Teachers - inset days - part time work
Discussion
Just looking for an impartial opinion.
Wife is going back to work as a teacher, 0.5fte. Wednesday through Friday.
Most inset days are on Monday. Wife has zero issue working on inset days, albeit will have to arrange childcare.
Her new contract states she must work half of all inset days (say 2 of the 4 in a school year). If her working days were Monday through Wednesday she'd be getting paid for this attendance.
However should she not be getting paid or time off in lieu for these as they do not fall on her contracted days?
Thoughts would be appreciated.
Wife is going back to work as a teacher, 0.5fte. Wednesday through Friday.
Most inset days are on Monday. Wife has zero issue working on inset days, albeit will have to arrange childcare.
Her new contract states she must work half of all inset days (say 2 of the 4 in a school year). If her working days were Monday through Wednesday she'd be getting paid for this attendance.
However should she not be getting paid or time off in lieu for these as they do not fall on her contracted days?
Thoughts would be appreciated.
is it an LA school or an Academy?
In either case she won't be the first person to be affected by this so it's likely that they have a Policy to cover p/t staff.
ETA INSET days aren't like bank holidays. Staff are theoretically meant to work them (although some HTs/principals let staff have the time off). Ergo if somebody isn't working them I don't think they would get paid. In your wife's situation if she was asked to work on an INSET day it would seem reasonable to either pay her overtime or give her TOIL.
In either case she won't be the first person to be affected by this so it's likely that they have a Policy to cover p/t staff.
ETA INSET days aren't like bank holidays. Staff are theoretically meant to work them (although some HTs/principals let staff have the time off). Ergo if somebody isn't working them I don't think they would get paid. In your wife's situation if she was asked to work on an INSET day it would seem reasonable to either pay her overtime or give her TOIL.
Edited by Countdown on Sunday 23 November 11:09
Cats_pyjamas said:
Just looking for an impartial opinion.
Wife is going back to work as a teacher, 0.5fte. Wednesday through Friday.
Most inset days are on Monday. Wife has zero issue working on inset days, albeit will have to arrange childcare.
Her new contract states she must work half of all inset days (say 2 of the 4 in a school year). If her working days were Monday through Wednesday she'd be getting paid for this attendance.
However should she not be getting paid or time off in lieu for these as they do not fall on her contracted days?
Thoughts would be appreciated.
My Daughter doesn't work Mondays, still has to attend insert days a couple of years ago they were on a Friday. Just how it is I'm afraid. Having said that a friend of hers does get payed for insert days, if she isn't working when they occur. Wife is going back to work as a teacher, 0.5fte. Wednesday through Friday.
Most inset days are on Monday. Wife has zero issue working on inset days, albeit will have to arrange childcare.
Her new contract states she must work half of all inset days (say 2 of the 4 in a school year). If her working days were Monday through Wednesday she'd be getting paid for this attendance.
However should she not be getting paid or time off in lieu for these as they do not fall on her contracted days?
Thoughts would be appreciated.
MustangGT said:
I am with Countdown on this.
If she is required to work any of them and they are not on her normal workdays then I would expect either OT or TOIL.
This isn t that simple and depends on what the contract actually says, as INSET days and indeed working days for part time staff change year to year. If she is required to work any of them and they are not on her normal workdays then I would expect either OT or TOIL.
It s not about expecting compensation for something unforeseen, there will be (or should be) a hard and fast rule within the school, academy chain etc. for this very common occurrence. The only negotiation should be on WHICH inset days throughout the year someone should attend, depending on what is actually most useful for them.
Also just to add re post above, headteachers can t give staff inset days off, what they can do is have staff complete CPD outside their normal working hours so that they effectively buy the inset time. This can only be done for 2 of the 5 days per year.
Edited by TomTheTyke on Sunday 23 November 17:39
It may be different as my experience as a teacher was in a LA in Scotland however …
I worked Wed to Friday and we had 5 insets a year which all landed on a Monday. My contract stated I had to do a pro rate amount of the insets even if they landed on days I wouldn’t normally work. What we had though was a “part time teaching staff calculator” which worked out all the ins and outs of being part-time depending on which part of the week you worked. Also really important for those Monday bank holidays which you “miss” if you work p/t at the end of the week.
My HT would send all the info for p/t staff to the business manager who would then calculate who was owed what at the beginning of the school year. Often I’d be due 4/5 days off in lieu, which was great! Sometimes those working p/t at the beginning of the week would actually owe the school time.
Here’s a link to some info although it is Scottish based. https://www.eis.org.uk/Content/Edinburgh/images/LN...
I worked Wed to Friday and we had 5 insets a year which all landed on a Monday. My contract stated I had to do a pro rate amount of the insets even if they landed on days I wouldn’t normally work. What we had though was a “part time teaching staff calculator” which worked out all the ins and outs of being part-time depending on which part of the week you worked. Also really important for those Monday bank holidays which you “miss” if you work p/t at the end of the week.
My HT would send all the info for p/t staff to the business manager who would then calculate who was owed what at the beginning of the school year. Often I’d be due 4/5 days off in lieu, which was great! Sometimes those working p/t at the beginning of the week would actually owe the school time.
Here’s a link to some info although it is Scottish based. https://www.eis.org.uk/Content/Edinburgh/images/LN...
Assuming the contract is based on the School Teachers Pay and Conditions document (which it 100% will be if a maintained school and probably > 99% of academies) then the employer cannot compel you to attend non-working days.
i.e. if you work Tuesday to Thursday and their INSET is on Mondays or Fridays you cannot be compelled to attend without compensation.
You could be asked to volunteer to attend but they would have to pay you.
Your contract could say you attend 3 out of the 5 INSET days, but again they would have to pay you and agree (in reasonable time), days they want you in.
For example it would be usual for all staff to attend the first INSET of the summer term to update their statutory safe-guarding and KCSIE training.
Any doubt, ask her union for advice.
i.e. if you work Tuesday to Thursday and their INSET is on Mondays or Fridays you cannot be compelled to attend without compensation.
You could be asked to volunteer to attend but they would have to pay you.
Your contract could say you attend 3 out of the 5 INSET days, but again they would have to pay you and agree (in reasonable time), days they want you in.
For example it would be usual for all staff to attend the first INSET of the summer term to update their statutory safe-guarding and KCSIE training.
Any doubt, ask her union for advice.
dundarach said:
If she's on teachers pay an conditions, I would expect her to do 0.5 of 1275hrs per year, 637.5 hrs of directed time.
In reality, if she does 50% then she'll do half training days and half parents evenings etc.
Also note, should do half duties etc.
Agree (though it is 1265hrs), but not on the days she does not usually work.In reality, if she does 50% then she'll do half training days and half parents evenings etc.
Also note, should do half duties etc.
Cats_pyjamas said:
Thanks for the input. As I say she's happy to partake and swap days. Just not enamored to give her time for free, as they already get 2 hours a day (part and parcel), plus other ad-hoc events. Especially as additional childcare will likely be required at additional expense.
Devil's advocate; unless it's hourly salary, rather than a gross salary, its not for free - it's in the contract. But you don't say how is paid in original post?Therefore is it "£xk for wed- Friday and half inset days?
You can get into various solutions here (have seen lots of them over the years). The one that tends to keep everyone happy is doing her regular days and then submitting an additional hours sheet for the INSET days and getting it signed by the headteacher/principal. She gets the extra pay, he/she gets you in on the training, many of which will be mandatory for the year (e.g. safeguarding updates).
As someone else said, ensure she's only doing the respective % of duties and parents' evenings, open evenings too, though - they add up.
As someone else said, ensure she's only doing the respective % of duties and parents' evenings, open evenings too, though - they add up.
fractional posts usually tricky in teaching, thats the reason most schools hate them (as far as I'm aware, unless they changed it really!)
As already mentioned, inset days, parents evenings, open days and etc... there are loads of random days need attendance from both Full time and fractional staff, this is usually nicely managed by a line manager to make sure that fractional staff not overworking but it would be good to get a confirmation from HR in writing so in the future, a dodgy line manager can't enforce things on a vague contract.
As already mentioned, inset days, parents evenings, open days and etc... there are loads of random days need attendance from both Full time and fractional staff, this is usually nicely managed by a line manager to make sure that fractional staff not overworking but it would be good to get a confirmation from HR in writing so in the future, a dodgy line manager can't enforce things on a vague contract.
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