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NORTHUMBRIA UNIVERSITY
HUMAN RESOURCES DEPARTMENT
POLICY DOCUMENT
DOCUMENT TITLE Fixed Term Contracts Policy &
Procedure
AUTHOR Ros McGee
AUTHORISED BY HR Committee
DATE OF ISSUE February 2008
REVIEW INTERVAL 12 months
LOCATION OF COPIES Master File, Room 201 Ellison Terrace
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Fixed Term Contracts Policy
Index Page
1. INTRODUCTION 4
2. CONTEXT 4
3. RECRUITMENT AND SELECTION 5
4. JUSTIFIABLE OBJECTIVE REASONS 6
5. CONTINUOUS SUCCESSIVE FIXED TERM CONTRACTS 7
6. CHANGING FROM A FIXED-TERM TO PERMANENT
8
7. TRAINING AND CAREER DEVELOPMENT 9
8. TERMINATING A FIXED-TERM CONTRACT 10
9. REDEPLOYMENT 13
10.REDUNDANCY PAYMENTS 14
11.TIME OFF TO ATTEND INTERVIEWS 14
12.EMPLOYEES ON CONTRACTS EXPECTED TO LAST LESS THAN 12 MONTHS 15
13.EMPLOYESS ON CONTRACTS EXPECTED TO LAST LESS THAN 3 MONTHS
16
14.STAFF EMPLOYED ON PROFESSIONAL TRAINING CONTRACTS 16
APPENDIX 1: TABLE OF TERMS AND BENEFITS AND THEIR APPLICATION 17
APPENDIX 2: TEMPLATE LETTER FOR INVITING MEMBER OF STAFF TO INITIAL MEETING 19
APPENDIX 3: TEMPLATE LETTER FOR OUTCOME OF INITIAL MEETING 20
APPENDIX 4: TEMPLATE LETTER FOR INVITING MEMBER OF STAFF TO 3 MTH MEETING 21
APPENDIX 5: TEMPLATE LETTER FOR OUTCOME OF 3 MTH MEETING 22
APPENDIX 6: TEMPLATE LETTER FOR INVITING MEMBER OF STAFF TO FINAL MEETING 23
APPENDIX 7: TEMPLATE LETTER FOR OUTCOME OF FINAL MEETING 24
APPENDIX 8: FLOW CHART FOR PROCESS FOR CONTRACTS 12 MTHS OR LONGER 26
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Fixed Term Contracts Policy
Document Review HistoryReview Date Reviewed by Signature
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Fixed Term Contracts Policy
1.0 Introduction
The Regulations on Fixed-Term Employees (Prevention of Less Favourable
Treatment) came into force in the UK on 1 October 2002 (delayed from 10 July
2002). This policy addresses these Regulations and also makes reference to the
Employment Act 2002 and 2004 (Statutory Disciplinary, Dismissal and Grievance
Procedures). This document does not replace the policy and procedure for
Managing Staff Reductions, which is used in collective redundancy and restructuring
circumstances. This policy and procedure explains how the University recruits and
employs staff on fixed term contracts
This document should be read in association with the following University Policies:
Appointments Policy and Procedure
Equal Opportunities
Managing Staff Reductions
Staff Management Procedures
Secondment Procedure
2.0 Context
Northumbria University has currently a number of staff on fixed term contracts; these
include researchers, sports coaches, student assistants, and staff employed for
specific projects and those on internal secondments and acting arrangements. The
University recognises that these staff have a valuable role and have provided these
staff with a range of benefits on a par with staff on permanent contracts.
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Fixed Term Contracts Policy
These measures include comparable terms and conditions, access to induction,
training, appraisal, redeployment and redundancy rights (as illustrated in Appendix
1).
The University already adheres to the principles and spirit of the Concordat and the
Research Careers Initiative in the employment of research staff
3.0 Recruitment and Selection
Vacancies can be identified through the creation/expansion of new projects,
temporary cover or resignation/retirement/dismissal of a previous postholder.
Generally permanent opportunities are encouraged as the norm, however there may
be “transparent, necessary and objective” reasons why a fixed term contract is
the preferred option (e.g. limited external funding, secondment, cover for peak
demand or temporary cover for maternity or other absence). However fixed-term
contracts should not be used simply to test an individual’s skills in the workplace
before deciding to offer a permanent contract. Fixed term contracts will now state the
reason they are fixed term together with details of the specific project and funding
arrangements in order to be clearly identifiable. If an individual who holds a fixed
term contract is required to move to a different project during their employment, or
work between projects, the Line Manager must advise HR who will send the
individual an updated contract letter
All vacancies (except when in redundancy/redeployment/restructure/very short-term
situation) are advertised on the University website, in the HR reception and Insight
magazine as a minimum.
4.0 Justifiable Objective ReasonsAuthor: Ros McGee Final version 6 February 2008/tt/file_convert/5add4d517f8b9ae1408cc436/document.doc.final version. February 2008 Page 5 of 28
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Fixed Term Contracts Policy
The University will not tolerate less favourable treatment of fixed-term employees.
Fixed term contracts will only be justified if there are objective grounds which cover
one or more of the following:
The post requires specialist expertise or recent experience not already
available within the University in the short term
To cover staff absence as appropriate (e.g. parental, maternity, paternity and
adoption leave, long term sickness, sabbatical leave or secondment)
The contract is to provide a secondment or career development opportunity
(and the individual holds a substantive, permanent contract)
Input from specialist practitioners
Where there is no reasonably foreseeable prospect of short-term funding (i.e.
less than 4 years) being neither renewed nor other external or internal funding
available or becoming available. Where the short-term funding has already
been renewed, continued use of the fixed-term contract would need to be
justified by objective reasons listed above
Where there are statutory limitations on the period of employment (e.g.
visa/work permit) or contractual stipulations attached to the funding (e.g.
some European funding is only available to support staff on fixed term
contracts)
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Fixed Term Contracts Policy
5.0 Continuous Successive Fixed term Contracts (for contracts of 12 months or longer)
Seven months before an individual’s contract is due to end and the intention is that
the contract is to be extended; Managers are now required to review the status of
the contract and to convert to permanent wherever possible, or objectively justify the extension of the fixed term contract. HR will contact Line Managers to remind
them to conduct this review. The reason for this is two-fold, the University
encourages permanent contracts as the norm and secondly the legislation dictates
that the overall duration of a series of fixed term contracts should be no more than 4
continuous years. See section 6 for guidance on converting fixed term contracts to
permanent.
After 4 years of fixed term contracts (or a contract which lasts 4 years) the contract
thereafter is regarded as permanent (unless there is a justifiable objective reason for
it continuing as a fixed term contract).
If an employee believes they have reached four years continuous service they can
write to their Line Manager in the first instance requesting written confirmation that
the contract is to be regarded as permanent. The Line Manager should liaise with
HR and must produce the statement confirming the permanent status within 21 days
of the request. If the employer maintains that the employee is still fixed-term, the
reason for this must be explained in writing to the employee.
An employee may be continuously employed even where there is a gap between
successive contracts that will vary depending on circumstance. Examples of
continuity of service can include these instances:
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Fixed Term Contracts Policy
A new contract is agreed before the previous one has expired, the employee
must start the new contract within four weeks of the end date of the old
contract
A new contract is not agreed to before the first one expires, but the employee
begins within a week of the previous one expiring
There is no work for the employee during the gap between contracts (e.g.
between semesters).
The fixed term employee is on maternity leave or incapable of work due to
sickness
If a contract is to be extended and the individual chooses not to accept the
extension, the University will consider this a resignation, the individual will be
required to complete a resignation form and s/he will not be entitled to any
redundancy payments. It may then be necessary to advertise for a replacement
through the standard Appointments Policy.
6.0 Changing a contract from Fixed-Term to Permanent
Making the change from fixed-term contracts to permanency does not effect the
funding situation, nor does it negatively affect job security.
After one year of employment, staff are entitled to continuous employment if
the work still exists.
After two years they have a right to a redundancy payment if the work ends.
After four years (from July 2006) they have a right to be made permanent
(unless there is objective justification).
Converting a fixed term contract permanent could result in increased motivation,
commitment and long term career planning. Additionally the University benefits from
the retention of skills.Author: Ros McGee Final version 6 February 2008/tt/file_convert/5add4d517f8b9ae1408cc436/document.doc.final version. February 2008 Page 8 of 28
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Fixed Term Contracts Policy
However there needs to be a “reasonably foreseeable prospect” of long-term funding
before the decision is made as this action will not create nor secure funding.
Additionally, Managers will need to ensure that before the conversion can be made,
the individual has been through a competitive selection process upon appointment
(otherwise contact HR to arrange a selection) and there are no other fixed term staff
who could lay claim to the role. If however, the individual has been in post for 1 year
without being through an interview, it is advised that one should be arranged at this
point. It is recommended that Managers review the situation in their
School/Department in conjunction with their HR Manager and seek to make
conversions wherever possible.
Schools and Departments are advised to consider pooling income and bridging
funds in order to minimize the need for fixed term contracts.
7.0 Training and Career Development
The Training and Development Programme is available for all staff. Staff should
approach their Line Manager with their training and development requests. The
Training and Development Programme is accessible via the website:
http://northumbria.ac.uk/static/5007/TDProg
All staff have the same opportunity to apply for vacancies advertised internally and
externally. Individuals on fixed term contracts have the same right to access training
and apply for vacancies.
University vacancies can be found in Insight Magazine, HR Reception and HR
website:
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Fixed Term Contracts Policy
http://northumbria.ac.uk/sd/central/hr/staffvacancies/
8.0 Terminating a Fixed-term contracts of 12 months or longer
Under these new procedures, when there is a possibility that the fixed term contract
may be terminated at the end date (or at least 7 months before the end date of the
contract), the following process must take place.
If the work the individual undertakes is similar to other colleagues in their area, and if
they are not named on a project or contracted to the project, all staff in that area
(permanent and others on fixed tem contracts) will be considered in the group for
redundancy. If this is the case, Managers should contact HR who may advise that
the Managing Staff Reductions Policy should be followed.
7 months before the end of the contract, HR will contact the Line Manager
by email asking if the contract is to be made permanent, extended,
terminated, or “unable to determine at present” This email must be responded
to within 5 working days, as any delays could result in costs to the
School/Service for longer consultation.
If the contract is to be made permanent – see section 6 above. The Line
Manager should invite the individual to a meeting to inform them of the
decision (and advising them of their right to be accompanied by a union
representative or colleague). See appendix 8 for procedure.
If the contract is to be extended, the Line Manager will need to consider, in
advance of the meeting, if it can be converted to permanent, or objectively
justify the extension of the fixed term contract – see section 4 above. The
Line Manager should invite the individual to a meeting to inform them of the
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Fixed Term Contracts Policy
decision (advising them of their right to be accompanied by a union
representative or colleague). See appendix 8 for procedure.
If the contract is to be terminated, or “unable to determine at present”, 6 months before the end of the contract he/she should write to the employee
inviting them to a meeting to discuss (advising them of their right to be
accompanied by a union representative or colleague) (appendix 2)
At the meeting, the Line Manager should explain the position i.e. what
likelihood, if any, that there will be an extension to the contract or some
timescales indicating when this maybe confirmed. The Line Manager should
also state that this is the start of the six months consultation period and that
there will be a further review meeting in 3 months time where s/he will discuss
redeployment and provide any redundancy figures if applicable.
After the meeting, the Line Manager should write to the individual outlining the
key points (appendix 3)
3 months before end of contract, the Line Manager should invite the
employee to further meeting (advising them of their right to be accompanied
by a union representative or colleague and that there will be an HR
representative present) (appendix 4).
At the meeting, the Line Manager should update the individual regarding the
situation. If the contract is to be terminated, the Line Manager should inform
the individual of this decision, advising them that they have the right to appeal
against the decision. The HR representative will explain discuss process of
redeployment, including skills audit and give them a calculation of any
redundancy payment (if applicable) which will be paid in final salary and give
them the required notice period
After the meeting, the Line Manager should write to the individual outlining the
key points and notifying that there will be a further review 1 month before the
end of the contract (appendix 5)
During the 6 months consultation period, if at any time, a decision is made
to extend the contract or convert it to permanent, assuming the relevant Author: Ros McGee Final version 6 February 2008/tt/file_convert/5add4d517f8b9ae1408cc436/document.doc.final version. February 2008 Page 11 of 28
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Fixed Term Contracts Policy
criteria are satisfied (section 4 or 6 respectively), the Line Manager should
invite the individual to a meeting (advising them of their right to be
accompanied by a union representative or colleague) and inform them
accordingly.
I month before the end of the contract if the contract is to be terminated on
the end date, the Line Manager should invite the employee to a final meeting
(advising them of their right to be accompanied by a union representative or
colleague and that there will be an HR representative present) (appendix 6)
At the meeting, the Line Manager should update them on the situation: that
the contract was unable to be extended, that they had not secured a post
under redeployment and therefore their employment with the University would
be ending. The HR representative should re-iterate that the individual will
receive any outstanding payments and their P45 with their final salary and the
appeals process if they wish to contest the decision or process.
After the meeting, the Line Manager should write to the individual outlining the
key points and the procedure for appeal (appendix 7)
If the employee wishes to appeal, this should be in writing and forwarded to the
University Secretary’s Office for the attention of the Board of Governors. The
appeal meeting should ideally take place before the contract ends. If the appeal
is upheld, the individual will not have a break in service (appendix 9 for process).
In the event that it is not possible to hold the appeal hearing before the contract
ends and the appeal is upheld, the individual’s employment will be reinstated
from the date of the termination of their contract.
Each stage of the proceedings should be undertaken without reasonable delay,
the timing and location of the meetings must be reasonable (meetings should
take place in a private office), the employee must take all reasonable steps to
attend the meetings and the meetings must be conducted in a manner that Author: Ros McGee Final version 6 February 2008/tt/file_convert/5add4d517f8b9ae1408cc436/document.doc.final version. February 2008 Page 12 of 28
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Fixed Term Contracts Policy
enables both sides to explain their cases. If it is not evident who is the Line
Manager, this should be discussed with HR.
9.0 Redeployment
Staff who are in a redeployment situation are given prior consideration for vacancies
potentially matching their skills, qualifications and experience. All staff on contracts
12 months or longer, who are in a redeployment situation will be advised about the
redeployment process before the end of their contract.
The HR Department monitors vacancies (either new (approved) or replacement
posts) and will assess suitability of those seeking redeployment. They will also
conduct a skills audit which will include ascertaining information about working
patterns etc.
For further information regarding the redeployment process – please see
Redeployment Principles and Procedure document
10.0 Redundancy Payments
Staff who have 2 years continuous service are entitled to a redundancy payment.
Continuous service is defined as a break of less than 2 weeks between contracts
(unless it is a temporary cessation of work between semesters etc). The continuous
service can include service at previous employers which are reckonable. HR can
advise regarding continuity of service and provide managers with calculations.
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Fixed Term Contracts Policy
Staff who are made redundant and are members of the Local Government Pension
Scheme (LGPS) currently have the right to their pension benefits if they are over 50
years old. This is an additional cost for School/Service. HR can provide calculations
for these costs.
11.0 Time off to attend interviews
Staff who are in a redeployment/redundancy situation will be granted time off to
attend interviews up until the end of their contract. These can be internal/external
interviews.
Staff are also able to access the resources available at MARCET (located in the
Library Building), and request attendance on courses from the Staff Training and
Development Programme with the agreement of their Line Manager to enhance their
general level of skill or interview technique to assist them with the redeployment
process. Attendance on relevant courses will not be unreasonably refused
12.0 Employees on contracts expected to last less than 12 months
Managers of staff on these contracts should hold a meeting with each individual at
least 1 month before the end of the contract to inform them that the contract will be
extending/terminated. The Manager will advise the individual of their right to be
accompanied by a union representative or colleague and that there will be an HR
representative present. Those whose contracts are terminating have the opportunity
to apply for internal and external vacancies.
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Fixed Term Contracts Policy
Those who have continuous service of over 12 months at Northumbria University,
should be covered by the process outlined in section 8. Managers should contact
HR to find out about continuous service prior to their current post.
13.0 Employees on tasks expected to last three months or less (i.e. casual contracts)
Line Managers are not required to give these employees any further formal notice
that the contract is ending on the stated end date. In the unlikely event that their
contract is to be terminated prior to the stated end date, if the individual has at least
one month of service, s/he should be given at least one week’s notice that the
contracts is to be terminated.
14.0 Staff employed on Professional training contracts
The following contracts are exempted from the procedure as their purpose is to
provide individuals with specific development (or throughout their time as a student).
The contracts may continue after the end date, however the individuals will have
achieved their development/qualification and therefore are unable to remain in post.
The outgoing postholder is replaced by a new postholder, so there is no redundancy
situation. However it would be advisable that Line Managers meet with the individual
at least 1 month before the end date to talk through the ending of their contract,
thank them for their contribution and wish them well for the future.
For example
Knowledge Transfer Associates
Trainee Solicitors
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Fixed Term Contracts Policy
TASS (elite athletes)
Student Union President and Officers
Student Placements
Graduate Tutors
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Fixed Term Contracts Policy
Appendix 1: Table of Terms and Benefits and their Application
Term/Benefit Permanent Employee Fixed-term EmployeeContinuous service All staff eligible 1 All staff eligible 1
Pay Incremental progression Incremental progressionPension All staff eligible to join 2 All staff eligible to join 2
Annual leave 35 days academic & research 25 days support 3
35 days academic & research 25 days support3
Sick leave & pay Qualifying periods 4 Qualifying periods 4
Maternity leave & pay Qualifying periods Qualifying periodsPaternity leave & pay I year qualifying service I year qualifying serviceAdoption leave & pay I year qualifying service I year qualifying serviceParental leave I year qualifying service I year qualifying serviceCompassionate leave All staff eligible All staff eligibleJury Service leave All staff eligible All staff eligibleExamination & Revision leave All staff eligible All staff eligibleService in Non-Regular Forces leave
All staff eligible All staff eligible
Time off for dependants/domestic emergencies
All staff eligible All staff eligible
Time off for medical screening All staff eligible All staff eligibleTime off for public duties All staff eligible All staff eligibleRSA allowance Lecturing staff entitlement Lecturing staff entitledAppraisal All staff eligible FTC less than 1 year excludedStaff Development All staff eligible subject to budget All staff eligible subject to budgetProbationary period All staff or as per contract 5 All staff or as per contract 5
Notice of Termination of Employment
As per contract As per contract
Flexi time Categories of support staff Categories of support staffRight to request flexible working pattern
All staff All staff
Fixed statutory & bank holidays
All staff (subject to contract) All staff (subject to contract)
Redundancy & Severance pay Staff with 2 years cont.service Staff with 2 years cont.serviceUnion membership All staff eligible All staff eligibleSports Centre membership All staff eligible All staff eligibleAccess to refectory All staff eligible All staff eligibleUniversity shops All staff eligible All staff eligibleLibrary membership, Marcet and IT access
All staff eligible All staff eligible
Car parking All staff eligible 6 All staff eligible 6
Chaplaincy All staff eligible All staff eligibleUniversity bus All staff eligible All staff eligibleCorporate travel All staff eligible All staff eligibleHealth Centre All staff eligible All staff eligibleNursery & salary sacrifice scheme
All staff eligible 7 All staff eligible 7
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1 HEFCE, Universities or FE establishments for sickness & maternity. For redundancy comply with Redundancy Payment Order 1999
2 Either Teachers Pension or Local Government Pension Scheme depending on contract
3 After 5 years continuous service support staff (permanent or successive fixed term) receive extra 5 days
4 As per contract
5 Staff who are on probationary period, under Staff Management Procedures
6 Car parking permits are subject to waiting list
7 Subject to waiting list
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Appendix 2: Draft letter inviting member of staff to initial meeting (6 months before contract is due to end)
Dear XXX
I am writing to request your attendance at a meeting to discuss the status of your
fixed term contract as it is due to terminate on (date).
The meeting will be held on (date) at (time) in (location).
You may, if you wish, be accompanied by a representative of a recognized Trade
Union or a colleague.
Please sign and return one copy of this letter as confirmation that you will attend.
Yours sincerely
Name
Title
AcknowledgementI acknowledge receipt of this letter informing me of a meeting on (date) and will attend
Signed……………………………………………. Date:…………………………
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Appendix 3: Draft letter confirming outcome of initial meeting (6 months before contract is due to end)
Dear XXX
Following our meeting held (date), at which you were accompanied by (name of TU
representative /colleague) and (name), I am writing to confirm the points discussed.
The meeting was convened to discuss the status of your fixed term contract as (job
title) which is due to end (date).
I explained that due to (reasons) at present we believe your contract is unable to be
extended or made permanent. I stressed that this was not a reflection on your
conduct or performance, as you have fulfilled a valuable role.
I explained that I will meet with you again in 3 months time to give you an update
and a member of HR would attend to advise you about the process for redeployment
and provide you with details of any redundancy payment (if applicable)
I will arrange to meet with you again in approximately three months time on (date) to
review the situation.
Yours sincerely
Name
Title
Cc HR
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Dear XXX
Following our meeting on (date), I am requesting your attendance at a further
meeting to discuss your fixed term contract which is due to end on (date).
The meeting will be held on (date) at (time) in (location). (Name), HR representative
will also be present.
You may, if you wish, be accompanied by a representative of a recognized Trade
Union or a colleague.
Please sign and return one copy of this letter as confirmation that you will attend.
Yours sincerely
Name
Title
AcknowledgementI acknowledge receipt of this letter informing me of a meeting on (date) and will attend
Signed……………………………………………. Date:…………………………
Appendix 5: Letter confirming outcome of meeting 3 months before end of contract
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Fixed Term Contracts Policy
Dear XXX
Following our meeting held (date), at which you were accompanied by (name of TU
representative /colleague) and (name), HR representative was also present; I am
writing to confirm the points discussed.
The meeting was convened to review the situation with regard to your fixed term
contract as (job title) which is due to end (date). I re-iterated that due to (reasons) we
believe your contract is unable to be extended or made permanent.
(Name) explained that the University will seek redeployment for you in order to
assist you in securing another post within the University prior to the end of your
current contract. S/he also explained that should you not secure a new post or be
redeployed, you will receive a redundancy payment following the termination of your
contract if applicable.
I will arrange to meet with you again in approximately 1 month’s time on (date) to
review the situation.
Yours sincerely
Name
Title
Cc HR
Appendix 6: Letter inviting to meeting 1 month before end of contractDear XXXAuthor: Ros McGee Final version 6 February 2008/tt/file_convert/5add4d517f8b9ae1408cc436/document.doc.final version. February 2008 Page 22 of 28
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Following our meeting on (date), I am requesting your attendance at a further
meeting to discuss your fixed term contract which is due to end on (date).
The meeting will be held on (date) at (time) in (location). (Name), HR representative
will also be present.
You may, if you wish, be accompanied by a representative of a recognized Trade
Union or a colleague.
Please sign and return one copy of this letter as confirmation that you will attend.
Yours sincerely
Name
Title
AcknowledgementI acknowledge receipt of this letter informing me of a meeting on (date) and will attend
Signed……………………………………………. Date:…………………………
Appendix 7: Letter confirming outcome of meeting 1 month before end of contract
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Fixed Term Contracts Policy
Dear XXX
Following our meeting held (date), at which you were accompanied by (name of TU
representative /colleague) and (name), HR representative was also present; I am
writing to confirm the points discussed.
The meeting was convened to review the situation with regard to your fixed term
contract as (job title) which is due to end (date). I re-iterated that due to (reasons) we
believe your contract is unable to be extended or made permanent.
(HR representative) explained that the University had been seeking redeployment
for you in order to assist you in securing another post within the University prior to
the end of your current contract; however it had not been successful. S/he also
explained that as you had not secured a new post or been redeployed and your
contract will be terminating, due to your length of service you are entitled to a
redundancy payment (if applicable)
I informed you that as this is a dismissal, you are entitled to seek a review of this
decision by the Board of Governors. If you wish to exercise this right you must do so
in writing to the University Secretary, giving grounds for this review, within 10
working days of receipt of this letter.
I would like to thank you for your services to the University and wish you well for the
future.
Author: Ros McGee Final version 6 February 2008/tt/file_convert/5add4d517f8b9ae1408cc436/document.doc.final version. February 2008 Page 24 of 28
THIS IS A CONTROLLED DOCUMENT – DO NOT COPYNorthumbria University Human Resources Department
Fixed Term Contracts Policy
Yours sincerely
Name
Title
Cc HR
Author: Ros McGee Final version 6 February 2008/tt/file_convert/5add4d517f8b9ae1408cc436/document.doc.final version. February 2008 Page 25 of 28
THIS IS A CONTROLLED DOCUMENT – DO NOT COPYNorthumbria University Human Resources Department
Fixed Term Contracts Policy
Author: Ros McGee Final version 6 February 2008/tt/file_convert/5add4d517f8b9ae1408cc436/document.doc.final version. February 2008 Page 26 of 28
THIS IS A CONTROLLED DOCUMENT – DO NOT COPYNorthumbria University Human Resources Department
Fixed Term Contracts Policy
Author: Ros McGee Final version 6 February 2008/tt/file_convert/5add4d517f8b9ae1408cc436/document.doc.final version. February 2008 Page 27 of 28
THIS IS A CONTROLLED DOCUMENT – DO NOT COPYNorthumbria University Human Resources Department
Fixed Term Contracts Policy
Appeals Process
Author: Ros McGee Final version 6 February 2008/tt/file_convert/5add4d517f8b9ae1408cc436/document.doc.final version. February 2008 Page 28 of 28
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