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SECTION 3.6 POLICIES & PROCEDURES Time off for dependants, bereavement and compassionate leave EMERGENCY TIME OFF FOR DEPENDANTS You are entitled to take a reasonable amount of unpaid time off during working hours in order to take action necessary: • To help when a dependant falls ill, gives birth or is injured; • To make arrangements for the provision of care for a dependant who is ill or injured; • When a dependant dies; • To cope with the unexpected breakdown of arrangements for caring for a dependant; Time off for dependants, bereavement, and compassionate leave • If an unexpected incident occurs at school to a dependant child. The right only applies if you tell your Head of Department, as soon as reasonably practical, why you are absent and how long the absence is likely to last. In most cases, one or two days are the most that will be needed to deal with such an emergency. A dependant is defined as your parent, wife, husband or child or someone who lives in the same household as part of the family. 72 S TAFF HANDBOOK BEREAVEMENT AND COMPASSIONATE LEAVE You will be granted compassionate leave in circumstances and on terms decided upon by your Supervising College Officer at his or her discretion. Leave will normally be for up to, but not exceeding, three days on the death of an immediate relative, by which we usually mean a partner, parent, child, or sibling (including by marriage or adoption). A period of compassionate leave may be further extended at the discretion of the Bursar depending on individual circumstances. There may be other occasions when you require time off for other circumstances not included in the above, e.g. a domestic incident. You should discuss your circumstances with your Supervising College Officer.
Maternity, paternity, adoptive leave and parental leave policies GENERAL PRINCIPLES OF MATERNITY, PATERNITY, ADOPTIVE LEAVE AND PARENTAL LEAVE POLICIES. Where possible, we will try to help you to reconcile work and family responsibilities. This means that we will aim to foster working practices to try to ensure: • better organisation of working hours and times • greater flexibility of employment • easier ways of returning to work after maternity leave • opportunities for reconciling work responsibilities with family obligations SECTION 3.7 POLICIES & PROCEDURES 1. 2. MATERNITY LEAVE AND PAY Policy The College’s policy is to provide maternity benefits which not only comply with the letter and the spirit of the law on maternity rights but which exceed these statutory requirements. This policy applies to all female members of staff, regardless of their length of service and their entitlement to statutory maternity benefits, whose baby is due on or after 1 April 2007. Maternity leave All staff are entitled to a maximum of 52 weeks’ maternity leave, comprised of 18 weeks’ paid leave during which they will receive their normal salary, followed by 21 weeks during which they will receive, if they are entitled, Statutory Maternity Pay, and finally 13 weeks’ unpaid leave. Maternity Paternity Adoptive Leave Parental Leave STAFF HANDBOOK 73
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STAFF HANDBOOK DOWNING COLLEGE CAMB
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WELCOME Welcome from Professor Barr
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Contents 3 SECTION 49 PAGE POLICIES
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SECTION 1 ABOUT OUR COLLEGE 1.1 Dow
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V I I VI V I XI I VI SECTION 1.2 AB
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SECTION 1.3 ABOUT OUR COLLEGE Car p
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SECTION 1.3 ABOUT OUR COLLEGE v. Fa
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SECTION 1.3 ABOUT OUR COLLEGE Facil
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SECTION 1.4 Our staff and Fellows S
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SECTION 1.4 The Governing Body and
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SECTION 2 TERMS AND CONDITIONS 2.1
Page 24 and 25: SECTION 2.2 Holidays Holidays i. Ou
Page 26 and 27: SECTION 2.3 Sickness TERMS & CONDIT
Page 28 and 29: SECTION 2.3 Sickness continued... T
Page 30 and 31: SECTION 2.4 Termination of employme
Page 32 and 33: SECTION 2.5 Pensions TERMS & CONDIT
Page 34 and 35: SECTION 2.7 Business expenses TERMS
Page 36 and 37: SECTION 2.8 Hours of work & flexiti
Page 38 and 39: SECTION 2.9 Night workers TERMS & C
Page 40 and 41: SECTION 2.10 Grievance procedure co
Page 42 and 43: SECTION 2.11 Disciplinary policy: p
Page 44 and 45: SECTION 2.11 TERMS & CONDITIONS Dis
Page 46 and 47: SECTION 2.11 Disciplinary policy: p
Page 48 and 49: SECTION 2.11 TERMS & CONDITIONS Dis
Page 50 and 51: SECTION 2.12 TERMS & CONDITIONS Cap
Page 52 and 53: SECTION 3 POLICIES & PROCEDURES Pol
Page 54 and 55: SECTION 3.2 Conduct POLICIES & PROC
Page 56 and 57: SECTION 3.3 POLICIES & PROCEDURES H
Page 62 and 63: SECTION 3.4 Smoking POLICIES & PROC
Page 64 and 65: SECTION 3.5 Well-being at work cont
Page 76 and 77: SECTION 3.7 POLICIES & PROCEDURES M
Page 78 and 79: SECTION 3.7 POLICIES & PROCEDURES M
Page 80 and 81: SECTION 3.7 POLICIES & PROCEDURES 4
Page 82 and 83: SECTION 3.8 Flexible working POLICI
Page 84 and 85: SECTION 3.8 Flexible working contin
Page 86 and 87: SECTION 3.9 POLICIES & PROCEDURES P
Page 88 and 89: SECTION 3.10 POLICIES & PROCEDURES
Page 90 and 91: SECTION 3.12 Performance and promot
Page 92 and 93: SECTION 3.14 Data protection POLICI
Page 94 and 95: SECTION 3.14 Data protection contin
Page 106 and 107: SECTION 3.15 Computer facilities, e
Page 110 and 111: SECTION 3.16 Telephones and mobile
Page 112 and 113: SECTION 3.17 Use of vehicles contin
Page 114 and 115: SECTION 3.19 Retirement procedure P
Page 116 and 117: SECTION 3.20 Redundancy policy POLI
Page 118 and 119: SECTION 3.21 Public interest disclo
Page 122: NOTES 120 S TAFF HANDBOOK
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