Qld Lutheran Schools Single Enterprise Agreement

Last year, applications doubled. The portfolio approach attracted 14 candidates and the modular model 16; 11 new schools involved in certification. More assessors who have studied the new model have consolidated their training, resulting in greater flexibility and reduced workload. A serious question mark is the future of employment for workers in Queensland`s Lutheran schools, as their employer still intends to impose a plan of reductions, controls and restrictions on existing working conditions. The IEU has identified some of the key areas of wage theft in schools such as: support staff, such as.B. By managers who should pay unpaid overtime, such as “no money in the household to pay overtime” and teachers who do not receive the corresponding child care allowance. The IEU submitted that there was undue pressure on professionals from different professions in schools to not “complain” and accept that overtime is part of the job. Unlike most states and territories, Catholic schools in Victoria were not run by the diocesan offices of Catholic education. Employers were either priests, colleges (including national structures) or school boards.

The Catholic hierarchy in Victoria has long insisted that canonical law requires the Church to degrade the control of schools to priests. As a result, the union essentially dealt with each parish priest and the board of directors as an employer and negotiated employment contracts with several employers. At the same time, IEUA-QNT members in Queensland Lutheran schools are struggling to maintain the working arrangements in their collective agreement, with Lutheran Education Queensland (LEQ) apparently concerned with reducing, controlling and limiting the provisions relating to work arrangements. Negotiations on enterprise agreements for systemic Catholic schools and the independent Catholic sector (Model B and Schools C) are underway, with meetings with the Catholic Employment Relations Commission (CCER) taking place at the end of 2019 and other meetings scheduled for the first half of this year. In addition to EA negotiations, the union is meeting with the diocese`s employers to try to improve the Work Practice Agreements (WPA) to address workload issues such as the ever-increasing collection and reporting of data and increased expectations regarding the satisfaction of tasks and other administrative tasks aerata August of normal school time. LEQ should return to the bargaining table to work with employees and our union to develop a collective agreement recognizing the hard work and commitment of Queensland Lutheran School staff with contemporary working conditions. The IEU participated with each diocese in long discussions on the transition to integration. In early 2018, the Bishop of Sale adopted a new structure for all but two schools. The Diocese of Ballarat founded a business and began moving schools in 2019. This process is still ongoing. Recently, the IEU was also informed of the proposed legal structure for Melbourne and examined all the industrial issues that the archdiocese must consider.

For independent schools (the AIS sector), the current multi-company agreements expire in January 2021. The IEU is developing its ambitions in collaboration with members and meetings with the AIS are planned in subgroup 1. Three of the four dioceses (Sale, Ballarat and the Archdiocese of Melbourne) are now at different stages of a new historical model of governance of certain units registered in each diocese/archdiocese. LEQ`s shameful plan was very clear when the employer ended collective bargaining in early June 2020 to pass its substandal agreement for workers. Victoria New Government Structure for Catholic Schools At the beginning of the 2020 school year, iEUA NSW/ACT Bran is aware that many schools and early pediatric centres and their common