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27 Mar 2017: What are the regulations? These regulations (arising from the Employment Act 2002) came into force from 1 October 2004. They set out a framework for dealing with disciplinary, dismissal and grievance procedures at work. Failure to comply with these

15 Nov 2017: In either case you and your Institution will need to prepare a new Job Description on the official form.

29 Mar 2017: Scheme with effect from August 2008, for academic-related and assistant staff in grades 1–11. Introduction 1.1 The purpose of the regrading procedure is to allow for the re-evaluation of the duties and grades of academic-related and assistant

30 Jun 2017: 7. Documentation Supplement in lieu of pension application form Opt out and enhanced opt out forms are available on the USS website https://www.uss.co.uk/members/members-home/resources/forms Voluntary salary cap form (A form can be obtained from the

28 Mar 2017: old versus new universities). (Tytherleigh, Webb, Cooper and Ricketts 2005). The main causes of stress identified in all HEI's were:.

21 Mar 2017: 3. This document states the University's policy where personal and professional relationships overlap. It aims to ensure that individual members of staff act with propriety, and without bias, abuse of authority or conflict of interest in executing

10 Oct 2017: 5.1. Following receipt of a disclosure, the Head of Institution or equivalent post-holder will ensure as appropriate that the student is aware of the disclosure and that any appropriate alternative arrangements are put in place to avoid the member

28 Mar 2017: Ensuring adequate preparation for new roles and responsibilities e.g., training and development needs.

14 Nov 2017: The use of this form ended on 30 September 2021. For the University’s revised probationary arrangements and forms which apply from 1 October 2021, please follow this link. Pro forma PD/PROB/R2 Form PD/PROB/R2 (Word) Form PD/PROB/R2 (RTF) Notes for

29 Mar 2017: 7. Sickness Absence Review Process Review Process Overview Informal Discussion Formal Stage 1 Absence Review Formal Stage 2 Absence Review Formal Stage 3 Absence Review 7.1.Conducting Informal Discussions 7.1.1.In the first instance it may be

29 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

29 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

10 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

29 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

28 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

10 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

10 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

27 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

14 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

29 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