Amberley O.S.H.C.

Children are our future, We are dedicated to their success!

8.27 Employee Remuneration and Entitlements

Amberley O.S.H.C. recognises the value of a high quality workforce and acknowledges the contribution that pay and conditions have on employee satisfaction and performance. Amberley O.S.H.C will ensure that all employees are appropriately remunerated and receive entitlements in accordance with conditions that are no less than those prescribed in the relevant award.

Relevant Laws and other Provisions

The laws and other provisions affecting this policy include:

  • Education and Care Services National Law Act, 2010 and Regulations 2011
  • Family and Child Commission Act 2014
  • Relevant Awards including:
    • Children’s Services Award 2010
    • Parents and Citizens Associations Award – State 2016
    • Education Services (Schools) General Staff Award 2010
  • Working with Children (Risk Management and Screening) Act 2000 and Regulations 2011
  • NQS Area: 4.2.1; 7.1; 7.3.1, 7.3.2, 7.3.3, 7.3.5.
  • Policies: 1 – Role and Expectations of Educators, 8.3 – Recruitment and Employment of Educators, 8.21 – Employee Retention Policy, 10.1 – Quality Compliance, 10.5 – Approval Requirements under Legislation, 10.6 – Service Supervisor Certificate Policy, 10.8 – Information Handling (Privacy and Confidentiality).


Award compliance

 A current copy of the relevant award shall be available at Amberley O.S.H.C. in a location accessible to employees.

All minimum conditions prescribed under the award shall be complied with.

Amberley O.S.H.C. may seek membership with an appropriate advisory body in dealing with industrial relations matters.

Negotiated above award conditions

To ensure the Approved Provider is able to provide a competitive employment arrangement recognising outstanding and/ or exemplary performance including the capacity to retain qualified, experienced and skillful employees, as the employer, they may enter into negotiated arrangements with above award conditions for employees.  In making such a decision, the employer will consider:

  • Performance;
  • Experience;
  • Qualifications;
  • Skills and knowledge;
  • Efforts;
  • Quality;
  • Client satisfaction;
  • Compliance history;
  • Business, educational and change leadership; and
  • Innovation and strategic planning.

Remuneration of the Responsible Person

 Generally, remuneration as the Responsible Person is taken into account for award payments aligned to Coordinator/Director and Assistant Coordinator/Director roles.

Employees remunerated at lower levels who are asked to, are deemed capable of and agree to act as the Responsible Person-in-Charge, shall be remunerated an hourly award-based payment for acting in such a role as determined appropriate.

Entitlements and allowances management

Employees shall be paid entitlements and allowances in accordance with the Award. Employees shall be required to submit an entitlement and allowance claim form with their timesheet in the relevant pay period.

Added 2 May 2017

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