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1 Jul 2014: Absence or Special Leave Special Leave (Rules B31–35) In addition to the provision for annual leave and for maternity, paternity / co-parent and parental leave, there are a number of schemes which provide for special leave in particular

8 May 2014: Staff review and development (appraisal) Once a member of staff has successfully completed their probation period, their performance and development should be reviewed using the University's Staff Review and Development Scheme. Staff review and

1 Jul 2014: Introduction of the University’s Sickness Absence Policy with effect from 1st April 2014 The University is introducing a Sickness Absence Policy to provide a clear framework for reporting and recording sickness absence and promoting a supportive

4 Jun 2014: If you wish to request mediation please contact the HR Business Manager or HR Adviser for your Institution who will make arrangements, through the Mediation Coordinator, to initiate a formal mediation. Two mediators, who will not be members of the

8 Dec 2014: Equality Act 2010 Guidance Information for disabled staff Occupational Health Disability Resource Centre

13 May 2014: Description This report lists all employees in an institution who have a current or impending maternity/adoption/shared parental leave absence recorded on the CHRIS system. The following columns are shown: School (or equivalent) Institution Location

8 Dec 2014: Harassing a person with a disability on account of that disability is unacceptable behaviour and unlawful under the terms of the Equality Act. This issue is dealt with in detail in the University's Dignity at Work Policy.

8 Dec 2014: 4.3 Anyone concerned with recruitment to the University should assess what applicants with a disability can do to meet the requirements of the post, should avoid the assumption that people

25 Jun 2014: The University has a responsibility to ensure that all its employees have the legal right to live and work in the UK. Therefore, if you receive an offer of employment, this will be subject to the University verifying that you are eligible to work in

11 Aug 2014: Managing Stress and Promoting Wellbeing at Work policy Introduction The University's Managing Stress and Promoting Wellbeing policy provides a source of reference material for all staff dealing with stress at work. Managing stress presents a

4 Jun 2014: Search site. Human Resources. FAQs 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 reach a mutually

28 Jul 2014: Financial Matters 1. University financial regulations All financial transactions taking place within the University — from dealing with invoices and cheques to the University's ethical policies relating to finance — are governed by the Financial

30 Jun 2014: Grievances and disciplinary matters The relevant procedures for the holders of University offices are as set out in Schedule to Statute C, Chapter III, Special Ordinance C(xii) and Special Ordinance C(xiii). There are also equivalent procedures in

8 Dec 2014: The policy is designed: to emphasize that applicants must be considered for employment according to their aptitudes, abilities, and qualifications, and that applicants with a disability are not at any substantial disadvantage compared to

17 Oct 2014: Following HR Committee approval, the HR Division has begun trialling the use of social media in the recruitment process. The aim is to use social media channels as an additional means of promoting the University as an employer, highlighting specific

1 Oct 2014: Religious holidays Managers should be aware that members of staff may make requests for leave in order to observe religious or spiritual festivals and observance days. The University's annual Diversity Calendar, of religious and diversity dates,

6 Jun 2014: Childcare Please see the Childcare Office website for further information about the support available to University staff with childcare responsibilities. Leave Family friendly leave is available to assist with employees' work-life balance. Please

6 Jun 2014: These services respond to the University's statutory requirements under health, safety and employment law and are designed to protect health at work and ensure that health related problems are effectively

6 Jun 2014: The University's appraisal process enables employees to develop themselves professionally on an ongoing basis. There are also a range of other useful services and facilities including a Personal and Professional Development (PPD) programme, language

30 Jun 2014: Pay Your pay will depend on the grade of your post. Any adjustment to pay must be recommended by the head of your institution and authorised by Human Resources. Payment of salaries for all staff is monthly and in arrears, no later than 26th of each

10 Dec 2014: To comply with NHS occupational health (OH) assessment requirements, if it is identified that you require OH clearance for your research passport then an additional OH assessment may be required.

6 Jun 2014: For employees who are new to Cambridge, there are a range of benefits including a relocation policy, Accommodation Service and a Newcomer and Visiting Scholars Society. Rental Deposit Loan Scheme Current and prospective staff members have access to

10 Sep 2014: Higher Education Staff Development Agency (HESDA) Higher Education Funding Council for England (HEFCE) The UK Research Councils Universities UK

10 Sep 2014: Accommodation Service A to Z of HR Policies and Procedures Cambridge Life Career Management Scheme Index of Administrative Offices Induction Checklist Overview of Research in the University P-DOC (Association of Cambridge University post-docs) HR

30 Jun 2014: Private consultancy If you are working in a private capacity, or acting as a consultant, you do so at your own risk, as such work is not covered by the University's insurances. You are strongly advised to take out personal insurance. However,

22 Aug 2014: Getting in touch Temporary worker pool candidates and requests for TES to find a worker for you If you are: a Departmental contact who wishes to discuss a temporary worker request you wish to make or have already submitted; or a candidate in the TES

29 Sep 2014: Completing the form TES timesheets should now be completed using the online system. Please see the Timesheet and getting paid page for details. The below paper timesheets should only be used in exceptional circumstances and with prior agreement from

13 May 2014: Description The report lists all payments to employees in an Institution for the current week's payroll.

30 Jun 2014: Retirement The normal retirement date for each member of staff is now specified in their contract of employment. For those holding University offices, it is currently the end of September following the 67th birthday and for other staff, the end of

8 Dec 2014: Members of the University and University staff are expected to be aware of these guidelines and to treat those with disabilities in accordance with their provisions. The appropriate authority has special responsibility for advising staff on all

28 Apr 2014: Individuals funded by Erasmus+ are likewise exempt from the requirement to meet UK NMW. ... If you do not wish to certify the ‘Financial Requirement’, then for visa purposes the individual and each of their dependants must meet these requirements:.

30 Jun 2014: Promotion Promotion is the appointment of existing members of staff to another post or office at a higher grade than the one previously held. This may be the result of either a successful application for an advertised vacancy, or, where appropriate,

13 May 2014: Description This report lists all current employees in an institution who have a sickness absence recorded on the CHRIS system that has no end date, or has an end date in the future. The following columns are shown: School (or equivalent)

13 May 2014: Description The report lists all payments to employees in an Institution for the current month's payrolls. The following columns are shown: Payroll Transaction Date (This is usually the pay date) Institution Location Position (Position title)

25 Jun 2014: Disability and employment policy The University's Disability and Employment policy was first published in Reporter on 16 July 1997. Since then, guidance on the practical steps that can be taken and the legal context of the policy has been compiled.

25 Jun 2014: Appraisal Staff appraisal was introduced in the University in 1987 and applies to all staff. Various schemes are in operation, and are currently being reviewed following a consultation exercise. Revised guidelines on a common scheme will be

30 Jun 2014: Hours of work Your expected hours of work are normally agreed between you and your head of institution, in accordance with what is appropriate to your duties. Working Time Regulations All members of staff fall under the scope of the EU Working Time

10 Sep 2014: What to do if you wish to change your personal details All changes to names and dates of birth should be submitted in writing to your HR Business Partnering team. Employee Self Service can be accessed for other changes to personal details.

25 Jun 2014: To view our current vacancies and find all of the information you need about working for one of the world's oldest and most successful universities please visit: The University of Cambridge's Job Opportunities page. Getting around The University

3 Sep 2014: Payroll Giving is a simple, tax-efficient way for employees to make monthly donations to any national or local charity or registered good cause directly from their gross pay. Because the donation is taken from employees' pay before tax is deducted,

1 Oct 2014: Similarly, for many other religious groups, the working week may conflict or overlap with prayer or religious observance requirements. ... This requirement would need to be objectively justifiable. The capacity to accommodate the different needs of staff

28 Apr 2014: Departmental procedures for sponsored individuals Departments/Institutions who employee an individual through the Tier 2/Skilled Worker visa route and/or engage individuals through the GAE (Temporary Work) route must assist the HR Compliance Team in

13 May 2014: Description This report lists all current employees in an Institution whose expected occupancy end date or expected position end date is in the past or is within the next 12 months (unless the occupancy has already been terminated on CHRIS). For

30 Jun 2014: Notice of leaving If you wish to terminate your appointment before its expiry date you should submit a written resignation to the University's signatory to your contract, providing the precise date on which your resignation will take effect and, if

30 Jun 2014: Confidentiality and “whistle-blowing” (public interest disclosure) Subject to your rights of freedom of speech under the Education (No.

15 Jul 2014: The following key factors need to be taken into consideration when designing roles: Variety Greater variety in a job can improve the interest, challenge and commitment of the role holder to the task. Doing the same repetitive tasks may offer little

1 Jul 2014: Any agreement to a change in working arrangements (e.g. to work part-time) will be considered on the basis of the operational requirements of the department. ... The Shared Parental Leave Policy applies to all staff whose child is born or placed on or

13 May 2014: Description This report defines our security. It is therefore very important that any errors are notified to the CHRIS Helpdesk immediately. The report lists three categories of contact: Department Administrator. This is a contact role, not a job

1 Oct 2014: Managing workplace relations The University brings together people from across the world with different religions or beliefs (including no religion), adding to the richness of the University community. The University provides support to foster an

8 Dec 2014: 5.1 Those with disabilities are not necessarily less safe at work than other staff. Special arrangements may, however, be necessary to ensure that a person's disability does not create any hazard either for the person concerned or for others.