(1) For the purpose of this Policy:
(2) This policy specifies the relocation assistance the University provides to new appointees who relocate to commence their appointments and existing employees who relocate to work at another SCU locality.
(3) This policy aims to provide assistance to new appointees and existing employees to help with the expense of relocating to another locality.
(4) The assistance offered in this policy is available to:
(5) Travel by private vehicle:
(6) Air Travel:
(7) New appointees are required to secure at least two quotes for the removal of their furniture and personal effects and, given that the University is only providing a contribution towards these expenses, they are encouraged to accept the lowest quote.
(8) New appointees are responsible for making all removal arrangements with a recognised removalist of their choice.
(9) Upon production of original receipts, the University will provide the following contribution towards the total cost of removal, including transit insurance and storage. The assistance provided does not attempt to cover the total direct or indirect costs associated with the removal. The rates shown are effective from 1 August 2016.
|Location||Unaccompanied New Appointee||Accompanied New Appointee|
|(A) New South Wales, Australian Capital Territory, Victoria, & Queensland||$3789||$5545|
|(B) South Australia, Western Australia, Northern Territory and Tasmania||$5275||$7844|
|(C) Overseas Countries||$6489||$10008|
(10) The assistance available in clauses (9) through (11) will be increased on 1st August each year to reflect annual consumer price index (CPI) increases.
(11) The University will not accept liability for any damage or loss incurred during the transit of furniture and personal effects.
(12) Only one claim for removal assistance will be accepted and the claim must be submitted within twelve months of commencing duty.
(13) In the event that two appointments are made from the one household, the level of assistance available to the members of that household will be the appropriate rate for an accompanied new appointee as specified in clauses (9) through (11).
(14) New appointees will be paid a taxable 'Settling-In Allowance' (to assist with immediate accommodation requirements regardless of whether the new appointee chooses to board, stay in Hotel/Motel accommodation, rent or purchase a dwelling when they commence their appointment.
(15) An allowance of $700 will be paid on the first pay day after commencement. Where the new appointee is accompanied by their partner and/or dependent children, an extra $100 will be paid for each additional person, up to a maximum payment of $1,000.
(16) The settling-in allowance may be considered taxable income by the Australian Taxation Office. For this reason, the new appointee should obtain their own independent taxation advice and retain all relevant receipts for submission to the Taxation Office, if required.
(17) Overseas appointees may elect to receive either:
(19) If currency conversion is necessary, reimbursement will be based on the rate of conversion applicable at the date the expense is incurred.
(20) The University does not offer repatriation assistance on cessation of employment.
(21) Where an employee resigns or retires within two years of commencement of employment, they will be liable to repay either all, or a portion, of the travel and removal assistance they have received. Accommodation assistance granted in accordance with this policy will not be recovered on separation.
(22) The amount of the repayment is based on the length of the employee's service with the University.
(23) The actual amount to be repaid will be determined on a case by case basis.
(24) These provisions apply where:
(25) The maximum amount of compensation available under this policy is $25,000.
(26) An existing employee granted assistance under these provisions is not eligible for any other financial assistance from the University.
(27) The Cost Centre in which the existing employee is located is responsible for all expenses.
(28) The University will consider claims for reimbursement from eligible existing employees up to the maximum amount of compensation available under this policy [see clause (25)], for the following expenses:
(29) Travel by private vehicle:
(30) Air Travel
(31) Reasonable costs incurred in moving the existing employee and their dependants, including transit insurance for removal of furniture and personal effects. Existing employees are required to provide at least two written quotes for the removal of their furniture and personal effects and discuss their removal plans with HR Services before confirming any arrangements.
(32) Storage of furniture and personal effects while the existing employee secures a place of residence in the new locality and subsequent delivery to the existing employee's new residence. Reimbursement will be considered for a maximum storage period of six months.
(33) Rental accommodation expenses while the existing employee is living away from their principal place of residence or waiting to secure a place of residence in the new locality. Reimbursement will be considered for up to a maximum of $300 per week for a maximum period of six months.
(34) An allowance of up to a maximum of $5,000 to compensate the existing employee for incidental costs associated with establishing a new place of residence (e.g. rental bond, telephone, electricity and gas reconnection, mail redirection for a limited period).
(35) Where the existing employee's principal place of residence is sold in order to relocate for work purposes, they are eligible for reimbursement of the following expenses:
(36) These expenses may be incurred:
(37) Actual expenses incurred are payable, within the limits of the total assistance offered in clause (26) where the existing employee is:
(38) In all other cases the amount payable will be a maximum equalling the proportion of expenses for which the existing employee is responsible.
(39) Unless special approval is given by the relevant Executive Member, an existing employee is not entitled to the payment of expenses in respect of a sale, a purchase, or a sale and purchase of a dwelling house which is:
(40) Assistance within the limits specified in clause (26) may also be available for expenses such as:
(41) The existing employee should discuss the extent of support required and available with the Head of the Work Unit. When requesting assistance, the existing employee should provide a submission to the relevant Executive Member setting out the details of the claim and supported by evidence in the form of letters, agreements, contracts, quotations, invoices and receipts.
(42) The relevant Executive Member will consider the application, taking into account the resources of the Work Unit.
(43) Where an existing employee has intentions to resign or retire within two years of commencing at the new location, the existing employee is required to advise the Head of the Work Unit of their intentions prior to relocating.
(44) If an employee voluntarily resigns or retires within two years of commencing at the new location, the University reserves the right to recover all, or a portion, of the removal assistance provided. Recovery will be determined on a case by case basis with regard being given to individual circumstances.
(45) If an existing employee requests a transfer to another location that is more than 60 kilometres from their existing workplace and place of residence and their request is approved by the Vice Chancellor, assistance will be available in accordance with the relocation assistance available for new appointees.
(46) If an existing employee applies for an advertised vacancy at another University location that is more than 60 kilometres from their existing workplace and place of residence and is the successful applicant for the position, assistance will also be available in accordance with the relocation assistance available for new appointees.
(47) All requests for assistance are to be supported by original documents such as agreements, contracts, quotes, invoices and receipts.