Line Manager. Address: Telephone: Email: The contact points at Employer will be as follows: HR Contact: Line Manager Address Telephone: Email: Signed on behalf the Information Commissioner’s Office Name: Position: Signature: Dated: Signed on behalf of ……………………….. Name: Position: Signature: Dated: APPENDIX Data Sharing Schedule Description Details Purpose for which personal data is being shared For the purpose of managing the secondment agreement. Categories of personal data Personal identifiers of the Secondee, personal details related to HR related issues and details of performance under the secondment. Potential recipients and reasons for access HR personnel of both ICO and the Employer, Line managers of Secondee both at the Employer and ICO. For purposes connected solely with the secondment agreement. Data sharing process To be shared via email, reports meetings and other forms of communication for purposes solely associated with performance of services under the secondment agreement. Any deletion requirements The personal data will only be retained for the relevant period under the ICO and the Employer respective retention policies in respect of such Personal Data.
Line Manager. Manager's Name . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Manager’s Job Title . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Manager’s phone number . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . and/or e-mail address . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Manager's Signature . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . The Manager signs to confirm that the information submitted is correct. Date of Registration of Appeal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . The appellant should take two copies of this form – one for him/herself and one for his/her trade union representative. The line manager should take a copy. The original should be sent to: Human Resources - Business Relations, Sand Xxxxxx Xxxxx, Xxxxxxx Xxx, Xxxxxxx Xxxxx, Xxxxxxxxxxxx, XX0 0XX Received by: Date Received Stamp PLEASE NOTE THAT IF THE APPEAL FORM IS NOT SUBMITTED BY THE DUE DATE WITHOUT GOOD REASON THEN THE APPEAL WILL BE INVALID GROUNDS OF APPEAL PLEASE READ THE GUIDANCE ON COMPLETING THE APPEALS FORM (APPENDIX A OF THE APPEALS PROCEDURE) CAREFULLY BEFORE COMPLETING THIS FORM To be completed by the Employee To support your case for appeal, please give full written details. These must either contain additional evidence or demonstrate the information previously submitted has been incorrectly interpreted. One example can serve to illustrate the point of the appeal. Please show, by ticking the relevant box(es) below, under which of the thirteen job evaluation factors you are providing evidence. Factor Knowledge Mental Skills Interpersonal & Communication Skills Physical Skills Initiative & Independence Physical Demands Mental Demands Emotional Demands Responsibility for People Responsibility for Supervision Responsibility for Financial Resources Responsibility for Physical Resources Working Conditions (Please continue overleaf……) You may add pages. If you are submitting evidence under more than one factor, please start a new page for each factor. Number the pages and give total number below. Number of pages …………………………………… Signature of appellant(s) ……………………………………………………………… Date ……………………………………………………………… Signature of Line Manager ………………………………………………………………. Date ……………………………………………………………….. Appendix D: Glossary of useful terms Accelerate...
Line Manager. To consider requests for leave of absence in line with this policy, having regard to the nature of the request, statutory obligations, service needs, the employee’s eligibility, any previous requests and the degree of flexibility that the employee already has in their current working arrangements. • To ensure consistency and fairness when considering requests, and approving or refusing leave. • Where requested, or in circumstances where clearly appropriate, to maintain confidentiality with regard to the reasons relating to staff requests for leave. • To ensure that the Payroll & HR Administration Team is informed of any leave of absence arrangements which affect pay. • To keep up to date records of leave requests, updating the appropriate documents or the Manager Self Service system where available. • To ensure an employee is not subjected to detriment for requesting to take leave of absence, or for taking any leave which is approved. • Where discretion is exercised, full consideration is given to all the circumstances of the case, including (where appropriate) the closeness of the personal relationship of the person affected and conditions of service of the employee.
Line Manager. 5.2.1 It is the responsibility for the Line Manager to ensure that: Agree the budget with the budget holder; Standby/On Call arrangements match operational requirements and are reviewed in light of any changing operational needs; Employees understand their contractual obligations in participating in Standby/On Call arrangements; The skill level required in order to be competent for working Standby/On Call is defined; The minimum number of shifts required per annum is defined; The publication of rosters at least 8 weeks in advance; New or changes to existing rosters must be negotiated with the TSSA.
