1. Would staff remain the same after conversion?
We all intend to work alongside and maintain open dialogue with all staff and unions and their representatives throughout this process.
2. Would staff pay and conditions change?
“Can they change our terms and conditions?” “Will we need to re-apply for our jobs?”
When a school becomes an academy, all members of staff are entitled to transfer to the MAT under their existing employment terms and conditions – on academy conversion their terms and conditions of employment are legally protected by TUPE (Transfer of Undertakings – Protection of Employment) regulations. This means that staff will not have to re-apply for their jobs.
2a. “Will my contract be with Cloudesley or am I in a pool of TAs that can be moved?”
Currently, as a maintained school, your contract is with the LEA rather than Cloudesley. The content of contracts will not change but the employer would be the MAT rather than Islington LEA. There is no intention at all to move staff between schools, unless of course they would like to move.
2b. “Will it affect our holiday?” “Will it affect my hours?” “Will it affect second jobs?”
There are no plans to change times of day or holidays. Therefore, anyone with second jobs will not be affected.
2c. “Will it affect our pay?”
The second phase of the consultation includes negotiations with unions around pay and conditions. Your pay is legally protected by TUPE regulations.
2d. What is the timeframe of TUPE? Once TUPE expires, can staffing structures and employment conditions change for Richard Cloudesley staff?
Following a transfer, employers often find they have employees with different terms and conditions working alongside each other and wish to change or harmonise terms and conditions. However, TUPE protects against change or harmonisation for an indefinite period if the sole or principal reason for the change is the transfer.
Any school, whether an academy or maintained school, could change staffing structures, but this would need to abide by the local ‘organisational change’ policy and be subject to a separate consultation.
3. Are we going to lose our jobs?
Many schools (not academies) is Islington have already had restructures and people have been made redundant. We are commitment to not doing this and this is proposal is a means of strengthening our position.
4. Opportunities for staff
This proposal would benefit Richard Cloudesley staff by:
5. Will Richard Cloudesley staff have equal opportunities to access teacher training at The Bridge London National Teaching School or will staff at The Bridge be accommodated first?
Places on teacher training programmes are allocated according to skills and experience, following a transparent application procedure. All employees of a MAT have the same entitlement to professional development opportunities.
6. If Richard Cloudesley School joins The Bridge London Trust, will it be involved in the decision-making process for applications from other academies to join the Trust?
The growth strategy is determined by the board rather than by local governing bodies.
7. Will it affect my pension?
Academies have to continue to offer the Teachers’ Pension Scheme (TPS) to teachers. Where a school becomes an academy, it becomes responsible for ensuring that contributions continue to be made to Teachers’ Pensions (TP).
Non-teaching staff employed by Academy Trusts retain eligibility for the Local Government Pension Scheme (LGPS) when a school becomes an Academy. The change in legal status, when a former maintained school is replaced by an Academy, means that the Academy Trust becomes an LGPS employing authority in its own right but the pension scheme remains the same.