1. Employment of staff
(i) The Arthritis Research Campaign (arc) does not act as an employer and, therefore, in all cases where support is provided for the employment of staff, the host institution (the institution) undertakes to issue a contract of employment for the duration of the award in accordance with the provisions of the Employment Rights Act 1996 and any other relevant act relating to the conditions of employment. arc will not be responsible for claims under any statute or at common law, nor will it indemnify the institution against any claim for compensation or against any other claims for which the institution may be liable as an employer, or otherwise.
(ii) The institution must accept full responsibility for the management, monitoring and control of all the research work funded as the result of this grant and all those persons (including employees, students and visiting fellows) employed in or involved in any research funded as a result of this grant. This includes the requirements of all regulatory authorities governing the use of radioactive isotopes, animals, pathogenic organisms, genetically modified organisms (GMOs), toxic and hazardous substances, and research on human subjects and human embryos.
(iii) The institution must ensure that all permanent and temporary staff and students employed in or involved in the research receive training appropriate to their duties, in accordance with any legal or regulatory requirements that may apply from time to time. Other training may also be necessary, for instance to support the requirement for management, monitoring and control as described in paragraph 1(ii).
(iv) All staff employed as a result of this grant must be recruited in compliance with the institution's requirements and recommendations for good practice in recruitment. arc may require representation on recruitment panels in certain circumstances. When this is the case, there will be a specific condition in the formal letter of award.
(v) The exact salary to be provided and the length of contract to be issued will be a matter for negotiation between the post holder, the grant holder and the employing authorities.
(vi) In cases where an employee was identified in the application and fails to take up the appointment, or upon appointment of any employee on a grant, full details of the appointment date, salary level, contract length and the date of termination of previous staff (if applicable), together with a copy of the curriculum vitae of the proposed employee, must be sent to the arc Research and Education Department. It is the grant holder's responsibility to ensure that this action is taken in order that funds may be released.
(vii) arc will not be willing to consider requests for additional funds for salary purposes (including absence of staff due to sickness or injury).
(viii) The tenure of appointment of staff recruited for work under a grant must be confined strictly to the period of the grant unless the institution wishes to retain the staff beyond this period for its own purpose, and at its own expense.
(ix) If a grant holder wishes to move to another institution and it is proposed to transfer the remaining grant, arc must give approval in writing before arrangements are finalised.
(x) arc does not pay the cost of maternity or paternity leave for people employed on arc grants. As the host institution is the employer it is expected to meet maternity/paternity payments should they arise. If an arc-funded employee is due to take maternity leave, the grant holder should inform arc of the dates in advance so that the grant can be suspended for the period of maternity leave until full-time employment is resumed. Should alternative arrangements be proposed, including temporary appointments or return to work on a part-time basis, arc's permission must be obtained in writing prior to the commencement of maternity leave.
