Anglican Collective Agreement avoids unfair employer claims
The proposed new Anglican Collective Agreement has seen a raft of unfair employer claims avoided and a number of improved conditions for members thanks to the collective efforts of members in the sector. The proposed Agreement will go to employees for ballot next week (25 - 26 May, 2015).
Union member action was successful in forcing the employer to withdraw contentious issues such as the freezing of PAR allowances, a reduction in PAR release time, a requirement for professional development in an employee’s own time, the introduction of barriers to teacher pay step progression and lower wage increases to school officers and services staff.
Members are to be commended for their campaign and collective efforts in forcing the employer to move to an improved agreement.
The proposed agreement contains a number of significant positive changes to the future working conditions of Anglican school staff related to:
- Wage and salary increases.
- Employee career structures and recognition including annual progression for school officers and the development and implementation of a Lead Teacher position.
- Recognising the balance between work and family in terms of flexible work arrangements, paternity leave and Hours of Duty.
- Long Service Leave arrangements including the opportunity for employees to access a period of LSL at half pay for double the period of time.
- Workplace policies and procedures including professional development, employee counselling and discipline procedures and induction support for graduate teachers.
Members in Anglican schools should read their latest chapter briefing to ensure they make a fully informed decision at the ballot.