4 SALARIES AND PAYMENTS

4.01 Salary Rates

4.01.02 The various salaries, hourly payments and loadings in column 1 of the tables in Attachment 1 are those that applied to the University immediately before this Agreement, and columns 2, 3 and 4 of the tables only change the minimum monetary amounts payable for salaries, hourly payments and loadings.

4.01.03 These salary increases will apply to all staff covered by this Agreement, including casual staff :

• 3% from 24 August 2000;
• 4% from 23 August 2001;
• 4% plus a flat $500 from 28 November 2002.

4.01.04 A 'one-off' bonus of $500 was paid to continuing and fixed-term staff under the Heads of Agreement between the University and the Union.

4.01.05 The salaries in this Agreement may be changed if the parties agree to any increases of an economic nature during the term of the Agreement and these are approved by the Commission under s170MD of the Act.

Salary Packaging

4.01.06 Despite the salary rates payable under this Agreement, you may negotiate with the University to have an individual remuneration package, with your salary being reduced to give another benefit (cash payment made for your benefit) more cost effectively.

4.01.07 The following benefits may be available to you and all staff to be included in your remuneration package:

• Exempt/Concessionally Taxed:
  • Superannuation;
  • Motor Vehicles;
  • Notebook and Laptop Computers;
  • Electronic Diaries and Calculators;
  • Briefcases;
  • Mobile Phones;
  • Airport Lounge Membership;
  • Newspapers and Periodicals;
  • Union subscriptions;
  • MU childcare; and
  • MU car parking;
• Otherwise deductible expenses:
  • Self Education and Professional Expenses;
  • Salary Packaging Advice and Financial Consulting;
  • Income Protection Insurance;
  • Interest Payments on Investment Loans;
  • Development Travel; and
  • Home Office Expenses.

4.01.08 You may be appointed above the first incremental step in a Level if justified by your professional standing, qualifications and experience relevant to the position.

4.01.09 In particular, your commencing step will be one step above the first step for each aggregate of 12 months of employment in the same or a higher Classification in the higher education industry during the previous 5 years.

4.02 Market Loadings

Listing of Eligible Disciplines or Positions

4.02.02 Evidence will be needed that the area has had difficulty over some time in recruiting and keeping staff because of market competition and that other tertiary institutions have introduced or are looking at market loadings for the same area.

4.02.03 Each listing of eligible areas will be reviewed every two years.

4.02.04 All continuing or fixed-term staff in a listed area will be eligible for the payment of market loadings.

Approval

4.02.05 A market loading of up to 20% may be approved for you by the Deputy Vice-Chancellor or Pro Vice-Chancellor if you are in a listed area, on the recommendation of the Head, who will have consulted with senior staff.

4.02.06 The Vice-Chancellor will decide on market loadings above 20%.

4.02.07 Any other loading being paid to you will be considered when deciding any market loading.

Form of Loading

4.02.08 Market loadings are paid as a percentage of the salary rates in this Agreement, based on steps of 5 per cent - i.e. 5%, 10%, 15%, etc

4.02.09 Loadings are paid through the payroll. You may salary sacrifice the loading if eligible as in 4.01.

Review of Performance

4.02.10 All market loadings are on an individual basis and will normally be paid for 2 years in the first instance. Your loading will be reviewed under the PMS every 2 years.

4.02.11 The review will take your performance into account. The Head may recommend that your loading be removed, suspended during a review period, or renewed at the same, higher or lower level.

4.02.12 Review reports should be sent in time to allow the completion of the review and approval, so that any change can apply from 1 January.

Eligibility for Superannuation and other Salary Related Purposes

4.02.13 Market loadings are not subject to superannuation except as specifically agreed by the Vice-Chancellor. They will be paid for accrued long service leave taken in service but from the same source as the loading, rather than the central fund. They will not be used to work out any monetary value for accrued long service leave, annual leave or annual leave loading on resignation, retirement or termination except as specifically agreed by the Vice-Chancellor.

Funding

4.02.14 The conditions for the justification and approval of market loadings will apply despite the source of the funds. The financial status of the area will be reviewed by the Head at two yearly intervals and, if sufficient funds are not available, the loadings may be reduced proportionally across all recipients or withheld altogether. Letters of offer will make this practice clear.

Confidentiality

4.02.15 The payment and level of a market loading are confidential, which is also intended to help the University to compete in the marketplace.

Individual Loadings in Non-listed Departments

4.02.16 In very exceptional cases, the Vice-Chancellor may approve a loading in consultation with the Head where a Professor, or another staff member, as well as normal responsibilities, is required to carry out a major additional duty (e.g. as Director of a Commonwealth Special Research Centre or Key Centre for Teaching and Research) arising from outside funding. This loading will recognise the critical loss to the activity should the staff member leave.

4.02.17 All other salary loading conditions apply and the loading is also to be a percentage of salary, in steps of 5 per cent - i.e. 5%, 10%, 15%, etc.

Professorial Fellowships

4.02.18 If you have been found worthy of appointment to a Chair in the University or in a comparable university, the Head may recommend to the Vice-Chancellor that you be appointed as a Professorial Fellow at Level E, identifying available funding. If approved, the appointment will be for five years in the first instance and can be renewed after a satisfactory review under the PMS.

4.03 Payment of Salaries

4.03.02 The University will give you a pay advice (in Attachment 9) on or before pay day. From 2001 the advice will be delivered by electronic means to you if you have access to the University web and/or e-mail facilities.

4.03.03 You can be paid in advance for the pay days falling in annual leave, long service leave or OSP if you ask on your leave application and the application is in the Personnel Office 10 working days before the first pay day.

4.04 Incremental Progression

4.04.02 Under these procedures, if full-time or part-time, you will go to the next incremental step after 12 months service at your current step, including service in an acting appointment.

4.04.03 If you are a casual General staff member, you will be eligible for incremental progression when you complete 1200 hours of work.

4.04.04 Payment of an increment does not depend on the financial circumstances of a budget unit and the cost of increments must be included in budget estimates.

4.04.05 If any period (or periods) of leave without pay (except parental leave without pay) in the review period exceeds 15 days if full-time (or pro rata), your increment date will be advanced by a period equal to the whole period of leave without pay.

4.04.06 If you are acting in or seconded to another position (or positions) and an increment is recommended for the 'acting' service, any available increment in the 'substantive' position will be automatic.

4.04.07 Incremental progression recognises the additional skills, experience and knowledge that you should get over time and the increased contribution you can make to the University. Most staff will go through their incremental scale without interruption.

4.04.08 You will need to show that your performance has been satisfactory over the previous year (the 'review period').

4.04.09 Satisfactory performance here means performance at an appropriate level for your appointment and consistent with your duties, the Position Classification Standards and, for Academic staff, the Discipline Profile. [Academic Position Classification Standards - PDF] [General Position Classification Standards - PDF] [Research Position Classification Standards - PDF]

4.04.10 You should note that an important distinction is made between performance insufficient for an increment and unsatisfactory performance under 13.03.34.

4.04.11 The Head must decide, before the end of the review period and after your adviser reports, if the increment is to be paid or not. After receiving the information needed, as outlined below and under the PMS, the Head will approve your increment or recommend that it not be approved.

4.04.12 Your adviser will conduct an incremental progression review, using the Review Report Form.

4.04.13 Your adviser will consult with you and with relevant senior staff.

4.04.14 Your adviser must consider EEO issues when assessing if your performance is satisfactory.

4.04.15 It is recognised that you may have duties during the review period that do not span all the criterion areas or duties. It is also recognised that career paths for Academic staff are diverse and that it is necessary to cater for multiple pathways to progression.

4.04.16 To move to the next increment, you are also expected to have carried out any developmental activities agreed and provided for at the previous review or during the review period.

4.04.17 If your performance is satisfactory, your adviser will record this on the Review Report Form. Suggestions for minor improvements may be included on this form. Your adviser may record on the Individual Development Form suggested developmental activities you should carry out. You may respond to the suggestions on the form.

4.04.18 If you cannot be contacted when a review for an increment needs to be carried out, an approval may be processed in your absence, and the review will be discussed when you come back to the University or can be contacted.

Insufficient Performance

4.04.19 If your adviser believes that your performance has not been satisfactory, you will be told which activities are of concern on the Review Report Form.

4.04.20 The deficiencies will be set out in detail on the Insufficient Performance Report Form in terms of the progression criteria. Suggested remedies will also be provided. You may raise mitigating circumstances or developmental needs of which your adviser or Head may be unaware.

4.04.21 The Head will decide after looking at any comments and will fill in and send the review documents to the Personnel Office.

4.04.22 If your increment is approved, the Personnel Office will process the salary change and file the review documents on your personal file.

4.04.23 If the Head recommends that your increment not be paid, this may mean:

• complete withholding of your increment until the next due date; or
• a further review after a shorter period, which may lead to your increment being paid from the original date or at a new date.

4.04.25 The Personnel Office will tell you the decision. If the decision is to withhold or defer the increment, the Head will get you the support needed for the increment to be paid by the next review date.

4.04.26 Incremental progression assessment is not a substitute for disciplinary action. A decision not to pay an increment is a serious matter but does not suggest that disciplinary action is being taken or is needed under the PMS.

Appeal Process

4.04.27 You may ask for a review of a decision to withhold or defer an increment under 14.02.

4.04.28 The Vice-Chancellor's decision on the recommendations of the Review Panel will be final.

4.05 Accelerated Progression

4.05.02 A Promotions Committee looking at your case as an Academic staff member applying for promotion may recommend accelerated progression in your current salary range instead of promotion.

4.05.03 A Head recommending your promotion, as a General staff member, on the re-classification of your position, may recommend your appointment at a step above the first step of the new salary range.

4.06 Unit Coordination - Academic Staff

4.06.02 Coordination may include arranging for the use of physical facilities (including on-line delivery), resources and inputs from other staff. It does not necessarily require you to be involved in the development of the unit.

Associate Lecturers (Level A) Performing 'Full Unit Coordination'

4.06.03 If you are below Step 6 of Level A and required to carry out full unit coordination on a short-term basis, you will be paid an allowance to Step 6 for the whole period.

4.06.04 If you are required to perform full unit coordination of a whole unit on a continuing basis you will move to Step 6.

4.06.05 Full unit coordination undertaken by Associate Lecturers must not extend beyond one unit per semester.

Associate Lecturers Performing the 'Most Complex Levels of Unit Coordination'

4.06.06 'Most complex levels of unit coordination', which is outside the Associate Lecturer PCS, includes:

• full responsibility for unit coordination, with:
  • responsibility for more than one-third of the lecturing in a unit;
  • significant curriculum development in on-line or information technology-based teaching;
• full responsibility for units which are part of large first-year feeder courses; or
• full responsibility for postgraduate units.

4.06.08 It will be rare for an Associate Lecturer to be named by the Head to perform the most complex levels of unit coordination on a continuing basis.

4.06.09 In these circumstances you should apply for promotion to Lecturer.

4.06.10 If your promotion application is unsuccessful then:

• in principle, the Head should not ask you to continue the complex unit coordination; and
• you should be given opportunities for your professional development at once. These development programs may include rearrangement of your teaching responsibilities so that greater priority can be given to scholarship and the publication of research.

4.06.12 You must be named in writing by the Head as the coordinator of a unit to be paid an allowance.

4.07 Relieving / Higher Duties Allowances

4.07.02 The allowance in 4.07.01 is the difference between the lowest salary of the higher classified position and the salary you receive in your substantive position. The allowance will vary with salary changes over the period.

4.07.03 You will be paid a higher duties allowance under this clause if you agree to carry out temporarily some but not all the duties of a higher classified position or duties that would be classified at a higher Level.

4.07.04 The allowance in 4.07.03 will be worked out as a percentage of the difference between the lowest salary of the existing or assessed higher Level and the salary that you receive in your substantive position. The allowance will vary with salary changes over the period.

4.07.05 You will be told of the extent of the duties to be carried out and the allowance to be paid before taking up duties under 4.07.03. The duties and allowance may be increased or decreased by agreement during the period.

4.07.06 You will not be paid a relieving or higher duties allowance if:

• the lowest salary for the higher Classification is less than the salary you receive in your substantive position;
• you are a designated relieving staff member; or
• you are recognised as the deputy or assistant of a more senior staff member and the job description of your position includes deputising for that staff member as part of your normal duties.

4.07.08 These terms apply to temporary appointments and Heads must make sure that longer term needs are met by continuing appointments, involving work redesign if necessary.

4.07.09 Opportunities to act in higher positions should be offered to eligible staff on a rotating basis to help in professional development and the observance of EEO expectations.

4.08 Allowances to Heads of Divisions, Departments and Offices

4.08.01 An Expense of Office Allowance decided by the Vice-Chancellor is paid to Heads of Offices and Divisions.

Appointment and Allowances for Heads of Divisions and Departments

4.08.02 The appointment and terms of office of Heads of Divisions and Departments will be as given in the Division Rules in the Calendar.

4.08.03 The Head of Division allowance is 15% of the Level E rate or, if the appointment is on a short-term basis and the appointee is not at Level E, by way of allowance to the salary for Level E (first at Step 1) plus 15%.

4.08.04 A scale of allowances for Heads of Departments, in dollar amounts per annum, applies because of the significant variation in the size of the Departments and the varying Levels of those appointed. The Vice-Chancellor may vary the following guidelines:
 

• EFTSU means equivalent full-time load for all students enrolled in award programs;
• total budget means all operating funds including fee income but not including special projects;
• full-time staff means equivalent full-time General and Academic staff.

4.08.06 If you qualify for 2 positional loadings you will receive the larger of the 2 allowances.

4.08.07 Directors are also appointed to certain programs and certain centres. Some Divisions may have Deputy Heads and/or Directors of functional areas (undergraduate studies, postgraduate studies, etc.). Loadings for these positions and variations from the above guidelines may be approved by the Head of College if recommended by the Head of Division.

4.08.08 Allowances for Vice-President of Academic Senate, Dean of Students, Dean of Postgraduate Studies and Director, Teacher Education Program are decided by the Vice-Chancellor based on the Head of Division allowance.

4.08.09 Allowances paid to Heads of Divisions and Departments and related positions are superannuable and are included for leave and other purposes.

Suspension of Allowances to Absent Heads of Divisions / Department

4.08.10 If a Head of Division or Department is absent for more than 4 weeks on leave without pay, or on secondment to another organisation which meets the salary, the salary allowance and any Expense of Office allowance will be suspended during the absence. The allowance(s) will remain during all other absences.

Payment of Allowances to Acting Heads of Divisions / Department / Offices

4.08.11 If a Head of Division or Department is absent from the University or temporarily unable to act, the Head of College may appoint an Acting Head for up to 6 months. Acting Heads of Divisions will be appointed from an annually approved list, which will be based on nominations by the Head.

4.08.12 If you are appointed as Acting Head of a Division, Department or Office for more than 4 weeks to carry out the full responsibilities, you will be paid pro rata for any Expense of Office allowance payable and:

• the salary allowance as the Head of Division or Department; or
• the difference between your salary and the salary of the Head (or the first step of the Band in which the position of the Head is placed, if this is a Level 10 position).

4.08.14 You will not be paid allowances under 4.08.12/3 if the conditions in 4.07.06 apply.

4.09 Motor Vehicle Kilometre Allowance

4.09.02 You will not be paid an allowance if you receive an annual vehicle allowance for the continuous use of your vehicle for University business.

4.09.03 Some rates shown in Attachment 1 are above the car expenses on cents per kilometre rates set by the Australian Taxation Office. The allowances will appear on your Group Certificate and you must substantiate any deduction you claim above the ATO rates.

4.10 Overtime Meal Allowances - General Staff

• 2 hours or more overtime after the normal finishing time;
• 2 hours or more before normal starting time;
• 4 hours or more overtime on Saturdays, Sundays or public holidays;
• more than 4 hours after an earlier meal break for which a meal allowance has been paid or is payable.

4.11 Travel

4.11.02 Travel and travel programs are to be approved by your Head or other University officer before you begin the activity that requires travel.

4.11.03 You may use one (or more, if suitable) methods to meet your expenses of approved University travel:

• reimbursement of actual costs up to the travel allowance in Attachment 1, supported by a diary or original receipts; or
• use of a University credit card, subject to the conditions for its use;
• payment of a daily (i.e. number of nights) travel allowance to cover accommodation, meals and incidentals; or
• payment of a camping allowance in Attachment 1.

4.11.05 Travel allowances may be requested in advance. You must acquit the advance against receipts or other acceptable documents within 4 weeks of your return. No further advance will be given until this has been done.

4.12 Taxation of Meal and Travel Allowances

4.13 Supported Wage System

Eligibility Criteria

4.13.02 You will be covered if you are unable to carry out the full duties for the Level because of the effects of a disability on your productive capacity, and meet the impairment criteria to receive a Disability Support Pension.

4.13.03 The clause does not apply if, as an existing staff member, you have a claim against the University under Workers' Compensation legislation or any clause in this Agreement about rehabilitation if injured in your employment.

4.13.04 This clause does not apply for any facility, program, undertaking, or service which is funded under the Disability Services Act 1986 and fulfils the dual role of service provider and sheltered employer to people with disabilities, unless the University is recognised under s.10/12A of that Act.

4.13.05 If this clause applies, you will be paid a percentage of the lowest rate of pay for the Level in which you are employed according to this schedule:
 

• (But the smallest amount payable will be $50 per week.)
• * If your assessed capacity is 10%, you will receive a high degree of help and support.

4.13.06 To work out the percentage for you, your productive capacity will be assessed under the Supported Wage System and documented by either:

• the University and the Union, in consultation with you; or
• the University and an accredited Assessor from a panel agreed by the University, Union and you, if wished by any of these parties.

4.13.08 The assessment instrument will be agreed and signed by the parties to the assessment, but where the Union is not a party, it will be sent by the Registrar to the Union by certified mail and will take effect unless an objection is made to the Registrar within 10 working days.

4.13.09 The assessment will be reviewed annually or earlier if requested. A review will follow the procedures for assessing capacity.

Other Terms of Employment

4.13.10 The percentage will apply to the salary rate only. You will be entitled to the terms in this Agreement on a pro rata basis.

4.13.11 If the University wishes to employ you under these terms it will take reasonable steps to change the workplace to increase your capacity to do the job. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other staff in the area.

4.13.12 So that a proper assessment of your capacity can be made, the University may employ you under these terms for a trial period up to 12 weeks, and for a further 4 weeks if additional work adjustment time is needed.

4.13.13 The assessment will be made and the wage rate for further employment will be decided during the trial period.

4.13.14 The amount paid to you during the trial will be $50 per week or greater if agreed (taking into account the income test free area for earnings).

4.13.15 The trial will include suitable induction and training for the job.

4.13.16 If you and the University wish to continue the employment after the trial period, the contract will be based on the assessment under 4.13.06.

4.14 Removal, Relocation and Repatriation Expenses

4.14.02 The 'Sydney area' here means the geographical area bounded by Wyong in the North, Katoomba in the West and Wollongong in the South.

4.14.03 You may be given benefits, up to the limits, if you are:

• part-time; or
• in the Sydney area (for removal and associated costs only).

4.14.05 You are required to tell the University if travel and relocation expenses for your partner are already the responsibility of another organisation (e.g. if your partner is already employed in Australia or is taking up an appointment in Australia). Allowance will be made for this in deciding the extent of the help to be provided by the University.

4.14.06 You should note that, without a written agreement to the contrary, the University will not accept liability for outstanding debts to other Universities or organisations for your travel and removal expenses.

4.14.07 'Dependent children' means dependent children as defined who will be moving to live with you.

Travel Expenses for an Appointee from Overseas

4.14.08 The University will help to meet the costs of visa application fees (other than associated expenses and employer sponsorship fees) for you, your partner and any dependent children relocating with you, up to Department of Immigration and Multicultural Affairs limits.

4.14.09 The University will pay the equivalent of economy class air fare(s) by the most direct route available from your home when appointed.

4.14.10 If you are advised not to travel by air for medical reasons, the University will pay the normal equivalent of the economy class air fare(s) as a contribution to sea travel.

4.14.11 The University will pay up to 2 days salary as a travel allowance for the time you are actually involved in travel by air or, if approved, by sea, from your home to Australia by the most direct route. The Head may approve a payment above 2 days in special circumstances.

Travel Expenses for an Appointee from Australia but outside the Sydney Area

4.14.12 You will be reimbursed after arrival in Sydney up to the cost of economy class air fare(s) by the most direct route.

Removal Expenses

4.14.13 Removal expenses will be paid based on the volume of your household effects transported to the new home, subject to:

• the provision of 3 quotations stating the actual volume of goods to be removed and the cost;
• the prior agreement of the University to reimburse reasonable expenses, usually the lowest quotation, up to:
  • 15 cubic metres for yourself;
  • 20 cubic metres for yourself and a partner;
  • 30 cubic metres for yourself, a partner and/or dependent children (as defined).

4.14.15 If you believe that these limits are a serious disadvantage, you may apply for special consideration to have the removal expenses increased. The application is to be resolved before the removalist's quote is accepted.

Insurance Coverage

4.14.16 Payment by the University for insurance coverage on furniture and effects transported to the new location from overseas or from Australia, but outside the 'Sydney area', will be up to:

• $ 750 for 15 cubic metres;
• $1000 for 20 cubic metres;
• $1500 for 30 cubic metres.

4.14.18 These amounts will be reviewed every 12 months and increased, if necessary, with the Consumer Price Index.

Storage Expenses

4.14.19 The University will pay reasonable storage and insurance costs of your household effects for up to 4 weeks.

Initial Living Expenses

4.14.20 To help you to meet additional living costs when settling in, the University will pay you the daily (i.e. number of nights) travel allowance in Attachment 1 to cover accommodation, meals and incidentals for up to 4 weeks. You should arrange permanent accommodation during this period.

Repatriation of Fixed-Term and Probationary Staff

4.14.21 Repatriation expenses will be available when your fixed term ends unless you are travelling to take up a new appointment where the new employer will meet relocation costs.

4.14.22 Your right to repatriation will end if you are fixed-term and accept a continuing appointment in the University.

4.14.23 If you are appointed on probation and given benefits under this clause but later not offered continuing appointment, you may also be considered for payment of repatriation expenses.

4.14.24 The University will meet up to the current cost of the economy class air fare(s) by the most direct route to your original home, for travel back to that place or to the next home.

4.14.25 The University will also meet removal expenses up to the current cost of removal from your original home, for removal back to that place or to the next home.

4.15 Plumbing Blockage Allowance - General Staff

4.15.02 The rate will move with the increases at Level 5 Step 6 in Attachment 1.

4.16 Superannuation

4.16.02 The University will maintain the level of employer superannuation contributions for existing and future staff at 17% of salary.

4.16.03 The Deed of Covenant between the University and SSAU Nominees Pty Limited (now UniSuper Limited) on 20 September 1988 governs contributory superannuation for new staff. Exceptions apply if you are new:

• if under 21 or over 60 you need not contribute but may choose to;
• if a current member of either the State Superannuation Fund (SSF) or the State Authorities Superannuation Scheme (SASS) you may choose to keep that membership on joining the University.

4.16.05 Existing staff who were eligible but had not taken up their choice to contribute to SASS kept that right. As SASS closed in December 1992, these staff can now contribute to UniSuper. Only those in Group C or B below may choose half-rate contributions to UniSuper.

Academic Staff

4.16.06 If you are at Lecturer or above, appointed for at least 2 years, and at least half-time, you must contribute to UniSuper at the full rate (7% from yourself and 14% from the University).

4.16.07 If your appointment is for less than half-time, you must contribute to UniSuper if you are increased to half-time or more on a continuing basis.

4.16.08 From 1 July 1991, if appointed as Associate Lecturer or as an English Language Centre Teacher, you are eligible to contribute to UniSuper at the full rate if you have a contract of at least 2 years. (See also below for staff paid from grants). If promoted from Associate Lecturer to Lecturer, you will be covered at the higher rate as if you were being newly appointed to the higher Level.

General Staff

4.16.09 From 1 July 1991, if appointed to a General staff position for at least two years and at least half-time you must contribute to UniSuper for award/productivity superannuation. Depending on your Level at or after 4 March 1993, you will fall into one of three groups:

• Group A: at Level 5 and upward, you must contribute to UniSuper at the full rate;
• Group B: at Levels 3 or 4, you must contribute to UniSuper but may choose half-rate contributions at the start of membership;
• Group C: at Levels 1 or 2, you are eligible to contribute to UniSuper and may choose half-rate contributions at the start of membership.

4.16.11 Except for existing staff at 1 July 1991, if you are promoted or transferred from group C to group B, or from group B to Group A, you will be covered at the higher group as if being newly appointed to the higher Level.

Non-Contributory ('Productivity') Superannuation

4.16.12 Members of UniSuper are covered for 3% non-contributory (productivity) superannuation through that fund.

4.16.13 Members of SSF or SASS also have a 3% employer contribution made to the State 'Basic Benefit' Scheme.

4.16.14 Members of the Professorial Superannuation Scheme also have a 3% employer contribution made to UniSuper.

4.16.15 If you are not contributing to any of the above schemes, including if you are casual and meet the threshold, you will have an 8% employer contribution made to UniSuper under the Superannuation Guarantee Legislation and 9% from 1 July 2002.

Staff Employed Under Grants

4.16.16 If you are paid under a grant, other than the Operating Grant, and fall under the various superannuable categories you will only be allowed to contribute to UniSuper if suitable funding is available in the grant to cover the cost of contributory superannuation.

4.16.17 If you are employed under a grant and not in a superannuable category but there are funds available in the grant to cover the cost of contributory superannuation, you may apply, be nominated by the University, and accepted by the Trustee as eligible to contribute to UniSuper.

Deferred Early Retirement Benefit

4.16.18 If you are a State Superannuation Fund member aged between 50 and 55 you may put off payment of a retrenchment benefit, pay up front the contributions due to age 55, and can get the 'early retirement benefit' at age 55 (or the 'normal retirement' benefit if you are a woman who elected age 55 retirement). The University meets the added employer contribution cost.