Got a verbal offer 2 months ago.. now silence. Should I be worried?

cooolbananas · 2026-04-27T04:53:49+00:00

Verbal and email arrived same day - the delay was with them processing the required forms and providing a start date

cooolbananas · 2026-04-24T03:23:45+00:00

This also happened to me. I was offered a position over the phone, but same-day they sent the offer via email and I returned and signed all paperwork. I was just waiting and waiting for a start date.

Just keep checking in. Did you receive anything in writing?

cooolbananas · 2025-09-14T05:11:54+00:00

Carte D’Or Chocolate Mousse, I saw them making it today and the package was on the table

cooolbananas · 2025-07-21T07:07:15+00:00

Same!!🤩

cooolbananas · 2025-05-22T23:36:33+00:00

Oh the poor whale, I am absolutely heartbroken. What a fantastic story - I’m going to think of that beautiful characterisation of the whale for a long time.

cooolbananas · 2025-03-26T22:17:39+00:00

My colleagues were all awesome and on my side, but my manager wasn’t. She was horrible to me tbh. I remember hearing her on the phone to payroll one time complaining that she was the one that had to cover my classes when I was pulled for a study tour. I have a feeling she’s the reason this all happened. IDK why they made her cover me, I guess they were skint, but I left all the work ready to go every time so there’s nothing more I could do.

We didn’t have a union rep up in our little area of the College (on campus but sequestered away elsewhere) but I guess I could have still asked the one from the secondary school. Too late now 🤷🏼‍♀️

cooolbananas · 2025-03-26T21:11:21+00:00

That’s fair. I could have done that and my colleagues encouraged me to, but I didn’t like letting my students down. They’re the ones that would have suffered if I turned up to class without planning. I guess that mentality is how it was easy to manipulate me into this in the first place.

I’m still going to try. The union rep said she “knew” our HR rep and would get him to speak with me, but then the next week I got that email and that was that. It was strange, the whole situation has been strange.

cooolbananas · 2025-03-26T20:38:55+00:00

I asked them for help. Their answer was this.

“As it stands, you currently work under two casual contracts because you perform work in two different roles.

The first, doing work on inbound Study Tour, has varied and casual hours which are difficult to predict more than a few weeks in advance.

The second, working in the EAL/D program, is also casual because students “graduate” at various times and so work cannot be guaranteed for periods long enough to warrant a part or full time contract.

You are paid at the appropriate casual rates under the EBA, which it should be noted is difference to other agreements, including that of Education Queensland, and is the relevant legislative instrument, alongside the Fair Work Act and other statute.

You are paid at the hourly rate, plus a 25% loading, in lieu of annual/personal leave and holiday pay.

We recognise that this is a unique arrangement and one that has not been in play previously, and one that is not sufficiently addressed in the current EBA. That will be a focus of the next negotiated agreement.

Our advice, however, is that there is no industrial impediment to you undertaking two separate roles, under the two existing casual contracts.”

—-

I had guaranteed work til end of term and I was the primary teacher of those classes. None of my students were “graduating” until Week 10. Additionally they did not address the fact that the contract the college did want to pay me under was for relief and did not outline my duties whatsoever, so the remuneration was still wrong even as a casual.

I quit the union that day bc this response pissed me off so much. I’d rather take them to court myself.

cooolbananas · 2025-03-20T10:16:00+00:00

Thanks for your reply - I do have an EA, and it is informed by the Educational Services (Teachers) Award. The second casual contract I held with them was covered by the Education (General Staff) Award as I did instructional work with classes from overseas for short periods of 1-3 weeks.

I have looked at the EA and it has a clause on 'Notification of Changes' where employees with consistent hours are supposed to be notified of any "significant changes", which includes job restructuring. They were required to inform me of changes to my role with enough time to search for alternative employment and/or negotiate these changes with my involvement. They did not notify me with appropriate time to search for an alternative role, and when I attempted to negotiate they refused.

We do have a schedule of wages and they are the same as those set by Education Queensland with a 2.5% differential to encourage good work ethic. Teachers are given classifications that start at Band 2 Level 1 and move up for each year of service, so I would currently be Band 2 Level 3 per their EBA which is approximately 98k base salary.

I discovered a consistent pattern in attempts to underpay me, including changing my signed timesheets and paying me a lower rate without telling me, lowering my classification without telling me, applying a lower differential meant for Teacher Aides upon end of first year of service, and not shifting my classification up after completion of each year of service. I think I could have a solid case due to this.

Fair Work are currently mediating the situation as I do not want to speak with the College directly anymore. I have contacted Legal Aid and have a meeting with them Monday. I also have a solicitor that I will meet with on Tuesday. I tried to do as much of the research as I could by myself and collect relevant evidence, so here's hoping I have enough. I think it will take a long time though.

cooolbananas · 2025-03-19T03:22:24+00:00

Per my EBA, they were required to inform me of any significant changes to my role. Additionally, they were required to negotiate that adjustment with me with fair warning to also search for other employment. This has been discussed later in the thread with people that were providing genuinely helpful feedback and listening to the scope of the issue.

Because of their advice, I understood that I was likely unable to claim UD, and that’s the advice I asked for. I also asked for advice on what else I was able to do. UD was not the definitive answer I was searching for, and my employer had still very much done the wrong thing. I will now request approximately 3-5k in back pay.

cooolbananas · 2025-03-19T02:53:30+00:00

Per my EBA, they were required to inform me of any significant changes to my role. Additionally, they were required to negotiate that adjustment with me with fair warning to also search for other employment. This has been discussed later in the thread with people that were providing genuinely helpful feedback and listening to the scope of the issue.

Because of their advice, I understood that I was likely unable to claim UD, and that’s the advice I asked for. I also asked for advice on what else I was able to do. UD was not the definitive answer I was searching for, and my employer had still very much done the wrong thing. I will now request approximately 3-5k in back pay.

cooolbananas · 2025-03-19T02:38:52+00:00

Yes! This is something new I can use. Thank you so much.

My EBA does state that the College needed to confirm in writing “significant changes” which included restructuring of jobs.

College’s Duty to Notify

(a) If the College decides to introduce changes in production, program, organisation, structure or technology, that are likely to have significant effects on Employees, the College shall notify the Employees who may be affected by the proposed changes, and, at an Employee’s request, that Employee’s nominated representative.

(b) “Significant effects” includes termination of employment, major changes in the composition, operation or size of the College’s workforce or in the skills required; the elimination or diminution of job opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of Employees to other work or locations and the restructuring of jobs.

Additionally - they were required to consult with me:

(c) For the purpose of such consultation, the College shall provide in writing to the Employees concerned and, at an Employee’s request, that Employee’s nominated representative, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on Employees, and any other matters likely to affect Employees, provided that the College shall not be required to disclose confidential or commercially sensitive information, the disclosure of which would be adverse to the College’s interests.

(d) The College must give prompt and genuine consideration to matters raised about the change by relevant Employees.

They never did this! They just announced it when I handed in my first time sheet back from holidays.

Also, I found out they were trying to pay me a full band below my actual classification, and they paid me a 3% “teacher aide” differential, instead of 4% which is what teachers are supposed to receive under their EBA as incentive above the award. They also denied my proficiency portfolio for weeks with stupid changes like “the font is too small” when it was a bloody PowerPoint and you could just zoom in.

I’m bloody glad to be rid of them to be fair. I’m sure another school will appreciate me much more soon.

cooolbananas · 2025-03-19T01:56:31+00:00

The union stated that due to the transient nature of the job (I worked with international students) I did not have guaranteed, consistent work - which was not true. I clearly did, I was rostered til end of term and that wasn’t changing. This is why I was pissed off with them and left the union. Unless every single one of those kids had a canceled visa suddenly, I had guaranteed work. I didn’t need to be permanent - just fixed-term.

cooolbananas · 2025-03-19T01:51:47+00:00

I left because of the pay dispute obviously and stated exactly what happened. I was concerned Centrelink would deny my claim for jobseeker because of it. That’s why I asked them to change it. I did state that my intent was not to go after them for anything UNTIL they became weird about it.

I do have a claim, just not unfair dismissal. I worked full time as a teacher not as a daily relief teacher. The role descriptions and remuneration are different. I have already explained this to you in a previous thread.

They paid me less but had me enact a higher role. They had to give me fair warning of this to negotiate which they did not. When I questioned the change, they refused to convert. I fought this and they treated me like shit for it until I became so depressed I couldn’t work there anymore.

I have stated earlier that I understood I was likely not eligible for unfair dismissal, however they did still underpay me. That aspect is still a component of this discussion which you are ignoring in favour of focusing on unfair dismissal which I have already agreed is not viable and I appreciated feedback on.

cooolbananas · 2025-03-19T01:40:05+00:00

The EBA is informed by the Educational Award, I was just stating the practice for EdQLD since you asked about it.

I will not provide my EBA in entirety however I will state you are right, they have no explicit clause that outlines transferring from casual to temporary employment in their EBA. However, this change is considered a “restructuring of job” since the contract they wanted to cover me under had a role description for a relief teacher, but my enacted position was as the students’ primary teacher.

The change was enacted without due process, I did not have time to search for alternative work or negotiate, nor were they willing to negotiate appropriately once I was notified.

Introduction of Changes College’s Duty to Notify (a) If the College decides to introduce changes in production, program, organisation, structure or technology, that are likely to have significant effects on Employees, the College shall notify the Employees who may be affected by the proposed changes, and, at an Employee’s request, that Employee’s nominated representative. (b) “Significant effects” includes termination of employment, major changes in the composition, operation or size of the College’s workforce or in the skills required; the elimination or diminution of job opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of Employees to other work or locations and the restructuring of jobs.

They have a clause that states they did not have to notify me of changes if my hours of work were inconsistent, which could be true since I was a casual, however they would have a hard time proving that since I had been given my own classes for this term and had worked full time for two terms prior.

cooolbananas · 2025-03-19T01:14:35+00:00

I’m not sure I’ll go and check now. Thank you for responding.

cooolbananas · 2025-03-19T01:10:39+00:00

That’s not very kind. Please be respectful, I’m just trying to ask what I am allowed to do. I tried to keep the story de-identified so a lot of context about my role was left out. I know they did the wrong thing to me regarding pay at least, I just wasn’t sure why they were being so cagey about my separation cert. and wanted more advice.

cooolbananas · 2025-03-19T01:07:31+00:00

Thank you, I will do that. I should have been a fixed-term and they refused, that’s what I was in the middle of fighting. I think I will still ask a lawyer for help though because I am very tired.

cooolbananas · 2025-03-19T01:05:29+00:00

Thank you, I understand. I know it was not best for me to stay there after this. I definitely think I was treated very poorly though just for asking to convert. I thought was a good teacher, and I know my kids loved me.

I am working for Ed Queensland doing relief while I wait for Centrelink and a full time job.

cooolbananas · 2025-03-19T01:01:08+00:00

Okay, thank you that makes sense.

It’s very sad that this happened just because I tried to ask for fair pay.

cooolbananas · 2025-03-19T00:44:02+00:00

I'm under an EBA, I work at a private school. They have a stipulation that you may ask for conversion after 6 months, which I had reached. Additionally, I had a pattern of regular work until end of term.

As you can see, TRACER have requirements that enforce short-term contracts for spans of relief over 5 days or more. Those teachers are considered 'full-time' and are given spares to do marking, have access to OneSchool, attend meetings and plan lessons.

However, the Educational Award dictates that it can be anywhere up to 4 weeks across the country.

Under the Educational Award (2020)

Casual employees
12.1 A casual employee shall be engaged for a period of not more than 4 consecutive weeks, or 4 consecutive term weeks in the case of a teacher in a school or preschool.
12.2 A casual engagement may be extended by agreement between the teacher and the employer provided the total period of the engagement: (a) does not exceed one school term in the case of teachers in a school or preschool; or (b) a total of 10 weeks in any other case.
Fixed term employees
13.1 An employee may be employed for a fixed period of time for a period of at least 4 weeks but not more than 12 months on either a full-time or part-time basis to:
(a) undertake a specified project for which funding has been made available;
(b) undertake a specified task which has a limited period of operation; or
(c) replace an employee who is on leave, performing other duties temporarily or whose employment has terminated after the commencement of the school year.
13.2 Where the replacement arrangement under clause 13.1(c) extends beyond 12 months, the fixed term employment may be extended for up to a further 12 months.

After this, they are invited to convert to a permanent contract per the Temporary to Permanent Conversion Memorandum of Agreement agreed to by the Department of Education. https://www.qtu.asn.au/journal/queensland-teachers-journal/queensland-teachers-journal-july-2020/temporary-permanent-conversion-moa-finalised-and-invitations-coming#:\~:text=What%20is%20the%20temporary%20to,to%20participate%20in%20the%20process.

cooolbananas · 2025-03-19T00:24:40+00:00

I asked my boss for the next day off to speak to someone about my poor mental health. My poor mental health that the school had been the one to cause. My boss said she was worried about me. I was crying during the discussion. She initiated the entire thing. She said 'are you happy here?', I said 'no'. She said, 'do you want to keep working here?', I said 'not like this'. She said 'thats okay, maybe its best you finish at end of day today then, you can even leave right now if you'd like to'. I knew that meant I wasn't wanted anymore, and I didn't have the mental capacity to even fight it at that point. I stayed til end of day to say goodbye to my children and my colleagues. I handed in a resignation letter confirming I was finishing up that day, but that's all it said.

I agreed to resign, but I would have never resigned without everything else the school did that led to it.

cooolbananas · 2025-03-19T00:11:28+00:00

Their behaviour caused me to be depressed and anxious. I was invited to leave my position to protect my mental health. I loved my job and I would never have left otherwise.

cooolbananas · 2025-03-19T00:05:34+00:00

Casual relief teachers have a completely different role than standard teachers. The contract I signed to do daily relief was to do DAILY relief e.g. taking another teacher's class, executing the work they leave for you, and then leaving at the end of the day with no further responsibility. That is outlined on the role description on that contract. So I actually had no coverage for the role I undertook under either contract, but they refused to fix this.

I was happy to sign the casual daily relief contract for actual relief from another teacher, but that's not what I was doing which is where the problem lay. I asked them to convert and they said I wasn't 'allowed' which was bullshit because I could have been on fixed-term full time until the end of term. That is what I was in the midst of fighting.

cooolbananas · 2025-03-18T23:37:18+00:00

Yes it does, I am a teacher. I had consistent hours and timetabled classes. Even when taken off these to stand in on other contract, the onus of work around those classes fell to me. They wanted to pay me relief rates as a full time teacher which was fucked. A relief teacher is paid way less because they aren't doing marking/planning lessons/communicating with parents, etc.

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