GWA’s remuneration and support policies recognise the need to attract, motivate and retain skilled employees.
The remuneration structure is designed to be market competitive and consists of the following key elements:
Variable remuneration is paid for achieving personal goals and overall financial targets. The objectives of the schemes are to maximise short term operating performance and longer term performance. Details of the remuneration schemes are provided in the company’s annual remuneration report.
The remuneration structure is supported by a range of employee policies which reflect the values of the organisation (eg health and safety, harassment, equal opportunity,) and recognition of the need for work life balance. Key policies are as follows:
Paid Parental leave
In addition to the entitlement to unpaid parental leave under the Fair Work Act and to further assist employees and their families, GWA will pay the difference between what an employee receives under the Government’s Paid Parental Leave Scheme and their normal weekly salary for a period of 9 weeks. Eligibility guidelines apply.
Flexible Work Hours
All requests for flexible work hours will be considered taking into consideration the employee’s individual circumstances and the requirements of the position.
Employees have the opportunity to take up to 2 weeks unpaid leave per year to allow them to pursue outside interests such as study, travel or providing care during school holidays. All accrued annual leave must be taken before applying for unpaid leave.
To assist our employees achieve a balance between work and outside interests we offer employees the opportunity to take an unpaid career break of 3-6 months to do just that. Eligibility guidelines apply.
The aim of phased retirement is to assist employees through the transition from full time work into retirement. It also allows for active succession planning. Guidelines apply.