A positive start to bargaining in Tasmanian Catholic schools
The IEU has formally commenced bargaining for a new Tasmanian Catholic Agreement, after tabling a comprehensive Log of Claims backed by strong member consultation and unanimous endorsement from Reps across the state.
On Friday 17 April, the Log of Claims was formally lodged, marking a key milestone in the lead-up to the new Agreement. Early meetings with Catholic Education Tasmania to prepare for bargaining were productive and collegial. IEU leadership report being reassured by the constructive approach of CET’s new negotiating team, and that of Interim Executive Director Dr Terry McCarthy.
Negotiations in the last round of bargaining were difficult and took nearly three years. While it is still early and nothing is guaranteed, this time around both parties have a shared ambition for a positive outcome as soon as possible.
Thanks to years of sustained membership growth in Tasmanian Catholic schools, strong Rep-training programs and better organised sub-branches, the IEU is well placed to negotiate a good deal for members.
Log of Claims
The Log of Claims was developed through sub-branch input, member surveys and workplace experience. It sets out a clear agenda to improve salaries, workload protections, safety and conditions, while ensuring outcomes at least match those in the government sector. Priorities include pay increases, improved superannuation, clearer role definitions, limits on workload, stronger support for complex student needs, and expanded leave and flexible work rights.
State sector agreement
The Australian Education Union (AEU) has secured two three-year Agreements for Tasmanian public school staff following an extended period of industrial action, including strikes and statewide work bans.
The AEU made improved working conditions central to the Agreements, securing measures to reduce workload pressures and better respond to school violence, increased access to professional support such as school psychologists, and new leave entitlements, including reproductive health leave and additional wellbeing supports.
Support staff also secured an additional 6–7 days of paid work, reducing unpaid stand-down periods. The Agreements introduce new career pathways and specialisations for Teacher Assistants, as well as new allowances, including for staff supporting student toileting.
Long-term structural focus
As bargaining begins, the IEU is focused on securing an Agreement that reflects the increasing complexity of educators’ work and delivers system-wide improvements. The Log of Claims seeks not only immediate gains in pay and entitlements but also structural reforms, including enforceable workload limits, fair classification and progression pathways, and stronger health and safety protections. The central principle is that high-quality education depends on secure, well-supported staff.
Some highlights of the Log of Claims
The Log of Claims recognises the complexity of work in Catholic schools, and ensures staff contributions are properly valued. Adequate funding is identified as essential to achieving these outcomes.
Workload
Retain 195-day annual attendance limit
Limit out-of-hours meetings to 2 hours per week for all staff
Preparation time for Teacher Assistants; better support for complex student needs
Paid lunch break and right-to-disconnect provisions for all staff
Fair compensation for extra duties (e.g. camps) for all staff.
School Support Employees
Better recognition and updated classification structures that reflect the work undertaken by all School Support Employees
Processes for requesting and assessing reclassification
Preparation time for Teacher Assistants within working hours, and improved support for those working with high-needs students.
Teachers
Support for teachers managing students on Individual Learning Plans
Protect planning time and compensate for missed release
Supervisions counted in FTE and paid if over maximum hours
Reduced instructional loads and clear class size caps.
Health and Safety
Improved reporting of systemic safety issues
Limit surveillance; prohibit in private spaces
Employer-funded vaccinations and Employee Assistance Programs
Strengthened psychosocial hazard management and wellbeing initiatives.
Leave
12 days Reproductive Health and Wellbeing Leave
Improved accident compensation, 10 days bereavement/compassionate leave, and improved long service leave
Modernised parental leave: 30 weeks primary, 8 weeks secondary caregiver; flexible, inclusive, and accessible after 6 months
Pro-rata for part-time staff; leave for survivors of sexual abuse.
Performance and Conduct
Fair processes, including stand-downs, risk assessments, and support during investigations.
Other Claims
No compulsory transfers; improved grievance and implementation processes
Reduced administrative burden
Time allowances for IEU Reps and recognition of Delegates’ Rights
Gender-neutral language, Fair Work compliance, induction access, and reasonable school facilities for union representatives.