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General Terms and Conditions of Employment (Relief Staff)

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Overview
  1. Rehoboth Christian College seeks to provide a learning environment in which all students are protected from harm and places the highest possible priority upon the safety and nurture of young people. The College expects all stakeholders to espouse this approach and to be aware of the Child Safe Framework.

Payment of Salary #

  1. Salary will be paid on a fortnightly (2 weeks) basis, on Thursdays. Pay advice slips will be provided to you in respect of each payment. Payment will be made into a bank account of your choice.

Superannuation #

  1. The Association for Christian Education (“ACE” or “the Association”) makes quarterly superannuation contributions for eligible employees to a fund nominated by the employee, under the Federal Superannuation Guarantee (Administration) Act 1992. The minimum level of superannuation contribution for employees is at the statutory rate.

Notice Periods #

  1. Relief Teachers shall be employed on a pro-rata basis and paid for the periods worked in relation to the number of periods in the particular school day. Where the period exceeds five consecutive days the notice shall be one day. Where the employment is for five consecutive days or less, the engagement shall be considered to be a specific period and notice shall not be required.
  2. The engagement of non-teaching casual staff shall be by the hour (with a minimum of two hours) and where the period exceeds five consecutive days the notice shall be one day. Where the employment is for five consecutive days or less the engagement shall be considered to be a specific period and notice shall not be required.
  3. ACE retains the right to dismiss summarily any teacher, employee, or casual employee for serious misconduct or failure to rectify any breach of the employment contract, where so notified by ACE, in which case salary shall be paid up to the time of dismissal only.

Leave #

  1. Under the Fair Work Act, casual employees are entitled to two (2) days of unpaid carer’s leave if they or a family member become ill, per occasion. An employee must give their employer reasonable evidence of the illness or unexpected emergency if their employer asks for it. This also applies to situations relating to coronavirus.
  2. Casual Employees other than Relief Teachers are entitled to two (2) days unpaid compassionate leave per occurrence.
  3. Employees, including casual employees, can take community service leave for certain activities such as: 
    1. voluntary emergency management activities
    2. jury duty (including attendance for jury selection).

Policies and Procedures #

  1. You are required to abide by all policies and procedures as set by the Association and as amended, varied or introduced from time to time.

Inability to Attend Work #

  1. If you are unable to attend work for whatever reason, it is required, except in the most exceptional circumstances that you give your supervisor or the Chief Financial Officer notice as soon as possible of your inability to attend work.

Drugs and Alcohol #

  1. ACE has a strict policy with respect to drugs and alcohol. It will constitute grounds for your summary dismissal for misconduct if you are found to be in possession of illegal drugs or have consumed any, or under the influence of, alcohol during working hours.

Smoking #

ACE operates a “No Smoking” policy on its premises.

Confidentiality #

  1. In the course of your employment with ACE you will receive and acquire confidential information, which is the property of ACE or which is protected under the Privacy Act.
  2. You shall during and after your employment with ACE take all reasonable steps to keep confidential all information which is disclosed to or obtained by you as a result of your employment with ACE.
  3. You shall not either during or after your employment with ACE, unless required by law:
    1. Disclose to any person confidential information relating to the business or affairs of ACE, its customers, students, and families, or associated businesses unless specifically authorised to do so by the Chief Executive Officer.
    2. Other than to the extent which is necessary to enable you to perform your duties:
      1. Make extracts from, copy or duplicate or use confidential information;
      2. Make adaptations of confidential information;
      3. Make any notes, pro-forma documents, working papers or memoranda relating to any matter within the scope of the business of ACE/the College or concerning any of its dealings or affairs. All and any such extracts, copies, duplicates, adaptations, notes, pro-forma documents, working papers or memoranda are to be returned to ACE prior to the termination of your employment with ACE.

Computer Software #

  1. ACE uses computer software under licence and that software may not be reproduced or copied by you in any way.
  2. You are to use all software only in accordance with applicable licence agreements and you must not misuse the software or related documentation including the making, acquisition or use of unauthorised copies of the software.

Return of Computer Property #

  1. Upon termination of your employment, you are required to deliver to the office all property including keys, equipment, mobile phones, books, documents, papers, materials and copies thereof which belong to ACE which may then be in your possession or under your control.

Restrictive Covenant #

  1. During the term of your employment with the Association and for a period of one year thereafter, you must not either as a sole practitioner, partner, manager, employee, director, unit holder, trustee, or by any other entity in which you may at any time have any direct or indirect interest:
    1. Induce or solicit any employee or agent of the Association or any of its schools/colleges or related companies to leave the employment or agency of the Association or such subsidiary or related company.
  2. At no time before or after the termination of your employment shall you do anything which may harm or prejudice the reputation or good name of the Association or any of its subsidiaries or related companies or their employees or say or do anything in relation to the employees or clients of the Association or any of its subsidiaries or related companies adverse or prejudicial to or inconsistent with the policies of management of the Association.

Use of Work Products #

  1. Except as specifically set forth in writing and signed by both the employee and ACE, ACE shall have all copyright and patent rights with respect to all materials developed by the employee in the employ of ACE during working hours; or time paid for by ACE or; using ACE’s resources. All such material so developed remains the sole property of ACE.
  2. Similarly, any material prepared for ACE by an external source which has been purchased or granted to ACE is the sole property of ACE unless stated otherwise.

Presentation #

  1. You should remember that to our clients, students, and families, you represent ACE. Therefore, at all times whilst on ACE premises, or attending functions or meetings away from ACE’s premises, it is expected that you will dress in business attire and conduct yourself in an appropriate manner.
  2. You are required to display at all times the highest integrity and leadership in the performance of your duties. Your loyalty, support, and commitment to ACE’s business, Christian ethos, and ethics must be evident at all times to your peers and fellow employees, ACE students, and families.

Grievance Procedure #

  1. ACE is committed to the ongoing task of creating an organisation that operates on Christian principles. One outworking of this will be a climate in which employees are encouraged to develop their skills and serve the Lord with energy and enthusiasm. While this is the aim, we recognise that it is inevitable that conflicts and grievances will arise from time to time.
  2. At any level an unresolved grievance is unhelpful and therefore resolving grievances is of benefit to ACE as well as the individual. An employee who wishes to resolve a grievance will do so according to the Staff Grievance Procedure model.

Special Conditions #

While employed by ACE, you are required to:

  1. Remain an active, committed, practising Christian and have an involvement with a Protestant Christian church.
  2. Lead a life which indicates commitment to the Protestant Christian faith as considered appropriate by the Board.
  3. On acceptance of these terms and conditions, and at any other times(s) as requested by the Board, provide a Department of Education Police Clearance, which is satisfactory tot he Board. The cost of providing these clearances shall be met by you.
  4. Maintain, uphold and develop the distinctive reformational Christian ethos of the school and Association.

Performance Appraisal #

ACE has a firm commitment to performance evaluation of its personnel, whatever their category and level, through the medium of a formalised system. The primary purpose of such evaluation is to assist personnel in professional development and in achieving the goals of the Association. It is envisaged that a performance evaluation will be undertaken each semester. The performance review will be conducted by such persons as the board may in its sole discretion decide.

Media Comment #

Employees are not permitted to make any comment whatsoever regarding the affairs of ACE, the College, any student or employee of ACE, or the Board, to any television, radio or other media journalist without prior approval from the Board.

Professional Development #

Employees will participate in in-service and other professional development activities where directed by the Board and, whether or not so directed, ensure that you participate in a minimum of thirty hours of such activities each year.

Where directed by the Board to undertake professional development, ACE will meet the reasonable costs incurred by the Employee.