Frequently Asked Questions
Who is to be covered by EB10?
The employees to be covered include teachers, deputy principals, school officers, counsellors and services staff employed in Queensland Catholic schools.
The 23 Catholic school employers to be covered are:
- Catholic Education – Archdiocese of Brisbane
- Catholic Education – Diocese of Cairns
- Catholic Education – Diocese of Rockhampton
- Catholic Education – Diocese of Toowoomba
- Catholic Education – Diocese of Townsville
- Edmund Rice Education Australia Colleges Ltd (9 Colleges)
- Edmund Rice Education Australia Flexible Schools Ltd (12 centres)
- All Hallows’ School, Fortitude Valley
- Brigidine College, Indooroopilly
- Downlands College, Toowoomba
- lona College, Wynnum West
- Lourdes Hill College, Hawthorne
- Mount Alvernia College, Kedron
- Mt St Michael’s College, Ashgrove
- Padua College, Kedron
- St Patrick’s College, Townsville
- St Rita’s College, Clayfield
- St Ursula’s College, Yeppoon
- St Ursula’s College, Toowoomba
- Stuartholme School, Toowong
- Loreto College, Coorparoo
- Marist College, Ashgrove
- Villanova College, Coorparoo
Are all staff to be covered by the same agreement?
No. One agreement will cover relevant staff working in schools run by the five diocesans in Queensland.
Staff working in schools run by Religious Institutes or Public Juridic Persons will be covered under a similar but separate agreement.
How many staff will be covered by the EB?
More than 22,000 employees across Queensland’s 312 Catholic schools.
When will negotiations between employer and employee representatives take place?
The first negotiation meeting for EB10 took place on 29 November 2022 in which negotiation protocols were discussed and logs of claims were exchanged by the employers and the IEU-QNT.
Further scheduled meetings for 2023 are:
Thursday, 2 February
Tuesday, 21 February
Thursday, 16 March
Thursday, 20 April
Thursday, 11 May
Tuesday, 30 May
Tuesday, 20 June
What protocols govern the negotiations?
The EB10 negotiations are governed by a set of protocols agreed by representatives of Catholic school employers and the Independent Education Union – Queensland & Northern Territory Branch.
The protocols can be accessed on the Staff Updates section of this website.
What are the parties seeking in the EB10 negotiations?
At the first negotiation meeting on 29 November 2022 Catholic school employers and the IEU-QNT tabled their respective logs of claim for the negotiations. Those documents will be uploaded on the Staff Updates section of this website after the minutes of the first meeting are confirmed at the next meeting on 2 February 2023.
What happens to backpay if EB10 negotiations are not finalised by 30 June 2023?
As mentioned in EB10 Video Update #1, employers advised unions that if an in-principle agreement (IPA) on a total package is not reached by 30 June 2023 (i.e. the nominal expiry date of EB9), then the date for initial wage increases will be the 1st day of the month IPA is reached.
If IPA is reached by 30 June 2023, this means:
- non-teachers (such as school officers and service staff) will maintain an initial wage increase date of 1 May 2023
- teachers will maintain an initial wage increase date of 1 July 2023.
Employers also commit to maintaining the above dates if IPA on a total package is reached with the unions by 31 July 2023. That is, non-teachers will maintain 1 May 2023 and teachers will maintain 1 July 2023.
Backpay will be paid to these dates provided you are still employed at the time EB10 comes into legal operation (i.e. 7 days after approval by the Fair Work Commission, which employers are aiming to be obtained by the end of Term 3, 2023).
Employers will be taking all reasonable steps to reach IPA with the unions by 30 June 2023.
The above approach by employers is:
- the same approach taken by the Queensland Department of Education in its EB negotiations
- taken to discourage unnecessarily protracted negotiations.
When will the vote take place?
Employers are keen to give employees an opportunity to vote on proposed agreements as soon as possible. The aim is to have this occur by or soon after the nominal expiry dates of the current EB agreements (namely, 30 June 2023) – so early to mid Term 3, 2023.
Who can vote on the replacement agreements?
All staff who will be covered by the proposed agreements (whether a member of a union or not) will have the opportunity to vote on a proposed agreement at the conclusion of the negotiation process.
Voting will take place online and will be conducted independently by an external provider.