October 2011

Women’s log of claims

For the first time, the QTU's Women Teachers and Girls Education Committee has submitted a women’s log of claims for consideration in the lead up to EB7. The claim prioritised items contained in policy and the ACTU Work and Family Bargaining Guide, and included:

• strengthening current provisions e.g. temporary teacher conversion to permanency and the entitlement to a breastfeeding break
• paid leave for victims of domestic violence
• increasing the number of women represented in decision making in schools
• further improvements to spousal and parental leave.

The final QTU log of claims will be endorsed at QTU State Council on 5 November 2011; however it is encouraging that, even though they may not be included in the QTU claim, many of the items in the women’s log may be pursued in a whole-of-government campaign.

Domestic violence and the workplace

The federal government, with the support of state and territory governments through COAG, are implementing a National Plan Against Violence Towards Women and their Children 2010-2022 which, as well as crisis support, health, housing, and legal reforms, includes primary prevention strategies through the school curriculum and public education and social media.

Importantly, the national plan deals with responding to violence in the workplace, via research and consultation work commissioned by the federal government. This work is being undertaken by the Australian Domestic and Family Violence Clearinghouse (ADVFC) at UNSW.

The ADVFC recommends that unions place domestic violence on their agenda because:

• intimate partner violence is responsible for more ill-health and premature death among women aged under 45 than any of the better-known risks, including high blood pressure, obesity and smoking
• two thirds of women who report violence by a current partner are in paid employment (or 10 per cent of working women)
• it can prevent victims from going to work and keeping their jobs
• 50 - 74 per cent are harassed by their partners at work, most commonly by phone or email
• it can affect the health and safety of other workers
• Access Economics estimates the total costs of lost productivity associated with family violence was $484million in 2002/2003
• danger times can be going to or leaving work
• being in employment is a key pathway to leaving a violent relationship.

These employees: 

• have a disrupted work history and often can’t keep employment
• tend to be on lower personal incomes and are employed at high levels in casual and part-time work
• will only disclose if they feel safe to do so.

Actions that can be taken by unions include:

• a domestic violence clause in enterprise bargaining negotiations – twenty days paid is recognised as best practice and model clauses based on the ASU family violence clause are available
• training for union reps, members and principals, should domestic violence clauses be secured, to ensure appropriate and confidential responses in workplaces
• participation in White Ribbon Day, including male members giving consideration to taking the White Ribbon Oath on 25 November

As reported earlier in this Women’s e-News, the QTU will be working with other unions to pursue the entitlement to domestic violence leave as part of a whole-of-government campaign.

White Ribbon Day

QTU members are encouraged to do their bit in the battle against what some call "the great silent crime of our time" by participating in White Ribbon Day on 25 November.

White Ribbon Day began as part of a men’s movement in Canada in 1991 and has spread internationally with the support of global organisations such as UNIFEM (United Nations Development Fund for Women) and Amnesty International. Since its inception, the White Ribbon Campaign has become the largest effort in the world championed by men working together to end violence against women.

Cameron Dick, Minister for Education is a White Ribbon Ambassador. This year the QTU is working with DET to encourage school involvement in the program.

A White Ribbon Day event will take place at the QTU’s Milton office this year. It is expected that a highlight will be the taking of the White Ribbon Oath by some of our officers.

For ideas on how you can raise awareness and educate to change the way some men and boys think about women, go to http://whiteribbondayqueensland.com.au/get-involved

Part-time teaching

The right for all DET employees to apply for part-time work is a provision of the Teachers’ Award-State 2003.

Successful applications under this award have no time restrictions, nor are the provisions limited to employees wishing to undertake child rearing.

The only situation where the employer can expect the part-time employee to return to work by a nominated date is where the application has been made under the Family Leave Award (Queensland Public Sector) - State 2004.

Under this award, the agreement ends when the child is required to be enrolled in a year of schooling.  For this reason, it is important that, when making application for part-time work, employees carefully choose the award that best suits their circumstances.

All applications for part-time employment must be genuinely and seriously considered, and case law indicates that the decision making used must be able to withstand scrutiny by external bodies such as the Office of the Public Service Commissioner and the Anti-Discrimination Commission Queensland.

Principals are advised to use DET’s part-time teaching employment decision-making flowchart when a teacher approaches them about part-time teaching.  

One reason sometimes given for refusing a part-time teaching application is that the school’s quota of part-time teachers has been filled. This is not DET policy and schools should be cautious about designing their own policy in this area.

Not all applications for part-time teaching can be approved, but it is reasonable to expect that with proper consideration of all options and the flexibility that the size of DET’s workforce provides, that most will be. If after everyone’s best efforts, a part-time position can’t be negotiated, teachers may have to consider a part-time position in another school.

Women’s e-News can also be viewed on  the QTU website www.qtu.asn.au/women

Kind Regards,

Catherine Day
Acting QTU Women’s Coordinator  

Authorised by Graham Moloney, General Secretary, Queensland Teachers' Union,
21 Graham St,  Milton,Q.4064