FAQ’s for the reopening of schools from 1st June 2020
14th May 2020
Following the Government announcement on Sunday 10th May 2020, schools are now starting to plan for wider re-opening as of 1st June 2020.
We understand that engaging with staff about returning to school is a complex matter especially those that fall into different categories associating with vulnerability. Heads HR have created a list of frequent questions and answers to support you in the planning of staff returning to school. We are aware this will not cover all individual circumstance and will continue to support you on a case by case basis.
- 1. Should all school staff be returning to work?
Government advice is still that those that can work from home continue to work from home, however, if the employee is fundamental to the reopening of the school or the general running of the school then it is reasonable to ask for them to return to work. Schools should be consulting with their Health & Safety specialists to ensure government guidance is followed in relation to these measures. Social distancing measures should be adhered to where possible and how school intend to do this should be shared with staff prior to their return.
2. Should teachers and support staff be returning to work if they are classed as clinically extremely vulnerable?
If an employee falls into the clinically extremely vulnerable category they are advised not to work outside the home. People in this category should have received a letter telling them they are in this group or should have been told by their GP. (https://www.gov.uk/government/publications/coronavirus-covid-19-implementing-protective-measures-in-education-and-childcare-settings/coronavirus-covid-19-implementing-protective-measures-in-education-and-childcare-settings)
3.Should employees living in a household with someone who is extremely clinically vulnerable return to work?
It is advised the employee only attend an education setting if stringent social distancing can be adhered to. If stringent social distancing cannot be adhered to you cannot expect these individuals to attend, they should be supported to work at home. (https://www.gov.uk/government/publications/actions-for-educational-and-childcare-settings-to-prepare-for-wider-opening-from-1-june-2020/actions-for-education-and-childcare-settings-to-prepare-for-wider-opening-from-1-june-2020)
4.Should employees be returning to work if they are classed as clinically vulnerable?
Clinically vulnerable individuals who are at higher risk of severe illness have been advised to take extra care in observing social distancing and should work from home where possible. Education settings should endeavour to support this, for example by asking staff to support remote education, carry out lesson planning or other roles which can be done from home. If clinically vulnerable individuals cannot work from home, they should be offered the safest available on-site roles, staying 2 metres away from others wherever possible, although the individual may choose to take on a role that does not allow for this distance if they prefer to do so. If they have to spend time within 2 metres of other people, settings must carefully assess and discuss with them whether this involves an acceptable level of risk.
5.Should employees living in a household with someone who is clinically vulnerable return to work?
Someone in this category can attend school. This includes those employees who are living with someone that is pregnant.
6.What happens if an employee has no childcare but they are required in school?
If the child is of school age, they should have access to their school under the key worker programme or the planned school re-opening from 1st June 2020.
Most childcare providers for children under school age should also be reopening from 1st June 2020. In the first instance, the employee should contact their usual childcare provider to discuss their child returning and to discuss alternatives if their provision remains closed.
If there is further difficulty this will need to be looked at on an individual basis based on the length of time the situation may last and what the employee’s role is. It may be possible for them to continue to work from home on a short-term basis. Other options may be for the employee to submit a flexible working request, for full year employees to take annual leave or for the employee to request a sabbatical.
If the employee is unable to carry out their role at home due to looking after children they should exercise their right to take unpaid emergency dependent leave or parental leave to care for their children.
(https://www.acas.org.uk/coronavirus/time-off-work-to-look-after-someone)
7.What if a member of staff refuses to come into school due to concerns about COVID-19?
If an employee is anxious about returning relating to COVID-19, it is important to understand what the employee is concerned about. You can then discuss measures you have in place to minimise these concerns and share the schools risk assessment with the employee.
If the employee still refuses to come into school, you feel you have mitigated their concerns and they do not fall into a vulnerable category outlined above, then the employee needs to be advised to attend work. If they continue to refuse to attend work, the school may need to write to the employee confirming that this refusal could be classed as a failure to follow reasonable management instruction. This would be classed as unauthorised absence which may result in withdrawal of pay and disciplinary action. You must seek HR support before making this decision.
8.What should we do if an employee is showing symptoms of or has been diagnosed with COVID-19?
If an employee develops symptoms comparable with coronavirus (COVID-19) or has been diagnosed they should self-isolate for 7 days. This should be recorded separately as sickness absence related to Coronavirus.
9.What should we do if an employee is living with someone who is showing symptoms of or has been diagnosed with COVID-19?
If an employee is living with someone who develops symptoms or has been diagnosed with coronavirus they should self-isolate for 14 days. This should be recorded separately as sickness absence related to Coronavirus.
10.Can pregnant staff return to work if they wish?
Pregnant staff are classified as clinically vulnerable individuals therefore have been advised to take extra care in observing social distancing and should work from home where possible. Education settings should endeavour to support this, for example by asking staff to support remote education, carry out lesson planning or other roles which can be done from home. If clinically vulnerable individuals cannot work from home or those that wish to return, should be offered the safest available on-site roles, stay 2 metres away from others wherever possible. If an individual chooses to take on a role that does not allow social distancing then you should ensure that they understand the risks. If they have to spend time within 2 metres of other people, settings must carefully assess and discuss with them whether this involves an acceptable level of risk.
All pregnant staff should have a pregnancy risk assessment which will need to be updated in light of their return to work and should be signed by both parties.
For further advice and support, please contact your HR Consultant on 0161 850 4343.