Correct interpretation of the Enterprise Bargaining Agreement for overtime and leave loading will mitigate the risk to University finances and reputation.
2019-01-21
ShineWing Australia, through its extensive work with the Universities, has identified an emerging risk pertaining to the determination of payroll to casual and sessional staff for overtime and leave loading.
The issues arose from the interpretation of the EBA over a 7 year period and the Payroll masterfiles/tables not being updated to configure different rates of pay based on the time and hours of overtime worked by casual and sessional staff.
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Financial risk
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Reputation risk
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Compliance risk
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ShineWing Australia has assisted individual Universities to:
Quantify the underpayment of individual overtime pay in addition to the superannuation, annual leave, WorkCover and leave loading liabilities within the required timeframes
Liaise with the Auditor General’s office to provide assurance on the work being undertaken and to provide regular updates
Maintain auditable records for the Auditor General’s review
Liaise with legal advisors re ramifications of underpayments on tax and superannuation liabilities and any provisions required
Work with HR to identify root causes of the issues and identification of all costs requiring quantification.
Our approach of engagement, senior personnel on the project and efficient use of data analytics resulted in a cost efficient, seamless process with the all stakeholders being satisfied and no penalties being applied.
Jonathan Thomas T +61 3 8635 1972 |
Steven Allan T +61 3 8635 1913 |
Pallavi Khanna T +61 3 8779 6554
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