Terms of Business, Our Charter and Equal Opportunities

Terms of Business for Temporary Teachers and Supply Staff

The Itper Charter

Commitment to Equal Opportunities

Terms Of Engagement For Temporary Teachers and Supply Staff

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1.       THE CONTRACT

1.1.    These Terms constitute a contract for services between ITP Education Resourcing Ltd, (operating as an Employment Business), hereinafter called "Itper" and the signatory below hereinafter called the "Temporary Worker".  However, no contract shall exist between Itper and the Temporary Worker between Assignments. ("Assignment" means the period during which the Temporary Worker is supplied to render services to the Client. "Client" means the person, educational establishment, firm or corporate body requiring the services of the Temporary Worker).

1.2.    For the avoidance of doubt, these Terms shall not give rise to a contract of employment between Itper and the Temporary Worker.  The Temporary Worker is engaged as a self-employed worker, although Itper is required to make statutory deductions from his/her remuneration in accordance with clause 3.1.

1.3.    No variation or alteration of the Terms shall be valid unless approved by a director of Itper in writing.

2.       ASSIGNMENTS

2.1.    Itper will endeavour to obtain suitable Assignments of the Temporary Worker to work as a

2.2.     The Temporary Worker Acknowledges that any information supplied by him/her will be used solely for the purpose of finding suitable work and will only be disclosed to a third party for this purpose, and in order to meet the demand of our Clients and to ensure the availability of work for the Temporary Worker it may be necessary, on occasion to transfer personal/registration details to other Itper sites, within the company.

2.3.     The Temporary Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available and agrees that suitability shall be determined solely by Itper, and that Itper shall incur no liability to the Temporary Worker should it fail to offer opportunities to work in the above category or in any other category.

3.        REMUNERATION

3.1.     Itper shall pay to the Temporary worker remuneration calculated at a minimum daily rate of

or half this amount for each morning or afternoon session subject to deductions for lateness or absence. (If the Temporary Worker is notified that the Assignment is to be hourly-paid then the minimum hourly rate shall be calculated by dividing the daily rate quoted above by 6½). The actual rate will be notified on a per Assignment basis, for each day worked during an Assignment, to be paid weekly in arrears, subject to deductions in respect of PAYE, Class 1 National Insurance Contributions and any other deductions which Itper may be required by law to make. The Temporary Worker shall be paid for days worked regardless of whether or not payment has been received by Itper from the Client.

3.2.     The Temporary Worker shall be paid for days worked regardless of whether or not payment has been received by Itper from the Client.

3.3.     Subject to any statutory entitlement under the relevant legislation, the Temporary Worker is not entitled to receive payment from Itper or Clients for time not spent on Assignment.

4.        STATUTORY LEAVE

4.1.     Temporary Workers are entitled to the minimum period of annual leave as set out in the Working Time Regulations 1998 (as amended) from time to time.

4.2.     Payment of the Temporary Worker’s entitlement to paid holiday under the Working Time Regulations shall be calculated and paid proportionally in advance according to the amount of time worked by the Temporary Worker on Assignments.

4.3.     A minimum of 12.07%, or such other percentage applicable to reflect changes in legislation, of the daily rate of pay is advance payment of statutory holiday pay and is paid from the first day of Assignment and is shown as a separate item on the pay advice slip.

4.4.     Temporary Workers are required to take holiday during the normal school holidays that the Client schedules.

4.5.     The Temporary Worker may be eligible for Statutory Sick Pay (SSP) provided that the relevant statutory criteria are met. For the purposes of the SSP scheme there is one qualifying day per week during the course of an assignment and that qualifying day shall bee the Wednesday in every week.

4.6.     The Temporary Worker may be eligible for Statutory Maternity Pay provided that the relevant statutory criteria are met.

5.        TIME SHEETS

5.1.     At the end of each week of an Assignment (or at the end of the assignment where it is for a period of one week or less or is completed before the end of a week) the temporary Worker shall deliver to Itper his/her time sheet duly completed to indicate the number of days worked by him/her during the week (or such lesser period) and signed by an authorised representative of the client.  Such time sheets must be received by Itper by no later than 12.00pm on Monday, following the week to which they relate.  Failure to submit a time sheet for days worked, or to fill out the time sheet correctly and clearly with your name and the name of the school may delay payment for those days.

5.2.     For the avoidance of doubt and for the purposes of the Working Time Regulations, the Temporary Worker’s working time shall only consist of those periods during which he/she is carrying out his/her activities or duties for the Company as part of the assignment.  Time spent travelling to the Client’s premises, lunch breaks and other rest breaks shall not count as part of the Temporary Worker’s working time.

6.        CONDUCT OF ASSIGNMENTS

6.1.     The Temporary Worker is not obliged to accept any Assignment offered by Itper but if he/she does so, during every Assignment and afterwards where appropriate, he/she will:

6.1.1.  Co-operate with the Client’s staff and accept the direction, supervision and control of any responsible person in the Client’s organisation;

6.1.2.   Observe any relevant rules and regulations (including normal hours of work) of the Client’s establishment to which attention has been drawn or which the Temporary Worker might reasonably be expected to ascertain;

6.1.3.  Take all reasonable steps to safeguard his/her own safety and the safety of any other person who may be present or affected by his/her actions on the Assignment and comply with the Health and Safety policies of the Client;

6.1.4.  Not engage in any conduct detrimental to the interest of the Client.

6.1.5.  Not at any time divulge to any person, nor use for his/her own or any other person’s benefit, any confidential information relating to the Client’s or Itper’s employees, business affairs, transactions or finances.

6.2.     If the Temporary Worker is unable for any reason to attend work during an Assignment he/she should inform the client or Itper by no later than 7.30 am on the first day of absence to enable alternative arrangements to be made. The Temporary Worker should also inform Itper if the absence is likely to continue, giving as much notice as possible, to enable alternative arrangements to be made for the Client.

6.3.     In the event of a Client directly offering the Temporary Worker Assignments, whether temporary or permanent, the Temporary Worker will inform Itper as soon as possible.

6.4.     The Temporary Worker will inform Itper at any time if a complaint is brought by an educational establishment or any other organisation with responsibility for children against him/her or if he/she has been arrested or accused of a criminal offence.

6.5.     The Temporary Worker will inform Itper if his/her health changes in such a way as to affect his/her suitability to work in the Assignment contracted.

6.6.     The Temporary Worker warrants to Itper that all information which he/she has provided to date and which may hereafter provide is and will be true and accurate in all respects.

6.7.     The Temporary Worker will inform Itper immediately of any change in his/her name or address.

7.        TEMPORARY TO PERMANENT

7.1.     If during the course of an Assignment, or within 6 months after the end of an Assignment, the Client wishes to employ the Temporary Worker direct or through another Employment Business, the Temporary Worker acknowledges that Itper will be entitled either to charge an the Client a fee or to agree an extension of the hiring period with the Client at the end of which the Temporary Worker may be engaged directly by the Client or through another Employment Business without further charges to the Client.

8.        TERMINATION

8.1.     Itper or the Client may, without prior notice or liability, instruct the Temporary Worker to end an Assignment at any time.

8.2.     The Temporary Worker may terminate an Assignment at any time by immediately informing Itper.

8.3.     If the Temporary Worker does not inform the Client or Itper (in accordance with clause 6.2) should they be unable to attend work during the course of an assignment this will be treated as termination of the assignment by the Temporary Worker in accordance with clause 8.2 unless the Temporary Worker can show that exceptional circumstances prevented him or her from complying with clause 6.2.

8.4.     If the Temporary Worker is absent during the course of an assignment and the contract has not been otherwise terminated under clauses 8.1, 8.2 or 8.3 above Itper will be entitled to terminate the contract in accordance with clause 8.1 if the work to which the absent worker was assigned is no longer available for the Temporary Worker.

8.5.     If the Temporary Worker does not report to Itper to notify his/her availability for work for a period of three weeks, the Employment Business will forward his/her P45 to his/her last known address.

9.        LAW

9.1.     These terms are governed by the law of England and are subject to the exclusive jurisdiction of the courts of England.

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The Itper Charter

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The Itper Charter recognises, that ensuring the highest professional standards of teaching and learning when supply cover is needed, requires the full participation of the Itper teacher, the client school they’re assigned to and Itper in managing the placement and giving the right support.

This common goal will require each party to maintain the following principles:

Itper Teachers

• Are punctual, suitably dressed and arrive early enough to be briefed by the school
• Have lessons prepared for the age and ability of the children they are required to teach
• Comply with the client school’s procedures, policies and practices, in so far as they can be ascertained and are aware that that any form of physical punishment is illegal
• Clear up and provide every assistance at the end of the day and before leaving school premises
• Complete hand-over notes after every assignment for the information of the regular class teacher
• When working on longer-term assignments, take a full role in school life including, where appropriate, parents evenings, completing records, testing, child assessments and report writing
• Keep Itper informed of their availability and if they are ever unable to attend work, inform Itper as soon as possible to the minimum amount of time to resolve the school’s immediate need
• Check and confirm their Itper One-Click timesheet and expenses promptly to ensure timely and accurate payment
• Share our commitment to equality of opportunity

Client Schools

• Welcome Itper teacher and brief them with as much information as is relevant about the school routines, policies, discipline procedures and curriculum planning
• Assist Itper in its monitoring and assessment procedures and provide positive feedback as well as any concerns
• Treat the Itper teacher as a valued member of staff, giving them appropriate help and support
• Provide the necessary administrative support to help in the smooth running of the placement
• Check and confirm their Itper One-Click timesheets promptly to ensure timely and accurate payment for the Itper teacher and invoicing for their school

Itper

• Meets or exceed all DfE Quality Mark, Home Office, Department of Health, APSCo and REC requirements for the recruitment and vetting of teachers as well as for its service quality
• Matches the skills, experience, qualifications and preferences of Itper teacher to the specified needs of the school
• Understands that Itper teachers are under no obligation to accept any assignment offered and never pressurises Itper teachers to accept or continue unwanted placements
• Provides support to Itper teachers in terms of reference materials, facilities and continuous professional development training
• Continually assesses the performance of Itper teachers and provides constructive feedback and advice
• Pays Itper teachers in a timely and accurate manner and resolves any pay queries as quickly and efficiently as possible
• Has an equal opportunities policy to which it is fully committed

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Itper’s Commitment to Equal Opportunities

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Itper’s equal opportunities statement represents a shared belief in every individual’s right to learn, work and live in an environment free from any form of prejudice, discrimination or harassment. 

All job applicants, supply staff and internal employees will receive equal treatment regardless of gender, marital status, sexual orientation, national origins, race, religion, culture, age or disability. 

All Itper teachers have agreed to support our commitment to equal opportunities when working in schools. In particular they have committed themselves to promote equality of learning irrespective of national origin, race, religion, gender or special educational; needs, and this will be reflected in their planning, teaching, resources and links with the school community.

All Itper employees have been made fully aware of Itper’s commitment to equal opportunities and are expected to ensure that prejudice, discrimination or harassment play no part in our organisation.

It makes good business sense for Itper to ensure that our most important assets - Our People - are worked with in a fair and professional way. 

If at any time an applicant, client or employee was to experience any form of discrimination whilst working with Itper then they should inform the Managing Director so that appropriate action can be sanctioned.

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