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22 Mar 2023: 5. Legislation 5.1 This Policy complies with national legislation, including the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002, the

22 Mar 2023: 9. Glossary Annual hours: Total working hours are calculated over a year rather than a week. This means people can work according to the peaks and troughs of activity over the year. Compressed working hours: Allows people to work their total number

8 Mar 2023: We have recently updated some categories (including disability, ethnic origin and sexual orientation) and added a question about marital status to meet HESA’s requirements.

24 Mar 2023: 2. Definitions 2.1. Hybrid working. A type of flexible working that focusses on the location in which work is undertaken, with some work being undertaken in the workplace and some work being undertaken in an agreed remote working environment. 2.2.

16 Jun 2023: Supporting resources Below are some practical resources to help staff using and supporting the processes under this Grievance Policy. Flowcharts Informal resolution flowchart (direct informal resolution and informal resolution with support processes)

24 Mar 2023: The Hybrid Working Policy is supported by guidance to ensure a consistent and fair approach to decisions around hybrid working and to support institutions, line managers and staff in identifying and agreeing hybrid working arrangements.

21 Mar 2023: 3.4  This Policy is not contractual and may be amended from time to time, as necessary, in light of any changes in legislation or operational requirements.

20 Dec 2023: John Nicolson, the Technician Commitment Co-ordinator, for the PPD section in HR, has won a Professional Services Recognition award.

15 Jun 2023: 2. Content and Scope 2.1 Grievances may involve a wide range of issues. For example: work relationships, bullying, harassment, discrimination, terms and conditions of employment, working practices, health and safety, and the working environment. 2.2

30 Jan 2023: the UK, or believe they may have a requirement to carry out activity outside the UK in the future.

17 Jun 2023: 3. Who is this Policy for? 3.1. This Policy applies to all University employees and workers. 3.2. This Policy does not apply to employees and workers solely engaged by the Colleges, who should refer to their College’s policies and procedures on

17 Jun 2023: 11. Training and development opportunities 11.1. It is everyday interactions that indicate courteous and professional environments, whether in informal social situations, agreeing and allocating work, managing change, supporting development,

16 Oct 2023: Would you like to know how the University are supporting staff working overseas? The revised policy and guidance are in place to better support employees working outside the UK.

17 Jun 2023: It is not contractual and may be amended from time to time, as necessary, in light of any changes in legislation or operational requirements.

22 Mar 2023: 7. Requests under the Flexible Working Regulations 7.1 Under the Flexible Working (Amendment) Regulations 2023, staff members have a statutory right to request flexible from the first day of their employment. 7.2 When making a statutory request, a

17 Jun 2023: 6. Code of Behaviour 6.1. In an environment that encourages and celebrates freedom of thought and expression, it is vital that our behaviour towards one another remains courteous and professional. The following Code, developed in conjunction with

22 Mar 2023: 1. Policy statement 1.1 This Policy on flexible working arrangements for University staff has been developed in line with the University's commitment to equality of opportunity and with the intention of helping members of staff to balance their

15 Jun 2023: 4. Roles and Responsibilities 4.1 An eligible employee who wishes to raise a grievance has a responsibility to do so in a timely manner, as set out in section 6.6.1, and should be willing to participate constructively in an open discussion of the

2 Nov 2023: A Senior Counsellor for the Staff Counselling Centre at Cambridge University has expressed on International Stress Awareness Week that: “it’s right to look after your mental health” and “it's not a sign of weakness.” Sarah Hughes, in an

24 Mar 2023: 1. Policy statement 1.1. Hybrid working is a type of flexible working that focusses on the location in which work is undertaken, with some work being undertaken on the University’s premises and some work being undertaken in a remote working

16 Jun 2023: 7. Guidance and Additional Sources 7.1 Links to other related University policies can be found below: Dignity at Work Policy (2023 ed.) Whistleblowing Policy Disciplinary Policies University’s Statement on Freedom of Speech University-wide

24 Mar 2023: 5. Roles and responsibilities 5.1.

24 Mar 2023: 10. Connected policies and other information 10.1. Links to other related University policies and guidance can be found below: Flexible Working Policy Global Mobility Policy (under review during 2022/23) and associated guidance University Health and

17 Jun 2023: 13. Associated policies and statements 13.1.

17 Jun 2023: 8. What to do when you are the subject of concerns being raised 8.1. It can be a disconcerting and upsetting experience for an individual to be approached and told that their behaviour could be construed as inappropriate. If this is done through an

17 Jun 2023: 12. How to raise complaints not directly covered by this Policy 12.1. University employees or workers who have a complaint against a student should contact their HR Business Partnering Team in the first instance who will liaise with the Office of

17 Jun 2023: 9. What happens if you have behaved inappropriately 9.1. While this Policy emphasises the value of an early, informal resolution process, there will be situations that can only be resolved through a formal grievance. Where a formal grievance is

22 Mar 2023: 6. Types of flexible working 6.1 The range of flexible working practices that may be requested and, depending on the circumstances, may be appropriate include: part-time or term-time working job share compressed or annual hours staggered hours or

22 Mar 2023: 10. Connected policies and other information 10.1 The forms to be used when submitting and deciding on a flexible working request are available. A summary of the procedure under this Policy is also included.

17 Jun 2023: Supporting resources Dignity at Work Policy video Introducing the University of Cambridge’s Dignity at Work Policy The University is committed to nurturing a culture in which we treat one another with courtesy and professionalism, even while

22 Mar 2023: 4. Roles and responsibilities 4.1 Heads of Institution, line managers where the flexible working request procedure is delegated to them, and all those responsible for appointing staff: 4.1.1 Must ensure that every flexible working request is given

23 Nov 2023: As part of the Technician Commitment work across the University, a series of videos have been put together to showcase some of the technical staff colleagues and their diverse roles across many sectors within the University. One the technicians, Rob

16 Jun 2023: the requirement to attend training. disciplinary procedures (the investigation report may be used in the disciplinary process).

17 Jun 2023: 10. How we will support you 10.1. Support services 10.1.1. The University is committed to providing support for employees and workers affected by these issues. The following support resources are available to any employee or worker whether they are

23 Oct 2023: All employees of the collegiate University are invited to complete a survey about the experiences and support of LGBTQ+ staff at Cambridge.

16 Jun 2023: 6. General Principles 6.1 At any stage of the procedure, those involved in attempting a resolution or in investigating a complaint must act fairly and in accordance with good practice and the principles set out below. Any person against whom a

22 Mar 2023: cultural requirements, or adjustments because of a disability so that the full facts of the case, including obligations under other relevant legislation, can be considered. ... For details of the process associated with this requirement, see [link to

17 Jun 2023: 4. Roles and responsibilities 4.1. All employees and workers have a responsibility to act in line with the University’s Code of Behaviour set out in section 6 of this Policy. All employees and workers also have a responsibility for completing any

17 Jun 2023: 5. What constitutes inappropriate behaviour? 5.1. All University employees and workers are expected to behave professionally and appropriately and have the right to expect professional and appropriate behaviour from others. Inappropriate behaviour

23 Oct 2023: You must meet the eligibility requirements as set out above. 2) For documentation, you will require:. ... This is known as an entry clearance vignette and will facilitate your entry into the UK.

24 Mar 2023: a breach of the requirements concerning conduct and performance, such as a regular failure to complete work on time or a regular and unexplained inability to contact the individual when working

1 Dec 2023: International Day of Persons with Disabilities: Q&A’s with a Co-Chair of the Disabled Staff Network

30 Aug 2023: The University of Cambridge operates an annual Contribution Reward Scheme for Academic-Related Staff in Grade 12. The information below and on these pages relates to the 2023 scheme for awards effective 1 October 2023. This scheme comprises two

17 Jun 2023: 7. What to do when you have experienced inappropriate behaviour 7.1. Allegations should always be taken seriously, and action taken as quickly as possible to stop any inappropriate behaviour identified. This section summarises the procedures

11 Sep 2023: a) Natural Justice. ‘Natural Justice’ is defined as ‘due process of law’ or the ‘requirements of procedural fairness’. ... assessments and results of monitoring The University will meet all statutory obligations under relevant legislation and,

24 Mar 2023: Travel Advisor Service The University has introduced a new Travel Advisor Service to help staff explore the alternative travel options that might be available to them, perhaps looking for a commute that is healthier, greener, faster or cheaper than

24 Mar 2023: 8. Conditions around the remote working environment 8.1. The University will provide each individual working in a hybrid way with either a set of core IT equipment to support their hybrid working or items from that set as either required by the

24 Mar 2023: CAMbens Cycle The Cycle to Work scheme encourages alternative travel and reduces our environmental impact. But also allows you to spread the cost of getting a new bike, save on Income Tax and National Insurance and increase your fitness. The

7 Feb 2023: Lift Share There is also the public scheme “Camshare” provided by Lift Share. This county-wide lift-share system is managed and operated by Cambridgeshire County Council. This scheme has over 5,000 potential car-sharing matches to potential

24 Mar 2023: 7. Conduct and performance when working in a hybrid way 7.1. It is recognised that many staff may frequently work unsupervised at the University and this applies even more so when working in a remote working environment. It is essential therefore