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D1. Appointment of the President

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was ist eine crackhure 1. On any vacancy in the office of President, or at least 10 months before the President leaves office, or on the President's giving notice of resignation if the period of notice is 10 months or less, the Clerk to the Council shall arrange for the appointment of a Search Committee for the Appointment of the President (referred to in this Ordinance as 'the Committee') whose duty it shall be to recommend to the Council the appointment of a President.

cracked subframe car 2. The Search Committee shall be appointed by the Council on the recommendation of the Nominations Committee. The Search Committee will normally be chaired by the Chairman with its membership normally to include equal numbers of external and senior staff members of the Council. The Search Committee may also include such co-opted independent advisors as may be recommended by the Nominations Committee.

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is coconut oil good for dry cracked feet 5. A meeting of the Committee may be held provided the Chairman and two other members are present. The Committee shall not normally meet if the Chairman cannot be present. If, in the opinion of the Secretary, it is urgent that the Committee should meet even though the Chairman cannot be present, the Deputy Chairman of the Council shall serve as chairman until the Chairman is able to act and shall have the powers of the Chairman in respect of the Committee.

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oggy and the cockroaches wiki olivia Approved by the Council 23 March 2007
Effective from 8 July 2007
Revisions approved
Revisions approved by the Council: 7 February 2014

D2. Duties and Responsibilities of the President and the Provost

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The President


microsoft office professional plus 2010 keygen activator 1. In accordance with Article 15 of the College's Charter the President is appointed by the Council to be the chief academic and administrative officer of the College. As such, he or she is its Chief Executive Officer, and is ex officio a member of the Council and the Court.

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The Provost


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crack magnet Approved by the Council 23 March 2007
Effective from 8 July 2007
Revisions approved by the Council: 24 September 2010
Revisions approved by the Council: 7 February 2014

D3. Officers of the College

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The Provost
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The Clerk to the Council
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The Deans of the Faculties
The Dean of the Imperial College Business School
The Chief Financial Officer
The College Consuls as defined in Ordinance D6
The Director of Strategic Planning
The Director of the Research Office
The Chief Operations Officer
The Director of Financial Management
The Director of Financial Services & Procurement
The Director of Financial Strategy
The Director of Human Resources
The Director of Information and Communication Technologies
The Director of Estates Projects
The Director of Estates Facilities
The Director of Commercial Services
The Director of Communications and Public Affairs
The Academic Registrar
The Assistant Clerk to the Court and Council

steam crack june 2012 Approved by the Council: 23 March 2007
Effective from 8 July 2007
Revised by the Council: 13 July 2007
Revised by the Council: 11 July 2008
Revisions approved by the Council: 7 February 2014

D4. Staff of the College

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Definitions


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Appointment and Promotion of Staff


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Revisions approved by the Council: 7 February 2014

D5. Professors, Readers and Teachers

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Professors and Readers


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Criteria for Professors and Readers


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Procedures for Appointing and Promoting Professors and Readers


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Professorial Title for the Rector


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Emeritus Titles


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Visiting Professors and Visiting Readesr and Honorary Professors and Honorary Readers


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wga crack 1.9.42.0 v6 download Approved by the Council 23 March 2007
Effective from 8 July 2007
Revisions approved by the Council: 7 February 2014

Notes


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D6. The Definition, Election and Responsibilities of College Consuls

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Introduction


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Constituencies


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Election of College Consuls


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Election of the Senior College Consul


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Specific Duties of All College Consuls


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Committee Membership


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Other Matters


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Effective from 8 July 2007
Revised by the Council: 13 July 2007
Revisions approved by Chairman's Action: 26 July 2010
Revisions approved by the Council: 7 February 2014

Procedure

D7. Dismissal, Grievance Procedures and Related Matters

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android line pop crack 3. Where in any proceedings made under Parts II (Redundancy), III (Discipline), IV (Incapacity on Health Grounds), V (Other Dismissals), VI (Grievances) or VII (Capability) of the Appendix, a member of staff invokes the Sub-clause under Part 1, Clause 2 (1)(a) of the Appendix which deals with academic freedom, that claim shall be considered by the person or panel dealing with the matter before proceeding further.

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download zend studio 10 full crack 7. The member of staff will have the right of appeal against the decision on academic freedom. The appeal will be considered by the person or panel dealing with any appeal on the substantive matter. Where the Ordinance has one person hearing the appeal but there is also an issue of academic freedom under consideration, then the person hearing the appeal will be assisted by two senior members of academic staff, neither of whom shall previously have had any involvement with the case.

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data recovery for itunes windows crack 9. If the decision made under Paragraph 8 above occurs at the appeal stage under the relevant part of the Appendix after the relevant proceedings have been resumed, the person or Chair of the panel that took the original action will be notified of the appeal panel's decision and the fact that the original action has been cancelled by the appeal panel. It may also be appropriate to notify the Council.

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crack ginkgo regane 11. In all proceedings constituted under Paragraphs 25-26 below and where otherwise provided for under the Ordinances or any other appropriate procedure, where formal action is being considered the College’s policy is that the relevant facts and any evidence will be gathered in order that an informed discussion and decision can take place before any formal action is commenced. The investigator chosen should be independent of any previous involvement in the events being investigated and the people concerned and will, wherever possible, be more senior than the relevant member of staff’s line manager. The role of the investigator will be to establish the relevant facts (by means including, but not limited to, examining relevant documentation and interviewing relevant witnesses) and, on the basis of those facts, making recommendations about whether there is a case for the relevant individual to answer; although in some circumstances, the investigator will be appointed with a wider remit. In some circumstances (for example, where the employee has already left the College’s employment), an investigation may not be possible (although, for the avoidance of doubt, such circumstances will arise in exceptional cases only). The Director of Human Resources or his or her nominee will provide case specific guidance and assist during an investigation.

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situs download crack game 22. A decision to suspend an academic member of staff from work should only be taken after careful consideration and where it is necessary to protect individuals, to avoid interference with the investigation, or to protect College property. Reasons that may lead to that decision being taken include risks to others, damage to College equipment, etc. This is not an exhaustive list. Consideration will also be given to the well-being of the member of staff, and the impact on his or her work and of those researchers and students supported by the academic. Partial suspension will also be considered and implemented where appropriate. If suspended from work under Ordinances or any other appropriate procedure made under Part III or Part V of the Appendix:

download flav flv to mp4 converter full crack a. The member of staff will be invited to a meeting to discuss matters including (but not limited to) the reason(s) for suspension, any restrictions on workplace attendance, contact with students, colleagues (including witnesses) and funding bodies. A colleague or union representative can be present at the meeting if desired;

edge keygen mathematica b. In addition, the member of staff should be provided with information about who to contact if necessary whilst on suspension and arrangements for providing access to evidence necessary to respond to any allegations or processes. Staff should also be informed of the need to be contactable during normal working hours and to make themselves available to attend meetings as necessary.

serveur hg accepte crack c. If it is not possible to meet the member of staff in advance of suspension, written notification will be sent to the member of staff and a meeting date will be set up to discuss the reasons for the suspension and arrangements during the period of suspension. At the meeting he or she may have a colleague or union representative present if desired. The arrangements will be confirmed in writing.

crack rectal d. Suspension is not a formal sanction and is to be considered a neutral act to facilitate investigation. Regular contact should be maintained with the member of staff to advise them of the progress of the investigation. Unless otherwise provided in the terms of the suspension, the College will continue to pay the member of staff his or her normal salary and he/she will receive his or her normal benefits.

how to crack winrar password protected files online e. The period of suspension should normally be as short a period as possible i.e. usually three weeks. Suspension for a period longer than this must be approved by the Director of Human Resources or his or her nominee and will be reviewed at three weekly intervals throughout.

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nfs carbon collectors edition 1.3 crack 23. At any time during a period of notice of termination, the College shall be under no obligation to assign any duties to the member of staff and shall be entitled to reduce their duties or exclude him or her from its premises, but this does not affect his or her entitlement to receive his or her normal basic salary and other contractual benefits. The decision to do so would not be taken lightly and may be for reasons such as to minimise disruption within his or her area of work, etc. During any notice period, the member of staff agrees that he/she is not permitted to work for any institution, person, firm, company or on his or her own behalf or have contact with students or colleagues without the College's prior written permission, which will not be unreasonably withheld.

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how to crack a locked pdf file 24. A "working day" is any day, Monday to Friday, on which the College is formally open. Public Holidays and other days such as at Christmas and Easter when the College is formally closed are excluded.

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hunger games ip address crack 26. Where a hearing is convened under Part II, Part III, Part IV or Part V, and dismissal is a potential outcome, the hearing shall be conducted by two academic staff, one of whom may be a College Consul, and in any case who shall normally be of equivalent seniority with no previous substantive involvement in the case.

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arcgis 10.2.1 keygen 35. In all cases of formal action, the member of staff has the right of appeal against the decision to issue a formal written warning or to dismiss or against any other sanction. The member of staff must submit grounds for appeal within ten working days of receipt of the written notification of the sanction.

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plaxis 9.0 crack 39. In the event that an appeal panel decides to reinstate a member of staff who has been dismissed, this will be done in a manner which maintains continuous service and without loss of pay or any other benefits. The College reserves the right, in appropriate cases, to conduct and factor into its decision regarding such payments to a member of staff an assessment of any income received by the member of staff while not in College employment.

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p3 cocoa crack recipe 45. Notes will be taken of any formal meeting under Ordinances, D8, D9, D11, D12, D13, D15 and D19. Notes usually will be taken by a member of HR. A copy of the notes will be sent to the member of staff as soon as practicable after the meeting. If the member of staff does not agree with the contents of the notes of the meeting, they should make handwritten amendments (and initial each amendment). A copy of the amended notes should be attached to the original typed version and will be added to the hearing papers. If the individual makes substantive changes to the notes, the changes should be discussed with the individual and consideration should be given as to whether the changes should be referred to in any documents referencing the notes.

free download ojosoft total video converter with keygen Approved by the Council 23 March 2007
Effective from 8 July 2007
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Revisions approved by the Council: 15 May 2015

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D8. The Disciplinary Procedure

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mypublicwifi 5.1 full crack 6. Reasonable attempts will be made to resolve any problems through discussion and training, where appropriate. The arrangements will vary depending on the circumstances of each case. The line manager and member of staff will aim to agree objectives to address the problem and offer reasonable support or training that would assist the member of staff in meeting the required standards of conduct.

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download bejeweled 3 full crack 2012 10. Where it is known that the member of staff is an official of a trade union, the relevant full-time regional officer of that trade union should be informed at the commencement of any formal proceedings under this Ordinance.

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lego kraken 21. In accordance with Paragraph 22 of Ordinance D7, a decision to suspend an academic member of staff from work should only be taken after careful consideration and where it is necessary to protect individuals, avoid interference with the investigation and to protect College property. Reasons that may lead to that decision being taken include risk to others, damage to College equipment etc. This is not an exhaustive list. Consideration will also be given to the well-being of the member of staff, and the impact on his or her work and of those researchers and students supported by the academic. Partial suspension will also be considered and implemented where appropriate. If suspended from work under Ordinances or other appropriate procedure made under Part III or Part V of the Appendix:

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how do you crack an egg with one hand c. If it is not possible to meet with the member of staff in advance of suspension, written notification will be sent to the member of staff and a meeting date will be set up to discuss the reason(s) for the suspension and arrangements during the period of suspension. At the meeting, they may have a colleague or union representative present if desired. The arrangements will be confirmed in writing.

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download mcn box crack 29. In the event that a member of staff repeatedly refuses to attend a formal hearing or cannot attend a rearranged hearing, then he or she may be given the opportunity to respond to the allegation(s) in writing. If a member of staff repeatedly does not attend a rearranged hearing or does not submit a response to the allegation(s) in writing within the provided time scale, the Chair of the hearing may make a decision on appropriate disciplinary action in the member of staff's absence. This decision will be made without the benefit of the member of staff's oral or written statement if he or she has not attended or provided written documentation. The member of staff will be notified in advance that this is a consequence if he or she is unable or unwilling to participate in the process.

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lightroom 5 mac ita crack 31. Following a formal hearing, the Chair must decide whether the allegations made against the member of staff are to be upheld (whether in whole or in part) or whether they are to be dismissed. Where it is decided that the allegations are to be upheld (whether in whole or in part), consideration must be given to an appropriate disciplinary sanction. Before making any decision, the Chair should take account of the member of staff's disciplinary and general record, length of service, actions taken in any previous similar cases, the explanations given by the member of staff and whether the intended disciplinary sanction is reasonable in all the circumstances.

aimersoft dvd creator 2.6.4 keygen 32. As soon as reasonably practicable following the hearing and normally within ten working days of it, the Chair or representative of the Human Resources Division assisting the Chair will write to the member of staff notifying him or her of the Chair’s decision and, if any of the allegations against the member of staff have been upheld, of his or her right of appeal within ten working days of receipt of the decision.

elive linux crack 33. Normally, a member of staff will receive two formal written warnings before dismissal. It should be made clear in the first warning letter that, if there is no satisfactory improvement, incremental progression through the salary spine (if relevant) may be withheld or that the member of staff may be excluded from any discretionary fixed salary review being undertaken by the College. It should be made clear that the second warning is a final warning and dismissal will follow if there is no satisfactory improvement. A first formal warning will usually be live for twelve months, although in cases of serious misconduct the period it is live (which in each case shall be specified in the letter to the member of staff) will depend on the circumstances.

ecover engineer 6.0 crack 34. Exceptionally, where an allegation of serious or gross misconduct has been proved, the nature of the concern with the member of staff’s conduct may warrant a final written warning being issued or the member of staff being dismissed (whether with notice or summarily) in each case in circumstances where no previous warnings have been issued.

descargar fuente crack babies 35. gsm finder dongle crack free download Gross Misconduct. The following list (which is not exclusive or exhaustive) sets out offences are considered serious enough that they may warrant summary dismissal without prior formal warnings:

  • Theft, fraud and deliberate falsification of records;
  • Physical violence;
  • Bullying and/or harassment;
  • Deliberate damage to property;
  • Serious insubordination as demonstrated by wilful refusal to carry out reasonable requirements of the post or management requests;
  • Misuse of College property or name;
  • Serious misuse of crack office 2007 enterprise validation, including use of internet and email;
  • Bringing the College into disrepute;
  • Serious failure of competence through alcohol or illegal drugs, or breach of a local requirement to be alcohol free at work;
  • Negligence with serious consequences which causes or might cause unacceptable loss, damage or injury;
  • Serious infringements of health and safety rules;
  • Serious breach of confidence (subject to the Public Interest Disclosure Act 1998);
  • Knowingly or recklessly disclosing personal data in breach of the Data Protection Act;Conviction of any criminal offence which the College views as making the individual unfit to hold his or her post;
  • Vexatious or malicious behaviour;
  • Fraudulent absence from work; and
  • Serious discriminatory behaviour on the grounds of race, gender reassignment, marriage and civil partnership, pregnancy and maternity, religion or belief (including lack of belief), sexual orientation, disability, or age.

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auriga imaging registar crack 38. In all cases of formal action, the member of staff has the right of appeal against the decision to issue a formal written warning or to dismiss or against any other sanction. The member of staff must submit grounds for appeal within ten working days of receipt of the written notification of the sanction

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crack serial eset nod32 4 de por vida 40. If new evidence is introduced during an appeal hearing, it may be referred by the person or panel hearing the appeal back to the original Chair, in order that he or she may review the disciplinary sanction. The appeal hearing may be reconvened in the event that the member of staff does not accept the subsequent decision of the Chair.

the sims 3 keygen 41. The panel or person hearing the appeal may be assisted by a member of staff from the Human Resources Division, who will not have had previous substantive involvement in the case. The member of staff has a right to be accompanied by another member of staff or (where they are a member of that trade union) a trade union representative at the appeal hearing. All appeal hearings will be convened as soon as practicable.

router keygen txt 42. The outcome of the appeal hearing, with reasons for the decision, will be confirmed in writing. The Human Resources representative will assist with the preparation and dissemination of the decision.

cracker subway surfer moscow 43. In the event that an appeal panel decides to reinstate a member of staff who has been dismissed, this will be done in a manner which maintains continuous service and without loss of pay. The College reserves the right, in appropriate cases, to conduct and factor into its decision regarding such payments to a member of staff an assessment of any income received by the member of staff while not in College employment.

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boom c crack 45. Notes will be taken of any formal meeting under this Ordinance. Notes usually will be taken by a member of HR. A copy of the notes will be sent to the member of staff as soon as practicable after the meeting. If the member of staff does not agree with the contents of the notes of the meeting, they should make handwritten amendments (and initial each amendment). A copy of the amended notes should be attached to the original typed version and will be added to the hearing papers. If the individual makes substantive changes to the notes, the changes should be discussed with the individual and consideration should be given as to whether the changes should be referred to in any documents referencing the notes.

descargar keygen para corel videostudio pro x5 gratis 46. Notes and records of matters dealt with under the Disciplinary Procedure should be handled on a confidential basis and stored securely. The outcome of all disciplinary action will be monitored centrally by the College to comply with statutory requirements. Spent disciplinary records may be retained by the Human Resources Division in a separate file for reference in the event of a dispute or legal proceedings but not for reference in the event of a further disciplinary action. Retention of this information should be reviewed periodically in accordance with the requirements of the Data Protection Act.

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D9. The Grievance Procedure

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download keygen vso convertxtodvd 5 1. This Grievance Procedure shall apply to members of staff to whom the Appendix to the College’s Statutes “Academic Staff: Dismissal, Discipline, Grievance Procedures and Related Matters” (hereinafter “the Appendix”) applies.

convert x to dvd 5 crack download 2. Subject to Paragraphs 3 and 4 below, this Procedure shall apply to grievances by members of staff concerning their appointments or employment or the terms and conditions of their employment, or in relation to other matters affecting themselves as individuals or their personal dealings or relationships with other members of the College such as harassment, bullying, discrimination, and victimisation.

cracker barrel menu and nutrition facts 3. This Procedure will not apply in relation to any matters for which provision is made elsewhere in the Appendix or Ordinances or in any other appropriate procedure. The Procedure will also not apply in respect of the outcome of any matter dealt with under the Appendix, the Ordinances or any other appropriate procedure (including, for the avoidance of doubt, any grievances about the conduct of or outcome of any disciplinary process that would normally be dealt with by an appeal).

kml manager crack 4. This Procedure will also not apply where the College considers it more appropriate to use its specific policies prescribed by the Council (and as amended from time to time) for use in dealing with Instances of Public Interest Disclosure (commonly known as whistle-blowing) and for dealing with Allegations of Scientific Misconduct that are prescribed by the Council for use under those specific circumstances (and are amended from time to time).

tally erp 9 crack free download software 5. In the course of dealing with a disciplinary matter a member of staff may raise grievance issues. The Director of Human Resources or his or her nominee will review any grievance raised during the course of a disciplinary investigation and discuss the matter with the member of staff and/or his or her representative, and will decide how the grievance should be considered. This may include pausing the disciplinary process to allow a hearing and determination of the grievance.

waves gtr 3.5 crack 6. This Procedure will not apply to grievances raised collectively by an appropriate representative or appropriate representatives on behalf of more than one member of staff. The applicable procedure is set out in the College’s grievance procedure for academic support staff.

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vipnet personal firewall crack 7. It is advisable to talk to someone before taking any action, whether informally or formally. Support and advice is available from the following sources:

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far cry 3 update v1.04 crack a. The College has a number of staff who act as Harassment Support Contacts (HSCs), on a voluntary basis. This informal support is provided on a strictly confidential basis. The College’s list of microsoft office keygen v2.1 activation code is available to view on the College’s Equality and Diversity webpage.

transformers la caduta di cybertron crack b. The College will ensure, where possible, that members of staff can raise issues, should they wish, with someone of their own gender, age range, sexuality, religion, race, or with someone who is aware of disability issues.

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crack to enlarge dstv drifta screen size a. The College is committed to the resolution of individual grievances fairly and promptly whenever possible. Members of staff who have a grievance are encouraged to discuss the problem informally with their immediate line manager in order to identify an informal resolution if possible. If a member of staff does not feel able to discuss the problem with his or her immediate line manager then he or she may raise the matter informally with either his or her Head of Department (or his or her nominee) or their HR Manager.

how to repair crack in acrylic shower tray b. Managers of academic staff are required to give any grievance that has been raised informally proper and full consideration. HR will provide support to facilitate mutually acceptable solutions to concerns raised by members of staff.

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guitar pro keygen 5.2 14. Where informal discussions do not achieve a satisfactory resolution, or where the member of staff raising the grievance wishes to instigate the formal process, the standard procedure is set out below.

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download crack cars 2 indowebster 15. The Standard Procedure set out in this Clause and Stage 2 will apply where the member of staff is still employed by the College.

crack massive 16. If the member of staff has not been able to resolve a grievance informally through their line manager, he or she should write to their HR Manager, who will liaise with their Head of Department or their nominee to request a review of the grievance by a senior manager. The request should explain the grievance in detail, the action taken by the member of staff to resolve the matter so far and the outcome or remedy sought. Copies of relevant papers in support of the grievance should be included with the letter. The Head of Department or his or her nominee along with the HR Manager will then identify the appropriate senior manager (who will not have been involved in the matter previously and who will, wherever possible, be more senior to the line manager) to consider the grievance. If the grievance is being raised against the Head of Department then the request should be made to the Dean of the Faculty. Grievances being raised against the Dean of the Faculty should be addressed to the Director of Human Resources.

crack contatore acea 17. Where a grievance has been brought against a specific individual or individuals, the senior manager considering the grievance will notify the individual(s) that a grievance has been submitted by the member of staff and provide them with a copy of the grievance. The individual(s) will then be given the opportunity to provide a statement and any relevant papers in response to the grievance, normally to be returned to the senior manager crack za omsi bus simulator within ten working days.

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nero 9 com keygen 19. The senior manager considering the grievance will then arrange to meet with the member of staff, usually within ten working days of receipt of the grievance. The member of staff must take all reasonable steps to attend the meeting and he or she may be supported and accompanied to the grievance meeting by a colleague or (where they are a member of that trade union) a trade union representative. In exceptional circumstances, the senior manager hearing the grievance will consider requests from staff to be accompanied by a friend not employed by the College, if they are not a legal representative. Where reasonably practicable, the member of staff should provide the name of any representative who will be assisting with their complaint prior to the grievance meeting. A member of the Human Resources Division will also be present in the meeting to assist the senior manager hearing the grievance.

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nba 2k13 crack fix windows 7 download 26. In certain circumstances, it may also be necessary for the senior manager to carry out further investigation into the member of staff’s grievance by meeting with any relevant witnesses. Where evidence collected during any such further investigation has not previously been presented to and considered by the member of staff who has made the complaint, it shall be provided to them and they shall be given the opportunity to comment on that evidence (including by way of a further meeting, where necessary).

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crackers recipe olive oil 35. The purpose of the meeting will be to understand the on-going nature of the appeal, to review the basis for the earlier decision and to explore potential solutions. The member of staff will be afforded every opportunity to state the basis of their appeal at the meeting. It may also be necessary for further investigation to take place, in which case the meeting may be adjourned to enable this to be undertaken and reconvened within a reasonable period of time. The timetable for investigation will be discussed and agreed with the member of staff. Every attempt will be made to address the issue promptly.

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crackutil.zip download 39. If the member of staff’s employment with the College has ended and he or she wishes to raise a grievance, they may choose to follow the Special Procedure, provided that their employment with the College ended within the preceding three months.

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crack yapmak ne demek 44. Witnesses will be asked to sign statements, which may be shared with the relevant parties only. Where deemed appropriate by the manager leading the investigation and HR, witness(es) will be allowed to provide anonymous statements and will only be questioned (with input into the questions to be asked provided by the complainant and/or their representative) by both the line manager and the Human Resources’ representative.

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ecl crack 46. Notes will be taken of any formal meeting under this Ordinance. Notes usually will be taken by a member of HR. A copy of the notes will be sent to the member of staff as soon as practicable after the meeting. If the member of staff does not agree with the contents of the notes of the meeting, they should make handwritten amendments (and initial each amendment). A copy of the amended notes should be attached to the original typed version and will be added to the hearing papers. If the individual makes substantive changes to the notes, the changes should be discussed with the individual and consideration should be given as to whether the changes should be referred to in any documents referencing the notes.

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bộ cài win xp full crack 7. In exceptional circumstances, the member of staff holding the non-substantive post may be suspended from his or her duties arising from the non-substantive post pending any meeting to be held in accordance with Paragraph 6 above. Such suspension must have the authorisation of the President or Provost and shall be without loss of pay or honorarium attached to the non-substantive post.

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a pdf image to pdf 5.1.6 cracked 14. A member of staff who has their non-substantive post withdrawn before the expiry of the fixed term may appeal against that decision. In the written notification of the withdrawal of the non-substantive post, the member of staff will be informed of the name of the person to whom an appeal should be addressed and the time scale for doing so. If the member of staff wishes to appeal he or she must set out the grounds of his or her appeal in writing.

win 7 ban quyen va crack 15. The appeal will be heard by a Panel comprising three senior members of the College, who have not had previous substantive involvement in the case and who, wherever possible, shall be more senior than the person(s) who reached the decision being appealed. The three person panel shall include one lay member of the Council, one College Consul and one person drawn from a list agreed from time to time by the Council. If no College Consul is eligible, or if the panel is an appeal panel considering the position of a College Consul, two persons will be drawn from the list agreed by the Council. . A member of the Human Resources Division, not previously substantively involved in the case, will also be present and the member of staff may be accompanied by a trades’ union representative or another member of staff. The Director of Human Resources or his or her nominee will determine in his or her discretion a member of the panel to act as Chair.

windows server 2008 cal crack 16. Appeals against the early withdrawal of the non-substantive post will be conducted broadly in accordance with the procedure set out at Paragraphs 31-34 of Ordinance D7, as set out in amended form below:

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crack worms 3d pl chomikuj Approved by the Council 23 March 2007
Effective from 8 July 2007
Revisions approved by the Council: 7 Feb 2014
Revisions approved by the Council: 15 May 2015

D11. The Dismissal of Members of Staff by Reason of Redundancy

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how to make white face paint not crack 1. The power to dismiss and the procedures set out in this Ordinance in accordance with Part II of the Appendix to the Statutes (herein after “the Appendix”) shall apply to all staff to whom the Appendix applies, provided that in its application to those staff defined in sub-sections (3) to (6) of section 204 of the Education Reform Act 1988 (staff appointed prior to, and not promoted after, 20 November 1987), the power to dismiss shall be subject to such limitations (if any) on the power to dismiss for redundancy as applied to the member of staff concerned prior to the introduction of the Appendix made by the University Commissioners in the exercise of their powers under Sections 203 and 204 of the Education Reform Act 1988.

fear keygen generator 2. This Ordinance shall not apply to the non-renewal of a fixed term contract (within the meaning of Section 235 of the Employment Rights Act 1996), which shall be dealt with under Ordinance D13. This Ordinance would be used in appropriate circumstances for the ending of a fixed term contract early.

how it made crackers 3. Where specifically indicated, this Ordinance shall be read in conjunction with the College’s Change Management Policy and Procedure as amended from time to time.

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keygen to angry birds 4. Where any Faculty or Department of the College is considering organisational change which may impact on staff, a consultation paper setting out the proposals should be prepared. Details of the information which should normally be included in the paper are set out in the Imperial College Change Management Policy and Procedure as amended from time to time.

crackerjack cafe penrith 5. There should be appropriate consultation at the earliest opportunity and with a view to reaching agreement with the staff concerned and to the extent required by Section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992, with appropriate representatives in relation to the consultation paper. Where there is no requirement for collective consultation and an affected member of staff is an official of a trade union, the relevant full-time regional officer of that trade union should be informed of the member of staff’s involvement in proceedings under this Ordinance.

keygen tomtom 6 mobile 6. Each member of staff and/ or trade union being consulted will be provided with a copy of the consultation paper and full documentation. (This will usually include any arrangements for avoiding redundancies referred to in the College’s standard Change Management Policy and Procedure.) Any member of staff affected by the proposals who is absent from work (for example, due to maternity, sickness or other leave) will be contacted and made aware that consultation is to commence or underway and sent a copy of the consultation paper to their home address in order that they can participate in the consultation process.

command and conquer red alert 3 patch 1.04 crack 7. Following any collective consultation meetings (where applicable), members of staff will be offered the opportunity of individual consultation meetings with the Faculty/ Departmental representative and/or the Human Resources representative. Staff can be accompanied at these individual consultation meetings by a trade union representative (where they are a member of that trade union), another member of staff or, at the Director of Human Resources’ discretion, a friend or relative who is not a legal representative.

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how to crack your own back really good 10. Before or during the consultation period, the Council should be provided with a copy of the consultation paper, details of the area affected and the reasons for the proposed reduction in academic staff. Following review of the consultation paper the Council may:

crack secure wifi password a. Defer its decision and review the position again following the completion of the consultation process, at which stage the Council may require a report on the preliminary consultation with staff and/or appropriate representatives and any comments received from them. The Council may then authorise the Provost or his or her nominee to implement the selection process and subsequent proposed redundancies if the Provost or his or her nominee considers this appropriate following the comments and counter proposals gathered during the consultation period;

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acrobat pro xi crack mac 12. If it is still anticipated that redundancies cannot be avoided, and the Council has given the necessary authorisation, the Director of Human Resources or his or her nominee should initiate formal redundancy procedures. Wherever possible, applications for voluntary redundancies will be considered.

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lks go plus crack a. The selection criteria to be used to select members of staff for redundancy (where any post to be made redundant is not unique) and/or the selection arrangements where members of staff are to be considered for new posts in the reorganised Faculty or Department. Members of staff can make formal representation on the selection criteria;

internet tv player 2.6 crack b. Any arrangements for seeking suitable alternative or alternative employment for those subsequently selected for redundancy. Where a member of staff is provisionally selected for redundancy, the College will consider all redeployment opportunities and, wherever possible, offer alternative positions within the College;

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sennheiser hd595 crackling 15. If redeployment or retraining is not an option and all suggested alternatives to avoid redundancy are unsuccessful, the Head of Faculty or Department (or a senior manager as his or her nominee) will invite the member of staff in writing to attend an employment review meeting. In inviting the member of staff to the meeting, he or she will be informed why their employment is at risk and why they have been provisionally selected for redundancy. The purpose of the meeting is to give the member of staff a further opportunity to put forward their views on the provisional selection for redundancy, including the way in which the selection criteria (if applicable) has been applied to them. At this meeting the member of staff can be accompanied by a colleague or (where they are a member of that trade union) a trade union representative, or, at the Director of Human Resources’ discretion, a friend or relative who is not a qualified legal adviser. A member of the Human Resources Division will be present to facilitate the discussion if required.

american tradition faux weathered crackle glaze 16. After this meeting and normally within ten working days, the Head of Faculty, Division or Department (or their appointed nominee) will, acting on the authority of the Provost, write to the member of staff and confirm whether or not his or her employment is to terminate by reason of redundancy. If the decision has been taken to terminate the member of staff’s employment, the member of staff will be given any contractual notice of redundancy and confirmation of the leaving date and will be informed of the redundancy payment (at a minimum the payment required by law) to be made. The member of staff will also be given the right of appeal against the decision to terminate his or her employment. The arrangements for an appeal hearing are in accordance with those prescribed in Paragraphs 19-22 of this Ordinance.

dj mixer pro crack ipad 17. Where a decision is taken to dismiss staff, a report will be submitted to the Council confirming this. Redundancy dismissals will also be reported annually with a breakdown consisting of the number of staff dismissed broken down by age, disability, gender, and race and, other relevant information as determined appropriate for equality monitoring purposes and statutory requirements.

abaqus 6.11.3 crack 18. As set out in Paragraph 14 above, assistance will be offered to staff declared redundant. Such assistance may include career counselling as well as reasonable time off to enable the person to seek other employment or to undertake training/retraining. Staff will remain on the redeployment register until the end of their employment.

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crack lectra diamino v5r3 19. The grounds for appeals must be lodged within ten working days of the receipt of the formal notice of redundancy issued to the individual member of staff. Appeals will be based only against the selection of an individual for redundancy, rather than against the actual decision to restructure. Appeals against dismissal will be heard by a panel constituted in accordance with Paragraphs 24 to 27 of Ordinance D7 outlined below:

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crack diablo 2 lod 1.10 chomikuj (1) Appeals against dismissal shall consist of a panel of three persons, none of whom shall previously have had any involvement with the case and who, wherever possible, shall be more senior than the person(s) who reached the decision being appealed. The three-person panel shall include one lay member of the Council, one College Consul and one person drawn from a list agreed from time to time by the Council. If no College Consul is eligible, or if the panel is an appeal panel considering the position of a College Consul, two persons will be drawn from the list agreed by the Council. The Director of Human Resources or his or her nominee will determine in his or her discretion a member of the panel to act as Chair.

crack duel of fate (2) Panels may be enlarged by one additional person to allow representation by any relevant body (for example, the National Health Service in the case of clinical staff) where the allegation under consideration relates to their performance and it is sensible to hear any allegations and the response to those allegations concurrently. The method for nominating such persons shall be in accordance with procedures laid down by the relevant body or agreed by the Human Resources Director or his or her nominee. Such provision is not intended to provide for a concurrent decision on the matter by the relevant body.

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imagenes de como se consume el crack 23. Notes will be taken of any formal meeting under this Ordinance. Notes usually will be taken by a member of HR. A copy of the notes will be sent to the member of staff as soon as practicable after the meeting. If the member of staff does not agree with the contents of the notes of the meeting, they should make handwritten amendments (and initial each amendment). A copy of the amended notes should be attached to the original typed version and will be added to the hearing papers. If the individual makes substantive changes to the notes, the changes should be discussed with the individual and consideration should be given as to whether the changes should be referred to in any documents referencing the notes.

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Effective from 8 July 2007
Revisions approved by the Council: 7 February 2014
Revisions approved by the Council: 15 May 2015

D12. Incapacity on Health Grounds

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crackpot cube youtube 4. Concerns about performance or conduct shall normally be raised under Part III of the Appendix and either the College’s Capability Procedure or Disciplinary Procedure. However, where it is evident that performance or conduct may have been wholly or partly attributable to a medical condition, consideration shall be given to dealing with the matter under this Ordinance. The decision as to whether the matter shall be dealt with under this Ordinance or under the Capability or Disciplinary Procedure shall be a decision of the Director of Human Resources or his or her nominee. There is no right of appeal against this decision.

crack a cold one video 5. If, at any stage, a member of staff wishes to seek to retire early on medical grounds, he or she will be permitted to do so in accordance with the criteria, rules and benefits of the relevant pension scheme and subject always to the provisions of paragraphs 53 - 55 below.

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outpost security suite pro 7.5 keygen 7. Where it has been identified that conduct or performance, including short term persistent absence or long term absence, may have been wholly or partly attributable to sickness or a medical condition, the College will normally obtain a report from the Occupational Health Service. The member of staff’s consent in writing shall be sought to obtaining the report, in accordance with the requirements of the Access to Medical Reports Act. The member of staff’s written consent will also be sought for the disclosure of the medical report beyond the original recipient (being the member of HR overseeing the proceedings), to the person(s) conducting the proceedings (ie the panel).

que es el keygen 8. In addition, after obtaining the written consent of the member of staff, the College (either of its own volition or on request of the member of staff) may obtain medical evidence from the member of staff’s GP, own medical specialist and/or an independent medical specialist. Again, the member of staff’s written consent will be sought for the disclosure of the medical report beyond the original recipient (being the member of HR overseeing the proceedings), to the person(s) conducting the proceedings (ie the panel).

crack beetz 9. Medical evidence will normally be sought at an early stage to inform any decisions made by the College in respect of the member of staff under this Ordinance. However, medical evidence may be sought at any stage of any proceedings under this Ordinance, at the instigation of either the College or the member of staff. Non-exhaustive examples of when it will be appropriate to obtain a medical report are set out in the College’s Sickness Absence Policy and Procedure.

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crack do gta 4 yt 18. Notes will be taken of any formal meeting under this Ordinance. Notes usually will be taken by a member of HR. A copy of the notes will be sent to the member of staff as soon as practicable after the meeting. If the member of staff does not agree with the contents of the notes of the meeting, they should make handwritten amendments (and initial each amendment). A copy of the amended notes should be attached to the original typed version and will be added to the hearing papers. If the individual makes substantive changes to the notes, the changes should be discussed with the individual and consideration should be given as to whether the changes should be referred to in any documents referencing the notes.

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D14. Academic Appointments Containing a Review Period

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the new keygen factory 13. Where a line manager has concerns about a member of staff's performance or conduct, the line manager must, in the first instance, discuss these with HR who will consider the concerns and options for addressing these concerns, such as through one-to-one discussion, mediation, coaching and training without attendance from Human Resources or Trade Union representatives. If it is judged that the concerns are such that they should be managed informally, HR will undertake one-to-one training with the manager. Following the training, the line manager will informally discuss their concerns with the member of staff, record and agree (as far as possible) clear actions from these informal meetings, in line with the training received and provide the member of staff with the details of what support is available. If the concerns are such that they might lead to the member of staff either having their probation period extended or not being confirmed in post, the formal probation reviews outlined in paragraph 11 above should be brought forward and undertaken before any decision is made on the individual’s future, unless the concern is one of gross misconduct.

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D15. Dismissal on Other Grounds

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watch live cricket streaming online india vs new zealand 2014 c. If it is not possible to meet the member of staff in advance of suspension, written notification will be sent to the member of staff and a meeting date will be set up to discuss the reason(s) for the suspension and arrangements during the period of suspension. At the meeting, he or she may have a colleague or union representative present if desired. The arrangements will be confirmed in writing.

gmod 12 cracked download d. Suspension is not a formal sanction and is to be considered a neutral act to facilitate investigation. Regular contact should be maintained with the member of staff to advise him or her of the progress of the investigation. Unless otherwise provided in the terms of the suspension, the College will continue to pay the member of staff his or her normal salary and he/she will receive his or her normal benefits.

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itm university ranking in india 22 In the event that an appeal panel decides to reinstate a member of staff who has been dismissed, this will be done in a manner which maintains continuous service and without loss of pay or other benefits. The College reserves the right, in appropriate cases, to conduct and factor into its decision regarding such payments to a member of staff an assessment of any income received by the member of staff while not in College employment.

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adobe photoshop cs5 mac keygen free 24. Notes will be taken of any formal meeting under this Ordinance. Notes usually will be taken by a member of HR. A copy of the notes will be sent to the member of staff as soon as practicable after the meeting. If the member of staff does not agree with the contents of the notes of the meeting, they should make handwritten amendments (and initial each amendment). A copy of the amended notes should be attached to the original typed version and will be added to the hearing papers. If the individual makes substantive changes to the notes, the changes should be discussed with the individual and consideration should be given as to whether the changes should be referred to in any documents referencing the notes.

crack kid gif 25. Notes and records of matters dealt with under this Ordinance should be handled on a confidential basis and stored securely. The outcome of all dismissal action will be monitored centrally by the College to comply with statutory requirements. Dismissal records may be retained by the Human Resources Division in a separate file for reference in the event of a dispute or legal proceedings. Retention of this information should be reviewed periodically in accordance with the requirements of the Data Protection Act.

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D16. Clinical Staff - Termination, Withdrawal, Revocation or Suspension of Registration, Contract or Status

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keygen sitoo web 2. In taking any action under this Ordinance, regard shall be had to the relevant Employment Legislation and/ or Code of Practice in force at the time. Where the relevant member of staff is an officer of a trade union, the relevant full-time regional officer of that trade union should be informed at the commencement of any formal proceedings under this Ordinance.

crack fvdi 3. This Ordinance only applies where a member of the clinical academic staff is required to engage in clinical work or activities and for that purpose is required to be registered with the General Medical Council or Dental Council or similar body (or to have an honorary or substantive contract or status with a National Health Service trust), and has that registration, contract or status terminated, withdrawn, revoked or suspended.

crack password rar online 4. If the College wishes to take action against a member of the clinical academic staff for any reason other than under Paragraph 3 above, that action shall be subject to the provisions contained within the Appendix and the Ordinances or any other appropriate procedure made under:

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cricket games for pc free download full version 2013 windows 8 5. Upon receiving notification from the relevant body that a member of staff's registration, contract or status has been suspended, the Provost or his or her nominee may write to the member of staff to notify him or her that a decision has been taken to suspend him or her from carrying out his or her duties for the College. Partial suspension will also be considered and implemented where appropriate. The notification will include:

telenav gps navigator crack a. The reason for the suspension, which shall be because he or she is unable to perform the duties of the post in the absence of the registration, contract or status;

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gta 5 ps3 keygen no survey 7. On a case by case basis, consideration may be given to either allowing the member of staff to undertake his or her non-clinical duties (if not related to research) or redeploying the member of staff to a non-clinical post as an alternative to suspension.

game vh crack hay nhat 2012 8. During any period of suspension, the provisions of Paragraph 21 of Ordinance D7 will apply. The member of staff may be required not to attend the College's premises or have contact with students, colleagues or funding bodies without the prior written permission of the Provost or authorised delegate. The period of suspension should normally be as short a period as possible i.e. usually three weeks. Suspension for a period longer than this must be approved by the Director of Human Resources or his or her nominee and will, wherever possible, be reviewed at three weekly intervals throughout.

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pesbox anatolia 2013 crack indir 9. If, as a result of receiving notification from the relevant body that a member of staff's registration, contract or status has been terminated, withdrawn or revoked, and the Provost or his or her nominee is contemplating dismissing the member of staff, he or she will write to the member of staff to inform him or her:

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xilisoft dvd ripper ultimate 5 crack 10. The member of staff may make representations in writing to the Provost or his or her nominee within ten working days of receipt of the notification that dismissal is being contemplated. The Provost or his or her nominee, along with a member of Human Resources, shall then meet the member of staff, who will have a further opportunity at that meeting to make oral representations in relation to the proposals to terminate his or her employment. The member of staff shall have the right to be accompanied at the meeting by another member of staff or (where they are a member of that trade union) a trade union representative.

crank nicolson method diffusion equation 11. Consideration may be given to redeploying the member of staff to a non-clinical post as an alternative to dismissal.

cracked mastercard number 12. The member of staff will be given not less than ten working days' notice of the meeting. If the member of staff is unable to arrange to be accompanied on the date proposed or fails to attend the meeting for reasons outside his or her control, the meeting will be rearranged to a mutually suitable time, normally within five working days of the original date.

eset nod32 antivirus 4 crack only 13. In the event that a member of staff repeatedly refuses to attend a formal hearing or cannot attend a rearranged hearing, then he or she may be given the opportunity to respond to the allegation(s) in writing. If a member of staff does not attend a rearranged hearing or does not submit a response to the allegation(s) in writing within the provided time scale, the Chair of the hearing may make a decision on appropriate dismissal action in the member of staff's absence. This decision will be made without the benefit of the member of staff's oral or written statement if he or she has not attended or provided written documentation. The member of staff will be notified in advance that this is a consequence if he or she is unable or unwilling to participate in the process.

keygen adobe pagemaker 7.0.1 14. Normally within ten working days of the meeting, the Provost or his or her nominee shall write to the member of staff notifying him or her of the decision. Where there is a delay in notifying the decision, the Provost or his or her nominee shall contact the member of staff to explain the reason for the delay and give a date when the decision will be notified. If the decision is taken to dismiss the member of staff with or without notice or to redeploy him or her, the Provost or his or her nominee will inform the member of staff that he or she has a right to appeal against the decision, and will confirm the arrangements for submitting an appeal.

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crack ncafe 2.0 15. A member of staff who has been dismissed or redeployed in accordance with the provisions of this Ordinance may appeal against the decision to dismiss or redeploy. The appeal should be submitted in writing, setting out the grounds for appeal at the same time, within ten working days of receipt of the notification of dismissal or redeployment.

crack xbox 360 elite sans puce 16. The Director of Human Resources or his or her nominee will be responsible for ensuring that an appropriate individual or panel is chosen to conduct any hearing under the Appendix. In either case, the individual(s) shall not have had substantive involvement in the case previously, and will (wherever possible) be more senior than the member of staff’s line manager. Throughout the Ordinances concerning staff, where only one individual rather than a panel is to conduct the hearing he or she is referred to as the Chair.

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bioshock infinite full pc game with crack password 18. Appeals against dismissal shall consist of a panel of three persons, none of whom shall previously have had any substantive involvement with the case and who, wherever possible, shall be more senior than the person(s) who reached the decision being appealed. The three person panel shall include one lay member of the Council, one College Consul and one person drawn from a list agreed from time to time by the Council. If no College Consul is eligible, or if the panel is an appeal panel considering the position of a College Consul, two persons will be drawn from the list agreed by the Council. The Director of Human Resources or his or her nominee will determine at his or her discretion a member of the panel to act as Chair.

sound crackling cpu usage 19. Panels may be enlarged by one additional person to allow representation by any relevant body (for example, the National Health Service in the case of clinical staff) where the allegation under consideration relates to their performance and it is sensible to hear any allegations and the response to those allegations concurrently. The method for nominating such persons shall be in accordance with procedures laid down by the relevant body or agreed by the Director of Human Resources or his or her nominee. Such provision is not intended to provide for a concurrent decision on the matter by the relevant body.

cracker barrel old country store pensacola menu 20. In advance of the hearing, the member of staff should advise the Chair of the name of the person (if any) who will be accompanying them. Exceptionally the Trade Union may request that two representatives (either regional or local) are present at a formal hearing. The Chair of the hearing will consider this request based on the complexity of the case and, if agreement is given, will specify that one representative will take the main role of spokesperson and the other representative will provide a supporting role assisting the main representative with paperwork and background information. The member of staff’s representative may not answer questions on behalf of the member of staff, but he or she can address the hearing to present the member of staff's case, question witnesses, respond to views expressed and sum up the case. The member of staff may confer with the person accompanying them during the hearing.

free download caesar ii crack 21. If a member of staff is unable to arrange to be accompanied on the date proposed or fails to attend the meeting for reasons outside of their control, the formal hearing will be rearranged for a mutually suitable time, normally within five working days of the original date or as soon as reasonably possible thereafter.

smarttweak updatemydrivers 9 build 14 keygen 22. In the event that a member of staff repeatedly refuses to attend an appeal hearing or cannot attend a rearranged hearing, then he or she may be given the opportunity to make their submissions in writing. If a member of staff does not attend a rearranged hearing or does not make submissions in writing within the provided time scale, the Chair of the hearing may make a decision on appropriate dismissal action in the member of staff's absence. This decision will be made without the benefit of the member of staff's oral or written statement if he or she has not attended or provided written documentation. The member of staff will be notified in advance that this is a consequence if he or she is unable or unwilling to participate in the process. The member of staff shall have the right to be accompanied to the appeal meeting by a trade union representative (where they are a member of that trade union) or another member of staff.

abba 19 abba close rack 30u depth 900mm 23. Within ten working days following any appeal meeting or receipt of all the representations, the person or persons conducting the appeal meeting shall write to the member of staff and notify him or her of the decision and give the reason(s) for it. If there is to be a delay in notifying the decision, the person conducting the appeal meeting shall contact the member of staff and explain the reason for the delay and give a date when the decision will be notified. The appeal panel may uphold the member of staff’s appeal, in which case it will inform the Director of Human Resources or his or her nominee, who will ensure that the member of staff’s continuous employment is maintained and there is no loss of pay or other benefits. The College reserves the right, in appropriate cases, to conduct and factor into its decision regarding such payments to a member of staff an assessment of any income received by the member of staff while not in College employment.

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Other matters

D17. Investigation of Allegations of Research Misconduct

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Preamble


adobe cs6 design and web premium crack windows 1.            This Regulation constitutes the College's policy on, and procedures for the investigation of, allegations of research misconduct. It is intended to satisfy the requirement of the Research Councils and Charities who fund research at Imperial that the College has proper mechanisms for the management of complaints of research fraud or misconduct. It also meets the College’s commitments under the UK Concordat to support research integrity, and is consistent with the procedures for the investigation of misconduct in research set out by the UK Research Integrity Office.

megaman x7 full crack english  run tracking website 2.            The College is a signatory to the UK Concordat to support research integrity and is committed to maintaining the highest standards of rigour and integrity in all aspects of research.  Its policy on the responsible conduct of research is set out in the policy document entitled "Research Governance Framework".  The College also adheres to the Russell Group Statement of Cooperation of May 2018 in respect of cross-institutional research misconduct allegations.

Policy on Research Misconduct


keygen de virtual plastic surgery 3.            The College considers any allegation of research misconduct to be a matter of great concern and will investigate any such allegation fully.  Given its international reputation and status, the College has a responsibility to the research community and to the public at large and therefore, where appropriate, will make public the outcome of any such investigation.  The College will also inform other relevant bodies, including research funders, journals, institutional partners, and other interested third parties, of the outcome of its investigations when it is appropriate to do so.

Definitions


bike rack cad symbol 4.            The College has adopted the definitions of research misconduct set out in the UK Research Integrity Office model procedures. The following definitions give indicative descriptions of the types of activity covered by this Regulation. These descriptions are neither exclusive nor exhaustive. Interpretation of the terms will involve judgements, which should be guided by previous experience and decisions made on matters of misconduct in research.

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free download football manager 2011 full crack assassin creed iii crack download 5.            For the avoidance of doubt, research misconduct also includes Gift Authorship, which is the practice of arranging to credit someone with authorship or co-authorship in such a way that deliberately exaggerates or gives a misleading impression of their actual contribution.  It also includes acts of omission in authorship as well as acts of commission. In addition, the standards by which allegations of misconduct in research will be judged will be those prevailing in the country in question and at the date that the behaviour under investigation took place. 

esri arcgis 9.3 crack wifi wep cracker windows 6.            The basis for reaching a conclusion that an individual is responsible for research misconduct relies on a judgement that there was an intention to commit the misconduct and/or recklessness in the conduct of any aspect of a research project.  Where allegations concern an intentional and/or reckless departure from accepted procedures in the conduct of research that may not fall directly within the terms detailed above, a judgement will be made as to whether the matter should be investigated using this Procedure.

power wagon on golden crack 2011 nvidia hdmi audio crackle 7.            In addition to research misconduct, these procedures will also apply to cases of scientific negligence or conflicts of interest where these lead to research misconduct.

Procedures for the Investigation of Allegations of Research Misconduct


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mixcraft 5 keygen team air 8.            Allegations of research misconduct may be brought to the attention of the College internally or externally by an individual or by an organisation. Whatever the source of the allegation, the College will endeavour to ensure that justice is done, and also is seen to be done, to both the complaining and the accused parties. Bona fide complaints are to be pursued with integrity and confidentiality and every attempt is to be made to ensure that the investigation proceeds without detriment to the complainant or the accused. Staff and students are entitled to expect that their research work will be regarded as being honest, until shown to be otherwise, and that they will be protected against ill-founded, frivolous, mischievous or malicious complaints; this principle will guide the College's procedures.

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download nero 9 co crack center crack tension 11.          Where allegations concern cross-institutional research misconduct, including cases where individuals are employed by more than one institution, the College will endeavour to work with the other institution(s) involved in the research to agree how best to investigate the allegations so as to provide an efficient and effective conclusion of the matter.  In those cases where the College takes the lead in investigating an allegation, it will provide regular reports on progress with the investigation to the other interested parties.  Where another institution takes the lead in investigating an allegation, the College will similarly expect to be kept informed of all developments, findings and conclusions at a minimum.

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bitdefender antivirus 2013 with crack 20aircrack para psp 6.60 .          Apart from exceptional circumstances, this Procedure is to be used in conjunction with the College's existing Disciplinary Procedures and will apply to all categories of staff and students.  

Pre-Screening Stage


how to crack microcat kia 21.          However an allegation is made, formal notification of an allegation must be made in strict confidence to the Chair of the Research Misconduct Response Group (RMRG), who will acknowledge receipt. It is the responsibility of any employee or student of the College, who receives or is informed of any allegation of research misconduct by another member of staff or a student, to ensure that the complaint is made formally in this manner.crackle glaze south kensington retro metro wall tiles  

descargar programas para hackear redes wifi wpa2 22.          For the purposes of this Procedure the RMRG consists of the following individuals, using properly appointed deputies where necessary, and may be augmented by other members as appropriate: the College Secretary, who acts as the Group's Chair; and the Vice Provost (Research). Where a perspective from the Research Office would be useful, the Director of the Research Office should join the RMRG. For allegations involving staff members the Director of Human Resources should join; for allegations involving students the Vice Provost (Education) should join.

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crack and crevice weeder attack on crack 2 24.          Members of the RMRG will review the allegation to determine whether it falls within the definition of research misconduct given in paragraphs 4 – 7 above, and if so, whether it should be investigated under the terms of the procedure for the Investigation of Allegations of Research Misconduct. The RMRG will consider if allegations made against students are of equivalent seriousness and if they should be investigated under the terms of the procedure for the Investigation of Allegations of Research Misconduct.

crack qplay tmpgenc dvd author 3 with divx authoring windows 7 crack 25.          As part of its consideration, the RMRG will also determine whether the allegation concerns research conducted primarily at the College, or if it concerns cross-institutional research.  Where the allegation concerns cross-institutional research, the College will inform the other 'partner' institutions, and will agree with them how the allegation should be progressed, and which party would be more appropriate to lead the investigation.  Similarly, if the allegation also involves patient care, the RMRG will consider if the matter should be referred to the Chief Executive of the relevant NHS Trust for investigation.  As part of this process, the College and the other partner institutions will agree respective points of contact, timescales and additional responsibilities in accordance with the Russell Group Statement of Cooperation in respect of cross-institutional research misconduct allegations.

axpatch crack  ams enterprise 2.98 crack 26.          Where the allegations do not fall under the terms of the procedure the Chair of the RMRG shall notify the complainant of this, the reasons why, which processes might be appropriate for dealing with the allegation and how the complainant may wish to proceed.

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lead cracker jack descargar fl studio full en español con crack 28.          Where an allegation is made in respect of a student’s conduct which would constitute an examination offence as defined in Paragraph 14.7 of the College's Academic Regulations and the Plagiarism and Examination Offences Policy and Procedures in the College’s Examination Regulations, the Vice Provost (Education) and the Chair of the RMRG are to decide if it is appropriate to refer the case to the Academic Registrar forthwith for consideration in accordance with the procedures described in the aforementioned Plagiarism and Examination Offences Policy and Procedures in the College’s Examination Regulations.

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polythionic acid cracking 32bitwa o śródziemie 2 crack 1.01 .          The RMRG will work with Research Office staff to investigate potential contractual issues around the Respondent's work, including any obligations on Imperial's part to notify a Sponsor, funding organisation, collaborator or similar of the allegations.

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SCREENING INVESTIGATION

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videoredo plus keygen 38dvd 800 navi crack .          Where an allegation of research misconduct is made against a Head of Faculty/ Department/ Centre or other unit, the Chair of the RMRG will report the matter directly to the Provost.  If a complaint is made against the Provost, the complaint is to be referred to the President.  If the complaint is made against the President, the complaint is to be referred to the Chair of the Council.

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pes 13 güncel crack indir 42wow cracked talisman .          The Head of Faculty/ Department/ Centre or other unit acting as the Screening Stage Investigator will maintain a record of all evidence and conduct an assessment of this evidence, including interviews with the Respondent, Complainant, and other relevant members of staff. They will provide a draft Report and recommendations to the RMRG for consideration before they are shared with the complainant and the respondent.  The RMRG will review the recommendations, and may propose such revisions to the recommendations as it sees fit in the interests of ensuring that similar cases and offences are treated with a degree of consistency across the College. Following the RMRG’s consideration the draft report will be forwarded to the Respondent and Complainant, and they will be invited to comments on the factual accuracy of the Report. Any suggested factual amendments will be assessed by the Investigator and incorporated accordingly. The final version of the report should be produced within 3 months, wherever practical.

crack lumion 2.5 32 bit pdanet 5.30 cracked repo 43.          In cases involving cross-institutional research misconduct allegations where the College is leading the investigation, the College will inform the 'partner' institution(s) of the outcome of the Screening Investigation.

PRIMA FACIE CASE NOT ESTABLISHED

crack sygic android trial 44.          Where the Report finds that the allegation of research misconduct has not been established, it is the responsibility of the Chair of the RMRG to inform the complainant and the accused of this finding.

naruto shippuden 3 full burst pc crack 45tdu2 son crack .          Where the finding is that the allegation should be dismissed but additional misconduct has been established, appropriate action will be taken. If the allegation involves a member of staff and contravenes the Discipline Code, the Director of HR will ensure that HR manages the case under the relevant disciplinary proceedings. If the allegation involves a student and contravenes the Discipline Code, the Vice Provost (Education) will ensure that the case is managed under the relevant student disciplinary proceedings. Otherwise this should be considered only at the end of the Research Misconduct procedure.

INFORMAL RESOLUTION

tai game hac am crack 46.          Where the Head or their nominee has found some substance to the allegations but judged that they are minor or there is lack of intention to deceive then the allegation may be dealt with through informal resolution. This may involve mediation, with the consent of both complainant and respondent. The matter may also be resolved by ensuring appropriate training and supervision for the respondent, devised by the Head and agreed by the respondent's line manager or supervisor. It is recognised that genuine mistakes in the preparation, presentation or interpretation of data can be made and these cases should be distinguished from serious or intentional misconduct.

FULL INVESTIGATION

rad studio xe3 crack 47.          If the Head of Faculty/ Department/ Centre or other unit finds that there is a prima facie case for further investigation, the Chair of the RMRG will bring the complaint to the attention of the Provost. The Head of Faculty/ Department/ Centre or other unit is not required to determine whether research misconduct has actually occurred.

dobry crack do fify 13 windows 8 full package crack keygen and product key updated.rar 48.          Once a prima facie case has been established the Provost, supported by the RMRG, will consider whether any regulatory or other bodies, including research funders, journals, institutional partners, the GMC and / or any other interested third parties, should be informed of the College's findings at this stage.

radio lab tool 2.13 crack 49crack software dokter praktek .          Where the allegation is to be investigated by the College, the Provost will convene an Investigation Panel. Panel members will be familiar with the Panel's Terms of Reference, the Misconduct Procedure, and have appropriate experience/ expertise and declare any conflicts of interest.  They must not sit on any Disciplinary Panel or similar charged with dealing with matters arising from the investigation.  The Panel's duties will include:

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iit jee 2010 rank list setool crack gsm hosting 51.          The deliberations of the Panel will reach a conclusion on whether the allegations are founded, based on the balance of probabilities. Where an accused individual admits research misconduct, the investigation process may, at the discretion of the Panel, be discontinued or modified.  The Panel should aim to reach a unanimous decision, failing which a majority decision will be acceptable.

descargar microsoft office word 2007 mas crack ola doremon crack kich hoat 52.          At the completion of the investigation and deliberations the Panel will provide a draft Report and recommendations to the RMRG for consideration before they are shared with the complainant and the respondent.  The RMRG will review the recommendations, and may propose such revisions to the recommendations as it sees fit in the interests of ensuring that similar cases and offences are treated with a degree of consistency across the College. Following the RMRG’s consideration the draft report will be forwarded to the Respondent and Complainant, and they will be invited to comments on the factual accuracy of the Report. The validity of any suggested factual amendments will be assessed and incorporated accordingly. Any further incidents of research misconduct encountered which might warrant separate investigation should also be reported at this stage.

far cry 3 ziggys mod crack minecraft kit pvp cracked servers 53.          The Panel will then produce a final report, summarising the conduct of the investigation, whether the allegations are upheld or upheld in part), any findings related to any other matters for investigation and any issues it considers the College (and/ or partners) should address. The Chair of the RMRG shall forward the final report to the Complainant, the Respondent and their representatives.

crack para city car driving 1.3.2 windows 7 crack removewat 2.2.6.0 download 54.          In cases involving cross-institutional research misconduct allegations where the College is leading the investigation, the College will inform the 'partner' institutions of the outcome of the Full Investigation.

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ist cracken illegal crack roeselare a.             Informing the editors of all journals in which the respondent has published articles, the status of such articles depending on the outcome of the investigation and, where appropriate, providing notices of retraction or confirmation;

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pet alliance crack crackle medium krok po kroku 57.          Where an allegation against a student is found to be proven, the Vice-Provost (Education), the Director of Student Support and the Academic Registrar will determine an appropriate penalty, in consultation with the student’s Head of Faculty if relevant. The College will then issue the student with a Completion of Procedures Letter. If the student is dissatisfied, the student may direct their complaint to the Office of the Independent Adjudicator within three months of the date on which the Completion of Procedures Letter was issued. Information on the complaints covered by the Office of the Independent Adjudicator and the review procedures is available at: pftrack software free download crackpdapp crack .

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motogp live experience 2014 crack android crack para stock control center 59.          Where the Panel finds that the allegation is not proven and is of a frivolous, mischievous or malicious nature, its findings are to be reported to the Director of HR or to the Vice Provost (Education) for action under the normal disciplinary procedures.

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Recording Allegations of Research Misconduct


desserts with vanilla pudding and graham crackers 63.          The Chair of the RMRG will maintain a register of all Research Misconduct cases. The Register is to include the following information:

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D18. Investigation of Public Interest Disclosures

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Preamble


cracked shift 2 unleashed need for speed pc reloaded password 1. The College is committed to the highest standards of openness, probity and accountability. It seeks to conduct its affairs in a responsible manner, taking into account the requirements of the funding bodies and the standards in public life set out in the reports of the Committee on Standards in Public Life. This Ordinance constitutes the College's policy on, and procedures for, dealing with instances of Public Interest Disclosure and is intended to satisfy the recommendation made by the Nolan Committee that local public spending bodies, such as the College, should institute codes of practice on "whistle blowing", that is, allegations made by individuals relating to the running of the institution or the activities of colleagues within the institution.

como usar o keygen do guitar pro 6 2. It is a College requirement that an employee will not disclose confidential information about the College's affairs. However, where an individual discovers information which he or she believes shows malpractice or wrongdoing within the College, then that information should be disclosed without fear of reprisal, and may be made independently of line management. Under the Public Interest Disclosure Act 1998 an employee making a qualifying disclosure is protected against being dismissed or penalised by their employers as a result of disclosing such concerns publicly, while a worker (1) is protected from suffering any detriment as a result of making a protected disclosure. This means that, where a disclosure is made to the College, the person making the disclosure ("the whistleblower") will be protected if he or she has a reasonable belief that malpractice has occurred, is occurring or is likely to occur and that disclosure is in the public interest.

rct 2 no cd crack german 3. The Public Interest Disclosure Act also protects disclosures made to certain prescribed regulatory bodies such as the Health and Safety Executive, the Inland Revenue and the Financial Services Authority, where the whistleblower reasonably believes that the information and any allegations in it are substantially true and that disclosure is in the public interest. Wider disclosures (e.g. to the police, the media, MPs, and non-prescribed regulators) may be protected if, in addition, they are reasonable in all the circumstances and they are not made for personal gain, the whistleblower reasonably believed he or she would be victimised if the matter was raised internally or with a prescribed regulator, reasonably believed a cover-up was likely and there was no prescribed regulator; or had already raised the matter internally or with a prescribed regulator.

download photoshop cs5 com crack 4. This Ordinance is intended to assist individuals who believe they have discovered malpractice or impropriety in Imperial College London. It is not designed to allow them to question financial, strategic or business decisions taken by the College; nor may it be used to enable them to require reconsideration of any matters which should have already been addressed under the College's grievance or disciplinary procedures. Where an employee making a qualifying disclosure is seeking personal redress as a result of the disclosure, the complaint should be considered under the College's grievance procedures. There is an expectation that workers and other members of the College will follow the provisions of this Ordinance rather than make their disclosures outside the College.

pes 13 crack bez wirusa 5. Although the protections provided by the Public Interest Disclosure Act only apply to workers, as defined in the Act, it is expected that other members of the College, such as Governors and students as well as volunteers and self-employed persons providing services for the College will use the procedures set out in this Ordinance to disclose to the College any information which they believe shows malpractice or impropriety in the College.

stretch cracked ice fabric 6. A worker who has discovered information which he or she believes shows malpractice or wrongdoing has a duty to bring this to the attention of the College. Normally this will be achieved by raising the matter with the appropriate College Officer, usually the worker's Head of the Faculty/ Department/ Division, concerned in the matter. The College recognises that the majority of such cases will be dealt with by this means. There will, however, be instances when the nature of the alleged malpractice or wrongdoing is such that the employee considers it necessary to make use of these Procedures. The College Officer receiving a disclosure should consider whether it falls within the criteria set out in Paragraph 9 below. If so, the College Officer should inform the College Secretary about the disclosure and, in consultation with the College Secretary, consider whether it should be investigated in accordance with the procedures set out in Paragraphs 18 – 33 below.

nox crack 7. If a worker believes that he or she has discovered information which may show evidence of malpractice or wrongdoing, he or she may discuss their concerns in confidence with the College Secretary or the Director of HR before making a disclosure under this Ordinance. In certain circumstances, a worker may also wish to discuss his or her concerns with employees' representatives in the College (i.e. UCU, UNISON or UNITE) or with the organisation Public Concern at Work, before making a disclosure. (2)

Scope of Policy


elrond heizung crack 8. This Policy is designed to enable workers and other members of the College to raise, at a high level, concerns or to disclose information which the whistleblower believes shows malpractice or impropriety.

recover my files 3.98 keygen free download 9. The College has a number of related policies and procedures already in place, including those for grievance and discipline, scientific misconduct and the treatment of fraud, corruption and irregularities. Allegations which fall within the scope of those procedures should normally be made and considered in accordance with them. This Ordinance is intended to cover concerns which are in the public interest and may (at least initially) be investigated separately, but might then revert to such other existing procedures. Examples of these types of concern include instances where the whistleblower has a reasonable belief that tends to show one or more of the following:

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Principles


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pes 2014 crack yeterli alan yok 12. The College expects the whistleblower and all others involved in the consideration of the disclosure to act sensibly and appropriately and to keep the nature of the disclosure and the identity of those involved confidential. A worker who makes a qualifying disclosure under the Act has the right not to suffer any detriment; victimisation of a genuine whistleblower will therefore be treated as a disciplinary offence. Similarly it will also be a disciplinary offence for someone to maliciously make false or vexatious allegations.

how to play starcraft 2 campaign offline crack 13. Where a disclosure concerns another or other members of staff of the College, the person or persons identified in the disclosure will be informed of the allegation and of the evidence supporting it and will be allowed to comment before any investigation, or further action, is concluded - except in cases of alleged fraud or where there is a criminal investigation where this could provide the individual(s) concerned with an opportunity to destroy or conceal evidence.

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erro ao crackear the sims 3 15. Investigations should not be carried out by the person who will have to reach a decision on the matter. Any investigations are to be conducted as sensitively and as speedily as possible, having regard to the nature and complexity of the disclosure.

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The Procedure


STEP 1

the kraken 2010 kaiju 18. A person who believes that they have discovered evidence of malpractice within the College should make a disclosure in writing to the College Secretary and as the Designated Person under this Ordinance. The College Secretary will, as soon as is practicable, inform the President and the Chair of the Council of the disclosure except where:

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STEP 2

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STEP 3

crack para hot keyboard pro 3.3 28. The Investigating Officer will report his or her findings in writing to the Designated Person who will, as a result of this report, determine whether there is a prima facie case to answer and, if so, what further action may be required. This may include:

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STEP 4

download mirc 6.35 italiano crack 30. Where the decision is to confirm that no further action is to be taken the whistleblower has the right to raise their concern in good faith with an external body, such as the Office for Students, or the College's external auditors, provided they have sufficient evidence to support their concern.

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Reporting the Outcomes


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Complaints of Retaliation as a Result of a Disclosure


bao moi mpod crack 34. Under the Public Interest Disclosure Act 1998, a worker who makes a qualifying disclosure under the Act has the right not to suffer any detriment as a result of that disclosure. In addition, an employee who makes a qualifying disclosure also has the right not to be dismissed as a result of that disclosure.

huong dan crack dcom 3g viettel 35. If a worker who has made a qualifying disclosure feels that, as a result of that disclosure, he or she has suffered adverse treatment should submit a complaint under the College's grievance procedure, which will then be investigated under that procedure. A worker who has suffered a detriment as a result of a disclosure also has the right to submit a complaint to an employment tribunal. It will be for the Tribunal to determine the facts of the case including whether a "qualifying disclosure" as defined under the Act, had been made, and any appropriate remedy for the worker.

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Notes


alarm clock mac widget free The Public Interest Disclosure Act 1998 provides protection for "workers" rather than just "employees". This means that, in addition to all College employees, the protections provided by the Act apply to any contractors, trainees or agency staff working at the College who make a qualifying disclosure. However, these protections do not include the genuinely self-employed or volunteers.
Public Concern at Work (PCaW) is an independent authority on public interest whistleblowing, which was established as a charity in 1993. PCaW promotes compliance with the law and good practice in organisations across all sectors. PCaW offers free advice to people concerned about danger or malpractice in the workplace but who are unsure whether or how to raise the matter.
Where the Designated Person is either the Chair of the Council or the Chairman of the Audit Committee and the allegation concerns senior members of the College, the Investigating Officer may be an independent person.

D19.The Capability Procedure

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crack emedia cs 5. The member of staff will be given reasonable time to improve and the period of review will be communicated at the meeting. This will vary from role to role and be based on the nature of the role, to ensure that the member of staff is given a reasonable opportunity to address the concerns on an informal basis. As a guideline (and subject to the discretion of the relevant department), informal stages would usually last for three to six months depending on the complexity of the role. Progress will be reviewed regularly during the informal review period, and feedback on progress will be given to the member of staff. Positive support and encouragement will be offered to the member of staff to help him or her meet the required standards of performance.

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Annex A - Key contacts

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Key university contacts under the policy 
 DesignationContact detailsEmail
 1 College Secretary and Registrar and Clerk to the Council  

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 3 Chairman of the Audit Committee (*)

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*Where a disclosure is being sent to the Chairman of the Audit Committee or the Chair of the Council because the whistleblower considers it inappropriate to send it to the College Secretary and Registrar or the President; it must be sent in hard copy only under confidential cover.
Summary of the table's contents

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Contacts for concerns not necessarily arising under the policy
 DesignationContact detailsEmail
1  

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Contacts for concerns not necessarily arising under the policy

Annex B - Public Concern at Work

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