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SSP is payable during holiday periods in the UK and within the European Community. SSPcontinues during strikes at the workplace provided the period of illness began before thestrike or continues after the strike has ended. If an employee is not absent through illnesswhen a strike begins, SSP is not payable unless it can be shown that the employee has nodirect interest in the strike.While there are agreed local arrangements for the intimation of the onset of a period ofillness, an employer cannot insist on self-diagnosis or prognosis. Notification of illness maybe given to the place of work by anyone on behalf of an employee to be followed by writtenconfirmation within the first seven days of illness by the employee.NOTIFICATION AND CERTIFICATIONYou should notify the school as soon as is practicable of the onset of a period of illness. Ifyou cannot do this personally some other person should do this on your behalf. You shouldtry to indicate the possible date of return. When the absence extends to a fourth day youshould again notify the school.When the absence covers a period of between 4 and 7 days you will complete a selfcertificationform on return to work. If the absence extends beyond 7 days you will also berequired to submit a medical certificate to cover the absence beyond 7 days.ABSENCE DUE TO WORK RELATED INJURY/ILLNESSWhere an employee is absent due to sickness as a result of a work related injury or illnessa separate allowance is payable. It is calculated in the same way as sickness allowance butdoes not count against a teacher’s entitlement to sickness allowance.An injury caused by an accident at work will only qualify for payment if the accident book(Form BI 510) has been completed.All other cases of illness/injury that are work related must be confirmed by both theemployee’s GP and the council’s medical adviser.FAMILY LEAVEProvisions for Family Leave are set out in Section 7 of the SNCT Handbook.The following leaflets are also available on our website, www.eis.org.uk or from theEmployment Relations Department at Headquarters:- Maternity Leave and Rights; Adoption Leave and Rights; Keeping in touch Days; Maternity and Adoption Support Leave (including Statutory Paternity Leave); Flexible Working.MATERNITY LEAVE AND PAYMaternity Leave.- An employee is entitled to 52 weeks maternity leave made up of 26weeks’ ordinary maternity leave and 26 weeks’ additional maternity leave, regardless oflength of service.Maternity Pay. – An employee with at least 26 weeks’ continuous service at the beginningof the 15 th week before the expected week of childbirth will be entitled to 13 weeks normalsalary followed by 26 weeks statutory maternity pay. Earnings must be greater than thelower earnings limit for NI contributions.79September 2012