Tag Archives: University of Bristol

Humans. Not Resources.

Bristol UCU launched its Humans. Not Resources campaign with a launch event IN November last year, a campaign in support of Bristol UCU’s current 20-point Anti-Casualisation Claim.

Around 40 people attended, sharing and discussing their experiences of working on casual, precarious contracts. They came from across the University, representing many of its Schools, Departments and Divisions.

The event kicked off with some mingling, some drinks and a few nibbles, as well as some anti-casualisation ‘jenga’, designed and ably administered by Paul Hurley, UWE and University of Bristol Artist-in-Residence.

Vicky Blake, UCU’s Vice President for Higher Education, opened the session with a vibrant and empowering talk. She reminded us that staff solidarity is the key point, a solidarity which is vertical as well as horizontal:

The power of communal actions and speaking out about casualisation is that it can articulate our demands for the cause of anti-casualisation while reducing the fear of doing so. It makes it easier for us to speak out about what is really happening and to name it as being unfair

Nick Varney, UCU’s South West Regional UCU official, pointed out that Bristol UCU is one of the first few union branches to make a local institutional claim. As the sixth biggest UCU branch (in terms of membership), Bristol UCU now has the power to negotiate with our employer to effect serious change. Nick also congratulated the Gender Pay Gap Claim negotiating team, currently negotiating Bristol UCU’s second institutional claim:

Thanks for educating our employer that we negotiate now, we just don’t sit and listen. We fight for this, we put a claim, this is our claim and we expect a positive outcome for these negotiations

Steve Parfitt, a casualised member of staff at the University of Nottingham and author of the International Labor and Working-Class History article ‘Academic Casualization in the UK’, shared his own experience as an HPT and fixed-term, 9-month teaching staff member. He hoped that Bristol’s local claim would be springboard for other local branch claims.

A number of speakers from the University of Bristol shared their experiences. A professor from the Social Sciences and Law Faculty acknowledged and apologised for his initial obliviousness to the issue. Until he started talking with casualised staff of his own School during the 2018 USS strike, he was unaware of the scale of the issue. He encouraged fellow members of staff to show solidarity with colleagues in precarious positions, by listening, learning and taking action at their own intra-school level.

Post-docs on short-term research contracts shared their experience of being casualised: the daily burden of financial insecurity, depression, anxiety, insomnia, self-depreciation, loneliness, hoping from country to country, from Universities to University, a general sense of managerial coercion:

The universities, and not only Bristol, keeps the bottleneck of employment artificially narrow, and I say artificially because they have a financial interest at doing so. And the cost is paid by us. Materially and non-materially, with high mental health issues and so on

When I look at post doc and fellows in my department, I think we all have the same experience across all schools. I think casualisation has a catastrophic effect on mental health of people. A recent study that came out last year found that 44% of academics have a major or minor mental health issue, which is just over twice the average percentage in the global population, and over four times what it was 45 years ago. Insomnia, depression, anxiety… It doesn’t make our department any different than anywhere else, and no one wants to say they have a problem, and everyone thinks they are alone. Casualisation means that there is a lack of support

Another contributor talked about the difficulties involved in teaching on a casualised contract:

There is also an impact on the implication you want to have on building courses, as you don’t know for how long you will be there. At the end of the year, you have ideas of what you would do differently next year, but obviously you are not sure you will be there, and you don’t have any structural support to put that in place. In the same way, as people get employed at the beginning of September, they have only one or two weeks to prepare all their teaching before the students arrives, and there is no time to changes, improve, get a better quality over the year. And this is not because of we are not good at our job, but because of the structural uncertainty of the contracts

The contributor embraced Vicky Blake’s call for vertical solidarity, from staff and on the part of students:

One of the other big things about this, is the vertically solidarity that should run along the students too. They are in a context where they brought a lot of money to the university for their studies, and they are not aware of how much of their teaching and face to face time is done by people on casual contracts…Making the students aware of these issues, can be a powerful part of the campaign, we need this vertical solidarity also coming from them

Many of the casualised workers present were, candidly, afraid to talk. Speaking about their working conditions was for PhD students and part-time staff a risky business:

I don’t want to look ungrateful

I feel insecure not being in a stable position. So much, at least for PhD students, futures reside on references, network etc, that you don’t want to be blacklisted

The treatment of casualised staff as shared by contributors is an all too familiar one: unpaid hours, late payments, unpaid training, going to conferences on your own money and time, an ever-expanding workload, the expectation that unfair working conditions are ‘expected’ of junior staff.

Other testimonies drew attention to the cost of casualisation. One speaker attested to a career based on casual contracts, leading to serious mental and physical health issues. Another speaker spoke of ‘surfing the ride of uncertainty’ for nearly 10 years, unable to build a career from what scant opportunities existed.

If Humans. Not Resources. showed anything, it showed that ‘we’ are not alone. This is not an individual’s problem; it is a problem of casualisation, of the system we are caught up in.

One speaker brought up Naomi Klein’s argument in No Logo:

Companies see themselves as organisers of collections of contractors as opposed as employment organisations

Coming out of the meeting, it was clear that we needed to ensure that our University does not become a place of (further) social injustice and despair. So said the collective voices of PhD students, fellows, post-docs, temporary staff, hourly paid teachers, fixed-term workers represented at our event. Voices of highly educated people, smart, generous, dedicated to their jobs, proud of their research, passionate. People who love their jobs and want to do it well. Who need security and fairness. Who need solidarity from colleagues and students.

And who need change:

Everything I am building my life around is temporary and disposable. And that’s how the university views you. And the job feels great; but not knowing what’s going to happen is hard, relationships, mortgage, house, family, it affects everything

For more information:

  • The Bristol UCU Anti-Casualisation Claim:

https://cpb-eu-w2.wpmucdn.com/blogs.bristol.ac.uk/dist/4/295/files/2018/10/Bristol-UCU-Anti-Casualisation-Claim-5th-October-2018-tspeee.pdf

  •  ‘Fighting the gig economy – of academics not students’, The Bristol Cable, 27th November 2018:

https://thebristolcable.org/2018/11/fighting-the-gig-economy-of-academics/

  • ‘University of Bristol lecturers ‘in precarious employment’ call time on hourly contracts’, Bristol Post, 16th November 2018:

https://www.bristolpost.co.uk/news/bristol-news/university-bristol-lecturers-in-precarious-2225173

  • ‘New UCU campaign to reduce casual contracts for University staff’, Epigram, 14th November 2018:

https://epigram.org.uk/2018/11/14/new-ucu-campaign-to-end-casual-contracts-for-university-staff/

  • ‘Tackling Precarious Contracts at the University of Bristol: Bristol UCU Update on Our Anti-Casualisation Claim’, bristolucu blog, 13th June 2019:

https://bristolucu.wordpress.com/2019/06/13/tackling-precarious-contracts-at-the-university-of-bristol-bristol-ucu-update-on-our-anti-casualisation-claim/

Tackling Precarious Contracts at the University of Bristol: Bristol UCU Update on Our Anti-Casualisation Claim

Where do we stand with Bristol UCU’s Anti-Casualisation Claim? What next and what needs to be done? How far (or not) have we come? Claim negotiators recap recent Claim negotiating, detail what needs to be done and outline future actions.

Tackling precarious contracts, ending insecurity of employment is a key Bristol UCU branch priority, hence our Bristol UCU Anti-Casualisation Claim. There have already been some positive developments as regards the Claim, not least the commitment by the University and some Heads of School to address insecure employment, but there are also key demands that Claim negotiators are keen to press for. These include:

  • parity of treatment for staff technically employed as cover for, for example, staff on research leave and as maternity cover
  • issuing of fixed term, fractional contracts rather than hourly paid contracts
  • bridging fund support for fixed-term research staff
  • offering open-ended part-time contracts to long-serving hourly-paid staff with low contract hours
  • ending use of 9- and 10-month teaching contracts

Where We Are

In October last year, this branch submitted an Anti-Casualisation Claim to the University. This was part of UCU’s existing strategy of encouraging and supporting branches to submit local claims: a concrete list of demands requiring a formal public agreement between individual universities and their UCU branches. See also our Gender Pay Gap Claim in this regard.

Following our highly successful USS industrial action, UCU, at a branch, regional and UK level, saw an opportunity to take our picket line grievances concerning insecure terms of employment and to effect meaningful reform at our institutions. As the strike showed, and arguably last year’s University of Bristol Staff Survey corroborated, the use of short-term, precarious contracts, and the inequitable treatment of casualised staff, was an issue front and centre of Bristol’s ‘staff experience’, requiring urgent remedy.

The Bristol UCU Claim has 20 demands: please click on the link to read the Claim [link]. In summary, these look to reduce the use of unnecessary short, temporary contracts, to see that staff are paid fairly for all work that they do and to ensure parity of workplace treatment for fixed-term and hourly-paid teaching staff.

Following the Claim’s submission, the University of Bristol and Bristol UCU committed to work together to reduce the precarious employment of academic and professional services staff on fixed-term contracts of employment. This commitment was expressed in the joint statement issued by the University and Bristol UCU in January. The statement made it clear that security of work and excellent staff experience are aims to which both the University and UCU are committed.

This was a positive first step on the part of the University, which Bristol UCU Claim negotiators are quick to acknowledge. As well as the joint statement, UCU and University reps established a Special Interest Group to negotiate the Claim, and as a vehicle for ongoing Claim negotiations, we have established a Precarious Contracts Review Group. This Review Group is populated by two HR Project Officers working directly for the project, as well as University and UCU representatives.

This example of constructive partnership working was recently cited in Liz Morrish’s acclaimed report Pressure Vessels: The epidemic of poor mental health among higher education staff as an example of universities rightly taking responsibility for the consequences of precarious working.

What Needs To Be Done?

As members may have noted, timescales in the Claim have not been stuck to, for example, a conclusive agreement was to be reached by January 2019. The ongoing, open nature of negotiations is something that your branch negotiators have largely accepted as many of the Claim’s points are being addressed. Branch negotiators are happy to continue with open negotiations but would be concerned if more concrete agreement on our priorities did not look likely to be achieved in the autumn.

Branch negotiators are keen to campaign on those points of the claim that we feel the University needs to address as a matter of urgency.

We are pushing for:

parity of treatment for staff technically employed as cover. For example, staff with the same length of service, one on a fixed-term contract and one employed on a cover ‘some other substantial reason’ contract, should be treated equally as regards rights accruing from length of their service. Currently, staff on cover contracts do not get access to the University’s redeployment pool or redundancy pay. We have had a recent instance of a member of staff with over 10 years’ service, whose last contract was a cover role, being denied access to redeployment and to redundancy pay. This requires an urgent change to University ordinances, in place by the autumn, to remove reference to contracts for reasons of cover being grounds for a ‘some other substantial reason’ contract.

issuing of fixed term rather than hourly paid contracts. This could potentially end the administrative burden of submitting fee claims when contracted hours have already been established in advance, as well as encouraging contract standardization, making it easier to establish parity of remuneration for staff with the same workload and on the same grade.

bridging fund support for fixed-term research staff. Our research Pathway 2 staff live from project to project, from grant to grant. We believe the modest step of the explicit ring-fencing of bridging funds at, for example, a Faculty level, will support staff in making funding applications, demonstrating a commitment to develop staff’s careers and potentially bringing in important research funding for this institution.

offering open-ended part-time contracts to long-serving hourly-paid staff with low contract hours. We would like to see a progressive revision to the existing policy to recognise those teaching staff that have been employed at Bristol for a substantive period of time, and currently do not have the minimum number of hours needed to be converted to more secure fractional ‘permanent’ contracts.

ending use of 9- and 10-month teaching contracts. Giving fixed-term teaching staff the necessary paid time to prepare and develop their teaching, or to carry out their scholarship duties, is a duty of the University. Stopping the issuing of contracts that do not take workload and career development into account is a principle that the University should support. Durham University has done it; why not Bristol?

What Next?

In advance of the start of the new academic year, the Humans. Not Resources campaign is planning to issue a leaflet highlighting our Claim and its demands. Publicizing the claim, versing the university community in its terms of debate is a vital branch task.

Bristol UCU recognises the positive partnership work that has been so far in this ‘project’. Work is ongoing – the Precarious Contract Working Group has an action grid and timeline, for instance. Branch negotiators are keen, though, to push for those parts of the Claim that we have not seen any movement on, and look to members’ support in doing so.

Bristol UCU’s anti-casualisation work, and UCU’s anti-casualisation work in general, is long-standing, and the progress of this branch Anti-Casualisation Claim is the fruit of these labours.

One Year On From The USS Dispute – Message from the Branch President, February 2019

Dear Colleague,

I am writing to you for several reasons. Firstly I would like to celebrate with you the first anniversary of our transformative, successful USS strike action last year. That extraordinary experience saw a wave of unprecedented joint staff and student activity that secured our USS pension scheme, keeping its current defined benefit component. Our branch is renewed, bigger and bolder, giving us successes, for example, with the timing of Easter holiday this academic year. Our case for change, forcefully made this time last year, has been reinforced by the findings of the recent Staff Survey. As I noted in a previous message to members, ‘[o]ur branch has gone from strength to strength, and will continue to do so with your help’.

To celebrate this USS strike anniversary, I and other Branch Officers have organised ‘We Are Still The University! One year on from the USS strike’ next week, Thursday, 7th March, starting at 5pm at Celia’s bench in Royal Fort Gardens moving on for a drink at the Highbury Vaults (we’ll be there by 6pm latest for those who want to meet us there).

I am also writing a few days after we learnt the result of the recent Pay and Equality industrial action ballot. Once again, as in the previous ballot, members who participated voted to take strike action over workload, casualisation, gender pay and our ever decreasing pay, but the government’s 50% turnout threshold needed to take action was not reached.

Although we will not be taking action as a result, the vote in the ballot demonstrated a strength of feeling among members that cannot be easily dismissed.

I would like to highlight once again our branch negotiating priorities and objectives, recently confirmed at our January General Meeting. These priorities include:

With your support and with your backing, Bristol UCU can secure our objectives. As branch reps have reported, significant progress has been made on each of these points, for example, the incorporation of 11 Workload Principles into current University policy drafts, a manifest University ‘commitment to reducing casualisation’, and a review of Grade J and above staff with a view to making these roles progressible, to name but three. Taken with the open recognition by senior University management of the importance of engaging with staff, this represents a step in the right direction that UCU branch officers applaud.

However, as in all negotiations, there have been a number of challenges, sticking points and points of disagreement. If we are to resolve these in our members’ favour, to push for more than our negotiators are able to secure on their own, we need a frank and open discussion with members on what is required to secure our further objectives. To this end, we invite Bristol UCU members to attend our branch General Meeting, on Wednesday 13th March at 1pm to discuss further.

It is also important to note that there are a whole host of pressing issues for members: the threat of Brexit, draconian REF performance management, University belt-tightening, the ongoing, very much still live USS pension dispute, the threat to jobs and wellbeing generated by constant change management churn in Professional Services. If we are to begin to tackle these, we need to not only recall the spirit of USS ‘18, #WeAreTheUniversity, but to put it into practical action, mobilising our resources, be that branch officer, rep or member. Our success during the USS strike was based on a branch working as one, able to come together, discuss and decide upon concrete actions.

I would also take this opportunity to note the news of the resignation of our General Secretary Sally Hunt due to ill health. I hope that I speak for all when I wish her all the best and thank her for her service and dedication to UCU and the trade union movement over many years, not least her work in securing our USS strike success.

#WeAreStillTheUniversity,

Tracey

United, We Can Win – Vote Yes Yes in the Ballot

Please vote in the current UCU Pay and Equality Ballot. Your vote is vital.

UCU is currently balloting its members on whether to take industrial action and action short of a strike. As things stand, University managements, our employers are not prepared to take action on excessive workloads, insecure jobs, a manifest gender pay gap and falling pay.

This matches the picture at Bristol. At this University, just under half of all academic staff are on insecure contracts, restructure after restructure means a state of perpetuity insecurity for professional service staff and 70% of women academics at Bristol are on the most insecure career ‘pathways’ 2 and 3. Workloads continue to go up and up.

And, while we hear whispers of coming cuts and further belt tightening, it still seems far easier to splash the cash on another Senior Managerial position or VC-sponsored capital project than it is to invest in front-line staff.

UCU wants all Universities to take action. Without a vote in favour of taking action, UCU will be unable to make Universities take action on workloads, casualisation, the gender pay gap and fair pay. Our recent successful strike to defend and secure our USS pensions showed that united, we can win.

If you want us to achieve similar results, Vote Yes Yes in the ballot, for strike action and action short of a strike.

It is vital that you vote. A strong union is a union that turnouts to vote. Supporting members through difficult times, changing bad policy, protecting our members’ interests: all of this depends on us being a strong, engaged branch that deserves the respect and recognition of our employers.

The ballot closes on Friday, 22nd February. Your ballot must be posted by Wednesday, 20th February at the latest. Haven’t got a ballot? Go to:

http://tinyurl.com/ReplacementBallot2019

You will need to order a replacement before Monday, 18th February.

Thank you

Latest Update – Gender Pay Claim Negotiations

We are hopeful that a Joint Statement of Intent agreed by UCU and the University of Bristol Management Team (UMT) will be formally signed off by UMT at their meeting on 24th September.

Assuming that statement is formally signed off, UCU obviously welcomes this. We will clearly be looking for actions that match the words.

We had very much hoped to be able to publish the Joint Statement of Intent ahead of our first negotiating meeting ‘proper’ on 11th September but, in part, due to a significant delay in receiving an initial response to UCU’s suggested wording, this has unfortunately not been possible.

UCU had made clear at preliminary meetings that we expected UMT representatives to engage with us in discussing the elements of the claim, as the University is claiming it is committed, at the very highest level, to addressing the issue of the Gender Pay Gap. We understood that this had been agreed. Deputy VC, Guy Orpen, and Director of HR, Claire Buchanan, were both scheduled to attend the negotiating meeting on 11th September, but both pulled out at a very late stage. This was disappointing.

The meeting went ahead, but without senior decision makers in the room, progress was limited. Discussion focussed mainly on the issues of Pathway 2, opportunities for progression, and support for movement between the pathways, and we pushed the point that a commitment of resources is needed to make an impact. The next negotiating meeting is on 3rd October, and we have been assured that the Director of HR will attend this time. We very much hope that the Deputy VC will also be able to attend future meetings, as he had initially indicated he would, as UCU considers that his involvement in this process is vital.

UCU notes Guy Orpen’s message to all staff on Gender Employment and Pay, and welcome the fact that it picks up on a number of the key aspects of UCU’s Gender Pay Gap Claim. We therefore look forward to agreeing targets and timescales on a range of the proposed actions he included in his message, for example:

  • Reviewing how we recognise achievements in research, teaching, leadership and citizenship for academic progression and promotion.
  • Continuing our work to update the promotions and progression process, including the movement up and between pathways and the criteria for promotion

An important date for your diaries

The 1st of November is a very significant date; it’s the date on which the University effectively stops paying women, as a result of the 16.2% gender pay gap across the institution as a whole. We will be marking the occasion with an evening event celebrating women working at the University. Watch out for further details.