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Enterprise Bargaining (EB) isn’t just a procedural step where there are a few meetings and the employer gives us what we want.  It is a defining moment where educators stand together to shape their professional lives, champion fair conditions and defend the quality education in our schools.

There is one thing that remains true. The conditions we work under today are the result of the actions we took yesterday. And the conditions we’ll face tomorrow? They depend on what we do now.

As we enter the next round of negotiations, the IEU is advocating fiercely on your behalf, but we cannot do it alone and the time is coming where if we are going to win the changes we need, members must stand up.

We make no apologies for our claim being wide ranging, it is symbolic of how Catholic Education has fallen behind other schools and systems. We need immediate improvements if we want to defend our teaching profession.

In brief, here is where key bargaining points stand.

Salaries

• We are seeking nationally competitive salaries where increases are not less than inflation.
• With the Department for Education (DfE) paying an increase in salaries from 1 May 2025, we have fallen behind them in the national rankings, and this means SA Catholic teachers are paid at the bottom level.
• Catholic Education South Australia (CESA. The Employer) must come to the table with an acceptable wage offer.

Class Size

The employer has told us that it doesn’t  want to talk or negotiate on class size. But we have put it on the agenda for the next meeting, so that we can further discuss data showing Catholic schools have bigger class sizes than other systems; particularly in the early years. We also wish to finalise discussions on practical class sizes.

 Workload Protections

• We have had wins regarding including in the Enterprise Agreement (EA) provisions on the right to disconnect and additional time for early career teachers. (We are just sorting out the wording, with the proof being in the pudding)
• Other IEU proposals such as additional Non-Contact Time, decreases in Face to Face and teacher relief load have been discussed but not agreed.
• Our proposals on matters like Co curriculum Activities, Observation Assessment and Planning (OAP) and School Directed Non-Contact Time (SDNCT) have not progressed as the employer has said it does not want to discuss them.

 Relief Teachers

• We have had wins on Temporary Relief Teacher (TRT) salary with the TRTs to be paid on their years of experience. Agreement has been reached that induction should be paid.
• We propose that a joint CESA/IEU(SA) group develop best practice guidelines to support TRTs in schools. CESA has agreed to guidelines but not the collaboration.

Summary of the Catholic EB24 Meeting Tuesday 20 May

IEU Seeks Answers on Proposed Casual and Fixed-Term Employment Changes

At the EB meeting, CESA argued its case to make changes to Secure Work Provisions around the employment of temporary fixed term contracts and casual employees. The employer is wishing to extend the length of time that temporary contracts can be offered and extend the length of time casuals can be employed, wearing down current safeguards and potentially making work more precarious.

The IEU supports recent media commentary highlighting expert advice that secure work alongside pay, workload and class size are key factors in attracting and retaining staff.

​The IEU believes that understanding the rationale and evidence behind CESA’s proposals is essential for meaningful discussions and sought written clarification from the employer on key concerns. ​

The key questions include:

1. Rationale and Evidence: Why are these changes a priority for CESA, and what evidence supports their necessity in South Australian Catholic Schools for improving educational outcomes or operational standards? ​
2. Fixed-Term Contracts: What specific circumstances justify the use of fixed-term contracts in schools and preschools? ​
3. Precarious Employment: How will the employers proposed changes affect levels of precarious employment, such as casual and fixed-term roles? ​
4. Safeguards Against Misuse: What measures will be implemented to prevent the misuse of temporary contracts for roles that should be ongoing, and how will this be monitored? ​
5. Comparisons with Other Jurisdictions: Why has CESA not adopted the practice of offering ongoing Positions of Responsibility (POR), as seen in other states and systems? ​Why do POR positions in South Australian Schools need to be backfilled on a temporary basis.
6. Casual Employment Practices: Why does CESA require extended casual teaching arrangements beyond the standard four-week period generally operating in schools? ​
7. Award Concerns: Why is CESA proposing conditions that are potentially less than provided in the relevant modern awards, and the current agreement.
8. Commitment to Secure Work: What is CESA’s long-term plan for reducing reliance on insecure employment arrangements, and will it commit to developing a secure employment framework in consultation with the IEU? ​

IEU Concerns About Workers’ Rights ​and Protections

The IEU has expressed concerns that these proposals may represent a step backward for workers’ rights and protections. ​ The IEU is particularly focused on ensuring that employment arrangements align with legislative standards and broader industry expectations. ​This includes the entitlements for all workers not being set less than the provisions in the modern award, or current entitlements in the agreement.

Call for Transparency and Accountability ​

The IEU has emphasised the need for transparency and accountability in CESA’s decision-making processes around modes of employment. We are calling for safeguards to prevent the misuse of temporary contracts and ensure that positions meeting the criteria for ongoing employment are not repeatedly offered on a temporary basis. ​

Looking Ahead

The IEU remains committed to advocating for secure employment arrangements that benefit both staff and the educational community. The IEU has urged CESA to engage in genuine consultation and provide clear evidence to support its proposals. ​

As the negotiations continue, the IEU will continue to fight for a fair and equitable outcome for all employees in Catholic schools and preschools. We will advocate for an end to precarious employment, ensuring secure and stable work is the norm, and, that casual or temporary arrangements are used only where genuinely necessary.

Members Should Stay Informed

Members are encouraged to stay informed about the progress of these negotiations and to share their concerns with the IEU – 8410 0122 or enquiries@ieusa.org.au

Your voice, your engagement, your solidarity and your action is how we win.

Get active. Ask your colleagues who are not members to join the IEU, support the campaign and show the employer that education workers will not settle for a poor deal.

Together, we can ensure that workers’ rights and job security remain a priority in South Australia’s education sector.