AEU ACT Branch CIT teaching staff log of claims, August 2025 #
View log of claims
Claim outcomes tracker #
Nation leading pay
| Claim description | Outcome | Details |
| Ensure that CIT Educators are the highest paid TAFE educators in the country. | 15.10.25 outlined the AEU’s pay-related claims, including matching or exceeding whole-of-government offers and maintaining Australia’s best-paid status. | |
| Salary increases must ensure AEU members see real-terms wage growth every year of the agreement. | 15.10.25 outlined the AEU’s pay-related claims | |
| Continue working towards pay-parity with teachers in ACT public schools. | 5.10.25 discussed working towards pay parity with ACT public school teachers. | |
| Ensure no financial disadvantage to educators moving from ACT public schools into CIT | 15.10.25 outlined the AEU’s pay-related claims |
Value, recognise, and remunerate expertise
| Claim description | Outcome | Details |
| Pay rates/allowances should be at least comparable, if not better than, the relevant industry standard. | 15.10.25 outlined the AEU’s pay-related claims | |
| Streamline processes for accessing paid time to maintain industry currency | 15.10.25 AEU proposed defining industry currency activities in the agreement, introducing a minimum entitlement, and streamlining the approvals process. | |
| Streamline process for accessing paid time for professional development | 15.10.25 AEU proposed streamlining the process for accessing professional development funds and hours, defining covered activities, and ensuring PD time is not used out of hours. | |
| Aim to have managers (HoDs and College Directors) working in their area of expertise, or if that’s not practicable, ensure managers undertake professional learning to develop relevant skills and understandings | Discussed at meeting 10.9.25 | |
| Ensure mandatory backfilling of staff on long-term leave | Discussed at meeting 10.9.25 | |
| Improve processes for engagement of casual educators and ensure pay rates genuinely reflect the amount of work to be undertaken | 15.10.25 AEU discussed the challenges of engaging casual educators and proposed clarifying their rights, including the ability to decline offers of work and seek reasonable adjustments. |
Improve workload
| Claim description | Outcome | Details |
| Provide student free days (one per term) for quality, educator-led collaboration, planning and preparation (that count towards teaching load/annualised hours) | 15.10.25 discussed introducing one student-free day per term for planning and collaboration, emphasizing that the program should be educator-led with director support. | |
| Continue the workload piloting provisions | 24.9.25 – AEU advocated for retaining the workload pilot provisions and revising overtime payment practices ensure timely recognition and fair calculation of direct teaching activity and associated reductions. | |
| Reassess the Direct Teaching Activity (720 hours) provisions in relation to: Timely payment of overtime, Sustainable and collaborative management of workload throughout the year, Defining what counts towards hours and what work attracts a reduction of those hours | Waiting on more information from CIT re: reformation of annualised teaching hours. Expecting to discuss at meeting 5.11.25 | |
| Clarify paid non-attendance, and who it applies to | Discussed at meeting 10.9.25 | |
| Adequate admin, technical, IT, and student support for departments, HoDs and College Directors | Discussed at meeting 10.9.25 | |
| Paid time for sub-branch representatives to perform their duties as an elected representative | Discussed at meeting 10.9.25 |
Ensure a psychologically and physically safe workplace
| Claim description | Outcome | Details |
| Provide physical, technical and human resources to promote safety | Discussed at meeting 10.9.25 | |
| Provide training that supports educators to support students safely (e.g. training around occupational violence and supporting students with additional needs) | Discussed at meeting 10.9.25 | |
| Clarify job descriptions for Educators, EDS, HoDs and College Directors | Discussed at meeting 10.9.25 |
Yurauna Centre-specific conditions
| Claim description | Outcome | Details |
| The working conditions of staff at the Yurauna Centre are unique amongst employees at CIT and require special employment conditions that reflect the nature of their work. Amend the agreement to recognise these unique conditions. | 24.9.25 – Members from the Yurauna Centre described the unique workload, cultural load, and psychosocial pressures faced by Yurauna Centre staff, emphasizing the lack of recognition and compensation for cultural work, community obligations, and training delivery. The discussion highlighted the need for clearer proposals addressing cultural load, non-teaching activity, cultural safety, psychosocial safety, and salary sacrifice options. |
CIT’s claims #
The following claims have been proposed by CIT
| Claim description | Outcome | Details |
| Amalgamate General and Teaching Staff Enterprise Agreements | Discussed at meeting 10.9.25 | |
| Reforming annualised teaching hours | ||
| Allowing sessional and seasonal employment on a permanent basis | 24.9.25 – discussed proposals to allow sessional employees to be engaged permanently, adapting to Fair Work Act changes, and clarifying definitions and arrangements for casual and sessional employment. | |
| Aligning qualification requirements with the RTO standards | 24.9.25 – CIT proposed updating the qualifications clause to align with RTO standards, allowing individuals with secondary school qualifications and assessor skill sets to teach and assess without supervision. | |
| Aligning casual employment conditions with new Fair Work Act requirements |