Career Break Scheme 1
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- Jemimah Wiggins
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1 Career Break Scheme 1
2 Career Break Scheme 1. Purpose 1.1. The main aim of the career break scheme is to provide support to staff in their quest to balance their personal lives and interests with their work commitments. However the scheme will also meet the following purposes; To provide the opportunity to retain skilled and experienced employees who are highly valued in order to contribute to a high caliber workforce. To enable employees to devote a period of time to family or personal commitments and, despite having resigned from the University, be assured of an opportunity to rejoin the organisation after an agreed period of time. To reduce recruitment costs by maintaining a database of employees who wish to return to work after a career break. To enable employees who have a partner taking a sabbatical, or required to work abroad or a significant distance away from the University, to take a career break in order to accompany them. To support the Equal Opportunities policy by providing a scheme that supports carers, often female employees, who might otherwise need to leave employment due to family circumstances. To provide career breaks to employees in high pressure positions in order to accommodate employees who need extended leave to recharge their batteries. 2. Length of a career break 2.1. The career break scheme will be used when employees request a break of between 6 months and five years duration. A career break is not unpaid leave; it is a break in the contract of employment. There are separate arrangements for: Leave for Academic Purposes (e.g. Sabbaticals) and Unpaid Leave provisions where absence of up to 6 months will be considered 3. Eligibility 3.1. To be eligible to request a career break the employee must meet the following criteria: 2
3 Completion of two years of continuous service with the University Demonstration of a satisfactory or good performance record Intends to return to University employment 4. The Scheme 4.1. The scheme provides an opportunity for staff to apply for a career break of up to five years. Employees will not be entitled to a career break and the scheme will operate on a discretionary basis. The decision will be based on both the needs of the individual and the operational needs of the University. The University gives an undertaking to re-employ the individual, if possible, following the career break. However, there is no commitment to re-appoint the individual to the same job or on the same terms. Every effort will be made to offer the individual a suitable alternative role There may be some cases where it is decided to guarantee employees the right to return. However, this would be limited to breaks of a much shorter timescale up to one year. One of the following eligibility criteria would also have to be met. The employee is working in an area which is generally recognised as being difficult to recruit to The employee has been subject to considerable investment of time and money by the University to reach their level of competence The employee needs to take a career break for compelling personal reasons, such as to accompany a partner on an overseas placement. 5. Popular Reasons for Requesting a Career Break 5.1. All requests for career breaks should be considered on their own merits, with an assessment of the likely impact on the University and whether the career break could be handled effectively. Some of the most widely approved reasons for career breaks are; Family commitments time out to raise a family or care for a relative Volunteer work teaching English abroad or taking part in a conservation project Self-improvement study, learning and training, writing a novel, learning a language Travel self organised travel/extended holiday Accompanying partner when partner is required to work away from the University location for an extended period of time 3
4 5.2. Taking up a position with another employer would not be considered to be an acceptable reason for a career break, nor would time off to set up a new business venture. If an employee already on a career break wishes to take up paid employment elsewhere, they would need to obtain written consent from the University. Working for a direct competitor or any work that could lead to a conflict of interests would be unlikely to be approved. However, work for a charity or within the voluntary sector, where the individual could provide much needed professional and technical expertise, is more likely to be considered. 6. Reaching a Decision and Planning a Career Break 6.1. How to Apply Requests for a Career Break must be made to the individual s Line Manager in writing stating clearly the reason for the request. The next step in the process is for the Manager, the individual and the relevant Human Resources Adviser to meet and discuss the request. The discussion would include; The reasons for the request A full explanation of the scheme The proposed timing of the career break The proposed duration of the career break How the University would keep in touch during the career break The ability of the individual to attend training during the career break The possibility to undertake some temporary work during the career break The type of work that the individual would like to come back to The effect of the career break on terms and conditions of employment 6.2. Decisions should be transparent and based on a sound business case. The impact on fellow employees should be considered. Where possible colleagues should have some input into the decision. The line manager may also need to explore the options and potential costs of replacing the person on a career break and consider this when making their decision. 7. Keeping in Touch 7.1. Since employees on a career break are expected to return to work at some point, it is sensible to keep in touch. 4
5 8. Communication 8.1. An individual will be appointed to keep in touch with the individual taking the career break. This person will be the firth point of call if the employee on the career break has any concerns or wishes to make any work related enquiries. A decision should be made at the outset about what type of information should be shared such a major developments in the organisation. 9. Training and Temporary Work 9.1. It may be important for employees to keep their skills up to date by returning briefly to undertake some training or some paid work. This can be managed flexibly. 10. Effect on Terms and Conditions of Employment 10.1 Employees on a Career Break must resign from the University and the contract of employment is terminated. The effect on terms and conditions of employment are as follows: The employee will not be paid during the career break, unless they return for a short period of temporary employment, in which case they will be paid at the rate for the temporary position. When on a career break, the period of time away will not count towards service related benefits such as pensions, holidays and sick pay. Whilst on a career break employees will not accrue holiday entitlement. Any outstanding holiday entitlement is taken prior to the start of the career break. No sickness benefit is payable during a career break. When returning from a career break, the two periods of service will not be linked for service related benefits purposes. The period of the career break will not count as pensionable service and staff will be counted as leavers from their pension schemes. On re-entry to employment they will re-join the Pension Scheme. NOTE: the terms of which they can rejoin will be determined by the individual pension scheme and my not be identical to the scheme provisions when they left. Benefits that depend on statutory legislation e.g. Maternity pay, paternity pay, adoption leave cannot benefit from linking the two periods of employment and for these purposes continuity of service will be broken and restart following the career break. 5
6 11. Returning to Work 11.1 Re engagement The basis on which the employee might return to work will vary widely. Most employees who resign to take a career break will have no guaranteed right to a position at the end of the career break. The University will, however, make every effort to re-employ the individual. Although the individual has to apply for a new position, they will receive assistance from the University Six months prior to the planned return to work employees should write to the University and confirm their desire to return. Individuals will be notified of vacancies for up to six months before they are due to return to work. NOTE Existing employees on the redeployment register will take priority over Career Break returners. 11.3When ready to return to work the individual will have the opportunity to attend a meeting to discuss their career to discuss current vacancies. If employees have been guaranteed reemployment they must still contact the University by letter expressing their desire to return. 11.4If an individual decides, during the career break, that they no longer wish to return to the University, they should write to the University immediately to confirm this. If the employee does not adhere to the agreement that was reached for the career break, the University reserves the right to terminate the arrangement. 12. Terms and Conditions of Employment 12.1On obtaining a new job, the individual will be paid at the grade for that job. However, previous service prior to the career break and earlier performance assessments will be taken into account when establishing the salary position within the grade. Previous service will not be taken into account in respect of holiday entitlement and sickness benefit. Policy Area lead Human Resources Approved by Staff Committee Approval date 11 October 2010, updated Review Date 04 August
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