(b) Non Rostered Call Out
Any employee who has not been rostered on-call but who is required to at the worksite or at a customer's premises to respond to unscheduled network operations or customer service requirements shall be entitled to overtime at the applicable rate for such call out subject to the minimum period prescribed in (a) above.
Where an employee who has not been rostered on-call is required to respond to an unscheduled network operation or customer servicing requirement via home based work equipment, i.e. through remote diagnostics, analysis and correction, the minimum entitlement shall be 1 hour at the applicable overtime rate.
An employee required to carry a mobile phone or wear a pager only for contact purposes, is not rostered on-call and is not eligible for the rostered on-call entitlement.
(c) Where an employee (whether rostered on-call or not) is required to attend to a subsequent unscheduled servicing requirement and the minimum payment period for the previous call out has not expired, the additional period for payment will extend only to the time the subsequent call out (including travel time) concludes.
6.14 Rest Breaks
(a) Employees will be entitled to an unpaid meal break of minimum half hour duration not later than 5 hours after commencing duty. Management may determine other breaks they deem reasonable. The timing and duration of all breaks will be structured by management to meet operational requirements.
Such breaks will not be extended to provide for split shifts.
The scheduling of meal breaks for part time employees, where applicable, shall have regard to their scheduled start and finish times.
(b) In the interests of health and safety, employees required to work overtime which continues on from their normal working day, should receive a break of at least 10 hours, inclusive of travel, before resuming normal work. Health and safety considerations must be the prime determinant for any employee who resumes work before this minimum break is completed. This period may be reduced if the overtime worked is as a consequence of voluntarily exchanged shifts.
(c) Where health and safety issues determine that it is necessary, an employee who has been recalled to undertake unscheduled servicing at the worksite or customer's premises or, who has been required to work overtime which is not continuous with their normal working day, should be relieved from duty on their next regular shift without deduction of pay, for a period equal to the length of the unscheduled servicing requirement (including travel time).
In times of identified emergency situations, provisions relating to scheduled breaks shall be relaxed until the emergency has been brought into a controlled situation.
Optus management is responsible for ensuring that the health and safety interests noted above are effectively implemented.
6.15 Partial Exemptions
The Agreement provisions relating to ordinary hours of work, start and finish times, overtime and unscheduled customer servicing / on-call shall not apply to employees in specified classifications as set out in Appendix A(i), A(ii) and A(iii).
7. CLASSIFICATIONS, MINIMUM RATES AND REMUNERATION
7.1 Introduction
Optus and its employees agree that the unique challenges presented in maintaining a world leader operation requires:
(a) the maintenance of Optus minimum rates and total remuneration which recognise and reward excellence in leadership, productivity, team work and customer satisfaction;
(b) the identification of appropriate core skills covering engineering, technical, customer service, cable television and other support functions;
(c) the development and implementation of working patterns that maximise customer satisfaction through effective work practices and the implementation of new technology;
(d) a commitment by Optus to provide employees with appropriate facilities and time to acquire nominated levels of skills/technological competence; and
(e) the application of personal development processes and structures that reflect the combined needs/skills of management and employees.
To give effect to these principles Optus and its employees agree that the following will apply.
7.2 Job Classifications/Minimum Rates
(a) The jobs performed by Optus employees will be assigned to an appropriate grade level within the classifications of:
(i) Engineering and Technical Services Employee;
(ii) Customer Service and General Support Employee; or
(iii) Commission Based Sales Employee.
(b) Based on a clearly identified position within the classification structure and on the full utilisation of nominated competencies, the minimum rate for the position in each classification grading is set down in Appendix A (i), A (ii) and A(iii). The determination of actual salaries, total remuneration and, for commission based sales employees, On Target Earnings (OTE), will be solely at the discretion of Optus management.
(c) Optus will allocate new positions to the appropriate grade taking into account factors such as market data, relativities and the positions' specific accountabilities, skill requirements and job size relative to the benchmark positions contained in Appendix A (i), A(ii) and A(iii).
(d) Where major and demonstrable changes in accountabilities occur due to job function redesign, Optus may change the employee's job grade to align it with a more appropriate benchmark position within the classification structure.
(e) In the unlikely event that such changes result in a reduced classification, no employee will suffer a reduction in their remuneration.
(f) By reason of the Optus classification structure and the total remuneration provided by Optus, no higher duties payment will apply where employees work temporarily beyond their grade.
(g) An employee and Optus may agree that the employee's total entitlements shall be provided by way of salary and other employment benefits offered by Optus. In each such case the amount of the salary and the value of the other employment benefits as determined by Optus shall be combined to assess Optus compliance with the minimum rates provisions and other provisions of this Agreement.
(h) Optus agrees that the minimum rate for each classification will be increased at, 1 July 2013, 1 July 2014 and 1 July 2015 on the basis, as at April each year, of the most recent Headline Consumer Price Index as currently published by the Australian Bureau of Statistics for 2012/2013, 2013/2014 and 2014/2015 financial years respectively and each such change shall be deemed to be part of this Agreement.
The Headline Consumer Price Index movement will, for each year, be derived from the published Australian Bureau of Statistics' projected year on year index figure as at 31 March.
In the event that in any year, the Australian Bureau of Statistics' projection is at variance with the actual published Australian Bureau of Statistics Headline Consumer Price Index movement by more than 0.5%, the adjustment for the following year will take such variance into account.
7.3 Optus Remuneration Management
(a) Whilst recognising that this Agreement reflects minimum entitlements only, Optus is committed to the retention of performance based remuneration schemes for full and part time employees.
Optus schemes will continue to be designed to further enhance Optus' focus on individual and group productivity, team work and customer service and its employees' commitment to this focus. Consistent with current practice, and as is necessary to ensure their effective implementation, such schemes will continue to be developed and implemented as determined solely by Optus management. Application of the schemes, including the relevant performance requirements, will be discussed with Optus employees.
Optus Human Resources and management will ensure that these schemes are implemented both fairly and equitably.
(b) As part of the implementation of these schemes Optus commits to:
(i) Continue to maintain Optus remuneration ranges with a range span of at least 35% over the minimum rates specified in the Agreement. The Optus remuneration ranges will be realigned each year taking the minimum rate adjustments into account.
(ii) Maintain an incentive potential of up to 20% of remuneration for employees covered by the Optus General Incentive Plan. Optus will budget a minimum of 10% per annum to meet the anticipated cost of the average incentive payment.
(iii) Continue to budget a minimum of 2% of Optus employee remuneration costs specifically to cover annual performance based remuneration assessments. This budget is over and above that allocated to cover the minimum rate adjustments in Clause 7.2(h).
(iv) Continue to review the adequacy of remuneration for eligible employees in Optus identified 'fast skills development positions' on a 6 monthly basis.
(c) In implementing the Optus remuneration schemes, Optus management shall determine incentive payments and the actual remuneration of each employee according to its own performance assessment/progression criteria. These criteria will include areas such as full competency utilisation, performance effectiveness, overall contribution to the implementation of Optus values and the achievement of Optus business objectives, as appropriate.
(d) Optus employees, including new employees will be positioned, at an appropriate level within the span of the relevant Optus remuneration range structure depending solely on management's assessment of their market based skills, expertise and anticipated work contribution. The monetary value at such level shall be the employee's remuneration for the purpose of this Agreement.
Employees will be encouraged to develop and utilise appropriate skills to enable them to be deployed by Optus in a highly flexible manner.
7.4 Employee Share Ownership
During the term of this Agreement, and as part of its ongoing commitment to performance based remuneration and reward, Optus may, at its absolute discretion and on terms determined by it, make opportunities available to full time and part time employees to facilitate their share ownership in SingTel Limited.
7.5 Annual Leave Loading
Employee remuneration under this Agreement incorporates an amount in lieu of any annual leave loading component.
7.6 Youth Rates
Age % of Adult Minimum Rate
Seventeen or under 60%
Eighteen 70%
Nineteen 80%
Twenty 90%
7.7 Payments
(a) Salaries will be paid by Optus fortnightly (except where employees agree to monthly pay) and be paid into one or two bank accounts, or more where Optus agrees, nominated by the employee. Employees engaged in a partially exempt classification in accordance with Clause 6.15 shall be paid monthly.
(b) All employees shall be entitled to claim reimbursement of all reasonable work related expenses as specified in the Optus policies.
7.8 Superannuation
The parties acknowledge the existence of a superannuation fund (the Optus Superannuation Plan) which complies with the Superannuation Guarantee legislation, the Occupational Superannuation Standards Act 1987 and the Superannuation Industry Supervision legislation. The Optus Superannuation Plan will be the default superannuation fund for Optus employees.
The parties further acknowledge the right of an employee to have their contributions directed to a complying fund other than the Optus Superannuation Plan.
Optus will make superannuation contributions which satisfy Optus' minimum contribution obligations in respect of its employees, in accordance with any legislative requirement or contract of employment.
A superannuation fund nominated by Optus will operate to receive any employer contributions required to be made by Optus in respect of a casual employee.
8. LEAVE PROVISIONS
Employees have certain minimum leave entitlements under applicable legislation. Optus policies will be maintained to provide, as a minimum, the standards required under the applicable legislation as amended from time to time.
8.1 Annual Leave
Full time employees will be entitled to 4 weeks (20 working days) annual leave upon each completed year of service, which accumulates on a pro rata basis. Part time and block time employees will be entitled to pro rata leave; the pro rata entitlement for part time employees shall be determined by reference to hours ordinarily worked. (In addition refer to Clause 6.9(f) for 7 day shift workers).
Optus will permit employees reasonable flexibility in taking annual leave with such leave to be taken in accordance with Optus policies, or, as otherwise agreed between Optus and the employee.
Optus annual leave policies will provide 2 opportunities per year by which each full time and part time employee, after he or she has completed 12 months' continuous service, may, if he or she wishes, choose to purchase 2 additional weeks of annual leave (total maximum of 4 weeks per year) by forgoing an equivalent amount of pay, or be paid in lieu of 1 week of annual leave entitlement, per opportunity (total maximum of 2 weeks per year), subject to legislative requirements, in each year of employment.
An employee who wishes to sell annual leave must enter into a written agreement with Optus to do so on each occasion. An employee who sells annual leave will be paid at least the full amount that would have been payable had the employee taken the leave. However, an employee will not be permitted to sell annual leave if it would result in the employee's remaining accrued entitlement being less than the amount determined by legislation during the period of this Agreement.
8.2 Sick Leave
Sick leave will not be bound by prescription, however employees applying for sick leave shall have regard for the trust and responsibility given to them by Optus.
Optus will ensure that reasonable paid sick leave is available to any Optus employee unable to attend and fulfil nominated work requirements as a result of legitimate illness or injury.
Optus will approve for payment, reasonable and legitimate requests for sick leave, but reserves the right to:
require reasonable evidence including medical certificates in instances of frequent short duration and longer term absences;
to limit the duration of paid sick leave where the leave is assessed as unreasonable after considering all aspects of the employee's employment, including in the case of block time employees, the duration of their block time contract.
From time to time, Optus may also refer an employee for an independent medical opinion at Optus' expense.
Optus' sick leave policy will be maintained to provide, as a minimum, the standards included in applicable legislation as varied from time to time.
8.3 Parental Leave
Employees shall be entitled to parental leave (maternity, paternity and adoption) in accordance with Optus policies which will always be maintained to provide, as a minimum, the standards included in federal legislation as varied from time to time.
Optus commits to provide a return to work entitlement to the position which the employee held immediately before proceeding on parental leave, or to a position comparable in status and not less in salary and in the same location as the position occupied immediately before proceeding on parental leave.
Optus parental leave benefits include:
(a) Up to 12 weeks' base pay (or equivalent pro-rata amount for part time employees) during a period of parental leave, to the following employees:
(i) the individual that gives birth to a child and is primarily responsible for the care of the child; or
(ii) the primary care giver of an adopted child at the time of the child's placement.
(b) Up to 8 weeks' base pay (or equivalent pro-rata amount for part time employees) to the following employees:
(i) the spouse (including de facto spouse or same sex partner) of the individual who gives birth or in respect of an adopted child, an employee whose partner is the primary care giver of the child who has been adopted. This benefit will be paid as follows:
(A) 2 weeks at the time of birth or adoption of the child; and
(B) up to an additional 6 weeks if the individual becomes the primary care giver on a full time basis prior to the first anniversary of the birth or adoption of the child. Any period of leave which falls past the first anniversary of the birth or adoption of the child will be unpaid.
(c) Additional Benefits:
(i) the paid portion of parental leave will be counted as service for accruals of annual and long service leave, and for eligibility for employees covered by the Optus General Incentive Plan.
(ii) payment of pro rata incentive awards irrespective of the employee's subsequent return to work;
(iii) access to the Employee Assistance Program whilst on parental leave;
(iv) the continuation of the standard level of life and total and permanent disability insurance cover of the Optus Superannuation Plan; and
(v) the inclusion of the period of parental leave for the purposes of Superannuation Plan vesting.
8.4 Jury Leave
Employees summoned to attend jury service will continue to receive their salary for the duration of their attendance.
8.5 Bereavement & Compassionate Leave
Bereavement leave will not be bound by prescription, however, employees applying for bereavement leave shall have regard for the trust and responsibility given to them by Optus.
Optus will approve all reasonable requests for paid bereavement leave of up to 5 days on the occasion of the death of any member of the employee's immediate family or household. Paid leave beyond 5 days may be approved on a case by case basis subject to Optus policy. Applications for extended unpaid bereavement leave may also be considered.
Optus will approve all reasonable requests for paid compassionate leave of 2 days on the occasion of a member of the employee's immediate family or household contracting or developing a personal illness or sustaining a personal injury, where either situation poses a serious threat to his or her life. Paid leave beyond 2 days may be approved on a case by case basis subject to Optus policy. Applications for extended unpaid compassionate leave may also be considered.
For the purposes of this sub-clause, ('Bereavement & Compassionate Leave'), 'immediate family' shall include;
(a) a member of the employee's household;
(b) a spouse (including a former spouse, a de facto spouse and a former de facto spouse) of the employee. A de facto spouse means a person of the opposite, or same sex, who lives with the employee as husband, wife, or same sex partner, on a bona fide domestic basis although not legally married to the employee; and
(c) a child, adult child (including an adopted child, a stepchild, a foster child or an ex-nuptial child), parent (including foster parent and step parent), parent-in-law, grandparent, grandchild, sibling of the employee or of the spouse of the employee.
8.6 Public Holidays
Employees are entitled to all relevant gazetted public holidays in their state of employment.
8.7 Long Service Leave
Long service leave entitlements shall be in accordance with the Long Service Leave Act 1955 (NSW), or any legislation which replaces that Act and applies to Optus, provided that other comparable state or territory legislation shall apply to an employee in the state or territory in which the employee is based, to the extent that the other legislation is more beneficial to the employee than the Long Service Leave Act 1955 (NSW). The other state and territory legislation which may apply to an employee is as follows:
(a) Queensland - the Industrial Relations Act 1999 (sections 42 to 57);
(b) Victoria - the Long Service Leave Act 1992;
(c) South Australia - the Long Service Leave Act 1987;
(d) Western Australia - the Long Service Leave Act 1958 & the Long Services Leave Order 1977;
(e) Tasmania -- the Long Service Leave Act 1976;
(f) the Australian Capital Territory - the Long Service Leave Act 1976;
(g) the Northern Territory - the Long Service Leave Act 1981; or
(h) any legislation which replaces any of the Acts referred to above and applies to Optus.
The provisions set out above are intended to operate to the exclusion of any other laws of a state or territory dealing with long service leave.
Optus will permit employees reasonable flexibility in taking long service leave with such leave to be taken in accordance with Optus policies, or, as otherwise agreed between Optus and the employee.
The Optus long service leave policy will provide an option for an employee to make an application to take a maximum of 1.5 months of their long service leave entitlement at half their ordinary remuneration over double the period of leave taken - for example, by taking 1.5 months of their long service leave at half their ordinary remuneration, an employee may be on long service leave for 3 months. The option to take long service leave paid at half an employee's ordinary remuneration may be used in conjunction with, or separately from, any additional period of approved long service leave.
All applications to take long service leave over an extended period on half of ordinary remuneration will be considered by Optus and approval will be subject to a number of factors, including the operational requirements of Optus.
Subject to applicable law and the NES, Optus Long Service leave policies will provide an opportunity by which each full time and part time employee who has completed 10 years service, and therefore has an entitlement to Long Service Leave, may, if he or she wishes, choose to be paid in lieu of 2 weeks of long service leave in each year of employment after completing 10 years service. To the extent that applicable state or territory legislation provides for more beneficial conditions that state or territory legislation will apply.
The terms and conditions of the Optus Long Service Leave policy shall at all times be at the sole discretion of Optus.
8.8 Carer's Leave
Optus will reasonably consider any application for carer's leave to enable employees to provide short term assistance to ill members of their immediate family or in circumstances of an unexpected emergency affecting the employee's immediate family member. Where such leave is approved it may be granted as either paid or unpaid (subject to applicable law). Optus policies will always be maintained to provide, as a minimum, the national standards determined from time to time by applicable legislation.
For the purposes of this sub-clause, (Carer's Leave'), 'immediate family' shall include;
(a) a member of the employee's household;
(b) a spouse (including a former spouse, a de facto spouse and a former de facto spouse) of the employee. A de facto spouse means a person of the opposite, or same sex, who lives with the employee as husband, wife, or same sex partner, on a bona fide domestic basis although not legally married to the employee; and
(c) a child, adult child (including an adopted child, a stepchild, a foster child or an ex-nuptial child), parent (including foster parent and step parent), parent-in-law, grandparent, grandchild, sibling of the employee or of the spouse of the employee.
8.9 Emergency Services Leave
An employee, who is a member of a recognised voluntary emergency services organisation and who is requested, by that organisation, to attend an emergency or natural disaster, is entitled to emergency services leave.
It is the responsibility of the employee to inform Optus of any such required attendance, including its timing and duration, and to provide Optus with evidence of the required attendance.
An employee complying with the above conditions shall receive payment of their ordinary pay for a period of up to 3 days in a 12 month period. An employee may also be entitled to additional periods of paid leave, and/or a combination of paid and unpaid leave, subject to the circumstances of the particular emergency or natural disaster and applicable law.
8.10 Other Leave
Optus will consider requests for leave for other purposes. Such requests will be considered on their merit and within the context of Optus' operational requirements and where allowed, be at the sole discretion of Optus and not otherwise. Where such leave is approved it may be granted as either paid or unpaid, provided that all Career Break leave approved in accordance with Optus' policy shall be unpaid leave.
8.11 Paid Leave Defined
For the purposes of this clause, 'Leave Provisions', payment for 'paid leave' shall be at the ordinary hours rate of remuneration, or the greater of what is provided by an Optus policy or applicable law.
8.12 Effect of Unpaid Leave
Any period of approved unpaid leave which extends for more than 5 consecutive working days shall not count as service for any purpose under this Agreement or relevant legislation, but shall not break continuity of employment.
9. ISSUE PREVENTION AND RESOLUTION
9.1 Introduction
Optus and its employees agree to facilitate the constructive and speedy resolution of any issue of concern at the workplace and recognise that this commitment is critical to maintaining harmonious employee relations and to ensuring that customers are guaranteed continual access to Optus' network. All issues of concern should, in the first instance, be processed within the Optus employee relations environment. The 'Issue Prevention and Resolution' process contained in Appendix B is to be used for preventing and settling disputes arising under this Agreement.
9.2 Customer Supply Continuity
Optus' employees agree that during any disputation between Optus and any or all of its employees while any issue in dispute is being processed through the 'Issue Prevention and Resolution' process (Appendix B) no employee will perform their duties or fail to perform their duties in a way which causes any disruption to the operation of Optus' network and facilities and customer service functions.
10. TRAINING
The development of a world leader operation and a best practice workforce is critically dependent on Optus' provision of ongoing, relevant and tailored training programs. All such management approved training will be directed towards facilitating the required implementation of leading edge technology by the development of a highly skilled workforce which is receptive to technological and operational change. Such training will also be designed to enhance an employee's personal growth opportunities within Optus through the development of relevant competencies consistent with company needs.
On the basis of the limited period of time that they are employed in the field, Cadet Trainees shall be excluded from performance based remuneration schemes unless otherwise determined by Optus. Where such Cadets spend less than 50% of their ordinary hours in the field in any training year, they shall be entitled to receive a minimum of 90% of the relevant youth or adult minimum rate as appropriate.
11. WORKING ENVIRONMENT
Optus is committed to providing a working environment for its employees which is free of harassment and unlawful discrimination, which promotes equal opportunity and which is smoke free, and to ensuring that the working environment is both safe and healthy and in accordance with relevant legislation.
12. WORKERS' COMPENSATION
Any Optus employee who, as a result of an injury suffered in the course of his or her employment with Optus, receives payments under workers' compensation legislation, shall be paid by Optus the difference between the payments received under the workers' compensation legislation and the salary which would otherwise be paid to the employee up to a maximum of 52 weeks from the date of injury. Full participation in any approved return to work program will be a prerequisite to the payment of this make up payment.
APPENDIX A - MINIMUM RATES
The Job Groupings listed in Appendix (i), (ii) and (iii) reflect a sample only of the current job groupings at Optus. This means that titles of some positions at Optus may not appear in the Job Groupings. If a position title does not appear in the Job Groupings it will still be covered by this Agreement if it is covered by clause 2(a) of the Agreement.
(i) Engineering & Technical Services
MINIMUM RATE JOB GROUPINGS OPTUS RANGE
(Including but not limited to:) REF
$87,450 - Group Leader (Network Management,
Subject to partial Service Delivery, Field Operations,
exemption Engineering)
(refer clause 6.15) - Technical Specialist 14
$75,950 -/ Senior Network Engineer
Subject to partial -/ Senior Engineer
exemption -/ Senior Project Engineer
(refer clause 6.15) - Site Negotiator
(except for the job - Environmental Planner
groupings marked - Test Lead
thus /) -/ Senior Satellite Controller 13
$68,350 - Team Leader (Network Management,
Service Delivery, Field Operations,
Engineering)
- Field Services Team Leader
- Senior CAD Specialist
- Network Engineer II
- Engineer II
- Satellite Controller 12
$59,000 - Network Engineer I
- Engineer I
- Project Engineer
- Senior Fibre Technician
- CAD Specialist
- Systems Analyst Support
- Test Analyst
- Associate Satellite Controller 11
$51,100 - Associate Engineer (Network Management,
Service Delivery, Field Operations,
Engineering)
- Fibre Technician
- Field Services Technician
- Network Technician (Field Operations)
- Graduate (Engineering & Technical) 10
$46,550 - Voice Provisioning Specialist
- CAM Specialist
- Cellular Technician 9
$43,050 - Trainee Engineer 8
$38,550 RESERVED 7
$34,700 - Cadet
- Trainee 6
(ii) Customer Service and General Support
MINIMUM RATE JOB GROUPINGS OPTUS RANGE
(Including but not limited to:) REF
$75,950 - Marketing & Product Executive II
Subject to partial - Systems Support Specialist 13
exemption
(refer clause 6.15)
$68,350 - Systems Administrator
Subject to partial - Systems Analyst
exemption - Financial Analyst II
(refer clause 6.15) - Team Leader II 12
$59,000 - Marketing & Product Executive I
Subject to partial - Team Leader I 11
exemption
(refer clause 6.15)
$51,100 - Retail Store Co-ordinator
- Executive Assistant
- Financial Analyst I
- Offices Services Co-ordinator
- Customer Experience Consultant III
- Incident Management Officer
- Graduate 10
$46,550 - Marketing Assistant
- Customer Experience Consultant II
- Technical Support Consultant
- Service Management Officer
- Team Co-ordinator 9
$43,050 - Retail Sales Associate*
- Team Assistant
- Customer Experience Consultant I 8
$38,550 - Operator
- Mail Clerk/ Courier
- Receptionist
- Administrative Assistant 7
$34,700 - Clerical Assistant
- Cadet
- Trainee 6
* Retail Sales Associates may, where they agree, be subject to a commission based remuneration structure provided that the minimum remuneration to apply shall not be less than 70% of the minimum rate prescribed in this Agreement as adjusted annually. The balance of their remuneration under such arrangement will comprise Achievement Incentives. Such commission based arrangements, where and for the time/s for which they operate, shall operate to the exclusion of the Optus General Incentive Scheme.
(iii) Commission Based Sales
MINIMUM RATE JOB GROUPINGS OPTUS RANGE
(Including but not limited to:) REF
$75,950 - Sales Executive 13
Subject to partial
exemption
(refer clause 6.15)
$68,350 - Team Leader II
Subject - Customer Account Executive
to partial exemption - Retail Store Manager 12
(refer clause 6.15)
$59,000 - Team Leader I 11
Subject to partial
exemption
(refer clause 6.15)
$51,100 - Sales Consultant II 10
$46,550 - Sales Consultant I 9
$43,050 Reserved 8
$38,550 Reserved 7
$34,700 Reserved 6
The minimum rates prescribed for commission based Sales roles relate specifically to On Target Earnings (OTE) which includes 'Target Achievement Incentives'. For the purpose of compliance with this Agreement, the minimum remuneration as determined from the relevant Optus Sales Plan shall not be less than 50% of the OTE rate specified above.
APPENDIX B - ISSUE PREVENTION AND RESOLUTION
It is the policy of Optus to provide a productive, rewarding, enjoyable, safe and non-discriminatory work environment for its employees. This environment should be characterised by co-operation, mutual respect and open communication directly between management and employees.
This clause sets out the procedures to be followed for preventing and settling disputes about matters arising under this Agreement and in relation to the National Employment Standards, between Optus and the employees covered by it.
All issues of concern should, in the first instance, be processed within the Optus employee relations environment. Employees may also seek assistance from a representative at any of the stages below.
1. An employee who anticipates or is experiencing a job-related problem should in the first instance discuss it with his or her immediate supervisor or manager.
Managers are required to set aside the time necessary for a fair and open discussion.
Under no circumstances shall an employee be disadvantaged if they raise an issue for discussion.
When appropriate, managers should investigate the facts, consider any policies and practices that may be applicable and may consult with a Human Resources representative for advice as required. The manager should give the employee a response within a reasonable period of time.
2. If the problem is not resolved at this level, or if there is some reason why the problem cannot be discussed with the immediate supervisor, the employee may take it to the next level manager or to their Human Resources representative. If Optus deems appropriate this may include the involvement of the appropriate directors.
3. Should the above steps fail to resolve the issue, Optus acknowledges the employee's right to seek assistance from a representative to represent their interests who will then, in the first instance seek discussions through direct consultation with Optus Human Resource management.
4. If these discussions are unsuccessful the matter can be referred either by Optus or the employee to an agreed private mediator or arbitrator, or failing agreement, to Fair Work Australia.
SIGNATURE PAGE
Executed as an Agreement:
Signed for Optus Administration Pty Limited by its representative
Signature of Authorised Officer
Name of Authorised Officer (print) Office held by Authorised Officer
Address of Authorised Officer
Dated
Signed for and on behalf of an employee authorised representative
Signature of Authorised Representative
Name of Authorised Representative (print) Explanation of Authority of Authorised Representative
Address of Authorised Representative
Dated