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A first aid allowance will be paid only to those staff members who were covered by a previous state based trade’s award that specifically provided for a first aid allowance and who continue in that role or a similar type trades based role. In addition any staff member currently in receipt of a first aid allowance will continue to receive that allowance providing they remain in their current work area.
A general staff member who is required to act in a higher classification position than the classification that the staff member occupies will be paid a higher duties allowance. To be entitled to the higher duties allowance, the minimum period of acting in a higher classification position with a classification of up to HEW 7 will be 2 weeks. The minimum period of acting in a higher level classification with a classification above HEW 7 will be 4 weeks.
For the purposes of determining the minimum periods as outlined above, University holidays will count if the staff member is acting at the higher level both before and after the University holiday.
The higher duties allowance will be the difference between the staff member’s substantive salary and the minimum salary point of the higher classification position.
If the staff member is not performing the full range of the duties of the higher classification position, the staff member will be paid a pro rata amount of the difference between his or her substantive salary and the minimum salary point of the higher classification position.
A staff member will be eligible to receive an increment at the higher classification position if they have worked for a continuous period of 12 months in the higher classification position, or an aggregate period of 12 months over a 24 month period.
If a staff member is promoted to the higher classification position, the staff member will not suffer any reduction in salary and will be promoted on the same incremental level at which they were acting.
Any periods of acting at the higher classification position will be taken into account in determining future increments should the staff member be promoted to the higher classification position.
A staff member who is acting in a higher classification position will be entitled to continue to receive a higher duties allowance when the staff member is absent from work on paid leave or on a rostered day off, other than long service leave, provided the acting in the higher classification position would have continued but for the taking of leave.
A general staff member will be paid a meal allowance of $17.50 if the staff member is required:
The overtime meal allowance rate will be adjusted each year in accordance with the annual "All Groups CPI" figure.
A general staff member who is required to perform any of the duties specified in sub-clause 53.1(a) to (d) will be paid a meal allowance if the staff member cannot reasonably be expected to return to his or her home or lodgings for a meal between the time the staff member stops work before the meal and the time the staff member is required to start work after the meal.
For the purposes of sub-clause 53.1(b) "meal period" means the period between:
A staff member who, at the direction of the University, is absent from work on University business will be reimbursed for reasonable expenses to cover the cost of travel, meals, incidental expenses and/or accommodation, in accordance with University policy. The staff member will only be reimbursed upon the production to the University of receipts or invoices as evidence of the expense being incurred.
Unless otherwise authorised, a staff member required by the University to travel on University business will travel by public transport or by a University supplied vehicle.
If costs are incurred by a staff member in travelling under sub-clause 55.1 the staff member will be reimbursed by the University for the cost of the travel upon production to the University of receipts for such travel.
Where the University authorises the use of a hired car by a staff member and the cost of the hire car is borne by the staff member, the cost of the hire car will be reimbursed by the University to the staff member upon production to the University of receipts for the cost of the hire car.
Where a staff member is authorised by the University to use the staff member's privately owned or hired vehicle for official purposes, he or she will be paid an allowance of 65 cents per kilometre travelled for the official purpose.
A general staff member required to be on-call to either respond to queries or to return to work after the staff member's ordinary hours of work will be paid an on-call allowance. The on-call allowance will be an amount equal to 20% of the staff member's ordinary rate of pay for the time the staff member is required to be on-call.
All requests for a general staff member to be on-call and any subsequent payment of the on-call allowance must be authorised by the staff member's supervisor.
Should the general staff member be called into the office, they will be paid a minimum of three hours of overtime in accordance with the overtime clause. The staff member will not be paid the on-call allowance for the period of the staff member’s return to work.
This clause will operate in conjunction with the University's existing overtime and call back provisions.
The main locations of the University are within the areas of metropolitan Melbourne, Warrnambool and Geelong. Accordingly, a general staff member will not be required to return to work outside the geographic boundary of his or her substantive work location, unless it is necessary to respond to the query.
A general staff member in receipt of an on-call allowance must remain fit for work and is required to either remain at home or to make themselves available by means of telephone (mobile or fixed) and/or electronic communication if required to carry out work.
Where practicable, the University will supply a general staff member who is required to be on-call with access to a mobile phone and/or other mode of electronic communication.
The University will maintain all current superannuation arrangements and entitlements including contribution rates, for existing staff members for the life of this Agreement. The same superannuation arrangements and entitlements will also apply to new staff members for the life of this Agreement.
Employer contributions for existing staff members who are members of UniSuper will continue to be made to UniSuper in accordance with current arrangements. Employer contributions for new staff members will also be made to UniSuper in accordance with current arrangements.
The University will pay a 9% superannuation contribution to Unisuper on behalf of all casual staff based on salary earned in any fortnightly period.
This clause satisfies the choice of fund requirements for all eligible staff members employed at the University.