Common use of Meaning of salary Clause in Contracts

Meaning of salary. The salary rate payable to an employee under Schedules 1 and 2 is the employee’s salary for all purposes of this Agreement and is not affected for any purpose by the employee’s participation in a variable purchased leave arrangement or an election to sacrifice salary for non-monetary benefits. Salary does not include employer superannuation contributions, allowances or bonuses. Part 2 Performance management and development‌ Division 2.1 Study leave and assistance‌ 2.01 Availability of study leave and assistance (a) for AGS employees – the AGS Employment Handbook; and (b) for other employees – the AGD Employee Relations Advice Study Assistance Policy and Guidelines. Division 2.2 Managing for better performance 2.02 Program for Performance Improvement (1) The Program for Performance Improvement (PPI) provides the basis for managing the performance of employees, particularly to improve work performance, consistent with the achievement of corporate objectives by: (a) ensuring that every employee in a work team has a clear understanding of their role and responsibilities; and (b) facilitating the early identification of employee underperformance based on objective work-related data; and (c) identifying personal development opportunities for employees that are relevant to their professional and career goals and the Department’s skill and knowledge requirements; and (d) ensuring there are no ‘surprises’ for employees in appraisals of their work performance. (2) Employees will participate in the PPI. For more information about the PPI, employees should consult: (a) for AGS employees – the AGS Employment Handbook; and (b) for other employees – the AGD Employee Relations Advice Program for Performance Improvement and Managing Underperformance. (3) The emphasis of the PPI is on facilitating and positively reinforcing performance at least at a satisfactory level. However, performance that is assessed as being at lower than a satisfactory level may result in action under the Department’s procedures for managing underperformance. (4) Under the procedures for managing underperformance that apply to ongoing employees: (a) the employee will be afforded procedural fairness, including the right to be represented, if the employee chooses, by his or her chosen representative, in discussions with managers about the application of the procedures; and (b) a formal assessment may be made of the employee’s performance over a period of: (i) at least 6 weeks; and (ii) not more than 13 weeks. (5) Different procedures for managing underperformance may apply to employees on probation and non-ongoing employees. Division 3.1 Job classification‌ 3.01 Classification structure (a) for AGS employees – is set out in Schedule 2; and (b) for other employees – is set out in Schedule 1. 3.02 Broadbanding within the 8 level classification structure (1) APS Level 1 and APS Level 2 positions, other than in AGS, are covered by the APS Level 1–2 broadband. (2) APS Level 5 and APS Level 6 positions, other than in AGS, are covered by the APS Level 5–6 broadband. (3) The AGD Entry Level Programs Broadband structure applies to employees, other than AGS employees, who successfully complete the AGD Graduate Program, Pathways Trainee Program or Indigenous Australian Government Development Program, to enable their advancement in accordance with clauses 3.04 and 3.05. (4) APS Level 3, 4, 5 and 6 positions designated as Lawyer in AGS are covered by the APS 3–6 Lawyer broadband. (5) APS Level 4 and 5 positions designated as Paralegal in AGS are covered by the APS 4–5 Paralegal broadband. (6) APS Level 2 and 3 positions designated as Legal Practice Support in AGS are covered by the APS 2–3 Legal Practice Support broadband. (7) The AGS Entry Level Programs Broadband structure applies to AGS employees who successfully complete the AGD Graduate Program, Pathways Trainee Program or Indigenous Australian Government Development Program, to enable their advancement in accordance with clauses 3.04 and 3.05. (8) Where an employee is assigned duties within a broadband, the employee retains a single approved classification within that broadband which reflects the work value of the duties being performed. 3.03 Treatment of positions requiring legal qualifications and skills (a) a broadbanded position covering the APS Level 3, 4, 5 and 6 classifications at the Lawyer designation; or (b) a position classified as Executive Level 1 at the Lawyer designation; or (c) a position classified as Executive Level 2 at the Lawyer designation.

Meaning of salary. The salary rate payable to an employee under Schedules 1 and 2 is the employee’s salary for all purposes of this Agreement and is not affected for any purpose by the employee’s participation in a variable purchased leave arrangement or an election to sacrifice salary for non-monetary benefits. Salary does not include employer superannuation contributions, allowances or bonuses. Part 2 Performance management and development‌ Division 2.1 Study leave and assistance‌assistance 2.01 Availability of study leave and assistance (a) for AGS employees – the AGS Employment Handbook; and (b) for other employees – the AGD Employee Relations Advice Study Assistance Policy and Guidelines. Division 2.2 Managing for better performance 2.02 Program for Performance Improvement (1) The Program for Performance Improvement (PPI) provides the basis for managing the performance of employees, particularly to improve work performance, consistent with the achievement of corporate objectives by: (a) ensuring that every employee in a work team has a clear understanding of their role and responsibilities; and (b) facilitating the early identification of employee underperformance based on objective work-related data; and (c) identifying personal development opportunities for employees that are relevant to their professional and career goals and the Department’s skill and knowledge requirements; and (d) ensuring there are no ‘surprises’ for employees in appraisals of their work performance. (2) Employees will participate in the PPI. For more information about the PPI, employees should consult: (a) for AGS employees – the AGS Employment Handbook; and (b) for other employees – the AGD Employee Relations Advice Program for Performance Improvement and Managing Underperformance. (3) The emphasis of the PPI is on facilitating and positively reinforcing performance at least at a satisfactory level. However, performance that is assessed as being at lower than a satisfactory level may result in action under the Department’s procedures for managing underperformance. (4) Under the procedures for managing underperformance that apply to ongoing employees: (a) the employee will be afforded procedural fairness, including the right to be represented, if the employee chooses, by his or her chosen representative, in discussions with managers about the application of the procedures; and (b) a formal assessment may be made of the employee’s performance over a period of: (i) at least 6 weeks; and (ii) not more than 13 weeks. (5) Different procedures for managing underperformance may apply to employees on probation and non-ongoing employees. Division 3.1 Job classification‌classification 3.01 Classification structure (a) for AGS employees – is set out in Schedule 2; and (b) for other employees – is set out in Schedule 1. 3.02 Broadbanding within the 8 level classification structure (1) APS Level 1 and APS Level 2 positions, other than in AGS, are covered by the APS Level 1–2 broadband. (2) APS Level 5 and APS Level 6 positions, other than in AGS, are covered by the APS Level 5–6 broadband. (3) The AGD Entry Level Programs Broadband structure applies to employees, other than AGS employees, who successfully complete the AGD Graduate Program, Pathways Trainee Program or Indigenous Australian Government Development Program, to enable their advancement in accordance with clauses 3.04 and 3.05. (4) APS Level 3, 4, 5 and 6 positions designated as Lawyer in AGS are covered by the APS 3–6 Lawyer broadband. (5) APS Level 4 and 5 positions designated as Paralegal in AGS are covered by the APS 4–5 Paralegal broadband. (6) APS Level 2 and 3 positions designated as Legal Practice Support in AGS are covered by the APS 2–3 Legal Practice Support broadband. (7) The AGS Entry Level Programs Broadband structure applies to AGS employees who successfully complete the AGD Graduate Program, Pathways Trainee Program or Indigenous Australian Government Development Program, to enable their advancement in accordance with clauses 3.04 and 3.05. (8) Where an employee is assigned duties within a broadband, the employee retains a single approved classification within that broadband which reflects the work value of the duties being performed. 3.03 Treatment of positions requiring legal qualifications and skills (a) a broadbanded position covering the APS Level 3, 4, 5 and 6 classifications at the Lawyer designation; or (b) a position classified as Executive Level 1 at the Lawyer designation; or (c) a position classified as Executive Level 2 at the Lawyer designation.

Meaning of salary. The salary rate payable to an employee under Schedules 1 and 2 is the employee’s salary for all purposes of this Agreement and is not affected for any purpose by the employee’s participation in a variable purchased leave arrangement or an election to sacrifice salary for non-monetary non‑monetary benefits. Salary does not include employer superannuation contributions, allowances or bonuses. Note In some circumstances, additional remuneration paid under an Individual Flexibility Arrangement, shift penalties, higher duties allowance and other allowances may count as salary for superannuation purposes in accordance with the rules of the employee’s superannuation scheme. Part 2 Performance management and development‌ development Division 2.1 Study leave and assistance‌assistance 2.01 Availability of study leave and assistance (a) for AGS employees – the AGS Employment Handbook; and (b) for other employees – the AGD Employee Relations Advice Study Assistance Policy and Guidelines. Division 2.2 Managing for better performance 2.02 Program for Performance Improvement (1) The Program for Performance Improvement (PPI) provides the basis for managing the performance of employees, particularly to improve work performance, consistent with the achievement of corporate objectives by: (a) ensuring that every employee in a work team has a clear understanding of their role and responsibilities; and (b) facilitating the early identification of employee underperformance based on objective work-related work‑related data; and (c) identifying personal development opportunities for employees that are relevant to their professional and career goals and the Department’s skill and knowledge requirements; and (d) ensuring there are no ‘surprises’ for employees in appraisals of their work performance. (2) Employees will participate in the PPI. For more information about the PPI, employees should consult: (a) : for AGS employees – the AGS Employment Handbook; and (b) and for other employees – the AGD Employee Relations Advice Program for Performance Improvement and Managing Underperformance. (3) The emphasis of the PPI is on facilitating and positively reinforcing performance at least at a satisfactory level. However, performance that is assessed as being at lower than a satisfactory level may result in action under the Department’s procedures for managing underperformance. (4) Under the procedures for managing underperformance that apply to ongoing employees: (a) : the employee will be afforded procedural fairness, including the right to be represented, if the employee chooses, by his or her chosen representative, in discussions with managers about the application of the procedures; and (b) and a formal assessment may be made of the employee’s performance over a period of: (i) : at least 6 weeks; and (ii) and not more than 13 weeks. (5) Different procedures for managing underperformance may apply to employees on probation and non-ongoing non‑ongoing employees. Division 3.1 Job classification‌classification 3.01 Classification structure (a) for AGS employees – is set out in Schedule 2; and (b) for other employees – is set out in Schedule 1. 3.02 Broadbanding within the 8 level classification structure (1) APS Level 1 and APS Level 2 positions, other than in AGS, are covered by the APS Level 1–2 broadband. (2) APS Level 5 and APS Level 6 positions, other than in AGS, are covered by the APS Level 5–6 broadband. (3) The AGD Entry Level Programs Broadband structure applies to employees, other than AGS employees, who successfully complete the AGD Graduate Program, Pathways Trainee Program or Indigenous Australian Government Development Program, to enable their advancement in accordance with clauses 3.04 and 3.05. (4) APS Level 3, 4, 5 and 6 positions designated as Lawyer in AGS are covered by the APS 3–6 Lawyer broadband. (5) APS Level 4 and 5 positions designated as Paralegal in AGS are covered by the APS 4–5 Paralegal broadband. (6) APS Level 2 and 3 positions designated as Legal Practice Support in AGS are covered by the APS 2–3 Legal Practice Support broadband. (7) The AGS Entry Level Programs Broadband structure applies to AGS employees who successfully complete the AGD Graduate Program, Pathways Trainee Program or Indigenous Australian Government Development Program, to enable their advancement in accordance with clauses 3.04 and 3.05. (8) Where an employee is assigned duties within a broadband, the employee retains a single approved classification within that broadband which reflects the work value of the duties being performed. 3.03 Treatment of positions requiring legal qualifications and skills (a) a broadbanded position covering the APS Level 3, 4, 5 and 6 classifications at the Lawyer designation; or (b) a position classified as Executive Level 1 at the Lawyer designation; or (c) a position classified as Executive Level 2 at the Lawyer designation.

Meaning of salary. The salary rate payable to an employee under Schedules 1 and 2 is the employee’s salary for all purposes of this Agreement and is not affected for any purpose by the employee’s participation in a variable purchased leave arrangement or an election to sacrifice salary for non-monetary non‑monetary benefits. Salary does not include employer superannuation contributions, allowances or bonuses. Part 2 Performance management Note In some circumstances, additional remuneration paid under an Individual Flexibility Arrangement, shift penalties, higher duties allowance and development‌ Division 2.1 Study leave and assistance‌other allowances may count as salary for superannuation purposes in accordance with the rules of the employee’s superannuation scheme. 2.01 Availability of study leave and assistance (a) for AGS employees – the AGS Employment Handbook; and (b) for other employees – the AGD Employee Relations Advice Study Assistance Policy and Guidelines. assistance Division 2.2 Managing for better performance 2.02 Program for Performance Improvement (1) The Program for Performance Improvement (PPI) provides the basis for managing the performance of employees, particularly to improve work performance, consistent with the achievement of corporate objectives by: (a) ensuring that every employee in a work team has a clear understanding of their role and responsibilities; and (b) facilitating the early identification of employee underperformance based on objective work-related work‑related data; and (c) identifying personal development opportunities for employees that are relevant to their professional and career goals and the Department’s skill and knowledge requirements; and (d) ensuring there are no ‘surprises’ for employees in appraisals of their work performance. (2) Employees will participate in the PPI. For more information about the PPI, employees should consult: (a) : for AGS employees – the AGS Employment Handbook; and (b) and for other employees – the AGD Employee Relations Advice Program for Performance Improvement and Managing Underperformance. (3) The emphasis of the PPI is on facilitating and positively reinforcing performance at least at a satisfactory level. However, performance that is assessed as being at lower than a satisfactory level may result in action under the Department’s procedures for managing underperformance. (4) Under the procedures for managing underperformance that apply to ongoing employees: (a) : the employee will be afforded procedural fairness, including the right to be represented, if the employee chooses, by his or her chosen representative, in discussions with managers about the application of the procedures; and (b) and a formal assessment may be made of the employee’s performance over a period of: (i) : at least 6 weeks; and (ii) and not more than 13 weeks. (5) Different procedures for managing underperformance may apply to employees on probation and non-ongoing non‑ongoing employees. Division 3.1 Job classification‌classification 3.01 Classification structure (a) for AGS employees – is set out in Schedule 2; and (b) for other employees – is set out in Schedule 1. 3.02 Broadbanding within the 8 level classification structure (1) APS Level 1 and APS Level 2 positions, other than in AGS, are covered by the APS Level 1–2 broadband. (2) APS Level 5 and APS Level 6 positions, other than in AGS, are covered by the APS Level 5–6 broadband. (3) The AGD Entry Level Programs Broadband structure applies to employees, other than AGS employees, who successfully complete the AGD Graduate Program, Pathways Trainee Program or Indigenous Australian Government Development Program, to enable their advancement in accordance with clauses 3.04 and 3.05. (4) APS Level 3, 4, 5 and 6 positions designated as Lawyer in AGS are covered by the APS 3–6 Lawyer broadband. (5) APS Level 4 and 5 positions designated as Paralegal in AGS are covered by the APS 4–5 Paralegal broadband. (6) APS Level 2 and 3 positions designated as Legal Practice Support in AGS are covered by the APS 2–3 Legal Practice Support broadband. (7) The AGS Entry Level Programs Broadband structure applies to AGS employees who successfully complete the AGD Graduate Program, Pathways Trainee Program or Indigenous Australian Government Development Program, to enable their advancement in accordance with clauses 3.04 and 3.05. (8) Where an employee is assigned duties within a broadband, the employee retains a single approved classification within that broadband which reflects the work value of the duties being performed. 3.03 Treatment of positions requiring legal qualifications and skills (a) a broadbanded position covering the APS Level 3, 4, 5 and 6 classifications at the Lawyer designation; or (b) a position classified as Executive Level 1 at the Lawyer designation; or (c) a position classified as Executive Level 2 at the Lawyer designation.