Revised standard employment contracts and the staff code of conduct are now available. For more information, assistance or specific advice, please contact a member of the workplace management team via email or (02) 9299 2845. The computers on this page help schools calculate the corresponding leave fees for staff. AISNSW has compiled a list of frequently asked questions to help schools work. Click here for the pay scales. Salary Increases Support and operational staff receive a 2.5% pay increase for each MEA year. Some employees receive slightly higher increases – Levels 2 and 3 of maintenance and basic staff, and some child care staff classifications. The UNION considers that the increase in wages is a good result for members in the current economic context of low inflation. BACKPAY The teacher-MEA expressly provides that the difference between the phrase MEA 2017 and the actual rate that the teacher actually receives during this period (i.e. the additional payment) must be paid as soon as possible after the start of the new MEA. Although support staff are not as specific, they indicate that the 2.5% salary increase will apply from February 1, 2017, and we hope that schools will not treat support staff with less generosity than teachers in terms of additional payment.
ORDINARY HOURS AND SHIFT PENALTIES The Union thanks members for their patience in having the indulgence of the agreements. The aisnsW Employment Relations Team has assembled a series of documents and resources to help schools. Click here for pay scales. SALARY INCREASES In 2017, teachers received an increase of 2.3%, followed by an increase of 2.5% in 2018, 2019 and 2020. The UNION considers that the increase in wages is a good result for members in the current economic context of low inflation. BACKPAY The 2.3% pay increase begins at the beginning of the first pay period after February 1, 2017. The teachers` MEA expressly provides, in Article 5, point (d), on S9, that the difference between the 2017 mea rate and the rate actually received by the teacher during this period (i.e. the additional payment) must be paid as soon as possible after the start of the new MEA. PERSONAL/CARER`S LEAVE The new rules on personal/facilitator leave for teachers will begin in early 2017, with a single credit of 15 days off and a gradual delimitation of 15 days per year, with no limit (see paragraphs 12.1 b) and c) of the MEA for transitional arrangements).
A special one-day leave per year will now also be available to fulfill a planned family obligation where the time is beyond the teacher`s control. New, more flexible rules apply to disease detection – no evidence is required for the first three days of personal/nurse leave in a calendar year. In the event of absence after the first three days, a teacher may not be required, in the event of bodily harm or illness, to present a medical certificate for the absence of two consecutive days or more; however, in the event of absence due to personal emergency or domestic violence, the teacher must present evidence for each day of absence. SENIOR TEACHER 1 Modern AwardsIn 2010, the Modern Awards replaced the old awards with lean and withdrawn conditions. Modern prices are not as comprehensive as the old awards, and although some conditions have been maintained, some have inevitably been lost. If your school does not have a collective agreement for you, your terms and conditions will be set by the corresponding Modern Prize. These are well below industrial standards and constitute only an absolute minimum, which is designed only as a “safety net” to prevent exploitation. For more information, check down the left. AISNSW advises and supports member schools on a wide range of labour and employment relations issues. In the menu below, you`ll find important information on the many facets of good employment practices, including resource tools and other materials that will help schools fulfill their obligations as employers.