Members seek support over budget guidelines
An IEU webinar for ES members in Victorian Catholic education attracted hundreds of participants, reflecting strong demand for accurate information about employers’ 2027 budget guidelines.
IEU Deputy General Secretary Kylie Busk led the session, and opened by saying that many members felt “vulnerable” and needed a “safe space” to discuss their concerns.
The webinar was prompted by member concerns arising from the push across Victorian Catholic education for school leaders to take measures including a hiring pause, maximising student-teacher ratios and scheduled class time, reviewing leadership positions and time release, reducing above-award payments and professional learning, reducing Education Support staffing, and reviewing vacancies and part-time hours.
The message was clear: procedures must be followed, and members have rights and options. Budget pressures do not override employees’ rights under the CEMEA. The Agreement sets requirements for consultation, fixed-term contracts, changes to part-time hours and redundancies.
Some key points covered:
Fixed-term employment should be minimised, and only used for valid reasons such as the replacement of an employee on leave. It was highlighted that anyone who is told that their contract is fixed-term for ‘funding reasons’ should seek advice from the IEU.
Non-renewal of a fixed-term contract requires at least seven weeks’ notice or payment in lieu.
Employers proposing to reduce a permanent part-time employee’s hours must follow Clause 15, providing written notice, consulting with the employee and considering their personal circumstances. Where a significant reduction is proposed, an employee can reject the change and may be entitled to a severance payment.
Where a position is no longer required, Clause 21 requires employers to follow a redundancy process which includes notifying the IEU, consulting affected employees and considering reasonable alternatives. Kylie highlighted that redundancy situations can often be resolved without the need for any forced redundancy, particular if the union is involved.
Members also asked about:
Job security and redundancies, including the likely scale and duration of cuts and whether ongoing staff could be replaced by fixed-term employees.
Cuts to hours and FTE, particularly significant reductions for ongoing Education Support staff.
NCCD funding, including whether roles, leadership positions and wages are funded through it, and how funding cuts affect jobs.
Classification and pay, particularly whether higher-level duties and formal intervention work should attract higher classifications or pay.
Budget management and transparency, including concerns that poor budgeting is driving job and income cuts and questions about employer accountability.
Employment rights, including full-time hours, variations to ongoing contracts and whether staff can refuse reduced hours.
The webinar reinforced that members do not have to navigate these changes alone. Understanding the Agreement and knowing the processes employers must follow are important protections when schools make decisions about staffing and budgets.
Kylie encouraged members with specific concerns to seek advice from their Organiser or the Member Services Unit.
The webinar was part of the IEU’s ongoing support of members throughout this challenging period of change, running in addition to twice-weekly member information sessions across the second half of Term 3.
