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General Terms and Conditions of Employment

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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.
  2. These General Terms and Conditions form part of your contract of employment with the Association for Christian Education (ACE).

Christian Lifestyle #

  1. ACE holds to a reformed protestant tradition and its doctrine, beliefs, and teaching as explained in the Westminster Confession of Faith.
  2. ACE accepts the authority of Scripture – the Bible, comprising both the Old and New Testaments – and seek to be guided by it in every aspect of behaviour and conduct.
  3. The Bible and the Westminster Confession of Faith reflect the fundamental belief that Jesus Christ is the only Son of God and our only means of salvation from sin (Rom 5:8, Acts 4:11-12). God the Father has made Jesus King of kings and Lord of lords, which means that there is no authority higher than Him and that He has sovereignty over every aspect of our lives (Phil 2:5-11).
  4. An outworking of the truth that Christ is fundamentally central to everything is that for ACE, faith and the study of the Bible are not ‘add-ons’ in our schools. Simply adding faith to the learning mix denies the fundamental and integral nature of the faith and learning relationship. It is therefore imperative that as role models, the behaviour, conduct, and lifestyle of all staff members, for the duration of their employment, is of the highest standard and is consistent with the Bible and the Westminster Confession of Faith.
  5. While employed by ACE, you are required to:
    1. remain an active, committed, practising Christian and have an active involvement with a local Protestant Christian church, adhering to doctrine consistent with the Bible and  similar in interpretation to the Westminster Confession of Faith;
    2. maintain a firm personal belief consistent with the Bible and the Westminster Confession of Faith;
    3. lead a life which indicates commitment to principles, behaviours, conduct, and lifestyle consistent with the Bible, the Westminster Confession of Faith, and the Protestant Christian faith as considered appropriate by the Board.
  6. For the duration of your employment, you will maintain, uphold, and develop the distinctive reformed Christian ethos of ACE.
  7. You will complete the staff Declaration of Subscription on acceptance of these General Terms and Conditions and at any other time(s) as requested by the Board.
  8. On acceptance of these General Terms and Conditions, and at any other time(s) as requested by the Board, you will provide a Nationally Coordinated Criminal History Check obtained via the Department of Education which is satisfactory to the Board. The cost of providing these clearances shall be met by you.

Complaints and Grievances #

  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 Complaints and Grievances (Staff) Policy.

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.

Confidentiality #

  1. In the course of your employment with the Association you will receive and acquire confidential information which is the Association’s property or which is protected under the Privacy Act 1988.
  2. You shall during and after your employment with the Association take all reasonable steps to keep confidential all information which is disclosed to or obtained by you as a result of your employment.
  3. You shall not either during or after your employment with the Association, unless required by law disclose to any person confidential information relating to the business or affairs of the Association, its customers, students, and families, or associated businesses unless specifically authorised to do so by the Chief Executive Officer;
  4. You shall not either during or after your employment with ACE, other than to the extent which is necessary to enable you to perform your duties: make extracts from, copy or duplicate or use confidential information; make adaptations of confidential information; make any notes, proforma documents, working papers, or memoranda relating to any matter within the scope of the business of ACE or concerning any of its dealings or affairs. All and any such extracts, copies, duplicates, adaptations, notes, proforma documents, working papers, or memoranda are to be returned to ACE prior to the termination of your employment.

Drugs, Alcohol and Smoking #

  1. ACE maintains a strict ‘no drugs or alcohol’ policy.
  2. ACE maintains a strict ‘no smoking’ policy on all its premsies.
  3. It will constitute grounds for your summary dismissal for misconduct if you are found to be in possession or under the influence of illegal drugs or have consumed or are under the influence of alcohol during working hours.

Health and Right to Work #

  1. Any impairment that would interfere with your ability to perform the job for which you have been employed must be declared.
  2. Proof that you are legally entitled to be employed in Australia must be shown by providing an Australian passport, Australian citizenship certificate, or Permanent Residency visa.
  3. 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 Finance Manager notice as soon as possible of your inability to work.

Intellectual Property #

  1. Intellectual Property means the legal and moral rights that come into being with the creation of materials, resources, or other works and covers copyright, patents, trademarks etc. Examples of materials or resources created and developed by an employee that are classified as intellectual property included, but are not limited to:
    1. teaching aids, materials, or resources
    2. ACE-specific curriculum and Christian worldview content
    3. website and software development
    4. educational programs
    5. assessments, and 
    6. policies, plans, guidelines, work, research, and reports. 
  2. All Intellectual Property rights with respect to any materials created and developed by you during or after work hours for ACE or using the resources of ACE remain the sole property of ACE.
  3. You are required to protect and preserve the Intellectual Property rights of ACE and to not share any materials created or developed or receive any payment from a third party for such materials.
  4. The College demonstrates ownership of its Intellectual Property by:
    1. the inclusion of the College logo 
    2. a copyright statement (normally located in the footer of the document).
  5. Any materials or resources prepared for ACE by an external source which has been purchased or granted to ACE is the sole property of ACE unless stated otherwise.
  6. You must ensure that all Intellectual Property created for ACE adheres to the rights of others. 
  7. ACE cannot give away or assign its Intellectual Property without the approval of the Chief Executive Officer. 
  8. ACE Intellectual Property is not to be used for private purposes without obtaining written permission from the CEO. 

Interpersonal Relationships #

  1. Staff are expected to establish rapport with their colleagues, parents, students, and the broader College community.
  2. Communication to all stakeholders will be clear, respectful, and professional, conducted in a manner that models Christ-like behaviour and seeks a response in kind.
  3. Professional confidentiality regarding information that you are privy to will be maintained at all times.
  4. You will work to complement the various teams operating within the College.
  5. You will participate in staff social functions.

Jury Service #

  1. Attendance for jury service is paid without loss of earnings to the extent described by the Juries Act 1957.
  2. You should notify ACE as soon as possible of the dates required to attend jury service. You will be required to give ACE proof of attendance for the duration of such duties and the amount received for the jury service.

Leave (Annual) #

  1. Full-time and part-time employees are entitled each year to paid annual leave determined by the number of hours they are ordinarily required to work in a four week period. For administration and technical officers and general duties staff, a maximum total period of four weeks leave (twenty working days) may be accrued and taken on accrual. This leave is cumulative if not taken in the year in which it first accrues. ACE does not allow employees to carry forward more than two years annual leave accrual. Under law, staff are required to take annual leave and cash payment in lieu options are limited.
  2. Annual leave loading is not a minimum condition of employment. For those employees covered by a Collective Agreement, an allowance of 17.5%, calculated on a maximum of four weeks’ base salary, is added to the prorata leave entitlement.
  3. Administration and Technical Officers and General Duties Staff may take annual leave by agreement with the Chief Executive Officer or the Principal as appropriate, at any time during the year. As far as practicable the Chief Executive Officer or Principal will endeavour to accommodate your preference for taking leave.
  4. The Association Business Office closes during the Christmas period. This period will form a portion of annual leave for administration team staff.
  5. Except in the case of dismissal for serious misconduct or gross neglect of duty, where an employee’s services are terminated prior to the completion of any period of twelve months’ continuous service, staff shall be entitled to payment of prorata annual leave on termination. In the case of an employee who is summarily dismissed, prorata annual leave on termination is not payable.
  6. Casual employees are not entitled to this benefit.

Leave (Bereavement and Special) #

  1. All employees are entitled to up to two days paid bereavement leave on the death of a spouse, child or step child, parent or step parent, or any other person, who immediately before that person’s death, lived with the employee as a member of the employee’s family.
  2. If requested, reasonable proof of the death and the relationship between the employee and the deceased must be provided to the Association.
  3. With effect from 1 January 2013, an employee may apply for Special Leave in circumstances where no other arrangements can be reasonably made and the employee’s absence arises under pressing necessity. Such paid leave is granted at the discretion of the Principal or CEO, and will not usually be granted for periods in excess of three days.
  4. Casual employees are entitled to bereavement leave. They are not entitled to special leave.

Leave (Carer's) #

  1. Full-time and part-time employees are entitled to use their entire sick leave entitlement per year as carer’s leave when they are the primary caregiver for a member of their family or household who is ill or injured.
  2. Members of an employee’s family are not restricted to those who reside with the employee. Family members may include a parent, grandparent, adult child, or sibling. Carer’s leave is debited to the employee’s accrued sick leave.
  3. Carer’s leave does not accrue from year to year.
  4. Casual employees are not entitled to this benefit.

Leave (Long Service) #

Long Service Leave (LSL) is an entitlement provided for employees under the various Collective Workplace Agreements (CWAs) and in these General Terms and Conditions.

Teaching Staff

Employees are entitled to 1.25 weeks of paid LSL per year once eight years of continuous service have been achieved (where eight years is the ‘service period’) for the first service period with the Association, up to 31 December. For each subsequent period of eight years, staff shall be entitled to 1.86 weeks per year.

Non-Teaching Staff

With effect from 1 January 2013, Long Service Leave is accrued at the rate of 1.25 weeks per year. The service period is eight years. For each subsequent period of eight years, staff shall be entitled to 1.86 weeks per year.

All Staff
  1. Prorata LSL is paid if the employee resigns or is dismissed (except for misconduct) after seven years’ service.
  2. Employees are required to take their leave as soon as practical after the service period anniversary date, and every subsequent anniversary date, upon agreement with their supervisor. The full LSL entitlement provided under these General Terms and Conditions should be taken.
  3. LSL periods of less than ten weeks must be agreed to in writing by the CEO and LSL periods of less than one week will not generally be agreed to unless there is a compelling reason for such leave. Where the LSL is broken into more than one part, all of the leave due should be taken in a twelve month period.
  4. Staff are not entitled to take LSL before the service period anniversary date.
  5. The salary paid during the LSL period is calculated on the prorata hours worked throughout the service period and periods of leave without pay in excess of two weeks affect the calculation of the anniversary date.

Leave (Parental/Maternity) #

  1. In accordance with the Minimum Conditions of Employment Act 1993, you are entitled to parental leave after twelve months of continuous service. An employee who has completed twelve months service is entitled to 52 weeks unpaid parental leave following the birth or adoption of a child.
  2. Parents can share the leave as long as only one parent is taking leave at any one time, and the parent taking the leave is the primary caregiver of the child for that period of leave.
  3. An employee is also entitled to take one week of parental leave at the same time as their spouse immediately after the birth or adoption of a child. Such leave is debited to the accrued sick leave for that employee.
  4. A female employee is required to begin parental leave six weeks prior to her expected date of delivery unless she has a medical certificate stating that she is fit to continue to work. For operational reasons, the Principal or CEO may direct that an employee proceed on maternity leave six weeks before the expected delivery date.
  5. On return to work you will be recommence in the position you held in a permanent capacity immediately before starting parental leave. If this position is not available you will be placed in a position that you are both qualified for and capable of performing and that is most comparable in status and pay to the former position.
  6. Six weeks’ notice is required of any intention to return to work for all employees except teachers, from whom one term’s notice is required.
  7. The Association also pays a maternity allowance equivalent to six weeks’ pay to female employees after two years continuous service.
  8. Casual employees are not entitled to this benefit.

Leave (Sick) #

  1. Full-time and part-time employees are entitled to a maximum of 12.5 days sick leave per year, which accrues weekly on a prorata basis in accordance with hours worked.
  2. Sick leave entitlements are cumulative from year to year. Where the accrued sick leave is insufficient, leave without pay will be granted.
  3. Sick leave is not to be used for employees entitled to Workers’ Compensation or where the injury or illness is the result of the employee’s own misconduct.
  4. Medical evidence in support of personal illness leave may be requested by the College. You may not be paid for any absence where you cannot produce a medical certificate so requested.
  5. Casual employees are not entitled to this benefit.

Leave (Without Pay) #

  1. Employees are entitled to apply for leave without pay for a maximum period of twelve months.
  2. The discretion for granting leave without pay in excess of two weeks remains with the CEO.
  3. Your supervisor may approve periods of less than two weeks at their discretion.

Media Comment #

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

Notice Periods #

  1. Unless you are employed in a casual, temporary position, or a teaching position, either party is required to give seven school term weeks’ notice to the other party to terminate their employment.
  2. In the case of the termination of the service of a teacher, a minimum of seven school term weeks notice by either party is required to take effect from the close of College business at the end of the school term. The maximum notice period required is one school term.
  3. Failure to give the required notice shall make that party liable to forfeiture of or payment to the other party of an amount equivalent to seven weeks’ pay or an amount equivalent to that period of notice not given or served.
  4. The notice period requirements may be waived in whole or in part by mutual agreement.
  5. The contract of service of a temporary employee shall be terminable at any time by either party giving not less than one weeks’ notice, except in the case of continuous service exceeding one year, where the notice period of seven weeks is required.
  6. The engagement of relief teachers shall be by the day or half day 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.
  7. 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.
  8. The Association retains the right to dismiss summarily any teacher, employee, or casual employee for serious misconduct or failure to rectify any breach of their employment contract, where so notified by the Association, in which case salary shall be paid up to the time of dismissal only.

Payment of Salary #

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

Performance Evaluation #

  1. ACE has a firm commitment to performance evaluation and the ongoing development of its staff, whatever their category and level, through the medium of a formalised system. The primary purpose of such evaluation is to assist in your professional development and in achieving the goals of ACE.
  2. Performance will usually be measured using specific position responsibilities. It is envisaged that a performance evaluation will be undertaken annually. The performance review will be conducted by such persons as the Board may in its sole discretion decide.

Policies and Procedures #

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.

Presentation and Dress #

  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 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, students and families.

Professional Development #

  1. You will endeavour to keep up to date in areas associated with the various roles at Rehoboth, whether they be in the teaching or non-teaching domains of College life.
  2. You will participate in the evaluation schemes that operate within the College.
  3. You will attend in-service and other nominated professional development activities (such as those provided by the National Institute for Christian Education) as directed by ACE and, whether or not so directed, ensure that you participate in a minimum of thirty hours of such activities each year.
  4. You will avail yourself of the specific professional development days which are made available to you in an area of need or interest.
  5. Where directed by ACE to undertake professional development, ACE will meet the reasonable costs  that you incur.
  6. You will contribute to the professional development of other staff by sharing knowledge, ideas, and resources, and by being prepared to invite others to observe their practice.

Public Holidays #

  1. You are entitled to those public holidays that are declared in the Western Australian Government Gazette as applying in this State generally.
  2. You will receive no additional payment for work carried out on any public holiday on which you are required to work but you may take time in lieu, with the agreement of your supervisor.

Restrictive Covenant #

  1. During the term of your employment with ACE 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 induce or solicit any employee or agent of ACE or any of its schools/colleges or related companies to leave the employment or agency of ACE 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 ACE or any of its subsidiaries or related companies or their employees or say or do anything in relation to the employees or clients of ACE or any of its subsidiaries or related companies adverse or prejudicial to or inconsistent with the policies of management of ACE.

Return of Company Property #

Upon termination of your employment with ACE 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 be in your possession or under your control.

Superannuation #

  1. The Association for Christian Education (‘the Association’) makes monthly superannuation contributions for eligible employees under the Federal Superannuation Guarantee (Administration) Act 1992
  2. Contributions will be made into a fund of your choice.
  3. The minimum level of superannuation contribution for employees is at the statutory rate.

WWCC and NCCHC #

  1. All staff are responsible for providing a valid Working with Children Check (WWCC). This must be obtained from an Australia Post outlet, from the Business Office, or online.
  2. All staff are responsible for providing a valid Nationally Coordinated Criminal History Check (NCCHC) which must be obtain via the Western Australian Department of Education. The NCCHC is to be no more than three months old at the time of appointment.