ST.GEORGE BANK ENTERPRISE AGREEMENT 2007

Transcription

1 ST.GEORGE BANK ENTERPRISE AGREEMENT 2007 PART 1 - APPLICATION AND OPERATION OF AGREEMENT 1. TITLE OF AGREEMENT This Agreement will be known as the St.George Bank Enterprise Agreement CONTENTS PART 1 - APPLICATION AND OPERATION OF AGREEMENT 1. Title of Agreement 2. Contents 3. Definitions 4. Parties Bound and Relationship to Award 5. Coverage of Agreement 6. Commencement Date and Duration of Agreement 7. Anti-Discrimination and Equal Employment Opportunity PART 2 WORKPLACE INITIATIVES, CONSULTATION AND DISPUTE RESOLUTION 8. Introduction of Major Changes in the Workplace 9. Information Sharing 10. Staffing 11. Training 12. Performance Assessment 13. Dependant Care 14. Employee Reward Share Plan 15. Dispute Settlement Procedure PART 3 - TYPES OF EMPLOYMENT 16. Employment Categories 17. Full-time Employment 18. Probationary Employment 19. Part-time Employment 20. Casual Employment 21. Changing Type of Employment 22. Job Sharing PART 4 - SALARIES AND RELATED MATTERS 23. Payment of Salary 24. Salary Rates 25. Changing From Non-Packaged to Packaged 26. Red Circled Employees Earning Above the Salary Range 27. Superannuation 28. Salary Sacrifice 29. Higher Duties 30. Minimum Increase on Promotion 31. Job Evaluation St.George Bank Enterprise Agreement

2 32. Salary Review for Packaged Employees 33. Incentive Schemes 34. Reimbursement for Travelling and Temporary Duties and BankSA Allowances 35. Pay Equity PART 5 - HOURS OF WORK AND RELATED MATTERS 36. Hours of Work 37. Meal Breaks 38. Rest Breaks 39. Overtime 40. Recall to Duty and Stand-by PART 6 - LEAVE AND PUBLIC HOLIDAYS 41. Annual Leave 42. Personal/Carers Leave 43. Compassionate Leave 44. Long Service Leave 45. Parental Leave 46. Jury Duty Leave 47. Leave Without Pay 48. Public Holidays PART 7 - TERMINATION AND RETRENCHMENT 49. Termination of Employment 50. Redundancy, Redeployment and Retrenchment PART 8 - OCCUPATIONAL HEALTH AND SAFETY 51. Occupational Health and Safety 52. Corporate Wardrobe 53. Workers Compensation Make-Up Pay PART 9 - FSU RELATED MATTERS 54. St.George/FSU Relationship APPENDIX A SHIFTWORK 3. DEFINITIONS Act means the Workplace Relations Act 1996 as amended. Agreement means the St.George Bank Enterprise Agreement Award means the St.George Bank Employees Award Commission means the Australian Industrial Relations Commission. St.George Bank Enterprise Agreement

3 Employee means a full-time, part-time, flexible part-time or casual employee whose conditions of employment are regulated by this Agreement, unless expressly stated otherwise. FSU means the Finance Sector Union of Australia. Ordinary hours means the ordinary hours of work as prescribed in clauses 36.1 and 36.2 of this Agreement. Ordinary rostered hours means the ordinary rostered hours of an employee. Ordinary time earnings means the payment for working ordinary hours including the relevant loadings set out in clause 36.4 of this Agreement for working ordinary hours on weekends and public holidays. It does not include: bonuses commissions payments pursuant to a profit participation scheme or any other incentive payment overtime payments shift allowances any other allowances. Non-packaged employee means an employee who is paid a salary rate as prescribed by this Agreement and is not in receipt of a salary package. Packaged employee means an employee (other than a casual employee) who has accepted a salary package prior to the lodgment of this Agreement; or after the lodgment of this Agreement they are offered and accept a salary package with a TEC of not less than $59,195 (or after 1 October 2008 they are offered and accept a salary package with a TEC of not less than $61,563 and after 1 October 2009 they are offered and accept a salary package with a TEC of not less than $64,025) and they are exempt from the provisions of this Agreement as set out in clause 5.2, Exemptions. Permanent Employee means a full-time, part-time or flexible part-time employee, but does not include a casual employee or an employee engaged for a fixed term. Previous BankSA employee means an employee employed by BankSA before 23 August Salary package means the total value of an employee s cash and non-cash benefits. Sales oriented position means Mobile Lending Manager, Business Development Manager, Lending Manager and such other positions which may be agreed between the FSU and St.George from time to time. St.George means St.George Bank Limited. TEC means Total Employment Cost which is the total amount of salary and compulsory employer superannuation contributions. In this Agreement, TEC is expressed on a fulltime equivalent basis. St.George Bank Enterprise Agreement

4 TR means Total Remuneration which is an amount of salary which excludes compulsory employer superannuation contributions and applies to employees who are members of the M&F Retirement Fund. In this Agreement, TR is expressed on a full-time equivalent basis. 4. PARTIES BOUND AND RELATIONSHIP TO AWARD 4.1 This Agreement is binding upon: St.George Bank Limited (ABN ); the Finance Sector Union of Australia (ABN ); and employees of St.George covered by this Agreement. 4.2 This Agreement replaces the St.George Bank Enterprise Agreement 2004 and the St.George Bank Employees Award COVERAGE OF AGREEMENT 5.1 General coverage This Agreement covers all St.George employees except for those employees above Grade 51 and who are in receipt of a TEC greater than $95,755 per annum or a TR greater than $90,979 per annum (or from 1 October 2008, a TEC greater than $99,585 per annum or a TR greater than $94,618 per annum and from 1 October 2009, a TEC greater than $103,568 per annum or a TR greater than $98,402 per annum). 5.2 Exemptions 5.2(a) Packaged employees covered by this Agreement are exempt from the following provisions: Probationary Employment clause 18 Salary Rates clause 24 Superannuation clause 27 Higher Duties clause 29 Working Away from Usual Place of Work clause 34.1 Travelling and Transport Arrangements clause 34.2 Motor Vehicle Expense Reimbursement clause 34.3 Hours of Work clause 36.1,36.2,36.5 & 36.6 Overtime clause 39 Recall to Duty and Stand-by clause 40 Annual Leave Loading clause 41.3 Flexible Bank Holiday clause 48.1(a)(1)&(2) Loan Arrangements clause Corporate Wardrobe clause 52 Shift Work Appendix A St.George Bank Enterprise Agreement

5 5.2(b) Non-packaged employees (excluding Branch Managers) who are receiving an annual salary above $59,195 (or after 1 October 2008 above $61,563 and after 1 October 2009 above $64,025) or any other non-packaged employee employed in a sales oriented position (as defined) are exempt from the following clauses: Hours of work clause 36.1,36.2,36.5 & 36.6 Overtime clause 39 Recall to Duty and Stand-by clause 40 Shift Work Appendix A Provided that non-packaged employees who are not in a sales oriented position and who are required to work ordinary hours on a weekend, will receive the appropriate weekend loadings as provided for in clause 36.4 for all time so worked. 6. COMMENCEMENT DATE AND DURATION OF AGREEMENT This Agreement will commence on the date it is duly lodged with the Workplace Authority and will have a nominal expiry date of 1 October ANTI-DISCRIMINATION AND EQUAL EMPLOYMENT OPPORTUNITY 7.1 It is the intention of the parties to this Agreement to achieve the principal object of section 3(m) of the Act which is to provide a framework for co-operative workplace relations by respecting and valuing the diversity of the work force by helping to prevent and eliminate discrimination on the basis of: race colour sex sexual preferences age physical or mental disability family responsibilities pregnancy religion political opinion national extraction social origin marital status any other ground designated as unlawful discrimination under the relevant legislation 7.2 Accordingly, in fulfilling their obligations under clause 15, Dispute Settlement Procedure, St.George and any nominated employee representatives (which may include the FSU) must make every endeavour to ensure that neither the Agreement provisions nor their operation are directly or indirectly discriminatory in their effects. 7.3 Nothing in this Provision is to be taken to effect: St.George Bank Enterprise Agreement

6 7.3(a) 7.3(b) 7.3(c) any different treatment (or treatment having different effects) which is specifically exempted under the Commonwealth anti-discrimination legislation; an employee, or employer or registered organisation, pursuing matters of discrimination in any State or Federal jurisdiction, including by application to the Human Rights and Equal Opportunity Commission; the exemptions in Regulation 8.6(2) of the Act. 7.4 No employee will suffer any form of disadvantage or discrimination because they exercised any rights contained in or participated in any part of the processes set out in this Agreement. 7.5 St.George recognises the right of employees to equal employment opportunity and will facilitate the provision of equal employment opportunities to employees. 7.6 Entry into employment, selection for specific work and career progression will be determined on the basis of individual merit and criteria related to the effective performance of the work. 7.7 St.George and the FSU will discuss and review the ways in which appropriate EEO standards can be developed and maintained for employees of St.George. PART 2 WORKPLACE INITIATIVES, CONSULTATION AND DISPUTE RESOLUTION 8. INTRODUCTION OF MAJOR CHANGES IN THE WORKPLACE 8.1 Duty of St.George to give notice of change 8.1(a) 8.1(b) Where St.George has made a definite decision to introduce major changes in program, organisation, structure or technology that are likely to have a significant effect on the work of employees, St.George will notify the employees who may be affected by the proposed changes and any representative nominated by the employees (which may include the FSU). These notifications will be given concurrently where practicable. Significant effect includes termination of employment; major changes in the composition, operation or size of St.George's workforce or in the skills required; the elimination or diminution of job opportunities; the need for the alteration of hours of work; promotion opportunities or job tenure; the need for retaining or transferring employees to other work or locations and the restructuring of jobs. Provided that where this Agreement makes provision for alteration of any of the matters referred to above, such alteration will be deemed not to have significant effect. 8.2 Duty of St.George to discuss change 8.2(a) St.George will discuss with the employees affected and any representative nominated by the employees (which may include the FSU), among other things, the introduction of the changes referred to in clause 8.1, the effect the changes are likely to have on employees, measures to avert or mitigate St.George Bank Enterprise Agreement

7 the adverse effects of such changes on employees and will give prompt consideration to matters raised by the employees and the FSU in relation to the changes. 8.2(b) 8.2(c) The discussions will commence as early as practicable after a definite decision has been made by St.George to make the changes referred to in clause 8.1(a). For the purpose of such discussion, on a without prejudice basis, St.George will provide in writing to the employees concerned and any representative nominated by the employees (which may include the FSU) all relevant information about the changes including the nature of the changes proposed and the expected effect of the changes on employees and any other matter likely to affect employees. In regard to the provision of the above information however, St.George will not be required to disclose confidential information. 8.3 Off-shoring During the first 3 months of this Agreement, St.George and the FSU will develop specific guidelines relating to off-shoring and St.George will apply these guidelines in situations of off-shoring. 9. INFORMATION SHARING 9.1 For the purpose of this clause, Employee Benefits Package is defined as those additional employee benefits provided to employees. They are not regulated by this Agreement and are provided at the discretion of St.George. 9.2 For the purpose of assisting employees in ensuring observance of St.George staffing methodologies, St.George agrees to provide on a quarterly basis to the FSU, information in regard to staffing complements across business units to facilitate an understanding of St.George s deployment of staff. Information provided will be records of the number of staff in each generic job role/classification, category of employment and state/region/business unit, including a breakdown by gender. 9.3 St.George and the FSU agree to meet annually to discuss the Employee Benefits Package provided by St.George and any suggestions made by the FSU or employees for additions or changes will be given due consideration by St.George. 9.4 St.George will provide employees and the FSU with updates on the Employee Benefits Package so that they are kept informed of any changes to the package that may be made by St.George from time to time. 9.5 St.George agrees to meet with a group of packaged employees nominated by the FSU to discuss issues specific to packaged employees covered by this Agreement. The number and composition of this group will be agreed between St.George and the FSU and the group will meet no less than twice a year. St.George Bank Enterprise Agreement

8 10. STAFFING 10.1 St.George recognises that staffing levels which reflect customer needs and usage levels as well as business levels are necessary to the achievement of St.George s business objectives St.George will continue to regularly review its staffing methodologies to ensure that they are consistently applied and remain current. St.George is committed to fully staffing workplaces in accordance with appropriate staffing methodologies and ensuring that Department and Branch teams are trained in the effective use of appropriate tools and techniques for scheduling and rostering St.George acknowledges that overtime should be recorded and paid correctly to maintain the integrity of staffing data When determining staffing levels for a workplace consistent with clause 10.1, St.George will take into account all relevant local factors including but not limited to, staff experience, market demographics and business opportunities. Appropriate break times and time for training new and existing employees are factors that will be considered by St.George and built in when determining staffing levels to support productive and effective work St.George will take all reasonable steps to fill vacant positions promptly consistent with business needs. To this end a six-week maximum period to permanently fill vacancies will be St.George s aim. It is acknowledged that there will be some limited circumstances in which this timeframe is not achievable. Until the position is filled, relief staff/casuals should be used St.George is committed to conducting its operations via employed fulltime and parttime permanent staff wherever possible, and in other instances with casual employees in accordance with clause 20, Casual Employment In the event of vacant permanent positions involved in core work (i.e. work usually performed by St.George employees), all avenues for permanent employees, particularly any employees on redeployment, are to be exhausted prior to external recruitment In order to reduce any impact on the business or on permanent employees, any required training will be provided to employed casual or labour hire employment agency staff will be consistent with the training provided for permanent employees doing similar work In the Branch network, relief (internal, external or casual) will be used to cover all planned and unplanned absences (including personal carers leave, annual and long service leave and training). It is acknowledged that there may be some limited circumstances where this is not possible due to such factors as lack of casual staff availability. When this arises, St.George will take all practicable steps to relieve immediate pressures on staff and to ensure that effective steps are taken to avoid as far as possible a repeat of the situation. St.George Bank Enterprise Agreement

9 10.10 St.George will take steps to ensure that appropriate training in all significant aspects of work to be performed is provided for entry level recruits to the Branch network at the time of joining St.George When a manager rates the overall performance of staff, all factors relevant to work outcomes including staffing levels during the performance period will be taken into account Consistent with St.George s obligation to consult with the FSU concerning significant change in accordance with clause 8, St.George will advise the FSU of any significant programs or initiatives which will impact on staffing levels Where any problem with regard to staffing and relief levels is identified by employees or their nominated representative (which may include the FSU), this problem should be drawn to the attention of the appropriate representative of St.George who will assess and rectify the matter where necessary. 11. TRAINING 11.1 St.George is committed to providing quality training to assist employees: in meeting their next logical step in their career development within St.George; to become fully effective in their roles/positions; and to develop a broad understanding of St.George operations St.George will provide essential skills training for all categories of employees so they are able to perform all aspects of their role competently St.George will provide adequate time for an employee to receive work related training as required by St.George (including time to undertake any associated requirements of the training) during their normal rostered hours. An employee will not have their salary (including any loadings for working ordinary hours) reduced as a result of attending training Adequate relief will be provided to cover employees undertaking training A fair and consistent selection process will be used for employees to access training St.George will apply consistency in the way training is delivered to employees and training will be used to support achieving consistency in current work practices Any employee who is requested and agrees to assume the responsibility for training employees will be provided with regular performance feedback, which will be recorded, and appropriate comments included in their next performance review. An employee undertaking these responsibilities will have their participation taken into account when measuring their performance against targets. Career development 11.8 An employee and their manager will be responsible for identifying training and career development opportunities. The manager will assist and encourage an employee in their career development in accordance with their responsibility to St.George Bank Enterprise Agreement

10 manage the performance of all employees. An employee will have the opportunity to enter into an appropriate career development plan with their manager which may include a reasonable opportunity to work in a desired job role and have their progress monitored against the agreed plan through regular reviews If an individual employee believes that they are not being provided with access to training opportunities to which they could have reasonably expected in order to perform their current job role or have not been provided reasonable opportunities to work in a desired job role, they will be entitled to seek a review with their next level manager and if not satisfied with this review, they can initiate clause 15, Dispute Settlement Procedure St.George recognises the importance of encouraging career progression and ensuring that employees are promoted on the basis of merit. Accordingly, St.George will advertise all positions (except for specialist positions) internally to allow staff the opportunity to apply for these positions. Provided that St.George may concurrently advertise positions externally. Specialist positions are defined as packaged positions requiring a high level of expertise, specialisation and/or accreditation. 12. PERFORMANCE ASSESSMENT 12.1 The performance assessment process will be based on both performance objectives (inclusive of measures and targets) and values based behaviours. The performance objectives are mutually agreed and linked to the overall St.George Group objectives and will be reviewed and effectively communicated on an annual basis Mutual agreement will mean that performance objectives will be discussed and agreed with the workplace team (or individual employee where appropriate) concerned to ensure that they reflect the work being undertaken, are realistic and achievable within ordinary rostered hours and are reflective of Divisional and St.George Group wide objectives and values In setting performance objectives and determining whether those performance objectives have been met, the factors that will be considered will include, but shall not be limited to the following: staffing numbers in the employee s workplace; objectives not being limited to outcome based criteria and will include demonstrable activities/behaviours; market factors; provision of appropriate and relevant training to perform current job roles; the employee s experience; and approved absences from normal duties Any changes during the period for which performance objectives are set will be by agreement between the employee and/or team and their immediate manager St.George will ensure that managers have access to training material in the setting of objectives and the conducting of performance appraisals and St.George will encourage the use of these materials. The performance appraisal process will be fair and transparent. St.George Bank Enterprise Agreement

11 12.6 St.George policies in relation to performance appraisals will be available to all employees on the St.George intranet Call monitoring 12.7(a) Call monitoring may be used in St.George for the purpose of: identifying employee training and development needs; providing an opportunity for appropriate recognition; ensuring consistency and quality of service and information provided by employees to customers; and assisting in the resolution of disputes between a customer and St.George (a disputed call ) provided that call monitoring will not be used as the sole determinant of assessing an employee s performance (except in cases of serious and wilful misconduct). 12.7(b) Call monitoring will only be conducted by appropriately trained and accredited employees. 12.7(c) Each employee may have a maximum of four (4) calls monitored in each four (4) week cycle, or a maximum of six (6) calls in each four (4) week cycle in the case of employees during the first 12 months of service. Provided that where as a result of this monitoring, there are performance concerns in relation to a particular employee, the employee will be advised of the specific concerns and there may be a need to monitor additional calls in the cycle. Any additional monitoring will be reasonable in the circumstances and in such a case the employee will be given reasonable notice of the details of this additional monitoring. 12.7(c) Feedback will be provided to an employee by their manager and/or the person monitoring their calls and this will occur as soon as practicable (but no later than a week from the date of monitoring) unless otherwise agreed. 12.7(d) 12.7(e) In cases where St.George record calls, the recordings of such calls will not be retained beyond a reasonable time necessary to allow for relevant feedback to be given to an employee and address any development issues. Where continuous call recording is in operation, such recordings will only be used for the purposes of call monitoring in the manner described in 12.7(c), for the purposes of assisting in relation to a disputed call or in cases where St.George has reason to suspect that an employee is engaging in serious and wilful misconduct. St.George Bank Enterprise Agreement

12 13. DEPENDANT CARE St.George will provide an advisory information and referral service for employees to use in relation to childcare needs and aged care needs. St.George will continue to subsidise the work based childcare centre located at Kogarah and provide assistance in offsetting childcare expenses at this centre. 14. EMPLOYEE REWARD SHARE PLAN 14.1 At its discretion, St.George may provide eligible employees with the opportunity to apply for an allocation of shares in St.George under the Employee Reward Share Plan (the Plan ) St.George may vary the application and/or terms of the Plan at any time. St.George will advise employees and the FSU of any significant changes to the way in which the Plan operates. Benefits provided by St.George under the Plan do not form part of this Agreement and neither the Plan nor the operation of the Plan will be the subject of negotiation between the parties. 15. DISPUTE SETTLEMENT PROCEDURE 15.1 Any dispute (including potential dispute) or claim arising under this Agreement will be submitted to the following procedure: 15.1(a) 15.1(b) 15.1(c) 15.1(d) 15.1(e) 15.1(f) as soon as is practicable after the dispute or claim has arisen, the employee will take the matter up with their immediate supervisor affording them reasonable opportunity to remedy the dispute or claim; where the attempt at settlement has failed, or where the dispute or claim is of such a nature that a direct discussion between the employee and their immediate supervisor would be inappropriate, the employee will immediately take the matter up with their next level manager; if the matter remains unresolved in so far as either party is concerned, the Human Resources Manager will be notified and will attempt to resolve the dispute or claim; where steps (a) to (c) have failed to resolve the matter or where the dispute or claim is of such a nature that a direct discussion between the employee and their Manager and/or the Human Resources Manager would be inappropriate, the employee may notify a duly authorised representative of the FSU or other employee nominated representative who, if the representative considers that there is some substance to the dispute or claim, will take the matter up directly with St.George; notwithstanding step (d), an employee who is an FSU member may contact the FSU office or workplace FSU representative seeking guidance at any stage of the procedure; if the matter is not settled, it can be submitted to the Commission by either party, including the FSU upon request of an affected member, in an endeavour to resolve the dispute by conciliation and/or arbitration; and St.George Bank Enterprise Agreement

13 15.1(g) without prejudice to either party, all work will continue in accordance with this Agreement while the matters in dispute are being dealt with in accordance with this clause Any decision of the Commission will bind the parties, subject to either party exercising a right of appeal against the decision to a Full Bench The Commission shall have in respect to conciliation and arbitration, all the substantive and procedural powers necessary or convenient for the just resolution of the dispute. Without limiting the above, in arbitration the Commission may exercise procedural powers to determine matters related to representation, hearings, witnesses, evidence and submissions necessary to make the arbitration effective The Commission shall: 15.4(a) 15.4(b) 15.4(c) 15.4(d) 15.4(e) 15.4(f) avoid unnecessary formality, technicalities and legal forms; not be bound by the rules of evidence; act according to equity, good conscience and the substantial merits of the case; apply the principles of natural justice; have the power to determine appropriate remedies to resolve the dispute; unless otherwise agreed by the parties, provide any decisions in writing, accompanied (or followed) by written reason Any arbitration proceeding shall, unless otherwise agreed by the parties to the dispute, or their representatives, be recorded and transcribed. PART 3 TYPES OF EMPLOYMENT 16. EMPLOYMENT CATEGORIES 16.1 Employees will be employed in one of the following categories: full-time employment; part-time employment; flexible part-time employment; or casual employment At the time of engagement, St.George will inform each employee of the terms of their engagement and in particular, whether they are to be fulltime, part-time, flexible part-time or casual. 17. FULL-TIME EMPLOYMENT A full-time employee is an employee engaged to work full-time ordinary hours in accordance with subclause 36.1, Ordinary Hours of Work. St.George Bank Enterprise Agreement

14 18. PROBATIONARY EMPLOYMENT 18.1 An employee will be initially engaged for a 3 month probationary period. The initial period of 3 months may be extended by St.George for a further period to address identified and communicated performance issues or to account for absences during the initial 3 month period, but the period must not exceed 6 months in total In lieu of 18.1 above, an employee may be initially engaged for a probationary period of up to 6 months provided that such period is reasonable, having regard to the nature of the work An employee s performance will be monitored by St.George during the probationary period and the employee may be counselled about their performance during this period If an employee s performance is unsatisfactory during or at the conclusion of the probationary period, their employment may be terminated in accordance with clause 49, Termination of Employment. 19. PART-TIME EMPLOYMENT 19.1 Part-time employment may be worked by either a part-time employee or a flexible part-time employee as set out in this clause Part-time employees 19.2(a) A part-time employee is an employee who: (iii) works less than full-time hours; has regular and predictable hours of work; and receives, on a pro-rata basis, equivalent pay and conditions to those of full-time employees who do the same kind of work. 19.2(b) 19.2(c) A part-time employee may be engaged for the same number of hours as a full-time employee when occupying that full-time position for a limited period. At the time of engagement, St.George and the part-time employee will agree in writing on a regular pattern of work, specifying at least the hours worked each day, which days of the week the employee will work and the actual starting and finishing times each day. 19.2(d) The minimum hours for each engagement for a part-time employee is 3 hours or where 3 hours is not worked, a payment for a minimum of 3 hours. 19.2(e) A part-time employee may be eligible for salary packaging where the parttime salary equates to the equivalent full-time salary on a pro-rata basis calculated on the actual number of hours worked. St.George Bank Enterprise Agreement

15 19.3 Flexible part-time employees 19.3(a) 19.3(b) 19.3(c) 19.3(d) 19.3(e) 19.3(f) 19.3(g) 19.3(h) A flexible part-time employee may only be engaged to work in St.George s operations in South Australia. A flexible part-time employee is contracted to work between a minimum and maximum number of hours over a 4-week cycle. The contracted hours will be no less than 16 hours and no more than 135 hours per 4-week cycle. The fortnightly pay will be based on the actual hours worked in that fortnight. The minimum hours for each engagement for a flexible part-time employee is 3 hours or where 3 hours is not worked, a payment for a minimum of 3 hours. A flexible part-time employee must be available to work within the contracted minimum/maximum ordinary hours and a roster will be provided one month prior to the beginning of each cycle detailing the hours of work. Any alteration to such roster once set will require the mutual agreement of both parties. Where there is to be a change to the regular pattern of ordinary hours worked in the workplace, a flexible part-time employee will be involved in the change process on both an individual and a collective basis in accordance with subclause 36.7, Change Procedure, with the exception of subclause 36.7(d), which has no application. A flexible part-time employee will receive, on a pro-rata basis, equivalent salary to that of a full-time employee who does work at the same grade or level. A flexible part-time employee may only work in excess of 135 hours in a cycle by mutual agreement, provided that a 25% loading will be paid for hours worked between 135 and 152 in a cycle. Hours worked in excess of 152 in a cycle will be paid at overtime rates. Increase to the Minimum Contracted Hours (iii) A flexible part-time employee who has worked the same total number of rostered hours over 4 consecutive 4-week roster cycles has the right to elect to have their ongoing contract of employment converted to reflect this increased minimum. Notwithstanding that any temporary changes to the roster according to clause 36.7(b) will not negate the employee s rights under this clause. Within four weeks of meeting the conditions of subclause above, St.George shall give the employee written notice of the option to convert to the increased minimum. An employee who does not elect to convert to the increased minimum within four weeks of receiving the written notice in subclause above, will remain at the original contracted hours. St.George Bank Enterprise Agreement

16 (iv) Provided that once an employee has allowed this option to lapse, the provisions of subclause do not apply until a further 4 consecutive 4- week cycles have been worked assessed from the time the option to convert to the increased minimum lapsed Converting to permanent part-time (iii) A flexible part-time employee who has worked the same hours on the same days for 6 consecutive 4-week cycles has the right to elect to have their ongoing contract of employment converted to reflect permanent part-time status. Upon meeting the conditions of subclause above, St.George shall give the employee written notice of the option to convert to permanent part-time employment. An employee who does not elect to convert to permanent part-time employment within four weeks of receiving the written notice in subclause above, will remain flexible part-time. Such employee will have the right to convert to permanent part-time status at anytime provided that they remain on the same pattern of employment. 20. CASUAL EMPLOYMENT 20.1 A casual employee is employed by the hour and is engaged: on an irregular and unpredictable basis; or although regular, for a fixed or limited duration only A casual employee is entitled to a minimum payment of 3 hours for each engagement A casual employee will be paid an hourly rate equal to the relevant classification rate divided by 37.5 plus a loading of 20 per cent. 21. CHANGING TYPE OF EMPLOYMENT 21.1 Any change to the type of employment e.g. full-time to part-time, must be voluntary. St.George will make all reasonable attempts to accommodate a change to part-time employment where the change is required for family reasons If an employee s type of employment is varied, all accrued rights and benefits, whether provided by this Agreement, legislation or individual contract will be maintained and employment deemed continuous If a full-time employee s contract is varied to part-time (including flexible part-time) or casual or where a part-time (including flexible part-time) employee s contract is varied to casual, any accrued annual leave which may not otherwise be available to that employee must be taken immediately before or after the variation. St.George Bank Enterprise Agreement

17 22. JOB SHARING 22.1 Job sharing is an arrangement where two employees share one full-time position St.George will promote job sharing where the needs of customers, employees and St.George can be met efficiently. All vacant positions that can be job shared will be identified accordingly when they are advertised St. George will promote a job share register whereby: Employees can register their interest, preferences and details for job share; and Employees can search for suitable job share partners A job share arrangement will be in accordance with the following provisions: 22.4(a) 22.4(b) Job sharing employees will hold separate contracts of employment and will be deemed to be part-time employees. Job sharing employees have the same rights, opportunities, access to training and career paths as other permanent employees. Both job share employees will be given the opportunity to attend critical meetings, workshops and training. Before a job share arrangement starts, the employees and St.George will sign an agreement stating: (iii) (iv) (v) (v) (vii) the hours of work for each job share employee; how the tasks and responsibilities will be shared; how knowledge and information will be shared so both employees can perform the role effectively; the expected life of the job share arrangement; how periods of leave are to be covered; that if one of the job share employees resigns or takes another position, the arrangement will be cancelled unless a replacement job share employee can be found; no redundancy will arise when one job share employee leaves a job share arrangement; and (viii) that when one job share employee leaves the job share arrangement, the remaining job share employee can: continue the job share arrangement with a new job share employee; assume the job share position as a full-time position; or take another employment alternative i.e. another job share arrangement, full-time or part-time position at a similar level within St.George. St.George Bank Enterprise Agreement

18 22.5 When a position can be performed as two part-time positions and two employees wish to share, the position will be split into two part-time positions instead of formal job share. This gives both employees more flexibility to change their work and family arrangements independently St.George will continue to enhance existing job share arrangements for St.George employees, including provisions to ensure: a greater employee awareness of job share provisions and possibilities; and a commitment to job share of managerial/supervisory and specialised positions to provide career possibilities for employees working less than full time hours. PART 4 SALARIES AND RELATED MATTERS 23. PAYMENT OF SALARY 23.1 An employee s salary will be paid by direct deposit into their St.George Group Bank account on the same day each fortnight An employee may avail themselves of appropriate payroll deductions provided such deductions are not prohibited under the Act Payment upon termination or resignation 23.3(a) 23.3(b) Where an employee s employment is terminated by St.George, all monies due will be paid on the date of termination (with the exception of any Employer ETP which may be paid at a later time agreed with the employee). Where an employee resigns from their employment with St.George, all monies due will be paid on the payday following the employee s last day of employment, provided that an employee will be paid all monies due on their last day of employment where such a request is made at the time of giving the required notice St.George will not be in breach of clause 23.3 if there is any delay in the payment of monies due to the termination of a motor vehicle novated lease arrangement. 24. SALARY RATES 24.1 During the life of this Agreement, an employee will receive an increase to their salary as follows: 4% from the first full pay period on or after 1 October 2007; 4% from the first full pay period on or after 1 October 2008; and 4% from the first full pay period on or after 1 October Increase to minimum salary rates 24.2(a) An employee will be paid not less than the following annual salary rates: St.George Bank Enterprise Agreement

19 Grade Salary Rate effective from the first full pay period on or after 1 October 2007 Salary Rate effective from the first full pay period on or after 1 October 2008 Salary Rate effective from the first full pay period on or after 1 October $37,670 - $40,152 $39,177 - $41,758 $40,744 - $43,429 44,45 $39,209 - $44,032 $40,777 - $45,793 $42,408 - $47,624 46,47 $40,156 - $46,231 $41,763 - $48,080 $43,433 - $50, $41,586 - $52,067 $43,250 - $54,149 $44,980- $56, $41,586 - $60,602 $43,250 - $63,026 $44,980 - $65, $44,426 - $65,882 $46,203 - $68,517 $48,051 - $71, $48,196 - $67,313 $50,124 - $70,005 $52,128 - $72, (b) An employee employed in the Customer Contact Centre to perform an external customer interfacing role e.g. consultants in the sales and service areas, team leaders and senior lenders (residential support) will be paid not less than the following annual salary rates: Level Salary Rate effective from the first full pay period on or after 1 October 2007 Salary Rate effective from the first full pay period on or after 1 October 2008 Salary Rate effective from the first full pay period on or after 1 October $40,933 $42,571 $44,274 2 $42,584 $44,287 $46,059 3 $46,662 $48,528 $50,469 4 $50,302 $52,314 $54,406 5 $51,257 $53,308 $55,440 6 $52,555 $54,658 $56,844 Team Leader $52,934 - $68,833 $55,051 $71,587 $57,253 - $74, (c) Where St.George proposes to make changes to the Career Path Model in the Customer Contact Centre which will have a significant effect on the employees covered by this model, St.George will notify employees and their nominated representative (which may include the FSU) of the proposed changes as soon as practicable and prior to any such changes being implemented. St.George Bank Enterprise Agreement

20 When St.George consults with employees and their nominated representatives (which may include the FSU) on any such changes, employees and their nominated representative will have an opportunity to raise concerns or issues that will be then given due consideration by St.George before any such changes are implemented Adjustment to Allowances 24.3(a) The following expense related allowances will be adjusted in November of each year by applying the increase in the CPI between consecutive September quarters using the ABS All Groups Index Numbers (weighted average of 8 capital cities): Motor vehicle expense reimbursement (clause 34.3(a)) Relief Allowance (clause 34.5(b)) Meal allowance (clause 39.3(a)) Relocation allowance (clause 50.5(b)(xi)) First aid allowance (clause 51.4) Clause Type of Allowance Amount 34.3(a) Motor vehicle expense reimbursement 1500cc and over - $ per week Over 1500cc - $ per week 34.5(b) Relief Allowance $50.00 per week 39.3(a) Meal Allowance $ (b)(xi) Relocation $ Allowance 51.4 First Aid Allowance $ 9.41 per week 24.3(b) The following allowances will be adjusted to reflect the set rate per kilometre for car expenses as determined from time to time by the Australian Taxation Office: Vehicle per kilometre rate (clause 34.3(b)) Clause Type of Allowance Amount 34.3(b) Incidental use of motor vehicle allowance Not exceeding 1600cc 58 cents per km Exceeding 1600 but not more than 2600cc - 69 cents per km Exceeding 2600cc 70 cents per km 24.3(c) The following salary related allowance will be adjusted at the same time and by the same percentage amount as the increase to the minimum salary rates above: St.George Bank Enterprise Agreement

21 Standby/callback allowance (clause 40.3) Clause Type of Allowance 40.3 Standby/ Callback Allowance Amount At first full pay period on or after 1 October 2007 Mon. to Fri. $16.30 per day Sat., Sun, Pub. Hols - $33.00 per day Amount At first full pay period on or after 1 October 2008 Mon. to Fri. $17.00 per day Sat., Sun, Pub. Hols - $34.30 per day Amount At first full pay period on or after 1 October 2009 Mon. to Fri. $17.70 per day Sat., Sun, Pub. Hols - $35.70 per day 25. CHANGING FROM NON-PACKAGED TO PACKAGED 25.1 Where an employee accepts a change from being a non-packaged employee to a packaged employee, the salary package will include such value for those provisions that the TEC paid over a year would be sufficient to cover what the employee would have been entitled to if all the provisions exempted had actually applied. Accordingly, at the time of converting an employee to packaged, the calculation will ensure that there is no net detriment to the employee if compared to the employee remaining non-packaged in the same role and at the same grade as prescribed by this Agreement A non-packaged employee who is offered a salary package of up to $95,755 (and then $99,585 from 1 October 2008 and then $103,568 from 1 October 2009) will be given the option of accepting such a package without risk to the position/promotion offered. 26. RED CIRCLED EMPLOYEES EARNING ABOVE THE SALARY RANGE Where an employee accepts a lower grade position and they retain a salary above the range for the new position, St.George and the employee may agree in writing that the employee is red circled until such time as their salary falls within the salary range for the grade of the position they occupy. Provided that any such employee will receive the first 4% increase provided for in clause 24.1 of this Agreement. 27. SUPERANNUATION 27.1 Fund Choice At the time of employment, an employee will be provided a genuine choice between the two nominated Superannuation Funds listed below as to where St.George will make contributions on their behalf in satisfaction of the superannuation guarantee legislation. If an employee is not an eligible member under the terms of the Deed of either fund, then contributions will automatically be made to the alternate fund. If the employee fails to advise St.George of the fund chosen, then St.George is authorised to enroll the employee as a member of one of the Nominated Superannuation Funds referred to in clause 27.2(a) below and make contributions accordingly. St.George Bank Enterprise Agreement

22 27.2 Nominated Superannuation Funds 27.2(a) The Nominated Superannuation Funds are: St.George Staff Super (a Sub-Plan of the Plum Superannuation Fund) as may be amended from time to time and includes any superannuation scheme which may be made in succession to it; or FINSUPER (a Sub-Plan of Australian Super) as may be amended from time to time and includes any superannuation scheme which may be made in succession to it. 27.2(b) Provided that where agreed to by St.George, an employee may elect to have their superannuation contributions directed to the Asgard Employee Superannuation Account as may be amended from time to time including any superannuation scheme which may be made in succession to it Contributions made on behalf of an existing employee in satisfaction of the superannuation guarantee legislation will continue to be made to the fund in which those contributions are currently being made (this includes any superannuation scheme in succession to those funds), unless the employee makes a valid election to redirect their superannuation contributions to another complying superannuation fund In respect of each employee, St.George will contribute to the relevant fund in compliance with the Superannuation Guarantee (Administration) Act St.George will continue to make employer contributions to employees earning below the threshold stipulated by the superannuation guarantee legislation, on loadings for work during ordinary hours and on shift loadings. 28. SALARY SACRIFICE 28.1 General 28.1(a) 28.1(b) 28.1(c) 28.1(d) The objective of this clause is to enable a permanent employee to make voluntary pre-tax contributions or payments through a written salary sacrifice agreement between St.George and the employee. St.George will pay the salary sacrifice amount in accordance with the salary sacrifice agreement. An employee may apply to St.George to have their ordinary time earnings (or in the case of a packaged employee, the cash component of their TEC/TR), reduced by an amount nominated by them as a salary sacrifice contribution for their benefit. The amount paid to an employee following the deduction of the salary sacrifice contribution will be their post salary sacrifice salary. The total value of the reduced salary and the agreed value of the benefits provided will not be less than the amount that would otherwise be paid if the salary sacrifice arrangement was not in place. Any allowance, penalty rate, payment for unused leave, termination entitlements, weekly workers compensation or other payment, to which an employee is entitled under this Agreement or an Act which is expressed to be St.George Bank Enterprise Agreement

23 determined by reference to an employee s salary, will be calculated by reference to the salary which would have otherwise been paid if the salary sacrifice arrangement was not in place. 28.1(e) 28.1(f) 28.1(g) The parties recognise the need for employees to consider independent financial and taxation advice and recommend that St.George employees consider such advice prior to entering into salary sacrifice arrangements. In the event that the law governing superannuation and/or taxation make the objective of this clause ineffective, unattainable or illegal, St.George will advise the employee concerned and the salary sacrifice contribution arrangement will be terminated or amended to comply with such laws. Unless otherwise agreed by St.George, an employee may revoke or vary their salary sacrifice contribution/payment by giving not less than one month s written notice, provided the terms of any other agreement relating to the salary sacrifice benefit are met Superannuation 28.2(a) 28.2(b) An employee may elect to make additional pre-tax contributions into their chosen complying superannuation fund. St.George will continue to make employer contributions for all employees to nominated complying superannuation funds in accordance with relevant superannuation guarantee (SGC) legislation irrespective of any minimum SGC salary threshold that might apply Other salary sacrifice arrangements As an additional employee benefit, an employee may elect with the agreement of St.George to make pre-tax salary sacrifice payments in order to: pay for child care which does not incur a Fringe Benefits Tax liability for St.George; purchase St.George shares; or purchase a computer from a St.George approved supplier. By agreement of St.George, an employee and the FSU, other items may be the subject of a salary sacrifice arrangement. 29. HIGHER DUTIES 29.1 An employee who is requested and agrees to assume responsibilities of another employee in a higher grade for more than two consecutive days will be paid higher duties for such time in the higher position. If there are no suitable volunteers, St.George may require an employee to assume such responsibilities Payment for higher duties 29.2(a) Non-packaged to higher non-packaged position St.George Bank Enterprise Agreement