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emaining partner. Thereafter, if the existing partner were to decline the offerof the full-time post, a new partner should be appointed in line with theCouncil’s appointments procedures. Should it not be possible to fill theremaining part of the job-share, the remaining partner should be offered eithera permanent part-time post or redeployed to a permanent part-time or full-timecontract. It is likely that, during the course of a job-share contract, thecircumstances of one or both partners may change and it should be open, atany time, for the job-share partners to seek agreement with the employer to analternative configuration of hours within the job-share total. If agreementcannot be reached, the job-share partners and the head of establishmentshould review the arrangements in time for the start of the following term orsession. Should agreement still not be possible, both partners should beoffered appropriate and suitable permanent part-time appointments.2.3 Delays in Filling Vacant Job-Share Partners Posts.- It has been reported on anumber of occasions that there are, often, significant delays in filling one orother of the job-share portions. On this basis, time limits should be included inlocal job-share agreements in order that, if another partner for the sharecannot be found, the procedures for dealing with the situation as a permanentvacancy should be initiated.2.4 Liaison Time.- Arrangements should be put in place which allows for a period ofoverlap during normal working hours in order to permit the sharers time toconsult with each other on matters related to curricular, pastoral and otherissues associated with their working commitments. It is suggested that classcontact remission of at least two hours per week is provided for the purposesof liaison.2.5 Incremental Progression.- Will be as outlined in Part 2, Section 1 of the SNCT<strong>Handbook</strong>.2.6 Reversion to Full-Time Working.- Again, it is well established within theEmployment Tribunal system and the Courts, that failure to permit part-time orjob-share working (particularly in relation to a return from maternity leave) isindirectly discriminatory. Requests for a reversion to full-time work from staffwho had previously been permitted to work on a job-share or part-time basiswill not be granted automatically but all such requests should be consideredboth seriously and timeously. It may also be helpful to introduce anaccelerated appeals mechanism for staff who have been refused a reversionto full-time working in order that final decisions can be arrived at as quickly aspossible. Once a decision has been taken to permit a return to full-time work,this should be implemented from the start of the following term or sessionwhichever is the earlier.2.7 Leave Arrangements and Public Holidays.- Under existing national agreementsall job-share and part-time staff are treated (albeit on a pro rata basis) in thesame way as permanent full-time staff as far as leave accrual, salary paymentand other conditions of service matters are concerned. However, a number oflocal associations and Area Officers have reported problems in relation to theallocation of public holidays between job-share partners. It is common practicefor one partner to work at the beginning of a week (i.e. up to Wednesday lunchtime) and for the other partner to complete the remainder of the week.However, with the preponderance of public holidays falling on a Monday, it ispossible that one partner in a 50:50 job-share will actually receive less interms of leave entitlement than the other. There are no straightforwardsolutions to this problem which keep intact important pro rata elements ofexisting national agreements covering salary and leave accrual rights. Thereare, however, two potential solutions to this problem which would require the86September 2012
agreement of the job-share partners, school management and the localauthority.(a)(b)Agreement could be reached at the commencement of each sessionwhich would allow for an even or pro rata allocation of public holidaysbetween the partners. In other words one partner would be required to“cover” for the other partner on a relatively small number of days duringthe course of a year to establish a proper balance.In a 50:50 job-share situation the actual fraction of annual salaryentitlement paid to each job-sharer could be amended slightly toaccommodate the small difference in working days (or hours) during thecourse of that salary year.2.8 Absence Cover.- Where one job-share partner is absent from work (forwhatever reason) the other partner should be offered the opportunity ofcovering for his/her partner. If the offer is accepted the covering partnershould be paid for this additional work on the appropriate daily or hourly ratefor temporary staff.87September 2012
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1. THE EIS AND ITS MEMBERSEIS membe
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A CENTURY AND A HALF OF SERVICE TO
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The EIS-ULA is one of two unions th
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4. YOUR EIS CONTACTSHEADQUARTERS46
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5. EIS POLITICAL FUNDThe EIS was fo
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membership within that local associ
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YOUR ROLE AS AN EIS REPRESENTATIVE8
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A member or representative should n
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members of the directorate. An indi
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During recent campaigns, the EIS na
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• You should make contact with yo
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11. THE ROLE OF THE LOCAL ASSOCIATI
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PROTOCOL ON CASE HANDLING1. Introdu
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6. Disciplinary Procedure6.1 Where
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Footnote: 1 The term “official(s)
Page 36 and 37: 13. LEARNING REPRESENTATIVES*CURREN
Page 38 and 39: The National Executive Committee wi
Page 40 and 41: (f)(g)talking with colleagues regul
Page 42 and 43: (e)advising appropriate EIS colleag
Page 44 and 45: Advising and supporting individual
Page 46 and 47: Supporting and encouraging teachers
Page 48 and 49: 15. The Role of EIS Learning Repres
Page 50 and 51: EDUCATION AND EQUALITY16. Education
Page 52 and 53: Briefing notes have been provided b
Page 54 and 55: MondayThe inspection will normally
Page 56 and 57: The report should be written in suc
Page 58 and 59: views and perceptions on the areas
Page 60 and 61: 17. SCHOOL IMPROVEMENT PLANPOLICY A
Page 62 and 63: 5.4 All aspects of work and decisio
Page 64 and 65: 18. EQUALITY“Equality is not a mi
Page 66 and 67: Pregnancy and maternityA woman is d
Page 68 and 69: The legislation also covers enrolme
Page 70 and 71: 19. Standard for Initial Teacher Ed
Page 72 and 73: www.sfc.ac.ukwww.ecu.ac.uk72Septemb
Page 74 and 75: NOTES(a)Maingrade Scale and Charter
Page 76 and 77: THE WORKING HOURS OF TEACHERS21. CO
Page 78 and 79: Where notice in working weeks is no
Page 80 and 81: ADOPTION LEAVE AND PAYThe provision
Page 82 and 83: 22. CONTRACTUAL AND GENERALEIS Tran
Page 84 and 85: Job Sharing1. Good Practice Guidanc
Page 88 and 89: 23. PENSIONS AND SUPERANNUATION - T
Page 90 and 91: either in the interests of the effi
Page 92 and 93: LUMP SUM35 x 1/80 x £32,500 = £14
Page 94 and 95: If you have less than 2 years membe
Page 96 and 97: The contracts also differ in the me
Page 98 and 99: Yes, this could be very sensible be
Page 100 and 101: As with other types of money purcha
Page 102 and 103: (ii) has been employed in pensionab
Page 104 and 105: GENERAL TEACHING COUNCIL SCOTLAND (
Page 106 and 107: EIS AND THE WIDER COMMUNITY25. POLI
Page 108 and 109: 27. TRADES UNION CONGRESSThe TUC re
Page 110 and 111: 29. EUROPEAN AND INTERNATIONAL AFFA
Page 112 and 113: 31. NATIONAL UNION OF STUDENTSEIS e
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