Loading...
Home
Search
People Finder
Contact Us
policy
As employees of Heriot-Watt University, all members of staff have a duty of fidelity to the University under their contracts of employment. Conflict of interest is defined as actions or situations that could lead to an individual's obligations to the University being influenced by that individual's considerations of personal gain, or gain to immediate family, whether financial or otherwise e.g. directorships, licensing of intellectual property, outside activities and consultancy etc. This document sets out the policy and procedures for managing and/or declaring a conflict of interest situation within the University.
The University needs to obtain and process certain information about its students to allow it to register students and organise courses as well as other activities. This information is collected and used fairly, stored safely and not disclosed to any other person unlawfully. If you have any questions about our Data Protection procedures, please consult our policy.
In the event of the death of a member of staff, it is important that all appropriate personnel are informed. Whoever receives the information should immediately contact the Human Resources Office who will be responsible for ensuring that the appropriate personnel are informed.
University employees may take a reasonable amount of unpaid time off work to deal with unexpected or sudden emergencies involving a dependant and to make any necessary longer term arrangements. Typical situations include the breakdown of care arrangements for a dependant, a child falling sick or being injured or a dependant going into labour. The criteria for eligibility end entitlement are outlined as well as an explanation of the procedure.
Heriot-Watt University is committed to ensuring that all employees are valued and treated with dignity and respect while at work, irrespective of their race, colour, nationality, ethnic origin, disability, age, religion or similar philosophical belief, trade union membership, marital status, sex, sexual orientation or gender assignment. Any form of harassment or bullying is unacceptable, and the University will not tolerate or condone such behaviour. Furthermore, it guarantees that all complaints will be thoroughly and fairly investigated. This policy aims to provide a remedy for unreasonable or unjustifiable behaviour, but is not intended to inhibit reasonable and effective management of staff.
Heriot-Watt University is committed to equal opportunities for all, irrespective of disability. All members of the University community are responsible for playing their part in achieving the aims of this policy. Policy commitments include improving access in the built environment, improved communication for disabled people, ensuring equal opportunities in employment practices, to ensure provision for disabled students to educational services such as selection based on ability, alternative teaching approaches and more.
In order to achieve Heriot-Watt's aims and maintain a high quality of service and delivery from all members of staff, the University has a disciplinary policy and procedure designed to help and encourage all employees. The University expects its employees to maintain acceptable standards of attendance, conduct and job performance, in the course of their employment with the University. The disciplinary procedures for different categories of staff are outlined in detail.
These procedures cover non academic-related incidents regarding unacceptable behaviour by students in Halls of Residence and on campus for the guidance of wardens and security personnel. It does not cover incidents relating to unacceptable behaviour in the University Library or the inappropriate use of computing facilities. The reporting and handling of offences is covered as well as the penalties that can be imposed. Example incidents are covered and an Incident Report Form is appended.
The University will consider all requests for early retirement from employees aged 50 or over with at least five years service subject to the rules of the member's specific pension scheme. In certain circumstances, staff may be subject to an actuarial reduction if they take early retirement. The age at which employees are able to retire may also vary.
Heriot-Watt University is committed to equal opportunities for all, irrespective of sex, colour, ethnic origin, disability, age, marital status, religious or political beliefs, trade union membership, sexual orientation or any distinction deemed to be irrelevant. The University welcomes diversity among all staff and students is always working to create conditions whereby the treatment of students, staff and applicants for employment or study is on the basis of their relative merits, abilities and potential, relative to the genuine requirement of the job or course.
