AEU ACT Branch CIT teaching staff log of claims, August 2025 #
View log of claims
Claim outcomes tracker #
26.2.26 – We are currently working with CIT on drafting new and amended clauses for the enterprise agreement, but there has not yet been formal agreement of any claims.
Nation leading pay
| Claim description | Outcome | Details |
| Ensure that CIT Educators are the highest paid TAFE educators in the country. | 5.10.25 outlined the AEU’s pay-related claims, including matching or exceeding whole-of-government offers and maintaining Australia’s best-paid status. 5.11.25 CIT claims ACT are already highest paid | |
| 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 5.11.25 CIT asserted they cannot offer above the ACT WhOG pay offer | |
| Continue working towards pay-parity with teachers in ACT public schools. | 5.10.25 discussed working towards pay parity with ACT public school teachers. 5.11.25 CIT asserted they cannot offer above the ACT WhOG pay offer | |
| Ensure no financial disadvantage to educators moving from ACT public schools into CIT | 15.10.25 outlined the AEU’s pay-related claims 5.11.25 CIT asserted they cannot offer above the ACT WhOG pay offer |
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 5.11.25 CIT asserted they cannot offer above the ACT WhOG pay offer | |
| 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. 5.11.25 CIT opposed to inclusion in EA, but open to improving guidance and collaboration 26.11.25 CIT proposed amendments to streamline processes for industry currency and professional development | |
| 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. 5.11.25 CIT opposed to inclusion in EA, but open to improving guidance and collaboration 26.11.25 CIT proposed amendments to streamline processes for industry currency and professional development | |
| 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 5.11.25 CIT opposed to inclusion in EA, but plans to address via capability frameworks and role profiles | |
| Ensure mandatory backfilling of staff on long-term leave | Discussed at meeting 10.9.25 5.11.25 CIT opposed to inclusion in EA, but agreed to updating policy/guidance | |
| 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. 5.11.25 CIT believes current EA covers pay for all work; education may be needed for compliance 26.11.25 CIT provided update on casual workforce data. |
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. 5.11.25 CIT opposed to adding these days to the EA, but open to local planning and collaboration 26.11.25 discussed the intent behind the claim for student free days. Further member feedback will be sought to clarify expectations | |
| 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. 5.11.25 irrelevant if CIT’s reforms are accepted | |
| 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 5.11.25 CIT provided details on their proposed reforms 26.11.25 Discussed CIT proposal and AEU member feedback. Further meetings will be dedicated to discuss details and transition processes. | |
| Clarify paid non-attendance, and who it applies to | Discussed at meeting 10.9.25 5.11.25 CIT opposed to PNA for staff who get flextime. PNA included in CIT’s teaching hours proposal. 26.11.25 Discussed further work to clarify and refine this clause. | |
| Adequate admin, technical, IT, and student support for departments, HoDs and College Directors | Discussed at meeting 10.9.25 5.11.25 CIT proposed strengthening policy, rather than inclusion in EA | |
| Paid time for sub-branch representatives to perform their duties as an elected representative | Discussed at meeting 10.9.25 5.11.25 CIT initially opposed to inclusion in EA, but are open to further discussion 26.11.25 AEU advocated for a more rigorous consultative mechanism to address workplace issues and ensure effective implementation of entitlements. Click here to see more detail on our counter-proposal. |
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 5.11.25 CIT proposed strengthening policy, rather than inclusion in EA | |
| 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 5.11.25 CIT committed to consultation on providing training, but did not agree to inclusion in EA | |
| Clarify job descriptions for Educators, EDS, HoDs and College Directors | Discussed at meeting 10.9.25 5.11.25 CIT opposed to inclusion in EA, but plans to address via capability frameworks and role profiles 26.11.25 CIT plans to reform job families and profiles as part of the VET Blueprint project, with a commitment to consult with the union and ensure broad workforce involvement. |
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. 5.11.25 pending further input. Teaching hours reform may impact this. |
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 | 5.11.25 CIT described proposed reforms to teaching and working hours 26.11.25 Discussed CIT proposal and AEU member feedback. Further meetings will be dedicated to discuss details and transition processes. | |
| 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. 5.11.25 – CIT proposed re-drafting of relevant clauses | |
| 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. 5.11.25 – CIT proposed re-drafting of relevant clauses 26.11.25 CIT proposed aligning the qualifications clause with the RTO Standards Credential Policy. Some discussion of appropriate terminology. | |
| Aligning casual employment conditions with new Fair Work Act requirements |