A14: Main page
Page contents:
1. Notice periods
2. References
3. Redeployment and redundancy
4. Retirement matters
5. Agreed severance procedure
1. Notice periods
1.1 Resignation including retirement
If you resign you are required to give the following minimum periods of notice in writing:-
- If you have been continuously employed by us for up to 3 months = 1 week
- If you have been continuously employed by us for 3 months but less than 2 years = 4 weeks
- If you have been continuously employed by us for more than 2 years and are in pay bands A - E = 4 weeks
- If you have been continuously employed by us for more than 2 years and are in pay bands F & upwards = 12 weeks
1.2 If dismissed
If you are dismissed other than summary dismissal for gross misconduct or redundancy (see Redeployment and Redundancy guide appendix A14:2) the following notice will be given:
| Length of continuous employment | Length of notice |
|---|---|
| If you have been continuously employed by us for up to 3 months | 1 week |
| If you have been continuously employed by us for 3 months but less than 2 years | 5 weeks |
| If you have been continuously employed by us for more than 2 years but less than 12 years | 1 week for each complete year employed, subject to a minimum of 5 weeks notice |
| Employees continuously employed for 12 years or more | 12 weeks |
1.2.1 If you have been continuously employed by us for at least one year and you are dismissed (with or without notice), you can on request, receive a written statement of the reasons for your dismissal. We will provide the statement within fourteen days of the request.
1.3 Premature retirement
If you retire early on grounds of ill health or in the public interest, longer periods of notice than those given in paragraph 1.1 may apply. Further information is available at www.jsspensions.org.uk.
1.4 Payment during notice periods
1.4.1 We will pay you for any working day up to and including the effective date of termination. In cases of dismissal this will be the last working day of your period of notice.
1.4.2 If you leave before the end of your notice period, you will be paid up to your last working day of employment.
1.4.3 We will deduct from your final payment of salary and/or expenses any monies owing to us including those relating to:
- Outstanding loans
- Advances of pay
- Overpayments of any description
- If you have taken more leave than your entitlement at your effective date of termination
1.5 Compensation In Lieu of Notice (CILON) (including redundancy)
If for any reason (other than summary dismissal), we cannot give you the minimum period of notice you will receive compensation in lieu of the unexpired period of notice.
2. References
Guidance on giving and receiving employment references is set out in HRG guidance note: Guidance on giving and obtaining employment references (PDF 88KB).
3. Redeployment and redundancy
See appendix A14:2 (the Redeployment and Redundancy guide).
4. Retirement matters
Employees in the Research Council's pension scheme have a pension age according to the scheme they are in:
- For members of the Classic, Classic Plus and Premium schemes this is age 60
- For members of the NUVOS scheme this is age 65
- Details of the pension schemes are available from Joint Superannuation Services (JSS) - www.jsspensions.org.uk
In addition you may apply flexibly or retire early, please see Appendix A14.8 for further information.
5. Agreed Severance procedure (AS)
For details of the procedure, please see Appendix A14.10.
Last updated 21/07/11
Amendment 130 - July 2011