. The union understands that these increases and arrears will not be paid until (at the earliest) each school`s MEAs are approved by vote. These votes are made by the schools. Employers and trade unions should meet at reasonable times, disclose relevant information, respond in a timely manner to proposals from other collective bargaining representatives and refrain from engaging in unfair behaviour that undermines collective bargaining. This task of central negotiations between independent schools is unprecedented and has not taken place since the union introduced the conditions of allocation in independent schools in 1970. The 2017 multi-company agreement between Nsw Independent Schools (teachers) was approved by the Fair Work Committee on 23 March 2017 and starts on 30 March 2017. Click here for a copy of the decision and the MEA. The school should consider all the options available to it, in particular any employment opportunities within the school that may be offered, such as.

B a teacher. B a teacher who works as a boarding school director or as an RFF role. The more opportunities the school offers staff, the easier it is to show the Fair Labour Commission that the school has tried to meet workers` needs for flexibility in working arrangements. Within 21 days of the written request, the public servant must receive a written response explaining the reasons for the rejection of the original request, the options available, or a statement of the amended agreements (if agreed). (b) The employer has complied with a dismissal advisory obligation in the context of a modern arbitration procedure or a company agreement that applies to employment. It is not absolutely necessary for the employer to decide between full approval of an employee`s application or rejection of the application. Instead, the school should meet with the staff member to discuss the proposed work arrangement and any issues that may arise if the application is accepted. If possible, the employer should seek an agreement that balances the needs of the school and the employees. 1. Pro rata payment for the unrestricted period, calculated in accordance with the formula laid down in the agreement concerned.

The REDC stated that it believes the result of 2.28% represents the current rate in the independent schools sector. Many AIS schools have not yet set their salary increases for 2021, but a significant number of them have committed to meeting the 2.5% required by the IEU. These include Kincoppal and Loreto Kirribilli. Others offered less than 2.5%. NSW and ACT Catholic Systemic Schools Enterprise Agreement 2020 In July, the union received an improved offer for the Catholic Industrial Relations Commission`s (CCER) multi-company agreements (MEAs) to cover teachers and support staff in Catholic schools independent of Models B and C. It was followed by general assemblies in more than 30 schools. MEAs are valid for 2020 and 2021 until 31 December 2021. Salary increases for teachers and support staff will be as follows: The CELA states that it is unable to negotiate for seven schools (eight including Santa Sabina), except to make a joint salary offer. Other schools did not feel so restricted. The union has just signed a new three-year agreement with 47 Christian schools in New South Wales, and the AIS aims to conclude a new three-year working agreement for 10 Christian schools.

It appears that the Model A schools represented by the CELA, although they are beginning the negotiation process, are now refusing to make new MOEs because the Association of Independent Schools (AIS) has also refused to create new MOEs for its 220 members. This shift in position has taken place over the past four weeks, since schools signaled that they would begin negotiations on new EAs at the end of October. However, a key difference between the Model A negotiations and the ISA negotiations is that the AIS represents more than 200 schools and has stated that it is impossible to reach a common position in all these schools. Each independent school makes its own offer to staff (see the IEU website for details) based on its own situation. Starting in 2017, teachers who have taught in the United States, the United Kingdom, Ireland, Canada and New Zealand will automatically be counted for classification purposes. The Union would like to thank MEPs for their patience in awaiting the approval of the agreements. Click here for salary ranges. SALARY INCREASES In 2017, teachers received a 2.3% increase, followed by a 2.5% increase in 2018, 2019 and 2020. The UNION considers that the increase in wages in the current economic context of low inflation is a good result for its members. REIMBURSEMENT The 2.3% salary increase begins at the beginning of the first treatment period after February 1, 2017.

The agreement to reduce teachers` emissions expressly provides in Article 5(d) to S9 that the difference between the 2017 measurement rate and the rate actually received by the teacher during that period (i.e. the additional payment) is to be paid as soon as possible after the start of the new cooperation agreement. PERSONAL/NURSING LEAVE The new rules on personal/intermediate leave for teachers will start in early 2017 with a single credit of 15 days of leave and a progressive delimitation of 15 days per year without limitation (see points 12.1 (b) and c) of the EMA for transitional provisions). A special vacation of one day per year will now also be available to fulfill a planned family commitment where time is out of the teacher`s control. New, more flexible rules apply to disease detection – no evidence is required for the first three days of leave of persons/nurses in a calendar year. In case of absence after the first three days, in case of bodily injury or illness, the teacher may not be required to provide a medical certificate for the absence of two consecutive days or more; However, in case of absence due to a personal emergency or domestic violence, the teacher must provide evidence for each day of absence. However, the union believes that a temporary wage increase is not enough and that schools should seriously consider the union`s entire demand and create new MEAs for three years. It is not enough to refuse to negotiate simply because the AIS does not negotiate. The schools published a notice on employee representation rights to their employees at the end of October 2020 to start negotiations on new company agreements to apply from 2021 (the current agreements expire on 31 December 2020).

The Catholic Commission on Industrial Relations (CCER) has been appointed as the representative negotiator. Please hold an urgent meeting of the CIU Chapter to review and approve the attached Chapter Application. Please encourage all colleagues who are not yet members of the union to join the union. After your meeting, send no later than Wednesday 2. In December 2020, a copy of the application was returned to the union by email. If you don`t already have one, you should also choose a IEU Section Committee consisting of at least four members (including at least one support staff member) to meet and discuss with your principal/leader the school`s position regarding the 2021 salary increases. The first bargaining meeting between the union and the REDC took place on November 17, 2020. However, at the meeting, the CELA told the union that the schools have no plans to make new MEAs and will only make a preliminary offer for a 2.28% pay increase to be paid through administrative measures in early 2021 (the exact date was not specified). The CcER was unable to comment on when schools would be ready to enter into negotiations.

The IEU requested the REDC to confirm this position in writing. Santa Sabina College is looking to get its own corporate agreement (EA), but it`s currently on an EA similar to current Model A MEAs. In addition, the foreign education service in schools and the teaching service in early childhood services will be recognized for the first time after January 1, 2020. The IEU supports members. Invite your colleagues to join us here: www.ieu.asn.au/join-page How does this fit into the fair work rules for negotiations? Review the application and download a copy of the section`s motion support staff, and teachers in each school will vote on the relevant MEA (either the teachers` MEA or the support staff MEA) that applies to them and their school. Salary increases and improvements only come into effect if a school`s employees vote “YES” for the corresponding MEA. MeAs are then submitted to the Fair Work Board for approval. .