Protecting independent school teachers' pensions

• Get together with fellow NEU members. Your strength is in the union.
• This should be led by the NEU rep. If there is not one in your workplace, talk to other members and volunteer to be a rep! Better still get together a small NEU rep team.
• Read the NEU rep successes stories. Make sure colleagues are aware that NEU members have successfully defended their TPS in over 80 independent schools. 
• Discuss strengthening the staff voice through trade union recognition. 
• Ask colleagues not in a union, to join the NEU. 

• It is important to put down a marker right from the off. Give no encouragement to the employer that staff will meekly accept the detrimental change.
• Do not enter any discussion of alternative schemes until the option staying in the TPS has been fully examined and exhausted. 

• The NEU regional office can provide legal advice and practical support
• As and when appropriate, they will organise balloting of the members
• Find your regional office.
• If you are the rep, join the NEU independent sector Rep Pay Campaign WhatsApp Group.
• Experienced reps will be able to provide great support, advice, and encouragement. 
• Talk to your regional rep on the NEU National Council independent sector. 
• Speak to the NEU reps at local or comparable independent schools. 

• Read the NEU guidance Understanding the TPS legal process (coming soon). 
• Research the school financial accounts using the free search facility Companies House .
• If your employer is a registered charity, use the search facility at Charities Commission.
• Adapt the NEU model financial information request and send to your employer.
• Analyse the figures over a number of years see trends and avoid anomalies such as Covid.
• Look in particular at operating profit and the possibility of trimming capital expenditure.
• Check list of independent schools in the TPS for local or comparable schools.

• Use the NEU model TPS campaign letters to make robust representations. 
• Consider passing a motion stating staff will vote on strike action if pay is cut in real terms, pension is threatened, or workload increased. 
• If your employer is talking about the possibility of leaving, make sure they know how strongly staff feel by using the NEU Model letter opposing withdrawal from TPS.
• If they are instigating formal consultation on leaving, use the NEU Model letter seeking meaningful consultation on TPS. 
• Adapt the NEU model request for full disclosure of all relevant information. This includes full detail on the school’s finances; business case; decision-making process to date.
• If the NEU is the recognised union, then the employer must negotiate with NEU reps. 
• If not, request that the NEU is formally involved. 
• If staff representatives are elected, ensure that NEU members are prominent. 
• As appropriate, act in liaison with other unions, the common room, or pay group. 

• If the employer has instigated consultation, meet with the leadership team. 
• Demand the full disclosure of all relevant information to enable you to ask informed questions, propose informed suggestions, and make informed decisions. 
• Examine the finances and suggest alternative ways to meet the cost. 
• Ask your employer what they intend to do if staff do not agree. Draconian tactics such as fire and rehire damage school reputation with staff and parents.

NEU members in other independent schools have learnt that the threat of industrial action is often the leverage necessary for a successful outcome: 

• In the first instance, members should consider asking the regional office to conduct an indicative ballot. Often this is sufficient for the employer to change their mind.
• If not, move to a formal strike ballot. This has also proved to be effective.
• In a few cases, members have been forced to take strike with some notable success.
• Even where it has not been possible to retain the TPS, members have found that the leverage of potential strike action has helped secure improvements to the offer. 
• At the end of the consultation, should you decide that the school really cannot afford the TPS, then try to negotiate improvements to alternative offer. 

• Engage with parents. Enlist their support.
• Parents are appreciative of the staff who educate and look after their child. Members have found most parents supportive, even when taking strike action.
• One of the main reasons that parents pay schools fees is the quality of the staff and the time spent knowing and developing their child.
• If the school no longer offers the TPS, then its ability to attract and retain high quality teachers will be adversely affected. It is likely that there will be higher staff turn-over.
• As part of a considered campaign, adapt the NEU model letter to parents. Ask them to write to the governing body, or proprietor. Consider calling an open meeting with parents.