Links to resources, training and policies you are likely to engage with most often in your role as a research staff member. Such as annual leave, your responsibilities as a researcher, the responsibilities of your manager, health and safety, redundancy and contract terms. Leave, attendance & absence You are entitled to paid leave from the University in a variety of situations such as holiday, sickness and when becoming a parent, the links below provide a summary of the situations, what you are entitled to in each situation and links to the University policies that govern that entitlement. If you are frequently absent from work there is are policies and processes to support your line manager in discussing and managing your absence with you. Keywords: Annual leave, sickness leave, funeral & bereavement leave, jury service, flexible working, absence management, special leave. Leave & absence option summary Leave, attendance & absence policies People & Money System Your personal details, contracts and leave are managed through the People & Money System. Login to People & Money People & Money user guides and frequently asked questions Code of Practice for the Management and Career Development of Research Staff The Code of Practice for the Management and Career Development of Research Staff, and links to the processes and policies it outlines. Code of Practice for the Management and Career Development of Research Staff Annual Review Guidance for Researchers The Concordat to Support the Career Development of Researchers The Concordat sets out, in three clear principles: Environment and Culture, Employment and Professional and Career Development, the responsibilities of researchers, managers of researchers, institutions and funders. It aims to increase the attractiveness and sustainability of research careers in the UK and to improve the quantity, quality and impact of research for the benefit of the UK society and its economy. The Concordat to Support the Career Development of Researchers 10 days of Professional Development per year A key committment in the Concordat is that University of Edinburgh will Provide opportunities, structured support, encouragement and time for researchers to engage in a minimum of 10 days professional development pro rata per year, recognising that researchers will pursue careers across a wide range of employment sectors. Examples of how researchers might use these 10 days (or more) to best effect Research Integrity You are expected to undertake research in such a way that allows others to have confidence and trust in the methods and findings of the research. This responsibility relates both to the methodological integrity of conducted research and to the professional integrity of the individuals undertaking the research. Keywords: Code of practice for research, concordat to support research integrity, trust in research, training, research misconduct Your responsibilities as a researcher Behaviours Charter The Behaviours Charter gives examples of the types of behaviours which reflect our shared values and is designed to help us embed a values led approach across the University.The Behaviours Charter will help us, as University staff, talk about behaviours in a consistent way and provides a framework to lead two way conversations about how we do our jobs as well as what we do. Behaviours Charter Health & Safety Training, guidance, policies and responsibilities related to Health & Safety at University of Edinburgh. There are specific codes of practice that should be reviewed by those working in relevant areas (Biological Safety, Chemical Safety and Radiation Protection). Keywords: Health, Safety, Health & Safety Executive (HSE), Accident, Fire Safety, Risk Assessment Accident or incident reporting Safety responsibilities Codes of practice Redundancy & Redeployment Policies and Career Transition Support for staff at risk of redundancy Keywords: Redundancy, redeployment, career development support Career support for research staff Redeployment Accrued Benefits & Years of Service Some contractual benefits (e.g. your entitlement to sick pay) are accrued with the continuous number of years you have worked at the university. A gap, however small, between contracts resets your years of service – and their associated accrued benefits - to zero. If you are being redeployed or accept a new contract within UoE, and there is a gap between the end date of your current contract and the start date of your next one, we recommend that you approach your current or future manager or School to discuss the possibility of avoiding such a gap. This may include School-specific small grants to provide bridged funding between your end and start dates, or allowing adjustment of working hours to extend the duration of your existing contract (e.g. moving from full-time to part-time therefore extending the end date of your current contract). Visa & Immigration Information on visas, sponsorship, immigration fee assistance and EU settlement scheme. Visa & Immigration Employment Contracts Conditions of employment for University of Edinburgh staff. Keywords: contract, employment Employment Contracts Collective Agreement - Employment of Guaranteed Minimum Hours Staff In March 2019 the University and UCU entered into a collective agreement regarding the employment and conditions of guaranteed minimum hours staff. This agreement can be found at the link below Collective Agreement - Employment of Guaranteed Minimum Hours Staff University & College Union UCU are the largest community of academic professionals in the UK, a vibrant democratic community aiming to improve the working lives of University and College staff. UCU participate in the negotiation of your pay and conditions, lobby to improve the status of higher education staff and can provide representation if you have a problem at work. University & College Union [external link] UCU Edinburgh [external link] UCU Edinburgh Postgrad & Postdoc Network [external link] This article was published on 2022-11-17
