Southern Cross University Enterprise Agreement 2010 (5)

PART 5 - SALARIES AND RELATED MATTERS
	SALARIES
78	This Agreement provides for the following salary increases:
	a)	4% effective on and from 1 October 2009 (paid prior to approval)
	b)	4% effective from the first full pay period to commence on or after 1 October 2010
	c)	4% effective from the first full pay period to commence on or after 1 October 2011
	d)	4% effective on and from 30 June 2012
	e)	4% effective on and from 30 June 2013
79	The casual rates of pay will be derived from the relevant full time salary rates payable under this Agreement and calculated in accordance with formulae set down in clauses 313-349 of the Agreement.
80	Apprentices will be paid rates in accordance with the following percentages of the salary prescribed for the first step of HEW Level 3:
	a)	1st Year 50%
	b)	2nd Year 60%
	c)	3rd Year 75%
	d)	4th Year 90%
81	Trainee employees undertaking traineeships in accordance with a Training Agreement registered with the NSW training authority will be paid rates in accordance with the skill levels and wages prescribed in Appendix A of the Agreement.
	INCREMENTAL PROGRESSION
82	At the conclusion of each 12 month period, following entry into a classification, and/or the subsequent anniversary date, or following 12 months continuous service in a temporary higher classification, employees who have undertaken an annual PMDR or probation review, and received written confirmation of satisfactory performance, or where no unsatisfactory performance has been identified and a report submitted, will move to the next highest salary point within the classification.
83	Where an employee has been absent without pay for an aggregate of more than five days in each 12 month period, incremental progression will be delayed by the period of absence.
84	For the purposes of incremental progression and performance review, each employee will have a supervisor designated in writing. The supervisor will be the Head of the work unit or their nominee, provided that for academic staff, the relevant executive member may delegate another employee classified at Level C or above to be the supervisor of one or more employees.
85	The assessment of an employee's performance for the purpose of incremental progression will be in accordance with the following procedure:
	a)	supervisors will discuss the performance of duties with employees not later than one month before an increment is due.
	b)	eligibility for an increment will be based on the employee's performance of duty being satisfactory as measured against previously agreed goals and targets through the PMDR or probationary review process.
	c)	when written confirmation of satisfactory performance as assessed by the designated supervisor in accordance with the relevant classification level and duties of the position has been received then the approved increment will be paid.
	d)	where a supervisor confirms in writing that performance has been assessed as outstanding, accelerated incremental progression may be recommended.
	e)	when the supervisor has identified an unsatisfactory performance matter and has submitted an unsatisfactory performance report before the due date for incremental progression then the appropriate increment may be withheld pending any further action by the relevant delegated officer and/or any decisions reached in accordance with clauses 225-245, Managing Unsatisfactory Performance, of this Agreement. Further action will be initiated within six weeks after the increment due date. Should the Managing Unsatisfactory Performance review result in no action being taken, the employee's increment will be approved and backdated to the due date for incremental progression.
	FACILITATION OF SALARY PACKAGING ARRANGEMENTS
86	The University recognises that from time to time employees may wish to restructure the salary payments they receive from the University in order to maximise their disposable income. To this end, the University is committed to facilitating a salary sacrificing scheme that offers employees the opportunity to allocate an amount of their gross salary before PAYG tax deductions to superannuation and/or other benefits.
87	Where an employee elects, in writing, to take up any agreed salary sacrificing option the salary rates payable under this Agreement will be reduced for that employee by the amount equal to the value of the total package sacrificed.
88	An employee is entitled to salary package administrative charges associated with the salary packaging scheme.
	SUPERANNUATION
89	The University will maintain the superannuation arrangements and contributions in force at the date of this agreement in respect of all current staff and new staff eligible for UniSuper, for the duration of this Agreement.
90	Employees who are existing members of the NSW State Superannuation Fund or the SASS may continue their membership of that fund and the University will maintain its contribution in accordance with the rules governing each fund.
91	For employees with a contract of employment equal to or greater than 50% fractional and of 18 months or more duration, the University will make employer contributions of 17% to UniSuper provided their positions are funded from operating funds provided to the University or from DEEWR grants that provide to the University the full cost of the employer superannuation contribution. All other employees will receive employer contributions in accordance with the Government Superannuation Guarantee Scheme.
92	Employees appointed at HEW levels 4 and above will be required to contribute to UniSuper at the rate of 7% of their salary. Employees appointed at HEW levels 1, 2 or 3 will be required to contribute to superannuation at half the full employee contribution rate fixed from time to time by UniSuper (currently 3.5% of an employee's salary), but with an option to contribute at the rate of 7%. All employees have the option to reduce contributions in accordance with UniSuper contribution flexibility rules.
	FIRST AID ALLOWANCE
93	When an employee is appointed to be responsible for first aid facilities, injury records and/or providing first aid to other employees and/or students, that employee will be paid an allowance at the annual rate of $665, to be increased by the same percentage and on the same date as the salary increases agreed to at clause 78 of this Agreement.
94	During the period of such an appointment an employee must possess a current nationally recognised First Aid Certificate issued by a registered training organisation.
	TRAVEL FOR WORK
95	Where employees are required to travel in the course of their work, reasonable out of pocket expenses, as approved by the relevant delegated officer, will be met by the University and the travel will be arranged and conducted in accordance with relevant University policies.

Updated: 28 March 2013