Common use of Part F – Remuneration and other payments Clause in Contracts

Part F – Remuneration and other payments. 6.1 Pay – increases (a) A pay increase of 2.04% is payable from the first full pay period on or after 1 July 2021 in accordance with Schedule 2. 6.2 Pay – performance and eligibility for progress pay and bonus (a) Employee performance will be managed in accordance with WaterNSW policy to: (i) create an environment for continuous improvement in employee performance; (ii) determine the level of employee performance; (iii) recognise and reward performance improvement; and (iv) enable under performance to be addressed. (b) Eligible employees who are recognised as meeting or exceeding performance expectations will (in addition to general pay increases 6.1 (a)) receive: (i) Progress Pay Increases determined in accordance with the Pay Matrices in Schedule 2 effective 1 July in each year; and (ii) Bonus payment in accordance with clause 6.3 - bonus. (c) The parties agree that during the life of this Agreement the Peak Consultative Group will oversee a review of the remuneration structure for employees of XxxxxXXX covered by this Agreement to reward employees for the value of work and promote career progression. In particular the joint working group will: (i) Review Schedule 1 - Base rates of pay for a 36 hour week and Schedule 2 – Pay Matrices (ii) Review Schedule 4 - Bonus Payment Matrices (d) Employees will be ineligible for a progress pay increase or bonus in accordance WaterNSW policy and the following: (i) The employee has been determined as underperforming during the financial year; and (ii) A Performance Improvement Plan has been put in place to support performance improvement; and (iii) Performance has been determined by the relevant manager as not improving by: (A) 30 June in relation to a progress pay increase; (B) 31 August in relation to a bonus payment. (e) Any disagreement about a Performance Improvement Plan in relation to clause 6.2 will be resolved using the consultation process, including employee representation where requested, and if necessary, the dispute resolution process outlined in this Agreement. (f) An employee must still be employed with WaterNSW at the time the bonus is paid to be eligible to receive the payment. (g) An employee must have completed their probation period at the time the pay increase and bonus is paid to be eligible to receive the increase and a bonus pro-rated to the portion of the year completed. (h) An ineligible employee’s performance will be excluded from the calculation of their teams team performance where possible. 6.3 Pay – bonus (a) A bonus scheme has been established to incentivise all employees covered by this Agreement to contribute to the achievement of the measures and targets in each financial year and is detailed in Schedule 4. (b) At the start of each performance year, XxxxxXXX will collate and review a Schedule of the bonus performance measures and targets to ensure they are consistent and meaningful in relation to achievability and business performance improvement. (c) WaterNSW will provide the Schedule referred to in 6.3 (b) to the Peak Consultative Group for discussion. (d) XxxxxXXX will review the achievement of the bonus measures and targets between July and September each year for the previous performance year to: (i) ensure extenuating and/or unexpected circumstances arising are taken into account; (ii) determine the level of performance achieved; and (iii) ensure the bonus remains meaningful for employees and the business. (e) Any bonus payment arising from the assessment will be paid in the first full pay period after 1 October in that year. 6.4 Pay – how remuneration is paid (a) Ordinary pay and claimed overtime and allowances are paid for the current fortnight in arrears. Adjustments for overtime, penalties and allowances are paid in the fortnight claimed in arrears. (b) The bonus pay outcome will be paid as a lump sum in the first full pay period in October of each year. (c) All payments are made by electronic funds transfer into a bank or other account. (d) XxxxxXXX may make deductions from an employee's ordinary pay at the written request of that employee where the deduction is principally for the benefit of the employee or where required by law. (e) WaterNSW will issue a pay advice for each employee under section 536 of the Fair Work Act. (f) When an employee’s employment ends, XxxxxXXX will pay all amounts due to the employee on or before the employee’s next normal pay day.

Part F – Remuneration and other payments. 6.1 Pay – increases (a) A pay increase All employees will receive the General Pay Increases of 2.042% is payable from the first full pay period on or after 1 July 2021 in Year 2 and Year 3 of this Agreement in accordance with the Pay Matrices in Schedule 2.2 effective 1 July in each year 6.2 Pay – performance and eligibility for progress pay and bonus (a) Employee performance will be managed in accordance with WaterNSW policy to: (i) create an environment for continuous improvement in employee performance; (ii) determine the level of employee performance; (iii) recognise and reward performance improvement; and (iv) enable under performance to be addressed. (b) Eligible employees who are recognised as meeting or exceeding performance expectations will (in addition to general pay increases General Pay Increases 6.1 (a)) receive:; (i) Progress Pay Increases determined in accordance with the Pay Matrices in Schedule 2 effective 1 July in each year; and (ii) A Bonus payment in accordance with clause 6.3 - bonusClause 6.4. (c) The parties agree that during the life of this Agreement the Peak Consultative Group will oversee a review of the remuneration structure for employees of XxxxxXXX covered by this Agreement to reward employees for the value of work and promote career progression. In particular the joint working group will: (i) Review Schedule 1 - Base rates of pay for a 36 hour week and Schedule 2 – Pay Matrices (ii) Review Schedule 4 - Bonus Payment Matrices (d) Employees will be ineligible for a progress pay increase Progress Pay Increase or bonus Bonus in accordance WaterNSW policy and the following: (i) The employee has been determined as underperforming under performing during the financial year; and (ii) A Performance Improvement Plan has been put in place to support performance improvement; and (iii) Performance has been determined by the relevant manager as not improving by: (A) 30 June in relation to a progress pay increaseProgress Pay Increase; (B) 31 August in relation to a bonus Bonus payment. (ed) Any disagreement about a Performance Improvement Plan in relation to clause Clause 6.2 will be resolved using the consultation process, including employee representation where requested, and if necessary, the dispute resolution process outlined in this Agreement. (fe) An employee must still be employed with WaterNSW at the time the bonus Bonus is paid to be eligible to receive the payment. (gf) An employee must have completed their probation period at the time the pay increase and bonus Bonus is paid to be eligible to receive the increase and a bonus Bonus pro-rated to the portion of the year completed. (hg) An ineligible employee’s performance will be excluded from the calculation of their teams team Team performance where possible. 6.3 Pay – bonus- accrued leave adjustment for 36 hour week (a) A bonus scheme has been established On an ongoing basis from the first full pay period one month following commencement of this agreement employees who prior to incentivise all employees covered by the making of this Agreement to contribute to the achievement worked full time ordinary hours of the measures and targets in each financial year and is detailed in Schedule 4. (b) At the start of each performance year, XxxxxXXX will collate and review a Schedule of the bonus performance measures and targets to ensure they are consistent and meaningful in relation to achievability and business performance improvement. (c) WaterNSW will provide the Schedule referred to in 6.3 (b) to the Peak Consultative Group for discussion. (d) XxxxxXXX will review the achievement of the bonus measures and targets between July and September each year for the previous performance year to35 per week will: (i) ensure extenuating and/or unexpected circumstances arising are taken into account;work 36 hours per week; and (ii) determine the level of performance achievedbe paid an additional 1 hour per week at normal time rates to work a 36 hour week so their hourly rate will be maintained; and (iii) ensure the bonus remains meaningful for employees and the businesshave their leave accruals increased to maintain their accrued number of weeks or days leave or part thereof. (e) Any bonus payment arising from the assessment will be paid in the first full pay period after 1 October in that year. 6.4 Pay – how remuneration is paid (a) Ordinary pay and claimed overtime and allowances are paid for the current fortnight in arrears. Adjustments for overtime, penalties and allowances are paid in the fortnight claimed in arrears. (b) The bonus pay outcome will be paid as a lump sum in the first full pay period in October of each year. (c) All payments are made by electronic funds transfer into a bank or other account. (d) XxxxxXXX may make deductions from an employee's ordinary pay at the written request of that employee where the deduction is principally for the benefit of the employee or where required by law. (e) WaterNSW will issue a pay advice for each employee under section 536 of the Fair Work Act. (f) When an employee’s employment ends, XxxxxXXX will pay all amounts due to the employee on or before the employee’s next normal pay day.