Search

15 Nov 2017: Disciplinary Procedures (Rules H1 to H20) A disciplinary procedure is helpful to the proper and successful functioning of the University and in ensuring that individuals are treated fairly. The University has therefore agreed a detailed procedure

14 Nov 2017: Sickness Absence Reporting Procedure If you cannot attend work due to ill-health you should notify your manager (or a designated person within your Institution) of your absence by telephone as soon as possible on the first day of absence and,

29 Mar 2017: 8. Links to Other Policies and Guidance Capability Stress at Work Maternity Leave Disability and Employment Disciplinary, grievance and appeals Special Leave The University also has a range of support services available to staff, these can be found

10 Apr 2017: being available to give informal advice on an on-going basis. assessing training and staff development needs based on the requirements of the job. ... to take on progressively more responsibility in accordance with the requirements of the job.

15 Nov 2017: Termination of Employment (Rules A6 to A8) Resignation If you wish to resign from your employment with the University, you must inform your Head of Institution in writing providing four weeks' notice.

10 Apr 2017: 2.5 It is essential that the requirements of the probationary scheme be observed throughout the process. ... the probationer any further essential requirements and note these on the record of progress form.

21 Mar 2017: 4.1 It is recognised that this policy may significantly affect some current working arrangements in Departments/Institutions. Line managers are encouraged to seek advice from their relevant HR Business Manager or Adviser where necessary when

20 Mar 2017: Assistive Technology. The ADRC provide a wide range of assistive technology advice, enabling University staff and students with specific requirements to make effective use of information technology.

15 Mar 2017: Performane Improvement Plan templates: Performance Improvement Plan (Word) Performance Improvement Plan (RTF) Performance Improvement Plan examples (PDF)

21 Mar 2017: Best practice in communicating

15 Nov 2017: Individual Grievance Procedure (Rules G1–G4) The University recognises that employees may, from time to time, have concerns or complaints about their work, working relationships or their working environment. In this event employees may raise a

10 Apr 2017: Regular reviews should identify problems at an early stage. Reviews should ensure that new members of staff understand the requirements of the post, any improvements which need to be made and ... inform them of the requirement to make a final review of

13 Nov 2017: local requirements and commitments.

24 Feb 2017: Basing the duties on the previous occupant, when a role is vacant ensure that description supports the requirements of the role to be undertaken, not necessarily on the tasks the previous ... Using jargon, acronyms (unless also spelt out), or making

15 Mar 2017: The framework can be used to support University staff in a number of areas, including: Recruitment and Selection Departments/institutions have the option to choose to use behavioural attributes as part of the recruitment and selection process for

14 Nov 2017: being available to give informal advice on an on-going basis,. assessing training and staff development needs based on the requirements of the job,. ... to take on progressively more responsibility in accordance with the requirements of the job.

21 Mar 2017: Useful contacts outside the University Access To Work Access to Work is a scheme run by the Department of Work and Pensions that supports disabled people in overcoming work related obstacles resulting from their disability or health condition. It

12 Jul 2017: new Postgraduate Certificate in HE Teaching and. Learning. Design and develop framework for effective. ... supporting staff with disabilities and health-related. requirements. Health and Wellbeing Working Group to produce.

3 Nov 2017: Date of Retirements Committee Meeting Deadline for application paperwork* to be received by HR Business Manager, for circulation to the Retirements Committee 18 May 2023 20 April 2023 14 September 2023 17 August 2023 23 November 2023 26 October

15 Mar 2017: The Manager Will normally be the employee’s line manager or a more senior manager and is responsible for ensuring that the employee is informed of standards of performance required. The manager should address underperformance issues when they

15 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 Communicates

28 Mar 2017: Summary of Actions Managers Assess the work environment for the presence of stressors, planning ahead and taking action to control and minimise risk to employee well-being. Ensure good communications and a supportive environment. Ensure adequate

28 Mar 2017: Where stress is not controlled and the individual and organisation suffers, the following may be observed: Effects on people may include: Physical Sleep disturbances Headaches Gastrointestinal upset Raised blood pressure/cardiovascular disease

14 Nov 2017: being available to give informal advice on an on-going basis,. assessing training and staff development needs based on the requirements of the job,. ... to take on progressively more responsibility in accordance with the requirements of the job.

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 Mar 2017: Identifying underperformance It is important to identify the correct procedure for managing performance issues as early as possible so that appropriate support can be offered to the employee. Whether performance concerns should be managed under the

10 Oct 2017: a. any direct supervisory or teaching relationship (for example between tutors and their tutees, postgraduate students and their supervisor);.

10 Apr 2017: The member of staff may include reference to personal matters which have affected their work if they wish, however there is no requirement to do so, nor are they required to

29 Mar 2017: Acts reasonably towards the employee throughout. The key question is whether or not in all the circumstances the employer can reasonably be expected, in light of the requirements of the business,

15 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 Considers and respects

1 Mar 2017: The policy is designed to deal with concerns raised in relation to the specific issues which are in the public interest and are detailed in paragraph 3 below, and which fall outside the scope of other University policies and procedures. The policy

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

28 Mar 2017: The University has an obligation to provide a safe and healthy working environment for all employees; identifying and managing risk is an integral part of this. As far as stress is concerned, this means identifying those jobs which can place

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: Research commissioned by the Health and Safety Executive has indicated that: about half a million people in the UK experience work-related stress at a level they believe is making them ill up to 5 million people in the UK feel ‘very’ or

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

29 Mar 2017: Understands and complies with the requirement to report sickness absence by informing their manager when they are unable to attend work due to sickness or if they are taken ill or

10 Oct 2017: Any information obtained this way must be stored and retained in accordance with local/institutional data protection requirements.

28 Mar 2017: Management Guidance These guidelines should be read in conjunction with the overall policy statement and the information for individuals, as follows: Policy statement Staff guidance Heads of Institution are responsible for the management of stress

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

4 Apr 2017: Context The following information about policies and procedures relating to disciplinary action, grievances and appeals is available online. Please note that appeals arising from capability and sickness absence decisions should be heard in

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

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

14 Nov 2017: Although there is no legal requirement for employees to give advance notice of your intention to return at the end of the maternity leave period, if you intend to do so ... Any agreement to a change in working arrangements (e.g. to work part-time) will

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

29 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

28 Mar 2017: 1. Introduction The document below gives guidance on how to evaluate risk using the HSE management standards. HSE standards, which are in draft form, originally included ‘organisational culture’ as a separate standard since this is key in

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

29 Mar 2017: Sickness Absence Review Process Conducting Informal Discussions Sickness absence concerns are most effectively managed as early as possible. In most cases informal discussions between the manager and the employee will help to understand the issues

30 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: