Students Staff
University of Essex

November 8, 2017

International Men’s Day – Free NHS Health Checks

Filed under: Advice & Support,Athena SWAN,Equality and Diversity — Tags: , — Mohammed Alam @ 5:43 pm

In recognition of International Men’s Day, free NHS health checks for men are available at Colchester and Southend campuses on Wednesday 22 November.

Confidential checks will be carried out by a fully trained Health Check worker, and will take approximately 20minutes to complete. Fully explained results will be provided instantly, guidance will also be provided.

To qualify, you must be male aged between 40-74 years, registered with a local GP or living in Essex and not had a check in the last 5 years.

Testing will take place 10am-6pm at Colchester (mobile testing unit parked by the Ivor Crewe Lecture Hall) and 11.30am-2.30pm at Southend (GB.3.54).

To book your free confidential health check, please call 0800 022 4524 (select option 1), please make sure you advise which campus you are at.



October 4, 2017

Harassment Advisory Network Drop In sessions

Filed under: Advice & Support — Tags: , — Mohammed Alam @ 3:45 pm

The Harassment Advisory Network offers a confidential signposting service for staff, students and visitors who experience any kind of bullying or harassment, relating to, for example, sexual orientation, gender identity, age, race, religion, etc.

We are pleased to announce that our weekly Drop-In sessions, will commence on Tuesday 3 October from 1pm to 2pm in the Multi-Faith Chaplaincy, Room MFC 1. No appointment is necessary, just turn up. An adviser will be on duty to help ‘signpost’ you to routes to solutions and support.

Alternatively, you can make an appointment to speak to a Harassment Adviser by contacting the network by phone on 01206 874334 or through email at harass@essex.ac.uk. There is more information about the network on the Harassment page of our Equality and Diversity website.

If you believe that you have been the victim of a Hate Crime you can report that to the Hate Incident Reporting Centre via hirc@essex.ac.uk or directly to the police. Information on how to do this is on the Reporting Hate Crime page of our Equality and Diversity website.



September 5, 2017

English Classes For Dependents of International Students and Staff (ECDIS)

Filed under: Advice & Support — Tags: , , — Mohammed Alam @ 12:00 pm

The ECDIS programme offers adult dependents of University students, staff or visiting fellows the opportunity to improve their English through free classes on campus. ECDIS also gives participants the chance to meet people from other countries and cultures, and helps students develop their language skills while learning about UK society.

The classes are taught at three basic level: Beginner.Elementary, Lower Intermediate/Intermediate and Upper Intermediate/Advanced and the main focus will be listening, speaking, and reading with some limited focus on writing skills. there is also a weekly Social English session open to all ECDIS students, at which participants have the opportunity to practice their English conversation skills and discuss topics relating to life in Britain.

For more information or to register for these classes, contact us on ecdis@essex.ac.uk

 



August 29, 2017

Supporting you to safeguard members of our community

Filed under: Advice & Support — Tags: , — Mohammed Alam @ 10:36 am

The essence of safeguarding:   “This course just reminds us all to care for one another,” captured by a participant at the close of a recent training session.

Whether we are safeguarding a child (anyone under the age of 18) or adult at risk, essentially we are watching out for those who are most vulnerable and at times, guiding them to our services where they can find help and support, such as Student Support, Occupational Health, and Validium,

Safeguarding those who are most vulnerable is the responsibility of all members of our community, which includes all members of staff, student volunteers, those who are participating in a University activity, a contractor or a visitor to one of our campuses.  Regardless of your role, we all have a duty of care towards our children and adults at risk within our community.

But we don’t expect you to do this alone – training and support is available which will help you know when someone is at risk and who you should tell.

  • Safeguarding Essentials – using case studies, this Moodle module will help you understand the many areas of safeguarding and what your responsibilities are.  It will also guide you on how to escalate a concern and what support is available.  This is an e-learning module and you should allow 1 hour for completion.  Please email safeguard@essex.ac.uk for an access code.
  • WRAP (Workshop to raise awareness about Prevent) is a face-to-face training session which captures one specific area of safeguarding.  By using case studies, this session will help you understand why someone may be drawn into terrorism, guide you on how to escalate a concern and help you understand what support is available both within our community and externally.

Current dates: 12 September (Colchester), 14 September (Southend) and 15 November (Colchester).  Places should be booked via HR Organiser.

Our website also gives you more information, including a link to our new Policy on Safeguarding Children and Adults at Risk and a very helpful guidance leaflet which includes some useful, do’s and don’ts.

If you would like more information about safeguarding please email safeguard@essex.ac.uk.



February 15, 2017

UKCEN and The 3 Million

Filed under: Advice & Support — Tags: — Marty Jacobs @ 11:10 am

Following the European Union referendum on 23rd June 2016, a shockwave has been travelling through the communities of non-British EU citizens who have built their lives in this country. The prospective withdraw from the European Union, known as Brexit, is understandably causing a lot of uncertainty and worry, especially for EU citizens who are part of the University’s diverse education and research community. Ritta Husted, Director of Education for International Academy, has found two excellent resources to help EU citizens and their families.

The first is a closed Facebook group called UKCEN (UK Citizenship European Nationals). The group is supported by a number of immigration lawyers who offer individual advice to questions posed by members on topics such as permanent resident applications and the naturalisation process—this service is free and simply invaluable. You can also read a plethora of informative FAQs and fact sheets through the group.

The other is a not-for-profit organisation and support network called The 3 Million, which campaigns to safeguard and guarantee the rights of EU citizens in the UK, and British citizens in Europe, after Brexit. It takes its name from the estimated number of EU citizens who moved from another member state to live and work in the UK. The organisation is working with politicians and the Government to preserve the rights of all EU citizens in the UK, as well as British citizens living in Europe, now and in the future. It also engages with businesses and public sector organisations to support EU workers. As well as their website, The 3 Million also manage a closed group on Facebook.

Both of these organisations are a fantastic source of support and give those affected by Brexit a way to discuss their options and share experiences.



December 15, 2016

New disciplinary procedure: a fair and consistent approach

The University has launched a new disciplinary procedure.  This is part of our commitment in the People Supporting Strategy to justice in the workplace, including the right to a fair hearing.

High standards of professional behaviour and conduct are essential for the maintenance of a good working environment and the delivery of the University’s strategic plan.  The aim of the disciplinary procedure is to help and encourage required standards of behaviour, conduct and attendance.

The emphasis of the procedure is on tackling issues as they arise and dealing with matters informally without recourse to formal procedures.  If this has not been possible, then the procedure provides a fair and consistent approach – the individual has the right to see the case against them and to have a hearing where they are able to put forward a response.

The new procedure covers all University staff, supplementing the provisions of Ordinance 41.  The procedure sets timings at each stage to encourage a prompt resolution, to the benefit of all involved.

Link HR teams can provide more advice and support on the procedure.



December 8, 2016

Grievance Procedure

The University has launched a new grievance procedure.  This is part of our commitment in the People Supporting Strategy to justice in the workplace, ensuring that our staff have access to proper processes to address concerns which includes the right to a fair hearing.
 
Our new procedure emphasises informal and prompt action wherever possible.  Dealing with issues as soon as they arise and having an honest discussion can help resolve things quickly and protect relationships.   However, if this has not been possible, then it is important that we have an accessible and fair formal process.  
 
The new procedure covers all University staff.  The provisions supplement those of Ordinance 41 and provides more opportunities for employees to have a grievance heard and potentially resolved.  
 
Flowcharts are provided so that all parties are clear about what should happen next, with detailed information about who can take decisions at each stage and what needs to be provided and when.
 
Link HR teams can provide more advice and support on the procedure.


August 30, 2016

Benefits for staff

Filed under: Advice & Support,Gender equality — Tanya Clements @ 9:00 am

Your working life is inextricably intertwined with your personal life; it is difficult, even sometimes impossible, to separate the two. By continually improving our policies, services and terms and conditions of employment, the University of Essex aims to provide an excellent working environment for all, while also encouraging staff to develop a healthy work/life balance. With this aim in mind, we currently offer a selection of benefits to staff, which include:

  • Access to a purpose-built nursery (Colchester campus), which offers outstanding day care to children from three months to five years of age.
  • Childcare vouchers and a flexible benefits scheme to help with the cost of child care.
  • Cycle to work scheme. This Government run tax initiative, first introduced in 1999, is designed to encourage more people to stay fit and healthy by cycling to work. The scheme also aims to reduce the amount of pollution caused by commuter traffic.

Further information on support for your health and wellbeing is available on our website.

Please Note: The University does not automatically assume that partners of staff are of a different sex, and makes every effort possible to ensure that policies, services and workplace benefits apply equally to same-sex partners, as they do to different sex partners, whether or not their partnerships are recognised in the eyes of the law.



August 15, 2016

Sign up for a mindfulness course

Filed under: Advice & Support,Developing Excellence — Tags: , , , , , , — Seryan Mustafa @ 5:23 pm

Workplace Health and Wellbeing are offering our staff the chance to attend an 8-week mindfulness-based stress reduction course at our Colchester Campus. With increasing pressure both in our professional and personal lives, this course will equip you with improved skills to manage modern day lifestyles and encourage mindfulness practice.

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July 22, 2016

University Expenses

Filed under: Advice & Support,Developing Excellence — Tags: , , , — Tanya Clements @ 2:19 pm

Currently, the University handles approximately 7,300 paper claims per year, which amounts to £1.3 million of reimbursements being made to staff members. The current process is manual; from the completion of the claim form, to the input into the payment system.

What is changing?

The University is moving to an online system utilising our current HR and Payroll system, iTrent, to make our processes more efficient and reduce paperwork. It will also allow us to collect information in one place, enabling us to identify issues and take remedial action. Claims will be able to be made directly on HR Organiser, and workflow utilised to move information from claim to approval to payment.

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