skip to content

Human Resources

 

Resignation and notice period

If you wish to resign from your employment with the Department you must inform Marita Walsh, Support Services Manager in writing. You must give four weeks notice if you have been continuously employed for more than one year, or a minimum of one weeks notice for a shorter period. The Departmental Leaver's Form must be completed before your last day and returned to Reception before you leave.

Termination of fixed and limited term appointments

If your post is supported by funds received from outside the University and/or if you have been appointed on a temporary basis to meet a specific need or to undertake a specific project, you will be notified of the date upon which your appointment terminates when you are appointed. You are encouraged to enquire of your PI/supervisor well in advance of the termination date whether your appointment is likely to be extended.

Consultation meeting request - Prior to the end of your fixed or limited term appointment, you and your PI/supervisor will receive a letter requesting that you arrange a consultation meeting to discuss whether your contract will be extended or come to an end. At the end of the meeting, you and your PI/supervisor complete Form PD7 confirming the outcome. The completed form, signed by both of you, should be returned to Emma Graham, Personnel Administrator. If you wish to receive redeployment assistance from the HR department, please mark this clearly in the appropriate section on the form.

Three months prior to the end date of your fixed or limited term appointment - You will receive automated monthly email reminders of your end date until either you leave or an extension is confirmed. Please respond to these emails if you feel that the information contained in them and the Departmental database is wrong.

If you and your PI/supervisor confirm that your employment is to be extended - You will be contacted by Emma Graham, Personnel Administrator, to confirm that the Department has processed your extension paperwork and to prompt you to undertake any other activities to ensure your extension remains seamless. You will receive an updated contract from HR sent to you directly at the Chemistry Department.

If you and your PI/supervisor confirm that your employment is to come to an end or neither of you provide any instructions - You will receive a formal notification letter confirming the end date of your contract and that you have the right to appeal against the decision. You will be contacted by Emma Graham, Personnel Administrator, outlining the Department’s leaver process and action you need to take prior to leaving the Department.

More information on the procedure for ending fixed term contracts is available here.

Dismissal

If the University wishes to terminate your employment you will be given, except in the case of serious misconduct, due notice. This will be a period of notice not less than the following:

Period of unbroken service

Notice period

Less than one year

Not less than one week

More than one year but less than five years

Not less than four weeks

More than five years but less than nine years

Not less than eight weeks

Nine years or more

Not less than twelve weeks

The University may not require you to work your period of notice, but instead may pay you in lieu of notice.

In a case where serious misconduct is alleged, the Head of Department may suspend you with pay immediately until the Human Resources Committee makes a decision. If the University considers that there are grounds for dismissal for serious misconduct, you may be summarily dismissed without notice.

You have the right to appeal against the termination of your employment.

For termination of employment due to disciplinary, please refer to the University’s Disciplinary action, grievances and appeals procedure.  

Much support and information is available during this process along with guidance on redeployment in the University and you will be updated accordingly. For help or queries, please contact Kathleen Pickett, Welfare, Training and Development Adviser or Marita Walsh, Support Services Manager.

Retirement

The University aspires to the highest standards of teaching, research, and administration. It is important that in striving to achieve these aims institutions can plan their staffing structures to allow maximum effectiveness across these activities, whilst considering the wishes of individual employees in relation to their workplans.

The University does not operate a retirement age for assistant staff, contract research staff, and unestablished academic and unestablished academic-related staff. Where the employment of a University officer is extended beyond the retirement age, that employment will be in a fixed-term capacity and the individual will move from an established to an unestablished position. However, the University may continue to rely on retirement as a reason for ending the employment relationship at the end of this extended period of employment, including where there have been successive extensions.

The University’s Retirement policy and procedures is available online.

Members of staff may apply to retire earlier than their normal retirement date, but should first seek advice on how this might affect their occupational pension, if appropriate.

6.e) Leavers Process

The leavers process will be activated when your resignation or notice to retire is received or your contract is confirmed as ending.

For academic-related staff, upon receipt of resignation or notice to retire you will receive an acceptance letter asking you to return any departmental keys, your Mifare card and any parking permit to the department. You will also be asked for forwarding contact details in the event that the Department needs to contact you after you have left.