FAQ's

Commute and location

We understand this is a significant concern for many, particularly our Wangara-based staff. Support includes:

Travel allowance (if your distance increases by more than 15 km)

Flexible working hours (start as early as 5:00 AM)

Work from home options (for eligible office roles)

Retention bonus at 12 months

See the "Your Benefits" tab for full details.
It's based on the increase in straight-line distance between your home address (on record as of 17 Dec 2025) and the work location. If your increase is 15-30 km, you receive $2,500 over 12 months. If it's over 30 km, you receive $5,000 over 12 months.
Speak to HR immediately to update your address. The eligibility assessment is based on your address on record as of 17 December 2025.
No. Eligibility is locked in based on your residential address as of 17 December 2025. Address changes after that date won't affect your eligibility status.
Yes. The new facility is on the Thornlie-Cockburn train line. Nicholson Road Station is nearby and also serves as a Busport. Many staff may find public transport more convenient than driving, especially with end-of-trip facilities available.
Ample free parking is available for all staff. Details about parking zones and access will be confirmed in January 2026.

The standard arrangement is two day per week for eligible office roles. If you have specific circumstances requiring additional flexibility, discuss this with your supervisor and it can be escalated to Paul (Managing Director) for consideration.
Office-based staff in roles that can be performed remotely. Your supervisor will confirm eligibility based on your role requirements.
Workshop staff can start as early as 5:00 AM to beat traffic and finish earlier. Final shift arrangements will be designed in consultation with working groups and confirmed in January 2026.
The standard flexible start time is 5:00 AM. If you have specific reasons requiring an earlier start, discuss with your supervisor for escalation to management.
Your core role remains the same. However, being in one location opens opportunities for cross-training, collaboration, and new responsibilities as we grow.

Contact your supervisor for role-specific questions or concerns.
Email Paul Devine (Managing Director) for serious concerns or matters requiring executive attention.
Check back weekly – this FAQ is updated every week as new questions arise.

It’s added to your leave balance after the move. Book through the normal leave request process with your supervisor.
Yes, the travel allowance is paid through payroll as normal income and is subject to standard tax.
The retention bonus is paid early 2027 as a reward for staying through the transition. If you leave before then, you won't receive the retention bonus.
No. If you're eligible (distance increase over 15 km), it will be added to your payroll automatically starting February 2026.

You'll be responsible for packing personal items from your desk/locker. The company will provide boxes and packing materials. Detailed instructions will be provided in January 2026.
Desk allocations at the new facility will be confirmed closer to move day. Some staff may have assigned desks, others may be in flexible workspace areas depending on their role.
Specialist relocation services are handling equipment moves. Your supervisor will coordinate with you about any tools or equipment specific to your role. You'll be informed of your role in the process.

Yes. The IT team is managing the technology migration. Your equipment will either move with you or be replaced/reconfigured at the new site. IT will communicate specific plans for your equipment in January 2026.
The IT team is planning the migration to minimise downtime. Some systems may be temporarily affected during the active move period. Critical systems will have backup procedures in place.
Your IT support contact remains the same. Specific questions about the relocation can be directed to the IT working group (details coming soon).

We need confirmation by [DATE TBC]. This gives you time to talk with your family, calculate the real impact, and assess whether the incentives make it workable for you.
First, talk to your supervisor to ensure you've considered all available support. If, after that discussion, it's still not workable, we understand. We'll treat you with respect and work through the transition professionally. Serious hesitations will be escalated to Paul (Managing Director) to explore all options.
The retention bonus is payable at 12 months, so there's an incentive to give it a fair go. But if after a few months it's genuinely not working, have that conversation with your supervisor. We're not going to trap anyone in an unsustainable situation.
Our goal is to retain everyone. We're offering significant incentives because we value each team member. However, we're realistic—we know this won't work for everyone, and we're prepared for some attrition. There are no planned redundancies.

Yes. All staff will require site induction before commencing work at Uppsala Place. Details will be provided in January 2026.
Updated OH&S procedures for the new facility will be communicated through working groups and formal training sessions before the move.

Working groups are being formed across six categories (Project Governance, Communications, Workforce, Property & Facilities, Operations & Equipment, and IT) to manage different aspects of the relocation. These groups include staff representatives.
Speak with your supervisor or manager if you're interested in joining a working group. Details about working group formation will be shared at management meetings and through supervisors.

We're currently operating from four separate locations (ACE in Wangara, ECI across three Henderson sites). This separation limits collaboration, resource sharing, and operational efficiency. The new facility brings everyone together in a modern, purpose-built space with room to grow.
Yes. The decision has been made, the lease is being finalised, and we're committed to this relocation. What's not decided is who will be part of it—we want everyone to come on the journey, but we understand it won't work for everyone.
Planning: December 2025 - January 2026

Active relocation: Early February 2026 (~3 weeks)

Operations start: Mid-February 2026
We're planning a phased relocation to minimise disruption. Some operations may be affected during the active move period, but we're working to maintain service continuity. More details will be provided in January 2026.