Newsmonth: September, 2012

Newspaper of the NSW/ACT Independent Education Union (vol 32 #6) September 2012

newsmonthnewspaper of the nsw/act independent education union [vol 31 #7] november

Print Post: 225007/0002 – ISSN: 0728-4845

Life transformed P9

Gonski package excuse for teacher bashing P3

Women's Conference seeing the big picture

p12-13

NSW State MPs have no excuse for any lack of awareness of the pay inequity faced by early childhood teachers.

MPs are due to debate the issue in State Parliament on 15 November, in response to the Teachers are Teachers campaign petition.

Early childhood teachers joined IEU representatives at NSW Parliament House

recently to hand over the petition of more than 12,000 signatures calling for pay parity with school teachers.

Shadow Education Minister Carmel Tebbutt accepted the petition. “This issue deserves to be debated in the NSW Parliament and the O’Farrell Government should also release its report into NSW Government funding for early childhood education,” she said.

“This petition shows there is enormous concern in the community about this issue. Parents want to know that when they drop their child at preschool or a community long day care centre they are going to be provided with a stimulating, age appropriate educational program and teachers are critical to that.”

The petition calls for the Legislative Assembly to support pay parity for early

childhood teachers and to fund every community-based long day care service and preschool with an additional $20,000 per annum per teacher.

Early childhood teachers can earn up to 20% less than primary school teachers with the same qualifications.

IEU General Secretary John Quessy says the Union will make sure every MP is aware of the issue before the debate.

It’s crunch time

Education funding in NSW is in crisis with the announcement by the O’Farrell Government to slash the state education budget by $1.7billion over the next four years.

Catholic and independent schools can expect to lose $120 million in Sate Government funding during this period.

These cutbacks could have one or more of the following impacts:• job losses in teaching and support positions • reduction in curriculum and other support for classroom teachers, including services for children with special needs• less PD• larger class sizes• restricted subject choice at many high schools• increases in school fees• a range of programs and opportunities for students cancelled, and• the dismantling of TAFE could have dire consequences on schools’ ability to deliver the VET curriculum especially in rural and regional areas.

In addition to the immediate budget cuts, there will be a further flow-on impact as a consequence of the initial cuts.

State Government funding to our sector is based on 25% of the cost of educating a child in a government school and accounts for up to 20% of the income for Catholic and independent schools.

As the NSW Government expenditure on its own schools declines, the size of the pool on which the 25% is based also declines.

Commonwealth funding will also be affected. NSW education costs make up about 40% of the national Average Government School Recurrent Costs (AGSRC) on which Commonwealth funding to non-government schools is currently based.

The reduced funding for education in NSW will mean that all non-government schools will receive less Commonwealth funding than anticipated.

IEU General Secretary John Quessy is urging teachers, principals, support staff and all families with students in non-government schools to lobby Premier O’Farrell to overturn this attack.

Just last week, the Prime Minister, in announcing her Government’s support of David Gonski’s federal school funding review, urged the states and territorities to contribute their ‘fair share’ to make Gonski’s fundng recommendations a reality.

The Prime Minister vowed she would not be “held to ranson” by states not genuinely commited to reform and insisted there was to be “no sleight of hand, no fiddling of the books”.

Not only is the O’Farrell Government’s decision a ‘sleight of hand’, deliberately made with no consultation of those it will impact, it is a breach of trust for the thousands of NSW families who value choice in education.

The impact on Catholic and independent schools will be much greater than a freeze on funding for four years. Schools will take a decade to recover.

The IEU believes that education funding is worth fighting for and we expect Catholic and independent school employers to demonstrate their commitment to their schools and their staff by not giving up the fight to achieve better resourcing for schools.

The IEU will be meeting with other unions through Unions NSW, the state opposition and key groups to determine next steps.

Paul Keating said it first and said it best when he warned “Never stand between a state premier and a bucket of money.”

Visit the IEU website at www.ieu.asn.au for lobbying and campaign tools, including video footage to forward to your school community.

Union fights funding freeze

continued on page 11

2 newsmonth - Vol 32 #6 2012

www.ieu.asn.au on the ground

Gloria TaylorIEU Deputy Secretary

Carol MatthewsIEU Assistant Secretary

Teachers in over 50 Christian schools, members of Christian Schools Australia and Christian Education National, are currently meeting to consider a draft IEU pay and conditions claim. The current Teaching Staff Multi-Enterprise Agreement expires at the end of the year and the employers have indicated they wish to commence negotiations on a new agreement.

The Union has requested teachers to endorse our claim, including:

• pay rises of 3.5% per year over three years• re-introduction of 14 weeks paid maternity leave, in addition to government PPL payments, not just topping up the difference to 18 weeks paid leave including the government PPL payments • review of the promotions structures of Christian schools and the operation of the Band structure• increased protection for part-time teachers, in relation to variation of

teaching load and days of attendance, and an entitlement that the teacher may only be required to attend work on a number of days related to the teaching load, and• portability of benefits between CSA and CEN schools covered by the MEA.

Since the last negotiations in 2010 the Union has had an increase in membership in many schools.

However some teachers may not be aware of the value of Union membership and the IEU is urging members to discuss our claim with all teachers, whether IEU members or not and to encourage non-members to join.

The greater our membership the more effective we will be in the forthcoming negotiations.

Union reps and members are entitled under the Fair Work Act to discuss Union claims with other employees, including those who have not yet joined the Union, and should do so to ensure all teachers are fully informed of the issues in the negotiations.

Teachers in nine NSW Catholic independent schools, conducted by Edmund Rice Education Australia (EREA), will be voting shortly on a new Teachers Agreement containing pay rises of 3.5% per annum over three years.

The Union has been in negotiation with EREA since the beginning of the year for pay rises in excess of the interim pay rise of 2.5% that was paid from 1 January 2012.

Following strong support from members in all nine schools, the 2.5% was increased to an offer of 3% per annum, then 3.25% per annum and finally, when the Union applied to Fair Work Australia to take protected industrial action, to 3.5% per annum. There are no reductions

in entitlements and conditions covered by the Agreement.

It is hoped that the new Agreement will be put to a ballot for adoption in each school prior to the end of Term 3.

The IEU acknowledges the strong support of members in all EREA schools throughout the long negotiation process and thanks all members for their contribution to a successful resolution of issues.

The IEU will continue to monitor the process of applications for Senior Teacher 1 classification at each school covered by this Agreement.

Further IEU representatives will continue to be involved in discussion at individual schools on the review of co-curricular structures/remuneration where applicable.

Fifteen Catholic independent schools have refused to pass on pay rises agreed last year for teachers to support staff.

These schools reached agreements with the Union either late last year or in late 2010 (with the assistance of the AIS) providing for increases of at least 3.6% to teachers but have not yet agreed to provide the same increases for support staff.

The IEU is seeking pay increases for all support staff generally consistent with

the most recent outcomes reached in settlements for teachers.

Notwithstanding the Union’s claim, the schools continue to take the position that support staff are only entitled to a 2.5% pay rise in 2012 in line with NSW public sector increases (limited by legislation to 2.5%), although the same schools have not felt similarly constrained in relation to teacher pay rises.

The Union anticipates that there will be a similar outcome in 2013 of a pay rise

for support staff of 2.5% while teachers receive at least 3.6%.

The Union considers that there is no justification for the position of the employers. However it is clear that our advocacy has been unsuccessful and schools will only change their position if there is a concerted campaign by the employees directly affected.

The Union has therefore requested IEU Reps in the 15 affected Catholic independent schools to convene a

meeting before the end of Term 3 for school support staff (including grounds and maintenance staff) discuss the matter. All support staff, including those who have not yet joined the Union, are requested to endorse the Union’s claim.

It seems that schools are taking the good will of support staff for granted – it is time for staff to stand up and be counted on this issue.

Claim in Christian schools

Payrise offer unjust

Edmund Rice teachers to vote on pay rise

The NSW Government will impose a fee of $80 every five years for all paid employees in child-related work to have a Working With Children Check Clearance (WWCC). The clearance will be required for all applicants and volunteers (some exceptions will apply) for child related-work and will be issued by the Commission for Children and Young People (CCYP).

Each employee and volunteer will be subject to a criminal record check and the checking of the database for certain disciplinary findings. Clearances will be phased in for current employees over a five-year period. There will be no cost for volunteers.

The fee is part of the new system that was introduced in child protection legislation in June. The Union now awaits draft regulations that we understand are soon to be released. While there was no consultation about

the detail of the new Bill, we understand there will be a brief opportunity to respond to a Regulatory Impact Statement. Implementation of the new legislation has been delayed until late this year or early in 2013.

The IEU strongly objects to the imposition of the fee and we have written to the NSW Government and sought meetings with the relevant ministers. Teachers and other education staff have committed their working lives to the education and care of children. They also have significant responsibilities in relation to child protection legislation. It is an insult to now impose a clearance fee to work with children.

Those entering teaching must join the NSW Institute of Teachers and pay a fee of $100 per annum. Teachers in NSW will soon be exposed to two fees and multiple processes around approvals to teach and continue teaching. In contrast teachers in Queensland and Victoria have

different processes that do not require an additional fee if they are registered with the relevant teacher institute.

NSW CCYP legislation since 1998 has required a WWCC prior to appointment. Up until now there has been no cost for paid employees. The new fee and clearance process will impact in time on those who have already been cleared in earlier processes as well as on very long standing employees.

The Union advised members about other aspects of the legislation in the July Newsmonth. Under the new system an employee is either cleared or barred from employment. The intention of the legislation is to restrict CCYP reportable matters to only serious matters (sexual misconduct committed against or in the presence of a child, including grooming of a child and a serious physical assault of a child).

Being barred is catastrophic although an employee can appeal a bar to the

Administrative Decisions Tribunal in most cases. The IEU has some concerns about features of the system including the imposition of interim bars. We intend to further address these concerns during the up and coming consultation process.

The Union and other stakeholders are currently involved in similar discussions with the Office of Regulatory Services (ORS) in the ACT regarding concerns about the implementation of Working with Vulnerable People (WWVP) Act 2011 which will commence on 8 November. The Act applies to those working with children and vulnerable adults and imposes a fee of $71 and a three-year registration. The IEU is objecting to the fee which again is on top of the NSW Institute of Teachers fee of $100. There are also concerns about privacy and employer access.

We will keep you informed of developments as well as any ways you can assist.

Unfair fees for those working with children

newsmonth - Vol 32 #6 2012 3


John Quessy General Secretary

At long last the Federal Government has given some indication of its reaction to the recommendations of the Gonski review of school funding.

While we support some aspects of their response (see page 5), it is as predictable as it is disappointing.

There is no budget announced, absolutely no new commitment beyond ‘we will work with the States to implement this’ and it comes with a series of ill-detailed conditions, many of which are just plain offensive.

Today’s politicians are driven by focus groups and every word they utter is micromanaged so when they say, ‘we need to improve teacher quality and the performance of our schools’, the inference and the insult is quite deliberate.

The language suggests that they don’t trust teachers and have no respect for them or the work they do.

School funding, it is proposed, will be linked to school and teacher performance.

Schools will need to have and to publish on the My School website a school improvement plan.

There will be much higher standards for teachers, including much tougher entry requirements, and there will be more decisions taken at a local level.

Our leaders talk of greater school autonomy but they really want the very opposite.

What they intend is closer control, or else what is the end game behind the raft of Federal interventions?

Recently introduced or proposed are a national

curriculum, national testing, national teaching standards, a national accreditation system and a national teacher appraisal scheme administered to each teacher annually.

What is this obsession policy makers have for testing and measuring? You don’t fatten a pig by weighing it.

The Federal Education Minister, Peter Garrett said about Gonski money: “Any future extra investment in

schools will require a high degree of transparency and a clear focus on school improvement”.

I’m prepared to listen to someone tell me about low quality teachers and poor performing schools, but only after they have spent quite a few years teaching or working in schools.

Of course teachers are not perfect and schools are not perfect but nor are students or parents.

There is very little wrong with school education in this country

that better resourcing won’t fix. A little respect for the teachers and support staff

and the work they do might go a long way towards winning back the lost goodwill.

Those who work in schools want the issues associated with their work taken seriously, they want support in the job they do.

There is no place for the simplistic, populist proposals of the Federal Minister to make schools better by annual teacher assessment or the Shadow Minister’s (Christopher Pyne) cynical solution of sacking 1 in 6.

IEU Members in both Queensland and Victoria walked off the job last week.

In Queensland more than 3500 Catholic school employees took one-day strike action, demanding their employers provide them with respect and recognition of the expanding demands placed upon them.

Members gathered at mass meetings in Maryborough, Brisbane, Toowoomba, Townsville, Stanthorpe, Rockhampton, Warwick, Bundaberg, Mackay, Cairns, Ingham and the Sunshine Coast, sending a strong message to Catholic employers.

In Victoria about 4000 Catholic staff took action in conjunction with government school teachers.

THE IEU survey which highlighted the ‘deeply felt and widely held’ (Newsmonth August issue) concerns of New Scheme Teachers about the accreditation process has been handed over to the NSW Institute of Teachers.

The Union will meet with the Institute to discuss the frustrations expressed by teachers about the Institute’s accreditation process.

The survey, carried out by the Union in July, canvassed the views of almost 600 mainly New Scheme Teachers on their attitudes to and experience of the process.

The results were overwhelmingly negative, with 67% of respondents keen for improvements to the maintenance of accreditation report to avoid repetition and the “sense that it is meaningless” and 52% calling for improvements to the Institute’s website.

While there were positive remarks about the process, the free comments section of the survey was telling, with teachers unleashing a torrent of criticism, some of which was published in the previous issue of Newsmonth.

Institute gets the lowdown on teachers’ view

You can view the full survey results on the IEU’s website, www.ieu.asn.au.

Other survey results included:

58%want to reduce the time taken assembling

and annotating evidence

49%want the teacher account area of the Institute

website made easier to navigate

51%want improved access to registered

PD especially for casual, part time and rural teachers

53%want to ensure that mentors and supervisors get release time to assist teachers and do the

compliance paperwork, and

41%want more informed and considerate phone

support service from the Institute.

“A little respect for the teachers

and support staff and the work they

do might go a long way towards winning back the

lost goodwill.”

Gonski package an excuse for more teacher bashing

Strike action in other states



2012 IEU Race Day

Wednesday, 26th September, 2012

at Canterbury Park Racetrack

Contact Helen Gregory 9779 3200 on1800 467 943 toll free or email: [email protected] immediately to reserve your place. Confirmation and tickets will be forwarded only on receipt of payment. Credit card payments are accepted by telephone.

The cost of $65 per person includes:Admission, members’ stand tickets, race book, buffet luncheon and drinks (wine, champagne, soft drinks and beer) served during the lunch period (2.5 hours)

Buffet MenuHot and cold entrees, quality buffet meats, chicken, salads, bread and a choice of desserts and cakes with tea, coffee. Vegetarian options available

The NSW/ACT Independent Education Union invites members and friends to once again join us for our race day.

As is tradition, the entire seven-race program, including the IEU Cup, will be sponsored by affiliated organisations only.

Organise a group from your school, education facility or organisation. Group bookings are available for tables of 10 or more but any seating configuration can be arranged.

If you haven’t already been a part of the IEU race day, then you don’t know what you’re missing! It’s a great fun day for members with prizes for both men and women, including best dressed, best hats, best ties and shoes. Talk to your colleagues and arrange a table.

For quality teachers, add resources

If Prime Minister Julia Gillard wishes every child to reach his or her potential, including the ‘little boy who sits silently in the back row’ then a more considered and more resourced approach to teacher quality is needed, IEU Assistant Federal Secretary Christine Cooper says.

Independent Education Union members know what quality teaching is and what resources are needed to ensure its delivery.

Every day, more than 70,000 teachers, principals and support staff in Catholic and independent schools work hard to provide the highest standard of learning opportunities for their students from a wide range of backgrounds.

Yet, without additional resources for time, learning support, improved teacher development including teacher induction, teacher

mentoring and on-going professional development, top quality education is only being delivered by the grace of teachers’ efforts.

Sadly, it seems too easy for governments, opposition and authors of teacher performance frameworks to focus on the teacher’s performance, school development plans, rewards and punishments.

Quality teaching is about a process, not just about a person, the teacher. It is all elements of that process: teacher time, learning support and professional development and mentoring, which must be well resourced and well supported.

The IEU looks forward to further discussions with the Federal Government and other stakeholders to ensure that school funding is targeted at supporting those teachers and other educational professionals working in Catholic and independent schools.

IEU

"Respect for

teachers cup"



When History Teacher, Careers Counsellor and IEU Head Rep at Cranbrook David Berridge first started work at his school he admits that some narrow preconceptions meant the diversity of students and school life came as a pleasant surprise. He tells Newsmonth Journalist Tara de Boehmler how his roles continue to inspire.

“I used to work in the student recruitment office at the University of NSW and when I said I was about to start work as a Careers Counsellor at Cranbrook School, many said these students would just be going on to study law, medicine and commerce.

“I thought that if this was the case I might only be here a couple of years. But I’ve been here more than eight years now and what I really like is the fact that these students do everything and go everywhere.

“Yes, they do law, medicine and business. They also do engineering, arts,

drama, architecture and more. “Today I saw three students in my

capacity as Careers Counsellor, including an Indigenous student, a Thai national and an average local student. Cranbrook students also have a range of academic abilities, personalities and levels of dedication.

“It’s this kind of variety that keeps me motivated.” While Cranbrook School, in Bellevue Hill, has surpassed all expectations for David, he also sees his Careers Counsellor role as returning the favour.

“It’s about getting students to realise they don’t have to fulfill the stereotypes, or the demands of family and peer groups. This can take courage but at Cranbrook I think the boys realise they don’t have to be doctors, lawyers or businessmen if they don’t want to be.”

Also inspiring to David is his role as IEU Head Rep at Cranbrook, leading a team that includes two other Senior School Reps, one Junior School Rep and a Support Staff Rep. They meet regularly,

sometimes having breakfast together or lunchtime discussions.

“It’s a system that works well,” David says. “Our membership has increased in the past few years and members know they can approach any of us with issues and we’ll respond straight away.”

David says the school’s relationship with the IEU Reps is very good. As Head Rep David does the bulk of liaison with the Principal and his “policy and practice is to find resolutions to problems, promote open discussion and to not let issues fester”.

“We can usually deal with minor issues ourselves and if we have anything major we seek the advice of our IEU Organiser.”

David says their IEU Organiser has been a “great help”.

“Our Organiser is able to downplay the drama in a situation – to put things into perspective and provide a reality check.”

David says he sees the positive impact of a strong Union presence at the school everyday.

“It definitely makes the working environment a lot more collegial, safer and happier,” he says. “There is less grumbling about minor issues and we have had fairly quick and easy resolutions to major issues.

“In a less union friendly environment the process would have been slower and more acrimonious, but no one would want that.”

David says he has always been committed to Union values.

“It’s good to see a school like Cranbrook is approachable and I like the whole idea of collective bargaining and collective assurance in a workplace.

“Union membership means just because a manager doesn’t like you, they do not have the right to victimise you. I like that if a staff member thinks they are being singled out it can be addressed.

“It’s a good environment at Cranbrook and the benefits of IEU membership are just part of our working lives.”

No stereotypeRep Spotlight|David Berridge

“Our Organiser is able to downplay the drama in a situation – to put things into perspective and provide a reality check.”

The Independent Education Union welcomes the big pictures goals announced by Prime Minister Julia Gillard, with the emphasis on improving educational outcomes for all children IEU Assistant Federal Secretary Christine Cooper says.

The Gonski recommendations provide positive architecture for the non-government sector, which supports the needs of students from a wide range of backgrounds.

Catholic and independent school teachers and education professionals support the additional investments as they strive to meet the broad needs of their students.

While the Union has welcomed the Federal Government’s focus on school funding, we will continue to seek assurances that the funding will meet

the needs of Catholic and independent schools and those who work in them.

We will continue dialogue with the Government to ensure the model for the school resource standard, loadings and the annual indexation have integrity for Catholic and independent schools, so that students needs can be met now and into the future.

This is a major overhaul of school funding and it requires additional dollars from all stakeholders to be properly targeted and implemented using valid and reliable data.

This requires trialling and testing to ensure money is appropriately targeted.

The six years implementation timeline proposed is within the Gonski parameters is probably what’s needed.’’

Step in right direction, more work to be done



Equal pay day on 3 September marked the 65 extra days from the start of the financial year that women need to work to achieve the equivalent to male pay.

A number of IEU Organisers attended an equal pay day event at Unions NSW, which IEU Women in Education convener Pam Smith described as “a great success”.

Speakers included Jill Biddington on the Insecure Work Inquiry, Sarah Attfield from the NTEU on that Union’s ‘smart casuals’ campaign and Associate Professor Susan McGrath from Sydney University on gender pay research.

A range of unions, including the IEU, then provided ‘two minute talks’ on key gender issues within their sectors.

ECS Organiser Tina Smith told participants about the IEU’s Teachers Are Teachers campaign, which addresses the disparity between early childhood and school teachers’ pay.

IEU Organiser Ann-Maree McEwan says: “We heard from a number of

guest speakers about the pay gap and casualisation in varied sectors of employment.

“Equal pay is not a new issue and was first raised by women before any of us were born.

“A major cause is casualisation and insecure employment as 40% of employees are now employed as casuals.

“One suggested solution was to have equal conditions in agreements for casual employees.”

Equality and learningThe IEU was also well represented at

the recent Maitland-Newcastle Diocese Equal Employment Opportunity (EEO) women’s gathering, with three officers of the Union involved in providing professional development in the areas

of cyber safety, leadership, and conflict management.

While the EEO committee has hosted a women’s gathering for a number of years, a decision was made in 2012 to extend the gathering to include professional development opportunities.

EEO committee and IEU member Sue Hutchens attended the workshop

facilitated by Pam Smith.

“The workshop was an ideal opportunity to talk about issues that impact on women

who aspire to leadership positions. The case studies on principals and jobshare were really interesting and I found the resources from the workshop were relevant and up to date, ” Sue says.

“Being a teacher in the Manning area means that accessing PD can be difficult,

so I was pleased by the decision to add a professional development component to the evening. While I always enjoy the chance to catch up with women from other areas of the Diocese, the addition of the workshops made the journey even more worthwhile.”

IEU Professional Officer Amy Cotton presented the two-hour Institute registered Cyber Savvy course, attended by both new scheme and existing teachers, who are increasingly aware of the need to be well versed in this area.

The number of participants in the workshop on conflict management, delivered by IEU Officer Therese Fitzgibbon and Maitland-Newcastle Diocese Assistant Director Barbara Myors, is indicative of the fact that there is still more to be done in this difficult area.

“Equal pay is not a new issue and was first raised by women before

any of us were born.”

Equal pay still far awayLeft: The Maitland-Newcastle Diocese EEO women’s gathering.

In early August, the Federal Government’s review into the Fair Work Act was completed. Overall, the report found that the Act was working well and as it was intended to do, though it did recommend some changes around the edges.

The panel conducting the review, Professor Ron McCallum, Michael Moore, a former Federal Court judge, and economist Dr John Edwards, found that the Act was not responsible for low productivity, going against claims in some media.

However, they did suggest changes including a freeing up of flexibility agreements, access to arbitration for ‘greenfields’ agreements, aligning the time limits for general protections claims and unfair dismissal claims to 21 days, and a series of other changes.

Overall, both employers and unions were able to find things that they could agree with from the review, though whether any of the suggested changes ever make it into law remains open to question. Federal Workplace Relations Minister, Bill Shorten, has committed the Government to further consultation before any legislation is passed.

Of course, in 12 months or so there is a federal election due, and it’s just as likely that no legislation at all will be passed, given the contentiousness of any changes.

If current polling is any guide, there is strong chance of a change of government at the next election. There are still a few questions on just what an Abbott Government would do in regard to industrial relations, and Tony Abbott himself has stated that any changes

would be within Labor’s Fair Work framework.

One area that the Coalition has indicated that it would look at would be around unfair dismissal claims. The conservative side of politics has long opposed the various unfair dismissal laws, and currently they are considering a proposal that costs may be awarded against claimants in the event that the claim is unsuccessful. Such a move could effectively neuter the laws, as it would greatly discourage people from making claims, especially those in low-paid jobs.

The Union is currently bargaining for new agreements with several colleges. The most advanced of these is with Navitas English (formerly known as ACL). Navitas have recently put a salary proposal to the Union and at the time

of going to press, the Union was visiting the various centres to discuss this with staff. The parties have largely agreed many other parts of the agreement, such as a new classification system for non-teaching staff and clauses relating to distance learning teachers.

The other colleges that the Union has been in discussions with include UWS College (in concert with the NTEU and the CPSU) and UoW College (in collaboration with the NTEU), though these negotiations are still at the early stages. The IEU will soon commence negotiations with Insearch and with the EPIA group of colleges.

If you would like to know how the IEU can help negotiate an agreement at your college, contact the Union via [email protected].

Present Tense

ELICOS NewsKendall Warren

IEU Organiser



IEU Council meetings are a chance to bring together IEU representatives from branches right across NSW and the ACT. They see city, regional and rurally based members gather to share experiences, hear from the Union leadership, catch up with their organisers, feed into the decision-making role of the IEU and get to see how the organisation operates. August Council was no exception. In addition to almost 100 branch delegates, a number of observers attended. Newsmonth caught up with some new and familiar faces who had come from farther afield.

Judy Miller Lab Assistant and Cattle Team Coordinator Presbyterian Ladies College, Armidale

“At IEU Council meetings you find out first-hand what is happening throughout the State and you get more information. It means I can pass the information on to other staff at school. We find out how other areas operate and how different approaches could benefit our own branch. It’s an ideas exchange. Being a support staff member in a school, obviously we are in the minority, but that’s why it is so important to be a member – the Union gives you all the support and help you may need. Until you join, you don’t realise this. Being in the Union makes all the difference.”

Peter Nunn TeacherSt Laurence’s Primary School, Forbes

“I travelled here with my family be to an observer today and to see behind the scenes, after 10 years as an IEU member. It’s a fantastic event. I originally thought I was in the wrong place because I didn’t realise there were so many branches and that so many attended. I’ve been discussing Live Life Well at School, a NSW Department of Education and Communities

grant program that’s just been opened up to non-government schools. We’ll be establishing a Crunch and Sip program at school, re-establishing a kitchen garden and implementing a whole-school nutrition policy. It’s good to come to Council and get the word out about what’s available and what everyone’s doing. “

Louise DriscollRFF, Executive Release, Classroom Teacher and First Steps in Maths Lead TeacherSt Michael’s School, Deniliquin

“This is my first Council, though I attended an AGM 20 years ago. It’s all a bit up in the air at the Wilcannia-Forbes Diocese so it’s great to find out what’s going on out there and look at the Dioceses that some of my colleagues will end up in. All do things slightly differently due to their geography and the availability of staff. I’ve always felt so welcomed by the Union and it’s great that when I ring on someone’s behalf I know who is at the other end of the phone. This is where decisions are made and these are the people looking after members and their reps. Here, we get input into these decisions and we actively participated into today’s workshop.”

Chad KentwellTeacher Maitland Christian School

“This is my first Council meeting and I was invited by our IEU Organiser to come and talk to some people about our current agreement which is due to expire. She wanted me to meet with some of the officers who will be involved in the claim and to talk about what we would like to see in it. Council has been very good and very well organised. It’s a positive vibe and very professional. It’s encouraging to meet like-minded people and to meet reps from other schools. It reminds you that you are never alone.”

National Teaching Standards – NSW implementationNational Teaching Standards

will be phased in from 1 October this year. There will be no other change to current accreditation processes in NSW, IEU Education Issues Convener Sandra White writes.

Some transitional arrangements are necessary to cater for the different stages that teachers are at in their preparation and accreditation. Timelines and transitional arrangements can be found at: www.nswteachers.nsw.edu.au/Publications---Research/

To support the transition, the NSWIT plans to send all NSW accredited

teachers and principals a copy of the National Teaching Standards. Newsletters (called Accreditation Matters) explaining details of the changeover are available on the NSWIT website. A Powerpoint for school-based PD will also be provided on the Institute website.

Australian Curriculum – NSW implementation

The schedule for implementation of four subject areas of the Australian Curriculum in NSW has been released, commencing with a planning year in 2013. To read the joint memorandum with the full schedule go to the Board

of Studies website www.boardofstudies.nsw.edu.au/

The Union will write to school employers requesting information on professional development and teacher support for the work to be done in this significant curriculum change.

We will report on employer responses in the next edition of Newsmonth.

Great Teaching, Inspired Learning – NSW Ministerial Discussion Paper

While this discussion paper may smack of a political exercise to re-assert state authority over education, given ever increasing Federal Government incursions into the area, the IEU will

respond to the industry questions raised to ensure that Union policy supporting our members work is heard at the decision-making level.

Consultation with members is underway with a workshop held at NSW/ACT IEU Council in August, and discussion at the Education Issues Committee meeting on 4 September. Any member who would like to contribute thoughts or suggestions can email me at [email protected] by early October. The GTIL paper is available at www.schools.nsw.edu.au/news/greatteaching

August CouncilBehind the scenes

Clockwise from top: Judy Miller, Louise Driscoll, Peter

Nunn. Right: IEU Organiser

Therese Fitzgibbon

and Chad Kentwell

You Me Unity, a constitutional recognition of Aboriginal and Torres Strait Islander Peoples, has launched a secondary school resource, Recognising Aboriginal and Torres Strait Island people in the Constitution: School Learning Guide.

The guide has been designed to help teachers and students to understand the historical context and current discussions about the recognition of Aboriginal and Torres Strait Islander peoples in the Constitution.

See www.youmeunity.org.au/be-informned/diy-toolkit.



Labour Bites

Exporting a success storyGermany’s national employment

agency plans to help young people in ailing euro-zone states to secure vocational training and jobs in their own countries and in Germany. It plans to hold a conference with agencies from Greece, Spain, Italy, Portugal and eastern EU members in January to find areas for cooperation.

Germany has the lowest rate of youth unemployment at just 8%. The jobless rate among young people in ailing countries like Spain is as high as 50%. There is strong interest abroad in Germany’s dual system of vocational training through factory apprenticeships and in colleges.

They hope to be able to lay the foundation for closer cooperation at the conference, maybe by German companies offering their mix of school and on-the-job training abroad as well. (Source: Der Spiegel)

Youth revolution brewing Among the world’s major countries,

India, has the youngest population, and the oldest leaders. History shows us that generations with an exceptionally high youth ratio create political movements that shake up their systems and leave a profound impact on history. America’s baby boomers and more recently, the Arab Spring, provide evidence of a strong correlation between the ratio of the population under 25 and the urge to overthrow unresponsive governments.

There are some signs that the beginnings of India’s own youth revolt are stirring.

The India Against Corruption political movement unleashes youth disenchantment against the establishment, using new means of communication, like Twitter and Facebook, as its fuel.

The age and thought gap between the majority of India’s citizens and their ageing leaders is described by one writer: “The decision-makers in the Indian political class are still stuck

in the mental framework of the 1970s, which is when they were blooded in politics”. (Source: The New York Times)

Voters asked to end bargainingIn the Denver (Colorado) school

district of Douglas County voters may be asked to end the collective agreement with local teachers and permanently break other ties with the union. The last collective agreement expired in June and the two sides cannot reach agreement on issues such as salary, performance bonus and the school district’s desire to end the status of the union as the exclusive bargaining agent.

Among the referenda questions being considered for November elections are “Should the district be prohibited from engaging in collective bargaining with the union?” and should they “be prohibited from collecting union dues from employees…?” (Source: Denver Post)

The pockets of the richThe Bank of England’s money

printing program, intended to revive economic growth, has delivered a massive boost to the wealth of the most prosperous 10% of households in Britain, while delivering relatively scant returns for the poorest, a new analysis from the Bank indicated yesterday.

In its report on the effectiveness of its controversial quantitative easing (QE) program, the Bank said it successfully pushed up share prices and other asset values, delivering an overall boost to the net financial worth of UK households of around £600bn. The Bank said this worked out at an average benefit of around £10,000 per person.

However, due to uneven distribution of assets the wealthiest 10% of households would have benefited from QE more than 240 times as much as the poorest 10%. (Source: The Independent)

The IEU websites (www.ieu.asn.au) carries regular updates of local and international news with a trade union flavour. IEU General Secretary John QUESSY reproduces below some recent items.

Bullying, the introduction of national teaching standards on Aboriginal education and personal space were all hot topics at the IEU’s recent Aboriginal Education Worker (AEW) seminar.

The seven participants, who were joined by IEU Indigenous Liaison Officer Diat Callope and Organisers Jackie Groom and Marilyn Jervis, said it was important for AEWs to have a place of their own within schools.

Participants agreed that having somewhere private, with a distinct cultural feel, was an advantage when talking to parents and students.

“Parents might feel scared and intimidated coming into a school environment,” Diat said.

“Having a place that’s private encourages them to come in.”

One participant said she had decorated a room and it had become a place of respite for students, even some from a non-Indigenous background.

The space could become a resource hub for students and staff wanting to learn more about Aboriginality.

“It’s vital to build a relationship with the community and have a place to show cultural tradition and learning and to take pride in,” she said.

But AEWs could become the “go-to” people in schools expected to know “all the black stuff,” Diat said,

There was a danger that with the introduction of teaching standards

requiring every teacher to prove they had an understanding of and strategies to teach Aboriginal people, AEWs could become overburdened.

“We might be the only Aboriginal person in the school, so we get everything,” one participant said.

Being the only Aboriginal person in the school could also leave AEWs at risk of bullying.

Marilyn said anyone unsure who to turn to if they felt they were being bullied should ring their Union Organiser.

“It’s vital to build a relationship

with the community and have a place to show cultural tradition and

learning and to take pride in.”

A place of our own

IEU Indigenous Liaison Officer Diat Callope (third from right) with Aboriginal Education Workers.

Indigenous Conferencecall for submissionsThe IEU’s Indigenous Education Conference is on Friday,

15 March, at the Mercure Hotel, Sydney.The focus on national teaching standards:1.4 Strategies for teaching Aboriginal and

Torres Strait islander Students, and2.4 Understand and respect Aboriginal and

Torres Strait Islander People.If your school has programs that address one or both of these

standards we would like to hear from you.Showcase your school in a workshop at our

Indigenous Conference.Contact Diat Callope (IEU Indigenous Advisor)

[email protected] (02) 9779 3200.



When Lavinia Rossiter found out she’d been awarded the Governor General’s Indigenous Student Teacher Scholarship, she cried for 25 minutes, Newsmonth Journalist Sue Osborne writes.

“Never in my wildest dreams did I think I’d be flying to Canberra to received an award from one of Australia’s leaders,” the Holy Family Primary Bathurst Aboriginal Education Worker (AEW) says.

The Scholarship supports an Indigenous university student obtaining a teaching degree. Recipients get $25,000 a year for four years to help with their studies. It is awarded annually to one person from each state or territory.

“These future teachers will act as role models for Indigenous students, and leading by example, will contribute to raising educational expectations for Indigenous students, support community

involvement and raise awareness of other educators,” the Department of Education website says.

Lavinia says the money wasn’t important to her, it was the honour that mattered.

“As a kid I was told I was useless and would never amount to anything.

“Difficult circumstances and domestic violence had a big impact on my schooling. I was sent away to high school as a teenager. The aim was to get me away from the stereotypical problems that Aboriginal people face in their community. I had no say in it.

“I used to sit on the oval at Tempe High School, smoking. I really struggled.”

Lavinia credits her husband, whom she met in Year 11, as putting her on the right path.

“He said we should work together towards some goals and that’s the reason I stayed on at school, otherwise

I would have ended up as your typical Aboriginal ‘stat’.”

Her sister, who she lived with in Sydney, also supported her.

After high school Lavinia went for the AEW position at Assumption School, Bathurst.

“I was so nervous that when the principal arrived I was trying to walk out the door. He thought I was just arriving, so the interview went ahead and I got the job.”

Lavinia is doing her teaching degree by block release at the Australian Catholic University. It was lecturers there who encouraged her to go for the scholarship.

“I’m pleased I’m obtaining this degree because I can work with the other Aboriginal ‘statistics’ out there. I can see the good things about kids rather than the negative stereotypes.

“My life experience means I can be a role model and acknowledge that those kids’ voices are important.”

Lavinia jumps at any opportunities to gain knowledge and independence for herself, and she said IEU membership was an important part of that.

She recently attended the Union’s AEW seminar and the Women’s Conference, where she enjoyed the leadership workshop.

“Knowledge gives me confidence so I know what’s expected of me and where I stand in my fight for Aboriginal education in schools.”

Lavinia plans to do her masters in religion and Indigenous spirituality and a doctorate in a field of Aboriginal education.

To find out more about the scholarship see: http://www.deewr.gov.au/indigenous/schooling/programs/pages/indigenousteacherscholarships.aspx

Letters to the Editor

The IEU welecomes letters, feedback and

suggestions.

Please send emails to [email protected]

Regarding merit selection in the Maitland-Newcastle Diocese, one very clear issue that I see neglected is the inclusion of an Aboriginal person on the selection panel.

Considering that teachers and support staff are required to teach Aboriginal students, as well as address the curriculum to specifically cover Aboriginal perspectives throughout ALL KLA’s, I find it mind boggling that the employment of staff who possibly do not address these topics within the interview process, are likely to be employed without question to teach these perspectives.

In the highly researched and studied area of Aboriginal education, it is a given that the outcomes of Aboriginal students are heavily reliant on the ability of the teacher to engage with, and teach Aboriginal students in a culturally appropriate way. If we continue to employ teachers who see Aboriginal perspectives as an addendum or added-extra, then we perpetuate the problems around the gap we find in Aboriginal education.

Having an Aboriginal person on these panels will ensure that these perspectives are covered, along with the issues of

community engagement, communicating with Aboriginal families, and basic cultural knowledge.

If these issues are constantly overlooked, what hope is there for Aboriginal students who exist within a system, but are not acknowledged?

Solution: A list of persons willing to be on interview panels, a set list of questions to be selected for asking at interviews. This should be done in consultation with Aboriginal Education staff, parents and community Elders, to ensure cultural integrity.

Aboriginal people have a different perspective, or outlook, on life to non-Aboriginal people. By including an Aboriginal person on the interview panel, this would ensure that all interests are equally represented, and is a fair and equitable process. Anything less robs Aboriginal students of the best possible education, and teachers of the knowledge and understanding of a rich and vibrant culture.

Tracy Saunders, IEU MemberAboriginal Education CoordinatorSt Joseph’s Primary School, Taree

No Aboriginal rep on panel

Life transformed from ‘stat’ to role model

Lavinia gets her award from

Governor General Quentin Bryce.

“Knowledge gives me confidence so I know what’s expected of me and where I stand in my fight for Aboriginal education in schools.”



More than 100 participants enjoyed mental and physical nourishment at the IEU’s Early Childhood Services Conference on Saturday.

The theme Sustainable Practices, Nourishing Ourselves and Our Services was borne out in presentations that allowed members to develop their own skills, be entertained and have their minds broadened.

IEU Vice President Gabe Connell kicked off proceedings with a hilarious take on the National Quality Framework, as applied to her own life and family.

IEU General Secretary John Quessy outlined progress on the Teachers are Teachers campaign, emphasising the need for member support in the lead up to the NSW Parliamentary debate on 15 November.

In her keynote address, Professor Alison Elliot discussed her work bringing

improved early childhood education to remote Indigenous communities.

Professor Pauline Harris discussed a broad approach to fostering young children’s literacy.

In the workshop sessions, Alina Dan presented a lively, relevant and practical approach to National Quality Standards in two two-hour sessions.

Tim Norris took a hands-on approaching to teach members how to

look after themselves physically, showing them exercises to avoid workplace strain.

Other workshops looked at a heart and head approach to leadership and work health and safety.

And of course participants had a chance to network over a delicious lunch and morning tea provided by the Mercure Hotel.

Full coverage of the Conference will appear in the November’s Bedrock.

When it comes to choosing between early childhood or primary teaching as a career path, it’s not much of a choice if pay is the key factor.

It was this message that Stephanie Singleton, a final-year teaching student, bought to a recent meeting with Andrew Cornwell, MP for Charlestown, Noelene Scully, Director of St Andrew’s Church Community Preschool and Mark Northam, NSW/ACT IEU Assistant Secretary.

The meeting was organised by Noelene, whose excellent advocacy work for the Teachers are Teachers campaign continues.

This meeting was a follow-up to a previous visit by Mr Cornwell , and a chance to further inform the MP about pressures on the sector.

Noelene is also keen to ensure the voices of up and upcoming early childhood teachers are heard by politicians. She believes in the power of mentor relationships to strengthen the profession’s future.

Stephanie is in the final days of an internship for her Bachelor of Teaching (Primary) and Bachelor of Early Childhood Studies degrees at the University of Newcastle.

Although she loves aspects of early childhood (the team environment and the age of the children), her choice is already made.

“Pay is a deciding factor in my choice. I can go out and begin teaching as a casual immediately in primary schools and be paid as a teacher,” Stephanie says.

With four years of student life behind her Stephanie is keen to earn decent money to pay off her hefty HECS debt and start saving.

“ I think a lot of people avoid early childhood because of the pay disparity. You have all this responsibility and less pay to go with it. That’s a bit of a scare factor,” Stephanie says.

Other influencing factors for Stephanie include the lack of a career path, the level of responsibility expected in early childhood and having to step into a leadership position as a young teacher with little support to negotiate the inevitable challenges that will arise.

“I can see how early childhood has come a long way and trying to get everybody at the same quality level is a good step, but if equal pay was to come into play it would definitely make a huge difference as to whether people would choose early childhood or primary teaching.”

“You also have all this

responsibility and less pay to go with it.

That’s a bit of a scare factor”

Young teachers not spoilt for choice

ECS Conference|a tasty treat



“We don’t want a sterile debate. We want members to understand the issues, so we are going to organise a briefing for them and publicise the fact we are available to talk.”

Mr Quessy says early childhood members should invite their local MPs to visit their centres, and MPs likewise should visit centres and preschools in their electorate.

Ms Tebbutt, who recently visited Canterbury Community Child Care Centre and spoke with teachers there, urged her colleagues to do likewise.

Antonella Panuccio, a Teacher at Abbbotsford Long Day Care centre, travelled to Parliament House for the petition handover because of the “injustice”.

“I work at a school-based centre and

walk in with the other teachers every day, knowing they are earning more than me.

“As a beginning teacher I had to work two jobs as my pay was not enough.

“It impacts on the running of our service. When the director left we had zero applications from teachers.”

Louise Murfet, Teacher at Jacaranda Preschool, Caringbah, said the only way to retain teachers in early childhood education was financial.

“Even though teachers want to give kids the best start in life, they can’t afford to stay,” she said.

KU CEO Christine Legge attended

the handover because her organisation supports the IEU’s campaign for pay parity.

KU recently finalised negotiations with the IEU for a 14.5% pay increase for its teachers.

“We would ask the Government to release its funding review – we need to see lower fees for families in NSW and we want to stop the gradual decline as teachers go to the school sector.”

KU Kira Teacher Angela Agius said: “It is critically important for children’s future learning abilities that teachers

have pay parity, to attract and retain professional men and women”.

KU Killarney Height Teacher Sally Wilson said: “Australian society needs to recognise the level of work that I do”.

Community Childcare Cooperative CEO Leanne Gibbs said she was “thrilled” to see that petition handover because “poor pay was leaving people in the early childhood sector disgruntled”.

Also from the Community Childcare Cooperative, Gaye Lindsay said she had left her job as a centre director because she was “doing the job of a principal, a CEO and a bursar and nobody was recognising that”.

“We are not baby sitters, we are teachers and the Government needs to recognise that and fund appropriately,” Gaye said.

“Even though teachers want to give kids the

best start in life, they can’t afford to stay.”

It's crunch time - petition handover

continued from page 1

Shadow Education Minister Carmel Tebbutt receives the 12,000-signature petition from ECS members and IEU General Secretary John Quessy.

www.ieu.asn.au feature


Clockwise from top (l to r), IEU General Secretary John Quessy addresses the Women's Conference. A group of ACT members. Member Nicole Adler. IEU Women in Education Committee Convenor Pam Smith with leadership workshop presenters Suzanne Fern and Sharyn Dickerson. IEU President Christine Wilkinson and Deb O'Neill. National Secretary of the Textiles, Clothing and Footwear Union Michele O'Neil with IEU Organiser Natasha Flores.



IEU members gathered together to support, strengthen and sustain one another at the Women’s Conference in August, IEU Journalist Sue Osborne writes.

Women’s Officer Pam Smith said it was the Union’s diversity that was its strength.

“Getting together at chapter meetings, PIPs, seminars and conferences gives us the chance to support, strengthen and sustain each other,” Pam said, drawing on the conference’s theme.

This was the 18th Women’s Conference that Pam has organised, and the 20th she has attended.

Before Pam took over the role of Women’s Officer, Laura Wright filled it. The former IEU Women’s Officer is now General Manager of Operations at NGS Super.

Laura was a keynote speaker during the Conference, advising women on how to avoid the ‘if only’ feeling when approaching their personal finances.

First keynote speaker on the packed agenda was another former IEU member Deb O’Neill, now Federal MP for Robertson.

Deb said it was “a wonderful opportunity to be with women who have chosen the same career path as me, teaching”, and she congratulated members who had made time for the Conference, thereby supporting, strengthening and sustaining themselves and others.

She outlined some key elements of the Gillard Government’s policy to address inequality in the workplace, particularly the Equal Opportunity for Women in the

Workplace Amendment Bill 2012 The Bill sets out a new regime for

reporting and monitoring gender equality in the workplace, meaning companies with more than 100 employees will have to report on pay data.

New law gives hope to outworkersFor special guest speaker Michele

O’Neil, another piece of legislation that passed through Federal Parliament this year is providing hope for some of the most exploited women in our community.

Michele is the National Secretary of the Textiles, Clothing and Footwear Union of Australia, and she described the Union’s long campaign to gain better rights for outworkers making clothes.

Textile workers, often migrant women with poor English, work at home or in sweatshops with appalling conditions, for up to 17 hours a day for pay of about $5-7 an hour.

The women make high-end, complex garments that sell for hundreds of dollars in shops near their homes.

The women are employed on a contract basis, so have no access to sick leave, paid holiday or other conditions.

As a result of the Union’s Fair Wear campaign, the Fair Work Act was amended, to recognise outworkers as employees, rather than contractors.

This gives them access to minimum wages and conditions such as sick leave.

Michele acknowledged the support of IEU members, who had “got on board early” taking actions such as changing school uniform suppliers and educating students about Fair Wear.

Michele said unionists needed to remain vigilant.

“The Liberals argued passionately against this law, and many employers are against it.”

For guilt-free garments, see www.ethicalclothingaustralia.org.au.

Ready for the fightIEU General Secretary John Quessy

painted a bleak picture of the current

industrial and educational scene, pointing to salary stagnation, workers compensation changes, changes to child protection legislation which put the costs onto the employee and under resourcing of the new Australian Curriculum.

He said the Education Minister’s idea for teacher appraisals, if carried out, would cost a billion dollars a year.

“I can think of a lot better things you could do with a billions dollars over four years in education,” John said.

However, despite all the negatives, John said he was “ready for the fight” and he expected conference attendees were too.

“Our Union has a proud history of achieving things first and we’re not daunted by the teacher bashing at the moment.”

Women’s issues important

Leah Bayin of St Jude’s Primary School

in Canberra was attending her second Women’s Conference, as the first one she went to was “fantastic”.

“I’ve heard some really inspiring speakers and had a chance to meet with people from all over the ACT and NSW,” the Year 4-5 Teacher said.

“I think women’s issues are still important today when you hear about the gender gaps at a meeting like this.

“It makes you think about other women’s lives and see the bigger picture. The talk about textile industries really opened my eyes.”

Leah became the IEU Rep in her first year as a teacher, and remains in the role in her fourth year of teaching.

“I think it’s important for young teachers to be involved in the Union. Many don’t know about their rights and tend to say ‘yes’ to everything. I’m worried about burnout.”

Subtle differencesNicole Adler, from Rosary Park Catholic

School in the Hunter Valley, has just started as a Rep and was attending her first Women’s Conference.

“My Organiser suggested I come as it would give me a chance to see the bigger

picture,” Nicole said.“At rural schools you can become very

insular and it’s nice to hear what others are experiencing and get ideas for things you can do at your own school.

“When I was younger I thought everything was fine, but as my career’s progressed I’ve realised there are subtle institutionalised differences.”

Nicole is in discussion with IEU Exchange Coordinator Helen Gregory at the moment about undertaking the first ever teacher exchange to Denmark.

Nicole has previously lived in Denmark and can speak the language, and would like to exchange with a teacher, probably from an international school.

Leadership positionsFrench Teacher Dianne Lefebvre from

Radford College in the ACT is the IEU Rep from her school and has heard a lot about Women’s Conference.

“It’s nice to get together with like-minded people and reconfirm that we are working hard and we’re all doing the same things for the same causes,” Dianne said.

‘There are still a lot of issues around equity in the workplace, although at Radford College we have a lot of women in leadership roles, which is fantastic.”

Voices heardNewly appointed Health and Safety

Officer and IEU Rep at All Saints College, St Mary’s campus, at Maitland, Bronwyn Raynor was keen to learn as much as she could for her dual roles, and was particularly interested in the WHS workshop.

“Women’s Conference is very important as the majority of our members are female, so women’s voices need to be heard and listened to,” Bronwyn said.

“There are still issues around leadership promotion and access to training and the burden of care many women face.

“There’s the sandwich generation of women caring for children and an elderly relative.

“Teachers need to be armed with the most up-to-date knowledge to protect their positions.”

Women’s Conference – Supporting, strengthening, sustainingWith 130 participants in

attendance, this year’s IEU Women’s Conference on 17 August focused on supporting, strengthening and sustaining women in their workplaces, writes IEU Women in Education Committee Convenor Pam Smith.

Keynote speaker Deb O’Neill MP, Member for Robertson in the Central Coast, encouraged women to be open to opportunities and experiences in their lives, noting that working in schools equips women with a diverse and valuable range of skills.

Many IEU members have been involved with Fair Wear campaigns over the years and were delighted to hear Textiles, Clothing and Footwear Union National Secretary Michele O’Neil

report on recent legislative changes to protect clothing industry outworkers.

Former IEU officer Laura Wright, now General Manager Operations with NGS Super, shared her own work history and the need for women to be aware of the vital importance of superannuation and how small salary sacrifice contributions can have a major impact on super balances.

The IEU thanks NGS Super for its support for Women’s Conference and for the ongoing provision of information to assist women to take greater control of their financial life.

Workshop sessions at this year’s Women’s Conference included:• Women’s Leadership Development – principals share their journeys.

(Suzanne Fern, Principal St Mary’s Primary School, Armidale, and Sharyn Dickerson, former principal and current education consultant)• Women’s Health and Safety at Work and Play – using the Work Health and Safety Act to assist work/life balance. (Natasha Flores and Megan Bruce, IEU Officers)• Indigenous Issues and Perspectives. (Annette Gainsford, Charles Sturt University, Bathurst)• Supporting Students with Autism and their Teachers. (Ann Rogers, Aspect South Coast School, Corrimal), and Teacher as Professional in Cyberspace. (Kellie Britnell, Australian Communications and Media Authority).

The IEU Women in Education Committee will hold a teleconference on 17 October to review this year’s conference and to commence planning for 2013.As well as the annual Women’s Conference, the IEU also conducts a number of regional women’s events which this year will include Lismore on 26 October, Canberra on 13 November and Parramatta on 21 November.IEU members with issues or concerns in relation to women and equity issues are invited to contact the Union for advice and support.

What the numbers say• Gender pay gap in January 2012: 18%.

• Median salary for male graduate in 2009: $50,000, female graduate: $47,000.

• Average super balance for a man aged over 50: $87,000, for a woman: $52,000.

• Women chair 2% of ASX 200 companies.

• Women fill 8% of board director positions.

Seeing the big picture

“Our Union has a proud history of

achieving things first and we’re not daunted by the teacher bashing

at the moment.”



Apart from the support of the IEU, Reps can continue to fall back on the law, writes IEU Officer Stanley Koulouris.

While ongoing IEU training and development of our Reps continues to be the certain approach to ensuring they have the necessary skills as a workplace representative of the IEU, a reflection of the General Protections afforded to employees under Part 3 – 1 of the Fair Work Act (FWA) can be extremely insightful.

For instance under the Act, ‘adverse action’ is prohibited against another person, where that action is taken (or prevented from being taken), because of a list of specific reasons, such as:

• the possession of a ‘workplace right’ • the exercise or proposed exercise of a ‘workplace right’, and• because of union membership or being a union official or engaging in industrial activity (section 346).

Work place rightsUnder section 341 of the FWA, a

‘workplace right’ is a right that affords a person a benefit, a role or a responsibility under a workplace law or instrument, such as an established workplace policy.

Further, a ‘workplace right’ should also enable a person the right to initiate or participate in a process under that workplace law or instrument, such as a dispute resolution process or a policy that seeks to address unsatisfactory performance.

In addition, under section 361 of the FWA, adverse action taken against an employee will be presumed to be action taken for a prohibited reason, unless the employer responsible for taking the adverse action proves otherwise.

On 9 February 2011, the Full Bench of the Federal Court of Australia handed down its widely praised decision in the matter of Barclay v. The Board of Bendigo Regional Institute of Technical and Further Education [2011] FCAFC 14, which dealt primarily with the third specific reason, “being engaged in union activity”, as defined in section 347 of the Act.

The Barclay case, as it’s come to be known, dealt with an ‘adverse action’

claim by Mr Greg Barclay, a teacher and team leader at Bendigo TAFE, who was also Sub-Branch President of the Australian Education Union.

Mr Barclay alleged that the employer had unlawfully suspended him on full pay, cut his access to email and banned him from entering his place of work, because he had used his email as Sub-Branch President to inform Union members that information had come to hand that false and fraudulent information was being generated by his employer to pass a Victorian Department of Education audit and because he allegedly failed to disclose to the employer ‘information’ about the alleged fraud.

Real reasonsWhile the above action was roundly

accepted, the employer claimed to have “never even considered” Mr Barclay’s Union affiliation or industrial activity at the time they moved to commence discipline action against him. The employer further insisted they only acted in the best interest of the TAFE’s reputation and their employees, as the allegations of fraud were extremely serious.

In the majority judgment, the Federal Court of Australia considered the evidence and decided that it couldn’t rest alone on the subjective motivations behind the employer’s action, but rather that it would need to objectively look at the ‘real reasons’ why they decided to discipline Mr Barclay.

The Federal Court noted that certain officers of the employer were reasonably aware of claims of false data being generated for the purposes of the Audit. The Federal Court also noted that Mr Barclay’s correspondence to the union membership was for all intents and purposes, as AEU Sub-Branch President and that was determined to be union activity.

In doing so, their Honours rejected the employer’s suggestion that it was indistinguishable whether Mr Barclay had undertaken industrial activity as a “mere employee” or as a “union representative”, resting on evidence that he had clearly identified the email communiqué as a Union email and signed off in his capacity as AEU Sub-Branch President, instead of using his Bendigo TAFE employee e-signature.

Their determining view was that the employer was in breach of the adverse action provisions, because the ‘real reason’ Mr Barclay was disciplined, was that his email related to industrial activity and that he had a statutory workplace right to undertake such industrial activity on behalf of the Union he represented.

On 7 September 2012, the Full Bench of the High Court of Australia overturned the decision of the Federal Court of Australia, finding that the court did not have an expressed right under the FWA to objectively examine an employer’s motivations, rather the employer’s subjective explanation as tendered by the employer in their evidence was enough to discharge the reverse onus that applied to them under section 361 of the FWA.

The High Court contended that "direct testimony from the decision-maker which is accepted as reliable is capable of discharging the burden upon an employer even though an employee may be an officer or member of an industrial association and engage in industrial activity".

Surprisingly the High Court of Australia was convinced that the original trial judge, who heard the adverse action claim, was right in accepting the TAFE's chief executive officer’s submission of what prompted her to discipline Mr Barclay, finding Dr Louise Harvey "also gave positive evidence that this was not for a prohibited reason and that she would have taken the same action against a person circulating a similar email who was not an officer of the AEU".

Objective testRegrettably, the High Court of Australia

was not persuaded by the fact that the Federal Court had essentially applied a similar test to the statutory interpretation of adverse action, as is applied in discrimination matters before the Federal Court or the Australian Human Rights Commission for almost two decades. There the Court isn’t merely satisfied with an employer’s stated reasons for taking discriminatory action against an employee (ie., a subjective test), rather the law requires a higher assessment of their real reasons, that being an objective test.

In doing so, the High Court of Australia has missed a very important opportunity

to strengthen the general protections afforded to workplace volunteers, such as Union Representatives, under the FWA.

Further, this decision stands in contrast to the reality of our enterprise bargaining system that is central to the Australian industrial landscape and will act to create more uncertainty within the business community, as more cases will inevitably be tested in the years ahead.

Immediately after the decision was handed down, ACTU Assistant Secretary Tim Lyons, said: “Unions will act to stand up for and protect delegates who volunteer to represent their fellow workers if we believe they have been discriminated against in any way. That is why the Union took action in this case in the first place and unions won’t hesitate to do the same in the future. Any employer who thinks this means it’s open-season on union delegates is dead wrong.”

Legal wrangling Despite the legal wrangling and public

commentary by legal experts, both after the Federal Court decision and the High Court decision, the overwhelming majority of employers and employees across the country will no doubt continue about their business largely unaffected.

In particular, within the non-government education sector, most employers have a comprehensive understanding of the positive role IEU Reps play within their respective school communities. This decision, like the previous Federal Court decision won’t impact on that relationship. Nonetheless, IEU Reps ought to continue being diligent in their roles as workplace representatives.

The IEU has a proud history of supporting its members and its Representatives against such adverse action. While the High Court decision arguably makes proving adverse action a little harder, it has not diminished this general protection, which continues to this very day. We therefore encourage any members who may have any concerns their employers may have crossed the line in relation to a workplace right or impeded their Union activities to contact their IEU Organiser and discuss these concerns.

Adverse action against workplace reps still unlawful



The year is 2014 and IEU member Sharon Horsington is standing in front of her uniquely brilliant Year 4 class who are universally transfixed as she teaches them the ins and outs of pentagons, octagons and parallelograms. At least this is a dream she is working hard to make a reality, writes Newsmonth Journalist Tara de Boehmler.

When Sharon started work last year as a Library Assistant at St Joseph’s Primary School, Taree, it was a world away from her previous career as a police officer. Yet both jobs have fed her desire to train as a classroom teacher.

“I was a police officer for nearly eight years, where I was responsible for training police about domestic violence issues. I left to be a stay-at-home mum and now

I’m loaning books out, assisting teachers with their resources and cleaning up after kids.

“I’m enjoying having some stability after all the changes in my life and I can’t sing the praises highly enough of the wonderful people I work with and how caring they are. Being with the students is the best part. I just love this school and I could not wish for a better place to work.”

Sharon is in her second year of a teaching degree and hopes one day to be putting it into practice at St Joseph’s, ideally teaching maths or physical education. But first she has to get through the ‘prac’ itself.

“I started my ‘prac’ last term and it was just awesome. There is a moment when you ask yourself: ‘Have I done the right thing?’ But the moment I walked into

the classroom I knew all the effort would be worthwhile. As I stood in front of the students I felt like I had come full circle.

“In some ways my work training police officers was similar, but this time my students were smaller and didn’t give me as much attitude. They were full of enthusiasm.”

With four children of her own, ranging from five to 11, Sharon is under no illusion that students will always go so easy on her. But she feels well equipped for the challenge.

“We expect so much from young people and they have so much going on in their lives. Really, they are meant to be a bit naughty and a challenge. It’s about how you manage that challenge.”

Speaking of challenges, in addition to Sharon’s four children, job and teaching

degree, she single-handedly manages a home, 30 acres, two cows, chickens, a dog, a cat, a turtle and a horse with a foal on the way.

In her spare time she enjoys horse riding and looks forward to doing more of it once she has graduated. She aims to complete her degree within two years but between now and then has three more chunks of ‘prac’ to get through.

“Sometimes the kids complain about the time I need to take for study and at those times I have to focus on the end goal. I am driven by wanting a better life for my kids and me.

“I am really looking forward to graduating and having my kids there, to studying less and living more, to being able to go horse riding without feeling guilty, and to finding myself again.”

Shorts

Need an excuse to wear blue? Here’s a good one. Students around Australia are being asked by UNICEF to wear blue on 24 October to raise funds for the 61 million children who don’t have the chance to attend a school.

Famous author Morris Gleitzman is an Ambassador for the UNICEF Day for Children and can be heard talking about the day in this short film here: http://bit.ly/PWccOc.

Here’s the must have accessory for every 2012 citizen: The little black book of scams. It’s downloadable from http://bit.ly/hwiCG6 and it details all the popular scams that target Australians and ways to protect yourself. If you need quick access to good information about legal matters on subjects ranging from family, debt, fines, courts, neighbours, wills, accidents, medical records and health and ageing then look no further than http://www.legalanswers.sl.nsw.gov.au/.

Did you know only 13% of trade apprentices and trainees in NSW are women? And most of these are women choosing to go into hairdressing and catering. A new network has been set up to support tradeswomen, apprentices and those women considering a career in male dominated trades. Details: www.saltaustralia.org.au.

Looking for a way to celebrate our wildlife and protect them from becoming another road kill statistic? Taronga Zoo and Taronga Western Plains Zoo and the NRMA have teamed up to run a research based competition for K-6 students that aligns with the K-6 Syllabus. Students are asked to design a roadside billboard to educate the community about looking out for wildlife on our roads. The competition closes on 28 September so you’ll have to be quick: http://www.mynrma.com.au/taronganocturnal.htm.

Living the dream

“The moment I walked into

the classroom I knew all the

effort would be worthwhile. As I stood in front of

the students I felt like I had come

full circle.”

www.ieu.asn.au overview

We don’t talk about quality barristers or politicians, so why use the word to put down overworked teachers? To deliver better outcomes teachers need support, not more testing.

There are few phrases I hate more than the now ubiquitous “quality teachers”. As a professional manipulator of language, I understand only too well how such phrases — seemingly innocent in themselves — slowly wear away at the morale and professional pride of people who are already fairly beaten and battered.

The phrase after all implies that many teachers are not “quality”, and that somewhere, out there, are potential teachers made of smoother, silkier, more luxurious stuff. Upon entering the profession these gods would instantly show up the inferiority of the more homespun material filling teaching ranks today.

Pardon me while I choke down my rising gorge.

Notice also that we only apply this seriously nasty little phrase to teachers. Nowhere do I hear people calling for “quality” doctors, “quality” engineers, “quality” lawyers, “quality” business leaders or, particularly, “quality” politicians.

Teachers who entered the profession after 2004 currently undergo an accreditation process and, having listened to my daughter, who is a second year out teacher, complain about it at length, I can promise you the process is both demanding and rigorous. How much it

helps the work of teaching itself is open to question, but the process takes serious time and effort.

As my daughter already leaves home before 6am and rarely returns home until after 7pm and spends hours every night and every weekend planning lessons and marking, I no longer allow anyone to tell me that teaching is a bludge. During my 30 years in ad agencies, including running my own — an industry renowned for tight deadlines and long hours — I have never worked as hard as she does.

Now the NSW State Government is suggesting that all teachers should be compelled to undergo a similar accreditation process, regardless of how long they have been in the profession. Now I am all for ongoing professional development, mentoring, teacher feedback and a well structured career path that rewards teachers with more responsibility and more pay as they increase their skills, experience and capacity but an arms length, tick the boxes, bureaucratic, centralised, one size trying to fit all accreditation process that creates busy work for already very busy teachers is highly likely to do more harm than good.

The best teachers love their students. The part of their work they enjoy involves standing in a classroom and inspiring their

students to think, understand and grasp ideas, skills and concepts they have never thought about before. That’s where the fun and the rewards are for good teachers. Planning the lessons that will create such dynamic learning is probably the next best part of the job.

Like police, firefighters, medical staff and other hands-on professionals, the paperwork teachers have to do is their least favourite task. Anyone who has ever had to mark 80 Year 8 essays on, well, just about anything, will understand just how tedious marking can be. But at least teachers can see the point of it. They set the assignment, they can see why they need to mark the result. Adding to their already onerous paperwork a layer of reporting on their own performance that can be assessed and evaluated en masse (and so on the cheap) is not likely to be met with enthusiasm.

And therein lies the problem. It is the best teachers who have the most choices. Teachers, like nurses and police are in demand in private enterprise. I’ve lost count of the number of ex-teachers I have worked with in business, some but not all in corporate training.

Ex-nurses have virtually taken over Occupational Health and Safety and Human Resource departments and ex-

coppers run security for all sorts of

organisations both large and small. Such practitioners have better working conditions, higher salaries, more perks and more status than their peers back at the school, hospital or cop shop, not to mention support staff to help with the boring admin. Increase the work teachers don’t like at the expense of the work they do, and more of them will leave. The ones most likely to leave are those with the most choices, in other words, the best ones.

Worse, the average age of teachers is now well over 40. The profession is aging quickly and many will be retiring over the next decade. The number of people applying for jobs as principals is already declining, particularly in hard to staff schools. There is a nationwide shortage of maths and science teachers. We start pursing our lips and wagging our fingers at the teachers who remain at our considerable peril.

By all means let’s help teachers improve their practice and become more effective but let’s do it for real. As Barack Obama put it recently, weighing the hog doesn’t make it any fatter.

The measurement freaks need to be reminded that we can help teachers teach better by increasing the amount of time they get to spend in the classroom and the time and resources they have to plan what they will do in that classroom, not by increasing the amount of time they must spend reporting on what they do or filling in online surveys or creating portfolios. We need to put more joy back into teaching, not more misery.

This article was first published on

independent news website New Matilda

(www.newmatilda.com) on 9 Aug 2012

and is reproduced with kind

permission.

The best teachers care

By Jane Caro



How does 12 months in Canada sound?

Feel like a change of pace?

Tel (02) 9779 3200|Fax (02) 9261 8850176-182 Day Street, Sydney NSW 2000

My school, Ecole Grosvenor Wentworth Park Elementary, is a public school about 10 minutes from ‘our home’ in Halifax.

I began work exactly one week after flying into Halifax on 3 January. Andrew had taught the class for Term 1 in 2011 and I taught them for Terms 2 and 3 in 2012.

I had a Grade 5 class and the saying ‘it all comes back’ is certainly true. I quickly remembered and used plenty of strategies from days gone by with upper primary kids.

I enjoy the more genuine relationships and stimulating conversations with the older children but I miss the creative side, the naïve innocence and the humour of the little ones.

I began with 27 students but over the term it grew to 30. Luckily, I had a confident final-year student teacher for the first three months, so during her lessons I spent time soaking in the Canadian curriculum and trying to meet with some individual students.

When Stephanie, the student teacher, finished I still had adult company in the classroom. Colleen is a learning assistant who worked full time with an autistic student in the class.

The school has a fabulous learning centre to support a range of children which special needs who are integrated into the classrooms. The students move between their classes and the ‘homey’ learning centre.

The staff at Grosvenor have been fantastic. They are a professional, supportive bunch who are a lot of fun. They held a ‘kitchen party’ for me where many prepared Nova Scotian dishes – seafood chowder and biscuits, blueberry cheese, blueberry dumplings, blueberry wine, maple wine – to name a few!

Richard, Oliver, Daniel and I all feel very welcomed by our local Rockingham community. Our kids have met dozens of nearby children and spend hours each week playing all sorts of games on the street, in backyards and the nearby forest.

Oliver is hooked on hockey, both the street and ice variety. We’ve been to some fantastic games to see the local Mooseheads play for Halifax. I love to watch it live as much as Oliver. It’s a truly Canadian experience to be at the big Metro centre and to feel the excitement on the ice.

The boys are at a great age to explore new places and they’ve been keen to try all on offer. Some

highlights of our first six months in Canada have been, a snow festival in Prince Edward Island in February, learning to skate on the ice oval downtown, tobogganing in a country vineyard, a snow day (no school due to snow), watching the local teams play ice hockey and basketball, a couple of visits to sugar farms to walk in the woods and see the maple syrup process close up, taking part in the neighbourhood Easter Hunt and a week in the capital city – Ottawa.

Richard is enjoying his role as ‘home dad’ and fitting plenty into his days – kayaking, yoga, reading, some volunteer work and house work of course! A highlight for Richard has been a weekend salmon fishing with our fantastic neighbour on the Miramichi River, in New Brunswick , the province next to Nova Scotia.

As I write this we approach the end of our huge summer break. We’ve experienced the most beautiful summer weather as we’ve tried to squeeze a lifetime of travel into eight weeks.

Our break began with Canada Day celebrations in Halifax before our three week, 5000km road trip, with the first stop being Bristol Rhode Island, celebrating the 4th of July with old friends.

We then travelled to Boston (a Red Sox game was a highlight!), across New York State to Niagara Falls, up to Montreal, Quebec City and finished our trip in Cape Breton, Nova Scotia with new Halifax friends.

I have a Grade 5 class again (only 18 students at this stage!) that I will begin the school year with in September. I’m excited about starting the Grade 5 journey with the class. But of course a year in Canada would not be complete without what is still to come, a Scarecrow Festival, apple and pumpkin picking in the Fall, Thanksgiving, Halloween and of course the pre-Christmas excitement.

The day we farewell our friends in Canada will be a sad one. We are so grateful to Helen Gregory for helping to organise this experience and to all the wonderful Canadians who could not have been more helpful or friendly.

By Anna Fox, of Canberra Grammar School, on exchange with Andrew Stickings.

For details on exchanges email Helen Gregory at [email protected].

Postcard from CanadaExcitement on ice

Anna Fox and family

make the most of

their time in Halifax.



The IEU recently held its first Pedagogy in the Pub (PIP) workshop in the north coast city of Coffs Harbour, North Coast Organiser Steve Bergan writes.

While the IEU has run PIP workshops previously in Port Macquarie, Lismore and Ballina, this was a first for Coffs Harbour and judging by the response from the 20 members who attended, it will not be the last.

The PIP workshop Maintenance of Accreditation is aimed at those teachers who are New Scheme or ‘Accredited’ Teachers, required to maintain their accreditation with the NSW Institute of Teachers (that is

all teachers employed in schools since the commencement Term 4 2004).

The workshop run by the Unions PIP training officer Amy Cotton helped participants to:

• Understand the maintenance of accreditation requirements• Learn what to do in order to maintain accreditation successfully with the NSW Institute Teachers• Map out professional development over the required five-year period, and• Reflect on individual current practices and how to use this for maintenance of accreditation purposes.

In attendance were New Scheme Teachers from Catholic systemic diocesan schools from as far afield as Grafton, who were willing to take on the north coast roadworks, and make the evening journey to gain sought after registered PD that is difficult to access in country NSW.

Included in the group were teachers from Bishop Druitt Anglican College, including the Deputy Principal and two Senior Coordinators who were eager to learn more about the NSW Institute of Teachers and how they can assist New Scheme Teachers working through the maintenance of accreditation processes.

There were also some Southern Cross

University students undertaking their final teaching practicum experience prior to graduating.

These students found the workshop beneficial in gaining insight as to what the expectations with the NSW Institute Teachers are once they graduate.

The mixed group made for a dynamic workshop with pertinent questions about how accreditation affects people at different stages in their careers.

Workshop has the answers

WorkCover approved training for Health and Safety Representatives (HSR)

NSW/ACT IEU is offering WorkCover approved 5 day training course for HSRs and Deputy HSRs working in the Education sector in NSW.

$500 Members $750 Non-members

2012 dates you are required to attend ALL five days.

Monday 29Tuesday 30

Wednesday 31

PaRt 1 October PaRt 2 November VeNUe: Unions NSW Level 3, Trades Hall

4 Goulburn St, SYDNEYTIME: 9am - 4pm

Monday 12Tuesday 13



Where has the term gone? Here we are at the end of another busy and hopefully eventful one.

I have just attended the annual Early Childhood Conference and once again it was fabulous.

I am always amazed at the dedication of this group of people who turn up on a Saturday after working all week with small children to attend this conference.

There were maximum numbers (150) in attendance and all left happy and energised after an interesting and engaging conference.

We must all support the Teachers are Teachers campaign for better wages and conditions.

Early childhood teachers are paid at a lower rate than school teachers even though they have equal qualifications, some working very long hours and under poor conditions.

It is an exciting time, watching the progress of our new Union building in Wattle Street, Ultimo. The refurbishment should start soon and we look forward to commencing the New Year in new premises.

John Quessy and Mark Northam have been kept busy over the past months meeting with architects and builders and I am sure the finished product will be a welcome home for the Union staff and members alike.

I take this opportunity to thank both John and Mark for the work that they have put into this huge venture.

The professional development program continues to be well supported by members and especially New Scheme Teachers.

There are a number of Women in Education forums coming up in regional areas, Armidale, Lismore, Canberra and also Parramatta.

Check with your organiser, who will have details, or visit the IEU website for more information.

Planning is well under way for the inaugural Indigenous Conference, which will be held early next year and should prove to be very popular.

Again, all details will appear on the website and in Newsmonth.

A recent highlight for South Coast Branch was the training day for Catholic and independent school reps held at Dapto on 31 August.

Attended by 20 new and experienced reps, the seminar was addressed by IEU General Secretary John Quessy and also provided opportunities for the reps to receive updates on WHS, understanding industrial agreements and supporting members in the workplace.

Networking among reps was also an important aspect of the day and this will be followed up and supported by the IEU Organisers as appropriate, with school visits and opportunities for school level or regional activities such as PIPs.

In the Catholic independent sector, the IEU has been supporting members at Edmund Rice College in Wollongong (List C) and St Gregory’s College in Campbelltown (List D) to achieve salary increases similar to those in comparable schools.

Several well attended meetings have already been held in these schools, with members unanimously voting to support the IEU’s ongoing efforts to gain salary increases.

The IEU has also been continuing to pursue Enterprise Agreement negotiations with CatholicCare, Aspect and with early childhood employers such as Kindergarten Union.

Agreement has been reached with KU for a 14.5% increase from August 2011 to January 2015, with significant gains also for KU centre directors.

Positive discussions have also been underway for a new agreement for Big Fat Smile (formerly Illawarra Children’s Services) centres and the IEU hopes to be able finalise an agreement soon.

Appreciation is expressed to Ann Rogers from the South Coast Aspect School at Corrimal for her successful workshop on Supporting Students with Autism and their Teachers at IEU Women’s Conference on 17 August.

The IEU was represented at a Politics in the Pub discussion of the Gonski school funding reforms hosted by Stephen Jones MP, Member for Throsby, at Berkeley on 6 September.

All reps and members are most welcome to attend the Term 4 South Coast Branch meeting at Woonona-Bulli RSL on 14 November.

The Branch meeting of 1 August focussed on issues in Catholic systemic schools in the Parramatta Diocese.

The familiar chant of ‘What do we want? When do we want it’? must have been echoing in the minds of the chapter reps.

With the Board of Studies Proposed Phase 1 Australian Curriculum Implementation Schedule for NSW it is clear that teachers will need the remainder of 2012 and 2013 to prepare for implementation in 2014.

Delegates unanimously supported the following motion: “That the Penrith-Blue Mountains IEU Branch calls on the officers of the IEU to seek clarification and direction from Catholic Systems (CEO) Directors regarding the Australian Curriculum implementation schedule for NSW. Branch requests that CEO Directors inform all teachers in writing as to the systems’ plan for conducting professional learning programs, familiarisation and planning for the 2013 teaching year.”

Reps called for the following conditions to be requested during award negotiations with the CEO:

Reduce meetings time for primary teachers from 15 to 10 hours per term

Maintenance of current two hours RFF time for primaries with a view to a future increase in RFF time

Strengthen the definition of RFF in

the Work Practices Document so that teachers achieve certainty in its use as a time to be used according to their professional judgement

Codify time limits to playground duties for primary teachers, and

Reduce work-starting time for primary teachers from 30 minutes before school to 15 minutes as for secondary teachers.

The implications of NSW Government changes to Workers’ Compensation Legislation were also discussed. One part of the changes to conditions concerns journey claims to and from work. Following a motion to Branch from Loyola College Chapter, Mt Druitt, Branch passed a motion to urge the IEU Executive to ask employers and their insurers to compensate for the deficiencies in the new legislation, especially in the matter of honouring employee claims for injuries incurred during travel to and from our places of work.

Discussion occurred around the recent publication of results from the Parramatta CEO Well-Being Survey. Members reported a variety of ways in which the results have been published to staff and the varying levels of awareness, understanding of the information and responses to the results. Perhaps by our next Branch meeting there will be more clarity.

In NSW the joint CCER/IEU Leadership in Catholic Schools Working Group met on 1 August and 24 August, with another meeting scheduled for 17 September. The focus is on issues raised in the Union’s 2011 principals’ claim, including salaries, conditions and future directions in leadership in the Catholic education sector.

Principals Des Fox from the Sydney Archdiocese and Patricia Burgess from Wagga Wagga are IEU nominees on the Working Group and Doug Garnett from the Armidale Diocese is a joint IEU/employer nominee. There will be opportunities for consultation with principals at diocesan and/or regional levels.

Independent sector principalsIn the independent sector, discussions

are continuing in relation to Aspect principals’ salaries and conditions and advice has recently been provided to principals in several independent schools regarding employment contracts and related issues.

A teleconference for principals in independent schools will be held on 17 September.

Principals’ meetingsA range of IEU meetings with

principal members have been held during 2012, including breakfast meetings in the Sydney Archdiocese on 19, 20 and 23 July. Other principals’

meetings have included Wollongong on 20 July, Newcastle on 27 July, and Armidale on 7 August, with meetings to be held in Parramatta on 11 October, in Forbes on 29 October, Wagga Wagga on 31 October and Campbelltown and Bathurst on 1 November.

The Term 3 Principals’ Branch meeting was held at the Union’s Parramatta office on 8 September and the Term 4 meeting on 3 November.

IEU Women’s Conference on 17 August featured a leadership workshop facilitated by principal member Suzanne Fern and retired principal Sharyn Dickerson. Principal members Jenny Stirling and Yasmin Gamieldien have been invited to contribute to an IEU women’s forum in Parramatta on 21 November.

The national and NSW education agenda

The IEU thanks principal members for their support for the Union’s engagement in the current education agenda, including the New Scheme Teachers and NAPLAN surveys and looks forward to further consultation in regard to a range of NSW and national initiatives. Principals are encouraged to participate in the Union’s Education Issues Committee.

Catholic sector negotiations

Sidonie CoffeyIEU Principals’ Branch President

Amazing dedication

Chris WilkinsonPresident

Reps get together

Louise GlaseSouth Coast Branch President

Clarification sought on curriculum

Patricia Murnane Penrith/Blue Mountains Branch President



Many early childhood services are experiencing chronic shortages of qualified permanent and casual staff.

Over the winter I have heard of services who have had to close their doors for the day, services taking risks and operating without teachers when they can’t get replacements and services operating without the correct staff to child ratios just so they can keep their doors open and support the families who rely on them.

The situation is desperate – I dread the early morning phone call telling me someone is sick, their child is sick or in the case of us more mature teachers – their elderly parents are in need of urgent care and attention.

Most mornings it would take at least an hour on the phone trying to get a casual staff member and often it is someone without the required qualifications. Some days staff come to work very ill or bring sick children with them, such is their loyalty to the service.

It is hard to recruit qualified staff with wages as much as $20,000 a year lower than similarly qualified colleagues who choose to work in the primary sector. So what can we do as a collective

profession? Recently a petition was presented to Carmel Tebbutt on the steps of Parliament House calling on the State Government. for pay parity and for this to be funded.

It called for the Government to take responsibility for the funding, and not by increasing fees to already struggling families.

We need to see our local members BEFORE this petition is tabled in Parliament and make sure they are fully informed of the present situation so they can debate this when the petition is tabled.

Make sure your families know about the situation and the crisis in early childhood. Take parents with you – your families need to be involved as it affects them directly.

Ask your local member how they are going to support your service and what has happened to the funding review and that you expect them to find out for you.

If we are to win pay parity we must increase the pressure on the government now. We can’t rely on others to fight this for us.

Visit the website at http://teachersareteachers.org.au/campaign-events/ for information on the campaign

Desperate times

Gabe ConnellVice President, Early Childhood Services

It’s hello and goodbye

Marty FitzpatrickNorth Coast Branch President

The North Coast Branch recently held a well-attended Term 3 meeting. A couple of new reps in local high schools were present, as well as Organiser Steve Bergan, who returned from leave. We farewelled Sandra White who has been revisiting her old ‘stomping grounds’ while covering for Steve, and capably performing as our local Organiser.

We also welcomed the IEU’s new General Secretary John Quessy.

Issues discussed at our meeting were:

• IEU and CSO Lismore meeting about our pay slips, staff travel to PD venues, children with challenging behaviours clause and parental leave policy not up to date, with CSO to fix it up • Primary Teachers RFF should not be used for school-based meetings at the request of principals• Secondary 3-point coordinator positions• Work practice agreements in independent schools

• Workers Comp changes - ‘offender’ is the new name for a person in a claim• Child protection and the new bill in which we all pay $80 every five years to be reassessed• Australian Curriculum and teaching standards• ’Institute Accredited Teachers’, the new title• PIPs and their success, with a local one on Maintenance and Accreditation coming up soon in Lismore, and• John spoke on Catholic sector wages. There is a 2.5% NSW Government freeze in place. The Union is looking at workload issues, wages protection etc and what can be done for the best, strategically.

Our next meeting is on Wednesday, 21 November (Term 4 Week 7).



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Join the IEU social group & keep up to date with us... www.ieu.asn.au

Artistic game changerExcitement is building in the creative

community about the artistic possibilities presented by the National Broadband Network, according to its champions at the Department of Broadband, Communication and the Digital Economy (DBCDE).

DBCDE spokesperson Dennis Godfrey it will “open doors to high-quality virtual tours of cultural institutions, two-way interactive lessons with artists and connect regional arts with global creative industries”. “This is of particular importance to Indigenous Australian artists … being able to present this work directly to an enthusiastic audience located a long way from their artistic base.”

The Minister for Arts, Regional Development and more, Simon Crean, echoed these sentiments, highlighting several innovative arts projects making the most of the added speed, capacity and connectivity. These included: media artist Keith Armstrong’s ‘Long Time, No See?’ online and installation artwork where the public will generate a vision for Australia’s long term future; and Victoria’s city of Whittlesea ‘Stay or Leave’ online public artwork that will reveal the impact of natural disaster by creating a sonic landscape mirroring the rapidly changing circumstances of extreme events.

Demand itSpeaking of better broadband access, the numerous

television programs audiences can now view ‘on demand’ means more opportunities to tap into the teaching and learning possibilities of some great educational programs. ABC iView includes, among other things, back episodes of A World of Wonders and Backyard Science. Meanwhile SBS has developed an extensive range of teacher resources to accompany

its Go Back To Where You Came From series, plus its recent Insight program, Breaking Point, on families of children with severe disability is not to be missed. See www.sbs.com.au/goback/schools, www.sbs.com.au/news/video/2275640299/Insight-Breaking-Point and http://www.abc.net.au/iview.

Killer robots under attackWant to use technology for peaceful means?

According to Monash University philosopher Dr Robert Sparrow this could be an increasingly difficult aim for engineering students looking for a job or a place to undertake their doctorates, given how much robotics research is funded by the military. Calling on engineers to boycott work on military robots such as the US remote control Predator and Reaper drones used in Afghanistan, Dr Sparrow said engineers “could pay a high personal price” for refusing to work on these projects. They “may face a choice between working on a military project or not gaining entry into their desired profession at all,” Dr Sparrow said.

“Hopefully most engineers can agree that we would all be better served if robots were being researched, designed and built to confront some of the urgent social and environmental challenges facing humanity today, rather than to kill or wield political power in foreign lands,” Dr Sparrow said. See www.monash.edu.au/news/show/call-to-boycott-killer-robots.

Truly randomWondering how to choose a random winner

from a selection of facebook ‘likers’? When it came time for the IEU to choose the winner of our first-ever facebook-based giveaway used Microsoft Excel to

assign a number to each person who ‘liked’ the IEU’s page, we fed the total through www.random.org to find our lucky winner. Claiming its randomness “comes from atmospheric noise, which for many purposes is better than the pseudo-random number algorithms typically used in computer programs” its uses include drawings, lotteries and sweepstakes, to drive games and gambling sites, for scientific applications and for art and music. As for that giveaway, for more opportunities like this, to hear all the latest as it occurs, and to share your views or random tales, ‘like’ our facebook page today at http://www.facebook.com/ieunswact.

Wizard of IT – Tara de Boehmler



September Pressings • By M

agn

um

•

Feel like a storm is coming? your union is only a phone call away

Tel (02) 9779 3200|Fax (02) 9261 8850176-182 Day Street, Sydney NSW 2000

I usually keep my comments to wines that are easily accessible through local outlets, although occasionally I have included examples only available from the cellar door.

What follows however is extremely unusual because Exemplar Heathcote Shiraz 2010 ($65) is the product of a ‘virtual’ winery.

The story behind this is simple. Some years ago Melbourne wine merchant Peter Mornement selected three winemakers from different areas renowned for their Shiraz (Heathcote, McLaren Vale & Barossa) and financed the purchase of 10 tonnes of the best fruit they could source plus 30 new oak barrels.

The first two (Heathcote and McLaren Vale) ultra-premium wines have just been released. The catch is they are only available as a six pack (three of each) and only from www.palmarium.com.au

I’ve tasted both and they are outstanding but my preference is for the Heathcote, which is slightly better drinking now although it will of course age elegantly over the next 10 or more years.

At present it is a deep cherry red with aromas of red berries, Satsuma plum, some gentle spice and for me a touch of lavender. The first taste creates a party in the mouth with all the competing flavours of black forest cake, the cherry, the chocolate and the creamy texture.

There is plenty of intense, ripe fruit in evidence, the product of a long dry growing period with rain at optimum times, earthy oak characters from the new American oak and firm but not

grippy tannins. Made by John Ellis, this is quite the most complex Shiraz from the region I’ve tasted for some time.

As I’ve already broken with tradition I’ll take this opportunity to introduce a grape variety that will be new to most readers. Savagnin is a white wine variety grown in eastern France usually to produce a curious style called yellow wine (Vin Jaune) very much a Sherry style. It has however been planted in Australia often by growers who thought they were planting the Spanish aromatic Albarino. Until recently the identification of grape vines was a pretty inexact science so there are many examples of misnamed wine over the years.

This variety does however make an interesting table wine and is grown from the King Valley to the Barossa but here I’ll deal with my first introduction to the variety which was the Chapel Hill 2010 il Vescovo Savagnin ($17). There is a slight yellow straw tinge in the glass but it is the initial aromatics that make this wine truly interesting. I find orange blossom and green apple followed by nectarine and other stone fruit flavours on tasting. It has a very full mouth feel with a little mineral zest reminiscent of good Italian whites. Savagnin is a food friendly variety with the capacity to age well. Try it with other interesting flavours like a Moroccan chicken dish. Good drinking.

In with the new


John Quessy General Secretary

Gloria Taylor Deputy General SecretaryCarol Matthews Assistant SecretaryMark Northam, Assistant SecretaryChris Wilkinson President St Joseph’s Catholic College, East Gosford

Michelle Omeros Vice President Non-Systemic St Euphemia College, Bankstown

Bernadette Baker Vice President Systemic St Columbkille's Primary School, Corrimal

Carolyn Collins Vice President Support Staff St Michael's Primary School, Nowra

Gabrielle Connell Vice President ECS Albury Preschool Kindergarten

Francis Mahanay Vice President, ACT Holy Family School, Gowrie

Peter Moore Financial Officer De La Salle College, Cronulla

Marie MacTavish

Financial Officer St Joseph’s Primary School, East Maitland

General Executive MembersJohn O’Neill Carroll College, Broulee

Ann Rogers ASPECT South Coast School, Corrimal

Pat Devery St Mary’s Cathedral College, Sydney

Marty Fitzpatrick St Francis Xavier’s Primary School, Ballina

Ralph Hunt The Armidale School, Armidale

Denise McHugh McCarthy Catholic College, Tamworth

Peter Mullins St Francis Xavier College, Florey

Patricia Murnane Emmaus Catholic College, Kemps Creek

Kevin Phillips St Francis Xavier’s College, Hamilton

Michael Hagan Mater Maria College, Warriewood

Newsmonth is published eight times a year (two issues per term) by the NSW/ACT Independent Education Union.Executive Editor: John Quessy (General Secretary) for and on behalf of the IEU Executive and members.Managing Editor: Tara de BoehmlerJournalists: Suzanne Kowalski-Roth, Tara de Boehmler, Sue Osborne and Daniel Long. Graphic Design: Chris Ruddle

Newsmonth

Contributions and letters from members are welcome. These do not reflect endorsement if printed, and may be edited for size and style at the Editor's discretion. They should be forwarded to:

Newsmonth GPO Box 116 SYDNEY NSW 2001 The IEU office is located at: 176-182 Day Street, SydneyTelephone: (02) 9779 3200 Toll free: 1800 467 943 Facsimile: (02) 9261 8850 email: [email protected] On the net: www.ieu.asn.au

Advertising inquiries Chris Ruddle on 9779 3200. Such advertising is carried out to offset production costs to members and at commercial rates. It does not in any way reflect endorsement by the NSW/ACT IEU.

Bernard O’ConnorNGS Super

NSW/ACT IEU Executive

(Important information: 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, read the Product Disclosure Statement for any product you may be thinking of acquiring and consider seeking professional advice.)


Statement time is a good time to have a rethink about your insurance cover and whether it is adequate for the protection you require.

If you have NGS Plus standard insurance cover in the industry plan, you will have four units of Death and Disablement Insurance and four units of Income Protection.

For a 45-year-old member the default cover for Death and Disablement is $133,720; four units of Income Protection insure a salary of up to $80,000 per year at 75% of salary plus 10% super contribution for up to two years after a three-month waiting period.

You can check your annual statement to see the number of units you have and the premiums which have been deducted from your account.

In considering your insurance cover you may wish to think about some of the flexibilities in cover offered through your industry fund. In relation to Death and Disability insurance you have the following options:

Apply for additional cover: this is subject to acceptance by the insurer unless a ‘life event’ triggers automatic upgrading. Life events include getting married, starting a family, starting a new residential mortgage, the death of your spouse, getting divorced, your child’s first day at school and becoming eligible for a Centrelink carer’s allowance. No medical evidence is required other than proof of the life event and this benefit is open to age 60. Some conditions, time frames and limits do apply.

Fixed cover: if you require a fixed amount of Death and Disability insurance and do not wish to have your cover subject to age based scales, you can fix your cover at a certain amount. So the 45-year-old member would be able to fix her cover at $133,720 until age 61 when disablement cover reduces (progressively until it ceases at age 65). Premiums increase each year but fixed cover provides peace of mind in knowing that there is no reduction in the insured amount. It is also possible to apply for a higher amount of fixed cover by providing the insurer with evidence of insurability.

Death only and Disablement only cover: available for those who wish to split the cover and reduce their premiums. Death only cover extends to age 70.

In relation to Income Protection insurance the following options are available:

Apply for additional Income Protection cover: if your salary is above the $80,000 threshold, any amounts over it will not be insured under the standard cover. Each unit of IP cover represents $20,000 worth of salary, so a member on a salary of $116,000, for example, should have six units of IP insurance to cover the salary. If you notify the Fund of a salary increase within four months of the increase, you can receive the extra unit(s) without medical underwriting otherwise the insurance variation form should be completed. Life events as outlined above also apply to automatic increases of Income Protection insurance.

Shorten the waiting period: if you believe the three-month standard waiting period is too long, you can apply to shorten it to 60 or 30 days subject to the insurer’s acceptance.

Apply to increase the insured period: if you feel that two years of income protection payments are inadequate, you can apply for a five year or to age 65 Income Protection benefit period. This option would provide the security of knowing that bills and mortgage payments could be met in the case of a prolonged illness or injuries from an accident.

NGS Super recently invited members to upgrade their insurance via a special offer and it was pleasing to see the results. Over 2000 members opted to increase their Death and Disablement insurance by either one or two units and over 7000 members with no insurance were provided with one unit of Death and Disablement cover.

Insurance cover through industry funds provides an inexpensive means of obtaining protection for you and your loved ones in the case of illness, injury or death. It is important to consider your options as they have been specifically tailored for your needs and income. Statement time is a good chance to have a look and a think about your insurance needs.

Bernard O’Connor: NGS Super ([email protected])

How is your insurance cover looking?

To enter one of these giveaways put your name, membership number and current address on the back of an envelope addressed to Newsmonth Giveaway 1, 2 or 3’ NSW/ACT Independent Education Union Level 2, 12-14 Wentworth St, Parramatta, 2150 by Friday, 26 October. Mark envelope with relevant giveaway.

www.ieu.asn.au giveaways

Giveaway 1 Giveaway 2 Giveaway 3

Dumb, Drunk & Racist: Are Australians really beer swilling racist bogans or just misunderstood? Rated MA15+ ABC DVDThree copies to giveaway

A sizeable chunk of India’s 1.2 billion think Australians are dumb, drunk and racist, argues this DVD. Is it true? This is a six-part factual series where Journalist Joe Hildebrand goes on a road trip with four Indians around Australia to examine the negative stereotypes that exist about us.

The Art of Teaching Science: For middle and secondary schoolEdited by Grady Venville and Vaille Dawson Allen & UnwinISBN: 9781742376592.Three copies to giveaway

Can science teaching be dynamic and collaborative? This book has been recommended by the Science Teachers Association and in its second addition reflects on a student centred approach to science teaching and uses classroom examples and activities from well respected science teachers. It also covers ICT in the science classroom and how to develop a ‘thinking’ science classroom.

Grand Designs Australia: Series 2 DVDFreemantle MediaThree copies to giveaway

Follow award-winning architect Peter Maddison as he explores the ups and downs of constructing “some of Australia’s most elaborate homes in often inhospitable landscapes”. It was filmed over an 18-month period and if you’re thinking about renovating this could be just the thing to get you inspired.

NGS Super Pty Limited ABN 46 003 491 487 AFS Licence No. 233 154 the Trustee of NGS Super ABN 73 549 180 515

NGS Super is a leading super fund in Australia

Listed in the “top ten” best value-for-money super funds in Australia in 2012* Top award ratings from SuperRatings and Chant West Winner of Money magazine’s Best of the Best award for “Best-Value Insurance in

Super” in 2012

www.ngssuper.com.au

1300 133 177

We have many reasons why, but here are just a few:

For more reasons, visit www.ngssuper.com.au

*SuperRatings

Newsmonth_1a.indd 1 24/08/12 5:12 PM

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Newsmonth: September, 2012