Bulletin 2 - negotiations for new enterprise agreement to commence - issued 25 June 2021

I, together with representatives from my office and the Department of Education, met with the Australian Education Union (AEU) delegates on 25 June 2021.

We had a productive meeting with all parties listening and taking time to understand each other’s proposals. I advised that I am seeking an enterprise agreement that falls within the NTPS Bargaining Policy 2021- 2024 with improved conditions of employment and efficiency measures, where indicated.

We will continue to work constructively together over the coming months to finalise a proposed new agreement, and it is my intention to bargain and negotiate issues so I can issue a formal offer to employees no later than 10 October 2021.

It is important you are kept informed on the progress of negotiations as these proposals relate to your employment.

Details of the proposals

Below is an outline of the employer’s proposed conditions:

  • $1000 lump sum payment per annum.
  • Where time off in lieu or flextime is not available, paid NAIDOC leave up to 3 hours to attend NAIDOC March and approved activities.
  • Move the majority of leave related by-laws into the agreement.
  • Improve compassionate leave provisions to include the death of an employee’s non-immediate family member or a person related to the employee (eg. aunt, uncle, niece, nephew or first cousin).
  • Improve existing provision to support family responsibilities - an employee to have the right to return from parental leave on a part-time basis for 6 months.
  • New provision for pre-natal leave to allow for a spouse and a pregnant employee to access up to 8 hours leave for pregnancy related medical appointments.
  • A 4 year agreement.
  • Move foster or kinship carers leave into the agreement.
  • A new entitlement for gender transition leave.
  • Re-brand 'purchased leave' as 'flexible-lifestyle leave' to support work life balance. Improve existing entitlement to allow purchasing up to 8 weeks leave.
  • Improve existing provision to allow an employee to access up to 2 hours per annum for mental health screening/cancer screening.
  • Where time off in lieu or flextime is not available, a new provision to enable employees within 3 years of retirement age (currently 65) to access up to 2 hours paid leave per annum to seek independent financial advice on superannuation options.
  • The agreement to have in place principles for a casual employee to have the right to request conversion to ongoing/fixed period employment after 12 months.
  • Align professional development days for teachers – in addition to the professional development day prior to the commencement of the school year, a total of 3 compulsory development days to occur on the first day of the second, third and fourth term.
  • Highly accomplished and lead teacher (HALT) Professional growth – introduce a requirement to have an annual teacher professional growth plan aligned to HALT career stages of the Australian Professional Standards for Teachers. The allowance may be suspended where a professional growth process has not been undertaken.
  • Assistant teachers incremental progression – introduce an option to progress through the increments with equivalent experience as determined by the chief executive.
  • Mid-career teachers – introduce an option to progress through the increments with equivalent experience as determined by the chief executive.
  • Move the majority of leave related by-laws relevant to the NTPS into the enterprise agreement (eg. leave without pay, miscellaneous leave and defence service leave).
  • Stand down/non-term time provision – introduce a new clause to specify eligibility.
  • Electricity subsidy for employees in remote localities – extend the electricity subsidy to all employees in government supplied housing in remote localities to provide a consistent approach aligned to the general enterprise agreement.
  • Union rights – introduce a new clause to cover attendance at executive meetings and conference at the discretion of the chief executive.
  • Probation – align teacher probation to the Public Sector Employment and Management Act 1993 to reflect that probation only applies to ongoing appointments.

Bulletin 2

Have your say – your feedback is important

Should you wish to express a view on the proposals or make a suggestion, you can provide your feedback to me by emailing enquiries.ocpe@nt.gov.au.

More information

Regular bargaining updates will be posted on the OCPE website.

Vicki Telfer PSM
Commissioner for Public Employment
June 2021

Last updated: 16 September 2022

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