LEAVE OF ABSENCE POLICY

Transcription

1 LONGLEY PARK SIXTH FORM COLLEGE LEAVE OF ABSENCE POLICY Originator: Human Resources Manager Date of Last Approval: 4 March 2009 Approval/review by: Resources Committee Review interval (years): 3 Date of next review/approval: June 2018 Leave of Absence Policy

2 LONGLEY PARK SIXTH FORM COLLEGE LEAVE OF ABSENCE POLICY This document includes guidance on the following areas for which leave of absence, with and/or without salary, may be granted: 1. Compassionate Leave 2. Family Commitments 3. Extraneous Duties 4. Personal Development 5. Absence on College Business 6. Miscellaneous Guidance on (a) sickness absence and maternity and adoption leave are set out in separate documents which are available from the College HR Office and (b) the arrangements for staff development courses (in-service training) are available from the College HR Office. In all cases in this document the definition of a near relative of the employee is as follows: spouse or partner Parents parents-in-law Grandparent Child Brother Sister any other person who resides with the employee and with whom the employee has a family or caring relationship 1. COMPASSIONATE LEAVE The following applies to all employees but pro-rata for part-time staff: (a) Employees may be granted by the Principal a maximum of five working days leave with pay and a maximum of fifteen working days without pay in each case of the death of a near relative; or of any other person who until death was living in the same household as the employee. (b) Employees may be granted by the Principal in any rolling 12 month period a maximum of five working days leave with pay and a maximum of fifteen working days leave without pay in each case of the serious illness either of a near relative or any other relative, who is living in the same household as the employee and there is no other person to look after the ill relative, or in other cases of acute domestic distress. (c) Leave may also be granted subject to the maximum outlined in (b) above for the serious illness of a near relative where a visit is necessary by the employee because of the distance which the employee lives away from the near relative. (d) Employees may be granted by the Principal in any rolling 12 month period a maximum of five working days leave with pay and a maximum of 15 working days without pay in the case of the illnesses of the employee's children, in the care of the Leave of Absence Policy

3 employee, where there is no other person to look after the child. If more than one child is ill at the same time or if the child is physically or mentally handicapped the employee may be granted leave as above to assist the person looking after the children or the handicapped child. Such leave will be inclusive of any leave granted in paragraphs (b) and (c) above. If both parents are employees of the College the partners will be expected to share the leave of absence. (e) Employees who are the parents of a physically or mentally handicapped child may be granted by the Principal in any rolling 12 month period a maximum of five working days leave with pay and a maximum of fifteen working days unpaid leave for any purpose relating to the care of the child other than short term illness unrelated to the general condition of the child. Such leave will be additional to any leave granted in paragraphs (b), (c) and (d) above. If both parents are employees of the College the partners will be expected to share the leave of absence. (f) In particular cases of difficulty the Principal may extend the period of paid and/or unpaid leave beyond the days specified. Definitions: (i) 'Serious illness' means dangerous illness or illness the suddenness of which makes it necessary for the employee to make urgent and special arrangements for the care of the patient and/or his/her family. (ii) 'Illness of the employee's child' means any physical incapacity, the result of disease or other mishap, which requires constant or virtually constant care and attention within the home; or if the child is admitted to hospital, parental overnight stay or daytime visiting, or attendance for medical appointment (including dental and optical appointments at a hospital). 2. FAMILY COMMITMENTS House removal Death of near relative Death - other than near relative Funeral - attendance in approved representative capacity Own wedding Wedding of near relative Holidays with spouse/accompanying spouse or partner to conferences, etc. Degree or other similar ceremony/presentation to near relative plus travelling time, if necessary, as agreed individually with College Management. Accompanying child to examination, etc. one day with salary with salary but see Compassionate Leave above without salary up to one day with salary not granted one day with salary (additional time for travelling will be without salary) not normally granted but without salary if granted exceptionally one day with salary (additional time for travelling will be without salary) up to one day without salary Leave of Absence Policy

4 Statutory Entitlements In addition to the above, which are the local arrangements approved and adopted by the College Corporation, there are statutory provisions for leave of absence in the following areas, fuller details of which can be obtained from the College HR Office. (i) Maternity and Adoption Leave The maternity leave schemes for all teaching and support staff have been agreed nationally in consultation with the staff associations and apply to all pregnant employees regardless of the number of hours worked per week. Adoption leave is the post natal provisions of the maternity schemes. (ii) Sickness Absence Refer to Sickness Absence and Ill-health Policy. (iii) Paternity Leave Subject to having 26 week s qualifying service (ending with the 15th week before the expected week of confinement), and being the biological father of the child, or expect to have responsibility for the child s upbringing, employees are entitled to take either one or two consecutive week s paternity leave (not odd days). They can choose to start their leave: (a) from the date of the child s birth (b) from a chosen number of days or weeks after the date of the child s birth, or (c) from a chosen date later than the first day of the week in which the baby is expected to be born. Leave must be completed: (a) within 56 days of the actual date of birth of the child, or (b) if the child is born early, within the period from the actual date of birth up to 56 days after the first day of the expected week of birth. Only one period of leave is available to employees irrespective of whether more than one child is born as the result of the same pregnancy. During their paternity leave, most employees are entitled to Statutory Paternity Pay (SPP). Please contact the Human Resources Office for further information. (iv) Parental Leave Subject to having one year s service all employees with children are entitled to: (a) 13 weeks unpaid leave (pro-rata for part-time staff) during the period to their child s fifth birthday (or, for adopted children, to the fifth anniversary of the adoption or the child s eighteenth birthday, whichever occurs sooner). Leave of Absence Policy

5 (b) 18 weeks unpaid leave (pro-rata for part-time staff) upto a disabled child s eighteenth birthday. Further information on Parental Leave entitlement is available from the College HR Office. (v) Time off for Dependants The right to unpaid leave exists in the following circumstances: (a) To help when a dependant is ill, gives birth or is injured or assaulted. (b) To arrange for an ill or injured dependant to be cared for. (c) Because a dependant s care arrangements are unexpectedly changed. (d) As a result of the death of a dependant. (e) To deal with an incident involving a child which occurs unexpectedly in school time. (vi) Shared Parental Leave Shared Parental Leave enables eligible parents to choose how to share the care of their child during the first year of birth or adoption. Its purpose is to give parents more flexibility in considering how to best care for, and bond with, their child. All eligible employees have a statutory right to take Shared Parental Leave. There may also be an entitlement to some Shared Parental Pay. For the further details staff should speak with HR department. 3. EXTRANEOUS DUTIES All teaching and support staff may apply for leave of absence for the undertaking of civic or other extraneous duties, particularly: Parliamentary and Local Government elections Trade Union activities Magisterial duties Membership of Local Authorities Councils Jury Service Court attendance It is the policy of the College to encourage employees to take part in the political and social life of their communities and that, in so doing, they should not be expected to suffer loss of normal earnings or pension rights. However, any claim for loss of earnings, which can be made, should be made and the amount received declared to the College who will then deduct an equivalent amount from salary. Where possible, the employee should take reasonable steps to minimise the impact of such duties on the work of the College. 4. PERSONAL DEVELOPMENT Attendance at approved courses Attendance as a candidate at an approved examination with salary with salary (see note below) Leave of Absence Policy

6 Studying for an approved examination not granted (see note below) "approved" is taken to mean beneficial to the member of staff and perhaps of benefit to the College - as decided by the College Management. It also means that the examination was accepted by College Management prior to the onset of the course for paid leave of absence at the time of the examination. It is not the normal policy to agree to study leave prior to examinations, but all requests will be considered on their individual merits. In any event study leave in excess of 3 days will not be agreed. A member of staff who wishes to embark on a course for which study and/or examination leave might be required, should give details in writing to the College Human Resources Office prior to commencement of the course. Interviews Presentation of degree or other similar ceremony (plus travelling time, if necessary, agreed individually with College Management) with salary with salary 5. MISCELLANEOUS Religious festivals where required by religious faith of the employee Meetings of external examining boards Urgent Personal Necessity (those occasions not included elsewhere in this document where special consideration is necessary) Transport Failure and Adverse Weather Leading Conferences and Seminars Relevant training for accredited Trade Union representatives International Sport Selection Attendance at Corporation/Governing Body Meetings Medical Screening (e.g. mass, x-ray, screening for breast and cervical cancer) up to 3 days in a calendar year with salary normally granted with salary may be granted up to 5 days with or without salary in any rolling 12 month period as unavoidably necessary with salary normally granted with salary if full refund is made to the College by the body organising the training event granted with salary normally granted with or without salary at the discretion of the College granted with salary Necessary time off with pay 6. OTHER SPECIAL LEAVE The Principal may grant up to five days additional leave with salary for circumstances not covered elsewhere in the document. Leave of Absence Policy

7 Unpaid leave may be granted at the discretion of the Principal, e.g. extended visits to relatives abroad. In granting such leave due regard to the needs of the College will be observed. Leave of Absence Policy