There are three ways in which you can be recompensed for working additional hours: If you do not have an NEU rep at your school, then you should contact your local branch secretary. Should this ‘softly softly’ approach prove ineffective, then you will need to submit a formal grievance. Before embarking on this course of action, please consult your NEU school representative. If you receive no response within three weeks, follow it up with a brief written request for a further discussion.
If you are regularly working unpaid overtime, or if your contractual start, finish and break times no longer correspond to your actual working times, then you should raise the matter with your line manager, verbally to begin with. Whilst the LGA document talks specifically about term-time contracted employees, the principle that hours worked outside of contractual hours should be “appropriately remunerated” also applies to 52-week-contracted employees. Schools particularly should take steps to identify the hours required of support staff and to pay for all such hours.” Any such additional hours should be incorporated into contractual arrangements if they are an ongoing feature of the post. If term-time workers are required to undertake work outside of their contracted hours, they must be appropriately remunerated. “Pay for term-time workers should reflect their contractual working arrangements. LGA: The Local Government Association (LGA), which negotiates on behalf of the local authority (LA) employers of all support staff in the maintained sector, has this to say on the subject: This might mean:Įxtending, by agreement, the hours required under the contract, with the appropriate increase in salary, orĪllocating the additional work to other members of staff.” If it becomes clear than an individual’s working arrangements do not fully take into account the work required of the post, then a proper discussion must take place between them and their line manager to resolve the issue. “There is some evidence that on occasions, support staff with established contractual arrangements are being expected to undertake ‘unpaid overtime’. Workforce Agreement Monitoring Group (WAMG) guidance: WAMG had this to say in Note 22 of July 2008, in a section headed ‘Unpaid overtime’:
This means that staff should be paid for all hours worked whether in or outside the pupils’ day.” School Support Staff – The Way Forward: This agreement, signed in 2003 as a corollary to the Workforce Remodelling Agreement of the same year, says that (Para 2.2) “Unlike teachers, working time for support staff is based on an individual contract within the national framework, which needs to cover all expectations for managed time. Nonetheless, it will be extremely useful to have the following references to hand when querying the issue of unpaid hours. This is as it should be after all, a basic principle of employment law is that if you work, you get paid. There is universal agreement between employers and unions that support staff should be recompensed when working beyond their contractual hours.
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