Adobe PDF - Employment Manual - Employment Break Scheme - Policy

					                                               Employment Manual




      EMPLOYMENT
     BREAK SCHEME

The aim of this policy is to:
   • assist with the recruitment of suitably qualified
      and experienced employees
   • allow employees to plan for breaks in
      employment in certain circumstances



This document applies to all employees in a substantive post with
at least two years’ continuous service with Lincolnshire County
Council with the exception of Uniformed Fire Staff and the policy is
only advisory in schools.
EMPLOYMENT BREAK SCHEME

CONTENTS TABLE
OBJECTIVES .............................................................................................................2
PRINCIPLES ..............................................................................................................2
RESPONSIBILITIES...................................................................................................3
DIRECTORS AND ASSISTANT DIRECTORS ...........................................................3
ASSISTANT DIRECTOR - PEOPLE AND MODERNISATION...................................3
FURTHER INFORMATION ........................................................................................3
APPENDIX APPLICATION FOR AN EMPLOYMENT BREAK ...................................4


OBJECTIVES
To assist the County Council to benefit from the knowledge and skills, of an employee,
and any training which has been provided.

To assist with the recruitment of suitably qualified and experienced employees.

To allow employees to plan for breaks in employment in circumstances where:
• they have caring responsibilities
• it will help with the employee’s personal development, for example if they are
   undertaking full time study or voluntary work
• the manager agrees that there is another substantial reason for the break
• there is no alternative method of making arrangements, for example unpaid leave,
   sickness absence

PRINCIPLES
The implementation of the employment break scheme will be subject to both operational
considerations and costs measured against potential benefits.

The length of absence should be specified and agreed in writing with the employee’s
manager.

A model application form is attached in Appendix 1. This can be tailored to suit individual
requirements, if used.

If an employee is on maternity leave when the request for a career break is made, it will
commence from the date of application. This must be at least 21 days prior to the
anticipated date of return from maternity leave.

Where an employee has a contract hire car/car loan, there will be a termination
charge/requirement to pay off the loan.

There will be no guarantee of employment at the end of the agreed period.

The employee should not normally undertake paid work during the period of absence.
Approved work for the County Council may be undertaken, or in exceptional cases paid
work outside the County Council may be authorized, for example in cases of severe
financial hardship.
Individual employment breaks will be kept under review by the Directorate to establish
whether the employee wishes to continue on the scheme or whether the employee wishes
to extend the break. The period(s) of review should be agreed with the employee when
the break is approved.

Employees should be kept in touch and updated during their absence, for example
through the staff newsletter and meetings.

The use of a mentor to provide continuity should be considered, for example to provide
co-ordination during a period of re-organization.

Within a suitable period before the agreed return date the employee should be given:
• support in relation to finding a job in the County Council, for example by being sent
   copies of the Lincline vacancies list
• update training necessary, such as Information Technology training, legal updates.

The timing of this should be agreed between the manager and the employee, for example
when the employment break is reviewed.

Where an employee returns following a formalised employment break their continuous
service will be broken, however previous service will be taken into account in respect of
the maternity and sickness schemes provided that the break in service does not exceed
eight years and that no permanent paid full time employment has intervened. The eight
year time limit does not apply to the calculation of annual leave provided that no
permanent full time employment has intervened.

The employee may return on a job-share basis, if this can be accommodated.

The County Council’s ‘Scheme of Starting Salaries’ will apply in the case of employees
returning from employment breaks.

Employees returning following an employment break will be subject to the usual
recruitment arrangements, such as medical and police clearance and consideration of
reasonable adjustments under the Disability Discrimination Act 1995.

There will be a six-month probationary period, on return.

Employees should receive appropriate induction training on return.

RESPONSIBILITIES
DIRECTORS AND ASSISTANT DIRECTORS
Effective implementation and monitoring of the scheme within their Directorate;
maintenance of records.

Provision of information and training.

ASSISTANT DIRECTOR - PEOPLE AND MODERNISATION
Reviewing the policy.

FURTHER INFORMATION
Please contact Human Resources.
APPENDIX 1 APPLICATION FOR AN EMPLOYMENT BREAK
If you wish to complete this form in soft copy, please select, copy and paste into a new
Word document.

PART A (To be completed by employee)

Name:                                             Job Title:

Directorate/Division
:

Reason for request (Please continue on a separate sheet if necessary):




Proposed duration of                              months,
break:                                            commencing



PART B (To be completed by manager as appropriate)

I have agreed an employment break for the above-named employee as follows:

Duration of break:                                months,
                                                  commencing

Review dates(s):

Signed:                                                  Date

Designation:



PART C (To be completed by manager as appropriate)

I have not agreed an employment break for the above-named employee for the following
reason(s):




Signed:                                                 Date

Designation:


Updated January 2008

				
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