This policy statement is intended to take account of the new Part-Time Workers Regulations (July 2000) and to make an important contribution to the implementation of the Universities Equal Opportunities Policy.
Lancaster University recognises the benefits that part-time working (including job-share) can offer to employees and to the University. Part-time working allows employees to better manage a balance between work and home commitments; the University in turn benefits from the flexibility that part-time staff can provide and from an increased ability to retain key staff. The University therefore wishes to make available opportunities for part-time working wherever appropriate. The creation of part-time posts, or a willingness to appoint part-time staff to full-time posts also helps to ensure that employment possibilities at the University are opened up to as wide a range of people as possible.
Statement on the use of part-time contracts
In line with legislation in this area, no detriment to the terms and conditions of part-time staff shall normally apply when compared to full-time staff carrying out similar duties under the same type of contract. Specifically, part-time staff will be treated no less favourably in respect of the following pro-rata benefits:
- - Rates of pay, including incremental progression
- - Sickness absence schemes
- - Access to occupational pensions
- - Maternity/parental, sabbatical and other forms of leave
- - Holiday entitlement
- - Opportunities for promotion
- - Access to training
- - Discipline/grievance procedures
- - Redundancy
Existing part-time staff will retain the right to continue working on a part-time basis. Should there be a need to increase the amount of time worked, the opportunity will be offered in the first instance to the existing post-holder but there should be no pressure to accept. Existing full-time staff will not be expected to transfer to part-time work except by the agreement of both parties or where such an offer may constitute a possible redeployment opportunity.
Requesting a change to part-time working
It is possible for a member of staff to change their contract from full-time to part-time (or the reverse) with the agreement of the University. Applications to work part-time will be treated sympathetically, especially when they relate to a member of staff returning after maternity leave, to determine how the request might accommodate to operational needs. Decisions on these matters will normally rest with the relevant Head of Department and Dean (or equivalent), or in the case of academic staff, applications may be referred on to APP. Where an application is refused, the University will provide objective reasons for its decision.
Requests should be made in the first instance to the Head of Department (or equivalent). Such requests should make clear the reasons why the request is being made.
It will be for the Head of Department (or equivalent) to consider and discuss the request with the person concerned. The focus of the discussion will be to explore if the work can be adequately carried out via part-time arrangements or by a job-share, when set against the needs of the department.
If a prima facie case for a variation of contract has been made, the matter will be referred on to the Dean or to APP for agreement.
If a member of staff does not consider that their request has been dealt with fairly, the matter should be referred to Human Resources Department.