AP836954 - Medibank Private Limited Award 2004

SCHEDULE A – FORMER PAID RATES AWARD TRANSITIONAL PROVISIONS

A1. EMPLOYEES COVERED BY FORMER PAID RATES AWARD

A1.1 The provisions of this schedule only apply to an MPL employee who was employed immediately prior to 27 September 2004 the date the award was converted from a paid rates award to minimum rates) - an “eligible employee”.

A1.2 Where an eligible employee had an award entitlement to a higher salary rate immediately prior to the date this award was converted to a minimum rates award, that higher rate will apply. The following provisions of this Schedule set out the pay rates which applied and the associated provisions which determined the appropriate pay point for employees. By applying these provisions to eligible employees, the award pay rate which applied to an employee immediately prior to 27 September 2004 can be determined. Where the award salary rate determined in accordance with this Schedule is higher than that otherwise applying under the general award provisions, it will apply to an eligible employee while the rate remains beneficial to the employee. Where a pay rate in this Schedule is lower than the relevant minimum rate in the award, the rate has an asterisk shown against it (i.e. it is no longer beneficial to eligible employees).

A2 SALARY RATES

A2.1 Classifications and rates of pay

All eligible employees performing work within the classifications listed in the table in this clause will be paid no less than salary adjacent to the relevant classification set out in the table.

A2.2 No adjustment of rates

In accordance with the Paid Rates Decision of 20 October 1998 [Print Q7661], any future increases in salary rates in the award will not apply to the rates in this Schedule.

Table A.2 sets out the salary rates applicable to the following classifications.

* denotes pay point superseded by conversion to minimum rates

Classification		Salary per annum
		$
Customer Service Officer in Training
Under 18	- 1	*13150
At 18	- 2	*15342
At 19	- 3	*17753
At 20	- 4	*19944
	- 5	*21917
	- 6	*22653
	- 7	*23268
	- 8	*24223
Customer Service Officer
	- 1	*24804
	- 2	*25486
	- 3	*26156
	- 4	26835
	- 5	27506
	- 6	*28252
	- 7	28986
	- 8	29722
	- 9	*30492
Administrative Officer Class 1
Under 18	- 1	*12281
At 18	- 2	*14328
At 19	- 3	*16579
At 20	- 4	*18626
	- 5	*20468
	- 6	*20572
	- 7	*21156
	- 8	*21730
	- 9	*22622
Administrative Officer Class 2
	- 1	*23165
	- 2	*23801
	- 3	*24426
	- 4	25061
	- 5	25687
Administrative Officer Class 3
	- 1	*26384
	- 2	*27070
	- 3	27757
	- 4	28475
Administrative Officer Class 4
	- 1	*29407
	- 2	30340
	- 3	31129
	- 4	31929
Executive Officer Class 1
	- 1	32800
	- 2	33825
	- 3	34778
Executive Officer Class 2
	- 1	35424
	- 2	36306
	- 3	37300
	- 4	39176
	- 5	40693
Principal Executive Officer Class C
	- 1	41929
	- 2	45546
Principal Executive Officer Class B
	- 1	46537
	- 2	49360
	- 3	53403
Principal Executive Officer Class A		55350
Information Technology Officer Class 1
	- 1	*28475
	- 2	29407
	- 3	30340
	- 4	31129
	- 5	31929
Information Technology Officer Class 2
	- 1	*35424
	- 2	36306
	- 3	37300
	- 4	39176
	- 5	40693
Medical Officer Class 3		62329
		64466
Medical Officer Class 4		68429
		71291
		74646
Medical Officer Class 5		82318
Medical Officer Class 6		91464
Senior Information Technology Officer Class C
	- 1	41929
	- 2	45546
Senior Information Technology Officer Class B
	- 1	46537
	- 2	49360
	- 3	53403
Senior Information Technology Officer Class A		55350
Legal Class 1
Legal 1	-1	*29690
	-2	31671
	-3	33887
	-4	36058
	-5	38691
	-6	40980
	-7	43239
	-8	45796
	-9	49745
	-10	53911
Legal Class 2
Legal 2	-1	59335
	-2	62133

A2.3 Senior managers

A2.3.1 Senior managers employed in the following senior managers band structure were paid in accordance with the following table. The General Manager did classify positions within the salary range on the basis of job assessment against indicative work level guidelines.

Band	Band range per annum
	$
1	59121-66387
2	70928-81954
3	82745-99005

A2.3.2 Where a Senior Manager was employed within the banded structure as set out above the Senior Manager might have been subject to regression in classification from one band based on performance assessment by the General Manager. The Senior Manager being regressed did have access to review of the General Manager’s decision.

A2.3.3 Notwithstanding the provisions of A2.3.2, until 22 June 1990 salaries of unattached officers, new appointees and promotees/transferees to the banded structure were determined on the manner consistent with the application of A2.3.3.

A3 INCREMENTS

A3.1 Frequency of increments

Subject to A3.2, an employee (other then a senior manager) was, prior to (date of the Commission’s decision), entitled to progress one pay point within the pay scale for the employee’s classification after 12 months of service at a particular pay point. This incremental progression was subject to:

A3.1.1 the employee demonstrating satisfactory diligence, efficiency and attendance for duty;

A3.1.2 any prescription on qualification or advancement barriers or accelerated advancement provisions contained in an award or determined by MPL; and

A3.1.3 the employee not being eligible for incremental progression for 12 months and a corresponding number of calendar days, where a total of more than 30 calendar days of leave was taken and that leave did not count as service.

A3.2 Incremental progression for Customer Service Officers

Notwithstanding the provisions of sub-clause A3.2 above, an officer who occupied a position classified as Customer Service Officer In Training or Customer Service Officer as defined in the Customer Service Officer Program Procedures as agreed between MPL and the CPSU was entitled to advancement under the following conditions:

A3.2.1 Customer Service Officer In Training

Following successful completion of the prescribed training in accordance with the Customer Service Officer Program Procedures as agreed between MPL and the CPSU, a Customer Service Officer In Training progressed to Customer Service Officer, salary rate 1 as specified in clause A2.

A3.2.2 Customer Service Officer - accelerated advancement

On satisfactory acquisition of the Customer Service Officer Program competencies, in accordance with the CSO Program Procedures as agreed between MPL and CPSU, a Customer Service Officer progressed to salary rate 6 or salary rate 9. Salary assessment against the agreed Customer Service Officer competencies was required to be made on the date on which an annual increment of salary was due for the officer concerned.

A3.2.3 Customer Service Officer - salary barrier

Notwithstanding the provisions of this sub-clause a salary barrier existed in the scale of salary rates for a Customer Service Officer. A Customer Service Officer could not receive an annual increment or salary advancement beyond the CSO 6 salary barrier point unless that officer had attained all the competencies required for advancement beyond that point as agreed between MPL and the CPSU.

A3.3 Promotion and higher duties allowance

An employee who was promoted would have included for the purpose of calculating the increment date, any previous period during which the employee acted at the new classification (or a higher classification). This was subject to the provisions of A4.1.2 and A4.1.3. This applied whether or not the employee was performing duties at the new level at the time of promotion.

A3.4 Juniors

The provisions of A3.1, did not apply to an employee under 21 years of age employed in a classification where rates of salary are prescribed according to age, except where an employee was paid the adult salary rate following automatic advancement upon successful completion of a course of study or training.

A3.5 Withholding of increments

Where MPL withheld an increment, the employee was notified in writing of the reason for withholding the increment.

A4 ALLOWANCES

A4.1 Higher duties allowance

A4.1.1 Continuous higher duties – increments

Where an employee had been paid higher duties for 12 months or more continuously at a particular pay point (or higher), an employee was entitled to be granted increments of allowance of the same amounts as were payable as increments of salary to an officer occupying such higher classification..

A4.1.2 Broken higher duties – increments

Where an employee performed higher duties in broken periods, an increment was due when an employee has been paid for 12 months higher duties at a particular pay point (or higher) at a higher classification level in a 24 month period.

A4.1.3 Retention of higher duties increments

After an increment had been attained according to paragraphs A4.1.1 and A4.1.2, it was retained for future higher duties at that classification level provided that an employee who had not been paid higher duties at that classification level (or higher) for two consecutive years, reverted to the minimum of the range for any subsequent higher duties.

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