Panders Posted August 22, 2014 Share Posted August 22, 2014 Just wondered, does anyone have bank staff that they give contracts to. We have an ex member of staff who is taking a break, but will come in as and when we need her, what, if any, kind of contract does she need. If you do issue a contract or similar, I would love a cheeky sneaky peak! Quote Link to comment Share on other sites More sharing options...
lashes2508 Posted August 22, 2014 Share Posted August 22, 2014 I would just give them a zero hours contract Quote Link to comment Share on other sites More sharing options...
louby loo Posted August 22, 2014 Share Posted August 22, 2014 (edited) I used to be given a '100 hours' contract, once my 100 flexible hours had run out ..... this coul be in a matter of weeks or months I was given another contract. You could do a small amount of hours ? 5 or 10 then just renew contract hours once these have run out? Edited August 22, 2014 by louby loo Quote Link to comment Share on other sites More sharing options...
Panders Posted August 22, 2014 Author Share Posted August 22, 2014 Many thanks for replies I can't guarantee any hours, although I'm sure we will call upon her so maybe a zero hour contract would be best, just sounds so brutal!! Quote Link to comment Share on other sites More sharing options...
thumperrabbit Posted August 24, 2014 Share Posted August 24, 2014 I've never given a contract to people who come in and help out now and again due to shortages - didn't know you had to?! I do often wonder about their CRB though, for example my relief member of staff was an ex-employee who had her original check done with us - as she may only work a couple times a year I don't get a new one, what do others do in this instance? Quote Link to comment Share on other sites More sharing options...
Panders Posted August 24, 2014 Author Share Posted August 24, 2014 I've never given a contract to people who come in and help out now and again due to shortages - didn't know you had to?! I do often wonder about their CRB though, for example my relief member of staff was an ex-employee who had her original check done with us - as she may only work a couple times a year I don't get a new one, what do others do in this instance? Well Thumper, this is the spot I am in. I don't feel a contract is the right thing, but maybe a zero hours contract keeps them linked to the pre-school to enable all their previous experience, crb, intact. My thoughts were what would Ofsted say if she happened to be working that day. Do I keep her named named on all official papers as a member of staff? I guess I would. I assume if the group used agency staff, then this would be covered by the agency. Quote Link to comment Share on other sites More sharing options...
thumperrabbit Posted August 24, 2014 Share Posted August 24, 2014 Well Thumper, this is the spot I am in. I don't feel a contract is the right thing, but maybe a zero hours contract keeps them linked to the pre-school to enable all their previous experience, crb, intact. My thoughts were what would Ofsted say if she happened to be working that day. Do I keep her named named on all official papers as a member of staff? I guess I would. I assume if the group used agency staff, then this would be covered by the agency. I never 'got rid' of any of her paperwork or inform anyone that she had left, I keep her photo on the board as 'relief staff' BUT I also wonder about things like changes in curriculum as she doesn't keep up with the latest statutory stuff either, she is a fab practitioner who should never have left the workforce but she could earn more money cleaning and that is what she left us to do, as she needed the money. I can't expect her to keep current with all the latest requirements if I'm only going to use her 2 or 3 times a year for holiday/sickness cover. You can guarantee she will be on duty when Ofsted call and whilst her practice is fab her knowledge will be out of date Quote Link to comment Share on other sites More sharing options...
Panders Posted August 24, 2014 Author Share Posted August 24, 2014 Thumperrabbit you must be in my parallel universe. 1 Quote Link to comment Share on other sites More sharing options...
Cait Posted August 24, 2014 Share Posted August 24, 2014 Do you send her information to keep her knowledge current, or have staff evenings out where you could chat about changes in practice? Quote Link to comment Share on other sites More sharing options...
louby loo Posted August 24, 2014 Share Posted August 24, 2014 We offer our relief staff opportunities to go on courses - we pay for the course (we've always had to pay for LA training) they are not paid whilst on the course though- but It's their choice to go, and they usually do . They are always invited to in-house training sessions, nights out etc. My 100 hours contracts would sometimes last over a year when I first started working there- it was part of a large company work place nursery, so I guess my contract had to fit in with all employees. Quote Link to comment Share on other sites More sharing options...
SueJ Posted August 24, 2014 Share Posted August 24, 2014 I don't know if this is of any use to you http://www.acas.org.uk/zerohours and this model_zero_hours_contract_of_employment.doc 1 Quote Link to comment Share on other sites More sharing options...
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