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Ending Employment

Ending Employment Policy

Policy

All team members will be treated fairly in relation to all aspects of their employment, and it is the policy of our business to ensure terminations (voluntary and involuntary) are handled in a professional manner, with minimal disruption to the workplace.

Employment may end as a result of resignation, retirement, conclusion of a performance management process, a case of serious misconduct, or a genuine redundancy.

Scope

This Policy applies to all Global Marketplace team members based in Australia and New Zealand.

Leaving gifts

When team members leave, the Company will recognise and appreciate their service by providing a leaving gift, based on their length of service.

This policy only applies to those team member who leave of their own choice e.g., resignation, retirement or by way of restructure or redundancy. It does not apply where employment ends due to misconduct or short service.

The final provision for gifts for departing team members is at the discretion of the CEO.

Gifts

Team members will receive a gift from the Company commensurate with their length of service as per the table below.

In most cases a gift will be in the form of a voucher, the value of which will be in accordance with the following:

Years of serviceGift value
Less than 1 yearNil
1-2 years$50
2-5 years$200
5+ years$299

The team members Manager should organise the gift voucher in conjunction with the CEO and Finance team.

Personal gifts

Outside of the official Company leave gift voucher, team members are of course free to organise an additional gift for a colleague. For example, a person’s direct team, plus a few other close colleagues, may wish to all contribute for a suitable gift.

Any additional farewell gifts or celebrations will be at the discretion and expense of employees within the

Company. Note that no employee can be made to feel obligated by any other employee to contribute to a

farewell gift – any contribution is entirely voluntary.

You must use your discretion in this regard. In support of this please be aware that official company channels e.g., Slack, MS Teams, email, are not to be used to promote or organise personal leaving gifts.

Resignation

It is an inevitable part of the employment cycle that there will come a time when you decide to move on from our business. Whilst this may be a difficult and sad decision for you to make, please know that the Company will do everything appropriate to support you with your decision.

Prior to resigning from your position please talk with your Manager so we may discuss alternatives to you leaving, as appropriate.

How to resign

To resign please:

  • let your Manager know verbally that you are intending to resign.
  • provide the required notice as set out in your Employment Contract.
  • confirm your decision in writing, proposing your last working day.

You will receive a resignation acceptance letter which will confirm:

  • your final day of work.
  • any entitlements to be paid as part of your final pay.
  • your obligations regarding confidentiality.

Notice period

A notice period will apply to most forms of terminations and a notice period:

  • starts the day after you give your notice in writing that you want to end your employment.
  • ends on the last day of employment.

Notice can either be worked out or paid in lieu. If the Company decides to pay out your notice period, your employment ends on the date that payment in lieu of notice is made.

While working out a period of notice all team members will continue to be subject to their conditions of employment and are required to maintain their normal high level of commitment to their job up to the time they leave.

Return of property

Please ensure you return all Company property to your Manager prior to, or on your final day of work this includes books, documents, papers, materials, credit cards, mobile telephones, computers, laptops, tablets, software, computer files, access keys, memory sticks, uniforms etc.

Dismissal

The Company may dismiss a team member in a number of ways including:

  1. Capacity – where a team member lacks ability, or capacity to complete their job.
  2. Performance – unsatisfactory performance.
  3. Misconduct – failing to adhere to workplace standards, or if a team member is involved in serious misconduct.
  4. Abandonment of employment – where a team member is absent from work, without just cause.
  5. Redundancy – if the job a team member is completing is no longer necessary for the business, or technological change has made their role unnecessary.

Capacity

The Company may require a team member whose capacity to perform the duties of their position is in doubt to undergo a medical examination by a medical practitioner chosen by the Company at our expense.

Abandonment of employment

Abandonment of employment is where a team member leaves their employment without notice or any apparent intention of returning to work. The Company will interpret certain behaviours to indicate that a team member has no intention of resuming their employment which include:

  • absence from work without obtaining approval for such absence.
  • absence from work without giving due and proper notice.
  • failure to return to work at the end of an approved absence.
  • failure to respond to communications from the Company seeking an explanation about an unauthorised absence.

The Company will take all reasonable steps to contact an absent team member before concluding they have abandoned their employment.

Redundancy

Redundancy occurs when the Company decides they no longer need a job to be done by anyone, or where the Company becomes insolvent or bankrupt.

The job itself, not a person, becomes redundant.

Redundancy could happen when a business:

  • introduces new technology (e.g., a job can be done by a machine)
  • slows down due to lower sales or production
  • closes down
  • relocates interstate or overseas
  • restructures or reorganises because a merger or takeover happens.

Consultation

The Company will hold discussions with any team member where a situation may lead to their position being made redundant. This discussion will be held as soon as possible and will include discussing:

  • why the position is potentially redundant.
  • measures to avoid termination of their employment e.g., redeployment to another position.

We will ensure the relevant periods and process, as required by law are followed as part of any redundancy situation.

Redundancy pay

You may be entitled to redundancy pay or compensation. Please refer to your individual Employment Agreement for more information.

Generally, redundancy pay doesn’t apply to team members who:

  • have less than 1 year’s continuous service.
  • are employed on a fixed term contract.
  • are terminated as a consequence of serious misconduct.
  • are casual (in most cases).
  • are trainees employed only for the length of the training agreement.

Exit interview

Where team members leave our business, doing an exit interview is a great way to learn from their experience. Exit interviews help us find out:

  • Why a team member is leaving.
  • How we can improve our working conditions.
  • Aspects of a role a team member enjoyed most and least.
  • Relationships that need to be managed better.
  • Whether our recruitment, selection and training needs improving.
  • The level of moral in our business.

People and Culture will contact you for all voluntary terminations, to organise a confidential Exit Interview. Any responses given will be treated with the strictest confidence.

Other policy references

  • Performance improvement policy

Version control

Author:Human Resources
Effective date:19 June 2023
Approved by:Grant Arnott
Review period:2 years
Date of last amendment19 June 2023

This Policy is uncontrolled when printed.

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