The use of reasonable force should always be a last resort for teachers and support staff but schools should offer clear, precise advice and guidance to their staff on their restraint policy so that there can be no confusion. Your school should have a policy on the use of force.
Strong relationships with the parents of pupils and students are important. Parents and teachers both want the children to do well and should work together, not against each other.
'Flexible working' covers changes to your hours of work and when and where you are required to work.
Losing a job is often a distressing experience for any employee. This is particularly true where the employer becomes insolvent and the entire workplace is closed down, with little or no notice.
ATL often receives enquiries from members about what their responsibilities are when pupils wet or soil themselves in class, and what schools are required to do if a staff member does help a pupil change their clothes.
Once the government has given the go-ahead for a school to convert by issuing an academy order, there are a number of issues for members to consider. These are listed below.
The Workload Agreement guarantees teachers in maintained schools in England and Wales ten per cent of their timetabled teaching to be set aside as preparation, planning and assessment (PPA) time during the school day.
An employee can resign either forthwith or giving due notice stating clearly that the employer's conduct has been unreasonable.
In recent years employers in schools and colleges have introduced technology as an aid for the monitoring and surveillance of employees.
Schools and colleges have a crucial role to play in educating children and young people for a sustainable future and being themselves an example of sustainable practices. ATL welcomes the government's initiative to transform every school into a sustainable school by 2020 and anticipates a similar initiative for our colleges and universities.