Summary of Employment Conditions

This is a summary of the conditions of employment for AGS employees.

Where there are specified conditions on employment, these will be clearly spelt out in the formal offer of employment.

To be eligible to apply for a job with AGS you must be either an Australian citizen, have permanent resident status or possess an appropriate work permit.

Working in AGS

AGS has national standards for employment conditions. Employees are involved through AGS agreements and the AGS Employee Council in the setting of these employment conditions. Decisions about employment matters are made according to the principles of equity, privacy and procedural fairness.

Judiciary Act employment

AGS employment terms and conditions are made under the Judiciary Act 1903.

Code of Conduct, Ethics and Misconduct

The highest standards of professional and personal conduct are expected of all AGS employees. The AGS Ethics and Conduct Framework sets the standards of behaviour expected of every AGS employee when dealing with AGS employees, clients, shareholders, politicians, members of the public and community groups.

Employment types

There are three types of employees in AGS:

� ongoing employee: who performs an ongoing function

� term employee: who is employed for the duration of a specified task or for a specified period of time

� casual employee: employed for duties that are irregular or intermittent.

Probation in AGS

All new ongoing and term employees are subject to probation. Employees will be advised prior to engagement of the probation arrangements pertaining to them.

All ongoing employees will be subject to a period of probation, unless waiver of probation has been approved.

All term employees will be engaged on probation unless waiver of probation has been approved. The period of probation will be determined by the length of contract and type of work for which the person has been engaged.

AGS performance program

In AGS all employees are expected to strive for outstanding performance and achieve corporate and business goals.

All employees develop a performance plan with their supervisor within three weeks of commencing employment. The performance program includes regular meetings with a supervisor to discuss progress, and to provide and receive feedback. At the end of year performance assessment, the supervisor and employee review the plan and the employee�s performance over the previous 12 months and decide upon an overall performance assessment rating.

Superannuation

AGS makes employer contributions to a complying superannuation fund or retirement savings account of the employee�s choice at the rate of 13.1% for ongoing employees or 9% for term employees.

Where employees do not make an election, AGS�s default scheme is Bankers Trust Balanced Returns investment portfolio.

New employees who are already members of CSS, PSS or PSSAP superannuation funds at the time of commencing with AGS should confirm with ComSuper whether they are eligible to continue their membership.

Individual performance bonuses

Individual performance bonuses are a key component of AGS�s overall remuneration strategy. Bonuses are paid to eligible ongoing employees (and term employees employed for a minimum of 12 weeks) on performance against net production targets for fee earners and against performance assessment under the AGS performance program for other employees.

AGS profitability bonus

A share of AGS profits is paid as a bonus to eligible employees.

Business allowances

Business allowances are provided to some employees for business development activities to recognise additional responsibilities.

Annual Remuneration Reviews

Annual Remuneration Review (ARR) is the process in AGS for reviewing the overall remuneration of an employee in the context of a business strategy. Reviews occur annually, and take into account salary, performance rewards, business allowances and other benefits.

Salary packaging

AGS employees are able to enter into salary packaging arrangements. At present an employee may sacrifice salary for additional superannuation contributions, vehicle purchase arrangements and donations to charities.

AGS classification structure

The AGS classification structure has two broadbanded streams, the �legal professional stream� (everyone in the legal team including legal assistants, paralegals, and lawyers to senior executive lawyers) and the �other professions stream� (the professionals supporting the legal teams, through library, IT, HR, finance and marketing services).

Lawyer Development Program

The Lawyer Development Program (LDP) provides for a development program for lawyers with less than five years post admission experience.

Work/life balance

AGS recognises the importance of work/life balance and has a wide range of options designed to help employees achieve a balance that suits their professional and personal interests.

Flexible working arrangements

Flexible working arrangements are available to all employees and are agreed with the supervisor, taking into account the business needs and priorities of AGS.

Part-time employment

Part-time employment is available in AGS. In most part-time work circumstances, remuneration, leave entitlements and other benefits are calculated on a pro-rata basis.

Recreation leave

Employees receive 20 days recreation leave for each 12 month period. Recreation leave accrues daily from the date they commence in AGS. Extra recreation leave of up to four weeks may be purchased. Recreation leave may also be converted to half pay.

Personal leave

Employees are able to use personal leave in the event of their, or a household member�s, illness or for compelling personal reasons. This leave accrues at the rate of 18 days per year.

Parenting leave

An employee whose partner gives birth to a child or whose partner adopts a child is able to access up to five days of their personal leave for the purposes of parenting leave.

Long service leave

Long service leave (LSL) in AGS is covered by the Long Service Leave (Commonwealth Employees) Act 1976. Employees accrue three months LSL after 10 years of employment and nine calendar days every year thereafter. LSL may be taken at either full or half pay. LSL cannot be accessed within the first 10 years of service.

Maternity leave

Twelve weeks paid maternity leave and up to 40 weeks of unpaid leave is available after 12 months of continuous employment.

Miscellaneous leave

In some cases leave may be granted in addition to recreation and personal leave. This leave may be approved as either paid or unpaid leave depending on the circumstances.

Continuing Legal Education Program

AGS provides opportunities for lawyers to fulfil their continuing legal education requirements by providing a calendar of in-house legal education activities delivered by senior practitioners.

Investment in learning and development

AGS provides support so that employees can also access appropriate learning and development opportunities that meet priority development needs as identified in performance and business plans.

Studies assistance

Employees may be granted studies assistance if the study is relevant to the business interests of AGS. Studies assistance may take the form of:

� leave with or without pay for study and course related purposes (e.g. travel and examinations), and/or

� financial assistance in the form of reimbursement of some or all costs associated with study (e.g. course fees, books and materials, travel and accommodation).

Safe and healthy workplace

Having a safe and healthy workplace is the responsibility of everyone in AGS. AGS�s Occupational Health & Safety (OH&S) agreement and policies set out how OH&S risk management is integrated into AGS business, in keeping with the principles of our OH&S Risk Management Model.

Workplace diversity

AGS�s workplace diversity policy promotes a working environment which:

� values diversity and equal employment opportunity

� is free from discrimination and harassment.