Common use of Staff Mobility Clause in Contracts

Staff Mobility. ‌ 4.27.1 This clause applies only to the Dioceses of Rockhampton, Toowoomba and Townsville To enhance the mobility of teaching staff throughout the diocese, the following working arrangements will apply: (a) each graduate primary teacher is offered employment (fixed-term or continuing) on the basis that: (i) the first two (2) years of employment will be, subject to suitable vacancies, in a more focussed regional area; (ii) after two (2) years’ service, the staff member agrees to a transfer to a remote area for a further two (2) year period; The employer will supply a schedule of remote schools; (iii) such a determination will take into consideration the family commitments of the teacher; (iv) at the completion of the second two (2) year period, the staff member may seek to relocate to a centre[s] nominated by the employee (subject to suitable vacancies existing). (b) teachers relocating in terms of (a) above will be allowed reasonable expenses for personal travel and transportation of furniture and personal effects to the new centre subject to the following: (i) the actual costs to be met by the employer will be negotiated between the teacher and the employer; (ii) reasonable expenses will include transportation of the personal effects of the employee and the employee’s family and travel for the employee and the employee’s family; and (iii) the actual mechanism of payment to the employee will be determined by the employer. (c) recognition of remote area service (i) a graduate primary teacher who undertakes service in a remote area in any of the Diocese of Rockhampton, Toowoomba or Townsville will have such service acknowledged should the teacher be employed by another Diocese as detailed in subclause 1; and (ii) any remote area service completed by a teacher as detailed in paragraph (c) (i) will count towards the teacher’s two (2) year period of service in a remote area with the new Diocesan employer. 4.27.2 This clause applies only to the Diocese of Cairns To enhance the professional development of graduate primary teachers in their initial years of teaching in the Diocese, the following working arrangements will apply: (a) each graduate primary teacher is offered employment (fixed-term or continuing) on the basis that: (i) initial employment will be, subject to suitable vacancies, in a more focused regional area; (ii) after a period of up to three (3) years’ service, the staff member, in consultation with the Principal and the Catholic Education Office Staffing Officer, agrees to relocate to another school for a further two (2) year period; (iii) such a determination will take into consideration family commitments of the teacher; (iv) at the completion of the second two (2) year period, the staff member may seek to relocate to a centre[s] nominated by the employee (subject to suitable vacancies existing). (b) teachers relocating in terms of (a) above will be allowed reasonable expenses for personal travel and transportation of furniture and personal effects to the new centre, subject to the following: (i) the actual costs to be met by the employer will be negotiated between teacher and employer; (ii) reasonable expenses will include transportation of the personal effects of the employee and the employee’s family and travel for the employee and the employee’s family; (iii) the actual mechanism of payment to the employee will be determined by the employer.

Staff Mobility. ‌ 4.27.1 7.16.1 This clause applies only to the Dioceses of Rockhampton, Toowoomba and Townsville To enhance the mobility of teaching staff throughout the diocese, the following working arrangements will shall apply: (a) each graduate primary teacher is offered employment (fixed-term or continuing) on the basis that: (i) the first two (2) years of employment will shall be, subject to suitable vacancies, in a more focussed regional area; (ii) after two (2) years’ service, the staff member agrees to a transfer to a remote area for a further two (2) year period; The employer employing authority will supply a schedule of remote schools; (iii) such a determination will shall take into consideration the family commitments of the teacher; (iv) at the completion of the second two (2) year period, the staff member may seek to relocate to a centre[s] nominated by the employee (subject to suitable vacancies existing). (b) teachers relocating in terms of (a) above will shall be allowed reasonable expenses for personal travel and transportation of furniture and personal effects to the new centre subject to the following: (i) the actual costs to be met by the employer will employing authority shall be negotiated between the teacher and the employeremploying authority; (ii) reasonable expenses will shall include transportation of the personal effects of the employee and the employee’s family and travel for the employee and the employee’s family; and (iii) the actual mechanism of payment to the employee will shall be determined by the employeremploying authority. (c) recognition of remote area service (i) a graduate primary teacher who undertakes service in a remote area in any of the Diocese of Rockhampton, Toowoomba or Townsville will shall have such service acknowledged should the teacher be employed by another Diocese as detailed in subclause 17.16.1; and (ii) any remote area service completed by a teacher as detailed in paragraph 7.16.1 (c) (i) will shall count towards the teacher’s two (2) year period of service in a remote area with the new Diocesan employer. 4.27.2 7.16.2 This clause applies only to the Diocese of Cairns To enhance the professional development of graduate primary teachers in their initial years of teaching in the Diocese, the following working arrangements will apply: (a) each graduate primary teacher is offered employment (fixed-term or continuing) on the basis that: (i) initial employment will shall be, subject to suitable vacancies, in a more focused regional area; (ii) after a period of up to three (3) years’ service, the staff member, in consultation with the Principal principal and the Catholic Education Office Staffing Officer, agrees to relocate to another school for a further two (2) year period; (iii) such a determination will shall take into consideration family commitments of the teacher; (iv) at the completion of the second two (2) year period, the staff member may seek to relocate to a centre[s] nominated by the employee (subject to suitable vacancies existing). (b) teachers relocating in terms of (a) above will shall be allowed reasonable expenses for personal travel and transportation of furniture and personal effects to the new centre, subject to the following: (i) the actual costs to be met by the employer will employing authority shall be negotiated between teacher and employeremploying authority; (ii) reasonable expenses will shall include transportation of the personal effects of the employee and the employee’s family and travel for the employee and the employee’s family; (iii) the actual mechanism of payment to the employee will shall be determined by the employeremploying authority.

Staff Mobility. ‌ 4.27.1 This clause applies only to the Dioceses of Rockhampton, Toowoomba and Townsville To enhance the mobility of teaching staff throughout the diocese, the following working arrangements will apply: (a) each graduate primary teacher is offered employment (fixed-term or continuing) on the basis that: (i) the first two (2) years of employment will be, subject to suitable vacancies, in a more focussed regional area; (ii) after two (2) years’ service, the staff member agrees to a transfer to a remote area for a further two (2) year period; The employer will supply a schedule of remote schools; (iii) such a determination will take into consideration the family commitments of the teacher; (iv) at the completion of the second two (2) year period, the staff member may seek to relocate to a centre[s] nominated by the employee (subject to suitable vacancies existing). (b) teachers relocating in terms of (a) above will be allowed reasonable expenses for personal travel and transportation of furniture and personal effects to the new centre subject to the following: (i) the actual costs to be met by the employer will be negotiated between the teacher and the employer; (ii) reasonable expenses will include transportation of the personal effects of the employee and the employee’s family and travel for the employee and the employee’s family; and (iii) the actual mechanism of payment to the employee will be determined by the employer. (c) recognition of remote area service (i) a graduate primary teacher who undertakes service in a remote area in any of the Diocese of Rockhampton, Toowoomba or Townsville will have such service acknowledged should the teacher be employed by another Diocese as detailed in subclause 1; and (ii) any remote area service completed by a teacher as detailed in paragraph (c) (i) will count towards the teacher’s two (2) year period of service in a remote area with the new Diocesan employer. 4.27.2 This clause applies only to the Diocese of Cairns To enhance the professional development of graduate primary teachers in their initial years of teaching in the Diocese, the following working arrangements will apply: (a) each graduate primary teacher is offered employment (fixed-term or continuing) on the basis that: (i) initial employment will be, subject to suitable vacancies, in a more focused regional area; (ii) after a period of up to three (3) years’ service, the staff member, in consultation with the Principal and the Catholic Education Office Staffing Officer, agrees to relocate to another school for a further two (2) year period; (iii) such a determination will take into consideration family commitments of the teacher; (iv) at the completion of the second two (2) year period, the staff member may seek to relocate to a centre[s] nominated by the employee (subject to suitable vacancies existing). (b) teachers relocating in terms of (a) above will be allowed reasonable expenses for personal travel and transportation of furniture and personal effects to the new centre, subject to the following: (i) the actual costs to be met by the employer will be negotiated between teacher and employer; (ii) reasonable expenses will include transportation of the personal effects of the employee and the employee’s family and travel for the employee and the employee’s family; (iii) the actual mechanism of payment to the employee will be determined by the employer.

Staff Mobility. ‌ 4.27.1 7.13.1 This clause applies only to the Dioceses of Rockhampton, Toowoomba and Townsville Townsville. To enhance the mobility of teaching staff throughout the diocese, the following working arrangements will shall apply: (a) each graduate primary teacher is offered employment (fixed-term or continuing) on the basis that: (i) the first two (2) years of employment will shall be, subject to suitable vacancies, in a more focussed regional area; (ii) after two (2) years’ service, the staff member agrees to a transfer to a remote area for a further two (2) year period; The employer employing authority will supply a schedule of remote schools; (iii) such a determination will shall take into consideration the family commitments of the teacher; (iv) at the completion of the second two (2) year period, the staff member may seek to relocate to a centre[s] nominated by the employee (subject to suitable vacancies existing). (b) teachers relocating in terms of (a) above will shall be allowed reasonable expenses for personal travel and transportation of furniture and personal effects to the new centre subject to the following: (i) the actual costs to be met by the employer will employing authority shall be negotiated between the teacher and the employeremploying authority; (ii) reasonable expenses will shall include transportation of the personal effects of the employee and the employee’s family and travel for the employee and the employee’s family; and (iii) the actual mechanism of payment to the employee will shall be determined by the employeremploying authority. (c) recognition of remote area service (i) a graduate primary teacher who undertakes service in a remote area in any of the Diocese of Rockhampton, Toowoomba or Townsville will shall have such service acknowledged should the teacher be employed by another Diocese as detailed in subclause 17.13.1; and (ii) any remote area service completed by a teacher as detailed in paragraph 7.13.1 (c) (i) will shall count towards the teacher’s two (2) year period of service in a remote area with the new Diocesan employer. 4.27.2 7.13.2 This clause applies only to the Diocese of Cairns Cairns. To enhance the professional development of graduate primary teachers in their initial years of teaching in the Diocese, the following working arrangements will apply: (a) each graduate primary teacher is offered employment (fixed-term or continuing) on the basis that: (i) initial employment will shall be, subject to suitable vacancies, in a more focused regional area; (ii) after a period of up to three (3) years’ service, the staff member, in consultation with the Principal principal and the Catholic Education Office Staffing Officer, agrees to relocate to another school for a further two (2) year period; (iii) such a determination will shall take into consideration family commitments of the teacher; (iv) at the completion of the second two (2) year period, the staff member may seek to relocate to a centre[s] nominated by the employee (subject to suitable vacancies existing). (b) teachers relocating in terms of (a) above will shall be allowed reasonable expenses for personal travel and transportation of furniture and personal effects to the new centre, subject to the following: (i) the actual costs to be met by the employer will employing authority shall be negotiated between teacher and employeremploying authority; (ii) reasonable expenses will shall include transportation of the personal effects of the employee and the employee’s family and travel for the employee and the employee’s family; (iii) the actual mechanism of payment to the employee will shall be determined by the employeremploying authority.