UNIVERSITY-OF-GLAMORGAN

					                     UNIVERSITY OF GLAMORGAN
                      PRIFYSGOL MORGANNWG

                LEAVE OF ABSENCE REGULATIONS

SECTION 1: SCOPE OF POLICY

The Leave of Absence Regulations apply to all staff with University
of Glamorgan terms and conditions of employment, and provide
guidance to Deans of Faculty/ Heads of Corporate Departments in
dealing with requests to grant staff time off from work, as specified
below, other than for the following reasons, which are subject to
separate procedures:

   Sickness Leave

   Maternity Leave

   Paternity/Partner’s Leave

   Parental Leave

   Adoption Leave

   Staff Training and Development

   Time Off for Trade Union Duties and Activities

   Annual Holidays

   Private Consultancy Work

   Time Off for Dependants

SECTION 2: CONDITIONS

1. All absences are subject to the needs of the University being
   met.

2. Approval for Leave of Absence must be obtained in advance.

3. Absences due to emergency and/or unforeseen reasons, where
   approval has not been obtained in advance, must be notified to
   the Dean of Faculty/ Head of Corporate Department by 10.00
   a.m. on the first day of absence.




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     4. Relevant evidence (e.g. appointment card) should be available at
        the time of application for leave, to substantiate the need for
        absence.

     5. Staff should make efforts to schedule, where appropriate,
        extraneous activities outside of hours that they would normally
        be at work.
        Staff should consult their contracts of employment and refer to
        their Dean of Faculty/ Head of Corporate Department before
        seeking appointment to outside bodies.

     6. Unpaid leave will only be granted if annual leave has been
        exhausted.

     7. Unauthorised absences, for any other reason than those at (3)
        above, will result in loss of pay and may lead to disciplinary
        action.

     8. There shall be no entitlement to sickness pay during approved
        unpaid leave.

     9. The Vice Chancellor or his/her representative will determine
        appropriate measures to provide for uncontrollable absences,
        such as inclement weather.

     Deans of Faculty/ Heads of Corporate Department should consult
     their Human Resources Officer, for clarification of any matter arising
     from these Regulations, and on those occasions when leave is
     requested for exceptional circumstances beyond those which are
     specified below.

      SECTION 3: ENTITLEMENTS

     LEAVE OF ABSENCE – NON-DISCRETIONARY

     Reason for Absence            Paid/                    Duration
                                   Unpaid
Personal attendance for medical   Paid       As necessary
etc appointments
Death of a spouse, partner,       Paid       Up to day of funeral, and beyond at
child, parent, person in the                 discretion of Dean of Faculty/ Head
same household #                             of Corporate Department
Local Authority Membership        Paid       Up to 18 days p.a.
(and activities arising
therefrom) (See Note 4)
As above                          Unpaid     Beyond 18 days p.a.
Community Council Membership      Paid       Up to 6 days p.a.


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As above                            Unpaid   Beyond 6 days p.a.
Jury Service                        Paid*    As necessary
Justice of the Peace                Paid*    Up to 18 days p.a.
As above                            Unpaid   Beyond 18 days p.a.
Unpaid appointments to and          Paid     Up to 9 days p.a.
membership of public bodies(eg
School Board of Governors)
As above                            Unpaid   Beyond 9 days p.a.



      LEAVE OF ABSENCE - DISCRETIONARY

Caring for seriously ill            Paid     Up to 5 days
dependants at home #
As above                            Unpaid   Beyond 5 days
Visiting seriously ill dependants   Paid     Up to 1 day
in hospital #
Death of relatives and friends,     Paid     Up to 1 day
and attendance at funerals #
As a participant or official in     Paid     As necessary
National or International
Sporting/Cultural events
As a participant or official in     Unpaid   As required
non- National or International
Sporting/Cultural events
Honours, Degree Ceremonies          Paid     Up to 1 day
etc – personal
As above                            Unpaid   Beyond 1 day
Paid appointments to and            Unpaid   As necessary
membership of non-public
bodies
Membership of a Statutory           Unpaid   As necessary
Tribunal (See Note 4)
Membership of a police              Unpaid   As necessary
authority established under the
Police Act of 1996 or the
Metropolitan Police Authority
(See Note 4)
Membership of an independent        Unpaid   As necessary
monitoring board or a prison
visiting committee (See Note 4)
Membership of a relevant            Unpaid   As necessary
health body (See Note 4)
Membership of a relevant            Unpaid   As necessary
education body (See Note 4)
Membership of the Environment       Unpaid   As necessary


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agency (See Note 4)
Membership of a water              Unpaid     As necessary
customer Consultation Panel
(See Note 4)
Unpaid appointments to and         Paid       Up to 9 days p.a. in total
membership of non-public
bodies (eg Trustee of a charity)
As above                           Unpaid     Beyond 9 days p.a.
As above                           Unpaid     Beyond 10 days p.a.
Non-regular Armed Forces           Paid       Up to 10 days p.a.
Employment interviews with         Paid       Up to 1 day plus reasonable
other educational                             travelling time
establishments
All other employment               Unpaid     As above
interviews

      *Subject to allowances being recovered by the University

      #A dependant is the husband, wife or partner, child or parent of the
      employee. The definition would also include an individual who lives
      in the same household as a member of the family, for example a
      grandparent. The definition does not include tenants or boarders
      living in the family home, or an individual who lives in the
      household as an employee, such as a housekeeper.

      SECTION 4: NOTES

      1. Deans of Faculty/ Heads of Corporate Departments should record
      all absences, in order that the necessary payroll adjustments can be
      made

      2. In cases of illness, injury or where care arrangements break
      down, a dependant may also be an individual who reasonably relies
      on the employee for assistance. This may be where the employee is
      the primary carer or is the only person who can help in an
      emergency; a relative who lives close by, or a lone neighbour, may
      fall ill, for example.

      3. In all cases employees are required to keep their
      Faculty/Department fully informed of the circumstances and
      expected duration of their absence, as their colleagues will be
      expected to provide cover.

      4. Under the Employment Rights Act 1996, section 50, employees
      have the right to a reasonable amount of unpaid time off work for
      the performance of public duties.




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Revision   Issue Date   Revision Description         Author   HR Approval   Formal Approval
3.0        25 10 07     Scheduled update             JFB      CT
4.0        14 05 0-8    Repaired omission            JFB      JFB
5.0        29 04 09     Time off for Public Duties   JFB      JFB/BE




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