Human Resources

Part C - Employment Conditions - Remuneration

16.   Salaries and Salary Packaging

16.1   Employees shall be paid in accordance with the salaries contained in Schedule A – Salaries and Casual Rates of this Agreement.

16.2   Employees appointed to Level A, Schedule A – Salaries and Casual Rates, Table 1, who possess a PhD or are appointed as a course controller shall not receive a salary of less than Level A point 8. This subclause does not apply to casual employees.

16.3   Subject to subclause 16.2 of this Clause, employees will normally be appointed at the minimum salary for their level, provided that the Vice-Chancellor may approve a higher commencing salary.

16.4   Employees engaged on a casual basis shall be paid the rates contained in Table 2 of Schedule A – Salaries and Casual Rates.

16.5   Notwithstanding the salaries contained in Schedule A – Salaries and Casual Rates of the Agreement, the salary that would otherwise be applicable to an employee shall be reduced by such amount as is agreed between the employee and the University to the extent necessary to provide a package for the employee containing the reduced salary and packaged items.

16.6   Where the University and an employee enter into a Salary Packaging Agreement, by acting in accordance with the Salary Packaging Agreement, the University shall be taken to have satisfied its obligation under Schedule A – Salaries and Casual Rates of this Agreement.

16.7   Each employee who negotiates a salary package will be required to enter into a Salary Packaging Agreement with the University.

16.8   In respect of an employee who enters into a Salary Packaging Agreement, the salary rate as specified in Schedule A – Salaries and Casual Rates of this Agreement shall be used as the basis to calculate entitlements in respect of:

16.8.1   Leave loading;

16.8.2   Outstanding leave due upon termination of employment;

16.8.3   Redundancy payments;

16.8.4   Early retirement payments.

16.9   An employee shall continue to be paid in accordance with the terms of the Salary Packaging Agreement during any form of paid leave.

16.10   Any dispute in relation to the operation of this subclause will be resolved in accordance with Clause 44 – Dispute Settling Procedures, of this Agreement.

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17.   Salary Increases

17.1   This Agreement provides for a salary increase to be paid in instalments as set out below:

Increase Effective from beginning of
2.0% Administrative payment September 2013
$500 one-off payment
(pro-rata and excluding casuals)
The first full pay period after lodgement.
0.75% The first full pay period after lodgement.
3.0% September 2014
3.0% September 2015
3.25% September 2016

17.2   Revised salary rates are set out at Schedule A - Classification Salary and Schedule.

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18.   Payment of Salaries and Allowances

18.1   Salaries (including allowances) shall be paid fortnightly by direct electronic transfer to the credit of an account nominated by the employee at an Australian bank, building society or credit union, provided that where such form of payment is impractical or where some exceptional circumstances exist and with the approval of the Director, Human Resources, payment may be made by cheque.

18.2   The University is not required to produce and distribute hard copy payslips to employees who have been provided with instruction on how to access electronic payslips and have been granted access to electronic payslips.

18.3   In circumstances where an employee does not have access to electronic payslips arrangements may be made for receipt of a hard copy payslip.

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19.   Employee Funded Extra Leave

19.1   Deferred Salary Scheme

19.1.1   An employee may apply to work within the parameters of the Deferred Salary Scheme. There are three options available.

(a)   Completing 4 years continuous service paid at 80% of salary to be followed by 1 year’s leave paid at 80% of salary; or

(b)   Completing 4.5 years continuous service paid at 90% of salary followed by 6 months’ leave paid at 90% of salary; or

(c)   Completing 2 years continuous service paid at 80% of salary followed by 6 months’ leave paid at 80% of salary.

19.1.2   Employees are responsible for informing themselves of all implications of the Deferred Salary Scheme before entering into such an arrangement.

19.1.3   The period of leave taken in accordance with this Clause shall not constitute a break in service and shall count as service for all purposes. However the leave shall not count as service for salary increments.

19.1.4   An employee may elect to maintain superannuation contributions based on the full-time rate, or to alter contributions to the appropriate proportion of the new salary. An employee who elects to maintain contributions based on the full-time rate shall be responsible for paying the difference between the employer’s proportional contribution and the employer’s contribution based on the full-time rate.

19.1.5   An employee may withdraw in writing from the Deferred Salary Scheme prior to completing the required period of service, in which case a lump sum payment of salary foregone to that time will be made. The employee shall not be entitled to an equivalent absence from duty. Where it is no longer possible to offer the Deferred Salary Scheme under legislative requirements, the scheme will cease with effect from that date.

19.1.6   The following breaks in service will not be considered withdrawal from the Deferred Salary Scheme, they will be deemed to be non-participatory periods:

(a)   Secondments where the outside organisation pays; and/or

(b)   Leave without pay; and/or

(c)   Sick leave without pay greater than three months; and/or

(d)   Parental leave.

19.1.7   Periods of non-participatory service will delay the commencement of the leave year by the length of that non-participatory period. Employees will be paid their normal salary during non-participatory periods that attract payment from the University.

19.1.8   Periods deemed to be participatory include:

(a)   Approved leave while in receipt of Workers’ Compensation; and/or

(b)   Sick leave without pay less than or equal to 3 months with the salary adjusted accordingly in the final year (year's leave); and/or

(c)   Long Service Leave; and/or

(d)   Sick Leave with Pay; and/or

(e)   Annual Leave.

19.1.9   An employee may not work for the University during the period of leave provided under this Clause.

19.2   Purchased Leave Scheme

19.2.1   The employer and the employee may enter into an arrangement where the employee can purchase up to 8 weeks additional leave.

19.2.2   Where an employee enters into an agreement to purchase leave their salary will be reduced and spread over the 52 weeks of the year and receive the following amounts of additional purchased leave:

Number of paid weeks
(spread over 52 weeks)
Number of weeks’ purchased leave
44 weeks 8 weeks
45 weeks 7 weeks
46 weeks 6 weeks
47 weeks 5 weeks
48 weeks 4 weeks
49 weeks 3 weeks
50 weeks 2 weeks
51 weeks 1 week

19.2.3   Participation in the Purchased Leave Scheme is for a period of 12 months and is to be re negotiated annually (preferably at the beginning of the calendar year).

19.2.4   Purchased leave counts as service for all purposes.

19.2.5   All annual and purchased leave must be taken at mutually agreed times during the 12 month period, with the timing subject to approval. All leave bookings are to be booked and approved through the University Employee Self Service system. Where an employee has been unable to take purchased leave, the employee’s salary/wage shall be adjusted at the expiry of the 12 month period in which the leave was to be taken.

19.2.6   The employer will assess each application for purchased leave on its merits and give consideration to the personal circumstances of the employee seeking the arrangement as well as to operational requirements.

19.2.8   Payment to an employee proceeding on annual leave, in excess of the current year’s entitlement, or long service leave shall be calculated on a pro-rata basis having regard for any prior periods of full-time or part-time employment.

19.2.9   Personal leave or any other paid leave shall be paid at the reduced rate.

19.2.10   During the period an employee participates in the Purchased Leave Scheme, their superannuation contributions will reduce to the level based on their actual salary for that year. Provided that if the employee wishes to maintain superannuation contributions at a notional full-time rate, they will be responsible for making the necessary arrangements and for maintaining both the notional full-time rate for the employee’s and the employer’s contribution.

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20.   Superannuation

20.1   The University will continue to make Employer superannuation contributions to UniSuper for all current and new employees for the life of this Agreement, as follows:

20.1.1   A 17% employer superannuation contribution for full-time and part-time employees, in accordance with existing University of Western Australia eligibility provisions; or

20.1.2   A 17% employer superannuation contribution for fixed-term employees with continuous service of 2 years or more; or

20.1.3   The Superannuation Guarantee employer contribution for all other employees.

20.2   An employee may elect to forego the 3% employer superannuation contribution payable to the member’s UniSuper accumulation account and receive a 3% non-superannuable salary loading in lieu.

20.3   Provided that the UniSuper Trust Deed so allows during the life of this Agreement, employees who are members of the Defined Benefit Division (DBD) or Accumulation 2 Plan may elect to receive any other superannuation flexibility so allowed. Provided that the total remuneration provided under this clause shall be the amount specified at 20.1.

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21.   Incremental Progression

21.1   An employee shall proceed by annual increment from the minimum to the maximum of the salary range appropriate to the classification allocated to the position, subject to satisfactory performance.

21.2   Where matters of concern arise within 6 months of the due date of an increment payment may be deferred for the period necessary to allow 6 months between identification and payment.

21.3   Where matters of concern are satisfactorily resolved within the 6 months period then payment of the increment will be made retrospective.

21.4   In exceptional circumstances where it can be demonstrated to the Vice-Chancellor that an employee has performed in an exceptional, rather than competent manner in the performance of his/her duties, accelerated increments may be granted.

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22.   Annual Leave Loading

22.1   An employee, excluding a casual employee, will accrue an annual recreation leave loading equal to 17.5% of 4 weeks’ salary per calendar year.

22.2   The maximum amount of leave loading payable will be equal to the Australian Bureau of Statistics ‘Average Weekly Earnings’ for all males in the September quarter immediately preceding payment.

22.3   An employee who commences after 1 January in any year is entitled to a pro-rata annual leave loading for the period of service in that year.

22.4   Annual leave loading is paid in November or the first pay period in December of each year.

22.5   Where an employee ceases employment prior to the annual payment of leave loading, payment of pro-rata Annual Leave loading applies.

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23.   Fractional Salaries

23.1   An employee appointed on a fractional basis shall be paid that portion of a full-time salary as their fractional appointment bears to a full-time employee.

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24.   Overpayments

24.1   If an employee is paid for work not subsequently performed or is otherwise overpaid, the Employer will, after consultation with the employee, make adjustments to the employee's subsequent fortnightly salary payments.

24.2   Overpayments will be recovered at a rate agreed between the University and the employee. As a guide the minimum rate of repayments per pay period will normally be the rate at which it was overpaid or 10% of the employee's fortnightly salary which ever is the lesser. Provided that on application to the Director, Human Resources the amount of repayment may be varied for reasons of financial hardship.

24.3   Provided where an employee ceases employment, any overpayment will be recovered from any monies due at cessation. This does not preclude the University’s legal right to pursue recovery of any outstanding monies.

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