Relocation Assistance(Revision0)
To provide financial and other assistance to new employees relocating from interstate
Context, Purpose and Scope
GBRMPA’s main office is in Townsville, Queensland. Regional offices are in Cairns, Mackay and Rockhampton. An office is also located in Canberra, ACT. Relocation assistance is provided to employees to defray the cost of relocation.
- Thisdocumentprovides the framework (policy and procedure) for approval of reasonable relocation assistance for employees (new and current) relocating to take up:
- ongoing engagement with the GBRMPA;
- temporary reassignment of duties or non-ongoing engagement with the GBRMPA;
- permanent reassignment of duties to or within the GBRMPA;
- promotion within or to the GBRMPA.
- Assistance for non-ongoing engagement (less than one year)
2.1.A person who relocates from outside the region to take up an initial non-ongoing engagement of less than one year’s duration will have no automatic entitlement to corporate relocation assistance.
2.2.A level of relocation assistance may be negotiated with the recruiting section’s Director, however there is no entitlement and the level of assistance will not exceed:
2.2.1.Airfare to work location from current permanent living location for the person and dependants (as arranged by the GBRMPA), or reimbursement of the cost of alternate travel on presentation of receipts (not exceeding the cost of airfare/s available to the GBRMPA); and
2.2.2.Up to two weeks self-contained accommodation from arrival at the work location.
2.3.The cost of the assistance shall be provided from the recruitingsection’s budget.
- Assistance for non-ongoing engagement (1 year to 3 Years)
3.1.A person who relocates from outside the region to take up an initial non-ongoing engagement between 1 and 3 years duration will be provided with the following relocation assistance:
3.1.1.Airfare to work location from current permanent living location within Australia for the employee and dependants (as arranged by the GBRMPA), or reimbursement of cost of alternate travel on presentation of receipts (not exceeding the cost of airfare/s available to the GBRMPA);
3.1.2.Reimbursement of half the reasonable cost of household removals as arranged by the recruit including: transport of 1 car (without dependants); or 2 cars (with dependants). Where overseas from point of Australian entry.
3.1.3.Reimbursement of half the reasonable cost of relocation of pets within Australia
3.1.4.Reimbursement of the cost of up to two weeks storage of household removals; and
3.1.5.Arrangement and full payment of 2 weeks self-contained accommodation from arrival at work location.
3.2.Where the employee chooses to leave the employment with the GBRMPA within 1 year of receiving relocation assistance they will reimburse the GBRMPA the full cost of removal assistance received other than travel.
- Assistance for ongoing engagement, permanent reassignment of duties and promotion
4.1.New recruits/employees who relocate from outside the region to take up ongoing engagement, ongoing reassignment of duties, or ongoing promotion with the GBRMPA will be provided with the following relocation assistance:
4.1.1.Airfare to work location from current permanent living location within Australia for the employee and dependants (as arranged by the GBRMPA), or reimbursement of cost of alternate travel on presentation of receipts (not exceeding the cost of airfare/s available to the GBRMPA);
4.1.2.Reasonable cost of household removals as arranged by the GBRMPA including: transport of 1 car (without dependants); or 2 cars (with dependants). Where overseas from point of Australian entry;
4.1.3.Reasonable cost of relocation of pets within Australia;
4.1.4.Reasonable cost of up to one month storage of household removals; and
4.1.5.Arrangement and full payment of up to 3 weeks self-contained accommodation from arrival at work location.
4.2.An employee who leaves GBRMPA employment within 1 year of receiving relocation assistance, other than through redundancy or invalidity retirement, will reimburse the GBRMPA the full cost of removal assistance received other than travel.
4.3.An employee who leaves GBRMPA employment within 2 years of receiving relocation assistance, other than through redundancy or invalidity retirement, will reimburse the GBRMPA half the cost of removal assistance received other than travel.
4.4.Non-ongoing employees engaged at the Senior Executive Level (SES) on specified term contracts between 3 and 5 years will have access to the same level of relocation assistance as ongoing employees.
- Assistance for Temporary reassignment of duties
5.1.Assistance provided for temporary reassignment of duties shall be funded from the relevant section’s budget.
5.2.Where an employee:
5.2.1.temporarily works in another region at their request; or
5.2.2.proposes to work in another region with another organisation for development purposes
any temporary relocation assistance provided will be at the discretion of the Chair (delegate).
5.3.Three Weeks (i.e. 21 days) or Less
Where an employee is required to work in a different region for a period of 3 weeks (ie 21 days) or less, they will be reimbursed in accordance with the GBRMPA Travel Guidelines.
5.4.Continuous Period in Excess of 3 weeks and up to 13 weeks
Where an employee is required to work in a different region for a continuous period in excess of 3 weeks and up to 13 weeks the Chair (delegate) will negotiate an agreed package of assistance which will include the following elements where applicable:
5.4.1.Airfare to and from the new location for the employee (as arranged by the GBRMPA) or reimbursement of the reasonable cost of alternate travel on presentation of receipts (not exceeding the cost of airfare/s available to the GBRMPA;
5.4.2.Reasonable accommodation costs at the new location;
5.4.3.Reimbursement for any reasonable and unavoidable continuing expenses incurred (excluding rates, land tax, insurance, and normal household bills) where the employee’s home at their usual place of work is left unoccupied, e.g. caretaking or maintenance costs
5.4.4.25% of the weekly meals allowance for travel where the employee’s dependant/s or partner, as defined in the workplace agreement, remain at the usual work location.
5.5.Continuous Period in Excess of 13 Weeks
Where an employee is required to work in a different region for a continuous period in excess of 13 weeks the agreed package of assistance will include the following elements where applicable:
5.5.1.Airfare to and from the new location for the employee (as arranged by the GBRMPA) or reimbursement of the reasonable cost of alternate travel on presentation of receipts (not exceeding the cost of airfare/s available to the GBRMPA);
5.5.2.Reasonable accommodation costs at the new location;
5.5.3.Reasonable relocation costs to and from the new location;
5.5.4.Reasonable cost of storage of household furniture;
5.5.5.Reasonable cost of relocation of pets to the new location;
5.5.6.Where the employee’s dependant/s or partner, as defined in the workplace agreement, remain at the usual work location
- 25% of the weekly meal allowance for travel for a period up to 6 months;
- a reunion fare for each continuous 13 week period the employee does not return to their usual place of work on business related travel.
- Where the employee’s home at their usual place of work is left unoccupied:
- Reimbursement for any reasonable and unavoidable continuing expenses incurred (excluding rates, land tax, insurance, and normal household bills) e.g. caretaking or maintenance costs.
- Delegates
- Corporate relocation assistance (i.e. funded from the People Management budget) covering ongoing and non-ongoing relocation (between 1 and 3 years) requires the approval of the Director, People Records and Information Services.
6.2.Relocation assistance for non-ongoing relocation less than 1 year (funded from therecruiting section’s budget) and relocation assistance for temporary reassignment of duties (also funded from the recruiting section’s budget) requires the approval of therelevantGeneral Manager or theDirector, People Records and Information Services.
- What items can be moved as part of relocation?
- Removalists will generally have a removals guide that lists what they will carry and what is prohibited. The GBRMPA Travel section can provide guidance on this.
7.2.In addition to normal household goods, the GBRMPA includes the following items as part of relocation, subject to removals guide (some limits may apply if quantities are excessive):
•Sealed foodstuffs. For unopened bottled liquors and wines, themanufacturers’ seal must be intact.
•Removable and portable outdoor items such as garden shed shelving, swing sets, trampolines, large outdoor toys, lawnlockers and tool sheds if they have been cleaned, dismantled andpacked securely by an employee and later reassembled by the employee.
•Small boats, canoes, kayaks, and other small watercraft no longerthan 5.7 metres and/or no heavier than 51kgs. (Boat motors may betransported but removalists generally do not accept responsibility for any damageto them).
•Motor bikes, trail bikes and mini bikes if they are packed and cratedby the employee and drained of all petrol and oil.
•BBQ or LPG bottles where certified ‘empty’ by a licensed provider.
•Scuba tanks – prepared to manufacturer’s specifications
- References / Related Material
GBRMPA Enterprise Agreement
Document Control InformationApproved by: / Chairman / Approved Date: / 18-Feb-13 /
Last reviewed: / 18-Feb-13
Next review: / 18-Feb-16
Created: / 2001
Document Custodian: / Director, People Records and Information Services
Replaces: / Replaces version in place prior to December 2011
18/02/2013CAUTION: Only the electronic copy of a document linked to the 'Master Document List' is controlled. Check the revision number of printed copies against this list to verify currency.
POLICYDocument No: 100142Revision: 0
Page 1 of 4Date: 18-Feb-13
Unclassified - For Official Use Only