(iii) Commission Based Sales
MINIMUM RATE JOB GROUPINGS OPTUS GRADE
(Including but not limited to:)
$89,818 - Sales Executive 13 (P3)
Subject to partial
exemption
(refer clause 6.15)
$80,776 - Team Leader II
Subject - Customer Account Executive
to partial exemption - Retail Store Manager 12 (P2)
(refer clause 6.15)
$69,775 - Team Leader I 11 (P1)
Subject to partial
exemption
(refer clause 6.15)
$60,301 - Sales Consultant II 10
$55,123 - Sales Consultant I 9
Reserved Reserved 8
Reserved Reserved 7
Reserved 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 their 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