I'm currently working supply in a school and am taking on responsibilities which are equal to that of someone who does the post full-time, i.e. tutor, working at weekends (which I am not paid for, being on a day rate), doing subject catch-up at the end of school days. attending staff meetings and twilight INSETs etc.. Now, I was originally put on a 5 week contract, but it was extended through until May half-term which is over the 12 week AWR rule on equal working conditions. It is very likely, almost certain in fact, that I'll be working through until July. I was told by the agency that I "should" be paid directly by the school if it goes over the 12 weeks (the use of the word "should" does leave me somewhat suspicious however). What I am wondering is this. How do I go about ensuring that I am paid through the summer holiday if I am asked to work until July? I'm not trying to be presumptuous here because technically there is still a possibility that I might not be needed after May, but I have put a lot of work into this job already and I want to be able to have an idea of what financial situation I will leave my family in come the summer. I will be working beyond the 12 week AWR period - the 12 weeks is the second week of the summer term (I have included the 2 week break in the 12 weeks). This is still a while away, but I'm wondering how I can broach this issue nearer the time. I don't, for example, want to threaten to not come back after May half-term because that won't go down well at all. At the same time I don't want to be taken advantage of and want to ensure that I am treated fairly. It should be noted that the school is an academy rather than a school which has to abide to the Burgundy Book. I appreciate any advice on this issue.