Global staffing and mobility policy
Part of the RMIT University strategy is to be global. This encompasses attitude, action, presence, and may include working at global locations.
RMIT University recognises that in order to meet this vision and be a truly global competitive education institution having a policy and procedure for international work is crucial.
The intent of this policy is to provide a framework that facilitates staff working internationally on behalf of RMIT University and its controlled entities.
This policy is to be utilised by all RMIT University, and controlled entity, staff where a staff member is undertaking work internationally on behalf of RMIT University and its controlled entities, or where a position is located outside of a staff member’s home country.
This policy applies in instances where a staff member repatriates back to their home country after being located overseas, transfers to an RMIT University controlled entity in another country, or becomes a resident in the country in which they have undertaken the international work.
The policy does not apply if:
- An RMIT University, or controlled entity, staff member is undertaking work outside of their home country during periods of leave such as research leave (academic staff), leave without pay or sabbatical leave (Vocational Education and Training staff).
Specifically, this policy aims to:
- Align RMIT University and its controlled entities’ international work practices with the overriding strategy and vision to be truly global
- Provide a framework of the necessary considerations required for both RMIT University and its controlled entities, and the staff member before commencing international work
- Ensure the staff member is adequately informed of, and able to comply with, the legislative and regulatory requirements in both their home country and overseas locations
- Ensure that RMIT University and its controlled entities, and the staff member have a clear understanding of their respective rights and obligations
- Ensure RMIT University and its controlled entities can attract and retain staff in locations that align to the vision and strategy
- Meet RMIT University and its controlled entities’ duty of care towards staff when they are undertaking international work.
Identifying a business requirement
International work is first initiated with an identified need to achieve certain business requirements. The business requirement must be aligned with relevant RMIT University, or controlled entity, strategy and vision.
The selection of a candidate for international work should take into consideration:
- The business requirements
- If the candidate is an internal appointment - whether their existing position requires backfilling
- Factoring time spent working internationally into staff member’s workplan or performance goals
- The cost impact to RMIT University and its controlled entities, and to the candidate
- The taxation, immigration and employment law requirements
Terms and conditions
The employment arrangement entered into will be dependent on a number of factors including:
- The period of the international work
- The purpose of the international work
- The legislation of the overseas location
- The candidate’s current employment conditions with RMIT University and/or its controlled entities
Due to significant risks involved in employing casual staff at overseas locations, Human Resources must be consulted when casual staff are being considered as an option to meet the business requirements.
Any offshore teaching related to the provision of a program will be a part of a staff member’s normal workload where possible and appropriate. Short term arrangements are to form part of a staff member’s workplan or performance goals.
Code of conduct
Staff engaging in international work on behalf of RMIT University and its controlled entities at an international location, will behave in a manner consistent with RMIT University, and controlled entity, values at all times. They will not in any way harm the reputation of RMIT University and its controlled entities. Staff members are required to abide by the relevant RMIT University, and controlled entity, policies and procedures and any policies and procedures of a host organisation, as well as the host country’s legislation. Please refer to the relevant RMIT University, or controlled entity Code of Conduct Policy for further information.
Consideration of costs is required to determine the most appropriate employment arrangement and the associated terms and conditions of the arrangement.
Should you have any questions, please contact Human Resources.[Next: Supporting documents and information]