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Legaladviceseries
Working
in
an
academy
YourguidefromATL-theeducationunion
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ATListheunionforeducationprofessionalsacrosstheUK.
Activeinthemaintained,independentandpost-16sectors,we
useourmembers’experiencestoinfluenceeducationpolicy,and
weworkwithgovernmentandemployerstosecurefairpayand
workingconditions.FromearlyyearstoHE,teacherstosupport
staff,lecturerstoleaders,wesupportandrepresentourmembers
throughouttheircareer.
Notyetamember?
Tobepartoftheunionthatputseducationfirst,joinATLtoday.Asamemberyouwillhavepeace
ofmindknowingATLoffersfirst-classsupport,insuranceprotection,professionaladviceand
representation,plusunrivalledpublications,resourcesandcontinuingprofessionaldevelopment(CPD)
foryourpersonalandprofessionaldevelopment.
Tojoinorcheckourcompetitiverates,includingspecialoffersforstudentsandnewlyqualified
members,visitwww.atl.org.uk/joinorcall08450577000.*
*Termsandconditionsavailableonline.Localratesapply.
Alreadyamember?You’vejoinedus,nowjoininandgeton
Gettinginvolvedwithyourunionisthebestwaytoachieveeffectivechange,bothinworking
conditionsandineducation.Anditcanenhanceyourprofessionaldevelopmenttoo.Therearemany
waystogetinvolved,fromgivingyourviewsoneducationpolicytoattendingoneofourtraining
coursesorbecomingtheATLrepforyourworkplace.Lookupwww.atl.org.uk/getinvolvedformore.
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01Introduction
Relatedresources
Nationalchains
02Movingtoorleavinganacademy
03Contractsofemployment
Writtenstatementofparticularsofemployment
Impliedterms:theunwrittenrulesofacontract
Directedtimeandworkinghours
Generaltips
Specificpointstothinkaboutwhenconsideringajoboffer
Issuesspecifictosupportstaff
04Workingpart-time
05Payandpensions
TUPEtransferredstaff
Yourpay
Threshold
Writtenpaypolicy
Term-timeonlycontracts
Nationalacademychains
Collectivebargaining
Individualpaynegotiations
Benchmarkingagainstthemaintainedsector
Pensionprovision
06Appraisal
Appraisalanditslinkwithcapability
Lessonobservations
07Sickpayandleave
Verificationofillness
Statutorysickpay
08Maternityandotherfamilyrights
Yourstatutoryrights
Pregnancyandhealthandsafety
09ATLmodelpoliciesforacademies
10TUPEandcontinuityofservice
TUPEregulations
WhatTUPEmeansinpractice
Contents
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Dismissals
Conditionsofservice
Continuityofservice
Collectiveagreements
Tradeunionrecognition
Conclusion
11NQTinductioninacademies
12Redundancy
Whatisredundancy?
Redundancyprocedure
Consultation
Noticeofredundancy
Unfairselectioncriteria
Fixed-termcontracts
Avoidingredundancy
Helpinfindinganotherjob
Challengingaredundancydecision
Redundancypay
Noticepay
Redundancypayandnewemployment
13Organising:theimportanceofworkingtogether
TheimportanceoftheATLacademyrep
TheroleoftheATLrep
14Tradeunionrecognition
Whatdowemeanby‘recognition’?
TUCmodelrecognitionagreementforacademies
DoesmyschoolrecogniseATL?
Theacademyjointconsultativeandnegotiatingcommittee
Recognitioninacademychainsandfederations
Ifmyschooldoesn’trecogniseATL,whatcanIdo?
15Othersourcesofinformation
ATLdepartments
Howtojoin
Out-of-hourshelpline
Otherusefulorganisations
2 IWorkinginanacademy
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I 3
Introduction
01
Introduction
ThishandbookisaguideforATL
memberswhoworkinanacademyand
isaresourceforATLschoolreps,branch
secretariesandregionalofficials.
Theguideaddressesthemainissuesand
difficultiesthatmightbeencountered
whenworkinginanacademyandithas
beenwrittentoprovidegeneralguidance;
itisnotacompleteorauthoritative
statementofthelaw.Forallindividual
employmentissues,youshouldseek
advicefromATL.
Relatedresources
Ifyouareworkinginaschoolthatis
consideringconversiontoacademy
status,ATLprovidesarangeofresources
basedonitspolicytoopposeconversion
onthefollowinggrounds:
thatthecasethatacademiesimprove
educationalstandardsremains
unproven
thattheyunderminelocaldemocratic
accountabilityofschools
thattheyundermineournationally
negotiatedframeworkofstaffterms
andconditions.
ATL’spositionstatementsetsoutthis
policyinmoredetail,andcanbefound
onourwebsitealongsideafullrange
ofresourcesdesignedtoassistmembers
whencampaigningagainstthe
conversionoftheirschooltoanacademy,
includingouracademytoolkitwhich
providesmodelletterstoparentsand
governors,andanFAQ;allcanbefound
atwww.atl.org.uk/academiescampaign.
Onceaschoolhasconvertedtoacademy
status,ATL’spriorityistoensure
memberscontinuetobenefitfromthe
protectionaffordedbyunion-negotiated
termsandconditions;thishandbook
aimstoprovidepracticalassistanceto
helpmembersachievethis.ATLalso
providesotherresourcestosupport
membersworkinginacademyschools,
includingregularupdatessuchas
e-bulletins,adviceandtrainingforrepsin
academies,andnetworkingopportunities
formembersandrepstoexchangebest
practiceandinformation.
Nationalchains
Severalgroupssponsormorethanone
academy.Thesechainsareoften
representedatnationallevelbyATL.ATL
ispresentlyrepresentednationallyatthe
followingacademychains:
AET
ARK
E-ACT
Harris
KemnalAcademiesTrust(TKAT)
Oasis
Ormiston
UnitedLearning
Woodard.
Anynationallyagreedpoliciesforthese
academiescanbefoundonATL’s
websiteatwww.atl.org.uk/academies.
4 IWorkinginanacademy
Ifyourschoolconvertstoanacademy
thenyourexistingtermsandconditions
shouldbeprotected(seechapter10,
TUPEandcontinuityofservice).
However,takinguporleavingapostin
anacademyisnotthesameasmoving
betweenmaintainedschoolsandthere
areimportantthingstoconsider.
Academiesarefreetoofferawiderange
oftermsandconditionstonewstaff.
Althoughthereareoftensimilaritieswith
maintainedsectortermsandconditions,
takenothingforgrantedwhenyouaccept
anewjobatanacademy.
Inbrief,thethreemainissuestoconsider
areasfollows.
Payinacademiesisnotrequiredto
followthenationalpayscalesfor
teachers.Youshouldcheckyour
startingsalaryandthemechanismfor
progression.Whenreturningtothe
maintainedsector,experienceyou
gainedwhileworkinginanacademy
maynotautomaticallycountfor
progressiononthenationalpayscale.
Academiesareindependentemployers
anddonothavetorecogniseyour
previousserviceinthemaintained
sectororinotheracademies.
Continuityofserviceisparticularly
importantforestablishingyour
entitlementtosickleave,maternity
benefitsandredundancy.Youshould
checkwithyournewacademywhat
yourentitlementsareandhowlong
youhavetoworkwiththemtoattain
thesebenefits.Ifyoureturntothe
maintainedsectorormovetoanother
academyyourpreviousservicemay
notcount.Somelocalauthorities(LAs)
havelocalagreementstorecognise
servicewithacademiesintheirarea.
Academieshavethepowertochange
thelengthoftheschooldayand
schooltermdates.Youshouldcheck
withyouremployerbeforetakingupa
postwhenyouareexpectedtobein
school.Youshouldalsocheckifthere
areadditionaldutiesorresponsibilities
expectedofyou.
02
Movingtoorleaving
anacademy
I 5
Contractsofemployment
Acontractofemploymentcovers
themaintermsandconditionsof
employment.Itcanbeaverylengthy
documentorashortsummary,often
supplementedbyadditionalpolicies,
whichmaybecontainedinanappendix
tothecontractorinastaffhandbook.
Ifsomethingiscontractualthenitis
bindingonbothpartiesandcannotbe
alteredwithouttheagreementofboth
parties.
Whatwasagreedatinterviewor
confirmedinaletterofappointment
canbecontractuallybinding.Ofcourse,
itisalwayspreferabletohaveawritten
contracttoavoidunnecessarydisputes
andtoensurethatbothpartiesareclear
howcertainsituationsshouldbe
managed.
Itisalsogoodpractice(butnotalegal
requirement)tohaveajobdescription.
Writtenstatement
ofparticularsof
employment
UndertheEmploymentRightsAct1996,
employeeshavetherighttoawritten
statementofparticularsoftheir
employment.Thestatementmustbe
giventotheemployeeinasingle
documentnolaterthantwomonthsafter
theiremploymentbeginsandmust
include:
thenamesoftheemployerandthe
employee
thedateonwhichemploymentstarted
andthedateonwhichtheperiodof
continuousemploymentbegan
thescaleandrateofremuneration,
payintervalsandthemethodof
calculatingpay
termsandconditionsrelatingtohours
ofworkandholidayentitlement
(includingpublicholidays)
thejobtitleordescription
theemployee’splaceofwork.
However,thefollowingemployment
particularscanbedocumentedby
instalments:
whetheremploymentispermanentor
forafixedterm
detailsofsickness,pension
arrangementsandnotice
detailsoftheemployer’sdisciplinary
andgrievanceprocedures
detailsofcollectiveagreements
affectingemployment
detailsofanyrequirementsregarding
workoutsideoftheUK.
Ifyouareconsideringrequestinga
statementofyourmaintermsand
conditionsfromyouremployer,thenwe
wouldrecommendthatyoufirstseek
advicefromATL.Thismaybeanissue
thataffectsallyourcolleagues.
Impliedterms:
theunwrittenrulesof
acontract
Therearetermsthatarenotusuallyspelt
outinacontractofemploymentbut
whichthelawconsiderstobecentralto
anyemployer-employeerelationship.
Thesearecalledimpliedtermsandare
separatedutiesthatareplacedonboth
employerandemployee.Thedutiesof
employersareasfollows:
Totakereasonablecareofthesafety
Contractsofemployment
03
6 IWorkinginanacademy
ofemployeesbyprovidingasafe
systemofwork,aswellasahealthy
andsafeworkplace.Insodoing,the
employermusttakereasonable
precautionarymeasurestosafeguard
boththephysicalandmentalhealthof
employees.
Toprovideasuitableworking
environment.Employersshouldtake
reasonablestepstoensurethat
employeesareabletocarryouttheir
workintolerableconditions.
Nottoactinamannercalculatedor
likelytodestroyorseriouslydamage
therelationshipofmutualtrustand
confidencewhichshouldexist
betweenemployerandemployee.
Thiscantakemanyforms,for
example,subjectinganemployeeto
persistentunderminingandhumiliating
treatment.Wherethisoccurs,an
employeewhohasworkedforthe
employerforatleastoneyear(two
yearsiftheemploymentstartedafter
6April2012)isentitledtoresignand
presentaclaimtoanemployment
tribunalforconstructivedismissalon
thegroundsthattheemployer’s
actionsorlackofthemamounttoa
fundamentalbreachofcontract.To
claimconstructivedismissalyoumust
leaveyourjob.Youshouldnottakethis
stepwithoutadvicefromATL.
Toprovidereasonablesupport.An
employershouldtakeappropriate
stepstoensurethatanemployeeis
abletoworkwithoutharassmentor
disruptionfromcolleagues.
Toprovideaproceduretodealwith
employees’grievancesreasonablyand
promptly,whichmustalsotakeproper
accountofthestatutorygrievance
procedure.
Topayagreedwagesandprovide
work.Thepaymentofwagesisusually
providedforinthewrittencontract.
Asregardstheprovisionofwork,an
employeewhoisgiveninsufficient
worktodoisunlikelytobeableto
complainifshe/heisbeingpaidinfull.
However,whereearningsdependon
theprovisionofworkbytheemployer,
theremaywellbeanimpliedobligation
toprovidework.
Thedutiesofanemployeeareasfollows:
Fidelity:employeesshouldservetheir
employersfaithfullyandnotactagainst
theinterestsoftheiremployers.Some
employersviewcriticismofthemtobe
inbreachofthisdutyandmighteven
includeanexplicitprovisioninthe
contracttocoverthis.
Toobeylawfulandreasonable
instructions;theengagingofan
employeetoworkunderthedirection
oftheemployeristheessenceofan
employer-employeerelationship.
However,theinstructionsshouldbe
lawfulandconsistentwiththe
employee’scontractualduties.The
employeeisnotobligedtoobeyan
instructiontodosomethingwhichis
eitherunlawfulorwouldputhisorher
safetyindanger.
Toexercisereasonablecareandskill.
Thisdutygovernsthequalityofthe
employee’swork.
Theseimpliedtermsareasmuchapart
ofthecontractualrelationshipbetween
anemployerandemployeeaswritten
terms.Consequently,itisincumbenton
bothpartiestohaveregardtotheir
respectivedutiesifaharmoniousand
productiveworkingrelationshipistobe
maintained.
I 7
Contractsofemployment
Directedtimeand
workinghours
Yourworkinghourswillbedefinedin
yourcontractofemploymentandwill
usuallybeset.Youshouldensurethat
youfullyunderstandanyadditional
requirementswhichmaybemade
suchasattendanceateveningor
weekendevents.
Maintainedsectorclassroomteachers
canonlybedirectedtoworkfor
1,265hoursperyearover195days.
Teacherscannotberequiredtowork
onweekendsorbankholidaysunless
specificallystatedintheircontract.
Theselimitswillnotnecessarilyapply
inacademiessoyouwillneedtobe
clearattheoutsetwhatyourworking
hourswillbe.
Forsupportstaff,thestandard
workingweekforfull-timesupport
staffinthemaintainedsectoris
usually37hours(35or36insome
Londonboroughs).Inthemaintained
sector,thereisnorequirementto
workabovethesehours;ifyouare
askedtoworkovertimethenyou
shouldbepaidforit.Therateof
overtimeshoulddependonwhether
youareworkingonweekdays,
Saturdays,Sundays,publicholidays
orovernight.ATLbelievesthat
similarprinciplesshouldapplyin
academies.
Generaltips
So,howcanyoumakesureyou
knowwhatyouaresigningupto
beforeyouacceptajob?Askfora
copyofthecontractofemployment
andallrelevantsupplementary
documents(suchasthestaffhandbook)
beforeyouformallyacceptthepost.
Don’tbeafraidofappearingpushyby
askingquestions.Takinganewjobis
amajorcommitment.However,a
commonsenseapproachshould
betaken,asaskingastringof
questionsaboutbenefitsmaycreate
thewrongimpression.
Theabilitytoprovideyouwithacontract
onrequestandtoansweryourquestions
openlysaysalotaboutaschoolandits
management.Readthecontractcarefully.
Ifthereisanythingnotcoveredorwhich
youdonotunderstand,raiseitwithyour
school.AskATLtocheckanewcontract
ifyouhaveanyconcernsaboutit.
Ifyouareaskedtoacceptajobwithout
sightofthecontract,thenoneoptionis
toacceptthepostconditionally,upon
agreeingthetermsandconditions,orto
acceptsubjecttocontract.However,if
youacceptapostconditionally,the
schoolinturnmightbeabletowithdraw
theofferwithoutbeinginbreachof
contract.
Keepanoteofwhatwassaidatinterview
andinconversationsafterwardsandkeep
offerlettersandrelevantdocuments
(includingtheadvertisementforthepost).
Theycouldbesignificantinany
subsequentdispute.
Neverassumethattheschooloffersa
particulartermorcondition.Ifsomething
isimportanttoyou,makesureyouask
aboutit.Ifyoudostartajobandhave
8 IWorkinginanacademy
receivednothingmorethanaletterof
appointment,youareentitledtoreceive
astatementofyourmaintermsand
conditionswithintwomonthsofstarting
(seepage5).
AskATLforadvice.Ifthingsarenotquite
asyouexpected,alwaysraiseyour
concernspromptlywithyour
headteacher,bursarormanager.
Specificpointstothink
aboutwhenconsidering
ajoboffer
Academieshavethefreedomtooffera
rangeoftermsandconditionstonew
staff.Sohowcanyoumakesureyou
knowwhatyouaresigninguptobefore
youaccept?
1.Jobtitle
Makesureyouareclearaboutyourjob
titleandmajorresponsibilities(especially
thosethatattractextrapay).
2.Jobdescription
Thedevilisinthedetail.Forexample,
mostacademiesofferextra-curricular
activities(andschooltrips)andexpect
teacherstodotheirbit.
3.Pay
Don’tbesatisfiedwithgeneral
statementsaboutpay.Askforacopy
ofthesalaryandallowancesscales
andestablishhowyouwillprogressupit,
whenpayisreviewedandhow.
4.Hoursofwork
Establishatinterviewyournormal
workingdayandweek,especiallyifyou
areexpectedtoworkatweekends.
5.Holidays
Howmanydayscanyoubeaskedto
workoutsidetermdates?Ifyouare
employedonaterm-timeonlycontract,
checkhowyourstatutoryholiday
entitlementhasbeenincorporatedinto
yourpay.
6.Probationaryperiods
Trialperiodsofonetermarenormally
sufficient.Ensureyouunderstandhow
longyourprobationwilllast,whatthe
reviewarrangementsareandthesupport
andinductionyoucanexpectfrom
managersandcolleagues.
7.Noticeperiods
Checkhowmuchnoticeyouare
entitledtoreceiveandobligedtogive.
Forsupportstaff,noticeperiodsvarybut
commonlyitisonemonth.Itisimportant
tonotethatcontractualnoticemaybe
supplementedbyyourstatutory
entitlements.Ifyouremployerwishesto
dismissyouafteronemonth’sservice,
thenbylawtheymustgiveyoua
minimumofoneweek’snoticeforevery
yearworked,toamaximumof12years.
Forexample,ifyouhaveworkedforyour
employerfor15yearsandyourcontract
ofemploymentgivesanoticeperiodof
onemonth,thenbylaw,youremployer
wouldhavetogiveyou12weeks’notice
iftheywereseekingtodismissyou.
8.Maternitypayandleave
Thekeyquestioniswhetheryour
employerpaysstatutorymaternitypay
(SMP)only,orhigherratesunderamore
beneficialscheme.Ideally,academies
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