A message from the Vice Chancellor 28th February 2019
UCU members and the wider University community are extremely concerned at the content of your message to staff. Job security, workload and increased precarity are three of many areas highlighted at our very well attended meeting held on the 4th March.
The presenting reasons provided for the programme of cuts of ‘reduced income due to Brexit and an ever more competitive student recruitment environment, significantly increasing pension costs and a national review of tuition fee levels’ are far too vague to convince staff they are necessary. We expect a much more data driven and evidence based economic, technical and organisational case to justify such swingeing cuts. For this reason we expect full and meaningful consultation with the trade unions and a transparent examination of the employer business case over the coming period. An early meeting with Michael Kearney and Anne Poulson is therefore necessary.
However, the main purpose of this letter, notwithstanding our view that the business case for cuts has not been made , is to seek some early assurances so that staff do not have the spectre of uncertainty hanging over them. Firstly, you raise the issue of the potential for ‘compulsory redundancies’. We therefore request that you provide a categorical assurance that no member of staff that UCU has bargaining rights for will be made compulsory redundant this calendar year.
Secondly, we request that no member of staff currently on a fixed term or hourly paid contract will suffer a detriment this calendar year as a result of the programme of cuts proposed.
Thirdly, we recognise that an EVS scheme has to fully incentivise applicants in order to reduce the risk of compulsory redundancies. As this is our paramount goal we ask that you keep the EVS application process open until at least the end of this academic year. This would allow those considering this option the time to make financial decisions which could involve checking pension data, considering reducing hours on a permanent or temporary basis, unpaid sabbatical etc. A three week period is not long enough for such life changing decisions nor to get the feedback required on the various options.
Finally, a 6 month period, after which an employee can be made compulsory redundant without an unsuccessful application for EVS being honoured, is far too short. We request that this period should be extended to a year after application for EVS.
I look forward to a positive and speedy response from yourself.
Regional Official HE & FE South East Region