Common use of Higher Duties Allowance Clause in Contracts

Higher Duties Allowance. Where a role needs to be filled for 2 or more working weeks, higher duties allowance will be paid to any temporary occupants of the role acting at a classification higher than their substantive classification level. Higher duties allowance will be equal to the difference between the employees’ current salary and the salary that would be payable if they were promoted to the higher classification level, or a higher amount determined by the Commissioner. The Commissioner may determine a higher amount of higher duties allowance, having regard to factors including: previous periods of higher duties at or above the proposed higher duties classification; performance, including during previous periods of higher duties; and relevant experience and/or skills. Where an employee is found to be eligible for salary progression at their acting classification level they will receive an appropriate increase in the rate of higher duties allowance. The employee’s salary level will be retained for all future periods of acting regardless of elapsed time. Where an employee is assigned only part of the higher duties, the Commissioner will determine the amount of allowance payable. Higher duties allowance will be payable while an employee is acting at a higher classification as part of a job sharing arrangement where the duration of the arrangement is at least 2 working weeks. The Commissioner may shorten the qualifying period for higher duties allowance on a case-by-case basis including if the Commissioner determines there are special circumstances associated with the higher duties, including the requirement to exercise significant delegated authority. The Commission will make compulsory employer contributions as required by the applicable legislation and fund requirements. Employer superannuation contributions will be paid on behalf of employees during periods of paid leave that count as service. The Commission will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by the Commission's payroll system. The Commission will provide an employer contribution of 15.4 per cent of the employee’s Fortnightly Contribution Salary (FCS) for employees in the Public Sector Superannuation Accumulation Plan (PSSap) and Ordinary Time Earnings (OTE) for employees in other accumulation funds. Employer contributions will be made for all employees covered by this Agreement. Employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements. Employer contributions will be paid on periods of unpaid parental leave in accordance with the requirements of the PSSap fund where the employee is a member of the PSSap, and up to a maximum of 52 weeks where the employee is a member of an accumulation fund other than the PSSap. An employee can get a percentage of the relevant pay rate in line with their assessed capacity to do the work if they: have a disability; meet the criteria for a Disability Support Pension; and are unable to perform duties to the capacity required. Specific conditions relating to the supported wage system are detailed in Appendix B. All ongoing employees, and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. Where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or any other purpose. The employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may charge.

Higher Duties Allowance. Where an Employee is Required By the Relevant Manager to Relieve in a role needs Position at a Level Higher Than the Employee’s Substantive Position and the Employee Performs the Required Duties During the Designated Period of Relief, a Higher Duties Allowance Will be Paid to the Employee Where the Period of Relief Actually Worked is 5 Consecutive Days Or Greater. The higher duties shall be an amount equal to the difference between the base salary of the higher level position being relieved in by the employee, and the ordinary salary of the relieving employee’s substantive position. Prior to the commencement of the relieving period, the relevant manager will discuss with the relieving employee the full duties of the position; those duties required to be filled for 2 or more working weeksundertaken during the relief period; the criteria determining the percentage of the allowance; and the delegation of the position that can be exercised during the period of relief. Where during the period of relief only a portion of the duties associated with the higher level position being relieved in are required to be performed, pro rata higher duties allowance will be paid as determined by the relevant manager. Cleaners who are required to any temporary occupants act in the position of Leading Hand Cleaner or Cleaning Supervisor shall be remunerated at the following rates: (i) If required to Act in the Position for a Period in Excess of 5 Consecutive Days But Less Than 2 Weeks, the Cleaner Will be Paid an Allowance of 50% of the role acting at Difference Between Their Own Rate and the Rate of Leading Hand Cleaner Or Cleaning Supervisor (Whichever is Applicable) in Recognition of the Full Duties of Leading Hand Cleaner Or Cleaning Supervisor Not Being Performed. (ii) If required to act in the position for a classification higher than period of 2 weeks or more, the Cleaner will be paid an allowance of 100% of the difference between their substantive classification levelown rate and the rate of Leading Hand Cleaner or Cleaning Supervisor (whichever is applicable) in recognition of the full duties of Leading Hand Cleaner or Cleaning Supervisor being performed. Higher duties allowance will only be equal to paid for the difference between the employees’ current salary periods actually worked in excess of 5 consecutive days and the salary that would be payable if they were promoted to the higher classification level, or a higher amount determined by the Commissioner. The Commissioner may determine a higher amount of higher duties allowance, having regard to factors including: previous periods of higher duties at or above the proposed higher duties classification; performance, including during previous periods of higher duties; and relevant experience and/or skills. Where an employee is found to be eligible for salary progression at their acting classification level they will receive an appropriate increase in the rate of higher duties allowance. The employee’s salary level will be retained for all future periods of acting regardless of elapsed time. Where an employee is assigned only part of the higher duties, the Commissioner will determine the amount of allowance payable. Higher duties allowance will be payable while an employee is acting at a higher classification as part of a job sharing arrangement where the duration of the arrangement is at least 2 working weeks. The Commissioner may shorten the qualifying period for higher duties allowance on a case-by-case basis including if the Commissioner determines there are special circumstances associated with the higher duties, including the requirement to exercise significant delegated authority. The Commission will make compulsory employer contributions as required by the applicable legislation and fund requirements. Employer superannuation contributions will not be paid on behalf of employees during periods of paid leave that count as service. The Commission will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by the Commission's payroll system. The Commission will provide an employer contribution of 15.4 per cent of the employee’s Fortnightly Contribution Salary (FCS) for employees in the Public Sector Superannuation Accumulation Plan (PSSap) and Ordinary Time Earnings (OTE) for employees in other accumulation funds. Employer contributions will be made for all employees covered by this Agreement. Employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements. Employer contributions will be paid on periods of unpaid parental leave in accordance with the requirements of the PSSap fund except where the employee is a member of has been relieving in the PSSap, and up to a maximum of 52 weeks where the employee is a member of an accumulation fund other than the PSSap. An employee can get a percentage of the relevant pay rate in line with their assessed capacity to do the work if they: have a disability; meet the criteria position for a Disability Support Pension; and are unable period in excess of 12 months. Any employee who is required to perform duties work temporarily for which a lower rate is paid, shall not suffer any reduction in wages whilst so employed; provided that any work of less than 1 week’s duration shall be deemed to the capacity required. Specific conditions relating to the supported wage system are detailed in Appendix B. All ongoing employees, and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. Where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or any other purpose. The employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may chargebe temporary.

Higher Duties Allowance. Where the University requires a role needs Staff Member to be filled perform some or all of the duties of a position classified at a higher level for 2 a minimum period of five consecutive working days (or more in the case of a part-time Staff Member, for a minimum period of the Staff Member’s normal working weeksweek), higher duties allowance the Staff Member will be paid to any temporary occupants of the role acting at a classification higher than their substantive classification level. Higher duties salary as well as an allowance will be equal to the difference between the employees’ current Staff Member’s substantive salary and the minimum salary that would for the level of the higher classified position. Where the Staff Member is not undertaking all the duties of the position then a proportion of the allowance will be paid for the proportion of work performed. The Staff Member will be advised of the extent of the duties to be performed and the rate of allowance to be paid. The duties and allowance may be increased or decreased during the relieving period following consultation with the Staff Member. Payment of a Higher Duties Allowance will not normally exceed a period of 12 months. If the allowance is to continue to be paid beyond the 12 month period the Supervisor must advise the Director, Human Resources the reasons and seek approval for continuation of the allowance. The Director, Human Resources may approve the continuation of the allowance for a further period of up to 12 months and/or make a recommendation regarding the cessation of the allowance and associated duties. A Higher Duties Allowance is not payable if where the Staff Member is the designated relieving officer or is recognised in the relevant position description as the deputy of a more senior Staff Member. Where a Staff Member is paid a Higher Duties Allowance for a period greater then 12 months they were promoted will be eligible for incremental progression to the next step of the higher classification level, or classified position and the allowance will become superannuable. A Staff Member who receives a higher amount determined by Higher Duties Allowance for a period in excess of 20 working days will receive the Commissioner. The Commissioner may determine a higher amount of higher duties allowance, having regard to factors including: previous periods of higher duties at or above allowance for paid leave taken during the proposed higher duties classification; performance, including during previous periods period of higher duties; . Opportunities to act in higher positions should be seen as professional development for Staff Members and relevant experience and/or skillsbe offered to eligible Staff on an equitable basis. Where an employee is found Position Classification The University will classify Professional Staff positions up to be eligible for salary progression at their acting classification level they will receive an appropriate increase and including Level 9 in the rate accordance with Schedule 4 of higher duties allowance. The employee’s salary level will be retained for all future periods of acting regardless of elapsed time. Where an employee is assigned only part of the higher duties, the Commissioner will determine the amount of allowance payable. Higher duties allowance will be payable while an employee is acting at a higher classification as part of a job sharing arrangement where the duration of the arrangement is at least 2 working weeks. The Commissioner may shorten the qualifying period for higher duties allowance on a case-by-case basis including if the Commissioner determines there are special circumstances associated with the higher duties, including the requirement to exercise significant delegated authority. The Commission will make compulsory employer contributions as required by the applicable legislation and fund requirements. Employer superannuation contributions will be paid on behalf of employees during periods of paid leave that count as service. The Commission will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by the Commission's payroll system. The Commission will provide an employer contribution of 15.4 per cent of the employee’s Fortnightly Contribution Salary (FCS) for employees in the Public Sector Superannuation Accumulation Plan (PSSap) and Ordinary Time Earnings (OTE) for employees in other accumulation funds. Employer contributions will be made for all employees covered by this Agreement. Employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements. Employer contributions Professional Staff positions within the level 10 bands will be paid on periods classified using a recognised external job evaluation method. The University may refer a position description for review of unpaid parental leave its classification level in accordance with the requirements descriptors, as found at Schedule 4 of this Agreement. Position descriptions will usually be developed by the Supervisor in consultation with the incumbent (where there is an incumbent). Staff in the work area, whose work directly interacts with the position being reviewed, will be notified of proposed changes. Where they believe the level of their position may have changed, a Staff Member can have their position description reviewed by Human Resources in order to establish the classification level of their position. The request will set out the reasons why the Staff Member believes their position should be reclassified. A position will not ordinarily be considered for reclassification within twelve (12) months of its last review, unless a significant workplace change has taken place or the incumbent has vacated the position. The position classification review will be: of the PSSap fund where position not the employee is incumbent; applied consistently for all positions covered by HEW Levels 1 to 9; carried out in a member timely manner without undue delay; based on an assessment of the PSSapposition description documentation against the classification standards as set out in Schedule 4; undertaken irrespective of funding; and transparent, with the outcomes documented. A position description is used as the basis for determining the appropriate classification level of a position against the classification standards. A position description will include information on the following: the purpose of the position and up its overall context within the workplace; the degree of task complexity; the scope for decision-making; the level of knowledge, experience and skill required; the challenges and problem solving within the position; and the relationship of the position to other positions within the work unit. If, during the evaluation process, it is identified that the position documentation supplied is not sufficient to accurately classify the position more information may be obtained in either written format, by visiting the workplace or by interviewing Staff Members and/or management of the work area. The effective date of a maximum new classification level and remuneration for a position that has been upgraded as a result of 52 weeks a classification review will be the date on which the Position Description and application for review was lodged with the Human Resources. Where a position is classified one HEW Level lower then the current classification, the incumbent (where there is one) will have their current HEW Level maintained until such time as they vacate the employee is position. A Staff Member may appeal the position classification review outcome by submitting a member statement, including the grounds and reasons for the appeal of an accumulation fund the position classification review outcome, to the Director, Human Resources. The appeal will be considered by a Position Classification Appeals Committee comprising: a nominee of the University (other than the PSSap. An employee can get a percentage officer responsible for conducting the original classification review); one nominee of the relevant pay rate in line with their assessed capacity to do the work if they: have a disability; meet the criteria for a Disability Support PensionUnion/s; and an independent Chair selected by the Director, Human Resources from a pool of appropriately qualified practitioners. The pool will be agreed between the Director, Human Resources and the Chair of the MUCC. The University will provide all Committee members with appropriate training in job evaluation on an annual basis. The Committee will consider all documentation associated with the classification review and may interview the Staff Member and their Supervisor in order to gain additional information about the position. The Committee will recommend to the Director of Human Resources the appropriate classification level of the position. The Director will give consideration to the recommendation of the Committee before making a decision on the appeal. The decision of the Director, Human Resources will be communicated to the Staff Member in writing specifying the reasons for the outcome of the review. In all other respects the classification of positions will be carried out in accordance with the University’s policy, procedures and administrative arrangements for Position Classification Review of Professional Staff Positions that are unable in place from time to time. Home Based Work Arrangements A Staff Member may request the University to permit the Staff Member to perform some or all of their duties from their home. The University has discretion to: permit or not permit the Staff Member to perform some or all of their duties from their home; and impose any conditions on the Staff Member in relation to the capacity required. Specific conditions relating performance of their duties from their home, from time to the supported wage system are detailed in Appendix B. All ongoing employeestime, and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. Where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or without being limited by any other purposeprovisions in this Agreement. The employee will meet the costs of Staff Member must comply with any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may charge.such conditions. Outside Work

Higher Duties Allowance. Where a role needs An ongoing employee may be directed to be filled for 2 or more working weeks, higher perform duties allowance will be paid to any temporary occupants of the role acting at a higher classification higher than their substantive classification levellevel for a specified period of time. Higher duties allowance is payable for the entire period of direction’ where the period of direction exceeds two weeks. An ongoing employee who is assigned to perform all the duties of a higher classification will be equal to paid at the difference between the employees’ current minimum salary and the salary that would be payable if they were promoted to point for the higher classification levelunless the employee’s annual salary exceeds the bottom of the range in the classification for which the higher duties is to be paid, the next higher pay point will apply, or a higher amount determined by the CommissionerDirector General determines otherwise. The Commissioner may determine a provisions of this Agreement in relation to pay point advancement (clause 123 also apply in determining pay point advancement for ongoing employees on higher amount duties. The qualifying period of twelve months for pay point advancement can be met by continuous higher duties allowance, having regard or broken periods amounting to factors including: previous periods of higher duties at or above the proposed higher duties classification; performance, including during previous twelve months over a twenty-four-month period. Pay point advancement achieved in accordance with these provisions is retained for further periods of higher duties; and relevant experience and/or skills, provided that there is not a two-year break in between periods of paid higher duties. Where an a two-year break occurs the employee is found reverts to be eligible for salary progression at their acting classification level they will receive an appropriate increase the minimum pay point in the rate of higher duties allowance. The employee’s salary level will be retained for all future periods of acting regardless of elapsed time. Where an employee is assigned only part of the higher duties, the Commissioner will determine the amount of allowance payablerange. Higher duties allowance will be payable while an employee is acting at a higher classification included in salary for extra duty and may count as part of a job sharing arrangement where salary for superannuation purposes in accordance with the duration of the arrangement is at least 2 working weeksrelevant legislation. The Commissioner may shorten the qualifying period for higher duties allowance provisions of this Agreement do not apply within a broadband. EXECUTIVE LEVEL 2 (EL2) - ADDITIONAL RESPONSIBILITY ALLOWANCE EL2 employees whose duties involve supervision of one or more other EL2 employees will receive an allowance of $3,500 per annum paid on a case-by-case basis including if fortnightly basis. This allowance is not included in salary for overtime but does count as salary for superannuation purposes. Payment of the Commissioner determines there are special circumstances associated with the higher duties, including the requirement to exercise significant delegated authority. The Commission will make compulsory employer contributions as required by the applicable legislation and fund requirements. Employer superannuation contributions will be paid on behalf of employees allowance is continued during periods of paid leave. Where leave that count as serviceis on reduced pay or without pay the allowance is proportionally reduced or withdrawn. The Commission will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by the Commission's payroll system. The Commission will provide an employer contribution of 15.4 per cent Payment of the employee’s Fortnightly Contribution Salary (FCS) allowance will be discontinued for employees any period of acting in the Public Sector Superannuation Accumulation Plan Senior Executive Service (PSSapSES) which attracts additional remuneration in excess of the amount of the allowance. FIRST AID, EMERGENCY CONTROL, EQUITY AND DIVERSITY CONTACT OFFICER AND HEALTH AND SAFETY REPRESENTATIVES ALLOWANCES Where the Director General is satisfied that an employee: possesses a current first aid qualification and Ordinary Time Earnings (OTE) for employees continuing ability with that qualification to be a First Aid Officer and the employee has first aid responsibilities and agrees to discharge those responsibilities in respect of all other accumulation funds. Employer contributions will employees; or has current Emergency Control Officer training and continuing ability to be made for an Emergency Control Officer and the employee has emergency control responsibilities and agrees to discharge those responsibilities in respect of all employees covered by this Agreement. Employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements. Employer contributions will be paid on periods employees; or has been appointed as an Equity and Diversity Contact Officer, having completed the training course specific to that role and agrees to discharge those responsibilities in respect of unpaid parental leave all other employees; or is duly elected as a Health and Safety Representative or a Deputy Health and Safety Representative in accordance with the requirements relevant occupational health and safety legislation having completed the training course specific to that role; the employee will be paid an allowance of $645.70 per annum, for each role held, to be paid fortnightly. These allowances are not included in salary for overtime, penalty payments or any productivity bonus payments but do count as salary for superannuation purposes. Payment of these allowances is continued during paid leave for periods up to three months except for long service leave where payment is continued as prescribed by the Long Service Leave Regulations. Where leave is on reduced pay or without pay, the allowance is proportionally reduced or withdrawn. PATENT DOCUMENT TRANSLATION ALLOWANCE A Patent Examiner or Senior Patent Examiner who has been directed in writing by the Commissioner of Patents to translate disclosures from French, German or other languages as required by IP Australia in its capacity as an International Searching Authority will be paid an annual allowance at the rate of $946.60 per annum while the direction continues in force. This allowance does not count as salary for overtime or on call duty but does count as salary for superannuation purposes. Payment of the PSSap fund where allowance is continued during periods of paid leave. Where leave is on reduced pay or without pay the allowance is proportionally reduced or withdrawn. The allowance is not payable beyond three months if a Patent Examiner or Senior Patent Examiner temporarily moves into a position not involving patent examination unless the Commissioner of patents determines that it continues. MEAL ALLOWANCE If employees are required to work extra duty and it has been more than five hours since their last meal break, the employee is will be required to take a member meal break of the PSSap, a minimum of 30 minutes and up to a maximum of 52 weeks where the employee is a member of an accumulation fund other than the PSSap60 minutes. An employee can get a percentage of the relevant pay rate in line with their assessed capacity to do the work if they: have a disability; meet the criteria for a Disability Support Pension; and are unable to perform duties to the capacity required. Specific conditions relating to the supported wage system are detailed in Appendix B. All ongoing employees, and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. Where If an employee works beyond the meal period and takes up the option a meal break they will be paid an allowance of salary packaging, the arrangements $27.10. Payment will not reduce the employee’s salary for superannuation purposes or any other purpose. The employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that be made through the salary packaging provider may charge.system. For the purposes of clause 77 the meal period means the following periods:

Higher Duties Allowance. Where a role needs 37.1 An employee may be directed to be filled for 2 or more working weeks, higher perform duties allowance will be paid to any temporary occupants of the role acting at a higher classification higher than their substantive classification levellevel for a specified period of time. Higher duties allowance will be equal is payable where the period of direction exceeds two weeks. 37.2 The provisions of this Agreement in relation to the difference between the employees’ current salary and the salary that would be payable if they were promoted to the paypoint advancement (clause 56) also apply in determining paypoint advancement for employees on higher classification level, or a higher amount determined by the Commissionerduties. The Commissioner may determine a higher amount qualifying period of twelve months for paypoint advancement can be met by continuous higher duties allowance, having regard or broken periods amounting to factors including: previous periods of higher duties at or above the proposed higher duties classification; performance, including during previous twelve months over a twenty- four-month period. Paypoint advancement achieved in accordance with these provisions is retained for further periods of higher duties; and relevant experience and/or skills, provided that there is not a two-year break in between periods of paid higher duties. Where an a two-year break occurs the employee is found reverts to be eligible for salary progression at their acting classification level they will receive an appropriate increase the minimum paypoint in the rate of higher duties allowance. The employee’s salary level will be retained for all future periods of acting regardless of elapsed time. Where an employee is assigned only part of the higher duties, the Commissioner will determine the amount of allowance payable. range. 37.3 Higher duties allowance is included in salary for extra duty and may count as salary for superannuation purposes in accordance with the relevant legislation. 37.4 The higher duties allowance provisions of this Agreement do not apply within a broadband except when transitional arrangements apply. 37.5 Where a position is available for permanent filling it cannot be staffed on a higher duties arrangement for periods in excess of 12 months either continuously or cumulatively. The Director General may approve extensions of this period in exceptional circumstances. 37.6 Selection of employees to undertake higher duties for periods of three months or more will be payable while an employee is acting at a higher classification as part based on merit. The extent of a job sharing arrangement where any merit selection process will depend on the duration of the arrangement period of higher duties. It is expected that managers will use an expression of interest process, wherever practicable, to ensure the strongest field of candidates. 37.7 Where it is necessary to fill a position for periods of less than three months, managers will consider the claims of all available employees in the section/subsection who are at least 2 working weeks. The Commissioner may shorten or below the qualifying period for classification level of the duties to be performed. 37.8 Details of administration of higher duties allowance on a case-by-case basis including if the Commissioner determines there are special circumstances associated with the higher duties, including the requirement to exercise significant delegated authority. The Commission will make compulsory employer contributions as required by the applicable legislation and fund requirements. Employer superannuation contributions will be paid on behalf of employees during periods of paid leave that count as service. The Commission will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by the Commission's payroll system. The Commission will provide an employer contribution of 15.4 per cent of the employee’s Fortnightly Contribution Salary (FCS) for employees set out in the Public Sector Superannuation Accumulation Plan (PSSap) and Ordinary Time Earnings (OTE) for employees in other accumulation funds. Employer contributions will be made for all employees covered by this Agreement. Employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements. Employer contributions will be paid on periods of unpaid parental leave in accordance with the requirements of the PSSap fund where the employee is a member of the PSSap, and up IP Australia Guide to a maximum of 52 weeks where the employee is a member of an accumulation fund other than the PSSap. An employee can get a percentage of the relevant pay rate in line with their assessed capacity to do the work if they: have a disability; meet the criteria for a Disability Support Pension; and are unable to perform duties to the capacity required. Specific conditions relating to the supported wage system are detailed in Appendix B. All ongoing employees, and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. Where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or any other purpose. The employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may chargeAllowances.

Higher Duties Allowance. Where a role needs An ongoing employee may be directed to be filled for 2 or more working weeks, higher perform duties allowance will be paid to any temporary occupants of the role acting at a higher classification higher than their substantive classification levellevel for a specified period of time. Higher duties allowance is payable for the entire period of direction’ where the period of direction exceeds two weeks. An ongoing employee who is assigned to perform all the duties of a higher classification will be equal to paid at the difference between the employees’ current minimum salary and the salary that would be payable if they were promoted to point for the higher classification levelunless the employee’s annual salary exceeds the bottom of the range in the classification for which the higher duties is to be paid, the next higher pay point will apply, or a higher amount determined by the CommissionerDirector General determines otherwise. The Commissioner may determine a provisions of this Agreement in relation to pay point advancement (clause 120) also apply in determining pay point advancement for ongoing employees on higher amount duties. The qualifying period of twelve months for pay point advancement can be met by continuous higher duties allowance, having regard or broken periods amounting to factors including: previous periods of higher duties at or above the proposed higher duties classification; performance, including during previous twelve months over a twenty-four-month period. Pay point advancement achieved in accordance with these provisions is retained for further periods of higher duties; and relevant experience and/or skills, provided that there is not a two-year break in between periods of paid higher duties. Where an a two-year break occurs the employee is found reverts to be eligible for salary progression at their acting classification level they will receive an appropriate increase the minimum pay point in the rate of higher duties allowance. The employee’s salary level will be retained for all future periods of acting regardless of elapsed time. Where an employee is assigned only part of the higher duties, the Commissioner will determine the amount of allowance payablerange. Higher duties allowance will be payable while an employee is acting at a higher classification included in salary for extra duty and may count as part of a job sharing arrangement where salary for superannuation purposes in accordance with the duration of the arrangement is at least 2 working weeksrelevant legislation. The Commissioner may shorten the qualifying period for higher duties allowance provisions of this Agreement do not apply within a broadband. EXECUTIVE LEVEL 2 (EL2) - ADDITIONAL RESPONSIBILITY ALLOWANCE EL2 employees whose duties involve supervision of one or more other EL2 employees will receive an allowance of $3,500 per annum paid on a case-by-case basis including if fortnightly basis. This allowance is not included in salary for overtime but does count as salary for superannuation purposes. Payment of the Commissioner determines there are special circumstances associated with the higher duties, including the requirement to exercise significant delegated authority. The Commission will make compulsory employer contributions as required by the applicable legislation and fund requirements. Employer superannuation contributions will be paid on behalf of employees allowance is continued during periods of paid leave. Where leave that count as serviceis on reduced pay or without pay the allowance is proportionally reduced or withdrawn. The Commission will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by the Commission's payroll system. The Commission will provide an employer contribution of 15.4 per cent Payment of the employee’s Fortnightly Contribution Salary (FCS) allowance will be discontinued for employees any period of acting in the Public Sector Superannuation Accumulation Plan Senior Executive Service (PSSapSES) which attracts additional remuneration in excess of the amount of the allowance. FIRST AID, EMERGENCY CONTROL, EQUITY AND DIVERSITY CONTACT OFFICER AND HEALTH AND SAFETY REPRESENTATIVES ALLOWANCES Where the Director General is satisfied that an employee: possesses a current first aid qualification and Ordinary Time Earnings (OTE) for employees continuing ability with that qualification to be a First Aid Officer and the employee has first aid responsibilities and agrees to discharge those responsibilities in respect of all other accumulation funds. Employer contributions will employees; or has current Emergency Control Officer training and continuing ability to be made for an Emergency Control Officer and the employee has emergency control responsibilities and agrees to discharge those responsibilities in respect of all employees covered by this Agreement. Employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements. Employer contributions will be paid on periods employees; or has been appointed as an Equity and Diversity Contact Officer, having completed the training course specific to that role and agrees to discharge those responsibilities in respect of unpaid parental leave all other employees; or is duly elected as a Health and Safety Representative or a Deputy Health and Safety Representative in accordance with the requirements relevant occupational health and safety legislation having completed the training course specific to that role; the employee will be paid an allowance of $645.70 per annum, for each role held, to be paid fortnightly. These allowances are not included in salary for overtime, penalty payments or any productivity bonus payments but do count as salary for superannuation purposes. Payment of these allowances is continued during paid leave for periods up to three months except for long service leave where payment is continued as prescribed by the Long Service Leave Regulations. Where leave is on reduced pay or without pay, the allowance is proportionally reduced or withdrawn. PATENT DOCUMENT TRANSLATION ALLOWANCE A Patent Examiner or Senior Patent Examiner who has been directed in writing by the Commissioner of Patents to translate disclosures from French, German or other languages as required by IP Australia in its capacity as an International Searching Authority will be paid an annual allowance at the rate of $946.60 per annum while the direction continues in force. This allowance does not count as salary for overtime or on call duty but does count as salary for superannuation purposes. Payment of the PSSap fund where allowance is continued during periods of paid leave. Where leave is on reduced pay or without pay the allowance is proportionally reduced or withdrawn. The allowance is not payable beyond three months if a Patent Examiner or Senior Patent Examiner temporarily moves into a position not involving patent examination unless the Commissioner of patents determines that it continues. MEAL ALLOWANCE If employees are required to work extra duty and it has been more than five hours since their last meal break, the employee is will be required to take a member meal break of the PSSap, a minimum of 30 minutes and up to a maximum of 52 weeks where the employee is a member of an accumulation fund other than the PSSap60 minutes. An employee can get a percentage of the relevant pay rate in line with their assessed capacity to do the work if they: have a disability; meet the criteria for a Disability Support Pension; and are unable to perform duties to the capacity required. Specific conditions relating to the supported wage system are detailed in Appendix B. All ongoing employees, and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. Where If an employee works beyond the meal period and takes up the option a meal break they will be paid an allowance of salary packaging, the arrangements $27.10. Payment will not reduce the employee’s salary for superannuation purposes or any other purpose. The employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that be made through the salary packaging provider may charge.system. For the purposes of clause 74) the meal period means the following periods:

Higher Duties Allowance. Where i) Staff who temporarily fill positions which are paid at a higher rate than their normal pay rate (e.g. A consultant acting as Team Leader) shall receive a “Higher Duties Allowance” payment according to the following provisions. ii) Wherever possible, Publicis Loyalty will seek to maintain the staffing of key service positions through the strategic use of relieving and acting roles. These roles will also form a major factor in providing learning experiences for people identified by succession planning. They should also be integrated into the overall recognition and reward strategies as a way of recognising peoples’ potential and giving them the opportunity to test their skills. This policy enunciates several core principles a) Whenever a Manager or Team Leader is absent for a week or more, a suitable person shall be designated to assume the role needs in their absence. This is both to ensure coverage of these key roles as well as to take advantage of prime opportunities for professional development. Managers and Team Leaders shall also designate key positions which must be covered in the event of extended absence by their incumbents. For purposes of this clause, ‘extended absence’ refers to periods of no less than five consecutive working days. b) Managers and Team Leaders shall have discretion to arrange coverage for other positions as appropriate for any of the reasons mentioned above. Such coverage may apply to any role not normally performed by the person asked to assume the acting role, and for which a higher hourly rate applies (including a consultant acting in higher rated consultant position). Such coverage may be arranged for shorter periods than a working week but normally not less than one full day. In all cases, appropriate remuneration will apply as per the rules outlined in clauses 7.9 ii) d) and e) below. This will usually be arranged in consultation with their immediate manager. c) When such acting or relieving positions occur, there will be a suitable handover period to ensure continuity in key matters. This will usually cover any pending matters, day-to-day running of the position/department/team, and any specific objectives appropriate for the person and/or the acting period in question. These last items will be consulted with the immediate manager. Depending on the period to be filled for 2 covered, and/or the status of the job/department/team, the handover period may be up to one week. d) Prior to the commencement of any acting or more working weeks, higher duties allowance relieving role the rate of pay to apply during the acting period will be paid to any temporary occupants of the role acting at a classification higher than their substantive classification level. Higher duties allowance will be equal to the difference between the employees’ current salary and the salary that would be payable if they were promoted to the higher classification level, or a higher amount determined by the Commissionerposition’s immediate manager with assistance from the HR Manager. The Commissioner may determine Total coverage of the function will attract the total remuneration applicable to the position; partial coverage will attract a higher amount of higher duties allowance, having regard to factors including: previous periods of higher duties at or above rate that is between the proposed higher duties classification; performance, including during previous periods of higher duties; and relevant experience and/or skills. Where an employee is found to be eligible for salary progression at their acting classification level they will receive an appropriate increase in the person’s normal rate of higher duties allowance. The employee’s salary level will be retained pay and the base rate for all future periods of the role in which they are acting regardless of elapsed time. Where an employee is assigned only part of the higher duties, the Commissioner will determine the amount of allowance payable. Higher duties allowance will be payable while an employee is acting at a higher classification calculated as part of a job sharing arrangement where the duration of the arrangement is at least 2 working weeks. The Commissioner may shorten the qualifying period for higher duties allowance on a case-by-case basis including if the Commissioner determines there are special circumstances associated with the higher duties, including the requirement to exercise significant delegated authority. The Commission will make compulsory employer contributions as required by the applicable legislation and fund requirements. Employer superannuation contributions will be paid on behalf of employees during periods of paid leave that count as service. The Commission will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by the Commission's payroll system. The Commission will provide an employer contribution of 15.4 per cent of the employee’s Fortnightly Contribution Salary (FCS) for employees in the Public Sector Superannuation Accumulation Plan (PSSap) and Ordinary Time Earnings (OTE) for employees in other accumulation funds. Employer contributions will be made for all employees covered by this Agreement. Employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements. Employer contributions will be paid on periods of unpaid parental leave in accordance with the requirements of the PSSap fund where the employee is a member of the PSSap, and up to a maximum of 52 weeks where the employee is a member of an accumulation fund other than the PSSap. An employee can get a percentage of the relevant pay rate in line with their assessed capacity to do the work if they: have a disability; meet the criteria for a Disability Support Pension; and job function they are unable to perform duties to the capacity requiredactually covering. Specific conditions relating to the supported wage system are detailed in Appendix B. All ongoing employees, and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. Where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or any other purpose. The employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may charge.E.

Higher Duties Allowance. Where the University requires a role needs Staff Member to be filled perform some or all of the duties of a higher level position for 2 a minimum period of five consecutive working days (or more in the case of a part-time Staff Member, for a minimum period of the Staff Member’s normal working weeksweek), higher duties allowance the Staff Member will be paid to any temporary occupants of the role acting at a classification higher than their substantive classification level. Higher duties an allowance will be equal to the difference between the employees’ current Staff Member’s substantive salary and the minimum salary that would for the level of the higher level position. Where the Staff Member is not undertaking all the duties of the position then a proportion of the allowance will be paid for the proportion of work performed. The Staff Member will be advised of the extent of the duties to be performed and the rate of allowance to be paid. The duties and allowance may be increased or decreased during the relieving period following consultation with the Staff Member. Payment of a Higher Duties Allowance will not normally exceed a period of 12 months. If the allowance is to continue to be paid beyond the 12 month period the Supervisor must advise the Director, Human Resources of the reasons and seek approval for continuation of the allowance. The Director, Human Resources may approve the continuation of the allowance for a further period of up to 12 months and/or make a recommendation regarding the cessation of the allowance and associated duties. A Higher Duties Allowance is not payable if where the Staff Member is the designated relieving officer or is recognised in the relevant position description as the deputy of a more senior Staff Member. Where a Staff Member is paid a Higher Duties Allowance for a period greater than 12 months they were promoted will be eligible for incremental progression to the next step of the higher classification level, or level position and the allowance will become superannuable. A Staff Member who receives a higher amount determined by Higher Duties Allowance for a period in excess of 20 working days will receive the Commissioner. The Commissioner may determine a higher amount of higher duties allowance, having regard to factors including: previous periods of higher duties at or above allowance for paid leave taken during the proposed higher duties classification; performance, including during previous periods period of higher duties. Opportunities to act in higher positions should be seen as professional development for Staff and be offered to eligible Staff on an equitable basis. Home Based Work Arrangements A Staff Member may request the University to permit the Staff Member to perform some or all of their duties from their home. The University has discretion to: permit or not permit the Staff Member to perform some or all of their duties from their home; and relevant experience and/or skills. Where an employee is found impose any conditions on the Staff Member in relation to be eligible for salary progression at the performance of their acting classification level they will receive an appropriate increase duties from their home, from time to time, without being limited by any other provisions in the rate of higher duties allowance. The employee’s salary level will be retained for all future periods of acting regardless of elapsed time. Where an employee is assigned only part of the higher duties, the Commissioner will determine the amount of allowance payable. Higher duties allowance will be payable while an employee is acting at a higher classification as part of a job sharing arrangement where the duration of the arrangement is at least 2 working weeks. The Commissioner may shorten the qualifying period for higher duties allowance on a case-by-case basis including if the Commissioner determines there are special circumstances associated with the higher duties, including the requirement to exercise significant delegated authority. The Commission will make compulsory employer contributions as required by the applicable legislation and fund requirements. Employer superannuation contributions will be paid on behalf of employees during periods of paid leave that count as service. The Commission will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by the Commission's payroll system. The Commission will provide an employer contribution of 15.4 per cent of the employee’s Fortnightly Contribution Salary (FCS) for employees in the Public Sector Superannuation Accumulation Plan (PSSap) and Ordinary Time Earnings (OTE) for employees in other accumulation funds. Employer contributions will be made for all employees covered by this Agreement. Employer contributions will not The Staff Member must comply with any such conditions. Outside Work A Staff Member must obtain the University's written consent prior to being engaged in any activity for any person or entity (other than the University except where this is part of any University Consultancy), for which the Staff Member derives a benefit, which has a monetary value (Monetary Activity). The written consent of the University must be reduced by any other contributions made through salary sacrifice arrangements. Employer contributions will be paid on periods of unpaid parental leave obtained in accordance with the requirements University's policy as varied from time to time. If a Staff Member is involved in any Monetary Activity for which they have not obtained the University's written consent, the University can require the Staff Member to cease involvement in the Monetary Activity at any time. If the University requires an Academic Staff Member to cease involvement in the Monetary Activity under this sub-clause, the Staff Member must cease all involvement immediately in the Monetary Activity unless and until any such time that the University permits the Staff Member in writing to re-commence involvement in the Monetary Activity. The provisions in sub clause 4.6.1 and 4.6.2 apply to all full-time Staff and all part-time Staff whose part-time appointment is at a time fraction of 0.8 or above. For the purposes of this clause University Consultancy means any services provided by a Staff Member as part of any agreement between the University (or a related body corporate as defined in the Corporations Act 2001 (Cth)) and a third party (including a third party of which the University is a member), whether the Staff Member is a party to that agreement or not. The University has the discretion to impose reasonable conditions (including ceasing the activity) on a Staff Member in relation to the performance of any Monetary Activity and the Staff Member must comply. In this clause, Conflict means any actual or potential conflict of interest in relation to the best interests of the PSSap fund where University and includes, without limitation, any matter, which may cause injury to the employee is a member reputation of the PSSapUniversity. If a Staff Member is involved in any activity for any person or entity which gives rise to, and up to or may give rise to, a maximum of 52 weeks where Conflict (Conflict Activity), the employee is a member of an accumulation fund other than Staff Member must inform the PSSap. An employee can get a percentage University in writing as soon as they become aware of the relevant pay rate in line with their assessed capacity to do Conflict or potential Conflict and must resolve the work Conflict or potential Conflict as reasonably required. Without limiting the remainder of this clause if they: have a disability; meet Conflict arises, or may arise, as a result of a Staff Member being a shareholder, joint venturer, an investor, unit holder, director, consultant, adviser, contractor, principal, agent, manager, employee, beneficiary, partner, associate, trustee or financier then the criteria for a Disability Support Pension; Staff Member must immediately and are unable to perform duties fully disclose the Conflict to the capacity requiredUniversity in writing and must resolve the Conflict as reasonably required by the University. Specific The University has the discretion to impose reasonable conditions relating (including ceasing the activity) on a Staff Member in relation to the supported wage system are detailed in Appendix B. All ongoing employees, and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. Where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or any other purpose. The employee will meet the costs performance of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may chargeConflict Activity.

Higher Duties Allowance. Where Higher duties allowance applies when an Employee is appointed to undertake a role needs to be filled for 2 or more working weeks, higher duties allowance role in a temporary capacity for two continuous days or more. Higher duties will not be paid to any temporary occupants of the role acting at a classification higher than payable in instances where an Employee is relieving another officer who is on their substantive classification levelRDO or non-working day for part-time Employees. Higher duties allowance will be equal paid at the entry pay point of the higher duties role classification. If the difference between the Employee’s annualised wage at their substantive pay point and the annualised wage at the entry pay point of the higher duties role classification is $2,000 or less the Employee will be paid higher duties at the next available pay point. An Employee appointed to undertake a higher duties role, and in receipt of a higher duties payment, must perform all duties associated with the role unless they are undertaking partial higher duties. If the Employee is appointed to undertake partial higher duties, they will be paid by applying a percentage (based on the proportion of higher duties being performed) to the difference between the employees’ current salary higher duties pay point and the salary Employee’s substantive pay point. Where an Employee is acting in a position not covered by this Agreement they will be paid a higher duties allowance equivalent to 5% of their annualised Base Rate of Pay, or the entry pay point of “Supervision/Management Level 4” as per Schedule 2 – Wage Rate Table, whichever is the greater. Higher duties allowance payment will not be paid for any leave periods that would be payable if they were promoted to are taken except where an Employee has been paid the higher classification levelduties allowance continuously for at least three calendar months preceding the taking of leave, or that Employee will continue to receive the higher rate of pay for the period of such leave only if the Employee will be returning to that higher-paid position on the completion of such leave. Employees who are receiving higher duties allowance shall continue to receive the allowance for a public holiday if it falls within the period of higher amount determined by the Commissionerduties. The Commissioner may determine a higher amount If an Employee commences receipt of higher duties allowanceallowances on the day after a public holiday, having regard then the Employee is not entitled to factors including: previous periods payment of higher duties at or above allowance on the proposed higher duties classification; performancepublic holiday, including during previous periods nor is the day recognised for the purpose of higher duties; and relevant experience and/or skills. Where an employee is found to be eligible qualifying for salary progression at their acting classification level they will receive an appropriate increase in the rate of higher duties allowance. The employee’s salary level will be retained for all future periods of acting regardless of elapsed time. Where an employee is assigned only part of the higher duties, the Commissioner will determine the amount of allowance payable. Higher duties allowance will be payable while an employee is acting at a higher classification as part of a job sharing arrangement where the duration of the arrangement is at least 2 working weeks. The Commissioner may shorten the qualifying period for higher duties allowance is applicable, any overtime payments to which an Employee may be entitled will also be based on a case-by-case basis including if the Commissioner determines there are special circumstances associated with the higher duties, including the requirement to exercise significant delegated authorityrate of pay. The Commission will make compulsory employer contributions as required All higher duties allowances must be approved by the applicable legislation and fund requirements. Employer superannuation contributions will be paid on behalf of employees during periods of paid leave that count as service. The Commission will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by the Commission's payroll system. The Commission will provide an employer contribution of 15.4 per cent of the employee’s Fortnightly Contribution Salary (FCS) for employees in the Public Sector Superannuation Accumulation Plan (PSSap) and Ordinary Time Earnings (OTE) for employees in other accumulation funds. Employer contributions will be made for all employees covered by this Agreement. Employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements. Employer contributions will be paid on periods of unpaid parental leave in accordance with the requirements of the PSSap fund where the employee is a member of the PSSap, and up to a maximum of 52 weeks where the employee is a member of an accumulation fund other than the PSSap. An employee can get a percentage of the relevant pay rate in line with their assessed capacity to do the work if they: have a disability; meet the criteria for a Disability Support Pension; and are unable to perform duties to the capacity required. Specific conditions relating to the supported wage system are detailed in Appendix B. All ongoing employees, and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. Where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or any other purpose. The employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may chargeDirector.