Independent Workers Union of Great Britain – Universities of London Branch

You are warmly invited to the first meeting of the year for those who are directly employed by the University of London in and around Senate House.  We aim to meet at regular intervals with our first meeting planned for Wednesday 19th May at 12.30 by Zoom.

The agenda will be a short but sweet welcome back.  So, bring your lunch and listen along or contribute to the meeting by phone, tablet or laptop.

We’ll send you the agenda early next week.  Meeting details below.

The IWGB is inviting you to a scheduled Zoom meeting.

Subject: IWGB Senate House workers Meeting

Time: 19 May. 2021 12:30 London

Join the Zoom meeting

https://us02web.zoom.us/j/88577578029?pwd=V1Iyc1I4ZkMrSmlGRG02NDlhQ1I4QT09

Meeting ID: 885 7757 8029

Access Code: 200439

Best wishes and see you there!

Tenemos el placer de invitarles a nuestra Reunión Mensual de la Rama, el próxima Sábado a las 2pm por video conferencia – Zoom.

Hablaremos sobre el arduo trabajo que hemos venido haciendo durante todo este tiempo, discutiremos los desafíos actuales y las estrategias para el futuro.

Tu asistencia nos motiva a seguir trabajando y ayudándoles con los problemas laborales. También tu presencia tus ideas y sugerencias nos ayudan a hacer un sindicato democrático y participativo . Cada miembro tiene voz y Voto en esta Reunión .

Ven a pasar un momento en compañía de todos los miembros de tu Sindicato❤️

Juntos nos apoyamos y luchamos 🙌

¡Te esperamos !

Invitación especial – Rama UoL ( *IWGB *)💌💌

Únete en este enlace a la Reunión
👇👇
https://us02web.zoom.us/j/83905667373?pwd=d2FjajVzUCt6MStCc2JvSFZ0WlQyUT09

Virtual Monthly Meeting for the Universities  of London Branch  

It’s our pleasure to invite all our members to our Monthly Branch Meeting on February 27th at 2 pm – via Zoom.  

We will be discussing the hard work we’ve all put in for such a long time, the challenges we face now and strategies for the future. Your involvement motivates us as we carry on working with you and helping you with your work-related problems. Your participation, your ideas and your suggestions help us to ensure our union remains democratic and representative. Every member has a voice and vote .   Come spend a moment with all the members of your Union️   We look forward to seeing you there!      Special invitation – Rama UoL   Join here !

https://us02web.zoom.us/j/83905667373?pwd=d2FjajVzUCt6MStCc2JvSFZ0WlQyUT09

Reunión Mensual Virtual de la Rama de la Universidades de Londres.  

Tenemos  el placer de invitarles a nuestra  Reunión Mensual de la Rama en día Sábado 27 de febrero a las 2pm por video conferencia –  Zoom.  

Hablaremos sobre el arduo trabajo que hemos  venido haciendo durante todo este tiempo, discutiremos los desafíos actuales y las estrategias para el futuro.   Tu asistencia nos motiva a seguir trabajando y ayudándoles con los problemas laborales. También tu presencia tus ideas y sugerencias nos ayudan a hacer un sindicato democrático y participativo . Cada miembro tiene voz y Voto en esta Reunión .   Ven a pasar un momento  en compañía de todos  los  miembros de tu Sindicato️   Juntos nos apoyamos y luchamos   ¡Te esperamos !   Invitación especial – Rama UoL .   Únete en este enlace a la Reunión

https://us02web.zoom.us/j/83905667373?pwd=d2FjajVzUCt6MStCc2JvSFZ0WlQyUT09

El Sindicato IWGB y la organización Settled te envitan a este importante taller sobre la salidad del Reino Unido de la Unión European este Sábado a las 2 pm por vídeo coferencia – Zoom .

-Informaremos sobre los nuevos cambios y políticas que entraran en vigencia, y como esto cambios pueden afectar a las personas con ciudadania Europea.
-Informaremos también como obtener asesoría y ayuda gratuita con la aplicación de la residencia la cual es obligatorio para permanecer en este pais, por lo tanto tienen que aplicar antes del 30 de junio del 2021 para permanecer en el Reino Unido legalmente.

No te puedes perder esta oportunidad de informarte y asesórate.

¡Te esperamos !

Saludos, Sindicato IWGB ❤️

Únete en este enlace!
👇👇👇
https://us02web.zoom.us/j/84850181023?pwd=dS91d2VpNk0yQ3pzakF3dXRaN21VQT09

Reunion ID: 848 5018 1023
Clave: 748968

How can you help?

Retweet the announcement on Twitter

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📧 Forward this email to friends and colleagues

Donate to the strike fund

✍️ Sign our petition calling for an end to outsourcing at UoG

If you have any ideas or want to get involved and support the campaign in any other ways, please get in touch via email at charliemacnamara@iwgb.co.uk.

We are building a movement to end outsourcing across London’s universities. Your support is vital to making that happen. Thank you for everything!

Hasta la victoria!

Charlie M

IWGB Universities of London

I am very proud to have been elected General Secretary of our great union to continue fighting to improve the working conditions of our members and defend their rights in every workplace.

I would like to congratulate all union officials who have been elected this year in each of the branches and the central union positions, and thank our staff for the amazing work they have been doing to represent and support our members.

The other newly elected officials are:

President – Alex Marshall

Vice-President – Catherine Morrissey

Treasurer – Arthur Salisbury

Women’s Officer – Hanna Beth Scaife

BAME Officers – Edward Wong and Emilse Ocampo

Branch Support Officer – Jamie Woodcock

The elections for Treasurer and Vice-President went to a postal ballot of all members. Arthur won the election for Treasurer with 72% of the vote and Catherine won the election for Vice-President with 84% of the vote. All the other elections were uncontested, so they were held at the AGM.

Jason Moyer-Lee’s time as General Secretary officially came to an end at the AGM. Watch his final speech.

Delegates voted in favour of a motion to allow all IWGB members the right to propose motions for consideration for debate at the AGM. For future AGMs, any member will be able to propose a motion and seek sponsorship from delegates. Read the full motion.

The IWGB will continue to be a light at the end of the tunnel for workers who continue to be denied basic employment rights, those ignored and marginalised who see this union as a beacon of hope.

In solidarity,

Henry Chango Lopez
IWGB General Secretary

Estoy muy orgulloso de haber sido elegido Secretario General de nuestro gran sindicato para seguir luchando por mejorar las condiciones de trabajo de nuestrxs miembrxs y defender sus derechos en todos los lugares de trabajo.

Quiero felicitar a todos lxs oficiales del sindicato que han sido elegidxs este año en cada una de las ramas y en los puestos del sindicato central, y agradecer a nuestro personal por el increíble trabajo que han estado haciendo para representar y apoyar a nuestrxs miembrxs.

Los otros oficiales recién elegidos son:

Presidente – Alex Marshall

Vicepresidenta – Catherine Morrissey

Tesorero – Arthur Salisbury

Oficial de Mujeres – Hanna Beth Scaife

Oficiales de Minorias Etnicas (BAME)– Edward Wong y Emilse Ocampo

Oficial de apoyo de rama – Jamie Woodcock

Las elecciones para Tesorero y Vicepresidente se hicieron por correo postal para todxs lxs miembrxs. Arthur ganó la elección para Tesorero con el 72% de los votos y Catherine ganó la elección para Vicepresidente con el 84% de los votos. Todas las demás elecciones no fueron disputadas, por lo que se celebraron en la Asamblea General.

El tiempo de Jason Moyer-Lee como Secretario General del IWGB terminó oficialmente en esta última Asamblea General. Mira su discurso final.

Lxs delegadxs votaron a favor de una moción para permitir a todxs lxs miembrxs de la IWGB el derecho a proponer mociones para su consideración en el debate de la Asamblea General. Para futuras Asambleas, cualquier miembrx podrá proponer una moción y buscar el patrocinio de lxs delegadxs. Lea la moción completa.

La IWGB seguirá siendo una luz de guía para lxs trabajadorxs a que se les siguen negando los derechos laborales básicos, lxs ignoradxs y marginadxs que ven a este sindicato como un faro de esperanza.

En solidaridad,

Henry Chango López

Secretario General de la IWGB

If you haven’t seen this week’s fantastic victory, which made news around the world, here’s the Guardian on our cleaners:

Outsourced cleaners at the University of London are celebrating victory in a 10-year battle to be recognised as staff, which involved strikes, and a boycott of the university’s Senate House complex supported by academics and politicians.

Since the start of this week the cleaners, who previously worked under contracts for outsourcing firms including OCS, Balfour Beatty and most recently Cordant, have been working as directly employed staff. The Independent Workers of Great Britain trade union which led the campaign said it was an achievement that had cost a lot in terms of stress and energy for the workers since they started to organise in 2010.

Read full article here.

We wanted to share the links of the University of London Facebook and Twitter page of the University of London Branch where you can follow the work and the latest news of our UoL Branch and the IWGB General Union, and everything we do as a union fighting, helping and representing all our members.

We at the IWGB are always here to help, inform and advise you.

Follow us and stay informed!

👇👇👇
Facebook !
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https://www.facebook.com/uoliwgb/

Twitter
👇
https://twitter.com/IWGBUoL

Les comparto el link de nuestra página de Facebook y Twitter de la Rama de la Universidades de Londres donde siempre estamos dispuestos a mantenerte informado sobre el arduo trabajo y las últimas noticias de nuestra Rama UoL y del Sindicato General -IWGB, y también todo lo que hemos venido haciendo como sindicato durante todo este tiempo ,todo esto con el único objetivo de luchar , ayudar y representar a todos nuestros miembros .

En nuestro Sindicto IWGB estamos siempre para ayudarte , informarte y asesórarte.

Síguenos y mantente informado !

Espero tu like ✅😉

👇👇👇
Facebook !
👇
https://www.facebook.com/uoliwgb/

Twitter
👇
https://twitter.com/IWGBUoL

Hi everyone!

My name is Charlotte Powell, and I’m the newly elected secretary of the UoL Branch. I was a zero-hours worker for Aramark at the outsourced bar in Student Central. At the beginning of the pandemic I organised with my coworkers at the bar with IWGB and we managed to win furlough pay, but were recently made redundant.

As secretary I will be mainly responsible for organising committee meetings and branch meetings, and making sure your officers have what they need to work in their roles. I will also represent you as your branch secretary in any large disputes or campaigns, communicating your demands and issues to managers and making sure they respond.

I want to work as hard as I can to support the day-to-day organisation of the branch, help build a strong committee, and ensure that all members have a voice and a stake in our organising and campaigns. I will be working closely with the Chair, Maritza, and the new Vice-Chair when they are elected, to represent the branch in the union’s central Executive Committee. The union belongs to you, and I want to make sure that as many of you as possible can raise ideas, questions, or motions at any level that you want to.

I look forward to meeting each of you soon!

If you want to ask me any questions or discuss any ideas about your workplace, items for branch meetings, or the IWGB as a whole, you can contact me:

Charlotte Powell – 07599 146178
uolsec@iwgb.co.uk

¡Hola a tod@s!

Mi nombre es Charlotte Powell, y soy la recién elegida secretaria de la Rama de la UOL. Yo era una trabajadora de contracto cero horas para la compañía Aramark y estaba trabajando en el bar Student Central. Al principio de la pandemia el bar fue cerrado , y nos mandaron a casa sin sueldo . Yo me organicé con mis compañeros de trabajo con la ayuda del IWGB y conseguimos ganar un permiso de trabajo, pero hace poco nos despidieron.

Como Secretria me encargaré principalmente de organizar las reuniones del comité y las reuniones de las sucursales, y de asegurarme de que sus funcionarios tengan lo necesario para trabajar en sus funciones. También les representaré como secretaria de la Rama en cualquier disputa o campañas importantes y comunicando simpre sus demandas y problemas a los directivos y asegurándome de que cumplan y respondan.

Quiero trabajar tan duro como pueda para apoyar la organización diaria de la sucursal, ayudar a construir un comité fuerte y asegurar que todos los miembros tengan voz y participación en nuestra organización y campañas. Trabajaré en estrecha colaboración con el Presidente, Maritza, y el nuevo Vicepresidente cuando sean elegidos, para representar a la Rama en el Comité Ejecutivo central del sindicato. El sindicato les pertenece, y quiero asegurarme de que el mayor número posible de ustedes pueda plantear ideas, preguntas o mociones a cualquier nivel que deseen.

Espero conocer a cada uno de ustedes pronto!

Si quieren hacerme alguna pregunta o discutir alguna idea sobre su lugar de trabajo o temas para las reuniones de la rama, pueden ponerse en contacto conmigo:

Charlotte Powell – 07599 146178
uolsec@iwgb.co.uk

Saludos Charlotte !

Hola a todos !

Mi nombre es Rosa Jaramillo soy la nueva oficial de las mujeres de la Rama UoL.

Estaré trabajando duro en mi rol como Oficial de la Mujeres para ayudar y apoyar a todas nuestras mujeres miembros de la Rama UoL .También estaré trabajando con el Comité de Mujeres de la Rama UoL organizando reuniones , talleres y cursos de capacitación. Ello con el objetivo de hacer de este comité una base de apoyo y una voz para todas las trabajadoras, independientemente de su raza, cultura y religión con el fin de garantizar que todas las trabajadoras alcancen su potencial en el lugar de trabajo y se sientan seguras y valoradas.

Espero conocerlas a cada una de ustedes pronto .

Si nesecitas más informacion o ayuda pudes contactarme :

Rosa Jaramillo -07586 135619

Saludos – Rosa, Oficial de la Mujeres (UoL )

Hi everyone!

My name is Rosa Jaramillo. I am the new women’s officer of the UoL Branch.

I will be working hard in my role as Women’s Officer to help and support all of our female UoL Branch members. I will also be working with the UoL Branch Women’s Committee organizing meetings, workshops and training courses. This is done with the aim of making this committee a base of support and a voice for all female workers, regardless of their race, culture and religion, in order to ensure that all female workers reach their potential in the workplace and feel safe and valued.

I hope to meet each of you soon.

If you need more information or help you can contact me:

Rosa Jaramillo – 07586 135619

1. Elections

There are eight positions coming up for election! These positions are similar to a branch committee, but for the entire union. These are the positions to be elected:

• General Secretary
• President
• Vice-President
• Treasurer
• Women’s Officer
• BAME Officer
• Co-BAME Officer
• Branch Support Officer

Find out more about these positions here. If you have any questions please just ask in reply to this email.

If you would like to stand for election then please fill in this form before midday on 7th October: https://iwgb.link/stand-for-election

If an election is uncontested, then the election will happen at the AGM where branch delegates can all vote. If there is more than one candidate for an election, then that election will go to an all-member postal ballot. Please update your address to make sure you receive your ballot.

2. Delegates and motions

Each branch of the union sends elected delegates to the AGM. The current Executive Committee (which also includes branch officials) also attends. Between them, the delegates will propose motions, and then vote on them on the day.

If you have an idea for a motion, the best thing to do is contact one of your branch’s delegates, which you can do via your branch secretary.

3. Come to the AGM

Any member of the union can attend the AGM. Only delegates can vote, but all members can observe. Please email office@iwgb.co.uk if you would like to come.

1. Elecciones

¡Hay ocho posiciones abiertas a elección! Estos puestos son similares a los de comité de rama, pero para todo el sindicato. Estos son los puestos que se elegirán:

• Secretarix General
• Presidente
• Vicepresidente
• Tesorerx
• Oficial de Mujeres
• Oficial de Minorías Étnicas
• Co-oficial de Minorías Étnicas
• Oficial de apoyo de las ramas

Lea más sobre estas posiciones aquí. Si tiene alguna pregunta, puede responder directamente a este correo electrónico.

Si desea postularse a una elección, rellene este formulario antes del mediodía del 7 de octubre: https://iwgb.link/elecciones 

Si una elección no es disputada, se llevará a cabo en la Asamblea donde lxs delegadxs de las ramas pueden votar. Si hay más de un/una candidatx presentadx para un puesto, esa elección irá a una votación por papeleta postal a todxs los miembrxs. Por favor, actualiza tu dirección postal para asegurarte de que recibes tu boleta.

2. Delegadxs y mociones

Cada rama del sindicato envía delegadxs elegidxs a la Asamblea General. El Comité Ejecutivo actual (que también incluye a lxs funcionarixs de las ramas) también asiste. Entre ellxs, lxs delegadxs propondrán mociones, y luego las votarán el mismo día.

Si tiene una idea para una moción, lo mejor es ponerse en contacto con unx de lxs delegadxs de su rama, que lo puede hacer a través del secretarix de su rama.

3. Ven a la AGM

Cualquier miembrx del sindicato puede asistir a la Asamblea General. Sólo lxs delegadxs pueden votar, pero todxs lxs miembrxs pueden observar. Por favor, envíe un correo electrónico a office@iwgb.co.uk si quiere asistir.

La Reunión General Anual de todo el sindicato tendrá lugar a principios de noviembre y se realizarán elecciones para nuevos oficiales del sindicato. Todas las personas elegidas participarán en el Comité Ejecutivo del IWGB.

Si cualquiera de las elecciones son disputadas, el voto irá a todxs lxs miembrxs por papeleta postal. Asegúrate de actualizar tu dirección postal para asegurar que la papeleta de voto te llegue.

La fecha límite para postularse para un puesto es el mediodía, el miércoles, 7 de octubre. Responda a este correo si tienes cualquier pregunta!

Postúlate para un puesto: https://iwgb.link/elecciones

Estos son los puestos que están a punto de ser elegidos:

Secretarix General: Junto al Presidente y al Comité Ejecutivo, el/la Secretarix General es responsable de la organización y administración del Sindicato. La persona en este puesto también es responsable de las operaciones diarias del Departamento Legal.

Presidente: Junto al Secretarix General y el Comité Ejecutivo, el/la Presidente es responsable de la organización y administración del Sindicato.

Vicepresidente: El/la Vicepresidente trabaja al lado del/la Presidente y Secretarix General.

Tesorerx: El/la tesorerx es responsable de administrar los fondos del Sindicato y hacer pagamentos autorizados. La persona en este puesto produce una hoja de balance y comparte una declaración financiera en cada Reunión General Anual.

Oficial de Mujeres: La Oficial de Mujeres dirige sobre asuntos específicamente relacionados con las mujeres y personas no-binarias. Se compromete activamente y apoya las oficiales de mujeres y personas no-binarias en proyectos y campañas a nivel de rama.

Oficial BAME (de Minorías Étnicas): El/la Oficial BAME (de Minorías Etnicas) dirige sobre asuntos relacionados específicamente a lxs miembrxs afro-descendientes, asiáticxs, y de minoría étnica, incluso de descendencia latinx. Se compromete activamente y apoya lxs oficiales BAME sobre proyectos y campañas a nivel de rama.

Co-oficial BAME (de Minorías Étnicas): El/la Co-oficial BAME tiene el mismo mandato que el/la Oficial BAME. El puesto está reservado para miembrxs mujeres o no-binarias, mientras el Oficial BAME puede ser de cualquier género.

Oficial de Apoyo de Rama: El/la Oficial de Apoyo de Rama tiene el mandato de fomentar la creación de nuevas ramas del Sindicato, apoyar entrenamientos y otras iniciativas diseñadas para incentivar personas a postularse para puestos elegidos, y apoyan estas personas cuando ya están en sus puestos.

Dear member

I’m really looking forward to seeing you at our branch Annual General Meeting on Saturday 26 September from 2pm-4pm.

I’d really encourage you to get involved in our branch, by organising & campaigning in your workplace, recruiting colleagues to

join the union and also by running

for positions or submitting motions to the AGM ! 

The AGM is where we (all the members) elect branch officials, hear reports from current officials, hear updates from all the

workplaces in the branch and elect delegates to go to the central union AGM in

November (more details about this will be explained at the AGM), as well as discussing motions and proposals for the year ahead. Henry Chango Lopez, IWGB President, will also be present to inform us on what the central union has been up to in the past year.

Whilst details are given below, the main thing to note is to email me by 5pm on Monday  21st September if you’re running for a

position or submitting a motion. 

Running to be a branch official 

There will be elections for all the official posts in the branch:

Chair, Secretary, Vice chair, Assistant secretary, Treasurer, Assistant Treasurer, BAME officer, Women’s officer, Membership

officer, Campaigns officer, Communications Officer, Socials / parties officer, Education officer (language classes), Education officer (trainings), Health & Safety officer

If you would like to run for a position, email Maritza Castillo Calle maritzacastillocalle@iwgb.co.uk  and Jamie

Woodcock jamiewoodcock@iwgb.co.uk with a short statement of no more than 150 words that will be sent to members. If the positions of Chair or Secretary are contested, in accordance with the law, the election will take place by postal ballot which can take up to 6 weeks to organise and complete. 

Please get in touch with any of the current officials if you would like to find out more about the roles. 

I would really like to encourage those who are often underrepresented in such roles, i.e. people of colour, women, LGBTQ+ and disabled members to run for positions. I’d be more than happy to chat about it all, so do get in touch if you are thinking of running!

Submitting motions 

If you would like to submit a motion to the AGM, email jamiewoodcock@iwgb.co.uk with your motion by 5pm on 21st September. After this, motions will be emailed to all members with the opportunity for amendments to be submitted until 24 September.  

If you have an idea for what one of the union’s key priorities should be for the next year, then this is your opportunity to bring

your idea as a motion and discuss it with other members.

If you would like to discuss your idea/motion with someone and get some advice on how best to present it or any information that

you need about the branch, Jamie is happy to talk things through.

[Motions in our branch need a simple majority to pass unless it is a constitutional change, in which case it requires a 2/3 majority to pass. Constitutional changes also have to be approved by the central union

as they can impact on the rest of the union. If you would like help or advice writing a motion, I’d be happy to help.] 

Electing delegates  

We will also be electing 10 delegates who will attend the central union AGM in November. The delegates, in addition to the Chair and Secretary, are expected to attend the AGM and represent our branch’s views. If you would like to be a delegate, it would be great if you could stand in advance by

emailing jamiewoodcock@iwgb.co.uk, but you can also run at the meeting.

Once again, I really hope you can make it!

Estimado miembro 

Estoy deseando verle en la Reunión General Anual de nuestra Rama el sábado 26 de septiembre de 14:00 a 16:00. 

Les animo a que se involucren en nuestra rama, organizando y haciendo campaña en su lugar de trabajo, reclutando colegas para que se unan al sindicato y también postulándose a puestos o presentando mociones a la AGM! 

La AGM es donde nosotros (todos los miembros) elegimos a los oficiales de la sucursal, escuchamos los informes de los oficiales actuales, escuchamos las actualizaciones de todos los lugares de trabajo de la rama y elegimos delegados para que vayan a la AGM del sindicato central en noviembre (en la AGM se explicarán más detalles sobre esto), además de discutir mociones y propuestas para el año que viene. Henry Chango López, Presidente de la IWGB, también estará presente para informarnos sobre lo que la central sindical ha estado haciendo en el último año. 

Aunque los detalles se dan a continuación, lo principal a tener en cuenta es que me envíen un correo electrónico antes de las 5 pm del lunes 21 de septiembre si se presentan a una posición o a una moción 

Postularse para un puesto de oficial de la rama 

Habrá elecciones para todos los puestos oficiales de la rama:

Presidente, Secretario, Vicepresidente, Secretario Adjunto, Tesorero, Tesorero Adjunto, Oficial de BAME, Oficial de Mujeres, Oficial de Membresía, Oficial de Campañas, Oficial de Comunicaciones, Oficial de Sociales/Partidos, Oficial de Educación (clases de idiomas), Oficial de Educación (entrenamientos), Oficial de Salud y Seguridad. 

Si desea presentarse a un puesto, envíe un correo electrónico a Maritza Castillo Calle maritzacastillocalle@iwgb.co.uk y a Jamie Woodcock jamiewoodcock@iwgb.co.uk con una breve declaración de no más de 150 palabras que se enviará a los miembros. Si los cargos de Presidente o Secretario son impugnados, de acuerdo con la ley, la elección se llevará a cabo por votación postal que puede tomar hasta 6 semanas para organizar y completar. 

Por favor, póngase en contacto con cualquiera de los funcionarios actuales si desea saber más sobre los puestos. 

Me gustaría animar a aquellos que a menudo están subrepresentados en tales funciones, es decir, personas de color, mujeres, LGBTQ+ y miembros discapacitados, a que se presenten a las elecciones. Estaré encantada de charlar sobre todo esto, así que ¡póngase en contacto con nosotros si está pensando en presentarse!

Presentar mociones 

Si desea presentar una moción a la Asamblea General, envíe un correo electrónico a jamiewoodcock@iwgb.co.uk con su moción antes de las 5 pm del 21 de septiembre. Después de esto, las mociones serán enviadas por correo electrónico a todos los miembros con la oportunidad de presentar enmiendas hasta el 24 de septiembre. 

Si tiene una idea de cuál debería ser una de las prioridades clave del sindicato para el próximo año, entonces esta es su oportunidad de presentar su idea como moción y discutirla con otros miembros.

Si desea discutir su idea/moción con alguien y obtener algunos consejos sobre la mejor manera de presentarla o cualquier información que necesite sobre la rama, Jamie estará encantado de hablar de las cosas.

[Las mociones en nuestra rama necesitan una mayoría simple para ser aprobadas a menos que sea un cambio constitucional, en cuyo caso se requiere una mayoría de 2/3 para ser aprobada. Los cambios constitucionales también tienen que ser aprobados por la unión central ya que pueden impactar en el resto del sindicato. Si quieres ayuda o consejo para escribir una moción, estaré encantado de ayudarte]. 

Elegir delegados 

También elegiremos 10 delegados que asistirán a la asamblea general de la unión central en noviembre. Se espera que los delegados, además del Presidente y el Secretario, asistan a la AGM y representen los puntos de vista de nuestra rama. Si quieres ser delegado, sería genial si pudieras presentarte de antemano enviando un correo electrónico a jamiewoodcock@iwgb.co.uk, pero también puedes presentarte a la reunión. 

Una vez más, ¡realmente espero que puedas asistir!

Maritza Castillo Calle

Branch Chair

IWGB University of London

Dear IWGB members,

It is my pleasure to cordially invite you to the annual general meeting of the University of London Branch, which will be held on Saturday the 26th of September at 2 pm via Zoom.

After the cancellation of the meeting we had planned for April due to the pandemic, we have decided to reschedule now that we are gradually returning to normal.

This meeting is an annual event, so everyone’s participation and collaboration is essential. Our union remains strong, united and effective thanks to the bond between you, its members. It is your presence, your ideas and your suggestions that help us to run a truly democratic organisation. IWGB is, first and foremost, at the service of its members.

Don’t miss this opportunity to get up to date and actively participate in the activity of the branch.

I hope I can count on your attendance to help us keep up the fight.

Cordial invitation from the University of London Branch -IWGB

Regards

Maritza Castillo Calle, Branch Chair, IWGB University of London

Estimados miembr@s del sindicato IWGB.

Tenemos el placer de hacerles  una cordial invitación a nuestra Reunión  General  Anual  de la Rama de la Universidad de Londres que se celebrará el sábado 26 de Septiembre  a las 2pm por videoconferencia-Zoom.

Debido a la actual crisis que se ha generado por la pandemia del COVID -19, se canceló la reunión que teníamos prevista para Abril .
Ahora que estamos volviendo poco a poco a la normalidad, vamos a celebrar nuestra reunión como se ha venido haciendo siempre.

Esta reunión es una vez al año por lo tanto necesitamos la colaboración  y participación de todos. Nuestro sindicato se mantiene fuerte, unido y luchador gracias a la unión de todos ustedes por lo que tu presencia, ideas y  sugerencias nos ayudan a hacer un sindicato democrático y participativo.

No te puedes perder esta oportunidad de informarte y participar activamente en la Rama.
El sindicato IWGB está siempre al servicio de nuestros miembros.
Espero contar con tu presencia la cuál es muy importante para nuestro progreso.

Invitación cordial de la Rama de la Universidad de Londres -IWGB

Saludos

Maritza Castillo Calle, Branch Chair, IWGB University of London

Organise with the private hire drivers branch

Our United Private Hire Drivers (UPHD) branch are looking for volunteers to help out with their upcoming organising drive!

UPHD represent drivers working for companies such as Uber, Bolt, Kapten, Addison Lee and many more. They are currently running a campaign in London against regressive taxation on minicab drivers by Transport for London, and are preparing for other campaigns across the country. If you are up for helping out, they need people to join their weekly phone-banking sessions and also to speak to any private hire drivers you see out and about.
If you are interested, join the WhatsApp group here for more information: https://chat.whatsapp.com/Gg8WLee0p5WJGgVez7KidD

Casework and campaigns with the couriers branch

The Couriers Branch is looking for volunteers to help with casework and campaigns. Couriers like Deliveroo riders are especially vulnerable right now, eligible for no employment benefits and at risk of having their contract terminated any day for no reason, having worked throughout the pandemic as key workers.

Through casework we can assist members with daily problems and provide some of the support they lack on the job. It’s through campaigning that we aim to change the way the companies operate to make things fairer for couriers. If you are interested in being part of this important work to transform the gig economy, please get in touch with Laura at laurawormington@iwgb.co.uk or 07565683705. Let us know how much time you’re able to give and if you have any relevant experience, e.g. in organising, casework, social media, phone calls, written communication, legal knowledge, etc. Thanks!

We will be discussing the hard work we’ve all put in for such a long time, the challenges we face now and strategies for the future.

Your involvement motivates us as we carry on working with you and helping you with your work-related problems. Your participation, your ideas and your suggestions help us to ensure our union remains democratic and representative.

Don’t miss out on this opportunity to inform yourself and actively participate in the work of the branch.

Together we can create a strong and democratic union.

We look forward to seeing you there!

Join here!

https://us02web.zoom.us/j/82501670997?pwd=VlRINWdmSTQyWG5jc2ZDeXJONDcrUT09

Sábado 25 de julio a las 2pm REUNIÓN DE LA RAMA

Hablaremos sobre el arduo trabajo que hemos  venido haciendo durante todo este tiempo, discutiremos los desafíos actuales y las estrategias para el futuro.

Tu presencia nos motiva a seguir trabajando y ayudándoles con los problemas laborales. También tu presencia, tus ideas y sugerencias nos ayudan a hacer un sindicato democrático y participativo .

No se pueden perder esta oportunidad de infórmate y participa activamente en la rama.

¡Juntos haremos un Sindicato fuerte y democrático !

¡Les esperamos compañeros!

¡Unete aquí!

https://us02web.zoom.us/j/82501670997?pwd=VlRINWdmSTQyWG5jc2ZDeXJONDcrUT09

Maritza Castillo Calle

Branch Chair

IWGB University of London

The IWGB’s highly-trained Legal Department are offering branch members the chance for some virtual training in redundancy processes – what to expect, what your rights are and what you can do to fight it.

We’re calling for members from UoL branch to volunteer. Sadly, redundancies are likely across Universities and we will need more people able to accompany friends and colleagues to meetings. 

The training will cover what to do as a companion. Please only sign up if you’re willing to support others in meetings as places are limited, but the more trained people we have, the better. (Companions get paid time off normal duties to help their colleagues.) 

Last year, during the CoSector restructure, every member IWGB accompanied was happy with their result. Let’s try to make that happen again! 

The training date is still to be confirmed so please express your interest by emailing lindseycaffin@iwgb.co.uk by 4.30 on Friday 17th July (this Friday!) and we’ll send you the details as soon as the date is set. 

UCL’s subcontractor Axis is trying to cut the frontline security staff who risked their lives to keep everyone safe in the pandemic.

On 10 June, UCL’s subcontractor Axis announced that it would be conducting consultations with security staff with a plan of ‘rationalising’ their shift patterns. Axis stated that “the current irregular shift patterns are damaging to the service delivery requirements and performance indicators.”

Many security staff at UCL work irregular shift patterns, due to family or caring responsibilities or other jobs – as is typical in most workplaces. We were immediately concerned that Axis might try to change our members’ shift patterns unilaterally. But now we have learnt Axis’s plan is even worse than that.

Yesterday, Axis held the first meeting with security officers as part of this consultation process. Axis announced they plan to make a series of changes with a serious impact on the terms and conditions of many security officers.

Most of the officers who were invited to the meeting, and whose shifts are being lined up for changes, are already working a regular ‘5 days ON, 2 days OFF’ shift pattern. This is not what we expected. These officers are already on highly regular shift patterns – in fact they are on one of the 3 shift patterns that Axis said it wants to move officers onto. Why is Axis trying to change their shifts?

Despite their shift pattern being one of the standard patterns Axis said it was planning to move everyone onto, officers were informed that their shift pattern would change resulting in a significant loss to their contractual hours of work. This means that some officers who are currently working on 5 days ON 2 days OFF will now have their shift pattern changed to 4 days ON 4 days OFF which means that their average weekly hours will drop from 60 hours to 42 hours, leading to a substantial loss of wages and threatening their livelihoods.

This not only means that Axis will breach the contract of employment of dozens of security officers, but that it will also jeopardize the financial position of dozens of families.

This amounts to a unilateral change to the terms and conditions of employment and would constitute a breach of the contract of employment of all officers affected. Axis have not attempted to obtain our consent to make these changes and have made it clear that our consent will not be sought to go ahead with these changes.

Axis said that the rationale for the changes is that they want to make the site easier to manage, but when it came to the first consultation meeting yesterday the real plan was clear to see – they are trying to make extensive cuts.

Axis’s stated rationale for the changes makes no sense here, as they are changing the patterns of people who are already on a regular pattern. During the meeting, a number of officers highlighted how their sites did not have any staffing issues and they had a regular and consistent shift pattern, which is supposedly the purpose of the suggested changes. Axis has failed to provide any real business rationale to breach the contract of employment of these officers who mostly work in buildings that are properly staffed and have no operational challenges.

Yesterday’s meeting, rather than a consultation, amounted to a situation in which an already drafted plan is being imposed upon staff. Furthermore, the deadline for this process is extremely short – concluding on 28 July. AXIS is attempting to address this process in an expedite manner without properly consulting nor providing any transparent information to employees.

At no point did Axis present the officers with alternative arrangements to ensure that the officers affected could continue to work their contracted hours. This is despite AXIS having a number of vacancies at present, which puts in question the necessity of the changes suggested.

Concerningly, during the meeting an Axis HR manager also mentioned that some officers’ employment might be terminated as a result of this process. If this is the case then this is a redundancy process, and as such Axis are already in breach of the law for the failure to follow an appropriate collective consultation process, which requires a minimum 30 days consultation process.

It seems clear that Axis is trying to make cuts by the backdoor. This is entirely unacceptable and will throw many of UCL’s security staff into financial difficulties.

At the meeting yesterday, Axis confirmed that these unilateral changes were being proposed at the request of UCL. For this reason, the IWGB has written to UCL to make these demands:

1. The process must be halted.
2. All information must be provided to security staff so they can suggest alternative proposals.
3. A genuine consultation process must be held.

We hope that UCL will attempt to resolve this matter in a way that does not impact the livelihoods of some of the most vulnerable members of UCL, who have also been those at the frontline during this pandemic.

I want to say, again, a big thank you to everyone who has volunteered with the IWGB so far!

We are now preparing for widespread redundancies and campaigns as furlough comes towards the end.

Across our branches, we are beginning to plan how to fight these. We are calling for volunteers who can help with research on companies and their finances, as well as helping to support campaigns with workers.

If you are interested in volunteering and helping with this, please reply to the email and we can assign you to a branch.

Also, as a reminder, our next weekly call is on Monday 22nd June at 7pm, focusing on education under the pandemic, with reports from our Foster Care Workers and Cycle Instructors Branch, and Kevin Courtney from the NEU. Join here: https://zoom.us/j/197558184
Solidarity,

Jamie Woodcock

University of London Branch Secretary and Chair of the COVID-19 Subcommittee

Security officers and IWGB members at UCL last week received letters suggesting that outsourcing company Axis was preparing to break the agreed terms of furlough. In response the union has contacted both the University and Axis to hold them to their promises – both letters are below:

To whom it may concern

Today, 8 June,  some of our members employed by your security subcontractor, AXIS, have been informed that from 1st of June they will only receive 80% of their wages. 

We would like to raise several points here:

UCL has stated publicly and in writing that they will continue to provide 20% of the wages of Security officers to ensure full payment of the salary. We have already notified them of your intention to reduce the pay of officers, despite the fact that the government continues to cover 80% of wages and UCL is providing the remaining 20%. This also raises questions with regards to what AXIS is doing with the money that is provided by the client to top-up wages.

I would also like to highlight that the unilateral amendment of the terms of Furlough is unlawful and amounts to a breach of contract. Please note that at no point officers have agreed to have their salaries reduced to 80%. 
In the Furlough Letter, included below, our members accepted to be placed on Furlough with full payment. At no point was consent provided to alter the terms mentioned in the letter. Any change therefore amounts to a breach of the contractual terms of Furlough, and we shall not hesitate to initiate legal proceedings to enforce the terms of the agreement.

Having said that, please immediately confirm that Security Officers will continue to receive full payment of their wages.

Regards

Jordi Lopez-Botey (IWGB Organiser/Caseworker, UoL Branch)

Dear Matthew

I hope this email finds you well.

Today, 8 June, some of our members employed by your security subcontractor, AXIS, have been informed that from 1st of June they will only receive 80% of their wages. (letter attached here).

Please immediately clarify this situation and confirm that Security Officers at UCL will continue to receive full payment of their wages (at 100%).

Regards

Jordi Lopez-Botey (IWGB Organiser/Caseworker, UoL Branch)

We have just launched phase 3 of the #DefendTDL10 campaign. We are asking everyone to:

1. Share this tweet:https://twitter.com/IWGB_CLB/status/1265981387473117186
2. Write to Sonic Healthcare’s shareholders telling them this is not acceptable (it takes 30 seconds) tinyurl.com/DefendTDL10

The majority of University of London staff are working remotely. In this context, it could be easy to forget that some members of staff are still travelling in and working onsite in an extremely difficult context. These workers are providing an essential service in the midst of an unprecedented pandemic. They are making an incredible effort, particularly considering the risks they have taken on since the beginning of the crisis.

Workers who have been able to work from home are only able to do this because of those continuing to go onto campus. Now that there is talk of returning to work, the roles these workers play in our university will become even more important. Keeping the site clean, operating, and secure will become increasingly risky as other members of staff come back on to campus.

These are frontline workers facing an unprecedented level of risk, way beyond their job descriptions. These risks should be compensated.

We demand hazard pay for all workers on site at the University of London.  Therefore please sign our letter of support:

https://actionnetwork.org/petitions/hazard-pay-for-university-of-london-key-workers

Please also share your support on social media!

Thank you!

This is a message from IWGB about the UK government furlough scheme. The University has confirmed that it is intending to put 47 staff who are not able to work at the moment on ‘furlough’. All this means is that the University is applying for government assistance to pay these people’s wages during the COVID-19 lockdown. It should not mean any difference in pay or terms and conditions.

This only applies to you if you receive a letter or a message from the University telling you that you have been selected for the furlough scheme. If you do not receive such a letter it does not apply to you. 

IWGB reps have reviewed the letter and sent feedback to the University. We are advising our members that they can accept being put on the scheme, but that you should use the following wording in your reply to the University:

“I accept being placed on the furlough scheme but I would like to make clear that my acceptance does not indicate acceptance of any other present or future changes to my contract of employment and/or terms and conditions that do not relate directly to the furlough scheme.”

This relates to clause 5b in the letter. The University has assured us it does not intend to make unilateral changes to anyone’s contract so this is just a further safeguard. 

Please contact us if you have any further questions should you get a letter. Contact Jordi on 07934 462548 or Catherine on 07926 879011. Thank you!

Best wishes,

Lindsey, Mark, Maritza and Jamie

Este día sábado 25 de Abril a las 2pm

Estaremos dando información muy importante sobre el arduo trabajo que hemos venido haciendo como sindicato para representar cientos de trabajadores durante el COVID-19.

• Los cambios y nuevas políticas laborales implementadas por el Gobierno.
• Que derechos tienes como trabajador y que tienen que hacer en caso de tener problemas con su empleador durante esta crisis.
• Estaremos respondiendo todas sus preguntas.

Todos pueden unirse desde su computadora, ordenador o telefono mediante este enlace! https://zoom.us/j/96575818025
Los esperamos a todos!
Sindicato IWGB

We’re currently looking for a new Spanish/English translator and basic caseworker to work for 21 hours a week for a year. The pay rate will be London Living wage plus £3 (currently £13.75 per hour), based in London. Share the job advert and help us find the right person! The deadline to apply is 5pm on 28 April.

For full details see https://iwgb.org.uk/en/post/job-translator-and-caseworker.

IWGB wrote to University of London’s Vice Chancellor with a series of demands for all essential workers who continue to work at University of London during the current Covid-19 emergency:

Dear Wendy Thomson

Despite the current pandemic, security staff are currently working at University of London and cleaners continue to service the Halls of Residence.

With the majority of UoL staff working remotely it could be easy to forget that some members of staff are still travelling in and working onsite in an extremely delicate and exceptional context.  

Taking into account the incredible effort these workers are making and having consulted our members we write to present a series of demands:

• Given the circumstances and the current risks faced, anyone attending work must do so on a voluntary basis.

• University of London will introduce a “hazard rate” for all those key workers who continue to work on site during the duration of the pandemic; (this in line with other Universities and Public institutions)

• Those volunteering to attend work during the current period will receive an enhanced pay rate for the hours worked on site, namely double the normal hourly rate (£21.5)

• Those who have worked on site since the government announcement of lockdown on 21st MARCH will received backdated pay of the hours worked at the mentioned rate

• The health and safety requirements are that full PPE will be provided, small teams will be used to allow for social distancing and a rota will be deployed to ensure cleaners will only attend site once a week

Key workers are facing exceptional challenges in these times, and the cleaners and security officers at University of London are no exception. They continue to attend work, while the rest of us are advised not to venture out. The work they do, and the risks they are currently taking, must be recognised and compensated.

We believe that University of London will adopt a responsible position in these circumstances and acknowledge the invaluable role that key workers such as security officers and cleaners are playing during the current pandemic.

Kind Regards

Queremos asegurarse de que usted está recibiendo el apoyo que necesita durante la crisis del coronavirus, particularmente si está vulnerable o en aislamiento.

El IWGB ha creado un grupo de Ayuda Mutua para hispanohablantes en la zona de Elephant and Castle al que le invitamos a unirse aquí: bitly.com/ayudamutuaEC

Este grupo de Ayuda Mutua existe para las personas que se ayudan entre sí en su barrio durante la crisis del coronavirus. Por ejemplo, si alguien está enfermo y en aislamiento otra persona se ofrecerá para traerle las compras o sus prescripciones. Si una persona anciana no puede salir de su casa y se siente solitario, alguien se ofrecerá para llamarle y hacerle compañía.

No olvide que el IWGB también está apoyando a miembros que se enfrentan con problemas financieros, despidos, recortes salariales o una falta de equipos de protección. Para averiguar cómo podemos ayudarle, por favor llamenos al 07401272879. Si necesita apoyo para reclamar prestaciones, por favor rellene este formulario: bitly.com/losbeneficios

Para obtener consejos médicos por favor sigue verificando las noticias y el sitio web del NHS. Usted puede acceder a una guía útil sobre el coronavirus y escrito por Doctors of the World (Médicos del Mundo) aquí: bitly.com/guia-covid19

✊ CALLING ALL IWGB MEMBERS, VOLUNTEERS & ACTIVISTS ✊

Want to get involved and help but not sure how? IWGB is mobilising volunteers to help the union’s members at this unprecedented time. All sorts of skills are needed, so sign up, come along to the zoom calls and see what you can do!

Join us on our weekly volunteer calls where we hear from volunteer activists, branch updates from the frontline of the crisis, and a weekly guest speaker. This week we have the brilliant Nadia Whittome MP.

Open to all – so GET INVOLVED and sign up below! It is only through powerful trade unions that we can deal with this crisis and build a better world 💪

We have launched a **MASS MOBILISATION OF VOLUNTEERS** in response to COVID-19. Our members are on the sharp edge of this crisis and urgently need your assistance.

If you think you can help, sign up today: https://airtable.com/shrFEzgqh73oBHIjo   

On Monday 13 March, all 13 members of Bar Staff at Student central were informed that the bar was closing on that day for an indefinite period of time. Despite multiple questions and requests regarding their salary, Aramark failed to provide any answer with regards to this matter.  The only response offered was that the staff members should seek to apply for Universal Credit, a wholly inappropriate response given the urgency of the matter and well-known wait time Universal Credit applications involve.

IWGB wrote to Wendy Thomson on Thursday stressing the importance of having this issue resolved as a matter of urgency, as some of the workers laid-off have been without pay for more than a week now. However, UoL has refused to provide any response with regards to this matter.

As mentioned in our previous email, we have now launched a public campaign and the situation of these workers has already gained public attention through the media:

https://novaramedia.com/2020/03/21/coronavirus-shows-how-the-government-fails-precariousworkers/?fbclid=IwAR0s07qEnQPbmDWdpqafXfluL7Nnoe6kQmeeBQ1FdRs9wLPPjPQRMU8Gg0Y

https://www.independent.co.uk/news/business/news/coronavirus-zero-hours-contract-workers-laid-off-text-a9419261.html

The most concerning aspect of this case is that whilst University of London has repeated many times that zero-hour contracts are not used in the employment of outsourced staff, all the workers that have been laid off were employed on such contracts.  

This is a blatant example of the lack of protection of outsourced workers. Workers who the university continues to outsource despite the multiple campaigns against these types of contracts.

One of the bar staff members affected by the lay-off has provided the following statement:

“UoL’s lack of action during this global crisis has highlighted an appalling disregard for the wellbeing of its staff. With zero communication from management following being laid off via a Facebook message– with no mention of pay– we have rallied as a team to fight for our rightful wages. However, there has been little to no acknowledgment of our demands, not even any words to assuage our concerns. Many of us rely on this income, and work full-time equivalent hours. Our livelihoods have been jeopardised, and our employers refuse to even speak with us. It’s outrageous that we are having to fight this hard even for a response, and reveals UoL to be an uncaring and immoral corporation. As zero hour workers, our positions have always been precarious, and no one should ever be in this position- to UoL, the truth is that we are expendable workers whose welfare is at the bottom of the list”

 The IWGB shall not stand idly whilst our members are left jobless, with no income and facing financial destitution. The University of London must take immediate action and ensure that the following demands are met:

a.      All 13 employees will receive full payment of their wages, this based on an average of the hours work over the past 12 weeks (not considering Christmas closure)

b.      Aramark will provide all of them with written statement of particulars. The terms and conditions reflected (hours of work) will be subject to consultation with all individuals involved.

We encourage all supporters to make good use of their isolation time and write to Ghazwa.Alwani-Starr@london.ac.uk & VC Ghazwa.Alwani-Starr@london.ac.uk with the following:

WE DEMAND JUSTICE FOR STUDENT CENTRAL BAR STAFF

Bar staff at the Student Central Bar on Malet Street have been laid off with no pay as the University of London has closed the bar due to the Covid-19 public health emergency. Employed on zero hours contracts by Aramark Europe, despite the University of London’s ban on such contracts, these outsourced staff must now be given full recognition and full pay during the closure of their workplace.

I believe that it is  responsibility of Aramark and University of London management to ensure that staff continue to be paid during this period of closure, and demand the full rights of contracted workers regarding their pay.

I therefore request that the University of London and Aramark take immediate action:

a. Aramark must issue all employees with contracts of employment, bringing the Student Central bar into compliance with the University of London ban on zero hours contracts.

b. All Employees are to be paid during this closure an average of their monthly earnings for the past 3 months, or since they started employment, whichever is the earlier date. This average is not to include the weeks that the bar was closed over Christmas.

This crisis has revealed again the extreme precarity that outsourcing brings to all workers employed under such contracts. While members of Aramark Bar staff at Student Central were laid off without pay on Monday, on friday dozens of Cleaners were informed that they would not receive full pay of their wages.

IWGB-UoL wrote to VC Wendy Thomson to demand immediate actions:

*****

Dear Ms Thomson

I hope this email finds you well

I am writing to you once again to bring to your attention two instances of appalling treatment received by outsourced workers at University of London and the harmful indifference that your institution is showing towards them.

Your institution has a duty of care to these already precarious workers who are currently being put at great risk as a result of your actions in the context of the ongoing health crisis.

I am writing to alert you to the situation they are in, and I trust you will take immediate action to ensure their safety and wellbeing.

Indefinite Lay-Off without pay of Student Central Bar Staff

On Monday 13 March, all 13 members of Bar Staff at Student central were informed that the bar was closing on that day for an indefinite period of time. Despite multiple questions and requests regarding their salary, Aramark failed to provide any answer with regards to this matter.  The only response offered was that the staff members should seek to apply for Universal Credit, a wholly inappropriate response given the urgency of the matter and well-known wait time Universal Credit applications involve.

IWGB wrote to Wendy Thomson on Thursday stressing the importance of having this issue resolved as a matter of urgency, as some of the workers laid-off have been without pay for more than a week now. However, UoL has refused to provide any response with regards to this matter.

As mentioned in our previous email, we have now launched a public campaign and the situation of these workers has already gained public attention through the media: https://novaramedia.com/2020/03/21/coronavirus-shows-how-the-government-fails-precariousworkers/?fbclid=IwAR0s07qEnQPbmDWdpqafXfluL7Nnoe6kQmeeBQ1FdRs9wLPPjPQRMU8Gg0Y & https://www.independent.co.uk/news/business/news/coronavirus-zero-hours-contract-workers-laid-off-text-a9419261.html

 To guarantee the safety and wellbeing of these workers, the University of London must take immediate action and ensure that the following demands are met:

1. All 13 employees will receive full payment of their wages, this based on an average of the hours work over the past 12 weeks (not considering Christmas closure),
2. Aramark will provide all of them with a written statement of particulars. The terms and conditions reflected (hours of work) will be subject to consultation with all individuals involved.

Unlawful deduction of wages of cleaners during closure.

For months, cleaners employed by Cordant at UoL have persistently requested to be issued with updated contracts of employment. A group of them work 7 hours a day, 3 hours in Senate House and 4 hours in the Residence Halls. However, their contracts of employment only reflect 3 hours’ work a day. This is despite the fact that some of them have worked 7 hours every day since 2016.  

Several cleaners have raised complaints about this over the past months. Recently, a collective formal grievance was raised. A first outcome was sent confirming that they were right and that they would therefore be provided with an updated contract of employment. However, following an intervention by Cordant management at UoL, the cleaners received an amended outcome confirming that they would not be receiving any updated contract and that any hours beyond 3 contracted hours would be considered overtime.  This left the cleaners with no other option but to initiate tribunal proceedings against Cordant in order to obtain an updated contract of employment.

On Friday 20th March, Cordant management informed some of our members that during closure they would only be paid their contracted hours. This means that dozens of cleaners, to whom an updated contract was denied, will receive only 3 hours of payment instead of 7 per day.

This means that these workers will be left with only half of their income during this pandemic. This decision is not only unlawful but also shows the lack of the most basic humanity towards the cleaning staff at University of London. Several of our members are in a situation of extreme anxiety, unsure on how they will manage to make ends meet, with some of them taking care of family members who have been left out of work during the current crisis.

We therefore urge the University to take immediate measures to ensure that:

1. All cleaners are paid based on the hours they have persistently worked over the past 12 weeks.
2. All cleaners affected by this situation are to be provided contracts of employment reflecting the hours they work.

Time for University of London to step up

Whilst other Universities have announced that all staff, including zero hours and casual staff, will be paid their full salary during the whole length of this crisis, the University of London continues to drag its feet.

The current circumstances reveal which institutions are able to lead the way in adapting to offer compassionate and appropriate responses to the current crisis, and which are failing to. UoL has let down its workers in a time of great need, and left them to face poverty in the midst of a pandemic.

However, there is another way forward. You can listen to the voices of outsourced workers and of the wider community asking public institutions to show the way in protecting all members of staff. 

The choice is yours: abandon those who work for you in a time of crisis, or show that the University of London cares for its community, in which these workers play a vital role. The public is watching: your actions in this critical period will not be forgotten. You choose how UoL’s handling of this crisis will be remembered in the future. 

Kind Regards

On 20 March UCL announced  that staff who work at UCL on an “as and when “ basis, i.e. casual and zero hours workers, will be paid their average weekly earnings over the closure period, calculated on the basis of their earnings over the last 12 weeks. This being paid whether they are required to work or not during the coronavirus outbreak.

We celebrate and welcome this important concession, which is the outcome of the fierce determination of the outsourced workers, the solidarity and support of the wider UCL community and the media and press attention brought to the treatment of casual staff at UCL.

However, UCL must take further steps:

Robust scrutiny of the implementation of policies by subcontractors

UCL must ensure that the policies announced are implemented accordingly by your subcontractors. Since UCL made the announcement on Friday we have already been informed by some of our members that Sodexo managers have stated that those employees who are sick will only receive SSP or that workers on zero hours contracts will not receive payment if they do not work. Our members working for Axis have also received similar confusing emails, which claim they are only entitled to SSP.

We therefore urge you to cascade the information properly and scrutinize carefully the implementation of the policies announced. As one part of this, UCL must provide confirmation of reengagement of all the zero hours contract workers laid off by Sodexo and ensure that they receive payment since the day they were laid off.

A ban on zero-hour contracts

The reason dozens of outsourced workers were laid off and left without their main source of income, with less that one day notice, is because of the nature of their contracts of employment. Without quality contracts their precarity will continue.

We therefore urge UCL to ban all zero hours contracts. All workers should be provided with written particulars of employment with contractual hours.

Lack of guarantees for Hospitality and Catering Staff

Furthermore, the announcement constitutes no guarantee for Hospitality and Catering staff. This is due to the nature of their contractual relation with the employer. There are two main areas of concern which must be immediately addressed:

a. Absence of yearly contracts

Not a single member of the Hospitality and Catering team at UCL  have yearly contracts. (They are employed on 28week/40week contracts). This means that in most cases their contracts will terminate at the end of the month giving the subcontractor the right to refuse to provide them with any work.

UCL’s announcement therefore constitutes no guarantee against the precarious nature of their contracts of employment. We therefore demand For all members of the Hospitality/Catering Team to be provided with 52 week / yearly contracts of employment.

b. Contracts not reflecting the hours they work

Currently, the contracts of employment of the Catering and Hospitality Team do not reflect the hours they  actually work, most of the hours being considered “overtime”. This must be resolved and all employees need to be provided with updated particulars of employment which reflect all the hours. The contracted hours reflected on these contracts will be based on the average of weekly hours over the last 6 months. The contracts should be for a minimum of 40 hours a week.

It is only by addressing the above that UCL can guarantee that no outsourced worker will suffer any detriment during the current crisis.

We therefore urge UCL to take immediate steps to address the matters above.

UCL may decide to continue to ignore the demands of outsourced workers and the IWGB. However, UCL will no longer be able to ignore the voices of the wider public and community calling for equality, justice and dignity for all outsourced workers during this crisis.

Major concession won: On March 19, UCL announced that one of our key demands during the current COVID-19 crisis will be met:  UCL’s subcontractors Sodexo and Axis will be harmonising sick pay with the UCL scheme from Monday 23rd March, ensuring that outsourced workers at UCL get decent sick pay. Furthemore, any absence due to COVID-19 will not count towards normal absence trigger points.The IWGB welcomes this announcement, which is the result of the relentless pressure and the determination of the outsourced workers.  We also welcome the confirmation by UCL that their subcontractors Sodexo and Axis will be honouring the contracted hours for all outsourced staff over the coming weeks, through the period of closure due to COVID-19 at UCL.Whilst these announcements from UCL are important steps, they are not sufficient.

The current public health crisis has revealed the disregard shown by UCL and its subcontractors to the outsourced workforce, who have been forgotten when it comes to implementing health and safety protections, ignored when they have requested information, and in some cases callously laid off by the subcontractors as buildings close. There are still a number of outstanding issues which must be dealt with.

UCL must take a more robust response to this crisis. Mainly:

1. Immediate reinstatement and guarantee of full payment for all workers who have been laid off during COVID-19 Crisis

Following a flurry of complaints by our union and by UCL staff and students, UCL declared yesterday that no outsourced workers have lost their jobs as a result of the current crisis, merely that ‘as and when’ staff have not been booked in for further shifts.

Juan Camilo, Maria Arias, Luz Mary, Betty Marina,  Pam, Onailda… these are only a few names of the more than 30 outsourced workers who have lost their jobs and their only source of income over the last few days.

All workers, including casual workers, deserve security and UCL should not allow its subcontractors to lay off staff during this crisis, even if they have only worked here for one month. Nonetheless, it is bizarre for UCL to claim that these workers are ‘as and when’ staff:

• Camilo has worked at Gordon Square since October 2019 for 3 hours per day. He was given a zero hour contract by Sodexo and promised he would be given a permanent contract, but this never happened.
• Maria Arias has worked at Hawkridge House for 3 hours per day since September 2019. She was given a Zero hour contract and was also hoping to be made permanent.
• Pâmella Montezano Cora has worked regularly at Gordon Square for 3 hour per day.

These workers are part of the team at UCL and it is disgraceful that Sodexo has treated them like they are disposable. A full list of these staff can be provided by the IWGB, should UCL want further evidence that these staff work on their site regularly.

Sodexo has laid off all of its casual staff and all those on zero hours contracts. In some cases some of the employees had not even signed a contract of employment, despite many of these workers having worked here for months or even over a year.
UCL must insist its subcontractor Sodexo immediately reinstates all of these staff and ensure that they receive full payment of wages during this crisis at their weekly average income (based on the average of their earnings over the previous 12 weeks) and that they receive the new occupational sick pay entitlement in line with the rest of outsourced staff.

2. A ban on all zero hour contracts at UCLThe situation described above has brought to light the inhumane nature of zero hour contracts and the precariousness to which they condemn workers, particularly in situations such as the COVID-19 crisis. UCL should not allow a model to operate at this university which encourages its contractors to abandon their staff during times like this.

This is why we call for a ban on all zero hour contracts on campus. All outsourced workers who have been laid off must be reinstated and provided with written particulars of employment (the content of these, of course, to be agreed with each individual).

3. Payment absences due to COVID-19 or closure

• Any absence due to COVID-19 (self isolation/sickness) must not be deducted from a worker’s Sick Leave balance.
• In the case of building closure all workers must receive full pay.
  • This must be calculated based on their average working hours over the past 12 weeks. Many security staff at UCL routinely work 20+ hours above their contracted hours. This is how Axis, the security subcontractor, wishes to run its contract during normal business, so staff should also be paid for these regular overtime hours during this extraordinary situation.
  • This closure period is an extraordinary situation and all staff who are not required to work should receive pay as though they are at work. For instance, some security staff at UCL receive an attendance allowance, this must be provided to them as long as they are fit and available to work, regardless of whether they are required to come in during the closure period.

4. Coronavirus Mitigation Group to include all Trade Unions on Campus

• UCL has announced that they will include every Trade Union on Campus in their Coronavirus Mitigation Group, with the exception of the IWGB.
• The IWGB, which represents the majority of outsourced workers on campus, has been leading the way raising issues of health and safety faced by outsourced workers. The IWGB has offered emergency meetings with UCL and its subcontractors to help develop solutions to issues, made clear demands and brought 3 legal challenges against employers for their failure to ensure health and safety.
• We publicly condemn the failure to include the IWGB as part of the Coronavirus Mitigation Group. The exclusion of the IWGB is part of a longer pattern of irresponsible behaviour by UCL that fails to step up to the current circumstances. Outsourced workers deserve a voice in shaping UCL’s response to this situation.

5. Health and Safety demands

Despite persistently demanding for UCL to take robust action to ensure the Health and Safety of all outsourced workers on campus, no action has been taken to address the multiple concerns raised. Mainly:

• ensure that all subcontractors carry out appropriate risk assessments and issue health and safety guidelines for members of staff. Risk assessments should be performed following the Control of Substances Hazardous to Health Regulations 2002 (COSHH). This is a legal requirement and it is shocking that proper assessments have not yet been undertaken, despite numerous concerns raised by outsourced staff across different sites.
• ensure that all subcontractors carry out an assessment to identify those workers who are at risk (and those that take care of people at risk) and make sure those people are supported to immediately self-isolate.
• ensure provision of appropriate Personal Protective Equipment – e.g. masks, gloves and hand sanitiser for all staff, as determined by risk assessments for each site. For example, all operations security staff should have at least 2 pairs of gloves per day for conducting their two shifts of patrols.
• Immediate action regarding high risk zones. In particular Residence Halls & Medical facilities: Residence halls are a high risk area due to many students living there in close proximity. Already our members have seen notices in these halls where areas such as communal kitchens have been designated for use by only those in self-isolation. However, cleaners are being required to clean these areas. Similarly, in UCL’s medical facilities, such as Queen Square House, there has been transfer of infected material (such as 4 dead bodies in QSH) through areas cleaned and secured by UCL’s outsourced staff.
  • UCL must immediately complete robust health and safety risk assessments and demonstrate the implementation of strict health and safety protocols, including strict rules for students residing in halls of residency with symptoms to fully self-isolate.
  • All non-essential staff will be granted full pay special leave and the remaining staff will operate on a rota system.
  • For rooms of individuals self isolating and common spaces such as kitchens and toilets to be cleaned by Specialist subcontractors who ensure that the highest levels of health and safety are implemented to ensure that disinfection of all areas with residents self-isolating

6. Clear up your communications
UCL has put out daily communications to all staff, which is commendable. Regrettably, UCL’s subcontractors have not followed your example and have been woefully lacking in their communications with outsourced staff.

Moreover, your security subcontractor Axis has on several occasions directly contradicted announcements and statements made by UCL. For instance, last week UCL announced that all staff, including outsourced staff, would be entitled to 14 days special leave on full pay should they need to self-isolate. However, last night Axis emailed all security staff on the contract at UCL to inform them that there had been some confusion and they would not be paid this rate, rather if they need to self-isolate they would be entitled only to Statutory Sick Pay (£94 per week) after several days, under their normal sickness absence policy.

The IWGB assumes that Axis is merely making another display of their usual incompetence and UCL has not reversed its position that all outsourced staff will also be entitled to the 14 days special leave. However, this sort of thing is extremely concerning for the workers, who are being given contradictory information regarding vital matters of whether or not they will get paid if they get sick during this crisis.

It is vital that UCL gets a grip of this situation and ensures clear communication to staff by its subcontractors, in line with the policies UCL has decided upon.

Finally,

You may think that ignoring the demands of outsourced workers and their trade union representatives is the best course of action for now. You are excluding workers from having input into how to mitigate the worst effects of the COVID-19 crisis.
UCL, as a high profile institution with a global reputation, should be at the forefront of dealing with COVID-19. In this light, I ask you to think about how we, the wider UCL community, and the public will look back on these patterns of behaviours. Across London, workers, organisations, and communities have shown immense strength by coming together collectively to respond. You, UCL, and the outsourcing companies are, for now, on the wrong side of history. Now is the time to step up.

Regards,
Dr Jamie Woodcock
Branch SecretaryUniversity of London IWGB

In light of the worsening Coronavirus (COVID-19) crisis, and taking into account the serious failures of UCL and its subcontractors to ensure the health and safety of outsourced staff, IWGB University of London has agreed to put forward a series of demands:

First, a written guarantee of full pay for all outsourced workers, counted as special leave, for as long as needed, in cases of sickness due to coronavirus or if self-isolation is required, whether for themselves or to protect vulnerable others.

Second, greater clarity on the procedures and requirements to access the special leave policy that has already been announced by UCL. The government and NHS are not issuing sick notes until after 7 days of self-isolation, but are instructing workers to stay home if they have symptoms. UCL and its subcontractors should ensure that all workers who need to self-isolate receive full pay on a special leave basis for as long as necessary, without the requirement to provide a sick note. This is important as part of an employer’s legal duty of care to workers who are at risk.

Third, UCL and its subcontractors must identify workers who are at risk and ensure they self-isolate and the appropriate support is provided to them.

Fourth, for staff on Zero-Hour and Temporary Contracts: Guarantee that workers on zero hours contracts will be paid during self-isolation, sick leave, and in case of closure or reduction in service at UCL. This should be paid at a rate the same as the average they have earned over the 12 previous weeks. The same should apply if services close down or reduce the level of service. At least 12 hospitality staff have already been dismissed at UCL by your subcontractor Sodexo. These staff should all immediately be reinstated and guaranteed payment as specified above for the duration of the reduction in service at UCL. All planned redundancies of this sort should immediately be halted.

Fifth, ensure that all subcontractors carry out appropriate risk assessments and issue health and safety guidelines for members of staff, and that they carry out an assessment to identify those at risk (and those that take care of people at risk) and make sure those people are supported to immediately self-isolate. Risk assessments should be performed following the Control of Substances Hazardous to Health Regulations 2002 (COSHH). This must involve:

1. finding out what the health hazards are;
2. deciding how to prevent harm to health (risk assessment);
3. providing control measures to reduce harm to health;
4. making sure they are used;
5. keeping all control measures in good working order;
6. providing information, instruction and training for employees and others;
7. providing monitoring and health surveillance in appropriate cases,
8. planning for emergencies.

Sixth, ensure provision of appropriate Personal Protective Equipment – e.g. masks, gloves and hand sanitiser for all staff, as determined by risk assessments for each site. For example, all operations security staff should have at least 2 pairs of gloves per day for conducting their two shifts of patrols.

Seventh, closure of all possible UCL sites and reduction of the amount of workers on site as far as possible:

– Close all buildings possible to be closed.

– Ensure that those who are vulnerable on account of age, health conditions or caring responsibilities are removed from site on special leave with full pay effective immediately.

– Identify all non-essential roles on site and ensure those staff are removed from site on special leave with full pay as soon as possible. Run a skeleton crew on site with minimum possible staff. For all essential roles, identify all those staff who are fit to work and bring them in on a weekly rota system in small teams. This will help to ensure staff health and safety and reduce the public health risk by reducing the number of staff who come into contact with one another and who have to commute using public transport.

Eight, immediate action regarding high risk zones, in particular Residence Halls & Medical facilities:

Residence halls are a high risk area due to many students living there in close proximity. Already our members have seen notices in these halls where areas such as communal kitchens have been designated for use by only those in self-isolation. However, cleaners are being required to clean these areas. Similarly, in UCL’s medical facilities, such as Queen Square House, there has been transfer of infected material (such as 4 dead bodies in QSH) through areas cleaned and secured by UCL’s outsourced staff.

UCL must immediately complete robust health and safety risk assessments and demonstrate the implementation of strict health and safety protocols, including strict rules for students residing in halls of residency with symptoms to fully self-isolate.

All non-essential staff will be granted full pay special leave and the remaining staff will operate on a rota system.
For rooms of individuals self isolating and common spaces such as kitchens and toilets to be cleaned by Specialist subcontractors who ensure that the highest levels of health and safety are implemented to ensure that disinfection of all areas with residents self-isolating.

Nine, UCL has done well to provide daily updates to staff regarding the developing situation. UCL’s subcontractors Axis and Sodexo should also be required to provide daily updates on the situation to outsourced staff. UCL should also provide full transparency to staff and trade unions regarding its pandemic response plan and UCL should invite representatives from all unions that represent workers on campus to attend meetings with the UCL COVID-19 working group or another appropriate body.

Failure to meet these demands puts all workers and students at risk across UCL.

If these demands are not met by midday 12:00 on Thursday 19th of March, we will escalate action until you agree to do so, including taking appropriate legal action, notifying the Health and Safety Executive, and recommending that our members begin immediate industrial action.

We will not stand idly by while our members face these unacceptable risks.

IWGB wrote to UCL earlier this week to demand full payment for those who develop symptoms and need to be isolated at home or in hospital.

UCL has replied and confirmed that all workers, including outsourced staff, will be paid full pay for 14 days if they develop symptoms and have to be isolated.

We are now pushing for confirmation that UCL will also give full sick pay to all outsourced workers who have to take sick leave. Although UCL announced in the Autumn improvements to sick pay for outsourced staff, those improvements will only be introduced in July on the current schedule, the current emergency justifies UCL moving forward with these plans and introducing full sick pay for all outsourced workers immediately.

We have also written to Axis and demanded that Axis implement the necessary health and safety measures and ensures that disinfectant gel is available to all workers. If you have other health and safety concerns related to this issue, please contact the union so we can raise these concerns and look for solutions.

We would simply like to remind you that in this situation it is important to remain calm and follow established procedures, but also to demand that companies comply with health and safety standards at the workplace.

Any problem please report it to us (charliemacnamara@iwgb.co.uk), and we will keep you updated