Re-entry After Absence Due to Childcare. 2.3.1 A teacher who resigns from a permanent position to care for pre-school children may apply to re-enter the service under preferential provisions provided that:
(a) The absence does not exceed four years from the date of resignation or, five years from the date of cessation of duties to take up parental leave;
(b) The applicant must: - Produce a birth certificate for the pre-school child; - Sign a statutory declaration indicating that absence has been due to the care of a pre-school child and paid employment has not been entered into for more than 15 hours per week during that absence.
2.3.2 Where the applicant meets all the provisions of clause 2.3.1 above and, at the time of application:
(a) Has the necessary skills to fill competently a vacancy which is available in the service; and
(b) The position is substantially the same in character and at the same or lower salary and/or level as the position previously held, then the applicant under these provisions is to be appointed in preference to any other applicant for the position.
2.3.3 The period of preferential appointment expires three months after the period in clause 2.3.1(a).
2.3.4 Absence for childcare reasons will interrupt service but not break it. The period of absence will not count as service for the purpose of sick leave or annual leave or any other leave entitlement.
Re-entry After Absence Due to Childcare. 2.2.1 A permanent Employee who resigned from the School to care for pre-school children may apply to re-enter that School under preferential provisions provided that:
(a) The absence does not exceed four years from the date of resignation or, five years from the date of cessation of duties to take up parental leave.
(b) The applicant must:
(i) produce a birth certificate for the pre-school child;
(ii) sign a statutory declaration to the effect that absence has been due to the care of a pre-school child and paid employment has not been entered into for more than 15 hours per week or other income received during that absence.
(c) An applicant seeking to return to a School must give at least 3 months’ notice and renew that notice at least one month before the date he/she wishes to return to work or one month before the expiry of the period in (a), whichever is the earliest.
2.2.2 Where the applicant meets all the provisions of clause 2.2.1 above and at the time of application:
(a) has the necessary skills to fill competently a vacancy which is available in the School; and
(b) the position is substantially the same in character and at the same or lower salary and grading as the position previously held, then the applicant under these provisions is to be appointed in preference to any other applicant for the position.
2.2.3 Absence for child care reasons will interrupt service but not break it. The period of absence will not count as service for the purposes of sick, annual, or any other leave entitlement.
2.2.4 There shall be no right of review against the appointment of an applicant under these provisions unless the applicant is appointed to a position at a higher grade than that held at the time of resigning.
2.2.5 If an applicant under these provisions is not appointed to any position within three months after the expiry of the period in clause 2.2.1(a) the benefits of these provisions will lapse.
Re-entry After Absence Due to Childcare. An employee who was covered by this agreement but resigned from the University to care for an under school age child or children may apply to re-enter the University under preferential conditions provided that:
a. The absence does not exceed four years from the date of resignation or five years from the date of cessation of duties to take up parental leave.
Re-entry After Absence Due to Childcare. 2.2.1 A permanent employee who resigned from the School to care for pre-school children may apply to re-enter that School under preferential provisions provided that: The absence does not exceed four years from the date of resignation or, five years from the date of cessation of duties to take up parental leave. The applicant must: produce a birth certificate for the pre-school child;
Re-entry After Absence Due to Childcare.
4.8.1 An employee who resigned from a continuing position to care for an under school age child or children may apply to re-enter the College of Education, Health and Human Development, Education Plus under preferential conditions provided that:
(a) The absence does not exceed four years from the date of resignation or, five years from the date of cessation of duties to take up parental leave.
(b) The applicant must: Produce a birth certificate for the under school age child; Sign a statutory declaration to the effect that absence has been due to the care of an under school age child and paid employment has not been entered into for more than 15 hours per week or other income received during that absence.
(c) An applicant seeking to return to the College of Education, Health and Human Development, Education Plus should give at least three months' notice and renew that notice at least one month before the date he/she wishes to return to work or one month before the expiry of the period in
(a) whichever is the earlier.
4.8.2 Where the employee meets all the provisions of clause 4.8.1 above and at the time of application:
(a) has the necessary skills to fill competently a vacancy which is available in the College of Education, Health and Human Development, Education Plus; and
(b) the position is substantially the same in character and at the same or lower salary and grading as the position previously held, then the applicant under these provisions is to be appointed in preference to any other applicant for the position.
4.8.3 If an applicant under these provisions is not appointed to any position within three months after the expiry of the period in clause 4.8.1(a) the benefits of these provisions will lapse.
4.8.4 Absence for child care reasons will interrupt service but not break it. The period of absence will not count as service for the purposes of sick leave or annual leave or any other leave entitlement.
