B/7.13 Re-engagement following redundancy or early retirement

[Print-friendly version]

7.13.1 Background
7.13.2 Application
7.13.3 Definitions
7.13.4 Re-engagement
Related Documents
Modification History

7.13.1 Background

This policy outlines principles relating to the re-engagement of staff whose employment with QUT has ceased or is ceasing due to voluntary or involuntary redundancy, or retirement following participation in an Early Retirement Scheme (ERS).

The University has an expectation that a staff member’s engagement with QUT will cease on a permanent basis on taking a voluntary redundancy or an ERS.

Top

7.13.2 Application

This policy applies to all academic, professional and senior staff, excluding staff employed on a casual / sessional basis and staff on pre-retirement employment arrangements (see B/7.5 ).

Top

7.13.3 Definitions

"Redundancy“ means a situation where a position occupied by an ongoing or fixed-term staff member is identified as surplus to the University’s requirements for reasons of an economic, technological, structural or similar nature in accordance with the relevant certified agreement. A staff member who accepts redundancy will receive a benefit according to the relevant certified agreement .

" Early Retirement Scheme (ERS)” means a scheme initiated by the University and approved by the Australian Taxation Office providing for voluntary early retirement of a specified class of employees with a view to rationalising or reorganising the operations of the employer. Staff aged under 65 at the date of retirement are entitled to special ERS tax provisions.

Top

7.13.4 Re-engagement

A staff member who is made redundant or accepts an ERS benefit will not be eligible for continuing, fixed-term or casual / sessional employment for a period of 12 months from the date of separation, unless approval in exceptional circumstances is given by the Human Resources Director.   Any such instances will be reported to the Vice-Chancellor. This restriction includes engagement as an independent consultant or under a company name or partnership.

In determining the matter of exceptional circumstances, and whether a staff member who has separated through redundancy or ERS may be re-engaged within 12 months from the date of separation, the Human Resources Director will take into account the following:

• the specific skills, experience and/or qualifications required for performance of the duties of a particular position;
• the steps that the organisational area has taken to fill the employment opportunity (extent of advertising, etc);
• whether there are any other suitable candidates for the position;
• the type and level of benefit received by the staff member when they separated from the University; 
• any other relevant factors.

The staff member is responsible for understanding any taxation implications (including penalties) which may arise as a result of re-engagement following receipt of a redundancy or ERS benefit.

Top

Related Documents

MOPP B/3.1 Workforce planning

MOPP B/7.5 Pre-retirement employment arrangements

MOPP B/11.1 Human resources workplace change management policy

MOPP B/11.3 Redeployment

QUT Enterprise Bargaining Agreement (Professional Staff)

QUT Enterprise Bargaining Agreement (Academic Staff)

QUT Certified Agreement Senior Staff

Top

Modification History

Top