Crown Employees (Teachers in Schools and Related
Employees) Salaries and Conditions Award 2020
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by NSW Department of Education.
(Case No. 334627 of 2021)
|
Before Commissioner Murphy
|
23 December 2021
|
VARIATION
1. Delete clause
1, Arrangement, of award published 15 May 2020 (388 I.G. 1) and insert in lieu
thereof the following:
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Dictionary
3. Salaries
4. Deduction
of Union Membership Fees
5. Allowances
6. Salary
Progression and Maintenance
7. Performance
and Development Processes for Teachers
8. Salary
Packaging
9. Initial
Appointments
10. Teaching in
More Than One Location
11. Deferred
Salary Scheme
12. Compensation
for Travel on Department Business
13. Assessment
and Reporting and Quality of Educational Outcomes
14. Teacher
Efficiency Process
15. Teaching
Hours for Years 11 and 12
16. Allocation
of Duties in High Schools
17. Teaching
Outside Normal School Hours
18. Alternative
Work Organisation
19. Teachers
Appointed to More than One School
20. Qualifications,
Recruitment and Training
21. Calculation
of Service
22. Temporary
Teachers
23. Casual
Teachers
24. Relief in
TP1 or AP1 position or Principal - Environmental Education Centre or Hospital
School Grade
25. Training
and Development
26. Multi-skilling
27. Duties as
Directed
28. Other Rates
of Pay
29. Home School
Liaison Officers and Aboriginal Student Liaison Officers - Special Conditions
30. Teachers in
Residential Agricultural High Schools -Special Conditions
31. Dispute
Resolution Procedures
32. No Further
Claims
33. Anti-discrimination
34. Work Health
& Safety
35. Secondary
College of Languages
36. Educational
Paraprofessionals
37. Australian
Professional Standards for Teachers
38. Area,
Incidence and Duration
SCHEDULES
Schedule 1A - Teacher Salaries - Standards Based
Remuneration - 2020 to 2022
Schedule 1B - Salaries - School Counsellor Salaries -
Standards Based Remuneration - From 1 July 2020 to 2022
Schedule 1C - Salaries - Education Officers/Home School
Liaison Officers/ Aboriginal Student Liaison Officers - From 1 July 2020 to
2022
Schedule 2A - Salaries - Principals - New Classification
Structure - 2020 to 2022
Schedule 2B - Salaries - Principals - Former Principal
Classification Structure - 2020 to 2022
Schedule 3 - Salaries - Other Promotion Classifications
in the Teaching Service
Schedule 4 - Rates of Pay - Casual Teachers - 2020 to
2022
Schedule 5 - Other Rates of Pay - 2020 to 2022
Schedule 6 - Rates of Pay - Educational Paraprofessionals
Schedule 7 - Allowances
Schedule 8 - Locality Allowances
Schedule 9 - Excess Travel and Compensation for Travel on
Official Business
Schedule 10 - Special Conditions Covering Home School
Liaison Officers and Aboriginal Student Liaison Officers
Schedule 11 - Special Conditions Covering Teachers at
Residential Agricultural High Schools
Schedule 12 - Secondary College of Languages - 2022
Schedule 13 - Australian Professional Standards for
Teachers
2. Substitute
references to "Saturday School of Community Languages" with
"Secondary College of Languages", wherever it appears in in the award.
3. Substitute the
word "shall" with "must" where it appears in subclauses
2.20, 4.3, 4.4, 4.5, 9.1, 15.2 and 27.3.
4. Delete
subclauses 2.28 and 2.29 of clause 2, Dictionary, and renumber the existing
subclauses accordingly and update references to the renumbered subclauses
wherever it appears in the Award.
5. Delete clause
3, Salaries, and insert in lieu thereof the following:
3. Salaries
Teachers
3.1 Salaries and
rates of pay for teachers and teachers at the Secondary College of Languages,
education officers, home school liaison officers, Aboriginal student liaison
officers and counsellors shall be paid in accordance with this clause and
Schedules 1A, 1B, 1C, 4, 5, 12. These salaries will be increased by:
3.1.1 2.5% from the
first pay period commencing on or after 1 January 2020;
3.1.2 2.28% from the
first pay period commencing on or after 1 January 2021; and
3.1.3 2.04% from the
first pay period commencing on or after 1 January 2022.
Principals
3.2 Salaries and
rates of pay for principals shall be paid in accordance with this clause and
Schedules 2A and 2B. These salaries will be increased by:
3.2.1 2.5% from the
first pay period commencing on or after 1 January 2020;
3.2.2 2.28% from the first
pay period commencing on or after 1 January 2021, and
3.2.3 2.04% from the
first pay period commencing on or after 1 January 2022.
Other Promotions Classifications in the Teaching Service
3.3 Salaries and
rates of pay for the officers and temporary employees shall be paid in
accordance with this clause and Schedule 3. These salaries will be increased
by:
3.3.1 2.5% from the
first pay period commencing on or after 1 January 2020;
3.3.2 2.28% from the
first pay period commencing on or after 1 January 2021; and
3.3.3 2.04% from the
first pay period commencing on or after 1 January 2022.
Allowances
3.4 Allowances under
this award will be increased by:
3.4.1 2.5% from the
first pay period commencing on or after 1 January 2020;
3.4.2 2.28% from the
first pay period commencing on or after 1 January 2021 and
3.4.3 2.04% from the
first pay period commencing on or after 1 January 2022.
Teachers
3.5 The rates of pay
for teachers will be in accordance with the teacher’s level of accreditation on
commencement of employment.
3.5.1 A teacher with
accreditation at Graduate will commence on the Band 1 salary.
3.5.2 A teacher with accreditation
at Proficient will commence on the Band 2 salary.
3.5.3 A teacher with
accreditation at Highly Accomplished/Lead will commence on the Band 3 salary.
The salary bands are as follows.
|
Band 1
|
(Graduate)
|
|
Band 2
|
(Proficient)
|
|
Band 2
|
(Proficient) Band 2.1
|
|
Band 2
|
(Proficient) Band 2.2
|
|
Band 2
|
(Proficient) Band 2.3
|
|
Band 3
|
(Highly Accomplished/Lead)
|
3.6 Salary progression
from Band 1 to Band 2 will take effect from the first full pay period after
confirmation of proficient accreditation by the Teacher Accreditation Authority
for teachers who have been employed for a minimum of two years full time and
subject to the satisfactory performance of their duties. For those teachers who
have confirmation of accreditation at Proficient but do not have two years full
time service, progression from Band 1 to Band 2 will take effect from the first
full pay period after the completion of two years of full time service.
3.7 Salary
progression from Band 2.0 to 2.1 will take effect from the first full pay
period after the completion of two years full time service at Band 2.0 for
those teachers who continue to meet the requirements of proficient
accreditation, including maintenance and subject to the satisfactory
performance of their duties.
3.8 Salary
progression from Band 2.1 to 2.2 and from 2.2 to 2.3 will take effect from the
first full pay period after the completion of one year of full time service for
those teachers who continue to meet the requirements of proficient
accreditation, including maintenance and subject to the satisfactory
performance of their duties.
3.9 Salary
progression from Band 2.3 to Band 3 will take effect from the first full pay
period after confirmation of Highly Accomplished/Lead accreditation by the
Teacher Accreditation Authority for teachers who have been remunerated at Band
2.3 for a minimum of one year full time and subject to satisfactory performance
of their duties. For those teachers who have confirmation of accreditation at
Highly Accomplished/Lead but do not have one year of full time service at Band
2.3, progression from Band 2.3 to Band 3 will take effect from the first full
pay period after the completion of one year of full time service at Band 2.3
3.10 For the purpose
of salary progression, one year of full time service is 203 days.
3.11 Payment of
salaries under this clause is conditional upon a teacher maintaining the
appropriate level of accreditation.
3.12 Salaries and
rates of pay for teachers shall be paid in accordance with clauses 3.5 to 3.12
and Schedule 1A.
School Counsellors
3.13 The rates of pay
for school counsellors will be in accordance with the school counsellor’s level
of registration and or teachers accreditation on commencement of employment.
3.13.1 A school counsellor
with eligibility for registration with the Psychology Board will commence on
the Band 1 salary.
3.13.2 A school
counsellor with established certification against the Professional Practice
Framework (PPF) and a minimum of provisional registration with the Psychology
Board will commence on the Band 2 salary.
3.13.3 A school
counsellor with evidence against the PPF, full registration with the Psychology
Board and proficient accreditation with NESA will commence on the Band 3
salary.
3.13.4 A school
counsellor who is an existing teacher with the Department at the time of
commencing employment as a school counsellor will be paid no less than the
applicable classroom teacher rate from Schedule 1A, up to a maximum of Band
2.3, on commencement as a school counsellor.
The salary bands are as follows.
|
Band 1
|
Eligibility for registration
with the Psychology Board
|
|
Band 2
|
Established Certification
against the PPF and a minimum of Provisional
|
|
|
registration with the
Psychology Board.
|
|
Band 2
|
(Established Certification)
Band 2.1
|
|
Band 2
|
(Established Certification)
Band 2.2
|
|
Band 2
|
(Established Certification)
Band 2.3
|
|
Band 3
|
Advanced Certification
against the PPF, full registration by the Psychology
|
|
|
Board and accreditation at
proficient by NESA.
|
3.14 Salary
progression from Band 1 to Band 2 will take effect from the first full pay
period after confirmation of established certification against the PPF and a
minimum of provisional registration with the Psychology Board for school
counsellors who have been employed for a minimum of two years full time and
subject to the satisfactory performance of their duties. For those school
counsellors who have confirmation of established certification against the PPF
and a minimum of provisional registration with the Psychology Board but do not
have two years full time service, progression from Band 1 to Band 2 will take
effect from the first full pay period after the completion of two years of full
time service.
3.15 Salary
progression from Band 2.0 to 2.1 will take effect from the first full pay
period after the completion of two years full time service at Band 2.0 for
those school counsellors who continue to meet the requirements of registration
with the Psychology Board and subject to the satisfactory performance of their
duties.
3.16 Salary
progression from Band 2.1 to 2.2 and from 2.2 to 2.3 will take effect from the
first full pay period after the completion of one year of full time service for
those school counsellors who continue to meet the requirements of registration
with the Psychology Board and subject to the satisfactory performance of their
duties.
3.17 Salary
progression from Band 2.3 to Band 3 will take effect from the first full pay
period after advanced certification against the PPF in accordance with the
procedures implemented by the Department, full registration by the Psychology
Board and accreditation at proficient or higher by NESA for school counsellors
who have been remunerated at Band 2.3 for a minimum of one year full time and subject
to satisfactory performance of their duties. For those school counsellors who
have advanced certification against the
PPF in accordance with the procedures implemented by the Department, full
registration by the Psychology Board and accreditation at proficient or higher
by NESA but do not have one year of full time service at Band 2.3, progression
from Band 2.3 to Band 3 will take effect from the first full pay period after
the completion of one year of full time service at Band 2.3
3.18 For the purpose
of salary progression, one year of full time service is 203 days.
3.19 Payment of
salaries under this clause is conditional upon a school counsellor maintaining the
appropriate level of registration/certification/accreditation.
3.20 Salaries and
rates of pay for school counsellors shall be paid in accordance with clauses
3.13 to 3.19 and Schedule 1B.
Education Officers/HSLO/ASLO/ - Salary Scale - From 1 July
2020
3.21 Education
Officers, Home School Liaison Officers and Aboriginal Student Liaison Officers
who are not eligible for standards based remuneration will be remunerated on
the salary scale at Schedule 1C. Salaries and rates of pay for
EO’s/HLSO’s/ASLO’s shall be paid in accordance with clauses 3.21 to 3.23 and
Schedule 1C.
3.22 Minimum salaries
on commencement of employment and maximum salaries for those classifications
remunerated on the salary scale in Schedule at 1C are set out in the table
below:
|
Classification
|
Minimum starting
salary
|
Maximum salary
|
|
|
|
|
|
Education officers and
Aboriginal student
|
|
|
|
liaison officers:
|
|
|
|
Non graduates
|
Step 5
|
Step 13
|
|
Graduates without teacher
training
|
Step 5
|
Step 13
|
|
Graduates with five years of
training
|
Step 6
|
Step 13
|
3.23 Subject to clause
6, Salary Progression and Maintenance, clause 21, Calculation of Service,
officers and temporary employees shall progress without change to their
incremental date by way of annual increments to Step 13 on the salary scale as
set out in Schedule 1C.
Principal Classification Structure
3.24 Principals will be
classified as follows and paid in accordance with Schedule 2A.
3.24.1 Teaching Principal
(TP1) or Associate Principal
3.24.2 Teaching Principal
(TP2) or Associate Principal
3.24.3 Principal 1 (P1)
3.24.4 Principal 2 (P2)
3.24.5 Principal 3 (P3)
3.24.6 Principal 4 (P4)
3.24.7 Principal 5 (P5)
3.25 The rate of pay
for a principal will provide for a base principal salary and a complexity
loading for principals in the classifications of P2, P3, P4 and P5.
3.26 The principal
classification in is derived from the school funding allocation as prescribed
by the Purpose of Funding for the Principal Classification document.
3.27 An annual review
of funding thresholds will take place linked to the release of the school
funding allocations and from the previous school year.
3.28 Base salaries and
complexity loadings will be adjusted where applicable in accordance with
subclause 3.2.
3.29 In circumstances
where the application of the school funding allocation to a school results in a
higher principal classification, the principal will, while they remain at that
school, receive the new salary effective from Day 1, Term 1 of the following
year.
3.30 In circumstances
where the application of the school funding allocation to a school results in a
lower principal classification, the principal will, while they remain at that
school, retain their classification, complexity loading and salary for a period
of three years effective from Day 1, Term 1 of the following year.
At the end of the three year period, the principal’s
classification, complexity loading and salary will revert to the relevant level
in accordance with Schedule 2A.
3.31 Principals who
hold a substantive principal position and choose to remain on the former
principal classification structure will be remunerated according to Schedule 2B
under the previous enrolment based classification and review procedure with
salaries increased in accordance with clause 3.2.
6. Delete clause
6, and insert in lieu thereof the following:
6. Salary Progression
and Maintenance
6.1 Salary
progression for teachers under standards based remuneration will occur in
accordance with the provisions of subclauses 3.5 to 3.12.
6.2 Salary
progression for school counsellors under standards based remuneration will
occur in accordance with the provisions of subclauses 3.13 to 3.19.
6.3 All progression
for temporary teachers is subject to the provisions of subclause 22.4 of clause
22, Temporary Teachers.
6.4 Those officers
prescribed at subclause 3.21 shall be entitled to progress along or be
maintained on the salary scale after each 203 days of service subject to the
officer demonstrating continuing efficiency in teaching practice via an annual
performance and development plan, satisfactory performance and professional
growth for the life of this award.
6.5 A temporary
teacher relieving in a TP1 or AP1 position or Principal - Environmental
Education Centre or Hospital School or Grade 1 position under clause 24, Relief
in TP1 or AP1 or Principal - Environmental Education Centre or Hospital School
or Grade 1 Positions, shall be entitled to be maintained at that salary level
subject to the provisions of subclause 22.4 of clause 22, Temporary Teachers.
7. Delete clause
22, Temporary Teachers, and insert in lieu thereof the following:
22. Temporary Teachers
22.1 From January
2001, temporary teachers were entitled to pro rata salary and conditions of
permanent teachers, other than the provisions at clause 11, Deferred Salary
Scheme.
22.2 The Department
will maintain the following practice: when a teacher has occupied a single
substantive part time position for more than two years and it is expected that
the position will continue, the teacher may apply for conversion to permanent
part time status in that position.
22.3 The Department
will seek to maximise the filling of vacancies in schools by the appointment of
permanent teachers, including permanent part time teachers, where reasonably
practical.
22.4 Subject to the provisions
of clause 21, and the temporary teacher/school counsellor demonstrating
continuing efficiency in teaching/counselling practice via an annual
performance and development plan, satisfactory performance and professional
growth, shall be entitled to be maintained on the salary level for a promotions
position after each 12 months of service. Salary progression for temporary
teachers and school counsellors under standards based remuneration will occur
in accordance with the provisions of subclauses 3.5 to 3.12 and 3.13 to 3.19
respectively.
22.5 Subject to the
provisions of clause 21, and demonstrating continuing efficiency in teaching
practice via an annual performance and development plan, satisfactory
performance and professional growth, those employed temporarily in
classifications prescribed at subclause 3.21 shall be entitled to progress or
to be maintained on the salary level for a promotions position after each 12
months of service or to progress to the next step of the salary scale following
the completion of 203 days of service irrespective of breaks in that service.
8. Delete the
words "From 1 July 2020"after subclause 23.8 of clause 23, Casual
Teachers.
9. Delete
paragraphs 31.1.3 and 31.1.4 of subclause 31.1 of clause 31, Dispute Resolution
Procedures, and insert in lieu thereof the following:
31.1.3 Should the above
procedure be unsuccessful in producing resolution of the dispute or should the
matter be of a nature which involves multiple workplaces, then the employee and
or the Federation may raise the matter with an appropriate officer of the
Department, either the Director,
Educational Leadership or at the
Executive Director level, with a view to resolving the dispute, or by
negotiating an agreed method and time frame for proceeding.
31.1.4 Where the
procedures in paragraph 31.1.3 do not lead to resolution of the dispute, the
matter shall be referred to the Chief People Officer of the Department and the
Branch Secretary of the Federation. They
or their nominees shall discuss the dispute with a view to resolving the matter
or by negotiating an agreed method and time frame for proceeding.
10. Delete paragraph
34.1.1 of subclause 34.1 of clause 34, Work, Health & Safety and insert in
lieu thereof the following:
34.1.1 A "labour
hire business" is a business (whether an organisation, business
enterprise, company, partnership, co-operative, sole trader, family trust or
unit trust, corporation and/or person) which has as its business function, or
one of its business functions, to supply staff employed or engaged by it to
another employer for the purpose of such staff performing work or services for
that other employer
11. Delete clauses
35A and 35B and insert in lieu thereof the following:
35. Secondary College
of Languages
35.1 The conditions of
employment and rates of pay for employees (that term is defined in subclause
2.8 of Schedule 12) at the Secondary College of Languages are exclusively as
provided for in Schedule 12 to this award.
35.2 Such employment
under Schedule 12 of this award is separate from any employment addressed
elsewhere in this award under the Teaching Service Act.
12. Delete Schedules
1A to 7 and insert in lieu thereof the following:
sCHEDULE 1A
TEACHER SALARIES - STANDARDS BASED REMUNERATION 2020-2022
The following salary scale applies to teachers.
|
Band/Level of Accreditation
|
Salary from the first pay period to
commence on or after 1.1.2020
|
Salary from the first pay period to
commence on or after 1.1.2021
|
Salary from
the first pay period to commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Band 1(Graduate)
|
70,652
|
72,263
|
73,737
|
|
Band 2(Proficient)
|
85,214
|
87,157
|
88,935
|
|
Band 2.1
|
92,492
|
94,601
|
96,531
|
|
Band 2.2
|
96,138
|
98,330
|
100,336
|
|
Band 2.3
|
105,376
|
107,779
|
109,978
|
|
Band 3 (Highly
|
112,163
|
114,720
|
117,060
|
|
Accomplished/Lead)
|
|
|
|
sCHEDULE 1b
SCHOOL COUNSELLOR SALARIES – 1 July 2020 to
2022
The following salary scale applies to school counsellors.
|
Band/Level of Accreditation
|
Salary from the first pay period to
commence on or after 1.1.2020
|
Salary from the first pay period to
commence on or after 1.1.2021
|
Salary from the first pay period to
commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Band 1 (Eligibility for registration with the Psychology
Board)
|
70,652
|
72,263
|
73,737
|
|
Band 2 (Proficient
accreditation against the PPF and a minimum of provisional registration with
the Psychology Board.)
|
85,214
|
87,157
|
88,935
|
|
Band 2.1
|
92,492
|
94,601
|
96,531
|
|
Band 2.2
|
96,138
|
98,330
|
100,336
|
|
Band 2.3
|
105,376
|
107,779
|
109,978
|
|
Band 3 (Evidence against the
PPF, full registration by the Psychology Board and accreditation at
proficient by NESA.)
|
112,163
|
114,720
|
117,060
|
Schedule 1c
Home School Liaison Officer, Aboriginal Student
Liaison Officer, Education Officer - SALARY SCALE – 1 July 2020 to 2022
The following salary scale applies to existing education
officers, home school liaison officers, and Aboriginal student liaison officers
who are unable to achieve accreditation with NESA.
|
Current Salary steps
|
Salary from the first pay period to
commence on or after 1.1.2020
|
Salary from the first pay period to
commence on or after 1.1.2021
|
Salary from
the first pay period to commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Step 13
|
105,376
|
107,779
|
109,978
|
|
Step 12
|
96,138
|
98,330
|
100,336
|
|
Step 11
|
92,492
|
94,601
|
96,531
|
|
Step 10
|
88,853
|
90,879
|
92,733
|
|
Step 9
|
85,214
|
87,157
|
88,935
|
|
Step 8
|
81,576
|
83,436
|
85,138
|
|
Step 7
|
77,932
|
79,709
|
81,335
|
|
Step 6
|
74,288
|
75,982
|
77,532
|
|
Step 5
|
70,652
|
72,263
|
73,737
|
SCHEDULE 2a
PRINCIPAL CLASSIFICATION STRUCTURE
2020-2022
|
Classification
|
Salary from the first pay period to
commence on or after 1.1.2020
|
Salary from the first pay period to
commence on or after 1.1.2021
|
Salary from the first pay period to
commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Teaching Principal
|
121,273
|
124,038
|
126,568
|
|
1(TP1) or Associate
|
|
|
|
|
Principal Teaching
|
141,594
|
144,822
|
147,776
|
|
Principal 2(TP2) or
|
|
|
|
|
Associate Principal
|
|
|
|
|
P1
|
145,479
|
148,796
|
151,831
|
|
|
(Base level)
|
(Base level)
|
(Base level)
|
|
P2
|
156,584
|
160,154
|
163,421
|
|
|
(Base level + 11,105 complexity
loading)
|
(Base level + 11,358 complexity
loading)
|
(Base level + 11,590 complexity
loading)
|
|
P3
|
173,525
|
177,481
|
181,102
|
|
|
(Base level + 28,046 complexity
loading)
|
(Base level +28,685 complexity
loading)
|
(Base level +29,271 complexity
loading)
|
|
P4
|
181,113
|
185,242
|
189,021
|
|
|
(Base level + 35,634 complexity
loading)
|
(Base level + 36,446 complexity
loading)
|
(Base level +37,190 complexity
loading)
|
|
P5
|
186,665
|
190,921
|
194,816
|
|
|
(Base level + 41,186 complexity
loading)
|
(Base level + 42,125 complexity
loading)
|
(Base level +42,985 complexity
loading)
|
SCHEDULE 2b
FORMER PRINCIPAL CLASSIFICATION STRUCTURE 2020-2022
The following salary scale applies to existing principals
who did not opt-in to the principal classification structure at 2A.
Table 1
|
Classification
|
Salary from the first pay period to commence on or after 1.1.2020
|
Salary from the first pay period to commence on or after 1.1.2021
|
Salary from the first pay period to commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
High School Principal
|
|
|
|
|
Grade 1 (PH1)
|
181,113
|
185,242
|
189,021
|
|
Grade 2 (PH2)
|
173,525
|
177,481
|
181,102
|
|
Central School Principal
|
|
|
|
|
PC1
|
171,027
|
174,926
|
178,494
|
|
PC2
|
157,712
|
161,308
|
164,599
|
|
PC3
|
151,325
|
154,775
|
157,932
|
|
PC4
|
146,244
|
149,578
|
152,629
|
|
Primary School Principal
|
|
|
|
|
PP1
|
169,370
|
173,232
|
176,766
|
|
PP2
|
156,184
|
159,745
|
163,004
|
|
PP3
|
149,856
|
153,273
|
156,400
|
|
PP4
|
144,829
|
148,131
|
151,153
|
|
PP5
|
141,594
|
144,822
|
147,776
|
|
PP6
|
121,273
|
124,038
|
126,568
|
|
Principal - Environmental Education Centre or
|
|
|
|
|
Hospital School Grade 2
|
141,594
|
144,822
|
147,776
|
|
Principal - Environmental Education Centre or
|
|
|
|
|
Hospital School Grade 1
|
121,273
|
124,038
|
126,568
|
Table 2
|
Classification
|
Salary from the first pay period to
commence on or after 1.1.2020
|
Salary from the first pay period to
commence on or after 1.1.2021
|
Salary from the first pay period to
commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Executive Principal, Connected Communities
|
200,134
|
204,697
|
208,873
|
Note: The new principal classification structure which
commenced in 2016 does not apply to the position of Executive Principal,
Connected Communities.
SCHEDULE 3
OTHER PROMOTIONS CLASSIFICATIONS IN THE TEACHING SERVICE – 2020-2022
|
Classification
|
Salary from the first pay period to
commence on or after 1.1.2020
|
Salary from the first pay period to
commence on or after 1.1.2021
|
Salary from the first pay period to
commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
School based teaching service
|
|
|
|
|
High School Deputy Principal
|
141,
594
|
144,822
|
147,776
|
|
Deputy Principal (Secondary) Central
School
|
141,594
|
144,822
|
147,776
|
|
Primary School Deputy Principal
|
141,594
|
144,822
|
147,776
|
|
Deputy Principal (Primary) Central School
|
141,594
|
144,822
|
147,776
|
|
Assistant Principal Primary School
|
121,273
|
124,038
|
126,568
|
|
Assistant Principal Central School
|
121,273
|
124,038
|
126,568
|
|
Head Teacher High School
|
121,273
|
124,038
|
126,568
|
|
Head Teacher Central School
|
121,273
|
124,038
|
126,568
|
|
Leader,
Psychology Practice
|
141,594
|
144,822
|
147,776
|
|
Senior Psychologist, Education
(formerly District Guidance Officer)
|
121,273
|
124,038
|
126,568
|
|
Senior Assistant in Schools
|
108,118
|
110,583
|
112,839
|
|
Non School based teaching service
|
|
|
|
|
Principal Education Officer
|
157,891
|
161,491
|
164,785
|
|
Senior Education Officer Class 2
|
142,302
|
145,546
|
148,515
|
|
Senior Education Officer Class 1
|
|
|
|
|
Year 1
|
121,273
|
124,038
|
126,568
|
|
Year 2
|
126,284
|
129,163
|
131,798
|
|
Year 3
|
131,295
|
134,289
|
137,028
|
Schedule 4
Rates of Pay - Casual Teachers
and SCHOOL COUNSELLORS
Table 1
|
Teachers
|
Rates from the first pay period to
commence on or after 1.1.2020
|
Rates from the first pay period to
commence on or after 1.1.2021
|
Rates from the first pay period to
commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Band 1
|
365.45
|
373.78
|
381.41
|
|
Band 2
|
440.76
|
450.81
|
460.01
|
Table 2
In the case of casual teachers relieving in positions of TP1
or AP1 or as a principal - environmental education centre or hospital school
Grade 1, subject to satisfying the requirements, the daily rate of pay shall be
as follows:
|
|
Rates
from the first pay period to commence on or after 1.1.2020
|
Rates
from the first pay period to commence on or after 1.1.2021
|
Rates
from the first pay period to commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Casual TP1/AP1
|
|
|
|
|
Principal Environmental Education
Centre or
|
627.27
|
641.57
|
654.66
|
|
Hospital School Grade 1
|
|
|
|
Schedule 5
Other Rates of Pay
|
Classification
|
Rates
from the first pay period to commence on or after 1.1.2020
|
Rates
from the first pay period to commence on or after 1.1.2021
|
Rates
from the first pay period to commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
|
Per
day
|
Per
day
|
Per
day
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Teacher in Charge
|
27.57
|
28.20
|
28.78
|
|
Demonstration Schools
|
11.43
|
11.69
|
11.93
|
|
Teachers of classes of students
with disabilities
|
15.61
|
15.97
|
16.30
|
SCHEDULE 6
EDUCATIONAL PARAPROFESSIONAL 2020-2022
|
|
Salary from the first pay period to
commence on or after 1.1.2020
|
Salary from the first pay period to
commence on or after 1.1.2021
|
Salary from the first pay period to
commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Step 1
|
59,731
|
61,093
|
62,339
|
|
Step 2
|
63,712
|
65,165
|
66,494
|
|
Step 3
|
67,013
|
68,541
|
69,939
|
Schedule 7
ALLOWANCES
Table 1
|
|
Rates
from the first pay period on or after 1.1.2020
|
Rates
from the first pay period on or after 1.1.2021
|
Rates
from the first pay period on or after 1.1.2022
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Schools
|
|
|
|
|
Home School Liaison Officer
and Aboriginal Student Liaison Officer
|
3,094
|
3,165
|
3,230
|
|
Teacher in Charge
|
4,793
|
4,902
|
5,002
|
|
Year Adviser
|
4,251
|
4,348
|
4,437
|
|
Teachers other than the
principal of classes of students with disabilities
|
2,717
|
2,779
|
2,836
|
|
Principals, schools for
specific purposes
|
3,539
|
3,620
|
3,694
|
|
Principal of Stewart House
|
18,055
|
18,467
|
18,844
|
|
In a central school - DP
(Primary) AP
|
2,153
|
2,202
|
2,247
|
|
Demonstration Schools
|
|
|
|
|
Principal - formerly
classified prior to 1 January 2016 as:
|
|
|
|
|
Class PP1
|
3,125
|
3,196
|
3,261
|
|
Class PP2
|
2,773
|
2,836
|
2,894
|
|
Other promotion positions
|
2,430
|
2,485
|
2,536
|
|
Trained teacher
|
1,974
|
2,019
|
2,060
|
|
Demonstration lessons
|
|
|
|
|
Teachers in schools required
to take demonstration lessons: per
lesson
|
55.62
|
56.89
|
58.05
|
|
In other schools
|
|
|
|
|
Per half hour lesson
|
67.26
|
68.79
|
70.19
|
|
Per 40 minute lesson
|
89.64
|
91.68
|
93.55
|
|
Maximum per annum
|
5,065
|
5,180
|
5,286
|
|
Residential Agricultural High Schools
|
|
|
|
|
Rostered supervision teachers
|
11,959
|
12,232
|
12,482
|
|
Head Teacher (Welfare)
residential supervision allowance
|
1,992
|
2,037
|
2,079
|
|
Teacher
in charge of residential supervision
|
2,047
|
2,094
|
2,137
|
|
Principal on call and special
responsibility allowance
|
18,055
|
18,467
|
18,844
|
|
Deputy principal on call and
special responsibility allowance
|
16,313
|
16,685
|
17,025
|
|
Supervisor of female students
|
|
|
|
|
Up to 200 students
|
2,133
|
2,182
|
2,227
|
|
201-400 students
|
3,433
|
3,511
|
3,583
|
|
More than 400 students
|
4,251
|
4,348
|
4,437
|
|
Education Officers
|
|
|
|
|
Non Graduate
|
|
|
|
|
Year 2
|
5,489
|
5,614
|
5,729
|
|
Year 1
|
5,489
|
5,614
|
5,729
|
|
Graduate
|
|
|
|
|
Year 2
|
4,288
|
4,386
|
4,475
|
|
Year 1
|
4,288
|
4,386
|
4,475
|
Table 2
|
|
Amount (*)
|
|
Executive Principal,
Connected Communities
|
50,000
|
(*) Allowance
payable subject to the Executive Principal, Connected Communities satisfying
the provisions of subclause 5.9.
13. Delete subparagraph
(iv) of paragraph 1.1.6 of subclause 1.1 of clause 1, Definitions of Schedule
8, Locality Allowances, and insert in lieu thereof the following:
(iv) For the purposes
of subparagraphs (i) and (ii) of this paragraph, the
amounts which travel costs and charges must exceed are as follows:
|
From the first pay period to commence
on or after 1.1.2020
|
From the first pay period to commence
on or after 1.1.2021
|
From the first pay period to commence
on or after 1.1.2022
|
|
$
|
$
|
$
|
|
39
|
40
|
41
|
14. Delete subclause
2.4 of clause 2, Part A - Allowances - Climatic Disability, of Schedule 8 and
insert in lieu thereof the following:
2.4 Allowances under
subclauses 2.1 and 2.2 are as follows:
|
Subclause No.
|
Climatic Allowances
|
Rates
from the first pay period to commence on or after 1.1.2020
|
Rates
from the first pay period to commence on or after 1.1.2021
|
Rates
from the first pay period to commence on or after 1.1.2022
|
|
|
|
$
|
$
|
$
|
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
2.1
|
Teacher without dependent
partner
|
1,460
|
1,493
|
1,523
|
|
|
Teacher with dependent
partner
|
1,726
|
1,765
|
1,801
|
|
2.2
|
Teacher without dependent
partner
|
738
|
755
|
770
|
|
|
Teacher with dependent
partner
|
984
|
1,006
|
1,027
|
15. Delete
subclauses 3.1 to 3.3 of clause 3, Part B - Allowances - Isolation from Socio
Economic Goods and Services of Schedule 8 and insert in lieu thereof the
following:
3.1 A teacher appointed
to a school included in Appendix A of this schedule shall be paid the following
allowances
|
|
Rates
from the first pay period to commence on or after 1.1.2020
|
Rates
from the first pay period to commence on or after 1.1.2021
|
Rates
from the first pay period to commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Group
|
|
|
|
|
1
|
4,795
|
4,904
|
5,004
|
|
2
|
4,315
|
4,413
|
4,503
|
|
3
|
3,834
|
3,921
|
4,001
|
|
4
|
3,357
|
3,434
|
3,504
|
|
5
|
2,875
|
2,941
|
3,001
|
|
6
|
2,400
|
2,455
|
2,505
|
|
7
|
1,922
|
1,966
|
2,006
|
|
8
|
1,441
|
1,474
|
1,504
|
|
9
|
965
|
987
|
1,007
|
|
10
|
480
|
491
|
501
|
3.2 A teacher with a
dependent partner shall receive double the allowance prescribed in subclause
3.1 of this clause.
3.3 Subject to
clause 7 of this schedule, a teacher entitled to an allowance under subclause
3.1 of this clause and with a dependent child or children shall be paid the
following additional allowances -
|
|
1st
dependent child rates from the first pay period to commence on or after
1.1.2020
|
1st
dependent child rates from the first pay period to commence on or after
1.1.2021
|
1st
dependent child rates from the first pay period to commence on or after
1.1.2022
|
|
|
Per
annum
|
Per
annum
|
Per
annum
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Group 1
|
574
|
587
|
599
|
|
Group 2
|
501
|
512
|
522
|
|
Group 3
|
423
|
433
|
442
|
|
Group 4
|
349
|
357
|
364
|
|
Groups 5 and 6
|
277
|
283
|
289
|
|
|
2nd and subsequent dependent child rates
from the first pay period to commence on or after 1.1.2020
|
2nd and subsequent dependent child
rates from the first pay period to commence on or after 1.1.2021
|
2nd
and subsequent dependent child rates from the first pay period to commence on
or after 1.1.2022
|
|
|
Per
annum
|
Per
annum
|
Per
annum
|
|
|
$
|
$
|
$
|
|
Group 1
|
386
|
395
|
403
|
|
Group 2
|
317
|
324
|
331
|
|
Group 3
|
239
|
244
|
249
|
|
Group 4
|
167
|
171
|
174
|
|
Groups 5 and 6
|
91
|
93
|
95
|
16. Delete the table
of clause 4 of Part C - Allowances - Motor Vehicle, Schedule 8 and insert in
lieu thereof the following:
|
Group
|
Rates
from the first pay period to commence on or after 1.1.2020
|
Rates
from the first pay period to commence on or after 1.1.2021
|
Rates
from the first pay period to commence on or after 1.1.2022
|
|
|
$
|
$
|
$
|
|
Increase
|
2.5%
|
2.28%
|
2.04%
|
|
Groups 1, 2 and 3
|
2,577
|
2,636
|
2,690
|
|
Groups 4,5 and 6
|
1,294
|
1,324
|
1,351
|
17. Delete
subclause 5.3 of clause 5, Part D - Allowances - Vacation Travel Expense -
Subject to Clause 7 of this Schedule, of Schedule 8, and insert in lieu thereof
the following:
5.3 For the purposes
of subclause 5.2, the amount of overnight expenses are as follows:
|
From the first pay period to commence
on or after 1.1.2020
|
From the first pay period to commence
on or after 1.1.2021
|
From the first pay period to commence
on or after 1.1.2022
|
|
$
|
$
|
$
|
|
45
|
46
|
47
|
18. Delete paragraph
6.6.1 of subclause 6.6 of clause 6, Part E - Reimbursement of Certain Expenses
Related to Medical or Dental Treatment, of Schedule 8 and insert in lieu
thereof the following:
6.6.1 In any such case,
the Secretary shall reimburse to the teacher the amount by which any premium or
contribution incurred in so doing exceeds the following amounts:
|
From the first pay period to commence
on or after 1.1.2020
|
From the first pay period to commence
on or after 1.1.2021
|
From the first pay period to commence
on or after 1.1.2022
|
|
$
|
$
|
$
|
|
39
|
40
|
41
|
19. Delete
subclauses 3.3 and 3.4 of clause 3, Payment for Excess Travel Time, of Schedule
9, Part A and insert in lieu thereof the following:
3.3 Teachers who are
in receipt of a salary in excess of the rate applicable to Band 2.1 as set out
in Schedule 1A, shall be paid travelling time calculated at the rate applicable
to the abovementioned rate.
20. Delete subclause
4.1 of clause 4, Payment for Excess Travel of Schedule 9, Part A, and insert in
lieu thereof the following:
4.1 All travelling
costs reasonably incurred because of excess travel for the use of a private
motor vehicle shall be paid on the basis of cents per kilometre at two rates as
follows:
4.1.1 up to 8,000 km
per annum - 72 cents per km;
4.1.2 over 8,000 km per
annum - 28.8 cents per km.
Provided that these rates shall be adjusted pursuant to
and in accordance with the rates as approved from time to time by the Premier’s
Department.
21. Delete clause 8,
Official Business and Casual Rate, of Schedule 9, Part B and insert in lieu
thereof the following:
8. Official Business
and Casual Rate -
|
Clause of Schedule
|
Rate/
|
Cents Per Km
|
|
which applies
|
|
|
|
5
|
Official Business Rate
|
0 - 8,000 km
|
8,001
km or more
|
|
|
|
per annum
|
per
annum
|
|
|
|
72.0
|
28.8
|
|
6
|
Casual Rate
|
28.8
|
Provided that these rates shall be adjusted pursuant to
and in accordance with the rates as approved from time to time by the
Secretary, Department of Premier and Cabinet.
22. Delete subclause
1 of Schedule 10 and insert in lieu thereof the following:
1. Officers who
are employed as teachers and persons who, in the opinion of the Secretary, have
the appropriate qualifications to be employed as teachers Shall be eligible to
apply for appointment as Home School Liaison Officers.
23. Delete subclause
17, of Schedule 10 and insert in lieu thereof the following:
17. A person with a
current approval to teach appointed as a home school liaison officer will, on
completion of the period of their appointment, elect to be appointed, pursuant to
Section 47 of the Teaching Service Act, as a permanent teacher with priority to
all other persons on any teacher employment waiting list. This permanent
appointment will not be probationary as provided for in Section 48 of the
Teaching Service Act. The home school liaison officer may always elect to
accept a temporary appointment as a teacher.
24. Delete schedules
12A and 12B and insert in lieu thereof the following:
SCHEDULE 12
Secondary College of Languages
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Definitions
3. Employment
Jurisdiction
4. Recruitment
and Appointment
5. Allocation
to Centres and Classes
6. Duties as
Directed
7. Remuneration
8. Travel
Expenses
9. Training
and Development
10. Recognition
of Service
11. Anti-Discrimination
12. Parental
Leave and Other Entitlements
13. Dispute
Resolution Procedures
14. Deduction
of Union Membership Fees
15. Work,
Health and Safety
Table 1 - Remuneration, Monetary Rates
2. Definitions
2.1 “Accredited” means
a teacher who has demonstrated the Australian Professional Standards for
Teachers at the level of Proficient, Highly Accomplished or Lead and has been
accredited as such by a Teacher Accreditation Authority.
2.2 “Anti-Discrimination
Act” means the Anti-Discrimination Act
1977
2.3 "Assistant
Supervisor" means an employee who assists the Supervisor and who acts in
his/her capacity during the absence of the Supervisor.
2.4 "Centre"
means a location at which language teaching and learning is conducted by the
Secondary College of Languages.
2.5 "Casual
Secondary College of Languages Teacher" means an employee who is engaged
on an hourly rate of pay in the Teaching Service at the Secondary College of
Languages.
2.6 "Curriculum
Co-ordinator" means an employee who assists the Centre Supervisor and the
Principal, Secondary College of Languages in curriculum implementation;
development of curriculum resources and provision of advice on language
teaching methodology.
2.7 "Department"
means the Department of Education.
2.8 “Employee” means
a person employed as a supervisor, assistant supervisor, curriculum coordinator
or teacher at the Secondary College of Language by the Secretary or delegate
under the provisions of the Teaching Service Act.
2.9 "Federation"
means the Australian Education Union NSW Teachers Federation Branch.
2.10 “Industrial
Relations Act” means the Industrial
Relations Act 1996
2.11 "Industrial
Relations Commission" means the Industrial Relations Commission of New
South Wales established by the Industrial Relations Act.
2.12 "Parties"
means the Department and the Federation.
2.13 "Principal,
Secondary College of Languages" means the officer appointed by the
Secretary to be responsible for the operation of the Secondary College of
Languages.
2.14 "Secondary
College of Language Teacher" means an employee responsible as part of a
team for the educational instruction of students in a community language.
2.15 "Secondary
College of Languages" means a multi-location facility established by the
Department to provide an avenue for students of a particular community language
background to pursue the study of that language which cannot otherwise be
studied in the student’s regular school.
2.16 "Secretary"
means the Secretary of Education.
2.17 “Sessional Secondary College of Language
Teacher or other employee” means an employee who is employed as a supervisor,
assistant supervisor or curriculum co-ordinator on a temporary basis. The
definition of temporary teacher provided for in subclause 2.62 of the award
does not include sessional Secondary College of Language teacher.
2.18 "Supervisor"
means an employee who co-ordinates a team of assistant supervisors, curriculum
co-ordinators, teachers and clerical staff and is responsible for the
educational and administrative leadership at an operating location of the
Secondary College of Languages.
2.19 “Teacher
Accreditation Act” means the Teacher
Accreditation Act 2004.
2.20 “Teacher Accreditation Authority” means the
person or body delegated by the Secretary of the Department of Education under
the Teacher Accreditation Act to accredit in government schools.
2.21 “Teaching
Service Act” means the Teaching Service
Act 1980.
2.22 “Temporary Employee” means and includes all
persons employed on a temporary basis, other than on a casual basis under the
Teaching Service Act.
3. Employment
Jurisdiction
3.1 Casual Secondary College of Language teachers
and sessional Secondary College of Language supervisors, assistant supervisors
and curriculum co-ordinators are employed in accordance with the Teaching
Service Act.
4. Recruitment and Appointment
4.1 Employees
covered by this schedule are engaged to teach in the Department's Secondary
College of Languages.
4.2 Offers of
appointment and continuing employment during periods of appointment will
continue and be conditional on:
4.2.1 the Secondary
College of Languages' ongoing need for the service provided; and
4.2.2 satisfactory
performance of duties.
4.3 Satisfactory performance of duties shall
be appraised by participation in the Performance Development Framework.
4.4 Appointments
shall be made on merit and shall be subject to the qualification requirements
as specified in subclause 4.5 of this clause.
4.5 Secondary
College of Language supervisors, assistant supervisors, curriculum
co-ordinators and teachers must be accredited.
5. Allocation to
Centres and Classes
5.1 Allocation of
employees to Centres and classes shall be the responsibility of the Principal,
Secondary College of Languages. The
Principal shall consider the following matters in the allocation to Centres and
classes:
5.1.1 continuity of
educational programs;
5.1.2 distance
travelled from home to centre; and
5.1.3 curriculum needs
of the centre.
6. Duties as Directed
6.1 The Secretary, his/her
delegate, nominee or representative may direct an employee to carry out such
duties as are within the limits of the employee’s skill, competence and
training consistent with the classifications covered by the award and provided
that such duties are not designed to promote de-skilling.
6.2 The Secretary
may direct an employee to carry out such duties and use such tools, materials
and equipment as may be required, provided that the employee has been properly
trained in the use of such tools, materials and equipment.
6.3 Any directions
issued by the Secretary pursuant to subclauses 6.1 and 6.2 of this clause shall
be consistent with the Secretary’s responsibility to provide a safe and healthy
working environment.
7. Remuneration
7.1 Rates of pay shall
be paid in accordance with Table 1, Remuneration, Monetary Rates to this
schedule. The rates of pay for employees are as set out in Table 1 -
Remuneration, Monetary Rates, to this schedule.
7.2 Subject to
clause 8, Travel Expenses, the above rates of pay are fully inclusive rates
which incorporate remuneration for all terms and conditions of employment.
7.3 Supervisors,
Assistant Supervisors and Curriculum Coordinators shall be paid no less than
the Saturday sessional rates as prescribed in the said Table 1 for
administrative, supervisory and curriculum coordination work undertaken at a
Centre. Saturday sessional rates include
payment for incidental work such as securing premises and resources, peak time
administrative duties, irregular consultations with students, parents and
staff, and the parent/teacher meetings and presentation days as set down in the
Saturday School calendar.
7.4 Sessional work
on a Saturday for Supervisors, Assistant Supervisors and Curriculum
Co-ordinators shall be of four hours duration, unless otherwise determined by
the Principal, Secondary College of Languages in consultation with the employee
and with due notice and shall be remunerated at the sessional rates prescribed
in Table 1, Monetary Rates.
7.5 Where a
Supervisor, Assistant Supervisor or Curriculum Coordinator is required by the
Principal, Secondary College of Languages to work at a Centre, hours additional
to the four sessional hours specified in subclause 7.4 of this clause,
including regular additional hours to meet the ongoing needs of particular
Centres, remuneration for these hours shall be paid at the hourly rates
prescribed in Table 1 for each additional hour that they are required to
work. Periods of less than one hour
shall be remunerated in intervals of 30 minutes or part thereof.
7.6 Casual Secondary
College of Language Teachers shall be paid the hourly rates of pay prescribed
in Table 1. The approved paid hours for
this classification of teachers shall be as follows:
7.6.1 Year 7 - 10
classes - 2.75 hours per week
7.6.2 Years 11 - 12
Continuers and Background Speakers course classes - 3.75 hours per week
7.6.3 Year 12 Extension
course classes - an additional one hour per week.
7.7 For a Casual
Secondary School of Languages Teacher to
be entitled to payment for hours in addition to those prescribed in subclause
7.6 of this clause, prior approval to work the additional hours must be
obtained from the Principal, Secondary College of Languages before that work is
undertaken. Additional hours shall be remunerated at the hourly rates
prescribed in Table 1. Periods of less than one hour shall be remunerated in
intervals of 30 minutes or part thereof.
7.8 A Casual
Secondary College of Language Teacher’s approved paid hours as prescribed in
subclause 7.6 includes 0.5 hours preparation time and 0.25 hours playground
duty.
7.9 During the 0.5
hours preparation time Casual Secondary College of Language Teachers may be
required to be present at their Centres, if considered necessary by the
Supervisor, for consultation with staff, students and/or parents.
7.10 Salary packaging
7.10.1 For the purposes
of this clause "salary" means the salary or rates of pay prescribed
for the employee's classification by Table 1 and any allowances paid to an
employee which form part of the employee’s salary for superannuation purposes.
7.10.2 An employee may,
by agreement with the employer, enter into a salary packaging arrangement
including salary sacrifice to superannuation where they may convert up to 100%
of their salary to other benefits.
Any pre-tax and post-tax payroll deductions must be
taken into account prior to determining the amount of salary available to be
packaged. Such payroll deductions may include but are not limited to, compulsory
superannuation payments, HECS payments, child support payments, judgment
debtor/garnishee orders, union fees, health fund premiums.
7.10.3 The terms and
conditions of the salary packaging arrangement, including the duration as
agreed between the employee and employer, will be provided in a separate
written agreement, in accordance with the Department’s salary packaging
guidelines. Such agreement must be made prior to the period of service to which
the earnings relate.
7.10.4 Salary packaging
must be cost neutral for the employer. Employees must reimburse the employer in
full for the amount of:
7.10.4.1 any
fringe benefits tax liability arising from a salary packaging arrangement; and
7.10.4.2 any
administrative fees.
7.10.5 Where the employee makes an election to salary package the following
payments made by the employer in relation to an employee shall be calculated by
reference to the annual salary which the employee would have been entitled to
receive but for the salary packaging arrangement:
7.10.5.1 Superannuation
Guarantee Contributions;
7.10.5.2 any
salary-related payment including but not limited to allowances and workers
compensation payments; and
7.10.5.3 payments
made in relation to accrued leave paid on termination of the employee’s employment
or on the death of the employee.
8. Travel Expenses
8.1 Where an
employee is required and authorised to travel in the performance of their
duties, reimbursement for travel expenses shall be paid in accordance with the
provisions applying to other Departmental teachers.
8.2 Employees are
not regarded as teachers timetabled to teach in more than one school when
determining reimbursement for travel expenses.
9. Training and
Development
9.1 The Department
confirms its commitment to training and development for employees and shall
provide appropriate training and development opportunities to meet this
commitment within the context of the needs and priorities of the Secondary
College of Languages. The Department has
an expectation that employees shall attend appropriate staff development and
curriculum co-ordination activities. The
appropriateness of the activities shall be determined by the Principal,
Secondary College of Languages in consultation with Supervisors.
9.2 Employees
recognise the importance of maintaining and updating their skills for the
benefit of the students of the Secondary College of Languages.
9.3 Approved
attendance at training and development courses and staff development and
curriculum co-ordination activities shall be remunerated as additional hours in
accordance with subclauses 7.5 or 7.7 of clause 7, Remuneration.
9.4 The Performance and Development Framework
applies to all teachers in all classifications at the Secondary College of
Languages.
10. Recognition of Service
10.1 Employees holding
a Departmental approval to teach in regular government schools in New South
Wales, not otherwise permanently employed by the Department, shall have service
at the Secondary College of Languages from 4 August 1995 recognised as service
with the Department, on the basis that each six approved paid hours at the
Secondary College of Languages, pursuant to clause 7, Remuneration shall be
equivalent to one day of service.
10.2 Employees holding
a Departmental approval to teach in regular government schools in NSW but not
otherwise permanently employed by the Department shall have service at the
Secondary College of Languages from 4 August 1995 recognised for the purposes
of incremental progression on permanent appointment to the Department.
11.
Anti-Discrimination
11.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations
Act to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds
of race, sex, marital status, disability, homosexuality, transgender identity,
age and responsibilities as a carer.
11.2 It follows that
in fulfilling their obligations under the dispute resolution procedures
prescribed by this award 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.
11.3 Under the Anti-Discrimination Act, 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.
11.4 Nothing in this
clause is to be taken to affect:
11.4.1 any conduct or act
which is specifically exempted from anti-discrimination legislation;
11.4.2 offering or
providing junior rates of pay to persons under 21 years of age;
11.4.3 any act of
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act;
11.4.4 a party to this
award from pursuing matters of unlawful discrimination in any state or federal
jurisdiction.
11.5 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.
12. Parental Leave and
Other Entitlements
12.1 Employees will be
entitled to unpaid parental leave under Chapter 2, Part 4, Division 1, Section
54 Entitlement to Unpaid Parental leave, Industrial Relations Act, if they meet
the definition of a regular casual employee (see section 53(2) of the
Industrial Relations Act). The following provisions shall also apply in
addition to those set out in the Industrial Relations Act).
12.1.1 The Secretary must
not fail to re-engage an employee who meets the definition of a regular casual
employee because:
(i) the
employee or employee's spouse is pregnant; or
(ii) the employee is
or has been immediately absent on parental leave.
The rights of the Secretary in relation to engagement
and re-engagement of employees are not affected, other than in accordance with
this clause.
12.2 Personal Carers
Entitlements
12.2.1 Employees are entitled
to not be available to attend work, or to leave work if they need to care for a
family member described in 12.4.2 below who is sick and requires care and
support, or who requires care due to an unexpected emergency, or the birth of a
child. This entitlement is subject to
the evidentiary requirements set out below in 12.2.4, and the notice
requirements set out in 12.2.5.
12.2.2 The Secretary and
the employee shall agree on the period for which the employee will be entitled
to not be available to attend work. In the absence of agreement, the employee
is entitled to not be available to attend work for up to 48 hours (i.e. two
days) per occasion. The employee is not entitled to any payment for the period
of non-attendance.
12.2.3 The Secretary must
not fail to re-engage an employee because the employee accessed the
entitlements provided for in this clause. The rights of the Secretary to engage
or not to engage an employee are otherwise not affected.
12.2.4 The employee
shall, if required,
(i) establish
either by production of a medical certificate or statutory declaration, the
illness of the person concerned and that the illness is such as to require care
by another person, or
(ii) establish by
production of documentation acceptable to the Secretary or a statutory
declaration, the nature of the emergency and that such emergency resulted in
the person concerned requiring care by the employee.
In normal circumstances, a
employee must not take carer's leave under this subclause where another person
had taken leave to care for the same person.
12.2.5 The employee must,
as soon as reasonably practicable and during the ordinary hours of the first
day of such absence, inform the Secretary of their inability to attend for
duty. If it is not reasonably practicable to inform the Secretary during the
ordinary hours of the first day of such absence, the employee will inform the
Secretary within 24 hours of the absence.
12.3 Bereavement
entitlements
12.3.1 Employees are
entitled to not be available to attend work, or to leave work upon the death in
Australia of a family member on production of satisfactory evidence (if
required by the Secretary).
12.3.2 The Secretary and
the employee shall agree on the period for which the employee will be entitled
to not be available to attend work. In the absence of agreement, the employee
is entitled to not be available to attend work for up to 48 hours (i.e. two
days) per occasion. The employee is not entitled to any payment for the period
of non-attendance.
12.3.3 The Secretary must
not fail to re-engage an employee because the employee accessed the
entitlements provided for in this clause. The rights of the Secretary to engage
or not engage a employee are otherwise not affected.
12.3.4 The employee must,
as soon as reasonably practicable and during the ordinary hours of the first
day or shift of such absence, inform the Secretary of their inability to attend
for duty. If it is not reasonably practicable to inform the Secretary during
the ordinary hours of the first day or shift of such absence, the employee will
inform the Secretary within 24 hours of the absence.
12.4 The entitlement
in accordance with this clause is subject to:
12.4.1 the employee being
responsible for the care and support of the person concerned; and
12.4.2 the person
concerned being:
(i) a
spouse of the employee; or
(ii) a de facto
spouse, being a person of the opposite sex to the employee who lives with the
employee as her husband or his wife on a bona fide domestic basis although not
legally married to that employee; or
(iii) a child or an
adult child (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 of the spouse or of the
de facto spouse of the employee; or
(iv) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(v) a relative of
the employee who is a member of the same household where, for the purposes of
this definition:
"relative" means a person related by blood,
marriage, affinity or Aboriginal kinship structures;
"affinity" means a relationship that one
spouse or partner has to the relatives of the other; and
"household" means a family group living in
the same domestic dwelling.
13. Dispute Resolution
Procedures
13.1 Subject to the provisions
of the Industrial Relations Act, should any dispute, question or difficulty
about an industrial matter arise then the following procedures shall apply:
13.1.1 Should any dispute
(including a question or difficulty) arise as to matters occurring in a
particular workplace, then the employee and/or the Federation’s workplace
representative shall raise the matter with the appropriate Principal or
Supervisor as soon as practicable.
13.1.2 The Principal or
Supervisor shall discuss the matter with the employee and/or the Federation’s
workplace representative within two working days with a view to resolving the
matter or by negotiating an agreed method and time frame for proceeding.
13.1.3 Should the above
procedure be unsuccessful in producing resolution of the dispute or should the
matter be of a nature which involves multiple workplaces, then the employee
and/or the Federation may raise the matter with an appropriate officer of the
Department with a view to resolving the dispute, or by negotiating an agreed
method and time frame for proceeding.
13.2 Where the above
procedures in subparagraph 13.1 do not lead to a resolution of the dispute, the
matter shall be referred to the Chief People Officer of the Department and the
Branch Secretary of the Federation. They
or their nominees shall discuss the dispute with a view to resolving the matter
or negotiating an agreed method and time frame for proceeding.
13.3 Should the above
procedures not lead to a resolution, then either party may make application to
the Industrial Relations Commission.
14. Deduction of Union
Membership Fees
14.1 The union shall
provide the employer with a schedule setting out union fortnightly membership
fees payable by members of the union in accordance with the union's rules.
14.2 The union shall
advise the employer of any change to the amount of fortnightly membership fees
made under its rules. Any variation to the schedule of union fortnightly
membership fees payable shall be provided to the employer at least one month in
advance of the variation taking effect.
14.3 Subject 14.1 and
14.2 above, the employer must deduct
union fortnightly membership fees from the pay of any employee who is a member
of the union in accordance with the union's rules, provided that the employee has
authorised the employer to make such deductions.
14.4 Monies so
deducted from employees' pay must be forwarded regularly to the union together
with all necessary information to enable the union to reconcile and credit
subscriptions to employees' union membership accounts.
14.5 Unless other
arrangements are agreed to by the employer and the union, all union membership
fees must be deducted on a fortnightly basis.
14.6 Where an employee
has already authorised the deduction of union membership fees from his or her
pay prior to this clause taking effect, nothing in this clause shall be read as
requiring the employee to make a fresh authorisation in order for such
deductions to continue.
15. Work, Health and
Safety
15.1 For the purposes of
this clause, the following definitions shall apply:
15.1.1 A "labour
hire business" is a business (whether an organisation, business
enterprise, company, partnership, co-operative, sole trader, family trust or
unit trust, corporation and/or person) which has as its business function, or
one of its business functions, to supply staff employed or engaged by it to
another employer for the purpose of such staff performing work or services for
that other employer
15.1.2 A "contract
business" is a business (whether an organisation, business enterprise,
company, partnership, co-operative, sole trader, family trust or unit trust,
corporation and/or person) which is contracted by another employer to provide a
specified service or services or to produce a specific outcome or result for
that other employer which might otherwise have been carried out by that other
employer’s own employees.
15.2 If the employer
engages a labour hire business and/or a contract business to perform work
wholly or partially on the employer’s premises, the employer shall do the
following (either directly, or through the agency of the labour hire or
contract business):
15.2.1 consult with
employees of the labour hire business and/or contract business regarding the
workplace occupational health and safety consultative arrangements;
15.2.2 provide employees
of the labour hire business and/or contract business with appropriate
occupational health and safety induction training including the appropriate
training required for such employees to perform their jobs safely.
15.2.3 provide employees
of the labour hire business and/or contract business with appropriate personal
protective equipment and/or clothing and all safe work method statements that
they would otherwise supply to their own employees; and
15.2.4 ensure employees
of the labour hire business and/or contract business are made aware of any
risks identified in the workplace and the procedures to control those risks.
15.3 Nothing in this
clause is intended to affect or detract from any obligation or responsibility
upon a labour hire business arising under the Work Health and Safety Act 2011 or the Workplace Injury Management and Workers Compensation Act 1998.
Table 1- Remuneration, Monetary Rates
Secondary College of Languages
|
Classification
|
Saturday
sessional rate from the first pay period to commence on or after 1.1.2021
|
Saturday
sessional rate from the first pay period to commence on or after 1.1.2022
|
|
|
$
|
$
|
|
Increase
|
2.28%
|
2.04%
|
|
Supervisor
|
823.13
|
839.92
|
|
Assistant Supervisor
|
652.22
|
665.53
|
|
Curriculum
Coordinator
|
652.22
|
665.53
|
|
Classification
|
Saturday casual hourly rate from the
first pay period to commence on or after 1.1.2021
|
Saturday casual hourly rate from the
first pay period to commence on or after 1.1.2022
|
|
|
$
|
$
|
|
Increase
|
2.28%
|
2.04%
|
|
Supervisor
|
137.19
|
139.99
|
|
Assistant
Supervisor
|
108.71
|
110.93
|
|
Curriculum
Coordinator
|
108.71
|
110.93
|
|
Teacher
|
89.33
|
91.15
|
25. This variation
shall take effect on and from 23 December 2021.
J. V. MURPHY, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.