29 November 2019

The Australian Catholic Bishops Conference is seeking applications for the position of Executive Secretary to the Bishops Commission for Evangelisation, Laity and Ministry and the Bishops Commission for Relations with Aboriginal and Torres Strait Islander Peoples.

This full-time position is based in Canberra at the Offices of the General Secretariat.

This is a high-level position whose primary objective is to provide executive support to the nominated Bishops Commissions and their councils to assist them to nationally address issues related to the mandates for those Commissions.  This includes advising on and leading consultation with stakeholders, developing and maintaining effective working relationships with agencies of the Australian Catholic Bishops Conference, managing the budgets of the nominated Commissions and running meetings of the nominated Commissions and their councils, developing and distributing agendas and minutes and keeping track of proposed action items.

The successful applicant will have a tertiary qualification or equivalent expertise in Catholic theology or a related discipline; a demonstrated commitment to the mission of the Catholic Church; strong awareness and understanding of the issues affecting the participation of the faithful in the life of the Church and an understanding of the political, social and moral issues concerning life in Australian society as well as proven experience in undertaking projects and managing budgets.

Download a copy of the Position Description  Executive Secretary

Applications must include a covering letter addressing the “knowledge, skills & experience” requirements found in the position description as well as a current résumé and the contact details of three referees. Referees will only be contacted once an applicant is shortlisted.

Letters of application are to be addressed to the Employment Relations Advisor and emailed to This email address is being protected from spambots. You need JavaScript enabled to view it.

Applications close at 5pm Friday 20 December 2019.

1 October 2018

From 1 October 2018 “regular” casual employees who are covered by a Modern Award will have the right request their employer to have their casual employment converted to full-time or part-time employment

A regular casual employee is defined as a casual employee who has worked a set regular pattern of hours on an ongoing basis with the employer for the previous 12 months, and could expect to continue to perform as a full-time or part-time worker.


The entitlement applies to regular casual workers who have worked full-time hours over the preceding 12 months and to casual workers who have worked less than full-time hours over the preceding 12 months.


A regular casual employee who has worked full-time hours or part-time hours during the preceding 12 month period may request their employment to be converted to full-time employment or part-time employment respectively.

There is no obligation on a casual employee to convert to full-time to part time employment and there is no requirement for an employer to require a regular casual employee to convert their employment.

Requesting conversion to full-time or part-time employment

The request must be made in writing and provided to the employer and the employer may agree to or refuse the request.  If the employer agrees to the request, the employer must state in writing the type of employment that the casual employment is being converted to, the pattern of hours to be worked in the case of part-time employment and the date when the conversion will take effect.

Refusal of a request for conversion may only be made on reasonable grounds and after consultation with the employee.  Reasonable grounds for refusal include:

  • Significant changes to the casual employee’s hours to accommodate the request (i.e. the employee is not truly a regular casual)
  • The employer knows or can forsee that:
    • the regular casual employee’s position will cease to exist within the next 12 months; or
    • the regular casual employee’s hours of work will be significantly reduced in the next 12 months; or
    • there will be a significant change in the days and/or times at which the employee’s hours of work are required to be performed in the next 12 months which cannot be accommodated within the days and/or hours during which the employee is available to work.

The employer must provide the regular casual employee with reasons for refusal in writing within 21 days of the request being made.

A casual employee who has converted to full-time or part-time employment can only revert back to casual employment with the written agreement of the employer. 

What employers must do:

  • Modern Awards require employers to provide all casual employees who are covered by an Award, whether or not they are a regular casual employee, with a copy of the casual conversion clause in the applicable award within 12 months of their first engagement of work.
  • For casual employees who are already employed as of 1 October 2018, the employer must provide the casual employee with a copy of the casual conversion clause by 1 January 2019.

1 July 2018

From 1 July 2018: 

  • National Minimum Wage will increase by 3.5% from $694.90 per 38 hour week (or $18.29 per hour) to $719.20 per 38 hour week (or $18.93 per hour).

The national minimum wage applies to employees who aren’t covered by an award or agreement.

  • Pay rates in modern awards will increase by 3.5%. These increases will take effect in all awards from the first full pay period on or after 1 July 2018.

The increase in pay rate applies to employees whose employment is covered by a modern award and whose minimum pay rates are governed by that award.  Employers who pay award rates must check the relevant award to ensure that they are paying their employees according to the award. 

If you’re not sure which award applies to you, check the List of awards on the Fair Work Australia website

  • The “high income threshold” in unfair dismissal cases will increase to $145,400.

Employees who earn more than the high income threshold and who are not covered by a modern award or enterprise agreement are not able to access the unfair dismissal provisions in the Fair Work Act.

In calculating whether an employee’s earnings are above the high income thresholds, the following must be included:

  • Wages
  • Money that is paid on their behalf (e.g. superannuation top ups or salary sacrifice)
  • The agreed value of non-monetary benefits (e.g. laptop or mobile phone)
  • Compensation limit for unfair dismissal claims will increase to $72,700
  • The filing fee for dismissals, general protections and anti-bullying applications made under the Fair Work Act will increase to $71.90


What employers should do

If you pay award wages to your employees, check the applicable awards to ensure that they are being paid correctly.

To assist with this, the Fair Work Commission has prepared five facts sheets which cover:

  • Aged care industry
  • Clerical industry
  • General retail industry
  • Hair and beauty industry
  • Hospitality industry

The fact sheets relate to 5 different industries and provide examples of how the increase will be implemented in those awards. They are available from the Minimum wage increases for 2018 page on the Commission’s website.

4 June 2018

On 1 June 2018 the Fair Work Commission awarded a 3.5% increase to the National Minimum Wage, lifting the minimum weekly wage from $694.90 to $719.20/week or $18.93/hr.  This represents an increase of $24.30/week.

The C10 rate in the manufacturing award will increase by $28.30/week to $837.60/week.

The minimum wages in Modern Awards will also be increased by 3.5% rounded to the nearest 10 cents. 

These increases will come into effect from 1 July 2018.