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STATEMENT OF TERMS AND CONDITIONS OF SERVICE
In compliance with the Contracts of Employment and Redundancy Payments Act
(Northern Ireland) 1965 as amended by the Employments Rights (Northern Ireland)
Order 1996 and as amended by the Employment Relations (Northern Ireland) Order
1999 this Statement sets out certain terms and conditions of your employment
contract.
1
Employer’s Name
Education Authority Southern Region
3 Charlemont Place
The Mall
ARMAGH
BT61 9AX
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Employee’s Name
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Date of Commencement of Employment
Your date of commencement of employment with
stated on your offer of employment.
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is as
Continuity of Employment
The provision of the Redundancy Payments (Local Government etc.)
(Modification) Order (Northern Ireland) 1986, as amended, apply to this
appointment. This means that previous employment may count as part of your
continuous period of employment for the purpose of calculating your entitlement
to redundancy payments.
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Job Title
The position and school to which you are appointed is as stated on your offer of
employment. Your professional duties are as set out in Schedule 3 of the
Teachers’ (Terms and Conditions of Employment) Regulations (Northern
Ireland) 1987 which is attached as Section 2, as amended from time to time by
the Salaries and Conditions of Service Negotiating Committee (Schools).
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Remuneration
11.1
Your remuneration is as determined from time to time by the Salaries
Conditions of Service Negotiating Committee (Schools).
11.2
Your salary is paid monthly by the Department of Education on behalf
of the School
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Working Time
Regulations on Working Time are as set out in Schedule 3 of the Teacher’s
(Terms and Conditions of Employment) Regulations (Northern Ireland) 1987.
These are as followsa. A full-time teacher, other than a teacher employed in a residential
establishment, shall be available for work on 195 days in any year of which not
more than 190 days should involve teaching children in a classroom situation.
b. A teacher, other than a teacher employed in a residential establishment, shall
be available to perform such duties at such times and such places as may
reasonably be specified by the principal for 1,265 hours in any year exclusive
of time spent off school premises in preparing and marking lessons and time
spent travelling to and from the place of work.
c. A teacher may not be required to teach as distinct from supervise children in a
classroom situation for more than 25 hours in any week in a primary or special
school and 23.5 hours in any week in a secondary school
d. Unless employed under a separate contract as a midday supervisor, a teacher
shall not be required to undertake mid-day supervision.
e. Subject to paragraph (f) all teachers shall be required to have a break of at
least 30 minutes between the hours of 12 noon and 2.00 pm.
f. Teachers in nursery schools and in nursery units in primary schools shall be
required to have a break of at least 30 minutes between the hours of 12 noon
and 2.30 pm.
g. For the purposes of this paragraph a ‘year’ means a period of 12 months
commencing on 31 July and a ‘week’ means a period of 7 days commencing
on a Sunday.
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Holidays
Holiday arrangements shall be determined by the Board of Governors and the
Principal following consultation with the staff and taking into account the fact that
teachers are required to be available for 195 days per year.
Actual holiday arrangements are notified as early as possible.
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Pension
9.1 Details of pension arrangements are set out in the Teachers’ Superannuation
Regulations (Northern Ireland) 1998 as amended. A contracting-out certificate
is in force for this employment.
9.2 There are provisions by which a teacher can enhance his/her pension and
lump sum. Information on the options available can be obtained from the
Teachers Pension Branch of the Department of Education.
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10
Notice of Termination
10.1 Your contract of employment may be terminated by either party giving to the
other previous notice in writing of at least 3 calendar months of termination on
the last day of any month, except for termination at the last day of August or
September when at least 4 calendar months notice is required.
10.2 The school reserves the right, in the case of gross misconduct, to dismiss you
summarily i.e. without notice and without wages in lieu of notice.
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Retirement Benefits
If you contribute to the Northern Ireland Teachers Pension Scheme (NIPS) and
were a member of the scheme prior to 1 April 2007, you can retire and receive
your benefits in full once you have reached age 60. If you became a member of
the NIPS from 1 April 2007, you can retire and receive your benefits in full once
you have reached aged 65. You must advise the Education Authority in writing at
least 4 months prior to your intended date of retirement in order to meet Teachers’
Pension Branch deadlines for pension release. Further information is available
from the Board’s Human Resources Branch, Teaching Section.
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Sickness (Refer to Section 3 for further details)
You should note that as a teacher you must satisfy the Employing Authority of your
health and physical capacity for teaching as stated in the Teachers’ Eligibility
Regulations (Northern Ireland) 1997.
12.1 Payment of salary during sickness absence shall be in accordance with the
provisions of the Teachers Salaries Regulations (Northern Ireland). Some of
the main points of the regulations are set out in Section 3.
12.2 You should note that as a full time teacher you must satisfy the Board of your
health and physical capacity for teaching.
The procedure for managing attendance of all staff is outlined in a Scheme
set out in Section 15.
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Maternity (Refer to Section 4 for further details)
The relevant contractual provisions concerning maternity leave are contained in
the Teachers’ Occupational Maternity Leave Scheme (see Section 4), as amended
from time to time.
14
Teachers’ Occupational Paternity and Adoption Leave (Refer to Section 5 & 6
for further details)
Provisions concerning Teachers’ Occupational Paternity and Adoptive Leave are
as agreed from time to time through the negotiating machinery and set out in the
relevant Schemes, (see Sections 5 & 6).
15
Short Term Leave of Absence (not exceeding 3 working days) (Refer to
Section 7 for further details)
The Board of Governors may grant leave of absence (not exceeding 3 working
days) with salary in certain circumstances. When considering any request for such
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leave the Board of Governors will take into account the circumstances and
appropriate recommended actions agreed from time to time through the
negotiating machinery. Decisions to award such leave (with or without pay) in
individual cases lie with the Board of Governors after consultation, if necessary,
with the Department – see Section 7.
Arrangements regarding leave of absence for a period exceeding 3 working days
are set out in DENI Circular 1993/31 which can be obtained from the school
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Absences due to injury caused by negligence of a third party (Refer to Section
8 for further details)
The scheme for absences due to injury caused by negligence of a third party is set
out in Section 8.
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Procedure for teachers who work with Visual Display Units (Refer to Section 9
for further details)
The procedure for teachers who work with Visual Display Units is set out in
Section 9.
18
Alcohol and Drug Misuse Policy and Procedures (Refer to Section 10 for
further details)
The procedure for Alcohol and Drug Misuse Policy is set out in Section 10.
19
Code of Practice on Reporting Malpractice (Whistleblowing Policy) (Refer to
Section 11 for further details)
The Code of Practice on Reporting Malpractice (Whistleblowing Policy) is set out
in Section 11.
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Indemnification (Refer to Section 12 for further details)
Indemnification for teachers is provided by way of insurance cover. The extent of
the agreed indemnification is as set out from time to time in Department of
Education Circulars, (see Section 12).
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Job Share (Refer to Section 13 for further details)
The scheme for job sharing is set out in Section 13.
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Career Break (Refer to Section 14 for further details)
The scheme for career break is set out in Section 14.
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Managing Attendance at Work (Refer to Section 15 for further details)
The scheme for managing attendance at work is set out in Section 15.
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Grievance Procedure (Refer to Section 16 for further details)
The procedure for raising individual grievances is set out in Section 16.
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Discipline (Refer to Section 17 for further details)
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The procedures for dealing with disciplinary matters including disciplinary appeals
are set out in Section 17.
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Unsatisfactory Work (Refer to Section 18 for further details)
The procedures for dealing with teachers whose work is unsatisfactory are set out
in Section 18.
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Policy Statement and Code of Practice on Measures to Combat Harassment
(Refer to Section 19 for further details)
The Policy Statement and Code of Practice on measures to combat harassment in
school are set out in Section 19.
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Trade Unions
A teacher is free to join any union of his/her choice. At present the unions
recognised are the ATL, the INTO, the NAHT, the NASUWT and the UTU.
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Changes in Terms and Conditions
Your terms and conditions of employment are as determined by the Teachers’
Terms and Conditions of Employment Regulations (Northern Ireland) 1987, as
amended and by collective agreements negotiated and agreed with Trade Unions,
which are recognised by the Education Authority for collective bargaining purposes
in respect of the employment group to which you belong. These documents are
available to you during normal office hours at Board Headquarters.
From time to time variations in your terms and conditions of employment will occur
and these changes will be incorporated in the documents to which you have
access. The Education Authority undertakes to ensure that all future changes in
terms and conditions of service will be entered into these documents within 28
days of the change being established.
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I acknowledge receipt of the original of this document.
Signed
Date:
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