SASSLA is able to participate in Enterprise Bargaining negotiations as a Bargaining Agent if nominated as such by members of SASSLA and non members, under Section 76(2) of the Fair Work Act. The final EB benefits flow to all employees, regardless of the identity of their Bargaining Agent. However, SASSLA believes it is in the interests of Band A and Band B2 and above level leaders to have specific representation in the EB process.
You have a choice of who represents you in the Enterprise Bargaining negotiation process. You can choose to be represented by SASSLA. We invite you to consider adding your voice to the growing numbers of school and preschool leaders who want the EB to make a difference to their entitlements, by selecting SASSLA as your Bargaining Agent in the next EB Agreement.
SASSLA represented its members in the 2015 Enterprise Bargaining process and our input resulted in improved conditions for school leaders. Our analysis of leadership density and workload helped to create precedents for improvements which include:
- An extra allowance of 0.1 FTE for all principals and preschool directors, to be used at their discretion.
- Additional primary and preschool leadership time.
- An extra $3m to improve primary leadership density.
SASSLA will again represent its members in the 2018 Enterprise Bargaining process. Membership concerns and our analysis of issues, leadership density and workload suggest the following areas for improvement:
- A substantial salary increase to compensate for increasingly complicated web based accountability and demands for documentation and procedure.
- A reduction in the number of classifications, facilitated by stepped progression to four common scales. We have too many fine and unjustifiable distinctions in our classification system which disguise common responsibilities.
- Substantial funding to radically improve preschool and primary leadership density. Current antiquated entitlements were developed in the 1970’s. Modern leadership demands cannot be met this way.
- Nearly half of all DECD sites have just one leader. At least two extra leadership positions must be identified and provided for. One for administration and one to serve as the second in charge, with time and a responsibility allowance.
- A fairer, regulated system of complaint management and misconduct investigation supervised by a judicial officer; with options created to have a complaint dismissed as vexatious or followed through informally. Formalised complaints need very clear timelines with rights to detail, representation and appeal.
- SASSLA will continue its representations based on the insights it gains from its membership. Together we will work to ensure that our concerns continue to be heard, to build better working conditions.
The 2015 Enterprise Bargaining Agreement can be found at the link below.