Foster Care Leave Policy

Introduction 

University College Cork is committed to providing an inclusive and diverse work environment for all staff. As part of that commitment to valuing and supporting employees the University has a suite of family-friendly policies available. Reflecting this commitment, and the University’s guiding principle of connectedness and prioritising people and belonging, the University wishes to recognise the value to the community made by foster carers and the commitment of employees who provide foster care for children and young people.  

While there is no statutory right to paid time off for employees who foster a child currently, the University recognises the national shortage of placements for children and young people in care, and wish to support the recruitment and retention of approved foster carers to address this need. This foster care policy aims to set out the types of supports and leave that are available to staff who provide foster care.  

Scope 

This policy applies to all employees who are applying to foster as well as those providing foster care. 

Foster Care Leave is available to employees who are approved foster carers (relative or general) for Tusla (Child and Family Agency) or other recognised agencies/private foster care services. For the purposes of clarity, in this policy foster care refers to the provision of State-regulated alternative family care to a child and does not include informal kinship care arrangements between family and friends. Where a couple are fostering a child and both are employees, only one partner will be eligible for foster care leave.  

Principles 

This policy is underpinned by the following principles:  

• Leave requests will be considered fairly, promptly and in a sensitive manner. Mutual trust, respect, and discretion with due regard for employees’ circumstances inform these actions. 

• Every effort will be made to facilitate leave requests, subject to reasonable notice and operational needs. 

• The principle of equality shall be applied in the interpretation of this policy in keeping with our University’s commitment to equality, diversity and inclusion. 

Types of Foster Care 

This policy covers employees who provide different types of state-regulated foster care: 

• Relative Foster Care – when a family member, family friend or neighbour becomes the foster carer of the child; 

• General Foster Care – where the carer was not previously known to the child before the placement; 

• Respite Care – when individuals/families care for children for short planned time periods (e.g. once a month); 

• Supported Lodgings - Supported Lodgings is an accommodation scheme for young people aged 16+ who are unable to live at home but are not ready to live independently. 

Fostering and Employment 

The University recognises that Tusla and other recognised fostering agencies may set specific parameters about working for individuals and couples engaged in foster care. Those parameters and arrangements are not the responsibility of UCC and are beyond the scope of this policy.  

Entitlement 

Leave to attend Fostering Assessment and Review Processes 

• A member of staff will be entitled to paid time off for fostering assessment visits by social workers and/or relevant assessment officials. Evidence of appointments will be required. The right is subject to the staff member giving their Head of Unit/Line Manager at least two weeks’ notice, where possible, of the appointment. 

• A member of staff will be entitled to paid time off for fostering review meetings and/or Child in Care reviews with social workers and/or relevant officials. Evidence of appointments will be required. The right is subject to the staff member giving their Head of Unit/Line Manager at least two weeks’ notice, where possible, of the appointment. 

• Paid time off for fostering review meetings/child in care reviews will be subject to a maximum of 4 meetings per year and again evidence of appointments will be required. For the sake of clarity, this leave is per employee and not per child in your foster care. If additional time off is required alternative leave arrangements should be agreed where appropriate with your line manager, to include annual leave. 

Fostering Leave for long-term foster placements 

• To support staff to make the necessary arrangements to receive the child (or sibling group) being fostered, and to settle them into the family home, a maximum of two days paid fostering leave will be allowed following a formal fostering arrangement. If there is more than one long-term foster placement in a year then there is a maximum limit of 4 days paid fostering leave per year and applies to long-term foster placements only (the University understands that short-term placements may transition to long-term placements – in those circumstances, employees should liaise with their Head of Unit/Line Manager to determine the appropriate time to apply for and take this type of leave). 

• If additional time off is required, alternative leave arrangements should be agreed where appropriate with your Head of Unit/Line Manager, to include annual leave or unpaid leave. 

• Where possible staff should provide their Head of Unit/Line Manager with two weeks’ notice of their intention to take fostering leave. 

Other Supportive Policies 

Employees who are foster carers may wish to request a working pattern that fits with their caring responsibilities. The University is not obliged automatically to agree to a request for flexible working but must deal with the request in a reasonable manner. 

Employees who are foster carers may also choose to apply for a career break/special leave without pay. The University is not obliged automatically to agree to a request for such leave but must deal with the request in a reasonable manner. 

Procedure 

Heads of Units/Line Managers 

Heads of Units/Line Managers are encouraged to be understanding and as flexible as possible in supporting a staff member who applies for fostering leave and is an approved foster carer. For advice and guidance Heads of Units/Line Managers may wish to contact their HR Business Manager or the Leave Administrator or Staff Wellbeing & Development Manager/Advisor. 

Employees 

Employees are encouraged to speak to their manager or relevant HR Business Manager or Staff Wellbeing & Development Manager/Advisor if they wish so that support and understanding, as available, can be offered. Any such conversations will be treated with confidentiality and discretion. 

• The employee informs the Head of Unit/Line Manager in writing of pending appointments within two weeks of the appointment or as soon as is practicable.  

• Where time off is requested for the purposes of attending visits with social workers/relevant assessment officials, employees are requested to give as much notice as possible in the circumstances and to advise their Head of Unit /Line Manager as to the likely duration of their absence. Proof of appointments with Tusla or recognised agency will be required.  

• Where an employee is requesting Fostering Leave a letter of confirmation is required from Tusla or other approved foster agency to confirm the placement of a child in the employee’s care. 

• The employee must submit a request for Fostering Leave together with the confirmation letter from Tusla/approved Fostering Agency for approval by their Head of Unit/Line Manager via the Employee Self Service (ESS) portal on the University’s website. 

Foster Placement Endings and Breakdowns 

Foster placements can and do end, sometimes this is planned and sometimes it can be on an unexpected basis. Children are reunified with their families of origin and, sometimes, despite every effort, placements can breakdown. The University understands that placements ending can be sad and unsettling for foster carers and family. UCC has supports in place for you at those times. They include:  

• Our Employee Assistance Programme which is provided by Spectrum Life.  

• The Staff Wellbeing & Development Manager/Advisor. 

• Certified sick leave where the employee’s doctor recommends a period of sick leave.  This leave is covered by the UCC Sick Leave policy. 

For details on the available supports and policies in UCC see:  Staff Wellbeing | University College Cork (ucc.ie) 

Policy Review 

UCC is committed to reviewing this Policy in accordance with the University’s Policy Framework and in line with changes in the law or relevant other developments. The People and Culture Department is the owner of this Policy.