19.1 Salaries (including allowances) shall be paid fortnightly by direct electronic transfer to the credit of an account nominated by the employee at such bank, building society or credit union approved by the Vice-Chancellor or nominee. Provided that where such form of payment is impractical or where some exceptional circumstances exist, payment may be made by cheque.
19.2 Payment of any allowance prescribed by this Agreement shall be effected no later than the second pay day following the pay period in which payment of the allowance was approved.
19.3 A fortnight’s salary shall be computed by dividing the annual salary by 313 and multiplying the result by 12.
19.4 The hourly rate shall be computed as one seventy-fifth of the fortnight’s salary.
19.5 Salary Payments
19.5.1 All employees of The University of Western Australia shall be paid no less than the minimum rate prescribed for the appropriate classification level of their position.
19.5.3 Training shall be defined as a tertiary or post-secondary qualification relevant to the position of Director.
19.5.4 An employee under the age of 21 years shall be paid a percentage of the rate applicable to an adult employee as follows:
|Age||% of adult rate|
|At or under 16 years of age||50|
|At 17 years of age||60|
|At 18 years of age||75|
|At 19 years of age||85|
|At 20 years of age||95|
20.1 Notwithstanding any other provision of this agreement, the salary that would otherwise be applicable to an employee under Clause 18.1 – Date of Increment and Schedule A – Classification Salary and Structure 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.
20.2 For an agreement about salary packaging to be valid, it must be in the form of the document entitled “Salary Packaging Agreement” which is available from Human Resource Services.
20.3 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 Clause 19.5 – Salary Payments and Schedule A – Classification Salary and Structure of this Agreement.
20.4 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 19.5 – Salary Payments and Schedule A – Classification Salary and Structure of this Agreement shall be used as the basis to calculate entitlements in respect of:
20.5 Whilst 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.
20.6 The parties agree to vary this Agreement to the extent necessary to give effect to legislative changes associated with salary packaging.
20.7 The provisions of this clause do not apply to casual employees.
An employee who, because of the effects of disability, is eligible for a supported wage, shall be treated in accordance with Schedule B – Employees Eligible for a Supported Wage of this Agreement.
22.1 This Agreement provides for salary increases to be paid in instalments as set out below.
22.3 An additional one-off payment of $500 will be paid to each full-time employee and a proportionate amount paid to part-time employees for signing on to the new agreement.
23.1 All work performed by direction of the Manager before the normal starting time or after the normal finishing time on any working day, Monday to Friday inclusive, or on a Saturday, Sunday or holiday, shall be classed as overtime and, subject to the provisions of this clause, shall be paid out to the employee or compensated by time off in lieu as provided by subclause 23.3.
23.2 No claim for time off in lieu under the provisions of this clause shall be allowed in respect of any day on which the additional time worked amounts to less than 15 minutes in any one instance, provided that an employee shall not be directed to work overtime less than 15 minutes.
23.3 Accrued time off in lieu or payment for hours worked as overtime shall be compensated as follows:
1.5 hours for each of the first two hours accrued;
2.0 hours for each hour thereafter.
23.3.1 The Manager and the employee shall make a decision with regard to whether excess hours shall be paid or taken as TOIL on a case-by-case basis and with due consideration for the ongoing work requirements of the position. Hours paid as overtime shall not accrue as TOIL.
23.4 Employees who attend meetings held at the Centre outside of ordinary working hours will be compensated as follows:
1.5 hours for each of the first two hours accrued;
2.0 hours for each hour thereafter.
23.4.1 Employees will not be eligible to receive double TOIL for attendance at staff meetings/in services at the Centre on days off. Meetings and courses which are held outside the Centre will be paid for by the University, however employees will not be eligible to claim overtime or TOIL for attendance.
23.4.2 Social functions, such as the end of year Christmas celebration, can not be claimed as overtime or accrued as TOIL.
23.5 Where an employee requests and the Manager agrees, time may be accrued and taken as time off in lieu on an hour for hour basis.
23.6 An employee engaged in the position of Director shall not be eligible to claim for TOIL or receive payment for overtime but shall be allowed time off equivalent to the period of overtime worked.
23.7 Employees shall not accrue hours in excess of 7.5 without the approval of the Manager.
23.8 Time off in lieu shall be accrued and cleared within a period of three months.
23.9 The time of taking time off in lieu shall be arranged between the employee and the Manager.
23.10 Where accrued time in lieu cannot be taken within a three month cycle because of circumstances in Child Care Services payment shall be made at overtime rates for time worked.
23.11 An employee who works overtime for two hours or more and who purchases a meal shall be reimbursed for each meal purchased at the following rates:
A meal allowance shall not be paid when Child Care Services provides a meal.
24.1 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:
24.1.1 a 17% employer superannuation contribution for full-time and part-time employees , in accordance with existing University of Western Australia eligibility provisions; or
24.1.2 the Superannuation Guarantee employer contribution for fixed term employees with a contract term less than 2 years or casual employees whose wages are $450 or more per calendar month, as varied by the federal government from time to time; or
24.1.3 a 3% Award based employer contribution for other casual employees, in accordance with existing indexed eligibility provisions (currently 6 months earnings/hours worked criteria).
24.2 An employee may elect to forgo the 3% employer superannuation contribution to the Award Plus Plan and receive a 3% non-superannuable salary loading in lieu.
24.3 Provided that the UniSuper Trust Deed so allows during the life of this Agreement, employees who are members of the Defined Benefit Plan (DBP) or Investment Choice Plan (ICP) 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 24.1.
25.1 If an employee is paid for work not subsequently performed or is otherwise overpaid, the University will, after consultation with the employee, make adjustments to the employee's subsequent fortnightly salary payments.
25.2 Overpayments will be recovered at a rate agreed between the University and the employee. The rate shall not be less than the rate at which it was overpaid or 10% of the employee’s fortnightly salary, whichever is the lesser amount per pay period. Provided that on application to the Director Human Resources the amount of repayment may be varied for reasons of financial hardship.
25.3 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.