The University is working through the implementation of the new policy with faculties and divisions.
Following the announcement in November 2019 of the new fixed-term contracts and casual working policy, and updates to the FAQs in December, the University is currently working through the effective implementation of the new policy.
Paul Boustead, Director of Human Resources & Organisational Development said, “Our aim is to continue the effective partnership exhibited throughout the construction of this policy whilst we further mature the roll out plan.
We understand that colleagues are keen to understand their position and the impact that this policy has on them, and would like to assure you that members of the HR Team will be working with Heads of Department and line managers to work through the individual circumstances.”
Managers will be contacted on a case-by-case basis to discuss individual circumstances and advise on next steps. More specific timelines for these discussions will be shared with Faculties and Divisions around April 2020.
Any requests to transfer to indefinite contract made before this date will be referred to the HR Partner/Advisor as part of departmental/faculty discussions. Recruiting managers are encouraged to consider the spirit and principles set out in the policy when considering future recruiting decisions.
You can find the new policy and related FAQs on the Policies and Procedures page of the Staff Intranet
For any queries in the meantime, please contact firstname.lastname@example.org.
Further updates on equality and working conditions
Nationally, tripartite talks on the future of pensions, pay and working conditions are ongoing, and making progress. UUK and UCEA issued a joint letter on 19th February providing an update on the sector-wide work being undertaken to ensure HE staff across the sector are fairly treated and rewarded for the work they do.
At Lancaster, the fixed-term and casual working policy is one of the measures which the University is using in an effort to improve equality and working conditions.
Alongside this, our Gender Pay Gap Task Group’s report was published recently and a number of positive changes will be introduced which include improved practices for recruitment and promotion, as well as better working practices which will make it easier for you to combine work and family commitments.
Further updates will be provided in the coming weeks, including the publication of our institutional Athena Swan action plan – a set of actions for the university to undertake on the back of the self-assessment process which lead up to resubmission for the Athena SWAN award.
This news story originally appeared on Lancaster University Staff intranet (access to staff at the University only).