To inform HT of union involvement?

[PartTimeTeacher]

As not to drip feed, I have been in contact with my union after I was informed that school were forcibly changing my shift pattern following my maternity leave.

As far as I'm aware, the school have no idea that I've got representation for the issue. My union rep has organised a meeting for the tail end of next week to put in action next steps (contacting school governors).

I don't want to blindside my head as ultimately I want to maintain a good working relationship and continue working there. I've been in contact with the DHT about something else entirely and she asked me to clarify if I'd like a meeting to discuss new work pattern.

I'm unsure if, at this stage, I should say something along the lines of:
I'm currently seeking advice from my union in regards to the changes and will be in touch in due course if my representative recommends a meeting.

Or do I just say nothing? I don't want to sour my return and really want a peacful resolution if it's possible. I don't want them to think I've gone 'behind their back' to the union but also know this is my entitlement and should ultimately follow their advice.

Any suggestions?

@Piggywaspushed, thank you for this. I have emailed my rep this morning to say they're offering a meeting to discuss and could they represent me. I'd definitely prefer the informal route to see if we can come up with a compromise before governors are involved. @GladiatorsFan suggests, it'll be uncomfortable and I ultimately want to maintain working relationships.

Appologies if I've missed any questions in my replies. I have read everything and taken everyone's advice on board so thank you everyone for taking the time to reply! it's been really tricky navigating this situation and I appreciate any advice that's been given.

You say your current days are reflected in your contract. They can’t just assume you are available on the other days, you might have a second job on those free days.

I would appeal the original decision and ask for the business reason/s why it was declined.
Im not seeing the difference between an informal request and a formal request tbh, a request is a request and they need to follow policy.

The union rep needs to make sure appropriate school policies are followed. Will this come under the grievance process or some other policy? Whichever policy it falls under is how it needs to happen - writing to the governors may be in the policy but I doubt it is the first step in any written process.

@Chewbacalava, as it happens, I do already have pre-existing commitments (not a job though). Its a paid for activity that I take my child to but I assume they'd expect me to cancel this to suit them. I'm pretty unhappy about doing this as it contributes to my work-life balance but it's also a childcare conflict. They are relying on a flexibility clause to enforce the change.

As far as I understand it, you can make as many informal requests as you'd like and can negotiate the terms between the two parties. Formal requests are limited to 1 per year (at the time I made my request, now 2).

Under the advice of everyone on here, I let my rep know that I want to try and resolve things informally first via a meeting, which they've given some dates of their availability for. I just need to email DHT - I'll be sure to make them aware that I'll be taking a representative so they aren't blindsided at the meeting.

Is this a local rep or regional? The advice doesn't sound great so far. Union writing to governors in not typical and unlikely to part of the process. Have the union spoken to HR? It would typically be HR managing this -not the SLT themselves.

Reps always tell theLA HR or MAT HR and so they will probably know but if not you need to insist that HR are at the meeting- otherwise it is pretty pointless attending.

Primary budgets are such that part time non class teacher posts are vanishing by the day (ie not a straight class teacher job share). So it may well not be affordable any longer. From April many more schools with have deficit budgets and the LA (not sure if all but all those I work with) pick up the redundancy costs once the budget is in deficit and so a lot of redundancy processes will start this week (which will be a big shock for many part time non class based teachers I think)

@BoneshakerBike, I believe regional but not 100% certain.

That's interesting about HR. If it makes any difference, in the original email about change to
working pattern, it specifically said the Head had reviewed my hours and were making the changes. I don't know that HR has been informed - I assumed the HT would do this after I told him new arrangement isn't suitable though?

I understand the need for changes and would agree to them (minus the morning I can't do).

Ah that makes more sense although it does sound a bit of a muddle.

What I would do now/have done in the past is to make a document with a timeline on. I'd start with stating exactly what you were working before you went on mat leave and then literally put the date and cut and paste any communication made either way on that date relating to working hours, return to work or similar, up to as close as you can to the meeting. I'd also cut and paste the relevant bits from your contract just so they are in the same doc for you to refer to. You could also find and add the flexible working policy and anything directly relevant that you can find about rights on returning to work from maternity specifically. Although I have the utmost respect for the unions I have known it where they have initially either misunderstood or misinterpreted something when it's something outside their normal caseload experience, which this might well be (the PT nature combined with the return from maternity, I mean, the two things individually aren't so complex).

Send that to union in the first instance so at least they can see how things have gone so far. Then take a copy to the informal meeting for HT to look over.