Relocation

New CSU staff members may be eligible for a contribution towards their relocation expenses. Use this information to guide you through the University’s relocation process.

Eligibility

Relocation is normally offered to the following people provided they’ve been appointed to either a continuing role or a fixed term position of 2 years or more:

  • Senior and executive staff
  • Academic staff
  • Professional/general staff appointed at Level 6 and above.

The entitlement for a new employee is nominated when the offer card is completed in PageUp or on the direct appointment form.

Entitlement and services

The standard entitlement for relocation is a maximum 10% of starting salary plus travel.

Relocation services

CSU normally offers the following relocation services.

Travel and accommodation

A single economy airfare for the new employee and any dependent family (or a motor vehicle mileage allowance at the rate set by the University, if air travel is not appropriate) and accommodation in transit where the travel is more than 10 hours duration.

Other expenses

CSU can offer up to 10% of starting salary in the form of:

  • Reasonable expenses for removal of household effects to the CSU host city
  • Temporary accommodation (see details below)
  • A lump sum payment of up to $2,000 to cover incidental expenses. This is paid via payroll with tax deducted at the marginal tax rate, in the person’s first pay.

Additional services

In addition to the 10% entitlement, the Faculty/Division may wish to provide additional services to assist the new employee, such as:

  • Home search
  • School search

These services can be arranged directly with the employee’s relocation provider at the Faculty/Division’s expense. Tailored packages can be negotiated.

Please notify HR that these services have been authorised.

Payment of relocation expenses

All costs associated with the relocation of a new employee and their family are the responsibility of the relevant Faculty/Division/Centre/Office.

When the delegated officer signs the Recommendation for Appointment Form, they are authorising the expenditure of up to 10% of starting salary plus travel.

Lump sum payments

In exceptional circumstances, the full relocation entitlement can be paid as a lump sum via payroll, with tax deducted at the person’s marginal tax rate. It cannot be paid prior to commencement.

Temporary accommodation

In some circumstances, it may be appropriate to offer temporary accommodation of up to 4 weeks, while the person is securing housing. This expense is included in the 10% entitlement. The new staff member should contact HR and they will arrange the temporary accommodation.

Motor vehicle hire

In some circumstances, it may be appropriate to offer motor vehicle hire for up to 4 weeks, while the person is purchasing a vehicle. This expense is included in the 10% entitlement. The new staff member should contact HR and they will arrange the hire.

Salary sacrifice relocation expenses

The employee may be able to salary sacrifice some expenses associated with relocation. Further information is available via payroll@csu.edu.au.

Cessation of entitlement

The person must access their relocation entitlement within 12 months of commencing employment at the University.

Repayment upon resignation

A clause within the Offer of Employment stipulates arrangements for repayment of relocation expenses on a pro-rata basis where the employee has prematurely ended their employment with the University.

Informing employees about their entitlements and responsibilities

Entitlements are detailed in the Offer of Employment, including a fact sheet that explains the process and provides contact information.

How you can help a new employee

Support from the hiring manager (or nominee) for the new employee is an important part of the onboarding process.

In addition to contacting the new staff member prior to commencement to confirm arrangements for their first day on duty, considerations include:

  • Meet and greet at the airport
  • City orientation (housing, schools etc)
  • Formal and informal welcome events

Services for international employees

These services are on top of the 10% entitlement.

Having made the investment of bringing the new employee and their family from another country, we want to provide them with every opportunity to succeed in their work and personal lives.

Cross-cultural awareness programs are available to assist new employees to make the transition to the Australian workforce. Programs can also be provided to colleagues to assist them in supporting the new employee.

These services can be arranged directly with the international relocation supplier at the Faculty/Division’s expense. Tailored packages can be negotiated.

Please notify HR that these services have been authorised.

More information

Please email hr@csu.edu.au or contact 84738.