There are a number of things members in schools considering academy status can do and these are listed below.
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.
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.
Job sharing is a way of working where two people share the responsibilities of one full-time position and divide the hours, salary and benefits.
Intended to safeguard the health and safety of employees, the 1998 Working Time Regulations include a number of provisions to protect almost all workers from excessive working hours.
Gained time is when teachers are released from timetabled teaching as a result of pupils being on study leave, examination leave or when pupils meet their year group tutor.
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.
Members can find themselves in a difficult position in schools or colleges where colleagues are taking industrial action and they are not. However, the legal position in these circumstances is clear: industrial action by a union member is unlawful if it is not preceded by the formal notification, balloting and authorisation process.
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.
We all experience pressure regularly, it can motivate us to perform at our best. It is when we experience too much pressure and feel unable to cope that stress can result.