TEACHERS
Are you a Supply Teacher?
If so you may be entitled to claim £1000’s in compensation. The Key areas where you may be entitled to compensation are:
Holiday Pay – Following the Court of Appeal decision in Harpur Trust v Brazel you are now entitled to a minimum of 28 days annual leave, paid at the rate of a normal weeks pay. i.e. if you receive £1000 per week you will be entitled to £5,600 per annum paid holiday. C4J can assist you in claiming for the holiday pay you should have received, but did not.
Unlawful Deductions from Pay – Many supply teachers are forced to provide their services via an Umbrella Company and as a result suffer unlawful deductions from wages namely Employers NIC’s, Apprenticeship Levy, Work Place Pension and Holiday Pay. C4J can pursue the Umbrella Company and/or Agency for those unlawful deductions you have suffered.
Equal Pay – If you work via an Agency your pay rate will be generally lower than the rates for teachers in regular employment. Under Agency Workers Regulations 2010 (AWR) if you are engaged on the same assignment for 12 weeks, then you are entitled to receive the same “basic pay” and conditions as you would have received if you had been employed directly by the employer. These “basic pay” and conditions cover rates of pay, hours of work and annual leave. C4J will ensure you receive your entitlement to “basic pay” and conditions.
Pension rights – Since January 2007, if you are a supply teacher who is directly employed by an authority or school you will be automatically pensionable under the Teachers’ Pension Scheme (TPS). However, if you work by or through an Agency you do not receive this benefit as Agencies are not currently permitted to participate in the TPS. C4J will pursue this issue on your behalf as it contravenes the AWR rules on “basic pay” and conditions.