How do we pay a teacher who is undertaking a phased return to work after sick leave?
Practice in this situation varies. The main alternatives are to pay the teacher: • his/her full time salary. This may be appropriate if the phased return is relatively short lived as it can encourage the teacher to return to work rather than continue with sickness absence. • pro-rata to his/her full time salary for the hours worked plus sick pay for the rest of the week. Whilst we are aware that this type of arrangement does occur within schools, the LGE’s view is that when an employee returns to work, whether on full or part-time basis, then their sickness absence has ended. There may also be implications for the continuation of any payments under a school’s insurance policy if a teacher returns on a partial basis. • only for the hours worked. This is more appropriate in the case of a longer, say, 6 month, phased return where it has been necessary to employ someone to cover the substantive post holder’s absence. A renegotiation of the teacher’s contract, in relation to hours worked an
Related Questions
- If a teacher has leave without pay for 12 months, what impact does this have on eligibility for continuity of service in a country zone school or category 1/2 school?
- How may I donate sick leave to another employee that does not have enough leave to pay them until they return to work?
- How do I calculate sick leave and pay entitlement for a part-time teacher?
