HR Questions when joining a MAT


How are staff contracts protected when moving to a MAT?

Staff terms and conditions are protected as they transfer through TUPE. TUPE is Transfer of Undertakings (Protection of Employment) Regulations, and its purpose is to protect employees if the business in which they are employed changes hands. Its effect is to move employees and any liabilities associated with them from the old employer to the new employer by operation of law. As part of TUPE unions are involved and the MAT may put measures into the process which could be changes to existing work practices such as amount of pay, job descriptions, hours of work and salary payment e.g. the day of the month when salary is paid. Different MATs will specify different measures.


What are the measures that Tilian would expect as part of the TUPE process? 

Some MATs have significant measures that are applied on transfer so it is important for Governors to check this at the earliest stages of discussion. The only measure usually added is a mobility clause which means that the staff member can be redeployed to another Tilian school (the actual move would be in agreement with the Head and the staff member)


How would staff pensions be affected?

Not at all. Teachers continue to pay into the Teacher Pension Scheme and support staff pay into the Local Government Pension Scheme.


Would continuous service by staff members be recognised?

Yes, continuous service is recognised.


Do MATs follow the School Teachers’ Pay and Conditions?

Some MATs do not but most MATs do and Tilian adheres to the STPCD and we follow all national increases in pay.

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