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School Teachers’ Review Body Twenty-First Report – 2012 Chair: Dame Patricia Hodgson, DBE Cm 8487 £29.75 School Teachers’ Review Body TWENTY-FIRST REPORT – 2012 Chair: Dame Patricia Hodgson, DBE Presented to Parliament by the Prime Minister and the Secretary of State for Education by Command of Her Majesty December 2012 Cm 8487 £29.75 © Crown copyright 2012 You may re-use this information (excluding logos) free of charge in any format or medium, under the terms of the Open Government Licence. To view this licence, visit http://www.nationalarchives.gov.uk/doc/open-government-licence/ or e-mail: [email protected]. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. Any enquiries regarding this publication should be sent to: Office of Manpower Economics, Victoria House, Southampton Row, London WC1B 4AD http://www.ome.uk.com/enquiry/default.aspx This publication is available for download at www.official-documents.gov.uk ISBN: 9780101848725 Printed in the UK by The Stationery Office Limited on behalf of the Controller of Her Majesty’s Stationery Office ID P002523873 11/12 24178 18534 Printed on paper containing 75% recycled fibre content minimum. TERMS AND ABBREVIATIONS Consultees Organisations which made representations and provided evidence to the STRB ASCL Association of School and College Leaders ATL Association of Teachers and Lecturers BATOD British Association of Teachers of the Deaf DfE/the Department for Education Department four unions -
UNISON and GMB Pay Claim for 2020/21 Contains Confidential Or
Report Title: UNISON and GMB pay claim for 2020/21 Contains Confidential or No - Part I , except appendix C Part II Not Exempt Information? for publication by virtue of paragraph 3 of part 1 of the Schedule 12A of the Local Government Act 1972. Member reporting: Cllr S Rayner, Lead Member for HR, Legal, ICT, Resident and Leisure Services, Performance Management and Windsor Meeting and Date: Employment and Member Standards Panel - 12 November 2019 Responsible Officer(s): Duncan Sharkey, Managing Director and Nikki Craig, Head of HR, Corporate Projects and ICT Wards affected: None REPORT SUMMARY 1. This report deals with the annual pay claim submitted by UNISON and GMB trade unions (Appendix A). Their claim covers all staff on local terms and conditions, including the Corporate Leadership Team and Managing Director. 2. It recommends that Employment Panel reviews and considers the information provided in relation to any pay increase being applied from April 2020. 3. These recommendations are being made as part of a local agreement the Council has with its recognised trade unions, allowing them to annually propose an increase for non-school based staff. 4. The financial implications of these proposals are set out in section 4.2. 1. DETAILS OF RECOMMENDATION(S) RECOMMENDATION: That Employment and Member Standards Panel notes the report and: i) Reviews the trade union pay claim and the supplementary information supplied as part of the consideration of the annual pay review for eligible staff for 2020/21. 2. REASON(S) FOR RECOMMENDATION(S) AND OPTIONS CONSIDERED Options Table 1: Options arising from this report Option Comments Consider the pay claim submitted by This request forms part of the annual the trade unions. -
Now Our Ights
Resources Disabled people now cuts You our disabled people ights ● Disabled workers have the same legal rights as other workers to minimum working conditions, including paid holidays, the right to join a trade union, minimum wage, health & safety and other rights. ● Disabled workers have the legal right to have reasonable adjustments made to your job to enable you to do it. ● Disabled workers have legal protection (Centre for Welfare Reform) Download these and other guides free from against: our website: www.tuc.org.uk/equality-issues/disability-issues ž direct discrimination - being treated TUC Disabled Workers’ Conference responded differently and worse than others because to the election of a Conservative government in you are disabled 2015 by resolving to ž indirect discrimination - having a policy applied to you that is harder for you to meet ● unite and work closely with the disabled disadvantages you because of you people’s movement to organise campaigns disability and direct action ž discrimination arising from disability - ● mobilise support for trade unions being treated badly because of something campaigning and taking industrial action. connected to your disability ž harassment - being treated in a way that is offensive, frightening, degrading, TUC Disabled Workers Committee supports UK humiliating or distressing Disability History Month (UKDHM), an annual ž event creating a platform to focus on the history victimisation - being treated you badly We of our struggle for equality and human rights, because you complained about -
Standing Committee of Tynwald on Public Accounts
PP 2020/0134(1) STANDING COMMITTEE OF TYNWALD ON PUBLIC ACCOUNTS EMERGENCY SCRUTINY FIFTH REPORT FOR THE SESSION 2019-20 EDUCATION DURING THE EMERGENCY Volume 1 of 2 STANDING COMMITTEE OF TYNWALD ON PUBLIC ACCOUNTS EMERGENCY SCRUTINY FIFTH REPORT FOR THE SESSION 2019-20 EDUCATION DURING THE EMERGENCY 3.1 There shall be a Standing Committee of the Court on Public Accounts. 3.2 Subject to paragraph 3.6, the Committee shall have – (a) a Chairman elected by Tynwald, (b) a Vice-Chairman elected by Tynwald, (c) four other Members, who shall be Chairman of each of the Policy Review Committees (ex officio) and the Chairman of the Committee on Constitutional and Legal Affairs and Justice; and a quorum of three. 3.3 Members of Tynwald shall not be eligible for membership of the Committee, if, for the time being, they hold any of the following offices: President of Tynwald, member of the Council of Ministers, member of the Treasury Department referred to in section 1(2)(b) of the Government Departments Act 1987. 3.4 The Committee shall – (a) (i) consider any papers on public expenditure and estimates presented to Tynwald as may seem fit to the Committee; (ii) examine the form of any papers on public expenditure and estimates presented to Tynwald as may seem fit to the Committee; (iii) consider any financial matter relating to a Government Department or statutory body as may seem fit to the Committee; (iv) consider such matters as the Committee may think fit in order to scrutinise the efficiency and effectiveness of the implementation of Government policy; and (v) lay an Annual Report before Tynwald at each October sitting and any other reports as the Committee may think fit. -
Charter for Women • End Women Pensioner Poverty by Paying Men and the Unequal Relationships Between Men and Women
Charter for WThois Charmter is suppoerted bny Unite, TUC Women’s Conference and individual unions In society • Highlight the feminisation of poverty and campaign to • End the oppression of Lesbian, Bisexual and Trans reverse cuts in welfare state and public services. women. • Expose the ideologies that are used to perpetuate • Improve access and rights to abortion. women’s inequality (for example, the notion of ‘family • Ensure that women and girls are entitled to the full values’ and the ‘family wage’). range of free and high quality educational provision • Draw attention to the role of the media and other cul - (from nursery to university) and subject choice. tural agencies in shaping gender identities that reinforce Unite Charter for Women • End women pensioner poverty by paying men and the unequal relationships between men and women. women equal State Pensions and restoring the link to • Campaign for greater support for lone mothers, carers average earnings or prices, whichever is the higher. at the Workplace, in the wider community, in the union and women subjected to domestic and other violence. At work • Campaign to end institutional and other forms of • Demand full-time right for part time workers. racism and ensure that the status and pay of black • Root out bullying and sexual harassment. women workers is a bargaining priority. • End casualisation and especially zero hours contracts. • Campaign to reduce the gender pay gap and highlight its causes. • Reduce job segregation by providing training opportunities for women in non-traditional areas. • End job segregation by improving training and opportunities for women. • Campaign for affordable child care including pre-, after-school and holiday provision. -
National Policy Guide 2019
National Policy Guide 2019 Incorporating the decisions of Congress 2018 KEY symbol signifies where a CEC Statement or CEC Special Report has been agreed by Congress. Please refer to those documents for more detail. (2016: C1) where references are given, the first part represents the Congress year and the latter the motion or composite (so this refers to Composite 1 from GMB Congress 2016) All Congress documents from 2005 onwards can be found on the GMB website at www.gmb.org.uk/congress Background GMB Annual Congress is the supreme policy making authority of GMB. It deals with motions and rule amendments from GMB Branches, Regional Committees and the Central Executive Council (CEC). In addition, other issues such as CEC special reports, CEC Statements and Financial Reports are debated and voted on. Once these have been endorsed, they become GMB Policy for the union as a whole. Following the endorsement of the CEC Special Report ‘Framework for the Future of the GMB: Moving Forward’ at Congress 2007, it was agreed that Congress will not debate motions which are determined to be existing union policy. At its meetings prior to Congress, the CEC identifies those Congress motions which are in line with existing GMB policy. These recommendations are reported to Congress in SOC Report No 1 at the start of Congress. Delegates will be asked to endorse these motions and if agreed, the motions will not be debated. However following Congress progress on these motions will continue to be reported. The following guide is an indication of GMB policy but is not a definitive list. -
Form AR21 Trade Union and Labour Relations (Consolidation) Act 1992 Annual Return for a Trade Union
Form AR21 Trade Union and Labour Relations (Consolidation) Act 1992 Annual Return for a Trade Union Name of Trade Union: GMB Year ended: 31st December 2020 List no: 707T Head or Main Office address: Mary Turner House 22 Stephenson Way London Postcode NW1 2HD Website address (if available) www.gmb.org.uk Has the address changed during the Yes No ('X' in appropriate box) year to which the return relates? x General Secretary: Warren Kenny (Acting General Secretary) Telephone Number: 020 7391 6700 Contact name for queries regarding Allan Wylie the completion of this return Telephone Number: 020 7391 6700 E-mail: [email protected] Please follow the guidance notes in the completion of this return Any difficulties or problems in the completion of this return should be directed to the Certification Officer as below or by telephone to: 0330 109 3602 You should send the annual return to the following email address stating the name of the union in subject: For Unions based in England and Wales: [email protected] For Unions based in Scotland: [email protected] P1 Contents Trade Union's details…………………………………..………………………..……………………………….…….……..………………………………………………..1 Return of members…………………………………………..……………………………………………………...….…........…….….…………………..…….…………2 Change of officers…………………………………………………..……………………………………………….…………..………………..………….....………………2 Officers in post…………………………………………………..…………………………………………………………………....…..………………………………………2a General fund………………………………………………..……………………………………………...…..……….…..………..….....…………………….……..….…….3 Analysis of income from -
Workforce Partnership Council (WPC) Joint Statement on Paid Leave for Staff Experiencing Domestic Abuse
Workforce Partnership Council (WPC) Joint Statement on Paid Leave for Staff Experiencing Domestic Abuse The Workforce Partnership Council (WPC) is a tripartite social partnership structure of the trade unions, employers and Welsh Government covering the devolved public services in Wales and the forum for cross-public services workforce matters. The WPC is committed to promoting equality in the work place and recognises the profound impact domestic abuse can have on an individual. For this reason the WPC supports the provision of paid leave to members of staff across the devolved public services who are experiencing domestic abuse and are asking all devolved public service organisations to make an express commitment to provide paid leave for staff experiencing domestic abuse, where appropriate, in their special leave or domestic abuse policies. The Impact of Domestic Abuse and the Importance of Paid Leave The effect of domestic abuse is wide ranging. Members of staff may need time off work to access legal or financial advice, to arrange child care or alternative accommodation and to seek medical advice. For this reason the WPC believes it is important for devolved public service organisations in Wales to have policies to support staff experiencing domestic abuse and to make provision for paid leave where appropriate within these or special leave policies. The WPC believes that such policies provide survivors with peace of mind, support and gives them vital reassurance that they will not be financially penalised as they deal with the effects of domestic abuse. The WPC recognises that there are many organisations across the devolved public services in Wales which provide paid leave to help support members of staff experiencing domestic abuse and it wishes to acknowledge the good practice that exists. -
Download Issue 27 As
Policy & Practice A Development Education Review ISSN: 1748-135X Editor: Stephen McCloskey "The views expressed herein are those of individual authors and can in no way be taken to reflect the official opinion of Irish Aid." © Centre for Global Education 2018 The Centre for Global Education is accepted as a charity by Inland Revenue under reference number XR73713 and is a Company Limited by Guarantee Number 25290 Contents Editorial Rethinking Critical Approaches to Global and Development Education Sharon Stein 1 Focus Critical History Matters: Understanding Development Education in Ireland Today through the Lens of the Past Eilish Dillon 14 Illuminating the Exploration of Conflict through the Lens of Global Citizenship Education Benjamin Mallon 37 Justice Dialogue for Grassroots Transition Eilish Rooney 70 Perspectives Supporting Schools to Teach about Refugees and Asylum-Seekers Liz Hibberd 94 Empowering more Proactive Citizens through Development Education: The Results of Three Learning Practices Developed in Higher Education Sandra Saúde, Ana Paula Zarcos & Albertina Raposo 109 Nailing our Development Education Flag to the Mast and Flying it High Gertrude Cotter 127 Global Education Can Foster the Vision and Ethos of Catholic Secondary Schools in Ireland Anne Payne 142 Policy & Practice: A Development Education Review i |P a g e Joining the Dots: Connecting Change, Post-Primary Development Education, Initial Teacher Education and an Inter-Disciplinary Cross-Curricular Context Nigel Quirke-Bolt and Gerry Jeffers 163 Viewpoint The Communist -
Representativeness of the European Social Partner Organisations: Education
Representativeness of the European social partner organisations: Education Objectives of study Economic background National level of interest representation European level of interest representation Commentary References Annex: List of abbreviations This report is available in electronic format only. Wyattville Road, Loughlinstown, Dublin 18, Ireland. - Tel: (+353 1) 204 31 00 - Fax: 282 42 09 / 282 64 56 e-mail: [email protected] - website: www.eurofound.europa.eu This study sets out to provide the necessary information for establishing and assisting sectoral social dialogue in the education sector. The report has three main parts: a summary of the sector’s economic background; an analysis of the social partner organisations in all EU Member States, with special emphasis on their membership, their role in collective bargaining/employment regulation and public policy, and their national and European affiliations; and an analysis of the relevant European organisations, in particular their membership composition and their capacity to negotiate. The aim of the EIRO series of representativeness studies is to identify the relevant national and supranational social partner organisations in the field of industrial relations in selected sectors. The impetus for these studies arises from the goal of the European Commission to recognise the representative social partner organisations to be consulted under the EC Treaty provisions. Hence, this study is designed to provide the basic information required to establish and evaluate sectoral social dialogue. Objectives of study The aim of this representativeness study is to identify the relevant national and supranational associational actors – that is the trade unions and employer associations – in the field of industrial relations in the education sector, and to show how these actors relate to the sector’s European interest associations of labour and business. -
Consultation Response
RAS 22 Ymchwiliad i ffoaduriaid a cheiswyr lloches yng Nghymru Inquiry into refugees and asylum seekers in Wales Ymateb gan: Cymdeithas Genedlaethol yr Ysgolfeistri ac Athrawesau Response from: National Association of Schoolmasters and Women Teachers 1. The NASUWT welcomes the opportunity to submit written evidence to the Equality, Local Government and Communities Committee (ELGCC) Inquiry into refugees and asylum seekers in Wales. 2. The NASUWT is the largest teachers’ union in Wales representing teachers and school leaders. GENERAL COMMENTS 3. The NASUWT acknowledges that the Refugee and Asylum Seeker Delivery Plan 2016-2019 (the Delivery Plan) seeks to present a holistic approach to supporting refugees and asylum seekers and welcomes the statement in the Ministerial Foreword that it contains: ‘…the collaborative actions which will enable asylum seekers and refugees to have the opportunities to learn, thrive and contribute to the economic, environmental, social and cultural life of Wales.’ 4. The NASUWT views those collaborative actions as vital to supporting schools and colleges to meet the needs of refugee and asylum-seeker children and their families. 5. The Union maintains that schools and colleges must be resourced and funded effectively around all necessary aspects of the integration of refugee and asylum seeker children and families into the whole school community and that cross-agency working related to the eight areas of collaboration identified in the Delivery Plan, which in itself must be funded NASUWT The largest teachers’ union in Wales Yr undeb athrawon mwyaf yng Nghymru 1 appropriately, must be available to school and college communities who are often the first point of contact for refugee families. -
Health and Safety Reps Handbook 2020 (England)
NASUWT England The Teachers’ Union Health and Safety Representatives’ Handbook Health and Safety Calendar Events Dates Health and safety inspections Meetings of school/college Health and Safety Committee NASUWT training courses NASUWT and other briefings This handbook, issued to all NASUWT Health and Safety Representatives, gives an overview of a range of health and safety topics and should be read in conjunction with other sources listed in the margins and the Health and Safety section of the NASUWT website. From the General Secretary Dear Colleague The NASUWT approach to health, safety and welfare at work stems from the view that health is a positive state of wellbeing, not simply the absence of injury or disease, and that work should enhance the health of workers and not undermine it. In the workplace, the NASUWT Health and Safety Representative is central to the work of the Union team. By working in partnership with the NASUWT Workplace Representative and other members active in the NASUWT, including your Local Association Secretary and your Health and Safety Co-ordinator, you can make a significant difference to the working environment. Improving the working environment in schools and colleges is a key responsibility for the NASUWT Health and Safety Representative. Organising around health and safety activity is an ideal way to engage NASUWT members in this activity and demonstrate the value of union membership. Research shows that a well-organised and unionised workplace is more likely to be safer and healthier. I hope that you will find this handbook useful. The first section contains basic information about the role and functions of Health and Safety Representatives and outlines the support that you can expect from the Union, including training opportunities.