edu (october 2009)

EdUVol 24 Issue 3 Oct 2009

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EdU July 2009 IEU(SA)

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[email protected],byfaxon(08)84100282,orbypost.

ContentsSecretorialGoodfaithbargaining 4

Professional Portfolio Schoolreporting 5

WagegapwidensforSAteachers 6

MOUfortheIslamicCollegeofSouthAustralia 7

Frankly Speaking 2,500petitionCatholicemployersfornewEA 8

SACEimplementationconcerns 9

MeetthePrincipal 10

AbsolutelySuper:Takemyadvice…Helpisontheway! 12

2009AGMReport 14

ArkTriberallysnaps 16

2009AGMsnaps 17

Balancing Act EOBill2008passed 18

Lutheran Digest 20

AISissues–Enterprisebargainingisback 20

2009MitchellOration:Freedomofspeechanditslimits 21

ConferenceReport–GermanSummerSchool 22

IndigenousMatters 22

BoysandLiteracy–RoryHarris 23

OpenlettertocolleaguesfromanIEU(SA)member 24

Catholicreps’meetingsnaps 25

OHS project –Healthandsafetyrepsdomakeadifference 26

IEU(SA)representativeeducationprogram 27

EqualPayDay 28

IEUsnaps–Alison’sfarewell 29

APHEDA 30

OrganisingRights,Delegates’Rights 31

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

EdUispublished4timesayearandhasacirculationofapproximately4000.EnquiriesregardingcirculationshouldbedirectedtotheCommunicationsCoordinator,on(08)84100122.

EditorialcommentistheresponsibilityofGlenSeidel,Secretary.

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AdvertisingiscarriedinEdUinordertominimisecoststomembers.MembersareadvisedthatadvertisingthatappearsinEdUdoesnotinanywayreflectanyendorsementorotherwiseoftheadvertisedproductsand/orservicesbytheIndependentEducationUnion(SA).

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IEU(SA) Executive Members

MargaretSansom(Retired)(President)

GlenSeidel(Secretary)

JohnBlackwell(Retired)(VicePresident)

JennyGilchrist(PrinceAlfredCollege)(VicePresident)

ValReinke(NazarethCollege)(Treasurer)

ChristopherBurrows(CardijnCollege)

SherylHoffmann(ConcordiaCollege)

NoelKarcher(ChristianBrothersCollege)

MarleneManey(CardijnCollege)

StephanieMargitich(GleesonCollege)

ShirleySchubert(CornerstoneCollege)

3

mailto:[email protected]

EdU October 2009 IEU(SA)4

SecretorialGood faith bargaining

Glen SeidelSecretary

Whilst the Fair Work Act has not delivered everything unions had hoped for, some aspects are a vast improvement on the now defunct Workchoices legislation.

Employerscannowberequiredtobargainwithemployeescollectively,andthatbargainingmustbeconductedin“goodfaith”.TheconceptofgoodfaithhaslongbeenapartofAmericanIRandthereismuchcaselawtoinformAustralianpractitioners.FairWorkAustralia(whichhasessentiallyreplacedtheAustralianIndustrialRelationsCommission)isbeingaskedtoputitsmindtowhatisgoodfaith,whatisbadfaith,andwhatisjustnormalargy-bargy.TherelevantsectionoftheFairWorkActisquiteclear.

228Bargainingrepresentativesmustmeetthegoodfaithbargaining requirements:(1) The following are the good faith bargaining requirements

that a bargaining representative for a proposed enterprise agreement must meet:(a) attending, and participating in, meetings at

reasonable times;(b) disclosing relevant information (other than confidential

or commercially sensitive information) in a timely manner;

(c) responding to proposals made by other bargaining representatives for the agreement in a timely manner;

(d) giving genuine consideration to the proposals of other bargaining representatives for the agreement, and giving reasons for the bargaining representative’s responses to those proposals;

(e) refraining from capricious or unfair conduct that undermines freedom of association or collective bargaining;

(f) recognising and bargaining with the other bargaining representatives for the agreement.

(2) The good faith bargaining requirements do not require:(a) a bargaining representative to make concessions

during bargaining for the agreement; or(b) a bargaining representative to reach agreement on

the terms that are to be included in the agreement.

FollowingaresomehypotheticalapplicationsofClause228tofamiliarscenarios:

Is 7.30am or 7.30pm a “reasonable time” to hold negotiations?No.IamnotcomfortableaskingIEUorganiserstoworkoutsideoftheirnormalhours.

Is it reasonable to attend a meeting, but not discuss details and reasons for claims, or for denying claims?No.Itisarequirementtofullyparticipateandjustifydecisionstoendorseordenyclaims.

Is a flat “not negotiable” without explanation or discussion considered good faith?No.Genuineconsiderationandreasonsarerequired.

Is it OK to make offers or provide incentives outside of the bargaining process?No,andparticularlynotiftheyareconsideredcapriciousandintendedtoweakenthenegotiations.

Is it OK to not send related papers to the union reps?No.Thebargainingreps’rolesinnegotiationsmustberecognised,andthatincludesreasonableprovisionofalldocumentsdistributedtootherpartiestothenegotiations.

Is it sufficient to simply say that the claim is unaffordable?No.Theemployercanberequiredtoopentheirbookstoprovesuchclaims.(Allnegotiatorsmustmaintainstrictconfidentialityofanyinformationprovided.)

Can an employer refuse to negotiate for a collective agreement but insist on an in-house unregistered document?Notifthereismajoritysupportamongemployeesforacollectiveagreement.

Is an employer able to treat employee negotiators less favorably than others?No.Thiswouldbreachthe“generalprotections”oftheActtohavean“adverseaction”becauseoneparticipatedinbargainingoranyofalargerangeofactivitiesorrights.

Is the employer able to insist on who is covered by the EA?No.ScopeordersareavailablefromFairWorkAustraliaifnecessary.

Does good faith require either party to compromise?No.Agreementisnotmandated,onlythesincerityofnegotiations.

Can the employer threaten to put everyone on the basic award if they don’t agree?No.Thatisn’tpossibleandtomaintainsowouldbemisrepresentation.

What can employees do if the employer is not bargaining in good faith?FWAhavearangeofordersthatcanbeinvokedifnecessary,uptotheeventualarbitrationofthematter.

Can industrial action be taken whilst good faith bargaining is underway?Yes.Anorderforaprotectedactionballotisnotpredicatedonnegotiationshavingstalledoronbadfaithbargainingbytheemployer.Itissimplyanavailableoptiontoincreasetheemployees’bargainingposition.Theemployeeswillneedtodemonstratethattheyhavebeenbargainingingoodfaith,buttakingindustrialactionisnotconsideredtobeactinginbadfaith.

AninterestingculturalchangehasbeendeliveredwiththeFairWorkAct.Collectivebargainingisdesignedtobethemainmethodofregulatingwagesandconditions.TakingindustrialactionisnotasquickoreasyasitwasunderSAlaw,underwhichunionscouldjustgoout“onthegrass”.BallotsmustnowbeauthorisedbyFairWorkAustraliaandconductedbytheAustralianElectoralCommission.Butthatisaminorinconveniencewhenoneconsidersemployees’abilitytonowinsistongenuine,goodfaithbargainingateverysite.

EdU October 2009 IEU(SA) 5

Professional PortfolioSchool reporting Julie Lundberg

Assistant Secretary

The teaching profession is defined by achieving the highest standards possible for every student, and the pursuit of individual excellence by each student.

Whenweforgetthatthepurposeofassessmentandreportingistoimprovestudentlearning,thequalityofeducationsuffers.Therearecurrentpressurestonarrowthecurriculumandfocusnotontheindividualchild,butontheattainmentofaschoolrank.Whereby,testswouldbecomethecurriculum.

WehaveallreadthestoriesoftheNewYorkmodelofrankingstudentsandoftheproblemsofeducatorstryingtoteachinaflawedsystem.IntheUK,formerchiefexecutiveoftheQualificationsandCurriculumAuthority,KenBoston,hasreportedthat,“ItisdisappointinginEnglandthatnoministerhasevercomeoutwiththepublicstridentcriticismtheleaguetablesdeserve,andthatthegovernmenthasallowedthelandscapeofschoolsandschoolingtobeshapedsocrudely…Asaresulttheschoolcurriculumisnarrowerandpoorerthanitwaswhenthetestswereintroducedin1997.Inmanyschools,thetimespentonareasofthecurriculumwhicharenotexternallyassessedhascontractedsharply.”

Schoolandteacheraccountabilityisessential.Parents,studentsandthepublichavearighttoknowthatschoolsandteachersarecompetent,professional,andengagedinhigh-qualityteaching.Parentshaveanabsoluterighttoknowhowwelltheirchildisdoingatschool.

Theintroductionofgenuine,nationalaccountabilityprocesses,alignedwithaccountabilityattheschoollevel,todeliversupportanddevelopmentforschoolsandindividualteachersisessential.Processesmustbedrivenbyasharedvisionofschoolsaslearningcommunitieswheretheprimacyofteachingandlearningisunderstoodandembraced.Thedevelopmentofasharedcultureofconstantevaluationandtheprogressiverefinementofteachingandlearningiscentraltoschoolimprovementandqualityteaching.Thisrequireseveryone–teachers,parents,students(especiallyolderstudents)andgovernments–toacceptandfulfiltheirresponsibilities.Studentoutcomesaredirectlyrelatedtothequalityoftheteacherintheclassroom.Therefore,improvedstudentoutcomeswillbeevidentwhereeffectivesupportisprovidedatalllevelsfromgovernmenttoclassroom,toensuretheconstantandsuccessfuldevelopmentofnewandexperiencedteachers.

Thebest,mostrewardingsupportanddevelopmentcomesfromprofessionallearningwhereteacherslearntogether,reflectinguponnewlearning,currentpracticeandplanningfuturepractice.

Thisdemandingworkrequiresmaterialandintellectualresourcesforafocusonlearninganddevelopingacultureofsharingthebestinteachingpracticeacrossschools,betweenschools,andacrosstheprofession.

Assessment and reporting

Effectiveassessmentandfeedbackisattheheartofsuccessfulteachingandlearning.Itprovidesinformationonstudentprogresstostudentsandtheirparentsandimportantdiagnosticevidencethatassiststeachersinplanningforongoingimprovement.

Itistherightofallparentstoaccessrelevantinformationontheirchild’sprogressinschool.Ethically,informationaboutstudentperformancebelongstostudents,theirparentsandtheirschool.

School-wideevidencecanalsobemeaningfullyreportedtoeachschool’scommunityinwayswhichwillenableparentsandprospectiveparentstomakeaninformedjudgementabouttheeffectivenessoftheschoolanditsprograms.

Asaprofession,wehavearesponsibilitytocollect,interrogateandeffectivelyuseevidence.Similarly,schoolsandsystemshavearesponsibilityandanobligationtoaggregate,interrogateandactuponevidence.Itistheanalysisofevidencethattheninformsthedevelopmentandimplementationofeducationallysoundgovernmentpolicy.

Governmentshavearesponsibilitytoprovideresourcestoenabletheirenactedpoliciestoliftstudentperformanceandachievement.

TheIEUnationallyhasbeencollaboratingwithkeystakeholdersandlobbyingtheMinisterabouttheneedforrichandappropriateinformationtobeavailableratherthannarrow,simplisticsnap-shotfigures.

Thisis,ofcourse,aliveanddevelopingdebate.

TheIEU(SA)’scurrentpositionisthatit:

• supportscomparativeassessmentsofschoolsoflikecircumstancesandobjectives,notsimplisticleaguestables

• believesparentsoughttobeinformedaboutschooloutcomestomakethebestdecisionsfortheirchildren

• commitstoworkingwithstakeholdersandcommunitiestoensuredatacollectionandreportingisrelevantandeffectiveforparentsandeducatorsalike

• willendeavourtoensurethatstandardizedtestingandreportingframeworksdonotleadtoanarrowedcurriculum,andbelievesthatgovernmentsmustcommitresourcesrequiredtoaddresspooroutcomes.

TheIEUwillcontinuetoengageallstakeholdersinthisdebate.Ifyouwouldliketobepartofthatprocess,[email protected]

EdU October 2009 IEU(SA)

Wage gapwidens for SA teachers Julie Lundberg

Assistant Secretary

It’s not just the water that dries up on its way west and south into SA through the Murray-Darling basin. For most school teachers making the journey from NSW and Victoria, their wage increases evaporate, too.

Disparitywithwagesinterstateiswidening,anditisnotbecauseresourcesarebeingplunderedinterstate.

ThepayratesforteachersinpublicandCatholicschoolsinSAremainablightonthenationalpicture,andmakeamockeryofstateandnationalmovestoacknowledgeandvaluetheprofession.Togetherwithafewindependentschoolspayingwellbelowmarketrates,theseteachersmakeup85%ofteachersinSAandover7%nationally.ItisamysteryastowhatissocomplicatedaboutbothstateandCatholicfinancesthatthissituationneedstocontinuesofarinto2009.Equallypuzzlingiswhyparentsofstudentsattendingsomeindependentschoolscanenjoyreceivingfundingatacomparableratetolikeschools,butleavestaffto,ineffect,heavilysubsidiseschoolfeesthroughlowerwages.Surely,iftheirschoolboardmemberswerepreparedtocontributeatthesameratefromtheirownincomeastheydemandoftheirstaffthroughlowwages,theywouldmakethetoughdecisiontocollectfeesatanappropriatelevelfromtheparentbody.

AllLutheranschools,regardlessofsize,locationandotherfactorshavepaidwageincreasesdespitereceivinglessfederalfunding,onaverage,thantheirCatholiccounterparts.TheLutheransectorhasnotusedtheexcuse

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thattheyhavenotbeenabletosecurethefavourablefundingdealenjoyedbytheCatholicsectorinordertoavoidpayingmodestwagerises.Forsomereason,however,theCatholicsectorisnotcapitalisingonitsadvantageanddemonstratingthatitvaluesitsstaffandtheircommitmentthrougharemunerationlevelthatacknowledgesSA’spositioninthenationalpicture.

Mostindependent-sectorschoolsarepayingregularincreases.Thosemeetingthe$75,500benchmarkforsalariesareshowninTable1.

National wage trends

ThepositioninSAisauniqueone.Alltheotherstatesandterritorieshaveorareaddressingwageandsalaryissues.ThedisparitywithinSAandacrossbordersiscompounding.Federalfundingisthemajorsourceofexternalsupportforschoolsandisanationalfigure.Thedollarsarenotreducedbecausesalariesarelowinmostnon-governmentschoolsinSAcomparedtotherestofAustralia;yetalargecomponentofschooloperatingcoststhatunderpinthatrecurrentgrantmoneyisbasedonnationalsalarylevels.

HowmuchlowerwouldfederalfundingbeifthesalarycomponentreflectedsalariesactuallypaidinSA?Atpresent,mostnon-governmentschoolscontinuetoenjoythebenefitstheir‘interstatecousins’bring,butdonotpaycomparablesalariestostaff.SeeTable2.

6


Top Incremental Step2009 2010 2011 Increment Date

NSW $78,667 $81,657 $84,760 1-Jan

VIC $77,546 $79,648 $81,806 1-Jan

WA $73,280 $78,521 1-Jan,1-Feb

$76,944 $84,863 5-Oct,1-Oct

NT $76,351 $78,500

TAS $75,322 18-Mar

ACT ($74,279July‘08) negsstarted

QLD $75,236 $78,245 $81,255 offer

SA $70,987 31-Jan

*Note:Qldratesareasoftbarrierpayrate,datestobeagreed

Step 10 Teacher Pay in Extended and Varied PSAs, MOU’s or CAs in SA 2009 – 2011Schools Feb-09 Aug-09 Feb-10 Aug-10 Feb-11 Aug-11

St Peter’s Boys (Feb, Jul) $77,844 $81,736*

Prince Alfred College (Jan) $76,944*

Scotch College $74,892 $76,390

Walford School $73,601 $75,745 $77,531 $79,317 $81,104 $82,890Pembroke School $74,347 $75,734 Eynesbury College $74,923 $78,490 $82,057 Lutheran Schools (33) $72,694 $74,148 $76,372

Annesley College $72,697 $74,765 $76,144

Woodcroft College $72,516 $73,938 $76,071

St Andrews School $72,210 $73,971 $75,732 $77,493 $79,254 $81,015Pulteney (Feb, Aug, May, May) $72,345 $74,097 $77,433* $80,769* Tyndale (end Jan & Jul) $70,509 $71,920 $74,078 $75,560

*Note:PayincreasedatesotherthanFebandAugarelistedbesideschoolname

Table 1: SA schools reaching the $75,500 benchmark in agreements during 2009, 2010 or 2011.

Table 2: Public Sector Teacher Salary Rates, Australia

MOU for the Islamic College of South AustraliaLouise Firrell Organiser/Educator

Louise Firrell (IEUSA), Robert Mayse, College Principal, and Reps Dimi Galantomas and Vanessa Genrich at the signing.

The Islamic College of South Australia signed a memorandum of understanding in August to secure conditions for staff at the school. This was an historic moment for the school and its staff because it is the first time that the college has entered into a formal agreement about salary and conditions.

Membershaveworkedtogetherovermanymonthstoachievethisoutcomeandshouldbeveryproudoftheircollectiveefforts.ParticularrecognitionmustbegiventoJennetteHand,whowastheIEUrepatthecollegeuntil

7EdU October 2009 IEU(SA)

herretirementthisyear.Jennetteplayedapivotalroleinorganisingstafftobegintheprocess,andprovidedsupportandleadershiptohersuccessors,DimiGalantomasandVanessaGenrich,whosawtheprocesstoitsconclusion.

Independent schools set benchmarks

FourindependentschoolsinSAhaveagreedtopayrisesaroundthe$81,000benchmarkfor2011.StPeter’sBoysisfirstatpresentwithastep-10teachersalaryof$81,736fromJuly2010.WalfordSchoolhasofferedthehighestinaformalagreementtodate,reaching$82,890inAugust2011

andEynesburyCollege$82,057inFebruary2011.StAndrew’sSchoolwillexceedthe$81,000markinAugust2011.PulteneyGrammarwillapproachthemarkwith$80,769inMay2011.

Regular increases to reel in the gap

Astrongandconsistentcharacteristicofwageoffersinindependentschoolshasbeenasteadyrateof5%p.a.,whichiskeytoreducingthewidenedgapbetweenSAandinterstatewageandsalaryrates.Itwilltakemorethanonethree-yearagreementtobringSApayratesbackintouchwithnationalrates;however,continuedpracticeof5%p.a.risescanaddressthedisparityovertimeandbalanceouttheeffectoflargepay-raterisesinthefirst-yearVictorianandWesternAustraliangovernmentandCatholicagreements.

IfasubstantialproportionofindependentschoolsinSA,includingtheLutherangroup,canmoveaheadwithpayratesonaplanthatisdoableandsustainableforall,thenthequestionremainsastowhythemajorityofnon-governmentschoolsinSAhavenotfollowedsuit.


totheirnon-governmenteducationsectors.Traditionally,CatholicschoolfeesinSouthAustraliahavebeenthehighestinthecountrytooffsetthisrelativeshortfall.

Byrefusingtomakeapayoffer,theemployershavechosentodirectusalldownapaththatleadstoapredictableoutcome.Wewillfollowinthefootstepsofinterstatecolleagueswhohavetakenindustrialaction,orareintendingtostriketoforceafairpaydeal.Collectiveactionwillwinthedayhere,asithasinotherstates.TheIEUanditsmemberswillnotshyawayfromthestruggletobeappropriatelypaidasprofessionals.AsaQueenslandIEUarticlerecentlyputit,“Professionalratesofpayaretherealparity.”

Regretfully,thepresentationofthepetitionfallsawfullyclosetothefirstbirthdayoftheIEUlogofclaimsserved25September2008.Buttherewillbenopresents,norarenditionofHappyBirthday;onlyanemployergroupsingingitsmantra:“ParitywithDECS.”Perhaps,fortheemployers,therealjoyoftheoccasionliesinthefactthateverydaytheyholdthisline,themoreofyourmoneytheyaresaving!

Thesaddestpart,though,isinthefighttowinjustapayoffer,weoverlookthefactthatthemostimportantpartsoftheclaim–workloadissuesforteachersandclassificationissuesforESOs–stillawaitresolution.

Frankly Speaking

Frank BernardiOrganiser

2,500 petition Catholic employers for new EA “We, the undersigned employees, call on the employer to make a pay offer without waiting for the outcome of the DECS dispute. After nine months of negotiations without a salary offer, we call on our employers to negotiate the salary component of our claim with reference to interstate benchmarks, as is done for management employees. The rest of the employee claim must then be addressed in good faith as a matter of urgency.”

ThesewordsfromtheIEU’sCatholicEApetitionpresentaclearandsuccinctmessagetotheCatholicemployers.Itisanunprecedentedmovetopetitionduringenterpriseagreementnegotiations,buttheemployers’obstinatepositionwithrespecttopay–offeringapaypolicyinsteadofapayrise–leavesfewoptions.Sohistoryhasbeencreatedandapetitionwithover2,500CatholicschoolemployeesignatureswaspresentedtotheCEObyadelegationofIEUnegotiators.

Importantly,themessagealsohighlightsthehypocriticalstanceoftheemployer,insistingthatonesetofemployeeswithinthesystem–teachersandESOs–acceptanofferbaseduponstatebenchmarks.Actually,it’snoteventhat;it’sbasedupononeemployer’spayrates,whileadifferentmodelthattakesintoaccountinterstatebenchmarksisusedformanagementemployees–deputiesandprincipals.It’sdifficulttounderstandhowsuchaglaringdoublestandardasthiscansitcomfortablywithagrouppurportingtobeguidedbygospelvalues.

Theemployerscontinuetoputtheirrelationshipwiththestategovernmentbeforetheirownemployees,despitethefactthatthestategovernmentfundinghashistoricallybeenpoorbycomparisonwithotherstategovernments’contributions


Concern is cropping up regularly about the implementation of the new SACE.

The new administrative procedures are showing signs of a workload shift, putting everything possible onto teachers. There is concern about the workload that will be demanded of teachers if they are required to hold student work and results, particularly for incomplete semester units that may be resumed later. The means required to teach students over a longer period than the listed course duration has workload implications regardless of how it is handled.

Thereisalsosignificantconcernaboutthecurriculumandassessmentdevelopmentworknecessarytomeetthenewrequirements.Manyassumptionsarebeingmadebythebureaucracyaboutthereadinessandavailabilityofteacherstoundertakesubstantialadministrativework.

ManyteachersarescarcelyawareofthedetailsofsomepartsofthenewSACE,eventhoughateacheror‘middlemanager’fromtheirschoolhasundertakentherelatedprofessionaldevelopmentortrialimplementationarrangements.

TheIEUpushedveryhardforpractisingteacherstobewellrepresentedontheSACEBoardandwonasignificantre-writeofthatpartoftheSACEAct.Unfortunately,somehowtheMinisterhasapprovedaboardcompositionthatfallsshortonthatverypoint.

Theintroductionofnewarrangementsshouldnotbeincreasingyourworkload.Schoolsmaybereworkingtimetablestoadjustloadforseniorsecondaryteachersnextyearsothatthereistimetoworkonnewarrangements.Timetablesshouldnotberesettoincreasedirectteachingload;norisitthetimeforanyseniorsecondaryschooltobeseekingIBorquality-assuranceaccreditations,norapplyingtojoinacohortoflikeschools.

Takethetimetoworksustainablyandraiseissuesinforumswheretheycanbeaddressed.Makeaplanandactwithacollectivevoice.

ContactJulieLundberg,AssistantSecretary,[email protected](08)84100122withissues,andjoinothersinraisingandaddressingconcernsaboutimplementationarrangementsatSACEandschoollevels.

Concerns as the new SACE moves to stage-one implementation in 2010

Not-for-profits outperform over five and 10 years

BackingupAIST’sresearchundertakenbySydneyUniversitythisyear,Rainmakerdataonend-of-financial-yearreturnshasconfirmedthesustainedoutperformanceofthenot-for-profitsupersectorandreinforcedthatlowfees,stronggovernance,anddiversifiedassetallocationarepayingoffformembers.

According to the data, not-for-profit funds outperformed retail master trust funds by more than 2.3 per cent a year for the past 10 years. Thefiguresalsohighlightthatdespitetheimpactoftheglobalfinancialcrisisonsuperannuationreturns,not-for-profitfundshavedeliveredaveragegrowthofmorethan5percentperannumoverthepast10years,comparedtoannualaveragegrowthofretailfundsofjust3.1percent.

Level 6, 70 Pirie Street, Adelaide SA 5000

ATTENTION TEACHERS RENEWAL OF TEACHER REGISTRATION

31 DECEMBER 2009

If your registration expires in January 2010 you must renewyour registration by 31 DECEMBER 2009

Applications to renew registration will be posted to you late October 2009. Please contact the Teachers Registration Board if you have not received your application to renew by early November. Non receipt of your renewal application is not an excuse for failing to renew.

Change of name and/or Address Remember to notify the Board in writing of any change of name

or address.

PO Box 3649 Rundle Mall SA 5000 Tel: (08) 8226 2666 Fax: (08) 8226 2667

Email: [email protected] Website: www.trb.sa.edu.au

EdU October 2009 IEU(SA)10 EdU October 2009 IEU(SA)

Bruno SartorettoOrganiser

Early in term three, students and graduate teachers gathered to meet with principals at Scotch College. The objective of the session was to give students and beginning teachers an insight into what principals in the independent, Catholic and Lutheran schools are looking for in applications for advertised positions.

ThanksareextendedtoMrTimOughton,PrincipalofScotchCollege,forhostingthesessioninthemagnificentfacilitiesthere;toMrJohnKonopka,ActingPrincipalofStAloysiousCollege;toMrPeterHowes,PrimarySchoolCoordinatoratStDominic’sPrioryCollege;andtoMrDarylTrigg,PrincipalofGoldenGroveLutheranPrimarySchool.Thegenuinecommentsandfrankdiscussionsgeneratedwereappreciatedbyallwhoparticipatedinthesession.

Amongthetopicscoveredwere:

• howthejobadvertisementwasstructuredandhowtorespondappropriately

• howlongacoveringlettershouldbe

• theimportanceofrefereesandwhotoinclude

• theprosandconsofattachingaphototoanapplication

• whentogettheapplicationin,and

• personalpresentationandinterviewstrategies,to mentionbutafew.

Itwassoondiscoveredthattheparticipants’perceiveddo’sanddon’tsregardingtheapplicationprocesswerenotaseffectiveastheymayhavethought.MrTriggrevealedthatgettinganapplicationineitherinthefirstfewdaysfollowinganadvertisement,oronthedeadline,maynotnecessarilybodebestfortheapplicant.Theapplicationsthathereceivedaboutaweekaftertheadvertisementtendedtospendmoretimeonhisdesk,andassuchwereoftenhandledandlookedatmorefrequently.

Feedbackfromthesessionprovedverypositiveasparticipantswereabletoaskpertinentquestions.“Ididn’t

Meet the Principal

knowwhattoexpect,butthesessionwaswellstructured,andhavingBrunochairthesessionallowedittoflowwell,”saidparticipantDavidCole.

“Thesessioncoveredalltheimportantinformation,anditwasdifferenttotheunisessions.Itwasactuallynicetohearfromtheprincipalsinsteadoftheusualunipresenters.Ireallyfounditquiterelaxedandhadampleopportunitytoaskquestions,”saidparticipantDanielleKirkbride.

Askediftheinformationatthesessionwasuseful,Daniellesaid,“Thissessionputmeaheadofalotofpeopleandtheinformationwasgenuine,honestandopen.Itwasrefreshinglyprofessionalandtheprincipalsgavearealperspectiveinwhattheyarelookingforinapplicants.”

“Itoldmyfriendsthattheyshouldhavebeenatthesession,”offeredDaniellewhenaskedaboutthesession’srelevance.“[The]timingwasperfectasitwasrevealedthatmanyschoolsstarttoadvertiseforthefollowingyearasearlyasSeptember.”Davidwentonestepfurther:“Thesessionwasveryrelevant,andontheinformationIgotfromthesession,IwentstraightouttovisitsomeschoolsclosetowhereIliveandhavealreadyputmynamedownasTRTfor2010.”

Arecurringpointthatstruckachordwiththeparticipantswasthattheadviceofferedatuniversityissomewhatdifferenttowhathappensin‘reallife’.“Simplethingslikedrivingtotheschoolandhavingalookaround,evenifitsonlyfromtheroad,visitingtheschool’swebsiteandknowingwhoyouareaddressingtheapplicationto,couldbethedifferencebetweenbeingsuccessfulornot,”saidDaniel.

“Attheendofthedayit’sthetinythingsthatmatterandit’sevidentthatatleastthesefourprincipalsarelookingatapplicantsasawholepackage.Theywanttoknowwhatyouaregoodat,butalsowhatyoudotorelax,”saidDanielle.


Comments from Jenny StedmanFormat of the eveningApaneleveningwasorganisedbytheIEU(SA)whereeducationstudentsfromthevariousuniversitiesandprogramscouldmeetwithagroupofschoolprincipals.Theprincipalswererepresentativeofprimary,secondaryandR-12independentschools.Someoftheschoolswereaffiliatedwithaspecificreligiousgroup,andsomewereco-educational.

IfeltthattheprincipalswererepresentativeofthetypesofschoolsthatIwouldwishtobeemployedin,butwouldalsohaveappreciatedtheopportunitytospeakwithafemaleprincipal,asIwonderifexpectationswouldbethesameofawomanfromawoman’sperspective.Iappreciatethatthisiswhathadbeenoriginallyorganised,butthatcircumstanceshadchanged.

Information delivered

Theprincipalsspokeabouttheschoolsthattheyrepresent,andhowtheyneedtobealwaysplanningforsuccession,sothatallteachersonthestaffcomefromavarietyofexperiencesandbackgrounds.Theprincipalswereallinterestedinhavingnewgraduatesontheirstaff,buttheyalsoensuredthatanewgraduatewouldbeabletobesupportedbyamoreexperiencedstaffmemberinitially.

Eachprincipalgaveinformationabouthowtheyliketohaveapplicationspresentedtothem.Asagrouptheysuggestedthatthecoveringletterneedstobesuccinct,butstillshowinterestinthepositiononoffer.Theyalsofeltthatanapplicationneedstobespecifictothepositionadvertised,withrelevantinformationaboutexperienceandinterests,thattherefereesneedtobeawareofanapplicant’sinterestinaposition,thatthecontactdetailsfortherefereesneedtobecurrentandalsohavethepossibilityofbeingcontactedafterhours.

Relevance to you

Ihaveworkedinavarietyoffieldspreviously,andwhereastheinterviewprocessisnotnewtome,Iwasabletogainabetterunderstandingofthetypesofquestionsthatwouldbeposedtomeduringaninterview,andthetipsgiventomebytheprincipalshavehelpedmetobetterplanmyentranceintoaschoolenvironment.IamensuringthatIspendtimenow,beforeIgraduate,volunteeringinrelevantareassothatIcanusetheexperienceIgainasavolunteerasasteppingstoneformorepermanentemploymentinthefuture.IamalsotakingmorecarefulnoteoftheapproachestakenbydifferentstaffthatIworkwith.

One thing that struck a chord with you

AsIhavechildrenwhoarealreadysettledinschoolandsocialgroupsIamnotinterestedinmovingtothecountryforemployment.BeforeMeetthePrincipal,IwasexpectingnottobeemployedunlessImoved.Afterspeakingwiththeprincipals,IfeelIambetterabletomanagemyemploymentprospects.

IplantotakecontrolofmyfutureemploymentbybeingavailabletodoTRTworkwithinschoolsthatmeetmyexpectationsandphilosophies,aswellasgainingexperiencethroughdifferentworkingenvironments.IfeelmorepositiveaboutthewaysinwhichIcanapproachfutureemployers,whichwillbenefitschoolenvironmentsandenhancetheskillsandknowledgeIhavedevelopedduringmyuniversitycourse.

Next Meet the PrincipalMonday 19 October 2009 at 4:00pm St Mary’s College, 253 Franklin Street, Adelaide

Comeandhearfromcurrentprincipalsaboutwhattheyarelookingforinprospectiveapplicants.

Placesarelimitedandregistrationisessential,soregisternowbysendingyournameandphonenumbertoBrunoSartorettobyemailatbrunos@ieusa.org.au,orbySMSon0416217248

Feedback from participants of the recent Meet the Principal session at Scotch College:

“I went straight out to visit some schools close to where I live and have already put my name down as TRT for 2010.” DavidCole

“I am ensuring that I spend time now, before I graduate, volunteering in relevant areas so that I can use the experience I gain as a volunteer as a stepping stone for more permanent employment in the future.”JennyStedman

“I told my friends that they should have been at the session. Timing was perfect as it was revealed that many schools start to advertise for the following year as early as September.”DanielleKirkbride

“Before Meet the Principal I was expecting not to be employed unless I moved. After speaking with the principals I feel I am better able to manage my employment prospects.”JennyStedman

“It was actually nice to hear from the principals instead of the usual uni presenters. I really found it quite relaxed and had ample opportunity to ask questions.”DanielleKirkbride


The Australian superannuation industry is regulated by, among others, APRA, ASIC, and the ATO, with the Corporations Act 2001 and the Superannuation Industry (Supervision) Act (1993) carrying the main provisions which superannuation funds have to follow. The provision of limited advice to superannuation fund members has always been problematic in that many funds were restricted to providing “general product advice” rather than the “personal advice” which most members sought. This regulation was a result of conditions imposed with the granting of an Australian Financial Services Licence (AFSL).

Basicquestionssuchas,“HowmuchdoIneedtoretirecomfortably?”or“HowmuchshouldIbesalarysacrificing?”or“What’sthebestinvestmentoptionforme?”wereoftenleftunansweredbythestaffofindustryfundsbecauseofthelimitationsontheirAFSL.

Atlast,commonsensehasprevailedandASIChaslaunchedRegulatoryGuide200on“AdvicetoSuperFundMembers”and“ClassOrderRelief09/210”,whicharebothdirectedatallowingsuperfundstoprovidelimitedsuperannuation-relatedfinancialadvicetoexistingmembersoncealicencemodificationisobtainedfromASIC.Thismaysavememberstimeandmoneyiftheyhaveastraightforwardquestionregardingtheirexistingsuperaccount.

So,youwillbeabletotalktoyoursuperannuationfundrepresentativeaboutyourchoiceofinvestment,contributionlevels,insuranceandthegovernmentco-contributiononcetheTrustee’slicenceismodifiedtoincludepersonaladvice.Theywillbeabletoprovideyouwithbasicadviceonthesetopics.Thisinitiativewasstronglysupportedbyindustryfundswhichproducedsubmissionstothegovernmentinfavouroftheprovisionofsimplefinancialplanningadviceonsuperannuationtoexistingmembers.Needlesstosay,theretailfinancialplanningindustryopposedthischange.

Absolutely Super: Take my advice… Help is on the way!

Bernard O’ConnorNGS Super

Inlinewiththeincreasingdemandforfinancialplanningadvice,NGSSuperhasrecentlyestablishedafinancialplanningservicewhichwillassistmemberswithlow-costfinancialplanning.NGSFinancialPlanningwillbeinplaceformemberswhorequirefinancialplanninginformation,includingfreesingle-issueadvice(suchasinsuranceorinvestment)orafull,personalfinancialplan.Experiencedplannershavebeenhiredandwillbeworkingonafee-for-servicebasiswithnoongoingcommissions.Thefeestructureiscompetitiveandwillbebasedonthehourstakentoproducethemember’splan,withtheinitialconsultationfreeinlinewiththeindustryfundethosofnotforprofit.DetailsofthefeesandnamesoftheplannerswillbemadeavailableshortlytoNGSmembersasthenewservicewillbeupandrunningbymid-August,2009.

Ithasbeensaidthattheneedforfinancialliteracywasthrustuponthenationwiththeadventofcompulsorysuperannuation.EveryAustralianworkerbecameaninvestorthroughhisorhersuperfund.However,financialliteracycomesneithereasilynorquicklyanditisclearthatbothinformal“limitedadvice”andprofessionalfinancialplanningadvicearenecessarytohelpmembersmaketheappropriatedecisionsregardingtheirretirementsavings.Therecentglobalfinancialcrisishasshownthattwoconsecutiveyearsofnegativegrowthcanimpingeonretirementplansandthatthesharemarkettravelsintwodirections.So,goodfinancialplanningadviceisessentialandwillnowbeeasiertoaccess.

CallAdministrationon1300133177tospeaktoanNGSfinancialplannerafter18August,2009.

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

12

13

www.ngssuper.com.au G

1300 133 177

NGS financialplanning serviceAt NGS Super we want our members to make the most of their money by providing specialist, easy-to-understand financial advice.

The NGS financial planning service offers:3 free advice on single issues relating

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3 specialists in retirement, super pensions and income streams, investment, tax, insurance and redundancy issues

For further information or to make an appointment please call 1300 133 177.

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13


Life membership: Val ReinkeThisawardisperhapslongoverdue,butitgivesmegreatpleasuretorecommendthismotiononour25thbirthday.ValReinkeisoneoftheoriginalfoundingmothersandfathersof1984.Inthefoundingfathercategory,ofcourse.

Val’ssteadfastcommitmenttotheunion–asATIS,Angee,andIEU–isreadilydemonstratedbyhiscontinuouselectiontotheseatofTreasurerforourentire25years.Thismustbeararityinanyorganisation–yetaloneaunionwherepoliticsandalignmentstendtobemorefluid.

Mostpeoplehavea“tombstone”commentbywhichtheywillberemembered.ForValitwillbe“Weain’tbroke.”ValhasoverseenthebooksoftheIEUforaquarterofacenturyanditisatestamenttohisdiligencethatwe,infact,ain’tbroke.

Valhasapassionforrightingwrongsandweoftenhavelongdiscussionsaboutthebesttacticsforbringingaboutourversionofjustice.WhatIresentaboutValisthatheoftenforcesmetotakethepositionofconsideredmoderation–somethingwhichgoesagainstthegrain.

IfVal’srevolutioncomes,someemployersshouldbeveryworriediftheyarejudgedtobehidingbastardrybehindobfuscation.

Farewelling Alison WalkerItiswithregretthatIrecogniseAlison’sprematureretirementfromtheIEUafter14years.IfAlisonwastoretirein10years’time,Iwouldstillcallitpremature.

AlisonhasbeeninstrumentalinbuildingthepresenceofANGEEandtheIEUasaprofessionally-runoutfit.ThejobdescriptionthatIputoutforapplicationswasaverybroadone.Itinvolvedorganisingthelogisticsforeventssuchasthis,notices,attendees,rooms,catering...andpackingup.

Shewasourhome-grownITguruandenthusiastically,almostobsessively,conqueredallsilicon-andcarbon-basedissuesalongtheway.Sheknewshewasupforanotherchallengewheneverasheepish,whineyvoicewouldstart“Alison...”

Alisonoversawourwebsite;anewversionofwhichwillgoliveassheleavesus.AlisonoversawourpublicationsandEdUisamonumenttoherattentiontodetailandherabilitytoherdcatsandextractcopyfromalreadybusypeople.

Iwillmisshersupportive,openandprofessionalapproachtoeverything.AlisonhasbeenanimmensehelptomeinmyroleasSecretaryandIalwaysvaluedandrespectedherinput.

TonightIwishtopubliclyrecordtheorganisation’sappreciationforher14years’dedicatedworkwithusandtowishherallthebestforthenextphaseofherlife.

2009 ReportIwelcomememberstothe2009AGMoftheIEU(SA)Inc.andIEU(SA)Branch–theSABranchoftheIEUA.AparticularwelcomeisextendedtoFederalIEUASecretaryChrisWatt,whohasagreedtojoinusforthecouncilmeetingandthisjointAGM.Ialsowelcomelife-membersBernieDonnelleyandBarryMorrison,andmanyofour“oldcontemptibles”–thefoundingmothersandfathersof1984.

ThisyearIwillglossoverthetraditionalcomponentsofanannualreportsowecanindulgeinabitofself-congratulatoryreflectiononour25thanniversary.WeareworkinginatimeofsubstantialstructuralchangeinAustralia.IamnottalkingabouttheGFCorswineflubutthecontinuedpushforfederalisminsomanyareasthataffecttheIEUanditsmembers.Thispushisindependentofthepoliticalpartyinpower.Theconceptoffederal“harmonisation”willbeappliedtomanyaspectsofsociety.Weareinnation-buildingmode–notstatebuilding.

Ofparticularsignificanceforusasaunionistheroleofthestatebranchesinthefederalunionstructure.TheroleofIEU(SA)Inc.versusIEU(SA)Branchwillbecomeatechnicallyimportantissue.HowthefederalIEUAsupportstheworkofstate-basedbranchesiscurrentlyunderdiscussion.Itisimportanttonotethatweareoperatingfromafederalunionmodelratherthananationalunionmodel.

Theautonomyandindependenceofthestatebranchesiscentraltoourfederalstrategies.Non-governmentschoolingislikelytocomeunderincreasingfirefromthenouveau-DOGS.Expecttonotonlybechallengedasenclavesofprivilege,butalsoaspromotersofethno-religiousdivision.Accordingly,theIEUwillbetakingaproactivestandtopromotethevalueofmembers’workinthenon-governmentsector.

Theprofessionalteachingdebategrindsonasthequick-fixpopulistpositionsarecounteredwithprofessionally-basedresponses.Forthenon-teachingstaff,asignificantoutcomeoftheaward-modernisationprocessisthattheworkofpeoplewhoworkinschoolsisofficiallydistinctfromsimilarpositionsinotherindustries.

Theschoolenvironmentutilisesprofessionals–thosewhoteachandthosewhodon’t–inauniqueway.TheunionmovementthroughtheYourRightsatWorkcampaignwasinstrumentalinbringingdowntheHowardgovernmentoverWorkchoices.TheRuddgovernmenthasreplacedWorkchoiceswiththeFairWorkActandwehavesurvivedayearoftransitioningfromWorkchoicestotheFairWorkActthroughtheuseofMoUs,extendedPSAsandunioncollectiveagreements.WelookforwardtooperatinginastableandmorebenignIRlandscape.

ThebiggestcampaignonfootatthemomentistheCatholic-sectorEAcampaign.WearerampinguppressureonemployersinordertoachievesomerealisticwageoutcomeswhileDECSandtheAEUarelockedinarbitration.

TheIEU(SA)hashadanotherfranticyearpromotingtheinterestsofmembers.Thestaffhasbeenbrilliantathandlingthis.Idothankthestaffandtheexecutivefortheireffortsandsupportduringthelastyear.

Thereps,ofcourse,arethelynchpinforsuccessatthebranchlevel.Ithankalltherepswhohaveactedastheconduitbetweenmembersandorganisers.

Wehavedecidedtomarkour25thwiththepresentationofsmallmementostorecogniseourstalwarts.Tonightwerecognisethosewhohavecommitted20-plusyearstotheIEUandarestillactiveinaformalsense;eitherasreps,delegates,executivesorstaffmembers.

Happy birthday to all of us!

2009 IEU(SA) AGM ReportGlen SeidelSecretary


Minutes of the Annual General Meeting ofboththeSouthAustralianUnion,

Independent Education Union (South Australia) Inc

andtheSouthAustralianBranchoftheIEUofAustralia,

Independent Education Union (South Australia) Branch

heldat6.25pmonWednesday24June2009

1. Welcome

PresidentMargSansomwelcomedmembers,andinparticularLifeMembersBernieDonnellyandBarryMorrisontothe2009AnnualGeneralMeetingandadvisedthatthemeetingwasquoratewith42memberspresent.

2. Apologies: Inadditiontothe39apologiesrecordedpriortothemeeting,2furtherapologieswererecordedfromthefloor.

3. Minutes of Previous AGM

ThePresidentadvisedthattheMinutesofthe2008AnnualGeneralMeetingheldon28May2008werepublishedasrequiredin“EdU”,IssueNo2July2008andwereconfirmedasanaccuraterecordattheJune2008ExecutiveMeeting.

Moved:MSansom(President)/BBourne(NazarethCatholicCollege)“ThattheMinutesofthe2008AnnualGeneralMeetingbeaccepted.” CARRIED

BusinessArising–ThePresidentadvisedthatallmotionscarriedatthepreviousmeetinghadbeencompletedthroughtheappropriatechannels.

5. Motions on Notice–

5.1 LifeMembershipNomination

Moved:GlenSeidel,Secretary

Seconded:MargaretSansomPresident

“ThatinrecognitionofhisroleintheformationofthisUnionand25yearsofcontinuousservicetotheUnion(includingholdingthepositionofTreasurerfortheentirehistoryoftheUnion),EvaldasReinkebegrantedLifeMembershipoftheIEU(SA).”

CARRIED BY ACCLAMATION

ChrisWatt(FederalIEUSecretary)presentedValwithaglassplaqueandinvitedhimtosayafewwords.

Valspokeofhowproudhewastoacceptthehonour.

5.1 FarewelltoStaffmemberAlisonWalker

GlenSeidelthankedAlisonWalkerforhereffortsoverthepast14yearsandpresentedherwithagiftonbehalfoftheUniononherretirement.Alisonrespondedwithagraciousspeech.

6. Treasurer’s Report

TheTreasurer,MrVReinke,presentedtheIncomeandExpenditureStatementpreparedbythefirmofASAccountingServicesandthelettersofcomfortfrominternalauditorMargaretDevichand(StJohnBoscoSchool).

AfterdiscussionandaquestionfromthefloortheTreasurermovedacceptanceofthereport.

Moved: VReinke(TreasurerandNazarethSchool)/JGilchrist(VicePresidentandPrinceAlfredCollege.

CARRIED

SonyaFlynnwasthankedandcongratulatedonherworkasIEU(SA)FinanceOfficer.

7. Election: Internal Auditors

Nominated: MariaGoodchildandRayHam.

ELECTED UNOPPOSED

8. Election: External Auditor

ThemeetingwasinformedthattheexecutivehaddecidedtonotmakearecommendationtotheAGMfortheappointmentofanauditorfor2009-10,butwishedtoreviewtheprovisionofauditservicesandengageanauditoratalaterdate.

Moved: VReinke(TreasurerandNazarethSchool)/KathleenMeyers(GleesonCollege).

“That,theexecutiveconductareviewofauditservicesandappointtheauditorfor2009-10atalaterdate.”

CARRIED

9. State Report

TheStateReportwasgivenbySecretary,GlenSeidel.

Moved:GSeidel(Secretary)/ShirleySchubert(CornerstoneCollege&IEU(SA)Executive)

“ThattheStateReportbeaccepted.” CARRIED

10. Federal Branch Report

TheFederalBranchReportwasgivenbySecretary,GlenSeidel.

Moved:GSeidel(Secretary)/ShirleySchubert(CornerstoneCollege&IEU(SA)Executive)

“ThattheFederalReportbeaccepted.” CARRIED

11. 25th Anniversary Celebration

ChrisWatt(FederalIEUSecretary)presentedlong-standing,activememberswithmementosoftheoccasion.EvaldasReinke(TreasurerandLifeMember)wasinvitedtocutthecake.

BeforeclosingthemeetingthePresidentexpressedherthankstodelegatesfortheirattendanceandparticipationandclosedthemeetingat7.15pm.


Ark Tribe Rally

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On 11 July, IEU(SA) staff joined union colleagues en masse at Elizabeth Magistrates’ Court to support construction worker Ark Tribe and to call for the abolition of the Australian Building and Construction Commission (ABCC). Tribe was charged by the ABCC with failing to attend a compulsory ABCC interrogation, and faces six months’ imprisonment or a $22,000 fine. Follow Ark’s case at http://arkstribe.blogspot.com/


2009 AGM

17

Members of the IEU(SA) Council and Executive met at the Education Development Centre on 24 June for the IEU(SA) annual general meeting. It was also an occasion to celebrate the union’s 25th birthday and the presentation of a life membership to long-standing treasurer Val Reinke.


Louise Firrell Organiser/Educator

Balancing ActEqual Opportunity (Miscellaneous) Amendment Bill 2008 finally passed by the South Australian Parliament

After three years of debate and negotiation, the amendments to the Equal Opportunity (Miscellaneous) Amendment Bill 2008 were finally passed through the parliament. While many are disappointed that the amendments have been ‘watered down’, they are an improvement on the original act passed fifteen years ago, and bring the act into line with federal anti-discrimination legislation. In summary, the main changes are:

Caring responsibilities.AlthoughthereissomeprotectionforcarersundertheCommonwealthSexDiscriminationAct,thishasnotbeencoveredinSouthAustralianlawtodate.Thenewlawwillprotectpeoplewhoprovidevoluntarycaretofamilymembers.

Disability.Thedefinitionofdisabilitynowincludespeoplewithmentalillness,learningdifficulties,orwhohavebeeninfectedwithHIV,HepatitisCorotherorganismsthatcancausedisease.ThisbroaderrecognitionofdisabilityreplacesthepreviousgroundofimpairmentandmirrorstheCommonwealthlaw.

Breast-feeding.Itwillbeunlawfultorefusetosellgoodsorservicestoawoman,ortoofferthemonlessfavourableterms,becausesheisnursingababy.Itwillalsobeunlawfulforschoolsandcollegestodenyorlimitaccessbynursingmotherstoeducationalservices.Complaintsfrombreast-feedingmotherswerepreviouslylodgedonthegroundofsexdiscrimination.Thenewlawcreatesacleargroundforbreast-feedingwomen.

Identity of spouse.Atthemoment,thelawcoversmaritalstatus,whichisthestatusofbeingsingle,married,widowed,divorcedorlivingtogetherdefacto.Youcannot,forexample,berefusedajobbecauseyouaredivorced.Youcan,however,berefusedajobbecauseofwhoyourspouseis,orwas.Thatwillchangeunderthenewlaw.

Religious appearance or dress.Somepeopleexpresstheirreligiousbeliefsbydressingorpresentingthemselvesinaparticularway.ExamplesaretheturbanwornbySikhmenortheheadscarfwornbyMuslimwomen.Underthenewlaw,itwillbeunlawfulforeducationalinstitutionsoremployerstorequirestudentsorworkerstodispensewiththeirreligiousdress,unlesswearingthedresswouldcreateadangerorhinderappropriateemergencyaction.Womenwhosefacesarecoveredwillbeabletobeaskedtoshowtheirfacesforidentificationpurposes.

Association with a child. Itwillbeunlawfultodiscriminateagainstapersonintheprovisionofgoods,servicesoraccommodationonthegroundsthatthepersonisaccompaniedbyachild.Forexample,ifasinglefatherappliesforarentalpremises,itwillbeunlawfultorefusetheaccommodationbecauseofhischildren.

Complaints.Thecommissionerwillhavemoreextensivepowerstodeclineacomplaintifconciliationhasnotresolvedit.Thecommissionerwillbeabletodeclineacomplaintifthereisnoreasonableprospectofsuccessorifthecomplainantisunlikelytoreceivebetterthananoffermadeinconciliation.Thecommissionerwillhavebroaderdiscretionaboutfundingtherepresentationofacomplainantandwillbeabletofundarespondent.

Thetimelimitforlodgingacomplaintisdoubled,fromsixmonthstotwelvemonths,inlinewithmostotherAustralianjurisdictions.

Schoolsanduniversitiesmusthavesexualharassmentpolicies.Andstudentsandstaffareabletolodgeacomplaintaboutsexualharassmentbyanystudentagedsixteenorover.

Sexuality.Clubsandassociationscannotturnawayhomosexualmembers,smallpartnershipsmaynotrefusetoadmitnewmemberstopartnershiponthegroundoftheirsexuality,andchurch-runhospitals,aged-carehomesandwelfareagenciesmaynotdiscriminateonsexuality.Religiousschools,however,havemaintainedtherighttodiscriminateonthisground.

AllthechangesareoutlinedindetailontheEOwebsite,www.eoc.sa.gov.au

On 26 November 2008, the South Australian Government introduced a Bill into Parliament to update our 1984 Equal Opportunity Act.

The Equal Opportunity (Miscellaneous) Amendment Bill 2008 was passed on 14 July 2009.

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On 26 November 2008, the South Australian Government introduced a Bill into Parliament to update our 1984 Equal Opportunity Act.

The Equal Opportunity (Miscellaneous) Amendment Bill 2008 was passed on 14 July 2009.

Guide to changes in the 2008 Equal Opportunity Bill

This guide outlines what’s new, what’s being changed, and what’s staying the same.

Quick Reference Chart

+ what’s new o what’s changing = what’s staying the same

TYPES

PLACES

Employment Goods &Services Education Clubs Housing

ExISTING GROUNDS OF DISCRIMINATION

Age = = = = =

Disability o o o o o

Marital status o o o o o

Pregnancy o o o o o

Race = = = = =

Sex = = = = =

Sexuality = = = + =

Sexual harassment o o o o =

Victimisation = = = = =

Whistleblower = = = = =

NEW LIMITED GROUNDS

Caring responsibility + + + + +

Chosen gender = = = = =

Identity of spouse + + + + +

NEW MAJOR GROUNDS

Association with child = =

Breastfeeding = =

Religious dress + +

(Boxes that are greyed out indicated issues that are not covered by discrimination laws) Lastupdatedon16July2009

19

EdU October 2009 IEU(SA)EdU October 2009 IEU(SA)

Julie LundbergAssistant SecretaryNew federal arrangements now available have many similarities with the former state enterprise bargaining arrangements. However, schools are finding themselves with a few different agreement documents since 2006. Please check your school’s agreement and ensure that (a) you have an enterprise agreement, (b) that it is current, and (c) when you need to prepare to negotiate a new one (not less than three months before the expiry date of your current one). Where there has been an in-house agreement to tide you over until the arrival of the new system now largely in place, it is important to get back to a formal document.

Transition arrangementsSomeschoolsarestillfinalisingagreementsunderfederaltransitionarrangements.Thatistheir‘old’formalenterpriseagreement,originallylodgedwiththeSAIndustrialRelationsCommission,isbeingextendedandamendedandlodgedunderthefederalFairWorkActtransitionarrangements.

No formal agreementIfyouareinanindependentschoolwithoutaformal,currententerpriseagreement,youareabletoaskto

Lutheran DigestLouise FirrellOrganiser/Educator

negotiateone.YourschoolisreceivingCommonwealthandstatefundingthesameasotherIndependentandCatholicschoolsinSA,andthereisnoreasonatallforyoutofeelpressuredtoworkforlessthanmarketpayandconditions.Thefederalgovernmentisencouragingstaffofallworkplacestonegotiateacollectiveagreementtocovertheiremploymentarrangement.

Be well advisedAllmembersarewelcometogetintouchwiththeIEUforassistancewithnegotiatingafirstformalagreementorrenegotiatinganagreement,andforadviceaboutclaimcontentandtechnicalmatters.

Other issuesWhennegotiatinganewagreement,thereisoftenanintensefocusonthatwork.IEUOfficersareavailabletoprovidesupportandadviceandrepresentyouonarangeofprofessionalissues,andbranch-levelandindividualindustrialmatters.WehaveaparticularfocusonESOneeds,OHS&Wissues,equityandsomecareerPDmatters.TherearealsosignificantmemberbenefitssuchasaccesstoTeachersHealth,MembersEquity,UnionShopperandNGSSuper.Membersarewelcometocalloremailwithquickqueriesorlargermatters.

The new Lutheran Agreement (an extended preserved state agreement) has been certified. The process was delayed when Deputy President O’Callaghan of the Australian Industrial Relations Commission requested further evidence that the new POR structure would be more beneficial to employees than the Teacher’s Non-Government Schools Award. Fortunately, a carefully crafted submission from the LSA’s legal counsel, under instruction from the IEU and the LSA, was all that was required to clarify the matter.

Thelong-awaiteddraftoftheLutheranSchoolOfficer’sclassificationmatrixandindicativedutiesshouldbeinschoolsforconsultationintermfour.AllLSOmembersarestronglyencouragedtogivethedraftcarefulconsideration,bothindividuallyandcollectively,throughbranchmeetings,andtoprovidefeedbacktotheIEU(SA)orindividualcommitteemembers.Theprocesshasbeenlengthyanddifficultanditisimportantthatthedocumentreceivescarefulandcriticalreviewtoensureitwillbeausefulandworthwhileimprovementtothecurrentstructure.

EmployeesofSouthAustralianschoolsarealwaysmindfuloftheinterstatesalarybenchmarkswhenitcomestimetonegotiatenewagreementsbecauseeastern-statesalariesaregenerallyhigher.Localemployersstronglyresistthesecomparisons,claimingthatthedisparityhassomethingtodowithhigherhousepricesineasternstates.Itprobablyhasalotmoretodowiththelevelofengagementofemployeesintheprocessofenterprisebargaining.

LutherannegotiationsinQueenslandhavenotbeenprogressinginthewaythatmemberswouldlike.ThestaffofGraceLutheranCollegehasralliedrecentlytoexpressdisapprovaloftheemployer’spushtomakestaffavailablefordutiesduringtermbreaks.

Staff of Grace Lutheran College

AIS issuesEnterprise bargaining is back

20

EdU October 2009 IEU(SA)EdU October 2009 IEU(SA)

2009 Mitchell Oration Freedom of speech and its limits Sonya FlynnEverytwoyears,theAdelaideFestivalofIdeaspresentstheMitchellOration.NamedafterDameRomaMitchell,eacheditionaimstocontinueMitchell’sworkbyfosteringdebateonissuesofhumanrightsandequity.

Thespeakerfor2009wasKatharineGelber,anAssociateProfessoroftheFacultyofArtsandSocialSciencesattheUniversityofNewSouthWales,andtheauthorofPowerscape:ContemporaryAustralianPoliticsandHateSpeechandFreedomofSpeechinAustralia.

Katherinefirstexploredfreedomofspeechasavalue.InseveralsurveysAustralianshaveshownthattheybelievetherighttofreedomofspeechissomethingthattheyshouldhave,thoughthereisnomentionoffreedomofspeechintheAustralianConstitution.Since1992,theHighCourthasheldthattheConstitutionimpliesafreedomfromgovernmentrestraintonpoliticalcommunication.However,lawsthatrestrictpoliticalspeecharestillpermittediftheybringaboutsomethingsuchaspublicsafety,forexample.Freedomofspeechhasaroleinsocietyifitisforthegoodofeveryone.

Therearebenefitstodemocracieswherepeopleareabletoparticipateandengageinfreespeech.AustralianpoliticianshavedescribedfreespeechascentraltoAustralianpoliticalandlegalculture.ThePrimeMinister,KevinRudd,includesonhiswebsitethatAustralia’ssystemofgovernmentis“basedontheliberaltradition,whichincludesreligioustoleranceandfreedomofspeechandassociation”.

OneofKatherine’sconcernsforfreespeechinAustraliacamewiththepassingoftheHowardgovernment’santi-terrorismlegislationin2005,whichrevivedtheoffenseofsedition.Seditionlawsaredesignedtoprotectthestate,butKatherinebelievesthestateshouldbestrongenoughtotolerateexpressiondirectedagainstit.

Anotherofherconcernsisspeechthatcrossestheline–vilification.Vilificationunderminestheabilitiesofthetargetedpeopletoparticipatemeaningfullyintheprocessesrequiredtoself-govern.AsKatherineexplained,“Oneperson’sfreedomtoexpressmessagesofhateconstitutesafundamentalinjusticebeingperpetratedagainstthetargetsofthathate.”Thiswasseeninthe2005CronullaraceriotsagainstyouthswithaLebanesebackground.Anti-vilificationlawsaretheretoprotectmembersofmarginalisedandvulnerablegroups.

KatherinereferredtotheinauguralMitchellOrationin1989,inwhichDameRomaMitchellsaidthatthere“shouldbelegislationtooutlawstatementswhichconstitute

incitementtoracialhatred”.ShehadcalledforanamendmenttotheRacialDiscriminationAct1975fortheintroductionoflegislationprohibitingracialhatred,whicheventuallycameintoplayin1995.

TheInternationalCovenantonCivilandPoliticalRights(Article19)protectsfreedomofexpressionininternationallaw.Itsimultaneouslyrecognisesthatforlegitimatepurposesitmayberestricted.

Findingagoodbalancebetweenfreedomofspeechandappropriatelimitsisnoteasy,butinAustraliawearestrivingforabalancebasedonvaluessuchasequality.

Thefullspeechcanbefoundat:www.unsw.edu.au/news/pad/articles/ 2009/jul/kath_gelber.html

Redress The Journal of the Association of Women EducatorsTheIEU(SA)subscribestoRedressand,aswithothersubscriptions,copiesofarticlescanberequestedbymembers.ThethemeoftheAprilissueisgirlsandeducation.Itcontainsanumberoftopicalarticles,including:

Well-being and girls education: Issues and challenges

Ask the children: Overview of children’s understandings of well-being,and

An assault on our future: The impact of violence on young people and their relationships.

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22 EdU October 2009 IEU(SA)

Conference Report German Summer School

Jan Zivkow, Good Shepherd Lutheran School, AngastonIn order to upgrade my language skills, I took advantage of the ten-day German Summer School in January this year. Essentially, it’s a holiday school in Queensland for adults, under the guidance of a group of native German-speaking teachers from the Goethe Institute.

I saw it as the chance to experience more of the magic of the German language, which I love and teach at Good Shepherd Lutheran School, Angaston. It was a chance to practise my spoken language and written skills, to read and listen to it more closely. It astounded me just how easily one can learn when immersed in the atmosphere of a primary language. At the end of the course, we were able to do the Goethe Exam, offered free, to officially confirm our improvement and level of expertise.

Peoplefromalloccupationsparticipatedinthetuition.Ofthefortyorsopeopleinthecoursewantingtofurthertheirskills,IconversedinGermanwithapsychologist,aretiredpaediatrician,manyprimaryandsecondaryschoolteachers,atownplanner,first-yearuniversitystudents,anITconsultant,andmanyothersfrommanyandvariedwalksoflife.

OnarrivalatDucheneCollege,Ifoundthatmostofthestudentshadregisteredandsettledinandwereheadingofftothecollegediningroomfortea.Itseemedwewerealltoboard,eatandlearninthesamegeneralbuilding.Wonderful!Suchanarrangementmakesforthecloserenvironmentneededfortotalimmersionandtopickupthelanguagespeedily.Mostparticipantsweremakinginitial

attemptstosocializewithspokenGerman–quiteadifficultthingwhenyouhaven’thadalotofpracticeinyourlocalenvironment.

Sincewe’dcompletedanaptitudetestbeforehand,ourmorningget-togetherconsistedoftwosessionsoflanguageandgrammar,cateringforourparticularlevelsofproficiency.Somestudentsweregoodspeakers,butweakinwrittenlanguage,andothersconcentratedtheirtalentinthewrittenformandwerenotconfidentspeakersinagroupsetting.MyspokenGermanwasgood,buthearingthelanguageneededimprovement.Activitieswereundertakeninpairs,smallgroupsandclasses,especiallyconcentratingonusingnewlanguageandagrammaticalpointfortheday–amosteffectivemethodofteaching.

Itwasn’t‘allworkandnoplay’astheGoetheteamofteachersthoughtfullyplannedsocialactivities,including:

• atriptoStradbrokeIsland

• anoutingtoSouthBank,theculturalhubofBrisbane

• after-teaactivitiesincludingaquiz,aGermanpoetryevening,adancenight,documentaryscreenings,avisittoalocalGermanrestaurant,andthefinalpresentationandparty.

Forme,thehighlightofthetendayswasthefinalpresentation,whenweallpresentedwhatwe’dbeenbusydoingintheafternoons.Mygrouphadconcentratedondramaticwaysofpresentingthelanguage,andsowecarriedlargecardboardrollsandlargepaperrepresentationsboldlyontothestageyellingoutourspontaneousrole-playfortheaudiencetoenjoy.Thehumoroussideofthepuppetswereagreathitandreaffirmedtometheimportanceofspontaneity,dramaandhumourwhenteachingalanguagetoprimaryschoolchildren.

Inconclusion,I’dhavetosayimmersingoneselfinasecondlanguageisarguablythebestwaytolearn,otherthanactuallyvisitingthecountryoforigin.Momentsafterspendingtenwholeminutesstandingbeforeagroupexplaining,inGerman,thetoptouristspotsofSouthAustralia,IrealizedhowmyGermanhadprogressedinonlyaweekattheschool.Fromthatmomenton,everythingseemedtogel,andIcouldhearmyselfprattlingawayhappilyinthelanguage.Definitely,theGermanSummerSchoolhadbeentendayswellspent!

Indigenous MattersLouise Firrell

The IEUA’s indigenous advisor, Diat Callope, provides advice to the IEUA executive and committees on indigenous matters, and support to indigenous members.

DiatvisitedAdelaidethisterm,meetingwiththeCatholicEducationOffice’sJaneSwift,DirectorofCatholicEducation,andVeenaGollan,IndigenousEducationOfficer,andaccompanyingtheLutheranSchoolsAssociation’sChristineReidtoUnityCollegeatMurrayBridge.

DiatalsospentadayatCrosswaysLutheranSchoolatCeduna,talkingtotheindigenouseducationworkersabouttheirrolesandchallenges,andthewaysthattheIEUcanprovidebothpersonalandprofessionalsupport.

TheIEUAhascreatedthenationalIndigenousAdvisoryCommitteetoprovideabroadbaseofadviceonpolicyandpracticalmatterstoothernationalcommittees.VeenaGollanhasbeennominatedastheSouthAustralianrepresentative.

Diat Callope

Teachers Health provides extensive cover for private hospitals in South Australia.

When it comes to health insurance, we’re the pick of the pack.

Don’t risk being out of pocket!

SAIEU 0809

To find out more, visit www.teachershealth.com.au or call 1300 728 188

Boys and literacyRory Harris

Wattle Park Teachers’ College 40th Reunion

straight creased grey shorts

the last week of January

an elastic tattoo in the afternoon

just below the sun tan line

where they slip like a summer

oiled bicycle chains, riding

behind mum on the footpath

Feb.’08

The class of 1970 is invited to a reunion lunch On Sunday27December2009

Venue StrathmoreHotel,NorthTerrace,Adelaide

Time 12:30pm

PleaseRSVPtoLouiseon(08)83794348,ortoMargareton(08)83771724



Open letter to colleagues from an IEU(SA) member

“I don’t need to join the IEU. They can’t really do anything if I have a problem. It’s a waste of money.”

I have heard statements like this many times during my nineteen years as a teacher in independent schools in Adelaide, but I always thought, for a variety of reasons, it is important to be a member of the IEU. Until last year, I never had a problem.

This is my story.

Forfiveyears,IwasemployedonannualcontractsasateacherinasmallsecondarycollegeinAdelaide.Iwasthefirsttrainedteacherinmyareasofspecialitytobeemployedbythecollege.Duringmyemployment,Iexpandedtheprogramfromyeareightandninetoincludeyearsten,elevenandtwelve.Iworkedhard,wascommittedtomystudents’learning,andhadanexcellentrapportwithstaff,parentsandthestudentsItaught.Ifullysupportedthereligiousphilosophyandethosofthecollege.

Duringoneofmylessons,Ioverheadastudentdiscussinganincidentthathadoccurredonaschoolcamp.Iwasextremelyconcernedaboutthenatureofthecommentsanddecidedtoreportittothecollegeadministration.

Fromthismomenton,mysituationatthecollegechanged.Iwasignoredbythedeputyprincipalandtheprincipal.Iwasnotinvitedtoattendmeetingswherestaffmembersvotedondisciplinaryactionsforstudentsinvolvedinthecampincident.Iwrotealettertothedeputyprincipalrequestingtobeincludedinthenextmeetingandmyreasons.Thisletterwasthenreadouttostaffandvotedupwithoutmyknowledgeandcertainlywithoutmyconsent.

Twoweekslater,Iwascalledtotheprincipal’sofficeformyannualappraisal.Forthefirsttimeinfiveyears,thedeputyprincipalwaspresent.Themeetingcommencedwiththeprincipalstatingthatmypositionhadchangedfrompart-timeandwouldincreasetofull-time.Boththedeputyandtheprincipalwantedananswerfrommeimmediatelyregardingthefull-timeoffer.TheywerenothappywhenIstatedthatIwishedtodiscusstheirofferwithmyhusband.Ifeltthattheywereurgingmetodeclinetheoffer.

Afewdayslatertheprincipalaskedmeatrecesstimetocometohisofficeattheendofthedayandhedidn’tprovidemewithanyreasonforthemeeting.Ifeltveryanxiousaboutthis,spoketoseveralstaffmembersandvoicedmyconcerns.Theytoldmenottoworry,butIwasworried.Iaskedoneteachertosupportmeinthemeeting,ifIrequiredtheirassistanceandtheyagreedtothis.

WhenIenteredtheprincipal’sofficeafterschool,thedirectorofeducationforthecollegewasalsopresent,andtheyaskedthatIclosethedoor.

IrequestedthesupportofateacherandIwastoldthatitwasn’tnecessary,butIperseveredandaskedtheteachertojoinme.Iwasinformedthatmysubjectallocationatthecollegehadchangedandnowincludedreligion.IsuggestedthatwasfineandIwaswillingandabletoteachreligion.Theprincipalthensaidthattherewasnotapositionformeatthecollege,becauseIwasnotoftheirreligion.

WhatIdidn’tknowatthatstagewasthattheprincipalhadalreadyemployedsomeoneelseinmypositionandhadadvertisedtheirwelcometothecollegeontheirwebsite,towhichIwasnotpermittedaccess.Otherstaff,however,didhaveaccesstotheinformationandwereawareofthenewappointment.

Ifelthumiliated,upsetandpowerless.Ihadn’tdoneanythingwrong,otherthanraisewhatIconsideredtobeasensitiveissuethatwasamandatoryreport.Tothenbetreatedinthismannerwasunfair,unjustespeciallyastheincidentinvolvedthesonoftheprincipal.

IrelayedthestorytomydoctorandhesuggestedIcontactmyunionrepresentativeattheIEU.

ThiswasthebeginningofmanymeetingswithworkplacehealthorganiserWendyEvans,whohasprovidedmewithexcellentadvicethroughtheentireordeal.WithoutWendyandthesupportoftheIEU,Iwouldhavehadlimitedknowledgeofmyindustrialrightsorthedirectiontotake.Wendy’sprofessionalismandunderstandingwasenormouslybeneficialtomeduringaverystressfultime.

MyjourneyculminatedayearlaterataconciliationmeetingthroughtheHumanRightsandEqualOpportunityCommissionafterIhadlodgedmycomplaintforreligiousdiscriminationinemployment.

TheoutcomeformewastheCollegeapologisedtomeandagreedtohavetheirpolicyandemploymentpracticesreviewed.

Ifyouhaven’talready,IurgeyoutojointheIEU.Ifyouknowofothersatyourschool,whoarenotmembers,directthemtothisarticleandaskthemtojoin.Youneverknowwhatisaroundthecorner.

Name withheld


Catholic reps’ meetingIEU(SA) reps in Catholic schools gathered at Marcellina’s pizzeria on 8 July to discuss the ongoing campaign for an EA for Catholic education employees. For the latest information, see organiser Frank Bernardi’s article on page 8 and www.ieusa.org.au


Gerry ConleyOHS Project Officer

OHS Project

Health and safety reps do make a difference Most schools that I visit to present the OHS Awareness session have an existing health and safety structure. This could be a health and safety committee, which includes employee representatives, and/or a health and safety officer or coordinator, appointed by management, who has the ongoing responsibility for managing health and safety in the school.

Isthereaneedthentohaveanotherpersonintheschoolwithahealthandsafetyrole?Doesanelectedhealthandsafetyrep(HSR)improvethehealthandsafetycultureofaworkplace?

SomeyearsagotheSAGovernment,throughtheWorkCoverCorporation,heldareviewofhowOHSWlegislationoperatedinSouthAustralianworkplaces.CalledWorking Together,thereviewfoundthatinworkplaceswithHSRsandeffectivehealthandsafetycommittees,thecostofinjurieswaslowerthaninthosewithoutsucharrangements.Italsofoundthatthereportingofhazards,incidentsandinjurieswasmuchhigherintheseworkplaces,demonstratingthegreaterawarenessaneffectivehealthandsafetystructureprovidesformanagementandemployees.Preventativemechanismswerefoundtobemoreeffectiveandinjuriesandillnesseswerelikelytobereportedearlyandacteduponbeforetheybecameintractable.

“Employeesinorganisationswithformalconsultativeprocessesinplacetendtobelievethattheyhavesomeonetogotoandthatreportinginjuriesandillnessesisacceptableandnon-threatening,”saidthereport.Theimportantwordshereare“havingsomeonetogoto”.

AHSRissomeonewhoisselectedbytheemployeestorepresenttheirhealthandsafetyneeds.HSRsdon’thavearesponsibilityformanaginghealthandsafetyintheworkplace,buttheyhavelegislatedpowerstoensurethathealthandsafetymattersareaddressedbytheschool

managementthatnootherperson–thehealthandsafetycoordinatororahealthandsafetycommitteemember–has.HSRshavetherighttocarryouttheirowninspections,toinvestigateincidentsandaccidents,andtorequestandobtaininformationonhealthandsafetyissuesfrommanagement.Theyalsohavetherighttobeconsultedonanychangesintheworkplacethatmightaffectthehealthandsafetyofemployees.TheyhavethepowertocallinaSafeworkinspectortoinvestigateadisputedOHSWmatter,andarealsoabletouseaSafework-approvedconsultantfreeofcharge.HSRsarealsoprotectedfromintimidation,threatsorharassmentbymanagementinexercisinganyoftheirpowers.

ItisunlikelythataHSRwouldneedtouseallthesepowersinresolvingaworkplaceOHSWissue.Butitisimportantthattheemployeestheyrepresentknowwhatpowerscanbeused,andformanagementtoacknowledgethattheyhavearesponsibilitytorespondtoissuesraisedbytheHSRandtoconsultthemonOHSWmatters.

TheWorking TogetherreviewmadeparticularreferencetowhatiseffectiveOHSWconsultationinhealthandsafetycommitteesandbetweenmanagementandHSRs.Someofthefactorsoutlinedwere:

• Respect.Whenconsultationiseffective,partiesareassertivenotaggressive.Itistheroleofemployeerepresentativestobringemployees’concernstothetable.Thismeanstheymayhavetoaskdifficultquestionsorposeunpalatablesuggestions.Whenconsultationiseffectivethepartiescandiscusssensitiveandcontroversialmattersinamannerthatrespectsotherpeople,eveniftheyholdopposingviews.

• Willingnesstoparticipate.Consultationiseffectivewhenallpartiesarewillingtoparticipateintheprocess,listentoothersandpresenttheirownviewsinareasonedandreasonablemanner.

• Sharedpower.Effectiveconsultationrequiresbothpartiestoacknowledgepowerdifferencesandstepstoequalisethem.Whenpowerisshared,thepartiestoconsultationcanfeelconfidentandbecomfortabledealingwitheachother.

• Sharedinformation.Thepartiestoconsultationareonamoreequalfootingiftheyhavethesameinformation.

Thesefactorshelpinestablishingagoodcultureofhealthandsafetyintheworkplace;anenvironmentwhereemployeesfeelcaredfor.Buttheyneedsomeonewhohasthepowertoworkwithmanagementtomakethishappen.AHSRcanmakethatdifference.

26


IEU(SA) Representative

Education ProgramThe IEU offers a range of specialised courses to suit all representatives and delegates; no matter how long they have been active in the union. Our Representative Development Program gives reps the knowledge, skills and confidence needed to deal with a wide range of issues, including:

• Understandingagreementsandawards• Communicatingmembers’concerns• Advocatingmembers’issues• Negotiatingpositiveoutcomes• Resolvinglocalworkplaceproblems• Buildingtheunionintheworkplace

Rep Training

NewrepscanattendtheIntroductoryRepcourseandcontinuingrepscanchoosewhichcoursetheywanttoattendfromarangeofmodules.Theprogramnowprovidescoursesduringtheschoolholidaysforthoserepswhofinditdifficulttoattendduringtermtime.

The next dates for the Introductory Rep course are:

Tuesday 29 September (school holidays), Monday 19 October, and Monday 16 November

Other courses currently available to continuing reps are:

Representing members and resolving workplace problems – Thursday 8 October, and

Workplace bullying and conflict resolution – Friday 6 November

Ifyouhaveanyenquiriesaboutuniontraining,pleasecontactyourorganiser,membershipofficerCarlyDale,ortrainingofficerGerryConleyon(08)84100122.ReimbursementoftravelisavailableforcountryrepstravellingtoAdelaide,butyoumustcontactIEU(SA)forapprovalpriortomakingtravelarrangements.

Health and Safety Representative Training

SAUnionsisourrecommendedproviderofHSRtrainingandyoucaneithercontactIEU(SA)orenroldirectlyatwww.saunions.org.au/hsrtraining

Thecoursestheyhavescheduledfortherestoftheyearare:

HSR Level 1

26-30 October (Adelaide), 16-20 November (Adelaide), and 23-27 November (Mount Gambier)

HSR Level 2

9-13 November (Adelaide)

Safework Month 4 to 30 October 2009

SafeworkMonthisSouthAustralia’smajoroccupationalhealth,safetyandwelfareevent,offeringworkersandemployerstheopportunitytoattendfreeOHSWworkshopsacrossthestate.Itincludesafullweekofeventsineachregionaldistrict,withthelastweekofeventsinmetropolitanAdelaide.ThefullprogramisavailablefromSafeworkSAatwww.safeworksa.sa.gov.au

AspartofSafeworkMonth,SAUnionsisholdingaone-dayconferenceforHSRsonFriday23October.Forfurtherinformation,contactGerryConleyon(08)[email protected]

27

Teachers’ Professional Résumés, a Queensland-based company run by former school principal Rick Bowman, specialises in providing support for school teachers and administrators who are seeking promotion. As the only company in Australia that works exclusively with school-based professionals, TPR is now expanding to enable South Australia’s educators to take advantage of the services provided.

Advertisement

Richardprovidesarangeofservicesincluding:

• Online Packages for Application Writing and Interview. ThesepackagesaredeliveredviaemailandcompriseaprintablebookletandPowerPoint.Theyarepitchedatvariouspromotionallevelsfromprincipalthroughsenioradministratortoheadofdepartment.Pricesrangefrom$135forsingleuserpurchasersto$399forafullschoolsitelicencewithallproducts.

• Individual assistance,inwhichtheapplicant’srawdataaretransformedintoanapplicationtoreflecttheiruniqueexperiencesandaccomplishments,andwhichalsorespondtotheschool’sspecificrequirements,suchasselectioncriteria.The“tyrannyofdistance”iseasilyovercomeviatelephoneandemailconsultation.

• Workshops.One-dayworkshopscomprisesegmentsonapplicationwritingandinterviewing,withparticipantsgainingathoroughunderstandingofeveryaspectoftheprocess.Theseworkshopsareveryhighlyacclaimed,withakeyfeaturebeingthesmall-groupmockinterview,inwhicheveryparticipantgetstheopportunitytorespondtoaquestionuniquelyandindividuallystyledtosuitthem.

AspiringleaderscancontactRickon 0411 245 415,orbyemailatrbowman@bigpond.net.au.Hiswebsiteiswww.professional-resume.com.auandthereisafacilityonthewebsitefororderingtheonlinepackages.

Rick Bowman –

Director of TPR

Rickspecialisesinassistingaspiringeducationalleadersindevelopingtheirwrittenapplicationandpreparingfortheall-importantinterview.Thesedays,themosteffectiveapplicationsarethosethataresuccinctandwhichnotonlydescribetheapplicant’sexperiencesandachievements,butalsoprovideasnapshotoftheirlikelypotentialforthenewrole.Forthisreason,itiscriticalthatapplicantsarepreparedtosellthemselvesbyhighlightingtheirsignificantachievementsandrespondinginamannerthatreflectstheneedsoftheschoolandcharacteristicsofthepositiontowhichtheyaspire.Afurtherkeytosuccessistheabilitytomakeoneselfstandoutfromtherestofthefield–thisisachievedbyensuringthereisagoodbalanceof“value-addeds”–thoseachievementsorinvolvementsthatareuniqueandinterestingtothereader.


toconsiderwaystonarrowandeventuallylimitthegenderpaygap.Thematterismorecomplexthanequalpayforequalwork.Teachersregardlessofgenderarepaidatthesamerates,butforarangeofsocial,culturalandeconomicreasonsfemaleteachersonaveragecontinuetoearnlessthantheirmalecounterpartsovertime.

ThefollowingopenletterwillbesenttoanumberofkeypersonnelandagenciesonSeptember1asafirststepofarangeofactivitiestomaintainawarenessandpromoteaction.

On average, it takes women 14 months to earn the same amount that men earn in 12 months.

Starting from the new financial year on 1st July, Equal Pay Day will occur on September 1 to signify the point into a year that a woman must work to earn what a man made in the previous year.

TheACTUWomen’sCommitteehasproposedtopromoteanallianceofwomen’sorganizationsaroundAustraliatocontinuetoinfluencethecommunityandpolicymakers

Today, September 1st, is Equal Pay Day. On average, it takes women 14 months to earn the same amount that men earn in 12 months. Starting from the new financial year on 1st July, Equal Pay Day commemorates the day when women’s earnings “catch up” to men’s.

Withyoursupport,wepledgetoworktowardstheeradicationofunequalpaythroughtheprovisionofgenuinechoicesandopportunitiesforwomen.Inparticularwewillcampaignfor:

• Betterregulationofflexibleworkarrangementsforwomenandmenwithcaringresponsibilitiesandincreasedprotectionfromdiscriminationonthegroundsoffamilyandcarerresponsibilities

• Improvedquality,accessibleandaffordablechildcareincludingafterschoolhoursandvacationcare

• Improvedequalemploymentopportunitypracticesinworkplaces

• Meaningfulreportingbyemployersofequalpayandemploymentopportunities

• RegularindependentmonitoringandreportingtotheAustralianParliamentofprogresstoachievegenderequality,includingprogresstowardsachievingequalpay

• Agreaterroleforgovernmentagenciesinauditing,promotingandimplementingequalpayandemploymentopportunityprogramsinworkplaces

• Propervaluationandfundingofwagesandconditionsforworktraditionallycarriedoutbywomen

WelookforwardtothesupportoftheRuddgovernment,employersandthecommunitytoachievethesereformssoourdaughterswon’tneedtoworkanextratwomonthstoearnasmuchastheirbrothers.

Yourssincerely,

Members of the Equal Pay Alliance We have been working on this for a while! Miss Equal Pay Day 1967

Dear ,

WewritetoyoutoinformyouofanewEqualPayAlliancewehaveformedinordertopromoteequalpayandequalemploymentopportunitiesforallAustralians.

Asyouknow,manypeopleinAustraliabelievewomenwonequalpayinthe70s,buttheyarewrong.

It’salmost40yearssincewomenwereofficiallygrantedequalpayforequalworkbytheAustralianIndustrialRelationsCommission.Yet,asignificantgenderpaygapinAustraliapersists.

• Womeninfull-timepaidworkstillearn17%lessthanmenoronemilliondollarslessoveralifetime;

• Whilewomenarenowmorelikelytohaveatertiaryqualificationthanmen,womengraduateswillearn$2,000lessthanmalegraduatesand$7,400lessbythefifthyearaftergraduation;

• Fewerthan2%ofASX200companieshaveafemalechiefexecutiveofficerandonly1in12boarddirectorsarewomen;and

• Womenretirewithlessthanhalftheamountofsavingsintheirsuperannuationaccountscomparedwithmen.

Ourlabourmarketandsocialstructurescontinuetodiscriminateagainstwomeninemployment.

Ononehand,womenhaveaccesstounprecedentedlevelsofeducationandemployment.

Ontheother,womencontinuetoshouldermostoftheunpaidhousework,careofchildrenandcareofotherdependentswithacriticallackofaccesstochildcareservicesandflexibleworkarrangements,toenablethemtobalancethosetworoles.

Alackofaccesstoflexibleworkarrangementsalsopresentsabarrierformentotakeonagreatershareofcaringresponsibilities.Thismaintainsthestatusquoofwomenbeingdisproportionatelyresponsibleforcaringresponsibilitiesandconsequentlydisadvantagedintheworkplace.

WebelievethisinequityisnotacceptableinmodernAustralia.

WehaveformedthisEqualPayAlliancetopromoteequalpayandemploymentopportunityforallindividualsinAustralia.

28


Alison’s Farewell

29

Staff gathered on 24 June to farewell retiring office manager Alison Walker and to celebrate her 14-year commitment to the IEU(SA) and its members.


Report to Donors 2008-2009

Thank you for your support of

opportunity a microfinance loan

is greatly valued.

thousands of would-be entrepreneurs.

Excluded from the formal economy due to financial poverty and lack of opportunity, Laos’ poorest are forced to put aside great business ideas which, with

out of poverty. For some, their difficult circumstances drive them to take their chances with informal money lenders. These loan sharks charge exorbitant interest rates – entrapping them further

this, Union Aid Abroad – APHEDA runs a small microfinance program which is having a big impact in some of Laos’ most

Working in Laos, this program is paired

with branches of the Laos Women’s Union

Prabang Province. The project enables poor and unemployed women to learn skills such as massage, food processing, tailoring, hairdressing and beauty treatments, to enable them to expand their income.

When a graduate of the program makes the decision to go into business for themselves,

small microfinance loan. For many, the expensive start-up costs of beginning a small business is the only thing stopping them from realising their dream of financial independence. Graduates are provided with financial literacy training which

then apply to purchase equipment that will boost their income in the short to medium

graduates may buy things such as sewing machines, food dehydrators or equipment for salons such as hair straighteners. A typical loan is for between US$100 to US$200. The entrepreneurs are charged a monthly interest rate of 1%, and take out their loan for an average of 18 months. Each loan term includes a six-month interest rate hiatus, to allow the trainees a chance to get their businesses up and running.

The financial year 2008-09 saw twenty

loans through the APHEDA program. No new loans were issued as

consolidate, allowing the finances to accumulate to enable a more integrated program to be delivered with the Laos Women’s Union in financial year 2009-10. It is

it will be possible to issue between 50-75 new loans to trainees. As the older loans become due from trainees who begun their businesses in the past years, new loans can be offered with the returned money.

Microfinance

Union Aid Abroad–APHEDA is the overseas humanitarian aid arm of the Australian Council of Trade Unions. We assist projects in South East Asia, the Pacific, the Middle East and southern Africa, working through partners to deliver training in voca�onal skills, health and workers’ rights so women and men may have

decent work which provides a living wage, reasonable condi�ons and a safe workplace. Our interna�onal program seeks to empower women and men in developing countries so they and their families might live with their human rights respected, both in their workplace and in their society.

www.apheda.org.auLevel 3, 377-383 Sussex Street Sydney NSW 2000 t: 02 9264 9343 or 1800 888 674 f: 02 9261 1118 e: [email protected]

A recent graduate in the salon she has set up with help from a microfinance loan.

APHEDA and the Laos Women’s

training for women in Laos.

This ex-trainee received a loan to start her micro-enterprise at home.

30


Organising Rights, Delegates’ Rights

Strong, effective and representative Unions are essential to building a fair and just society. Unions provide the democratic organisation for working people to have a say in their workplace.

Organising Rights

AllAustralianworkershavetherighttojoinaUnion,tomeaningfulUnionrepresentation,toparticipatecollectivelyinworkplaceissues,andtocollectivelybargainingthroughtheirUnion.

Inorderfortheserightstobemeaningfulemployersmustrespectthemandtakestepstogivethempracticaleffect.OrganisingrightsshouldbeavailabletoallAustralianworkersandshouldbesupportedbyemployers.

Theserightsinclude:

a) therighttojoinaUnion,freeofemployerharassmentorintimidation;

b) therighttocollectivebargainingandcollectiveparticipationinworkplaceissues;

c) therighttomeetwithUnionofficialsandfellowmembersatwork;

d) therighttoconsultationonchangeandrepresentationbytheUnion;

e) therighttotheprovisionofinformationabouttheworkplaceandworkforce;and

f) protectionsandrecognitionforDelegates.

Charter of Delegates’ Rights

WorkplaceUniondelegatesholdavitalpositionintheUnion.TheUniondelegatehasthekeyroleofrepresentingthecollectiveandindividualhopes,aspirationsandneedsoftheirworkcolleagues.Theyarecriticaltotheimprovementofpay,employmentconditionsandhealthandsafety.

Accordingly,Uniondelegatesshallhave:

a) therighttobetreatedfairlyandtoperformtheirroleasUniondelegatewithoutanydiscriminationintheiremployment;

b) therighttoformalrecognitionbytheemployerthatendorsedUniondelegatesspeakonbehalfofUnionmembersintheworkplace;

c) therighttobargaincollectivelyonbehalfofthosetheyrepresent;

d) therighttoconsultation,andaccesstoreasonableinformationabouttheworkplaceandthebusiness;

e) therighttopaidtimetorepresenttheinterestsofmemberstotheemployerandindustrialtribunals;

f) therighttoreasonablepaidtimeduringnormalworkinghourstoconsultwithUnionmembers;

g) therighttoreasonablepaidtimeofftoparticipateintheoperationoftheUnion;

h) therighttoreasonablepaidtimeofftoattendUnioneducation;

i) therighttoaddressnewemployeesaboutthebenefitsofUnionmembershipatthetimethattheyenteremployment;

j) therighttoreasonableaccesstotelephone,facsimile,photocopying,internetande-mailfacilitiesforthepurposeofcarryingoutworkasadelegateandconsultingwithworkplacecolleaguesandtheUnion;

k) therighttoplaceUnioninformationonanoticeboardinaprominentlocationintheworkplace;

l) therighttotakereasonableleavetoworkwiththeUnion.

Union Education

Recognisingtheimportantroleeducationplaysincreatingfairworkplaces,Unionswill:

a) reviewtheireducationactivitytoensurethatitisappropriate,flexibleandsuitedtotheneedsofdelegatesandactivists.EducationprogramsmustcontinuetobeanintegralpartoforganisingactivitywithinUnions;

b) continuetomakeeducationprogramsanintegralpartoforganisingactivitywithinUnions;

c) encourageUnionorganiserstorecognisetheintegralroletheyhaveindevelopingandeducatingactivists;

d) shareinitiativesinthedevelopmentofnewtechniquesandcurriculumwiththeACTUOrganisingCentresothatthewholemovementcanbenefitfromtheseimprovements;

e) encourageeducatorstoreinventtheirrolesothattheybecomearesourcetoorganisingaswellasthepersondeliveringtraining;

f) considerwaystoincreasethenumberofmemberswhoreceiveUnioneducation,includinginternaltrainingofactivists;

g) allocatesignificantresourcestoUnioneducation;

h) reviewmembers’accesstoUniontrainingleave.Wherepossible,insertandstrengthentheseprovisionsinindustrialinstruments.

Extracts from ACTU Organising Rights, Charter of Delegates’ Rights & Workplace Education Policy, as presented to 2009 Congress

31

Independent Education Union South Australia

213-215 Currie Street Adelaide SA 5000

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

www.ieusa.org.au

edu (october 2009)

Documents

satisfac consultant

vast improvement

balancing act eobill2008passed

south terrace adelaide

fair work act

afs lic

hot waterrainwater tanks

solar power