Common use of Career Break Scheme Clause in Contracts

Career Break Scheme. (i) The career break scheme allows employees to defer twenty percent of their salary for four years, and be paid this deferred salary in the fifth year. (ii) Employees who apply and are approved to participate in the career break scheme will receive 100% of their normal salary for the first four years with a deduction equivalent to 20% of net salary (gross less tax). The 20% of net salary is deposited into a trust account in the employee‟s name each pay period for payment in the fifth year (the deferred salary leave year) and subject to applicable taxation as required by law. (iii) All full time and permanent part time employees are eligible to participate in the career break scheme. Casual and temporary employees are excluded from participation in career break scheme. If a permanent employee is placed into another position by way of temporary engagement or secondment during the four years when salary is being deferred, this will not of itself affect their continued participation in the career break scheme. (iv) HammondCare will call for expressions of interest from employees seeking to participate in the career break scheme once each calendar year. The timing of the invitation of applications is to be determined by HammondCare (v) HammondCare will determine the number of employees that may participate in the career break scheme having regard to service delivery and staffing levels and reserves the right to approve or not approve requests after considering workforce needs. This will be done in consultation with employees. HammondCare will not unreasonably refuse any application by an employee to participate in the career break scheme. (vi) For members of the State Superannuation Scheme (SSS) HammondCare will maintain the participant‟s employer contributions for the full five year period at the rate applicable to a person earning full salary for each of the five years. Any required personal superannuation contributions of participants are payable at the rate applicable to 100% of salary for each of the five years. (vii) For members of the State Authorities Superannuation Scheme (SASS) HammondCare will maintain the participant‟s employer contributions for the full five year period at the rate applicable to a person earning full salary for each of the five years. Any required personal superannuation contributions of participants are payable at the rate applicable to their full salary for each of the five years. (viii) For members of other complying funds (eg First State Superannuation, HESTA, HIP) HammondCare will cease making employer contributions during the deferred salary leave year. The superable salary is deemed to be 100% of the participant‟s normal salary (both deferred and the remaining 80% paid) for each of the first four years, and superannuation employer contributions are calculated on this basis. In the deferred salary leave year no employer contributions to superannuation are payable for members of these funds. (ix) Employees will continue to pay all personal employee superannuation contributions whilst participating in the career break scheme. The amount of such employee contributions is determined by the superannuation scheme/fund to which the employee is contributing and personal contributions during the deferred salary leave year are payable at the rate applicable to the employee‟s full salary. (x) In the deferred salary leave year, salary packaging and payroll deductions will not be available. (xi) The five years of the career break scheme will count as service for the accrual of long service leave, personal/carer‟s leave, annual leave, salary increments and other statutory entitlements. Any leave without pay taken by an employee whilst participating in the career break scheme will not count for the purpose of accrual of any leave. For the purpose of determining the leave accrued in the fifth year of the career break scheme (i.e. the deferred salary leave year) for permanent part-time employees, the average of all hours worked (excluding overtime) in the first four years of the career break scheme and including paid leave taken will be used for the basis of making this calculation. (xii) If any leave without pay is taken by an employee during the first four years of the career break scheme, the commencement of the deferred salary leave year will be postponed by the time the employee was absent from duty i.e. by the number of days leave without pay taken by the employee. (xiii) Employees are entitled to take paid leave during the first four years of the career break scheme, subject to normal approval processes at HammondCare. Whilst on any paid leave the employee will be paid in accordance with subclause (ii) of this clause. (xiv) Employees are not entitled to take any form of leave during the deferred salary leave year, with the exception of Maternity and Adoption leave. In respect to Maternity or Adoption leave, if the deferred salary year has not yet commenced, the employee may elect to postpone the deferred salary leave year until after the completion of such leave (up to 52 weeks). If the employee elects not to postpone the deferred salary leave year, they are entitled to a lump sum payment of their normal salary for the period of paid maternity/adoption leave. The paid maternity/adoption leave does not extend the deferred salary leave year. (xv) There will be no access to the deferred salary until the fifth year unless the employee chooses to withdraw from the career break scheme. (xvi) An employee may elect to withdraw from the career break scheme at any time by giving reasonable notice to HammondCare, and will be paid all monies in the trust account. (xvii) It is the responsibility of the employee participating in the career break scheme to declare the interest earned on the deferred salary to the Taxation Office. Normal government statutory charges attributed to an individual‟s deferred salary account will be paid by the employee. (xviii) Subject to approval by XxxxxxxXxxx, an employee may undertake outside employment in the deferred salary leave year. During the deferred salary leave year, employees are not permitted to undertake work in the NSW Health Service in positions covered by the Public Health System Nurses‟ And Midwives‟ (State) Award 2011 or this agreement. However, this does not prevent work in the NSW Health Service in another position not covered by these industrial instruments. (xix) Upon return to work after the deferred salary leave year an employee will resume employment in their substantive position at the conclusion of their participation in the career break scheme, being the anniversary date of commencing the deferred salary leave year. (xx) Employees are advised to seek independent financial advice about participating in the career break scheme and the effect on superannuation. Comprehensive details regarding the operation of the career break will be recorded in a written agreement between the employee and HammondCare, to be signed prior to the commencement of the five year period. (xxi) A review of the operation of this clause will occur by a date agreed between the Department of Health and the Nurses‟ Association and will consider any recommendations to vary the Scheme.

Career Break Scheme. (i) The career break scheme allows employees to defer twenty percent of their salary for four years, and be paid this deferred salary in the fifth year. (ii) Employees who apply and are approved to participate in the career break scheme will receive 100% of their normal salary for the first four years with a deduction equivalent to 20% of net salary (gross less tax). The 20% of net salary is deposited into a trust account in the employee‟s employee’s name each pay period for payment in the fifth year (the deferred salary leave year) and subject to applicable taxation as required by law. (iii) All full time and permanent part time employees are eligible to participate in the career break scheme. Casual and temporary employees are excluded from participation in career break scheme. If a permanent employee is placed into another position by way of temporary engagement or secondment during the four years when salary is being deferred, this will not of itself affect their continued participation in the career break scheme. (iv) HammondCare Each Public Health Organisation will call for expressions of interest from employees seeking to participate in the career break scheme once each calendar year. The timing of the invitation of applications is to be determined by HammondCarethe public health organisation but in any event will not be later than 30th June 2007 for the initial commencement year. (v) HammondCare Each Public Health Organisation will determine the number of employees that may participate in the career break scheme having regard to service delivery and staffing levels and reserves the right to approve or not approve requests after considering workforce needs. This will be done in consultation with employees. HammondCare The Public Health Organisation will not unreasonably refuse any application by an employee to participate in the career break scheme. (vi) For members of the State Superannuation Scheme (SSS) HammondCare the Public Health Organisation will maintain the participant‟s participant’s employer contributions for the full five year period at the rate applicable to a person earning full salary for each of the five years. Any required personal superannuation contributions of participants are payable at the rate applicable to 100% of salary for each of the five years. (vii) For members of the State Authorities Superannuation Scheme (SASS) HammondCare the Public Health Organisation will maintain the participant‟s participant’s employer contributions for the full five year period at the rate applicable to a person earning full salary for each of the five years. Any required personal superannuation contributions of participants are payable at the rate applicable to their full salary for each of the five years. (viii) For members of other complying funds (eg First State Superannuation, HESTA, HIP) HammondCare the Public Health Organisation will cease making employer contributions during the deferred salary leave year. The superable salary is deemed to be 100% of the participant‟s participant’s normal salary (both deferred and the remaining 80% paid) for each of the first four years, and superannuation employer contributions are calculated on this basis. In the deferred salary leave year no employer contributions to superannuation are payable for members of these funds. (ix) Employees will continue to pay all personal employee superannuation contributions whilst participating in the career break scheme. The amount of such employee contributions is determined by the superannuation scheme/fund to which the employee is contributing and personal contributions during the deferred salary leave year are payable at the rate applicable to the employee‟s employee’s full salary. (x) In the deferred salary leave year, salary packaging and payroll deductions will not be available. (xi) The five years of the career break scheme will count as service for the accrual of long service leave, personal/carer‟s sick leave, annual leave, salary increments and other statutory entitlements. Any leave without pay taken by an employee whilst participating in the career break scheme will not count for the purpose of accrual of any leave. For the purpose of determining the leave accrued in the fifth year of the career break scheme (i.e. the deferred salary leave year) for permanent part-time employees, the average of all hours worked (excluding overtime) in the first four years of the career break scheme and including paid leave taken will be used for the basis of making this calculation. (xii) If any leave without pay is taken by an employee during the first four years of the career break scheme, the commencement of the deferred salary leave year will be postponed by the time the employee was absent from duty i.e. by the number of days leave without pay taken by the employee. (xiii) Employees are entitled to take paid leave during the first four years of the career break scheme, subject to normal approval processes at HammondCarethe public health organisation. Whilst on any paid leave the employee will be paid in accordance with subclause (ii) of this clause. (xiv) Employees are not entitled to take any form of leave during the deferred salary leave year, with the exception of Maternity and Adoption leave. . (xv) In respect to Maternity or Adoption leave, if the deferred salary year has not yet commenced, the employee may elect to postpone the deferred salary leave year until after the completion of such leave (up to 52 fifty two weeks). If the employee elects not to postpone the deferred salary leave year, they are entitled to a lump sum payment of their normal salary for the period of paid maternity/adoption leave. The paid maternity/adoption leave does not extend the deferred salary leave year. (xvxvi) There will be no access to the deferred salary until the fifth year unless the employee chooses to withdraw from the career break scheme. (xvixvii) An employee may elect to withdraw from the career break scheme at any time by giving reasonable notice to HammondCarethe employer, and will be paid all monies in the trust account. (xviixviii) It is the responsibility of the employee participating in the career break scheme to declare the interest earned on the deferred salary to the Taxation Office. Normal government statutory charges attributed to an individual‟s individual’s deferred salary account will be paid by the employee. (xviiixix) Subject to approval by XxxxxxxXxxx, the Public Health Organisation an employee may undertake outside employment in the deferred salary leave year. During the deferred salary leave year, employees are not permitted to undertake work in the NSW Health Service in positions covered by the Public Health System Nurses‟ And Midwives‟ (State) Award 2011 or this agreementAgreement. However, this does not prevent work in the NSW Health Service in another position not covered by these industrial instrumentsthe Agreement. (xixxx) Upon return to work after the deferred salary leave year an employee will resume employment in their substantive public health system entity position at the conclusion of their participation in the career break scheme, being the anniversary date of commencing the deferred salary leave year. (xxxxi) Employees are advised to seek independent financial advice about participating in the career break scheme and the effect on superannuation. Comprehensive details regarding the operation of the career break will be recorded in a written agreement between the employee and HammondCarethe employer, to be signed prior to the commencement of the five year period. (xxixxii) A review of the operation of this clause will occur by a date agreed between the Department parties. That review will be undertaken by the Ministry of Health and the Nurses‟ Association and will consider any recommendations to vary the Scheme.

Career Break Scheme. (ia) The career break scheme allows employees to defer twenty percent of their salary for four years, and be paid this deferred salary in the fifth year. (iib) Employees who apply and are approved to participate in the career break scheme will receive 100% of their normal salary for the first four years with a deduction equivalent to 20% of net salary (gross less tax). The 20% of net salary is deposited into a trust account in the employee‟s employee’s name each pay period for payment in the fifth year (the deferred salary leave year) and subject to applicable taxation as required by law. (iiic) All full time and permanent part time employees Nurse Unit Managers are eligible to participate in the career break scheme. Casual and temporary employees are excluded from participation in career break scheme. If a permanent employee is placed into another position by way of temporary engagement or secondment during the four years when salary is being deferred, this will not of itself affect their continued participation in the career break scheme. (ivd) HammondCare The Hospital will call for expressions of interest from employees seeking to participate in the career break scheme once each calendar year. The timing of the invitation of applications is to be determined by HammondCarethe Hospital. (ve) HammondCare The Hospital will determine the number of employees that may participate in the career break scheme having regard to service delivery and staffing levels and reserves the right to approve or not approve requests after considering workforce needs. This will be done in consultation with employees. HammondCare The Hospital will not unreasonably refuse any application by an employee to participate in the career break scheme. (vif) For members of complying superannuation funds the State Superannuation Scheme (SSS) HammondCare will maintain the participant‟s employer contributions for the full five year period at the rate applicable to a person earning full salary for each of the five years. Any required personal superannuation contributions of participants are payable at the rate applicable to 100% of salary for each of the five years. (vii) For members of the State Authorities Superannuation Scheme (SASS) HammondCare will maintain the participant‟s employer contributions for the full five year period at the rate applicable to a person earning full salary for each of the five years. Any required personal superannuation contributions of participants are payable at the rate applicable to their full salary for each of the five years. (viii) For members of other complying funds (eg First State Superannuation, HESTA, HIP) HammondCare Hospital will cease making employer contributions during the deferred salary leave year. The superable salary is deemed to be 100% of the participant‟s participant’s normal salary (both deferred and the remaining 80% paid) for each of the first four years, and superannuation employer Employer contributions are calculated on this basis. In the deferred salary leave year no employer Employer contributions to superannuation are payable for members of these funds. (ixg) Employees will may continue to pay all personal employee superannuation contributions whilst participating in the career break scheme. The amount of such employee contributions is determined by the superannuation scheme/fund to which the employee is contributing and personal contributions during the deferred salary leave year are payable at the rate applicable to the employee‟s full salary. (xh) In the deferred salary leave year, salary packaging and payroll deductions will not be available. (xii) The five years of the career break scheme will count as service for the accrual of long service leave, personal/carer‟s sick leave, annual leave, salary increments and other statutory entitlements. Any leave without pay taken by an employee whilst participating in the career break scheme will not count for the purpose of accrual of any leave. For the purpose of determining the leave accrued in the fifth year of the career break scheme (i.e. the deferred salary leave year) for permanent part-time employees, the average of all hours worked (excluding overtime) in the first four years of the career break scheme and including paid leave taken will be used for the basis of making this calculation. (xiij) If any leave without pay is taken by an employee during the first four years of the career break scheme, the commencement of the deferred salary leave year will be postponed by the time the employee was absent from duty i.e. by the number of days leave without pay taken by the employee. (xiiik) Employees are entitled to take paid leave during the first four years of the career break scheme, subject to normal approval processes at HammondCareof the employer. Whilst on any paid leave the employee will be paid in accordance with subclause paragraph (iib) of this clausesubclause. (xivl) Employees are not entitled to take any form of leave during the deferred salary leave year, with the exception of Maternity and Adoption leave. In respect to Maternity or Adoption leave, if the deferred salary year has not yet commenced, the employee may elect to postpone the deferred salary leave year until after the completion of such leave (up to 52 weeks). If the employee elects not to postpone the deferred salary leave year, they are entitled to a lump sum payment of their normal salary for the period of paid maternity/adoption leave. The paid maternity/adoption leave does not extend the deferred salary leave year. (xvm) There will be no access to the deferred salary until the fifth year unless the employee chooses to withdraw from the career break scheme. (xvin) An employee may elect to withdraw from the career break scheme at any time by giving reasonable notice to HammondCarethe Employer, and will be paid all monies in the trust account. (xviio) It is the responsibility of the employee participating in the career break scheme to declare the interest earned on the deferred salary to the Taxation Office. Normal government statutory charges attributed to an individual‟s individual’s deferred salary account will be paid by the employee. (xviiip) Subject to approval by XxxxxxxXxxx, the Hospital an employee may undertake outside employment in the deferred salary leave year. During the deferred salary leave year, employees are not permitted to undertake work in the NSW Health Service in positions covered by the Public Health System Nurses‟ And Midwives‟ (State) Award 2011 or this agreement. However, this does not prevent work in the NSW Health Service in another position not covered by these industrial instruments. (xixq) Upon return to work after the deferred salary leave year an employee will resume employment in their substantive position at the conclusion of their participation in the career break scheme, being the anniversary date of commencing the deferred salary leave year. (xxr) Employees are advised to seek independent financial advice about participating in the career break scheme and the effect on superannuation. Comprehensive details regarding the operation of the career break will be recorded in a written agreement between the employee and HammondCarethe Employer, to be signed prior to the commencement of the five (5) year period. (xxi) A review of the operation of this clause will occur by a date agreed between the Department of Health and the Nurses‟ Association and will consider any recommendations to vary the Scheme.

Career Break Scheme. (i) The career break scheme allows employees to defer twenty percent of their salary for four years, and be paid this deferred salary in the fifth year. (ii) Employees who apply and are approved to participate in the career break scheme will receive 100% of their normal salary for the first four years with a deduction equivalent to 20% of net salary (gross less tax). The 20% of net salary is deposited into a trust account in the employee‟s employee’s name each pay period for payment in the fifth year (the deferred salary leave year) and subject to applicable taxation as required by law. (iii) All full time and permanent part time employees are eligible to participate in the career break scheme. Casual and temporary employees are excluded from participation in career break scheme. If a permanent employee is placed into another position by way of temporary engagement or secondment during the four years when salary is being deferred, this will not of itself affect their continued participation in the career break scheme. (iv) HammondCare The employer will call for expressions of interest from employees seeking to participate in the career break scheme once each calendar year. The timing of the invitation of applications is to be determined by HammondCarethe public health organisation but in any event will not be later than 30th June 2007 for the initial commencement year. (v) HammondCare The employer will determine the number of employees that may participate in the career break scheme having regard to service delivery and staffing levels and reserves the right to approve or not approve requests after considering workforce needs. This will be done in consultation with employees. HammondCare The employer will not unreasonably refuse any application by an employee to participate in the career break scheme. (vi) For members of the State Superannuation Scheme (SSS) HammondCare the public health organisation will maintain the participant‟s participant’s employer contributions for the full five year period at the rate applicable to a person earning full salary for each of the five years. Any required personal superannuation contributions of participants are payable at the rate applicable to 100% of salary for each of the five years. (vii) For members of the State Authorities Superannuation Scheme (SASS) HammondCare the public health organisation will maintain the participant‟s participant’s employer contributions for the full five year period at the rate applicable to a person earning full salary for each of the five years. Any required personal superannuation contributions of participants are payable at the rate applicable to their full salary for each of the five years. (viii) For members of other complying funds (eg First State Superannuation, HESTA, HIP) HammondCare the employer will cease making employer contributions during the deferred salary leave year. The superable salary is deemed to be 100% of the participant‟s participant’s normal salary (both deferred and the remaining 80% paid) for each of the first four years, and superannuation employer contributions are calculated on this basis. In the deferred salary leave year no employer contributions to superannuation are payable for members of these funds. (ix) Employees will continue to pay all personal employee superannuation contributions whilst participating in the career break scheme. The amount of such employee contributions is determined by the superannuation scheme/fund to which the employee is contributing and personal contributions during the deferred salary leave year are payable at the rate applicable to the employee‟s employee’s full salary. (x) In the deferred salary leave year, salary packaging and payroll deductions will not be available. (xi) The five years of the career break scheme will count as service for the accrual of long service leave, personal/carer‟s sick leave, annual leave, salary increments and other statutory entitlements. Any leave without pay taken by an employee whilst participating in the career break scheme will not count for the purpose of accrual of any leave. For the purpose of determining the leave accrued in the fifth year of the career break scheme (i.e. the deferred salary leave year) for permanent part-time employees, the average of all hours worked (excluding overtime) in the first four years of the career break scheme and including paid leave taken will be used for the basis of making this calculation. (xii) If any leave without pay is taken by an employee during the first four years of the career break scheme, the commencement of the deferred salary leave year will be postponed by the time the employee was absent from duty i.e. by the number of days leave without pay taken by the employee. (xiii) Employees are entitled to take paid leave during the first four years of the career break scheme, subject to normal approval processes at HammondCarethe public health organisation. Whilst on any paid leave the employee will be paid in accordance with subclause (ii) of this clause. (xiv) Employees are not entitled to take any form of leave during the deferred salary leave year, with the exception of Maternity and Adoption leave. In respect to Maternity or Adoption leave, if the deferred salary year has not yet commenced, the employee may elect to postpone the deferred salary leave year until after the completion of such leave (up to 52 fifty two weeks). If the employee elects not to postpone the deferred salary leave year, they are entitled to a lump sum payment of their normal salary for the period of paid maternity/adoption leave. The paid maternity/adoption leave does not extend the deferred salary leave year. (xv) There will be no access to the deferred salary until the fifth year unless the employee chooses to withdraw from the career break scheme. (xvi) An employee may elect to withdraw from the career break scheme at any time by giving reasonable notice to HammondCarethe employer, and will be paid all monies in the trust account. (xvii) It is the responsibility of the employee participating in the career break scheme to declare the interest earned on the deferred salary to the Taxation Office. Normal government statutory charges attributed to an individual‟s individual’s deferred salary account will be paid by the employee. (xviii) Subject to approval by XxxxxxxXxxx, the employer an employee may undertake outside employment in the deferred salary leave year. During the deferred salary leave year, employees are not permitted to undertake work in the NSW Health Service in positions covered by the Public Health System Nurses‟ And Midwives‟ Nurses’ and Midwives’ (State) Award 2011 2015 or this agreementAgreement. However, this does not prevent work in the NSW Health Service in another position not covered by these industrial instruments.the Industrial Instruments.. (xix) Upon return to work after the deferred salary leave year an employee will resume employment in their substantive public health system entity position at the conclusion of their participation in the career break scheme, being the anniversary date of commencing the deferred salary leave year. (xx) Employees are advised to seek independent financial advice about participating in the career break scheme and the effect on superannuation. Comprehensive details regarding the operation of the career break will be recorded in a written agreement between the employee and HammondCarethe employer, to be signed prior to the commencement of the five year period. (xxi) A review of the operation of this clause will occur by a date agreed between the Department parties. That review will be undertaken by the Ministry of Health and the Nurses‟ Nurses’ Association and will consider any recommendations to vary the Scheme.