This policy applies to hiring of new and existing University staff who need to relocate from their primary place of residence in order to take up an academic or professional position at the University and to whom the University offers relocation assistance.
1.1. The University may offer relocation assistance to eligible individuals for the following purposes:
2.1. The University may offer relocation assistance to new or existing staff who meet all of the following criteria:
2.2. The University is not obligated to provide relocation assistance to individuals who meet the criteria outlined in section 2.1. Heads of budget divisions will determine which individuals are offered relocation assistance at their own discretion.
2.3. The University will not offer relocation assistance to individuals who have a partner who is currently in receipt of an offer of employment with the University that includes provisions for relocation assistance, unless the relevant faculty/graduate school/division cost centres agree to split the relocation costs in accordance with section 7.2 of the Relocation Procedure.
3.1. The University may offer the following types of relocation assistance:
a. travel expenses - costs associated with the staff member and their family travelling from the existing location to the new location
b. reimbursable relocation expenses - costs that will be reimbursed by the University to the agreed maximum level, upon presentation of tax invoices within 12 months of appointment
c. relocation incidental allowance - a one-off payment equivalent to the staff member's gross fortnightly salary to cover incidental expenses incurred as a result of relocating
d. settlement and orientation services provided by an approved relocation provider
e. international relocation support - costs associated with relocation from overseas, e.g. visa application support, tax advice.
3.2. In addition to the provisions outlined in section 3.1, the University may also allow the employee to take reasonable time off work to source permanent accommodation at their new location and for the packing and unpacking of household effects.
3.3. The department hiring the employee must specify details of the relocation assistance being offered in the employment contract. The University is not obligated to provide any relocation assistance other than that specified in the employment contract.
4.1. The University will not provide repatriation assistance in offers of employment to international candidates, except in circumstances outlined in sections 2.2 and 2.3 of the Relocation Procedure.
5.1. An employee who has been provided relocation assistance by the University and who resigns within 2 years of being appointed to the University must repay all or part of the money provided by the University for relocation in accordance with the formula outlined in the Relocation Procedure.
5.2. In exceptional circumstances, heads of budget divisions, in consultation with the Provost, may approve waivers to the requirement to repay relocation assistance money provided by the University.
Term | Definition |
family | Includes the employee's partner and any dependent children under the age of 18 years or 25 years if a full-time student at a secondary or tertiary institution. |
partner | The employee's recognised spouse, de facto or same sex partner. |
The Executive Director, Human Resources is responsible for the development, compliance monitoring and review of this policy and any associated guidelines.
The Director, HR Specialist Services, Human Resources is responsible for the promulgation and implementation of this policy in accordance with the scope outlined above. Enquiries about interpretation of this policy should be directed to the implementation officer.
This policy is to be reviewed by 30 November 2014.
Version | Approved By | Approval Date | Effective Date | Sections Modified |
1 | Senior Vice-Principal | 10 Sep 2013 | 10 Sep 2013 | N/A |
2 | Vice-Principal Administration & Finance | 21 May 2015 | 4 Jan 2016 | Fix broken links in Related Documents section. |