Lay Staff Collective Employment Agreement 2015
Negotiating Committee Minutes
MEETING:
16
DATE:
Tuesday 24th March 2015
LOCATION:
G3
ATTENDEES: Shawn Whelan (Chair), Chip Henriss, Stephen Mullen, Bernice
Bond, Karli McRostie, Pauline McGillivray, Lucian Danila, Michael
Walsh, Lauren Peacock, Jill Ruzbacky, Paula Bradshaw (minutes)
1. OPENING, WELCOME AND APOLOGIES
1.1. Welcome
The chairperson welcomed all to the meeting
1.2. Apologies
Pauline McGillivray & Luke Cherry
2. REASONABLE HOURS OF WORK & TIME IN LIEU – CLAUSE 8.2.
8.2.2. is worded much better
Members ought clarification regarding annual projects (e.g. budget
process)
2. ACTIONS
Remove the word expressly from version 2 – clause 8.2.2.a.
P&C – Amend wording
The group agreed to a change to sentence structure.
P&C – Distribute draft
Members resolved to pass version 2 with a few amendments
3. DISPUTE RESOLUTION – CLAUSE 13
An updated draft was distributed to members that includes grievance steps.
P&C explained additional wording in this clause aligns with the Synod
Grievance process.
Members expressed concern about the involvement of the executive director
and his or her ability to be neutral in the process. P&C explained the
involvement of the ED is dependent on the structure of the work unit and the
individual instance. The policy provides a number of options/models for
resolving disputes.
This clause covers complaints and grievances. Matters of bullying and
harassment are covered by a separate policy. Employee reps requested
wording to refer employees to the bullying policy if relevant.
ASU reps requested a definition of natural justice and procedural fairness to be
included.
Under Matters Covered – Matters that apply to bullying and harassment refer
to the Synod Bullying and Harassment Policy
3. ACTIONS
P&C – Include definitions of
natural justice and
procedural fairness
P&C – Include reference
under Matters Covered to
bullying and harassment
policy
P&C – Distribute draft
Members resolved to pass the proposed wording with amendments as
discussed.
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Lay Staff Collective Employment Agreement 2015
4. STUDY LEAVE – CLAUSE 9.7
The P&C proposed version includes Jill’s entire version except the wording
about no request will be unreasonably refused.
We’ve now taken out the need to attend classes – it’s more reflective of study
now with online study becoming more prevalent.
Ultimately the manager needs to make the call about study.
The policy provides further information about eligibility requirement and the
process followed.
Members resolved to use P&C’s version (clause 9.9) with the following
change:
Eligible to request up to 75 hours p.a. depending on the nature of the course
undertaken. Delete references to two hours per week and semesters.
4. ACTIONS
P&C – Amend wording
clause 9.9
P&C – Distribute draft
5. PARENTAL LEAVE – CLAUSE 9.12
P&C explained the Synod is trying to achieve better than Fair Work/NES
conditions.
The wording is drafted to create more clarity for employees regarding paid and
unpaid leave entitlements.
Wanting to achieve support regardless of whether the employee is a primary
caregiver.
P&C note – do we need to provide clarity around the simultaneous leave
wording – does that need tidying up? Should the word be maternity rather than
parental.
Partner leave – Steve do we change this:
Subject to this clause parental leave is available to only one parent at a time, in
a single unbroken period, except that both parents may simultaneously take
There was some discussion about paid parental leave for the partner. P&C
confirmed industry isn’t applying this at this point in time and the Synod view is
that it would represent too high a cost.
There was some discussion about how paid parental leave is applied with
Synod entitlement and government payments.
The lawyers are currently reviewing the draft clauses and P&C are waiting on
further advice.
Members should review the clauses and advise P&C if there is anything
unclear.
Adoption leave
5. ACTIONS
It was noted that adoption leave is more generous. This point was clarified –
only one employee can apply forpaid leave and it would need to be the primary
caregiver.
P&C – Amend casual
clause
This may be an inconsistency that needs to be addressed in the next
agreement.
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P&C – Distribute draft
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Lay Staff Collective Employment Agreement 2015
Actions
ALL - Review draft clauses and advise P&C of any concerns
P&C – 9.18 – move casual clause to beginning of parental leave clauses.
6. CLOSING OUT
a) Finalising the draft agreement
P&C will make the amendments discussed and distribute later today.
Could all members review the document and communicate any concerns.
Discussion about lay staff vs employees- P&C explained most people
identify themselves as employees and the term lay staff may be confusing.
b) Process steps
i.
P&C will distribute a final draft agreement
ii.
Members to provide any final minor amendments.
iii.
P&C redistribute final draft with changes.
iv.
The draft will then be distributed to employees with advice
regarding the vote.
Action
P&C – Communicate to staff – the agreement does not take effect until
ratified by Fair Work.
Fair Work requires an explanation of the agreement either in person or in
writing. Members prefer a meeting rather than email.
Members agreed to hold a staff information meeting on Wednesday 8th
April.
P&C will email staff informing them that committee has reached
agreement.
P&C - Book G1 & G2 for the meeting
Send any feedback directly to P&C
Vote on 14th April
USCG
SLT discussed beginning the process a year after the agreement is made
– members supported the change.
The process has now been completed. No further meetings.
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