Common use of Retention of Existing Fair Minded Practices Clause in Contracts

Retention of Existing Fair Minded Practices. 1.11.1 The following statements of principles, rights and responsibilities are affirmed. The statements reflect some of the elements of Church social teaching and are sourced from Church in the Workplace (QCEC, 2006). The list is not exhaustive. (a) Employment in a Catholic school is a ministry of service to promote the development of community through quality teaching, sound administration and effective support services. (b) The holistic development of students is the fundamental focus within Catholic schools. (c) Respect for human dignity requires that working conditions be such as to protect the health and well being of workers and to recognise their obligations to their family and the wider community. (d) Employees accept the responsibility to fulfil their role with integrity and professional competence. (e) Employees have the fundamental freedom and right to choose to become a member of a union and to choose to be represented by that union to protect their legitimate interests and concerns. (f) Negotiations between employers and employees and their representatives should be transparent and accountable to the respective parties and the wider community and be conducted in a spirit of respect and with fidelity to the values of justice and reconciliation. (g) Employees have the right to collectively bargain. (h) Employees have the right to reject an AWA. (i) Employees have a right to participate in significant workplace consultation on matters relating to their employment. They have the responsibility to work cooperatively with each other and their employers for the wellbeing of the students. (j) Employees have the right to have reasonable access to union officers in the workplace. (k) Employees have the right to access an independent third party, to resolve any matters of dispute relating to their employment. (l) Employees and employers have the right to take lawful, reasonable and responsible industrial action in support of their negotiations relating to their employment.

Retention of Existing Fair Minded Practices. 1.11.1 1.11.1. The following statements of principles, rights and responsibilities are affirmed. The statements reflect some of the elements of Church social teaching and are sourced from Church in the Workplace (QCEC, 2006). The list is not exhaustive.: (a) Employment employment in a Catholic school is a ministry of service to promote the development of community through quality teaching, sound administration and effective support services.; (b) The the holistic development of students is the fundamental focus within Catholic schools.; (c) Respect respect for human dignity requires that working conditions be such as to protect the health and well being wellbeing of workers and to recognise their obligations to their family and the wider community.; (d) Employees employees accept the responsibility to fulfil their role with integrity and professional competence.; (e) Employees employees have the fundamental freedom and right to choose to become a member of a union and to choose to be represented by that union to protect their legitimate interests and concerns.; (f) Negotiations negotiations between employers the Employer and employees and their representatives should be transparent and accountable to the respective parties and the wider community and be conducted in a spirit of respect and with fidelity to the values of justice and reconciliation.; (g) Employees employees have the right to collectively bargain.; (h) Employees have the right to reject an AWA. (i) Employees employees have a right to participate in significant workplace consultation on matters relating to their employment. They have the responsibility to work cooperatively with each other and their employers the Employer for the wellbeing of the students.; (ji) Employees employees have the right to have reasonable access to union officers in the workplace.; (kj) Employees employees have the right to access an independent third party, to resolve any matters of dispute relating to their employment.; and (lk) Employees employees and employers the Employer have the right to take lawful, reasonable and responsible industrial action in support of their negotiations relating to their employment.

Retention of Existing Fair Minded Practices. 1.11.1 The following statements of principles, rights and responsibilities are affirmed. The statements reflect some of the elements of Church social teaching and are sourced from Church in the Workplace (QCEC, 2006). The list is not exhaustive. (a) Employment in a Catholic school is a ministry of service to promote the development of community through quality teaching, sound administration and effective support services. (b) The holistic development of students is the fundamental focus within Catholic schools. (c) Respect for human dignity requires that working conditions be such as to protect the health and well being wellbeing of workers and to recognise their obligations to their family and the wider community. (d) Employees Principals accept the responsibility to fulfil their role with integrity and professional competence. (e) Employees Principals have the fundamental freedom and right to choose to become a member of a union and to choose to be represented by that union to protect their legitimate interests and concerns. (f) Negotiations between employers and employees principals and their representatives should be transparent and accountable to the respective parties and the wider community and be conducted in a spirit of respect and with fidelity to the values of justice and reconciliation. (g) Employees Principals have the right to collectively bargain. (h) Employees Principals have the right to reject an AWA. (i) Employees Principals have a right to participate in significant workplace consultation on matters relating to their employment. They have the responsibility to work cooperatively with each other and their employers for the wellbeing of the students. (j) Employees Principals have the right to have reasonable access to union officers in the workplace. (k) Employees Principals have the right to access an independent third party, to resolve any matters of dispute relating to their employment. (l) Employees Principals and employers have the right to take lawful, reasonable and responsible industrial action in support of their negotiations relating to their employment.