Part G – Remuneration
- In recognition of the commitment by all employees to achieve the productivity and efficiencies contained in this Agreement and ongoing efforts to meet and exceed the Archives’ corporate objectives, the following payments will apply:
- Base rates of pay will be increased by 3% effective from 1 July 2011 or the commencement of this Agreement, whichever is the latter.
- A one off lump sum payment of $500 upon commencement of the Agreement will be made to eligible employees. The payment will not count for salary for any purpose. An eligible employee is an ongoing employee at the date of commencement of the Agreement or a non-ongoing employee who has been continually employed for 6 months prior to, and at the date of, commencement of the Agreement.
- The second pay adjustment of 3% will take effect 1 July 2012.
- The third pay adjustment of 3% will take effect from 1 July 2013.
- The tables at Appendix B detail the salary rates payable to employees.
- Where an employee commences work with the Archives or is allocated a classification on movement from a training classification, promoted or reassigned duties within the Archives, salary will be payable at the minimum point of the salary range applicable to the classification of the job, unless the Director-General (delegate) authorises payment of salary above the minimum point.
- Where this agreement begins to apply to an employee because they are no longer covered by an individual agreement (transitional instrument, e.g. Australian Workplace Agreement), the Director-General (delegate) may determine the employee's pay point in the salary range applicable to the classification of the employee, having regard to the experience, qualifications and skills of the employee and the salary that the employee was entitled to under that transitional instrument. Where the pay point exceeds the salary range applicable to the classification of the employee(s) then the maintenance provision at clause 246 would apply.
- Where an employee requests, in writing, to perform work temporarily at a lower classification level, the Director-General (delegate) may determine in writing that the employee will be paid a rate of salary applicable to the lower level for the period specified in the request.
- Where an employee reduces to a lower classification, salary will be determined by the Director-General (delegate) as though service at salary points which exceeded the minimum of the lower classification was service in the lower classification.
- Non-ongoing employees engaged for duties that are irregular or intermittent will receive a loading of 20% of base salary in lieu of all paid leave entitlements (except long service leave) and payments for public holidays (unless the employee works the public holiday, in which case they will receive their base rate of pay, but no additional payment).
- Where an employee's salary is set at an incorrect pay point within the applicable classification level (e.g. because of an administrative error) the Director-General (delegate) may allocate the employee a new pay point.
Supported Salary System
- Eligible employees who are affected by a disability may be eligible for a supported wage.
- Eligible employees will be paid the percentage of salary that corresponds to their assessed productive capacity, provided that the minimum amount payable is not less than the rate specified by Fair Work Australia.
- Assessment of productive capacity will be by the Archives and a representative nominated by the employee, in consultation with the employee. The assessment will be recorded in an Assessment Instrument.
- The Archives will lodge agreed Assessment Instruments with Fair Work Australia.
- Reviews of assessments of an employee’s productive capacity will be conducted annually, or earlier on the basis that a reasonable request for such a review is made, consistent with the Supported Wage System.
- Employees will progress through pay points (where available), other than by promotion, under the arrangements of the Archives' Performance Management Scheme.
Interagency movement facilitation
- At the discretion of the Director-General (delegate), a person moving to the Archives whose salary in his or her previous agency (current salary) exceeds the current maximum of the relevant classification level in this Agreement will be maintained on the current salary until such time as their salary is absorbed by the Archives' pay increases.
Cadet APS rates
- APS Cadets will be paid 57% of the APS Level 3 minimum adult rate of pay while undertaking full-time study. Refer to Appendix B.
Payment of salary
- Employees will be paid fortnightly and the fortnightly rate of pay will be based on the following formula:
- Fortnightly pay = (Annual salary divided by 313) multiplied by 12
Method of payment
- Employees will have their fortnightly salary paid in arrears by electronic funds transfer into an eligible financial institution account of their choice.
- Salary packaging will be available to employees on a salary sacrifice basis at no cost to the Archives. There will be no limit to the proportion of salary that employees can elect to sacrifice. For further information on the administration of salary packaging, employees should consult the service providers Salary Packaging Information Guide.
- Salary is defined as the employee's salary prior to any salary sacrifice and or purchased leave arrangements. This definition of salary applies for the purpose of calculating any salary related benefits, including termination and redundancy payments, and superannuation.
- Salary sacrifice will be taken to include participation in workplace giving or charitable contributions/donations schemes with recognised charities.
- The Archives will make compulsory employer contributions as required by the applicable legislation and fund requirements.
- Employer contributions for the PSS Accumulation Plan (PSSap) will be 15.4% of employee's ordinary time earnings and employer contributions for employees in other accumulation superannuation schemes will be at the same rate as for the PSSap. This will not be reduced by any other contributions made through salary sacrifice arrangements. This clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. unable to accept contributions for people aged over 75).
- Where an employee is eligible to be a member of the PSSap and the employee is approved for paid or unpaid Parental Leave (which includes Maternity, Adoption, Foster and unpaid Parental Leave) the Archives will pay the employer superannuation contribution.
- The Director- General (delegate) will limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer using a file generated by the Archives' payroll system.
Payment on death
- Where an employee dies, or the Director-General (delegate) presumes that an employee has died on a particular date, the Director-General (delegate) may authorise the payment of the amount to which the former employee would have been entitled had he or she ceased employment on resignation or retirement. Long Service Leave credits will be paid out in accordance with the Long Service Leave Act (Commonwealth Employees) 1976. Payment may be made to dependants or the partner of the former employee or the former employee's legal personal representative. If a payment has not been made within 12 months of the former employee's death, it should be paid to the legal personal representative.
- The agreed Archives' Work Level Standards will be used to determine the classification level that applies to a group of duties to be performed by an Archives' employee.
- The Archives will streamline its classification structure by transitioning the current Professional Officer classification into the APS classification structure and removing the NAA1/NAA2 broadband to revert to the NAA/APS classification structure. The Archives Work Level Standards will be revised to reflect the new structures during the life of the agreement.
- Where an existing employee is on the top pay point of the NAA Professional Level 1 classification structure prior to the commencement of this agreement, the employee will be designated to the top pay point of the NAA/APS5 classification structure.
- Where an existing employee designated to a pay point below the top pay point of the NAA Professional Level 1 structure prior to the commencement of this agreement, the employee will be designated to the transitional NAA professional level 1 classification structure at Appendix B and will progress through that structure in accordance with Clause 245. The employee will then be designated to the top NAA/APS5 classification.
- All future employees will be engaged at the appropriate classification as provided under Appendix B, except the NAA Professional Level 1 transition table.