Independent bargaining report: Bargaining wins, big and small
At the table
VICTORIA
Following a historic ‘no’ vote, the return to the bargaining table yielded positive improvements at Camberwell Girls' Grammar School – with the subsequent draft Agreement containing scheduled class time limits, a reduction of extras, and improvements to cocurricular expectations. The staff endorsed the second draft, and the Agreement is now awaiting approval.
Bargaining at Preshil is nearing conclusion, with negotiations continuing around salaries and incremental progression during parental leave. The current salary offer is 3% for this year backdated to February, 3% in 2025 (with a further 5% at the top of the teacher scale to fix a long-term discrepancy), 3% in 2026 and 4% in 2027. There is a commitment If government school salaries exceed these rates, discussions will begin immediately with staff to ensure members are not left behind. Most other entitlements will increase to align with the VGSA, except for 30+8 and TIL. Members will meet shortly to determine whether they endorse the deal.
Bargaining at St Margaret’s and Berwick Grammar School has begun. The member log of claims was presented at the first meeting, and the employer has since responded. Members are pleased with the increase to the camp allowance, extending it to both national and overseas camps. Members are also firm on securing scheduled class time and other workload items in their Agreement.
Negotiations at Fintona Girls' School continue, with the employer proposing a four-year deal offering an average 15% increase over the first three years with the final year's increase negotiated in the third year. The employer has declined the claims to review the positions of responsibility structure and to allow staff to leave the site when they have no scheduled duties. Talks will continue.
Bargaining has commenced at Kilvington Grammar School with the member log of claims and employer response both tabled.
The Lauriston Girls' School Agreement is awaiting FWC approval after receiving majority employee support.
Employees at Berry Street Education and Training voted no to the proposed Agreement. IEU has joined the ASU and HWU in negotiations, aiming for a second vote early next year.
Out of 205 employees across six Seventh Day Adventist Schools, 79% voted in favour of the new Agreement. The IEU collaborated with 21 bargaining representatives to negotiate improved salary and conditions. The Agreement is now awaiting FWC approval.
Bargaining at Plenty Valley Christian College is nearly complete, with only a few claims left to discuss. The primary focus has been on improving workload conditions. To achieve this, teaching staff have accepted a smaller pay increase, though coming from a starting point of almost 5% above VGSA rates. In return, they’ve negotiated reduced face-to-face hours, the right to be absent from the workplace, and limits on meeting frequency and duration. General staff will receive a 3% increase. Other improvements include an enhanced redundancy scale, additional payment and time off for camps, better remission fees, and improved long service leave conditions. Negotiations will hopefully conclude this year.
Bargaining continues at St John’s College, where general staff are now included in a new Agreement. There is a reduction in attendance days from 205 to 195, flexible leave options, an improved redundancy scale, 16 weeks of parental leave, and three weeks of partner leave. Personal leave will be credited at the start of the year, and new clauses on Delegate Rights and the Right to Disconnect will be added. The team is awaiting the employer’s salary offer.
Ballarat Christian College members held concerns about their employer’s draft Agreement due to unaddressed concerns about teacher workloads and a lack of incremental progression for general staff. However, 68% of voting staff supported the Agreement, which is now awaiting FWC approval. The Agreement includes an 11% salary increase over four years.
Bargaining has begun at Melbourne Montessori School, with some favourable responses from the employer, particularly on pay. The initial offer is 2% above VGSA rates, with an additional increase if enrolment targets are met. Members have met to review the employer’s responses, and a survey will be conducted to gather feedback on the proposal.
Negotiations have started for the next Woodleigh School Agreement. The member log of claims, focused on workload reduction measures, has been presented and bargaining reps are awaiting the employer’s response.
After the historic ‘no’ vote at Kardinia International College, the employer has proposed a 15% salary increase delivered over three years. Agreements have been reached on special paid maternity leave and limiting secondary teachers to a maximum of 18.5 hours of weekly face-to-face teaching, including extras. Improvements to the Consultative Committee include a commitment to discuss workload, policies, strategic planning, operations, and teaching. Discussions are ongoing regarding flexible work arrangements, part-time employment, and co-curricular contributions.
Negotiations at Westbourne Grammar School have been challenging, with the employer notified about good faith bargaining requirements. Following additional meetings, the employer proposed a 10% salary increase (including positions of responsibility), five days of compassionate leave per occasion, single-day access to Long Service Leave, and increased camp allowances. However, the employer declined to negotiate on including workload terms in the Agreement and has proceeded to a vote. A member survey shows 92% plan to vote no, and IEU members intend to campaign for their colleagues to reject this draft Agreement.
In ongoing negotiations at Braemar College, the employer proposed a 1.5% pay rise, which 86% of members rejected. The bargaining team is pushing for an improved offer. The employer has resisted reducing the 30+ annual extras for teachers and including a definition of face-to-face teaching in the Agreement. However, parity with the VGSA has been reached on parental and domestic violence leave.
The Monash Foundation Year Agreement has been voted up with a 97% yes vote. Gender affirmation leave has been included for only the second time in an IEU-negotiated Agreement. Members were happy with the 6% salary increase being delivered immediately, followed by 2% in January 2025, 2% in July 2025 and a further 4% in July 2026. The Agreement is at the FWC awaiting approval.
Preparations for the next St Mary's Coptic Orthodox College Agreement are underway with members meeting with the IEU to develop the log of claims.
Negotiations are ongoing for the Toorak College Agreement. The employer is yet to make a salary offer and has reneged on a commitment to review the classification structure for operations staff. Improvements to family and domestic violence leave, consultative committee provisions and parental leave have been secured.
Bargaining is underway for a first-time Agreement at Mt Hira. The member claim was for the Agreement to cover all staff, however, the employer would only agree to including teachers and assistants.
The employee Log of Claims for Yarra Valley Grammar School general staff and teacher Agreements has been presented. Members prioritise a single comprehensive Agreement for all staff, but the employer has rejected this. The proposed salary offer is an 11% increase over three years, and negotiations on workload claims are ongoing.
Bargaining has concluded at Kilvington Grammar School with in-principle agreement being reached. Drafting is underway, and the vote will occur prior to the end of the year.
TASMANIA
Bargaining for the Launceston Christian School general staff Agreement is progressing well, with only three of 24 claims unresolved. Members remain firm on refunds for vulnerable people checks for education support staff, removing junior wages, and including arbitration in the dispute resolution clause. So far, members have secured 16 wins, covering salary, progression clarity, and improvements to four leave provisions.
Negotiations are ongoing in six Tasmanian Independent Christian Schools for a new teachers’ Agreement, with salary and face-to-face teaching time as key issues. Although covered by a Multi-Enterprise Agreement (MEA), each school negotiates separately, complicating union efforts. Schools argue they cannot set a unified face-to-face teaching time in the MEA due to differing needs.
In December 2023, a memorandum of understanding secured a competitive salary increase and six months' backpay for all Eastside Lutheran College staff, with bargaining postponed until mid-2024. In Term 2, the employer issued the Notice of Employee Representational Rights (NERR). The IEU then surveyed members to create a log of claims, aligning with outcomes in Lutheran Education in Victoria while addressing ELC members’ specific needs. The employer appears open to addressing key issues, including salary progression regardless of FTE, a camp allowance increase to $100 per night, inclusion of face-to-face teaching hours, and salary parity with Department of Education rates.