The national union has launched a petition asking all UCU members to show their support for members at the University of Leeds trying to prevent the weakening of the university statutes. Please sign the petition and pass it on!
To have academic freedom you need to have job security – the two go hand in hand. The decision to exclude the right of ‘dismissal for some other substantial reason’ from universities was a deliberate one, taken in Parliament back in 1988.
While ‘dismissal for some other substantial reason’ (“SOSR”) exists in employment law (it has done since 1978), it was specifically excluded from the statutes governing universities for reasons relating to the role of academics and the nature of a university. Part of the debate around the 1998 education reform bill focussed on how far academic tenure – job security for academics – should be removed with the new act. In the section below the Lord Chancellor replies to questions in the House of Lords about an amendment to the bill. Both times, he explicitly ruled out dismissal for some other substantial reason.
“I cannot stress enough the fact that academics are not deprived of the protection afforded to others by the Employment Protection (Consolidation) Act. However, the situation of redundancy which enables them to be dismissed before they get to the stage of claiming compensation or payment is more ample in its definition of redundancy than appears in the Employment Protection (Consolidation) Act.
On the other hand, that Act allows dismissal for some other substantial reason. We have not followed that, so if one is to compare the position of the academic with the position of a person covered under the employment protection legislation, one must take the whole of it. The person covered under that legislation can be dismissed not only for good cause in relation to conduct and the like, but for some other substantial reason. We have missed that out but we have made a wider definition of redundancy applicable here in order to cover the particular situation of the university.”
“In the ordinary case, I agree with the noble Baroness that the definition of redundancy given in the Employment Protection (Consolidation) Act is narrower than this. However, I have pointed out that one must take the whole of that Act into consideration. It allows dismissal for some other substantial reason than the specified reasons, but we have not followed that provision. Therefore one must take account of the whole situation including the fact that the employment protection legislation is still available after the dismissal.”
We must not allow further erosion of our job security. We don’t want to see ‘dismissal for some other substantial reason’ in the armoury of options for managers who want to get rid of someone. We continue to call on the University of Leeds senior management to reconsider this course of action.
You will have received the Vice Chancellor’s email yesterday urging you not to take part in the industrial action voted for by UCU members. We do appreciate the seriousness of taking industrial action on an open day but we feel this is warranted by the seriousness of the threat we face from SOSR. Please support the action as this gives us the best chance of making progress on the dispute. Here’s what we are asking you to do (in order of importance):
Strike on Thursday 22 June. Do not go into work, and do not reschedule activities planned for that day. You don’t need to tell anyone in advance that you will be taking strike action, but should answer truthfully if you are asked after the strike. Please volunteer to help on the picket lines/info stall at the Open Day – it’s fun, perfectly legal, and may involve elephants. Email email@example.com to let us know what times you can help.
Action Short of a Strike (ASOS) begins on Friday 16 June and goes on until the dispute is settled. We will be working to contract – we anticipate the FAQ and guidance will follow from HQ later today.
UCU info and publicity stall, Saturday 17 June (9 am to noon), outside the university, handing out information to Open Day visitors. Email firstname.lastname@example.org to let us know you’re coming.
UCU info and publicity stall, Friday 23 June (9 am to 2 pm), outside the university, join the demo on your breaks, or use a half day holiday. Email email@example.com to let us know what times you’re coming.
The substantive issues concerning our statutes, over which we were all balloted, remain as follows:
Inclusion of an option to dismiss (‘terminate’) staff for “some other substantial reason” (SOSR). (This is evident as point 8e under Part IV of the now titled “Ordinance: procedure for the resolution of substantial employment issues”);
No medically qualified chair for panels deciding dismissal for ill health;
No independent legally qualified practitioner for appeals against dismissal, other than in the new ‘substantial issues’ procedure.
Unity is our strength; please continue with your support for the campaign and the industrial action. We will continue to publish more information on our website – please keep an eye on this website and follow us on Twitter (@leedsucu) for updates.