GENERAL STAFF ALLOWANCES

ENTERPRISE AGREEMENT 2010–2013, CLAUSE B7 GENERAL STAFF ALLOWANCES

B7.1 [Higher Duties Allowance]

B7.1.1 [Definition of ‘higher position’] For the purposes of this clause, ‘higher position’ means a position which has a higher substantive classification than the classification of the position normally occupied by the staff member performing the higher duties.

B7.1.2 [Eligibility] To be eligible for a higher duties allowance, a staff member must be required to undertake the duties of a higher position for a continuous period of at least six consecutive working days.

B7.1.3 [Rate of payment] A staff member who performs all of the duties of a higher position will receive an allowance which will normally be equal to the difference between the staff member’s substantive salary and the minimum salary applicable to the higher position. Should the difference between the staff member’s substantive salary and the minimum salary of the higher position be less than three (3) percent of the staff member’s substantive salary, then the amount of the allowance will be increased to three (3) percent of the staff member’s substantive salary.

B7.1.4 [Partial higher duties] A staff member who performs only part of the duties of a higher position will receive a proportional allowance as determined by the University.

B7.1.5 [Conditions of higher position] Where a staff member temporarily performs the duties of a higher position, the conditions of which differ from those of the position normally occupied by the staff member, s/he will be subject to the conditions of service (excluding superannuation and invalidity) applicable to the higher position.

B7.1.6 [Appointment to the higher position] Where a staff member who temporarily performs the duties of a higher position is appointed to that higher position, the staff member will not suffer any reduction in remuneration, and the temporary service in the higher position will count for the purpose of determining the staff member’s incremental date.

B7.1.7 [Increment] A staff member will be entitled to receive an increment at the higher level position when they have performed in the higher position for a continuous period of more than 12 months.  For this purpose, continuity will not be broken by a public holiday, annual recreation leave, personal/carer's leave (not exceeding 15 days in any 12 month period) or other authorised absence (not exceeding 6 days in any 12 month period) providing the staff member resumes duty in the higher position after any such absence.

B7.1.8 [Allowance in conjunction with paid leave] Where a staff member immediately prior to taking a period of approved paid leave, other than long service leave, undertakes the duties of a higher position, but does not resume such duties after the period of leave, the staff member will not receive a higher duties allowance for the period of leave.

B7.1.9 An allowance granted under these rules will be regarded as salary for all purposes.

B7.2 [Meal Allowances not including overtime meal allowance] Where a staff member is required to be absent from the University and the absence does not extend overnight, reimbursement of the cost of meals actually incurred during such absence may be claimed up to the maximum specified by the Australian Taxation Office.

B7.3 [Shift Allowance]

B7.3.1 [Payment] A staff member who is required to work rostered shift work will receive an additional payment of 15% of the rate of remuneration provided for the classification concerned.

B7.3.2 [Definition] For the purposes of this clause, a shift will mean a complete rostered shift of ordinary hours commencing not earlier than 12 noon and finishing not later than 12 midnight.

B7.4 [On-Call Allowance]

B7.4.1 To maintain essential services, a general staff member may be required to remain contactable and be available to perform extra duty outside of the University’s normal span of hours (ie ‘on-call’).

B7.4.2 [Allowance] A staff member who is required to be on-call will be paid an on-call allowance.  This allowance will be paid as a percentage of the staff member’s normal hourly rate of salary for each hour on-call as follows:

B7.4.3 [Overtime] The allowance payable applies only to the period ‘on-call’.  Overtime performed as a result of a call-out will be paid in accordance with the University's prevailing overtime provisions with the following exception:

B7.4.3.1 [Minimum time payable] will be one half-hour with the time to commence from receipt of the call and will apply for the period of work ‘home to home’ in cases where attendance is required.

B7.4.4 [Definition of Salary] A staff member's salary for the purposes of calculating an on-call allowance will include a higher duties allowance and any other allowances in the nature of salary.

B7.4.5 [On-Call Criteria and Procedures] The criteria and procedures for on-call will be determined from time to time in accordance with the operational needs of the University.

B7.5 [Camping Allowances: Field Trips]

B7.5.1 [Camping Allowance I] Payable to a staff member who is required to camp on a field trip for trips where a cook is not provided.

B7.5.2 [Camping Allowance II] Payable to a staff member who is required to camp out for more than two consecutive days or nights and moves from place to place (payable in addition to Camping Allowance I).

B7.5.3 [Paid Accommodation] Payable to a staff member who is required to stay in paid accommodation whilst on a field trip. The maximum rate of reimbursement of accommodation and other expenses will be the daily travelling allowance specified by the Australian Taxation Office for places other than a capital city.

B7.6 [Diving Allowance] Payable to a staff member who is required to undertake diving duties.

B7.7 [Duty at Sea]

B7.7.1 [Duty at Sea Allowance] Payable to a staff member who is required, as part of her/his duties, to undertake duty at sea on a vessel exceeding 120 hp.  The allowance will be paid from the time the vessel leaves the wharf until it returns.

B7.7.2 [Coxswain’s Allowance] Payable to a staff member who is required to act as a coxswain when at sea and who holds the appropriate certification.

B7.8 [Language Allowance] Payable to a staff member, who is fluent in English, and who is required to work on a regular basis in a language(s) other than English. An allowance applicable to the relevant standard set out below will be paid for each language:

B7.8.1 [Language Allowance I]

• at least one year post matriculation higher education in the language; and/or
• National Accreditation Authority for Translators & Interpreters (NAATI) Level One accreditation and certificate.

B7.8.2 [Language Allowance II]

• a University major in the relevant language to second year or higher; or
• accreditation at NAATI Level 2 or higher; or
• demonstrated equivalent multi-language skills.

B7.8.3 [Part-time staff] A part-time staff member will be paid the language allowance on a pro-rata basis.

B7.9 [Industry Allowance]

B7.9.1 [Eligibility] An Industry Allowance will be paid to a staff member within the Maintenance Section where the position requires the staff member:

• to hold and use a trade qualification; and
• to operate in an autonomous and multi-skilled manner within the work area; and
• to work in hot, dirty and cramped conditions and to use equipment and/or chemicals from time to time;

B7.9.2 [Payment of Allowance] Payable when the staff member has met the above criteria in the work area for 12 months (for the first component of the allowance) and for 24 months (for the second component of the allowance).

B7.10 [Plumber’s Allowance] Payable to a staff member who is a plumber and who is required to act on a Master Plumber’s Certificate during the course of employment.

B7.11 [First-Aid Coordinator’s Allowance] Payable to a staff member who is nominated as the First-Aid Coordinator for a Cost Centre. The allowance will not be payable during periods of approved leave in excess of 4 weeks and will lapse where the staff member no longer holds a current First-Aid Certificate, or is appointed to a position in another Cost Centre.

B7.12 [Travel Allowances]

B7.12.1 [Accommodation/Meals/Incidentals] Where a staff member is required to travel to undertake official business for the University, the staff member will be entitled to the payment of reasonable expenses in accordance with the prevailing rates published by the Australian Taxation Office.

B7.12.2  [Mileage] Where a staff member is required to travel by car and a University car is not available, the staff member will be reimbursed for the use of her or his car at the rate per business kilometre as determined by the Australian Taxation Office from time to time.

B7.13 [Allowance in lieu of overtime (HEO8)]

B7.13.1 Payable to a staff member at HEO8 level who is directed to work a significant number of hours outside the normal span of hours as defined in B9.2

B7.13.2 [Allowance] The allowance will be paid as a percentage of the HEO8 Step 3 annual salary and reviewed on an annual basis.

B7.14 [Rates] The rates for the allowances specified in B7.5 to B7.11 are set out in Schedule 4 of this Agreement.  These rates will be adjusted in accordance with the principles of the Safety Net Review – Wages, 2005 on an annual basis.

[Higher Duties Allowance] The following procedures apply to the payment of a higher duties allowance.

1.1 [Applications] for a Higher Duties Allowance (HDA) should be submitted for approval, on the relevant HR form, to the Director, Human Resources, through the supervisor concerned, and should include details of:

1.1.1 [Classification] The classification of the higher position;

1.1.2 [Extent of duties] Details of the extent to which the person concerned is performing the duties prescribed for the higher position concerned; and

1.1.3 [Duration] The dates of commencement and cessation of the period during which the higher duties have been, or will be required to be, undertaken.

1.2 [Normal duration of HDA] Normally, a staff member will not be required to undertake higher duties for a period longer than three months in a new position, without a review of the long-term need for the position.

1.3 [Remuneration] A staff member:

1.3.1 who is in receipt of a salary based on an age-related salary scale, will, where applicable, be paid an allowance in accordance with the salary rate for age applicable to the higher position;

1.3.2 who is required to undertake the duties of a higher position where the incumbent of that post is absent from duty on a rostered day off in accordance with a rostered work cycle averaging 38 hours per week, will not be paid a higher duties allowance

[On-Call Allowance] The following procedures apply to the payment of an On-Call Allowance:

2.1 [Criteria with respect to placing staff on-call] When considering if staff should be placed on call, the following factors should be taken into account:

2.1.1 [Need] Whether there is a need for staff to be available to perform essential work outside of ordinary hours;

2.1.2 [Other options] Whether there are alternative arrangements eg time in lieu;

2.1.3 [Balance] Whether the arrangements provide an appropriate balance between operational needs with regard to cost, risk and the welfare of staff;

2.1.4 [Frequency and duration] The frequency and length of time over which staff will be restricted and, if appropriate, whether restricted duties can be shared among a group on a rostered basis; and

2.1.5 [Effect on staff member] The degree of restraint placed on staff members' private time and the means by which staff are to be contacted, eg portable or mobile phone or pager to lessen the requirement to remain at home.

2.2 [Consumption of alcohol while on call] Staff who are on call should remain aware of the duty of care in relation to consumption of alcohol and should not agree to be on call/should remove themselves from their on call if they cannot meet the normal work requirements with regard to duty of care.

2.3 [Senior staff and on-call]

2.3.1 [Factors to be considered] For staff receiving a salary of HEO9 or above (who would not normally receive overtime under the University's current overtime provisions), the following aspects should be considered when placing such staff on call:

2.3.1.1 [On-going need] Whether there is a regular, extensive and continuing requirement for restriction duty evidenced by a restriction roster (this would normally exclude 'one off' and intermittent requirements);

2.3.1.2 [Availability for prompt recall] Whether there is also a requirement to be available for prompt recall to duty;

2.3.1.3 [Nature of services] Whether the services to be provided are non-discretionary and of an emergency or essential services nature;

2.3.1.4 [Availability of other staff] Whether the nature of the duty is such that it is necessary for such senior staff to be on restriction roster, having regard to the availability of suitably experienced officers.

2.3.2 [Overtime for senior staff] Payments will be made in accordance with the University's current overtime provisions subject to the following criteria being met:

2.3.2.1 the staff member who performs the additional duty is on a restricted duty and/or shift roster on a similar basis to staff below HEO9;

2.3.2.2 the attendance to perform additional duty by the officer is a regular, extensive and continuing feature of the staff member's work requirements;

2.3.2.3 the nature of the duty is such that it is necessary for such senior staff to perform the additional duty having regard to the availability of suitably experienced officers.

2.4 [Approvals]

2.4.1 [Recommendations] Recommendations for staff to be placed on call/restriction from the Heads of Major Cost Centres will be considered on a case-by-case basis and approved by the Director, Human Resources.

2.4.2 [Payment requests] Requests for payment of an on call/restriction allowance need to be approved by the relevant Head of Major Cost Centre.

2.5 [Roster] A roster of staff on-call/restricted will be maintained by the relevant area manager.