Career Breaks. A career break is an extended period of unpaid leave from work, with the intention that, at some agreed date in the future, the employee will return to work with the same employer. Any request for a career break should be made in writing to your Head of Service. (See the Council’s ‘Career Break Scheme’ for further details).
Career Breaks. A Career Break is an extended period of leave without pay, and can be approved for a period of up to twelve
Career Breaks. It was discussed in which way care responsibilities and career breaks due to maternity leave can be integrated in the evaluation of a career track and which indicators could be applied to have a gender fair assessment. Discussions are ongoing about extension regulations for female post-docs and how to compensate time loss in their career.
Career Breaks. 31.1 Clause 76.2 of Determination No.1 of 2000 shall be varied by adding the following words to the end of the clause. “ Career breaks may also be considered. ”
31.2 Clause 149.1 of Determination No.1 of 2000 shall be varied by inserting after the words “Any special leave without pay granted under this provision“ the words “ , including for career breaks, ” .
Career Breaks. NSW Maritime is open to supporting career breaks for reasons of professional development, industry experience, post-graduate study, employment overseas and sometimes for health or family reasons.
Career Breaks. Career Breaks may be granted in accordance with SNCT Conditions of Service Part 2, Appendix 2.15 which should be referenced before an application is made or granted. The key points to note of a Career Break are as follows; • To be eligible for a career break, teachers must have two years continuous employment, on a permanent or temporary basis after achieving the Standards for Full Registration • During a Career break, the teacher remains an employee by Glasgow Council and has personal responsibility to inform any relevant parties i.e., SPPA, GTCS, DWP if appropriate. • GTCS membership is a contractual requirement of all teaching posts within Glasgow City Council and any incidents of lapsed membership could delay/prevent a return to work until resolved. • The decision to grant a Career Break is based on the needs of the service e.g. availability of a suitable qualified replacement, continuity of learning and teaching etc. • There is no automatic right to a career break. • Career breaks may be taken for caring responsibilities, voluntary work, or travel or study. A career break should not generally be used for alternative full time employment. • The period of a career break will not be recognised for the following; incremental pay progression, sickness allowance, occupational maternity pay or annual leave entitlement. • Should a Career Break application be refused or only granted in part, there is the right to appeal the decision. • During a career break an extension may be requested, however if this is refused there is no right to appeal. This work life balance policy may be reviewed following updates from SNCT, ACAS guides or legislative changes. An application for a Career Break should be submitted by completing the Career Break Application From for teachers (Appendix 3)
Career Breaks. The Council’s Career Break scheme is available if you want to apply for an unpaid break from work following your period of maternity leave. The Career Break scheme guidance can be found on the Intranet / School’s Extranet.
Career Breaks. Employees may wish to take a career break for up to a maximum of 6 years from the date the employee joined the scheme. This can be for various reasons including care of dependants, study, or voluntary service overseas. This scheme provides for an employee who has taken a career break to return to suitable employment with Coventry City Council without the need to apply in competition. During the period of the career break the employee will not have a contract of employment except during periods of training/work experience.
Career Breaks. Fixed-term teachers shall have access to the career break scheme on the same basis as permanent teachers within their sector. Applications for career breaks shall not be rejected solely on the grounds of the status of the applicant as a fixed-term employee. The reason for rejecting an application for a career beak shall be given in writing by the Board of Management. Access to the career break scheme will cease in all instances on the expiry and non-renewal of the fixed-term contract.
Career Breaks. 62.1. This provision does not apply to casual employees.
62.2. A career break is an extended period of leave and is without pay. A career break is for no less than three (3) months or no more than twelve (12) months in full duration. A career break, where approved, will not count as service.
62.3. An employee may undertake a career break for the following reasons:
a) Extension of skills that may be used by Coal Services;
b) Study that is relevant to the employee’s employment at Coal Services;
c) Personal development;
d) Family responsibilities;
e) Extended travel opportunities;
f) Significant social or community responsibilities;
g) Work experience in an organisation that is not in direct competition with Coal Services.
62.4. A career break will only be approved on consideration of the following criteria:
a) Length of service is greater than eighteen (18) months of unbroken employment with Coal Services;
b) Employee’s performance history;
c) Reason given for the request to take a career break;
d) Needs of the business and the ability for the business to accommodate the extended leave.
62.5. All requests for career breaks are to be made in writing giving eight (8) weeks notice.
62.6. Approval will be at the discretion of the General Manager of the employee’s business unit area.
62.7. On return, the employee is entitled to a comparable position to the position held prior to the period of leave. If Coal Services is unable to provide a comparable position the conditions outlined in clause 37 shall apply. All prior service will be recognised except for the period of the career break.
62.8. If the employee whilst on the career break begins work for a competitor to Coal Services within Australia then the person ceases to be eligible for participation in the career break scheme and employment will be terminated immediately.