Career Break Sample Clauses

Career Break. 34.1 Employees are eligible to apply for a career break to meet personal, family or community responsibilities, e.g. study, child rearing, looking after a sick relative, personal development, etc. 34.2 A career break provides between three (3) months and one (1) year of unpaid leave and may be combined with other leave to provide a total period of absence up to two (2) years. 34.3 Employees who take a career break maintain continuity of employment but the period of leave does not count for service. 34.4 Employees who take a career break will be able to return to either their old position or an equivalent position.

Career Break. General provision - Unpaid and Purchased (a) A career break is an extended period of unpaid or purchased leave. An employee may be eligible to take a career break for reasons that are not covered by the usual leave entitlements. For example:

Career Break. A. What provision is available to take a career break? i) A career break is an extended period of unpaid or purchased leave. An employee may be eligible to take a career break for reasons that are not covered by the usual leave entitlements. For example: • Completing study or extending of skills that may be used with council; • Family responsibilities, e.g. dependent care, elder care;

Career Break. Conditions of unpaid (a) An unpaid career break is not considered a break in continuity of service. However, long service leave, annual leave, superannuation, personal leave and other leave entitlements do not accrue during the career break. Employees may make their own contributions to their superannuation fund during the period of the career break. Any coverage of the superannuation death and impairment benefits would be as per individual policy conditions.

Career Break. Leave without pay can be assessed on a case by case basis by EnergyAustralia to determine whether or not it will count for service. 38.3 Where EnergyAustralia has terminated an employee's employment because of ill health or injury, and the employee is subsequently retired, the total length of service shall be taken into account in calculating the employee's entitlements. 38.4 Employees who commenced duties with EnergyAustralia as a result of the amalgamations and mergers of Xxxxxx, Municipalities and County Councils on or prior to 1 January 1980 and mergers in 1995 shall have their previous service recognised in calculating their service entitlements. 38.5 From date of corporatisation of EnergyAustralia, 1 March 1996, the following service counts for long service (extended) leave purposes for staff employed by EnergyAustralia as at 1 March 1996: 38.5.1 Prior service with approved Government Departments will be recognised; this provision only applies for employees who were employed before 1 March 1996. 38.5.2 Prior service with approved NSW Authorities will be recognised. 38.5.3 Prior service with former Local Government regulated distributors which were engaged in electricity distribution will be recognised. 38.5.4 Prior service with approved State-Owned Corporations will be recognised. Prior service with the Australian Public Service will no longer be recognised after 1 March, 1996. 38.6 New employees recruited from the New South Wales Public Service after 1 March 1996, will continue to have the option of transferring their existing extended leave, recreation leave and sick leave balances to EnergyAustralia, subject to the existing arrangements for transfer of funds from the previous employer. 38.7 For the purposes of 38.5 and 38.6 above, the period of service for recognition must be ‘continuous’, which is defined as follows; 38.7.1 the employee entered on duty in EnergyAustralia on the next working day following cessation of employment with the recognised former employer; or 38.7.2 the employee has been accepted for employment by EnergyAustralia prior to the last day of service with the recognised former employer, in which case a break of up to two (2) months may be allowed between cessation of duty with the former recognised employer and commencement of employment with EnergyAustralia. 38.8 The Manager Employment Operations shall determine whether any transferred officer’s application is relevant in accordance with the relevant legislation and policy an...

Career Break. 30.1 Employees can apply for Career Breaks and career breaks require Management approval.

Career Break. For each ten (10) years of continuous service the Employee has with the Employer the Employee will be entitled to take up to a year off as a career break without pay. The Employee will be required to provide at least three (3) months notice in writing to the Employer of their intention to take this leave and that leave request must specify the date on which their leave will commence and the date on which their leave will cease. The Employer and Employee may agree in writing to alter those dates.

Career Break. 15.1 A career break is an extended period of leave without pay. An Employee may be eligible to take a career break for reasons that are not covered by the usual leave entitlements. For example, a career break may be taken to allow for: (a) the extension of an Employees skills that may be used within the Company, or for the Employee’s personal development; (b) family responsibilities (e.g. dependent care, elder care); (c) significant social or community responsibilities (e.g. volunteer work for a community organisation); (d) extended travel opportunities; (e) completing study; or (f) work experience in an organisation that is not a direct competitor of the Company. 15.2 An Employee will be eligible for a career break when:‌ (a) he or she has completed two years’ continuous service prior to commencing the career break; (b) all outstanding leave and accrued long service leave have been taken; and (c) he or she has applied to their manager providing a summary of the benefits to be gained from the career break by both the Company and the Employee, and the manager has approved the career break. 15.3 Approval of a career break remains at the Company's complete discretion, taking into consideration the Employee's performance, the Company’s business needs and the benefits for the Company and the Employee of the proposed career break. 15.4 A career break must not be less than 6 months' duration but must not exceed 12 months’ duration. 15.5 The Employee should apply for the career break at least 3 months prior to the date on which they wish it to commence. 15.6 At the conclusion of a career break, the Employee is entitled to return to a position that is nearest to their previous position in pay and status and matches appropriately with the Employee's skills. 15.7 A career break does not break an Employee’s continuous service. However, during a career break, an Employee will not accrue service related entitlements such as annual and personal leave. 15.8 Whilst on a career break an Employee:‌ (a) must not do anything that is inconsistent with his or her contract of employment or in conflict with the interests of the Company; and (b) must obtain the written consent of the Company before undertaking employment, a contract for service, or any other income producing activity. 15.9 Failure by an Employee to comply with clause 15.8 may result in summary dismissal. 15.10 Once approved, the duration of the career break may not be extended or shortened other than at the discret...

Career Break. 3.20.1. A career break is a flexible work arrangement which allows an employee to take a period of leave from the workforce for twelve months. 3.20.2. To be eligible to make an application for a career break, an employee must have at least five years’ continuous service with Council at the time the application is made. 3.20.3. Applications for a career break will be considered on a case by case basis. Approval of a career break is at the discretion of Council. 3.20.4. A career break will include a combination of available annual and long service leave and unpaid leave. a) An employee is required to exhaust all annual and/or long service leave entitlements before commencement of any period of unpaid leave for the purposes of a career break. b) The relevant conditions of the Award and Council policies relevant to leave will apply to annual leave, long service leave and unpaid leave taken during a career break. 3.20.5. A career break may be extended or reduced by mutual agreement between the employee and Council.

Career Break. Employees with 5 or more years continuous service will be entitled to apply for up to 12 months leave without pay. FSG will assess each application on a case by case basis with the needs of the business to be considered. The employee will not lose continuity of service but the leave without pay will not count as service.