ST.GEORGE BANK ENTERPRISE AGREEMENT 2007

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 2007.

2.

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

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 2007.

Award means the St.George Bank Employees Award 2002.

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

1996.

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.

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 92 055 513 070);

•

the Finance Sector Union of Australia (ABN 27 843 406 938); 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 2002.

5.

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)(ii)(1)&(2)

Loan Arrangements

clause 50.10

Corporate Wardrobe

clause 52

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 2010.

7.

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(a)

any different treatment (or treatment having different effects) which is

specifically exempted under the Commonwealth anti-discrimination

legislation;

7.3(b)

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;

7.3(c)

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)

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.

8.1(b)

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

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)

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).

8.2(c)

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.

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.

10.2 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.

10.3 St.George acknowledges that overtime should be recorded and paid correctly to

maintain the integrity of staffing data.

10.4 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.

10.5 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.

10.6 St.George is committed to conducting its operations via employed fulltime and

part-time permanent staff wherever possible, and in other instances with casual

employees in accordance with clause 20, Casual Employment.

10.7 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.

10.8 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.

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.

10.11 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.

10.12 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.

10.13 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.

11.2 St.George will provide essential skills training for all categories of employees so

they are able to perform all aspects of their role competently.

11.3 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.

11.4 Adequate relief will be provided to cover employees undertaking training.

11.5 A fair and consistent selection process will be used for employees to access training.

11.6 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.

11.7 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

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.

11.9 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.

11.10 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.

12.2 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.

12.3 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.

12.4 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.

12.5 St.George will ensure that managers have access to training material in the setting

12.6 St.George policies in relation to performance appraisals will be available to all

employees on the St.George intranet.

12.7 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)

(i)

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)

(ii) 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)

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.

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”).

14.2 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)

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;

15.1(b)

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;

15.1(c)

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;

15.1(d)

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;

15.1(e)

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;

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.

15.2 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.

15.3 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.

15.4 The Commission shall:

15.4(a)

avoid unnecessary formality, technicalities and legal forms;

15.4(b)

not be bound by the rules of evidence;

15.4(c)

act according to equity, good conscience and the substantial merits of the

case;

15.4(d)

apply the principles of natural justice;

15.4(e)

have the power to determine appropriate remedies to resolve the dispute;

15.4(f)

unless otherwise agreed by the parties, provide any decisions in writing,

accompanied (or followed) by written reason.

15.5 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.

16.2 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

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.

18.2 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.

18.3 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.

18.4 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.

19.2 Part-time employees

19.2(a)

A part-time employee is an employee who:

(i)

works less than full-time hours;

(ii) has regular and predictable hours of work; and

(iii) 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)

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.

19.2(c)

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 time employee may be eligible for salary packaging where the

19.3 Flexible part-time employees

19.3(a)

A flexible part-time employee may only be engaged to work in St.George’s

operations in South Australia.

19.3(b)

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.

19.3(c)

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.

19.3(d)

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.

19.3(e)

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.

19.3(f)

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.

19.3(g)

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.

19.3(h)

Increase to the Minimum Contracted Hours

(i)

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.

(ii)

Within four weeks of meeting the conditions of subclause (i) above,

St.George shall give the employee written notice of the option to

convert to the increased minimum.

(iv) Provided that once an employee has allowed this option to lapse, the

provisions of subclause (i) 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.

19.3(i) Converting to permanent part-time

(i)

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.

(ii)

Upon meeting the conditions of subclause (i) above, St.George shall

give the employee written notice of the option to convert to permanent

part-time employment.

(iii) An employee who does not elect to convert to permanent part-time

employment within four weeks of receiving the written notice in

subclause (ii) 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.

20.2 A casual employee is entitled to a minimum payment of 3 hours for each

engagement.

20.3 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.

21.2 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.

22. JOB SHARING

22.1 Job sharing is an arrangement where two employees share one full-time position.

22.2 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.

22.3 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.

22.4 A job share arrangement will be in accordance with the following provisions:

22.4(a)

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.

22.4(b)

Before a job share arrangement starts, the employees and St.George will

sign an agreement stating:

(i) the hours of work for each job share employee;

(ii) how the tasks and responsibilities will be shared;

(iii) how knowledge and information will be shared so both employees can

perform the role effectively;

(iv) the expected life of the job share arrangement;

(v) how periods of leave are to be covered;

(v)

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;

(vii) 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

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.

22.6 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.

23.2 An employee may avail themselves of appropriate payroll deductions provided such

deductions are not prohibited under the Act.

23.3 Payment upon termination or resignation

23.3(a)

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).

23.3(b)

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.

23.4 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 2009.

24.2 Increase to minimum salary rates

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

2009

43

$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 - $50,004

48

$41,586 - $52,067 $43,250 - $54,149 $44,980- $56,315

49

$41,586 - $60,602 $43,250 - $63,026 $44,980 - $65,547

50

$44,426 - $65,882 $46,203 - $68,517 $48,051 - $71,258

51

$48,196 - $67,313 $50,124 - $70,005 $52,128 - $72,806

24.2(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

2009

1

$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 - $74,450

24.2(c)

(i)

Where St.George proposes to make changes to the Career Path Model

(ii)

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.

24.3 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 - $104.86 per

week

Over 1500cc - $125.31 per week

34.5(b)

Relief Allowance

$50.00 per week

39.3(a)

Meal Allowance

$11.74

50.5(b)(xi) Relocation

Allowance

$782.03

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

•

Standby/callback allowance (clause 40.3)

Clause Type of

Allowance

Amount

At first full

pay period on

or after 1

October 2007

Amount

At first full

pay period on

or after 1

October 2008

Amount

At first full

pay period on

or after 1

October 2009

40.3

Standby/

Callback

Allowance

Mon. to Fri. –

$16.30 per day

Sat., Sun, Pub.

Hols -

$33.00 per day

Mon. to Fri. –

$17.00 per day

Sat., Sun, Pub.

Hols -

$34.30 per day

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.

25.2 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

27.2 Nominated Superannuation Funds

27.2(a)

The Nominated Superannuation Funds are:

(i)

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

(ii)

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.

27.3 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.

27.4 In respect of each employee, St.George will contribute to the relevant fund in

compliance with the Superannuation Guarantee (Administration) Act 1992.

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)

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.

28.1(b)

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.

28.1(c)

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.

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)

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.

28.1(f)

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.

28.1(g)

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.

28.2 Superannuation

28.2(a)

An employee may elect to make additional pre-tax contributions into their

chosen complying superannuation fund.

28.2(b)

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.

28.3 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.

29.2 Payment for higher duties

A non-packaged employee performing duties in a higher non-packaged

position will be paid the minimum rate of pay prescribed for the higher

graded position or $12.50 per day, whichever is the greater.

29.2(b)

Non-packaged to packaged position

A non-packaged employee performing higher duties in a packaged position

will be paid the minimum rate of pay for a packaged position prescribed by

this Agreement (less an amount representing the applicable superannuation

contribution) or $15.00 per day, whichever is the greater.

29.3 Where an employee has been receiving a higher duties payment for a continuous

period of more than 6 months, they will continue to receive the higher duties

payment for any days they are on leave (annual leave, personal/carers’ leave and

public holidays but excluding long service leave) during or immediately following the

period they have been performing in the higher duties position.

29.4 Where an employee has been receiving a higher duties payment for a minimum

period of 12 months, they will retain the rate of pay they were receiving whilst

performing the higher duties and the grade for that position.

29.5 Where an employee in their normal position regularly receives weekend loadings,

and are not eligible under the higher duties role to receive such weekend loadings,

they will not be financially disadvantaged.

29.6 A higher duties payment will not be reduced by any bonus, commission or other

incentive payment that would normally be available to the holder of the position

and will not prevent an employee from receiving any increase in their rate of pay

they would otherwise receive in their substantive position.

29.7 An employee who relieves in a higher position for one month or more will be

provided for the period of relief, performance feedback from their immediate

manager, which will be recorded on the employee’s personnel file, and any

appropriate comments included in their annual performance review.

30. MINIMUM INCREASE ON PROMOTION

In recognition of promotion to a higher grade, an employee will receive a salary

increase of not less than 3% or to the new grade minimum, whichever is the

greater, provided that the increase does not take their salary above the ceiling of

the new grade.

31. JOB EVALUATION

31.2 Where a change is proposed to the current job evaluation system that has an

impact on job classifications or pay levels under this Agreement, the change will not

be implemented by St.George without prior agreement with the FSU.

31.3 A St.George employee using the job evaluation methodology to evaluate positions

will be appropriately trained in the use of the system.

31.4 The following process will be used to evaluate positions:

31.4(a)

A detailed position description will be supplied to the appropriate evaluator in

the business division. Where an evaluation of an existing position is

proposed, the manager and the employee will agree on the position

description to be used for the purpose of the evaluation;

31.4(b)

An initial evaluation is completed and then checked by an appropriate

evaluator in a different business division;

31.4(c)

If the two evaluations concur, the grading is confirmed; and

31.4(d)

If the two evaluations differ, the Remuneration area within the HR division

will determine the evaluation.

31.5 Grading dispute

31.5(a)

An employee may dispute their job grade and in such circumstances the

position will be evaluated in accordance with subclause 31.4 above.

31.5(b)

An employee who disputes their job grade will be afforded the opportunity to

be briefed by Human Resources on the job evaluation methodology and how

the grading was determined.

31.5(c)

Where the dispute cannot be resolved at subclause 31.5(a) and (b), then the

employee may invoke clause 15, Dispute Settlement Procedure and proceed

directly to clause 15.1(d) of that clause. St.George will provide any relevant

and necessary information in resolving the dispute to the employee or their

nominated representative (which may include the FSU) upon request.

32. SALARY REVIEW FOR PACKAGED EMPLOYEES

32.1 A packaged employee will have their salary reviewed on an annual basis.

32.2 When determining the available pool of funds for packaged employees salary

review, St.George will take into consideration (but will not be limited to) the

following internal and external factors:

•

Average weekly ordinary time earnings growth forecast;

•

Percentage change in the Consumer Price Index;

•

Relevant market prediction reports;

•

St.George’s forecasted budget;

•

Enterprise Agreement salary increases; and

32.3 Once the remuneration pool has been determined, packaged employees will be

eligible to be considered for a salary adjustment from that pool. In determining

individual salary adjustments, the process will:

•

be non-discriminatory;

•

be open and transparent; and

•

take into account an employee’s annual performance review.

32.4 At the conclusion of the remuneration review, St.George will provide packaged

employees with access to written advice of any remuneration changes.

32.5 The parties acknowledge that as packaged employees (as defined) are exempt from

clause 24, Salary Rates, the provisions of this clause do not provide any right to a

salary increase.

33. INCENTIVE SCHEMES

33.1 St.George recognises the value of rewarding high performance and may utilise

incentive schemes in addition to payments under clause 24, Salary Rates, in order

to determine appropriate incentive payments.

33.2 In implementing these incentive schemes St.George will ensure fairness and equity

applies to their operation.

33.3 Incentive schemes will have a set of principles, a clear purpose and a set of plan

rules which will be provided to each participant.

33.4 St.George will ensure that any payments are made in a timely manner upon

achievement of the relevant criteria of the particular incentive scheme.

33.5 The parties agree that arbitration powers of the Commission referred to in Clause

15.1(f), Dispute Settlement Procedure, do not apply in the application of this clause.

34. REIMBURSEMENT FOR TRAVELLING AND TEMPORARY DUTIES AND BANKSA

ALLOWANCES

34.1 Working away from usual place of work

34.1(a)

When an employee, in the course of their duty, is required to work

temporarily away from their usual place of work, the employee will be

entitled to the following:

(i)

fares and reasonable incidental expenses incurred over and above

those normally incurred by the employee going to and from the place

at which St.George requires the employee to work;

(ii) all

reasonable

expenses

actually

incurred

for

overnight

accommodation; and

abode and their usual place of employment, provided that the time

spent in travelling is outside the employee’s ordinary rostered hours.

34.2 Travelling and transport arrangements

34.2(a)

Suitable transport arrangements for employees are to be established by

St.George, taking into account the requirements of the particular location,

hours of work and any special circumstances.

34.2(b)

(i)

St.George will give consideration to suitable transport arrangements to

an employee’s residence where, as a result of an agreed change to an

employee’s rostered hours, travelling issues arise because of:

•

the usual means of travel not being available; and/or

•

the usual means of travel are unsafe.

(ii) Such assistance may include a taxi for all or part of the journey,

shared private transport, access to car parking or such other

combination as agreed between an employee and their manager.

(iii) Employees in the Customer Contact Centre who cease work after

9.00pm, will be provided with either secure on-site parking or

transport to the employee’s usual place of residence. St.George will

consult with individual employees and take personal circumstances into

account before making a decision on the facility provided.

34.2(c)

(i)

Where an employee is directed to perform hours in addition to those

rostered on any particular day and they have not had the opportunity

to make or are unable to arrange appropriate travel arrangements,

St.George shall arrange alternative travel arrangements to the

employee’s residence. Such arrangements shall only be necessary

where there is a risk to the employee’s personal safety.

(ii) Prior to the commencement of any additional hours as directed, the

employee and their manager shall discuss and agree the necessary

travel considerations that may be required.

34.2(d)

Where on the completion of the hours worked in 34.2(b) and/or 34.2(c)

above, an employee finds:

•

the usual means of travel is not available; and/or

•

the usual means of travel is unsafe

the employee may seek assistance from St.George where a reasonable

alternative means of travel was undertaken.