HR Policy
Relocations
Policy
HR Policy
Policy
The University of Auckland may reimburse certain relocation costs for new staff moving to
Auckland or Whangarei in the course of acceptance of employment.
Prior Agreement
Those staff members provided with relocation as a condition of their employment
agreement are eligible for relocation assistance. Eligible staff members engaged for a term
in excess of three years are normally entitled to the relocation assistance outlined below.
Fixed Term Staff
Staff members engaged for a term of three years or less are entitled to relocation
assistance as agreed on a case by case basis.
Resignation and Reimbursement
In the event that a staff member is provided with relocation assistance and resigns before
completing three years’ service, a proportionate refund of the relocation assistance
provided shall be made by the staff member.
If the staff member does not require any or all of the relocation assistance offered, there
will be no cash equivalent made available. The following relocation assistance is available:
Airfares
Where possible approved airfares will be prepaid by the University. If this is not desirable
or practical, reimbursement of previously approved travel costs will be made.
Countries outside New Zealand
Approved airfares from the place of residence at the time the appointment is made to
Auckland will be paid by the University for the person appointed and a partner and
dependent children. When available these airfares will be at special concession rates,
otherwise at economy rates.
New Zealand
Approved airfares from the place of residence to Auckland for the person appointed and
partner and dependent children will be made, or a kilometre rate paid if a vehicle is driven
to Auckland.
Household Effects
Shipment of household effects will be through the University’s preferred New Zealand
Relocations partner. They will seek competitive quotations form their agents in the
city/country concerned. The University will pay for shipment of the approved volume, plus
transit insurance, on a door-to-door basis. The insurance policy is ‘All Risks’ and covers all
household and personal items excluding jewellery, cash etc. Items of high or particular
value, such as collectible items, such as wine, antiques, may need to be insured separately
and need to be brought to the attention of our relocation partner. Any additional cost of
insuring these types of items will be borne by the staff member. You will be provided with
full details of transit insurance cover offered. The cost of anything additional to the
approved volume will be borne by the staff member and payment of this must be made
direct to the forwarding agent.
Volume of goods up to:
Individual/Couple One 20 foot container
Family One 40 foot container
Pets and motor vehicles are not included. Staff members wishing to bring pets or vehicles
with them must make their own arrangements for this. New Zealand quarantine
Revised & re-endorsed: July 2007 Available on hr-connect, the Human Resources web-site Page 1 of 2
HR Policy
regulations in the case of pets, and customs duties and steering conversion costs in the
case of vehicles should be considered.
Storage
Staff may have their approved volume of effects stored for up to four weeks after arrival in
Auckland.
Accommodation Allowance
The University will provide accommodation in a serviced apartment within close proximity
of the city campus for up to 21 days immediately following arrival.
Rental Car
The University will provide the staff member with a rental car for two weeks upon arrival.
This will be a standard 1.8 – 2 litre automatic car with unlimited mileage and
comprehensive insurance. An international driver’s license will be required.
Immigration Costs
The University will reimburse the costs associated with immigration to New Zealand up to
the value of $1,000. This may include the costs of medicals, police checks and the
application fees for the work visa/residence. Receipts will need to be provided.
Orientation Tour
The staff member and his/her partner and dependent children will be taken on a half day
orientation tour of Auckland, depending on needs. This tour will include visiting various
suburbs around Auckland and looking at the types of housing available in the area,
community and education facilities and showcasing some of the highlights of the city. This
may be taken once the staff member has arrived permanently in New Zealand or as part of
the interview process.
The staff member will also be provided with an introductory pack which will include
Auckland maps, a “Where to Live in Auckland” book and all the necessary forms to obtain
an IRD number.
New Zealand Tax Summary Document
The summary provided will address rules for New Zealand income tax, rules for tax
residence, the accrual rules and foreign investment funds. This document is designed as a
starting point for staff members to identify possible tax issues they may have.
PwC Tax Orientation
Upon arrival in New Zealand each staff member will receive a one hour private consultation
with a tax professional to discuss their personal tax issues.
Health Insurance
The University has a group scheme with Southern Cross Healthcare. This enables staff
with a two year work permit or NZ residency to have access to discounted premiums on
various types of healthcare. If the staff member has a work visa for less than two years it
is recommended they take out some form of travel insurance.
Superannuation and KiwiSaver
The University of Auckland is an exempt employer and therefore you will not automatically
be enrolled in KiwiSaver. University employees may belong to the New Zealand
Universities Superannuation Scheme (NZUSS) in accordance with the provisions of that
scheme. The participating staff member needs to make a minimum contribution rate of
4% of gross salary. The University contribution is a taxable rate of 1.35 times a staff
member’s contribution up to a maximum of 6.75% of gross salary.
Glossary
HRA = (Senior) Human Resources Adviser
Head = Academic Head of Department/School/Centre
Approved:
Vice Chancellor
Revised & re-endorsed: July 2007 Available on hr-connect, the Human Resources web-site Page 2 of 2