All posts by Colette Maxfield

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USS (YOUR STRIKE ACTION WORKED): The JEP Report

The JEP Report is out! If you went on strike, if you braved those cold pickets, if you were the lone member in your department not in work during the dispute – read the exec summary of the JEP Report (it is a lot shorter, accessible, and very well written). This is your document, an outcome of your action, and remember, if it wasn’t for the action – you would have a defined contributions pension scheme winging its way into existence instead of a report that validates the original UCU arguments against the proposed changes to the scheme. Tide-turners include: the unique position of HE as a sector and the need for long-term thinking as a consequence, the strength of USS as a scheme, the faulty consultation process with employers, and the need for more cohesive consultation with members (i.e. you!).

A sigh of relief. And the first important step in a long process. We still have further to go in Phase 2 of the current JEP remit. However, it is time again to thank all those who made sacrifices last Spring so that voices could be heard and staff provisions defended. Get in touch with your views and let us know what you think.

We have shown UUK that collective action works over pensions, now let’s show UCEA over Pay!

News, Posts

National Pay Ballot

As the summer months have swept by, you should by now have received your National Pay & Equality Ballot paper through the post. If you have not received a ballot paper and/or need to request a replacement, please fill out the online form here: https://yoursay.ucu.org.uk/s3/Replacement-postal-ballot-HE-pay-2018

As with the USS ballot, we are asking members to let us KNOW WHEN YOU HAVE VOTED (you do not need to tell us how you have voted!), please reply or email: [email protected] with the single word ‘voted’ so that we can climb our way towards that ALL-IMPORTANT, ALL-ENCOMPASSING, 50% LEGAL THRESHOLD.

Members may also find this article yesterday of interest – USS crisis: can the pension system be reformed?
https://www.timeshighereducation.com/features/uss-crisis-can-pension-system-be-reformed

As always, please do not hesitate to get in touch with any questions –

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Pay Dispute: Surrey UCU mini ‘Check’ campaign

It is very important that we get the word out and that we are ready for the formal Pay ballot, so please make an effort this week to check with at least one colleague:

1. Do they know what the 50% threshold means?

In March 2017 the Govt introduced a 50% turn out threshold for any UK union which wanted to take legal strike action. ‘Ballots have to achieve at least a 50% turnout of eligible union members, with a majority voting in favour of strike action’. It is therefore essential that members post their ballot paper, whatever their actual vote.

2. Do they know the significance of the 2% Pay offer in real terms?

The employers’ latest pay offer of 2% does nothing to restore ground lost against inflation which, as measured by the Retail Price Index (RPI), is currently 3.4%. UCU estimates that HE staff have taken a cut in real terms of 21% since 2010) when pay settlements are cumulatively compared to rises in RPI.

3. Do they know why it is a Pay & Equality dispute?

You may not be aware but HE employers are increasingly resistant to national bargaining. Apart from senior pay, in higher education the only aspect of salaries that is getting bigger is the gender pay gap. The employers are currently not willing, at a national level, to address gender inequality or precarious employment in the sector.

Please forward on, or knock on a door and ask a colleague!

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Have we forgotten USS?

Dear Members,

Remember when our lives were dominated by USS related emails and the never-diminishing-uncovering-of-information on the USS pension dispute? Many members recounted how their lives had suddenly become dependent on the twitter accounts of active pre-92 UCU Branches and UUK.

Naturally, since UCU voted to accept the UUK offer and the Joint Expert Panel (JEP) was established, most members have taken a step back, returned to work, and are hoping for the best out of the discussions taking place behind the scenes.

For those looking for a quick update as we head towards the first JEP report in September (who hasn’t got their fingers crossed?), please see this breakdown of news, bite-size.

From USS itself:

– a 1 minute read on The Story So Far. Includes ‘next steps’ from the USS perspective, introducing a secondary plan of proposed increases for staff and employers in contributions under the cost sharing rule.
– a 1 minute read on the USS account of the JEP

UUK does not seem to hold any interesting nuggets on its website but does hold the (very brief) notes from the summer JEP meetings, as does UCU. Mostly, these notes report that the JEP has been reflecting on various forms of evidence submitted,  most (if not all) of the evidence submitted to the JEP so far is available on USSbriefs briefs 25-28, 30, 32-37), as part of the OpenUPP (Open USS Pension Panel) series. 

For an alternative member-led perspective on the cost-sharing exercise, a snap-shot is available for those with twitter as well as for those without, in this thread here

Thank you!

Surrey UCU
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Captured Content Policy – UCU Consultation and Member Advice

During the period in which UCU have been consulting about the Captured Content Policy, there have been some important and positive changes. These include that recordings cannot be used without consent, including during strike action, and that there is no staff appraisal metric associated with the use of captured content.

Feedback shows that members are prepared to use captured content in their modules, but concerns remain about time constraints; availability of support; and “enforcement” of teaching approaches. Although the Policy stipulates that Panopto use is not compulsory (this is not legal) it is anticipated that teaching staff may be under huge pressure to provide recordings of their lectures.

What the policy means for you depends on what your Department or School decides to do.

 
• There may be meetings amongst your Heads of Department / Directors of Learning and Teaching / Programme Directors, so approach the relevant people for information and find out what is being planned for you
• The policy is to be decided by the Staff-Student Liaison Committee (SSLC) which reports to the Board of Studies. As any changes to the delivery of teaching on a module needs to go through the Board of Studies please engage fully with your Boards of Studies meetings

• The policy states that every module should include captured content for the next academic year (2018-19) and beyond. Bear in mind that there are hundreds of modules across the entire University, but finite resources. If your Department proposes something that seems unrealistic ask for confirmation that the time and resources are guaranteed before agreeing

• The Policy aims to develop local practices that are acceptable and realistic. All teaching staff should have some input into these decisions – however if staff in your department are being frozen out of such discussions then please let us know – this is not the intention of the Policy as we understand it from meetings with TEL.

We hope this helps, we will continue to be in touch on this issue.

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MEQs, strike action and appraisals 2018

We are aware that members are concerned as to the impact that strike action may have had on MEQ scores, and the subsequent use of these scores within upcoming appraisals. The Surrey UCU Committee advise that it may not be necessary to take action unless you anticipate your manager downgrading your appraisal. You may wish to note on your appraisal form that MEQs may be lower than usual because of legitimate strike action they have taken.
 
If any punitive scoring or comments arise from the appraisal due to low MEQs from students who were affected by industrial action, we will challenge this on the basis that the member of staff is receiving detrimental treatment as a result of union membership, which is unlawful. We are therefore advising members to keep in touch and keep us informed of any detrimental consequences. We will offer further advice nearer to the appraisal round. Please let us know if you become concerned that your appraisal may suffer because of strike action you have taken this year (i.e. for any role; not just that relating to MEQs). 

 

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Lecture Capture and Your Legal Rights

In response to the THE article we circulated late last week entitled ”Academics ‘must sign away authorship rights’ to recorded lectures”  (if you missed it please click here) we received several queries. In particular, we were asked for further details as to the fifth comment at the end of the article:

Lecturers have the option under law not to have their lectures recorded without their informed consent. Even University of Nottingham managers cannot force their academic staff to sign away their rights under law.
  
We are conscious that ‘Captured Content’ is not synonymous with ‘Lecture Capture’ – but it is important that your rights are understood and protected.
  
Members may not be aware that there are legal frameworks that protect their rights when Lecture Capture policies are being developed and implemented. These rights are contained within the umbrella legislation Copyright, Designs and Patents Act 1988 (it is more exciting than it sounds).
 
As well as relevant clauses on copyright, s.182 of the CDPA (for short!) outlines the consent required for the recording of live performance. To view what is classed as an infringement, it literally only takes a moment to read the relevant section here
 
If you are wondering what this means, or its relevance, the following section explains the remit of this legislation to live lectures (please click here )
 
(2)In this Part — “performance” means —
(a)a dramatic performance (which includes dance and mime),
(b)a musical performance,
(c)a reading or recitation of a literary work, or
(d)a performance of a variety act or any similar presentation
 
In addition, the JISC legal guide describes lectures as a ‘live delivery‘ and ‘dramatic communication to others of opinions, thoughts and interpretation‘.
 
Please also note the HEFCE guidelines on this issue (contained within ‘Intellectual property rights in e-learning programmes’ See Page 14: http://dera.ioe.ac.uk/5972/1/06_20.pdf)
 
Performers’ rights
105. Contracts of employment with staff should make clear that they own the performers’ rights in any video or other recording of their own lectures or presentations. Exploitation of such materials should only be undertaken by the HEI following negotiation of a licence from the member of staff.
 
We hope this gives you some insight as to why the sector norm for HE institutions is to adopt opt-in and opt-out policies (not compulsory).
 
There are many other facets to this complex issue that you have raised, including concerns related to the provision of technological support within the University, the lack of evidence that such material enhances the learning potential of students, and the extra time it takes to administrate this technology both before and after the lecture. We also understand that with an opt-in system those that find the technology suited to their disciplinary material, and find its facilities constructive, should be encouraged to use the technology available.
 
 
This is why we wanted to provide you with a legal ‘lowdown’.
 
We will continue to take your feedback on board. Thanks all!
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Ballot result: strike action suspended

You’ll all have seen the emails on Friday from UCU Head office to confirm that strike action is now suspended: this includes action short of a strike (ASOS).
 
It has been a tough couple of months, but let’s take a moment to look at what we’ve achieved at Branch level.       
 
As a Branch we have built momentum and worked together. We have recruited new members, our membership has grown by 15%, and many of these members actively supported our recent action. Our pickets grew in strength and we had important student support. We campaigned hard, and effectively, to reduce punitive ASOS deductions that most other Branches did not have to face. We have come out of this dispute stronger, more active, and more connected. This should be seen as a good turning point.
 
Of course it is not over yet. We will all need to keep a close eye on UUK to make sure they follow through on what they’ve said to date.  This dispute is not over and we must all keep on top of developments as they occur over the coming months. We are sure that we can rise to this challenge if necessary and build on our local achievements.
 
Keep hopeful, keep critical, keep up to date – and most importantly, of course, keep in touch!
 
Kind regards 

Surrey UCU
News, Posts

USS Ballot Result

Dear colleague

The USS consultation closed at 2pm today.

The result was as follows:

Total balloted: 53,415
Total votes cast: 33,973
Total number valid votes: 33,913
Turnout: 63.5%

Yes to accept the UUK offer 21,683 (64%)
No to reject the UUK offer 12,230 (36%)

This represents the highest turnout in any national ballot or consultation of any kind in UCU’s history.

My thanks go to all the branches and UCU staff who did so much to encourage members to participate in such enormous numbers as well as to the thousands of members who contacted me direct to discuss and debate our next steps during the consultation.

In line with the decision of members the union will suspend its immediate industrial action plans but keep our legal strike mandate live until the agreement between UCU and UUK is noted by USS.

We will now get on with the job of making the joint expert panel work for you and your pension.

For the avoidance of doubt, all currently planned industrial action – including that scheduled for next week – is suspended and members should work normally.

However you voted, thank you so much for participating in this record breaking consultation and for all of your support for the union throughout this historic dispute.

Sally Hunt
UCU general secretary

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Call on the University of Surrey to drop 100% deduction for action short of a strike

UCU calls on University of Surrey senior management to drop 100% deduction for action short of a strike.

As you may know, university staff at 64 institutions are currently engaged in industrial action to defend their pensions against the drastic cuts proposed by UUK. University of Surrey is one of these 64 universities. Unfortunately, as far as UCU is aware, the University of Surrey is one of only a tiny handful of universities planning to deduct 100% for action short of a strike.

The proposed 100% deductions for Action Short of a Strike (ASOS) are unfair. This punitive measure seeks to deduct wages twice for the same thing – once for being on strike, and then again for not subsequently doing the work not done owing to being on strike. Requiring staff to reschedule in this way is unprecedented, highly impractical, and would be a cause of both staff and student work overload, contrary to the principle of duty of care.

The vice-chancellor at a prestigious Scottish University, who has recently changed her mind and adopted a much less punitive stance, has labelled such measures as “unfair and clearly counter-productive” and that such a policy would be “inconsistent with this university’s values and the store we place on our shared sense of community”.

UCU is calling on the University of Surrey senior management to drop their punitive plan to deduct 100% from wages for refusing to reschedule lectures or classes, or to cover the work of absent colleagues as industrial action short of a strike (ASOS).

An additional concern is that the University of Surrey will continue to make pension payments on the understanding that colleagues taking action will respond to the university’s requests for notification in advance of action taking place. This pressure to declare strike action ahead of time is designed to mitigate the effects of industrial action, forcing the rescheduling of work, which in effect makes the the action meaningless. UCU members are already taking a cut in their pay in order to take a stand, they have not made the decision to take strike action lightly.

Within this dispute, University of Surrey is proving to have one of the most punitive management cultures in the country. These punitive measures affect early career staff the most, particularly those on hourly paid contracts, and we urge alumni, students, external examiners and staff working within academia to sign this letter to urge the University of Surrey to reconsider its position.

 

Please sign now: http://speakout.web.ucu.org.uk/call-on-the-university-of-surrey-to-drop-100-deduction-for-action-short-of-a-strike/