Family Support Policies and Flexible Working Policy at The School of Biological Sciences
The School of Biological Sciences at the University of Edinburgh has local policies supporting family needs and flexible working arrangements. These policies include parental leave cover, workload expectations upon return from parental leave, and flexible working options. The school ensures that staff on parental leave are adequately supported without overburdening existing employees. Academic staff may receive cover for teaching responsibilities and research duties. Upon returning from parental leave, academics benefit from reduced workloads to ease their reintegration. Flexible working requests are considered with respect to individual needs and business requirements. The school also provides support through the Family Support Fund to help staff and PhD students balance caring responsibilities with career development opportunities.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. Download presentation by click this link. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
E N D
Presentation Transcript
Family support policies and flexible working policy
The School of Biological Sciences has local policies that complement the University of Edinburgh policies. Parental leave cover Return from parental leave -workload expectations Flexible working Family support fund www.ed.ac.uk/biology/equality-and-diversity
Parental Leave Cover Principle: to provide cover for staff on parental leave and to ensure that it does not result in significant workloads being distributed amongst existing staff. Staff funded by School: the default policy is that for extended leave (>8 weeks) the School will provide cover, usually by employing a replacement position. Academic teaching staff: cover post will normally cover teaching responsibilities and may take on research management duties
Parental Leave Cover Academic research fellow: cover post if teaching responsibilities are sufficient to justify cover appointment Research and technical staff funded through grants: most funders will pay for cover allowing to hire a replacement/or extend contract. If not, the School will consider funding on a case by case basis. Professional services staff: the School will arrange cover No cover provided for PhD students
Academics returning from parental leave Principle: this is intended as help to allow the researcher to re- establish research programs On return to work: reduced service (admin & teaching) workload expectations by 50% for 12 months (pro-rata to % full-time hours) For shared parental leave, arrangements for either parent/carer considered on a case by case basis. We strongly encourage you to discuss this with your line manager before going on leave.
Flexible working request All flexible working requests will be considered regardless of individual reasons. If a manager is considering declining because of a business requirement, this should be referred to Head of School (for academics) or Director of Professional Services (for support staff) to ensure all options have been considered.
Family support fund Principle: to ensure staff and PhD students with caring responsibilities are not disadvantaged in their ability to attend conferences or other career development opportunities. Small fund that all staff/PhD students can apply to at any time. Intended to cover additional dependent care expenses incurred. E.g. For a carer or travel expenses for carer. Each case will be considered individually. Amounts up to 350 can be requested.
