Leaving UWS Employment
Leaving UWS Employment Checklist for Staff Members
The Staff Checklist - Leaving UWS Employment (MS Word, 54Kb) provides information for staff members who are leaving the University. If you are leaving, use the checklist to ensure that you have returned all University property and resources and provided all necessary information. This will assist the Office of People and Culture to efficiently process your final payments.Leaving UWS Employment Checklist for Staff Member's Supervisor
The Supervisors Checklist - Employee Leaving UWS Employment (MS Word, 48Kb) is for use by supervisors in managing the process when a staff member for whom they are responsible leaves UWS employment. Managers are responsible for advising the Office of People and Culture immediately they know that a staff member will be leaving their employment. Please note that liaison may be required with OPC throughout the process.Resignation
What period of notice should I give?
Staff intending to resign from UWS are required to give a minimum period of notice, depending on their period of service, and level. Full details are available in the UWS Enterprise Agreements, or in an individual staff member's contract of employment.
To whom should I address my resignation?
You may address your letter of resignation to your supervisor, or contact HR Staffing Services to discuss. The signed notice, including a termination date, is to be forwarded to HR Staffing Services.
What will my final pay consist of?
Your final pay will include any available annual leave and/or long service leave. UWS may withhold final pay until any liability or indebtedness to UWS has been discharged.
Final pay will be made up in the next pay period following the date of resignation.
What do I need to do before I leave UWS?
Please consider completing an Exit Survey (Word 130Kb). Further information on the Exit Survey is detailed below.
Please ensure you return all equipment belonging to UWS prior to your resignation date, e.g.:
- laptop
- mobile phone or any other communication equipment
- corporate credit cards
- motor vehicle and associated petrol cards
- keys
- after hour access code
- library resources
- staff car
Where can I get further information?
Please contact your HR Officer in HR Staffing Services.
Retirement
Retirement means the voluntary termination of services by a continuing or fixed term staff member with the intention of taking up available superannuation or pension entitlements.
To what benefits am I entitled if I retire?
Staff members who retire may be eligible for a number of employment benefits (i.e. long service leave, contributory superannuation, tax concessions on termination payments), which are not applicable to resigning staff members.
For further information, please contact your HR Officer in Staffing Services, or the Superannuation Officer.
Are you interested in the Retired Academics (and University administrators) Database?
The Retired Academics Database (known as RAD) is a scheme to help universities in the developing world tackle their recruitment problems and was officially launched at the Association of Commonwealth Universities conference in Belfast in September 2003. Piers Pennington, head of the ACU's academic recruitment unit which is running RAD, said, 'Universities in the developing world are facing real problems in terms of staff recruitment and retention. RAD can enable these universities to run vital courses whilst they seek suitable permanent staff.'
RAD is a database of retired academics and university administrators from around the world that can be used by universities in the developing world to fill vacant posts on a short-term basis. We encourage you to go to the Association of Commonwealth Universities website to find out more about this program.
Redundancy
Information on redundancy can be found in the UWS Enterprise Agreements.
For further information, contact a HR Advisor or Business Partner responsible for your relevant College or Division.
Termination on the Grounds of Ill Health
The Vice Chancellor may require, in writing, any staff member whose capacity to perform the duties of his or her office is in doubt, to undergo a medical examination by a medical practitioner chosen by the University, at the expense of the University. The procedures that apply are outlined in the UWS Enterprise Agreements.
Where can I get further information?
In the first instance you should contact your HR co-ordinator or HR officer in the Office of People and Culture.
Exit Survey
Must I complete an Exit Survey?
Participation in the exit survey is not compulsory.
Can anyone complete an Exit Survey?
You are invited to participate in exit surveys whether you are employed on a continuing/permanent, fixed term contract or casual basis.
What happens to my Exit Survey information?
- Exit survey information is collated and analysed by the Office of People and Culture to identify trends and opportunities for improvements to the University's practices as an employer.
- Exit survey feedback, including any notes taken in an exit interview, are treated as confidential and captured, stored and destroyed in line with the University's Privacy Policy and guidelines. Accordingly, the privacy of individuals will be protected when any information is collated for trend analysis and action.
Can I say anything I like in an exit survey?
- Yes. Provide honest and frank feedback about your employment experiences.
- You are welcome to communicate in writing or in interview about sensitive or serious issues. Any anonymous allegation made in an exit survey or exit interview will not be followed up by the University.
Can I talk to someone rather than fill in a Survey?
Yes. Employees leaving UWS employment may request a personal, face-to-face exit interview through OPC who will generally conduct and record the interview, although this may be done by the Equity and Diversity Unit. Simply call HR Staffing Services or the Equity and Diversity Unit, or tick the box indicating that you would like an interview - the box is found at the end of the Exit Survey (Word 130Kb).
