Sick pay

subject to following correct notification procedures

0 to 3 months service: 1 month full pay

3 to 12 months service: 2 months full pay and then 2 months half pay

1 to 3 years’ service: 3 months full pay and then 3 months half pay

3 + years’ service: 6 months full pay and then 6 months half pay

Long service awards

For staff reaching 25 or 40 years of continuous service,
£400 vouchers (shopping/holiday/leisure) or 5 days annual leave (pro rata for part-time staff)

The University no longer has a fixed retirement age
Employees must give at least contractual notice of their intention to retire

Up to maximum of 6 days (1 day for each 2 years of continuous service)
Earned at the rate of 1 day for each complete month of written notice given (pro rata for part-time staff)  

Plus 2 days which can only be used to attend the pre-retirement workshops run by the University and for pension office appointments

All consultancy work, public duties and other outside work must be declared and is subject to formal approval by the University. See Outside work and consultancy policy

Medical assessments

On 1 August each year until the top of the grade is reached, excluding contribution points (subject exceptionally to procedures for dealing with performance)
Progression is subject to 6 months in post (i.e.) must be in post by 1st working day in February

Pension scheme

Hours of work

0 to 5 years continuous service:
23 days annual leave plus 4 closure days plus 8 bank holidays (245 hours)

5 to 10 years continuous service:
26 days annual Leave plus 4 closure days plus 8 bank holidays (266 hours)

10 plus years continuous service:
27 days annual Leave plus 4 closure days plus 8 bank holidays (273 hours)

3 calendar months’ probation period, with 1 week notice during this period

Notice period

4 weeks’ notice by employees
4 weeks’ notice by the University for first 4 years plus an additional weeks’ notice for each additional year of service up to a maximum of 12 weeks’ notice

Overtime rates, 
for time in excess of 35 hour week

Monday to Saturday            Time and a half or TOIL (Time off in lieu)
Sunday                               Double time or TOIL
Bank holidays/closure days  Double time or TOIL

All overtime requires prior agreement from management

Overtime will only be paid for hours actually worked, there will be no minimum payments

A period of less than 30 minutes will be considered under flexible working arrangements and will not qualify for overtime rates

Part-time staff will be paid overtime at plain time until hours exceed 35 per week

TOIL will be at plain time

Staff working any 5 out of 7 day shift patterns, overtime on rest days:
First rest day                                                Time and a half or TOIL
First rest day when it falls on a bank holiday  Double time or TOIL
Second rest day                                            Double time or TOIL

Security staff will be paid all overtime at an average of 1.625 x hourly rate which is equivalent to the above rates

Bank holidays (in addition to normal salary) Plain time for hours worked plus TOIL
Closure days (in addition to normal salary) Plain time for hours worked OR TOIL

There may be locally agreed schemes

If covering for at least 1 month
If undertaking full role payment is at the minimum point of the higher grade
If not, payment is proportionate to the extent of the additional duties based on the difference between minimum point of the higher grade being covered and current point of scale of the individual

Stand in duty (Acting up Allowance)

Shift allowance
paid on all hours including overtime

Permanent night shifts between 22.00 and 8.00:
33% of spine point 13

Rotating day/night shifts over 24 hours:
18% of spine point 13

Alternating early/late shifts, covering 7.00 to 22.00:
11% of spine point 13

Flexible shifts, covering any 5 out of 7 days:
6% of spine point 13

Split shifts, paid only on hours returning to work:
6% of spine point 13

Contracted hours worked between 20.00 and 22.00:
Time plus a fifth

Contracted hours worked between 22.00 and 6.00:
Time plus a third

Incremental progression       

On 1 August each year until the top of the grade is reached, excluding contribution points (subject exceptionally to procedures for dealing with performance)
Progression is subject to 6 months in post (i.e.) must be in post by 1st working day in February

Nominal 35 hours per week for grades 6 and 7
All grades are expected to work such hours as necessary for the proper discharge of the duties

29 days annual leave plus 4 closure days plus 8 bank holidays (287 hours)

3 calendar months by employees
3 calendar months by the University

If covering for at least 1 month
If undertaking full role payment is at the minimum point of the higher grade
If not, payment is proportionate to the extent of the additional duties based on the difference between minimum point of the higher grade being covered and current point of scale of the individual

Annual leave

3 calendar months by employees
3 calendar months by the University

On 1 August until the top of the grade is reached excluding contribution points (subject exceptionally to procedures for dealing with performance)
Progression is subject to 6 months in post (i.e.) must be in post by 1st working day in February

Nominal 35 hours
All staff are expected to work such hours as necessary for the proper discharge of the duties

29 days annual leave plus 4 closure days plus 8 bank holidays (287 hours)

3 calendar months by employees
3 calendar months by the University

Incremental progression                                   

On 1 August until the top of the grade is reached excluding contribution points (subject exceptionally to procedures for dealing with performance)
Progression is subject to 6 months in post – (i.e.) must be in post by 1st working day in February

Pension scheme

Up to 4 years’ probation period
3 calendar months’ notice during this period

3 calendar months by employees
3 calendar months by the University

Overtime rates