Career Break Policy (PDF)

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					                    Career Break Policy                                  UCD Human Resources
                                                                         Acmhainní Daonna UCD

1.     Policy Summary

This policy incorporates the Unpaid Leave of Absence and Career Break
policies previously operated by the university.

This policy outlines the Policy and Procedures for all eligible staff who wish to
apply for a career break from their post for reasons other than contained in
the policies outlined below;

The university has a number of policies related to unpaid and paid leave;
    Adoption Leave
    Parental Leave (including force majeure leave)
    Carers Leave
    Compassionate Leave
    Sick leave
    Leave of Absence for Research
    Maternity leave

Staff should refer to these policies if it is relevant to their reason for applying
for leave.

It is important to note that different procedures and conditions apply
depending on the length of your career break. These are highlighted
throughout the policy and apply to;

i. Career break up to maximum of 1 year.
At the end of this period the staff member will return to their substantive post
with UCD.

 ii. Career break over 1 year up to maximum of 5 years.
At the end of this period the staff member may apply to return to UCD and will
be offered the first vacancy at the grade he/she previously held, which arises
in the School/Unit in which he/she worked. The university will not be able to
guarantee a position for a career break over 1 year.

2. Purpose of Policy & Definitions

Staff can apply for a variety of reasons including to spend more time with their
families, to study full-time, carry out voluntary/community work or to travel.

The university recognises that people sometimes need to develop their
experience, skills and learning outside of their normal workplace environment
and acknowledge the value this can bring to the university on their return to
work.




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Version: 4.1
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                    Career Break Policy                              UCD Human Resources
                                                                     Acmhainní Daonna UCD


An application approved by Head of School/Unit and College Principal may be
granted and noted by the Governing Authority on the recommendation of the
Finance, Remuneration and Asset Management Committee (FRAMC) to
eligible members of staff subject to the following guidelines;

The university cannot guarantee all applications will be granted but will ensure
that all applications are fairly considered.

3. Scope of the Policy

Staff members who are permanent and have satisfactorily completed their
probationary period are eligible to apply.

4. Policy & Procedures

For all Career Break applications;

      The application must be approved by the Head of School/Unit and
       College Principal.
      If an application is not approved the staff member will be advised of the
       decision in writing by their Head of School/Unit.
      The purpose for which the career break is being granted must be
       outlined in the application form.
      Applications must be made at least three months in advance of the
       proposed start date of the leave as there are only six FRAMC
       Governing Authority meetings during the year. It may not be possible
       to process late applications in time for approval.
      The staff member may not apply to return to her/his post before the
       agreed date of return, unless expressly agreed by the university.
      The staff member may not work anywhere in the university on a casual
       or any other basis during the term of the career break.

The following applies only to staff members applying for a career break for a
period up to a maximum of 1 year.

The staff member’s contract of employment will be suspended from the date
on which the period of career break commenced.

      At least 8 weeks before the date of return to work, the staff member
       must inform their Head of School/Unit in writing of their intention to
       return to work on the agreed date and copy this to UCD HR.

      Where the leave is being granted for educational reasons with a direct
       relationship to the staff member's area of work, or is being granted for
       family reasons, it may be pensionable. The decision to grant
       pensionable leave must be taken by the Head of School/Unit. In all

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                    Career Break Policy                                UCD Human Resources
                                                                       Acmhainní Daonna UCD

       other cases, the leave would be granted as non-pensionable.
       Contributions on pensionable leave are recouped from the School.



      If the leave is pensionable and the staff member wants to maintain their
       pension contributions for the period of their career break this will result
       in a cost to the employee. The staff member must therefore contact
       and agree a payment plan with the Payroll Office in advance of their
       leave starting.

      The Payroll Office can also advise on maintenance of other deductions
       from salary, e.g. VHI.

The following applies only to staff members applying for a career break for a
period of 1 year up to a maximum of 5 years.

      The staff member’s contract of employment will terminate from the date
       on which they commenced their career break.

      This period will not count as service for any purposes including pension
       entitlements.

      Vacancies created may be filled, subject to approval, by a permanent
       replacement of the post.

      The staff member must apply in writing, to UCD HR, to return to work at
       least 3 months prior to the end of the career break.

      The staff member will be offered the first vacancy, at the grade/terms
       and conditions previously held, which arises in the School/Unit in which
       she/he worked. If any offer is not accepted, the liability of the university
       is discharged.

      If no vacancy exists in the School/Unit in which the staff member
       served, applications may be made for other vacancies which arise in
       the university on the same terms as those which apply to permanent
       staff who seek internal transfers.

      Failure to apply to return to work by giving 3 months notice will be
       taken as an intention not to resume duty.


5. General conditions

      Any changes in the commencement or return date of the period of
       career break must be confirmed by the staff member in writing to Head

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Version: 4.1
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                    Career Break Policy                               UCD Human Resources
                                                                      Acmhainní Daonna UCD

       of School/Unit and copied to UCD Human Resources as soon as
       possible. A decision to allow this change will be made by the Head of
       School/Unit.

      The University will accept no responsibility for any injury sustained in
       whatever manner during the period of absence.

      Any acts viewed as gross misconduct committed during the career
       break would be relevant to the staff members employment may be
       considered under the disciplinary procedure. Examples of what would
       be viewed as gross misconduct is contained in the Disciplinary
       Procedure, found on the HR website at www.ucd.ie/hr/policies

Application forms may be downloaded from the UCD HR website. Following
is the link: www.ucd.ie/hr/forms

Any questions regarding this policy please email Pensions Office at
pensions@ucd.ie




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Version: 4.1
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