Retirement

Introduction

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.

Anti-Discrimination Legislation in Australia prohibits discrimination on the basis of age. As a result, there is no compulsory retirement age.

Refer to the Delegations for delegations relating to retirement.

 

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.

Your HR Business Partner (refer to Who are my HR contacts?) is available to help and discuss your thoughts, plans and options.

Employees are required to submit their intention to retire through the online form in MyHR. 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.

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:

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.

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.

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.

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.

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. 

HR Services use the information provided to help create a better work experience for current and future staff.

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.

Retirements must be submitted through the online form available in MyHR. Once the form is submitted it will automatically be sent to the supervisor for review and then to the Head of Work Unit for approval, before being sent to HR Services.

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 Advisor.

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.

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.

Transition to retirement

Southern Cross University aims to support you throughout your career, including when it is appropriate to consider retirement options and focus on your future beyond the University. Transitioning from a fulfilling career to retirement is an exciting yet sometimes uncertain time and we provide a range of support options through this transition. Our approach is tailored to the individual to ensure we reach an agreement about your retirement that supports both your desired transition plans and what is appropriate and aligned to the University’s goals and your Work Unit’s operational plans.

The University aims to support you in the transition into retirement and will consider requests for a range of support on a case by case basis. Potential support includes:

  • Up to $500 for independent financial advice regarding your financial retirement plan;
  • Reduction in employment fraction;
  • Access to accrued long service leave or annual leave to reduce weekly hours of work while maintaining regular weekly income (for example, changing from a full time fraction to working four days per week while taking one day per week long service leave or annual leave for a defined period); and
  • For academic staff: reasonable alteration to duties for a defined period prior to retirement (for example, a stronger focus on research or teaching as preferred).

You are encouraged to discuss your retirement plans and relevant support options with the HR Business Partner. Refer to Who are my HR contacts?

In addition to attending one of the on-campus pre-retirement seminars conducted by UniSuper, we encourage you to visit the appropriate website to find out more about your superannuation options.

As a first step, please contact your HR Business Partner - refer to Who are my HR contacts? to discuss your thoughts, plans and options. We understand these decisions are important and are here to help you, confidentially – even if you are only in the early stages of planning.