38. Salaries and Classifications
38.1 Salary Offer
The salary increase made in this Agreement has been arrived at from a careful and detailed assessment of the University’s financial position. In addition to the 3.5% administrative salary increase effective from 6 June 2009 and the 2% administrative salary increase effective from 5 June 2010 further salary increases are as follows:
- a 2% salary increase effective from 4 December 2010
- a 2% salary increase effective from 4 June 2011
- a 2% salary increase effective from 17 December 2011
- a 4.5% salary increase effective from 2 June 2012
- a 5% salary increase effective from 1 June 2013
38.2 Minimum Salary Rates and Position Classification Standards
38.2.1 The minimum salary rates are set out in Schedules A–E. The position classification standards applicable to employees covered by this Agreement are the existing position classification standards for Academic, Foundation/UniPrep teaching, English Language teaching and professional employees as at 18 June 2010. These position classification standards form part of this Agreement and are located in Human Resources Policies and Procedures.
38.2.2 An employee must not refuse to perform duties reasonably required by the University, consistent with the employee’s classification and constituting duties which the employee is competent to perform.
38.3 Apprentices Employed by the University
38.3.1 An apprentice employed by the University will be paid at a percentage of USQ Level 3, Step 1 as in Schedule D - Professional Employee Salaries, according to year of apprenticeship, as follows:
Percentage of USQ Level 3, Step 1
38.3.2 An apprentice entering their indentures after the age of 21 years will be paid commencing at USQ Level 2, Step1 as in Schedule D - Professional Employee Salaries, for the term of their indenture.
An apprentice entering their indentures after the age of 21 years will be paid commencing at USQ Level 2, Step1 as in Schedule D - Professional Employee Salaries, for the term of their indenture.
38.4 Salary Packaging
38.4.1 Financial Advice
22.214.171.124 Whilst this sub-clause facilitates access by employees to salary packaging/superannuation, the actual decision to package any element of their gross salary will be a personal decision made by the employee.
126.96.36.199 All employees are strongly advised to seek independent financial advice prior to entering into a salary packaging arrangement and must sign a declaration to this effect prior to the commencement of such an arrangement. The University will accept no liability whatsoever in respect of any salary packaging arrangement undertaken by an employee.
188.8.131.52 All employees will be eligible to sacrifice a cash component of their gross salary towards superannuation.
184.108.40.206 The amount of salary sacrificed in this way will be the actual employee contribution, plus any amount necessary to cover the taxation on the contribution (currently 15%). The taxation and fee will be paid by the employee out of their gross salary.
220.127.116.11 Before tax voluntary contributions may also be made in addition to the compulsory member contribution.
18.104.22.168 An employee may cease packaging their superannuation benefit with one month’s notice in writing to the Executive Director.
22.214.171.124 All employees will be eligible to sacrifice a cash component of their gross salary in order to ‘package’ remuneration benefits nominated from a range approved by the University. Such packaging arrangements may be provided by an external salary packaging provider as determined by the University from time to time. Any costs incurred in such salary packaging arrangements will be the employee’s responsibility.
126.96.36.199 Salary Packaging arrangements are in accordance with the procedures in Human Resources Policies and Procedures , and these procedures will not be changed without consultation with employees and the Unions through the Staff Consultative Committee.
38.5 Superannuation Arrangements
38.5.1 The University will continue to exclusively utilise the superannuation providers used by the University as at the date of the approval of this Agreement.
38.5.2 The University will make and maintain for all eligible and new employees the relevant level of contributions in effect for the UniSuper scheme as at the date of approval of this Agreement for the life of this Agreement, except in the following cases:
(a) for existing employees who retained membership of QSuper, the University will make and maintain contributions to the QSuper superannuation scheme at the relevant level of contribution in effect as at the date of approval of this Agreement for the life of this Agreement; and
(b) where access to full employer contributions is widened pursuant to 38.5.4.
38.5.3 During the life of this Agreement, the University will consult should any amendments occur to relevant legislation or to the Trust Deeds of the relevant funds which impact upon the funds. Consultation will occur with affected employees, their nominated representative and the Unions through the Staff Consultative Committee prior to any changes being made.
38.5.4 The University will pursue a relaxation of the UniSuper Deed of Covenant to enable those employees on fixed-term appointments of 12 months or more to be eligible for UniSuper membership and entitlements and to have the option of contributing to UniSuper at the appropriate rate.