Notice Of Resignation Or Retirement Of A Department Employee Page 2
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2VL156
USER GUIDE
Notice of Resignation and Retirement
Teachers who are resigning/retiring are required to provide notice of 20 working days. The notice of resignation is deemed to
be received on the day on which the teacher gives notice to the principal/director.
A schooling sector teacher who resigns breaks continuity of service for the purposes of long service leave [s22(2) Education
Act 1972] and sick leave entitlements. Any eligible LSL entitlement accrued will be paid to the teacher. Should the teacher be
re-employed by DECD also as a schooling sector teacher (permanent, contract or relief), their prior service accrued up to the
date of the previous resignation will not be recognised and the accrual of their LSL and sick leave entitlements if applicable
will commence afresh.
Guide to termination reason for Education Act teachers:
•
Retire - An officer may retire on or after the day on which he/she reaches the age of fifty-five years (Education Act s25)
•
Resign – An officer under the age of 55 should use the resignation reason.
Note: Employees appointed on a contract basis and/or into temporary casual positions can elect to be paid out for accrued
leave, either to take effect at the end of their contract or as at their last claim worked in a school year, whichever occurs later,
without having to formally resign. In this instance, a request for payment should be made directly to Shared Services SA, via
email
payroll05@sharedservices.sa.gov.au
Ancillary staff intending on resigning/retiring must give the following notice:
- Less than 1 year of continuous service requires 1 week notice
- More than 1 year of continuous service requires 2 weeks notice
Manager’s Checklist
This Checklist can be found in the Employee Exit Procedures.
Exit Report/Interview
It is important to ensure that employees leaving the department have the opportunity to provide feedback on the nature and
organisation of their work, either through a written Exit Report or face-to-face Exit Interview. Feedback received via either
of these methods must be reviewed and considered in relation to departmental policies and procedures. This will enable
workgroup managers to have more effective control over workgroup resources and ensure that existing employees are
informed of and formally acknowledge their ongoing obligations with regard to confidentiality and intellectual property rights.
Exit Interview
The workgroup manager is to offer the employee the option of an exit interview. The workgroup manager will normally conduct
these interviews. The employee may complete the VL153 Employee Exit Report at this interview or notes may be taken
and confirmed by both parties. Completed forms are to be kept at the workgroup manager’s site, and a copy is to be sent to
DECD.HRConfidential@sa.gov.au.
Exit Report
The workgroup manager is to provide each employee who is leaving the department with the Employee Exit Report. The
employee is to be invited to complete the report. Any reports completed by employees are to be kept at the work site unless
further action requires escalation to the appropriate management level. A copy is to be sent to
DECD.HRConfidential@sa.gov.
au.
Please refer to the Employee Exit Procedures for more information.
Superannuation Enquiries
Queries relating to superannuation funds/contributions need to be referred to Super SA on 1300 369 315 or (08) 8207 2094 or
visit their website at
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