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People and Culture

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  • Home
  • About People and Culture
    • Our Structure
    • People and Culture Strategy
    • Staff Charter
    • Key Contacts
    • New Staff Welcome
  • Employees
    • HR Hub
    • Pay, Reward and Benefits
    • Learning and Development
    • Development and Career Progression
    • International Staff Support
    • Wellbeing at Queen's
    • Managing Stress at Work
    • Annual, Family and Other Leave
    • Sickness Absence
    • Employee Experience and Engagement
    • Green Impact
  • Managers
    • Performance Management Toolkit
    • Sickness Absence
    • Leave Toolkit
    • Induction Toolkit
    • Recruitment and Selection
    • Employee Assistance Programme Manager Support
    • Occupational Health Service
    • Workplace Conduct
    • Job Evaluation
    • Redeployment
    • Leaving Employment
  • Work at Queen's
    • Recruitment and Selection
    • International Staff Support
    • Women at QUB
    • Fellowships at Queen's
    • Pay, Rewards and Benefits
    • Learning and Development
  • HR HUB
  • A-Z
  • Diversity and Inclusion
    • Equality Legislation
    • Policies, Procedures and Guidance
    • Fair Employment Return Monitoring Data
    • Disability
    • Menopause
    • Fertility Treatment Leave
    • Celebrating Diversity
    • Faith, Religion and Belief
    • Trans Equality
  • Annual, Family and Other Leave
    • Annual Leave
    • Work Life Balance Policies
    • Other Leave
    • Agile Working Toolkit
  • Legal Services and Employee Relations
  • Learning and Development
    • Researcher Development
    • Learning for All
    • Learning Resources LinkedIn Learning
    • Leadership and Management Development
    • Essential Learning
    • Administrative Skills
    • Career Development Hub
    • Coaching and Mentoring
    • Remote Working
  • News
  • Pay, Reward and Benefits
    • Reward and Recognition
    • Pay and Conditions
    • Financial Support
    • Parents and Caring
    • Discounts
    • Commuting
    • Pay & Reward Benefits
    • Financial & Other Benefits
  • Fellowships at Queen's
    • Illuminate: Vice-Chancellor's Fellowship Scheme
    • Fellowship Academy
    • Externally Funded Fellowships
  • People and Culture COVID Guidance
    • COVID-19: People and Culture FAQs
  • Home
  • People and Culture
  • Annual, Family and Other Leave
  • Other Leave

Other Leave

The University has developed policies and procedures relating to other types of leave.

  • JURY SERVICE

    Members of staff called for Jury Service will receive full pay during absence from the University for this purpose.

  • RESERVE FORCES AND TERRITORIAL ARMY

    A member of staff, who is a member of the Reserve Forces and Territorial Army, and is called up for a period of service or annual training, will, after consultation with the Head of School/Director, usually be granted reasonable paid leave for this purpose in addition to the normal holiday entitlement.

  • TIME OFF FOR PUBLIC DUTIES

    The University wishes to play an active role in the community and fully support our employees in undertaking public duties where this is compatible with the priority needs of the University and will grant reasonable paid leave for this purpose.

    Employees who wish to accept certain public duty appointments must first seek permission from their Head of School/Director. In deciding what is reasonable, your Head of School/Director will consider the time required to perform these duties, the amount of time taken off and the effect on the University’s business. Subject to the needs of the School/Directorate, permission will not unreasonably be withheld.

  • TIME OFF FOR TRADE UNION ACTIVITIES

    Whilst it is recognised that trade union activities are ordinarily conducted out of working hours, the University may on certain occasions grant facilities for meetings during working hours, or partly so, for important issues to be considered.

  • ABSENCE CAUSE BY DISRUPTION TO TRANSPORT OR DUE TO ADVERSE WEATHER CONDITIONS

    From time to time there may be occasions when staff are unable to attend work due to circumstances beyond their control particularly in relation to situations where severe or adverse weather conditions hamper travel or where major disruption is caused to transport facilities by weather conditions or other reasons.Where staff are unable to report to work because of disruption to transport or due to adverse weather conditions the following will apply:

    Absence

    Staff will be expected to take annual leave to cover the period of absence. In circumstances where a member of staff has used all of their leave entitlement then the balance may be taken from leave entitlement for the following year or agreement can be made to take the period as unpaid leave.

    Staff on business

    Where staff are on University business and are unable to return to work the period of absence shall be treated as paid leave. Staff should also be provided with access to advice issued by the Finance Directorate regarding insurance arrangements and reclaiming additional costs incurred.

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