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This document provides the framework of the steps to take where there
is an allegation of physical or sexual abuse against a member of staff in
relation to an Academy student. The process described in this document
is intended for use with teaching and support staff. In this procedure, the
term ‘parents’ means all those having parental responsibility for a child.
The Elliot Foundation Academies Trust (TEFAT) is committed to providing high quality teaching and learning. Our aim is to provide opportunities for every child whatever their ability and it is through our workforce that we hope to achieve this. Each employee will be given support to help them develop to their full potential in their job and in turn this will help improve outcomes for our young people.
This policy sets out the arrangements that will apply when an employee falls below the levels of competence and performance that are expected of them.
The Elliot Foundation Academies Trust believes that the quality of teaching is fundamental to effective learning and that the quality of pupil outcomes is our main priority. It also believes that teaching and learning should be a shared experience for all staff involved in teaching, and children’s learning. An ‘open door’ policy is therefore encouraged across TEFAT academies.
The Academy is a “learning community” where all are involved in a continuous
process of development and improvement. There will be a rigorous focus on
the quality of teaching and learning, improving standards and developing
leadership. The aim of this policy is the creation of learning communities in
which supportive and collaborative cultures build the capacity for continuous
The Elliot Foundation Academies Trust (“TEFAT”) is committed to ensuring formal policies and established workplace procedures are in place for dealing with staff conduct and discipline. This policy is written in line with the Trust’s statutory responsibilities and the ACAS Code of Practice.
The Elliot Foundation Academies Trust (TEFAT) is committed to developing, maintaining and supporting a culture of equality and diversity across all aspects of the Trust’s work. The Trust aims to create an environment in which all employees, pupils and stakeholders are recognised as being of equal value and are able to grow and develop through equality of opportunity.
The Elliot Foundation Academies Trust recognises that a supportive approach in relation to employees managing work and family life is important in maintaining good employment relationships and staff retention.
The aim of the TEFAT Academy Grievance Procedure is to address any staff grievances fairly, consistently and quickly, as resolution of concerns is helpful to harmonious working, job satisfaction and productivity.
The Elliot Foundation Academies Trust (“TEFAT”) is committed to developing and operating a fair and equitable salary system which enables the organisation to appoint, retain, reward and motivate a suitably skilled workforce.
The principle aim of this policy is to provide an effective and fair way of dealing with the
staffing implications of financial constraints, organisational improvements and service
reviews. The framework recognises the need to reorganise, rationalise and, where
necessary, reduce staff numbers.
The Sickness Absence Management Policy, Procedure and Toolkit is intended to set out a procedural framework and standards of practice which enable academies to reduce the level of sickness absence amongst employees, taking account of the academy’s needs, support for sick employees and equalities.
TEFAT is committed to the highest possible standards of openness, probity and accountability. In line with that commitment we expect employees, volunteers, and anyone associated with TEFAT Academies who has serious concerns about any aspect of practices encountered within an Academy to come forward and voice those concerns without fear of reprisals. This Policy is to support staff wanting to raise such issues
The gender pay gap reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. Employers with more than 250 employees are required to report on these figures by April 2018.
This has been the first opportunity for TEFAT to seek the feelings and opinions of all staff across the Trust. It is anticipated that the survey will become an annual event in the summer term. The questions and
The Trade Union (Facility Time Publication Requirements) Regulations 2017 require The Elliot Foundation Academies Trust to publish specific details of facility time taken by trade union officials employed by the Trust.
In accordance with the TUPE Regulations, trade union recognition rights for recognised trade
unions are automatically transferred over when a maintained school becomes an academy.
This move, from direct LA control to academy status, means that there is a need to clarify
the specific working arrangements between the Unions and The Elliot Foundation
Academies Trust (TEFAT) particularly in respect of consultation and negotiation and facility
time for Union Representatives. The terms of the Agreement which follows provide that