STATEMENT OF PARTICULARS OF TERMS OF EMPLOYMENT
This Statement is issued in accordance with The Employment Rights Act 1996
1.Employer:Southampton City Council / Governing
Body of SCHOOL NAME[delete as
appropriate]
2.Employee:EMPLOYEE NAME
3.Post: Fixed Term APPRENTICE
4.Location of employment: SCHOOL NAME
5.Date of commencement
of employment: START DATE
6.Date of termination of
employment: END DATE
7.Grade:Grade GRADE
8.Period of duty:
Your hours of work will be HOURS PER WEEK hours per week. Precise daily working times are by arrangement with your headteacher and will be subject to the needs of the establishment.
There may be a requirement for you to work, on occasion, in another school that is part of the cluster / Trust.[delete if not applicable to your school]
9.Salary:
Your current salary is £ ANNUAL SALARY per annum to be paid in 12 equal monthly instalments by credit transfer on or about the 23rd of each calendar month.
Your salary is calculated as follows:-
HOURS (hours per week) / x £FTE SALARY fte (Point POINT)37
10.Annual Leave
The annual leave year is 1st April to 31st March. In a full leave year your leave entitlement is FULL YEAR LEAVE days in addition to public holidays. In the current leave year your entitlement is THIS YEAR LEAVE days in addition to public holidays. The basis for determination of this and future leave entitlement, including pro-rata apportionment, is set out in the employee handbook. Leave must be taken by agreement with your head of establishment and is subject to the exigencies of the service. Leave will therefore not normally be taken during the course of the term.
Spinal Column Point / Entitlement Related to Service *Initial / 5 Years Service / After 20 Years Service
Up to Point 21 / 23 days / 27 days / 30 days
22-34 / 24 days / 27 days / 30 days
35-41 / 25 days / 28 days / 31 days
42-51 / 26 days / 29 days / 32 days
52 or above / 27 days / 30 days / 33 days
11.Collective Agreements and Statutory Provisions
The national and local agreements affecting your employment are contained within the provisions of the National Joint Council for Local Government Services as set out in the Green Book as well as the local agreements made with the Authority and those contained within the Manual of Personnel Practice (where adopted by your governing body). These agreements apply
to your employment except insofar as they conflict with the powers of the
governing body or are superseded by the provisions of local agreements at your establishment. Copies of the above documents are available for reference at your Education Office.
Your employment is also subject to the provisions of the Education Acts, the regulations made by the Secretary of State for Education and Employment, the regulations made by the Authority and the Articles of Government of the establishment at which you are employed.
12.Continuous Employment
Your period of continuous employment for statutory entitlements under the Employment Protection Acts will be calculated from the date of commencement of your continuous employment with this school, or with a community, voluntary-aided, foundation or trust school maintained by Southampton City Council, (except for determination of redundancy payments and maternity rights when continuous service with other local authorities, or with certain other specified employers, may be aggregated with your service with this school).
13.Probation
Where your appointment is for a duration of six months or longer the appointment shall be subject to your satisfactorily completing the initial six months probationary period of service during which you will be expected to establish your suitability for the post.
14.Sick Leave and Sick Pay
The Regulations regarding your entitlement to sick leave and associated allowances are detailed in the Employee Handbook.
15.Pensions
Membership of the Local Government Pension Scheme is given from the date of appointment. The appropriate National Insurance contribution adjustments will also be made.
Where to go for further information?
Further information on the Local Government Pension Scheme and the new starter pack can be found at: We recommend that you visit this website for full details about the scheme.
16. Associated Learning / College
The aim of your apprenticeship is to give you the opportunity to learn and gain occupational skills and a recognised qualification through training and work experience. The training will be given on a formal and informal basis. You will be expected to attend college on the designated days and to complete all assignments /tasks to the best of your ability. Your progress will be monitored and reviewed throughout your apprenticeship.
17.Trade Unions
It is recognised that good industrial relations are the joint responsibility of management and of employees and trade unions representing them. The relationship between trade unions and the Authority is in accordance with an agreement reached between the unions and the Authority, details of are contained in the Schools HR Policies, Procedures and Guidance on the Council’s intranet.
18.Grievance Procedure
If you have a grievance relating to your employment the matter should be taken up in the first instance with your designated line manager or headteacher and resolved in accordance with the Grievance Procedure. The Grievance Procedure is contained in the School HR Policies, Procedures and Guidance which are available on the Council’s intranet.
19. Disciplinary Procedure
The trade unions, Governing Bodies and the Authority recognise that it is the responsibility of management to maintain discipline and hence it is in the interests of the school and its employees to establish a disciplinary code for the fair treatment of employees.
The disciplinary rules relating to your employmentare contained in the School HR Policies, Procedures and Guidance which are available on the Council’s intranet.
The Disciplinary Procedure provides for a process of appeal. Appeals against disciplinary warnings should in the first instance be addressed in writing to the headteacher. Appeals against dismissal should be addressed to the Clerk to the Governing Body.
20.Notice
Employer
The minimum periods of notice to be given by an employer are governed by the Employment Rights Act 1996:
Continuous Service / Period of NoticeOne month or more but less than two years / Not less than one week
Two years or more but less than twelve years / Not less than one week for each year of continuous service
Twelve years or more / Not less than twelve weeks
Employee
The minimum period of notice to terminate employment given by an employee shall be the ordinary period from one pay period to the next.