Can anyone give any advice regarding redundancy payments?

I am facing possible redundancy at my school. I was advised to seek information from my local payroll department as regards the package for voluntary redundancy/early retirement, on the basis if I did not apply, I may not get an enhancement. I have just spoken to someone from my union and have been told this is correct.

The thing is, I have been told that there will be a difference in the final amount I could be entitled to, if I take voluntary redundancy than actual redundancy. It is all very confusing and although I am not actually seeking either, I still have approached the Town Hall payroll department and I am awaiting the final figures. If I took redundancy on the grounds of continuing ill health then the package would be much greater.

Is anyone able to give any advice regarding this matter. What would the best course of action be for me to take?

Sorry that you even have to think about making this decision. I don't know but I would get all the information in writing to make an informed choice.

sorry I dont know either but beamie might when she gets here

My understanding is the statutory amount is one weeks money for each years service, the 'weekly' amount would be based on an average over the last 17 weeks. However some employers have better redundancy packages, so you would really be best checking with your payroll for where you stand.

Dot
xx

The Governor's met today and they have not changed the criteria, even though my union said they have shown bias in favour of a parent governor, who is not even a level three classroom assistant. My Head actually spoke to me and said my union had been in touch, but did not say what was said. But it has made no difference the Governors are going ahead anyway, even though blatant favouritism has been shown to this woman.

So next week the Governor's are going ahead with the criteria as set. I come out with the least number of points. The parent Governor comes out with the most, even above that of the HLTA's.

In the event of a tie-breaker the HLTA's get an additional two points and the final criteria is first in first out. I was first in having worked 14 years . This MUM has only been in the school 1 year, in Nursery and in year 1 since September. She has now actually got my job, and I have been sidelined.

I feel totally humiliated, in that everyone in school knows I have the least points even though I am the most qualified. So MUMS are stealing Nursery Nurses jobs by the back door if they become parent governor's. This woman will have inside information that I am not privy too. It is gross mismanagement of the Governing body as a whole that this school is in such a financial mess. They employed Mothers to work in our school knowing full well we were in financial difficulty.

It would now take a miracle for my Union Rep (when I see him next week) to save my job. The Governor's have made up their mind who goes already.

What really annoys me most is last July the Head told me that come September would see all the extra support staff not having their contracts renewed. Well infact their jobs were advertised internally and guess what? Two actually ended up with a pemanent contract. The Head also told me after Christmas in the Spring Term they were going to loose another Teacher and a full time support assistant and that is ME.

It has been underhanded how this School has employed it's staff. All the support staff save one and not including me are MOTHERS. So qualifiations and long service and 40 years of experience count for nothing.

I understand that as soon as a parent Governor is employed by the school (for more than X hours??), they can no longer be a Parent Governor. This is an issue that comes up a lot on the Governors' message boards.

Was this parent Governor involved in the meetings where the criteria were discussed?

We had a possible redundancy issue a few years ago and the whole process was very tightly structured to ensure no bias and that it was fair, closely advised by the LEA.

This parent governor is employed the same number of hours as myself, but she is also employed to do the breakfast club. So her total hours would be about 33.5 to 34 hours.

Wether she knew about the criteria prior to our letters going out, I do not know? But obviously she has plently to say at any meetings she is involved with. I know some of the staff last year complained that she was a spy, in that she was always tittle tattling to our former Head. At the moment, she works with year one. In the afternoon the class joins year two and because both teachers are absent (The second teacher is currenly off due to a bereavment) this woman is talking to parents as if she IS A TEACHER.

The last class I worked with was in September up until Christmas and I was moved to make way for another parent Govenor who has been given a contract up until Easter. After that I do not know what is going to happen, but I suspect she may well be given a further contract.

I worked mostly in early years. Several years with reception and years one and two. Now the Permanent Parent Govenor is working in Year 1 in the mornings and as the Teacher is only part time, the children then join Year Two and so the Parent Governor joins this class. I only go into this class a couple of times a week to cover for the teacher who is on PPA time.

So I do not know about the legality of a Parent Governor being employed. She has also been given the support staff governor postion as well as her other role. I definately thinked all this has been fixed for her to keep her job and for me to loose mine. She was originally employed to care for a boy with Muscular Distrophy even though she has had absolutely no experience and no training. Whereas I have, so I said last year she would have a pemanant job whilst this child is in our school. It is a Voluntary Aided Church School so it has it own rules and wage structure as regards the staff it employs.

I can't believe what I'm reading here Sanddancer! It's absolutely disgusting, I feel really upset for you. Seems like a conspiracy. Is your union rep any good?

Unfortunately my union rep is away on holiday. He will be back on Tuesday I believe. He is an ex Headteacher and knows his stuff and has helped in the past. The only other person I have spoken too locally is a new rep but unfortunately he had just come out of hospital after having had surgery so could only offer advice over the phone.

The Union Headquarters rang the school to make sure they received the email that they sent. But it has made no difference at all. I am with Pat/Pann and so cannot do anything more until my rep is back from holiday. It seems as if all the powers are against me. Non of the other support staff have had need to approach their Unions because they know they are safe. One of the HLTA's is in the same union as myself. Last year she did not bother to contact him because she knew HER job was safe. I just do not know what to do.

Tonight my Husband remembered his cousin who was a Headteacher herself up until a few years ago and possibly could give advice, but wouldn't you know it we cannot reach her. It looks like I am up the creek without a paddle. I know whatever happens this Governing Body wants to save money and will go to any lengths to get what they want, and they call themselves Christians. They do not know what the word means.

Don't know what advice to give as i've never come across or heard of a situation like this but hopefully someone here may be able to help. keep us informed. Good luck.

seems there are a couple of issues here, firstly the other ta. as it stands at the moment anyone who works at school can only serve on the GB as a teaching or non teaching representative, however if they are already a governor when they are employed by the school they can then remain as a governor for the rest of their term of office (4 years for a parent governor). however in the case of discussing any issues that would directly involve her (ie the redundancies) she MUST declare an interest and withdraw from the meeting during that item on the agenda. If she did do this is should be recorded in the minutes of the meeting and Im sure your union rep could take them to the cleaners if this didnt happen

secondly first in first out?? thats nto right surely it should be last in first out, how on earth are they comming up with thier criteria for their point system when a highly trained and experienced member of staff scores less than an un qualified newcomer.

you say that your union rep would need to work miracles, it seems to me that he will be in a position to demand some questions answered.

I have just found the briefing notes for Thursday 20th July 2006 where by two of the support staff were congratulated for their permanent posts. The level two assistant to support the disabled boy. The other being an HLTA who is a NQT, she was taken on in the role of Senior Educational Practitioner to support SEN and cover PPA. It is this role I have had enforced onto me, without any extra pay. Only the HLTA get extra for lessons they cover.

I do this job under duress and told the Head I was not happy taking on the role due to the fact I am alone in a classroom without support and some of the children in the past have made unfounded accusations against members of staff. I have to plan and deliver the PPA lessons without any teacher being involved or having any input at all. The children are from years 1,2,3,4,5 and 6.

The HLTA/Senior Educational Practitioner/NQT took over as the year 3/4 teacher at the beginning of January. When the regular teacher went on the sick at the beginning of September, We had a succession of supply teachers non lasting very long. So as a result I had the job of trying to hold the class together and helping to support these teachers who did not follow the plans left by the class teacher.

Because I had to take over the new role as support for SEN and PPA they had to then employ another TA to take over my role. This lady was employed last year for 10 hours a week to support a boy on a 1 to 1, who also happens to be the child of the level two classroom assistant/parent governor.

It is all very complicated and my Union did want to know if there had been any consultation as regards my new role. I did ask the Head about it, but she will not and has not discussed it with me at all. Should I leave following redundancy (if a miracle does not happen to save my job). Then we will be in a situation whereby one of two teaching staff, both who have been off sick since September will not have a job or only part time. As we have to make a 0.6 of a teacher redundant as well. SO the HLTA/Educational Practitioner/NQT has been told her job will continue after Easter even if the regular class teacher returns. Will that mean I stay where I am. Because should he come back I have been told he will go into year 4/5 to take over from the other absent teacher.

GOD this is so confusing. I hope you can follow this OK? So if you follow? we are to loose 0.6 of a teacher and one full time support staff(ME)
That will leave us with the Nursery Teacher who covers the Foundation stage, and the Nursery Nurse attatched to the nursery. The Deputy who is off sick, the Year two teacher who has just been appointed Deputy to the deputy teacher and is responsible for years 1&2. THe part time teacher who teaches year 1.
At the moment we have a foundation class, Year 1 morning only, Year 2(with year 1 in the afternoon) Year 3/4, Year 4/5 and Year 6. Because year six are our biggest class only 22 children. We will loose a lot of money as we only have 7 reception children moving into year 1 in September and very few Nursery moving into reception (Approx 8) Previous years this number could be anything up to 36. The support staff at the moment comprises of Myself, 3 HLTA, a level two/parent governor and a level two parent governor employed until Easter. In September it will mean another class less, hense the loss of another teacher all be it part time and myself.

The future of the school looks bleak, But the Head has been acting Head has had her contract extended until 2011. We have been told as we are a Church Aided School it will be difficult to close. But then it all depends on if we keep the same number of children. At present that is only 117 approx. less the 22 year six children in July. Just a few short years ago we had over 250

Sorry that should have read SEN lessons and not PPA.

Do you really want to stay working there? It sounds appalling! Why haven't you been given a permanent contract before all this. Look at your contract carefully.The Governing body seem to be a complete mess. I was a governor for 11 years and this sounds ridiculous. I think they could be in a lot of bother soon. Low entry like that sounds like local people have little faith in their ability.

I am sorry that I cannot add anything concrete, does sound like you GB has a lot to answer for and if their minutes are not correct, as Tiki says, your rep should wipe the floor with them.

This all sounds so wrong and underhand and I really feel for you. Hopefully when your rep gets back on Tuesday you will get the support you need.

Please keep us informed