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Valued Worker Scheme Information for Workplace Representatives For Information for Workplace Representatives Sign-up process join without its parent trust, given it is not an employer. At the heart of the Valued Worker Scheme (VWS) is However, each case should be examined on its collaboration between employers and employees individual merits. through their trade unions – the NASUWT for teaching staff and GMB, UNISON and Unite for support staff. Compliance issues Usually, the first steps to an employer joining the VWS Full compliance with the VWS principles is not required will be a union representative(s) identifying an for an employer to join the Scheme. What is crucial is employer, be that an individual school, stand-alone that employers commit to working towards the academy, multi-academy trust or local authority, as a principles, and they demonstrate this through agreeing suitable candidate for the Scheme. However, objective(s). It is therefore to be expected that policies employers can initiate the process either through their and procedures, at least initially, may not conform to workplace representatives or with local/regional the principles. officers/officials. Issues will arise, however, where the objective(s) are Whatever the route, a conversation, usually through an not met, or where the employer acts in a way initial meeting, should be arranged. This initial meeting should focus on the mutual benefits of the VWS, and to incompatible with the Scheme principles and/or jointly discuss the steps the employer will take to work agreed policies/practices. towards the VWS principles. Employers are not expected to be fully compliant with the Scheme at Objective(s) not met the time of joining. To join the Scheme, the employer There will be occasions where the objective(s) are not should identify one of the principles that they will work met, particularly if the employer has a challenging towards over an agreed time period, usually one year, objective. Where an objective is not met, there should and agree with trade union representatives the be a full joint discussion in order to ascertain the objective(s) to be met, what activities will be reasons why and to ensure that the objective can be undertaken and what success criteria will be applied. met in future. An initial objective may be, for example, to ensure that A more significant issue will be where a number of effective mechanisms for consultation and negotiation with trade unions are set up, if these do not already objectives are not met, particularly over successive exist. years. If the objectives were challenging and the employer is continuing to move in the right direction, At the end of the agreed period, there should be a review, and if the objective has been met, the cycle then this is not incompatible with the VWS. If, however, should begin again with a different principle. the employer is not making progress or, indeed, conditions are deteriorating, then a discussion with the Alongside this specific objective(s), any new policies or initiatives should be consistent with the principles, i.e. employer will be required through the normal there should not be any detriment, and opportunities negotiation and consultation mechanism. to work towards the principles should be utilised Advice could also be sought from more senior officers wherever possible. or officials of the unions and ultimately it may be Once an employer has joined the VWS by following the decided that an employer is not working in the spirit of steps above, the headquarters of the VWS unions the Scheme, and be asked to leave. They will then lose should be notified. the right to use the VWS logo. In this case, it is also Although the VWS is open to all employers and possible that relations between the employer and the maintained schools, it is not envisaged that a school staff may have deteriorated to such an extent that that is part of a multi-academy trust would be able to industrial action is a likely result. For further details, including how to sign up to the Scheme, see overleaf. NASUWT The Teachers’ Union Acting in a way incompatible with the Scheme their National Executive Member (NEM) to ensure they Although meeting the agreed objective(s) is a key part have no objections. The approach to the employer of the Scheme, the employer will also need to act in a should then be discussed with local GMB, UNISON and way compatible with working towards the principles in Unite representatives. If agreement is reached, then its day-to-day activities. Again, it is not expected that the Scheme should either be placed on the agenda of this will be in place at day one, just that progress is an upcoming JCC (or equivalent), or a joint letter be being made, and if the objective(s) is being met then sent from the unions. Once the employer has taken the the day-to-day level of compliance should also necessary steps to join the Scheme, the NEM should improve. then notify the National Union in order that the If this is not the case, for example where an agreed employer can be included on the list and the logo sent policy is in place but the employer acts outwith the to the employer. policy, then this should be discussed through the UNISON procedure normal consultation and negotiation machinery. For UNISON, it will be a local branch or regional A particular issue may arise where a multi-site organising staff that identify an employer suitable for employer, such as a multi-academy trust, joins the the VWS. The approach to the employer should then Scheme and acts in accordance with the Scheme be discussed with local NASUWT, GMB and Unite principles, but individual headteacher(s) do not. In this representatives. If agreement is reached, then the case, it is the employer’s responsibility to ensure that Scheme should either be placed on the agenda of an all schools/sites are operating in such a way as to upcoming JCC (or equivalent), or a joint letter be sent respect the Scheme principles. An employer would be from the unions. Once the employer has taken the expected to take the necessary action to bring the necessary steps to join the Scheme, the NEM should school into line with agreed policies and procedures. then notify the National Union in order that the Membership of the VWS does not preclude taking employer can be included on the list and the logo sent action in a particular school where issues arise. to the employer. If the employer fails to make necessary progress, or fails to ensure all parts of the organisation are fully GMB procedure committed to the Scheme, then this should be For GMB a Branch or Regional Organiser can identify discussed through the normal consultation and an employer as suitable for the VWS. The approach to negotiation machinery. the employer should then be discussed with local If all four unions agree that the employer is not acting NASUWT, UNISON and Unite representatives. If in a way compliant with the process, then the employer agreement is reached, then the Scheme should either can be removed from the list. be placed on the agenda of an upcoming JCC (or equivalent), or a joint letter be sent from the unions. NASUWT procedure Once the employer has taken the necessary steps to In the NASUWT, it will usually be a Local Association join the Scheme, the region should then notify the Secretary that identifies an employer suitable for the National Officer in order that the employer can be VWS. The Local Secretary should then discuss this with included on the list and the logo sent to the employer. NASUWT The Teachers’ Union [email protected] [email protected] [email protected] [email protected] www.nasuwt.org.uk www.gmb.org.uk www.unison.org.uk www.unitetheunion.org.
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