News Vol.41 / no.3 november/december 2018 - Teachers' Union of Ireland
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new s
teachers’ union of ireland / AONTAS MúiNTeOirí éireANN
Vo l.4 1 / no.3
nove m b e r /de c e m b e r 2 0 1 8
tui neWs
contents:
p.3 A Word From The
President
p.4 ‘New entrant’ salary scale
measure ballot and ongoing
pay equality campaign
p.6 recruitment and retention
crisis in schools
p.8 housing crisis inflicting
serious damage on
education system
p.9 TUi in joint call on higher
education funding
p.10 Maternity Leave – your
questions answered
p.14 Leave entitlements
checklist
p.16 OeCD report highlights iNTO PreSiDeNT JOe KiLLeeN, ASTi PreSiDeNT BreDA LyNCh AND TUi
dismal irish investment in PreSiDeNT SeAMUS LAhArT AT A reCeNT MeeTiNG.
education
p.22 Annual Congress 2018
Check out the new TUI website at
p.24 Lobbying by Branches
www.tui.ie
p.26 Payment for Locally
Devised Assessments
(LDAs) – an update
p.27 rMA News
p.28 Crossword
eDiTOriAL PrODUCTiON
Annette Dolan Bernie ruane TUi News is published by the
Deputy General Secretary Assistant General Secretary Teachers’ Union of ireland.
adolan@tui.ie bruane@tui.ie
Aontas Múinteoirí éireann,
73 Orwell road, rathgar, Dublin 6.
Declan Glynn Joanne irwin
Seamus Lahart Assistant General Secretary Assistant General Secretary
President dglynn@tui.ie jirwin@tui.ie T: 01-492 2588 F: 01-492 2953
president@tui.ie e: tui@tui.ie W: www.tui.ie
Aidan Kenny David Duffy
Martin Marjarom Assistant General Secretary education & research Officer
Printed by:
Vice-President akenny@tui.ie dduffy@tui.ie
Typecraft Ltd.
vicepresident@tuimail.ie
Michael Gillespie Nadia Johnston
Assistant General Secretary Administrative Officer
John MacGabhann mgillespie@tui.ie njohnston@tui.ie
General Secretary
jmacgabhann@tui.ie Colm Kelly Conor Griffin
Assistant General Secretary Press & information Officer
ckelly@tui.ie cgriffin@tui.ie
2 november/december 2018 - TUi NeWS
A Word from the
President – Seamus Lahart
on their increment date, but ultimately ‘Woefully inadequate’
all new and recent members will benefit.
additional funding for
Members will no doubt be aware that third level
iNTO members rejected the measure in The additional €57m in current funding
a national ballot. At the time of writing, announced for higher education in
ASTi members are being balloted on the Budget 2019 is woefully inadequate and
same measure. irrespective of ballot will do very little to boost a sector that
outcomes, representatives from all has been devastated by steep funding
teacher unions are in regular contact and cuts. The failure of Government over
TUi PreSiDeNT, SeAMUS LAhArT
every effort will be made to liaise in the successive years to make the necessary
ongoing fight to eliminate pay investment has had an extremely
Members accept pay discrimination. it is clear that a joint damaging effect on the working
proposal in ballot –
campaign by the three teacher unions, conditions of academic staff, on student
working together, is the best way of experience and on the positioning of
campaign for pay eliminating the injustice of pay inequality. irish institutions in international rankings.
equality continues Denial of the oxygen of public
in this regard, it is important to note investment is choking the life of a prime
in October, TUi members accepted a
that TUi still holds a mandate for national asset.
proposal to remove points 4 and 8 from
an organisation built on
industrial action, up to including strike
post-1st January 2011 scales in the
action, on this issue. This mandate was
context of the Union’s ongoing campaign
to eliminate pay inequality. The measure
comprehensively delivered by members democracy
last year and can be activated by the With the end of yet another calendar
was accepted in a national ballot by a
Union if and when it deems it year already in sight, it is worth
margin of 53% to 47%.
appropriate do to so. reminding members of the vital
in announcing the ballot result, TUi made importance of playing an active part in
Keep an eye on the Union’s various TUi. The Union is not a bricks and
clear that this measure does not deliver
communications channels for updates on mortar headquarters, it is you and your
pay equality. in addition, it was stated on
this campaign. colleagues and 17,000+ other teachers
numerous occasions that it will have
international report
little impact on the continuing, and lecturers around the country in an
organisation built on democracy.
endorses work of
widespread crisis of recruitment and
retention in schools all over the country, regardless of your grade and career
from Dublin to Galway and from teachers and lecturers stage, your input is always of critical
Donegal to Cork. importance. if you have strong feelings
The latest OeCD indicators illustrate
on any aspect of the Union’s policies,
alarmingly low levels of investment in the
The new measure, which will be attend your Branch’s meetings and make
irish education system. ireland was
implemented on 1st March 2019, will these feelings clear. Branches submit
ranked joint last of 33 countries in terms
allow new and recent entrants to motions to TUi’s Annual Congress, which
of GDP invested in the education
progress up the scale quicker. Those who sets the national priorities of the Union.
system. The report also makes clear that
have suffered from pay discrimination for help to shape the priorities of TUi as
it is the most vulnerable in society who
the longest period of time (i.e those the Union campaigns on existing and
suffer when education budgets are cut
who entered the profession in 2011 and ever-arising new challenges, some of
or neglected to stagnate. in other
the years immediately afterwards) will which may threaten terms and
findings, irish teachers continue to have
stand to benefit first from the measure’s conditions of employment. United we
more teaching hours than their
gains by ‘jumping’ to higher salary points are stronger.
counterparts, while the ratio of third
level students to academic staff in ireland
is high above both european and OeCD
norms.
www.tui.ie - TUi NeWS 3
tui neWs
Members vote to accept proposal on
‘new entrant’ salary scales in
context of union’s ongoing campaign
in a national ballot in October, TUi members Which grades of tui
members will benefit
voted to accept a proposal on ‘new entrant’
Where can i see how the
salary scale issues by a margin of 53% to 47%
in the context of the union’s ongoing from this measure?
campaign for pay equality. in accepting the
proposal, members took the pragmatic view
TUi members in the following grades who measure will benefit me?
commenced employment on or after 1st Detailed examples of how the measure
that it represented another step in the January 2011 will benefit: benefits members depending on grade and
campaign for pay equality, in that the measure date of commencement of employment were
will allow new and recent entrants to ■ Teachers
provided in the TUi News ballot special (Vol
progress up the scale quicker. ■ Assistant Lecturers 41 No 2). These can also be downloaded
■ youthreach resource Persons from the TUi website.
however, the TUi is very clear that, of itself,
What about the union’s
this measure does not deliver pay equality, ■ BTei Adult educators
will have little impact on the deepening crisis
mandate for industrial
■ Adult Guidance Counsellor/Co-
of recruitment and retention in irish schools Ordinators
action on new entrant
and that the union’s campaign will continue
until this pay equality is achieved. ■ Adult Literacy Organisers
There is no such thing as partial pay equality
■ Community education Facilitators pay?
TUi members chose to reject the proposed
What will members gain
and the continuing injustice of discrimination
against new and recent entrants to teaching Public Service Stability Agreement (PSSA) in a
from this measure?
remains to be comprehensively addressed. national ballot in September 2017 as it failed
to provide a fair and sustainable resolution to
From 1st March 2019, two scale points pay inequality. in a simultaneous ballot,
Moreover, because the degree of
(4 and 8) will be removed from the various members voted to provide a mandate for
discrimination is most significant in the initial
post-1st January 2011 ‘new entrant’ scales, industrial action as directed by the executive
years of employment as a teacher, the crisis
meaning that new and recent entrants will Committee.
of teacher recruitment and retention will
remain and almost certainly worsen in the progress up the scale more quickly.
coming years. This mandate can still be activated by the
Union if and when it sees fit to do so.
What has been achieved for new and recent
entrants since the imposition (in 2011 and
2012) of discriminatory salary scales?
november 2013 principally new entrant pay. TUi secured suffered the imposition of discriminatory
in negotiations that led to the haddington negotiations with Government. As a result pay scales will benefit soonest.
road Agreement (hrA), teacher unions of this, TUi secured, with iNTO, an
agreement to incorporate the value of the For example, a teacher who commenced on
secured improved salary scales for post 1st
honours Primary Degree Allowance 1st September 2011 is currently on point 7.
January 2011 and post 1st February 2012
(€4,918) into a revised salary scale for On 1st March 2019 (increment date) that
entrants.
those appointed on or after 1st January teacher will move three incremental points
Under the hrA, implementation of the 2011. The first half of the value of the to point 10 (encompassing the normal
Ward report reduced the qualifying period allowance was added on 1st January 2017, incremental move of one point and a two
for a Contract of indefinite Duration (CiD) with the second half of the value of the point ‘jump’ because of new measure). This
allowance being added on 1st January 2018 is an increase of €4,956 in salary, of which
from four years to two years. €3,466 is attributable to the removal of the
september 2016 october 2018
two points.
Following its rejection of the Lansdowne From 1st March 2019, two scale points (4 (Full details of how and when the measure
road Agreement (LrA), the TUi balloted for and 8) will be removed from the various will benefit new and recent entrants
and commenced a campaign of industrial post-1st January 2011 ‘new entrant’ scales, depending on year of entry are available in
action on issues not covered by the LrA, meaning that new entrants will progress up TUi News special Vol 41/No 2 and also on
the scale quicker. Those who have longest the TUi website).
4 november/december 2018 - TUi NeWS
tui neWs
Joint campaign Processes to deal with the
by the teacher outstanding issues – the
unions - what’s h.dip. allowance and
the current entry point on scale
position? h. dip./PMe allowance
Contrary to what some commentary suggests, The TUi brought the matter of the (higher Diploma in education) h.Dip./PMe
the joint campaign envisaged by the unions has allowance to the Teachers’ Conciliation Council (TCC)in October 2016 and in
not been set aside by recent developments. spring 2017 submitted a paper setting out in detail the Union’s position. in
Such complication as there is results from the discussion of the issue at the Council, the Department of Public expenditure
fact that different procedures and timelines and reform (DPer) offered the view that it could be encompassed by the talks
apply in each union. under Section 4 of the PSSA.
None of the three unions has repudiated the When the TUi raised the issue at those talks the DPer representatives advised
PSSA. All are currently regarded as that they did not have a remit to build a costing for restoration of the
encompassed by that agreement. h.Dip./PMe allowance into the proposal (that was published on 24th
September).
The TUi has accepted the proposed measure
on new entrant pay on the basis that it At the most recent meeting of the Teachers’ Conciliation Council, it was
represents a move forward in the context of acknowledged by the DeS that the Section 4 talks had not encompassed the
the Union’s ongoing campaign for pay equality. it matter of the allowance and that it could now be considered as a claim by the
is a road-sign, not a destination. The Council.
unambiguous message to members in the TUi
News Ballot Special (October 2018) was that, The TUi is updating its earlier submission to take account of recent
regardless of the outcome of the ballot, developments, including government-endorsed proposals to enhance certain
whether accepted or not accepted, “the Union’s allowance arrangements in the health sector of the public service.
initial Placement on the incremental scale
ongoing campaign will continue until pay
equality is delivered”. Moreover, the TUi has a
mandate for industrial action.
in late 2017, the TUi and our sister teacher unions made a joint submission to
The processes of the other union are ongoing. the Public Service Pay Commission (PSPC) in relation to recruitment and
While the iNTO by ballot decided not to retention issues in the education sector, most particularly in relation to
accept the proposed measure in regard to new teachers. The PSPC was tasked by government with reporting on the health
entrant pay, it does not yet have a mandate for sector in the first instance. This it did in September 2018. The TUi will be
industrial action and would have to ballot pressing for completion of the Commission’s consideration of the education
members for such a mandate. The ASTi is sector as a matter of urgency, given the recruitment and retention crisis, the
currently balloting its members on the existence and severity of which is now frankly recognised by all relevant parties.
proposed measure. it too may hold a
subsequent ballot in order to seek a mandate in the submission to the Commission, the unions made the point that
for industrial action. elimination of incremental recognition for the period of unpaid, pre-service
training has had a seriously detrimental impact on the attractiveness of teaching
Once these processes conclude, the potential as a profession and have sought re-instatement of initial placement on the third
for a campaign of co-ordinated action will have point of scale for teachers.
been clarified.
For its part, the TUi is entirely committed to
remaining differentials
securing pay equality and will, insofar as
The elimination of the remaining differentials between the early points of the
possible, pursue that objective in a joint
new entrant scales and the pre-2011 scales has also been identified by the TUi
campaign with our colleagues in ASTi and
as a matter that needs to be resolved. Unlike the h.Dip. allowance and initial
iNTO.
placement on the incremental scale, this is a matter that is cross-sectoral and
that can be effectively addressed only on a public service-wide basis.
www.tui.ie - TUi NeWS 5
tui neWs
‘In desperation, a school in Dublin offers
free accommodation to any Home
Economics teacher but still can’t source
one’
recruitment and retention crisis in
schools remains to be addressed
TUi PreSiDeNT,
SeAMUS LAhArT
We hear the stories every day: a school in
Limerick can’t get a Physics teacher; a
school in Cork can’t get a Maths teacher; a
Chemistry teacher leaves a Kildare school
for a better option in the pharmaceutical
industry. in desperation, a school in Dublin
offers free accommodation to any home
economics teacher but still can’t source
one. in desperation, a school in Dublin
offers free accommodation to any home
economics teacher but still can’t source
one.
While the proposal on new entrant pay
announced this week represents further
movement, it won’t of itself deliver pay
equality. And because the most significant
difference in salary scales for those
appointed on or after 1st January 2011
will still be in the initial career stage, the
crisis of teacher recruitment and retention
will remain and possibly worsen in the
coming years. it should now be clear to all
concerned that, until this injustice is
comprehensively addressed, graduates will
vote with their feet and schools will
continue to struggle – and in some cases
fail - to recruit and retain suitably qualified
teachers across a range of subjects. in smaller schools. that a spell teaching in the Middle east has
come to be seen as a necessity for young
in many instances, extortionate So is it a crisis? Surely it must be when teachers seeking to scrape together a
accommodation costs in cities and large parents see the range of optional subjects deposit for a mortgage. We are exporting
towns are resulting in teachers choosing decrease in their children’s schools. even one of our best resources.
to seek opportunities elsewhere. A allowing for an element of flux at the start
technology teacher i spoke to earlier this of any school year, recruitment problems What is of even greater concern is that
month left a full-time post in Dublin to are evident both across the country and those who might once have considered
take up a contract of part-time hours in a across a broad range of subjects including, teaching or have qualified as teachers are
school nearer his family home in Tipperary. but not limited to, Modern Languages, simply choosing to work in other
he had done the maths, and the switch Mathematics, Science, irish, home professions. For example, large numbers
from his city apartment back to his economics and the technologies. By their of home economics graduates are
childhood bedroom left him with a higher very nature, schools are innovative and headhunted by private industry in the
disposable income and a better chance of will do everything they can to provide the agri-food area before they ever stand in
saving even a meagre amount each month. full range of subjects, but it is becoming front of a class, receiving better salaries
however, this is only one factor, as we increasingly difficult to do so, given the and job security from the commencement
have also had reports from rural areas that absolute shortage of qualified teachers in of their careers in industry.
similar recruitment issues are arising there, certain areas.
Meanwhile, there has been a fall of over
often because part-time contracts are all it is an indictment of the current system 50% in the numbers applying for places on
that are on offer in particular subject areas
6 november/december 2018 - TUi NeWS
tui neWs
the Professional Master of education attempting to make ends meet, often survey, 52% said that they would not advise
(PMe) postgraduate teacher education relying on family to supplement income. i a younger relative to pursue the profession
courses between 2011 and 2018. it is no know of teachers who struggle to get by of teaching.
coincidence that this comes at a time on contracts of just four or six hours a
when the hDip allowance, formerly week. A TUi survey earlier this year found This crisis in recruitment and retention is
payable to holders of the qualification, was that just 22% of new entrants to teaching damaging to students, schools and to the
withheld for new entrants, as was a received a contract for full hours in their thousands of young teachers that we lose
starting point on the scale that recognised first year of teaching. The stark effect is to other jurisdictions or other forms of
the training period. that four out of every five new teachers at employment. Until full pay equality and full-
second level earn just a fraction of the time hours are delivered, these problems
Another significant factor is that it is a starting salary. Moreover, they get their will endure, and everybody will suffer.
rarity that a second level teacher earns a first teaching post at an average age of 26,
‘full’ salary from the get-go. The great This article by TUI President Seamus Lahart was
often saddled with debt after six years of
majority start with part-time hours and study. Strikingly and worryingly, in the same originally published on thejournal.ie
tui in the media
A sample of recent issues addressed by TUI in the national media
teacher supply action Plan said with better employment options oecd education at a Glance
The Teachers’ Union of ireland (TUi) said available elsewhere, graduates will vote report
the plan does not address the root causes with their feet and schools will continue TUi President Seamus Lahart said failure
of the current crisis in irish schools, which to struggle to recruit and retain suitably to invest in education is an attack on the
it says are pay inequality, the continuing qualified teachers across a range of most vulnerable. he said the report made
casualisation of the profession and absence subjects. The union said its campaign will clear that it was those from disadvantaged
of promotional opportunities. continue until pay equality is achieved. - backgrounds who suffered most from flat-
RTE 26/10/18 lining or declining education budgets. “The
TUi president Seamus Lahart said: “Any failure of successive irish governments to
merit that the proposals may have is third level funding crisis invest appropriately in irish education is a
greatly diluted by the failure to The availability of college places for today’s sustained attack on the most vulnerable in
supplement them with substantive first-class pupils is at risk unless there is communities across the country.
measures that tackle the real issues. This urgent Government action on funding, it investment in education pays huge
means that the action plan is little more has been warned in an unprecedented, dividends to society in terms of increased
than a list of ‘sticking plaster’ measures.” unified statement by third-level leaders, tax and social contributions and to the
staff and students. it was issued by the individual in terms of better life
he said teacher recruitment problems are irish Universities Association, Technological prospects,” he said. - Irish Independent
likely to worsen in the coming years over higher education Association 11/9/18
pay inequality, “because the discrimination (representing institutes of technology),
is most significant in the initial years of Union of Students in ireland, and academic ‘sticking-plaster’ measures won’t
employment as a teacher.” - Irish staff unions, the irish Federation of resolve recruitment and retention
Examiner 9/11/18 University Teachers and Teachers’ Union of issues
ireland. - Irish Examiner 27/9/18 ‘As with previous sticking-plaster
national ballot result – campaign
measures, the proposal to introduce
to continue Proposal on new entrant pay quotas on certain teacher training areas
TUi president Seamus Lahart said ‘The TUi’s concern about the crisis of seeks to tackle the symptoms rather than
members had decided “that this proposal teacher recruitment and retention curing the disease of the current crisis of
represents another step in the campaign remains,” it said. “As a result, schools will recruitment and retention. Schools are
for pay equality. The measure will allow continue to struggle – and in some cases innovative and will do everything they can
new and recent entrants to progress up fail - to recruit and retain suitably qualified to provide the full range of subjects, but it
the scale quicker. however, it does not teachers across a range of subjects.” - is becoming increasingly difficult to do so.
secure pay equality.’ - Irish Newstalk, 24/9/18 in many instances, spiralling
Independent 26/10/18
accommodation costs in urban areas are
TUi member David Waters and TUi
“There is no such thing as partial pay resulting in teachers choosing to seek
General Secretary John MacGabhann
equality and the continuing injustice of opportunities in other parts of the
interviewed on injustice of discriminatory
discrimination against new and recent country. however, this is only one factor,
pay on RTE's Six One News 24/9/18
entrants to teaching remains to be as we have also had reports from rural
comprehensively addressed.” Mr Lahart areas that similar recruitment issues are
arising there.’ - TUI President Seamus
Lahart, Irish Times Letters 6/9/18
www.tui.ie - TUi NeWS 7
tui neWs
housing crisis having a hugely
damaging effect on education
On 3rd October, TUi joined
other trade unions, political
parties, students' unions,
housing agencies and
community and campaign
groups in a rally outside
Leinster house to demand
action on the housing crisis.
The crisis is having a devastating
impact on the educational
aspirations of a growing number
of families, with the
unacceptable situation of
children living and studying in
unsuitable, emergency
accommodation, often located
at significant distances from
their schools.
in addition, new and recently
qualified teachers are being
priced out of the rental market
in urban centres, while in the
current climate, the first rung
SOMe OF TUi DeLeGATiON AT rAiSe The rOOF DeMONSTrATiON
on the property ladder is
nowhere within grasping
distance for most. Clearly, this is
a key factor in the recruitment
and retention crisis afflicting
schools around the country.
Government must, as a matter
of extreme urgency, invest in
and implement an extensive
programme for the provision of
social and affordable housing.
The ideologically blinkered
approach of looking to the
private sector is exacerbating
the crisis. Therefore, rather than
relying excessively on a self-
interested private sector – an
approach that has manifestly
failed - government must re-
instate the local authorities as
providers of such housing and
release the necessary funding.
rAiSe The rOOF DeMONSTrATiON
8 november/december 2018 - TUi NeWS
tui neWs
tui in joint call for Government
to address higher education
funding crisis
Students and staff unions join with third-level representative bodies to
demand government response
in an unprecedented move, unions John MacGabhann, General Secretary of TUi described the additional €57m in
representing students and teaching staff TUi said that the failure by government to current funding announced for higher
have joined forces with the representative prioritise investment in higher education education in Budget 2019 as being ‘woefully
bodies of universities and institutes of ‘has significantly diminished the quality of inadequate’, stating that denial of the
technology to call on the government to the student experience and is causing oxygen of public investment is choking the
respond to the growing crisis in higher reputational injury to the nation’s higher life of a prime national asset.
education funding. The TUi, the irish education institutions.’
University Association (iUA), The
Technological higher education Association
(TheA), Union of Students in ireland (USi)
and irish Federation of University Teachers
(iFUT) united in their demands.
in a joint statement the group said: “This is
the first time that students and staff unions
and advocacy bodies representing the
higher education institutions have come
together to call collectively for action.
Government clearly knows what the
problem is; now, they need to start fixing it.
if urgent action is not taken, there’s a real
risk that today’s 7 and 8-year old primary
school students will not have sufficient
college places available to them in 2030
when the demographic bulge peaks with an
additional 40,000 students seeking to access
third level.”
Professional Cert/Diploma
In Special & Inclusive Education
Part time Online Specialist Award
Enabling educators to develop knowledge, skills and competencies
in key areas of inclusive and special educational provision and
planning at school and class level.
National Framework of Qualifications Level 9
Course Code: DC 84
+353 1 6510 618 @
+353 1 884 2042 @ / /
www.tui.ie - TUi NeWS 9
tui neWs
Maternity leave – your
questions answered
how much maternity informed and the maternity leave will be The applicant is responsible for completion
leave am i entitled to?
extended to ensure that 4 weeks maternity of the form and should ensure that the
leave are taken following the birth. school/eTB completes the employer’s
Teachers are entitled to 26 weeks maternity portion before forwarding to the
leave and 16 weeks additional unpaid can i take unpaid leave Department of employment Affairs and
following maternity
maternity leave. Social Protection at least 6 weeks prior to
When does maternity leave?
the start date. The form should NOT be
sent to the Department of education and
leave start? Commencing on the day immediately Skills.
how will i be paid during
Maternity leave will ordinarily begin on such following completion of maternity leave, a
teacher has the option to take a maximum
maternity leave?
day as the pregnant teacher selects, unless
medically certified that the leave should of 16 consecutive weeks statutory
commence on a particular date. however, additional unpaid maternity leave.
Continuation of salary during maternity
can i take unpaid leave
the commencement date must not be later leave is not a statutory entitlement and is
than 2 weeks before the end of the week of
to the end of the school
contingent upon compliance with the
the baby’s expected birth and four weeks agreed terms and conditions of this scheme.
must be taken after the end of the week of
the baby’s birth. For these purposes,
year? Under the Department of employment
Saturday is regarded as the end of a week. On completion of maternity leave and Affairs and Social Protection regulations any
statutory additional unpaid maternity leave, Maternity Benefit payable by the
Teachers may also take cognisance of the a teacher may apply for non-statutory Department of employment Affairs and
Department of employment Affairs and additional unpaid maternity leave to the end Social Protection to PrSi contributors at
Social Protection rules whereby eligibility of the school year. the full rate (Class A), will issue directly to
for maternity benefit does not normally the teacher in question. A deduction from
commence until the 24th week of in the context of this leave the end of the
salary equivalent to the maximum weekly
pregnancy and ends when maternity leave school year is taken to mean August 31st.
rate of Maternity Benefit payable to the
ceases. For example, if all the other leave types
teacher will initially be applied by the
referred to above were to expire by May
What happens if i give
Department/eTB.
4th, and the teacher in question wished to
birth before i have
remain out of school for the rest of the Under the Department of employment
school year, rather than return for a short
commenced maternity
Affairs and Social Protection regulations,
period, then the non-statutory additional PrSi contributors at the modified rate
leave?
unpaid leave must continue until August (Class D) have no entitlement to Maternity
31st inclusive. Benefit. Therefore no deduction is applied
if the birth occurs in a week before a
teacher has commenced her maternity to their salary and they remain on their
This leave type is not a statutory
leave then the maternity leave must ordinary rate of pay.
entitlement and it is subject to obtaining
commence immediately and the employer written sanction from the employer at least if the amount of benefit payable to the
must be informed. six weeks in advance of an intention to avail teacher is less than the maximum, or if a
What happens if i give
of this leave. person is not entitled to any Maternity
birth after the expected When should i apply for
Benefit, they should notify their payroll
section immediately to ensure that the
date and there are less maternity leave? salary adjustments are correct. Changes to
than 4 weeks maternity Application for maternity leave, both paid the automatic deduction can be made
provided the teacher furnishes a copy of
leave remaining?
and unpaid, should be made by teachers to
their employer at least 6 weeks in advance the Department of employment Affairs and
if the birth occurs after the expected date of commencement of the leave. Application Social Protection’s written notice of the
and there are less than 4 weeks of should be made on the prescribed actual Benefit rate applicable, if any, to the
maternity leave remaining, then the application form - available from the relevant employer/payroll section.
employer/Department of employment Department of education website.
Maternity Benefit payment will be treated
Affairs and Social Protection must be
as taxable income.
10 november/december 2018 - TUi NeWStui neWs
am i entitled to time off
for ante-natal care
appointments, post-
natal care appointments
and attendance at ante-
natal classes.
Pregnant teachers are entitled to time off
work, without loss of pay, to:
(a) attend medical appointments related to
ante-natal care,
(b) attend one set of ante-natal classes in a
working career, other than the last 3
classes in such a set, and
(c) attend medical appointments related to
post-natal care within 14 weeks of the
birth.
if a pregnant teacher misses particular ante-
natal classes in a set then it is permitted
that during a subsequent pregnancy, or
pregnancies, she may attend classes
equivalent to those missed.
An expectant father is entitled to time off
work, without loss of pay, to attend the last Where a risk has been identified and it is health and Safety Leave will cease when:
two ante-natal classes in a set attended by not possible to remove it, protective and
the pregnant mother. preventive measures should be taken to (a) the teacher concerned commences
safeguard the health of any teacher to maternity leave, or
Two weeks’ notice should be given for each whom the provisions apply, such as:
absence referred to in this section and (b) the teacher is no longer an employee
appropriate certification provided. (a) a temporary adjustment in the working
environment of the teacher concerned (c) the risk ceases
health and safety of
can i postpone my leave
so that exposure to the risk is avoided,
pregnant, post-natal,
or
entitlements in the
and breastfeeding
event of hospitalisation
(b) in the event that such adjustment is not
teachers possible, by moving the teacher to
The Safety, health, and Welfare at Work Act
suitable alternative work which does of my child
not entail the risk, or
2005 and the Safety, health and Welfare at in the event of the hospitalisation of the
Work (General Application) regulations child, a request may be made to the
(c) in the event that such alternative work
2007 (S.i. No. 299 of 2007) place an employer for postponement of maternity
is not available, and having consulted
obligation on the employer, as soon as it is leave or statutory additional unpaid
with and received certification from the
notified by the teacher that she is pregnant, Maternity Leave
Occupational health Service (OhS), by
to assess any specific risk in the workplace granting the teacher health and safety
to that teacher and to ensure that the leave. The teacher is entitled to receive, ■ Maternity Leave can only be postponed
pregnant, post-natal, or breastfeeding on request, a certificate stating the after at least 14 weeks of the leave has
teacher is not exposed to any agents, reasons why she has been granted expired, 4 weeks of which must have
processes or working conditions that will leave. The certificate must also state been taken after the week of the child’s
damage either the safety or health of the the start date and expected end date of
pregnant teacher and/or that of the birth. Postponement of the leave will
the leave. Maternity related health &
developing child. Safety Leave can be granted in respect require the absent teacher to resume
of more than one period, provided the duties in the school during the period of
The teacher should be informed of the conditions outlined in 9.1 and 9.2 postponement.
results of the risk assessment and the above are fulfilled for each such period
measures to be taken. concerned. ■ An application for postponement must
www.tui.ie - TUi NeWS 11tui neWs
be made in writing to the employer, i am a fixed term/fixed am i entitled to
accompanied by certification from the
Purpose teacher can i breastfeeding breaks in
avail of maternity leave? my school?
hospital in which the child is
hospitalised. The employer must notify
A teacher who is on a fixed term/fixed yes. Following representations by the
the teacher in writing as soon as
purpose contract of employment shall have TUi (and the other teacher unions) at
possible of its decision. if the leave is full maternity leave entitlements during the the Teachers’ Conciliation Council, the
postponed, the employer and the term of the contract. The granting or taking provision for breastfeeding breaks has
teacher must agree the date of return of maternity leave entitlements should not significantly increased.
to work. affect a fixed term/fixed purpose
appointment or the renewing of such an Within a 104 week period after the
■ The Department/eTB, and the appointment. birth of the child, a teacher who has
Department of employment Affairs and returned to work may avail of
Maternity related entitlements shall cease breastfeeding breaks, without loss of pay,
Social Protection must be notified
on expiry of the contract unless that for up to one hour per day for the
immediately if the teacher is to return contract is followed directly by a ‘back to purpose of breastfeeding or lactation.
to work in order to facilitate pay back’ contract in an approved teaching post
adjustment and cease any benefit from funded by monies provided by the A teacher who qualifies for this
the Department of employment Affairs Oireachtas. provision must notify her employer in
if i am on maternity
and Social Protection. writing of her intention to avail of such
breaks at least four weeks in advance. A
■ The postponed leave must be taken in leave should i be copy of the birth certificate of the child
notified of any posts of
one continuous period commencing not must be submitted with the application
for breastfeeding breaks.
responsibility that may
later than 7 days after the discharge of
arise in my school?
the child from hospital. The maximum ■ Breastfeeding breaks may be taken in
period for postponement of the leave is the form of:
6 months. yes, you are entitled to be notified.
a) one break of 60 minutes, or
am i entitled to work
b) two breaks of 30 minutes each, or
■ The teacher must provide the employer
during maternity leave?
c) three breaks of 20 minutes each
with a letter or other appropriate ■ The pattern of breastfeeding breaks
document from the hospital, or the Teachers are not permitted to engage in should be agreed following
child’s doctor, confirming the child’s any paid employment during the course of consultation between the employer
discharge date. their maternity leave. Under the
and the teacher. employers should
Department of employment Affairs and
■ if the teacher becomes ill having Social Protection regulations, Maternity take reasonable measures to
returned to work and before he/she has Benefit may be terminated in the event that facilitate the pattern of breastfeeding
paid employment is taken up while on breaks as requested, while having
taken the postponed leave, he/she will
maternity leave. Any salary payment from due regard to the welfare and
be considered to have started the the Department/eTB may have to be
postponed leave on the first day of educational needs of pupils.
reviewed in the event of termination of
absence due to illness unless the Maternity Benefit arising from non- ■ A teacher on less than full hours may
teacher notifies the employer that compliance with the terms of the
avail of breastfeeding breaks on a
Department of employment Affairs and
he/she does not wish to begin the pro- rata basis.
Social Protection scheme.
postponed leave. if this happens he/she
am i entitled to days in
will forfeit the postponed leave and the A teacher availing of breastfeeding
lieu for days of
breaks who ceases to breastfeed should
absence will be treated as Sick Leave.
notify her employer in writing as soon as
maternity leave that
The normal procedures in relation to possible.
clash with holidays?
Sick Leave should then be followed,
including the furnishing of a medical Substitute cover for breastfeeding breaks is
certificate where appropriate. entitlement to days in lieu was effectively not paid by the Department. At post
eliminated as a result of a budgetary primary level, the breaks should be covered
measure that became effective in 2013. through the Supervision and Substitution
Scheme.
12 november/december 2018 - TUi NeWSTeachers'
Car Insurance
You could WIN
€500*
Off your car or
home insurance
When you get a quote
between 01/05/2018
and 31/12/2018
Call (01) 408 6203
or visit cornmarket.ie
*Competition is subject to Cornmarket Group Financial Services Ltd. terms and conditions and normal acceptance criteria. Eligibility criteria, terms and conditions
apply. See Cornmarket.ie/car-and-home-get-a-quote-competition-tcs for full terms and conditions. RSA Insurance Ireland DAC trading as RSA is regulated by
the Central Bank of Ireland. Cornmarket Group Financial Services Ltd. is regulated by the Central Bank of Ireland. A member of the Irish Life Group Ltd. which is part
of the Great-West Lifeco Group of companies. Telephone calls may be recorded for quality control and training purposes.
13938 TUI Motor Advert 11-18leave entitlem
tui neWs
faMily leaVe Purpose Paid Maximum Period
force MaJeure Urgent tending to an ill person yes A maximum of three days in each
for whom you have caring period of 12 months or five days
responsibilities, including in 36 months
accompanying to the hospital in
emergency situations
.
faMily BereaVeMent Leave related to bereavement yes 5 days in the case of a spouse,
child or parent; 3 days in the case
of a brother, sister, grand-parent,
aunt, uncle or parent-in-law.
MarriaGe leaVe Member’s own wedding and days yes 7 consecutive calendar days
either side (if workplace is open) (including the date of the
marriage)
adoPtiVe leaVe To allow adopting member a yes 24 consecutive weeks (& option
period of time upon placement of of additional unpaid leave)
adopted child
Paternity leaVe Caring responsibilities soon after yes 2 weeks within 6 months of birth
the birth or placement of a child
Parental leaVe Care of Children under 13 and No 18 weeks per child
children with Special educational
Needs under 16
Maternity leaVe Birth and early Care yes 26 consecutive weeks (& option
of additional unpaid leave)
carer’s leaVe Care for person medically No 104 weeks (in respect of one
certified as in need of care relevant person)
career Break Break from normal duties for the No Minimum 1 year duration,
purpose of caring, study, travel maximum of 10 school years in a
etc. career. Maximum of 5 years
consecutively. A separate
application is required in respect
of each year.
JoB-sharinG Work flexibility for family or yes Minimum/ Maximum is
other reasons Unspecified – A separate
application is required in respect
of each year
Terms & Conditions of employment for registered Teachers in recognised Primary and Post Primary Schools (Web-Book) is available at https://www.education.ie/en/education-
Staff/Services/Breaks-Leave/Terms-and-Conditions-of-employment-for-registered-Teachers-in-recognised-Primary-and-Post-Primary-Schools.pdf
All Circular Letters are available from tui.ie or education.ie
All legislation is available at www.acts.ie
14 november/december 2018 - TUi NeWSments checklist
tui neWs
Paid substitution cover details – teachers details – other etB details – lecturers
Grades
yes, apart from first day. S&S is Circular Letter 17/99 The TUi is currently negotiating The Parental Leave Acts 1998
used to cover first day. this circular with the DeS. in the and 2006
interim the provisions of the
Parental Leave Acts 1998 and
2006 apply
yes Circular Letter 19/00 The TUi is currently negotiating As per ioT policy
this circular with the DeS. in the
interim, custom and practice is to
apply the provisions of the
teachers’ circular
No As per DeS or eTB policy as As per eTB policy As per ioT policy
appropriate
yes Terms & Conditions of Circular Letter 65/2016 Adoptive Leave Acts 1995 and
employment for registered 2005, Circular Letter 22/2013
Teachers in recognised Primary
and Post Primary Schools (Web-
Book) – Chapter 6 (pg. 53)
yes Terms & Conditions of Circular Letter 66/2016 Circular Letter 69/2016
employment for registered
Teachers in recognised Primary
and Post Primary Schools (Web-
Book) – Chapter 5 (pg. 47)
Fixed-Term cover for extended Terms & Conditions of The TUi is currently negotiating Parental Leave Acts 1998 and
period of parental leave. employment for registered this circular with the DeS. in the 2006 and the european Union
Substitution for shorter periods. Teachers in recognised Primary interim, the Parental Leave Acts (Parental Leave) regulations
and Post Primary Schools (Web- 1998 and 2006 and the european 2013 (S.i. No. 81 of 2013)
Book) – Chapter 7 (pg. 65) Union (Parental Leave)
regulations 2013 (S.i. No. 81 of
2013) apply.
Fixed-Term cover – specific Terms & Conditions of Circular Letter 80/2015 The Maternity Protection Acts
purpose employment for registered 1994 and 2004, Circular Letter
Teachers in recognised Primary 22/2013
and Post Primary Schools (Web-
Book) – Chapter 4 (pg. 33)
Fixed-Term cover for extended Terms & Conditions of Circular Letter 0078/2015 The Carer’s Leave Act 2001
period of carer’s leave. employment for registered
Substitution for shorter periods. Teachers in recognised Primary
and Post Primary Schools (Web-
Book) – Chapter 10 (pg. 91)
Fixed Term replacement Terms & Conditions of Circular Letter 0079/2015 As per ioT policy
Appointed if school is within employment for registered
allocation (may receive a CiD as Teachers in recognised Primary
per Ward and Cush reports) and Post Primary Schools (Web-
Book) – Chapter 8 (pg. 75)
Fixed Term replacement Terms & Conditions of The TUi is currently negotiating As per ioT policy
Appointed if school is within employment for registered this circular with the DeS. in the
allocation Teachers in recognised Primary interim, custom and practice is to
and Post Primary Schools (Web- apply the eTB’s policy
Book) – Chapter 9 (pg. 80)
www.tui.ie - TUi NeWS 15tui neWs 16 november/december 2018 - TUi NeWS
tui neWs
education for Persons with special educational
needs (ePsen) act, 2004
advice to members
individual education Plan (ieP) capacity to deliver the level of service promised ■ individual education Plans (iePs) for SeN
Preparation of an individual education Plan (ieP) in the ePSeN Act. students
for each child with assessed special educational ___________________________ it also applies to any proxy for an ieP, that has
needs was a keystone provision of the ePSeN not been the subject of consultation and
Act 2004. however, when the Act was TUi members are committed to providing an
education of the highest quality to all children, agreement with the Union. in this regard,
introduced, the National Council for Special members are advised to advise the Union of any
educational Needs (NCSe) accepted the TUi’s irrespective of ability, but are routinely
obstructed in their efforts by a post-primary attempt to implement what may, in practical
trenchant view that that implementation of iePs terms, be iePs variously styled as
would have major resource implications for environment that is chronically and grossly
schools. The Government also took account of under-resourced, not least in respect of special ■ individual Learning Plans (iLPs) for SeN
this view when deciding (in 2008) not to educational needs. students
commence those sections of the ePSeN Act it is the moral and legal responsibility of the ■ individual Action Plans (iAPs) for SeN
related to iePs. State, acting through the DeS, to provide the students
■ Student Support Files (SSFs) or Student
advice to members resources that will facilitate effective
Support Plans (SSPs) for SeN students.
The sections of the ePSeN Act that relate to introduction of the requisite range of supports -
individual education Plans (iePs) have not yet including iePs - for students with special This list may not be exhaustive.
been commenced. As a result, a statutory educational needs. Members should particularly note that the
entitlement to an individual education Plan does above advice does not apply to normal,
The Union will not countenance an
not currently exist and will not exist until the professionally appropriate and sustainable
opportunistic transfer of that responsibility (or
relevant sections of the Act are commenced by (classroom) planning by teachers for
of the associated culpability) from the State to
Ministerial order. differentiated teaching and learning that takes
teachers.
due account of the strengths and needs of the
Moreover, until and unless the DeS/Government in this regard, the TUi will oppose, by whatever students they serve and of the contexts in
provides the requisite resourcing, particularly means necessary, the imposition of the very which they teach.
with regard to time and training, it is neither significant additional workload on teachers,
realistic nor manageable to introduce iePs. youthreach centres
including principal teachers, that such a transfer
Please note that TUi members working in
Therefore, in the absence of appropriate of responsibility would involve. The Union will
youthreach Centres are also advised not to
resourcing, TUi members cannot be required support members in applying this advice.
engage in devising or in the implementation of,
and should not attempt to implement iePs. ___________________________
individual Learning Plans (iLPs)/individual Action
To do so would create the false impression for This advice applies specifically to the generation Plans (iAPs) unless the centre in which they
parents/guardians that a school has a developed of: work is in receipt of the dedicated SeNi
resourcing.
www.tui.ie - TUi NeWS 17It’s the U and I in UNION that makes us strong.
MEMBERSHIP HAS
ITS PRIVILEGES
Mobile App, Online Account, Online DocuSign for fast eĸcient Eligibility to enter Annual Gaeltacht
Electronic Money Transfer loan processing & EducaƟon Scholarships
CompeƟƟve Loan & Savings ID Pal App enables you to Family membership
Rates send supporƟng membership
Life savings
documents electronically
Payroll DeducƟon & Standing
Loan protecƟon
Order faciliƟes available Monthly Members Draw
Budget & Cash Account
Monthly Members Draw - August & September Winners 2018
dhe monthůLJ memďers draǁ ĐonƟnuous to ďe a tremendous suĐĐess. It Đosts Φϱ.ϬϬ
per month to take part in the draw and can be deducted from members shares.
The grand prize for the months of April September and December will be a car and
the prizes for the remaining months are͗ ϭst͗ Φϭ͕ϱϬϬ͕ Ϯnd͗Φϭ͕ϬϬϬ and ϯrd͗ ΦϱϬϬ.
Draw results are posted on our website www.tuicu.ie
AUGUST WINNERS SEPTEMBER WINNERS
1st Prize €1,500 - Roslyn Flood, Co. Kildare 1st Prize Car - Marion Horan, Dublin
2nd Prize €1,000 - Anna Ryan, Co. Tipperary 2nd Prize €1,500 - Brenda Doran, Dublin
Valerie Donnelly,
Membership &
3rd Prize € 500 - Michael McKeogh, Dublin 15 3rd Prize €1,000 - Linda Tynan, Co. Laois MarŬeƟnŐ KĸĐer
dh/ reĚiƚ hnion
4th Prize €500 - Margaret Byrne, Dublin presenƟnŐ ƚhe
Ŭeys ƚo Marion
If you are not in you can’t win... Join today. ,oran, DƵblin
Download applicaƟon from www.tuicu.ieͬPrize-Draw or
call our oĸce on 01 4266060.
TUI Credit Union launches Member Driven Technology
with leading Irish Fintech company ID Pal
Making things simple for you our New Member!
>ife is geƫng busier and more demanding for all of us.
To help our new members saǀe a liƩle Ɵme in their busing liǀes we haǀe
simpliĮed our account opening process. then proǀiding us with the
necessary ID documents͕ instead of you haǀing to physically deliǀer it to us
either in person or by post͕ you can now upload same using our simple App
at a Ɵme and place of your choosing. Kf course͕ you can sƟll proǀide us with sĂůĞƌŝĞŽŶŶĞůůLJ͕DĞŵďĞƌƐŚŝƉΘDĂƌŬĞƟŶŐ
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The ThI redit hnion is the Įrst credit union in Ireland to oīer this facility to
K͕dh/ƌĞĚŝƚhŶŝŽŶ
members. The technology is simple and intuiƟǀe app allowing the capture of
ID AM> compliance documents to be uploaded in less than ϯ minutes.
EXPLORE YOUR FINANCIAL FUTURE
WITH US
No 8, The Exchange, Calmount Park, Ballymount, Dublin 12. Tel: 01 4266060 Website www.tuicu.ie
Teachers’ Union of Ireland Credit Union is regulated by the Central Bank of Ireland www.tuicu.ieChristmas
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Teachers’ Union of Ireland Credit Union is regulated by the Central Bank of Ireland www.tuicu.ietui neWs
actionaid speech Writing
competition 2019
ActionAid is inviting all young people aged Choice of topics:
14 to 17 years old to enter its national ■ if women had equal access
Speech Writing Competition 2019. The to the workforce
Speech competition, now in its fifth year, countries would develop
aims to engage young people with gender more.
equality and global issues, whilst developing
■ Men and boys need to play prize for the two winning students is a trip
their public speaking, research skills and
a larger part in tackling gender equality to ActionAid in Greece. Closing date for
confidence. Students choose one topic from
for women. entries is 18 January 2019. The competition
the list and write a speech - roughly
is funded by irish Aid who fund ActionAid’s
between 850 and 1,000 words (no more ■ Gender equality is fundamental for
Women’s rights Programme in Kenya,
than 10 minutes). every aspect of sustainable
ethiopia and Nepal. For more details about
development.
the competition and how to enter visit
eight students will be invited to the national www.actionaid.ie/speech-writing-
final in Dublin to deliver their speech in competition.
cycle of life: ysi students get creative for
front of an esteemed panel of judges. The
african farmers
every year, thousands of young people from ySi, teams are challenged to not only come young Social innovators currently offers
all over ireland are challenged to come up up with creative responses to a real life social innovation programmes for both
with innovative solutions to social issues issues but to put their ideas into action and senior and junior cycle participants.
facing people and the planet. assess the level of impact achieved.
To find out more, and to receive your free
The issues are youth-led and the innovative Students develop key 21st century skills and Guide to Social innovation education, call
responses develop out of a structured important social and interpersonal skills 01 645 8030, email
programme that covers concepts such as that complement the formal curriculum and educate@youngsocialinnovators.ie or visit
human-centred design, design for all of this is done through engaging in youngsocialinnovators.ie
sustainable living and the integration of community and social justice issues in fun
Science, Technology, engineering, Art and and creative ways.
Mathematics (STeAM) into suggested
solutions.
Portmarnock Community School has a
longstanding relationship with the Kingdom
of Lesotho in Africa and the Dublin
students have previously worked on a
successful humanitarian mapping project for
this small, landlocked country. Last year, the
ySi team in Portmarnock chose to address
issues facing small farmers in this region and
their innovative solution was the “Bicycle of
Life”.
Working with the farmers to identify their
needs, the students’ invention provides a
simple and cost-effective solution that
reduces soil erosion through a low-till
technique.
The team went on to win the ‘Make Our
World One World’ Challenge, sponsored by
World Wise Global Schools at the young
Social innovators of the year Awards 2018.
In their efforts to find a simple, cost-effective solution for farmers in Lesotho in Southern
informal education programmes such those
Africa, this team of young social innovators from Portmarnock Community School in Co. Dublin
provided by young Social innovators are
created an innovative crop-sowing machine using recycled bicycles.The ‘Cycle of Life’ team
powerful because they are student-led,
went on to win the ‘Make Our World One World’ Challenge Category at the
team-based and action focussed. Through
Young Social Innovators of the Year Awards 2018.
20 november/december 2018 - TUi NeWSYou can also read
