W P MANAGEMENT LIMITED
CONDITIONS OF SERVICE (PRINCIPAL STATEMENT )
MEMBERS OF STAFF
WP Management Limited is a subsidiary of Wivenhoe Enterprises, a Company wholly owned by the
University of Essex.
Appointments are made in one of the grades in the structure of the Company. Rates of pay are
reviewed annually by the Company.
2. Working Week
The normal working week of full-time staff is 36 hours, to be spread over five days which may include
Saturday or Sunday, as agreed with your Manager. The working hours of part-time staff are as agreed
on appointment or as subsequently amended.
When, by agreement with your Manager, hours in excess of 36 are worked in any one week, overtime
payments will be made at the rate of time and a half, except that hours worked on a Sunday or seventh
consecutive working day shall be paid at the rate of double time.
NB The definition of the pay week is Monday to Sunday.
When work on a public holiday is required, payment will be made at double time and equivalent time
off work will be given at a later date.
The holiday entitlement of a full-time member of staff is 20 working days each complete leave year.
Holidays are to be taken at the discretion of the individual, subject to the approval of your Manager,
who will not unreasonably withhold consent.
In addition to the above a full-time member of staff is also entitled to a holiday with pay on each of the 8
statutory public holidays (New Year's Day, Good Friday, Easter Monday, May Day, Spring Bank Holiday,
Late Summer Bank Holiday, Christmas Day, Boxing Day, or their equivalent), and on 3 other working
days when the Company is closed during Christmas.
Full-time staff are also entitled to long service leave, as follows:-
a) Staff completing one year of continuous service will be entitled to one additional day of annual leave.
b) Staff completing two years of continuous service will be entitled to a further additional day of annual
c) Staff completing three years of continuous service will be entitled to a further additional day of
d) Staff completing five years of continuous service will be entitled to one further additional day of
e) Staff completing seven years of continuous service will be entitled to one further additional day of
f) Staff completing twelve years of continuous service will be entitled to a final additional day of annual
Part-time members of staff are entitled to paid holiday on a pro rata basis to the entitlement of fulltime members of staff.
Part-time members of staff are entitled to holiday with pay for public holidays and days of Company
closure, only in respect of such days as may fall during periods when they would normally have been at
An example of the calculation of the holiday entitlement for a part-time member of staff would be:
3 days (worked per week) x 20 (full-time basic entitlement = 12 days of holiday
5 days (full week)
Part-time staff are also entitled to have long service holiday taken into account in the calculation of
holiday entitlement, for example:
3 days (worked per week) x 20 (basic) + 3 (long service) = 13.8 = 14 days of leave after 3
5 days (full week) years of service
The holiday year runs from 1 April to 31 March. Holiday entitlement in the first and last years of service
shall be pro rata to the number of completed months' service in that period: for this purpose a half day
or more of holiday entitlement shall be counted as one full day.
On termination of employment, holiday entitlement will be calculated to the nearest full month worked.
If a member of staff has taken holiday which has not been earned, then any such excess paid holiday will
be deducted from the final salary/wage payment. Alternatively if it has not been possible for a member
of staff to take his/her full earned holiday entitlement upon termination of employment, then an
appropriate addition will be made to the final salary/wage payment.
It should be noted that unused holiday entitlement cannot normally be carried over from one leave year
to the next.
4. Pension Scheme
Staff are eligible to contribute to the Universities' Superannuation Scheme (USS) immediately upon
commencing an appointment. Initially a member of USS will contribute 6.35% of his/her salary and
initially the University will contribute 14%. Staff contributing to USS are contracted out of the State
Earnings Related Pension Scheme (SERPS).
Unless, prior to commencing an appointment, a member of staff elects in writing not to contribute to
USS, he/she will be deemed to be a member of USS from the start of an appointment and contributions
will be deducted accordingly. Staff will be able if they wish, subsequently, to withdraw from USS and to
change to the State Earnings Related Pension Scheme (SERPS) or a Personal Pension by giving the
required notice and completing the appropriate form available from the Finance Section.
Staff who elect not to contribute to USS from the commencement of appointment will either be subject
to the provisions of SERPS or contribute to a Personal Pension Scheme.
The University will make the minimum contributions required by legislation to a Personal Pension
Staff in post at 29th February 2004 and already subject to the provisions of either the Essex County
Council Pension Scheme or the University of Essex Pension Scheme, retain the right to continue in
membership of these schemes.
Further details about USS are available from the Finance Section.
5. Sick Pay
A member of staff who is prevented by illness from reporting for duty shall notify their Manager as early
as possible on the first day of absence. When it is required, in accordance with the terms of the sick pay
scheme, that a personal sickness certificate or a doctor's medical certificate be submitted, it must be
sent without delay to your Manager.
A document setting out the arrangements at present in force for sick leave and sick pay is attached.
6. Probation and Permanency
Staff will normally be appointed subject to confirmation after a probationary period of six months.
Probationary periods may be extended by a period of up to three months, subject to the agreement of
the Director of Personnel Services. A member of staff who has already satisfactorily completed a
probationary period in a similar post at the University would not normally be expected to complete a
further period of probationary employment.
7. Maternity Leave
A document setting out the arrangements for Statutory Maternity Pay and Maternity Leave is available
from the Personnel Office.
8. Paternity Leave
Wivenhoe Park Management grants, on certain conditions, 10 days of paid paternity leave to a member
of staff whose wife or partner is pregnant or who plans to adopt a baby. Further details are available
from the Personnel Office.
Payment is made monthly in arrears by direct credit into a bank or building society account.
Temporary appointments may be terminated by either side giving one weeks's notice in writing.
The appointment of permanent staff may be terminated by either side giving one month's notice
in writing. The amount of notice of termination of the employment which an employee is entitled to
receive increases to five weeks after five years' continuous employment and thereafter by an additional
week for each complete additional year of service up to a maximum of twelve weeks' notice after twelve
years' or more continuous service.
11. Previous Service
Periods of previous service with an employer other than the University of Essex or Wivenhoe Park
Management Limited do not count as continuous with current employment.
The retirement date (ie. Last day of service) for all members of staff is the day before the 65th birthday.
Any employee (male or female) wishing to retire earlier than 65 will be allowed to do so, where it is in
the interests of the Company to agree to this.
13. Trade Union Membership
The Company give representational rights on an individual basis to UNISON.
14. Individual Grievances
A grievance relating to your employment should be discussed in the first instance with your immediate
supervisor. Further steps are set out in the Grievance Procedure, a copy of which is available for
reference in the Personnel Office or your Manager's office.
15. Disciplinary Matters
Details of the procedures for dealing with disciplinary matters and disciplinary rules may be consulted in
the Personnel Office or your Manager's office.
If you wish to complain about formal disciplinary action taken against you, you should do so by writing
within a period of seven days to the Personnel Office, who will refer you to that section of the
disciplinary procedures which relates to the hearing of such complaints.
16. Medical Examination
An employee may be required to undergo a medical examination at the Company's expense.