Search

28 Mar 2017: Reasonable requests for time off for non-medical treatment will be considered subject to operational requirements.

27 Mar 2017: Guidelines on mentoring for newly appointed staff Rationale Mentoring is a means of providing structured support to a member of staff in the early stages of a new appointment. It is particularly relevant for members of staff in academic, academic

29 Mar 2017: 6. Disabilities 6.1. The University acknowledges that sickness absence may result from a disability. Disability is defined under the Equality Act (2010) as a physical or mental impairment that has a 'substantial' and 'long-term' negative effect on

14 Mar 2017: 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 accordance with

27 Mar 2017: Type of Leave Stipend Normally Payable Conditions Leave to work part-time on a temporary basis Special Ordinances C (i) 2 (c), Form CHRIS/74 Pro rata for up to 3 (awaiting approval to change to 5) years at a time (renewable); Sabbatical leave

14 Nov 2017: Special Leave (Rules B31–35) In addition to the provision for annual leave and for maternity, paternity and parental leave, there are a number of schemes which provide for special leave in particular circumstances. Some schemes are open only to

15 Mar 2017: Capability refers to an employee's ability to perform the work expected of them to the standard required. This may be assessed by reference to an employee's skill, aptitude, health or any other physical or mental quality in relation to the job that

29 Mar 2017: Appeals An appeal against the outcome of any formal stage should be made in writing under the appeal procedure for the relevant staff category. The purpose of the appeal hearing is to establish if the outcome of the procedure was appropriate and

15 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.

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