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22 Dec 2015: The individual meetings Mediation is carried out in neutral premises. Each party has a separate room to wait in and a further room where the meetings will be held. The first party arrives at 9.30am for their individual meeting, an hour is allocated

14 May 2015: The policy of the University of Cambridge is to provide benefits which comply with the letter and the spirit of the law on ordinary parental leave. This policy applies to all members of staff who have a year's service and aims to inform them of

19 Aug 2015: 1. Introduction 1.1 This Guidance supports staff and institutions in implementing the Organisational Change Policy and provides information on good practice. It should be read in conjunction with: The Organisational Change Policy Pay Protection

14 Aug 2015: Procedural Guidance Guidance is provided on each stage of the Organisational Change Procedure. Please use the links below or in the menu on the left hand side: Step 1 - Planning and Proposals Step 2 - Consultation and Communication Step 3 -

18 Aug 2015: Organisational Change Flowchart A summary of the organisational change process is available below: Organisational Change Flowchart Please note that the flowchart is a summary of the main stages and should be used for reference purposes only. Full

13 Jan 2015: Eligibility This policy applies to all staff, regardless of length of service, who request flexibility in their working arrangements for a period of time of longer than three months. Requests to work flexibly for periods of less than three months,

10 Aug 2015: Roles and Responsibilities 4.1 All parties involved in and affected by organisational change have roles and responsibilities that will ensure that the organisational change process is successful. Details of these roles and responsibilities are

19 Jan 2015: Conditions The Head of Institution may, in accordance with the operational needs of the department, discuss cover arrangements with members of staff and place restrictions on the use of flexi-time to maintain adequate coverage during the normal

3 Jul 2015: In certain situations an employee’s rights and requirements regarding Shared Parental Leave and ShPP may change. In these circumstances the University will abide by any statutory obligations.

3 Jul 2015: During Shared Parental Leave the contract of employment continues in force. All terms and conditions of the contract continue with the exception of stipend or salary. Continuity of service is maintained, and any standard incremental progression

19 May 2015: This document states the University's policy on adoption leave and pay available to all eligible employees and provides additional guidance on issues surrounding adoption leave.

3 Jul 2015: Once an employee has notified their Institution of their entitlement to SPL and, if applicable, ShPP using a CHRIS75a, they must apply to take any leave using a CHRIS75b. Applications to take leave can be given at the same time as the notice of

3 Jul 2015: If an employee is on Shared Parental Leave when their contract is due to cease, the Procedures for Ending Fixed Term Contracts must be followed. In these circumstances the relevant HR Business Manager/Adviser can be contacted in advance of the

10 Aug 2015: 5. Links to other Policies Pay Protection Policy Redeployment Statutes and Ordinances (Statute C, Schedule), under which there are additional procedural steps. Procedure for the ending of fixed-term contracts Redundancy pay: notes of guidance

3 Jul 2015: Employees may be entitled to Shared Parental Leave (SPL) and Statutory Shared Parental Pay (ShPP) if: their baby is due on or after 5 April 2015 they adopt a child on or after 5 April 2015 The following individuals may be entitled to Shared Parental

19 Aug 2015: Organisational Change Policy The Organisational Change Policy can be found using the link below: Organisational Change Policy

19 May 2015: This document states the University's policy on maternity leave and pay available to all eligible employees and provides additional guidance on issues surrounding maternity leave. The legislation relevant to this policy is: Protection from

3 Jul 2015: Eligible employees may be entitled to take up to 39 weeks ShPP while taking Shared Parental Leave (less any weeks of SMP, MA or SAP claimed by the employee or their partner). ShPP may be payable during some or all of Shared Parental Leave, depending

3 Jul 2015: The employee is permitted to vary or cancel an agreed and booked period of Shared Parental Leave using a CHRIS75c. The Employee can cancel a period of leave by notifying the University at least eight weeks before the start date in the period of

3 Jul 2015: In addition to opting into the Shared Parental Leave system an employee will also need to book their leave by giving the University a period of leave notice using a form CHRIS 75b. This notice can be given at the same time as the opt-in notice (form

3 Jul 2015: From the outset, employees are encouraged to consider what leave arrangements will work best for them and their family. This may involve consideration of: the family leave policies available to both parents from their respective employers (in cases

3 Jul 2015: Mother: in this document ‘mother’ refers to either the biological mother who gives birth to the child or the primary adopter who is eligible for adoption leave and pay. Partner: the child’s biological father or the partner of the mother/adopter

18 Aug 2015: Organisational Change Guidance The Organisational Change Guidance that supports staff and institutions can be found using the link below: Organisational Change Guidance

10 Aug 2015: Step 4 - Concluding the Change Period and Next Steps Confirmation of appointments and redundancy 2.4.1 On conclusion of the change period the lead manager will confirm any appointments (including pay protection arrangements and other contractual

10 Aug 2015: 3. Procedure Details of each stage of the Orgainisational Change Procedure can be accessed using the links below or in the menu on the left hand side: Step 1 - Planning and Proposals Step 2 - Consultation and Communication Step 3 - Implementation

7 Aug 2015: Post- 2009 Clinical Lecturer Scale With effect from 1st April 2023. Scale point Salary (£) 2022 Salary (£) 2023 1 35,858 39,260 2 38,746 42,321 3 40,492 44,171 4 42,598 46,404 5 44,705 48,637 6 46,812 50,871 7 48,918 53,103 8 51,025 55,336 9

19 May 2015: Policy The policy of the University of Cambridge is to provide paternity / co-parent benefits which comply with both the letter and the spirit of the law and, in most cases, are in excess of statutory requirements. This policy applies to all

10 Aug 2015: Step 3 - Implementation Preparation 2.3.1 Fair selection involves fairly applying selection criteria to a pool of employees. Therefore the first step is usually to identify the group of employees from which those who will be made redundant will be

3 Jul 2015: An employee considering/taking Shared Parental Leave is encouraged to contact their Institution to arrange an informal discussion as early as possible regarding their potential entitlement, to talk about their plans and to enable the Institution to

3 Jul 2015: University employees eligible to take Shared Parental Leave are entitled to 18 weeks Shared Parental Leave at full pay, minus any weeks enhanced maternity/adoption or paternity pay they have already received. EShPP is inclusive of any Statutory

10 Aug 2015: 2. Eligibility 2.1 This policy applies to all employees of the University. However, the policy should be read in conjunction with the relevant Statutes and Ordinances for University Officers (Statute C, Schedule). 2.2 This policy will only apply to

13 Jan 2015: Sabbatical leave Provision for University Teaching Officers working less than full-time University Teaching Officers or those holding comparable appointments (those listed in Schedule C(i) to the Statutes or Study leave for holders of certain

3 Jul 2015: Once a period of SPL has been granted, any variation or cancellation of the leave will count as one of the employee’s three permitted applications. Where possible, eight weeks’ notice must be given of any variation or cancellation to a period of

10 Aug 2015: Please also note that the requirement for a Certificate of Sponsorship to be employed in the UK and the need to satisfy Border and Immigration requirements will still apply.

3 Jul 2015: If the employee is the child's mother and wants to opt into the Shared Parental Leave scheme, or if the employee is taking adoption leave, and wants to opt into Shared Parental Leave: they must give the University at least eight weeks' written

22 Dec 2015: Search site. Human Resources. Frequently asked questions for participants. Q. Do I have to take part in mediation? No. Mediation is entirely voluntary and needs the agreement of both parties. If you agree to take part you are also free to leave or

3 Jul 2015: The employee will be advised in writing of the end date of any period of Shared Parental Leave. The employee is expected to return on the next working day after this date, unless they notify the University otherwise. If the Employee is unable to

3 Jul 2015: An employee intending to take Shared Parental Leave must give their Institution notification of their intention to take to Shared Parental Leave using a CHRIS 75a, at least eight weeks before they intend their period of Shared Parental Leave to start

18 Aug 2015: 1. Context and Policy Statement 1.1 The University needs to remain responsive and flexible in how it operates to ensure it continues to deliver education, learning, and research at the highest international levels of excellence. This will involve a

3 Jul 2015: Statutory SPL Pay (ShPP) A mother, who meets the eligibility criteria, is entitled to statutory maternity/adoption pay or maternity allowance for up to 39 weeks. If the mother has given notice that they wish to curtail their maternity/adoption leave

3 Jul 2015: As with any period of extended leave it is important for the Institution to plan how the employee’s absence on SPL will be covered. It is usually beneficial to do this in conjunction with the employee before they start their leave. It may be

13 Jul 2015: The Senior Academic Promotions procedure and guidance is available as a PDF file for ease of printing. Launch letter Senior Academic Promotions Procedure and Guidance 2016 Forms below are available as a series of separate files in PDF, Word and Rich

7 Aug 2015: * These rates are provided in Excel format whilst work is undertaken to incorporate them into the interactive on-costs tool. Current rates October 2021 Historic rates April 2021 April 2020 April 2019 October 2018 April 2017 April 2016 April 2013

5 Nov 2015: A printable version of the Contribution Reward Scheme can be found here: Contribution Reward Scheme 2024 (Printable Version)

19 Jan 2015: Model flexi-time scheme The flexi-time scheme provided here is a model scheme for Institutions to adopt if they are implementing a flexi-time system in their Institution. If a Head of Institution wishes to revise the model scheme for implementation

10 Aug 2015: Definitions Term Definition Organisational change (Major change) Any revision to the way in which a service is provided, which has significant implications for staff.

13 Jan 2015: Part-time working Part-time working, defined as working less than the full-time hours for the post, is appropriate where: there is insufficient work for the post to be carried out on a full-time basis the nature of the work or working hours are best

3 Jul 2015: During Shared Parental Leave the contract of employment continues in force. All terms and conditions of the contract continue with the exception of stipend or salary. Continuity of service is maintained, and any standard incremental progression

22 Dec 2015: Search site. Human Resources. Frequently asked questions for Institutions. Q. What is the purpose of mediation at work? The objective of mediation is for two neutral, independent mediators to assist those in conflict to resolve their differences and

10 Aug 2015: Implementation of Change Managing change effectively 3.1 Managing the process of change is critical to the success of any change programme. Well planned change which is communicated effectively and carefully considers the impact on employees, will