Lunchtime Supervisor Tasks

General_Grant

The contract (principal statement) needs to give a job title (or other means of identifying the role of the person within the organisation).  Is there a separate job description document?  

What is the "sickness entitlement" of full-time employees?  Is the only "entitlement" that of Statutory Sick Pay when meeting the eligibility criteria for that?

alw1971

My wife has worked for 4 years, sick entitlement seems to be 4 months full pay 4 months half pay, BUT is this just for full time employees?
Duties are listed under a job specification sheet that my wife doesn't have.

General_Grant

alw1971 said:

My wife has worked for 4 years, sick entitlement seems to be 4 months full pay 4 months half pay, BUT is this just for full time employees?
Duties are listed under a job specification sheet that my wife doesn't have.

Part-time workers shouldn't be treated less favourably.  So it seems she too would be entitled to the same entitlement in terms of time covered.  But it would also depend on her role having that entitlement if working full-time (and I realise lunchtime supervisors would not be full-time but there could be an equivalent grade for comparison).

She should ask for a copy of the job specification sheet - and look at its date (if it is dated).

Savvy_Sue

alw1971 said:

My wife only works about 6 hours a week. So she isn't in a union. 

There is absolutely no reason she should not be in a trade union just because she only works 6 hours a week, and as I said, I wouldn't do such a job without a union behind me. 

Union Finder. Or ask her colleagues: if many are members of one particular union, then that's probably the best to go for. The fees will be pro rata to what she earns, ie not very much. 

Savvy_Sue

alw1971 said:

My wife has worked for 4 years, sick entitlement seems to be 4 months full pay 4 months half pay, BUT is this just for full time employees?

No, I'd expect it to be for all employees, but it's likely to be discretionary. Is she, or has she been, sick?

Also, it's likely that she does not earn enough to pay NI, therefore would not be entitled to SSP which the employer HAS to pay if the employee is entitled to it. This gives details of the SSP1 form which the employer would have to give her in that situation. 

alw1971 said:

Duties are listed under a job specification sheet that my wife doesn't have.

Then as General_Grant said, she should ask for it, perhaps saying that she would like to be sure that she has been trained in all aspects of the job. ;-)

There will, however, be a general "Any other duties as required" phrase ... 

pinkshoes

If she is supervising 3 year olds at lunch time, then part of this would entail cleaning up any toilet accidents.

She should complete the relevant safeguarding training and other training that is relevant.

I would also argue that if a 3 year old is having these accidents on a daily basis, then perhaps they should be wearing pullups at school?

(or is the child already wearing pullups/nappy and it is the accident in the nappy that needs sorting?)