Work at Birmingham Newman University

Birmingham Newman University is committed to continual improvement and excellence in all aspects of its undertaking, including its management of Health & Safety at work.

This policy statement reflects our approach and commitment to ensure the Health, Safety and welfare of our students while on campus, our employees (whether permanent, temporary or contract) and that of any other persons who may be affected by our activities.

The University will ensure legal compliance as a minimum, with the requirements of relevant Health & Safety legislation and strive to meet best practice set by sector and HSE approved Codes of Practice. We will address significant work-related hazards and determine the measures necessary to eliminate, reduce or control risks to an acceptable level as detailed in our range of Health & Safety Policies, Procedures and Guidance.

We will seek to continually improve our Health & Safety focus and performance in order to reduce the potential for work-related injuries, cases of occupational ill-health and/or other significant workplace Health & Safety incidents.

Everyone on our campus, or associated with us through partnerships, has a responsibility to support and co-operate with the University in fulfilling its Health and Safety obligations by not only ensuring their own Health & Safety but also that of any others who may be affected by their acts and/or omissions. The University will inform its employees of their Health & Safety responsibilities and ensure they are competent to undertake the work expected of them, including providing them with adequate Health & Safety information and appropriate training.

Our aim is to achieve a culture of zero tolerance of unnecessary Health & Safety hazards and risks. To support this commitment, the University will actively engage its employees (and, as necessary, other partners) via representatives (including recognised trade unions) on our H&S Committee.

The Vice-Chancellor, actively supported by the University Council and University Leadership Team, will take all reasonable measures to ensure this policy is effectively implemented, including maintaining an appropriate documented Health & Safety management system and appointing a ‘competent person’ to provide the University with suitable Health & Safety assistance.

This policy statement will be periodically reviewed in order to ensure its continuing appropriateness to meet the managerial, operational and legal health & safety requirements of the University.

As an organisation Birmingham Newman University uses the Disclosure and Barring Service (DBS) to assess applicants’ suitability for positions of trust. The University fully complies with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.

Birmingham Newman University is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical /mental disability or offending background.

This written statement on the recruitment of ex-offenders is available to all Disclosure applicants at the outset of the recruitment process.

The University actively promotes equality of opportunity for all with the right mix of talent, skills and potential and the organisation welcome applications from a wide range of candidates including those with criminal records. Candidates are selected for interview based on their skills, qualifications and experience.

A DBS check is only requested where it is deemed proportionate and relevant to the position concerned. Where a Disclosure is to form part of the recruitment process, job descriptions will contain a statement that a DBS check may be requested in the event of the individual being offered the position.

Applicants invited to interview are encouraged to provide details of their criminal record at an early stage in the application process. If not already detailed within the application form, it is requested that this information is sent under separate, confidential cover to the Human Resources Department at Birmingham Newman University at recruitment@newman.ac.uk. This information will only be seen by those who need to see it as part of the recruitment process.

Unless the nature of the position allows Birmingham Newman University to ask questions about an applicants’ entire criminal record, an individual will only be asked about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974. We encourage all applicants to provide details of their ‘unspent’ convictions at an early stage in the application process.

The University ensures that all those involved in the recruitment process are suitably trained to identify and assess the relevance and circumstances of offences. They will have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, including the Rehabilitation of Offenders Act 1974.
At interview or in a separate discussion, an open and measured discussion will take place on the subject of any offences or other matter that may be considered relevant to the position.

Failure to reveal information that is directly relevant to the position sought could lead to the withdrawal of an offer of employment.

The University undertakes to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.

Having a criminal record will not necessarily bar prospective employees from working at Birmingham Newman University. This will depend on the nature of the position and the circumstances and background of the offences.

Summary of the Terms and Conditions of Employment:

Hours of Work

The standard hours of work are based on 35 hours per week (Academic staff) and 37 hours per week (Professional and Support staff). Your line manager will discuss with you the required working pattern.

Annual Leave

The University’s holiday year runs from 1st August to 31st July (Academic staff) and from 1st January to 31st December (Professional and Support staff). In addition to Statutory Bank Holidays and local discretionary holidays, the post carries an entitlement to 35 working days of paid leave during the course of the holiday year (pro rata if the appointment is made during the holiday year).

Pensions

As an Academic member of staff, you will automatically become a member of the Teachers’ Pension Scheme and contribute between 7.4% to 11.7% of gross salary.

As a Professional and Support member of staff, you may be automatically enrolled into one of the University supported personal pension schemes.  You will contribute 6% of gross salary to the scheme managed by Aviva, or you may join a NEST scheme.  The University will write to you with the details, and if you require further information please contact Human Resources.

Payment of Salary

Salary is payable monthly in arrears on the 24th of each month, unless this date falls on a Saturday/Sunday or Bank Holiday, in which case you would be paid on the Friday before. Payment is made by directly to a recognised bank/building society account.

Probationary Period

All new employees undergo a period of probation in accordance with the University Probationary Scheme and confirmation of employment is dependent on the satisfactory completion of that probationary period.

The probationary period is twelve months for academic employees and six months for all other employees

Medical and Reference Clearance

The appointment is subject to meeting all pre-employment clearances (references, medical and DBS where applicable) and the requirements of the Person Specification for the post.

Eligibility to Live and Work in the UK

In accordance with the Asylum and immigration Act 1996 all new employees are required to provide original documentation, confirming they are eligible to work in the United Kingdom. This will be requested prior to commencement of employment and an offer of employment is subject to the documentation being provided.

Disclosure and Barring Service (DBS)

It is a condition of employment that all relevant posts are vetted by the Disclosure and Barring Service. The University will pay the fee for this service. Any false declarations or any findings from the Disclosure could affect the suitability for employment.

Sickness Pay

If you are absent from work due to sickness or injury, you will be eligible to receive sick pay in accordance with the University Sickness policy, a copy of which is contained in the Staff Handbook. The payment of sick pay is subject to your compliance with the University’s rules for the notification and verification of sickness absence, which are set out in the sickness policy.

Trade Union Membership

The University recognises the following trade unions:

• Academic Staff – University and College Union (UCU)
• Support Staff – UNISON

Full terms and conditions of service will be available to all new staff, but if you require further information prior to employment please contact Human Resources.