Date | 12 June 2024 |
Time | 12.00pm-4.00pm AEST (Syd/Melb/Bris time) |
Venue | Live Online with recording (recording access expires 12 July 2024) |
Pricing | $440 Price includes gst. |
Sector | Non-State Schools |
CPD | Addresses 7.2 of the Australian Professional Standards for Teachers |
Register
Program
12.00 LawSense Welcome
12.05 Chairperson’s Introduction
Belinda Reid, Head of Human Resources, Trinity Grammar School
12.10 Managing the New Right to Disconnect Laws
- Examining the new right to disconnect laws, including meaning of “working hours” and unreasonable refusal by an employee
- Understanding the implications for schools of the new laws, including implications with activities such as:
- parent-teacher interviews, parent contact after school
- camps and weekend work
- marking assignments, writing reports
- Exploring what changes you should consider in light of the new right to disconnect laws
School Employment Contracts and Arrangements: Navigating the Impacts of Law Changes and Updating, Selecting and Negotiating Optimal Arrangements
Staff Contracts/Arrangements in Schools
- Exploring the different types of contracts used in schools and understanding the interplay between awards, enterprise agreements and recent changes to laws
Navigating Challenging Scenarios and Interplay – Fixed-Term Contracts, Casuals, Awards
- Navigating challenges with fixed term contracts under the new Fair Work Legislation:
- where consecutive contracts are for different roles
- contracts for additional responsibilities or allowances
- contracts covering other positions including for maternity leave
- staff with multiple contracts, including a permanent contract with a fixed term for additional work/responsibility with monetary allowance or time release
- Exploring challenges with casuals:
- outlining recent law changes affecting the use of casuals in schools
- exploring how the use of casuals can be restricted by other workplace arrangements/agreements
- exploring use of casual contracts to help deal with the impacts of fixed-term contract restrictions
- Examining changes to other types of staff contracts that should be considered in the current environment
Flexible Work Arrangements in a Changed Environment
- Navigating rights, obligations and option in dealing with flexible work requests in the current environment
Ben Tallboys, Principal, Russell Kennedy Lawyers; Legal Consultant to Association of Heads of Independent Schools of Australia (AHISA)
1.30 Break
1.45 Recruitment and Probation: Navigating Rights and Obligations and Optimising a School’s Position
Recruitment – Allowable Questions and Investigation, Discrimination, Optimising Policies
- Examining key laws applying to the recruitment phase including privacy, discrimination and adverse action
- Understanding what questions you can ask and information you can gather to optimise recruitment and comply with legal obligations
- Meeting requests from unsuccessful candidates for information – what are you obliged to provide and navigating risks
Special Considerations with Senior Leader/Executive Recruitment
- Exploring best practice due diligence in recruiting senior staff/school executives
- Assessing values alignment between the school and executive
Probation
- Exploring the application of probation to different arrangements/contracts with staff
- Examining the application of probation where staff have already been in a role for some time, but change to a different role
- Dismissing staff during the probation period – navigating rights, obligations and risks, including where the successful candidate omitted relevant information
Tim Longwill, Partner, McCullough Robertson Lawyers
2.45 Break
2.55 School Restructuring in the Current Environment: Identifying and Managing Key Risks in Redeployment and Redundancy and Responding to Claims
- Examining key laws applying to restructuring, redeployment, and redundancy in schools
- Exploring steps in preparing for restructure to optimise the process
- Consultation – understanding when it is required and how it should be implemented
- Identifying key considerations in redeployment:
- when is redeployment necessary?
- Dealing with potential claims by staff:
- “genuine redundancy” and unfair dismissal
- adverse action claims
- complaints regarding selection for redundancy
Steven Troeth, Partner, Gadens
3.55 Chairperson’s Conclusion
4.00 Event Close
Presenters / panelists include: