The problem that a lot of shift workers on both salary with pre paid overtime or paid as you go is that your super only has to be paid on your dayshift 38hr rate, not your full wage. So if your base rate is say $50k, the company only has to pay super on that , regardless of the fact that your annualised wage with prepaid could anything from 50% more to 2.5 times more.
Now not all employers are like this, my dept. negotiated a compromise about halfway between base and actual salary(after a lot of "discussion"), and a company my father worked for paid him his super on his full earnings including both weekends and commission.



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