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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

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: 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

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

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: 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

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

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

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

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

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: Step 2 - Consultation and Communication The importance of consultation 2.2.1 It is important to conduct meaningful consultation to give employees and where appropriate their trade unions or other employee representatives the opportunity to input

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

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.

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

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

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

10 Aug 2015: Step 2 - Consultation and Communication 3.2.1 Effective consultation and communication is an important aspect of organisational change and should be handled sensitively and transparently. Consultation must be meaningful and take place as soon as

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: 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

10 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

3 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

19 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.

3 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

3 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

3 Jul 2015: Eligible parents are entitled to take or share up to 52 weeks Shared Parental Leave during the child’s first year in their family, less the weeks spent by the mother on maternity leave (or in receipt of SMP or MA) or, where the employee is adopting

10 Aug 2015: Frequently Asked Questions

3 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

10 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

10 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

10 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.

3 Jul 2015: The mother or adopter may be able to change their decision to end their maternity or adoption leave early in order to take Shared Parental Leave. The mother or adopter may be able to revoke a leave curtailment notice by serving a revocation notice.

3 Jul 2015: The University may request, within 14 days beginning on the date on which the employee gives notice of an intention to take Shared Parental Leave: the name and business address of the partner’s employer ( or where the employee’s partner has no