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Summary of leave: temporary flexible working | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/leave/summary-leave-temporary-flexible-working-029 Mar 2017: Type of Leave Stipend Normally Payable Conditions Leave to work part-time on a temporary basis Special Ordinances C (i) 2 (c), Form CHRIS/74 Pro rata on either a permanent or temporary basis for up to 5 years at a time (renewable); Sabbatical leave -
Summary of leave: temporary flexible working | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/leave/summary-leave-temporary-flexible-working27 Mar 2017: Type of Leave Stipend Normally Payable Conditions Leave to work part-time on a temporary basis Special Ordinances C (i) 2 (c), Form CHRIS/74 Pro rata for up to 3 (awaiting approval to change to 5) years at a time (renewable); Sabbatical leave -
Hours of Work | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/hours-work14 Nov 2017: Hours of Work (Rules B1–B21) The pattern of hours of work varies between institutions according to the particular needs of each institution. You may not be required to work the same number of hours in each week, depending on the workload of the -
Introduction | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/introduction14 Nov 2017: This handbook is a supplement to your letter of appointment. It sets out your terms and conditions of employment in greater detail and explains the processes and rules involved. You are employed as a member of the Assistant Staff, a staff group -
Other considerations | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/other-considerations28 Mar 2017: Leave from Established Offices Academic staff holding an established University office listed in Schedule J should be aware that any period of leave of 28 days or more that falls during term time, may make the term(s) in question non-reckonable for -
Special Leave | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/special-leave14 Nov 2017: Special Leave (Rules B31–35) In addition to the provision for annual leave and for maternity, paternity and parental leave, there are a number of schemes which provide for special leave in particular circumstances. Some schemes are open only to -
Summary of leave for academic or professional reasons | Human…
https://www.hr.admin.cam.ac.uk/policies-procedures/leave/summary-leave-academic-or-professional-reasons27 Mar 2017: Type of Leave Stipend Normally Payable Conditions Sabbatical Leave (Statute C1 and Special Ordinance C (i) 1, Form CHRIS/67 According to the rules for payment of stipend whilst on leave under Special Ordinance C(i) — normally accrued at rate of -
Bullying and harassment | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/bullying-and-harassment15 Nov 2017: Bullying and Harassment (Rules K1–K2) The University is committed to creating and maintaining a safe, welcoming and inclusive community that nurtures a culture in which we treat one another with courtesy and professionalism, even while robustly -
Background to the Procedures | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/ending-fixed-term-contracts/background-procedures27 Mar 2017: Background to the Procedures for the Ending of Fixed Term Contracts Dismissal Circulars were sent out in 1999 from HR, advising institutions of an appropriate and practicable policy and procedures for ending fixed term contracts in the case of -
Probationary arrangements | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/probationary-arrangements15 Nov 2017: Probationary arrangements (Rules L) The University regards it staff as its greatest asset and is committed to ensuring that all staff members reach their full potential in their roles. The period of probation plays an important part in this process -
Appeals | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/appeals29 Mar 2017: Appeals An appeal against the outcome of any formal stage should be made in writing under the appeal procedure for the relevant staff category. The purpose of the appeal hearing is to establish if the outcome of the procedure was appropriate and -
Appeals Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/ending-fixed-term-contracts/appeals-procedure27 Mar 2017: Appeals Procedure A member of staff who wishes to appeal against the decision to end their fixed term contract must submit notice of their appeal in writing. This notice of appeal should set out the grounds of the appeal and state whether the appeal -
Holidays | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/holidays14 Nov 2017: Holidays (Rules B22–B30) As explained in the previous section, hours of work are calculated as an annual number of hours. The standard working week is 36.5 hours, although staff in some institutions work a longer week and thus earn additional days -
Capability Toolkit | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/capability-toolkit15 Mar 2017: Skills to support managers and individuals Very few of us choose to perform our work badly, make mistakes or fail to complete tasks. There are often good reasons why an individual is struggling at work, such as problems with colleagues or at home, -
Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/employing-and-working-relatives-and-related-matters/guidance21 Mar 2017: 4.1 It is recognised that this policy may significantly affect some current working arrangements in Departments/Institutions. Line managers are encouraged to seek advice from their relevant HR Business Manager or Adviser where necessary when -
Special Leave Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy27 Mar 2017: The University is committed to developing work practices and human resource policies that support work-life balance and equality of opportunity in employment. Any special leave granted is always on the provision that it is subject to the operational -
Statement of Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/secondment-policy/statement-policy29 Mar 2017: The University will endeavour to promote secondment opportunities as set out in the sections below, taking into consideration the operational needs of their Institution. Please see also the Procedure section. -
Applications of the Behavioural Attributes Framework | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/applications-behavioural-attributes-framework15 Mar 2017: The framework can be used to support University staff in a number of areas, including: Recruitment and Selection Departments/institutions have the option to choose to use behavioural attributes as part of the recruitment and selection process for -
9. Annual timetable for the submission of applications to extend…
https://www.hr.admin.cam.ac.uk/policies-procedures/1-retirement-policy/9-annual-timetable-submission-applications-extend-employment3 Nov 2017: Date of Retirements Committee Meeting Deadline for application paperwork* to be received by HR Business Manager, for circulation to the Retirements Committee 18 May 2023 20 April 2023 14 September 2023 17 August 2023 23 November 2023 26 October -
Effects of Work-Related Stress | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/policy-statement/effects28 Mar 2017: Where stress is not controlled and the individual and organisation suffers, the following may be observed: Effects on people may include: Physical Sleep disturbances Headaches Gastrointestinal upset Raised blood pressure/cardiovascular disease
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