Employment conditions for teachers on study awards and study leave positions
A teacher or principal on leave to undertake study continues to be an employee of their board and as such, management of the employee remains the responsibility of the employing board. The normal obligations and responsibilities of the parties continue in all respects as if the employee remained working at the school.
Nature of employment
Employees taking up a study award, study leave position, fellowships, scholarships are normally offered leave for a fixed number of school weeks including all applicable statutory holidays. Their employment tenure and status do not change.
Change of employee details
During the course of study an employee will sometimes move away from their usual place of residence. In these circumstances the monitoring of their progress will become more difficult, and boards must plan for this.
The board needs to note any changes in employee details and/or circumstances, informing the Ministry of Education and/or the local pay centre as necessary.
Resignation
If an employee on study leave resigns from their school during this leave, the study award or position, fellowship or scholarship is cancelled unless they begin employment with a new school and gain the written approval of the new employing board to continue the leave.
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Disciplinary procedures
If an employee either fails to comply with the conditions of the award/leave or fails to complete the course of study, it may be a disciplinary matter between the employee and their employing board.
Employees on leave to undertake study should give their board details of the preliminary process as well as evidence that all conditions and requirements associated with the study are being met. Additionally, evidence to the board's satisfaction of completion of the study or training should also be given.
Where the board is of the view that the employee's obligations in terms of their study are not being met, the disciplinary procedures under the employee's employment agreement should be followed.
Failure to enrol, wilful neglect of studies and failure to complete any course requirements, are examples of possible disciplinary matters.
Should any of these situations arise, boards are advised to seek advice and assistance from the New Zealand School Trustees Association (NZSTA).
Salary, units and 3R payments
An employee’s salary, any permanent unit(s), Middle Management Allowances, Senior Management Allowances and Recruitment, Retention and Responsibility (3R) payments continue to be paid according to the entitlement criteria during the period of study leave.
Although no change is normally made to the employee’s salary arrangements, it is still advisable to inform the pay centre that the employee is on study leave with pay. This means that the employee remains on the board’s payroll and their details will be shown on the fortnightly SUE report.
Sick leave
An employee's sick leave entitlement will continue to accumulate during the period of leave in accordance with their employment agreement and may be used in the normal way during that time.
Where an employee takes sick leave the board must promptly advise their local pay centre of the change in the employee's leave status.
Employees should clarify their entitlements prior to the commencement of the leave.
Further information
Further assistance in these matters may be obtained from:
New Zealand School Trustees Association
PO Box 5123
Wellington
Phone: 04 473 4955
Fax: 04 473 4706
Email: admin@nzsta.org.nz [no spam]
Administrator
Teacher Study Awards
Ministry of Education
PO Box 1666
Wellington
Email: teacher.studyawards@minedu.govt.nz [no spam]
Tel : (04) 463 4859