This week all ES staff and teachers received notification from DET that the formal Fair Work Commission approval process has commenced.

CPSU recommends members vote YES.

Late in the negotiations CPSU achieved a significant concession from DET, being, the review of ES Dimensions of Work will be included in the Agreement. Previously DET were only offering a Memorandum of Understanding, which was unenforceable. The inclusion of this provision in the Agreement means CPSU can hold DET to account by reference to the Fair Work Commission, if DET attempt to avoid this commitment. The objective of this process will be to ensure the Dimensions of Work reflect the significant contribution of ES staff and deliver real career pathways.

As detailed in a previous CPSU update, the proposed Schools Agreement also includes:

• Seven salary increases effective from the first pay period on or after:

1 April 2017 = 3.25%
1 April 2018 = 1.5%
1 October 2018 = 1.75%
1 April 2019 = 1.5%
1 October 2019 = 1.75%
1 April 2020 = 1.5.%
1 October 2020 = 1.75%

• Abolition of current 1-1 and 2-1 salary step, replaced by extra salary step in Range 1 and 2. In addition to the 1 April increase, this abolition will deliver an immediate extra 4% increase for those currently on 1-1 or 2-1.  This helps address the unacceptably low wages of 1-1 and 2-1 ES staff and was a key CPSU claim.
• Allowances;
• Minimum special payment increased to $855
• Salary loading and first aid allowances increased in line with salary increases
• Re-establishment allowance is increased to $500 for an employee without dependents and $1,000 for an employee with dependents
• Fixed term employment transition to ongoing employment;
• DET will conduct an annual process for the translation to ongoing employment for eligible fixed term employees except where a principal can demonstrate a valid reason for continued fixed term employment. This will reduce the unacceptably high level of fixed term employment amongst ES staff and could see up to 5000 ES staff translated to ongoing employment status (this figure is from DET modeling). This was a key CPSU claim
• Compassionate transfer placements;
• Where an exceptional circumstance exists of an ES staff member not being able to return to their workplace there will be annual funding of $2m to facilitate a compassionate transfer to an alternate workplace

The agreement delivers on key issues affecting ES staff, in particular addressing the unacceptably high levels of fixed term employment.

For the above reasons CPSU recommends members vote YES to the proposed Schools Agreement.

Please email any queries you may have to Nick Church.

KAREN BATT
CPSU Victorian Branch Secretary / Federal Secretary

Wednesday 31^st May 2017