La Trobe University Collective Agreement 2017

10 avril 2021 par  
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LT U is not alone in super filling. Last year, Swinburne U underpaid two different super sets (CMM May 8 and September 25, 2018). Newcastle University has ordered a review of « potential anomalies » for super-payments (CMM 27 July 2018) and in 2017, the University of Wollongong announced that it had received supernuation payments for 30 per cent of staff over an eight-year period (CMM 5 April 2017). The university has underpaid some Super employees for up to six years. He promises to repay, plus 10 percent interest A university spokesman advises that there are 2,800 people receiving payments, from $20 to $30 to a handful due in « tens of thousands. » The median is $130. The 10 per cent interest is a reconciliation of UniSuper`s investment options over the reference period. (5) The university`s approach to remuneration, benefits and incentives for staff is based on the following principles: 2. This directive provides university principals with guidance to ensure the uniform application of remuneration and remuneration results: 4. Compensation is the concept used to describe the remuneration of a job in the form of salaries and/or benefits and/or incentives. 3. This directive applies to all officers with direct employment, either by: 1. The university strives to be an employer of choice for current and future employees. The university is committed to attracting and retaining high-performing academic and professional staff and to recognizing and honouring excellence.

Fiona Reed, Head of Personnel, wrote to staff to say that the underpayment is due to « a misinterpretation but good faith of the combined effect of our collective agreement and the UniSuper Trust Deed. » It assures employees that it is not about wages, allowances and loads, but only about super. Current Status of Version and Details Related Information Historical Versions Print Feedback Retribution and Benefits Policy Section 1 – Background Step 2 – ScopeSection 3 – Policy StatementPrinciplesSection 4 – ProceduresSection 5 – Definitions This is the current version of this document. To view historical versions, click on the link in the document`s navigation bar. Section 1 – Background and Purpose (1) The university has set itself the goal of being an employer of choice for current and future employees. The university is committed to attracting and retaining high-performing academic and professional staff and to recognizing and honouring excellence. (2) This directive provides guidance to higher education officials to ensure the uniform application of the results of remuneration and bonuses, which are: market-competitive and fairly structured, in order to ensure equality between men and women in accordance with the law; and as part of the University`s « ability to pay » Top of PageSection 2 – Scope (3) This directive applies to all employees directly employed by: The Trobe University Collective Agreement 2018, approved by the Fair Work Commission (the « collective agreement »); or executive positions. At the top of page Section 3 – Policy Statement (4) Compensation is the term used to describe the reward for employment in the form of wages and/or benefits and/or incentives.

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