UNIVERSITY OF CENTRAL LANCASHIRE
HIGHER EDUCATION CORPORATION
STATEMENT OF MAIN PARTICULARS OF EMPLOYMENT FOR
PROFESSIONAL, TECHNICAL, ADMINISTRATIVE, SUPPORT AND RESEARCH ASSISTANT STAFF
This Statement is issued under the terms of the Employment Rights Act 1996, and replaces any previous letters of appointment, agreements and arrangements, whether oral or in writing, between the University of Central Lancashire and yourself.
1. The Employer: University of Central Lancashire
Higher Education Corporation.
PRESTON PR1 2HE
2. The Employee:
3. Post Title:
4. Place of Work:
4.1 You will be required to work at the Preston Campus address, as specified in 'paragraph 1', of this Statement of Particulars, but you may be required to work, within reason, at any location which the University may, from time to time, identify as an appropriate work base from which to undertake your duties and responsibilities.
4.2 You may, as part of your duties, be required to travel within the United Kingdom, or outside it.
4.3 Should you be required to work outside of the United Kingdom for more than one month, the University would continue to pay you your usual salary in sterling in the normal way unless agreed otherwise. (You would be notified by your line manager of details of any further benefits payable, prior to your departure from the UK.)
5. Date of Commencement:
6. Date of Termination:
7. Date of Commencement of Continuous Employment:
Continuous service with other higher and further education Institutions, in the United Kingdom will be counted in calculating sickness and maternity entitlements. In the case of redundancy, payment will be calculated in accordance with the Redundancy Payment (Local Govt.) (Modification) Order 1983 as amended.
8. Probationary Period
8.1 For new or existing employees newly appointed to a more responsible post, the first period of your appointment will be a probationary period, during which your suitability for the position to which you have been appointed will be assessed. The University reserves the right to extend your probationary period if, in its opinion, circumstances so require.
8.2 New Employees
Your probationary period will be twelve months' duration during which your employment may be terminated by the University on giving four weeks’ written notice.
8.3 Existing Employees Newly Appointed to a more Responsible Post
Your probationary period will be of twelve months' duration during which you may be required to revert to a post of a similar grade to that previously held. In such a case you will be given four weeks’ written notice, which will also indicate the post to which you will revert.
9. Duties and Hours of Work
9.1 The duties which you are required to perform are contained in your job description.
9.2 Your contracted hours per week are «Hours». Times of attendance will normally be in accordance with the Working Hours agreement, (as contained in Part C of the Staff Handbook), although this may vary from time to time to meet the requirements of the University.
10. Payment Details
The grade for this post is «Grade», and your commencing salary will be £«Salary» per annum, pro rata. Progression through the grade will depend in part on your length of service in the grade and in part on an assessment of your contribution. You have a normal expectation of progression to the top increment of your grade subject exceptionally to established procedures (i.e. incapability, disciplinary and probation procedures) for dealing with performance problems. Normally three months’ service must be completed before you are eligible for an increment.
You will be paid monthly in arrears by direct credit transfer. In determining your salary review the University Board will refer to national recommendations arising from negotiations between the Universities and Colleges Employers Association and the recognised Trade Unions.
The University is responsible for ensuring that your salary, plus any overtime and/or allowances are paid correctly and on time and that deductions from pay (such as income tax, national insurance and pension contributions) are deducted at the correct rates.
It is your responsibility to check the accuracy of your pay and to bring to the attention of the University any over payments as soon as they become known to you. To this end the University will provide information about how payments and deductions are made.
The method and terms of any reimbursement of salary will be agreed with you in advance. However, the University reserves the right to require you to repay overpayments in their entirety, whether or not they have been spent or otherwise committed to you.
11. Conditions of Employment
11.1 Your terms and conditions of employment are as determined by the University of Central Lancashire Higher Education Corporation, following consultation and negotiation with the recognised Trade Union for your employee group. They reflect the agreements made by the appropriate Negotiating Committee for your employee group.
11.2 These terms and conditions are embodied in this statement and the documents referred to at the end of this statement. From time to time, variations in your terms and conditions of employment will result from decisions by the University Board following consultation with the recognised Trade Union for your employee group and these will be notified to you, and incorporated in the documents to which you have reference. You will be bound by variations to terms and conditions negotiated and agreed by the recognised Trade Union for your employee group.
12. Appraisal Scheme
In relation to the performance of your duties you will be required to participate in an appraisal scheme approved by the University Board of Governors. Details of the Scheme are in Part A of the Staff Handbook.
13. Sickness Payments Scheme
The scale of allowances, their calculation and conditions of entitlement are detailed in Part A of the Staff Handbook.
14. Pension
14.1 You are entitled to participate in the Local Government Pension Scheme subject to its terms and conditions from time to time in force, and as an employee you will be contractually enrolled into the scheme. This scheme is contracted out of the State Second Pension. It follows that if you join this scheme, a contracting out certificate will be in force in respect of your employment.
The Local Government Pension Scheme is a qualifying scheme for the purposes of automatic enrolment under the Pensions Act 2008. Further details are contained in your offer letter and are available on the HR website.
15. Holidays
15.1 The University's annual leave year runs from 1 September to 31 August. In addition to 8 bank holidays and, where given, 4 discretionary days, you are entitled to 30 working days paid annual leave, pro rata, during the course of the annual leave year.
15.2 The timing of your annual leave is subject to the agreement of your Manager.
15.3 You are entitled to pro rata annual leave for each day of employment completed during the annual leave year in which your employment commences or terminates.
15.4 On termination of your employment for any reason you shall be entitled to pay in lieu of outstanding annual leave entitlement or may be required to repay any salary received for annual leave taken in excess of your pro rata entitlement.
15.5 Staff are allowed to carry forward up to five days contractual annual leave entitlement pro rata from one leave year to another.
15.6 In each annual leave year, when taking annual leave, you will be deemed to be utilising your statutory annual leave before your contractual annual leave entitlement.
15.7 Further details regarding holiday arrangements may be found in Part A of the Staff Handbook.
16. Maternity, Paternity and Adoption Leave Scheme
The scale of allowances, their calculation and conditions of entitlement are detailed in Part A of the Staff Handbook.
17. Exclusivity of Service
17.1 Subject to clause 17.2 below, you shall not be directly or indirectly engaged in any business or professional activity which conflicts with the interests of the University, whether on your own account or on behalf of any other person, firm, or organisation and whether paid or unpaid except with the prior approval of the Vice-Chancellor or nominee.
17.2 Prior written approval will not normally be required for external professional activities of the kind normally carried out by staff in Higher Education as part of their professional development, e.g. examining for other institutions, writing articles, broadcasting and contributing to the performing arts. Nevertheless prior notification of your involvement in such activities must be given to your line manager although approval would not normally be withheld unless you are notified to the contrary by the University provided that:
- such activities do not interfere with or detract from the proper performance of your duties;
- personal views expressed in articles, broadcasts, etc. are clearly stated as personal views. This does not apply to articles published in academic or professional journals;
- you notify your line manager of any contractual arrangements with other persons, institutions or companies arising from such activities and copies of any documentation lodged with him/her;
- such activities do not conflict with the interests of the University.
17.3 Public service or other duties relating to public office which may impinge upon your work at the University during normal working hours may only be undertaken if prior written approval is obtained from the Vice-Chancellor or nominee, which will not unreasonably be withheld. The approval will be subject to review. Leave of absence up to a maximum of 18 days pro rata per annum may be granted for these activities.
18. Confidential Information
During your employment or at any time after its termination for whatever reason, you shall not use for your own benefit or gain or divulge to any person(s), firm, company or other organisation whatsoever, any confidential information belonging to the University, associated or subsidiary companies or associated trusts or any customer or client of the University or any such company or trust or relating to its affairs or dealings which may come to your knowledge during your employment, e.g. (without prejudice to the generality of the foregoing and where the information referred to is confidential) lists of clients, students or customers, client or customer usages and requirements, pricing structures, marketing strategies, information concerning the University's finances and financial plans, technical know how or information relating to any research, development, consultancy or other similar activity.
19. Copyright, Inventions and Patents
The University's policy in regard to Copyright, Patents and Inventions are set out in Part A of the Staff Handbook.
20. Grievance Procedure
If you have a grievance relating to your employment you are entitled to make use of the Grievance Procedure which is set out in Part A of the Staff Handbook. Any formal grievance should normally be submitted in writing to your line manager.
21. Discipline
Details of the disciplinary rules and procedures are set out in Part A of the Staff Handbook. If you are dissatisfied with any disciplinary decision you should notify your Human Resources Manager in writing. If you are dissatisfied with any dismissal decision you should notify the Clerk to the University Board in writing.
22. Notice
22.1 Except in the case of dismissal due to gross misconduct, prior to the date of termination at clause 6 and subject to clause 8.2 above and clause 22.3 (c) below, your contract of employment shall be terminable by yourself giving the University notice in writing or by the University giving you notice in writing in accordance with the timescales shown below:
Grade / Probationary Period / ThereafterEmployee / Employer / Employee / Employer
J
I
H / 4 weeks / 4 weeks / 12 weeks / 12 weeks
G
F / 4 weeks / 4 weeks / 8 weeks / Up to 12 weeks, depending on length of service
(minimum of 8 weeks)
E
D
C
B
A / 4 weeks / 4 weeks / 4 weeks / Up to 12 weeks, depending on length of service
(minimum of 4 weeks)
22.2 This does not prejudice your right to notice under the Employment Rights Act 1996.
22.3 The University reserves the right to:-
(a) pay your salary in lieu of any period of notice which it is required to give and/or which you give in accordance with this Statement of Main Particulars;
(b) require you not to attend work and/or not to undertake any work during any such period of notice.
(c) terminate your employment by giving four weeks’ written notice in the event that the external funding upon which your post depends is withdrawn or reduced.
23. Membership of a Trade Union
The University, as your employer, supports the system of collective bargaining in every way and believes in the principle of solving employee relations problems by discussion and agreement. For practical purposes, this can only be conducted by representatives of the employers and of the employees. If collective bargaining of this kind is to continue and improve the benefit of both, it is essential that the employees' organisations should be fully representative.
You have the right to join a Trade Union and to take part in its activities. Details of the specified Trade Unions on the appropriate negotiating body are available for you to refer to within Human Resources.
24. Variation
You will be bound by any agreements reached in future as a result of national or local negotiations between the employer(s) and the recognised unions which, after adoption by the Board of Governors, will be automatically incorporated into your contract.