Great Place to Work

Family Leave Day

This extra day's leave allows you to attend an important family event or function. You're eligible for the Family Leave Day if you work full- or part-time, for 15.2 hours a week or more, and have 6 months of continuous service.

The benefit does not apply to casual staff and employees on contract who have worked with us for less than 12 months. The day must be taken before your 12 month anniversary day, otherwise it will be lost.The Family Leave day does not accumulate - only 1 day every 12 months can be taken.

As with other leave, you must discuss and seek approval from your manager prior to taking the day.

Work-Life Bonus Day

This bonus paid leave day is a reward if you who have an annual leave balance of 38 hours (or pro rata for part time staff) or less on the day before your anniversary date.

You are eligible for this bonus day if you are:

• working full time or part time - 15.2 hours a week or more
• have 12 months continuous service, and
• have taken your full annual leave entitlement.

This benefit does not apply to casual staff and employees who have worked for periods of less than 12 months.

The day must be taken before your next 12 month anniversary day, otherwise it will be lost. The Work-Life Bonus Day does not accumulate. As with other leave, you must discuss and seek approval from your manager prior to taking the day.

The 'Big Break' Pre-purchased Leave Option

This option allows employees the opportunity to plan for an extra long break, to enable them to travel, study or undertake a special project.

The purchase options offered are:

• 1, 2 or 4 weeks
• 3 months
• 6 months
• 12 months.

You are eligible to participate in the Big-Break scheme if you work full- or part-time for 15.2 hours a week or more. You will be are able to start your salary deductions for pre-purchased leave at the time of your appointment. The scheme is not available to casual staff and employees contracted for periods of less than twelve months.

How Does the Big Break Work?

Salary deduction for part-time staff is based on the hours of duty at the time of your application and will only be varied to take into account salary movements. Your salary for superannuation does not change by participating in this scheme.

You are allowed to withdraw from a pre-purchased leave scheme at any time, but you cannot resume for a period of 12 months after.

Pre-purchased leave can be taken in conjunction with annual, long service or parental leave. Annual leave loading will not be paid on any purchased leave. Pre-purchased leave counts as service for all purposes. You will continue to accrue your normal entitlements whilst on pre-purchased leave (e.g. annual, sick and long service leave). You will be expected to take up your normal duties on returning from your pre-purchased leave.

Your manager has the right to decline or renegotiate your application for pre-purchased leave if the proposed dates for its use conflict with operational requirements and or reduce service delivery to clients and their families.

If you are promoted, or transferred to another team or work site, you have to confirm or renegotiate the timing for taking the pre-purchased leave with your new manager.

Paid Parental Leave

In addition to the federal government's paid parental leave benefits, we offer the following paid parental leave benefits:

If you have one year but less than 3 years of continuous service, you are entitled to 6 weeks. This is paid as follows:

• 2 weeks paid maternity leave from the date the maternity leave commences. You then receive an additional 4 weeks leave on returning to your normal duties. This is paid to you as 1 week’s paid leave for 4 consecutive fortnights.

If you have 3 or more years of continuous service, you are entitled to 12 weeks. This is paid as follows:

• 5 weeks paid maternity leave from the date the maternity leave commences. You then receive an additional 7 weeks leave on returning to your normal duties. This is paid to you as 1 week’s paid leave for 7 consecutive fortnights.

Flexible Remuneration Packaging

Cerebral Palsy Alliance is committed to employing and retaining highly skilled and motivated employees and appropriate remuneration is an important part of this.

We offer competitive, externally benchmarked salaries for all of our non-award positions.

To eligible employees, we also offer salary packaging - a flexible, alternative remuneration strategy that benefits you and the organisation.

Salary packaging is also available to staff employed under the organisation's own 2 enterprise agreements.

Meal Entertainment and Venue Hire

As a not-for-profit organisation, we can offer you the opportunity to sacrifice up to $10,000 of your taxable gross salary towards a Meal Entertainment Fringe Benefit (MEFB) and sacrifice up to $10,000 of your taxable gross salary towards a Venue Hire Fringe Benefit (VHFB).

Meal entertainment is personal entertainment, i.e. food, drink, and taxi fares directly to and from a place which provides entertainment by way of food and drink.

Venue Hire includes the hire of a reception centre, function room or marquee or facilities for the provision of entertainment and/or recreation such as holiday accommodation.

We can make this offer to employees because of our status as a not-for-profit, Public Benevolent Institution (PBI). MEFBs and VHFBs are Fringe Benefit Tax (FBT) exempt and as such, are not subject to the $30,000 grossed up taxable FBT exemption limit.

More information about this benefit will be available when you join the organisation.

Income Protection Insurance

If you are a permanent full- or part-time employee (working at least 15 hours a week), and an AMP CustomSuper plan member, you will receive free income protection insurance.

If you become temporarily disabled, this insurance entitles you to a monthly income of 75% of your salary for a maximum period of 2 years (after a 3 month waiting period).

Discount Offers

Some of our sponsors and supporters offer discounts and special deals to employees and their families.

These may be:

• sporting goods
• wine
• PCs and laptops
• competitively priced mortgage products.

Please note: Cerebral Palsy Alliance, has no control over and makes no representation or warranty as to the accuracy, completeness or quality of the offers or the goods and/or services to which they relate. Accepting any of the offers is at the employee’s own risk. Should an employee intend to pursue any offer, they should make enquiries necessary to verify the information contained in the offer and to reach a decision regarding its merits based on their individual circumstances.

Recognition

We are committed to recognising and celebrating the efforts of our staff. We recognise your length of service and also your achievements and contribution to the organisation. We also know the importance of celebrating personal events such as farewells and weddings with other work colleagues.

Employees reaching the following milestones are formally recognised:

• 5 years
• 10 years
• 15 years
• 20 years of service
• greater than 20 years.

A number of different awards are also presented to employees in recognition of their personal contribution to the work of Cerebral Palsy Alliance. They are:

• The Outstanding Staff Award
• Are you being served?
• Customer Service Award
• The Einstein Award - for good ideas
• The PIER Award - for those who embody the organisation’s core values
• The Best Newcomer - encouragement award for new starters
• The Quiet Achiever Award
• The Greenfeet Award – for best environmentally friendly idea adopted across the organisation
• Cultural Diversity Award – recognising staff diversity.

When staff have been asked what has been their most positive experiences as an employee with Cerebral Palsy Alliance, the following responses are representative of many replies:

• Meeting such a wonderful, diverse range of people.
• Producing high quality, functional solutions for our clients and seeing them happily progress as a result
• Receiving staff recognition awards.
• Positive relationship formed with families that lead to increased willingness to complete practice with their children and increased participation in the community by the child with a disability.
• Working within great teams, learning from others in supportive situations, working with clients and their families and assisting them to achieve their goals.
• Working with clients to assist them to maximise the quality of their lives.
• I work in accommodation and I never thought I would find a job that adds to my life in such a positive way.
• Developing my PR skills and learning about other cultures, clients. How to handle them in a positive manner and make a positive change in clients lives.

When staff have been asked what are the three greatest strengths of Cerebral Palsy Alliance, the following responses are representative of many replies:

• Caring. Understanding. Quality care.
• Provides a good staff training program. Managers are very approachable. It is above par with service provision to clients at any other organisation.
• The staff, the values and the commitment to people with disabilities.
• 1.Passion; 2. Innovation; 3.Responsiveness.
• Family focused, transdisciplinary team approach, always willing to look at innovative projects that help clients and families to develop participation in the community.
• Innovation. Vision. Commitment to clients and staff equally.
• Innovation, openness in communications, reacting to needs as identified, can-do attitude.