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7 August 2026

Cardijn Members are United and Prepared to Take Action!

Cardijn College members turned out in massive numbers for a recent IEU bargaining meeting on the latest Catholic Education South Australia (CESA) offer, with attendance exceeding expectations (and the meeting room’s capacity!) — demonstrating the extraordinary momentum being built at the school.

Members discussed the current Enterprise Agreement (EA) negotiations, the importance of remaining focused on what is still missing from the employer’s offer, and the next steps towards a Protected Action Ballot.

There was strong support for continuing to stand together and build collective power to secure fairer working conditions, and a pay rise that keeps us up with the cost of living — and with Catholic school employees around Australia.

A special acknowledgement was given to longtime IEU(SA) Sub-Branch Representative (Rep) Leon Deng, whose outstanding organising efforts have helped drive unprecedented membership growth at Cardijn.

Importantly, members recognised that union membership is about more than just strength in numbers for bargaining to achieve EA improvements.

Maintaining strong union membership and representation beyond this campaign will be critical to enforcing and protecting those gains in the workplace for years to come.

We are well on our way to building a powerful collective of committed and united members at Cardijn that will benefit employees for years to come!

The enthusiasm and positive energy were palpable and clearly demonstrated the commitment of members to stand together and do what it takes to get a respectful offer!

This is union solidarity in action!

Walford Anglican Girls School

The Enterprise Agreement (EA) is currently in the Fair Work Commission waiting for approval.

Woodcroft College

Since the NO vote, the IEU office has had two meetings with the employer executive to discuss bargaining.  We have been consulting with members via surveys and a face-to-face meeting.

The IEU has been successful in seeking improvements from the College — being:

• An increase of pay % to 4% each year for 3 years.
• Back pay from 20 April 2026 (previously 1 July 2026)
• Workload reduction for Middle School, Senior School and Junior School: Tutor/classroom teachers of 45 minutes from 2028. This will be confirmed in a Memorandum of Understanding (MOU).
• Backdated conditions to 1 February for camp allowances, parental and partner leave. The EA has been amended with a new clause to reflect the same.
• For Early Learning Centre (ELC) staff, an additional 1% pay, on top of the annual Fair Work Commission (FWC or Commission) minimum wage increase each year. That means this year they will receive 5.75% instead of 4.75%.

The College have advised they will put the agreement back out to vote early Term 3.  We are waiting for the College to advise when that will be.

Prince Alfred College – Early Learning Centre

The IEU has achieved some positive improvements so far including:

1. A confirmation of the FWC increase for pay rises PLUS an additional increase of 2% in January 2027.
2. Allowances paid to both Classroom Co-Educator and Support Shift Co-educator staff in the school Holiday period.
3. An increase in the School Holiday allowance (the rate is yet to be agreed).
4. An improved classification with further levels for support shift workers.
5. Access to Long Service Leave (LSL) after 7 years of service.
6. Increase in Personal Leave days (the College has currently offered 12, the IEU initially sought 15 and is now seeking 13 by way of compromise).
7. 1 day paid Family and Special Events Leave.

Matters that remain outstanding and are still being negotiated:

1. The rate of school holiday allowance.
2. Additional annual leave days in the holiday period.
3. Additional sick leave.
4. Infectious diseases leave.
5. Professional development to be done in paid work time, ie. professional development days.
6. Closing early on the final day of the year.
7. Specific wellbeing initiatives.

Garden College

We are continuing to organise and develop the Log of Claims.  Members met on Thursday 23 July to discuss and work on this.

We will hold our first Enterprise Bargaining meeting on Monday 17 August at 3.50pm.

Kings Baptist Grammar School

We have now had three Sub-Branch meetings. The IEU has presented their Log of Claims to the School.

The School has indicated they will provide an initial reply on 11 August and the next meeting will be 25 August 2026.

Westminster School

On 27 July we met with Andrew Whiteman and Abby Drew to discuss when bargaining would commence.  The School are seeking to delay of commencing bargaining until July 2027 (instead of September 2026).

If members agree to the proposal for the delay the School has agreed to undertake the following in the meantime:

• Providing all staff with a 4.75% salary increase from the first pay period in January 2027.
• Work with staff and the Consultative Committee to understand key issues and priorities raised by staff before formal bargaining begins.
• Progressing the alignment of general staff roles to the Educational Services (Schools) General Staff Award 2020 classification structure, providing an opportunity to review which classifications appropriately reflect the work being performed.
• Review of the co-curricular incentive scheme for teaching staff, providing an opportunity to review payment for staff when they go over and above the 40 hours.

Enabling the incoming Principal to participate in developing an EA that will largely operate under their leadership, providing continuity and supporting the School’s future direction.

Your organiser Zerebar Karimi and Industrial Officer Emma Johnson will meet with you in the next week to discuss the proposal and then will notify the School.

St Andrew’s School

St Andrew’s members secure strong salary growth and better conditions. 

After months of bargaining, IEU members at St Andrew’s School have secured a new EA that delivers meaningful salary increases and a range of improvements to working conditions for teachers and general staff.

The EA provides salary increases over four years as follows:

• Teachers: 4.0% from 1 July 2025, followed by 3.5%, 3.5% and 3.5%.
• General Staff: 4.0% from 1 July 2025, followed by 3.5%, 3.5% and 3.5%.

The EA also removes junior wage rates for employees aged 18 years and over, ensuring adult employees are paid the appropriate classification rate rather than a junior rate.

For experienced teachers, the top classroom teacher salary will increase from $124,510 to $138,713 over the life of the Agreement an increase of $14,203 or 11.4%.

General staff will also receive significant salary growth. For example, a Level 2.1 employee will see their annual salary increase from $74,841 to $83,379 an increase of $8,538 (11.4%). A Level 2.2 employee’s salary will increase from $78,508 to $87,464 an increase of $8,956 (11.4%).

These outcomes were achieved because members stood together throughout bargaining.

Every survey completed, workplace discussion held, meeting attended and conversation with bargaining representatives strengthened the IEU’s ability to negotiate improvements.

Members secured important improvements including: 

• Strong salary increases for teachers and general staff.
• Removal of junior wage rates for employees aged 18 years and over.
• Increased Paid Parental Leave to 16 weeks, rising to 18 weeks after five years’ service, together with paid superannuation and expanded coverage for adoption, surrogacy, long-term foster care, stillbirth and pregnancy loss.
• New reproductive health flexibility provisions.
• A new Right to Disconnect clause.
• Stronger Workplace Delegate Rights.
• Better protections for Part-Time Teachers — including no requirement to attend meetings or undertake duties on non-working days unless agreed and appropriately compensated.
• Reduced extra-curricular expectations and additional Time off in Lieu (TOIL) for interstate camps.

Union scrutiny continued after bargaining 

The IEU also carefully examined the EA during the FWC approval process.

Following concerns raised during approval, the School provided a formal undertaking that Clause 43 (Annualised Salaries) will not operate for the life of the Agreement —protecting general staff from those provisions.

This is an important reminder that the IEU’s work continues well beyond the bargaining table. Careful review of agreements before approval helps ensure members receive the protections they deserve. 

While there is always more work to do in future bargaining rounds, this EA delivers real gains that will benefit members across the School.

The improvements secured demonstrate what members can achieve when they stand together. 

Pulteney Grammar School

The FWC has approved the Pulteney Grammar School Inc. Enterprise Agreement 2026.  The IEU was a bargaining representative throughout negotiations and continues to be covered by the EA.

This EA delivers significant improvements to salaries and conditions.

While not every IEU claim was achieved, members have secured a range of important gains that will benefit teachers, general staff and Children’s Services employees.

Salary outcomes

The Agreement provides annual salary increases of:

• 4.0% from the first pay period on or after 1 May 2025
• 3.5% from the first pay period on or after 1 May 2026
• 3.5% from the first pay period on or after 1 May 2027

The outcome is much more than annual wage increases. The EA includes important structural salary improvements.

The previous 12-step teacher salary scale has been replaced by a new 10-step structure. This means many teachers receive increases well above the headline 4% wage increase and will reach the top of the salary scale sooner.

Importantly, during the FWC approval process the IEU raised concerns about the lower entry points in the salary scale. As a result, Pulteney provided a legally binding undertaking that no teacher will be employed on Step 1 or Step 2 of the Band 1 salary scale.

The minimum commencing salary for all newly appointed teachers, including those in the early years who are three year trained and Special Authority to Teach (SAT) is therefore Step 3, providing a substantially higher starting salary than would otherwise have applied.

The Agreement also introduces new allowances for teachers accredited as:

• Highly Accomplished Teacher (HAT)
• Lead Teacher

These allowances recognise advanced professional practice and provide additional remuneration for accredited teacher.

Major improvements for Children’s Services employees

The new EA introduces a completely redesigned eight-level classification and salary structure for Early Learning Centre (ELC) and Outside School Hours Care (OSHC) employees.

The change delivers substantial structural salary increases above the general annual wage increase. Depending on an employee’s former classification and their translation into the new structure, commencement increases range from approximately 21% to 37% at many comparable classification points.

For example, the Level 1 rate increases from a previous rate of $25.15 to $34.46 per hour, an increase of $9.31 per hour or 37%. The Qualified Educator rate increases from approximately $31.46 to $40.85 per hour, an increase of $9.39 or 29.8%. The Director rate increases from $54.65 to $74.87 per hour, an increase of $20.22 per hour or 37%.

These are lasting structural improvements to the salary structure, not merely annual indexation. Existing employees will be translated according to their qualifications, experience, duties and responsibilities, with protections ensuring that no employee’s existing rate of pay is reduced.

Improved working conditions

The Agreement also secures a wide range of improvements, including:

• 16-weeks Paid Parental Leave with employer-paid superannuation.
• New Foster Care Leave.
• New Miscarriage Leave.
• New Stillbirth Leave.
• Breastfeeding provisions.
• Flexible work arrangements for reproductive health.
• Improved Family and Domestic Violence Leave.
• Two days paid Special Leave for significant family events.
• Long Service Leave after seven years.
• Right to Disconnect.
• Workplace Delegate Rights.
• Fortnightly payment (payday) of superannuation from July 2026.
• Reduction in teacher attendance days from 200 to 198.
• Four paid Christmas shutdown days for general staff and Children’s Services employees

IEU improvements during Fair Work approval

During the FWC approval process, the IEU carefully scrutinised the EA and identified a number of concerns.

As a result, the employer was required to provide legally binding undertakings covering:

• teacher commencement salary (no engagement at Steps 1 or 2);
• variation of part-time teaching loads;
• casual teacher engagements;
• notice of termination; and
• meal and rest breaks.

These undertakings now form part of the approved Agreement and provide additional protections for members.

The IEU thanks every member who attended meetings, completed surveys, voted, spoke with colleagues and supported the bargaining campaign.

Enterprise bargaining succeeds because members stand together. Your participation secured meaningful improvements to salaries, working conditions and professional recognition. 

If you have any questions about how the new EA applies to your employment, please contact our office.

Scotch College Bargaining Update

Better Pay. Better Workloads. A Better Agreement.

Bargaining for the new Scotch College Enterprise Agreement is now underway, with both the College and the IEU having exchanged their Log of Claims.

While there are a number of areas where both parties are seeking improvements, there remains a significant difference in the approach to salaries and workload.

The College’s Salary Offer

The College has proposed salary increases of:

• 4% from February 2027
• 3% from February 2028
• 3% from February 2029

This represents a cumulative increase of approximately 10.3% over three years.

While any salary increase is welcome, members have consistently told the IEU that attracting and retaining high-quality staff requires remuneration that keeps pace with the independent school sector and restores purchasing power after years of high inflation.

The IEU’s Salary Claim

The IEU has proposed that the new agreement:

• deliver salary outcomes that protect and restore purchasing power;
• ensure Scotch salaries remain competitive within the independent school sector; and
• support the recruitment and retention of skilled and experienced staff.

The claim also seeks:

• competitive graduate teacher salaries;
• recognition of Temporary Relief Teachers’ experience;
• an increase to the short-term casual loading;
• fortnightly payment of superannuation (payday); and
• increases to allowances in line with salary movements.

The precise salary percentages remain the subject of bargaining.

Workload is Just as Important as Pay

Members have made it clear that salary alone is not enough. Workload continues to be one of the biggest challenges facing staff.

That is why the IEU’s claims include significant workload improvements, including:

• reducing face-to-face teaching time;
• increasing minimum Non-Instructional Time (NIT);
• limits on the number, timing and frequency of meetings;
• recognition of planning, preparation and assessment time;
• smaller class sizes;
• improved workload monitoring and review processes;
• reduced administrative burden; and
• better arrangements for co-curricular activities.

The IEU is also seeking greater predictability for staff through advance notice of meetings, protected “blackout days” free from meetings, publication of the annual calendar following consultation, and stronger protections around work outside ordinary hours.

Modern Conditions for Modern Schools

Beyond salary and workload, the IEU has proposed a comprehensive package of improvements including:

• Right to Disconnect protections;
• stronger flexible work provisions;
• 10 days paid Reproductive Health Leave;
• enhanced Paid Parental and Foster Care Leave;
• improved Domestic and Family Violence Leave;
• better protections for part-time employees;
• enhanced wellbeing and psychosocial safety provisions;
• improved classification structures and career progression; and
• fairer arrangements for co-curricular work and additional duties.

A Strong Agreement Requires Member Support

Enterprise bargaining is about more than annual pay increases. It is an opportunity to shape the conditions under which we work for years to come.

The IEU’s claims have been developed directly from member feedback and are designed to deliver an agreement that not only provides competitive salaries but also creates a more sustainable, respectful and supportive workplace.

As bargaining progresses, members will continue to receive updates and opportunities to have their voices heard. The strongest outcomes are achieved when members stand together behind a shared vision for a better agreement.

Tyndale Schools

Bargaining delayed after employer lets bargaining authorisation lapse

Members have been advised that bargaining at the Tyndale Group of Christian Schools has been delayed after the employer allowed its Single Interest Employer Authorisation to lapse.

The authorisation was originally granted by the Commission on 3 December 2024. Under the Fair Work Act, the authorisation remained in force for 12 months unless extended by the Commission.

Rather than applying to extend the authorisation before it expired, the employer has now acknowledged to the Commission that it allowed the authorisation to lapse. In correspondence filed with the Commission, the employer describes this as a “genuine oversight” and has apologised for failing to apply for an extension within the required timeframe.

As a result, the employer has been required to make a fresh application to the Commission for a new Single Interest Employer Authorisation before bargaining can continue towards a vote on a proposed enterprise agreement.

This has caused an unnecessary delay in finalising bargaining.

The employer has advised the Commission that negotiations are well advanced and that it has prepared a draft EA ready to present to employees.

However, because the original authorisation expired, the bargaining process cannot simply continue from where it left off without the Commission first dealing with the new application.

The draft agreement that the employer has proposed raises a number of concerns in that the salary does not keep pace with inflation, there are concerns with the workload provisions, class size are not what was agreed in bargaining, general staff classifications have not been reviewed, and there are concerns with the Position of Responsibility (POR) classifications.

The matter is listed before Deputy President Hampton.

The IEU remains committed to bargaining in good faith and will continue to advocate for an agreement that delivers fair salaries, manageable workloads and improved conditions for members across the Tyndale Group of Christian Schools.

We will keep members informed as the Commission deals with the employer’s application and bargaining progresses.

Pembroke School

Members Vote Yes to their Enterprise Agreement

Pembroke School members have overwhelmingly endorsed a new EA.

The Agreement will now be lodged with the FWC for approval. Once approved, it will operate until 31 December 2029.

The new Agreement delivers significant salary improvements. The current top step teacher salary of $130,819 will increase to:

• 2027: $136,379 (4.25%)
• 2028: $141,152 (3.5%)
• 2029: $146,092 (3.5%)

These increases will place Pembroke teachers amongst the best paid in SA.

Importantly, the Agreement also delivers a wide range of improvements to working conditions that reflect priorities identified by members throughout bargaining.

Key achievements include:

• A reduction in face-to-face teaching time.
• 10 days paid Reproductive Health Leave, recognising the broad range of reproductive health needs experienced by employees.
• 21 weeks Paid Parental Leave for primary carers.
• New Stillbirth Leave and Miscarriage Leave provisions.
• Enhanced Domestic and Family Violence Leave provisions, including additional employer discretion to provide further paid leave where required.
• Access to pro-rata Long Service Leave after seven years of service.
• Two Grace Days for Professional Services Staff.
• Paid time off for Professional Services Staff when the School closes early for events such as Pet Day.
• Prescribed periods where teachers are not expected to work or be contacted by the School, building on Australia’s new Right to Disconnect protections.
• Establishment of a Workload Review Committee to monitor and improve workload and work practices.
• Improved arrangements for parent-teacher interviews, including limits on the length of the day, meal breaks and protection of non-contact time.
• A commitment to consider and trial remote work arrangements where appropriate.
• Development of an Early Career Teacher Policy.
• A Job Share Policy to better support teachers seeking part-time work.
• Outdoor Education instructors brought within the EA providing greater certainty and improved employment protections.
• Stronger Work Health and Safety provisions, including IEU notification of Health and Safety Representative elections.
• New workplace delegate rights reflecting recent amendments to the Fair Work Act, including paid training and improved access to facilities for workplace representatives.

The outcome reflects many months of constructive bargaining and demonstrates what can be achieved when members actively participate in their union. Throughout negotiations, members attended meetings, provided feedback on claims, and remained united behind their bargaining priorities.

The IEU acknowledges the outstanding work of the Pembroke IEU Sub-Branch bargaining team, whose commitment and leadership ensured members’ voices remained central throughout negotiations. Their work, together with the strong support shown by members across the School, has secured an Agreement that delivers meaningful improvements to salaries, workload, leave, flexibility and workplace rights.Sunrise Early Learning Centre and Schools

The Schools’ Multi-Agreement draft is out for consultation.

Salary and country incentives have not been addressed adequately, and we will be suggesting that staff vote NO to the agreement when it is put to a vote.

Kaplan International (was University of Adelaide College)

Negotiations have begun and the IEU member claims have been presented. There is now an independent bargaining agent representing non-members and they are yet to present their claims. That will occur at the next meeting after which Kaplan will respond to all claims.

St George College

Members have endorsed a Log of Claims, and the first meeting has occurred.

At the next meeting, bargaining Reps will assist in presenting the claim.

Key components of the claim include:

• Salary increases bringing them up to competitive rates. Even with a 5% increase outside of the EA negotiations paid from February 2026, St George Top Step Teachers remain between 3.34% and 8.66% behind DfE top steps.
  For Support Staff the gap is even larger, as they are around 12.7% behind DfE and 10.65% behind Catholic schools (even with their low 3% salary position).
• Parental Leave pay increases for primary and secondary carers.
• Removal of the primary carers leave for female staff only.
• Personal Leave to be given up front, rather than accumulate (St George are the only school in SA with an EA that still has this lesser provision).
• Family Special Events Leave.
• Redundancy improvements so that partial redundancy can trigger a full redundancy (something that all but 4 employers have).
• Delegates Rights.
• Right to Disconnect.
• Enhanced union rights such as inclusion in Consultative Committee.
• Full-time load for teachers codified.
• Limits on the number of reliefs a teacher can be given.
• Introduction of Highly Accomplished and Lead Teacher (HALT) allowances.
• Graduate teacher support.
• Mentor teacher release.
• TRT rate increase.
• Camp allowance.
• General Staff first aid allowance increase.
• General Staff toileting allowance.
• Increased personal leave for ELC staff.
• Inclusion of the Worker Retention Payment provisions which would allow the Federal Government payment to go to staff, which would give ELC staff an additional 15% pay increase.
• Guaranteed training for ELC staff.

Pinnacle College

The Log of Claims has been endorsed, Reps have presented it and the employer has responded.

The main issue appears to be salary increases. The employer has presented a document which outlines their apparent financial hardship. The IEU is analysing the validity of that.

Of note though, to support their claim that the parent cohort cannot afford a fee increase to allow an above CPI increase, they cite an outdated way of measuring ability to pay.

The new more accurate measure, Index of Community Socio-Educational Advantage (ICSEA) shows that Pinnacle parents at 1049 sit above average (average being an ICSEA of 1000). This is very similar to schools around the Golden Grove area:

• Gleeson: 1055
• Golden Grove HS: 1007
• Golden Grove PS: 1021
• Golden Grove Lutheran: 1051
• Pedare: 1097

So, our initial analysis is that extremely low fees charged are resulting in the college being under financial strain with the apparent impact of that needing to be taken by staff. The IEU will resist as members deserve their pay to remain competitive.