External secondment agreements can be more complex and, therefore, managers should, where appropriate, be advised by their local employees and foreign exchange managers. See the list of contacts. Where applicable, the UoE shall clearly indicate to the seconded worker which contractual benefits and rights continue to be incurred and which end during the exploration period. The University of Exeter continues to pay staff for the duration of their secondment and usually invoices the host organisation on a quarterly basis. The physical organization is responsible for the employers` liability insurance. Both the host and the physical organisations are required to exercise vigilance in accordance with the health and safety rules applicable to the secondment. If an internal secondment option has been put in place, an ESR1 number should be available for this purpose. To be able to assign the Second to this position, the hierarchical superior must complete a PD02 and send it to his partner / manager HR Business. Funding for the secondment is detailed and approved as part of the ESR1 process. As a rule, the costs of the Second are borne by the host school/reception service (this can be done by grant or other external funding).

A PD02 also triggers this reassignment to Trent. A detachment is a three-part order. A settling agreement must be signed by all three parties before the start of the secondment and before the start of the work; I.e. by the service provider (Secondee), the UoE (usually hrBP/HR Manager) and an authorized representative of the external organisation. The second remained employed by the University of Exeter for the duration of the secondment. Persons could be appointed to secondment posts as follows: the material employer continues to pay the worker for the duration of his secondment and usually invoices the University of Exeter on a quarterly basis. If the request for posting has been accepted, the authorisation manager shall ensure that the corresponding posting agreement has been concluded before the start of the posting, taking into account the following main points: • Clear reasons for the posting. • A clear agreement on the start and end dates. • If the material role of the worker for his return is not available, it must be understood and agreed before the start of the posting or at the time of a subsequent extension proposed or at the time of the organisational change. • That the employee fully understands all the implications of the general conditions of sale. • training needs during and after a secondment.

• Provisions for evaluation/completion of PDP and R upon secondment. . . .