UNIVERSITY of GLASGOW

Human Resources
Home > Services A-Z > Human Resources > Staff handbooks > Academic & Academic Related Staff Handbook > Section 2 - Terms and Conditions of Employment

Section 2 - Terms and Conditions of Employment

Index:


Copyright

The regulations under the 1988 Copyright, Designs and Patents Act limit photocopying of material under copyright to a single 8,000 words of an extract, or one chapter from a book, to be used only for the purpose of private study or research. The 10% limit extends to poems, essays and other short literary works which are regarded as complete in themselves, and may not be copied in their entirety. Photocopying beyond these limits can only be permitted if the material is not in copyright (i.e. in most cases if the author has been dead for more than seventy years) or if the owner of the copyright gives specific permission in each case. Members of staff are required to observe these regulations strictly. More detailed information of these regulations are available in the University library and at www.gla.ac.uk/staff/copyright/about.htm.

Declaration of Interests

The University Court requires that members of Court and Senior Management should declare any personal or business interests which may conflict with their responsibilities to the University.

Declaration of Interests by Court Members and Senior Management

The University Court requires that the Chairman and other Court members and members of senior management should declare any personal or business interests which may conflict with their responsibilities to the University.

Declaration of Interests

Any Court member or member of the senior management of the University who has a material interest, either directly or through a business partner, spouse, (unmarried) partner or close relative, in matters likely to be considered by the University should declare that interest. Such declarations should describe the interest clearly and state whether it carries either direct or indirect financial interests.

Relevant interests in this context are as follows:

Directorships, including non-executive directorships of, or employment by, public or private companies likely or possible seeking to do business with the University. Significant shareholdings in public or private companies or ownership or part-ownership of or employment by businesses or consultancies likely or possibly seeking to do business with the University. Remunerated or honorary positions and other connections with HE institutions which may give rise to a conflict of interest. Ownership or part ownership or other interest in property in the vicinity to the University. Representational or other non-financial interests in areas covering the University (e.g. election as a Councillor or MP for a ward including all or part of the University).

Conduct of Meetings

Any Committee member who has a clear and substantial interest in a matter under consideration by the Committee should declare that interest at any meeting where the matter is to be discussed, whether or not that interest is already recorded in the Register. The member concerned should withdraw from the meeting during the relevant discussion or decision.

Register of Interests

The University Court has established a formal register of interests. The register is made available to the public, on request in writing to the Secretary of Court. The existence and availability of the Register is noted in the Annual Report.

The Register includes details of all directorships and other relevant interest which have been declared by both Court members and members of senior management (as defined above).

The Register is kept up to date by means of an annual survey of interests carried out by the Secretary of Court.


Duties, Participation and Hours of Work

Members of staff are required to carry out such duties as may reasonably be assigned to them by their Head of School/RI/Service or Section, or in the case of a Head of School/RI/Service or Section, by the Head of College or the Court.

General

Contract of Employment

The terms and conditions of employment are set out in the letter of offer, principal statement of terms and conditions of employment and this section of the Academic and Academic Related Staff handbook. These constitute the member of staff's contract of employment in accordance with legal requirements. Where there are variations to the general information detailed below, particularly for Professional members of staff, these will be detailed in the Letter of Offer and/or Principal Statement of Terms and Conditions of Employment, issued on appointment, or any subsequent communications varying the initial terms and conditions of employment.


Academic, Research and Analogous and Other Related Staff

No normal hours of work are prescribed but members of staff must attend at the times and places necessary for the proper performance of their duties. Academic staff are entitled to participate fully in the activities in their School/RI/Service.

The regulations relating to the Heads of Schools/RI's/Services can be found in Appendix A.  At the time of going to print, this document was under review.


Administrative Staff

The normal working week is 35 hours per week, 9.00 a.m. to 5.00 p.m., Monday to Friday, with one hour daily for lunch (unpaid). These hours may be adjusted to meet the needs of individual Schools/RI's/Services. Staff may be required to work late and at weekends without additional payment. Where possible reasonable notice will be given.


Library Staff

The average working week amounts to 35 hours, with one hour for lunch daily (unpaid). This includes evening and Saturday morning duties on rota when the Library is open. These duties will not normally amount to more than one evening per week and one Saturday morning in four.


Clinical Academic Staff

Additional Duty Hours for Clinical Academic staff, in relation to clinical on-call payments for staff holding honorary contracts below consultant level, will be the subject of a separate contractual arrangement with the appropriate Trust and do not normally form part of the University contract.

Where members of Clinical Academic Staff are required as part of the contract to undertake clinical duties the appropriate Trust will issue an honorary (unpaid) contract at the appropriate grade usually Specialist Registrar or Consultant. For doctors on the West of Scotland training scheme, the honorary Specialist Registrar grading is awarded by the appropriate Trust after consultation with the Head of School/RI. New members of staff are not permitted to treat patients until the honorary contract has been issued.


Notice Requirements

Academic & Academic Related inc. Other Related and Research & Analogous Staff

Any notice to terminate your employment should take into account that your employment will terminate at the end of an Academic semester or an Academic term.  The minimum period of notice, to be given in writing by either your or the University in the event of termination, will be three months. You will be required to give four months notice if the effective date of your termination is at the end of a long vacation. You are required to notify the Human Resources Service of your resignation through your Head of School/RI/Service. The University reserves the right to make a payment in lieu for all or part of your notice period.

ALC Staff

The minimum period of notice, to be given in writing by either your or the University in the event of termination, will be three months. You are required to notify the Human Resources Service of your resignation through your Head of School/RI/Service. The University reserves the right to make a payment in lieu for all or part of your notice period.

In all cases, the period of notice may be shortened by mutual agreement.


Retirement

Normal Retirement

The normal retirement age for all members of staff is 65 years and will normally take effect on the day of your 65th birthday.


Early Retirement

Early retirement is available under certain circumstances for members of staff over 50 and interested parties should contact the Superannuation Section of the Finance Office for further information on benefits available. Details on the Universities Superannuation Scheme can be obtained from www.usshq.co.uk/


Salary

Salaries are paid in accordance with scales and grades agreed nationally with AUT, part-time staff covered by these conditions being paid pro-rata. Any changes in the salary or grades shall be notified on the payslip of all members of staff affected. Current salary scales can be accessed from the following website:

In addition, rates of pay for part-time casual staff can be accessed at www.gla.ac.uk/services/humanresources/policies/a-g/atypical_work/.

For appointments supported by outside funds, the implementation of any change in salary scales is dependent upon the additional cost being met by the funding body.


Grade Definitions for Academic-Related Staff

See Appendix B for the agreed grade definitions for Academic-Related Staff.


Grade Definitions for Research and Analogous Staff

See Appendix C for the agreed grade definitions for Research and Analogous Staff.


Method of Payment

Salaries are paid monthly in arrears direct to the member of staff's bank or building society account by Bankers' Automated Clearing Services (BACS). Date of payment will normally be the last banking day of the month and members of staff will receive a salary advice slip showing full details.


Advances of Salary

An advance payment or payment to account shall be deducted normally in the next pay period when it represents:

i) an estimated payment for work done and the correct payment for the work done will be included in the next pay period or,

ii) an amount paid in advance of when it would normally be payable (a payment of this type will only be agreed in exceptional circumstances).
Annual Salary Increments
At the time of going to print the incremental dates are under review.


Promotion

The procedures for advancement and promotion are advised annually by the University Court. Heads of Schools/RI's/Services are advised of the timetable and procedures to be followed. The procedures are posted on the Human Resources Service web site:- Promotion/Regrading/ Reward. Decisions are made by the Court, advised by Committees of Review (reporting in turn to the Board of Review) and by the Committee on Personal Professorships and Readerships. Members of staff may apply through their Heads of Schools/RI's/Services.

The procedures are currently under review but can be found at Appendix D.


Special Leave

In certain circumstances special paid leave may be granted, e.g. compassionate leave, bereavement leave at the discretion of Human Resources Service (jury service is compulsory), and application for such leave should be made through the Head of School/RI/Service. In addition as from 15th December 1999, legislation has been introduced in the Employment Relations Act 1999 to give parents a statutory right to parental leave.

Superannuation

Members of staff are normally eligible to contribute to the Universities' Superannuation Scheme (USS) and on appointment shall be deemed to be in membership of the scheme and contributions deducted accordingly, unless the University is advised in writing prior to the commencement of employment of a wish not to join. Full details of the scheme can be found in Appendix E and further information is available from the Superannuation Section, Finance Office.


APPENDIX E

Superannuation

The Universities Superannuating Scheme (USS) is the scheme which most academic and academic-related University staff are eligible to join.

Support for USS by Employers and the Association of University Teachers

Both the committee of Vice-Chancellors and Principals and the Association of University Teachers are committed to maintaining the Universities Superannuation Scheme (USS) as the main source of pension benefits for academic and academic- related staff in USS Institutions.

Occupational pension schemes fall broadly into two main categories, i.e. 'money purchase' or 'final salary'. USS is a final salary scheme.

A money purchase (or defined contribution) scheme works on the principle that funds are built up over time by investing periodic contributions. The ultimate level of pension benefit is entirely dependent upon the performance of the investments over the period and also prevailing interest rates at the time the investments mature.

Final salary (or defined benefit) schemes, on the other hand, offer the member a guarantee of an annual pension based on a fraction of pensionable salary for each year of pensionable service, plus a lump sum (currently tax free) subject to Inland Revenue limits. The level of investment performance achieved by the scheme is immaterial as far as the ultimate level of pension benefits receivable by the member is concerned.


Your State Pension Entitlement

Everyone employed in the UK pays towards pensions in one way or another. The only difference is how much you pay, and in what way.

You pay compulsory national insurance contributions to the state retirement pension scheme, as does the University. Payments are taken automatically from your salary. There are two parts to the state retirement pension:-

  • a basic retirement pension, the universally paid minimum provision. Everyone receives this if they pay or are credited with basic national insurance contributions, whether they have a pension or not; and
  • an additional pension from the State Earnings-Related Pension Scheme (SERPS) which started in 1978. This is based on how much you have earned.

A SERPS contribution is automatically deducted from your salary as part of your national insurance contribution, unless you are contracted-out of SERPS. You receive no tax relief on your SERPS contribution, no lump sum when you retire, no refund facilities under any circumstances, no life insurance cover, and nothing extra if you are forced to retire early either through illness or redundancy. It just pays out an amount additional to the basic state retirement pension and is linked to your working lifetime earnings when you eventually reach state retirement age.


Your Choices

You have a number of choices: to join USS (under which you are automatically contracted-out of SERPS); to take out a personal pension (choosing either to continue paying into SERPS or contracting-out of SERPS); or simply to pay into SERPS.


Your Decision

For most people the USS option will be the best choice, even if they expect to be a member for only a short period of time.

You are automatically contracted out of SERPS, which means you pay less by way of compulsory national insurance to the government - and you have the added benefit that your employer contributes to USS on your behalf.

When you join USS, your contributions provide a range of benefits that are not provided by SERPS and which are not usually matched by personal pension schemes. Also, you obtain tax relief on your contributions. Like everyone else, you will be entitled to draw your basic state pension when you reach state retirement age.

USS provides more than just a pension. These are just some of the benefits:-

  • Flexible arrangements if you change jobs or have to leave the scheme for whatever reason. For example, if you leave within two years of joining, your options usually include: a refund of most of the contributions you have already paid to the main section of the scheme; the opportunity to transfer your USS benefits to the pension scheme of your new employer or to a personal pension; or leave it in USS so that it will pay a deferred index-linked pension in the future.
  • From day one of your membership peace-of-mind insurance cover, at no extra cost, providing a tax-free lump sum of three times your annual salary to your family or dependant(s) should you die in service.
  • An index-linked income for you if you can't go on working because of permanent illness or injury.
  • After your death continuing pension payments for your surviving spouse or dependant and eligible children.
  • No commission or set-up charges, which usually have to be paid with personal pensions.

USS has been designed to meet the particular needs and career patterns of people employed in the academic world and provides particularly attractive "no penalty" pension transfer arrangements with many public sector schemes. For example, USS has special transfer arrangements with pension providers for teachers, the Civil Service, government departments and the National Health Service.


Personal Pensions

Personal pension schemes are advertised widely and in many cases are better than SERPS for people who do not have access to an occupational pension scheme such as USS to which, importantly, both the employee and the employer make contributions.

With a personal pension you pay your own contributions on which you obtain tax relief and gradually build up your own fund, the ultimate size of which depends on the performance of the investment strategies of the insurance company, building society, bank or unit trust that you have chosen. At retirement, you use the amount of money you have accumulated to buy a pension on terms prevailing at that time.

While you can add extra benefits - at additional cost - to a personal pension, it is unlikely that you will be able to match the range of features or flexibility of USS, unless you pay considerably more.


The USS Scheme and Its Benefit Structure

USS is one of the largest pension schemes in the UK with funds at March 1999 approaching £19 billion and more than 80,000 active members and 30,000 pensioners, including surviving spouses and children. It is the third largest private sector pension fund in the country (after the BT Pension Scheme and the Electricity Supply Pension Scheme).

Retirement may be in the distant future for many new entrants to USS. It is important however not to delay and to make adequate provision while working in order to enjoy a good standard of living when retirement finally arrives. Less and less money is available for state pensions and the responsibility for pension provision is being placed increasingly on individuals and employers.


Who Can Become a Member?

You can join USS if you are:-

  • a university teacher or of comparable status; or
  • a non-university employee of comparable status to a university teacher; or
  • specially authorised by USS Ltd.

You must be under 60 unless USS Ltd agrees to make an exception, and your post must be pensionable according to your contract of employment.

Please ask if you are unsure whether or not you are eligible to join USS. For example, you are not excluded from joining USS because you work part-time or are on a fixed term contract.


What Does USS Cost?

You pay 6.35% of your salary until you reach age 65 or complete 40 years' pensionable service, whichever is the earlier.

Your contributions are deducted automatically from your monthly salary by the University and sent to USS Ltd. You receive tax relief on these contributions at the highest rate of income tax for which you are liable.

The employer contribution is determined by USS on the basis of independent actuarial advice. It reflects what is needed to ensure that USS meets members' benefit entitlements.

Both you and the University can continue to contribute to USS when you reach age 65 provided you have not achieved 40 years' pensionable service.


What Does USS Provide?

In summary, the basic benefits are:-

  • at retirement, a tax-free sum equal to three times your annual pension and an index-linked pension for the rest of your life. When you die, an inflation-proofed pension will also continue to be paid to your spouse or dependant until they die. There is also provision for a child's or childrens' pensions.
  • an index linked pension for life and a tax-free lump sum if you can't go on working because of permanent illness or injury equivalent to the pension and lump sum you would have been entitled to if you had continued in the scheme to age 65.
  • a tax-free lump sum and an index-linked pension for your spouse or dependant, plus payments for your eligible children, if you die before retirement. This life cover is provided at no extra cost and starts from the first day of your membership, providing a lump sum of three times your annual salary.
  • flexible arrangements if you change your job and have to leave the scheme for whatever reason. For example, if you leave USS within two years, you may have a refund of your contributions (subject to certain deductions). Throughout your membership, no matter how brief it may be, you have the valuable benefit of life cover. On changing jobs you can usually transfer the cash value of your USS accumulated benefits to another employer's pension scheme, or switch the amount to a personal pension, or leave it in USS so that it will pay a deferred index-linked pension in the future.
  • the flexibility, under certain circumstances, for you to :-
    (i) start receiving a retirement pension before the scheme's normal retirement age of 65, and (ii) increase the value of your pension by making additional voluntary contributions.
  • main section benefits are guaranteed to be index-linked and automatically increased in line with price inflation; and
  • USS provide benefits similar to those available in public sector schemes with the addition of supplementary benefits in the event of death-in-service and ill-health retirement.


How Will My Retirement Benefits be Calculated?

The amount you receive will be based on your pensionable service and what is called your pensionable salary. Basically your pensionable salary is your highest average salary, and is worked out to a special formula designed to give you the best possible calculation - 'smoothing out' any adverse ups and downs in your salary over the years, and making adjustments for price inflation.

USS calculate your annual salary for each period of 12 complete months, while you have been a member of the scheme, over a maximum of 13 years prior to your retirement (or age 65 if earlier) and revalue each salary, except the last 12 months, according to the rise in retail prices.

Your pensionable salary is either the highest revalued annual salary during the last three years or your highest revalued salary averaged across any three consecutive years over the last 13 years.

Your pensionable service is normally the number of years and days (up to a maximum of 40 years) you have worked with one or more employer participating in USS in a pensionable post. This figure will be adjusted to take into account periods of absence from employment (if you did not contribute to the scheme), part-time employment, additional voluntary contributions (AVCs), transfer payments from other schemes and any period of employment when you were eligible to be a member of the scheme and elected not to join or opted-out.

If you retire at age 65 or in accordance with your contract of employment or satisfy one of the conditions for permitted early retirement your retirement benefits will be:-

  1. a pension for life commencing on retirement at the annual rate of 1/80th; and
  2. a tax-free lump sum equivalent to 3/80ths of pensionable salary for each year of pensionable service.

The exact amount of your benefits will depend on the individual circumstances of your retirement, the length of your USS membership and at what age you retire.


What Pension Increases Can I Expect to Receive?

USS main section pensions are guaranteed to be index-linked and are reviewed annually in the same way as pensions in public sector schemes. This applies equally to pensions for surviving spouses, dependants and eligible children.

The annual increase, prescribed by the government and usually effective each April, reflects the change in the Index of Retail Prices over the 12 months up to the previous September.


How Will My Pension be Affected if I Change Jobs, Leave or Withdraw from the Scheme?

If you have to leave or withdraw from USS, for whatever reason, within two years of joining you have three options:-

  1. you may have a refund of your contributions to the main section of the scheme after any tax deductions required by the Inland Revenue and your share of the cost of re-instating you in SERPS, or
  2. have your accumulated USS benefits paid to the pension scheme of your new employer, or to a personal pension or to an insurance policy known as a buy-out policy which will mature in the future, or
  3. leave the amount or money contributed to USS in the scheme and receive index-linked deferred benefits (i.e. a tax-free lump sum and pension) from USS.

These would normally be paid at age 65 but they can be paid earlier under certain circumstances, such as permanent incapacity. If you die before receiving your deferred benefits, they would be paid instead to your surviving spouse or dependant or eligible children.

If you leave or withdraw from USS after two years' membership, you can choose only from options 2 or 3 above.


What are the Arrangements Regarding Opting Out/Opting Back into the Scheme While Remaining Employed by the University?

You may elect to opt-out of USS although you are not leaving the employment of the University. If you wish to opt-out, you must provide at least 28 days notice of your intention to do so.

Provided you are not absent from work due to sickness at the time of making the application, you may elect to re-join USS (having previously opted-out for a period of time) without the requirement to submit a satisfactory declaration of health or the need for additional contributions.


Can I Boost My Pension?

You can increase your retirement pension in a tax-efficient way by making what are called Additional Voluntary Contributions (AVCs). As the name suggests these are extra payments, either monthly or by lump sum, which you can make at any time to increase what is being contributed. You will receive tax relief on them at the highest rate of income tax for which you are liable.

There are various ways of making AVCs. For example, you can decide to :-

  • buy extra years of USS pensionable service and/or
  • contribute to the money purchase AVC section of the scheme administered by Prudential Assurance, the net proceeds of which will be available on your retirement or earlier death to provide you with a choice of additional benefit options. The benefits from taking this option are payable only in pension form which means that no tax free cash sum is payable.
  • decide to pay what are known as Free-Standing Additional Voluntary Contributions (FSAVCs) to an insurance company, building society or other authorised organisation, totally independent of USS. The benefits from FSAVCs are payable only in pension form which means that no tax free cash sum is payable.

Government limits restricts the maximum percentage of salary which you can pay to a pension scheme in a single tax year to 15% of annual salary subject to an earnings cap, which for the 2000/2001 fiscal year is a maximum annual salary of £91,800. This earnings cap is subject to annual review by the Government.


Can I Remain a Contributing Member of My Previous Employers Scheme Whilst a University of Glasgow Employee?

Normally you cannot remain an active (contributing) member of your previous employer's pension scheme whilst a University of Glasgow employee. However, special arrangements exist that allow, under certain circumstances, University employees to remain contributing members of their previous employer's scheme.

These are as follows:


(A) Employees Previously Members of the NHS Scheme in Scotland

There are two instances where it may be possible for a University employee who was previously a member of the National Health Service Superannuation Scheme in Scotland to remain a contributing member of this scheme, these being:

  • i) Where the employee is in the process of completing an added year's contract made under the National Health Service Superannuation Scheme (Scotland) Regulations, and
  • ii) Where the employee is a lecturer or clinical researcher employed by the University under a contract of employment not exceeding five years.

In order to remain eligible for consideration to be allowed to remain an active member of the National Health Service Superannuation Scheme under the above special arrangements, two conditions must be met: (1) you must apply to the Scottish Public Pensions Agency within three months of commencing University employment, and (2) University employment must occur within twelve months of leaving National Health Service employment. If you think, therefore, that you may be eligible to remain a contributing member of the National Health Service Superannuation Scheme, please contact the University's Pension Section, Finance Office, University of Glasgow, Glasgow G12 8QQ (telephone number 0141 330 5366) who will supply you with a copy of the appropriate form (Form SB115). On completion of this form, please return it to the University's Pension Section who will forward it to the Scottish Public Pensions Agency in Edinburgh.

Please note that if you elect to remain a contributing members of the National Health Service Superannuation Scheme during the term or your University appointment because you are not working directly in the Health Service, you will not have access to the full range of benefits normally available to scheme members, for example the early or premature retirement pension provisions and the injury benefits scheme. You are, of course, eligible for membership of the Universities Superannuation Scheme (USS).


(B) Employees on St Andrew's College Terms and Conditions

Continued active membership of the Scottish Teachers Superannuation Scheme (STSS) is automatic to those academic staff at St Andrew's College who were in the STSS Scheme immediately before 1 April 1999, and who transferred to an academic post in the School of Education at the University.

Active membership of the STSS will discontinue whenever an employee ceases to be employed in such a post at that School.

Employees remaining on St Andrew's College terms and conditions may join USS, only if they accept a University contract on University terms and conditions.


How to Join USS

On joining the University, provided you are eligible, contributions to USS are deducted from the day you start work on the assumption that you will wish to become a member. However, you can notify the University of your wish not to join USS by completing form ME26 provided to you by Human Resources Service.

If you decide within three months of starting your University employment that you do not wish to be a member, your contributions can be repaid, less any tax deductions required by the Inland Revenue, and any necessary adjustments in National Insurance contributions. If you wish to take this option, you must complete a retrospective withdrawal form (form reference ME27). Forms are available on request from the Pensions Section of the Finance Office.

If you are eligible to join USS, you will receive an information pack from the Pension Section of the Finance Office shortly after you join the University.

This pack comprises:

  • a member's guide titled 'An Introductory Guide for New Members'.
  • the booklet 'Calculating your USS benefits'.
  • AUT/CVCP leaflet titled 'Why it Pays to Join the Universities Superannuating Scheme'.
  • a letter of authority allowing USS to contact previous pension providers, on your behalf, should you wish USS to investigate a transfer of benefits.

Before you decide whether to proceed with a transfer to USS you should consider all the options available to you. Remember that after you have transferred your benefits to USS you will have given up all your rights in the previous scheme.

It is strongly recommended that before making a decision in this respect you read Factsheet 7 titled 'Transferring Pension Benefits to USS From Other Schemes', which is included, along with other factsheets, in the USS booklet tilted 'An Introductory Guide for New Members'.

Also included in the pack is an expression of wish form (nomination form) concerning disposal of lump sum payments following the member's death.

If you die in service a lump sum (currently equivalent to three times your annual salary at the date of your death) is payable under discretionary trusts. Payment can be made to a relative, dependant, personal representative or someone else nominated by you. Form MO1 is intended to be used by you to advise USS Ltd of the identity of the person/s you wish to receive any lump sum that may become payable on your death. The payment is made at the discretion of USS Ltd in order to ensure that the lump sum is not subject to inheritance tax. USS Ltd cannot therefore be bound to comply with your wishes.

You have the option to specify that the whole of the lump sum is payable to one beneficiary or it can be divided among several beneficiaries. A nominated beneficiary can be a charity or any other organisation capable of receiving a lump sum.

It is recommended that you nominate the person or organisation you wish to benefit from such a lump sum. This is especially important if you are unmarried, divorced or legally separated or if someone is dependent upon you.

If you wish your nomination form can be sent in a sealed envelope that will not be opened until your death.

If you do not have a spouse, a dependant's pension may be payable. Should a member wish to register the identity of a partner or someone else whom they believe to be a dependent, a form for this purpose is available from the Pension Section, Finance Office.


More Information

More detailed information concerning the rules and benefit structure of USS is contained in the USS booklet, 'An Introductory Guide for New Members' -a copy of which is provided to all new members. If you require further explanation or clarification of any matters affecting the scheme and/or copies of forms, any member of the Pensions Section of the Finance Office (telephone no. 0141 330 5366) will be pleased to assist you. The Finance Office is situated in the East Quadrangle of the Main University Building.


The NHS Scotland Scheme

An earlier section of this manual referred to the fact that there were provisions, under special circumstances, for University of Glasgow employees to remain active (contributing) members of the NHS Scotland Scheme.

The key benefits accruing from membership of this scheme are as outlined below:

  • A retirement pension based on 1/80th of your pensionable pay at retirement for each year of service in the Scheme.
  • A tax free cash sum on retirement equal to 3 times the member's annual pension. Life insurance calculated currently as a multiple of twice your pensionable pay while you are in the service of your employer.
  • Pension and allowances for your spouse and children if you die.
  • Ill-health retirement benefits - provided you are eligible and qualify to receive them. In certain cases, early retirement benefits.
  • Preserved benefits if you leave pensionable service and have at least two years qualifying service.
  • Pensions and allowances index linked to protect their value.

Please note that normal retirement age in the NHS Scheme is 60.

The NHS provides an injury benefits scheme for employees working in the National Health Service. Please note that this does not extend to University of Glasgow employees actively contributing to the NHS Scheme in Scotland. Also, University employees cannot participate in the NHS (Compensation for Premature Retirement) Scheme.


Scottish Teachers' Superannuation Scheme (STSS)

An earlier section of this manual referred to the fact that there were provisions, under special circumstances, for University of Glasgow employees to remain active (contributing) members of the Scottish Teachers' Superannuation Scheme. Specifically membership of the STSS is automatic to those academic staff at St Andrew's College who were in the STSS Scheme immediately before 1 April 1999, and who transferred to an academic post in the School of Education at the University.

The key benefits accruing from membership of this scheme are as outlined below:

  • A retirement pension based on 1/80th of your pensionable pay at retirement for each year of service in the Scheme.
  • A tax fee cash sum on retirement equal to 3 times the member's annual pension. Life insurance calculated currently as a multiple of twice your pensionable pay while you are in the service of your employer.
  • Pension and allowances for your spouse and children if you die.
  • Ill-health retirement benefits - provided you are eligible and qualify to receive them. In certain cases, early retirement benefits.
  • Preserved benefits if you leave pensionable service and have at least two years qualifying service.
  • Pensions and allowances index linked to protect their value.

Please note that normal retirement age in the STSS Scheme is 60.


Important note:

The information produced within this manual on superannuation is intended to be used as a guide only. It is not comprehensive, and although the details relating to the respective Occupational Pension Schemes is correct at the time of publication, scheme rules, rates and benefit structures change over time.

Although you should have been provided with an up-to-date version of the relevant Schemes' member's handbook, you are advised before making a decision based on pension information, to contact the pension Section of the Finance Office who will ensure that you have sufficient information to enable you to make an informed decision based on up-to-date information


Trade Union Recognition/Collective Agreement

The University Court recognises the Glasgow Association of University Teachers (UCUG) as the sole body with which it will negotiate and consult on matters relating to members of Academic, Academic Related, Research and Analogous and Other Related staff. In issues involving the terms and conditions of Clinical Academic staff, negotiation and consultation shall be with UCUG in conjunction with local representatives of the British Medical Association and the British Dental Association.

From time to time variations in terms and conditions of employment will result from negotiations with UCUG. These will be notified to employees separately or otherwise incorporated in the documents to which employees have access.


Joint Consultation

The Joint Committee (Academic and Academic Related staff) meets once a term. The membership consists of equal representatives from UCUG and the University Court. The Joint Committee discusses matters relating to all aspects of academic and academic-related staff employment. It is essentially a consultative and a negotiating committee. Requests for changes to existing terms and conditions of employment are referred from this Committee to Staffing Committee. The more general views of the Committee are submitted direct to Court.


Joint Unions Liaison Committee (JULC)

On occasions when an issue affects all members of staff, consultations may be held with the JULC, whose membership comprises representatives of all the 'recognised' campus trade unions.


Joint Unions Consultative Committee (JUCC)

The Joint Unions Consultative Committee is a joint management/union committee which meets once per term to discuss issues affecting the University.

The Management Side of the Committee is represented by the Principal, the Vice Principal (Staffing), the Director of Human Resources Service, with provision being made for senior officers to attend when matters affecting their spheres of operation are being considered. The Trade Union Side comprises the senior representatives of the 'recognised' campus trade unions with which there are Joint Committees of the Court.

The remit of the Committee is:-

  • to be a forum of discussion about general matters affecting the University;
  • to consider items collectively agreed by the campus unions which are not within the purview of the individual Joint Committees; and
  • to consider optimum means of disseminating information to all members of staff. Protocol for Consultation at the End of a Fixed Term Contract.

Travel and Subsistence

Regulations for the payment of travelling and other expenses paid from University general funds can be found in the Financial Handbook issued by the Finance Office. A copy should be available in each School/RI/Service or can be requested from the Finance Office using the following address:

Assistant Director of Finance
University of Glasgow Finance Office
Main Building, East Quadrangle
University of Glasgow
Glasgow
G12 8QQ