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The Department for Education has today issued 2017’s School Teachers Pay and Conditions Document. This rubber stamps the proposals issued recently as proposed by the School Review Body. In short, there is a 1% uplift to the maximum and minimum pay ranges for all teachers apart for the main scale which is 2%.
As has been common in recent years, this guidance has appeared with very little time for schools to take time to reflect on their pay policy and whether it is fit for purpose. The change from time served to performance related pay is well embedded in many schools but not all. Whilst there will not be time now to do it before September, a well-drawn pay policy that links a thought through pay scale to progression on an individual basis is an asset to any school that applies it effectively. Time spent on this over the next academic year would not be wasted.
The recent case of R (on the application of A Parent) v Governing Body of XYZ School [2022] EWHC 1146 (Admin) provides some welcome and reassuring guidance to governing boards on the exclusion reconsideration process.
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With 19 HR experts now supporting over 500 schools and trusts across the country, in this edition of 60 seconds we sit down with Emma Hughes, who leads the team, to discuss what this significant milestone means to her.
In order to reduce the risk of potential breaches, schools should follow this Health and Safety Executive guidance.
A ResPublica report highlighted that asbestos continues to be the UK’s number one occupational killer, with nurses and teachers 3 to 5 times more likely to develop mesothelioma than the general UK population. The House of Commons Work & Pensions Select Committee is investigating how the HSE manages the continued presence of asbestos in buildings.
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