Job Share Working – Agreement for Professional staff

Version 02.0 UPR HR05 (formerly PER/A/3.2)

Effective: 11 October 94. Amended 1 September 2012

1/4

University Policies and Regulations (UPRs)

© University of Hertfordshire Higher Education Corporation (2012)

HR05-Job Share Working - Agreement for Professional Staff-v02.0.doc

JOB SHARE WORKING – AGREEMENT FOR PROFESSIONAL STAFF

The following is the text of the agreement between University management and UNISON signed on 11

October 94:

“1 INTRODUCTION

The University as an equal opportunities employer seeks to offer a range of flexible working

arrangements in order to attract and retain good staff. The University already employs staff

in a variety of contracts including full-time, fractional, part-time, term-time and sessional. Job

sharing is another approach to flexible working. This document outlines the arrangements

This is a voluntary arrangement freely entered into by the University and its employees with

benefits to both. Job sharing can contribute to the achievement of equal opportunities and to

the success of the University by

a creating opportunities to work half-time where previously only full-time jobs and

b attracting to vacancies qualified and suitable applicants who for various reasons

(eg study commitments; family responsibilities; disabilities) are available only for half-

c offering half-time work to staff who wish to reduce their number of paid working hours

In all that follows, the general principle is that job sharers will be treated as fairly as full-time

staff. Managers will be trained to ensure this policy is implemented consistently and fairly.

2 ELIGIBILITY

In principle all posts are open to job sharing.

Managers who consider a post unsuitable for job sharing must be able to demonstrate that

the condition or requirement to work full-time is justifiable; they are advised to contact the

Director of Human Resources (or nominee) before making a final decision to that effect

(i) as a proposal from present staff

Job Share Working – Agreement for Professional staff

Version 02.0 UPR HR05 (formerly PER/A/3.2)

Effective: 11 October 94. Amended 1 September 2012

2/4

University Policies and Regulations (UPRs)

© University of Hertfordshire Higher Education Corporation (2012)

HR05-Job Share Working - Agreement for Professional Staff-v02.0.doc

(ii) from applicants, internal and external, in response to a vacancy advertised as suitable

In order to consider requests fairly, all applications must be made in writing. In situation (i)

above, managers must decide whether the post is suitable for job sharing. As this may not

previously have been considered, managers are advised to discuss each request with the

Director of Human Resources before making a final decision. A manager who is concerned

4.1 In situation (i) above, the employee, manager and Human Resources will agree on suitable

date on which job sharing can commence. The vacant half will be advertised in accordance

with the University's recruitment and selection guidelines. If no suitable partner has been

found the employee will have the option to revert to full-time hours.

4.2 In 3(ii) above, applications for posts advertised as suitable for job sharing will be considered

on their individual merits. Availability for employment on full-time/job share basis will not be

a selection criterion. If the candidate considered most suitable following final interviews is

available only on a job share basis s/he should be offered the post and the University will

appointment; payment and holidays being pro-rata to the number of hours worked. Specific

conditions of service are listed below.

5.1 Contract of employment

Each partner in a job share will have an individual contract of employment. The job

description issued will be that prepared for the established post with any addendum to reflect

agreements at interview where overlap/continuity and/or split tasks are required.

5.2 Hours of work

established total hours where necessary reducing the work time span of attendance.

5.3 Rate of pay

The whole essence of job sharing is not to discriminate against job sharers and it is

essential, therefore, for the full-time pay to be shared pro rata. However, where staff salary

scales apply, it is usual to adopt normal salary formula for each sharer, and calculate a

proportion of that salary based on the number of hours worked by that sharer. It is therefore

possible that job sharers sharing the same post, and working the same number of hours will

not receive the same pay.

Job Share Working – Agreement for Professional staff

Version 02.0 UPR HR05 (formerly PER/A/3.2)

Effective: 11 October 94. Amended 1 September 2012

3/4

University Policies and Regulations (UPRs)

© University of Hertfordshire Higher Education Corporation (2012)

HR05-Job Share Working - Agreement for Professional Staff-v02.0.doc

5.4 Overtime

Overtime payments will be made only to a sharer who exceeds a full normal working week

a matter of choice for the job sharer and no pressure will be applied to the job sharer to do

this.

5.6 Public and Extra Statutory holidays

These will be divided between the sharers pro rata to the number of hours worked. Where

the working arrangements result in a disproportionate share, administrative adjustments will

be made to ensure a fair split.

5.7 Sick Pay

The national and local conditions will apply, pro rata to those paid to a full-time post holder.

5.8 Pensions

working week will have on their particular pension rights. This is particularly important for

5.9 Increments

Normal incremental progressions shall apply on a pro rata basis.

5.10 Appraisal

Each partner will be appraised individually and in the same way as full-time employees.

5.11 Training

5.12 Promotion

Job sharers will be able to apply for promotion in the same way as full-time employees.

5.13 Probationary Service

A job sharer whose suitability for employment is subject to the satisfactory completion of a

probationary period shall be assessed in the same way as a full-time employee. In the event

of a job sharer failing the probationary assessment then the provisions in 6 shall be used.

Job Share Working – Agreement for Professional staff

Version 02.0 UPR HR05 (formerly PER/A/3.2)

Effective: 11 October 94. Amended 1 September 2012

4/4

University Policies and Regulations (UPRs)

© University of Hertfordshire Higher Education Corporation (2012)

HR05-Job Share Working - Agreement for Professional Staff-v02.0.doc

5.15 Redundancy

Provided the job sharer has been continuously employed for at least two years, they will be

entitled to redundancy pay. The amount will depend on their age, length of service and

salary at the time they are made redundant.

In the event of one job sharer, for whatever reason leaving the job sharing partnership the

hours of work previously undertaken by that person shall be offered to the remaining job

sharer. If s/he decides not to work full-time, managers will seek to recruit another job share

partner as outlined in 4.1.

If no suitable partner can be found then the remaining job sharer will be offered wherever

practicable suitable redeployment in accordance with the University's Employment Policy.

The post will revert to a full-time post.

individual merit.

Managers receiving a formal request to job share from an existing member of staff must,

following consultation with the Director of Human Resources reply in writing and send a copy

of all correspondence to Human Resources. There will be an annual review of posts opened

up for job sharing and those which were refused and of the reasons. This will form the basis

of a position statement on job sharing which will be included in the annual review of the

University's Equal Opportunities Employment Policy presented to the Finance and

Employment Committee.

8 REVIEW

The agreement will be reviewed biennially by Human Resources and the Head of Equality

P E Waters

Secretary and Registrar

Signed: 13 August 2012