INFORMATION FOR COLLEAGUES

HR policy and guidance

We understand that this may continue to be a challenging time for colleagues. One way in which we provide support is through updates and developments to our policies and guidance, in line with government advice. Here we are signposting some key information that may be of value to you.

Alongside this, we have updated our Covid-19 managers guide that will help support you to exercise your judgement as a manager and make decisions that are consistent with the wider university approach, while at the same time taking account of local circumstances and individual needs. guide that aims to support managers to exercise their judgement and make decisions that are consistent with the wider university approach, while at the same time taking account of local circumstances and individual needs.

Annual Leave and Compassionate Leave

It’s important that all colleagues continue to take regular periods of annual leave. The expectation is that colleagues will take their leave entitlement in the current leave year.

If colleagues have any concerns around taking annual leave, then they should speak to their line manager about how their annual leave may be scheduled.

The usual policy is that colleagues can carry forward up to 5 days’ (pro-rata) untaken leave to the next leave year. This should be agreed with their line manager.

The Time Off for Public Duties and Special Leave Policy is available on the HR Policies A-Z . This includes provisions to take time off for compassionate, bereavement or domestic emergency reasons.

Flexible Working

Conversations about flexible working will focus on fairness, transparency, open mindedness and two-way flexibility, with colleagues trusted to give their best. Principles on informally agreeing flexible working are available on the HR A-Z. 

We have also published a Homeworking Policy and Guidance in Response to Covid-19 which provides guidance on discussing work priorities, working hours and contact, equipment, data security/confidentiality and health and safety.

Sickness Absence

If you have symptoms of Covid-19 you must follow Government guidance around self-isolating and testing and tracing.

If you are unfit to work due to a diagnosis of Covid-19 or Covid-19 symptoms, you can self-certify for a period in excess of seven days, even if you have not attended a GP surgery or hospital due to the risk of further infection.

You must inform your manager on the first day of any period of absence, explaining you are absent and stating how long you expect to be absent.

When you report your symptoms or positive test result your manager will ask you a few questions. This will include enquiring about how you are currently feeling; some colleagues who do not have symptoms or feel unwell work from home during the period of self-isolation.

Your manager will also ask if you have been on campus recently, and if you have, when this was and what contact you had with other colleagues, students or other visitors. This is important so that we can continue to maintain a safe working environment on campus for our whole community. Please be as accurate as possible.

Your manager will maintain contact with you during your period of self-isolation and provide appropriate support.

Where colleagues are absent due to a confirmed diagnosis of Covid-19 or because they have Covid-19 related symptoms, it will not count towards their absence thresholds. We have prepared a guide on how to put absence related to Covid-19 into iTrent.

If a member of your household has Covid-19 symptoms and you don’t have symptoms yourself, you do not need to self-isolate if you are covered by new guidance from 16th August 2021.

If you are not covered by the new guidance and need to self isolate, depending on your role you may be able to continue to work from home. If you’re not able to work from home, please still stay at home and discuss with your manager. You may be able to carry out alternative duties that can be undertaken from home.

In all cases, managers should ensure this is recorded and follow the steps regarding ‘other absence’ outlined in the guide on how to put absence related to Coronavirus into iTrent.

Colleagues will not be financially disadvantaged if they are not able to work during self-isolation.

Further information

If you are required to work on campus and anticipate difficulties or have concerns regarding this, (for example if you or a family member are more vulnerable to COVID-19 or you use a busy public transport route), please discuss your concerns with your manager so that appropriate support/adjustments can be provided. More information, including risk assessments, is provided on the ‘Working Safely on Campus’ webpage.

All colleagues, and managers of colleagues, previously furloughed were provided with advice and guidance in relation to this. As the government’s Coronavirus Job Retention Scheme has been extended to 30 September 2021, further information will be provided to colleagues about this. Should colleagues require any further support, they should contact the HR Services Team (HRServicesteam@leedsbeckett.ac.uk).

Leeds Beckett University is proud to be a diverse and inclusive global community.

There is no place for behaviour which undermines the dignity and human rights of other members of the community. We have a zero tolerance approach to racial harassment, aggression or abuse.

We encourage anyone experiencing or witnessing inappropriate behaviour to report it to the University, so that action can be taken. You can find out more by reading our Dignity at Work Policy or, if you feel you need support, you can directly contact Human Resources.

Colleagues are expected to continue to treat each other with respect, tolerance and dignity at all times. This includes postings on social media (guidance is available in the Social Media Policy.

Nurseries, pre-school and schools are open. Where this isn't the case, or where there may be local school closures or your child is required to isolate, you should discuss with your line manager how you will be able to work during school closures, while you may also have childcare responsibilities. 

You are expected to make reasonable arrangements to accommodate the requirement to provide care, such as sharing this with a partner, periods of annual, parental or unpaid leave, and/or working during different times of the day if this is appropriate for your role (or a combination of these). If you have any questions or concerns about this please speak to your line manager, who will contact the Employee Relations team at EmployeeRelationsTeam@leedsbeckett.ac.uk for further advice, as required.

A cautious approach to the resumption of business travel will adopted and kept to a minimum in 2021/22 and approved through our usual structures where necessary. We will be guided by the Government’s FCO travel advice and any national or in-country travel restrictions and will continue to review this position during 2021/22.

If you are required to work on campus and anticipate difficulties or have concerns regarding this, (for example if you or a family member are more vulnerable to COVID-19 or you use a busy public transport route), please discuss your concerns with your manager so that appropriate support/adjustments can be provided. More information, including risk assessments, is provided on the ‘Working Safely on Campus’ webpage.

All colleagues, and managers of colleagues, previously furloughed were provided with advice and guidance in relation to this. As the government’s Coronavirus Job Retention Scheme has been extended to 30 September 2021, further information will be provided to colleagues about this. Should colleagues require any further support, they should contact the HR Services Team (HRServicesteam@leedsbeckett.ac.uk).

Leeds Beckett University is proud to be a diverse and inclusive global community.

There is no place for behaviour which undermines the dignity and human rights of other members of the community. We have a zero tolerance approach to racial harassment, aggression or abuse.

We encourage anyone experiencing or witnessing inappropriate behaviour to report it to the University, so that action can be taken. You can find out more by reading our Dignity at Work Policy or, if you feel you need support, you can directly contact Human Resources.

Colleagues are expected to continue to treat each other with respect, tolerance and dignity at all times. This includes postings on social media (guidance is available in the Social Media Policy.

Nurseries, pre-school and schools are open. Where this isn't the case, or where there may be local school closures or your child is required to isolate, you should discuss with your line manager how you will be able to work during school closures, while you may also have childcare responsibilities. 

You are expected to make reasonable arrangements to accommodate the requirement to provide care, such as sharing this with a partner, periods of annual, parental or unpaid leave, and/or working during different times of the day if this is appropriate for your role (or a combination of these). If you have any questions or concerns about this please speak to your line manager, who will contact the Employee Relations team at EmployeeRelationsTeam@leedsbeckett.ac.uk for further advice, as required.

A cautious approach to the resumption of business travel will adopted and kept to a minimum in 2021/22 and approved through our usual structures where necessary. We will be guided by the Government’s FCO travel advice and any national or in-country travel restrictions and will continue to review this position during 2021/22.