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Benefits during leave | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/shared-parental-leave-policy/guidance/benefits-during-leave3 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 -
Organisational Change Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/organisational-change-guidance/organisational-change-guidance-110 Aug 2015: Step 1 - Planning and Proposals Undertaking a review 2.1.1 The first step in any organisational change programme is to understand why change is necessary and the scale of the change required. This may involve carrying out a review of the current -
Organisational Change Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/organisational-change-policy/organisational-change-policy-610 Aug 2015: Step 4 - Concluding the Change Period and Next Steps Confirmation of Redundancy and PILON (Pay in Lieu of Notice) 3.4.1 On conclusion of the change period, the lead manager will confirm the following in writing to any employees that are to be made -
Clinical research associates and clinical lecturers including…
https://www.hr.admin.cam.ac.uk/pay-benefits/salary-scales/clinical-research-associates-and-clinical-lecturers-including-costs7 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 -
Stage 4: Outcome | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/shared-parental-leave-policy/guidance/process/stage-4-outcome3 Jul 2015: There are three possible outcomes following a SPL application: A: unconditionally accept a SPL application and leave is granted As outlined above, an application for continuous leave must be granted, therefore applications for continuous leave -
Printable Version of the Scheme | Human Resources
https://www.hr.admin.cam.ac.uk/pay-benefits/pay-and-reward/reward-policies/reward-schemes/contribution-reward-scheme/printable5 Nov 2015: A printable version of the Contribution Reward Scheme can be found here: Contribution Reward Scheme 2024 (Printable Version) -
Flexible Working Hours | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/flexible-working/model-flexi-time-scheme/flexible-working-hours19 Jan 2015: Flexible Working Hours Definitions of ‘core hours’ and other periods may vary according to the particular needs of an institution or department and will be determined by the Head of Institution. -
Communications during SPL | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/shared-parental-leave-policy/guidance/communications-during-spl3 Jul 2015: Before an employee's SPL begins, the Head of Institution, Institution Administrator or line manager and the employee should discuss arrangements for keeping in touch during their leave. Such contact can be beneficial to both the Institution and the -
Return to work after SPL | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/shared-parental-leave-policy/guidance/return-work-after-spl3 Jul 2015: When an employee returns to work after taking SPL they are entitled to return to the same job if their combined period of leave (made up of any maternity/adoption/paternity and SPL) totalled 26 weeks or less. If they have taken a combined period of -
Organisational Change Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/organisational-change-guidance/organisational-change-guidance-310 Aug 2015: Frequently Asked Questions -
Stage 2: Opting into SPL and providing notification of enitlement |…
https://www.hr.admin.cam.ac.uk/policies-procedures/shared-parental-leave-policy/guidance/process/stage-2-opting-spl-and-providing3 Jul 2015: An eligible employee must give their Institution notification of their entitlement and intention to take to SPL in writing at least eight weeks before they can take any period of SPL. They must also give their Institution notice if they are -
Organisational Change Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/organisational-change-policy/organisational-change-policy-310 Aug 2015: Step 1 - Planning and Proposals Establishing the need for change 3.1.1 The first step in any organisational change process is to understand why change is necessary and the scale of the change required. This may involve a review of the current -
Organisational Change Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/organisational-change-policy/organisational-change-policy-510 Aug 2015: Step 3 - Implementation Preparation The remainder of the change period (the implementation planning period) will be used for planning the implementation of the change. Further details of the aspects this may include are provided below. Voluntary -
Organisational Change Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/organisational-change-policy/organisational-change-policy-110 Aug 2015: 4. Support 4.1 The University is committed to minimising the adverse impacts of organisational change and to ensure that employees are provided with the tools and support to cope with organisational change effectively and maintain their wellbeing.
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