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Rights of EU27 citizens after Brexit

Posted on 13 December 2017 by Alan Smith13 December 2017

On 12 December the European Commission published a memo with questions and answers based on the common understanding of the rights for citizens following the recent negotiations. We’re linking to this here not as legal advice but because we know this will be of interest to many members and because it hasn’t been widely publicised in the UK.

“Questions and Answers – the rights of EU27 and UK citizens post-Brexit, as outlined in the Joint Report from the Negotiators of the European Union and the United Kingdom Government”

You may also be interest in the response of the campaign group the3million to the latest negotiations.

For UCU members there both general and individual legal advice available – see Guide to working in the UK for EEA and non-EEA nationals.

Posted in Brexit, Equality, Support

Alternative Christmas carols

Posted on 8 December 2017 by editor18 December 2017

The ‘UCU choir’ has been carolling on campus this week.  We have some alternative lyrics, written by the talented poets among our members (ahem), see some examples below.  Our performance by the Wavy Lines sculpture (“Sign for Art”) was greeted with smiles, giggles, and even some applause!  We greatly enjoyed this festive way of making our views known about our statutes dispute and about pensions.  If you like singing (no experience or ability necessary) or play an instrument, get in touch so we can invite you next time.

Some alternative lyrics (there are more…)

We wish you a merry Christmas

We wish we could keep our pensions (x3)
It would make our New Year

(Chorus) Sad tidings we bring, to staff and their kin
To have a fair pension, this fight we must win

We all want a decent pension (x3)
So vote to strike now

We won’t stop until we’ve won this (x3)
So join in right here

All I want for Christmas

We don’t want a lot for Christmas,
There are just some things we need,
We don’t care about the presents,
Underneath the Christmas tree,
We just want to keep our rights,
Not dismissal overnight,
Make our wish come true,
All we want for Christmas,
Is academic freedom

Silent Night
Pensions theft,
We’re bereft,
Money slashed,
Hopes are dashed,
Manager’s wages rocket sky high,
It feels like we have been poked in the eye
Time for action is here,
Time for action is here.

Posted in Uncategorized

University of Leeds Statute VII Local Provision

Posted on 7 December 2017 by admin46 February 2018

DOWNLOAD: UCU local provision claim form

A fund has been put in place to help those suffering particular financial impact caused by the industrial action taken in October 2017 due to the dispute over University of Leeds Statute VII. Payments are limited to the actual net loss due to action taken and no more. This will take into account any payment made by other means, such as the UCU National Fighting Fund (please see Fighting Fund for more details).

“Particular hardship” means that the member is low-paid (e.g. small fractional contract; or hourly-paid equivalent to only a small fraction) AND that the strike days disproportionately affect them (e.g. it’s the only day(s) they work; or it’s the day(s) they work most). Note that the usual position is that members should expect to lose a day’s pay for taking a day’s strike action.

We expect that you will have applied for the national ‘fighting fund’; the local hardship fund is intended to augment this fund in cases where there is particular hardship.

Claimants for hardship relief should compete this form and send to the UCU Administrator, UCU Office, Room 751, EC Stoner building by 12/1/18. A small group of the local officers will consider the claims and their decisions will be final. It is expected that the claimant may need to provide evidence of hardship.

As the fund is finite there may be a cap placed on payments this will not be known until the extent of application.

Please note that we ask members to apply for assistance in the following order, and that total contributions from both sources must not exceed the deductions that were made for your participation in the industrial action:

National UCU Fighting Fund – 2 layers:

– Provision for 13th October – available for all striking members to apply* – capped at £75/what you lost this day (whichever is the lowest, to ensure HMRC compliance)

– Provision for 11th and/or 12th October – available for hourly paid staff and those who would be disproportionately affected by strike deductions – capped at £50 per day / what you lost on these days (whichever is the lowest, to ensure HMRC compliance)

Local provision 

This is designed as a safety net to catch people who will be disproportionately affected by strike deductions but who are not eligible for one or more of the options under the National UCU Fighting Fund. Please download the form and return to ucu@leeds.ac.uk or UCU Administrator, UCU Office, Room 751, EC Stoner building by 12/1/18.

 

Posted in Dispute, Dispute advice, Statutes

Shadow secretary of state pledges full solidarity with ‘brilliant university staff’

Posted on 5 December 2017 by Alan Smith5 December 2017

UCU has received a statement of support Angela Rayner, the shadow Secretary of State for Education, pledging full solidarity with ‘our brilliant university staff’. She also calls for negotiations for ‘as long as it takes’ to find a solution.

Angela Rayner MP

Shadow Secretary of State for Education Angela Rayner MP

“I am deeply concerned by the proposed changes to the Universities Superannuation Scheme (USS) which would leave hundreds of thousands of staff in many of our biggest universities significantly worse off in retirement.

Decent pay and working conditions for those who work in education are vital to the success of the National Education Service that Labour is planning. We want our brilliant university staff to stay in UK higher education and to continue working for the public good. A race to the bottom will only create a brain drain in this crucial sector that the UK can ill afford.

The last thing students and their parents need right now is a prolonged dispute in which they get caught in the middle. I would urge both sides, aided by USS and ACAS if necessary, to agree to sit down and negotiate for as long as it takes to agree an equitable solution.

USS is the largest private pension scheme in the UK and it is vital to our economy as well as to the education sector that it continues to enjoy the confidence of its current members and their employers, so I also urge the Pensions Regulator to provide the headroom if needed for negotiations to take place.

A sensible solution which protects the scheme’s members and ensures that USS remains an attractive scheme for the future must be everyone’s priority.”

Posted in Campaigns, Dispute, Pensions

UCU Fighting Fund applications

Posted on 4 December 2017 by Alan Smith7 December 2017

This post reproduces the details from an email sent to all members on 16 October about how to apply to the UCU fighting fund. Please read carefully and if after applying you have any additional questions or need further help email ucu@leeds.ac.uk with FIGHTING FUND in the title. See note at the end about evidence of deductions from the June strike.

All UCU members who took strike action* as part of this dispute can apply to the UCU Fighting Fund for support connected to the third day of strike action (Friday 13th October) regardless of financial status (the fourth day of action we have taken as a branch). A cap will be applied at £75 for this day, or at a lower level if the member would have usually earned less than £75 that on that day (this is to ensure HMRC compliance).

Additional consideration will be given for payments connected to the first two days of the strike action (Wednesday 11th and Thursday 12th October) for members on hourly paid contracts or who can otherwise evidence that the strike deductions will have a disproportionate impact upon them leaving them financially vulnerable. A cap will be applied at £50 per day, or at a lower level if the member would have usually earned less than £50 per day (this is to ensure HMRC compliance). This is really important and is a mark of the importance this dispute holds as it is beyond usual Fighting Fund provision.

Other support may be available locally (see email and here).

Please note that you will need to evidence that you have taken strike action and deductions made* in order to apply for the national Fighting Fund and/or for local provision:

Many hourly paid staff will have seen their “deduction” in October as they submit weekly time sheets to HR. This includes postgraduate staff. We will prioritise processing your claims as you will be “hit” first and are among those most likely to be disproportionately affected. More details on how to evidence the hours you would normally have worked below.
Update: We are aware many hourly paid postgraduates have been waiting longer to have their October pay processed, and that there may be complications with decoding the pay slips – please see below, and email us for help with this if you’re struggling: ucu@leeds.ac.uk.

Members who work on a salaried basis (rather than submitting time-sheets for hours worked) should expect deductions to be made in November’s pay. You will need to show us copies of your payslip showing the deductions made (details below) when that payslip comes through on the system.

How to use MyUCU to make a claim

Claims from the national Fighting Fund need to be made on-line through the new portal, MyUCU and we will support you through the process. Hourly paid staff can begin making their claim right away, and salaried staff will be able to do this once they have a copy of their payslip for November’s pay.

All members will be able to make claims once you can evidence deductions of 3/5 of your normal working week; i.e. if full-time from day 4 of action (our 3rd of this strike), or pro rata for part-time or hourly paid appointments – i.e. after the equivalent of 3/5 of what would have been your normal working week. This means that all our members who participated in the 3 day strike are eligible for a payment of up to £75 for the final day of strike action last week (the cap kicks in sooner if you would normally have been paid less than £75).

Additional payments can be made from the national Fighting Fund to any member for whom the deduction of pay for qualifying 3/5 period of a working week causes excessive difficulty for that individual. You must contact us on ucu@leeds.ac.uk so we can endorse your application. The Fighting Fund will pay up to £50 per day for those claims when UCU HQ match the list provided by us (the branch) with the on-line claims submitted.

  1. Even if you have previously registered to use UCU web services, you will have to update your password to use the new system (worth doing to manage all your membership stuff anyway): https://ucu.custhelp.com/app/utils/login_form/redirect/membership%252Fmy_details/
  2. Once you are in the portal you will see a tab for the Fighting Fund. Within that area, there is information about the general principles and how to apply.
  3. The existing Fighting Fund claim arrangements allow members to signal if they are in a category where the deduction/s made is/are causing excessive hardship and this signal will prioritise those claims over their peers. HQ will match this with the list we hold at the branch, so you must also email ucu@leeds.ac.uk with details as above. Please make sure you make the claim under your name as it appears on the membership system.

 

*Additional note 4 December: a few members have emailed about being asked to provide evidence of a deduction for the June strike. This is because the Fighting Fund is paying for the fourth day of action in the dispute (which is the third day of the October strike). There are some exceptions, particularly members who started work at the university after the June strike.

  • 2 Updates from UCU HQ 7 December: 
    1.  Eligibility triggers for Fighting Fund:
    The Fighting Fund is usually activated on the fourth day of industrial action in branches engaged in a nationally significant dispute, however in this case, those members who took the three days of action (or if part time/hourly paid, took industrial action as applicable across these three days) this term (October 11/12/13) will be treated as if they had also taken the day of industrial action in June but will not have to evidence that earlier day. The requirement for that evidence is being waived by HQ because it is proving a problem to some claimants, so HQ is making the assumption that those who were eligible to strike in June 2017 did so, and that means claimants will be paid for the third day of industrial action taken this term.2.  Further update for hourly paid / part time staff: UCU do require evidence from the part-time and hourly paid for their industrial action but it may be too difficult to demonstrate this via pay-slips as they are  often difficult to decipher and many hourly paid staff are facing delays to their pay which makes it harder to track. For members afflicted with indecipherable pay slips / difficulty in tracking late pay, the evidence can be in the form of a time-sheet or timetable, alongside confirmation of the recorded strike action (perhaps a screen shot of the self-service strike record, or a copy of an email confirmation from this from the University’s Industrial Action email address). The principle is that UCU need enough evidence to show that these staff would ordinarily have been expecting to work on the dates that strike action was called, and therefore their strike “deductions” were incurred by loss of pay from not recording work on time-sheets on those days. Hourly paid staff will also need to attach some evidence of their hourly rate of pay, such as a previous payslip or copy of the contract.  The “deductions” (pay that would usually have been expected but was not accrued due to strike action) will be worked out from the hourly rate of pay. 

Posted in Dispute, Dispute advice, Statutes

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Library staff receive no reply from VC about safety concerns

Posted on 27 January 2021 by Alan Smith27 January 2021

On 18 January over 100 library staff at University of Leeds wrote to the vice chancellor about the decision to keep library study spaces open when the risk from covid-19 is so high. Following a weekend which has seen thousands more students return to Leeds, they have still not had a reply, other than: “Thank you for your email.”

Email to the vice chancellor

Subject: Concerns about keeping study space open in the Libraries

Dear Professor Buitendijk,

The two unions representing Library staff, UCU and Unison, have jointly written a letter to you setting out our concerns about the use of the Libraries as study space during this national lockdown. We believe Library staff are being put at risk by the decision to keep study spaces in the Libraries open, when there are opportunities to provide safer un-staffed study spaces elsewhere on campus or in halls of residence. The decision to keep the Library study spaces open is putting enormous pressure on Library staff and is taking its toll on staff mental health and wellbeing, due to the stress and worry about being infected with the virus while at work.

Over 110 Library staff members have signed this letter, plus 50 other former Library staff and our colleagues from other services and departments.

We ask you to acknowledge our concerns, and to take action to reduce the risk by closing the study spaces in the Library immediately and providing safer spaces elsewhere for students.

You can read the letter at this link: https://docs.google.com/document/d/1k5mg5Z1JI2HrF9JuVJQQU6ra-j1-ViUiGEVQ4zQZf74/edit?usp=sharing

Kind regards

Emily
Emily Wheeler
UCU Library Rep

Letter text

Dear Professor Buitendijk

 We are writing to ask you to seriously reconsider keeping the Libraries open for study space during this national lockdown.

 We know that this is the most dangerous point of the entire pandemic; we know as well that the new variant of the virus spreads more easily between people; and we know that spending prolonged amounts of time indoors with large numbers of people increases your likelihood of infection. Therefore, spending a full morning, afternoon or even a full day inside a library, in a shared space with potentially hundreds of other people, is a risky activity and should be avoided as much as possible. Library staff are being asked to work in these spaces and interact with students on a regular basis, which puts everyone at risk. They aren’t allowed to ask for evidence that a library user has had a recent negative test and they don’t have the power to ask someone to leave the library if they’re not complying with the rules around mask-wearing or distancing. These issues undermine the idea that the library is a “Covid-secure” environment.

 The situation as it stands is extremely stressful and upsetting for many members of Library staff. Library staff are being asked to go into a risky situation and put their own health and that of their families and household members at risk. It must be remembered that staff who go to work on campus have to travel there and back, and while some will be able to make use of transport modes such as a car, a bike or walking, some are simply unable to do this and need to travel using trains and/or buses, putting themselves at further risk of exposure. Many of these staff, or their household members, also have personal characteristics that mean they are more at risk of serious illness if they were to be infected.

 Although we have raised these concerns several times, the University has not listened or acted. Library front-line workers feel abandoned and dismissed, at a time when support and compassion are so important. There is real concern that by keeping study spaces open, the University is tacitly encouraging some students to leave their homes for non-essential reasons, to mix in shared spaces in great numbers, and to potentially spread the virus to others. We are all worried about the consequences of taking too many risks in this situation – there’s a very real chance that staff, or their household members, could become seriously ill or worse.

To put it plainly, we are concerned that the University is prioritising student access to study space over staff health and welfare. While we acknowledge that not all students will be able to study at home, we believe it should be possible to provide unstaffed study space on campus, which does not require staff to interact with students or to spend prolonged amounts of time in the same space as them, for example in Parkinson Court or in IT clusters.  

We acknowledge that Government guidance says that HE institutions should consider keeping study spaces open but we urge the University to take into account the facts: the risk to everyone’s health and safety has never been higher. We ask you to go further than the Government’s advice, and to close the Library study spaces to keep staff safe. Doing so would demonstrate the University’s care and support for the mental and physical health of the people who are at most risk of exposure to the virus. 

 With sincere best wishes,

Signatures from Library staff 

Posted in Covid19, Health and safety

Jeremy Toner

Posted on 20 January 2021 by Alan Smith26 January 2021

With great sadness I’m writing to inform you of the awful news that Jeremy Toner has died of cancer after a short illness. Jeremy was our first openly-gay local president, then our treasurer; he was one of the activists who transformed Leeds AUT/UCU into a branch that actively fought back against managerialism, marketisation, casualisation and injustice. Above all, Jeremy was a truly kind and considerate person, loved and respected by many and he will be greatly missed.

In sadness,

Ben Plumpton
Branch President
UCU University of Leeds Branch

We have opened this post for comments in case you wish to leave a message or memory. (There will be a delay before your comment appears.)

Update: Donations in Lieu of flowers to St Gemma’s www.st-gemma.co.uk/in-memory-donation

Posted in Branch | 30 Replies

Formal dispute lodged over Medicine and Biological Sciences potential redundancies

Posted on 18 January 2021 by Alan Smith25 January 2021

UCU has formally lodged a dispute with University of Leeds over potential redundancies in the Faculty of Biological Sciences and the School of Medicine.

Full text of the dispute letter:

Declaration of dispute

Professor Simone Buitendijk
Vice Chancellor
The University of Leeds
LS2 9JT

15th January 2021

Dear Professor Buitendijk

Re: Declaration of dispute – Risk of Potential Redundancies in the School of Medicine & Faculty of Biological Sciences

I wrote to you on 7th January registering a failure to agree on the following issue(s):

  • Failure to rule out the need for compulsory redundancies.
  • Failure to provide full financial transparency and disclosure regarding the need for financial cuts in the School of Medicine and Faculty of Biological Sciences and opportunities to consult about alternative strategies that could protect jobs.
  • Failure to provide information about roles/areas that may be in scope of redundancy and the proposals that are being considered for the future work and operation of the two areas.  

In order to resolve this failure to Agree, UCU are requesting the following immediate action:

  1. That the University commits to no compulsory redundancies
  2. That after the outcomes of the current VLS exercise are communicated no further action is taken by the University during the pandemic thereby allowing for full meaningful and transparent consultation on the finances within the two areas in scope and the University more generally.
  3. That there is full consultation and negotiation regarding any proposed changes to the two areas in scope.    

In that letter I referenced the OCG meeting scheduled for Monday 11th January requesting my attendance and asked that the necessary assurances be provided either before or at the meeting to prevent further escalation. I was not formally invited to the meeting by the University, though of course as you may know, I did attend following receipt of an invitation from UCU local officers. My attendance at the meeting caused quite a commotion with the University side resulting in 15 minutes of unnecessary discussion at the beginning of the meeting.  I hope this will not occur in future, given that the Terms of Reference of the Organisational Change Group clearly state that union Regional Officials may attend for items of significance.

The change process underway in the Medical School and Biological Sciences was the subject of discussion in the second part of the meeting and information was provided on the outcome of the VLS and an outline time line relating to next steps. Representatives from the University did attempt to placate the recognised trade unions by saying that full consultation and consideration will occur in the future but unfortunately there remains no commitment to no compulsory redundancies and no explicit offer in regards to sharing information relating to finances or plans related to the effect of 20 VLS applications which have been supported. 

We are still none the wiser as to the savings targets being considered or proposed, the particular staff groups that are in scope and to what extent the savings created by 20 voluntary leavers will provide for the ongoing job security of the remaining workforce. Given that leavers have been selected by business need and that some staff have been turned down it would seem to UCU that the recent VLS was a targeted scheme with particular roles in scope and to argue otherwise is nothing more than a smokescreen. This brings into question as to whether the process the University is following is lawful as prescribed under S188 of TULRCA. I understand that the recognised trade unions have repeatedly called for more information and transparency and to date this has not been provided and yet targeted staff reductions are going ahead. UCU do not accept that managers are not contemplating compulsory redundancies or have in train a plan for delivering savings. 

I am also mindful that the university has made no attempt to contact me directly regarding the failure to agree with a view to setting up a series of meetings with myself and local UCU officers to avoid escalation. This would certainly be my expectation in situations such as this.    

It is therefore with regret that I am writing to formally register a dispute with you on the issue(s) listed above.

UCU reserves its right to now progress this matter but the institution is aware of the action needed to resolve this issue and we remain open to meaningful negotiations.

This dispute will continue until such time as all the above issues, and any issues related to any potential future industrial action called for by the union in support of the dispute, have been resolved to UCU’s satisfaction.

Yours sincerely

Julie Kelley – Regional Official Yorkshire and Humberside

cc:  Ben Plumpton, Chloe Wallace, Tim Goodall – Leeds University UCU Branch Officers

PDF copy of original letter

More details about the dispute

Sign the petition to stop redundancies

Posted in Dispute information, Redundancy

Petition against redundancies in Biological Sciences and Medicine

Posted on 13 January 2021 by Alan Smith25 January 2021

Please sign and share this petition link with your contacts in Leeds and beyond. Anyone can sign – universities are for the whole community.

University of Leeds senior management are insisting on reducing staff to cut costs in the School of Medicine and the Faculty of Biological Sciences, and they refuse to rule out compulsory redundancies.

UCU reps have argued the widespread belief that the university’s opaque funding allocation model under-funds many STEM* subjects which are more expensive to research and teach, and called upon the senior management to be more open about the funding model and improve its approach, to properly fund all subjects instead of cutting jobs.

Update: UCU has sent a formal letter to the VC to register a dispute with the university. You can read the full text of the letter here.

More details

(*Science, technology, engineering and mathematics)

Posted in Redundancy

No to all job cuts at the university!

Posted on 13 January 2021 by Alan Smith25 January 2021
Email sent to branch members 11 January 2021

As you are probably aware, the university started a voluntary redundancy scheme in the Faculty of Biological Science and the School of Medicine last semester and the deadline for applications to the scheme has now passed.  For more on the history of this, see the leeds.ucu.org.uk article: leedsucu.org.uk/vls-in-fbs-and-medicine   

Here is what has happened since we wrote that article: 

  • Our regional UCU officer wrote to the VC to ask that compulsory redundancies are ruled out 
  • The VC replied to say that she was unable to rule out compulsory redundancies  
  • Our regional UCU officer replied with a ‘failure to agree letter’ saying we will not accept compulsory redundancies and asking to pause the consideration of any further voluntary redundancies until we are out of the current COVID crisis and until we’ve been properly consulted with full financial information.  If an assurance cannot be given by the end of Monday, the regional officer will send a letter, entering into dispute with the university. 
  • We’re planning a press release to make public that the university is planning to get rid of staff in some of the areas that might be considered most essential at this time.   
  • We’ve also launched a petition – please sign and ask your colleagues at this and other universities to sign, plus alumni and anyone else with a connection to the university  
Stop redundancies at University of Leeds

While all this is happening, we’re also negotiating on our anti-casualisation claim and have made some progress in discussions with HR. See more detail on the claim  

here: http://www.leedsucu.org.uk/ucu-anti-casualisation-claim-submitted-to-university-of-leeds/ 

Across the university (for example via casework) and at every opportunity in our meetings with HR and senior management we’ve been fighting hard to persuade HR to renew as many fixed-term and fixed-funded contracts as possible and to provide us with more detailed information about which contracts are being considered for non-renewal and why.  We’ve made some progress as HR are now reviewing all fixed-term contracts longer than three years and, where there is no reasonable justification, transferring those staff on to permanent contracts.  We continue to push management at every opportunity that the university should not be ending anyone’s employment in the middle of a pandemic 

If you have been on a fixed-term contract for 3 years or more, contact your local HR officer to say you believe you should be made permanent, and ask the branch for a caseworker if there are any problems. 

Please do remember to sign the petition.  We’ll be in touch soon with any developments. 

Best wishes, 

Tim
UCU Branch Secretary, on behalf of UCU committee 

Posted in Redundancy
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