Mouseketeer Posted November 12, 2015 Share Posted November 12, 2015 Very difficult for you, but I'm now more confused ....where was the member of staff who witnessed it and can back you up ? why didn't they intervene before you came out of the office to deal with it ? Quote Link to comment Share on other sites More sharing options...
larnielass Posted November 12, 2015 Share Posted November 12, 2015 Did anyone mention the incident to the parent at collection time? The incident really should be recorded, especially if it involves a head injury. You don't want the wrath of the parent added to the mix and I think you need to cover yourself: especially as you witnessed the incident. When I read things like this on the forum, I always think ' How would I feel if this was going on at a setting that my child was attending?' I think doing nothing is not an option here. A difficult position to be in...... take care x Quote Link to comment Share on other sites More sharing options...
garrison Posted November 13, 2015 Author Share Posted November 13, 2015 Very difficult for you, but I'm now more confused ....where was the member of staff who witnessed it and can back you up ? why didn't they intervene before you came out of the office to deal with it ? She came out of the office behind me and saw it from exactly the same angle as me It is now 1.30 am and I am still awake stewing over this, my kids have seen me crying about it and I am angry beyond comprehension about how I am being treated in trying to ensure the kids in my care are safe Quote Link to comment Share on other sites More sharing options...
garrison Posted November 15, 2015 Author Share Posted November 15, 2015 Just to say thank you for all your advice on this matter I think that I am going to have to take this above the manager and go to the chair of trustees. I am not happy that the manager has basically investigated herself and her procedures, and found herself and her behaviour acceptable. We were at a workplace wedding on Saturday and the person supposedly accusing me of bullying chose to sit with an ex workmate away from the rest of us-that speaks volumes to me. I say supposedly accusing because I am now doubting whether this is true, instead thinking it may have a been a ruse by the manager to get me to drop my complaints Conspiracy theory/paranoia??? I don't know anymore as this has taken so many twists and turns I don't know what to think anymore Quote Link to comment Share on other sites More sharing options...
Fredbear Posted November 15, 2015 Share Posted November 15, 2015 Hi they shouldn't be her procedures should they. But procedures set by the trustees of the group and to be followed by all. What type of group are you. I think I would be arranging a meeting with the chair too. Your confidence has been shattered by this experience and so it needs to be investigated thoroughly and appropriately to ensure safety at all times. Take care Fx 2 Quote Link to comment Share on other sites More sharing options...
sunnyday Posted November 16, 2015 Share Posted November 16, 2015 Good decision Rachael - do let us know how things work out Quote Link to comment Share on other sites More sharing options...
Ancaster Posted November 16, 2015 Share Posted November 16, 2015 Definitely the way to go - your chair/trustees should follow procedures set out in your constitution/policies and be completely unbiased! When you meet with them you should be allowed to take someone with you too!! Good luck with it all 1 Quote Link to comment Share on other sites More sharing options...
lsp Posted November 16, 2015 Share Posted November 16, 2015 And of course our old favourite -record every single thing!!!!! Good luck. 4 Quote Link to comment Share on other sites More sharing options...
Guest Posted November 17, 2015 Share Posted November 17, 2015 We always take great pains to ensure that our ratios are maintained. However, I recently spoke to a nursery manager who stated that in the baby and toddler room, when all the children are asleep, they may have 1 staff member on lunch and so, in theory, are 1 person down for an hour (but all children are sleeping), also, other staff members are on hand should there be an emergency. Does this ring true for anyone else? We currently pay lunch cover staff in our baby and toddler unit, so often have 4 or 5 staff sitting around (though they do do planning, displays, learning journeys etc.) for at least an hour a day. Thoughts appreciated please????? When the children are awake, there is not question that ratios must be adhered to. Quote Link to comment Share on other sites More sharing options...
AliceinWonderland Posted November 17, 2015 Share Posted November 17, 2015 We always take great pains to ensure that our ratios are maintained. However, I recently spoke to a nursery manager who stated that in the baby and toddler room, when all the children are asleep, they may have 1 staff member on lunch and so, in theory, are 1 person down for an hour (but all children are sleeping), also, other staff members are on hand should there be an emergency. Does this ring true for anyone else? When i had my registration visit, we were looking around the nursery (already a going concern) and there were about 6 or 7 1-2 year olds asleep in one room with 2 members of staff present. Afterwards, the inspector said to me that it was ridiculous and a poor way of using staff and that they should have used the time to send someone on their lunch break. Because of that i have gone with the same idea but i also had it confirmed to me by another person who used to be an inspector (now a teacher). As long as there are other staff in the building to call on easily if needed, the inspector didn't see a problem with it. Quote Link to comment Share on other sites More sharing options...
garrison Posted November 18, 2015 Author Share Posted November 18, 2015 Apparently in a team meeting last night that I didn't attend the manager has asked staff if they think we need some lunchtime staff. They all said yes so she is going to put it to the trustees to authorise!! Hopefully progress can now be made 2 Quote Link to comment Share on other sites More sharing options...
JJA Posted November 18, 2015 Share Posted November 18, 2015 Just a quick revert to the original question about ratios...After reading through all posts am I correct in thinking that one of the 2 people supervising lunchtime was EYT? Does this not mean that she could have ratio of 1:13? Therefore 2 staff (one within sight and/or hearing) whilst not best practice, is acceptable under EYFS guidelines? My bigger concern would not be with the numbers supervising but the quality of the supervision especially the member of staff with her back to the group. Some training required I think! Quote Link to comment Share on other sites More sharing options...
sunnyday Posted November 18, 2015 Share Posted November 18, 2015 Apparently in a team meeting last night that I didn't attend the manager has asked staff if they think we need some lunchtime staff. They all said yes so she is going to put it to the trustees to authorise!! Hopefully progress can now be made That sounds like good news! :1b Quote Link to comment Share on other sites More sharing options...
Fredbear Posted November 18, 2015 Share Posted November 18, 2015 That does sound a way forward to address your concerns. Quote Link to comment Share on other sites More sharing options...
garrison Posted November 18, 2015 Author Share Posted November 18, 2015 Just a quick revert to the original question about ratios...After reading through all posts am I correct in thinking that one of the 2 people supervising lunchtime was EYT? Does this not mean that she could have ratio of 1:13? Therefore 2 staff (one within sight and/or hearing) whilst not best practice, is acceptable under EYFS guidelines? My bigger concern would not be with the numbers supervising but the quality of the supervision especially the member of staff with her back to the group. Some training required I think! Yes the person involved has the EYT status but isn't employed as one so legally the rating was correct. What I disagree with is that staff with or without t this status are expected to work in an unsafe/illegal manner most lunchtimes across all age groups.Hopefully change may now be coming as my above post states Quote Link to comment Share on other sites More sharing options...
garrison Posted December 15, 2015 Author Share Posted December 15, 2015 An update on this situation I have now been suspended because I will not let this issue drop. Luckily I joined a union a couple of months ago because I knew my manager was gearing up to something like this. Before I was suspended I received an anonymous letter posted in the middle of the night saying that I will be driven out of the nursery. I am suffering with a relapse of my anxiety and panic attacks due to this but am feeling positive now after a setting with the union rep this morning Quote Link to comment Share on other sites More sharing options...
MegaMum Posted December 15, 2015 Share Posted December 15, 2015 What a mess... And scarey how some situations escalate so rapidly. I trust you have contacted ACAS? Quote Link to comment Share on other sites More sharing options...
garrison Posted December 15, 2015 Author Share Posted December 15, 2015 No-I am assuming my unison rep is sufficient. Am I wrong in thinking this? Quote Link to comment Share on other sites More sharing options...
finleysmaid Posted December 15, 2015 Share Posted December 15, 2015 personally I would also contact acas too. Plus check your home insurance ...you may be insured for some loss of your earnings (if they have handled this incorrectly) Quote Link to comment Share on other sites More sharing options...
Foreveryoung Posted December 15, 2015 Share Posted December 15, 2015 When I went up against a union rep who was representing a member of staff I can say they did not cover all bases, they sent rep under wrong instructions, I basically wiped floor with them they was that poor (member of staff on disciplinary action) so please contact ACAS too to ensure everything is done that can be for you don't just assume that unions know what they are/should be doing. wishing you a positive future Quote Link to comment Share on other sites More sharing options...
MarshaD Posted December 16, 2015 Share Posted December 16, 2015 Blimey Rachael 1820, what a state of affairs! Nothing useful to add except to say thinking of you and wishing you strength and stamina for the road ahead. I'm reminded of the saying that bad things happen when good people do nothing. Keep remembering that you are doing the right thing here by putting the children first 1 Quote Link to comment Share on other sites More sharing options...
Fredbear Posted December 16, 2015 Share Posted December 16, 2015 Oh crumbs Rachel1820. I'm sure you never envisaged a witch hunt in your strive to do the best for the children in your setting. I would contact Acas too, evidence everything as well as taking someone with you in any meetings you might have in the future. More importantly take care of yourself, you know in your heart of hearts that you are truly trying to do your best. Hopefully someone will see sense and this can be resolved quickly and amicably for you. Sending a virtual hug fx 1 Quote Link to comment Share on other sites More sharing options...
lsp Posted December 16, 2015 Share Posted December 16, 2015 I agree with others about contacting acas for advice. Are you being supported by union representative or accessing specialist legal advice/support through your union? There is a huge difference as my other half has experienced in the past. Good luck!!! Quote Link to comment Share on other sites More sharing options...
eyfs1966 Posted December 16, 2015 Share Posted December 16, 2015 (edited) Blimey Rachel, what are the exact grounds for your suspension? Edited December 16, 2015 by eyfs1966 Quote Link to comment Share on other sites More sharing options...
AliceinWonderland Posted December 16, 2015 Share Posted December 16, 2015 really feel for you, make sure you phone ACAS so that you know exactly where you stand legally, being in the union is good as you can arrange to have them with you in meetings as the only people you are allowed to take with you are another staff member or a union rep, and having a work colleague is not always a good idea as they may feel that their job is in danger. The unions will not know how a nursery works and what the ratios should be etc but they can back you up for anything legal/illegal to do with your suspension. How long have you worked there? Quote Link to comment Share on other sites More sharing options...
garrison Posted December 16, 2015 Author Share Posted December 16, 2015 11 years. They've dressed it up but the suspension is basically because of this issue and my refusal to shut up about it Quote Link to comment Share on other sites More sharing options...
grumpymum Posted December 16, 2015 Share Posted December 16, 2015 Rachael Sorry to hear what has happened. Agree with other people that you should contact ACAS as well to make sure you get the best advice. Make sure you keep that letter safe as evidence too. That is definitely harassment and so low. Thinking of you . Quote Link to comment Share on other sites More sharing options...
AliceinWonderland Posted December 16, 2015 Share Posted December 16, 2015 Keep strong Rachael, try to keep your cool and think before you react. they can't keep you suspended for long without sorting it all out, definitely keep the letter, good luck Quote Link to comment Share on other sites More sharing options...
garrison Posted December 17, 2015 Author Share Posted December 17, 2015 Thanks for the advice/support guys The positive to this is that my son has had to have 2 weeks off school with a virus and I would have has to take the time off to look after him unpaid if I hadn't been suspended! Every cloud..... Quote Link to comment Share on other sites More sharing options...
Guest Posted December 17, 2015 Share Posted December 17, 2015 oh my goodness rachael, what an absolute nightmare for you. I second that you must contact ACAS asap, explain everything to them. I think your manager is going to twist everything around, so even if you do go to Ofsted they will say it's malicious - does the letter of suspension state anything about the incident? Because you could use that with regards to Ofsted - best of luck - you'll be much better out of there x Quote Link to comment Share on other sites More sharing options...
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