Common use of Unpaid Refreshment Leave Clause in Contracts

Unpaid Refreshment Leave. 4.9.1 Full-time certificated teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.2) to take unpaid refreshment leave of one school term after three years service in the school or up to one school year after five years service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 is subject to: (a) The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave (d) Where more than the number of teachers provided for in 4.9.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) A teacher receiving the allowance for a Community of Learning Teacher between schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of Learning. 4.9.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.

Unpaid Refreshment Leave. 4.9.1 Full-time certificated teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.2) to take unpaid refreshment leave of one school term after three years years’ service in the school or up to one school year after five years years’ service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 4.9.1 is subject to: (a) 4.9.2.1 The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) 4.9.2.2 The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) 4.9.2.3 The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave (d) 4.9.2.4 Where more than the number of teachers provided for in 4.9.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) 4.9.2.5 A teacher receiving the allowance for a Community of Learning Kāhui Ako Teacher between schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of LearningKāhui Ako. 4.9.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.

Unpaid Refreshment Leave. 4.9.1 Full-time certificated teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.2) to take unpaid refreshment leave of one school term after three years years’ service in the school or up to one school year after five years years’ service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 4.9.1 is subject to: (a) The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave (d) Where more than the number of teachers provided for in 4.9.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) A teacher receiving the allowance for a Community of Learning Kāhui Ako Teacher between schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of LearningKāhui Ako. 4.9.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.

Unpaid Refreshment Leave. 4.9.1 Full-time certificated teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.2) to take unpaid refreshment leave of one school term after three years service in the school or up to one school year after five years service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 is subject to: (a) The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave (d) Where more than the number of teachers provided for in 4.9.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) A teacher receiving the allowance for a Community of Learning Kāhui Ako Teacher between schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of LearningKāhui Ako. 4.9.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.

Unpaid Refreshment Leave. 4.9.1 Full-time certificated teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.2) to take unpaid refreshment leave of one school term after three years service in the school or up to one school year after five years service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 is subject to: (a) : The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) and The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) and The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave (d) leave Where more than the number of teachers provided for in 4.9.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) . A teacher receiving the allowance for a Community of Learning Kāhui Ako Teacher between between-schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of LearningKāhui Ako. 4.9.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-state- integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.

Unpaid Refreshment Leave. 4.9.1 Full-time certificated teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.2) to take unpaid refreshment leave of one school term after three years years' service in the school or up to one school year after five years years' service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 is subject to: (a) : The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) and The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) and The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: NUMBER OF TEACHERS IN THE SCHOOL (HEADCOUNT) MAXIMUM NUMBER OF TEACHERS WHO MAY BE ON UNPAID REFRESHMENT LEAVE AT ANY ONE TIME Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave (d) leave Where more than the number of teachers provided for in 4.9.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) . A teacher receiving the allowance for a Community of Learning Kāhui Ako Teacher between between-schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of LearningKāhui Ako. 4.9.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.

Unpaid Refreshment Leave. 4.9.1 4.7.1 Full-time certificated registered teachers and part-part time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.24.7.2) to take unpaid refreshment leave of one school term after three years service in the school or up to one school year after five years service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 4.7.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 7.1 is subject to: (a) The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave: (d) Where more than the number of teachers provided for in 4.9.2(c4.7.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) A teacher receiving the allowance for a Community of Learning Teacher between schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of Learning. 4.9.3 4.7.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 4.7.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 4.7.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-state integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.

Unpaid Refreshment Leave. 4.9.1 Full-time certificated teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.2) to take unpaid refreshment leave of one school term after three years service in the school or up to one school year after five years service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 is subject to: (a) The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave: (d) Where more than the number of teachers provided for in 4.9.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) A teacher receiving the allowance for a Community of Learning Kāhui Ako Teacher between schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of LearningKāhui Ako. 4.9.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.

Unpaid Refreshment Leave. 4.9.1 Full-time certificated teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.2) to take unpaid refreshment leave of one school term after three years service in the school or up to one school year after five years service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 4.9.1 is subject to: (a) The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) : The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) and The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: MAXIMUM NUMBER OF TEACHERS WHO MAY BE ON UNPAID NUMBER OF TEACHERS IN THE SCHOOL (HEADCOUNT) REFRESHMENT LEAVE AT ANY ONE TIME Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more ore teachers 4 teachers on leave (d) leave Where more than the number of teachers provided for in 4.9.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) A teacher receiving the allowance for a Community of Learning Teacher between schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of Learning. 4.9.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.

Unpaid Refreshment Leave. 4.9.1 Full-time certificated teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.2) to take unpaid refreshment leave of one school term after three years service in the school or up to one school year after five years service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 is subject to: (a) : The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) and The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) and The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: NUMBER OF TEACHERS IN THE SCHOOL (HEADCOUNT) MAXIMUM NUMBER OF TEACHERS WHO MAY BE ON UNPAID REFRESHMENT LEAVE AT ANY ONE TIME Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave (d) leave Where more than the number of teachers provided for in 4.9.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) . A teacher receiving the allowance for a Community of Learning Kāhui Ako Teacher between between-schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of LearningKāhui Ako. 4.9.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.

Unpaid Refreshment Leave. 4.9.1 4.7.1 Full-time certificated registered teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.24.7.2) to take unpaid refreshment leave of one school term after three years service in the school or up to one school year after five years service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 4.7.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 7.1 is subject to: (a) The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave: (d) Where more than the number of teachers provided for in 4.9.2(c4.7.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) A teacher receiving the allowance for a Community of Learning Teacher between schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of Learning. 4.9.3 4.7.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 4.7.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 4.7.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-state integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.

Unpaid Refreshment Leave. 4.9.1 Full-time certificated teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.2) to take unpaid refreshment leave of one school term after three years service in the school or up to one school year after five years service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 4.9.1 is subject to: (a) The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave (d) Where more than the number Number of teachers provided for in 4.9.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service Teachers in the school. School (eHeadcount) A teacher receiving the allowance for a Community Maximum Number of Learning Teacher between schools role Teachers Who may apply for be on Unpaid refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of Learning. 4.9.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.Leave at Any One Time

Unpaid Refreshment Leave. 4.9.1 4.7.1 Full-time certificated registered teachers and part-time teachers employed for at least 0.8 FTTE per week, attested at the experienced teacher level against the professional standards in this Agreement, shall be entitled (subject to 4.9.24.7.2) to take unpaid refreshment leave of one school term after three years service in the school or up to one school year after five years service in the school. When a period of unpaid refreshment leave has been taken, a further period of qualifying service in the school, from the date of return from leave, is required before the teacher may be considered for further unpaid refreshment leave. 4.9.2 4.7.2 Entitlement to unpaid refreshment leave in clause 4. 9.1 7.1 is subject to: (a) The employer’s ability to find a suitable reliever to fill the vacancy created by the teacher taking the leave. A suitable reliever is a teacher who will be able, to the satisfaction of the employer, to relieve in the school during the period of the teacher’s leave. The employer shall use reasonable endeavours to find a suitable reliever. Reasonable endeavours in this context means accessing the usual pool of relievers, advertising locally if necessary, and does not mean advertising regionally or nationally, except as required in this Agreement agreement to fill a vacancy of one year’s duration. It does not require the employer to place more than one advertisement; and (b) The teacher not being subject to current competency or disciplinary processes at the time that leave is sought; and (c) The maximum number of teachers who can be on unpaid refreshment leave at any one time in a school is calculated as follows: Up to 7 teachers 1 teacher on leave 8 to 15 teachers 2 teachers on leave 16 to 21 teachers 3 teachers on leave 22 or more teachers 4 teachers on leave: (d) Where more than the number of teachers provided for in 4.9.2(c4.7.2(c) within a school apply for unpaid refreshment leave, the priority will be given to those with the greatest length of service in the school. (e) A teacher receiving the allowance for a Community of Learning Teacher between schools role may apply for refreshment leave provided the duration of the leave is not more than one term and that any application for leave has the support of both their employing board and the other boards in the Community of Learning. 4.9.3 4.7.3 Time off on unpaid refreshment leave will count as service for the purposes of salary increments, long service and severance calculations. It will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays. 4.9.4 4.7.4 Where a teacher on unpaid refreshment leave of greater than one term is due an annual increment during the period of their leave, they shall not require attestation for that increment where their last two attestations were satisfactory. 4.9.5 4.7.5 A teacher taking unpaid refreshment leave shall not accept employment as a teacher or principal in another state or state-state integrated New Zealand school. However, a teacher may agree to undertake occasional day relief work.