The Executive Directive – Employment acknowledges Catholic Social Teaching begins with the dignity of the human person and promotes an understanding that work is for the common good and part of building up and glorifying creation.
The executive directive ensures consistent, fair and equitable employment practices throughout Catholic Education Western Australia Ltd (CEWA), in compliance with the provisions of the industrial instruments, employment agreements and other relevant legislation.
Sources of authority
- Catholic Education Commission Western Australia Stewardship Policy – Effective February 2021.
- Fair Work Act 2009
- Australian Human Rights Commission Act 1986 (Cth)
- Equal Opportunity Act 1984 (WA)
- Occupational Health & Safety Act WA
- Federal Discrimination Law, specifically the Australian Human Rights Commission Act 1986 (Cth)
- National Employment Standards
- Privacy Act 1988 (Cth)
- Working with Children (Criminal Record Checking) Act 2004 (WA)
- Working with Children (Criminal Record Checking) Regulations 2005 (WA)
- Teacher Registration Act 2012 (WA)
- The Roman Catholic Archbishop of Perth Non-Teaching Staff Enterprise Bargaining Agreement 2014
- The Roman Catholic Archbishop of Perth Teachers Enterprise Bargaining Agreement 2015
- Australian Tax Office – Salary Sacrifice
- Teacher Workloads Policy
- CEWA employment practices respect the dignity of the persons involved, in line with the objectives and ethos of Catholic education and the teachings of the Catholic Church.
- CEWA employment practices reflect child safety and wellbeing is a fundamental responsibility for everyone in Catholic Education.
- CEWA employment practices are equitable and respect diversity. They are fair and transparent whilst still observing confidentiality.
- CEWA ensures all staff gain an adequate understanding of Catholic faith, tradition and practice guided by the Accreditation Framework, as appropriate to their role.
- CEWA provides a safe, respectful environment for all staff free from all forms of bullying, harassment, victimisation, and discrimination.
- CEWA provide continuous quality performance management practices and professional development opportunities which support the commitment and diverse talents of employees, with the appropriate professional, respectful and procedurally fair management of underperformance and misconduct.
- CEWA ensures the exit, termination and separation of employees is managed efficiently and effectively.
- CEWA ensures confidentiality and privacy is adhered to at all times.
- Employment practices comply with the CEWA Workforce Strategy and individual workplace risk management planning, with appropriate consideration of organisational needs and strategic directions.
Employers must follow all employment practices:
- Recruitment, Selection, Induction and Onboarding Process
- Bullying, Unlawful Discrimination, Harassment and Victimisation Process
- Unsatisfactory Performance or Misconduct Process
- Performance Management and Development Process
- Separation and Termination Process