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My wife is currently off her teaching job on maternity leave. She’s started to talk to the head about coming back – she’s after 2 or 3 days a week part time working and told the head this some time ago.
The head has come back now and said she can probably only offer 1 day a week part time work. This won’t really work from our financial point of view, so wondering what we can do to force the issue – if anything. The rules of her maternity leave are that she has to pay back a good chunk if she doesn’t go back for at least 13 weeks (this can be at the same school or one in the same local education authority) – this would be a further financial strain (having just moved house!).
As far as I can see her only leverage is to threaten to go back full time, but tell the head that she won’t be able to confirm that for some time – but assure her that she’ll give at least 21 days notice (this is specified in her contract, rather than the legal 8 weeks) between now and dec (52 weeks after her mat leave started). That puts the head in a difficult position, as she now has to keep a full time teaching position open well into the autumn term – hoping that this makes her rethink her position.
If it matters, she’s been at the school for donkey’s years. We’ve actually moved away from the area, but she likes the school so is keen to stay (plus I doubt she’d get part time work round here either).
Obviously it’s a dick move, but equally, the head is not being great to her – there are quite a few other teachers working part time, and it’s not an unusual request.
She’s going to talk to her union of course, but interested in thoughts on here. Quite aware my natural inclination is to go in all guns blazing, so would be interested in less confrontational approaches.
Not my normal account for obvious reasons.
Bump to make it appear.
The school is under no obligation and winding the head up won't be productive. They have a responsibility to properly consider a flexible working request but don't need to grant it if it doesn't fit with business requirements. The fact there are already part time teachers doesn't set a precedent, in fact it may be a reason why no one else can go part time if it's already putting a strain on timetabling for example.
I'd be a bit worried about the 1 day a week offer, kinda feels like they don't want / need your wife back. Either way I think you need to careful, the head holds the cards here not your wife. I really don't think there is anything you can do to force the issue.
At the end of the day the head needs to cover Teaching requirements, if 1 day works for them then they won't offer three as it will cost more and there probably isn't spare budget to cover excess teaching staff.
Does your OH get on with the head?
Understand they're not under any obligation. The logic was to make it easier for the head to find another day of work, than to deal with the uncertainty of keeping a full time position open (which they legally have to do). Not sure how doing this will make it any worse really.
You may be onto something in regards to the one day a week offer - the head obviously knows we've moved further away. That said the commute is actually about the same as it was before we moved due to quicker roads.
The school is under no obligation and winding the head up won’t be productive. They have a responsibility to properly consider a flexible working request but don’t need to grant it if it doesn’t fit with business requirements. The fact there are already part time teachers doesn’t set a precedent, in fact it may be a reason why no one else can go part time if it’s already putting a strain on timetabling for example.
Your reasoning seems to ignore the possibility of advertising for the other half a post part-time. I'd be a little surprised if that wasn't a reasonable expectation in assessing if the "business" could work this way - if they advertised and failed to find anyone or had recently advertised similar roles and had a poor response then it might be reasonable, but to not try seems like there would be a legitimate grievance. Unless its a shortage subject (and even then) I'd be a bit surprised if there weren't other teachers keen to job share - it seems like it's one of the jobs that lends itself well to this.
At the end of the day the head needs to cover Teaching requirements, if 1 day works for them then they won’t offer three as it will cost more and there probably isn’t spare budget to cover excess teaching staff.
Presumably, there is budget for a full-time post since that's what she currently is in. In fact if they have 1 day part-time, it sounds like there is budget for 2 ppl at 3 days each.
I agree with your reasoning Poly, this is why I was a bit surprised when the head came back with only one day. In my mind the obvious thing to do is to split the role into a 3 and 2 day role.
It may be because they backfilled my wife's role when she was on mat leave as a result of covid, I suspect they'll offer the role to the person that backfilled it. This makes me think threatening to come back full time would screw the heads budget, and hence provide leverage.
plus I doubt she’d get part time work round here either
Be careful what you wish for.
Trying to force anyones hand (especially a Headteacher) isnt going to work long term.
You may get what you want in the short term, but long term it'll put your wife in an awkward position, and shes the one who is going to have to deal with that on a day to day basis.
The school have all of the cards in this game.
Best to go back 4 days a week and then try and find something else when the situation arises.
This makes me think threatening to come back full time would screw the heads budget, and hence provide leverage.
Do you understand how school recruitment works ?
Well certainly in Scotland your scenario wouldn't be possible.
It's not really the right time to be making demands at work and the heads job is to run the school with the budget they have. So many people are looking for work right now and the head would have had someone in to cover. If that person has performed well, they could be offered your wife's job.
Probably best yo go back to the contracted hours and ask about reducing hours once this academic year is over.
Exactly what Chew and Stumpyjon say.
Trying to piss the Head off regarding threats and leverage isn't going to end well, no matter how long she has been employed at the school.
Take the one day a week offer if it satisfies the maternity leave payback requirements and get another job to make up the difference.
Unfortunatly you really have little leverage here as others have said and your proposal would be counterproductive.
There is a process to follow here. see where it takes you
My wife's memory from this 20 years ago is that the employer had to show that you returning part time wouldn't work. Other teachers being allowed to return part makes your case stronger. In another school my wife was union rep
The being offered 1 day a week is odd given that she has the right to 5 days a week. Are they trying to hang onto the person who did the maternity cover? Are they over staffed elsewhere?
Is this primary or secondary? Is there a friendly head of department who can tell her how the time table is looking?
Have you tried asking for them to look for some one to share her job?
Ex ( Scottish) teaching union rep, I have looked into this on more than one occasion and the school is under no obligation to offer part time work I am afraid, your wife's contract is full time. Also be careful with one day a week for 13 weeks before leaving, it is quite likely to be 13 weeks worth of days.
Half of our dept is part time which is a nightmare to timetable and inset days are pro rata. We drop from 9 to 4 staff on a Friday.
1 of those staff have one day and the rest of the time is cover classes, which is brutal.
Hmmmm, some interesting points above, thanks.
Just on a couple of things - she's not proposing to go back until next academic year at the moment, but the head is asking her what her plans are.
Taking the one day a week offer probably isn't a goer, due to child care arrangements. However, I would propose my wife keeps her options open until the last possible moment in any event (i.e. 21 days before the end of mat leave).
The being offered 1 day a week is odd given that she has the right to 5 days a week. Are they trying to hang onto the person who did the maternity cover? Are they over staffed elsewhere?
Yes I suspect they are trying to hang on to her mat cover person, as she teaches year R (primary) which I guess is the least suited year for part time.
There is a process to follow here. see where it takes you
Forgive me being stupid, but what is the process, other than her asking if she can come back part time and the head saying no. Is there a more formal thing where the head has to show reason?
Anyone know what the score is on claiming contribution based JSA if an employer has refused part time working after mat leave? Looks like some circumstances do count as acceptable reasons for resigning allowing you to still claim.
but what is the process
Formal flexible working request, the employer has a legal responsibility to review the request, consider whether it can be accommodated and then reply. No requirement to grant it if the business can't reasonably accommodate it.
I have no real knowledge of primary
You need to talk to the union
I would be looking for other jobs in the mean time. We see hitting peak recruitment season