Supply Bank Information

Written Statement of Main Particulars of Employment when working variable hours content

Written Statement of Main Particulars of Employment when working variable hours

Hours of work

The normal working hours are 35 hours, Monday to Friday inclusive.  This supply bank opportunity does not provide a commitment of hours to be worked, and there is no commitment for any offers of hours to be accepted.  Any hours worked will be available on an ad-hoc basis.

Where line managers identify work that is available and it is accepted, agreement will be reached on the tasks and duties required to be undertaken and the hours and days that will be worked.

Recording of working hours

Due to the ad-hoc nature of supply bank work, timesheets must be completed to ensure accurate recording of hours worked.  Template timesheets are available for completion by the individual which should then be passed to the line manager for authorisation.  

The appropriate timesheet should be completed depending on the type of role undertaken – support or lecturing.  Support staff must record actual hours worked.  Lecturing staff must record actual class contact time only.

Remuneration arrangements

Payments will be made at the appropriate rate noted in the offer letter, by direct transfer to the nominated bank account, normally on the second last banking day of each month.

Deadline dates for submission of fully authorised timesheets are shown on the Payroll Timetable and will indicate when payments will be made.  Payments are processed monthly so it important to submit timesheets promptly and accurately so the payment periods correspond to the working time as far as possible, and they must not be accumulated and submitted in a large batch.

Holiday Entitlement

The annual leave entitlement is 45 days, pro rata, for support staff, and 62 days, pro rata, for lecturing staff, made up of a balance of fixed and flexible days.  The relevant proportion of this leave is paid to supply bank staff dependent on how many hours they have worked in a period.  This is calculated by the Payroll Section and paid in the BAC’s run to qualifying individuals in the months of April, July and December, as appropriate.

Nature of work

The job description contains the duties you will be required to undertake.  The list of duties is not to be regarded as exclusive or exhaustive.  If appropriate, and you are qualified to do so, you may be asked to work in other areas of the College on a supply bank basis.

The qualifying period procedure is applicable to those with established or fixed-term offers of employment, however it is expected that should more frequent supply bank opportunities emerge dependant on the needs of the College, qualifying period measures may be appropriate to adopt in order to ensure suitable support is being offered as well as sufficient standards of work being achieved.


Notice to be removed from the supply bank can be given at any time and should be in writing.  Any payments from outstanding timesheets or accrued holiday allowance will be communicated and paid accordingly.

Removal from Supply Back

If there is no requirement for supply staff to be offered work, it may be the case that individuals are not ever used.  Where there has been no engagement in work over a 2 year period (from start date) then relevant supply staff will be written to, and advised they are being removed from the bank.

Sickness Absence

Employees absent from work by reason of illness will receive statutory sick pay (SSP) in accordance with current legislation, and where a continuation of those working hours is identifiable.


Lecturers are contractually enrolled into the SPPA when they start work subject to the eligibility criteria.  Support staff are only automatically enrolled if they are offered either fixed term hours that exceeds duration of 3 months, or offered a permanent contract.  More information regarding this is available from the Payroll Section as required.


UHI Moray, Moray Street, Elgin, is considered to be the base, however other arrangements may be agreed with the Line Manager with regards to working at any other of the College’s establishments, depending on the nature of the duties.


All new employees must participate in their department induction events as part of the qualifying period requirements. The induction event provides a valuable insight into the College and includes mandatory training in equality and diversity and health and safety.  Local induction will be provided by the line manager or a nominated representative as hours of work are determined.

Continuous Employment

The date of continuous employment is the date on which work is undertaken provided there is not a break in service.  Due to the ad-hoc nature of supply bank hours, it is likely that breaks in service will occur and should the continuous employment date be required for any purpose, this will be provided by the College based in line with the current legislation and the history of work that has been undertaken.

UHI Moray Policies and Procedures

Access to relevant policies and procedures such as grievance, leave of absence, conduct and capability, are available on the College’s Hub.  Information regarding these and their application to supply bank opportunities can be discussed with a member of the HR Section if required.

Health and Safety

UHI Moray’s Health and Safety Procedure Manuals are available for reference on the UHI Moray Hub.  Individuals are required to comply with health and safety rules and to take such steps as are reasonably practicable for their personal health and safety and that of colleagues.  Protective clothing and equipment must be used if required.


A breach of confidential information belonging to the College, will lead to action being taken under the College’s conduct and capability procedure.  Confidential information shall include (but shall not be limited to) the following:

  • the College’s marketing strategies and business plans;

  • any information relating to a proposed reorganisation, expansion or contraction of the College’s activities;

  • financial information relating to the College;

  • details of employees of the College;

  • any information which has been shared as confidential;

  • any information given in confidence by the College.