2024 in review: Tasmania - a busy year in all sectors

While the Catholic campaign demanded plenty of attention, other schools from Smithton to Geeveston also interacted with the union in 2024.

Workload pressure and burnout were unfortunately major topics in both Catholic and independent sectors. Union staff were alarmed by a sharp increase in the number of members considering compensation claims due to stress.

Reportable conduct scheme

The introduction of a Reportable Conduct Scheme in Tasmania saw an increase in the number of investigations involving union members. The experience with the RCS in Victoria has been disastrous for many individuals, and while the Tasmanian scheme is not identical, it is to be hoped that the clumsy overkill of the mainland scheme is not repeated.

Early signs are not encouraging, with some employers failing to properly assess allegations before putting them into the process, sometimes subjecting blameless staff to a harrowing, lengthy and unnecessary ordeal.

Reportable conduct schemes should be focused on the safety and wellbeing of children and young people while maintaining procedural fairness for the accused. As IEU Deputy General Secretary Kylie Busk said at the start of the year, workplace concerns must be addressed by ‘efficient, procedurally fair and supportive processes’.

Clause 10 proceedings in Catholic schools

In 2024, there were more Clause 10 cases and a concerning increase in the number of staff being stood down in Catholic schools. Clause 10 is the performance and conduct element of the Tasmanian Catholic Enterprise Agreement. The first step of the Clause 10 process is meant to be an informal meeting where there is a discussion of the concerns being raised and agreement on measures to resolve the concerns can be reached.

However, in many instances, our members are being called to a meeting, stood down from teaching and kept in the dark about the allegations affecting them. Sometimes, it can be a week before the issues are outlined to the member.

In the meantime, they are told not to speak to anyone in the school community and their work email account is suspended. All too often, only vague information is then provided before an official meeting and an investigation.

Too often the Clause 10 process is isolating, doesn’t allow the staff member the ability to respond to allegations and operates as if they are ‘guilty until proven innocent’. It is having a negative effect on educators who have often done nothing wrong.

The union is examining whether bypassing the informal first meeting in Clause 10 cases can benefit accused members by providing them with details of the claims against them more quickly. Staff members caught without union membership when undergoing this process are at a significant disadvantage.

Independent sector

This was a more unsettled year in the independent sector, with many schools undergoing major change processes. Leadership reviews and restructures have led to redundancies and senior personnel departing several schools. This is concerning if it is a cost-cutting measure, because extra workload falls on remaining staff, or tasks previously undertaken by the departed staff ‘fall through the cracks’, putting extra stress on others.

New Organiser

Abbey Butler joined the Tasmanian branch this year and made an immediate impact, with her engagement on the Tasmanian Catholic campaign particularly effective. Abbey soon found there was never a quiet moment in her new role, with schools and members spread so far and wide and so many topics to grapple with.

The Archbishop’s letter

As if the strain of a prolonged negotiation on a new Agreement was not enough, goodwill in Tasmanian Catholic schools was further strained in May when a bizarre letter from Archbishop of Hobart Julian Porteous circulated to families with children enrolled in Tasmanian Catholic education.

IEU members expressed their outrage at the letter, which criticised legal abortion access, transgender rights, voluntary assisted dying, euthanasia and same sex marriage.

IEU Victoria Tasmania General Secretary David Brear said the letter was ‘out of step with the broader Catholic community’. He said members had logged complaints about the letter with the Archbishop’s office, numerous members in schools had refused to distribute the letter, and there were many others who had said they are ‘disappointed, hurt and upset by the views expressed in the letter’.

‘Making statements like these is not the way to build a resilient and diverse Catholic education sector in Tasmania. We are extremely concerned for the wellbeing of staff, students and families who as a result of this letter have been made to feel less welcome in our school communities.

‘The IEU supports legislative change which will make schools and workplaces more inclusive and increase protections for LGBTIQA+ students and staff who have every right to participate in the workplace and in education. There are of course current laws already in place which protect staff, and the IEU will defend any members who are unlawfully discriminated against.’

May Day March

As always, the IEU was well represented at the annual May Day festivities, which celebrate the many things that the union movement has done to help the working lives of Tasmanians. After the parade, there was a street party with activities for kids and adults including a free BBQ and drinks, games, face painting, balloon art, and an animal show.

The union encouraged groups from workplaces to participate, as informal gatherings like this offer a unique opportunity to bond and reinforce collective values.