Resignation and Retirement
1Scope
This policy applies to all permanent employees of<Insert Company Name> (being the Company).
2Purpose
The purpose of this policy is to provide a broad outline of the cessation of employment requirements for all employees of the Company.
This policy is subject to any provision in the employee’s employment contract, applicable awards or agreements.
3Policy
This policy covers the following situations:
- resignation;
- retirement; and
- certificates of service, references and other matters arising on termination of employment.
3.1Resignation
Employees must submit their resignation in writing (either by letter or via email) to their manager stating the effective date of departure from the Company, which provides the Company with at least the period of notice stipulated in their employment contract.
It is expected that employees meet their contractual notice obligations, however the notice period may be shortened by agreement with the Company.
Where an employee gives notice of resignation, the Company may, at its absolute discretion:
- elect that the employee work none, part or all of the notice period (paying the employee in lieu of any period of notice during which the Company elects that the employee not work);
- require the employee to provide alternative duties within the employee’s skills and experience; or
- require the employee to serve out the notice period on normal pay away from work and without rendering any services to the Company.
During the notice period, the employee must not commence employment with a competitor of the Company in the same or a similar capacity in which the employee was employed by the Company and must not directly or indirectly provide services to a competitor.
3.2Age Retirement
The Company does not have a compulsory retirement age. Any age-related retirement must be at the initiative of the individual employee.
3.3Certificates of Service (Optional)
An employee may request a certificate of service indicating the period of employment served at the Company. This will be issued when the employee ceases work.
3.4Employment References (Optional)
The Company will not provide references, and an employee must not purport to give a reference on behalf of the Company. A manager may give a reference in a personal capacity, but must not use Company letterhead and (in the case of a verbal reference) the referee must declare that they are acting in a personal capacity.
3.5Separation Certificates
At the specific request of an employee, the Company will issue an”Employee Separation Certificate” to enable the employee to lodge a claim for unemployment benefits with Centrelink.
3.6Exit Interviews (Optional)
Departing employees may be asked to participate in an exit interview in or around the final week of employment. The purpose of an exit interview is to identify trends in why employees leave the organisation, which will enable the Company to address any problems in a proactive manner.
3.7Return of Company Property
Departing employees must return all Company materials and property (including any materials containing confidential information) on or before their last day of employment. If any material or property is not returned, this may result in a deduction from an employee's final payment.
4Status of this Policy
This policy is not a contract and does not give employees enforceable rights. The Company may amend or remove this policy at any time.
5Further Information
If you have any questions about any matter in this policy, please contact the <Insert Manager Title>.