Health Education England staff to strike – 25 July! — July 12, 2019

Health Education England staff to strike – 25 July!

IWGB members working on University of London contracts at Health Education England facing a forced TUPE have voted overwhelmingly for strike action – and we have given notice that the first strike day will be Thursday 25 July!

Three years ago UoL HEE staff suffered workforce cuts of 40%. Since then the remainder have worked tirelessly to keep the service going, despite a massive spike in workloads and stress levels.

Rather than recognise the commitment and dedication of their staff, however, HEE and UoL are now seeking to make them pay the price for their own failure to acount for a £12m+ VAT bill via an unjustified and unjust TUPE transfer.

Staff are being asked to choose between 2 options:

Option 1: Transfer onto AFC contracts (what this means for a grade 4 staff member at the top of their scale)

  • Salary cut of up to £4200 per year
  • Pension contribution increase of £100+ per month
  • Loss of at least 3 days holiday
  • Working an extra 130 hours a year

Option 2: Remain on UoL contracts

  • Pay frozen forever meaning a year on year fall in living standards
  • No collective bargaining
  • Loss of 3 days holiday
  • Statutory redundancy

Obviously both of these are terrible options, and as a result IWGB members have voted for strike action.

To find out more just email Danny – dannymillum@iwgb.co.uk

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Climate Strike – 20 September 2019 — July 11, 2019

Climate Strike – 20 September 2019

A recent SOAS UNISON branch committee meeting passed a motion to organise a branch-wide walkout in support of the climate strike planned for the 20 September 2019 and to host a meeting with other central London colleges and workplaces to co-ordinate activity on the day.

The climate strike on the 20 September is supported by UK Student Climate Network, Extinction Rebellion, Campaign Against Climate Change and more.

All interested local trade union activists, students and climate activists are welcome to attend this gathering on 18 July, which is provisionally booked to take place in room B202, SOAS (second floor of the Brunei Gallery building opposite the main entrance), 6pm.

It is an opportunity to both update each other on what actions are being planned for the climate strike day, and to attempt to co-ordinate and collaborate as much as possible.



UoL’s campaigning cleaners extend olive branch to new vice-chancellor — July 8, 2019

UoL’s campaigning cleaners extend olive branch to new vice-chancellor

Cleaners at the University of London (UoL) have extended an olive branch to the university’s incoming vice-chancellor asking her to meet with them. Welcoming Professor Wendy Thomson to her new role, their letter (published below in English and Spanish) also expressed the hope that this presages a new approach to resolving the issue of outsourcing which has dogged the university under her predecessors.

Dear Professor Thomson,

We are writing on behalf of University of London’s outsourced workers to welcome you to your new job.

We wish to express our frustrations regarding our treatment at the hands of the institution you now represent, but we want to take this opportunity to invite you to change this situation and get rid of the shameful legacy left by your predecessors.

Most of us have had to migrate to London due to the crisis or lack of opportunities in our countries of origin. In many ways we were lucky to find work here. However, at the same time we are deeply disappointed by how little value is given to the work that we provide every day to the university.

The University of London, hiding behind outsourced contracts, has refused to recognize us as part of its community and to value our work, which makes this institution possible. Despite strikes, protests, multiple petitions and public campaigns, your predecessors refused to recognize us as a legitimate party and to negotiate with us and our union. This expresses the discrimination and prejudice that permeates an institution that has decided to systematically ignore migrant workers who have fought with for their rights with determination.

We would like to take this moment of your arrival as new Vice Chancellor to extend an invitation to:

  • have dialogue with us in order that we can express our wishes as to why we want and deserve to be part of the University of London
  • negotiate with us in order to terminate outsourcing so that the university takes direct responsibility for our employment.

If we do not have the opportunity to meet with you, do not doubt that we will continue fighting for our rights to be treated with equality and enjoy the same terms and conditions as the rest of the workers of this university.

Our struggle will continue in the form of protests, boycotts, strikes, and publicity campaigns and you can be sure that we will not stop until your institution ensures equality for all workers.

Our warmest regards,

The IWGB In-House Committee (on behalf of the outsourced workers of the University of London)

Liliana Almanza, Margarita Cunalata, Alex Gonzaga, Olga Alvarez Perez, Elisabeth Cárdenas and Onaily Carreno

Spanish translation

Estimada Wendy Thomson,

Deseamos darle la Bienvenida a su nuevo puesto de trabajo, aprovechando su llegada a su cargo como Vicerrectora de la UoL queremos manifestarle nuestras frustraciones con respecto al trato recibido por parte de la institución que representa. No obstante, también queremos aprovechar este momento para invitarle a cambiar esta situación y desembarazarse del vergonzoso legado de sus predecesores en el cargo.

La mayor parte de nosotros hemos tenido que inmigrar a este país por debido a la crisis o falta de oportunidades en nuestros países de origen. Tuvimos la suerte de poder encontrar trabajo en esta institución. No obstante, al mismo tiempo nos sentimos profundamente decepcionados por el poco valor que se da al trabajo que cada día prestamos a la universidad.

La Universidad, escondiéndose detrás de la subcontratación, ha rehusado a reconocernos como parte de su comunidad y valorar el trabajo que hace posible esta Institución. Pese a las huelgas, protestas, múltiples peticiones y campanas públicas, sus predecesores se negaron a reconocernos como una parte legítima y a negociar con nosotros. Esto expresa la discriminación y perjuicio que permea una institución que ha decidido ignorar sistemáticamente a trabajadores migrantes que han luchado con determinación por sus derechos.

Aprovechando la oportunidad de su nuevo desempeño laboral como Vicerrectora de la UoL, como trabajadores que somos parte también de la Universidad de Londres, nos gustaría extenderle una invitación:

  • a dialogar con n el fin de manifestarle nuestros deseos de porque queremos y merecemos se parte de la Universidad de Londres
  • a negociar con el fin de poner fin subcontratación de manera que la universidad asuma la responsabilidad de nuestro empleo.

Si no tenemos la oportunidad de reunirnos con usted, no dude en que continuaremos luchando por nuestros derechos a ser tratados con igualdad y disfrutar de los mismos términos y condiciones que el resto de trabajadores de esta universidad. Nuestra lucha seguirá en la forma de protestas, boycotts, huelgas, campanas de comunicación….no dude que nuestra determinación no cesará hasta que su institución asegure igualdad para todos los trabajadores.

Un cordial saludo,

Los trabajadores subcontratados de la universidad de Londres, a través de sus representantes:

Liliana Almanza, Margarita Cunalata, Alex Gonzaga, Olga Alvarez Perez, Elisabeth Cárdenas and Onaily Carreno

No to the fingerprint! An IWGB victory at UCL — July 7, 2019

No to the fingerprint! An IWGB victory at UCL

The fingerprint machine on its way out of the building.

Outsourced cleaners and porters at UCL’s Institute of Education (IoE), many of whom are IWGB members, have won a collective victory against discriminatory workplace monitoring. Their employer, outsourcing giant Sodexo, will no longer be introducing a new Time Management System, which would have required the workers to clock in and out using biometric fingerprint technology.

It was in March that the workers first complained about the proposed system and Sodexo’s failure to consult them on it. The IWGB and UCL UCU soon wrote a joint letter to Sodexo and UCL criticising it as ill-considered, discriminatory, and likely to violate privacy guidelines. The workers also wrote to Sodexo and UCL demanding an “immediate stop to the implementation of this system“. After the IWGB disrupted a meeting in which a manager was attempting to encourage compliance with the new system, Sodexo indefinitely suspended its plans. Now, the fingerprint machines have finally been removed from the premises.

This is a tangible result of workplace organising and solidarity at UCL, where much still remains to be done. If you’d like to learn more about the struggle at UCL or to get involved, you can contact UCL Justice for Workers.

IWGB ‘Housewarming party’ for UoL’s new Vice Chancellor – Friday 12 July 5pm — July 5, 2019

IWGB ‘Housewarming party’ for UoL’s new Vice Chancellor – Friday 12 July 5pm

The new Vice-Chancellor of the University of London, Wendy Norman,has now taken office, and exploited outsourced workers are organising a welcome party for Friday 12 July at 5pm.

Workers will be writing to Wendy to request a meeting, and we are hopeful that the new VC will mark a break with the disastrous and discriminatory policies of the past, and that this party will be a celebratory one!

To give the VC a warm welcome on behalf of all the exploited outsourced workers of UoL, join us and demonstrate outside Senate House on Malet St. We’ll be demanding the University of London ends discrimination, takes direct responsibility for the employment and working conditions of outsourced workers and brings them in-house now!

Three ways you can support IWGB’s groundbreaking legal work — June 28, 2019

Three ways you can support IWGB’s groundbreaking legal work

What does IWGB’s legal team get up to? And what can you do to help?

IWGB is winning major changes for workers’ rights. We’ve won groundbreaking test cases against companies like Uber. These victories are helping to transform the lives of thousands of mostly low-paid, migrant workers.

Our case-workers also represent 100s of individual members each year, challenging unlawful deduction of wages, denial of sick pay or failure to respect maternity rights. In the last few months alone, we’ve won £118,000 in settlements for members facing gender discrimination, unfair dismissal and bogus self-employment.

We need your help to do more. Please support the work of IWGB’s legal team by:

1. Sponsoring our team for a half-marathon – please click here to donate

2.  Fundraising for the team – please share this post with 5 friends or colleagues

3. Joining the team to walk or run the half-marathon in London on 19 October. There’s an achievable fundraising target of just £75 each and we’ll have a great day. Contact amyhorton@iwgb.co.uk if you’re interested.

Victory for striking IWGB couriers —

Victory for striking IWGB couriers

With support from IWGB’s UoL branch, courier members at The Doctors Laboratory (TDL) have won a decisive victory over pay and conditions.

Earlier this year TDL, a company that provides pathology services to the NHS, shelved its autumn 2018 pay proposal, using excuses such as “having to follow legal advice on employment status”. As result IWGB entered into dispute and prepared for the first ever TDL strike. A huge thank you to everyone who joined the picket line and sent messages of solidarity – it was really heart-warming and massively helped empower a work force that was feeling nervous standing up to their employers.

After two more negotiation meetings, IWGB has secured prompt improvements to the offer which will be implemented from 1 July (and backdated if delayed). The offer includes:

  1. Night work (between 10pm-7am) will be paid at an enhanced rate of 12.5% higher than the day rate.
  2. Couriers who accept the new hourly rate will be paid from when they call in from home or the Halo building (depending on what they currently do), and mileage will also start from this point.
  3. PAYE couriers will be offered motorbike/van/pushbike with fuel card.
  4. Couriers who prefer to stay on dockets (paid per job), or their current mode of payment are welcome to do so.
  5. Those using pushbikes will now get £13.50 as TDL accepts they should not be paid the same £13 hourly rate on offer for those who walk their deliveries.
  6. TDL has agreed that the hours couriers currently operate on will stay the same going forward. For example, if they currently work 60 hours per week they will continue to do so under the new proposal.
  7. TDL has agreed to meet with IWGB after 6 months to review how this new pay structure is working.
  8. TDL has agreed to an annual pay review in which issues such as inflation will be discussed and reflected in any adjustments. TDL confirmed that, prior to this agreement, there has never been an annual review, neither has there been an increase in pay.

This represents a huge pay rise (along with holiday pay etc) for the majority of the workforce and we would like to remind IWGB members and their supporters that their actions played a vital role in securing this victory. Solidarity works.

There will be a party to celebrate this huge win in the coming weeks. Details to follow.

Academics criticise UoL’s expensive and heavy-handed response to protests —

Academics criticise UoL’s expensive and heavy-handed response to protests

Soon after University of London management hired private security to evict student protesters from Senate House’s Chancellor’s Hall – which they were occupying in solidarity with outsourced workers – the Guardian reveals that the institution spent over £1.3 million on extra security measures between March and November last year.

IWGB University of London Branch Secretary Danny Millum comments: “We unequivocally condemn these violent acts against peaceful protesters by private security under the orders of university management. It is completely unacceptable that management would rather waste millions of pounds repressing peaceful protest than addressing the legitimate concerns of students, workers and the academic community. It is past due for the university to sit and negotiate with its outsourced workers and end this dispute that has dragged on for almost two years”.

IWGB launches strike ballot at Health Education England — June 27, 2019
Serious issues arising post-TUPE transfer for remaining Cordant security staff — June 21, 2019

Serious issues arising post-TUPE transfer for remaining Cordant security staff

See below for letter from our branch secretary re serious issues affecting Cordant security staff at the University of London:

Dear Ghaz,

I am writing as promised in yesterday’s ICE Forum to flag up a number of extremely serious issues affecting Cordant bench officers following the TUPE transfer of front of house staff.

Since the transfer, Cordant have drastically cut down on the hours of many of their bench team, and have transferred responsibility for allocating shifts to a national call centre and away from the University of London site. In addition, staff are in many cases being advised of shifts on a daily basis, rather than rotas being provided a week ahead.

This of course amounts to breach of contract, as Cordant have either given staff less than their contracted hours OR less than than the hours which they had been customarily working for months or even years.

Furthermore, it is causing enormous amounts of misery and distress – long-standing staff with many dependents have suddenly had their incomes slashed, and have the added uncertainty of not even knowing from week to week what shifts they will be working and when.

Ridiculously there are plenty of shifts to go round – but for some reason Cordant are assigning them to new temporary staff who are completely untrained on site. 

I am also attaching a contract received by one of these officers in September 2018 which (in contravention of the University’s declared policy of ending zero-hours contracts) is for just 336 hours a year – a zero hours contract in all but name. In addition I am attaching a recent message from a Cordant security manager to a guard stating that ‘we are obliged to allocate Bench officers a total of 336 hours annually’. 

This practice by Cordant was meant to have been banned by the University – were you aware that it is still continuing?

These problems have undoubtedly been triggered by splitting the security contract in two, which has meant that staff who previously covered reception duties are no longer allowed to do so. But it has been exacerbated by Cordant’s introduction of temporary staff and removal of rota responsibility from this site.

We have already raised half-a-dozen individual grievances over this matter, and will continue to raise more. However, in order to resolve the situation collective action is needed – namely that the University recognise that Cordant is unfit and unwilling to run the security contract for a moment longer, and bring these officers in-house immediately, with a guarantee that their shifts and hours be respected.


Best wishes
Danny

New officers elected at annual general meeting — June 14, 2019

New officers elected at annual general meeting

Last week (7 June), members of the Independent Workers Union of Great Britain (IWGB) converged on Brixton, South London, for their annual general meeting(AGM). 

Their numbers were swollen by volunteers, employees, activists, supporters and friends, who have witnessed this small but feisty union rise rapidly since its inception in 2012. Over the years IWGB has fought many battles on behalf of its members and is showing how unions can thrive again.  

Among the agenda items for the 2019 AGM were the election of national officers. And the following appointments can now be confirmed:

President: Henry Chango Lopez
General secretary: Jason Moyer-Lee
Vice-president: Max Dewhurst
Treasurer: James Tiplady
Women’s officer: Catherine Morrissey
BAME officer: Muhumed Ali

The meeting was voted a huge success, and the after party too!

IWGB submits FOI request over effects of stress on HEE employees —

IWGB submits FOI request over effects of stress on HEE employees

As the University of London looks to press ahead with its plans to TUPE HEE staff to NHS employment, despite the negative impact on their terms and conditions, we have just submitted the following FOI request. Anyone with any questions drop us a line at uol@iwgb.org.uk.

1.      The total number of UOL employees seconded to HEE in the financial year of 2015.

2.      The total number of days lost to mental health related illnesses amongst UOL employees seconded to HEE in the financial year of 2015.

3.      The total number of UOL employees seconded to HEE in the financial year of 2016.

4.      The total number of days lost to mental health related illnesses amongst UOL employees seconded to HEE in the financial year of 2016.

5.      The total number of UOL employees seconded to HEE in the financial year of 2017

6.      The total number of days lost to mental health related illnesses amongst UOL employees seconded to HEE in the financial year of 2017.

7.      The total number of UOL employees seconded to HEE in the financial year of 2018

8.      The total number of days lost to mental health related illnesses amongst UOL employees seconded to HEE in the financial year of 2018.

Summer Party 8 June / Fiesta de Verano 8 de Julio — June 7, 2019
UCL Provost’s achievements are built on the back of exploitation – letter from our branch secretary to the Guardian — June 6, 2019

UCL Provost’s achievements are built on the back of exploitation – letter from our branch secretary to the Guardian

Dear Guardian Letters Editor,

Michael Arthur may reflect ‘with pride that the university is now on a sound financial footing, with borrowing as a percentage of turnover below the Russell Group average’, but what your article does not mention is that this achievement has been built on the back of massive discrimination against UCL’s outsourced workers, the vast majority of whom are from BAME backgrounds and whose terms and conditions are far worse than those of their mostly white directly employed counterparts.

Nearly all UCL’s cleaners, caterers and security guards receive the legal minimum of holidays and sick pay, and are barred from the generous defined benefit pension schemes available to university staff. While all other adjacent institutions have either brought staff in-house or enhanced their benefits, UCL has steadfastly dragged its heels (despite posting a surplus of £156.4m last year according to its latest annual report). Had Peter Wilby spoken to one of these workers he might well have found a whole host of further reasons for the hostility to Professor Arthur he describes.

Best wishes

Danny Millum

Branch Secretary, University of London IWGB

Read the letter on the Guardian website here.

UCU congress votes overwhelming to support Senate House boycott — May 31, 2019

UCU congress votes overwhelming to support Senate House boycott

The IWGB’s boycott of Senate House, the University of London’s (UoL) central administrative headquarters in Bloomsbury, has been given a boost.

Last week (25–29 May), the University and College Union (UCU) Congress overwhelmingly passed a boycott motion. This means that it is now official UCU policy to NOT attend nor organise any events in UoL’s central administrative buildings until all its outsourced workers have been brought in-house.

The UCU’s support has empowered the mainly BAME cleaners to release a short video asking higher education staff and academics to help their case by supporting the boycott – please check it out here. They have been fighting for some two years for equality of employment.

This level of national solidarity is unprecedented. At the Congress speaker after speaker pledged their support for our workers and Jo Grady, UCU’s new general secretary, also confirmed her commitment to the campaign.

The boycott motion was brought to the UCU Congress because, while the in-house campaign has forced the university to commit to the principle of in-housing, there are still many outstanding issues:

  • only 10% of workers have been brought in-house
  • current plans are so vague that the 90% of workers who are not in-house have only been promised ‘reviews’, some of which will not take place until 2021
  • there are no guarantees that any of these 90%, which includes all the cleaners, catering staff and the majority of security staff will ever be brought in
  • these workers are still being massively discriminated against in terms of sick pay, holidays, pensions and more

In addition, as outlined below, UoL has launched a crackdown on the workers and their union, the IWGB.

University of London crackdown

The university and the outsourced companies have not only refused all offers of talks with the workers and their union – the IWGB – its management has responded by attacking trade union rights. Moreover, it has increased discrimination against the outsourced workers.

First the IWGB’s branch secretary was threatened with disciplinary action for accepting an invitation to attend a seminar to talk about the boycott.

Second, cleaning company Cordant Services introduced a draconian new sickness phone-in policy solely for the cleaners. Rather than reporting to managers or supervisors they must now call a centralised number to report all absences. Failure to do so will result in instant disciplinary action. 

There was just one catch. Many of the cleaners speak little or no English while no-one in the call centre speaks anything but. Listen here as an Ecuadorian cleaner tries to call in sick.

Third, Cordant Security has refused to allow trade union representation for migrant security staff at the university. The company has gone so far as to hire EXTRA security to physically block the IWGB representative from attending a meeting to which he was invited by the worker.

This is all happening at OUR university and is in response to pleas by the lowest-paid and most vulnerable workers in the building to be treated equally.

‘Convenors against outsourcing’ members asked to sign up for the Senate House boycott for the 2019-20 academic year —

‘Convenors against outsourcing’ members asked to sign up for the Senate House boycott for the 2019-20 academic year

Dear all,

We are writing following the UCU Congress last weekend to bring you an update on the Senate House Boycott and to ask for your (continuing) support.

Congress overwhelmingly passed the boycott motion, which means that it is now official UCU policy NOT to attend or organise any events at the central University of London administration buildings (essentially Senate House, Stewart House, Student Central, the Warburg Institute and the Institute of Advanced Legal Studies (Charles Clore House)) until all outsourced workers have been brought in-house.

In addition, University of London cleaners have just released a short video asking for support for the boycott – please check it out here.

The reason the boycott motion was brought to Congress is that while the in-house campaign has forced the University to commit to the principle of in-housing:

  1. only 10% of workers have been brought in-house.
  2. current plans are so vague that all the rest are promised are ‘reviews’, some of which will not even occur until 2021.
  3. there are no guarantees that any of these 90%, including all the cleaners, catering staff and majority of security will ever be brought in.
  4. furthermore, as we outline in more detail below, the University has launched an unprecedented crackdown on the workers and their union.

We are therefore writing to you as signatories of our original letter in support of insourcing and the outsourced workers to sign up to the Senate House boycott for the 2019-20 academic year.

It is important to remember that this is a boycott of the University of London, not the IHR – events of all sorts are being moved from the University, and we are determined to maintain our relationship with the Institute to allow the seminar programme to return once everyone working in the building the IHR is housed in is treated equally. As part of this we have set up a Convenors Against Outsourcing group to provide a conduit between the IWGB union and convenors and are also able to offer help in finding rooms for any seminars which need to relocate.

University crackdown

The University and the outsourced companies have not just REFUSED all offers of talks with the workers and their union, the IWGB – they have responded by attacking trade union rights at the University of London and increasing discrimination against outsourced workers.

First they threatened the branch secretary of the IWGB with disciplinary action for attending a seminar to talk about the boycott.

Second, cleaning company Cordant Services introduced a draconian new sickness phone-in policy JUST for cleaners – rather than reporting to managers / supervisors they were now expected to call a centralised number for ALL absences or face disciplinary action.

There was just one catch – most of the cleaners speak little or no English – but no-one in the call centre speaks anything but. Listen here as an Ecuadorian cleaner tries to call in sick.

Third, Cordant Security refused trade union representation to migrant worker security staff at the University – hiring EXTRA security to physically block entry to a meeting to the IWGB representative.

This is all happening at OUR University – and all in response to the lowest-paid and most vulnerable workers in the building asking to be treated equally.

It is vital that we show that we will not tolerate this – and therefore we are asking ALL seminars to sign up to the Senate House boycott for the 2019-20 academic year. This will force the University to see sense, end its policies of repression and discrimination and return to being an institution that we can all be proud of.

We are asking that you speak to your fellow convenors, confirm that you will be supporting the boycott and if possible volunteer one person from each seminar to join our Convenors Against Outsourcing committee.

Please do let us know if you have any questions at all.

Kind regards,

Dr Dion Georgiou
Convenors Against Outsourcing Group

Background to the boycott
At the central University of London a huge in-house campaign has been raging since September 2017. Security and cleaning staff have held no fewer than 17 strikes, as well as innumerable protests, with students also occupying Senate House in support of their campaign.

The demands of the campaign are simple – for equality of terms and conditions. Currently outsourced workers have much worse holidays, pensions, sick pay, maternity and paternity pay than their directly employed colleagues. They also suffer from vastly higher levels of bullying and harassment from the outsourced companies they work for.

Eighty per cent of these workers are from BME backgrounds. Ninety per cent 90% of the cleaners are women.

The University’s response has been draconian – they have threatened TU activists, allowed their hired goon security to beat students, spent £1.3m in just 6 months on additional security and turned Senate House into a fortress.

The campaign has forced them to commit to the principle of in-housing, but this far only 10% of workers have been brought in-house, and their current plans are so vague that there are no guarantees that any of the others, including all the cleaners will ever be brought in.

To win this campaign the workers need external help, and in December 2018 they called for a boycott of events at the University of London central administration in support of the campaign.

The response has been fantastic – More than 35 Senate House seminars  and 180 events have relocated in support of the boycott and more than 440 academics have individually pledged solidarity. In addition, more than 25 UCU branches have passed a motion of support.

The boycott is working, in that the University is now looking to speed up its in-housing. We are on the verge of winning this campaign and achieving equality and dignity for these workers but without your help many of these gains could evaporate.  

Breakfast with the IWGB! —

Breakfast with the IWGB!

Another week, another breakfast stall! Students, ex-students and IWGB organisers have been greeting outsourced workers at UCL with tea, coffee and pastries one or two mornings each week since last summer. We’d like to express our gratitude to the activists who have shaken off sleep to make these stalls happen, but most of all to the cleaners who have stuck around after work to talk to us about how we can work together to improve their terms and conditions at UCL.

Workers at the breakfast stall in May.

The stalls function as a community hub where strong relationships have developed between workers who might not see each other on shift and between workers and the union. As a result, union membership and solidarity more generally has blossomed among cleaners at UCL. We have been able to solve numerous complaints and grievances brought to us by cleaners at the stalls. At the Institute of Education, for example, cleaners told us about the imminent introduction of clock-in-clock-out fingerprint technology. After a mini-campaign by the IWGB, this was delayed indefinitely.

If you’d like to get involved with the stalls, message UCL Justice for Workers. If you’re in the area, you can find the stalls at the Malet Place entrance to UCL on Thursdays (and at different locations across UCL on Fridays).

Issues relating to the current TUPE transfer – letter from our branch secretary to the University — May 28, 2019

Issues relating to the current TUPE transfer – letter from our branch secretary to the University

Dear Professor Kopelman

I hope this email finds you well.

I am writing to you in order to raise a number of issues related to the recent TUPE transfer of front of house staff from Cordant Security to the University of London. I believe the issues raised below expose the incompetence of outsourced companies but also the lack of willingness of the University of London to commit to a genuine and honest in-house process.

It needs to be clarified to begin with that 90% of the outsourced workers remain employed by external contractors. Despite the fact that the university has maintained that it is ‘committed to the principle of in-sourcing’, it still refuses to make a clear statement committing to transferring the remaining staff into its employment. Understandably, this gives no reassurance to those left out of scope of the transfer.

With regard to the TUPE transfer itself, both Cordant and the University of London have failed to provide the workers affected by the TUPE with clear information on the methodology and criteria applied to define the scope. Instead, the whole process has been characterised by misinformation, incompetence and opacity.

Serious doubts over the information provided by Cordant relating to the transfer were initially triggered by the fact that our President Henry Chango Lopez received a letter informing him of his transfer into the university. This despite the fact that his employment with Cordant had terminated more than a year ago!

Another of our members, a receptionist at IALS, was originally excluded from the process and deemed out of scope by Cordant. She was only reinstated when the IWGB raised a grievance on her behalf.

Another IALS member, who has worked as a receptionist for more than seven years, and who was informed a month ago that her employment was going to be transferred into the University was told the day she went to collect her University of London uniform  that she was considered out of scope and that she would remain outsourced. This case has now been taken to ACAS by the IWGB.

Two further Senate House night receptionists were originally given letters telling them they would be transferred to the University – only to be told casually in person a month later that they were being excluded. They too have now lodged grievances via the IWGB.

I would also like to highlight that despite the University affirming that all ‘front of house’ services would be brought in house, many officers whose EXCLUSIVE duty is to cover reception in the academic buildings remain outsourced and employed by Cordant.

This has led to the ludicrous position that reception positions (for instance in Senate House and Stewart House) which have not been filled by an outsourced member of staff TUPE-ing, and which cannot now be filled by Cordant Security (as they are no longer responsible for reception duties) are instead being advertised via CoSector, as are positions for a porter and a postroom operative.

In addition, these are being advertised as zero-hours posts with sub-London Living Wage pay – in total breach of the University’s commitments on both these issues.

Cordant Security have also failed in their statutory responsibilities in relation to the TUPE re the scheduling of appeals and hearing of grievances. More than 15 affected Cordant Security employees, who have been excluded from the TUPE, have submitted individual appeals more than a month ago and a half ago against their unfair and unjustified exclusion from the transfer. All of them are still awaiting a response from your contractor. Furthermore a number of requests sent to your institution asking for the methodology used to define the scope of the TUPE  have received no answer.

The statutory rights of our members to choose their own trade union representation have also been repeatedly breached.  Despite the fact that both Cordant and the University of London are well aware that a vast majority of outsourced workers belong to the IWGB they have still decided to nominate Unison as employee representatives instead of allowing workers to choose or elect their own.

In addition, during the 121 consultation meetings which have been taking place as part of the TUPE, we would highlight that it has been customary practice at the University of London for outsourced staff attending such meetings to bring a representative of their choice. The UoL IWGB branch secretary has attended those meetings before during previous TUPE transfers. Despite this, our trade union representatives have been informed in writing that they would not be allowed to attend our meetings and were physically prevented from doing so by an agency security officer hired by your institution specifically for that purpose. This occurred even though the letters received by our members informed them of their right to bring a colleague or trade union representative.

Several of our members who have been considered to be in scope and have been brought in house have also informed me that the University of London has provided all of them with a template contract that did not reflect the individual terms and conditions. This is consequence not only of the absence of a genuine consultation process but also to the exclusion of their trade union representatives,  who should have been there to ensure that the information provided by the contractor was correct .

Due to all this more than 40 security officers have raised a grievance in relation to the lack of definition of the scope, the violation of the right to trade union representation and the unfair exclusion of the vast majority of the workforce from the transfer.

In conclusion, it seems clear that the root cause of these issues is the decision to split the Cordant Security contract and exclude the majority of workers from the in-house process. The result of this is:

1.       Cordant have been left to make the decision on who was or was not in scope, when it was in their interest to exclude as many employees as possible. The more employees who remain with Cordant, the larger their profit on the contract.

2.       Services have been split in a way that is not operationally viable – receptionists, the bench team, relief officers and Halls reception staff all provide cover for each other and work across different sites and shifts. By only bringing in-house 13 receptionists the University now does not have enough resource to cover this service, and cannot now rely on the larger pool of staff.

3.       Staff who were previously colleagues have now been divided – with those arbitrarily left out of scope understandably extremely upset and now preparing legal challenges.

4.       Staff and their chosen representatives have not been properly consulted, with the result that the process has been far more stressful and problematic than necessary.

The resolution to all of these issues is straightforward – to act immediately to bring in house the remainder of the Cordant Security contract. We would be happy to work with you and the PFM team to ensure that this happens as smoothly as possibly, for the benefit of both staff and the University.

Best wishes

Danny

Danny Millum

Branch Secretary, University of London IWGB

Academic explains why he is proud to back the IWGB’s University of London boycott — May 24, 2019

Academic explains why he is proud to back the IWGB’s University of London boycott

Dr Dion Georgiou, a senior lecturer at the University of Chichester, calls on academics to “stand in solidarity with cleaners and security staff, and fight precarious employment.”

Writing in the Guardian, Dr Georgiou who has been organising seminars and events at Senate House for more than a decade, said outsourcing has to end and he is proud to back the University of London boycott.

In his article he also points out that universities routinely invest huge amounts in real estate while neglecting to invest in their staff. And commenting on the difficulties the outsourced workers at the University of London have been facing since their campaign began in 2017, he said “… they face an intransigent university management with skewed priorities, whose response has all too frequently blended short-termism with heavy-handedness.

“Refusing to negotiate directly with the workers’ chosen union representatives, it has instead expended heavily on policing the workers’ industrial action and student protests taken in support of them, spending over £400,000 on additional security over a two-month period last year alone.”

Remembering the IWGB members who supported academics who themselves had to take industrial action against their employers, Dr Georgiou said “Last year, while I was stood on the picket line outside King’s College London (where I myself was then precariously employed) during our strike over pensions, IWGB members supported our action, with some refusing to cross UCU picket lines. Now we must stand with them. We are all in this fight together.”

Read the full article here.

Campaigners against outsourcing take their battle to the Palace of Westminster —

Campaigners against outsourcing take their battle to the Palace of Westminster

The battle for the outsourced workers at the University of London (UoL) has entered the lofty corridors of the House of Parliament. 

This week (22 May), members of the IWGB union joined a panel led by Shadow Chancellor John McDonnell MP to discuss how outsourcing is used to drive down working conditions and what can be done to fight back.

As well as John McDonnell, speakers included Maritza Castillo Calle, IWGB’s UoL’s branch chair, Liliana Almanza, union representative and cleaner. They were joined by Katie Leslie, London south branch secretary of the Public and Commercial Services Union (PCS) representing staff at Business Energy and Industrial Strategy, and representatives from the National Union of Rail, Maritime and Transport Workers (RMT).

Since 2017, IWGB has been campaigning for UoL, one of the UK’s largest university in terms of student numbers, to end outsourcing and directly employ the workers who provide cleaning, catering, security and other services.

Outsourcing is one of the underhanded methods used by employers for decades to drive down our employment conditions. By using middlemen in the form of outsourcing companies such as Cordant, employers are able to offer some workers far worse pay, holiday entitlements, sick pay and pension contributions. 

But the abuse doesn’t stop there. The unaccountable nature of outsourcing companies means the workers (who are often from minority ethnic and migrant backgrounds), employed by them are much more likely to suffer from bullying and discrimination. 

But recent years have seen outsourced cleaners, security officers, receptionists and catering staff, win a number of important victories that have pushed back against some of the worst abuses of the outsourcing industry. 

At the event in Westminster, Maritza Castillo Calle and cleaners’ representative, Liliana Almanza, spoke movingly about their experiences as outsourced migrant workers, and how they had been empowered by joining a union. John McDonnell pledged his support to end outsourcing in general AND for the Boycott Senate House campaign in particular.

Workers from other outsourced campaigns also spoke, including the representatives from the PCS and RMT unions. All committed to building closer links between unions to strengthen the fightback.





Couriers working for The Doctors Laboratory strike over pay and conditions — May 17, 2019

Couriers working for The Doctors Laboratory strike over pay and conditions

On Thursday and Friday next week (23 and 24 May) medical couriers at The Doctors Laboratory (TDL) will be going on strike, and IWGB members are encouraged to show solidarity for our cycle couriers who provide blood delivery services to more than 50 NHS and private hospitals on behalf of this private company.

The focus of the action will take place at TDL’s Euston Road headquarters (95 Euston Rd, Kings Cross, London NW1 2RA) from 7.30am–1.30pm on both days. However, the main event that as many people as possible are being encouraged to attend will be from 12 noon–1.30pm on the Thursday. A range of speakers have accepted invitations to take part. 

All sorts of activities are lined up for the two days and a Facebook event “SAVE LIVES NOT PENNIES” has been launched. IWGB members are urged to show their support at this Facebook page, which will reassure and empower the workers taking part in the strike – a decision that was not taken lightly.

After years of mistreatment TDL couriers unionised in 2018 in the hope of achieving better working conditions and an increase in pay that had stagnated for years. The IWGB has been engaged in talks with TDL for the last year, but the company has done everything it can to delay negotiations and has continued to treat the couriers with contempt. 

Indeed, TDL decided to cease negotiations and instead pursue forced employment on its self-employed couriers which would mean huge pay cuts. This was the final straw. The couriers decided there was no other option than to ballot for a strike with 84.6 per cent voting to take industrial action.

A large part of TDL’s ridiculous wealth is founded on the dismantling of the NHS through privatisation. As the NHS is slowly broken down TDL hoovers up services and transform them into huge profit for the senior management and shareholders.  

TDL’s refusal to meet the workers’ demands for modest increases in pay is in sharp contrast to the generous pay rises it has given its top two executives. They earned a combined £2.6 million in 2017with the highest paid director doubling his pay since 2013 to £1.6m,far more than any NHS manager. The company’s Australian owner, Sonic Healthcare, has received £60 million from the business over the last 5 years. While this company is turning over such astronomical profits, it is looking for ways to squeeze the long-serving, hardworking couriers.

As Alex Marshall, a TDL courier and IWGB member, said: “While TDL investors and managers get fat off NHS contracts, the couriers that risk their lives every day to deliver emergency blood and pathology samples are being left to suffer under a regime of pay cuts and neglect.”

Huge victory at University of London as first workers come back in house! —

Huge victory at University of London as first workers come back in house!

Next week marks a watershed moment in IWGB’s ‘back in house’ campaign as the first outsourced workers will formally be transferred to University of London employment.

Selected members of staff from reception, portering, postroom and audio-visual support will be the first in 20 years to reverse the trend of outsourcing at UoL.

This is a huge victory for the workers’ campaign as just two years ago the University refused to discuss the issue of in-housing, claiming that issues with the workers’ employment conditions were not a matter for the University to consider.

In recent communications to directly employed staff, the University has changed its line and sought to claim credit for the decision to bring the workers in house and for the beneficial effects of doing so. But it won’t be forgotten that the decision to bring these workers back in house comes after a huge campaign and massive pressure applied to the University by the workers and their union, IWGB!

IWGB has now been able to scrutinize the terms and conditions of incoming workers’ contracts and confirm that existing working patterns will be respected while everyone will be entitled to the University’s pensions, sick pay, annual leave and other benefits such as closure days – all of which mark a significant improvement on terms and conditions available to outsourced staff.

“This is an incredible day for us,” said Abdul Bakhsh, one of the affected workers and UoL IWGB Vice Chair. “We are finally getting what we have been asking for – to be treated equally with our colleagues at the University.”

But workers are determined to carry on the campaign until all their outsourced colleagues are brought in-house: the number transferring on 20 May is a tiny proportion of affected staff. The University maintains in communications that it is ‘committed to the principle of in-sourcing’ but still refuses to make a clear statement committing to transferring the remaining 200+ staff into its employment. Understandably, this gives no reassurance to those left out of scope. The workers will fight on until the campaign is won!

Have you made your check call??? — May 16, 2019
AGM and end of year celebration for IWGB’s University of London branch — May 10, 2019

AGM and end of year celebration for IWGB’s University of London branch

The IWGB’s annual branch meeting on 27 April, was attended by a capacity crowd at SOAS in London’s Bloomsbury.

It was the once-a-year chance for members to find out everything the branch had done in the last action-packed year; approve the union’s finances, stand for election, vote for our officers, and make plans for next year.

Voting for officers at 2019 AGM

Just as important though, it was an opportunity to meet with colleagues, and to show their appreciation for the tireless volunteers and activists whose vital day-day-day role is instrumental in helping the union give its members a voice.

The AGM reflected the international make-up of the union at the most basic level. Conducted in English and Spanish (Spanish and English lessons are offered free of charge to all members), it demonstrated the power of unity and cohesion among its supporters.

Arguably the most important date in the branch calendar, the AGM was celebration of a highly democratic organisation that is doing something new, demanding national institutions do the same.

Ballots resulted in a refreshed line-up of officers and representatives. The new officers are as follows:

Delegates for central union AGM

  • David Kalanzi
  • Adbul Bakhsh
  • Joe Trapido
  • Rebecca Dooley
  • Catalina Punguil
  • Marty Steer
  • Talitha Wachtelborn
  • Jose 
  • Mark Murphy
  • Franki Cunha

Branch officials 2019

  • Chair: Maritza Castillo Calle
  • Secretary: Danny Millum
  • Vice chair: Abdul Bakhsh
  • Assistant secretary (job share): Rebecca Dooley and Mark Murphy
  • Treasurer: Lindsey Caffin
  • BME officer: David Kalanzi
  • Women’s officer: Talitha Wachtelborn 
  • Recruitment officer: Abubakar Mohamed
  • Education officer: Jamie Woodcock
  • H&S officer: Jonathan Blaney
  • Campaigns officer: Joe Maggs
  • Trustees: George Orton and David Kalanzi
Serious concerns re the ongoing TUPE process for Cordant staff — May 9, 2019

Serious concerns re the ongoing TUPE process for Cordant staff

Danny Millum, secretary of the University of London’s (UoL) branch of the Independent Workers Union of Great Britain (IWGB), locked out of Transfer of Undertakings (Protection of Employment) Regulations (TUPE) meeting between UoL’s contractor Cordant, and IWGB member. See below his letter to UoL’s director of property and facilities management, which raises some serious concerns about this denial of an employee’s right to be accompanied to such meetings by a ‘representative of their choice’.

Dear Ghaz

I am writing following an incident on Tuesday to raise serious concerns with regard to the ongoing TUPE process.

As you will be aware, as part of this process Cordant have been conducting 121 consultation meetings with transferring staff.

It is normal practice at the University of London for outsourced staff attending such meetings to bring a representative of their choice. I have attended dozens of such meetings in the past, as part of TUPE transfers from the University to Balfour Beatty, as part of the transfer from Cofely to Cordant etc. The union affiliation of the rep has NEVER been an issue.

Furthermore, the invite letters stated that ‘You will also have the right to be accompanied to the consultation with [sic] a fellow employee or trade union official.’

Even more egregiously, this would never be an issue for a direct employee, who would always be allowed a rep of their choice at any meeting of this sort.

Obviously, these are very important meetings, and it is very important that these workers be able to be accompanied by someone that they trust and have chosen themselves.

Despite all of the above, when members notified Cordant that I would be accompanying them, the response from Darren Cox (Operations Manager) was to inform them that I would not be allowed to attend, but that should they wish to be accompanied by a Unison rep he could help arrange this.

I wrote to Mr Cox and made the points above – to which he replied that he was acting on advice from Cordant HR.

I confirmed that nevertheless I would be attending.

On Tuesday I arrived at Stewart House basement with my member only to be confronted by a security officer who refused to allow me entrance to the corridor outside the room where the meeting was to take place. When I asked him on what authority he was denying me access, he told me it was neither Cordant nor the University of London, but that he had been given these instructions by his manager. He refused to tell me what company he worked for.

After explaining to him the situation and still being denied access myself and the member left.

I would like to put on record that I consider this behaviour to be completely unacceptable – for all the reasons above, my presence was completely legitimate. Furthermore, it is clear that the member concerned, a vulnerable migrant worker for whom English is a second language, was denied their right to a representative of their choice for a meeting of the utmost importance, an experience which they found extremely distressing.

The importance of having a rep present was confirmed when I spoke to another member who had attended the meeting alone – they were asked to sign a form giving permission for Cordant to pass their personal details to the University. When they asked what details were involved, they were told that this could not be specified, and then pressured to sign anyway, which they did despite having strong reservations.

Workers have been therefore left in a nightmarish scenario where either they take part in a meeting they are not properly equipped for OR refuse to take part and therefore leave part of the TUPE process undone.

I would like to know:

1. If the University signed off on this behaviour on the part of its contractor?
2. Who is paying the bill for the additional security officer employed solely to exclude me from these meetings?
3. That now the University is aware of this situation it will commit to ensuring that all workers get the representative of their choice at these 121 meetings?

Could you please respond to me as a matter of urgency as the date of transfer is rapidly approaching?

Best wishes

Danny

Office warming – Sat 4 May! All welcome! Todos bienvenidos! — May 2, 2019

Office warming – Sat 4 May! All welcome! Todos bienvenidos!

After lots of hard work from our amazing employees our new office is finally up and running! So please come and see it yourself and meet the IWGB office team on Saturday 4 May from 16:00 – 18:00.

There will be soft drinks and nibbles, and we will move to a close-by pub afterwards.

Address: St. Margaret’s House, Room 1, 15 Old Ford Road, Bethnal Green, E2 9PL.

2 mins from Bethnal Green underground station.

Looking forward to seeing you all there!

Hola a todos!! Despues de un trabajo arduo de nuestros maravillosos empleados, nuestra nueva oficina esta finalmente lista! Así que por favor vengan a verlo por ustedes mismos y conozcan a nuestro equipo de trabajo de la oficina de IWGB este sabado 4 de mayo de 4pm-6pm.

Habra bebidas y bocadillos. Despues de eso estan invitados a ir a un pub cercano.

Direccion: St. Margaret’s House, Room 1, 15 Old Ford Road, Bethnal Green, E2 9PL.

2 minutos de la estacion de metro de Bethnal Green. Los esperamos a todos!

Call for action over ethnicity and gender bias in UoL holiday allowances — April 17, 2019

Call for action over ethnicity and gender bias in UoL holiday allowances

Our branch secretary has written to the University to raise once again the issue of the discrepancy in holidays between 1-6 and 7-10 staff, and to call for immediate action! Happy Easter!

Dear Mark and Simon

I am writing with regard to the issue of the disparity in holiday allowances between staff on grades 1-6 and those on 7-10.

As you know, staff in the latter group receive 3 days more annual leave per annum than those in the former.

This is not just unfair, but I believe it raises issues of race and gender discrimination, as BAME staff and women are disproportionately represented among grades 1-6.

This was originally raised at the ICE Forum a year ago (see here for the full document submitted then)  but no action has yet been taken.

Could you please get back to me and confirm that the University will be taking steps to resolve this issue, and the timescale in which it will be doing so?

Best wishes

Danny

Your union needs you – AGM Saturday 27 April! — April 9, 2019

Your union needs you – AGM Saturday 27 April!

All University of London IWGB members are invited to our Annual General Meeting (AGM), which will be held on Saturday 27 April at 2pm. It is the most important date in the branch calendar and we urge everyone to make the effort to attend. Food and drink will be provided.

It is your once-a-year chance to:

  • find out everything the branch has done in the last action-packed year
  • approve the union’s finances
  • meet colleagues from across the branch
  • stand for election and vote for our officers (see full list of current officers and posts)
  • thank our volunteers and activists
  • make plans for the next year

Venue: SOAS Main Building, Room B103, 10 Thornhaugh Street, Russell Square, London WC1H 0XG .

The nearest tube station is Russell Square, and the 59, 168, 68, 91 and 188 buses stop nearby.

More information about the AGM and how to stand as an officer, is available from jordilopez-botey@iwgb.co.uk.

A reasonable approach – IWGB offers negotiations on in-housing — April 3, 2019

A reasonable approach – IWGB offers negotiations on in-housing

Our branch secretary Danny wrote today to the VC and the heads of SAS:

Dear Peter

I am writing to you and to the SAS Directors with regard to the ongoing in-house campaign and boycott of Senate House

SAS have indicated to us and to the campaign on numerous occasions the extremely serious impact the boycott is having on the School, particularly if it continues into the long term.

The University meanwhile has reiterated that the wellbeing of the School is a top priority.

It would therefore make sense that if there were a course of action that could lead to the boycott being lifted the University should take it.

We want to make clear that this course of action is available – we are offering direct negotiations with the outsourced workers and their chosen union which could start immediately. Only through negotiation will we find a solution that will convince workers to call off the boycott. Once an agreement is reached, the boycott will be lifted.

If the University wishes to find a way to resolve this issue and has the interests of the School at heart, all it needs to do is accept this offer, which would cost it nothing.

We are looking forward to your response, and moving forward with a solution that will benefit everyone at the University in the long term.

Best wishes

Danny  

IWGB raises grave concerns with in-housing TUPE process —

IWGB raises grave concerns with in-housing TUPE process

The first phase of in-housing at the University of London has now begun.

After 18 months of campaigning by outsourced workers, around 10% of them are now scheduled to become direct employees of the UoL on 20 May 2019.

The group selected for inclusion consists of porters, postroom staff, AV technicians and receptionists.

Notwithstanding the fact that 90% of outsourced staff still have no guarantees as to their fate, even those who should have been included in this first phase have found this to be a confusing and stressful process.

Meetings have been scheduled at the last minute, with little information given and no allowance made for language issues.

Even more worrying, there has been no clarity as to who should and should not be included in the process, with many of those receptionists who should fall within the scope of the TUPE not having received letters of notification. The IWGB has already received 10 such complaints, and this far Cordant have not responded to any of the workers who have raised this.

The IWGB’s position is clear – any worker illegally left out will have our full support in challenging the process AND until the other 90% of affected workers are brought in-house the campaign will continue to escalate.

Hasta la victoria siempre!


The weighting game — March 28, 2019

The weighting game

A successful 2014/15 London weighting (LW) campaign by the IWGB ended with the University of London agreeing a gradual increase so that on 1 August 2018 the annual allowance paid to staff would total £3,500. Matter closed.

However, a clause in the original agreement left the door open for the LW issue to be revisited if the London Living Wage (LLW) went up by more than 6% by 2018. And guess what? In November 2017, the LLW rose 11.5% on the 2014 rate so in July 2018 we brought this to the attention of the university director of HR, Simon Cain.

Eight months later, we are having to broach the subject again. See below for the latest letter to Simon Cain from our Information and Consultation of Employees (ICE) representative.

Dear Simon

I am writing to follow up on our earlier correspondence relating to the issue of London weighting.

As the university itself agreed to tie further discussion of the level of London weighting to the rise in the London Living Wage (LLW) – both of which being intended to reflect the rising cost of living in London – our position is clear. The London weighting allowance should be increased to bring it in line with the increase in the LLW over the period since 2014, with a guarantee going forward the two measures will continue to rise in tandem.

Our contention remains that this matter is salient to the ICE forum, and as a consequence we wish it to be added to the agenda for the April meeting.

If you could confirm this and your attendance at this meeting so that a meaningful discussion can take place, that would be much appreciated.

Best wishes,
Catherine
IWGB ICE Rep for UoLW

Hunter gatherers, Candy Crush Saga and excess workload at the University of London — March 24, 2019

Hunter gatherers, Candy Crush Saga and excess workload at the University of London

Many of us working at the University of London feel pressure at the moment to work extra hours beyond their contracts to meet increasingly burdensome demands and expectations, and it is sometimes difficult to take a step back and realise that this is a) not necessary and b) not something you need to put up with in silence!

If in the basement of Senate House you should come across the skeleton of a woman that’s about 10,000 years old you might idly wonder if she belonged to a hunter-gatherer group or a farming community that grew grain. Simply examine the skeleton’s back, knees and toes: if they’re deformed it’s because the woman spent many hours rocking back and forth grinding grain, to give her severe RSI.[1]

It’s widely accepted that the gradual move from a mixed lifestyle of hunting and harvesting to the backbreaking raising of a monocrop was a terrible deal for humans. Hunter-gatherers were healthier, bigger and less prone to disease than their counterparts. Their lifestyle was more varied and, arguably, more skilled. Long hours doing the same thing are bad for us physically, mentally and emotionally.

In modern times we can congratulate ourselves on many achievements: The Daily Mail, Candy Crush Saga, BaeWatch. How do our working lives compare with the hunter-gatherer? The University of London is obviously not the worst place in Britain to work: just ask fruit pickers, workers in massage parlours who rely on tips, or many others. But owners of massage parlours do not generally crow about work-life balance so perhaps we can and should hold UoL to a higher standard.

The University has, for several years, operated a “recruitment chill”. This normally means that if someone leaves they are not replaced for a minimum of six months. Who does their work? Who do you think? Were these colleagues previously sitting around looking to fill their time? Scarcely. Were they already in fact overworked? You betcha. The recruitment chill should more honestly be called the Exploit Existing Workers Doctrine.

A number of people in my department regularly work more than 70 hours a week. Because they love the job? Not so much. Chronic under-resourcing means they have to do it or everything would break down (and they would be blamed for it). What’s being selected for here is goodwill and self-sacrifice. Those who won’t do it will leave or push work onto others. A cash- and resource-rich institution is making its most dedicated workers ill through excessive hours in the name of “bearing down on costs” or similar self-serving nonsense.

Leaving aside the morality of this, it’s nonsensical on a practical level. It is well known that the quality of work falls as people become more and more tired. That’s kind of obvious but Quartz recently reported on a study that shows how quickly this happens.[2] If the eight-hour work day produces low-quality work what effect is the recruitment chill having, on top of all the other extra loads being rammed onto our shoulders?

If you want a quick way to know if an institution actually cares about the quality of work being done there look no further than open-plan offices. These are such a bad idea that kids today probably learn “don’t work in an open-plan office” from their parents at about the same time they learn “don’t drink bleach”. Open-plan offices reduce work and reduce communication between colleagues; the only thing they increase is sickness rates. [3]

Despite this the University has put a lot of effort into creating a giant open-plan office in Senate House’s basement. In a gesture of solidarity the managerial elite of the University have moved down there too. But open-plan is especially harmful for deep, thoughtful work, so the output of our senior managements remains unaffected.

If anyone complains about this situation the managerial response varies between sympathetic head-nodding, which does very little to reduce anyone’s workload, and injunctions to think creatively about that workload, to ensure that you are working smarter not harder. To be fair the mantra work smarter not harder is pretty useful: it tells you that the person saying it is an imbecile whose views can be conveniently ignored.

If there are any humans left in 10,000 years’ time they can examine our skeletons. If they’re deformed in the hands, wrists and shoulders it’s because of RSI, produced by long hours at a computer or tablet. I don’t think they’ll be able to tell if we were working smarter not harder.

Are you forced to work beyond your contractual hours because of workload? You’re not alone. Contact uol@iwgb.org.uk if you want to discuss this issue in confidence.

1. James C. Scott, Against the Grain, p.83.

2https://qz.com/work/1561830/why-the-eight-hour-workday-doesnt-work/

3. See, for example, https://m.signalvnoise.com/the-open-plan-office-is-a-terrible–horrible–no-good–very-bad-idea/, or just ask your parents if going open-plan/drinking bleach is a smart move.

University of London’s victimisation of IWGB member causes ‘grave concern’  — March 22, 2019

University of London’s victimisation of IWGB member causes ‘grave concern’ 

Danny Millum, secretary of the University of London’s (UoL) branch of the Independent Workers Union of Great Britain (IWGB), has been reprimanded, in writing, by his employers for accepting an invitation from seminar convenors to discuss the union’s ‘Boycott Senate House’ campaign. 

Below, Rebecca Dooley, an IWGB activist and member of UoL’s Information and Consultation of Employees forum, calls out Professor Rick Rylance for singling out and victimising Danny for his trade union activity. In his 5 February letter the dean of the School of Advanced Study where Danny has been a loyal employee for more than 13 years, made it clear he would not hesitate to instigate disciplinary action in the future.

Dear Professor Rylance, 

I am writing in my capacity as the assistant secretary of the University of London IWGB. I am assistant to our branch secretary, Danny Millum, and I am writing with regard to the letter that he received from you regarding his attendance at an IHR seminar. 

I write with grave concern, as both an employee of the University and as a committed trade union member and activist, that Danny is being singled out and victimised for his trade union activity, despite being an exemplary employee of the university for many years. I am a member of the ICE forum and have publicly stated on more than one occasion at those meetings that the university has recently been showing a degree of disdain towards the IWGB and its members as a result of our in-house campaign, and I fear that this attitude towards our union is now manifesting itself in very real ways in potential disciplinary action against a valued employee.

I would ask you at this time why it was deemed necessary to take such action against Danny for his attendance at this seminar? Whilst I do note that your letter states that no action is being taken, the very fact of it being a formal letter, from yourself, copied to senior management, seems to say the complete opposite. 

For something that I think many would consider to be a very minor matter, this seems to be a wholly excessive response, designed to intimidate Danny into reigning in his trade union activity. The work of union representatives is vital for maintenance of a safe and secure workforce and those who choose to undertake this work (often giving up vast amounts of their free time, unpaid) should be able to do so without the fear of reprisal from their employer.

Kind regards,

Rebecca Dooley

University cleaners unhappy about the use of biometric clock-in — March 19, 2019

University cleaners unhappy about the use of biometric clock-in

University College London (UCL) cleaners are protesting against the introduction of a biometric time management system that is being forced on them. 

The cleaners, who are employed by Sodexo, say the technology will infringe their rights and have written to Sodexo and UCL to express their unanimous opposition. They also confirm that 100% of those who attended a meeting to discuss the plans to introduce this technology voted in favour of strike action.

IWGB and UCU, the unions supporting the cleaners, said that to date neither UCL nor Sodexo have responded to their letter (see copy below) or made any attempt to answer any of the queries raised.

They said it is “extremely disappointing that Sodexo and UCL seem to have such a lack of concern for the opinion of their cleaning staff and these potential breaches of GDPR and the Biometric Privacy Guidelines.”

The matter has now been raised with the University Council and passed to the IWGB’s legal department.

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UCL security officers detail “serious issues” relating to outsourcing contractor — March 11, 2019

UCL security officers detail “serious issues” relating to outsourcing contractor

Nearly 100 security officers working at University College London have signed an open letter to the University Council drawing its attention to extremely serious issues relating to Axis, the university’s outsourcing contractor.

Dear Professor Arthur,

We are writing as security officers currently employed by Axis on the University College London contract to bring to your attention and that of the wider UCL community the conditions, which those staff who keep your buildings and people safe currently endure.

The security contract was taken over by Axis on 1 November 2018, more than four months ago. We consider this to have been a probationary period, and one which they have unfortunately failed, as a result of their inability to resolve the following issues:

1. Loss of personal data

As part of the TUPE process when an employee moves over to a new company they are asked to supply a comprehensive schedule of data. This includes bank details, copy of passport, national insurance number, full name, addresses in the last 5 years and other biographical details.

Guards provided this information to Axis (in hard copy), only to be later contacted and asked to supply data that had already been provided. We estimate around 70% of the guards were asked to resupply data, including passports and bank details.

We believed that Axis had lost a quantity of the hard copy data we had given them, and this was confirmed in an email by an Axis manager in response to union enquiries. Despite this, Axis have subsequently denied losing the data and claimed that it had just not been sent in the first place by the guards.

Not only the loss of this data extremely serious, but the fact that Axis have chosen to blame officers and cover up the truth makes them unfit to hold this contract. The matter has now been referred to the Information Commissioner’s Office (ICO).

2. Loss of all holiday information

Despite Axis having had 3 months prior to the 1 November 2018 transfer to shadow the outgoing contractor (CIS), they made the astonishing revelation after the handover that they had not obtained any of the holiday records for the 200 or so officers who had TUPE’d from CIS.

Quite simply, this meant that they had no record of the holiday that had already been taken that year, and no way of knowing what their officers were entitled to. When this came to light, rather than take responsibility for the situation, they blamed CIS.

We believe that it is one of the basic requirements of an employer to be able to handle holiday issues, and would add that the failure to flag this up prior to handover casts grave doubts on the capability of the UCL facilities team tasked with overseeing the transfer.

3. Failure to pay holidays correctly, as well as other pay problems

As a consequence of the above, the payment of holidays to Axis staff has been utterly chaotic for the last 4 months. Issues regarding holidays and pay break down into a number of categories:

  • Paying guards at a rate lower than their usual hourly rate.
  • Holiday pay missing completely from pay.
  • Paying holiday at less than the 12 hours that they work in a shift.
  • Not recognizing the correct number of holidays a guard had remaining for the pay year.
  • Not recognizing when guards had been given permission to carry over holiday from the previous year by the previous security company.
  • Guards unable to book holiday on the company’s holiday system (Timegate).
  • Guards being placed for months on the wrong tax code, in some cases depriving them of thousands of pounds.

For December alone, the IWGB union reported more than 30 cases where errors had been made, and there were doubtless many more errors, which were not brought to their attention. That this should occur for one month is shameful. That four months after the contract was taken over by a company that boasted of their record of low payroll issues guards should continue to be underpaid on a regular basis is unacceptable.

Indeed, given the frequency of these payroll errors for a predominantly BAME outsourced workforce versus the virtually zero rate of error for mostly white in-house staff, this constitutes indirect discrimination.

It should be re-iterated that we (with cleaners and caterers) are the lowest paid staff in the University – one missed or reduced wage packet can lead to direct debits bouncing, mortgage payments failing and overdraft charges being incurred. It is a scandal that this has been allowed to occur with nothing more than a shrug of the shoulders from UCL.

4. Failure to communicate

Since taking over the contract, the communication from Axis has been extremely poor. Some key examples of this are:

  • Failure to remedy mistakes. Despite the fact that they must have realised that they did not have the correct holiday information for any of their guards (see above) Axis made no effort to contact them. When the IWGB flagged this up, they then promised to send a letter to all staff to elicit the relevant missing information. No such letter was sent – and when challenged on this Axis first lied and claimed it had been, and then when confronted with the truth said they had email ‘some’ of their staff.
  • Lack of response. Axis managers often do not reply to or even acknowledge emails. Staff were constantly being told another manager is dealing with a problem, or that they need to talk to head office, who then passes them back to a site manager. Now they have one manager to deal with problems, but it took too long to appoint and communicate this to the guards.
  • Passing the blame. First of all they blamed CIS, the previous security company, saying that they had not supplied the information they were required to supply, or that it was just inaccurate. They seemed to suggest that the very guards who they were failing to pay properly were LYING about having supplied information to them and about the details of the holiday entitlement. They hinted that individual CIS managers, some of whom themselves were TUPE’d over to Axis, were taking actions designed to sabotage the handover. This is very subjective, but they seemed, at times, to suggest that UCL had not told them everything they should have been told before tendering for the contract.
  • Failure to honour promises. At and IWGB meeting on 9 January with Mark West and Lesley May we asked Mark and Lesley to request Axis send a written apology to each guard’s home address, as a first step in winning back the guard’s confidence in Axis. They promised this would happen. We assume Mark and Lesley relayed our request. A letter was sent, but it did not contain anything we believe could pass as an apology. Finally an email containing an apology was sent – on the 5 February, nearly a month later.

5. Failure to provide uniform

Despite the contract having been in place for more than 4 months, many security guards at UCL are still without proper uniforms. Some guards are still wearing CIS uniforms, while others have had to purchase their own garments have been issued with inappropriate items for their gender. This has been flagged up by guards on many occasions but without resolution.

6. Worst terms and conditions of security staff in the whole of Bloomsbury

The terms and conditions under which security at UCL work are a disgrace to the institution. Security are the lowest paid staff (along with cleaners and caterers) and work extremely long hours. We do not have work related pensions (only have the Statutory Enrolment Pensions).

Unlike outsourced security in other Bloomsbury universities, UCL guards receive only the statutory minimum 28 holidays (in-house staff get 41), and just 4 weeks company sick pay (in-house staff get 6 months full and 6 months half-pay). In addition many security guards (working 3 on 3 off etc) are only receiving 22 days holiday, not 28.

There are no additional payments for overtime, whether that be at weekends or nights.In addition, staff are forced to stand outside without relief for huge stretches of the day, and breaks are frequently missed or delayed.

While Axis have failed to resolve these issues, it is at least fair to say that many of them pre-date them. The issue here lies with the very nature of outsourcing itself, which is a cruel, inhuman and discriminatory way for a supposedly progressive institution like UCL to avoid its responsibilities to its most vital workers.

As a consequence, we would contend that although Axis are demonstrably unfit to run this contract, these problems would exist to a greater or lesser extent under any outsourcing company (under CIS payroll problems were rife, as was the rapid turnover of managerial staff which continues to hamper efforts to run a competent service).

UCL therefore does not just need to cancel this particular contract (re which, if the above evidence is not enough, the IWGB can provide copious detail on Axis’ failings and incompetence) but to end the process of contracting out entirely, and restore security to their rightful place as UCL employees, with the humane treatment and decent terms and conditions this implies.

We are calling on you too make this decision as soon as possible – before UCL’s reputation is permanently tarnished before the wider world and its security staff lose their patience entirely.

Best wishes,

Your security guards

University of London contractor delays paying staff the London living wage —

University of London contractor delays paying staff the London living wage

In December 2018, a group of city investors wrote to listed firms urging them to pay all employees a living wage, which in London is £10.55 and hour.

Coordinated by the Share Action campaign group, the letter pointed out that “paying the living wage to all staff and contractors is the hallmark of a responsible business.”

What pity that Nurture, the gardening outsourced company contracted to look after the University of London’s (UoL) grounds at Senate House, doesn’t buy into that “responsible business” sentiment.

The living wage is a powerful weapon against poverty. Yet, nearly four months after the London Mayor announced a new London Living Wage of £10.55 per hour (an increase of 35p per hour) some of the staff employed by Nurture are still being paid at the old rate.

Hopefully that will change now that the secretary of the UoL branch of the Independent Workers Union of Great Britain (IWGB) has sent the company a gentle reminder (see below).

Dear Greg

It has been brought to my attention that some staff employed by Nurture on the University of London contract are being paid below the London Living Wage (LLW) rate of £10.55 an hour.

As you are aware, Nurture is obliged under the terms of its contract to pay the LLW as a minimum.

Can you confirm that this will be corrected with immediate effect, and back-dated to November?

Best wishes,

Damning report into outsourcing at University of London released today — March 8, 2019

Damning report into outsourcing at University of London released today

World renowned research NGO Corporate Watch has today released a damning report into the University of London’s outsourcing plans.

Outsourced workers at the University of London have been campaigning for an end to outsourcing since September 2017. Despite countless strikes, protests and a boycott of the university which was launched last year, the university has only agreed to bring in-house around 35 of a total of more than 250 outsourced workers that work at its premises.

The Corporate Watch report found that: 

  • the university has substantial cash reserves, with £45 million in the bank. 
  • financial problems used by management to argue against in-housing have been a direct result of their own expansion strategy. 
  • many of the staff at the consultancy chosen to review the costs of in-housing used to work for outsourcing companies.
  • The University of London has refused our Freedom of Information request for a copy of that review. Similar reviews by other universities found in-housing would not be significantly more expensive.

The report can be found here

For more information:

Emiliano Mellino, press officer
press@iwgb.co.uk


GUARDE LA FECHA – AGM, SÁBADO 27 DE ABRIL — March 7, 2019

GUARDE LA FECHA – AGM, SÁBADO 27 DE ABRIL

La reunión general anual de la Rama Universidad de Londres de este año tendrá lugar el sábado 27 de abril, ¡y todos los miembros están invitados!

Esta es una oportunidad de escuchar todo lo que la sucursal ha hecho en el último año (¡cuando hemos crecido a más de 600 miembros!), Elegir a los oficiales para el próximo año y comer algunas empañadas …

Todos los detalles para seguir, ¡pero por favor póngalos en el diario ahora!

Cualquier pregunta a uol@iwgb.org.uk.

SAVE THE DATE – AGM, SATURDAY 27 APRIL — March 6, 2019

SAVE THE DATE – AGM, SATURDAY 27 APRIL

This year’s University of London Annual General Meeting will take place on Saturday 27 April, and all members are invited!

This is your chance to hear about everything the branch has done in the last year (when we have grown to over 600 members!), elect officers for the next year and eat some empañadas…

Full details to follow – but please put in the diary now!

Any questions to uol@iwgb.org.uk.

No to the fingerprint! Joint letter of protest from UCU and IWGB —

No to the fingerprint! Joint letter of protest from UCU and IWGB

The IWGB and UCL UCU have written jointly to Sodexo and UCL in protest at their plans to introduce biometric testing for cleaners at UCL – full letter below!

We are writing in response to the announcement by Sodexo that the company plans to introduce a Time Management System using biometric technology for cleaners employed on the UCL contract.

Both we and the affected workers (many of whom are members of the IWGB union) believe that this proposal is ill-considered, discriminatory and likely to be in breach of the Biometrics Institute’s2017 Biometric Privacy Guidelines, as well as the UK’s 2018 General Data Protection Regulation (GDPR) with regard to the principle of proportionality.

These workers are already the most heavily scrutinised in the University. They have passes in order to clock in and out, as well as a signing in book, and their supervisors control their entry to and exit from work. The introduction of additional monitoring systems is out of step with contemporary practice in relation to cleaning jobs in buildings of this type, and therefore excessive.

We are therefore calling on Sodexo and UCL to halt the implementation process immediately, and to provide answers to the following questions:

1)      Why is this system being introduced for cleaners, but not for any other group of staff working at UCL?

2)      Why is it being introduced at UCL and not at other comparable institutions (indeed, plans for a similar system at Birkbeck were recently abandoned)?

3)      Given the disproportionate number of BAME staff working on the cleaning contract, has an Equality Impact Assessment been conducted to ensure that these plans are not in breach of the Equalities Act 2010?

4)      Can Sodexo please provide references to their own policies to show that they have addressed the following guidelines as laid out in the 2017 Biometric Privacy Guidelines?

i)        Principle 1 Respect for Individuals/Data Subject Privacy

ii)       Principle 2 Proportionality

iii)     Principle 3 Informed Consent

iv)     Principle 4 Truth and Accuracy in Business Operations

v)      Principle 5 Protection of Biometric Data Collected

vi)     Principle 6 Complaints and Enquiries

vii)   Principle 7 Purpose

viii)  Principle 8 Non Discrimination

ix)     Principle 9 Accountability

x)      Principle 10 Sharing of Biometric Data

xi)     Principle 11 Provision of Advance Warnings of Surveillance

xii)   Principle 12 Transmission of Biometric Data Beyond National Boundaries

xiii)  Principle 13 Employee Biometric Data Must be Protected

xiv) Principle 14 Limit the Extent of Personal Data Exchanged and Retained

xv)   Principle 15 Maintain a Strong Privacy Environment

xvi) Principle 16 Maintain Privacy Logs

5)      If the Biometrics Institute Privacy Guidelines have not been incorporated into the policy, could  Sodexo please send a copy of the relevant Privacy Impact Assessment that has been carried out in relation to the proposed implementation?

The IWGB and UCU are extremely concerned both at these plans and at the way they are being implemented with little consultation or consideration for the privacy rights of our colleagues. If this is not halted then we will be passing the matter to our respective legal departments and considering a representation to the Information Commissioner., especially in relation to any areas of GDPR-related non-compliance.

A failure on the part of Sodexo to address our concerns within 10 working days will leave us no option but to alert all UCL staff and students to this inconsiderate and disproportionate approach to the privacy rights of the most vulnerable and low-paid of our colleagues on campus.

Yours sincerely

Maritza Castillo Calle (President UoL IWGB)
Danny Millum (Branch Secretary UoL IWGB)
Sean Wallis (President UCL UCU)
Saladin Meckled-Garcia (Vice President UCL UCU)
Tony Brown (Branch Secretary UCL UCU)

Caroline Lucas joins the Senate House Boycott —

Caroline Lucas joins the Senate House Boycott

Caroline Lucas, Green Party joint leader and Brighton Pavilion MP, has joined the Independent Workers Union of Great Britain’s (IWGB) Senate House boycott.

In a statement she said: ‘I strongly support the action being taken by the UoL workers – it is completely wrong that they are subject to worse terms and conditions than directly employed workers. Like you, I am deeply concerned about fundamental changes in our labour market in recent decades, including the spread of outsourcing by public bodies: well-paid jobs on permanent contracts have dwindled, while bogus self-employment, zero-hours contracts, and low pay are rife.

‘With wage growth stalled, the high employment rate masks the insecurity faced by huge numbers of workers. So I am very happy to join my Green Party colleagues Sian Berry and Jonathan Bartley in supporting the boycott.’

Migration is not a crime. End the hostile environment — March 3, 2019

Migration is not a crime. End the hostile environment

SOAS Unison, the University and College Union (UCU) and Stand Up to Racism, have come together to host a meeting calling for politicians and the media to end the demonisation of migrants and refugees. 

Taking place in London on 14 March in the Torrington Square headquarters of SOAS, the public event will discuss why migration is not a crime, and how we can put an end the ‘hostile environment’ immigration policy introduced by Theresa May when she was home secretary. 

The Windrush scandal highlighted by the Guardian’s investigative journalists has revealed the inhumanity of our government’s ‘hostile environment’ policy. Yet, despite the damage, including death, it has caused to thousands of British citizens from the ‘Windrush generation’, the prime minister has steadfastly refused to apologise for putting it in place. 

Detention and deportations are destroying the lives of people that are part of the fabric of our society, and thousands of refugees remain stranded in northern France. Moreover, in the turmoil of Brexit, Theresa May is using the rights of migrants as a bargaining chip.

Added to this, Islamophobic hate crime is continuing to grow, with Muslim women at the sharp end. And there has been a major resurgence of antisemitism across Europe with France reporting a 74 per cent increase in the number of offences against Jews last year and Germany pointing to a surge of more than 60 per cent.

From Jair Bolsonaro in Brazil and Marine Le Pen in France, to the right wing Alternative for Germany (AfD) party and Austria’s anti-immigration Freedom party (FPO), racists and fascists are moving off the political margins to centre stage. The threat is huge, but together we can turn the tide. 

Speakers include Melanie Strickland, one of the ‘Stanstead 15’ anti-deportation activists who were convicted of a terrorism-related offence for chaining themselves around an immigration removal flight at Stanstead airport, Paru Raman, SOAS Centre for Migration and Diaspora Studies, and Naima Omar, Stand Up to Racism.

Come along to the Wolfson Lecture Theatre, SOAS, Torrington Square, London WC1H 0XG (Paul Webley Wing, Senate House North Block), 14 March, 7pm, and join in the discussion. It takes place in the run up to the national United Against Fascism and Racism demonstration which is on the following Saturday, 16 March.

Details

Migration is not a crime: end the hostile environment, 7pm, 14 March, SOAS, Torrington Square, London WC1H 0XG (Paul Webley Wing, north block, Senate House )

National anti-racism demonstration, 16 March. Assemble 12 noon, Park Lane London W1, near Dorchester hotel (nearest tube Hyde Park Corner). March to Whitehall

Landmark outsourcing protest strikes a chord with the world’s media — February 27, 2019

Landmark outsourcing protest strikes a chord with the world’s media

Yesterday (26 February) hundreds of London’s outsourced workers, including cleaners, security and catering staff, walked out in the latest in a series of strikes over pay and conditions.

Coming together in a show of solidarity, they timed their protest to mark what the Guardian describes as a “landmark case on collective bargaining that could empower the UK’s 3.3 million outsourced workers to negotiate directly with their de-facto employers – the companies buying the outsourced services – as well as their direct employers.”

Starting from Senate House, home to the University of London’s administrative offices, members of unions including the Independent Workers Union of Great Britain (IWGB), United Voices of the World (UVW), and PCS, marched through central London. University of London students and the RMT union’s London Regional Council supported them.

Each group of workers had their own particular grievances, but what they all had in common was the desire to end the “discrimination between those who count and those who don’t count at all,” as eloquently voiced by IWGB member, Emma Margarita Cunalata.

Speaking in front of Winston Churchill’s statue opposite the Houses of Parliament she said, “We have the right to earn money, and to the profits that are taken from us. We have the right to a better life.”

Their employers might have chosen to turn a deaf ear to their pleas to clean up outsourcing, but the UK’s media organisations were listening.

More than 15 national and regional publications such as the Financial Times, the Press and Journal, The Times and the iNews, covered the walkout.

Others include:

UoL proposes new transfer date for Health Education England staff — February 22, 2019

UoL proposes new transfer date for Health Education England staff

The University of London (UoL) has confirmed that the transfer date for employees currently working for Health Education England (HEE) under UoL contracts, is 1 August 2019. 

This decision was apparently made following “an exchange between the vice-chancellor and HEE”, the content of which IWGB has asked to see.

Many of the union’s in-depth legal and financial questions remain unanswered, and its representatives will continue to pursue these as well as explore possibilities of legal action relating to the process.

We will of course keep you posted as to developments.

IWGB launches activities centre for Spanish speakers — February 19, 2019

IWGB launches activities centre for Spanish speakers

The big launch of the IWGB union’s activities centre for Spanish speakers was carried out with great success this Saturday (18 February), which included, employment law workshop, Brexit, legal clinic, language exchange and bingo.

Thanks to all the people who attended the event to get informed, and share a moment of companionship, and fun.

These events will take place every two weeks on Saturdays at Elephant and Castle, which include legal clinics of employment rights and language exchange. The next event will take place on 2nd March from 12.30–3pm to which everyone is invited.

During the week, we will be giving more detailed information about the workshops and the topics to be given.

Details from: henrychangolopez@iwgb.co.uk 

__________________________________________________________________

Con gran éxito se llevo a cabo el lanzamiento del centro de actividades para hispano hablantes del sindicato IWGB este dia sabado, el cual incluyo taller de leyes laborales, salida del Reino Unido de la Union Europea (Brexit), clinica legal, intercambio de lenguaje y bingo.

Gracias a todas las personas que asistieron al evento para informarse y compartir un momento de compañerismo y diversión .

Los eventos tendran lugar cada dos semanas los dias sabados en Elephant and Castle, los cuales incluyen clinicas legales de leyes laborales he intercamibio de lenguaje.
El proximo evento tendra lugar el proximo sabado 2 de marzo de 12:30 – 3pm al cual todos estan invitados..

Durante la semana estaremos dando información mas detallada acerca de los talleres y temas a tratarse.

Details from: henrychangolopez@iwgb.co.uk

Trade unions join forces to ‘clean up outsourcing’ —

Trade unions join forces to ‘clean up outsourcing’

For the first time in UK history, a coalition of unions are coming together in a day of action against outsourcing. The demonstration will take place on 26 February, with marchers starting out at 8am from Senate House, the University of London’s Bloomsbury headquarters.

Outsourcing is one of the underhanded methods used by bosses for decades to drive down our employment conditions. By using middlemen in the form of outsourcing companies, employers are able to offer some workers far worse pay, holiday entitlements, sick pay and pension contributions. 

But the abuse doesn’t stop there. The unaccountable nature of outsourcing companies means workers employed by them are much more likely to suffer from bullying and discrimination.

But we are fighting back. For the last few years outsourced workers have been doing what many thought impossible – organising and winning better rights at work. Now we are coming together for the first joint day of action against outsourcing.

The demonstration will coincide with the day the IWGB is facing the government and the University of London in a landmark case that turn outsourcing on its head.

If successful, the case could open the door for the UK’s 3.3 million outsourced workers to skip the middleman and negotiate directly with their de-facto employer, making it the greatest expansion of employment rights for UK workers in a generation.

This landmark national demo against outsourcing is organised by, IWGB, United Voices of the World, Public and Commercial Services BEIS Branch, and the Bakerloo and Finsbury Park branches of the Rail, Maritime & Transport Workers Union.



Axis and Unison team up to block IWGB recognition request at UCL —

Axis and Unison team up to block IWGB recognition request at UCL

Despite the IWGB being by far the largest and most active union among security guards at UCL, the security contractor Axis has chosen to thwart our formal bid for recognition by choosing to voluntarily recognise Unison instead.

As Axis are well aware, the IWGB is the largest union among the UCL security bargaining unit, and has consistently flagged up issues on behalf of those members since the company took over the contract.

Indeed, UCL’s Security Manager admitted when the IWGB met him to discuss the innumerable problems with officers’ holidays and pay under Axis that the IWGB had raised around 30 cases, while Unison had raised just one.

It is thus quite clear that Axis have entered into this voluntary recognition agreement simply to block the IWGB’s application. Had they genuinely wished to engage with their workforce, they would of course have chosen to deal with the union actually representing those workers.

It is an indication of the contempt in which Axis holds its employees that it believes that they will not see through this transparent attempt too substitute a management-approved union for the real thing.

The IWGB in reply has written to Axis stating that it is not up to decide what union workers belong to and choose to represent them, and that we will continue to represent members, raise issues with Axis management, and resolve them if necessary via the appropriate legal steps. In addition, we will continue to publicise Axis’s failings, both to the UCL community and to the wider world.

We added that the IWGB has never been recognised in any University workplace – and this has not stopped us from waging and winning multiple campaigns for the improvement of workers’ rights – most recently at Senate House where the first tranche of our members are about to be brought in-house. Oh – and check out Goldsmith’s security guards as well (https://hyperallergic.com/484990/protesters-demand-londons-goldsmiths-university-stops-outsourcing-workforce/).

Hasta la victoria siempre!

IWGB organiser workshops — February 15, 2019

IWGB organiser workshops

We are organising two day-long trainings in London for IWGB members and volunteers on 2nd March (40 spaces), and 16th March (20 spaces).

We will cover lots of campaigning-related topics:

• organising  
• recruitment 
• dealing with the press
• effective social media 
• effective protesting IWGB-style

RSVP is essential to book you and your reps places, by replying to this email – maxdewhurst@iwgb.co.uk – and to get times and location details etc.

________________________________________________

Hola a tod@s,  estoy organizando dos días de training en Londres para los miembros y voluntarios de IWGB el:

  • Sábado 2 de marzo (40 plazas)
  • Sábado 16 de marzo (20 plazas)

Hablaremos sobre muchos temas relacionados con campañas:

  • organizar
  • reclutar
  • lidiar con la prensa
  • uso eficiente de las redes
  • protestas efectivas al estilo IWGB

Para reservar plazas para ti y tus reps y obtener las horas y detalles de la localización etc. solo necesitáis responder al email (maxdewhurst@iwgb.co.uk ).

 

 

What do Goldsmiths security officers want most? To be treated fairly and with dignity and respect — February 13, 2019

What do Goldsmiths security officers want most? To be treated fairly and with dignity and respect

Security officers at Goldsmiths, University of London are tired of their second-class treatment. As outsourced workers managed by CIS, they do not enjoy equal treatment and the same terms and conditions as the university colleagues they protect and defend every day.

They want to be treated with dignity and respect, and are taking action over inadequate holiday pay, sick pay and derisory pensions by launching a campaign to be brought back in house immediately. As part of this campaign, they are holding a protest on Valentine’s Day at Goldsmiths HQ, 8 Lewisham Way, London SE14 6NW, 12–2.30pm.

So, come on Goldsmiths; do not continue to keep these men and women who serve you loyally at arms-length. Why don’t you just  Listen to what your security officers and students have to say.

You pride yourself on being a ‘close-knit community’ with a ‘special commitment to our local communities within south-east London’. Don’t you think it is time to end your dirty affair with CIS and show some love for your security officers?

Last minute important reminder! In-house protest tonight! 5.30 Malet Street! Food, drink & dancing! — July 12, 2019