Teachers and assistants at New South Wales Catholic schools and the ACT will vote on their new Catholic 2020 (EA) NSW and ACT Systemic Enterprise Agreement in early November, likely from Monday 9 November to Friday 13 November. The IEU has received confirmation from the Catholic Industrial Relations Commission (CERC) that the 11 dioceses are ready to pay the 2.5% increase in the salaries of principals, teachers and support staff of New South Wales Catholic schools and the ACT since 1 January 2020. MEAs are valid for 2020 and 2021 until 31 December 2021. Salary increases for teachers and assistants will be as follows: In July, the union received an improved offer of inter-company agreements (MMA) for teachers and assistants in independent schools Model B and Model C of the Catholic Industrial Relations Commission (CCER). General assemblies followed in more than 30 schools. Following motions and meetings in more than 30 schools, employers have agreed that disputes brought before the Fair Work Board by the union or workers can be resolved by the Board in a binding (arbitrary) manner. This allows the union to assert rights in MEAs or be included in national employment standards without having to go through court proceedings. In addition, after 1 January 2020, higher education outcomes in schools and educational services in early childhood services will be recognised for the first time. NSW and ACT`s Catholic Systemic Schools (EA) Corporate Agreement provides for salary increases of 2.5% from January 2020 and an additional salary increase of 2.28% from January 2021 for support staff (called in ea general employees).
This is equivalent to salary increases for teachers in New South Wales. The union includes these increases, and the reimbursement of salaries will not be paid until the MEAs have been approved by vote (at the earliest) in each school. These votes are taken by the schools. An update for companies that model members of the Independent Catholic School Group, which negotiates as a separate group for new teachers and business-to-business agreements on support staff (MEA). After a long campaign, union negotiations on the 2020 Catholic Systemic Schools (EA) Company Agreement of nsw and ACT have finally been concluded. Staff from all dioceses were invited to vote on the new EE between Monday, November 9 and Friday, November 13. The IEUE insists that the “yes” vote take place. After a long campaign, union negotiations on the 2020 NSW Catholic Systemic Schools And ACT (the largest AE) company agreement have finally been concluded.
As a result of these negotiations, an agreement was also reached on the NSW and ACT Catholic Systemic Schools Principals Enterprise Agreement 2020 (Major EA). MEA-TEACHERS will now include the classification of teachers as “Competent on Hold”. 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. This classification ensures that experienced teachers who have moved from abroad or come from abroad, or who have not maintained their professional status with NESA, are not disadvantaged by the standard classification model. 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. Santa Sabina College (support and operational staff) Corporate Agreement 2017 Santa Sabina College – Mary Bailey House Early Education Centre and OOSH Enterprise Agreement 2019-21. ACT Catholic Education Early Learning and School Age Care Centre Enterprise Agreement 2021 Catholic Educational Diocese Parramatta – Counsellors Enterprise Agreement 2017. . . . PRINCIPAL TEACHER 1 The school is required to consider all redeployment options that may be appropriate for staff based on the qualifications, skills and experience of the staff.
The school should ensure that, when considering redeployment opportunities, associated bodies are also contacted to confirm that they have vacancies that could be used for the redeployment of dismissed staff. Question: How can I calculate the rights of a teacher who takes one year of parental leave at the end of the 4th election? If there is a vacancy that suits the employee, the position should be offered. NSW Catholic Independent Schools (Support Staff – Model A) Multi-Enterprise Agreement 2017 Principals (Archdiocese of Sydney) Enterprise Agreement 2020-2021. Support staff (Daramalan College, Marist College Canberra und St Edmund`s College, Canberra) Multi-company agreement 2019-2023 NSW und ACT Catholic Systemic Schools Enterprise Agreement 2020. . . .