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1 Mar 2017: A report of all disclosures and subsequent actions taken will be made by the persons deciding on the issues. This record should be signed by the Investigating Officer and the person who made the disclosure, and dated. Where appropriate the formal

1 Mar 2017: The person to whom the disclosure is made will normally consider the information and decide whether there is a prima facie case to answer. He or she will decide whether an investigation should be conducted and what form it should take. This will

21 Mar 2017: The University of Cambridge is committed in its pursuit of academic excellence to equality of opportunity and to a pro-active and inclusive approach to equality, which supports and encourages all under-represented groups, promotes an inclusive

1 Mar 2017: The University accepts that it has an obligation to ensure that staff who make a disclosure in accordance with this policy are protected, regardless of whether or not the concern raised is upheld. A member of staff who has made a disclosure and who

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

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 Develops sophisticated

15 Mar 2017: Identifying underperformance It is important to identify the correct procedure for managing performance issues as early as possible so that appropriate support can be offered to the employee. Whether performance concerns should be managed under the

29 Mar 2017: Search site. Human Resources. Questions and answers. Q. What should I do if I am unwell and unable to work? First notify your immediate manager by telephone as early as possible on the first day of your absence. You should provide your manager with

10 Oct 2017: 7.1. Intimate or Close personal relationships between students and staff who have responsibility for them can cause significant problems because of the imbalance of power and authority in the relationship. These relationships can also disrupt the

15 Nov 2017: Disciplinary Procedures (Rules H1 to H20) A disciplinary procedure is helpful to the proper and successful functioning of the University and in ensuring that individuals are treated fairly. The University has therefore agreed a detailed procedure

1 Mar 2017: Any investigation will be conducted sensitively and promptly. The employee will be notified of the intended timetable for the investigation. The person to whom the disclosure is made may authorise an initial investigation to establish the relevant

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:

29 Mar 2017: Scheme with effect from August 2008, for academic-related and assistant staff in grades 1–11. Introduction 1.1 The purpose of the regrading procedure is to allow for the re-evaluation of the duties and grades of academic-related and assistant

10 Oct 2017: 6.1. After any alternative arrangements and/or protective measures have been put in place, the Head of Institution should consider whether any further actions might be necessary, which may include: a. ensuring that any people affected are aware of

27 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

29 Mar 2017: Roles and Responsibilities Manager Ensures employees are aware of the Sickness Absence Policy and what is expected of them via local induction and day-to-day management. Addresses sickness absence issues when they become known and seeks to resolve

27 Mar 2017: This policy applies to all employees of the University of Cambridge. However, specific eligibility criteria may apply in relation to particular types of special leave as set out under the relevant policy section. There may be occasions when Heads of

21 Mar 2017: Disciplinary Policy The procedure described below may be reviewed from time to time and any changes will apply to all unestablished staff. The term “Head of institution” denotes Head of Department, Chairman of a Faculty not organised into

10 Oct 2017: 9.1. Code of Behaviour 9.1.1 All staff are expected to act in line with the University Code of Behaviour, which sets out the University’s expectations around how we should and should not behave towards other members of our community. Whilst all

29 Mar 2017: Status This guidance supports staff and Institutions in implementing the Sickness Absence Policy and provides information on good practice. It should be read in conjunction with the policy document. This guidance is not University policy and does