Human Resources

Part C - Salaries and Additional Payments

16.   Salaries and Allowances

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

17.   Salary Packaging

17.1   Notwithstanding any other provision of this certified agreement, the salary that would otherwise be applicable to an employee under clause 16 and Schedule A 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/or superannuation and/or child care payments and/or car lease payments and/or any other items that may be agreed upon by the parties from time to time.

17.2   Where the University and an employee enter into a salary packaging agreement, the University shall be taken to have satisfied its obligation under clause 16 and Schedule A of this Agreement.

17.3   In respect of an employee who enters into a salary packaging agreement, the salary rate that would otherwise be applicable to the employee under clause 16 and Schedule A of this Agreement shall be used as the basis to calculate entitlements in respect of:

17.3.1   higher duties allowance;

17.3.2   leave loading;

17.3.3   outstanding leave due upon termination of employment;

17.3.4   redundancy/early retirement payments.

17.4   While an employee who has entered into a salary packaging agreement is on any form of paid leave during employment including for example annual leave and long service leave, the employee shall continue to be paid in accordance with the terms of the salary packaging agreement.

17.5   Any dispute in relation to the operation of this subclause will be resolved in accordance with Clause 40 – Dispute Settlement, of this Agreement.

17.6   The parties agree to vary this Agreement to the extent necessary to give effect to legislative changes associated with salary packaging.

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18.   Gender Pay Equity

18.1   The University is committed to the principle of pay equity and recognises the importance of collecting and collating data relating to staff employment and salaries to enable effective analysis of gender pay equity.

18.2   The University is also committed to ensuring an appropriate gender balance on its committees.

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19.   Payment of Salaries

19.1   Salaries 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 by agreement between the Vice-Chancellor and the Union, payment may be made by cheque.

19.2   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.

19.3   In circumstances where an employee does not have access to electronic payslips or it can be demonstrated that they cannot reasonably print a payslip confidentially arrangements may be made for receipt of a hard copy payslip.

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20.   Salary Increases

This Agreement provides for a minimum salary increase of 9.25% to be paid in instalments as set out below.

Increase Effective
3% Paid from 8 September 2014 as administrative pay rise
3% On 20 September 2015
3.25% On 18 September 2016

The table of actual salary increases is set out in Schedule A.

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21.   Professional Development Review

21.1   The University’s Performance Management Framework includes a Professional Development Review process.

21.2   Employees shall undertake an annual review with their supervisor or their nominee. The University will continue to consult with employees, their Union or their employee representative regarding the implementation of the Professional Development Review process.

21.3   Supervisors are required to receive relevant training in Professional Development Review prior to undertaking reviews of other employees.

21.4   Employees will be offered relevant training before undertaking their Professional Development Review.

21.5   The Professional Development Review process aims to assist all employees to perform at their optimum level and supervisors shall adopt a professional and constructive approach.

21.6   The Professional Development process will not be used for disciplinary purposes.

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22.   Incremental Progression

22.1   Subject to satisfactory performance an employee shall proceed by annual increments from the minimum to the maximum of the salary range appropriate to the classification allocated to the position occupied in accordance with the following procedures:

22.1.1   the employee’s supervisor shall discuss performance of duties not later than one month before an increment is due;

22.1.2   the employee’s supervisor, following discussion with the employee, shall submit an incremental report recommending either payment or deferral of the increment provided that where the employee’s supervisor fails to submit an incremental report the employee’s increment will proceed automatically;

22.1.3   where deferment of an increment is recommended the report shall detail the steps which have been undertaken to address unsatisfactory performance or behaviour in accordance with the University's procedures for handling unsatisfactory job performance and unsatisfactory job-related behaviour. The employee shall be informed by the supervisor of the reasons therefore and be entitled to reply in writing and to have the reply considered by the Director, Human Resources. The Director, Human Resources shall review the report and consult with the Director before determining whether the recommendation to withhold an increment will be approved. The Director and staff member will be informed of the decision by the Director, Human Resources;

22.1.4   in the event that an increment is deferred the supervisor shall counsel the employee and identify the steps the employee should take to improve their performance;

22.1.5   the decision to defer an increment shall be reviewed within a period not exceeding four (4) months of the date of deferral;

22.1.6   any subsequent approval for payment of an increment shall be effective from the date approval to proceed is granted. Thereafter, future annual increments shall become due on the original anniversary date.

22.2   Notwithstanding the provisions of subclause 22.1 of this clause the University may, in exceptional circumstances, advance an employee more than one increment, or grant a special increment or increments in the salary range appropriate to the classification allocated to the position the employee occupies.

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23.   Accelerated Increments

In exceptional circumstances or 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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24.   Higher Duties Allowance

24.1   An employee who is directed by the Director, or duly authorised senior employee, to act in an office which is classified higher than the employee's own office and who performs the full duties and accepts the full responsibilities of the higher office for a period of five consecutive working days or more, shall, subject to the provisions of this clause, be paid an allowance equal to the difference between the employee's own salary and the salary the employee would receive if the employee were permanently appointed to the office in which the employee is so directed to act.

24.2   Where the full duties of a higher office are temporarily performed by two or more employees they shall each be paid an allowance as determined by the Vice-Chancellor or nominee. Where an employee is directed to perform a portion of the duties and responsibilities of the position in which the employee is required to act then the allowance prescribed by this subclause shall be varied on a pro rata basis to the full allowance which would otherwise be payable.

24.3   Where an employee who has qualified for payment of a higher duties allowance under this clause is required to act in another office or other offices classified higher than the employee's own office for periods less than five consecutive working days without any break in acting service, the employee shall be paid a higher duties allowance for such periods: Provided that payment shall be made at the highest rate the employee has been paid during the employee's term of continuous acting or at the rate applicable to the office in which the employee is currently acting, whichever is the less.

24.4   Where an employee is directed to act in an office which has an incremental range of salaries the employee shall be entitled to receive an increase in higher duties allowance equivalent to the annual increment the employee would have received had the employee been permanently appointed to such office: Provided that acting service with allowances for acting in offices of the same classification or higher than the office during the eighteen months preceding the commencement of so acting shall aggregate as qualifying service towards such an increase in the allowance.

24.5   Where an employee who is in receipt of an allowance granted under this clause and has been so for a continuous period of twelve months or more, proceeds on:

24.5.1   a period of normal annual leave; or

24.5.2   a period of any other approved leave of absence of not more than one calendar month

the employee shall continue to receive the allowance for the period of leave: Provided that this subclause shall also apply to an employee who has been in receipt of an allowance for less than twelve months if during the employee's absence no other employee acts in the office in which the employee was acting immediately prior to proceeding on leave and the employee resumes in the office immediately after leave. For the purpose of this subclause the expression "normal annual leave" shall mean an annual period of recreation leave of four weeks (five weeks in the case of regular shift workers), and shall include any of the holidays, and leave in lieu accrued during the preceding twelve months taken in conjunction with such annual recreation leave.

24.6   Where an employee who is in receipt of an allowance granted under this clause proceeds on

24.6.1   a period of annual leave in excess of the normal; or

24.6.2   a period of any other approved leave of absence of more than one calendar month

24.6.3   the employee shall not be entitled to receive payment of such allowance for the whole or any part of the period of such leave.

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25.   Employees Eligible for a Supported Salary

An employee who because of the effects of disability is eligible for a supported wage should be treated in accordance with Schedule B – Employees Eligible for a Supported Salary.

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