ࡱ> orna 0&bjbj:K:K fX!H\X!H\% vv4BBBh.|B/,"GeT,#/%/%/%/%/%/%/$14LI/^GI/vv^/c!c!c!vl#/c!#/c!c!ro+,,yr+m ,/t/0/,4D4,,4,Dc!I/I/c!/4 > <:  Full Equality Impact Assessment Proforma Name of policy/proposal: Shared Parental Leave Responsible department: HR & OD Lead officer: Katrina Imrie, HR Partner STEP 1: ABOUT THE POLICY What is the aim of this policy? This policy enables employees with caring responsibilities and qualifying service, the opportunity to share a period of leave and pay in the 52 weeks immediately following the birth or adoption of their child. 2. Who will be affected by this policy? Employees who are the mother, father or main adopter of a child, or the partner of the Mother or main adopter and have at least 26 weeks continuous service with the University at the end of the 15th week before the expected week of child birth or at the week in which the main adopter was notified of having been matched for adoption with the child (placement date) 3. Is the policy being developed or review? This policy has been developed in compliance with the Employment Rights Act 2002, Children and Families Act 2014 and Shared Parental Leave Regulations 2014. 4. What is the timescale for approval of the policy? Approval is required at the earliest opportunity. 5. Who/what committee is responsible for approving any necessary changes to this policy? HR & OD Director, USPG, CJNCC, JPPRC and University Court STEP 2: HOW DOES (OR WILL) THIS THIS POLICY OR DECISION AFFECT DIFFERENT GROUPS OF PEOPLE? This policy will affect those employees who meet the eligibility criteria and wish to share a period of leave and pay following the birth or adoption of a child. Note: Under the Equality Act 2010, the nine protected characteristics are age, disability, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, religion or belief, sex and sexual orientation. When answering the questions below, you should think about how they relate to each of the 9 protected characteristics. 1. Does the evidence suggest that people with any of the protected characteristics have (or are likely to have) different needs or experiences in relation to this policy? [Include data where appropriate e.g. uptake of services or provision] No, this policy takes into account relevant circumstances. This policy allows employees of both genders to share the care of a child in the first year following the birth or adoption matching.  2. Does the evidence suggest that any aspect of the policy could lead to unfair treatment (including unlawful discrimination) against people with a particular protected characteristic? (For example, are people from any particular group excluded from accessing provision, either directly or indirectly as a result of the criteria applied?) No, the Shared Parental Leave policy will not result in an employee with a protected characteristic being treated differently to those without this protected characteristic.  3. Will this policy help the University to meet the three parts of the general equality duty? Please expand on your reasoning in relation to each part: (i) Eliminate discrimination, harassment, victimisation or any other prohibited conduct Yes, the policy will allow eligible employees of both genders to share periods of parental leave and the University is offering Occupational Shared Parental Pay which matches option 1 of the existing Maternity and Adoption pay scheme.  (ii) Advance equality of opportunity between those who share a protected characteristic and those who do not share it Yes, Shared Parental Leave is equally applicable to male and female employees.  (iii) Foster good relations between those who share a protected characteristic and those who do not share it There is likely to be neutral impact as the Policy does not consider protected characteristics as a relevant factor. The Shared Parental Leave Policy demonstrates the Universitys commitment to ensuring all eligible employees, regardless of protected characteristics, have equal rights to access Shared Parental Leave and pay.  4. Summarise what evidence you have considered when answering these questions. (e.g. anecdotal evidence, management information, research reports, consultations with staff, students and/or campus Unions) This a new policy and we therefore do not have any MI data available on the employee record system (SAP). The attached report shows the number of employees who took Maternity, adoption and paternity leave in the period January 2012 March 2015. From 5th April 2015, additional Paternity Leave will cease to exist and will be replaced with Shared Parental Leave. Currently, additional paternity leave is paid at the statutory rate. The University are proposing to enhance Statutory Parental Pay (ShPP) and offer Occupational ShPP to mirror Option 1 of the Universitys Occupational Maternity and Adoption pay scheme. If employees meet the eligibility criteria they will be entitled to share up to 52 weeks of leave and up to 39 weeks of pay between them. This means that Shared Parental Leave can be taken to accommodate both parents needs and preferences.  STEP 3: ACTION PLAN You should now be able to identify whether any action is required to eliminate discrimination or disadvantage, or to make changes to more effectively promote equality, diversity or good relations. Alternatively, you might have identified that you cannot fully assess the impact of the policy on different groups until you have more information. Actions that you might identify at this stage could include: Changes to the policy itself to better promote equality or to tackle unfair treatment/discrimination Collecting and analysing data not currently available e.g. management information, surveys Consulting further with staff, students or Unions in order to find out more about how the policy or decision will affect people Action/change requiredResponsibilityTimescaleResources requiredWhat issue/problem will this action address?Collate and analysis MI when available to assess employee take up and impact of Shared Parental Leave and cost analysis HR & OD1 YearSAPAssess take up rate and impact on cost to the University. STEP 4: Recommend whether the University should adopt, modify, pilot or reject the policy/function A: Adopt the policy in its originally proposed format (no changes required)  STEP 5: MONITORING AND REVIEW What equality data will be collected to monitor the implementation of this policy? Monitor MI when available. 2. Who will be responsible for collecting, analysing and reporting on this data? HR & OD System Team 3. To whom and how often will this data be reported? 6 monthly to HR Partner 4. When will this policy next be reviewed? April 2017  Signed (lead officer): K Imrie, HR Partner Date 30/03/2015 Signed (accountable officer): Date Version: July 2012, updated January 2015     PAGE  PAGE 6 Based on the work undertaken in this EIA, briefly set out your reasons for this recommendation: There is a Statutory requirement from 5th April 2015, to allow eligible employees to share a period of leave and pay in the 2 weeks immediately following the birth or adoption of a child. Is this EIA now complete? YES If you have answered NO, when will this EIA be resumed? [ENTER DATE} Once you have completed this EIA and it has been signed off by the accountable officer, please send a copy to  HYPERLINK "mailto:equality@stir.ac.uk" equality@stir.ac.uk. 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