1. Introduction

1. This policy and procedure is designed to give Managers and staff clear guidance for the consideration and approval of leave for the following reasons: -

• Short-term paternity leave.

• Short-term adoption leave

• Parental/carer leave.

1. All staff, both full-time and part-time, are eligible for parental/carer leave, including paternity and adoption leave.

2. Managers requiring advice or guidance on any specific aspects of this policy should refer to the Personnel Department.

3.  

   In all cases employees can apply to take annual leave to supplement any parental/carer leave approved but the approval of such leave will be at management’s discretion having due regard to service delivery.

2). Northern Birmingham Mental Health NHS Trust –

Extract from ‘Flexible Working Policy’, Human Resources Unit, June 1997

 

Statement

The Trust recognises that progress towards equality of opportunity is progress towards its strategic mission – ‘to develop…high quality…mental healthcare services’. To provide this service the workforce must reflect and understand the needs of service users and of their family, friends and carers.

The Trust recognises that staff too have responsibilities outside the workplace. In order to assist them to balance the needs of home and work the Trust, valuing their diversity, is committed to enabling staff, wherever, possible mindful of the needs of the service, to work flexibly.

1. Career Breaks Definition

1. A career break is an extended period of unpaid leave which is available to staff of Premier Health, for approved purposes and subject to specified conditions.

 

2. Application

1.  

   Subject to the specified condition in respect of the qualifying period of continuous service, this policy applies to all employees of whatever discipline, grade, staff group across all Localities of the Trust………………..

 

4. Introduction

1. We believe that a fairly operated career break scheme benefits employees in the short term and the organisation in the long term.

2. To provide the best quality healthcare services, we require a committed, skilled and stable workforce. We recognise that our most valuable resource is our staff and that the recruitment of new staff is an expensive exercise. The objective of the scheme is to retain these skilled and committed staff, to reduce recruitment costs and turnover to the benefit of our patients.

3. The overall aim is to ensure that the Trust is able to recruit and retain staff and allow all staff to fulfil their potential in NHS employment without being disadvantaged by breaks in service.

4.  

   The Trust accepts that staff will make use of the retainer scheme for a variety of reasons and will not unreasonably refuse an application to take advantage of the scheme. The scheme provides for both men and women to fulfil ‘domestic commitments’ including periods spent bringing up children and/or caring for a dependent person (including the elderly, disabled or sick). A dependent is defined as any person who is dependent upon the employee for care or financial support and does not presuppose any family or blood relationships.

5. The scheme does not, however, enable a person to leave the NHS to work for another organisation.

6. The scheme enables employees, to take a break from their employment for a variety of reasons, to return to work with the Trust at a later time and to keep up to date in the intervening period. It has been drawn up in accordance with the national agreement laid out in Section 10 of the GWC handbook.

 

4). Walsgrave Hospitals NHS Trust -

Extracts from ‘Policy Statement No. 8, Job Share’

1.  

   Introduction

Walsgrave Hospitals NHS Trust is committed to equal opportunity in employment and sees the development of Job Share arrangements as a positive step to targeting the issue of increasing flexibility in working hours in the work place as well as increasing the rate of retention and the potential recovery of scarce skills. Job Share is a formal commitment by two employees to share the duties and responsibilities and thereby fulfil the aims and objectives of one whole post, whether part time or full time. The salary and other benefits, such as annual leave, are divided between the job sharers in proportion to the hours worked. Although Job Share is predominantly targeted towards female employees, males are not excluded from applying. Job Share increases the opportunity for staff to pursue vacancies on reduced hours, but with the responsibility and prestige of a single job holder.

2. Principles