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					                     GREAT BARRIER REEF MARINE PARK AUTHORITY

                         GUIDELINES FOR RELOCATION ASSISTANCE

REFERENCE

GBRMPA Workplace Agreement 2006-2009


PURPOSE AND SCOPE

These Guidelines provide the framework (policy and procedure) for approval of reasonable relocation assis tance for
employees (new and current) relocating to take up:
        ongoing engagement with the GBRMPA;
        temporary reassignment of duties or non-ongoing engagement with the GBRMPA;
        permanent reassignment of duties to or within the GBRMPA;
        promotion within or to the GBRMPA.


ASSISTANCE FOR NON-ONGOING ENGAGEMENT (LESS THAN ONE YEAR)

A person who relocates from outside the region to take up an initial non-ongoing engagement of less than one year’s
duration will not be entitled to corporate relocation assistance.

A level of relocation assistance may be negotiated with the Group Director, however there is no entitlement and the level
of assistance will not exceed:

        Airfare to work location from current permanent living location for the person and dependants (as arranged by
         the GBRMPA), or reimbursement of the cost of alternate travel on presentation of receipts (not exceeding the
         cost of airfare/s available to the GBRMPA); and
        Up to two weeks self contained accommodation from arrival at the work location.

The cost of the assistance shall be provided from the Group budget.


ASSISTANCE FOR NON-ONGOING ENGAGEMENT (1 YEAR TO 3 YEARS)

A person who relocates from outside the region to take up an initial non-ongoing engagement between 1 and 3 years
duration will be provided with the following relocation assistance:
        Airfare to work location from current permanent living location within Australia for the employee and dependants
         (as arranged by the GBRMPA), or reimbursement of cost of alternate travel on presentation of receipts (not
         exceeding the cost of airfare/s available to the GBRMPA);
        Reimbursement of half the reasonable cost of household removals as arranged by the recruit including:
         transport of 1 car (without dependants); or 2 cars (with dependants). Where overseas from point of Australian
         entry.
        Reimbursement of half the reasonable cost of relocation of pets within Australia
        Reimbursement of the cost of up to two weeks storage of household removals; and
        Arrangement and full payment of 2 weeks self contained accommodation from arrival at work location.

Where the employee chooses to leave the employment with the GBRMPA within 1 year of receiving relocation
assistance they will reimburse the GBRMPA the full cost of removal assistance received other than travel.


ASSISTANCE FOR ONGOING ENGAGEMENT, PERMANENT REASSIGNMENT OF DUTIES AND PROMOTION

New recruits/employees who relocate from outside the region to take up ongoing engagement, ongoing reassignment of
duties, or ongoing promotion with the GBRMPA will be provided with the following relocation assistance:
        Airfare to work location from current permanent living location within Australia for the employee and dependants
         (as arranged by the GBRMPA), or reimbursement of cost of alternate travel on presentation of receipt s (not
         exceeding the cost of airfare/s available to the GBRMPA);
        Reasonable cost of household removals as arranged by the GBRMPA including: transport of 1 car (without
         dependants); or 2 cars (with dependants). Where overseas from point of Australian entry ;
        Reasonable cost of relocation of pets within Australia;
        Reasonable cost of up to one month storage of household removals; and
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   Arrangement and full payment of up to 3 weeks self contained accommodation from arrival at work location.
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An employee who leaves GBRMPA employment within 1 year of receiving relocation assistance, other than through
redundancy or invalidity retirement, will reimburse the GBRMPA the full cost of removal assistance received other than
travel.

An employee who leaves GBRMPA employment within 2 years of receiving relocation assistance, other than through
redundancy or invalidity retirement, will reimburse the GBRMPA half the cost of removal assistance received other than
travel.

Note: Non-ongoing employees engaged at the Senior Executive Level (SES) on specified term contracts between 3 and 5
years will have access to the same level of relocation assistance as ongoing employees.


ASSISTANCE FOR TEMPORARY REASSIGNMENT OF DUTIES

Assistance provided for temporary reassignment of duties shall be funded from the relevant Group’s budget.

Where an employee:
    temporarily works in another region at their request; or
    proposes to work in another region with another organisation for development purposes
any temporary relocation assistance provided will be at the discretion of the Chair (delegate).


Three Weeks (i.e. 21 days) or Less
Where an employee is required to work in a different region for a period of 3 weeks (ie 21 days) or less, they will be
reimbursed in accordance with the GBRMPA Travel Guidelines.


Continuous Period in Excess of 3 weeks and up to 13 weeks

Where an employee is required to work in a different region for a continuous period in excess of 3 weeks and up to 13
weeks the Chair (delegate) will negotiate an agreed package of assistance which will include the following elements
where applicable:
         Airfare to and from the new location for the employee (as arranged by the GBRMPA) or reimbursement of the
          reasonable cost of alternate travel on presentation of receipts (not exceeding the cost of airfare/s available to
          the GBRMPA;
         Reasonable accommodation costs at the new location;
         Reimbursement for any reasonable and unavoidable continuing expenses incurred (excluding rates, land tax,
          insurance, and normal household bills) where the employee’s home at their usual place of work is left
          unoccupied, e.g. caretaking or maintenance costs
         25% of the weekly meals allowance for travel where the employee’s dependant/s or partner, as defined in the
          workplace agreement, remain at the usual work location.


Continuous Period in Excess of 13 Weeks

Where an employee is required to work in a different region for a continuous period in excess of 13 weeks the agreed
package of assistance will include the following elements where applicable:

         Airfare to and from the new location for the employee (as arranged by the GBRMPA) or reimbursement of the
          reasonable cost of alternate travel on presentation of receipts (not exceeding the cost of airfare/s available to
          the GBRMPA);
         Reasonable accommodation costs at the new location;
         Reasonable relocation costs to and from the new location;
         Reasonable cost of storage of household furniture;
         Reasonable cost of relocation of pets to the new location;
         Where the employee’s dependant/s or partner, as defined in the workplace agreement, remain at the usual
          work location
             o 25% of the weekly meal allowance for travel for a period up to 6 months;
             o a reunion fare for each continuous 13 week period the employee does not return to their usual place of
                 work on business related travel.
         Where the employee’s home at their usual place of work is left unoccupied:
             o Reimbursement for any reasonable and unavoidable continuing expenses incurred (excluding rates, land
                 tax, insurance, and normal household bills) e.g. caretaking or maintenance costs.
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DELEGATES

Corporate relocation assistance (i.e. funded from the Corporate Services budget) covering ongoing and non-ongoing
relocation (between 1 and 3 years) requires the approval of the Human Resources Manager.

Relocation assistance for non-ongoing relocation less than 1 year (funded from the Group budget) requires the approval
of the Director of the Group.

Relocation assistance for temporary reassignment of duties (funded from the Group budget) requires the approval of the
Group’s Executive Director.


Approved




Hon Virginia Chadwick