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SECTION 3.7 POLICIES & PROCEDURES Maternity, paternity, adoptive leave and parental leave policies continued... 2.1. Commencement of Leave Maternity Paternity Adoptive Leave Parental Leave 2.2. 2.3. Maternity leave should normally commence no earlier than 11 weeks before the expected week the baby is due, and must extend to at least two weeks after the birth. A member of staff may choose not to begin her maternity leave until shortly before the birth. If the baby is born before she has begun her maternity leave, the maternity leave and pay commence on the first day of absence. In exceptional circumstances, and with the Bursar’s approval, the maternity leave period may commence before the 11th week. The timing of the commencement of maternity leave given above relates to contractual maternity leave. Should a member of staff be eligible for Statutory Maternity Pay only, e.g. after her contractual leaving date, or because she has elected to receive Statutory Maternity Pay only (see below), Statutory Maternity Pay will commence on the nearest Sunday to the first date of leave. The first 26 weeks of maternity leave are ‘Ordinary Maternity Leave’, the second 26 weeks are ‘Additional Maternity Leave’. Sickness Absence A member of staff who is absent from work due to an illness unrelated to pregnancy can remain on sick leave until she starts her maternity leave on the date originally notified. However, if a member of staff is on sick leave because of a pregnancy-related illness at the beginning of the fourth week before the week the baby is expected to be born, she will commence her maternity leave at that date and will transfer from sick pay to maternity pay; if she becomes sick with a pregnancy-related illness after the beginning of the fourth week before the week the baby is expected, her maternity pay and leave will commence on the first day of illness. Baby Born Early 74 S TAFF HANDBOOK If the baby is born earlier than the 11th week before the week he or she is expected, the maternity leave and pay commence immediately. The member of staff should inform the HR Office as soon as possible after the birth. If a pregnancy ends in a still-birth after the 24th week of pregnancy, a member of staff is entitled to maternity leave and pay.
3. 3.1. Maternity, paternity, adoptive leave and parental leave policies continued... Maternity pay Amount of Pay SECTION 3.7 POLICIES & PROCEDURES 3.2. 3.3. A member of staff taking maternity leave will receive maternity pay equal to her normal salary for 18 weeks. She will receive Statutory Maternity Pay only, if eligible, for a further 21 weeks. The final 13 weeks of maternity leave is unpaid. The payment during the first 18 weeks of leave will include any Statutory Maternity Pay to which she is entitled, unless the amount due under the Statutory Maternity Pay scheme is greater, in which case the Statutory Maternity Pay will be payable. If she is not entitled to Statutory Maternity Pay, the salary payable will be reduced by the amount of Maternity Allowance which she is entitled to receive. A member of staff not eligible for Statutory Maternity Pay shall be deemed to be entitled to Maternity Allowance unless she shows proof to the contrary. Repayment of Excess If a member of staff does not return to work after her maternity leave, or returns to work but does not subsequently continue in the College’s employment for a period of at least three months, the College will have the right to reclaim from her the pay which she has received in excess of the Statutory Maternity Pay to which she is entitled. The amount deducted will be all the excess pay if she does not return or leaves within one month of her return, two-thirds of the excess pay if she continues in employment for one month, and one-third of the excess pay if she continues in employment for two months. In exercising this right, the College will have regard to individual circumstances. The normal repayment term will be in full at the leaving date. Option to Delay Payment In circumstances where the member of staff is not certain whether she will return to work after maternity leave, she may choose to hold over any pay in excess of her statutory entitlement and to receive this pay in full once she has returned to work for three months. Maternity Paternity Adoptive Leave Parental Leave STAFF HANDBOOK 75
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STAFF HANDBOOK DOWNING COLLEGE CAMB
Page 4 and 5:
WELCOME Welcome from Professor Barr
Page 6 and 7:
Contents 3 SECTION 49 PAGE POLICIES
Page 8 and 9:
SECTION 1 ABOUT OUR COLLEGE 1.1 Dow
Page 10 and 11:
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
Page 16 and 17:
SECTION 1.3 ABOUT OUR COLLEGE Facil
Page 18 and 19:
SECTION 1.4 Our staff and Fellows S
Page 20 and 21:
SECTION 1.4 The Governing Body and
Page 22 and 23:
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 74 and 75: SECTION 3.6 POLICIES & PROCEDURES T
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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