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Restructuring & TLR's

Discussion in 'Pay and conditions' started by CushionHugger, Jun 14, 2011.

  1. As part of restructuring a TLR is lost for subject leader or head of department, I understand your pay is protected for 3 years - but do you carry on undertaking the duties until the 3 years elapse, or would you expect to relinquish the duties that formed that role, as the role has been made 'redundant' within the new structure?
  2. becktonboy

    becktonboy New commenter

    You are right, youcontinue to receeve the safeguarded sum for 3 years; management can require you to undertake responsibilities commensurate with that sum. It would seem a bit weird to determine that the role should no longer exist but then continue to pay someone to carry it out but I guess someone could do that, just without a sense of 'future'
  3. langteacher

    langteacher Occasional commenter

    when it happened in our school, the people on protected pay have carried on doing the job. However, that was almost 3 yrs ago.....be interesting to see what happens in September!
  4. DaisysLot

    DaisysLot Senior commenter

    There is another 'wave' of this now - the last such being when management points moved to TLR's several years back, and all manner of chaos broke out in schools as a result, with staff not knowing what they were now supposed to do, or not do in light of various posts vanishing into new structures.

    I as understand it, salary protection /safeguarding for 3 years is there to ensure no financial disadvantage in the abolishment of the management part of your role. If it existed or was needed, then arguably it would sit within the schools staffing structure. If there are aspects of the role or specific duties that are still needing undertaken then they should be delegated to someone else at this point. I am uncertain - perhaps Tafkam can jump in - if, while on that 3 years protected salary, you can be directed to undertake tasks of an equivalent level to those that have been relinquished.
  5. If you still receive the payments for three years you can be expected to carry out the same or equivalent duties for that period. Careful though as you are only protected as long as any pay increase in the three years is less than the TLR value. e.g. If you had a TLR of £2500 and your pay goes up by any more than that you lose the whole value of the TLR.
  6. Piranha

    Piranha Star commenter

    Does the requirement to carry out equivalent duties depend on getting the same timetable reduction?
  7. DaisysLot

    DaisysLot Senior commenter

    Indeed a valid consideration and a good argument for *not* doing any in the safeguarded period if that is the case. If the role has gone, then any management related duties cannot be carried on by the safeguarded post holder - If said duties are still required to be undertaken by the post holder, then, by definition, the role still exists.

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