🚨IWGB-UoL demands during the COVID-19 crisis🚨 — March 18, 2020

🚨IWGB-UoL demands during the COVID-19 crisis🚨

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

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

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

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

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

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

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

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

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

– Close all buildings possible to be closed.

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

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

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

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

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

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

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

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

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

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

COVID 19 Emergency Updates at UoL — March 17, 2020

COVID 19 Emergency Updates at UoL

COVID 19 Emergency/Update 17.03.2019

On March 12 IWGB wrote to the University of London to confirm that they are taking the necessary health and safety measures for the current context and to demand full payment in case of isolation without this being deducted from their sick leave balance

Yesterday we wrote to the University after some members working in residences expressed concern that students in the residence are in isolation because of symptoms. We have demanded clarification of the situation in the Halls of Residence and the protocol being followed.

The IWGB has also informed the University know that the current situation would require specific risk assessments under the Control of Substances Hazardous to Health Regulations 2002 (COSHH). This implies:

1. finding out what the health hazards are;

2. deciding how to prevent damage to health (risk assessment);

3. Providing control measures to reduce damage to health;

4. Ensure that they are used;

5. maintaining all control measures in good working order;

6. Provide information, instruction and training for employees and others;

7. providing health supervision and monitoring in appropriate cases

8. emergency planning.

We would like to reiterate one message to all of our members: If you have not been provided with information or do not believe that adequate safety measures are being taken, do not work. If you do not feel safe, please contract your Union Reps immediately

IWGB Reps have also been contacted by some members who suffer of health conditions or are in charge of people who are at risk. These people are concerned about the coronavirus outbreak and (1) whether they need to come to work or not, as they prefer to stay away from risks, and (2) whether they can get paid if they do. The union is working to provide support with this.

If you are in this situation too, please contact your Trade Union Representatives. It would be helpful to know who needs support with this.



Gulzeb Khan has worked as a Security Officer at  University of London since 8 July 2019.  Since the beginning of his employment at University of London, Gulzeb has worked a minimum of 58 hours a week. For months he requested a contract of employment from his managers, but his requests were ignored.

Eventually, on Thursday 17 January he was given a contract.  However, the contract only showed that Gulzeb was employed for a total of 24 hours a week, which did not reflect his actual terms and conditions of employment. Gulzeb continued to be given 58 hours work a week.

On 22 January, Mr Khan raised a grievance in which he asserted his right to be provided with a contract that accurately reflected all his hours of employment.  In the grievance letter, Mr Khan detailed how he had worked an average of 58 hours since the start of his employment on a persistent basis. He claimed that the contract of employment he had been provided after months of request did not reflect his terms and conditions of employment.

On the week following the submission of his grievance, Gulzeb checked his rota to find that  most of his shifts had been cancelled which led to a reduction of 50% of his hours of work.

When Gulzeb called the schedulers to ask why his shifts had been cancelled he was informed  by the controller that the manager on the contract  had sent an email asking for his shifts to be cancelled. In the weeks following, Gulzeb would be assigned shifts that would then be cancelled. Each time he called the scheduler he was informed that, according to instructions from the manager at University of London, his shifts were cancelled. The fact this change only occurred after Gulzeb submitted a formal complaint constitutes a blatant example of victimisation.

As already mentioned Mr Khan has worked an average of 58 hours since the start of his employment and the reduction to his hours only occurred after he raised a grievance in which he asked for an updated contract of employment.

Gulzeb, who is father of two and only breadwinner of his household also takes care of his elderly mother back in Pakistan and of his brother who is currently in hospital after undergoing very serious surgery.  

“ This is a very serious situation because I support my children and take care of my wife who is very sick. …My dad past away last year and I have been taking care of my elderly mother and of my young brother, who recently went through a very serious medical intervention.  I am not given any more shifts and this is putting my whole family in a terrible financial situation. I am struggling at the moment.  For months I have been working for 5 or 6 days a week, and since I raise my complained they are cancelling all my shifts and only working a couple of days a week. I need help and support and hope that University of London will help. I work really hard for the University, and I hope I can obtain justice”


Gulzeb needs your support in this difficult and stressful situation.  Please email UoL’s VC urging her to put an end to the victimisation of Gulzeb: wendy.thomson@london.ac.uk & simon.cain@london.ac.uk

“Dear Ms Thomson

I am writing to express my Solidarity with Gulzen Khan, Security Officer at University of London.  I urge you to take immediate action to stop the victimisation of Gulzeb and ensure that your outsourced manager stop cancelling his shifts and Gulzeb is allowed to work 5 days a week as usual.  


Kind Regards”

What it’s like to get sick as an outsourced worker at UCL … —

What it’s like to get sick as an outsourced worker at UCL …

Earlier this year, two outsourced security staff at UCL had to take time off work after each of them was badly injured outside of work. This has revealed just how poorly UCL supports its outsourced staff when they become sick.

One of these security officers, David Kikupi, has asked us to share his story so that his colleagues, friends, members of the UCL community and supporters of our campaign to end outsourcing are aware of just how bad the situation can get.

David in St Mary's HospitalDavid in St Mary’s hospital with a colleague

A couple of friends from work asked if I would write a letter describing what has happened to me recently – what has kept me away from work. They said I should detail what happened, the effect it has had on my life, the difficulties it has caused me and what I feel about these experiences.

But first of all, a bit of background. My family is in Kenya. I came to the UK when I was 20 to build my life here. I’m now 42. The UK and London in particular, is my home. For just over 10 years now I have worked as a security officer at University College London. Firstly for one security outsourcing company, then when they left I chose to stay at UCL and take employment with the new security outsourcing company. Just as I have made London my home I see UCL as my place of work.

Early in December I travelled to Kenya to visit my mother and the rest of the family. It was while driving in Nairobi that I had an accident. A collision with another car that turned out quite bad. My foot was badly mangled and required major surgery to put it back together. It was clear from the start I’d be in hospital for a long time and would need many operations to repair the damage to the foot.

If this accident had happened in the UK, although serious, it wouldn’t have caused me the problems it has. The initial surgery was done in a Nairobi hospital. My fiancée and I were planning our wedding for this year in the summer of 2020. I had been saving up money for our wedding. In Kenyan culture the groom is often expected to pay a dowry for the bride and I had also saved money for this. The hospital treatment, unlike in the UK, had to be paid for. And although not expensive, it was completely unexpected. All the money I had saved got used for medical bills.

This meant a very difficult conversation with Pheliciah, my fiancée. A conversation I would have given anything not to have. Our wedding has had to be put off. Naturally, she was understanding, she’s not blaming me, it wasn’t my fault, but I cannot help feeling at times that I have let her down.

Because of my financial situation, the money I had was running out, and the fact my foot would need major reconstructive surgery, I got myself discharged from the hospital in Nairobi and got a flight to London. From the airport I went straight to Barnet Hospital, then transferred to St. Mary’s, Paddington, which is a hospital specialising in major trauma injuries.

Although I was prepared to pay the rent on my London flat while on holiday, I wasn’t prepared for all this time in hospital and with funds running out I have had to let my flat go because I just cannot pay the rent. As an outsourced worker for UCL, I received a few weeks of company sick pay from the outsourcing company, after which I do not get anything other than the minimum statutory sick pay of £94.25 per week. Nowhere near enough to cover my rent, so I am now effectively homeless. Some of my colleagues from work helped me get my belongings into storage, otherwise I don’t know what I would have done. When the hospital does discharge me, they aren’t going to put me on the street, they have said they will arrange a room in a hostel.

I have my pride and this is a big come down for me. Out of a clear blue sky something completely unexpected happens. Something no one would plan for. My whole life has been turned upside down. I had my own flat in London, I had money in the bank and best of all, I was looking forward to my upcoming marriage. Now everything is up in the air. I find myself in a place I wouldn’t wish on my worst enemy. As I said, I have my pride, and I know I will get back on my feet. I’ll get back to work, then I’ll stop in the hostel long enough to get some money saved, get a flat, get everything back on track.

The thing I have learned from this is just how precarious life can be. Everything was going well for me and life couldn’t have been sweeter. And then, without warning, it all turns to mud.

I’m not a jealous person, but you look at your friends that work for almost any other sort of organisation, other than an outsourcing company, and you realise that if I had worked for almost any other employer I would not be in this situation. If I had got just the usual sort of sick pay everyone else seems to get, I would not have burned all my savings, I would not have lost my flat and most of all, I would have not have let my fiancée down.

But what is really galling is having spent over ten years of my life working at UCL, often 60 hours or more in a week, when something goes wrong, you realise that ultimately you are not part of the club. It doesn’t matter how the staff, in the building where I now work, try to make you feel part of the team and how much you are encouraged to identify with UCL, when things turn bad you are not part of the team at all. That’s when the reality of your employment situation hits home. Some piece of bad luck could happen to any of us UCL outsourced workers at any time and you find yourself in desperate trouble, as I have done.

UCL has employed security staff directly in the past, you’d wonder why they cannot do it again and give us security equal access to basic rights such as decent sick pay. It would have made such a difference to me.

David is now out of hospital and is staying with a relative while he recovers. He has been off work for over 2 months now and it will likely take several more months before he recovers.

David has received a few weeks company sick pay from UCL’s security subcontractor Axis at his normal rate of pay, but has now moved onto statutory sick pay at a much lower rate. This means he will have to support himself on only ÂŁ94.25 per week.

The IWGB union was pleased to hear in the Autumn that UCL had promised to level up the sick pay entitlement for outsourced staff by July 2020, meaning that outsourced staff will then on receive full sick pay when sick – the equivalent entitlement to UCL employees.

However, in both David and his colleague’s cases, this would mean that they will not receive these entitlements until July. As a result, they are facing severe hardship, with neither of them able to earn their usual income.

For this reason, the IWGB union has written today to UCL’s Provost Michael Arthur and the UCL Council to ask them to speed up the implementation of improvements to sick pay for outsourced workers and to ensure that both David and his colleague receive full sick pay immediately.

This issue of poor sickness benefits is a key plank of our union’s campaign for equality and an end to outsourcing at UCL. UCL’s direct employees receive significantly better sickness entitlements than outsourced staff. It is only right that UCL’s outsourced staff receive equal terms and conditions as direct employees and UCL should act now to make improvements and end outsourcing.

In the Autumn, the university stated publicly that they disapprove of the deterioration of terms and conditions that have taken place over the years for UCL’s outsourced workforce and they wish to rectify this. Right now, two valued members of staff are suffering as a result of that deterioration. UCL has promised to improve this situation in a few months time in July, but that will be too late for these two members of UCL staff, who are being left in an extremely precarious position as a result of UCL’s policies.

There is no good reason why the improvements UCL has promised should not be sped up and implemented right away. UCL has the financial resources at its disposal. And logistically it is not complicated to extend decent sickness benefits to staff as the processes for (inadequate) company sick pay are already in place.

The only reason UCL management wishes to delay delivering these improvements is to slow down the campaign led by UCL’s outsourced workers for full equality and an end to outsourcing.

But UCL’s delay tactics must end now, there is simply too much at stake. The sick pay issue has ramifications beyond the fight for fair and just treatment for David and his colleagues. With the increasing risks posed by the spread of Coronavirus in the UK, it is vital that ALL staff have the entitlements and benefits they need to be able to take leave if they get sick. Poor conditions for outsourced staff will impact everyone in the UCL community.

UCL must act now to improve sickness entitlements for all outsourced staff.

If you support our call for decent sick pay for all staff at UCL, please write to the Provost of UCL and to the UCL Council here:

Provost: michael.arthur@ucl.ac.uk

Members of UCL Council with publicly listed email addresses: h.pikhart@ucl.ac.ukl.clapp@ucl.ac.uka.dolphin@ucl.ac.ukp.haggard@ucl.ac.uka.coker@ucl.ac.ukh.roberts@ucl.ac.uke.officer@ucl.ac.ukdoc.officer@ucl.ac.uk,

Registrar and Secretary of UCL Council: w.appleby@ucl.ac.uk,

Members of UCL senior management: m.blain@ucl.ac.ukf.fryer@ucl.ac.uk,c.tranter@ucl.ac.ukduncan.palmer@ucl.ac.ukf.ryland@ucl.ac.uk,

Many thanks for your support!

In solidarity,

The IWGB union

UCL Campaign General Meeting: representatives of cleaners & porters renew their commitment to fight outsourcing — February 21, 2020

UCL Campaign General Meeting: representatives of cleaners & porters renew their commitment to fight outsourcing

Last Saturday, representatives of cleaners at UCL attended their Campaign General Meeting 2020 to discuss the next steps in the campaign and the current situation following UCL’s announcement of improved terms and conditions for outsourced staff.

On 28 November, following the biggest strike of outsourced workers in the history of Education UCL announced improvements to outsourced workers’ terms and conditions:

  1. UCL confirmed outsourced workers will receive increased holiday entitlement from 1 December 2019.
  2. UCL would implement improved pay on 1 April 2020 and equal sickness benefits on 1 July 2020.

See full statement here: https://www.ucl.ac.uk/news/2019/nov/equalised-pay-and-benefits-confirmed-ucls-security-cleaning-portering-and-catering-staff

In the General Meeting the representatives agreed that this had been a major step in their campaign and the improvements constituted a victory in itself. However, the all shared the feeling that the announcement was not enough and considered that some very important element were missing from UCL’s current positions on outsourcing:

  • UCL do not say what will happen with pay  and the pay grade that will be given to Cleaners and Porters
  • UCL’s announcement does not yet mention a timeline for other benefits such as pensions and parental leave. Parity means nothing without such rights!
  • Furthermore, UCL has committed to ending outsourcing.

Following a lengthy and fruitful discussion, the representatives renewed their commitment to continue the End Outsourcing Campaign and decided to centre this on some key demands:

  • Ending Outsourcing and for UCL to take directly responsibility for the employment of Cleaners and Porters (and all other outsourced workers)
  • Fighting to a decent salary, which would mean Cleaner and Porters to be placed on Grade 6 of the UCL pay scale
  • Along with the implementation of Occupational Sick Pay in July 2020, for UCL to also implement Pension benefit and parental leave.
  • For UCL to ban zero hours contracts and for all current casual workers to be provided with permanent contract of employment reflecting their hours of work.
  • UCL to include all unions representing outsourced workers on campus in the negotiations of their terms and conditions.

The meeting concluded with an agreement to pursue action, with a protest scheduled within the next month and strike plans in the making.  The representatives also wrote individual letters to UCL council member to demand the inclusion of the IWGB in the current negotiations regarding outsourcing. We will be soon sharing the letters on social media!

The fight continues at UCL!

UCL CAMPAIGN GENERAL MEETING of Cleaners & Porters — February 4, 2020


On 8 October 2019, IWGB launched the UCL End Outsourcing Campaign. Since then, we have achieved many things: outsourcing has been brought to light at UCL and our strikes have led to immediate improvements to our terms and conditions.

Moreover, we have achieved a unity and solidarity among workers never seen at UCL. These past few months have consolidated the IWGB as union at UCL and shown UCL’s cleaners and porters have the strenght to bring change.

However, much remains to be done. UCL’S promises of improvement are a good sign, but they are not enough. We have a lot to accomplish before us:

  1. We must continue to fight for a decent salary
  2. We need to fight for the elimination of zero hour contracts
  3. We must ensure that sick pay is confirmed and implemented
  4. and the most fundamental: we will continue to fight for the IN-HOUSE!

On Saturday 8 February, come to our campaign meeting to discuss these demands and decide the strategy of our campaign.

This is your oppotunity to define the direction of our campaign and of the IWGB at UCL.

You decide the next steps of this campaign! You are the union!

New Year, Same Old incompetence: UCL’S security subcontractor, Axis, fails to pay thousands of pounds in wages. — January 10, 2020

New Year, Same Old incompetence: UCL’S security subcontractor, Axis, fails to pay thousands of pounds in wages.

In November 2019, UCL promised al Security Officers an improvements in the holiday entitlement. UCL said this would be implemented by 1 December 2019. This would include an increase in days of annual leave + paid closure days and bank holidays.

However, on January 6 the majority of Security Officers working at UCL reported the failure of Axis to pay their wages for closure days.

It has been admitted by  Axis that management failed to notify their payroll department properly to make the payment, deducting thousand of pounds from ALL security officers at UCL. Yet another example of the incompetence of outsourced companies.

IWGB-UoL’S branch secretary has written to UCL to demand immediate payment:

To whom it may concern,

On 6 January 2020, a number of security officers working at UCL reported the failure of UCL’s subcontractor Axis to pay their wages as per the changes adopted on 1 December 2019 (payment of closure days for those not working and payment at double rate for those working during closure days).

The mentioned changes have not been reflected in the wages paid this month. This has been further confirmed in an email from Anna Knight where she states “we have experienced a syncing issue with the system which therefore may lead to pay queries tomorrow regarding your pay day 7th January 2020”.

Please note that this error made by Axis has resulted in the unlawful deduction of wages from all security officers employed by Axis on the UCL contract who have not received any pay for the closure, or double pay (if they worked), as per the letter of variation of their contracts received by security officers in mid-December.

This shows not only that the changes announced by UCL as per the harmonisation of terms and conditions have not been implemented, but it also constitutes further evidence of the utter incompetence of the security contractor at UCL. All this after weeks of silence from Axis, where they did not even bother to inform their workforce of how these changes would take effect, and avoided all questions raised regarding this until two weeks after the deadline for implementation of the changes. This is despite the numerous emails sent by our union requesting clarification and dialogue regarding the plans.

It is frankly astounding that UCL continue to tolerate the incompetence of this subcontractor and their unlawful practices. These repeated failures only make it clearer that the system of outsourcing at UCL results in incompetence and failure, harming those precariously employed under such contracts.

We urge UCL to take immediate action regarding this matter to ensure that all the Security Officers at UCL receive correct payment no later than 13 January 2020 by close of business.

Should Axis fail to pay these wages we will not hesitate to initiate legal proceedings to recover them.

Furthermore, we urge UCL to take seriously the demands made by the majority of the outsourced workforce to be brought in-house. We urge UCL to meet with the representatives of the IWGB union and to quickly implement an end to outsourcing to ensure further mistakes of this nature are avoided in future.

Please acknowledge receipt of this email.

Kind Regards,

Dr Jamie Woodcock

#JusticeForStan: University of London and its contractor Bouygues deduct ÂŁ5000 sick pay from employee who had heart attack while on duty — December 3, 2019

#JusticeForStan: University of London and its contractor Bouygues deduct ÂŁ5000 sick pay from employee who had heart attack while on duty

The IWGB has been forced to intervene in the case of Stanford Jackson, an engineer who has worked at the University of London for 18 years and who suffered a heart attack while on duty.

Mr Jackson suffered a heart attack on 7 September 2019 whilst on callout duty at College Hall.

Mr Jackson, currently employed by Bouygues, has worked at the University of London for 18 years, having been TUPE transferred across a variety of different contractors. He is well known across the many UoL sites as a vastly experienced and popular member of staff.

Since his heart attack, Mr Jackson has been recuperating at home, and is only now starting to return to work.

One might have thought that this traumatic and life-threatening incident was bad enough, but worse was to come, as on Mr Jackson’s October payslip he was notified that there would be a deduction of over £5000 pounds from his wages, with the justification given for this being that he is only entitled to 4 weeks paid sick leave!

This is a truly outrageous situation, given that:

i) Bouygues’ decision is based on what they admit to be utterly incomplete records of Mr Jackson’s previous contractual arrangements, which do not even stretch back to his original contract.

ii) Bouygues are ignoring the fact that the University of London enhanced terms and conditions for outsourced workers supersede any other inferior sick pay or holiday conditions. All outsourced staff of Mr Jackson’s length of service are entitled to 6 months sick leave on full pay.

iii) Mr Jackson’s heart attack occurred in the workplace and while he was performing his duties.

Any other worker at the University would be paid in these circumstances. Mr Jackson has given 18 years and almost his life to the University, and for the buck to be passed between Bouygues and the University of London while he feels a huge financial pressure to return to work prematurely is shameful for all concerned.

Both Mr Jackson and the IWGB have already raised this on numerous occasions, but with no satisfactory response. Last week the matter was brought to the attention of Vice Chancellor Wendy Thomson (who has just made the decision to continue the outsourcing of the UoL maintenance contract), but still no reply has been received and no money paid.

The IWGB will continue to escalate this matter until justice has been done, and in the meantime we urge all members and supporters to contact wendy.thomson@london.ac.uk and ask for #JusticeforStan.

Major concession announced at UCL, Campaign and Strike continue until full Victory! — November 29, 2019

Major concession announced at UCL, Campaign and Strike continue until full Victory!

On 28 November UCL announced more information about improvements to outsourced workers’ terms and conditions:

  1. UCL has confirmed outsourced workers will receive increased holiday entitlement from 1 December 2019.
  2. 2. Next term, UCL will begin negotiations with UNISON over improving pay and they will implement improved pay on 1 April 2020.
  3. UCL will give equal sickness benefits on 1 July 2020.

See full statement here: https://www.ucl.ac.uk/news/2019/nov/equalised-pay-and-benefits-confirmed-ucls-security-cleaning-portering-and-catering-staff

This is very good news: IWGB Outsourced workers are winning.

It is the outsourced workers who made this happen:

  1. For years workers have been complaining about conditions at UCL, but since they united and showed UCL they will not put up with this any longer UCL have started to pay attention.
  2. In October, outsourced workers threatened to launch a campaign and immediately UCL announced they will look into improving terms and conditions.
  3. In November, outsourced workers went on strike and right after that UCL announced they will firm up the timeline for improvements.

However, there are some very important points that are missing from UCL’s announcement today:

  1. UCL do not say what will happen with pay. They say WHEN it will be implemented (April 2020). But not WHAT pay grade outsourced workers will get.
  2. There is no guarantee from UCL that the outsourced workers will get a good deal. UCL could put them anywhere from pay grade 3 upwards. Getting the right pay deal will depend on the workers maintaining pressure on UCL.
  3. UCL’s announcement does not yet mention a timeline for other benefits such as pensions and parental leave. Parity means nothing without such rights!
  4. It does not give any commitment to ending outsourcing. Ending outsourcing is important to lock in everything so that other cowboy subcontractors cannot come along in 2 years time and cut their terms again. We need to get rid of the exploitative and abusive subcontractors now.

UCL is trying to persuade the outsourced workers to take their foot off the pedal. But now is the time to increase the pressure and FINISH THE JOB.

This announcement is the result of the campaign. Let’s see what else we can get UCL to announce before the New Year!

Our STRIKE on Dec 4th goes ahead and our campaign continues until full VICTORY

The power is ours!