![]() The statement of particulars must specify your rate of pay and how often you will be paid (eg daily/weekly/monthly etc). Use this model letter to request more information before you accept an offer of employment:įinding out your terms and conditions What about pay? However, you are clearly at a disadvantage if you are offered a job without knowing whether your prospective employer will offer the same or similar terms (eg sick pay or maternity pay entitlements) as your existing employer. ![]() Your employer is legally obliged to provide you with a document setting out your terms and conditions of employment within two months of the start of your job, but not before then, ie not before you have accepted an offer of employment. Before I accept a job, should I ask for details of the terms and conditions of employment? If you have not received this, you should request it from your line manager or head teacher. While contracts are not required to be in writing, all employees have the right to receive a written statement of the particulars of their employment within two months of starting work. You can also find some links to online copies of these at the end of this document. On request, your school or college should allow you access to copies of documents referred to, eg STPCD and Burgundy Book. Usually this will refer to terms and conditions contained in a separate document (eg the STPCD or staff handbook), but in some cases the letter itself will constitute your contract in full if it covers all the terms outlined below. ![]() Most teachers will receive a letter of appointment when they are appointed to a new post. Most teachers in the sixth form college sector are subject to the Teaching staff: conditions of service handbook, commonly known as the Red Book, which has similar terms to those in the Burgundy Book. What about teachers in sixth form colleges?Īs with schools in the independent sector, sixth form colleges are not legally required to employ teachers on STPCD and Burgundy Book terms and conditions, although some do. In any event, any teacher who has been transferred from a community school into an academy will have their STPCD terms and conditions legally protected. ![]() However, the NEU campaigns strongly in those schools for the adoption of the same provisions and many schools have voluntarily opted into the terms. This contains provisions for enhanced maternity leave and sick pay, among other things, and applies in community, voluntary controlled, voluntary aided and trust schools.Īcademies, free schools and independent schools are not legally required to employ teachers on these terms. In addition to the STPCD, the teaching unions have negotiated a collective agreement for LA-maintained schools, known as the Burgundy Book. Until the introduction of academies, all teachers in state-funded schools had their terms and conditions governed by the school teachers’ pay and conditions document (STPCD), which applies nationally and has statutory effect. What is the difference between the terms and conditions in local authority (LA)-maintained schools and others?
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