Dear Colleague,
The public sector arbitration has no direct impact on Queensland Catholic school negotiations.
Employers have circulated erroneous information suggesting the arbitration should affect how staff vote on the inadequate agreement they have proposed.
Public sector negotiations take place in the state jurisdiction, with arbitration in the Queensland Industrial Relations Commission (QIRC).
Our negotiations are covered by the federal jurisdiction, so any intervention would be presided over by the Fair Work Commission, which operates under different processes and timelines.
Employers are aware of this, but they are hoping threats about arbitration will convince staff to accept an agreement that's inadequate on workload, wages and conditions.
VOTE NO to inadequate wages
The indirect impact of the public sector arbitration is the uncertainty it has created about state school wages.
This is why our union looked to leading interstate wage outcomes in New South Wales and Victorian schools when developing the employee wage claim.
The public sector arbitration outcome, whenever it is known, will not have any immediate effect on wages and conditions in Queensland Catholic schools. But the outcome of the upcoming employer ballot will.
Employers have compared an interim QIRC outcome to their wage offer. They do not know the final outcome and have made no commitment to match it if public sector wages are higher than their offer.
There is a reason why employers don’t want to talk about national wage rates: their wage offer is not good enough.
It will see teacher wages in Queensland Catholic schools fall behind, and it won’t address the 10-25% wage deficit faced by teaching assistants and other school officers compared to staff in New South Wales Catholic schools doing the same work.
If a majority of staff VOTE NO, the immediate step is not arbitration – it's for employers to return to the bargaining table.
More reasons to VOTE NO
In addition to inadequate wages, the employer agreement means:
❌ Zero action on workload and work intensification.
❌ Substandard reproductive health leave that is heavily restricted.
❌ $500 (approx.) pay cut for school officers caused by two-month wage increase delay.
❌ Union education leave cut for members.
❌ Appraisal principles that ensure fairness removed.
❌ No additional allowance for staff who administer medication to students.
❌ No additional support for teachers of inclusive student support.
❌ No enhanced conditions for senior leaders.
❌ No recognition of primary program leaders (however named).
❌ No significant additional support for staff in flexi schools.
❌ No protection for staff in the use of AI.
❌ No additional support for library staff.
❌ No additional support for counsellors.
❌ No additional support for instrumental music teachers and tutors.
Find out more about what the agreement means for all categories of employees by reading the employee claim/employer offer comparison.
Join with 94% of IEU members and VOTE NO
94% of IEU members have already rejected the inadequate employer agreement in an advisory vote.
When voting opens on 19 October, all staff will have the opportunity to have their say.
Join with 94% of IEU members and VOTE NO.
