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SECTION 3.7 POLICIES & PROCEDURES Maternity Paternity Adoptive Leave Parental Leave 4. 4.1. 4.2. 4.3. Maternity, paternity, adoptive leave and parental leave policies continued... Procedure Notification A member of staff should give notice of her intention to take maternity leave and the intended date of commencement of that leave, by the start of the 15th week before the date the baby is due, unless this is not reasonably practical, in which case she should give as much notice as possible. She may subsequently change her mind about when she wants to start her leave, providing she gives at least 28 days’ notice, unless this is not reasonably practical. An application form for maternity leave and pay is available from the HR Office. When returning the form, the applicant should also submit a certificate from the doctor or midwife, stating the week the baby is expected to be born (form Mat B1). Approval On receipt of the formal application, the HR Officer will write to the member of staff confirming the approval of the application and informing her of the latest permissible date of return from maternity leave. A proposed date of return from maternity leave should be agreed with the Head of Department. Risk assessment The HR Officer will arrange for the Health and Safety, Officer or a person appointed by him, to undertake a risk assessment of the working environment of the pregnant employee, in order to be able to protect the safety of the mother and child. Should her working environment or duties pose any threat to her health and safety, her duties will be modified or alternative work of a suitable nature will be found for her, and she will be required to co-operate in adopting these temporary adjustments. Should adjustments not be possible, the member of staff will be suspended from work on full pay on medical grounds. 76 S TAFF HANDBOOK
4.4. Maternity, paternity, adoptive leave and parental leave policies continued... Ante-natal appointments SECTION 3.7 POLICIES & PROCEDURES A pregnant member of staff will be entitled to time off with pay to attend ante-natal appointments, which may include classes. Her Head of Department may require her to produce an appointments card from her clinic. 4.5. 4.6. 4.7. Contract of employment During the maternity leave period (Ordinary and Additional Maternity Leave) the contract of employment continues in force. All the terms and conditions of the contract continue with the exception of salary. Continuity of service is maintained, and any cost of living salary increases will be awarded. Members of staff on maternity leave will be eligible for discretionary College bonus, but the amount of bonus paid may be reduced for absence on maternity leave, under the scheme rules. Annual Leave Annual leave entitlement will accrue during the Ordinary and Additional Maternity Leave periods, and should normally be taken during the leave year to which it relates, either before maternity leave starts, or after it ends. A maximum of 5 days’ annual leave may be carried forward from one leave year to the next, but payment in lieu of untaken annual leave will not be made. Right to return to previous post A member of staff has the right to return to her previous post if she returns to work at the end of Ordinary Maternity Leave. Should she take Additional Maternity Leave, she will normally return to her previous post; however, if that should not be possible, she is entitled to return to work on terms and conditions no less favourable than those which applied before her maternity leave. Should a redundancy situation arise which could affect the post of a member of staff on maternity leave, she will be consulted about the continuation of her employment, and if her post becomes redundant, she will be offered any suitable alternative post which is available. Maternity Paternity Adoptive Leave Parental Leave STAFF HANDBOOK 77
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STAFF HANDBOOK DOWNING COLLEGE CAMB
Page 4 and 5:
WELCOME Welcome from Professor Barr
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Contents 3 SECTION 49 PAGE POLICIES
Page 8 and 9:
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
Page 18 and 19:
SECTION 1.4 Our staff and Fellows S
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SECTION 1.4 The Governing Body and
Page 22 and 23:
SECTION 2 TERMS AND CONDITIONS 2.1
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SECTION 2.2 Holidays Holidays i. Ou
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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 76 and 77: 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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