Search

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: 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: 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: 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: 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: 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: 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.

18 Aug 2015: This will involve a process of continuous service improvement and innovation which will often result in the need for organisational change such as the introduction of new technology or systems, strategy

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

3 Jul 2015: For example, a new father who is employed by the University, is eligible to SPL and whose partner has curtailed her maternity leave after 26 weeks, is entitled to take 26

10 Aug 2015: potential for redundancy, their working hours or practices being affected, new systems/processes introduced that they are not knowledgeable about.

10 Aug 2015: discuss potential roles in the new/revised structure to which they may be matched or that might be considered for alternative employment. ... explain the selection process for allocating new/revised roles where appropriate, including the selection

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

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

10 Aug 2015: Closure of service or unit. Provision of new service/s. Expansion/ Reduction of existing service/s. ... Where a new job is offered to a potentially redundant employee before their current job comes to an end.

10 Aug 2015: For example, whether the creation of a new organisational unit must be sanctioned by a Grace, or the creation of new established and chest funded posts approved by the Resource Management ... Introduction. Current structure. Proposed structure. Rationale

10 Aug 2015: whether staff in the new structure have the skills and support required to undertake their roles,. ... redeployed to new areas, are developing new skills or are working with new team members, systems or processes.

13 Jan 2015: what the cost would be to recruit and train a new worker if the existing worker were to leave the organization on account of a refusal to agree to part-time

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: A trial period will start on the employee's first working day in the new role. ... Throughout the work trial the employee should be provided with regular feedback on their performance in the new role.