maternity leave form department of education

Human resources

Parental Absence — Teaching Service

• Introduction
• Definitions
• Parental absence
• Leave entitlements
• Leave preceding parental absence
• Resumption of duty
• Keeping in touch days
• Commonwealth Parental Leave Pay scheme
• Casual employment
• Appendix 1 – Leave summary

An employee may be entitled to 1 or more forms of leave as part of a parental absence. A summary of leave available can be found at Appendix 1 .

Maternity leave

An employee is entitled to maternity leave (which may be with or without pay) for a continuous period of 16 weeks commencing from the date the employee commenced the absence or 6 weeks prior to the expected date of birth, whichever is the later.

An employee is eligible for paid maternity leave if the employee has had 26 or more weeks qualifying service within the 52 weeks immediately preceding the commencement of the required absence period. Attendance during any part of the required absence period will not count towards qualifying service. Where the pregnancy of an employee terminates more than 20 weeks before the expected date of birth, other than by the birth of a living child, the employee is not entitled to paid maternity leave. However the employee may be entitled to an unpaid parental absence of 6 months as set out above and may be eligible for personal leave subject to satisfying the personal leave requirements.

Where an employee is permitted to attend for duty during part of the required absence period before the birth of the child any paid maternity leave commences from the first day of absence from duty relating to the impending birth. The period of paid maternity leave can commence no earlier than the beginning of the required absence period.

An application for maternity leave must include a medical certificate that states that the employee is pregnant and the expected date of birth.

An employee may elect to take paid maternity leave on full or half pay or a combination of both. An employee who elects to take some or all of their paid maternity leave on half pay must notify the delegate of this intention in writing prior to commencing leave unless otherwise agreed between the employee and the delegate.

While on maternity leave with pay, an employee will be paid at:

• the time fraction that the employee was working immediately before commencing maternity leave, or
• the time fraction that the employee was working immediately prior to commencing long service leave, if the employee ceases long service leave on half pay immediately before commencing maternity leave

Partner leave

An employee who submits satisfactory evidence that they have accepted responsibility for the care of a child (or children in respect of a multiple birth) will be granted partner leave with pay, at the rate the employee would have received but for the absence on partner leave, for up to 152 hours (20 days in respect of a full time employee) in aggregate to care for the child (or children in respect of a multiple birth) and/or the mother of the child.

Satisfactory evidence includes:

• a medical certificate stating the expected birth date, or
• a medical certificate stating the actual birth date, or
• a certified photocopy of the extract of birth entry

Leave must be taken within the period commencing 1 week before the expected date of birth or the date from which the employee accepts responsibility for the child, and 6 weeks after the actual date of birth or the date from which the employee accepts responsibility for the child. Leave can be taken in separate periods within this time frame. Where the employee is unable to take partner leave during this specified period, they may make an application to the delegate for leave at another time. Where the delegate has a reasonable belief that the employee was unable to take partner leave during the specified period, the delegate may approve the application for leave.

An employee who is eligible for maternity or other paid parental leave is not eligible for partner leave in respect of the same child (or children in respect of a multiple birth).

Other paid parental leave

An employee who:

• is an approved applicant for the adoption of a child, or
• becomes the legal parent of a child (or children, as the case may be) under a surrogacy arrangement, or
• has the daily care and control of a child following the adoption by the employee of a child who is a relative of the employee, or the employee becoming the legal guardian of a child, or
• becomes the primary care giver of a child (or children, as the case may be) in such other circumstances approved by the delegate

is entitled to paid leave for 16 weeks commencing on the date the employee is granted parental responsibility and is the primary caregiver, becomes the legal parent of, or on the date of placement of the child.

An employee is eligible for other paid parental leave if the employee has had 26 or more weeks qualifying service within the 52 weeks immediately preceding the date the employee commences the parental leave.

When 2 employees apply for leave in respect of the placement of the same child, each employee is entitled to leave with pay for 8 weeks commencing on the date of placement of the child or the date the employees become the legal parents of the child (or children in respect of a multiple birth).

Where no legal adoption ensues or no action is taken to register the baby’s birth if required under state or territory law, the employee has no further entitlement to leave.

An employee who is granted parental responsibility for a child under a care order made pursuant to the Children, Youth and Families Act 2005 (Vic) by the Children’s Court or the Family Court, and who is the primary caregiver of the child, is entitled to 2 weeks paid leave at a time agreed with the principal. For the avoidance of doubt, an employee is only entitled to this period of leave once in relation to a particular child.

An application for other paid parental leave should include satisfactory evidence that confirms the date of placement of the child or children in the employee’s care. This may include:

• a statement or record from an adoption agency
• a statement or record from a relevant government authority confirming that the child is in the employee’s care
• Court Orders.

An employee may be asked to submit additional documentation or evidence upon request from the employer to assess their application for other paid parental leave.

An employee may elect to take other paid parental leave on full or half pay or a combination of both. An employee who elects to take some or all of their paid parental leave on half pay must notify the delegate of this intention in writing prior to commencing leave unless otherwise agreed between the employee and the delegate.

Long service leave

An employee may access some or all of their long service leave entitlements during a period of unpaid parental absence. Any period of long service leave granted during a parental absence will extend the maximum period of parental absence available, but not beyond the 7th birthday of the child for whom the absence has been granted or the 16th birthday in the case of an adopted child.

Where the employee seeks to resume duty at the end of the long service leave, the employee must apply to the principal to resume duty from unpaid parental absence on the proposed commencement date of the long service leave, giving the school the required period of notice of resumption from unpaid parental absence.

Where the employee does not intend to resume duty at the end of the long service leave, the long service leave application should state this and the leave may commence at any time. An employee who does not intend to resume duty after the period of long service leave, is not entitled to pay during the school vacation period following the long service leave.

Where approval is given for resumption of duty from unpaid parental absence and the long service leave is granted, the employee, other than an education support class employee, is entitled to receive pay for the school vacation period immediately following the period of long service leave.

Annual leave and additional paid leave

An education support class employee may, in lieu of the whole or part of their unpaid parental absence, use some or all of any annual leave or additional paid leave to which the employee is entitled.

Paid parental leave and workers’ compensation leave

An employee who is eligible for paid maternity, other paid parental leave or partner leave and is in receipt of workers’ compensation payments, is entitled to leave with pay less the amount paid by way of weekly compensation under the Workplace Injury Rehabilitation and Compensation Act 2013 and has no further entitlement to leave during the maternity, other paid parental leave or partner leave period.

Family leave without pay

Employees have access to up to 7 years’ family leave without pay, less any other period of leave for parental purposes (other than long service leave). Family leave without pay does not count as service for any purpose but does not break the continuity of an employee's service.

Reviewed 18 November 2022

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Leaves of absence

Paid parental leave.

Eligible UFT-represented employees of the DOE or New York City may take up to six weeks of paid leave following the birth, adoption or foster care placement of a child.

Sabbatical leave

Sabbaticals are available to teachers to enhance their teaching skills, restore their health or achieve state certification in a shortage area.

Any regularly appointed teacher may apply for a leave of absence. Leaves of absence with partial pay include military leaves and sabbatical leaves for study and for restoration of health.

There are also leaves of absence without pay available for those who meet specific criteria and require time for the adjustment of personal affairs. Any situation requiring your full-time attention, such as child care, taking care of a sick family member or your own illness, would apply.

Other types of leaves

• Family Medical Leave Act (FMLA) Regularly appointed employees and regular substitutes, if eligible, may apply for a leave under the federal Family Medical Leave Act (FMLA). The FMLA provides up to 12 weeks of health benefits, beginning on the first day of maternity or childcare leave (even if CAR days have been exhausted). All other FMLA leaves are unpaid, and include care of a child under age 1, adoption, the start of foster care, caring for an ill family member or treating a serious personal health condition, among others. You are eligible if you have worked at least 12 full months prior to the first day of your leave (the months need not be consecutive) and for 1,250 hours (equivalent to one school year under DOE regulations) over the previous 12 months. The leave can be intermittent or can be a reduced work schedule, for example for medical treatments. Per the 2023 contract, the DOE will now provide guidance on how staff may apply for a Family and Medical Leave Act (FMLA) intermittent leave at the school-level and submit medical documentation in a confidential manner. This change reflects the needs of employees who need to take off regular, but not continuous, time to receive fertility treatments.
• Leave of absence without pay for restoration of health Medical circumstances could lead you to apply for a “leave of absence without pay for restoration of health.” Maternity leave is considered a restoration of health leave. However, this type of leave may also be used for treatment of and recuperation from a serious illness. In the case of a serious illness, once you have exhausted your sick bank, your borrowed days (optional) and have been carried on payroll for a calendar month without pay, you must apply for a leave without pay for restoration of health. You must apply on SOLAS and submit medical documentation verifying the information. If your application for a medical leave is denied, medical arbitration may be appropriate. 
• Child care leave Child care leave may be used by either parent but not both. This leave normally begins six weeks after the birth of the baby (but may begin eight weeks after for C section births) and can last up to four years from the September term following the baby’s birthday. A child care leave for an adoptive parent ends at the same time.

There are other leaves without pay that an appointed pedagogue may be granted, such as for teaching at CUNY or SUNY, service in the Peace Corps, or acceptance of a supervisory or teaching position in a foreign country. Please contact the UFT at 212-331-6311 if you need information on other types of leaves.

• FAQs on Leaves of Absence
• The  Health and Cancer Helpline  assists UFT members with understanding their medical leave options, their rights to take a leave and determining the type of leave appropriate for their situation. 

Online leave applications

Non-supervisory educators including teachers, guidance counselors, school secretaries, social workers and psychologists are now required to use the Self-Service Online Leave Application System (SOLAS) to apply for maternity leaves, restoration of health leaves, health sabbatical leaves and non-medical leaves. Your school's designated leave secretary also now has access to SOLAS to verify timekeeping. For more information, see the DOE’s SOLAS FAQ .

Other forms

• Request for Leave under the Family and Medical Leave Act ( FMLA ) Both pedagogues and administrative staff must provide acceptable certification by a physician or other health care provider for their own serious health condition or the serious health condition of a covered family member within fifteen (15) calendar days of the request for leave, where practicable. Please see Personnel Memorandum No. 54, 1995-1996 for further information.
• EB 1054: Health Benefits Report/Inquiry Payroll secretaries will no longer be required to submit 1054 forms for employees on the administrative and pedagogical payrolls if the 1054 is for a job-related event, such as a SLOAC or FMLA leave. However, this form is still required for paraprofessionals.
• OP 40: Application for Retirement Leave of Absence (Terminal Leave) Pedagogues and paraprofessionals must use this form to apply for a retirement leave of absence. For every two days in the employee’s sick bank, one day of terminal leave is granted. The form must be filed 30 days in advance of the leave. The leave can only cover up to one term and cannot extend from one school term to another. See page 2 for guidelines. In order to go on a terminal leave, paraprofessionals must be members of the Teachers' Retirement System.
• OP 198: Application for Excuse of Absence for Personal Illness (Sick Leave) This form is used by all pedagogues to apply for medical certification for an absence of up to 20 consecutive school days, for requests to borrow sick days and for excuse of absence due to children’s diseases. Rules and instructions are on Page 2.
• OP 255: Resumption of Service Report Upon an employee’s return from a leave of absence without pay, the payroll secretary must submit an OP 255 form to the Bureau of Salary Differentials and Status.
• PD 6: Application for Leave of Absence for Health Reasons  (for administrative employees) Administrative staff may apply for a medical leave for Administrative Employees. Administrative staff may apply for a medical leave of absence without pay only when they have exhausted all sick leave and/or annual leave days. This application must be completed, signed and submitted to HR Connect for approval. Documentation and/or statement of particulars must be submitted with the form.
• OP160.E1 - Material Change and Extenuating Circumstances Exception Form Members currently on a leave may use this form to request an extenuating circumstance for missing the deadline to submit your intention for the next school year or to modify your intention due to a material change.

DOE policy documents

• DOE Memo: Continuation of Extended Rights and Benefits for Military Leave This memo, dated Dec. 13, 2002, details the Department of Education's policy regarding the city's Extended Military Benefits Package.
• Heads of Bureau Circular No. 11: Maternity Leave and Child Care Leaves Regulations governing leaves of absence for maternity and/or child care for administrative (non-pedagogical) staff. Page 1 of this document is Heads of Bureau Circular #15, 1975-1976, which amends a section of Circular #11.
• Personnel Memorandum #54, 1995-1996: Family and Medical Leave Act The purpose of this memorandum is to describe the benefits and eligibility requirements of the Family and Medical Leave Act (FMLA).

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{{item.title}}, my essentials, ask for help, contact edconnect, directory a to z, how to guides, roles and locations, adoption, maternity and parental leave.

To determine the correct employee entitlements to paid parental leave (PPL), the Teachers Handbook must be read in conjunction with the information on the dedicated PPL page . The PPL page includes detailed information about a range of leave enhancements available to eligible employees including:

• 14 weeks PPL for both parents;
• 2 weeks additional Bonus PPL;
• 5 days paid leave in the event of a miscarriage;
• Paid special pre-term parental leave where the birth occurs before 37 weeks; and
• 5 days paid special fertility treatment leave.

4.2.1 General

This section should be read in conjunction with the following determinations made under the Teaching Service Act , 1980:

• Determination 7 of 2016 - Maternity Leave
• Determination 8 of 2016 - Parental Leave
• Determination 9 of 2016 - Adoption Leave
• Determination 5 of 2006 - Casual School Teachers - Adoption, Bereavement, Maternity, Parental and Personal Carer's Entitlements

and the following determination made under the Government Sector Employment Act 2013:

Section 52 (1) Determination No 1 of 2018 – Parental Leave for employees in relation to Altruistic Surrogacy and Permanent Out of Home Care Arrangements

Casual teachers may also access unpaid Parental Leave under the Industrial Relations Act 1996 .

In addition to the entitlements provided in this chapter, teachers may also access benefits under the Commonwealth Paid Parental Leave Scheme .

4.2.2 Definitions

“Anticipated date of birth” means a date specified by a medical practitioner to be the date on which the medical practitioner expects the teacher to give birth.

“Birth” shall include stillbirth except where otherwise stated.

“Continuous service” includes:

• all periods of paid leave, previous adoption, parental and maternity leave without pay, sick leave without pay, school vacations, public holidays and up to a total of five days leave without pay;
• all periods of maternity leave taken not more than 9 weeks prior to the anticipated date of birth;
• full time and part time temporary teaching service and full time casual teaching service; and,
• previous service with the Department, or another government department which merges with employment as a teacher.

In regards to temporary teachers, continuous service will also include:

• paid school vacations;
• unpaid school vacations that occur during a temporary engagement;
• unpaid school vacations that occur between engagements where there are temporary engagements abutting the beginning and the end of the vacation;
• the four week period prior to the anticipated date of birth regardless of whether a temporary engagement exists during this period or not.

While not included in the 40 weeks service, continuity of service will not be broken by:

• an absence of up to 21 calendar days at the beginning of the school year for temporary or casual teachers who were in service at the end of the preceding school year and are available for employment; or
• the period between early cessation of a temporary engagement and the end date of the original temporary engagement.

“Primary caregiver” means the person who assumes the principal role of providing care and attention to the child. This role may be undertaken by the other partner should a change in circumstances arises.

4.2.3 Adoption, maternity and altruistic surrogacy leave

4.2.3.1 entitlement and payment.

a) The paid and/or unpaid adoption, maternity and altruistic surrogacy leave entitlements of eligible teachers are outlined in the table below:

*Temporary teachers may only access paid and/or unpaid adoption leave, maternity or altruistic surrogacy leave within a period of a temporary engagement. If the temporary engagement ceases during paid maternity leave, the remaining portion of the paid maternity leave will be paid as a gratuity.

4.2.4 Adoption leave

4.2.4.1 conditions.

The following conditions apply in relation to adoption leave entitlements:

i) For the purpose of meeting the service requirements for paid adoption leave, the time of taking custody is on the receipt of an adoption order effected by the Supreme Court in accordance with the Adoption Act 2000.

ii) Where both parents of the adopted child are employees of the Department only one parent (the primary caregiver) is eligible for adoption leave. The other parent may be eligible for parental leave (see Sections 4.2.7 for details).

iii) A permanent teacher may extend the period of unpaid adoption leave until the end of a school term for the purpose of aligning the teacher’s return to work from unpaid adoption leave with the start of a following school term. This provision also applies to temporary teachers as long as the amended leave date is within the period of the temporary teacher engagement.

iv) During the period of paid adoption leave teachers will receive all allowances for which they are eligible except higher duties allowance and locality allowance.

v) Where the period of paid adoption leave includes a school vacation, the adoption leave will be broken around the vacation period. This means that the adoption leave will cease at the commencement of a vacation period and the teacher will be paid their vacation accrual. Debiting of the teacher’s adoption leave entitlement will recommence after the vacation period and will continue until the teacher has been paid the total of 14 weeks full pay (or 28 weeks half pay) adoption leave.

vi) When adoption leave is taken at full pay, other leave types (such as sick leave) will accrue at full pay. Adoption leave taken at full pay will also accrue full vacation pay.

vii) When adoption leave is taken at half pay, other leave types will accrue at half pay. Adoption leave taken at half pay will also only accrue vacation pay at half the normal rate.

viii) When unpaid adoption leave is taken, other leave types will not accrue. The exception to this is where a teacher has completed at least 10 years paid service and the unpaid adoption leave is less than 6 months, then extended leave will continue to accrue. Unpaid adoption leave will accrue no vacation payment.

4.2.4.2 Other leave

Subject to an entitlement existing, a teacher may apply for family and community service leave, extended leave or leave without pay to attend to the domestic, travel and residential arrangements associated with taking custody of the child. Such leave may be taken prior to the commencement of the adoption leave.

4.2.5 Maternity leave

4.2.5.1 conditions.

The following conditions apply in relation to maternity leave entitlements:

i) Maternity leave is only available to eligible female teachers. Where the other parent is also an employee of the Department of Education, they may be eligible for parental leave (see Section 4.2.7).

ii) A permanent teacher may extend the period of unpaid maternity leave until the end of a school term for the purpose of aligning the teacher’s return to work from unpaid maternity leave with the start of the following school term. This provision also applies to temporary teachers as long as the amended leave date is within the period of the temporary teacher engagement.

iii) During the period of paid maternity leave teachers will receive all allowances, except higher duties allowance and locality allowance, to which they are eligible.

iv) A teacher who is pregnant may take maternity leave for a period of up to 9 weeks prior to the anticipated date of birth. The 9 weeks is in addition to the 12 months of maternity leave to which the teacher is entitled.

v) When a temporary teacher’s engagement ends within the 9 week period prior to the anticipated date of birth, any maternity leave payment made during that period will cease upon the ending of the temporary engagement.

vi) Teachers may apply to take unpaid maternity leave earlier than 9 weeks prior to the anticipated date of birth. Such applications may be approved on a case by case basis. This section should be read with Section 4.2.9.8(d).

vii) Maternity leave will commence no later than the anticipated date of birth. Where the date of birth falls within a vacation period maternity leave will commence from the first day of the new school term. This section should be read with Section 4.2.5.9.

viii) Where the period of paid maternity leave includes a school vacation, the maternity leave will be broken around the vacation period. This means that the maternity leave will cease at the commencement of a vacation period and the teacher will be paid their vacation accrual. Debiting of the teacher’s maternity leave will recommence after the vacation period and will continue until the teacher has been paid the total of 14 weeks full pay (or 28 weeks half pay).

ix) When maternity leave is taken at full pay, other leave types (such as sick leave) will accrue at full pay. Maternity leave taken at full pay will also accrue full pay vacations.

x) When maternity leave is taken at half pay, other leave types will accrue at half pay. Maternity leave taken at half pay will also only accrue vacation pay at half the usual rate.

xi) When unpaid maternity leave is taken, other leave types will not accrue. The exception to this is where a teacher has completed at least 10 years paid service and the unpaid maternity leave is less than 6 months, then extended leave will continue to accrue. Unpaid maternity leave will accrue no vacation payment.

xii) Maternity leave is also available to a female teacher who is acting as a surrogate (the birth mother) and who has entered into a surrogacy arrangement in accordance with the provisions of the NSW Surrogacy Act 2010.

4.2.5.2 Transfer to a safe job

Where a teacher’s present work is, specifically because of pregnancy or breastfeeding , a risk to her health and safety or to that of her unborn child:

a) the teacher’s working conditions or hours of work are to be temporarily adjusted to avoid exposure to the risk; or

b) where the above adjustment is not possible or cannot reasonably be made, the teacher is to be temporarily transferred to other appropriate work that will avoid exposure to the risk and is, as nearly as possible, comparable in status and pay to that of her present work; or

c) where the above transfer is not possible or cannot reasonably be made, the teacher is to be granted:

i) unpaid maternity leave for as long as a medical practitioner certifies it to be necessary to avoid exposure to the risk. This applies regardless of whether the teacher has exhausted her unpaid maternity leave entitlement under Section 4.2.3.1; or

ii) paid sick leave as the teacher is entitled to, and for as long as a medical practitioner certifies to be necessary to avoid exposure to the risk.

Teachers seeking to access this entitlement must provide a medical certificate specifying the nature of the risk and the modifications required to control this risk.

4.2.5.3 Miscarriage

Where a teacher suffers a miscarriage she will be granted sick leave or unpaid maternity leave for as long as a medical practitioner certifies to be necessary.

4.2.5.4 Stillbirth

Where a teacher gives birth to a still born child she shall have the option of taking paid or unpaid sick leave or paid or unpaid maternity leave subject to an entitlement existing. In the case of a stillbirth, a teacher will not be eligible to request the additional options provided in section 4.2.9.3.

4.2.5.5 Premature birth

Where a teacher gives birth prior to the anticipated date of birth, maternity leave will commence on the actual date of birth if maternity leave has not already commenced. Where a teacher gives birth during the vacation period and maternity leave has not commenced, maternity leave will commence on the first day of the next school term. Where the maternity leave has already commenced the leave terms will not be varied.

4.2.5.6 Notification of birth

As soon as feasible after the birth, a teacher should send a copy of the child’s birth certificate to the Department. A teacher may elect to provide an extract of the birth certificate indicating the details of the mother and child only.

4.2.5.7 Other leave in conjunction with maternity leave

a) A teacher may use available sick leave with pay, sick leave without pay, family and community service leave or extended leave if, because of a complication associated with the pregnancy, including a history of miscarriage or other illnesses the teacher is unable to continue to work. An application made under this section must be supported with a medical certificate and will not affect right of return. (See Section 4.2.9.8)

b) Sick leave to credit may be granted until the anticipated date of birth on which date maternity leave will commence.

4.2.5.8 Absent on other leave

If a teacher is absent on leave without pay and applies for maternity leave but does not resume duty, paid maternity leave may granted as follows:

• If the anticipated date of birth is within 40 weeks of the commencement of the full time leave without pay, maternity leave is paid at the substantive full time equivalent that applied immediately prior to taking leave.
• If the anticipated date of birth is more than 40 weeks after the commencement of full time leave without pay the maternity leave is unpaid.
• If the anticipated date of birth is more than 40 weeks after the commencement of part time leave without pay the maternity leave will be paid at the part time rate.

If a teacher is on leave without pay for personal reasons and the anticipated date of birth is to occur prior to the expiry date of the leave, then from the date the teacher advises of her pregnancy, the remainder of the approved leave without pay or a period of 12 months, whichever is less, will not be debited against a teacher’s total entitlement for leave without pay for personal reasons.

4.2.5.9 Subsequent pregnancy while on maternity leave

Where a female staff member becomes pregnant whilst on maternity leave, a further period of maternity leave shall be granted if requested. Whether leave will be paid or unpaid will depend on the completion of the 40 weeks qualifying period (see sections 4.2.3.1 and 4.2.9.4)

If the female staff member enters on the second period of maternity leave during the currency of the initial period of maternity leave, then any residual maternity leave from that initial entitlement ceases. In this instance, the right of return is retained for another 24 months from the date of birth – see section 4.2.9.8.

4.2.5.10 Maternity payment for casual teachers

a) Eligibility

• Casual teachers who become pregnant and have completed at least 40 weeks continuous service prior to the anticipated date of birth of the child may qualify for a maternity payment.

b) Service requirements

• The 40 weeks’ continuous service includes the following:

- All periods of paid leave

- Unpaid adoption, maternity and parental leave

- Unpaid sick leave

- School vacations and public holidays

- Up to five days leave without pay

- Full time and part time permanent and temporary service

- Full time casual service

• The following periods are not counted towards the 40 weeks continuous service but they do not break the continuity of service:

- Any absence from duty for a period, or periods of leave without pay, which exceeds a total accumulated period of five days.

- An absence of a casual teacher from full time service at the beginning of the school year, who was in full time employment at the end of the preceding school year, and although available for full time employment, is not employed on a full time basis before the 21 st calendar day of the school year.

- A casual teacher who is not employed for a period of up to four weeks prior to the anticipated date of birth will have this period deemed as continuous service for the purpose of eligibility for maternity payments.

• Eligible casual teachers will receive a maternity payment equivalent to 14 weeks’ pay at the same rate of the final week of service prior to ceasing duty for maternity purposes.
• Casual teachers who qualify for payment in lieu of maternity leave will be paid in a lump sum.

d) Right of return to former position

• A casual teacher does not have a right of return to any position previously occupied.

4.2.6 Altruistic surrogacy leave

Altruistic surrogacy leave is available to teachers who are able to demonstrate they are the parent of a child as follows:

• Intended parent(s) are to notify the Department at least four (4) months before the expected birth and provide a copy of the pre-conception surrogacy agreement, as provided for under the Surrogacy Act 2010 (redacted as necessary to protect the privacy of non-employees);
• At the time of assuming the role of primary or secondary carer the teacher is to provide a statutory declaration advising that they are now the primary or secondary carer of the child and intend to make application for a parentage order as required under the Surrogacy Act 2010 ;
• A copy of the parentage order application (redacted as necessary) is provided as soon as practicable after it is lodged; and
• A copy of the parentage order (redacted as necessary) is provided as soon as practicable after it is granted.

4.2.6.1 Conditions

The following conditions apply in relation to altruistic surrogacy leave entitlements:

i. Where both parents of the child are employees of the Department only one parent (the primary caregiver) is eligible for altruistic surrogacy leave. The other parent may be eligible for parental leave (see Sections 4.2.7 for details). A permanent teacher may extend the period of unpaid altruistic surrogacy leave until the end of a school term for the purpose of aligning the teacher’s return to work from unpaid altruistic surrogacy leave with the start of the following school term. This provision also applies to temporary teachers as long as the amended leave date is within the period of the temporary teacher engagement.

ii. During the period of paid altruistic surrogacy leave teachers will receive all allowances for which they are eligible except higher duties allowance and locality allowance.

iii. Where the period of paid altruistic surrogacy leave includes a school vacation, the altruistic surrogacy leave will be broken around the vacation period. This means that the altruistic surrogacy leave will cease at the commencement of a vacation period and the teacher will be paid their vacation accrual. Debiting of the teacher’s altruistic surrogacy leave will recommence after the vacation period and will continue until the teacher has been paid the total of 14 weeks full pay (or 28 weeks half pay) altruistic surrogacy leave.

iv. When altruistic surrogacy leave is taken at full pay, other leave types (such as sick leave) will accrue at full pay. Altruistic surrogacy leave taken at full pay will also accrue full vacations pay.

v. When altruistic surrogacy leave is taken at half pay, other leave types will accrue at half pay. Altruistic surrogacy leave taken at half pay will also only accrue vacation pay at half the usual rate.

vi. When unpaid altruistic surrogacy leave is taken, other leave types will not accrue. The exception to this is where a teacher has completed at least 10 years paid service and the unpaid altruistic surrogacy leave is less than 6 months, then extended leave will continue to accrue. Unpaid altruistic surrogacy leave will accrue no vacation payment.

4.2.6.2 Other Leave

Subject to an entitlement existing, a teacher may apply for family and community service leave, extended leave or leave without pay to attend to the domestic, travel and residential arrangements associated with taking custody of the child. Such leave may be taken prior to the commencement of the altruistic surrogacy leave.

4.2.7 Parental leave

4.2.7.1 entitlement and payment.

a) The paid and/or unpaid parental leave entitlements of eligible teachers are outlined in the table below. See Section 4.2.8 for Permanent out of home care placements.

b) The following conditions apply in relation to parental leave entitlements:

i) A permanent teacher may extend the period of unpaid parental leave until the end of a school term for the purpose of aligning the teacher’s return to work from unpaid parental leave with the start of the following school term. This provision also applies to temporary teachers as long as the amended leave date is within the period of the temporary teacher engagement.

ii) During the period of paid parental leave teachers will receive all allowances to which they are eligible, except higher duties allowance and locality allowances.

iii) Where the period of paid parental leave includes a school vacation, the paid parental leave will be broken around the vacation period. This means that the paid parental leave will cease at the commencement of a vacation period and the teacher will be paid their vacation accrual. Debiting of the teacher’s paid parental leave will recommence after the vacation period and will continue until the teacher has been paid the total of 1 week full pay (or 2 weeks half pay) paid parental leave.

iv) When paid parental leave is taken at full pay, other leave types (such as sick leave) will accrue at full pay. Parental leave taken at full pay will also accrue full vacation pay.

v) When paid parental leave is taken at half pay, other leave types will accrue at half pay. Paid parental leave taken at half pay will also only accrue vacation pay at half the normal rate.

vi) Parental leave may not be taken earlier than the actual date of birth or in the case of adoption or permanent out of home care placements, the date of taking custody of the child.

vii) Unpaid parental leave applied for but not commenced will be cancelled in cases of miscarriage or stillbirth. A teacher may use available FACS leave, extended leave or leave without pay in these circumstances.

4.2.8 Permanent out of home care placements

Permanent out of home care placements provide children who cannot safely live with their parents with a stable and secure placement that promotes their safety, wellness and wellbeing. These placements can include foster care and kinship arrangements. Typically the child is placed with an individual(s) who has been deemed to be their permanent carer, with a view to adoption. It must be noted that although it is likely that adoption of the child will occur at some point in time, adoption leave is not available to a teacher until such time as an adoption order has been granted by the Supreme Court.

The provisions for permanent out of home care placements are the same as the unpaid parental leave provisions, including the right to request provisions. There is, however, no entitlement to the one (1) week full pay or two (2) weeks half pay paid parental leave when entering into a permanent out of home care arrangement.

4.2.8.1 Entitlement

a) The unpaid parental leave entitlements relating to permanent out of home care placements are outlined in the table below:

b) The following conditions apply in relation to the above entitlements:

i. A permanent teacher may extend the period of unpaid parental leave until the end of a school term for the purpose of aligning the teacher’s return to work from unpaid parental leave with the start of the following school term. This provision also applies to temporary teachers as long as the amended leave date is within the period of the temporary teacher engagement.

ii. Unpaid parental leave may not be taken earlier than when the teacher receives a permanent placement order.

iii. In the event that a teacher and their partner, who is also a teacher, are both named on the permanent placement order, only one teacher can access unpaid parental leave at any one time.

4.2.9 General conditions

The provisions below apply to adoption, maternity, altruistic surrogacy, parental leave and permanent out of home care placements, except as otherwise provided.

4.2.9.1 Departmental responsibilities

a) On becoming aware that a teacher or the teacher’s spouse or partner is pregnant, is entering into an altruistic surrogacy arrangement, is entering into a permanent out of home care placement or that a teacher is adopting a child, the teacher’s principal is to advise the teacher to contact EDConnect HR Shared Services for advice on possible entitlements and obligations under these procedures (including the return to work provisions in Section 4.2.9.8)

b) Discrimination

No teacher can be discriminated against because:

• the teacher or the teacher’s spouse or partner is pregnant or has given birth to a child; or
• the teacher or the teacher’s spouse or partner has applied to adopt a child or has adopted a child; or
• the teacher or the teacher’s spouse or partner has entered into an altruistic surrogacy arrangement; or
• the teacher or the teacher’s spouse or partner has applied to be a permanent out of home carer or has been declared to be a permanent out of home carer; or
• the teacher has applied for, or is absent, on adoption leave, maternity leave, altruistic surrogacy leave or parental leave.

c) Communication while on leave

Where a teacher is on adoption, maternity, altruistic surrogacy or parental leave and a definite decision has been made to introduce significant change at the workplace (for example a workplace restructure), the Department shall take reasonable steps to:

• make information available in relation to any significant effect the change will have on the status or responsibility level of the position the teacher held before commencing leave; and
• provide an opportunity for the teacher to discuss any significant effect the change will have on the status or responsibility level of the position the teacher held before commencing leave.

Generally, communication for school based staff will be facilitated by school principals.

4.2.9.2 Teachers’ responsibilities

a) Application for leave

At least one month (excluding school vacations) prior to the proposed first day of leave, a teacher who is intending to take adoption, maternity, altruistic surrogacy or parental leave must submit to the principal or their nominee:

i) an application via the Department’s SAP employee self service for the full period of all paid and unpaid leave to be taken;

ii) a medical certificate which includes anticipated date of birth or, documentation from the relevant authority indicating the expected date of taking custody; and

iii) where the application includes a period of paid leave and unpaid leave the teacher must specify dates of leave required at full pay, half pay and no pay, along with any other leave (eg extended leave) to be taken in conjunction with maternity or related leave via a single leave request.

iv) Where a teacher wishes to receive their paid leave as a lump sum payment in advance, a separate request for a lump sum payment must be made to EDConnect HR Shared Services after the leave request has been approved. Requests can be made by contacting EDConnect by phone or via an online query.

NB: While one month’s notice is the minimum, up to three months’ notice is advisable particularly where lump sum payment in advance is requested.

v) A teacher may wish to request additional maternity leave under section 4.2.9.3 at the time of applying for maternity leave.

b) Variation of leave

i) A teacher may vary the intended period of leave any number of times before it commences.

ii) After leave commences the period of leave may be varied once without prior approval and on any number of subsequent occasions with approval. However resumption of duty must then coincide with the commencement of a school term. In all cases, a teacher must provide at least four weeks’ notice during term time by submitting an amended leave request to the principal or their nominee.

iii) Subject to approval, a teacher who has returned to duty after leave, may, provided the teacher has a balance of adoption, maternity, altruistic surrogacy or parental leave to credit, apply to revert to full time or part time adoption, maternity, altruistic surrogacy or parental leave.

i) A teacher must take all reasonable steps to inform the Department about any significant matter that will affect the teacher’s decision regarding the duration of leave to be taken, whether the teacher intends to return to work and whether the teacher intends to request to return to work on a part time basis.

ii) A teacher shall also notify the Department of changes of address or other contact details which might affect the Department’s ability to comply with Section 4.2.9.1(c).

d) Resumption of duty

One month during term time prior to the date on which a teacher is due to resume duty, they must either confirm in writing that they will be resuming duty, or apply for an extension of leave, or if resigning, submit notice of separation.

4.2.9.3 Right to request

The following provisions are in addition to the basic entitlement provided in sections 4.2.3.1 and 4.2.7.1. They apply to permanent or temporary teachers who take or who are on adoption, maternity, altruistic surrogacy or parental leave. For temporary teachers, these options are only available during a temporary engagement. At the expiration of a temporary engagement future part time work arrangements will require separate negotiations with the principal.

a) A teacher entitled to adoption, maternity, altruistic surrogacy or parental leave may request the Department to allow the teacher:

i) to extend the period of simultaneous maternity, altruistic surrogacy and adoption leave use up to a maximum of eight weeks (To be read in conjunction with Determination No.8 of 2016 Parental Leave );

ii) to extend the period of unpaid adoption, maternity, altruistic surrogacy or parental leave for a further continuous period of leave not exceeding 12 months;

iii) to return from a period of adoption, maternity, altruistic surrogacy or parental leave on a part-time basis until the child reaches school age;

to assist the teacher in reconciling work and parental responsibilities.

b) The Department shall consider the request having regard to the teacher’s circumstances and, provided the request is genuinely based on the teacher’s parental responsibilities, may only refuse the request on reasonable grounds related to the effect on the workplace or the Department’s business. Such grounds might include cost, lack of adequate replacement staff, loss of efficiency and the impact on customer service.

c) Where a teacher wishes to make a request under this section, such a request must be made as soon as possible but no less than 7 weeks prior to the date upon which the teacher is due to return to work from leave. Teachers are encouraged to apply for access to all entitlements under this section at the time of making their original application for adoption, maternity, altruistic surrogacy or parental leave.

d) The teacher’s request should be submitted via the Department’s SAP employee self service. In certain circumstances teachers may be asked to provide details supporting their request under this provision. In such cases, the teacher’s request and the Department’s decision under this section must be recorded in writing.

e) Where a teacher has resumed duty after a period of leave, an application may be made under this section and will be subject to consideration on a case by case basis.

4.2.9.4 Determining payments

a) Subject to 4.2.9.4(b), eligible permanent and temporary teachers are paid their normal salary during paid adoption, maternity, altruistic surrogacy and parental leave.

b) Subject to the completion of 40 weeks of continuous service:

i) During the period of 24 months from the date of birth of a child, a pregnant teacher can access further paid maternity leave at their substantive pre pregnancy rate regardless of whether they are currently on full time or part time leave.

If maternity leave is extended beyond two years to the end of the next term the above provision still applies.

If a teacher takes a new period of maternity leave (ie: for a subsequent pregnancy) the right of return period starts again.

ii) Under section 2.1.3 of Determination No.7 of 2016 Maternity Leave, teachers can access maternity leave earlier than nine weeks prior to the anticipated date of birth.

iii) A pregnant teacher can access further paid maternity leave without having to return to duty even if the anticipated date of birth is outside the maternity leave.

iv) Where a teacher has taken 24 months of maternity or adoption leave, then proceeds on full time maternity leave without pay for a subsequent pregnancy or adoption during this period following the 24 months of maternity or adoption leave:

• if the anticipated date of birth of the child or the date of taking custody falls in the period up to and including 40 weeks, following the conclusion of the initial maternity or adoption leave the subsequent maternity or adoption leave is paid at the teacher’s substantive FTE immediately prior to taking leave;
• if the anticipated date of birth of the child or the date of taking custody falls outside 40 weeks following the conclusion of the initial maternity or adoption leave the subsequent maternity or adoption leave will be unpaid.

v) Where a teacher has taken maternity leave, then accesses their right to request a return to work on a part time basis (until the child reaches school age), for any subsequent maternity leave, the teacher is always paid at their substantive FTE immediately prior to taking the leave regardless of the duration of the part time work.

4.2.9.5 Accessing other forms of leave

a) Eligible teachers may combine adoption, maternity, altruistic surrogacy or parental leave with extended leave.

b) Teachers may not access other forms of leave during periods of full time adoption, maternity, altruistic surrogacy or parental leave.

c) See also Sections 4.2.5.3 (Miscarriage), 4.2.5.4 (Stillbirth), 4.2.5.5 (Premature Birth) and 4.2.5.7 (Other Leave in Conjunction with Maternity Leave).

4.2.9.6 Pre-natal Classes

Leave without pay or extended leave to credit may be granted to attend pre-natal classes. In exceptional circumstances, where classes are not available outside school hours, available family and community service leave may be granted.

4.2.9.7 Casual or temporary teaching while on leave

a) The provisions of section 4.11.4 –Teaching with the Department on Leave Without Pay and 4.11.5 – Other Employment while on Leave Without Pay shall apply to teachers seeking to undertake teaching while on unpaid adoption, maternity, altruistic surrogacy or parental leave.

b) Teachers on paid leave (full or half pay) are not eligible to work in any capacity.

4.2.9.8 Right of return

a) A permanent teacher’s right of return to their substantive position is retained if they resume duty 24 months (or earlier) after the actual date of birth of the child, or in the case of adoption and parental leave if the total period of adoption/parental leave and any other leave is 24 months or less.

b) If the end of the 24 month period falls during a school term, adoption, maternity, altruistic surrogacy or parental leave and any subsequent leave may be extended to the end of the next student vacation and right of return to the substantive position is retained. This provision does not apply to non school based teaching service staff, except when the staff member is returning to a school based position. E.g. A non school based teaching service staff member takes 24 months maternity leave and is due to return to their role in November. The staff member is due to finish their non school based appointment and return to their school based position from the beginning of term one. The teacher may extend their maternity to the end of the term 4 vacation period, rather than resuming their non school based role from November to January.

c) If a teacher takes a new period of maternity leave (i.e: for a subsequent pregnancy) the right of return period starts again.

d) An application to take maternity leave earlier than 9 weeks prior to the anticipated date of birth will not extend the right of return. A teacher applying to take such leave will retain a right of return to her substantive position for a total period of 24 months and 9 weeks from the date her maternity leave commences.

4.2.9.9 Superannuation

A teacher accessing the basic or additional adoption, maternity, altruistic surrogacy or parental leave entitlements, whether paid or unpaid, is not required to meet any payment of the employer’s superannuation contributions to any NSW government superannuation fund. The employer will continue to meet any payment of the employer’s superannuation contributions where applicable.

There are various options available for employee contributions while on part time maternity leave. Employees should contact their superannuation fund to discuss further. Should an employee wish to vary their own contributions they are advised to contact EDConnect prior to the commencement of the leave period

4.2.9.10 Part time adoption, maternity or parental leave

All teachers who are eligible for adoption, maternity, altruistic surrogacy or parental leave may take leave on a part time basis.

b) Application and Variation of Leave

i) An application for part time adoption, maternity, altruistic surrogacy or parental leave should be submitted at least four weeks during term time in advance of the date on which leave is to commence.

ii) Applications for part time adoption, maternity, altruistic surrogacy or parental leave for between one and four days per week may be approved over a period of up to two years subject to the leave not exceeding the maximum/basic entitlement provided in 4.2.3.1, 4.2.7.1 or as appropriate.

iii) A teacher may make application to vary the period of part time leave and/or work arrangements provided that sufficient adoption, maternity, altruistic surrogacy or parental leave is available. Such arrangements are subject to the operational requirements of the school, and should apply from the start of a school term.

iv) Subject to approval, a teacher who has returned to full time or substantive hours of duty after adoption, maternity, altruistic surrogacy or parental leave may apply to revert to part time or full time adoption, maternity, altruistic surrogacy or parental leave.

v) Similarly, a teacher who has returned to duty on a part time basis may apply to revert to full time adoption, maternity, altruistic surrogacy or parental leave and vice-versa.

c) Duration of leave

i) The maximum period of the basic entitlement to part time adoption, maternity, altruistic surrogacy or parental leave which may be taken is 24 months from the date of birth or taking custody. If this date falls during a term, leave may be extended to the end of the vacation which next occurs after the child’s second birthday. This provision does not apply to non school based teaching service staff, except when such a staff member is returning to a school based position.

ii) Subject to the maximum period stated in i) above, the actual period of part time adoption, maternity, altruistic surrogacy or parental leave that a teacher may take will be determined by:

• the period of untaken full time adoption, maternity, altruistic surrogacy or parental leave; and
• the number of days per week that the teacher works.

iii) Permanent teachers also have the right to request to return to work on a part time basis until the child reaches school age. See Section 4.2.9.3.

d) Right of Return

A permanent teacher on part time adoption, maternity, altruistic surrogacy or parental leave without pay will have right of return to their substantive position for the duration of the period of leave.

i) The salary for teachers on part time adoption, maternity, altruistic surrogacy or parental leave is calculated in accordance with the following formula:

(Appropriate annual salary ÷ 52.17857) x (Number of days worked on a part-time basis ÷ number of days worked on a full time basis) = weekly salary

ii) Allowances which are paid in recognition of duties undertaken during the part time leave arrangements are calculated in a similar manner.

iii) Teachers eligible to be paid a locality or climatic allowance shall be paid on a pro rata basis to a full time teachers’ entitlement, calculated on the number of days actually worked.

f) Leave conditions

i) Annual leave loading

Teachers on part time adoption, maternity, altruistic surrogacy or parental leave are eligible for annual leave loading on a pro rata basis.

ii) Leave without pay

Teachers on part time adoption, maternity, altruistic surrogacy or parental leave may be granted short periods of leave without pay but if a teacher requires an extended period of leave without pay the part time adoption, maternity, altruistic surrogacy or parental leave must be terminated.

iii) The following leave may be taken under normal conditions and will accrue on a pro rata basis :

• Extended leave (See Section 4.7)
• Sick leave (See Section 4.13)
• Special leave (See Section 4.14)
• Family and community service leave (See Section 4.8)

Vacation pay entitlements will continue to accrue for days worked under the part time work arrangement (see Section 4.3).

g) Other employment

A teacher on part time adoption, maternity, altruistic surrogacy or parental leave wishing to undertake outside employment, other than casual teaching in NSW government schools, must make application for approval in accordance with the Department’s Code of Conduct and Private and Secondary Employment Policy. Approval will not be granted to take up a teaching position with a NSW private or independent school.

4.2.9.11 Resignation

a) The position of a permanent teacher who submits notice of resignation when proceeding on adoption, maternity, altruistic surrogacy or paternity leave will be declared vacant. Resignation in this instance will not be accepted earlier than the last day of the paid leave and not later than the last day of approved leave.

b) Prior to submitting notice of resignation, consideration should be given to all other alternatives that may be available dependent on the teacher’s length of service and leave credits. These could include:

• Leave without pay for personal reasons
• Part time leave without pay
• Part time maternity leave
• Permanent part time work

See Chapter 11, Separation from the Service for additional information.

4.2.9.12 Service credits for adoption, maternity, altruistic surrogacy and parental leave

a) Adoption, maternity, altruistic surrogacy and parental leave does not count as part of the probationary period for confirmation of a teacher’s permanent appointment.

b) All periods of adoption, maternity, altruistic surrogacy and parental leave, both paid and unpaid, count as service for incremental purposes.

c) Adoption, maternity, altruistic surrogacy and parental leave without pay does not count as service for extended leave, except when a teacher has completed at least ten (10) years paid service, then any period of adoption, maternity, altruistic surrogacy and parental leave without pay of less than six (6) months counts for the accrual of extended leave.

d) Paid adoption, maternity, altruistic surrogacy and parental leave counts as service for annual leave loading purposes.

e) Full pay adoption, maternity, altruistic surrogacy and parental leave accrues full vacation pay and full leave entitlements. Half pay adoption, maternity, altruistic surrogacy and parental leave accrues half vacation pay and half pay entitlements. Unpaid adoption, maternity, altruistic surrogacy and parental leave will accrue no vacation pay and will accrue no leave entitlements.

f) These service credits apply equally to adoption, maternity, altruistic surrogacy and parental leave and any additional leave approved under right to request provisions.

4.2.9.13 Parental leave for casual teachers under the Industrial Relations Act 1996

The Industrial Relations Act 1996 provides an entitlement of 52 weeks unpaid parental leave to regular casual employees. Regular casual employees are those casual employees who work on a regular and systematic basis and who have a reasonable expectation of ongoing employment on that basis.

To be entitled to Parental Leave under the Industrial Relations Act 1996 casual employees must have had at least 12 months continuous service with the Department as a regular casual employee. In this case regular casual employment is defined as being work on an unbroken regular and systematic basis (including any period of authorised leave of absence). A casual teacher meeting this requirement is likely to be eligible for a maternity payment (see 4.2.3.1).

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Paid Family Leave

Beginning January 6, 2019, DOE employees in titles represented by DC 37 may be eligible to take up to ten weeks of DC 37 Paid Family Leave (PFL) under the New York State Paid Family Leave program.

Paid Family Leave provides job-protected, paid time off so you can:

• Bond with a newly born, adopted or fostered child,
• Care for a close relative with a serious health condition, or
• Assist with family situations when a family member is deployed abroad on active military service.

For more information about Paid Family Leave (including instructions on how to apply), please visit the HR Connect Employee Portal . Once you have logged in with your DOE User ID and Password, search for "Paid Family Leave."

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Paid Maternity Leave

In 2023, the 59th oklahoma legislature passed senate bill 1121, which supports paid maternity leave to all eligible district employees starting with fiscal year 2023-24.  pursuant to 70 o.s. section 6-104.8 , the district's reimbursement will be for its employee's compensation and benefits for up to six (6) weeks of maternity leave starting immediately after the birth of the child., maternity leave letter.

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Department for education, extended leave – return to work or take more leave.

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Before your extended leave finishes, you need to let People and Culture know whether you intend to return to duty or take more leave.

If you are returning to duty, you must inform People and Culture at least 21 days before your return. Inadequate notice could result in you not getting paid on time.

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This information is for staff who are currently on extended leave or who are considering going on extended leave in the future.

• Returning to duty

Complete and submit your return to duty request form (PDF 276 KB) at least 21 days before your current leave expires.

Taking more leave

If you are applying to extend your leave, you will need to complete a return to duty request form (PDF 276 KB) and a leave application form. The types of leave available to you are (staff login required):

• special leave
• long service leave
• parenting leave
• annual (recreation) leave .

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Oklahoma plans to spend billions on education. Here's how the money might be used

OKLAHOMA CITY — The Oklahoma Legislature plans to boost funding for K-12 classrooms, college facilities and CareerTech programs in an education budget agreement nearing $5.6 billion.

The chief driver of public school funding, the education funding formula, would go up by $25 million in Fiscal Year 2025, should the agreement be signed into law.

This is expected to be the second consecutive increase to Oklahoma public school funding. Last year, lawmakers  added $500 million to the funding formula , including $286 million in teacher pay raises, along with other multi-million-dollar initiatives.

The FY 2025 agreement, which lawmakers decided on Wednesday , sets the Oklahoma State Department of Education’s budget at $3.86 billion. On its face, it looks like a cut from the agency’s previous $3.97 billion appropriation, but the difference is accounted for in the way money for three-year pilot programs was spread over multiple fiscal years.

What education proposals did (and didn't) make the Oklahoma budget

Not all legislative priorities made the final cut this year.

The state Senate pushed for a one-time stipend of $2,500 for all support staff working in public schools, like cafeteria workers, bus drivers and custodians. The House wasn’t on board with the $99.67 million expense.

The $25 million increase to the funding formula was a compromise, said Senate President Pro Tem Greg Treat, R-Oklahoma City.

More: House, Senate GOP leaders reach agreement on budget — with no income tax cut

“We continued our record investment,” Treat said. “We didn’t let up the pedal on that.”

Last year’s education package included new funding for six weeks of teacher maternity leave. The budget agreement this year creates a revolving fund separate from the funding formula for maternity leave, with $2.5 million put into it annually and a one-time supplemental addition of $2.3 million.

The budget also dedicates funds for future teachers still attending college, with $2.65 million for paid student teaching and $8.5 million for the  Inspired to Teach scholarship incentives .

A resolution over last year's teacher pay raises

The agreement also resolves a  conflict between the House and Senate over an issue with last year’s educator pay raise .

The Legislature funneled money for teacher salary increases through the education funding formula, but about 40 school districts risked being left out. These districts earn enough in local tax revenue that they receive no state aid, meaning the funds for teacher pay raises wouldn’t reach them.

Leaders of the two legislative chambers disagreed on how to resolve the issue, but they settled on the House’s preference for a one-time fund of $16.1 million to reimburse the affected schools. As it stands now, the districts would have to come up with the funding themselves in future fiscal years once the one-time fund expires. 

Lawmakers intend to put $240 million into new engineering and science facilities at the state’s two largest colleges, the University of Oklahoma and Oklahoma State University. Other higher education institutions will get a piece of a $350 million fund dedicated to addressing deferred maintenance across multiple state agencies.

Treat said the budget agreement is “making sure we meet those needs” for improved maintenance.

“In our state, we’ve been good at building things,” Treat said. “We haven’t always been good about maintaining those. And so, it’s a lot easier to get support on cutting a ribbon than repairing an air conditioner unit.”

In an attempt to shorten waitlists and admit more students, the FY 2025 budget adds $27.6 million to meet the growing demand for courses at CareerTech centers. The agency informed lawmakers earlier this year its enrollment had grown by 9.5% and had a waitlist of about 7,400 students.

CareerTech state director Brent Haken requested extra funding to hire more instructors for high-demand vocational programs, which feed into the Oklahoma’s labor force.

“Some may see it as growing government,” Haken said of the request at a Feb. 14 meeting with a Senate budget subcommittee. “What I see it as is it’s growing Oklahoma. It’s growing our opportunity to do better in this state to recruit businesses. It’s growing opportunity for people to have great lives, to build hope in their lives and to raise their families.”

Oklahoma Voice  is part of States Newsroom, a nonprofit news network supported by grants and a coalition of donors as a 501c(3) public charity. Oklahoma Voice maintains editorial independence. Contact Editor Janelle Stecklein for questions: [email protected] . Follow Oklahoma Voice on Facebook  and Twitter .

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Coordinates of Elektrostal in decimal degrees

Coordinates of elektrostal in degrees and decimal minutes, utm coordinates of elektrostal, geographic coordinate systems.

WGS 84 coordinate reference system is the latest revision of the World Geodetic System, which is used in mapping and navigation, including GPS satellite navigation system (the Global Positioning System).

Geographic coordinates (latitude and longitude) define a position on the Earth’s surface. Coordinates are angular units. The canonical form of latitude and longitude representation uses degrees (°), minutes (′), and seconds (″). GPS systems widely use coordinates in degrees and decimal minutes, or in decimal degrees.

Latitude varies from −90° to 90°. The latitude of the Equator is 0°; the latitude of the South Pole is −90°; the latitude of the North Pole is 90°. Positive latitude values correspond to the geographic locations north of the Equator (abbrev. N). Negative latitude values correspond to the geographic locations south of the Equator (abbrev. S).

Longitude is counted from the prime meridian ( IERS Reference Meridian for WGS 84) and varies from −180° to 180°. Positive longitude values correspond to the geographic locations east of the prime meridian (abbrev. E). Negative longitude values correspond to the geographic locations west of the prime meridian (abbrev. W).

UTM or Universal Transverse Mercator coordinate system divides the Earth’s surface into 60 longitudinal zones. The coordinates of a location within each zone are defined as a planar coordinate pair related to the intersection of the equator and the zone’s central meridian, and measured in meters.

Elevation above sea level is a measure of a geographic location’s height. We are using the global digital elevation model GTOPO30 .

Elektrostal , Moscow Oblast, Russia

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Savvino-storozhevsky monastery and museum.

Zvenigorod's most famous sight is the Savvino-Storozhevsky Monastery, which was founded in 1398 by the monk Savva from the Troitse-Sergieva Lavra, at the invitation and with the support of Prince Yury Dmitrievich of Zvenigorod. Savva was later canonised as St Sabbas (Savva) of Storozhev. The monastery late flourished under the reign of Tsar Alexis, who chose the monastery as his family church and often went on pilgrimage there and made lots of donations to it. Most of the monastery’s buildings date from this time. The monastery is heavily fortified with thick walls and six towers, the most impressive of which is the Krasny Tower which also serves as the eastern entrance. The monastery was closed in 1918 and only reopened in 1995. In 1998 Patriarch Alexius II took part in a service to return the relics of St Sabbas to the monastery. Today the monastery has the status of a stauropegic monastery, which is second in status to a lavra. In addition to being a working monastery, it also holds the Zvenigorod Historical, Architectural and Art Museum.

Belfry and Neighbouring Churches

Located near the main entrance is the monastery's belfry which is perhaps the calling card of the monastery due to its uniqueness. It was built in the 1650s and the St Sergius of Radonezh’s Church was opened on the middle tier in the mid-17th century, although it was originally dedicated to the Trinity. The belfry's 35-tonne Great Bladgovestny Bell fell in 1941 and was only restored and returned in 2003. Attached to the belfry is a large refectory and the Transfiguration Church, both of which were built on the orders of Tsar Alexis in the 1650s.  

To the left of the belfry is another, smaller, refectory which is attached to the Trinity Gate-Church, which was also constructed in the 1650s on the orders of Tsar Alexis who made it his own family church. The church is elaborately decorated with colourful trims and underneath the archway is a beautiful 19th century fresco.

Nativity of Virgin Mary Cathedral

The Nativity of Virgin Mary Cathedral is the oldest building in the monastery and among the oldest buildings in the Moscow Region. It was built between 1404 and 1405 during the lifetime of St Sabbas and using the funds of Prince Yury of Zvenigorod. The white-stone cathedral is a standard four-pillar design with a single golden dome. After the death of St Sabbas he was interred in the cathedral and a new altar dedicated to him was added.

Under the reign of Tsar Alexis the cathedral was decorated with frescoes by Stepan Ryazanets, some of which remain today. Tsar Alexis also presented the cathedral with a five-tier iconostasis, the top row of icons have been preserved.

Tsaritsa's Chambers

The Nativity of Virgin Mary Cathedral is located between the Tsaritsa's Chambers of the left and the Palace of Tsar Alexis on the right. The Tsaritsa's Chambers were built in the mid-17th century for the wife of Tsar Alexey - Tsaritsa Maria Ilinichna Miloskavskaya. The design of the building is influenced by the ancient Russian architectural style. Is prettier than the Tsar's chambers opposite, being red in colour with elaborately decorated window frames and entrance.

At present the Tsaritsa's Chambers houses the Zvenigorod Historical, Architectural and Art Museum. Among its displays is an accurate recreation of the interior of a noble lady's chambers including furniture, decorations and a decorated tiled oven, and an exhibition on the history of Zvenigorod and the monastery.

Palace of Tsar Alexis

The Palace of Tsar Alexis was built in the 1650s and is now one of the best surviving examples of non-religious architecture of that era. It was built especially for Tsar Alexis who often visited the monastery on religious pilgrimages. Its most striking feature is its pretty row of nine chimney spouts which resemble towers.

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Land use changes in the environs of Moscow

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The Unique Burial of a Child of Early Scythian Time at the Cemetery of Saryg-Bulun (Tuva)

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Pages:  379-406

In 1988, the Tuvan Archaeological Expedition (led by M. E. Kilunovskaya and V. A. Semenov) discovered a unique burial of the early Iron Age at Saryg-Bulun in Central Tuva. There are two burial mounds of the Aldy-Bel culture dated by 7th century BC. Within the barrows, which adjoined one another, forming a figure-of-eight, there were discovered 7 burials, from which a representative collection of artifacts was recovered. Burial 5 was the most unique, it was found in a coffin made of a larch trunk, with a tightly closed lid. Due to the preservative properties of larch and lack of air access, the coffin contained a well-preserved mummy of a child with an accompanying set of grave goods. The interred individual retained the skin on his face and had a leather headdress painted with red pigment and a coat, sewn from jerboa fur. The coat was belted with a leather belt with bronze ornaments and buckles. Besides that, a leather quiver with arrows with the shafts decorated with painted ornaments, fully preserved battle pick and a bow were buried in the coffin. Unexpectedly, the full-genomic analysis, showed that the individual was female. This fact opens a new aspect in the study of the social history of the Scythian society and perhaps brings us back to the myth of the Amazons, discussed by Herodotus. Of course, this discovery is unique in its preservation for the Scythian culture of Tuva and requires careful study and conservation.

Keywords: Tuva, Early Iron Age, early Scythian period, Aldy-Bel culture, barrow, burial in the coffin, mummy, full genome sequencing, aDNA

Information about authors: Marina Kilunovskaya (Saint Petersburg, Russian Federation). Candidate of Historical Sciences. Institute for the History of Material Culture of the Russian Academy of Sciences. Dvortsovaya Emb., 18, Saint Petersburg, 191186, Russian Federation E-mail: [email protected] Vladimir Semenov (Saint Petersburg, Russian Federation). Candidate of Historical Sciences. Institute for the History of Material Culture of the Russian Academy of Sciences. Dvortsovaya Emb., 18, Saint Petersburg, 191186, Russian Federation E-mail: [email protected] Varvara Busova  (Moscow, Russian Federation).  (Saint Petersburg, Russian Federation). Institute for the History of Material Culture of the Russian Academy of Sciences.  Dvortsovaya Emb., 18, Saint Petersburg, 191186, Russian Federation E-mail:  [email protected] Kharis Mustafin  (Moscow, Russian Federation). Candidate of Technical Sciences. Moscow Institute of Physics and Technology.  Institutsky Lane, 9, Dolgoprudny, 141701, Moscow Oblast, Russian Federation E-mail:  [email protected] Irina Alborova  (Moscow, Russian Federation). Candidate of Biological Sciences. Moscow Institute of Physics and Technology.  Institutsky Lane, 9, Dolgoprudny, 141701, Moscow Oblast, Russian Federation E-mail:  [email protected] Alina Matzvai  (Moscow, Russian Federation). Moscow Institute of Physics and Technology.  Institutsky Lane, 9, Dolgoprudny, 141701, Moscow Oblast, Russian Federation E-mail:  [email protected]

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