Children will talk about their concerns and problems with people they feel they can trust and they feel comfortable with. All staff and volunteers in an education establishment must know how to respond to a child's concerns and who to approach for advice.
In recent years employers in schools and colleges have introduced technology as an aid for the monitoring and surveillance of employees.
Every school/college should have a policy to deal with issues arising from bullying to harassment of staff. This policy should provide that, where a properly-conducted investigation has established that bullying as taken place, this will be treated as a disciplinary matter.
Getting the balance right between protecting young people from risk - accessing unsuitable material, making unsuitable contacts, or harming a computer by downloading a virus - and empowering them to use the internet effectively and productively is not always easy.
Following the government's decision not to endorse them, ATL has decided to publish the new professional standards for teaching assistants created by members of ATL and other unions and education bodies.
Recognising what triggers aggressive and violent behaviour is a necessary part of your skills as an education professional.
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.
According to the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, workers on part-time contracts have the right not to be treated less favourably than their full-time colleagues by an employer unless this can be objectively justified.
The government guidance on the Education and Inspections Act 2006, gives all staff in maintained schools in England and Wales legal rights to discipline pupils. This page provides an overview of those powers.
You have no statutory right to a reference from a present or past employer - references are given at the discretion of the employer. References do not have to be given in writing - they can be given verbally, perhaps by telephone.