New Year: new wage offer needed
At the end of 2017 IEUA-QNT members made their concerns regarding wages and workload clear to Anglican school employers.
IEUA-QNT Assistant Secretary Brad Hayes said it is now imperative that employers act on members’ concerns and return to the negotiating table in 2018 with a plan to address the remaining wage and workload issues.
“Our member campaign and Chapter actions have already made a real difference; but there is more to do in order to establish an agreement that provides a better balance for all school staff,” Mr Hayes said.
Problems remain with employer proposals
State-wide Chapter meetings confirmed key employee concerns regarding the employer proposals.
These matters have again been conveyed to employers as members seek real solutions to these issues when negotiations resume in February.
1. Wage increase dates
The employer proposal to delay wage increases to 1 July would significantly reduce employee earnings and result in a period of 18 months without a wage increase to any staff.
2. Teacher salary disparity remains
While the employer offer to match the $101,000 benchmark at the top of the teacher scale is welcomed, other teacher classifications would remain up to $3500 behind.
3. Financial penalty and uncertainty for PARs
Members have strongly rejected the employer proposal to ‘freeze’ PAR allowances for 3.5 years along with any move to diminish PAR job security.
4. Workload concerns
In addition to any long-term review or employer hours of duty trials, members need immediate support to deal with workload pressures in Anglican schools.
Members confirm workload priorities
In response to an employer request for further details of the workload pressures in schools, members highlighted that following areas require urgent employer attention:
- Measures to address email response workload.
- Greater protection of teacher planning, preparation and correction time.
- Limits on the number of after school events in the same week.
- Directed online professional development to occur in paid time.
- Recognition of the work demands imposed on staff by new technology or employer initiatives.
Mr Hayes said the onus is now on the employers to commit to develop shared solutions to these problems.
“Member actions have already resulted in improved employer offers; however, there is clearly more work ahead to secure the final enhancements needed from employers to resolve a new agreement.
“Through our collective efforts we can achieve a better balance for Anglican school staff in 2018,” Mr Hayes said.
Visit www.betterbalance.org.au for more on the Better Balance: It’s about time! campaign.