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Eligibility | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/employing-and-working-relatives-and-related-matters/eligibility21 Mar 2017: 2.1 This policy applies to all members of staff and in addition the following: Job applicants. Hourly paid workers (eg casual staff or those paid via UPS). Self employed staff/those on a Contract for Services. Agency workers (including Temporary -
Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/whistleblowing-policy-public-disclosure-university-employees/procedure1 Mar 2017: In many cases it will be appropriate for the member of staff to raise any concerns informally with their line manager in the first instance, either in person or in writing. It may be possible to agree a way of resolving the concern quickly and -
Compassionate Leave Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/leave-personal-or-family-reasons/compassionate-leave-guidance28 Mar 2017: Arrangements for compassionate leave are set out under the Assistant Staff Handbook and Summary of Leave table. Compassionate leave is normally granted to an employee who: Needs to care for a dependant or close relative who is seriously ill, or -
Informal resolution | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/informal-resolution15 Mar 2017: erformance problems are most effectively managed as early as possible. In most cases informal discussions between the manager and the employee will resolve the issues. A summary of the informal procedure is provided in the policy flowcharts. -
Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/procedure29 Mar 2017: 4.Procedure 4.1. Sickness Absence Reporting Procedure 4.1.1. If an employee cannot attend work due to ill-health they should notify their manager (or a designated person within the Institution [1]) of their absence by telephone as soon as possible -
Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/employing-and-working-relatives-and-related-matters/procedure21 Mar 2017: Procedure 5.1 Members of staff are required to declare an interest to their Head of Department/Institution or line manager if they are working with a relative or if a relative is an applicant in a recruitment process that the member of staff is -
Negotiating and Influencing | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/negotiating-and15 Mar 2017: The positive indicators are intended for use as a guide only and are not exhaustive. Not all indicators will be applicable to all roles within a grade and in some cases may be appropriate to a greater or lesser degree. Level A Develops sophisticated -
Managers' Guide | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disabled-applicants-and-members-staff/support-services-available-within/managers20 Mar 2017: Recruiting a disabled person What to do if somebody you manage has a disability requiring support -
Advice for staff raising a concern | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy/advice1 Mar 2017: The University acknowledges the difficult choice a member of staff may have to make in raising a concern. As the issues that prompt the concern are likely to be complex, how the member of staff proceeds with his or her concern will vary from -
Staff Responsibility for a student | Human Resources
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/staff10 Oct 2017: 7.1. Intimate or Close personal relationships between students and staff who have responsibility for them can cause significant problems because of the imbalance of power and authority in the relationship. These relationships can also disrupt the -
Process | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy/process1 Mar 2017: The person to whom the disclosure is made will normally consider the information and decide whether there is a prima facie case to answer. He or she will decide whether an investigation should be conducted and what form it should take. This will -
Reporting of outcomes | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy/reporting1 Mar 2017: A report of all disclosures and subsequent actions taken will be made by the persons deciding on the issues. This record should be signed by the Investigating Officer and the person who made the disclosure, and dated. Where appropriate the formal -
Strategic Focus | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/strategic-focus15 Mar 2017: The positive indicators are intended for use as a guide only and are not exhaustive. Not all indicators will be applicable to all roles within a grade and in some cases may be appropriate to a greater or lesser degree. Level A Drives the strategic -
Investigation | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy-01 Mar 2017: Any investigation will be conducted sensitively and promptly. The employee will be notified of the intended timetable for the investigation. The person to whom the disclosure is made may authorise an initial investigation to establish the relevant -
Complaints of retaliation as a result of disclosure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy/complaints1 Mar 2017: The University accepts that it has an obligation to ensure that staff who make a disclosure in accordance with this policy are protected, regardless of whether or not the concern raised is upheld. A member of staff who has made a disclosure and who -
Managing Confidentiality | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/managing-confidentiality29 Mar 2017: Managing Confidentiality Any records in relation to an employee's health are confidential and any information that is collected and stored should be held in accordance with the Data Protection Act 1998. The following principles should be followed: -
Related policies and procedures | Human Resources
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/related-policies10 Oct 2017: Search site. Human Resources. Related policies and procedures. 2.1. Links to related University policies, statements, sources of support and further information can be found below:. Disciplinary policies. All University Officers or Established -
Relationship Building | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/relationship-building15 Mar 2017: Identifies opportunities for leveraging existing partnerships or developing new ones that will support the work of both organisations. -
Further Information | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/further-information15 Nov 2017: In either case you and your Institution will need to prepare a new Job Description on the official form. -
Probationary Arrangements for Contract Research Staff | Human…
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/probationary-arrangements-contract-research-staff10 Apr 2017: The Principal Investigator is responsible for managing the probationary period and for reviewing the performance of the new member of staff. ... It should allow sufficient time to become accustomed to the new working environment and allow time for
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