AP784988CRV - Insurance Industry Award 1998

PART 5 - SALARIES AND RELATED MATTERS 

14. SALARIES AND CLASSIFICATION

14.1 The grading system contained in this clause will apply to each employer respondent. The definitions of these grades are contained in Appendix B.

14.2 Each employer respondent must grade the jobs falling within the grades as defined in Appendix B

14.3 Employees must be advised of the grade assigned to their job.

14.4 The minimum salaries to be paid to employees according to the grade into which their job fits are set out in 14.5.

14.5 Grades

[14.5 substituted by R6437 S9276 PR908600 PR923272 PR937591 PR951638; PR962257 ppc 11Sep05]

(a)	Grades	Rate per annum $
1.	16 years of age	14,113
	17 years of age	16,936
	18 years of age	19,758
	19 years of age	22,581
	20 years of age	25,403
	21 years of age or more	28,226
2.	17 years of age	17,456
	18 years of age	20,365
	19 years of age	23,274
	20 years of age	26,184
	21 years of age or more	29,093
3.	18 years of age	21,046
	19 years of age	24,052
	20 years of age	27,059
	21 years of age or more	30,065
4.		31,692
5.		35,086
6.		40,450
7.		46,678

14.6 Salary rates - employees under 21 years

14.6.1 The salary rates prescribed for employees at the various ages under 21 years of age are fixed percentages of the 21 year old salary rates prescribed for each of the grades in which these age rates appear. These percentages are: 16 years 50 percent, 17 years 60 percent, 18 years 70 percent, 19 years 80 percent and 20 years 90 percent.

14.7 Part of the salary prescribed in 4.5 may be taken in the form of non cash benefits by agreement between an individual employee and the employer. The terms of any agreement must be committed to writing and signed by the employee and the employer

The employer will ensure that the total value of the cash and non cash benefits does not fall below the minimum prescribed salary for the job.

14.8 The contribution prescribed in an award or by legislation to be paid into a complying superannuation fund on behalf of an employee must not be included in the calculation of the value of the non cash component of the minimum salary.

14.9 Job classification review process

14.9.1 Job Classification Review Committee

A committee, comprised of an equal number of representatives of the Insurance Employers Industrial Association and the Finance Sector Union respectively, shall be established and shall be known as the Job Classification Review Committee.

The role of this Committee is to review the classification of a job where disagreement exists between the incumbent of the job and an employer on the grading of the job by the employer.

14.10 Higher duties

14.10.1 Where an employee is required by the employer to relieve in a job which is graded higher than the job in which the employee usually works for a period of more than four (4) consecutive working days, such employee shall be paid at least the minimum salary rate prescribed in this award for the higher grade job.

14.10.2 An employee while relieving in a position of lower grade shall not have his/her salary reduced.

14.11 Safety net adjustments

14.11.1 Arbitrated safety net adjustment

[14.11.1 substituted by R6437 S9276 PR908600 PR923272 PR937591 PR951638; PR962257 ppc 11Sep05]

14.11.1 The rates of pay in this award include the arbitrated safety net adjustment payable under the Safety Net Review – Wages June 2005 decision [PR002005]. This arbitrated safety net adjustment may be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this award which are above the wage rates prescribed in the award. Such above-award payments include wages payable pursuant to certified agreements, currently operating enterprise flexibility agreements, Australian workplace agreements, award variations to give effect to enterprise agreements and overaward arrangements. Absorption which is contrary to the terms of an agreement is not required.

Increases made under previous National Wage Case principles or under the current Statement of Principles, excepting those resulting from enterprise agreements, are not to be used to offset arbitrated safety net adjustments.