Career Break Policy

 

About this Policy

 

The Society recognises that colleagues may wish to take a break from work in order to pursue other activities such as obtaining educational or vocational qualifications to enhance their future career aspirations, or to look after children or other dependents.

This policy applies to all colleagues (whether employed on a full-time, part-time, fixed term or permanent basis). It does not apply to agency workers or self-employed contractors.

This policy does not form part of any contract of employment and the Society may amend it at any time.

 

 

Eligibility

 

To be eligible to apply for a career break, colleagues must have 12 months continuous service with the Society. Colleagues may apply for a career break of between 1 - 12 months.

Where colleagues wish to request short periods of time away from work, they should also refer to the Annual Leave Policy as an alternative to a career break.

Colleagues who are currently on family leave may apply for a career break provided they meet the eligibility criteria. The career break would normally begin at the end of the family leave period.

Once a colleague returns from a career break no further applications for a career break may be made within a 12 month period from the date of return.

 

 

Making an Application

 

Colleagues are encouraged to first discuss the career break they wish to take informally with their line manager before making a written application.

To apply, colleagues should then complete a Career Break application form and submit it to their line manager. This must be done at least eight weeks prior to the proposed date that the colleague wishes to commence their career break.

Once the form is received the line manager will consider the request. If the request is denied, the line manager will explain the reasons for the refusal to the colleague and the Society will write to the colleague to confirm the decision.  There is no right of appeal.

When a career break is agreed a letter outlining all the terms and conditions reached, i.e. date of return, schedule for keeping in contact, any paid or unpaid work that has been agreed to etc. will be sent to the colleague. Any failure to adhere to any of the terms and conditions may result in an investigation which in turn may lead to disciplinary action including the termination of employment.

 

 

Conditions

 

A career break is a period of unpaid leave and will not be regarded as a break in service. The employment contract will remain in force, but with no entitlement to pay or pay benefits. This means that throughout the career break, the colleague will receive no salary or wage payments including:

• Bonus schemes

• Car cash allowance

• Sick pay

• Annual leave or accrual of annual leave

• Salary sacrifice payments

• Pension contributions

 

For further details of how pension is treated during a career break please contact the Pension Manager at Helen.Flint-Hill@midcounties.coop.

For further details on how your Society benefits may be affected during this time, for example, Colleague ‘Thank you Vouchers, please contact the rewards and benefits team at your.benefits@midcounties.coop. Colleagues participating in salary sacrifice schemes (e.g. Workplace Nursery Scheme or Electric Vehicle) must notify the providers and the Society’s Rewards and Benefits team (your.benefits@midcounties.coop) so the appropriate changes can be made to the scheme.

All Society property must be returned e.g. Society car, laptop, mobile phone etc. unless specifically agreed with a senior manager. Any outstanding loans the colleague may have e.g. for season ticket or for the purchase of a bike, will need to be fully cleared. Colleagues would continue to be allowed the use of their colleague members card to obtain discount.

Colleagues must make their line manager aware before undertaking paid/unpaid work for anyone else during their career break.

Where a colleague looks to grow their family during a career break, they should refer to the Family Leave Policy for more details, as periods of unpaid leave may affect maternity/paternity/adoption/shared parental pay.

If during a colleague’s absence their role within the Society is affected by reorganisation, restructuring or redundancy, every effort will be made to consult with the colleague as appropriate.

 

 

Contact During a Career Break

 

It is the colleague’s responsibility to maintain regular contact with their line manager at agreed intervals throughout their career break. It may be that the colleague attends, for example, monthly team meetings or training sessions. Any time spent working will be paid at the rate of pay applicable before the start of the career break. 

It is also important to keep the Society informed of any changes to personal details during a career break.

 

 

The End of the Career Break

 

On return to work every effort will be made to allow the colleague to return to the same job on the same terms and conditions of employment which they enjoyed before the career break commenced. However, this may not be possible depending on the role the colleague held within the Society and any changes that may have occurred during the period of the career break. In such instances we will try to find a similar job with similar terms and conditions of employment but no guarantee of this can be made. If a suitable alternative role is offered and rejected by the colleague, the Society reserves the right to terminate the colleague’s employment giving notice as required under the contract of employment. There will be no entitlement to a redundancy payment in these circumstances.

Prior to the colleague returning to work the line manager will identify any training needs to enable the colleague to continue their duties on their return to work and it by accepting the career break, the colleague must agree to participate in such training deemed necessary. Also prior to return to work the colleague and the line manager will meet, to fully brief the colleague. Any such training or meetings that take place during the career break will be paid for on the colleague’s return to work or on leaving if the colleague gives notice or is made redundant.

The colleague must ensure that they have taken all accrued holiday entitlement prior to the commencement of the career break; any not taken will be forfeited. No holiday pay can be paid in lieu of holiday taken. 

Failure to return from a career break on the date agreed would be viewed seriously by the Society and following an investigation in line with the Society’s disciplinary procedure could result in the termination of employment.

 

 

Extensions or Early Return

 

Requests to extend the agreed period of the career break must be made in writing at least eight weeks prior to the originally agreed end of the career break (earlier where the colleague has a longer notice period and where it may take longer to organise appropriate cover), so that these may be properly considered by the line manager. Unless any changes or variations are agreed in writing, the colleague is expected return to work on the original date agreed. Failure to do so would result in an investigation which may result in disciplinary action and ultimately the termination of employment.

 

 

Additional Support

 

If you have any questions regarding this policy or require additional support, you should speak to your line manager. Alternatively, you can contact the HR advisor for your business group, or email HR.advice@midcounties.coop.