From The Point: Independent bargaining report
Ready… Set… Bargain!
The year has started with a bang, with 11 Agreements already approved by the Fair Work Commission in 2024.
With the cost of living biting, a big focus at the bargaining table in independent schools has been negotiating wage increases for all staff. Securing workload reduction measures has been key to all negotiations within independent schools.
We have had differing levels of success in winning these measures within enforceable Enterprise Agreements rather than within school-based policy. At schools such as Xavier College, active sub-branches that have built their strength and capacity have pushed their employer to deliver fundamental changes to address workload issues.
Work for our Education Support Staff continues to focus on delivering improved classification structures that allow for accurate and fair classification and opportunities for further recognition of experience.
Approved so far in 2024
Xavier College
Lutheran Education (Victorian Schools) Multi Enterprise
Lowther Hall Anglican Grammar School
The Friends’ School (teachers)
North-Eastern Montessori School
Oakleigh Grammar
Bayview College Portland
Beaconhills College (teachers)
Scotch Oakburn College (non-teaching staff)
Fahan School (general staff)
Fahan School (teachers)
At the table
VICTORIA
Bargaining at Ilim College has yielded an offer placing teachers 2.5% above VGSA rates. Other wins include the removal of unpaid extras, an increase to parental leave, and an increase to the camp allowance to $150 per night. Workload claims have been addressed in policy, and consultative committee provisions have been referenced in the Agreement. Consultation with members is occurring to determine if an in-principle agreement can be reached.
At NECA Education and Careers, bargaining has been successful and all items other than salary have been finalised. The employer is currently considering its next offer with the current offer of 4% per year deemed unacceptable by the unionised workforce.
The Braemar College sub-branch have been developing their employee log of claims for the coming round of bargaining.
With negotiations continuing in February, employees covered under the Monash Foundation Year Agreement received an interim salary increase of 4% with six months of back pay included.
The Camberwell Girls' Grammar School sub-branch is considering the employer’s position on a range of items. Salary increases are currently positioned at 3% per year for three years with a substantial buffer to take them into the 2026 school year. Small improvements to parental leave inclusions have been gained, however concerns around workload remain and the school has not shifted on its excessive co-curricular expectations.
Bargaining for the Seventh Day Adventist Schools Multi-Enterprise Agreement commenced late last year. Meetings resumed in late February with the employer group to respond to employee claims.
An interim salary increase of 3% was gained for 2024 at Kardinia International College. Bargaining continues, but IEU members are holding firm to their higher salary claim.
At Korowa Anglican Girls' School employees have rejected the school's current proposal and sought a revised offer. The employer is drafting a workload policy despite the members’ claim including workload improvements or provisions within the Agreement.
Both general staff and teacher bargaining are being finalised at St Catherine's School with the draft Agreement going to bargaining Reps and to the IEU for consideration. Members have agreed to the salary offer and to the inclusion of two days of non-attendance time. The Agreement won't contain every workload item that was claimed, but the drafted policies now provide clarity and feedback for the co-curricular policy. Salary increases will be delivered on a positive vote so members will not have to await the approval process at the FWC to gain the financial benefits of the deal.
TASMANIA
In late December 2023, a Memorandum of Understanding was signed between the IEU and Eastside Lutheran College. This secures a competitive pay increase back-paid for 6 months for all staff, with bargaining commencing in Term 2. The log of claims will be based on improvements won in the Victorian Agreement and additional claims that the sub-branch has raised. Members will shortly receive a survey to gather claim data.
During the approval process for the Hutchins School General Staff Agreement, the FWC questioned why casual staff were not covered by the Agreement. The IEU had flagged this issue during the bargaining process. The employer then withdrew the Agreement and returned to the bargaining table in search of agreement on new clauses including casual staff before recommencing the access period and voting process.
Bargaining at St Michael's Collegiate has been intensive with Agreements covering the general and childcare staff and teachers being negotiated. The IEU is waiting on the final draft Agreement covering general and childcare staff to ensure that all previously agreed clauses have been included. There is concern that the employer wage offers tabled could be reduced. IEU Reps are seeking greater inclusions within the duties clause of the teacher’s Agreement. They want face-to-face teaching time, guaranteed preparation time and a cap on meetings and duties to be included. They are also seeking the establishment of a consultative committee to monitor workload and Agreement implementation issues.