Ormiston Academies Trust (OAT) pay award 2018/19

Ormiston Academies Trust followed the recommendation from the School Teachers’ Pay and Conditions Document (STPCD) and paid staff:

  • 3.5% on the Main Scale on all points of the scale;
  • 2% on the Upper Pay Scale on all points of the scale;
  • 2% on the Leading Practitioner Scale;
  • 1.5% on the Leadership Pay Scale;
  • 2% on all allowances.

Further details can be found in the latest bulletin on the right (?).

Ormiston Academies Trust Pay Progression Data

OAT has now analysed the pay progression data for 2018/19 which showed improvements on the previous year’s data. The NASUWT will be looking to discuss this in further detail with the Trust.

Teacher workload and well-being

OAT confirmed that teacher workload and wellbeing was an essential part of their strategy going forwards.

Policy update

The NASUWT has met with Ormiston Academies Trust this term and consulted on the Pay and Appraisal Policies as well as the Equality and Diversity Policy, all of which have not been agreed with the NASUWT. 

Facility time

The Trust confirmed that they will be paying into local authority facility time arrangements for the release of trade union representatives.

Protection of your pay and conditions under TUPE.

Staff who transferred when the school became an academy transferred under TUPE and therefore benefit from the protections of TUPE. One of those protections is that changes to the transferred contract of employment cannot be made. Regulation 4(4) TUPE sets that out - any purported variation to the contract will be void. Therefore requiring staff that transferred under TUPE to sign new contracts is not permitted. 

The protection from TUPE does not apply only to certain terms and conditions. TUPE applies to the whole contract. The employer cannot pick and choose which bits of the contract are protected by TUPE - it is all protected by TUPE and so there should not be any move to introduce new contracts.

Employees therefore have the legal right to transfer to the new employer on their existing terms and conditions of employment and with all their existing employment rights and liabilities intact. Effectively, the new employer steps into the shoes of the old employer and it is as though the employee's contract of employment was always made with the new employer.