Click here for the pay scales. Salary Increases Support and operational staff receive a 2.5% pay increase for each MEA year. Some employees receive slightly higher increases – Levels 2 and 3 of maintenance and basic staff, and some child care staff classifications. The UNION considers that the increase in wages is a good result for members in the current economic context of low inflation. BACKPAY The teacher-MEA expressly provides that the difference between the phrase MEA 2017 and the actual rate that the teacher actually receives during this period (i.e. the additional payment) must be paid as soon as possible after the start of the new MEA. Although support staff are not as specific, they indicate that the 2.5% salary increase will apply from February 1, 2017, and we hope that schools will not treat support staff with less generosity than teachers in terms of additional payment. ORDINARY HOURS AND SHIFT PENALTIES Starting in 2017, teachers who have taught in the United States, the United Kingdom, Ireland, Canada and New Zealand will automatically be counted for classification. Click here for pay scales. SALARY INCREASES In 2017, teachers received an increase of 2.3%, followed by an increase of 2.5% in 2018, 2019 and 2020. The UNION considers that the increase in wages is a good result for members in the current economic context of low inflation. BACKPAY The 2.3% pay increase begins at the beginning of the first pay period after February 1, 2017.
The teachers` MEA expressly provides, in Article 5, point (d), on S9, that the difference between the 2017 mea rate and the rate actually received by the teacher during this period (i.e. the additional payment) must be paid as soon as possible after the start of the new MEA. PERSONAL/CARER`S LEAVE The new rules on personal/facilitator leave for teachers will begin in early 2017, with a single credit of 15 days off and a gradual delimitation of 15 days per year, with no limit (see paragraphs 12.1 b) and c) of the MEA for transitional arrangements). A special one-day leave per year will now also be available to fulfill a planned family obligation where the time is beyond the teacher`s control. New, more flexible rules apply to disease detection – no evidence is required for the first three days of personal/nurse leave in a calendar year. In the event of absence after the first three days, a teacher may not be required, in the event of bodily harm or illness, to present a medical certificate for the absence of two consecutive days or more; however, in the event of absence due to personal emergency or domestic violence, the teacher must present evidence for each day of absence. SENIOR TEACHER 1 The multi-company agreement to assist staff at independent NSW schools, the Independent Schools NSW (Support and Operational Staff) Multi-Enterprise Agreement 2017, was approved on 23 March 2017 and will therefore start on 30 March 2017. The Independent Schools NSW (Teachers) Multi-Enterprise Agreement 2017 was approved by the Fair Work Commission on 23 March 2017 and starts on 30 March 2017. Click here for a copy of the decision and the MEA. The Union thanks the members for their patience in waiting for the approval of the agreements.
. Members who are committed to the accreditation of BOSTES/NESA Proficent Teacher need the support and support of their school. If a school is concerned that a teacher may not meet the teacher accreditation deadline, the school is required to communicate to the teacher certain areas where more work is needed at the time of the last semester of the teacher`s second year of teaching.