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1.9 Salary.- Job-sharers should be paid a pro rata element of their salaryentitlement, with incremental progression determined in accordance with theprovisions of the SNCT Handbook.1.10 Pension.- Prospective job-sharers should be advised to seek guidance on theeffect of job-sharing on their superannuation entitlements.1.11 Conditions of Service.- Conditions of service of job-sharers should be as forpermanent full-time or part-time teachers, as appropriate.1.12 Class Contact.- Class contact should be on a pro rata basis. On a 50:50arrangement, maximum class contact is 11.25 hours.1.13 Additional Hours.- Job-sharers should undertake collegiate activities inaccordance with Part 2, Appendix 2.7 of the SNCT Handbook on a pro ratabasis. This would not require a job sharer to return to school on days whenhe/she does not work.1.14 Transfer Arrangements.- Where a post is in surplus, and the “last in, first out”principle is operative, a mechanism is required for assessing the service ofeach of the sharers. Both voluntary and compulsory transfers should only beeffected on the basis of a calculation of service of each job-sharer.1.15 Holidays.- Normal holidays should apply. Public/casual holidays would bereceived when the sharer works on the relevant day (see paragraph 2.7below).1.16 Training.- Job-sharers should have the same access to training andprofessional development opportunities as full-time teachers.1.17 Termination.- Job-sharers should be able to resign subject to the normalconditions of service. Where a job-sharer seeks to assume full-time working,this should be by application for a full-time post in the normal way (seeparagraph 2.6 below).1.18 Publicity.- It is desirable that explanatory leaflets for staff are prepared, settingout the details of the scheme and the procedures for requesting to job-share.Advertisements for posts should make clear that applications on a job-sharingbasis will receive equal consideration.1.19 Appeals Procedure.- An accelerated appeals procedure should be establishedfor teachers who feel their request to job-share has been unreasonablyrefused.2. Addressing Specific Problems Associated with Job-Sharing Contracts2.1 Calculating Length of Service for Transfer Purposes.- An Employment Tribunaldecision in 1997 Hislop v Glasgow City Council [S/101761/97] establishedthat the practice of averaging the respective lengths of service of two jobsharersis a breach of the Sex Discrimination Act and, accordingly, most of theformer Strathclyde authorities have now revised the relevant terms of theprevious standard Circular 54. For transfer purposes, therefore, the actualaggregated service of each job-share partner should be calculated (includingmechanisms for including broken service) and used as the basis for anydecisions with regard to liability for compulsory transfer.2.2 Dealing with Changes in Circumstances of one or both Job-Share Partners.- Ifone job-share partner leaves, the full-time post should first be offered to the85September 2012