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Worklife Balance - Flexible Working

 

BENEFITS - Work Life Balance Image The University aims to promote work life balance for all staff members, which is why the University has a range of flexible working and leave options available to staff. The following outlines these options in detail.
 

Maternity Leave

UCD provides maternity leave which complies with the legislation governing maternity leave. The University also provides additional benefits in excess of the legislative in that the staff member receives full pay, once certain requirements are met, for the duration of the statutory maternity leave (less maternity benefit payments if applicable).

The  aims to inform staff members of their contractual and statutory maternity entitlements, and to ensure that those entitlements are understood.

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Adoptive Leave

UCD provide adoptive leave benefits which complies with the legislation governing adoptive leave. The University also provides additional benefits in excess of the legislative requirements in that the staff member receives full pay, once certain requirements are met, for the duration of the statutory adoptive leave (less adoption benefit payments if applicable).

The  aims to inform employees of their contractual and statutory adoptive leave entitlements, and to ensure that those entitlements are understood.

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Paternity Leave

Paternity Leave is not recognised in Irish law, however UCD offers male faculty and staff employed in UCD, three days paid leave on the birth of their child, once certain requirements are met. Further information is contained in the .

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Parental Leave

The  enables members of faculty or staff, who are natural or adoptive parents, to spend more time with their child in accordance with the terms and conditions of the Parental Leave ACts. UCD also provides entitlements in excess of the legal requirements in that the maximum age limit of the child has been increased from 8 to 13 years.

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Force Majeure Leave

Members of faculty and staff are entitled to leave with pay for urgent family reasons. Examples may include an injury or illness of a child, spouse/partner, brother or sister, parent or grqandparent.

Further details are contained in the . 

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Carers Leave

The  allows faculty and staff members to take a reasonable period of unpaid time off work for the pupose of full-time care and attention to a person requiring it. 

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Job Sharing

The purpose of job sharing is to allow staff (excluding faculty) to opt for a more flexible working arrangement for a temporary/indefinite period of time in order to facilitate the balancing of work with other commitments. UCD recognises that people should be able to continue their career and welcome the opportunity to use their skills on a part-time basis.

Further information is located in the  and the . 

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Shorter Working Year

The Shorter Working Year scheme allows faculty and staff to balance their working arrangements with outside commitments. Under the terms of the scheme, special unpaid leave is available as a period of not less than 2 and not more than 13 consecutive weeks. Staff members have the option of having their reduced pay spread over a 12 month period.

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Career Break

The University offers a  policy to enable faculty and staff to take extended periods of unpaid time away from work, and to help employees strike a balance between paid work and personal life. Career breaks could be taken for a variety of reasons including study, travel, childcare responsibilities, to pursue personal interests, or simply to have a break from paid employment. 

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Flexi-Time

The main purpose of the  is to provide a more flexible system of attendance for staff (excludes Faculty), within certain defined limits.  Flexi-time is not an entitlement as it is subject to the operating requirements and approval of the Head of School/Unit.  It is important to note that flexi-time is different from “flexible working arrangements” which also exist in the University.

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