UNIVERSITY OF CENTRAL LANCASHIRE
HIGHER EDUCATION CORPORATION
STATEMENT OF MAIN PARTICULARS OF EMPLOYMENT FOR
LECTURING STAFF
This Statement is issued under the terms of the Employment Rights Act 1996, and replaces any previous
letters of appointment, agreements and arrangements, whether oral or in writing, between the University of
Central Lancashire and yourself.
1.
The Employer:
University of Central Lancashire
Higher Education Corporation.
PRESTON
PR1 2HE
2.
The Employee:
3.
Post Title:
4.
Place of Work:
4.1
You will be required to work at the Preston Campus address, as specified in 'paragraph 1', of this
Statement of Particulars, but you may be required to work, within reason, at any location which the
University may, from time to time, identify as an appropriate work base from which to undertake
your duties and responsibilities.
4.2
You may, as part of your duties, be required to travel within the United Kingdom, or outside it.
4.3
Should you be required to work outside of the United Kingdom for more than one month, the
University would continue to pay you your usual salary in sterling in the normal way unless agreed
otherwise. (You would be notified by your line manager of details of any further benefits payable,
prior to your departure from the UK.)
5.
Date of Commencement:
6.
Date of Termination:
7.
Date of Commencement of Continuous Employment:
Continuous service with other higher and further education Institutions, in the United Kingdom will
be counted in calculating sickness and maternity entitlements. In the case of redundancy,
payment will be calculated in accordance with the Redundancy Payment (Local Govt.)
(Modification) Order 1983 as amended.
8.
Probationary Period
8.1
For new or existing employees newly appointed to a more responsible post, the first period of your
appointment will be a probationary period, during which your suitability for the position to which
you have been appointed will be assessed. The University reserves the right to extend your
probationary period if, in its opinion, circumstances so require.
8.2
New Employees
Your probationary period will be twelve months' duration during which your employment may be
terminated by the University on giving four weeks’ written notice.
8.3
Existing Employees Newly Appointed to a more Responsible Post
Your probationary period will be of twelve months' duration during which you may be required to
revert to a post of a similar grade to that previously held. In such a case you will be given four
weeks’ written notice, which will also indicate the post to which you will revert.
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9.
Duties/Hours of Work/Research and Scholarly Activity
9.1
This is a full time post/1.0 fractional post and its nature is such that you are expected to work
those hours which are reasonably necessary in order to fulfil your duties and responsibilities.
Those duties include teaching and tutorial guidance, research, and other forms of scholarly
activity, examining, curriculum development, administration and related activities. You are
expected to work flexibly and efficiently, and to maintain the highest professional standards in
discharging your responsibilities, and in promoting and implementing the corporate policies of the
University of Central Lancashire.
The make-up of your duties will be determined from time to time by your Head of Department in
consultation with yourself, and will be reviewed regularly through the staff appraisal system, (as
detailed in Part A of the Staff Handbook.) Guidelines for the determination of the duties of
lecturing staff are set out in Part B of the Staff Handbook.
Your formal scheduled teaching responsibilities should not exceed 18 hours in any week or a total
of 550 hours in the teaching year. However, this provision will not apply in subject areas where
the nature of the curriculum and teaching style makes it inappropriate, such as aspects of Teacher
Education, Art, Design, Performing Arts, Music. In these subject areas, scheduled teaching will be
determined in accordance with Part B of the Staff Handbook.
9.2
Working Year
Your teaching year will not normally exceed 38 weeks, of which 2 weeks will be spent on
teaching-related administration. While some flexibility may be required in organising the teaching
year, you will not (except with prior agreement) be required to undertake more than 14
consecutive weeks of teaching at any one time, and any significant variations to the normal
pattern of the teaching year in the University will only be made after consultation with the staff and
the recognised lecturer Trade Union.
9.3
Research and Scholarly Activity
As part of your duties, you will normally be expected to engage in research and scholarly activity.
The nature and extent of this will vary with the nature of the subject(s) you teach and the full range
and balance of your duties and other commitments. In this context, 'scholarly activities' includes
the production of books, contributions to books, articles and conference papers, and is to be
construed in the light of the common understanding of the phrase in higher education.
While it is in the nature of research and scholarly activity that is may take place throughout the
year and be integrated into the overall pattern of your activities, it is envisaged that normally the
period(s) of the year outside normal teaching weeks and outside your holiday entitlement will
primarily be devoted to research and scholarly activity.
Your research and scholarly activity will be principally self-managed. In addition, these activities
(and their relationship with your other duties) will be considered as part of the staff appraisal and
development system, under which objectives for the coming year (or other appropriate period) can
be set and achievements over the past year (or other appropriate period) can be assessed. The
University undertakes to give you such support as is reasonable in the circumstances in order to
help you to realise the objectives so set.
10.
Payment Details
The grade for this post is I and your commencing salary will be £
per annum pro rata.
Progression through the grade will depend in part on an assessment of your contribution. You
have a normal expectation of progression to the top of your grade subject exceptionally to
established procedures (ie incapability, disciplinary and probation procedures) for dealing with
performance problems. Normally three months’ service must be completed before you are eligible
for an increment.
You will be paid monthly in arrears by direct credit transfer. In determining your salary review the
University Board will refer to national recommendations arising from negotiations between the
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Universities and Colleges Employers Association and the recognised Trade Unions.(see Part B of
the Staff Handbook).
The University is responsible for ensuring that your salary, plus any overtime and/or allowances
are paid correctly and on time and that deductions from pay (such as income tax, national
insurance and pension contributions) are deducted at the correct rates.
It is your responsibility to check the accuracy of your pay and to bring to the attention of the
University any over payments as soon as they become known to you. To this end the University
will provide information about how payments and deductions are made.
The method and terms of any reimbursement of salary will be agreed with you in advance.
However, the University reserves the right to require you to repay overpayments in their entirety,
whether or not they have been spent or otherwise committed to you.
11.
Conditions of Employment
11.1
Your terms and conditions of employment are as determined by the University of Central
Lancashire Higher Education Corporation, following consultation and negotiation with the
recognised Trade Union for your employee group. They reflect the agreements made by the
appropriate Negotiating Committee for your employee group.
11.2
These terms and conditions are embodied in this Statement and the documents referred to at the
end of this statement. From time to time, variations in your terms and conditions of employment
will result from decisions by the University Board following consultation with the recognised Trade
Union for your employee group and these will be notified to you and incorporated in the
documents to which you have reference. You will be bound by variations to terms and conditions
negotiated and agreed by the recognised Trade Union for your employee group.
11.3
The University is committed to high quality teaching and learning for all its students and is keen to
assist all staff to develop their teaching capabilities. All staff with teaching responsibilities
appointed to the University will, as a condition of appointment, be expected to gain a minimum of
Descriptor 2 (D2) of the UK Professional Standards Framework for higher education, normally
within two academic years of joining the University. The University offers a number of routes
towards accredited status, and you will be supported to do this in line with the policy on the
Personal and Professional development of staff. Satisfactory progress towards meeting this
requirement will be a contributing factor in determining the completion of your probationary year.
12.
Appraisal Scheme
In relation to the performance of your duties you will be required to participate in an appraisal
scheme approved by the University Board of Governors. Details of the Scheme are in Part A of
the Staff Handbook.
13.
Sickness Payments Scheme
The scale of allowances, their calculation and conditions of entitlement are detailed in Part A of
the Staff Handbook.
14.
Pension
14.1
You are entitled to participate in the Teachers’ Pension Scheme subject to its terms and
conditions from time to time in force, and as an employee you will be contractually enrolled into
the scheme. This scheme is contracted out of the State Second Pension. It follows that if you join
this scheme, a contracting out certificate will be in force in respect of your employment.
The Teachers’ Pension Scheme is a qualifying scheme for the purposes of automatic enrolment
under the Pensions Act 2008. Further details are contained in your offer letter and are available on
the HR website.
15.
Holidays
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15.1
The University's annual leave year runs from 1 September to 31 August. In addition to 8 bank
holidays and, where given, 4 discretionary days, you are entitled to 35 working days paid annual
leave pro rata during the course of the annual leave year.
15.2
The timing of your annual leave is subject to the agreement of your Head of Department. Subject
to the organisational requirements of the institution, you may request that up to 6 weeks of your
normal annual leave entitlement be taken in one continuous period.
15.3
You are entitled to pro rata annual leave for each day of employment completed during the annual
leave year in which your employment commences or terminates.
15.4
On termination of your employment for any reason you shall be entitled to pay in lieu of
outstanding annual leave entitlement or may be required to repay any salary received for annual
leave taken in excess of your pro rata entitlement.
15.5
Staff are allowed to carry forward up to five days contractual annual leave entitlement pro rata from
one leave year to another.
15.6
In each annual leave year, when taking annual leave, you will be deemed to be utilising your
statutory annual leave before your contractual annual leave entitlement.
15.7
Further details regarding holiday arrangements may be found in Part A of the Staff Handbook.
16.
Maternity, Paternity and Adoption Leave Scheme
The scale of allowances, their calculation and conditions of entitlement are detailed in Part A of
the Staff Handbook.
17.
Exclusivity of Service
17.1
Subject to clause 17.2 below, you shall not be directly or indirectly engaged in any business or
professional activity which conflicts with the interests of the University, whether on your own
account or on behalf of any other person, firm, or organisation and whether paid or unpaid except
with the prior approval of the Vice-Chancellor or nominee.
17.2
Prior written approval will not normally be required for external professional activities of the kind
normally carried out by staff in Higher Education as part of their professional development, e.g.
examining for other institutions, writing articles, broadcasting and contributing to the performing
arts. Nevertheless prior notification of your involvement in such activities must be given to your
line manager although approval would not normally be withheld unless you are notified to the
contrary by the University provided that:
-
such activities do not interfere with or detract from the proper performance of your duties;
personal views expressed in articles, broadcasts, etc. are clearly stated as personal views.
This does not apply to articles published in academic or professional journals;
you notify your line manager of any contractual arrangements with other persons, institutions
or companies arising from such activities and copies of any documentation lodged with
him/her;
such activities do not conflict with the interests of the University.
17.3
Public service or other duties relating to public office which may impinge upon your work at the
University during normal working hours may only be undertaken if prior written approval is
obtained from the Vice-Chancellor or nominee, which will not unreasonably be withheld. The
approval will be subject to review. Leave of absence up to a maximum of 18 days per annum pro
rata may be granted for these activities.
18.
Confidential Information
During your employment or at any time after its termination for whatever reason, you shall not use
for your own benefit or gain or divulge to any person(s), firm, company or other organisation
whatsoever, any confidential information belonging to the University, associated or subsidiary
companies or associated trusts or any customer or client of the University or any such company or
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trust or relating to its affairs or dealings which may come to your knowledge during your
employment, e.g. (without prejudice to the generality of the foregoing and where the information
referred to is confidential) lists of clients, students or customers, client or customer usages and
requirements, pricing structures, marketing strategies, information concerning the University's
finances and financial plans, technical know how or information relating to any research,
development, consultancy or other similar activity.
19.
Copyright, Inventions and Patents
The University's policy in regard to Copyright, Patents and Inventions are set out in Part A of the
Staff Handbook.
20.
Grievance Procedure
If you have a grievance relating to your employment you are entitled to make use of the Grievance
Procedure which is set out in Part A of the Staff Handbook. Any formal grievance should normally
be submitted in writing to your line manager.
21.
Discipline
Details of the disciplinary rules and procedures are set out in Part A of the Staff Handbook. If you
are dissatisfied with any disciplinary decision you should notify your Human Resources Manager
in writing. If you are dissatisfied with any dismissal decision you should notify the Clerk to the
University Board in writing.
22.
Notice
22.1
Except in the case of dismissal due to gross misconduct, prior to the date of termination at clause
6 and subject to clause 8.2 above and clause 22.3 (c) below your contract of employment shall be
terminable by yourself giving the University notice in writing or by the University giving you notice
in writing, in accordance with the timescales shown below:
Grade
J
I
H
G
F
E
D
C
B
A
Probationary Period
Employee Employer
Employee
4 weeks
12 weeks
12 weeks
4 weeks
Thereafter
Employer
4 weeks
4 weeks
8 weeks
Up to 12 weeks, depending on length of
service
(minimum of 8 weeks)
4 weeks
4 weeks
4 weeks
Up to 12 weeks, depending on length of
service
(minimum of 4 weeks)
22.2
This does not prejudice your right to notice under the Employment Rights Act 1996.
22.3
The University reserves the right to:-
23.
(a)
pay your salary in lieu of any period of notice which it is required to give and/or which you
give in accordance with this Statement of Main Particulars;
(b)
require you not to attend work and/or not to undertake any work during any such period of
notice.
(c)
terminate your employment by giving four weeks’ written notice in the event that the external
funding upon which your post depends is withdrawn or reduced.
Membership of a Trade Union
5
The University, as your employer, supports the system of collective bargaining in every way and
believes in the principle of solving employee relations problems by discussion and agreement.
For practical purposes, this can only be conducted by representatives of the employers and of the
employees. If collective bargaining of this kind is to continue and improve the benefit of both, it is
essential that the employees' organisations should be fully representative.
You have the right to join a Trade Union and to take part in its activities. Details of the specified
Trade Unions on the appropriate negotiating body are available for you to refer to within Human
Resources.
24.
Variation
You will be bound by any agreements reached in future as a result of national or local negotiations
between the employer(s) and the recognised unions which, after adoption by the Board of
Governors, will be automatically incorporated into your contract.
This contract may be varied with the agreement of both parties.
25.
Data Protection
All members of staff are required to comply with the University's Data Protection Code of Practice,
the main provisions of which are detailed in Part A of the Staff Handbook.
As part of your terms and conditions of employment you give the University of Central Lancashire
permission to process/use/administer your personal details as detailed in the Staff Handbook.
The University is constantly developing its presence on the internet. As a member of staff, the
following personal data may be made available to anyone wishing to access the University's
website:
name, job title, job location, internal telephone number, e-mail address. If you do not wish your
data to be made available as described please contact Human Resources. Please note that since
1 January 2005 requests made to the University under the Freedom of Information Act may require
the University to release details of your attendance in an official capacity at University meetings
and events.
26.
Financial Regulations
As part of your contract of employment you are required to access and read this document.
27.
Date of Issue of This Statement:
Reference documents referred to in this statement:
Staff Handbook available at:
www.uclan.ac.uk/handbook
Alternatively, a reference copy is available both in Human Resources and the Library and
Learning Resources Service.
Data Protection Code of Practice and IT Security Policy available at:
www.uclan.ac.uk/aup
Financial Regulations available at:
http://www.uclan.ac.uk/financial_information/index.php
Human Resources
Signature of employee acknowledging receipt of Statement and enclosure:
...................................................................................
Date:……………………………………
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