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| Higher Education e bulletin
Amicus has rejected the offer of 6% over two years and a further negotiating session is planned for 25th April 2006. Mike Robinson, National Officer said “this offer is inadequate and falls far short of Amicus expectations. We hope the employers are able to make a serious offer at the next meeting” A further report back will be given to all members after the meeting in April.
Amicus has arranged with the Labour Research Department (LRD) to create a database of information regarding the pay and terms and conditions of all the organisations where Amicus has members. If you need to find out comparative information about salary scales in other organisations, regional allowances, maternity and paternity leave and a myriad of other agreements that would be useful when undertaking negotiations with management, then visit Pay Line at the Amicus web site under the My Amicus banner. It is very easy to register; you just need your email address and your membership number. As part of the recording of information under Pay Line it is vital that reps and officers email/send their settlements or agreements to LRD, in this way we can ensure that information on institutions within the Higher Education sector is comprehensive and covers a broad spectrum of organisations. The only way we can do this is with your help, so please provide LRD with a copy of your current pay scales, terms and conditions etc and always inform them of any salary settlements. To provide LRD with agreements either email to lemery@lrd.org.uk or send to
The Chancellor announced a number of packages and initiatives for the Education sector, included in this was £25 million to fund new learner entitlements for all 19-25 year olds studying advance level courses from 2007/8. This will fund a package of support for 19-25 year olds, to tackle the key level 3 skills gap and to provide a seamless transition from the 14-19 phase through to 25, for those young adults who have not achieved level 2 or level 3 qualifications by 19. £11 million will be available to allow the roll-out of the Adult Learning Grant to be brought forward to the 2007/8 academic year, providing maintenance payments to adult learners on low incomes. A further £40 million package will be provided in response to the employment issues faced by low-skilled women, with a focus on skills training and targeted careers advice. £4 million will be allocated over two years (2006-2008) which will focus on building Higher Education partnerships with India , Russia and South Africa . There is a growing need for greater international links in education. A key component is the development of sustainable educational partnerships between UK universities and colleges and other countries.
As part of the Learning and Skills agenda, the TUC via it's Worksmart web site carried out a survey of employees who would consider using a borrowing shelf or joining a book club if one were set up at work, 9 out of 10 respondents said they would be interested in this initiative and wanted to know more about how to set the scheme up at their workplace. The scheme is very easy to set up; get your employer to provide a shelf or bookcase, maybe in the canteen or staff room, download a copy of the scheme rules, see if your employer will provide some starter books or encourage colleagues to bring in books they have read and enjoyed, download and print off the bookplates on the Worksmart website and stick them in the fly leaf of each book whereby everyone who borrows the book can record their name and any comments they had on the book, hold a launch event and then when the books have done the rounds a few times donate them to a charity like Oxfam that has a network of dedicated bookshops. For more information and a copy of the scheme rules and bookplates, please go to www.worksmart.org.uk/bookswap/
A new guide on Whistleblowing is being produced by the Amicus research department. To assist in the production of the guide we are looking for a cross section of examples/cases of Whistleblowing. If you have experience of Whistleblowing at your workplace, have been victimised by your employer for Whistleblowing or have access to specific case examples of Whistleblowing please email all information to Colin Potter at colin.potter@amicustheunion.org
The toolkit is aimed at all trade unionists with any involvement in the learning and skills agenda. As well as being a guide to the work of Sector Skills Councils (SSCs) the toolkit sets out union priorities and also some key challenges, whilst highlighting the range of benefits that trade unions have gained from their involvement with SSCs. The toolkit has the following information:
For further information and to download the SSC toolkit please go to www.learningservices.org.uk/extras/publications/ssctoolkit.pdf
RNID and the TUC are warning employers and employees to take hearing damage more seriously in preparation for the new Control of Noise at Work Regulations which come into effect on 6 April 2006. Prolonged exposure to loud noise can cause permanent hearing loss and employers have a legal duty to cut down noise and protect their employees from the harmful effects of noise at work. To encourage people to take their hearing seriously RNID are running a campaign called TAKE CONTROL – TAKE THE TEST, this is a five minute sound check that can be taken anywhere you have access to a telephone and will flag up any problems you may have with your hearing or any deterioration in your hearing. The telephone number to ring if you would like to participate with the hearing test is 0845-600-5555 for further information about the campaign please go to www.rnid.org.uk
A joint initiative between the charity Beatbullying, the ALG, the Mayor of London and Transport for London has been launched this week. The campaign uses the slogan ‘if you can spot it – you can stop it!' this is intended to highlight the practical steps people who live and work in London can take to stop bullying. Thirty six percent of adults in London have witnessed an incident of bullying, but few know how to help stop it. The campaign suggests practical steps that can be taken to stop bullying. The campaign also has a dedicated telephone helpline 0845-338-5070 between 11am – 4pm and a campaign web site at www.bullywatchlondon.org This e bulletin has been produced by Janet Golds, Research Officer for the Higher Education sector. If you have any news items or stories you would like included in the bulletin please contact Janet at janet.golds@amicustheunionorg | |||||||||
Friday, March 31, 2006
Higher Education Bulletin
Wednesday, March 29, 2006
The Flying Pickets
Yesterday (March 28th) Stratford Campus was picketed by members of Amicus, Unison and GMB taking part of the National campaign to protect the Local Government Pension Scheme.
At Stratford large parts of the University was affected - there were no Library staff, No IT or AV Staff. The Student Information centre was closed as was the Psychology Help desk.
Members of catering, Student Services and Estate Services also took part in the largest organised strike since the General Strike. Amicus thanks all members that took part in the action with a special mention to the youngest picket Aaron Freeman. Highlights of the strike included the spectacular delivery method of the yellow pages that meant the driver didn't actually cross the picket lines, the white scooter rider that wen taround all the gates looking for a way in.
This Years Pay Claim
Trade Union Side
Pay and Conditions Claim 2006
The Claim
The PTAAS unions are seeking:
· A minimum starting salary which equates to an hourly rate of at least £6.50 per hour.
· A substantial increase in all pay spine points
· A flat rate element.
· A national minimum rate of 25 days leave per annum.
· A maximum standard working week of 35 hours.
· Modernisation of the maternity leave, paternity leave, carer leave and adoption leave agreements to reflect best practice and ensure compliance with changes in statutory regulations.
· The removal of training rates and age related reductions for young people.
· The deletion of the bottom point on the pay spine.
We are also seeking a commitment from the employers that the basic principles underlying the framework agreement are upheld and not undermined. In particular the commitment to a pay and grading structure that will apply to all staff, will support equal pay for work of equal value and is consistent transparent and fair.
The PTAAS unions would also like to take this opportunity to repeat their belief that addressing the pay issues across the sector would be best served by single table bargaining and that any settlement reached should apply across all pay groups.
Pay
The PTAAAS unions have welcomed the recent improvements for the lowest paid in the sector in recent pay settlements. However, as the latest UCEA report ‘Recruitment and Retention of Staff in Higher Education 2005’ shows, there is still more improvements required. The report highlights the fact that the group of workers that higher education institutions have most difficulty in recruiting and retaining are low paid manual staff, particularly cleaning and catering staff. The key reason given by the majority of institutions for this difficulty is ‘comparative pay levels in the private sector’.
The problems are illustrated by some of the quotes from HR managers in the report. One is quoted as saying, ‘[We] couldn’t recruit cleaners at all, [it was] virtually impossible as they can get more in the private sector’. Another is quoted, ‘Catering is the main recruitment issue. It has always been difficult to recruit good general catering assistants and chefs.’
According to the recent IDS figures, in the last year, many deals in the public sector have featured a significant uplift to minimum entry salaries, of up to 12%. In most government departments the minimum salary is now above £12,000. In the Department of Environment Food and Rural Affairs it is £14,083 or £7.30 an hour.
Despite the headline rate of inflation remaining slightly below 3% many of the underlying costs of fundamental household expenditure have risen at above this rate. Average domestic energy bills have risen from £575 in January 2004 to over £800 by next March, Npower recently raised electricity prices for the second time in three months last week, while British Gas recently announced rises of 22% and Powergen more than 24%. Both water and council tax bills are likely to increase by over 5% in April and since 2003, the cost of petrol has risen by approximately a third.
The effect of these increases means that the real rate of inflation for many households is higher than the headline rate and has a disproportionate impact on the lowest paid.
The trade union side welcomed the commitment given by UCEA that the minimum salary in higher education would be at least £6 per hour by 2006. However we believe to deliver a living wage for the lowest paid staff and to provide for a competitive salary that the minimum rate should be at least £6.50 per hour and the current lowest point on the pay spine should be deleted.
The other key area of the workforce that institutions identified in the UCEA survey in recruiting and retaining staff was among senior support roles, particularly in HR, IT, senior technicians and skilled trades such as electricians. Again, the key reason given for this difficulty was uncompetitive salaries compared with the private sector.
The survey also reported that the retention of younger support staff was emerging as a significant problem in the sector and was getting worse. Over a quarter of institutions reported difficulties in retaining younger staff and 42% reported high turnover among this group.
Again uncompetitive salary levels were identified as a key problem in retaining young staff. Like manual workers, this group of workers are more likely to change jobs as a result of uncompetitive salary levels. It is in everyone’s interest that higher education institutions are able to recruit and train quality staff for the future; they will be unable to do so if they continue to offer low pay and poor conditions of service for the lowest paid.
Young people are likely to receive the lowest rates of pay. We are seeking the removal of training rates and age related reductions for young people in all sections of the workforce. We believe this is consistent with the principles of equal pay and the legislative reform coming into force banning age related discrimination from 2006.
Conditions of Service
The PTAAS unions submitted a detailed claim last year outlining the need to create a framework of minimum core conditions for the sector and modernising many of the outdated agreements that still exist. Following this claim an equalities working party was established to review many of the existing arrangements in the sector. To date a meeting this working group has yet to be convened. This, we believes reflects the importance (or lack of) that UCEA has placed on this issue.
We recognise that many institutions have reviewed their terms and conditions of service during negotiations on the implementation of the Framework Agreement, but we still believe that a core framework of conditions as recommended by the Bett Report is still the best way forward. A national framework will protect those staff with the worst conditions and remove some of the inconsistencies and inequalities that exist within the existing arrangements.
In the UCEA survey institutions identified being recognised as a fair employer with good conditions of service as a key factor in attracting high quality staff when they are unable to compete in terms of salary. Unless the issues of terms and conditions are addressed then universities will find themselves behind much of the public sector and lose this key recruitment tool.
The unions believe that terms and conditions of service should remain as negotiating issues within the ambit of JNCHES. We believe that the support staff claim on conditions of service needs to be revisited and given serious consideration by UCEA.
Commitment to Equality
The PTAAS unions are seeking a commitment from UCEA to try and ensure that all settlements under the terms of the Framework Agreement meet the principles of the agreement set out in Appendix A of the agreement. Unfortunately, the experience of the support staff unions is that many employers have failed to ensure that the principles of equality and fairness run through institutional implementation agreements.
We are most concerned that some settlements are using differential agreements for different groups of staff which both perpetuated existing inequalities and in some cases created new one. Regretfully some of these arrangements have arisen from some local interpretations of the ‘Memorandum of Understanding’ between UCEA and the AUT that has created a climate of confusion and misinterpretation across the pre-1992 institutions.
At a time when employers are being faced with increasing litigation in the field of equal pay we believe that a renewed statement is required from UCEA, not just to protect institutions from legal jeopardy but to protect the spirit and integrity of the Framework Agreement. The statement should clearly outline the implications for equal pay along with clear guidance on some of the unacceptable pay and grading arrangements that are being introduced in the name of the Framework Agreement that have nothing to do with the spirit or the of terms of the agreement. The PTTAS unions are therefore seeking a joint statement with the employers covering these issues.
Conclusion
The introduction of top up fees in
This year’s settlement needs to create the foundation of a way forward for the sector. We need substantial increases to all points on the salary spine, underpinned by increases for the lowest paid, a commitment from UCEA to address both terms and conditions of employment and commitment to the principles of the Framework Agreement.
The trade union side looks forward to a swift resolution of the claim.
Monday, March 27, 2006
Watch this space -
We'll try and publish reports from the picket line - events as they happen
One Day Strike 28th March
Please show your support to collegues on the Picket line who are fighting for your pension too
Friday, March 24, 2006
Massive pension strike looms as unions join together
The government and employers want to cut the Local Government Pension Scheme without discussion, agreement or compensation.
That's why 11 of the UK's public service unions have joined together in the biggest campaign of industrial action since the General Strike.
Please see this web site
http://www.protectourpensions.org.uk/
One Day Strike on March 28th
Thursday, March 23, 2006
Message from NATFHE
Tuesday 28th March 2006
One-day Strike by Support Staff Unions over Pension Cuts
NATFHE Urges Support
Many NATFHE members will be aware that our colleagues in the support staff unions are taking industrial action on Tuesday 28th March in support of their campaign against cuts in the Local Government Pension Scheme.
NATFHE is urging its members to back this action and to show support for colleagues on the picket lines.
NATFHE is worried that the absence of support staff on campus might have a significant impact on the safety of our normal workplace and members who are concerned about such safety issues should take up these concerns with the appropriate person in his or her School.
NATFHE members must also refuse to undertake any duties that would normally be undertaken by our support staff colleagues.
Roger Kline, NATFHE’s head of universities, said:
“We are outraged by the actions of the employers towards these hard-working support staff. We notice that government ministers don’t apply the same standards to themselves.
“We wish members of the nine unions every success for this action. We shall encourage NATFHE members to show their support by visiting picket lines on March 28. We shall also urge them not to step in to cover the duties of absent support staff.”
Strike Action Meeting Friday 24th March
Dear Colleagues
As previously advised, the industrial action is going ahead on the 28 March - I trust we can count on all our colleagues to support this strike - this isn't about something that only effects some people, it effects all of us.
We need to have a good turnout on the picket lines and we would like a strong presence at each gate throughout the day, so I'm hoping that you will make every effort to support us at some point throughout the day.
It is important that this is co-ordinated properly so we know what is happening throughout the day. Could I ask you please to attend the meeting on Friday 24th March in room uh230 between 12.30 - 1.3 0pm to be able to arrange rotas so people are not out in the cold too long (as we know its always freezing cold and raining for picketing).
The Branch will be willing to pay any expenses you incur on the day, e.g. if you incur an additional day's expense by public transport, petrol mileage, food/beverages to sustain you on the picket line.
This is a joint union action and members of the GMB and Unison and the T&G will also be on strike on the 28 March.
I look forward to seeing you.
Monday, March 20, 2006
LOCAL GOVERNMENT PENSION SCHEME DISPUTE
CALL FOR INDUSTRIAL ACTION
All out on
Pay talks whilst we are on strike !
A very nice 25% rise
University lecturers say they will happily end their pay dispute for a pay rise equivalent to that of vice-chancellors, who have enjoyed a 25% pay increase over the three year period of 2001-02 to 2004-05, according to the Times Higher Education Supplement (THES). The average vice-chancellor now earns £154,060 a year - more than four times the average lecturer's salary.
Lecturers want a pay increase of 23% over the next three years, as higher education income increases by 25% when £3.5 billion of extra cash enters universities from top-up fees and other sources.
Lecturers took part in the best supported UK wide strike for 30 years on 7 March and began an assessment boycott on 8 March, which may delay students' graduations, to force employers to make a pay offer.
Talks on pay are set to resume on 28 March.
Council workers' strike action over pensions
Council workers have voted for industrial action in protest at pension changes.
Up to 1.5 million staff will stage a walkout on 28 March following a ballot of unions representing cooks, refuse collectors, home helps and others.
The unions are angry at government plans to scrap a rule that allows some to retire on a full pension at 60.
Amicus: http://www.amicustheunion.org/Default.aspx?page=3622
GMB: http://www.gmb.org.uk/Templates/PressItems.asp?NodeID=93533
UNISON: http://www.unison.org.uk/news/news_view.asp?did=2492
TGWU: http://www.tgwu.org.uk/Templates/System/Other.asp?NodeID=92250
Tuesday, March 14, 2006
You did vote Yes
In the ballot result figures give 17 votes in favour of supporting strike action and None against strike action
Overall whilst the turnout wasn't as high as 100% the large majority of people voting sends a powerful message to our employers.
The Unison result hasn't been announced yet but when it is we'll be holding a joint meeting probably next week to discuss strategy.
The Government are publishing their proposals on the 15th or 16th so we will know by then what effect this campaign has had on them.
Monday, March 13, 2006
Next Branch meeting
AMICUS
Date:
Time:
(Please note we now need to start on time, as we may need to be out by
Venue:
Student Union Bar (If available) if not check at Reception.
Romford Road
Stratford
Bar is just past the main building entrance in
Refreshments will be provided.
Agenda
- Apologies
- Minutes of February 2006 Meeting.
- Matters Arising.
- Correspondence.
- Membership.
- Group Reports.
- Other Reports.
- Any Other Business.
If you have not received a copy of the Minutes of the Last Meeting copies will available at this meeting.
I do hope to see you or a member of your group present for this branch meeting.
The Branch likes to encourage members new and old to participate in its activities and members can be assured of a warm welcome. Meetings are a good opportunity for members to update us on what is happening in their workplace, to participate in the debate on current issues and have a drink with friends. The venue is licensed.
Future 2006 Meeting Dates
April 19th, May 17th, June 21st, July 19th, Aug. No Meeting,
Sept. 20th (General Meeting), Oct. 18th, Nov.15th, Dec.20th
(All are Wednesdays)
Branch Secretary: D. Bingham, The Tilings, 6b,
Branch Meeting Minutes
EAST LONDON 0338 BRANCH MINUTES
- C. Easter Chair
- D. Bingham Secretary
- T. Britton Treasurer
- J. Watts Assistant Secretary
- I. Bruce U.E.L. Group
- M. Farmer U.E.L. Group
- N. Seeley U.E.L. Group
12/06 Apologies & New Delegates:
Apologies: D. Kennedy B. Wimble
Members present welcomed I Bruce & M. Farmer to the Branch Meeting.
13/06 Minutes of January 2006 Meeting:
Read & Agreed.
14/06 Matters Arising:
05/06(a): Brent Trades Council. T. Britton has still to make contact.
05/06(b): Secretary has updated officer details.
05/06(d): No further copies of the new rulebook received yet. T. Britton to chase up.
15/06 Correspondence:
One item only: E.U. Services Directive. There is a debate within the union about action to stop this directive. Noted.
16/06 Membership:
U.E.L has one new member, Lucy Abrahams. Group now has 43 members on its list, which is about 90% accurate on detail.
Akzo Nobel Group still does not have correct details for membership.
17/06 Report on Regional Policy Conference on 21st January & Regional Education Sector Conference 2nd February:
Branch: 5 people attended and there were 36 nominations for the 18 available places for the Bi-Annual conference in 2007. Of the motions we supported, Motion 7 on energy got through but Motion 17 on Privacy was rejected. 4 Motions were forwarded to Bi-Annual Conference. There were elections for London Regional Council in spite of it only having met once in the last two years due to not being quorate because of non-attendance by sectorial delegates.
Education: 17 people attended and 5 were elected to National Sector Conference in
18/06 Group Reports:
U.E.L.Group:
Local Government Pension scheme ballot to take place next week for some unions, but no date for Amicus ballot yet. Ballot papers will go to home addresses. There is the need for a strong vote to demonstrate to employers the strength of feeling on this issue.
There was a very good Group meeting, which was well attended. A couple of new Women’s Reps were found and we are now represented on the Docklands Campus.
HERA still rumbles on. Amicus has told management that they will not put out to ballot anything that they are not happy with. This is part of the agreement. Still have not reached stage boundaries and salary points. The final package is due to be in place by May 2006.
Akzo Nobel Nippon Paints Group:
4 people who were made redundant left on 31st January. 2 had found jobs but 2 had not.
NUPLEXGroup:
Vote on 1% pay rise gave an acceptance by a 2:1 ratio. Communications meetings to restart with management.
19/06 Other Reports:
Treasures Report:
The Treasurer produced the Branch Accounts for 2006, but there has as yet been no date given as to when the audited AFR needs to be in by. Our income for the year was £699.94 and expenditure was £628.25 We had a balance at the end of 2005 of £79.80, so we are still well within budget and so far, unlike last year this surplus has not been prematurely reclaimed by Head Office. We will use this £75 to pay for our present room rental and then endeavour to claim it back as we are allowed expenses for room hirer.
20/0 Any Other Business:
NONE.
THERE BEING NO OTHER BUSINESS THE MEETING CLOSED AT 7.56 PM
Friday, March 03, 2006
Local Government Pension Ballot
Vote Yes
You will have received or be receiving a ballot form from Amicus regarding the proposed changes in Local Government Pension schemes
How this affects you is that the proposal to remove the 85-year rule from our scheme from
At the moment we are campaigning vigorously for a positive result in the ballot. Here at the University our management has indicated that they are not minded to equalise the two pension schemes when our HERA scheme gives us equality in other pay aspects from August 1st. (The Vice Chancellor is, of course, a member of the aforementioned Teachers Pension scheme along with the other academic staff).
Please return your ballot form early we are a small group who will be counted separately and our result will be notified to management and we don’t want as poor a turn out as the recent Academic staff. Send a clear message to our management and vote early vote yes.
Clearly a massive yes vote will have the effect of focussing our management’s mind on protecting our benefits. Yes we do have a decent final salary scheme but that is at the cost of not keeping pace with comparable staff salaries. The Government has reneged on the deal agreed prior to the last election and it is the Local Government Pension Scheme members that are expected to foot the bill in lower benefits.
We will organise a meeting with Unison as they too are balloting their members.