University has a well-established policy to support flexibility in working
patterns as far as possible, and to enhance the scope for a healthy work-life
index.html. Our policy goes well
beyond the legal minimum provisions contained in the Employment Relations Act
(1999) and the Maternity and Paternity Leave (Amendment) Act 2001.
university extends the statutory entitlement to allow all employees with 26
weeks continuous service the right to request a change in their work pattern
for any reason connected with their personal circumstances.
University’s policy on flexible working is set against the background of the
over-riding requirement that services offered to staff, students and other
customers must be maintained in order to meet our business needs. We must
ensure that any change in working patterns does not compromise the quality and
high standards of the provision.
requests for changes in working hours have to be assessed against a set of
criteria linked to the maintenance of the University’s business operations and
requests may not be accepted on the following grounds:
statutory requirement that we have to observe in the nursery, set down by
Ofsted, to apply the key person approach to childcare, means that continuity of
staff is key to the ability to offer a high quality level of care for the
children and their families. With this
in mind, the nursery is only able to accommodate two keyperson members of staff
working flexibly, alongside the inevitable range of additional demands
from holiday cover, sickness, training
and paperwork time. Further reducing the
child-contact time of staff with the key person role would be detrimental to
the level of service the nursery provides.
staff would like to request a change to their working pattern they should
complete a change in working hours/pattern of work form (full procedure details
found at the above link). If the
availability to work flexibly has already been filled by other nursery staff,
the member of staff requesting the change will be placed on a waiting list until
a future opportunity arises. If a member
of staff who is working flexibly goes on maternity leave, the pattern of work
can be offered to the next person on the list for the duration of the maternity
leave but the staff member on maternity leave would be entitled to reclaim the
flexible working arrangements on their return.
An exception to this is a member of staff taking career break leave who
would have to forfeit the flexible working arrangement on their return and
re-join the waiting list.
agreed patterns of work are subject to change if they no longer meet our
policy was reviewed in May 2017.