Pay scale progression on maternity leave

getmore4less

School - Are you a teacher?

Does the new pay policy fall within the new guidelines that came into effect in Sept?

edit

KIT days should be used for appraisals in the guidlines.

sulphate

They can't force you to do KIT days if you don't want to.

Employees can work up to 10 days during their maternity, adoption or additional paternity leave. These days are called ‘keeping in touch days’. Keeping in touch days are optional - both the employee and employer need to agree to them.



The type of work and pay employees get should be agreed before they come into work. The employee’s right to maternity, adoption or additional paternity leave and pay isn’t affected by taking keeping in touch days.

Normally, the employment terms and conditions are protected and employees are entitled to any pay rises and improvements in terms and conditions given during the leave.

https://www.gov.uk/employee-rights-when-on-leave

I doubt very much they can refuse your pay rise solely because you haven't physically been at the place of work for 26 weeks, you are still employed by them (also you shouldn't be expected to check work emails etc either).

getmore4less

sulphate wrote: »

https://www.gov.uk/employee-rights-when-on-leave

I doubt very much they can refuse your pay rise solely because you haven't physically been at the place of work for 26 weeks, you are still employed by them (also you shouldn't be expected to check work emails etc either).

The issue will be are they entitled.

I suspect we may be dealing with a teacher so they are covered by quite comprehensive collective agreements and other conditions set down by national standtrds.

AIUI schools transitioned away from time based incriments to performance ones.

If they have done the transition properly and set reasonble goals to replace this 2 years incriment, it should be quite difficult for someone to meet all the criterea if they are not attending for significant part of those two years.

The detailed wording of the policy will be cruicial.

LittleVoice

Another_not_new_user wrote: »

But the (discretionary) pay rise hasn't been refused due to maternity leave. It was refused (we think) because the employee (any employee) was not present in work for 26 working weeks over the last year. So the OP needs to show why they have been treated differently than anyone else who may have been absent from the workplace. Maternity leave GIVES YOU A RIGHT TO BE TREATED EQUALLLY - not better. If the policy applies equally to every employee, then the argument gets harder and the case gets more expensive (for the OP). It might be won - but at what cost?

Not in itself relevant to this thread (and perhaps it was not meant to be a more widely applicable comment any way) but does not being on maternity leave give better treatment in redundancy situations?

mariefab

If you are a teacher, this may help: (Page 15)


https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/356378/Implementing_your_schools_approach_to_pay_departmental_advice.pdf


If you're not a teacher, the reason given for refusing your pay progression is still indirect discrimination.

penny_crayon

Thanks for all of your replies. Yes I am a teacher for my sins! I have been told by the HT that the school can't afford a KIT day?!? Has to be mutually agreed apparently. What a load of c***.

I have, with union support, written a strongly worded appeal letter. I Have used some quotes from the document mariefab posted, and emphasised the positive contribution I have made over the last 2 years. I will let you know what happens next....

penny_crayon

A quick update to let you know that I was awarded my pay progression on appeal. And apparently they are rewording the policy to stop discrimination against people on maternity leave. No one has said anything more about the KIT days either.
Thank you all for your help.