CONDITIONS OF EMPLOYMENT

Transcription

1 DEPARTMENT OF EDUCATION AND TRAINING A SUMMARY AND QUICK GUIDE TO CONDITIONS OF EMPLOYMENT FOR TEACHERS AND EDUCATORS IN NORTHERN TERRITORY GOVERNMENT SCHOOLS January 2012 Edition

2 Table of Contents INTRODUCTION:... 4 OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT... 5 DEPARTMENT OF BUSINESS AND EMPLOYMENT... 5 DEPARTMENT OF EDUCATION AND TRAINING SALARIES (DBE) RATES OF PAY (DET) Rates of Pay - Classroom Teacher and Senior College Teacher Rates of Pay - other classifications RAPID INCREMENTAL PROGRESSION OF SALARY (DET) ASSISTANT TEACHER CLASSIFICATION (DET) SPECIALIST TEACHER CLASSIFICATION (DET) NON-CONTRACT PRINCIPAL CLASSIFICATION (DET) HIGHLY ACCOMPLISHED AND LEAD TEACHER SCHEME (DET) PROBATION (DET) SURVIVING AND THRIVING WORKSHOPS (DET) SCHOOL TERMS AND PROFESSIONAL DEVELOPMENT DAYS (DET) EXPENSES FOR TRAVEL, TRANSIT ACCOMMODATION, REMOVALS AND STORAGE FOR NEW RECRUITS AND TRANSFEREES (DET) Relocation Allowance Travel and transit accommodation expenses Entitlement Insurance Liability Travel by air Travel by road Transit accommodation Removal of personal effects expenses Storage of personal effects expenses Temporary teachers PRIORITY TRANSFERS FROM REMOTE TO URBAN SCHOOLS (DET) TEMPORARY TEACHERS PAYMENTS FOR PERIODS OF STAND DOWN (DBE) ALLOWANCES (DBE) Northern Territory Allowance (DBE) Teaching allowances Special Schools Allowance First Aid Allowance Travel allowance for relief teachers REMOTE LOCALITY ENTITLEMENTS (DET) Rental concession scheme Special remote study leave program Fares out of Isolated Localities (FOILS) Accommodation allowance in conjunction with a FOIL Remote Incentive Allowance Remote Retention Payment Family travel assistance program Household contents insurance premiums Business days Remote Satellite/Internet Installation and Subscription Electricity Subsidy for Employees stationed in Borroloola Remote Conditions by Location Special Category Category Category Category LEAVE ENTITLEMENTS GENERALLY (DBE) PERSONAL LEAVE (DBE) Accrual of Personal Leave Use of Personal Leave Personal Leave without documentary evidence RECREATION LEAVE (DBE)

3 18.1. Accrual of Recreation Leave Granting of Recreation Leave EMERGENCY LEAVE (DBE) COMPASSIONATE LEAVE (DBE) PARENTAL LEAVE (DBE) LONG SERVICE LEAVE (DBE) PRIOR SERVICE (DBE) For Long Service Leave purposes TAXATION (DBE) Taxation declarations Zone A and special zone rebates Family Tax concessions SUPERANNUATION (DBE) SALARY PACKAGING (SALARY SACRIFICE) (DBE)

4 INTRODUCTION: This booklet is not a definitive document on the conditions of employment for teachers and educators, but rather a booklet that provides a brief summary and quick guide to the conditions of employment that employees often seek advice on. The main instruments that govern our conditions of employment are: The Northern Territory Public Sector (NTPS) Teacher and Educator Enterprise Agreement (the Agreement). The Public Sector Employment and Management Act (PSEMA) for the Northern Territory including By-laws, Employment Instructions, Public Sector Instruments and Determinations that are promulgated in accordance with the PSEMA. Commissioner for Public Employment Determination 2 of 2003 and Amendment 1, Amendment 2 and Amendment 3. Commissioner for Public Employment Determination 1 of each year. The Office of the Commissioner for Public Employment website at should be your primary source of reference, although all of these instruments should be readily available at your school or workplace. This booklet refers to terms and conditions of employment for Department of Education and Training (DET) employees holding a classification specified in Schedule 7 of the Agreement. This includes a Classroom Teacher, Senior Teacher, Highly Accomplished Teacher, Lead Teacher, Specialist Teacher, Non-Contract Principal, Senior College Teacher, Senior College Administrator and Assistant Teacher. Whilst every effort has been made to ensure accuracy at the time of publication, the department accepts no liability for any loss, damage or injury, whether financial or otherwise, suffered by any person acting upon or relying upon information contained in or omitted from this handbook. For further information please contact your relevant consultant at DET Human Resources Division (HR). Contact details can be found on the following link, Alternatively, fax your query to one of the following numbers. Fax: NORTH (08) SOUTH (08)

5 OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT The Office of the Commissioner for Public Employment (OCPE) is a central agency within the Northern Territory Public Sector (NTPS) with sector-wide responsibility for providing an effective employment framework for the management and development of the NTPS workforce. Contact OCPE for copies of or information related to: The Public Sector Employment and Management Act (PSEMA), including Regulations, By-laws, Employment Instructions and Determinations. Booklet PSEMA, Principles and Code of Conduct (OCPE) Booklet Merit Selection Guide The Promotion Appeals & Grievance Reviews area Awards and Certified Agreements. DEPARTMENT OF BUSINESS AND EMPLOYMENT The Department of Business and Employment (DBE) provides corporate support services across Government. Contact DBE for information and/or advice on: Salaries (Direct Salary Sacrifice enquiries to DBE Salary Packaging Unit) All types of allowances, e.g. Northern Territory, Remote Incentive allowance Taxation in relation to salary and relevant allowances All types of leave entitlements Superannuation schemes DEPARTMENT OF EDUCATION AND TRAINING The Department of Education & Training (DET) is a specific-purpose agency and should be contacted for information and advice related to: Temporary and Permanent Employment Teacher Probation Removals and Storage Rapid incremental progression of salary Highly Accomplished Teacher and Lead Teacher Scheme Selection procedures Guaranteed transfer scheme Redeployment and redundancy provisions Transfer of teachers due to displacement Occupational Health and Safety. Part-Time employment Remote locality entitlements DET human resource polices are available on the DET website. Section headings in this document followed by any of OCPE, DBE or DET indicate the agency to contact for information on that topic. 5

6 1. SALARIES (DBE) Salary is paid fortnightly on alternate Thursdays. Wherever possible, payment will be made by electronic transfer into the employee s chosen financial institution. The following information will be required by DBE for payment to a bank, building society, credit union or other financial institution accounts: Type of account. Account number and BSB number. Name and address of your bank, building society, credit union or other financial institution. Name of your account, including any joint account initials. Provisions exist for employees to be paid by cheque if they cannot freely utilise banking facilities due to employment in an isolated locality. Employees electing to have salary paid by cheque should note that Treasury Directions state that the DBE cannot assume responsibility for any delay or loss after its dispatch by Treasury. Where cheques are not received, the only method by which a re-issue can be effected is to put a stop-payment on the original cheque Australia-wide, wait for clearance by the bank and then to re-issue the cheque. A delay of a minimum of two weeks can be involved. For the above reasons, and others resulting from the vast distances in the Northern Territory, it is strongly recommended that the electronic transfer method be adopted. 2. RATES OF PAY (DET) 2.1. Rates of Pay - Classroom Teacher and Senior College Teacher Classroom teachers and Senior College Teachers are paid according to their years of experience in the teaching profession. A new graduate commences at the CT1 salary, and then progresses one increment each year until they reach CT9. Progression from CT5 to CT6 is subject to successful assessment in accordance with the CT5-6 Progression Assessment Guidelines. Classroom Teacher / Senior College Teacher Classification and Salary per annum from 01/09/2011 ($) CT1/SCT1 60,211 CT1/SCT1 62,017 CT2/SCT2 63,231 CT2/SCT2 65,128 CT3/SCT3 66,251 CT3/SCT3 68,239 CT4/SCT4 69,271 CT4/SCT4 71,349 CT5/SCT5 72,290 CT5/SCT5 74,459 CT6/SCT6 77,290 CT6/SCT6 79,609 CT7/SCT7 80,310 CT7/SCT7 82,719 CT8/SCT8 83,330 CT8/SCT8 85,830 CT9/SCT9 86,350 CT9/SCT9 88,941 Classification and Salary per annum from 13/09/2012 ($) 6

7 2.2. Rates of Pay - other classifications. Classification and Salary per annum from 1/09/2011 ($) Classification and Salary per annum from 13/09/2012 ($) Senior Teacher ST1 95,514 ST1 98,379 ST2 99,296 ST2 102,275 ST3 105,536 ST3 108,702 ST4 108,523 ST4 111,179 ST5 116,024 ST5 119,505 ST6 119,691 ST6 123,282 ST7 123,931 ST7 127,649 ST8 129,449 ST8 133,332 Highly Accomplished Teacher 95,514 98,379 Lead Teacher 105, ,702 Specialist Teacher SPT1 107,448 SPT1 110,671 SPT2 111,395 SPT2 114,737 Non-Contract Principals TP1 95,514 TP1 98,379 TP2 99,296 TP2 102,275 PL1 105,536 PL1 108,702 Senior College Administrator SCA2 99,296 SCA2 102,275 SCA5 116,024 SCA5 119,505 Assistant Teacher Level 1 40,375 Level 1 41,586 Level 2 43,972 Level 2 45,291 Level 3 47,102 Level 3 48,515 Level 4 52,086 Level 4 53,649 The Agreement provides for salary and allowance movements during the life of the agreement. All applicable rates can be located by clicking on the following link. 7

8 3. RAPID INCREMENTAL PROGRESSION OF SALARY (DET) This scheme enables beginning teachers to progress through the salary incremental levels at an accelerated rate. Under this scheme, a four-year trained beginning teacher has the opportunity to move to the CT4 level at the commencement of the third year of teaching. To access this scheme beginning teachers will need to fulfil the following requirements: Complete their first two years of service in NT government schools Complete their first two years of service within a four-year period Successful completion of probation within the first two years of service Complete 20 points worth of tertiary studies or approved professional development courses within the first two years of service. NOTE: Relief teacher days count towards service for the purpose of salary increment and consequently for accessing this scheme. 195 Relief Teacher days equates to one year of service. To gain points teachers must: 1) Complete units in a Master of Education, Doctorate, Graduate Certificate or Graduate Diploma in an educational field or other programs related to education at a recognised tertiary institution; or Complete units not recognised for credit in an educational award provided that the field of study is relevant to the professional development of the individual teacher. Submit proof of the satisfactory completion of the unit (10 points per unit). 2) Complete approved professional development programs relevant to a teaching career. As a general rule one-day programs (7.5 hours) will equate to one point, but this may vary depending on the rigour of the program, the hours involved and any follow-up activities. Teachers will need to submit the Rapid Incremental Progression for Beginning Teachers Professional Development Details Form along with proof of the satisfactory completion of programs. In the case of school-based programs, this may consist of a substantiating letter from school management. NOTE: Professional development programs organised by the school for all teachers to attend are not recognised under this scheme. For further information please see the Rapid Incremental Progression Policy, or contact the human resource consultant for your school (see last paragraph in Introduction ). 8

9 4. ASSISTANT TEACHER CLASSIFICATION (DET) Assistant Teachers will commence at the Assistant Teacher Level 1 unless they possess the relevant qualifications to commence at a higher classification. After 4 years service, an Assistant Teacher will progress to the Assistant Teacher Level 2 classification. Further progression is dependent on obtaining the relevant qualification. For further information on Assistant Teacher increment progression please refer to the Assistant Teacher Increment Progression policy. 5. SPECIALIST TEACHER CLASSIFICATION (DET) Commencing in 2011, up to 50 Specialist Teacher positions (25 at SPT1 and 25 at SPT2) will be created in identified schools. Teachers will be eligible to apply for the positions, and successful applicants will be appointed for two years with selection based on merit. Specialist Teachers will work as classroom teachers at identified schools throughout the school year and will be required to contribute towards system-wide leadership and strategic initiatives for an additional 5 weeks per year during school stand down periods. See 2.2 for salary details. 6. NON-CONTRACT PRINCIPAL CLASSIFICATION (DET) In 2011, non-contract Principals have transitioned from the ST classification to the new broad-banded work value structure as follows: Current Work Value New Work Value Level MIN MAX Level MIN MAX ST PL ST TP ST TP See 2.2 for salary details. 7. HIGHLY ACCOMPLISHED AND LEAD TEACHER SCHEME (DET) The Highly Accomplished and Lead Teacher Scheme has replaced the Teachers of Exemplary Practice Program. Teachers with a minimum of five years experience are eligible to apply for the status of Highly Accomplished or Lead Teacher. See 2.2 for salary and allowance details. The scheme is administered by the Centre for School Leadership, Learning and Development, and further details can be found on their website Highly Accomplished Teachers receive the allowance immediately upon successful completion of the assessment process. Lead Teachers must take up a position in a nominated Lead Teacher school in order to receive the allowance. 9

10 8. PROBATION (DET) The probation process, as detailed in the Teacher Probation policy, applies to all employees taking up teaching positions in the Northern Territory for the first time, or returning to teaching positions after a period of three years or more. Probation will apply to both permanent and temporary appointments or contracts, providing that the period of the temporary appointment or contract is equivalent to 20 weeks or more. Where a teacher is undertaking probation and the process is not completed during the appointment or contract, the probation process will be temporarily suspended and will recommence the next time that teacher is employed with DET. The period of probation shall be 12 months with the capacity to extend by up to a further 12 months if required. Assistant Teachers will undergo a minimum period of probation of 6 months with the capacity to extend by up to a further 6 months if required in accordance with the probation policy. 9. SURVIVING AND THRIVING WORKSHOPS (DET) In the mid-semester stand down periods in April and October, the Department will deliver two day Surviving and Thriving workshops for first year teachers and teachers new to the Northern Territory. Although attendance is voluntary, it is expected that most eligible teachers will participate. For teachers in remote localities, the Department will cover the cost of attendance and it will be arranged so that teachers will not be required to use their FOILS for the sole purpose of attending these workshops. 10. SCHOOL TERMS AND PROFESSIONAL DEVELOPMENT DAYS (DET) School terms are published on the DET website, and usually consist of four, 10 week terms. In 2012, school-based teachers will finish the school year on Thursday 13 December, returning to start the 2013 school year on Friday 25 January. In 2012, the first day of each semester will be designated as a professional development day. In addition, a further two professional development days during the school year may be approved by the Chief Executive for individual schools upon application by the school. These arrangements will be adjusted in 2013 in accordance with clause 57 of the enterprise agreement. 11. EXPENSES FOR TRAVEL, TRANSIT ACCOMMODATION, REMOVALS AND STORAGE FOR NEW RECRUITS AND TRANSFEREES (DET). To ensure a sustainable teaching workforce in the Territory, DET provides assistance to many employees who are required to relocate to commence positions with the Department. Generally, relocation and storage assistance is available to permanent employees and temporary employees who are appointed for four school terms. However, the department will not meet any expenses incurred as a result of non-department initiated transfers or unauthorised arrangements. 10

11 Where recruitment action results in the need for relocation to or within the Northern Territory the following applies. Full details are available in the Relocation and Storage policy Relocation Allowance A teacher who is permanently appointed, promoted or transferred to a position where it is necessary for the employee to move from one location to another and the cost of the relocation is at the department s expense, the employee may be paid a relocation allowance for the purpose of assisting with their immediate accommodation needs. The current allowance rates are $493 per fortnight for singles, and $681 for couples and families. Where accommodation is provided by the department, one fortnightly allowance is payable. Where no accommodation is provided, up to 6 fortnightly allowances are payable (or 10 fortnightly allowances where the employee is relocating to Alice Springs) Travel and transit accommodation expenses Entitlement Upon recruitment or transfer, employees may be entitled to assistance with the costs of relocating themselves, their families, and their personal effects to the accommodation at their work location Insurance Liability The department will not pay for the insurance of valuables or collections such as antiques, jewellery, paintings, stamps, wine and perishables packed by owners (while in transit or in storage) Travel by air Once the approved date of travel is decided, relocation flights will be by the most direct route and with the airline with the cheapest possible rates proposed for that day of travel, unless otherwise agreed to by the delegate Travel by road Should the staff member be authorised to drive to the new location then the same amount as above is to be the maximum payable as kilometre allowance. A By-law 32 Vehicle Allowance form needs to be completed for reimbursement. NB Petrol vehicles will not be uplifted to, nor allowed into, remote localities that have a no petrol policy. 11

12 Transit accommodation. In instances where the department gives approval for a new recruit or transferee to drive to the workplace, he/she will be reimbursed kilometre allowance, reasonable accommodation and meal expenses up to the amount of the cheapest airfare as per above, whichever is the lesser Removal of personal effects expenses Teachers recruited from interstate may be entitled to have assistance with relocation of their personal effects from point of recruitment to their accommodation at their work location. Teachers recruited from within the Northern Territory may have their effects uplifted from point of recruitment within the Northern Territory to their accommodation at their work location (either another urban centre or remote school). The maximum uplift payable is detailed in the Relocation and Storage policy. It should be noted that there is no entitlement to uplift of personal effects back to the place of recruitment. Personal effects may include such items as furniture, whitegoods, cooking utensils, linen, crockery and cutlery. Full freight charges necessarily incurred in respect of the removal of the employee s motor vehicle will also be paid. The maximum payable is for one motor vehicle only. Small trailers may be considered if they fall within the allowance at schedule A of the policy. The department will not pay for the relocation of aircraft, boats, yachts, busses and large trailers Storage of personal effects expenses a. Storage whilst in furnished accommodation. If an employee is transferred or relocated to furnished government owned or private rental accommodation, and as a consequence is obliged to store their furniture, the employee shall be reimbursed the actual cost of such storage up to a maximum allowance of $1, per annum. This requires reviewing at the end of each year and new approval from the delegate to extend the storage. Actual cost is deemed to include the premium for adequate insurance coverage for the value of the furniture stored. Receipts must be produced for all sums claimed. b. Other short-term storage. The purpose of short-term storage is to further assist with the relocation of an individual and their dependants to their new work location. As such, it may be necessary to store household goods and personal effects at such times as: 12

13 i. An employee is in transit if approved this would be at the department s expense for a limited time of no more than six weeks, or until removal to final destination, whichever is less. ii. iii. iv. New accommodation in either urban or rural areas is being arranged for the employee if approved this would be at the department s expense for up to six weeks. When an employee is relocated to a remote area and not all their personal effects can be located in the available workplace accommodation. The department may meet storage expenses for longer periods, subject to regular review Temporary teachers Temporary teachers are entitled to receive reasonable relocation expenses for themselves and dependants from their usual place of residence to their work location. On completion of the full contract period, temporary teachers are entitled to reasonable relocation expenses to Darwin or Alice Springs only. Teachers who apply for a teaching position from outside Australia are entitled to relocation expenses from their port of arrival into Australia only. Temporary teachers will not be entitled to relocation expenses from a remote or regional location where the employee does not complete the term of the contract. Temporary teachers in remote or regional locations should note that acceptance of an offer of permanent appointment, prior to the expiry of their fixed term contract, may affect their rights to removal and relocation expenses i.e. permanent employees do not have relocation expenses paid on resignation. 12. PRIORITY TRANSFERS FROM REMOTE TO URBAN SCHOOLS (DET) Following three years of continuous service in a remote school, teachers will be eligible for priority transfer to a school in Darwin, Alice Springs or Katherine. The priority transfer scheme does not necessarily provide that the transfer will be to the centre of choice but every effort will be made to affect a transfer to a preferred urban location. 13. TEMPORARY TEACHERS PAYMENTS FOR PERIODS OF STAND DOWN (DBE) Temporary classroom teachers who are employed on the last day of a school term will be entitled to payment of salary for the ensuing period of stand down if any of the following applies: When a contract continues beyond the stand down period. 13

14 When a contract is renewed during the stand down period. When a new contract is offered and accepted during the first two weeks following the end of the stand down period, on the proviso that the teacher was available to commence duty on the first day of the school term The stand down period will be deemed to be continuous service where an employee received payment for that period in accordance with these conditions. 14. ALLOWANCES (DBE) Northern Territory Allowance (DBE) This is a taxable allowance paid to employees with recognised dependants. To apply to have your dependants recognised for the allowance you need to complete the application form. The current rate is $ per annum for a full-time employee, part-time employees receive the relevant part-time portion of this rate e.g. 0.5 worker would receive $ Teaching allowances Allowances are payable to eligible employees as follows: Teacher in Special School/teachers of special class TEACHING ALLOWANCES From 1/09/2011 From 13/09/2012 $2, $2, Teacher in Charge (TIC) of a one teacher school with primary classes $3, $3, TIC of a preschool with one teacher $1, $1, TIC of a preschool with more than one teacher Principal of an Area School (only non contract Principals) $3, $3, $3, $3, Assistant Teacher in charge of a Homeland Centre $1, $1, Senior college flexibility allowance $5, $5, For further details as to eligibility for these allowances, see clause 3 of schedule 1 of the Agreement. The Application for Teaching Allowances form is available at all schools and must be completed before allowances can be paid. The allowances are subject to annual review and payment will cease until application form is received by Payroll at the beginning of each year. 14

15 14.3. Special Schools Allowance Teachers in the listed schools are entitled to an allowance as indicated at Application Forms must be submitted on an annual basis: Acacia Hill/Alice Springs Special Imanpa/Mt Ebenezer Pigeon Hole Alcoota Ipolera Pine Creek Alekarenge/Warrabri Jilkminggan/Djimbre Pularumpi Alpurrurulam/Lake Nash Kalkarindji Ramingining Amanbidji Kiana Robinson River Amoonguna Kintore Street Rockhampton Downs Ampilatwatja/Ammaroo Lajamanu/Hooker River Royal Darwin Hospital Angurugu Laramba/Napperby Shepherdson College Areyonga Mamaruni/Croker Island Stirling Barunga/Bamyili Maningrida Ti Tree Bauhinia Downs/Nicholson River Manyallaluk Timber Creek Belyuen M bunghara Titjikala/Maryvale Borroloola Milikapiti/Snake Bay Ukaka HLC/Lilla Bulla Camp Milingimbi Umbakumba Bulman Milyakburra Urapunga Canteen Creek Minyerri/Hodgson Downs Utopia Corella Creek/Brunette Downs Mt Allan Wallace Rockhole Docker River Murray Downs Walungurru/Kintore Don Dale Centre/Dundas HS Mutitjulu Warruwi/Goulburn Island Elliott Nemarluk Watiyawanu/Mt Liebig Epenarra Neutral Junction Willowra Finke Newcastle Waters Woolaning Gapuwiyak/Lake Evella Nganmarriyanga/Palumpa Wooliana/Daly River Gochan Jiny-Jirra Ngukurr Wugularr/Beswick Gunbalanya/Oenpelli Ntaria Yarralin Haasts Bluff Numbulwar Yirrkala Harts Range Nyirrpi Yuendumu Henbury/Coconut Grove Papunya Hodgson River Peppimenarti 15

16 14.4. First Aid Allowance Designated first aid officers are eligible to receive the applicable first aid allowance. For school-based employees, appointment as a first aid officer requires Executive Director approval. For school based employees the allowance is only paid during school semesters and/or periods of school business. Further information in relation to this allowance can be found in the First Aid Officers Policy. The rates for first aid allowance are as follows: To be paid from Fortnightly rate 1/09/2011 $ /09/2012 $20.11 In addition to designated first aid officers, the department encourages all employees to obtain first aid training. School-based teaching employees who choose to obtain a recognised first aid qualification in their own time are entitled to reimbursement of course fees upon successful completion Travel allowance for relief teachers Relief teachers travelling to Middle Point, Berry Springs, Humpty Doo and Taminmin schools will be reimbursed a kilometre allowance for the return distance between the Coolalinga traffic junction of the Stuart Highway and the school in accordance with By-Law 32 of the PSEMA or paid an allowance of $30.00, whichever is the greater. 15. REMOTE LOCALITY ENTITLEMENTS (DET) Northern Territory Public Sector conditions of service contain a wide range of incentives for employees in remote localities. Following is a brief description of conditions and the categories of remoteness to which they apply Rental concession scheme Employees relocating to remote localities renting accommodation provided by the Government will receive a 100% rental concession. NB Local recruits are not entitled to rental concession or employer provided housing Special remote study leave program Employees located in remote localities may be eligible for the special remote study leave program. A point score system allows employees to accumulate credits towards full paid study leave. Employees require 20 credits for one semester s paid 16

17 study leave or 40 credits for two semesters of paid study leave. Eligible employees can also apply to take their accrued special remote study leave at half pay. The number of possible credits granted per year depends on the degree of remoteness - for example, an employee who has completed four years of service in a Category 3 locality (which has the most remote locations) would be entitled to one semester of paid study leave. Category 3 earns 5 credits per year. Points for each Category are currently as follows: Category Special Category (Jabiru only) Category 1 Category 2 Category 3 No. of credits accrued per annum 2 credits 2 credits 3 credits 5 credits Service in a remote locality need not be continuous to accumulate study leave credits. For instance, should an employee transfer from a remote locality to a locality that does not attract points, the points already accrued would be held over. When that employee transfers back to a remote locality, he/she would begin accruing new points relevant to that locality and these would be added to those points accrued in the first instance/s. However, should an employee cease employment with the NTPS, he/she forfeits any entitlement to study leave, including credit points accrued. An employee must be remote based at the time of accessing their study leave entitlement Fares out of Isolated Localities (FOILS) Once an employee has resided in a remote locality for a period of one school term, they are entitled to a FOIL. The employee and any approved dependants stationed in a remote locality are entitled to use their FOIL to travel to either Darwin or Alice Springs, whichever is closer. A minimum period of 10 weeks must lapse between the using of this entitlement. The number of FOILs available for use in any year depends on the category of remoteness attached to the locality in which an employee resides. Fares are granted according to the following degrees of remoteness: Temporary classroom teachers who accrue an entitlement to a FOIL will have access to FOIL entitlements provided that they are used during the period of the contract, or that application to use the FOIL is made within 21 days of the expiry date of the Employee s contract of employment. 17

18 a) Where an employee is not entitled to accrue a recreation airfare under PSEMA By-Law 33 or By-Law 47 the following applies: Category Special Category Category 1 Category 2 Category 3 No of fares due per annum No FOILS due 2 fares 2 fares 3 fares FOILs are not accruable i.e. FOILs that are not used in the year in which they become due or whilst the employee is still located in the remote locality will be forfeited. b) Where an employee has an entitlement to accrue recreation leave airfares under PSEMA By-Law 33 or By-Law 47 the following applies: Category 1 or 2 One fare out may be used in the year when the PSEMA By-Law 33 or By- Law 47 airfare accrues, and Two fares out in the alternate year. Category 3 Two fares out may be used in the year when the PSEMA By-Law 33 or By- Law 47 airfare accrues, and Three fares out in the alternate year. c) The use of charters will only be approved in exceptional circumstances and require approval from the Director School Performance Accommodation allowance in conjunction with a FOIL An employee who utilises a FOIL shall be entitled to payment of a maximum of three days accommodation allowance at a rate as determined by the Commissioner for Public Employment. The allowance will only be paid when the employee uses a FOIL entitlement and will only be paid to one employee where an employee and spouse or partner utilise their FOIL entitlements at the same time. The allowance is not cumulative and is only available in conjunction with the utilisation of a fare out Remote Incentive Allowance Remote incentive allowance is payable to employees residing and providing service in a remote locality and category as determined by the Commissioner. This allowance is paid to offset the cost of freight to remote areas and to account for the professional isolation experienced by employees working in remote areas. Eligible employees will receive the single rate of remote incentive allowance by default. If an employee has recognised dependants and wishes to claim the dependant rate, they will need to fill out the Remote Incentive Allowance Application form 18

19 Payment for remote incentive allowance will be: 1) Paid on a fortnightly basis in addition to salary and will count as salary for taxation and superannuation. 2) Paid to part-time employees on a pro-rata basis 3) Not payable to an employee during periods of unpaid leave. The current rates are as follows: Remote Incentive Allowance 1/09/ /09/2012 Single Rate Dependant Rate Single Rate Dependant Rate Special Category $993 $1,241 $1,023 $1,278 Category 1 $3,310 $4,138 $3,409 $4,262 Category 2 $3,861 $4,828 $3,977 $4,973 Category 3 $6,069 $7,586 $6,251 $7, Remote Retention Payment A remote retention payment is payable for teachers and educators who live, work and complete 12 months continuous service in an eligible remote locality. For the purposes of the Remote Retention Payment, 12 months continuous service means the completion of 40 school weeks within a 12 month period, including all periods of paid leave occurring during that period. The remote retention payment will be paid in the form of a lump sum, as per the rates specified in the agreement and does not count as salary for superannuation purposes. Where an employee provides qualifying service in more than one remote locality, the employee will be paid the rate that applies to the locality category at the time of payment. However, if an employee is transferred out of the remote locality to an urban location before completing twelve months continuous service, the continuous service is broken. On transfer back to a remote locality, the twelve months service will begin accruing again from that commencement date. Category 1 $ Category 2 $ Category 3 $1, Remote Retention Payment An employee is eligible to receive the Remote Retention Payment after the completion of 40 school weeks within a 12 month period in a remote locality ( qualifying service ) Family travel assistance program Employees stationed in approved remote localities selected or approved to participate in Professional Development and/or In-service training programs in an urban centre, may apply for approval for the payment of travel costs for family members to accompany them. The level of assistance is limited to the actual cost of travel for the family members by the mode of travel that would normally be utilised by the employee. 19

20 If an employee elects to drive from the remote locality to the urban centre, kilometre allowance in respect of the employee s travel plus a passenger allowance only will be considered. All other costs such as accommodation and meals will be the employee s responsibility Household contents insurance premiums Where an employee incurs a household insurance penalty loading as a consequence of employment in an approved remote locality, the employee will be eligible to be reimbursed the difference in rates that would have applied if the Territory Insurance Office were the insurer Business days Eligible employees in a remote locality may access up to four business days per school year. Business days are separate from emergency leave and subject to normal approval processes to access services not available in the community Remote Satellite/Internet Installation and Subscription Eligible Employees in a remote locality are entitled to receive reimbursement of up to $500 for the installation and initial subscription to a satellite internet and/or television service. Further details are available in the DET Guidelines Electricity Subsidy for Employees stationed in Borroloola A remote electricity subsidy will be paid for employees stationed at Borroloola who reside in a dwelling fitted with a dedicated electricity metering device, and who is required to meet the cost of any charges associated with the provision of electricity to that dwelling. The relevant rates are $2512 per annum for employees without dependants and $3140 per annum for employees with dependants, adjusted annually. Eligible employees need to fill out the application form in order to receive the allowance. Full details are contained in clause 61 of the Enterprise Agreement. 20

21 Remote Conditions by Location Special Category Rental Concession 100% of rental Special Study Leave Program Jabiru only two study leave credit points for each completed year of service in the locality Adelaide River Batchelor Edith Falls Jabiru Mount Todd Owen Springs Pine Creek Fares out of Isolated Localities (FOILs) (Subject to biennial fare eligibility) No entitlement except for those teachers who were located at Jabiru prior to 1 July These teachers have an entitlement of up to two fares per year. Accommodation Allowance in conjunction with Fares Out No entitlement except for those teachers who were located at Jabiru prior to 1 July Family Travel Assistance Program Not Applicable Household Contents Insurance Premiums No entitlement Remote Incentive Allowance All localities at the rate shown at 15.5 Remote Retention Payment No entitlement Business days All localities up to four days leave per school year 21

22 Category 1 Rental Concession 100% of rental Special Study Leave Program two study leave credit points for each completed year of service in the locality Fares out of Isolated Localities (FOILs) (Subject to biennial fare eligibility) Daly Waters Elliott Mataranka Mutitjulu (Ayers Rock) Newcastle Waters Nhulunbuy Tennant Creek Ti Tree Trephina Gorge Yirrkala Yulara All localities two fares per year Accommodation Allowance in conjunction with Fares Out All localities Family Travel Assistance Program All localities Household Contents Insurance Premiums All localities Remote Incentive Allowance All localities at the rate shown at 15.5 Remote Retention Payment All localities at the rate show at 15.6 Business days All localities up to four days leave per school year 22

23 Category 2 Rental Concession 100% of rental Special Study Leave Program three study leave credit points for each completed year of service in the locality Fares out of Isolated Localities (FOILs) (Subject to biennial fare eligibility) All localities two fares per year Accommodation Allowance in conjunction with Fares Out All localities Family Travel Assistance Program All localities Household Contents Insurance Premiums All localities Remote Incentive Allowance All localities at the rate shown at 15.5 Remote Retention Payment All localities at the rate shown at 15.6 Business days All localities up to four days leave per school year Ali Curung (Alekarenge) Areyonga (Utju) Arltunga Atitjere (Harts Range) Avon Downs Bardalumba (Bartalumba Bay) Barunga (Bamyili) Belyuen (Delissaville) Beswick (Wugularr) Cape Crawford Douglas Daly Dundee Beach Engawala (Alcoota) Eva Valley (Manyallaluk) Finke River Gorge Hermannsburg (Ntaria) Imanpa (Mt Ebenezer) Ipolera Jilkminggan (Duck Creek) Keep River Kings Canyon Kulgera Laramba (Napperby) Maranboy Milikapiti (Snake Bay) Mungkarta (McLaren Creek) Nguiu (Bathurst Island) Ormiston Gorge Pirlangimpi (Pularumpi) (Garden Pt) Point Stuart Santa Teresa (Ltyentye Apurte) Stirling Station (Wilora) Tara (Neutral Junction) Timber Creek Tipperary Station Titjikala (Maryvale) Victoria River Downs Wallace Rockhole (Ulana) Warrego Wildman River Woolaning (Litchfield Park) Wooliana (Daly River) 23

24 Category 3 Rental Concession 100% of rental Special Study Leave Program five study leave credit points for each completed year of service in the locality Fares out of Isolated Localities (FOILs) (Subject to biennial fare eligibility) All localities three fares per year Accommodation Allowance in conjunction with Fares Out All localities Family Travel Assistance Program All localities Household Contents Insurance Premiums All localities Remote Incentive Allowance All localities at the rate shown at 15.5 Remote Retention Payment All localities at the rate shown at 15.6 Business days All localities up to four days leave per school year Alexandria Downs Arlparra (Utopia New Store) Alpurrurulam (Lake Nash) Alyangula Amanbidji (Kildurk) Ampilatwatja (Ammaroo) Angurugu Antarringinya (Antarrenge) Arawerr (Soapy Bore) (Iyngiynyala) Baniyala (Yilpara) Bauhinia Downs Biranybirany Boonya (Baikal) (Orrtipathurra) Borroloola Brunnette Downs / Corella Creek Bulla Camp Bullita Bulman (Gulling Gullin) Canteen Creek (Orwairtilla) Cape Don Clinic (Utopia Clinic) Coburg (Thunder Rock) Dhalinybuy (Dhalingboy) Dhuruputjpi (Maywundji) Djurranalpi (Djanalpi) Donydji (Donidji) Finke (Aputula) Galiwinku (Elcho Island) Gan Gan (Gangan) Ganjarani (McArthur River) Ganpura (Bapulu) Gapuwiyak (Lake Evella) Garrthalala (Garrtbalala) Gochan Jiny-Jirra Gunbalanya (Oenpelli) Gurrumurru Gutjangan (Bremer Island North) Haasts Bluff (Ikuntji) Imangara (Murray Downs) Kalkarindji (Wave Hill) Kaltukatjara (Docker River) Kiana Kidman Springs Kintore (Walungurru) Kulpitarra 24

25 Category 3 (continued) Rental Concession 100% of rental Special Study Leave Program five study leave credit points for each completed year of service in the locality Fares out of Isolated Localities (FOILs) (Subject to biennial fare eligibility) All localities three fares per year Accommodation Allowance in conjunction with Fares Out All localities Family Travel Assistance Program All localities Household Contents Insurance Premiums All localities Remote Incentive Allowance All localities at the rate shown at 15.5 Remote Retention Payment All localities at the rate shown at 15.6 Business days All localities up to four days leave per school year Lajamanu (Hooker Creek) Mbunghara (Dashwood) Maningrida Manmoyi (Manmoi) Mapurru (Marpuru) Milingimbi Milaknurra Milyakburra (Bickerton Island) Minyerri (Hodgson Downs) Mirrgatja (Mirrngatja) Mt Barkly Mt Liebig (Amunturangu) Murun murula Nathan River Nganmarriyanga (Palumpa) Ngukurr (Roper River) Nudjabarra (Nicholson River) Numbulwar (Rose River) Nyirripi (Waite Creek) Papunya Peppimenarti Pigeon Hole (Bunbidee) Ramingining Rittarangu (Urapunga) Robinson River (Mungoobada) Rorruwuy (Burrawuy) Rurrangala (Dhuwalkitji) Ukaka (Lilla) (Tempe Downs) Umbakumba Utopia (Ankerrapw) Wadeye (Pt Keats) Walhallow Warruwi (Goulburn Island) Willowra (Wirliyat Jarrayi) Woayala (Rockhampton Downs) Woodycupaldiya Wuak (Murganella Plains) Wutungurra (Epenarra) Yarralin Yuelamu (Mt Allen) Yuendumu 25

26 16. LEAVE ENTITLEMENTS GENERALLY (DBE) Employees who are absent from duty must complete an application for leave through myhr. All workplaces are now required to submit approved leave applications through this system and only in extreme circumstances will a paper leave form be accepted. Employees must give a concise reason for the leave, the leave application must be forwarded to the relevant supervisor (who will indicate whether or not the request is recommended) who will then forward the request to the delegated officer for approval. Payments for absences from the workplace are always subject to the existence of an entitlement, which is determined by Payroll Services staff in DBE. Any periods of leave without pay may defer leave credit accrual and increment dates. 17. PERSONAL LEAVE (DBE) Accrual of Personal Leave Permanent teachers and educators are credited with three weeks personal leave on full pay at commencement of duties. At the completion of the first 12 months of service a further three weeks personal leave on full pay is credited. Temporary teachers and educators are credited with two days personal leave on full pay at commencement of duties. For every period of 2 months service a further one week of paid personal leave is accrued up to the maximum of 3 weeks leave. Completed years thereafter attract a credit of three weeks personal leave on full pay Use of Personal Leave Personal leave may be taken by an employee because of a personal illness or injury suffered by the employee (sick leave); or to provide care and support to a member of the Employee s immediate family or household who requires care because of a personal illness or injury or an unexpected emergency affecting the member (carer s leave). Except as outlined in 17.3 below, an employee who wishes to utilise personal leave must provide documentary evidence in the form of: a medical certificate from a registered medical practitioner, or if it is not reasonably practicable for the employee to access a registered medical practitioner because they reside in a remote or regional locality, or for any other reason approved by the Chief Executive, a statutory declaration detailing: o the reasons why it was not practicable to provide a medical certificate, & o the reason for the illness and length of absence Personal Leave without documentary evidence Employees may take up to five days personal leave with pay in any personal leave credit year without producing a medical certificate or other suitable documentary evidence. However, only three such days may be taken consecutively. 26

27 18. RECREATION LEAVE (DBE) Accrual of Recreation Leave Recreation leave accrues progressively during a year of service according to the employee s ordinary hours of work, up to a maximum of six weeks. Credits are applied on January 1 each year. Part-time employees accrue recreation leave credits at the same rate as full-time employees on a pro-rata basis in accordance with their hours of work Granting of Recreation Leave An employee employed in a teaching capacity in a school will, unless otherwise directed, be deemed to be on recreation leave over the Christmas school holiday period. Such an employee will exhaust their entire 30 days of accrued leave during this period and in the first three days of the semester one school holiday period. Employees employed in a teaching capacity in a school are not entitled to use recreation leave during school terms unless utilising frozen recreation leave in conjunction with long service leave. For all other employees, recreation leave may be granted upon application of the employee, subject to operational requirements and at the discretion of the delegate. 19. EMERGENCY LEAVE (DBE) Emergency leave on full pay of up to three days in any 12 month period may be granted to an employee for urgent, unplanned absences not covered by personal, compassionate or parental leave. Any 12 month period will be calculated from the employee s commencement date. 20. COMPASSIONATE LEAVE (DBE) In the event of a death, or a serious illness posing a threat to life of an employee s immediate family or household member, a maximum of three days paid compassionate leave may be approved. Immediate family includes spouse (including de-facto), former spouse, parent, grandparent, brother, sister, child, and includes the child or parent of the employee s spouse or de-facto spouse, or any other person approved by the Chief Executive. The relationship to the deceased/seriously ill person should be stated on the leave application. In special circumstances up to 3 days emergency leave may be granted for use in conjunction with compassionate leave, special circumstances would be particularly applicable to those in remote localities where it may take some time to reach a major NT centre. 27

28 21. PARENTAL LEAVE (DBE) Subject to requirements an employee may access any one of the following ordinary maternity leave entitlements: a. Up to 52 weeks unpaid maternity leave, where the employee has less than 12 months service; b. Up to three years maternity leave with the first 14 weeks to be paid, provided the employee has completed at least one year continuous service at the time of commencing leave; c. Up to three years maternity leave with the first 18 weeks to be paid, provided the employee has completed five or more years continuous service at the time of commencing leave. Subject to requirements an employee may access any one of the following Paternity/Partner leave entitlements: a. Up to three weeks unpaid paternity/partner leave where the employee has less than 12 months service. b. One week paid leave and up to two weeks unpaid leave provided the employee has completed at least one year continuous service at the time of commencing leave. c. Two weeks paid leave and up to one week of unpaid leave provided the employee has completed at least five years continuous service at the time of commencing leave. d. Up to 52 weeks unpaid paternity/partner leave provided the employee has less than 12 months service provided the employee will be the primary carer and the leave ends within 24 months of the date of birth of the child. e. Up to three years unpaid paternity/partner leave provided the employee has more than 12 months service provided the employee will be the primary carer and the leave ends within 36 months of the date of birth of the child. A period of parental leave may be varied or extended by agreement between the employee and the relevant delegate. Further details are available in the DET Parental Leave Guidelines and in clause 31 of the agreement. Employer superannuation contributions will continue to be paid for the first six months of parental leave for the birth-giver for maternity leave or primary carer for adoption leave, including any period of leave without pay. 22. LONG SERVICE LEAVE (DBE) All full-time and part-time employees are entitled to three months long service leave after completing ten years of recognised service. After ten years of recognised service, long service leave continues to accrue at the rate of nine days for each additional year of recognised service. 28