Career Breaks Sample Clauses

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. 60.1. This provision does not apply to casual employees. 60.2. 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. 60.3. 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. 60.4. 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.

Career Breaks. Staff can by arrangement with their manager take a period of extended leave without pay of up to 3 months to travel to either extend their career prospects with Diggers or to assist in achieving a better work/family life balance.

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. (a) A career break is an extended period of leave without pay and can be approved for a period of up to 12 months. (b) An Employee may be eligible to take a career break for any of the following reasons: (i) study and skills development that may be used within the Company; (ii) personal development; (iii) family responsibilities; (iv) extended travel opportunities; (v) significant social or community responsibilities; or (vi) alternative work experience in an industry or with an employer that is not a direct competitor of the Company. (c) A career break will be granted at the discretion of the Company. The Company may consider the following factors when considering a request from an Employee to take a career break: (i) continuous service applies); (ii) the length of the proposed career break; (iii)

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. 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. 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.