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Should we pay exam invigilators?

Hi,

With the cancellation of exams the question of whether we should pay exam invigilators has been raised again.  Our invigilators are on zero hours contracts, with hours mutually agreed in advance.  

I attended a webinar in the first lockdown when I was advised by a large employment law firm that we should honour the hours agreed and pay them.  However, this was overturned by our financial director and we did not pay.

The situation has arisen again - we have invigilators booked for February and March and with the exams cancelled again - we do not need them.

The FD has responded as follows:

"There was no contract in place last time (i.e. during March lockdown) and the same principles apply this time.  A zero hours contract is designed to ensure there is no breach if either party changes their position or if circumstances change.  The purpose of the contract is flexibility. 

There can also be no contractual obligation to pay for an agreement which has not commenced (i.e. if no hours have been worked).  This also brings into play a financial probity issue, as to pay someone for nothing without a contractual obligation is a  breach of the Academies Financial Handbook.  Unfortunately, public funding should not be utilised on anything for which there is no obligation to pay.  Such payments are called ex gratia payments. 

However, I can accept that, with short notice for the current season, it may be politically expedient to compensate them.  In the March lockdown, the notice was not short and the season had not been booked, so there was less expectation.  This is a moral issue rather than a contractual one".

I would welcome views/comments/advice on this issue from members of the forum.....

Many thanks

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  • Hi Elaine

    This well illustrates that the term 'zero hours contract' has no precise legal definition or legal standing.

    However, "...zero hours contracts, with hours mutually agreed in advance." seems to be a total contradiction in terms in almost all variants of the 'zero hours' term.

    If 'agreed' means a firm contractual arrangement as opposed to probability or anticipation or expectation then possibly payment may be due but otherwise probably not. However, it all depends on the precise contractual (and 'arranged' subsequently) wording.
  • In reply to David:

    Hi David

    Thank you for your thoughts.

    When the exam invigilators are recruited we just say that their hours will be mutually agreed in advance.

    The exams invigilators are asked what hours they are available to work. The exams officer then looks at invigilator availability and our needs in terms of how many invigilators we need to run the exams. She then confirms to them by way of a schedule (or timesheet) to confirm what days/hours we would like to utilise them. This is confirmed a few weeks in advance of the exams season.
  • In reply to Elaine Snell:

    Hi Elaine
    If there has been no such confirmation then can't see why anyone should expect to be obliged to make or be entitled to receive any payment.
  • It think the fD is correct
    It may or may not be right but there is currently no law which requires payment for hours offered then withdrawn
  • Two replies from two experienced and well qualified contributors. So I'll not cover the same ground again.

    I've been self employed for .......oh, over 25 years. So, a company I do 'casual' work for, contacts me on Monday and asks me if I'm available for next Friday to do a days work. I agree. On the tuesday, they cancel. I'm not sure I'd expect to be paid.

    But suppose they contacted me on Thursday? I think at that late date I'd expect to get paid.

    But:= Doesn't the latin phrase "Force majeure' apply? Which is where a superior rule or law has come into force which overules any agreement you have. In this case it is not you which is the cause for the breach - but the governments cancellation of exams.

    So in my view you are not responsible for compensating by paying them for work you can no longer supply due to the governments actions..
  • In reply to David Perry:

    Thank you all for your wisdom!

    Interestingly, the overriding message from several sources (eg the Local Government Association, ASCL (the Union for School Leaders), and an a article by a lawyer in Schoolsweek publication), is that as there are no changes to school funding, casual staff (eg invigilators) should be paid as their salaries have been planned for, in the budget and we cannot furlough them (schools can only furlough staff if their salaries are funded by a private source). This seems to be in direct contradiction to the financial handbook.
  • I think that saying ‘the funding hasn’t changed and therefore you should pay people for work not done’ is disingenuous. There have been other, unforeseen, costs associated with keeping schools running for the past 12 months of pandemic and therefore the fixed funding needs to be spent in different areas to those planned in the original budgets! So instead of invigilators, you may need to be paying cover staff...
  • In reply to Elaine Snell:

    A link would be interesting. I wonder whether he was stating his personal opinion or a legal one based on the law? If it is as you've written, because the salaries were planned for is not the same, in my view.

    Another instance where I assume 'force majeure' applies and happens in practice, is when a employed driver looses his licence. He therefore cannot drive and you don't have to pay him unless it is reasonable for you to offer him a job which doesn't involve driving.
  • Hi Elaine

    I work in the primary phase so do not have exam invigilators, however, we have previously and will pay casual workers where we have agreed working times for them but are now not asking them to come in (similar to agency staff).

    Any hours we may have arranged had schools remained open, thus budgeted for, but have not yet agreed with individuals, will not be paid.
  • Are you able to furlough them? Hours based on past year's hours and pay at 80%?
  • In reply to David Perry:

    Hi David

    For your interest - here are the links:

    www.local.gov.uk/.../Additional LGA schools guidance 3 April 2020.pdf (point 6)

    www.krestonreeves.com/.../ (this looks like it was written by an accountant and a solicitor)

    schoolsweek.co.uk/.../
    (refers to guidance by ASCL - union for school leaders - although when I follow the link I can't see it is specifically covered but I am not a member so I do not have access to the full site)
  • In reply to Andrea Lechner:

    Hi Andrea

    No unfortunately we can only furlough staff whose salaries are funded by a private source of income (eg our catering staff are funded by staff and student buying food so we have furloughed them).
  • In reply to Maya:

    There are definitely additional costs to running schools in a pandemic. I do sympathise with the invigilators' situation however. In our case last summer a retainer for just the experienced invigilators was proposed and accepted. Albeit slightly more than a token, this was significantly lower than they would have received had the exams gone ahead, and generated much goodwill.
  • There is no obligation to pay them. However, as a gesture of goodwill, those who had confirmed hours (so exams scheduled and agreed days they were working) we are paying 50% of what they would have worked - Mainly so that they will still be available and want to work for us again at such time. It generates goodwill. You do not have to, although it is confusing as yes, you have the funding already to pay them and guidance indicates you 'should' continue to pay.
  • Steve Bridger

    | 0 Posts

    Community Manager

    2 Feb, 2021 10:47

    In reply to Maya:

    I think you're right, Maya. All settings are having to move money around from different budget lines.