There was a time, in the very recent past, when numerous school employees might attend end-of-year school social functions not knowing whether they should be saying, “see you next year” or “goodbye”.
An offer of successive temporary contracts year-on-year was not uncommon for many employees, especially teacher’s aides and other support staff.
Workers adversely impacted by insecure work were disproportionately female.
Why secure work matters
The union movement has been campaigning for secure work for decades.
It is critical for working people to have a consistent and predictable income to provide them with financial stability, reduce stress and improve overall wellbeing.
During the first term of the Albanese government, the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 was passed.
Among other things, this legislation placed limits on the use of fixed-term (temporary) contracts. It promoted job security.
From 6 December 2023, new rules applied for engaging employees on fixed-term contracts and how these contracts can be used.
A fixed-term contract cannot be for longer than two years. This includes an extension or renewal of the initial contract.
A fixed-term contract cannot be renewed more than once. While there are some exceptions around to whom these rules apply, these reforms have seen thousands of workers across the country move from insecure work into permanent employment.
IEU takes action
The IEU recently became aware of several support staff employed by Catholic Schools Broken Bay (CSBB) who were still on rolling fixed-term contracts.
The IEU contacted the diocese and in recent discussions it was established that 97 employees on temporary contracts had an entitlement to permanency.
Revised contracts are now being issued. A further 49 employees who did not have an entitlement to permanency (as they had not yet worked for two years), have been offered permanent contracts by CSBB.
CSBB also advised the IEU that other staff on temporary contracts are having their contracts reviewed to determine eligibility for conversion to permanency.
Over the past three months, CSBB has also consulted with the IEU on the restructuring of Coordinator positions in five secondary schools in line with Clause 18.10 of the Broken Bay Enterprise Agreement 2024.
Until now, these level two and level three Coordinators would theoretically need to reapply for their leadership positions every three years or so.
This process has seen dozens of Coordinators being offered permanent contracts across the diocese, ordinarily with improved salaries.
Consultation with the diocese has just commenced in respect of MacKillop Catholic College, Warnervale.
Reps and members should encourage colleagues on temporary contracts to contact the IEU.