Lauriston Girls’ School staff are taking
action to improve our school
Teachers and school staff at Lauriston Girls’ School are taking protected industrial action to achieve a fair pay rise in our Enterprise Agreement.
What has been agreed
A few gains have been made, including the Monday before Melbourne Cup and some flexible leave improvements. However, these gains do not come at a real cost to the employer, and do not address the key claims made.
What are we fighting for?
A fair pay rise
We deserve a wage increase that keeps up with inflation and the rising cost of living. Our employer has offered a total increase of 9% over 3 years. This is well below the union claim of 18% and current inflation rates. Government and Catholic Schools have rejected an offer of 18% and continue their campaign for 35%.
Real workload protections
The employer refuses to include reasonable workload limits in the Agreement. Our employer has rejected key claims for planning time, limits on duties, and class protections.
Increased parental and family leave
Lauriston continues to fall behind sector standards on parental leave and family and domestic violence leave. We are only asking for what has operated in the Government and Catholic Sectors for the last 4 years.
Increased personal leave
The existing 15 days has been the entitlement in Victorian government, Catholic, and most independent schools for many years. It is not a generous entitlement.
Achieve responsibility allowance equity
Every area of the school should have fair and guaranteed access to responsibility allowances in the EBA. The employer’s offer has no recognition of the increasing responsibilities placed on teachers across ELC, JS, and SS.
Howqua entitlements
Howqua rostering principles have not been included in the agreement, only in policy. This means that they are not legally enforceable.
Camp allowance
Our employer has offered a small change in allowance for some kinds of leave, but not equal to the time in lieu, or payments operating in the Government and Catholic Sectors for the last 4 years.
Right to disconnect
No meaningful protection from unreasonable out-of-hours work. Referring to the minimum law is not enough.
Existing conditions
The employer has proposed changes to existing conditions without proper agreement and used ambiguous language. Staff should not sign off on cuts or uncertainty.
To be taken seriously at the bargaining table
The employer’s current offer does not meet our key claims. L staff expect better.
Improved student outcomes
When staff have fair pay and manageable workloads, we can teach and support students safely, sustainably and effectively.
Do you work at Lauriston Girls’ School and are not yet a member of the IEU?
Join today to make our collective voice stronger as we campaign to win an Agreement that improves all of our working lives.
News articles about Lauriston Girls’ School bargaining
