the MEA - ASU NSW

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Opting in and out of packaging and changing packaging arrangements will generally onlyhappen on an annual basis, except in exceptional circumstances. Exceptional circumstancesinclude:(i)a change in position that results in a substantial increase in salary(ii) any change in the treatment of salary packaging for taxation or Centrelink (or anyother Government benefit) purposes(iii) separation from or serious illness or death of, am employees partner/spouse(iv) an extended period of sick leave or leave on reduced pay for the employee(c) – Types of benefits available for packagingUp to three types of benefits are able be packaged, from the following list:(i)home mortgage payments(ii) home rental payments(iii) car loan, credit card or personal loan payments(iv) regular childcare costs(v) regular school fee payments(vi) regular health insurance payments(vii) superannuation contributions(d) – No disadvantage to be incurred by the employee:The terms and conditions of an agreed package shall not be less favorable than theentitlements otherwise available under this Agreement and shall be subject to the followingprovisions:(i) salary based entitlements (including workers compensation payment andsuperannuation contributions) calculated as if the parties had not entered into a salarypackaging agreement(ii) if the employer ceases employment, all leave entitlements due on termination willbe paid based on the salary payable if the parties had not entered into a salarypackaging agreement.12. Performance AppraisalA review of an employee’s performance of duties will be held at least annually, in accordancewith Toora’s Performance Appraisal Policy and Procedure.13. Counselling procedure for underperformance(a). – Where an issue regarding an employee’s work performance arises, the issue will beinitially be raised with that employee by a co-worker, Team Leader/Service Coordinator, orvia that employees regular team meeting.(b) – Where the employee’s team member/s continue to have concerns about the workperformance or conduct of the employee, the following procedures will be adopted:(i) The concerns will be communicated to the Executive Director who will decidewhether to proceed with the matter. If the matter is to be proceeded with, theExecutive Director will notify the employee at least one working day in advance thatthey wish to counsel the employee. Such notification may be oral or in writing, but ineither case shall specify the concerns of the Organisation.(ii) A counseling session shall take place between employee and Executive Director ata mutually agreed time and appropriate place, as soon as possible after this notificationis given but no more than 10 working days unless in exceptional circumstances.(iii) The employee may negotiate with the Executive Director to bring an appropriatesupport person to the counselling session. This person may be a union representative,Community Sector Multiple Business Agreements 2006
colleague or family/household member, or any other person mutually agreed betweenthe Executive Director and the employee.(iv) At this session the Executive Director will provide the employee with a writtenstatement of the concerns of the organisation, where one has not already beenprovided. In this case the employee may ask for an adjournment of the session for oneworking day, if they require time to consider the written document.(v) If discussion between the employee and the Executive Director cannot resolve theissue bu the Executive Director believes that the issue does not warrant summarydismissal, the organization may request a Special Evaluation take place (as set out inthe Organisation’s Performance Appraisal Policy and Procedure)(vi) Following a Special Evaluation, the employee may be given one month’s noticeto improve their work performance. In such cases, workers will be provided with aclear statement of reasons and given appropriate assistance to address the issues.(vii) When the employee is given one month to improve performance, a secondevaluation will be carried out at the end of the period. On the completion of thesecond evaluation, the results may be:1.Resolution of the matter – the employee continues employment by theOrganisation2.No resolution of the matter– the employee may be given one month’s noticeof termination of employment.3. Partial resolution of the matter – employee may offer to take leave withoutpay in order to address the issue of concern as an alternative to being given onemonth’s of termination of employment. The Executive Director may alsorequest that the employee consider taking leave without pay in order to addressthe concerns raised, instead of being given one months notice of termination ofemployment.(c).- The Executive Director may at any time nominate members of the Organisation to act onher behalf in the above process. This person must be mutually agreed between the ExecutiveDirector and employee under counselling.14. Grievance and Dispute ProcedureThis provision applies to disputes or grievances that are not more appropriately dealt withunder the Counselling Procedure for Underperformance (see clause13 of this agreement)(a). Disputes between an employee and another employee(i) In the first instance the employee should attempt to resolve a grievance or disputedirectly with the employee.(ii) Where this is unsuccessful, then the employee should attempt to resolve thegrievance or dispute with the Executive Director.(iii) Where this attempt is unsuccessful or where the grievance or dispute is of such anature that a direct discussion between the employee and the Executive Directorwould be inappropriate, the employee may notify an appropriate advocate or a dulyauthorized member of their Union.(iv) If this advocate considers there is some substance to the dispute or grievance, theymay request a meeting with the Organisation(v) A meeting should be organized to discuss the matter as soon as possible but nolater than within seven working days of the request being provided to theOrganisation.(vi) Any person involved with dealing with the grievance shall be bound by arequirement of confidentiality.Community Sector Multiple Business Agreements 2006
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COMMUNITYSECTOR MULTIPLEENTERPRISEA
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28. Jury Service29. Calculation of
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6.3 For the purposes of sub-clause
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6.8.4 When offering employment on a
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7.5.1 All day shift employees shall
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8.6.3 If an employee in receipt of
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8.9.2(b)Programmed days off shall b
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10.1.2 The employee has given satis
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11.4.2 Time off in lieu of payment
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12.2.1 There is an agreement betwee
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15.6 In the event that the employee
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the registration of the motor vehic
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23.2 Immediate family or household2
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24. ANNUAL LEAVE AND INDIVIDUAL FLE
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24.10.5 The Employer is responsible
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27.1 Definitions27.1.1 For the purp
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of paid sick leave, special materni
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27.10.1 An employee will notify of
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31.3 Provided further, that the emp
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Arbitrationcontent of any such disc
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35.8 Where it was agreed that actio
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36.1.4 The required amount of payme
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39.1.4 Transmission includes transf
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39.6.2 This provision does not appl
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A joint consultative committee to m
Page 51 and 52: SCHEDULE A - EMPLOYERS BOUNDACT Cou
Page 53 and 54: Activity means a group of related t
Page 55 and 56: Extensive experience means having w
Page 57 and 58: SCHEDULE C: CLASSIFICATION STRUCTUR
Page 59 and 60: ResponsibilitiesTo contribute to th
Page 63 and 64: General features at this level requ
Page 65 and 66: • Employees undertaking specialis
Page 67 and 68: - Carry out planning, studies or re
Page 69 and 70: • Provide advice on matters of co
Page 73 and 74: Positions at this level may be iden
Page 75 and 76: SCHEDULE D - ADDITIONAL TERMS BINDI
Page 77 and 78: 5. A shift length of up to twelve o
Page 79 and 80: D3 Beryl Women IncThe following add
Page 81 and 82: D4 Canberra Men’s CentreThe follo
Page 83 and 84: - Training Officer- AssessorsLevel
Page 85 and 86: D7 Gugan Gulwin Youth Aboriginal Co
Page 87 and 88: D9 Mental Health Community Coalitio
Page 89 and 90: • The MHCC will not pay for train
Page 91 and 92: D10 Mental Health Consumer NetworkT
Page 93 and 94: D12 Parentline ACTThe following add
Page 95 and 96: D14 Tenants Union ACTThe following
Page 97 and 98: ) Entitlements to long service leav
Page 99 and 100: D15 Toora Women IncThe following ad
Page 101: vii.viii.ix.The employee takes a se
Page 105 and 106: D16 Woden Community ServicesThe fol
Page 107 and 108: e) First Aid allowance is only paid
Page 109 and 110: d) As such WCS does not believe the
Page 111 and 112: Governance’ guide which resides u
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