SALARY BANDS. The job title of any specific position is contained within more broadly defined salary bands which shall be identified in the Pay Equity Targets Schedule. Salary Bands represent a range of pre- determined points.
SALARY BANDS. (i) Employees shall be paid not less than the minimum salaries shown in Table 1-Salaries, of Part B, Monetary Rates.
(ii) Persons who commence employment in accordance with one of the Work Level Statements will be allocated to the level described by the Work Level Statement and paid an initial salary equal to the minimum of the salary band for the relevant level, provided that a higher initial salary may be offered to an individual employee on merit.
(iii) If a global salary movement to classifications covered by this agreement causes an employee to exceed the upper limit of a salary band, the excess above such upper limits will be paid as a personal allowance.
SALARY BANDS. The following salary bands will apply to all Store, Team and Post Office Managers based in Food retail stores with effect from 1st April 2021. Establishment guides will be reviewed twice a year and published in January and July. There will be no automatic review of salaries or salary bands following the publishing of the new guides. However, salary changes made during the year as a result of store or role moves should be based on the latest available establishment guide. Salary bands will be reviewed once a year as part of the January review of establishment guides. The Annual Salary Review in April will be based on the January guide. * Apart from Post Office Satellite Managers who are aligned to Team Manager Salary Band 3. When the annual salary reviews take place, any colleagues that fall below the band minimum will be brought up to at least the band minimum. Any colleagues with a salary above the band maximum will not receive a salary increase as part of an annual review.
SALARY BANDS. (The proposed salary bands are located at Attachments A to C of the Enterprise Agreement) The Clerk to Whip classification is to be merged into the Assistant Adviser classification to simplify the personal employee classification structure. The non-Government personal employee classification structure is to be simplified by creating new, broader classifications. This will provide increased opportunity for salary progression for non- Government personal employees, while also making the non-Government personal employee classification structure similar to that of Government personal employees. The classifications of Media Adviser, Adviser 1 and Adviser 2 will become Adviser/Media Adviser; the classifications of Executive Assistant 1, 2 and 3 will become Executive Assistant; and the classifications of Secretary/Administrative Assistant 1 and 2 will become Secretary/Administrative Assistant. Where an employee has been at the top of the old salary band for 12 months or longer and there is a higher salary point in the new classification, they will immediately move to the next salary point above. Along with the 3 per cent salary increase, the top of each senior staff salary band is to increase by two increment points. This proposal represents a significant realignment of the senior staff salary bands as a result of there being only a single increase in these salary bands since 2006, in contrast to the more frequent and regular increases applied to classifications at the level of Adviser and below under the previous agreement and the current Collective Agreement. The salary bands for senior staff are proposed to contain set salary points. Subject to satisfactory performance, senior staff will advance to the next highest salary in their salary band after 12 months service at a particular salary point, reflecting current arrangements for Collective Agreement employees. Senior staff will receive the applicable salary increase at the commencement of the Enterprise Agreement and, if the employee has 12 months continuous service, they will also advance to the next highest increment point. If an employee is above their salary band at the commencement for the Enterprise Agreement they will receive the general salary increase only.
SALARY BANDS. Salary bands reflect the value of the positions that fall within the established point range of the salary bands. All positions will be placed in an appropriate salary band subsequent to the completion of the job evaluation process. Each salary band reflects the minimum rate the University will normally pay to an employee and the maximum rate the University will normally pay to an employee in the position. Job rate reflects the value of the job. The University will continue to conduct periodic market surveys of comparable jobs to recognize market rates for similar jobs on campus. The market rate is based on an analysis of the average compensation paid by other employers in the comparable employment community. Market rates will be used as a guide when setting the rates within or increases to the University salary bands. Movement of established salary bands will depend upon salary discussions and internal and external factors, which may include periodic salary surveys. These salary surveys will consider total compensation. To assist in the application of the salary administration policy, the salary band is divided into four levels. The guidelines for each level follows:
SALARY BANDS a. Full-time employees paid within the following salary bandwidths, prorated for part-time employees, are entitled to salary increase as per 14.
SALARY BANDS. Employees shall be paid not less than the minimum salaries shown in Tables 1 and 2. Persons who commence employment in accordance with one of the work level statements will be allocated to the level described by that work level statement and paid an initial salary equal to the minimum of the salary band for the relevant level. If an employee exceeds the upper limit of a salary band the excess shall be paid as a personal allowance.
SALARY BANDS i) Salary bands reflect the value of the positions that fall within the established point range of the salary bands.
ii) All positions will be placed in an appropriate salary band subsequent to the completion of the job evaluation process.
iii) Each salary band reflects the minimum rate the University will normally pay to an employee and the maximum rate the University will normally pay to an employee in the position. The mid-point of the range reflects the market value of the job.
iv) The University will continue to conduct periodic market surveys of comparable jobs to recognize market rates for similar jobs on campus. The market rate is based on an analysis of the average compensation paid by other employers in the comparable employment community. Market rates will be used as a guide when setting the rates within or increases to the University salary bands.
v) Movement of established salary bands will depend upon salary discussions and internal and external factors, which may include periodic salary surveys. These salary surveys will consider total compensation.
