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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 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

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

10 Aug 2015: Frequently Asked Questions

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: 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

3 Jul 2015: In certain situations an employee’s rights and requirements regarding Shared Parental Leave and ShPP may change. In these circumstances the University will abide by any statutory obligations.

3 Jul 2015: Once an employee has notified their Institution of their entitlement to SPL and, if applicable, ShPP using a CHRIS75a, they must apply to take any leave using a CHRIS75b. Applications to take leave can be given at the same time as the notice of

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: 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: University employees eligible to take Shared Parental Leave are entitled to 18 weeks Shared Parental Leave at full pay, minus any weeks enhanced maternity/adoption or paternity pay they have already received. EShPP is inclusive of any Statutory

7 Apr 2015: The cost is funded by the HR Division as part of a one year trial of using the professional network for recruitment.

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

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: 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

5 Nov 2015: A printable version of the Contribution Reward Scheme can be found here: Contribution Reward Scheme 2024 (Printable Version)

3 Jul 2015: An employee considering/taking Shared Parental Leave is encouraged to contact their Institution to arrange an informal discussion as early as possible regarding their potential entitlement, to talk about their plans and to enable the Institution to

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

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

3 Jul 2015: Resource Management Committee for non-school institutions).  For contract research staff, the sponsor bears the cost of any substitute cover.