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Pay Protection Policy

 

Pay Protection Policy| pdf(117 kb)

 

 

Go to a specific section:

1. Introduction|

2. Discretionary pay protection provisions|

3. Changes in working hours|

4. Promotions|

5. Ending pay protection|

 

 

1. Introduction

1.1 This policy is not incorporated into individual employees’ contracts of employment. The university’s policy on pay protection may be amended from time to time by the university.

1.2 Any variance to the university’s policy must have the agreement of the Director of HR who will ensure appropriate dialogue with the recognised trades unions.

 

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2. Discretionary pay protection provisions

2.1 Subject to the provisions of this policy, employees who are redeployed into a lower graded post as a result of a formal restructuring will be placed on the highest point of the lower graded post and may receive pay protection for a period of two years (the 'protection period'). Pay protection will only apply where the employee is redeployed into a job not more than two grades below the employee's previous grade.

2.2 Pay protection will be in respect of the employee’s former basic pay only and will be made on a pro rata basis. Subject to 2.3| below, an employee’s previous grade, terms and conditions (including any contractual allowances), honoraria or market supplementation payments, will not be protected.

2.3 An employee’s previous annual leave entitlement will be protected for the protection period where the change in grade results in a reduced entitlement to annual leave (pro rata to the number of hours worked).

2.4 Pay protection will not normally apply where an employee is downgraded due to misconduct or capability.

2.5 Nothing in this policy shall entitle an employee to receive any pay protection which amounts to a sum greater than their actual financial loss.

 

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3. Changes in working hours

3.1 Subject to paragraph 3.3|, where an employee accepts alternative employment in a post carrying fewer hours, any pay protection will be in respect of the employee’s previous pay calculated pro rata to the number of hours worked in the alternative role. Therefore, an employee’s previous hours will not also be protected. Similarly, where an employee's normal working hours are decreased during the protection period, the pay protection element will be pro rated accordingly.

3.2 Subject to paragraph 3.3|, where an employee accepts alternative employment in a lower-graded post which carries increased hours, protection will not apply where the increase in hours enables the employee to maintain their former basic pay. Where an employee's normal working hours are increased during the protection period, ordinarily the pay protection element will not change subject to the proviso that where the increase in hours allows the employee to revert to their former level of basic pay, the pay protection element will cease.

3.3 In certain circumstances, where an employee temporarily reduces their hours the pay protection element will be temporarily reduced in line with the reduction in hours. If the employee increases their hours again within the pay protection period, the pay protection element will increase in line with the employee's increase in hours with the proviso that the employee's overall pay (inclusive of the pay protection element) will not increase to a level that is higher than the initial pay protected pay. Such cases may include situations where a woman returning from maternity leave wishes to return on reduced hours on a temporary basis, gradually increasing her hours over a defined period.

 

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4. Promotions

Where an employee is promoted to a higher grade during the protection period the employee shall be placed on the bottom pay spine point in the grade in the normal way and the pay protection element will be ‘eroded’ by the corresponding increase in pay. Any pay protection element remaining (i.e. the proportion of pay protection not otherwise subsumed within the employee’s promotional pay increase, if any) shall be paid for the remainder of the initial protection period.

 

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5. Ending pay protection

Pay protection will cease automatically when the protection period ends or in the circumstances outlined above. If pay protection is continued beyond the protection period in error, the university reserves the right to recover any overpayment made.

 
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