Anna McCartney is a financial analyst who works for Waratah Capital Ltd, a medium-sized investment firm in the suburbs. She commenced her employment on 1 August 2017. In order to attract her to the job, she was offered a sign-on bonus of $5,000. The amount was payable after a three-month probation period. As part of her employment arrangement for the year ending 30.06.2018, Anna received a base salary of $100,000. However, she is also entitled to a bonus based on market conditions. For the year ending 30.06.2018 she received a bonus of $20,000 paid on 1 January 2018 and a second bonus of $15,000 paid into her bank account on 12 July 2018. Anna also has $13,500 paid by her employer into her personal superannuation account during the year. She also makes an additional contribution by way of salary sacrifice of $5,000. As part of an incentive, and to recognise her performance, Anna attended an international finance conference in London in May 2018. The cost of the trip and conference fees was $8,000. Anna also received a travel allowance of $2,000 to help defray incidental costs. During the year, she redeemed some of her Qantas frequent flyer points accrued in relation to work-related travel paid for by the firm, to purchase a return air ticket to attend her sister’s wedding in Bali. As Anna uses her own car for work, she is given an allowance of 80 cents per kilometre for work-related travel. For the year ending 30.06.2018 she received an allowance of $2,250. In mid-June 2018, she received a compensation of $130,000 from her previous employer, for injuries she had sustained in a workplace accident in December 2016. The lump sum was divided into $40,000 loss of earnings, $60,000 loss of future earning capacity and $30,000 for pain and suffering. She seeks your advice as to whether it would be better to accept a lesser sum of $75,000 without any agreed basis as to how the funds were allocated between current and future earnings and pain and suffering.

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