The way they achieve these numbers is simple enough; Some staff (mainly the lowest paid) will get a rise; often these are part time, and have more than one job with the council. They are counted as winners for each job they have. So a school cleaner who works at 2 schools getting an hourly rate increase in both will be counted as a winner twice. Nursery nurses who were on similar T&C to teaching staff ie paid full time to work term time only now find they have been given an hourly rate increase but are now pro-rated and so face a pay cut. They are also counted as winners.Originally Posted by nawbus
It's all done with statistics.......
Isn't this all breach of contract? If you have a permanant contract between the LEA and yourself which states a wage in figures then changing this without the consent of both parties is breaching the contract.
Sorry to post twice in a row with two different questions but looking at the framework (http://www.becta.org.uk/techcomp/doc..._framework.pdf) I am certainly in D category but do more which isn't even touched on - mainly focused on developing and maintaining complete in-house software systems which form core parts of our overall management systems. Is level D a ceiling above which one cannot rise or is their something else above it?
Isn't there a saying that goes along the lines of 'there are lies, damn lies and statistics'?Originally Posted by broc
The becta framework only covers IT support. You're talking about software development.
I see that, but since my role covers both how is this likely to affect me?
Your wage should reflect these extra skills.
Back to the issue of breach of contract, I thought this page might be of interest:
According to this, if an employer tries to change your contract and you don't agree to it then you can take legal action:
".... if your pay is reduced because of the change, you could make a claim for unlawful deductions from wages ...."
It looks complicated but there seems to be scope for legal action if wages are deducted (or a change in contract attempts to put this into place).
I'd guess when this goes through, people will be offered their old jobs under the new pay scheme with new contracts. So your tactic would not work.
For that to work they would have to sack you first.
no, just terminate your contract. I can't speak for Staffordshire but round here we're on temporary one year contracts that get renewed every year. If they want to implement some change in the contract they just update the next years contract. You're free not to accept the changes of course but that just leaves you unemployed.
For you then it is different, but my contract and that of technicians employed by schools in our LEA is permanant.
Thats a sneaky practise introduced into this country from America, it sucks Dude!
I knew someone on a one year contract, they'd recently signed up for another year, when they were asked if they'd like a full contract.....
The next day, his 1st day as a proper employee, they made him redundant. It was cheaper than cancelling his contract.
Obviously I can't name the company, but think of IT in General Motors....
Norfolk LEA are going through this process of evaluations now my contract is the one that I was employed under at this particular school 3 years ago and is not renewed anually.
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