ࡱ> pro[ (bjbj  8>pa!\pa!\e %^ ^ 8"$F4vzz(}}}TvVvVvVvVvVvVv$x5{zv}}}}}zvvKKK}RTvK}TvKKn0uqJ@vv0vq>{{0u{0u}}K}}}}}zvzv{}}}v}}}}{}}}}}}}}}^ > : Regulation Governing the Non-Renewal of Limited - Term Contracts Pursuant to Statute XIII Part II 1 Introduction 1.1 The appointment of a member of staff on a limited-term contract is only to be made in the following circumstances:- (i) Where a current member of staff is unable to continue to fulfil the duties of the post, either because he or she has been seconded to other duties for a limited period or has been granted leave of absence for a limited period which may in either instance be subject to periodic review; or (ii) Where the duties of the member of staff are for a specific determinable limited period in which case the contract should be for at least the defined period; or where there are other necessary and objective circumstances for making categories or types of appointment on a limited-term basis that have been identified from time to time in consultation with staff representatives. 1.2 Advertisements for limited-term contract posts should contain a statement outlining the possibility of permanency. 1.3 Any reference to a provision in a statutory provision shall be taken to be a reference to that provision as it may have been amended or superseded from time to time. 1.4 Where a limited-term contract is due to terminate by virtue of a limiting event (as defined in the Fixed-term Members of Staff (Prevention of Less Favourable Treatment) Regulations 2002 or as amended), the person making the decision shall review all the circumstances and shall determine: whether the limitedterm appointment should be extended, or an appointment of indefinite duration should be offered; or where there has been more than one limited-term appointment within a continuous period of employment such that the provisions of the Fixed-Term Members of Staff (Prevention of Less Favourable Treatment) Regulations 2002 apply, instead of the appointment terminating, whether there are objective and justifiable reasons for further extending the appointment, or whether an appointment of indefinite duration should be offered; (iii) whether there are opportunities for the redeployment of the member of staff. 1.5 In circumstances where a limited-term contract is not being extended and, in accordance with the redundancy procedures for all categories of staff, the University has and will continue to make every attempt to redeploy the member(s) of staff concerned in accordance with the principles contained within the Research Careers Initiative. Redundancy payments for limited-term employees will be in accordance with the payments for staff with contracts of indefinite duration facing redundancy. 2. Objective Reasons for Limited-Term and Casual Contracts 2.1 It is essential that there are transparent, necessary and objective reasons for placing a post initially and subsequently on a limited-term or casual contract. The renewal or extension of the limited-term would also have to be justified separately by objective reasons. 2.2 Within the context set out above, examples of necessary and objective reasons or circumstances when it may not be possible to extend or make a limited-term contract permanent could include: (a) funding is provided for a time defined project; (b) where there is no reasonable prospect of short-term funding being renewed nor other external or internal funding being available or becoming available. Where the short-term funding has already been renewed, continuing use of a limited-term contract will need to be justified by objective reasons; (c) the post requires specialist expertise or recent experience not already available within the institution for a short period; (d) cover for staff absences of a temporary and short-term nature (eg. parental and adoptive leave, long-term sickness, sabbatical leave or secondment); (e) the contract is to provide a secondment or career development opportunity; (f) where the student or other business demand can be clearly demonstrated as particularly uncertain over and above that of generally accepted fluctuations over time. 3. Procedure The relevant Head of School or Director shall be designated by the Vice-Chancellor to make the decision that a contract should not be renewed or extended, or that a contract of indefinite duration should be offered. Prior to a decision being arrived at, the Head of School or Director will consult with the HR Business Partner. In reaching a decision the appropriate trade union representatives will in all cases be consulted and the member of staff given an opportunity to meet and make representations to the relevant Head of School or Director. A member of staff shall be entitled to be accompanied at any meeting with the relevant Head of School or Director by a representative of a recognised trade union or University colleague. 3.2 A decision not to renew or extend or offer a contract of indefinite duration must be justified on the basis that, in respect of one or more of the following considerations, it is not appropriate or desirable to do so: the availability of funding for the post. The future unavailability of funding will in most cases determine the non-renewal of a limited-term contract. In cases where there is any uncertainty concerning future funding or where additional funding is provided for a defined period and/or for a specific purpose, this may be determinative in deciding to award a further limited-term contract; (ii) the need for the post or the duties attaching to the post; (iii) the nature and character of the post; (iv) the desirability of making the post permanent. 3.3 The application and scope of this Regulation derives from that provided for in Statute XIII, and should give effect to, and be consistent with, the guiding principles set out in clause 2(1) of that Statute. 3.4. A member of staff whose limited-term contract is not renewed or extended on termination, or is not offered a contract of indefinite duration, shall be given full reasons for the decision in writing by HR Business Partner, at least sixteen weeks before the termination of the contract, and shall be advised of their entitlement to appeal. 3.5 The member of staff may request an appeal by serving notice on the Head of HR Business Partnering within 20 working days of receipt of notification from the HR Business Partner. This request will set out full details of the grounds of appeal. No appeal shall be permitted if served outside the 20 working day limit, unless the panel considers that justice and fairness so requires. 4. Appeal 4.1 Appeal panels shall be convened by People and Culture and shall consist of three persons, nominated by the Vice-Chancellor (or nominee), none of whom shall previously have had any involvement with the case and each of whom has consented to act. The appeal panel shall consist of: (i) A Chairman drawn from a list approved by the Senate, from time to time, which shall include lay members of the Senate. (ii) The People and Culture Director or nominee (iii) One person drawn from a list agreed, from time to time, by the Academic Council in the instance of a panel considering the case of a member of the academic or research staff, or by the University Management Board in the instance of a panel considering the case of any other member of staff falling within the scope of Statute XIII. 4.2 The panel shall consider whether the reasons advanced in support of the decision are reasonable. The appellant shall be entitled to meet and make representations to the panel and to be assisted by a representative of a recognised trade union or University colleague. The panel will consider written representations from the Head of School or Director and the person whose decision it was not to renew or extend the contract (see paragraph 3.2), and may at its discretion request oral evidence. The Head of School or Director shall be entitled to meet and make representations to the panel. The appeal panel shall be entitled to review all aspects of the matter. 4.4 The appeal panel shall give a reasoned decision in writing, normally within 10 working days of the appeal hearing, which shall be provided to the member of staff and reported to the Standing Committee of Senate. 4.5 The decision of the appeal panel shall be final.      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