Christian Community Ministries Ltd, (CCM) has sent employees a proposed new enterprise agreement, intended to replace the current agreement, when it expires on 31 December 2026. They are asking employees to vote on their proposed agreement by an electronic ballot from Wednesday 16 September to Friday 18 September.
We encourage you to review the documents from your employer and consider whether this agreement, if endorsed, will meet you and your colleagues’ needs over the next four years. While there have been some positive outcomes, significant issues remain unresolved, particularly around workloads, staffing support, and remuneration.
Please review our summary of this agreement and discuss it with your colleagues.
If you have any questions, or would like to provide feedback, please contact your IEU organiser. You can find your Organiser on MyIEU.
IEU summary of the proposed agreement: Christian Community Ministries (CCM) Enterprise Agreement 2027
The employer has now provided its response to the employee log of claims. This briefing summarises the key outcomes for members.
Key improvements for Employees
- Paid maternity leave increased to 14 weeks for employees at the Lakes Christian College and Rivers Christian College. No change for employees at Brindabella Christian College.
- Paid paternity leave increased to 10 days at the Lakes Christian College and Rivers Christian College.
- Discretionary leave extended to all eligible employees.
- Optional annualised pay for General staff engaged as term – time only employees.
- Three salary increments within each General Staff classification level.
- 28-day timeframe for classification review requests with retrospective pay where approved.
- Removal of provisions allowing classification downgrades after review.
- Level 4 progression pathway for Teacher Aides.
- Removal of junior rates for employees aged 18 to 20 years.
- Right to Disconnect clause to be included.
- Clarification of HAT and Lead Teacher pathways.
- Stronger meal break provisions for teachers.
- Location loading made permanent for Brindabella increased to 5% for both Brindabella and the Lakes.
- Staff fee discounts to be introduced through policy.
- Proposed reduction of General Staff and Educator hours from 76 to 75 hours per fortnight with no loss of pay. This will also provide an uplift to part-time hourly rates.
Claims rejected by CCM
- Three-year Agreement term.
- Increased teacher non-contact time and additional time during reporting periods.
- Limits on meetings through Agreement provisions.
- Teacher classification arrangements and wages to be reflective of the State in which the school operates.
- Three-week mid-year holiday break.
- Maximum class sizes and full-time relief teacher positions.
- Five weeks annual leave for General Staff.
- Improved long service leave.
- Reproductive health leave.
- Personal leave cash-out and donation arrangements.
- Increased study leave and incentives.
- CPI-linked wage increases.
- Superannuation above the statutory minimum.
- Reduced teacher salary progression steps.
- Increased PAR allowances and camp allowances.
- Mandatory consultation committees.
- Housing assistance, EAP and gym membership provisions.
Union’s Assessment
CCM has accepted several claims relating to leave, classification progression and employment flexibility.
However, it has largely rejected claims aimed at reducing workload, improving staffing levels and delivering stronger remuneration outcomes as well as claims for local consultative committees.
The proposed Agreement sees many of the General Staff at Brindabella who were employed before CCM’s accusation of the School in May 2025 come under the coverage of the CCM Agreement for the first time. As CCM are moving these employees into a new classification and wages structure, the remuneration increases for many of these employees is minimal over the term of the Agreement. Information as to the specific increases for these employees can be found in the link provided in the Explanatory Notes provided to you on 8 September by CCM.
Educators working in Childcare services at Brindabella, will be eligible to the ACT Statutory Long Service Leave portability scheme. However, this will see a reduced rate of accrual of long service leave from 1.3 weeks to 0.867 per year of service. General Staff at Brindabella who were employed before CCM’s accusation of the School in May 2025, will also lose access to a post 10-year service accrual rate of 2 weeks per year, as a 1.3-week accrual cap is applied.
It should also be noted that as there have not been any changes to Teacher Classifications and progression arrangements, the length of time taken for a teacher to reach the top salary bands is longer than that applying in other schools in both NSW and the ACT, resulting in a salary lag for teachers during their progression as a proficient teacher.
If you have questions or concerns, please contact your IEU organiser. You can find your Organiser on MyIEU.
