Your pay

Your pay is acknowledgement for your hard work and commitment. It may be determined by the level of your role, your performance and the training you have completed. When you start, your pay is detailed in your Employment Agreement and/or offer. Pay levels are managed by People Support and your Manager. 

Your pay will be credited directly to your bank account.

Team Members on hourly rates will be credited every second Tuesday evening, and will be able to access their pay no later than Wednesday of each pay fortnight. Your wage rate is reviewed from time to time as detailed in your Employment Agreement.

Salary payments are made monthly, no later than the 20th of each month. It may occur a day or two earlier when the 20th falls on a holiday or weekend. The pay is for that full calendar month (i.e. part in advance, part in arrears).  Your salary is reviewed annually as detailed in your Employment Agreement. 

We provide an online self-serve system called MyPay to you. You will receive a logon to MyPay which will allow you access to updating your details and electronic payslips. Salaried Team Members can also apply for leave via MyPay.

When you start, you let us know all the details required to pay you. After this please update MyPay if there are any changes to your bank account, home address and phone number. 

Any payments outside of our normal pay cycles are made at the discretion of your Manager and Payroll.

 

 

 

If your role requires you to participate in an on-call roster or to respond to emergency call outs, to fulfil the core support aspect of your role, please refer to the “On call/Emergency call out policy” on InSite.

 

 

Your employment agreement sets out your leave entitlements and benefits.  We ensure we meet NZ employment law requirements and even exceed them in some cases. Key points to note are:

 Refer to forms on inSite or MyPay to take leave or check with your Manager

 

Public holidays

As a retail operation which is open 7 days a week, there will be occasions when you may be required to work a public holiday as part of your normal roster.  The rules with public holidays are as follows*:

• If it is a day you normally work but that particular day you don’t: you receive your normal pay for that day and take the public holiday off
  

• If you would normally work that day and do: you receive time and a half for the hours you work on that day, plus one alternative day
  
• If you don’t normally work that day but do work that specific day: you receive time and a half. You will not get an alternative day (this is also the situation for casual staff).
  
• If you don’t normally work that day and don’t work the public holiday: you are not paid. 
  
• All work on a public holiday must be approved in advance by your Manager.
  
• Any alternative days are paid at ordinary rates of pay and you are expected to take them within 12 months or cash them up.
  

Your Manager will notify Payroll of your alternative day entitlement on weekly time sheets (if waged) or on a Public Holidays Payment Form (if salaried).

*Under current legislation. Should the legislation change WSL will adapt their policy accordingly.

The Holidays Act  can make Christmas and New Year’s Day somewhat complex – depending on the days on which they fall in the week, therefore- as required- comunications will be sent to clarify and guide managers and the team as required.

 If unsure, talk to People Support or check with your Manager

Birthday leave

A special feature for permanent Team Members working here is that you receive paid time off on or around the time of your birthday. If your birthday is on a day you do not work you will still get Birthday leave. You must apply for this leave as you would annual leave.  The amount of time off varies according to the number of hours you work, i.e. your total hours worked each week/days rostered each week and rounded up to the nearest half hour. E.g.: if you work 12 hours over 3 days each week, you will receive four hours off (12/3 = 4 hours).

Annual leave

You are entitled to four weeks paid holiday at the completion of each year of service, which must be taken within 12 months of earning that entitlement, to ensure you get a well-deserved break. You may take leave in advance of reaching your first-year anniversary, provided you have accrued the leave required, at the discretion of your Manager. The time and duration of your leave must be with the agreement of your Manager who needs to plan staffing and work around your leave. Please complete the leave application form off inSite or on MyPay as far in advance of the leave as possible. Your Manager will need at least two weeks’ notice in most cases. If you carry leave over from one year to the next your Manager can ask you to take time off (with at least two weeks’ notice). 

During our ‘Back to School’ promotional period, leave will only be granted in exceptional circumstances.

As of 1st April 2011, you can request up to one week of your annual leave be ‘cashed up’ once you next reach your leave entitlement anniversary. Only annual leave that you have become entitled to on or after the 1st of April 2011 can be cashed up, subject to your Managers agreement. Only the 4th week of your annual holiday entitlement can be cashed up. You must request this in writing, using the form for cashing up leave. Please note at Warehouse Stationery our preference is always for Team Members to take their leave rather than ‘cash up’ – as this leave is designed to give them a break, to help them stay refreshed and relaxed.

Refer to our ‘cashing up’ leave SOP and the form on inSite or check with your Manager or People Support

 

Leave without pay

After 12 months of starting with us, you can discuss and request in writing (to your Manager) leave without pay for up to one week. This may be granted at your Manager’s discretion. You must use all other outstanding annual leave and alternate days first.  For a longer period of leave without pay, we require your Manager’s Manager approval and that will be based on exceptional circumstances.

 

Career Break

We value the different skills and ideas that come from having team members with diverse life experiences and how these transferable skills contribute to our business. We want to support and encourage this diversity and so are offering a “Career Break” so that team members can explore other areas of life.

This initiative is aimed at those who would like to take up to 12 months off work, unpaid, to undertake activities that will build transferable skills, and have a job to return to. This could include a range of things that will extend your knowledge and experience like going on an overseas experience or pursuing further study.

Long service leave

We recognise exceptional commitment to the business through your length of service by offering a long service leave benefit.  This is on top of your normal annual leave.   At 10 years’, 20 years’ and 30 years’ service – you are eligible for an additional one special allocation of an extra four weeks.

This leave is to be taken within 2 years of it falling due unless you have your Manager’s approval.  Your Manager will need at least 3 months’ written notice for leave requests of 4 weeks or more to allow for sufficient time to arrange work cover.  This leave can be ‘cashed up’ at your request.