The University aims to promote work-life balance for all staff members and has a range of flexible working and leave options available to staff. Visit the UCD HR page for details on:
There are also a number of staff supports and networks available to you including an Employee Assistance Programme (EAP), LGBT staff network, compassionate leave scheme, mediation and conflict resolution, Occupational Health service and sick pay scheme.
The School of Medicine fully supports the UCD Core Meeting Hours policy and meetings are scheduled between 9.30am and 4pm with some exceptions where it is not practical or possible to hold meetings at these times.
Employees are not expected to read or reply to emails outside of their normal working hours, except in exceptional situations. This policy is designed to promote employee wellbeing by demonstrating the importance of recovery time away from work and support other policies such as Core Meeting Hours which promote a family-friendly working environment.
The UCD Core Meeting Hours and Out of Hours Email policies are available on the UCD Equality page.
The School of Medicine is committed to supporting members of Academic Staff who are returning from an extended period of leave (20 consecutive weeks or more) connected with caring or illness. The School invites Academic Staff who are returning from leave – such as maternity leave, adoptive leave, paternity leave, leave to care for a dependent or sick leave - to re-establish or maintain their independent research careers. It is intended that this grant will provide support to minimise the impact of an extended leave period on research activities.
Description
The Research Return Grant for Returning Academic Staff can be drawn down on return from leave and is available to women returning from maternity / adoptive leave, and to any research active academic returning from unpaid carer’s/parental leave or sick leave from 01/10/2020. The grant will be allocated on the basis of a short application, supported by the Head of School, the Associate Dean for Research, Innovation and Impact and the chair of the School EDI committee. The proposal should state clearly how the grant will help the individual re-establish or maintain their independent research over 12 months and should link the grant directly with specific, time-lined, measurable research outputs.
Within 12 months of obtaining the grant, the academic staff member must provide a written report to the Head of School and Associate Dean for Research. Academic staff who have previously availed of the grant may make additional applications following another period of extended leave (20 consecutive weeks or more).
How to apply
Applications may be made and approved before an individual takes leave (e.g before they go on maternity leave), during the leave or within one month of returning. Application form is available from ucdmr@ucd.ie.