BRADFIELD
COLLEGE (DEPARTMENT OF EDUCATION AND TRAINING) SALARIES AND CONDITIONS AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by the Department of Education and Training and
another matter.
(Nos IRC 5762 of 1999
and 2750 of 2001)
|
Before the Honourable Mr Deputy President Harrison
|
29 May and 13 June
2001
|
AWARD
PART A
1. Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Definitions
3. Introduction
4. Employment and Transfer
5. Qualification Requirements
6. Learning Co-ordinators
7. Remuneration
8. Teacher Quality
9. Training and Professional Development
10. College Year
11. Hours of Work
12. Leave
13. Permanent Part-time Employees
14. Casual Employees
15. Travelling Time and Travelling Expenses
16. Transferred Officers Compensation
17. Dispute Resolution Procedures
18. Occupational Health and Safety
19. Educational Initiatives
20. No Industrial Action and No Further Claims
21. Anti-Discrimination
22. Goods and Services Tax
23. Industrial Rights
24. Area, Incidence and Duration
PART B
SCHEDULES
Schedule
1 - Annual Salaries
Schedule
2 - Hourly Rates for Part-time Casual Teachers and Co-ordinators
Schedule
3 - Allowance
2. Definitions
2.1 "Assistant
Director" means a person appointed to a position designated as such.
2.2 "College
calendar" means the schedule for teaching and associated activities
supporting the curriculum offerings at Bradfield College.
2.3 "Casual
employee" means a teacher employed at Bradfield College and paid on an
hourly basis in accordance with the provisions of clause 14, Casual Employees.
2.4 "Director"
means the Director of Bradfield College.
2.5 "Director-General"
means the Director-General of Education and Training, Managing Director of TAFE
NSW.
2.6 "Dispute"
shall have the same meaning as that applied under the Industrial Relations Act 1996.
2.7 "Department"
means the Department of Education and Training.
2.8 "Employee"
means a full-time or part-time employee employed under a contract of no longer
than three years to perform the work of a teacher, learning co-ordinator or
assistant director.
2.9 "Employer"
means the Director-General of Education and Training, Managing Director of TAFE
NSW.
2.10 "Excess
hours" means actual face-to-face teaching hours in excess of a normal
teaching load.
2.11 "Experience"
shall include credit for completed years of service as a qualified teacher,
unqualified service, credit for non-teaching (where it is not defined as
industry experience), and credit for child rearing as allowed for other
teachers employed by the Department.
2.12 "Learning
Co-ordinator" means a person appointed to a position responsible for the
educational and administrative leadership of specified areas within the
College.
2.13 "Managing
Director" means the Managing Director of TAFE NSW.
2.14 "Normal
program" means the duties allocated to permanent, part-time and casual
employees, including teaching duties and duties incidental to teaching.
2.15 "Operating
days" includes every day of the week except Sunday and public holidays.
2.16 "Parties"
means the Director-General of Education and Training, Managing Director of TAFE
NSW and the General Secretary of the New South Wales Teachers Federation.
2.17 "Part-time work"
means employment offered under contract to other than casual employees for less
than the ordinary working hours per week by a teacher on a continuing basis for
set and regular hours. The rate of pay,
all conditions and leave entitlements of a permanent part-time employee shall
be on a pro rata basis.
2.18 "Period of
engagement" means the period, up to three years, for which an employee is
engaged to work at Bradfield College.
2.19 "Prior
employee" refers to an employee of the former Department of School
Education or TAFE recruited to work at Bradfield College.
2.20 "TAFE"
means the New South Wales Technical and Further Education Commission.
2.21 "Teacher"
means a person or officer employed permanently or temporarily in a full-time or
part-time teaching position at Bradfield College to assist the Director in the
work of the College.
2.22 "Teachers
Federation" means the New South Wales Teachers Federation.
2.23 "Team
leader" means a teacher selected by the Director to co-ordinate a team of
teachers responsible for the educational instruction, student welfare and
vocational needs of students.
3. Introduction
3.1 Bradfield
College is a unique public educational institution. The salaries and working conditions of teachers at Bradfield
College were defined by a specific Enterprise Agreement for the College in
1993. The salary, leave and working conditions of teachers at the College as
detailed in this award are derived from that Agreement as modified by changes
agreed to by the parties to meet the current needs of the College and its
teachers.
4. Employment and
Transfer
4.1 The filling of
vacant positions will be by way of a selection process based on merit
(including equal employment opportunity principles).
4.2 Nothing in
this award shall operate to remove the right of the Managing
Director/Director-General to transfer an employee of either TAFE or the
Department, respectively, to another location.
5. Qualification
Requirements
5.1 Staff employed
as full-time or permanent part-time teachers at Bradfield College shall be
required to fulfil the same requirements with respect to academic
qualifications and industry experience as apply to staff teaching the same
subjects or disciplines in the Department or TAFE as appropriate.
6. Learning
Co-ordinators
6.1 Learning
Co-ordinators are responsible for the educational and administrative leadership
of specified areas within the College.
Where appointed, and as a minimum, Learning Co-ordinators shall:
6.1.1 be required to
supervise a major discipline area within the College; or
6.1.2 be responsible
for curriculum development and student support directly linked to classroom
practice across the College.
6.2 The creation
and deletion of learning co-ordinator positions is at the discretion of the
Director. During the term of this award
the parties will develop an agreed process for the establishment and deletion
of learning co-ordinator positions.
This process will include:
6.2.1 a review of the
current and future projected curriculum;
6.2.2 a review of
supervisory responsibilities, including the span of supervision; and
6.2.3 the length of
time the position may be needed.
7. Remuneration
7.1 The annual
salary for teachers, learning co-ordinators and assistant directors shall be as
set out in Schedule 1 - Annual Salaries, of Part B, Schedules.
7.2 A teacher
appointed as team leader shall be paid an allowance as set out in Schedule 3 -
Allowance of Part B, Schedules.
7.3 Determination
of Starting Salary -
7.3.1 All teachers
appointed to Bradfield College shall commence at the rate prescribed for Level
A in Schedule 1 unless they possess additional qualifications and experience
that justifies their appointment at a higher level.
7.3.2 The determination
of starting salary shall be made by the Director having regard to the
provisions of paragraph 7.3.3 of this award.
7.3.3 In relation to
the appointment of teachers to levels, and subject to clause 4, Employment and
Transfer of this award, the following shall apply:
Level A: Applicants
with minimum qualifications and minimum experience.
Level B: Applicants with minimum
qualifications and no less than 1 year of experience above the minimum
requirement.
Level C: Applicants with minimum qualifications
and no less than 2 years of experience above the minimum requirement.
Level D: Applicants with minimum qualifications
and no less than 3 years of experience above the minimum requirement.
Level E: Applicants with minimum qualifications
and no less than 4 years of experience above the minimum requirement.
Level F: Applicants with minimum qualifications
and no less than 5 years of experience above the minimum requirement,
provided that, in exceptional circumstances, salary levels
different to the above can be approved by the Director, Northern Sydney
Institute.
7.4 Movement
Between Salary Levels -
7.4.1 A teacher at
Bradfield College shall be entitled to progress or be maintained on the teacher
salary scale or the salary level for a learning co-ordinator or assistant
director position after each 12 months of service subject to the teacher
demonstrating by means of annual review, continuing efficiency in teaching
practice, satisfactory performance and professional growth. These shall be determined as provided for in
Clause 8, Teacher Quality of this award.
7.4.2 Periods of
full-time leave without pay greater than five days shall not be counted as
service for the purposes of this clause.
7.5 Arrangements
for staff to act in higher positions and to receive higher duties allowances
shall be in accordance with provisions applicable to teaching staff in the
Education Teaching Service.
7.6 Teachers at
Bradfield College may participate in the Department’s salary packaging scheme.
Under the Department’s salary packaging scheme, officers may choose to
take the salary component of their total remuneration package as cash salary,
or select a combination of cash salary and benefits to suit their individual
needs.
8. Teacher Quality
8.1 To provide
feedback on a teacher’s performance, the Director of Bradfield College or
nominee shall ensure that the teacher’s performance is appraised by annual
review. This appraisal will be
implemented from the beginning of the College Year 2001 as follows:
8.1.1 The Director,
Bradfield College or nominee shall be responsible for annually reviewing the
performance and development of teachers undertaking their work.
8.1.2 The TAFE
teachers "Annual Review Policy" shall apply to all teachers, except
casual teachers.
8.1.3 The annual
review for TAFE teachers shall be reported by way of a new teacher assessment
review form.
8.1.4 The parties
agree to negotiate on variations, if any, to the policies and procedures in
place at the commencement date of the award relevant to annual review of
teacher performance.
9. Training and
Professional Development
9.1 The parties
confirm their commitment to training and development for Bradfield College
employees. The employees recognise
their obligation to maintain and update skills.
9.2 The Director,
following agreement with the employees, shall develop a training plan for the
College which shall take into account the individual training needs of teachers
as identified by the annual review as provided for by subclause 7.4.1 of this
award. The training plan will be
reviewed annually by the Director in consultation with the employees.
9.3 Three days
each year during the standard term time for public schools and TAFE Institutes
shall be scheduled by the Director for the purpose of meeting system needs and
those peculiar to the College.
9.4 The
professional development scheme developed and implemented at Bradfield College
will continue to operate. Individual
performance shall be reviewed in accordance with that scheme on an annual
basis. Individual training needs will
be assessed and discussed in accordance with that scheme.
10. College Year
10.1 Bradfield
College will operate for a period of 50 weeks in a calendar year, during which
the College may be open and utilised to conduct educational programs, and have
a two-week close-down period surrounding Christmas and the New Year. The dates of the close-down period will be
determined annually by the Director.
10.2 Employees
covered by this award shall not be required to be in attendance during the
close-down period.
11. Hours of Work
11.1 The parties
agree to a flexible and adaptive approach in relation to working hours and
working arrangements for Bradfield College.
These arrangements are based on the averaging of weekly face-to-face
teaching hours for:
Teachers -
20 hours;
Team leaders -
20 hours;
Learning Co-ordinators -
14 hours;
Assistant Directors -
a minimum of 4 and a maximum of 8 hours;
over a period of up to 12 weeks. By agreement with the Director, employees may also enter into an
arrangement whereby a program, including excess teaching hours, may be worked
and accumulated in accordance with the provisions of subclause 11.6 hereof.
11.2 An employee’s
program of teaching shall be agreed prior to the commencement of each term
between the employee and the Director and recorded by the teacher on the
appropriate "EC" form, or other form(s) as may be required for
payroll purposes.
11.3 The daily span
of working hours in the College for employees under this award is between 7.30
a.m. and 10.00 p.m. on Monday to Friday inclusive and from 7.30 a.m. to 6.00
p.m. on Saturday, provided that an employee cannot be required to work in
excess of eight hours on any one day without the agreement of that employee.
11.4 Employees may
be required to work on any five days from Monday to Saturday inclusive as part
of their normal program, provided that by agreement of the Director, weekly
attendance requirements may be met in four days per week. Should an employee be required to work on a
Saturday, the Director may, if requested, provide in the employee’s program for
two consecutive duty free days a week.
11.5 Employees shall
attend for work 420 hours over a 12-week work cycle of 72 operating days,
provided that:
11.5.1 no employee will
be required to be in attendance for more than 60 operating days;
11.5.2 an employee may,
with the agreement of the Director, attend at the College for less than 420
hours in a 12-week cycle but, in any case, shall attend at the College for no
less than 360 hours over a 12-week cycle;
11.5.3 no teacher
(including any teacher designated as a team leader) shall be required to teach
more than 24 hours face-to-face in any one week;
11.5.4 no learning
co-ordinator shall be required to teach more than 18 hours face-to-face each
week;
11.5.5 no assistant
director shall be required to teach more than 8 hours face-to-face each week.
11.6 By agreement
between the employee and the Director prior to the commencement of the term, a
program may be entered into which includes teaching hours in excess of a normal
load. Such hours may be accumulated to
a maximum of 35 hours and then taken as time in lieu, provided that:
11.6.1 All time in lieu
shall be taken on an hour-for-hour basis during a non-teaching session.
11.6.2 Where an
employee is unable to take the time in lieu before the end of the 12 week
accumulation period or the end of the vacation period immediately following the
term during which the hours were accumulated (whichever is the sooner), then
such teaching hours as are accumulated shall be paid for at the part-time
casual teaching rate as set out in Schedule 2 - Hourly Rates for Part-time
Casual Teachers and Co-ordinators of Part B, Schedules.
11.6.3 Where, with the
agreement of the Director, incidental time associated with programmed excess
teaching hours has been worked at the College and recorded by the teacher on
the appropriate "EC" form, it may be counted towards time in lieu
arrangements.
11.6.4 No employee
shall be required to work beyond the limitations set out in subclause 11.5
hereof.
11.7 Emergency
excess teaching hours occur when there is an unplanned absence of a teacher and
another teacher agrees to take a class with less than 24 hours notice. In such circumstances, emergency excess
teaching hours shall be paid for at the part-time casual teaching rate.
11.8 Where staff of
Bradfield College are directed to work on approved Bradfield College activities
which require their attendance on Sundays or public holidays, they shall be
eligible for compensatory leave.
Compensatory leave will be granted on the basis of one day
for each public holiday or Sunday the teacher is directed to be in attendance
at the activity.
Compensatory leave is to be taken as time in lieu within a
reasonable time after the activity and at a time negotiated with the Director,
and may be taken in conjunction with annual leave to credit.
11.9 Employees may
not be directed to undertake face-to-face duties for more than 14 consecutive
weeks without taking a break of at least one week, or may not elect to
undertake such duties for more than 18 consecutive weeks without taking a break
of at least one week from face-to-face teaching duties. During the break employees may, for example:
11.9.1 take recreation
leave or other leave to credit;
11.9.2 undertake
professional development;
11.9.3 undertake duties
incidental to teaching;
11.9.4 undertake
administrative duties; or
11.9.5 undertake other
duties as assigned by the Director.
11.10 The Director (in
consultation with the employees) may vary the combination of working hours to
suit the needs of Bradfield College or the employees.
12. Leave
12.1 Annual Leave -
Subject to the provisions of the Annual
Holidays Act 1944, staff of the College shall be entitled to annual leave
as follows:
12.1.1 Twenty working
days annual leave per annum (which accrues at the rate of one and two-thirds
working days per month), subject to each employee accruing not more than 30
working days annual leave.
12.1.2 Annual leave
will be taken at a time and for a period agreed between the employee and the
Director.
12.2 Extended Leave
- Prior employees of the former Department of School Education and TAFE shall
retain their extended leave, as appropriate, to credit as at the date of their
appointment to Bradfield College.
Extended leave shall be granted to staff in accordance with
the following:
12.2.1 for employees of
the former Department of School Education, the Teaching Services Act 1980;
12.2.2 for all other
employees, the Technical and Further
Education Commission Act 1990.
12.3 Sick Leave -
12.3.1 Employees other
than casual employees are entitled to sick leave at the rate of 15 working days
paid sick leave per year, i.e., 1 January to 31 December. The full annual entitlement is available
from 1 January each year. Sick leave
will not accrue on a monthly basis. The
unused component of the annual entitlement is fully cumulative.
12.3.2 Employees of
TAFE or the former Department of School Education who had an entitlement to
cumulative sick leave on employment to Bradfield College shall retain such
entitlement for use when required.
12.4 Family and
Community Service Leave -
12.4.1 The Director may
grant paid family and community service leave for the following purposes:
(i) for reasons
related to the family responsibilities of the employee; or
(ii) for reasons
related to the performance of community service by the employee; or
(iii) for reasons
of pressing necessity.
12.4.2 Quantum - The
amount of family and community service leave available to a member of the staff
of the College shall be:
(i) during the
first 12 months of service - three working days;
(ii) after
completion of 12 months service - six working days in any two year period; and
(iii) after
completion of two years service - nine working days in any three year period.
Where family and community service leave is exhausted, sick
leave in accordance with subclause 12.5.1 may be used.
Where family and community service leave has been exhausted,
additional such leave up to two days may be granted on a discrete "per
occasion" basis on the death of a family member (as defined in subclause
12.5.2).
12.5 Personal
Carer’s Leave -
12.5.1 A member of
staff may use the available sick leave from the current year, plus any
accumulated sick leave from the previous three years to provide care and
support for family members when they are ill.
Such illness shall be supported, if required, by a medical certificate
or a statutory declaration that the illness is such as to require the care of
another person for a specific period.
The choice of medical certificate or statutory declaration is the staff
member's. Neither the medical
certificate or statutory declaration is required to reveal the exact nature of
the illness. Wherever practicable, prior notice of the intention to take leave
should be given by a staff member.
12.5.2 The entitlement
to use sick leave in accordance with this subclause is subject to:
(a) the employee
being responsible for the care of the person concerned; and
(b) the person
concerned being:
a spouse of the employee; or
a de facto spouse who, in relation to a person, is a person
of the opposite sex to the first mentioned person who lives with the first
mentioned person as the husband or wife of that person on a bona fide domestic
basis although not legally married to that person; or
a child or an adult (including an adopted child, a
stepchild, a foster child or an ex nuptial child), parent (including a foster
parent and legal guardian), grandparent, grandchild or sibling of the employee
or spouse or de facto spouse of the employee; or
a same sex partner who lives with the employee as the de
facto partner of that employee on a bona fide domestic basis; or
a relative of the employee who is a member of the same
household where, for the purposes of this section:
"relative" means a person related by blood,
marriage, affinity or Aboriginal kinship structures;
"affinity" means a relationship that one spouse,
because of marriage, has to blood relatives of the other; and
"household" means a family group living in the
same domestic dwelling.
A staff member shall, wherever practicable, give the College
Director notice, prior to the absence, of the intention to take leave, the name
of the person requiring care and that person’s relationship to the staff
member, the reasons for taking such leave and the estimated length of
absence. If it is not practicable for
the staff member to give prior notice of absence, the staff member shall notify
the College Director of such absence at the first opportunity on the day of
absence.
12.5.3 Use of Other
Leave - To care for an ill family member, a staff member may also use annual
leave, extended leave or leave without pay with the consent of the Director.
12.5.4 Use of Time in
Lieu - To care for an ill family member, a staff member may also, with the
supervisor's consent, take time off in lieu as agreed on an hour-for-hour
basis.
12.5.5 Use of Make-up
Time - To care for an ill family member, a staff member may, with the supervisor's
consent, elect to work "make-up time". This means the staff member
takes time off during ordinary hours and works those hours at a later time
during the spread of ordinary hours, at the ordinary rate of pay.
12.6 Other Leave -
Employees, other than casual employees, shall be entitled to the following
forms of leave in accordance with the policies published in the TAFE Commission
Gazette, as amended from time to time:
Leave Type TAFE Commission Gazette
Trade union activities No. 4 of 1993
Special leave No. 4 of
1993
Maternity leave No. 43 of
1994
Military leave No. 26 of
1992
Adoption leave No. 43 of
1994
Leave without pay No. 45 of 1994
Parental leave No. 43 of
1994
Study leave Nos. 31 and 36 of 1991,
No. 49 of 1992
13. Permanent
Part-time Employees
13.1 Where teachers
are employed on a permanent part-time basis they shall be entitled to all
conditions of a full-time employee on a pro rata basis as determined by the
proportion of the full-time hours that they are required for duty.
14. Casual Employees
14.1 Payment of
casual employees will be in accordance with the provisions contained in the
Crown Employees (Teachers in Schools and TAFE and Related Employees) Salaries
and Conditions Award provided that payment will be made for approved hours of
attendance. Relevant rates are
extracted and contained in Schedule 2 of Part B, Schedules of this award.
14.2 Department-approved
casual teachers employed by the former Department of School Education who
undertake casual teaching at Bradfield College will have this service
recognised and accredited by the Department as service with the Department, on
the basis that each six hours of paid attendance shall be equivalent to one
day’s attendance at a school.
15. Travelling Time
and Travelling Expenses
15.1 The provisions
of Schedule 12 Excess Travel and Compensation for Travel on Official Business
of the Crown Employees (Teachers in Schools and TAFE and Related Employees)
Salaries and Conditions Award shall apply, except that the payment for
travelling time and waiting time will be calculated using the following
formula:
Annual Salary x 7 x 1 = Hourly Rate
365 35
16. Transferred
Officers Compensation
16.1 Prior employees
of the Department or TAFE shall be entitled to the benefits of the Transferred
Officers Compensation Determination (Education Commission Determination No. 132
or successor provision) when they, at the conclusion of their service at Bradfield
College (provided that they have served a minimum of three years at the
College), return to a position with the appropriate employer, provided that the
employee’s term of engagement has been completed and the employee is not the
subject of any disciplinary action.
16.2 Prior employees
of the Department, or the previous Department of School Education, or TAFE who
accept a promotion with their previous employer shall satisfy the requirements
of a transferred officer under the Determination.
17. Dispute
Resolution Procedures
17.1 Subject to the
provisions of the Industrial Relations
Act 1996:
17.1.1 Should any
dispute, question or difficulty arise concerning industrial matters occurring
in a particular workplace, the staff member and/or Teachers Federation
workplace representative shall raise the matter with the Director/Assistant
Director as soon as practicable.
17.1.2 The
Director/Assistant Director will discuss the matter with the staff member
and/or Teachers Federation representative within two working days with a view
to resolving the matter or by negotiating an agreed method and time frame for
proceeding.
17.1.3 Should the
procedures in 17.1.2 be unsuccessful in producing resolution of the dispute,
question or difficulty, then the staff member and/or the Teachers Federation
representative may raise the matter with an appropriate officer at institute
level with a view to resolving the dispute, question or difficulty or by
negotiating an agreed method and time for proceeding.
17.1.4 Where the
procedures in 17.1.3 do not lead to resolution of the dispute, question or
difficulty, the matter shall be referred to the General Manager of Personnel of
the Department and the General Secretary of the Teachers Federation. They or their nominees shall discuss the
dispute, question or difficulty with a view to resolving the matter or by
negotiating an agreed method and time frame for proceeding.
17.2 Should the
above procedures not lead to a resolution, then either party may make
application to the Industrial Relations Commission of New South Wales.
18. Occupational
Health and Safety
18.1 The parties
acknowledge their obligations to create, maintain and promote a safe working
environment in accordance with their obligations under the Occupational Health and Safety Act 1983 and other relevant
occupational health and safety legislation.
18.2 Management of
the College have an obligation to ensure that appropriate prevention and
management systems are in place to effectively manage health and safety issues,
including the provision of protective clothing and equipment, risk assessment,
risk management and the provision of relevant training.
18.3 All staff are
required to co-operate with management in the maintenance of a safe and healthy
work environment. Where staff have
undertaken relevant training, they shall apply their training in the workplace.
19. Educational
Initiatives
19.1 The parties
agree that, during the term of this award, they will work co-operatively to
develop and implement agreed strategies aimed at improving the productivity of
the College.
19.2 It is agreed
that areas for development and implementation by the parties shall include, but
shall not be limited to:
19.2.1 improving the
technological literacy of employees of the College, including the best use of
information systems and other related technology to facilitate delivery of
educational services;
19.2.2 educational
initiatives which generate commercial revenue will not reduce the resources
directed towards improving student learning outcomes;
19.2.3 initiatives
related to alternative modes of delivery.
20. No Industrial
Action and No Further Claims
20.1 Except as
allowed by the Industrial Relations Act
1996, there shall be no industrial action and no further salaries or conditions
claims by the parties prior to 31 December 2003 in relation to matters
expressly contained in this award.
21.
Anti-Discrimination
21.1 It is the
intention of the parties to seek to achieve the object in section 3(f) of the Industrial Relations Act 1996 to prevent
and eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity and age.
21.2 It follows that
in fulfilling their obligations under the dispute resolution procedures
prescribed under clause 17, the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It shall be consistent with the fulfilment
of these obligations for the parties to make application to vary any provision
of the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
21.3 Under the Anti-Discrimination Act 1977, it is
unlawful to victimise an employee because the employee has made or may make or
has been involved in a complaint of unlawful discrimination or harassment.
21.4 Nothing in this
clause is to be taken to affect:
21.4.1 any conduct or
act which is specifically exempted from anti-discrimination legislation;
21.4.2 offering or
providing junior rates of pay to persons under 21 years of age;
21.4.3 any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination
Act 1977; and
21.4.4 a party to this
award from pursuing matters of unlawful discrimination in any state or federal
jurisdiction.
21.5 This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
22. Goods and
Services Tax
22.1 The parties
shall monitor the overall impact of the Commonwealth Government’s goods and
services tax through the term of the award.
In the event that the Industrial Relations Commission makes a State
decision (as defined by section 49 of the Industrial
Relations Act 1996) having regard to the impact on wages of the goods and
services tax, the Federation reserves the right to make application to the
Industrial Relations Commission in relation to that decision.
23. Industrial Rights
23.1 An accredited
Teachers Federation representative at the College shall, upon notification
thereof to the Director, be recognised as an accredited Teachers Federation
representative.
23.2 An accredited
Teachers Federation representative shall be allowed the necessary time during
working hours to interview the employer or his/her representative on matters
affecting employees.
23.3 An accredited
Teachers Federation representative shall be allowed a reasonable period of time
during working hours to interview a duly accredited Teachers Federation
official.
24. Area, Incidence
and Duration
A. This award
applies to employees appointed to Bradfield College.
B. This award
rescinds and replaces the Bradfield College (Department of Education and
Training) Salaries and Conditions (Interim) Award published 6 August 1999 (310
I.G. 304) as varied on and from 29 May 2001.
C. This award
shall take effect on and from 1 January 2001 and shall remain in force
thereafter until 31 December 2003.
PART B
SCHEDULES
Schedule 1 - Annual Salaries
|
Classification
|
Salary as at
|
Salary as from
|
Salary as
|
Salary as from
|
Salary as
|
|
|
1.1.99 $
|
Date of
Determination
|
from 1.7.01
|
1.7.02 4%
|
from 1.1.03
|
|
|
|
4% increase $
|
3% increase $
|
increase $
|
5% increase $
|
|
|
|
|
|
|
|
|
Teacher Level A
|
41,162
|
42,808
|
44,093
|
45,856
|
48,149
|
|
Teacher Level B
|
44,096
|
45,860
|
47,236
|
49,125
|
51,581
|
|
Teacher Level C
|
46,785
|
48,656
|
50,116
|
52,121
|
54,727
|
|
Teacher Level D
|
48,620
|
50,565
|
52,082
|
54,165
|
56,873
|
|
Teacher Level E
|
52,288
|
54,380
|
56,011
|
58,251
|
61,164
|
|
Teacher Level F
|
55,709
|
57,937
|
59,675
|
62,063
|
65,166
|
|
Learning Coordinator
|
61,435
|
63,892
|
65,809
|
68,442
|
71,864
|
|
Assistant Director
|
67,579
|
70,282
|
72,391
|
75,286
|
79,051
|
|
|
|
|
|
|
|
Schedule 2 - Hourly Rates for Part-time Casual Teachers and
Co-ordinators
|
|
Hourly rate
|
Hourly rate as
|
Hourly rate as
|
Hourly rate as
|
Hourly rate
|
|
|
as at 1.7.98 $
|
from Date of
|
from 1.7.01
|
from 1.7.02
|
as from
|
|
|
|
Determination
|
3% increase $
|
4% increase $
|
1.1.03 5%
|
|
|
|
4% increase $
|
|
|
increase$
|
|
Teaching Duties
|
43.67
|
45.42
|
46.78
|
48.65
|
51.08
|
|
Co-ordination/
|
41.05
|
42.69
|
43.97
|
45.73
|
48.02
|
|
Consultancy Duties
|
|
|
|
|
|
|
Duties Other Than
|
34.48
|
35.86
|
36.93
|
38.41
|
40.33
|
|
Teaching (DOTT)
|
|
|
|
|
|
Schedule 3 - Allowance
|
|
Rate as at
|
Rate as from
|
Rate as from
|
Rate as from
|
Rate as
|
|
|
30.6.99 p.a. $
|
Date of
Determination 4% increase p.a. $
|
1.7.01 3% increase
p.a. $
|
1.7.02 4% increase
p.a. $
|
from 1.1.035%
increase p.a. $
|
|
|
|
|
|
|
|
|
Team Leader Allowance
|
2,500
|
2,600
|
2,678
|
2,785
|
2,924
|
R. W. HARRISON D.P.
Printed by the authority of the Industrial Registrar.