Level E. 5.5.1 A Level E research academic will typically have achieved international recognition through original, innovative and distinguished contributions to his or her field of research, which is demonstrated by sustained and distinguished performance. 5.5.2 A Level E research academic will provide leadership in his or her field of research, within his or her institution, discipline and/or profession and within the scholarly and/or general community. He or she will ▇▇▇▇▇▇ excellence in research, research policy and research training. 1. These procedures provide a process intended to prevent or overcome personal conflict and/or grievances which occur in the workplace and to overcome such conflict or grievance without delay, in a conciliatory, informal and effective manner. 2. It is recognised that staff have the right to express a grievance and to seek a solution for any disagreement arising from working relationships, working conditions, employment practices or differences of interpretation of policy that may arise between members of staff or between the University and a member or members of staff. 3. It is important that the resolution process systematically addresses the issues and ensures that common-sense and the principle of fairness are followed throughout. 4. For the purpose of these procedures a “grievance” is defined as a work-related problem or condition which a staff member believes to be unfair, inequitable, discriminatory or a hindrance to their effective operation. 5. A grievance should be initially discussed by the staff member with their supervisor. Either party to the grievance may seek advice from the Director, Human Resources or from their respective representative. Every endeavour should be made to resolve the matter at the informal stage. If the grievance is not resolved satisfactorily initially, the staff member may continue to negotiate a resolution on an informal basis. Notwithstanding this, the staff member may refer their grievance to the Chair of the panel of conciliators as set out below. 6. In the interest of all parties involved, grievances will be processed in accordance with: 6.1 Common sense and principles of fairness; 6.2 Any enquiry being made on the basis of 'fair dealing' without bias or intimidation to either side; 6.3 A total respect for confidentiality of proceedings at all times regarding both documentation and discussion of issues in order to minimise any undue adverse effects on all parties involved. 7. Where a grievance arises outside of those areas for which there are established processes, a staff member may immediately notify a grievance under these procedures. 8. These procedures shall not apply if the subject of the grievance directly concerns: 8.1 Decisions of the institution's governing body; 8.2 Appointments; 8.3 Promotion; 8.4 Promotion appeals; 8.5 Discrimination or equal opportunity procedures; 8.6 Sexual and/or racial harassment; 8.7 Staff assessment; 8.8 Procedures for dealing with unsatisfactory performance or serious misconduct; 8.9 Procedures for termination on the grounds of ill health; 8.10 Termination of employment which is or is alleged to be harsh, unjust or unreasonable; and/or 8.11 Such other matters as may be agreed between the University and an employee representative. 9. Nothing in the procedures will detract from any right of an employee or their employee representative to refer any grievance to an independent body or tribunal for resolution.
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