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10 Aug 2015: Step 4 - Concluding the Change Period and Next Steps Confirmation of appointments and redundancy 2.4.1 On conclusion of the change period the lead manager will confirm any appointments (including pay protection arrangements and other contractual

13 Jan 2015: Part-time working Part-time working, defined as working less than the full-time hours for the post, is appropriate where: there is insufficient work for the post to be carried out on a full-time basis the nature of the work or working hours are best

3 Jul 2015: During Shared Parental Leave the contract of employment continues in force. All terms and conditions of the contract continue with the exception of stipend or salary. Continuity of service is maintained, and any standard incremental progression

19 Jan 2015: Model flexi-time scheme The flexi-time scheme provided here is a model scheme for Institutions to adopt if they are implementing a flexi-time system in their Institution. If a Head of Institution wishes to revise the model scheme for implementation

10 Aug 2015: conducting consultation and ongoing communications with staff and trade unions, ensuring that statutory notification requirements are met with support from HR. ... 3.1.9 In the event that a redundancy situation arises, the necessary legal requirements

3 Jul 2015: There are three possible outcomes following a SPL application: A: unconditionally accept a SPL application and leave is granted As outlined above, an application for continuous leave must be granted, therefore applications for continuous leave

10 Aug 2015: Step 3 - Implementation Preparation 2.3.1 Fair selection involves fairly applying selection criteria to a pool of employees. Therefore the first step is usually to identify the group of employees from which those who will be made redundant will be

19 Jan 2015: In exceptional circumstances, and subject to an explicit requirement by an institution for additional time to be worked, a member of staff may be granted prior permission to carry over more

22 Dec 2015: Search site. Human Resources. Frequently asked questions for participants. Q. Do I have to take part in mediation? No. Mediation is entirely voluntary and needs the agreement of both parties. If you agree to take part you are also free to leave or

3 Jul 2015: When an employee returns to work after taking SPL they are entitled to return to the same job if their combined period of leave (made up of any maternity/adoption/paternity and SPL) totalled 26 weeks or less. If they have taken a combined period of

3 Jul 2015: Before an employee's SPL begins, the Head of Institution, Institution Administrator or line manager and the employee should discuss arrangements for keeping in touch during their leave. Such contact can be beneficial to both the Institution and the

3 Jul 2015: It is not a legal requirement to hold a meeting to discuss arrangements for a period of continuous leave.

10 Aug 2015: 3. Procedure Details of each stage of the Orgainisational Change Procedure can be accessed using the links below or in the menu on the left hand side: Step 1 - Planning and Proposals Step 2 - Consultation and Communication Step 3 - Implementation

7 Aug 2015: * These rates are provided in Excel format whilst work is undertaken to incorporate them into the interactive on-costs tool. Current rates October 2021 Historic rates April 2021 April 2020 April 2019 October 2018 April 2017 April 2016 April 2013

10 Aug 2015: Please refer to the consultation guidance for full details of consultation requirements, including collective consultation.

3 Jul 2015: Eligible parents are entitled to take or share up to 52 weeks Shared Parental Leave during the child’s first year in their family, less the weeks spent by the mother on maternity leave (or in receipt of SMP or MA) or, where the employee is adopting

18 Aug 2015: In turn, employees are encouraged to recognise and understand the organisational requirements that drive change and the importance of being responsive, flexible and open to the need for change.

19 Jan 2015: Conditions The Head of Institution may, in accordance with the operational needs of the department, discuss cover arrangements with members of staff and place restrictions on the use of flexi-time to maintain adequate coverage during the normal

10 Aug 2015: Implementation of Change Managing change effectively 3.1 Managing the process of change is critical to the success of any change programme. Well planned change which is communicated effectively and carefully considers the impact on employees, will

10 Aug 2015: 3.3.4 There are specific legal requirements whereby employees at risk of redundancy are given the chance to apply for alternative roles before they are offered more widely, these are ... An assessment process is required to determine which employee(s)