A key issue for many teachers is that their school has adopted a pay policy stating that progression on the upper pay range (UPR) should only be considered every two years.
The NEU is deeply concerned that support staff members are regularly working beyond their contracted hours and taking on additional duties outside their job role without pay.
The politics of austerity will only be ended in practice, not in fine words.
These international comparisons may only show part of the jeopardy facing the education system in England.
This toolkit is designed to support you and your colleagues to take a pro-active approach to pay bargaining in your workplace.
Report by IPPR and The Difference. Disproportionate levels of exclusion are a cause for concern.
This sets out the procedure for external bodies to raise concerns about the conduct of an NEU representative, whether they are an elected officer of the Union or a member of staff.
The Union recognises that there may be times when members wish to express concerns about union activities and services, including conduct of advice and representation. This procedure sets out the process for raising concerns.
More Than a Score report makes the case that learning, not school accountability, must be at the heart of our assessment system.
We need a thorough look at the way social media is regulated.
