See below for Kim’s reply to our questions, and Catherine’s follow-up:

Dear Kim,

Thanks for your response and for posting that message. It will be reassuring to staff to know that the University is giving this some thought.

Some of the constituent colleges are taking a slightly more proactive stance, however, which is likely to be even more positively received: please see attached a support package being offered to EU staff by King’s College. We think a similar package could be offered to EU citizens working for the central University. Will the University commit to offering such a package to its staff?

Best wishes

Catherine

Catherine Morrissey
Editor, Publications
University of London International Programmes
Tel: +44 (0)20 7862 8390

 

From: Kim Frost
Sent: 14 July 2016 14:34
To: Catherine Morrissey <catherine.morrissey@london.ac.uk>
Cc: Emilie Ernoult <emilie.ernoult@london.ac.uk>
Subject: RE: Questions resulting from the EU referendum

 

Dear Catherine,

 

Thanks for your email. The answer to many of these questions is that we must await developments and UK government action. However as a follow up to the University’s statement last week I have posted a message on the intranet today to staff which you can find here: https://uolonline.sharepoint.com/news/Pages/EU-Referendum-and-University-Staff.aspx

 

Best wishes

 

Kim

 

Kim Frost

Director of Human Resources

University of London

Stewart House

32 Russell Square

London

WC1B 5DN

Tel: +44 (0)20 7862 8029    Web: www.london.ac.uk

 

 

The University of London is an exempt charity in England and Wales. We have cut carbon emissions from University buildings by 32% and are committed to cutting emissions by 43% by 2020. Please think before you print.

 

From: Catherine Morrissey
Sent: 05 July 2016 10:45
To: Kim Frost
Cc: Emilie Ernoult
Subject: Questions resulting from the EU referendum

 

Dear Kim,

 

The recent referendum result has provoked a great deal of concern among staff, especially those who are EU citizens.

 

We have compiled an initial list of questions for the University (see below). If you could answer these where possible, or let us know who to address them to, that would be much appreciated.

  1. Will UoL HR have the appropriate resource (staffing and financial) in place to deal with all the extra work in checking statuses, dealing with queries, and applying for work permits if and when necessary? Will the UoL be prepared to apply for work permits if it becomes necessary for professional services staff?
  2. Given the number of staff affected, will the UoL be able to support staff applying for residency or citizenship? That support could be financial or in terms of negotiating generous timescales so that no individual currently employed is disadvantaged. NB: applying for citizenship is very expensive.
  3. How will the change in residence status affect the employment status of permanent staff? I.e. Would they lose the permanent employment status they started with if they don’t have the correct residence documents?
  4. Will European Union citizens need to provide “leave to remain” evidence to continue working at the UoL, over and above their EU passport? If so, what evidence precisely would be required?
  5. How will the UoL treat EU staff who have been in the UK for less than 5 years and do not yet qualify for residency?
  6. Will the UoL be able to issue proof of employment, including contracts for those staff who do not have them, to all EU staff – especially those who wish to apply for residency or citizenship?
  7. Could guidance be issued to all recruiting managers as soon as possible to instruct them that there must be no discrimination against EU citizens applying for a job?
  8. Will EU citizens (continue to) qualify for a state pension? Will there be any requirements additional to those that apply for British subjects? Will USS provision begin to discriminate between those who are and those who are not EU citizens in any way? Could guidance be issued asap on both SAUL/USS and state pension rights and any implications for EU citizens?
  9. What will the consequences of Brexit be for UoL employees from EU countries working indirectly via a contractor?
  10. Will the UoL be providing any reassurance to the employees of its outsourced facilities companies or making any provision in their outsourced arrangements?
  11. Could the UoL lobby for the longest possible period of notice before any changes are implemented?
  12. Can UoL HR collate information on reliable sources of information for their EU staff?

Many thanks in advance for your assistance with this.

 

Kind regards

 

Catherine

Catherine Morrissey

Secretary, University of London IWGB
https://iwgb.wordpress.com/