GENERAL HELP AND ADVICE

 

 

We care about your case.  Please read these notes carefully to ensure we can give you assistance in the best possible way.  Guidance on requesting help or advice is given below. However, before contacting us please refer to the FAQ (see link below) or see if your query can be answered on the Help Topics or the NUT national web-site.

Step 1:

Step 2: FOR SERIOUS OR URGENT PROBLEMS

Members in Gloucestershire may contact us by e-mail. This means you can give us complete details and we can give you a considered response.

For urgent problems you can contact us by phone 01594 560105 (but we will still ask you to send details by e-mail: Divisional Secretary).

Urgent messages can be left and will picked up at various points during the day.

John Pemberthy

Divisional Secretary John Pemberthy

Andy Johnson

Deputy Secretary Andy Johnson

NUT members can receive free and confidential counselling advice by contacting the Teacher Support Network hotline on 08000 562 561 or by visiting their website:
TSN website:

Please note: For topics concerning Health and Safety, go to Health and Safety page. (link)


Help topics:

  • Employment Terms and Conditions (link)
  • Discrimination; Harassment and Bullying (link)
  • Capability (link)
  • Conduct / Disciplinary (link)
  • Miscellaneous (link)

Employment Terms and Conditions:

Absence monitoring (link)
Access to personal files & references (link)
Access to Work (link)
Accident (link)
Adoption (link)
Attending court as a witness (link)
Class size (link)
Classroom observation (link)
Conditions of service (link)
Early retirement (link)
Fertility treatment (link)
Fixed term contracts (link)
Induction of NQTs (link)
Invigilating exams (link)
Jobshare (link)
Leave of absence (link)
Maternity leave (link)
Parental leave (link)

Part-time teachers (link)
Pension advice (link)
Pension rights for same sex couples (link)
Performance management advice 2007 (link)
Period of notice (link)
Redundancy (link)
References & data protection (link)
Referral to Occupational Health (link)
Salaries - model school policy (link)
School day - changing the sessions (link)
Sick pay (link)
Stress (link)
Supply teachers - pay/pension/threshold (link)
Teaching in independent schools (link)
Temporary contracts (link)
Temporary TLRs and pay safeguarding (link)
Upper pay scale progression (link)
UPS salary progression 2007-8 update - digest (link)

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Discrimination; Harassment and Bullying:

Bullying (link)
Definition of disability (link)
Discrimination (link)

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Capability:

Capability (link)
Grievance

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Conduct / Disciplinary:

Disciplinary hearing (link)

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Miscellaneous:

Assessment & Reporting KS1&2 (link)
Educational grants (link)
Financial Advice (link)
Job descriptions (link)
Overseas trained teachers (link)
Parking Cars on School Premises (link)

Planning in Primary schools (link)
Planning, preparation and assessment time (link)
Professional development (link)
Pupil behaviour (link)
Teaching overseas (link)

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Absence monitoring by employers

This document sets out updated NUT guidance on "absence monitoring" or "attendance management" procedures in schools. It outlines recent developments which have encouraged the adoption and use of these procedures, including guidance issued by the DfEE (as it was at the time) and National Employers. It supersedes earlier NUT guidance published in January 1997.
Guidance pdf here

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Access to personal files and references

This document sets out guidance for members on teachers' rights of access to their personal files and references.
Guidance pdf here

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Access to Work

Guidance pdf here

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Accident at work

If you suffer an injury at work, however slight or trivial it might appear, it is classed as an "industrial injury". Such injuries are covered by special National Insurance regulations and there are certain procedures which must be followed to protect your own interests.
Guidance pdf here


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Adoption leave


New statutory adoption and paternity rights are available to new adoptive parents from 6 April 2003.
Guidance pdf here


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Assessment and Reporting at KS1 & 2

This document summarises the key changes to the 2006 assessment and reporting arrangements for the Foundation Stage and for Key Stages 1 and 2 contained within the relevant National Assessment Agency (NAA) guidance.
Guidance Word doc here


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Attending court as a witness

Most people, before they attend court in any capacity, are nervous. It appears a frightening and alien world with its own rules, procedures, language, clothes, hierarchy and mystique. Yet there really is nothing to worry about when attending court as a witness. Hopefully these guidelines will shed some light on what is involved.
Guidance pdf here



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Bullying

Guidance pdf titled 'Dignity at work' here

When we hear about bullying in schools it usually refers to pupils. However, just as in other walks of life, school teachers can suffer from adult bullying and this can take many forms, including unjustifiable increases in workload, derogatory comments, ostracism from staffroom groupings, denial of necessary information, unreasonable timetables or room allocations as well as sexual or racial harassment, homophobic behaviour or ageism. Many teachers feel unsure about their situation - if so talk to someone you trust (this could be your Union representative in school or at local level) or contact the Teacher Support Network's 'Teacherline' on 080 00 56 25 61 which is available 24 hours a day on all 365 days of the year for this and other counselling needs.

Our local contact for the Teacher Support Network, who can be contacted, at civilised hours please, is: CLAIRE PRICE - 01242 244 582 If you are being bullied then these are some things you can do:

  • Tackle the bully about your concerns (do this assertively but not aggressively) making clear any behaviour you find unwelcome.
  • Talk to your NUT representative and get help if you don't feel able to tackle the bully yourself or if you are unsure if you are right to be concerned.
  • Keep a diary of events and make a note of witnesses
  • Talk to trusted colleagues about their experiences
  • Keep appraisal reports, correspondence, etc.
  • Make sure you have a copy of your job description, person specification and school policies handbook
Have these documents and your record of events available for your local Union representative if you ask her/him to help you (you'll find contact numbers on the local contacts page).

Bullying website here

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Capability procedures

1. THE MOST IMPORTANT THING IS TO GET OFF THEM!


2. You need to establish exactly where you are in the process.

3. Whether you like it or not, the process is about professional judgements being made about your work.

4. You need to find out exactly what it is about your performance that is deemed to be below standard. Specific statements will help you, vague generalities will not.

5. You must address the concerns, even if you do not agree with them, and must be seen to be doing so.

6. The targets set for you need to be specific and clear Ð you need to be in no doubt as to what is expected of you.

7. The targets need to be reasonable and achievable within the timescales laid down. Prioritisation may be necessary. Try and achieve one target at a time. Do not try and do them all at once.

8. You need to provide evidence for yourself which can be used to support you if things do not improve. For example:
• seek advice, in writing, on specific targets;
• record what you are doing to try and follow the advice you have been given by your head teacher and your mentor.

9. You need to have a clear understanding of how and when you are to be assessed and by whom.
• following assessments, request comments in writing as to your progress on specific targets;
• record both favourable comments and disagreements.

10. Always adopt the attitude that you are seeking to address the concerns raised about your performance. You need to demonstrate that you are taking advice and seeking support.

11. Always respond to anything given you by the head teacher, particularly if it is in writing. Make the tone of your response grateful.


Guidance Word doc here

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Class size

An NUT policy statement.

Guidance pdf here

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Classroom observation

This document is intended to give guidance to NUT members in the South West Region about situations where classroom observation may take place. 
Guidance Word doc here

Classroom observation in the context of capability procedure

Guidance for schools, senior managers and other teachers in the context of capability and induction procedures. 
Guidance Word doc here

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Conditions of Service

Information on Conditions of Service. 
Guidance Word doc here

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Definition of disability

Guidance on matters to be taken into account in determining questions relating to the definition of disability.

Guidance Word doc here


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Disciplinary hearing

Notes to guide NUT members being represented by a Union officer at a formal hearing.
Guidance pdf here


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Discrimination

Race discrimination - amendments to the 1976 Act
Guidance pdf here


The Access to Work (ATW) scheme is a Government scheme designed to provide practical help to overcome the barriers that disabled people experience in the workplace. This fact-sheet aims to give a broad overview of how the scheme works, the type of support available and the different stages involved in getting that support into place.
Guidance pdf here


Sexual orientation. Briefing document for members outlining the NUT's response to the Government Consultation on Equality and Diversity - Making it Happen and The Way Ahead.
Guidance pdf here

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Early retirement

Actuarially Reduced Pension (ARP):
Guidance pdf here


Premature Retirement Compensation (PRC):
Guidance pdf here


Retirement on grounds of ill health:
Guidance pdf here

Ill health retirement - revised arrangements:
Guidance pdf here


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Educational grants

The NUT often receives enquiries from students on courses of initial teacher training and also from teachers about educational grants, funds, charities and bursaries. Unfortunately we do not have access to any funds to assist members with further education and training other than that provided by our own training department (see the NUT website on www.teachers.org.uk for further details of our professional development courses).

The best source of information on this subject is the National Union of Students and the most convenient access to the latest information is via the NUS website which can be found at: www.nusonline.co.uk From the homepage click on "advice" then click on "money" and finally "Information Sheets" before scrolling to the ones you want.

The particular information sheets on this topic which may be of interest are: NUS Welfare Unit Information Sheet No 9: "Further Education Student Funding". NUS Welfare Unit Information Sheet No 10: "Alternative Financial Assistance". NUS Welfare Unit Information Sheet No14: "Access Funds, Hardship Funds and Discretionary Bursaries"

If you do not have access to the Internet, the National Union of Students can be contacted at 461 Holloway Road, London, N7 6LJ. Telephone: 0207 272 8900.


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Fertility treatment


TIME OFF FOR FERTILITY TREATMENT
The NUT believes that schools should deal appropriately and sensitively with requests for time-off for fertility treatment. The NUT believes also that paid leave of absence should be given for medical appointments for initial infertility investigations and for other medical appointments during a treatment cycle and should not be counted against the teacher's sick leave entitlement. Sickness absence resulting from the treatment should be counted against the teacher's sick leave entitlement in the usual way. The nature of the treatment may mean that absences cannot always be planned in advance but it is reasonable to expect teachers to give as much notice of the need for time off as is possible. Failure to allow a teacher time off or the application of other detrimental treatment by a school or LEA may amount to unlawful sex discrimination. Any member who is refused paid time off to undergo fertility treatment should contact the NUT Regional Office in Exeter.


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Financial advice for members

Download pdf here

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Fixed term and temporary contracts

Guidance pdf here

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Induction of newly qualified teachers

Guidance pdf here

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Invigilating exams

Following changes arising as a result of school workforce remodelling, teachers can no longer be required to invigilate external examinations, such as National Curriculum tests, GCSE and AS/A2 examinations.  The change applies additionally to ‘mock’ examinations and other tests requiring alterations to the normal school timetable.

Guidance Word doc here

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Job descriptions

The purpose of a job description is to set out a fair, clear and mutually understood statement of the grading and salary of the post held by the teacher and the work and responsibility reasonably attached to that post. Developments in education such as the new pay structure, performance management and school inspection make it essential for the effective protection of members' interests for all teachers to have clear job descriptions setting out in writing what reasonably may be expected of them.
Guidance pdf here


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Jobshare

This guidance for NUT members interested in job sharing tells you:
• what job sharing is and where to go for advice on job sharing;
• how to apply for a job share, either in your own post or in a vacant post you see advertised,
• what to do if an application is turned down;
• what your position as a job sharer should be regarding pay, conditions of service and working time arrangements, and
• what should happen if your job share partner leaves.
If you decide to apply for a job share, you should always seek advice from your NUT Regional Office, before agreeing arrangements.

Guidance pdf here


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Leave of absence

This briefing gives NUT guidance on teachers' contractual rights to leave of absence with or without pay for various reasons.
Guidance pdf here


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Part-time teachers

Advice for colleagues in, or contemplating, part-time work, including pay and conditions.
Guidance pdf here
Guidance Word doc here
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Pension advice

How to improve your pension - Added years, AVCs & Stakeholder:
Guidance pdf here

One of the provisions within the Teachers' Pension Scheme to protect teachers moving to a lower paid post prior to retirement is by way of the pensions increase arrangements which provide an alternative calculation to the "normal award".
Guidance pdf here

Regulation E31(11) of The Teachers' Pensions Regulations 1997 places a limit on the pensionable salary used to calculate retirement benefits in a case where in any financial year during the average salary period a person has received an increase in contributable salary which is greater than 10% more than the "standard increase" i.e. the annual pay award.
Guidance pdf here

NUT's response to the Government's Green Paper: 'Simplicity, Security and Choice: Working and Saving for Retirement'.
Guidance pdf here


This document sets out the main differences between the Teachers' Pension Scheme (TPS) and the Local Government Pension Scheme (LGPS). Both schemes are very similar in the provision of benefits and features offered. There are, however, minor differences between the schemes and some more major variations resulting from changes to the LGPS from 1 April 1998. The Union and the other teachers' organisations are currently pursuing similar changes to the TPS through the Longer Term Examination Working Group.
Guidance pdf here


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Pension rights for same sex couples

The NUT advises members who have registered a civil partnership that they must take steps within six months of the date of registering the partnership in order to be able to claim elective survivor benefits for service before 1988.
Guidance Word doc here

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Period of notice

This briefing gives NUT guidance on notice periods and resignation dates and on payment during notice periods.
Guidance pdf here


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Performance Management advice to school 2007


The Local Authority has provided all schools with a model Performance Management Policy for school governors to adopt. Options are offered within the model, requiring head teachers and governors to make a series of decisions and choices.  Much of the document is non-controversial and acceptable to the Union.However, there are a few sections where some of the options offered are not acceptable to the Union. 
Advice doc here


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Planning in Primary Schools

Advice from Gloucestershire Association NUT about good practice based on NUT guidelines and DfES guidelines on planning and on reducing bureaucracy in schools.
Guidance pdf here


NB: Copies of this leaflet can be obtained from your district secretary.


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Planning, preparation and assessment time (PPA)

From the 1st September 2005 schools will be required to give all teachers guaranteed 10% PPA time..
Guidance doc here


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Pupil behaviour

Highly publicised cases,involving pupils in schools who represent dangers to other young people and to teachers, have emphasised the need for teachers to be properly protected when carrying out their duties. The NUT provides that protection and is determined to ensure that members are not placed in positions where their confidence and effectiveness are undermined by the behaviour of pupils.
Guidance pdf here


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Redundancy

This guide is for information, it is not its purpose to provide a thorough grounding for school representatives in handling redundancy matters themselves. Whilst school representatives may be "the eyes and ears of the Union", the handling of redundancy is an extremely complex matter. The information gathered at one stage may be deployed at subsequent stages and on certain occasions may be subsequently used at an employment tribunal. It is therefore the case that at the first indications of redundancy a school representative should contact either their Divisional Secretary or the South West Regional Office. On no account should any school representative seek to undertake any consultation on behalf of the NUT with the headteacher or governors of their school.
Guidance doc here


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References, Data Protection and the Freedom of Information Act

This advice document deals with access to, and content of, references supplied by employers.
Guidance doc here

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Referral to Occupational Health

The Union is regularly contacted by members concerned about requests from employers that they meet with their occupational health services.This leaflet from South West Regional Office explaiins the background to the referral system and offers advice about meeting the medical Adviser and how a return to work, where appropriate, should be managed.
Guidance doc here

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Salaries - model school policy 2004

DfES guidance states that each school should have a clear salary policy which explains how decisions will be taken and that this policy should have been discussed with staff.School salary policies need to be updated to reflect the current legal position. The high level of discretion which characterises the salary structure for teachers makes it particularly important for schools to have a salary policy.This document provides a model policy to be adopted in order to promote fairness and equity in the way schools handle salary decisions.

Model school policy here


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School day - changing the time of school sessions

This NUT briefing gives details of the procedures to be followed when governing bodies propose to make changes to the time of school sessions.

Guidance pdf here


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Sick pay

This NUT guidance aims to set out, as clearly and simply as possible, the main aspects of the teachers' sick pay and sick leave scheme.
Guidance pdf here

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Stress

Stress is one of the biggest problems facing teachers today. The increasingly demanding nature of our jobs has also increased pressure levels dramatically. Research shows that teachers are now facing greater day-to-day problems with occupational stress than most other employees. Teachers want to feel that, at the end of the day, the special rewards of teaching are sufficient to justify coping with the pressures faced at work. This NUT guidance aims to assist you in making this possible by tackling the problem of teacher stress.
Guidance pdf here

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Supply teachers

This NUT guidance note examines the pay, conditions of service and working time of supply teachers. It deals both with supply teachers employed directly by LEAs or individual schools and with those employed via supply teaching agencies which set their own pay and conditions.
Guidance pdf here

This leaflet describes the pension arrangements under which employment as a supply teacher can, on election, be treated as pensionable within the Teachers' Pension Scheme.
Guidance pdf here

There are a number of supply teachers who have applied for threshold and who were unsuccessful. For some, the reason may have been linked to a lack of knowledge about the process. Some schools, after all, did provide some training for those who were looking to cross the threshold. Other supply teachers had undertaken too little supply during the last 2-3 years in order to demonstrate that they fulfilled the criteria which were laid down. There were, however, other supply teachers who were successful, and the intention in this document is to provide some illustrative material from those success cases which might be of benefit to those who are either applying in the current year and may well be asked for further evidence from assessors. Alternatively, this information may be of benefit to those who would wish to apply in the next round.
Guidance pdf here

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Teaching in independent schools

This NUT briefing note sets out the most important points to be considered when you are offered a teaching post in an independent school and are considering the details of the proposed contract of employment.
Guidance pdf here

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Teaching overseas

Timely advice for members planning to teach abroad.

Guidance pdf here

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Temporary TLRs and pay safeguarding

Timely advice for members planning to teach abroad.

Guidance Word doc here

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Upper pay scale progression

This NUT guidance deals with:

the rules governing the progression of teachers on the Upper Pay Scale for September 2006; and
the NUT’s policy about how these should be applied to teachers.


Guidance Word doc here

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UPS salary progression 2007-8 update - digest

Guidance Word doc here

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