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Salary Allowances

Date last modified: 23/08/12
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Payment of Allowances

1. The following salary allowances apply to full-time, part-time and fixed-term employees who relieve in higher level positions or undertake approved specific duties in addition to their normal work.

2. The opportunity to act in a higher position, or to perform additional higher duties, may be a result of:

  • The absence of an employee on leave or secondment;
  • A delay in the commencement of a new appointee after the resignation of an employee;
  • The extended absence of an employee due to illness;
  • Undertaking a project or planned staff development exercise.

3. Allowances for higher duties arrangements are intended to be temporary and of a short duration and should not be used in lieu of filling substantive positions.

Delegations

4. Refer to HR Delegations for the delegations relating to salary allowances.

Relieving Allowances

5. Employees required to relieve in higher level positions will be paid an allowance equivalent to the first increment step of the relevant salary of the higher level position where the period of relief is in excess of five consecutive working days.

6. Employees must be performing all, or a substantial portion of, the normal duties of the position. Where an employee is performing part of the duties of the higher level position, a pro-rata payment may be payable based on the percentage of duties being performed at the higher level.

7. Incremental progression within a higher level salary band will be payable after 12 months continuous service. Any leave without pay in excess of five working days will defer the date of effect of the increment.

Additional Responsibilities Allowances

8. Additional responsibilities allowances may be paid where it is recognised an employee is performing additional duties in excess of their substantive appointment level, other than relieving in a position of a higher classification.

9. The rate of payment of additional responsibilities allowances is not always tied to a salary rate, and may be negotiated with the employee depending on the duties being undertaken.

10. Relieving allowances and additional responsibilities allowances should not be paid in the following circumstances:

  • As a reward for good performance for work performed at the same level as the employee's substantive position;
  • As a long term measure where a job reclassification is more appropriate; or
  • When there is an increased volume of the tasks normally undertaken by the employee.

Unit Assessor

11. An academic employee appointed to manage a unit of study in accordance with the University's Unit Assessor Role Statement will be paid a salary equivalent to Level A Academic Year 6.

12. Payment at Level A Academic Year 6 will be subject to the appointment as Unit Assessor being for a period of at least a full teaching session.

13. Incremental progression beyond Level A Year 6 does not apply to Unit Assessor duties extending beyond one year.

Course Coordinator

14. Employees at Associate Lecturer or Lecturer level required to perform the full duties associated with course coordination in accordance with the University's Course Coordinator Role Statement will be paid a course coordination allowance to Level C Academic, Year 1.

15. Incremental progression beyond Level C Academic, Year 1 does not apply to Course Coordination duties extending beyond one year.

Payment during periods of leave

16. Employees will continue to receive the above allowances during periods of paid leave, with the exception of special studies leave, if the allowance has been approved for a period of six months or more.

17. Payment of the above allowances will not be paid during periods of paid leave where the allowance has been approved for a period of less than six months. If the allowance is subsequently extended beyond six months, payment will be made during periods of paid leave taken after the initial six month period has been served.

Procedures

18. An Employment Variation form must be completed by the work unit and approved in accordance with the relevant delegations. Finance approval must also be obtained, prior to the nominated employee accepting the proposed variation. Upon completion of the Employment Variation form, the form must be forwarded to HR Services.

Updated: 23 April 2013