24. Rates of pay
24.1 The rates of pay applicable to each approved
classification in the department over the life of this Agreement are set out in
Appendix 1.
Rate of pay – casual
(temporary) Parliamentary Educators
24.2 Employees engaged on a casual (temporary) basis to
work as Parliamentary Educators in the Parliamentary Education Office will be
paid at the second salary point in the range applicable to the Australian
Parliamentary Service Level 6 classification.
24.3 The salary advancement provisions, as outlined
in clause 26, do not apply to casual (temporary) Parliamentary Educators.
Payment of loading –
sessional and casual (temporary) employees
24.4 Sessional and casual (temporary) employees will
be paid a loading equal to 20% of their salary in lieu of public holidays and
all paid leave entitlements, except long service leave. This loading will be
paid for all duty performed, excluding overtime.
Salary on commencement
or promotion
24.5 Subject to clause 24.6, where an employee
is engaged, or is promoted, the salary payable will be at the minimum point of
the applicable salary range that is in effect at the date of commencement or
promotion (as set out in Appendix 1).
24.6 The Clerk, having regard to the experience,
qualifications and skills of an employee, may authorise payment of salary above
the minimum point in the applicable salary range.
24.7 Where an ongoing Australian Parliamentary Service
or Australian Public Service employee moves to the department from another department
or agency (on an ongoing or temporary basis) and the employee, prior to the
move, is on a salary point which does not exist in the department’s salary
structure, the Clerk may authorise payment at:
(a) the next highest salary point within the
classification; or
(b) a point higher than the maximum salary point of the
classification.
24.8 Where the Clerk authorises payment at a point
higher than the maximum salary point, the employee will remain on the authorised
salary point until such time as salary increases in the department overtake
that salary point. Once this occurs, the employee will, subject to an
“effective or better” performance assessment, be paid the next highest salary
point in the applicable classification.
24.9 Where, at the time of engagement, an employee’s
salary is set at an incorrect salary point, the Clerk may authorise the payment
of the employee’s salary at the correct salary point from the date at which the
correct salary should have been paid.
Salary on temporary
assignment to higher classification
24.10 The Clerk may temporarily assign an employee
duties at a higher classification. The first two weeks of any temporary
assignment will not be paid at the higher classification. However, where the
employee has completed a temporary assignment in the same or similar position
within the previous 12 months, and that period was for two weeks or
more, payment will be made at the higher classification for the full period of
the new temporary assignment providing the period is for one week or more.
24.11 The Clerk may approve payment of a salary above
the minimum point in the salary range for the higher classification for the
period of the temporary assignment if the employee has satisfactorily performed
significant periods of duty at the higher classification within the previous two years.
24.12 An employee who is required to temporarily perform
work at the Senior Executive Service Band 1 will be paid an
annual salary as determined by the Clerk. In determining the salary, the Clerk
will consider the skills, knowledge and experience of the employee and the work
value of the duties to be performed. Other conditions of service applicable to
the employee temporarily performing work at the Senior Executive Service
classification will be determined by the Clerk on a case-by-case basis. The
minimum conditions to apply will be those contained in this Agreement.
24.13 The Clerk may, at any time, vary the period of,
or rescind, an employee’s temporary assignment of duties at a higher classification.
Salary on reduction
24.14 Where the Clerk allocates a lower classification
to an employee on an ongoing basis, the Clerk will determine the salary point
to be paid, having regard to the experience, qualifications and skills of the
employee and the circumstances under which the decision was made.
24.15 Where an employee elects, in writing, to be
temporarily assigned duties at a lower classification, the Clerk will determine
the salary point that the employee will be paid while working at the lower classification,
having regard to the experience, qualifications and skills of the employee and
the circumstances under which the election was made.
Payment of salary
24.16 Employees will be paid fortnightly in accordance
with the following formula:
Fortnightly
Salary = Annual Salary X 12
313
Salary packaging
24.17 Employees may elect to sacrifice salary for other benefits
(“salary packaging”) in accordance with the relevant departmental guidelines.
24.18 All costs, including any fringe benefits tax and
administrative costs, incurred as a result of the salary packaging arrangement,
will be met by the employee.
24.19 Where employees take up the option of salary
packaging, their salary for purposes of superannuation, severance and
termination payments will be determined as if the salary packaging arrangement
had not been in place.
Apprentices
24.20 Where an employee is
apprenticed in employment under a formal training arrangement, the rate of pay
will be a percentage of the minimum of the Australian Parliamentary Service
Level 2 (within the Australian Parliamentary Service Level 1/2 broadband
classification) pay scale as follows:
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|
Apprentice
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Adult apprentice* or
apprentice with partner or dependants
|
|
1st year of
service
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50%
|
70%
|
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2nd year of
service
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60%
|
80%
|
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3rd year of
service
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70%
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90%
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4th year of
service
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80%
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100%
|
*An
adult apprentice is an apprentice who is 21 years of age or more.
Supported wage for
employees with a disability
24.21 Supported wage rates as set out in Appendix 2
will apply to an employee with a disability who is eligible, in accordance
with, the Supported Wage System.
25. Salary
increases
25.1 In
recognition of the commitment to achieving the objectives outlined in clause 2,
employees will receive a 3% salary increase in May 2013, May 2014 and
May 2015. To be eligible to receive the salary increase in any year, an
employee must have received an overall performance assessment of “effective or
better” at the end of the annual Performance Communication Scheme cycle (30
April in that year).
25.2 The salary increases outlined above will apply
from the commencement of the first full pay period in May each year.
25.3 Where an employee who has been absent for the
entire previous 12 month performance assessment cycle recommences duty,
and there are no unresolved performance related issues from the period prior to
that absence, the employee will, on recommencement, be paid a rate of salary in
accordance with the salary scale in effect at the time of their recommencement.
25.4 Where, in the opinion of the relevant program
manager, there are performance related issues unresolved from the period prior
to that absence, unless otherwise determined by the Clerk, these must be
resolved in accordance with the requirements of this Agreement, before any
adjustment is made to the employee’s salary.
Salary increase where
the overall performance is assessed as “requires development” or “unsatisfactory”
25.5 Where an employee receives an overall
performance assessment of “requires development” or “unsatisfactory”, the employee
will not be entitled to a salary increase under clause 25.1 until he or she
receives an overall performance assessment of “effective or better”. The
salary increase will be effective from the commencement of the first full pay
period following the performance assessment of “effective or better”.
26. Salary
advancement within classifications
Salary advancement –
general
26.1 An employee, not currently at the highest salary
point for his or her substantive classification, will advance one salary point
in his or her substantive classification, effective from the commencement of
the first full pay period in May each year, where the employee:
(a) receives an overall performance assessment of
“effective or better” at the end of the Scheme cycle (30 April); and
(b) has completed a minimum of six months’ duty
(including periods of paid leave) at his or her substantive classification ,or
a higher classification, in the 12 months ending 30 April.
26.2 An employee who receives an overall performance
assessment of “requires development” or “unsatisfactory” will not be
entitled to a salary advancement until he or she receives a performance
assessment of “effective or better”. The salary advancement will be effective
from the commencement of the first full pay period following the performance assessment
of “effective or better”.
Salary advancement – sessional
(temporary) employees
26.3 A sessional (temporary) employee will advance one
salary point in his or her allocated classification, effective from the
commencement of the first full pay period in May each year, where the employee:
(a) receives an overall performance assessment of
“effective or better” at the end of the Scheme cycle (30 April); and
(b) has been on duty for at least the number of days
equivalent to 80% of the number of sitting days of the Senate in the previous 12 months
ending 30 April.
Salary advancement for
employees performing temporary assignment at a higher classification
26.4 Subject to the requirements outlined in clause 26.1,
employees who, at the time of performance assessment, are on temporary
assignment at a higher classification will be eligible to advance one salary
point at the higher classification for the remainder of the period on temporary
assignment.
Salary advancement –
apprentices
26.5 Where an employee who is an apprentice in
accordance with clause 24.20 completes that apprenticeship, the Clerk may
engage the person without further action if a vacancy occurs and the apprentice
has been determined as having satisfactory performance and meeting the
selection criteria for that vacancy. An employee engaged in this way will commence
at the second point of the Australian Parliamentary Service Level 1/2 (Australian
Parliamentary Service Level 2 - Upper Band) salary scale.
26.6 Where an apprentice gains his or her trade
certificate before the normal completion period and a vacancy does not exist or
occur, the department will continue the employment of that apprentice until the
date that the apprenticeship would have otherwise ended. In this situation,
payment to the apprentice on attaining qualifications will be at the second
point of the Australian Parliamentary Service Level 1/2 (Australian
Parliamentary Service Level 2 - Upper Band) salary scale.
Movement above the APS
Level 1/2 work value barrier
26.7 The Clerk may at any time approve movement above
the work value barrier in the Australian Parliamentary Service Level 1/2 broadband
classification if the duties of the position are commensurate with the Australian
Parliamentary Service Level 2 classification and the employee is assessed as “effective
or better”, and competent to perform the duties at Australian Parliamentary Service
Level 2 classification.
27. Superannuation
choice
27.1 Eligible employees may exercise superannuation
choice in accordance with the relevant Commonwealth legislation. The department
will only deal with superannuation funds that allow employee and/or employer
contributions to be paid through electronic funds transfer.
27.2 Where an employee chooses a superannuation fund
other than the department’s nominated default fund, the Public Sector
Superannuation Accumulation Plan, the department will make an employer
contribution equal to the contribution payable to the default fund.
28. Allowances
Footwear allowance
28.1 Where an employee is required to wear particular
footwear, either for work health and safety reasons or as part of a uniform, he
or she will be entitled to a footwear allowance of $274.00 per annum. The
allowance will be paid on commencement of his or her employment and then on
each anniversary of commencement his or her employment.
House Sitting Allowance
and Committee Allowance
28.2 The Clerk may authorise the payment of a
House Sitting Allowance (HSA) or a Committee Allowance (CA) to
employees at Parliamentary Executive levels.
28.3 Claims for HSA or CA will be made in
accordance with relevant departmental guidelines. Payment of HSA and CA will
be made at single time rates for all approved extra duty performed.
Meal allowance
28.4 If employees are required to work overtime, or
perform additional duty which attracts HSA or CA, and the period of overtime or
additional duty commences before and extends beyond the completion of a meal
period, they will be paid a meal allowance of $17.00.
28.5 For the
purposes of this clause, a meal period is:
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Monday to Friday
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7.00am to 7.30am;
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6.30pm to 7.30pm; and
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|
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12.30am to 1.00am.
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Saturday, Sunday and
public holidays
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7.00am to 7.30am;
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12.30pm to 1.30pm;
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6.30pm to 7.30pm; and
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12.30am to 1.00am.
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Senior Clerk of
Committees allowance
28.6 The occupant of the position of Senior Clerk of
Committees will be paid an allowance of $14,078.00 per annum, to be paid as a
fortnightly allowance. This allowance is payable in recognition of the added
responsibilities of the employee performing the duties of the position.
28.7 The following
conditions apply to the payment of this allowance:
(a) subject to clause 24.10, it is not payable
for the first two weeks of any period of temporary assignment;
(b) where the occupant of the position is temporarily
assigned duties at a Senior Executive Service classification, the allowance
will continue to be paid during any period of the temporary assignment that
does not attract payment of salary at the higher classification in accordance
with clause 24.10;
(c) it is a taxable allowance but will not count as
salary for superannuation purposes;
(d) the allowance will continue to be paid during
periods of paid leave (including “cash out” provisions in clause 35.6); and
(e) it will be included as salary for the purposes of
calculating final entitlements in respect of payment in lieu of annual or long
service leave.
Adjustments to
allowances
28.8 The meal allowance will be reviewed annually in
consultation with the Workplace Consultative Committee and, subject to agreement
by the Clerk, will be adjusted where necessary.
28.9 An annual adjustment will be made from the
commencement of the first full pay period in May to the Footwear and Senior
Clerk of Committees allowances at the same percentage rate as salary increases
outlined in clause 25.1.