| Stipend | Conditions and documentation | |
|---|---|---|
| Compassionate leave | The existing compassionate leave provisions under the Assistant Staff Rules, Assistant Staff Handbook, Staff Guide and Summary of Leave Table will apply. Further guidance is available. | Compassionate leave covers bereavement or serious illness of a close family member or dependant. It is granted according to the circumstances. The Head of Institution may complete the CHRIS/68 where appropriate. |
| Emergency leave |
Normally up to 5 working days’ paid leave in any rolling 12-month period (pro-rated for part-time employees), with a limit of 2 working days’ paid leave permitted on any single occasion, for unforeseen emergencies involving dependants:
It may be combined with discretionary compassionate leave/annual/unpaid leave as appropriate. |
Emergency leave covers genuine unforeseen emergencies for reasons connected with dependants or unexpected domestic or other emergencies. It is granted according to the circumstances. The Head of Institution may complete form CHRIS/68 where appropriate. |
| Carer’s Leave | Up to 5 days of unpaid leave. Can be taken in blocks of ½ days or one day up to a maximum of 5 in a 12-month rolling period. The leave does not need to be taken consecutively and may be combined with annual leave. | Carer’s Leave covers planned unpaid time off to care for, or arrange care for, a dependant. The employee must provide notice using form CHRIS/68 which confirms their entitlement to the leave. The minimum notice required is twice the length of time of the requested leave or 3 days, whichever is the longest. |
| Essential civic and public duties | The University will grant reasonable unpaid time off to those employees who hold public positions as set out under s.50 of the Employment Rights Act 1996. | The employee should complete form CHRIS/68. Documentation from the relevant official body will be required in support of the application. |
| Service in the Reserve Forces | Reservists required to undertake training on a normal working day will be required to take annual leave or may request unpaid leave. | Where the employee is called up this will be treated as unpaid leave. The employee should complete form CHRIS/68. Documentation from the relevant official body will be required in support of the application. |
| Jury Service | The University will ‘top up’ any sums reimbursed to the level of the employee's normal salary. | The employee should complete form CHRIS/68. The jury summons should be provided in support of the application. A receipt of reimbursement must also be provided within 3 months, where applicable. |
| Attendance in court as a witness | If summonsed to appear as a witness in a private capacity, the employee may request annual leave or unpaid leave. | Annual leave should be requested in the normal way or the employee should complete form CHRIS/68 to request unpaid leave. The witness summons should be provided where applicable. |
| Fertility treatment | Up to 5 days paid leave in a 12 month period for female employees undergoing fertility treatment, or up to 2 days paid leave to provide support to a partner who is undergoing fertility treatment. | Individuals who are following a course of fertility treatment and have been employed by the University for one continuous year are eligible to apply. The employee should complete form CHRIS/68. Confirmation of treatment will be required at the point of application. |
| Surgery/procedures and elective surgery | Time off for surgery or treatment and recuperation that relates to a medical or psychological condition and is supported by a medical certificate, will be treated as sick leave in the same manner as any other medical appointment. In cases of elective surgery, treatment and recuperation (i.e. cosmetic and/or surgery not medically necessary), annual leave should be taken in the first instance or unpaid leave if appropriate and in agreement with the institution concerned. |
The employee should complete form CHRIS/68. Medical certification may be required as set out in policy. |
| Gender reassignment | Requests for time off for medical treatment relating to gender reassignment will be managed and recorded in accordance with the University Ill-Health and Sickness Absence procedures, ie treated as time off for illness or other medical appointments. Reasonable requests for time off for non-medical treatment will be considered subject to operational requirements. Normally annual leave or unpaid leave will be considered for these purposes. |
The employee should complete form CHRIS/68. Medical certification may be required as set out in policy. |
| Religious or belief-related obligations | Employees may use their annual leave entitlement to request time off for religious or belief-related purposes. | Annual leave should be requested in the normal way. |
| Voluntary work | Annual leave entitlement must be used for the days that the employee will be absent from work. Unpaid leave may be granted under exceptional circumstances. | Annual leave should be requested in the normal way. For exceptional circumstances requests for unpaid leave to undertake voluntary work should be submitted by completing form CHRIS/68. Documentation from the relevant organisation will be required in support of the application. |
