United Learning Trust pay award 2018/19

United Learning 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/below.
 
It is important to note that ULT academies operate separate pay scales for teachers on ULT contracts.

United Learning Trust Pay Progression Data

ULT has now analysed the pay progression data for 2018/19. Pay progression at United Learning Trust was 80% (academies) and 66% (independents).

Policy update

The NASUWT has met with United Learning Trust this term and consulted on the CCTV Policy, Drugs and Alcohol Guidance, Whistleblowing Policy and Absence Management Policy, all of which are not currently agreed with the NASUWT. 

ULT 2018 staff survey

ULT reported on the 2018 Trust survey. The response rate was 83% which equates to 5,627 employees across the organisation.

The Trust is pleased with the level of employee engagement (78%), however they recognise there are areas for improvement.
 
The NASUWT made the point that the survey places an expectation on schools to discuss the results and set about constructing an action plan. This should involve all stakeholders, including trade unions.

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.