EdU (April 2010)

EdUVol 25 Issue 1 Apr 2010

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ContentsSecretorial–Warning!Reformtsunami! 4

RegistrationBoardbanscreationismfromscienceclasses 5

CallforAGMmotions 5

Statefundingcrisis 6

Modernawardsareirrelevantformost 8

Keepingitoutthere 9

BookReview–JoeVanderKattandtheGreatPicketFence 9

SchoolreportingandMySchool 10

World’sMcDonald’sworkersnowhaveonlineforum 10

Fiji:Repressiveoneday,outrageousthenext 11

AbsolutelySuper:Activevs.passiveinvestmentmanagementstyles 12

2010Reps’OrganisingConferencephotos 14

2010Reps’OrganisingConferencereport 16

Probationshouldnotbepurgatory! 17

OHS project–Ahealthandsafetyrepresentativeisnotahealthandsafetyofficer 18

BookReview–GreatLaborQuotations 19

What’s your problem–askDorothy 20

Votesforwomen! 21

APHEDA 22

2010IEURepEducationProgram 24

Footpath–RoryHarris 24

ESOprofile:MarleneManey,CardijnCollege 25

Balancingextra-curricularactivitywithlife 26

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

EdUispublished4timesayearandhasacirculationofapproximately4000.EnquiriesregardingcirculationshouldbedirectedtotheCommunicationsCoordinator,on(08)84100122.

EditorialcommentistheresponsibilityofGlenSeidel,Secretary.

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AdvertisingiscarriedinEdUinordertominimisecoststomembers.MembersareadvisedthatadvertisingthatappearsinEdUdoesnotinanywayreflectanyendorsementorotherwiseoftheadvertisedproductsand/orservicesbytheIndependentEducationUnion(SA).

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IEU(SA) Executive Members

MargaretSansom(Retired)(President)

GlenSeidel(Secretary)

JohnBlackwell(Retired)(VicePresident)

JennyGilchrist(PrinceAlfredCollege)(VicePresident)

ValReinke(NazarethCollege)(Treasurer)

ChristopherBurrows(CardijnCollege)

GregElliott(St.Peter’sCollege)

SherylHoffmann(ConcordiaCollege)

NoelKarcher(ChristianBrothersCollege)

MarleneManey(CardijnCollege)

StephanieMargitich(GleesonCollege)

ShirleySchubert(CornerstoneCollege)

3EdU April 2010 IEU(SA)

mailto:[email protected]


EdU April 2010 IEU(SA)4

SecretorialWarning! Reform tsunami!

The once distant rumblings of centralised control of education and industrial relations are soon to wash over Australian schools. Running was never an option, of course, but now is the time to hold firm against the objectionable and swim with the current of the beneficial and inevitable.

Yourunionhasanimportantparttoplayinhowreformsareimplemented.Todate,muchofthedebateandconsultationhasoccurredatthenationallevel,whereofficialsofourfederal‘hat’(theIndependentEducationUnionofAustralia)havebeenlobbyingandnegotiatingonbehalfofIEUmembersineverystate.Now,withthegovernment’sreformagendaannounced,it’stimeforallmemberstojointhediscussionabouthowtheoutcomescanbesuccessfullyimplementedattheschoollevel.

ACARA’srecentlaunchofthenationalcurriculumforbroadfinalconsultationisnotinitselfabadthing.Thefederalgovernmenthasinsistedontighttimeframesforallofitsinitiatives,fromawardmodernisationtoBERfundingtoinsulationprogramsandsoon,anditaimstoimplementthenationalcurriculumjustnextyear.Butifsufficienttimeandmoneyforinserviceandlocalcurriculumdevelopmentaren’tallowed,thenthewholeprojectwillstumbleandcollapseinaheap.Thepractitionersneedtobesupported,consultedandinvolvedinthegrass-rootsimplementation.And,bythesametoken,practitionershavearesponsibilitytoparticipateintheprocess.

ThecontroversysurroundingthelaunchofACARA’sMySchoolwebsitehashighlightedthedifferencebetweendataandinformation.Theanticipatedbeat-upbymediainsomestatesinparticularhasthankfullydissipated,butIEUconcernsaboutthemeaningfulnessofthelike-schoolcomparisonsandthemethodsofpresentingstudentdataremain.Informationisalwaysuseful,butstudentdatawithoutcontextisonlyofusetothoseopportunisticelementsofthemediapanderingtothechatteringclasses.

Asrecurrenteducationfundingdollarsarealwaysinsufficienttomeetneeds,non-governmentschoolshavebeensubjectedtoincreasingattackfrompro-publiceducationadvocates.ThiswillheatupinthenearfutureasthefederalgovernmentoverhaulstheSESfundingmodel,andasthefinancialviabilityofindividualschoolscomesunderthemicroscope.Expectthesameolddodgystatisticsaboutthepercentageoffederalfundinggoingtonon-governmentschools,andtheallegationsofourschoolsbeingenclavesofprivilegeorsomeformofsocio-religiousghetto.

Thosewhoworkinourschoolsknowthesetobeunfairstereotypesand,tocombatthem,theIEUAhascommissionedastudybytheEdmundRiceCentreonnon-governmentschoolsandsocialcohesion,whichwaslaunchedatanationalsymposiuminCanberrainMarch2010.

Elsewhere,behindthescenes,nationalpartnershipsarebeingdevelopedbetweenthefederalandstategovernments.Draftprofessionalstandardsforteachershavenowbeenreleasedforconsultation,andtheyaredifferentiatedbythecategoriesGraduate, Proficient, Highly AccomplishedandLead Teacher.ThisisreminiscentoftheNSWthree-tierteacherclassificationsystem,whichwasthesubjectofapresentationatour2010Reps’OrganisingConferencebyCarolMatthews.

Tiedintopubliccriticismofstates,schools,andteacherswhohavesomehowfailedtoproducetheexpectedoutcomes,isamodelofimprovedpayforexemplaryteachers.SACatholicschoolsalariesaresettoreachourgoalofnationalbenchmarksifnegotiationscontinueasexpected,butitwillbeinterestingtoseehowcommittedemployersaretodevelopingandrecognisingexcellencewhentheyrealisethatitcomesatasignificantcost.Forexample,teachersalariesof$100Kratherthanthecurrentmid-$80K.

Ontheindustrialscene,wewillbereactingtothenationalpushtoharmoniseOHSWlegislation.Theproposalsforwhicharesofarverymuchalowest-common-denominatorapproach.TheFair Work Act 2009hasredefinedcollectiveagreement-making,andthenationalemploymentstandardsandmodernawardswillimpactindifferentways,too.

Allinall,expectthewhirlwindofchangetocontinue.Thoughmuchofthedetailcanbequitetechnicalorcomplex,itcannotbeavoided.Itwillwashoveryoueventually.

Glen SeidelSecretary

Registration Board bans creationism from science classes

Call for AGM motions

5

In a bold and potentially controversial move, the South Australian Non-Government Schools Registration Board has unambiguously stated that intelligent design and creationism are not suitable bases for a science curriculum in South Australian non-government schools.

B4. The teaching of Science in relation to creationism and intelligent design The board requires the teaching of Science as an empirical discipline, focusing on inquiry, hypothesis, investigation, experimentation, observation and evidential analysis. The Board does not accept as satisfactory a science

Members are invited to submit motions to be tabled at the annual general meeting of the Independent Education Union (South Australia) Inc. and the SA branch of the Independent Education Union of Australia.

Time: Lightmealformembersat5:30pm, followedbyAGMat6:00pmDate: Wednesday,2June2010Venue: EducationDevelopmentCentre,Hindmarsh

Motions must be submitted to Glen Seidel, Secretary, by COB Tuesday, 20 April 2010, either by email to [email protected], or by post to 213 Currie Street, Adelaide SA 5000.

curriculum in a non-government school which is based upon, espouses or reflects the literal interpretation of a religious text in its treatment of either creationism or intelligent design.

Obviously,creationismandinterpretationofreligioustextsarestillvalidsubjectmatterforreligionclasses.However,itremainstobeseenhowsomewilljustifytheircurriculumofferingsattheirnextregistrationreviewvisit,especiallyifitstillis’basedupon,espousesorreflects’aliteralinterpretation.

Butoncetheclassroomdoorisshut,whowillknowwhatistaught,whatissaidandhowmattersarepresented?

Current agenda

1. Welcome

2. Apologies

3. MinutesofPreviousAGM

4. Businessarisingfromtheminutes

5. Motionsonnotice

6. Statereport

7. Federalreport

8. Treasurer’sreport

9. Election:internalauditors

10. Election:externalauditor

EdU April 2010 IEU(SA)



Michael HoneyPrincipal, Star of the Sea School

Before we begin, you may be surprised to know that I am not a member of the IEU. Worse still, I am a member of the Catholic Employers Negotiating Team currently bargaining with the union to arrive at a new enterprise agreement.

Sowhatisamemberofthedarksidedoingwritingforaunionpublication?Theopportunityaroseduringbargainingdiscussions,andIhavealwaysbelievedthatinanynegotiationallsidesshouldbefullyinformedofalltheimpactingfactors.

OneofthosefactorsisthecurrentextremefundingpositionwhichfacesCatholicschoolsinSouthAustralia.IcantrulysaythatwearethelowestfundedCatholicsectorinAustralia.Irrespectiveofyourbargainingpersuasion,everyonewhoworksinoursector–Catholicorindependent–needstobedeeplyconcernedforourchildrenandourfamilies.

Thesetimesaretoughonusall.UnionsnegotiateknowingwehavethelowestfundinginAustraliaandtheleastcapacitytodeliverthebestoutcomesformembers.Employersknowthatparentsarefullystretched,paying

State funding crisis

thehighestfeesinAustralia.Weallstriveforparitywithinterstateworkers–wecertainlyworkjustashard.Thisseemssuchanaturalright,buttherealityinSouthAustraliaismuchtougher.Everybattletowinanewconditionisharderfought;every‘naturalright’comesatagreatercost.

Beingattheextremelowofthefundingscalebringsextremeconsequences,whicharebornebyfamiliespayingthehighestfeesinAustralia,byworkersfightingforvery‘naturalright’,andbyemployersfightingtomaintainstandardserodedbythemeanestfundinginAustralia.

Amatureemployer-unionrelationshipmustbecognisantofthecurrentfundingforitssector.ItisforthisreasonthatIamdelightedtohavebeenaskedtowriteforthispublication.WhileIammorequalifiedtospeakonbehalfofmyownsystem,Iamveryawarethatworkersinthenon-governmentschoolsectorgenerallysufferthesameextremefundingconditions.

Allbargainingaside,ifyouareatallunsureofjusthowunfairlyyouarebeingfunded,thefollowingfigureswillsurelyconvinceyou.LetmestartwiththeverylatestfiguresfromtheNationalReportonSchooling2008(Table1).

Recurrent funding per capita

VIC NSW QLD WA SA TAS NT ACT AUS AVG

State government grants

$1,694 $2,176 $2,248 $2,203 $1,634 $1,867 $2,685 $1,707 $2,012

Private income (fees, fundraising)

$2,948 $3,196 $2,924 $2,712 $3,648 $2,656 $2,385 $3,584 $3,059

Source:StateElectionSubmissionfromSACCStoPoliticalPartiesinSA

Table 1: State government funding to Catholic schools now the lowest in Australia(2008NationalReportonSchooling)

EdU April 2010 IEU(SA) 7

Weareclearlytrendingdownwardandfallingfurtheroutofkilterwiththeotherstates.Ifthisdoesnotconvinceyou,thenlookatthenextinequality.Capitalfundingfornon-governmentschoolsacrossAustraliaisinthetensofmillions.

SouthAustraliareceivesnothing!Therehasbeennocapitalfundingsince2006!It’sthereforehardlysurprisingthatSouthAustralianCatholicschoolscarrymorepercapitadebtthananyothersinAustralia,anddebtrepaymentsonlyputfurtherpressureonschoolresources.

Inallofthis,asteachersandworkersinschools,tellmewhatkindofreportwouldyougivethiskindoffundingonanA-Ebasis?Tomymind,thereisonlyoneanswer.SoitmaysurpriseyouthatweareaskingforC-gradefunding.Weareaskingthatourchildrenandemployeesreceivetheaverageofthatreceivedbythoseinterstate,becausethatwouldbeasignificantimprovement.Thisisaveryconsideredandreasonableposition.

Myfriends,whicheversideofthebargainingtableyousit,itistimetopauseandfightforwhatisjustandright.Letusallstandtogether,shouldertoshoulder,andsay,“Enoughofthisextremefunding.Wedeservetobeaverage.”

Hasitreallycometothat?Askingtobeaverage?I’mafraidso.Let’shopethatatthiselectionweseeallpartiesmovetorectifythisextremeposition.Thewellbeingofthenon-governmentschoolsectordependsonfairfunding.

Notenotjustthelowfunding,butwhatapenaltyourparentscarry.Wepaythehighestfees,too!Ouch!Wesimplycannotaskourparentsforanymore.

Thefollowingtablesindicatethedeclineinnon-governmentschoolfundingovertheprevioustwoelectioncycles.


South Australia

Australian Average Difference

SA as % of Australian

Average

2002 $1196 $1329 $133 90.0%

2003 $1276 $1393 $117 91.6%

2004 $1289 $1475 $186 87.4%

2005 $1320 $1583 $263 83.4%

2006 $1434 $1682 $248 85.3%

2007 $1491 $1779 $288 83.8%

Table 2: State grants per capita to non-government schools – South Australian and Australian average

StateLevel of capital support to non-government schools sector

NSW $191.18perstudentperyear

QLD $239.34perstudentperyear

WA $25millioneachyearasalow-interestloanscheme

VIC $53.5millionover2years

SA 0

Table 4: Capital funding for non-government schools across Australia

South Australia Australia

2002 12.7% 13.8%

2007 12.6% 15.0%


Table 3: State grant per capita to non-government schools as a percentage of recurrent expenditure in government schools



Modern awards are irrelevant for most

With the new year came the new National Employment Standards (NES) and a national system of ‘modern awards’, including the Educational Services (Teachers) Award 2010 for teachers and the Educational Services (Schools) General Staff Award 2010 for ESOs.

Workingtoverytighttimeframes,theAustralianIndustrialRelationsCommission(AIRC)replacedaplethoraofstateawardswithnationalawardsforallmajoroccupationalgroups.However,becausethisprocessrequiredemployersandunionstopresentagreedpositionstotheAIRC,leavingtheAIRCtomakeitsowndeterminationsonmanycontroversialaspects,theresultingawardsareacompromiseandgenerallynotasbeneficialtoemployeesasthepreviousstateawards.

Furthermore,themodernawardsactonlyasasafetynetforemployeeswithnocollectiveenterpriseagreement.Unlikepreviousstateawards,whichformedthebasisofenterpriseagreements,givingemployeesthebenefitsofboth,modernawardconditionsonlyapplywhentheyarespecificallyincludedinanagreement.Otherwise,anenterpriseagreementwillautomaticallytrumpamodernaward.

InSA,modernawardswillnotapplyto:

• stategovernmentschoolemployeesastheyarenotinthefederalsystem

• Catholicschoolemployeeswhoarecoveredbyanexpiredstateagreement

• Lutheranschoolemployeescoveredbyacurrentagreement

• anyemployeeinanindependentschoolwithastateorfederalagreement,evenifthatagreementispastitsnominalexpirydate

• schoolsoperatingonacurrentmemorandumofunderstandingwhichaugmentsanexpiredagreement,or

• schoolswheresalarieshavebeenunilaterallyincreasedoverratesinanexpiredagreement.

Thereareafewschoolswhich,foronereasonoranother,havenevernegotiatedaformalenterpriseagreement,andforwhichmodernawardsmaythereforebeapplicable.Generally,thisisduetoalackofunionisationoractivism.Indeed,theironyofthemodernisationprocessisthattheIEUputsomucheffortintoprotectingthesafety-netconditionsofpeoplewhoareunlikelytobemembers.

Someemployersareanxioustohavestaffbelievethatthenewawardsandtheirpared-back,lowest-common-denominatorconditionsapply,butthiswillveryrarelybetrue.Themodernawards’mostpracticalapplicationisassomethingagainstwhichtomeasureagreementsintheBetterOffOverallTest(BOOT).Agreementsshouldeasilycomeoutontopifmembersbasetheirnegotiationsonconditionsincurrentagreementsandinthestateawards.

Indeed,ensuringexistingawardconditionsareincorporatedintothenextroundofcollectiveenterpriseagreementswillbetechnicallydemanding.Buttosimplyattachthemodernawardsrisksforfeitingconditionswehaveworkedunderfordecades,sotheIEUwillworkwithmembersinbranchestoensurethatconditionsarenotlostinthenextbargaininground.Membersshouldnotagreetoagreementstructuresandapproaches,nomatterhowsuperficiallyrationaltheyappear,withoutcheckingwiththeirschool’sorganiser.Wemustnegotiatefromthesetofconditionswehavenow(ascodifiedinagreementsandstateawards)andthereisnoreasontonegotiatefromaninferiorpositionbasedonmodernawards.Memberswouldnotbehappyacceptingmodernteacherawardpayratesof$53,493insteadofmarketratesof$80,000.Thereisnoreasontoaccepttheotherconditionssimplybecausetheyare‘modern’.

Unlikethemodernawards,however,theNationalEmploymentStandardscannotbeundercutevenononeaspect.ThereisnoBOOTandtheNEShavetobemetlinebyline.SomeofourcurrentawardsandagreementscontainconditionswhichareinferiortotheNES.Forexample,newagreementswillneedtoupdateinferiorESOredundancyratesandrestrictionsoncarers’leave.

Therearemanycomplexnewtechnicalrequirementsonagreement-makingundertheFair Work Act 2009,andnegotiatorswillbewell-advisedtocallupontheexpertiseavailabletothemasunionmembers.WheretheIEUhasevenonemember,ithastherighttobeatthenegotiatingtableasabargainingagent.Themoremembersinthebranch,themoreresourceswecanapplyinnegotiatingthebestoutcomesformembers.Densityandactivismequalisepowerimbalancesatthetable.Theemployershavetheirunions,too–CESA,LSAandAISSA–sodon’tbeoutgunned:getyourcolleaguestojointheirs.


The IEU is aware that contact with beginning teachers and newcomers to the independent education sector is vital to keeping the union message alive. Several times a year the IEU speaks to graduating university students about the benefits of belonging to a professional and industrial organisation like the IEU. Though not all graduates take up the offer of free membership, a large group do, gaining instant access to a range of services that will smooth the transition from study to work.

IEUofficersoftenassistgraduateswithcritiquesofjobapplicationspriortosubmission,offeringadviceonlayoutandpresentation,spellingandgrammar.*Informationsessions,too,suchasMeet the Principal,providevaluableadviceandinteractionwithprincipalsonapplyingforteachingjobs.

IEUmembershipholdsmanybenefitsforbeginningteachers,too.Inadditiontohalf-pricefees,beginningteachershaveaccesstosessionslikeKnow your EA,scheduledformid-year,throughwhichparticipantswillbeintroducedtotheEAapplicabletotheirschoolorsystem.Whenstartinganewjobandcareer,awardsandenterpriseagreementsareoftenlowonthemust-readlist,butunderstandingone’srightsintheworkplaceisessential,andamid-yearrefresherusuallyraisesimportantquestionsandclarifiesmisunderstandings.

TheIEUalsooffersfreecopiesofusefulpublicationstoitsmembers,suchasTeachers, students and the law: A quick reference guide for Australian teachersbyDrewHopkins,

Bruno SartorettoOrganiser

Keeping it out there

avaluable,lightreadforbeginningteachersandusuallymadeavailableatinformationsessionsforgraduatesandbeginningteachers.

Unfortunately,however,schoolassistants,maintenancestaffandothernon-teachingstaffoftenslipthroughthenetwhenjoiningthesector.Manyconfessthattheyweresolidunionmembersorevenuniondelegatesatpreviousworkplaces,andoftensaythattheyhaveheardaboutthegoodworkdonebytheIEU.Yet,whenaskedtojoin,theyarenon-committal.Teachersappreciatethevaluablecontributiontheseemployeesmaketoanyschoolandwillinglygointobatforthemonissues.ButthereisoftenaperceptioninschoolsthattheIEUisaunionjustforteachers,whichissimplyincorrect.IEUofficersareavailabletoassistmembers,whatevertheirrole.

IEUofficersendeavourtocontactallnewemployeesinnon-governmentschools,butoftenthebestexponentintheworkplaceofthebenefitsofbecomingaunionmemberisanotherunionmember.Eachmember’suniquestoryisavaluablepartoflocalunionhistory.So,nexttimeyouvisitthestaffroomandseethatnewteacherorschoolassistantsittingthere,askthemiftheyknowoftheIEUandtellyourstory.PointouttheIEUrepandhandthemacopyofEdU.SomewheredownthetracktheywillbethankfulthattheconversationtookplaceandthattheydidjointheIEU.

*The IEU wishes to make it clear that at no time does it provide any representation on behalf of the applicant, nor does it have any influence on the recipient, and cannot be held responsible for the outcome of the application.

This little picture book is full of puns. The cats of Litterbox, a Dutch town in the Catskill Mountains, are a very poor working class lot. Their main employer is J Paul Kitty, whose factory produces cats’ cradles. Not only does J Paul Kitty underpay and overwork his workers, but he has a monopoly of the retail outlets in town where the workers and their families have to shop.

Thingsgetprogressivelyworseforhisdowntroddenfactorycatsuntilfinally,withastrokeofgenius,thecatsturnthetableswithsomecollectiveactionandtheconstructionofthe‘greatpicketfence’.TheyaresosuccessfulthattheirvictoryiscelebratedfromthenoninthetownasLay-PurrDay!Thisisadelightful‘readaloud’bookforyoungerreaders(andbiggeronesaswell).Theillustrationsareamusingandnaïve,andtheDutchwordsaddanotherlayerofinteresttothe‘tail’.

Joe Van der Katt and the Great Picket Fence

Book ReviewLouise Firrell

by Peter J WellingPelican Publishing, Gretna, 2005

10 EdU April 2010 IEU(SA)

Problem

More work is urgently needed to ensure that the information available to parents through the MySchool website assists rather than misleads. Parents have a natural interest in obtaining as much information as they can about schools, and the IEUA and its members have long supported and worked for greater transparency.

Atthemoment,therearesomeveryrealproblemswiththeAustralianCurriculum,AssessmentandReportingAuthority’s(ACARA)MySchoolwebsite.TheFederalExecutiveoftheIEUAmetonFriday,26February,inMelbourneandendorsedanumberofrecommendationsthatitseekstopresenttoACARAassoonaspossible.

Withfurtheradditionsproposedtothewebsite,itiscriticalthattheopportunityistakentorespondtoconcernsandinadequaciesofitscurrentformat.TheIEUAmaintainsthattheNAPLANresultspresentasnapshotofanimportantbutneverthelessverynarrowrangeoflearning.

Itwillbeveryimportanttoensurethatteachers’commitmenttocontinuousimprovementofourchildren’sliteracyandnumeracyskillsissupported,andnotattheexpenseoftheotherimportantlearningopportunitiesthatchildrencurrentlyexperienceatschool.

Resolution

The motions moved at the 26 February meeting were:

ThatExecutivenoteswithconcernthepublicationofleaguetablesinboththeprintandelectronicmediafollowingthelaunchoftheMySchoolwebsitebyACARA.

Chris WattFederal Secretary, IEU Australia

School reporting and MySchool

TheExecutivecondemnsthebehaviourofthoseinthemediawhohavesoughttomisusetheMySchooldataforsensationalist,opportunisticreporting.

TheExecutivealsonoteswithdisappointmenttheparticularfocusplacedonindependentschoolsinparticularbyboththeChairofACARAandthemedia.

TheExecutiveremainsconcernedaboutthequalityandpresentationofstudentdataontheMySchoolwebsite,thevalidityoftheICSEAasanidentifieroflikeschools,andthenonsensicalgroupingofmanyschoolsinthe‘LikeSchools’websitelistings.

Accordingly,theExecutivecallsonACARAtoimmediatelyundertakeaformalreviewoftheMySchoolwebsiteincludinganexaminationoftheICSEA.

TheExecutiverequeststhat:

• thecurrent‘LikeSchools’comparisonsberemoveduntilfurthervalidationofICSEA

• followingareviewoftheICSEAproxy,thattheIndexbeusedasapointofcomparisonratherthana‘sorting’mechanism

• reportingofstudents’averagescoresbereplacedwithagraphicalrepresentationofrelativeperformanceoranalternativeproxysuchaspercentageachievementaboveminimumbenchmarks,and

• schoolswithlessthan15studentsintheNAPLANcohortnothavestudentdatareportedinanycomparativemeasures.

TheExecutivecallsonACARAtonegotiatewiththeIEUAontheappropriatenessanddevelopmentofappropriateprotocolsforthecollectionandreportingofschoolinformationinrelationthe‘value-added’results,schoolresourcingdataandanyproposed‘satisfaction’survey.

Ever heard the term mcjob? It’s a term commonly used in the fast food industry to describe what LabourStart calls ‘a low-paying, low-prestige job that requires few skills and offers very little chance of intracompany advancement’.

Ofcourse,McDonald’sfrownsupontheterm,andevenboughtthedomainnamemcjobs.comtopreventitbeinguseddisparagingly.Theyneglectedtobuymcjobs.org,however.Instead,thatwenttotheInternationalUnionofFood,Agricultural,Hotel,Restaurant,Catering,Tobaccoand

World’s McDonald’sworkers now have online forum

AlliedWorkers’Associations(ortheIUFforshort),togetherwithLabourStart,whorecentlylaunchedmcjobs.orgasanonlineforumforMcDonald’sworkersworldwide.

McDonald’semployeesfromAustraliatoAzerbaijanandeverywhereinbetweencannowsharetheirexperiencesofworkinginthefastfoodchain,andreceiveupdatesonactivitybytheIUFanditsmanyaffiliatedtradeunions.Soifyouknowsomeoneinamcjob,directthemtowww.mcjobs.org.

http://www.mcjobs.com

http://www.mcjobs.org




Fiji: Repressive one day, outrageous the next

Commodore Frank Bainamarama continues to rule Fiji with an iron fist and by unilateral decree rather than parliamentary law, suppressing all opposition through tight controls on the media and public gatherings, and the expulsion of dissenting foreigners. Furthermore, a new action intended to trim the public service is bearing serious implications for the nation’s education system.

ByaMay2009decree,theretirementageforallpublicservants,includingteachers,wasreducedfrom60to55,meaningabout3,000teachers(10%oftheteachingforce)wouldretireontheir55thbirthdays.Onaverage,thismeantalossoftwotoeightteachersperschool.Teachersarenotpermittedtoworktotheendoftheschoolyearortermandmustretireonthedateoftheirbirthdays,thusleavingclasseswithoutteachersmid-term.Compositeclasseshavebeenthemeansofaddressingtheissue;however,thisisonlyfractionallylessdetrimentaltothequalityofteachingandlearning.Insomeremoteislandschools,oneteacherwillberesponsibleforuptofiveclasses.Threehundredfinal-yeartraineeteachershavebeenrushedintoserviceandnon-educationuniversitygraduatesareevenbeingrecruitedtoaddresstheshortfall.

Leadershipinschools,too,hasbeensignificantlyaffectedbecausemostoftheretireesareprincipals,headteachersanddepartmentheads.Band-aidapproacheslikefast-trackingthepromotionofunqualifiedorinexperiencedstaffwillprobablyonlyworsentheproblem.

Onewouldexpectthat,inademocraticsociety,citizenswouldhavetherighttovoicetheircriticismsofthegovernment’shandlingofmattersasimportantaseducation;particularlycitizenswhowouldknowwhattheyweretalkingabout.(Though,inAustralia,oftenthemostvocalintheeducationdebatearethemostignorant,butthatmustwaitforanotherarticle.)Buttopreventanydissentfromretiredteachersandotherpubicservants,aRegulation of Pensions and Retirement Allowances Decree 2009(Decree56of2009)wasproclaimedon31December2009,whichenablesthePrimeMinistertoorderthecessationofanygovernmentpensiontoanyoneexpressing‘disaffection’towardthegovernment.Andwhat’smore,theordercanbeenforcedretrospectivelyandisunappealable.


2. (1) …the Prime Minister may, by notice in writing, order the cessation of any allowance, salary, pension, gratuity or any other benefit or entitlement under...[various]…the Pensions Act 1983 or any related law on pensions if the Prime Minister is satisfied that the person has, in any way, whether in Fiji or abroad and whether before or after the commencement of this decree, acted or attempted to

a) bring hatred or contempt or disaffection against the Government of the Republic of Fiji, or any institution or authority of the Government; or b) undermine the Government of the Republic of Fiji, or any institution or authority of the Government, or, in any way, to prejudice the orderly functioning or operation of the Government or any institution or authority of the Government.

4. No court, tribunal, commission or any other adjudicating body shall have the jurisdiction to accept, hear, determine or in any way entertain, any challenges whatsoever (including any application for judicial review) by any person or body, or to grant any remedy to any person or body, in relation to the validity, legality or propriety of any action, decision or order of the Prime Minister under this decree.

TheIEUAexecutiveconsidersDecree56adirectattackonthehumanrightsofFijiancitizensandstrikesatthemostvulnerableofcitizens,theaged.TheIEUAwillberaisingitsconcernswiththeAustralianGovernmentandcallinguponittoenterintourgentdiscussionswiththeFijianGovernment.


Absolutely Super: Active vs. passive investment management styles

Bernard O’ConnorNGS Super

Have you ever been perplexed by the world of finance and the differing philosophies of professional investment mangers? Do you know how your superannuation fund invests your money? Do you have a personal investment bias or belief? Two basic schools of thought regarding investment are active and passive management styles.

Anactiveapproachtoassetmanagementmeansthattheportfoliomanagerschangetheportfolioallocationtoassetsectorswhichareidentifiedashavingthebestpotentialreturnsbasedoncurrentresearch.Thisrequiresconstantmonitoringandresearchtodeterminefactorslikelytoaffectinvestmentreturns.Anactivemanagerwillselectindividualstocksheldintheportfolioonthebasisoffinancialanalysis,industryanalysis,discountedcash-flowanalysisandwillactivelyalterthemixofstocksheldinlinewiththeirchangingopinionofmarketprospects.Inherentinthisphilosophyisabeliefintheabilitytoaddvalueandoutperform‘themarket’bydeviatingfrombenchmarkreplication.Thismeansthatactivemanagerslooktoidentifysharesthatmaybeundervaluedandtakeadvantageofopportunitiessuchassellingwhensharepricesarehighandbuyingwhenpricesarelow.Sincequalityresearchisnecessarytomakeinformeddecisionsabouttherelativevalueofcompaniesandsectors,activemanagerstendtochargehigherfeesfortheirskillsandexpertise.

Passivemanagementreliesonthebeliefthatmarketsareefficientandthatmanagersarenotabletoconsistentlyoutperformanindexreturn.SothepassivemanagerofanAustraliansharefundwillsimplyweightheportfoliobymatchingthestocksheldinadesiredindex,suchastheS&PASX300,inthesameproportionastheindex.Inshort,thepassivemanager‘parks’theinvestmentinthehopeofachievingthesamereturnastheoverallindex.Investmentmanagerswhoadoptapassiveapproachbelievethatanypotentialgainsmadefromactivemanagementareoffsetbytheincreasedcostsofresearchandtransactioncosts.Sincepassivemanagersusethebenchmarkindicesasaguide,noresearchisrequiredsothefeesarelowerthanforactivemanagers.

NGSSuperemploysactivemanagersinthebeliefthatitispossibletooutperformtheindexanditscompetitorsbyusingmanagerswhohavesuperiorskillsinchoosingwheretoinvesttheportfolioandwhentomoveinvestments.Asaresult,theNGSAustralianSharesOptionhasbeenabletooutperformtheS&P/ASX300overone-,three-andfive-yearperiodsto30November,2009.Theone-yearreturnfortheNGSAustralianSharesOptionto30November,2009,was42.08%,comparedtoareturnof32.51%fortheS&PASX300indexforthesameperiod.Anoutperformanceof9.57%fortheone-yearperiodrepresentssignificantvalueaddedtomembers’accountsasadirectresultoftheskillsoftheactivemanagersusedbythefund.Theadditionalchargeforactivemanagementinthiscasehasproventobeexcellentvalueformembersbecauseoftheexcessreturnontheinvestment.Overafive-yearperiodtoNovember30,2009,NGSSuperhasbeenratedfifthoutofforty-eightofthelargestsuperfundsinAustraliabySuperRatings,anindependentratingagency.Thisconsistentresultinoutperformingthebenchmarkoverafive-yearperioddemonstratesthatactiveinvestmentcangenerateexcessreturnsandthattheextrapremiumpaidtoactivemanagershasbeenwellworthwhile.

InvestmentmanagersplayanintegralroleinAustralia’ssuperannuationsystemandtheirfees,toalargeextent,representthecostsincurredinultimatelyselectingappropriateinvestments.Investmentmanagementfeesshouldbealwaysviewedinlinewithinvestmentreturns.Eveninadecliningmarket,aninvestmentmanagerwhooutperformstheindexhassavedmembers’moneybecausethelossisnotasgreatastheindexloss.

2010willundoubtedlyprovetobeaninterestingyearforinvestingaftertheshockoftwopreviousyearsofglobalfinancialcrisis.Let’shopeabigrayofsunshineclearsawaythecloudwhichproducedtheworstnegativereturnsincetheinceptionofcompulsorysuperannuationinAustralia.Andhappyinvesting!

(Disclaimer: The information in this article is general information only and does not take into account your objectives, financial situation or needs. Before making a financial decision, please assess the appropriateness of the information to your individual circumstances and consider seeking independent advice from a licensed or appropriately authorised financial advisor.)

13

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14

2010 Reps’ Organising Conference

Around 90 IEU(SA) reps and delegates from across the state met in the Phar Lap Room at Allan Scott Park to discuss the major issues affecting union organising in 2010, as well as to meet their organisers and discuss issues particular to their sectors.


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1. VeenaGollanwelcomesrepsontoKuarnaland.

2. IEU(SA)presidentMargSansomwelcomesrepstotheconference.

3. SharonDorispresentsasessiononworkloadburnout.

4. Teabreakoverlookingthetrack.

5. Repsworkshopping.

6. RepsKayRichardson,PriscillaTyler,AnnaGerowandPetreaBoothwithpresidentMargSansom.

7. RepsMarykeRussell,AnitaPahl,VeronicaCoxandZoeLittlewood.

8. RepsColleenMcEwen,AnthonyHaskell,StevenPasseyandStephanieHansen.

9. RepJohnCardewofMarcellinTechnicalCollege.

10. VeenaGollanandrepSimonKelly.

11. IEU(SA)secretaryGlenSeideladdressingrepsinaworkshop.

12. IEU(SA)secretaryGlenSeidelandpresenterCarolMatthewsofIEUNSW/ACT.

13. APHEDArafflewinners.

14. APHEDArafflewinner.

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A shift to Monday, to February, and a new venue for the annual reps’ and delegates’ conference proved successful when 86 turned up at Allan Scott Park on Monday 22 February – one of the best attendances in recent years.

Inkeepingwiththenewtitle,theReps’OrganisingConferenceprogramfocussedoncurrentindustrialandhealthandsafetyissues,andalsolookedathowrepsanddelegatescouldbuildtheunionthroughincreasedmembershipinschools.

VeenaGollan,fromCatholicEducation’sIndigenousWorker’sUnit,beganthedaybywelcomingustocountry,andthenIEUpresidentMargSansomopenedtheconferenceandintroducedparticipantstotheday’sprogram.

Thefirstsessionwasaworkshoponworkloadburnout,facilitatedbySharonDorisofSAUnions’OHSTrainingCentre.Beginningwithadefinitionofworkloadburnout,Sharonleddiscussionabouttheindividualandorganisationalsignsandsymptoms,theeffectsatpersonalandorganisationallevels,andthenumerouscausesandcontributingfactors,beforeprovidingsoundadviceonthemosteffectivewaystorecognise,manageandultimatelypreventburnoutfrombeingthemajorhealthissueithasbecomeinmanyworkplaces.Sharonexplainedhowitispossibletocontrolburnoutusingariskmanagementmodel,whichparticipantsappliedtopotentialinstancesintheirschools.Allofwhichmadeforaveryinteractivesessionandanenergisingstarttotheday.

Duringthemorningbreak,stafffromTeachersHealth,MembersEquityandNGSSuperwereagainonhandtoexplainwhattheirorganisationscanoffer,andmemberswereinvitedtovisittheirdisplaytables.Participantsthenseparatedintotwogroupsforthenextsession;oneforAISandLutheranreps,theotherforCatholicreps.

WewerefortunatetohaveCarolMatthewsfromtheNSW/ACTbranchoftheIEUtoaddressAISandLutheranrepsonthree-bandagreementsinindependentschools.

2010 Reps’ Organising Conference

Gerry ConleyOHS Project Officer

Firstintroducedin2007,three-bandagreementsareinplaceinapproximately100independentschoolsinNSW,includingmanyofthelargerschools,andarelikelytobeintroducedinsomeschoolshereinthenextroundofcollectiveagreementbargaining.Caroldescribedthestandards-basedapproachusedinthem,theaccreditationprocess,andtheparttheIEUhasplayedinnegotiatingagreementsprovidingaminimumincreaseof19%overfouryears.

CatholicrepsmetwithsecretaryGlenSeidelandorganisersFrankBernardiandAnneEdwardstodiscussthenegotiationssurroundingtheirenterpriseagreement.ThiswasparticularlytimelygiventhatnegotiationshadrecommencedonthepreviousFriday,andrepsreceivedup-to-dateadviceonpaymodellingbeforeauthorisingthenegotiatingteamtoraiseanumberofclaimswiththeemployeronpayandconditions.

Priortothelunchbreak,bothgroupsweregivenabriefingonhowtocompletetheirschoolchecklist,andBrunoSartorettoprovidedanoverviewofIEU’swebsitetotheAISandLutherangroup.

Fortheafternoonsession,repsbrokeintosmallgroupworkshopsonbuildingtheunionintheworkplacethrougharangeofrecruitmenttechniques.Groupsdiscussedthebarrierstheyhadexperiencedwhenaskingnon-memberstojoin,wereprovidedwithsomecasestudiestoexamine,andthenconsideredwhatwouldworkasthemosteffectiveapproachestoincreasingunionmembershipintheirschools.

TheconferenceendedwiththedrawingofthedoorprizesdonatedbysponsorsNGSSuperandMembersEquity,andtheAPHEDAraffle.SecretaryGlenSeidelthenclosedwhathadbeenaveryinformativeandpracticalday.

Feedbackreceivedanddiscussionshadsincetheconferencehavebeenverysupportiveofthenewtiming,andthehighlevelofparticipationandnetworkingsuggeststhedaywasasuccess.Wehopetoseeallthosewhocamethisyearbackagainnextyearandlookforwardtomanynewfaces,too.


Recently, it became apparent during the investigation of a workers’ compensation claim that the school concerned may have abused the probationary process. The member, in accordance with the award, had been told that she was to be on six months’ probation. However, at the end of that period, she was called to an ‘appraisal’ meeting, where she was told her performance was not up to scratch and asked to agree to an extension to her probation.

Thememberhadnotbeenmadeawareduringtheprobationaryperiodthattheschoolhadanyissueswithherperformance.Infact,feedbackreceivedduringthebriefinteractionsshedidhavewithhersupervisorindicatedthatshewasdoingagreatjob.Studentslovedherteachingandbehaviourmanagementwasnotanissue.

TheTeachers Non-Government Schools Awardstates:

4.2.1.8.2 During the probationary period of the first two school terms the employee will receive induction and other professional assistance as is deemed necessary by the employer.

4.2.1.8.3 During the probationary period an employee who is deemed by the employer to be unsatisfactory is to be advised accordingly in writing and counselled.

Notethattheawardrefersto‘during’theprobationaryperiod,notattheend,andnot,ashappenedinthiscase,atthebeginningofatermbreak.Andcertainlynotwhentheemployeewassodistressedthatshesignedtheextensionoftheprobationinordertosimplyescapefromthemeeting.

Schoolsarenodifferenttootherworkplaces;theyarebusinessesandtheymakebusinessdecisions.TheproblemthatIEUorganisersexperienceindealingwithschools,however,isthatpeopleinmanagementpositionshaveusuallycomeoutofaclassroomandgenerallydonothavespecifictraininginindustrialrelationsorhumanresourcemanagement.Whentheygetitwrong,goodteachersandsupportstaffsuffermuchmorethantheyshould.

Wendy EvansOrganiser

Probation should not be purgatory!

Therearesomestepsthatyoucantaketoprotectyourselfwhenmovingtoanewschool.Ofcourse,belongingtotheIEUisessential,butIknowI’mtalkingtotheconverted.Otherstepsinvolveaskingquestionsinandoutsideofthejobinterview.

Dobackgroundchecksontheschool.Afterall,theywilldochecksonyou.Checkwithcolleagueswhomayhaveworkedattheschool,andwithstaffwhoarecurrentlyworkingwiththeschool.Askwhatstaffturnoverislike.Havestaffleft?Whydidtheyleave?

Googletheschool.Lookatannualreports,newsletters,magazines,prospectuses,Facebookpagesandwebsites.Drivepastduringschoolhoursandweekendstogetafeelfortheatmosphereofthecommunityanditsfacilities.CalltheIEUforaninformalchataboutourexperienceswiththeschool.

Attheinterview,askspecificallyabouttheprobationperiodandtheinductionprocess.Ifyouaresuccessful,thenaskforthespecifics:whowillyourmentorbe?Whatregularcontactwillyouhave?Howwillyoubejudgedattheendoftheprobationaryperiod?

Theprobationaryperiodshouldbeanopportunityfortheemployerandemployeealiketodefineandrefineexpectations.Usedappropriately,itcanidentifyissuesandgapsinemployeeperformanceinasupportiveandpastoralenvironmentbeforebadorculturallyinappropriatehabitsbecomeingrained.Itmustnotbeusedbytheemployerasanongoinginterviewperiodoropportunitytoemploysomeoneforsixtotwelvemonths,thendiscardthemwithlegalimpunity.


A health and safety representative is not a health and safety officer

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Gerry ConleyOHS Project Officer

OHS Project

At the IEU(SA) Reps’ Organising Conference held on 22 February, SA Unions’ Sharon Doris hosted an excellent workshop on the dangers of workload burnout, but discussion did digress to a separate but equally important issue: what’s the difference between a health and safety officer and a health and safety representative?

Indiscussinghowtoaddressworkloadburnout,repsanddelegatessharedinformationaboutthesignsandsymptoms,causes,andcontributingfactorsofthismajorhealthandsafetyissue.Therewasgeneralagreementthat,whiletherearetoolsavailabletohelpuscopepersonallywithworkloadburnout,schoolmanagementmustrecognisetheseriousphysicalandpsychologicalhealthproblemsthatcanarisefromdemandingworkloads,andconsultwithstafftomanagetherisk,ifeffortsaretobeeffective.

Sharonthenexplainedtherolethathealthandsafetyrepresentatives(HSRs)canplayinensuringschoolmanagementtakesontheprimeresponsibilityforpreventingworkloadburnout.Andfromthefeedbackreceived,itseemsmanyIEUrepswerekeentoelectHSRsintheirworkplacesassoonaspossible.

Somequestionsraisedbyrepsattheconference,however,highlightedtheneedtoclarifythedifferencebetweentheroleofahealthandsafetyrepresentativeandthatofahealthandsafetyofficerorcoordinator.Therepresentativeiselectedorselectedbythestaffoftheschooltorepresenttheirhealthandsafetyinterests.Thetitlesofficerandcoordinatorusuallydenoteastaffmemberappointedbyschoolmanagementto‘manage’healthandsafety.Or,inotherwords,toensurethatmanagementismeetingitsobligationstoprovideahealthyandsafeworkplace.Theofficerorcoordinatorwillnormallybedelegatedtoaddressproblemsthatmayarise,butanswerstomanagement,nottostaff.So,ifthecoordinatororschoolmanagementdonotrecogniseanissue,orconsideranissuesuchasworkloadburnouttobeaproblem,thenitmaynotbeappropriatelyaddressed.

TheHSR,ontheotherhand,doesnothaveanydelegatedresponsibilitiesfrommanagementandcannotbegivenany.HSRsrepresenttheviewsofstaffandhavearighttoraiseissueswithmanagement,arighttorequestandreceiveinformationfrommanagement,andarighttobeconsultedonanyissuethattheyorthestaffconsiderarisktohealthandsafety.AproperlyelectedandtrainedHSRalsohasthelegislativerighttoissueadefaultor‘stop-work’noticeshouldmanagementnotmakesufficienteffortstoaddressanissue.Amanagement-appointedhealthandsafetyofficerhasneithertherightnorthemotivationtotakesuchstepsonbehalfofstaff.

TheHSR’spowersaredetailedintheOHS&W Act,asarethemanagement’sresponsibilitiestowardstheHSR,includingtheresponsibilitytoconsulttheHSRonhealthandsafetyissues.AndtheOHS&W Regulationsdefinewhatconsultationonahealthandsafetyissuemeans:

For the purposes of this regulation, consultation involves the sharing of information and the exchange of views between employers and the persons or bodies (HSRs and H&S Committees) that must be consulted and the genuine opportunity for them to contribute effectively to any decision-making process to eliminate or control risks to health or safety.

If,inourworkloadburnoutexample,schoolmanagementintroducedanincreaseinthecapofhoursforco-curricularactivitiesthatteachersmustundertakeduringasemester,andstaffwereconcernedthattheadditionaltimecouldleadtoincreasedhealthproblems,thenthroughtheHSRtheycouldrequestthatproperconsultationoccurasrequiredbythisregulation.Ifschoolmanagementpersistedinintroducingtheirproposalwithoutdueconsultation,thenitwouldbeinbreachofthelegislationandtheHSRcouldissueadefaultnotice.

SothereisacleardifferenceintheroleofaHSRandthatofanofficerorcoordinator,andthelatterdoesnothavethelegislatedpowersthattheHSRhas.Inmanyworkplaces,thetwopositionscomplementeachother,withtheHSRandthecoordinatorworkingtogethertomaintainasafeandhealthyworkingenvironment.

ArecentreportfromtheProductivityCommissionissuedinJanuary,Performance Benchmarking of Australian Business Regulation: Occupational Health and Safety,foundthatwithregardtoconsultation,researchgenerallysupportsthepropositionthatjointarrangementsinvolvingemployeerepresentativesdrivebetterworkplacehealthandsafety.

IfyouneedmoreinformationonelectingaHSR,[email protected].



For Great Labor Quotations, published by Red Eye Reference, author Peter Bollen has compiled nearly 300 pages of biographies, quotes and the odd cartoon, predominantly from American activists. The issues cited relate generally to the American situation, of course, but there are some real gems.

No issue can be negotiated unless you have the clout to compel negotiation. SaulAlinsky

Effective labor unions are still by far the most powerful force in society for the protection of the laborers rights and the improvement of his or her condition. No amount of employer benevolence, no diffusion of a sympathetic attitude on the part of the public, no increase in beneficial legislation, can adequately supply for the lack of organisation among the workers themselves. MonsignorJohnARyaninOrganised Labor and the Church(1993)

Negotiations are a euphemism for capitulation if the shadow of power is not cast across the bargaining table. GeorgeSchultz

If you are not fired with enthusiasm, you’ll be fired with enthusiasm. VinceLombardi

Ask not whether a man is useful in his work but whether the work is useful to man. PopeJohnPaulII

Choose a job you like and you will never have to work a day in your life. Confucius

When a man tells you he got rich by hard work, ask him whose. DonaldRPMarquis

If work were such a marvelous thing, surely the rich would have kept it all to themselves. LaneJosephKirkland

It is true hard work never killed anybody, but I figure, why take the chance? RonaldReagan(1987)

No race will prosper until it learns there is as much dignity in tilling a field as in writing a poem. BookerWashington(1895)

Hard work is damn near as overrated as monogamy. HueyLong

Great Labor Quotations Book Review

Glen Seidel

by Peter BollenRed Eye Press, Los Angeles, 2000

Take not from the mouth of labor the bread it has earned. ThomasJefferson(1801)

If you want to enrich the job, enrich the paycheck. WilliamWinpisinger

If a man tells you he loves America, yet hates labor, he is a liar. AbrahamLincoln

Show me a country that has no strikes and I will show you a country in which there is no liberty. SamuelGompers(1925)

The establishment can stand being screwed, but not being laughed at. SaulAlinsky

You can’t have solidarity with sheep. Anon

It is not the employer who pays the wages – he only handles the money. It is the product that pays the wages. HenryFord


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

an interactive column

What’s your problem...?

I have been a member of ANGEE and the IEU(SA) for many years and I firmly believe that an active well-supported union is an important part of any workplace. Over the years, I have climbed the slippery pole to now occupy a mid-level management position, and I think I do a good job.

Recently, I have received overt and subtle messages from above and around me that it is not appropriate for me to belong to the IEU, as I am now in a ’leadership’ role, but I have normally dismissed these suggestions as being unnecessarily defensive and paranoid. However, the other day I found myself in a low-level dispute with a member of my team and was a bit surprised to have an organiser from my union supporting the attack against me. Is it time to recognise that I have crossed to the employer’s side and that the union is no longer relevant for me?

Hedley

Q. Yoursituationiscommon,asmanyofourlongertermmembersbynowhavebecomecoordinators,deputiesorprincipals.Ontheonehand,youaredefinitelyanemployeewithallofthepotentialindustrialandprofessionalissuesofanyotheremployee.Onecouldevenarguethatyourneedsaregreaterasyouhavefurthertofallifthewheelsweretofalloffyourcareer.

Evenwherethereisnopowerdifferential,theIEUhandlesgrievancesbetweenmembersasamatterofprocess.Theaimoftheprocessistoresolveunderlyingcausesoftensionandfacilitatebetterprofessionalrelationships.Ifonlyitwerethatsimplewhenstrongemotionsareinvolved.Itsometimestakestwodifferentorganiserstoassisttwomembersindisputewitheachother.

Wherethereisapowerdifferentialbetweenthetwomembersitmaybethatthegrievancearosewhenonewasactinginamanagerialroleandtheotherasasubordinate.InthatcasewewouldexpectthatthelocalmanagementstructureandtheIRexpertiseoftheAISorLSAorCESAwouldsupportthememberwearingthemanagementhat.TheIEUwouldthensupportthememberwearingtheworkerhat.Powerequalized;lettheprocessdoitsjob.

DeputiesandprincipalsaremostwelcomeasmembersoftheIEUandwehaveasignificantnumber.OurVictoriancounterpart(VIEU)evenhasadedicatedorganiserforitsprincipalsanddeputies.Ourconstitutionhasestablishedabranchforprincipalsanddeputieswhichisseparatefromthelocalschoolbranch.Thisgroupmaynotbeincludedintheschool’scollectiveenterpriseagreement,butthereismoretounionmembershipthananEA.NoemployeeisimmunefromdisciplinaryactionandtheIEUhassupportedprincipalanddeputymembersinunfairdismissalsandotherunpleasantsituations.

PrincipalsanddeputiesarealsoeducatorsandourworkattheTRBandotherprofessionalforumsisforthebenefitofallintheprofession.

Hedley,IwouldencourageyoutomaintainyourIEUmembershipwithpride.Beawareofthesensitivitiesinvolvedinwearingbothanemployerandemployeehat,andencourageotherstobelongtoandbeactiveinourunion.Thereisnoirreconcilabletensioninbelonging.

Union membership and the management hat

A.



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SPOT WHITE

With another state election upon us, we are prompted to think about exercising our democratic right to vote and participating in the process. If we have children who have turned eighteen since the last election, we may be faced with giving them some serious encouragement to take the important step of enrolling to vote.

ThestruggleforuniversalsuffrageinAustraliahaslongslippedintothehistorybooks,buthistoryoftenonlyrecordsfragmentsofthestoriesorfiltersoutselectedversions.Womenatthebeginningofthe20thcenturyintheUnitedKingdom,Australiaandelsewhere,literallyfoughtfortherighttovoteinparliamentaryelectionsandtobeabletostandascandidatesforaparliamentaryseat.

Suffragistsandsuffragettestriedanymeanstheycouldtopublicisetheircauseandpoliticisethepublic.Manysufferedgreatlyforthecausethroughimprisonmentandhungerstrikes.MurielMatterswasoneoftheseintelligent,creativeandpersistentwomenwhoplayedasignificantpartinthemovementintheUnitedKingdom,althoughshewasbornatBromptoninSouthAustralia.Untilrecently,Muriel’sstorywasonethathadnotbeentold.FrancisBedfordMPhasspentaconsiderableamountoftimepiecingtogetherthisremarkablewoman’sstoryandhasfoundedtheMurielMattersSocietytopubliciseandcelebrateherremarkablecontributiontothemovement.

Louise FirrellOrganiser/Educator

Votes for women!

On17February,aneventinRundleMallmarkedjustover100yearssincetheredoubtableMurielmadeahot-airballoonflightoverLondontodropleafletsontheKing’sprocessiononitswaytoopenparliament,demandingvotesforwomen.Thiswasariskyandsensationalstuntforthetimes.ThiswasnotlongafterMurielhadchainedherselftothegrilleontheladies’galleryoftheHouseofCommons.ThegrillehadtobecutdownwithMurielstillattachedtoremoveherfromtheHouse.(Thegrillewasnotreplacedanditremainsinthecellarsofthebuilding.)

AcommemorativehankywaslaunchedonthedayandaplayaboutMuriel’slifeistobeperformedattheAdelaideTownHallon17June2010.MurielwasanactressofsomenotebeforeherinvolvementinthemovementandafterwardstrainedwithMariaMontessoriinItalyandbecameateacherfortheremainderofherworkinglife.

AtthiswebaddressyoucanheararecordingofaninterviewwithMuriel,madein1939inwhichshecanbeheardtalkingabouttheballoonflight.

http://www.bbc.co.uk/archive/suffragettes/8315.shtml?all=2&id=8315

http://www.bbc.co.uk/archive/suffragettes/

http://www.teachershealth.com.au

22

APHEDA


At the turn of the millennium, world leaders met at the United Nations in New York and pledged to halve global poverty by 2015. For the first time in history, all the nations in the world agreed to prioritise the fight against global poverty in a coordinated and cooperative manner. Eight basic goals were agreed upon, with 20 benchmarks to be achieved.

From2000until2007,significantprogresswasmadeinsomeareas.Forexample,thenumberofchildrennotinprimaryschooldroppedfrom103millionin1999to73millionin2006.Also,thenumberofchildrenwhodiedbeforetheirfifthbirthdaydroppedfrom12millionayearin2000to9millionayearin2007.Itwasamixedresult,withmanycountries,especiallyinthePacificandsub-SaharanAfrica,notmeetingtheirbenchmarks.Butbyandlarge,progresswasbeingmade.

TheGlobalEconomicCrisisof2007-2008,however,wasasignificantobstacletotheprogressunderway.Italsoclearlydemonstratedthatwhilethereweremillionsofdollarsavailabletofightglobalpoverty,therewerethousandsofbillionsofdollarsavailabletosavetheworld’sbankingsystem.Bankshadpriorityoverthepoor.

The Millennium Development Goals are:

Eradicate extreme hunger and poverty

• Halve,between1990and2015,theproportionofpeoplewhoseincomeislessthan$1aday.

• Achievefullandproductiveemploymentanddecentworkforall,includingwomenandyoungpeople.

• Halve,between1990and2015,theproportionofpeoplewhosufferfromhunger.

Achieve universal primary education

• Ensurethat,by2015,childreneverywhere,boysandgirlsalike,willbeabletocompleteafullcourseofprimaryschooling.

Promote gender equality and empower women

• Eliminategenderdisparityinprimaryandsecondaryeducation,preferablyby2005,andinalllevelsofeducationnolaterthan2015.

Reduce child mortality

• Reducebytwo-thirds,between1990and2015,theunder-fivemortalityrate.

Improve maternal health

• Reducebythree-quarters,between1990and2015,thematernalmortalityratio.

• Achieveuniversalaccesstoreproductivehealth.

Millennium development goals:

Fighting global povertyCombat HIV/AIDS, malaria and other diseases

• Havehaltedby2015andbeguntoreversethespreadofHIV/AIDS.

• Achieve,by2010,universalaccesstotreatmentforHIV/AIDSforallthosewhoneedit.

• Havehaltedby2015andbeguntoreversetheincidenceofmalariaandothermajordiseases.

Ensure environmental sustainability

• Integratetheprinciplesofsustainabledevelopmentintocountrypoliciesandprogramsandreversethelossofenvironmentalresources.

• Reducebiodiversityloss,achieving,by2010,asignificantreductionintherateofloss.

• Halve,by2015,theproportionofpeoplewithoutsustainableaccesstosafedrinkingwaterandbasicsanitation.

• Haveachievedby2020asignificantimprovementinthelivesofatleast100millionslumdwellers.

Develop a global partnership for development

• Addressthespecialneedsofleastdevelopedcountries,landlockedcountriesandsmallislanddevelopingstates.

• Developfurtheranopen,rule-based,predictable,non-discriminatorytradingandfinancialsystem.

• Dealcomprehensivelywithdevelopingcountries’debt.

• Incooperationwithpharmaceuticalcompanies,provideaccesstoaffordableessentialdrugsindevelopingcountries.

• Incooperationwiththeprivatesector,makeavailablebenefitsofnewtechnologies,especiallyinformationandcommunications.

The challenges ahead

Sub-SaharanAfricaandSouthAsiaarehometothree-quartersoftheworld’spoor.Theseregionsarestrugglingtogetchildrenintoschool.EastAsiahasexperiencedthemostrapidpovertyreduction,drivenbyrapidandsustainedgrowth,notablyinChina.However,inequalitieshavearisen,andpocketsofextremepovertypersistthroughoutthisregion.

IntheAsiaPacificregion,morethanthreemillionpeoplearelivinginextremepovertyandasmanyasonemillionchildrenarenotinschool.PovertyisconcentratedinKiribati,PNG,SolomonIslandsandTimor-Leste.Asthelargestdonorcountryinthisregion,Australiahasaspecialresponsibilitytoassistdevelopingcountries.

TheRuddgovernmenthascommittedtoincreasingAustralia’saidto0.5%ofGrossNationalIncome(GNI)by2015.Moreandbetterassistancewillbeprovidedtolaggingregions,includingare-engagementinAfricaandanelevatedengagementinthePacific.


Decent work

MDG1,Point2,is‘Achievefullandproductiveemploymentanddecentworkforall,includingwomenandyoungpeople.’Decentworkmeansworkthatispaidafairandjustwage,workthatissafe,workthatispermanent.ItisworkwheretheILO’sCoreLabourStandardsarerespected,especiallyallowingworkerstoorganisetogetherintoindependent,democratictradeunions,andtobargaincollectivelyforwagesandconditions.Whenworkingwomenandmenarepaidajustwage,theycanaffordtoeducatetheirchildren,ensuretheyarewellfedandtheirhealthneedsaremet.Inturn,manyotherMDGgoalsareautomaticallyrealised.

Beyond 2015 there will be more to do

FulfillingtheMDGsisbothimportantandachievable,butitwouldstillleavealargeagenda.Reducingbyhalftheproportionofpeoplewhosufferfromhungerwouldbearemarkableachievement,but

• itisestimatedthatmorethan600millionpeoplewouldstillbelivinginextremepoverty,mostlyinsub-SaharanAfricaandSouthAsia

• therewillstillbehugegapsinthequalityofeducationandchallengesinaccesstoearlylearningandsecondaryeducationopportunities.Gapswouldalsopersistinchildandmaternalhealth,and

• climatechangewillcontinuetoloomlargeasathreattolong-termdevelopmentglobally.

Key facts on the MDGs:

Significant progress since the 1990s:

• 280millionfewerpeoplelivinginextremepoverty

• 40millionmorechildreninschool

• 3millionmorechildrensurviveeachyear

• 2millionpeoplenowreceiveHIV/AIDStreatment

Philippines – A young girl collects rubbish at a Manila Rubbish Dump to sell to recyclers (January 2008)

Formidable challenges ahead:

• 1billionpeopleinextremepoverty

• 75millionchildrennotinschool

• 9millionchildrendieeachyear

• 550,000womendiefromtreatablecomplicationsofpregnancyandbirth

• Over33millionpeopleinfectedwithHIV/AIDS,2milliondieeachyear

• Halfofthedevelopingworldlackssanitation

Source:GlobalMonitoringReport2008


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Dec.’08

The 2010 IEU Rep Education Program kicked off with the Reps’ Organising Conference on 22 February and will continue through Terms 1 and 2, and also through the school holidays to assist reps who find it difficult to get the time away from their work.

Introductory Reps Training

Fornewrepsandthosewhohaveyettocompletethemodulesforthiscourse.

ModulesHowtheunionworksTheroleofanIEUrepOrganisingintheworkplace

DatesMonday22MarchFriday9AprilMonday3MayMonday21JuneTuesday6July

2010 IEU Rep Education Program

Continuing Reps Training

Forrepswhohavecompletedtheintroductorymodules.

Tuesday 13 AprilIndustrialandotherworkplace-relatedlegislation

Monday 10 MayBuildingunionvisibility

Friday 18 JuneRepresentingmembersandresolvingworkplaceproblems

Tuesday 13 JulyWorkplacebullying

Allcoursesareheldbetween9.30amand4pmattheIEUoffice,213CurrieStreet,Adelaide.

Pleaseregisteryourattendancebyemailtoregister@ieusa.org.auoron84100122.



http://www.apheda.org.au

25

ESO profile:Marlene Maney, Cardijn College


What is your role?

I’mthecareerscounselloratCardijnCollege,whichisaco-educationalsecondaryschoolofsome800-plusstudentsintheSouthernValesarea.

What is it about your role that you most enjoy?

Workingwiththestudentsandgoingthroughthecareertestingprocess,whichallowsthestudentstomoreclearlyunderstandandthinkaboutthethingstheyenjoy.Studentscanbegintorealiseacareerisalifelongjourney,whichismuchlargerthanjustajob.Careersaremadeofmanyexperienceswhicharebothpaidandunpaid,butallofwhichcreatealifetimeofemployableskills.Thecurrentstudentsareexpectedtohaveaminimumof12to15,oftenverydisparatecareerchangesovertheirlifetime.

Todeterminesuitablecareersforstudents,welookattheir

• preferredworkingconditions(indoors,outdoors,dayorevening)

• preferredworkinglocationandpreparednesstotravel

• knowledgeandwhattheyenjoylearningabout

• preferredwork-lifebalanceandhowtheyliketousetheirtime

• workvaluesandwhatisimportanttothem

• aspirations

• currentandfutureskills,and

• education,includingfuturestudyplans.

Studentsbegintorealisethat,iftheyworkinanareaandenvironmenttheyreallyenjoy,thentheywillbemorefulfilledandhappyintheirchosencareerpath.

What do you find most challenging in your role?

Havingenoughtimetospendwithstudentswhoareveryunsureabouttheirfuture,andletthemproperlyconsidertheiroptions,whichtodayaremanyandvaried.Itcanalsobedifficulttobreakdownlong-heldstereotypes.

Studentscanalsofeeldisengagedandunabletosuccessfullycompletetheirschoolwork.OncetheylookmorecloselyatthereasonsitisnecessarytocompleteYear12andrelatethistotheirfuture,thensuccessseemstofollow.ToseestudentssuccessfullycompleteYear12andgoontoeitherTAFE,universityoratradeisagreataffirmation.Also,studentstendtoundervaluetheirmanyout-of-schoolactivities,whichcanbeincludedinresumesandcreatehighlyvaluedtransferableskills.

What type of PD have you undertaken lately?

In2009,IreceivedanIndustryPlacementScholarshipthroughDEEWRandworkedwiththeCityofOnkaparingatodiscoverthemanycareerpathsandopportunitiesthere.Iliterallyworkedatthecouncilonedayperweekforafullterm(generouslysupportedbyCardijnCollege),plusseveralweeksintheholidays.Thisallowedmetointerviewworkersinthevariousdepartmentsandgainamorein-depthviewoftheirwork.

Asaresultofthiscollaboration,Iwasabletoproduceaworkexperienceguide,whichwillbeusedbyOnkaparingaCouncilinthefuture.

What PD would you like to do in the future?

IwouldliketoattendtrainingwithProfessorJimBright,whoisaregisteredpsychologistandamemberoftheNationalCareerDevelopmentAssociation.AsanAustralianexpert,hehasverypracticalideasaboutengagingwithouryoungpeople.

Has the IEU been able to help you in your role?

TheunionhasassistedmebyalwayspromotingtheneedsofeducationsupportofficersandensuringPDopportunitiesareincludedinenterpriseagreementnegotiations.Togetherwiththis,theunionrecognisesthemanyvariedcareerpathsandclassificationsattributabletonon-teachingstaffwithintheschoolenvironment.


Dear Mr Don Abecedarian,

Thanks for your letter in my pigeon hole last Friday. However, I am bemused that you should write to me on the school’s letterhead in such a formal way. After all, we see each other every day as we move about the school and often over a cup of tea at breaks. None the less, I should respond in a similar vein.

IrealisemyrequesttoabsentmyselffromchoirpracticeFridayafternoonthisweekmeans,asyoupointedout,Iwillnotfulfilmyfiftyhoursofco-curriculaforthissemester.Myreasonforthissurelymeritssomeconsiderationandatleastthecourtesyofsomeface-to-facediscussion.MyverybestfriendisflyingoffonFridayat5.15pmtoliveintheUSA,andchancesareIwillnotseeheragainforaverylongtime.Aswehavebeenclosebuddiesforoverthirtyyears,IbelieveitiswarrantedthatIampresent,withourfriends,attheairportwhenshefliesout.Thiswillbeacathartictimeforusallaswehavebeenclosefriendsfromourstudentdaysandwhilstwewerebothbringingupfamilies.Asacommittedfamilypersonyourself,youmustrealisewhatstrongbondsareforgedwhenfamiliesinteractforsuchatime.

SurelyyourememberasyoupassedthroughtheofficephotocopyingroomonMondaymorningatrecesstimethecommentyoumadetomeasIwashead-downbusyphotocopying,staplingandcueingmusicforthatafternoon’sstaffmeeting.Yousaidtome,“Areyoupreparingourtalkonstressmanagementforthisafternoon?”Ihopeyouremember,asIspentseveralhoursonSundayafternoontypingandresearchingsuitablematerial.Bytheway,thestaffmeetingrantwentyminutesover,causingmetobelatepickingupAmosfromhisafter-schoolcareatsomeextraexpensetome.

Balancing extra-curricular activity with lifeTeacher Ms D Ominie confronts her principal over an all-too-common problem for members

IwouldhavedonethisworkonMondayatlunchtime,butIhadanextrayarddutytocoverbecauseJenniferwasawayandIalsopickedupherclassinlessonfour–myonlyfreetimefortheday.

YoumayalsonotbeawarethatathockeypracticeonTuesdayafterschoolMrs.Furphywas25minuteslatepickingupherMargaret.Ishouldhavesentherhomeinacab,butIwaitedanyhow.Irememberthetroubleitcausedthelasttimeastaffmemberusedacabforsuchanoccurrence.Youwerenotimpressedasweallfoundout,soIwaited.Latehomeonceagain.

IalsonoticethatwearetocloseourmarkbooksfortheendoftermthisFridayandreportsaredueonMonday.Doesthetimetableallowfornon-teachinglessonsovertheweekend?

Writingoftheweekend,asIhaveahockeymatchtoattendfortheschoolonSaturdaymorning(whichshouldfinishby11.45),andfamilyshoppingonthewayhomeinpreparationforthefamily’scelebrationofmymother’sbirthdayonSunday,Idon’tthinkIwillbeabletopreparecakesasyouaskedofstaffforthemorningteacalledforthepaststudentSenatorwhoisvisitingonMonday.

However,Idigress.WhatstillremainsisthatweperhapsshouldmeettodiscusshowbesttoresolvemyFridayafter-schooldilemma.Iamsurprisedthatinaschoolthesizeofoursthatyoumicro-managesuchthings.IfnecessaryIcouldmeetwithyournominateddeputy.

Ilookforwardtoyourresponse.

Regards,

MsD.Ominie

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27

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Independent Education Union South Australia

213-215 Currie Street Adelaide SA 5000

Phone (08) 8410 0122 Country caller 1800 634 815 Fax (08) 8410 0282 [email protected]

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Documents

EdU (April 2010)