HUMAN RESOURCES POLICIES Code of Conduct for Staff

Purpose This policy sets out the framework for clear and consistent assessment of the overall performance of the Principal and teachers of the UTC. The UTC sees appraisal as a valuable tool for supporting staff development within the context of the UTC’s plan for improving educational provision and performance, and the standards expected of its teachers. Appraisal should empower both parties to improve the alignment between the UTCs goals and objectives and the individuals’ goals and objectives. It also sets out the arrangements that will apply when teachers, including the Principal fall below the levels of competence that are expected of them. Application of the policy The policy is in two separate sections. Part A of the policy, which covers appraisal, applies to the Principal and to all teachers employed by the UTC or local authority, except those on contracts of less than one term, those undergoing induction (ie NQTs) and those who are subject to Part B of the policy. Part B of the policy, which sets out the formal capability procedure, applies only to teachers (including the Principal) about whose performance there are serious concerns that the appraisal process has been unable to address. Part A – Appraisal Appraisal in this UTC will be a supportive and developmental process designed to ensure that all teachers have the skills and support they need to carry out their role effectively. It will help to ensure that teachers are able to continue to improve their professional practice and to develop as teachers. The appraisal period The appraisal period, which applies to all teaching staff will run for twelve months from September to August. Teachers who are employed on a fixed term contract of less than one year will have their performance managed in accordance with the principles underpinning this policy. The length of the period will be determined by the duration of their contract. Appointing appraisers The Principal will be appraised by the Governing Body, supported by a suitably skilled and/or experienced external adviser who has been appointed by the Governing Body for that purpose. In our UTC the task of appraising the Principal, including the setting of objectives, will be delegated to a sub-group consisting of three members of the Governing Body including the chair of governors. The Principal will decide who will appraise other teachers.











Setting objectives The Principal’s objectives will be set by the Governing Body after consultation with the external adviser.

Objectives for each teacher will be set before or as soon as practicable after, the start of each appraisal period. The objectives set for each teacher, will be Specific, Measurable, Achievable, Realistic and Timebound and will be appropriate to the teacher’s role and level of experience. The appraiser and teacher will seek to agree the objectives but, if that is not possible, the appraiser will determine the objectives. Objectives may be revised if circumstances change. The objectives set for each teacher will contribute to the UTC’s plans for improving the UTC’s educational provision and performance and improving the education of pupils at that UTC. This will be ensured by forming strong links between .before, or as soon as practicable after, the start of each appraisal period, each teacher will be informed of the standards against which that teacher’s performance in that appraisal period will be assessed. With the exception of those who are qualified teachers by virtue of holding and maintaining Qualified Teacher Learning and Skills (QTLS) status, all teachers must be assessed against the set of standards contained in the document called “Teachers’ Standards” published in July 2011. The Principal or governing body (as appropriate) will need to consider whether certain teachers should also be assessed against other sets of standards published by the Secretary of State that are relevant to them. For teachers who are qualified teachers by virtue of holding QTLS status, it is for the governing body or Principal to decide which standards are most appropriate. Such teachers may be assessed against the Teachers’ Standards, against any other sets of standards issued by the Secretary of State, against any other professional standards relevant to their performance or any combination of those three. Reviewing performance Observation This UTC believes that observation of classroom practice and other responsibilities is important both as a way of assessing teachers’ performance in order to identify any particular strengths and areas for development they may have and of gaining useful information which can inform UTC improvement more generally. All observation will be carried out in a supportive fashion. In this UTC teachers’ performance will be regularly observed but the amount and type of classroom observation will depend on the individual circumstances of the teacher and the overall needs of the UTC. Classroom observation will be carried out by those with QTS in accordance with the protocol for class room observations. See protocol T-STO01. In addition to formal observation, Principals or other leaders with responsibility for teaching standards may “drop in” in order to evaluate the standards of teaching and to check that high standards of professional performance are established and maintained. The length and frequency of “drop in” observations will vary depending on specific circumstances (UTCs may wish to be more specific about “drop in” observations).









Teachers (including the Principal) who have responsibilities outside the classroom should also expect to have their performance of those responsibilities observed and assessed. Development and support Appraisal is a supportive process which will be used to inform continuing professional development. The UTC wishes to encourage a culture in which all teachers own the responsibility for improving their teaching through appropriate reflection, appraisal and professional development. Professional development will be linked to UTC improvement priorities and to the ongoing professional development needs and priorities of individual teachers. Feedback Teachers will receive constructive feedback on their performance throughout the year and as soon as practicable after observation has taken place or when other evidence has come to light. Feedback will highlight particular areas of strength as well as any areas that need attention. Where there are concerns about any aspects of the teacher’s performance the appraiser will meet the teacher formally to: • • • •







give clear feedback to the teacher about the nature and seriousness of the concerns; give the teacher the opportunity to comment and discuss the concerns; agree any support (eg coaching, mentoring, structured observations), that will be provided to help address those specific concerns; make clear how, and by when, the appraiser will review progress (it may be appropriate to revise objectives, and it will be necessary to allow sufficient time for improvement. The amount of time is up to the UTC but should reflect the seriousness of the concerns); explain the implications and process if no – or insufficient – improvement is made.

• When progress is reviewed, if the appraiser is satisfied that the teacher has made, or is making, sufficient improvement, the appraisal process will continue as normal, with any remaining issues continuing to be addressed through that process. Transition to capability If the appraiser is not satisfied with progress, the teacher will be notified in writing that the appraisal system will no longer apply and that their performance will be managed under the capability procedure, and will be invited to a formal capability meeting. The capability procedures will be conducted as in part B of this policy. Annual assessment Each teacher's performance will be formally assessed in respect of each appraisal period. In assessing the performance of the Principal, the Governing Body must consult the external adviser. This assessment is the end point to the annual appraisal process, but performance and development priorities will be reviewed and addressed on a regular basis throughout the year in interim meetings which will take place (eg once a term). The teacher will receive as soon as practicable following the end of each appraisal period – and have the opportunity to comment in writing on - a written appraisal report. In this UTC, teachers will receive their written appraisal reports by 31 October (31 December for the Principal). The appraisal report will include:



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details of the teacher’s objectives for the appraisal period in question; an assessment of the teacher’s performance of their role and responsibilities against their objectives and the relevant standards; an assessment of the teacher’s professional development needs and identification of any action that should be taken to address them; a recommendation on pay where that is relevant (NB – pay recommendations need to be made by 31 December for Principals and by 31 October for other teachers);

The assessment of performance and of professional development needs will inform the planning process for the following appraisal period. Part B – Capability Procedure This procedure applies only to teachers or Principals about whose performance there are serious concerns that the appraisal process has been unable to address. At least five working days’ notice will be given of the formal capability meeting. The notification will contain sufficient information about the concerns about performance and their possible consequences to enable the teacher to prepare to answer the case at a formal capability meeting. It will also contain copies of any written evidence; the details of the time and place of the meeting; and will advise the teacher of their right to be accompanied by a companion who may be a colleague, a trade union official, or a trade union representative who has been certified by their union as being competent. Formal capability meeting This meeting is intended to establish the facts. It will be conducted by the Chair of Governors for Principal capability meetings or Principal for other teachers. The meeting allows the Principal or teacher, accompanied by a companion if they wish, to respond to concerns about their performance and to make any relevant representations. This may provide new information or a different context to the information/evidence already collected. The person conducting the meeting may conclude that there are insufficient grounds for pursuing the capability issue and that it would be more appropriate to continue to address the remaining concerns through the appraisal process. In such cases, the capability procedure will come to an end. The person conducting the meeting may also adjourn the meeting for example if they decide that further investigation is needed, or that more time is needed in which to consider any additional information. In other cases, the meeting will continue. During the meeting, or any other meeting which could lead to a formal warning being issued, the person conducting the meeting will: • identify the professional shortcomings, for example which of the standards expected of teachers are not being met; • give clear guidance on the improved standard of performance needed to ensure that the teacher can be removed from formal capability procedures • (this may include the setting of new objective and evidence that will be used to assess whether or not the necessary improvement has been made); • explain any support that will be available to help the teacher improve their performance; • set out the timetable for improvement and explain how performance will be monitored and reviewed. The timetable will depend on the circumstances of the individual case but in straightforward cases could be (between four and ten weeks). It is for the UTC to



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determinethe set period. It should be reasonable and proportionate, but not excessively long, and should provide sufficient opportunity for an improvement to take place; warn the teacher formally that failure to improve within the set period could lead to dismissal.

In very serious cases, this warning could be a final written warning. Notes will be taken of formal meetings and a copy sent to the member of staff. Where a warning is issued, the teacher will be informed in writing of the matters covered in the bullet points above and given information about the timing and handling of the review stage and the procedure and time limits for appealing against the warning. Monitoring and review period following a formal capability meeting A performance monitoring and review period will follow the formal capability meeting. Formal monitoring, evaluation, guidance and support will continue during this period. The member of staff will be invited to a formal review meeting, unless they were issued with a final written warning, in which case they will be invited to a decision meeting (see below). Formal review meeting As with formal capability meetings, at least five working days’ notice will be given and the notification will give details of the time and place of the meeting and will advise the teacher of their right to be accompanied by a companion who may be a colleague, a trade union official, or a trade union representative who has been certified by their union as being competent. If the person conducting the meeting is satisfied that the teacher has made sufficient improvement, the capability procedure will cease and the appraisal process will re-start. In other cases: • If some progress has been made and there is confidence that more is likely, it may be appropriate to extend the monitoring and review period; • If no, or insufficient improvement has been made during the monitoring and review period, the teacher will receive a final written warning. As before, notes will be taken of formal meetings and a copy sent to the member of staff. The final written warning will mirror any previous warnings that have been issued. Where a final warning is issued, the member of staff will be informed in writing that failure to achieve an acceptable standard of performance (within the set timescale), may result in dismissal and given information about the handling of the further monitoring and review period and the procedure and time limits for appealing against the final warning. The teacher will be invited to a decision meeting. Decision meeting As with formal capability meetings and formal review meetings, at least five working days’ notice will be given and the notification will give details of the time and place of the meeting and will advise the teacher of their right to be accompanied by a companion who may be a colleague, a trade union official, or a trade union representative who has been certified by their union as being competent. If an acceptable standard of performance has been achieved during the further monitoring and review period, the capability procedure will end and the appraisal process will re-start. If performance remains unsatisfactory, a decision, or recommendation to the Governing Body, will be made that the teacher should be dismissed or required to cease working at the UTC. In UTCs, the governing body is the employer but the power to dismiss can be delegated to the Principal, to one or more governors, or to one or more governors acting with the Principal.







The teacher will be informed as soon as possible of the reasons for the dismissal, the date on which the employment contract will end, the appropriate period of notice and their right of appeal. Decision to dismiss The power to decide that members of staff should no longer work at the UTC rests with the Governing Body. Dismissal Once the decision to dismiss has been taken, the Governing Body will dismiss the teacher with notice











Appeal If a teacher feels that a decision to dismiss them, or other action taken against them, is wrong or unjust, they may appeal in writing against the decision within five working days of the decision, setting out at the same time the grounds for appeal. Appeals will be heard without unreasonable delay and, where possible, at an agreed time and place. The same arrangements for notification and right to be accompanied by a companion will apply as with formal capability and review meetings and, as with other formal meetings, notes will be taken and a copy sent to the teacher. The appeal will be dealt with impartially and, wherever possible, by managers or governors who have not previously been involved in the case. The teacher will be informed in writing of the results of the appeal hearing as soon as possible. General Principles Underlying This policy ACAS Code of Practice on Disciplinary and Grievance Procedures Part B of the policy will be implemented in accordance with the provisions of the ACAS Code of Practice. Confidentiality The appraisal and capability processes will be treated with confidentiality. However, the desire for confidentiality does not override the need for the Principal and governing body to quality-assure the operation and effectiveness of the appraisal system. UTCs to say here how they might achieve this, for example, the Principal or appropriate colleague might review all teachers’ objectives and written appraisal records personally, in order to check consistency of approach and expectation between different appraisers. The Principal might also wish to be aware of any pay recommendations that have been made. Consistency of Treatment and Fairness The governing body is committed to ensuring consistency of treatment and fairness. It will abide by all relevant equality legislation, including the duty to make reasonable adjustments for disabled teachers. The governing body is aware of the guidance on the Equality Act issued by the Department for Education. Definitions Unless indicated otherwise, all references to “teacher” include the Principal.







Delegation Normal rules apply in respect of the delegation of functions by governing bodies, Principals and local authorities. Grievances Where a member of staff raises a grievance during the capability procedure the capability procedure may be temporarily suspended in order to deal with the grievance. Where the grievance and capability cases are related it may be appropriate to deal with both issues concurrently.









Sickness If long-term sickness absence appears to have been triggered by the commencement of monitoring or a formal capability procedure, the case will be dealt with in accordance with the UTC’s absence policy (see policy). In some cases, it may be appropriate for monitoring and/or formal procedures to continue during a period of sickness absence. Monitoring and Evaluation The governing body and Principal will monitor the operation and effectiveness of the UTC’s appraisal arrangements. Retention of Records The governing body and Principal will ensure that all written appraisal records are retained in a secure place for six years and then destroyed.



Staff Disciplinary Procedure



1 INTRODUCTION The governing body of the UTC is required to set out a Code of Conduct for all UTC employees. In addition to this policy, all staff employed as Teachers have an obligation to adhere to the ‘Teachers’ Standards 2012’ and in relation to this policy, Part 2 of the Teachers’ Standards - Personal and Professional Conduct. Employees should be aware that a failure to comply with the following Code of Conduct could result in disciplinary action including dismissal. 2 PURPOSE, SCOPE AND PRINCIPLES • A Code of Conduct is designed to give clear guidance on the standards of behaviour all UTC staff are expected to observe, and the UTC should notify staff of this code and the expectations therein. UTC staff are role models and are in a unique position of influence and must adhere to behaviour that sets a good example to all the students/students within the UTC. As a member of a UTC community, each employee has an individual responsibility to maintain their reputation and the reputation of the UTC, whether inside or outside working hours. This Code of Conduct applies to: all staff that are employed by the UTC, including the Principal; all staff in units or bases that are attached to the UTC.

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The Code of Conduct does not apply to: employees of external contractors and providers of services (e.g. contract cleaners). (Such staff are covered by the relevant Code of Conduct of their employing body)

3 SETTING AN EXAMPLE • All staff that work in UTCs set examples of behaviour and conduct which can be copied by students. Staff must therefore avoid using inappropriate or offensive language at all times. • All staff must, therefore, demonstrate high standards of conduct in order to encourage our students to do the same. • All staff must also avoid putting themselves at risk of allegations of abusive or unprofessional conduct. • This Code helps all staff to understand what behaviour is and is not acceptable. • The Dress code is also an example of setting an example.





4 SAFEGUARDING STUDENTS/STUDENTS Staff have a duty to safeguard students/students from: • physical abuse • sexual abuse • emotional abuse • neglect • • • • • • •





The duty to safeguard students/students includes the duty to report concerns about a student to the UTC’s Designated Senior Person (DSP) for Child Protection. The UTC’s DSP is Dawn Woodcock Staff are provided with personal copies of the UTC’s Child Protection Policy and Whistleblowing Procedure and staff must be familiar with these documents. Staff must not seriously demean or undermine students, their parents or carers, or colleagues. Staff must take reasonable care of students/students under their supervision with the aim of ensuring their safety and welfare. Staff must not at any time themselves promote, or cause to be promoted, any partisan political views in their teaching or other contact with students. Staff should at all times model and strive to build the students’ abilities to seek out, critically analyse and reflect on broad and balanced views of issues such as politics, religion, morality and science and society.

5 STUDENT DEVELOPMENT • Staff must comply with UTC policies and procedures that support the well being and development of students/students. • Staff must co-operate and collaborate with colleagues and with external agencies where necessary to support the development of students/students. • Staff must follow reasonable instructions that support the development of students/students. 6 HONESTY AND INTEGRITY • Staff must maintain high standards of honesty and integrity in their work. This includes the handling and claiming of money and the use of UTC property and facilities. • All staff must comply with the Bribery Act 2010. A person may be guilty of an offence of bribery under this act if they offer, promise or give financial advantage or other advantage to someone; or if they request, agree or accept , or receive a bribe from another person. If you believe that a person has failed to comply with the Bribery Act, you should refer to the Whistle blowing procedure for the UTCs. Gifts from suppliers or associates of the UTC must be declared to the Principal, with the exception of “one off” token gifts from students or parents. Personal gifts from individual members of staff to students are inappropriate and could be misinterpreted. 7 CONDUCT OUTSIDE WORK

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Staff must not engage in conduct outside work, which could seriously damage the reputation and standing of the UTC or the employee’s own reputation or the reputation of other members of the UTC community. In particular, criminal offences that involve violence or possession or use of illegal drugs or sexual misconduct are likely to be regarded as unacceptable. Staff must exercise caution when using information technology and be aware of the risks to themselves and others.



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Staff may undertake work outside UTC, either paid or voluntary, provided that it does not conflict with the interests of the UTC nor be to a level, which may contravene the working time regulations or affect an individual's work performance. Staff must not engage in inappropriate use of social network sites, which may bring themselves, the UTC, UTC community or employer into disrepute.

8 CONFIDENTIALITY • Where staff have access to confidential information about students/students or their parents or carers, staff must not reveal such information except to those colleagues who have a professional role in relation to the student. • All staff are likely at some point to witness actions, which need to be confidential. For example, where a student is bullied by another student (or by a member of staff), this needs to be reported and dealt with in accordance with the appropriate UTC procedure. It must not be discussed outside the UTC, including with the student’s parent or carer, nor with colleagues in the UTC except with a senior member of staff with the appropriate role and authority to deal with the matter. • However, staff members have an obligation to share with their manager or the UTC’s Designated Senior Person any information which gives rise to concern about the safety or welfare of a student. Staff must never promise a student that they will not act on information that they are told by the student. 9 DISCIPLINARY ACTION • All staff need to recognise that failure to meet these standards of behaviour and conduct may result in disciplinary action, including dismissal.





Dress Code Policy

Introduction. Tottenham UTC is a professional organisation. The people in it need to act, think and expound professionalism in everything they do. Professionalism in the way we portray ourselves to the world beyond the UTC and our demeanour within it defines us all. Professionalism - the Simple guide. 1. Do the right thing and do things right. 2. Look the part. 3. Believe in what you are doing. 4. Act thoughtfully being aware of the impact you are having on others. 5. Express the teams goals first and your individuality in the team second. 6. Lean all the time so as to improve capabilities and performance The dress code supports guide points 1, 2, 4 & 5 most strongly and applies to all members of the UTC - governors, staff and students while working in or acting on behalf of the UTC. There are three facets to the code: 1. Everyday business dress. 2. Practical activity dress. 3. Sport and exercise ware.





Everyday Business Dress Members of the UTC need to look like professionals typically this means wearing: A smart business outfit (Suit or Dress) in sober colours (sober means burgundy, navy, black or dark grey) • A smart business shirt/blouse • Colour matched sweaters as and when needed • Men wearing ties • Smart business shoes or boots • Hairstyles that look professional while also supporting effective and safe participation in all UTC • activities. The dying, high or low lighting of hair in natural hair colours is fine. If you wear any extreme fashion that would draw undue attention to yourself you will not be achieving guide point 5 probably not 2 and you may have neglected 4. Things to avoid: a) Piercings other than earrings. b) Shoes with heals of more than 30mm. c) Fishnet or patterned tights / stockings. d) Casual shirts & blouses. e) Wearing unfitted blouses without tucking them in. f) Jewellery other than earrings, wedding rings and engagement rings. (Rings must be removable when undertaking practical activity in the workshops.) If unsure, staff, parents and students are advised to check first with the guide below and if in doubt ask.





Sports and PE. UTC members may wear any suitable attire for these activities provided it is not either their everyday wear. Staff need to bear in mind that the need to be comfortable and acting professionally when doing sport, PE or working in the fitness suit. You will need: • Training Shoes • Shorts • Polo shirt • Socks • We do not define colours for these items other than for team sports. You may also wish to wear tracksuits and this is acceptable providing they are activity appropriate.



Leave and Absence Policy







Introduction This policy sets out the UTC’s approach to making decisions about requests for leave of absence in accordance with legal, contractual and moral obligations. This policy covers annual leave, family leave and miscellaneous leave. The policy applies to: • all employees of the UTC, including the principal; The procedure does not apply to: • staff employed by any external contractors • employees of external contractors and providers of services.(Such staff are covered by the relevant procedures of their employing body) PURPOSE SCOPE & PRINCIPLES • Annual leave and occupational sick leave will be in accordance with the relevant conditions of service for teachers and support staff. • Other leave of absence will normally be on an unpaid basis, unless otherwise specified. • All leave allowances should be applied pro rata to an employee’s contracted hours, unless otherwise stated. • The operational needs of the UTC will be paramount and, except in emergency circumstances, adequate notice of a request for leave of absence should be given. • The responsibility for exercising discretion on behalf of the Governing Body is the Principal’s, in accordance with the professional duties defined in the employees contract. • Any dispute or grievance about a request for leave of absence or payment during leave of absence will be dealt with through the UTCs Grievance Procedure. • A principal purpose in setting out this Policy is to ensure that requests are dealt with fairly and consistently. ANNUAL LEAVE ENTITLEMENT FOR EMPLOYEES COVERED BY LOCAL GOVERNMENT TERMS AND CONDITIONS Total leave entitlement is defined in each employees’ contract. This leave will normally be taken during the UTC holidays and must be agreed with the Principal or nominated person in reasonable time, prior to the leave being taken. Only in exceptional circumstances and with the express consent of the Principal, can leave be taken at other times. Support staff may carry forward up to 5 days to the next annual leave year, provided this is done with the Principal’s consent and leave is taken prior to 31st May. Staff will not be permitted to take leave during the term unless express consent from the Principal has been given. If leave is granted, this will be unpaid for term-time only staff. TEACHERS’ WORKING TIME A Teacher employed full-time must be available for work for 205 days in any UTC year or as otherwise detailed in their contract. 200 of those days must be days of which he/she may be required to teach pupils and perform other duties and 5 days must be days on which he/she may only be required to perform other duties. The same applies for a Teacher employed



part-time, except the number of hours he/she must be available for work must be a proportion of full-time hours.











In addition to the hours a teacher is required to be available for work, he/she must work such reasonable additional hours as may be necessary to enable him/her to discharge effectively his/her professional duties. These provisions do not apply to deputy principals, directors of learning, advanced skills teachers or teachers in receipt of an acting allowance for carrying out the duties of a principal, deputy principal or director of learning. ADMINISTRATION AND SUPPORT STAFF WORKING TIME Administrative and Technical staff has their working time and general leave entitlement detailed in their contract of employment. For full time staff this is normally 25 days leave and pro-rata for part time staff. Term time only appointments do not accrue leave entitlement. SPECIAL OCCASIONAL LEAVE OF ABSENCE The UTC’s policy as agreed by the Governing Body is: • Time off for a sick child • Absence for a sick child should be unpaid except in exceptional circumstances where compassionate, Emergency or Exceptional leave may be used (see Other Personal Reasons below). • Compassionate, Emergency or Exceptional Leave o Staff will normally be granted up to 5 days paid leave in compassionate, emergency or exceptional circumstances, such as the death or serious illness of a close relative or equivalent. The leave is to deal with the immediate issues and to sort out long term arrangements if necessary. In some cases a longer period of absence may be approved on an unpaid basis. Other personal reasons Exceptionally, there may be other personal reasons for requesting leave of absence. Examples might be attendance at a child’s graduation ceremony or “once in a lifetime” visit to relatives overseas. Such leave, where granted, will normally be unpaid and subject to adequate notice so that replacement staff can be employed if necessary. Extended leave of absence Requests for longer periods of leave will be considered on an unpaid basis, for example, in the case of a lengthy period of caring for a chronically sick, disabled, or terminally ill, dependent relative. Extended leave can be for up to a year’s duration. Sufficient notice that allows the appointment of a replacement should be given wherever possible. Moving house Up to 2 days paid leave will be granted.











Service with Auxiliary Forces Volunteer members of UK Armed Forces are allowed two weeks paid leave to attend an annual summer camp. Teaching staff are only granted paid leave if the force’s unit cannot arrange exercises during holiday periods. Mobilisation When reservists are needed to fulfil their part of the UK’s defence strategy, they are ‘mobilised’ or ‘called out’ into full time service with the regular forces or military operations. While the reservist is mobilised the UTC does not have to continue to pay them, the Ministry of Defence (MOD) will pay their salary. For further information on mobilisation, please refer to the SaBRE (Supporting Britain’s Reservists and Employers) website: www.sabre.mod.uk Carryover of annual leave The UTC expects all employees to use all their leave entitlement in the leave year. The leave year runs from September to August. No provision is made for carry-over of leave except in exceptional circumstances. These may be agreed by the principal in the following situations: •

To allow extended travel period for overseas visits.

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Religious Festivals Where staff can show that they are bona fide adherents of any organised religion and that they require leave for the purpose of an official holy day, the Governing Body will allow up to 2 days paid leave. Staff taking such leave are asked to make up this time at a later date or if this is not possible any leave granted should be unpaid.

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Sporting Events Up to 18 days paid leave per year may be granted for staff who represent their country in recognised sporting events.

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Attendance at Court Proceedings Jury Service o Staff required to attend for jury service should arrange for the loss of earnings certificate to be forwarded to the UTC’s payroll team. The certificate will be returned to the member of staff completed to show to what extent the salary will be stopped during their absence. The amountwill then be claimed from the court.

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Witness summonses and subpoenas Staff subject to a witness summons or subpoena will be allowed paid time off work to attend court on presentation of the summons / subpoena to the Principal.

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Public Duties UTC employees may be granted up to 18 days per annum paid leave to carry out









the duties of the office of Leader, Mayor, JP or Chairman of Local Authorities. For employees who are School or College Governor’s, up to 3 days per annum will be paid, In addition to this, unpaid leave can be granted for employees carrying out public duties. •

Study/Examination Leave For employees who are sitting examinations relevant to their current post or career, providing the employer is paying the fees, half a day study per examination plus half a day per examination will be paid.

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Trade Union Duties & Activities













For Teachers who are engaged in activities for examining groups, please refer to Time off for Trade Union duties The UTC recognises the legal requirement for employers to allow reasonable time off work for the UTC’s elected representatives of recognised trade unions to carry out their duties.

Duties that warrant time off with pay include: • consultation on terms and conditions of employment or the physical conditions of work; • consultation on recruitment and selection policies, redundancy and dismissal arrangements; • meetings with UTC management or LEA officers on matters of joint concern; • representing a union member at grievance, capability or disciplinary interview; • attendance at relevant training courses organised by the trade union. Bad weather conditions There may be circumstances when the employee is unable to attend work due to bad weather, but the UTC remains open as usual. All reasonable effort should be made to attend work. Alternative arrangements may be agreed with the Principal, e.g. working from home or at a different location. Where this is not possible, non-attendance will normally be treated as unpaid leave, but exceptional circumstances may warrant paid leave. Time off for medical appointments Where possible, UTC employees are expected to make appointments out of UTC time. Where this is not possible, reasonable paid time off will be allowed. Maternity, Paternity, Adoption, Carers Leave & Antenatal Care The details of the UTCs approach to these matters are described in the Maternity, Paternity, Adoption, Carers Leave & Antenatal Care policy







Interviews The Governing Body recognises the increasing tendency for prospective employers to require interviewees to attend for more than one day, especially for School / UTC management posts. There is also a growing tendency to expect prospective candidates to undertake a preliminary visit before the formal interviews. In order to maintain a fair balance between the operational needs of the UTC and to minimise the burden on other staff, and to be fair to employees who will be seeking to further their career, the Governing Body will grant leave of absence for interviews as follows: a) The Principal is empowered to approve up to a maximum of 6 days paid leave of absence for interviews, to cover both formal and informal stages of the process, during any one academic year. b) Further leave of absence for this purpose will normally be agreed and will be on an unpaid basis. c) For support staff any days beyond the initial 6 days could be made up during holiday periods, instead of being on an unpaid basis, provided that their work can be carried out during holiday time. Unauthorised absence If an employee takes leave of absence without the prior consent of the Principal, this may warrant an investigation under the UTC’s Disciplinary procedure. Date Created May 2014 Date approved 4th June 2014 Review date August 31st 2015