In collaboration with your subsidiary secretary or NEU contact, you can also try to innovate in protective construction for the future. You can apply for benefits for Academy staff by negotiating with the Academy`s employer a special agreement that will account for all benefits prior to entry to the Academy for the determination of salary increases and the rights to work sick leave and maternity leave and remuneration. If you are trying to avoid this situation, NEU has established, in collaboration with other teaching unions close to TUC, a model agreement for the new academy trusts. It provides, among other things, that there will be a common set of conditions for each category of staff. Given that the document itself is quite long, governors may wish for some time to read and consider their implications. They should stress that the great strength of the agreement is to stop the continuity of existing relations and to clearly codify expectations for future relations. This will help to assess the professionalism of staff by giving them a voice in the workplace and ensuring consistency of conditions. NEW attaches great importance to the Academy taking over the standard TUC agreement. However, the Academy may not want to do so for any reason. If so, there are several options available to you and your members. The union has prepared a standard contract that you can register before the transfer in The Staff Contracts and a contract that new employers will be able to accept after the transfer into the academy contracts.
These are attached in Resource B, accompanied by a standard letter to the head of the school, inviting the Board of Directors to give formal consent for all employees to be employed under national conditions. Removing the suspension clauses of the “Catholic Academy of Statutes: Model 3 (February 2015)”. It would be illegal to harmonize the terms and conditions applicable to employees transferred before January 31, 2014. Such “harmonization” would also be a reason for “transfer” a few years after the transfer. In any event, an employer is not in a position to impose a change in terms and conditions without agreement, whether under TUPE or not, it must first advise and negotiate. However, employers have the right to negotiate changes to the terms of collective agreements if the transfer takes place on or after January 31, 2014. The amendments are legal, as long as they are agreed, that they are generally not less favourable to the staff concerned and that they come into force at least one year after the transfer. If the new Board of Directors opposes the adoption of the TUC Model Agreement or any possible changes to the TUC, it is important that other possibilities be explored and, if possible, the following launches should always be dealt with in a local agreement: “Catholic Academy Charter: Model 3 document.” Updated Article 8 of the “Ecclesiastical Academies: Complementary Agreements” and “Catholic Academies: Complementary Agreements. Article 23F of the “Church of England: Endorsement” is also updated. The model agreement will be discussed later in this toolkit, but there are a number of other ways in which you and your institution may be able to protect the rights of new employees who will join the Academy after the transfer.