The University of Melbourne Collective Agreement 2010
Part E: Remuneration
- Salary rates (and salary increases in 2009 to 2012)
- Salary payments
- Remuneration packaging
- Clinical loadings
- Accident make-up pay
- Use of private motor vehicles for University business
Salary rates (and salary increases in 2009 to 2012)
44.1 The minimum salaries payable at the date of commencement of this Agreement to staff members covered by this Agreement are set out in Schedule 1.
44.2 Over the life of the Agreement, the following salary increases will be paid to all staff covered by the Agreement in the first full pay period after each of the dates specified:
|2%||4 April 2009 (already paid)|
|2%||16 December 2009 (to be back-paid in the first full pay period after FWA approval of the Agreement)|
|3.5%||31 October 2010|
|3%||31 March 2011||2%||31 October 2011|
|4%||31 March 2012|
45. Salary payments
45.1 Salaries will be paid fortnightly.
45.2 An underpayment to a staff member will be corrected and full payment made to the staff member as soon as possible but no later than the end of the next full pay period following notification by the staff member to the University.
45.3 The University will advise and consult with a staff member when an overpayment has been identified. The University will inform the staff member of the amount of the overpayment and will write to the affected staff member about the options available for repayment. The timeline for repayment shall be of reasonable length, having regard to the particular circumstances, including the size of the overpayment. Arrangements to recover overpayments will be undertaken in consultation with the staff member and the University will obtain the written agreement of the staff member prior to any recovery of overpayments. If an agreement cannot be reached then the University may recover the overpayment by deductions from salary over a period of 6 months or the University may use procedures of the dispute settling procedures under clause 90 of this Agreement to achieve an outcome that allows the University to recover the overpayment. Where an overpayment remains outstanding at the date of termination or resignation of a staff member, the University may deduct the overpayment from any salary or other moneys that would be otherwise payable to the staff member and the University may also use debt recovery processes to recoup the outstanding amount.
46. Remuneration packaging
46.1 Staff may request that part of their salary be used to provide benefits on a salary sacrifice basis. In accessing non-cash benefits, the staff member must meet the full cost of the provision of such benefits and associated taxation and administration costs.
46.2 The salary to be used for the purposes of calculating the following entitlements shall be the salary rates as specified in this Agreement:
- employer contributions to superannuation;
- payments of accrued annual leave and long service leave on termination;
- severance payments including redundancy benefits, early retirement payments and payments flowing from the application of clauses 19 (Termination of Fixed-term Contracts), clause 83 (Redeployment and Redundancy: Academic Staff) and clause 84 (Redeployment and Redundancy: Professional Staff);
- annual leave loading; and
- overtime and shift payments.
46.3 A staff member who enters into a remuneration packaging arrangement with the University may elect, upon ten working days’ notice, to discontinue or rearrange the remuneration packaging if:
- there is change to any law affecting all or some of the elements of the remuneration packaging; and/or
- where changes in the personal circumstances of the staff member would result in financial disadvantage to the staff member if s/he were unable to discontinue or rearrange his or her remuneration packaging
46.4 In the event that relevant legislation changes which makes salary packaging unlawful or financially unviable for the University, the University reserves the right to withdraw the arrangements and will not be responsible for any loss or damage suffered by a staff member as a result of such changes.
47.1 The University will, for the life of this Agreement, continue existing superannuation arrangements including the rate of employer contributions in effect at the date of approval of this Agreement to the Accumulated Super (1) and Defined Benefit Division/Accumulated Super (2) options administered by UniSuper, for existing and new staff members provided that as soon as practicable after the making of this Agreement, the University will seek to amend the Deed of Covenant to provide that;
- part-time staff will have access to superannuation contributions on the same basis as full-time staff in the same type and duration of employment, regardless of fraction of employment; and
- all casual staff will receive a minimum employer contribution of 9%.
47.2 Provided that clause 47.1 will not require the University to maintain an arrangement, where the maintenance of that arrangement would compel the University to act in contravention of superannuation legislation or the UniSuper Trust Deed or UniSuper Deed of Covenant.
47.3 Provided further that the University may exercise its options under the Deed of Covenant for the 5% flexibility in coverage and contribution level.
48. Clinical loadings
48.1 The University may pay clinical loadings to its academic staff as follows:
- the clinical loading for a medically qualified full-time Professor, Professorial Fellow, Associate Professor/Reader, Senior Lecturer and Lecturer employed in a full clinical department in a medical school and responsible for patient care will be $18,778 per annum.
- the clinical loading for a medically qualified full-time Professor, Professorial Fellow, Associate Professor/Reader, Senior Lecturer and Lecturer employed in a para-clinical department in a medical school will be $12,535 per annum.
- the clinical loading for a medically qualified full-time Professor, Professorial Fellow, Associate Professor/Reader, Senior Lecturer and Lecturer employed in a pre-clinical department in a medical school will be $9,401 per annum.
- Whether an academic is entitled to a full clinical loading rather than to a loading of $12,535 or $9,401 per annum should be determined by the University in light of the nature and extent of the academic’s patient-care responsibilities.
- The clinical loading for a dentally qualified full-time Professor, Professorial Fellow, Associate Professor/Reader, Senior Lecturer and Lecturer employed in a medical school or dental school in the teaching of medical or dental students will be $9,401 per annum.
48.2 All clinical loadings are superannuable and will be paid to an academic during periods of study leave, annual leave and long service leave.
48.3 The loadings as provided above will be increased by the University Council.
49. Accident make-up pay
49.1 A staff member who receives compensation in respect of incapacity pursuant to the Accident Compensation Act 1985 will be paid accident make-up pay by the University.
49.2 The maximum period or aggregate periods of accident make-up pay to be made by the University will not exceed a continuous period of 52 weeks or an aggregate of 52 weeks in respect of any one injury.
49.3 A staff member who is eligible to receive accident make-up pay will be paid such pay by the University equal to the difference between the weekly rate of pay payable if the staff member had continued to perform the duties being performed immediately preceding the occurrence of the injury (excluding any payment for overtime, shift premiums, special rates or travelling allowance or incidental expenses or any payment of a temporary character in the nature of a reimbursement of expenditure incurred) and the sum of:
- the amount of weekly compensation received by the staff member; and
- the weekly amount the staff member may be earning in the employment in which the staff member is employed by reason of any partial incapacity.
49.4 Further matters regarding accident make-up pay will be regulated in accordance with existing University policy.
50. Use of private motor vehicles for University business
50.1 The University may approve the use by a staff member of a privately owned motor vehicle for University business. In such cases an allowance equivalent to the Australian Taxation Office’s “Rate per Business Kilometre” will be payable to the staff member.