The legal definitions of fixed-term or temporary contracts and what steps members should take if they believe that they have been treated less favourably or denied a permanent contract in breach of the fixed-term contract regulations.
FAQ for members in Independent schools proposing to leave the Teachers’ Pension Scheme.
Guidance aimed at new teachers and those returning to teaching service after a break.
Part-time teachers employed under the terms of the STPCD are entitled to be paid on a pro rata basis of the pay rate they would receive if employed full-time in the same post.
Pay safeguarding applies when your employer determines your pay should be reduced. It allows a period of time for you to adjust to the lower pay.
The Upper Pay Range is a pay range offering significantly higher pay than the main pay range. This advice helps explain progression to the Upper Pay Range.
The STPCD sets out an overall leadership pay range that puts an upper and lower limit on pay for all leadership teachers.
Reps’ responsibilities relating to data protection.
Clarification of the circumstances in which existing and prospective employers are entitled to make enquiries about a worker’s health.
All teachers below the maximum of the main or upper pay range are entitled to be considered for pay progression every year.
Advice on what rights you have in relation to data about you, what data reps can use and the rules around capability and health information.
Using equality data in tackling pay progression.
