Independent schools: bargaining round-up
After years of pandemic-related delays, IEU bargaining teams in a record number of independent schools are at the table, seeking to protect and improve working conditions.
Workload reductions are key claims within EBA negotiations, as the IEU and many hard-working bargaining reps strive to achieve the best outcomes for members.
Following the Victorian Government Schools’ (VGS) deal being ratified by a majority vote, bargaining work within the independent sector continues at a feverish rate. Many schools within the sector entered into a ‘holding pattern’ while awaiting the VGS outcome, with Memorandums of Understanding put in place to achieve interim wage increases wherever possible. Now that the VGS outcome is known bargaining work focuses on two key areas: measures to reduce teacher workload and salary improvements, including a focus on Education Support Staff classification structures.
At the table
Flinders Christian Community College negotiations are progressing with a pay offer of two 1% pay increases each year from 2022-2025 which will also apply to POR allowances. Whilst the College has been unprepared to include a range of workload related matters within the agreement, these issues are likely to be addressed by a policy created in consultation with staff. Other offers on the table are increasing the paid parental leave allowance to 16 weeks, increasing time release for mentors to support graduate teachers, a study allowance for teachers who are undertaking PhD studies, increase in paid domestic violence leave and the provision of natural disaster leave where teachers may have to deal with bushfires or floods.
Bargaining has begun at Alphington Grammar with IEU members presenting their Log of Claims to the school’s bargaining team. The employer’s response is expected in early June.
Eltham College Bargaining Reps have undertaken training in preparation for the bargaining process, including a review of industrial instruments, good faith bargaining and the expectations around reporting back. The staff Bargaining Reps are an enthusiastic contingent of IEU members and are ready to tackle the challenge.
IEU members have been surveyed at Freshwater Creek Steiner. The claim has been developed and will be voted on in June. The NERR has been circulated and the IEU bargaining team finalised, ready to present the claim to the employer before the end of term.
The final bargaining meeting has been held at Firbank Grammar with the school now in the process of drafting the Agreement. One positive agreed item was the introduction of a new ‘Work-Life Balance Committee’, which will be tasked with the goal of creating healthy and productive learning and working environments for all. Committee members will be representative of the staffing groups from across the school and they will be provided with payment for the role. The school is to be congratulated on this initiative and for recognising the importance of the health and safety of staff.
Following the tabling of the IEU Log of Claims, there has been a school-initiated deferment to negotiations at Gippsland Grammar School. Time has been requested in order for the School’s team to adequately prepare responses to claims involving financial implications.
A survey of members at Geelong Grammar has been developed and will be circulated shortly. Negotiations are set to commence early in Term 3.
Negotiations continue at Beaconhills College for their General Staff Agreement. Notable improvements have been gained with an increase in paid Family Violence Leave to 20 days; improved Paid Partner Leave provisions from 5 days to 10 days and the incorporation of Gendered Violence and Sexual Harassment clauses.
Negotiations have finished at Girton Grammar and Agreement drafting has begun. Negotiations have seen discretionary leave included, workload and co-curricula policies developed and the introduction of a new classification structure for General staff.
First meetings have been held to discuss the Launceston Church Grammar General Staff Agreement. Members have met to develop claims to ensure classification structures are dealt with.
Bargaining has commenced at The Kilmore International School with the employer responding to the IEU Log of Claims.
Staff Bargaining Representatives from both Cathedral College and Cobram Anglican Grammar are at the table for the Anglican Schools Commission Victorian Agreement. The first meeting saw the IEU Members Log of Claims presented – the employer’s response is scheduled in June.
The bargaining team at Mt Scopus is currently considering a wage offer put forward by the employer. Disappointingly, workload issues remain unresolved at this stage. The claim for a teacher to be on the school board has been rejected despite this being commonplace in government and Catholic schools.
Bialik College will go to a vote soon for their Agreement. A substantial 4% premium on government wages is on offer as well as improvements in other conditions, such as notifiable disease leave. However, workload improvements have proved challenging.
Initial consultation has been undertaken with members at Eastside Lutheran College to develop key claims for members.
In a surprise move, Ballarat Clarendon College management have told staff they will get a 2% wage increase without input from the staff bargaining team on this matter. The employer also refuses to negotiate wage increases for the life of the Agreement. Workload improvement discussions have been challenging and no claims relating to workload reductions have been accepted. The new Yuulong campus and the position of nurses in the Agreement remain key outstanding issues.
Aitken College bargaining reps are in the process of formulating the IEU Log of Claims with vast consultation from staff. An initial meeting has been held with employer where good faith bargaining and meeting frequency were discussed. The members’ log of claims will be presented early in June.
Members in Victorian Lutheran Schools have been contacted to organise a group of interested reps for bargaining. This group will shortly meet to undertake IEU bargaining training, prepare a member survey and assist in creating the log of claims.
Approved Agreements
The Cornish Agreement has finally been certified by the Fair Work Commission. Bargaining for this Agreement has been a very long and hard process, drawn out and delayed throughout the pandemic, but members have remained strong throughout. IEU members on the bargaining team have been the backbone of negotiations and have seen the challenge all the way through to the end.
The Westbourne Agreement has been approved with terrific gains made across many areas. Salaries for all staff will be 2.5% for each year of the Agreement and will attract backpay to 1 January 2022. The 50% fee tuition discount will be extended for all current staff until 2034. All POR allowances have been increased by 10% for the life of the Agreement. The camp allowance has increased to $65 per night and $80 per night for overseas camps. The cap on a redundancy payment has increased to 30 weeks. Improvements in Consultative Committee operations have already begun with the committee meeting at least once a term on workload related matters. These improvements were hard fought for by staff, who voted down a proposed agreement in 2021 which offered sub-standard improvements to salaries.