A friend's school is going into a MAT and her post will be no longer.
They've offered "suitable alternative" that is quite different work, carries no management responsibilities and is 2 bands lower in pay (not teaching). They are offering protected pay for 12 months and are claiming this is a suitable alternative.
I always thought it had to have equivalent pay and status to be considered suitable. Surely the MAT know this though? The union seem to be focusing on arguing the role should be banded higher and have succeed in having it put up one band, but still lower than current job.
Friend would rather have redundancy, but both school and union seem determined to avoid that, union seem to think their role is to prevent redundancies rather than deliver what member wants.
Obviously if she's not redundant because there is a suitable alternative then that's that, but this isn't it?