[2019] FWCA 7338

DECISION

Fair Work Act 2009 s.185—Enterprise agreement

Police Financial Services Limited T/A BankVic (AG2019/3637)

BANKVIC ENTERPRISE AGREEMENT 2019

Banking finance and insurance industry

COMMISSIONER WILSON MELBOURNE, 24 OCTOBER 2019

Application for approval of the BankVic Enterprise Agreement 2019.

[1] An application has been made for approval of an enterprise agreement known as the BankVic Enterprise Agreement 2019 (the Agreement). The application was made pursuant to s.185 of the Fair Work Act 2009 (the Act). It has been made by Police Financial Services Limited T/A BankVic. The Agreement is a single enterprise agreement.

[2] The Employer has provided written undertakings. A copy of the undertakings is attached in Annexure A. I am satisfied that the undertakings will not cause financial detriment to any employee covered by the Agreement and that the undertakings will not result in substantial changes to the Agreement. The undertakings are taken to be a term of the agreement.

[3] Subject to the undertakings referred to above, I am satisfied that each of the requirements of ss.186, 187, 188 and 190 as are relevant to this application for approval have been met.

[4] The Finance Sector Union of Australia being a bargaining representative for the Agreement, has given notice under s.183 of the Act that it wants the Agreement to cover it. In accordance with s.201(2) I note that the Agreement covers the organisation.

[5] The Agreement is approved and, in accordance with s.54 of the Act, will operate from 31 October 2019. The nominal expiry date of the Agreement is 31 October 2022.

COMMISSIONER

Printed by authority of the Commonwealth Government Printer

1 [2019] FWCA 7338

2 [2019] FWCA 7338

Annexure A

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BankVic Enterprise Agreement 2019

CONTENTS

1. Operation of The Agreement 5. Leave & Public Holidays

1.1 Title ...... 2 5.1. Annual Leave ...... 20 1.2. Definitions ...... 2 5.2. Long Service Leave ...... 21 1.3. Coverage ...... 3 5.3. Personal Leave ...... 22 1.4. Operation Of The Agreement ...... 4 5.4. Compassionate Leave ...... 23 1.5. Effect of the Agreement ...... 4 5.5. Leave Without Pay ...... 23 1.6. Access to this Agreement ...... 4 5.6. Volunteer and Community Services Leave ..... 23 1.7. Policies ...... 4 5.7. Parental Leave ...... 24 5.8. Family Violence Leave ...... 25 2. Types of Employment 5.9. Public Holidays ...... 25 2.1. Overview ...... 6 2.2. Full-time Employment ...... 6 6. Change & Consultation 2.3. Part-time Employment ...... 6 6.1. Consultation about major change ...... 28 2.4. Casual Employment ...... 6 6.2. Consultation About Change Of Ordinary 2.5. Fixed Term Employment ...... 7 Hours or Roster ...... 28 6.3. Appointing A Representative ...... 29 3. Hours of Work 6.4. Confidential Information ...... 29 3.1. Ordinary Hours ...... 9 6.5. Genuine Consideration ...... 29 3.2. Additional Hours for Part-Time Employees ...... 9 3.3. Safety...... 9 7. Redundancy, Redeployment & Retrenchment 3.4. Meal breaks ...... 9 7.1. Redundancy ...... 31 3.5. Rest breaks ...... 9 7.2. Redeployment ...... 31 3.6. Saturday work ...... 9 7.3. Retrenchment...... 31 3.7. Overtime ...... 10 7.4. Transfer of Business ...... 32 3.8. Flexible Working Hours ...... 11

8. Leaving BankVic 4. Remuneration & Performance 4.1. Salary Increases ...... 15 8.1. Termination of Employment ...... 34 4.2. Minimum Rates of Pay ...... 15 4.3. Job Grade Evaluations ...... 15 9. Dispute Resolution

4.4. Superannuation ...... 16 9.1. Procedure ...... 36 4.5. Payment of Salaries ...... 16 4.6. Salary Deductions ...... 16 10. Workplace Commitments 4.7. Workers Compensation ...... 16 10.1. A Safe and Healthy Workplace ...... 38 4.8. Allowances ...... 16 10.2. Adequate Staffing ...... 38 4.9. Targets and Performance ...... 18 10.3. Anti Discrimination ...... 38

BankVic Enterprise Agreement 2019

10.4. Individual Flexibility Arrangements ...... 38 10.5. Flexibility requests ...... 38 10.6. Union Relations ...... 39

Appendix A – Grandfathered Provisions 11.1. Saturday Work for Contact Centre and Branches ...... 42 11.2. Consutation About Change of Ordinary Hours Or Roster ...... 42

Appendix B – Classification Structure………....…45

Signing Page…...……………………..…………….47

BankVic Enterprise Agreement 2019

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Operation of the Agreement

1.1. Title……….………………………………………………………….…. 2

1.2. Definitions……………..…………..………………………….….……. 2

1.3. Coverage………………………………………………………………. 3

1.4. Operation of the Agreement………………………………………... 4

1.5. Effect of the Agreement……………………….…………………….. 4

1.6. Access to this Agreement..……………………………………..……. 4

1.7. Policies…………………….……………………………………………. 4

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1.1 TITLE of absence; any approved leave of absence without pay for periods of up to This Agreement will be known as the 12 months; any absences due to illness or ‘BankVic Enterprise Agreement 2019’. injury not exceeding 12 months; any period of absence as a result of 1.2. DEFINITIONS Community Services Leave; any periods of National Service Training and any period Act means the Fair Work Act 2009 (Cth), of fixed term employment immediately as amended. preceding permanent employment.

Agreement means the BankVic Enterprise Commencement Date means the date on Agreement 2019. which this Agreement commences

operation under clause 1.4. Alternative Employment means the offer

of employment in another role on terms Directly Comparable Position means a and conditions different to those of the position with BankVic which: role that has become redundant.  is at the same grade/level;

 is at the same TEC (including regularly Award means the Banking, Finance and Insurance Award 2010, as amended from paid allowances); time to time.  does not entail a change in duties significant enough as to be BankVic means the Employer Police unreasonable in the circumstances of Financial Services Limited. the Employee’s skills and ability; and  is at the same location or at another Base Salary means the amount of fixed location which is in reasonable cash component an Employee is paid per commuting distance. annum. Eligibility Threshold is $100,000 TEC per Business Unit means an existing and annum for a fulltime Employee, or the pro- logical group of Employees, consistent rata equivalent for a part-time Employee. with BankVic’s structure (the team, The Eligibility Threshold applies to department, division or branch as Overtime, Rostered Days Off, Salary appropriate). Increases and Termination of Employment within this Agreement. This Eligibility Contact Centre and Branches includes Threshold will increase throughout this any role where the core function of that Agreement as follows: role is to service members either face to  2019 - $100,000 TEC face or via inbound calls during business  2020 - $102,750 TEC hours; or directly leading Employees who  2021 - $105,575 TEC service members either face to face, or via inbound calls during business hours. This Employee means an Employee engaged includes but is not limited to Insurance, by BankVic who is covered by this Personal Loans, Home Loans teams; Sales Agreement (excludes those on an Contact Centre; and Branches. Please note Executive Contract). that this does not include Mobile Lenders. Employer means Police Financial Services Continuous Service means the total Limited, trading as BankVic. period of employment (excluding casual employment) with BankVic from the date FSU means the Finance Sector Union of of commencing duties, to the date of Australia. termination of employment. For the avoidance of doubt, the following periods FWC means Fair Work Commission. are taken into account for the calculation of continuous service: any approved leave

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Immediate Family means a spouse or de- organisation, structure or technology that facto partner or the child, parent, will have a Significant Effect on them, or grandparent, grandchild or sibling of the where BankVic proposes to introduce a Employee or of the Employee’s spouse or change to the regular roster or ordinary de-facto partner. hours of work of an Employee.

Immediate Household means persons Retrenchment means the termination of normally resident in the same household as an Employee’s employment as the result of an Employee. Redundancy.

NES means the National Employment Saturday Pay Rate means the rate at Standards as varied from time to time. which Ordinary Hours worked on a Saturday will be paid, in accordance with Manager means an Employee authorised clause 3.6. to organise and supervise the work of other Employees. Shift Worker means a seven day shift worker who is regularly rostered to work Ordinary Hours means the hours that an on Sundays and public holidays in a Employee works that are paid at single business in which shifts are continuously time in accordance with clause 3.1 of this rostered 24 hours a day, for seven days a Agreement. week. For the avoidance of doubt, BankVic does not regularly roster Employees to Parties means, unless otherwise stated, work shift work as per this definition. the parties to this Agreement as outlined in clause 1.2 of this Agreement. Significant Effect includes: termination of employment; or major changes in the Pattern of Hours means the days and composition, operation or size of BankVic’s times when an Employee usually works workforce or in the skills required; or loss their Ordinary Hours. Days and times may of or reduction in job or promotion vary as part of a roster arrangement. opportunities, or loss of or reduction in job tenure; or alteration of hours of work; or RDO means a rostered day off. the need for Employees to be retrained or relocated to another work location; or job Redeployment means the process BankVic restructuring. undertakes in an attempt to place an Employee into either a Directly Superannuation Guarantee Contribution Comparable Position or Alternative Legislation means the Superannuation Employment. Guarantee (Administration) Act 1992 (Cth), the Superannuation Guarantee Charge Act Redundant means a situation where the 1992 (Cth), the Superannuation Industry role being performed by an Employee (or (Supervision) Act 1993 (Cth) and the a major portion of it) is no longer required. Superannuation (Resolution of Complaints) Act 1993 (Cth). Regular Casual Employee means a casual Employee who has in the preceding 12 TEC means total employment cost (base months worked a pattern of hours on an salary plus superannuation). ongoing basis which, without significant adjustment, the Employee could continue We refers to the Employer, Police Financial to perform as a full time or part time Services Limited, trading as BankVic. Employee. 1.3. COVERAGE Relevant Employees means the Employees who may be affected by a This Agreement covers Police Financial major change to production, program, Services Limited, and its Employees.

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1.4. OPERATION OF THE AGREEMENT This Agreement shall operate seven days after the date it is approved by the Fair Work Commission. The nominal expiry date will be three years from the Commencement Date.

1.5. EFFECT OF THE AGREEMENT This Agreement replaces the Police Financial Services Ltd & Financial Sector Union Enterprise Agreement 2016. The provisions of the Award are incorporated into and form part of this Agreement. Where there is inconsistency between this Agreement and the Award, the Agreement shall prevail to the extent of that inconsistency. This Agreement will be read and interpreted in conjunction with the NES and no term of this Agreement will operate to reduce any entitlement of the NES.

1.6. ACCESS TO THIS AGREEMENT A copy of this Agreement will be available to all employees via BankVic’s intranet.

1.7. POLICIES Any reference to a policy in this Agreement is a reference to the policy in place as amended (or removed) from time to time. Any policy referred to in this Agreement is not incorporated into and is not a term of this Agreement.

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Types of Employment

2.1. Overview…………………………….………………..………………... 6

2.2. Full -Time Employment…………………………….…………………. 6

2.3. Part-Time Employment…………………………………………….…. 6

2.4. Casual Employment…………………………………..…………….... 6

2.5. Fixed Term Employment…………………………………………….. 7

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2.1. OVERVIEW 2.3.2 Employees employed as part-time Employees will not be contracted to 2.1.1. BankVic engages Employees in one of work less than three consecutive hours the following categories: per day. Subject to agreement between (a) Full-time Employment; a Manager and a part-time Employee, (b) Part-time Employment; the part time Employee may be (c) Casual Employment; or permitted to work two consecutive (d) Fixed Term Employment hours per day.

2.1.2. At the time of engagement, BankVic 2.3.3 Employees employed as part-time will inform each Employee in writing of Employees will receive, on a pro-rata the terms of their engagement, in basis, equivalent pay and conditions to particular the type of employment that those Employees employed as full-time will apply to them and the length of Employees except for the option of an their probationary period which is RDO. typically six months. 2.1.3. Managers should advise at least 10 2.4. CASUAL EMPLOYMENT working days prior to the end of an 2.4.1 BankVic may employ Employees on a Employee’s probation period either the casual basis for the purpose of meeting confirmation of their employment or particular business needs. The nature of whether an extension to the probation casual employment is irregular with no period is required. guarantee of continuing employment. 2.1.4. Where an Employee is engaged as a 2.4.2 A casual Employee will be employed on part-time Employee, BankVic will inform an hourly basis and may work on any the Employee of the Pattern of Hours day of the week. the part time Employee will work. Payment 2.2. FULL-TIME EMPLOYMENT 2.4.3 A casual Employee will be paid for at least two consecutive hours of work on 2.2.1. A full time Employee is an Employee each occasion they are required to who works 144 Ordinary Hours over a work. four week cycle (or an average of 36 Ordinary Hours per week). 2.4.4 An Employee employed on a casual basis will be paid in accordance with 2.2.2. Time worked in any four week cycle BankVic’s usual pay cycle or as agreed that is not overtime will be Ordinary between the Employee and the Hours in accordance with clause 3.1 BankVic. and includes: (a) public holidays; 2.4.5 A casual Employee will be paid at the (b) paid leave (including annual leave rate of 1/36th of the weekly rate and long service leave); and prescribed for their classification plus a (c) paid personal leave casual loading of 25%. 2.4.6 The casual loading compensates for the 2.3. PART-TIME EMPLOYMENT nature of casual employment. The following entitlements in this 2.3.1 A part time Employee is an Employee Agreement do not apply to casual who has a predictable Pattern of Hours Employees: that are less than 144 Ordinary Hours (a) annual leave; over a four week cycle (or less than an (b) personal/carer’s leave; average of 36 Ordinary Hours per (c) compassionate leave; week). (d) long service leave;

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(e) volunteer and community services leave; (f) notice of termination; and (g) severance pay.

2.4.7 Clause 2.4 does not limit the entitlements of casual Employees as otherwise provided in applicable legislation, including the Act and applicable long service leave legislation.

Casual Conversion 2.4.8 Where a Regular Casual Employee has at least 12 months service, they can request in writing to become a permanent Employee.

2.4.9 BankVic will consider and respond to the casual conversation request in accordance with clause 10.4 of the Award.

2.5. FIXED TERM EMPLOYMENT 2.5.1 A fixed term Employee is an Employee who is employed under a contract for a specific period of time or for a specific task.

2.5.2 Employees employed in fixed term employment may be employed in full- time or part-time employment.

2.5.3 A fixed term Employee is not entitled to notice of termination or severance pay where their employment ends at the end of the fixed term.

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Hours of Work

3.1. Ordinary Hours…………………….………………………………. 9

3.2. Additional Hours for Part-Time Employees……….…………. 9

3.3. Safety………………….……………………………………………. 9

3.4. Meal Breaks………..……………………………………………….. 9

3.5. Rest Breaks…………………………………………………………. 9

3.6. Saturday Work..……………………………………………………. 9

3.7. Overtime……………………………………………………………. 10

3.8. Flexible Working Hours……………………………………..……. 11

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3.1. ORDINARY HOURS 3.3. SAFETY 3.1.1 Ordinary Hours may be worked Employees that work Ordinary Hours past between the hours of 7.00am to 8.00pm will be reimbursed for public 9.00pm on Monday to Friday, or transport or a taxi fare back to their main between the hours of 9.00am to residence. Prior approval from the 5.00pm on Saturday. Employee’s Manager should be obtained where practical. Where an Employee 3.1.2 BankVic may require start and finish works overtime, clause 3.7.8 will apply. times to be staggered within the above span of Ordinary Hours to improve 3.4. MEAL BREAKS operational efficiency. Other patterns of Ordinary Hours may be negotiated 3.4.1 Employees are entitled to an unpaid under an Individual Flexibility meal break of at least 30 minutes in Arrangement as outlined in clause 10.4. accordance with clause 3.4.2.

3.1.3 Employees will not be required to work 3.4.2 Where practicable, an Employee will split shifts. not be required or permitted to work more than five hours without an unpaid 3.1.4 Where an Employee is required to work meal break, unless the Employee’s shift between 7.00pm – 9.00pm on Monday would normally finish during that meal to Friday or after 12.00pm on Saturday, break. or outside the usual span of hours for Ordinary Hours set out in clause 3.1.1, 3.5. REST BREAKS clause 3.7 will apply. 3.5.1 Full-time Employees are entitled to one 3.1.5 An Employee who is required to work 10 minute paid rest break during the Ordinary Hours on a Saturday will be morning and one 10 minute paid rest paid the rate set out in clause 3.6.2 (or break during the afternoon. Suitable Appendix A if the Employee was times to take these breaks should be employed prior to the Commencement arranged by agreement with the Date). Manager. 3.1.6 If an Employee is required to work 3.5.2 Part-time Employees working six hours Ordinary Hours on a public holiday as or less per day will be entitled to one set out in clause 5.9, the Employee will paid 15 minute break. be paid in accordance with clause 5.9. 3.5.3 Employees required to work in roles 3.2. ADDITIONAL HOURS FOR PART- where there is a limited capacity to TIME EMPLOYEES provide variations in tasks, posture or spontaneous rest periods will be given 3.2.1 Part-time Employees may request to an opportunity at reasonable intervals work in excess of their normal Pattern during the day to perform other duties of Hours (Additional Hours) and these and have microbreaks. additional hours will be paid as Ordinary Hours and accrue leave 3.6. SATURDAY WORK entitlements. 3.6.1 As set out in Clause 3.1, Ordinary Hours 3.2.2 If a part-time Employee is required to may be worked Monday to Saturday. work in excess of their normal Pattern Subject to clause 6.2, Employees may of Hours, they will be paid in be required to work Ordinary Hours on accordance with clause 3.7. a Saturday.

3.6.2 Employees that are required to work Ordinary Hours on a Saturday will be

BankVic Enterprise Agreement 2019 9 paid at the rate of time and a half for (b) An Employee may refuse to work their Ordinary Hours. overtime where the working of such overtime would result in the 3.6.3 For the avoidance of doubt, an Employee working hours which are Employee who works in excess of unreasonable having regards to: Ordinary Hours on a Saturday and who qualifies for the Saturday Pay rate in i) any risk to the Employee’s accordance with this clause 3.6, will be health and safety; paid for those additional hours at the ii) the Employee’s personal relevant overtime rate or the Saturday circumstances including any Pay rate, whichever is the greater. family responsibilities; iii) the needs of the workplace or 3.6.4 This clause 3.6 does not apply to BankVic; Employees that were employed prior to iv) the notice (if any) given by the Commencement Date. BankVic of the overtime and by 3.6.5 The Saturday Work clause set out in the Employee of his or her Appendix A, clause 11.1 will apply to intention to refuse it; and Employees that were employed prior to v) any other relevant matter. the Commencement Date. 3.7.4 Payment (a) All time worked at the direction of 3.7. OVERTIME BankVic outside Ordinary Hours as 3.7.1 From time to time, BankVic may require set out in clause 3.1, will be paid Employees to work additional hours to for at the rate of: their Ordinary Hours to help manage i) Time and a half for the first unexpected work demands. three hours, and double time 3.7.2 Eligibility thereafter (a) The overtime provisions detailed ii) Time and a half for Saturday below will apply to Employees who work up to 12pm and double are paid below the Eligibility time thereafter; and Threshold. iii) Double time for all work on a Sunday. (b) Employees who are paid above the Eligibility Threshold are (b) In computing overtime, each day’s compensated in their salary work will stand alone. package for reasonable hours as 3.7.5 Overtime Meal Break required to complete their work. (a) An Employee working overtime Where excessive hours are can have a 30 minute paid rest required, these Employees may break once the Employee has agree with their Manager to a worked 3 hours and 45 minutes of period of time off in lieu and this overtime. Overtime clause 3.7 does not apply. (b) The duration of the paid meal break will be at least 30 minutes. 3.7.3 Application (a) Overtime must be authorised by (c) Meal breaks may be extended by the Employee’s Manager in agreement between the Employee advance of the overtime being and their Manager, up to one worked. Employees will need to hour, provided that any meal break submit overtime worked into the in excess of 30 minutes is unpaid. Payroll system as soon as reasonably practical after it has been worked.

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3.7.6 Time in lieu without having had such 10 (a) An Employee and their Manager consecutive hours off duty, they may agree that the Employee can must be paid at double time until take time off instead of being paid they are released from duty for for overtime worked, at a time or such period. They will then be times agreed with their Manager. entitled to be absent until they have had 10 consecutive hours off (b) Time off in lieu of an overtime duty without loss of pay for any payment must be requested Ordinary Hours occurring during through the payroll system and such absence. approved by the Manager. 3.7.8 Transport (c) Overtime taken as time off during When an Employee works overtime and Ordinary Hours will be taken at the their usual means of transport home is ordinary time rate of an hour for unavailable, impractical or unsafe, each hour worked. BankVic will arrange either: (d) Prior to being taken, an Employee (a) suitable transport for the can request at any time for the Employee between the approved time off in lieu to be Employee’s place of work and the paid as overtime instead. The Employee’s home; or payment will be made at the rate applicable to the overtime when (b) where an Employee with the prior worked. arrangement of their Manager uses their own motor vehicle, BankVic (e) Where the accrued time in lieu has will reimburse the Employee for not been taken within six months the kilometres travelled by the of the accrual, the Employee will Employee to return to their home, receive a payment within the next at the rate prescribed under clause pay period, for the overtime 4.8.6. worked at the rates prescribed under Clause 3.7.4. 3.8. FLEXIBLE WORKING HOURS (f) If on the termination of an Employee’s employment, time off 3.8.1. Systems of Flexible Working Hours for overtime worked by the (a) BankVic recognises that a number Employee to which clause 3.7.6 of methods may be used to applies has not been taken, manage hours of work including: BankVic will pay the Employee for i) standard hours; the overtime at the overtime rate ii) rostered days off (RDOs); applicable to the overtime worked. iii) make-up time; or iv) time in lieu where this is 3.7.7 Minimum Time Off provided for in the Agreement. (a) When overtime is required, wherever practicable, it will be (b) An Employee is required to choose arranged so that the Employee has whether they utilise either the at least 10 consecutive hours off Standard Hours or RDO system in duty between successive days of managing their working hours. For work. the avoidance of doubt, an Employee is entitled to either (b) Where an Employee (excluding clause 3.8.2 or clause 3.8.3, but Casual Employees) has not had the not both. minimum time off between days of work prescribed in clause 3.7.7(a) (c) An Employee can change between and resumes or continues work the standard hours or RDO system

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only once in any 12 month period ii) An RDO may be deferred once and must provide their nomination by agreement between an in writing to People and Culture. Employee and their Manager. The deferred RDO will need to 3.8.2. Standard Hours be taken during the following (a) An Employee may elect to work a four-week cycle. standard work week where 144 iii) Employees must book an RDO hours are worked during each four through the Payroll system at week cycle of 20 days. least four weeks in advance of (b) Standard hours are an average of taking it. 36 hours per week as set out in clause 2.2.1. (d) Accrual of RDOs (c) Where an Employee has opted to i) Employees may accrue up to work standard hours, they are not two RDOs at any one time. The eligible for clause 3.8.3. Manager will ensure that where possible, the Employee can be 3.8.3. Rostered Days Off (RDOs) released to utilise their RDO in (a) Eligibility the four week cycle following Employees are eligible for an RDO the accrual of the RDO. provided that they: ii) Employees do not accrue credit i) are a full-time Employee; and towards an RDO whilst on any ii) are paid less than the Eligibility period of leave, paid or unpaid. Threshold; and iii) Overtime worked does not iii) are not employed as a Regional contribute towards the accrual Branch Manager, Branch of an RDO. Manager, Mobile Lender, Relationship Manager or any (e) Cashing out an RDO other mobile banking role; and i) An Employee may request to iv) have not opted to manage their have up to two RDOs per hours through the standard annum cashed out. hours system as set out in ii) A request to cash out an RDO clause 3.8.2. must be made in writing by an Employee to their Manager and (b) Daily Hours will be subject to agreement i) To accrue an RDO, Employees between the Manager and the will work 19 days during each Employee. four week cycle by working 144 iii) If approved, the cash out of the hours within the 19 days. RDO will be paid in the next ii) Employees working the 19 day pay period following the pattern set out above will be request. required to take an unpaid lunch break of at least 30 (f) Payment on termination minutes each day. On termination of employment, any RDOs accrued and not taken (c) Days Off by an Employee, will be paid out i) An RDO will be taken at a time to the Employee. determined by agreement between an Employee and their 3.8.4. Make-up Time Manager, or in the event that (a) An Employee may need to take agreement is not reached, at a time off during Ordinary Hours and time determined by the make-up those hours at a later Manager. time during the Ordinary Hours provided in this Agreement.

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(b) Make-up time must be agreed between an Employee and their Manager, including the time that it will be taken.

(c) Where make-up time has been utilised, the Employee and the Manager will record the make-up time arrangements within the payroll system each time the provision is used.

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Remuneration & Performance

4.1. Salary Increases…………………….………………………………. 15

4.2. Minimum Rates of Pay………………………………….…………. 15

4.3. Job Grade Evaluations……………………………………………. 15

4.4. Superannuation…..…….………………………………………….. 16

4.5. Payment of Salaries………………………………………………. 16

4.6. Salary Deductions…………………………………………………. 16

4.7. Workers Compensation...…………………………………………. 16

4.8. Allowances……………..……………………………………..……. 16

4.9. Targets and Performance.…………………………………..……. 17

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4.1. SALARY INCREASES 4.2. MINIMUM RATES OF PAY 4.1.1 Employees that earn less than the 4.2.1 Effective from the Commencement Eligibility Threshold will receive the Date, the minimum rates of Base Salary following increases to their Base Salary: for classifications in this Agreement are:  2.75% effective from the first full pay period on or after the Level 1 July 2019 1 July 2020 1 July 2021 commencement of this 1 $42,045.49 $43,201.74 $44,389.79 Agreement, which will be 2 $46,041.27 $47,307.40 $48,608.36 backdated to 1 July 2019.  2.75% effective from the first full 3 $48,630.78 $49,968.12 $51,342.25

pay period on or after 1 July 2020. 4 $51,062.32 $52,466.53 $53,909.39  2.75% effective from the first full pay period on or after 1 July 2021. 5 $53,142.80 $54,604.23 $56,105.85 The above increases are reflected in the 6 $59,526.57 $61,163.74 $62,845.74 table of minimum rates of pay in clause 4.2 of the Agreement. 4.2.2 During the term of this Agreement, if the Award minimum rates are increased 4.1.2 An Employee who earns more than the in excess of the minimum rates set out Eligibility Threshold will be eligible to in clause 4.2.1, BankVic will ensure the participate in an annual remuneration rates set out in clause 4.2.1 are at least review process each year. The annual the same as the minimum rates in the remuneration review will take into Award. consideration an assessment against specific criteria including external and 4.2.3 The classification structure and internal relativities, performance and descriptors for the above classification key skills/knowledge and experience. levels are set out in Appendix B. Any applicable increase will be backdated to the first full pay period on 4.3. JOB GRADE EVALUATIONS or after 1 July of that year. 4.3.1 All roles will be evaluated in 4.1.3 Eligibility for Salary Increases accordance with the Classification (a) An Employee commencing framework set out in Appendix B. employment between 1 April and 4.3.2 Job grade evaluations will occur when: 30 June is not entitled to the above salary increase for that year, (a) A new position has been as the increase will be taken into identified; or account in the starting salary (b) An existing position’s duties and offered to the Employee. responsibilities have changed to (b) An Employee will not be entitled the extent the position warrants to a salary increase if the review. Employee is being performance 4.3.3 To facilitate the fair and effective counselled and is on a evaluation of the role, an up to date documented performance position description that accurately improvement plan as at the date reflects the responsibilities of the the salary increase is effective. If position must be available. Employees the Employee makes the required are able to request a current copy of improvements and the their position description through their performance plan ceases, the Manager. Employee will be entitled to the increase prescribed by clause 4.1, 4.3.4 Where an Employee believes their role calculated from the date the has changed to the extent that a grade performance plan ceased. review is required, they should raise the

BankVic Enterprise Agreement 2019 15 issue with their Manager. Subject to the 4.8. ALLOWANCES agreement of the Manager, an up to 4.8.1 Higher Duties Allowance date position description will be (a) Where an Employee relieves provided to People and Culture with a another Employee in a role that is request for a re-evaluation of the grade at a higher classification level for a for the role. period of more than four 4.3.5 A job grade evaluation will take into consecutive working days, the consideration the following factors: Employee will be paid for the total  assessment of similar or benchmark period of relief at the applicable positions; and minimum salary for that higher  the impact of change to the position role. being reviewed; and (b) An Employee relieving another  assessment of the skills and Employee in a role that is at a competencies required of the lower classification level, will not position. have their salary reduced during 4.3.6 If an Employee is not satisfied with the the period of relief. outcome of the review, their concern (c) When a public holiday (as set out will initially be raised with the Manager in clause 5.9) occurs within the of their Business Unit. If the concern relief period and clause 4.8.1(a) remains unresolved, it will be applies, the Employee will be paid addressed in accordance with the at the higher classification Dispute procedure, clause 9.1. minimum pay for the public holiday. 4.4. SUPERANNUATION (d) An Employee engaged to perform BankVic will make contributions as higher grade duties in accordance required by Superannuation Guarantee with this clause shall be paid at the Contribution Legislation, to any higher classification minimum pay superannuation fund of the Employee’s choice. If the Employee fails to nominate a applicable for all time worked specific superannuation fund, BankVic will except for personal/carer’s leave, pay superannuation into BankVic’s default annual leave or where such an industry superannuation fund. employee is engaged in on the job training in the higher position 4.5. PAYMENT OF SALARIES under appropriate supervision. An Employee’s Base Salary will be paid in 4.8.2 First Aid Allowance arrears each fortnight, by direct deposit (a) BankVic will appoint a certified into a BankVic account in the Employee’s First Aid Officer(s) to perform first name. aid duties at each office or as required by legislation. 4.6. SALARY DEDUCTIONS (b) Designated First Aid Officers will The salaries payable under this Agreement receive a weekly allowance in may be subject to Employee authorised accordance with the following deductions. table:

4.7. WORKERS COMPENSATION 1 July 2019 1 July 2020 1 July 2021 An Employee who is injured at work will be $15.87 $16.74 $17.20 supported, compensated and rehabilitated in accordance with the provisions in the applicable workers’ compensation legislation and relevant BankVic policies.

BankVic Enterprise Agreement 2019 16

4.8.3 Meal Allowance their home and usual place of (a) Where an Employee is required to employment is. work one and a half hours (c) Payment for excess time spent overtime, and the period of travelling in accordance with overtime extends beyond 6.00pm, clause 4.8.5(b) will be ordinary the Employee will be paid a meal time plus half. When an Employee allowance of $17.00 per occasion. is being paid overtime as set out in (b) A further allowance of $13.98 will clause 3.8 for the excess travel be paid if the overtime exceeds time, no payment under this clause five and a half hours. 4.8.5(c) will be paid.

(c) A meal allowance will not be 4.8.6 Motor Vehicle Allowance payable where BankVic has (a) Where a Manager approves an provided a suitable meal to the Employee to use their own car on Employee. an ad hoc basis, to travel to other work locations, the Employee will (d) The meal allowance payable will be paid an allowance of $0.78 per be adjusted annually by 2.75%, in kilometre travelled. accordance with the following table: (b) In the event that BankVic requires an Employee to provide their own 1 July 2019 1 July 2020 1 July 2021 motor vehicle as a condition of $17.00 $17.47 $17.95 employment, the Employee will be paid an allowance of: 4.8.4 Uniform Allowance (a) Customer facing Employees are Car Engine Capacity Weekly Allowance required to wear a uniform as a condition of their employment, 1500cc and under $101.86 unless otherwise agreed between Over 1500cc $125.65 BankVic and the Employee. (c) Where BankVic provides a vehicle (b) Uniforms will be supplied and to the Employee, we will pay for replaced at BankVic’s expense, the usual upkeep, registration, subject to reasonable wear and insurance, maintenance and tear. normal running costs.

4.8.5 Travelling Expenses (d) The allowance rate specified in (a) When an Employee is required to clause 4.8.6 (b) will be adjusted in travel away from their usual place accordance with any adjustment to of employment during their clause 18.3 of the Award. Ordinary Hours, they will be 4.8.7 Saturday Allowance reimbursed by BankVic for all Where a Contact Centre and Branch reasonable expenses actually Employee is required to work on a incurred. Saturday, they will receive an allowance (b) When an Employee is required to of $20.00 for each Saturday worked. travel away from their usual place The Saturday Allowance will be paid of employment outside of their into the next available fortnightly salary Ordinary Hours, they will be paid payment subject to processing for all reasonable expenses capacity. actually incurred, plus any time

that is spent travelling that is in excess to what travel between

BankVic Enterprise Agreement 2019 17

4.9. TARGETS AND PERFORMANCE annual leave and personal leave; 4.9.1 Principals vi) taking into account staffing (a) BankVic recognises the need for numbers within the team; targets to be fairly and equitably vii) including a realistic amount of set. Targets will be aligned to stretch to achieve business requirements and will be performance rewards based on the following principles: payments; i) performance standards will be viii) taking account of appropriate easily understood and non- and relevant training needs to discriminatory; and perform current job roles. ii) performance standards will not be arbitrarily changed during 4.9.3 Feedback their effective term. (a) Feedback on performance will be provided on an ongoing basis to 4.9.2 Setting Goals and Targets ensure that Employees understand (a) At the beginning of the what is expected of them and have performance development period an opportunity to meet the when the performance goals and performance expectations. targets are established, Managers will discuss with each Employee (b) Feedback will include any relevant the targets set for their activities, including training performance plan. Any changes to required to assist the Employee in these during the period will be by their current job role or prepare the same process. and develop them for future career growth. (b) Performance goals and targets will be observable (behaviours) or measurable (outcomes) and will include relevant qualitative or quantitative information.

(c) Employees will be given a minimum of three working days to consider any changes to their goals and targets.

(d) Performance goals and targets will be set and applied so that they are:

i) relevant to the Employee’s role; ii) reflective of the work being undertaken and are realistic and achievable within ordinary working hours; iii) able to be influenced by employees; iv) a reasonable balance between work quality and quantity; v) taking into account all approved time spent away from normal work duties and/or the workplace ie

BankVic Enterprise Agreement 2019 18 Leave & Public Holidays

5.1. Annual Leave ……….…………….………………………………. 20

5.2. Long Service Leave….………………………………….…………. 21

5.3. Personal Leave……….……….……………………………………. 22

5.4. Compassionate Leave….………………………………………….. 23

5.5. Leave Without Pay……..…………………………………………. 23

5.6. Volunteer and Community Services Leave………………………. 23

5.7. Parental Leave…………...…………………………………………. 24

5.8. Family Violence Leave...……………………………………..……. 25

5.9. Public Holidays…………...…………………………………..……. 25

BankVic Enterprise Agreement 2019 19 5.1. ANNUAL LEAVE otherwise agreed. The Employee will not be required to reduce their 5.1.1 Entitlement accrued annual leave entitlement (a) Full time and part time Employees to less than six weeks. will receive annual leave and payment for annual leave in (d) An Employee who has had an accordance with the NES. annual leave accrual in excess of eight weeks for more than six (b) Full time and part time Employees months and has been unable to will accrue four weeks of annual reach agreement with their leave per year of service (pro rata Manager as to the taking of that for part time Employees). annual leave and has not been (c) Annual leave will accrue directed under clause 5.1.2(c) to progressively during each year of take a period of annual leave, may continuous service in accordance request in writing to take one or with the NES and accumulates more periods of annual leave. from year to year. (e) An Employee is not entitled to (d) Annual leave is exclusive of any of request under clause 5.1.2(d) more the public holidays prescribed by than four weeks annual leave in clause 5.9. any period of 12 months.

(e) Annual leave does not accrue 5.1.3 Shut down period when an Employee takes a period (a) BankVic recognises that it may be of unpaid leave (including unpaid optimal in some departments to parental leave). offer a reduced service or completely shut down operations (f) If the Employee has a period of over the Christmas/New Year accrued annual leave when their period and/or Easter period. employment ends, the Employee will receive a payment equal to the (b) BankVic will give four weeks’ amount that would have been notice of any shut down. payable to the Employee had they (c) In the first instance, BankVic may otherwise taken that period of ask for volunteers to take annual leave. leave over the shutdown period, 5.1.2 Taking Annual Leave which is typically between 15 (a) An Employee may take annual December and 31 December each leave at a time or times agreed year. between BankVic and the (d) If there are insufficient volunteers, Employee. BankVic may direct Employees (b) Employees are encouraged to take with more than eight weeks of at least one period of leave where annual leave accrued (pro-rated for they are absent for a minimum of part-time Employees) to take 10 consecutive days per calendar annual leave at this time, provided year (excluding public holidays). the Employee will not be subject to hardship as a result. (c) After all reasonable steps have been exhausted, BankVic may 5.1.4 Cashing Out Annual Leave direct an Employee with annual (a) An Employee may elect to cash leave accrual in excess of eight out part of their accrued annual weeks to take annual leave. Where leave entitlement for the this occurs, BankVic will provide at equivalent cash value of the leave least one months’ notice, unless provided that:

BankVic Enterprise Agreement 2019 20 i) each cash out of annual leave 5.1.6(b)(ii) will be included within must be made by a separate their final payment for their agreement in writing between outstanding annual leave accrual. BankVic and the Employee; ii) the Employee maintains an 5.2. LONG SERVICE LEAVE annual leave balance of four 5.2.1 Except where this clause provides a weeks after the cash out of more beneficial entitlement, long annual leave; service leave will be in accordance with iii) the Employee can only cash out the Victorian Long Service Leave Act annual leave once in any 12 2018 as amended from time to time. month period (with the exception of hardship or 5.2.2 Long service leave accrues at the rate another appropriate reason); of 13 weeks’ paid leave at the completion of 10 years’ service (1.3 (b) the Employee will be paid the weeks for every year of continuous amount that would have been paid employment with BankVic). to the Employee had the annual leave been taken. 5.2.3 After at least seven years’ continuous employment with BankVic, an 5.1.5 Taking Annual Leave in Advance Employee is entitled to: (a) BankVic and the Employee may agree in writing to the Employee (a) take their accrued long service leave; taking a period of annual leave or before the Employee has accrued (b) be paid any unused long service an entitlement to it. leave entitlement if the Employee’s (b) If an Employee has taken annual employment ends. leave in advance and their 5.2.4 Long service leave must be taken at a employment with BankVic ends, time agreed between BankVic and the BankVic will deduct the annual Employee, taking into consideration leave in advance from the that business and member needs Employee’s final payment. This continue to be met. includes any annual leave loading that has been paid to the 5.2.5 Long service leave can be taken by an Employee on the period of annual Employee as one continuous period, in leave taken in advance. a number of shorter periods, as single days, or as an agreed flexible work 5.1.6 Annual Leave Loading arrangement or phased retirement. The (a) BankVic typically pays annual leave timing, duration and periods of long loading annually, each December. service leave must be agreed with the (b) Employees will be paid annual Employee’s Manager. leave loading for the period of 5.2.6 At an Employee’s request, BankVic may annual leave taken in the previous agree to the Employee taking a period 12 months as follows: of long service leave at half-pay, i) 17.5% of Base Salary; or therefore doubling the period of leave. ii) If applicable, the relevant 5.2.7 Except in extraordinary circumstances, weekend penalty rates or shift an Employee will give at least three allowances, whichever is the months’ notice in writing when applying greater, but not both. for long service leave. (c) When an Employee leaves BankVic, annual leave loading as set out in clause 5.1.6(b)(i) or

BankVic Enterprise Agreement 2019 21 5.3. PERSONAL LEAVE unpaid Parental Leave) except as provided in the Act. 5.3.1 Full-time and part-time Employees are entitled to paid personal leave for 5.3.3 Taking personal leave absence due to: (a) Paid personal leave may be taken as full or part days. (a) the Employee not being fit for work because of a personal illness (b) An Employee must notify their or personal injury, affecting the Manager of the Employee’s need Employee (Sick leave); to take paid personal leave as soon as practicable and where possible, (b) to provide care or support to a provide the estimated duration of member of the Employee’s absence. Immediate Family, or a member of the Employee’s Immediate (c) Where an Employee has exhausted Household, who requires care or their accrued paid personal leave, support because of a personal an Employee may request further illness, or personal injury affecting paid personal leave or to have paid the member; or an unexpected personal leave granted in advance emergency affecting the member of the accrual (which will result in (Carer’s Leave); the Employee having a negative paid personal leave balance). (c) the need to attend preventative However, the granting of health appointments where the additional leave under this clause Employee (upon advice from a 5.3.3(c) is entirely at the discretion medical practitioner) is required to of BankVic and is subject to attend appointments with approval of the Chief of the recognised allied health relevant Business Unit and the professionals for the purposes of Chief People and Culture Officer. screening or preventing a medical condition. (d) Paid personal leave for the purposes of providing care and 5.3.2 Entitlement support to an immediate family (a) Full time and part time Employees member, cannot be used where are entitled to 10 days per annum another person has taken leave to of paid personal leave. care for the same person. (b) Part time Employees accrue paid (e) Where an Employee becomes sick personal leave pro rata based on or injured while on annual leave the Employee’s Ordinary Hours. their annual leave for that period (c) Up to two days of paid personal will be reversed and replaced with leave can be used for preventative paid personal leave, subject to health appointments per annum. proof of absence set out in clause 5.3.5(b). (d) Paid personal leave accrues progressively during a year of 5.3.4 Unpaid carer’s leave continuous service and Where an Employee has exhausted accumulates from year to year. their accrued paid personal leave entitlement, the Employee may take up (e) Paid personal leave is not paid out to two days of unpaid personal leave on on termination of employment. each occasion for the purpose of (f) Paid personal leave does not providing care and support to an accrue when an Employee takes a Immediate Family Member or period of unpaid leave (including

BankVic Enterprise Agreement 2019 22 Immediate Household, as outlined in 5.4.3 Employees must notify their Manager clause 5.3.1(b). of their intention to take compassionate leave including the estimated period of 5.3.5 Proof of absence for personal leave absence as soon as possible. (a) Employees may take three days personal leave per annum, with a 5.4.4 An Employee may be required to maximum of two consecutive days provide reasonable proof of absence taken as personal leave without for compassionate leave. If evidence is being required to provide proof of not provided as requested, an absence. Employee may not be paid for the absence. (b) Except as provided in clause 5.3.5(a), any Employee seeking to 5.5. LEAVE WITHOUT PAY take personal leave (paid or unpaid) may be required to 5.5.1 BankVic will consider requests for leave provide proof of absence. without pay on a case by case basis. Acceptable proof of absence is 5.5.2 Leave without pay (excluding unpaid either: personal leave) is typically only i) a medical certificate; or available if all other leave entitlements ii) other evidence satisfactory to have been exhausted. BankVic which includes an 5.5.3 Where leave without pay exceeds five affidavit or statutory consecutive working days, an Employee declaration. This document will not be entitled to payment for any must not be signed by another public holiday which occurs during the Employee. period of absence. 5.4. COMPASSIONATE LEAVE 5.5.4 Approval of leave without pay will be subject to operational requirements, 5.4.1 Employees are entitled to up to four including at least four weeks’ notice days’ paid compassionate leave on wherever possible. each occasion where a member of the Employee’s Immediate Family or a member of the Employee’s Immediate 5.6. VOLUNTEER AND COMMUNITY Household: SERVICES LEAVE (a) contracts or develops a personal 5.6.1 Employees (other than casual illness that poses a serious threat Employees) may be entitled to take to their life; or volunteer leave and community services leave as follows: (b) sustains an injury that poses a serious threat to their life; or 5.6.2 Volunteer Leave (a) Employees are eligible to take two (c) passes away. day’s paid leave per year to 5.4.2 Where an Employee has circumstances participate or volunteer in a that fall outside of the entitlements set recognised community or charity out in clause 5.4.1, such as organisation. spiritual/ceremonial or overseas travel (b) All volunteer days must be with the requirements, additional paid or unpaid charities that BankVic supports, compassionate leave is subject to unless prior arrangement has been approval of the Chief of the relevant made for an alternative provider. Business Unit and the Chief People and Culture Officer. (c) Evidence from the relevant community or charity organisation may be required confirming the

BankVic Enterprise Agreement 2019 23 Employee’s participation in the (c) the Employee has or will have a community or charity work. responsibility for the care of the child. (d) Full details of the policy and guidelines for volunteer leave can 5.7.4. An Employee must take unpaid be accessed on BankVic’s intranet. parental leave (including paid and unpaid parental leave) in a single 5.6.3 Community Service Leave continuous period. (a) Employees will also be eligible to take community service leave as 5.7.5. The taking of concurrent unpaid provided in the Act, including parental leave by a couple that are both leave for: employed by BankVic, is provided for in  jury service; or the NES.  a voluntary emergency 5.7.6. Pre-natal or Pre-adoption leave management activity. (a) An Employee can access three (b) Full details of the applicable days pre-natal or pre-adoption policies and guidelines for leave per pregnancy or placement volunteer and community services to attend: leave can be accessed on i) pre-natal appointments of the BankVic’s intranet. Employee; or ii) interviews or examinations 5.7. PARENTAL LEAVE required in order to obtain 5.7.1. Employees are entitled to parental approval for the Employee’s leave in accordance with the NES. adoption of a child (being pre- adoption leave under the NES). 5.7.2. Full time Employees, part-time Employees and Employees who are (b) The pre-natal or pre-adoption eligible casual Employees (within the leave set out in this clause 5.7.6 meaning of the Act) are entitled to up can be utilised as either part days to 12 months’ unpaid parental leave if or full days. the Employee has or will have (c) In addition, an Employee may completed at least 12 months’ access their personal leave continuous service with BankVic entitlement set out in clause 5.3 of immediately before: this Agreement for the purpose of (a) if the leave is birth related leave, pre-natal or pre-adoption leave or the date of birth or the expected to attend their partner’s pre-natal date of birth of the child; or appointments. (b) if the leave is adoption related (d) A medical certificate or other leave, the day of placement or the documentation satisfactory to expected day of placement of the BankVic is required to cover each child. absence under this clause 5.7.6.

5.7.3. Eligible Employees will be able to take 5.7.7. Paid Primary Carer’s Leave unpaid parental leave if the leave is (a) An Employee who takes unpaid associated with: parental leave at the time of the birth of their child or the (a) the birth of their child or the birth placement of the child and will be of their Partner’s child; or the primary carer for the child, is (b) the placement of a child with the entitled to be paid for 12 weeks of Employee for adoption; and their parental leave (or 24 weeks at half pay).

BankVic Enterprise Agreement 2019 24 (b) Where both parents are other accrued paid or unpaid leave to Employees of BankVic, the deal with the impact of family violence maximum amount of paid parental where the Employee seeks to do so. leave is 12 weeks. The period may 5.8.3. Examples of activities in which an be taken by either parent or Employee may need to utilise family partially by both in a combination violence leave includes attending of their choice. medical appointments, preparing for (c) Payment under this clause 5.7.7 is and attending legal proceedings and in addition to any entitlement an other activities related to dealing with Employee may have to any form of the impact of family violence. parental leave pay provided by the 5.8.4. The special paid leave provided for in Australian Government. clause 5.8.2 may be taken as 5.7.8. Paid Secondary Carer’s Leave consecutive days, single days or as a (a) An Employee who is the secondary fraction of a day. carer when the child has been born 5.8.5. BankVic may seek evidence from an or after placement of the child, will Employee of the reason for the taking be entitled to two weeks paid of leave under this clause 5.8. Examples secondary carer’s leave. This leave of evidence are a document (including may be taken in separate periods a letter or certificate) issued by Police, a (weeks, days or part days) during Court, a Doctor, a District Nurse, a or concurrent within the first six Maternal and Child Health Care Nurse, months of their partner’s parental a Counsellor, a Psychologist, a Family leave. Violence Support Service or a Lawyer. (b) Payment under this clause 5.7.8 is 5.8.6. BankVic is committed to working with in addition to any entitlement an Employees experiencing family violence Employee may have to any form of to provide support, including providing parental leave pay provided by the a safe work environment for the Australian Government. Employee and/or changes to their 5.7.9. The payments set out in clause 5.7.7 working arrangements where required. and 5.7.8 will be paid on the normal 5.8.7. The entitlements in this clause are in paydays during parental leave. addition to and will not operate to limit the entitlement to unpaid family and 5.8. FAMILY VIOLENCE LEAVE domestic violence leave provided in the 5.8.1. BankVic recognises that Employees Act and the Award. sometimes face situations of violence and abuse in their personal life that 5.9. PUBLIC HOLIDAYS may affect their mental, emotional or 5.9.1. Employees employed in full-time and physical health and safety, and/or part-time employment will be entitled attendance and performance at work. to the following public holidays without BankVic is committed to providing loss of pay: New Year’s Day, Australia support to Employees that experience Day, Anzac Day, Good Friday, Easter family violence. Saturday, Easter Monday, Queen’s 5.8.2. An Employee experiencing family Birthday, Labour Day (or Eight Hours violence will have access to up to 10 Day), Friday before the AFL Grand days per year of special paid leave (this Final, Melbourne Cup Day, Christmas leave does not accrue). BankVic will Day and Boxing Day. also facilitate an Employee accessing 5.9.2. If a day is legislated, declared, accrued paid personal leave and any proclaimed or gazette or otherwise

BankVic Enterprise Agreement 2019 25 prescribed as a public holiday within Victoria, or a locality within Victoria, in substitution for any of the days or in addition to any of the days outlined in clause 5.9.1, that day will be the public holiday for the purposes of this agreement, in lieu of the day specified under clause 5.9.1.

5.9.3. Where Christmas Day, Boxing Day, New Years Day or Australia Day falls on a Saturday or Sunday, the public holiday shall be observed on the following Monday.

5.9.4. Where in Victoria public holidays are declared or prescribed on days other than those set out above, those days shall constitute additional holidays for the purpose of this Agreement.

5.9.5. BankVic and the Employees may by agreement substitute another day for a public holiday.

5.9.6. Payment for Public Holidays (a) Employees that work on a public holiday or a substituted day will be paid at the rate of double time and a half for each hour worked. (b) Where both a public holiday and substitute day are worked, public holiday penalties are payable on one of those days at the election of the Employee. (c) Irrespective of the number of hours worked under clause 5.9.6, the Employee will be paid a minimum of four hours at the applicable rate for the public holiday worked.

BankVic Enterprise Agreement 2019 26

Change & Consultation

6.1. Consultation About Major Change..………………….…………. 28

6.2. Consultation About Change of Ordinary Hours or Roster……. 28

6.3. Appointing A Representative.……………………………………. 29

6.4. Confidential Information………………………………………….. 29

6.5. Genuine Consideration……………………………………………. 29

BankVic Enterprise Agreement 2019 27

6.1. CONSULTATION ABOUT MAJOR 6.2. CONSULTATION ABOUT CHANGE CHANGE OF ORDINARY HOURS OR ROSTER 6.1.1. Where BankVic makes a definite 6.2.1 This clause 6.2 does not apply to decision to introduce a major change to Contact Centre and Branch Employees production, program, organisation, that were employed prior to the structure or technology in relation to Commencement date. Consultation the workplace, that is likely to have a about change of Ordinary Hours or Significant Effect on Employees, roster for Contact Centre and Branch BankVic will give notice of the changes Employees that were employed prior to to all Employees who may be affected the Commencement Date is provided by them and their representatives (if for in clause 11.2 in Appendix A. any). This includes a change that may 6.2.2 In the event that BankVic proposes to lead to a position or positions being change the Ordinary Hours or roster of made redundant and/or the an Employee (other than an Employee retrenchment of an Employee or whose working hours are irregular, Employees. sporadic or unpredictable), the 6.1.2. As soon as practicable after a definite following process will apply as soon as decision has been made, BankVic will practicable: discuss with affected Employees and (a) BankVic will discuss the proposed their representatives (if any) and change with the Relevant provide the following information in Employees; writing: (b) the Employees affected by the (a) The reason for the introduction of proposed change (and their the change, including the nature of representatives, if any) will be the change proposed; provided with all relevant (b) The likely and expected effects on information about the change, Employees of the change; including:

(c) Where relevant, the number of i) the nature of the change; positions proposed to be made ii) information about what BankVic redundant; reasonably believes will be the effects of the change on the (d) Where relevant, the types of Employee; and positions and locations of the iii) any other matters that BankVic positions to be made redundant; reasonably believes are likely to (e) Measures taken to avert or affect the Employees; minimise the adverse effects of the changes on Employees, including 6.2.3 An affected Employee (and their any proposed redundancies; representatives, if any) will be invited to give their view about the impact of the (f) Where relevant, the proposed proposed changes on them. timetable for the implementation of redundancies; and 6.2.4 BankVic and Employees will consult with each other about proposed (g) Any other matters likely to affect changes in an environment of trust and the Employees. open and honest communication, taking the following into consideration:  the provision of a high level of service for our members;

BankVic Enterprise Agreement 2019 28

 the operational requirements of the business; and  the Employee’s preferences, needs and personal commitments (including any impact on their family or caring responsibilities)

6.2.5 If agreement cannot be reached as to the change in hours of work or roster, BankVic will provide at least one month’s notice of the change.

6.2.6 If an Employee requests additional time to make changes to their personal arrangements, an additional period of notice will not be unreasonably withheld.

6.2.7 If an Employee disagrees with their Manager’s determination of the change to hours, the Employee may use the dispute resolution procedure as set out in clause 9.1 of this Agreement.

6.3. APPOINTING A REPRESENTATIVE 6.3.1. An Employee may appoint a representative for the purposes of consultation under clause 6.1 and 6.2.

6.3.2. If a representative is appointed, the Employee will advise BankVic so that the representative can be recognised and included in discussions.

6.4. CONFIDENTIAL INFORMATION BankVic is not required to disclose any information that identifies an individual Employee to any other person apart from the individual concerned; or confidential or commercially sensitive information.

6.5. GENUINE CONSIDERATION BankVic will give prompt and genuine consideration to matters raised by the Relevant Employees.

BankVic Enterprise Agreement 2019 29

Redundancy, Redeployment & Retrenchment

7.1. Redundancy….…………………….………………………………. 31

7.2. Redeployment……….………………………………….…………. 31

7.3. Retrenchment………...……………………………………………. 31

7.4. Transfer of Business…….………………………………………….. 32

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7.1. REDUNDANCY 7.2.4. Offer of Alternative Employment (a) Where an Employee cannot be 7.1.1. To adapt to change, roles may become redeployed into a Directly redundant, not people. If an Comparable Position in Employee’s role is redundant, every accordance with the terms of reasonable effort will be made to avoid clause 7.2.3, as an alternative to retrenchment through redeployment, retrenchment, the Employee may retraining, normal employee turnover, be offered Alternative managing recruitment and exploring Employment with BankVic. other options for Employees to remain in employment with BankVic. (b) The offer of Alternative Employment will be in writing and 7.1.2. Selection Process will state that normal retrenchment Where selection for redundancy is provisions will apply if the offer of necessary, BankVic will consider: Alternative Employment is not (a) ability to perform duties; accepted. The offer will include the following information about the (b) length of service; proposed job option(s): (c) special circumstances such as the  location; need to retain specific skills; and  level/grade;  principal duties; and (d) individual preferences.  TEC offered for the role. 7.2. REDEPLOYMENT 7.2.5. Alternative Employment Trial Period (a) If the Employee accepts 7.2.1. In filling vacancies within BankVic, first Alternative Employment under consideration will be given to suitably clause 7.2.4, there will be a two qualified Employees whose roles are month trial period for the being made redundant. Employee in the new position. 7.2.2. An Employee will not be retrenched (b) During the two month trial period, until all reasonable alternatives for if either the Employee or BankVic continuing employment have been decides that the Employee is explored. unsuited to the new position, the 7.2.3. Offer of a Directly Comparable party that makes that decision will, Position before the end of the two month (a) Where an Employee accepts trial period, give the other party redeployment within BankVic to a notice of termination in Directly Comparable Position, the accordance with clause 7.3.1 and Employee will be transferred into the Employee’s employment with that position and the retrenchment BankVic will end as a result of provisions of this Agreement will retrenchment without loss of not apply. entitlement to severance payments at the end of the notice period. (b) Where an Employee rejects a Directly Comparable Position, they may seek to be made redundant or 7.3. RETRENCHMENT consider an offer of Alternative 7.3.1. Notice of Retrenchment Employment, however the (a) All Employees to be retrenched entitlement to severance pay as will be given the maximum notice set out in clause 7.3.2 will not of termination of employment apply. (including the proposed retrenchment date if available). No

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Employee will receive less than six (b) The maximum payment under this weeks’ written notice or payment clause 7.3.2 will be capped at the in lieu of that notice. This period equivalent of 40 weeks’ Base of notice is inclusive of the period Salary. of notice provided for in clause 8.1 7.3.3. Employees on leave of this Agreement. Employees will not be retrenched while (b) Employees who are 45 years of they are on parental leave, leave age and over and who have had at without pay, or extended personal least two years continuous service leave for personal illness or injury. If with BankVic will receive an their position has been made additional week of notice or redundant while they are absent from payment in lieu of notice. work, efforts to avoid retrenchment will commence two months prior to their (c) An Employee who has been given expected date to return to work. notice of termination under this

clause 7.3.1 will, in the last four 7.3.4. Outplacement Services and Employee weeks of the notice period (or the Assistance Program last five weeks if the Employee is Retrenched Employees will have access over 45 years of age and has to a career transition and Employee completed at least two years of Assistance Program, provided at service), be allowed time off to BankVic’s expense and discretion. seek other employment. Any time off will be taken by agreement 7.4. TRANSFER OF BUSINESS between the Employee and their Manager. The maximum period of In the event that BankVic’s business is time an Employee may take off transferred to another Employer, the Act under this clause 7.3.1(c) is one will apply. day each week. (d) An Employee who receives notice of retrenchment may seek to terminate their employment prior to the expiry of the notice period without forfeiting their entitlement to severance payments. The un- worked portion of the notice period will not be paid.

7.3.2. Severance Payment (a) If an Employee’s employment is terminated by retrenchment, the Employee will be paid a severance payment calculated as follows: i) four weeks’ Base Salary for the first year of service; plus ii) three weeks’ Base Salary for each subsequent year of continuous service; plus iii) a pro-rata payment for each completed month of service in the final part year of service.

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Leaving BankVic

8.1. Termination of Employment………………………………………. 34

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8.1. TERMINATION OF EMPLOYMENT employment prior to the end of the notice period and receive payment up 8.1.1 For Employees that earn below the to the last hour worked only. Eligibility Threshold, either party may terminate the employment of an 8.1.8 If an Employee who is at least 18 years Employee by giving written notice of old does not work the required notice, termination in accordance with the BankVic may deduct from wages due to following table. the Employee upon termination of employment, an amount that is not Employee’s period of Period of Notice more than one week’s wages for the continuous service Employee. This clause does not apply Less than 1 year 1 week to Employees who have been made 1 – 3 years 2 weeks redundant and who leave during the notice period in accordance with clause 3 – 5 years 3 weeks 12.2 of the Award. More than 5 years 4 weeks 8.1.9 If BankVic has agreed to a shorter 8.1.2 For Employees that earn above the period of notice than that required Eligibility Threshold, either party may under clause 8.1.1, then no deduction terminate the employment of an will be made under clause 8.1.7. A Employee by giving four weeks written deduction made under clause 8.1.7 will notice of termination. not be unreasonable in the 8.1.3 If an Employee is over 45 years of age circumstances. and has completed at least two years of 8.1.10 Where BankVic has given notice of service, they will be entitled to an termination to an Employee, the additional week of notice from BankVic. Employee will be allowed time off There is no requirement on the without loss of pay of up to one day for Employee to provide BankVic with an the purpose of seeking other additional week of notice in accordance employment. This time off is to be with this clause 8.1.3. taken at times that are convenient to 8.1.4 In the event that BankVic terminates an the Employee after consultation with Employees employment during their their Manager. probationary period, they will be 8.1.11 The period of notice in this clause 8.1 provided with notice in accordance with does not apply in the following clause 8.1.1 and should be advised at circumstances: least 10 working days prior to the end (a) in the case of dismissal for serious of their probation period. misconduct; 8.1.5 If either BankVic or the Employee gives (b) to Employees engaged on a fixed notice of termination of employment, term basis where their BankVic may elect to make a payment employment terminates at the end in lieu of notice (or any part of notice). of the specific period of time or 8.1.6 A payment in lieu of notice will include specific task; the amounts ordinarily payable to the (c) to trainees whose employment Employee for working their Ordinary under a Traineeship Agreement or Hours, including allowances, loading, an approved traineeship is for a penalties and any other amounts specified period or is, for any other payable under this Agreement. reason, limited to the duration for 8.1.7 By agreement between an Employee the Traineeship Agreement; or and BankVic, the Employee after giving (d) to casual Employees. notice of termination, may leave their

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Dispute Resolution

9.1. Procedure…….…………………….………………………………. 36

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9.1. PROCEDURE 9.1.1 Where a grievance or dispute arises about a matter under this Agreement or the NES, the parties will follow the below procedure:

(a) As soon as practicable after the grievance or dispute has arisen, the parties to the dispute will attempt to resolve the matter at the workplace level by discussion between the Employee and their Manager, affording them reasonable opportunity to remedy the grievance or dispute.

(b) Where the attempt at resolution has been unsuccessful, or where the matter is of such a nature that a direct discussion between the Employee and their Manager would be inappropriate, the Employee will take the matter up with more senior levels of management (which may include People and Culture).

(c) If the matter is unable to be resolved by steps (a) and (b), the dispute can be submitted to FWC by either party to the matter, in an endeavor to resolve the dispute by conciliation in the first instance.

(d) If the matter is still unable to be resolved, either party to the matter may then seek to have FWC resolve the dispute by arbitration.

9.1.2 An Employee may be represented by the FSU or another representative of the Employee’s choice at any stage of this process.

9.1.3 Wherever possible, attempts to resolve the dispute should occur within 10 working days for each stage of the process set out in clause 9.1.1.

9.1.4 While the Parties are trying to resolve the dispute in accordance with this clause, without prejudice to either party, work will continue in the manner prior to the dispute arising.

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Workplace Commitments

10.1. A Safe and Healthy Workplace.….……………………………... 38

10.2. Adequate Staffing………………………………….….…………. 38

10.3. Anti Discrimination..……………………………….…………….. 38

10.4. Individual Flexibility Arrangements…………………………….. 38

10.5. Flexibility Requests…….…………………………………………. 38

10.6. Union Relations……………………………………………………. 39

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10.1. A SAFE AND HEALTHY vary the effect of terms of the WORKPLACE Agreement if: 10.1.1 BankVic is committed to providing our (a) the Agreement deals with one of Employees with a safe and healthy more of the following matters: working environment. i) arrangements about when work is performed; 10.1.2 BankVic is committed to involving ii) overtime and penalty rates; people at all levels of the business in iii) allowances; managing occupational health and iv) leave loading; and safety matters in the workplace and as a minimum, will operate within the (b) the arrangement is genuinely relevant legislation agreed to by BankVic and the Employee.

10.2. ADEQUATE STAFFING 10.4.2 BankVic will ensure that the terms of 10.2.1 To ensure BankVic’s business the individual flexibility arrangement: continuity, there will be appropriate (a) are about permitted matters under levels of staffing and the provision of section 172 of the Act; and adequately trained relief Employees (b) are not unlawful terms under from other areas to cover absences. section 194 of the Act; and 10.2.2 BankVic will regularly review its staffing (c) result in the Employee being methodology to ensure that it is current better off overall than the and provides adequate staffing. Employee would be if no arrangement was made. 10.2.3 If an Employee (or their representative) has a concern about the staffing levels 10.4.3 BankVic will ensure that the individual within a Business Unit, the concern will flexibility arrangement is in writing and initially be raised with the Manager of signed by BankVic and the Employee that Business Unit. If the problem (or if the Employee is under 18 years of remains unresolved, it will be age, is also signed by a parent or addressed in accordance with the guardian of the Employee). Dispute procedure, clause 9.1. 10.4.4 BankVic will give the Employee a copy of the individual flexibility arrangement 10.3. ANTI DISCRIMINATION within 14 days after it is agreed to. It is the intention of the Parties to respect 10.4.5 BankVic or the Employee may the diversity of the workplace by helping terminate the individual flexibility to prevent and eliminate discrimination on arrangement: the basis of race, colour, sex, sexual (a) by giving no more than 28 days’ orientation, age, physical or mental written notice to the other party to disability, marital status, family or carer’s the arrangement; or responsibilities, pregnancy, religion, (b) if BankVic and the Employee agree political opinion, national extraction or in writing, at any time. social origin.

10.5. FLEXIBILITY REQUESTS 10.4. INDIVIDUAL FLEXIBILITY ARRANGEMENTS 10.5.1 BankVic recognises that Employees have a wide range of family and 10.4.1 BankVic and an Employee covered by personal commitments, including but this Agreement may agree to make an not limited to child and elderly care individual flexibility arrangement to responsibilities. BankVic will take a

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flexible approach to accommodate an considered and concerns are dealt Employee’s personal responsibilities. with appropriately and efficiently.

10.5.2 Employees have the right to request 10.6.4 FSU Workplace Representatives flexible working arrangements in (a) Upon written advice from the FSU, accordance with the NES. BankVic will recognise one or more nominated Employees to act as an 10.5.3 A flexible working arrangement must FSU workplace representative. be requested in writing, setting out details of the change sought and (b) On an as needs basis and in reasons for the change. BankVic will consideration of operational consider and respond to the request in requirements, workplace accordance with the NES and the representatives will be provided Award. with reasonable time and facilities during working hours for the 10.6. UNION RELATIONS purpose of attending to union related issues. This includes 10.6.1 BankVic recognises the role of the FSU reasonable access to telephone, in consulting with Employees over post, photocopying, intranet and matters that pertain to the employment e-mail facilities. relationship. (c) Appropriate adjustments will be 10.6.2 BankVic also recognises the right of made to the performance targets each Employee to decide whether they of FSU workplace representatives will join or not join the union. to take into consideration their 10.6.3 Information Sharing additional duties, and this will be (a) BankVic and FSU recognise the acknowledged in performance need to have an informed and reviews. participative workforce in order to 10.6.5 Training achieve improved work practices in (a) Upon application by the FSU and an environment of structural and with BankVic’s agreement, each workplace change. FSU workplace representative will (b) To facilitate information sharing, be granted up to five days paid BankVic will provide the FSU with leave each calendar year (non access to its email, notice boards cumulative) to attend training, a and intranet for the placement of seminar or course that is related to union materials pertaining to the the provision of skills and employment relationship, in a competencies that will assist the manner that does not interfere workplace representative with the with the efficiency or security of prompt resolution of employment BankVic’s systems. relationship matters.

(c) BankVic, Employees and any (b) Paid leave is provided on the nominated representatives (which requirement that FSU provides may include FSU) will meet on a BankVic with at least 14 days regular basis as the ‘Joint written notice, which includes the Consultative Committee’ to nature, content and duration of the discuss matters of concern and any course to be attended. proposed changes to workplace (c) Training leave granted to an FSU arrangements. These discussions workplace representative will be will aim to improve internal subject to BankVic’s operational communications and to ensure Employee input is sought and

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requirements, but approval will not be unreasonably withheld.

(d) Training leave will count as full service for all purposes within this Agreement, including RDOs.

10.6.6 Where an FSU workplace representative holds an honorary official position with the FSU, BankVic will provide reasonable additional leave for that Employee to attend FSU conferences, Enterprise Council or Executive Committee meetings.

10.6.7 In the event there is a disagreement arising from the outcome of this clause, the matter may be settled using the dispute resolution procedure as set out in clause 9.1 of this Agreement.

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Appendix A – Grandfathered Provisions

11.1. Saturday Work for Contact Centre and Branches…………….. 42

11.2. Consultation About Change of Ordinary Hours or Roster…... 42

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11.1. SATURDAY WORK FOR CONTACT previously agreed to, it is the CENTRE AND BRANCHES Employee’s responsibility to ensure that BankVic’s operational needs are met by 11.1.1 This clause only applies to Contact arranging to have another Employee Centre and Branch Employees that work their shift. were employed prior to the Commencement Date. 11.2. CONSULTATION ABOUT CHANGE 11.1.2 Full-time Employees who work in OF ORDINARY HOURS OR ROSTER Contact Centres and Branches must 11.2.1 This clause only applies to Contact work a minimum of five Saturdays each Centre and Branch Employees that calendar year as part of their Ordinary were employed prior to the Hours. Any additional Saturday work Commencement Date. will be on a voluntary basis. 11.2.2 In the event that BankVic proposes to 11.1.3 Employees working Ordinary Hours on change the Ordinary Hours or roster of a Saturday will be paid the Saturday a Contact Centre or Branch Employee Pay Rate. that is eligible as set out in clause 11.1.4 In implementing the requirement under 11.2.1 (other than an Employee whose clause 11.1.2 to work a minimum working hours are irregular, sporadic or number of Saturdays each calendar unpredictable), the following process year, the following process will apply: will apply as soon as practicable:

(a) Managers will provide to the (a) BankVic will discuss the proposed Employees affected (and their change with the Relevant representatives, if any) information Employees; about the requirement to work on (b) the Employees affected by the Saturdays (for example, when it is proposed change (and their to begin) and invite the Employees representatives, if any) will be to give their views about the provided with all relevant impact of this on them; information about the change, (b) Managers will first seek including: expressions of interest from the i) the nature of the change; affected Employees as to which ii) information about what BankVic five Saturdays they would prefer to reasonably believes will be the work; effects of the change on the (c) Managers and Employees will Employee; and consult with each other about the iii) any other matters that BankVic Saturday hours, taking the reasonably believes are likely to following into consideration: affect the Employees;  the provision of a high level of 11.2.3 An affected Employee (and their service for our members; representatives, if any) will be invited to  the operational requirements of give their view about the impact of the the business; and proposed changes on them.  the Employees’ preferences, needs and commitments in an 11.2.4 BankVic and Employees will consult environment of trust, and open with each other about proposed and honest communication. changes in an environment of trust and open and honest communication, 11.1.5 In the event an Employee knows in taking the following into consideration: advance that they are unable to work one of the five Saturdays that they have

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 the provision of a high level of service for our members;  the operational requirements of the business; and  the Employee’s preferences, needs and personal commitments (including any impact on their family or caring responsibilities)

11.2.5 If agreement cannot be reached as to the change in hours of work, either party may use the dispute resolution procedure as set out in clause 9.1 of this Agreement.

11.1.6 Appointing a representative (a) An Employee may appoint a representative for the purposes of consultation under clause 11.2.

(b) If a representative is appointed, the Employee will advise BankVic so that the representative can be recognised and included in discussions.

11.1.7 Confidential information BankVic is not required to disclose any information that identifies an individual Employee to any other person apart from the individual concerned; or confidential or commercially sensitive information.

11.1.8 Genuine Consideration BankVic will give prompt and genuine consideration to matters raised under clause 11.2 by the Relevant Employees.

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Appendix B – Classification Structure

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Level 1 extensive range of skills and knowledge at a A Level 1 position is one in which Employees higher level than required in Level 2. work within established routines, methods and procedures that are predictable and may require The position encompasses limited discretion in the exercise of limited discretion. achieving task outcomes. A level of delegation and authority may be employed consistent with Typical activities and skills may include but are the job function and is performed predominantly not limited to: within established policies and guidelines.  applying basic office procedures;  operating office equipment; Those employed at this level are responsible and accountable for their own work, and may be  receiving, sorting, distributing and filing expected to provide direction to other correspondence and documents; Employees.  performing basic manual or technical duties;

 performing defined data entry/inquiry tasks; Typical activities and skills may include but are and/or not limited to:  answering enquiries using a general  undertaking of projects; knowledge of BankVic’s services  preparing reports and recommendations within their own job function; Example Positions – Office Trainee  drafting of routine correspondence;

 administering/maintaining Employee

records; and/or Level 2  deliver and/or co-ordination of learning and A Level 2 position performs tasks and service development activities. requirements given authority within defined

limits and BankVic’s established guidelines, using Example Positions – Contact Centre Consultant, a more extensive range of skills and knowledge Insurance Consultant, Personal Banker, Card at a level higher than in Level 1. Operations Consultant, Banking Operations

Consultant Level 2 Employees are responsible for their own work which is performed within established routines, methods and procedures. Level 4 Typical activities and skills may include but are A Level 4 position is one in which tasks and not limited to: service requirements are performed using a more  processing of standard documentation; extensive range of skills and knowledge at a level higher than required at Level 3. Those employed  undertaking cashiering functions; at this level are responsible for their own work  answering enquiries from members and and any employees under their supervision. external parties using a detailed knowledge

of specific business activities; Positions at this level require the application of  drafting correspondence appropriate to job relevant specialist knowledge and experience. function;  organising own work schedule; and/or Those employed at this level would be required  providing information/assistance to other to advise on a range of activities and contribute Employees. to the determination of objectives within the required area of expertise. Example Positions – Administrator, Mail Officer, Intern Typical activities and skills may include but are not limited to:  managing and maintaining service Level 3 standards; A Level 3 position is one in which tasks and  overseeing day-to-day operations of service requirements are performed using a more functional areas of responsibilities;

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 initiating disciplinary processes;  assisting with the recruitment and selection of Employee; and/or  preparing of reports.

Example Positions – Home Loan Consultant, Team Leader Contact Centre, Service Delivery Consultant, Project Business Analyst, Compliance Specialist

Level 5 A Level 5 position is one in which tasks, service requirements, and supervisory functions are performed using a more extensive range of skills and knowledge at a higher level than required at Level 4.

The position may be: (a) a specialised role, possibly supported by one or two junior Employees, requiring formal qualifications and/or specialised vocational training; and/or (b) a managerial role (managing 5-10 people) responsible for the operation of part or parts of BankVic’s business.

Those employed at this level exercise considerable discretion and/or are responsible for operational planning.

Example Positions – Team Leader Home Loan, Credit Assessment Specialist, Accountant

Level 6 A Level 6 position typically performs a middle managerial role primarily to control the conduct of a part of BankVic’s business and in which decisions are regularly made and responsibility accepted on matters relating to the administration and conduct of the part of the business. Those responsible for managing more than 10 people must be classified at this level.

Example Positions – Program Manager, Compliance Manager, Treasury Officer, Head of Function

BankVic Enterprise Agreement 2019 46 SIGNING PAGE

Signed for and on behalf of Police Financial Signed for and on behalf of the Finance Sector Services Limited. Union of Australia.

Julia Angrisano National Secretary, Finance Sector Union of Australia 215 Spring Street 341 Queen Street Melbourne, Victoria, 3000 Melbourne, Victoria, 3000

Authorised under rule 49 of the FSU's rules to sign industrial agreements

Signature of witness Signature of witness

Name of witness Name of witness

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