Changes of Employment
Am I still on the relief/supply list? Why not?
If you have not completed any bank/relief/supply shifts in the past 12 months, the Department will write to you to ask whether you wish to undertake future shifts. If the Department does not receive a response, we will remove you from list.
What is the process to resign?
Please arrange a meeting with your manager in the first instance to discuss handing in your notice. They will be able to advise you as to your notice period.
In order to process your resignation, we will require an OHR5 – termination form to be completed and signed off by the line manager. We will also require a copy of the resignation letter or your signature on the OHR5 form.
This form is to be sent to the Employment Administration Team: HRChanges@gov.im
What is the process to change my hours?
If you wish to change your hours you will need to discuss the options with your line manager who will advise whether the Department can accommodate the request. The manager is not obliged to approve the request however where possible the department will try to accommodate.
If the department approves the change of hours, an OHR3 form will be need to be completed by the manager and signed by yourself and the manager and the form sent to the Oracle Administration Team: firstname.lastname@example.org. The Employment Services Team will issue a letter to confirm the change of hours.
Termination – am I being taken off the Bank too?
If you are resigning from your substantive position, you will remain on the bank/relief/supply list unless you request to leave.
Please note that if you are retiring and wish to claim your pension, we will need to end your bank assignment at the same time as your substantive position. If you wish to remain on the bank/relief/supply, please inform your manager and OHR and we will reinstate you on the list.
I want to go on maternity leave, what do I need to do/process?
In order to process your maternity leave request, please inform your manager in writing, detailing the dates you would like to commence maternity leave and the date you intend on returning to work. We will also require your original Matb1 form.
Please ask your manager to forward a copy of your letter and Matb1 form to our Office and we will issue your letter to confirm your leave and will notify Payroll.
What maternity entitlement am I eligible for?
- Extract from the Public Services Commission Civil Service Regulations, Section F – Maternity:
Public Service Civil Servants
All pregnant officers are entitled to ordinary maternity leave (OML) of 26 weeks from its commencement.
In addition, officers entitled to OML who have been continuously employed for a period of not less than 26 weeks at the beginning of the 14th week before the expected week of childbirth, will be entitled to additional maternity leave (AML) of 26 weeks from the day on which it commenced (equating to 52 weeks total maternity leave OML + AML). AML begins at the end of OML.
An officer who is entitled to maternity leave will also be entitled to maternity pay as follows:
At least 1 year's continuous service at the beginning of the 14th week before the expected week of childbirth - 4 weeks at full pay followed by 4 weeks at half pay
At least 2 year's continuous service at the beginning of the 14th week before the expected week of childbirth - 12 weeks at full pay followed by 6 weeks at half pay
- Extract from the MPTC Handbook:
Every pregnant employee is entitled to 26 weeks‟ ordinary maternity leave. This right applies regardless of an employee’s length of service.
An employee who, at the beginning of the 14th week before the expected week of childbirth, has completed 26 weeks‟ continuous employment is also entitled to a further 26 weeks‟ additional maternity leave, which begins at the end of the ordinary maternity leave.
An employee working full time or part time will be entitled to paid and unpaid maternity leave under the contractual maternity pay scheme if: i) she has 12 months‟ continuous service as described in section 12 at the beginning of the 11th week before the expected week of childbirth. If she does not have the qualifying period of service she will still be eligible to 26 weeks unpaid Ordinary Maternity Leave and if she has completed 26 weeks service at the beginning of the 14th week before the expected week of childbirth is entitled to 26 weeks unpaid Additional Maternity Leave
- Extract from the Public Services Commission Manual and Craft Workers Regulations
Manual and Craft Workers
Every pregnant employee is entitled to at least 26 weeks Ordinary Maternity Leave (OML), regardless of length of service. The contract of employment continues during OML. During her OML period the employee will continue to receive all her contractual benefits other than salary or wages. Maternity pay is detailed in paragraph 9 below.
An employee who has completed 26 weeks’ continuous employment by the beginning of the 14th week before the expected week of childbirth is entitled to 26 weeks Additional Maternity Leave (AML). AML begins at the end of OML. Some terms of the contract continue during AML.
There is no statutory requirement to pay an employee whilst on maternity leave; however details of contractual pay are detailed in 9.3 below.
9.2 A qualifying condition for entitlement to maternity pay is that an employee returns to work for a period of at least three months. This requirement may be varied at the discretion of the Authority on good cause being shown.
9.3 An employee who is entitled to maternity leave (as set out in 3.2) and has attained the relevant length of continuous service by the beginning of the 11th week before the expected week of childbirth will also be entitled to maternity pay as follows:
At least 1 year continuous service
6 weeks at nine-tenths of a week’s pay (less if employee is not eligible for Department of Health and Social Care Maternity Allowance (MA)), followed by 12 weeks at half a week’s pay (without deduction unless combined pay and MA or any dependent’s allowances exceeds full pay)
More than 2 years continuous service
6 weeks at nine-tenths of a week’s pay (less if employee is not eligible for Department of Health and Social Care Maternity Allowance (MA)) (the first 6 weeks is payable whether or not the employee returns to work following maternity leave – see 11.1 below) followed by 12 weeks at half a week’s pay (without deduction unless combined pay and MA or any dependent’s allowances exceeds full pay)
What paternity entitlement am I entitled to?
- Extract from the Public Services Commission Civil Service Regulations, Section F - Paternity
The right to paternity leave allows an eligible officer, who provides the required notice, to take one week or two consecutive weeks leave to care for the baby/child or to support the mother/adopter following birth (paternity leave cannot be taken for any other purpose), with a maximum of 5 days paid leave in any period of 2 years.
The masculine pronoun has been used throughout this section of the Regulations, but all the Regulations apply equally to both eligible male and female officers.
- Extract from the MPTC Handbook:
There will be an entitlement to two weeks paid paternity leave per birth.
This will apply to biological and adoptive fathers, nominated carers, and same sex partners. Eligibility will be twelve months continuous service at the beginning of the week the baby is due.
Those with less service will be entitled to a maximum of two days paid leave and a further eight days unpaid leave. (Please refer to Department of Health and Department of Social Care Special Leave Policy and Procedures in Red Policy folder.)
Any leave granted, whether paid or unpaid, must be taken within eight weeks following the birth.
An employee must complete an Application for Special Leave form at least 28 days before they want leave to start. (Please refer to Department of Health and Department of Social Care Special Leave Policy and Procedures in Red Policy folder.)
- Extract from the Public Services Commission Manual and Craft Workers Regulations:
Paternity Leave Eligibility
2.1 An employee must have worked continuously for the same employer: · For 26 weeks ending with the 14th week before the baby is due (the ‘qualifying’ week) and · From the 14 th week before the baby is due up to the date of the birth
2.2 If the baby is born earlier than the 14th week before it is due and, but for the birth occurring early, the employee would have been employed continuously for the 26 weeks, then he will be deemed to have the necessary length of service.
2.3 An employee is eligible for paternity leave if he has or expects to have responsibility for the baby’s/child’s upbringing and is the biological father of the baby, and/or the husband or partner of the mother/adopter. In the case of a couple who are adopting jointly, the couple can decide who will take Adoption Leave and who will take Paternity Leave.
2.4 A ‘partner’ is someone who lives with the mother of the baby in an enduring family relationship but is not an immediate relative. ‘Partner’ may include a female partner in a same-sex couple.
2.5 Paternity leave must be taken in order to care for the new baby/child or support the mother/adopter of the baby/child.
An employee eligible for paternity leave can choose to take paternity leave of either one week or 2 consecutive weeks. Leave cannot be taken as odd days or as 2 separate weeks. If more than one baby is born as a result of the same pregnancy, or more than one child is placed for adoption as part of the same arrangement, only one period of leave can be taken
If your terms and conditions are not detailed above, please contact the Employment Services Team on Tel: +44 1624 686300 or email: email@example.com.
What is my annual leave entitlement?
Your annual leave entitlement is detailed within your statement of written particulars which you signed when you were offered your post.
If you are still unsure what your entitlement is or your working hours have changed, please contact the Employment Services Team on +441624 686300.
What is my notice period?
Your notice period is detailed within your statement of written particulars which you signed when you were offered your position.
Alternatively you can obtain this information from the following regulations:
- Public Services Commission Civil Services Regulations 2015
- Public Services Commission Manual and Craft Worker Memorandum of Agreement 2015
If your terms and conditions are not detailed above, please contact the Employment Services Team on Tel: +44 1624 686300 or email: firstname.lastname@example.org who will be able to advise.
What is the Mutual Agreed Resignation Scheme (MARS)?
MARS is a scheme under which an individual PSC civil servant, in agreement with their Department/Board or Office and the Public Services Commission, Civil Service, chooses to leave employment in return for a severance payment. A Mutually Agreed Resignation (MAR) is not a compulsory redundancy or a voluntary redundancy, which is currently covered by Section B of the Public Services Commission Civil Service Regulations 2015.
Further information on MARS can be found on our website.