appointments to cope with unexpected or unpredictable period of demand over a time-limited period. With regard to time-limited research projects where the “externally-funded, prospect of continued funding is unlikely”: a fixed term appointment will usually only apply to the employee’s first appointment with the University, where there is no evidence of continued funding. In such circumstances, the University's commitments under the research concordat will apply. In circumstances where funding bodies do not permit the holders of research fellowships to have an open-ended position or where the funding cannot be used for open-ended appointments, individuals may need to be offered a fixed term contract to fulfil the conditions of the funding body. Workers are entitled to some employment rights Worker A worker is defined in regulation 2 (1) of the Working Time Regulations 1998 as including: (including casual someone who works under a contract of employment or any other contract, “ whether express or implied…. whereby the individual undertakes to do or or irregular the National Minimum Wage working) perform personally any work or services for another party to that contract”, holiday pay provided they are not a client or customer of the individual’s profession or protection against unlawful business. discrimination the right not to be treated less A worker is associated with casual or irregular working arrangements. An favourably if they work part-time. individual is likely to be a casual or irregular worker if most of these apply: Workers are not entitled to: they occasionally do work for a specific organization the organization doesn’t have to offer them work and they don’t have to minimum notice periods if their accept it - they only work when they want to employment will be ending, for example their contract with the organization uses terms like if an employer is dismissing them ‘casual’, ‘freelance’, hours’, required’ or something similar protection from unfair dismissal ‘zero ‘seasonal’, ‘as they had to agree with the organization’s terms and conditions to get the right to request flexible working work - either verbally or in writing time off for emergencies
appointments to cope with unexpected or unpredictable period of demand over a time-limited period. With regard to “externally-funded, time-limited research projects where the prospect of continued funding is unlikely”: a fixed term appointment will usually only apply to the employee’s first appointment with the University, where there is no evidence of continued funding. In such circumstances, the University's commitments under the research concordat will apply. In circumstances where funding bodies do not permit the holders of research fellowships to have an open-ended position or where the funding cannot be used for open-ended appointments, individuals may need to be offered a fixed term contract to fulfil the conditions of the funding body. Worker (including casual or irregular working) A worker is defined in regulation 2 (1) of the Working Time Regulations 1998 as someone who works under a contract of employment or “ any other contract, whether express or implied…. whereby the individual undertakes to do or perform personally any work or services for another party to that contract”, provided they are not a client or customer of the individual’s profession or business. A worker is associated with casual or irregular working arrangements. An individual is likely to be a casual or irregular worker if most of these apply: they occasionally do work for a specific organization the organization doesn’t have to offer them work and they don’t have to accept it - they only work when they want to their contract with the organization uses terms like ‘casual’, ‘freelance’, ‘zero hours’, ‘seasonal’, ‘as required’ or something similar they had to agree with the organization’s terms and conditions to get work - either verbally or in writing Workers are entitled to some employment rights including: the National Minimum Wage holiday pay protection against unlawful discrimination the right not to be treated less favourably if they work part-time. Workers are not entitled to: minimum notice periods if their employment will be ending, for example if an employer is dismissing them protection from unfair dismissal the right to request flexible working time off for emergencies
Employment_Status_19_April_17.docx