No Disadvantage. No employee shall suffer a reduction in pay as a result of the making of this Agreement. The components used to determine if any financial disadvantage has occurred are wage rates, productivity allowance and excess fares and travel time only. Site allowance, superannuation, redundancy and top-up/24 hour employee insurance contributions will not form part of an employee’s income. Further, this assessment will be based on an ordinary 36-hour working week and no overtime shall be taken into account.
No Disadvantage. If an employee’s wage rates prior to this appendix coming into operation is greater than the rates contained in Clause 7 then those rates will continue to apply. In those circumstances such an employee will maintain or “red circle” the wage rate he/she was on prior to working within the scope of this appendix. If such an employee moves outside the scope of this Appendix then the wages contained in the appropriate Appendix of the Agreement will apply. If such an employee later moves back within the scope of this appendix then the “red circled” wage will again apply. Where an employee has received the wages contained in other Appendices of the Agreement then such an employee will retain that rate and/or allowance(s) only when they are working outside the scope of this appendix. When an employee moves to the cottage sector/ retail for service and maintenance sectors as described then the wages rates described in Clause 7 will apply. When an employee enters back under the scope of the other Appendices proper then the rates contained in the appropriate Appendix of the Agreement will apply.
No Disadvantage. If an employee’s wage rate prior to the application of this Appendix is greater than the rate contained in this Appendix, then that higher rate will continue to apply. In that circumstance such an employee will maintain or “red circle” the wage rate he/she was on prior to working within the scope of this Appendix. If such an employee moves outside the scope of this Appendix then the wages and conditions contained in the appropriate Appendix will apply. If such an employee later moves back within the scope of this Appendix then the wage rate he/she was on immediately prior to this move continues to apply or as otherwise agreed between the parties.
No Disadvantage. Arising from the implementation of this agreement no employee will suffer a disadvantage in respect of rates of pay and conditions of employment.
No Disadvantage. If an employee’s wage rate prior to the application of this Appendix is greater than the rate contained in this Appendix, then that higher rate will continue to apply. In that circumstance such an employee will maintain or “red circle” the wage rate he/she was on prior to working within the scope of this Appendix. If such an employee moves outside the scope of this Appendix then the wages and conditions contained in the appropriate Appendix will apply. If such an employee later moves back within the scope of this Appendix then the wage rate he/she was on immediately prior to this move continues to apply. Rates of Pay from 1st January 2003 Grade EW Minimum Weekly Payment Attendance Pay Industry Allowance Tool Allowance Gross All- Purpose Wage Supervised Licence Gross All- Purpose Wage per Hour Supervised Licence Electrician Licence Allowance ‘E Class’ Gross All- Purpose Wage Inc Licence Allowance ‘E Class’ Gross All- Purpose Wage per Hour ‘E Class’ 1 564.70 40.00 40.40 645.10 16.9763 2 592.55 40.00 40.40 672.95 17.7092. 3 620.45 40.00 40.40 700.85 18.4434 4 648.30 40.00 40.40 728.70 19.1763 5 676.20 40.00 40.40 18.40 775.00 20.3947 25.00 800.00 21.0526 6 704.10 40.00 40.40 18.40 802.90 21.1289 25.00 827.90 21.7868 7 759.85 40.00 40.40 18.40 858.65 22.5961 25.00 883.65 23.2539 8 815.60 40.00 40.40 18.40 914.40 24.0632 25.00 939.40 24.7211 9 843.50 40.00 40.40 18.40 942.30 24.7974 25.00 967.30 25.4553 10 927.10 40.00 40.40 18.40 1025.90 26.9974 25.00 1050.90 27.6553 Rates of Pay from 1st October 2003 Grade EW Minimum Weekly Payment Attendance Pay Industry Allowance Tool Allowance Gross All- Purpose Wage Supervised Licence Gross All- Purpose Wage per Hour Supervised Licence Electrician Licence Allowance ‘E Class’ Gross All- Purpose Wage Inc Licence Allowance ‘E Class’ Gross All- Purpose Wage per Hour ‘E Class’ 1 576.30 40.00 41.20 657.50 17.3026 2 604.75 40.00 41.20 685.95 18.0513 3 633.15 40.00 41.20 714.35 18.7987 4 661.60 40.00 41.20 742.80 19.5474 5 690.00 40.00 41.20 18.80 790.00 20.7895 25.00 815.00 21.4474 6 718.40 40.00 41.20 18.80 818.40 21.5368 25.00 843.40 22.1947 7 775.25 40.00 41.20 18.80 875.25 23.0329 25.00 900.25 23.6908 8 832.10 40.00 41.20 18.80 932.10 24.5289 25.00 957.10 25.1868 9 860.50 40.00 41.20 18.80 960.50 25.2763 25.00 985.50 25.9342 10 945.80 40.00 41.20 18.80 1045.80 27.5211 25.00 1070.80 28.1789 Rates of Pay from 1st March 2004 Grade EW Minimum Weekly Payment Attendance Pay Industry Allowance Tool Allowance Gross All- Purpose Wage...
No Disadvantage. No employee shall suffer a reduction in hourly All Purpose pay rates as a result of the making of this Agreement.
No Disadvantage. (i) No clinician will be subject to less favourable treatment by the Employer by reason of the Employee seeking to enforce her/his rights under this clause.
No Disadvantage. If an employee’s wage rates prior to this appendix coming into operation is greater than the rates contained in clause 3.2 then those rates will continue to apply. In those circumstances such an employe e will maintain or “red circle” the wage rate he/she was on prior to working within the scope of this appendix. If such an employee moves outside the scope of this Appendix then the wages contained in the appropriate Appendix of the Agreement will apply. If such an employee later moves back within the scope of this appendix then the “red circled” wage will again apply. Where an employee has received the wages contained in other Appendices of the Agreement then such an employee will retain that rate and/or allowance(s) only when they are working outside the scope of this appendix. When an employee moves to the cottage sector/commercial for service and maintenance sectors as described then the wages rates described in clause
No Disadvantage. The annualised salary must be no less than the amount the employee would have received under the award for the work performed over the year of the Agreement – or less if the employment is terminated before a year. This is similar to the BOOT test for an IFA The flat rate calculator can be used to calculate the salary to ensure that the employee is not disadvantaged. Every 12 months or on termination of the employment the employer must do a tally of the hours worked and the amounts paid to ensure that there is no shortfall. If there is a shortfall the employer must pay this to the employee within 14 days, Record keeping Records must be kept of the following: Starting and finishing times Any unpaid breaks taken These records must be signed by the employee each pay period or roster cycle. Superannuation Superannuation is payable on Ordinary Time Earnings (OTE) which are defined in the taxation laws. Overtime is NOT defined as Ordinary Time Earnings but if you pay a flat rate of pay which incorporates overtime and the overtime is not distinctly identifiable then superannuation must be paid on the full amount. If, however the payment includes an amount that is “expressly referable” to overtime hours as remuneration for overtime worked then the payment for overtime will not be OTE. (Superannuation Guarantee Ruling SGR 2009/2) The ATO has issued an administratively binding advice which is on the ATO website. The reference number is 1012597896867. While this advice is specific to the employer who sought the advice it is useful to ascertain how the ATO might interpret the situation. If you want absolute certainty then you should seek your own private ruling from the ATO. The advice states that if the hours which are ordinary time hours are clearly specified in the contract then superannuation need only be paid on these hours not on all of the hours worked. This is because the annualised salary does not alter the hours which are ordinary hours of work but rather varies the rate of pay for the overtime hours and those hours. If you wish to pay superannuation on the 38 hours worked, not the hours inclusive of overtime, then Clause 8.4 must be in the contract. It has been drafted to comply with SGR 2009/2 and the ATO Advice to ensure that the overtime hours are ‘expressly referable”. The spreadsheet which you will attach to the IFA will also identify the overtime hours.
No Disadvantage. The parties are committed to ensure there is no “overall disadvantage” to individuals due to any changes in core conditions at the date of this CA coming into force unless specifically agreed between the parties during the negotiations.
