Secondary Principals' Collective Agreement

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Part 5: Leave

Secondary Principals' Collective Agreement
Effective: 1 December 2022 to 1 May 2025

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  • 5.1 Eligibility
    • 5.1.1 Only principals appointed to permanent positions are entitled to the leave provided in this part, unless otherwise stated.

  • 5.2 Sick Leave
    • 5.2.1 Entitlement

      1. Until 27 January 2024 a principal is entitled to sick leave on pay on account of sickness or injury as follows:
        Length of service Aggregated sick leave entitlement
        Up to 3 months 7 days
        Over 3 months and up to 6 months 14 days
        Over 6 months and up to 9 months 31 days
        Over 9 months and up to 5 years 46 days
        Over 5 years and up to 10 years 92 days
        Over 10 years and up to 20 years 154 days
        Over 20 years and up to 30 years 229 days
        Over 30 years 306 days
      2. From 28 January 2024 a principal is entitled to sick leave on pay on account of sickness or injury as follows:
        Entitlement Aggregated Sick Leave Entitlement
        Upon first appointment to a teaching position
        in a state or state integrated school
        20 days 20 days
        6 months service 10 days 30 days
        12 months service 10 days 40 days
        18 months service 10 days 50 days
        24 months service 10 days 60 days
        30 months service 10 days 70 days
        Each subsequent 12 months of completed continuous service 10 days +10 days
      3. The amount of sick leave available shall be the principal’s aggregated sick leave entitlement set out in the table above, less the total amount of paid sick leave the principal has taken during their aggregate teaching service to date.
      4. For the purposes of sick leave, "aggregate teaching service" is the aggregate of:
        1. All full and part-time employment as a reacher or principal in any state or state-integrated school; plus
        2. Any service granted under clause 5.2.2 below, and
        3. All short-term relief worked in any state or state-integrated school on the basis that every 190 days or 950 hours equals one year of sick leave service.
      5. The amount of sick leave available to a principal returning to teaching service following a break in service will be the balance that applied on their last day of employment plus any additional entitlement that may be credited under clause 5.2.2. Any part-year employment completed prior to the break in service will be counted towards the timing of their next entitlement after return to service. Further entitlements will be granted when the principal reaches the next entitlement threshold as outlined in clause 5.2.1(a) above.

      5.2.2 Recognition of other employment for additional sick leave purposes

      1. Upon first appointment to a teaching or principal position (whichever is first) in a state or state integrated school, or following a break in service, the following employment outside of state or state-integrated schools will be recognised for sick leave purposes:
        1. Employment as a teacher or principal in a New Zealand free kindergarten association, university, or polytechnic and/or employment as a teacher or principal in Fiji, Cook Islands, Tonga, Samoa or Niue. For this purpose, permanent part-time employment and non-permanent employment that consists of employment for 20 hours or more per week will be recognised as full-time employment under this Agreement. Non-permanent part-time employment of less than 20 hours per week will be credited as follows:
          • 80 hours are recognised as the equivalent of one month of employment under this agreement, and
          • 1000 hours are recognised as the equivalent of one year of employment under this agreement.
        2. Employment in the New Zealand Public Service and/or Armed Forces may be credited on such terms as the Secretary for Education may agree.
      2. Any sick leave entitlement credited under clause 5.2.2(a) shall be reduced by the amount of sick leave taken during the applicable periods of employment.
      3. Periods of Secondment to a Specified Education Sector Agency on a fulltime or part-time basis, where that consists of employment with the Specified Education Sector Agency for 20 hours or more per week. The principal shall provide a certificate of service at the cessation of each Secondment confirming their service while Seconded and any sick leave that they took while Seconded. Any sick leave taken during the Secondment will be deducted from the principal’s sick leave balance at the end of the Secondment.

      5.2.3 Taking sick leave

      1. A principal, who has who has sick leave entitlement available under clause 5.2.1 may take sick leave on pay when they are absent because they are sick or injured or where the principal’s spouse, partner, or someone dependant on the principal for care is sick or injured.
      2. The employer may grant paid sick leave in advance from the principal's next annual entitlement i.e., up to 10 days, which will be deducted from their next annual entitlement.
      3. Principals will have sick leave deducted from their entitlements et out in clause 5.2.1 above as follows:
        1. Sick leave is only deducted on days that the school is open for instruction, and on which the principal would normally have worked.
        2. Sick leave will not be deducted for an absence that is less than two hours.

      5.2.4 Medical Evidence

      1. While a medical certificate will not normally be required for leave of up to five consecutive calendar days, where it is considered warranted, an employer may require a principal to produce a medical certificate or other evidence of sickness or injury satisfactory to the employer. For sick leave within three consecutive calendar days (whether or not the days would otherwise be working days for the principal) the employer may inform the principal that proof of sickness or injury is required and, if so, the employer will agree to meet the employee’s reasonable expenses in obtaining the proof.
      2. When more than five consecutive calendar days sick leave is taken the employer may require the principal to provide a medical certificate from a registered health practitioner. If the principal cannot obtain a medical certificate other evidence of sickness or injury satisfactory to the employer may be provided.
      3. When a period of sick leave exceeds 14 working days the employer may require the principal to:
        1. provide a medical certificate from a registered health practitioner stating the expected date the principal will be able to return to work. The employer may require the principal to provide further medical certificates should the sick leave continue beyond the expected date of return stated in this or subsequent medical certificates
        2. obtain a second medical opinion from an independent registered health practitioner nominated by the employer and agreed to by the principal, provided that such agreement shall not be unreasonably withheld. The cost of a second medical opinion will be met by the employer.

      5.2.5 Principals temporarily working reduced hours on account of sickness

      1. The employer may allow at its discretion a principal who has been on sick leave to return to duty on a reduced hours basis, usually for a period of no more than six weeks, if:
        1. the principal's doctor recommends and provides a medical clearance for the return to work, and
        2. there would be no staffing or timetabling problems for the school

      5.2.6 Absences due to an injury or accident covered by the Accident Compensation Corporation

      1. When a principal is absent on account of a work-related injury by accident that is covered by the Accident Compensation Corporation, no sick leave will be deducted for the period of absence.
      2. When a principal is absent on account of a non-work-related injury by accident covered by the Accident Compensation Corporation the payment of earnings-related compensation plus the principal’s sick leave (where leave is available) will equal the principal’s normal remuneration.

      5.2.7 Disregarded sick leave

      1. Disregarded sick leave not exceeding an overall aggregate of two years shall be granted by the Secretary for Education where in the opinion of the Secretary one of the following conditions has been met:
        1. The sickness can be traced directly to the conditions or circumstances under which the principal is working; or
        2. The injury occurred in the discharge of the principal’s duties through no fault of the principal and where no payment has been made by the Accident Compensation Corporation; or
        3. The principal has contracted a notifiable disease listed in Part 1 of Schedule 1 of the Health Act 1956, and the principal is either:
          1. Complying with a written request or direction from a Medical Officer of Health under the Health Act 1956 to refrain from attending school for a specified period, or
          2. Is otherwise required by relevant Public Health Order to refrain from attending school fr a specified period.
        4. The principal has contracted hepatitis or tuberculosis, where the period of disregarded sick leave is the time that the principal’s treating registered medical practitioner decides is necessary for the principal to remain away from school; or
        5. The absence was due to war injury or service.
      2. Where sick leave has been deducted for any period granted as disregarded sick leave under 5.2.7(a)(i) to 5.2.7(a)(v) above, the sick leave will be reinstated.
      3. Disregarded sick leave is additional to any period of absence on account of sickness or injury to which the principal is entitled with full salary in accordance with the scale set out in clause 5.2.1 above.
      4. Fixed term or relieving principals shall only be granted disregarded sick leave, as provided for in 5.2.7(a) above, where they have been in continuous employment before the date of application.

      5.2.8 Holiday pay deductions

      1. Holiday pay is not reduced for periods of sick leave with pay.
      2. When principals have used their current sick leave entitlement holiday pay may be reduced for periods of sick leave without pay on the following conditions:
        1. No deduction is to be made from the holiday pay of principals for periods of sick leave without pay for periods not exceeding 90 calendar days in any one school year.
        2. Where the total amount of sick/accident leave without pay is in excess of 90 calendar days the deduction is based on the period subsequent to the initial 90 calendar days. The initial 90 calendar days are unaffected.
      3. Principals with a current sick leave entitlement who apply to receive sick leave without pay will have holiday pay reduced in proportion to the unpaid leave taken (as per clause 5.2.8 (b) above) and should be advised of this when notified of the approval of sick leave without pay.
  • 5.3 Parental Provisions
    • 5.3.1 The principal is entitled to take parental leave under the Parental Leave and Employment Protection Act 1987 (PLEPA). In addition to the principal's rights under the PLEPA the following shall apply:

      1. Parental leave may commence at any time during the pregnancy subject to the principal giving the employer one month's notice in writing, supported by a medical certificate. A shorter period of notice will be accepted on the recommendation of a medical practitioner. The principal can take up to 12 months unpaid leave from the date of birth, or in the case of adoption, whāngai or Home for Life placement of a child under the age of six years, from the date the principal becomes the primary carer.
      2. The principal's position will be held open (subject to transfer and redeployment provisions) for the duration of their parental leave. If a relieving principal is employed, it will be a condition of the relieving appointment that it will be terminated by the board concerned within one month from the date that the permanent incumbent gives notice of their intention to return to work early. A principal must give their board at least one month's notice if it is their intention to return to work before their parental leave expires. This provision shall not apply in the case of a principal who has had a miscarriage or a stillborn child. In such cases the principal may elect to return to work immediately.
      3. A principal intending to resign because of pregnancy must be advised of their right to take parental leave.
      4. If a principal is granted parental leave, or leave equivalent to parental leave while seconded to a Specified Education Sector Agency, the following provisions will apply:
        1. The principal must give the same notice(s) which would otherwise apply under the PLEPA to the employer, in addition to the Specified Education Sector Agency they are seconded to
        2. Provided the principal has met the notice period above, the employer will grant the principal sufficient leave that they are able to take up to 12 months unpaid leave from the date of birth, or in the case of adoption, whangai or Home for Life placement of a child under the age of six years from the date the principal becomes the primary carer. The principal is entitled to the protections in clauses 5.3.1(b) and (c).

      5.3.2 Parental Grant

      5.3.3 A principal who takes parental leave in order to be the primary carer or resigns due to pregnancy is entitled to a payment equal to 6 weeks' salary, calculated at the rate applicable in the principal's last working week prior to the commencement of their primary carer leave or date of resignation. However, a principal who works less than full normal hours for a short period only, prior to taking primary carer leave, may have their case for full payment considered by the employer. The payment is not pro-rated if the principal takes less than 6 weeks' leave. The grant is payable following production of a birth certificate or suitable evidence of placement. Primary carer means: The biological parent of the child, or their spouse or partner, where they take primary responsibility for the care, development, and upbringing of the child during the first six weeks of parental leave. In the case of adoption, whāngai or Home for Life placement, the person who takes permanent primary responsibility for the care development and upbringing of the child.

      5.3.4 Sick leave during pregnancy and while on Parental Leave

      1. Periods of illness due to pregnancy prior to the birth may be charged against the principal's sick leave entitlement. Normal rules for sick leave with regard to production of a medical certificate apply.
      2. Once the principal has commenced parental leave, any day(s) of sickness must be leave without pay and in no circumstances may a principal have an absence during or following the birth of the child credited against their sick leave entitlement.
  • 5.4 Bereavement/Tangihanga Leave for Death in New Zealand or Overseas
    • 5.4.1 Principals shall be granted special bereavement/tangihanga leave on pay for a principal to discharge any obligation and/or to pay respects to a deceased spouse or partner, child, sibling, grandparent, grandchild or spouse or partner’s parent.

      5.4.2 Principals shall also be granted leave with pay to allow a reasonable opportunity to discharge their obligations and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a tangihanga (or its equivalent). In granting time off therefore, and for how long, the following points must be taken into account:

      1. The closeness of the association between the principal and the deceased; (Note: This association need not be a blood relationship.)
      2. Whether the principal has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death;
      3. The amount of time needed to discharge properly any responsibilities or obligations;
      4. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel;
      5. A decision must be made as quickly as possible so that the principal is given maximum time possible to make any arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary;
      6. If paid special leave is not appropriate, then leave without pay should be granted.

      5.4.3 If a bereavement occurs while a principal is absent on annual leave, sick leave with pay, or other special leave with pay, such leave will be interrupted, and bereavement leave granted in terms of clauses 5.4.1 and 5.4.2 above. This provision will not apply if the principal is on leave without pay.

  • 5.4 Nga Whakarite Tuku Tangihanga
    • 5.4.1 Mo te mate i roto o Aotearoa, ki tawahi ranei.

      5.4.2 Ka taea te tuku i tētahi kaiako me te utu ano hoki, kia watea ki te whakarite i nga ahuatanga ki te whakatakoto i tona aroha ranei ki tētahi tūpāpaku, i tino tata atu mohiotia hoki e ia. Tera pea nona ake, he whanaunga tonu ranei, i raro i nga ahuatanga a iwi ranei kia tae atu ki tētahi wahanga, ki te katoa ranei o te wa o te tangihanga, hura kohatu, ētahi atu tikanga a rite ranei.

      5.4.3 No reira mo tenei tu āhua tuku, me te roa o te tuku kia watea, me whai i nga ahuatanga e whai ake nei:

        1. Te tata atu o te kaiako ki te tūpāpaku (kia mohio: tenei tata e ki ana me toto tonu nou);
        2. Mehemea he wahanga nui ta te kaimahi ki te whakahaere, kaore ranei, i nga whakariterite mo te tangihanga;
        3. Te wa tuku kia watea e hiahiatia ana, mo enei whakahaere, whakariterite hei mahi mana;
        4. Me whakaaetia tētahi wa e tika ana mo te haere atu hoki mai, engari mena he haere ki tawahi kaore pea e whakaritea mo te katoa o te haere, hoki mai ano hoki
        5. Kia tere tonu te whakatau i te tono kia tere ai te watea o te kaiako ki te whakariterite i nga mea katoa e pa ana ki a ia. I te nuinga o enei tu ahuatanga ka hoatu tonutia te whakaae, engari i ētahi wa, kua tae kua hoki mai ke te kaimahi ki te tanihanga, i mua o te hoatutanga i te whakaae mena e tika ana;
        6. Mehemea kaore e tika ana kia whiwhi i tenei tuku whakawatea me te utu hoki, tera pea ka whakaaetia kia tangohia atu i o whakawatea (hararei) a tau, whakawatea mo te kore utu ranei, engari koinei te mutunga.

      5.4.4 Mehemea ka pa mai he aitua ki tētahi kaiako i te wa o tana whakawatea a tau, o tana whakawatea a tūroro (me te utu), o ētahi atu whakawatea hirahira (me te utu) ranei, ka taea te whakatarewa i taua whakawatea, kia pai ai te tuku whakawatea tangihanga ki a ia i raro o te ture 5.4.1–5.4.2 i runga ake nei. Kaore tenei whakaarotanga e tukuna mehemea kaore te kaiako i te utua mo te wa whakawatea.

  • 5.5 Leave for Family Reasons
    • 5.5.1 A principal may be granted leave for family reasons subject to meeting the requirements as provided for in clauses 5.5.2–5.5.5 below. Relieving principals may be granted leave for family reasons as for permanent principals.

        1. Definition – for the purposes of clause 5.5, the terms “near relative” and “near relative-in-law” mean the principal’s: Grandparents, Father-in-law, Sons-in-law, Grandchildren, Mother-in-law, Daughters-in-law.
        2. The terms do not exist beyond those degrees of relationship.

      5.5.2 Serious Illness

        1. A principal may be granted leave with pay on account of serious accident or a crisis in a severe illness of a:
            1. Partner, child, parent, brother or sister – two days;
            2. A near relative, near relative-in-law or a member of the principal’s household – one day.
        2. The maximum period of leave on full pay that may be granted for this purpose, including travelling time, is seven days.

      5.5.3 Leave for Sickness in the Home

        1. The board may grant a principal leave with pay as a charge against a sick leave entitlement when the principal must be absent from work to attend to a member of the household who through illness becomes dependent on the principal. Members of the household may include the principal’s child, partner, or any other member of the principal’s family or household.
        2. Approval is not to be given for absences during or in connection with the birth of a principal’s child. Such situations should be covered by leave without pay, paternity leave, annual leave or anticipated annual leave.

      5.5.4 Recurring Serious Illness

      When a principal applies for several periods of leave because of recurring illness in the family the board has a discretion as to how many times leave with pay is granted in the same school year, having regard for the welfare of the school or class concerned.

      Note: The production of a medical certificate or other evidence of illness may be required in the case of leave granted in terms of clauses 5.5.2, 5.5.3 and 5.5.4.

      5.5.5 Important Family and Other Occasions

      A principal may be granted one day’s paid leave per year plus travelling time in terms of clause 5.8 below for the following occasions:

        1. Their own wedding or that of their child, a sibling, parent, grandchild or grandparent;
        2. Their parents’ golden or diamond wedding anniversary;
        3. Their own ordination, vice-regal investiture, admission to the bar or capping or that of their partner, child, sibling or parent;
        4. Attendance at court for an adoption order;
        5. Rosh Hashonah and Yom Kippur for principals of the Jewish faith.
  • 5.6 Refreshment Leave
    • 5.6.1 Subject to 5.6.2 below, upon application, a principal shall be entitled to one school term of unpaid refreshment leave after three years’ service in the school. Periods of Secondment to Specified Education Sector Agency will not count towards service in a school that will be recognised for refreshment leave.

      5.6.2 The ability to take up the entitlement to refreshment leave in clause 5.6.1 is subject to:

        1. The principal providing reasonable notice to the board of their intention to take refreshment leave; and
        2. The board’s ability to find a suitable reliever to fill the vacancy created by the principal taking the leave. A suitable reliever is an individual who will be able, to the satisfaction of the board, to relieve in the school during the period of the principal’s leave. The board shall use reasonable endeavour to find a suitable reliever. Reasonable endeavour in this context does not mean advertising regionally or nationally, except as required in this agreement. It does not require the board to place more than one advertisement; and
        3. The principal not being subject to current competence or disciplinary processes under this agreement or previous agreement at the time that leave is sought.
        4. the maximum leave to which a principal in receipt of the allowance for Kāhui Ako Leadership is entitled is one school term.  Any request for refreshment leave will not be granted unless it has the support of their employing board which shall first consider the needs of the wider Kāhui Ako.
        5. a principal in receipt of the Principal Recruitment Allowance being limited to Refreshment Leave of a maximum of one school term. Note: the Principal Recruitment Allowance will not be payable in this period of leave.

      5.6.3 Time off on refreshment leave will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays.

      5.6.4 A principal may not take up employment in another state or integrated school while on refreshment leave. This restriction does not preclude a principal on refreshment leave agreeing to undertake occasional day-relief duties.

      Note: The qualifying periods set out in 5.6.1 for refreshment leave relate solely to this provision and do not apply to any other forms of leave.

  • 5.7 Special Leave
    • 5.7.1 Special leave of absence with or without pay may be granted to a principal subject to meeting the requirements as provided for in clauses 5.7.2 – 5.7.9 below. The special leave provisions apply to full-time permanent and long-term relieving principals.

      5.7.2 Court Proceedings

      Except when principals are pursuing their own interests or where answering charges against themselves, the board will grant leave with pay when a principal is required by subpoena to attend court proceedings as a witness or to serve on a jury; provided that where fees for service are paid, these fees shall be repaid to the board for repayment to the Public Account.

      5.7.3 Candidates in General Elections

      The provisions of the Electoral Act 1993(external link) and its amendments shall apply.

      5.7.4 Sports Leave

      Where such leave is approved by the board, principals are entitled to leave with pay for overseas sports tours, inter-provincial fixtures, national championships and international competition within New Zealand subject to the following maxima per any 12-month period:

        1. Overseas tours – up to four weeks;
        2. Inter-provincial fixtures and national championships – up to six weeks;
        3. International competition within New Zealand – one day for assembly and training, plus two days’ travelling time, plus the day or days of the fixture.

      Provided that relieving principals may apply for leave to be granted as for permanent principals.

      5.7.5 Cultural Leave

      Where such leave is approved by the board, principals participating in recognised cultural activities within New Zealand or outside New Zealand are entitled to leave with pay on the same conditions as for sports leave. Provided that relieving principals, except those employed on a casual basis for only a few days at a time, may apply for leave to be granted as for permanent principals.

      5.7.6 Meetings of Statutory and Local Authorities

        1. Principals may be granted, by the board, leave with pay plus necessary travelling time to attend meetings of statutory, local, Māori and other authorities (or in other circumstances leave without pay may be granted to attend such meetings).
        2. For the purposes of clause 5.7.6(a) the following are recognized Māori authorities/organisations:
            1. New Zealand Māori Council;
            2. Māori Women’s Welfare League;
            3. Tribal Trust Boards;
            4. Iwi authorities;
            5. Runanga-A-Iwi.

      5.7.7 Study and Examination Leave

        1. The board may approve leave without pay for pre-examination study and shall approve leave on pay for time spent sitting examinations plus necessary travelling time.
        2. The board shall grant leave on pay to principals who are awarded a prestigious scholarship or fellowship (as defined by the Secretary for Education from time to time) for the duration of the contract plus reasonable travelling time.

      5.7.8 Miscellaneous Leave

      Leave with or without pay may be granted for the following purposes subject to the criteria set out below being met:

        1. Where a principal is required or directed not to attend school by a Medical Officer of Health under the Health Act 1956 or a Public Health Order and is not eligible for disregarded sick leave and cannot work remotely (up to seven days leave with pay may be granted).
        2. Where a principal is prevented from travelling from their home to work because of an emergency situation outside of the control of the principal (up to seven days’ leave with pay may be granted) provided that this provision is for emergencies only. Approval shall not be given where the principal has advance notice or in circumstances where the principal could be reasonably expected to have foreseen the situation arising. Where practicable the principal is to inform the school of the reasons for the absence and is required to return to duty as soon as possible. Full details of the case shall be submitted.
        3. Where a principal is unable to attend school because of a natural disaster and cannot work remotely (up to seven days leave with pay may be granted).
        4. Search and Rescue. Where a principal is a member of an authorised search and rescue organization and is requested by a responsible authority to take part in a search and rescue operation (leave with pay). Written evidence of the principal’s participation in the search from the appropriate authority mentioned above is to be submitted to the board.
        5. Outward Bound. Principals selected for Outward Bound courses should, if possible, take the course during the long vacation. Where there are overlaps with term time and the board supports the principal’s attendance leave with pay up to one week may be granted.
        6. Where a principal is participating in an overseas tour by a school party approved by the board (leave with or without pay for the duration of the tour).
        7. Rotary Group Exchange Tours
            1. A principal selected to go on a Rotary group study exchange tour may, provided that they spend one full week of the tour on studies directly related to their position and, on their return produce a full report of these studies, be granted one week’s leave on full pay. All applications for this leave must be approved by the board. In no circumstances shall leave with pay be granted in excess of one week.
            2. Leave with pay shall not be granted for Rotoract study tours.
        8. Other Forms of Leave
            1. Nothing in this agreement limits the facility for the principal to apply to the board for leave with or without pay in any circumstances not specified.
            2. Nothing in this agreement shall limit the authority of the board to grant to the principal such special leave, whether with or without pay, as the board considers appropriate to enable the principal to undertake professional development. The board shall have regard to the need to ensure that the principal receives professional development appropriate to the requirements of the position.
            3. The board may grant an agreed amount of leave with or without pay to principals to increase their knowledge and skill in Te Reo and/or Tikanga Māori.
  • 5.8 Travelling Time for Leave Purposes
    • 5.8.1 Where specifically approved in this agreement travelling time with pay for a period of up to seven days (exclusive of public holidays) may be granted subject to the following conditions:

        1. Leave for travelling can only be granted if the principal is required to travel when the school is open;
        2. The quickest and most direct means of travel shall be used;
        3. No travelling time is granted for a journey that is preceded by leave without pay or for a return journey that is followed by a period of leave without pay.
  • 5.9 Leave Records
    • 5.9.1 Leave records for principals should clearly indicate all sick leave, leave without pay, periods of special leave and periods during which accident compensation may be granted.

  • 5.10 Annual Leave
    • 5.10.1 Principals are entitled to 6 weeks' annual leave each year.

      5.10.2 Annual leave will normally be taken when the school is closed for instruction. Such leave will be taken at a time or times agreed with the school board that will not unreasonably impinge upon the proper performance of the principal's responsibilities and duties under this agreement.

      5.10.3 Clause 5.10.2 does not limit the ability of the board and principal to make such arrangements regarding the attendance of the principal at the school during any period or periods when the school is closed for instruction, and the principal is not on annual leave, as the parties consider appropriate and consistent with their responsibilities under this agreement or at law.

      5.10.4 Leave due under clause 5.10.1 shall be taken in the year in which it falls due, except where the board and the principal agree, in writing, that the unused entitlement may be carried over to the following year.

  • 5.12 Sabbatical Leave Scheme
    • 5.12.1 A sabbatical leave scheme for principals will apply according to the following;

        1. There will be up to 40 full-time equivalent sabbaticals awarded annually (Note this may result in sabbatical leave being awarded to more than 40 secondary principals during one school year).
        2. A full-time equivalent sabbatical will be of ten weeks duration paid at the rate of the principal’s normal pay.
        3. Principals may apply for ten-week, five week or three week sabbaticals; however, ten week sabbaticals will be allocated first.
        4. A ten week sabbatical may, with the board’s approval, be taken in two blocks during one school year. Each block must be whole weeks in duration and the smallest block must be for at least three weeks.

      5.12.2 Entitlement to the sabbatical is subject to:

        1. Service of at least five years as a secondary (and/or area school) principal in the state sector. Time spent on Secondment to a Specified Education Sector Agency is not recognised as service for the purposes of this clause;
        2. Application by the principal which has the support of their school board; and
        3. The submission of a proposal of work to be undertaken during the sabbatical leave.

      5.12.3 Te Tāhuhu o te Mātauranga | The Ministry of Education, the NZPPTA, SPANZ Union and the NZSTA jointly develop the criteria for the scheme and its operation. The award of the sabbatical leave will be by a panel with representation from the four parties.

      5.12.4 At the time of application for sabbatical leave a principal may also apply for the reimbursement of costs associated with the work proposal for the sabbatical to a maximum of $5,000 and subject to clause 5.13 below. The panel established under clause 5.12.3 will decide whether the reimbursement of costs will be approved, and whether approved in part or full.

  • 5.13 Reimbursement of Costs Associated With Sabbatical Leave
    • 5.13.1 Consideration may be given by the panel established under clause 5.12.3 to the reimbursement of costs, to a maximum of $5,000, where such costs are clearly associated with the proposal of work for a sabbatical, in accordance with the agreed criteria developed by the parties and NZSTA.  The maximum total cost of reimbursements for costs associated with the sabbatical leave scheme in clause 5.12 for any one school year shall not exceed $200,000.

  • 5.14 Family Violence Leave
    • 5.14.1 Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within this collective agreement.