QUEENSLAND INDUSTRIAL RELATIONS COMMISSION. Industrial Relations Act s certification of an agreement

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1 1 QUEENSLAND INDUSTRIAL RELATIONS COMMISSION Industrial Relations Act s certification of an agreement Presbyterian and Methodist Schools Association Certified Agreement 2007 Matter No. CA/2007/38 COMMISSIONER BECHLY 24 May 2007 CERTIFICATE This matter coming on for hearing before the Commission on 24 May 2007 the Commission certifies the following written agreement: Made between: Presbyterian and Methodist Schools Association Certified Agreement 2007 CA/2007/38 (as amended) Presbyterian and Methodist Schools Association Queensland Independent Education Union of Employees [ABN ] Queensland Independent Education Union of Employees [ABN ] The agreement was certified by the Commission on 24 May 2007 and shall operate from 24 May 2007 until its nominal expiry on 31 December This agreement cancels Presbyterian and Methodist Schools Association Certified Agreement 2003 (CA1 of 2004). By the Commission. R.E. BECHLY Commissioner

2 2 PRESBYTERIAN AND METHODIST SCHOOLS ASSOCIATION CERTIFIED AGREEMENT 2007 TABLE OF CONTENTS Subject Matter PART 1. PRELIMINARY 1.1 Title 1.2 Application 1.3 Date and Period of Operation 1.4 Posting of Agreement 1.5 Enterprise Bargaining Committee 1.6 The Aims of the PMSA 1.7 Specific Aims of the PMSA Schools 1.8 Endorsement 1.9 Objectives of this Agreement PART 2. RELATIONSHIP TO AWARDS 2.1 Relationship with Awards and Agreements 2.2 Procedures for Preventing and Settling Disputes 2.3 Award Provisions PART 3 - WAGES 3.1 Wage Increases 3.2 Casual Teachers 3.3 Variation of agreement 3.4 Salary sacrifice 3.5 No Further Increases PART 4 - SCHOOL PROGRAM 4.1 Whole School Program 4.2 Extra Curricula Activities PART 5 - EFFICIENT AND ECONOMICAL USE OF RESOURCES PART 6 - TECHNOLOGICAL COMPETENCIES 6.1 Introduction 6.2 Information Technology PART 7 - PROBATION PART 8 - INDUCTION 8.1 Induction of all Employees 8.2 Induction of Graduate Teachers PART 9 - PROFESSIONAL APPRAISAL PART 10 - PROFESSIONAL DEVELOPMENT AND TRAINING PART 11 - CURRICULUM REVIEW AND DEVELOPMENT PART 12 - VOCATIONAL EDUCATION PART 13 - SCHOOL OFFICER CLASSIFICATION REVIEW PART 14 - SUPERANNUATION PART 15 - JOB SHARE PART 16 - FAMILY LEAVE PART 17 SPECIAL RESPONSIBILITY PATERNITY LEAVE PART 18 - TERMINAL ILLNESS CARERS LEAVE PART 19 - LONG SERVICE LEAVE PART 20 - REDUNDANCY 20.1 Discussions before terminations 20.2 Reduction in hours of work, classification or rate of pay in lieu of Redundancy 20.3 Time off during notice period 20.4 Notice to Centrelink 20.5 Severance pay 20.6 Employee leaving during notice 20.7 Alternative employment 20.8 Employees exempted 20.9 Application Entitlements Exemption Where Transmission of Business Transmission of business PART 21 - COMPLAINTS AGAINST EMPLOYEES PART 22 - PAY SLIP ADVICE PART 23 - SICK LEAVE PART 24 - RESERVED MATTERS

3 24.1 Salary Packaging PART 25 - FUTURE RE-NEGOTIATION OF AGREEMENT SCHEDULE 1 - WAGE SCHEDULES APPENDIX A - BRISBANE BOYS COLLEGE - AIMS AND OBJECTIVES APPENDIX B - THE EDUCATION AIMS AND OBJECTIVES OF CLAYFIELD COLLEGE APPENDIX C - SOMERVILLE HOUSE: AIMS AND OBJECTIVES PART 1 - PRELIMINARY 1.1 Title This agreement shall be known as the Presbyterian and Methodist Schools Association Certified Agreement Application 3 This Agreement shall apply to the Presbyterian and Methodist Schools Association (PMSA) and the schools operated by the PMSA, as listed below, and the schools' teachers, school officer employees and guidance officers who are qualified teachers and to the Queensland Independent Education Union (QIEU): Clayfield College, ABN No Brisbane Boys College, ABN No Somerville House, ABN No Date and Period of Operation This Agreement shall operate from the date that it is approved by the Queensland Industrial Relations Commission and shall remain in force until 31 December Where a provision of this Agreement is nominated as commencing from a particular date then the provision shall commence from that date. The agreement may only be terminated by any of the parties to the agreement in the manner prescribed in Chapter 6 Part I of the Industrial Relations Act Posting of Agreement Copies of this Agreement shall be exhibited in conspicuous and convenient places in each of the Schools. 1.5 Enterprise Bargaining Committee For the purposes of negotiating enterprise agreements, an Enterprise Bargaining Committee has been established consisting of union, employee and management representatives and specifically with membership as follows: (a) Up to nine (9) school employee representatives (6 representing academic staff and 3 school officer staff in the Schools), and QIEU representatives; (b) Up to five (5) Management representatives and their Industrial Adviser This Committee shall also be responsible for reviewing the implementation of the Agreement and evaluating performance according to Performance Indicators. The Committee will meet at the request of either the employee representatives or the PMSA A consultative committee is to be established at each school to consider issues arising from or pertaining to the implementation of this agreement. The composition of the committee shall be: (a) 3 School Representatives as nominated by the Principal; (b) 3 Employee Representatives comprising two teachers representatives and one school officer representative as elected by the staff of the School. The Committee will meet once per semester or as necessary at the request of the employee representatives or the Principal. 1.6 The Aims of the PMSA The following is a statement of the Religious and Educational Aims of the Presbyterian and Methodist Schools Association: "The PMSA, an Association of the Uniting Church in Australia and the Assembly of the Presbyterian Church in Queensland, conducts the following Schools: Brisbane Boys' College, Clayfield College, Somerville House (Brisbane

4 4 High School for Girls) and is the Church engaged in education in independent schools. The Association continues to exist because of the desires of its members to express the concern of the Church towards the young people in its schools and the community in which they take their place. The Association seeks to encourage a high level of personal integrity, a respect for others, and an increasing sense of individual responsibility both to the School community and to society as a whole, and to present the challenge to Christian Commitment and educational fulfilment by: providing for the formal teaching of Christian beliefs centred on Scripture and the Christian tradition; offering the possibility of personal development through relationships with other members of the school community and with God as seen in Jesus Christ; seeking out and nurturing talent wherever it may be found; developing each individual to the fullness of his or her innate abilities and capacities; emphasising high standards in teaching and learning; and encouraging boys and girls to seek personal fulfilment in life, whether this be in employment or in parenthood and family life or both. This association then aims to have students leave these schools as well-adjusted people on the way to self- fulfilment, willing to take their place as useful members of society and well able to evaluate their own behaviour as individuals and as members of society. The goals we seek are high, and so is the challenge, but we invite the closest co-operation of parents in their achievement. 1.7 Specific Aims of the PMSA Schools Set out in the appendices to this agreement are the specific Aims and objectives of each PMSA school: Brisbane Boys College: Clayfield College: Somerville House: Aims and Objectives - Appendix A The Education Aims and Objectives of Clayfield College Appendix B Aims and Objectives - Appendix C 1.8 Endorsement The parties to this agreement endorse and are committed to the achievement of the PMSA and School's Aims and Objectives referred to in clauses 1.6 and 1.7 and detailed in the appendices to this Agreement. 1.9 Objectives of this Agreement The agreed objectives of this Agreement are: To maintain and improve the productivity, efficiency, flexibility and effectiveness of PMSA schools through the implementation of agreed measures which will significantly increase the performance of the Schools and offer secure and worthwhile employment for their employees; To adopt a consultative and participative approach to implement increased and sustained improvement in performance across all areas of operation of the Schools; and To develop an environment of continuous improvement which is conducive to a flexible work organisation able to respond to changing demands in education. PART 2 - RELATIONSHIP TO AWARDS 2.1 Relationship with Awards and Agreements This Agreement shall be read and interpreted in conjunction with the Awards and Agreements, as set out hereunder except as varied by the terms of this agreement:

5 5 Teaching staff School Officers Teachers' Award - Non-Governmental Schools School Officers' Award - Non-Governmental Schools 2.2 Procedures for Preventing and Settling Disputes The parties to this agreement have a genuine desire to resolve through the process of negotiation and settlement grievances or complaints related to the working environment, pay and conditions of service, including issues arising from this agreement Procedure for a dispute between an employee(s) and the employer: (a) The employee is required to notify (in writing or otherwise) the employer as to substance of the grievance, request a meeting with the employer for bilateral discussions and state the remedy sought. Such meeting shall be held as soon as practicable. (b) A grievance must initially be dealt with as close to the source as possible with further discussions and resolution at higher levels of authority, if required. (c) Reasonable time limits must be allowed for discussions at each level of authority. (d) At the conclusion of this discussion, the employer must provide a response to the employee's grievance, including reasons for not implementing any proposed remedy if the matter has not been resolved. (e) While this procedure is being followed, normal work must continue except in the case of genuine health and safety concerns. (f) The employee may be represented by the Union Procedure for a dispute between an employer and employee(s): (a) A question, dispute or difficulty must initially be dealt with as close to the source as possible, with further discussions and resolution at higher levels of authority, if required. (b) Reasonable time limits must be allowed for discussions at each level of authority. (c) While this procedure is being followed, normal work must continue except in the case of genuine health and/or safety issues. (d) The employer may be represented by an industrial representative and the employees may be represented by the Union for the purpose of each procedure Reference to Queensland Industrial Relations Commission: (a) Each party retains the right to refer a matter to the Queensland Industrial Relations Commission and while this process is being pursued, and except in relation to termination, normal work is to be made available and performed, without prejudicing the outcome. (b) So as to remove doubt the Commission may exercise its conciliation and arbitration powers, subject to the provisions of the Industrial Relations Act, to settle any matter in dispute, and in relation to arbitration any order or determination of the Commission (subject to the right of appeal under the Act) will be final and binding. 2.3 Award Provisions Subject to the provisions of the Industrial Relations Act 1999 the Award and/or Industrial Agreement provisions applicable as at the date of certification of the Agreement shall continue to operate. Where there is any inconsistency between the provisions of this Agreement and the Awards/Agreements then the provisions of this Agreement shall prevail. PART 3 - WAGES Salaries, wages and applicable allowances will be increased as follows. 3.1 Wage Increases

6 6 Salaries, wages and applicable allowances will be increased as follows from the beginning of the pay period to commence on or after the dates specified: (see attached schedule for details) Teachers: (a) Increase of 4% - 20 October 2006; (b) Increase of 4% - 20 October 2007; (c) Education Queensland adjustment to bring salaries into line with Education Queensland - 1 May 2008; (d) Increase of 4% - 1 January School Officers: (a) Increase of 4% or 30 per week, whichever is the greater, - 20 October 2006; (b) Increase of 4% - 20 October 2007; (c) Increase of 1.92% - 1 May 2008; (d) Increase of 4% or 30 per week, whichever is the greater, - 1 January Casual Teachers A casual teacher is one engaged as such and paid in accordance with the provisions of to relieve a teacher absent from duty or to meet a short term staffing need The rate of payment for a casual teacher shall be calculated as follows: By dividing the fortnightly rate of salary prescribed by this agreement for a Teacher of equivalent teaching experience and academic qualification by 53 and adding thereto a casual loading of 23 percent. No payment shall be made to such casual teacher for statutory holidays, school vacation periods or days absent from duty because of illness or any other reason A casual teacher shall be employed for a minimum period of three (3) hours in respect of any one engagement. There shall be a minimum payment of 3 hours for each day so employed A casual teacher will not be asked or directed to perform duties in excess of those for which the casual employee is paid Where casual teachers teach in the secondary school, they will be allowed one hour for preparation and correction for every five hours of teaching time. This time shall be paid at the rate prescribed herein. Provided that payment for preparation and correction, assessments or evaluations shall not apply to casual teachers in respect of the first two (2) days of any one engagement For the purposes of salary increments a casual teacher shall be deemed to have completed a year of service only when the aggregate amount of time paid for is 1,200 hours. 3.3 Variation of agreement This certified agreement may be varied in circumstances where all of the parties genuinely agree that a variation is necessary. Where agreement is reached then this agreement shall be varied by application to the Queensland Industrial Relations Commission in accordance with the Industrial Relations Act Salary sacrifice An employee may elect to salary package a dollar or percentage amount of ordinary time earnings up to the maximum amount determined by the Australian Tax Office into an approved superannuation fund Any such arrangement arising out of shall be in writing, signed by the employee and on behalf of the School. This agreement may only be altered once per annum. However in exceptional circumstances (i.e. changes in relevant legislation) the arrangement may be reviewed at any time Prior to entering into such an arrangement it shall be the responsibility of the relevant employee to seek independent financial and industrial advice. 3.5 No Further Increases Except as provided in this Agreement there shall be no further wage increases during the life of this Agreement. Except as provided in this Agreement the Union and employees undertake that there will be no further claims which

7 7 would alter labour costs for the life of the Agreement. PART 4 - SCHOOL PROGRAM 4.1 Whole School Program The Parties recognise that independent schooling involves as a basic tenet the concept of all- round education and the all encompassing curriculum that this implies. This fact is reflected in the PMSA and School Aims and Objectives Accordingly the Parties are committed to the concept of a School Program which involves a total curriculum of academic, pastoral and extra-curricula activities Extra curricular activities as defined by the Award shall continue to be performed on an honorary and voluntary basis (a) Planning The extra curricular program of the school, (initially as it exists for 2002, shall be divided into core activities and non-core activities and be published in the School. Where requested by a majority of teachers the program shall be reviewed through a consultative mechanism agreed between the Principal and the academic staff. (b) In subsequent years the program shall be subject to the process identified in 4.1.4(a) above. (c) The non-core activities shall vary from year to year based on the needs of the School and the availability of staff, coaches, and parents and support groups. (d) Coverage Staff undertake that coverage of the core program will be provided within the context of available support mechanisms, for example support groups, parent bodies, former students and coaches. 4.2 Extra Curricula Activities Notwithstanding the provision of Clause 4.1.3, during the life of this agreement discussions may be held at school level between employer and staff representatives regarding payment for extra-curricular activities. Such discussions will be held on a without prejudice basis and any proposals arising from these discussions shall be submitted to staff and PMSA Council for their consideration and approval if acceptable Where it is agreed that a schedule of payments will be implemented at a school level then it is accepted that performance of extra-curricula activities, is no longer honorary and voluntary and that the Principal/Headmaster at a specific School has the final authority to assign the most appropriate member of staff to any activity having regard for the provisions of Clause 4.1.4(d). PART 5 - EFFICIENT AND ECONOMICAL USE OF RESOURCES The parties agree to monitor, and implement where appropriate, improved management practices to reduce school operating costs. Specific attention will be given to the following cost areas: (a) telephone (b) photocopying (c) maintenance (d) cleaning (e) energy (f) printing (g) relief staff PART 6 - TECHNOLOGICAL COMPETENCIES 6.1 Introduction There are compelling educational reasons for schools to ensure that their students are confident and capable users of information and communication technologies. PMSA is committed to ensuring that its students have the opportunities to become confident, capable users of the technologies. Such commitment by the PMSA will be

8 8 ongoing. The aim is to improve student learning outcomes through the integration of computers in the curriculum and bringing worldwide information resources to classrooms. The parties recognise the achievement of this aim is dependant on teachers' confidence and competence in the use of computers for learning and teaching. Technological competence is acknowledged as a basic teaching prerequisite without which professionals are not adequately skilled to teach in the most effective ways To achieve this staff will: (a) Participate in employer provided and funded professional development. (b) Review or assist their Head of Department to review Work Programs, Units and lessons with a view to identifying opportunities to embed core/technological skills. (c) After the provision of adequate training and resources: (i) use and promote the use of information and communication technologies in learning, teaching and assessment; (ii) report on student achievement relating to the standards attained in the use of information and communication technologies. 6.2 Information Technology The parties acknowledge the importance of integrating technology into classrooms to enhance quality teaching and learning in PMSA schools. The development and use of new technologies which assist teaching and learning require an increasingly skilled workforce. The parties acknowledge further that teachers as professionals must have a commitment to professional development and training involving both school and personal time Mindful of other professional development opportunities the employer will provide resources, to meet the agreed technology needs. As professional development and technology resources become available the parties are committed to the implementation of the comprehensive professional development and training agendas that have been developed. For teaching staff, the parties are committed to the involvement of teachers in an annual program of professional development and training. This may comprise activities scheduled for pupil free days, programs during rostered duty time (with appropriate relief arrangements) and activities voluntarily undertaken outside rostered duty time For such a program to be effective the employer recognises that a significant investment in technology is required Cost may be incurred by the individual teacher where they do not take advantage of courses organised by the school in school time or pupil free days or where individual choice of course or provider is exercised. This clause will not apply where employees are unavailable due to approved leave or sickness Feedback will be provided by participants on the effectiveness, content and presentation of the course. PART 7 - PROBATION Where a teacher is engaged on the basis of a probationary period of more than three (3) months then the length of the probationary period is to be included in their letter of appointment. A teacher on such a probationary appointment shall be advised early in the last school term of their probation whether the required standards are being achieved and where improvement is necessary to continue in employment. PART 8 - INDUCTION 8.1 Induction of all Employees The parties recognise that PMSA schools have a comprehensive induction program which covers all new employees. The PMSA intends to develop a structured training programme for all staff on the mission, values and culture of the PMSA and its schools, to be ready for delivery in All new staff will be required to participate in their first year, as part of their induction.

9 9 8.2 Induction of Graduate Teachers The parties recognise that induction is a significant phase in the continuum of teacher development and that effective induction takes place in a process of dialogue and professional collaboration which can be effectively managed by the following strategies: Suitable colleague mentors who want to work with graduate teachers; Monitored total workload in terms of any contribution to extra curricular to avoid such a commitment adversely affecting the graduate teacher s classroom performance; Clear guidance and feedback on the requirements of the Queensland College of Teachers for full registration including regular reviews with their mentor and/or Academic Co-ordinator; Assistance with the development of suitable teaching programs consistent with the requirements of the school work program In accordance with existing practice, assistance with students with ascertained disabilities. PART 9 - PROFESSIONAL APPRAISAL The Parties have implemented professional appraisal for all teachers and school officers on the following basis: 9.1 the appraisal would be periodic rather than an annual process; 9.2 it could be initiated by the school or a staff member; 9.3 it will be in the context of the Mission Statement, schools goals and objectives; 9.4 it provides for a variety of collection processes and sources; 9.5 it needs to be flexible to allow for changes and modifications within the stated framework; 9.6 it makes provision for the allocation of adequate resources to operate the process; 9.7 it would involve school management such as Head of Department; 9.8 the requested appraisal will be based on agreed and clearly articulated criteria which in the case of teachers would be based on the role of a teacher in an independent school and in the case of school officers their particular role description; 9.9 the outcome would be known to the parties and form the basis for discussion in regard to: Further professional development Career development/opportunities Positive re-enforcement Improvement as appropriate Planning program for performance Timing/duration in a particular year will be discussed with the appraisee. PART 10 - PROFESSIONAL DEVELOPMENT AND TRAINING 10.1 The employer is committed to enhancing the knowledge base of the employees through the provision of both internal and external professional development and training, within the schools' resource capacity, linked to: the relevant appraisal system; the goals of the particular school; and the personal goals of the employees as related to their work The PMSA has a longstanding policy of eight days of professional development and administrative duties per annum for teachers, outside of term time, with these development activities and duties being under the direction of the school principal. However, it is intended that there be flexibility for school principals in consultation with staff to arrange this time, to best serve the interests of the school and its students The staff professional development program, which includes the PMSA Day and a further three (3) days of

10 10 relevant professional development, will be published prior to the end of the year for the next calendar year Subject to the prior approval of the Principal, up to one day of individual professional development may be included in the quantum in clause Four (4) days of the quantum designated in clause 10.2 will be used for administration and reporting requirements, with the actual dates to be published prior to the end of the year for the next calendar year The school consultative committee may make recommendations to the Principal regarding the content and timing of the professional development and administration days. PART 11 - CURRICULUM REVIEW AND DEVELOPMENT The parties acknowledge the importance of on-going curriculum review and development and recognise the importance of a well resourced and staged implementation consistent with a well managed change process. The parties agree to undertake curriculum review and development and consistent with the consultative mechanisms provided in this agreement agree to promote improvements in the quality of teaching and learning within the parameters of available resources and planning time. It is acknowledged that existing school officers have a support role to play in assisting the respective schools to meet school goals. PART 12 - VOCATIONAL EDUCATION The parties accept that under exceptional circumstances and with the approval of their line manager it may be necessary to visit and monitor student learning in the workplace. Where this takes place outside of normal working hours the VET employee shall keep a log of such visits and will be compensated either by equivalent time-in-lieu or by payment. Where an employee incurs approved expenses whilst undertaking their professional duties such expenses will be reimbursed to the employee upon presentation of a receipt or invoice. Such expenses may include such items as vehicle expenses, resource provision and training. PART 13 - SCHOOL OFFICER CLASSIFICATION REVIEW 13.1 The Parties acknowledge that the nature and scope of the duties performed by School Officers have, in some cases, changed. It is agreed that where a School Officer feels that the position has evolved beyond the original classification they may request in writing and will be entitled to have the level of their position reviewed in accordance with the provisions of the School Officers Award No more than one such review will occur in each academic year unless the employee's duties are substantially changed by the employer The review shall be completed within four weeks of receipt of the written request The review will consider the content of the current position description together with details of the work actually performed by the employee and the employer's actual requirements for the position Where an employee is dissatisfied with the outcome of such a review the grievance procedure contained in this certified agreement may be accessed. PART 14 - SUPERANNUATION 14.1 Employees may specify their standard superannuation contribution rate from the Table below. Their chosen level of contribution together with the corresponding level of PMSA contribution, as a percentage of the employee s ordinary time earnings, will be paid by the PMSA into the employee s nominated approved superannuation fund. For the purposes of this clause 14 approved superannuation funds are either Sunsuper Corporate or Sunsuper Solutions.

11 11 Superannuation contribution rates as a percentage of ordinary time earnings Standard member contribution rates Corresponding PMSA Contribution rates PMSA *Salary Continuance Insurance 0% 9.0% 10% Total PMSA Contribution 3.0% 9.75% 10.75% 1.0% 4.0% 10.75% 11.75% 5.0% 11.75% 12.75% 14.2 Notwithstanding the provisions of Clauses 14.1 employees who as at the operative date of this Agreement have superannuation arrangements that include PMSA contribution rates different to those to operate as from 1 January 2004 may elect to continue with their current superannuation arrangements. In such cases the employee and the PMSA shall continue to make superannuation contributions in accordance with those arrangements. Should the PMSA decide to discontinue the provision of the current salary continuance cover then the employer will, immediately on cessation of such a salary continuance policy, increase the employer s superannuation contribution to compensate for the removal of the salary continuance insurance It is recognised that the PMSA sponsored Salary Continuance Insurance policy taken out on behalf of employees is the equivalent of 1% of salary. Salary Continuance Insurance only applies to employees who are members of Sunsuper Corporate Should the PMSA decide to discontinue the provision of the current salary continuance cover then the employer will, immediately on cessation of such a salary continuance policy, make superannuation contributions at the relevant rates specified as the Total PMSA Contribution in the above table Employees may make voluntary contributions to their nominated superannuation fund at a rate in excess of that identified in the table at Such contributions will not attract higher levels of employer contributions Where an employee does not make a co-contribution and the employer salary continuance insurance is discontinued the employer will only be liable to contribute the 9% superannuation payment in accordance with Superannuation Guarantee Legislation. This sub-clause does not apply to employees covered by sub-clause PART 15 - JOB SHARE The parties agree that 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. The employer recognises that job share provisions already exist in the Teachers Award Non-Governmental Schools. Job Share may be available to School Officers. The parties recognise that a number of these employees work less hours than would be worked by a full time employee. Such employees may be classed as term time or part time. It is agreed that School Officers who are employed for less than the maximum ordinary hours (but who have continuing status of employment) will be considered for Job Share subject to approval from their employer. The principles underpinning job share for School Officers will be developed during the life of this Agreement. PART 16 - FAMILY LEAVE The PMSA recognises that it is of paramount importance to support families, especially during the birth of a child. It also recognises that its practices should convey an important message to students and the community on the ability of women to combine careers with family life. Therefore, the PMSA proposes to amend its Parental Leave policy to provide for: 12 weeks of paid maternity leave, which is to be taken as the initial absence of the approved maternity leave period; Unpaid leave of up to 40 weeks, which may be extended by another year at the discretion of the School Principal;

12 12 12 weeks of paid adoption leave for the primary care giver, which is to be taken as the initial absence of the approved adoption leave period (i.e. from time of placement of child); To qualify, the minimum period of continuous service with the PMSA is 12 months; Entitlement to second and subsequent periods of 12 weeks paid Maternity / Adoption Leave, after returning to work for at least one year after the previous entitlement; In exceptional and individual circumstances, school principals may reduce the qualifying period after returning to work for second and subsequent entitlements to Maternity Leave; A teacher who commences maternity leave or adoption leave shall be paid their proportion of salary for the year calculated in accordance with Clause 13 (Proportion of Salary) of the Award. This is in addition to payment for the period of the maternity or adoption leave. Superannuation shall be paid on this entitlement. PART 17 SPECIAL RESPONSIBILITY PATERNITY LEAVE The parties agree that male employees shall be entitled to five (5) days paid paternity leave in accordance with the provisions of the Family Leave Award. PART 18 - TERMINAL ILLNESS CARERS LEAVE Employees are entitled to access paid carers leave of up to two (2) weeks to care for and support a household or an immediate family member who is terminally ill. A further three (3) months of unpaid leave can be accessed by the employee to continue such care and support if necessary. The Principal may request a doctor s certificate indicating the terminal nature of the illness. To provide care over a longer term an employee may access a further twelve (12) month s leave on application to the employer. PART 19 - LONG SERVICE LEAVE The PMSA will amend its long service leave policy to grant employees the following benefits, applicable from 20 October 2006: 19.1 After eight years continued service employees will be able to access their accrued long service leave An employee is able to access accrued leave at half pay. In these circumstances the employee will be entitled to double the period of leave which would otherwise be applicable Term time school officers covered by this agreement can elect to take long service leave in term time or in unpaid vacation time Upon resignation on or after eight years service, an employee shall be entitled to receive a payment equivalent to their entitlement to their accrued long service leave Any employee may request that they be paid for all or part of an entitlement to long service leave instead of taking the leave subject to written agreement between the employee and the employer. Where an employee requests payment in lieu of leave the employer has no obligation to pay superannuation on the cashed out leave. PART 20 - REDUNDANCY 20.1 Discussions before terminations The parties recognise that redundancy is not a common occurrence within PMSA Schools, however where an employer has made a decision that the employer no longer wishes the job the employee has been doing to be done by anyone, and this is not due to the ordinary and customary turnover of labour, and that decision may lead to termination of employment, the employer shall consult with the employees directly affected and, where relevant, their Union The consultation shall take place as soon as it is practicable after the employer has made a decision which will

13 13 invoke clause , and shall cover inter alia, the reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to avert or mitigate the adverse effects of any terminations of the employees concerned For the purpose of the consultation the employer shall, as soon as practicable, provide in writing to the employees concerned and their Union, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, the number of workers normally employed and the period over which the terminations are likely to be carried out: Provided that an employer shall not be required to disclose confidential information, the disclosure of which would be inimical to the employer's interests Reduction in hours of work, classification or rate of pay in lieu of Redundancy Where an employer seeks to reduce an employee s hours of work, classification or rate of pay rather than terminating the employment, the employee will have the choice of either accepting or rejecting such a reduction If an offer, as described in clause , is accepted by an employee, the employee will continue in employment on the new agreed terms. The employee shall be entitled to the same period of notice of such reduction as the employee would have been entitled to if their employment had been terminated, and the employer may, at the employer's option, make payment in lieu thereof of an amount equal to the difference between the former ordinary time rate of pay and the new lower ordinary time rate of pay for the number of weeks of notice still owing. The employee will not be entitled to the benefits of clause If an employer s offer, as described in clause , is not accepted by the employee, the employer will either continue to employ the employee on the pre-existing terms and conditions in a comparable position, or terminate the employment of the employee. Where the employment is terminated in such circumstances the employee will be entitled to the benefits of this clause Where an employee is covered by the Teachers Award Non-Governmental Schools, Promotional Positions PMSA Schools, Industrial Agreement, and the employee is not continued in a promotional position for reasons identified in clause 2.4 of that Industrial Agreement, the employee will not be entitled to the benefits of this clause 20. However, such an employee will be entitled to a continuing full time position as a teacher Time off during notice period Where a decision has been made to terminate an employee in the circumstances outlined in clause 20.1, the employee shall be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment, the employee shall, at the request of the employer, be required to produce proof of attendance at an interview or the employee shall not receive payment for the time absent. For this purpose a statutory declaration will be sufficient Notice to Centrelink Where a decision has been made to terminate employees in the circumstances outlined in clause the employer shall notify Centrelink thereof as soon as possible giving relevant information including a written statement of the reasons for the terminations, the number and categories of the employees likely to be affected and the period over which the terminations are intended to be carried out Severance pay In addition to the period of notice prescribed for ordinary termination an employee whose employment is terminated for reasons set out in clause 20.1 shall be entitled to the following amounts of severance pay: Period of Continuous Severance Pay Less than one year Nil 1 year but less than 2 years 4 weeks' pay 2 years but less than 3 years 6 weeks' pay 3 years but less than 4 years 7 weeks' pay 4 years and over 2 Weeks pay for each completed year of service to a maximum of 52 weeks pay.

14 "Weeks' pay" means the ordinary time rate of pay for the employee concerned Employee leaving during notice 14 An employee whose employment is terminated for reasons set out in clause 20.1 may terminate such employment during the period of notice, and, if so, shall be entitled to the same benefits and payments under this clause 20 had such employee remained with the employer until the expiry of such notice: Provided that in such circumstances the employee shall not be entitled to payment in lieu of notice Alternative employment The employer, in a particular case, may make application to the Commission to have the general severance pay prescription amended if the employer obtains acceptable alternative employment for an employee Employees exempted This Clause 20 shall not apply: where employment is terminated as a consequence of misconduct on the part of the employee; to employees engaged for a specific period of time or for a specific task or tasks; or to casual employees Application The Union undertakes not to rely on the benefits in clause 20.5 other than in the circumstances provided for in this clause Entitlements In addition to the above employees whose employment is terminated on account of redundancy shall be entitled to: Accrued recreational leave; Accrued long service leave for employees who have worked for at least one year, on the basis of 1.3 weeks for each year of continuous service and a proportionate amount for an incomplete year of service Exemption Where Transmission of Business The provisions of Clause 20.5 "Severance Pay" are not applicable where a business transmitted from an employer (transmitter ) to another employer (transmittee), in any of the following circumstances: (a) where the employee accepts employment with the transmittee which recognises the period of continuous service which the employee had with the transmittor, and any prior transmittor, to be continuous service of the employee with the transmittee; or (b) where the employee rejects an offer of employment with the transmittee; (c) in which terms and conditions are substantially similar and no less favourable, considered on an overall basis, than the terms and conditions applicable to the employee at the time of ceasing employment with the transmittor; or (d) which recognises the period of continuous service which the employee had with the transmittor and any prior transmittor to be continuous service of the employee with the transmittee The Commission may amend clause if it is satisfied that it would operate unfairly in a particular case, or in the instance of contrived arrangements Transmission of business Where a business is, whether before or after the date of insertion of this clause in the Award transmitted from an employer (transmitter) to another employer (transmittee), and an employee who at the time of such transmission was an employee of the transmittor of the business, becomes an employee of the transmittee:

15 15 (a) the continuity of the employment of the employee shall be deemed not to have been broken by reason of such transmission; and (b) the period of employment which the employee has had with the transmittor or any prior transmittor shall be deemed to be service of the employee with the transmittee In clause Transmission of business, business includes trade, process, business or occupation and includes a part or subsidiary (which means a corporation that would be taken to be a subsidiary under the Corporations Law, whether or not the Corporations Law applies in the particular case) of any such business and transmission includes transfer, conveyance, assignment or succession whether by agreement or by operation of law and transmitted has a corresponding meaning. PART 21 - COMPLAINTS AGAINST EMPLOYEES The parties recognise that schools are a partnership between the PMSA as the employer, staff, students and parents and that occasionally the key stakeholders will have grievances with each other and make a complaint. In dealing with a complaint the parties believe it is essential that concerns are addressed in an objective and sensitive manner which gives due consideration to the reputation and dignity of the persons concerned and that any staff member who is subject to a complaint must be afforded the fundamental principles of natural justice within a fair and transparent process. PART 22 - PAY SLIP ADVICE 22.1 The parties agree that the following basic information should be provided to all PMSA employees: Salary band and step or wage classification Gross payment Tax paid Net payment Superannuation contributions Number of sick days accrued Long Service Leave Where this is not currently provided on the wage slip an employee may request such information from the school pay office and receive such information within two working weeks of application. PART 23 - SICK LEAVE The parties agree that all employees shall accrue sick leave at the rate of ten days for each full year of completed service from 20 October PART 24 - RESERVED MATTERS 24.1 Salary Packaging The employer notes the employee request to offer salary packaging beyond superannuation. Should it be demonstrated that there are benefits for employees at no cost to the employer, the parties agree that this matter can be revisited in the life of the agreement. PART 25 - FUTURE RE-NEGOTIATION OF AGREEMENT The parties agree to commence negotiations for the replacement Certified Agreement six (6) months prior to the expiry date of this Agreement. SIGNATORIES Signed for and on behalf of the Presbyterian and Methodist Schools Association In the presence of: Signed for Queensland Independent Education Union of Employees ) R K KETTNISS ) ) J McPHERSON ) C L COOPER )

16 16 In the presence of: ) J RYMER

17 16 SCHEDULE 1 - WAGE SCHEDULES PMSA WAGES Teachers Salaries Base rate Increase from 20 October 2006# 4% Monthly Annual Casual Increase from 20 October 2007# 4% Monthly Annual Casual Education Queensland Adjustment from 1 May 2008 Monthly Annual Casual Increase from 1 January 2009# 4% or 30 per week whichever is the greater BAND 1 Step 1 39,172 1, , , , , , , , , , , , Step 2 40,288 1, , , , , , , , , , , , Step 3 41,639 1, , , , , , , , , , , , Step 4 43,073 1, , , , , , , , , , , , BAND 2 Step 1 44,273 1, , , , , , , , , , , , Step 2 46,730 1, , , , , , , , , , , , Step 3 49,174 1, , , , , , , , , , , , Step 4 51,631 2, , , , , , , , , , , , Step 5 54,094 2, , , , , , , , , , , , BAND 3 Step 1 56,144 2, , , , , , , , , , , , Step 2 58,202 2, , , , , , , , , , , , Step 3 60,246 2, , , , , , , , , , , , Step 4 62,425 2, , , , , , , , , , , , Monthly Annual Casual MODERATION Level Level AST 1 2, , , , ,264 # increases applicable from the beginning of the pay period to commence on or after the dates specified

18 17 WAGE SCHEDULES PMSA WAGES Teachers Positions of Added Responsibility Base rate Ed Q Adjustment 20 October 2006# 20 October 2007# from 1 May January 2009# 4% 4% 1.92% 4% Monthly Annual Monthly Annual Monthly Annual HEAD OF DEPARTMENT Level 1 12, , , , , , , , ,780 Level 2 7, , , , ,265 Level 3 4, , , , ,513 CO-ORDINATOR Level 1 4, , , , ,330 Level 2 4, , , , ,594 Level 3 3, , , , ,822 Level 4 2, , , , ,047 Level 5 2, , , , ,298 # increases applicable from the beginning of the pay period to commence on or after the dates specified Monthly Annual

19 18 WAGE SCHEDULES School Officers Base Rate Weekly Increase from 20 October 2006# 4% or 30 per week* Increase from 20 October 2007# 4% Increase from 1 May % Increase from 1 January 2009# 4% or 30 per week* Monthly Annual Full-Time (Hourly) Casual Monthly Annual Full-Time (Hourly) LEVEL 1 Step Step Step Step LEVEL 2 Step Step Step LEVEL 3 Step Step Step Step LEVEL 4 Step Step Step LEVEL 5 Step Step Step LEVEL 6 Step Step Step Step Step *whichever is the greater # increases applicable from the beginning of the pay period to commence on or after the dates specified Casual Monthly Annual Full-Time (Hourly) Casual Monthly Annual Full-Time (Hourly) Casual

20 APPENDIX A - BRISBANE BOYS COLLEGE - AIMS AND OBJECTIVES 19 The mission of Brisbane Boys College is to provide a comprehensive educational environment where students can grow in wisdom and stature and in favour with God and Man. Within the context of a caring College community each student will be nurtured and educated to develop his God-given talents to the best of his ability through balanced involvement in the Academic, Spiritual, Sporting and Cultural life of the College. This will enable students to graduate from the College as well adjusted people having a Godly purpose and goal in life, and capable of taking their place as responsible contributing members of society. AIMS ACADEMIC 1. To offer a curriculum which develops in students a high standard of learning wherein they acquire: i. the skills of English literacy, including skills in listening, speaking, reading and writing. ii. iii. iv skills of numeracy, and other mathematical skills. skills of analysis and problem solving. skills of information processing and computing. v. an understanding of the role of science and technology in society, together with scientific and technological skills. vi. a knowledge and appreciation of Australia s historical and geographic context. vii. a knowledge of languages other than English. viii. an appreciation and understanding of, and confidence to participate in, the creative arts. ix. an understanding of, and concern for, balanced development and the global environment. x. a capacity to exercise judgement in matters of morality, ethics and social justice. 2. To provide a sound foundation for further education and training, respect for learning and positive attitudes for life-long education. COMMUNITY A. Students 1. To develop knowledge, skills, attitudes and values which will enable students to participate as active and informed citizens in our democratic Australian society within an international context. 2. To provide students with an understanding and respect for our cultural heritage and environment. 3. To provide appropriate career education and knowledge of the world of work, including an understanding of the nature and place of work in our society. 4. To encourage the development of leadership, self-respect, respect for others, including those in positions of authority and the achievement of personal excellence. B. Parents/Old Collegians To assist parents to exercise their pre-eminent responsibility in the education of their children in a Christian environment by: i. emphasising the partnership of home and school. ii. promoting effective communication to achieve consistency of effort and attitude.