QCEC__1_Dec_2004_

1

Final Consultation Draft – 17 September 2004 Without Prejudice

Form 40

Application for certification of agreement

Industrial Relations Act 1999, section 156 (Form to apply for certification of an agreement)

R.139(1)

QUEENSLAND INDUSTRIAL RELATIONS COMMISSION

Industrial Relations Act 1999, s 156.

THE CORPORATION OF THE ROMAN CATHOLIC BISHOPS OF QUEENSLAND TRADING AS THE QUEENSLAND CATHOLIC EDUCATION COMMISSION

AND

QUEENSLAND INDEPENDENT EDUCATION UNION OF EMPLOYEES

(No.CA of 2004)

APPLICATION FOR CERTIFICATION OF THE QUEENSLAND CATHOLIC EDUCATION COMMISSION –

CLERICAL AND ADMINISTRATIVE EMPLOYEES’ CERTIFIED AGREEMENT 2004

TO: The Industrial Registrar, Industrial Registry, Level 14, Central Plaza 2, 66 Eagle Street,

(Corner Creek and Elizabeth Streets), Brisbane 4000, GPO Box 373, Brisbane Q 4001 Phone: (07) 3227 8060, Fax: (07) 3221 6074 THE AGREEMENT, attachment A, having been made under the Industrial Relations Act 1999 on , BETWEEN The Corporation of the Roman Catholic Bishops of Queensland trading as the Queensland Catholic Education Commission (as the Employing Authority) AND Queensland Independent Education Union of Employees. All the parties to the agreement now seek certification of the agreement under chapter 6, part 1 of the Act. All the party’s signatures appear below. The information required under the Industrial Relations Regulations 2000, section 9 and any other information in support of the application is set out in the affidavit of Terence Burke which is the attachment marked B. Dated: (day, month and year) Form 40, R.139(1).

2


Signed for and on behalf of The Corporation of the Roman Catholic Bishops of Queensland trading as the Queensland Catholic Education In the presence of: (signature) (witness to sign) (print name) (print name) (position, title, office etc) AND Queensland Independent Education Union of Employees: In the presence of: (signature) (witness to sign) (print name) (print name) (position, title office etc) This agreement is certified under the Industrial Relations Act 1999, chapter 6, part 1. (Signature) (name of commissioner) Industrial Commissioner Filed on , certified by the commission and given Register No (day, month and year) (number and year) in the Certified Agreements Register. Dated

(day, month and year) Industrial Registrar Operative date:

3


(Last page)

PARTICULARS OF THE EMPLOYER Name: The Corporation of the Roman Catholic Bishops of Queensland trading as The Queensland Catholic Education Commission Business address: GPO Box 2441, BRISBANE QLD 4001 Address for service: As above Phone number or contact phone number: 3336 9306 Fax number (if any): 3229 0907 E-mail address (if any): PARTICULARS OF OTHER PARTIES Name: Terence Burke, Queensland Independent Education Union of Employees Position, title, office etc: 346 Turbot Street, SPRING HILL QLD 4000 Address for service: As above Phone or contact phone number: 3839 7020 Fax number: (if any) 3839 7021 E-mail address (if any): [email protected]

1


Attachment A

Queensland Catholic Education Commission – Clerical and Administrative Employees – Certified Agreement 2004

1. PART 1 - PRELIMINARY 1

1.1 Title 1

1.2 Application 1

1.3 Parties Bound 1

1.4 Date and Period of Operation 1

1.5 Posting of Agreement 1

1.6 Single Bargaining Unit 1

1.7 Conditions not to be reduced 1

2. PART 2 – RELATIONSHIP TO AWARDS 1

2.1 Relationship with Relevant Awards 1

2.2 Procedures for preventing and settling disputes 1

3. PART 3 – RELATIONSHIP TO AIMS OF THE SYSTEM 2

3.1 Acknowledgment 2

3.2 Objectives of this Agreement 2

3.3 Consultative Committee 3

4. PART 4 - WAGES 3

4.1 Wage Increases 3

4.2 Casual Loading 3

4.3 Higher Duties 3

5. PART 5 – PRODUCTIVITY MOTIVIATED INITIATIVES 3

5.1 Appraisal 3

5.2 Professional Development and Training 4

5.3 Induction 4

5.4 Office Hours 4

5.5 Hours of Work 4

5.6 Transitional Arrangements for the Implementation of thirty eight (38) hour week 4

5.7 Workplace Health and Safety 5

5.8 Job Security 5

2


5.9 Classification of Clerical Positions 5

5.10 Reclassification 5

5.11 Job Share 6

5.12 Term-Time Employment 6

5.13 Recruitment and Selection of Staff 6

6. NON-SALARY ITEMS 6

6.1 Superannuation 7

6.2 Salary packaging 7

6.3 Long Service Leave 8

6.4 Portability of Long Service Leave 8

6.5 Sick Leave 8

6.6 Portability of Sick Leave 9

6.7 Pay Slip Advice 9

6.8 Maternity Leave 10

6.9 Paid Adoption Leave 10

6.10 Breast-feeding and Expressing Facilities 10

6.11 Health Check Leave 10

6.12 Workplace Harassment 10

6.13 Workplace Stress 11

6.14 Access to Leave – Terminally Ill Member of Household 11

6.15 Cultural Leave 12

6.16 Special Responsibility Leave – Paternity Leave 12

7. PART 7 - FUTURE RE-NEGOTIATION OF AGREEMENT 12

7.1 Renewal or Replacement Agreement 12

8. PART 8 – SIGNATORIES TO AGREEMENT 13

1


1. PART 1 - PRELIMINARY 1.1 Title

This document shall be known as the Queensland Catholic Education Commission, Clerical and Administrative Employees Certified Agreement 2004.

1.2 Application This Agreement shall apply to clerical and administrative employees who are employed by The Corporation of the Roman Catholic Bishops of Queensland trading as Queensland Catholic Education Commission presently situated at 143 Edward Street, Brisbane.

1.3 Parties Bound The parties bound by this Agreement are as follows:

The clerical and administrative employees of “The Corporation of the Roman Catholic Bishops of Queensland” trading as Queensland Catholic Education Commission; The Corporation of the Roman Catholic Bishops of Queensland trading as Queensland Catholic Education Commission; and The Queensland Independent Education Union of Employees.

1.4 Date and Period of Operation This Agreement shall operate from the date of certification provided that where this Agreement specifies an operative date in relation to a particular provision then that provision shall operate from that date.

This Agreement shall remain in force until Sunday 31 December 2006 unless otherwise agreed in terms of the provisions of the Industrial Relations Act 1999.

1.5 Posting of Agreement A copy of this Agreement shall be exhibited in a conspicuous and convenient place at the workplace.

1.6 Single Bargaining Unit For the purposes of negotiating the matters in this Agreement a Single Bargaining Unit (SBU) has been established consisting of employee and employing authority representatives with membership as follows:

Three (3) employee representatives, one (1) union representative and two (2) employer representatives.

1.7 Conditions not to be reduced No Employee shall suffer a reduction in wages or conditions of employment (including over award) as a result of the introduction of this Agreement

2. PART 2 – RELATIONSHIP TO AWARDS 2.1 Relationship with Relevant Awards

The parties agree that, except as provided herein, this Agreement shall be read and interpreted in conjunction with the Awards listed below:

Clerical Employees Award – State 2002

In the event of any inconsistency with the existing Award, the terms of this Agreement will take precedence to the extent of the inconsistency.

2.2 Procedures for preventing and settling disputes 2.2.1 The matters to be dealt with in this procedure shall include all grievances or disputes between an

employee and the employer in respect of any industrial matter and all other matters that the parties agree on and are specified herein. Such procedure shall apply to a single employee or to any number of employees.

2.2.2 In the event of an employee having a grievance or dispute the employee shall, in the first instance, attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances.

2


2.2.3 If the grievance or dispute is not resolved under subclause 2.2.2 hereof, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee or the employee's representatives.

2.2.4 If the grievance or dispute is still unresolved after discussions listed in subclause 2.2.3 hereof, the matter shall, in the case of a union member, be reported to the State Secretary of the relevant Union of Employees and the supervisor or nominated representative of the Employer. An employee who is not a union member may report the grievance or dispute to senior management or the nominated representative of the Employer. This action should occur as soon as it is evident that discussions under subclause 2.2.3 hereof will not result in resolution of the dispute.

2.2.5 If, after discussion between the parties, or their nominees as outlined in subclause 2.2.4, the dispute remains unresolved, then notification of the existence of the dispute is to be given in pursuance of Section 229 of the Industrial Relations Act 1999.

2.2.6 Whilst the foregoing procedure is being followed normal work shall continue except in the case of a genuine safety issue.

2.2.7 Except in the case of termination, the status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed.

2.2.8 All parties shall give due consideration to matters raised or any suggestion or recommendation made by an Industrial Commissioner or Industrial Magistrate with a view to the prompt settlement of the dispute.

2.2.9 Any order of the Queensland Industrial Relations Commission (subject to the parties right of appeal under the Act) will be final and binding on all parties to the dispute.

2.2.10 Discussion at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in pursuance of Section 229 of the Industrial Relations Act 1999.

3. PART 3 – RELATIONSHIP TO AIMS OF THE SYSTEM 3.1 Acknowledgment

The parties to this Agreement acknowledge and agree to work towards the achievement of the Mission Statement and Goals of the Queensland Catholic Education Commission.

3.2 Objectives of this Agreement 3.2.1 This Agreement provides a framework for the Employing Authority employees and union to

work together towards improving productivity and efficiency.

3.2.2 The objectives of the Enterprise Agreement are to develop a culture of workplace reform by:

(a) Demonstrating a commitment to the Queensland Catholic Education Commission Mission Statement witnessed in attitude and performance.

(b) Improving service to employing authorities.

(c) Improving the way work is done to enhance the efficiency and productivity so that excellent service is provided.

(d) Reflecting upon and initiating new ways of working.

(e) Becoming learning people by regularly reflecting on performance, goal setting and planning for professional development needs.

(f) Providing benefits to employees through improved wages and conditions of service.

(g) Developing collaborative and consultative decision making processes.

(h) Making the Secretariat of Queensland Catholic Education Commission a supportive, caring and professional working environment.

(i) Developing staff members so that they give witness to the Mission, values and goals of Queensland Catholic Education Commission.

3


3.3 Consultative Committee

3.3.1 The parties to this agreement are committed to the effective implementation of this Agreement.

3.3.2 The Director (or nominee), supported by two senior staff, will meet at least twice per year with two employee representatives.

3.3.3 This Consultative Committee shall operate within the following guidelines:

(a) The committee shall meet at least two (2) times per year, or once for each school semester.

(b) Additional meetings may be called at the discretion of the Director or at the request of at least two employee members of the committee.

(c) Representatives will consult with the group(s) that they represent on matters under consideration.

(d) The committee will report regularly to all Office staff.

4. PART 4 - WAGES 4.1 Wage Increases

4.1.1 Employees covered by this Agreement shall be paid according to the respective classification levels as provided in the salary scale as outlined in Schedules 1, 2 and 3 of this Agreement.

4.1.2 The wage increases to be paid to employees by this Agreement are:

(a) 3.8% from 1 July 2003;

(b) 3.5% from 1 July 2004;

(c) 3.5% from 1 July 2005; and

(d) All increases paid to teachers (Band 3 Step 4) in the period between Friday 2nd June 2006 and Sunday 31st December 2006 who are employed by Catholic education employing authorities as detailed in the agreement that replaces the Diocesan Catholic Education Employing Authorities in Queensland Certified Agreement 2003. Such increases would include any interim increases paid to teachers (Band 3 Step 4) who are employed by Catholic education employing authorities.

The actual wage rates are set out in Schedules 1, 2 and 3 of this Agreement.

4.1.3 A flat dollar increase equivalent to the wage increase granted to employees at Level 2 Step 3 (the 100% relativity rate) of the Clerical Employees’ Award, will be paid to all employees paid at or below Level 2 Step 3 (the 100% relativity rate). The flat dollar increase will be paid only for the first wage increase of this Agreement.

4.2 Casual Loading As from the first full pay period on or after 1 January 2004 the casual loading payable to relevant employees will be twenty-three per cent (23%) unless varied within the life of this Agreement by a general ruling of the Queensland Industrial Relations Commission.

4.3 Higher Duties Where applicable, Employees covered by this Agreement shall be paid:

In accordance with section 5.5 of the Clerical Employees Award-State 2002.

5. PART 5 – PRODUCTIVITY MOTIVIATED INITIATIVES 5.1 Appraisal

A process of goal setting and validation provides an occasion to identify strengths and opportunities, set goals and identify professional development needs.

4


The Employing Authority has developed and implemented, in consultation with staff, a process of annual goal setting for staff. Where appropriate such process takes into account the professional development needs of staff.

5.2 Professional Development and Training The Employing Authority and all employees accept a joint responsibility for the negotiation of a program of relevant professional development linked to the appraisal outcomes and the Queensland Catholic Education Commission’s goals and strategic plan.

5.3 Induction An induction programme has been developed and implemented for all new staff. Such an induction programme includes:

5.3.1 Provision of a duty statement.

5.3.2 Identification of lines of support.

5.3.3 Provision of material relevant to the ethos and mission of the Queensland Catholic Education Commission.

5.3.4 Provision of documents relevant to the Queensland Catholic Education Commission’s policy and procedures.

5.3.5 Provision of information relevant to superannuation entitlements and options.

5.3.6 Provision of information relevant to Union coverage and benefits.

5.4 Office Hours 5.4.1 It is agreed that normal office hours are 8.30am to 5.00pm Monday to Friday. The parties further

agree that fifty per cent (50%) of each unit’s clerical and administrative staff will be required to commence at 8.00am and finish at 4.30pm, and the remaining fifty per cent (50%) of each unit’s clerical and administrative staff will be required to start at 8.30am and finish at 5.00pm. Any variation to these arrangements would have to be approved in writing by the Executive Director. The Assistant Director Communications and Employee Services will be responsible for the monitoring and efficient operation of this provision.

5.4.2 Employees agree to work the ordinary hours of work as described in this Agreement at such times as will enable the Secretariat of Queensland Catholic Education Commission to remain open for business between the hours of 8.00am and 5.00pm Monday to Friday. There is no intention on the Employing Authority’s behalf to introduce Saturday as part of the normal hours of business.

5.5 Hours of Work The hours of work of Clerical and Administrative employees are as follows:

5.5.1 The ordinary hours of work shall be an average of 38 per week. The ordinary daily hours of work shall be worked continuously, except for meal breaks and rest pauses.

5.5.2 The ordinary hours of work may be worked on not more than five (5) consecutive days in a week Monday to Saturday inclusive.

5.5.3 The ordinary hours of work may be worked between 6.30 am and 6.30 pm Monday to Friday inclusive and between 6.30am and 12.30pm on Saturdays.

5.5.4 Ordinary hours worked by all employees, excluding casuals, on a Saturday between the hours of 6.30am and 12.30pm shall be paid for at time and a-quarter.

5.5.5 Employees required to work in excess of thirty-eight hours in any one week or outside the spread of ordinary working hours shall be paid overtime.

5.5.6 Overtime shall be paid for at the rate of time and a half for the first three hours and at the rate of double time for all work so performed in excess of 3 hours on any one day. Such payments shall be in addition to the actual or ordinary weekly wage paid to each employee.

5.5.7 No employee shall work overtime unless instructed to do so by the employer.

5.6 Transitional Arrangements for the Implementation of thirty eight (38) hour week It is agreed that to facilitate the implementation of a 38 hour week in QCEC that the following provisions will apply.

5


5.6.1 This clause applies only to those Support Staff employees who have a current employment contract providing for ordinary hours of thirty five (35) per week or to those Support Staff employees who have agreed in 2004 to alter their current employment contract of ordinary hours of thirty five (35) per week to ordinary hours of thirty eight (38) per week.

(a) Where a Support Staff employee agrees to work ordinary hours of thirty eight (38) per week as prescribed in clause 5.4 & 5.5 of this agreement, the employer will provide an additional thirty eight (38) hours leave per calendar year.

(b) Such hours will be credited to the Support Staff employees’ annual leave accrual on the 31 December each year.

(c) Once this leave has been credited to the annual leave the Support Staff employee may make application in accordance with office procedure to use the leave. Payment for such leave will be exclusive of annual leave loading.

(d) The above provision will not apply to Support Staff employees appointed to a new position under a new employment contract.

(e) This provision will cease to operate after 31 December 2006.

5.6.2 This clause applies to those Support Staff employees who have a current employment contract providing for ordinary hours of 38 per week.

(a) Such a Support Staff employee will work ordinary hours of 38 per week as provided in clause 5.4 & 5.5 of this agreement.

(b) Additional hours may be worked by the Support Staff employee to accrue up to a maximum of 38 hours per calendar year. Such additional hours shall be credited to the Support Staff employees’ annual leave accrual at the 31 December each year.

(c) The Support Staff employee must submit a program outlining the method that the additional 38 hours shall be worked over the calendar year. This program must be approved by the Assistant Director – Communications and Employee Services.

(d) Once the hours have been credited to the annual leave the Support Staff employee may make application in accordance with office procedure to use the leave. Payment for such leave will be exclusive of annual leave loading.

(e) This provision will cease to operate after 31 December 2006.

5.7 Workplace Health and Safety 5.7.1 The aims of efficiency and effectiveness can be advanced by implementing strategies to achieve

healthier and safer jobs.

5.7.2 The Workplace Health and Safety Committee will continue to review Workplace Health and Safety and if necessary further guidelines will be developed.

5.7.3 The parties acknowledge the problem of workplace stress and agree to support appropriate structures and mechanisms to assist those employees suffering work related stress.

5.7.4 Whilst the Clerical Employees Award - State prescribes that access to paid sick leave accruals may be limited to 13 weeks per year, the Employing Authority shall provide access to all paid sick leave entitlements which have accrued to an employee.

5.8 Job Security Changes to work practices and productivity initiatives must be consistent with the operation of the Queensland Catholic Education Commission. The parties further acknowledge that employees are a critical element in the improvement of quality service delivery. Arbitrary job reductions will not be pursued to secure the ongoing improvement in productivity and efficiency sought in accordance with the terms and conditions of this Agreement.

5.9 Classification of Clerical Positions Upon appointment or upon establishment of the position, the Clerical position shall be classified by the employing authority in accordance with the classification criteria set out in Schedule 4 of this Agreement.

5.10 Reclassification 5.10.1 The reclassification of positions is a prerogative of the employing authority.

6


5.10.2 The employee may request of the employing authority a classification review when the employee believes that there has been a change in the characteristics and typical duties/skills of the employee’s role as set out in the classification criteria in Schedule 4 of this Agreement The reclassification of an established position shall occur only when there has been a substantial and sustained change in the characteristics and typical duties/skills pertaining to the role, responsibility and accountability of such a position.

5.10.3 If the employee believes that their position has not been classified at the correct level, the employee may apply for a review of that decision. In this case the employee shall make written application for a Review of Classification to the employer. Where the employer receives a Review of Classification application, the employer shall advise the Queensland Independent Education Union (QIEU) in writing that an application has been received. A joint review of the classification by QIEU and the employer shall then take place. The persons representing QIEU and the employer will, wherever practicable, have substantial experience in the classification of employees. Further, wherever practicable, the person who made the original decision in relation to the classification will also be involved. The joint review will seek to reach a consensus position. The employee will be advised in writing of the outcome of this review. If an agreed outcome cannot be reached between the employer and QIEU then the employee may refer the matter to the Queensland Industrial Relations Commission in the terms of the Grievance Process.

5.11 Job Share 5.11.1 Job share provisions can assist employees in balancing work and family demands throughout

various stages of their life and work cycle and as such job share can have advantages for employees and employing authorities.

5.11.2 The Queensland Catholic Education Commission agrees to implement job share provisions as follows:

(a) Job share may be available to clerical and administrative employees holding full-time continuing positions. Such job share provisions will be at the employing authority’s discretion.

(b) Queensland Catholic Education Commission will develop administrative guidelines for such job share in the first year of this Agreement.

5.12 Term-Time Employment 5.12.1 An employee may request to be engaged on a term time basis, and where approval has been given

the term of employment will be governed by the following arrangements.

5.12.2 A request is to be made to the Executive Director and the approval to grant such arrangements is at the discretion of the Executive Director.

5.12.3 Term time employment is available to full-time and part-time employees.

5.12.4 The arrangement of term time provisions will be negotiated with the Assistant Director – Communication and Employee Services and will be formalised in writing prior to commencement of the arrangement.

5.12.5 By entering into term time provisions the employee will be employed during the Catholic Education/Education Queensland school term time. The employee will not work during school vacation periods, except where agreed to.

5.12.6 The vacation period is without pay and leave entitlements accrue on a proportionate basis.

5.13 Recruitment and Selection of Staff 5.13.1 The recruitment and selection of staff is a prerogative of the employing authority.

5.13.2 In keeping with Equal Opportunity for Women in the Workplace Act 1999, the employing authority seeks to ensure that policies on recruitment and promotion provide equal opportunity for all employees and to actively and continually identify and remove barriers that impede the achievement of equal employment opportunities.

5.13.3 Vacancies for positions covered by this agreement that are to be advertised externally shall be advertised internally so that all workers have an equal chance to seek and obtain employment and promotion.

6. NON-SALARY ITEMS

7


6.1 Superannuation 6.1.1 The employing authority recognises that an increased employer contribution combined with an

employee co-payment, delivers a substantial benefit to the employee’s superannuation savings.

6.1.2 The parties recognise that any additional superannuation contributions from employees is a matter of employee choice within the options available. The payment to be made by the employing authority will be subsumed into any payment mandated by Superannuation Guarantee Charge legislation, if any such payment is mandated.

6.1.3 Employees shall receive a minimum level of superannuation consistent with existing contractual arrangements.

6.1.4 The Queensland Catholic Education Commission shall make available to all employees the following options:

(a) as of the first full pay period on or after 16 February, 2004 a superannuation employer option of 10.75% inclusive of the Superannuation Guarantee Contribution, with a co-payment of 3% as the minimum employee contribution, and

(b) as of the first full pay period on or after 16 February, 2004 a superannuation employer contribution of 11.75% inclusive of the Superannuation Guarantee Contribution, with a co-payment of 4% as the minimum employee contribution; and

(c) as of the first full pay period on or after 14 February, 2005, a superannuation employer contribution of 12.75% inclusive of the Superannuation Guarantee contribution, with a co-payment of 5% as the minimum employee contribution.

When an employee wishes to access one of the options identified in paragraphs (a), (b) or (c) above, the employee will make written application to their employer.

6.1.5 An employee’s voluntary superannuation co-payment may be before tax in accordance with the salary packaging provisions.

6.1.6 An employee who at the commencement of this agreement was entitled by letter of appointment to an employer contribution of ten percent (10%) will continue to be entitled to this contribution. An employee engaged after the commencement of this agreement will only be entitled to access the options outlined in (a), (b) and (c) above. If the employee does not access one of these options, the employer contribution will be that which is equivalent to the Superannuation Guarantee Charge.

6.2 Salary packaging 6.2.1 The employing authority agrees to the implementation of salary packaging for components other

than superannuation, from the first full pay period on or after 1 April 2004. Administrative guidelines will be developed by the employing authority and made available to all employees.

6.2.2 Components that may be subject to salary packaging arrangements shall be specified by the employing authority and may include, but are not limited to: mobile phones; laptop computers; self education expenses; motor vehicles; childcare expenses; work related equipment; accident or income protection insurance premiums; technical journal subscriptions; uniforms; protective clothing; union fees or professional association fees. The employing authority shall notify in writing those items which may be included in the salary package.

6.2.3 Where agreement is reached between the employing authority and the employee, salary packaging arrangements may be made between the individual employee and the employing authority and shall be recorded in writing.

6.2.4 Where such an agreement is reached, the employee's total salary shall be reduced by an amount equivalent to that agreed between the employer and employee plus any relevant tax liability including fringe benefits tax incurred by the employer.

6.2.5 The employee’s salary used to calculate superannuation contributions, leave loading, long service leave, severance and termination payment entitlements, will be the gross base salary as per Schedule - Wages of this Agreement that the employee would receive if not taking part in the salary packaging arrangement.

6.2.6 The maximum amount allowable for salary packaging purposes shall be in accordance with the provisions of the Australian Taxation Office.

8


6.2.7 Salary packaging arrangements may be altered at least once per annum with more frequent alterations at the discretion of the employer.

6.2.8 The employing authority reserves the right to outsource the administration of salary packaging arrangements to a provider appointed by the employing authority.

6.2.9 The employing authority will meet the cost associated with the transmission of approved funds to the service provider. The costs of administration will be borne by the employee in regard to their own package.

6.2.10 Where the employing authority determines that it will internally administer the salary packaging, the costs borne by the employee will be consistent with the costs of administering the elements in the package and will be consistent with that which would be charged by an outsourcer for an equivalent package.

6.2.11 Notwithstanding the foregoing, the costs of administration of salary packaging for the purpose of superannuation only shall be met by the employing authority.

6.3 Long Service Leave 6.3.1 From 1 January 1998, all employees covered by this Agreement shall accrue a Long Service

Leave entitlement at the rate of 1.3 weeks for each year of continuous service.

6.3.2 Employees covered by this Agreement who have ten years of continuous service may, from 1 January 1995, access that entitlement to Long Service Leave which has been accumulated on the basis of thirteen weeks for 15 years of continuous service. Provided that from 1 January 1998 this entitlement will be calculated on the basis of thirteen weeks for ten (10) years continuous service.

6.3.3 Employees who have completed their first ten (10) years of continuous service may again access their further accrued Long Service Leave after the completion of a further five (5) years of continuous service.

6.4 Portability of Long Service Leave From 1 January 2004, service for Long Service Leave accruals with Queensland Catholic education employing authorities shall be portable provided that:

6.4.1 all service with the employee’s employer on and after 1 January 2004, shall be portable; and

6.4.2 all service for the purposes of Long Service Leave accruals, with any Catholic education employing authority in Queensland after 1 January 1994, shall be portable; and

6.4.3 there must be continuity of service between Catholic education employing authorities.

6.5 Sick Leave 6.5.1 Accrual of sick leave

(a) Full time employees are entitled to sick leave accrual at the rate of 76 hours for each year of completed service. Such accrual will operate from and include the first pay period after the commencement of the 2001 calendar year.

(b) In the first year of employment sick leave is accumulated at 7.6 hours for every 5.2 weeks worked.

(c) Part-time or term-time employees are entitled to sick leave on a pro rata basis.

(d) An employee engaged on a casual basis does not accrue and is not entitled to paid sick leave.

(e) The employing authority shall provide access to accrued sick leave entitlements beyond 13 weeks in any one year.

6.5.2 Use of sick leave

(a) An employee who is absent from work due to illness shall be entitled to payment in full for all time absent from work in accordance with this clause:

(b) If the absence due to illness exceeds two (2) days, the employee shall be required to produce a certificate from a duly qualified medical practitioner specifying the nature of the

9


illness and the period or approximate period during which the employee will be unable to work, or other evidence of illness to the satisfaction of the employing authority.

(c) The employee shall promptly notify the employing authority of the illness and of the approximate period during which the employee will be unable to work.

(d) Any absence due to illness in the first hour or the last hour of a working day, will not be deducted from an employees sick leave entitlement. This provision only applies where the employee does or has attended work for the day, except for the time contributed to the illness. This provision does not apply for any absence for illness which exceeds the one hour.

6.5.3 Continuity of employment

(a) The continuity of employment of an employee with the employing authority for sick leave accumulation purposes shall be deemed to be not broken by any of the following:

(i) absence from work on leave granted by the employing authority; and

(ii) the employee having been stood down by the employing authority, or the

employment having been terminated by either the employing authority or the employee, for any period not exceeding three months. Provided that the employee shall have been re-employed by that employing authority.

(b) The period during which the employment of the employee with the employing authority shall have been interrupted or determined in any of the circumstances mentioned in subclause 6.5.3(a) shall not be taken into account in calculating the period of employment of the employee with the employing authority.

6.6 Portability of Sick Leave There will be portability of sick leave among all Catholic education employing authorities within Queensland conditional upon the following.

6.6.1 All sick leave accruing after 12 January 2004 will be portable; and

6.6.2 There must be continuity of service between Catholic education employing authorities;

6.6.3 The employing authority will grant a new employee, with at least twelve (12) months service with another Catholic education employing authority in Queensland, an initial sick leave provision of 60.8 hours, when that employee moves from one Catholic education employing authority in Queensland to another. Such provision shall only operate where the period between the date of termination with the former employer and the date of commencement with the new employer was no longer than three (3) months. Such provision will be in addition to sick leave accrued through service with the new employer; and

6.6.4 As of twelve months after the 12 January 2004, the provision that exists for the recognition of 60.8 hours sick leave for an employee who moves from one Catholic education employer to another will cease.

6.7 Pay Slip Advice 6.7.1 The employing authority agrees to the implementation of measures to provide all employees with

details of leave accruals where the employing authority does not currently provide such details on pay advice slips.

6.7.2 Where information concerning the accrual of sick leave and annual leave is not currently reported on pay slips, the employing authority will respond to employee requests for this information within twenty-one (21) days of receipt of the request.

6.7.3 Where the capacity to report on these accruals currently does not exist, the employing authority will work towards achieving this capacity within the life of the Agreement

6.7.4 Employees who currently receive such information on pay advice slips shall continue to be provided with such information on pay advice slips.

10


6.7.5 Employers will advise employees when they are eligible for Long service Leave. They will respond to requests from employees for an assessment of current long service accrual within twenty-one (21) days of receipt of the request.

6.8 Maternity Leave 6.8.1 An entitlement for eligible employees to six (6) weeks paid maternity leave (pursuant to the

Family Leave Award) will be implemented.

6.8.2 The payment for this leave will be made to the employee when she proceeds on maternity leave. The six week payment period will form part of the 52 weeks of maternity leave available. The six week payment period will not be extended by public holidays which fall within the six weeks and the payment period will count as service for all purposes of the Award.

6.8.3 The date of effect for the introduction of this provision is 1 August 1998.

6.8.4 A pregnant woman may take unpaid special maternity leave, for a duration identified as necessary by a doctor, if she should have a miscarriage at any time during the pregnancy.

6.9 Paid Adoption Leave A provision for up to six (6) weeks paid adoption leave for the primary care giver from the date of the placement of the adopted child will be implemented. This leave will be taken in accordance with the provisions of the Family Leave Award – State and the agreed Adoption Leave Procedures.

6.10 Breast-feeding and Expressing Facilities The employer will, upon request, provide a private and secure area for the purpose of breastfeeding and/or expressing and storing milk separate to communal staff facilities.

6.11 Health Check Leave It is important for employees to maintain a healthy lifestyle and have regular health check-ups. The employing authority agrees that employees with forty (40) or more days of accumulated sick leave shall be entitled to use one 7.6 hours per annum of their sick leave to obtain medical advice and/or treatment of a preventative nature. The employee shall, where practicable, give the employer two (2) weeks’ notice prior to taking health check leave.

6.12 Workplace Harassment The employing authority agrees to ensure workplace harassment policies and procedures. The policy development (if relevant) shall take place within the life of this Agreement and shall occur in consultation with the union and their representatives.

The structure of the policy and procedures will be determined by the employing authority, but consideration will be given to the following:

6.12.1 Policy

Consideration will be given to the following inclusions:

(a) Definition of workplace harassment and provision of examples of the types of behaviour which constitute such harassment;

(b) A statement that workplace harassment is unacceptable and will not be tolerated;

(c) A statement as to the negative impact on individuals, colleagues and the organisation;

(d) An encouragement to workers who experience or witness workplace harassment to engage in procedures to end such behaviour;

(e) A commitment to education and training in regard to the policy and procedures on a regular basis or at least once per year; and

(f) Provision for the appointment, training and time release of contact person(s) to handle complaints.

6.12.2 Procedures

The procedures shall:

(a) be fair and equitable;

(b) ensure principles of natural justice are upheld;

11


(c) respect privacy and confidentiality;

(d) be undertaken with discretion so as to protect the reputation of the persons being investigated;

(e) be aimed at resolving the problem rapidly;

(f) ensure that accurate records and documentation are kept;

(g) include procedural steps for dealing with the alleged harassment; and

(h) include formal steps for dealing with the alleged harassment which incorporates an investigative process outlining how and who will conduct the investigation, the rights of both the respondent and the complainant to representation and the need for each party to receive a report on the outcome.

6.12.3 The policy and procedures shall be available to all staff and their availability advertised widely.

6.13 Workplace Stress 6.13.1 Preamble

The prevention and management of workplace stress helps secure a safer and healthier and more effective workplace for employees.

The term 'workplace stress' refers to those negative reactions people have to aspects of their environment due to pressures within the work environment.

The employer recognises its legal requirement to assess the working environment for systems and practices that may lead to negative stress response and to put into place preventative measures.

It is also recognised that policies which benefit employee health can improve productivity. Low levels of negative stress response are associated with low levels of staff turnover, absenteeism and low rates of injury. Workplaces that are perceived as healthy are characterised by clear policies and active methods of dealing with people which encourage:

(a) respect for the dignity of each employee;

(b) regular feedback and recognition of performance;

(c) clear goals for employees in line with organisational goals;

(d) employee input into decision-making and career progression; and

(e) consistent and fair management actions.

6.13.2 Implementation

The employing authority agrees to the implementation of strategies to prevent and address workplace stress.

6.13.3 Managing Workplace Stress

Stress management interventions shall be based on prevention, management and minimization strategies and are aimed at identifying and eliminating causes of workplace stress.

6.13.4 Structured Approach

A structured step-by-step problem solving approach involving participation and consultation shall be adopted to identify and focus on the real issues causing workplace stress.

6.13.5 Control Strategies

Control strategies shall be adopted to reduce the incidence of workplace stress.

6.14 Access to Leave – Terminally Ill Member of Household Employees are entitled to access paid leave of up to ten (10) days, in addition to the existing Family Leave provision, to care and support a household or an immediate family member who is terminally ill. Such leave shall be deducted from the employee’s sick leave accrual.

A further three (3) months of unpaid leave can be accessed by the employee to continue such care and support if necessary.

An employer may request a doctor’s certificate indicating the terminal nature of the illness.

12


6.15 Cultural Leave The parties recognize and affirm the value of Aboriginal and Torres Strait Islander spiritualities and cultures.

The Catholic education employing authorities recognise the unique status that Aborigines and Torres Strait Islanders hold within Australian society. In recognition of this status Aborigines and Torres Strait Islander employees may apply for leave from the workplace for cultural reasons. Such applications will be considered within the normal leave provisions, guidelines and application procedures. Employees may apply for leave to which they may be entitled e.g. annual leave, bereavement leave, authorised accrued time leave or may elect to apply for unpaid leave.

6.16 Special Responsibility Leave – Paternity Leave Male employees shall be entitled to five (5) days paternity leave. This leave shall be taken as Special Responsibility Leave in accordance with the provisions of the Family Leave Award. An employee will not be required to provide a medical certificate to support such leave.

The period of leave may commence on the date of the birth of the child (if this is a work day) or on a later date nominated by the employee.

7. PART 7 - FUTURE RE-NEGOTIATION OF AGREEMENT 7.1 Renewal or Replacement Agreement

Subject to satisfactory implementation of this Agreement the parties agree to re-open negotiations at least six months prior to the expiration of this Agreement with a view to negotiating a replacement Agreement.

13


8. PART 8 – SIGNATORIES TO AGREEMENT

Signed for and on behalf of The Corporation of the Roman Catholic Bishops of Queensland trading as Queensland Catholic Education Commission

In the presence of:

(signature) (witness to sign)

(print name) (print name)

Signed for and on behalf of the Queensland Independent Education Union of Employees

In the presence of:

(signature) (witness to sign)

(print name) (print name)

14


SCHEDULE 1

WAGES with 3.8% increase from first full pay after 1st June 2003

Clerical and Administrative Employees

Certified agreement 2004

Step 4.2.02 3.8% increase F/Nightly F/Nightly Level 1 Step 1 $1,039.20 $1,083.80 Step 2 $1,062.20 $1,106.80 Step 3 $1,084.60 $1,129.20 Step 4 $1,107.40 $1,152.00 Level 2 Step 1 $1,130.00 $1,174.60 Step 2 $1,161.60 $1,206.20 Step 3 $1,175.60 $1,220.20 Level 3 Step 1 $1,175.60 $1,220.20 Step 2 $1,203.60 $1,249.40 Step 3 $1,258.40 $1,306.20 Step 4 $1,293.60 $1,342.80 Level 4 Step 1 $1,317.00 $1,367.00 Step 2 $1,352.40 $1,403.80 Step 3 $1,388.00 $1,440.80 Level 5 Step 1 $1,434.80 $1,489.40 Step 2 $1,469.80 $1,525.60 Step 3 $1,505.00 $1,562.20 Level 6 Step 1 $1,553.00 $1,612.00 Step 2 $1,637.60 $1,699.80 Step 3 $1,722.00 $1,787.40 Step 4 $1,808.20 $1,877.00 Step 5 $1,890.80 $1,962.60

15


SCHEDULE 2

WAGES with 3.5% increase from first paid period after the 1st July 2004 Clerical and Administrative Employees


Step 3.5% increase F/Nightly Level 1 Step 1 $1,121.80 Step 2 $1,145.60 Step 3 $1,168.80 Step 4 $1,192.40 Level 2 Step 1 $1,215.80 Step 2 $1,248.40 Step 3 $1,263.00 Level 3 Step 1 $1,263.00 Step 2 $1,293.20 Step 3 $1,352.00 Step 4 $1,389.80 Level 4 Step 1 $1,414.80 Step 2 $1,453.00 Step 3 $1,491.20 Level 5 Step 1 $1,541.60 Step 2 $1,579.00 Step 3 $1,616.80 Level 6 Step 1 $1,668.40 Step 2 $1,759.20 Step 3 $1,850.00 Step 4 $1,942.60 Step 5 $2,031.20

16


SCHEDULE 3

WAGES with 3.5% increase from the first pay period after 1 July 2005 Clerical and Administrative Employees


Step 3.5% increase F/Nightly Level 1 Step 1 $1,161.00 Step 2 $1,185.60 Step 3 $1,209.80 Step 4 $1,234.20 Level 2 Step 1 $1,258.40 Step 2 $1,292.00 Step 3 $1,307.20 Level 3 Step 1 $1,307.20 Step 2 $1,338.40 Step 3 $1,399.40 Step 4 $1,438.40 Level 4 Step 1 $1,464.40 Step 2 $1,503.80 Step 3 $1,543.40 Level 5 Step 1 $1,595.60 Step 2 $1,634.20 Step 3 $1,673.40 Level 6 Step 1 $1,726.80 Step 2 $1,820.80 Step 3 $1,914.80 Step 4 $2,010.60 Step 5 $2,102.20

17

“Without Prejudice – For consultation purposes only” Page 17 of 41

SCHEDULE 4

13 November, 2003

School Officers Award – Classification Structure

This classification structure will determine the pay classification for clerical and administrative

staff employed at the Queensland Catholic Education Commission

“Without Prejudice”

18


Levels 2 to 7 Characteristics Matrix

19


Competency of Employee

Level 2 Level 3 Level 4 Level 5 Level 6 Level 7

Competency at this level involves application of knowledge and skills to a range of tasks and roles

Competency at this level involves application of knowledge with depth in some areas and a broad range of skills

Competency at this level involves self directed application of knowledge with substantial depth in some areas

Competency at this level involves self directed development and application of professional knowledge with substantial depth in some areas

Competency at this level involves the use of initiative in self directed development and application of expert knowledge with extensive recognised expertise in some areas

There is a defined range of contexts where the choice of actions required is clear

There is a range of roles and tasks in a variety of contexts

There is a wide variety of tasks and roles in a variety of contexts.

A range of technical and/or other skills are applied to roles and functions in both varied and highly specific contexts.

A broad range of professional skills are applied to roles and functions in both varied and highly specific contexts.

A breadth and depth of professional skills are applied to roles and functions in both varied and highly specific contexts.

There is limited complexity of choice

There is some complexity in the extent and choice of actions required

There is complexity in the ranges and choice of actions required

A proportion of competencies involve complex, specialized or professional functions.

A high proportion of competencies involve significant scope and/or complex, specialized or professional functions.

Competencies are normally checked within well established routines, methods and procedures

Competencies are normally used within routines, methods and procedures

Competencies are normally used within a variety of routines, methods and procedures

Competencies are normally used independently and both routinely and non routinely.

Competencies are used independently and are substantially non-routine with initiative being exercised in the application of professional practices

Duties of an innovative and/or critical nature are undertaken without professional direction and initiative is exercised in the application of professional practices

Limited discretion and judgement about possible actions is involved

Some discretion and judgement are involved in selection of equipment, work organisation, services, actions and achieving outcomes within time constraints.

Discretion and judgement are required for self and/or others in planning, selection of equipment, work organisation, services actions and achieving outcomes within time constraints.

Discretion and judgement are required in planning and selecting appropriate equipment, service techniques and work organisation for self and/or others.

Significant discretion and judgement are required in planning, design, professional, technical or supervisory functions related to services, operations or processes for self and/or others.

Significant discretion and independent judgement are required within constraints set by management.

20


Supervision of Employees’ Work

Level 2 Level 3 Level 4 Level 5 Level 6 Level 7 Works under direct and/or routine supervision depending on function.

Works under limited supervision.

Work is carried out under general supervision.

Works under general supervision and/or broad guidance depending on function.

Works under broad guidance. Work is usually performed under general guidance with limited or no professional supervision.

Work is intermittently checked.

Work may be checked in relation to overall progress

Work is usually measured in terms of the achievement of stated objectives to agreed standards.

The general quality of work is monitored by school management and is subject to stated objectives and professional standards.

May take the form of general guidance where working in teams is involved.

May take the form of broad guidance.

Progress and outcomes sought are under general guidance.

May be less direct than at lower levels and usually be related to task methodology and work practices.

May involve detailed instructions in some situations;

May involve a level of autonomy when working in teams.

May involve a level of autonomy in accordance with a broad plan or budget strategy.

21


Supervision of Others

Level 2 Level 3 Level 4 Level 5 Level 6 Level 7 An employee at this level will have no supervisory responsibilities

Peer assistance may be provided to others.

The work of others may be supervised

An employee may have limited responsibility for guidance of the work of others

Responsibility for the work and organisation of others in limited areas.

Responsibility for the planning and management of the work of others may be involved

Responsibility for the supervision and monitoring of the work of others and of workflow in the area of responsibility may be involved.

Responsibility for the setting and achieving of objectives by a work section and its staff may be involved.

An experienced employee may assist others by providing peer support in the completion of routine tasks

Team co-ordination may be required

Teams may be guided or facilitated.

Leadership and development of teams and responsibility for outcomes may be required.

Training of subordinate staff may be required.

Supervision and training of lower level staff may be involved.

Responsibility for assessment, training and development and performance counselling of staff may be required.

22


Levels 1 to 7 Qualifications Matrix

Level 1 Level 2 Level 3 Level 4 Level 5 Level 6 Level 7

Junior Certificate is the minimum formal qualification. No experience is required.

Junior Certificate is the minimum formal qualification. No experience is required.

Tertiary qualifications at Certificate level or equivalent qualifications relevant to the position may be required or such knowledge, qualifications and experience that are deemed by the employer as necessary to successfully carry out the duties of the position.

Tertiary qualifications at Certificate level or equivalent qualifications relevant to the position may be required or such knowledge, qualifications and experience that are deemed by the employer as necessary to successfully carry out the duties of the position.

Tertiary qualifications at Associate Diploma/Diploma level or equivalent qualifications relevant to the position may be required by the employer or knowledge, qualifications and experience that are determined by the employer as necessary to successfully carry out the duties of the position.

Relevant formal qualifications at degree level are required.

Formal qualifications at degree level are required, along with relevant post graduate qualifications or extensive and relevant experience as required by the employer to reflect higher levels of professional outcomes.

23


Levels 2 to 7 Typical Skills and Duties Matrix

24


Employee Assisting Student Learning Level 2 Level 3 Level 4 Level 5 Level 6 Level 7

2.1.1 Assist developmentally appropriate student learning, either individually or in groups, under the direct supervision of an academic staff member where limited discretion and judgement are involved.

2.1.2 Under direct supervision of a higher level officer or members of the academic staff prepare and clear away materials for display/use in classrooms or libraries.

2.1.3 Perform within well established routines tasks associated with the mass production of printed material including collating, stapling, binding, folding, cutting, etc

2.1.4 Under direct and /or routine supervision, perform tasks of limited complexity, associated with classroom learning experiences, such as assisting teachers in preparing, implementing and supervising learning programs.

2.1.5 Support students in relation to their physical needs.

3.1.1 Assist developmentally appropriate student learning, either individually or in groups, where some discretion and judgement are involved in evaluating and assessing (under the supervision of an academic staff member(s)) the learning needs of students.

3.1.2 Within routines, methods and procedures carry out liaison between the school, the student and the student’s family where some discretion and judgement are involved.

3.1.3 Support students in relation to their physical needs where some discretion and judgement are involved.

4.1.1 Assist developmentally appropriate student learning, either individually or in groups, under the general supervision of an academic staff member(s). Employees at this level are required to exercise discretion and judgement to modify education programmes to meet the learning needs of specific students.

4.1.2 Carry out liaison between the school, the student and the student’s family where discretion and judgement are required in relation to planning, actions and achieving outcomes.

4.1.3 Within a variety of routines, methods and procedures provide significant assistance in the enrolment, family liaison and placement of overseas students.

5.1.1 Apply a range of technical and other skills involving the self-directed application of knowledge gained through formal studies/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: developing the framework for and providing the instruction to students (within a structured learning environment) under the general supervision of an academic staff member(s); providing pastoral ministry and support for students.

5.1.2 Under broad guidance, supervise the operations of the school’s processes and activities in relation to overseas students. This may include: enrolment; family liaison; and placement.

6.1.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree. This may include: the gathering, analysis and interpretation of data; or preparation of reports and the consequent giving of advice to other professional staff to assist student learning; or providing pastoral ministry; or providing counselling and/or guidance support for students.

6.1.2 Provide professional advice to staff and students in the officer’s area of expertise or qualification.

7.1.1 Undertake more complex professional activities involving the selection and application, based on professional judgement, of new and existing techniques and methodologies requiring the exercise of professional independence combined with competence derived from extensive experience and/or additional study.

7.1.2 Undertake supervisory responsibilities which may include on the job training, staff assessment and performance counselling in relation to staff in lower level positions.

7.1.3 Operate and be accountable for the quality of output of a section or function within the school.

25


Laboratory Employees

Level 2 Level 3 Level 4 Level 5 Level 6 Level 7

2.2.1 Provide science program assistance where limited discretion and judgement are involved

2.2.2 Maintain science equipment, materials and specimens not requiring a depth of knowledge or technical skills.

2.2.3 Under the direct supervision of an academic staff member(s) prepare and maintain laboratory teaching areas including routine setting up and dismantling of items of equipment for use in experimental, observational and teaching activities

2.2.4 Assist in the demonstration of experiments and scientific equipment under the direct supervision of an academic staff member(s).

3.2.1 Provide science program assistance where some discretion and judgement are involved.

3.2.2 Assist in the design/demonstration of experiments under supervision of an academic staff member(s) where some discretion and judgement are involved.

3.2.3 Under direction, prepare, maintain, organize, set-up and dismantle equipment and materials for routine experiments or student projects and dispose of waste materials.

3.2.4 Peer assistance and/or guidance may be provided for other assistants in a laboratory.

3.2.5 Under direction and within existing routines, methods and procedures, prepare, maintain and dispense stock solutions, simple chemical mixtures and compounds, cultures or similar materials.

4.2.1 Responsibility for and/or training of subordinate staff in limited areas may be required.

4.2.2 Design and demonstrate experiments, within a variety of routines and procedures, under the supervision of an academic staff members(s) where discretion and judgement are required.

4.2.3 Where there is complexity in the range and choice of action and discretion and judgement are required: prepare, maintain and dispense solutions, chemical mixtures, compounds and cultures; prepare, maintain, organise, set-up and dismantle equipment and material for experiments.

5.2.1 Apply a range of technical and other skills involving the self-directed application of knowledge gained through formal studies/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: designing laboratory experiments; and appropriate responsibility for the application of workplace health and safety requirements in the laboratory

6.2.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree.

6.2.2 Operate (at a level consistent with the qualifications required) a laboratory. This may (or may not) include responsibility for the supervision, monitoring and training of staff in lower level positions.

6.2.3 Administer the allocation and monitoring of resources in the laboratory.

6.2.4 Support employees reporting to the position in policies to be followed, methods to be used and standards to be observed.

6.2.5 Provide professional advice to staff and students in the officer’s area of expertise.

6.2.6 Formulate procedural policy and guidelines in the employee’s area of responsibility; submit recommendations for decision and prepare supporting statements as necessary.

7.2.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree and post graduate qualifications and/or other professional development and/or industry experience. 7.2.2 Responsibility for the operation of a laboratory which provides complex and varied services. This may (or may not) include responsibility for the supervision, monitoring and training of professional staff and staff in lower level positions. 7.2.3 Manage the allocation and monitoring of resources in the laboratory. 7.2.4 Responsibility for direction and support of employees reporting to the position in policies to be followed, methods to be used and standards to be observed.

7.2.5 Provide subject matter expertise and/or policy advice across a range of programs or activities undertaken by the organizational area. Formulate policies and provide specialist advice on policy development to senior management.

26


Administration Employees Level 2 Level 3 Level 4 Level 5 Level 6 Level 7

2.3.1 Use keyboard skills to produce a document from written text using a standard format.

2.3.2 Receive and deal with enquiries within well established routines,, including the provision of general information and assistance to the public, parents, students and other employees.

2.3.3 Perform a range of general clerical duties at a basic level, for example, filing, handling mail, maintaining records.

3.3.1 Carry out a wide range of secretarial and clerical duties at an advanced level, including shorthand, typing, word processing and maintaining manual and computerized records.

3.3.2 Respond to enquiries from staff, students, parents and the general public and address issues in accordance with routines, methods and procedures.

3.3.3 Enter financial data into computer and prepare financial and management reports for review and authorization by senior management.

4.3.1 Provide administrative support to senior management of a school where discretion and judgement are required, including: taking minutes; shorthand; organizing appointments and diaries; initiating and handling correspondence (which may include confidential correspondence); monitoring telephone calls; and establishing and/or maintaining working filing systems.

4.3.2 Within a variety of routines, methods and procedures apply inventory and purchasing control procedures, prepare monthly summaries of debtors and creditors ledger transactions and reconcile these.

4.3.3 Apply knowledge of advanced functions of computer software packages and to manage data i.e. modify fields of information, develop new databases or spreadsheet models; or graph previously prepared spreadsheets.

5.3.1 Provide executive support to senior management and associated committees concerning designated aspects of school management.

5.3.2 Direct and supervise the work of administrative/clerical and/or other staff.

5.3.3 Under broad guidance, supervise the operations of the school's office and other administrative activities, in the areas of enrolment, equipment and statistical staffing returns.

5.3.4 Under broad guidance, supervise the operations of the school’s processes and activities in relation to overseas students. This may include: enrolment; family liaison; and placement.

6.3.1 Operate and be responsible for an autonomous section and all its operations.

6.3.2 Provide professional advice to staff and students in the officer's area of expertise.

6.3.3 Monitor and analyse regular management information, such as staffing and financial resource usage; ensure that associated information systems are maintained and that regular reports are provided to management.

7.3.1 Supervise staff including implementation and participation in induction, training, review, counselling and appraisal

7.3.2 Manage the work of administrative officers and other staff, assigning and outlining the work, advising on administrative problems, and revising work for accuracy and adequacy.

7.3.3 Identify policies and procedures requiring review or re-development, and define relevant issues.

27


Administration Employees cont. 2.3.4 Operate within well

established routines, office equipment, such as, computer, photocopier, facsimile, binding machine, guillotine, laminator, franking machine, calculators, switchboard, etc.

2.3.5 Under the direct supervision of the principal or nominee, contact parents, students and/or others in relation to school attendance and related matters.

2.3.6 Under the direct supervision of the principal or nominee assist with the arrangement of group meetings, morning teas, meetings of parents and external parties, parent/teacher nights etc.

2.3.7 Carry out minor cash transactions including receipting, balancing and banking.

3.3.4 Prepare and process payroll transactions within routines, methods and procedures.

3.3.5 Within routines, methods and procedures: provide administrative support to senior management; arrange appointments and diaries; and prepare correspondence.

3.3.6 Within routines, methods and procedures, prepare and dispatch statements to debtors and payments to creditors, follow up on unpaid accounts; prepare bank reconciliations and reconcile accounts to balance; maintain wage and salary records.

3.3.7 Maintain petty cash float and expenses for accounting purposes

4.3.4 From verbal or rough handwritten instructions; answer non-standard executive correspondence, prepare papers, briefing notes, or other written material.

4.3.5 Utilizing a variety of routines, methods and procedures, calculate and maintain wage and salary records; perform routine classification determinations; and process resignations, retirements and redundancies in accordance with relevant award entitlements.

4.3.6 Within a variety of routines, methods and procedures provide significant assistance in the preparation of: financial information to trial balance; budgets; cash flow records; balance sheets; trading accounts; cash management analysis; FBT and entity disclosure requirements. NOTE an employee is not required to perform all duties listed to satisfy this skill descriptor.

4.3.7 Train staff classified at lower levels by means of personal instruction and demonstration.

5.3.5 Prepare the accounts of the school to operating statement stage and assist in the formulation of period and year-end entries.

5.3.6 Provide advice requiring knowledge of policies and / or the interpretation of rules or regulations within their area of operation. Assist in developing policy and procedures relating to their work area and identifying future trends.

5.3.7 Under broad guidance supervise the administration of specialized salary and payroll requirements, which may include: eligible termination payments, superannuation trust deed requirements, redundancy calculations or workers’ compensation claims.

5.3.8 Prepare for senior management financial reports relating to the employee’s area of responsibility.

6.3.4 Provide financial, policy, or planning advice which may include providing reports, statistical surveys and advice on regulations and procedures.

6.3.5 Monitor expenditure against a budget at a school level, draft financial forecasts / budgets at organizational level and / or prepare complex financial reports.

6.3.6 Administer programs with a range of tasks such as advice on financial implications, interpretation of information, assistance and advice concerning complex issues.

6.3.7 Prepare correspondence which is complex, original and which initiates or responds to new cases or situations.

7.3.4 Provide written reports to the school executive on complex matters, suggesting alternative courses of action and analysing the implications of each alternative.

7.3.5 Provide financial, policy and planning advice and investigate, interpret or evaluate information for the guidance of staff or clients.

7.3.6 Be substantively involved in the construction of annual and forward planning school budgets

7.3.7 Manage the operations of a discrete organizational area, program or administrative function.

28


4.3.8 Within a variety of routines, methods and procedures provide significant assistance in the enrolment, family liaison and placement of overseas students.

29


Administration Employees cont… 2.3.8 Monitor and maintain

stock levels of stationery/materials for office/department within established parameters including reordering.

2.3.9 Within well established routines, sort, prepare and record documents (e.g. invoices, cheques, correspondence) on a daily basis; file such documents in the appropriate system.

2.3.10 Within well established routines, receive and distribute incoming mail collect outgoing mail, maintain mail registers and records and collate and dispatch documents for bulk handling.

2.3.11 Perform, within well established routines, tasks associated with the mass production of printed material including collating, stapling, binding, folding, cutting, etc.

3.3.8 Assist in the preparation of internal and external publications.

3.3.9 Assist in the enrolment function including handling initial enquiries and arranging interviews.

3.3.10 Under supervision, prepare Government and Statutory Authority returns for authorization by senior management.

3.3.11 Use software application packages for personal computers to create database file structures; and spreadsheets/work sheets.

3.3.12 Under direction and within routines, methods and procedures: draft agenda for meetings; assemble supporting documents for informal meetings; take and produce minutes.

3.3.13 Draft and type routine correspondence from brief oral or written instructions. Respond to requests for information including drafting routine correspondence in reply.

5.3.9 Apply a knowledge of relevant industrial awards and agreements and occupational health and safety requirements. Provide general advice to staff in these areas.

5.3.10 Original writing of promotional and advertising material.

5.3.11 Coordination of, and participation in, marketing activities.

5.3.12 Design of promotional and marketing plans.

5.3.13 Responsibility for liaison with media.


6.3.9 Direct and support employees reporting to the position in policies to be followed, methods to be used and standards to be observed.

6.3.10 Advise and assist in the preparation of the school budget.

6.3.11 Provide executive support to Principals and senior management.

6.3.12 Provide advice or make recommendations requiring detailed knowledge of policies, and/or the interpretation of rules or regulations within established guidelines, relating to a major function of the organizational work areas.

6.3.13 Supervise staff including participation in induction, training, review, counselling and appraisal and providing feedback on performance.

7.3.8 Provide subject matter expertise and/or policy advice across a range of programs or activities undertaken by the organizational area, formulate policies and provide specialist advice on policy formulation to senior management.

7.3.9 Undertake high level research, review or investigations including the preparation of reports and associated papers to provide advice to the school on the operational and/or future directions of the employee’s section and to contribute to the development of that section in the educational context of the school.

7.3.10 Prepare papers, investigate and present information with recommendations for decision by senior officers.

30


3.3.14 Maintain established central filing / records systems in accordance with routines, methods and procedures. This would include: creating and indexing new files, retrieving records; distributing files within the school as requested, monitoring file locations and identifying and processing inactive and closed files.

3.3.15 Maintain a store through such duties as participation in ordering and issue of expendable stores, recording of stock levels, maintaining records of equipment distribution, delivery dockets, invoices and payment vouchers and responsibility for keys.

3.3.16 Make and record appointments on behalf of another and, where necessary, resolve involved appointment scheduling problems.

3.3.17 Make travel and accommodation bookings in line with a given itinerary.

3.3.18 Within routines, methods and procedures carry out liaison between the school, the student and the student’s family where some discretion and judgement are involved.

6.3.14 Develop systems and procedures for implementation in accordance with school policy.

6.3.15 Provide financial, policy and planning advice and investigate, interpret or evaluate information for the guidance of staff or clients.

6.3.16 Original writing of promotional and advertising material requiring significant discretion and judgement concerning content and design.

6.3.17 Management of, and participation in, marketing activities.

6.3.18 Design of promotional and marketing plans requiring initiative in the application of professional practices.

6.3.19 Responsibility for representing the school in the media.

31


Information Services and Resource Employees Level 2 Level 3 Level 4 Level 5 Level 6 Level 7

2.4.1 Process basic transactions such as issues and returns, produce overdue lists, entry of orders in a computerised system, perform stock takes, entering of accession information into computer.

2.4.2 Operate and demonstrate the use of audio-visual equipment where there is limited complexity.

2.4.3 Maintain a booking system for equipment use and for the organisation of repairs and replacement of equipment.

2.4.4 Within well-established routines, methods and procedures, record audio/video programs and maintain a catalogue system of such recordings.

2.4.5 Perform a range of general duties at a basic level, for example, minor book repairs, photocopying and shelving.

2.4.6 Receive and deal with initial requests for information from library clients.

2.4.7 Under the direct supervision of an academic staff member(s), assist in the demonstration of routine

3.4.1 Search and verify bibliographical data where some discretion and judgement are involved.

3.4.2 Copy catalogue books, magazines, journals and recorded material where some discretion and judgement are involved.

3.4.3 Maintain circulation systems where some discretion and judgement are involved.

3.4.4 Respond to enquiries from staff, students, parents and the general public and address issues in accordance with routines, methods and procedures.

3.4.5 Assist in the demonstration of complex audio visual or computer equipment under supervision of academic staff member(s) where some discretion and judgement are involved.

4.4.1 Responsibility for and/or training of subordinate staff in limited areas may be required

4.4.2 Within a variety of routines and procedures and with a depth of knowledge in some areas: demonstrate to staff and students the use of complex audio visual or computer equipment; or monitor performance of and carry out repairs to specialised equipment.

5.4.1 Apply a range of technical and other skills involving the self-directed application of knowledge gained through formal studies/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: independent and original cataloguing and classification following precedents and standards; monitoring the performance of, and carrying out repairs to, specialised equipment; and developing the framework for and providing the instruction to students (within a structured learning environment) under the general supervision of an academic staff member(s).

6.4.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree.

6.4.2 Operate (at a level consistent with the qualifications required) a library/resource centre. This may (or may not) include responsibility for the supervision, monitoring and training of staff in lower level positions.

6.4.3 Administer the allocation and monitoring of resources in the library/resource centre.

6.4.4 Support employees reporting to the position in policies to be followed, methods to be used and standards to be observed.

6.4.5 Provide professional advice to staff and students in the officer’s area of expertise.


7.4.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree and post graduate qualifications and/or other professional development and/or industry experience. 7.4.2 Responsibility for the operation of a library/resource centre which provides complex and varied services. This may (or may not) include responsibility for the supervision, monitoring and training of professional staff and staff in lower level positions. 7.4.3 Manage the allocation and monitoring of resources in the library/resource centre. 7.4.4 Responsibility for direction and support of employees reporting to the position in policies to be followed, methods to be used and standards to be observed. 7.4.5 Provide subject matter expertise and/or policy advice across a range of programs or activities undertaken by the organizational area, formulate policies and provide specialist advice on policy formulation to senior management.

32


library operations and procedures.

2.4.8 Under the direct supervision of an academic staff member(s), assist in the supervision of students in the library.

2.4.9 Under direct supervision of a higher level officer or members of the academic staff prepare and clear away materials for display/use in classrooms or libraries.)

33


Computer/ICT Employees Level 2 Level 3 Level 4 Level 5 Level 6 Level 7

2.5.1 Use keyboard skills to produce a document from written text using a standard format.

2.5.2 Operate within well established routines, office equipment, such as, computer, photocopier, facsimile, binding machine, guillotine, laminator, franking machine, calculators, switchboard, etc.

3.5.1 Use software application packages for personal computers to create database file structures; and spreadsheets/work sheets.

4.5.1 Within a variety of routines, methods and procedures, maintain the hardware and software components of a computer network and provide user support.

4.5.2 Responsibility for and/or training of subordinate staff in limited areas may be required.

5.5.1 Apply a range of technical and other skills involving the self-directed application of knowledge gained through formal studies/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: Assisting with systems analysis and design in relation to the development and maintenance of computer systems; and assisting with application programming (eg modification of package systems; and investigation of malfunctions in operational programs).

6.5.1 Operate and be responsible for the computing section of the school and all its operations.

6.5.2 Perform non-routine professional tasks governed by procedures or guidelines. Within such constraints the employee is responsible for the independent performance of such functions.

6.5.3 Provide financial, policy and planning advice and investigate, interpret or evaluate information for the guidance of staff or management in the computing area.

6.5.4 Be responsible for the development of software, hardware or applications systems based on the use of current computer techniques.

6.5.5 Be responsible for the development of computer systems, and recommend changes and improvements in systems where appropriate.

6.5.6 Undertake maintenance programming tasks, including investigation and design requirements necessary to implement

7.5.1 Operate and be responsible for the computing section which provides complex and varied services to the school community including being responsible for the supervision, monitoring and development of other staff reporting to the position.

7.5.2 Research and examine likely long-term requirements for computer systems, suggest alternative plans and strategies and report on their feasibility.

7.5.3 Consult with departmental computer users to understand and meet the needs of the department and resolve problems concerning systems.

7.5.4 Investigate and design the implementation of computer systems to meet specific needs of work areas.

7.5.5 Carry out a range of complex and varied

34


changes to existing systems.

6.5.7 Provide advice to the senior executive of the school on the operations/future directions of the section by utilising acquired knowledge and experience.

6.5.8 Carry out a range of tasks necessary to support and develop systems software or other support processes

tasks requiring the selection and application of new and existing techniques and methodologies necessary to support and develop systems software or other support processes.

7.5.6 Develop and present appropriate computer training courses.

Attachment B

I, Terence Patrick Burke, the deponent, of 346 Turbot Street, Spring Hill, Queensland make oath as follows: 1. I am the General Secretary of Queensland Independent Education Union of Employees and I am

authorised under the Act and rules to make this affidavit. 2. The agreement, attachment A is not for a new business, a project agreement or a multi-employer

agreement. 3. The agreement is made with one employee organisation. 4. The full name and address of the employee organisation is:

Queensland Independent Education Union 346 Turbot Street, SPRING HILL QLD 4000

5. The employer, Queensland Catholic Education Commission, 143 Edward Street, Brisbane, is in the education industry.

6. The name of the designated award is the:

• Clerical Employees Award – State 2002

7. The address at which the employees to be covered by the agreement are employed is at 5 above. 8. The number of female employees to be covered by the agreement is . 9. The number of male employees to be covered by the agreement is . 10. The number of apprentices to be covered by the agreement is nil. 11. The number of trainees to be covered by the agreement is nil. 12. The name and address of the employer to be bound by the agreement is 13. This is not a project agreement. 14. The persons who negotiated the agreement were:

Graham Perrett, Organiser - Queensland Independent Education Union on behalf of the employees and;

on behalf of the employer. 15. The average percentage by which the wages of the employees to be covered by the agreement will increase under the agreement compared with wages before the agreement is 16. The wages of the employees to be covered by the agreement will not decrease.

2


17. The nominal expiry date of the agreement is. 18. The steps taken to ensure compliance with section 143 of the Act were that QIEU advised the

other proposed parties to the Agreement on and that it was our intention to negotiate an Agreement. Negotiations did not commence until at least 14 days after this advice was given.

19. The steps taken to ensure compliance with section 144 were that employees were provided with

a copy of the proposed agreement more than 14 days before the ballot and were provided with an explanation regarding the affects of the proposed agreement. The results of the ballot were

accepting the ballot, rejecting and informal and non returns. 20. The employer did not coerce, or attempt to coerce, any relevant employee not to make a request

to a relevant employee organisation to be represented by the employee organisation in negotiating with the employer about the agreement.

21. The employer did not coerce, or attempt to coerce, any relevant employee into withdrawing a

request made by the employee to a relevant employee organisation for the relevant employee organisation to represent the employee in negotiating the agreement.

23. The procedures for preventing and settling disputes are set out in clause 2. 24. There is no further information in support of this application. 25. The requirement of s156(1)(1)(i) of the Act is met because the employer remunerates all men

and women employees of the employer equally for work of equal or comparable value. 26. The agreement, to the best of my knowledge and belief, passes the ‘no disadvantage test’ under

chapter 6, part 1, division 3 of the Act. I swear that the facts set out above are true. Terence Patrick Burke Deponent SWORN by the deponent at 346 Turbot Street, Spring Hill on day of 2004 before me

Date post:	11-Mar-2016
Category:	Documents
Upload:	dave-tehan
View:	214 times
Download:	1 times

QCEC__1_Dec_2004_

Documents