1
Fair Work Act 2009
s.185—Enterprise agreement
Trustees of the Roman Catholic Church for the Archdiocese of Canberra
and Goulburn
(AG2024/882)
NSW AND ACT CATHOLIC SYSTEMIC SCHOOLS PRINCIPALS
ENTERPRISE AGREEMENT 2024
Educational services
COMMISSIONER YILMAZ MELBOURNE, 2 MAY 2024
Application for approval of the NSW & ACT Catholic Systemic Schools Principals Enterprise
Agreement 2024
[1] An application has been made for approval of an enterprise agreement known as the
NSW & ACT Catholic Systemic Schools Principals Enterprise Agreement 2024 (the
Agreement). The application was made pursuant to s.185 of the Fair Work Act 2009 (the Act).
It has been made by Trustees of the Roman Catholic Church for the Archdiocese of Canberra
and Goulburn. The Agreement is a single enterprise agreement.
[2] The Agreement covers the following employers:
Trustees of the Roman Catholic Church for the Diocese of Armidale trading as
Armidale Catholic Schools;
Trustees of the Roman Catholic Church for the Diocese of Bathurst trading as Catholic
Education Diocese Bathurst;
Trustees of the Roman Catholic Church for the Archdiocese of Canberra and
Goulburn;
Diocese of Lismore Catholic Schools Limited;
Trustees of the Roman Catholic Church for the Diocese of Maitland-Newcastle,
trading as the Diocese of Maitland-Newcastle Catholic Schools Office;
Catholic Schools Parramatta Diocese Limited trading as Catholic Schools Parramatta
Diocese;
Trustees of the Roman Catholic Church for the Diocese of Wagga Wagga trading As
Catholic Education Diocese Of Wagga Wagga;
The Trustees of the Roman Catholic Church for the Diocese of Wilcannia-Forbes
trading as Catholic Education Wilcannia-Forbes; and,
Trustees of the Roman Catholic Church as Trustees for the Wollongong Diocese
Catholic Schools System, trading as Catholic Education Diocese of Wollongong.
[2024] FWCA 1536
DECISION
FairWork
Commission
AUSTRALIA FairWork Commission
[2024] FWCA 1536
2
[3] I am satisfied that each of the requirements of ss.186, 187 and 188 are relevant to this
application for approval and have been met. The Agreement does not cover all of the employees
of the employer, however, taking into account the factors in ss.186(3) and (3A) I am satisfied
that the group of employees was fairly chosen.
[4] In the circumstances of this Agreement the better off overall test pursuant to ss.193 and
193A does not apply, as the employees to be covered by this Agreement are not employees
covered by an award nor are they prospective award covered employees.
[5] Nothing in the Act prevents the making of an enterprise agreement which covers
employees that are not covered by an award.1 In such circumstances, the better off overall test
has no effect, but satisfaction with s.206 is required. I am satisfied that the Agreement meets
the applicable national minimum wage order as required by s.206 of the Act which provides for
a base rate of pay under enterprise agreements. Relevantly s.206(3) provides:
“206 Base rate of pay under an enterprise agreement must not be less than the
modern award rate or the national minimum wage order rate etc.
If an employer is required to pay an employee the national minimum wage etc.
(3) If:
(a) an enterprise agreement applies to an employee; and
(b) the employee is not covered by a modern award that is in operation; and
(c) a national minimum wage order would, but for the agreement applying to
the employee, require the employee's employer to pay the employee a base rate
of pay (the employee's order rate) that at least equals the national minimum
wage, or a special national minimum wage, set by the order;
the base rate of pay payable to the employee under the enterprise
agreement (the agreement rate) must not be less than the employee's order rate.”
[6] The Independent Education Union of Australia being a bargaining representative for the
Agreement, has given notice under s.183 of the Act that it wants the Agreement to cover it. In
accordance with s.201(2) I note that the Agreement covers the organisation.
1 Sunnyhaven Limited [2012] FWAFB 9086 [10]-[14].
https://www5.austlii.edu.au/au/legis/cth/consol_act/fwa2009114/s12.html#applies
https://www5.austlii.edu.au/au/legis/cth/consol_act/fwa2009114/s12.html#base_rate_of_pay
https://www5.austlii.edu.au/au/legis/cth/consol_act/fwa2009114/s12.html#base_rate_of_pay
https://www5.austlii.edu.au/au/legis/cth/consol_act/fwa2009114/s789gc.html#employee
[2024] FWCA 1536
3
[7] The Agreement is approved and in accordance with s.54, will operate from 9 May 2024.
The nominal expiry date of the Agreement is 9 October 2024.
COMMISSIONER
Printed by authority of the Commonwealth Government Printer
AE524407 PR774264
OF THE COMMISSION THE SEAT
NSW & ACT Catholic
Systemic Schools
Principals Enterprise
Agreement 2024
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Table of Contents
NSW & ACT Catholic Systemic Schools Principals
Enterprise Agreement 2024 1
Part 1 – APPLICATION AND OPERATION 5
1. TITLE OF THE AGREEMENT 5
2. COVERAGE 5
3. TERM AND OPERATION 7
4. DEFINITIONS 8
5. INDIVIDUAL FLEXIBILITY ARRANGEMENT 10
6. NO EXTRA CLAIMS 12
7. ACCESS TO THE AGREEMENT 13
Part 2 – ROLE, SELECTION AND APPOINTMENT 14
8. EMPLOYMENT OF A PRINCIPAL 14
9. MISSION OF CATHOLIC SCHOOLS 15
10. SELECTION AND APPOINTMENT PROCEDURES 16
11. RIGHT TO REQUEST FLEXIBLE WORKING ARRANGEMENTS 17
12. PROFESSIONAL LEARNING AND DEVELOPMENT 18
Part 3 – CLASSIFICATION STRUCTURE AND RELATED
PROVISIONS 19
13. PRINCIPALS’ SALARY AND CLASSIFICATION STRUCTURE 19
Part 4 – PAYMENT OF SALARY AND ALLOWANCES 23
14. PAYMENT OF SALARY 23
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15. PART-TIME AND CASUAL PRINCIPALS 24
16. EXPENSE RELATED ALLOWANCES 24
17. SUPERANNUATION 25
Part 5 – HOURS OF WORK 27
18. HOURS OF WORK FOR PRINCIPALS 27
Part 6 – LEAVE 28
19. ANNUAL LEAVE 28
20. SALARY ADJUSTMENT FORMULA AND STUDENT VACATION PERIODS 29
21. ANNUAL ADJUSTMENT OF SALARY FORMULA 31
22. PUBLIC HOLIDAYS 35
23. PERSONAL/CARER’S LEAVE 36
24. PARENTAL LEAVE AND RELATED ENTITLEMENTS 40
25. LONG SERVICE LEAVE 44
26. OTHER LEAVE 49
PART 7 - SUSPENSION AND TERMINATION OF EMPLOYMENT 54
27. SUSPENSION 54
28. TERMINATION OF EMPLOYMENT 55
29. REDUNDANCY PAY 57
PART 8 - CONSULTATION, DISPUTE RESOLUTION AND OTHER
MATTERS 59
30. DISPUTE RESOLUTION PROCEDURES 59
31. CONSULTATION REGARDING MAJOR WORKPLACE CHANGE 61
32. CONSULTATION ABOUT CHANGE TO REGULAR OR ORDINARY HOURS
OF WORK 63
33. FAIR PROCEDURES 64
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SCHEDULE A - MONETARY RATES 68
ANNEXURE A 71
PERSONAL/CARER’S LEAVE SYSTEMIC SCHOOLS AND PORTABILITY
(NSW/ACT CATHOLIC PARTICIPATING NSW/ACT CATHOLIC INDEPENDENT
SCHOOLS) 71
1. APPLICATION 71
ANNEXURE B 76
CATHOLIC SCHOOLS INTRASTATE LONG SERVICE LEAVE PORTABILITY
ARRANGEMENT 76
1. APPLICATION 76
2. OBJECTIVE 76
3. DEFINITIONS 76
4. LONG SERVICE LEAVE PORTABILITY 77
5. ADMINISTRATIVE ARRANGEMENTS 78
6. PARTIES TO THE ANNEXURE THE CATHOLIC DIOCESAN SYSTEM
AUTHORITY OF 79
THE CATHOLIC DIOCESAN SYSTEM AUTHORITY OF 79
CATHOLIC INDEPENDENT SCHOOLS 79
7. ONE YEAR QUALIFYING PERIOD 80
THE CATHOLIC DIOCESAN SYSTEM AUTHORITY OF 80
CATHOLIC INDEPENDENT SCHOOLS 80
8. FIVE YEAR QUALIFYING PERIOD CATHOLIC INDEPENDENT SCHOOLS 81
ATTACHMENT A to Annexure B 82
ATTACHMENT B to Annexure B 84
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Part 1 – APPLICATION AND
OPERATION
1. TITLE OF THE AGREEMENT
The title of this Agreement is the NSW and ACT Catholic Systemic Schools Principals
Enterprise Agreement 2024.
2. COVERAGE
2.1 Subject to subclause 2.2, this Agreement covers and applies to:
(a) the Employers, that is:
(i) Trustees of the Roman Catholic Church for the Diocese of Armidale trading as
Armidale Catholic Schools;
(ii) Trustees of the Roman Catholic Church for the Diocese of Bathurst;
(iii) Trustees of the Roman Catholic Church for the Archdiocese of Canberra and
Goulburn;
(iv) Diocese of Lismore Catholic Schools Limited;
(v) Trustees of the Roman Catholic Church for the Diocese of Maitland-
Newcastle, trading as the Diocese of Maitland-Newcastle Catholic Schools
Office;
(vi) Catholic Schools Parramatta Diocese Limited;
(vii) Trustees of the Roman Catholic Church for the Diocese of Wagga Wagga;
(viii) The Trustees of the Roman Catholic Church for the Diocese of Wilcannia-
Forbes; and
(ix) Trustees of the Roman Catholic Church as Trustees for the Wollongong
Diocese Catholic Schools System, trading as Catholic Education Diocese of
Wollongong.
(b) Principals employed by an Employer who work in any Registered School operated
by an Employer or Trades Skills Centre operated by an Employer; and
(c) the Union.
2.2 This Agreement does not cover or apply to:
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(a) a Priest or member of a recognised religious order, not including a person who is a
Principal and otherwise covered by this Agreement;
(b) a person who is employed to work in Early Learning Centres, Pre-Schools, or Before
and After School Care and Vacation Care centres;
(c) a person who is employed as a consultant, education officer or leader of learning
(however named) who is based in and reports through a CEO/CSO notwithstanding
the fact that they work in schools as part of their normal duties; and
(d) a person whose usual location of work is not a registered school or trades skills
centre;
(e) a person who is a volunteer or contractor; and
(f) a person who works in a non-educational and commercially focussed enterprise
that is conducted on the Employer’s premises, regardless of whether it is linked to a
trade skills centre or operated by a third party (the ‘enterprise’). If a person has two
roles within both a school and the enterprise this exclusion will only apply to that
part of their role which is exclusively within the enterprise.
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3. TERM AND OPERATION
3.1 TERM
(a) This Agreement will come into effect seven days after the date of approval by the
Fair Work Commission (‘the Commencement Date’) and remains in force until 9
October 2024.
(b) As soon as practicable after the commencement date, the Employer will pay each
Employee the difference (if any) between the rates of pay provided in this
Agreement, and the amount actually received by the Employee for the relevant
period.
Note: This Agreement provides rates of pay for Employees from the first full pay period on
or after 1 January 2022.
3.2 RELATIONSHIP BETWEEN THE NATIONAL EMPLOYMENT STANDARDS AND THIS
AGREEMENT
The National Employment Standards continue to apply to Principals covered by this
Agreement, except where this Agreement provides a more favourable outcome for the
Principal in a particular respect.
3.3 EMPLOYER POLICIES
Workplace documents, policies and procedures referred to in this Agreement are not
incorporated and do not form part of this Agreement.
3.4 SAVINGS
No Principal employed prior to the commencement date will, as a result of this
Agreement receives a rate of pay that is less than what they would have otherwise
received immediately prior to the commencement date of this Agreement.
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4. DEFINITIONS
In this Agreement:
‘Act’ means the Fair Work Act 2009 (Cth), as amended or replaced from time to time.
‘this Agreement’ means the NSW and ACT Catholic Systemic Schools Principals Enterprise
Agreement 2024.
‘AITSL’ means the Australian Institute for Teaching and School Leadership.
‘Accomplished Principal’ means a Principal at this level who has completed three years
of service as a Principal and demonstrates proficiency in all the requirements specified for
a Foundation Principal.
‘casual Principal’ has the meaning of a casual employee in accordance with the Act.
‘Catholic Education Office’ (CEO) or ‘Catholic Schools Office’ (CSO) means the central
office(s) (and regional office(s)) (however named) of the Employer where the provision of
schooling is directed, managed and/or controlled.
‘Commencement Date’ means seven days after this Agreement is approved by the Fair
Work Commission.
‘Diocese(s)’ means the Archdiocese of Canberra and Goulburn, Diocese of Armidale,
Diocese of Bathurst, Diocese of Lismore, Diocese of Maitland – Newcastle, Diocese of
Parramatta, Diocese of Wagga Wagga, Diocese of Wilcannia-Forbes, Diocese of
Wollongong.
‘Employer’ means an employer covered by this Agreement as listed in paragraph 2.1(a).
‘Enrolment Band’ means the number of students in a school at the August or February
census date that determines the Enrolment Band for the purposes of salary payable.
‘Foundation Principal’ means a Principal at this level who is in their first three years of
employment in the position of Principal. They are working towards demonstrated
proficiency to become an Accomplished Principal. They improve learning, teaching and
faith formation outcomes in accordance with the expectations and requirements
specified in contracts of employment and the Employer’s policies and/or guidelines.
‘FWC’ means the Fair Work Commission.
‘immediate family’ is as defined in the Act.
‘MySuper product’ has the meaning given by the Superannuation Industry (Supervision)
Act 1993 (Cth).
‘NES’ means the National Employment Standards as contained in Part 2-2 of the Act.
‘previous agreement’ means the NSW and ACT Catholic Systemic Schools Principals
Enterprise Agreement 2020.
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‘Principal’ means a person appointed as such by the Employer and who is responsible for
educational leadership within a school.
‘pupil vacation period’ means periods designated as school holidays for students, but
excludes scheduled ‘student free days’ falling on a term day where staff attend work to
participate in scheduled professional development activities.
‘registered school’ means a school registered under the provisions of the Education Act
1990 (NSW) or Education Act 2004 (ACT), or under the appropriate legislation in other
states or territories of the Commonwealth of Australia. For the purposes of this definition,
it will also include an Australian registered special school or school for students with
disabilities.
‘school’ means a ‘registered school’ and a ‘trades skills centre’.
‘school service date’ means the usual commencement date of employment at a school
for teachers who are to commence teaching on the first day of the first term.
‘school year’ means the period of 12 months commencing from the school service date
and includes term weeks and non-term weeks.
‘statement of service’ means a statement from an Employer on official letterhead that
contains the start date of employment, termination date, classification, whether service
was full-time, part-time or casual, whether any leave without pay was taken and the paid
promotion positions held by the Principal, including the position of Principal.
‘superannuation guarantee legislation’ includes the Superannuation Guarantee Charge
Act 1992 (Cth) and the Superannuation Guarantee Administration Act 1992 (Cth) as
amended or replaced.
‘term day’ means a weekday falling within the designated term time of a given school
year, as set out in the school calendar published by an Employer.
‘term week’ means a week falling within the designated term time of a given school year
as set out in the school calendar published by an Employer.
‘trades skills centre’ formerly known as a trades training centre, means a centre funded
by the federal Trades Skills Centres program that provides secondary students from years
9-12 with access to vocational education and training in schools.
‘Union’ means the Independent Education Union of Australia.
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5. INDIVIDUAL FLEXIBILITY ARRANGEMENT
5.1 An Employer and Principal covered by this Agreement may agree to make an individual
flexibility arrangement to vary the effect of terms of the Agreement if:
(a) the arrangement deals with one or more of the following matters:
(i) arrangements about when work is performed;
(ii) overtime rates;
(iii) allowances;
(iv) leave loading; and
(b) the arrangement meets the genuine needs of the Employer and Principal in relation
to one or more of the matters mentioned in paragraph 5.1(a); and
(c) the arrangement is genuinely agreed to by the Employer and Principal.
5.2 The Employer must ensure that the terms of the individual flexibility arrangement:
(a) are about permitted matters under section 172 of the Act; and
(b) are not unlawful terms under section 194 of the Act; and
(c) result in the Principal being better off overall than the Principal would be if no
arrangement was made.
5.3 The Employer must ensure that the individual flexibility arrangement:
(a) is in writing; and
(b) includes the name of the Employer and Principal; and
(c) is signed by the Employer and Principal and if the Principal is under 18 years of age,
signed by a parent or guardian of the Principal; and
(d) includes details of:
(i) the terms of this Agreement that will be varied by the arrangement; and
(ii) how the arrangement will vary the effect of the terms; and
(iii) how the Principal will be better off overall in relation to the terms and
conditions of their employment as a result of the arrangement; and
(iv) states the day on which the arrangement commences.
5.4 The Employer must give the Principal a copy of the individual flexibility arrangement
within 14 days after it is agreed to.
5.5 The Employer or Principal may terminate the individual flexibility arrangement:
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(a) by giving no more than 28 days written notice to the other party to the
arrangement; or
(b) if the Employer and Principal agree in writing - at any time.
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6. NO EXTRA CLAIMS
Except as provided by the Act, prior to 9 October 2024, there will be no further claim by the parties
to this Agreement for changes to salaries, rates of pay, allowances, or conditions of employment in
relation to matters expressly contained in this Agreement.
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7. ACCESS TO THE AGREEMENT
The Employer will ensure that a copy of this Agreement and the NES are readily accessible to all
Principals.
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Part 2 – ROLE, SELECTION AND
APPOINTMENT
8. EMPLOYMENT OF A PRINCIPAL
8.1 A Principal will be employed as a full-time or part–time Principal (including as a
temporary full-time or part–time Principal) or as a casual Principal.
8.2 PART-TIME PRINCIPALS
(a) The terms of this Agreement shall apply pro rata to a part-time Principal based on a
Principal’s full-time equivalent (FTE) load.
(b) For the purpose of this subclause, FTE is defined as the proportion that the number
of days, or part thereof, worked by a part-time Principal bears to a full-time
Principal.
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9. MISSION OF CATHOLIC SCHOOLS
9.1 NSW and ACT Catholic Systemic Schools strive to be:
(a) truly Catholic in their identity and life;
(b) centres of the new evangelisation;
(c) places where the dignity and potential of every student is recognised and
developed;
(d) places where students are formed in the faith and can achieve high levels of
‘Catholic religious literacy’ and practice;
(e) places where the learning outcomes of every student are improved.
9.2 ROLE OF PRINCIPALS
Principals are required to support the mission, teachings and ethos of the Catholic
Church’s work in schools. It is expected that they:
(a) acknowledge and accept that their work in schools is part of the mission of the
Catholic Church;
(b) agree in the performance of their role to uphold the mission, teachings and ethos of
the Catholic Church in Catholic Education; and
(c) will avoid any influence on staff and students that is not consistent with such
mission, teachings or ethos.
It is acknowledged that the Employer may continue to specify other expectations and
requirements in respect of the above in contracts of employment, policies or guidelines.
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10. SELECTION AND APPOINTMENT PROCEDURES
10.1 Except where the position is filled temporarily by the Assistant Principal, full-time and
part-time positions of more than one term in duration will normally be appropriately
advertised and appointments made following a selection process. Appointments will be
made on the basis of merit and suitability for the position in accordance with the
documented Employer selection process and appointment procedures of the Employer.
10.2 CONTRACT
The Employer will provide a Principal (other than a casual Principal), on appointment,
with a contract which must include:
(a) the type of employment, that is full-time or part-time, and whether the
appointment is on an ongoing or temporary basis. If the appointment is on a
temporary basis, the letter will inform the Principal of the term of the appointment;
(b) the location(s) of work;
(c) the rate of pay of the Principal applicable on commencement; and
(d) information in relation to superannuation benefits.
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11. RIGHT TO REQUEST FLEXIBLE WORKING
ARRANGEMENTS
11.1 The provisions dealing with requests for flexible working arrangements will apply in
accordance with Chapter 2, Part 2-2, Division 4 – Request for Flexible Working
Arrangements (Sections 65-66) of the Act, as amended from time to time. These
provisions are incorporated and form part of this Agreement.
11.2 Any disputes about an Employee’s right to request flexible work arrangements may be
dealt with in accordance with Clause 30 Dispute Resolution Procedures.
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12. PROFESSIONAL LEARNING AND DEVELOPMENT
12.1 Principals are encouraged and will be supported by the Employer in their professional
learning, including by way of self-reflection in their day-to-day work, collaboration with
colleagues, discussion with leaders and pursuing research or studies in their own time.
12.2 The Employer shares a responsibility for professional learning and will provide a range of
professional learning opportunities for Principals.
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Part 3 – CLASSIFICATION
STRUCTURE AND RELATED
PROVISIONS
13. PRINCIPALS’ SALARY AND CLASSIFICATION
STRUCTURE
13.1 MINIMUM ANNUAL SALARY
(a) The minimum annual and equivalent fortnightly salaries payable to Principals will
be as set out in Table 1 – Principals’ Salaries of Schedule A – Monetary Rates.
The fortnightly rates in the table have been calculated by multiplying the annual
salary by 14 and dividing by 365, with the answer rounded to two decimal places.
(b) A Principal’s salary will be determined in accordance with the following:
(i) the Enrolment Band in accordance with subclauses 13.2 and 13.3; and
(ii) service as a Principal in a registered school.
13.2 PRINCIPAL LEVEL AND PROGRESSION
(a) A Principal will commence at the Foundation Principal level of the relevant
Enrolment Band.
(b) A Principal will progress to the Accomplished Principal level of the relevant
Enrolment Band once the Principal has completed three years’ service and subject
to a satisfactory performance review in accordance with the Employer’s policies
and procedures.
(c) The Employer will seek to commence the performance review no later than one
term prior to the conclusion of the third year so that the review is completed by the
end of the third year. If the review is not completed by the end of the third year,
and if the review is subsequently completed satisfactorily, then the increase in the
rate of pay will be backdated to the commencement of the fourth year of
appointment. A satisfactory review is one where the Principal remains employed as
such.
(d) Where a Principal has been appointed to a school in a lower Enrolment Band than
the school at which the Principal was previously appointed, the Principal will
maintain the salary applicable to the higher Enrolment Band and level for a period
of three years unless otherwise agreed from the date they commence the new
school appointment.
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(e) The level at which a Principal is classified will be recognised by each Employer
covered by this Agreement.
13.3 ENROLMENT BAND VARIATION
(a) This paragraph applies in circumstances where the enrolment at a school varies,
such that the Principal falls under a different Enrolment Band for the purpose of
salary payable pursuant to subclause 13.1 and the relevant Enrolment Band in
accordance with Table 1 – Principals’ Salaries of Schedule A – Monetary Rates.
(i) If the enrolment of a school increases at the August census date and such
increase is maintained at the February census date of the following year such
that a different Enrolment Band is applicable, then the salary of the Principal
will increase from the beginning of that following school year.
(ii) If the enrolment of a school increases at the February census date and such
increase is maintained in the August census date such that a different
Enrolment Band is applicable, then the salary of the Principal will be
retrospectively increased from the beginning of that school year.
(iii) If the enrolment of a school decreases at a census date such that a lower
Enrolment Band is applicable and such decrease is maintained at the
following census date, the salary of the Principal will be maintained at the
higher Enrolment Band until the cessation of the following school year.
13.4 CREDIT FOR SERVICE
For the purpose of calculating credit for service for appointment and progression to
Foundation Principal and Accomplished Principal levels in accordance with subclause
13.2, service as a Principal in registered schools (before or after the commencement date)
will be recognised as follows:
(a) any employment as a full-time Principal will be counted as service;
(b) the amount of service of a part-time Principal will be calculated on a pro-rata basis;
(c) service as a casual Principal will be credited on the basis that 203 days of casual
service is equal to a year of full-time service;
(d) from 1 January 2017 a year of full-time service will be deemed to mean 203 days of
teaching service, including full-time, part-time and casual service as a Principal;
and
(e) prior to 1 January 2017 a year of full-time service will be deemed to mean 204 days
of service as a Principal, including full-time, part-time and casual service as a
Principal.
13.5 PARENTAL LEAVE
For full-time and part-time Principals, up to 12 months of a period of parental leave taken
in accordance with Clause 24 – Parental Leave and Related Entitlements that
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commenced on or after 1 January 2020 will be recognised as service for classification
progression purposes, provided that:
(a) the period of parental leave that is recognised for classification progression is
inclusive of the maximum period of 14 weeks in paragraph 24.1(b);
(b) the Principal remains employed by the Employer during and immediately after the
period of parental leave;
(c) the service to be recognised by the Employer will be credited to the Principal on the
Principal’s return to work from parental leave;
(d) service will be recognised at the FTE the Principal would have worked had the
Principal not taken the parental leave. For example, a Principal working 0.5 FTE
immediately prior to taking a period of unpaid parental leave, including on a
flexible working arrangement, who takes 12 months’ unpaid parental leave will
have 101.5 days (203 days x 0.5 FTE) recognised as service for the purposes of
classification progression;
(e) periods of paid employment or paid leave during the initial 12-month parental
leave period will not be recognised for classification progression to avoid double
counting;
(f) unpaid parental leave will not be credited as service for any other purpose.
13.6 SAVINGS CLAUSE
(a) Notwithstanding the provisions of this clause, where a Principal employed
immediately prior to the commencement date was receiving a rate of pay that is
higher than the rate that would apply under this clause, the Principal will continue
to receive the higher rate until such time as the rate in this Agreement matches or
exceeds the rate they were receiving under the previous agreement, except where
subparagraph 13.3(a)(iii) applies.
13.7 ADDITIONAL LOADING
(a) Where an Employer has difficulties in recruiting a Principal to a school because of
the remote location or the particular needs of the school (including boarding
schools), an Employer may pay an additional annual loading not greater than 10%
of the applicable minimum salary provided for in Table 1 – Principals’ Salaries of
Schedule A – Monetary Rates.
(b) Access to the loading will be confined to schools specified by the Employer and will
be the subject of discussions between the Employer and the prospective
candidates during the recruitment process.
(c) The loading is exclusive of other arrangements in regard to accommodation,
transport and family assistance that may be associated with the position.
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(d) Where the additional loading was offered on engagement of a Principal at a
particular school, the loading will be payable for the period of appointment of the
Principal at that school.
(e) The schools specified by an Employer where a Principal may receive the additional
loading may change from time to time at the discretion of the Employer.
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Part 4 – PAYMENT OF SALARY AND
ALLOWANCES
14. PAYMENT OF SALARY
14.1 FORTNIGHTLY PAYMENTS
The salary payable to a Principal will be payable fortnightly and will be paid by electronic
funds transfer into an account nominated by the Principal.
14.2 OVERPAYMENTS/ UNDERPAYMENTS
Where an Employer becomes aware that payments have been made over or under the
entitlements provided for in this Agreement, the Employer will investigate to establish the
overpayment or underpayment and notify the Principal in writing of the basis of the
overpayment or underpayment. If the parties are unable to reach agreement on the
amount due or to be recovered or agreed repayment arrangements, either party may
have recourse as provided in Clause 30 - Dispute Resolution Procedures.
14.3 SALARY PACKAGING
(a) An Employer may offer and a Principal may elect to receive the value of their annual
remuneration as a combination of salary or wages (payable fortnightly) and
benefits payable by the Employer. The total value of such salary, benefits, fringe
benefits tax and employer administrative charge will equal the appropriate rate of
pay prescribed for the Principal in this Agreement. Principals should seek their own
independent financial advice before entering into such arrangements.
(b) The Employer will determine the range of benefits available to the Principal and the
Principal may determine the mix and level of benefits.
(c) Any payment calculated by reference to the Principal’s rate of pay and payable
either:
(i) during employment; or
(ii) on termination of employment; or
(iii) on death
will be at the rate prescribed by this Agreement.
(d) Where the Employer offers and a Principal elects to receive their annual
remuneration as a combination of salary (payable fortnightly) and additional
superannuation, the additional superannuation is payable to the Principal’s eligible
superannuation fund.
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15. PART-TIME AND CASUAL PRINCIPALS
A part-time or casual Principal, including a temporary part-time Principal, will be paid at
the same rate as a full-time Principal with the corresponding classification in accordance
with paragraph 13.1(b), and in accordance with the FTE load of the Principal.
16. EXPENSE RELATED ALLOWANCES
16.1 TRAVEL EXPENSES
When a Principal in the course of their duty, is required to travel to any place away from
their usual place of employment, they must be paid reasonable expenses actually
incurred.
16.2 TRAVEL ALLOWANCE
(a) A Principal required by the Employer to use their own motor vehicle in the
performance of duties will be paid an allowance as set out in Table 2 - Allowances
of Schedule A - Monetary Rates.
(b) The allowance will be calculated on a daily basis.
(c) Where a Principal is required to travel from their home to a location other than their
usual place of employment, the Principal is entitled to be paid the allowance for all
kilometres travelled to and from such other work location, subject to:
(i) in the case of a Principal who normally travels to work in their own motor
vehicle, a deduction of the kilometres normally travelled to and from their
usual place of employment on that day; or
(ii) otherwise, a deduction of the usual costs of the Principal’s journey to and
from the usual place of employment (e.g. public transport fares), but only to
the extent that such usual costs have not also been incurred in respect of that
day.
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17. SUPERANNUATION
17.1 DEFINITIONS
For the purposes of this clause
(a) “Basic Earnings” means:
(i) the minimum annual rate of salary prescribed from time to time for the
Principal by subclause 13.1 Minimum Annual Salary;
(ii) the amount of any payment made to the Principal pursuant to Clause 20 -
Salary Adjustment Formula and Student Vacation Periods, Clause 21 –
Annual Adjustment of Salary Formula and Clause 28 Termination of
Employment; and
(iii) any other payment that is ‘ordinary time earnings’ (OTE) as defined in
subsection 6(1) of the Superannuation Guarantee (Administration) Act 1992
(SGAA).
(b) “Fund” means:
(i) NGS Super or successor;
(ii) The Employer’s default Fund;
(iii) any other superannuation fund approved in accordance with the
Commonwealth’s operational standards for occupational superannuation
funds which the Principal is eligible to join and which is approved by the
Employer as a fund into which a Principal of that Employer may elect to have
the Employer pay contributions made pursuant to this Agreement in respect
of that Principal; and
(iv) an Employee’s existing superannuation fund (stapled fund),
provided that, if offered as a default Fund, the Fund offers a MySuper product.
17.2 BENEFITS
(a) The Employer will, in respect of each Principal employed by the Employer, and
subject to the provisions of subclauses 17.4 and 17.5, pay superannuation
contributions into the Fund nominated by the Principal, a stapled fund or such
other Fund set out in paragraph 17.2(c), by applying the relevant ‘Charge
Percentage’ as set out in section 19 of the SGAA, to the Principal’s Basic Earnings.
(b) Any future increases to the ‘Charge Percentage’ prescribed by the SGAA will take
effect at the date of commencement of any such increase.
(c) Where a new Principal commences employment with the Employer, the Employer
will advise the Principal in writing of the Principal’s superannuation entitlements
under this Agreement and of the available Funds (including NGS Super) within two
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weeks of the date of commencement of employment. The Principal will advise the
Employer in writing of their choice of Fund. If the Principal does not nominate a
Fund, and does not have a stapled super fund, the Employer may nominate a
default Fund.
17.3 SUPERANNUATION CO-CONTRIBUTION (ACT PRINCIPALS)
In addition to the superannuation arrangements set out in subclause 17.2, Principals in
the ACT who elect to make personal superannuation contributions of not less than 1%,
may request the Employer contributes an additional 1%. In that case, the Employer will
make such contribution.
17.4 TRANSFERS BETWEEN FUNDS
If a Principal is eligible to belong to more than one Fund, the Principal will be entitled to
notify the Employer that the Principal wishes the Employer to pay contributions in
respect of the Principal to a new Fund. The Employer will only be obliged to make such
contributions to the new Fund where the Employer has been advised in writing:
(a) of the Principal’s application to join the other Fund; and
(b) that the Principal has notified the trustees of the Principal’s former Fund that the
Principal no longer wishes the contributions which are paid on the Principal’s
behalf to be paid to that Fund.
17.5 EXCEPTIONS
An Employer will not be required to make contributions under this Agreement for any
period a Principal:
(a) is absent from their employment without pay; or
(b) is under the age of 18 years old and works less than 30 hours per week; or
(c) is otherwise referred to in section 27 of the SGAA.
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Part 5 – HOURS OF WORK
18. HOURS OF WORK FOR PRINCIPALS
This Agreement supplements the NES that deals with maximum weekly hours. The ordinary hours
of a Principal may be averaged over a twelve-month period.
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Part 6 – LEAVE
19. ANNUAL LEAVE
19.1 ENTITLEMENT
A Principal (other than a casual Principal) is entitled to four weeks of paid annual leave for each
year of service. A Principal’s entitlement to paid annual leave accrues progressively during the
school year according to the Principal’s ordinary hours of work, and accumulates from year to
year.
19.2 TAKING OF LEAVE
(a) Principals are required to take annual leave in a consecutive period at the
commencement of the school summer vacation each year.
(b) Annual leave is exclusive of public holidays (in accordance with Clause 22 – Public
Holidays)
(c) Annual leave must be re-credited in accordance with the Act. The Employer may
direct that, in the case of a Principal, any re-credited leave be taken during non-
term weeks.
19.3 ANNUAL LEAVE LOADING
(a) A Principal (other than a casual Principal) is entitled to annual leave loading of
17.5%, which is in addition to the annual leave payment owed to the Principal.
(b) Annual leave loading is automatically paid to a Principal as soon as practicable
after the first full pay period on or after 1 December each year, and is based on the
Principal’s ordinary rate of pay as at 1 December. Where a Principal has been
employed continuously since the school service date, the payment of annual leave
loading on 1 December is on the basis that the Principal has completed a full year of
service with the Employer.
(c) Where the employment of a Principal is terminated for any reason and at the time
of termination the Principal has not been given and has not taken the whole of the
annual leave to which they are entitled, they will be paid a loading calculated in
accordance with this subclause for the period not taken.
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20. SALARY ADJUSTMENT FORMULA AND STUDENT
VACATION PERIODS
20.1 This clause applies only to Principals employed to work in:
(a) the Diocese of Wagga Wagga
(b) the Diocese of Wilcannia-Forbes.
20.2 This clause provides for the payment of Principals during student vacation periods, in the
circumstances where a Principal has:
(a) commenced employment after the commencement of the School Year or
terminated employment;
(b) taken leave without pay of greater than 20 pupil days during the School Year; or
(c) has experienced a variation in FTE load or hours of work during the School Year.
The payment provided in this clause is inclusive of entitlements to Annual Leave under
the relevant provisions of the Act. In all other circumstances a Principal will be paid their
ordinary pay throughout each week of the student vacation periods.
20.3 SCHOOL YEAR
For the purposes of this clause a School Year commences on the first day of Term 1 and
concludes on the day immediately before the first day of Term 1 in the next school year.
20.4 HOURS BASED CALCULATIONS
For the purposes of this clause only:
(a) Full-time Principals will be deemed to work 38 hours per week, and part-time
Principals will be deemed to work a proportionate amount. For example, a 0.2 FTE
Principal will be deemed to work 7.6 hours per week. For the purposes of
accumulating and receiving payment during student vacation periods, each half
day worked by, or paid to, a Principal will be deemed to be equivalent to 3.8 hours.
(b) The applicable hourly rate of pay for a Principal will be calculated by dividing the
applicable fortnightly rate of pay, as set out in subclause 13.1, by 76.
20.5 CALCULATION OF ENTITLEMENT
Each Principal will accumulate payment for Student Vacation Periods (their “SVP
Balance”) in hours, progressively throughout the term time worked by the Principal in
each school year subject to the following provisions:
(a) The rate of accumulation is determined by the SVP Ratio. The SVP Ratio for a school
year is determined by dividing the total number of weekdays falling within student
vacation periods by the total number of weekdays falling during term time and
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rounded to three decimal places. For the purposes of this calculation, public
holidays falling on a weekday are counted as weekdays.
(b) Upon request from the Union, Employers will advise the Union of the SVP Ratio
applicable in a given year.
(c) For every hour worked by a Principal during term time, that Principal’s SVP Balance
will be increased by the amount of the SVP Ratio for that school year. For example,
in a School Year with an SVP Ratio of 0.286 (being 58 weekdays falling within
student vacation periods divided by 203 weekdays falling during term time), a
Principal who works 10 hours will accumulate 2.86 hours to their SVP Balance.
(d) For each hour a Principal is paid during a student vacation period, an hour will be
deducted from the Principal’s SVP Balance.
20.6 PAYMENT FOR STUDENT VACATION PERIODS
Principals must be paid during student vacation periods for the same hours they would
normally be scheduled to work during term time, subject to the proviso that, if a
Principal’s SVP Balance has been exhausted that Principal will have no further
entitlement to payment during that particular student vacation period.
20.7 PAYMENT OF OUTSTANDING SVP BALANCES
(a) Principals must be paid any outstanding SVP Balances immediately upon:
(i) termination of employment; or
(ii) the conclusion of the school year; or
(b) A Principal proceeding upon a period of leave without pay, including unpaid
parental leave, that is to conclude in the following School Year, may request that
the payment of their outstanding SVP balance be made at a time prior to the
conclusion of the school year. The Employer will make such payment in accordance
with the Principal’s request, as soon as practicable.
20.8 NOTIFICATION BY THE EMPLOYER
Where a Principal:
(a) commences employment after the start of a School Year;
(b) has a change in teaching load or working hours during the course of a School Year;
or
(c) takes approved leave without pay or unpaid parental leave of more than 20 pupil
days during the school year;
the Employer must advise the Principal in writing that that Principal may be subject to a
reduction in salary or wages in the immediately following student vacation period and/or
the student vacation period following Term 4.
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21. ANNUAL ADJUSTMENT OF SALARY FORMULA
21.1 This clause applies only to Principals employed in the following Dioceses:
(a) Diocese of Armidale
(b) Diocese of Bathurst
(c) Archdiocese of Canberra and Goulburn
(d) Diocese of Lismore
(e) Diocese of Maitland-Newcastle
(f) Diocese of Parramatta
(g) Diocese of Wollongong.
Note: Any Diocese may, during the life of this Agreement, adopt the provisions of Clause
20 – Salary Adjustment Formula and Student Vacation Periods in lieu of this Clause 21 –
Annual Adjustment of Salary Formula. Principals will be no worse off as a result. The
Union and Principals will be notified in writing at least 3 months prior to any such change.
21.2 APPLICATION
This clause will apply in lieu of the corresponding annual leave provisions of the Act and
notwithstanding any other clauses of this Agreement.
21.3 This clause only applies in circumstances where the Principal:
(a) commenced employment after the school service date; and/or
(b) takes approved leave without pay or unpaid parental leave for a period which (in
total) exceeds 20 pupil days in any year; and/ or
(c) normal working hours have varied since the school service date; and/or
(d) ceases employment prior to the end of the school year.
21.4 This clause includes formulas for determining payment during non-term periods,
including payment for annual leave. As a result of the operation of this clause, a Principal
will not be paid an amount less than they would otherwise be entitled to as payment for
annual leave under the Act, in respect of a year of employment.
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21.5 CALCULATION OF PAYMENTS
(a) A payment made pursuant to paragraphs 21.3(a), (b) or (d) will be calculated in
accordance with the following formula:
STEP FORMULA
1
(𝐴 × 𝐵)
𝐶
= 𝐷
2 𝐷 − 𝐸 = 𝐹
3
(𝐹 × 𝐺)
2
= 𝐻
Where:
A is the number of term weeks worked by the Employee since the school
service date
B is the number of non-term weeks in the school year
C is the number of term weeks in the school year
D is the result in weeks
E is the number of non-term weeks worked by the Employee since the
school service date
F is the result in weeks
G is the Employee’s current fortnightly rate of pay/ salary
H is the amount due
(b) A payment made pursuant to paragraph 21.3(c) to a Principal whose normal hours
have varied will be calculated in accordance with the following formula:
STEP FORMULA
1 𝐴 − 𝐵 = 𝐶
2 (𝐶 × 𝐷)
𝐸
= 𝐹
3 𝐹 − 𝐵 = 𝐺
Where:
A is the total salary/wages paid to the Employee since the school service
date
B is the salary/ wages paid to the Employee in respect of non- term weeks
since the school service date
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C is the salary/ wages paid to the Employee in respect of term weeks since
the school service date
D is the total number of non-term weeks in the school year
E is the total number of term weeks in the school year
F is the result in dollars
G is the amount due
21.6 PRINCIPALS WHO COMMENCE EMPLOYMENT AFTER THE SCHOOL SERVICE DATE
(a) A Principal who commences employment after the school service date will be paid
from the date the Principal commences, provided that, at the end of Term 4, the
Principal will be paid an amount calculated pursuant to paragraph 21.5(a) and will
receive no other salary/wages until their return to work in the following school year.
(b) In each succeeding year of employment, the anniversary of appointment of the
Principal for the purposes of this clause will be deemed to be the school service
date.
21.7 PRINCIPALS WHO TAKE APPROVED LEAVE WITHOUT PAY OR UNPAID PARENTAL LEAVE
(a) Where a Principal takes leave without pay or unpaid parental leave with the
approval of the Employer for a period which (in total) exceeds 20 pupil days in any
year, the Principal will receive payment calculated in accordance with this clause as
follows:
(i) if the leave commences and concludes in the same school year payment will
be calculated and made at the conclusion of Term 4 of that school year.
(ii) if the leave is to conclude in a school year following the school year in which
the leave commenced:
(A) at the commencement of the leave a payment will be calculated and
made in respect of the school year in which the leave commences; and
(B) at the end of Term 4 in the school year in which the leave concludes a
payment will be calculated and made in respect of that school year.
(b) Where a Principal who has received a payment pursuant to subparagraph
21.7(a)(ii) returns from leave in the same year rather than the next school year as
anticipated, then the Principal will be paid at the conclusion of Term 4 as follows:
(i) by applying the formula in paragraph 21.5(a) as if no payment had been
made to the Principal at the commencement of leave; and
(ii) by deducting from that amount the amount earlier paid to the Principal.
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21.8 PRINCIPALS WHOSE HOURS HAVE VARIED
Where the hours which a Principal normally works at a school have varied since the
school service date in any school year and the Principal’s employment is to continue into
the next school year, the Principal will be paid throughout the summer pupil vacation as
follows:
(a) the amount due pursuant to the formula in paragraph 21.5(b) will be calculated;
and
(b) the Principal will continue to receive in each fortnight of the pupil vacation period
the same amount as his or her ordinary pay in the last fortnight of the school term
until the total amount received by the Principal during the pupil vacation period is
the same as the amount calculated above. (Note: this will likely have the
consequence that the last fortnight of the pupil vacation period in which the
Principal is paid the amount received will differ from the pay in the preceding
fortnights).
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22. PUBLIC HOLIDAYS
22.1 For the purposes of this Agreement, public holidays are as defined in the Act and include
New Year’s Day, Australia Day, Canberra Day (ACT based Principals only), Good Friday,
Easter Saturday, Easter Sunday (NSW based Principals only), Easter Monday, Anzac Day,
King’s Birthday, Reconciliation Day (ACT based Principals only), Labour Day, Christmas
Day, Boxing Day, and any other day, or part day, recognised under the NES as a public
holiday.
22.2 A Principal is entitled to be absent from their employment on a day or part day that is a
public holiday in the place where the Principal is based for work purposes.
22.3 Full-time and part-time Principals will be entitled to the above holidays without loss of
pay, provided that a Principal will only be paid for such holidays that occur on days the
Principal is normally or regularly rostered to work their ordinary hours.
22.4 An Employer may request a Principal to work on a public holiday if the request is
reasonable. A Principal may refuse the request if the request is not reasonable or the
refusal is reasonable. In determining whether a request or refusal of a request to work on
a public holiday is reasonable, consideration will be given to criteria set out in section
114(4) of the Act.
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23. PERSONAL/CARER’S LEAVE
23.1 ENTITLEMENT TO PAID PERSONAL/CARER’S LEAVE
(a) A Principal will receive a one-off entitlement to 15 days paid Personal/Carer’s Leave
upfront (pro rata for a part-time Principal) on their first temporary block or
permanent appointment in addition to Personal/Carer’s Leave provided in
paragraph 23.1(b) and (c). This one-off entitlement will not apply where the
Principal has transferred their accrued Personal/Carer’s Leave from a participating
employer as provided in Annexure A – Personal/Carer’s Leave Portability
(NSW/ACT Catholic Systemic Schools and Participating NSW/ACT Catholic
Independent Schools) or where the Principal received this entitlement as a
Teacher from an Employer and has continuous employment with that Employer
since receiving that entitlement.
(b) A full-time Principal will be entitled to 15 days paid Personal/Carer’s Leave for each
year of service. Personal/Carer’s Leave will accrue progressively during a year of
service according to a Principal’s ordinary hours of work.
(c) A part-time Principal will be entitled to paid Personal/ Carer’s Leave in proportion
to that number of hours they work in proportion to a full-time Principal.
(d) A Principal may take paid Personal/Carer’s Leave if the leave is taken:
(i) because the Principal is not fit or able to work due to:
(A) a personal illness, or personal injury, or an unexpected personal
emergency, or
(B) family and domestic violence, and the Principal has exhausted their
paid Family and Domestic Violence Leave entitlement; and
(ii) to provide care or support to a member of the Principal’s immediate family,
or household member, and who requires care or support because of:
(A) a personal illness, or personal injury; or
(B) an unexpected emergency; or
(C) family and domestic violence.
(e) For the purposes of this clause an ‘unexpected personal emergency’ is a
circumstance that is unplanned, due to circumstances beyond the Principal’s
control and is of a serious nature that requires the urgent attendance of the
Principal. An ‘unexpected emergency’ is a circumstance that is unplanned, due to
circumstances beyond the Principal’s immediate family or household member’s
control and is of a serious nature that requires the urgent attention of the Principal
to attend and provide care or support. The urgent circumstance must be of such a
nature that it cannot be arranged outside of work time.
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(f) When a Principal takes a period of paid Personal/Carer’s Leave, the Employer must
pay the Principal at the Principal’s base rate of pay for the Principal’s ordinary
hours of work in the period.
(g) Where applicable, if a public holiday occurs during a Principal’s absence on
Personal/Carer’s Leave then such public holiday will not be counted as
Personal/Carer’s Leave.
23.2 NOTICE REQUIREMENTS
As soon as practicable, and where possible prior to the Principal commencing such leave,
a Principal will notify the Employer of:
(a) their intention to take Personal/Carer’s Leave;
(b) the reason for their absence, being a reason specified in paragraph 23.1(d); and
(c) the period or expected period of their leave.
23.3 EVIDENCE REQUIREMENTS
(a) Evidence will not be required for the first three days of Personal/Carer’s Leave
taken by a Principal in a school year. For subsequent absences, the provisions set
out in paragraphs 23.3(b) to (d) will apply.
(b) FOR PERSONAL ILLNESS OR INJURY:
(i) A Principal will, upon request, provide evidence to the Employer for each
absence of two consecutive days or more due to personal illness or injury.
(ii) The evidence may be a certificate from a medical practitioner or evidence
from a registered health practitioner or other evidence that would satisfy a
reasonable person that the leave was taken for such a purpose.
(c) FOR UNEXPECTED PERSONAL EMERGENCY OR FAMILY AND DOMESTIC VIOLENCE
A Principal will, upon request, provide evidence that would satisfy a reasonable
person of the unexpected personal emergency or family and domestic violence.
This could be a statutory declaration, outlining the nature of the unexpected
personal emergency, or the fact of family and domestic violence, and the
circumstances preventing the Principal from attending work.
(d) TO PROVIDE CARE OR SUPPORT TO A MEMBER OF THE PRINCIPAL’S IMMEDIATE
FAMILY OR HOUSEHOLD MEMBER,
A Principal will, upon request:
(i) provide evidence that would satisfy a reasonable person that the Principal
needed to provide care or support to a family or household member. Such
evidence may include a certificate from a registered medical practitioner or
certificate or other evidence from a registered health practitioner, or
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statutory declaration, establishing the illness or injury of the person
concerned and that the illness or injury required care by another person; or
(ii) produce evidence that would satisfy a reasonable person that the leave was
taken for a permissible occasion. Such evidence may include a statutory
declaration, establishing the nature of the unexpected emergency or family
and domestic violence, and that the circumstances resulted in the person
concerned requiring care or support by the Principal.
23.4 EMPLOYER CONCERNS ABOUT THE TAKING OF PERSONAL/CARER’S LEAVE
(a) Notwithstanding subclause 23.3, where a Principal has either:
(i) taken frequent single days of Personal/Carer’s Leave; or
(ii) taken extended Personal/Carer’s Leave; or
(iii) taken frequent days of Personal/Carer’s Leave immediately before and/or
after a public holiday, or immediately before and/or after a pupil vacation
period;
the Employer may take the following action:
(iv) arrange a meeting in order to clarify their concerns with the Principal;
(v) invite the Principal to respond verbally to the issues raised by the Employer;
and
(vi) allow the Principal, if they wish, to seek the assistance of a support person
during meetings (this may include a Union representative).
(b) After consideration of the Principal’s response, the Employer may:
(i) require further evidence of illness/ injury or care/support responsibility;
(ii) request the Principal to obtain a second opinion from another doctor at the
Employer’s cost;
(iii) request a more detailed estimation of the likely length of the absence;
(iv) require the Principal to obtain a medical report (at the Employer’s cost) in
relation to the likely period of absence;
(v) discuss with the Principal any other action. This may include but is not
limited to the Principal applying for flexible working arrangements.
23.5 ACCUMULATION OF PERSONAL/CARER’S LEAVE
If the full entitlement of Personal/Carer’s Leave is not taken in any year, any untaken
portion will be cumulative from year to year.
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23.6 PORTABILITY
A Principal who was previously employed with a participating employer listed in
Annexure A – Personal/Carer’s Leave Portability (NSW/ACT Catholic Systemic Schools
and Participating NSW/ACT Catholic Independent Schools), may be eligible for
portability of Personal/Carer’s Leave. Arrangements for portability of Personal/Carer’s
Leave are set out in that Annexure.
23.7 UNPAID LEAVE FOR CARING PURPOSES
(a) A Principal, including a casual Principal, is entitled to take up to two days unpaid
carer’s leave for each occasion that a member of the Principal’s immediate family,
or household requires care or support due to:
(i) a personal illness or personal injury affecting the member; or
(ii) an unexpected emergency affecting the member; or
(iii) the birth of a child.
(b) A Principal cannot take unpaid carer’s leave under this subclause if the Principal
could instead take paid Personal/Carer’s Leave.
(c) A Principal’s entitlement to take unpaid carer’s leave under this subclause is
subject to the Principal meeting the notice requirements set out in subclause 23.2
and the evidence requirements set out in subclause 23.3.
(d) An Employer must not fail to re-engage a casual Principal because the Principal
accessed the entitlements provided for in this clause. The rights of an Employer to
engage or not to engage a casual Principal are otherwise not affected.
23.8 SPECIAL LEAVE
(a) A Principal (other than a casual Principal) is entitled to one day of paid Special
Leave each calendar year. The leave is non-cumulative and will not be deducted
from Personal/Carer’s Leave accruals.
(b) Special Leave is available to be used to meet a scheduled family commitment,
where the timing of the commitment is beyond the control of the Principal and
where the commitment cannot be scheduled outside work time (for example, the
graduation of a family member).
(c) The Principal will provide the Employer with reasonable notice of their intention to
take Special Leave to enable the Employer to plan for the absence.
(d) The Employer may seek further details regarding the nature of the commitment
and the reasons why the commitment cannot be scheduled outside of work hours.
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24. PARENTAL LEAVE AND RELATED ENTITLEMENTS
Except as varied by this clause, all other entitlements and requirements relating to
parental leave under the Act will apply. All periods of paid parental leave will count as
service for the purposes of this Agreement, the Act, and any other statutory entitlement.
Periods of unpaid parental leave will not count as service, except as provided in
subclause 13.5 of this Agreement.
24.1 PAID PARENTAL LEAVE (INITIAL PRIMARY CARE-GIVER)
(a) A Principal will be entitled to take paid parental leave in accordance with this
subclause if:
(i) they have an entitlement to and take parental leave under the Act; and
(ii) they will be the primary person responsible for the care of the child from the
child’s date of birth (being birth-related leave under the Act) or, in the case of
adoption (being adoption-related leave under the Act) from the child’s date
of placement with the Principal.
(b) Paid parental leave of up to 14 weeks will be paid at the rate of pay the Principal
would have received if the Principal had not taken parental leave. For example,
where a Principal is on flexible working arrangements at the time of taking parental
leave, the rate of pay will be at the rate at the time of taking the leave, i.e. the FTE or
hours of the temporary arrangement rather than the permanent FTE or hours of the
Principal. If the period of parental leave granted to the Principal is for less than 14
weeks, then the period of paid parental leave will be for such lesser period.
(c) This period of paid parental leave will be exclusive of non-term weeks.
(d) The Principal may elect to be paid during the period of paid leave in paragraph
24.1(b) either in accordance with the usual Employer payment schedule or as a
lump sum payment in advance.
(e) Where a Principal applies for a lump sum payment in advance under paragraph
24.1(d), the Principal will give the Employer at least one months’ notice of
intention.
(f) If a Principal has commenced paid parental leave and subsequently the Principal’s
pregnancy results in a still birth or death of a child, the Principal will be entitled to
retain payment in accordance with this subclause equivalent to the salary/wages
for the period of parental leave taken by the Principal.
(g) Other than by agreement with the Employer, paid parental leave will commence no
earlier than 12 weeks (inclusive of non-term weeks) prior to the expected date of
birth or, in the case of adoption, from the date of the child’s placement with the
Principal for adoption.
(h) Non-term weeks within the period of paid parental leave will be deemed to be non-
term days worked by the Principal for the purpose of Clause 20 – Salary
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Adjustment Formula and Student Vacation Periods or Clause 21 – Annual
Adjustment of Salary Formula.
(i) A Principal on paid parental leave in accordance with this clause will not be
employed as a casual Principal by their Employer during such paid leave.
(j) Where a Principal gives birth to a child while on unpaid leave (other than parental
leave in relation to the birth of the same child) the Principal will be entitled to
parental leave in accordance with the Act. However, the Principal will not be
entitled to an additional 14 weeks payment in accordance with paragraph 24.1(b).
Notation:
The Employer is of the view that, in the case of Principals, parental leave should
preferably commence on the day following the last teaching day of a term and conclude
on the day preceding the first teaching day of a term. In order to facilitate this practice,
the Employer is prepared to extend the period of parental leave beyond the maximum
entitlement of the Act, should the Principal agree to return from parental leave at the
commencement of the term immediately following the maximum period to be afforded
by the Act.
24.2 PAID PARENTAL LEAVE (NOT INITIAL PRIMARY CAREGIVER)
(a) Where a Principal has an entitlement to, and takes, parental leave under the Act but
is not the initial primary caregiver as defined at paragraph 24.1(a), the Principal
will be entitled to paid parental leave in accordance with this subclause.
(b) A Principal will be entitled to two weeks paid parental leave on and from the date of
their child’s birth, or on the day on which their child or the primary person
responsible for the care of the child leaves hospital following the child’s birth, or in
the case of adoption, the date of the child’s placement.
(c) The Principal and Employer may agree that the parental leave entitlement provided
in paragraph 24.2(b) is taken at another time in the four weeks before the date or
expected date of birth of the child or date of placement, and not later than 12
months after the date of birth or placement. The agreement must be recorded in
writing.
(d) A Principal who was not the initial primary caregiver, but who subsequently
becomes the primary person responsible for the care of the child because the initial
primary caregiver has returned to work or studies, will be entitled to a maximum
period of 12 weeks paid parental leave. This period of paid parental leave must be
taken within the 12-month period commencing from the date of the child’s birth or
in the case of adoption, from the date of the child’s placement. This period of up to
12 weeks paid parental leave is in addition to the two-week entitlement to paid
parental leave under paragraph 24.2(b).
(e) The period of paid parental leave will be inclusive of non-term weeks falling within
the 12-week paid period leave period under paragraph 24.2(d). Provided that “non-
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term weeks” will not include a period of four weeks of annual leave to which the
Principal is entitled and which is generally taken in the first four weeks of the
summer pupil vacation period.
(f) Parental leave under this subclause will be paid at the rate of pay the Principal
would have received if the Principal had not taken parental leave.
(g) The Principal may elect to be paid during the period of leave in paragraph 24.2(d)
either in accordance with the usual Employer payment schedule or as a lump sum
payment in advance.
(h) If requested by the Employer, the Principal must provide evidence that would
satisfy a reasonable person that the initial primary caregiver has resumed work or
studies and the Principal has assumed the role of primary caregiver.
(i) The entitlement to paid parental leave in paragraphs 24.2(b) and 24.2(d) is
inclusive of, and not in addition to, the Principal's entitlement to take unpaid
parental leave (including concurrent leave) in accordance with the Act.
24.3 PRIOR SERVICE WITH ANOTHER EMPLOYER OR CATHOLIC INDEPENDENT SCHOOL IN
NSW OR THE ACT
For the purposes of eligibility for paid parental leave under this clause, a Principal who is
not eligible for such leave because he or she has less than 12 months continuous service
as required under the Act, will nevertheless be deemed to have completed 12 months of
continuous service with the current Employer if, immediately prior to commencement of
service with the current Employer, they had 12 months of continuous service with a
participating employer listed in Annexure A – Personal/Carer’s Leave Portability
(NSW/ACT Catholic Systemic Schools and Participating NSW/ACT Catholic Independent
Schools) or any other Catholic Independent School operating in NSW or the ACT.
24.4 NOTICE PERIODS
Notice periods for parental leave applications are provided under section 74 of the Act.
24.5 TEMPORARY EMPLOYEES
(a) A temporary Principal will be entitled to paid parental leave in accordance with
subclause 24.1 and this subclause 24.5 if they have an entitlement to and take
parental leave under the Act and all other relevant criteria required under this
clause 24 are satisfied.
(b) If the employment of a temporary Principal ceases after the commencement, and
before the completion, of a period of paid parental leave granted under subclause
24.1, the temporary Principal will be paid the remaining balance of the 14 weeks
paid parental leave entitlement, provided the temporary Principal has completed
at least three years continuous service with the Employer at the time of cessation of
employment. The payment will be made as a lump sum payment within 14 days of
the cessation of their employment.
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24.6 CASUAL PRINCIPALS
An Employer will not fail to re-engage an eligible casual Principal because:
(a) the Principal is expecting the birth of their child; or
(b) the Principal is or has been immediately absent on parental leave.
The Employer’s rights in relation to engagement and re-engagement of casual Principals
are not affected, other than in accordance with this clause.
24.7 COMMUNICATION DURING PARENTAL LEAVE
(a) Where a Principal is on parental leave and a definite decision has been made to
introduce major change at the workplace, the Employer will take reasonable steps
to:
(i) make information available in relation to any significant effect the change
will have on the status or responsibility level of the position the Principal held
before commencing parental leave; and
(ii) provide an opportunity for the Principal to discuss any significant effect the
change will have on the status or responsibility level of the position the
Principal held before commencing parental leave.
Note: “Significant effect” in this subclause has the same meaning as in subclause
31.6.
(b) The Principal will take reasonable steps to inform the Employer about any
significant matter that will affect the Principal's decision regarding the duration of
parental leave to be taken, whether the Principal intends to return to work, and
whether the Principal intends to request to return to work on a part-time basis.
(c) The Principal will also notify the Employer of changes of address or other contact
details that might affect the Employer's capacity to comply with paragraph 24.7(a).
24.8 RIGHT TO REQUEST EXTENSION OF PARENTAL LEAVE
(a) Principals may request extensions to parental leave in accordance with the Act.
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25. LONG SERVICE LEAVE
25.1 APPLICABILITY OF LONG SERVICE LEAVE LEGISLATION
The provisions of the Long Service Leave Act 1955 (NSW) and of the Long Service Leave Act
1976 (ACT) will apply except to the extent that this Agreement provides for a more
favourable outcome in a particular respect.
25.2 LONG SERVICE LEAVE ENTITLEMENT
The long service leave entitlement of a Principal will be:
(a) in respect of full-time service of less than ten years’ service, 6.5 days per year of
service;
(b) in respect of full-time service completed by the Principal of 10 or more years, 10
days per year of service; and
(c) in respect of part-time service, or continuous casual service completed by the
Principal, a pro rata amount of the entitlement in paragraphs 25.2(a) and (b),
calculated according to the FTE load of the Principal during the period of part-time
or casual service.
In respect of continuous casual service completed by the Principal, a pro rata amount of
the entitlement in paragraphs 25.2(a) and (b), calculated according to the number of
days the casual Principal works during a year as it bears to 203 days. For example, over a
year a casual Principal works 101.5 days. The casual Principal’s FTE is 0.5 (101.5 ÷ 203).
Therefore, during that year the casual Principal has accrued either 3.25 days (0.5 x 6.5
days) or 5 days (0.5 x 10 days) of long service leave (depending on the length of
continuous service of the casual Principal).
25.3 ACCRUAL OF LONG SERVICE LEAVE UNDER PREVIOUS INDUSTRIAL INSTRUMENTS
(a) Any Long Service Leave accrued by a Principal under a previous agreement or
award or contract of employment prior to the commencement date will be
preserved to the credit of the Principal. The rates of accruals under the previously
applicable industrial instruments are summarised below as follows:
In respect of the period Calculation of long service leave per year
of service
Before 31 July 1985 0.866 weeks per year
1 August 1985 – 30 January 1995 1.05 weeks per year up to 10 years.
1.5 weeks per year, or portion of a year
after 10 years’ service
31 January 1995 – 31 January 2001
(see Notes)
1.3 weeks per year up to 10 years.
1.9 weeks per year, or portion of a year
after 10 years’ service
1 February 2001 – 29 January 2006 1.3 weeks per year up to 10 years.
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2 weeks per year, or portion of a year after
10 years of service
30 January 2006 – Commencement Date of
this Agreement
(a) 6.5 days per year up to 10 years of
service; and
(b) 10 days per year after 10 or more
years’ service.
(c) Pro rata of (a) and (b) for part-time
periods of service
Notes:
1. In the Diocese of Wagga Wagga, in the period from 1 January 1995 to 27 January 1998,
the entitlement was 13 weeks of long service leave in the first ten years of service and
then 2 weeks for each year of service after ten years of qualifying service.
2. As at 30 January 2006, the existing long service leave accrual of a Principal was
converted from weeks to days.
25.4 CONDITIONS OF TAKING LONG SERVICE LEAVE
(a) A Principal will, at a minimum, be entitled to take any accrued long service leave
upon completion of ten years’ service in NSW or seven years’ service if employed to
work in the ACT, and on completion of each additional five years’ service thereafter.
(b) NOTICE TO TAKE LEAVE
(i) When a Principal becomes entitled to Long Service Leave in respect of the
Principal’s service with the Employer, the Employer must give the Principal,
and the Principal must take, the leave as soon as practicable, having regard
to the needs of the Employer.
(ii) The Employer must give the Principal not less than two school terms notice
of any requirement to take leave.
(iii) Unless the Employer otherwise agrees, a Principal must give not less than
two school terms notice of their intention to take leave.
(c) Long service leave accrued by the Principal will normally be taken at the Principal’s
current FTE load/ weekly hours at the time of taking the long service leave, unless
otherwise agreed. For the purposes of this paragraph 25.4 (c) current FTE for casual
Principals means the number of casual days worked in the 12-month period
immediately before the long service leave is taken as it bears to 203 days.
(d) PAYMENT OF CASUAL PRINCIPAL ON LONG SERVICE LEAVE
A casual Principal will be paid as per the FTE calculated in accordance with paragraph
25.4(c) at his or her current daily rate at the time he or she takes the leave.
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(e) LONG SERVICE LEAVE AND PUPIL VACATION PERIODS
(i) Long Service Leave will be exclusive of pupil vacation periods adjacent to or
within the period of leave.
(ii) Where a Principal wishes to take a short block of long service leave of less
than one term immediately before or immediately after a pupil vacation
period but neither in accordance with paragraph 25.4(f) nor in accordance
with other Employer policy on long service leave, then the Employer may
impose that the leave is inclusive of the pupil vacation period adjacent to or
within the period of leave.
(f) LONG SERVICE LEAVE IN SHORT BLOCKS
(i) A Principal who has five years of continuous service may apply to access
short blocks (of greater than two weeks and less than one term) of long
service leave. The application may be approved at the discretion of the
Employer having regard to:
(A) the educational needs of the students;
(B) the critical times of the school year;
(C) the personal circumstances of the Principal;
(D) the notice given and the period of leave requested by the Principal; and
(E) if applicable, whether the total number of absences of the Principal on
long service leave in a year is in accordance with Employer policy.
(ii) Where an application for a short block of long service leave is approved
pursuant to this paragraph, the leave will be exclusive of pupil vacation
periods adjacent to or within the period of leave.
(g) LONG SERVICE LEAVE AND LEAVE WITHOUT PAY
(i) A Principal may request and be granted leave without pay, to be taken in
addition to long service leave, such that the total period of leave comprises
one or more complete school terms. The Employer will ordinarily consent to
such an arrangement as long as the full period of paid leave and leave
without pay is in the same year.
(ii) Where a Principal is entitled to an amount of long service leave which is in
excess of a school term the Principal may elect not to take that part of the
long service leave which is in excess of a term (the deferred leave), until such
time as the Principal accumulates further entitlements which, when taken
together with the deferred leave, enables long service leave to be taken for a
whole term.
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(h) LONG SERVICE LEAVE AND PARENTAL LEAVE
A Principal who has five years of continuous service with an Employer at the
commencement of parental leave may apply to take and will be granted some or
all of their pro rata long service leave during a period of unpaid parental leave,
provided that the total period of leave does not exceed the period of parental leave
that the Principal would be otherwise entitled to take under the Act. The Principal
will give notice in writing of such application not less than four weeks prior to the
intended date of commencement of parental leave.
(i) LONG SERVICE LEAVE AND CASUAL EMPLOYMENT
A part-time Principal may work casually whilst on long service leave, provided they
do not work on the days that are the normal rostered days of employment.
(j) LONG SERVICE LEAVE AND PUBLIC HOLIDAYS
A period of long service leave is exclusive of a public holiday falling within it.
25.5 CASHING OUT LONG SERVICE LEAVE
After ten years’ service with the Employer, a Principal may elect to ‘cash out’ a portion of
their long service leave as follows:
(a) the minimum leave entitlements under applicable State or Territory long service
leave legislation must remain after a portion of Long Service Leave is cashed out.
This is because it is prohibited to cash out long service leave under State or
Territory long service leave legislation;
(b) the Principal must elect in writing to cash out this extra portion of Long Service
Leave; and
(c) the Principal’s entitlement to long service leave will be reduced by the extent of
such payment.
25.6 PAYMENT OF LONG SERVICE LEAVE ON TERMINATION
In the case of a Principal who has completed at least five years’ service with an Employer
and the service of the Principal is terminated or ceases for any reason, the Principal must
be paid their accrued long service leave balance calculated in accordance with this
clause.
25.7 SERVICE
(a) A Principal who takes approved leave without pay (including unpaid parental leave)
will be deemed to have had continuous service, notwithstanding the fact that the
service was interrupted by such leave. However, the period of the unpaid leave
must not be taken into account in calculating the period of service for the purpose
of long service leave accrual. This provision does not apply to a Principal who takes
unpaid community service leave under the Act; as a Principal who takes a period of
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unpaid community service leave under the Act will accrue long service leave during
such period.
(b) A Principal whose employment terminates with an Employer within one week of
the end of any school term and is reappointed by the same Employer within two
weeks after the commencement of the next school term will be deemed to have
had continuous service for the purposes of long service leave.
(c) For the purpose of Long Service Leave, the service of a Principal shall be deemed to
be continuous for all purposes, notwithstanding that part of the period of service
with the Employer was as a teacher or consultant or similar position and part as a
Principal.
25.8 LONG SERVICE LEAVE PORTABILITY
Eligible Principals are entitled to Portability of Long Service Leave as outlined in
Annexure B – Catholic Schools Intrastate Long Service Leave Portability Arrangement.
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26. OTHER LEAVE
26.1 COMPASSIONATE LEAVE FOR PRINCIPALS OTHER THAN CASUAL PRINCIPALS
(a) A Principal (other than a casual Principal) will be entitled to paid compassionate
leave as set out in the table below:
CIRCUMSTANCE IN WHICH LEAVE IS
GRANTED
MAXIMUM NUMBER OF PAID
COMPASSIONATE LEAVE DAYS
PER OCCASION
On the death of an immediate family
member or household member
(including attendance at their funeral)
3 days
When an immediate family member or
household member contracts or
develops a personal illness or sustains a
personal injury that poses a serious
threat to his or her life
2 days
A baby in their immediate family or
household is stillborn
2 days
The Principal or their spouse/de facto
partner has a miscarriage
2 days
(b) A Principal must notify the Employer as soon as practicable of their intention to
take leave under paragraph 26.1(a) and must advise the Employer of the period or
expected period of the leave.
(c) A Principal may be required to provide the Employer with satisfactory evidence of
the death or personal illness or injury, stillbirth or miscarriage.
(d) Where a Principal takes compassionate leave in accordance with paragraph 26.1(a)
an Employer, in its discretion, may grant the Principal additional leave as leave
without pay or leave with pay.
(e) Where a Principal requests leave to attend a funeral for a person not specified in
paragraph 26.1(a), the Employer in its absolute discretion may grant the Principal
leave, which will be deducted from the Principal’s entitlement to Personal/Carer’s
Leave in Clause 23 – Personal/Carer’s Leave.
(f) A Principal may take compassionate leave in conjunction with Personal/Carer’s
Leave. In determining such a request, the Employer will give consideration to the
circumstances of the Principal and the reasonable operational requirements of the
School.
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26.2 COMPASSIONATE LEAVE ENTITLEMENT FOR CASUAL PRINCIPALS
(a) A casual Principal is entitled to up to three days of unpaid compassionate leave on
each occasion when:
(i) a member of the Principal's immediate family, or a member of the Principal's
household:
(A) contracts or develops a personal illness that poses a serious threat to
his or her life; or
(B) sustains a personal injury that poses a serious threat to his or her life;
or
(C) dies; or
(D) gives birth to a baby that is stillborn.
(ii) the casual Principal or their spouse/de facto partner has a miscarriage.
(iii) A casual Principal must notify the Employer as soon as practicable of their
intention to take unpaid leave in accordance with paragraph 26.2(a) and
must advise the Employer of the period or expected period of the leave.
(iv) A casual Principal may be required to provide the Employer with satisfactory
evidence of such death, personal illness or injury, stillbirth or miscarriage.
(v) An Employer must not fail to re-engage a casual Principal because the
Principal has accessed the entitlements provided in this subclause. The rights
of an Employer to engage or not engage a casual Principal are otherwise not
affected.
26.3 COMMUNITY SERVICE LEAVE
(a) An Employer will provide a Principal with community service leave in accordance
with the Act and this subclause.
(b) Where the involvement of a Principal (other than a casual Principal) in a community
service activity has been approved by the Employer after consideration of the
needs of the School, a Principal will be entitled to paid leave of not more than five
days in any school year (unless otherwise agreed with the Employer) for emergency
leave for service to the community. Examples of purposes for which such leave may
be granted include to work in the State or Territory Emergency Service or Volunteer
Fire Brigade. A Principal will otherwise be entitled to unpaid leave for an eligible
community service in accordance with the Act.
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(c) A Principal (other than a casual Principal) who is required to attend jury service
during ordinary working hours will be provided with paid leave for this purpose.
The Principal will be required to reimburse to the Employer any monies payable to
the Principal for such attendance (excluding reimbursement of expenses) which
required the Principal’s absence from School.
(d) The Principal must notify the Employer as soon as possible of the date upon which
he or she is required to attend for jury service. The Principal must provide to the
Employer a copy of the summons to attend jury duty and a record of payments
received as proof of attendance.
26.4 MILITARY RESERVE LEAVE
A Principal who is a member of the Australian Military Reserve or other Australian military
forces will be granted unpaid leave for the purpose of attending any compulsory camp or
posting.
26.5 EXAMINATION AND STUDY LEAVE
A Principal (other than a casual Principal) who, for the purposes of undertaking training
relevant to their employment, enrols in any course approved by the Employer at a
recognised higher education institution, will be granted leave:
(a) with pay on the day of any examination required in the course;
(b) with pay on the day of their graduation; and
(c) without pay for the purpose of attending any compulsory residential school which
is a part of such course.
26.6 OVERSEAS VOLUNTEER PROGRAMS
A Principal (other than a casual Principal), who has completed at least five years
continuous service with their Employer, will be entitled to leave without pay to work in an
overseas volunteer program approved by the Employer. The leave will normally be
granted for one year but may be granted for up to two years if required by the relevant
volunteer program and agreed by the Employer. Such leave without pay will not break
continuity of service but does not count as service with the Employer for the purpose of
long service leave or any other accrued entitlements.
26.7 WILCANNIA FORBES
Full-time ongoing Principals who are employed in communities north of the Barrier
Highway and on the Darling River (Brewarrina, Bourke and Wilcannia) may apply to the
Director of Schools for an additional two days of paid leave per year (not being
Compassionate or Personal/Carer’s Leave).
26.8 PAID FAMILY AND DOMESTIC VIOLENCE LEAVE
(a) A Principal is entitled to 10 days’ paid Family and Domestic Violence Leave in a 12-
month period if:
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(i) the Principal is experiencing family and domestic violence; and
(ii) the Principal needs to do something to deal with the impact of the family and
domestic violence; and
(iii) it is impractical for the Principal to do that thing outside the Principal’s hours
of work.
(b) The leave is available in full at the start of each 12-month period of the Principal’s
employment and is non-cumulative.
(c) For the purposes of this subclause 26.8, family and domestic violence is as defined
in the Act.
(d) A Principal wishing to access paid Family and Domestic Violence Leave provided
under this subclause 26.8 must comply with the evidence and notice requirements
relating to family and domestic violence leave set out in the Act.
26.9 PAID EMERGENCY DISASTER LEAVE
(a) The parties to this Agreement recognise the importance of keeping schools open
wherever possible during times of natural disasters and, should schools need to be
closed for a time, to reopen them as soon as possible.
(b) Principals will assist with keeping schools open to support students, families and
the community and to provide continuity of teaching and learning as far as is
feasible and safe to do so. Principals will attend work unless prevented by
circumstances described in paragraph 26.9(c) or are otherwise on approved leave.
Subject to paragraph 26.9(c) Principals may be asked to assist with preparing for a
reopening of a school damaged by a declared natural disaster.
(c) A full-time or part-time Principal who is unable or prevented from attending work
because of a declared natural disaster and cannot work remotely will be granted a
maximum of five days’ paid leave per calendar year (non-cumulative) in the
following circumstances:
(i) they must remain at home because transport services and facilities are
disrupted or discontinued, and they are not able to reach a place of work in a
timely manner; or
(ii) they are away from their usual residence and are unavoidably delayed in
returning to work due to identified and specific disruptions to transport
services and facilities; or
(iii) they are required to leave work early and return home to ensure their
personal safety, the safety of their family or the protection of their property
or because the availability of transport services and facilities may be
disrupted or discontinued; or
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(iv) they must remain at home to have essential temporary repairs effected,
restore or replace essential belongings, complete necessary clean-up for
safety or to enable occupation of residence.
(d) In respect of the entitlement set out in paragraph 26.9(c), a Principal may be
required to provide satisfactory evidence.
(e) The Principal will advise the Employer as soon as possible of their intention to
apply for leave pursuant to this subclause 26.9, the expected duration and the
reason for the absence.
(f) If a natural disaster is declared retrospectively and a full-time or part-time
Employee has already taken other leave because of that declared natural disaster
in the circumstances set out in paragraph 26.9(c), the Employee may apply for that
other leave (including unpaid leave) to be converted to paid emergency disaster
leave up to a maximum of five days per calendar year.
(g) For the purpose of this clause, the Principal’s “home”, means the Principal’s
principal place of residence only.
Note: A full-time or part-time Principal who is impacted by a natural disaster (whether
declared or not) may be entitled to apply for paid Personal/Carer’s Leave under Clause 23
– Personal/Carer’s Leave of this Agreement. A Principal who is unable to or prevented
from attending work because of floods, severe snowfall or storms, bushfires or other
natural emergencies in the circumstances in subparagraphs (c)(i) to (iv) and cannot work
remotely will be considered to be affected by the unexpected personal emergency for the
purposes of Clause 23 – Personal/Carer’s Leave. For clarity, Personal/Carer’s Leave
cannot be taken concurrently with paid emergency disaster leave.
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PART 7 - SUSPENSION AND
TERMINATION OF EMPLOYMENT
27. SUSPENSION
27.1 Subject to subclause 27.2 and notwithstanding any of the provisions in this Agreement,
an Employer may suspend a Principal with or without pay while considering any matter
which in the view of the Employer could lead to the Principal’s summary dismissal.
27.2 Suspension without pay will not be implemented by the Employer without prior
discussion with the Principal and will not, except with the Principal’s consent, exceed a
period of four weeks.
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28. TERMINATION OF EMPLOYMENT
28.1 NOTICE OF TERMINATION
(a) An Employer must not terminate a Principal’s employment unless the Employer has
given the Principal written notice of the day of the termination. The day of
termination cannot be before the day the notice is given.
(b) An Employer must not terminate a Principal’s employment unless:
(i) the time between the giving of notice and the day of the termination is at
least the minimum period of notice set out in paragraph 28.1(c), or
(ii) the Employer has paid the Principal payment in lieu of notice of at least the
amount the Employer would have been liable to pay the Principal had the
Principal continued to work until the end of the notice period.
(c) The employment of a Principal (other than a casual Principal) will not be
terminated without the provision of notice in accordance with the following table:
MINIMUM PERIOD OF NOTICE
Principal Ten school term weeks’ notice which must expire in the term it is
given either:
(i) At the end of the said school term; or
(ii) At least two weeks before the end of the said school term.
(d) A Principal is required to give the same notice of termination to their Employer as
set out in paragraph 28.1(c).
(e) The above will not affect the right of the Employer to summarily dismiss any
Principal for serious misconduct and in such case salary will be paid up to the time
of dismissal only.
28.2 PAYMENT ON TERMINATION
(a) Principals will, upon termination of employment be paid all salary or wages and
other monies due, including any payments which may be due in lieu of annual leave
(under the applicable provisions of clauses 19, 20 or 21) and/or long service leave.
(b) If a Principal fails to give the notice specified in paragraph 28.1(d), the Employer
may withhold from any amounts payable under this Agreement, an amount for the
period of notice not given by the Principal. Any such deduction made by an
Employer must be authorised by the Principal in accordance with section 324 of the
Act.
28.3 STATEMENT OF SERVICE
(a) On termination of employment the Employer will, on request, provide a Principal
with a Statement of Service.
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(b) Upon request, a casual Principal will be supplied with a Statement of Service which
sets out the number of days of duty undertaken by the Principal during the period
of engagement.
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29. REDUNDANCY PAY
29.1 Where a Principal’s employment is to be terminated due to redundancy, the Employer
(subject to an application and further order of the FWC as set out in subclauses 29.2 and
29.3), will pay the following redundancy pay in respect of a continuous period of service:
(a) Where a Principal is under 45 years of age, the Employer will pay in accordance
with the following scale:
YEARS OF SERVICE ENTITLEMENT
less than 1 year Nil
1 year and less than 2 years 4 weeks
2 years and less than 3 years 7 weeks
3 years and less than 4 years 10 weeks
4 years and less than 5 years 12 weeks
5 years and less than 6 years 14 weeks
6 years and over 16 weeks
(b) Where a Principal is 45 years of age and over, the entitlement will be in accordance
with the following scale:
YEARS OF SERVICE ENTITLEMENT
less than 1 year Nil
1 year and less than 2 years 5 weeks
2 years and less than 3 years 8.75 weeks
3 years and less than 4 years 12.5 weeks
4 years and less than 5 years 15 weeks
5 years and less than 6 years 17.5 weeks
6 years and over 20 weeks
(c) ‘Weeks’ means the all-purpose weekly rate of pay for the Principal concerned at the
date of termination, and will include, in addition to the ordinary rate of pay, over
Agreement payments and allowances provided for in this Agreement.
29.2 INCAPACITY TO PAY
(a) Subject to an application by the Employer and further order of the FWC, an
Employer may pay a lesser amount (or no amount) of redundancy pay than that
contained in subclause 29.1.
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(b) The FWC will have regard to such financial and other resources of the Employer
concerned as the FWC thinks relevant, and the probable effect paying the amount
of redundancy pay in subclause 29.1 will have on the Employer.
29.3 ALTERNATIVE EMPLOYMENT
Subject to an application by the Employer and further order of the FWC, an Employer may
pay a lesser amount (or no amount) of redundancy pay than that contained in subclause
29.1 if the Employer obtains acceptable alternative employment for a Principal.
29.4 TRANSFER TO LOWER PAID DUTIES
Where a Principal is transferred to lower paid duties following the process set out in
Clause 31 – Consultation Regarding Major Workplace Change, the Principal will be
entitled to the same period of notice of transfer as the Principal would have been entitled
to if the Principal’s employment had been terminated, and the Employer may, at the
Employer’s option, make payment in lieu thereof of an amount equal to the difference
between the former ordinary time rate of pay and the new ordinary time rate for the
number of weeks of notice still owing.
29.5 TIME OFF DURING THE NOTICE PERIOD
(a) A Principal given notice of termination by the Employer in circumstances of
redundancy must be allowed up to one day off without loss of pay during each
week of notice, to a maximum of five weeks, for the purpose of seeking other
employment.
(b) If the Principal has been allowed paid leave for more than one day during the notice
period for the purpose of seeking other employment, the Principal will, at the
request of the Employer, be required to produce proof of attendance at an
interview or the Principal will not receive payment for the time absent.
29.6 PRINCIPAL LEAVING DURING THE NOTICE PERIOD
A Principal given notice of termination in circumstances of redundancy may terminate
their employment during the period of notice. The Principal is entitled to receive the
benefits and payments they would have received under this clause had they remained in
employment until the expiry of the notice, but is not entitled to payment in lieu of notice.
29.7 NOTICE TO CENTRELINK
An Employer must provide written notice to Centrelink as required by section 530 of the
Act.
29.8 CENTRELINK EMPLOYMENT SEPARATION CERTIFICATE
The Employer will, upon receipt of a request from a Principal whose employment has
been terminated, provide to the Principal an ‘Employment Separation Certificate’ in the
form required by Centrelink.
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PART 8 - CONSULTATION, DISPUTE
RESOLUTION AND OTHER MATTERS
30. DISPUTE RESOLUTION PROCEDURES
30.1 In the event of a dispute about a matter under:
(a) this Agreement; or
(b) a matter arising under the NES;
the following procedure shall be followed.
STEP 1
30.2 In the first instance the parties should attempt to resolve the matter at the workplace by
discussions between the Principal or Principals concerned and the relevant supervisor,
where appropriate. If such discussions do not resolve the dispute, the parties will
endeavour to resolve the dispute in a timely manner through discussions between the
Principal or Principals concerned and senior management (which may include senior
CEO/CSO staff) as appropriate.
STEP 2
30.3 If a dispute is unable to be resolved at the workplace, and all appropriate steps under
subclause 30.2 have been taken, a party to the dispute may refer the dispute to the FWC.
30.4 The FWC may deal with the dispute in two stages:
(a) The FWC will first attempt to resolve the dispute as it considers appropriate,
including by mediation, conciliation, expressing an opinion or making a
recommendation; and
(b) If the FWC is unable to resolve the dispute at the first stage, the FWC may then, on
application of either party:
(i) arbitrate the dispute; and
(ii) make a determination that is binding on the parties.
(Note: if the FWC arbitrates the dispute, it may also use the powers that are available to it
under the Act. A decision that the FWC makes when arbitrating a dispute is a decision for
the purpose of Div 3 of part 5-1 of the Act. Therefore, an appeal may be made against the
decision.)
30.5 An Employer or Principal may appoint another person, organisation or association to
accompany and/or represent them for the purpose of this clause. Where the Principal
appoints the Union, the Union shall be a party to the dispute.
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30.6 While the dispute resolution procedure is being conducted, work must continue in
accordance with this Agreement and the Act. Subject to applicable work health and safety
legislation, a Principal must not unreasonably fail to comply with a direction by the
Employer to perform work, whether at the same or another workplace that is safe and
appropriate for the Principal to perform.
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31. CONSULTATION REGARDING MAJOR WORKPLACE
CHANGE
31.1 This clause applies if:
(a) the Employer has made a definite decision to introduce a major change to
production, program, organisation, structure, or technology in relation to its
enterprise; and
(b) the change is likely to have a significant effect on Principals of the enterprise.
31.2 The Employer must notify the relevant Principals and the Union, of the decision to
introduce the major change. The Employer will notify Principals of their right to appoint a
representative for the purposes of consultation, and if a Principal advises the Employer of
the identity of the representative, the Employer must recognise the representative.
31.3 As soon as practicable after making its decision, the Employer must:
(a) discuss with the relevant Principals:
(i) the introduction of the change;
(ii) the effect the change is likely to have on the Principals;
(iii) measures the Employer is taking to avert or mitigate the adverse effects of
the change on the Principals; and
(b) for the purposes of the discussion — provide, in writing, to the relevant Principals,
and where appointed as a representative, the Union:
(i) all relevant information about the change including the nature of the change
proposed;
(ii) information about the expected effects of the change on the Principals;
(iii) where a change involves the termination of a Principal’s employment, all
relevant information about the proposed terminations including the reasons
for the proposed terminations, the number and categories of Principals likely
to be affected, and the number of Principals normally employed, and the
period over which the terminations are likely to be carried out; and
(iv) any other matters likely to affect the Principals.
31.4 The Employer is not required to disclose confidential or commercially sensitive
information to the relevant Principals or their representative.
31.5 The Employer must give prompt and genuine consideration to matters raised about the
major change by the relevant Principals or their representative.
31.6 In this clause, a major change is likely to have a significant effect on Principals if it results
in:
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(a) the termination of the employment of Principals; or
(b) major change to the composition, operation or size of the Employer’s workforce or
to the skills required of Principals; or
(c) the elimination or diminution of job opportunities (including opportunities for
promotion or tenure); or
(d) the alteration of hours of work; or
(e) the need to retrain Principals; or
(f) the need to relocate Principals to another workplace; or
(g) the restructuring of jobs.
31.7 In this clause, ‘relevant Principals’ means the Principals who may be affected by the
major change.
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32. CONSULTATION ABOUT CHANGE TO REGULAR OR
ORDINARY HOURS OF WORK
32.1 Where the Employer proposes to introduce a change to the regular roster or ordinary
hours of work of Principals, the Employer must consult with the Principal or Principals
affected and their representatives, if any, about the proposed change. If the Principal is a
member of the Union, the Principal may appoint the Union to be their representative.
32.2 The Employer must:
(a) provide to the Principal or Principals affected and their representatives, if any, all
relevant information about the proposed change (for example, information about
the nature of the change to the Principal’s regular roster or ordinary hours of work
and when that change is proposed to commence), and information about what the
Employer reasonably believes will be the effects of the change on the Principals;
(b) invite the Principal or Principals affected and their representatives, if any, to give
their views about the impact of the proposed change (including any impact in
relation to their family or caring responsibilities); and
(c) give prompt and genuine consideration to any views about the impact of the
proposed change that are given by the Principal or Principals concerned and/or
their representatives.
32.3 The requirement to consult under this clause does not apply where a Principal has
irregular, sporadic or unpredictable working hours.
32.4 These provisions are to be read in conjunction with other provisions within this
Agreement concerning the scheduling of work and notice requirements.
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33. FAIR PROCEDURES
33.1 DEFINITIONS
For the purpose of this clause:
(a) ‘Child’ means a person under the age of 18 years.
(b) ‘Exempt Allegation’ means an allegation which is not reportable conduct pursuant
to the Children’s Guardian Act 2019 (NSW). An exempt allegation includes:
(i) conduct that is reasonable for the purposes of discipline, management or
care of a child, having regard to the age, maturity, health or other
characteristics of the child and to any relevant code of conduct or
professional standard; or
(ii) the use of physical force if, in all the circumstances, the physical force is
trivial or negligible, and the circumstances in which it was used have been
investigated and the result of the investigation recorded in accordance with
appropriate procedures; or
(iii) conduct of a class or kind exempted from being reportable conduct by the
Children’s Guardian under section 30 of the Children’s Guardian Act 2019
(NSW).
(c) ‘Reportable Allegation’ means an allegation of reportable conduct against a
Principal or an allegation of misconduct that may involve reportable conduct,
whether or not the conduct is alleged to have occurred in the course of the
Principal’s employment with the Employer.
(d) ‘Reportable Conduct’ as defined in the Children’s Guardian Act 2019 (NSW) means:
(i) a sexual offence;
(ii) sexual misconduct;
(iii) ill-treatment of a child;
(iv) neglect of a child;
(v) an assault against a child;
(vi) an offence under section 43B or 316A of the Crimes Act 1900 (NSW); or
(vii) behaviour that causes significant emotional or psychological harm to a child.
33.2 PROCEDURAL FAIRNESS FOR PRINCIPALS IN DEALING WITH REPORTABLE ALLEGATIONS
AND EXEMPT ALLEGATIONS
(a) Subject to paragraph 33.2(c), a Principal, against whom a reportable allegation or
an exempt allegation has been made in the course of employment, is to be
informed by his or her Employer (or the person delegated by his or her Employer to
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do so) of the reportable allegation or exempt allegation made against them. The
Principal will be given:
(i) an opportunity to respond to the reportable allegation or exempt allegation;
and
(ii) sufficient information to enable them to respond to the matters alleged
against him/her. He or she must be given full details unless the Police or
other government agency involved in the investigation of the matters alleged
against the Principal, have otherwise directed the Employer not to do so.
(b) Where an interview is required, the Principal shall be advised in advance of the
general purpose of any interview relevant to the reportable allegation or exempt
allegation, the names and positions of persons who will be attending the interview;
the right to be accompanied by a person of the Principal’s choice (a witness). The
Principal will be given sufficient notice of the proposed meeting time to allow such
witness to attend. Such witness may be a Union representative.
(c) Nothing in this subclause 33.2 will require an Employer to act contrary to any
written advice or notice given by the Police or government agency in accordance
with sections 31 – 33 of the Children’s Guardian Act 2019 provided that:
(i) the Employer is acting in accordance with such written advice or notice; and
(ii) such written advice or notice has not expired or been revoked or withdrawn.
33.3 ACCESS TO FILES
The Principal may, subject to giving reasonable notice, inspect a file in regard to a
reportable allegation or exempt allegation pursuant to the Children’s Guardian Act 2019
(NSW):
(a) Such Principal is to be informed by his or her Employer of the location of any files
that the Employer holds relating to the Principal, concerning a reportable
allegation or an exempt allegation made against the Principal;
(b) Access is limited to the documents relevant to the adverse finding that was made
and not the entire file;
(c) The Employer may redact, restrict or withhold access to any such file, or part of a
file, where the Employer has reason to believe that the provision of access would
either:
(i) compromise or put at risk the welfare or safety of a child who is the alleged
victim or subject of the reportable allegation or exempt allegation; or
(ii) compromise or put at risk the wellbeing or safety of another Principal,
another child, a parent or a member of the community who is the alleged
victim, the reporter of the allegation, or a witness in the investigation; or
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(iii) contravene any statutory provision, or guideline or policy directive of a
government authority or agency, in relation to the reporting or investigation,
including police criminal investigation, of any reportable allegation or
exempt allegation; or
(iv) prevent the Employer from conducting or completing the investigation or
reporting the details of a reportable allegation or an exempt allegation
against a Principal, in compliance with any statutory requirement.
33.4 RESPONSE TIME
(a) The Principal must raise any concerns with the Employer, including submitting any
further documentation, within 10 working days of inspecting the relevant file or
part of the file.
(b) The Employer must provide a response to the concerns raised by the Principal,
place such documentation on the file and consider any material so raised with
respect to the impact, if any, on the finding so made.
33.5 ADDITIONAL DOCUMENTATION FROM PRINCIPAL
(a) A Principal against whom a reportable allegation or an exempt allegation has been
made may submit to his or her Employer documentation, in response to the
matters alleged against him or her.
(b) The Employer must place such documentation on the file held by the Employer
concerning the reportable allegation or exempt allegation made against the
Principal.
33.6 CONFIDENTIALITY OF DOCUMENTS AND FILES
The Employer must implement procedures to safeguard the confidentiality of any file
held by the Employer concerning any reportable allegation or exempt allegation made
against a Principal.
33.7 ARCHDIOCESE OF CANBERRA AND GOULBURN
(a) In respect of Principals who work in the ACT, a reference in this clause to
‘reportable conduct’ will be as defined in the Ombudsman Act 1989 (ACT) and
means conduct:
(i) engaged in by a Principal of a designated entity, whether or not in the course
of employment with the Employer; and
(ii) that results in any of the following, regardless of a child’s consent:
(A) ill treatment or neglect of the child;
(B) exposing or subjecting the child to behaviour, or a circumstance, that
psychologically harms the child;
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(C) exposing or subjecting the child to misconduct of a sexual nature that
does not form part of an offence mentioned in subparagraph
33.7(a)(ii)(D);
(D) an offence against the provisions of Parts 2, 3, 4 or 5 of the Crimes Act
1900 (ACT) for which the child is either present or a victim at the time of
the conduct; or
(E) an offence against section 166 or 167 of the Education and Care Service
National Law (ACT).
(b) In respect of Principals who work in the ACT, a reference in this clause to ‘exempt
allegation’ will be read as conduct excluded from the definition of ‘reportable
conduct’ under the Ombudsman Act 1989 (ACT) which does not include conduct:
(i) that is reasonable discipline, management or care of a child taking into
account the characteristics of the child, and any relevant code of conduct or
professional standard that at the time applied to the discipline, management
or care of the child; or
(ii) if the conduct is investigated and recorded as part of workplace procedure -
that is trivial or negligible; or
(iii) prescribed by regulation.
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SCHEDULE A - MONETARY RATES
TABLE 1 – PRINCIPALS’ SALARIES
Enrolment
Band Level
Annual Salary
from the first
full pay period
on or after
1/1/22
Fortnightly
Salary from the
first full pay
period on or
after 1/1/22*
Annual Salary
from the first
full pay period
on or after
1/7/22
Fortnightly
Salary from the
first full pay
period on or
after 1/7/22*
$ $ $ $
Band 1
1-100 Students
Foundation 150,248 5,762.94 150,624 5,777.36
Accomplished 158,156 6,066.26 158,552 6,081.45
Band 2
101-300
Students
Foundation 162,829 6,245.50 163,237 6,261.15
Accomplished 171,400 6,574.25 171,829 6,590.71
Band 3
301-450
Students
Foundation 167,784 6,435.55 168,204 6,451.67
Accomplished 176,615 6,774.27 177,057 6,791.23
Band 4
451-600
Students
Foundation 172,740 6,625.64 173,172 6,642.22
Accomplished 181,831 6,974.34 182,286 6,991.80
Band 5
601-900
Students
Foundation 182,234 6,989.80 182,690 7,007.29
Accomplished 191,826 7,357.71 192,306 7,376.13
Band 6
901-1200
Students
Foundation 187,074 7,175.44 187,542 7,193.40
Accomplished 196,920 7,553.10 197,413 7,572.01
Band 7
1201-1500
Students
Foundation 194,877 7,474.73 195,365 7,493.46
Accomplished 205,134 7,868.15 205,647 7,887.84
Band 8
1501+ Students
Foundation 203,004 7,786.45 203,512 7,805.94
Accomplished 213,689 8,196.29 214,224 8,216.82
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Enrolment
Band Level
Annual Salary
from the first
full pay period
on or after
1/1/23
Fortnightly
Salary from the
first full pay
period on or
after 1/1/23*
Annual Salary
from the first
full pay period
on or after
9/10/23
Fortnightly Salary
from the first full
pay period on or
after 9/10/23*
$ $ $ $
Band 1
1-100 Students
Foundation 154,450 5,924.11 166,806 6,398.04
Accomplished 162,580 6,235.95 175,586 6,734.81
Band 2
101-300
Students
Foundation 167,384 6,420.21 180,775 6,933.84
Accomplished 176,194 6,758.13 190,290 7,298.80
Band 3
301-450
Students
Foundation 172,477 6,615.56 186,275 7,144.80
Accomplished 181,555 6,963.76 196,079 7,520.84
Band 4
451-600
Students
Foundation 177,571 6,810.95 191,777 7,355.84
Accomplished 186,917 7,169.42 201,870 7,742.96
Band 5
601-900
Students
Foundation 187,331 7,185.30 202,317 7,760.11
Accomplished 197,191 7,563.50 212,966 8,168.56
Band 6
901-1200
Students
Foundation 192,306 7,376.13 207,690 7,966.20
Accomplished 202,428 7,764.37 218,622 8,385.51
Band 7
1201-1500
Students
Foundation 200,328 7,683.82 216,354 8,298.51
Accomplished 210,871 8,088.21 227,741 8,735.28
Band 8
1501+ Students
Foundation 208,682 8,004.25 225,377 8,644.60
Accomplished 219,666 8,425.55 237,239 9,099.58
* Fortnightly salary calculated in accordance with subclause 13.1 - annual salary multiplied by
14 and divided by 365, rounded to two decimal places.
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TABLE 2 - ALLOWANCES
The rates below will be calculated on a daily basis:
Travel Allowance Rate on and from the commencement date
Less than 100km $0.84 per km
100km and over $0.64 per km
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ANNEXURE A
PERSONAL/CARER’S LEAVE SYSTEMIC SCHOOLS AND
PORTABILITY (NSW/ACT CATHOLIC PARTICIPATING
NSW/ACT CATHOLIC INDEPENDENT SCHOOLS)
1. APPLICATION
(a) This Annexure sets out Personal/Carer’s Leave portability for Principals who were
previously employed by a Participating Employer.
(b) This Annexure establishes obligations on the Employers covered by this Agreement
to recognise Personal/Carer’s Leave portability for Principals.
(c) Principals who intend on terminating their employment and obtaining employment
with a new Employer should always refer to their proposed new Employer’s
industrial instruments for information about whether leave entitlements can be
transferred.
(d) A ‘Participating Employer’ includes:
(i) Trustees of the Roman Catholic Church for the Diocese of Armidale trading as
Armidale Catholic Schools;
(ii) Trustees of the Roman Catholic Church for the Diocese of Bathurst;
(iii) The Trustees of the Roman Catholic Church for the Diocese of Broken Bay;
(iv) Trustees of the Roman Catholic Church for the Archdiocese of Canberra and
Goulburn;
(v) Diocese of Lismore Catholic Schools Limited;
(vi) Trustees of the Roman Catholic Church for the Diocese of Maitland-
Newcastle, trading as the Diocese of Maitland-Newcastle Catholic Schools
Office;
(vii) Sydney Catholic Schools Limited ACN 619 137 343 as trustee for Sydney
Catholic Schools Trust ABN 26 158 447 082;
(viii) Catholic Schools Parramatta Diocese Limited;
(ix) Trustees of the Roman Catholic Church for the Diocese of Wagga Wagga;
(x) The Trustees of the Roman Catholic Church for the Diocese of Wilcannia-
Forbes; and
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(xi) Trustees of the Roman Catholic Church as Trustees for the Wollongong
Diocese Catholic School System trading as Catholic Education Diocese of
Wollongong.
(e) The NSW Catholic Independent Schools Employers listed below for Teachers and
Principals only:
Brigidine College, St Ives Chevalier College, Bowral
Christian Brothers High School, Lewisham Edmund Rice College, Wollongong
Holy Saviour School, Greenacre Mater Dei, Camden
Mount St Benedict College, Pennant Hills Oakhill College, Castle Hill
Our Lady of Mercy College, Parramatta Red Bend Catholic College, Forbes
Rosebank College, Five Dock Santa Sabina College, Strathfield
St Dominic’s College, Penrith St Edmund’s School, Wahroonga
St Edward’s College, East Gosford St Gabriel’s School, Castle Hill
St Gregory’s College, Campbelltown St Joseph’s College, Hunters Hill
St Lucy’s School, Wahroonga St Mary Star of the Sea College, Wollongong
St Patrick’s College, Campbelltown St Patrick’s College, Strathfield
St Paul’s International College, Moss Vale St Pius X College, Chatswood
St Scholastica’s College, Glebe St Vincent’s College, Potts Point
The John Berne School, Lewisham Trinity Catholic College, Lismore
Waverley College, Waverley St Charbel’s College, Punchbowl
St Augustine’s College, Brookvale Wollongong Flexible Learning Centre,
Towradgi
St Mary’s Flexible Learning Centre, St Marys St Laurence Flexible Learning Centre,
Broadmeadow
Pambula Flexible Learning Centre, Pambula
(f) The ACT Catholic Independent Schools Employers listed below for Teachers and
Principals only:
Daramalan College, Dickson
The Trustees of the Marist Brothers trading as Marist Schools Australia on behalf of Marist College
Canberra
The Trustees of Edmund Rice Education Australia trading as St Edmund’s College, Canberra.
2. OPERATION
(a) An Employee, who was previously employed with another Participating Employer
on a full-time, part-time or temporary basis, will be entitled to portability of
Personal/Carer’s Leave as follows.
(b) Untaken paid personal/carer’s that has accumulated with the previous
participating Employer will be credited to the Employee as accumulated
personal/carer’s leave on the commencement of their employment with the
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Employer. The maximum personal/carer’s leave portable from a Participating
Employer will be 150 days.
(c) For an Employee to be eligible for portability of personal/carer’s leave under this
clause, the Employee must satisfy the following criteria:
(d) The Employee has commenced employment with the Employer within six months
or two terms, whichever is the greater, of the termination of the Employee’s
employment with the other Participating Employer.
(e) The former Participating Employer will provide to each Employee, on the
termination of the Employee’s employment, a completed version of the form set
out below and the Employee will provide the original completed form to the new
Employer within four school weeks of the commencement of employment with the
new Employer.
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PERSONAL/CARER’S LEAVE PORTABILITY – EMPLOYER CERTIFICATE
Note: Under this Arrangement, the maximum personal/carer’s leave portable from a Participating
Employer will be 150 days
Part to be completed by former Participating Catholic Employer
[NAME OF EMPLOYEE] was employed by the Employer as [INSERT POSITION TITLE] on [INSERT
COMMENCEMENT DATE] and ceased work on [INSERT DATE].
At that time untaken personal/carer’s leave over the preceding [INSERT NUMBER] years of
continuous service is as follows:
Set Out Record
For example, for Catholic Independent School Employers:
NUMBER OF UNTAKEN PERSONAL/CARER’S
LEAVE DAYS
Last year of employment
Year 2 accumulation
Year 3 accumulation
Year 4 accumulation
Year 5 accumulation
Year 6 accumulation
(etc up to 15 years if necessary)
For example, for Catholic Diocesan Employers:
Total untaken paid personal/carer’s leave as at last day of service: [INSERT DAYS]
Signature of Employer: Date :
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Part to be completed by Employee
I, [INSERT NAME OF EMPLOYEE] was formerly employed by [INSERT NAME OF PARTICIPATING
EMPLOYER] from [INSERT COMMENCEMENT DATE] to [INSERT LAST DAY OF EMPLOYMENT].
Signature of Employee: Date :
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ANNEXURE B
CATHOLIC SCHOOLS INTRASTATE LONG SERVICE LEAVE
PORTABILITY ARRANGEMENT
1. APPLICATION
THIS ANNEXURE WILL APPLY TO:
(a) The Employers listed in clause 6; and
(b) Any person employed in a Catholic school listed in clause 6 or in a Catholic school,
Catholic Education Office or Catholic Schools Office operated by an Employer listed
in clause 6:
(i) whose employment is terminated with an employer; and
(ii) who is subsequently employed by a new employer after 28 January 2005; and
(iii) who qualifies to transfer his/her long service leave entitlement from one
employer to another employer under this Arrangement or the former
industrial instrument the Catholic Schools Long Service Leave Portability
(State) Agreement as made by NSW Industrial Relations Commission on 17
December 2004 and gazette in NSW Industrial Gazette Vol 350. Pg.1140.
2. OBJECTIVE
The principal object of this Annexure is to provide for the portability of Long Service Leave
to employees engaged in Catholic Education Offices, Catholic Schools Offices, together
with employees employed in schools of the organisations listed in clause 6 under defined
employment circumstances, (“continuous” service). Service will be deemed to be
continuous when an employee terminates employment with a participating employer
and shortly thereafter commences employment with another participating Employer.
3. DEFINITIONS
For the purpose of this Annexure:
(a) ‘Employer’ means any Catholic Systemic School or Catholic Independent School
listed in clause 6 to this Annexure.
(b) ‘Former Employer’ means any Employer listed in clause 6 to this Annexure on the
day of an employee’s last termination of employment.
(c) ‘New Employer’ means any Employer listed in clause 6 to this Annexure
immediately following an employee’s last termination of employment.
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(d) ‘Service’ means service as an adult within the terms of the Long Service Leave Act
1955 (NSW), as applicable as at the date of this Agreement.
(e) ‘Employee’ means any person employed in a Catholic school listed in clause 6 or in
a Catholic school, Catholic Education Office or Catholic Schools Office operated by
an Employer listed in clause 6 of this Annexure and who is eligible to be enrolled as
a member of the Union.
(f) ‘Union’ means the Independent Education Union of Australia.
4. LONG SERVICE LEAVE PORTABILITY
4.1 Entitlement to Long Service Leave will be in accordance with the provisions of the Act, the
Long Service Leave Act 1955 (NSW), the Long Service Leave Act 1975 (ACT) and any
applicable enterprise agreement and any enterprise agreement (including any
amendments or replacements of the legislation or industrial instruments) that applies to
any Employer.
4.2 Continuous service with an Employer as at the operative date of this Agreement, will be
recognised by another Employer for the purpose of this Annexure provided that:
(a) The Employee has completed an initial qualifying period (the “Initial Qualifying
Period”) of:
(i) at least one year of continuous service with a participating Employer listed in
clause 7 of this Annexure; or
(ii) at least five years of continuous service with a participating Employer listed
in clause 8 of this Annexure.
(b) An Employee will only be entitled to the portability of his or her long service leave
where he or she commences employment with a New Employer and no more than
the equivalent of two full school terms have elapsed between ceasing employment
with the Former Employer and commencing employment with a New Employer.
(c) Service prior to the Initial Qualifying Period will not be counted for the purpose of
calculating long service leave entitlements in accordance with paragraph 4.2(a).
4.3 Notwithstanding an Employee may have taken all or part of their accrued long service
leave with their Former Employer or may have been paid out on termination all or part of
their long service leave by their Former Employer, the Employee’s period of continuous
service with the Former Employer will be recognised by the New Employer for the
purposes of calculating any entitlement to long service leave.
4.4 Prior service will be recognised by the New Employer on the understanding that the
Employee is not entitled to take or be paid long service leave which they have already
taken or been paid by their Former Employer.
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4.5 Notwithstanding the provisions of subclause 4.2, where the Former Employer has a
different rate of accumulation of long service leave to the New Employer, the following
will occur:
(a) Service with the Former Employer will be recognised as service with the New
Employer; and
(b) The accrued entitlement to long service leave recognised by the New Employer will
be that which the Employee had accrued at the date of ceasing employment with
the Former Employer.
5. ADMINISTRATIVE ARRANGEMENTS
5.1 Upon notification of termination the Employer will provide eligible Employees with the
following documentation:
(a) Prescribed form as set out in Attachment A of this Annexure;
(b) Information sheet as set out in Attachment B of this Annexure;
(c) Details of the Employee's long service leave entitlements (refer paragraphs 5.5(a)
to 5.5(f) below).
5.2 An Employee who is eligible to an entitlement to long service leave and/or has completed
an initial qualifying period and terminates his/her services with an Employer and accepts
a position as an Employee with a New Employer, may elect to make an application in
accordance with this clause.
5.3 The Employee will make an application in accordance with this Annexure in the
prescribed form as specified in Attachment A of this Annexure and submit it to the New
Employer within 14 days of commencing duties as an employee with the New Employer.
5.4 The New Employer will forward the completed application to the Former Employer.
5.5 On receipt of an application, the Former Employer will advise the New Employer of the
following details in relation to the applicant:
(a) The period of service with the Former Employer;
(b) Details of other periods of service with any other employer (the details of which will
be supplied by the employee to the Former Employer);
(c) Details of the calculation of the monetary entitlement which is to be made in
recognition of continuous service (including the ordinary rate of pay with the
former employer);
(d) The date of termination of employment;
(e) Details of past long service leave taken by the Employee; and
(f) The number of days or hours long service leave accumulated by the Employee on
termination and the Employee's full-time equivalent load on termination.
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5.6 The Former Employer will remit within three months of the termination of employment of
the Employee as specified in paragraph 5.5(d), the value of the monetary entitlement as
specified in paragraph 5.5(c) to the New Employer.
5.7 The Former Employer will advise the New Employer and the Employee when the transfer
has been affected.
6. PARTIES TO THE ANNEXURE THE CATHOLIC
DIOCESAN SYSTEM AUTHORITY OF
THE CATHOLIC DIOCESAN SYSTEM AUTHORITY OF
The Diocese of Armidale The Diocese of Parramatta
The Diocese of Bathurst The Archdiocese of Sydney
The Diocese of Broken Bay The Diocese of Wagga Wagga
The Archdiocese of Canberra and Goulburn The Diocese of Wilcannia-Forbes
The Diocese of Lismore The Diocese of Wollongong
The Diocese of Maitland-Newcastle
CATHOLIC INDEPENDENT SCHOOLS
The John Berne School, Lewisham St Charbel’s College, Punchbowl
Dunlea Centre, Engadine
Brigidine College, St Ives St Dominic’s College, Penrith
Chevalier College, Bowral St. Edward's College, Gosford
Christian Brothers High School, Lewisham St. Edmund's College Canberra
Daramalan College, Dickson, ACT St. Edmund's School, Wahroonga
Edmund Rice College, Wollongong St. Gabriel's School, Castle Hill
Holy Saviour School, Greenacre St. Gregory’s College, Campbelltown
Kincoppal-Rose Bay School of the Sacred
Heart, Rose Bay
St. Joseph’s College, Hunters Hill
Marist College, Canberra St. Lucy’s School, Wahroonga
Mater Dei School, Camden St. Maroun’s School, Dulwich Hill
Monte Sant’ Angelo Mercy College, North
Sydney
St Mary Star of the Sea College,
Wollongong
Mount St. Benedict College, Pennant Hills St Paul’s International College, Moss Vale
St. Patrick's College, Strathfield
Oakhill College, Castle Hill St. Patrick’s College, Campbelltown
Maronite College of the Holy Family,
Paramatta
St. Pius X College, Chatswood
Our Lady of Mercy College, Parramatta St. Scholastica’s College, Glebe Point
Red Bend Catholic College, Forbes St. Stanislaus’ College, Bathurst
Rosebank College, Five Dock St Vincent’s College, Potts Point
Santa Sabina College, Strathfield Trinity Catholic College, Lismore
Stella Maris College, Manly Waverley College, Waverley
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St Augustine’s College, Brookvale Wollongong Flexible Learning Centre,
Towradgi
St Mary’s Flexible Learning Centre, St Marys St. Laurence Flexible Learning Centre,
Broadmeadow
Pambula Flexible Learning Centre, Pambula
Beach
7. ONE YEAR QUALIFYING PERIOD
THE CATHOLIC DIOCESAN SYSTEM AUTHORITY OF
The Diocese of Armidale The Diocese of Parramatta
The Diocese of Bathurst The Archdiocese of Sydney
The Diocese of Broken Bay The Diocese of Wagga Wagga
The Archdiocese of Canberra and Goulburn The Diocese of Wilcannia-Forbes
The Diocese of Lismore The Diocese of Wollongong
The Diocese of Maitland-Newcastle
CATHOLIC INDEPENDENT SCHOOLS
The John Berne School, Lewisham
Dunlea Centre, Engadine St Dominic’s College, Penrith
Brigidine College, St Ives St. Edward's College, Gosford
Chevalier College, Bowral St. Edmund's College Canberra
Christian Brothers High School, Lewisham St. Edmund's School, Wahroonga
Daramalan College, Dickson, ACT St. Gabriel's School, Castle Hill
Edmund Rice College, Wollongong St. Gregory’s College, Campbelltown
Holy Saviour School, Greenacre St. Joseph’s College, Hunters Hill
Kincoppal-Rose Bay School of the Sacred
Heart, Rose Bay
St. Lucy’s School, Wahroonga
Marist College, Canberra St. Maroun’s School, Dulwich Hill
Mater Dei School, Camden St Mary Star of the Sea College,
Wollongong
Mount St. Benedict College, Pennant Hills St Paul’s International College, Moss Vale
St. Patrick's College, Strathfield
Oakhill College, Castle Hill St. Patrick’s College, Campbelltown
Maronite College of the Holy Family,
Paramatta
St. Pius X College, Chatswood
Our Lady of Mercy College, Parramatta St. Scholastica’s College, Glebe Point
Rosebank College, Five Dock St Vincent’s College, Potts Point
Santa Sabina College, Strathfield Trinity Catholic College, Lismore
Stella Maris College, Manly Waverley College, Waverley
St Augustine’s College, Brookvale St. Stanislaus’ College, Bathurst
St Charbel’s College, Punchbowl St. Laurence Flexible Learning Centre,
Broadmeadow
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Wollongong Flexible Learning Centre,
Towradgi
St Mary’s Flexible Learning Centre, St
Marys
Pambula Flexible Learning Centre, Pambula
Note: In respect of service prior to 30 January 2006, Dunlea Centre (formerly Boys’ Town),
Engadine, and St Mary Star of the Sea College, Wollongong, were Five Year Qualifying
Period Employers. In respect of service prior to 1 January 2010, Chevalier College, Bowral
was a Five-Year Qualifying Period Employer.
8. FIVE YEAR QUALIFYING PERIOD CATHOLIC
INDEPENDENT SCHOOLS
Monte Sant’ Angelo Mercy College, North Sydney
Red Bend Catholic College, Forbes
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ATTACHMENT A to Annexure B
LONG SERVICE LEAVE PORTABILITY FORM
Within 14 days of commencing duties as an Employee with the New Employer, the Employee must
complete Part One of this form and provide this form to the New Employer.
The New Employer will complete Part Two, retain a copy, and forward the form to the Former
Employer
PART ONE (TO BE COMPLETED BY THE EMPLOYEE)
I, [INSERT NAME OF EMPLOYEE] was until [INSERT LAST DAY OF EMPLOYMENT WITH FORMER
EMPLOYER] employed at [INSERT NAME OF FORMER SCHOOL/COLLEGE/EMPLOYER].
As from [INSERT START DATE OF EMPLOYMENT WITH NEW EMPLOYER] I have been/will be employed
by [INSERT NAME OF NEW SCHOOL/COLLEGE/NEW EMPLOYER].
I apply for portability of Long Service Leave entitlements and recognition of eligible service in
accordance with the Catholic Schools Intrastate Long Service Leave Portability Arrangement.
I agree that all amounts of leave which may be due to me pursuant to the Long Service Leave Act
1955 (NSW) or the Long Service Leave Act 1976 (ACT), the Annexure or any enterprise agreement
may be remitted to my New Employer and I AUTHORISE AND DIRECT my Former Employer to remit
such amounts to my New Employer.
In consideration of the payment of the said amount to the New Employer:
(a) I RELEASE AND DISCHARGE my Former Employer from all actions, claims, proceedings and
demands of whatsoever nature arising from any amounts which my Former Employer would
have been required to pay me under the Act, the Annexure/Enterprise Agreement or any
enterprise agreement but for this agreement and I indemnify and agree to keep indemnified
my Former Employer from all such actions, claims, proceedings or demands.
(b) I AGREE that no long service leave will be given to me or payment made in lieu thereof until
such time as I become entitled to the said leave or payment by virtue of the provisions of the
Act, the Annexure/Enterprise Agreement or any enterprise agreement or the Catholic
Schools Intrastate Long Service Leave Portability Arrangement or as agreed between the
New Employer and myself.
DATED THIS day of 20
SIGNED
ADDRESS
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NSW and ACT Catholic Systemic Schools Principals Enterprise Agreement 2024
PART TWO (TO BE COMPLETED BY THE NEW EMPLOYER)
I, [INSERT NAME OF AUTHORISED EMPLOYER REPRESENTATIVE] for and on behalf of [INSERT NAME
OF NEW EMPLOYER] (New Employer) with full authority to act on behalf of the New Employer in this
regard, in consideration of the Employee agreeing to employment by the New Employer and in
consideration of the payment to the New Employer of the Long Service Leave payments in respect
of the New Employee do AGREE and UNDERTAKE to give to the New Employee any Long Service
Leave (or payments in lieu of Long Service Leave), which he/she may be entitled under the Act, this
Agreement or any enterprise agreement and the agreement, notwithstanding that the New
Employer may no longer be a party to the agreement at the time such leave or payment becomes
due.
Dated this __________________day of _____________________ 20_________
SIGNED ________________________________________________________, for and on behalf of
the New Employer.
TITLE _______________________________________________________
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ATTACHMENT B to Annexure B
EMPLOYEE INFORMATION SHEET
The Catholic Schools Intrastate Long Service Leave Portability Annexure (the “Annexure”) has
been developed as a benefit to be provided to employees of participating NSW/ ACT Catholic
Diocesan Authorities and participating Catholic Independent School Authorities in recognition of
the significant contribution made by these employees in advancing the mission of the Catholic
Church in the area of Catholic education.
A participating NSW/ ACT Catholic Diocesan Authority or participating Catholic Independent
School Authority means any participating employer listed in clause 6 of the Annexure.
Employees of participating Catholic Schools are entitled under the Annexure to transfer their long
service leave entitlements when they terminate their employment with one participating
employer and become employed by another participating employer in the capacity of Principal,
Teacher, Adviser or General Employee within a period not exceeding the equivalent of two school
terms.
At the time of an Employee’s termination, the Employee’s employer will provide them with the
following documents if they have met the required qualifying period of continuous service:
(i) Application to transfer long service leave entitlements; and
(ii) Details of long service leave entitlements.
An Employee is required to apply for the transfer of long service leave entitlement and for the
recognition of eligible service by completing the form which is attached (Attachment A of the
Annexure) and providing it to their New Employer within 14 days of the commencement of their
duties.
An Employee who has made application for the transfer of their long service leave entitlements
and for the recognition of eligible service will receive correspondence from their New Employer to
inform them that those entitlements have been transferred to them on their behalf and that such
entitlements will continue to accrue in accordance with the enterprise agreement under which the
Employee is engaged.
SIGNED for and on behalf of the Independent Education Union by an authorised person in the
presence of
Signature of authorised person
Carol Matthews
485 - 501 Wattle Street
Ultimo NSW 2007
........ ~~~!Af.T...i?.rnf.l . .;:.h .. Se.cretary, . .IEUA
Name and role title of authorised person Name of witness
SIGNED for and on behalf of the Independent Education Union by an authorised person in the presence of - Signature of authorised person Signature of witness Carol Matthews 485 - 501 Wattle Street Ultimo NSW 2007 NSW/ACT Branch Secretary, . IEUA DEBORAH NESTON Name and role title of authorised person Name of witness
SIGNED for and on behalf of Trustees of the Roman Catholic Church Diocese of Armidale by an
authorised person in the presence of
……………………………………………………………………………………………………………………………………
Signature of authorised personSignature of witness
Ms Regina Menz
Director of Schools
131 Barney Street
ARMIDALE NSW 2350
Director of Catholic Schools
Diocese of ArmidaleJustin Matthews
……………………………………………………………………………………………………………………………………
Name and role title of authorised personName of witness
~ -r
Smund
4. Matthews
SIGNED for and on behalf of Trustees of the Roman Catholic Church for the Diocese of Bathurst by an
authorised person in the presence of
……………………………………………………………… ……………………………………………………………………
Signature of authorised person Signature of witness
Chris�na Trimble
Execu�ve Director of Schools
Catholic Educa�on Diocese of Bathurst
225 Gilmour Street
Kelso NSW 2795 Angela D'Amore
……………………………………………………………… ……………………………………………………………………
Name and role �tle of authorised person Name of witness
Christina TrinSe
W Aware
SIGNED for and on behalf of Trustees of the Roman Catholic Church for the Archdiocese of Canberra
and Goulb!U:P..1¥-@,Q authorised person in the presence of
Signature of authorised person
Ross Fox
Director
Catholic Education, Archdiocese of Canberra and
Goulburn
55 Franklin Street
Manuka, ACT, 2603
.1w
....... r..~ .. ~ ......................................................... .. .
Signature of witness
Natalie Harper
People and Culture Leader
Catholic Education, Archdiocese of Canberra and
Goulburn
55 Franklin Street
Manuka, ACT, 2603
SIGNED for and on behalf of Trustees of the Roman Catholic Church for the Archdiocese of Canberra and Goulburn by an authorised person in the presence of 1.Harper Signature of authorised person Signature of witness Ross Fox Natalie Harper Director People and Culture Leader Catholic Education, Archdiocese of Canberra and Catholic Education, Archdiocese of Canberra and Goulburn Goulburn 55 Franklin Street 55 Franklin Street Manuka, ACT, 2603 Manuka, ACT, 2603
SIGNED for and on behalf of Diocese of Lismore Catholic Schools Limited by an authorised person in
the presence of
Adam Spencer
Director of Catholic Schools (Chief Executive Officer)
Diocese of Lismore Catholic Schools Ltd
PO Box 158 (3 Dawson Street)
Lismore NSW 2480
Name and role title of authorised person Name of witness
.....
Signature of authorised person
Signature of witness
SIGNED for and on behalf of TRUSTEES OF THE ROMAN CATHOLIC CHURCH FOR THE DIOCESE OF
MAITLAND‐NEWCASTLE TRADING AS THE DIOCESE OF MAITLAND‐NEWCASTLE CATHOLIC SCHOOLS
OFFICE by an authorised person in the presence of
……………………………………………………………… ……………………………………………………………………
Signature of authorised person Signature of witness
Sean Scanlon
Chief Execu ve Officer
841 Hunter Street
NEWCASTLE WEST NSW 2302
……………………………………………………………… ……………………………………………………………………
Name and role tle of authorised person Name of witness
Kristy Boyle
SIGNED for and on behalf of Catholic Schools Diocese Parramatta Limited by an authorised person in
the presence of
……………………………………………………………… ……………………………………………………………………
Signature of authorised person Signature of witness
JACK DE GROOT VERONICA TURNER
……………………………………………………………… ……………………………………………………………………
Name and role title of authorised person Name of witness
Jack de Groot
Executive Director of Schools
Catholic Education Diocese Parramatta Limited
470 Bethany Street
North Parramatta NSW 2151
2
SIGNED for and on behalf of Trustees of the Roman Catholic Church for the Diocese of Wagga Wagga
by an authorised person in the presence of
……………………………………………………………… ……………………………………………………………………
Signature of authorised person Signature of witness
Dr Andrew Watson
Director of Catholic Education
McAlroy House, 205 Tarcutta Street
Wagga Wagga NSW 2650 Anissa Weekes
……………………………………………………………… ……………………………………………………………………
Name and role title of authorised person Name of witness
SIGNED for and on behalf of The Trustees of the Roman Catholic Church for the Diocese of
Wilcannia-Forbes by an authorised person in the presence of
Signature of authorised person
Paula Leadbitter
Director of Catholic Education
15 Johnson Street
Forbes NSW 2871
Name and role title of authorised person
Malcolm Goodwin
Name of witness
SIGNED for and on behalf of The Trustees of the Roman Catholic Church for the Diocese of Wilcannia-Forbes by an authorised person in the presence of Pank headbitter Signature of authorised person Signature of witness Paula Leadbitter Director of Catholic Education Malcolm Goodwin 15 Johnson Street Forbes NSW 2871 Name and role title of authorised person Name of witness
SIGNED for and on behalf of the Trustees of the Roman Catholic Church as Trustees for the
Wollongong Diocese Catholic Schools System, trading as Catholic Education Diocese of Wollongong
by an authorised person in the presence of
........ :1.~ ........ .......................... .
Signature of authorised person Signature of witness
Peter Hill, Director of Schools
86-88 Market Street, Wollongong NSW 2500
NICOLE
Name and role title of authorised person Name of witness
SIGNED for and on behalf of the Trustees of the Roman Catholic Church as Trustees for the Wollongong Diocese Catholic Schools System, trading as Catholic Education Diocese of Wollongong by an authorised person in the presence of 1. Ryan Signature of authorised person Signature of witness Peter Hill, Director of Schools 86-88 Market Street, Wollongong NSW 2500 NICOLE RYAN Name and role title of authorised person Name of witness
