Choice of fund - What it will mean to you?
The introduction of new Commonwealth legislation, effective 1 July 2005, enables employees to choose which superannuation fund their employer will pay the compulsory 10% employer contributions into on their behalf. Find out more about the 'Choice of Fund' legislation and how it affects you.
General superannuation information
A number of superannuation schemes operate at Federation University Australia. These differ depending on the staff member's classification and whether a staff member's position is funded by higher education or TAFE.
Government caps on contributions. The government imposes limits, called contribution caps, on the total amount of contributions that you can make to super in each financial year and still receive concessional tax treatment. If you exceed the caps you may pay a higher tax rate. UniSuper's contributions and caps.
Higher education funded positions
Academic and higher education funded general/professional staff are generally required to become members of UniSuper.
However, academic and general staff employees who do not wish to become members of UniSuper and wish to join an alternative superannuation fund can do so under the following conditions;
- the employee completes a standard choice form and attaches a compliance certificate from the super fund;
- provided that the number of employees who opt out of joining UniSuper does not exceed 5% of the total number of employees within superannuable classifications at Federation University Australia.
UniSuper is the industry super fund dedicated to all who work in Australia's higher education and research sector. UniSuper offers competitive fees, education and advisory services, flexible superannuation and pension products.
New staff members will be required to complete a UniSuper membership application form and read the supplied superannuation product disclosure statement (PDS).
UniSuper host a monthly webinar for new members which seek to introduce (primarily) new employees to the basic fund offering, including details of the defined benefit option versus accumulation alternative.
Any specific enquiries should be directed to the Payroll team.
Defined Benefit Division and Accumulation Super (2)
Full-time or fractional academic staff, and full-time or fractional higher education funded general staff, who are employed on a continuing basis or employed on a fixed-term contract of employment of 10 months or more in duration, are normally required to seek to join UniSuper, Defined Benefit Division and Accumulation Super (2). Normally membership to the UniSuper, Defined Benefit Division and Accumulation Super (2) is not available to staff members under 21 years of age, or for staff on fixed-term appointments of less than 10 months.
Employees in the defined benefit division:
- Receive 17% employer contributions (14% contribution to the defined benefit division and a further 3% of salary to the accumulation division).
- Have a period of 24 months from date of joining to decide whether to opt out of the Defined Benefit Division and join the Accumulation 2 division.
- Can contribute at a rate of 7% post tax (or 8.25% pre tax) member contributions into their account. This can be reduced under contribution flexibility: Fact Sheet: Contribution Flexibility (pdf, 141kb)
- Receive inbuilt death and disablement insurance cover with an option to apply for additional cover.
- Investment choice on accumulation accounts only.
Accumulation Super (1)
Employees in the Accumulation Super (1) applies to those staff members not granted entry into UniSuper, Defined Benefit Division and Accumulation Super (2) and it remains a compulsory, non-contributory scheme. It applies to some short fixed-term contract staff members and to most casual and sessional staff members (except those occupying very short term casual appointments).
Employees in the Accumulation 1 Division:
- Receive 10% (Superannuation Guarantee) employer contributions
- Full investment choice
- Optional death and disablement insurance cover
- Voluntary member superannuation contributions (casual/sessional staff excluded)
TAFE funded positions
TAFE Teachers are required to join the Victorian State Superannuation Scheme. The VicSuper Scheme applies for statutory superannuation cover. The University, as your employer, contributes 10% to this scheme for TAFE Teachers. TAFE teachers are eligible to nominate another fund of their choice, however the employer contribution remains at 10%.
Full-time and part-time TAFE general staff who are currently members of VicSuper, and new TAFE general staff, may, from 18 January 2009, elect to join either UniSuper (as provided above), subject to eligibility criteria and legal obligations being met, or VicSuper. The University, as your employer, contributes 11% to VicSuper for full-time and part-time TAFE general staff.
Current staff 'New scheme' members
Staff members (other than TAFE teachers) who are currently members of the now closed State Government 'New scheme' may, from 18 January 2009, choose to transfer their superannuation membership to UniSuper (as provided above), subject to eligibility and legal obligations being met.
Salary packaging/sacrificing arrangements may also be available for staff members making superannuation contributions.
Enquiries regarding superannuation schemes can be addressed to Manager, Payroll and Benefits by phoning +61 3 5327 9519 or email firstname.lastname@example.org.
UniSuper Consultative Committee
Under UniSuper Fund’s Trust Deed, there is a Consultative Committee (USCC) which comprises approximately 140 employer and member representatives. Its role is to give consent to Trust Deed amendments and to elect some directors to UniSuper Limited’s Board.
Federation is entitled to elect two staff representatives to this committee (one academic and one general/professional staff representative) every four years.