A university spokesman advises that there are 2800 people who receive payments ranging from $20 to $30 to a handful due in “tens of thousands.” The median is $130. LT U is not the only one hitchhiking. Swinburne U underpaid two different super sets last year (CMM May 8 and September 25, 2018). Uni Newcastle commissioned an assessment of “potential anomalies” for superpayments (CMM 27 July 2018) and, in 2017, the University of Wollongong reported that it had incorrectly received superannuation payments for 30% of employees for eight years (CMM April 5 2017). The university has underpaid some employees for up to six years. It promises to repay them, plus 10 percent interest (5) The university`s approach to providing salaries, benefits, and incentives to employees is based on the following principles: (4) Compensation is the term used to describe the reward for employment in the form of salary and/or benefits and/or incentives. The 10% stake is a reconciliation with UniSuper`s investment opportunities over the period concerned. Fiona Reed, Director of HR, wrote to the appropriate staff stating that the underpayment was due to “false but good intent, an interpretation of the combined effect of our collective agreement and the UniSuper trust deed.” It assures employees that salary, allowances and expenses are not involved, but it`s great. 3. This directive applies to all employees who are directly in employment by: (1) The university strives to be an employer of choice for current and future employees.
The university is committed to attracting and retaining high-performing academic and professional staff and to recognizing and rewarding excellence. Current version Status and details Related information Historical versions Future versions Print Feedback Remuneration and performance policy Section 1 – Context and purpose Section 2 – Scope Section 3 – Statement of principlesediting Section 4 – Procedure Section 5 – Definitions Here is the current version of this document. To view the historical versions, click the link in the document navigation bar. § 1 – Background and purpose (1) The university strives to be a preferred employer for current and future employees. The university is committed to attracting and retaining high-performing academic and professional staff and to recognizing and rewarding excellence. (2) This Directive provides guidance to university heads to ensure the uniform application of remuneration and reward results: the market is fair and equitable in order to ensure gender compliance; At the beginning of the page, section 2 – Scope (3) This directive applies to all employees employed directly in the following areas: The Trobe University Collective Agreement 2018, approved by the Fair Work Commission (the “Collective Agreement”); or Executive Position Contracts. . .