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1 Dec 2023: Search site. Human Resources. There is more opportunity now for more hybrid working and communicating online - as well as in person - and this definitely supports disabled people". ... This is a great idea in principle, but in practise for people with

16 Jun 2023: 1. Statement of Policy 1.1. Our community must be one in which we are all able, within the law, to question and test received wisdom, express new ideas and explore controversial or unpopular topics and opinions. The University is committed to

18 Oct 2023: Communities of Practice (CoPs) bring groups of people together to create support networks, learn and grow their skills, share knowledge, innovate, and collaborate.

18 Oct 2023: od_2.jpg The role of the Organisational Development (OD) team Our overarching objective is to ensure that the University of Cambridge is a great place to work. We work to connect all parts of the organisation and support positive cultural change to

15 Jun 2023: 1. Statement of Policy 1.1 The University recognises that employees may, from time to time, have concerns or complaints about their work, working relationships or working environment. In this event employees can raise a grievance under this policy,

3 Feb 2023: Introducing myHR Andi Hudson, Director of HR, is pleased to announce that the University's new HR and payroll system will be called myHR and will launch in the summer of 2024. myHR is being introduced as part of the University’s HR Transformation

14 Dec 2023: I have got to meet people I would not generally meet and learn from their experiences, tips, and anecdotes.

22 Sep 2023: You can download an example of the email which BRP holders will receive - you'll note it's not personalised, so people may think it's spam or phishing. ... UKVI eVisa account creation - beta testing. The Home Office is looking for individuals to be

27 Apr 2023: The Council and the General Board have approved a new Hybrid Working Policy to set out the University’s ongoing approach to working practices since the pandemic. The new policy was developed following engagement sessions with Heads of Institutions

24 Mar 2023: The Hybrid Working Policy aims to enable as many staff as possible to work in a hybrid way if they so wish, whilst recognising that some roles will include tasks that can only be performed on University premises. It highlights that consideration

7 Jun 2023: The latest round of the University’s Career Support Fund is now open for applications until 14 July 2023. The fund provides grants of up to £10,000 to support staff whose careers have been adversely affected, either by the COVID-19 pandemic or

22 Mar 2023: Compressed working hours: Allows people to work their total number of hours over fewer days. ... home. Job-sharing: Splits the duties of a full-time post between two people.

14 Apr 2023: As the Human Resources Transformation Programme (HRTP) continues preparations to move the University to the new HR and payroll system, myHR, it is important that unwanted and outdated data is removed from our current HR system, CHRIS. Keeping

26 Jan 2023: What is the Employer Checking Service? The Employer Checking Service (ECS) is used to request verification from the Home Office that an individual has the right to work in the UK when they have an outstanding application or appeal and cannot present

20 Jun 2023: On Friday 9 June, the Regent House approved a new Dignity at Work Policy and a combined Grievance Policy, both of which come into effect today (Tuesday 20 June). These policies, which were developed following consultation with University staff and

23 Nov 2023: Rob said: “I love Geology, I love Earth Sciences and being able to share that with lots of people is really amazing for me.”. ... Gabriela said “you have to love working with people” as part of your role and “you have to love problem solving.”

24 Nov 2023: Rob said: “I love Geology, I love Earth Sciences and being able to share that with lots of people is really amazing for me.”. ... Gabriela said “you have to love working with people” as part of your role and “you have to love problem solving.”

23 Mar 2023: There is still time to make a nomination for the Apprenticeship Awards 2023 before the deadline on Friday 31st March 2023.

15 Jun 2023: 3. Eligibility 3.1 Save where expressly excluded, this policy applies to employees in the Assistant, Contract Research and Unestablished Academic and Academic-related categories who wish to raise a grievance (the “Employee”) and replaces all

8 Mar 2023: We are asking all staff to log in to Employee Self Service to ensure that the personal information we hold for you is up to date. We do this regularly because we want to ensure we can contact you in an emergency and that our staff information is

20 Dec 2023: John Nicolson, the Technician Commitment Co-ordinator, for the PPD section in HR, has won a Professional Services Recognition award.

21 Mar 2023: 2. Eligibility 2.1 This Policy applies to all University employees. 2.2 All University employees have the statutory right to make a flexible working request from the first day of employment.

16 Oct 2023: Would you like to know how the University are supporting staff working overseas? The revised policy and guidance are in place to better support employees working outside the UK.

24 Mar 2023: 2. Definitions 2.1. Hybrid working. A type of flexible working that focusses on the location in which work is undertaken, with some work being undertaken in the workplace and some work being undertaken in an agreed remote working environment. 2.2.

24 Mar 2023: 4. Who is this policy for? 4.1. This Policy applies to all University staff. 4.2. This Policy does not apply to employees and workers solely engaged by the Colleges, who should refer to their College’s policy on hybrid working if available.

22 Mar 2023: Supporting Guidance The pages in this section provide information for Heads of Institution and line managers on various aspects of flexible working practices at the University. They aim to provide guidance for those considering individual requests

17 Jun 2023: Making inappropriate derogatory remarks about a colleague’s performance in public, whether directly (such as in a meeting) or indirectly (for example, by needlessly copying people into an email).

22 Mar 2023: 5. Legislation 5.1 This Policy complies with national legislation, including the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002, the

2 Nov 2023: We often use words like feeling stressed, feeling burnt out, feeling rundown and I think that what I understand about that, is that there are people that are experiencing a stress

16 Jun 2023: Supporting resources Below are some practical resources to help staff using and supporting the processes under this Grievance Policy. Flowcharts Informal resolution flowchart (direct informal resolution and informal resolution with support processes)

16 Jun 2023: 6.13.2  It is recommended that managers attend the training courses aimed at helping them become more confident in dealing with people and handling difficult conversations.

24 Mar 2023: The Hybrid Working Policy is supported by guidance to ensure a consistent and fair approach to decisions around hybrid working and to support institutions, line managers and staff in identifying and agreeing hybrid working arrangements.

24 Mar 2023: 3. Purpose of the policy 3.1. In support of the University’s commitment to enable hybrid working where possible, the Policy sets out the arrangements for and expectations around hybrid working across the University.

15 Jun 2023: 2. Content and Scope 2.1 Grievances may involve a wide range of issues. For example: work relationships, bullying, harassment, discrimination, terms and conditions of employment, working practices, health and safety, and the working environment. 2.2

16 Jun 2023: 5. Procedure 5.1 Informal resolution 5.1.1 Many issues can be resolved quickly and informally through a discussion between the Employee and their line manager, or any other individual concerned, in the course of everyday working relationships. Where

30 Jan 2023: The views of institutions and employees are sought on a draft International Working Policy by 6 March 2023. The policy will replace the existing Global Mobility Policy to provide the framework for any paid activity that will take place outside the

21 Mar 2023: 3. Purpose of the policy 3.1 The Policy sets out the statutory procedure to be followed when staff ask to work flexibly. Requests can be made on either a permanent or temporary basis. The Policy also sets out the considerations specifically for

17 Jun 2023: 3. Who is this Policy for? 3.1. This Policy applies to all University employees and workers. 3.2. This Policy does not apply to employees and workers solely engaged by the Colleges, who should refer to their College’s policies and procedures on

17 Jun 2023: 11. Training and development opportunities 11.1. It is everyday interactions that indicate courteous and professional environments, whether in informal social situations, agreeing and allocating work, managing change, supporting development,

24 Mar 2023: Search site. Human Resources. Roles and responsibilities. 5.1. All those responsible for leading, managing and supervising people have the following responsibilities for their staff:.

22 Mar 2023: 1. Policy statement 1.1 This Policy on flexible working arrangements for University staff has been developed in line with the University's commitment to equality of opportunity and with the intention of helping members of staff to balance their

24 Mar 2023: 1. Policy statement 1.1. Hybrid working is a type of flexible working that focusses on the location in which work is undertaken, with some work being undertaken on the University’s premises and some work being undertaken in a remote working

22 Mar 2023: 7. Requests under the Flexible Working Regulations 7.1 Under the Flexible Working (Amendment) Regulations 2023, staff members have a statutory right to request flexible from the first day of their employment. 7.2 When making a statutory request, a

15 Jun 2023: 4. Roles and Responsibilities 4.1 An eligible employee who wishes to raise a grievance has a responsibility to do so in a timely manner, as set out in section 6.6.1, and should be willing to participate constructively in an open discussion of the

17 Jun 2023: This includes the details of services provided by both the University and external specialist organisations that support women, men and people of any gender or sexual orientation affected by sexual misconduct.

17 Jun 2023: 2. Purpose of this Policy 2.1. This Policy aims to prevent inappropriate behaviour in the workplace and resolve incidents of such behaviour if they occur.

22 Mar 2023: 8. Procedure 8.1 General principles 8.1.1 The procedure for making a statutory flexible working request is set out in this section. Further guidance on flexible working is also available for staff and Institutions from their HR Business Partnering

17 Jun 2023: It can happen to and be demonstrated by women, men and people of any gender or sexual orientation.

17 Jun 2023: 8. What to do when you are the subject of concerns being raised 8.1. It can be a disconcerting and upsetting experience for an individual to be approached and told that their behaviour could be construed as inappropriate. If this is done through an

17 Jun 2023: 12. How to raise complaints not directly covered by this Policy 12.1. University employees or workers who have a complaint against a student should contact their HR Business Partnering Team in the first instance who will liaise with the Office of