1 general conditions of employment - Department of Education and ...

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4 LEAVEThere is to be no victimisation of staff members prior to, during or following industrialaction.The following provisions apply to staff members absent from duty:a) attending stop work meetings;b) complying with a direction to strike; orc) supporting industrial action of other employee organisationsThe decision to participate in industrial action or a failure to report for work duringsuch action, rests with the individual.4.15.4.2 Work to be Made Available for Staff Members During Industrial ActionWork is to be available for all staff members during any industrial action. If premisesare to be closed for health, safety, security or other reasons, staff members are to beinformed of this action, and if practicable, are to be advised of work arrangements atan alternative location.4.15.4.3 If Alternative Arrangements are not PracticableStaff members who, in the opinion of the Director-General, have made a reasonableattempt to report for duty but have been unable to enter the premises, are not to beregarded as being on an unauthorised absence.4.15.4.4 Leave and Increment ProvisionsApproved leave is any leave which was approved prior to the date of notification ofthe industrial action.Absences from work for which leave has not been approved, including all absencesowing to industrial action are unauthorised.Unauthorised absences from work are not leave without pay and are not covered byany approved leave. Periods of unauthorised absence, including those which do notexceed five days in a period of twelve months, are not regarded as service for anypurpose.Applications for sick leave and family and community service leave during the periodof the industrial action will not normally be approved. The Director-General mayexercise discretion to approve an application for sick leave or family and communityservice leave if satisfied that the absence is unrelated to the industrial action and issupported by acceptable evidence such as a medical certificate.Handbook for non teaching staff in schools 2007 Page 4 - 85
4 LEAVE4.16 VACATION LEAVE4.16.1 VACATION LEAVE FOR PERMANENT SCHOOL ADMINISTRATIVE AND SUPPORT STAFFPermanent school administrative and support staff are paid an average fortnightly rate underthe 26 equal pays system. This system averages full pay during term time, recreation leave andpublic holidays and half pay during vacations.4.16.1.1 Variations to Fortnightly PayVariations to the regular fortnightly payments for vacation periods may occur wherepermanent staff members:a) commence duty after the beginning of the school year ie day one, term one;b) are absent from duty on certain types of unpaid leave, half pay leave, orunauthorised absences;c) vary their hours of duty during a school year;d) resign or retire during the school year.4.16.1.2 Types of Leave Affecting Vacation EntitlementsPro rata calculation of vacation entitlements applies where permanent staff areabsent on:a) leave without pay absences which, in total, exceed five working days in a schoolyear;b) unauthorised absences (not to be regarded as service for any purpose);c) maternity, adoption or parental leave (no pay or half pay);d) extended leave (half pay).4.16.2 STAND DOWN PAY FOR LONG TERM TEMPORARY STAFF4.16.2.1 GeneralLong term temporary school administrative and support staff and long term temporarypart time general assistants may be entitled to stand down pay for those vacationperiods not covered by the recreation leave period or public holidays. The standdown pay entitlement is half pay for the relevant vacation period. Stand down paydoes not apply to permanent staff members.4.16.2.2 EligibilityLong term temporary school administrative and support staff and long term temporarypart time general assistants will be eligible for stand down pay if they arecontinuously employed for the full school term preceding and the full school termfollowing the vacation period.Stand down pay does not apply during any period of recreation leave (generallyHandbook for non teaching staff in schools 2007 Page 4 - 86
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2 SUPPORT SERVICES2.1 HEALTH AND SA
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2 SUPPORT SERVICESBoth self referra
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2 STAFF WELFARE AND SUPPORT SERVICE
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2 STAFF WELFARE AND SUPPORT SERVICE
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CONTENTSLeave4.3.4 CALCULATION OF L
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CONTENTSLeave4.7.6.1 Recognition of
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CONTENTSLeave4.11.7.3 Periodic Trea
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CONTENTSLeave4.13.4 RELIEF 714.13.5
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CONTENTSLeave4.17.5 LEAVE ENTITLEME
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4 LEAVE1. Go to www.schools.nsw.edu
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4 LEAVE4.2 ADOPTION, MATERNITY AND
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4 LEAVEb) Where both parents of the
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4 LEAVEb) Maternity leave is only a
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4 LEAVE4.2.5 PARENTAL LEAVE4.2.5.1
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4 LEAVE4.2.6 GENERAL CONDITIONSThe
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4 LEAVE4.2.6.3 Right to requestto r
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4 LEAVEHowever, unpaid adoption, ma
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4 LEAVEThe period of part time adop
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4 LEAVE4.3 ANNUAL LEAVE LOADING4.3.
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4 LEAVE4.4 ENTITLEMENTS FOR SHORT T
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4 LEAVEIn normal circumstances, a s
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4 LEAVEi) on the completion of five
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4 LEAVEfull rate of allowance and w
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4 LEAVE2002, staff members eligible
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4 LEAVEA staff member who has acqui
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Page 105 and 106: 4 LEAVE4.7 LEAVE WITHOUT PAY4.7.1 G
Page 107 and 108: 4 LEAVEReplacement staff members ar
Page 109 and 110: 4 LEAVEPart time leave without pay
Page 111 and 112: 4 LEAVE4.8 MILITARY LEAVEMilitary l
Page 113 and 114: 4 LEAVE4.9 RECREATION LEAVE4.9.1 RE
Page 115 and 116: 4 LEAVEa) To take accrued recreatio
Page 117 and 118: 4 LEAVE4.10 ROSTERED DAYS OFF4.10.1
Page 119 and 120: 4 LEAVE4.11.2.4 New Appointeesa) St
Page 121 and 122: 4 LEAVE4.11.4 EXHAUSTION OF PAID SI
Page 123 and 124: 4 LEAVESection 4.11.8; orc) the Dir
Page 125 and 126: 4 LEAVE4.11.9.3 Grant of Special Le
Page 127 and 128: 4 LEAVEa) of their fitness or other
Page 129 and 130: 4 LEAVEAPPENDIX ATHE UNDERTAKINGUND
Page 131 and 132: 4 LEAVE4.12 SPECIAL LEAVE4.12.1 GEN
Page 133 and 134: 4 LEAVE4.12.6 EMERGENCIESWhere a st
Page 135 and 136: 4 LEAVE4.12.8.2 Return HomeStaff un
Page 137 and 138: 4 LEAVESpecial leave for up to one
Page 139 and 140: 4 LEAVEc) private study for an appr
Page 141 and 142: 4 LEAVEhas been granted to a staff
Page 143 and 144: 4 LEAVECourses for which study time
Page 145 and 146: 4 LEAVE4.14.2.18 AccumulationSubjec
Page 147 and 148: 4 LEAVE4.14.5 STUDY LEAVE4.14.5.1 G
Page 149 and 150: 4 LEAVEb) Meetings of the union’s
Page 151 and 152: 4 LEAVEc) Workplace conference or m
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Page 157 and 158: 4 LEAVE4.17 WORKERS’ COMPENSATION
Page 159 and 160: 4 LEAVE4.17.5 LEAVE ENTITLEMENTSAcc
Page 161 and 162: CONTENTSOccupational Health and Saf
Page 163 and 164: 6 OCCUPATIONAL HEALTH AND SAFETY Em
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Page 169 and 170: RATES OF PAY AND ALLOWANCES7.1 PAYM
Page 171 and 172: RATES OF PAY AND ALLOWANCES(i)(ii)a
Page 173 and 174: RATES OF PAY AND ALLOWANCESGeneral
Page 175 and 176: RATES OF PAY AND ALLOWANCES7.2.3 NO
Page 177 and 178: RATES OF PAY AND ALLOWANCES• when
Page 179 and 180: RATES OF PAY AND ALLOWANCESGrade C
Page 181 and 182: RATES OF PAY AND ALLOWANCESthe plac
Page 183 and 184: CONTENTSSeparation from the Service
Page 185 and 186: 8 SEPARATION FROM THE SERVICE8.1.3
Page 187 and 188: 8 SEPARATION FROM THE SERVICE8.1.8
Page 189 and 190: 8 SEPARATION FROM THE SERVICE8.2 ME
Page 191 and 192: 8 SEPARATION FROM THE SERVICE8.2.8.
Page 193 and 194: CONTENTSSuperannuation9.3.5 SASS CO
Page 195 and 196: CONTENTSSuperannuation9.1 INTRODUCT
Page 197 and 198: 9 SUPERANNUATIONcannot accept perso
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Page 201 and 202: 9 SUPERANNUATION9.4 STATE SUPERANNU
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9 SUPERANNUATIONyears, early volunt
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9 SUPERANNUATION9.5.4.6 Employee’
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9 SUPERANNUATION9.5.6 CHOICE OF SUP
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9 SUPERANNUATIONFor more informatio
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APPENDICES10 APPENDICES10.1 REGIONA
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APPENDICESfax: (02) 4251 9945Goulbu
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APPENDICES10.1.5 NORTHERN SYDNEY RE
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APPENDICESfax: (02) 9582 6340 fax:
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APPENDICESphone: (02) 6883 6300fax:
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APPENDICES10.2 OTHER ADDRESSES10.2.
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APPENDICES10.3 APPENDICES TO STAFF
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APPENDICESEXAMPLE OF LOCAL SUPPORT
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