AEU individual workers submissions

Anonymous Ballarat (received via AEU)

Education
Contracting with an ABN but to one employer only by DET

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Make ES staff ongoing and stop making our lives insecure!

Story

 I was contracting with an ABN but to one employer only in my current job. If children with funding leave, our hours could be reduced or we can be without a job, even on a contract! This happened in the Education industry. Make ES staff ongoing and stop making our lives insecure!


Kim Hart (received via AEU)

On a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Make Education a priority, well educated, free thinking students are the future of this Country and our Economy!!! I also would put a teachers Aide in every classroom because there are always lots of students that need help and the teacher cannot be there for the array of complex needs.

Story

 I am employed as an ES, our pay starts at 9am and finishes at 3.15pm, I deal with students before that time and after that time. I am docked for 50mins lunch break, where I give out medication, deal with a student with diabetes, feed students and toilet a student on various days. It is not uncommon that I lose 15mins of my lunch break and 15mins after school. That adds up to a significant amount of time over a year. I volunteer my time for breakfast club and do so because I choose to, it gives me a greater insight to all students, it also helps build relationships which are vital in my role. TIL always seems to be a contentious issue, especially when, we are allowed to take it. It wasn't always safe at school but has become better due to better equipment to assist toileting. Automatic doors for a wheel chair student would give the student more room and better access. We have stairs/steps outside that are an issue. I am on a 7year contract, with 3years left. I am 56 years old and am concerned I won't get another contract. I have recently taken on a mortgage and obviously need an Income. I would love to be made on going for the security. Also there are ES where I work that are ongoing and it can cause resentment and division. We are a team supposedly, we should have the same work conditions if we are doing the same job. Make Education a priority; well educated, free thinking students are the future of this Country and our Economy!!! I also would put a teachers' Aide in every classroom because there are always lots of students that need help and the teacher cannot be there for each student who has an array of complex needs.


Anonymous Taylors Lakes (received via AEU)

Education
On a rolling contract by Department of Education and Training @ Taylors Lakes Secondary College

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

I think there should be an inquiry in to schools who are not abiding by the agreement.

Story

 I was on a rolling contract in my current job. My contract has no listed reason for the contract, I don't even know why I am on contract - am I replacing a maternity leave position? Am I potential excess? I always felt like I was being scrutinised to see whether I was up to scratch for a roll over or ongoing. Plus the pressure of reapplying for your job, and others in case you are not successful, during the hardest part of the year, where the pressure is already high. I had a fall on a slippery ramp to a classroom - the safety issue was addressed. It is hard not knowing if you will have a source of income for the next year. How will I pay my rent if I have no job? Will I have to move back in with my parents? It was horrible and led to me feeling very insecure and worried a lot of the time. A stress I didn't need in an already stressful job. This happened at Taylors Lakes Secondary College, Taylors Lakes when I was employed by Department of Education and Training. This happened in the Education industry. I think there should be an inquiry in to schools who are not abiding by the agreement.


Nick Lipscombe Portland (received via AEU)

Primary Education
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

I would consider my spending elsewhere, and put a full time Ed Support position in to every classroom in Australia

Story

 I am on a rolling contract. I'm employed as Ed Support in a Primary School, a fantastic job that I love. It's the uncertainty of the following year that puts an unfair stress on my family, because it's basically up in the air until December of each year, we can't plan for our future in any meaningful way. It also would be nice to be able to plan for the following school year with the classroom teacher in advance, rather than February before school goes back. It would help the students with continuity and the developing of relationships and social skills. As I stated earlier, the job and role itself is fantastic, but the conditions could certainly do with an overhaul. It's not glorified "day care" or "babysitting", we as Ed Support are actively involved in developing young children who need a hand with Education, Social Skills, and Extreme Behaviour. There should be more Training opportunities available for Ed Support Staff as well. In an ideal world the Federal Govt would have an ongoing Ed Support position in every classroom (dreaming I know?). Also it wouldn't hurt to look at the Salaries in Ed Support; you do the job for the children not for the money. You can go and deliver Pizza's or work in a cafe and get paid $7-$10 per hour more. Not to demean those 2 x jobs I highlighted, but I think something is amiss there? It's time for change and security in Ed Support. I would consider my spending elsewhere, and put a full time Ed Support position in to every classroom in Australia


Anonymous (received via AEU)

Education
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: false

Predictable Roster: false

Bills ok: false

Legal Employment: false

Worksafe: false

Childcare: false

Accommodation ok: false

Could speak up: false

Could speak up: false

Leave: false

Future secure: false

Solution

Make ES positions more stable.

Story

 HIDDEN: I was on a rolling contract in my current job. As it stands, my contract has ended after 8 years at one school. I now need to find an extra 12.5 hours a week to top my hours back up to full time to enable me to financially support my 4 children. This happened in the Education industry. Make ES positions more stable.


Patrick Loverso Melbourne CBD (received via AEU)

Education
on a rolling contract by DET @ University High School

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

I realise that we have a lot of workers who got "comfortable" in their positons (I replaced an employee who was of that ilk and had retired) I feel that employees should be assessed via their performance of their duties and be given secure employment (ongoing) if they are performing well.

Story

 I was on a rolling contract more than a year ago. I had approached my Principle about working longer hours and I was abruptly dismissed without taking my point of view into consideration. I have recently been told that I am no longer required and they have employed someone else. I was using a table saw that was defective, but after I explained that I felt unsafe using it, we got a new one as the old one was beyond repair. Sometimes I went without food to pay the bills and have recently discovered that my position wasn't safe This happened at University High School, Melbourne CBD when I was employed by DEET. This happened in the Education industry. I realise that we have a lot of workers who got "comfortable" in their positons (I replaced a employee who was of that ilk and had retired) I feel that employees should be assessed via their performance of their duties and be given secure employment (on going) if they are performing well.


Anonymous (received via AEU)

School
a directly employed casual by Education Department

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: false

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Value all staff that make a big difference to the students-not just teaching staff. Acknowledge that staff that are clearly making a difference should be paid a decent wage. Schools are losing too many wonderful staff members-not because they hate their jobs, but because they need to find better paying jobs. I am one of those people now looking for other employment as I cannot continue on my wage.

Story

 I was a directly employed casual more than a year ago. It took us years on casual pay to finally get ongoing. We had to put it to our employer that the amount of years on casual meant we were entitled to ongoing. I still see it happening to other ES staff. Good staff members leave because of the constant insecurity in our jobs. We are often the first to be let go as well. Though, we have proof that our work is helping the students improve in their learning. My work includes tutoring the students in English and Maths. Therefore, we are teaching these students! Yet, we are on the lowest pay scale! How does that happen!! We should also get more pay for what we do and the fact supported by documentation. Integration staff also do so very much but get paid so little. We would get better employees and would get consistency with staff if we were employed on higher wages and more ongoing! Heating and cooling are the biggest issues. Classrooms do not have proper cooling or heat! It is a joke!!! The students and staff are suffering! How do they learn and how do we teach when it is 35-40 degrees without proper shades on windows and little air conditioning. And there is a lack of trees or coverage for students and staff in the yards. There is no funding for such things, or so we are told! Another issued is aggressive students and parents. That is an ongoing concern Pay is way too low for the job we do. It is a real economic concern. When you are a single parent you try and take jobs that will help keep you home when your children have school holidays. But, to be on ES 1-1 is a joke! I feel like the work we do is so undervalued!!! The students love the program, the parents love our program and we have documentation yet we can never go above ES 1-5!!! Yet, lab assistants, STA's and library ES can move to ES 2! Integration staff are another group that need to be paid more for the work they do. We could even start by getting paid for lunch! That, in itself, is like a slap in the face! Also, why can't we lease a laptop!! My work is done on computers so why can't I have proper access to one??? When I was employed by Education Department this happened in the School industry. Value all staff that make a big difference to the students-not just teaching staff. Acknowledge that staff that are clearly making a difference should be paid a decent wage. Schools are loosing too many wonderful staff members-not because they hate their jobs, but because they need to find better paying jobs. I am one of those people now looking for other employment as I cannot continue on my wage.


Anonymous Melbourne (received via AEU)

education
on a rolling contract by DET @ Department of Education and Training

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

I would have at teacher aide in every classroom - this would benefit both teachers and children, and provide jobs for many aides. I would also ensure that all schools were able to fund a library and staff it.

Story

 I was on a rolling contract in my current job. When contract is up have to look for work elsewhere if no further funding available This happened at Department of education/training, Melbourne when I was employed by DET. This happened in the education industry. I would have at teacher aide in every classroom - this would benefit both teachers and children, and provide jobs for many aides. I would also ensure that all schools were able to fund a library and staff it.


Anonymous Geelong (received via AEU)

Primary school education
by Education Dept @ A Primary school

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

I would make integration aides a necessity in primary schools as we definitely take the pressure off the teacher and we deal with the struggling students in the class not just the student that has the funding. I would also make funding for students easier, we have so many students in our classes that are just outside the cut-off point for funding and yet they cannot cope without assistance in the classroom. I would also make it possible to get the funding in the year that the student qualifies and not wait until the next year or the year after if the application takes too long to be processed.

Story

 I was in my current job. I have worked as an integration aide for about 12 years. Being on short term contracts, as is the way it goes with this position, wasn't really a big issue to us until my husband lost his job when the company he worked for went bankrupt 2 years ago and then he suffered a major heart attack, mainly due to stress of not working and no money. He is fine now but as he has had this medical issue and being 57 years old, he has only being able to pick up casual employment so if he isn't working he doesn't get paid. I am on short term contracts which end at the end of every school year. We are not entitled to be on Centrelink as my husband, who works in civil construction earns slightly too much money in a 13 week period so we will not get paid from anywhere over Christmas. I also have to go through the stress of applying for a position again. I am getting older and completing for positions against people who are at least 10 if not 20 years younger than me. We are not old enough to get the pension but feel that we will eventually be considered too old for what we do. Then what?? I was lucky enough to change schools a couple of years ago when a cluster of local schools joined together to become a large multi campus college and I, along with another 20 staff were left without positions, within the college. The older I get the harder it is to change schools and there are no guarantees with the role of integration aide. This happened at a primary school, in Geelong when I was employed by Education Dept. This happened in the primary school education industry. I would make integration aides a necessity in primary schools as we definitely take the pressure off the teacher and we deal with the struggling students in the class not just the student that has the funding. I would also make funding for students easier, we have so many students in our classes that are just outside the cutoff point for funding and yet they cannot cope without assistance in the classroom. I would also make it possible to get the funding in the year that the student qualifies and not wait until the next year or the year after if the application takes too long to be processed.


Louise Patane (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Abolish all contracts within the school environment. Spend integration funding on employing more ES staff and use the money for that student's benefit.

Story

 I was on a contract in my current job. ES staff working in a school. Contract comes to an end at end of the year, job goes up online, go for the job told, "the successful candidate was more approachable"- what does that mean? I have been working as an integration aide for 15yrs and worked at the school for 8yrs and suddenly I am apparently "unapproachable", and a Guy is employed with 6mths experience, he is significantly younger and less expensive than I am.......Therefore i am currently looking for a job as an integration aide. Same thing happened last year, put through the stress of submitting applications and applying for endless jobs. Fortunately i was re-employed last year. It's amazing how the contracts start in January and finish in December which means no pay over the Christmas break. :( Abolish all contracts within the school environment. All funding should not be used at the principals discretion it should be spent on employing more ES staff and the funding should only be used for that student's welfare and benefit.


Clare Noble Park (received via AEU)

Education
on a rolling contract by Department of Education @ Department of Education Wallarano Primary School

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: true

Could speak up: true

Leave: false

Future secure: false

Solution

Raise teacher's salaries and provide more ongoing job opportunities in schools.

Story

I am on a family leave contract in my current job. As a teacher on a contract, when my mother in law become deathly ill early this year, I was worried that by taking the time off that I needed to sit by her bedside in ICU, the potential for me to get a contract at the end of the year, may be impacted by the amount of time I had off in the middle of the year. By being on a contract position I am scared to speak up about things that don't seem to be the right thing in my work place. As a young woman, I want to have a baby in years to come, and with no job security it is terrifying to need to take time of to raise my baby without support. Raising a young family on the income of a graduate teacher I have struggled to stay on top of bills and rent. Being on a contract I am concerned for when I will have to start looking for work again. Currently being on a family leave contract I am concerned for the time that the staff member I am replacing comes back. Money and the ability to pay for things on time and not have debt collectors on my back are a constant stress and worry. I would like to be able to live a secure and easy life, where things are paid on time and I am not wondering how secure my job is. This happened at Department of Education Wallarano Primary School, Noble Park when I was employed by Department of Education. This happened in the Education industry. Raise teacher's salaries and provide more ongoing job opportunities in schools. 


Michael (received via AEU ) 

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: false

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Story

 I was on a rolling contract in my current job.  It is hard to plan year to year. I don't feel fully respected, especially in comparison to the teachers. It's hard to plan on the future. It's extremely hard to not get paid over January, and get taxed so highly for the leave payout.


Anonymous (received via AEU)

a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Provide some kind of job security or agree to fund people for the remainder of their contract/ assist with finding alternate work. Also funding for additional needs students should be an aggregate system where all kids can be added together and hence more assistance would be given to these deserving students.

Story

 I was a directly employed casual in my current job. When the school wants to save money, they simply end your contract and pay you as a casual. I have self-esteem issues and stress due to the fact that i never know when my hours will change or the position will cease. Provide some kind of job security or agree to fund people for the remainder of their contract/ assist with finding alternate work. Also funding for additional needs students should be an aggregate system where all kids can be added together and hence more assistance would be given to these deserving students.


Anonymous Gisborne (received via AEU)

Primary School Education Support
on a rolling contract by Education Dept.

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Allow us to be permanently employed even if it is only a guaranteed few hours a week. At least you would not have to go through a full job application each year. This stresses us and, if they want to keep us on, a waste of their time too.

Story

 HIDDEN: I am on a one year contract in my current job. Every year I have to go up against outside workers and re apply for my job as my contract is for 1 year only. One year my contract was for 6mths so I had to re-apply twice; once to get me through to the end of the year, and then again to get a one year contract. They say they can only roll my contract over for 1 year (employed by the Education Department). This happened in the Primary School Education Support industry. Allow us to be permanently employed even if it is only a guaranteed few hours a week. At least you would not have to go through a full job application each year. This stresses us and, if they want to keep us on, a waste of their time too.


Di (received via AEU)

informally employed

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

1. I would put more aides into schools to cover the students who do not qualify for funding and therefor make it easier to provide ongoing positions. On average we have one to two students per class with learning difficulties, so providing an aide per primary class would greatly assist teachers to teach, students to learn and in time significantly close the gap between students who have difficulties and their peers 2. Principals should know there indicative budget for the following three or four years instead of just one. This would make planning much easier. 3. Change the testing model for students with disabilities to a model that identifies the students' needs and does not just recognise whether or not a student fits into a particular box. Learning difficulties are very complex and varied so a model that does not allow for this cuts out hundreds of students who simply do not have the ability to complete work within the mainstream system without assistance. Many of these students are intelligent, hardworking students who are falling through the gaps and coming out the other end without the skills they need not because they can't do the work, but because for one reason or another they haven't coped with school

Story

 My initial employment was around 10 years ago. For a number of years in my then principal would not tell me at the end of the school year if my job existed for the following year. He made up excuses and said he didn't know if the school could afford to keep me on. I was unaware of my rights at the time and was very naïve and believed him. I now know how the system works and that he was lying to me. My pay was well under what I should have been receiving as I was not progressed up the scale each year even though my work was valuable and I would have easily met my P&D had I had one. This was not resolved until we changed principals some years later and the new principal found out what had been happening. I was immediately moved up the pay scale to where I should have been. It was then that I realised what had been happening. I was lucky to have a husband with a full time job so we were able to meet our obligations, however money was very tight and we were never sure if my job would exist the following year, so we had to be very careful. I remember feeling very worried and anxious over the Christmas break for a number of years and as you were not paid continually throughout the break, money was always tighter just when you needed it at Christmas time 1. I would put more aides into schools to cover the students who do not qualify for funding and therefor make it easier for schools to provide ongoing positions. On average we have one to two students per class with learning difficulties, so providing an aide per primary class would greatly assist teachers to teach, students to learn and in time significantly close the gap between students who have difficulties and their peers 2. Principals should know there indicative budget for the following three or four years instead of just one. This would make planning much easier. 3. Change the testing model for students with disabilities to a model that identifies the students' needs and does not just recognise whether or not a student fits into a particular box. Learning difficulties are very complex and varied so a model that does not allow for this cuts out hundreds of students who simply do not have the ability to complete work within the mainstream system without assistance. Many of these students are intelligent, hardworking students who are falling through the gaps and coming out the other end without the skills they need not because they can't do the work, but because for one reason or another they haven't coped with schooling.


Anonymous (received via AEU)

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: false

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

I would provide enough funding to schools for ongoing positions for integration aides.

Story

 I was in my current job. My hours change almost every term so it affects my life quite considerably. I have been working at a particular school for 4 years. However, throughout my time I have been on and off contracts and jobless at one point. I am passionate about my job as an ES member but it is a difficult profession to get into and basically impossible to get one that is ongoing. Having inconsistent work really makes me anxious and depressed about my future, it's hard to look forward when you feel like you're being held back. I would really love to be confident in buying a house now but I've felt that the lack of consistency with my hours doesn't give me the security I need to do so. While my contract is for 7 years, my base hours is 10 a week and this can change throughout my time at the school whenever they feel like doing so. I love what I do but I feel like we are not given the credit we deserve. We deserve job security and fair hours; not just for ourselves but for the people in our care. I would provide enough funding to schools for ongoing positions for integration aides.


Robert Newell Melbourne (received via AEU)

Education
a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Story

I was a directly employed casual more than a year ago. We found it difficult to obtain a home loan as we could only use my wife's income.. 


Danielle Griffiths (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

If I were prime minister I would ensure that ES in leadership roles are paid fairly compared to teachers in the same role. I would get rid of contracts altogether and have ongoing positions like most other fields have. I would also provide funding for positions like mine in 2 year blocks so that there can be consistency and stability within the schools.

Story

 I was on a rolling contract in my current job. I am a social worker in the role of Student Wellbeing Coordinator in a primary school. As I am not a teacher I do not get paid the same as most student wellbeing coordinators, but as I am not employed as a "Social Worker" I don't get paid as much as other social workers in schools either. As my role is reliant on external funding, it is not until the end of each year that I find out whether I will be employed next year or not. This causes a lot of anxiety and means that I am constantly stressed about my future and wondering if I will be able to afford my mortgage the following year. If I were prime minister I would ensure that ES in leadership roles are paid fairly compared to teachers in the same role. I would get rid of contracts altogether and have ongoing positions like most other fields have. I would also provide funding for positions like mine in 2 year blocks so that there can be consistency and stability within the schools.


Anonymous Oakleigh (received via AEU)

Primary Education
a directly employed casual @ Primary School

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Story

 I was a directly employed casual in my current job. Applying for same job every year, where the job description different from actual job. This happened at a Primary School in Oakleigh This happened in the Primary Education industry.


Anonymous Lakes Entrance (received via AEU)

Education
on a rolling contract by Department of Education Victoria @ Lakes Entrance Secondary College

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Change the way that teaching positions are given out and monitored. There are a lot of teachers who do not care about students or seem to be riding out the time to retirement while younger and more enthusiastic teachers are being driven to find other careers due to lack of stability.

Story

 I was on a rolling contract in my current job. I moved to my current job (4 hours away from my support and family) for a 1 year contract. I was notified that I was no longer required next year due to someone returning from maternity leave (Not the person that I was hired to replace) This happened at Lakes Entrance Secondary College, Lakes Entrance when I was employed by Department of Education Victoria. This happened in the Education industry. Change the way that teaching positions are given out and monitored. There are a lot of teachers who do not care about students or seem to be riding out the time to retirement while younger and more enthusiastic teachers are being driven to find other careers due to lack of stability.


Sharyn Dicker (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

One 12 month contract to begin with (if necessary, preferably less) and if the job is still there after that and there is no reason for that person to not work there anymore, they should be offered an ongoing position.

Story

 I was on a rolling contract in my current job. Not so much the pay, but I feel my job is very insecure. I am on a 12 month contract which expires in June so I have no job security. I am unable to make plans beyond each 12 month block. I know my job is secure for 12 months, but beyond that I have nothing. I don't know if I'll have a job after June each year and the stress I feel leading up to that directly affects my job and may general mental wellbeing. I only have a very vague idea of who is responsible for this, however I am confident that if I ever needed this my business manager would help me. Being on a 12 month contract I am unable to plan beyond that. I would like to buy a new car, but as I would need a loan for that and would be perhaps a 5 year commitment, I don't know if I'll still have my job. I don't want to default on the loan, so I don't get one. I never know from year to year if I'm going to have a job. This is impacting my ability to work effectively as it is impacting on my overall health. I'm on my 3rd contract and have never felt so insecure in my job (including when I was a casual for ANZ bank). One 12 month contract to begin with (if necessary, preferably less) and if the job is still there after that and there is no reason for that person to not work there anymore, they should be offered an ongoing position.


Bridget Cox Narre Warren (received via AEU)

Education
on a rolling contract by Fountain Gate Secondary College @ Fountain Gate Secondary College

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Solution

Make all Es staff ongoing after 3 years regardless of numbers.

Story

 I was on a rolling contract in my current job. I have been employed at my current school for 3 years now on contracts. I cannot buy a house until I am on an ongoing contract, I cannot commit to this with the uncertainty of what could happen next contract. This happened at Fountain Gate Secondary College, Narre Warren when I was employed by Fountain Gate Secondary College. This happened in the Education industry. Make all Es staff ongoing after 3 years regardless of numbers.


Anonymous (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Make contracts on going after back to back fixed term.

Story

 I was on a rolling contract in my current job. Make contracts on going after back to back fixed term.


Connal Schurmann (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: false

Leave: true

Future secure: false

Solution

1. I would instigate processes to make education, police, ambulance and fire services just that, service industries. This means NOT for PROFIT but Service Industries. 2. Eradicate all the over educated boffins and bean counters and employ people who understand the complexities of schooling, employment and how it impacts the people. 3 Ensure these service industries are supplied with sufficient funds to run effectively, even if at a loss [taxes to be raised on those who evade tax though schemes and loopholes] by personnel employed for their skills and not nepotic vagaries. 4. Before enacting any changes communicate with ALL stakeholders. 5. Ensure principals the space to be able to do their job without the mundane tasks [excuses to avoid issues] bureaucratic "geniuses" continue to bombard them with.

Story

 I was on a rolling contract in my current job. There are constant changes to contracts [e.g. hrs, minor conditions.] and dodgy duty changes. Health and Safety issues are meant to be processed though Edusafe. We are required to discuss our issues with the principal/office manager before going through Edusafe. OH&S is in place I believe in name only and is a toothless tiger. Short contracts of 2 years and 3 years and having to negotiate the re-employment circus each time is very stressful. This constant process of "bullying" causes great stresses at home and with the family because my employment is never a surety, even though my work is professional and of a high standard. 1. I would instigate processes to make education, police, ambulance and fire services just that, service industries. This means NOT for PROFIT but Service Industries. 2. Eradicate all the over educated boffins and bean counters and employ people who understand the complexities of schooling, employment and how it impacts the people. 3 Ensure these service industries are supplied with sufficient funds to run effectively, even if at a loss [taxes to be raised on those who evade tax though schemes and loopholes] by personnel employed for their skills and not nepotic vagaries. 4. Before enacting any changes communicate with ALL stakeholders. 5. Ensure principals the space to be able to do their job without the mundane tasks [excuses to avoid issues] bureaucratic "geniuses" continue to bombard them with.


Anonymous (received via AEU)

contracting with an ABN but to one employer only

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

No short term contracts, there should be a minimum to give security but also negotiable to everyone's personal situation. Increase wages to make this job more appealing

Story

 I was contracting with an ABN but to one employer only in my current job. I have not worked a full year, I am on contract till December. I will not be paid for Christmas break and it is almost December and they have not advertised any positions. I have no idea if I will have a job next year. It's been very stressful for me and my husband and I feel the pressure to apply elsewhere. With Christmas almost here and bills rolling in it is a worrying time. No short term contracts, there should be a minimum to give security but also negotiable to everyone's personal situation. Increase wages to make this job more appealing


Anonymous Werribee/Hoppers Crossing (received via AEU)

Education
on a rolling contract by DEECD @ DEECD

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: false

Leave: false

Future secure: false

Solution

Education Support Officers wouldn't be paid a below average wage. I'd be paid more as a pick packer! Education support staff and their wages would be my first priority, because without us schools wouldn't function.

Story

 I am on a rolling contract in my current job. I have been working in the education sector for 5 and half years, put everywhere in the school, currently working in Admin, First Aid, and Transitions which is triple the work load I started with, told I would be paid 1-2 as a First Aider over a year ago still hasn't happened, the Principal has been paying me First Aid allowance of $18.63 a fortnight which I'm not entitled too because First Aid is my main position, he said don't worry about it. Now I'm doing Transitions, all exits and enrolments and enrolment interviews (which is an A.P job-she's been away for 3 weeks so far) and I'm not getting paid higher duties, still paid as a 1-1-5. I've been on 3 contracts and if I say anything they tell me I'm attached to funding so my jobs not secure! I have worked for over 2 years in Admin' although the contract I'm under is for Integration. Always questioned when you get back after taking a sick/carers day, I've been dragged into meetings saying that 5 days attendance is required for my position, I always supply a medical certificate. I stress everyday about work and money. I could not live or support my children if my husband wasn't working. I've just been told again that my job isn't safe because they have too many staff. This happened at a School within the DEECD, Werribee/Hoppers Crossing when I was employed by DEECD. This happened in the Education industry. Education Support Officers wouldn't be paid a below average wage. I'd be paid more as a pick packer! Education support staff and their wages would be my first priority because without us, schools wouldn't function.


Dean Armellin (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Change the industrial laws of this country and reduce contract employment

Story

I was on a rolling contract in my current job. I have been on rolling contracts ever since I started working in government schools and only been able to get an ongoing job once as an IT professional. There is a need a requirement for IT workers in schools to be ongoing. In 2011 and 2012 I was put onto 1 year contracts. In 2013 to 2015 I was put on a 3 year contract and now I have to reapply for my position as it has been advertised as 1 year contract. 3 years of having done good work and a backflip back to a 1 year contract. There is no security or job assurance in government schools and there is no good will to acknowledge the work education support staff do in schools. Applying for your job year in and year out puts so much stress on individuals which is not needed. It is a struggle for me to buy bills/food each week as I live with parents who are ill and at times not able to support themselves. I am seriously thinking of getting out of government sector for good as I am so frustrated with the way the recruitment process is done in the government school sector. Change the industrial laws of this country and reduce contract employment.


Anonymous Melton (received via AEU ) 

School
on a rolling contract by Department of Education @ Melton Specialist School

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Education support staff would have better pay rates; full time hours available, paid lunch breaks that are for 40 minutes which is the correct amount of time OR 30 minutes and a 10 minute break.

Story

 I was on a rolling contract in my current job. Physical assaults from students I feel like we are being over taxed, as a result my pay is under $900 a fortnight, we have no pay for being in a high risk room. I often have to find more work to make ends meet. I still don't know what is happening over the Xmas period or if I'm being paid or not because my contract has been rolled over. Makes me super worried about our money situation, trying to pay rent and put money away to buy our own house, plus bills and food - makes me sick thinking about it. This happened at Melton Specialist School, Melton when I was employed by Department of Education. This happened in the School industry. ES staff would have better pay rate, full time hours available, paid lunch breaks that are for 40 minutes which is the correct amount of time OR 30 minutes and a 10 minute break.


Anonymous (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Abolish contracts. Empower principals to sack underperforming staff. Release the constraints around the process of interviews - doesn't always allow the best person for the job to gain the position (due to Merit and Equity rules). I understand it has a place, but it is too restrictive.

Story

 I was on a rolling contract more than a year ago. If I was in the private sector on a 11 month contract like I was as an ES, I would have been paid double - due to the insecurity. Contracts need to go, but also schools need more power to release underperforming staff.. Abolish contracts. Empower principals to sack underperforming staff. Release the constraints around the process of interviews - doesn't always allow the best person for the job to gain the position (due to Merit and Equity rules). I understand it has a place, but it is too restrictive.


Kathleen Stewart (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Make sure there was money used wisely for education employment jobs

Story

 HIDDEN: I was on a rolling contract in my current job. Lost job last year got it back in April only to be told could lose it again in a few weeks.  Make sure there was money used wisely for education employment jobs


Anonymous Melbourne (AEU received via NTEU ) 

Independent School 
a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: false

Bills ok: true

Legal Employment: false

Worksafe: false

Childcare: false

Accommodation ok: true

Could speak up: false

Could speak up: false

Leave: false

Future secure: false

Solution

If a casual workers works for an organisation for a year and a position become available, casual work must get preference for the position.

Story

 I was a directly employed casual in my current job. They make me overwork without paying. Also they pay me $70 less per day than public schools. I've no health and safety insurance in the workplace supported by the employer. I'm a single mother. My Grade six child has started travelling to and from the school by himself as I can't support him. I'm not sure how I'll live in the school holiday. Last school holiday I had to borrow money to pay rent. This holiday I'm looking for odd jobs. I'm even not sure if they'll call me for work in next year. They have position available and I applied. However they're not interested to take me though I've all necessary qualification. , Melbourne. This happened in the Independent School industry. If a casual workers works for an organisation for a year and a position become available, casual work must get preference for the position.


Anonymous Pakenham (received via AEU)

Primary school
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

I would make a higher percentage of teachers ongoing, as well as ensuring that ongoing vacancies are advertised on recruitment online and that a third party person is on each panel to ensure fairness and equally opportunity to all candidates applying.

Story

 I was on a rolling contract less than a year ago. Approaching the end of each year is extremely stressful due to not knowing whether there will be another position the following year. I am now working on a maternity position. This isn't as stressful as the previous 12 months contracts; however I am still anxious about not knowing when the teacher I am covering will return. There are rarely any ongoing jobs available to apply for in Melbourne's South East. This happened in the Primary school industry. I would make a higher percentage of teachers ongoing, as well as ensuring that ongoing vacancies are advertised on recruitment online and that a third party person is on each panel to ensure fairness and equally opportunity to all candidates applying.


Anonymous (received via AEU)

employed through a labour hire agency by ANZUK

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: true

Could speak up: true

Leave: true

Future secure: true

Solution

Give casual workers that have been on a casual basis for a certain period of time entitlements to be covered over the holiday period, or giving them the option to being employed on a permanent part time basis.

Story

 I was employed through a labour hire agency in my current job. Having inconsistent work and a husband that was made redundant this year, has made it increasingly hard to meet rent and mortgage fees, especially with no work during the holidays and having to seek other options for work, becomes exhausting. Giving casual workers that have been on a casual basis for a certain period of time entitlements to be covered over the holiday period, or giving them the option to being a permanent part time basis.


Anonymous Melton (received via AEU)

Teaching. 
employed through a labour hire agency by ANZUK @ ANZUK

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: false

Bills ok: false

Legal Employment: true

Worksafe: false

Childcare: false

Accommodation ok: false

Could speak up: false

Could speak up: true

Leave: true

Future secure: true

Story

 I was employed through a labour hire agency in my current job. Only being paid for 6 hours of work, when you're expected to get the school 30 minutes before the start of the day then having to pack up at the end of the day can take up to 30-50 minutes some days depending on the school and class you have had for the day. It can be unfair at the time, particularly when at some schools your expected to do 45 minutes of yard duty as well as a full load of lessons. Some weeks I've been at the same school for 5 days, so over the 5 days I do 3 hours and 45 minutes of yard duty in the week and when you have worked close to 45 days at the one school I have spent close to a week (33 hours) doing yard duty. I'm also given NO planning time; i get extras classes while my class is in specialist classes. Stress of no help with lesson plans, doing lots of yard duty and get no real help with behaviour problems. When I do get sick I can afford to take a day off as i don't get sick leave so I've been sick the last few months. I just have to push myself to go to work. Not know if I have work until the morning of is hard. Waking up at 6am every day to see if I have work only to not get a call is hard. Makes life hard and can make people stressed and depressed. Worrying about money and if I have work affects my mental wellbeing and health. Not being able to enjoy the holidays as any other teacher is hard. I need to work night shifts at a holiday program just so I can pay my bills which also means that I'm paying extra tax due to my line of work. It also means I'm unable to unwind and get the break I need to tackle the next terms work load, making me more stressed and unhappy. This happened at ANZUK, Melton when I was employed by ANZUK. This happened in the education industry.


Anonymous San Remo (received via AEU)

on a rolling contract by department of education

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: false

Leave: true

Future secure: false

Solution

Make minimum contract periods of 2 years- not moving around after every 12 months and having risk of unemployment. More ongoing positions should be available to graduates. Clear information given to those wishing to leave a supportive work environment

Story

 HIDDEN: I was on a rolling contract in my current job that was to end after 12 months. I experienced poor emotional wellbeing and stress in an unsupported environment. My contract was ending, no guarantee of employment in other schools or a good reference, I worked in the Bass Coast Shire when I was employed by department of education. Make minimum contract periods of 2 years- not moving around after every 12 months and having risk of unemployment. More ongoing positions should available to graduates. Clear information given to those wishing to leave a supportive work environment.


Anonymous Bendigo (received via AEU)

Primary Schools
a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: false

Bills ok: true

Legal Employment: false

Worksafe: false

Childcare: false

Accommodation ok: true

Could speak up: false

Could speak up: false

Leave: false

Future secure: true

Solution

I would allow the schools to hire casual staff on a permanent basis, even if part time. Some of the schools I work at have casuals there every day. Why not employ someone to fulfil these roles?

Story

 I was a directly employed casual in my current job. Casual work is very difficult for me as I have a young child. I have him in care two days a week and can arrange extra care with more notice. I feel I don't get the days I could because of my limited availability, yet I can't afford to have full time child care with no work. I'm lucky that I have financial support from my partner's business or else I wouldn't teach at all. I teach in Bendigo. This happened in the Primary Schools industry. I would allow the schools to hire casual staff on a permanent basis, even if part time. Some of the schools I work at have casuals there every day. Why not employ someone to fulfil these roles?


Anonymous (received via AEU)

on a rolling contract @ Chisholm Institute of Technology

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Story

 I was on a rolling contract in my current job. This happened at Chisholm Institute of Technology


Anonymous Melbourne (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Make principals accountable for the way they hire staff. Currently there doesn't seem to be a system that works for if your employer is doing the wrong thing by their employees. I think principals should be fined for doing the wrong thing to ensure they do the right thing by their staff.

Story

 I was on a rolling contract in my current job. Every year I have to reapply for my job which takes time away from my job. I think my employer would get better work out of myself and other people in the same position if we could just concentrate on our jobs. It's also a worry not knowing if you'll have your job in the following year and if you should be applying for other positions. Make principals accountable for the way they hire staff. Currently there doesn't seem to be a system that works for if your employer is doing the wrong thing by their employees. I think principals should be fined for doing the wrong thing to ensure they do the right thing by their staff.


Anonymous (received via AEU)

on a rolling contract by Department of Education

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Story

 I was on a rolling contract in my current job. I feel that every time I have the conversation about my job and contract positions I get the same blanket response. "Look on Recruitment Online and apply for everything". If I ask what I am doing wrong or ask for any feedback, I get "Don't think like that, you are amazing and you put so much effort into our school... it's how the system works". We are on a single income and I worry about my job when the contract comes to a close. I have been on 6 month contracts continuously over 2 years and I have not been told of my job status until the last two weeks of the contract each time. Every time the contract comes to a close, I apply for 50+ jobs on recruitment online in fear of not having work. I am now being medically treated for anxiety and my employer knows this. It is getting to a point now where I can't apply for a job without bursting into tears. I would MUCH rather spend the time on my students doing my job than spend 2+ hours a week applying for positions that may or may not be actual positions, and may or may not lead to something ongoing. I was employed by Department of Education.


Anonymous (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

If you are ongoing it is great but people can hold onto their jobs for too long or go and work at another school and come back. If you leave for other work you should forfeit your job and seven years family leave is a lot. It makes it hard to get a job for those starting out.

Story

 I was on a rolling contract in my current job. Not knowing if you had a job from year to year is very stressful. It also means you don't feel you can start a family or settle in an area because you may have to move for work or not have an income. If you are ongoing it is great but people can hold onto their jobs for too long or go and work at another school and come back. If you leave for other work you should forfeit your job and seven years family leave is a lot. It makes it hard to get a job for those starting out.


Anonymous (received via AEU)

a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: true

Solution

More security and autonomy for schools when hiring- they shouldn't have to open up positions if people already work in them.

Story

 I was a directly employed casual in my current job- as a primary teacher, a first year grad. I was told at the start that I had a tough parent group - and every time I got a parent email or had a meeting, I would leave thinking they would go off and get me fired. Teachers and principals need more security and autonomy when hiring- they shouldn't have to open up positions if people already work in them and shouldn't be able to be pushed around by people who don't (and legally can't ) know the facts.


Anonymous (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

We need to employ education staff on an ongoing basis, to provide stability for staff, students and schools. This time of year is detrimental to the wellbeing of staff and therefore students, as teachers go through multiple application processes comprising of presentations and interviews in the hopes of securing another contract or an ongoing position.

Story

 I am a graduate and my contract has been rolled over for 2016. I don't know if I'll have a job for 2017 so it makes it very hard to plan ahead. It's too financially risky to move out of home as my future income is unknown. We need to employ education staff on an ongoing basis, to provide stability for staff, students and schools. This time of year is detrimental to the wellbeing of staff and therefore students, as teachers go through multiple application processes comprising of presentations and interviews in the hopes of securing another contract or an ongoing position. There is lots of tears and tension regarding jobs when the focus should be on writing reports and providing an engaging program for our students. These things still happen but the pressure it puts teachers under is not fair and can be lessened with the appointment of more ongoing positions.


Nicole Bailey Tambo upper (received via AEU)

Teaching
on a rolling contract by Department of education @ https://sas.elluminate.com/m.jnlp?sid=2008350&password=M.3DD99896D234646A3B71C131316FBF

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: false

Future secure: false

Solution

Create smaller classes to increase the amount of teachers employed

Story

 I was on a rolling contract less than a year ago. That contact ended and I haven't been able to get another. This happened at Tambo upper when I was employed by the Department of Education. This happened in the Teaching industry.


Anonymous (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: false

Leave: true

Future secure: false

Solution

Allow everyone to be made ongoing after a one or two year continued employment with a school, regardless of student predictions. If the school is happy with you and you pass your PDP, you should be able to get ongoing. The current contract work most graduates enter into and stay in for years doesn't show job security in teaching. It is hard to find a job in the first place, and once you have a job it doesn't mean you will still be there the next year. There are very few realistic jobs available that are ongoing.

Story

 I was on a rolling contract in my current job. The classroom has no air conditioning and is too hot to work in with so many students. It gets full afternoon sun. The students and I find it too hot to work in the room on hot days, quite often on hot afternoons we will go outside to do our work or turn lights off, open windows and turn fans on, while spraying students with water to cool them down. I feel too uncomfortable about risking continuing contracts to mention this and other safety issues. Last year I had to reapply for my job many times. I also was missing part of my pay over the summer break due to changing/rolling over of contracts, even though I was employed for the entire year and also for the following year with the school. This created much financial stress and worry. I was lucky that I am now half way through the end of my two year contract, however I have no way of knowing for certain if my contract will be extended again or if I will get ongoing at the end of next year. I also would like to start a family but feel I am unable to yet as I won't be able to have a job guaranteed when I come back like I would if I were to be made ongoing. This places much stress on my husband and I as he is wanting to go back to study at university next year and we will be relying on my income to survive.


Mark Hannaford Mitcham (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: false

Future secure: false

Solution

If I was the minister I would want teachers who are reliable, well planned and well-rehearsed in their job. Contracts do not support teacher predictability and security. Teachers can't help but transfer that onto their students. Teachers can have an effect on hundreds of students. If the teachers feel insecure then it is fair to say students will get a sense of that insecurity too. If the minister is put into a job to serve their community, what a great way of unravelling society and what it's built on.

Story

 I was on a rolling contract in my current job. I'm on two separate contracts: one is 0.4 and the other is 0.6 to get a full weeks wage. These are at two different schools. Teaching requires more than the standard working day's effort and now I'm trying to please two schools instead of one. When you are the teacher of a specialist class there is no one to replace you. I only answered yes to the previous two questions because I have a little saved up otherwise I would answer no to all three. Money is a worry when it becomes less predictable. Contracts make income unpredictable.


Anonymous Beaumaris (received via AEU)

informally employed

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: true

Could speak up: true

Leave: false

Future secure: false

Solution

Reduce mass migration that is only intended to benefit monopoly corporations and other vested interests that want lower wages and don't care that they are contributing to poorer standard of living. Challenge 457 visas and the corporate myth of a skills shortage. It does cost a more to train our own citizens but the long term social and wider economic benefits are greater than the short term gain of a small exclusive group.

Story

 I was informally employed more than a year ago. My first year of teaching was CRT. Despite registering with 6 agencies and applying directly to over 10 schools I had so few days, my salary did not go close to Newstart benefits. Now I have more contact and would not have as much trouble. When I speak to new teachers I suggest that if they have to CRT in their first year they should register for "new start" as they might struggle to get enough days in their first year to match the unemployment benefit. I just had to draw money out of long term savings each week. I did not go without food or have trouble with bills. BUT my pay certainly did not pay for much. Not much fun but a common problem in our increasingly insecure workforce.


Anonymous Shepparton (received via AEU)

Education 
on a rolling contract by DEECD @ Rushworth P-12 College

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: true

Solution

Ensure that teachers are able to focus on teaching rather than being worried about and focusing on trying to secure work for the next year.

Story

 HIDDEN: I was on a rolling contract in my current job. This happened at Rushworth P-12 College, Shepparton when I was employed by DEECD. This happened in the Education industry. Ensure that teachers are able to focus on teaching rather than being worried about and focusing on trying to secure work for the next year.


Rebecca Collier South East Melbourne (received via AEU)

Education
a directly employed casual by ANZUK @ ANZUK teaching agency

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: false

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Solution

Get rid of agencies, they rob casual teachers of their own pay. Without agencies schools have no choice but to seek out their own casuals and pay them correctly.

Story

I was a directly employed casual less than 3 months ago. As a Casual teacher, I was employed through an agency who took a cut of my pay for finding me work. I tried sourcing my own income by contacting schools directly but found very little if any responded to them. I had to fall back on the only way to achieve work and that meant losing a large portion of my pay, due to the unknown nature of life as a casual teacher. I only knew the day of or day before generally if I was working the next day. This made it very difficult to financially plan and to organise my other commitments. Very insecure work, I had to seek a full time position to gather better conditions. This happened at ANZUK teaching agency, South East Melbourne when I was employed by ANZUK. This happened in the Education industry. Get rid of agencies, they rob casual teachers of their own pay. Without agencies schools have no choice but to seek out their own casuals and pay them correctly. 


Anonymous ( received via AEU ) 

a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Make sure schools employ teachers as ongoing after a year of contract unless there is a reason that the person is unsuitable.

Story

 I was a directly employed casual in my current job. Being on a fixed term contract I haven't been able to make any plans for the future. I will have to reapply for my job and there is no guarantee I will have it. Will I be unemployed come next year? Will I be able to pay rent and bills? These are my concerns. Make sure schools employ teachers as ongoing after a year of contract unless there is a reason that the person is unsuitable.


Cassandra Berwick ( received via AEU ) 

Teacher (CRT)
employed through a labour hire agency

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: false

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Change the application system, as it stands it wastes the applicants and the hiring panel's time. If a school wants to renew a teacher's contract or put them on as permanent they should be able to without having to go through a complete application/hiring process. Make universities raise the ATAR to at least 70. Stop perpetuating the 'teacher shortage' myth.

Story

 I was employed through a labour hire agency less than a year ago. Financial stress, not knowing if I would have work from one day to the next, as well as not being able to accept work as Childcare could not be arranged at short notice. This led to uncertainty about continuing in the teaching profession. I became depressed and stopped working. Working as a CRT was meant to be short term, being unable to acquire a contract let alone permanent work was frustrating. I became tired of applying for positions that were always going to be given to the teacher already in the role (their previous contract basically being renewed). This factor added to my depression and choice to cease working. I worked mainly around Berwick, Cranbourne and Narre Warren. This happened while working as a CRT for an agency. I believe the application system must be changed in entirety, as it stands it wastes the applicants and the hiring panels time. If a school wants to renew a teachers contract or put them on as permanent they should be able to without having to go through a complete application/hiring process. Universities should be required to have an ATAR of at least 70 to study education. Finally, the 'teacher shortage' myth needs to stop!


Cordelia Melbourne ( AEU received via VTHC ) 

Education
on a rolling contract by Department of education and training @ Primary school

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Cap university places so there is not such a massive over supply of teachers. Don't worry about the new Acer literacy and numeracy exam, just look at ATAR scores, placement reports and university grades and tell universities to stop admitting and passing students who will never successfully forge a career as a teacher as they do not have sufficient secondary or tertiary literacy and numeracy skills. Universities are breaching their duty of care to their students and giving prospective students unrealistic expectations all for money - something must be done.

Story

 HIDDEN: I was on a rolling contract in my current job. As a teacher on consecutive one term contracts, I never knew if I would be reinstated the following term and I could not guarantee that I would make rent in a manner of weeks. This happened in a primary school in Melbourne when I was employed by Department of Education and Training. Most teachers at my school are on contracts and do not know if they will have a job in 3 months, 6 months or one year. Graduates are pitted against each other for positions and not warned if they are not performing. The pressure is immense. The government needs to encourage schools to employ teachers in an ongoing capacity where possible. The government also needs to cap university places so there is not such a massive oversupply of teachers. They shouldn't worry about the new ACER literacy and numeracy exam, just look at ATAR scores, placement reports and university grades and tell universities to stop admitting and passing students who will never successfully forge a career as a teacher as they do not have sufficient secondary or tertiary literacy and numeracy skills. Universities are breaching their duty of care to their students and giving prospective students unrealistic expectations all for money - something must be done.


Nicholas B (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: true

Solution

Establish longer contract terms. Perhaps 3-5 year if the school cannot offer on going.

Story

 I was on a rolling contract in my current job. Establish longer contract terms. Perhaps 3-5 year if the school cannot offer ongoing employment.


Glen Muller Maryborough (received via AEU)

Education and Training
on a rolling contract @ Maryborough Education Centre

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

I haven't got a clue. I understand that there is a reason for the issue, but I'm also confident that the pool of potential applicants for teaching positions is too large, and something needs to be done to address the amount of people undertaking teaching qualifications at university. I know many teachers who struggle to gain employment, let alone secure any form of tenure, and I also believe that the contract system of teacher employment is a scourge on the profession and only serves the government's interests, and not those of the students or the employees.

Story

 I was on a rolling contract in my current job. This has been a regular feature of the last few months of every year. Every year, when Term 4 commences, I have no idea where I'll be working or what I'll be doing next year. I feel as though I cannot emotionally invest in my students or my teaching, and the prospect of facing all of the costs of living with no income is extremely distressing. Every time I'm told that there is no contract available for me for the future, I'm also assured that I'll be able to get plenty of casual relief teaching employment from the school, but I know that I cannot rely on that information as the work is entirely situational. Further to that, CRT work carries no pay over the school holidays, and being the sole income earner in my household, periods of no income would be extremely detrimental. I feel like I just can't catch a break, while there are 23-year-old colleagues being handed ongoing positions on silver platters all around me. I'm 33, I have a mortgage, a chronically-ill partner, and a million responsibilities, and every single year I'm being forced to re-apply for my own job, or compete with colleagues for the same position... and people ten years younger than me are getting permanent employment because of the arbitrary rules for the conditions of employment. This happened in the Education and Training industry. I often wonder why I bothered becoming a teacher. I love my job and I take great pride in what I do, but it seems as though a little job security is just far too much to ask for. I understand that there is a reason for the contract system, but I'm also confident that the pool of potential applicants for teaching positions is too large, and something needs to be done to address the amount of people undertaking teaching qualifications at university. I know many teachers who struggle to gain employment, let alone secure any form of tenure, and I also believe that the contract system of teacher employment is a scourge on the profession and only serves the government's interests, and not those of the students or the employees.


Chloe Dally Broadford (received via AEU)

Education
on a rolling contract by Department of Education @ Broadford Secondary College

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Possibly limit the amount of time that people are allowed family leave. There were four family leave positions at the current school I'm teaching at and that is giving those people in those positions a certain level of security until the person on leave comes back and they are in the same situation as me.

Story

 I started working as a CRT at a school in Melbourne's North, the school approached me for fill some short term leave positions that were shorter than 6 weeks in length. At the beginning of semester two this year, the school advertised a position that I was teaching, after an interview process I lost the position to someone else. That person left the position after a week and the school offered the position to me because I was the second ranked person. A couple of weeks ago the school advertised the position again for next year and after another interview process, I lost the position to someone else. The vice-principle said to me that I had done an amazing job for the school and I had been able to do anything they had asked of me but I still haven't' been able to obtain a job in the current school that I am employed in. This has now put myself and my partner in a tough situation where we are going to struggle over the summer holidays. I gave up three jobs to be a full time teacher and now I have the stress and insecurity of not being able to travel to see family for Christmas. My partner and I are also unable to secure a home-loan or even think about a family of our own because of the uncertainty.


Anonymous (received via AEU)

Primary teaching
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Solution

A teacher's experience is invaluable. If all teachers working full time in schools had permanent positions they would be more inclined to be collaborative, as they are not competing with each other for contracts the following year. If all teachers were permanent they would be able to perform better, as they would not be anxious about job security and/or working on weekends and nights to apply for jobs when they should be focusing on looking after themselves, or working for the benefit of their students. I would scrap school contracts and go back to the system of all teachers being permanent employees of the education department who can apply to transfer to a different school if they want to move.

Story

 I was on a rolling contract in my current job. We were expected to produce so much documentation that there was no way it could be achieved during working hours. I work every weekend and i do not feel that i can say anything about the expected amount of work because if i don't get it done they will not want to renew my contract. I was unwell early in the year and took over 1 week off work. I was very anxious that i had gotten off to a bad start and they would not want to renew my contract next year if i took too many sick days. As a teacher on a one year contract i faced constant anxiety that i would not get another job next year. This had a significant impact on my performance in term three as i needed to spend my weekends applying for new jobs, when i could have been doing things that would benefit my students or my own health and wellbeing. The insecurity prevented me from doing my best work. This happened in the Primary teaching industry. A teacher's experience is invaluable. If all teachers working full time in schools had permanent positions they would be more inclined to be collaborative, as they are not competing with each other for contracts the following year. If all teachers were permanent they would be able to perform better, as they would not be anxious about job security and/or working on weekends and nights to apply for jobs when they should be focusing on looking after themselves, or working for the benefit of their students. I would scrap school contracts and go back to the system of all teachers being permanent employees of the education department who can apply to transfer to a different school if they want to move.


Anonymous (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Offer more ongoing positions for teachers. Make it easier to get rid of teachers that have ongoing contracts that are not fulfilling their duties.

Story

 I was on a rolling contract in my current job. Only have a 2 year contract at the moment and not guaranteed an ongoing one any time soon. I am about to get married and if I want to start a family in the next few years I don't have a job to back to. There needs to be more ongoing positions for teachers. Make it easier to get rid of teachers that have ongoing contracts that are not fulfilling their duties.


Ryan melbourne (received via AEU)

teaching
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Treat a teacher's jobs just like anything else: to not have contracts and employ people on an ongoing position. Terminate if not suiting the position.

Story

 I was on a rolling contract in my current job. I'm on a 12 month contract and has just recently been rolled over to a new 12 month contract. I feel you should be employed on an ongoing position and only lose your job if you're not doing the right thing, not if there isn't enough numbers or an existing employee has returned to work (maternity leave). I feel I need a secure job especially when I am planning on building a house shortly. Melbourne. This happened in the teaching industry. Treat a teacher's jobs just like anything else: to not have contracts and employ people on an ongoing position. Terminate if not suiting the position.


Anonymous Strathmore (received via AEU)

Education
on a rolling contract by Department of education @ Strathmore Primary School

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

I would make it so jobs should not be advertised if there is someone in the school who can fill the position. People would be rolled over.

Story

 I was on a rolling contract in my current job. I am bullied in my work place by teachers in my team. I can't stick up for myself or go to leaderships without fear of just being labelled a squeaky wheel and not being rehired next year. Without job security, it isn't worth the risk of annoying the wrong people. At this current point in time I know I do not have a job next year. I don't know how I am going to pay my bills, afford food, pay my rent, pay my loan etc. I am applying for jobs and going for interviews, but its so hard especially with everything that goes on in term four! This happened in Strathmore, when I was employed by Department of education. This happened in the Education industry. I would make it so jobs should not be advertised if there is someone in the school who can fill the position. People would be rolled over.


Alicia Oliver-Cook (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Ensure that schools offered up ALL contracts available to them, instead of keeping some away 'in case'.

Story

 I'm on a rolling contract in my current job. As a one year contract employee I continually feel that my job is always on the line, always just a few mistakes away from it going to somebody else. It's difficult to start planning a life and a family when the future of my employment is unsure, as well as time being spent continually completing administration such as job applications each year, when I could be putting that time into my teaching. I think governments need to think about the job security of teaching staff as a first priority, ensuring schools offer up all contracts available to them, instead of keeping some away 'in case'.


Jess (received via AEU)

Education
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Abolish short term contracts and have all staff on ongoing positions wherever possible. I also strongly believe that the current family leave policy needs to be changed. It is unfair for the individual replacing the person on family leave that they could be in a contract position for seven years, only to be told that they don't have a job the next year if the individual on family chooses to return. Seven years is way too long to be entitled to return to an ongoing position that should be given to the teacher that replaced them after twelve months if the original teacher chooses not to return.

Story

 I was on a rolling contract in my current job. I felt that if I said anything negative my contract may not be renewed for the next year and I would be in a financially adverse position. This creates a lot of stress and anxiety for me. Classroom conditions and timetabling decision leading to excess stress being out on all staff at the school were not addressed by the school In a contract position I never know whether I will have a job the next year. As I have a mortgage to repay and many other bills this makes me incredibly stressed about money and where ever dollar is being spent. At the end of every year I have had to reapply for my position and positions in other schools and this stresses me out and leads to a lot of anxiety. This very negatively impacts on my ability to perform my job to the best of my ability as I have to put a lot of time and effort into writing applications when I would prefer to spend this time and energy on planning lessons and engaging my students. This happened in the Education industry. Abolish short term contracts and have all staff on ongoing positions wherever possible. I also strongly believe that the current family leave policy needs to be changed. It is unfair for the individual replacing the person on family leave that they could be in a contract position for seven years, only to be told that they don't have a job the next year if the individual on family chooses to return. Seven years is way too long to be entitled to return to an ongoing position that should be given to the teacher that replaced them after twelve months if the original teacher chooses not to return. 


Jane O'Grady Brunswick (received via AEU) 

Education
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

I would make contract teaching roles ongoing.

Story

 I was on a contract in my current job. I was diagnosed with cancer at the very time I was to start in my role. My employer was very understanding and compassionate, but after my final operation suggested I return to full-time teaching rather than part-time (which was what my health permitted) so as to improve my standing for ongoing employment in 2016. I returned to full-time work as soon as I could, hoping to ensure my position there. An ongoing position became available in my department soon after, but I didn't get it. As a single parent with cancer, I faced a great deal of stress and anxiety around my job. I didn't feel I could take all the time I needed to get healthy, as I wanted to ensure a long-term position so I could provide for my two boys. This happened in the Education industry. I would make contract teaching roles ongoing.


Anonymous (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: false

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Solution

Create more ongoing positions in government schools or bring in a 7 year contract so that you can get rid of all the old teachers who are on ongoing and aren't doing a good job, but can't be let go because of their contract. All young teachers are doing all their work; it's so unfair

Story

 HIDDEN: I was on a rolling contract in my current job. I was woking over and above my time fraction with 7 hours extra curricular activities, not including staff meetings and PD's. I felt that if asked for a pay increase that my contract would not be rolled over. Work hours make it impossible to be a parent. I can't consider having children while at this job. I'm on a contract, I may not have a job at the end of next year. I can't get a house loan, because there is no permanency. Create more ongoing positions in government schools or bring in a 7 year contract so that you can get rid of all the old teachers who are on ongoing and aren't doing a good job, but can't be let go because of their contract. All young teachers are doing all their work; it's so unfair


Anonymous (received via AEU)

Secondary Teaching
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Give teachers with 2 years of consecutive contracts an ongoing position. To deal with schools in-excess, the department should allocate excess staff to the nearest school in need of their method.

Story

 I was on a rolling contract in my current job. I worked at 3 schools in as many years, some in opposite ends of the state. The insecurity I felt after getting my first fixed term contract (and the fact that it wasn't renewed) led me to move far from my family to stay in the teaching field. After coming back home on another fixed-term contract, it was difficult to take the step to purchase my first home, knowing that I may not have a job the following year. Jobs are advertised (mostly) at the busiest and most stressful time of the teaching year. I feel uncertain and overwhelmed, and often fall sick due to the pressures at this time, and applications add to this. Furthermore, I want to be established in my career and school; it is very difficult to do this when I'm the new staff member, have to learn new school processes and policies, and am introduced to new students every year. This happened in the Secondary Teaching industry. The department should give teachers with 2 years of consecutive contracts an ongoing position. To deal with schools in-excess, the department should allocate excess staff to the nearest school in need of their method.


Anonymous Bendigo (received via AEU)

Teaching
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: false

Leave: false

Future secure: false

Solution

Reduce the seven year parental leave scheme to one year per child unpaid leave with the option of going back to work at a reduced rate (for example, a full time teacher leaving to care for his/her child then returning to either full or part-time after one year of that child's birth) so that less teachers are put on contracts. If the position is vacant after a one year contract (like a probation year) teachers should be able to be made ongoing.

Story

 I was on a rolling contract in my current job. I was not told about the role of Work Cover. It was mentioned in a written induction but I was not told of the process. I feel as though there is stigma around Work Cover claims and so if I was injured in a way that would only affect me in the short-term, I don't think I would apply as I have heard that this does not look good for the school and may affect my future employment (although I know it shouldn't). Feel pressured to not take leave as it is inconvenient to find a replacement. No job security. I have an end date on my contact and it is difficult trying to juggle the anxiety of possibly having to find a new school at the end of the year on top of report writing and applying for other jobs (as well as my own job) "just in case" I am not re-appointed. This happened in the Teaching industry. Reduce the seven year parental leave scheme to one year per child unpaid leave with the option of going back to work at a reduced rate (for example, a full time teacher leaving to care for his/her child then returning to either full or part-time after one year of that child's birth) so that less teachers are put on contracts. If the position is vacant after a one year contract (like a probation year) teachers should be able to be made ongoing.


Emily (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Story

 HIDDEN: I was on a rolling contract in my current job. Contracted to 38 hours a week, work over that amount without overtime. On a yearly contract, not able to take out a mortgage


Rochelle (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Story

 HIDDEN: I was on a rolling contract in my current job. Contracted to 38 hours a week, work over that amount without overtime On a yearly contract, not able to take out a mortgage


Anonymous (received via AEU)

a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

I think there should be a bank of teachers for each locality and school, and that provisionally registered teachers should be supported to be able to reach the fully registered qualification. This is not always possible in a casual position.

Story

 I am a directly employed casual in my current job. I have a contract for just under two terms. I guess that one of my worries is that I am not sure if there will be further employment available at the school, so I should probably be applying for other jobs. Applying for other jobs will mean having to learn a new school's systems, heirarchy and geography, not to mention students and curriculum very soon. Waiting for CRT work or something else at my current school may turn up nothing. Another issue is that I won't be paid during the holidays. I think it might be worthwhile if there was a bank of teachers for each locality and school. I also feel that provisionally registered teachers (which I am) should be supported to be able to reach the fully registered qualification. This is generally not possible in a casual position.


Anonymous Wodonga (received via AEU)

Education
on a rolling contract by Victorian Department of Education and Training @ Victorian Department of Education and Training

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Re-classify the positions within the alternative education sector to recognise the high-risk AND high-skill requirements staff have in these roles. Allocate an education lead teacher to these positions OR provide a Deputy Principal with time to meet with the staff to discuss issues/ needs.

Story

 I was on a rolling contract in my current job. The current position I'm in is in an alternative education setting and the classification of the role only recognises the teaching component of the position - there's no allowance for the additional counselling, career guidance, transporting students to and from class, nor the general skill level required to maintain a healthy and productive classroom. I would love to discuss this with my principal but my initial conversations at the beginning of the year made it clear that I was 'out-of-sight' and out of mind and only bring insurmountable problems to him. As I'm good at my work, there are no insurmountable problems ... but ... there is also no actual, professional or financial acknowledgement that I've been able to achieve this on a daily and weekly basis. There were two critical incidents earlier in the year, one included a student threatening my colleague with a knife. These are reported to the worker's manager but not recorded anywhere in the Education system so they're invisible. The contract is dependent on student numbers as we're in an alternative education setting but the manager of the student numbers is non-education staff so I'm not confident the conversations and decisions about the intake of students are objective enough. I would love to share my story with my name attached but the role is identifiable and I would then run the risk of creating a bigger problem for myself. I have sourced independent counselling and debriefing to ensure I continue to operate at the highest possible professionalism I can achieve and meet the needs of the students. This happened at Victorian Department of Education and Training, Wodonga when I was employed by Victorian Department of Education and Training . This happened in the Education industry. Re-classify the positions within the alternative education sector to recognise the high-risk AND high-skill requirements staff have in these roles. Allocate an education lead teacher to these positions OR provide a Deputy Principal with time to meet with the staff to discuss issues/ needs.


Anonymous (received via AEU)

on a rolling contract @ DET

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: false

Leave: true

Future secure: false

Solution

Make all staff permanent and if you wanted leave that's fine but you would need to wait until a position came back up.

Story

 I was on a rolling contract more than a year ago. I have worked in education as a teacher for 3 years and am about to apply for my fourth contract! My school principal keeps saying that they can't give ongoing positions because they have more than 20 people on ongoing but not working at the school. Most of these people have not worked at the school in 3-4 years. We have approximately 17 people on continuous contracts. Attacked by parents. Make all staff permanent and if you wanted leave that's fine but you would need to wait until a position came back up.


Anonymous Brunswick East (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Remove contract positions but have higher expectations of teachers. Teachers should be regularly reviewed, at least 3-4 times per year rather than once a year.

Story

 I was on a 2 year contract in my current job. I initially started working at a CRT through an agency and received excellent feedback from schools. The agency subsequently put me on their guaranteed work list for the last six months of 2013. They then placed me in a school as a Classroom Teacher and I didn't have to formally interview for the position until about 12 weeks into the school year. At this point, I had already established a classroom and built relationship with students, parents and colleagues. I performed well enough and gained a two year contract. During this time, some of my students passed away. I was reinterviewed for another contract the week a student died and didn't think to ask for extra time to prepare for the interview due to being in shock. I was on autopilot and just trying to get through each day, each meeting, each "task" I had to do. I subsequently didn't perform well in the interview and am now looking for another contract. I am no longer eligible for graduate positions due to finishing my degree more than 4 years ago and I am losing out to people who already have contracts in the schools, or people with more experience. To say the least, I am now considering leaving teaching altogether and trying out a new career. The thought of working as a CRT again and going to a different school each day, managing challenging (sometimes violent) behaviours, being ignored in staff rooms for being an "outsider", not paid over the holidays, lack of professional development opportunities (at least free professional development opportunities) has resulted in me feeling that my love of teaching and dedication to my work is not worth the stress . Remove contract positions but have higher expectations of teachers. Teachers should be regularly reviewed by their colleagues. Place a cap on the amount of positions advertised so they are commensurate to the amount of real positions available.


Anonymous (received via AEU)

Education
a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: false

Accommodation ok: true

Could speak up: false

Could speak up: false

Leave: false

Future secure: false

Solution

Tighten the rules around short term contracts.

Story

 I was a directly employed casual in my current job. While I was on a short term contract I raised an issue with workloads around report writing time and a lack of support from senior staff regarding a lack of clarity in report writing requirements. While I completed the work my contract was not renewed the next term (as previously indicated) and casual work became near non-existent from this school. I was teaching science and was provided with no training on safety procedures in the science class and how to use equipment. I also regularly do yard duty and have never been told what to do if a student is injured. My life commonly revolves around seeing if I will get a phone call between 7:15 and 8:00AM, then a mad rush to organize everything if I get work - including childcare. I have a number of fixed expenses that I have been lucky enough to meet. Unfortunately there is always a looming fear that I will not pick up work and be unable to pay the bills. I could work a lot more, so I am effectively under-employed. This happened in the Education industry. Tighten the rules around short term contracts.


Stephen Young Melbourne (received via AEU)

Teaching
on a rolling contract by Department of Education and Training @ Perseverance Primary School

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

I would make funding available to open more permanent job opportunities in the primary education system.

Story

 I was on a rolling contract in my current job. I know that the end of my 12 month contract I would be faced with another round of applications, selection panels and inevitably applying for jobs that didn't exist. Despite this I still, even after, two years, hope to get another contract but go through the lengthy application process which impacts on my teaching assessment, report writing and unfortunately student learning. This happened at Perseverance Primary School, Melbourne when I was employed by Department of Education and Training. This happened in the Teaching industry. I would make funding available to open more permanent job opportunities in the primary education system.


Anonymous (received via AEU)

education
informally employed by Dept. of Education

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

I would give people longer contracts. For example 2 years to start with and then if they are doing a good job, at the principal's discretion and perhaps via a panel, make their role on a more permanent basis. People cannot get mortgages to buy homes if they don't have job security. I am sure that the Prime minister would like to own his own home and when his job is finished he has an ongoing salary. I truly believe that school teachers are under enough stress trying to create interesting and informative lessons and manage sometimes very challenging behaviour without added stresses of job security. It is a job you do to help children flourish in the world and surely if the teacher isn't feeling very secure in the world that will roll onto the children.

Story

 I was informally employed in my current job. It is very stressful not knowing from year to year if you have a job. When the jobs become available it is report writing time and you are already undergoing huge stress anyhow. I watched as it affected other staff around me. We lost one really good teacher at our school as she migrated to a school that would guarantee her ongoing work. Another great teacher fell apart and is still suffering the consequences as I often see her teary and she says she feels really unsettled. She is a mother of four children and does not need this stress. Having people around you that are highly stressed has a big effect on you and needless to say how it affects the children in the classroom, as stress is carried like a ripple in the ocean which gets bigger and impacts all around. This is my first year teaching and I have been truly shocked to see how the education department treats its employees. This happened in the education industry. I would give people longer contracts. For example 2 years to start with and then if they are doing a good job, at the principal's discretion and perhaps via a panel, make their role on a more permanent basis. People cannot get mortgages to buy homes if they don't have job security. I am sure that the Prime minister would like to own his own home and when his job is finished he has an ongoing salary. I truly believe that school teachers are under enough stress trying to create interesting and informative lessons and manage sometimes very challenging behaviour without added stresses of job security. It is a job you do to help children flourish in the world and surely if the teacher isn't feeling very secure in the world that will roll onto the children.

 There is certainly enough stress and depression in Australia at the moment without creating more.


Natalie (received via AEU)

a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

If I were Prime Minister, I would have uni course places cater for the amount of people retiring from the profession so that schools are catered for and no-one is left feeling like it was a waste of time or feel stressed about their future. I would also ensure that as many jobs possible are for ongoing employment so that workers can feel confident and secure..

Story

 I am a directly employed casual in my current job. I've otherwise been healthy while working, but I was not made aware of WorkCover and what I should do if I was injured while on the job... My duration of employment ends on December 18. I am in the process of applying for more jobs, but knowing that it took 18 months between completing my uni degree and gaining my current position, it's making 2016 look very uncertain! If I were Prime Minister, I would have uni course places cater for the amount of people retiring from the profession so that schools are catered for and no-one is left feeling like it was a waste of time or feel stressed about their future. I would also ensure that as many jobs possible are for ongoing employment so that workers can feel confident and secure..


Anneleise Reservoir, Vic 3073 (received via AEU)

Primary Teaching
on a rolling contract by Department of Education @ Department of Education

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Stop university intake to teaching courses as there are too many teachers.

Story

 I was on a rolling contract in my current job. I don't feel comfortable discussing the possibility of becoming ongoing. It is stressful living year to year not knowing if I will have a job for the following year. I don't want to buy a house and get a mortgage because I am only in a contract. I feel like I cannot relax and enjoy my work because Im always worried about if I'll have a position at my school for the following year. This happened at Department of Education, RESERVOIR, VIC 3073 when I was employed by Department of Education. This happened in the Primary Teaching industry. Stop university intake to teaching courses as there are too many teachers.


Anonymous Melbourne (received via AEU)

Hospitality training
a directly employed casual by William Angliss institute of TAFE, Melbourne Polytechnic.

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: false

Predictable Roster: false

Bills ok: true

Legal Employment: false

Worksafe: false

Childcare: false

Accommodation ok: false

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Solution

Ensure that sessional staff members are paid for all hours they are worked. Tighten up conditions that support staff getting conversion to full time positions. Get equality in pay for sessional staff members and get paid loading on top for all conditions, leave pay and holidays they miss out on. Recognise that sessional staff are being used and forced to do extra work for free and bullied.

Story

 I was a directly employed casual less than a year ago. I was employed casual for 8 years, even though doing 720 hours per year in 2 institutes. I was never allowed conversion even though i applied. I was asked to work multiple back-to-back shifts without breaks and without pay for work done between classes. For every hour worked I was directed to work up to an hour for free. Non-teaching pay was unheard of, unless i had taught over allocated hours for the year then was told to put hours down as non-teaching. Often setting up courses and materials in my own time for days in advance of classes starting only to have them taken off me and given to others then new classes handed over which then have to re do all ordering, set up and course materials. There are many more issues with OH&S never recognized or fixed. I was never paid for 2 hours minimum for classes running less than that. Time between classes is not paid for in set up or pack down. Often working 15 hour days to fill in classes, under threat of if not doing the classes then someone else would be happy to do it. No job security held over you constantly, with the stress of holding 3 jobs, shift work till late at night often till 11pm, starting at 7am, whilst raising a family. Bullying managers who are more concerned with money than your welfare or teaching quality. Managers ignore all OH&S issues reported both to managers and OH&S committee. All emails either never replied to, which prevents a record of issues reported and acted upon, often verbal responses on the go such as i will look after it, when nothing is changed. Equipment not working and water leaking constantly, floors wet and slip hazards, lighting not fixed and hard to see in kitchen for 8 months. Floor grates moving out of place, causing trip hazards, or not intact and easy to fall into. no cleaning equipment or ability to clean up made available, ie, oil spills not easily able to clean up due to no chemicals, or hot water to use for clean-up. Easy to report these issues but they are ignored, often after even up to 5 years of repeated reporting, emails and discussions with managers. Food safety is virtually ignored even though we are a training institute training student in food safety. Food safety inspectors ignore paperwork issues not being available due to the fact we a government training facility. Being asked to find staff to replace me on shifts where sick or operations, or cannot have days off. Never have set days off as sessional teacher as always asked to fill in shifts on my days off. Working all Saturdays for 8 years as sessional staff members don't attract any loading or overtime for working on Saturdays, not allowed to refuse as threatened with no other work will be available. When the manager found out I applied for conversion to full time I was threatened with losing my job if i applied. I'm working virtually 2 full time job hours (720hrs) for 2 Tafes and another job to make as much money as one full time teacher. Poor sleep, and a cascade of health issues due to standing on feet for long hours 10 to 16 hours a day and shift work that neither job would discuss or support me in work cover as each blamed the other workplaces. Took 4 months to reorganize our house finance loan due to inconsistent pay checks month to month and 2 month break from teaching at end of year when no pay comes in. Planning and budgeting for a whole year to ensure money stability. Little time with my family and young kids due to shift work, homework marking, and being called in and Sat work. I'm always worried about future financial security, due to the loss of Tafe teaching positions and only sessional work available. This creates a toll over time that affects my health as does putting up with bullying and struggling to fight back due to threat of work loss when my family depends on my income. This happened at William Angliss institute of TAFE and Melbourne Polytechnic, Melbourne when I was employed by William Angliss institute of TAFE, Melbourne Polytechnic. This happened in the Hospitality training industry. Ensure that sessional staff members are paid for all hours they are worked. Tighten up conditions that support staff getting conversion to full time positions. Get equality in pay for sessional staff members and get paid loading on top for all conditions, leave pay and holidays they miss out on. Recognise that sessional staff are being used and forced to do extra work for free and bullied.


Anonymous Melbourne ( AEU received via NTEU ) 

Audio production, live and studio. 
contracting with an ABN but to one employer only

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: false

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Solution

Force employers to follow ATO requirements on superannuation, award entitlements, and WorkCover aspects, and abolish the ability to hide behind labour hire or third party standards applied to work that is clearly outside the normal use of these rules. Ongoing, qualified, experienced, sessional staff should be entitled to pro rata sick, holiday, and long service leave entitlements, and these should be transferrable for a lecturer between RTOs.

Story

 I was contracting with an ABN but to one employer only in my current job. No super paid. Tax not withheld. Invoice and signed timesheet required end of month, goes to Sydney the following Friday to be processed 14 days later. Late submissions, even by a day, are forced to wait an extra 7 days for payment. Pay is at 55% of the national award. It's a full-on commitment and due to the introduction of trimesters and extra classes, 16 week units are delivered and assessed in 12 weeks. If you are ill, you cannot schedule a makeup class as there are no free timetable slots. Not to mention missing pay for that missed class. I have to set aside personal income tax, missing out on income completely during term breaks, I've no super, and no pay rise since 2010. Future is insecure and I have no protection or promise of future employment. This happened in the Audio production, live and studio industry. Force employers to follow ATO requirements on superannuation, award entitlements, and WorkCover aspects, and abolish the ability to hide behind labour hire or third party standards applied to work that is clearly outside the normal use of these rules. Ongoing, qualified, experienced, sessional staff should be entitled to pro rata sick, holiday, and long service leave entitlements, and these should be transferrable for a lecturer between RTOs.


Anonymous Melbourne ( received via AEU ) 

Tourism 
a directly employed casual by Zoos victoria @ Zoos Victoria

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: false

Future secure: false

Solution

If someone is in a casual position for more than 2 years doing a minimum amount of hours a week employers should be required to offer at least part time contracts.

Story

 I was a directly employed casual in my current job. I currently work multiple casual jobs just to work enough to pay the bills. It's very hard to apply for loans/mortgages with my type of work. Mainly worried about keeping my head above water, yes I've always managed to pay bills/rent etc. but have had to scrimp on some of life's luxuries. Also being restricted as to when I can take holidays despite being casual. This happened at Zoos Victoria, Melbourne when I was employed by Zoos victoria. This happened in the Tourism industry. If someone is in a casual position for more than 2 years doing a minimum amount of hours a week employers should be required to offer at least part time contracts.


Anonymous (received via AEU)

Education 
on a rolling contract @ Department of education

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: false

Leave: false

Future secure: false

Solution

I would allow ongoing. I'm on my 6th contact as a teacher, and every year have to go through the stress of report writing as well as no knowing about my job.

Story

 I was on a rolling contract in my current job. In one school, I was too scared as every year my contact is up, and the school will struggle to pay for me as budgets are cut. This happened at the Department of Education. This happened in the Education industry. I would allow ongoing. I'm on my 6th contact as a teacher, and every year have to go through the stress of report writing as well as no knowing about my job.


Anonymous (received via AEU)

Education 
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

I understand there should be some contract work as it is necessary to move unsuitable position holders on. I believe there should be a medium term contract to provide stability for workers such as a 4 or 5 year contract. There needs to be greater scope to move on ongoing employees who can't meet the requirements of their position

Story

 I was on a rolling contract in my current job. Rolling 3 month contract for 3 years! I'm constantly worried and stressed because the person who holds my position has signalled their intention of returning without a date after 8 years away. I get two weeks' notice. I have two boys aged 1 and 3. I'm worried I will be out of work and won't be able to pay the bills and support my family as I'm the main source of income for our household. This happened in the Education industry. I understand there should be some contract work as it is necessary to move unsuitable position holders on. I believe there should be a medium term contract to provide stability for workers such as a 4 or 5 year contract. There needs to be greater scope to move on ongoing employees who can't meet the requirements of their position


Miriam Pepper (received via AEU)

Education
a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: false

Accommodation ok: false

Could speak up: true

Could speak up: true

Leave: false

Future secure: false

Solution

I believe there should be greater incentives for employer to employ staff in permanent roles. It seems very one sided, that employers can call upon you when they need you, but have no ongoing responsibility to employ you. I don't believe that casual loadings compensate employees adequately for the insecurity they face and if casuals were more expensive to employ, employers would be more motivated to move employees into permanent positions.

Story

 I was a directly employed casual in my current job. Due to irregular, inconsistent casual work, I now work 5 casual jobs in order to obtain regular work throughout the year. I am reluctant to ever knock back work as it usually pushes me to the back of the queue. I end up working when I am unwell and am unable to take time off for any reason. I pay childcare fees for days I never get work, and it is a constant gamble as to whether I will end up paying more in childcare then I earn at the end of the week. I am unable to obtain a loan, even a small personal loan. My income is so unpredictable; it is hard to create a budget. Taking time off due to illness reduces my income not just for that time, but often for weeks to come due to being pushed to the bottom of the casual work queue. I don't qualify for sick leave, long service leave or often for even superannuation contributions. I don't feel confident at all about my employment future. Despite my high qualifications and past full-time employment experience, my recent casual employment experience only positions me for more casual work and I am not considered for more permanent roles. This happened in the Education industry. I believe there should be greater incentives for employer to employ staff in permanent roles. It seems very one sided, that employers can call upon you when they need you, but have no ongoing responsibility to employ you. I don't believe that casual loadings compensate employees adequately for the insecurity they face and if casuals were more expensive to employ, employers would be more motivated to move employees into permanent positions.


Fiona Ludbrook Ballarat ( AEU received via VTHC ) 

Education.
a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: false

Predictable Roster: false

Bills ok: false

Legal Employment: false

Worksafe: false

Childcare: false

Accommodation ok: false

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Legislate to minimise casual employment and ensure at least genuine minimum award conditions were enjoyed by all workers in Australia. A fifteen-minute break after 3 hours of work and at least half an hour for lunch should be a minimum right. Knowing you can access WorkCover and keep your job should you be injured physically, or psychologically at work is another key point. As a casual worker in Australia it should be an exception, rather than the rule to discover you are being exploited on a regular, if not daily basis!

Story

I was a directly employed casual more than a year ago. I am employed as a casual teacher. I am also a former member of The Australian Education Union's Vic Branch Council and an AEU Victorian Trades Hall Delegate for many years and remain an active AEU member. I undertook a short term contract to teach part time for Term 4 of the 2015 school year. I signed this contract in good faith. However, I discovered my contract ended 2 weeks before the 2015 school year, when I remained employed, but was swung back to casual employment. This arrangement negated any need to pay me the pro rata holiday pay to which I would have been entitled had the contract taken me up to the end of the period I actually worked. I acknowledge this was partly my own fault for not checking the dates myself and negotiating a better deal, but where the work exists to the actual end of the school year, or term, schools are regularly doing this to minimise payroll bills. I believed I was working at a school that was different and trusted them to do the right thing by me and other workers. I took it for granted my short term contract would reflect the dates I was actually working, not the dates that would ensure the school did not have to pay me holiday pay to which I would rightly have been entitled. I felt very hard done by, which was exacerbated by the fact I also lost use of edumail and Department of Education websites and networks, when my contract actually ended, that I still needed to effectively undertake all aspects of the job. Indeed, that was how I found out my contract had actually ended as my edumail account had been made defunct. I then had to investigate as to why. The lack of my edumail also inconvenienced colleagues and the entire small workplace site I was employed to be a fully functioning part of. We were dealing with very difficult and volatile students at this off the main campus site, including many young offenders and substance abusers. Lack of edumail, or the capacity to urgently contact a co-worker could have left any of us in a dangerous, possibly life threatening scenario, or not availed with the latest information on the students we were teaching, many of whom could not be on the site at the same time, for safety reasons! I came between two students and a knife in a terrifying incident in a specialist teaching setting off the main campus of the school where I work fairly regularly. As most teachers would, I moved forward between the two students and managed to diffuse the incident, but was not without resultant psychological trauma myself. The student wielding the knife had been expelled from two previous schools for stabbing incidents with other students. I was initially offered psychological support via a telephone agency; however I was not able to access their helpline as it was always engaged. Debriefing was pretty minimal in fact, other than talking it through with my colleagues on site and the Assistant Principal responsible for the site. I began and continue to grind my teeth in my sleep at night as a result of this experience. I had to purchase a splint to minimise the effect as my teeth were so affected from intense grinding I was finding the pressure of chewing uncomfortable. The splint and dentist visits cost me over $1,000 of out of pocket expenses. The dismissive attitude of the police and fear of recriminations by the family of the offending, knife blazing student has been another psychological wound that would have been covered by WorkCover, had my employment been less precarious. I was scared making a fuss would lead to my failing to be rehired at the school I regularly work at. Lunchtimes, or the lack of the required minimum 30 minutes genuine time to eat lunch and take a break are another ongoing issue, due to casual teachers being exploited with far more yard duties than their full time or part time colleagues who undertake a maximum of 45 minutes of student supervision each week. There is no maximum limit for casual teachers. I could be given yard duty supervising students at lunchtime and perhaps recess too, every day. If I am required to do a half lunch time yard duty, with no spare class either side of that time, I am often left with less than fifteen minutes break in which to eat lunch as I have to walk some distance to my next class and often confer with colleagues or find the teacher's desk whose class I am covering too pick up materials, then be at a classroom at the opposite end of the school, on time. If I was regularly late to class due to these demands I would not be employed, as I would be deemed unreliable. So we sacrifice the hard earned right to a real lunch break many a day. Not only is this inconvenient, it is also not healthy. I suffer from hypoglycaemia and my need to eat regularly and very healthily, is almost as acute as someone with diabetes. Who can swallow a salad in 10-15 minutes? I have to make sure I make vegetable frittatas to take to work that I can eat quickly, because I can never predict what my day ahead will involve in regards to having time to eat a decent salad, let alone microwave left overs and sit down to eat. I also keep a bag of macadamia and cashew nuts and fruit on hand. With recess yard duty and no spare period either side, it means I have worked from between 8.45 and 1.30 pm with no break whatsoever, even for a simple visit to the toilet, or to get a drink. This breaches every Award I know and happens regularly for casual teachers! I was without income during school holiday periods, a real issue over the December/ January school holiday period, where no employment was possible for an entire 5 weeks. Ballarat is also a very cold place in winter, I had to go to bed early and minimise heating to avoid high gas bills. This year's winter heating bill was in the vicinity of $1,000. It was below zero every night between mid-April and mid-September and we didn't have even one day where the thermometer climbed to double figures! Being cold in winter leads to additional health issues. I got bronchitis and had to be careful it didn't end up as pneumonia, so had to live with turning up my heating, even if I didn't know how I would pay for it! This happened in the education industry. Legislate to minimise casual employment and ensure at least genuine minimum award conditions were enjoyed by all workers in Australia. A fifteen-minute break after 3 hours of work and at least half an hour for lunch should be a minimum right. Knowing you can access WorkCover and keep your job should you be injured physically, or psychologically at work is another key point. As a casual worker in Australia it should be an exception, rather than the rule to discover you are being exploited on a regular, if not daily basis!

I have also not been offered an Edumail account by the school where I regularly work. Edumail is considered essential for communication between teachers, for students and within schools because I am only casually employed. This means I cannot communicate specifics about student welfare and discipline issues as efficiently as someone employed as a permanent member of the teaching staff. Although I regularly work at the same school and a memorandum of understanding was issued to schools this year, to allow regular CRTs edumail accounts I will have to chase this up for myself. It is also hard for me to access school based professional development and other professional development can be very expensive and held on days where I actually have to sacrifice a day's pay in order to access it, on top of forking out up to $300 a day for the Drama Vic teachers' conference. Despite this I have to undertake 20 hours of professional development annually to maintain my teacher registration with the Victorian Institute of teaching, lest I lose all employment opportunities whatsoever! Again I have to beg the school I work at regularly to include myself and other regular CRTs, despite schools being instructed to include us! I am afraid I will not keep being offered work if I am seen to be the "CRT activist on site", or always asking for newly won entitlements which seem to be handed to us begrudgingly. Yet regularly being employed as a casual worker within one school, seems to indicate I am valued for my skills and contributions, on some level! 


Dr. Montague Grover Sydenham (received via AEU) 

Informally employed @ Copperfield Secondary College

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: true

Could speak up: true

Leave: false

Future secure: true

Solution

Put more money into education in all sectors from primary to tertiary and also allow those who have no choice in casual employment to be supported to a liveable standard. As well, ensure there is no ageist discrimination.

Story

 I was informally employed in my current job. As a casual relief teacher (not my choice to be casual), I am never certain when I can work and there is always the 3 months from November to February when I can't, the time of greatest expense with two teenage children dependant on me. No sick leave, so I can never be ill or injured. Coming up to the day of the month that my rent is due is always stressful and if there is enough money in the bank to pay it is such a relief, but then probably 6 out if 12 months I put my account into the red to pay my rent, and suffer the interest burden to achieve that. This happened at Copperfield Secondary College. Put more money into education in all sectors from primary to tertiary and also allow those who have no choice in casual employment to be supported to a liveable standard. As well, ensure there is no ageist discrimination.


Sue Carey (received via AEU)

Education
a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: false

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

I believe that schools should offer substantially more permanent employment. Contracts should be the exception not the norm. Schools have the opportunity to use probationary periods to manage issues with poor performing staff as other organisations do. I would also look at some of the reasons which positions are only temporarily available. Perhaps some of the leave available to existing permanent workers is too generous and tightening these could offer opportunities to staff who need the work. Finally, I would look at university enrolments. Why are we training so many new teachers when there is no permanent work for them? Surely this is a waste of government as well as individual resources.

Story

 I was a directly employed casual in my current job. I work in a specialist school and people are often injured by students who can be quite violent. It can be very difficult to plan getting the kids to school in the morning when I only know at the last minute that I will be working. If I need to look after sick kids or I am sick myself, the day is unpaid which can be very stressful for my children and myself. I find it hard to make appointments as I cannot predict when I will be working and do not want to mess around people I need to see. When I first started teaching in 2012, I taught in a country school. After being on contract a few months I found I was not going to get any holiday pay over Christmas. I was disappointed - very, but given the time I had been working I understood. Then in the second year I worked there, I was offered a .4 job until the end of the year. When I got contracts they were term based and the explanation was that they had to do it that way to accommodate some additional classes they had given me. In term 3 it was a similar story. Then at the end of term 3 I found out via a staff meeting that all casuals (about 6 of us) would be finishing up 3 weeks before the end of term. I was devastated. I had moved to the country to be near my family after my marriage breakup. My kids loved being there but I could not spend every year being treated like this and with no in com over the summer period and no guarantee when I would next work. Consequently I moved back to the city. This has put strain on my family relationships and my children miss their friends and old school very much. I am lucky because I have savings from previous work and can survive with inconsistent income. That said, I am in my forties with 2 young children and worry constantly about not having permanent income. My super is poor and I am unable to boost it on the money I earn. I still have at least 10 years to support my kids in school, then university. How am I to save adequately for retirement? What if I am still seeking work at 50 - will age bias end my career. Ire turned to school when my kids were just babies and I was suffering through the end an abusive relationship to ensure I could support my family alone. I must be a good teacher- I get consistent call-backs from all of my employers. I believe that schools should offer substantially more permanent employment. Contracts should be the exception not the norm. Schools have the opportunity to use probationary periods to manage issues with poor performing staff as other organisations do. I would also look at some of the reasons which positions are only temporarily available. Perhaps some of the leave available to existing permanent workers is too generous and tightening these could offer opportunities to staff who need the work. Finally, I would look at university enrolments. Why are we training so many new teachers when there is no permanent work for them? Surely this is a waste of government as well as individual resources.


Anonymous 60 Kms away (received via AEU)

Teaching - education.
employed through a labour hire agency by two different agencies

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: false

Bills ok: false

Legal Employment: true

Worksafe: false

Childcare: false

Accommodation ok: false

Could speak up: false

Could speak up: false

Leave: false

Future secure: false

Solution

Outlaw agencies from charging employees - this cost should be borne by the school. Outlaw the conditions and fines for schools directly employing agency staff.

Story

 I am employed through a labour hire agency in my current job. I have no idea what the award actually is. I know they pay me $50 less a day than the school I found off my own back. Fortunately I can meet bills because my husband works. But the reality of what I earn as a CRT does not live up to the 'thousands' people think CRTs earn. The work is just so competitive. The problems I've had with health and safety are common. Not knowing how to use the equipment whether on yard duty or electronic apparatus is the story of my life. Students tell you they are allowed to do things when you can't know if they can or not. You just end up always being the baddie. I have no idea when I will be working; I have to say to everyone - only if I don't get called to work. My children have had to become self-sufficient getting themselves to and from school. I only get paid for the days I work so at the start and end of school years I can go weeks without work and nothing at all over the Christmas period. I never know if I'll work. You wish people a Merry Christmas in November because you just don't know if you'll be back. Students don't respect you, your knowledge or skills. You're given no induction, you have no friends, there's no way to debrief as you would with other staff in a setting. You can't get work unless you sign up to the agencies. You can't claim any educational expenses; you have to pay for your own PD as required by the VIT. As a CRT you're not invited to meetings so your opportunities for PD are further limited. Whilst schools are very happy with you they can't turn around and employ you because it's a condition of employment you have to sign to get work that if a school they introduce you to wants to employ you they have to pay thousands to the agency. Or if they won't, you have to pay. Therefore the schools are discouraged from hiring staff who have worked hard to build rapport with their students and have become familiar with the school and its practices. I can travel vast distances on country roads from 60 to 180 kilometre round trips for two different agencies in Teaching. Agencies should be outlawed from charging employees - this cost should be borne by the school. The fine for employing agency staff on a permanent basis should also be outlawed as it shuts good teachers out of the system. I feel I can't put my name to this as it will jeopardise my position with the agencies.


Elizabeth Melbourne ( AEU received via NTEU ) 

Education
a directly employed casual @ Melbourne Polytechnic

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: false

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Solution

I would force educational institutions to employ their staff properly. When a staff member has been working for the institution for ten years regularly with a regular timetable, flexibly adapting to new classes and subjects, giving generously of their own free time to complete the tasks that the institution needs to have completed in order to be compliant with industry standards, then the employer should honour the employee with a proper job so that the employee can experience financial security, holidays, and basically so that the employee can go forth with their life without the spectre of complete job insecurity hanging over their head for years and years. The current system is a complete disgrace and honestly, if Malcolm Turnbull has any idea of the conditions that teachers are working under then perhaps he will think twice about implementing any sort of innovation policies. Because without credible work conditions for teachers, how could anyone consider taking it up as a career. I know that I certainly tell everyone I know that they should discourage their children from choosing teaching as a career, because teaching is no longer a viable career unless you have someone else to support you.

Story

 I am a directly employed casual in my current job. I often work many more hours at my workplace doing work that must be completed for which I am not paid The work is stressful and there is no forum in which to discuss the stress apart from informally amongst colleagues - which just contributes to further stress Taking leave, which is unpaid because I have no holiday pay, means that I'd effectively have to quit my job. So I might not be rehired again. I am completely reliant upon my partner and parents to cover me financially. I am a TAFE teacher. Educational institutions should be forced to employ all teachers properly. For example if they need you to work for a year, for regular days each week then they should give you a 12-month contract. It's obvious isn't it? When a staff member has been working for the institution for ten years regularly with a regular timetable, flexibly adapting to new classes and subjects, giving generously of their own free time to complete the tasks that the institution needs to have completed in order to be compliant with industry standards, then the employer should honour the employee with a proper job so that the employee can experience financial security, and basically so that the employee can go forth with their life without the spectre of total job insecurity hanging over their head for years and years. The current system for employing teachers is a complete disgrace. If Malcolm Turnbull has any idea of the conditions that teachers are working under then perhaps he will rethink implementing any sort of innovation policies. Because without credible work conditions for teachers how could anyone consider taking up teaching as a career. I know that I certainly advise parents to discourage their children from choosing teaching as a career, because teaching is no longer a viable career unless you have someone else to support you.


Kevin Mulvogue Melbourne (received via AEU)

Teaching
by DEECD @ Victorian Government

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: true

Solution

Get rid of contract labour for all full time jobs, part time public sector work and most private sector part time work

Story

 I was employed as a cook/chef for many years prior to becoming a teacher. A major reason why I became a teacher was to have secure employment, which I was granted as soon as I took on my full-time career. It allowed me to work hard at being an excellent teacher, to research best practices, knowing that my efforts were rewarded with on-going labour in an atmosphere of all working together to provide the best outcomes we could, believing we were there as a team. I have seen new teachers feel as though they are just fill-ins, as though they were not part of a long term team. They soon left teaching for other more secure work. Secure employment does not mean lazy workers - it means workers are happy and willing to commit their labour to the full so that all achieve the best results possible. IN-secure employment only leads to ineffective labour. Get rid of contract labour for all full time jobs, part time public sector work and most private sector part time work.


Carolyn (received via AEU)

employed through a labour hire agency

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: false

Legal Employment: false

Worksafe: false

Childcare: false

Accommodation ok: false

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Employ CRTs through the education department and assign them to a group of schools to improve employment prospects and create greater workplace continuity.

Story

 I was employed through a labour hire agency in my current job. I work as a casual relief teacher (CRT) at different schools through an agency. At many schools, due to the timing of recess and lunchtime and yard duty requirements, I don't have a full 30 minute lunch break. This is both against the working conditions, and unfair when I have the full thirty minutes deducted from the daily pay. Again, health and safety varies from school to school. Some are great about letting CRTs know about health and safety procedures, but many provide no information. Most days I wake up in the morning not knowing whether or not I will have work that day, or where I'll be if I do get work. And while I won't lose my job if I'm unavailable to work one day, I also won't get paid for that day. So, for example, if I need an appointment with my doctor, who only works mornings, I have to give up the possibility of working that day, cancel my appointment if I do get work, or hope I can get a last minute appointment on a day when I don't get work. I cannot budget or plan for the future, because I never know what my income will be. I have spent most of this year behind on my rent and paying bills. There is no way I can save any money, and I have no financial buffer for emergencies. Employ CRTs through the education department and assign them to a group of schools to improve employment prospects and create greater workplace continuity.


Stephanie Delage Seddon ( received via AEU ) 

Education
employed through a labour hire agency by ANZUK @ ANZUK

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: false

Accommodation ok: true

Could speak up: false

Could speak up: false

Leave: true

Future secure: false

Solution

Implement stringent oversight on teaching agencies and make sure they comply with labour laws. Go back to employing casual relief teachers via the department of education and dismantle private teaching agencies.

Story

 I was employed through a labour hire agency more than a year ago. I was a casual relief teacher employed by an agency. Schools routinely flouted legal working conditions and on two occasions I was chastised by my agency for approaching the schools with my concerns. Any complaints made to agency resulted in less work. I was once bitten by a child at a school and refused to go to that school again. Agency informed me that if I refused I would be seen to be "inflexible" and would get less work. I cannot return to work because since having a baby because I cannot secure childcare on a casual basis. I never knew when I would be working or not and that made it impossible to budget. I never made more than 25 grand a year despite having two degrees and a strong CV. This was due to not being paid during holidays and long periods of unemployment at the start and end of the school year. I was only able to pay bills because my husband has a secure job. I have experienced shame about my low wages, and extreme anxiety about the future of my career and income potential. I worked in schools where I was given little to no support by colleagues. When I was pregnant I had to use the toilet frequently: I was told by my agency that they could no longer employ me because my need to leave the classroom was "disruptive" and schools would not want to accommodate me. As a result I was unemployed throughout my pregnancy. This happened in the Education industry. Implement stringent oversight on teaching agencies and make sure they comply with labour laws. Go back to employing casual relief teachers via the department of education and dismantle private teaching agencies.


Anonymous Geelong (received via AEU)

VET sector
on a rolling contract by The Gordon TAFE @ The Gordon TAFE

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Stop supporting the privatisation of TAFE by the states and ensure ongoing work for teachers and other workers.

Story

 I am on a rolling contract in my current job. I put up with 18 months of borderline workplace bullying, some very nasty business in my teaching area - but I didn't want to put in a complaint in case I was seen as the problem. My time fraction was decreased this year, but except for actual hours in a classroom, my workload has increased from the 1.0EFT load I had last year. My prep, admin, result entry report writing etc. has increased to cover other staff that left. This happened in the VET sector. The government should stop the privatisation of TAFE and ensure ongoing work for teachers and other workers.


Sally (received via AEU)

a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: false

Could speak up: true

Could speak up: false

Leave: false

Future secure: false

Solution

Give casuals at least one day a week in a classroom teaching. Make sure that casuals are given a set school that they can get experience and regular work at.

Story

 I was a directly employed casual in my current job. There are a number of children with mild to moderate levels of behaviour disorders. The school didn't inform about the children's behaviour at all till after morning tea break. As a casual I have had no work all year at schools in my area. Most schools are overloaded with teachers and can't employ any more. I'm still only provisionally registered and concerned that i may not get off it for some time. If I had permanent work I would be able to help out more financially around the house instead of relying on one person's wage. Give casuals at least one day a week in a classroom teaching. Make sure that casuals are given a set school that they can get experience and regular work at.


Anonymous ( AEU received via VTHC ) 

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: true

Solution

I am a new teacher and am on a rolling contract. Whilst my contract was rolled over this year, it leaves a lot of insecurity hanging over your head. In the times leading up to the confirmation that my employment for next year had been confirmed, I had a lot more stress and anxiety. It makes it hard to plan for the future. The impact on women is also greater. I fear that if I fall pregnant, I will effectively lose my employment. I know of another woman on a year-long contract that applied for her own job to be renewed and was asked if she was pregnant. I know that it is illegal to discriminate based on that, but it does take place and is very hard to prove. Ongoing work would make it easier for me to plan for the future. If I were prime minister, I would ensure that job security was guaranteed with laws that protected workers.

Story

 I was on a rolling contract in my current job. I don't feel confident to speak up regarding being on a rolling contract. I feel that if I cause a fuss, that my contract will not be rolled over. Being on a contract position makes it harder to speak up for workplace conditions. I am a new teacher and am on a rolling contract. Whilst my contract was rolled over this year, it leaves a lot of insecurity hanging over your head. In the times leading up to the confirmation that my employment for next year had been confirmed, I had a lot more stress and anxiety. It makes it hard to plan for the future. The impact on women is also greater. I fear that if I fall pregnant, I will effectively loose my employment. I know of another woman on a year-long contract that applied for her own job to be renewed and was asked if she was pregnant. I know that it is illegal to discriminate based on that, but it does take place and is very hard to prove. Ongoing work would make it easier for me to plan for the future. If I were prime minister, I would ensure that job security was guaranteed with laws that protected workers.


Anonymous (received via AEU ) 

employed through a labour hire agency

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: false

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

1. Ensure that reporting for Centrelink aligned with when payment was actually made into the account rather than when the work was completed. 2. Create a standardised Relief Teacher access tool so that schools could search teachers available in their local area and contact direct rather than use an agency which takes a cut. 3. Ensure teachers who want to be teaching full time are able to get jobs more easily-- I have applied for probably 300 jobs since I graduated (50 in the last week) and had less than 10 interviews. I would create zones for schools- teachers must be employed from the zone unless the school can show cause.

Story

 I was employed through an agency last year. The agency was paying under an award I wasn't familiar with and told me that I would have received significantly more if employed directly with a school (I suspect the schools paid the agency that took a cut and paid under a separate award). I was hit in the head by a basketball that was kicked by a student and ended up with mild concussion. I had no idea what to do and only ended up telling the school I was working at and not the agency as I wasn't sure of the protocols. I never knew if I was working and some days I would get word at 8.30am that they wanted me to work-- which was fine if it was close by, but the agency was notorious among other colleagues for calling at 8.30 so that we wouldn't arrive until a little later after school started and then docking half an hour of pay. Once, I was forced to outlay about $50 of my own (which I actually had to borrow from my boyfriend as I had no money that day) to get a taxi to a school that was a very long way away. The agency paid me back eventually, but not until payday! I never knew if I would have work and as I was also on the Centrelink system, I had to report that I was paid on the week I worked, even though I didn't get paid for it until the Friday a week later. I was always short of money because I was paid less by Centrelink and had to wait for my work pay. I also had anxiety about getting a late call and having to take a taxi again as I didn't have the money to outlay most weeks. Centrelink also claimed at one point that I was reporting my income incorrectly and wanted me to repay over $300 which was my tax return. Then the agency stopped calling me. I think it would be ideal for the government to: 1. Ensure that reporting for Centrelink aligned with when payment was actually made into the account rather than when the work was completed (I understand that this is a federal controlled issue). 2. Create a standardised Relief Teacher access tool so that schools could search teachers available in their local area and contact direct rather than use an agency which takes a cut. 3. Ensure teachers who want to be teaching full time are able to get jobs more easily-- I have applied for probably 300 jobs since I graduated (50 in the last week) and had less than 10 interviews. I would create zones for schools- teachers must be employed from the zone unless the school can show cause.


Anonymous (received via AEU)

Vocational education
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

There is a place for casual, short term employment that is well defined. Where those definitions are not met the government must ensure that employers are held to account and employees are moved into on-going employment

Story

 I am on a rolling contract. I am employed on an annual fixed term contract. The award has a provision for conversion to on-going but I believe if I apply for this I may not be offered another year. I have a very good job but am constantly on the lookout for something similar on an on-going basis This happened in the vocational education industry. There is a place for casual, short term employment that is well defined. Where those definitions are not met the government must ensure that employers are held to account and employees are moved into on-going employment.


Peter Wright (received via AEU)

a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: false

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Reduce funding to private schools. Implement ways of sharing the funds to state schools more evenly amongst employees.

Story

 I was a directly employed casual in my current job. Work was rather intermittent (particularly in Term 1 and Term 3). My total earnings for the year about one quarter of what I would earn full time. My mental health was not really discussed. I have not been able to maintain a relationship with a partner and it's very difficult to live a "normal" life. Reduce funding to private schools. Implement ways of sharing the funds to state schools more evenly amongst employees.


Katie (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

For better job security for educators and other careers to help individuals and families feel secure within their jobs. Also support for when job security is compromised to allow people with services to support them through the tough times.

Story

 I was on a rolling contract in my current job. As the end of the year approaches so does my anxiety around job security. Having the worries of whether I'll have a job the following year has impacted on my health and lifestyle for about 5 years now in the education system. Being on a yearly contract makes is difficult to feel secure in the future and to be able to afford everyday living expenses. Being a single individual with no job security puts a great deal of pressure on me and whether or not I can pay the bills coming up. This year has been the toughest with the notice of my kindergarten closing and leaving me with no secure job for the following year. Even with applying for jobs being unsuccessful in part time hours has put pressure on me to change careers and work only small hours teaching. I feel like all my training and hard work is now pushed out the window and my skills may suffer. For better job security for educators and other careers to help individuals and families feel secure within their jobs. Also support for when job security is compromised to allow people with services to support them through the tough times.


Anonymous Melbourne (received via AEU)

Teaching 
on a rolling contract by DET @ Blackburn English Language School

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

More secure jobs for teachers and less power to principals.

Story

 I was on a rolling contract in my current job. No job for next year. No direction. I have to complete 5 weeks of contract with no job security and drive all over Melbourne to attend interviews while doing my current role. This happened at Blackburn English Language School, Melbourne when I was employed by DET. This happened in the Teaching industry. More secure jobs for teachers and less power to principals. I worked at the school for a year and when a new principal came in, I was told I wasn't qualified to teach there again. This was news to me and this so called qualification is not written anywhere on the departmental website. It was decided by the principal who never once observed my teaching. He was aggressive towards, told me he was not obliged to support me further and did not owe me anything. When I asked if I could do the training in my own time and still keep my job, this was not an option. I have no idea where to go next with my career and there is no support. The only support they offer is mental health assistance, which is demoralising to say the least. Clearly I'm the crazy one.


Anonymous (AEU received via VTHC ) 

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: false

Accommodation ok: true

Could speak up: false

Could speak up: false

Leave: true

Future secure: false

Story

 I was on a rolling contract more than a year ago. As a primary school teacher I have been on three contracts, all at the same school. Each time I have to apply on the DEECD website with a detailed key selection criteria and attend an interview. This is an extremely stressful process and takes my mind off teaching and planning for my class. I become irritable, stressed and have doubts about staying in the profession. Ongoing employment would allow me to concentrate on the job that I am employed to do, without the added anxiety of not having a job at the end of the year. It is not fair on the teachers or the children we are educating.


Anonymous Sale Vic (received via AEU)

Education
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

I would recognize the basic need to allow people to have secure employment. Make changes to policies that allow employers to simply end employment when it suits them whether or not a contract is in place, invest in people like me who want to keep working, who value their job and the contribution they make and stop allowing government departments, the education department ... to treat ES As lesser people than teaching staff, we all contribute yet are not dealt with fairly.

Story

 I was on a rolling contract in my current job. I am employed on a seven year contract, yet this means nothing at the end of each school year. The stress of waiting to find out if you're going to have work year after year is detrimental to people's health and productivity. How can we be expected to perform at our best when the end of the year looms bringing insecurity and worry about the following year. I have been in the same position at the same school for seven years on a number of contracts, so I'm confident I do my job well ... yet the department sees only figures and numbers and doesn't value the benefit of years of experience we bring to schools. Stop seven year contracts for ES! We deserve the same considerations as teachers. This year I have been asked to reduce the numbers of hours I will work next year as there's no funding, because I don't have job security I am unable to purchase a home, next year with less hours and my car needing repairs or replaced, I have no idea how I'm going to do this. I will know have to find a cheaper rental house as I can't manage on reduced wages. This happened in the Education industry in Sale. I would recognize the basic need to allow people to have secure employment. Make changes to policies that allow employers to simply end employment when it suits them whether or not a contract is in place, invest in people like me who want to keep working, who value their job and the contribution they make and stop allowing government departments, the education department ... to treat ES As lesser people than teaching staff, we all contribute yet are not dealt with fairly.


Josh (received via AEU)

on a rolling contract @ Montmorency Secondary College

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: false

Future secure: false

Solution

Start a graduate program that bridges the gap after tertiary study

Story

 I was on a rolling contract in my current job. While teaching in my first year an added anxiety was worrying about whether or not I would have a position at my school and having to apply for other jobs. This affected the quality of my teaching. This happened at Montmorency Secondary College. Start a graduate program that bridges the gap after tertiary study.


Judith Wong Omeo (received via AEU)

on a rolling contract @ Omeo primary school

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Teachers can start on a contract basis but once they have proved themselves then an ongoing position should be offered (as it was in my case. I was lucky and have a supportive principal) especially in remote, rural areas where students are academically worse off already, there should be incentives offered (such as in the NT, WA and Qld) to attract quality teachers to the area.

Story

 I was on a rolling contract less than 3 months ago. Living out in the country, if my yearly contract was not renewed, it would mean that I would have to move from the area. Not knowing whether I had a job year to year meant I was not able to find a permanent place to live or commit long term to local community volunteer roles. The stress of reapplying for your job year after year was incredibly stressful. Also for the school community as they never knew if teachers were going to stay and it was hard to attract good teachers to the area. This happened at Omeo primary school, Omeo. Teachers can start on a contract basis but once they have proved themselves then an ongoing position should be offered (as it was in my case. I was lucky and have a supportive principal) especially in remote, rural areas where students are academically worse off already, there should be incentives offered (such as in the NT, WA and Qld) to attract quality teachers to the area.


Karen Crosbie Ballarat (received via AEU)

Education
on a rolling contract by Education Victoria @ Education Victoria

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Change the law! Obviously if a person has been in the same position for years on a contract they deserve ongoing.

Story

 I am on a fixed term contract in my current job. In past years I have been contracted as an integration aide to students with differing abilities, some have included severe physical problems and/or behavioural intervention requirements. I have been continually employed via contract as an integration aide for 14 years. Every time my contract expires and I have to reapply, it is hugely stressful. Not knowing if I will be reemployed is so hard. This is a recurring situation that many integration aides throughout Victoria face regularly in the Education system. Changes need to be made! Obviously if a person has been in the same position for years on a contract they deserve ongoing.


Anonymous (received via AEU ) 

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: false

Future secure: false

Solution

The schools need to be audited or the rules need to be changed so that long term positions are mede more secure.

Story

 I was on a rolling contract in my current job. I am payed as a casual integration aide and have been for most of the year although my hours and days are always the same. I do not know if i will have a job to come back to and have been told we will ring you in the New Year when we have worked out whether we need you. I am looking for permanent work and have spoken to the assistant principals and principal about this. There seems to be no plans or hurry to do anything about this. I thought that all positions were meant to be advertised and filled as a 7 year contract now. Financial issues, job security and uncertainty of my employment future with this school are areas of concern. The schools need to be audited or the rules need to be changed so that long term positions are made more secure.


Anonymous (received via AEU)

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Public schools definitely need to be held accountable and audited to ensure that are not disadvantaging non-permanent staff. Clearly if they had more funding available to them they may be in a better situation and more confident about providing longer term employment options.

Story

 HIDDEN: I was employed for a period of approximately five years on back to back contracts. I had to reapply for the same position every 3 or 6 months. Although i continuously got the job back it still disadvantaged me as i never got paid throughout the holidays and never got a decent contract period. Upon finally leaving i was told that i would be re-credited some of my personal leave rather than paid out the time the school owed me. I never knew if i would be the successful candidate at the next interview. It was very stressful having to go through that interview process so regularly and such a waste of time and resources. It did little for my self-esteem even though my reviews were always excellent. It also put me under financial strain as i was never sure if i would have a position to come back to. Public schools definitely need to be held accountable and audited to ensure that are not disadvantaging non-permanent staff. Clearly if they had more funding available to them they may be in a better situation and more confident about providing longer term employment options. The rules altered and i managed to obtain a seven year contract only to have it terminated a few years in, as the school was " restructuring" I never got treated like a disposable worker in the private sector and held jobs for five, nine and four years respectively.


Brenda Foy Ballarat (received via AEU)

Teaching
on a rolling contract by Education department @ Education department

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: false

Leave: false

Future secure: false

Solution

Reduce the amount of time that employers can have employees on contract employment.

Story

 I am on a rolling contract in my current job. I have been on a contract at the same primary school for four years (maternity leave position) and although full time I still feel as if I have to walk on egg shells and not complain about conditions for fear of not having my contract renewed. I was quite severely injured last year by a student and my employer advertised ongoing positions while I was still off work recovering from surgery to correct the damage caused by the student. Although I applied, I was not at my best physically or mentally at the time and was unsuccessful with my application. A recent ongoing position that has come up has been advertised externally and above my range so again I will not be considered! It is a very unfair situation! Last year I was asked to take on a child with extreme behaviour issues and promised 'full support' from day one. This support did not eventuate until mid-year and only after I had been injured many times and filed numerous Edusafe reports. Also having had to remove the rest of the class and had my classroom trashed on a regular basis! Even then it was only after I broke down and cried all over the AP many times and her arguing that I was on the verge of a nervous breakdown that the principal decided that the school would fund an aide to assist me. Being on WorkCover this year has raised many concerns about my future job security. The anxiety caused by not having job security impacts on the ability to really commit to the job and on long term planning for professional and personal development. This happened at Education department, Ballarat when I was employed by Education department. This happened in the Teaching industry. Reduce the amount of time that employers can have employees on contract employment.


Anonymous Melbourne (received via AEU)

Education
on a rolling contract by DEET @ Vermont Secondary College / DEET

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: true

Solution

Legislate so that Victorian state school principals do not use contracts as a way playing with their budgets and therefore staff and their lives, income and security.

Story

 I have been on 3 contacts as a teacher since mid-2013 at Vermont Secondary College and paid by DEET. Initially I was employed in 2013 as 0.4, backfilling someone on leave then resignation. In 2014 I had a new contract at 0.8 (after no holiday pay, despite working the last and first days of term and again no sick leave). This contact backfilled the previously resigned person and a further person on leave without pay who also went on to resign. I was on a further contract for 2015 at 0.8 backfilling two people who have resigned which could have been rolled over into an ongoing position in 2014. I have now for 2016, after all this time, been offered an ongoing position, doing the same job in the same school at 0.4 or even 0.6 if I teach completely out of my area of experience and expertise. Through all this time, as a single parent, I have successfully endeavoured to keep the roof over our head, and having to try to keep some money aside to have for this sort of eventuation. It's just not fair. I paid a handsome HECS debt to the government, I re-trained so as not to be a financial burden as a single parent on the government, I work in the government sector, but I have been given no security for my family for all the money, time and effort I have committed. The State government should better legislate so that Victorian state school principals do not use contracts as a way playing with their budgets and therefore staff and their lives, income and security. That some security is returned to contract teacher's lives and principals stop being able to use loopholes to get around giving people ongoing positions.


Anonymous Mildura (received via AEU)

education
a directly employed casual by school council @ department of education

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: false

Accommodation ok: true

Could speak up: true

Could speak up: false

Leave: true

Future secure: false

Solution

If there is a genuine need for a contract, there needs to be a financial incentive to take on this sort of work instead of ongoing work.

Story

 I was a directly employed casual in my current job. I was threatened with a staple gun by a student while I was a casual teacher. The student threatened to shoot me in the head repeatedly, while he was holding a staple gun. He then fired the gun, not at me but at another student. I reported this to the assistant principal, but did not lodge a OHS report because I need to be employed at that school in order to support myself. If I had ongoing mental health problems because of this, there is no record. I have decided to take on a different job because my husband and I want to start a family, and we have long delayed because of insecure work. I have had several interviews in the private sector because we cannot plan for a family with both of us in insecure work. I had to lie on my mortgage application about the status of my work and my husbands in order to get our mortgage. My husband feels bad than I have had to leave a job that I love in order for one of us to have secure work- it is too stressful with both of us in insecure work. I have no income over the school holidays which is a huge stress for us. I have also had no sick leave and my husband is too frightened to use his as effectively he is constantly auditioning for his job next year. This happened at department of education, Mildura when I was employed by school council. This happened in the education industry. If there is a genuine need for a contract, there needs to be a financial incentive to take on this sort of work instead of ongoing work.


Jonathan Fisher (received via AEU)

employed through a labour hire agency

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Enact legislation that compels schools to put staff on permanent ongoing contracts wherever possible, in addition to an acceleration of this process if a teacher has been on short term contracts for longer than two years and there are no reasonable grounds to terminate the employee's tenure.

Story

I was employed through a labour hire agency more than a year ago. I discovered in my final weeks that I had been underpaid quite substantially. I raised it with the school and they repaid me the money, but I was annoyed because I think it may have been on purpose and they were hoping I wouldn't notice. They also employed me as a casual for one month before hiring me on a six month contract which I thought was quite unethical. I am still on a fixed term contract two years later (now at a different school) and the issues are the same as they were two years ago. I have purchased a house in the town I currently work at but have no idea where I will have to work in twelve months' time. I have received nothing but glowing references and praise from my superiors, yet I have no security for longer than 12 months. A principal once said to me, "I don't know why you are so concerned about having an ongoing contract, if you're good enough you should be able to get work." Such an attitude does not value and nurture talent, and it's bad for the students in our care. It's an attitude that has just kind of settled into the minds of many principals insidiously - that it's ok to string along competent, dedicated teachers without any regard for their personal security. Aside from the financial insecurity and emotional stress of having to reapply for my job every year and the toll it takes on me personally, this issue needs to be fixed because it's not good for our students. Enact legislation that compels schools to put staff on permanent ongoing contracts wherever possible, in addition to an acceleration of this process if a teacher has been on short term contracts for longer than two years and there are no reasonable grounds to terminate the employee's tenure.


Anonymous (received via AEU)

a directly employed casual

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: false

Bills ok: true

Legal Employment: true

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

More permanency/job security in the Victorian teaching profession is vital for the newer teachers so they can apply for mortgages and plan families.

Story

 I was a directly employed casual in my current job. I work casually in a special school and being physically injured due to aggressive students is always of concern. Because I am not the main bread winner my income is a bonus, not a necessity. Being close to 60 years-old, the risk of being hit/bitten/scratched is usually a daily concern. More permanency/job security in the Victorian teaching profession is vital for the newer teachers so they can apply for mortgages and plan families.


Krystyna Edwards Hoppers crossing ( AEU received via YWC ) 

Teaching
on a rolling contract by Education department

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Give more funding to schools

Story

 I was on a rolling contract more than a year ago. Assault Not knowing if my contract would be renewed, Hoppers crossing when I was employed by Education department. This happened in the Teaching industry. Give more funding to schools


Michael Hicks ( AEU received via YWC ) 

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

Make it simple and straightforward for new teachers to gain permanent ongoing positions in Victoria instead of the current situation.

Story

 Being on a contract offers me no security. I can't get a mortgage to buy a home which in turn makes it difficult to be secure enough to start a family. Make it simple and straightforward for new teachers to gain permanent ongoing positions in Victoria instead of the current situation.


Anonymous Yarraville (AEU received via YWC) 

Education
on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Reduce the casualisation of the workforce and stop siding with big business and making everything cheaper for them at the cost of people's health and happiness. Job security is so crucially important.

Story

 I was on a rolling contract in my current job. I'm a teacher who has been working at the same school. I was only told last week that I had a job next year. This has been so stressful for me. I am working my absolute hardest at a profession that I fully believe in. I am doing reports and assessment and am quite stressed out being a new educator, the last thing I need is job insecurity and to be worrying about jobs over everything else. This happened in the Education industry. Reduce the casualisation of the workforce. Reduce the casualisation of the workforce and stop siding with big business and making everything cheaper for them at the cost of people's health and happiness. Job security is so crucially important.


Ella Preston Geelong (AEU received via NUW ) 

Teaching
employed through a labour hire agency by Casual employment from local agency and directly from a handful of schools

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: false

Predictable Roster: false

Bills ok: false

Legal Employment: false

Worksafe: false

Childcare: false

Accommodation ok: false

Could speak up: false

Could speak up: false

Leave: false

Future secure: false

Solution

Get rid of agencies and give the power of employment to the individual schools, give CRT's the same rights and conditions as ongoing teachers, pay us accordingly!

Story

I was employed through a labour hire agency in my current job. I work as a Casual Relief Teacher in the primary sector. I am often given less than 15 minutes break time throughout the working day, large classes and no support. Working with children/teens with special needs and being placed in compromising situations. I have never been given emergency procedural plans or medical information about kids in classes or while on yard duty. Placing kids into childcare which is costly and then not getting work, knocking back work with agency due to children's sickness and then being punished by not being offered work. Receiving calls for work (or not) each morning and being up and ready to go very stressful/ anxiety building. You never know when work is coming, cant plan for the future, reliant on agency and your standing with them, which seems to fluctuate from week to week- I have taken to calling the agency every evening and every morning and still no work, but meet other CRTS who say they get work every day through the same agency, who are generally childless and willing to accept calls at 8.30am for a 9am start, or long distances away, for half days work- it's crazy! Geelong when I was employed by Casual employment from local agency and directly from a handful of schools. This happened in the Teaching industry. Get rid of agencies and give the power of employment to the individual schools, give CRT's the same rights and conditions as ongoing teachers, treat us with respect- we are teachers too not babysitters-pay us accordingly! 


Anonymous Box Hill South (AEU received via NUW ) 

Entertainment 
contracting with an ABN but to one employer only by Santas-little-helpers @ Harvey Norman

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: false

Predictable Roster: true

Bills ok: true

Legal Employment: false

Worksafe: false

Childcare: true

Accommodation ok: true

Could speak up: false

Could speak up: false

Leave: true

Future secure: true

Solution

Abolish employers forcing workers to register with ABN's.

Story

 I was contracting with an ABN but to one employer only in my current job. I was offered work as a Santa Clause. The rate should have been $58.40, but was paid $34.00 per hour. They also wanted to deduct $30 to pay for public liability insurance! No superannuation was paid and not covered by workers compensation at all! No, the company is more worried about its liability than the health and safety of workers. This happened at Harvey Norman, when I was employed by Santas-little-helpers. This happened in the Entertainment industry. Abolish employers forcing workers to register with ABN's.


Anonymous Frankston (AEU received via VTHC ) 

Education 
a directly employed casual by State school

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: false

Bills ok: false

Legal Employment: false

Worksafe: true

Childcare: false

Accommodation ok: false

Could speak up: false

Could speak up: false

Leave: false

Future secure: false

Solution

Return staffing/recruitment to a properly managed and sufficiently funded central education department. Employ teachers with disabilities, support job sharing & part time teachers as we have life experience to bring to our teaching something not learned in university. Encourage teachers to put in preferences & transfer schools regularly to reduce stagnation - teachers who have been teaching at the school they attended as a child is very common now - they have never left school, they are stale and the workforce is not challenged by change and does not adapt to new things well this is detrimental to the learning of our children. Review the quality and reduce the quantity of entrants going into and graduating out of teaching courses. Much higher & broader results and experiences are needed for the future. Fund the employment of teachers as valuable assets and offer high incomes for the future of our country - we cannot continue to live from mining and farming in Australia. We need to invest in a brains trust - our children - our future to meet the needs of an intelligent and growing planet of technology and vision.

Story

 I was a directly employed casual more than a year ago. No 30 minute lunch/meal break - sometimes no meal break at all, other times 15-25 minutes. Paid only for class hours despite needing to be present and working on class preparation before and being present after school hours for packing up, supervision of students, completion report for teachers may take up to 45 minutes before and 45 minutes after paid hours being the minimum. Most of my preparation and assessment was undertaken in my own time and at home. Teachers need their breaks from work during the day so they are refreshed and prepared for the next class. Upon being diagnosed with a chronic illness having a short break in the day was important so I could eat properly and be warm or cool, relax for 10 minutes and clear my head ready for the rest of the day. I was diagnosed with MS in 2000, I was quite well & required no special accommodations until later in 2001 when I had a relapse which needed hospitalisation and rehabilitation - fully recovered but my position changed from part-time to casual. Now apart from the fact that I do not drive far at night I would not require any special provisions but I would require my legally mandated meal breaks to enable me to manage my health and well-being for the long term. Financially I am broke as my position dwindled from regular part time to casual - it disappeared after I'd needed 3 weeks off for a medical condition. Despite applying for hundreds of teaching and hundreds of non-teaching jobs I have not been successful as I don't have recent long-term experience. I know I could do the work and do it well - I want a chance! I can't survive without an income, I also cannot maintain my teacher registration if I do not work for 20 days next year as well as do 20 hours of professional development - how can I afford to pay for extra training and what is the point if there is no need? So, for being at university for four years, I get a HECS debt and no work. It's very depressing and frustrating. I have worked with employment services and more recently a disability employment service, I attempted to gain my Certificate IV in Training and Assessment but I cannot afford to complete the course. I want a permanent part-time or full-time teaching job - I know I would be an excellent teacher but now I don't know what to do. I can't even find work in other industries as I am either not qualified for those (e.g. workplace training) or I am not qualified. My inner strength has kept me going, kept me well and stopped me from becoming very unwell - but I don't know for how much longer I can maintain this. , Frankston when I was employed by State school. This happened in the Education industry. Return staffing/recruitment to a properly managed and sufficiently funded central education department. Employ teachers with disabilities, support job sharing & part time teachers as we have life experience to bring to our teaching something not learned in university. Encourage teachers to put in preferences & transfer schools regularly to reduce stagnation - teachers who have been teaching at the school they attended as a child is very common now - they have never left school, they are stale and the workforce is not challenged by change and does not adapt to new things well this is detrimental to the learning of our children. Review the quality and reduce the quantity of entrants going into and graduating out of teaching courses. Much higher & broader results and experiences are needed for the future. Fund the employment of teachers as valuable assets and offer high incomes for the future of our country - we cannot continue to live from mining and farming in Australia. We need to invest in a brains trust - our children - our future to meet the needs of an intelligent and growing planet of technology and vision. Give me students and I will teach them!


Filiz (received via VTHC ) 

on a rolling contract

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Change the limit on contracts. Teaching contracts, especially graduate positions should go for a minimum of two years. Hire teachers with ongoing status allowing principals to put teachers on notice whom are not meeting standards.

Story

 I was on a rolling contract in my current job. The job is a one year contract, and it wasn't rolled over. The stress and anxiety that followed were caused by having to apply for jobs for the following year, having completed over 100 applications with only 6 interviews and losing out to other teachers with more experience that are internal candidates or are cheaper. The market is extremely competitive, there are too many teachers and not enough positions and once in a position you don't get guaranteed more than 12 months of work. On top of applying for and interviewing for jobs, which is a full time job by itself, I have to complete regular day to day duties as well as write reports which take up every spare moment on weekends and weeknights. Change the limit on contracts. Teaching contracts, especially graduate positions should go for a minimum of two years. Hire teachers with ongoing status allowing principals to put teachers on notice whom are not meeting standards.


Alan Baker Mildura (AEU received via VTHC) 

Education
on a rolling contract by Department of Education Victoria @ Sunnycliffs Primary School

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: true

Safe work: true

Predictable Roster: true

Bills ok: true

Legal Employment: true

Worksafe: true

Childcare: true

Accommodation ok: true

Could speak up: true

Could speak up: true

Leave: true

Future secure: false

Solution

Commit to the fifth and sixth years of Gonski funding. It would enable schools to offer ongoing positions without fearing a budget shortfall.

Story

 I was on a rolling contract more than a year ago. Not being able to plan confidently for the future. It meant a significant delay to us starting a family and I had to not tell the whole truth about my employment status when I approached the bank for a home loan. This happened at Sunnycliffs Primary School, Mildura when I was employed by Department of Education Victoria. This happened in the Education industry. Commit to the fifth and sixth years of Gonski funding. It would enable schools to offer ongoing positions without fearing a budget shortfall.


Anonymous Preston (AEU received via VTHC ) 

Food industry
a directly employed casual by Owner of business @ Pizza Restaurant

Pay and Conditions

Health and Safety

Personal Impact

Financial Security

Paid Fair: false

Safe work: true

Predictable Roster: true

Bills ok: false

Legal Employment: false

Worksafe: true

Childcare: true

Accommodation ok: false

Could speak up: false

Could speak up: true

Leave: true

Future secure: false

Solution

I would try to put in place laws that made employment arrangements more transparent with jail sentences for employers who exploited people. The current system allows employers to exploit casuals with no accountability. If the Taxation Department catches them out - they just declare themselves insolvent so they don't have to pay their creditors. They place all their assets under their wives' names or in trust funds so they come out of it almost unscathed. Fair Work Australia is underfunded and, therefore, not that effective. In some countries of the world, people can go to jail for bankruptcy.

Story

 Up until six months ago, my then 19-year-old daughter was employed at a local pizza shop in Preston for $15 per hour, cash in hand, on weekends - no penalty rates, no award wages. She could not complain as she would have lost her job. The same employer was employing a 24-year-old Italian woman on a working holiday visa for $10 per hour - she also could not complain. My daughter could not afford to live independently on what she was earning and relied heavily on our support. This happened at Pizza Restaurant, in Preston where she was employed by the Owner of business. This happened in the Food industry. I would like to see laws put in place that made employment arrangements more transparent with jail sentences for employers who exploited people. The current system allows employers to exploit casuals with no accountability. If the Taxation Department catches them out - they just declare themselves insolvent so they don't have to pay their creditors. They place all their assets under their wives' names or in trust funds so they come out of it almost unscathed. Fair Work Australia is underfunded and, therefore, not that effective. In some countries of the world, people can go to jail for bankruptcy. The irony is that this particular employer was under investigation by the ATO and so he set up a secret second till in order to disguise his earnings. My daughter and her fellow employees felt scared and terribly compromised by having to do this and subsequently quit. She still feels she can't talk about this experience because one of her close friends still works there and she does not want to create any problems.

Page last updated: 20 July 2016