Social Distancing/Physical Distancing
What is social distancing/physical distancing?
Social/physical distancing involves minimising contact between potentially infected individuals and healthy individuals. Teachers should avoid all social/physical contact in school (for example, shaking hands) and also avoid sharing personal items such as pens, cups, etc.
Why is physical distancing so important?
It is important because it is the single most effective protection against transmission of the virus. In the context of the busy, crowded setting of a school, it is a fundamental responsibility of school management to provide and maintain this protection for staff and students.
What are the physical distancing requirements for my classroom?
In line with the advice of the public health authorities, in all classroom settings, the physical distance of 2 metres should be maintained where possible. In exceptional circumstances, where 2 metres cannot be achieved, a minimum of one metre physical distance (i.e. of clear space between the shoulder of one person and the shoulder of the next person, in any direction)is required.1
What should school management do to ensure my classroom complies with the physical distancing requirements?
In post-primary schools, school management must complete the following steps as a means of ensuring compliance with the physical distancing requirement (minimum of one metre).
- Reconfigure class spaces to maximise physical The location of chairs and desks should be clearly marked.
- Utilise and reconfigure all available space in the school in order to maximise physical distancing
- Review timetables
- Reconfigure classes
- Consider use of live streaming within the school
- Access available spaces within the local community
If, having applied all of the six steps above, there is still a difficulty in complying with the physical distancing requirement, the principal teacher is expected to contact the Department of Education’s dedicated helpline for advice and assistance. The Principal teacher must also consult with the Lead Worker Representative and, as the matter is of such importance to the
1 The reference to clear space between the shoulder of one person and the shoulder of the next person, in any direction has been confirmed by the DES
health and welfare of members, must also advise the TUI Workplace Committee of the difficulty.
Schools will have to be able to clearly demonstrate the actions it has taken under each of the 6 steps in the Framework for Maintaining Physical Distancing and continually review same to achieve a workable solution using whatever additional resources are provided by the Department.
The TUI will support the school in any efforts or representations it makes to secure the additional resources necessary for compliance with the physical distancing requirements.
The physical distancing requirement of a minimum of 1 metre must not be reduced , compromised or collapsed (in any classroom or in any alternative space or venue used in lieu of a classroom). To do so would put the health and safety of teachers, students and their families at unacceptable risk. The TUI will regard any proposal to breach or any actual breach of the minimum physical distancing requirement as a serious industrial relations issue and will respond accordingly.
What is the maximum number of students that can be in my class based on the size of my classroom? 2
- In a standard post-primary classroom with 49 square metres of available floorspace (i.e. cleared of storage facilities etc) – 24 students, maximum
- In a post-primary classroom with 42 square metres of available floorspace – 20 students, maximum
- In a post-primary classroom with 37 square metres of available floorspace – 17 students, maximum
For classroom or alternative spaces/venues of other dimensions/sizes, a pro-rata number of students applies (subject, in larger than normal spaces, to the maximum class sizes under existing TUI class size directives available at: https://www.tui.ie/directives-second- level/directives-class-size.2133.html).
Student numbers may have to be further reduced if SNA/s are present.
My school staff room has been converted into a classroom. Is this allowed?
The staff room should only be used as a classroom where school management has exhausted all other options and management informs staff of all other options explored.
Where a staff room is being used as a classroom, school management should provide a suitable alternative facility for staff.
2 DES Framework to maintain Physical Distancing in the Classroom in Post Primary Schools with a Full Return of All Students for the 2020/21 School Year.
What is the physical distancing requirement for the staff room/staff meetings?
In staff rooms and canteens, the physical distance of 2 metres should be maintained where possible. In exceptional circumstances where 2 metres cannot be achieved, a minimum of one metre physical distance (i.e. of clear space between the shoulder of one person and the shoulder of the next person) is required.
Consideration should be given to formation of staff pods or teams who work together and who can take breaks together.
Staff meetings should only be held remotely, in small groups or in large spaces where physical distancing can be maintained. Physical distancing in this regard is 2 metres.
Hand Hygiene
How often should teachers and students wash their hands/use hand sanitiser in school?
- On arrival at school
- When moving between classes
- Before eating or drinking
- After using the toilet
- After petting animals
- After playing outdoors
- When their hands are physically dirty
- When they cough or sneeze
Caring/Childcare Responsibilities and Pregnancy
Can I apply for Parental Leave or Carer’s Leave if I have caring or childcare responsibilities or am living with a person/s with a high risk or very high risk of contracting COVID 19?
Yes. You are entitled to have a request to avail of existing, relevant leave entitlements considered by your school/ETB. In considering such applications, your school/ETB will take account of your school’s policy on employee absences where the welfare and educational needs of the pupils must take precedence over all other considerations.
More details on how to apply for Parental or Carer’s leave is available at: https://www.education.ie/en/Circulars-and-Forms/Active-Circulars/cl0054_2019.pdf
I am pregnant. Am I required to attend work?
Under the current HSE guidelines, a pregnant employee is not deemed to be at very high risk of serious illness from contracting COVID-19, unless suffering from a serious heart condition, in which case alternative working arrangements will be put in place.
If a pregnant teacher remains concerned, she may complete the Declaration Form at Appendix C of CL49/2020 and return it immediately to the employer (i.e. school/ETB) accompanied by the OHS COVID-19 Risk Assessment Report.
If a pregnant teacher has been advised by OHS not to go to work, she will be facilitated to work from home.
If a pregnant teacher has been advised to go to work by OHS and she still has concerns and has been certified as ill by a GP not to go to work, normal sick leave rules apply.
If a teacher has a pregnancy-related illness the normal rules for such illness apply.
I am pregnant. What are my general health and safety rights while at work?
The Safety, Health, and Welfare at Work Act 2005 and the Safety, Health and Welfare at Work (General Application) Regulations 2007 (S.I. No. 299 of 2007) place an obligation on the employer, as soon as it is notified by the teacher that she is pregnant, to assess any specific risk in the workplace to that teacher and to ensure that the pregnant, post-natal, or breastfeeding teacher (within a 26 week period after the birth of the child) is not exposed to
any agents, processes or working conditions that will damage either the safety or health of the pregnant teacher and/or that of the developing child.
A teacher should be informed of the results of the risk assessment and the measures to be taken. The detailed arrangement regarding the respective responsibilities of the employer and the teacher in relation to Health and Safety Leave are contained in Sections 17 – 20 of the Maternity Protection Act 1994.
Where a risk has been identified and it is not possible to remove it, protective and preventive measures should be taken by the employer to safeguard the health and safety of any teacher to whom the provisions apply. Such measures may include:
- a temporary adjustment in the working environment of the teacher concerned so that exposure to the risk is avoided, or
- moving the teacher to suitable alternative work which does not involve the risk in the event that such adjustment is not possible, or
- granting the teacher Health and Safety Leave in the event that such alternative work is not available, having consulted with and received certification from the OHS. The teacher is entitled to receive, on request, a certificate stating the reasons she has been granted leave. The certificate must also state the start date and expected end date of the
Substitution for Health and Safety Leave will be paid by the Department/ETB. Health and Safety Leave will cease when:
- the teacher concerned commences Maternity Leave, or
- the teacher is no longer an employee to whom Part III of the Maternity Protection Act, 1994 applies (i.e. she notifies the employer that she is not pregnant, has not given birth within the last 14 weeks or is not within 26 weeks of the birth and breastfeeding, as defined in the Act); or
- the risk
A teacher who makes PRSI contributions at the modified rate (Class D), and has no entitlement to Health and Safety Benefit from the DEASP, will be entitled to full pay while on Health and Safety Leave.
A teacher who makes PRSI contributions at the full rate (Class A) and who is entitled to Health and Safety Benefit from the DEASP will be paid full salary by the Paymaster for the first 21 days and thereafter will be paid full salary less any benefit paid by DEASP HSB1 Form.
PME Students
I am a PME student. Can I be hired by a school to teach?
Yes. PME students who are registered with the Teaching Council (typically under Route 3/Further Education) and are in the school undertaking school placement as part of their PME programme, can be recruited in line with CL31/2011. That is, they can be paid for hours worked (teaching, substitution or supervision) that are in addition to the unpaid placement hours required as part of the PME programme. Such teachers will be paid at the unqualified rate of pay.
PME students should not be asked and cannot be required to work on an unpaid or under- paid basis for any such additional hours.
In keeping with the Teaching Council protocol, this must not impact adversely on the teacher’s professional development and achievement of their PME qualification. It is essential that engagement of these teachers adheres to the Teaching Council protocol, the school’s policy on school placement and the Memorandum of Understanding agreed between the school and the higher education institution.
I am a PME student. Can I join the TUI?
Yes. There is no fee to join the TUI as a student member and you will have access to TUI advice and representation. To join the TUI, please visit www.tui.ie and complete the student application form.
Due to the current COVID-19 pandemic, it is likely that many student teachers will be offered paid employment in schools for the 2020/2021 academic year, either for teaching/substitution hours or supervision hours, or both. Therefore, to ensure that student teachers are protected in their workplace, the TUI will offer representation, where necessary, to such members who join the TUI as student members.
Prior to returning to school
What do I have to do before I return to school?
Teachers must complete a Return to Work (RTW) Form which will be available from your school/ETB. This form must be returned to your school at least 3 days before returning to school.
You must also complete the COVID-19 induction training for all school staff in post-primary schools, available at https://www.gov.ie/en/publication/dd7fb-induction-training-for- reopening-schools/
Should COVID-19 signage and sanitising stations be in place in the school prior to our return?
Yes. COVID-19 signage has been provided to all schools. All the necessary PPE has also been available for schools to purchase. The TUI sought and secured a paid ‘COVID-19 Aide’ position (based on the Exam Aide model) to assist schools in this necessary preparatory work for schools to re-open.
Cleaning and Ventilation
How often should classrooms be cleaned?
Each school setting should be cleaned at least once per day by school cleaning staff. Additional cleaning should be focused on frequently touched surfaces – door handles, hand rails, chairs/arm rests, communal eating areas, sink and toilet facilities.
Students and teachers are also responsible for wiping down their own individual work area during the school day.
- Students who move between classes should be given cleaning products to allow them to wipe down their own desk, chair and surface area before they leave the
- All teachers will have access to cleaning products and will also be required to clean and disinfect their work area each day/before they leave the
What about ventilation? Is it important?
Yes, good ventilation is important in preventing spread of the virus. Classrooms must be well ventilated. For example the opening of all windows and doors is recommended.
What practical measures should be used to ensure good ventilation?
- Open windows to introduce fresh air. If possible, windows should remain open during school hours.
- Partially opening a number of windows rather than fully opening one can help minimise discomfort. In colder weather, to minimise the chilling effect, windows nearest and above the radiator should be
- Rooms should not be stuffy or have condensation on the window
- Schools should ensure that all permanent ventilation openings in rooms are fully open and not blocked by wall hangings etc. These normally are either a circular or rectangle ventilation grill on the external classroom wall or linear slot type ventilators built into the window frames. All of these should be opened all the time, if they have been taped and sealed for decorating purposes then the tape/sealing should be removed.
- All mechanical ventilation systems and any air conditioning systems should be set to 100% fresh air, any air conditioning units that cannot operate on 100% fresh air should be left off. Check with unit suppliers if in
Temperature Checks
Is it appropriate for my school to take the temperature of staff and students and refuse entry to those with a high temperature?
There is currently no provision in the DES guidelines for taking the temperature of staff and/or students at school. Public health advice states that temperature checking is not recommended for children as fever is not a consistent symptom of COVID-19 in children. Parents/Guardians, students, teachers and other school staff should be reminded regularly by the school authorities that if they feel unwell and/or have ANY COVID-19 symptoms they should not attend school.
Temperature Checks
Is it appropriate for my school to take the temperature of staff and students and refuse entry to those with a high temperature?
There is currently no provision in the DES guidelines for taking the temperature of staff and/or students at school. Public health advice states that temperature checking is not recommended for children as fever is not a consistent symptom of COVID-19 in children. Parents/Guardians, students, teachers and other school staff should be reminded regularly by the school authorities that if they feel unwell and/or have ANY COVID-19 symptoms they should not attend school.
COVID-19 Response Plan
What is a COVID-19 Response Plan?
A COVID-19 Response Plan is a document that school management is required to have in place and to update as necessary. It is a supportive tool for management to assist them in putting measures in place, at school level, to minimise the risk of COVID-19 spread in a school.
Is my school required to have a COVID-19 Response Plan/Policy?
Yes. A school must have a COVID-19 Response Plan/Policy. It must be in place prior to school re-opening and a copy must be forwarded to all teachers in the school and to the Lead Worker Representative/s.
Where can my school get assistance in preparing a COVID-19 Response Plan?
Details on what must be included in a COVID-19 Response Plan, including relevant templates, are set out in the COVID-19 Response Plan for the Safe and Sustainable Re- opening of Post Primary Schools”, available at: https://www.gov.ie/en/publication/7acad- reopening-our-post-primary-schools/
Who was involved in designing the DES COVID-19 Response Plan?
The plan was developed with input from:
- Public Health medical professionals
- the Health Protection Surveillance Centre (HPSC)
- the Department of Business, Enterprise and Innovation
- the Department of Health
- the Health and Safety Authority (HSA)
- the Department of Education and Skills
- the TUI and the ASTI
- the school management bodies
Lead Worker Representative
What is a Lead Worker Representative?
A Lead Worker Representative is a person, selected by staff, to assist school management to implement a range of measures to prevent the spread of COVID-19 in school.
Is a Lead Worker Representative the same as the Safety Representative?
No. Both roles are separate although they may be undertaken by the same person.
How many Lead Worker Representatives (LWRs) should my school have?
The number of LWRs a school has depends on the total number of staff in the school. Every school will appoint one Lead Worker Representative. In schools with more than 40 staff (inclusive of teachers, SNAs, school secretaries, caretakers etc), a second Lead Worker Representative will be appointed. Appointment by management follows selection by staff of the LWR/s, in accordance with a process that has been agreed at national level.
Does a LWR have any legal responsibilities?
No. A Lead Worker Representative does not have any legal responsibilities in relation to COVID-19 other than those that apply to employees generally.
Who selects the LWR?
There is a nationally agreed process that must be followed. The first step in the process requires school management to seek expressions of interest from all staff. If more people are interested in the position than there are LWR positions on offer, an election by all staff must take place.
I have been selected by staff to be the Lead Worker Representative. What exactly do I do?
You are required to:
- Represent all staff in your school i.e. teachers, SNAs, school secretaries, caretakers
- Keep up-to-date with the latest COVID-19 public health advice
- Liaise and work with school management to ensure, insofar as is practicable, the safety, health and welfare of all staff in the school including consulting on COVID-19 control measures implemented in
- Promote good hygiene practices
- Assist management to implement measures to suppress COVID-19 in schools
- Monitor, in conjunction with school management, compliance with measures introduced to prevent the spread of COVID-19
- Conduct safety reviews including a walk around of the school at least twice a week to ascertain if safety measures are being complied with
- Report any concerns immediately to school management
- Keep records of any issues of concerns
- Keep records of actions taken by school management to rectify concerns
- Consult with school management on the school’s COVID-19 response plan
- Consult with colleagues on all matters relating to COVID-19 in school
- Make representations to school management on COVID-19 related matters
Should all staff know who the LWR is?
Yes. All staff should be advised of the name and contact details of the LWR. School management is required to provide this information.
Am I entitled to time off timetable to undertake the role of LWR?
Yes. Teachers are entitled to a reduction of 2 hours class contact/teaching time per week to engage in this role, For example, a full-time teacher (who is not an AP1 post holder) would ordinarily have a maximum of 21 hours, 20 minutes class contact per week. If selected/appointed as LWR, s/he will have a maximum class contact of 19 hours 20 minutes per week.
If a teacher with an AP1 post of responsibility is selected by staff to be a LWR, s/he will be entitled to 2 hours off class contact/teaching time to engage in this role and will therefore have a maximum class contact of 15 hours 20 minutes per week.
Is the time remission from timetable for the LWR available for the duration of the school year 2020/2021?
Yes.
Can school management ask me to undertake additional duties/responsibilities during the 2-hour remission for LWR activities?
No. The time cannot be used for any purpose other than those set out above.
Wearing of Face Coverings
Why is wearing face coverings so important?
It is important because, combined with physical distancing, it is an effective protection against transmission of the virus. In the context of the busy, crowded setting of a school, it is a fundamental responsibility of school management to maintain this protection for staff and students by insisting that staff, students and visitors to the school wear appropriate face coverings.
Am I required to wear a face covering in school?
Yes. As a member of staff/teacher you must wear a face covering where it is not possible to maintain a physical distance of 2 metres, unless you have breathing difficulties.
I have a breathing difficulty and cannot wear a soft face covering. What happens?
If you are medically advised not to wear a soft/cloth face covering, you should wear a clear visor and remain 2 metres from others at all times.
What type of face covering should I wear?
As a general rule, cloth face coverings must be worn. This is in line with the advice of the public health authorities and has been established as a requirement by the Minister for Education/Government.
Cloth face coverings should be washed, in a hot wash i.e. over 60 degrees with detergent, after every day of use and/or before being used again, or if visibly soiled.
Face coverings should not be worn if they are wet. A wet cloth face covering may make it difficult to breathe.
There are specified exceptions to the general rule. The public health authorities have stated that cloth face coverings should not be worn by any of the following group:
- Any person with difficulty breathing
- Any person who is unconscious or incapacitated
- Any person who is unable to remove the face-covering without assistance
- Any person who has special needs and who may feel upset or very uncomfortable wearing the face covering, for example persons with intellectual or developmental disabilities, mental health conditions, sensory concerns or tactile sensitivity.
Can I wear a visor rather than a cloth face covering?
In certain situations, the use of clear visors should be considered; for example when staff are interacting with students with hearing difficulties or learning difficulties. In all other instances, cloth face coverings must be worn. It is of course open to a teacher/member of staff to wear a visor as well as a cloth face covering.
Do I have to provide my own face covering?
Teachers may wish to use their own cloth face coverings and are, in any event, expected to wash such coverings, in a hot wash i.e. over 60 degrees with detergent, after every day of use and/or before being used again, or if visibly soiled.
However, schools are expected to have additional disposable face coverings available on site.
Should I wear medical standard face masks?
The use of medical standard face masks is not generally required in classroom settings by teachers.
However medical face masks should be worn in circumstances where teachers need to be in close and continued proximity with students with intimate care needs, by SEN teachers working in ASD classrooms and by those teachers working as bus escorts.
Where medical face masks are required, they should be purchased by the school and are available under the PPE procurement process.
My school has put a perspex screen at my desk. Do I still have to wear a face covering?
Yes. Teachers, in many instances, will be moving from room to room and should therefore wear a soft face covering at all times. A perspex screen may be a useful additional protection but it cannot and does not reduce or remove the requirement that teachers wear face coverings. Nor does it reduce or remove the requirement for a minimum of 1 metre physical distancing.
My school has installed a perspex screen at my desk. Is it ok if I just wear a visor?
No, other than in the limited circumstances set out above. Based on public health advice, the Government has stated that all teachers must wear a soft face covering where it is not possible to maintain a physical distance of 2 metres, unless the teacher has breathing difficulties.
Teachers, in many instances, will be moving from room to room and should therefore wear a soft face covering as opposed to a visor unless working with a student with a hearing or learning difficulty. It is of course open to a teacher/member of staff to wear a visor as well as a cloth face covering.
Am I required to wear face coverings in other areas of the school outside of my classroom, for example, in the staff room?
Yes. All teachers/members of staff must wear a face covering where it is not possible to maintain a physical distance of 2 metres.
Am I required to wear face coverings on public transport?
Yes. All teachers/members of staff and students must wear face coverings when traveling to and from school via public transport.
Will I ever be required to wear additional PPE?
Some work activities will require the wearing of additional PPE, including, but not limited to:
- Where a suspected case of COVID-19 is identified while at school
- Where a teacher is particularly vulnerable to infection but not categorised as being in the Very High Risk Group
- Where a teacher may be living with someone in the Very High Risk category
- When administering first aid
Will students (including those under 13 in a post primary school) be required to wear face coverings?
Yes. Cloth face coverings must be worn by every student unless s/he:
- Has a difficulty breathing
- Is unconscious or incapacitated
- Is unable to remove the face-covering without assistance
- Has special needs and may feel upset or very uncomfortable wearing the face covering, for example persons with intellectual or developmental disabilities, mental health conditions, sensory concerns or tactile
Will students/staff be required to wear face coverings throughout the school day?
Yes. All teachers/members of staff must wear a face covering where it is not possible to maintain a physical distance of 2 metres.
What happens if a student, other than those set out above, refuses to wear a face covering?
A refusal by a student to wear a face covering is a serious disciplinary offence and should be considered and treated as a serious breach under the school’s code of behaviour, inclusive of the nationally agreed supplement mandated by the Department of Education.
So there are two key measures to protect staff and student – physical distancing of no less than one metre and the compulsory wearing of face coverings?
Yes, that is right. These are required and complementary. They both apply – not one or the other; both.
Does reliance on compulsory face covering allow a school to abandon physical distancing or reduce it to less than one metre?
No. Absolutely not. Both measures are required.
Does reliance on physical distancing allow a school to abandon compulsory face coverings?
No. Absolutely not. Both measures are required.
Hand Hygiene
How often should teachers and students wash their hands/use hand sanitiser in school?
- On arrival at school
- When moving between classes
- Before eating or drinking
- After using the toilet
- After petting animals
- After playing outdoors
- When their hands are physically dirty
- When they cough or sneeze
Underlying illnesses/conditions
I have a pre-existing illness and do not feel safe returning to school. What do I do?
The HSE has classified underlying illnesses/conditions as putting persons at either Very High Risk or High Risk. You will need to establish which category you are in as different procedures apply to each. Therefore, you should consult the HSE lists of illnesses in advance of returning to school. The list of illnesses/conditions is available at https://www2.hse.ie/conditions/coronavirus/people-at-higher-risk.html
Teachers should also read CL49/2020 ‘Coronavirus (COVID-19):Arrangements for Teachers and Special Needs Assistants employed in recognised Primary and Post Primary schools’ available at https://www.education.ie/en/Circulars-and-Forms/Active- Circulars/cl0049_2020.pdf
I have a condition/illness that puts me in the Very High Risk Category. What happens?
The HSE advice on the ‘very high risk’ groups can be found at: https://www2.hse.ie/conditions/coronavirus/people-at-higher-risk.html
If a teacher believes that s/he is in the Very High Risk Category, s/he must complete an online Occupational Health Service COVID-19 Risk Assessment immediately and submit it to the OHS (i.e. Medmark) as well as advising the employer (ETB/School) that they may fall into this category. The teacher does not have to disclose to school management the nature of the underlying illness/condition.
Having considered the medical information provided with the OHS Risk Assessment, the OHS will provide the employee with a ‘COVID-19 Risk Assessment Report’ which advises whether he/she is at a very high risk of serious illness from contracting COVID-19.
For teachers where the ‘OHS Risk Assessment Report’ advises that they are at a very high risk of serious illness from contracting COVID-19 and cannot attend the workplace, the Declaration Form at Appendix C of CL49/2020 must be completed by the teacher and returned immediately to the employer (i.e. school/ETB) accompanied by the OHS COVID-19 Risk Assessment Report. Where a medical diagnosis changes, the employee must inform the employer immediately.
If the OHS advises that you can work from home, the school must facilitate that request and you will continue to be paid as normal.
If the OHS advised that you are medically unfit for work due to a non-COVID-19 illness, the normal terms and conditions of the Sick Leave Scheme apply.
I am in the High Risk Category. What do I do?
The HSE advice on the ‘high risk’ groups can be found
at: https://www2.hse.ie/conditions/coronavirus/people-at-higher-risk.html
A teacher in the ‘high risk’ group who is not otherwise ill must attend the workplace, unless advised not to do so by the OHS.
If a teacher remains concerned, s/he may complete the Declaration Form at Appendix C of CL49/2020 and return it immediately to the employer (i.e. school/ETB) accompanied by the OHS COVID-19 Risk Assessment Report.
If a teacher in this ‘high risk’ group has been advised by OHS not to go to work, s/he will be facilitated to work from home.
If a teacher has been advised to go to work by OHS and s/he still has concerns and has been certified by a GP not to go to work, normal sick leave rules apply.
I have been advised by OHS to work from home. What can my school management ask me to do?
The work assigned should be determined by your employer, in consultation with you, and may include relevant duties that support the work of the school in developing and delivering its programmes of teaching and learning for pupils.
For you, as a teacher, these duties may include:
- Liaising closely with and supporting the work of the substitute teacher(s) who becomes responsible for the teaching duties of the teacher on special leave with
- Supporting and engaging (using online technology) with the work and progress of very high risk or extremely vulnerable pupils who are unable to attend
- Participating in staff meetings, team/subject planning meetings and all other normal meetings, using online
- Participating in relevant professional development through online
- Developing aspects of the school’s teaching resources or teaching
- Undertaking administrative or other tasks associated with a post of responsibility (provided you have been properly appointed to hold the post in line with relevant DES publications) to the greatest extent possible using online
Additional Teachers, Changes to Career Break & Job Sharing Schemes
Schools are permitted to hire additional teachers – 1080 WTEs in all (representing an improvement of 0.6 in the Pupil Teacher Ratio). Given the huge crisis in teacher supply, where are schools going to get these teachers?
First and foremost a school/ETB is required to apply the mandatory sequence set out in Circulars 59/2016 and 49/2017. This means that, in the first instance, existing CID holders on part-time hours and then fixed term teachers on part-time hours must be offered hours for which they are qualified in the first instance. It should be noted that this includes Resource hours (Under Circular 06/2004, a teacher who is qualified - and registered – for a subject in the post-primary list of subjects is also deemed qualified to teach Resource hours).
To increase the availability of teachers, the TUI has secured:
- the suspension of the limits on the hours that can be worked by teachers on career break. In 2019/2020, 650 post primary teachers were on career break (in C&C and Voluntary Secondary Schools – ETB figures yet to be provided).
- a facility to allow teachers who are job sharing to work additional hours, if they choose to do so. In 2019/20, approximately 1,300 post primary teachers were job sharing (in C&C and Voluntary Secondary Schools – ETB figures yet to be provided).
- Agreement that those in their second year of the PME programme can be engaged for paid substitution, paid supervision and paid teaching hours (over and above the unpaid PME placement hours).
My school is looking to hire more teachers. I am part-time. Should I be offered these hours, in the first instance?
Yes. Schools/ETBs must offer any available hours to existing part-time staff in the first instance, by operating CL59/2016 (ETB and C&C) and CL49/2017 (Voluntary Secondary Schools).
What sequence should be used for filling additional hours/posts that remain following application of CL59/2016 and CL49/2017?
Any hours that are available following application of CL59/2016 and CL49/2017 must be filled using the following sequence:
- job sharing teachers who work in the school and who would like to undertake the additional hours will be offered the hours
- advertising the new hours/posts:
- if an appropriately qualified and registered teacher who is not retired is not available following the recruitment process (including a teacher who is on
career break from a school), a retired teacher who is appropriately qualified and registered teacher may be employed
- If following the steps above a post/hours remain unfilled they can be filled by a registered teacher who is not appropriately qualified with preference to those who are not retired, for example PME students
- If a post/hours continue to remain unfilled, the post/hours may be filled through the hiring of an unregistered teacher, in line with the rules governing hiring such persons which are available at: https://education.ie/en/Education-Staff/Services/Breaks- Leave/Webbook-Archive/Terms-and-Conditions-of-Employment-for- Registered-Teachers-in-Recognised-Primary-and-Post-Primary-Schools.pdf
I have been hired under the additional allocation provided to schools owing to COVID-19. What type of contract should I get?
The hours are being treated as part of normal allocation and therefore will be filled under pro-rata fixed-term contracts.
What changes have been made to the career break scheme?
A teacher who is on a Career Break may now be employed, in a substitute capacity only, without the restrictions imposed in the Career Break Scheme as contained in Chapter 7 (Paragraph 8.1) of Circular 54/2019.
A teacher who is on career break and is employed in a substitute capacity will be paid at the same rate as a regular substitute.
Such substitute teaching will count towards progression on the incremental salary scale and superannuation.
What changes have been made to the job-sharing scheme?
A Job Sharing teacher, if and only if s/he so chooses, may now be employed to work in a substitute capacity, during the period he/she is rostered off duty.
iven the need to minimise movement between schools during the current COVID- 19 pandemic, the Job Sharing teacher is limited to carrying out substitute work in his/her own school.
A Job Sharing teacher who is employed in a substitute capacity will be paid the personal rate of pay (including personal allowances).
Such substitute teaching will count towards progression on the incremental salary scale and superannuation. This is subject to the requirement that a Job Sharing teacher can advance to the next incremental point on the scale only after a minimum of 365 days after the last increment was awarded.
A Job Sharing teacher undertaking a combination of work in a job-sharing capacity and as a substitute in his/her own school is not permitted to exceed the maximum number of weekly contracted hours of a full time teacher, or AP1, as appropriate.
What happens if a number of teachers are absent from school on sick leave and the school cannot source appropriate substitution cover?
This is a matter for school management. School management has a responsibility to ensure that all students are supervised at all times. If appropriate substitution cover is not available school management may need to take the decision to send class groups home.
Teachers must not, under any circumstances, reduce social distancing measures in a classroom to accommodate additional students owing to teacher absence.
Training - Induction
Will training be provided to teachers on COVID-19 and related issues?
Yes. The DES has published training videos for use in post-primary schools. The training videos address:
- COVID-19 training for all school staff in post-primary schools
- Lead Worker Representative induction
- Information on cleaning in schools
- COVID-19 training for school bus escorts
- COVID-19 training for SNAs
All the videos can be found here:
https://www.gov.ie/en/publication/dd7fb-induction-training-for-reopening-schools/
In addition, the DES has published posters (in English and Irish) for use in schools. These posters cover coughing etiquette, correct hand washing, wearing of face coverings, correct use of hand sanitisers, etc.
All the posters can be found here:
https://www.gov.ie/en/publication/2da43-signage-for-reopening-of-schools/
COVID-19 Diagnosis
I have COVID-19 symptoms, should I attend school?
No, absolutely not. You have no discretion in this matter. You must not attend school.
What should I do if I develop symptoms of COVID-19 at school?
You must advise your school management immediately and follow the relevant procedures as set out in the school’s COVID-19 Response Plan.
What are the symptoms of COVID-19?
High temperature
- Cough
- Shortness of breath or breathing difficulties
- Loss of smell, of taste or distortion of taste
What happens if a student presents with COVID-19 symptoms during the school day?
Each school’s COVID-19 Response Plan must deal with this scenario. All staff must be advised of the procedure that applies in their school.
I have been diagnosed with COVID-19. Will I still get paid?
Yes. Special leave with pay will be granted by the school/ETB, for those teachers who have been diagnosed with COVID-19 or those who have been advised to self-isolate.
To apply for special leave with pay, a teacher must complete Appendix A of CL49/2020 and return it to the school immediately. The completed form, which can be signed digitally, must be accompanied by appropriate HSE/medical certification to include the estimated date of fitness to return to work. The certification can be scanned and emailed to the school/ETB until you are fit to return to work and are in a position to provide the original version.
I have been diagnosed with COVID-19. Must I advise my school/ETB?
Yes. A teacher must provide HSE/medical certification to the employer, to include estimated date of fitness to return to work.
If I have been diagnosed with COVID-19. Will it affect my normal sick leave?
No. Special leave with pay is separate to the normal sick leave scheme.
How much special leave with pay am I entitled to?
Special leave with pay commences on the day that you develop symptoms of COVID-19 and notify your school/ETB.
It is considered by the Occupational Health Service (OHS – i.e. MedMark) that most recoveries will happen 14 days after the onset of symptoms. You must be 5 days fever free (which may run concurrently) before returning to work. It should be noted that the 14 days is from the onset of symptoms and not the date of receiving a positive COVID-19 test result.
Nonetheless, if symptoms persist you must keep in touch with your employer regarding the need for further leave which may be considered in consultation with MedMark.
These arrangements do not preclude an employee working from home at an earlier stage, if this is feasible, depending on the individual case.
When you return to work, you must be informed by the employer of the procedures in the school regarding social distancing, use of personal protective equipment and hand washing techniques.