DEPARTMENT OF EDUCATION AND TRAINING
A SUMMARY AND QUICK GUIDE TO
CONDITIONS OF
EMPLOYMENT
FOR TEACHERS AND EDUCATORS
IN NORTHERN TERRITORY
GOVERNMENT SCHOOLS
January 2012 Edition
CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
Table of Contents
INTRODUCTION: ............................................................................................................................................ 4
OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT .............................................................. 5
DEPARTMENT OF BUSINESS AND EMPLOYMENT.................................................................................... 5
DEPARTMENT OF EDUCATION AND TRAINING ......................................................................................... 5
1.
SALARIES (DBE) ............................................................................................................................... 6
2.
RATES OF PAY (DET) ....................................................................................................................... 6
2.1. Rates of Pay - Classroom Teacher and Senior College Teacher ...................................................... 6
2.2. Rates of Pay - other classifications. ................................................................................................... 7
3.
RAPID INCREMENTAL PROGRESSION OF SALARY (DET) .......................................................... 8
4.
ASSISTANT TEACHER CLASSIFICATION (DET) ............................................................................ 9
5.
SPECIALIST TEACHER CLASSIFICATION (DET) ........................................................................... 9
6.
NON-CONTRACT PRINCIPAL CLASSIFICATION (DET) ................................................................. 9
7.
HIGHLY ACCOMPLISHED AND LEAD TEACHER SCHEME (DET) ................................................ 9
8.
PROBATION (DET) .......................................................................................................................... 10
9.
SURVIVING AND THRIVING WORKSHOPS (DET) ....................................................................... 10
10.
SCHOOL TERMS AND PROFESSIONAL DEVELOPMENT DAYS (DET) ..................................... 10
11.
EXPENSES FOR TRAVEL, TRANSIT ACCOMMODATION, REMOVALS AND STORAGE FOR
NEW RECRUITS AND TRANSFEREES (DET). ........................................................................................... 10
11.1. Relocation Allowance ....................................................................................................................... 11
11.2. Travel and transit accommodation expenses ................................................................................... 11
11.2.1.
Entitlement ...................................................................................................................... 11
11.2.2.
Insurance Liability ........................................................................................................... 11
11.2.3.
Travel by air..................................................................................................................... 11
11.2.4.
Travel by road ................................................................................................................. 11
11.2.5.
Transit accommodation. .................................................................................................. 12
11.2.6.
Removal of personal effects expenses ........................................................................... 12
11.2.7.
Storage of personal effects expenses ............................................................................. 12
11.2.8.
Temporary teachers ........................................................................................................ 13
12.
PRIORITY TRANSFERS FROM REMOTE TO URBAN SCHOOLS (DET) .................................... 13
13.
TEMPORARY TEACHERS – PAYMENTS FOR PERIODS OF STAND DOWN (DBE).................. 13
14.
ALLOWANCES (DBE) ...................................................................................................................... 14
14.1. Northern Territory Allowance (DBE) ................................................................................................. 14
14.2. Teaching allowances ........................................................................................................................ 14
14.3. Special Schools Allowance............................................................................................................... 15
14.4. First Aid Allowance ........................................................................................................................... 16
14.5. Travel allowance for relief teachers .................................................................................................. 16
15.
REMOTE LOCALITY ENTITLEMENTS (DET)................................................................................. 16
15.1. Rental concession scheme............................................................................................................... 16
15.2. Special remote study leave program ................................................................................................ 16
15.3. Fares out of Isolated Localities (FOILS) ........................................................................................... 17
15.4. Accommodation allowance in conjunction with a FOIL .................................................................... 18
15.5. Remote Incentive Allowance ............................................................................................................ 18
15.6. Remote Retention Payment ............................................................................................................. 19
15.7. Family travel assistance program ..................................................................................................... 19
15.8. Household contents insurance premiums ........................................................................................ 20
15.9. Business days................................................................................................................................... 20
15.10.
Remote Satellite/Internet Installation and Subscription ........................................................... 20
15.11.
Electricity Subsidy for Employees stationed in Borroloola....................................................... 20
15.12.
Remote Conditions by Location ............................................................................................... 21
15.12.1. Special Category ............................................................................................................. 21
15.12.2. Category 1 ....................................................................................................................... 22
15.12.3. Category 2 ....................................................................................................................... 23
15.12.4. Category 3 ....................................................................................................................... 24
16.
LEAVE ENTITLEMENTS GENERALLY (DBE) ................................................................................ 26
17.
PERSONAL LEAVE (DBE)............................................................................................................... 26
17.1. Accrual of Personal Leave................................................................................................................ 26
17.2. Use of Personal Leave ..................................................................................................................... 26
17.3. Personal Leave without documentary evidence ............................................................................... 26
18.
RECREATION LEAVE (DBE)........................................................................................................... 27
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CONDITIONS OF EMPLOYMENT SUMMARY
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18.1. Accrual of Recreation Leave ............................................................................................................ 27
18.2. Granting of Recreation Leave........................................................................................................... 27
19.
EMERGENCY LEAVE (DBE) ........................................................................................................... 27
20.
COMPASSIONATE LEAVE (DBE) ................................................................................................... 27
21.
PARENTAL LEAVE (DBE) ............................................................................................................... 28
22.
LONG SERVICE LEAVE (DBE) ....................................................................................................... 28
23.
PRIOR SERVICE (DBE) ................................................................................................................... 29
23.1. For Long Service Leave purposes ................................................................................................... 29
24.
TAXATION (DBE) ............................................................................................................................. 30
24.1. Taxation declarations ....................................................................................................................... 30
24.2. Zone A and special zone rebates ..................................................................................................... 30
24.3. Family Tax concessions ................................................................................................................... 30
25.
SUPERANNUATION (DBE) ............................................................................................................. 30
26.
SALARY PACKAGING (SALARY SACRIFICE) (DBE) .................................................................... 31
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CONDITIONS OF EMPLOYMENT SUMMARY
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INTRODUCTION:
This booklet is not a definitive document on the conditions of employment for
teachers and educators, but rather a booklet that provides a brief summary and
quick guide to the conditions of employment that employees often seek advice on.
The main instruments that govern our conditions of employment are:
•
•
•
•
The Northern Territory Public Sector (NTPS) Teacher and Educator 2010-2013
Enterprise Agreement (the Agreement).
The Public Sector Employment and Management Act (PSEMA) for the Northern
Territory including By-laws, Employment Instructions, Public Sector Instruments and
Determinations that are promulgated in accordance with the PSEMA.
Commissioner for Public Employment Determination 2 of 2003 and Amendment 1,
Amendment 2 and Amendment 3.
Commissioner for Public Employment Determination 1 of each year.
The Office of the Commissioner for Public Employment website at www.ocpe.nt.gov.au
should be your primary source of reference, although all of these instruments should be
readily available at your school or workplace.
This booklet refers to terms and conditions of employment for Department of Education
and Training (DET) employees holding a classification specified in Schedule 7 of the
Agreement. This includes a Classroom Teacher, Senior Teacher, Highly Accomplished
Teacher, Lead Teacher, Specialist Teacher, Non-Contract Principal, Senior College
Teacher, Senior College Administrator and Assistant Teacher.
Whilst every effort has been made to ensure accuracy at the time of publication, the
department accepts no liability for any loss, damage or injury, whether financial or
otherwise, suffered by any person acting upon or relying upon information contained in or
omitted from this handbook.
For further information please contact your relevant consultant at DET Human Resources
Division (HR). Contact details can be found on the following link,
http://staff.det.nt.gov.au/about_us/divisions/hr.shtml. Alternatively, fax your query to one
of the following numbers.
Fax:
NORTH
SOUTH
(08) 8999 5650
(08) 8951 7027
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CONDITIONS OF EMPLOYMENT SUMMARY
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OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT
The Office of the Commissioner for Public Employment (OCPE) is a central agency
within the Northern Territory Public Sector (NTPS) with sector-wide responsibility for
providing an effective employment framework for the management and development of
the NTPS workforce. Contact OCPE for copies of or information related to:
•
•
•
•
•
The Public Sector Employment and Management Act (PSEMA), including
Regulations, By-laws, Employment Instructions and Determinations.
Booklet – PSEMA, Principles and Code of Conduct (OCPE)
Booklet – Merit Selection Guide
The Promotion Appeals & Grievance Reviews area
Awards and Certified Agreements.
DEPARTMENT OF BUSINESS AND EMPLOYMENT
The Department of Business and Employment (DBE) provides corporate support
services across Government. Contact DBE for information and/or advice on:
•
•
•
•
•
Salaries (Direct Salary Sacrifice enquiries to DBE Salary Packaging Unit)
All types of allowances, e.g. Northern Territory, Remote Incentive allowance
Taxation in relation to salary and relevant allowances
All types of leave entitlements
Superannuation schemes
DEPARTMENT OF EDUCATION AND TRAINING
The Department of Education & Training (DET) is a specific-purpose agency and should
be contacted for information and advice related to:
•
•
•
•
•
•
•
•
•
•
•
•
Temporary and Permanent Employment
Teacher Probation
Removals and Storage
Rapid incremental progression of salary
Highly Accomplished Teacher and Lead Teacher Scheme
Selection procedures
Guaranteed transfer scheme
Redeployment and redundancy provisions
Transfer of teachers due to displacement
Occupational Health and Safety.
Part-Time employment
Remote locality entitlements
DET human resource polices are available on the DET website.
Section headings in this document followed by any of OCPE, DBE or DET indicate the
agency to contact for information on that topic.
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CONDITIONS OF EMPLOYMENT SUMMARY
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1. SALARIES (DBE)
Salary is paid fortnightly on alternate Thursdays. Wherever possible, payment will be
made by electronic transfer into the employee’s chosen financial institution.
The following information will be required by DBE for payment to a bank, building society,
credit union or other financial institution accounts:
• Type of account.
• Account number and BSB number.
• Name and address of your bank, building society, credit union or other financial
institution.
• Name of your account, including any joint account initials.
Provisions exist for employees to be paid by cheque if they cannot freely utilise banking
facilities due to employment in an isolated locality. Employees electing to have salary
paid by cheque should note that Treasury Directions state that the DBE cannot assume
responsibility for any delay or loss after its dispatch by Treasury.
Where cheques are not received, the only method by which a re-issue can be effected is
to put a “stop-payment” on the original cheque Australia-wide, wait for clearance by the
bank and then to re-issue the cheque. A delay of a minimum of two weeks can be
involved.
For the above reasons, and others resulting from the vast distances in the Northern
Territory, it is strongly recommended that the electronic transfer method be adopted.
2. RATES OF PAY (DET)
2.1. Rates of Pay - Classroom Teacher and Senior College Teacher
Classroom teachers and Senior College Teachers are paid according to their years of
experience in the teaching profession. A new graduate commences at the CT1 salary,
and then progresses one increment each year until they reach CT9. Progression from
CT5 to CT6 is subject to successful assessment in accordance with the CT5-6
Progression Assessment Guidelines.
Classroom Teacher / Senior College Teacher
Classification and Salary
per annum from 01/09/2011
($)
Classification and Salary
per annum from 13/09/2012
($)
CT1/SCT1
60,211
CT1/SCT1
62,017
CT2/SCT2
63,231
CT2/SCT2
65,128
CT3/SCT3
66,251
CT3/SCT3
68,239
CT4/SCT4
69,271
CT4/SCT4
71,349
CT5/SCT5
72,290
CT5/SCT5
74,459
CT6/SCT6
77,290
CT6/SCT6
79,609
CT7/SCT7
80,310
CT7/SCT7
82,719
CT8/SCT8
83,330
CT8/SCT8
85,830
CT9/SCT9
86,350
CT9/SCT9
88,941
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CONDITIONS OF EMPLOYMENT SUMMARY
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2.2. Rates of Pay - other classifications.
Classification and Salary
per annum from 1/09/2011
($)
Classification and Salary
per annum from 13/09/2012
($)
Senior Teacher
ST1
ST2
ST3
ST4
ST5
ST6
ST7
ST8
95,514
99,296
105,536
108,523
116,024
119,691
123,931
129,449
ST1
ST2
ST3
ST4
ST5
ST6
ST7
ST8
98,379
102,275
108,702
111,179
119,505
123,282
127,649
133,332
Highly Accomplished Teacher
95,514
98,379
Lead Teacher
105,536
108,702
Specialist Teacher
SPT1
SPT2
107,448
111,395
SPT1
SPT2
110,671
114,737
Non-Contract Principals
TP1
TP2
PL1
95,514
99,296
105,536
TP1
TP2
PL1
98,379
102,275
108,702
Senior College Administrator
SCA2
SCA5
99,296
116,024
SCA2
SCA5
102,275
119,505
Assistant Teacher
Level 1
Level 2
Level 3
Level 4
40,375
43,972
47,102
52,086
Level 1
Level 2
Level 3
Level 4
41,586
45,291
48,515
53,649
The Agreement provides for salary and allowance movements during the life of the
agreement. All applicable rates can be located by clicking on the following link.
http://www.ocpe.nt.gov.au/ntps_careers/working_in_ntps/pay_and_conditions/rates_of_pay#teachers
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CONDITIONS OF EMPLOYMENT SUMMARY
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3. RAPID INCREMENTAL PROGRESSION OF SALARY (DET)
This scheme enables beginning teachers to progress through the salary incremental
levels at an accelerated rate.
Under this scheme, a four-year trained beginning teacher has the opportunity to move to
the CT4 level at the commencement of the third year of teaching.
To access this scheme beginning teachers will need to fulfil the following requirements:
•
•
•
•
Complete their first two years of service in NT government schools
Complete their first two years of service within a four-year period
Successful completion of probation within the first two years of service
Complete 20 points worth of tertiary studies or approved professional development
courses within the first two years of service.
NOTE:
Relief teacher days count towards service for the purpose of salary
increment and consequently for accessing this scheme.
195 Relief Teacher days equates to one year of service.
To gain points teachers must:
1)
Complete units in a Master of Education, Doctorate, Graduate Certificate or
Graduate Diploma in an educational field or other programs related to education at
a recognised tertiary institution; or
Complete units not recognised for credit in an educational award provided that the
field of study is relevant to the professional development of the individual teacher.
Submit proof of the satisfactory completion of the unit (10 points per unit).
2)
Complete approved professional development programs relevant to a teaching
career. As a general rule one-day programs (7.5 hours) will equate to one point,
but this may vary depending on the rigour of the program, the hours involved and
any follow-up activities.
Teachers will need to submit the Rapid Incremental Progression for Beginning
Teachers Professional Development Details Form along with proof of the
satisfactory completion of programs. In the case of school-based programs, this
may consist of a substantiating letter from school management.
NOTE:
Professional development programs organised by the school for all
teachers to attend are not recognised under this scheme.
For further information please see the Rapid Incremental Progression Policy, or
contact the human resource consultant for your school (see last paragraph in
‘Introduction’).
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CONDITIONS OF EMPLOYMENT SUMMARY
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4. ASSISTANT TEACHER CLASSIFICATION (DET)
Assistant Teachers will commence at the Assistant Teacher Level 1 unless they possess
the relevant qualifications to commence at a higher classification. After 4 years service,
an Assistant Teacher will progress to the Assistant Teacher Level 2 classification.
Further progression is dependent on obtaining the relevant qualification.
For further information on Assistant Teacher increment progression please refer to the
Assistant Teacher Increment Progression policy.
5. SPECIALIST TEACHER CLASSIFICATION (DET)
Commencing in 2011, up to 50 Specialist Teacher positions (25 at SPT1 and 25 at SPT2)
will be created in identified schools. Teachers will be eligible to apply for the positions,
and successful applicants will be appointed for two years with selection based on merit.
Specialist Teachers will work as classroom teachers at identified schools throughout the
school year and will be required to contribute towards system-wide leadership and
strategic initiatives for an additional 5 weeks per year during school stand down periods.
See 2.2 for salary details.
6. NON-CONTRACT PRINCIPAL CLASSIFICATION (DET)
In 2011, non-Contract Principals have transitioned from the ST classification to the new
broad-banded work value structure as follows:
Level
ST3
ST2
ST1
Current Work Value
MIN
MAX
461
500
421
460
291
420
Level
PL1
TP2
TP1
New Work Value
MIN
MAX
447
524
375
446
315
374
See 2.2 for salary details.
7. HIGHLY ACCOMPLISHED AND LEAD TEACHER SCHEME (DET)
The Highly Accomplished and Lead Teacher Scheme has replaced the Teachers of
Exemplary Practice Program. Teachers with a minimum of five years experience are
eligible to apply for the status of Highly Accomplished or Lead Teacher. See 2.2 for
salary and allowance details.
The scheme is administered by the Centre for School Leadership, Learning and
Development, and further details can be found on their website http://www.cslld.edu.au/.
Highly Accomplished Teachers receive the allowance immediately upon successful
completion of the assessment process. Lead Teachers must take up a position in a
nominated Lead Teacher school in order to receive the allowance.
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CONDITIONS OF EMPLOYMENT SUMMARY
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8. PROBATION (DET)
The probation process, as detailed in the Teacher Probation policy, applies to all
employees taking up teaching positions in the Northern Territory for the first time, or
returning to teaching positions after a period of three years or more.
Probation will apply to both permanent and temporary appointments or contracts,
providing that the period of the temporary appointment or contract is equivalent to 20
weeks or more. Where a teacher is undertaking probation and the process is not
completed during the appointment or contract, the probation process will be temporarily
suspended and will recommence the next time that teacher is employed with DET.
The period of probation shall be 12 months with the capacity to extend by up to a further
12 months if required.
Assistant Teachers will undergo a minimum period of probation of 6 months with the
capacity to extend by up to a further 6 months if required in accordance with the
probation policy.
9. SURVIVING AND THRIVING WORKSHOPS (DET)
In the mid-semester stand down periods in April and October, the Department will deliver
two day ‘Surviving and Thriving’ workshops for first year teachers and teachers new to
the Northern Territory. Although attendance is voluntary, it is expected that most eligible
teachers will participate. For teachers in remote localities, the Department will cover the
cost of attendance and it will be arranged so that teachers will not be required to use their
FOILS for the sole purpose of attending these workshops.
10. SCHOOL TERMS AND PROFESSIONAL DEVELOPMENT DAYS (DET)
School terms are published on the DET website, and usually consist of four, 10 week
terms. In 2012, school-based teachers will finish the school year on Thursday 13
December, returning to start the 2013 school year on Friday 25 January.
In 2012, the first day of each semester will be designated as a professional development
day. In addition, a further two professional development days during the school year may
be approved by the Chief Executive for individual schools upon application by the school.
These arrangements will be adjusted in 2013 in accordance with clause 57 of the
enterprise agreement.
11. EXPENSES FOR TRAVEL, TRANSIT ACCOMMODATION, REMOVALS AND
STORAGE FOR NEW RECRUITS AND TRANSFEREES (DET).
To ensure a sustainable teaching workforce in the Territory, DET provides assistance to
many employees who are required to relocate to commence positions with the
Department.
Generally, relocation and storage assistance is available to permanent employees and
temporary employees who are appointed for four school terms. However, the
department will not meet any expenses incurred as a result of non-department initiated
transfers or unauthorised arrangements.
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CONDITIONS OF EMPLOYMENT SUMMARY
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Where recruitment action results in the need for relocation to or within the Northern
Territory the following applies. Full details are available in the Relocation and Storage
policy.
11.1.
Relocation Allowance
A teacher who is permanently appointed, promoted or transferred to a position where
it is necessary for the employee to move from one location to another and the cost of
the relocation is at the department’s expense, the employee may be paid a relocation
allowance for the purpose of assisting with their immediate accommodation needs.
The current allowance rates are $493 per fortnight for singles, and $681 for couples
and families.
Where accommodation is provided by the department, one fortnightly allowance is
payable.
Where no accommodation is provided, up to 6 fortnightly allowances are payable (or
10 fortnightly allowances where the employee is relocating to Alice Springs).
11.2.
Travel and transit accommodation expenses
11.2.1.
Entitlement
Upon recruitment or transfer, employees may be entitled to assistance with the
costs of relocating themselves, their families, and their personal effects to the
accommodation at their work location.
11.2.2.
Insurance Liability
The department will not pay for the insurance of valuables or collections such as
antiques, jewellery, paintings, stamps, wine and perishables packed by owners
(while in transit or in storage).
11.2.3.
Travel by air
Once the approved date of travel is decided, relocation flights will be by the most
direct route and with the airline with the cheapest possible rates proposed for that
day of travel, unless otherwise agreed to by the delegate.
11.2.4.
Travel by road
Should the staff member be authorised to drive to the new location then the same
amount as above is to be the maximum payable as kilometre allowance.
A By-law 32 – Vehicle Allowance form needs to be completed for reimbursement.
NB Petrol vehicles will not be uplifted to, nor allowed into, remote localities that
have a ‘no petrol policy’.
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CONDITIONS OF EMPLOYMENT SUMMARY
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11.2.5.
Transit accommodation.
In instances where the department gives approval for a new recruit or transferee to
drive to the workplace, he/she will be reimbursed kilometre allowance, reasonable
accommodation and meal expenses up to the amount of the cheapest airfare as
per above, whichever is the lesser.
11.2.6.
Removal of personal effects expenses
Teachers recruited from interstate may be entitled to have assistance with
relocation of their personal effects from point of recruitment to their
accommodation at their work location.
Teachers recruited from within the Northern Territory may have their effects
uplifted from point of recruitment within the Northern Territory to their
accommodation at their work location (either another urban centre or remote
school).
The maximum uplift payable is detailed in the Relocation and Storage policy. It
should be noted that there is no entitlement to uplift of personal effects back
to the place of recruitment.
Personal effects may include such items as furniture, whitegoods, cooking
utensils, linen, crockery and cutlery.
Full freight charges necessarily incurred in respect of the removal of the
employee’s motor vehicle will also be paid. The maximum payable is for one
motor vehicle only.
Small trailers may be considered if they fall within the allowance at schedule A of
the policy.
The department will not pay for the relocation of aircraft, boats, yachts, busses
and large trailers.
11.2.7.
Storage of personal effects expenses
a. Storage whilst in furnished accommodation.
If an employee is transferred or relocated to furnished government owned
or private rental accommodation, and as a consequence is obliged to store
their furniture, the employee shall be reimbursed the actual cost of such
storage up to a maximum allowance of $1,000.00 per annum. This requires
reviewing at the end of each year and new approval from the delegate to
extend the storage. Actual cost is deemed to include the premium for
adequate insurance coverage for the value of the furniture stored.
Receipts must be produced for all sums claimed.
b. Other short-term storage.
The purpose of short-term storage is to further assist with the relocation of
an individual and their dependants to their new work location. As such, it
may be necessary to store household goods and personal effects at such
times as:
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CONDITIONS OF EMPLOYMENT SUMMARY
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i.
An employee is in transit – if approved this would be at the
department’s expense for a limited time of no more than six weeks, or
until removal to final destination, whichever is less.
ii.
New accommodation in either urban or rural areas is being arranged
for the employee – if approved this would be at the department’s
expense for up to six weeks.
iii.
When an employee is relocated to a remote area and not all their
personal effects can be located in the available workplace
accommodation.
iv.
The department may meet storage expenses for longer periods,
subject to regular review.
11.2.8.
Temporary teachers
Temporary teachers are entitled to receive reasonable relocation expenses for
themselves and dependants from their usual place of residence to their work
location.
On completion of the full contract period, temporary teachers are entitled to
reasonable relocation expenses to Darwin or Alice Springs only.
Teachers who apply for a teaching position from outside Australia are entitled to
relocation expenses from their port of arrival into Australia only.
Temporary teachers will not be entitled to relocation expenses from a remote or
regional location where the employee does not complete the term of the contract.
Temporary teachers in remote or regional locations should note that acceptance of
an offer of permanent appointment, prior to the expiry of their fixed term contract,
may affect their rights to removal and relocation expenses i.e. permanent
employees do not have relocation expenses paid on resignation.
12. PRIORITY TRANSFERS FROM REMOTE TO URBAN SCHOOLS (DET)
Following three years of continuous service in a remote school, teachers will be eligible
for priority transfer to a school in Darwin, Alice Springs or Katherine.
The priority transfer scheme does not necessarily provide that the transfer will be to the
centre of choice but every effort will be made to affect a transfer to a preferred urban
location.
13. TEMPORARY TEACHERS – PAYMENTS FOR PERIODS OF STAND DOWN (DBE)
Temporary classroom teachers who are employed on the last day of a school term will be
entitled to payment of salary for the ensuing period of stand down if any of the following
applies:
• When a contract continues beyond the stand down period.
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CONDITIONS OF EMPLOYMENT SUMMARY
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• When a contract is renewed during the stand down period.
• When a new contract is offered and accepted during the first two weeks following
the end of the stand down period, on the proviso that the teacher was available to
commence duty on the first day of the school term
The stand down period will be deemed to be continuous service where an employee
received payment for that period in accordance with these conditions.
14. ALLOWANCES (DBE)
14.1.
Northern Territory Allowance (DBE)
This is a taxable allowance paid to employees with recognised dependants. To apply
to have your dependants recognised for the allowance you need to complete the
application form.
The current rate is $960.00 per annum for a full-time employee, part-time employees
receive the relevant part-time portion of this rate e.g. 0.5 worker would receive
$480.00.
14.2.
Teaching allowances
Allowances are payable to eligible employees as follows:
TEACHING ALLOWANCES
From 1/09/2011
$2,388.00
From 13/09/2012
$2,460.00
Teacher in Charge (TIC) of a one
teacher school with primary classes
$3,835.00
$3,950.00
TIC of a preschool with one teacher
$1,854.00
$1,910.00
TIC of a preschool with more than
one teacher
$3,835.00
$3,950.00
Principal of an Area School (only non
contract Principals)
$3,835.00
$3,950.00
Assistant Teacher in charge of a
Homeland Centre
Senior college flexibility allowance
$1,163.00
$1,198.00
$5,307.00
$5,466.00
Teacher in Special School/teachers
of special class
For further details as to eligibility for these allowances, see clause 3 of schedule 1 of
the Agreement.
The Application for Teaching Allowances form is available at all schools and must be
completed before allowances can be paid.
The allowances are subject to annual review and payment will cease until application
form is received by Payroll at the beginning of each year.
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CONDITIONS OF EMPLOYMENT SUMMARY
14.3.
JANUARY 2012
Special Schools Allowance
Teachers in the listed schools are entitled to an allowance as indicated at 14.2.
Application Forms must be submitted on an annual basis:
Acacia Hill/Alice Springs Special
Alcoota
Alekarenge/Warrabri
Alpurrurulam/Lake Nash
Amanbidji
Amoonguna
Ampilatwatja/Ammaroo
Angurugu
Areyonga
Barunga/Bamyili
Bauhinia Downs/Nicholson River
Belyuen
Borroloola
Bulla Camp
Bulman
Canteen Creek
Corella Creek/Brunette Downs
Docker River
Don Dale Centre/Dundas HS
Elliott
Epenarra
Finke
Gapuwiyak/Lake Evella
Gochan Jiny-Jirra
Gunbalanya/Oenpelli
Haasts Bluff
Harts Range
Henbury/Coconut Grove
Hodgson River
Imanpa/Mt Ebenezer
Ipolera
Jilkminggan/Djimbre
Kalkarindji
Kiana
Kintore Street
Lajamanu/Hooker River
Laramba/Napperby
Mamaruni/Croker Island
Maningrida
Manyallaluk
M’bunghara
Milikapiti/Snake Bay
Milingimbi
Milyakburra
Minyerri/Hodgson Downs
Mt Allan
Murray Downs
Mutitjulu
Nemarluk
Neutral Junction
Newcastle Waters
Nganmarriyanga/Palumpa
Ngukurr
Ntaria
Numbulwar
Nyirrpi
Papunya
Peppimenarti
Pigeon Hole
Pine Creek
Pularumpi
Ramingining
Robinson River
Rockhampton Downs
Royal Darwin Hospital
Shepherdson College
Stirling
Ti Tree
Timber Creek
Titjikala/Maryvale
Ukaka HLC/Lilla
Umbakumba
Urapunga
Utopia
Wallace Rockhole
Walungurru/Kintore
Warruwi/Goulburn Island
Watiyawanu/Mt Liebig
Willowra
Woolaning
Wooliana/Daly River
Wugularr/Beswick
Yarralin
Yirrkala
Yuendumu
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15
CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
14.4.
First Aid Allowance
Designated first aid officers are eligible to receive the applicable first aid allowance.
For school-based employees, appointment as a first aid officer requires Executive
Director approval.
For school based employees the allowance is only paid during school semesters
and/or periods of school business. Further information in relation to this allowance
can be found in the First Aid Officers Policy.
The rates for first aid allowance are as follows:
To be paid
from
Fortnightly
rate
1/09/2011
$19.52
13/09/2012
$20.11
In addition to designated first aid officers, the department encourages all employees
to obtain first aid training. School-based teaching employees who choose to obtain a
recognised first aid qualification in their own time are entitled to reimbursement of
course fees upon successful completion.
14.5.
Travel allowance for relief teachers
Relief teachers travelling to Middle Point, Berry Springs, Humpty Doo and Taminmin
schools will be reimbursed a kilometre allowance for the return distance between the
Coolalinga traffic junction of the Stuart Highway and the school in accordance with
By-Law 32 of the PSEMA or paid an allowance of $30.00, whichever is the greater.
15. REMOTE LOCALITY ENTITLEMENTS (DET)
Northern Territory Public Sector conditions of service contain a wide range of incentives
for employees in remote localities. Following is a brief description of conditions and the
categories of remoteness to which they apply.
15.1.
Rental concession scheme
Employees relocating to remote localities renting accommodation provided by the
Government will receive a 100% rental concession.
NB
Local recruits are not entitled to rental concession or employer provided
housing.
15.2.
Special remote study leave program
Employees located in remote localities may be eligible for the special remote study
leave program. A point score system allows employees to accumulate credits
towards full paid study leave. Employees require 20 credits for one semester’s paid
_____________________________________________________________________________
16
CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
study leave or 40 credits for two semesters of paid study leave. Eligible employees
can also apply to take their accrued special remote study leave at half pay.
The number of possible credits granted per year depends on the degree of
remoteness - for example, an employee who has completed four years of service in a
Category 3 locality (which has the most remote locations) would be entitled to one
semester of paid study leave. Category 3 earns 5 credits per year.
Points for each Category are currently as follows:
Category
Special Category (Jabiru only)
No. of credits accrued per annum
2 credits
Category 1
2 credits
Category 2
3 credits
Category 3
5 credits
Service in a remote locality need not be continuous to accumulate study leave
credits. For instance, should an employee transfer from a remote locality to a locality
that does not attract points, the points already accrued would be held over. When
that employee transfers back to a remote locality, he/she would begin accruing new
points relevant to that locality and these would be added to those points accrued in
the first instance/s.
However, should an employee cease employment with the NTPS, he/she forfeits any
entitlement to study leave, including credit points accrued.
An employee must be remote based at the time of accessing their study leave
entitlement.
15.3.
Fares out of Isolated Localities (FOILS)
Once an employee has resided in a remote locality for a period of one school term,
they are entitled to a FOIL.
The employee and any approved dependants stationed in a remote locality are
entitled to use their FOIL to travel to either Darwin or Alice Springs, whichever is
closer.
A minimum period of 10 weeks must lapse between the using of this entitlement.
The number of FOILs available for use in any year depends on the category of
remoteness attached to the locality in which an employee resides. Fares are granted
according to the following degrees of remoteness:
Temporary classroom teachers who accrue an entitlement to a FOIL will have access
to FOIL entitlements provided that they are used during the period of the contract, or
that application to use the FOIL is made within 21 days of the expiry date of the
Employee’s contract of employment.
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17
CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
a) Where an employee is not entitled to accrue a recreation airfare under PSEMA
By-Law 33 or By-Law 47 the following applies:
Category
Special Category
Category 1
Category 2
Category 3
No of fares due per annum
No FOILS due
2 fares
2 fares
3 fares
FOILs are not accruable i.e. FOILs that are not used in the year in which they
become due or whilst the employee is still located in the remote locality will be
forfeited.
b) Where an employee has an entitlement to accrue recreation leave airfares
under PSEMA By-Law 33 or By-Law 47 the following applies:
Category 1 or 2
• One fare out may be used in the year when the PSEMA By-Law 33 or ByLaw 47 airfare accrues, and
• Two fares out in the alternate year.
Category 3
• Two fares out may be used in the year when the PSEMA By-Law 33 or ByLaw 47 airfare accrues, and
• Three fares out in the alternate year.
c) The use of charters will only be approved in exceptional circumstances and
require approval from the Director School Performance.
15.4.
Accommodation allowance in conjunction with a FOIL
An employee who utilises a FOIL shall be entitled to payment of a maximum of three
days accommodation allowance at a rate as determined by the Commissioner for
Public Employment.
The allowance will only be paid when the employee uses a FOIL entitlement and will
only be paid to one employee where an employee and spouse or partner utilise their
FOIL entitlements at the same time. The allowance is not cumulative and is only
available in conjunction with the utilisation of a fare out.
15.5.
Remote Incentive Allowance
Remote incentive allowance is payable to employees residing and providing service
in a remote locality and category as determined by the Commissioner. This
allowance is paid to offset the cost of freight to remote areas and to account for the
professional isolation experienced by employees working in remote areas.
Eligible employees will receive the single rate of remote incentive allowance by
default. If an employee has recognised dependants and wishes to claim the
dependant rate, they will need to fill out the Remote Incentive Allowance Application
form
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18
CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
Payment for remote incentive allowance will be:
1) Paid on a fortnightly basis in addition to salary and will count as salary for
taxation and superannuation.
2) Paid to part-time employees on a pro-rata basis
3) Not payable to an employee during periods of unpaid leave.
The current rates are as follows:
Special Category
Category 1
Category 2
Category 3
Remote Incentive Allowance
1/09/2011
13/09/2012
Single Rate
Dependant Rate
Single Rate
Dependant Rate
$993
$1,241
$1,023
$1,278
$3,310
$4,138
$3,409
$4,262
$3,861
$4,828
$3,977
$4,973
$6,069
$7,586
$6,251
$7,814
15.6.
Remote Retention Payment
A remote retention payment is payable for teachers and educators who live, work
and complete 12 months continuous service in an eligible remote locality. For the
purposes of the Remote Retention Payment, 12 months continuous service means
the completion of 40 school weeks within a 12 month period, including all periods of
paid leave occurring during that period.
The remote retention payment will be paid in the form of a lump sum, as per the rates
specified in the agreement and does not count as salary for superannuation
purposes.
Where an employee provides qualifying service in more than one remote locality, the
employee will be paid the rate that applies to the locality category at the time of
payment.
However, if an employee is transferred out of the remote locality to an urban location
before completing twelve months continuous service, the ‘continuous’ service is
broken. On transfer back to a remote locality, the twelve months service will begin
accruing again from that commencement date.
Remote Retention Payment
Category 1
$ 500.00
Category 2
$ 750.00
Category 3
$1,000.00
An employee is eligible to receive the Remote Retention
Payment after the completion of 40 school weeks within a
12 month period in a remote locality (“qualifying service”).
15.7.
Family travel assistance program
Employees stationed in approved remote localities selected or approved to
participate in Professional Development and/or In-service training programs in an
urban centre, may apply for approval for the payment of travel costs for family
members to accompany them. The level of assistance is limited to the actual cost of
travel for the family members by the mode of travel that would normally be utilised by
the employee.
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19
CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
If an employee elects to drive from the remote locality to the urban centre, kilometre
allowance in respect of the employee’s travel plus a passenger allowance only will be
considered. All other costs such as accommodation and meals will be the
employee’s responsibility.
15.8.
Household contents insurance premiums
Where an employee incurs a household insurance penalty loading as a consequence
of employment in an approved remote locality, the employee will be eligible to be
reimbursed the difference in rates that would have applied if the Territory Insurance
Office were the insurer.
15.9.
Business days
Eligible employees in a remote locality may access up to four business days per
school year. Business days are separate from emergency leave and subject to
normal approval processes to access services not available in the community.
15.10.
Remote Satellite/Internet Installation and Subscription
Eligible Employees in a remote locality are entitled to receive reimbursement of up to
$500 for the installation and initial subscription to a satellite internet and/or television
service. Further details are available in the DET Guidelines.
15.11.
Electricity Subsidy for Employees stationed in Borroloola
A remote electricity subsidy will be paid for employees stationed at Borroloola who
reside in a dwelling fitted with a dedicated electricity metering device, and who is
required to meet the cost of any charges associated with the provision of electricity to
that dwelling.
The relevant rates are $2512 per annum for employees without dependants and
$3140 per annum for employees with dependants, adjusted annually. Eligible
employees need to fill out the application form in order to receive the allowance.
Full details are contained in clause 61 of the Enterprise Agreement.
_____________________________________________________________________________
20
CONDITIONS OF EMPLOYMENT SUMMARY
15.12.
Remote Conditions by Location
15.12.1.
Special Category
Rental Concession

100% of rental
Special Study Leave Program – Jabiru only
•
JANUARY 2012
two study leave credit points for each completed
year of service in the locality
Adelaide River
Batchelor
Edith Falls
Jabiru
Mount Todd
Owen Springs
Pine Creek
Fares out of Isolated Localities (FOILs)
(Subject to biennial fare eligibility)
•
No entitlement except for those teachers who were
located at Jabiru prior to 1 July 1996. These
teachers have an entitlement of up to two fares per
year.
Accommodation Allowance in conjunction with
Fares Out
•
No entitlement except for those teachers who were
located at Jabiru prior to 1 July 1996.
Family Travel Assistance Program
•
Not Applicable
Household Contents Insurance Premiums
•
No entitlement
Remote Incentive Allowance
•
All localities at the rate shown at 15.5
Remote Retention Payment
•
No entitlement
Business days
•
All localities up to four days leave per school year
_____________________________________________________________________________
21
CONDITIONS OF EMPLOYMENT SUMMARY
15.12.2.
Category 1
Rental Concession

100% of rental
Special Study Leave Program
•
two study leave credit points for each completed
year of service in the locality
Fares out of Isolated Localities (FOILs)
(Subject to biennial fare eligibility)
•
JANUARY 2012
Daly Waters
Elliott
Mataranka
Mutitjulu (Ayers Rock)
Newcastle Waters
Nhulunbuy
Tennant Creek
Ti Tree
Trephina Gorge
Yirrkala
Yulara
All localities two fares per year
Accommodation Allowance in conjunction with
Fares Out
•
All localities
Family Travel Assistance Program
•
All localities
Household Contents Insurance Premiums
•
All localities
Remote Incentive Allowance
•
All localities at the rate shown at 15.5
Remote Retention Payment
•
All localities at the rate show at 15.6
Business days
•
All localities up to four days leave per school year
_____________________________________________________________________________
22
CONDITIONS OF EMPLOYMENT SUMMARY
15.12.3.
Category 2
Rental Concession

100% of rental
Special Study Leave Program
•
three study leave credit points for each completed
year of service in the locality
Fares out of Isolated Localities (FOILs)
(Subject to biennial fare eligibility)
•
All localities two fares per year
Accommodation Allowance in conjunction with
Fares Out
•
All localities
Family Travel Assistance Program
•
All localities
Household Contents Insurance Premiums
•
All localities
Remote Incentive Allowance
•
All localities at the rate shown at 15.5
Remote Retention Payment
•
All localities at the rate shown at 15.6
Business days
•
JANUARY 2012
All localities up to four days leave per school year
Ali Curung (Alekarenge)
Areyonga (Utju)
Arltunga
Atitjere (Harts Range)
Avon Downs
Bardalumba (Bartalumba Bay)
Barunga (Bamyili)
Belyuen (Delissaville)
Beswick (Wugularr)
Cape Crawford
Douglas Daly
Dundee Beach
Engawala (Alcoota)
Eva Valley (Manyallaluk)
Finke River Gorge
Hermannsburg (Ntaria)
Imanpa (Mt Ebenezer)
Ipolera
Jilkminggan (Duck Creek)
Keep River
Kings Canyon
Kulgera
Laramba (Napperby)
Maranboy
Milikapiti (Snake Bay)
Mungkarta (McLaren Creek)
Nguiu (Bathurst Island)
Ormiston Gorge
Pirlangimpi (Pularumpi) (Garden Pt)
Point Stuart
Santa Teresa (Ltyentye Apurte)
Stirling Station (Wilora)
Tara (Neutral Junction)
Timber Creek
Tipperary Station
Titjikala (Maryvale)
Victoria River Downs
Wallace Rockhole (Ulana)
Warrego
Wildman River
Woolaning (Litchfield Park)
Wooliana (Daly River)
_____________________________________________________________________________
23
CONDITIONS OF EMPLOYMENT SUMMARY
15.12.4.
Category 3
Rental Concession

100% of rental
Special Study Leave Program
•
five study leave credit points for each completed
year of service in the locality
Fares out of Isolated Localities (FOILs)
(Subject to biennial fare eligibility)
•
All localities three fares per year
Accommodation Allowance in conjunction with
Fares Out
•
All localities
Family Travel Assistance Program
•
All localities
Household Contents Insurance Premiums
•
All localities
Remote Incentive Allowance
•
All localities at the rate shown at 15.5
Remote Retention Payment
•
All localities at the rate shown at 15.6
Business days
•
JANUARY 2012
All localities up to four days leave per school year
Alexandria Downs
Arlparra (Utopia New Store)
Alpurrurulam (Lake Nash)
Alyangula
Amanbidji (Kildurk)
Ampilatwatja (Ammaroo)
Angurugu
Antarringinya (Antarrenge)
Arawerr (Soapy Bore) (Iyngiynyala)
Baniyala (Yilpara)
Bauhinia Downs
Biranybirany
Boonya (Baikal) (Orrtipathurra)
Borroloola
Brunnette Downs / Corella Creek
Bulla Camp
Bullita
Bulman (Gulling Gullin)
Canteen Creek (Orwairtilla)
Cape Don
Clinic (Utopia Clinic)
Coburg (Thunder Rock)
Dhalinybuy (Dhalingboy)
Dhuruputjpi (Maywundji)
Djurranalpi (Djanalpi)
Donydji (Donidji)
Finke (Aputula)
Galiwinku (Elcho Island)
Gan Gan (Gangan)
Ganjarani (McArthur River)
Ganpura (Bapulu)
Gapuwiyak (Lake Evella)
Garrthalala (Garrtbalala)
Gochan Jiny-Jirra
Gunbalanya (Oenpelli)
Gurrumurru
Gutjangan (Bremer Island North)
Haasts Bluff (Ikuntji)
Imangara (Murray Downs)
Kalkarindji (Wave Hill)
Kaltukatjara (Docker River)
Kiana
Kidman Springs
Kintore (Walungurru)
Kulpitarra
_____________________________________________________________________________
24
CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
Category 3 (continued)
Rental Concession

100% of rental
Special Study Leave Program
•
five study leave credit points for each completed
year of service in the locality
Fares out of Isolated Localities (FOILs)
(Subject to biennial fare eligibility)
•
All localities three fares per year
Accommodation Allowance in conjunction with
Fares Out
•
All localities
Family Travel Assistance Program
•
All localities
Household Contents Insurance Premiums
•
All localities
Remote Incentive Allowance
•
All localities at the rate shown at 15.5
Remote Retention Payment
•
All localities at the rate shown at 15.6
Business days
•
All localities up to four days leave per school year
Lajamanu (Hooker Creek)
Mbunghara (Dashwood)
Maningrida
Manmoyi (Manmoi)
Mapurru (Marpuru)
Milingimbi
Milaknurra
Milyakburra (Bickerton Island)
Minyerri (Hodgson Downs)
Mirrgatja (Mirrngatja)
Mt Barkly
Mt Liebig (Amunturangu)
Murun murula
Nathan River
Nganmarriyanga (Palumpa)
Ngukurr (Roper River)
Nudjabarra (Nicholson River)
Numbulwar (Rose River)
Nyirripi (Waite Creek)
Papunya
Peppimenarti
Pigeon Hole (Bunbidee)
Ramingining
Rittarangu (Urapunga)
Robinson River (Mungoobada)
Rorruwuy (Burrawuy)
Rurrangala (Dhuwalkitji)
Ukaka (Lilla) (Tempe Downs)
Umbakumba
Utopia (Ankerrapw)
Wadeye (Pt Keats)
Walhallow
Warruwi (Goulburn Island)
Willowra (Wirliyat Jarrayi)
Woayala (Rockhampton Downs)
Woodycupaldiya
Wuak (Murganella Plains)
Wutungurra (Epenarra)
Yarralin
Yuelamu (Mt Allen)
Yuendumu
_____________________________________________________________________________
25
CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
16. LEAVE ENTITLEMENTS GENERALLY (DBE)
Employees who are absent from duty must complete an application for leave through
myHR. All workplaces are now required to submit approved leave applications through
this system and only in extreme circumstances will a paper leave form be accepted.
Employees must give a concise reason for the leave, the leave application must be
forwarded to the relevant supervisor (who will indicate whether or not the request is
recommended) who will then forward the request to the delegated officer for approval.
Payments for absences from the workplace are always subject to the existence of an
entitlement, which is determined by Payroll Services staff in DBE.
Any periods of leave without pay may defer leave credit accrual and increment dates.
17. PERSONAL LEAVE (DBE)
17.1.
Accrual of Personal Leave
Permanent teachers and educators are credited with three weeks personal leave on
full pay at commencement of duties. At the completion of the first 12 months of
service a further three weeks personal leave on full pay is credited.
Temporary teachers and educators are credited with two days personal leave on full
pay at commencement of duties. For every period of 2 months service a further one
week of paid personal leave is accrued up to the maximum of 3 weeks leave.
Completed years thereafter attract a credit of three weeks personal leave on full pay.
17.2.
Use of Personal Leave
Personal leave may be taken by an employee because of a personal illness or injury
suffered by the employee (sick leave); or to provide care and support to a member of
the Employee’s immediate family or household who requires care because of a
personal illness or injury or an unexpected emergency affecting the member (carer’s
leave).
Except as outlined in 17.3 below, an employee who wishes to utilise personal leave
must provide documentary evidence in the form of:
•
•
a medical certificate from a registered medical practitioner, or
if it is not reasonably practicable for the employee to access a registered
medical practitioner because they reside in a remote or regional locality, or for
any other reason approved by the Chief Executive, a statutory declaration
detailing:
o the reasons why it was not practicable to provide a medical certificate, &
o the reason for the illness and length of absence
17.3.
Personal Leave without documentary evidence
Employees may take up to five days personal leave with pay in any personal leave
credit year without producing a medical certificate or other suitable documentary
evidence. However, only three such days may be taken consecutively.
_____________________________________________________________________________
26
CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
18. RECREATION LEAVE (DBE)
18.1.
Accrual of Recreation Leave
Recreation leave accrues progressively during a year of service according to the
employee’s ordinary hours of work, up to a maximum of six weeks. Credits are
applied on January 1 each year.
Part-time employees accrue recreation leave credits at the same rate as full-time
employees on a pro-rata basis in accordance with their hours of work.
18.2.
Granting of Recreation Leave
An employee employed in a teaching capacity in a school will, unless otherwise
directed, be deemed to be on recreation leave over the Christmas school holiday
period. Such an employee will exhaust their entire 30 days of accrued leave during
this period and in the first three days of the semester one school holiday period.
Employees employed in a teaching capacity in a school are not entitled to use
recreation leave during school terms unless utilising frozen recreation leave in
conjunction with long service leave.
For all other employees, recreation leave may be granted upon application of the
employee, subject to operational requirements and at the discretion of the delegate.
19. EMERGENCY LEAVE (DBE)
Emergency leave on full pay of up to three days in any 12 month period may be granted
to an employee for urgent, unplanned absences not covered by personal, compassionate
or parental leave.
“Any 12 month period” will be calculated from the employee’s commencement date.
20. COMPASSIONATE LEAVE (DBE)
In the event of a death, or a serious illness posing a threat to life of an employee’s
immediate family or household member, a maximum of three days paid compassionate
leave may be approved. Immediate family includes spouse (including de-facto), former
spouse, parent, grandparent, brother, sister, child, and includes the child or parent of the
employee’s spouse or de-facto spouse, or any other person approved by the Chief
Executive.
The relationship to the deceased/seriously ill person should be stated on the leave
application.
In special circumstances up to 3 days emergency leave may be granted for use in
conjunction with compassionate leave, special circumstances would be particularly
applicable to those in remote localities where it may take some time to reach a major NT
centre.
_____________________________________________________________________________
27
CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
21. PARENTAL LEAVE (DBE)
Subject to requirements an employee may access any one of the following ordinary
maternity leave entitlements:
a. Up to 52 weeks unpaid maternity leave, where the employee has less than 12
months service;
b. Up to three years maternity leave with the first 14 weeks to be paid, provided the
employee has completed at least one year continuous service at the time of
commencing leave;
c. Up to three years maternity leave with the first 18 weeks to be paid, provided the
employee has completed five or more years continuous service at the time of
commencing leave.
Subject to requirements an employee may access any one of the following
Paternity/Partner leave entitlements:
a. Up to three weeks unpaid paternity/partner leave where the employee has less
than 12 months service.
b. One week paid leave and up to two weeks unpaid leave provided the employee
has completed at least one year continuous service at the time of commencing
leave.
c. Two weeks paid leave and up to one week of unpaid leave provided the employee
has completed at least five years continuous service at the time of commencing
leave.
d. Up to 52 weeks unpaid paternity/partner leave provided the employee has less
than 12 months service provided the employee will be the primary carer and the
leave ends within 24 months of the date of birth of the child.
e. Up to three years unpaid paternity/partner leave provided the employee has more
than 12 months service provided the employee will be the primary carer and the
leave ends within 36 months of the date of birth of the child.
A period of parental leave may be varied or extended by agreement between the
employee and the relevant delegate.
Further details are available in the DET Parental Leave Guidelines and in clause 31 of
the agreement.
Employer superannuation contributions will continue to be paid for the first six months of
parental leave for the birth-giver for maternity leave or primary carer for adoption leave,
including any period of leave without pay.
22. LONG SERVICE LEAVE (DBE)
All full-time and part-time employees are entitled to three months long service leave after
completing ten years of recognised service.
After ten years of recognised service, long service leave continues to accrue at the rate
of nine days for each additional year of recognised service.
_____________________________________________________________________________
28
CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
Long service leave attributable to part-time employment is paid at the part-time rate.
Long service leave can be taken at half pay, full pay or cash-up option. The minimum
amount of leave that may be taken by school based employees is three days, or any
multiples of three days, subject to operational requirements and the Principal’s approval.
The minimum amount of leave that may be taken by non-school based employees is
seven days with multiples of three days thereafter subject to operational requirements
and the relevant manager’s approval.
All grants of long service leave include weekends and public holidays.
On resignation where recognised service is less than ten years, long service leave will be
cashed up as follows:
Years of completed service
Seven
Eight
Nine
Calendar Days paid
22.5
45
67.5
Full details are available in the DET Long Service Leave Policy.
23. PRIOR SERVICE (DBE)
23.1.
For Long Service Leave purposes
After two years of service, prior service with a recognised employer may be
recognised for long service leave purposes, provided there has not been a break of
more than 12 months between any two periods of recognised service. A break in
service of up to two months shall not break continuity of service. A break in service of
greater than two months and up to twelve shall break continuity of service for the
purposes of carrying forward credits, but shall count as service towards accrual of long
service leave.
Please check your entitlement with DBE Payroll Services.
In the case of teachers, periods of stand down and continuous paid leave are not
relevant for the purposes of calculating a break in service of up to two months.
Employees wanting prior service recognised for long service leave purposes should
request the following details from their previous employer to submit to DBE for
determination of eligibility and entitlement. The application form and a statement of
service stating the following information should be included:
•
•
•
•
•
•
•
Name of previous employer
Dates of service with that employer
Names under which employed (e.g. maiden name if applicable)
Details of long service leave taken or paid-in-lieu
Periods of full-time service
Periods of part-time/casual service and weekly hours worked
Periods of leave without pay not to count as service.
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CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
Full details of long service leave conditions can be found under clause 37 of the NTPS
Teacher and Educator 2010-2013 Enterprise Agreement and under PSEMA By-Law 8.
24. TAXATION (DBE)
There are differing scales of taxation depending on the domestic circumstances of an
employee, e.g. number of dependants and the related claim for concessions. These are
subject to variation by the Australian Taxation Office.
24.1.
Taxation declarations
Employees wishing to have the general concession rebate and other rebates
reflected in tax instalments deducted from their income must complete an
“Employment Declaration” form. Employees wishing to claim further rebates must
complete a “Withholding Declaration” form. Failure to provide a tax declaration form,
including the tax file number, will result in tax being deducted at the prevailing highest
rate.
24.2.
Zone A and special zone rebates
Zone rebates are available for taxpayers who are residents of a prescribed isolated
area and who have claimed the general concession rebate. There is also a special
zone rebate applying to people who live in a Zone A or Special Area.
All tax zone rebates are subject to a minimum residency of 183 days in a recognised
zone within a financial year.
24.3.
Family Tax concessions
Family tax concessions can no longer be claimed through taxation rebates in the
payroll system. To find out how to claim your family tax benefit you should call the
Family Assistance Office on 13 61 50.
25. SUPERANNUATION (DBE)
A choice of superannuation fund is available to all employees of the department
employed after 09 August 1999.
If eligible employees do not indicate a choice of fund on commencement, superannuation
contributions will be made, on the employee’s behalf to the Northern Territory
Government’s default superannuation scheme, the Australian Government Employees
Superannuation Trust (AGEST). This will ensure that eligible employees are covered by
insurance from commencement in case of death or disability.
Eligible employees also receive an employer funded superannuation benefit.
The employer funded contribution is 9% of gross salary and allowances.
Employer superannuation contributions will continue to be paid for the first six months of
parental leave for the birth-giver for maternity leave or primary carer for adoption leave,
including any period of leave without pay.
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CONDITIONS OF EMPLOYMENT SUMMARY
JANUARY 2012
26. SALARY PACKAGING (SALARY SACRIFICE) (DBE)
Employees can sacrifice up to 100% of their gross salary including approved allowances,
into a regulated superannuation fund. However, there is a cap on the amount that can be
sacrificed in a year, which is called a concessional amount. For further information on
what concessional amount applies to you, please visit the Australian Taxation Office
website on www.ato.gov.au or contact the Salary Packaging Unit.
Salary sacrifice is no longer just for superannuation, for further information on what other
items are now available, please read the salary packaging information guide or contact
the Salary Packaging Unit on 8999 4481 or at salarypackagingunit@nt.gov.au.
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