1. INTRODUCTION
Castle Hill RSL Club Ltd (CHRG)’s remuneration philosophy is to attract, retain and motivate our team members with a remuneration framework that aims for:
internal and external fairness,
pay equity and gender balance, and
the alignment with corporate objectives.
The purpose of this policy is to outline our remuneration principles, and to provide a set of guidelines with which we administer our remuneration programmes.
This policy applies to all leaders within CHRG.
2. REMUNERATION AND THE ‘AWARD’
Allteammembers of CHRG willbe remunerated in accordance with the Registeredand Licensed ClubsAward.
Upon commencement, all team members will be classified in accordance with the Award and where applicable, their remuneration will be set as ‘Award’ or ‘Above Award’.
‘Award’ team members will be paid the appropriate rate of pay for the role they perform on any given shift. CHRG will amend these rates in accordance with any Award changes, as they are handed down.
3. REMUNERATION REVIEWS
All remuneration review processes must account for the six main factors that contribute towards equitable remuneration, namely:
job responsibilities and requirements
external Award and market relativity
internal pay parity
capability
individual performance in role
affordability
3.1.Authorities
The delegated authorities for all remuneration proposals or decisions are as follows: Role
GCEO BoardofDirectors
Top5Executives GCEO BoardofDirectors
DirectreportstotheGCEO(nottop5) PeopleandGCOO GCEO
DirectreportstotheGCOO PeopleandGCOO GCEO
Allotheremployees LineManagers GCOO
Anyspecialpaymentsuptoandincluding$5k GCOO
Anyspecialpaymentabove$5k GCEO
3.2.Annual Remuneration Review
The remuneration of all ‘Above Award’ team members is reviewed annually.
To be eligible for an annual review, the employee must have been continuously employed by the company for at least the preceding six months and must have a formal, documented performance review/check-in completed within the preceding six months.
The company is not obliged to increase an employee’s remuneration following any annual review.
Each year the People team will complete an audit of all current ‘Above Award’ wages/salaries against the appropriate classification and prepare documentation for the review. The review will occur in the following stages:
1. The Head of People & Purpose will provide each Executive and Operational Leader with the relevant data for their team, including comparative Award rates.
2. The Leader and the People team will meet to review the data and commence discussions on required (due to Award changes) and recommended changes.
3. The Leader will submit their recommendations in the requested timeframe.
4. The Head of People & Purpose and the Group COO will review the Leader recommendations and make final recommendations.
5. The Group COO and/or the Group CEO will complete a final review and approvals in accordance with the Authorities' section of this policy.
6. The Head of People & Purpose will provide final approvals to the Leaders and Payroll
7. The Head of People & Purpose will prepare and issue notifications to the team members.
3.3.Interim Remuneration Adjustments
Interim remuneration adjustments may be made at the company’s sole discretion as a result of, for example, a transfer, promotion, or increase in responsibility occurring outside the annual review cycle. Any proposal to adjust remuneration must be supported with appropriate information and follow the same approval process as set out in the Authorities' section of this policy.
3.4.Special payments
No special payments – whether to recognise acting appointments, or to retain an employee at risk of leaving the company, or to address location-based pay differences or for any other reason – may be made, or committed to, without prior written approval of the Group CEO and/or Board where required.
Special payments will be inclusive of any employer contributions to superannuation plans.
4. RECORD KEEPING
All audit, recommendations and approvals will be recorded on the annual Remuneration Review Register and stored securely in the People & Purpose team files.
5. BREACH OF THIS POLICY
Breaches of this policy may result in counselling and or disciplinary action, up to and including dismissal.
6. REVIEW OF THIS POLICY
This policy will be reviewed every two years to ensure it remains consistent with all relevant legislative requirements, as well as the changing nature of the company or more frequently where legislative requirements are changed or amended.
7. POLICY COMMUNICATION AND EDUCATION
This policy will be stored on CHRG’s intranet site. It will be incorporated into induction/onboarding programs and CHRG will conduct education sessions on the application and operation of this policy as required and when any changes to the policy are implemented.
8. DOCUMENT HISTORY
Preparedby: Approvedby:
Alison Brinkman Head of People & Purpose