New UNISON Senate House Branch Website

We now have a new and improved website which you can find using the following link:

https://senatehouse.unison.site/

As a result this website will no longer be updated so please use the new one for all the information you need about your UNISON Senate House branch.

HE pay offer consultation

Our branch, along with other Higher Education branches around the country, is being consulted on the current pay offer for 2018/19. Today you will have received an email with full details of the offer and your e-ballot paper. If you have not received an email please check and update your information on My UNISON. The consultation runs from 9 July to 27 July 2018.

UNISON has been calling for an increase of 7.5%, and a real living wage for all higher education staff.

Following an offer that came in mid April and was for an increase of 1.7% or £325 a year, higher education employers have now made a new pay offer of a 2% or £425 pay rise, whichever is greater, on all pay points for the 2018/19 pay round. 
The final offer follows the latest meeting between the higher education unions – UNISON, Unite, the GMB and academic unions UCU and EIS – and the University and Colleges Employer’s Association.
UNISON National Secretary Jon Richards said the offer “does not meet our claim in full, but we welcome the improvements on the employers’ initial offer”. 




The Higher Education Service Group Executive Committee (HESGE) met on Thursday 24 May to discuss the offer and, following a detailed discussion, agreed to consult members with a recommendation that they vote yes to reject the pay offer. This is in line with a decision taken at UNISON’s 2018 Higher Education Conference to recommend the rejection of any offer that did not meet the claim agreed by all unions.

The HESGE were clear that the offer falls well short of our aims. Recent years have seen a series of below inflation pay rises that are making it increasingly difficult for HE support staff to make ends meet, and the HESGE calls on the employers to improve their offer.

If a significant majority of UNISON members vote yes to reject, then the HESGE committee will request a full industrial action ballot and seek to co-ordinate with other unions, which could lead to escalating industrial action to make the employers improve their offer.
If you aren't already a member, join UNISON today to have your say on HE pay.

Facilities Management Review special meeting 10 July

Do you want to learn more about the Facilities Management Review?

Do you have any unanswered questions about the statements senior management have made about bringing back in-house outsourced workers?

If yes, come along to a special meeting being held in Chancellors Hall on Tuesday 10 July from 10.30 – 11.00am.

This meeting will replace a short presentation about the FM Review scheduled at the ASM.

Open letter to the Pro-Vice Chancellor (Operations): bringing outsourced workers back in-house

Dear Pro-Vice Chancellor (Operations),

As the recognised unions at the University of London, although heartened by management’s reiterated position to remove all use of zero hour contracts, we would like to express our disappointment with the most recent statement issued by the University of London regarding the ongoing project to bring our valued colleagues back ‘in-house’.

We reaffirm our belief that all who call the University of London their regular place of work, should be directly employed and, therefore, entitled to the same protection and benefits available to them as UoL employees.

We believe this latest statement did little to address the concerns raised following both the email sent on 25 May 2018 and SharePoint update on 06 June 2018 and again fails to address the very real concerns of members of staff over who, when and how our colleagues will be brought back in house. We remind you that in a previous statement from management, we were told that “in practical terms, these initiatives will be progressed over the next 12-18 months with some services being brought in house in 2018/19”.

We request that Senior Management address the following issues;

1. Use of language
   We note that the statement issued did not include one instance of words or terms such as ‘worker’, ‘people’, ‘in-house’ or ‘bringing people in house’. This is unsettling given that some of these terms have been used within the previous communication and given that this issue is primarily about how people are employed. When communicating regarding this issue, these phrases should be used to avoid confusion and to provide clarity over who and what is being discussed.
2. TimetableWe also note that we have yet to receive a timetable of who will be brought in house and when. The only recent reference made to a timeframe related to a possible customer service model and student residential life programme being presented to the Board of Trustees in the autumn. We request that a more detailed timetable be provided, to demonstrate the current stage of planning. Whilst we appreciate that such plans may be in a draft form, it is important that colleagues have sight of provisional plans as these also provide reassurance that the University remains committed to this issue. This should include reference to our cleaning colleagues as they were not directly addressed within the most recent statement.
3. Implementation groupIt has been suggested by senior management that an ‘in-housing implementation group’ is established. We request that the unions have full consultation on the Terms of Reference for and membership of this group.
4. Security reviewThat the unions also have full consultation on the upcoming security review including agreeing the Terms of Reference, which security and technology experts are selected, and input into the methodology used for the review. Union involvement in this process is paramount, particularly now it has been communicated to staff. This is a health and safety issue and there will be many questions. Additionally, particularly in light of recent media coverage, reference should be made to the recent expenditure of University funds on enhanced security and what this has achieved over the last few weeks.
5. Zero hours contractsClarification over which service providers are currently reviewing their zero hours contracts. We are aware Aramark are reviewing their zero-hours contracts but the statement suggests that all contracted out service providers are doing this and perhaps the University itself ‘across our estate’.
6. Residential Student Life programmeThe link between the Residential Student Life programme and the FM review is unclear. This needs to be unpacked and explained. If the University remains committed to seeking outcomes that are mutually agreeable to employer and employees, then clear, transparent and suitably detailed information must be offered as a key part in achieving this.

We look forward to receiving a response that addresses each of these issues in turn.

Sincerely,

UNISON & UCU Senate House branches

Facilities Management Review - Joint statement from UNISON and UCU

As you will be aware the recognised trade unions at the University of London, UNISON and UCU, have taken part in the ongoing Facilities Management Review, and have consistently worked hard to persuade the University to end outsourcing and bring all outsourced workers back in-house.

Both UCU and UNISON are very encouraged to hear the Board of Trustees have agreed with the joint recommendation, reached through discussions between management and Union representatives, to bring outsourced workers in-house. This will happen in a phased basis, starting in 18/19, this phased approach was agreed in order to minimise the impact on the financial health of the University and create sustainable services for many years to come. We will continue to work together to expedite the process as much as practically possible and to ensure a positive outcome for both outsourced workers and University staff.

Once brought in-house, our outsourced workforce will benefit significantly through direct employment by the University with greater stability, job security, career development and progression, better terms and conditions, workforce policies, and fairer working practices. 

We will of course keep members updated with our progress.

TUC national demonstration: Step up for public services

The TUC has called a national demonstration on Saturday 12 May in London. This is going to be a key moment in the fight for public services.

We’ll show decision-makers we’re scared for the public services we love – and the public are on our side. We won’t take the cuts and pay freezes lying down.

This march is set to be a big one. UNISON, the TUC and other trade unions are putting considerable support behind it. You’ll join thousands of like-minded people under the banner, Step up for Public Services. Though our branch won't have a presence lots of its members will be there so march alongside your colleagues.

It’s a march with a serious message but it’ll have a fun, family-friendly feel. Dig out your UNISON colours and let’s turn the streets purple. Plus there will be activities to keep your energy bubbling throughout the day.

The demonstration will form part of the TUC Great Jobs Agenda campaign, which sets out the key demands of the movement for how we win a new deal for working people.

Find out more, including a video with useful tips for attendees, on UNISON's website. 

UCU Strike - Update

Our colleagues at UCU have just announced that they have rejected the proposals made by Universities UK’s (UUK) to amend the changes to the USS Pension Scheme and the strike remains on.

UNISON Senate House Branch supports UCU’s fight against these changes, which will leave the scheme’s members significantly worse off in retirement. We are pleased to report that we have submitted the results of our consultative ballot to the National Officer and our national Service Group Executive will be considering the results and our next steps on Monday. The results of our ballot are overwhelmingly to reject the UUK proposals.

As previously advised, although non-UCU members are not protected by Industrial Action legislation, the University have confirmed that they will not discipline non-UCU members who choose not to cross the picket line, although you would lose a day’s pay. We are proud to support our sister union and of our members who have chosen to do so by not crossing the picket line.

Regardless of whether or not you are refusing to cross the picket line, or are in USS, SAUL or another scheme, the UNISON Senate House Branch are calling on all members to show solidarity and support to our UCU colleagues. This Wednesday 14 March and Thursday 15 March, we ask you to come down to the UCU picket line on Malet Street either before work or during your break (i.e non-working hours to prevent deduction of pay), anytime from 8.30am to 10.30am to support your colleagues and showing them that they are not alone! Join us on the UCU picket line on the Malet Street entrance to Senate House to show solidarity.

UCU Strike – Open Letter from UNISON Senate House Branch to University of London Vice-Chancellor, Professor Sir Adrian Smith

Dear Vice Chancellor and esteemed colleagues,

We are writing this letter on behalf of the UNISON branch committee at Senate House, University of London to support the UCU Senate House Branch in seeking a public expression of the University’s position on the current UUK and UCU dispute about the USS pension scheme.

We note the Vice-Chancellor's recent announcement on SharePoint welcoming the talks between UCU and UUK. However, we feel this statement doesn’t address the points UCU raised in their open letter to you on 1 March 2018.

We would like to support UCU in requesting that the University circulate a further message to all staff declaring the following points:

1. That September 2017’s valuation is revisited and that independent and external opinion is sought, including from the academic community. This is to ensure that UCU and UUK can negotiate on the basis of an agreed foundation of evidence, including financial assumptions.
2. That the planned USS member consultation (due to commence 19 March 2018) is suspended while a valuation on which both parties agree is established.
3. That the outcome to this dispute retains defined benefit as the predominant model for USS pensions.

As UCU have entered a further nine days of strike action commencing yesterday, Monday 5 March 2018, we request an urgent response to this matter.

Yours sincerely,

Franco Henwood

Branch Chair, UNISON Senate House Branch

Ruth Buckingham

Branch Secretary, UNISON Senate House Branch

Solidarity with UCU Senate House Branch

Dear member,

As you know, our colleagues at UCU Senate House are striking against Universities UK’s (UUK) proposed changes to the USS pension scheme.

UNISON Senate House Branch supports UCU’s fight against these changes, which will leave the scheme’s members significantly worse off in retirement.

A consultative ballot is currently underway among all UNISON Higher Education Members on USS; UNISON is urging USS members to vote to reject the current proposals and move to an Industrial Action Ballot and join their UCU colleagues on strike.

Even if you are not in the USS pension scheme, you should care about the outcome of this strike. If UCU loses their fight, then this is bad news. The ending of USS as a defined-benefit scheme may have implications for the longer-term survival of other defined-benefit schemes like SAUL.

What can you do?

As we have stated, the university have confirmed that any UNISON member who refuses to work on a UCU strike day will lose a day’s pay but will not suffer any other penalty (e.g. a disciplinary). No UNISON member is obliged to cross a picket line.

And/or, you can also do the following;

1. Write to the UoL Vice-Chancellor, Adrian Smith adrian.smith@london.ac.uk   and state your opposition to both the changes and your support for UCU. Urge him to join VCs at Newcastle, Essex and other universities who have urged UUK to consider. Ask him to engage with UCU’s constructive proposals.You can find a template text here.

2. Write to your MP. Many MPs have already come out in support. UCU have a handy template which you can find here:

3. Donate to UCU’s finding fund. Our colleagues are going out of pocket to defend their (your) rights. Chip in what you can, here

We will keep members posted as to the outcome of the consultative ballot and what steps UNISON is going to take.

As ever, any queries or questions, then please direct them to unison@london.ac.uk

UNISON Senate House and Edexcel Branch and Senate House UCU FM Services Review: Submission to the Board of Trustees

As the recognised Trade Unions representing all staff at the University of London, both UNISON and UCU branch committees have consistently argued that the University should end outsourcing and bring all outsourced workers back in-house. Our members in both the outsourced companies and the University strongly support our position. We assert that the outsourced workforce would benefit significantly through direct employment by the University, through greater stability and job security, career development and progression, better terms and conditions and workforce policies as well as fairer working practises.

UNISON and UCU pressed the University on the 21st June 2017 to reconsider and reassess all outsourced contracts and welcomed the FM Services review. UNISON’s successful campaigns and decisions made at SOAS and LSE to bring services In-House demonstrate that the tide is turning across the Higher Education sector and that the University of London is in a unique position to lead the way. The recent collapse of Carrillion raises serious questions regarding the risks of awarding of contracts to private companies and potential consequences of doing so.

UNISON and UCU urge the Board of Trustees to take steps to bring all outsourced workers back in house in a timely manner, whilst also acknowledging that some limited specialist services may remain outsourced and are willing to work with the University to determine the scope of this.

In addition to our assertions that the outsourced workforce would benefit greatly from being directly employed by the University, we ask the Board of Trustees to take into account the following when considering the recommendations of the steering group:

• An In-House provision offers greater flexibility and an ability to adapt to new circumstances without major cost revisions. The University would be able to respond to changing needs, priorities, emergencies and opportunities without lengthy delays or having to pay a premium.

• Through an in-house provision, the University will have greater control over the quality and efficiency of services delivered. It would also ensure greater co-ordination and integration with other departments within the University, such as the Halls of Residences, Marketing, Conference and Events Teams as well as Student Central. This would allow for greater innovation and potentially a more lucrative commercial offering.

• Delivering services in-house will ensure fair work practices, oversight of the implementation of Living Wage payment for the lowest paid staff and fair pay awards and grading, as well as secure forms of employment.

• The review has uncovered key issues regarding monitoring of contracts, service delivery and KPIs and a lack of governance structure within the University. In order to rectify this, the University will need to invest additional resource. However, even with additional inspection, monitoring and use of contractual procedures, this is no substitute for having direct control over quality and delivery.

• An assessment of risks and costs should include a consideration of the cost of contractor failure (as demonstrated by the recent Carillion insolvency) as well as the costs of procurement, for example legal fees, consultant’s fees, staff time spent on negotiation and mobilisation that would be avoided through an in-house solution.

• Changing contractor every three to five years is therefore costly as well as disruptive both to the outsourced workers and the University.

UNISON and UCU continue to engage in the FM Review Steering Group in good faith, and will continue to be involved in discussions and negotiations so long as an In-House service remains on the table in order to ensure a fair, consistent and detailed analysis is undertaken before any decision is made.

Franco Henwood, UNISON Chair
Tim Hall, UCU Chair

UNISON and UCU Senate House Branches, 29 Jan 2018

Outsourced Staff - Update

Members will recall that on Weds 21 June 2017 we put our concerns re outsourced staff to management, signalling our intention to begin negotiations to bring staff back in-house. 

The University agreed to review conditions of outsourced staff shortly thereafter.

Since then, UNISON and UCU have been fully involved in the review. After six months of negotiations, we have managed to narrow down the range of options from seven to two, to be presented to the University’s Board of Trustees:

1.      in-sourcing of the 5 contracts included in the review, or

2.       a mixed provision with some coming in house and some remaining outsourced.

(Maintaining the status quo was one option but both unions were emphatic that this was not acceptable; this option is off the table).

In both cases some work will continue to be outsourced such as specialist maintenance of lifts or specialist compliance inspections.

UNISON will, however, continue to work to ensure all of our members and all outsourced workers are brought in house.

UNISON and UCU will continue to be involved in discussions if these options are taken forward to ensure fair, consistent and detailed analysis are undertaken before any decision is made.

UNISON and UCU  argued that the views of both outsourced and directly employed staff should be considered as part of this review.

As a result, all staff employed by the University will be able to participate in a survey on the current Facilities contractors and the future of these services . If you have any questions or concerns, please get in contact with us.

Cordant Staff Xmas Pay

Prior to Christmas it was brought to the attention of UNISON and UCU that the December payroll for Cordant workers was scheduled to take place after Christmas. Following pro-active engagement and lobbying by the recognised Unions Cordant agreed to run the December payroll before Christmas. As a result all Cordant staff were paid before Christmas in line with other staff working at the UoL.