1.1. Your employment will commence on the date shown on the attached schedule.

Transcription

1 CONTRACT OF EMPLOYMENT FOR ACADEMIC STAFF 1.0 Date of Commencement 1.1. Your employment will commence on the date shown on the attached schedule. 1.2 No employment with a previous employer counts as part of your period of continuous employment with the Corporation unless otherwise stated in the attached schedule. 2.0 Duties 2.1 You will be employed as indicated in the job description in which capacity you will be required to perform such duties consistent with your position as may from time to time be assigned to you. 2.2 Your duties will include, but not be limited to: formal scheduled teaching, tutorials and student assessment, management of learning programmes and curriculum development, student admissions, educational guidance, counselling, preparation of learning materials and student assignments, marking of students work, marking of examinations, management and supervision of student visit programmes, research and other forms of scholarly activity, marketing activities, consultancy, leadership and staff management, administration and personal professional development. 2.3 You may be required in pursuance of your duties to perform services not only for the Corporation but also for any subsidiary. 2.4 You are expected to work flexibly and efficiently, to maintain the highest professional standards and to promote and implement the policies of the Corporation. 2.5 You will be expected to comply with any rules and regulations which the Corporation may from time to time issue to ensure the efficient operation of its business and the welfare and interests of its students and employees. 3.0 Appraisal 3.1 You will be required to participate in a staff appraisal scheme approved by the Corporation. The appraisal scheme is contained on the college intranet. 4.0 Working Hours 4.1 You will be expected to work such hours as are reasonably necessary for the proper performance of your duties and responsibilities, with a minimum of 37 hours per week (pro rata for part time staff). You may from time to time be required to work on a Saturday or a Sunday, in which case you will be given time off in lieu during your normal working week.

2 5.0 Holiday 5.1 Full time staff are entitled to receive normal remuneration for all Bank and Public Holidays normally observed in England and Wales and to a further 37 working days holiday in each year (being the period from 1st September to 31st August). Part time staff are entitled to a pro-rata allocation of holiday as indicated on the attached schedule. The Corporation may decide to close for a number of working days in the interests of efficiency. In that case you will be allowed to add up to a maximum of five working days to your holiday entitlement. Any efficiency closure(s) of more than five days per year in total must be taken as part of your basic 37 working days holiday. 5.2 The timing of all holiday is subject to the agreement of your line manager. Outline schedules of significant holidays for individual staff are required by 31st October in any holiday year. 5.3 You may sometimes be required to work on the statutory Bank Holidays (other than those at Christmas, New Year and Easter), in which case you will be given time off in lieu. 5.4 In the holiday year in which your employment commences or terminates, your holiday entitlement will accrue on a pro-rata basis for each complete month of service. If, on the termination of your employment, you have exceeded your accrued holiday entitlement, the Corporation will be entitled to deduct the excess from any sums due to you, including payments of salary. If, on the other hand, you have any unused holiday entitlement, the Corporation may require you to take it during your notice period or may alternatively pay you the appropriate sum in lieu thereof. 5.5 Holiday entitlement for one holiday year cannot be taken in subsequent holiday years unless otherwise agreed by the Corporation. Failure to take holiday entitlement in the appropriate holiday year will lead to forfeiture of any accrued holiday not taken without any right to payment in lieu thereof. 6.0 Place of Work 6.1 Your principal place of work will initially be one or more of the Corporation s premises as specified on the attached schedule. However, you may be required to work on either a temporary or an indefinite basis at any premises which the Corporation currently has or may subsequently acquire or at any premises at which it may from time to time provide services. 6.2 As part of your duties, you may be required to travel within the United Kingdom. Such travel may include attendance at conferences or seminars for the purposes of maintaining and updating your professional skills and the supervision of students on visits and work placements. 7.0 Salary 7.1 Your initial salary will be as indicated on the attached schedule. It is payable monthly in arrears by direct credit transfer. Your salary will be reviewed annually on 1 st August in accordance with Corporation policy. 7.2 Your salary progression will be determined in accordance with the salary scales available from the Staff Services Department.

3 8.0 Directed Scholarly Activity You will be entitled to up to 5 days in each year for Directed Scholarly Activity which may count towards your requirement to engage in Continuing Professional Development (CPD). Use of this time is by agreement with your line manager. There should be no cost to the College unless it has been previously authorised through the staff development procedure. 9.0 Expenses 9.1 Expenses which you incur in the proper performance of your duties will be reimbursed by the Corporation in line with its financial procedures providing that they have been approved in advance by your line manager Pension and Retirement 10.1 You will automatically become a member of the Teachers Pension Scheme (TPS) subject to the schemes eligibility criteria and terms and conditions. The scheme is contracted out of the State Second Pension scheme (formerly known as the State Earnings Related Pensions Scheme) Should you choose not to join the scheme you must complete the appropriate opt out form which is available from the Staff Services It is a requirement of the Corporation as the providers of the pension administration of the TPS that we have either a signed authority to deduct the pension contributions from your salary (i.e. your application to join the scheme) or a signed opt out form. It is important that this form is completed within the first two months of your employment as no refund of contributions deducted can be made after that date Deductions 11.1 For the purposes of the Employment Rights Act 1996 you hereby authorise the Corporation to deduct from your salary any sums due from you to the Corporation, including any overpayments, loans or advances made to you by the Corporation Sickness 12.1 If you are absent from work due to sickness or injury, you will be eligible to receive sick pay in accordance with the Corporation s Sickness Management Policy and Procedures, a copy of which will be supplied to you The payment of sick pay is subject to your compliance with the Corporation s rules of sickness absence The Corporation has the right to require you to attend a medical examination by a doctor or occupational health specialist nominated by the Corporation, in particular but not limited to circumstances where you are absent on long term sickness. The Corporation reserves the right to cease to make payments of sick pay in the event that you fail to attend at such an appointment having been requested to do so.

4 13.0 Maternity/Paternity/Adoption and Parental Leave 13.1 Policies concerning Maternity/Paternity/Adoption and Parental Leave are available from the Staff Services Department or the College Intranet Exclusivity of Service 14.1 You are required to devote your full time, attention and abilities to your duties during your working hours and to act in the best interests of the Corporation at all times. Accordingly, you must not, without the written consent of the Corporation, undertake any employment or engagement which might interfere with the performance of your duties or conflict with the interests of the Corporation It follows that, regardless of whether you are employed on a full-time or a part-time contract, you are required to notify the Principal of any employment or engagement which you intend to undertake whilst in the employment of the Corporation (including any such employment or engagement which commenced before your employment under this contract). The Principal will then notify you within 10 working days whether such employment or engagement is prohibited by paragraph 14.1 above Confidentiality 15.1 You shall not either during your employment (except in the proper performance of your duties), not at any time after its termination, use for your own purposes (or for any purposes other than those of the Corporation) or divulge to any person, corporation, company or other organisation whatsoever any confidential information belonging to the Corporation or to any subsidiary or relating to its or their affairs or dealings which may come to your knowledge during your employment. This restriction shall cease to apply to any information or knowledge which may come into the public domain after the termination of your employment, other than as a result of unauthorised disclosure by you or by any third party Confidential information shall include (but shall not be limited to) the following: information concerning the services offered or provided by the Corporation or any subsidiary including the names of any persons, companies or other organisations to whom such services are provided, their requirements and the terms upon which services are provided to them (save that such information shall not be regarded as confidential once it has been published in any prospectus or other document which is available to members of the public); the Corporation s marketing strategies and business plans or those of any subsidiary; any information relating to a proposed reorganisation, expansion or contraction of the Corporation s activities (or those of any Subsidiary) including any such proposal which also involves the activities of any other corporation or organisation;

5 financial information relating to the Corporation or any subsidiary (save to the extent that such information is included in published audited accounts); details of employees of the Corporation or any subsidiary, the remuneration and other benefits paid to them and their experience, skills and aptitudes. The writing of job references for employees of the Corporation does not come within the scope of this restriction; any information which you have been told is confidential or which you might reasonably expect to be confidential; any information which has been given to the Corporation or any Subsidiary in confidence by students or other persons, companies or organisations Notwithstanding the above, the Corporation affirms that academic staff have freedom within the law to question and test received wisdom relating to academic matters and to put forward new ideas and controversial or unpopular opinions about academic matters without placing themselves in jeopardy or losing the jobs and privileges they have at the Corporation All records, documents and other papers (together with any copies or extracts thereof) made or acquired by you in the course of your employment shall be the property of the Corporation and must be returned to it on the termination of your employment. Exceptions to this provision may be approved by the Principal Copyright, Employee Inventions and Post-Termination Restrictions 16.1 The terms and conditions relating to copyright, employee inventions and post-termination restrictions set out in the Appendix hereto will be applicable to you Grievances 17.1 If you have a grievance relating to your employment you are entitled to invoke the Corporation s grievance procedure. The procedure may be varied by the Corporation from time to time following consultation with the recognised trade union(s). The grievance procedure is available from the Staff Services Department and is contained on the College intranet The grievance should be raised initially with your line manager. The grievance should be raised orally in the first instance, although you may be requested to put it in writing. In the event that your grievance relates to the immediate superior who would normally deal with a grievance at this stage, the grievance should be referred to the immediate superior s own manager You may from time to time be required to participate in some capacity in the management of an employee grievance, whether relating to your subordinates or not Disciplinary Procedure 18.1 The Corporation expects reasonable standards of performance and conduct from its employees. Details of its disciplinary rules and disciplinary procedures are available from the Staff Services Department. The procedure may be varied by the Corporation from time to time following consultation with the recognised trade unions If you are dissatisfied with any disciplinary decision you may be entitled to appeal, and thus should, in the first instance, contact the Head of Staff Services, or follow the appeal process as outlined in the disciplinary rules and procedures.

6 18.3 You may from time to time be required to participate in some capacity in the management of a disciplinary procedure relating to an employee, whether involving your subordinates or not Whistleblowing Policy Public Interest Disclosure Act PIDA introduces specific rights for those who disclose information about alleged wrongdoing, including the right not to suffer detriment in employment and the right not to be unfairly dismissed for making such disclosure In order to ensure that employees are fully aware of who they can and should report public interest issues to, the policy is referred to in the contract of employment. Full details of the policy may be obtained from the Staff Services Department Probationary Period 20.1 The first six months of your employment will be a probationary period, during which your suitability for the position to which you have been appointed will be assessed. The Corporation reserves the right to extend your probationary period, if, in its opinion, circumstances so require. During your probationary period, your employment may be terminated either by you or by the Corporation on giving one month s written notice. The Corporation s Disciplinary Procedure will not apply to you during your probationary period The corporation s procedure on dealing with conduct and capability for probationers will apply to you during your probationary period. Details are available from the Staff Services Department. The procedure may be varied by the corporation from time to time after consultation with the recognised trade union (UCU) Health and Safety 21.1 The Corporation recognises and accepts its responsibilities as an employer to ensure, so far as is reasonably practicable, the health, safety and welfare of its employees. A copy of the Health and Safety Policy is available from the Staff Services Department or from the Health and Safety Manager. You are responsible for familiarising yourself with the policy and adhering to the health and safety rules in the workplace Overseas Work 22.1 It is not envisaged that you will be required to work outside the United Kingdom for more than one month at any one time. In the unlikely event that circumstance change so that it becomes necessary, this will be discussed fully with you Trade Union Membership 23.1 You have a right to join a trade union of your choice. The following trade unions are currently recognised by the Corporation: UNISON and UCU Collective Agreements

7 23.1 There are no collective agreements which directly affect the terms and conditions of your employment Termination of Employment 25.1 Your employment is for a period specified on the attached schedule You may terminate your employment at any time by giving the Corporation two months notice in writing The Corporation may terminate your employment by giving you in writing whichever is the greater of: (a) two months notice; or (b) one week s notice for each year of service, up to a maximum of twelve weeks notice The Corporation may terminate your employment without notice if you are guilty of gross misconduct, gross negligence or gross incompetence During any period of notice of termination (whether given by you or the Corporation) the Corporation shall be under no obligation to assign any duties to you and shall be entitled to exclude you from its premises, although this will not affect your right to receive your normal salary and other contractual benefits Retirement 26.1 The Corporation s normal retirement age is 65. You will be notified of your proposed retirement at least six months and no more than 12 months before the date of your 65 th birthday. You will be fully informed of your rights and entitlements at that time, including the right to request to continue working beyond this date Continuing Professional Development 27.1 In order to comply with the Further Education Teachers Continuing Professional Development and Registration (England) Regulations 2007, you are required to: Complete a minimum number of hours of continuing professional development (CPD) every year. Maintain a record of the CPD you have undertaken. Make that record available to the college and, Provide the Institute for Learning (IfL) with a record of the CPD you have undertaken. To register with the IfL Failure to comply with these requirements may lead to your dismissal. Full details of the College s policy in relation to CPD will be communicated to you Requirement for a Teaching Qualification 28.1 Teachers employed in a further education institution are required to hold the teaching qualifications prescribed by the Further Education Teachers Qualifications (England) Regulations 2001 and the Further Education Teachers Qualifications (England) Regulations The type of qualification required depends on a number of factors, including the date on

8 which employment commenced and the type of post which is held.28.2 The College will review with you, either prior to commencement of employment or shortly thereafter, the qualifications required for the post that you are to fill, and will provide such assistance as it deems reasonable to enable you, if required, to secure requisite qualifications. In the event that you fail to secure requisite qualifications within the period specified in the Regulations, the College may have no alternative but to terminate your employment, and to this end the College reserves he right, notwithstanding any other provision of this contract, to terminate your employment by giving 1 month s notice in writing in such circumstances Prior and Subsequent Agreements 29.1 This Contract of Employment and any documents expressly incorporated herein constitute the entire terms and conditions of your employment. They cancel and are in substitution for any previous letters of appointment or contracts of employment and all other agreements and arrangements (whether express, implied or deriving from any collective agreement) relating to your employment by the Corporation Any changes in the terms and conditions of employment applicable to academic staff appointed by the Corporation on the terms and conditions set out herein which may be agreed after the date of this Contract between the Corporation and any trade unions recognised by the Corporation in respect of such staff shall be incorporated automatically into your Contract of Employment Any agreements relating to the terms and conditions of academic staff appointed on the terms and conditions set out herein which are reached after the date of this Contract between any national employers body of which the Corporation is at the relevant time a member and any trade unions recognised by that body in respect of such staff shall not affect your Contract of Employment unless they are adopted by the members of the Corporation but shall, if so adopted, be binding on you Interpretation 30.1 In this Contract Subsidiary means any company, association, society or other entity directly or indirectly controlled by the Corporation, for which purpose control means either ownership of more than 50% of the voting share capital (or equivalent right of ownership) of such company, association, society or other entity or power to direct its policies and management whether by contract, statute or otherwise Monitoring of Telecommunications 31.1 In accordance with the Corporations policies, the corporation has the right to monitor any and all aspects of its telephone and computer systems that are made available to you and to monitor, intercept and/or record any communications made by you, for any purposes authorised under the Telecommunications (Lawful Business Practice) (Interception of Communications) Regulations 2000 and any amending or supplementary legislative or regulatory requirements and you hereby expressly consent to the Corporation doing so Criminal Acts 32.1 In the event that you become charged with, and/or convicted of, a criminal act, you will advise the Corporation immediately. Failure to notify the Corporation will result in disciplinary action

9 being commenced against you, which may be up to and including the termination of your employment Applicable Law 33.1 English law shall apply to this Contract and the parties to the Contract submit to the jurisdiction of the English courts.