What is the process for a teacher wishing to return from long term sickness absence?
The guidance outlined in Teacher Attendance procedure still applies (TNC 2008/2)
• Appropriate notice (1 weeks’ notice) and supportive dialogue with management to ensure a smooth transition back to work.
• Statement of Fitness for Work completed to sign them off as now fully fit to be at work. In the current circumstances if the teacher has difficulty in getting an appointment with their GP to obtain “statement of fitness for work” they should telephone their GP to seek confirmation that they can return to work and undertake the work safely – thereafter the teacher should email the Principal to confirm they have had this discussion with their GP and can provide a statement of fitness to work retrospectively.
• An OH referral may be arranged if concerns around support are still present (telephone/ virtual)
• Principal and teacher will discuss their participation in preparing for online resources and remote learning with pupils, liaison with colleagues or helping with supervision in the school setting (if applicable).
• Principal will inform the Teachers’ Pay and Administration Branch at the Department of Education.
Where a Principal is concerned about the support arrangements in place for those returning they should contact their HR Adviser (via email or mobile)
What is the process for a teacher wishing to return from maternity leave early?
The guidance outlined in Teacher’s Maternity Leave Scheme still applies (TNC 2015/2)
• Appropriate notice (at least 28 days) and supportive dialogue with management to ensure a smooth transition back to work.
• A teacher must notify the Principal (in writing at least 28 days before the day on which she proposes to return) of the date of her intended return if this is before or after the date specified on the TR160. Where this notification is not given, the school can postpone her return for a period of up to 28 days, but not to a date after the end of the maternity leave period previously specified.
• Where a teacher proposes to end her maternity leave before the end of the 26 weeks’ ordinary maternity leave (either where stipulated on the TR160 or as subsequently changed) on a date that falls during a school vacation, she must submit a 'fit to resume' certificate from her GP on the day before the commencement of duties.
• Principal and teacher will discuss their participation in preparing for online resources and remote learning with pupils, liaison with colleagues or helping with supervision in the school setting (if applicable).
• Principal will inform the Teachers’ Pay and Administration Branch at the Department of Education.
Where a Principal is concerned about the support arrangements in place for those returning they should contact their HR Adviser (via email or mobile).
What is the process for booking Substitute Teachers?
Substitute teachers should be booked using the NISTR system. NISTR is a booking system only, payment of teachers remains subject to schools completion and submission of relevant paperwork.
Schools should be aware that retrospective bookings on NISTR are not permitted and will result in a financial penalty to the school.
Further information is available at https://www.eani.org.uk/nistr
What is the process for Retiring from teaching?
• Contractually a teacher is required to give 4 months’ notice to their school if they wish
to retire.
• Depending on whether the school can release a teacher by accepting and approval
of the resignation/retirement of a teacher consideration should be given as to how to
fill the vacancy this might create to deliver the curriculum when the school returns to
normal working. (Reference recruitment process below)
• Teachers retiring who wish to access their pension are required to completed a TP4
form (application for retirement benefits) which can be accessed via following link:-
TP4 form for retirement
• Teacher’s Pensions (DE) are accepting applications electronically – if a teacher is
completing the TP4 form (to access their pension and retirement benefits) they
should complete the relevant sections and scan/email a copy to the HR adviser for
the school who will authorize electronically and forward to DE on the teacher’s
behalf. Please note: - DE also require a copy of the teacher’s birth certificate
(scanned and submitted via email).
• Any teacher wishing to access their Pension and Retirement Benefits in conjunction
with a redundancy payment, their TP4 form should be completed and returned by
email to Leonora.Toman@ccmsschools.com
Ill Health Retirements
A teacher who is suffering from ill health and wishes to apply for retirement (on the grounds
of ill health) should complete a TP5 form which is available on the DE website via the
following link:-
TP5 Form - Ill Health Retirement
TP5’s are completed by a teacher’s GP and can be supported by additional medical
evidence.
The TP5 form should be scanned and sent through to CCMS for countersigning before it is
sent to Teachers Pensions. If you have a teacher who wishes to apply for ill health retirement
please advise them to contact angela.armstrong@ccmsschools. com to discuss.
Principal/Vice Principal/Teacher Vacancies
Principal vacancies linked to retirement or taking up a new post in another school – the HR
adviser for the school will liaise with the Chair of Board of Governors to discuss.
How do I Resignation?
A copy of the resignation letter of any teacher resigning from their post (once accepted by
Governors) should be sent to Teachers’ Pay and Admin Branch (DE) with the monthly
teacher returns for payroll purposes.
Please refer to “Guidance on Governance in Catholic Maintained Schools during the
Current Exceptional Closure Period” which can be accessed on the CCMS website which
provides advice in relation to Board of Governors and decision making in the interim period.
Is there a redundancy scheme in operation?
• Schools should contact their HR adviser with any individual queries in relation to the
redundancy process.
• Redundancies are subject to DE Approval.
• School Assurance statements must be completed as expeditiously as possible and
emailed to geraldine.mccourt@ccmsschools.com
• The HR adviser will liaise with teaching staff in school closure redundancies in
relation to accessing the Transferred Redundancy list, with a view to getting these
staff re-deployed.
Request for a change in contract
The guidance in the following policies apply:
• Job Share Policy - TNC 2009/4
• Career Break Policy - CCMS Circular 2009/20
• Flexible Working Policy - TNC 2009/6
• Temporary Variation in Contracts - TNC 2009/7
Permanent Status Requests
In accordance with CCMS Circular 2006/22 teachers who have worked continuously in a
school for 4 years (with no gaps in service) have the right to request their employer confirms
that they are now a permanent employee.
Teachers should request this in writing to school/Governors.
The Principal should liaise with the HR Adviser for the school who will ensure the
employment history check is completed when a return to normal working resumes to confirm
the requirement for 4 years continuous service is met.
Childcare Vouchers
If a teacher wishes to vary the deduction they make each month they should email mark.armstrong@ccmsschools.com