employee’s line manager, following where practicable the University’s normal procedures available at . 22.2 All statutory provisions will be followed regarding rights to trade union representation or accompaniment by a work colleague, whether this is done or via alternative provision e.g. Skype. 22.3 Where an employee is seconded to an external company, day to day operational direction may be delegated to the host organisation but overall management control will be retained by the University. In order to ensure there is clarity regarding the employment position of the secondee and the host company throughout the secondment, the following rules will be applied: The seconded employee will not owe any duties directly to the host but only to the University The host will not owe any duties to the seconded employee but only to the University The University will retain day to day management control of the seconded employee The University will carry out any appraisals, disciplinary or grievance procedures and University procedures will be followed 23. Termination of Employment during an Employee’s Secondment 23.1 The University has the right to withdraw the employee to the UK at any time for any reason and, at its discretion, to terminate the overseas secondment. Formal notice provisions to terminate the employment will be available under the UK employment contract together with redundancy provisions. Any existing or compulsory redundancy provisions remain unaffected. 23.2 Where an employee’s employment is terminated by the University on the grounds of misconduct or gross misconduct, the employee will be responsible for the full costs of repatriation. 23.4 Where an employee’s employment is terminated by the University for any reason other than misconduct, the University will pay the full costs of repatriating the employee and family to the UK If the employee terminates his or her employment whilst overseas, then all 23.5 assistance will cease from the effective date of resignation, and the University will not meet any costs of repatriation. 23.6 If the employee terminates his or her employment whilst overseas without giving contractual notice, the secondment will summarily terminate. 24. Successive Expatriate Secondments In the event that an employee agrees to a further successive posting in the same or a new host overseas location, some of the provisions in this policy may be appropriate and will be agreed in advance between the employee and budget holder.
employee’s line manager, following where practicable the University’s normal procedures available at . 22.2 All statutory provisions will be followed regarding rights to trade union representation or accompaniment by a work colleague, whether this is done or via alternative provision e.g. Skype. 22.3 Where an employee is seconded to an external company, day to day operational direction may be delegated to the host organisation but overall management control will be retained by the University. In order to ensure there is clarity regarding the employment position of the secondee and the host company throughout the secondment, the following rules will be applied: The seconded employee will not owe any duties directly to the host but only to the University The host will not owe any duties to the seconded employee but only to the University The University will retain day to day management control of the seconded employee The University will carry out any appraisals, disciplinary or grievance procedures and University procedures will be followed 23. Termination of Employment during an Employee’s Secondment 23.1 The University has the right to withdraw the employee to the UK at any time for any reason and, at its discretion, to terminate the overseas secondment. Formal notice provisions to terminate the employment will be available under the UK employment contract together with redundancy provisions. Any existing or compulsory redundancy provisions remain unaffected. 23.2 Where an employee’s employment is terminated by the University on the grounds of misconduct or gross misconduct, the employee will be responsible for the full costs of repatriation. 23.4 Where an employee’s employment is terminated by the University for any reason other than misconduct, the University will pay the full costs of repatriating the employee and family to the UK 23.5 If the employee terminates his or her employment whilst overseas, then all assistance will cease from the effective date of resignation, and the University will not meet any costs of repatriation. 23.6 If the employee terminates his or her employment whilst overseas without giving contractual notice, the secondment will summarily terminate. 24. Successive Expatriate Secondments In the event that an employee agrees to a further successive posting in the same or a new host overseas location, some of the provisions in this policy may be appropriate and will be agreed in advance between the employee and budget holder.
INTERNATIONAL%20SECONDMENT%20POLICY.docx