NSW ADULT
MIGRANT ENGLISH SERVICE CROWN EMPLOYEES (TEACHERS, EDUCATION OFFICERS AND
SENIOR EDUCATION OFFICERS) CONSENT AWARD, 1996
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.
(No. IRC 5826 of
1999)
|
Before Commissioner Redman
|
27 June 2000
|
REVIEWED AWARD
PART
A
1. Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Dictionary
3. Salaries
4. Salary Scale Progression Arrangements
5. Allowances
6. Conditions of Employment
7. Unpaid Absences
8. Part-time Work
9. Hours of Duty
10. Flexible Working Arrangements
11. Duties as Directed
12. Annual Leave and Agreed Weeks of Non-Attendance
13. Sick Leave
14. Family and Community Service Leave
15. Personal/Carer's Leave
16. Conditions of Employment — Casual Teachers
17. Recruitment Procedures
18. Professional Development
19. Professional Development/Appraisal Scheme
20. AMES Year
21. Transfer Procedures
22. Anti-Discrimination
23. Dispute Resolution Procedure
24. Area, Incidence and Duration
25. Leave Reserved
PART B
MONETARY RATES
Table 1 — Salaries
Table 2 — Other Rates
Schedule A —
Recruitment Procedures
Schedule B —
Professional Development/Appraisal Scheme for Teachers
Appendix A — Award and
Variations Incorporated
Appendix B — Changes
made on Review
2. Dictionary
2.1 “AMES” means
the New South Wales Adult Migrant English Service.
2.2 “Casual
Teacher” means a person employed to teach a course or courses on an hourly
basis. A “400 hour Casual Teacher”
means a casual teacher who has completed the equivalent of 400 hours teaching
service in any teaching year. A “Less
than 400 hour Casual Teacher” means a casual teacher who has completed less
than 400 hours teaching service in any teaching year.
2.3 “Degree
Course” means a university or college of advanced education degree course
approved by the Director.
2.4 “Department”
means the Department of Education and Training.
2.5 “Director”
means the Director of AMES.
2.6 “Director-General”
means the Director-General of Education and Training.
2.7 “Education
Officer” means an officer or a temporary employee appointed, employed or
seconded as such.
2.8 “Equivalent”
when referring to qualifications means qualifications and/or experience deemed
by the Director to be equivalent to specified qualifications.
2.9 “Federation”
means the New South Wales Teachers Federation.
2.10 “Five Year
Trained” in relation to a teacher means a teacher whose teaching qualifications
include a degree with honours of a recognised university which requires a
minimum of four years full-time study, and has in addition, completed one years
teacher training at a university or college approved by the Director or has
completed such other course or courses and/or has vocational experience which
the Director may, from time to time, deem to be equivalent.
2.11 “Four Year
Trained” in relation to a teacher means a teacher whose teaching qualifications
include a degree of a recognised university or college which requires a minimum
of three years full-time study, and has in addition, completed one year’s
teacher training at a university or college approved by the Director or has
completed such other course or courses and/or has vocational experience which
the Director may, from time to time, deem to be equivalent.
2.12 “Full-time
Temporary Teacher” means a person employed and designated as such under Section
38 of the Public Sector Management Act 1988.
2.13 “Graduate”
means a person who has obtained a degree of a recognised university or college
or possesses qualifications deemed by the Director to be equivalent to such a
degree.
2.14 “Officer” means
a person employed in any capacity under Part 2, of the Public Sector Management Act 1988, and includes an officer on
probation but does not include a temporary employee.
2.15 “Operations
Manager” means an officer appointed as such.
2.16 “Permanent
Teacher” means an officer appointed as such in the Adult Migrant English
Service pursuant to the provisions of the Public
Sector Management Act 1988.
2.17 “Program” means
a learning arrangement or composite of learning arrangements under the
management of an operations manager.
2.18 “Region” means
an area designated as such by the Director including one or more venues.
2.19 “Senior Education
Officer” means an officer or a temporary employee appointed, employed or
seconded as such.
2.20 “Teacher” means
an officer, temporary employee or casual employee appointed or employed as
such.
2.21 “Temporary
Employee” means a person temporarily employed under Section 38 of the Public Sector Management Act 1988.
2.22 “Year of
Service” means full-time employment for a period of 52 weeks or the
equivalent. Future employees shall be
deemed to have the incremental status indicated by the rate of pay at which
they are employed.
3. Salaries
3.1 The salaries
which apply to teachers, education officers and senior education officers are
set out Table 1 and 2 of Part B
4. Salary Scale
Progression Arrangements
4.1 Permanent
teachers and full-time temporary teachers who meet the admission requirements
as determined by the Director shall commence at a level not less than the first
step on the common salary scale, provided that teachers who are four-year
trained or five-year trained shall commence on the common salary scale at a
level not less than:
Four-year trained 2nd
salary level
Five-year trained 3rd
salary level
4.2 Education
officers who meet the admission requirements as determined by the Director
shall commence at a level not less than the first step on the common salary
scale, provided that graduate education officers - not teacher-trained and
graduate education officers - teacher-trained, shall commence on the common
salary scale at a level not less than:
Graduate - not teacher-trained 2nd salary level
Graduate - teacher-trained 3rd salary level
4.3 Employees
shall be entitled to progress after each 12 months of service along the salary
steps of the common salary scale, subject to the employee demonstrating
continuing satisfactory performance.
4.4 Any employee
whose initial employment is approved on or after 1 January 1992, and who does
not satisfy the teacher training requirements as determined by the Director,
will not progress more than two salary steps along the common salary scale.
5. Allowances
5.1 An education
officer who:
5.1.1 has completed
12 months service at the salary prescribed on the maximum of the common salary
scale; and
5.1.2 has
demonstrated to the satisfaction of the Director by the work performed, its
quality and the results achieved, that the aptitude and abilities of the
employee warrant additional payment;
shall be paid an allowance of as set out in Item 1 of Table
1 - Other Rates of Part B, Monetary rates, and after a further 12 months an
additional allowance as set out in the said Item 1.
6. Conditions Of
Employment
6.1 Except so far
as is expressly modified by this award, conditions for all employees covered by
this award will be determined by the provisions of the Public Sector Management Act 1988, the Public Sector Management (General) Regulation 1988, and the
Public Service of NSW Personnel Handbook, provided that the implementation of
any amendment to the Public Service NSW Personnel Handbook must be agreed to by
both AMES and the Federation.
7. Unpaid Absences
7.1 Any unpaid
absences which would not be counted as service not exceeding five days in any
calendar year shall be discounted for the purposes of calculating length of
service.
8. Part-Time Work
8.1 A permanent
teacher, education officer or senior education officer may elect to work
part-time at any time, subject to the appropriate work being available for the
position and it is convenient to AMES.
8.2 Service shall
not be regarded as having been broken by permanent part-time work.
9. Hours Of Duty
9.1 The daily span
of working hours for teachers, education officers and senior education officers
is between 6.00 a.m. and 10.00 p.m. on Monday to Saturday inclusive.
9.2 The standard
hours of duty for permanent and full-time temporary teachers shall be 30 hours
per week inclusive of 20 teaching hours per week except where such teaching
hours are reduced within the approval of the Director for the purpose of
undertaking alternative duties.
9.3 A teacher’s
ordinary attendance pattern may, subject to AMES requirements being met, be
undertaken across 4 days and/or in a day/evening configuration.
9.4 The hours of
attendance for non-teaching duties may be arranged by teachers in consultation
with the operations manager provided that the requirements of AMES are met at
all times.
9.5 The standard
hours of duty for education officers and senior education officers shall be 35
hours per week.
9.6 Standard
hours of duty excludes time taken for meal breaks.
9.7 Teachers,
education officers and senior education officers, in consultation with their
supervisor, may elect to work on a Saturday, a Sunday or on a Monday to a
Friday between the hours of 10.00 pm to 7.30 am but shall not be directed to do
so.
9.8 Face-to-face
teaching hours worked by permanent and full-time temporary teachers as part of
their teaching program during the following time bands shall be paid at time
and one-quarter of their ordinary rate:
6.00 am and 7.30 am Monday to Friday;
5.30 pm and 10.00 pm Monday to Friday.
9.9 Work undertaken
by permanent and full-time temporary teachers as part of their teaching program
during the following time bands shall be paid at time and one-quarter of their
ordinary rate:
6.00 am and 5.30 pm Saturday.
9.10 Work undertaken
by permanent and full-time temporary teachers as part of their teaching program
during the following time bands shall be paid at double time of their ordinary
rate:
5.30 pm Saturday to 6.00 am Monday;
10.00 pm to 6.00 am weekdays;
Midnight Friday to 6.00 am Saturday.
10. Flexible Working Arrangements
Subject to the operating needs of AMES, where possible,
employees should be assisted to deal with family responsibilities through
flexible leave and working arrangements in accordance with current government
policy.
11. Duties As
Directed
11.1 The Director or
her/his nominee may direct any employee to carry out such duties as are within
the limits of the person’s skill, competence and training consistent with the
classifications covered by this award and provided that such duties are not
designed to promote deskilling.
11.2 The Director or
her/his nominee may direct any employee to carry out such duties and use such
tools, materials and equipment as may be required, provided that the officer
has been properly trained in the use of such tools, materials and equipment.
11.3 Any directions
issued by the Director pursuant to this clause shall be consistent with the
Director’s responsibility to provide a safe and healthy working environment.
11.4 The Director
may from time to time deploy teachers to duties other than face-to-face
teaching duties in accordance with guidelines designed to increase the
efficiency of AMES. Deployments will be for a predetermined period not
exceeding one year.
12. Annual Leave And
Agreed Weeks Of Non-Attendance
12.1 Except where
provision is otherwise made in this award, all leave in excess of four weeks
will be deemed to be in lieu of additional work.
12.2 Subject to the
operation of subclause 21.4 of clause 21 and in lieu of the provisions under
the Annual Holidays Act 1944 the
following classifications of employees shall not be required to attend their
place of employment for the number of weeks as set out in the following
schedule:
CLASSIFICATION ANNUAL AGREED WEEKS OF
LEAVE WEEKS NON-ATTENDANCE
Permanent Teacher 4 7
Full-time Temporary Teacher 4 7
Senior Education Officer 4 Nil
Education Officer 4 Nil
12.3 Permanent
teachers and full-time temporary teachers who are deployed for short periods to
positions which would otherwise not be in receipt of equivalent leave will
retain their leave entitlements as provided by clause 14.2 hereof.
13. Sick Leave
13.1 Effective from
1st January 1997 permanent teachers, full-time temporary teachers, education
officers and senior education officers shall be entitled to 15 days per annum
with the unused component of the annual entitlement being fully cumulative.
13.2 Staff employed
on teaching conditions who prior to 1st January 1997 were entitled to 22 days
on full pay and 22 days on half pay in any 12 month period shall retain the
balance of their accumulated sick leave entitlements as at 31st December
1996.
13.3 If more
beneficial, permanent teachers and full-time temporary teachers employed as at
the date of this award may apply to be granted sick leave under the sick leave
entitlements set out in clause 17, Sick Leave, of the Crown Employees (Adult
Migrant English Service) Consent Award, 1991 published 6 August 1993 (276 I.G.
35).
13.4 Additional sick
leave in the first two years of service:
13.4.1 The provisions
of this paragraph shall only apply to permanent and full-time temporary
teachers.
13.4.2 The maximum
grant of additional sick leave during the first 2 years of service is 15
days.
13.4.3 Additional sick
leave provided by this clause is available at any stage during the staff
member's first two years of service but will only be granted in circumstances
where:
(a) there is no
current concern regarding the staff member's use of sick leave;
(b) all sick leave
entitlements have been exhausted.
14. Family And
Community Service Leave
14.1 The Director
shall, in the case of emergencies or in personal or domestic circumstances,
grant to an employee some or all of the available family and community service
leave on full pay.
14.2 Such cases may
include, but are not limited to, the following:
14.2.1 compassionate
grounds, such as the death or illness or a close member of the family or a
member of the staff member’s household;
14.2.2 accommodation
matters up to one day, such as attendance at court as defendant in an eviction
action, arranging accommodation, or when required to remove furniture and
effects;
14.2.3 emergency or
weather conditions such as when flood, fire or snow, etc. threaten and/or
prevent an employee from reporting for duty;
14.2.4 other personal
circumstances, such as citizenship ceremonies, parent/teacher interviews or
attending a child’s school for other reasons.
14.3 Attendance at
court by an employee to answer a charge for a criminal offence, if the Director
considers the granting of family and community service leave to be appropriate
in a particular case.
14.4 Employees who
are selected to represent Australia or the State as competitors in major
amateur sport (other than Olympic or Commonwealth Games).
14.5 Employees who
hold office in Local Government other than as a Mayor of a Municipal Council,
President of a Shire Council or Chairperson of a County Council, to attend
meetings, conferences or other duties associated with that office where those
duties necessitate absences during normal working hours.
14.6 The maximum
amount of family and community service leave on full pay which may, subject to
this award, be granted to an employee shall be the greater of the leave
provided in subparagraph 14.6.1 and 14.6.2:
14.6.1 two and a half
of the employee’s working days in the first year of service and, on completion
of the first year’s service, five of the staff member’s working days in any
period of two years;
14.6.2 after the
completion of 2 years’ continuous service, the available family and community
service leave is determined by allowing one day’s leave for each completed year
of service, less the total amount of short leave or family and community
service leave previously granted to the employee.
14.7 If the
available family and community service leave is exhausted as a result of
natural disasters, the Director shall consider applications for additional
family and community service leave, if some other emergency arises. On the death of a person defined in
subparagraph 15.1.3 (b), additional paid family and community service leave of
up to two days may be granted on a discrete, per occasion basis to an employee.
14.8 In cases of
illness of a family member for whose care and support the employees is
responsible, paid sick leave in accordance with subparagraph 15.1 shall be
granted when paid family and community service leave has been exhausted.
15. Personal/Carer’s
Leave
15.1 Use of Sick
Leave —
15.1.1 An employee,
other than a casual employee, with responsibilities in relation to a class of
person set in section 15.1.3 (b) below, who needs the employee’s care and
support shall be entitled to use, in accordance with this subclause, any
current or accrued sick leave entitlement provided for in clause 13 for
absences to provide care and support for such persons when they are ill. Such leave may be taken for part of a single
day.
15.1.2 The employee
shall, if required, establish either by production of a medical certificate or
statutory declaration, the illness of the person concerned and that the illness
is such as to require care by another person.
15.1.3 The entitlement
to use sick leave in accordance with this paragraph is subject to:
(a) the employee
being responsible for the care of the person concerned; and
(b) the person
concerned being:
(1) a spouse of
the employee; or
(2) a de facto
spouse who, in relation to a person, is a person of the opposite sex to the
first mentioned person who lives with the first mentioned person as husband or
wife of that person on a bona fide domestic basis although not legally married
to that person; or
(3) a child or an
adult child (including an adopted child, a stepchild, a foster child or an
ex-nuptial child), parent, (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse or de facto spouse
of the employee; or
(4) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide basis; or
(5) a relative of
the employee who is a member of the same household where, for the purposes of
this section:
(i) “relative”
means a person related by blood, marriage, affinity or Aboriginal kinship
structures;
(ii) “affinity”
means a relationship that one spouse, because of marriage, has to blood relatives of the other; and
(iii) “household”
means a family group living in the same domestic dwelling.
An employee, shall wherever practicable, give the Director
notice, prior to the absence of the intention to take leave, the name of the
person requiring care and that person’s relationship to the employee, the
reasons for taking such leave and the estimated length of absence. If it is not practicable for the employee to
give notice of absence, the employee shall notify the Director by telephone of
such absence at the first opportunity on the day of absence.
15.2 Unpaid Leave
for Family Purpose — An employee may elect, with the consent of the Director,
to take unpaid leave for the purpose of providing care and support to a member
of a class of person set out in section 15.1.3 (b) above, who is ill.
15.3 Annual Leave
15.3.1 An employee may
elect, with the consent of the Director, subject to the Annual Holidays Act 1944,
to take annual leave not exceeding five days in single day periods or part
thereof, in any calendar year at a time or times agreed by the parties.
15.3.2 Access to annual
leave, as prescribed in subparagraph 15.3.1 above, shall be exclusive of any
shutdown period provided for elsewhere under this award.
15.3.3 An employee and
the Director may agree to defer payment of the annual leave loading in respect
of single day absences, until at least five consecutive annual leave days are
taken.
15.4 Time Off in
Lieu of Payment for Overtime
15.4.1 An employee may
elect, with the consent of the Director, to take time off in lieu of payment
for overtime at a time or times agreed with the Director within 12 months of
the said election.
15.4.2 Overtime taken
as time off during ordinary time hours shall be taken at ordinary time rate,
that is an hour for each hour worked.
15.4.3 If, having
elected to take time as leave in accordance with subparagraph 15.4.1 above, the
leave is not taken for whatever reason, payment for time accrued at overtime
rates shall be made at the expiry of the twelve month period or on termination.
15.4.4 Where no
election is made in accordance with subparagraph 15.4.1 above, the employee
shall be paid overtime rates in accordance with the award.
15.5 Make-up Time —
An employee may elect, with the consent of the Director, to work “make-up
time,” under which the employee takes time off ordinary hours, and works those
hours at a later time, during the spread of ordinary hours provided in the
award, at the ordinary rate of pay.
15.6 Bereavement
Leave —
15.6.1 An employee
other than a casual employee shall be entitled to up to two days bereavement
leave without deduction of pay on each occasion of the death of a person
prescribed in subparagraph 15.6.3 below.
15.6.2 The employee
must notify the Director as soon as practicable of the intention to take
bereavement leave and will, if required by the Director, provide to the
satisfaction of the Director proof of death.
15.6.3 Bereavement
leave shall be available to the employee in respect to the death of a person
prescribed for the purposes of Personal/Carer’s Leave in section 15.1.3 (b)
above, provided that for the purposes of bereavement leave, the employee need
not have been responsible for the care of the person concerned.
15.6.4 An employee
shall not be entitled to bereavement leave under this clause during any period
in respect of which the employee has been granted other leave.
15.6.5 Bereavement
leave may be taken in conjunction with other leave available under paragraphs
15.2, 15.3, 15.4 and 15.5. In
determining such a request, the Director will give consideration to the
circumstances of the employee and the reasonable operational requirements of
the AMES.
16. Conditions Of
Employment — Casual Teachers
16.1 Recreation
Leave — No casual teacher shall receive recreation leave, as a component for
leave is included in the hourly rates.
16.2 Leave Loading —
16.2.1 A 400 hour
teacher shall be entitled to an annual leave loading calculated according to
the following formula:
Teaching
hours
17.5% x Hourly Rate x 80 x year
of service
16.2.2 A less than
400-hour teacher shall be entitled to an annual leave loading calculated
according to the above formula, provided that “teaching hours” shall be the
hours completed since the most recent start, notwithstanding course breaks.
16.2.3 Full-time
temporary service shall not be taken into account in determining entitlement to
annual leave loading.
16.3 Extended Leave
— A casual teacher shall not receive paid extended leave. Where, however, a casual teacher is
appointed to a permanent teaching position in AMES all periods of continuous
and regular casual teaching service in the AMES shall be counted as service for
the purpose of calculating extended leave entitlement. Where a casual teacher ceases employment
after ten or more years of regular engagements, an ex gratia payment in lieu of
extended leave, shall be made upon application by the teacher.
16.4 Sick Leave —
16.4.1 Pre 400 Hours —
A casual teacher who has:
(a) completed less
than 400 hours of paid duty in any teaching year; and
(b) worked four
successive weeks in the current period,
is eligible to take as paid sick leave 1/10 of the
continuous hours worked in the current engagement.
The maximum amount of paid leave in each teaching year is 80
hours. Unused hours are not credited to
the next year.
If service is not continuous, excluding course breaks, each
period of service becomes a separate accrual period for the purposes of sick
leave.
16.4.2 Post-400 Hours —
A casual teacher who has completed 400 hours of paid duty in any teaching year
is eligible to take as paid sick leave:
(a) 66 hours on
full pay; and
(b) six hours for
every 36 hours of duty completed in excess of 400; and
(c) any sick leave
already taken as a pre 400 hour teacher,
to a maximum of 132 hours in any teaching year.
At the commencement of each year, a 400 hour casual teacher
shall be credited with the unused sick leave accrued in the previous year.
16.4.3 General — There
is no paid sick leave in advance of accrual.
16.5 Family and
Community Services Leave —
16.5.1 there is no
entitlement to family and community services leave prior to completing 400
hours of paid duty in any teaching year.
On completing 400 hours of paid duty in any teaching year, a casual
teacher is eligible to apply for family and community services leave for
extraordinary and pressing absences on rostered working days.
16.5.2 Within a
teaching year, entitlement will accrue as follows:
400 - 531 hours of duty 6
hours leave
532 - 799 hours of duty 8
hours leave
800 + hours of duty 12
hours of leave
Unused credit shall not carry over from year to
another. Service shall not carry over
from one year to the next, for the purposes of determining entitlement.
16.6 Special Leave —
16.6.1 There is no
entitlement to special leave prior to completing 400 hours of paid duty in any
teaching year. On completing 400 hours
of paid duty in a teaching year, a casual teacher is eligible to apply for
special leave for absences of the nature of those listed below and which occur
on rostered working days:
(a) interpreting
in court;
(b) examination in
a course of study;
(c) graduation;
(d) State
emergencies;
(e) jury service;
(f) blood
donation (if not possible in own time); and
(g) any other
reason which in the opinion of the Director warrants the grant of special
leave.
16.6.2 Service shall
not carry over from one year to the next, for the purposes of determining
entitlement.
16.7 Maternity Leave
— Casual teachers ceasing duty for maternity reasons are entitled to resume
duty at their previous level of employment providing absence from duty is no
longer than 12 months and providing teaching hours are available. Casual teachers are not entitled to paid
maternity leave.
16.8 Leave Without
Pay — Casual teachers are not granted leave without pay.
16.9 Study Leave —
Casual teachers are not granted leave for study.
16.10 Non-engagement
on Attendance - Where a casual teacher reports for duty in a particular
engagement on any day on the basis of a request by an authorised officer and is
then advised that her/his services are not required, then the casual teacher
shall be entitled to payment for that engagement at the appropriate rate.
16.11 Payment —
16.11.1 A casual teacher shall attend and
be paid only for face-to-face teaching in one or more engagements.
16.11.2 Casual teachers who perform duty
after 5.30 pm or on a weekend shall be paid at the hourly rate of pay
appropriate to their classification and year of service.
16.12 Incremental
Progression - Subject to the provisions of subclause 16.3 of this clause, a
casual teacher on completing a year of service, irrespective of breaks in that
service, shall be entitled to progress to the next incremental step on the
common salary scale.
17. Recruitment
Procedures
17.1 The recruitment
procedures for teachers shall be as described in Schedule A of this award.
18. Professional
Development
18.1 AMES and the
Federation confirm a commitment to training and development for all teachers,
education and senior education officers. Teachers, education and senior
education officers recognise the importance of maintaining and updating their
skills. AMES recognises its obligations
to provide teachers, education and senior education officers with opportunities
to maintain and update their skills.
18.2 It is the aim
of AMES and the Federation that the teachers, education and senior education
officers of AMES shall be provided with opportunities for training and
development so that they will continue to form a highly skilled, competent and
committed workforce, experiencing job satisfaction and providing the highest
quality service.
18.3 In order to
develop their skills and to meet the aims and objectives of AMES, teachers,
education and senior education officers may be provided with the opportunity to
move between tasks and functions consistent with their classifications and
positions. Such opportunities shall be identified in consultation with
teachers, education and senior education officers having regard to the
professional and career development needs of individuals, target groups,
efficient organisation of work and personal considerations. This clause will
not over-ride the provisions of the agreed Transfer Policy.
18.4 AMES will
facilitate the professional development, skills enhancement and career
development opportunities of employees and improve effectiveness through a
range of activities.
19. Professional
Development/Appraisal Scheme
19.1 The
professional development/appraisal scheme for teachers shall be as described in
Schedule B of this award.
20. Ames Year
20.1 The AMES Year
means a period of 50 weeks, excluding the two-week period surrounding
Christmas/New Year, during which educational programs may be conducted.
20.2 Within the 50
weeks of operation, courses will be scheduled to maximise use of existing
accommodation and facilitate access for students.
20.3 In each
preceding year, operations managers will provide program managers with a plan
of courses appropriate to the region/program for the next academic year.
20.4 Teaching staff
may elect to accrue three weeks leave, provided that the operations manager can
accommodate their preference for leave within the pattern of courses planned
for the region/program. In the preceding year, teachers will provide advice on
their leave intentions for the following academic year.
20.5 The operation
of a leave year which commences 1 February and ends 31 January will not
preclude a teacher from undertaking teaching duties in accordance with the AMES
Year.
20.6 No teacher may
be directed to teach beyond eleven consecutive weeks without taking a course
break of at least one week.
20.7 Teachers who
elect to accrue leave within the leave year may do so for a maximum of four
years.
20.8 Employees may
not vary their election of leave within the leave year except in exceptional
circumstances and at the discretion of the Director.
20.9 Employees who
have not elected to accrue three weeks leave must exhaust all leave within the
current leave year except in exceptional circumstances and at the discretion of
the Director.
20.10 Employees who
elect to accrue three weeks leave per annum may only take the accrued leave in
course blocks or in configurations arranged on an agreed basis between the
teacher and the operations manager, taking account of the need to minimise
disruption to educational programs.
21. Transfer
Procedures
21.1 This procedure
provides for transfer of a teacher at the request of the teacher following
initial engagement by AMES.
21.2 Teachers may
apply at any time to transfer from a region/program to an equivalent vacancy in
terms of hours and category of employment at a different region/program.
21.3 The deployment
of teachers to a venue(s) within a region/program will be determined by the
operations manager following consultation with teachers.
21.4 A register of
transfer applications will be maintained for each region/program for each
category of employment being permanent teacher, full-time temporary teacher and
casual teacher. The register will be
published annually and a copy forwarded to each region/program.
21.5 Transfer
applications will be ranked according to date of receipt. Where two or more requests are received on
the same date ranking will be determined by length of AMES service.
21.6 Transfers of
eligible teachers will take place once each year on a nominated transfer date
prior to the nominal first course date in each year. At this date applications for transfer take precedence over
appointments/engagements. In filling
any remaining or subsequent full-time, temporary and casual vacancies,
preference of location will, where possible, be taken into account.
21.7 To be eligible
for transfer a teacher:
(a) who is
permanent must, at the transfer date, be on duty or on a form of approved
leave, provided that she/he has a right of return to her/his previous
region/program, and have completed two years service at her/his existing
region/program, provided further that such service may include service at a
teacher’s initial temporary placement;
(b) who is
non-permanent must, at the transfer date, be in employment with AMES or be on a
course break, provided that she/he was employed for the duration of the course
immediately preceding the course break.
21.8 A teacher who
is offered a transfer for which that teacher has applied shall be removed from
all transfer registers.
21.9 A transfer
application for a casual or full-time temporary vacancy will be deemed to have
lapsed and will be removed from the transfer register if the applicant has not
been employed by AMES during the preceding 12 months.
21.10 Non-permanent
teachers who wish to increase or decrease their hours of employment may apply
to do so at any time during the year. Such applications will not be considered
under this policy and will be dealt with on the basis of length of service as
vacancies arise.
21.11 Non-permanent
teaching vacancies in a region/program may cease to operate. In such cases the non-permanent teacher in
that region/program with the least AMES service will, subject to the
availability of a position, be offered an equivalent position at another
region/program. If possible, a teacher’s preference for location will be taken
into account. Where two or more
teachers so affected have expressed a preference for the same location, length
of service will be the determining factor.
21.12 An appeals panel
will be established to hear any appeals against transfer decision effected
pursuant to this Policy. Its membership
is to be five persons - two representatives of the Federation, two
representatives of AMES, and an independent convenor nominate by the Director
and acceptable to both parties.
21.13 The grounds for
appeal are:
(a) the transfer
has been made in contravention of the guidelines outlined in this policy;
(b) it is considered
that exceptional relevant circumstances can be demonstrated.
21.14 Transfers will
be published in the Staff Bulletin and appeals must be lodged within 20 working
days of the date of issue thereof.
22.
Anti-Discrimination
22.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations
Act 1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds
of race, sex, marital status, disability, homosexuality, transgender identity
and age.
22.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
22.3 Under the Anti-Discrimination Act 1977, it is
unlawful to victimise an employee because the employee has made or may make or
has been involved in a complaint of unlawful discrimination or harassment.
22.4 Nothing in this
clause is to be taken to effect:
22.4.1 any conduct or
act which is specifically exempted from anti-discrimination legislation;
22.4.2 offering or
providing junior rates of pay to persons under 21 years of age;
22.4.3 any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination
Act 1977;
22.4.4 a party to this
award from pursuing matters of unlawful discrimination in any State or federal
jurisdiction.
23. Dispute
Resolution Procedure
23.1 Subject to the
provisions of the Industrial Relations
Act 1996, should any dispute, question or difficulty about an industrial
matter arise then the following procedures shall apply:
23.1.1 Should any
dispute, question of difficulty arise as to matters occurring in a particular
workplace then the employees and/or the Federation workplace representative
will raise the matter with the appropriate supervisor as soon as practicable.
23.1.2 The supervisor
will discuss the matter with the employees and/or the Federation representative
within two working days of having been notified of a dispute with a view to
resolving the matter or by negotiating an agreed method and time frame for
proceeding.
23.1.3 Should the above
procedure be unsuccessful or in relation to matters where it is inappropriate,
the dispute will be referred to the Director, or to the Director’s nominee,
with a view to resolving the matter or negotiating an agreed method and time
frame for proceeding.
23.1.4 Should the above
procedure be unsuccessful in producing a resolution of the question, dispute or
difficulty, or should the matter be of a nature which involves multiple
workplaces, then the individual employees or the Federation may raise the issue
with the General Manager of Personnel with a view to resolving the matter or
negotiating an agreed method and time frame for proceeding.
23.2 Should the
above procedures not lead to a resolution then either party may make
application to the Industrial Relations Commission of New South Wales.
23.3 While the
Dispute Resolution Procedure is being followed, the status quo will remain. The
status quo is the situation which prevailed before the cause of the dispute.
23.4 Where the
subject of the dispute involves the Director or the Director’s nominee, the
matter may be referred to the General Manager of Personnel/Director-General as
appropriate.
24. Area Incidence
And Duration
24.1 This award
shall apply to all educational employees employed within the NSW Adult Migrant
English Service with the exception of those managers covered by the TAFE
Commission of New South Wales Institute Managers Award.
24.2 This award is
made following a review under section 19 of the Industrial Relations Act 1996
and replaces the NSW Adult Migrant English Crown Employees (Teachers,
Education Officers and Senior Education Officers) Consent Award 1996 published 16 May 1997 (298 I.G. 454)
and all variations thereof.
24.3 The award
published 16 May 1997 took effect from 19 November 1996.
24.4 The changes
made to the award pursuant to the Award Review pursuant to section 19(6) of the Industrial Relations Act 1996 and Principle 26 of the Principles for
Review of Awards made by the Industrial Relations Commission of New South Wales
on 18 December 1998 (308 I.G. 307) and take effect on 27 June 2000.
24.5 This award
remains in force until varied or rescinded, the period for which it was made
having already expired.
25. Leave Reserved
25.1 Leave is
reserved to the parties to apply as they may be advised in respect of the
following:
25.1.1 Casual teachers
in relation to incremental structure.
PART B
MONETARY RATES
Basic Wage for
Adults: $121.40 per week.
Annual Equivalent of
the Adult Basic Wage: $6,330.00
Table 1 — Salaries
|
|
|
|
|
Permanent
Teacher, Full-time Temporary Teacher, Education Officer
|
|
Date of award
|
19 November 1996
|
1 July 1997
|
1 July 1998
|
1 January 1999
|
|
1st
Salary Level
|
30,345
|
31,255
|
32,193
|
33,159
|
|
2nd
Salary Level
|
31,966
|
32,925
|
33,913
|
34,930
|
|
3rd
Salary Level
|
33,587
|
34,595
|
35,633
|
36,702
|
|
4th
Salary Level
|
35,209
|
36,265
|
37,353
|
38,474
|
|
5th
Salary Level
|
37,062
|
38,174
|
39,319
|
40,499
|
|
6th
Salary Level
|
38,684
|
39,845
|
41,040
|
42,271
|
|
7th
Salary Level
|
40,304
|
41,513
|
42,758
|
44,041
|
|
8th
Salary Level
|
41,926
|
43,184
|
44,480
|
45,814
|
|
9th
Salary Level
|
43,896
|
45,213
|
46,569
|
47,966
|
|
10th
Salary Level
|
45,980
|
47,359
|
48,780
|
50,243
|
|
(ii)
Salary Scale for Senior Education Officers
|
|
Senior
Education Officer
|
60,663
|
62,483
|
64,357
|
66,288
|
|
Class
(II)
|
|
|
|
|
|
Senior
Education Officer
|
|
|
|
|
|
Class
(I)
|
|
|
|
|
|
Year
1
|
51,700
|
53,251
|
54,849
|
56,494
|
|
Year
2
|
53,837
|
55,452
|
57,116
|
58,829
|
|
Year 3
|
55,974
|
57,653
|
59,383
|
61,164
|
|
|
|
|
|
|
|
|
Date of award
|
1 July 1997 (per
|
1
July 1998
|
1 January 1999
|
|
|
(per hour)
|
hour)
|
(per hour)
|
(per hour)
|
|
|
|
|
|
|
|
|
|
38.50
|
39.66
|
40.85
|
|
|
|
|
|
|
|
2nd
Salary Level
|
39.37
|
40.55
|
41.77
|
43.02
|
|
|
|
|
|
|
|
3rd
Salary Level
|
41.36
|
42.60
|
43.88
|
45.20
|
|
|
|
|
|
|
|
4th
Salary Level
|
43.36
|
44.65
|
45.99
|
47.37
|
|
|
|
|
|
|
|
5th
Salary Level
|
45.64
|
47.01
|
48.42
|
49.87
|
Table 2 — Other Rates
|
Item No
|
Clause No
|
Brief Description
|
Amount
|
|
|
|
|
$
|
|
1
|
5
|
Education
Officer
|
|
|
|
|
-
after 12 months on the
|
|
|
|
|
common
salary scale
|
$2,
201.00
|
|
|
|
|
|
|
|
|
-after a further 12 months
|
$2,
201.00
|
Schedule A — Recruitment Procedures
Recruitment procedures shall provide for a single interview
process based on essential criteria which reflect the nature of teaching
positions within AMES.
The following recruitment procedures shall apply.
AMES will, from time to time, call for applications for
teaching positions.
Applicants will be required to nominate their employment
preferences.
Successful applicants will be placed on rolling eligibility
lists for the categories of employment for which they applied.
Following each round of recruitment successful applicants
will be placed at the end of the eligibility lists.
When a position becomes available it will be offered from
the relevant eligibility list (i.e. full-time positions from the full-time
eligibility list and part-time positions from the part-time eligibility list)
to the first person on the eligibility list.
A person may apply in writing to the Director to be held on
the eligibility list as inactive for periods of up to 12 months for such
purposes as full-time study or maternity provision. Persons deemed to be inactive will retain their place on the
eligibility list but will not be offered a position during the approved period.
A person who declines an offer of a position for which
she/he has expressed a preference will be removed from that eligibility list.
Successful applicants who are seeking permanent appointment
and who accept non-permanent employment in either category will retain their
placement on the eligibility list for permanent appointment in either category.
All persons on the eligibility lists will be contacted
annually and required to confirm that they wish to be retained on the relevant
eligibility lists. Those who do not
confirm this within one calendar month will automatically be removed from the
list and advised accordingly.
Schedule B — Professional Development/Appraisal Scheme for
Teachers
Contents
Objectives
Underlying Principles
Monitoring Procedures
Review Procedures
Piloting Procedures
Reporting Procedures
Issues Relating to Confidentiality
Grievance Procedures
Overview of Scheme
Stage 1 – Newly Appointed Teachers
Stage 2 – Teachers-End of First Year of Service
Stage 3 – Teachers-More than One Year of Service
Guidelines on Course Design
Guidelines on Classroom Observation
Guidelines on Professional Responsibilities-Stage 1 and 2
Guidelines on Professional Responsibilities–Stage 3
Attachments
Reporting Form Stages
1 and 2
Reporting Form Stage
3
Underlying Principles:
The NSW AMES Professional Development/Appraisal Scheme for
Teachers will:
Reflect organisational goals and priorities which seek to
meet students’ needs
Allow for teachers to have ongoing input into the
development of organisational goals and priorities
Be based on clearly defined objectives
Be the collaborative responsibility of teachers and
management
Be equitable with all those involved having a clear idea of
the intent, nature and potential outcomes of the process
Be an integral part of the teaching/learning process and
involve feedback from students
Relate to teachers’ professional development needs and
stages in their career
Relate to teachers’ duties
Be regularly reviewed to maintain its effectiveness and
relevance
Be supported by the employer and the Federation
Monitoring Procedures:
Teachers will have the opportunity to discuss professional
issues on an ongoing basis through:
Informal feedback/discussions with other staff
Individual interviews with program managers/advisers
Support or co-teaching arrangements
Program Band Meetings
Staff Meetings
Local Staff Development Activities
Central Staff Development Activities
Participation in Working Groups, Reference Groups, Interest
Groups etc.
Review Procedures:
1. The AMES
Professional Development/Appraisal Scheme for teachers establishes formal
channels of communication and feedback between teachers, curriculum advisers
and program managers.
2. All teachers
will have regular reviews with advisers in order to maintain and improve
teaching practice by:
Providing feedback on course planning, classroom practice
and other professional responsibilities
Discussing staff development needs/evaluations/plans;
Discussing career development opportunities.
3. Review
procedures will vary for:
(a) Teachers in
their first year:
This process informs teachers’ eligibility for employment or
confirmation of permanent employment.
(b) Teachers with
more than one year of service.
4. Classroom
observation may be carried out following the guidelines for stage 2 if:
(i) the
operations manager has ongoing concerns about a teachers classroom practice;
(ii) the teacher and
adviser agree as part of a collaborative, negotiated process.
5. Advisers
participating in the scheme may include operations managers, Assistant
Principals, Curriculum Teachers, Advanced Skills or experienced teachers. The
regional pool of advisers will contain at least 50% practising teachers.
6. Advisers will
be regularly trained in all aspects of the Professional Development/Appraisal
Scheme. Teachers will be selected and
prioritised for training from expressions of interest. This selection will be carried out by the
Operations Manager and a Federation representative on the basis of agreed
selection criteria.
Pilot Procedures:
The scheme to be piloted in four regions (one per Division)
during 1992. All participants to give
feedback to the Professional Development/Appraisal Committee (via a
questionnaire) on the following:
Consultations with advisers;
Reporting procedures;
Issues/recommendations.
Reporting Procedures
Reporting procedures will include:
(a) Feedback from
advisers on course design, professional responsibilities and classroom
observation (if applicable).
(b) Feedback from
teachers on professional development needs/recommendations. Teacher’s feed-back to be incorporated by
the Operations Manager in Regional Planning.
(c) An agreed
Action Plan between teacher and adviser.
Issues Related to Confidentiality:
The teacher will sign and receive a copy of all
documentation.
The adviser’s report to be submitted to the operations
manager.
All reports to remain confidential and not to be placed on
personal files.
Grievance Procedures:
In the event of any grievance over the process of the review
or content of a Professional Development/Appraisal Report, the matter will be
dealt with through agreed grievance handling procedures.
Stage 1 — Newly Appointed Teachers: 8–12 Weeks of Service
Purpose
To inform newly appointed teachers of:
– teaching
responsibilities and arrangements.
– professional
development and career opportunities.
To assist newly appointed teachers to assess and reflect on
their practice and progress.
To discuss newly appointed teachers’ staff development
needs.
To formulate an Action Plan with newly appointed teacher re:
teaching practice and professional development .
Guidelines for Advisers
Newly appointed teachers become eligible for review between
8 and 12 weeks of service. The staffing
officer will notify the Operations Manager when this is due.
Step 1 — Preparation
The adviser will meet with the teacher at least two weeks
prior to an interview and classroom observation to discuss the following:
Purpose of the scheme.
Documentation requirements and guidelines of the
scheme. Teachers will have access to
reporting documents.
Dates for step 2 and 3.
Step 2 — Discussion of Course Design and Other Duties
The purpose of this discussion is to give teachers initial
feedback on their course outlines and to discuss their responsibilities in relation
to course design and other professional responsibilities. Feedback to follow
guidelines on course design and professional responsibilities (stage ½).
Step 3 — Classroom Observation
The adviser to meet with the teacher prior to the classroom
observation to discuss lesson objectives and details relating to the
observation. The observation should be
for a minimum period of one hour.
Adviser to follow guidelines on classroom observation
Step 4 — Feedback on Classroom Observation and Formulation
of Action Plan
Following the classroom observation the adviser will meet
with the teacher and give feedback following the guidelines on classroom
observation.
The adviser to also discuss the teacher’s staff development
needs/plans and give career development advice where appropriate. The adviser
to then develop with the teacher an Action Plan re: teaching practice and
professional development.
Stage 2 Confirmation of Employment Teachers: End of First Year of Service
Purpose
To assess teachers’ eligibility for employment or
confirmation of appointment
To provide teachers with feedback on course planning and
classroom practice.
To discuss teachers’ staff development needs and career
opportunities.
To formulate a Professional Development Action Plan with
teachers
Guidelines for Advisers
Teachers become eligible for assessment for confirmation of
employment towards the end of their first year of service. The staffing officer will notify Operations
Managers when this is due.
Step 1 — Preparation
The adviser to meet with the teacher at least two weeks
prior to an interview and classroom observation to discuss the following:
Purpose of the scheme
Documentation requirements and guidelines of the
scheme. Teachers to have access to
reporting documents.
Dates for step 2 and 3.
Step 2 — Discussion of Teacher’s Action Plan, Course Design
and Other Professional Responsibilities
The purpose of this discussion is to review the teacher’s
previous Action Plan and to give feedback on their course outlines and other
professional responsibilities. Feedback
should follow guidelines on course design and professional responsibilities stage ½.
Step 3 — Classroom Observation
The adviser to meet with the teacher prior to the classroom
observation to discuss lesson objectives and details relating to the
observation. The observation to be for
a minimum period of one hour. The
adviser to follow Guidelines on classroom observation.
Step 4 — Feedback on Classroom Observation and Formulation
of Action Plan
The adviser to give feedback on the following:
The classroom observation — in relation to course design
Other professional responsibilities.
The adviser to also discuss the teacher’s staff development
needs/plans and give career development advice where appropriate.
The adviser to then develop with the teacher an Action Plan
re: teaching practice and professional development.
Step 5 — Recommendation for Confirmation of Employment
The adviser and teacher will then complete the professional
development appraisal form and submit this to the operations manager. The teacher to sign and receive a copy of
the report.
If as a result of the review, confirmation of appointment is
not recommended, a teacher may request a second review. This review may be with a different adviser.
The second review must be completed within three to six months.
Stage 3 Teachers: More Than One Year of Service
Purpose
To assess teachers’ eligibility for confirmation of
permanent employment where necessary.
To assist teachers to reflect on their teaching practice.
To discuss teachers’ staff development needs and career
opportunities.
To formulate an Action Plan for professional and career
development.
Guidelines for
Advisers
After their first year of service, teachers will be reviewed
annually until they reach the top of the incremental pay scale. Reviews will then be conducted every three
years unless requested earlier by operations manager or teacher. The staffing officer will notify operations
managers when a review is due. The review
should be conducted within six months of notification.
Step 1 — Preparation
The adviser to meet with the teacher at least two weeks
prior to the interview to discuss the following:
Purpose of the scheme.
Documentation requirements and guidelines of the scheme.
Teachers should have access to reporting documents.
Date for step 2.
Step 2 — Discussion of Course Design and Other Professional
Responsibilities
The purpose of this meeting is to:
discuss and provide feedback on course planning
discuss and provide feedback on other professional
responsibilities (see guidelines on professional responsibilities stage 3)
discuss the teacher’s staff development
needs/evaluations/plans.
give career development advice where appropriate.
formulate an Action Plan.
The Teacher may request a classroom observation at this
stage and a date should be arranged.
Step 3 — Classroom Observation (If Requested)
The adviser to meet with the teacher prior to the classroom
observation to discuss lesson objectives and details relating to the
observation. The observation should be
for a minimum period of one hour.
Adviser to follow guidelines on classroom observation.
Step 4 — Documentation Follow up
Once the Professional Development/Appraisal form has been
completed and signed by the teacher and adviser it should be submitted to the
operations manager.
In case of dispute, the operations manager and/or teacher
can request another review. The teacher
has the right to nominate another adviser for the review.
All documentation is to remain strictly confidential.
Guidelines on Course Design
In giving feedback to teachers on the course design process,
adviser should address the following:
Class profile (in relation to Learner Pathways Framework)
Students goals
Students needs
Specific learning objectives
Content and Methodology
Materials and Resources
Classroom and related activities
Assessment of students’ progress
Evaluation
Guidelines on Classroom Observation
In giving feedback to teachers on classroom observation,
advisers should address the following:
Place of lesson in overall course design
Lesson objectives and plan
Methodology and classroom activities
Appropriate use and selection of materials
Classroom management
Evaluation (including achievement of lesson objectives.
Guidelines on Professional Responsibilities — Stage 1 and 2
The following duties and responsibilities should be
discussed with newly appointed teachers by their advisers and feedback given
where appropriate.
Submission of Course Outlines
Submission of Course Reports
Maintenance of Rolls, Post LA Reports etc.
Assessment and Placement of Students
Industry/community liaison as required
Attendance and participation in staff meetings, local staff
development sessions, program band meetings
Demonstrated knowledge and sensitivity to cross cultural
communication
Participation and cooperation with aims and objectives of
Regional Plan
Other specified duties
Guidelines on Professional Responsibilities — Stage 3
The following responsibilities should be discussed by
teachers and advisers during a Stage 3 Assessment. Feedback should be given by Advisers where appropriate.
Management of Course Data (eg. Rolls, Post LA)
Assessment and Placement of Students
Industry/Community liaison (as required)
Role of teacher in Regional professional development forums
(e.g. staff development activities, staff meetings and program band meetings
Role of teacher in providing assistance and curriculum
advice/leadership to new, inexperienced teachers and/or other colleagues in
Region
Participation and cooperation with aims and objectives of
Regional Plan
Development of particular expertise/skill areas and/or other
professional interest areas.
Demonstrated knowledge and sensitivity to cross cultural
communication.
Teachers responsibilities in updating professional knowledge
and skills.
Reporting Form
Teacher’s Name:
Position: Serial
No.:
Region:
Type of Review:
Stage
3 — Teacher
(More than 1 year of
service)
Adviser:
Operations manager:
Signed
Teacher: Date
Adviser Date
Operations manager: Date
Comments From Adviser
1. Course Design
2. Professional
Responsibilities
Feedback From Teacher
1. Local Staff
Development Activities
2. Central Staff
Development Activities
3. General
Recommendations/Comments
Feedback From Adviser
1. Course Design
2. Professional
Responsibilities
3. Classroom
Observation (if applicable)
4. General
Comments
5. Classroom
Observation
6. Recommendation
for confirmation of employment
Yes No
7. Comment
8. Teacher’s
Comment
Reporting Form
Teacher’s Name:
Position: Serial
No.:
Region:
Type of Review ? Stage 3 - Teacher
(More than 1
year of Service)
Stage 3 -
Confirmation of permanent employment
Adviser
Operations Manager:
Signed
Teacher Date
Adviser Date
Operations Manager Date
Individual Professional Development Plan
Agreed
action in relation to teaching practice and professional development.
Strategies Action
Required Who Date
APPENDIX A
Award and Variations Incorporated
|
|
|
|
|
|
|
Award
|
Award/Variation
|
Date of
|
Date of taking
|
Industrial
|
|
|
Serial No.
|
Publication
|
Effect
|
Gazette
|
|
|
|
|
|
Vol.
|
Page
|
|
|
|
|
|
|
|
|
NSW Adult Migrant
|
B5417
|
16
May 1997
|
19
November 1996
|
298
|
454
|
|
English Crown
|
|
|
|
|
|
|
Employees
|
|
|
|
|
|
|
(Teachers,
|
|
|
|
|
|
|
Education Officers
|
|
|
|
|
|
|
and Senior
|
|
|
|
|
|
|
Education Officers)
|
|
|
|
|
|
|
Consent
Award 1996
|
|
|
|
|
|
APPENDIX B
Changes Made on Review
Date of Effect: 27 June 2000
(1) Provisions Modified:
|
|
|
|
|
Award
|
Clause
|
Previous Form of Clause
|
|
|
|
Last Published at:
|
|
|
|
IG Vol.
|
Page
|
|
|
|
|
|
|
NSW Adult Migrant English
|
1. Arrangement
|
298
|
454
|
|
Crown Employees (Teachers,
|
|
|
|
|
Education Officers and Senior
|
|
|
|
|
Education Officers) Consent
|
|
|
|
|
Award 1996
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
4.4 Dictionary
|
298
|
456
|
|
|
|
|
|
|
|
4.6 Dictionary
|
298
|
456
|
|
|
|
|
|
|
|
4.16 Dictionary
|
298
|
457
|
|
|
|
|
|
|
|
4.18 Dictionary
|
298
|
457
|
|
|
|
|
|
|
|
5.1 Salaries
|
298
|
457
|
|
|
|
|
|
|
|
10. Part-time Work
|
298
|
459
|
|
|
|
|
|
|
|
11. Hours of Duty
|
298
|
459
|
|
|
|
|
|
|
|
12. Workers with Family
|
298
|
461
|
|
|
Responsibilities
|
|
|
|
|
|
|
|
|
|
23. Dispute Resolution
|
298
|
469
|
|
|
Procedure
|
|
|
|
|
|
|
|
|
|
Schedule A - Recruitment
|
298
|
472
|
|
|
procedures
|
|
|
|
|
|
|
|
|
|
Schedule B - Professional
|
298
|
474
|
|
|
Development/Appraisal
|
|
|
|
|
Scheme
|
|
|
|
|
|
|
|
|
|
New clause - Family and
|
N/A
|
|
|
|
Community Service
|
|
|
|
|
Leave
|
|
|
|
|
|
|
|
|
|
New clause -
|
N/A
|
|
|
|
Personal/Carer’s
Leave
|
|
|
|
|
|
|
|
|
|
New clause - Anti-
|
N/A
|
|
|
|
discrimination
|
|
|
(2) Provisions Removed:
|
|
|
|
|
Award
|
Clause
|
Previous Form of Clause
|
|
|
|
Last Published at:
|
|
|
|
IG Vol.
|
Page
|
|
|
|
|
|
|
NSW Adult Migrant English
Crown
|
2. Basic Wage
|
298
|
455
|
|
Employees (Teachers, Education
|
|
|
|
|
Officers and Senior Education
|
|
|
|
|
Officers) Consent Award 1996
|
|
|
|
|
|
|
|
|
|
|
3. Further Claims
|
298
|
456
|
|
|
|
|
|
|
|
10.3, 10.3.1 Part-time Work
|
298
|
459
|
|
|
|
|
|
|
|
11.1, 11.2 Hours of Duty
|
298
|
460
|
|
|
|
|
|
|
|
20. Occupational Health and
|
298
|
466
|
|
|
Safety
|
|
|
|
|
|
|
|
|
|
22.15, 22.15.1 Transfer
|
298
|
469
|
|
|
Procedures
|
|
|
|
|
|
|
|
|
|
24. Negotiating the Next
|
298
|
470
|
|
|
Award
|
|
|
(3) Rescinded Obsolete Awards Related to this Review: Nil
J. N. REDMAN,
Commissioner.
Printed by the authority of the Industrial Registrar.