- Retirement alternatives
- Notice of retirement
- Termination payments
- Special studies program
- Relocation assistance
- Return of University property
- Providing feedback on retirement
1. Retirement refers to the voluntary termination of services by an employee who has the intention of retiring from the workforce and taking up any available superannuation or pension entitlements.
2. Anti-Discrimination Legislation in Australia prohibits discrimination on the basis of age. As a result, there is no compulsory retirement age.
3. In some instances, employees approaching retirement may have a preference not to enter into full retirement in one step. The University offers a range of pre-retirement support options to transition to retirement that are tailored to the individual.
4. Your HR Business Partner is available to help and discuss your thoughts, plans and options.
5. Refer to the Delegations for delegations relating to retirement.
6. Employees are required to submit written notice of their intention to retire. The minimum periods of notice are specified in either the employee's contract of employment, clauses 522-529 of the University's Enterprise Agreement or refer to the relevant industrial instrument.
7. Termination payments will be paid at the rate of the employee's substantive salary at the date of retirement. However, where employees have been receiving salary allowances (excluding allowances such as overtime, first aid, shift penalties and allowances in lieu of shift penalties) for 12 months or more immediately prior to cessation, termination payments will be paid at the rate of the substantive salary plus the salary allowance. 8. Unless the relevant industrial agreement or the employee's individual contract specifically state otherwise, employees (other than casual employees) are eligible for the following termination payments:
- Annual leave - accrued annual leave.
- Leave loading - a pro-rata leave loading.
- Long service leave (LSL) - accrued LSL.
9. In accordance with the Special Studies Program Policy, academic employees are required to complete a period of service following an approved program. Where an employee retires before completing the required period of service they will be required to repay any financial assistance provided by the University for a special studies program.
10. Employees who have received relocation assistance under the provisions of the Relocation Assistance Policy and retire within two years of commencing the appointment are liable to repay the whole or part of the travel and removal assistance received.
11. Where the University initiates the relocation of an employee from their existing workplace to work at another SCU locality, the University reserves the right to recover all, or a portion, of the removal assistance provided. Recovery is determined on a case by case basis with regard being given to individual circumstances.
12. Retiring employees are required to return all University property (eg. keys, library materials, equipment [including laptops, mobile phones and iPads], stores items, charge cards, SIM cards and deactivate mobile services) prior to retirement.
13. Employees are invited to share their thoughts and perspective on working at the University. Participation is voluntary and responses are confidential and anonymous. Information provided is collated and individual responses are not identified.
14. HR Services use the information provided to help create a better work experience for current and future staff.
15. Employees are provided the option to provide their feedback using the online exit survey or in person by contacting a HR Business Partner to make an appointment.
16. The employee's written notice of retirement are to be approved by the Head of Work Unit before being sent to HR Services.
17. HR Services will advise the employee in writing that their notice of retirement has been accepted and invite them to provide their feedback using the online exit survey or in person with a HR Business Partner.
18. A copy of the advice sent to the employee will be referred to the employee's Head of Work Unit together with a clearance report which must be completed prior to the employee's departure.
19. A completed Clearance report is an audit requirement for all employees ceasing employment with the University. The completed form is filed on the employee's file.