St Patrick’s Catholic School Leave Policy
"Come with me by yourselves to a quiet place and get some rest."
Why this fits: Jesus invited His disciples to rest after their work. This highlights the importance of taking time away for rejuvenation.
Rationale
As a good employer, the Board is committed to clear, fair, and consistent processes for managing leave.
This policy aims to:
Ensure all staff are treated fairly and equitably.
Establish clear and consistent leave approval procedures.
Provide clear guidelines for leave of absence decisions.
Ensure the staffing needs of the school are met.
Scope:
This policy applies to all staff employed at St Patrick’s Catholic School, including the principal, teaching staff, support staff, in temporary or permanent roles.
General Principles
The Board will comply with all statutory and contractual requirements regarding leave entitlements under the Education and Training Act 2020, the relevant Collective Employment Agreement and the Employment Relations Act 2000.
The Principal is delegated responsibility to manage leave in accordance with this policy and relevant employment agreements, except where explicitly stated otherwise.
All leave is to be applied for using the school’s official leave application form.
All leave is to be recorded in the Leave Calendar and systems by the Office Manager, including reliever details if applicable.
Specific Leave Types
Sick Leave
May be supported by a medical certificate if exceeding:
5 consecutive working days (teachers)
3 days (support staff)
3 days (caretakers)
Sick leave that is not for the principal is monitored and managed by the principal in line with employment agreements.
Discretionary Leave
Must be lodged on the appropriate form
Up to 5 days: Managed by the Principal.
Over 5 days: Referred to the Board at least two months in advance of leave commencement.
The Principal will consider:
The effect on school operations
Financial implications
Purpose and timing (can it be taken in holidays?)
Previous leave patterns
Bereavement Leave
Managed by the Principal according to the employment agreement.
Bereavement Leave may also include the unveiling or blessing of a grave if these fall during working hours.
The Principal will consider:
Closeness of relationship to the deceased
Any significant responsibilities for arrangements of the ceremonies related to the death
The need for travelling time
Cultural responsibilities (e.g., unveiling or blessing)
Maternity/Parental Leave
Granted in accordance with the Parental Leave and Employment Protection Act and relevant employment agreement.
Managed administratively by the Principal and Office Manager.
Recording and Administration
A Leave Form must be completed by the staff member for all types of leave.
Leave will be recorded in the Leave Calendar, including reliever details if one is being used.
The Office Manager is responsible for maintaining accurate leave records and ensuring relieving hours are processed for payment correctly.
Monitoring:
The Principal reports on staff leave at the board meeting. Trends and risks to the operation of the school are highlighted.
The Principal and the Administrator ensure leave is recorded accurately in the Staff Usage Expenditure Reports (SUE Report). The SUE Report is reviewed regularly (at least twice per term) by the presiding member or board delegate. The table below outlines the key areas of focus when reviewing for staff leave:
Policy Review
This policy will be reviewed every three years or earlier if legislative or contractual changes require it.
Date Reviewed: 13 August 2025