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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

22 Sep 2015: moved to the personal statement section (removal of para 7.6 and inclusion in Document 2, new para 7.28). -

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

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

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

7 Sep 2015: Information can be found at:). Change address to new notes I am writing.

3 Jul 2015: withdraw the period of leave notice within 15 days of giving it (in which case the notice will not be counted and the employee may submit a new one if they

3 Jul 2015: However, any remaining ShPP to which they are entitled will usually remain payable via the University Payroll, unless they start working for a new employer.

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

21 Aug 2015: the new structure) will be. Step 3 Under Step 3 your institution will be planning how to implement the organisational change. ... If a new structure is proposed you may be matched to or invited to apply for new or alternative roles.

3 Jul 2015: and the new start date. ... If the employee wishes to return to work earlier than the expected return date, they must give at least eight weeks’ notice of the new return date.

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

16 Jan 2015: Committee. During the latter half of 2014, the auditors completed follow-up spot checks on a sample of new appointments. ... Please ensure that you review the details of referees and the references received for applicants/new employees carefully when

10 Aug 2015: 5. Links to other Policies Pay Protection Policy Redeployment Statutes and Ordinances (Statute C, Schedule), under which there are additional procedural steps. Procedure for the ending of fixed-term contracts Redundancy pay: notes of guidance

10 Aug 2015: Roles and Responsibilities 4.1 All parties involved in and affected by organisational change have roles and responsibilities that will ensure that the organisational change process is successful. Details of these roles and responsibilities are

19 Aug 2015: Organisational Change Policy The Organisational Change Policy can be found using the link below: Organisational Change Policy

18 Aug 2015: I am delighted to welcome you to the University of Cambridge as a Visiting XXXXXX and I am looking forward to welcoming you into your new role. ... Information about living in and getting around Cambridge:. http://www.jobs.cam.ac.uk/living/.

5 Oct 2015: Document 8 completed. 10. DOCUMENT 4 (Coversheet):. New form used and signed and dated.

3 Jul 2015: There is no need for the employee to change their original application as the details of the new pattern should be outlined in the letter.

19 May 2015: The new post must be suitable and appropriate for the employee in the circumstances and the new contractual provisions must not be substantially less favourable than those of the previous contract.