mrs_oab is a peripatetic nursery teacher in a small team of teachers. They are in nurseries, in line with government guidelines and best practice. The council is proposing to get rid of all but one of them, To save money.

They have been directed not to speak out, or seek support ( including Union and councillors) before the meeting to decide the cuts. They have been told that ‘making a fuss will be seen badly’ and ‘ it would not help your future’ if they do make a fuss. Seeing as most will be offered re-deployment, most are reading this as being sent to the far flung reaches of the council area, or as nursery specialists, sent to work with P7 in Bash Street.

Where do they stand with such threats? And, protecting themselves from a service who could make life rather challenging for them in many subtle ways…

Union.

Any one saying don’t make a fuss should be challenged with
“what have you got to hide”

I’d get ADVICE but wouldn’t stir the pot just yet. They should go in with all the knowledge they can rather than geared up for a fight. A lot in these situations comes down to negotiation and persuasion as once the letter of the law has been kept to, it’s almost impossible to mount much of a serious defence (strike threats etc notwithstanding).

have they got that advice in writing?
If not send an e- mail detailing her interpretation of the meeting to the person who delivered it – make sure a copy is sent to a non work – ie not on their server address
I will be amazed if the person who gave that advice will give it in writing tbh.
With the e-mail if they do not refute what you say in the e-mail then you have evidence it was “true”. – remember employment tribunals are the balance of probabilities not actual proof.
Two ways

1. Dont make a fuss and we will re deploy you
2. Dont make a fuss as we know that the community wont support us doing this so we dont want them to know till it is too late

Which of these it is I do not know and I doubt she does.

FWIW contacting the union – who will be officially recognised by the council – is not kicking up a fuss it is standard practice.
I would contact them after sending the e-mail.

Basic divide and conquer technique, turning a situation where the best option is for everyone to stick together for the best outcome for all, into a fight to see who becomes the 1st and last among the losers. It just shows how far employment conditions in the UK have fallen that this kind of shit is even attempted.

Sounds like your wife works for a bunch of ****. Maybe her energy would be better spent planning an exit strategy than trying to delay the inevitable?

@torsoinalake – sadly any other employer of teachers round here is also a bunch of muppets, and a further commute….

Yup. My lovely lady works in childcare, so can appreciate the scarcity of decent jobs.

Next suggestion is a public lynching.

Letterbox. Poo. Should be no shortage in a nursery school.

Seriously though, do not accept the “don’t speak out” bit. I would be pretty certain that instruction is illegal. But, stick together ensuring that one individual doesn’t become the scapegoat for speaking out or making contact with union, etc.

Have a look at
https://www.gov.uk/browse/working/redundancies-dismissals

This may not be the actual page you need but its close I guess. Have a check up and get informed about the process from both sides before going tactical….

Hope it all works out ok as approaching Xmas seems the common point for downsizing and lining up for the new financial year in April. Looks like a pattern of September announcements, 3 months consolidation, December dismissals / redundancies, 3 months then April, new financial year, so we are “in the zone”…

@matt – make sure they get advice (inc from union if they are members) etc before the meeting. You can do all of this without making a “public fuss”. They should be prepared to ask the right questions at the meeting

Who directed them not to speak out, somebody obviouslyu trying to protect their own job, was the declearation in writing or verbal, anmd did tyhe one who issued it have any real authority to do so.

Councils are all cutting back on staff,and due to the high costs of redundancy are looking for ways to downsize by moving staff around, the ones who dont like the move leave, saving lots of council taxpayers cash for senior management/couincillors to waste on other stuff.

The not speaking out was said in the meeting informing them that cutting their team was being put forward in forthcoming budget cut meeting. It was said verbally, and one of the teachers was challenged for making notes! They suspect that it will be denied should they complain…and person making the suggestion is leaving in a month anyway – and last move is to put this team forward at budget meeting…

grrr…

Union. And mention the advice to not make a fuss, they’ll love that, especially if it’s in writing/email.

Mrs B is in an extremely unpleasant dispute with her school at the moment and the union have been supportive and helpful, particularly as representation in meetings.

This is what she has been paying those dues for so use it.

Typical Bully-boy tactics.

I’ve worked in various professions but I found Educationalists to be the worst for this.

Contact the Union. Be careful with the existing colleagues – they might make Protest sounds then stab her in the back.

And look for new employment.