Summary

• Does your organisation define remuneration packages for its employees?
• Are packages ‘fixed’ or are they ‘flexible’? For example, can an employee choose how they want their package defined in terms of the components. A package may be worth $50,000 but the employee can elect to ‘spend’ some of that on a vehicle – $15,000, and take the balance as cash salary - $35,000?
• Is the difference between fixed and flexible package options related to the position that an employee is appointed to, for example, hierarchical positioning in your organisation?
• Does your organisation incorporate ‘at risk’ - dependent on performance results - elements in remuneration packages, and at what level would these normally apply?