RGGS_Certified_Agreement

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Attachment A

GIRLS GRAMMAR SCHOOL ROCKHAMPTON - ENTERPRISE BARGAINING CERTIFIED AGREEMENT 2003

1. PRELIMINARY 7

1.1. Title 7

1.2. Application 7

1.3. Date and Period of Operation 7

1.4. Posting of Agreement 7

1.5. Single Bargaining Unit 7

1.6. Joint Consultative Committee 7

1.7. Communication Strategy 7

2. RELATIONSHIP TO AWARDS AND OBJECTIVES 7

2.1. Relationship with Awards and Agreements 7

2.2. Award Provisions 8

2.3. Procedures for Preventing and Settling Disputes 8

2.4. Procedures for Preventing and Settling Disputes in Relation to Harassment of Employees 9

2.5. Procedures where the Employer has a Grievance with a Staff Member 10

3. RELATIONSHIP TO AIMS OF THE SCHOOL 11

3.1. School Vision 11

3.2. The School Mission 11

3.3. School Aims 11

3.4. Objectives of the Agreement 11

4. WAGES 12

4.1. Wage Increases 12

4.2. Leading Teacher Provision 12

4.3. No Further Increases 12

5. PRODUCTIVITY MOTIVATED CHANGES 12

5.1. Reduce School Operating Costs 12

5.2. Professional Development and Training 13

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5.3. Curriculum Review and Development 13

5.4. Teaching Staff Days 13

5.5. Position Descriptions 13

5.6. Reflective Professional Development Process 13

5.7. Multi-Skilling 13

5.8. Reduce Absenteeism 13

5.9. Workplace Health and Safety 14

5.10. Continuous Improvement 14

5.11. Job Security 14

5.12. Outsourcing Consultation 15

5.13. Extra-Curricular Activities 15

5.14. Academic Restructure 15

6. CONDITIONS OF EMPLOYMENT 15

6.1. Salary Package into Superannuation Funds 15

6.2. Salary Payments 16

6.3. Long Service Leave 16

6.4. Superannuation Choice of Fund 16

6.5. Union Encouragement Clause 16

6.6. Redundancy 17

6.7. Maternity or Adoption Leave 17

6.8. Enhanced Conditions of Employment for Workers with Family Responsibilities 17

6.9. Flexibility of Hours for Non-Teaching Staff 19

6.10. Professional Development – Industrial Relations 20

6.11. Union Recognition 21

6.12. Teaching Resources 21

6.13. Special Needs Students 21

6.14. Job Share 21

6.15. School Officer Classification Structure 21

6.16. Morning and Afternoon Tea 21

7. SAVINGS CLAUSE 22

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8. AMENDMENT, RENEWAL AND FUTURE RE-NEGOTIATION OF AGREEMENT 22

9. SIGNATORIES 23

APPENDICES

1. CONDITIONS OF EMPLOYMENT - BOARDING STAFF 24

2. WAGES SCHEDULE 31

3. LEADING TEACHER PROVISION 34

4. PAID MATERNITY OR ADOPTION LEAVE PROCEDURES 38

5. JOB SHARE GUIDELINES 41

6. SALARY PACKAGE INTO SUPERANNUATION FUNDS – ADMINISTRATIVE PROCEDURES45

7. SCHOOL OFFICER CLASSIFICATION STRUCTURE 46

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1. PRELIMINARY

1.1. Title

This Agreement shall be known as the Girls Grammar School Rockhampton - Enterprise Bargaining Certified Agreement 2003.

1.2. Application

This Agreement shall apply to the Board of Trustees of the Girls Grammar School Rockhampton or the appointee of the Minister for Education (“the employer”) and the employees of the Girls Grammar School Rockhampton and to the Unions signatory to this Agreement.

1.3. Date and Period of Operation

This Agreement shall operate from the date that it is approved by the Queensland Industrial Relations Commission and shall remain in force until 31 December 2003.

The Agreement may only be terminated by any of the parties to the Agreement in the matter prescribed in Part 1 of Chapter 6 of the Industrial Relations Act 1999.

1.4. Posting of Agreement

A copy of this Agreement shall be exhibited in a conspicuous and convenient place in the School.

1.5. Single Bargaining Unit

For the purposes of negotiating enterprise agreements, a Single Bargaining Unit (SBU) has been established, consisting of employee, union and management representatives and specifically with membership as follows:-

Four (4) School employee representatives (two (2) representing academic staff, one (1) representing administrative and academic support staff and one (1) representing boarding house staff), plus a representative of QIEU as an advisor; and

Four (4) management representatives plus an industrial adviser.

1.6. Joint Consultative Committee

A Joint Consultative Committee reflecting the Single Bargaining Unit shall be maintained and convened by the Principal each term to address the ongoing consultation required to achieve the efficiency and effectiveness initiatives identified in this Agreement.

1.7. Communication Strategy

The parties acknowledge that the management of communication is fundamental to the effective operation of the Girls Grammar School Rockhampton (“the School”) and recognise the need to monitor and continually enhance the communication within the School and between the School and its clients.

2. RELATIONSHIP TO AWARDS AND OBJECTIVES

2.1. Relationship with Awards and Agreements

This Agreement shall be read and interpreted in conjunction with awards and industrial agreements having application to or adopted for the purposes of Section 156 and Section 163 of the Industrial Relations Act 1999, as set out hereunder except as varied by the terms of this Agreement -

Teaching Staff Teachers’ Award - Non-Governmental Schools

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Academic Promotional Positions Teachers’ Award - Non-Governmental Schools Positions of Added Responsibility Brisbane and Townsville Grammar and Ipswich and Rockhampton Girls Grammar Schools - Industrial Agreement

School Officers School Officers’ Award - Non-Governmental Schools

Nurse Nurses’ Award – State

Boarding House Supervisory Staff and Recreation Officer

Conditions of Employment (Appendix 1) (for comparison purposes - Boarding House Employees Award – State)

In the event of any inconsistency with existing awards and industrial agreements, the terms of this Agreement will take precedence.

2.2. Award Provisions

The Provisions of the above awards and industrial agreements as applicable at 31 December 2002, will form part of this Agreement unless specifically varied by this Agreement.

2.3. Procedures for Preventing and Settling Disputes

2.3.1. The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an employer in respect to any industrial matter, including the terms and conditions of this Agreement, 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.

2.3.2. 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 matters as soon as reasonably practicable under the circumstances. The employee may be accompanied by another member of staff of his/her choice.

2.3.3. If the grievance or dispute is not resolved under 2.3.2 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.

2.3.4. If the grievance or dispute is not resolved under subclause 2.3.3 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 one (1) working week after the request by the employee. In the case of a grievance against the Principal not being resolved under 2.3.3 the grievance shall be communicated to the employer.

2.3.5. If the grievance or dispute is still unresolved after discussions listed in 2.3.4 hereof, the matter shall, in the case of a member of a relevant union, be reported to the State Secretary of the relevant organisation of employees and the relevant senior management of the employer or the employer’s nominated industrial representative. An employee who is not a member of the Queensland Independent Education Union or other relevant union may report the grievance or dispute to senior management or the employee’s nominated industrial representative.

2.3.6. If, after discussion between the parties or their nominees mentioned in 2.3.5, the dispute remains unresolved, then notification of the existence of the dispute is to be given in pursuance to Section 229 of the Industrial Relations Act 1999.

2.3.7. Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue.

2.3.8. 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.

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2.3.9. 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.

2.3.10. 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.

2.3.11. Discussions 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 pursuant to Section 229 of the Industrial Relations Act 1999.

2.4. Procedures for Preventing and Settling Disputes in Relation to Harassment of Employees

2.4.1. Harassment for the purpose of this clause includes, but is not limited to, sexual harassment, bullying and violence.

2.4.2. Due to the emotive nature grievances arising out of harassment clause 2.3, Procedures for Preventing and Settling Disputes of this Agreement shall not be used in instances of harassment.

2.4.3. In the event of an incident of harassment the person allegedly harassed may either,

2.4.3.(a) attempt to resolve the matter with the harasser by informing that person, either verbally or in writing, that the behaviour is unacceptable and should stop immediately. Where a verbal approach is adopted a diary note should be made recording the attempted resolution, or,

2.4.3.(b) in the case of a member of a union, contact a union official, or,

2.4.3.(c) in the case of a person who is not a union member a report may be made to senior management or the nominated representative of the employing authority.

2.4.4. Where the approach in paragraph 2.4.2 or 2.4.3 is used, a meeting between the complainant, the alleged harasser, the union official (or other nominated representative of the employee) and a representative of the employer shall be arranged as soon as practicable. Such meeting shall occur not later than two working days from the time of the request for a meeting by a union official, or the report by the employee (to senior management or the representative of the employing authority), as the case may be.

2.4.5. If, after discussion between the parties, or their nominees as outlined above the dispute remains unresolved, the complainant may choose to access legal or industrial procedures, including:

2.4.5.(a) where the harassment involves acts of discrimination or sexual harassment lodge a complaint under the Anti-Discrimination Act 1991, or other legislation relating to equality of opportunity, or,

2.4.5.(b) lodge a complaint under the Workplace Health and Safety Act 1995, or,

2.4.5.(c) notify the Queensland Industrial Relations Commission of the existence of a dispute or seek such other industrial remedy as may be appropriate, or

2.4.5.(d) make a complaint to the police service or some other relevant authority, or

2.4.5.(e) seek such other legal remedy as may be appropriate.

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2.4.6. The parties agree to formulate, where one does not currently exist, a policy and procedures guide for dealing with harassment in the workplace. The onus being on the employer to ensure publication and dissemination of the material so formulated during the life of this Agreement.

2.5. Procedures where the Employer has a Grievance with a Staff Member

2.5.1. The matters to be dealt with in this procedure shall include all grievance or disputes that the employer has with an employee in respect to any industrial matter, including the terms and conditions of this Agreement, 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. It is anticipated that very few grievances will be serious enough to ever warrant going beyond this stage.

2.5.2. The supervisor should discuss the problems informally with the relevant employee and give appropriate guidance before the stage of an informal report to the employer is reached.

2.5.3. If the matter remains unresolved, the supervisor should refer the matter to an appropriate member of the School management who would discuss the problems informally with the relevant employee and give appropriate guidance before the stage of a written report to the Principal or employer representative is reached.

2.5.4. If the matter remains unresolved, the matter should be taken up by the Principal who identifies the employee as having problems relating to aspects of the terms and conditions of this Agreement and provides informal advice and direction to the employee. Either party may request the presence of an independent witness to the discussion.

2.5.5. If the informal counseling proves insufficient, the Principal notifies the employee in writing of:

2.5.5.(a) the area(s) of concern;

2.5.5.(b) the means to resolve the difficulty;

2.5.5.(c) the timetable for the desired improvement;

2.5.5.(d) the support the School proposes to provide.

The employee may inform their union that a formal complaint has been received in writing from the employer.

2.5.6. If after the period of time identified above in 2.5.5(c) has lapsed and if agreed support mechanisms have been provided during that period and the matter remains unresolved, the Principal submits a written report to the employer, and gives copies to the employee and the employee’s immediate supervisor.

2.5.7. If the matter remains unresolved, the employee is asked to show cause to the Principal as to why they should continue to be employed.

2.5.8. If the employee is able to satisfy the Principal that they can respond appropriately given extra time then the Principal informs the employee in writing of:

2.5.8.(a) the area(s) still requiring improvement;

2.5.8.(b) the outline of the processes required for improvement;

2.5.8.(c) the timeline for improvement;

2.5.8.(d) the support the School proposes to provide.

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2.5.9. If the employee is unable to satisfy the Principal that they can respond appropriately given extra time then the Principal may terminate the employee’s employment by notice in writing and to the union.

3. RELATIONSHIP TO AIMS OF THE SCHOOL

3.1. School Vision

To be the School of first choice for the education of girls.

3.2. The School Mission

3.2.1. The Girls Grammar School Rockhampton is committed to providing for girls from diverse backgrounds, in a caring environment, access to a stimulating, balanced, dynamic curriculum through which they can achieve their maximum potential and which prepares them to become confident, responsible young women motivated to work and think independently and prepared to contribute positively to a changing world.

3.2.2. The parties acknowledge a continuing commitment by teachers to the academic, pastoral and co-curricular life of the school and for non-teaching staff the commitment to the pastoral and a supportive role to the academic and co-curricular dimensions of the school.

3.3. School Aims

The School aims:

3.3.1. To provide a broad-based curriculum which reflects changes in society and educational philosophy thereby catering for student needs;

3.3.2. To encourage creativity in intellectual, artistic and cultural pursuits;

3.3.3. To provide a caring, encouraging community which nurtures a sense of self-worth;

3.3.4. To develop a sense of social responsibility and a respect for others;

3.3.5. To enable students to cultivate a set of personal values, make ethical judgments and develop social skills;

3.3.6. To empower students to be both innovative and adaptable;

3.3.7. To provide a physical environment which is safe, attractive and conducive to learning; and

3.3.8. To promote a healthy life-style and provide a range of sporting and leisure activities.

3.4. Objectives of the Agreement

3.4.1. This Agreement provides a framework for management, employees and unions to work together towards improving educational outcomes that can be evaluated against national benchmarks. It aims to provide benefits to:

3.4.1.(a) students through enhanced service delivery, increased value for money and a more effective and efficient school;

3.4.1.(b) the School through a broad workplace reform agenda, improved operational efficiency and flexibility of the school; and

3.4.1.(c) employees through improved wages linked to their contributions to the development and implementation of initiatives to improve performance and through improvements in the working environment.

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3.4.2. The parties shared objectives are to:

3.4.2.(a) implement measures to improve effectiveness and efficiency in the School;

3.4.2.(b) provide greater scope for improved performance to be identified, negotiated and implemented, recognising the operational requirements of the School and its clients;

3.4.2.(c) provide incentives for the parties to pursue initiatives that will lead to improved performance;

3.4.2.(d) foster the development of a positive and productive school environment through the introduction of Best Practice initiatives; and

3.4.2.(e) provide certainty and equity in relation to wage outcomes for the life of the Agreement in an atmosphere of mutual trust.

4. WAGES

4.1. Wage Increases

The employer recognises the valuable contribution made to the School by its staff, and wishes to recognise that contribution by offering the following wage increases.

Not withstanding the wage rates contained in the relevant awards and conditions of employment applicable at the time of making of this Agreement, the rates of pay shown in Appendix 2, which represent an increase of four per centum (4%) based on salary paid at 31 December 2002, shall apply to employees covered in this Agreement in consideration of the matters specified in this agreement as from 1 January 2003.

Provided that any employee, who would receive a greater increase by application of any safety net increases determined by the Queensland Industrial Relations Commission, shall have wages/salaries adjusted as from the effective date of the Commission’s determination so that employees receive increases at least equivalent to that determined by the Commission.

4.2. Leading Teacher Provision

A Leading Teacher provision shall be implemented in accordance with Appendix 3.

4.3. No Further Increases

There shall be no further wage increases during the life of this Agreement except in relation to those matters identified within this Agreement.

To that end the parties recognise that this Agreement constitutes a closed Agreement in settlement of all matters for its duration. The unions undertake that there will be no further claims which would alter labour costs for the life of this Agreement, beyond those issues envisaged by this Agreement.

The above clause shall not prevent the undertaking of a review of conditions applying to Promotional Positions as envisaged in the relevant awards or industrial agreements. The implementation of the results of any review may be implemented as agreed between the parties.

5. PRODUCTIVITY MOTIVATED CHANGES

5.1. Reduce School Operating Costs

The parties agree to implement improved management practices over the life of the Agreement to reduce school operating costs by:

5.1.1. Ensuring the security of classrooms after hours and at breaks.

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5.1.2. Maintaining classrooms and grounds to a high standard of neatness and presentation.

5.1.3. Maintenance of a litter-free environment.

5.1.4. The vigilant observance of a vandalism/graffiti free environment.

5.1.5. Developing community within the School by encouraging parental participation in the education process.

5.1.6. Water conservation.

5.1.7. Paper recycling.

5.1.8. Turning off lights when rooms are not in use.

5.2. Professional Development and Training

The School is committed to enhancing the skills of its employees through the provision of both internal and external professional development and training linked to:

5.2.1. the goals for the School; and

5.2.2. the personal goals of employees as related to their work.

5.3. Curriculum Review and Development

The parties acknowledge the value of curriculum review and development to promote the achievement of the School’s aims and for 2003 a Director of Studies will be appointed to work with all academic staff.

5.4. Teaching Staff Days

Teaching staff at the School will undertake a maximum of eleven (11) staff days for the purpose of professional development and other administrative needs. These days are nominated on the school calendar.

5.5. Position Descriptions

The parties recognise the value of position description for employees and the determination of positions within an appropriate classification structure.

Where employees are without a role description and a classification structure, the parties agree (subject to employer prerogative) to the joint development of role descriptions and a classification structure based on training, skill, competencies, knowledge and/or experience required for the successful performance of the position(s).

5.6. Reflective Professional Development Process

The Reflective Appraisal already implemented for Teachers shall be continued and an appraisal process based on the former Public Sector Management Commission (PSMC) Standard for Performance Planning and Review, extended to all other classes of employee. This process shall provide opportunity for employees to identify strengths and opportunities, set goals and identify training needs.

5.7. Multi-Skilling

For the purpose of increasing productivity and flexibility, as well as enhancing career opportunities for employees, multi-skilling may be extended by agreement between employer and employees, to allow employees to perform agreed tasks within the scope of their skills and competence

5.8. Reduce Absenteeism

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If absenteeism is seen as a concern or becomes a concern, the parties agree to identify reasons for absenteeism and put in place appropriate strategies to reduce absenteeism.

5.9. 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. A continuing review of workplace health and safety procedures will be undertaken and if necessary further guidelines developed, including the provision of training to reduce the incidence and cost of occupational injury and illness. The Workplace Health and Safety Advisory Committee will be chaired by the Principal and shall meet at least once every term.

5.10. Continuous Improvement

5.10.1. It is the parties’ desire that this Agreement be a mechanism to negotiate further improvements in School operations without diminishing overall conditions. In doing so, the parties agree to:

5.10.1.(a) Canvass opportunities for implementing continuous improvement in all School operations to improve student focus;

5.10.1.(b) Consider how any proposed changes will impact upon clients including the identification of benefits;

5.10.1.(c) Consistent with a continuous improvement approach, examine improvements to work practices such as:

5.10.1.(c)(i) elimination of rework and duplication;

5.10.1.(c)(ii) removal of demarcation barriers and multi-skilling; and

5.10.1.(c)(iii) maximising the use of developed technology;

5.10.1.(d) Address the potential impact of productivity initiatives on designated Equal Employment Opportunity (EEO) target groups and workers with family responsibilities.

5.10.2. Proposed changes to conditions not already identified will be included in further stages of the Agreement where they have the agreement of the majority of employees affected by the proposal. Where this is required, all employees directly affected will be consulted as a group and may be addressed by representatives of the SBU and/or representatives of relevant unions. In these circumstances, agreement is defined as a majority of the employees affected, however, the parties acknowledge that consensus should, wherever possible, be the basis for agreement. In determining the outcome, neither party will unreasonably withhold agreement.

5.10.3. During the life of this Agreement, the parties agree to review workplace structures and practices in order to achieve increased efficiency including workplace-comparable student/employee ratios relative to their respective work groups e.g. Administration, Boarding, Catering, Cleaning, Grounds, Teaching.

5.10.4. Any changes arising from the review must be consistent with the School Vision, the School Mission and the School Aims as set out in Clauses 3.1, 3.2, and 3.3.

5.11. Job Security

The parties agree that changes to work practices and productivity initiatives must be consistent with the operation of the School. 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.

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5.12. Outsourcing Consultation

The employer shall consult with employees and the relevant union/s regarding any consideration to contract out work currently being done by school employees with a view to reaching agreement on measures to minimise contracting out. Such measures may include varying the existing terms and conditions of employment for those employees concerned.

Such variation to this existing agreement, will be pursuant to the Industrial Relations Act 1999.

5.13. Extra-Curricular Activities

The parties recognise the importance to the well being of the School of a wide variety of extra-curricular activities and the importance of these activities to the overall development of the students. A well organised and beneficial extra-curricular program is essential.

5.14. Academic Restructure

The School has undergone an academic restructure of the Heads of Key Learning Areas and Teachers in Charge of Subjects. As a result, these positions will not continue beyond 31 December 2002. Current occupants of these positions will not receive reduced remuneration, however, future salary increases will be absorbed together with any applicable extra responsibility allowance not currently received e.g: a moderation allowance payable would be offset by the continuation of the Heads of Key Learning Areas or Teacher in Charge of Subject total remuneration paid prior to the abovementioned academic restructure; and the four per centum (4%) increase payable as a result of this Agreement will be absorbed.

6. CONDITIONS OF EMPLOYMENT

6.1. Salary Package into Superannuation Funds

Employees shall be permitted to elect to salary package into an approved superannuation fund, subject to compliance with the Industrial Relations Act 1999. Where the employer and individual employee agree an additional contribution may be made into a complying superannuation fund. This Agreement shall be subject to the following provisos:

6.1.1. the fund(s) comply with the provisions of the Superannuation Industry (Supervision) Act 1993;

6.1.2. no fund shall be a personal fund;

6.1.3. the implementation of any such arrangements shall be at the discretion of the employer;

6.1.4. the contribution shall be expressed as a dollar amount;

6.1.5. such salary packaging 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;

6.1.6. the funds shall accept electronic funds transfer;

6.1.7. any arrangements as set out in this clause shall be at the employee’s request;

6.1.8. the terms of the arrangement shall be committed to writing and signed by the employer and the employee;

6.1.9. a copy of the signed agreement shall be held by the employer and a copy provided to the employee;

6.1.10. this arrangement may only be altered once per annum;

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

The Administrative Procedures are detailed in Appendix 6.

6.2. Salary Payments

6.2.1. Staff will be paid fortnightly.

6.2.2. Salaries and wages will be paid into any bank account, credit union or building society. It is acknowledged that delays of up to two (2) days may be encountered for payments to non-bank institutions.

6.2.3. A further two deductions to other banks/credit unions or building societies other than net pay may be made.

6.3. Long Service Leave

6.3.1. All employees accumulate a long service leave entitlement at the rate of 1.3 weeks per year of completed service, from the 1 January 1995.

6.3.2. Those employees who have ten (10) years service, after 1 January 1995, employees may access that entitlement to long service leave which has been accumulated on existing formulas.

6.3.3. As from 1 January, 1999 an employee is not to be entitled to accumulate more than 15.6 weeks of long service leave without the consent of the employer. In the absence of any agreement with the employer to the contrary, the employee must take at least ten (10) weeks or a term’s long service leave, which ever is practicable (at the discretion of the employer), within two (2) years of the date upon which the employee has accumulated 13 weeks long service leave.

6.3.4. Employees who accumulate ten (10) years of continuous service may access that entitlement to long service leave which has been accumulated.

6.3.5. All employees shall have available the second and subsequent accrual of long service leave following the initial accrual of 13 weeks, after seven (7) years of continuous service.

6.3.6. The parties agree that upon death, retrenchment or total and permanent incapacity or resignation, a pro rata payment of long service leave shall be made to the employee or the employee’s representative where the employee has served more than five (5) years of recognised service.

6.3.7. Provided that nothing in this provision shall preclude an employee from accessing long service leave or payment on termination where eligible in terms of chapter 2 part 3 – Long Service Leave of the Industrial Relations Act 1999.

6.4. Superannuation Choice of Fund

During the life of this Agreement the parties agree to implement choice of superannuation fund selection by staff. The choice of superannuation funds will include the Rockhampton Girls Grammar School Superannuation Fund and the Queensland Independent Education and Care Fund (QIEC).

6.5. Union Encouragement Clause

6.5.1. The parties acknowledge that structured, collective industrial relations will continue as a fundamental principle of the School. This principle recognizes the important role that employees’ membership of a union has in maintaining a stable, safe and efficient working environment. An open, structured and accountable approach to industrial relations has traditionally been implemented by employees being members of the union/s party to this agreement. The parties agree to promote this approach to union membership into the future.

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6.5.2. All prospective and current employees will be strongly encouraged to join and maintain financial membership of the union/s party to this agreement. An application for union membership, and information on the union/s shall be included with all official paperwork to be given to the job applicants, prospective employees and new starters. An introduction to the workplace union staff representative shall form part of the official induction program and adequate time shall be allowed to ensure union membership can be discussed.

6.5.3. All employees will be encouraged to participate in union meetings and exercise their voting rights.

6.5.4. The school shall allow full access to its employees, in accordance with the agreed protocol, to accredited officials of the union/s party to this agreement.

6.5.5. The school shall allow workplace union staff representatives/delegates adequate time and facilities, during normal working hours to attend to union duties.

6.5.6. The school will provide payroll deduction facilities for union dues payable to the industrial organisation/s party to this agreement. An employee may authorize the employer in writing to deduct from any remuneration payable, subscriptions to an industrial organisation which is party to this Agreement. The school will remit such subscriptions to the industrial organisation.

6.6. Redundancy

In the case of termination because of redundancy, employees other than a casual employee shall be entitled to:

6.6.1. Notice as provided in section 84 of the Industrial Relations Act 1999;

6.6.2. A severance payment of two (2) weeks for each completed year of service to a maximum payment of 52 weeks; and

6.6.3. Accrued entitlements of annual and long service leave.

6.7. Maternity or Adoption Leave

Employees shall be entitled to leave in accordance with the Industrial Relations Act 1999 Part II Division 1, an entitlement for eligible employees to six (6) weeks paid maternity or adoption leave, subject to the conditions contained in Appendix 4.

6.8. Enhanced Conditions of Employment for Workers with Family Responsibilities

The parties acknowledge that the aims of efficiency, effectiveness and equity can be furthered by increased flexibility and improvements in working arrangements. The parties also support the principles of the Australian Industrial Relations Commission Full Bench decision with regard to workers with family responsibilities and therefore agree to address the needs of such workers while enhancing the School’s flexibility during the life of this Agreement.

6.8.1. Use of Sick Leave: An employee may request Carer’s Leave

6.8.1.(a) An employee with responsibilities in relation to either members of their immediate family or members of their household who need their care and support shall be entitled to use, in accordance with this subclause, any sick leave entitlement for absences to provide care and support for such persons when they are ill.

6.8.1.(b) The employee shall, if required, establish by production of a medical certificate or statutory declaration, the illness of the person concerned.

6.8.1.(c) The entitlement to use sick leave in accordance with this subclause is subject to:

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6.8.1.(c)(i) the employee being responsible for the care of the person concerned; and

6.8.1.(c)(ii) the person concerned being either:

• a member of the employee’s immediate family; or

• a member of the employee’s household.

Note: The term “immediate family” includes:

• a spouse (including a former spouse, a de-facto spouse a former de facto spouse) of the employee; and/or

• a child (including an adult child, an adopted child, a step child or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee.

6.8.1.(d) By agreement with the employer, an employee may apply for a maximum of two (2) days leave, to provide care and support where circumstances other than illness occur.

6.8.1.(e) The employee shall, wherever practicable, give the employer notice prior to the absence, of the intention to take leave, the name of the person requiring care and their relationship to the employee, the reasons for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee shall notify the employer by telephone of such absence at the first opportunity on the day of absence.

6.8.2. Unpaid Leave for Family Purpose

An employee may elect, with the consent of the employer, to take unpaid leave for the purpose of providing care to a family member who is ill.

6.8.3. Health Centre

An employee shall, subject to the approval of the School’s Principal or the Principal’s appointed representative, use the school’s health centre facilities to care for a child over the age of five (5) years provided the illness is not contagious. The use of this facility is available only for the employees during normal working hours, whilst the employee attends work.

6.8.4. Family Leave

The provisions of the Family Leave Award - State commencing 2 March 1992 and 1 July 1995 are deemed to form part of this Agreement.

It is noted that:

6.8.4.(a) part-time work can be performed by agreement in the circumstances specified in the Family Leave Award - State;

6.8.4.(b) a copy of the Family Leave Award - State is required to be displayed in accordance with the Award.

6.8.5. Bereavement Leave

An employee shall, on the death of a relative or relatives as listed below, be entitled, on notice, to leave without deduction of pay for a period not exceeding the number of hours worked by the employee in three (3) ordinary days of work. Proof of such death shall be furnished by the employee to the satisfaction of the employer.

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Wife; de facto wife; husband; de facto husband; fiancé; father; mother; father-in-law; mother-in-law; brother; sister; child or step-child; step-father; step-mother; half-brother; half-sister; step-brother; step-sister; step-brother; sister-in-law; son-in-law; daughter-in-law; grandfather; grandmother; grandson; and granddaughter.

Leave on account of other family members shall be considered on application.

6.8.6. Compassionate Leave

In addition to any entitlement under Bereavement Leave, or for relationships or circumstances not covered by Bereavement Leave, by agreement with the employer, an employee may apply for a maximum of two days’ leave, per occasion, on compassionate grounds, without loss of pay.

6.9. Flexibility of Hours for Non-Teaching Staff

The parties agree that non-teaching staff will work flexibly within the spread of hours to meet immediate work requirements subject to:

6.9.1. Ordinary Working Hours

6.9.1.(a) The ordinary starting and finishing times of individual employees, may be staggered provided that there is agreement between the employer and the majority of employees concerned.

6.9.1.(b) The ordinary hours of work prescribed herein shall not exceed ten (10) on any such day.

6.9.1.(c) Provided that where the ordinary working hours are to exceed seven and three quarters (7¾) on any such day, the arrangement of hours shall be subject to the agreement of the employer and the majority of employees concerned. Such an arrangement may include a provision for working lesser hours on other days during the week such that normal weekly hours are not exceeded.

6.9.2. Annual Leave

Employees shall endeavour to take their leave during school vacation time. An employee may elect, with the prior consent of the employer, to take annual leave of less than five days at any one time or time agreed between the parties.

An employee and the employer may agree to defer payment of annual leave loading in respect of absences less than five (5) days, until at least five (5) annual leave days have been taken.

Where an employee is required to take annual leave during School vacation periods, that employee shall not have access to leave as prescribed by this subclause.

6.9.3. Christmas Leave

The employer reserves the right to require an employee to take leave between Christmas Day and New Year’s Day. Such leave may be taken as annual leave or leave without pay at the discretion of the employee.

6.9.4. Overtime

No employee may work overtime without the prior consent of the employer or the employer’s nominee.

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6.9.5. Public Holidays

By agreement between the employer and the employee/s involved, the date for the taking of a public holiday may be varied. In such circumstances, the gazetted day would then be treated as a normal working day and the alternative day would be treated as a public holiday in relation to time off and/or payment for time worked. Where a public holiday coincides with a normal working day the agreed alternative day must also be a normal working day.

6.10. Professional Development – Industrial Relations

6.10.1. Upon written application, endorsed by the relevant union, and giving the employer at least one (1) week’s notice, an employee shall be granted up to three (3) working days leave (non-cumulative) on ordinary pay to attend courses and seminars conducted by:

6.10.1.(a) Organising Works;

6.10.1.(b) ACTU; or

6.10.1.(c) specific union training courses approved by the union.

Attendance under category 6.10.1.(a), 6.10.1.(b) or 6.10.1.(c) must be endorsed by the employer.

Such training may include issues such as:

• Single bargaining unit and preliminary enterprise bargaining training;

• Negotiating at the School levels;

• School Consultative Committee training;

• School Chapter representatives training.

For the purposes of these provisions “ordinary pay” shall mean the ordinary fortnightly or weekly rate paid exclusive of any allowance for traveling time and fares.

6.10.2. The granting of leave specified above shall be subject to the following ;

6.10.2.(a) The employee must have at least two (2) years uninterrupted service with the employer prior to the date of granting leave.

6.10.2.(b) The maximum number of employees from any one work area granted leave at the same time shall be as follows:

Up to 15 employees ................................................1

More than 15 employees .........................................2

6.10.2.(c) The granting of leave shall be subject to the reasonable convenience of the employer so that the operations of the school will not be unduly affected.

6.10.2.(d) No employee shall be granted leave exceeding the duration of the Organising Works course, or seminar to attend. No employee shall be entitled to be granted a second or subsequent period of leave prior to the expiration of a period of three years from the date of commencement of the last period of leave granted.

6.10.2.(e) The scope, content and level of the course or seminar shall be such as to contribute to 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 employee.

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6.10.2.(f) The employer is not responsible for any additional costs except the payment of extra remuneration where relieving arrangement are instituted to cover the absence of the employee.

6.10.2.(g) Such paid leave granted under this provision shall not affect any other leave granted to an employee under a relevant industrial instrument.

6.11. Union Recognition

The employer recognises the role of unions in representing the interests of their members, the right of employees to join a relevant union and the rights of union officers as contained in Sections 372 and 373 of the Industrial Relations Act, 1999.

6.12. Teaching Resources

The employer shall provide access to such textbooks, computer hardware and/or software as the Principal/employer considers necessary for curriculum delivery, support or management. All such equipment shall remain the property of the School.

6.13. Special Needs Students

The employer agrees to establish a policy statement and relevant guidelines for the enrolment and education of special needs students with particular reference to ascertainment levels of five (5) and six (6). Such guidelines shall take account of the nature of the student’s disability and range of school activities and the appropriate resource and personnel support.

6.14. Job Share

The parties agree that where a job share position is designated, subject to the Teachers’ Award - Non-Governmental Schools, that the employer and the employees affected shall establish the following in addition to the relevant award provisions:

6.14.1. notice periods to initiate any consideration of changes to arrangements;

6.14.2. joint planning arrangements;

6.14.3. attendance at whole School professional development and inservice, including pupil free days;

6.14.4. assessment and reporting arrangements including parent/teacher interviews.

All such arrangements shall be documented prior to the commencement of the job share arrangement and copies held by the employer and copies provided to employees affected.

(See Job Share Guidelines – Appendix 5)

6.15. School Officer Classification Structure

The parties agree that School Officers will be classified and paid in accordance with the classification structure identified at Appendix 2 to this Agreement. The classification structure in Appendix 7 shall replace the structure contained in the School Officers’ Award – Non-Governmental Schools as appropriate.

The parties further agree to review the classification criteria following finalization of the review of the classification structure arising from the decision of the Queensland Industrial Relations Commission in case numbers B1732 of 2000 and B440 of 2001.

6.16. Morning and Afternoon Tea

The staff at the School will be provided with morning and afternoon tea, consisting of tea, coffee, biscuits, sugar and milk at the employer’s expense.

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7. SAVINGS CLAUSE

The existing Award conditions and accrued entitlements of employees employed at the date of signing, shall not be reduced as a result of this Agreement coming into effect.

8. AMENDMENT, RENEWAL AND FUTURE RE-NEGOTIATION OF AGREEMENT

Subject to satisfactory implementation of this Agreement the parties agree to re-open negotiations by 1 July 2002 with a view to negotiating a replacement agreement. Further the parties agree to monitor the implementation of the Agreement through the SBU and identify issues suitable for negotiation in a replacement agreement.

The parties agree that this Agreement may be varied by amendment in circumstances where all parties genuinely agree that a variation is necessary.

Any amendment to this Agreement will be subject to the same consultation and approval process as that used for this Agreement.

This clause will operate pursuant to Section 169 of the Industrial Relations Act 1999.

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9. SIGNATORIES

Signed for and on behalf of The Nominee of the Girls Grammar School Rockhampton:

In the presence of:

(signature) (witness to sign)

(print name) (print name)

Signed for Queensland Independent Education Union of Employees

In the presence of:



Signed for Queensland Nurses’ Union of Employees: In the presence of:



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APPENDIX 1

CONDITIONS OF EMPLOYMENT,

BOARDING HOUSE STAFF THE GIRLS GRAMMAR SCHOOL ROCKHAMPTON

These collective conditions shall be read in conjunction with the individual’s appointment letter and the classification to which the individual is appointed. ARRANGEMENT Subject Page No.

1. DEFINITIONS, WAGES AND ALLOWANCES

1.1 Definitions 24 1.2 Wages and Allowances 24 1.3 Traveling 25 1.4 Deduction for Boarding and Lodging 25

2. HOURS OF WORK

2.1 Hours of Work 25 2.2 Other Hours by Agreement 25 2.3 Overtime 25 2.4 Meal Breaks 26 2.5 Rest Pauses 26 2.6 Part-Time / Term-Time Employees 27 2.7 Casual Employees 27 2.8 Weekend Penalty Rates 28

3. STATUTORY HOLIDAYS, LEAVE, ETC

3.1 Annual Leave 28 3.2 Statutory Holidays 29 3.3 Sick Leave 30

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1. DEFINITIONS, WAGES AND ALLOWANCES

1.1. Definitions

1.1.1. “Full Time Employee” is one engaged to work 38 ordinary hours per week on the basis of 52 weeks per annum.

1.1.2. “Part Time Employee” is an employee engaged to work a constant number of ordinary hours of less than 38 hours per week on the basis of 52 weeks per annum.

1.1.3. “Term Time Employee” is a continuing employee engaged to work either:-

1.1.3.(a) 38 ordinary hours per week but less than 52 weeks per annum; or

1.1.3.(b) Less than 38 ordinary hours per week and less than 52 weeks per annum.

1.1.4. “Casual Employee” is one engaged as such and who is employed by the hour for a maximum period of 20 working days on any one engagement.

1.1.5. “Fixed Period Employee” is one engaged to work 38 hours or less per week with a specified commencement and cessation date.

1.1.6. “Boarding School” shall mean any school which provides boarding and lodging for primary and/or secondary students.

1.1.7. “Assistant Director of Boarding” shall mean a person appointed to assist in the administration of the Boarding School. The Assistant Director deputises for the Director when required.

1.1.8. “Boarding Supervisor - Grade 1” shall mean a person appointed as such and who has not successfully completed an approved course of tertiary study of special relevance to this position.

1.1.9. “Boarding Supervisor - Grade 2” shall mean a person appointed as such and who has successfully completed academic qualifications approved by the employer as being of special relevance to this position.

1.1.10. “Boarding Supervisor” shall mean a person employed as such.

1.1.11. “Resident” shall mean a person who is employed who resides on the School premises.

1.1.12. “Recreation Officer - Grade 1” shall mean a person employed to coordinate and supervise the sporting and recreational activities of students and who has not successfully completed an approved course of tertiary study of special relevance to this position.

1.1.13. “Recreation Officer - Grade 2” shall mean a person employed to coordinate and supervise the sporting and recreational activities of students and who has successfully completed academic qualifications approved by the employer as being of special relevance to this position.

1.1.14. “Day” shall mean the period from midnight to midnight on any one day.

1.1.15. “Duty” shall include all tasks related to the provision of service, personal care and supervision of students and tasks concerned with the maintenance of good order and behaviour. In addition to supervising students, tasks shall include the organising, care and supervision of boarding accommodation; they may also include supervision of other staff, whether full-time, part-time or casual, as determined by the employer.

1.2. Wages and Allowances

Employees covered by this appendix shall be paid wages and allowances in accordance with the applicable rates set out in Appendix 2.

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The ordinary hourly rate of pay is determined by dividing the appropriate weekly rate prescribed by thirty-eight (38).

1.3. Traveling

An employee who travels on official business, as required by the employer, shall be reimbursed reasonable expenses for accommodation, food, conference fees, etc. and incidental expenses.

Such reimbursement shall be by mutual agreement between the employer and employee and agreed to prior to the expense/s being incurred.

This clause does not apply to leave detailed in the above Professional Development – Industrial Relations clause of this agreement..

1.4. Deductions for Boarding and Lodging

1.4.1. The amounts which may be deducted from the wages when an employee is provided with boarding only or boarding and lodging shall be:

1.4.1.(a) Where boarding and lodging is made available to employees, the employer shall have the right to deduct from the pay of the employee residing on the premises an amount of $99.00 per fortnight, to operate from 1 January 2003, to be reviewed annually.

1.4.1.(b) Where lodging is made available to employees, the employer shall have the right to deduct from the pay of the employee residing on the premises an amount of $33.00 per fortnight, to operate from 1 January 2003, to be reviewed annually.

1.4.1.(c) Where necessary, lodging rooms shall be fitted with adequate heating and cooling appliances.

1.5. Higher Duties Allowances

A person directed to carry out the duties of a person in a position of a higher responsibility for a minimum period of three (3) days shall receive a higher duties allowance.

1.6. Occupational Superannuation

Employees covered by the conditions of this appendix shall be entitled to participate in superannuation arrangements consistent with the requirements of the Superannuation Industry (supervision) Act 1993 and the conditions applicable to the majority of employees at the School.

2. HOURS OF WORK

2.1. Hours of Work

The ordinary working hours of full time employees shall be 7.6 hours per day, 38 hours per week worked over five (5) days per week with two continuous days off per week. Such ordinary hours may be worked within a maximum spread of 14 hours inclusive of an unpaid meal break. There shall not be more than one break during the ordinary daily working hours.

The ordinary hours of work for all employees engaged on a weekly hiring, other than part-time employees, shall be an average of 38 hours per week to be determined within the following work cycles:-

2.1.1. 38 hours within a work cycle not exceeding seven consecutive days; or

2.1.2. 76 hours within a work cycle not exceeding fourteen consecutive days.

A roster showing starting and ceasing times for the ordinary hours of duty of weekly employees and the times between which the period is allotted for each meal, together with the surname and initials of each employee shall be

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prepared by the employer and shall be posted in a conspicuous place or places accessible to the employees concerned. The roster shall be alterable by mutual consent at any time or by amendment of the roster on seven days’ notice. Where practicable, two weeks’ notice of rostered days off shall be given provided that the days off may be changed by mutual consent or as rendered necessary by the absence of other employees from duty, shortage of staff, or other cause over which the employer has no control and in which cases twelve hours’ notice shall be sufficient. Provided that rosters shall provide for a minimum of 7 3/4 hours break between the finish of ordinary hours on one day and the commencement of ordinary hours on the following day.

Part time, term time and casual employees shall work hours consistent with their contract of employment and not exceeding those prescribed for full time employees or the requirements of definition clauses 1.1.2, 1.1.3 and 1.1.4 of this Appendix.

2.2. Other Hours by Agreement

Notwithstanding the provisions of clause 2.1, employees may be required to work in accordance with such other hours of work as are mutually agreed upon, in writing, between the employer and the employee.

2.3. Overtime

2.3.1. All work done, as required by the employer, in excess of the ordinary hours in any one day or before the recognised starting time or after the recognised ceasing time shall be deemed to be overtime and shall be paid for at the rate of time and a half for the first three hours and double time thereafter.

2.3.2. Any employee who is required to continue working for more than one and a half hours after the ordinary ceasing time shall be allowed thirty minutes for a meal break to be paid at ordinary time. A further forty-five minute meal break after each additional four hours worked shall be allowed, to be paid at ordinary time.

2.3.3. All time worked on an employee’s rostered day off shall be paid at the rate of time and half with a minimum payment as for three hours worked.

2.3.4. Where an employee works sufficient overtime to accrue a meal break as provided in subclauses 2.3.2 and 2.3.3 above such employee shall be paid the sum of $7.50 as meal money or, as an alternative, the employer shall supply free to such employee a suitable meal in respect of each meal break provided for herein.

2.3.5. Where an employee has been previously notified of the requirement to work overtime and such overtime is not then worked, in the event of the employee having provided a meal as a result thereof, the employee shall be paid the $7.50 meal allowance as provided in subclause 2.3.4 herein notwithstanding the fact that no such overtime is worked.

2.3.6. Any employee recalled to work overtime after having left the employer’s premises shall be paid for not less than two hours at overtime rates in respect of each such recall: Provided that the provisions of this subclause shall not apply where such overtime is worked continuously with ordinary hours.

2.3.7. When an employee, having worked overtime, finishes work at a time when the usual means of transport is not available, the employer shall provide equivalent safe alternative transport, without cost to the employee, to the employee’s residence.

2.3.8. An employee who works so much overtime between the termination of ordinary work on one day and the commencement of work on the next day that the employee has not had at least eight consecutive hours off duty between those times shall, subject to this subclause, be released after completion of such overtime until the employee has had eight (8) consecutive hours off duty, without loss of pay for ordinary working time occurring during such absence. If, on the instructions of the employer, such employee resumes or continues work without having had such eight (8) consecutive hours off duty, the employee shall be paid double rates until released from duty for such period and the employee shall be entitled to be absent until receiving eight (8) consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

2.4. Meal Breaks

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An employee working more than five (5) ordinary hours on any day shall be entitled to a meal break of not less than thirty minutes or more than one hour’s duration to be taken between the fourth and sixth hour after the commencement of work.

2.5. Rest Pauses

2.5.1. Employees who work more than four (4) consecutive hours, but less than 7.6 hours on any one day shall receive a rest pause of ten (10) minutes duration. Employees who work a minimum of 7.6 hours (excluding meal break) on any one day shall receive a rest pause of ten (10) minutes duration in the first half and the second half of the period worked.

2.5.2. Rest pauses shall be taken in the employer’s time and shall be taken at times to suit the convenience of the employer and so as not to interfere with the continuity of work where continuity, in the opinion of the employer, is necessary.

2.5.3. Provided that, at the employer’s discretion, having regard to the employee’s health and welfare as well as taking into account peak periods of workload, one rest pause of twenty minutes in the first part of the working day may be substituted.

2.6. Part-Time/Term Time Employees

2.6.1. The ordinary daily working hours of a part-time employee shall be worked continuously excluding meal breaks, and shall not be less than two (2) hours on any day or seven and three quarters (7 3/4) hours on any day where a split shift is worked. Such split shifts shall be worked by mutual agreement between the employer and employee. Such daily hours may be worked within a maximum spread of 16 1/4 hours, inclusive of an unpaid meal break, from the starting time. There shall not be more than one break during the ordinary daily working hours.

2.6.2. A part-time employee shall be paid the ordinary hourly rate prescribed by the Agreement and in addition shall be entitled to payment of the shift premium where appropriate.

2.6.3. A part-time employee shall be entitled to pro rata annual leave, sick leave, long service leave, bereavement leave, compassionate leave and all statutory holidays on the same basis as permanent employees on which the employee would have otherwise worked. When a statutory holiday occurs during a period of the employee’s annual leave, there shall be added to the employee’s annual leave an extra day for each such day so occurring.

2.6.4. A part-time employee who works more than the ordinary hours prescribed in clause 2.6.1 shall be paid overtime in accordance with clause 2.3 of these Conditions of Employment.

2.6.5. Subject to the provisions contained herein, all other provisions of these Conditions of Service relevant to permanent employees shall apply to part-time employees.

2.6.6. The employer will advise all employees upon engagement that, in the event of changed client utilisation or services, it may become necessary for the employer to reduce the working hours of part-time employees.

2.6.7. Any part-time employee who is required to work additional hours to their rostered hours shall be paid at the appropriate casual rate.

2.7. Casual Employees

2.7.1. Casual employees shall be paid an hourly rate calculated as one-thirty-eighth (1/38) of the appropriate weekly rate of pay for the classification concerned and shall be paid for a minimum of two hours per engagement.

2.7.2. In addition to the rate prescribed in the sub-clause above, the following loading shall be payable:

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2.7.2.(a) 23% for all ordinary hours worked Monday to Sunday by all staff other than those employed for catering and domestic duties.

2.7.2.(b) 50% for all ordinary hours worked Monday to Sunday by staff employed for catering or domestic duties.

2.7.2.(c) 150% for work performed on statutory holidays.

2.7.3. Any person currently employed by the School to perform duties in an area other than the Boarding House, and who performs duties as a Boarding Supervisor in addition to their normal duties, shall be paid at the appropriate casual rate for those duties.

2.8. Weekend Penalty Rates

2.8.1. Employees covered by these Conditions of Employment shall receive appropriate weekend penalty rates as prescribed by the common rule Award referred to in clause 2.1 of this Agreement which would cover their employment, but for the existence of these Conditions of Employment.

2.8.2. Weekend penalty rates do not apply to those employees engaged as Boarding House Supervising staff.

3. STATUTORY HOLIDAYS, LEAVE, ETC

3.1. Annual Leave

3.1.1. Every employee other than a casual employee covered by this Agreement shall, at the end of each year of employment, be entitled to an annual holiday on full pay for four weeks or pro rata basis.

Such annual holiday shall be exclusive of any statutory holiday which may occur during the period of that annual holiday subject to 3.2.1 of this clause and shall be paid for by the employer in advance.

3.1.2. Should an employee be in receipt immediately prior to that holiday of ordinary pay at a rate in excess of the ordinary rate payable under this Agreement, the employee shall be paid at that increased rate.

In every other case of the ordinary rate payable to the employee concerned immediately prior to that holiday under this Agreement.

3.1.3. If the employment of any employee is terminated at the expiration of a full year of employment, the employer shall be deemed to have given the holiday to the employee from the date of the termination of the employment and shall forthwith pay to the employee, in addition to all other amounts due, pay calculated in accordance with 3.1.5 hereof for four weeks, and also his ordinary pay for any statutory holiday occurring during such period of four weeks.

3.1.4. If the employment of any employee is terminated before the expiration of a full year of employment, such employee shall be paid, in addition to all other amounts due, an amount equal to one-twelfth of his pay for the period of his employment calculated in accordance with 3.1.5 hereof.

3.1.5. Calculation of Annual Holiday Pay. In respect of annual holiday entitlements to which this clause applies, annual holiday pay (including any proportionate payments) shall be calculated as follows:

(a) All-purpose Supplementary Allowances: Subject to 3.1.5(b) hereof, Leading Hand allowances and amounts of a like nature otherwise payable for ordinary time worked, shall be included in the wages to be paid to employees during annual holidays.

(b) All employees: Subject to the provisions of 3.1.5(c) hereof, in no case shall the payment by the employer to an employee be less than the sum of the following amounts:-

(i) the employee’s ordinary wage rate as prescribed by this Agreement, for the period of the annual holiday (excluding shift premiums and week-end penalty rates);

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(ii) Leading Hand allowances or amounts of a like nature;

(iii) A further amount calculated at the rate of seventeen and one half per centum of the amounts referred to above this paragraph.

(c) The provisions of 3.1.5(b) hereof shall not apply to the following:-

(i) Any period or periods of annual holidays exceeding:

- five weeks in the case of employees employed in a calling where three shifts per day are worked over a period of seven days per week; or

- four weeks in any other case.

(ii) If the employer (and its employees) is already paying (or receiving) an annual holiday bonus, loading or other annual holiday payment which is not less favourable to employees.

3.1.6. Part-time Employees - Annual Leave entitlements for part time employees shall be the same as for full time employees but calculated on a pro rata basis.

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3.1.7. Term-time Employees - Term time shall at the end of each school year be entitled to annual leave calculated as follows:

Number of weeks worked during the year x 4 weeks 52

3.1.8. Subject to the provision of this subclause, annual leave shall be taken by all employees during school vacation periods unless otherwise agreed between the employer and employee.

3.1.9. If an employee and employer so agree, annual leave may be taken wholly or partly in advance before the employee has become entitled to annual leave.

3.1.10. An employee who has taken in advance the whole of the annual leave that would be due at the end of a year of employment is not entitled to any further annual leave at the end of that year of employment.

3.1.11. An employee who has taken in advance part of the annual leave that would be due at the end of a year of employment becomes entitled at the end of that year of employment to the part of the annual leave not already taken.

3.1.12. If any such leave shall not have been taken as it falls due from time to time, such leave shall be cumulative from year to year for a period not exceeding two (2) years.

3.1.13. Notification: Every employee shall be given at least four (4) weeks’ notice by the employer of the commencement of annual leave.

Provided that less than four (4) weeks’ notice of the commencement of annual leave may be given by agreement between the employer and the employee.

A fixed period employee, on termination, shall be paid, in addition to all other amounts due to the employee an amount equal to one-twelfth of their ordinary pay for the period of employment calculated in accordance with 3.1.4 hereof.

3.2. Statutory Holidays

3.2.1. All work done by any employees other than boarding supervisors, on Good Friday, Labour Day (the first Monday in May or other day appointed under the Holidays Act 1983 to be kept in place of that holiday), Christmas Day, the twenty-fifth day of April (Anzac Day), the first day of January, the twenty-sixth day of January (Australia Day), Easter Saturday (the day after Good Friday), Easter Monday, the birthday of the Sovereign, and Boxing Day or any day appointed under the Holidays Act 1983 to be kept in place of any such holiday, shall be paid for at the rate of double time and a half with a minimum of four (4) hours.

3.2.2. For the purposes of this provision, where the rate of wages is a weekly rate, “double time and a half” shall mean one and one-half days wages in addition to the prescribed weekly rate, or pro rata if there is more or less than a day.

3.2.3. Moreover, all work done by an employee in a district specified from time to time by the Minister, by notification published in the Gazette or the Queensland Government Industrial Gazette on the day appointed in the Holidays Act 1983 to be kept as a holiday in relation to the annual agricultural horticultural or industrial show held at the principal city or town, as specified in such notification, of such district, shall be paid for at the rate of double time and a half with a minimum of four (4) hours.

3.2.4. Notwithstanding any other provision of this clause, when an employee works on a statutory holiday, such employee shall be paid at the rate prescribed by this clause for the particular holiday or, by agreement between the employee and the employer, such employee may be given time in lieu thereof within 28 days of the holiday occurring or such date as mutually agreed.

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Provided that if an employee subsequently works on the day in lieu of the deferred public holiday, such employee shall be paid in accordance with the other provisions of this clause.

3.2.5. Term-Time employees will be paid for those public holidays which would have normally fallen within the term, but for convenience, the school week was terminated before the Friday of that week.

3.3. Sick Leave

3.3.1. In respect of any year of employment completed, every full time employee shall become entitled to not less than 60.8 hours sick leave for each completed year of his/her employment with an employer.

Moreover, with regard to any completed period of employment of less than one year with the employer, an employee shall become entitled to 7.6 hours sick leave for each six (6) weeks of such period.

3.3.2. Part-time, Term-time and Fixed Period employees shall be entitled to pro rata sick leave calculated on the following basis:-

3.3.2.(a) for each completed year of service:

60.8 hours x Ordinary Hours worked per week / 38

3.3.2.(b) for each completed period of six (6) weeks in respect of an incomplete year of service:

7.6 hours x Ordinary Hours Work per week / 38.

3.3.3. Every employee absent from work through illness shall, on the production of a medical certificate from a duly qualified medical practitioner, or other evidence of illness to the satisfaction of his employer, and having promptly notified their employer of their illness of the approximate period aforesaid shall, subject as herein provided, be entitled to payment for the time absent from work to the extent of their accumulated sick leave.

Provided that it shall not be necessary for an employee to produce such a certificate if his/her absence from work on account of illness does not exceed two (2) days.

3.3.4. Sick leave shall be cumulative, but unless the employer and employee otherwise agree, no employee shall be entitled to receive and the employer shall not be bound to make payment for more than thirteen (13) weeks absence from work through illness in any one year.

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

3.3.4.(a)(i) Absence from work on leave granted by the employer.

3.3.4.(a)(ii) The employee having been dismissed or stood down by the employer, or the employee having themselves terminated their employment with the employer, for any period not exceeding three (3) months: provided that the employee shall have been re-employed by the employer.

3.3.4.(b) The period during which the employment of the employee with the employer shall have been interrupted or determined in any of the circumstances mentioned in paragraph 3.3.4(a) hereof shall not be taken into account in calculating the period of employment of the employee with the employer.

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APPENDIX 2 WAGE RATES

Teaching Staff

Base Rate

(as at 31 December,

2002)

Fortnightly Fortnightly Hourly CasualApproximate

Annual

Band 1Step 1 $1,289.59 $1,341.18 $25.31 $31.13 $34,990.00Step 2 $1,327.37 $1,380.47 $26.05 $32.04 $36,015.00Step 3 $1,373.42 $1,428.36 $26.95 $33.15 $37,264.00Step 4 $1,422.24 $1,479.14 $27.91 $34.33 $38,589.00

Band 2Step 1 $1,462.92 $1,521.45 $28.71 $35.31 $39,693.00Step 2 $1,544.27 $1,606.05 $30.30 $37.27 $41,900.00Step 3 $1,625.36 $1,690.38 $31.89 $39.23 $44,100.00Step 4 $1,706.57 $1,774.84 $33.49 $41.19 $46,304.00Step 5 $1,787.93 $1,859.46 $35.08 $43.15 $48,511.00

Band 3Step 1 $1,855.63 $1,929.87 $36.41 $44.79 $50,348.00Step 2 $1,923.49 $2,000.43 $37.74 $46.43 $52,189.00Step 3 $1,991.19 $2,070.84 $39.07 $48.06 $54,026.00Step 4 $2,058.90 $2,141.26 $40.40 $49.69 $55,863.00

Classification4% from 1 January, 2003

Staff Allowances

Base Rate (as at 31 December,

2002

Increase from1 January, 2003

4%Fortnightly Fortnightly

Moderation (Level 1)[TANGS Clause 8B.(1)(b)] $9.23 $9.60Moderation (Level 2)[TANGS Clause 8B.(1)(a)] $12.42 $12.92AST 1 $62.83 $65.35Leading Teacher $84.52 $87.90I.C.T Director $255.44 $265.66Resident $99.30 $103.27

Higher Duties (Boarding House) $92.99 $96.71Assist/Director of Boarding (per year) $1,328.34 $1,381.47

Classification

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School Officer Staff

Base Rate (as at

31 December, 2002)

Fortnightly Fortnightly Hourly CasualAprpoximate

Annual

Level 1Step 1 $1,022.94 $1,063.87 $14.00 $17.22 $27,755.00Step 2 $1,044.78 $1,086.58 $14.30 $17.59 $28,348.00Step 3 $1,066.35 $1,109.01 $14.59 $17.95 $28,933.00Step 4 $1,088.19 $1,131.73 $14.89 $18.32 $29,526.00

Level 2Step 1 $1,109.76 $1,154.16 $15.19 $18.68 $30,111.00Step 2 $1,139.66 $1,185.25 $15.60 $19.18 $30,922.00Step 3 $1,153.18 $1,199.32 $15.78 $19.41 $31,289.00Step 4 $1,178.65 $1,225.80 $16.13 $19.84 $31,980.00Step 5 $1,229.08 $1,278.25 $16.82 $20.69 $33,348.00

Level 3Step 1 $1,153.18 $1,199.32 $15.78 $19.41 $31,289.00Step 2 $1,178.65 $1,225.80 $16.13 $19.84 $31,980.00Step 3 $1,231.11 $1,280.36 $16.85 $20.72 $33,403.00Step 4 $1,265.59 $1,316.22 $17.32 $21.30 $34,339.00Step 5 $1,288.75 $1,340.31 $17.64 $21.69 $34,967.00Step 6 $1,323.23 $1,376.17 $18.11 $22.27 $35,903.00



Level 6Step 1 $1,519.46 $1,580.24 $20.79 $25.57 $41,227.00Step 2 $1,602.19 $1,666.28 $21.92 $26.97 $43,472.00Step 3 $1,685.07 $1,752.48 $23.06 $28.36 $45,720.00Step 4 $1,769.32 $1,840.10 $24.21 $29.78 $48,006.00Step 5 $1,850.26 $1,924.28 $25.32 $31.14 $50,203.00Step 6 $1,898.48 $1,974.42 $25.98 $31.95 $51,511.00

Level 7Step 1 $1,898.48 $1,974.42 $25.98 $31.95 $51,511.00Step 2 $1,956.01 $2,034.25 $26.77 $32.92 $53,072.00Step 3 $2,013.54 $2,094.08 $27.55 $33.89 $54,632.00Step 4 $2,071.07 $2,153.91 $28.34 $34.86 $56,193.00


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Boarding House Staff

Base Rate

(as at31 December,

2002)


Annual

Level 1 $963.89 $1,002.45 $13.19 $16.22 $26,153.00Level 2 $1,101.78 $1,145.86 $15.08 $18.54 $29,894.00

Recreational Officer $1,131.64 $1,176.91 $15.49 $19.05 $30,704.00


Nursing Staff

Base Rate (as at

31 December, 2002)


Annual

Nurse-RegisteredFirst Year $1,300.35 $1,352.37 $17.79 $21.89 $35,282.00

Second Year $1,365.43 $1,420.06 $18.69 $22.98 $37,048.00Third Year $1,430.52 $1,487.75 $19.58 $24.08 $38,814.00

Fourth Year $1,495.33 $1,555.15 $20.46 $25.17 $40,572.00Nurse-Enrolled

First Year $892.46 $928.16 $12.21 $15.02 $24,215.00Second Year $953.96 $992.12 $13.05 $16.06 $25,883.00

Third Year $1,031.17 $1,072.42 $14.11 $17.36 $27,978.00Fourth Year $1,209.33 $1,257.71 $16.55 $20.36 $32,812.00Fifth Year $1,235.25 $1,284.67 $16.90 $20.79 $33,516.00

4% from 1 January 2003Classification

Note: The fortnightly rates prescribed in this Appendix are the rates payable. Annual rates are approximate and included for information purposes only.

36

APPENDIX 3

LEADING TEACHER PROVISION

1. Leading Teacher

1.1 A Leading Teacher is a teacher who:

(i) has been on the classification Band 3 Step 4 for a period of 12 months; and (ii) signs an undertaking consistent with Clause 2: Leading Teacher Action Plan. However, a teacher will not be prejudiced by not having complied with Clause 2 due to circumstances beyond the control of the employee.

1.2 The employing authority will initiate advice to the teacher regarding the teacher’s eligibility to be a Leading Teacher which will be:

(i) in writing and identify the date of eligibility; and (ii) provided in a timely manner prior to the date of eligibility.

2. Leading Teacher Action Plan

2.1 The teacher will submit a signed Leading Teacher Action Plan which lists one or more tasks the

teacher will undertake as a classroom teacher consistent with the express intention of furthering teaching excellence.

2.2 This undertaking will be in the form of a Leading Teacher Action Plan (Attachment A), which

will identify specific task(s) consistent with one or more of the skills identified in Clause 2.6. 2.3 The Leading Teacher Action Plan will be provided to the Principal and signed by the teacher

and the Principal. 2.4 The Leading Teacher Action Plan may be altered by a teacher resubmitting the Leading

Teacher Action Plan to the Principal. The teacher may resubmit a Leading Teacher Action Plan no more than once per year.

2.5 The tasks identified in the Leading Teacher Action Plan will be undertaken on request, with

reasonable notice from the Principal. 2.6 The task(s) identified shall demonstrate one or more of the following:

(i) skills in effective classroom practices; (ii) skills in evaluating and reporting students' progress; (iii) skills in developing positive relationships with students; (iv) skills in the development of personal and professional relationships with other staff

members, parents and the wider community; (v) skills in the development and implementation of ideas gained from professional

development activities to enhance students' learning; (i) skills in the development and implementation of ideas gained from professional

development activities to promote organisational development.

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2.7 The demonstration of one or more of these skills may involve one or more of the following tasks:

• Developing teaching-learning activities which enhance student learning; • Modelling effective teaching strategies and classroom management strategies in an

identified context; • Providing support to the implementation of a new syllabus; • Providing support to the evaluation of curriculum; • Making a contribution to the professional development of other teachers; • Providing pastoral support to students in an identified area(s); • Providing pastoral support to other employees in an identified area(s); • Providing support to core testing activities; • Undertaking the testing, recording and reporting associated with core assessment; • Providing support to the induction program for new staff; • Undertaking an identified mentoring task(s); • Providing support to a year level co-ordinator in an identified area(s); • Providing support to a subject area co-ordinator in an identified area(s); • Participation in internal and/or external school/community committees; • Providing support to or undertaking a project activity; • Providing support to resource development in an identified area(s);

The tasks are an indicative list only.

3. Classroom Allocation

The tasks of a Leading Teacher will not be so frequent or onerous as to detract from the Leading Teacher’s primary role as a classroom teacher. The normal classroom load of a Leading Teacher may be adjusted when necessary, from time to time at the discretion of the Principal, within available resources and consistent with Award Provision.

4. Grievance

4.1 If a Leading Teacher does not comply with the terms of the undertaking in 2 above the Principal

will:

(i) outline the nature of the non-compliance, in writing, to the teacher; and (ii) provide the teacher with adequate opportunity to explain/redress the situation

4.2 If the teacher does not provide an explanation to the satisfaction of the Principal and after being given an opportunity, fails to address the situation, then:

(i) the Principal will provide a written determination to the teacher outlining the teachers non-compliance with the undertaking; and

(ii) the teacher will revert back to the classification of Band 3 Step 4 for a period of 12 months from the date of the Principal’s written determination.

4.3 After the 12 month period referred to in Clause 4.2 (ii) expires, the teacher is again eligible for

access to Leading Teacher. 4.4 Any teacher aggrieved by the decision not to appoint or to remove their classification of

Leading Teacher or to refuse them re-entry to the Leading Teacher classification, may access the dispute resolution procedure (Clause 2.3 of this Certified Agreement).

5. Remuneration

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Remuneration payable to a Leading Teacher, on appointment, is at the rate prescribed in Appendix 2

6. Fixed Term Employees

6.1 In the case of a fixed term employee, then in addition to satisfying the conditions of Clause 1.3,

a fixed term teacher can access Leading Teacher only if the teacher obtains an engagement for a period of at least three (3) school terms.

6.2 In cases where the classification of Leading Teacher is not accessed by a fixed term teacher,

then there can be no Employing Authority requirement or expectation that tasks consistent with the Leading Teacher provision will be performed.

7. Eligibility of Part-Time Appointees

7.1 In the case of a teacher employed on a part-time basis of at least 0.4 of a full time employee, such a teacher may access Leading Teacher classification through the process identified in Clause 3 and shall receive a proportional salary rate based on the salary rate of a Leading Teacher.

7.2 Task(s) undertaken by a part-time teacher will reflect the proportion of time employed at the

school. 7.3

7.3.1 In the case of a part-time employee, then in addition to satisfying the conditions of Clause 1.3, a part-time teacher can access Leading Teacher only if the teacher obtains engagement for a period of at least three (3) school terms.

7.3.2 In cases where the classification of Leading Teacher is not accessed by a part-time

employee, then there can be no Employing Authority requirement of expectation that tasks consistent with the Leading Teacher provision will be performed.

8. Leading Teaching /AST No teacher shall be eligible to receive both the AST allowance and the allowance prescribed for Leading Teacher.

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ATTACHMENT A

LEADING TEACHER ACTION PLAN

Name: …………………………………………………………….

Consistent with the provision given in Clause 4.2 of Girls Grammar School Rockhampton Certified Agreement,

2003, I agree to undertake tasks consistent with one or more of the skills areas identified in Clause 4.2

according to the following schedule:

.......................................................................................... Date / /

Signature

.......................................................................................... Date / /

Principal

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41

APPENDIX 4

PAID MATERNITY OR ADOPTION LEAVE PROCEDURES

1. INTRODUCTION

1.1. A previous certified agreement introduced provision for six weeks’ paid maternity and adoption leave and the terms contained in this Appendix should be read in conjunction with the Industrial Relations Act 1999 Part 2 Division 1 Parental Leave.

1.2. “Eligible Employee”

The eligibility of an employee to maternity or adoption leave, and therefore the six weeks paid component, is pursuant to the Family Leave Award – State and Industrial Relations Act 1999 Part 2 Division 1 in the following terms:

The employee must have had at least twelve months continuous service with the School immediately preceding the date upon which the leave is taken.

Casual employees who are engaged on a regular and systemic basis (a long term casual), for several periods of employment during a period of at least two (2) years immediately before the employee seeks to access an entitlement under this clause are eligible to six (6) weeks paid maternity or adoption leave.

The School recognises that, under certain circumstances, fixed period employees may be eligible to apply for maternity or adoption leave. Where an employee satisfies the requirements in relation to twelve months continuous service or for the long term casual two (2) years, and the employee’s employment will continue thereafter, that employee will be eligible for maternity or adoption leave and therefore paid leave in accordance with these procedures.

1.3. Terms and Conditions of Maternity or Adoption Leave

In general terms, an eligible employee is entitled to a maximum aggregate of 52 weeks maternity or adoption leave, provided that such leave does not extend beyond the child’s first birthday. In the case of eligible fixed period employees, that the period of leave is determined by the remainder of the employee’s current term of engagement except where it is established that the position will continue into the next year, in which case a payment for six weeks maternity or adoption leave shall be made.

With the exception of special circumstances, the period of maternity or adoption leave shall be unbroken.

2. ADMINISTRATION

Applications For Leave

An application for maternity or adoption leave shall be made to the Principal, and must be accompanied by a certificate from a duly qualified practitioner stating the expected date of confinement or expected placement date if known.

The eligible employee shall be notified of the approval of her leave.

Payment for the paid leave period shall be made at the commencement of the maternity or adoption leave. This payment shall be made subject to the following conditions.

3. PAYMENT CONDITIONS

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3.1. Eligible Employees with Continuing Employment Status

3.1.1. An eligible employee who has continuing employment status shall receive six weeks paid maternity or adoption leave, effective from the date upon which the employee commences approved maternity or adoption leave. The payment for this maternity or adoption leave shall be made along with other payment for leave taken in conjunction with the maternity or adoption leave.

3.1.2. The paid maternity or adoption leave shall be paid as a six week block and cannot be broken into smaller periods.

3.1.3. In the case of eligible full time continuing teachers the six weeks paid maternity or adoption leave shall be exclusive of paid school vacation periods.

3.1.4. Paid maternity or adoption leave is inclusive of Statutory Holidays which may fall within that six weeks period. In other words, Statutory Holidays which fall within the six week period shall not extend the period of paid leave.

3.1.5. Paid maternity or adoption leave counts as service for all purposes, including incremental advancement, sick leave, long service leave and annual leave for all employees who are granted paid maternity or adoption leave in accordance with this Agreement. Casual employees do not accrue sick leave or annual leave.

3.1.6. If an eligible employee receives payment of six weeks maternity leave and subsequently the employee’s pregnancy results in a miscarriage or a still birth, the employee shall be entitled to retain the payment provided that the employee remains on leave for a period of six weeks or longer.

3.1.7. The employee shall receive payment based on their normal average weekly earning for the six weeks immediately preceding the date upon which she proceeds on leave.

3.2. Eligible Employees with Fixed Period Employment Status

3.2.1. Fixed period employees who apply and are deemed eligible for maternity or adoption leave through the discernment process, shall receive either six weeks paid maternity or adoption leave or payment for the remainder of the contract of employment, whichever is the lesser period of time. Where it is established that the position will continue into the next year, six weeks paid maternity or adoption leave will apply. This payment will be effective from the date upon which the employee commences approved maternity or adoption leave. Such paid maternity or adoption leave shall be calculated on the basis of the average number of hours worked by the employee in the six weeks immediately preceding the date upon which the employee proceeds on such leave.

3.2.2. In the case of fixed period employees who accrue service benefits such as annual leave and sick leave, paid maternity or adoption leave shall be paid along with other payments for leave taken in conjunction with the maternity or adoption leave (See below: Maternity or Adoption Leave and Other Forms of Leave).

3.2.3. The paid maternity or adoption leave shall be paid as a block and cannot be broken into smaller periods.

3.2.4. Paid maternity or adoption leave shall be exclusive of paid school vacation periods and annual leave for those fixed period employees with such an entitlement.

3.2.5. Paid maternity or adoption leave is inclusive of Statutory Holidays which may fall within that paid maternity or adoption leave period. In other words, Statutory Holidays which fall within the six week period shall not extend the period of paid leave.

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3.2.6. Paid maternity or adoption leave counts as service for all purposes, including incremental advancement and long service leave and where applicable, sick leave and annual leave for all employees who are granted paid maternity or adoption leave in accordance with this Agreement.

3.2.7. If an eligible employee receives payment for maternity leave and subsequently the employee’s pregnancy results in a miscarriage or a still birth, the employee shall be entitled to retain the payment provided that the employee remains on leave for a period equal to the number of weeks paid.

4. EFFECT OF PAID MATERNITY OR ADOPTION LEAVE ON OTHER FORMS OF LEAVE

4.1. In accordance with the Industrial Relations Act 1999 Part 2 Division 1, provided that the aggregate of leave does not exceed 52 weeks, an employee may, in lieu of or in conjunction with maternity or adoption 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 or adoption leave shall form part of the aggregate of 52 weeks.

4.2. Except as provided by the Industrial Relations Act 1999 Part 2 Division 1, 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 maternity or adoption leave.

44

APPENDIX 5

JOB SHARE GUIDELINES

GUIDELINES

1. DEFINITION Job sharing is a voluntary arrangement where a full-time job is divided between two workers with shared responsibility for the total job on a regular ongoing basis.

2. PRINCIPLES UNDERPINNING THE GUIDELINES

• Job share should not be created at the expense of full-time jobs

• Job share is voluntary

• Job share arrangements should be in writing and each participant provided with an individual letter of appointment

• Job share arrangements should attract full pro-rata entitlements

• Job share arrangements should be flexible to accommodate both school and employee needs, balanced with unambiguous duties and conditions

• Job share arrangements should ensure equity for employees so that they are not disadvantaged by participating in job share and ensure they are supported in contributing to their full potential

• Job share arrangements should ensure provision for adequate consultation between employees

3. CONDITIONS OF EMPLOYMENT

3.1 DEFINITION Job share for the purpose of this clause shall be employment for less than a full time employee on a regular and continuous basis.

3.2 ENGAGEMENT

A teaching position subject to the job share arrangements is not regarded as a fixed term arrangement but continues for an indefinite period. Employees entering into a job share arrangement do so on the understanding that in the event of the arrangement collapsing and no alternatives being available the position would revert to that of one full-time position. A School Officer position subject to the job share arrangements is limited in terms of employment definitions (as per Clause 3.1 of the School Officers’ Award – Non-Governmental Schools) and subject to Termination Change and Redundancy provisions. If a job share employee leaves the employment of the School, the remaining employee will be offered the residue of employment, if appropriate. If this employee does not wish to accept this residue, or part thereof, then a further job share arrangement or suitable alternative will be negotiated. Where the partnership lapses during a school year one of the following options must be adopted:

45

(i) The remaining partner resumes full time status; or

(ii) A contracted job share replacement is appointed until the end of the school year. In the event of such negotiation, the remaining employee will have the option of participating in the selection process.

3.3 MINIMUM/MAXIMUM NUMBER OF HOURS WORKED

As employees choose to participate in job share their needs should be taken into account when hours of work are negotiated. However, the efficient operation of the school must also be recognised. Persons shall be employed for a period in the range equivalent to 0.2 to 0.8 of full time employment (where 0.2 is the minimum and 0.8 is the maximum).

A) Teaching Staff

(i) 0.5 or less : hours to be timetabled on no more than 3 days with no more than a two-hour gap between teaching commitments.

(ii) more than 0.5 and up to 0.8 : hours to be timetabled on no more than 4 days with

no more than a two hour gap between teaching commitments. (B) School Officer Staff

(i) 0.2 : hours to be scheduled on not more than 2 days. (ii) 0.5 : hours to be scheduled on not more than 3 days. (iii) more than 0.5 and up to 0.8 : hours to be scheduled on nor more than 4 days.

3.4 TIMETABLE OR ROSTER

Job sharing must be regular with stable hours and not subject to ad hoc changes by the employer. Arrangements should be established in advance and subject to agreement with the employee. Notice of changes to the arrangements should adhere to TCR provisions for school officers and be two weeks for teachers. If no agreement can be reached the status quo prevails while negotiations between the parties take place.

3.5 RATES OF PAY

Job share employees are entitled to be paid at pro-rata to the rate of full-time employees on the basis of the proportion of weekly hours or wage to the total weekly hours or wage of a full-time employee. Pro-rata payment shall include allowances (AST, PAR) There should be a minimum payment of three hours on any one day.

3.6 PRO RATA CONDITIONS AND BENEFITS

Job share employees should be entitled to annual leave, annual leave loading, sick leave, long service leave, public holidays, superannuation and all award benefits on a pro-rata basis. Where periods of leave are calculated (school officers) the period of leave should be the same as for full-time employees and not reduced proportionately. As the payment during such

46

periods of leave is reduced proportionately there should be no “extra penalty” of reducing the length of leave as well as the payment. If a job share employee is sick, then the other employee may be offered the day(s) work. If accepted, the employee is paid at the appropriate award rate.

3.7 SPECIAL LEAVE

Special leave with and without pay should be granted on the same basis as for full time employees.

3.8 OVERTIME

Overtime should be paid in accordance with Clause 17 of Teachers Award – Non-Governmental Schools and Clause 4.1 Hours of Work of the School Officers’ Award – Non-Governmental Schools and relevant certified agreements.

3.9 PROFESSIONAL DEVELOPMENT, PROMOTION, REDUNDANCY

There should be no discrimination against job share employees in the allocation of positions, professional development and promotional opportunities. Job Share employees should not be subject to any form of discrimination in the case of redundancy.

3.10 CONVERSION OF EXISTING EMPLOYEES

Any existing full-time employee can convert to job share on request and with the approval of the employing authority. However, no existing employee should be transferred to a job share arrangement without his/her agreement. Continuity of employment is preserved in respect of Award rights such as long service leave and superannuation. A full time employee who converts to job share should be able to revert back to full-time at a future date with six months’ notice.

3.11 DUTIES AND RESPONSIBILITIES

Job share employees will be expected to assume an appropriate workload relative to their employment fraction. This workload will include the professional duties and responsibilities carried out by full-time employees.

3.12 OTHER DUTIES

Job share teachers will undertake duties as described in the Teachers Award – Non-Governmental Schools Award on a pro rata basis and where possible on days when normal attendance is in process. Possible exemptions to this could include parent/teacher evenings, fetes, carnivals, speech nights.

3.13 CALCULATION OF SERVICE

All work done by job share employees counts towards incremental progression. Classification increments of salary will become due when the person has completed the equivalent of one (1) year full-time service.

3.14 PUPIL FREE DAYS

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Persons are expected to report for full day duty for the pupil free days nominated for professional development activities during the school year declared by the employer as requiring the attendance of all employees. They will be paid in full for the time so worked.

4. ACCESS AND EQUITY CONSIDERATIONS

4.1 Job share employees should have the same access as full time employees to professional development.

4.2 To ensure the participation of job share employees in professional development the School should give careful consideration to:

• timing of courses

• location of courses

• costs involved

• provision of child care

4.3 Taking into account the School structure job share employees should have access to:

• promotion opportunities

• acting in promotion positions

4.4 To ensure the participation of job share employees in School processes the school should ensure that:

• consultation and communication includes all employees

• timing of meetings takes into consideration the work patterns of all employees

• timing of meetings takes into consideration the needs of workers with family responsibilities.

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APPENDIX 6

SALARY PACKAGE INTO SUPERANNUATION FUNDS

ADMINISTRATIVE PROCEDURES

1. On receipt of a signed packaging agreement from the employee the employer will apply a total employment cost (TEC) remuneration approach to pay the Appointee during the continuance of this appointment or until the package arrangements cease.

2. Any arrangement as set out in this sub-clause must be at the employee's request. 3. The terms of the arrangement shall be committed to writing and signed by the employer and employee. 4. A copy of the signed arrangement must be held by the employer and a copy provided to the employee. 5. The employee's TEC will be the sum of the base salary applicable at the employee's date of

commencement of the agreement, leave loadings where such apply, locality allowances where they apply and superannuation payments being met by the employer at that date.

6. The employee's total remuneration package will comprise a cash salary component and an agreed

superannuation contribution financed by the employee by salary sacrifice. 7. The employee does not pay income tax on the non-cash benefits within the remuneration package, but

will package an amount equivalent to any and every amount of the liability under present fringe benefits taxation incurred by the employer for the benefits provided to the Appointee. All regulations set down by the Australian Taxation Office will be followed by the employer.

8. Such arrangements may only be altered once per annum. Normally this will mean that arrangements will

be in place for the first pay period of the year and remain in place for 12 months. 9. The parties to the contract agree to review this remuneration process if and when there is significant

change to existing tax laws. 10. The provisions outlined in Clause 6.1 of the Certified Agreement shall apply.

49

APPENDIX 7

SCHOOL OFFICER CLASSIFICATION STRUCTURE

1.1 Level 1

Level 1 will be applied as an entry level at which employees learn and gain competency at a basic level in the skill required by the employer. When the increased skills/competency is utilised in the performance of the job, the employee will progress to the appropriate classification.

Employees shall be graded at this level where the principal characteristics of their employment, as determined by their employer are identified as follows:–

(i) Characteristics

An employee at this level works under close supervision either as an individual or in a team environment. Work is regularly checked and may take the form of less direct guidance and some autonomy where working in teams is involved.

Competency at this level involves application of knowledge and skills to a limited range of tasks and roles. There is a specific range of contexts where the choice of actions required is clear.

Competencies are normally used within established routines, methods and procedures that are predictable and within which judgement against established criteria is also involved.

(ii) Formal Qualifications/Experience

Junior Certificate is the minimum formal qualification. No experience is required.

(iii) Typical Duties/Skills

Perform a range of general clerical duties at a basic level, for example, filing, handling mail, maintaining records.

Operate routine office equipment, such as, computer, photocopier, facsimile, binding machine, guillotine, franking machine, calculators, etc.

Operate audio visual equipment at a basic level.

Attend to front counter and refer enquires to the appropriate member of staff.

Carry out minor cash transactions including receipting, balancing and banking.

Monitor and maintain stock levels of stationery/materials for office/department within established parameters including reordering.

Prepare and clean away materials for display/use in classroom or libraries under instruction of a higher level officer or member of the academic staff.

Carry out minor maintenance of equipment and material.

1.2 Level 2

An employee at this level performs work above and beyond the skills of an employee at level 1. Employees shall be graded at this level where the principal characteristics of their employment as determined by their employer are identified as follows:–

(i) Characteristics

An employee at this level works under direct and/or routine supervision depending on function. Work is intermittently checked and may take the form of general guidance where working in teams is involved.

Responsibility for some roles and co-ordination within a team may be required.

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Competency at this level involves application of knowledge and skills to a range of tasks and roles. There is a defined range of contexts where the choice of actions required is clear with limited complexity of choice. Competencies are normally checked within established routines methods and procedures, in some cases involving discretion and judgement about possible actions.


Junior certificate is the minimum formal qualification. No experience is required.


Perform a range of general clerical duties at a basic level, for example, filing, handling mail, maintaining records.

Operate routine office equipment, such as, computer, photocopier, facsimile, binding machine, guillotine, franking machine, calculators, etc.

Attend to front counter and refer enquires to the appropriate member of staff.

Assist student learning under the direct supervision of an academic staff member.

Prepare and clear away materials for display/use in classrooms or libraries under instruction of a higher level officer or member of the academic staff.

Process basic library transactions such as issues and returns, produce overdue lists, entry of orders in a computerised system, perform stock takes, entering of accession information into computer.

Operate and demonstrate the use of audio-visual equipment.

Maintain a booking system for equipment use and organisation of repairs and replacement of equipment.

Record audio/video programs and maintain a catalogue system of such recordings.

Carry out minor cash transactions including receipting, balancing and banking.

Monitor and maintain stock levels of stationery/materials of office/department within established parameters including reordering.

Provide science programme assistance.

Maintain science equipment, materials and specimens.

Assist in design/demonstration of experiments and scientific equipment under the supervision of academic staff member.

1.3 Level 3

An employee at this level performs work above and beyond the skills of an employee at level 2.

Employees shall be graded at this level where the principal characteristics of their employment, as determined by the employer are identified as follows:–

(i) Characteristics

The employee at this level works under limited supervision. Checking of work may be related to overall progress or may take the form of broad guidance and autonomy where working in teams is required.

Responsibility for the work of others may be involved and team co-ordination may be required.

Competency at this level involves application of knowledge with depth in some areas and a broad range of skills. There is a range of roles and tasks in a variety of contexts. There is some complexity in the extent and choice of actions required.

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Competencies are normally used within routines, methods and procedures where some discretion and judgement is required in selection of equipment, work organisation, services, actions and achieving outcomes within time constraints.


Tertiary qualifications at Certificate level or equivalent qualifications relevant to the position may be required or such knowledge, qualifications and experience that are deemed by the employer as necessary to successfully carry out the duties of the position.


Carry out a wide range of secretarial and clerical duties at an advanced level, including, typing, word processing, maintaining manual and computerised records, shorthand.

Handle administration enquires from staff/students/parents/public.

Enter financial data into computer and prepare financial and management reports for review by senior management.

Prepare and process payroll.

Carry out bank and ledger reconciliations.

Maintain petty cash.

Assist with preparation of internal and external publications.

Provide administrative support to Senior Management. Arrange appointments and diaries and prepare confidential and general correspondence.

Assist in the enrolment function including handling initial enquires and arranging interviews.

Prepare Government and statutory authority returns for authorisation under supervision.

Provide Science Programme Assistance.

Oversight work of other assistants in laboratory.

Produce display and publicity materials.

Carry out liaison between the school, the student and the student’s family.

Assist staff and students in accessing information.

Assist staff and students in use of library equipment.

Assist in supervision of students in the library.

1.4 Level 4


Employees shall be graded at this level where the principal characteristics of their employment, as determined by the employer are identified as follows:–

(i) Characteristics

Work is carried out under general supervision. Progress and outcomes sought are under general guidance. The work of others may be supervised or teams guided or facilitated. Responsibility for and limited organisation of the work of others may be involved.

Competency at this level involves the application of knowledge with depth in some areas.

There is a wide variety of tasks and roles in a variety of contexts. There is complexity in the ranges and choice of actions required.

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Competencies are normally used within existing routines, methods and procedures where direction and judgement are required for self and/or others in planning, selection of equipment, work organisation, services actions and achieving outcomes within time constraints. Training of subordinate staff may be required.

(ii) Formal Qualification/Experience

Tertiary qualifications at Certificate level or equivalent qualifications relevant to the position may be required by the employer or knowledge qualifications and experience as are deemed by the employers as necessary to successfully carry out the duties of the position.


Provide administrative support to senior management at a higher level than at level three including, taking minutes, organising appointments, initiating and handling correspondence, monitoring telephone calls, establishing and/or maintaining working filing systems.

Calculate and maintain wage and salary records for a large payroll. Apply inventory and purchasing control procedures, prepare monthly summaries of debtors and creditors ledger transactions and reconcile these.

Control the purchase and storage function for a discrete department.

Assist student learning for special needs students under the direct supervision of an academic staff member.

Carry out liaison between the school, the student and the student’s family.

1.5 Level 5


Employees shall be graded at this level where the principal characteristics of their employment as determined by the employer are identified as follows:–

(i) Characteristics

An employee at this level works under general supervision and/or broad guidance depending on function.

The work of others may be supervised or teams guided. Responsibility for the planning and management of the work of others may be involved.

Competency at this level involves self directed application of knowledge with substantial depth in some areas.

A range of technical and other skills are applied to roles and functions in both varied and highly specific contexts. Competencies are normally used independently and both routinely and non routinely.

Judgement is required in planning and selecting appropriate equipment, service techniques and work organisation for self and/or others. Supervision and training of lower level staff may be involved.


Tertiary qualifications at Associate Diploma/Diploma level or equivalent qualifications relevant to the position may be required by the employer or knowledge, qualifications and experience that are determined by the employer as necessary to successfully carry out the duties of the position.


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Provide executive support to senior management and associated committees concerning designated aspects of school management.

Direct and supervise the work of administrative/clerical and ground staff.

Oversight the operations of the school's office and other administrative activities, in the areas of enrolment, equipment and statistical staffing returns.

Ensure deadlines and targets are met. Prepare the accounts of the school to operating statement stage and assist in the formulating of period and year end entries.

Provide technical assistance in the operation of the library.

Search and verify bibliographical data.

Catalogue books, magazines, journals and recorded material, maintain library circulation systems.

Demonstrate to staff and students the use of complex audio visual or computer equipment. Monitor the performance of, and carry out repairs to, specialised equipment.

Supervise and maintain the hardware and software components of a computer network and provide user support.

Assist in the design/demonstration of laboratory experiments under supervision of academic staff member.

Provide advice, direction and assistance to students, under the supervision of an academic staff member, in the Officers’ area of expertise.

1.6 Level 6

An employee at this level performs work above and beyond the skills of an employee at Level 5. The overriding characteristic of work at this level is of a professional nature. Employees shall be graded at this level where the principle characteristics of their employment, as required by the employer, are identified as follows:–

(i) Characteristics

Formal qualifications at degree level are required for entry to this level. Employees so classified will apply professional knowledge to deliver professional services commensurate with the skills and qualifications required for this level. Work is performed under general supervision which will diminish as the employee gains experience. Work is performed in accordance with pre-determined broad guidelines or budget strategies. Employees are responsible for the application of professional judgment within defined accountability levels. Employees may operate individually or as a member of a team. Positions at this level may have delegated responsibility, within defined parameters, either for the supervision and monitoring of the work of employees of a lower level or for a limited work function.

Employees at this level are expected to plan their own professional development and such increased knowledge will be applied in the work situation.


Formal qualifications at degree level are required.


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Perform non-repetitive tasks governed by pre-determined procedures or specific guidelines. Within such constraints the employee is responsible for the autonomous performance of professional functions. Instruction of students by employees other than teachers. Provide advice to more senior employees of the school which may include recommendations on professional matters. Provide professional advice to staff and students in the Officers’ area of expertise.

Prepare reports, proposals and submissions for more senior employees of the school and/or other bodies.

Provide guidance and counselling to students and/or staff.

(g) Level 7 An employee at this level performs work above and beyond the skills of an employee at Level 6. Employees shall be graded at this level where the principal characteristics of their employment as determined by the employer are identified as follows. (i) Characteristics

An employee at this level is accountable to the school or college administration for the conduct of their work, however the employee has a level of autonomy and is normally responsible for the professional content of the work performed. Employees are expected to exercise initiative in the application of professional practices. Supervision of and reasonability for other staff within defined parameters may be involved. Such responsibility may also include the development and training of subordinate staff.


Formal qualifications at degree level are required. In addition employees will gain greater specialised knowledge through attendance at seminars or through post graduate qualifications, so as to achieve higher levels of professional outcomes.


Undertake more complex professional activities involving the selection and application, based on professional judgement, of new and existing techniques and methodologies. Instruction of students by employees other than teachers. Provide advice to the school on the operational and/or future directions of the employee’s section and to contribute to the development of that section in the educational context of the school. Provide guidance and counseling to students and/or staff. Supervisory responsibilities may include on the job training, staff assessment and performance of counseling in relation to subordinate employees.

Documents

RGGS_Certified_Agreement