Terms & Conditions of Employment Overview at
JOHN TAYLOR MULTI ACADEMY TRUST
The following information highlights key aspects of the Trust’s terms and conditions of employment. Full terms and conditions are set out in the Employment Contract. Shortlisted candidates will be given the opportunity to ask questions about terms and conditions of employment at their formal interview.
Teaching Staff Salary
Salary and the general terms and conditions of employment are those contained in the current School Teachers’ Pay & Conditions Document and Conditions of Service for School Teachers’ in England and Wales (Burgundy Book) as applied by, adopted or amended and subject to the decisions made from time to time by the Trust relating to the employment of Trust employees.
Support Staff Salary
The general terms and conditions of your employment are those negotiated nationally by the National Joint Council of Local Government (The Green Book) as applied by, adopted or amended and subject to the decisions made from time to time by the Trust relating to the employment of Trust employees. In addition, the Trust has adopted local agreements with recognised Trade Unions. These are set out in various documents and policies, which collectively form the full Employee Terms and Conditions.
Pension Schemes
The Trust offers membership to the Teachers’ Pension Scheme for teaching staff and the Local Government Pension Scheme (LGPS) for support staff.
Working Time
The School Teachers’ Pay & Conditions Document does not specify working weeks for members of the leadership group and those on the pay range for leading practitioners. You will be required to be available for duty at reasonable times to undertake the professional duties assigned in accordance with the Document, throughout those days in the school year on which the teacher is required to be available for work.
Work Location
You may be required to work on a temporary or permanent basis at other academies within the Trust and within reasonable commuting distance of your home, as the Trust may require from time to time.
Probationary Period
Support staff who are newly appointed to the Trust are subject to a satisfactory probationary period of 6 months before they are confirmed in post as a Trust employee. Any staff within their probationary period are entitled to 1 month’s notice on either side.
Continuous Employment
Under employment law, various employee rights are dependent on the period of continuous employment worked such as the calculation of annual leave entitlement, sick pay and maternity pay. At John Taylor MAT, continuous employment for this purpose starts on the earlier of the following dates:
- the date of appointment; or
- the start of your continuous employment in a previous post with a local authority or associated employer under the Redundancy Payments (Local Government Modification Orders).
You should also note that if you are dismissed on grounds of redundancy, your redundancy payment will be calculated by reference to your continuous employment with all local authorities and associated employers under the Redundancy Payments (Local Government Modification Orders). Any redundancy payment due will be calculated using the statutory provisions applicable at the point of dismissal.
Activities Outside Normal Working Hours
Any outside employment, either paid or unpaid, must not, in the view of the Trust, conflict or react detrimentally to the Trust’s interests or in any way weaken public confidence in the conduct of the Trust’s business.
Data Protection
The organisation will comply with the provisions of relevant UK data protection legislation. Job applicants can view the relevant Privacy Notice in the Supporting Information section of the Vacancies page on the JTMAT website (https://jtmat.co.uk).