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30 Jun 2017: For the latest rates please visit the USS website. Further details on EOO are included in mini-fact sheet 3, “Enhanced Opt Out”, available to download from the USS webpage on

15 Mar 2017: The mission of the University of Cambridge is to contribute to society through the pursuit of education, learning, and research at the highest international levels of excellence. In support of this aim, the University is committed to ensuring that

15 Mar 2017: Capability process Informal Capability Process Formal Capability Process Stage 1 Formal Capability Process Stage 2 Formal Capability Process Stage 3

30 Jun 2017: 3. Statement of Policy 3.1 Employees adversely affected by pension tax allowances may choose to opt out of future pension provision and apply for a cash supplement of up to 12%, subject to certain eligibility criteria. 4. Eligibility 4.1 To be

29 Mar 2017: 6. Disabilities 6.1. The University acknowledges that sickness absence may result from a disability. Disability is defined under the Equality Act (2010) as a physical or mental impairment that has a 'substantial' and 'long-term' negative effect on

29 Mar 2017: Reviewing Long-Term Sickness Absence There are two stages to managing an employee's long-term sickness absence. The first is to manage the employee's absence from work and the second to manage their return to work. The management of an employee's

28 Mar 2017: 1. Introduction The document below gives guidance on how to evaluate risk using the HSE management standards. HSE standards, which are in draft form, originally included ‘organisational culture’ as a separate standard since this is key in

29 Mar 2017: Sickness Absence Review Process Conducting Informal Discussions Sickness absence concerns are most effectively managed as early as possible. In most cases informal discussions between the manager and the employee will help to understand the issues

28 Mar 2017: CHRIS/68 Special Leave (Paid and Unpaid) Application Form

14 Nov 2017: Maternity and other family-related Leave and Pay (Rules J1–J27) The University has published a maternity policy which applies to all staff and includes general guidance including health and safety advice. This is also available from your Head of

29 Mar 2017: General Guidance The University’s recruitment policy should be followed, for example when advertising the secondment and selecting the preferred candidate: https://www.admin.cam.ac.uk/cam-only/offices/hr/recruitment/ The employee should discuss

29 Mar 2017: 5. Occupational Health Referral 5.1. Where medical advice is sought, such as where there has been long-term absence or repeated short absences, a referral to Occupational Health for an assessment and advice about any ill-health concerns may be

28 Mar 2017: Arrangements for compassionate leave are set out under the Assistant Staff Handbook and Summary of Leave table. Compassionate leave is normally granted to an employee who: Needs to care for a dependant or close relative who is seriously ill, or

30 Jun 2017: 6. Procedure 6.1 Employees who fulfil the eligibility criteria may apply in writing by completing the application form below to receive a supplement in place of further pensions benefits. The completed form, together with the specified enclosures,

28 Mar 2017: The University will endeavour to grant reasonable time off to employees as set out below, taking in to consideration the operational needs of their Institution.

29 Mar 2017: Managing Confidentiality Any records in relation to an employee's health are confidential and any information that is collected and stored should be held in accordance with the Data Protection Act 1998. The following principles should be followed:

10 Oct 2017: Search site. Human Resources. Related policies and procedures. 2.1. Links to related University policies, statements, sources of support and further information can be found below:. Disciplinary policies. All University Officers or Established

24 Feb 2017: About the Role Profile The Role Profile is designed to be used in conjunction with the Higher Education Role Analysis (HERA) job evaluation scheme, and the HERA Support Tool is designed to ensure that Departments cover the HERA scheme when writing a

15 Mar 2017: The positive indicators are intended for use as a guide only and are not exhaustive. Not all indicators will be applicable to all roles within a grade and in some cases may be appropriate to a greater or lesser degree. Level A Builds and manages

1 Mar 2017: The aim of this policy is to provide an internal mechanism for reporting, investigating and remedying any wrongdoing in the workplace. In most cases the member of staff should not find it necessary to alert anyone externally.