Regulation Governing the Removal from Non-SubstantiveAcademic Posts Pursuant to Statute XIII Part I

  1. Statute XIII states that the parts of the Statute dealing with redundancy, discipline, incapacity on health grounds and other dismissals shall not apply to removal from an appointment as Pro-Vice-Chancellor, Dean or Head of School, or such other posts as have been designated by the Senate, to which a member of staff has been elected or appointed and which is distinct from that individual’s substantive post, where dismissal from the substantive post is not contemplated.
  1. This procedure shall be used to handle such removals prior to the prescribed or normal termination date.
  1. Where, for reasons of incapacity on health grounds, unsatisfactory performance or misconduct, removal from a non-substantive post is contemplated, the member of staff will be notified in writing by the Vice-Chancellor (or nominee) of the alleged conduct, characteristics or other circumstances which have led the University to contemplate dismissal or disciplinary action.
  1. Such written notification shall be issued at least 10 working days prior to a hearing to consider removal. Where considered appropriate by the Vice-Chancellor, such written notification may also instigate a precautionary suspension of the member of staff.
  1. Where the removal of a Head of School is contemplated, the panel shall consist of:

(i)A Pro-Vice-Chancellor (Chairman)

(ii)A Dean from another Faculty

(iii)Director of Human Resources

  1. Where the removal of a Pro-Vice-Chancellor or a Dean is contemplated, the panel shall consist of:

(i)Vice-Chancellor (Chairman)

(ii)Director of Human Resources

(iii)One member drawn from a list approved by the Senate, from time to time, which shall include lay members of the Senate.

  1. The procedure to be adopted by the panel shall be that prescribed under paragraph 8 of the Regulation governing dismissal by reason of misconduct.
  1. The member of staff shall be notified in writing, by the Director of Human Resources, of the outcome of the hearing within five working days, and shall be advised of their right to appeal.
  1. An appeal must be lodged in writing with the Director of Human Resources within 10 working days of receipt of the outcome and must state the grounds of appeal.
  1. Where the removal of a Head of School is contemplated, the appeal panel shall consist of:

(i)A Pro-Vice-Chancellor (Chairman)

(ii)Registrar

(iii)One member drawn from a list approved by the Senate, from time to time, which shall include lay members of the Senate.

No one previously involved in a specific case shall participate in the appeal process.

  1. Where the removal of a Pro-Vice-Chancellor or a Dean is contemplated, the appeal panel shall consist of:

(i)A Pro-Chancellor (Chairman)

(ii)Registrar

(iii)One member drawn from a list approved by the Senate, from time to time, which shall include lay members of the Senate.

No one previously involved in a specific case shall participate in the appeal process.

  1. Where the reason for removal from office relates to medical incapacity, the appeal panel will include a medically qualified member.
  1. The member of staff shall be advised in writing, by the Director of Human Resources, of their right to make oral and/or written representations to the appeal panel, their right to be accompanied by a University colleague or representative of a recognised trade union, and their right to examine and cross examine witnesses.
  1. The member of staff shall be advised in writing, by the Director of Human Resources, of the outcome of the appeal within 5 working days of the appeal hearing.
  1. The decision of the appeal panel shall be final.

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