Paid adoption leave is available to employed people who are adopting a child on their own, or for one member of a couple who are adopting together. The couple can decide who'll take the paid leave. The other member of the couple, or the partner of the adopter, may be able to take paid paternity leave. The University's policy on adoption leave is outlined in detail. Benefits are provided at a higher level than the statutory minimum.
Heriot-Watt University aims to secure the regular attendance at work of all members of staff in order to meet mutual contractual obligations. To this end formal procedures for pre-employment health screening have been put in place. The University recognises that a certain level of absence may be necessary for medical reasons. It is the University's policy to offer security of employment during such periods, subject to operational requirements. The notification and paperwork requirements are detailed.
The pay and grading structure at Heriot-Watt is based on 51 spinal column points which are agreed at national level.
Research misconduct is defined as the fabrication, falsification, plagiarism or deception in proposing, carrying out or reporting results of research or deliberate, dangerous or negligent deviations from accepted practices in carrying out research. The University cannot be prescriptive about individual approaches taken by researchers to solving particular research problems. However, the University tries to ensure that an adequate structure exists to promote and promulgate good research practice, emphasizing integrity and rigour in research, and to create a culture in which the following general principles can be understood and observed.
Staff appointed to permanent posts, or posts of 5 years or over, who have to move house to the Edinburgh area, are reimbursed for their physical removal expenses (i.e. furniture and effects). If relocating from outside the UK, this applies from the port of entry only. A resettlement allowance is paid to academic and academic-related staff appointed to permanent posts, where on first appointment they have to move house to the Edinburgh area.
The aim of this policy is to provide for the fair and consistent treatment of employees who, through ill health or disability, are no longer capable of fulfilling their contractual duties. The policy, procedure and guidance applies to all employees of the University. Prior to embarking on this process managers, in association with the Human Resources Adviser, must determine whether any reasonable adjustments can be made to the existing workplace and/or duties. Adjustments may involve reduction in hours, changes to work patterns or physical adjustments to the work environment.
Having a criminal record will not necessarily debar you from working with Heriot-Watt University. This will depend on the nature of the position, together with the circumstances and background of your offences. Heriot-Watt University actively promotes equality of opportunity for all with the right mix of talent, skills and potential, and welcomes applications from a wide range of candidates, including those with criminal records. The selection of candidates for interview will be based on skills, qualifications and experience.
The University has agreed a policy on selection of staff in the RAE 2008 submission which lays out the basis on which selection decisions will be made.
The University has agreed the procedures that Heriot-Watt will use when deciding to submit for assessment in RAE 2008. These are designed to ensure that the process of selecting staff is free from discrimination.
Heriot-Watt University is committed to creating an environment in which all staff and students are treated fairly and equitably. This Race Equality Policy is to provide guidance and encouragement to members of the University community to integrate the principles and practice of race equality into all the relevant aspects of University life.
It is the policy of Heriot-Watt University that all of our workplaces are smoke-free and all employees have a right to work in a smoke-free environment. The policy came into effect on 26th March 2006 and was reviewed six months after implementation. Subsequent reviews will be conducted at least every two years thereafter by the Support Services Board. This policy was developed to protect all employees, service users, students and visitors from exposure to second-hand smoke.
It is the policy of Heriot-Watt University that all of our workplaces are smoke-free and all employees have a right to work in a smoke-free environment. These guidance notes clarify what the law means in practice, what constitutes non-compliance, the policy for staff entering student smoker's rooms and who will be enforcing the policy.
New members of staff are eligible for a combined Library and Staff Card. Cards are issued at the Registry via Human Resources. Any new member of staff requiring a Library/Staff Card should telephone Human Resources on extension 3449 or 3627. Staff need not provide a photograph.
