25 LEAVE POLICY. Leave Policy

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "25 LEAVE POLICY. Leave Policy"

Transcription

1 Page 1 of LEAVE POLICY Staff members may check information on matters relating to their employment at the HKUST, such as visa requirement, Hong Kong Identity Card, contractual benefits like leave, medical and dental benefits, and housing benefits, etc. from the Personnel Office's webpage under the University's Intranet <http://www.ab.ust.hk/po/>. Matters concerning quarters are handled by the Estates Management Office. Matters on the finance side such as salaries, salary tax, gratuity, superannuation scheme, reimbursement of passage, etc. are serviced by the Finance Office. The Personnel Office will announce new policies and procedures concerning employment of faculties and staff by means of circulars. Every Department/Division should have a complete record of the circulars issued by the Personnel Office. Staff members may also refer to postings under Personnel Policies and Procedures and Circulars in the webpage of the Personnel Office. Colleagues are requested to refer to either the hard copies of circulars kept by the Inter-departmental Liaison Persons in their Department/Division or to the circulars posted on the web page of the Personnel Office for updated announcement by the Personnel Office. Location and contact points: Personnel Office - Lift 3, 5/F, Room 5333 General Enquiries: x6580 Contacts - The Personnel Office is divided into three teams, each of which is responsible for handling personnel matters for designated departments. You may contact members of the team responsible for your department on all personnel-related matters. (You may find the list of team members responsible for your department under the web page of the Personnel Office (http://www.ab.ust.hk/po/) or in the University s communications directory.)

2 Page 2 of Regulations and Approving Authority The leave entitlements of appointees are stipulated in their respective Letter of Appointment and the accompanying terms of service document. Absence from duty on the part of any appointee must have prior approval from the supervisor concerned and, save for special leave which may be granted on an ad hoc basis by the University, the absence must be covered by any one form of leave as spelt out in their respective Letter of Appointment and the accompanying terms of service document. This applies throughout the year including periods when classes are suspended in the University. In approving leave applications, the University's staffing requirements will take precedence over all other considerations. The University reserves the right to take whatever action deemed necessary on appointees' absence without properly authorised leave. Leave period, unless separated by an official working day of the University on which the appointee is on duty, shall be counted as continuous. Except approved short leave, leave period shall not serve as part or whole of notice of resignation.

3 Page 3 of 29 Approving Authority for Faculty's Leave Type of Leave Level of Staff Approving Authority Annual, Short, Advance Sabbatical Professional No-Pay Special For leave exceeding a continuous period of one calendar month For leave not exceeding a continuous period of one calendar month Assistant Professor to Professor Head of Department Dean and Associate Vice-President VPAA Assistant Professor to Professor Head of Department Dean/Associate Vice-President* Vice-President* Assistant Professor up to Associate Vice-President VPAA Assistant Professor up to Head of Department Dean, Associate Vice-President VPAA Assistant Professor up to Associate Vice-President VPAA Assistant Professor to Professor Head of Department Dean, Associate Vice-President VPAA Head of Department Dean VPAA President VPAA on recommendation of Dean and Head of Department VPAA on recommendation of Dean President on recommendation of VPAA Council on recommendation of President VPAA on recommendation of, where appropriate, Dean and Head of Department President VPAA on recommendation of, where appropriate, Dean and Head of Department President on recommendation of VPAA President VPAA on recommendation of, where appropriate, Dean and Head of Department President Head of Department Dean VPAA President Note * Capacity prior to retreating into/assumption of a full-time academic appointment

4 Page 4 of 29 Type of Leave Level of Staff Approving Authority Assistant Professor to Professor Head of Department Sick Head of Department Dean/Associate Vice-President Dean VPAA VPAA President Maternity All ranks Director of Personnel through Supervisor

5 Page 5 of Annual/Short Leave For faculty staff first offered appointment on regular terms of service on or after 1 September Faculty staff first offered appointment on regular terms of service on or after 1 September 2001 shall be entitled to annual leave per complete year of service at the following rates: (a) appointees with less than ten years of full-time continuous service at the University: 22 working days; (b) appointees with ten or more years of full-time continuous service at the University: 26 working days. Leave for an incomplete year of service shall be calculated on a pro-rata basis for the months served. A leave year shall be defined as the 12-month period starting from an individual appointee s date of assumption of duty. 2. Annual leave should normally be taken within the leave year during which the leave is earned. 3. Annual leave is to be taken at a time approved by the University and for academic staff, it should normally be taken only during non-teaching periods. 4. Annual leave may be taken on a half-day basis. Only official working days will be included in computing the length of annual leave. 5. Exceptionally, if leave earned during a leave year is not cleared within the same leave year, up to a maximum of 14 days of the leave may be deferred to be taken in the next following leave year. The permitted deferred leave must be taken by the end of the next following leave year, or it shall be forfeited on commencement of the subsequent leave year. No further deferment or accumulation will be allowed. 6. The deferment of leave in paragraph 5 above shall be subject to the taking of a minimum number of days of annual leave each year as required under the Employment Ordinance which also stipulates that part of the leave should be taken on a consecutive basis. The duration of leave which has to be cleared each year and the period of leave that has to be taken consecutively per year vary according to the years of service at the University as listed below:

6 Page 6 of 29 Year of Service No. of days of annual leave which Minimum no. of days of annual leave must be taken on a consecutive which must be taken each year basis 1 st to 2 nd year rd year th year th year or beyond 10 7 Appointees must comply with the above provisions in the Ordinance in taking their leave. 7. Appointees with their leave years ending in May, June, July or August may be permitted to take the leave earned during that leave year before the end of September of the same year. Any such leave not taken by the end of September of the same year or on cessation of employment, whichever is the earlier, will be forfeited except for the permitted deferment for that leave year under paragraph 5 above. 8. Subject to any permitted deferred leave above, annual leave not taken shall be forfeited on commencement of the subsequent leave year. No payment-in-lieu will be made for any unspent annual leave, except that on cessation of employment, leave payment up to a maximum of 28 days of leave will be made for the appointee s outstanding, non-forfeited leave balance including any untaken deferred leave permitted under paragraph 5 above but not for leave under paragraph 7 above. 9. The leave days for which payment will be made on cessation of appointment shall not be regarded as service for any purpose, and shall not attract any type of staff benefits including leave, passage, superannuation benefits or gratuity, etc. 10. Annual leave shall not serve as part or whole of notice of resignation. 11. The granting of annual leave shall be governed by regulations the University may make from time to time. Such regulations will be announced to staff. 12. All applications for annual leave should be made on appropriate application forms which may be downloaded from the Personnel Office s web page or obtained from the Personnel Office. Completed forms should be forwarded to the Personnel Office for record after approval from the appropriate authority has been obtained. 13. Appointees should give sufficient notice to their Heads of Department or supervisors of their leave plans so that appropriate staffing arrangement, where necessary, can be made.

7 Page 7 of 29 For faculty staff first offered appointment on regular terms of service before 1 September 2001 Annual Leave 1. Faculty staff first offered appointment on regular terms of service before 1 September 2001 shall be entitled to six calendar weeks of annual leave per complete year of service or on a pro-rata basis for the months served. A leave year shall be defined as the 12-month period starting from an individual appointee s date of assumption of duty. 2. All six weeks should normally be taken within the leave year during which the leave is earned and at the most in two periods. 3. Annual leave is to be taken at a time approved by the University and for academic staff, it should normally be taken only during non-teaching periods. 4. Exceptionally, if leave earned during a leave year is not cleared within the same leave year, up to a maximum of 14 days of the leave may be deferred to be taken in the next following leave year. The permitted deferred leave must be taken by the end of the next following leave year, or it shall be forfeited on commencement of the subsequent leave year. No further deferment or accumulation will be allowed. 5. Appointees with their leave years ending in May, June, July or August may be permitted to take the leave earned during that leave year before the end of September of the same year. Any such leave not taken by the end of September of the same year or on cessation of employment, whichever is the earlier, will be forfeited except for the permitted deferment for that leave year under paragraph 4 above. 6. Subject to any permitted deferred leave above, annual leave not taken shall be forfeited on commencement of the subsequent leave year. No payment-in-lieu will be made for any unspent annual leave, except that on cessation of employment, leave payment up to a maximum of 28 days of leave will be made for the appointee s outstanding, non-forfeited leave balance including any untaken deferred leave permitted under paragraph 4 above but not for leave under paragraph 5 above. 7. The leave days for which payment will be made on cessation of appointment shall not be regarded as service for any purpose, and shall not attract any type of staff benefits including leave, passage, superannuation benefits or gratuity, etc. 8. Annual leave can only be taken on a whole-day basis and shall normally not be less than one calendar week.

8 Page 8 of Gazetted general holidays, Sundays and Saturdays which occur during a period of annual leave will be included in computing the length of leave. 10. Annual leave shall not serve as part or whole of notice of resignation. 11. The granting of annual leave shall be governed by regulations the University may make from time to time. Such regulations will be announced to staff. Short Leave 1. Faculty staff first offered appointment on regular terms of service before 1 September 2001 shall also be entitled to 12 working days of short leave per complete year of service which must be taken during the leave year, to be defined as the 12-month period starting from an individual appointee s date of assumption of duty. Any untaken short leave shall be forfeited. 2. Short leave cannot be combined with other types of leave except special leave and not more than six working days of short leave can be taken consecutively. 3. Approved short leave can be taken on a half-day basis and official working days (including Saturday mornings regardless whether classes have been scheduled) will be counted in computing the length of short leave. Where appointees are on an alternate Saturday on and off working schedule, short leave taken on the Friday preceding and the Monday following an off Saturday shall be regarded as two consecutive days of short leave. 4. Approved short leave may be taken during a notice period of resignation or termination of employment. Any short leave not taken shall be forfeited on the date when resignation/termination becomes effective. Application Procedures 1. All applications for annual and short leave should be made on appropriate application forms which may be downloaded from the Personnel Office s web page or obtained from the Personnel Office. Completed forms should be forwarded to the Personnel Office for record after approval from the appropriate authority has been obtained. 2. Appointees should give sufficient notice to their Heads of Department or supervisors of their leave plans so that appropriate staffing arrangement, where necessary, can be made.

9 Page 9 of Sabbatical Leave 1. Sabbatical leave with full pay may be granted to eligible academic staff members where provided for in their Letters of Appointment for purposes of academic research, scholarly pursuits and professional development so that they will continue to give a high standard of service to the University upon return from leave. Sabbatical leave is not an appointee's contractual right and is subject to approval by the University on application. In considering each application, the needs and priorities of the University shall prevail and the granting of sabbatical leave shall be subject to sound justification, the University's regulations and on such other terms as the University may determine from time to time. 2. For academic staff members who are full-time academic administrators, the granting of sabbatical leave shall be subject to supplementary conditions in addition to the regulations applicable to the academic appointees in general. Full-time academic administrators shall be defined to include the President, the Vice- President for Academic Affairs, the Vice-President for Research and Development, the Deans, the Associate Vice-Presidents for Academic Affairs, and any other such positions as the University may determine from time to time, provided that they hold concurrent academic appointments.

10 Page 10 of 29 Regulations for Academic Staff (other than Full-Time Academic Administrators) Note* - Full-time Academic Administrators are defined to include the President, the Vice- President for Academic Affairs, the Vice-President for Research and Development, the Deans, the Associate Vice-Presidents for Academic Affairs, and any other such positions as the University may determine from time to time, provided that they hold concurrent academic appointments. 1. Subject to provisions in the appointee's Letter of Appointment regarding his/her eligibility to apply for sabbatical leave and provisions in these regulations, sabbatical leave with full-pay may be granted to full-time academic staff members of the University appointed on regular terms of service for purposes of academic research, scholarly pursuits and professional development so that they will continue to give a high standard of service to the University upon their return from leave. Sabbatical leave is not an appointee's contractual right and is subject to approval by the University on application. In considering each application, the needs and priorities of the University shall prevail and the granting of sabbatical leave shall be subject to sound justification and on such other terms as the University may determine from time to time. 2. An appointee shall not be eligible to apply for sabbatical leave: (a) unless he/she has (i) (ii) completed a minimum of 24 months of sabbatical credit-earning service (a period of sabbatical credit-earning service shall start on the date of assumption of duty in Hong Kong -- either on first appointment or on returning from the last sabbatical leave taken -- and shall include public and University holidays, sick leave with pay, maternity leave with pay, short leave and special leave not exceeding a continuous period of one month; but shall exclude, unless otherwise decided by the University, periods taken of annual leave, sabbatical leave, study leave, maternity leave without pay, special leave for a continuous period of more than one month, any form of no-pay leave and any other form of leave taken); and completed the initial contract term or if he/she is serving on an initial contract, been offered re-appointment by the University and accepted such re-appointment; (b) if he/she has changed from a full-time academic post to another position which does not earn sabbatical credit, in which case the sabbatical credit

11 Page 11 of 29 ` earned during the academic appointment shall be frozen and approval originally granted for sabbatical leave, if any, shall automatically be rescinded (should the appointee subsequently revert to an academic position, the frozen accumulation of sabbatical credit may be carried forward to be expended during the subsequent academic appointment); (c) if he/she has tendered notice of resignation or has been given notice of termination from University service, in which case the eligibility to apply for sabbatical leave shall cease and approval originally granted for sabbatical leave shall automatically be rescinded. 3. Sabbatical leave, if granted, shall be limited to the rate of 1/6 of a period of creditearning service up to a maximum of 12 months. Notwithstanding reaching the maximum accumulation, an appointee may only take sabbatical leave subject to application and on approval by the University at its absolute discretion. Except when an appointee is specifically required by the University to divide a sabbatical leave into more than one period, sabbatical credit is not carried beyond the time at which a period of sabbatical leave is taken; an appointee on return from sabbatical leave will start with a zero account of sabbatical leave. 4. The salary payable to an appointee on sabbatical leave shall be pegged at the level prevailing immediately prior to commencement of the sabbatical leave except as otherwise stated in the Letter of Appointment and save for any salary increment already stipulated in the Letter of Appointment and University-approved cost of living adjustments. 5. An appointee shall not hold any executive position in another establishment during his/her sabbatical leave without the express approval of the University. An appointee shall report and obtain prior approval from the University for receiving any earnings or remuneration or any reward in cash or in kind for undertaking any activities for which the sabbatical leave is granted. Of all such outside earnings received during the sabbatical leave, an appointee shall be required to contribute to the University an amount equal to all the outside earnings less (i) (ii) earnings or remuneration for consulting work during the sabbatical leave which is carried out within the University's permissible limit of one working day per week, if any; and amounts received for the express purpose of compensating for extra costs associated with taking up the sabbatical leave (e.g. maintenance of a second household, travel and moving, excess cost of living where clearly demonstrable, excess educational expenses for dependants, income tax

12 Page 12 of 29 arising from the earnings received from the host institution/organisation where the appointee undertakes his/her sabbatical leave related activities, etc.). Contribution of earnings, remuneration or reward given in the form of an honorarium may be waived on the merits of each case and to be decided at the absolute discretion of the University. 6. Sabbatical leave shall not be taken on a fragmented basis. To ensure that semesters are kept intact, sabbatical leave should normally be taken on a semester basis. 7. Periods of sabbatical leave will not be counted for the purpose of earning any type of leave (e.g. annual/short leave) and leave passages but will count for other benefits. Sabbatical leave will count towards Scheme Service under the University's Staff Superannuation Scheme subject to the usual rules and regulations governing the Scheme or will count as gratuity-bearing service as appropriate. Sabbatical leave will also be recognised as salary increment earning service where appropriate. 8. Sick leave, maternity leave or special leave will not normally be granted for any period falling within a period of sabbatical leave. For example, if an appointee falls sick whilst on sabbatical leave, his/her absence will continue to be charged against the originally granted sabbatical leave and no sick leave will be granted to cover such periods of absence. 9. Earned annual leave may be combined with sabbatical leave but only either at the commencement or at the end of the sabbatical leave subject to the total period of absence not exceeding a maximum of 12 months. Any period of absence from the University immediately before or after the sabbatical leave will be counted as annual leave. Unless otherwise approved under exceptional circumstances, sabbatical leave may not be combined with any other form of leave. 10. No replacement may be employed for academic staff members taking sabbatical leave. 11. Under no circumstances shall payment be made in lieu of sabbatical leave. 12. Sabbatical leave shall not serve as part or whole of notice of resignation. If an appointee tenders notice of resignation whilst on sabbatical leave, the sabbatical leave will be curtailed immediately upon tendering of notice of resignation. The appointee should resume duty in the University in the first instant to serve his/her notice of resignation.

13 Page 13 of On returning from sabbatical leave, an appointee should submit a short report to the Approving Authority via the Recommending Authority, within 3 months upon resumption of duty, on whether the planned activities during the sabbatical leave have been fulfilled and their results. 14. An appointee who has taken sabbatical leave shall also be required to render post-leave on-campus service at the rate of two months of service for each month of sabbatical leave taken. Should an appointee leave the service of the University prior to completion of the post-leave on-campus service, he/she may, upon serving the requisite notice period of resignation, be allowed to charge the shortfall of the post-leave service to his/her annual leave balance, if any, on a oneto-one basis. In all other circumstances, he/she would be required to refund to the University the full or a pro-rata share of the salary paid during the sabbatical leave. Post-leave service shall however not in any way remove from the University the right to terminate the employment of any staff members within the terms of employment nor does it oblige the University to offer a renewal of contract for staff serving on contracts of employment. 15. The approving authority for sabbatical leave is as follows: Appointee Head of Department (HoD) Professor / Associate Professor / Assistant Professor Approving Authority Vice-President for Academic Affairs (VP-AA) via Dean VP-AA via Dean via HoD 16. In order that the Department concerned may find ways to cover the appointee's duties, applications for sabbatical leave should be made as early as possible and in no case less than 6 months in advance. Applicants should as far as possible discuss their plan with their Department Head or supervisor well beforehand. Applications should be made on the appropriate form, which may be downloaded from the Personnel Office s web page or obtained from the Personnel Office, and be forwarded to the approving authority via the recommending authority. 17. The University reserves the right to amend the Regulations for Sabbatical Leave as and when necessary. Any amendment will be announced to staff.

14 Page 14 of 29 Regulations for Full-Time Academic Administrators 1. Full-time Academic Administrators shall be defined to include the President, the Vice-President for Academic Affairs, the Vice-President for Research and Development, the Deans, the Associate Vice-Presidents for Academic Affairs, and any other such positions as the University may determine from time to time, provided that they hold concurrent academic appointments. 2. Subject to provisions in the appointee's Letter of Appointment regarding his/her eligibility to apply for sabbatical leave and provisions in these regulations, sabbatical leave with full-pay may be granted to full-time academic staff members of the University appointed on regular terms of service for purposes of academic research, scholarly pursuits and professional development so that they will continue to give a high standard of service to the University upon their return from leave. Sabbatical leave is not an appointee's contractual right and is subject to approval by the University on application. In considering each application, the needs and priorities of the University shall prevail and the granting of sabbatical leave shall be subject to sound justification and on such other terms as the University may determine from time to time. 3. A full-time academic administrator shall not be eligible to apply for sabbatical leave: (a) unless he/she has (i) (ii) completed a minimum of 24 months of sabbatical credit-earning service (a period of sabbatical credit-earning service shall start on the date of assumption of duty in Hong Kong -- either on first appointment or on returning from the last sabbatical leave taken -- and shall include public and University holidays, sick leave with pay, maternity leave with pay, short leave and special leave not exceeding a continuous period of one month; but shall exclude, unless otherwise decided by the University, periods taken of annual leave, sabbatical leave, study leave, maternity leave without pay, special leave for a continuous period of more than one month, any form of no-pay leave and any other form of leave taken); and completed the initial contract term or if he/she is serving on an initial contract, been offered re-appointment by the University and accepted such re-appointment;

15 Page 15 of 29 (b) unless he/she has retreated into a full-time academic position or accepted an offer of renewal of appointment solely as a full-time academic upon expiry of his/her contract as full-time academic administrator; (c) if he/she has tendered notice of resignation or has been given notice of termination from University service, in which case the eligibility to apply for sabbatical leave shall cease and approval originally granted for sabbatical leave shall automatically be rescinded. 4. If approved, the sabbatical leave shall take place immediately upon commencement of the full-time academic appointment, subject to continued service with the University on completion of such leave. 5. The service as full-time academic administrator shall count towards the earning of sabbatical credit. 6. Sabbatical leave, if granted, shall be limited to the rate of 1/6 of a period of creditearning service up to a maximum of 12 months. Notwithstanding reaching the maximum accumulation, an appointee may only take sabbatical leave subject to application and on approval by the University at its absolute discretion. Except when an appointee is specifically required by the University to divide a sabbatical leave into more than one period, sabbatical credit is not carried beyond the time at which a period of sabbatical leave is taken; an appointee on return from sabbatical leave will start with a zero account of sabbatical leave. 7. The salary payable for the sabbatical leave shall be pegged at the level for the fulltime academic appointment on the commencement of the sabbatical leave except as otherwise stated in the Letter of Appointment and save for any salary increment already stipulated in the Letter of Appointment and University approved cost of living adjustments. 8. An appointee shall not hold any executive position in another establishment during his/her sabbatical leave without the express approval of the University. An appointee shall report and obtain prior approval from the University for receiving any earnings or remuneration or any reward in cash or in kind for undertaking any activities for which the sabbatical leave is granted. Of all such outside earnings received during the sabbatical leave, an appointee shall be required to contribute to the University an amount equal to all the outside earnings less (i) earnings or remuneration for consulting work during the sabbatical leave which is carried out within the University's permissible limit of one working day per week, if any; and

16 Page 16 of 29 (ii) amounts received for the express purpose of compensating for extra costs associated with taking up the sabbatical leave (e.g. maintenance of a second household, travel and moving, excess cost of living where clearly demonstrable, excess educational expenses for dependants, income tax arising from the earnings received from the host institution/organisation where the appointee undertakes his/her sabbatical leave related activities, etc.). Contribution of earnings, remuneration or reward given in the form of an honorarium may be waived on the merits of each case and to be decided at the absolute discretion of the University. 9. Sabbatical leave shall not be taken on a fragmented basis. To ensure that semesters are kept intact, sabbatical leave should normally be taken on a semester basis. 10. Periods of sabbatical leave will not be counted for the purpose of earning any type of leave (e.g. annual/short leave) and leave passages but will count for other benefits. Sabbatical leave will count towards Scheme Service under the University's Staff Superannuation Scheme subject to the usual rules and regulations governing the Scheme or will count as gratuity-bearing service as appropriate. Sabbatical leave will also be recognised as salary increment earning service where appropriate. 11. Sick leave, maternity leave or special leave will not normally be granted for any period falling within a period of sabbatical leave. For example, if an appointee falls sick whilst on sabbatical leave, his/her absence will continue to be charged against the originally granted sabbatical leave and no sick leave will be granted to cover such periods of absence. 12. Earned annual leave may be combined with sabbatical leave but only either at the commencement or at the end of the sabbatical leave subject to the total period of absence not exceeding a maximum of 12 months. Any period of absence from the University immediately before or after the sabbatical leave will be counted as annual leave. Unless otherwise approved under exceptional circumstances, sabbatical leave may not be combined with any other form of leave. 13. No replacement may be employed for appointees taking sabbatical leave. 14. Under no circumstances shall payment be made in lieu of sabbatical leave. 15. Sabbatical leave shall not serve as part or whole of notice of resignation. If an appointee tenders notice of resignation whilst on sabbatical leave, the sabbatical leave will be curtailed immediately upon tendering of notice of resignation. The

17 Page 17 of 29 appointee should resume duty in the University in the first instant to serve his/her notice of resignation. 16. On returning from sabbatical leave, an appointee should submit a short report to the Approving Authority via the Recommending Authority, within 3 months upon resumption of duty, on whether the planned activities during the sabbatical leave have been fulfilled and their results. 17. An appointee who has taken sabbatical leave shall also be required to render post-leave on-campus service at the rate of two months of service for each month of sabbatical leave taken. Should an appointee leave the service of the University prior to completion of the post-leave on-campus service, he/she may, upon serving the requisite notice period of resignation, be allowed to charge the shortfall of the post-leave service to his/her annual leave balance, if any, on a oneto-one basis. In all other circumstances, he/she would be required to refund to the University the full or a pro-rata share of the salary paid during the sabbatical leave. Post-leave service shall however not in any way remove from the University the right to terminate the employment of any staff members within the terms of employment nor does it oblige the University to offer a renewal of contract for staff serving on contracts of employment. 18. The approving authority for sabbatical leave for full-time academic administrators on their retreating into or taking up a full-time academic appointment is as follows: Capacity Prior to Retreating into/ Assumption of a Full-time Academic Appointment President Vice-Presidents (VPs) Deans and others Approving Authority Council Council via President President via Vice-President for Academic Affairs (VP-AA) 19. In order that arrangements can be made to cover the appointee's duties, applications for sabbatical leave should be made as early as possible and in no case less than 6 months in advance. Applicants should as far as possible discuss their plan with the approving authority well beforehand. Applications should be made on the appropriate form, which may be downloaded from the Personnel Office s web page or obtained from the Personnel Office, and be forwarded to the approving authority via the recommending authority. 20. The University reserves the right to amend the Regulations for Sabbatical Leave as and when necessary. Any amendment will be announced to staff.

18 Page 18 of 29 Application Procedure 1 Staff members intending to apply for permission to take sabbatical leave should give sufficient time for the recommending and approving authorities to consider each application. Applications should be made at least six months in advance, but applicants should as far as possible discuss their plans with their Heads of Departments or the appropriate supervisors well beforehand. If staff members who are serving on an initial contract wish to apply for sabbatical leave but have not yet been offered and accepted re-appointment by the University, the application should still be submitted at least six months in advance. The approval of the application in such case will be subject to, among others, confirmation of the applicants' continued appointment at the University upon expiry of the initial contract at the time the approval is given. 2 Applications for sabbatical leave should be made on the form "Application for Sabbatical Leave" (Form PO/PL-3) and forwarded to the Personnel Office, which will check and confirm if the applicant has sufficient sabbatical credits before passing the application to the relevant recommending/approving authorities.

19 Page 19 of Special Leave and Absence on Duty Regulations for Special Leave 1. Special leave is not an appointee's entitlement. Subject to the conditions set out in these Regulations, special leave may be granted to full-time academic and equivalent administrative staff to undertake University-related or other approved activities on application. The granting of special leave is subject to the overriding consideration that the teaching/research/administrative duties of the appointee concerned will not be affected and approval of each application is at the absolute discretion of the University. 2. Subject to justifications of individual application and on such conditions and terms as determined by the University, special leave with full-pay may be granted for the following purposes: (a) (b) (c) to attend academic or professional conferences, seminars or other learned meetings; to carry out University-related research activities which require the appointee's absence from the University; to carry out other business endorsed by the University; or (d) to perform public duties in a Government-appointed capacity subject to approval by the University on the merits of individual case. 3. Special leave will not be granted to staff members to undertake elected public service, i.e. public service which the staff member undertakes on his/her own accord. 4. Special leave shall not normally exceed a continuous period of one calendar month and shall not be granted to an appointee in the course of or in combination with sabbatical leave. A continuous period of more than one month of special leave shall not earn annual/short leave or sabbatical credit. Special leave may however be combined with short leave or annual leave. 5. Application for special leave should be made on the "Application for Special Leave" Form (Form PO/PL-2), which may be downloaded from the Personnel Office s web page or obtained from the Personnel Office, and be submitted to the appropriate approving authority. The form should be forwarded to the Personnel Office for record after approval for the special leave has been given.

20 Page 20 of The University reserves the right to amend the Regulations for Special Leave as and when necessary. Any amendment will be announced to staff. Absence on Duty 7. Appointees who are required by the University to carry out official business (e.g. recruitment activities, etc) outside the University, either locally or outside Hong Kong, will be regarded as being on duty. To facilitate insurance coverage for staff performing University duties overseas, appointees concerned should ensure that the Finance Office has been duly notified prior to their departure from Hong Kong. Heads of Departments are required to keep a record of the periods when their staff members are directed to perform duties overseas and the nature of such duties. For Heads of Departments and above, such records should be kept by their respective supervisors. The records should be submitted to the relevant Vice- President at quarterly intervals each calendar year.

21 Page 21 of Professional Leave 1. Professional leave is a form of no-pay leave that University staff may apply to take for the purpose of engaging directly in the transfer of technology or in the development of industry / business / community through the application of their professional expertise. 2. To fulfil the University s mission and objective to promote the economic and social development of Hong Kong, the University encourages its staff to apply their knowledge and innovative ability to enrich the society. As the University is committed to playing an active role in nurturing new knowledge-based ventures through facilitating its staff to engage directly in the transfer of technology, or in the development of industry / business / community through the application of their professional expertise, University staff members who wish to embark on such pursuits may apply to take professional leave, which is a form of no-pay leave. 3. The granting of professional leave is subject to the following terms: (a) The appointee s activities during the period of absence must be based principally in Hong Kong, and be of clear benefit to Hong Kong. (b) (c) During the period of absence, the appointee will not receive normal salary, nor any of the benefits associated with a normal regular appointment. Where the appointee is requested to provide services to the University during the professional leave, such as teaching a course, supervising postgraduate students, conducting research supported by grants / contracts, etc, the University may contract for these services on a part-time basis. Apart from salary, no benefits other than those provided for under the Employment Ordinance will be payable where applicable. (d) The appointee may apply to rent an apartment from the University at a University-determined market rate. (e) The appointee may apply to continue membership under the University medical and dental schemes by paying the premium. (f) Professional leave may generally be sought for a period of not more than 12 months, to include one or two full semesters. Longer periods may be considered on an exceptional basis.

22 Page 22 of 29 (g) Only academic and equivalent administrative staff employed on regular terms are eligible to apply for professional leave. 4. Application for professional leave should be submitted to the Head of Department at least four months prior to the proposed start date of the leave in the first instance. Where supported, the application should be sent to the Dean for endorsement if appropriate, and then to the Branch Vice-President (VP) for approval, or to the President in respect of staff in units reporting directly to him. Where the Head proposes that the University contracts for the services of the staff member on a part-time basis during the period of leave, details of the part-time appointment that are being proposed should be submitted together with the application for approval. 5. Applications should be made on the Application for Professional Leave form (PO/PL-8), copies of which may be downloaded from the Personnel Office s web page or obtained from the Personnel Office.

23 Page 23 of No-pay Leave 1. No-pay leave is not an entitlement and may be granted only in very exceptional circumstances on application subject to the terms and conditions as determined at the absolute discretion of the University. In considering applications from staff members for no-pay leave, the exigencies of the University's activities shall take precedence. Unless otherwise approved under exceptional circumstances, no-pay leave shall not be combined with sabbatical leave. 2. Unless otherwise determined by the University, staff members shall have to clear all their earned leave first before proceeding on no-pay leave. 3. Staff members on no-pay leave shall cease to be eligible for all staff benefits (except for Local and Overseas Education Allowances which shall cease to be payable only if the no-pay leave is in excess of 30 days) until their resumption of full-time service. No-pay leave shall normally be neither leave/increment earning nor counted as gratuity-bearing or superannuation service but shall not in general constitute a break in University service. 4. The approval for staff members to take no-pay leave while serving on a fixed term contract shall normally be subject to the condition that their contract period be extended either by a duration of the length of the approved no-pay leave period or, for academic staff members, by a suitable period so that the end date of the contract will coincide with the end date of an academic term. Gratuity for that contract term, if any, shall be payable only on completion of the extended contract period. For all cases of approval for no-pay leave, separate approval by the relevant appointing authority should be sought for the resultant revisions of the employment contracts, whether in form of an extension of the original contract period or, in exceptional cases, a shortening of the service period required under the contract. 5. Applications should be made on the "Application for No-pay Leave" Form (PO/PL- 7, which may be downloaded from the Personnel Office s web page or obtained from the Personnel Office) and submitted to the appropriate approving authority. On approval of the no-pay leave, the applicant should ensure that the approved leave form reaches the Personnel Office at least one week before commencement of the no-pay leave. The Personnel Office will notify the staff member and other offices concerned the approval for the no-pay leave and the associated conditions for the approval.

24 Page 24 of Sick Leave 1. Application for sick leave should be made on a standard leave application form, which may be downloaded from the Personnel Office s web page or obtained from the Personnel Office, and approved by the relevant authority. 2. If appointees are absent from work because of sickness for more than two days, a medical certificate from a medical/dental practitioner registered under the Medical/Dentists Registration Ordinance specifying the period of sick leave and nature of illness shall be produced to the University along with the application for sick leave. 3. Notwithstanding (2) above, appointees who are absent from work on account of sickness for two days or less, if deemed necessary by the University, may be required to present to the University a medical certificate from a medical/dental practitioner registered under the Medical/Dentists Registration Ordinance specifying the period of sick leave and nature of illness. 4. Appointees shall not leave Hong Kong during any period of sick leave, nor shall they be granted sick leave while absent from Hong Kong, except in either case by permission of the University. 5. Except for cases that fall within the purview of the Employees' Compensation Ordinance, where a period or periods of sick leave of an appointee exceed, or seem (in the opinion of the University) likely to exceed six consecutive months or to amount to a total of 183 days or more within a single period of 12 months, then and in either case the Council may seek advice from a medical board and then at its discretion: extend the period of sick leave on such terms and conditions as the University deems appropriate; or where the medical board considers that the total period during which the appointee is prevented by the incapacity from carrying out the duties may exceed 12 months, terminate the appointment, giving not less than six months' basic salary in the case of Academic and Equivalent Administrative Staff in lieu of notice of termination. 6. During any period or periods of sick leave, appointees shall receive full pay and allowances (if any) for the first 183 days or for the first six consecutive months. Thereafter the terms of the sick leave shall be determined by the Council.

25 Page 25 of No sick leave shall be granted while appointees are on other types of leave, e.g. annual leave, short leave, sabbatical leave, professional leave and special leave. 8. Full-pay sick leave shall be counted as service for the purpose of earning increment, leave, gratuity or terminal benefits and other contractual benefits. On the other hand, no-pay sick leave shall not be counted as service for the purpose of earning increment, any form of leave, gratuity or terminal benefits and other contractual benefits.

26 Page 26 of Maternity Leave A female appointee shall be entitled to maternity leave for each confinement in accordance with the regulations governing the grant of maternity leave as established from time to time by the University. The current regulations are as follows: 1. A female appointee shall be entitled to maternity leave if she has completed four (4) weeks or more of continuous service immediately before taking any leave for confinement. 2. The maternity leave shall cover, in the first instance, a continuous period of ten (10) weeks commencing from and inclusive of - (a) (b) a date four (4) weeks immediately before the expected date of confinement, or if the appointee so applies and the University so agrees, a later date but not less than two (2) weeks before the expected date of confinement; or the actual date of confinement, if confinement occurs before the date in (a) above. 3. If confinement takes place after the expected date of confinement, a further period of maternity leave equal to the number of days beginning on the day after the expected date of confinement up to and including the actual date of confinement shall be granted immediately following the ten (10) weeks of maternity leave under paragraph 2 above. 4. Another further period of maternity leave, not exceeding four (4) weeks, may be granted on grounds of illness or disability arising out of the pregnancy or confinement. This further period of maternity leave may be taken: - wholly or in part immediately before the maternity leave under paragraph 2; - wholly or in part immediately after the maternity leave under paragraph 2 or 3 as the case may be. 5. An appointee who has been employed by the University under a continuous contract for a period of not less than forty (40) weeks immediately before the date of commencement of her maternity leave as determined under paragraph 2(a) above shall be entitled to full-pay maternity leave for the ten (10)-week period taken by her under paragraph 2.

27 Page 27 of An appointee with less than forty (40) weeks of continuous service immediately before the date of commencement of her maternity leave as determined under paragraph 2(a) above shall be entitled to no-pay maternity leave. 7. In all other cases, any period of absence for confinement shall be unpaid. 8. Maternity leave is not counted as sick leave. 9. Period of paid maternity leave shall be counted as service for the purpose of earning increment, any form of leave, gratuity or terminal benefits and other contractual benefits. However, period of unpaid maternity leave shall not be counted as service for the purpose of earning increment; superannuation benefits, gratuity or other terminal benefits; any form of leave except the minimum number of days of annual leave as specified under the Employment Ordinance; and other contractual benefits except medical and dental benefits. 10. Application procedures: A staff member should apply for maternity leave not later than 3 months before the expected date of confinement. In applying for maternity leave, the staff member should first seek agreement from her Head of Department for the proposed maternity leave period. She should then complete an Application for Leave (PO/PL-1), which may be downloaded from the Personnel Office s web page or obtained from the Personnel Office, and state the period of her maternity leave in the leave form. The leave application should be submitted together with a medical certificate issued by a registered medical practitioner or a registered midwife certifying the pregnancy and specifying the expected date of confinement. Unless otherwise required below, a staff member should, after confinement, submit a medical certificate issued by a registered medical practitioner or a registered midwife confirming the actual date of confinement within 8 weeks from and inclusive of the date of commencement of her maternity leave. If confinement takes place before commencement of the maternity leave applied for (or before the leave application is submitted), the 10 weeks of maternity leave will be adjusted to commence from and be inclusive of the actual date of confinement. The staff member should, within 7 days of her confinement, submit a medical certificate specifying the date of confinement and a revised leave form (or an Application for Leave if no leave application has earlier been submitted). If confinement takes place after the expected date of confinement, the original maternity leave period will be extended by a further period equal to the number of

SICK LEAVE AND SICK PAY SCHEME APPLICABLE TO ALL STAFF (INCLUDING HOURLY PAID STAFF)

SICK LEAVE AND SICK PAY SCHEME APPLICABLE TO ALL STAFF (INCLUDING HOURLY PAID STAFF) SICK LEAVE AND SICK PAY SCHEME APPLICABLE TO ALL STAFF (INCLUDING HOURLY PAID STAFF) 1. Introduction 1.1 This scheme sets out the rights, entitlements and obligations upon all members of staff irrespective

More information

JOB-SHARING SCHEME FOR SPECIAL NEEDS ASSISTANTS IN RECOGNISED PRIMARY AND POST-PRIMARY SCHOOLS

JOB-SHARING SCHEME FOR SPECIAL NEEDS ASSISTANTS IN RECOGNISED PRIMARY AND POST-PRIMARY SCHOOLS Circular Letter 0041/2014 To: The Managerial Authorities of Recognised Primary, Secondary, Community, and Comprehensive Schools and The Chief Executives of Education and Training Boards JOB-SHARING SCHEME

More information

JOB-SHARING SCHEME FOR ACADEMIC STAFF POLICY & GUIDELINES

JOB-SHARING SCHEME FOR ACADEMIC STAFF POLICY & GUIDELINES JOB-SHARING SCHEME FOR ACADEMIC STAFF POLICY & GUIDELINES 1. APPROVAL OF APPLICATIONS 1.1 Applications for job-sharing will be assessed and approved by the Institute. The Institute will consider favourably

More information

1. Purpose To set out the revised University Sick Leave arrangements effective from 1st September 2014.

1. Purpose To set out the revised University Sick Leave arrangements effective from 1st September 2014. Procedure No: 33 Revision: 6 Sheet: 1 of 10 Date of Issue: September 2014 Sick Leave Regulations 1. Purpose To set out the revised University Sick Leave arrangements effective from 1st September 2014.

More information

BIRMINGHAM CITY UNIVERSITY ACADEMIES TRUST SICK PAY AND ABSENCE MANAGEMENT SCHEME

BIRMINGHAM CITY UNIVERSITY ACADEMIES TRUST SICK PAY AND ABSENCE MANAGEMENT SCHEME BIRMINGHAM CITY UNIVERSITY ACADEMIES TRUST SICK PAY AND ABSENCE MANAGEMENT SCHEME 1. Introduction 1.1. BCUAT wants to ensure that employees who are absent from work due to ill-health or injury receive

More information

Employees. Table of Contents

Employees. Table of Contents Table of Contents 1. Introduction 2 2. Recruitment 2 3. Pay and Leave Administration 5 3.1 Pay Administration 5 3.2 Leave Administration 7 4. Benefits 10 5. Employee Assistance Program 12 6. Conflict Resolution

More information

SICK LEAVE AND SHORT TERM DISABILITY THE PEOPLE CENTER

SICK LEAVE AND SHORT TERM DISABILITY THE PEOPLE CENTER SICK LEAVE AND SHORT TERM DISABILITY THE PEOPLE CENTER SECTION I PURPOSE OF THE POLICY The purpose of this procedure is to establish guidelines and procedures for using Sick Leave and applying for Short

More information

Northern Territory of Australia. Government Gazette. No. S60 11 June 2015

Northern Territory of Australia. Government Gazette. No. S60 11 June 2015 Northern Territory of Australia Government Gazette ISSN-0157-833X No. S60 11 June 2015 Northern Territory of Australia Children's Commissioner Act Appointment of Children's Commissioner I, John Laurence

More information

Department of Human Resources Maternity Leave and Pay

Department of Human Resources Maternity Leave and Pay Department of Human Resources Maternity Leave and Pay This document is available electronically and in other formats on request. POLICY TITLE MATERNITY LEAVE & PAY DOCUMENT AUTHOR AND DEPARTMENT Employee

More information

TABLE OF CONTENTS PART A.

TABLE OF CONTENTS PART A. TABLE OF CONTENTS PART A. TECHNICAL MATTERS... 4 1. Objectives of the Agreement... 4 2. Title of this Agreement... 4 3. Coverage, parties and persons bound... 4 4. Categories of employment... 4 5. Commencement

More information

LEGAL PROTECTION FOR YOUR BUSINESS

LEGAL PROTECTION FOR YOUR BUSINESS Legal Sense (PTY) Ltd. is an Authorised Financial Services Provider FSP No: 26702 LEGAL PROTECTION FOR YOUR BUSINESS Criminal Civil Labour Contracts Debt Collection www.legalsense.co.za 0861 573 673 info@legalsense.co.za

More information

[EMPLOYERS NAME AND ADDRESS]

[EMPLOYERS NAME AND ADDRESS] THIS CONTRACT HAS BEEN PROVIDED BY WITHY KING SOLICITORS FOR MEMBERS OF ANA THIS IS FOR GUIDANCE ONLY. IS YOUR RESPONSIBILITY TO ENSURE ITS LEGAL CONTENT. Contracts Drawing up a contract at the beginning

More information

JOB SHARING SCHEME FOR REGISTERED TEACHERS IN RECOGNISED PRIMARY AND POST-PRIMARY SCHOOLS

JOB SHARING SCHEME FOR REGISTERED TEACHERS IN RECOGNISED PRIMARY AND POST-PRIMARY SCHOOLS Circular Letter 0075/2015 To: The Managerial Authorities of Recognised Primary, Secondary, Community and Comprehensive Schools and The Chief Executives of Education and Training Boards JOB SHARING SCHEME

More information

2014 Scholarship Conditions of Award (last updated: 21 October 2013)

2014 Scholarship Conditions of Award (last updated: 21 October 2013) 2014 Scholarship Conditions of Award (last updated: 21 October 2013) The PhD Scholarship: Wealth from Waste CSIRO research cluster 1 Eligibility 1.1 General The PhD scholarship: Wealth from Waste CSIRO

More information

Q.1 What are the application procedures for a Native-speaking English Teacher (NET) position?

Q.1 What are the application procedures for a Native-speaking English Teacher (NET) position? Frequently Asked Questions Q.1 What are the application procedures for a Native-speaking English Teacher (NET) position? A.1 You have to go through the following in applying for a NET position: (i) Visit

More information

HR Services. Employee Handbook. Conditions of Service for Support Staff. Working Week. (a) Support Staff

HR Services. Employee Handbook. Conditions of Service for Support Staff. Working Week. (a) Support Staff HR Services Employee Handbook Conditions of Service for Support Staff Working Week (a) Support Staff (i) Full time staff are contractually required to work a 35 hour week, consisting of 9.00 a.m. -5.00

More information

LIFE INSURANCE POLICY DOCUMENT. Participating Employer (Universities of NZ) (the employer)

LIFE INSURANCE POLICY DOCUMENT. Participating Employer (Universities of NZ) (the employer) LIFE INSURANCE POLICY DOCUMENT For Employees (as Voluntary Insured Members) Participating Employer (Universities of NZ) (the employer) Administered by Marsh (the policy owner) Insured by Sovereign Assurance

More information

Project Personnel - Ranks, Qualifications and Guidelines for Determining Commencing Salary and Main Duties

Project Personnel - Ranks, Qualifications and Guidelines for Determining Commencing Salary and Main Duties Personnel - Ranks, Qualifications and Guidelines for Determining Commencing Salary and Main Duties Rank Professorial Fellow Principal Fellow Senior Fellow Fellow Qualifications and Guidelines for Determining

More information

THE HIGHLAND AND WESTERN ISLES VALUATION JOINT BOARD JOB SHARE POLICY

THE HIGHLAND AND WESTERN ISLES VALUATION JOINT BOARD JOB SHARE POLICY THE HIGHLAND AND WESTERN ISLES VALUATION JOINT BOARD JOB SHARE POLICY 1 INTRODUCTION 1.1 Job share is a departure from traditional working arrangements whereby 2 employees voluntarily share the duties

More information

COLLECTIVE AGREEMENT

COLLECTIVE AGREEMENT COLLECTIVE AGREEMENT BETWEEN BOARD OF TRUSTEES EDMONTON SCHOOL DISTRICT NO. 7 AND THE ALBERTA TEACHERS ASSOCIATION SEPTEMBER 1, 2012 TO AUGUST 31, 2016 I N D E X CLAUSE NAME... PAGE 1 DEFINITIONS... 1

More information

GROUP INCOME PROTECTION PROACTIVE PROTECTION PROVIDED BY METLIFE POLICY TERMS & CONDITIONS

GROUP INCOME PROTECTION PROACTIVE PROTECTION PROVIDED BY METLIFE POLICY TERMS & CONDITIONS GROUP INCOME PROTECTION PROACTIVE PROTECTION PROVIDED BY METLIFE POLICY TERMS & CONDITIONS 1 CONTENTS 1. The policy 2 2. Definitions 3 3. Minimum requirements for the policy 7 4. Eligible employees and

More information

AXA Group Insurance. Group Income Continuance Insurance Policy. Fonterra Welfare Fund. Important Note

AXA Group Insurance. Group Income Continuance Insurance Policy. Fonterra Welfare Fund. Important Note AXA Group Insurance Group Income Continuance Insurance Policy Fonterra Welfare Fund Important Note Cover will not commence under this Policy until all of the following applies: 1. You accept our (the Insurer

More information

TEACHERS JOB SHARE SCHEME

TEACHERS JOB SHARE SCHEME I.N.T.O. Serving Education 14 TEACHERS JOB SHARE SCHEME 1. INTRODUCTION This scheme has been agreed between the Management and Teachers' Side of the Northern Ireland Teachers' Negotiating committee and

More information

Provincial Collective Bargaining Agreement

Provincial Collective Bargaining Agreement Provincial Collective Bargaining Agreement Effective September 1, 2013 to August 31, 2017 Between the Boards of Education and the Government of Saskatchewan and the Teachers of Saskatchewan Index Preamble...

More information

Foreign Domestic Helpers

Foreign Domestic Helpers Foreign Domestic Helpers Rights and Protection under the Employment Ordinance Standard Employment Contract for Foreign Domestic Helpers The Standard Employment Contract specifies the terms and conditions

More information

INTRODUCTION. Back to top MATERNITY SCHEME AND PAY ENTITLEMENTS. Entitlement/Pay

INTRODUCTION. Back to top MATERNITY SCHEME AND PAY ENTITLEMENTS. Entitlement/Pay MATERNITY LEAVE Introduction Notification Process Maternity Scheme and Pay Entitlements (new) Ante-Natal Care Commencement of Maternity Leave Sickness Absence Associated with Pregnancy/Childbirth Keeping

More information

b. Any change in the standard work week for full-time employees shall require approval of the appropriate employer representative and the President.

b. Any change in the standard work week for full-time employees shall require approval of the appropriate employer representative and the President. Page: 45 C. Civil Service Employees 1. Coverage This Subsection C. applies to all civil service employees of the Board unless otherwise provided by these Regulations, by law, or by the terms of a collective

More information

REGULATION OF THIRD CYCLE STUDIES IN ECONOMICS OF THE SCHOOL OF ECONOMICS, UNIVERSITY OF PORTO. Article 1 Legal Framework

REGULATION OF THIRD CYCLE STUDIES IN ECONOMICS OF THE SCHOOL OF ECONOMICS, UNIVERSITY OF PORTO. Article 1 Legal Framework REGULATION OF THIRD CYCLE STUDIES IN ECONOMICS OF THE SCHOOL OF ECONOMICS, UNIVERSITY OF PORTO Article 1 Legal Framework This regulation seeks to develop and complement the legal framework introduced by

More information

STIIP (Short Term Illness and Injury Plan)

STIIP (Short Term Illness and Injury Plan) 1 STIIP (Short Term Illness and Injury Plan) 1.1 Eligibility (a) Regular employees shall be covered by the Short Term Illness and Injury Plan upon completion of six months active service with the Employer.

More information

STATUTORY INSTRUMENTS. S.I. No. 124 of 2014 PUBLIC SERVICE MANAGEMENT (SICK LEAVE) REGULATIONS 2014

STATUTORY INSTRUMENTS. S.I. No. 124 of 2014 PUBLIC SERVICE MANAGEMENT (SICK LEAVE) REGULATIONS 2014 STATUTORY INSTRUMENTS. S.I. No. 124 of 2014 PUBLIC SERVICE MANAGEMENT (SICK LEAVE) REGULATIONS 2014 2 [124] S.I. No. 124 of 2014 PUBLIC SERVICE MANAGEMENT (SICK LEAVE) REGULATIONS 2014 1. Citation and

More information

City of Albany Benefits & Human Resources Policy. Compensation Policy #: HR-BC-10-004 Title: Holiday Pay

City of Albany Benefits & Human Resources Policy. Compensation Policy #: HR-BC-10-004 Title: Holiday Pay Purpose To provide City of Albany employees time off with pay for recognized and observed holidays. Policy Observed Holidays The following holidays shall be recognized and observed as paid holidays: New

More information

Determination 2015/19: Principal Executive Office - Classification Structure and Terms and Conditions

Determination 2015/19: Principal Executive Office - Classification Structure and Terms and Conditions REMUNERATION TRIBUNAL Determination 2015/19: Principal Executive Office - Classification Structure and Terms and Conditions The Remuneration Tribunal has determined a Principal Executive Office (PEO) classification

More information

(J8131) SICKNESS PAY SCHEME

(J8131) SICKNESS PAY SCHEME (J8131) SICKNESS PAY SCHEME June 2008 www.abertawe.ac.uk www.swansea.ac.uk 1 (J8131) SICKNESS PAY SCHEME 1. This is a Scheme to supplement the State Insurance Benefit and Statutory Sick Pay by the payment

More information

REGULATIONS FOR THE DEGREE OF DOCTOR OF PHILOSOPHY (PhD)

REGULATIONS FOR THE DEGREE OF DOCTOR OF PHILOSOPHY (PhD) 825 REGULATIONS FOR THE DEGREE OF DOCTOR OF PHILOSOPHY (PhD) (Applicable to students enrolled in or after September 2007. Regulations applicable to other students are available at the website: http://www.hku.hk/gradsch/web/regulations).

More information

YORK UNIVERSITY PENSION PLAN

YORK UNIVERSITY PENSION PLAN YORK UNIVERSITY PENSION PLAN (Amended and Restated as at January 1, 1992) Unofficial Consolidation to December 31, 2013 This is an unofficial consolidation of the York University Pension Plan including

More information

Group Critical Illness Insurance Policy UGCIPOL/08/2008

Group Critical Illness Insurance Policy UGCIPOL/08/2008 Group Critical Illness Insurance Policy UGCIPOL/08/2008 GROUP CRITICAL ILLNESS INSURANCE POLICY This policy is issued by Unum Limited (called Unum in this policy) to the policyholder named in the schedule.

More information

SICKNESS ABSENCE POLICY

SICKNESS ABSENCE POLICY chapter _v 1/10/2004 12:18 pm Page SICKNESS ABSENCE POLICY. SICKNESS ABSENCE POLICY.1 Introduction.2 Aims.3 Definition of Sickness Absence.4 Entitlements. Entitlement to Statutory Sick Pay (SSP).6 Notification

More information

Supplementary Information on the Terms and Conditions of Employment in the Final Agreement

Supplementary Information on the Terms and Conditions of Employment in the Final Agreement THE UNIVERSITY OF MANCHESTER Supplementary Information on the Terms and Conditions of Employment in the Final Contents 1. Introduction 2. Pay and Grading structure 2.1 Pay on appointment (amended December

More information

HR Services. Employee Handbook Conditions Of Service (Research Staff) Duties and Hours of Work. Off-Site Activities

HR Services. Employee Handbook Conditions Of Service (Research Staff) Duties and Hours of Work. Off-Site Activities HR Services Employee Handbook Conditions Of Service (Research Staff) Duties and Hours of Work Full time research staff are contractually required to work a 35 hour week, however all researchers are expected

More information

FREQUENTLY ASKED QUESTIONS ON EMPLOYMENT RIGHTS

FREQUENTLY ASKED QUESTIONS ON EMPLOYMENT RIGHTS FREQUENTLY ASKED QUESTIONS ON EMPLOYMENT RIGHTS 1. COVERAGE 1.1 Am I covered under the CPF Act and/or the Employment Act? 2. SALARY 2.1 I have left my company but my employer has not paid me my salary.

More information

AUSTRALIAN POSTGRADUATE AWARD CONDITIONS OF AWARD 2015

AUSTRALIAN POSTGRADUATE AWARD CONDITIONS OF AWARD 2015 AUSTRALIAN POSTGRADUATE AWARD CONDITIONS OF AWARD 2015 1. The Scheme The main objectives of the Australian Postgraduate Awards (APA) programme are to: support postgraduate research training in the higher

More information

Maternity Leave Policy

Maternity Leave Policy 1. Policy Summary This policy covers all female members of staff whilst in the employment of UCD. Legislation: Maternity Protection Act 1994 and 2004. 2. Scope This policy covers all female employees who:

More information

We are committed to equality and diversity and the provision of practices which enable staff members to manage their work/life balance.

We are committed to equality and diversity and the provision of practices which enable staff members to manage their work/life balance. HR Services Employee Handbook Maternity, Paternity and Adoption Leave Policy 1. Policy Statement We are committed to equality and diversity and the provision of practices which enable staff members to

More information

3. Has a disability which has been verified and accepted by the Employment Development Department (EDD), and

3. Has a disability which has been verified and accepted by the Employment Development Department (EDD), and NON-INDUSTRIAL DISABILITY INSURANCE (NDI) OVERVIEW WHAT IS NON-INDUSTRIAL DISABILITY INSURANCE (NDI)? NDI is a wage continuation program that provides income for eligible employees who are disabled and

More information

APPOINTMENT TO AND PROMOTION OF ACADEMIC STAFF

APPOINTMENT TO AND PROMOTION OF ACADEMIC STAFF This policy applies to Faculty only. Appointment Types APPOINTMENT TO AND PROMOTION OF ACADEMIC STAFF In policies, practices, and procedures related to faculty appointments, the University shall not engage

More information

INFORMATION NOTES FOR TEACHERS, INCLUDING PRINCIPALS AND VICE PRINCIPALS.

INFORMATION NOTES FOR TEACHERS, INCLUDING PRINCIPALS AND VICE PRINCIPALS. TNC 2009/4 Appendix B JOB SHARE SCHEME FOR TEACHERS INFORMATION NOTES FOR TEACHERS, INCLUDING PRINCIPALS AND VICE PRINCIPALS. These should be read in conjunction with the Job Share Scheme and Appendix

More information

A Concise Guide to the. Employment Ordinance. Labour Department

A Concise Guide to the. Employment Ordinance. Labour Department A Concise Guide to the Employment Ordinance Labour Department Table of Content Foreword 3 Chapter 1 Application of the Employment Ordinance 4 Chapter 2 Contract of Employment 5 Chapter 3 Wages 8 Chapter

More information

Part B: Employment 9. Part C: Other conditions of service 17. Schedule 1: Salary Scales 32. Schedule 2: Casual staff 35

Part B: Employment 9. Part C: Other conditions of service 17. Schedule 1: Salary Scales 32. Schedule 2: Casual staff 35 Part A: Agreement formalities 3 1 Title 3 2 Operation of agreement 3 3 Definitions 3 4 Application 4 5 Access to Agreement 4 6 Entire Agreement 4 7 Savings Provision and Relationship with Other Awards

More information

30/12/1988 LP:- Purchase of notional service for superannuation purposes by non-established State employees

30/12/1988 LP:- Purchase of notional service for superannuation purposes by non-established State employees Reference No: P18/16/88; Date: 30/12/88 30/12/1988 LP:- Purchase of notional service for superannuation purposes by non-established State employees Dear Personnel Officer I am directed by the Minister

More information

Re: Vancouver Coastal Health Authority - Vancouver Detox/ BCGEU (2012 to 2014) Superior Benefits

Re: Vancouver Coastal Health Authority - Vancouver Detox/ BCGEU (2012 to 2014) Superior Benefits ANNOTATED MEMORANDUM OF AGREEMENT between Health Services & Support Community Subsector Association of Bargaining Agents and Health Employers' Association of British Columbia Re: Vancouver Coastal Health

More information

ABSENCE FROM WORK ABSENCE FROM WORK

ABSENCE FROM WORK ABSENCE FROM WORK ABSENCE FROM WORK Revised 12/17/2015 Employee Handbook: Absence From Work 1 of 11 VACATION To define time-off from regular work hours. It is company policy to grant time off from work under specific rules

More information

Sick Leave Scheme for Special Needs Assistants in Recognised Primary and Post Primary Schools

Sick Leave Scheme for Special Needs Assistants in Recognised Primary and Post Primary Schools Circular Letter 0060/2014 To: The Managerial Authorities of Recognised Primary, Secondary, Community, and Comprehensive Schools and The Chief Executives of Education and Training Boards Sick Leave Scheme

More information

STATUTORY INSTRUMENTS. S.I. No. 582 of 2014 RULES FOR PRE-EXISTING PUBLIC SERVICE PENSION SCHEME MEMBERS REGULATIONS 2014

STATUTORY INSTRUMENTS. S.I. No. 582 of 2014 RULES FOR PRE-EXISTING PUBLIC SERVICE PENSION SCHEME MEMBERS REGULATIONS 2014 STATUTORY INSTRUMENTS. S.I. No. 582 of 2014 RULES FOR PRE-EXISTING PUBLIC SERVICE PENSION SCHEME MEMBERS REGULATIONS 2014 2 [582] S.I. No. 582 of 2014 RULES FOR PRE-EXISTING PUBLIC SERVICE PENSION SCHEME

More information

Citation. 1. These Regulations may be cited as the Education (Teaching Service) Regulations.

Citation. 1. These Regulations may be cited as the Education (Teaching Service) Regulations. EDUCATION (TEACHING SERVICE) REGULATIONS 85/1967. [85/1968 116/1969 175/1976]. made under section 85(11) Citation. 1. These Regulations may be cited as the Education (Teaching Service) Regulations. PART

More information

Scope: Fringe Benefits and end of service indemnity specified in this section apply to all employees working on full time basis.

Scope: Fringe Benefits and end of service indemnity specified in this section apply to all employees working on full time basis. Page 1 of 12 Lebanese American University PERSONNEL POLICY BENEFIT SECTION Approved by the Board of Trustees on June 6 & 7, 2003 Amended by the Board of Trustees on March 9 & 10, 2006 Amended by the Board

More information

Group Income Protection Insurance Policy GIPPOL(EMPLOYEE)/04/2008

Group Income Protection Insurance Policy GIPPOL(EMPLOYEE)/04/2008 Group Income Protection Insurance Policy GIPPOL(EMPLOYEE)/04/2008 GROUP INCOME PROTECTION INSURANCE POLICY This policy is issued by Unum Limited (called Unum in this policy) to the policyholder named in

More information

POLICY MANUAL BENEFITS

POLICY MANUAL BENEFITS POLICY MANUAL BENEFITS Number 351 Subject: Family and Medical Leave Covered Employees: University Employees Date of Origin: January 24, 1997; revised March 26, 2010 351.1 POLICY In compliance with federal

More information

HK Electric Investments Limited

HK Electric Investments Limited HK Electric Investments Limited 港 燈 電 力 投 資 有 限 公 司 (Incorporated in the Cayman Islands with limited liability) together with HK Electric Investments (Stock Code: 2638) 1. Membership AUDIT COMMITTEE TERMS

More information

Provincial Collective Bargaining Agreement

Provincial Collective Bargaining Agreement Provincial Collective Bargaining Agreement Effective September 1, 2010 to August 31, 2013 Between the Boards of Education and the Government of Saskatchewan and the Teachers of Saskatchewan Index Preamble...

More information

Standard Conditions for Recruitment Services

Standard Conditions for Recruitment Services Standard Terms & Conditions for Temporary Workers TC7MPSC Effective from 06.03.2012 Page 1/6 Temporary Workers are engaged by Michael Page International Recruitment Limited (including Michael Page International

More information

STAFF SICKNESS MANAGEMENT POLICY MAY

STAFF SICKNESS MANAGEMENT POLICY MAY STAFF SICKNESS MANAGEMENT POLICY MAY 2015 Harington School Rutland office@haringtonschool..com www.haringtonschool.com CONTENTS 1 PURPOSE OF THE POLICY AND PROCEDURE... 3 2 MANAGEMENT RESPONSIBILITIES...

More information

ADMINISTRATIVE EMPLOYEES

ADMINISTRATIVE EMPLOYEES NORTHVIEW PUBLIC SCHOOLS SALARY & BENEFITS MANUAL ADMINISTRATIVE EMPLOYEES August 1, 2010 July 31, 2012 Administrative Personnel August 1, 2010 July 31, 2012 TABLE OF CONTENTS CLASSIFICATION... 1 COMPENSATION...

More information

NUMBER: HR 1.06. July 1, 1995 (Rev.) REVISED April 15, 2014. Division of Human Resources

NUMBER: HR 1.06. July 1, 1995 (Rev.) REVISED April 15, 2014. Division of Human Resources NUMBER: HR 1.06 SECTION: SUBJECT: DATE: Human Resources Sick Leave July 1, 1995 (Rev.) REVISED April 15, 2014 Policy for: Procedure for: Authorized by: Issued by: All Campuses All Campuses Chris Byrd Division

More information

2. The background and details of the new arrangements are attached at Annex A.

2. The background and details of the new arrangements are attached at Annex A. NHS Circular: PCS(SP)2003/5 abcdefghijklm Health Department Human Resources Directorate Dear Colleague NEW ARRANGEMENTS FOR CLINICAL PSYCHOLOGY TRAINEES 1. Following discussions with at the HR Forum it

More information

Macquarie Superannuation Plan Group Income Protection Contract

Macquarie Superannuation Plan Group Income Protection Contract Macquarie Superannuation Plan Group Income Protection Contract This Contract applies to the following products: Macquarie Superannuation Insurance Macquarie Super Manager Life Insurance SuperOptions Insurance

More information

EMPLOYEE MANUAL. Elected Officials

EMPLOYEE MANUAL. Elected Officials EMPLOYEE MANUAL Elected Officials March 1, 2015 Table of Contents Preamble... 1 Compensation... 2 Hours of Work... 2 Length of Service... 2 Holidays... 2 Health/Dental/Vision Insurance... 3 Life Insurance...

More information

419.01 Fringe Benefits

419.01 Fringe Benefits 419.01 Fringe Benefits A. Group Health Plan Coverage and Life Insurance Details of hospitalization/major medical and life insurance for all full-time faculty members may be found in the Faculty Contract.

More information

PROCEDURE FOR MANAGING SICKNESS ABSENCE

PROCEDURE FOR MANAGING SICKNESS ABSENCE PROCEDURE FOR MANAGING SICKNESS ABSENCE ORKNEY ISLAND S COUNCIL PROCEDURE FOR MANAGING SICKNESS ABSENCE 1 INTRODUCTION The Council s procedure on the management of sickness absence is outlined below. The

More information

Independent Schools NSW. (Teachers) Multi-Enterprise Agreement 2015-2017

Independent Schools NSW. (Teachers) Multi-Enterprise Agreement 2015-2017 AGREEMENT ISSUED WITH UNDERTAKINGS Independent Schools NSW (Teachers) Multi-Enterprise Agreement 2015-2017 page 1 PART A Application and Operation 1. Title This Agreement shall be known as the Independent

More information

3 FACULTY RANK AND SALARY

3 FACULTY RANK AND SALARY 3 FACULTY RANK AND SALARY Faculty Rank and Salary [AP09.0, Academic Personnel Policy and Procedure Manual, 1 July 2005] 1. Preamble Page 1 of 69 1.1 A new faculty salary system was approved by the University

More information

UNIVERSITY OF LEICESTER SICKNESS POLICY

UNIVERSITY OF LEICESTER SICKNESS POLICY UNIVERSITY OF LEICESTER SICKNESS POLICY 1. Introduction The University sickness policy and procedures apply to all members of staff. The procedures are based on good practice and are intended to ensure

More information

SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets

SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK Staff in Grant Aided Schools with Fully Delegated Budgets POLICY STATEMENT The Southern Education and Library Board is committed to promoting

More information

AGREEMENT BETWEEN. INDEPENDENT SCHOOL DISTRICT 15 St. Francis, Minnesota. and SUPERINTENDENT 2013-2016

AGREEMENT BETWEEN. INDEPENDENT SCHOOL DISTRICT 15 St. Francis, Minnesota. and SUPERINTENDENT 2013-2016 AGREEMENT BETWEEN INDEPENDENT SCHOOL DISTRICT 15 St. Francis, Minnesota and SUPERINTENDENT 2013-2016 Approved by the School Board on, 06/24/2013. Effective through 6/30/2016 TABLE OF CONTENTS I. Applicable

More information

Guidelines on the Handling of Job-sharing in Aided Schools

Guidelines on the Handling of Job-sharing in Aided Schools Guidelines on the Handling of Job-sharing in Aided Schools Introduction Job-sharing refers to two or more persons filling one or more posts within the staff establishment approved by the Education Bureau

More information

University of Malta. Finance Office. University Fees Policy Guidelines

University of Malta. Finance Office. University Fees Policy Guidelines University of Malta Finance Office University Fees Policy Guidelines Approved Financial Management Committee Date of Publication 24 th March 2015 1 1 Scope 1.1. This policy relates to all fees and charges

More information

PERSONAL LEAVE SICK PAY POLICY

PERSONAL LEAVE SICK PAY POLICY PERSONAL LEAVE Hope College recognizes the need for employees to occasionally be absent from work for reasons other than personal illness or death in the immediate family. Such personal time with pay may

More information

ARTICLES OF MANAGEMENT FOR CATHOLIC SECONDARY SCHOOLS

ARTICLES OF MANAGEMENT FOR CATHOLIC SECONDARY SCHOOLS ARTICLES OF MANAGEMENT FOR CATHOLIC SECONDARY SCHOOLS BOM Manual Amended 2011 1 FOR CATHOLIC SECONDARY SCHOOLS 1. In these articles, unless the context otherwise requires, the following words or expressions

More information

CHAPTER 4. Pay Plan, Hours of Work and Overtime

CHAPTER 4. Pay Plan, Hours of Work and Overtime CHAPTER 4 Pay Plan, Hours of Work and Overtime 4.1 Pay Ranges -1 In preparing the pay plan, consideration shall be given to the duties and responsibilities of the various types of positions, the prevailing

More information

Directive Number 2012-1. The Memorial University Pensions Act. Purchase of Prior Memorial University Contractual Pensionable Service

Directive Number 2012-1. The Memorial University Pensions Act. Purchase of Prior Memorial University Contractual Pensionable Service Directive Number 2012-1 The Memorial University Pensions Act Purchase of Prior Memorial University Contractual Pensionable Service Purpose To prescribe the terms and conditions under which an employee

More information

DRAFT MANAGEMENT OF EMPLOYEE CAPABILITY: ATTENDANCE MANAGEMENT POLICY

DRAFT MANAGEMENT OF EMPLOYEE CAPABILITY: ATTENDANCE MANAGEMENT POLICY DRAFT MANAGEMENT OF EMPLOYEE CAPABILITY: ATTENDANCE MANAGEMENT POLICY CONTENTS Section Page 1 Introduction 2 2 Scope 2 3 Key Responsibilities 3 4 Definitions used Within the Policy 3 5 Recording & Monitoring

More information

SECTION 6: LEAVE PROVISIONS

SECTION 6: LEAVE PROVISIONS SECTION 6: LEAVE PROVISIONS 35. Annual leave 35.1 Full-time employees will accrue an annual leave credit of 20 days (150 hours) for each full year that they are employed. Annual leave will accrue and be

More information

Maternity leave (for NHS medical staff)

Maternity leave (for NHS medical staff) British Medical Association Maternity leave (for NHS medical staff) Membership guidance note NHS employment March 2011 Notes This membership guidance note gives general guidance only and should not be

More information

UNIVERSITY FOR DEVELOPMENT STUDIES GENERAL CONDITIONS OF SERVICE FOR SENIOR MEMBERS

UNIVERSITY FOR DEVELOPMENT STUDIES GENERAL CONDITIONS OF SERVICE FOR SENIOR MEMBERS UNIVERSITY FOR DEVELOPMENT STUDIES GENERAL CONDITIONS OF SERVICE FOR SENIOR MEMBERS 1. Appointment A Senior Member s appointment is made by the University Council and is subject to the Statutes of the

More information

LAFOURCHE PARISH FIRE PROTECTION DISTRICT #3 CIVIL SERVICE BOARD RULES RULE I

LAFOURCHE PARISH FIRE PROTECTION DISTRICT #3 CIVIL SERVICE BOARD RULES RULE I LAFOURCHE PARISH FIRE PROTECTION DISTRICT #3 CIVIL SERVICE BOARD RULES MEETING OF THE BOARD: RULE I SECTION 2: SECTION 3: SECTION 4: SECTION 5: SECTION 6: The board shall hold one regular meeting within

More information

1. Sabbatical leaves are an investment by the seminary in the future effectiveness of faculty and administrative personnel.

1. Sabbatical leaves are an investment by the seminary in the future effectiveness of faculty and administrative personnel. SABBATICAL LEAVES Each faculty member is eligible for a full year of sabbatical leave after each six-year period of teaching. Half-sabbatical leaves may be approved for academic administrative personnel

More information

SICKNESS ABSENCE MANAGEMENT POLICY & SICK LEAVE POLICY (Revised July 2014)

SICKNESS ABSENCE MANAGEMENT POLICY & SICK LEAVE POLICY (Revised July 2014) SICKNESS ABSENCE MANAGEMENT POLICY & SICK LEAVE POLICY (Revised July 2014) 1. INTRODUCTION Dundalk Institute of Technology (hereinafter called the Institute ) recognises that regular attendance is an essential

More information

MEDIA ALLIANCE BYLAWS Proposal to Board May 4, 2012 1

MEDIA ALLIANCE BYLAWS Proposal to Board May 4, 2012 1 MEDIA ALLIANCE BYLAWS Proposal to Board May 4, 2012 1 MEDIA ALLIANCE BYLAWS Proposal to board 5-4-2012 Article I. Offices Section 1. Principal Office The principal office of Media Alliance is located in

More information

THE AUSTRALIAN NATIONAL UNIVERSITY COLLEGE OF BUSINESS AND ECONOMICS

THE AUSTRALIAN NATIONAL UNIVERSITY COLLEGE OF BUSINESS AND ECONOMICS THE AUSTRALIAN NATIONAL UNIVERSITY COLLEGE OF BUSINESS AND ECONOMICS RESEARCH SCHOOL OF FINANCE, ACTUARIAL STUDIES AND APPLIED STATISTICS HONOURS SCHOLARHSIP 1. INTRODUCTION CONDITIONS OF AWARD Each year

More information

Brandeis University Office of Human Resources Benefits Section MS 118 781-736-4468

Brandeis University Office of Human Resources Benefits Section MS 118 781-736-4468 Brandeis University Office of Human Resources Benefits Section MS 118 781-736-4468 Family and Medical Leave Policy for Faculty Brandeis University has adopted the following leave policy for faculty members

More information

PERMANENT ARBITATION TRIBUNAL AWARD. RN 829 Plaisance Air Transport Services Staff Union and Plaisance Air Transport Services Ltd.

PERMANENT ARBITATION TRIBUNAL AWARD. RN 829 Plaisance Air Transport Services Staff Union and Plaisance Air Transport Services Ltd. 1 PERMANENT ARBITATION TRIBUNAL AWARD RN 829 Plaisance Air Transport Services Staff Union and Plaisance Air Transport Services Ltd. Before Rashid Hossen - Ag President Binnodh Ramburn - Member Masseelamanee

More information

LOS ANGELES UNIFIED SCHOOL DISTRICT PERSONNEL COMMISSION. Education Code 44043

LOS ANGELES UNIFIED SCHOOL DISTRICT PERSONNEL COMMISSION. Education Code 44043 LAW AND RULES January 12, 1987 INDUSTRIAL ACCIDENT OR INDUSTRIAL ILLNESS LEAVE Education Code 44043 Any school employee of a school district who is absent because of injury or illness which arose our of

More information

CONTRACT OF EMPLOYMENT. SPECIAL NEEDS ASSISTANTS (Primary)

CONTRACT OF EMPLOYMENT. SPECIAL NEEDS ASSISTANTS (Primary) CONTRACT OF EMPLOYMENT SPECIAL NEEDS ASSISTANTS (Primary) 1. Parties 1.1. This Contract of Employment is made the day of 200 between the following parties: 1.1.1. Employer: Board of Management (hereinafter

More information

(*~ CERTIFIED SICK LEAVE AND EMERGENCY LEAVE

(*~ CERTIFIED SICK LEAVE AND EMERGENCY LEAVE Cour Perrate Internationale International Criminal Court (*~ UNCLASSIFIED on 22 November 2012 under ICC/INF/2012/020 ----------\ ;)---------- ~~ Administrative Instruction Ref: leaaii20111 005 Date: 25July

More information

MATERNITY LEAVE. It is essential that you read all the guidance in these maternity leave pages.

MATERNITY LEAVE. It is essential that you read all the guidance in these maternity leave pages. MATERNITY LEAVE This document includes all the guidance given on the Personnel Services website, which can be found at http://www.admin.ox.ac.uk/personnel/during/family/maternity/. It is intended for pregnant

More information

2014 No. 164 PUBLIC SERVICE PENSIONS. The Local Government Pension Scheme (Scotland) Regulations 2014

2014 No. 164 PUBLIC SERVICE PENSIONS. The Local Government Pension Scheme (Scotland) Regulations 2014 S C O T T I S H S T A T U T O R Y I N S T R U M E N T S 2014 No. 164 PUBLIC SERVICE PENSIONS The Local Government Pension Scheme (Scotland) Regulations 2014 Made - - - - 5th June 2014 Laid before the Scottish

More information

STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY

STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY AIMS To ensure that staff absence is managed in a way which safeguards the interests of the students and other staff whilst at the same time showing understanding

More information

S U P E R S E D E D DIRECTIVE. No: 29/99. 1. TITLE: Senior Executives and Senior Officers - Employment Conditions. Supersedes: 1/99 and 2/99

S U P E R S E D E D DIRECTIVE. No: 29/99. 1. TITLE: Senior Executives and Senior Officers - Employment Conditions. Supersedes: 1/99 and 2/99 QUEENSLAND GOVERNMENT DIRECTIVE (refer Section 34 of the Public Service Act 1996) No: 29/99 Supersedes: 1/99 and 2/99 1. TITLE: Senior Executives and Senior Officers - Employment Conditions 2. PURPOSE:

More information

JOB SHARING POLICY AND PROCEDURE

JOB SHARING POLICY AND PROCEDURE JOB SHARING POLICY AND PROCEDURE INTRODUCTION 1. Carmarthenshire County Council is fully committed to equality of opportunity in employment. The aim of the Job Share Policy is to provide opportunities

More information

The Teachers Superannuation and Disability Benefits Act

The Teachers Superannuation and Disability Benefits Act TEACHERS SUPERANNUATION 1 The Teachers Superannuation and Disability Benefits Act being Chapter T-9.1 of the Statutes of Saskatchewan, 1994 (effective June 2, 1994) as amended by the Statutes of Saskatchewan,

More information

A GUIDE TO THE OCCUPATIONAL RETIREMENT SCHEMES ORDINANCE

A GUIDE TO THE OCCUPATIONAL RETIREMENT SCHEMES ORDINANCE A GUIDE TO THE OCCUPATIONAL RETIREMENT SCHEMES ORDINANCE Issued by THE REGISTRAR OF OCCUPATIONAL RETIREMENT SCHEMES Level 16, International Commerce Centre, 1 Austin Road West, Kowloon, Hong Kong. ORS/C/5

More information