Chapter 10 - Part-time working and job sharing
Appendix 2 - Terms and conditions of employment for part-year working
Unpaid absence
Periods of unpaid absence under this arrangement do not count as effective service for the purposes of sick absence pay, qualifying for maternity leave and calculating annual leave. A "stop the clock" principle is operated such that the periods of absence do not accrue benefits, but those already accumulated are preserved.
Sickness absence pay
Staff are not entitled to sick pay during periods of unpaid absence. Periods of unpaid absence do not count in re-qualifying for paid sickness absence under the one year in four rule.
Annual leave
Staff on part-year appointments are allowed leave appropriate to their level, proportionate to the number of weeks worked in the year. Unpaid absence does not count as qualifying service for a higher annual leave allowance. Periods of paid service are aggregated for this purpose. For further details of the calculations for determining annual leave allowances see Personnel Management Manual Volume 4 Chapter 1.
Public holidays and privilege days
Part-year appointees are entitled to time off for public holidays and privilege days in proportion to the number of weeks worked in the year. Their allowance should be calculated on the calendar year (January to December).
Maternity or adoption leave
Periods of unpaid absence do not count towards the qualifying service for paid maternity or adoption leave. Paid service is aggregated for this purpose. Staff with part-year working arrangements are not paid for maternity/adoption leave which falls during a period of unpaid absence.
When maternity leave begins during a period of work and runs into a period of unpaid absence, payments cease when the contractual period of work ends. If maternity/adoption leave starts during a period of unpaid absence, staff are paid only for the remainder of the period when they would normally have been working under the terms of their arrangements.
Pay
Staff on part-year appointments are entitled to the appropriate rate of pay for the period of work under the terms of the appointment.
Staff may be offered the option of having their pay averaged over that year and paid in equal instalments each month. The calculation of the average salary is
Total no of calendar days in the period of work 365 |
X |
Full-time net conditioned hours |
This formula can be applied to part-year appointees working on a part-time basis. The results must be rounded to the nearest one-twelfth of an hour.
Where the average pay formula is not used Service Centres/Payroll and Allowances Unit will need to notify LogicaCMG of the periods when pay has to be stopped.
The average pay arrangement should not be offered to staff whose longest period of unpaid absence exceeds three months. Staff must agree that, should they leave the Department, any amount which may have been advanced to them in excess of that to which they are entitled under their conditions of service may be recovered. A model application for average salary is set out in Appendix 4 and must accompany the initiating pay form submitted to LogicaCMG.
Superannuation
Unpaid absence covered by this arrangement counts for the purposes of qualifying for pension benefits, but does not count as reckonable service.
