17. Rates of pay
17.1 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 Parliamentary Educators
17.2 Employees
engaged on a casual 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.
17.3 The
salary advancement provisions, as outlined in clause 19, do not apply to casual
Parliamentary Educators.
Payment of loading – sessional and casual employees
17.4 Sessional
and casual 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
17.5 Subject
to clause 17.6, 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).
17.6 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.
17.7 Where
an ongoing Australian Parliamentary Service or an ongoing Australian Public
Service employee moves to the department from another department or agency (on
an ongoing or non-ongoing 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:
- the
next highest salary point within the classification; or
- a
point higher than the maximum salary point of the classification.
Note: for the avoidance of doubt,
where an employee voluntarily moves to the department at a lower
classification, the employee is not entitled to maintenance of the employee’s
higher classification salary.
17.8 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.
17.9 Where,
at the time of engagement, an employee’s salary is set at an incorrect salary
point because of an administrative error, 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 a higher classification
17.10 The
Clerk may temporarily assign an employee duties at a higher classification
including to senior executive service classifications. 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.
17.11 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.
17.12 An
employee who is required to temporarily perform work at a Senior Executive
Service classification for a period exceeding two weeks will be paid an annual
salary as determined by the Clerk. Other conditions of service applicable to
the employee temporarily performing work at the Senior Executive Service
classification will be those contained in this Agreement.
17.13 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
17.14 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.
17.15 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
17.16 Employees
will be paid fortnightly in accordance with the following formula:
Fortnightly Salary = (Annual Salary
x 12) ÷ 313
Salary
packaging
17.17 Employees
may elect to sacrifice salary for other benefits (salary packaging) as set out
in the relevant departmental guidelines.
17.18 All
costs, including any fringe benefits tax and administrative costs, incurred as
a result of the salary packaging arrangement, must be met by the employee.
17.19 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.
18. Salary
increases
18.1 Subject to
clauses 18.2 to 18.5, employees will receive:
- a
3% salary increase from the first full pay period after commencement;
- a
2% salary increase from the first full pay
period 12 months after the date of commencement; and
- a
1% salary increase from the first full pay
period 18 months after the date of commencement.
18.2 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 12-month
performance period (30 April in that year).
Note: for the avoidance of doubt,
where an employee’s salary is maintained in accordance with subclause 17.8, he
or she is not eligible to receive the salary increase in any year until such
time as the salary increases in the department overtake his or her authorised
salary point.
18.3 Where
an employee who has been absent for the entire previous 12-month performance
period 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 his or her recommencement.
18.4 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”
18.5 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 18.1 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 employee receiving
a performance assessment of “effective or better”.
19. Salary advancement within classifications
Salary advancement – general
19.1 An
employee (other than a sessional employee or casual 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:
- receives
an overall performance assessment of “effective or better” at the end of the
performance review period (30 April); and
- has
completed a minimum of nine months’ service in the department (including
periods of paid leave) at his or her substantive classification, or a higher
classification, in the 12 months ending 30 April.
19.2 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 employees
19.3 A
sessional 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:
- receives
an overall performance assessment of “effective or better” at the end of the 12-month
performance review period (30 April);
- 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 – casual employees
19.4 A casual employee (other
than a casual sessional 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:
- receives
an overall performance assessment of “effective or better” at the end of the
performance review period (30 April);
- has
been on duty for at least 48 days in the previous 12 months ending 30 April;
- undertook
his or first period of duty at his or her substantive classification, or a
higher classification, between 30 April and 30 July the previous year.
Salary advancement for employees performing
temporary assignment at a higher classification
19.5 An
employee who, at the time of the performance assessment, is on temporary
assignment at a higher classification will be eligible to advance one salary
point at the higher classification effective from the commencement of the first
full pay period in May for the remainder of the period on temporary assignment,
where the employee:
- receives
an overall performance assessment of “effective or better” at the end of the
performance review period (30 April); and
- has
completed a minimum of nine months’ service in the department (including
periods of paid leave) at the higher classification in the 12 months ending 30
April.
20. Superannuation
choice
20.1 The
department’s default fund is the Public Sector Superannuation Accumulation
Plan.
20.2 Eligible
employees may exercise superannuation choice in accordance with the relevant
Commonwealth legislation. The department will only deal with superannuation
funds that allow contributions to be paid through the SuperStream standard.
20.3 Where
an employee chooses a superannuation fund other than the department’s default
fund, the department will make contributions calculated on the basic
contribution percentage rate applicable to the default fund and all other rules
of the chosen fund will apply.
21. Allowances
and reimbursement
House Sitting Allowance and Committee Allowance
21.1 The
Clerk may authorise the payment of a House Sitting Allowance (HSA) or a
Committee Allowance (CA) to employees at Parliamentary Executive levels.
21.2 Claims
for HSA or CA will be made as set out in relevant departmental guidelines. Payment
of HSA and CA will be made at single time rates for all approved extra duty
performed.
Meal allowance
21.3 If an employee is 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, he or she will be paid an allowance of $20.00 per occasion.
21.4 For the purposes of clause 21.3, a meal period is:
Monday to Friday 7.00am
to 7.30am;
6.30pm
to 7.30pm; and
12.30am
to 1.00am.
Saturday, Sunday and public holidays 7.00am
to 7.30am
12.30pm
to 1.30pm;
6.30pm
to 7.30pm; and
12.30am
to 1.00am.
Footwear reimbursement
21.5 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 seek reimbursement for the specified footwear up to
the amount of $188.78 per annum. The reimbursement will be paid in the first
full pay period following the anniversary of commencement of his or her
employment with the department and where the employee makes a claim for the
reimbursement by providing the relevant tax invoice.
Workplace support
allowance
21.6 Employees
will be paid a taxable workplace support allowance in August each year, to
assist with costs associated with, but not limited to:
- influenza
vaccinations;
- corrective
lenses for screen-based equipment;
- health
and fitness activities;
- professional
memberships or subscriptions; and
- airline
lounge memberships.
21.7 The
amount of the allowance will be:
- $600 for an ongoing employee;
- $500 for a non-ongoing employee
(engaged for a specified term or task); and
- $400 for a sessional or casual
employee (engaged for duties that are irregular or intermittent).
21.8 Employees
who commence part-way through the year (August to July), or who are granted
discretionary leave without pay for any purpose during the period, will be paid
a pro-rata amount for completed service during the period.
Senior Clerk of Committees allowance
21.9 The
occupant of the position of Senior Clerk of Committees will be paid an
allowance of $15,383.00 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.
21.10 The following conditions apply to the
payment of this allowance:
- subject
to clause 17.10, it is not payable for the first two weeks of any period of
temporary assignment;
- 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 17.10;
- it
is a taxable allowance but will not count as salary for superannuation
purposes;
- the
allowance will continue to be paid during periods of paid leave; and
- 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.
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