Created on: 12 Jan 2022 | Last modified: 23 Mar 2022
Yes. You will receive back pay for the months you have worked since the beginning of the pay settlement date, i.e. 1 April 2021. You will receive back pay at 1.22% from 1 April 2021 and at 1% from 1 January 2022.
Yes. If you have worked as a supply teacher since April 2021 you will be entitled to get any pay increase that is awarded. If you are not working when the award is agreed, you should write to your payroll department to claim the arrears.
Once the pay award is agreed you will be entitled to get any pay increase that is awarded. You should write to your previous payroll department to claim the arrears.
You should write to your payroll department to claim the arrears.
If you are not working when the award is agreed you should write to your payroll department to claim the arrears.
If your pension is already in payment your employer will notify SPPA of the increase when the payment is made and SPPA will recalculate your pension if necessary.
You will get back pay on the period of absence covered by Occupational Maternity Pay.
After an agreement has been reached at the SNCT, your payroll department will calculate and process the arrears in the next reasonably practicable pay period.
The Employers’ Side has given an assurance that there is no intention to exclude any of the SNCT workforce, including those who have worked in temporary contracts or short term supply. The Employers’ Side will ensure that such members will be eligible for payment on a pro rata basis.
The Teachers’ Side argued against a pay cap and for a universal percentage offer that was undifferentiated and applied to all without discrimination. Unfortunately, COSLA and the Scottish Government would not move from their position of applying a pay cap to those considered to be high earners under public sector pay policy. Despite our arguments regarding the unfairness of a pay cap, and an attempt to limit it to only one stage of the offer, COSLA refused to remove it from the pay offer and was supported in this by Scottish Government.
Yes. An employee on maternity leave is entitled to the payment.
If the employee’s contract ends during the maternity leave, for example if she resigns, goes on career break, or if a temporary contract comes to its agreed end date during the maternity leave, the payment would be pro-rated to align with the treatment of other temporary employees.