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 updated 21 October 2019

The drafting of the TAFE Queensland Certified Agreement – 2019 has concluded and we are one step closer to certification of the replacement agreement.

In the weeks since two thirds of QTU TAFE Division members voted to accept TAFE Queensland’s offer, I have been leading your QTU team as we continue to negotiate and edit clauses. We believe that the appropriate amendments to references to legislation, cross referencing of clauses, syntax and grammar and the like have finally been resolved. 

We have also ensured that all the parties to the agreement share the same understanding of the meaning and intent of the new clauses. I recognise the contribution of TAFE Queensland CEO Mary Campbell in this extended process
 
We now have a final and settled agreement.
 
In numbers, this is the culmination of:

  • more than 18 months of working with rank and file members, in branches and through your representatives at TAFE Council
  • seven long months of negotiations and 24 formal meetings of the single bargaining unit
  • six TAFE Executive meetings (to date) and three special, additional TAFE Executive meetings
  • two periods of protected industrial action, totalling 26 hours.
     

This has resulted in one agreement that delivers salary increases and improved working conditions for our TAFE Division members employed by TAFE Queensland.

....read more in the latest Eb10 bulletin

To see how the revised offer increases pay at your step of the salary scale, click on your current classification.

Introduction

Once every few years QTU TAFE Division members get the opportunity to negotiate wages and working conditions in a new enterprise bargaining agreement.

Since March 2019, the QTU, Together and TAFE Queensland have been negotiating for just such an agreement to replace the current TAFE Educators Certified Agreement 2016.

Over the course of negotiations, based on the claim determined by QTU TAFE Division members through extensive consultation, the QTU’s focus has been on:

  • Pay – achieve salary levels comparable to our interstate colleagues
  • Permanency – measures to decrease the number of casual and temporary employees on engagements of two-years or more
  • Programming – address workload intensification through amendments to the programming arrangements
  • Measures to address gender employment inequity – implementation of a range of actions arising from changed government policy

 

This material provides an overview of the detail of the revised offer and to inform the decision of QTU TAFE Division members in the QTU ballot process for approval of the revised offer.

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