EdUVol 26 Issue 3 Oct 2010

Working with members in non-government schools

Independent Education Union South Australia

EdU October 2010 IEU(SA)

DON’T FORGET TO ADVISE IEU(SA) IF:• Youhavechangedaddress

• Youhavechangedyourname

• Youhavechangedschools

• Youremploymentstatushaschanged(egnowworkingpart-time)

• Youaregoingonunpaidleave

• Youareretiringorleavingemployment–youcanremainamemberatareducedrate

• ResignationfromIEU(SA)mustbeinwriting

Detailscanbeforwardedbyemailtocarlyd@ieusa.org.auorbyfax:84100282orbypost.

ContentsSecretorial–TeachersRegistrationBoardinquiry:Lettheprofessionregulatetheprofession 4

WinnerofMEBanktippingcompannounced 5

NationalProfessionalStandardsforTeachers 6

NGSSuper’sLisaSamuelswinsnationalWISandAISTGlobalDialogueScholarship2010 6

Balancingact:work+life=balance 7

ConferenceReport–SafetyinYourHandsConference,Sydney 8

Industrial–Agreement-makinginthecurrentIRenvironment 10

Whyjointheunion? 11

Members@Work 12

Arbitrationcounts 13

IEUmembereducationprogram 14

Workplacepsychopaths:Howtorecogniseanddealwiththem 16

What’syourproblem?AskDorothy 17

OHSproject–Workplacebullying:Takingaction 18

Doyourbest 19

AbsolutelySuper:NGSdefaultbacktodoubledigits 20

Theatrereview:WhyMurielMatters 21

Thecybermenace:Whybullyingdemandsazero-toleranceapproach 22

Unions,workersandtheChurch 25

8flawswithfreemarketforces 26

ISSN1448-3637PublishedbyIndependentEducationUnion(SouthAustralia)Inc.213-215CurrieStreet,AdelaideSA5000Phone:(08)84100122Fax:(08)84100282CountryCallers:1800634815Email:enquiries@ieusa.org.au

EdUispublished4timesayearandhasacirculationofapproximately4000.EnquiriesregardingcirculationshouldbedirectedtotheCommunicationsCoordinator,on(08)84100122.

EditorialcommentistheresponsibilityofGlenSeidel,Secretary.

Advertising Disclaimer

AdvertisingiscarriedinEdUinordertominimisecoststomembers.MembersareadvisedthatadvertisingthatappearsinEdUdoesnotinanywayreflectanyendorsementorotherwiseoftheadvertisedproductsand/orservicesbytheIndependentEducationUnion(SA).

Intendingadvertisersshouldphone(08)84100122.

IEU(SA) Executive MembersMargaretSansom(Retired)(President)

GlenSeidel(Secretary)

JohnBlackwell(Retired)(VicePresident)

JennyGilchrist(PrinceAlfredCollege)

(VicePresident)

ValReinke(NazarethCollege)(Treasurer)

ChristopherBurrows(CardijnCollege)

GregElliott(St.Peter’sCollege)

SherylHoffmann(ConcordiaCollege)

NoelKarcher(ChristianBrothersCollege)

MarleneManey(CardijnCollege)

StephanieMargitich(GleesonCollege)

ShirleySchubert(CornerstoneCollege)

creditunionsa ltd | ABN 36 087 651 232 | AFSL 241066400 King William Street Adelaide 5000

creditunionsa.com.au8202 7777

clichéd, yes, but refreshingly accurate.

financial services delivered with a smile?

EdU October 2010 IEU(SA) EdU October 2010 IEU(SA)4 5

basedonfairnessandnaturaljustice,butitisaveryseriousprocesswithseriouscareerandreputationalrisks.Thelevelofproofrequiredis‘balanceofprobabilities’,whichislowerthan‘beyondreasonabledoubt’,asusedincriminalcourts.TheroleoftheTRBisnottopunishbuttoprotectthecommunityfromunsuitableteachers.So,onthelowerlevelofproofandagainstdifferentcriteria,itispossiblethatacourtmayacquitadefendantincircumstanceswheretheTRBmaystillderegistertheteacher.

Teacherswhotransgressorareunsuitabledonotbelongintheprofession,buteveryone,undertheprinciplesofnaturaljustice,hasarighttoafairhearingandtorepresentation.Inmyadvocacyrole,Iassistmemberstotelltheirstory.Theboardmakesitsdecisionhavingheardprosecutionanddefencearguments.NodecisionoftheregistrarorboardthatIhavebeeninvolvedinhasproducedaresultthatIdidnotthinkreasonable.Ihavenot‘won’allofthem,buttheprofessionhasbeentheconsistentwinner.

TheTRBisnotbroken.ForthemalcontentswhowantareviewofthenewActforperceiveddeficienciesintheoldAct,Iwouldsayitistimetoletgoandacceptthatathoroughandexpensiveprocessfoundtheteacherhad

nocasetoanswer.Thatmemberhasn’tnecessarilyreceivedjustice,either.Despiteretainingregistration,becauseofnotoriety,ratherthanalackofcompetence,thereisn’taschoolinAustraliathatwillemployhim.

TheTRBdoesnotreceiveanygovernmentfunding;itistotallyfundedbyteachers’fees.Theboardcontains50percentteachersandhasaccesstoanyexpertiseitrequires.Itcouldbearguedthatemployersareover-represented,asemployabilityisquitedifferenttoregistration,butfortheTRBtofocuspredominantlyonchildprotectionandhavemajorityparentrepresentation,andevenchildrenandpoliceontheboard,missesthelegislatedObjectoftheAct(s4).

... to establish and maintain a teacher registration system and professional standards for teachers to safeguard the public interest in there being a teaching profession whose members are competent educators and fit and proper persons to have care of children.

Fit and properisencompassingof,butmuchbroaderthan,childprotection.ThatiswhythereisaseparateChildren’s Protection Actwithitsownobjectsandfunctions.

Footy tipping is part of the staple office environment in Australia. For the first time, this season ME Bank offered members of IEU(SA) the opportunity to participate in the inaugural ME Bank Football Tipping Competition for the prize of a $100 savings account with ME Bank.

Aftermanyhoursspentdeliberatingovertips,thewinnerhasbeenannounced.MelBooth(pictured),ofTenisonWoodsCollegeinMountGambier,surprisedthehotfavourite,IEU(SA)trainingofficerGerryConley,bypippinghimatthepost,finishingwithanenviabletotalof118pointstoGerry’s114.Theladiesfeaturedwell,too,withKathleenMelisofStJoseph’sSchool,WestHindmarsh,followingclosebehindinthird.

Welldonetoallparticipants.Asweallknow,itdoesn’tmatterifyouwinorlose,solongasyouparticipate.

TakeafewmomentstocheckouttheMEBankwebsiteatwww.mebank.com.auandseethegreatproductsandrateswehaveonoffer.

Winner of ME Bank tipping comp announced

Check out the Online Savings Account*, which currently is yielding a competitive 5.60% p.a. on every dollar in the account with interest calculated daily and no Bank fees and no minimum opening deposit or balance. There is convenient 24/7 access to the account via Internet and Phone Banking along with free Phone and Internet Banking.

*Disclaimer: Interest rates are current as at 7 September 2010 and are subject to change. Terms and conditions available on request. This is general information only and you should consider if this product is appropriate for you.

SecretorialTeachers Registration Board inquiry: Let the profession regulate the profession

The South Australian Parliament is currently undertaking a review of the effectiveness of the Teachers Registration Board, asking whether it should continue to exist and, if so, whether it is appropriately structured. Written submissions have been received and oral evidence is currently being provided by stakeholders, including the IEU, to the review committee headed by the Hon C Zollo MLC.

TeacherregistrationfirstappearedinSAandQueenslandinthe1970s.Istillremembermyyouthfulsenseoflibertarianindignationatthebureaucraticinterferenceinmypersonalspace,butitwasnecessaryatthetimetosetandmaintaintheprofessionalstandardstopreventunderqualifiedpeoplefillingtheteachershortage.TeacherregistrationwascodifiedaspartoftheEducation Act 1972,butpenaltiesfornotbeingafitandproperpersonwerelimitedtoderegistration.Therewerenootheroptionsfortheboardtoreprimand,suspendorfineincaseswherederegistrationwouldhavebeentooharsh.

Childprotectionissues,policechecksandmandatoryreportingwerenottheprimefocusoftheinitialsystem.TheydidnotfeatureuntiltheTeacher Registration & Standards Act 2004updatedregistrationrequirementstoprovidearangeofpenaltiesforprovenbreachesofstandardsandconduct.Otherstatesappeartohaveneededthepromptofmediaattentionoversexualabuserevelationstodevisesystemsofteacherregistration.

Thecurrentinquiryintotheboard’seffectivenesshasitgenesisintheinabilityofagroupofparentswhorefusetoacceptthatallegations,whicharosein2002,hadnotbeenproperlydealtwithbySAPOL,childprotection

authoritiesandtheTRB.PeterLewismadeoutrageous,unsubstantiatedandotherwisedefamatorystatementsnamingoneofourmembersunderparliamentaryprivilegein2005.Everycourtandtribunalwhichmakesdecisionsaboutintenseandpersonalmatterswillhavedetractorsclaimingjusticehadnotbeendone.Someofthemmayberight,butmostwon’tbe,anditdoesn’tmeanthesystemiscorruptasisbeingportrayedtothisinquiry.

MembersoftheTRBareappointedbytheGovernorandeightofthe16membersmustberegisteredteachers;fiveofwhommustbepracticingteachers.Employers,universities,alawyer,aparentandachaircomplementthefiveteachersnominatedbytheAEUandtwobytheIEU.

WhilsttheIEUnominatestwomembersandtwodeputiestotheboardof16,wedoalsorepresentmembersfacinginvestigationsandinquiriesintoallegationswhichcometotheregistrar’snoticefromsourcesincludingschools,policeandthepublic.PotentialconflictsofinterestarescrupulouslymanagedbyIEUrepresentatives.

Anysuggestionthatteacherscannotobjectivelyjudgeotherteachersisoffensive.Myexperienceincurriculumdevelopmentandprofessionalstandards,includingregistrationmatters,isthatteacherstendtoapproachmatterswithadesiretodesignperfect,all-encompassingsystemswhicharemorelikelytobeunrealisticallyonerousthan‘soft’ontheirown.

Inrecentyears,inmyindustrialrole,IhavesupportedmembersbeforetheTRBandcanpersonallyattesttotheseriousnessandthoroughnessofinvestigationsandhearings.Investigatorsaregenerallyex-policeofficers.TheregistrarusesCrownLawforlegaladviceandtopresenttheregistrar’scasetohearingsconductedinaformal,court-likesetting.Teachershavetherighttolegalrepresentation.Witnessesarecalledandevidenceisgivenunderoath.Reasonsfordecisionsareprovidedanddecisionspublished.DecisionsarealsoappealabletotheDistrictCourt.

AletterfromtheTRBcallingateachertoaccountforallegationsmustnotbetakenlightlyandadviceshouldbesoughtassoonastheletterisreceived.Theprocessis

Glen Seidel Secretary

EdU October 2010 IEU(SA) EdU October 2010 IEU(SA)6 7

Australia’s Women in Super (WIS) awarded Lisa Samuels from NGS Super a special scholarship to attend the AIST Global Dialogue in Hong Kong. The award was presented at the WIS annual general meeting, held at CMSF in March.

“WewerethrilledtogiveLisaSamuels,anoutstandingmemberofthesuperannuationindustry,thisscholarshipandopportunitytobenchmarktheworkoftheindustryinAustraliawiththatofAsiaandtherestoftheworld,”saidMavisRobertson,NationalChairofWomeninSuper.

TheWomeninSuperscholarshipgaveLisatheuniqueopportunitytohearhowAsiancountriesaretacklingretirementincomeprovisionanddiscussthechallengesofagingpopulations.The2010dialoguefocussedonAustralia’srelationshipwithAsia,inparticularChina,HongKong,Macau,Korea,VietnamandMalaysia.

LisaSamuelsisthemarketingmanageratNGSSuperandhasworkedinthesuperannuationindustryfor15years.

ForthelastfiveyearsherworkwithNGSSuperhasinvolvedworkingwithallbusinessunitsofthefundandproductdevelopment.BasedinAdelaide,LisaisamemberoftheNGSSuperexecutiveteam.SheisalsotheAdelaidechairoftheMother’sDayClassic.

NGS Super’s Lisa Samuels wins national WIS and AIST Global Dialogue Scholarship 2010

In 2007, the South Australian Government’s strategic plan announced its aim to ‘improve the quality of life of all South Australians, through maintenance of a healthy work-life balance’. Safework SA has now developed a work-life balance strategy and the Work Life Balance Advisory Committee was established to act as an advocacy body.

Theseinitiativesarereflectiveof,andinresponseto,agrowingcommunityawarenessoftheneedforemployerstoattractandmaintainqualitystaff,improveproductivityandreducestaffturnoverandabsenteeism.Itisalsorecognitionofthechangingnatureofworkandfamiliesinthetwenty-firstcentury,withfamilieshavingdifferentpatternsofworkingandcaringresponsibilitiesandashiftinpublicpolicythataimstokeepolderworkersintheworkforcelonger.

Wherethereisconflictbetweenthedemandsofworkandtherestofourlives,theimpactisfeltbyindividualsintermsoftheirphysicalandmentalwellbeing,andtheirrelationshipswiththeirfamiliesandcommunities.Itaffectstheindividual’scapacitytoengagesociallyandinotherimportantways,suchasvoluntaryactivitiesthatcontributetosocialcapitalandpersonalfulfilment.

TheCommitteeforEconomicDevelopmentofAustralia(CEDA)recentlyhostedthelaunchofAustralianWork+LifeIndex2010–HowMuchShouldWeWork(AWALI),anationalsurveyofwork-lifeoutcomesundertakenbyProfessorBarbaraPocock,NatalieSkinnerandSandraPisaniellofromtheUniversityofSouthAustralia’sCentreforWork+Life.Since2007,theAWALIhasbeenmeasuringhowworkaffectstherestoflifeforemployedAustraliansinfiveways:howoftenworkinterfereswithresponsibilitiesoractivitiesoutsidework,howoftenitrestrictstimewithfamilyorfriends,howoftenitaffectsconnectionsandfriendshipsinthelocalcommunity,overallsatisfactionwithwork-lifebalance,andhowoftenpeoplefeelrushedandpressedfortime.Itthenscaleseachfactorfrom0(thelowestwork-lifeinterference)to100(thehighestwork-lifeinterference).InAWALI2010,theoverallscorewasverysimilartopreviousyears,whichsuggeststhat,despitetheeffortsofgovernmentinitiatives,theconceptofwork-lifebalancestillhasn’tgainedmuchmoretraction.

Thereporthighlightstheissueoftoomanyhoursofworkformanyemployees,whileasignificantnumberaresufferingfromtoofew.Itisnotedthattheglobaleconomicdownturndidnotappeartohaveanyimpact

Louise Firrell Organiser/Educator

Bruno Sartoretto Organiser

Balancing ActWork + Life = Balance

ontheirfindings.AccordingtoProfessorPocock,‘Despitethe2008-09internationaleconomicdownturn,andadeclineintotalhoursworked,work-lifeinterferencehasnotdeclined.AustralianGDPhascontinuedtherelativelyrobustgrowthofthepastdecade.However,therehasbeenaredistributionofGDPfromwagestoprofits,withtheprofitshareofGDPnowatarecordlevel,inpartreflectingfallingunitlabourcostsandrisingemployeeproductivity.‘

Seven policy proposals have been formulated as a result of the information gathered in 2010:

• Employeesshouldhavemoresayoverworkingflexibly.Manyworkplacesarefarfromflexibleandmanyworkersareseekingmoreflexibility,includingthosewhoarenotparents.

• Effortsneedtobemadetopreventandreducelongworkinghours.Theburdenonworkingwomenneedstobereduced.

• Effortsneedtobemadetoredistributeunpaidworkandcare,andprovidemoreflexibilityinworkingconditions.

• Moresupportisrequiredforworkingfathers,includingmoreflexibilityatworkand‘father-specific’formsofleave.

• Workplacesneedtodevelopmoresupportiveculture,practice,managementandleadership,includingfirst-linesupervisionandworkplaceculturesthat‘walkthetalk’offlexibilityandworkloadmanagement.

• Holidaysmatter.Managingworkloadstoensureworkerstaketheirholidays,andincreasingleaveopportunities.

• Futureresearchtodevelopbettermetricstomonitoranddrivechangeoverall.

References

AWALIwww.unisa.edu.au/hawkeinstitute /cwl/projects/awali.asp

SafeworkSAwww.safework.sa.gov.au/worklifebalance /wlb_home.jsp

SAStrategicPlanwww.saplan.org.au/

National Professional Standards for Teachers The validation process

Following on from the article on National Professional Standards for Teachers in the August 2010 issue of EdU, a validation process for the standards is underway. Whether you agree with them or not, the standards are on the national agenda and are progressing quickly.

Thereisanexpectationthatthestandardswillbeadoptedbystatesandterritoriesinthenearfuture-asearlyas2011insome.Thisisaprocessthatwillshapethefutureprofessionallandscapeforeducators,andonewhich‘givespractisingteachersandprincipalsadirectsayindeterminingtheapplicabilityandusefulnessofthestandards’.

TeacherscanfindanexplanationofthevalidationprocessandaccesstoasurveyontheAustralianInstituteforTeachingandSchoolLeadership(AITSL)websiteatwww.aitsl.edu.au/ta/go

Unfortunately,noneoftheconcernsmentionedintheAugustarticlehavebeenplacatedtodateandthetemptationbyeducationadministratorstousethesestandardsasarewardorpunishmentsystemremains.

Thesurveywillaskteacherstorateeachdescriptorintermsof‘appropriateness’,‘preparedness’and‘developmentpriority’.Therewillalsobetheopportunitytopostcommentsonthestandards,perhapsfocusingonpossibleadaptations,orcommentsinrelationtohowastandardmightbeassessedinpractice.

Thevalidationperiodisopentoallfrom8Octoberto29October.AnIEUMattersflyeraboutthevalidationprocess,includingalinktotheAITSLwebsite,hasalsobeensentouttoschools.

Theon-linesurveyshouldtake30to45minutestocomplete,andisworththeeffortasthesestandardsmayhaveaconsiderableimpactonyourprofessionaldomaininthenearfuture.

EdU October 2010 IEU(SA) EdU October 2010 IEU(SA)8 9

Conference reportSafety in Your Hands Conference, Sydney

IEU officers Frank Bernardi and Anne Edwards, and members Brian Horan (St Francis de Sales) and Sue Bailey (Tyndale), recently attended the Safety in Your Hands Conference run by our IEU colleagues in NSW. The focus of the conference was best practice for working with students with special needs and challenging behaviours – a growing concern with the membership.

Ingeneralterms,thedayaddressedtheissuefromtwoperspectives:thefirstsoughttofamiliariseparticipantswiththerequirementsofOHS&Wlegislationineducationalsettings;theseconddealtwiththepracticalapplication,suchasmanagingstudentbehaviour,withanemphasisonnon-violentinterventionandhowandwhentousephysicalrestraint.

Despitethe4amstarttogettoSydneyandtheverylatereturntoAdelaide,thefourattendeesclearlyfoundtheconferenceveryworthwhile.

Anne Edwards OrganiserIt is often said that there is a conflict between the right of all students to receive a good-quality education and the right of teachers and support staff to a safe work environment. Speaker Mary Gow, who has worked extensively in the Catholic sector and currently works in an OHS&W role, described a case in NSW which led to the education act in that state being amended.

TheNSWTeachersFederationprosecutedtheNSWDepartmentofEducationandTrainingforfailingtoensurethehealthofsafetyofteachersatDoverHeightsHighSchool.Inthiscase,asuspendedstudentwithahistoryofviolenceenteredtheschoolandthreatenedstudentsandteacherswithabutcher’sknife.Onegroupofstudentsandateacherwereforcedtoclimbtheschoolfenceandflee.Threeteacherssufferedpost-traumaticstressdisorderasaresult,andoneofthemneverworkedagain.

TheIndustrialRelationsCommissionfoundthattheDepartmentofEducationandTraininghadfailedtoadequatelyassesstherisksrelatedtothisstudent,failedtoinformteachersoftheserisks,andfailedtoimplementappropriatemeasurestoprotectsafety.TheeducationactinNSWhasthereforenowbeenamendedtofacilitatethesharingofinformationbetweenschools,wherepreviouslyprivacyissuesrestrictedthis.

Frank Bernardi OrganiserPresenter Kathy Gillespie certainly knows her onions. Presently the senior education officer (student support) with Catholic Education (Maitland – Newcastle), she has many years experience working with children with challenging behaviours, their families and their schools in a range of settings.

Allthisbecameevidentasshesteppedusthroughtheprocessofidentifyingwhatchallengingbehavioursareandhowbesttodealwiththem.Afterclearlystatingattheoutsetthatthereisnomagicbullet,Kathydescribedwhatbestpracticeisfromherexperiencewitheasilyrelatableexamplesandpragmaticresponses.

Movingfromordinaryschoolandclassroomsettingsrightthroughtocrisisbehaviourandphysicalrestraint,itwasrefreshingtohearrealandhonestexamplesofthetypesofbehavioursthatteachersandESOsfaceinschoolstoday.Regularnodsaroundtheroomindicatedthatallcouldrelatetothestoriestoldandallcouldappreciatethesuggestedapproaches.Theycertainlymadeonereflectontheircurrentpracticeandofferedsomeveryconstructiveideas.

Apersonalhighlightformewasthe‘layingout’ofariskassessmentdoneforaspecialneedsstudentpriortoacamp.Thebreakdownofeachday’sactivitiesandwhatwouldneedtobedonetocaterforthatindividualwasmostinformative.Indeed,specialneedsstudentsareakeyfactorintheintensificationofworkloadforteachersandESOs.Thisdayhelpedcrystallizethatbutofferedasenseofhopeinthesensethatwearenotaloneandthesystemisrequiredtosupportus.

Brian HoranIEU rep, St Francis de Sales CollegeI was particularly interested in what speaker Mary Gow had to say about intellectually and behaviourally challenged students, largely due to my own recent experiences.

Onthesurface,theCatholicschoolpolicyofinclusivitywhenacceptingenrolmentsgelswellwithCatholicphilosophy,butitdoespresentconsiderablechallengesforthoseatthecoalface.Integratingintellectuallyandbehaviourallychallengedstudentsintomainstreamschoolsputsgreaterpressureonteachersandtheirresources.Sowhilstschoolmanagementcanacceptallstudents,dotheymakesuretheschoolisadequatelypreparedtomeettheresultingchallenges?

Itisincumbentupontheemployertoprovideadequateemergencyproceduresforhandlingextremebehaviour,withadequateinformationtoproperlyandsafelymanageinappropriatebehaviour,andtodealwithrisksassociatedwithparticularstudents.Inarecentexampleatmyownschool,themanagementwithheldinformationaboutadifficultstudentinordertoprotectthestudent’sconfidentiality.ThisseemsludicrouswhenyouconsiderthatteachersandESOsdealwithallmannerofconfidentialinformationonadailybasis.

AsMaryGowexplained,itisthedutyoftheemployertosharewithstaffinformationthatisrelevanttopotentialstudent-relatedhazards,andtoconsultstaffintheresolutionofOHSissues.

Maryalsospokeabouttheneedforinformationtobesharedbetweenschoolsandschoolsystems.TheCatholicsysteminNSW,shesaid,waitsfartoolongtoseekoutsideinterventionwhendealingwithstudentswhodisplaydifficultbehaviour,whenearlyidentificationandinterventioncanbecritical.TherearecertainlygreatparallelswithhowsuchsituationsarehandledattheschoolIcurrentlyworkin.Thecostofemployingoutsideprofessionalhelpmaybehigh,butprobablynomoresothanthecostincurredbyassigningESOsandreliefteacherstodealwiththefalloutofdifficultbehaviour.

Surelytheseresourcescouldbebetterutilisedelsewhereandtheearlyinterventionofprofessionalservicessought.Fee-payingparentswouldnotbeatallimpressediftheyweretoseetheallocationofmoneytowardsindividualstudentsinthesedifficultfinancialtimes.

Weasasystemneedtolookathowothershavedealtwiththeseproblemsinthepastandhopefullywecanworkatgettingitrightinthefutureforthestudentsandourfellowemployees.

IwouldliketothanktheIEUforgivingmetheopportunitytogotothisconferenceandIhopethatwhatIexperiencedtherewillhelpmycolleaguesandIasweworkwithallthestudentswecomeacross.

Sue BaileyIEU rep, Tyndale CollegeAlthough the alarm clock woke me at 3.30 am, I was really looking forward to the day. Everything had been well organised by Frank and Anne – all I had to do was turn up. As I chatted to Brian on the plane, we shared some of our diverse experiences working with students with special needs.

PresenterMaryGowhadawealthofknowledgeandcompassiontoshare.Sheshowedwhydocumentationisvital–itisnotjustmorepaperwork!Notonlyisitrequiredforlegalreasons,butithelpsenablethesafetyandwellbeingofall.Legislationhasbeenputintoplaceforareasonandisessentialforgoodfoundationsandtoenablebestpractice.

KathyGillespiewasaninspiration,anamazingwomanwitharealheartforthestudentssheworkswith.Icameawaywithsomegreatstrategiesandresources,whichIcanhopefullyuseandsharewithothers.

Icouldidentifysowellwithstafffromotherschools:sameissues,justdifferentnames.Asindividualssharedtheirsituations,itbroughttomindmanystudentsatmyownschool.

EverythingIheardthatdayreinforcedthateveryone-teachers,ESOsandunionstaff-ispassionateabouttheirrole.Weultimatelyallwantthesameoutcome:thebestforstudents,parentsandstaff.Whatwedoeachdaycanbeexhaustingandfrustrating,butwecanmakeadifference.Isn’tthatwhywedowhatwedo?

Left: Presenters Mary Gow and Kathy Gillespie. Below: Brian Horan, Sue Bailey, Anne Edwards, Frank Bernardi.

EdU October 2010 IEU(SA) EdU October 2010 IEU(SA) 11

IndustrialAgreement-making in the current IR environment

Why join the union?

Glen SeidelSecretary

Veena Gollan Indigenous Education Officer, Catholic Education SA

As of 1 January 2010, new federal agreements

• needtousethemodernawardsinsteadofoldstateawards(NAPSAs)forthe‘fairness’test(nowcalledtheBOOT-BetterOffOverallTest),and

• cannolongerbeabletobeavariationorextensionofanoldpreservedstateagreement(PSA).

Therequirementsaretobefoundinpart2to4oftheFair Work Act 2009andaresummarisedinaguideproducedbyFairWorkAustraliacalledMakinganenterpriseagreement,whichcanbedownloadedfromtheFairWorkAustraliawebsite(www.fwa.gov.au).

EA content

ThecontentofanEA• mustcomprisematterspertainingtotheemployer-

employeerelationship

• mustnotprovidealternatemechanismsforunfairdismissals,industrialactionorrightofentry

• mustnotbeunlawful,objectionableordiscriminatory,and

• mayprovideforunion-friendlyclauses,whicharenolonger‘prohibitedcontent’astheywereunderWorkchoices.

Mandatory terms

Agreementsmustcontaintermsrelatingtothefollowingtopics,butthe‘model’clausesprovidedintheActarenotmandatory.

• Disputeresolution:Themodelclause(Schedule6.1)incorporatesafinalarbitration,butsubjectmatterfordisputeisrestrictedtoEAorNationalEmploymentStandards(NES)matters.Thisshouldbebroadenedtoincludethebroaderconceptofindustrialmatters.

• Individualflexibilityclause:Themodelclause(Schedule2.2)isacceptableifitincludessalarysacrifice.

• Consultationclause:Themodelclause(Schedule2.3)doesnotincludenotifyingtheunion.TheIEUrecommendsincludingTeachersNGSAwardclause3.1instead.

• Theexpirydateshouldbeuptofouryearsfromapproval.

• Acoveragetermdescribingemployeescoveredshouldalsobeincluded.

Steps in agreement-making

1. Agreementbetweenemployerandemployeestostartbargainingorordersmadethatbargainingshouldcommence.

2. Employerissuesnoticeofrepresentationalrightswithin14daysofdecisiontostartnegotiating(FWARegulations2.05).

3. Bargainingrepresentativesnominated.Unionmemberswillbedeemedtoberepresentedbytheirunionandshouldnotnominateanyoneelseunlesstheyarerejectingunionrepresentation.Othersmayrepresentthemselves,beunrepresentedorappointanotherpersoninwritingtoemployer.Thereisnorequirementformemberstoidentifythemselves.

4. Negotiationsmustprogressin‘goodfaith’,whichinvolvesmatterssuchasrecognisingrepresentatives,meetingatconvenienttimes,sharinginformation,givingreasonsforresponses,givingseriousconsiderationtoproposals,andnotactingcapriciously.

5. DifficultiesinbargainingcanberesolvedthroughFWAorderssuchas

a. majoritysupportdeclarationsiftheemployerrefusestobargainforanagreement

b. scopeorderstodeterminewhoshouldbecovered

c. bargainingordersifgood-faithbargainingisnotbeingcompliedwith,orifbargainingisineffective,and

d. protectedindustrialactionorderstopermitindustrialaction.

6. Whennegotiationshavebeencompletedandtheproposeddocumenthasbeencheckedforrequiredcontentetcetera,thefulldocumentissuppliedtoallemployeesforanaccessperiodofatleastsevendays.Themethodofvotingshouldbeprovidedatthestartofaccessperiod.

7. Votingmustoccurinanappropriatemannertoensuremaximumparticipation(includingstaffonleaveandpart-timers)andgenuineconsent.Novotingcantakeplaceuntilafter21cleardayssincerepresentationalnoticeshavebeenissued.

8. Ifagreementisagreed,itmustbesignedanddatedbybargainingrepresentatives.Nowitnessesarerequired,butaddressandrelationshipofsignatoriesare.AgreementshouldbelodgedwithFWAwithin14daysofsuccessfulvoteusingformsavailablefromFWAwebsite(www.fwa.gov.au):

a. Form16:Applicationformiscompletedbyoneofthebargainingagents(usuallytheemployer)

b. Form17:Employercompletesdeclarationinsupporttoapprovalincludingquestionsaboutcompliancewithmandatoryaspects,and

c. Form18:Employeescompletedeclarationinsupportofapproval.

9. TheunioncanapplytobecoveredbytheagreementwithinsevendaysoflodgmentbyusingForm22.

10.AgreementsareeffectivesevendaysafterapprovalbyFWA.

IEUorganiserswillundernormalcircumstancesbeatthenegotiatingtablewithateamofmembersandprovidethetechnicalandstrategicadvice,researchandnegotiatingsupport.Non-memberswillneedtofendforthemselves.TheIEUonlytakesinstructionsfromitsmembership.

I recently became the union rep for the Indigenous education officers in Catholic Education SA. Liaising with the union has helped to ensure fair and equitable outcomes in our claim for the change of title from workers to officers and, more recently, our camp allowance payment.

Ihaveseenmanychangesineducationwhichwouldnothaveoccurredwithouttheimportantroleoftheunion.Throughmydealingswithotherrepsandhearingtheirstories,Icanonlyencouragepeopletojointheuniontogainthefullbenefitsthatmembershiphastooffer.

IamaproudAboriginalwomanoftheNgarrindjeri,Kaurna,andBoandikpeoplesofSouthAustralia.IcamefromasmallAboriginalcommunitycalledPointMcLeay,whichislocatedontheshoresofLakeAlexandrinaneartheMurraymouthandnowknownbyitsNgarrindjerinameofRaukkan,whichmeans‘ancientmeetingplace’.Fromalargefamilyof,originally,thirteen,myfirstschoolingstartedatPointMcLeayAboriginalSchool,whichwasbuiltin1860andisfeaturedonthe$50note.Thereareasmallnumberofchildrenfromthecommunitystillattendingtheschooltoday.

MyexperienceofschoolinthosedayswasverydifferenttowhatmostIndigenouschildrenexperiencetoday.TherewerenoIndigenousteachersandESOstosupportstudents

whowerehavingdifficultieswiththeirlearning.Atthattimeteachershadverylittleknowledge,trainingorunderstandingofIndigenouspeoples’culturesorhistory.AsayoungAboriginalstudent,Ididnotseemyselfreflectedinthecurriculumtaughtbytheteacher.Ithoughttheyweretalkingaboutpeoplefromanothercountry.TeacherstodayareprovidedwithculturallyappropriateprofessionaldevelopmentopportunitiestoassistthemintheteachingofIndigenousstudiesandperspectivestoallstudentsintheirschools.

Leavingschoolatyearten,Iwentouttoseekemployment.Ihadmanyjobs;somenotsogoodandothersthatwereokay.Myworkingcareerineducationbeganin1989withtheDepartmentofChildren’sServicesasanAboriginaleducationworkerbasedinthenorthernmetropolitanschoolsandregionaloffices.In1993,IwentontoworkfortheCatholicEducationOffice1993withtheAboriginalStudiesteam,nowknownastheIndigenousEducationTeam.

Ihavebeenprivilegedtoworkinanareaofemploymentthathasgivenmemanyrewardsandchallenges.Iwasabletocompletemyyeartwelveasamature-agestudentandundertakeotherprofessionaldevelopment.Thishasgivenmetheconfidence,skillsandabilitytosuccessfullyplayapivotalroleinthesupportofschoolleadersandteacherstoprovideassistancetoIndigenousstudentsandtheirfamiliesinCatholicschools.

10

World Teachers’ DayFriday 29 October is World Teachers’ Day, when we recognise teachers’ vital role in educating our children.

TheIndependentEducationUnioncommendstheworkofallteachersandeducationsupportstaffinSouthAustraliannon-governmentschoolsandthanksitsmembersfortheircommitmenttotheirprofessionandeachother.

EdU October 2010 IEU(SA) EdU October 2010 IEU(SA)12 13

LM Training Specialists in Adelaide assist newly arrived migrants and refugees to improve their English through the Adult Migrant English Program (AMEP), which is funded by the Department of Immigration and Citizenship. The program provides migrants and refugees with access up to 510 hours of English language tuition and introduces them to Australian society, culture and the workplace.

LMTrainingwasalsoinvolvedintheplanningandrunningofFashion,MusicandDanceintheMallaspartofRefugeeWeek,whichraisesawarenessandunderstandingofrefugeesandhighlightsthecontributiontheymaketoourcommunity.

Some facts about refugees in Australia

• Developingcountriesarehosttofourfifthsoftheworld’srefugees

• In2009,Australiareceived6,170asylumapplications,just1.6percentofthe377,160applicationsreceivedacross44industrialisednations.

Asylumapplicationsinindustrialisedcountriesin2009(UNHCR,July2010)

• ‘Thenotionthatthereisafloodofasylumseekersintorichercountriesisamyth.Despitewhatsomepopulistsclaim,ourdatashowsthatthenumbershaveremainedstable.’

- UNHighCommissionerforRefugeesAntonioGuterres,March2010

Anj Foley

Formorethan20years,Anjworkedinsecondaryschools,teachingforeignlanguagesandEnglishasasecondlanguagetooverseasstudentsstudyingtheinternationalbaccalaureate.WhilestudyinghergraduatediplomainTESOL(TeachersofEnglishtoSpeakersofOtherLanguages),Anjspentherteachingpracticumteachingadultmigrantswithalowlevelofliteracy.ShefoundtheexperienceveryrewardingandsoappliedforajobatLMTraining.

“TeachingatLMisexcitinganddynamic,”Anjsays.“Ihavethe‘world’inmyclassroom–afascinatingmixofculturesandexperiencesinthesameroom.Itisveryhumbling,inthatalltoooftenwearefacedwithstudentswhohavesufferedtortureandtraumaandwhoaredealingwith

enormousissues.Weteachpeoplewhohaveneverbeentoschooltoreadandwrite,anditisveryrewardingtofeelthatIcanmakeadifferencetopeople’slivesandhelpthemtogetwork.

“Themostdifficultthingisdealingwiththeworkload.Likeallteaching,theworkisinfinite!”

James McAnna

James’sroadtoLMwasverydifferent.Hisworkinglifewasspentinmanufacturing:fouryearsatKelvinatorandthen15yearsatMitsubishiMotorsasalineworker,inspectorandleadinghand.

“AfterIwasmaderedundantatMitsubishi,IhadtheluxuryofbeingabletopauseandreassesswhatIwascapableofdoingwithmylife.MyyearsasasportcoachcausedmetobelieveIhadsomeabilitytoteach,soIwentbacktouni.IenteredthegraduatecertificateinTESOLatFlindersandstartedvolunteeringatLM.AfterIcompletedthecourse,Iwasfortunateenoughtobeofferedafull-timepositionatLM.

“Itisimmenselysatisfyingtobestandinginfrontofaclassfullofpeoplewhoarebothprofoundlygratefulfortheopportunitytolearnandwhoareinspirationalintheirownrightwithregardstotheirfortitudeinthefaceoftheobstacleslifehasthrownatthem.

“Staffaredrawnherebytheircommitmenttointeractingwiththiscategoryofstudents.Thestaffatalllevelsworktogetherinasupportivemannerthatisverysatisfying.”

Arbitration is the final stage of a grievance resolution process that has progressed from the workplace to Fair Work Australia, and the final resolution of a dispute which has not occurred through informal discussions, mediation or conciliation.

Workchoicesenterpriseagreementsandextendedpreservedstateagreements(PSAs)couldnotincludeclausesrequiringarbitrationofdisputes.Employees(oremployers)onlyhadaccesstoarbitrationifbothpartiestothedisputeagreed.Ifbothpartieshavenotbeenabletoresolveanissueaftermediationandconciliation,thelikelihoodofthembeingwillingtoagreetoathirdpartyhearingthecaseandgivingdirectionsastothewayitwillbesettledareunlikely.

DuringnegotiationofnewagreementsundertheFair Work Act 2009,manyemployershaveresistedagreeingtoarbitrationasarightforeitherpartyasthefinalstageoftheirgrievanceprocesses,preferringinsteadtojusthaveconciliation.Theyhavestrenuouslydefendedthispositionwithassurancesthattheywouldbe‘reasonable’,‘fair’,‘just’.

Recently,adisputeataCatholiccollegewasreferredtoFairWorkAustraliaforconciliation.(Catholicschoolsarestillcoveredbytheir2006preservedstateagreement,whichonlyprovidesarbitrationbyagreement.)Theemployersstatedatthebeginningoftheconciliationconferencethattheywerenotgoingtoconsenttoarbitration.Thismeanttherewaslittleincentiveforthemtosettlethedisputebecausetherewasnowheretogoifconciliationwasunsuccessful.Astheydidnotagreewiththebasisofthedispute,theydidnotwanttomakeanycompromisesorconcessionstosettletheissue;nordidtheywanttobedirectedtosettlethedisputeinanyparticularwayasaresultofanarbitrateddecision.Thismeantthatthedisputewasnotsettledtoanyone’ssatisfactionandleftmanystafffeelingthattheemployerhadnotactedingoodfaith.

Thishighlightstheimportanceofhavingarbitrationasarightifrequestedbyeitherpartyinadispute.Withoutit,itislikelytomeannoresolutionifneitherpartyhasawilltosettle.

On Friday, 20 August, I had the pleasure of attending the 2010 IEU Women’s Conference in Sydney, along with around 100 members from around Australia, and even a few exchange teachers from Canada.

Thethemeforthisyear’sconferencewas‘celebratingdiversityandinclusion’,andthefirstkeynotespeakerwasMelinaMarchetta,authorandIEUmember.Melinahasdrawnextensivelyfromherethnicbackgroundinherwriting,andmostnotablyinhernovelLookingforAlibrandi,whichwaslatermadeintoasuccessfulfeaturefilm.

ThoughshehasfoundthatGenerationYisfarlessconcernedaboutbeinganglicised,sheismoreconcernedaboutthelargenumbersofyoungpeopleturningtosocialnetworkingforasenseofbelonging.

Ilaterattendedaworkshoponcareer-pathdevelopment,whichwaspresentedbyGeniHuntfromSydney’sCatholicEducationOffice.Thisworkshopturnedouttobeaninsightfullookatwhatwebringasteachersandsupportstafftoourschoolsbyremindingusthatleadershipisnotjustarolewemustbowto,asweallpractiseitinsomeformoranother,asweworktogetherwithstudentsandparents.

TherewerealsodisplaysfromtheEdmundRiceCentrepromotingfairtradeandwithlotsofsamplestotry.IwasparticularlyimpressedwithanotherdisplaycalledTheYarn,whoseLet’sHaveaYarnwithYarnprogramencourageschildrentosharetheirviews,knowledgeandexperienceswithothersthroughTheYarningCircle.CapturingtheethosofAboriginalyarningcirclesandincorporatingwoolasamediumtoconnectthegroup,eachpersoncontributestheirownuniqueexperiencetocreateawebofknowledge.

Members@Work Arbitration counts

USA 47,900

France 41,981

UK 29,840

Sweden 24,194

Greece 15,928

Australia 6,174

Anne Edwards LM Training Specialists Adelaide

Louise Firrell Organiser/Educator

Conference reportIEU Women’s Conference, Sydney

Marion Ryan IEU rep, St Martin de Porres School

EdU October 2010 IEU(SA) EdU October 2010 IEU(SA)14 15

The IEU’s member education program includes courses and workshops for all members, as well as courses targeted at IEU reps, HSRs, and members of consultative committees. To register for courses, email register@ieusa.org.au or ring 8410 0122.

Allcoursesarescheduledfor9:15amto3:30pmattheIEU(SA)office,213CurrieStreet,Adelaide,unlessotherwiseindicated.

For IEU branch representatives

Ifyouhaven’tclaimedanyuniontrainingthisyear,youmaybeentitledtouniontrainingleavepaidforbyyourschool.CheckyourenterpriseagreementorcontacttheIEU.

Introductory representatives -Howtheunionworks-RoleofIEUreps-Organisingintheworkplace

Wednesday 29 September (schoolholidaycourse)

Monday 15 November

Workplace legislation - Industrialrelations- Understandingyouragreement- Workerscompensation- Occupationalhealthandsafety

Wednesday 6 October (schoolholidaycourse)

ESO/LSO representatives AcoursespecifictorepswhoareESOsorLSOscoveringyourrole,yourrightsandhowtobuildunionmembershipamongESOsandLSOs.

Thursday 3 November

Representing members and handling problems -Supportingmemberswithgrievances-Conflictresolution

Monday 22 November

2011 Annual IEU(SA) Reps and Delegates Conference

Monday 28 February EducationDevelopmentCentre,Hindmarsh

For members of consultative committees

AllmembersofconsultativecommitteesinCatholicandLutheranschoolsareentitledtoonepaidday’strainingtoparticipateinaconsultativecommitteecoursepresentedbytheIEU.

Consultative committee members – AdelaideThursday 18 November

Consultative committee member – Mount Gambier and district schoolsTo be advised

For ESO and LSO members

Process for reclassificationFriday 8 October (Schoolholidaycourse)

For all members

Workplace bullying workshops Haveyouexperiencedinappropriatebehaviouratwork?

Haveyouobservedinappropriatebehaviouratwork?

Findouthowyoucanregaincontrolwhenconfrontedwithbullyingbehaviouratwork.

Tuesday 21 September (4.30pm–5.30pm)

Thursday 30 September (10.30am–11.30am,schoolholidays)

Thursday 28 October (4.30pm–5.30pm)

Tuesday 23 November (4.30pm–5.30pm)

Safework Week

SafeWorkWeek2010isSouthAustralia’smajorannualoccupationalhealth,safetyandwelfareevent,offeringemployeesandemployerstheopportunitytoattendworkshopsonworkplacehealthandsafety.Aspartofthisweek,theIEUisofferingthreeafter-schoolworkshopsonhealthandsafetyissuesspecifictoourmembers.Thesewillcommenceat4.30pmandrunforaroundanhour.

Slips, trips and falls Slips,tripsandfallshavealwaysbeenamajorcauseofinjuriesinschools.Thisworkshopwilldiscusswhatschoolsneedtodotoreducetherisks.

Tuesday 26 October

Violence in schools Allformsofviolenceinschoolshaveadramaticimpactonthehealthofthoseexposedtothem.Thisworkshopwillconsiderpotentiallyviolentsituationsandhowtoensurethattheemployer’sobligationtoprovideasafeworkplaceismet.

Wednesday 27 October

Workplace bullying Despitelegislationandschoolpoliciesworkplacebullyingisstilloccurringinschools.Thisworkshoplooksatactionsanindividualcantaketoregaincontrolwhenconfrontedwithbullyingbehaviourandalsohowagroupofstaffcancollectivelysupportanindividual’sactionorplanagroupapproachtoneutraliseabully’sbehaviour.

Thursday 28 October

SA Unions Health and Safety Representatives Conference HandsupforHealthandSafety–TheactiveHSRconferenceFurtherinformationavailableatwww.saunions.org.au

Wednesday 27 October

TocheckoutothereventsonduringSafeworkWeek,gototheeventspageontheSafeworkSAwebsite:www.safework.sa.gov.au

Health and Safety Representative Training

TheIEUrecommendsSAUnionsforHSRtraining.SAUnionsisanapprovedSafeworkSAHSRtrainingprovider.AllcoursesareheldinAdelaideunlessotherwisespecified

Level 1 HSR courses September – December 2010. 20/9/10 – 24/9/1018/10/10 – 22/10/108/11/10 – 12/11/106/12/10 – 10/12/106/12/10 – 10/12/10(PortLincoln)

Level 2 HSR courses September – December 2010 27/9/10 – 1/10/1027/9/10 – 1/10/10(PortPirie)22/11/10 – 26/11/10

For information on how to enroll and course fees, go to www.saunions.org.au/hsrtraining

IEU member education program

EdU October 2010 IEU(SA) EdU October 2010 IEU(SA)

rateontheirproperstep.Thosewhodon’tagreetoattendcannotbecompelledto,especiallyastheawardclausetalksofpeoplebeingreasonablyrequiredtoattend.

WhenonelooksattheobjectivesoftheEA(clause9)andsee‘tomodelcommitmenttofamily’,‘employmentbestpractice’,‘ethos’,‘philosophy’,Ican’tseehowtointrudeonyourfamilycommitmentsonthatdaywouldbereasonable.

Iwouldarguethatitisyourchoiceastowhetheryouattend(paid)ordon’tattend(unpaid).SlaveryhasbeenoutlawedforsometimeandIdon’tbelievetheawardandEAareaback-doorwayofbringingitbackbyforcingpeopletoworkwhentheyarenotcontractedto.

IfthecontentofthePDiscriticaltoyourfunction,Iamsureotherarrangementscanbemadeforyoutocatchuponanotherworkday.Ifitisprettygenericstuff,Iwouldarguethatcatchingupisnotevennecessary.Therewillneverbe100percentattendanceatmeetingsetc.

Iwouldhavethoughtasimple‘Sorry,Ican’tattendTuesdaybecauseofmylongstandingbabysittingcommitment’wouldhavebeenenough.

Dorothy.

16 17

According to Dr Alicia Kawat’s onlineopinion, workplace psychopaths account for about three per cent of the workforce and are probably increasing as bad behaviour is rewarded. So is this the newest demon for employees? I fear so.

What do workplace psychopaths look like?

Onekeycriterionthatneedstobeincludedinanydescriptionofworkplace-psychopathbehaviourisalackselfknowledge.Inshort,andtoparaphrasetheBible,‘theyknownotwhattheydo’,butithurtsjustthesame.Thisdoesn’tmeanthattheyareignorantorunintelligent.Farfromit:theiractionsareoftenhighlyadaptive,self-servingandintelligent.Forthem,themeansarejustifiedbytheendsandthosemeansincludeisolation,humiliationandpsychologicaltortureof‘their’stafforcolleagues.

Ifyoucanansweryestoatleastfiveofthefollowingbehaviours,thenyou’vegotaworkplacepsychopathinyourmidst.

1. Lackofempathy,e.g.theyusetheirskillstoexploit,abuseandexertpowerwithoutaccommodatingpeople’ssituations.

2. Pathologicallying,e.gtheyhavenoproblemlyingcoolly,sometimeslookingliketheycan’tpersonallydistinguishbetweenfactandfiction.

3. Superficialcharm,e.g.theyareperfectlyabletousecharmtoconfuseandconvincetheiraudienceandarewelltrainedverbally.

4. Extremelymanipulativeandcunning.

5. Grandiosesenseofself,e.g.theyfeelentitledtocertainthingsas‘theirlegitimaterights’andcreatean‘us-versus-them’mentality.

6. Absolutelackofremorse,shameorguilt.

7. Shallow,oftennon-genuineemotions.

8. Dominatingbehaviour,e.g.theyexpectunconditionalcontrolandareveryharshintestingtheirdevotees,expectingthemtofeelguiltfortheirfailings.

9. Needforstimulation,e.g.theyliketestingpeople’sreactionstobizarrerulesandpunishments.Verbaloutburstsarenormal.

10.Poorbehaviouralcontrolandimpulsivenature,shownoconcernfortheirimpactonothers.

11.Failuretoacceptresponsibilityfortheirownactions.Morethanhappytoblameothers.

12.Lackofrealisticplanningandaparasiticlifestyle.Oftenmaketotallyunrealisticbusinessplansandobjectivesforotherstoachieve.

Know what to do to protect yourself

InhisbookWorking with Monsters,DrJohnClarkesaysitisimportanttounderstandworkplacepsychopaths’strategiesandbehavioursinordertoprotectyourself.Oneoftheirmainstrategiesistodivideandconquer.Theymanipulateabouthalfofthosetheyworkwith.Another20percentarebystandersand30percentareactivelycultivatedasallies.

Anotherstrategyissilenceandisolation.Thesilencewillbethelackofrealinformationortheinconsistencyoftheinformation.Theisolationwilllooklikejustachatwithyou,adding‘Don’tworryaboutbringingarepresentativeorsupportperson.’Whenyouturnup,thosethathavebeencultivatedwillbethereaswell.Theywillhavebeenadvisedofyourpoorperformanceandexamplesofhowyouareunderminingtheefficientandeffectiverunningoftheorganisationandofunderminingthemoraleofthestaff.Premeditatedassassination–completewithcheersquad.

Don’tallowthemtodivideandconquerandbeawareoftheinformationandexamplesofisolation.Communicatewitheachother.Talkaboutwhatyouhaveseen,heardandexperienced.Thepsychopathcan’tcontrolhowyouthink,theycan’tcontrolwhatyousay,andtheycan’tcontrolwhoyouspeaktoo.However,theywilltry,soaboveall,actcollectively.

Intheend,whenthepursuitofpowerbecomesthebottomline,ethicsseempalethings.Oraretheyreallysoeasilysacrificedonthealtarofego?SocialtheoristRichardSennettsaidinTheCorrosionofCharacterthat‘characterisexpressedbyloyaltyandmutualcommitmentorthroughthepursuitoflong-termgoals,orbythepracticeofdelayedgratificationforthesakeofafutureend...Characterconcernsthepersonaltraitswhichwevalueinourselvesandforwhichweseektobevaluedbyothers.’

Theworkplacepsychopathcannevershareintherespectofothersornaturallygiveesteem.Itmayseemoldfashioned,butthereisstilldignityinlabour;inputtinginahardday’sworkandfeelinggoodaboutit.Forwhateverreason,workplacepsychopathscutthemselvesofffromonesimpleaspectofwork:thefraternityandcollegialityofworkingtogether.

Theirinadequaciesmaybeareason,butundernocircumstancesshouldtheybeacceptedasanexcusefortheneedlesspaintheyinflict.

Workplace psychopaths How to recognise and deal with them

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

an interactive column

What’s your problem...?

DearDorothy,

Iamapart-timeteacherataCatholicschool.Wehavestaffdaysforthefirstthreedaysofweekeleven.Idon’tworkonTuesdaysandhaveapermanentcommitmenttobabysittingmygrandson,whoisfourteenmonthsold.Istheschoolabletoenforcemyattendanceonthisday?Iamperfectlyhappytocomeontheotherdays.IrealiseIwillgetpaidforextratimebutinthiscasethatisnottheprimaryobjective.

Anxious

Q.

TEACHERSRENEWAL OF REGISTRATION If your registration expires in January 2011 you must lodge an application to renew your registration by 31 DECEMBER 2010.

An application to renew your registration will be sent by post in mid October 2010. The onus is on you to renew your registration by the due date. Pleasecontact the Teachers Registration Board if you have not received an application to renew your registration by early November 2010.

Non receipt of an application to renew registration is not an excuse for allowing your registration to expire.

Change of address and/or name Remember to notify the Board in writing of any change of address and provide certified documentation if you have

changed your name.

PO Box 3649, Rundle Mall SA 5000 Tel: (08) 8226 8811 Email: renewal@trb.sa.edu.au Website: www.trb.sa.edu.au

Wendy EvansOrganiser, Workplace Health

DearAnxious,

EmployerssometimesjustlookatEAclause26.5inisolation.Thistalksof‘part-timeteacherswhoarerequiredtoattendcompulsoryprofessionaldevelopmentonadaytheydonotnormallywork’.However,thisclausedoesn’treplacetheawardclause4.3.3.

Awardclause4.3.3.3says,‘Apart-timeemployeecanreasonablybeexpectedtoparticipateinallschool-relatedactivitiesonthosedaysonwhichtheemployeenormallyworksattheschoolandsuchothertimesasarenegotiated.’

Iwouldsaythatiftheemployer‘requires’yourattendance,thisneedstobenegotiatedondaysyoudon’tnormallywork.ThePDmaybe‘compulsory’inthatallstaffpresentoravailableareexpectedtoattend,butthecompulsionhastobeadministeredwithreason.

Theremaybesomestaffnormallypresentonthedaywhoforonereasonoranotherarenotavailable.TheywillhavetomissthePD.Thosestaffwhoarenotnormallypresent,butagreetoattend,willbepaidatthe25percentcasual

A.

EdU October 2010 IEU(SA) EdU October 2010 IEU(SA)

Many schools have workplace bullying policies and procedures in place that recognise bullying as inappropriate behaviour. They generally include a strong statement that bullying will not be tolerated and provide guidelines on what constitutes bullying behaviour and a complaints procedure.

Intheeditedversionofherpaper,Teachers and Workplace Bullying,whichappearsintheApril2010editionofTeacher,DrJoanSquelchsaysthat‘whilepoliciesareanimportanttoolforriskmanagement...ontheirown[they]areseldomadequatetodealwithbullying;relyingonpeopletosimplyreadandcomplywithpoliciesisunlikelytoreduceorpreventbullying’.

Thosewhoarebulliescanalwaysexplaintheirbehaviourbyreferringitbackontothevictim(s):’it’sjustapersonalityclash’,he/shehasan‘attitudeproblem’,he/she‘istoosensitive’or‘isbeingparanoid’.Squelchclaimsthatitisalsoimportanttodistinguishbetweenmanagementstyleandbullyingbehaviour.‘It’seasytodismissnegativeandharmfulbehaviourasrobustorstrongmanagementratherthanbullyinganditcanbedifficultforsometorecognisethattherecanbeafinelinebetweenstrongmanagementandbullying.’

Inmanycases,bullyinggoesunreported.Despitepolicyguidelines,victimsareoftenunsureabouthowtoreportit,particularlyifthebullyisinapositionofpowerandauthority.Thereisoftenthefearthattheywillbefurthervictimisedandnothingwillbedonetoresolveit.Anotherproblemisthatpeoplefailtorecognisebullying,especiallythelessobviousandcovertforms.Forexample,thedripping-watertortureeffect,wherethebullyingissubtle,persistentandslowlybuildsovertime,barelynoticedorperhapsevenignoredbyotherstaffbutwithadevastatingoutcomeforthevictim.Whenthevictimraisestheissuewithworkcolleagues,theymaygetresponsessimilarto‘ignoreitanditwillgoaway’,or’Ithinkyou’reover-

This morning I picked a fight with my six-year-old, Chloe. I didn’t set out to fight, of course, but she was really pushing my buttons. Her claim that she had finished her writing homework was giving me some trouble, as her ‘story’ consisted of a single sentence. When I pointed out that she hadn’t actually written a story, she wailed “but we don’t have to, Mum!” After a brief tussle over the difference between best and quickest, I gave up and stormed out, muttering despairingly to her father, “She’s just like me. I always did the bare minimum at school.”

Ispentafewminutesingloomyreflection,rememberingtheendlessbattlesbetweenmyparentsandIthroughoutmychildhood.Thehousewasoftenfullofthewildbattlecrythatstillechoesaroundmyskull:“Youcandobetterthanthis!”

Suddenly,Istopped.ThesedaysIhaveaPhD,awonderfulfamily,workthatbothenthrallsandfulfilsme,andthefinestnetworkoffriendsIcouldwishfor.Itcouldbearguedthatdoingthebareminimumdidn’tactuallydomeaseriousdisservice.ItwasthenthatItooktheleapintofull-onheresy:coulditbethatthemantra‘alwaysdoyourbest’isactuallyreallybadadvice?Afterall,therearesomeareaswheremostpeoplewouldagreethatnearenoughisgoodenough.Fewofusbelievewemustdoourbesttolineuptherubbishinsidethebininneatrows.Aslongasitfits,whocares?

Longago,whenIwasasalesassistantatadepartmentstore,Iwascarefullywrappingaweddingpresentforaguestwhowasalreadylatetothewedding.Hedidn’twantmybestwrapping,hewanteditfast.Beingacontrolfreak,Ifounditincrediblydifficulttodoasloppyjob,andintheendhegrabbedthetapeinfrustration,slappedsomeontheotherendoftheparcelandleftatadeadrun.AlthoughIlovedtowrapthingsbeautifully,completewithhiddentape,thatwasonesituationwheremybestwasnotonlynotrequired,itwascompletelyoutofplace.

WhenIwasalectureratuniversity,teachingfirst-yearsthegloriesofcomputerscience,weusedtotalkaboutacertaintypeofstudent–usuallyscienceengineers–whowouldcalculatepreciselyhowmucheachpracsessionwas

worth,andhowmanymarkstheyneededtogettopassthesubject.Theywouldthendoexactlytherightamountofworktogettheirpass,andstop.Atthetimethiswasasourceofsomedespairamongthestaff,high-mindedacademicsthatwewere.Now,though,Iseethismoreasarational,intelligentstrategyforgettingthemostoutoflife,whichis,afterall,aboutmorethanperfectmarksandendlessstudy.

Realistically,it’sdoingthebareminimumsometimesthatallowsmetimetoplaywithmykids,tositdownandreadabookoccasionally,andtostopandsmelltheroses.YettherhetoricIthrowatChloeregularlyimpliesthatifshe’snotdoingherbest,she’snotdoingenough.

Obviously,wedon’twantChloetoproducesloppyworkallthetime,andwewanthertoachieveherfullpotential.ButnowIwonderwhetherbadgeringhertodoherbesteverytimeisactuallycounter-productive.Perhapswewoulddobetterencouraginghertodetermineforherselftherightlevelofeffortindifferentsituations.Clearlytherearesomesituationsthatdemandthebest,andsomewhereitiswasted.Thetrickliesinlearningtotellthedifference.

Justaspermanentperfectionisanimpossibledream,wecan’tgive100percent24/7.Physicallyandpsychologically,wesimplyhavetohavedowntime,lowperiods,timeswhenwedon’tgiveeverythingwe’vegot–otherwisewewinduprunningonempty.Iamstartingtosuspectthatoneofthemostimportantskillswecanteachourkidsishowtoprioritise;howtodecidewhenalittleslackingoffisfine,andwhentopulloutallthestops.

Aboveall,IneedtostoptellingChloethatshehastodoherbestallthetime,becauseeithershewillfailandfeelperpetuallyguilty,orshewillburnherselfouttrying.Eitherway,that’snotsomethingIwantformydaughter.It’sclearlytimetoretrainmyself.Itwon’tbeeasy,butthisisonetimewhenI’lldefinitelydomybest.

Copyright©LindaMcIver

mciverconsulting@gmail.com

VisitDrLindaMcIver’sblogatwww.lindamciver.wordpress.com

18 19

OHS ProjectWorkplace bullying: Taking action

Do your best

Gerry Conley OHS Project Officer

Dr Linda McIver

reacting’,plantingself-doubtinthemindofthevictimandlesseninganyinclinationtoreportthebehaviour.Abullycantargetoneindividualatatimewhilebeingcordialanddeferentialtootherstaff.Otherreasonsfornotreportingarethetimeneededtoproveacase,whichcouldhaveuncertainresults,and,inmanycases,alackofthebullyingtarget’sabilitytotakeaction.

Itisimportanttorecogniseasearlyaspossiblethatbullyingisoccurringandtocommunicatethatwhatishappeningisbullying.Somebehavioursareeasytoidentifyasunacceptable:

• repeatedlyshoutingatstaff• persistentcriticism,or• spontaneousragesovertrivialmatters

However,themoresubtle,covertactionsarelessobvious,butwhenrepeated,anddeliberate,arejustasunacceptable:

• beingrepeatedlytoldofffornotcompletingtasks• havingphonecallsandemailschecked• beingmonitoredrepeatedlyorwithoutwarning,or• beingexcluded,withoutexplanation,frommeetings

youpreviouslywouldhaveattended,

Therearearangeofstepsindividualscanusetocounterbullyingbehaviourandthefirstoftheseistoregaincontrolandthenplanforaction.Itisessentialthatavictimacknowledgesthattheyarenotatfault,thattheyarenotaloneandcannothandleitontheirown.TheIEUrepandhealthandsafetyrepcanassistinprovidingadviceandinformationneededtotakeaction.Bullyingtargetsshouldkeepadiaryofthebehaviour,includingthenumber,regularityandpatternofincidents,pluscopiesofanyemailsandmemos.Theyshouldalsobuildasupportnetworkatschool,athomeandwithclosefriends.Thesestepsarevitalwhenitcomestoactuallytakingactionandreportingthebehaviour.Recognisingandcommunicatingthatwhatwearedealingwithisbullying–thatis,namingit–haspower.

TheIEUhasdevelopedaone-hourworkshopfocussedondealingwithworkplacebullying.Itlooksattheactionsanindividualcantaketoregaincontrolwhenconfrontedwithbullyingbehaviourandalsohowagroupcancollectivelysupportanindividual’sactionorplanagroupapproachtoneutraliseaworkplacebully’sbehaviour.Ifyouareinterestedinparticipating,orwantmoreinformationontheworkshops,contactmeattheIEUoremailmeatgerryc@ieusa.org.au

EdU October 2010 IEU(SA) EdU October 2010 IEU(SA)

Althoughthefive-yearfiguresbearthescarsoftwoyearsofnegativereturns,theNGSdefaultfundstillachievedafirst-quartileratingwithafive-yearaveragereturnof4.75percentperannum.

Thetablebelowillustratesthepoint,contrastingNGSSuper’sresultsagainstitsmajorpeergroup.

Thosewhomissedoutonthesuccessoftheindustryfundstorypaidaheavyprice,andthelong-termresultstoldthetale.The10-yearreturnfortheNGSdiversifiedoptionwas5.45percentperannum,whilereturnsforequivalentretailfundinvestmentoptionslagged,demonstratingatleastinparttheeffectthathigherfeesandcommissionscanhaveonlong-termreturns.Forthe10-yearperiodto30June2010,theAMPBalancedGrowthFundreturned2.99percent,theBTBusSuper(WestpacBalancedGrowth)Fundreturned2.50percent,andtheMLCMKey–Horizon4BalancedPortfolioreturned3.11percent.The‘balanced’investmentoptionsfornot-for-profitindustryfundsgenerallyoutperformedtheirfor-profitretailfundcompetitorsoverthatperiod.

Theindependentratingagency,SuperRatings,hasrankedNGSSuperinthetop10Australiansuperannuationfundsfor2010basedoninvestmentreturns,feesandcharges,insurancecoverandcost,adviceandeducation,administrationandfundgovernance.Asthesmallestofthetop10funds,itwaspleasingtonotethatSuperRatingsconsideredNGSSupertobe,‘….wellbalancedacrossallkeyassessmentcriteriainarobust,secureandprovenriskframework.Thefundprovidesfeaturesthatshouldassist

20 21

Absolutely Super NGS default back to double digits

The last financial year saw investment returns improve after two hard years of negative returns for most investment options. With the GFC hopefully fading to a distant memory, markets recovered substantially during the first half of the financial year, but experienced a murky final quarter caused by the European sovereign debt crisis and high unemployment figures in America, which sparked fears of a double-dip recession.

NGSSuperwaspleasedtoadvisemembersthatitsdiversifiedoptionreturned10.03percentforthelastfinancialyear,whichcomparedfavourablytoareturnof9.79percentfortheSuperRatingsSR50balancedmedian:8.84percentforthedefaultinvestmentoptionfortheAustralianCatholicSuperandRetirementFundand8.24percentfortheAMPBalancedGrowthFund.*

Bernard O’Connor NGS Super

NGS Super diversified option returns versus industry median and peer group

As at 30 June 2010 1 Year 3yrs % p.a. 5yrs % p.a. 7yrs % p.a. 10yrs % p.a.

NGS Super Diversified * 10.03% -2.03% 4.75% 7.04% 5.45%

versusSuperRatings50Balancedmedian* 9.79 -3.52 3.45 6.21 4.51

Rank 23 6 5 10 5

Quartile 2 1 1 1 1

Peer group comparison

AustralianCatholicSuper&RetirementFund* 8.84 -4.14 3.28 N/Avail N/Avail

CombinedFund* 6.36 -4.92 2.46 5.36 4.28

CatholicSuperFund(Victoria)*

8.62 -2.98 4.92 7.21 5.38

LutheranSuper** 11.20 -5.20 3.50 N/Avail N/Avail

Statewide–Balanced* 4.65 -8.01 0.87 4.37 2.86

AMPCS-AMPBalancedGrowth* 8.24 -6.57 2.01 5.35 2.99

BTBusSuper-WestpacBalancedGrowth* 9.79 -4.26 1.60 4.07 2.50

MLCMKey-Horizon4-BalancedPortfolio* 11.24 -4.69 2.12 4.85 3.11

mostindividualstomeettheirretirementsavingsgoals.’Theirhighestratingof110(‘premiumperformerinthisarea’)wasawardedtoNGSforinvestment,insurance,adviceandeducationaswellasfundgovernance.FormoreinformationontheplatinumratingawardedtoNGSSuper,seetheSuperRatingswebsiteatwww.superratings.com.auorcheckouttheNGSwebsiteatwww.ngssuper.com.au

TheNGSInvestmentCommitteeusestheexpertiseofanin-houseinvestmentcounsel,investmentmanagerandassistantinvestmentofficertoassisttheminmakingprudent,risk-adjusteddecisionsontheinvestmentopportunitieswhichpresentthemselvesinthecurrentpost-GlobalFinancialCrisisclimate.Aswellasthein-houseexpertise,thecommitteeusesanexternalinvestmentmanager,JANA,toaddafurtherdimensionandassistindeterminingwhereinvestmentopportunitieslie.Thisstructurehasprovidedthenimblenessnecessaryforthecommitteetospotbargainsandtakeadvantageofthecurrentinvestmentclimate.TheNGSInvestmentCommitteeisconstantlyscrutinisingitsstrategicassetallocationmixandmakingmodificationswhereneededtocaptureextravalueforfundmembers.Theirphilosophyisoneof‘activeinvestment’whichseekstooutperformthemedianmarketreturninallareasofinvestment.

Itappearsthatamoodof‘tighteningthebelt’willbedominantinthedevelopedwesterneconomiesandmarketvolatilitywillcontinueovertheshortandmediumterm.Thechallengeforinvestmentprofessionalswillbetocaptureextravaluewherepossiblewhilemitigatinganypotentiallossesformembers.Australiaisclearlywell-placedtotakeadvantageoftheriseofAsianeconomiesinthisclimateasChinaandIndiamoveontothecentrestageofworldeconomies.

Data sources: *AllfiguresquotedtakenfromSuperRatingsIndices(asat

30June2010)

**ExtractedfromMercer’sSuperannuationFundPerformanceSurveyfor30June2010(IndustryFundsBalancedGrowth)

(Disclaimer: The information in this article is of a general nature only and does not take into consideration your objectives, financial situation or needs. Before making a financial decision, please assess the appropriateness of the information to your individual circumstances, read the Product Disclosure Statement for any product you may be thinking of acquiring and consider seeking independent advice from a licensed or appropriately authorised financial adviser. Past performance is not a reliable indicator of future performance.)

Theatre review Why Muriel Matters

Margaret Devichand

During the 2010 Cabaret Festival I had the opportunity to attend the opening performance of Why Muriel Matters, and was greatly rewarded for the effort of braving the bitter chill of a particularly cold winter’s evening.

TheopeningperformancewasheldintheAdelaideTownHallon13June.Exactly100yearstothedaybefore,MurielMattershadstoodonthatverystagetoaddressacrowdaboutheradventuresinEnglandwiththesuffragettemovementwhichsucceededinwinningtherighttovoteforEnglishwomen.Anaccomplishedelocutionistandperformer,shewouldhavemanagedtokeepheraudienceascontinuouslyentertained,amused,enthralledandinformedaswewereasincidentsinherlifewererecountedbytwotalentedfemaleperformers,TeresaDeGeneraandCarolYoung.

WrittenbySheilaDuncananddirectedbyCatherineCampbell,Muriel’sstorywaspresentedinfirst-person,raconteurialstyle,withthesecondperformer,adoptingtheroleofothers-maleandfemale-instrumentaltothedevelopmentofplotbydonningappropriatehatsandpersona,andalsoprovidingmusicalenhancementbothvocallyandonthepiano.

IwasstruckbyhoweffectivewasthistechniqueandhowappropriateconsideringMuriel’sownprofessionandmeansoflivelihoodwhileexploringtheMotherCountryasayoungcolonialfromAdelaide.Historicalbackgroundwasalludedtosufficiently,bothorallyand

musically,toprovideanunderstandingofthemuchgreaterworldpictureofthetimes.

Theonlyrealdisappointmentabouttheperformancewastheinabilitytofullyappreciatethevisualbackgroundcollatedfromvariousphotos,organisedandprojectedbyLisaPhilip-Harbutt.Thiswasduetothefactthatitwasprojectedontotheorganpipesbehindthestage-adisadvantagefaroutweighedbythesymbolismofstagingitthereonthatparticularevening.Followingperformanceswereinamuchmoreintimatesetting,allowingforfullviewingofthebackgroundvisuals.

TheDepartmentofEducationandChildren’sServiceswasapproachedaboutmakingtheperformanceavailabletoschools.ItisworthseriousconsiderationforupperprimaryandrightthroughaspartofthestudyofAustralianhistory,politicalstudies,women’sstudiesanddrama.

Ifyoucannotprocureanactualperformance,thinkseriouslyaboutobtainingacopyofthescripttouseasanintegralpartofthecurriculuminsomanyareasandlevels.Ihighlyrecommenditformanyandvariedreasonsandbelieveithasgreatpotentialasavaluableresourceinschools.Itlendsitselftobeingusedinmanyways,formanypurposes,providingeducationalstimulationandentertainmentatthesametime.

ForfurtherinformationonMurielMatters,visit www.murielmatterssociety.com.au

EdU October 2010 IEU(SA) EdU October 2010 IEU(SA)22 23

Weallknowthatbullyingandharassmentisaboutpower,aboutindividualsandgroupstakingadvantageoftheirplaceinthepeckingorder,withinaworkplace,classroomorschoolyard.Inaway,thereasonsforbullyingarenotimportant;whatreallymattersisthedisplayofpower,andhowit’sperceivedwithinthegroup.

WecanpickonsomeonebecausetheyareLebanese,becausetheywalkwithaclubfoot,becausethey’vegotrottenteeth,prayfivetimesaday,liveinaHousingTrustunitorhavethecrappiestjobintheoffice.Wecancallthesepeoplenames,‘takethepiss’(agreatAustraliantradition,butonlyiftheotherpartyiscomfortablewiththejoke),tripthemup,ignorethem,spreadrumoursaboutthem,excludethemfromgroupsorevenslandertheminchatrooms.

Therealityisthatbullyingdestroyslivesatmanylevels.In2008,AlexWildman,a14-year-oldLismoreschoolboy,tookhisownlifeinthegarageofhisfamilyhome.Hehadbeenteased,threatenedonlineandbashedatLismore’sKadinaHighSchoolandatIngleburnHighinSydney.PolicehadnotbeencalledwhenAlexwasassaultedatschoolthedaybeforehissuicide.DespiteAlex’sSydneyschoolknowinghehadbeenbullied,noonehadalertedhisnewschoolatLismoretotheproblem.Theinquestintohissuicidestated,‘Thefactthathehadbeenassaultedatleasttwicebydifferentstudents,hadbeenvictimisedbygangswhowaitedforhimattheschoolgates,andthathismotherhadspecificallyraisedthebullyingproblemonenrolment…wasapparentlyneverpassedontothosewhomighthavebeenabletolookmorecloselyintotheproblems…’

TheinquestfoundthatAlexhad‘slippedthroughthecracks’.Anti-bullyingpolicieswerefullofan‘over-abundanceofinformation’whichledtoconfusionamongteachersandpupils.PeterHamill,aSeniorCounselmakingsubmissionstotheinquest,stated,‘Anotherpartoftheproblemwastheextenttowhichthisinformationwasburiedinimpenetrablebureaucraticjargon.Therewerealsoexamplesofstraightforwardfailuresofthesystem,bothwithrespecttoAlex’scaseandmoregenerally.’

Pre-teenandyoungerteenageboys,withtheirpropensityforphysicalbehaviour,ofactingbeforetheythink,canbetheworstoffenders.Therecentstabbingdeathof12-year-oldElliottFletcherinaBrisbaneschooltoiletisacaseinfact.Althoughthefullstoryisyettocomeout,itseemstherewasahistoryofthreatsandintimidationbetweenElliottandhis13-year-oldassailant.Theolderboy,althoughprobablyonlytryingtointimidateElliott,optedforwhatheperceivedasthebestsolution.JohnToumbourou,apsychologistfromDeakinUniversity,co-authoredastudy

thatfoundthatoneinsixAustralianboyswereinsomewayinvolvedinviolentbehaviourduringhisstudyperiod.HesaidthattheQueenslandstabbingwas‘notunexpected’.

Girlshavetheirowntechniques.Traditionally,adolescentgirlshavereliedoncliques,thealphasandthebetas,andsomewherebelow,theleftovers.Territoryhasbeenmarkedbyfashion,makeup,whichboystheyhangaroundwith,whichshopstheyfrequent,whichmagazinestheyread.Whereasboyshaveresortedtofists,theweaponofchoiceforgirlshasbeenexclusion,rumour-spreading,put-downsand,finally,thegreatestadvanceinbullyingindecades,technology.

InJuly2009,a14-year-oldgirlfromsouthernVictoriawascyber-bulliedtodeath.Justhoursafterothergirlsthreatenedtorevealsecretsaboutherovertheinternetshetookherownlife.Shewasthefourthsuicideinsixmonthsamongstudentsfromthesameschool.Thegirl’smother,KarenRae,toldaMelbourneradiostation,“Ilaidinbedwithherinmybedandwediscussed[themessage]foraboutanhourandsheleftmefairlyhappy.Icanguaranteeyouifshedidn’tgoontheinternetFridaynightshe’dbealivetoday.”

Chatrooms,socialnetworkingsites,evenmobilephonesandtextmessaging,havecomeasamixedblessing.Theinternet,withitsabilitytospreadinstantinformationtolargenumbersofpeople,hasbecomeyetanothertoolforbullies,alessobviousbutjustasinsidiousthreatasknivesandgunsbroughttoschool.Blackberries,iPodsandmobilephones,oftenbeyondthecomprehensionofmanytechnologicallychallengedparentsandteachers,areallowingthethreattogounderground.

Thistechnologyknowsnoborders,notimezonesandnoclass.InMay2009,twogirlswereexpelledfromSydney’seliteAschamSchoolaftercyber-bullyingmorethan30othergirlsonthesocialnetworkingwebsiteMySpace.Thepostsincludedinformationaboutothergirls’supposedpublicdrinking,drug-takingandsexualpromiscuity.Thepostsincludedstatementslike,‘Everyonethoughtshewas[a]sweetnicegirlwhowasnevermean.Sheactuallyisabitchandreallymeanaboutsomepeople.’

Themessageshadaninstanteffect,notjustatAscham,butatnearlyeveryprivateschoolinSydney’sinner-east.OneparentdescribedhowshehadbecomesuspiciouswhenstrangeboysstartedapproachingherdaughteratBondiJunction:“Shewasapproachedbyallsorts,”shesaid.“Fromboys’schoolstoeverywhereelse,andatapartyshewenttolastSaturdaynight…Iwouldsaytheeasternsuburbsschoolsareallawareofit.”

Usingtechnology,thesebullieswereabletoextendtheirreach,tomanipulateandtormentfromadistance,toamplifythedamageacrossneighbourhoodsandcities.Theywerepartofanewbreedofultra-alphabullies,notcontenttocreateapeckingorderwithintheschoolyard,butnowconfidentenoughtoenlistthousandsintheircrusade.

IntheFederalGovernment’srecentState of Australia’s Young Peoplereport,muchismadeofthegrowingthreatofcyber-bullying.InanaddresstotheNationalPressClubinAugust2009,KateEllis,MinisterforYouthandSport,statedthatthiswasascourgethegovernmentcan’tignore.“Theinsidiousnatureofcyber-bullyingmeansthatthesanctityofthefamilyhomeisnolongeraguaranteedsafeplaceforyoungpeopletofleetooncetheyescapetheschoolbullybecause,ofcourse,studentscannowbereached24hoursaday.”

Sheannounceda$3million-dollarpilotproject,involving150schoolsacrossthecountry,aimedatstampingoutcyber-bullying.OnlytimewilltellifthisinitiativeisjustacaseofmorebrochuresandTVads,moreradiointerviewsandtalks,orwhetherthereisindeedawayofpolicingtechnology.

Soareschoolsdoingenoughaboutbullying?OntheverydayAschamSchoollearntoftheirissueswithcyber-bullying,thetwogirlsinvolvedwereimmediatelysuspendedpendinganinvestigation.Withindaysthegirlshadbeenaskedtoleavetheschool.Aschamimmediatelyofferedtheothergirlscounselling.Oneparentsaid,“They’vedoneitverywell;theydidn’trushorpanic…mostofthemarehappywiththewaytheschool’shandledit.”

Theperceptionbymanyparents,though,isthatschoolsarenotpro-activeenoughindealingwithbullies.Talkswithteachersandprincipals,‘timeout’andevensuspensionsarenotenoughtostopmuchofthisbehaviourlearnt,unfortunately,fromparents,sportsmenandacelebrityculturethatworshipsthewinner,evictingloserswhocan’tmakethegrade.Thethrillofbeing‘topdog’isjusttooirresistibletomanykidswhohavenoidea,orjustdon’tcareabout,thedamagethey’redoing.

Schoolscan’tactaloneinstoppingbullying.Themessagehastocomefromthetop:politicians,sportspeople,culturalrolemodels,parents;infact,anyonewhohasanythingtodowithkids.Weallhavetoagreethattherewillbezerotoleranceandswiftconsequencesforthistypeofbehaviour.

There’sstillanargumentthatalittlebitofroughandtumbleisgoodforakid,thatithelpsthembuildresilienceandfortitude.Forsome,thewholeequationisturnedonitsheadandit’stheseroughtimesthathelpsformtheircharacter,andsuccess.SingerBrianMcFaddenoncesaid,”IwasbulliedinschoolbecauseofmyweightandbecauseIusedtosinginbands.Itstartedtomakemeverysharp.Ihadone-lineanswerstoretaliate.Ialwayshaditinthebackofmymindthattheycansaywhattheywant,butI’llalwayshavethelastlaugh.”

Nomatterhowyoulookatit,itseemstheproblemisgettingworse.Nonumberofbrochuresorstern-warninglectureswillchangethisifit’sreallybecomingpartofourculture.Intheenditwillbeuptoallofustowatchourownattitudes,thewaywespeakandacttowardsthoseinourownclassrooms,school-yards,factoryfloorsandlivingrooms.

CMYK BLACK

SPOT WHITE

Quality products at competitive rates

Designed exclusively for education community

Generous benefits and limits

Members get the benefits, not shareholders

Teachers Health Fund provides quality health insurance to give you peace of mind

Visit www.teachershealth.com.au or call 1300 728 188

For health insurance that ticks all the right boxes it has to be Teachers Health Fund

Health insurance ...designed with you in mind

The cyber bully menace Why bullying demands a zero-tolerance approach

Stephen Orr

EdU October 2010 IEU(SA)24 25

I was initially taken aback some years ago, when an elderly Catholic unionist in Lithgow stated: “I learnt my practical Christianity through the union, for the union cared more for the poor and vulnerable than many Church organisations.”

Andtherewastruthinwhathesaid,forinitiallyunionssawthemselvesasprotectingthepoorandvulnerableworkers,thoseseekingwork,immigrantsandthosesufferingbecauseofwaranddisorderintheirowncountries.Becauseworkers’rights,likeallrights,arebasedonthenatureofthehumanpersonandonhistranscendentdignity,theCatholicChurchwasneverreticenttolisttheserightsinthehopetheywouldberecognisedinjuridicalsystems.

Insodoing,theChurchrecognisedthefundamentalroleplayedbylabourunionswhich“grewupfromthestruggleoftheworkers–workersingeneralbutespeciallytheindustrialworkers–toprotecttheirjustrightsvis-a-vistheentrepreneursandtheownersofthemeansofproduction.”(LaboremExercens,20)

Inherteaching,theChurchinsiststhatunionsarenotareflectionofthe‘class’structureofsociety,butshouldbepromotersofthestruggleforsocialjustice,fortherightsofworkers.

Inaddition,unionsmustactasrepresentativesworkingfor‘theproperarrangementofeconomiclifeandofeducatingthesocialconsciencesofworkerssothattheywillfeelthattheyhaveanactiveroleinthewholetaskofeconomicandsocialdevelopmentandintheattainmentoftheuniversalcommongood.’(GaudiumetSpes,68)

TheChurchcontendsthatunionshaveadutytoexerciseinfluenceinthepoliticalarena,makingitsensitivetolabourproblemsanddemandingrespectforworkers’rights.However,unionsshouldnothavethecharacterof‘politicalparties’strugglingforpowerandtheyshouldnotbeforcedtosubmittothedecisionsofpoliticalpartiesnorbetoocloselylinkedtothemandusedasaninstrumentforotherpurposes.

Inviewoftheaforesaid,andlastmonth’sfederalelection,wemightwellputsomeofourmoreprominentunionsunderthemicroscope.Afterall,thegoalofallorganisedlabouristocontributetothecommongoodofallAustralians.

Nodoubtanysucheffortswouldbechallengedandquestioned.Butworkersareentitledtounionswhicharebeingtreatedfairly.Inturn,unionists’rightscanbeplacedatriskbecauseofalackoffreedomofspeechinassemblyorcoercionbyunionleaders.

Andtherearemanyissuestofightfor:somelegislatorsstillbelievethathealthcareisaprivilege,notahumanright;thattherighttolifeisanoption;thattherightsofthepooraresubjecttothechoiceoftherich.

Unionmembershipcanalsooffergreatopportunitiesforself-sacrifice,helpingpeople,likeJesus,tobea‘servantofall’,layingdownone’swishes,needsanddesiresforthesakeofothersisourmeasureforlivingtheGospel.

Theunionsmightwellhaveasecondlookattheplightofimmigrants;afterall,Australiawasbuiltonimmigrantlabour.AndtheystillcometoAustraliatoseekabetterlifefortheirfamilies;anddon’tunionshavearighttoaffirmtheirrighttowork?

Thatispreciselywhyweneedtheleadershipoforganisedlabour:forthepoorandthevulnerable;forthosewhoseektoorganiseinthenameofhumanrights;familieswhohavebeendeprivedofbothdignityandjustice.

InsomecitieseachyearthereisaLaborDayMass–somethingwecouldthinkabout.Itprovidestheopportunityformemberstoshowtheircommitmentalsototheirfaith,wheretheycancometojointogetheronthisdaytoshowthattheyparticipateinprojectswhicharegoodforthecommunity–notjustgoodfortheirjobs.

TheycantaketheopportunitytopraiseGodforgivingworkandaskforGod’shelpinfindingandkeepinggoodjobs.Theycouldpray,onthisoccasion,forunionmemberswhohavelosttheirlives,anopportunitytosaywehaven’tforgottenaboutthosewhohavefallenonthejob.

Kevin Manning is Emeritus Bishop of Parramatta. This article first appeared on CathBlog on 17 August 2010.

Unions, workers and the Church

Bishop Kevin Manning

Your total deposits with Members Equity Bank (ME Bank) up to $1 million are guaranteed under the Australian Government Financial Claims Scheme. This is general information only and you should consider if this product is appropriate for you. Terms and conditions available on request. Members Equity Bank Pty Ltd ABN 56 070 887 679. 146900/0310

Online Savings Account • Government guaranteed• Nohiddenbank feesorconditions• Nopenaltyfees forwithdrawals• Greatratesallthe time

‘Trustmybanktolookafterme’

Visitmebank.com.au/greatrate orcall1300 309 374

EdU October 2010 IEU(SA)26 27

Do you want the best-value insurance cover? We have it!

Research* has shown that on average NGS Super members are paying less than half for the same insurance cover than they would in a retail superannuation fund.

We encourage you to compare your existing insurance with NGS Super and start saving money which can be invested towards your future.

NGS Super has been awarded Money magazine’s Best of the Best award for “Best Value Insurance in Super” for 2009 and 2010.

Visit www.ngssuper.com.au for an online quote today.

This is general advice only and does not take into account your personal circumstances. Please read our Member Guide before making a financial decision. Non-Government Schools Superannuation Fund ABN 73 549 180 515

*Source: www.ngssuper.com.au/insurance

Free-market theorists have failed to take into account the unique character of the labour market in crafting their prescriptions for IR policy, a leading US labour economist has argued.

GeorgiaStateUniversityeconomicsprofessorBruceKaufmansetouteightflawsintheneo-classicaleconomicanalysisoflabourmarketsinhiskeynotespeechfortheinauguralIsaacIRSymposium.

Kaufmansaidtheideathatmoreopenandcompetitivelabourmarketsalwaysproducebettersocialoutcomes–aschampionedbyMiltonFriedmanandhisUniversityofChicagocolleagues–andhadbecomepartoftheeconomicmainstream.

Neo-classicaleconomics’prescriptionwasessentiallythat”youdon’twanttohavelabourunions,youdon’twanttohavesocialinsuranceprograms,youdon’twanttohaveminimumwagesetc.,becausethat’sinterferingwith[themarket].Basically,withinordinarycontractlawyouwanttohaveafreemarketsystemandpeoplewillworkitout,”hesaid.

KaufmanendorsedIsaac’sviewthat“thelabourmarketisdifferentfromothermarketsinthatlabourisnotacommoditytobeboughtandsoldsimplyasafactorofproduction…Thehumanelement...callsforhumanrightsandsocialconsiderations”.

Peoplewerenotcommoditiesthatcouldbemanipulatedliketheinputsintoamachine,withlevers–intheformofwages,workingconditionsanddismissal–pulledtoproducepredictableoutcomes.Forexample,orthodoxeconomictheorywouldsuggestthatduringtimesofunemployment,wagesshouldbeallowedtofalltotheextentnecessarytostimulatedemandforworkers.Butthisignoredthedamagecuttingemployees’wagescouldinflictonworkers’attitudesandmorale,producinganegativeeffectonproductivity,efficiency,timelinessandcustomerserviceanddrivingupunitlabourcosts.

“Youcutwagesandyouactuallyhavehighercoststhanwhenyoustarted,andcompaniestodaywhentheydownsizeexperiencethis,”hesaid.Kaufmanoutlinedeightprincipleshesaidshouldinformthedevelopmentofplausiblelabourmarkettheory:

• inmostcircumstances,individualemployeesbargainatadisadvantagetoemployers

• employersbyvirtueoftheirgreaterwealthandpowertendtobeabletousethepoliticalprocesstopursuelegislationintheirinterests

• payinghigherwages,toapoint,benefitsemployersbecauseemployeesaremoreloyal,energeticandproductive

• labourmarketsarehighlyimperfectbecauseofexternalities,labourimmobilityandotherissues

• marketsdonotprotecthumanrightsto‘life,libertyandthepursuitofhappiness’

• competitivelabourmarketscanunderminetrust,security,skill-buildingandproductivity

• wage-cuttingduringrecessionscanfurtherworseneconomicconditions,and

• applyingunadulteratedmarketprinciplestotheemploymentrelationshipgeneratesantagonismbetweenemployeesandemployers.

KaufmanconcludedthatafairandefficientIRsystemrequiredarrangementsallowingacombinationofcompetitionviamarketsandregulatoryarrangementsdirectedatachievingvaluablenon-marketobjectives.

“Weareindangeroflosingsightinthematerialistworldthatpeoplecomebeforethingsandparticularlyintheworkplacewehavetomaintainthisbalancebetweenprofitandefficiencyandhumanvalues,”hesaid.

8 flaws with free market forces

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 enquiries@ieusa.org.au

www.ieusa.org.au