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Appendix 4: Excess Mileage, Travel Time Accommodation/Subsistence Policy for Staff Attending Training
Yorkshire Ambulance Service
NHS TrustTRUST BOARD 19 JANUARY 2010
Excess Mileage, Travel Time and
Accommodation/Subsistence Policy
for
Staff Attending Training
Version: 1.0
Owner: Organisational Development & Human Resources Director Lead: Cath Cox – Assistant Director of Human Resources
Approved By: JSG
Date of Approval 29 August 2009
Ratified By: Trust Board
Date Ratified: 19 January 2010
Review Date: April 2012
Target Audience: All YAS Employees& Stakeholders As Appropriate Policy ID: Issued by Standards, Compliance & Audit Manager/Information
Manager (TROVE)
If you require this document in a different format, please telephone
the Corporate Communications Team on 0845 120 0048
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YORKSHIRE AMBULANCE SERVICE
1. Introduction 2. Objectives 3. Scope
4. Equality and Human Rights Impact Statement 5. Definitions
6. Duties and Responsibilities
7. Allowances for Staff Attending Training 7.1 Training 7.2 Venues/Accommodation 7.3 Subsistence Allowances 7.4 Travel Time 7.5 Excess Mileage 7.6 Allocation of Base
7.7 Car Parking / Car Sharing 8. Monitoring and Review
Page 3 of 81 1. Introduction
Yorkshire Ambulance Service NHS Trust recognises that there are situations in which staff will incur additional expenses in carrying out their duties or attending agreed training courses (including clinical placements) to advance their skills and knowledge. Agenda for Change Terms and Conditions details national agreements on mileage and subsistence payments. These have been supplemented in part by local agreements on terms and conditions.
The purpose of this paper is to clarify in which situations excess mileage and subsistence claims may be made under Agenda for Change (AfC) Terms and Conditions and further defines local agreements on excess mileage, travel time and accommodation/subsistence payments.
2. Objectives
The objectives of this policy are:
to harmonise processes and allowances across the Trust to clarify entitlements for all Trust staff
to ensure that all staff are treated equally under the policy 3. Scope
This policy applies to all staff employed by the Trust on a full time, part time or fixed term/temporary contract.
4. Equality & Human Rights Impact Statement:
This procedure embraces Diversity, Dignity and Inclusion in line with emerging Human Rights guidance. We recognise, acknowledge and value difference across all people and their backgrounds. We will treat everyone with courtesy and consideration and ensure that no-one is belittled, excluded or disadvantaged in anyway, shape or form.
5. Definitions
Current rates payable for mileage and subsistence can be located by reference to the Agenda for Change Terms and Conditions Handbook (Annex l and Annex N) for current rates for mileage and subsistence unless these have been varied by the terms of a local agreement.
6. Duties and Responsibilities 6.1 Role of Managers
Follow and apply the guidance within this document ensuring that all claims made under this policy are accurately completed, authorised and processed in a timely manner.
Page 4 of 81 6.2 Role of Payroll
Advise managers and HR if there appears to be inconsistent application of this procedure
Pay claims submitted in accordance with AfC and guidance in this document. 6.3 Role of HR/Training
To ensure that the principles of this policy are applied for all staff
To provide guidance on AfC terms and conditions as relevant to this policy and including starting salaries and other elements of pay
To assist Managers in interpreting the policy and ensuring that there is a consistent approach
7. Staff Attending Training 7.1 Training
It is a condition of employment that all employees undertake any training deemed necessary by the Trust in order that they may carry out their duties professionally and efficiently. All courses identified by the Trust will be mandatory and must be attended. Not all courses can be delivered in the most convenient location for all staff and therefore it will be necessary for some staff to travel to an agreed training venue. Consideration has been given to the duration of the course and distances both in terms of mileage and the time needed to travel to a venue where the training is to be delivered.
7.2 Venues/Accommodation
Yorkshire Ambulance Service is responsible for the delivery of training and as such will make arrangements for staff to be given training placements at appropriate venues. When placing employees on identified courses the most convenient venue will be allocated wherever possible. The Trust will take into account work/life balance and will give consideration to issues of child care and other domestic commitments as far as is possible.
Duration of the course, excess mileage and travel time will be taken into account when deciding which venue to allocate to which staff. This will also determine whether accommodation should be offered to the employee.
7.2.1 Courses of more than 2 days
Where the duration of the course exceeds 2 days and:-
the travel time to the venue is more than 1 hour from the home address and/or
where the distance to the venue is more than 40 miles from the home address then accommodation will be offered to the employee.
If the employee would need to leave home before 0700 in order to travel to the course then accommodation will be offered to the employee for the night before the course starts.
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There is no requirement on the employee to accept unless the delivery of the course content is compromised by the employee not being residential.
An example of this is where the course syllabus includes evening sessions that would be regarded as being necessary for the employee to successfully complete the course. 7.2.2 Courses of less than 2 days
Where the duration of a course is from 1 to 2 days and
the travel time to the venue is more than 1.5 hours from the home address and/or
where the distance to the venue is more than 60 miles from the home address then accommodation will be offered to the employee
If the employee would need to leave home before 0700 in order to travel to the course then accommodation will be offered to the employee for the night before the course starts.
There is no requirement on the employee to accept unless the delivery of the course content is compromised by the employee not being residential.
An example of this is where the course syllabus includes evening sessions that would be regarded as being necessary for the employee to successfully complete the course. 7.3 Subsistence Allowances
7.3.1 Residential Courses
Residential courses will normally include the provision of all meals which will therefore negate all claims for subsistence under the Trust Meal Break Policy or under Agenda for Change subsistence arrangements.
If not all meals are provided then claims should be made under Agenda for Change subsistence arrangements which are detailed in Annex N of the Terms & Conditions Handbook.
7.3.2 Non-Residential Courses
Meals will not normally be provided for non residential courses other than light refreshments (e.g. tea, coffee and biscuits). Employees will be expected to make their own arrangements as they would on a normal working day. Catering facilities for the storage, preparation and consumption of food are available on most Trust sites.
In this case the subsistence allowance for taking meals away from normal base will not be payable.
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shops or other providers where food can be bought are over 3 miles from the training location (because the process of collecting, preparing and eating lunch would be difficult in the time allocated for lunch)
or
there are no catering facilities at the site to store, prepare and eat food. 7.4 Travel Time
Under local agreement where employees have to travel for more time to a training venue than they would normally spend travelling from their home address to their usual base the excess travel time will be payable at plain time.
Travel time will not be payable where accommodation has been offered and turned down unless good reason can be shown i.e. carer responsibilities etc.
Hours that would have been worked on normal shifts will be reconciled to the training hours:
Example 1
Where a member of staff should have worked 4 x 12 hour shifts in a week and has been stood down to attend a training course their hours will be reconciled against any excess travel time claims.
4 x 12 = 48……….Normal Rota shifts 5 x 7.5 = 37.5 …….Training course
10.5 …….Hours to be reconciled
Staff will only be able to claim any travel time in excess of 10.5 hours. Example 2
Where a member of staff should be on 4 x 8 hours in a week and has been stood down to attend a training course their hours will be reconciled against any excess mileage claims. 4 x 8 = 32……….Normal rota shifts
5 x 7.5 = 37.5……..Training course
5.5……….hour worked in excess.
This may be claimed as overtime unless it relates relief staff in which case hours will be reconciled through Resource.
Staff will be able to claim excess travel time. 7.5 Excess Mileage
Excess Mileage can be claimed at the appropriate rate from home address to the venue minus home address to base mileage if applicable.
This will be paid at the Trust’s public transport or lease car mileage rate, as appropriate.
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These allowances will be calculated as from normal base. For existing staff the base is current normal working base.
For staff new to the Trust the normal working base will be allocated before commencement of the course.
All calculations of home to base mileage/travel time will be made on the current or allocated base.
7.6 Car Parking / Car Sharing
Car parking is at a premium on all Trust sites and staff are requested to consider car sharing when attending training to reduce the pressure on car parking spaces. Under Annex L of Agenda for Change Terms and Conditions an additional allowance is payable per passenger per mile when car sharing is used.
Any car park charges incurred by staff while attending training will be reimbursed providing claims are accompanied by receipts or tickets which show the date, times and location of the parking used.
8. Monitoring & Review
This policy will be reviewed when there are changes to legislation or national terms and conditions affecting excess mileage, travel time and subsistence arrangements for NHS staff.
The master version of this document will be held within the HR department. The live version of the Policy will be as published on the YAS intranet. Any document printed or extracts made from the document will be considered as being for information purposes only and should be endorsed with the date printed or information extracted. The intranet version of the document will be protected from changes and will be replaced by a new version of the policy when amended with the approval of the OD & HR Director.
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EQUALITY IMPACT ASSESSMENT FORM
A full equality impact assessment has been completed for this policy and can
be obtained from the HR department or from the Trust’s Equality and
Diversity Lead [email protected] .
VERSION CONTROL
Version Date Author Status Comment
Page 9 of 81 Appendix 5: Flexible Retirement Policy
Yorkshire Ambulance Service
NHS TrustTRUST BOARD 19 JANUARY 2010
FLEXIBLE
RETIREMENT
POLICY & PROCEDURE
Version: 1.0
Owner: Organisational Development & Human Resources Director
Lead / Author: Tonya Magennis
Assistant Director Human Resources
Approved By: Trust JSG
Date Approved 7 January 2010
Ratified By: Trust Board
Date Ratified 19 January 2010
Review date: 30 April 2012
Target audience: This policy applies to all Yorkshire Ambulance Service employees.
Policy ID: Issued by Standards, Compliance & Audit Manager/Information Manager (TROVE)
If you require this document in a different format, please telephone
the Corporate Communications Team on 0845 120 0048
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YORKSHIRE AMBULANCE SERVICE
CONTENTS Page
1. Introduction 3
2. Objectives 3
3. Scope 3
4. Equality & Human Rights Equality Impact Assessment/Statement 3
5. Duties/Responsibilities 3
6. Retirement Age 4
7. The NHS Pension Scheme 4
8. Flexible Retirement Options 4
9. Reasons why an Application might be Declined 5
10. The Procedure 5
11. Support for Employees Intending to Retire 6
12. Monitoring and Review 8
APPENDICES
Appendix 1 Procedural Flowchart for Retirement / Flexible Retirement Appendix 2 Examples Scenarios When an Application Maybe Refused
Appendix 3 Template Letter from HR to Employee Informing of Retirement Age
Appendix 4 Template Expression of Interest Form for Flexible Retirement/ Working Beyond Retirement
Appendix 5 Template Letter Inviting Employee to Meeting Appendix 6 Template Letter Postponing Meeting
Appendix 7 Template Letter – Decision Following Meeting Appendix 8 Equality Impact Assessment
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1. Introduction and Organisational Statement:
Yorkshire Ambulance Service (the Trust) recognises that retirement from work is a significant event for employees, usually marking a major change in lifestyle and providing the opportunity to pursue other interests. While many employees wish to make a complete break from their working lives on retirement others may wish to take a staged approach. The Trust is committed to providing such employees a range of options around retirement, using the flexibility of the Pension Scheme, where appropriate.
This policy complies with the Employment Equality (Age) Regulations 2006 which came into force on 1 October 2006. It sets out the Trust’s policy on retiring age and flexible options available to employees and how the Trust will support people preparing for retirement. It also sets out how requests to work beyond retirement age will be managed.
Contact details for advice on this policy are given at appendix 1. Formal standard letters to ensure compliance with the requirements of the 2006 Act are also attached as appendices.
This policy should be read in conjunction with the following policies: Flexible Working
Attendance Management Capability
Redeployment
2. Objectives:
The purpose of this policy is to:-
1. Outline the framework within which flexible retirement may be considered and supported in an
equitable and consistent manner.
2. Outline circumstances in which an application maybe declined.
3. Ensure that the Trust is in a position to manage any risk arising from claims for age
discrimination.
3. Scope:
3.1 This policy is applicable to all Trust staff. 3.2 This policy is effective 19 January 2010. 4. Equality & Human Rights Impact Statement:
This procedure embraces diversity, dignity and inclusion in line with emerging Human Rights guidance. We recognise, acknowledge and value difference across all people and their backgrounds. We will treat everyone with courtesy and consideration and ensure that no-one is belittled, excluded or disadvantaged in anyway, shape or form.
5. Duties:
5.1 The Human Resources (HR) Department is responsible for keeping the provisions within this
policy in line with employment legislation and best practice people management principles.
5.2 Managers, HR employees and trade union representatives are responsible for providing advice
and guidance to employees on the application of this policy and procedure.
5.3 Management and trade union representatives are responsible for bringing any mutually beneficial improvements to this policy to the attention of the Trust.
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6. Retirement Age:
6.1 Statutory retirement age
The new regulations, brought in on 1 October 2006, introduce a statutory default retirement age of 65 for all employees and this is now the normal retirement age for Trust employees. However, employees have the right to request an extension of their employment and the Trust is committed to meeting such requests whenever possible.
6.2 NHS pension retirement age
Once NHS pension scheme members in the 1995 scheme reach age 60 they may retire and take their pension in full, for those members in the 2008 scheme retirement age is 65. A member’s pension is based on the years of pensionable service they have accrued and their final salary. Some classes of employees, known as special classes, (e.g. nurses, midwives, occupational health nurses and health visitors) are entitled to retire and take their pension at age 55 if they became a member of the scheme before 6 March 1995.
6.3 Voluntary Early Retirement
Members of the pension scheme may choose to take voluntary early retirement and obtain their pension benefits from age 55. Benefits are reduced (actuarial reduction) to cover the extra cost of being in payment longer so the earlier someone retires the greater is the reduction in benefits.
The reduction will also apply to those members of the special classes who retire before age 55. Please note members currently in the 1995 scheme can retire from age 50 if they joined the scheme before 6 April 2005. The minimum age for retirement will change to 55 from 01 April 2010
7. The NHS Pension Scheme:
7.1 The NHS Pension Scheme
Employees who join the Trust, if eligible will automatically become a member of the NHS Pension Scheme unless they choose to opt out. Opting out is done by ticking the ‘opt out’ box on a new starter or contractual change form or by contacting the Trust pension advisor. If an individual has commenced paying into the scheme but later chooses to opt out, they must do so within two years of joining.
Information on the NHS pensions scheme Authority can be obtained from the NHS Business Services Authority (NHSBSA) website at http://www.nhsbsa.nhs.uk/pensions .
Whilst line manager and the HR department may be able to provide employees with information about the retirement process and basic advice about the NHS Pension Scheme, they are not trained to be able to advise on how an alternative work pattern / role / change of hours will affect an individual’s retirement benefits, therefore employees are responsible and strongly encouraged to seek appropriate advice from the NHSBSA or Trust pension advisor on any intention to retire.
7.2 Changes to the NHS Pension Scheme
On 1 April 2008 the NHS introduced a new pension scheme and a number of changes to the existing scheme were introduced and there are now effectively two schemes in operation. The ‘old’ pension scheme is applicable to employees who were part of the scheme prior to 1 April 2008. All employees commencing after this date will be members of the ‘new’ scheme. Information on both of the schemes can be found on the NHSBSA website under the member scheme guides.
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Please note that employees who were in the NHS pension scheme before April 2008 will not be eligible to rejoin the old scheme if they have had more than 5 years break.
8. Flexible Retirement Options:
There are a number of flexible retirement options and these will be dependent upon individual circumstances.
Flexible retirement options include:
8.1 Deferring retirement beyond the statutory retirement age of 65
Under the Employment Equality (Age) Regulations 2006, employees have the right to request to continue working beyond any compulsory retirement age imposed by their employer, either on an indefinite basis, for a defined period, or until a specified date. The Trust will take all reasonable steps to accommodate an employee’s request to continue working beyond his/her contractual retirement age. Employees who exercise this option may continue their membership of the NHS pension scheme without a break.
8.2 Retiring and Continuing to Work
Employees retire and take their pension but can supplement their income by continuing to work without affecting their pension (subject to the necessary break in service as required by individual pension schemes. Individuals should seek advice from their appropriate pension advisor).
Employees retire and take their pension but can supplement their income by returning to work without affecting their pension. Upon returning to work after the required break in service, the employee would no longer contribute to the pension scheme or accrue additional pension benefits.
8.3 Winding Down
Instead of retiring completely employees may be able to move into part-time employment without affecting their pensionable benefits. Individuals may need to ‘freeze’ their pension at the former band / hours but should seek advice from their appropriate pension advisor).
8.4 Stepping Down
Some employees may be able to “step down” into a lower banded role within their skill set /area e.g. from PTS Team Leader to PTS Car Driver while protecting their pension entitlement at the senior level (see 8.6).
8.5 Bank Work
Some employees may be happy to work for limited periods e.g. when winter activity levels are at their peak.
8.6 Applications to work beyond 65 in a different role
Employees approaching age 65 have the right to apply for any vacancies they may be interested in and will be considered against the same selection criteria as any other applicants for the position. Appointing managers must not use age as part of their selection criteria as this would constitute age discrimination.
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8.7 Application of the Pre and Post Employment Checks Policy
Only necessary checks will be applied to those employees wishing to utilise flexible retirement options as detailed in 8.1 to 8.5. These may include CRB, occupational health etc if appropriate. Employees will still be subject to annual verification of checks such as driving licence or professional registration if applicable to their post.
Employees who wish to apply for a new role as in 8.6 will be subject to the normal checking process as laid out in the Pre and Post Employment Check Policy.
9. Reasons why an application maybe declined
The Trust will endeavour to comply with a request for flexible retirement if it is at all reasonably able to do so, as good working practice and as part of our commitment to being an employer of choice. In accordance with the Employment Equality (Age) Regulations although employers are not legally obliged to give a reason for a refusal to allow a request.
However, a refusal to allow a request to work beyond age 65 must fall within the grounds listed below. This will facilitate the discussion the manager has with the employee making the request and also minimise risks to the Trust regarding appeals and any subsequent legal proceedings. When a manager considers a request for an employee to work beyond age 65 in their current role they should consider carefully whether they are acting fairly and reasonably in relation to the request.
Any refusal of a request must fall within one or more of the following criteria:-
i. Current or proposed organisational changes directly affecting the existing role of the employee
ii. Concerns regarding the employee’s performance or capability (in these circumstances any such concerns a manager has regarding the employee making the request must have been addressed in line with the relevant policies with the employee prior to the application to work beyond age 65).
iii. Concerns regarding the employee’s attendance record (again, any such concerns must have been addressed with the employee in line with the Attendance Management Policy. If the absence is related to a disability, then a refusal to allow the employee to work beyond age 65 on the grounds of their disability-related absence may constitute disability discrimination. Therefore, in any such circumstances advice must be sought from HR before a decision is made).
Some example scenarios are contained at appendix 2.
10. Working Beyond Retirement Age: The Procedure
A procedural flowchart is contained at appendix 1 but this should be read in conjunction with the narrative in the following section:
10.1 HR will notify the employee in writing at least six months (but no more than 12 months) in advance of the intended retirement date, see example letter at appendix 3. The letter will confirm that the employee has the ‘right to request’ to work beyond the retirement date and will include an expression of interest form. A copy of the letter will be sent to the employee’s manager
OR
10.2 The employee makes a flexible retirement application using the flexible retirement
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10.3 The employee will complete the expression of interest confirming their retirement
preference and return this no less than 3 months but not more than 6 months before their retirement date (i.e. between the third and sixth month). This is to ensure sufficient time for pension administration and/or a recruitment process to commence to backfill the intended vacant post. During this period the employee may wish to seek advice from HR, their line manager or pension advisors to help them make the appropriate choice. It is important that the employee returns the form quickly to enable pension arrangements to be made where applicable.
10.4 If the employee wishes to retire at the normal retirement age, the manager should
acknowledge this and make suitable arrangements which may include attending a pre-retirement course, exit interview and/or recognition of long service and pre-retirement award.
10.5 If the employee wishes to work beyond the normal retirement age or has made a flexible
retirement application, the manager should arrange to meet with the employee within 28 days to discuss the request and its feasibility. A colleague or trade union representative may accompany the employee to the meeting .and member of the HR department may also be present.
10.6 Any employee who wishes to continue working beyond age 65 may request that their
employment continue indefinitely, for a stated period or until an agreed date. Although the employee can seek to continue to work beyond the age of 65 for an ‘indefinite’ period, it is up to managers to agree to this. Technically it is possible for the manager to agree a specific period of time, for example one year but it is recommended that this is left open unless there is a very specific justifiable reason.
10.7 Following the meeting, the employee will be informed in writing of the decision. If the
manager agrees to the employee continuing to work beyond age 65 or to a flexible retirement option, the employee will be informed in writing and their contract of employment will continue or be amended to reflect the changes. The manager must ensure that all the necessary ESR change forms are completed and forwarded to the local HR team within 14 days to ensure that any changes are made in a timely manner.
10.8 If the decision of the manager is not to approve the employee’s application to continue
working past the age of 65 the employee will be notified in writing that the retirement will take effect on the intended default retirement date. The age regulations do not require the manager to give a reason for refusing the employee’s request to work on, but practically, the manager should discuss the circumstances around their decision. Although retirement is a potentially fair reason for dismissal, the employee’s dismissal could be unfair and practices could give rise to other claims of discrimination such as sex, race, and disability, if managers do not follow the correct procedure
10.9 Similarly if a manager is unable to approve a request for flexible retirement, they should
discuss alternatives with the employee. For example if it is not possible for the employee to step down due to a lack of suitable roles there may be alternative options to consider such as a reduction in hours.
10.10 An employee can make only one request to continue working past the intended retirement
date. Where a manager has agreed that an employee can continue to work and a new intended date for retirement has been agreed the procedures set out above must be repeated.
10.11 The employee has the right to raise a grievance via the Trusts Grievance Procedure should
they disagree with the decision of the manager.
10.12 The Manager should return all paperwork to the HR Department once the process is
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11. Support for Employees intending to Retire
11.1 Planning
Employees who would like information on the benefits they have accrued, or would like an estimate of early retirement benefits, should contact the NHSBSA or the Trust’s pension advisor.
Line managers should have preliminary discussions with staff about their approach to retirement at an early stage usually as part of the annual performance and development review process for anyone coming up to, or aged over, 60 years. Further discussions should take place six to twelve months in advance of the statutory retirement age (age 65). Advice on the options outlined in this policy document can be obtained from the HR department.
11.2 Pre-retirement courses
The Trust will ensure the provision of pre-retirement courses for employees. Line managers should advise the HR team at the earliest opportunity, ideally 18 – 24 months notice, of staff likely to be retiring so that a course can be offered at an appropriate time.
11.3 Recognition of retirement
To mark the occasion of retirement the employee will be invited to the Trust’s annual awards ceremony. Where ever possible the award ceremony will be as near as possible to the time of retirement but may sometimes take place after the actual retirement date It is recognised, however, that not all employees will wish to attend such a ceremony and may prefer a more personal local arrangement and this should be decided between the manager and employee.
12. Monitoring & Review
12.1 This policy will be monitored by the completion of the annual review of flexible working / retirement applications and will be reported through reports to the Trust Board and other appropriate groups.
12.2 This policy will also be monitored by the number of declined cased and their outcomes which will also be reported to the Trust Board and appropriate groups.
12.3 HR will record the update and outcome of all cases checks using electronic technology (ESR) where possible.
12.4 The policy will be reviewed jointly by management and trade union representatives via the JSG on a two yearly basis to ensure that, as a minimum:-
individual duties are defined the policy is communicated
arrangements are in place to provide support to employees affected by issues identified within this policy
12.5 The master version of this document will be held within the HR department. The live version of the Policy will be as published on the YAS intranet. Any document printed or extracts made from the document will be considered as being for information purposes only and should be endorsed with the date printed or information extracted. The intranet version of the document will be protected from changes and will be replaced by a new version of the policy when amended with the approval of the OD & HR Director.
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APPENDICES
Appendix 1 Procedural Flowchart for Retirement / Flexible Retirement Appendix 2 Examples Scenarios When an Application Maybe Refused
Appendix 3 Template Letter from HR to Employee Informing of Retirement Age
Appendix 4 Template Expression of Interest Form for Flexible Retirement/ Working Beyond Retirement
Appendix 5 Template Letter Inviting Employee to Meeting Appendix 6 Template Letter Postponing Meeting
Appendix 7 Template Letter – Decision Following Meeting Appendix 8 Equality Impact Assessment
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Appendix 1
Procedural Flowchart for Flexible / Working Beyond Retirement
Employee is nearing age 65 and is advised by HR of their pending date of retirement, in writing within 6-12 months of
their 65th birthday. A copy of the letter is sent to the line manager. The letter informs the employee of their ‘right to
request’ to continue working beyond age 65 and the necessary form is enclosed for them to complete and return to
their manager
Employee returns form no less than 3 months but no more than 6 months before their retirement and indicates they do not want
to continue working. Employee passes for to Manager who will proceed with the retirement
at the intended date.
Employee wishes to work beyond 65 and/or make a flexible retirement request by completing relevant form & submitting
to line manager
Manager acknowledges request & holds meeting with employee to discuss within 28 days. HR and TU Rep may be present.
Manager makes decision and confirms in writing to the employee within 14 days.
IF AGREED
Employee carries on working towards new intended retirement date.
IF NOT AGREED
Employee carries on working towards new intended retirement date.
Process to be repeated each time the employee
nears their amended retirement date. Employee retires at original intended retirement date OR decides to appeal within 28 days after receiving the decision.
If employee wishes to appeal then the Trusts Grievance procedure should be followed.
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APPENDIX 2
Examples Scenarios When an Application Maybe Refused
Scenario 1
Due to funding issues, it is anticipated that 5 posts must be lost from the department of an employee requesting to work beyond age 65, within the next 6 months. In this example it would be reasonable to refuse the request in order to help achieve the job losses through natural turnover. This refusal would be on the grounds of current or proposed changes directly affecting the current role of the employee.
Scenario 2
A manager receives an application from an employee to work beyond age 65 in their current role. The manager has had concerns regarding the employee’s performance for the last year but was hoping the employee would retire at age 65 and has therefore not addressed their concerns with the employee. The employee is unaware of the manager’s concerns and their appraisals in the last year have all been positive. In this scenario, it would not be reasonable to refuse the application on the grounds of concerns regarding the employee’s performance or capability as the manager has no evidence to demonstrate that these were existing concerns prior to the application being made. However, if the manager had addressed their concerns with the employee previously under the relevant policies then this would be reasonable grounds for refusal.
Scenario 3
A manager receives an application from an employee to work beyond age 65 in their current role. The manager has had concerns regarding the employee’s attendance for some time and is currently managing the absence through the Attendance Management Policy. In view of this it would be reasonable to refuse the application on the grounds of concerns regarding the employee’s attendance. However, the manager must ensure that the employee’s absence is not disability-related as this could constitute disability discrimination.
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APPENDIX 3
EXAMPLE LETTER TO EMPLOYEE FROM HR ON APPROACHING RETIREMENT AGE
PRIVATE & CONFIDENTIAL
Name Address Date
Dear
Re: Retirement
From our records we note that you reach the age of 65 on ………. which is currently the normal retirement age for NHS employees.
You may also be aware that in line with legislation and the Trust’s Retirement Policy you can request to work beyond the age of 65 if you so wish. I enclose a copy of the Trust’s Retirement Policy, which outlines the process for you to follow if you would like the Trust to consider extending your contract of employment.
Please use the enclosed expression of interest form Section 1 to either confirm that you intend to retire at the age of 65 or that you wish to apply to work beyond 65. You should submit this form to your manager.
On receipt of the expression of interest form, if you wish to carry on working, your manager will arrange a meeting to discuss this with you.
If you are applying to work beyond 65, you should be prepared to discuss how long you might want the extension to last so that your manager and the Trust can use the information to consider your request.
You have the right to be accompanied by your Trade Union representative or colleague at this meeting. A HR representative may also attend this meeting if your manager feels it will be beneficial. If you have any queries regarding your retirement or continuation of employment then please do not hesitate to contact the Human Resources Department
Yours sincerely Name
Role
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APPENDIX 4
EXPRESSION OF INTEREST FORM FOR
WORKING BEYOND RETIREMENT / FLEXIBLE RETIREMENT
SECTION 1: PERSONAL DETAILS
SECTION 2: RETIREMENT / FLEXIBLE RETIREMENT PREFERENCE
Please choose only one of the options below:
This form must be submitted to your Line Manager more than 3 months but not more than 6 months before the retirement date notified to you by the Trust. This means that the earliest you can submit your request is (date)* and the latest you can submit is (date)*
*HR will insert dates Tick ONE of the boxes below to confirm whether you do / do not
wish to retire I do wish to retire on the retirement date notified to me by the
Trust
I do not wish to retire on the retirement date notified to me by the Trust and wish to submit a formal request to continue working for another ( ) months and/or( ) years (detail as appropriate) OR
I do not wish to retire on the retirement date notified to me by the Trust AND / OR(delete as appropriate) I wish to submit a
request for flexible retirement.
Tick ONE of the boxes below to identify your preferred flexible
retirement option Retire and return to work
Wind down Step down Move to Bank Contract
Name Surname: First name:
Contact Tel / email: Home:
Mobile:
Email: Current Base:
Current Role:
Confirm Line Manager:
Line Manager contact number (if known):
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SECTION 3: PASS TO LINE MANAGER
Please sign and forward this form to your line manager who will action it as per your specified preference.
Print Name
Signature Date
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APPENDIX 5
EXAMPLE LETTER INVITING EMPLOYEE TO ATTEND MEETING TO DISCUSS RETIREMENT
PRIVATE & CONFIDENTIAL
Name Address Date
Dear
Re: Flexible Retirement Request OR Request to Work beyond Retirement Age (delete as appropriate)
Thank you for submitting your form requesting flexible retirement OR to continue working beyond the retirement date notified to you by the Trust.
I would like to invite you to a meeting with myself and (HR Advisor) to discuss your request and propose that this should take place as follows:
Date: Time: Venue:
You may, if you wish, bring a trade union representative or workplace colleague with you.
A decision will be made following the meeting, taking into account your representations and the general needs of the service. The outcome will be communicated to you in writing as soon as it is reasonable practicable but at least within 14 working days after the meeting.
In the event that your TU representative or workplace colleague are unable to attend, you may request to rearrange the meeting for an alternative date and time that is within seven working days (or as soon as reasonably practicable) from the day after the original meeting was scheduled to take place.
Please contact me to confirm that you will be able to attend the meeting at the suggested time or to arrange an alternative time.
Yours sincerely Name
Manager Cc: Name (HR)
Page 24 of 81
APPENDIX 6
EXAMPLE LETTER POSTPONING MEETING
PRIVATE & CONFIDENTIAL
Name Address Date
Dear
Re: Flexible Retirement Request OR Request to Work beyond Retirement Age Meeting (delete as appropriate)
As you know we had arranged to meet on (date,) to discuss your request to continue working beyond the retirement date notified OR flexible retirement request. However, as you have requested to postpone the meeting because your TU representative / workplace colleague is unable to attend on the original date and time suggested. As you have requested, the meeting will now take place as follows:
Date: Time: Venue: Yours sincerely Name Manager Cc: Name (HR)
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APPENDIX 7
LETTER TO EMPLOYEE INFORMING HIM/HER OF A DECISION IN RELATION TO WORKING BEYOND RETIREMENT AGE / FLEXIBLE RETIREMENT REQUEST
PRIVATE & CONFIDENTIAL
Name Address Date
Dear
Re: Decision regarding Flexible Retirement Request OR Request to Work beyond Retirement Age (delete as appropriate)
Following our meeting on (date) with regard to your request to continue working beyond the retirement date notified by the Trust / flexible retirement request, I am pleased to inform you that your request has been approved.
You will not therefore be required to retire on (date) as previously notified and we look forward to a productive working relationship with you until (new retirement date)
In the meantime on behalf of myself, the Management Team and all at the Trust I would like to thank you for your hard work and contribution whilst with the Trust and wish you every success and fulfilment in your continued role.
OR
Following our meeting on (date) with regard to your request to continue working beyond the retirement date notified by the Trust / flexible retirement request, I have given the matter thorough consideration. I regret to inform you that your request cannot be accommodated because (insert reasons / alternatives discussed but discounted etc)
You will therefore be required to retire on (date) the date previously notified to you by letter on (date of earlier letter) OR You will therefore be required to continue working in your existing role / work pattern.
You have the right to appeal against this decision; if you wish to appeal, you should do so in writing via the Trust’s grievance procedure.
In the meantime on behalf of myself, the Management Team and all at the Trust I would like to thank you for your hard work and contribution whilst with the Trust and wish you every success and fulfilment for your future retirement.
Yours sincerely Name
Manager Cc: Name (HR)
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APPENDIX 8 EQUALITY IMPACT ASSESSMENT FORM
A full equality impact assessment has been completed for this policy and can
be obtained from the HR department or from the Trust’s Equality and
Diversity Lead [email protected] .
VERSION CONTROL
Version Date Author Status Comment
Page 27 of 81 Appendix 6: Career Break Policy
Yorkshire Ambulance Service
NHS TrustCAREER BREAK
POLICY & PROCEDURE
Version: 1.0
Owner: Organisational Development & Human Resources Director
Lead / Author: Tonya Magennis
Assistant Director Human Resources
Approved By: Trust JSG
Date Approved 7 January 2010
Ratified By: Trust Board
Date Ratified 19 January 2010
Review date: April 2012
Target audience: This policy applies to all Yorkshire Ambulance Service employees.
Policy ID: Issued by Standards, Compliance & Audit Manager/Information Manager (TROVE)
If you require this document in a different format, please telephone
the Corporate Communications Team on 0845 120 0048
Page 28 of 81
YORKSHIRE AMBULANCE SERVICE
CONTENTS Page
13. Introduction 3
14. Objectives 3
15. Scope 3
16. Equality & Human Rights Equality Impact Assessment/Statement 3
17. Duties/Responsibilities 3
18. Career Break Scheme 4
6.1 Eligibility
6.2 Contractual Status of Employees on a Career Break 6.3 Reasons for a Career Break
6.4 Reasons why an Application might be Declined
6.5 Appeals
6.6 Length of Career Break
6.7 Other Paid Employment whilst on a Career Break 6.8 Keeping in Touch Arrangements
6.9 Pension Contribution 6.10 Lease Cars
6.11 Leave Entitlement 6.12 Annual Increments
6.13 How to apply for a Career Break
6.14 Return to Work
19. Monitoring and Review 7
APPENDICES
Appendix 1 Procedural Flowchart for Career Break Application Appendix 2 Career Break Application Form
Appendix 3 Template Letter Inviting Employee to Meeting Appendix 4 Template Letter Postponing Meeting
Appendix 5 Template Letter – Decision Following Meeting Appendix 6 Career Break Agreement
Page 29 of 81 1. Introduction and Organisational Statement:
Yorkshire Ambulance Service (the Trust) is committed to developing work practices and policies which support work-life balance. The Trust wishes to provide employees with the opportunity to leave their employment for a career break of specified duration and to return to work at the end of the period. This Career Break Scheme enables employees to take a longer period away from work than that provided for by parental leave and other leave arrangements.
The Career Break Scheme is aimed at attracting and retaining the experience of employees and is consistent with the NHS commitment to the provision of high quality healthcare and facilitating a better work life balance for employees.
This policy should be read in conjunction with the following: Flexible Working Flexible Retirement Secondment Redeployment Special Leave Annual Leave
Maternity & Adoption Leave Grievance
Section 36 of the Agenda for Change Terms and Conditions Handbook
2. Objectives:
The purpose of this policy is to:-
4. Outline the framework within which a career break may be considered and supported in an
equitable and consistent manner.
5. Outline circumstances in which an application maybe declined. 3. Scope:
3.3 This policy is applicable to all Trust staff with 12 months or more service. 3.4 This policy is effective 19 January 2010.
4. Equality & Human Rights Impact Statement:
This procedure embraces diversity, dignity and inclusion in line with emerging Human Rights guidance. We recognise, acknowledge and value difference across all people and their backgrounds. We will treat everyone with courtesy and consideration and ensure that no-one is belittled, excluded or disadvantaged in anyway, shape or form.
5. Duties:
5.4 The Human Resources (HR) Department is responsible for keeping the provisions within this
policy in line with employment legislation and best practice people management principles.
5.5 Managers, HR employees and trade union representatives are responsible for providing advice
and guidance to employees on the application of this policy and procedure.
5.6 Management and trade union representatives are responsible for bringing any mutually
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6. Career Break Scheme
6.1 Eligibility
i. This policy is open to all staff that has completed 12 months continuous service with the Trust.
6.2 Contractual Status of Employees on a Career Break
i. An employee who successfully applies for a career break will have their contract suspended for the duration of the career break. On return from career break, the contract will then resume with no loss of continuity of service. The employee’s length of service will be aggregated.
ii. The leave is unpaid and contact with the employer is maintained throughout the career break period (see 6.8).
iii. Employees that take a career break will be expected to maintain and update their professional registration as required by their role e.g. HPC registration.
iv. For the purposes of Data Protection Act 1998 and the protection of confidential information, the entire period of the employment break is governed by the Trust’s confidentiality policy. v. Employees should be aware that other conditions of service and their role may be reviewed
and adapted during the period of the career break. This may include policies, procedures, pay dates etc. An employee returning from a career break will be subject to these new terms and conditionsas per 6.8.
vi. If an employee takes a career break of one year or less, the Trust guarantees so for as reasonably practicable, that the employee will return to the same role.
vii. If the career break is longer than one year, the employee may return to as similar a role as possible.
6.3 Reasons for a Career Break
i. A career break may be granted for a variety of reasons deemed reasonable by the manager and individual and may include:
Carer responsibilities Personal development Voluntary work
Travel Study
ii. Not all applications will be approved so an employee must not commit themselves to any plans prior to his/her application being approved.
6.4 Reasons why an Application might be Declined
i. When considering a career break application, the following factors will be taken into account: The purpose of, or reasons for, the career break;
The period of absence requested; The employee’s length of service;
The employees’ remaining length of employment contract;
Whether the employee has taken a career break on a previous occasion; The operational needs of the department / service
Page 31 of 81
The need to retain key skills, knowledge and experience to achieve the Trust’s longer term strategic objectives and ensure that employee’s expertise is aligned to service demand/priority activities.
The potential to be able to cover the post on a temporary basis; The potential for the employee to return to a similar / the same post; The potential benefits to the department / service / individual employee
This list is non-exhaustive therefore other factors may influence the Trust’s decision. ii. Entitlement to a career break is not a right, but will be considered in the light of service needs.
In certain circumstances, a career break may not be the most appropriate arrangement. Where this is the case, an alternative which is more appropriate to the individual case may be agreed between the employee and their manager.
6.5 Appeals Should an Application be Declined
Employees will be entitled to a written reason for the refusal of their application. They may access the grievance procedure if a request for a career break or extension is refused.
6.6 Length of and Number of Career Breaks
A career break is available for a minimum of three months and a maximum of five years dependent on circumstances and their related impact on service provision.
More than one break can be taken, not exceeding the maximum of five years, but there must be a minimum of one year worked between each break.
6.7 Other Paid Employment whilst on a Career Break
Employees on career breaks will not normally be allowed to take up paid employment with another employer except where, for example, work overseas or charitable work could broaden experience. In such circumstances written authority from the Trust will be necessary.
6.8 Keeping in Touch Arrangements
As part of the career break scheme the Trust and the individual must make a commitment to keep in touch, wherever possible, to help keep up to date and facilitate his/her return to work. This may take the form of flexible working, or attendance at training courses if required. The method for keeping in touch that is suitable for the individual and the service should be established (between the individual and the line manager) prior to the start of the career break.
Any work undertaken whilst on a career break e.g. by attending training days will be paid at the appropriate rate for the post covered.
6.9 Pension Contribution
It is the employee’s responsibility to make enquiries about their pension contributions and the impact a career break may have on future pension benefits.
For purposes of the NHS Pension Scheme a period of absence on a Career Break Scheme will not count as either reckonable or qualifying service for pension purposes. To prevent detriment to the pension, contributions can either be maintained during the break, or paid by regular monthly instalments after the break.
6.10 Lease Cars
Lease car users taking a career break will be expected to undertake by written agreement one of two options:-
Page 32 of 81 Either
i. To terminate the contract, return the car prior to the commencement of the career break and pay any penalties that are incurred. In this case the organisation will make every effort to reallocate the car but this cannot be guaranteed.
Or
ii. To keep the car and continue to pay via a direct debit monthly arrangement taking on the full cost of the lease, including insurance, until the contract expires or they return to work, whichever occurs first.
Lease car contracts terminating during the break will not be replaced until the user returns to work.
6.11 Leave Entitlement
The periods before and after the career break are joined together for the purposes of entitlement to sick leave, maternity leave and annual leave and are treated as continuous service etc. This is to allow the period of the career break to be counted as continuous service otherwise the employee would not be entitled to claim any occupational annual pay/leave, sick pay/leave, maternity pay/leave, and paternity pay/leave or adoption pay/leave. Nor will the career break period count for redundancy or pay protection purposes.
6.12 Annual Increments
Employees will return to the incremental pay point that they were on prior to the career break and retain the same incremental date.
The period during the career break (including any time at work in accordance with keeping in touch arrangements) will not count towards an employee moving incrementally through a pay band.
6.13 How to apply for a Career Break
i. An employee, who wishes to apply, should complete the form in Appendix 1 giving details of the length of the proposed break and the reasons. The form should be submitted to the employee’s line manager at least three months prior to the proposed start of the break. ii. The individual may wish to seek advice from their trade union representative.
iii. The manager will arrange for a meeting to take place within 28 days after receiving the application. At the meeting the manager will discuss the application with the individual taking all factors into account such as:
Alternative methods for covering the post Current/projected workload of the department Operational demands on the service
Length of the proposed career break
Needs of the department- other staff may be on extended leave such as maternity leave or sickness etc
Reason for the application
Shortages of professional staff and the necessity to retain skilled workers
iv. The line manager will expect the employee applying for the career break to show that s/he has a commitment to return to work following the break.
v. The manager should notify HR of the request before any agreement is given. This will ensure a consistent and fair application to the scheme.
vi. Where approval is given the employee will be given a career break agreement and will be asked to sign it signifying acceptance of the conditions that apply (see appendix 2)
Page 33 of 81
vii. If an individual wishes to negotiate a variation to the agreement whilst on the career break (e.g. return to work earlier than planned), this will be considered in the same way as the original application as outlined above. Wherever possible a variation request will be viewed positively. However, there can be no guarantee that a request will be agreed in which case the member of staff will be expected to return to work as originally agreed.
viii. The Manager will ensure that all necessary documentation is completed and processed e.g. an ESR contractual change form to ensure that all systems are updated appropriately. ix. The Trust maintains the right to refuse an application for a career break.
Where an application is rejected, the applicant will be given written reasons for the decision within 14 days of the meeting and have the right to appeal, see section 6.5 above.
6.14 Return to Work
i. It is the employee’s responsibility to inform their line manager in writing of their intention to return to work giving a minimum of two months notice if the career break is less than a year or six months if the career break is more than a year.
ii. Should an employee wish to extend a career break, they should provide written notice of two months if the career break is less than a year or six months if the career break is more than a year.
iii. Should an employee wish to return early from a career break, they should also provide the same length of notice in writing. The request should be duly considered and where possible facilitated. However in some circumstances it may not be possible to approve the request for example if a fixed term contract for another employee is in place.
iv. Under normal circumstances, failure to communicate with and/or return to work on the date agreed may be treated as the employee resigning from the Trust.
v. An employee will have the opportunity to appeal against this decision via the Trust’s grievance procedure.
vi. It will be a requirement for the employee to undertake all necessary pre employment checks as outlined in the Trust’s Pre and Post Employment Checks Policy e.g. CRB check where applicable, medical assessment and to provide evidence of professional registration where applicable prior to return to work depending on the length of the career break.
7. Monitoring & Review
12.6 This policy will be monitored by the completion of the annual review of career break applications / approvals and rejections and will be reported through reports to the Trust Board and other appropriate groups.
12.7 HR will record the update and outcome of all cases checks using electronic technology (ESR) where possible.
12.8 The policy will be reviewed jointly by management and trade union representatives via the JSG on a two yearly basis to ensure that, as a minimum:-
individual duties are defined the policy is communicated
arrangements are in place to provide support to employees affected by issues identified within this policy
12.9 The master version of this document will be held within the HR department. The live version of the Policy will be as published on the YAS intranet. Any document printed or extracts
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made from the document will be considered as being for information purposes only and should be endorsed with the date printed or information extracted. The intranet version of the document will be protected from changes and will be replaced by a new version of the policy when amended with the approval of the OD & HR Director.
APPENDICES
Appendix 1 Procedural Flowchart for Career Break Application Appendix 2 Career Break Application Form
Appendix 3 Template Letter Inviting Employee to Meeting Appendix 4 Template Letter Postponing Meeting
Appendix 5 Template Letter – Decision Following Meeting Appendix 6 Career Break Agreement
Page 35 of 81
Appendix 1
Procedural Flowchart for Career Break Application
Employee completes Career Break Application form and hands to line manager a minimum of 3 months prior to the date of the start of the requested career break
Manager acknowledges request & holds meeting with employee to discuss within 28 days. HR and TU Rep may be present.
Manager makes decision and confirms in writing to the employee within 14 days.
IF AGREED
Employee signs career break agreement and works until the date of the start of career break
IF NOT AGREED
Employee can appeal using Trust’s grievance procedure.
KEEPING IN TOUCH
Employee / Manager maintain contact as agreed
RETURN TO WORK
Employee / Manager plan for return to work including training / relevant inductions etc
Page 36 of 81
APPENDIX 2
CAREER BREAK APPLICATION
SECTION 1: PERSONAL DETAILS
SECTION 2: CAREER BREAK OPTION
Please complete as appropriate:
The date on which you would like the career break to start: The date on which you would like the career break to end: The reason for the career break:
Dates of any previous career break applications with the Trust
I confirm that I have read and understood the Trust’s Career Break Policy and wish to apply for a career break as above.
SECTION 3: PASS TO LINE MANAGER
Name Surname: First name:
Contact Tel / email: Home:
Mobile:
Email: Current Base:
Current Role:
Payroll Number (from payslip) Date of commencement with the Trust:
Line Manager and contact number (if known):
Please sign and forward this form to your line manager who will action. Print Name
Signature Date
Page 37 of 81
APPENDIX 3
EXAMPLE LETTER INVITING EMPLOYEE TO ATTEND MEETING TO DISCUSS CAREER BREAK
PRIVATE & CONFIDENTIAL
Name Address Date
Dear
Re: Career Break Application
Thank you for submitting your form requesting a career break.
I would like to invite you to a meeting with myself and (HR Advisor) to discuss your request and propose that this should take place as follows:
Date: Time: Venue:
You may, if you wish, bring a trade union representative or workplace colleague with you.
A decision will be made following the meeting, taking into account your representations and the general needs of the service. The outcome will be communicated to you in writing as soon as it is reasonable practicable but at least within 14 working days after the meeting.
In the event that your TU representative or workplace colleague are unable to attend, you may request to rearrange the meeting for an alternative date and time that is within seven working days (or as soon as reasonably practicable) from the day after the original meeting was scheduled to take place.
Please contact me to confirm that you will be able to attend the meeting at the suggested time or to arrange an alternative time.
Yours sincerely Name
Manager Cc: Name (HR)
Page 38 of 81
APPENDIX 4
EXAMPLE LETTER POSTPONING MEETING
PRIVATE & CONFIDENTIAL
Name Address Date
Dear
Re: Career Break Application
As you know we had arranged to meet on (date,) to discuss your request for a career break. However, as you have requested to postpone the meeting because your TU representative / workplace colleague is unable to attend on the original date and time suggested. As you have requested, the meeting will now take place as follows:
Date: Time: Venue: Yours sincerely Name Manager Cc: Name (HR)
Page 39 of 81
APPENDIX 5
LETTER TO EMPLOYEE INFORMING HIM/HER OF A DECISION RE CAREER BREAK
PRIVATE & CONFIDENTIAL
Name Address Date
Dear
Re: Career Break Application
Following our meeting on (date) with regard to your request for a career break, I am pleased to inform you that your request has been approved. Please find enclosed two copies of a career break agreement which you will need to sign; return one copy to HR by DATE and retain the second copy for your own records.
OR
Following our meeting on (date) with regard to your request for a career break, I have given the matter thorough consideration. I regret to inform you that your request cannot be accommodated because (insert reasons / alternatives discussed but discounted etc)
You have the right to appeal against this decision, if you wish to you should do so in writing via the Trust’s grievance procedure.
Yours sincerely Name
Manager
Page 40 of 81
APPENDIX 6
CAREER BREAK AGREEMENT
PRIVATE & CONFIDENTIAL
Name Address Date
Dear
Re: Career Break Agreement
Further to your recent discussion regarding your application to participate in the Career Break Scheme, I am pleased to inform you that this has now been approved. I am writing to confirm the terms of agreement for the above scheme.
The terms of your Career Break are as follows:
1. Your Career Break will commence on: DATE 2. Your Career Break will end on: DATE
(An extension is subject to agreement with your Line Manager)
3. No employer contribution will be made to National Insurance or contributions to the NHS
Pension Scheme during this period. It is advisable however, that you seek advice on the implications of this from the Department of Work & Pensions and the NHS Business Services Authority as applicable.
4. Provisions dependant upon your length of service, i.e. redundancy payments, leave
entitlement etc., will be suspended for the period of the break. Whilst the employment break will count towards continuous service for statutory purposes, the employment break will not count towards pensionable service.
5. Yorkshire Ambulance Service (The Trust) will be undertaking:
i. That following your return from this break on [date], you will be given a job which as far as reasonably possible will be similar to your present post, at the same level and in the same area of work
ii. To provide re-entry training / induction if appropriate
iii. Maintain contact during the course of the career break as agreed with you.
iv. Communicate and consult with you, as appropriate, regarding developments or changes within the Trust that may impact upon your employment/ terms and conditions of service. v. In the event that the job itself is no longer available, the Trust will endeavour to pursue
