School management must consult NASUWT Representatives before any changes are introduced. If the proposed changes relate to working conditions, then negotiation must take place and an agreement must be reached before changes are introduced.

NASUWT Representatives should keep in touch with their Local Association Secretary and seek advice when necessary.

Staff meetings or departmental meetings must not make decisions relating to the conditions of service of teachers and, in particular, must not express views relating to the employment, non-employment or redundancy of a teacher.

NASUWT Representatives are also entitled to receive information from school or college management. This should include:

• school/college budget;

• school/college pay policy;

• staffing policy;

• school development plan;

• policies on allocation of work/non-contact time/cover;

• disciplinary and grievance procedures;

• capability procedure;

• health and safety policy;

• behaviour at work/dignity at work/bullying/harassment policy;

• equality/equal opportunities policy, including the Disability Equality Scheme;

• time budget;

• calendar of meetings/activities, etc.;

• school/college procedures, e.g. Performance Review and Staff Development (PRSD) policy;

• contractual duties.

This is not necessarily an exhaustive list, as there may be other information which you should be provided with as an NASUWT Representative, especially if it has the potential to impact on the terms and conditions of members of staff at the school. 

It would also be useful to get copies of any local agreements across your LA and any agreed model policies, however, the governing bodies of schools may adopt these model policies or change them, in which case the NASUWT Representative should be consulted.