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Managing Frequent Short-Term Sickness Absence | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/managing-frequent-short-term29 Mar 2017: Managing Frequent Short-Term Sickness Absence Understanding Possible Causes It is important to understand there may be a variety of reasons for frequent short-term sickness absences, including: An underlying medical condition; An unusually high, but -
Professional behaviour between members of staff and students | Human…
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/professional10 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 -
Roles and Responsibilities | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/roles-and-responsibilities29 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 -
Disabilities and Reasonable Adjustments | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/disabilities-and-reasonable29 Mar 2017: However, if the condition is new or fluctuating, the employee may not be knowledgeable or have all the answers. ... rehabilitation;. Additional or tailored training, coaching, mentoring or supervision e.g. if the employee is moved to new job duties as a -
Roles and Responsibilities | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/policy-statement/roles-and28 Mar 2017: Search site. Human Resources. Roles and Responsibilities. Q. Heads of institution and managers. Line managers should be alert to the risk of work-related stress in their staff and to signs of adverse reactions in individuals. This awareness will -
Probationary Arrangements for Staff in Academically-Related Grades |…
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/probationary-arrangements-staff-academically-related10 Apr 2017: from one administrative job to another where the duties of their new appointment are of a very similar nature to their previous appointment. ... At the start of the probationary period, new members of staff will be assigned a mentor by the Head of -
Probationary Arrangements | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements10 Apr 2017: Institutions will be expected to recognise the efforts made by staff to continue to fulfil their duties whilst adapting to new ways of working during lockdown and should consider extending probation -
Eligibility | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/eligibility27 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 -
Adverse weather policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/adverse-weather-policy14 Mar 2017: 1. Introduction/Context 1.1 The University recognises that staff may face difficulties attending their place of work and returning home during periods of adverse weather conditions such as heavy snow falls, flooding, or other adverse weather -
Sickness Absence Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance29 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 -
Additional Sources of Information | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/silp/additional-sources-information30 Jun 2017: 8. Additional Sources of Information For further information about this policy, please contact the Head of Pensions, Mrs Sue Curryer, Sue.Curryer@admin.cam.ac.uk Further information is available at the links below: USS pension tax information HMRC: -
Evaluating Risk using the HSE Management Standards: Guidance to…
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/policy-statement/causes-028 Mar 2017: are designed as supportive processes that should facilitate the effective settling-in of the new member of staff. ... The way both new and existing staff are supported is key to reducing or moderating work-related stress. -
Managing Long-Term Sickness Absence | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/managing-long-term-sickness29 Mar 2017: Reviewing Long-Term Sickness Absence There are two stages to managing an employee's long-term sickness absence. The first is to manage the employee's absence from work and the second to manage their return to work. The management of an employee's -
Statement of Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/statement-policy15 Mar 2017: The mission of the University of Cambridge is to contribute to society through the pursuit of education, learning, and research at the highest international levels of excellence. In support of this aim, the University is committed to ensuring that -
Statement of Policy and Eligibility | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/silp/statement-policy-and-eligibility30 Jun 2017: 3. Statement of Policy 3.1 Employees adversely affected by pension tax allowances may choose to opt out of future pension provision and apply for a cash supplement of up to 12%, subject to certain eligibility criteria. 4. Eligibility 4.1 To be -
Sickness Absence Review Process | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/sickness-absence-review29 Mar 2017: Adjournment. If new facts have emerged or there is any dispute over facts that have not been properly investigated, it may be necessary to adjourn the meeting in order to investigate ... Any new evidence should be shared with both parties prior to -
Disabilities | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/disabilities29 Mar 2017: 6. Disabilities 6.1. The University acknowledges that sickness absence may result from a disability. Disability is defined under the Equality Act (2010) as a physical or mental impairment that has a 'substantial' and 'long-term' negative effect on -
Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/secondment-policy/procedure29 Mar 2017: The process allows an employee to gain wider experience and acquire new skills whilst retaining continuous employment. ... 4. The HR New Appointment Team will input the details into CHRIS and raise a secondment agreement. -
Forms and templates | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/forms-and-templates29 Mar 2017: Forms and templates CHRIS/62 Sickness Self Certificate Pay arrangements during sickness absence -
Appeals | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/appeals15 Mar 2017: Appeals against warnings or other sanctions An appeal against the outcome of any formal stage should be made in writing under the appeal procedure for the relevant staff category. The purpose of the appeal hearing is to establish if the outcome of
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