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SECTION 3.8 Flexible working continued... POLICIES & PROCEDURES REFUSAL OF REQUESTS An application can be refused only where there is a clear business reason. The business grounds for refusing an application may only be one of the following: Flexible working a. b. c. d. e. f. g. h. The burden of additional costs. A detrimental effect on the ability to meet customer demand. The inability to reorganise work among existing staff. The inability to recruit additional staff. A detrimental impact on quality. A detrimental impact on performance. An insufficiency of work during the periods the employee proposes to work. Planned structural changes. 82 S TAFF HANDBOOK
Policy on the recruitment of ex-offenders SECTION 3.9 i. ii. iii. iv. v. vi As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants’ suitability for positions of trust, Downing College complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed. Downing College is committed to the fair treatment of its staff, potential staff, or users of its services, regardless of race, gender, religion, sexual orientation, gender re-assignment, responsibilities for dependants, age, physical/mental disability, or offending background. This written policy on the recruitment of ex-offenders will be available to all Disclosure applicants at the outset of the recruitment process. We actively promote equality of opportunity for all with the right mix of talent, skills, and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications, and experience. A Disclosure is only requested after a thorough risk assessment has indicated that it is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position. For those positions where a risk assessment indicates that a Standard or Enhanced CRB Disclosure is not required, a Basic Disclosure or Subject Access Police Check will be requested. Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of any criminal record at an early stage in the application process. We request that this information is sent under separate confidential cover to the HR Officer; we guarantee that this information is only seen by those who need to see it as part of the recruitment process. POLICIES & PROCEDURES Policy on the recruitment of ex-offenders STAFF HANDBOOK 83
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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
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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
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SECTION 2.2 Holidays Holidays i. Ou
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SECTION 2.3 Sickness TERMS & CONDIT
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SECTION 2.3 Sickness continued... T
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SECTION 2.4 Termination of employme
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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 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 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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