QTAD Q&A

Queensland Teachers' Journal, Vol 127 No 6, 12 August 2022, page no. 27

I have long service leave approved for Semester 2. Am I able to change this to sick leave, as I have upcoming surgery?

Yes, in accordance with the Queensland Public Service Sick Leave Directive (https://www.forgov.qld.gov.au/__data/assets/pdf_file/0031/184666/0620-sick-leave.pdf), you can apply for sick leave while on long service leave, subject to the following provisions: 

• the period of illness is more than three working days 
• a medical certificate is provided. 

It should be noted that if you are on long service leave at half-pay, then the sick leave shall also be at half-pay and will be deducted at the rate of two and a half hours for each day. 

I am a contract teacher – what is my entitlement to vacation pay, both mid-year and summer? 

Mid-year vacation periods

Mid-year vacation periods are paid when a contract encompasses both sides of the vacation period (June/July and September). They are also paid when separate contracts are held on each side of the vacation period. Where this occurs but the two contracts are at different fractions, the vacation is paid at the fraction being worked prior to the vacation. Where a contract finishes immediately prior to a mid-year vacation period and no contract is in place after the vacation, a teacher is not entitled to vacation pay. 

Easter vacation period 

As with the other mid-year vacations, where a temporary teacher is engaged either side of the vacation, it should be with pay. However, it is to be noted that the flexible student free days scheduled within the Easter vacation period may be without pay. This will be dependent upon the teacher’s participation in the flexible student free days and twilight sessions in Term 1. The length of the engagement should determine this. Please refer to the QTU’s "Student free days" information brochure. 

Summer vacation period

There are three categories. 
Pro-rata (employees with continuing engagements for the following school year based on 28/33-day vacation): Requires a contract teacher to have been employed for the full school year (with no more than nine days without a contract) and to be reengaged by the beginning of the third week in the following school year. 

Lump sum summer payment (LSSP) (entitlement is based on 20-day summer vacation (pro rata): Paid as a lump sum prior to the Christmas period to temporary teachers who are rostered to work a minimum of 100 days on contract in the school year (with at least 10 of those days being in Term 4) or are employed for all of Semester 2. These teachers may or may not have a contract in place for the following year. 

Formula:
Number of school days paid x 20 (days)   
Actual number of days in school year.             

Teachers who receive the LSSP but are later reengaged in the new school year, and thus become eligible for the full summer vacation payment, will be paid the difference.    

Lump sum on termination payment (LSOT): The cash equivalent of accrued annual leave and annual leave loading based on a notional entitlement of 20 days per annum. It is paid to temporary teachers who are not entitled to pro-rata pay or the lump sum summer payment and is based on their temporary engagement/s during the year. 

Formula:
Number of school days paid x 20 (days)   
Actual number of days in school year.

Vacation periods paid during the school year are subtracted from the accrued annual leave calculated. 

Given the number of scenarios and variations, temporary teacher members are encouraged to contact the QTU to discuss eligibility.