24 October 2016 | Download as PDF

EB negotiations successful

Following several months of enterprise bargaining (EB) negotiations, an in-principle agreement has been made with TAFE Queensland regarding the terms of a replacement certified agreement and salary increases for TAFE educators. 

Key features of the offer

  • A separate agreement for educators, rather than the single agreement for all employees that TAFE Queensland originally sought.
  • Preservation of the 1 July start date, which is particularly significant for our members who are defined benefit superannuants, with backpay to be paid to this date.
  • Salary increases of 2.5 per cent per annum over the three years of the agreement.
  • An additional 0.5 per cent salary increase to be applied on both 1/7/18 and 1/7/19, as partial recompense for the lost increase in 2014.
  • Protection of conditions that were under threat during the previous negotiations.

Updated salary scales are available here if you wish to see how your pay will increase. 

Negotiated clauses

The draft agreement contains several new or updated clauses which address matters raised in our log of claims, as well as retaining existing entitlements. These include:

  • clearer non-attendance time, preparation, professional development and programming arrangements
  • strengthened consultation provisions, including clear consultation expectations
  • clearer provisions for training that separately identify professional development and mandated staff training such as Code of Conduct updates
  • updated workload management provisions
  • clarity around moderation and validation, and recognition of prior learning
  • a classifications review, which may lead to the introduction of educator classifications for team leaders, associate lecturers, lecturers and senior lecturers
  • clearer discipline and suspension powers
  • a team-based working arrangement provision, which will enable educator teams and TAFE Queensland to enter into arrangements by agreement that facilitate good programming practice and permit agreed changes, subject to LCC approval and a joint statement outlining an approval framework
  • inclusion of educator currency and competency provisions consistent with regulator standards
  • inclusion of an EBA dispute and grievance resolution process that is consistent across TAFE services and educator employees
  • updated educator classifications to be consistent with RTO standards and commercial arrangements, and updated increment and emergent staffing provisions
  • common domestic and family violence and cultural leave provisions for educators and TAFE services staff
  • new provision to enable, where the need arises, the development of joint statements, ie. statements of agreed principles on matters that may be unclear to the workforce (the QTU and DET have successfully used these for many years, on matters such as the use of data and collegial engagement)  
  • joint commitments to review and develop a range of human resource policies and procedures, including:
    • discipline procedure
    • managing unsatisfactory performance guideline
    • temporary conversion to permanent employment guideline
    • retraining and placement guideline 
    • programming and planning guideline.

 Other joint commitments include:

    •  discussion and clarification of the interaction of performance planning and development, managing unsatisfactory performance and discipline procedures 
    • discussion of ways to improve the management and utilisation of TOIL
    • joint development and delivery of local consultative committee training to representatives
    • that any review of the approved teaching qualifications for the purpose of progression through the salary barrier policy will occur in consultation with the relevant union/s.

Draft agreement

The draft agreement contains the clauses agreed in principle during negotiations, and if the ballot is successful will be signed and certified. However, please do contact us if you have any questions about the proposed document or how the new clauses will work. The best way to get in touch is via email to tafe@qtu.asn.au 

To view the draft agreement in full, click here

Next step: ballots

The QTU’s TAFE Executive and the QTU support the offer and recommend its acceptance. However, as is standard practice for our Union, it is the members who decide. We will now conduct a ballot of all TAFE Queensland members in order to determine whether the offer is acceptable, and thus determine whether the QTU signs the proposed agreement on behalf of its members. 

The timelines and process for the ballot will be set out in a future Newsflash. 

In accordance with the industrial relations legislation, TAFE Queensland, as the employer, must also conduct a ballot. Please ensure you vote in both ballots and vote for the proposed agreement, in order to enjoy the negotiated gains set out above.  

Expected timeframe

If both the QTU and TAFE Queensland ballots are in favour of the proposed agreement, it will then be necessary to apply to the Queensland Industrial Relations Commission for certification.  We expect that this will occur early in the new year, and that TAFE Queensland will process back pay once practicable after certification. 

Inviting potential members to join - 2016 recruitment campaign

We are conducting an intensive membership growth campaign from Monday 17 October – Friday 4 November. During this time, any potential member who joins using the direct debit payment scheme will not be liable for any payment until the first instalment in February 2017. For more details, click here.

 Authorised by Graham Moloney, General Secretary, Queensland Teachers' Union