“By creating we think, by living we learn” Patrick Geddes
1. CONDITIONS OF SERVICE FOR STAFF
These are issued to all new members of staff along with their contract along with other general personnel procedures.
2. ANNUAL LEAVE AND HOLIDAY ARRANGEMENTS FOR STAFF
These are as outlined within the Conditions of Service for staff and as described on the Human Resources Website. There is no carry forward of Annual Leave entitlement from one leave year to the next except in exceptional circumstances.
3. GUIDELINES FOR SPECIAL LEAVE FOR PUBLIC DUTIES
Voluntary Public Service
Volunteer Reserve Forces
The University will grant, in addition to the normal leave entitlement, 5 days with pay for employees who are required to attend training exercises, summer camps etc. This should be agreed with the Head of Department/School/Division.
4. JUDICIARY / COURTS / TRIBUNALS
Jury Service
Employees who are called for Jury service will be granted special leave with pay. Employees who are granted paid special leave for Jury Service should undertake to refund to the University any fees for attendance allowances received, other than fees or allowances paid specifically as travelling and subsistence expenses. The University shall pay no travelling or subsistence expenses.
Witness having a Crown Citation
Employees who are cited by the Crown as a witness will be granted special leave with pay. Employees who are granted paid special leave as a witness should undertake to refund to the University any fees for attendance allowances received, other than fees or allowances paid specifically as travelling and subsistence expenses. The University shall pay no travelling or subsistence expenses.
No Formal Crown Citation
No paid leave granted. Employees are required to use holiday entitlement or request unpaid leave when absent.
Employment Tribunals
Paid time off to attend will be granted as an Applicant or as a Witness where the University of Dundee is the Respondent.
Other Tribunals
No paid leave granted for attendance at other tribunals. Employees are required to use holiday entitlement or request unpaid leave when absent.
5. APPOINTMENTS
General Practitioner/Dentist
Employees are encouraged to look after their health and wellbeing and should make medical appointments (doctor/dentist) out with normal working hours wherever possible, however where this may not be practical, employees should endeavour to obtain appointments which cause least disruption to their work area e.g. first thing in the morning or last thing at night. All requests for time off should be made to the appropriate line manager.
Hospital
For personal hospital appointments, (reasonable) paid time off will be granted on request. (Evidence of appointment may be requested.)
6. TIME OFF IN LIEU (TOIL) (Clerical & Technical Staff)
University Policy is that TOIL is granted rather than payment for overtime. TOIL should be managed such a way that there is not a large balance outstanding and TOIL agreed should be given/taken as soon as is practicable. It is recommended that the outstanding balance of TOIL should not exceed one week. It should also be noted that, unlike annual leave, the balance of TOIL might be carried forward from one leave year to the next.
In exceptional circumstances where an excessive amount of TOIL has been worked, Heads of Department/School/Division should consult Personnel Services regarding payment for all or a proportion of this time. The importance of management and employee mutually agreeing TOIL and Annual Leave arrangements is emphasized.
Additional : Framework Agreement: Terms and Conditions Appendix 11
These are the general terms and conditions for full-time Grades 1 to 6 staff. Part-time staff terms and conditions are pro-rata.
Hours of Work
36.25 hours per week. Usually 08:45-17:00, with a one hour unpaid lunch break.
Annual Leave
34 days annually, this includes public holidays. The leave year runs from 1 January to 31 December. For grades 1 to 2 the University may designate some days to be taken as annual leave.
Long Service Leave
This is in addition to the basic 34 days and is 1 day after 5 years, 1 day after 7 years and 1 day after 12 years.
Salary Payment
Payment is made monthly in arrears.
Superannuation
Contributions are made by both the employee and the University, with the University meeting the balance of the cost of the benefits, to the University of Dundee Superannuation and Life Assurance Scheme. Superannuation is a choice and is not compulsory for the employee. Employees are eligible if aged 18 to 59.
Occupational Sick Pay Scheme
There is an occupational sick pay scheme where the period of entitlement to paid sick leave is based on the length of continuous service. After 5 years service an employee is eligible for 6 months full pay and 6 months half pay.
Work / Life Balance Policies
There is a range of policies designed to support staff to balance work and home life and deal with personal responsibilities, as well as some of life´s major events. These include Adoption Leave, Compassionate Leave, Bereavement Leave, Family Leave, Children and Dependants Leave, Fertility Treatment Leave, Flexible Working, Foster Care Leave, Jobshare / Part-time Working, Maternity Leave, Parental Leave and Paternity / Maternity Support Leave.
These are the general terms and conditions for full-time Academic staff. Part-time staff terms and conditions are pro-rata.
Hours of Work
Working time is that reasonably required to fulfil the duties of the post.
Annual Leave
39 days annually, this includes public holidays. The leave year runs from 1 January to 31 December.
Pay Scales
Payment is made on the University of Dundee Staff salary scale which is reviewed annually. After more than 6 months employment (before 1 April), an increment is payable annually on 1 October up to the maximum of the grade.
For Clinical Posts, payment is made on the Clinical Academic Staff salary scale which is reviewed annually. After more than 6 months employment (before 1 April), an increment is payable annually on 1 October up to the maximum of the grade.
Salary Payment
Payment is made monthly in arrears.
Superannuation
Contributions are made by both the employee and the University, with the University meeting the balance of the cost of the benefits, to the Universities Superannuation Scheme. Superannuation is a choice and is not compulsory for the employee however you will be opted into the Scheme unless you inform the Pensions Office that you do not wish to join before you take up your employment. Employees may be eligible to join up to age 64, although there are additional contributions payable for those joining USS who are age 60 or above.
Occupational Sick Pay Scheme
There is an occupational sick pay scheme where the period of entitlement to paid sick leave is based on the length of continuous service. After 5 years´ service an employee is eligible for 6 months ´full pay´ and 6 months ´half pay´.
Work / Life Balance Policies
There is a range of policies designed to support staff to balance work and home life and deal with personal responsibilities, as well as some of life´s major events. These include Adoption Leave, Compassionate Leave, Bereavement Leave, Family Leave, Children and Dependants Leave, Fertility Treatment Leave, Flexible Working, Foster Care Leave, Jobshare / Part-time Working, Maternity Leave, Parental Leave and Paternity / Maternity Support Leave.
Qualifications
The University's selection procedure requires that successful candidates for these posts have their qualifications and professional registration validated. One or more of the institutions which have awarded the successful candidate a degree or professional qualification/registration will be contacted, therefore, by Human Resources.
Disclosure Scotland Checks
The post for which you are applying may require the successful applicant to undergo a satisfactory Disclosure check through Disclosure Scotland prior to appointment. This check is necessary to ensure that the University of Dundee fulfils its legal duties under the Act.
If you are successful in your application, the offer of employment will be subject to a satisfactory Disclosure Report. The University will make a Disclosure application to Disclosure Scotland which will reveal any past criminal convictions (spent or unspent) or inclusion on the Disqualified From Working with Children List. Any non-conviction information held locally by the police may also be disclosed should this be considered relevant to the position.
Please note it is a criminal offence to apply for a child care position if you are on the Disqualified From Working with Children List.
Relocation Expenses
The University makes a contribution towards relocation expenses incurred by newly appointed members of staff in moving to Dundee to take up their appointments. The reimbursement is subject to a maximum of the equivalent of one month's gross pay calculated on basic starting salary (this does not include any shift allowances, out of hours intensity supplements, distinction awards, etc). Additional assistance may be given in respect of removals from overseas. If relocation expenses are paid and the member of staff leaves within two years, the University will require repayment of any such relocation expenses. Less than 2 years will be reimbursed on a fractional basis. Recovery will be at the rate of 1/24th for each month less than 2 years worked and will be automatically deducted from the final salary payment.
These are the general terms and conditions for full-time Academic Related staff. Part-time staff terms and conditions are pro-rata.
Hours of Work
Working time is that reasonably required to fulfil the duties of the post.
Annual Leave
39 days annually, this includes public holidays. The leave year runs from 1 January to 31 December.
Pay Scales
Payment is made on the University of Dundee Staff salary scale which is reviewed annually. After more than 6 months employment (before 1 April), an increment is payable annually on 1 October up to the maximum of the grade.
Salary Payment
Payment is made monthly in arrears.
Superannuation
Contributions are made by both the employee and the University, with the University meeting the balance of the cost of the benefits, to the Universities Superannuation Scheme. Superannuation is a choice and is not compulsory for the employee however you will be opted into the Scheme unless you inform the Pensions Office that you do not wish to join before you take up your employment. Employees may be eligible to join up to age 64, although there are additional contributions payable for those joining USS who are age 60 or above.
Occupational Sick Pay Scheme
There is an occupational sick pay scheme where the period of entitlement to paid sick leave is based on the length of continuous service. After 5 years´ service an employee is eligible for 6 months ´full pay´ and 6 months ´half pay´.
Work / Life Balance Policies
There is a range of policies designed to support staff to balance work and home life and deal with personal responsibilities, as well as some of life´s major events. These include Adoption Leave, Compassionate Leave, Bereavement Leave, Family Leave, Children and Dependants Leave, Fertility Treatment Leave, Flexible Working, Foster Care Leave, Jobshare / Part-time Working, Maternity Leave, Parental Leave and Paternity / Maternity Support Leave.
Qualifications
The University's selection procedure requires that successful candidates for these posts have their qualifications and professional registration validated. One or more of the institutions which have awarded the successful candidate a degree or professional qualification/registration will be contacted, therefore, by Human Resources.
Disclosure Scotland Checks
The post for which you are applying may require the successful applicant to undergo a satisfactory Disclosure check through Disclosure Scotland prior to appointment. This check is necessary to ensure that the University of Dundee fulfils its legal duties under the Act.
If you are successful in your application, the offer of employment will be subject to a satisfactory Disclosure Report. The University will make a Disclosure application to Disclosure Scotland which will reveal any past criminal convictions (spent or unspent) or inclusion on the Disqualified From Working with Children List. Any non-conviction information held locally by the police may also be disclosed should this be considered relevant to the position.
Please note it is a criminal offence to apply for a child care position if you are on the Disqualified From Working with Children List.
Relocation Expenses
The University makes a contribution towards relocation expenses incurred by newly appointed members of staff in moving to Dundee to take up their appointments. The reimbursement is subject to a maximum of the equivalent of one month's gross pay calculated on basic starting salary (this does not include any shift allowances, out of hours intensity supplements, distinction awards, etc). Additional assistance may be given in respect of removals from overseas. If relocation expenses are paid and the member of staff leaves within two years, the University will require repayment of any such relocation expenses. Less than 2 years will be reimbursed on a fractional basis. Recovery will be at the rate of 1/24th for each month less than 2 years worked and will be automatically deducted from the final salary payment.
These are the general terms and conditions for full-time Research staff. Part-time staff terms and conditions are pro-rata.
Hours of Work
Working time is that reasonably required to fulfil the duties of the post.
Annual Leave
39 days annually, this includes public holidays. The leave year runs from 1 January to 31 December.
Pay Scales
Non Clinical Research Payment is made on the University of Dundee Staff salary scale which is reviewed annually. An increment is payable on the anniversary of appointment, subject to availability if externally funded.
Clinical Research Payment is made on the Clinical Academic Staff salary scale which is reviewed annually. After more than 6 months employment (before 1 April) an increment is payable annually on 1 October up to the maximum of the grade.
Salary Payment
Payment is made monthly in arrears.
Superannuation
Contributions are made by both the employee and the University, with the University meeting the balance of the cost of the benefits, to the Universities Superannuation Scheme. Superannuation is a choice and is not compulsory for the employee however you will be opted into the Scheme unless you inform the Pensions Office that you do not wish to join before you take up your employment. Employees may be eligible to join up to age 64, although there are additional contributions payable for those joining USS who are age 60 or above.
Occupational Sick Pay Scheme
There is an occupational sick pay scheme where the period of entitlement to paid sick leave is based on the length of continuous service. After 5 years´ service an employee is eligible for 6 months ´full pay´ and 6 months ´half pay´.
Work / Life Balance Policies
There is a range of policies designed to support staff to balance work and home life and deal with personal responsibilities, as well as some of life´s major events. These include Adoption Leave, Compassionate Leave, Bereavement Leave, Family Leave, Children and Dependants Leave, Fertility Treatment Leave, Flexible Working, Foster Care Leave, Jobshare / Part-time Working, Maternity Leave, Parental Leave and Paternity / Maternity Support Leave.
Disclosure Scotland Checks
The post for which you are may require the successful applicant to undergo a satisfactory Disclosure check through Disclosure Scotland prior to appointment. This check is necessary to ensure that the University of Dundee fulfils its legal duties under the Act.
If you are successful in your application, the offer of employment will be subject to a satisfactory Disclosure Report. The University will make a Disclosure application to Disclosure Scotland which will reveal any past criminal convictions (spent or unspent) or inclusion on the Disqualified From Working with Children List. Any non-conviction information held locally by the police may also be disclosed should this be considered relevant to the position.
Please note it is a criminal offence to apply for a child care position if you are on the Disqualified From Working with Children List.
Relocation Expenses
The University makes a contribution towards relocation expenses incurred by newly appointed members of staff in moving to Dundee to take up their appointments. The reimbursement is subject to a maximum of the equivalent of one month's gross pay calculated on basic starting salary (this does not include any shift allowances, out of hours intensity supplements, distinction awards, etc). Additional assistance may be given in respect of removals from overseas. If relocation expenses are paid and the member of staff leaves within two years, the University will require repayment of any such relocation expenses. Less than 2 years will be reimbursed on a fractional basis. Recovery will be at the rate of 1/24th for each month less than 2 years worked and will be automatically deducted from the final salary payment.
These are the general terms and conditions for full-time Professorial staff. Part-time staff terms and conditions are pro-rata.
Hours of Work
Working time is that reasonably required to fulfil the duties of the post.
Annual Leave
39 days annually, this includes public holidays. The leave year runs from 1 January to 31 December.
Pay Scales
Payment is made on the University of Dundee Staff salary scale. Salary increases for Professorial staff match the nationally agreed cost of living increases which are agreed by JNCHES. In addition, Professorial salary levels are reviewed by the University Remuneration Committee every October.
Salary Payment
Payment is made monthly in arrears.
Superannuation
Contributions are made by both the employee and the University, with the University meeting the balance of the cost of the benefits, to the Universities Superannuation Scheme. Superannuation is a choice and is not compulsory for the employee however you will be opted into the Scheme unless you inform the Pensions Office that you do not wish to join before you take up your employment. Employees may be eligible to join up to age 64, although there are additional contributions payable for those joining USS who are age 60 or above.
Occupational Sick Pay Scheme
There is an occupational sick pay scheme where the period of entitlement to paid sick leave is based on the length of continuous service. After 5 years´ service an employee is eligible for 6 months ´full pay´ and 6 months ´half pay´.
Work / Life Balance Policies
There is a range of policies designed to support staff to balance work and home life and deal with personal responsibilities, as well as some of life´s major events. These include Adoption Leave, Compassionate Leave, Bereavement Leave, Family Leave, Children and Dependants Leave, Fertility Treatment Leave, Flexible Working, Foster Care Leave, Jobshare / Part-time Working, Maternity Leave, Parental Leave and Paternity / Maternity Support Leave.
Qualifications
The University's selection procedure requires that successful candidates for these posts have their qualifications and professional registration validated. One or more of the institutions which have awarded the successful candidate a degree or professional qualification/registration will be contacted, therefore, by Human Resources.
Disclosure Scotland Checks
The post for which you are may require the successful applicant to undergo a satisfactory Disclosure check through Disclosure Scotland prior to appointment. This check is necessary to ensure that the University of Dundee fulfils its legal duties under the Act.
If you are successful in your application, the offer of employment will be subject to a satisfactory Disclosure Report. The University will make a Disclosure application to Disclosure Scotland which will reveal any past criminal convictions (spent or unspent) or inclusion on the Disqualified From Working with Children List. Any non-conviction information held locally by the police may also be disclosed should this be considered relevant to the position.
Please note it is a criminal offence to apply for a child care position if you are on the Disqualified From Working with Children List.
Relocation Expenses
The University makes a contribution towards relocation expenses incurred by newly appointed members of staff in moving to Dundee to take up their appointments. The reimbursement is subject to a maximum of the equivalent of one month's gross pay calculated on basic starting salary (this does not include any shift allowances, out of hours intensity supplements, distinction awards, etc). Additional assistance may be given in respect of removals from overseas. If relocation expenses are paid and the member of staff leaves within two years, the University will require repayment of any such relocation expenses. Less than 2 years will be reimbursed on a fractional basis. Recovery will be at the rate of 1/24th for each month less than 2 years worked and will be automatically deducted from the final salary payment.
No Smoking Policy
The University operates a no-smoking policy, with designated smoking areas available in some areas.
Equal Opportunities
The University is committed to equal opportunities and welcomes applications from all sections of the community.
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