Notice to staff in advance of the March ICE meeting — March 11, 2018

Notice to staff in advance of the March ICE meeting

The next meeting of the Information and Consultation of Employees (ICE) forum will be on 20 March 2018, and as your representatives we want to let you know what’s on the agenda and to ask if there’s anything else that you would like raising.

You can find the minutes of the last meeting plus the provisional agenda here ( and all ICE updates here (

The main points that we will be discussing are:

Please let us ( know by Wednesday 14 March (apologies for the short notice, but the strikes have been pretty disruptive in terms of communications!) if there’s anything you’d like adding – or just feel free to get in touch!

Report from the first ICE Forum meeting — November 29, 2017

Report from the first ICE Forum meeting

Monday was the first meeting of the Information and Consultation of Employees (ICE) forum.

After pushing for this for three long years, we in IWGB are delighted to report that it was a fantastic start!

IWGB now accounts for 16 of the 18 staff reps, so thanks to your support we have finally established a mechanism through which we are informed and consulted, in addition to the two other unions at UoL. Through IWGB, an alternative voice is finally being heard by University management in a formal setting.

Yesterday’s meeting was extremely positive. The University clearly took it seriously as they were represented by three members of HR (including the deputy director of HR services) and senior managers from UoLIA, Finance, Procurement and Estates.

In addition to the University’s agenda items, the IWGB raised a number of issues including appraisals, contracts and holidays for levels 1-6, among others. There was good engagement from management so we hope even more information will follow soon.

See below this email for a brief summary of the topics we raised on behalf of staff; we’ll send a more detailed report as soon as we can. Minutes should be available to all staff before the break. If there’s anything you want to feed back on the points discussed, please do let us know!

If you would like the IWGB reps to raise an issue concerning your particular workplace, or a general issue concerning the University or staff overall then please do get in touch with your local reps (copied in). You’re also very welcome to drop me a line. IWGB has fought long and hard to have an official seat at the table with UoL management.  Now that we have one we are very keen to use it for the benefit of staff.  So please do get in touch with any feedback or suggestions!

The next meeting will take place sometime next term. Don’t forget that you can contact us at any time to tell us about an issue that you think affects staff or that you want more information about. We’ll be glad to take it up for you!

Very best wishes,

Danny Millum

Branch Secretary, SAS ICE rep

IWGB University of London

Notes on the meeting

The University had a few items on the agenda, such as that they are revising the dignity at work policy and grievance and disciplinary procedures, and a discussion of the current Facilities Management (outsourcing) review.

Thanks to your input, the reps also raised several issues staff wanted to talk to management about, including:

  • CoSector – IWGB CoSector rep Colin Watson reported that staff feel there is a lack of strategic direction and poor communication. UoL agreed to consider setting basic standards for staff meetings and took on board the points about strategy and management.
  • Appraisals – IWGB UoLIA rep Bill Kelliher reported that the way they are conducted is uneven, the timing is unhelpful and many staff feel there is currently little point doing them. UoL agreed that this needs to be looked at.
  • Sickness policy – IWGB IALS rep Lindsey Caffin reported that staff couldn’t find the policy, and that it was being applied unevenly –some staff are called in to account for themselves after 5 days, some after 10, some not at all. It was agreed that policies should be easier to find and should be a support for staff rather than something intimidating.
  • Recruitment chill – IWGB Library rep Elizabeth Morcom reported that the criteria for applying or not applying the 6-month chill was unclear, with front-line posts not being recruited while other, less important roles are sometimes advertised immediately.
  • Multi-Factor Authentification – IWGB SAS rep Marty Steer reported staff concerns that MFA was encroaching on staff’s personal devices, and that the way this policy was implemented and communicated was not satisfactory. UoL managers agreed it had not been well-thought through.
  • Grades 1-6 holiday allowance – IWGB SAS rep Danny Millum spoke about the continued inequality of the holiday allowance, under which grades 1-6 receive 27 days and 7-10 receive 30 days. UoLIA UCU rep Tim Hall noted that unions had pushed hard for 30 days when UoL announced the increase from 25. UoL noted the strength of feeling on the issue.
  • HEE and UoL contracts – IWGB HEE rep Joe Parrott asked why it’s the case that any staff members in HEE who get a higher-graded job have to switch from UoL employment contracts to ‘agenda for change’ contracts, and reported that staff are not happy about it. UoL managers present were unable to answer this but promised to look into it and report back after the meeting.
  • UoLIA review/reviews in general – IWGB UoLIA rep Catherine Morrissey spoke about the recent review conducted in UoLIA, and asked UoL to note that conducting such reviews and using them to force through change is not an appropriate tactic. UoL acknowledged that this is a bigger issue that should also be on the agenda for the next meeting. Managers also reported that the teams in the review would be informed about next steps and confirmed that no other teams in UoLIA are on the list for review.


ICE Ballot results: All IWGB candidates elected! — November 13, 2017
Don’t forget to vote in the ICE elections – the ballot closes tomorrow! — November 7, 2017

Don’t forget to vote in the ICE elections – the ballot closes tomorrow!

If you haven’t voted already, please make sure to vote in the current Information and Consultation of Employees elections in UoLIA, before the ballot closes tomorrow.

You should have received an email and reminder from ‘Online Voting’. Links and instructions are in there. You get to vote for FIVE people – don’t miss out!

The IWGB are standing FOUR candidates – Catherine MorrisseyNic CharltonRebecca Dooley and  Bill Kelliher – please vote for us to make sure the new forum is a strong alternative voice for UoLIA staff.

Over the last few years you’ve seen the efforts we’ve made in fighting for London Weighting and now to have outsourced staff brought in-house. We want the chance to make similar progress on behalf of everyone who works in UoLIA, so please give us your support.

The first ICE meeting with UoL management will be on 27 November. If elected, we’ll be in touch straightaway to find out what issues you think should be on the agenda.

Please give either Nic, Rebecca, Bill or me a shout if you have any questions.

Don’t forget to vote in the ICE election! — November 1, 2017

Don’t forget to vote in the ICE election!

If you work anywhere in UoLIA, don’t forget to vote in the election to select UoLIA reps for the new staff forum.

The IWGB are standing 4 candidates – Catherine MorrisseyNic CharltonRebecca Dooley and  Bill Kelliher – and it would be great if you could vote for them AND please encourage your colleagues to do the same.

You’ve seen the efforts we’ve made in fighting for London Weighting and now fighting to have outsourced staff brought in-house – we want the chance to do the same thing on behalf of people who work in UoLIA.

You should have had an email with 5 votes – if you can vote for the IWGB candidates and ask others to do the same that would be fantastic!

Hope that makes sense – just let Catherine ( know if you have any questions.

Voting runs until this Wednesday 8 November!

ICE elections to be held in UoLIA! — October 20, 2017

ICE elections to be held in UoLIA!


As there are 8 candidates for 5 ICE rep positions in UoLIA, there are going to be elections!

IWGB is standing four candidates, and would urge you to vote for them all to ensure this forum represents a strong voice for staff!

Read our candidates’ full statements: Nic Charlton, Rebecca Dooley, Bill Kelliher, Catherine Morrissey

IWGB has been established at the University since 2012 and now represents well over 100 in-house staff, as well as around 250 outsourced workers – that makes us the biggest union on campus. It’s important for outsourced staff to have a voice here as well as us, and that’s one of the things we want to bring to this forum.

Of course, directly employed staff like you and me are the focus of ICE as well and we think we can help shake things up! We take a different approach to the traditional unions: for instance, with London Weighting we organised a huge staff petition and several public meetings on that a few years ago and had HR really worried! The eventual deal wasn’t perfect, but we don’t think any acceptable offer would have been made at all without the pressure IWGB applied. We’re an alternative voice for staff that can really make a difference.

In addition, you may have seen us around the University lately, supporting and representing outsourced staff in their campaign. In just six months we’ve pushed UoL from saying “outsourcing isn’t our concern” to “we’re conducting a review of outsourcing”! We also do a lot of casework here for staff of all grades, and get great results on individual and institutional levels.

We’re innovative and adaptive: outside UoL we’re defining UK law on the ‘gig economy’. We’re still growing here and elsewhere, and have had a string of wins against employers in the courts. We’re proactive and effective in driving change in everything we do, and could achieve so much more at UoL in a forum like ICE.

The ICE forum will run alongside the University’s other ‘recognition’ meetings, which the two other unions attend. So Unison and UCU will continue to be consulted in this way. We’re asking you to vote for IWGB candidates in the ICE forum, because we think we have a different and equally valid contribution to make.

You don’t have to join our union to benefit from our work in the ICE forum. We promise to listen to you, fight your corner and communicate with you – this is a staff forum, and it’s about giving staff back some real power!

If you have any questions about this, please email Rebecca (

ICE Forum update – 20 October 2017 —

ICE Forum update – 20 October 2017

We’re finally getting there! The first full meeting of the Information and Consultation Forum has now been scheduled for Monday 27th November 2017 from 2pm – 3.30pm in Montague Room, G26.

Most departments have now confirmed their reps, with the ones we know (HR are running the process in a slightly cagey fashion) as follows:

CoSector: Adam Lucette (IWGB) and Colin Watson (IWGB)

HEE: Joseph Parrott (IWGB)

P & FM: Jelony Nwaneri (IWGB)

School of Advanced Study: Lindsey Caffin (IWGB), Danny Millum (IWGB), Mark Murphy (IWGB), Damien Short (IWGB)

Senate House Library: Jordan Landes (IWGB) and Elizabeth Morcom (IWGB)

You might be noticing a pattern here! We are really pleased to have so many keen members and to be representing these areas – we’ll be adding more contact details BUT for now just drop Danny a line ( with any questions.

ICE Forum – Important Update! — September 12, 2016

ICE Forum – Important Update!

photo 1
They were laughing then. Four meetings later suddenly things don’t seem so funny…

As you know, we’ve been trying to negotiate better information and consultation for all staff for months now, having spent over a year forcing the University to accept that things have to change. Staff in Levels 1-6 especially have clearly expressed that they don’t feel properly consulted about what goes on here and have twice voted for IWGB reps to represent them in trying to get a better deal.  Staff in Levels 7-10 are represented by reps from UNISON and UCU.

Our job is to negotiate what the forum for information and consultation would be like. We’ve met regularly with the University and put forward detailed proposals and constructive ideas to make sure that everyone can be fully involved, and we’ve kept you updated about this as we promised at the start.

The good news is that all negotiating reps and the University agreed with nearly all of the ideas we suggested.  Principally, we have proposed that the appropriate forum is a reformed JNCC which has an online portal, allows staff to submit agenda items, minutes and reports back on the meetings properly and runs open meetings for staff.  The only difference in our positions is that the University, UNISON, and UCU don’t want the IWGB to be a full member of this forum, instead relegating your reps to mere “observer” status.  Obviously we cannot accept a forum where the union Levels 1-6 have chosen to represent them has inferior status so in an effort to reach consensus we have proposed a second option: to establish a separate forum for information and consultation, constituted on the employee side by 4 reps for Levels 1-6 and 4 for Levels 7-10, all democratically elected (see the attached for details).

If the University and Levels 7-10 reps ram through their preferred option despite our protestations and offer of an alternative, then by law the option would have to be put to a vote of all University staff.  We think this would be costly, time-consuming, and easily avoided.  However we will continue to push for a fully functional and participative forum in which Levels 1-6 have an equal seat at the table.  This is what you have elected us to do.

The next meeting is this Friday – please let us know any thoughts or questions by emailing

Email from Kim Frost regarding ICE arrangements — January 27, 2016

Email from Kim Frost regarding ICE arrangements

We hope you’ve seen the email below from Kim Frost, which has confirmed that the University have finally given up their court battle against us!
We’ll obviously be checking the small print to make sure they haven’t tried to trick us again and control this process more than they should. But on the whole this is good news – it now means that we are going to get to choose our negotiating reps for the first part of the process of setting up the new forum.
We’ve been fighting hard for this in order to ensure all staff are properly represented, and to force the University to consult as widely as possible on vital issues and decisions affecting all staff.

Now we need your help!

Please could you take five minutes to:

  1. Let us know if you think what Kim is proposing is fair (e.g. two grade 6s and three grade 7s). Is there a better way of setting ‘constituencies’?
  2. Let us know if you would be up for standing for one of these positions – we need to have as many IWGB candidates as possible!
  3. Let us know if you can help out by campaigning and speaking to people once the process begins.

Any questions, let us know, and thanks as ever for your support!

Here is the email (our favourite bit is in italics):

Informing and Consulting our Staff

You may remember that around this time last year the University held a vote to ask employees to agree the appointment of employees nominated by our recognised trade unions to represent all staff in negotiating with the University over arrangements for consulting and informing staff under the Information and Consultation of Employees Regulations 2004. These regulations give employees the right, for example, to be informed about their employer’s economic situation and to be informed and consulted about issues which might affect job security.

Our current arrangements to carry out information and consultation are contained in our agreements with our recognised trade unions, UCU and Unison. However as these agreements do not extend to the relatively small number of staff in Level 10, they do not cover the whole of the University’s workforce. This meant that when, in November 2014, the University received a request from over 10% of our employees to establish information and consultation arrangements specifically under the Regulations, the University was required, notwithstanding its established arrangements with the recognised trade unions, to make arrangements for employees to appoint or elect negotiating representatives with a view to agreeing how the University would inform and consult its workforce specifically under the Regulations.

Consequently we asked staff to vote in a ballot in February 2015 on whether they wished those employees nominated by the recognised trade unions to act as their negotiating representatives for these purposes. A majority of those voting approved their appointment.

However, a member of staff made a successful complaint to the Central Arbitration Committee (CAC) that the process we followed did not satisfy the requirements of the Regulations. This decision was upheld on 15 January by the Employment Appeal Tribunal (EAT).

I would wish to make clear that the University’s understanding, supported by external legal advice, was that the process we followed in February 2015 did meet the requirements of the Regulations. However, there was no previous case law on this aspect of the Regulations to guide our understanding. The CAC and EAT decisions have clarified these legal requirements.

Starting the Process

In light of these decisions, the University intends to start a new process through which staff will elect their negotiating representatives. These representatives will then seek to agree, with the University, the procedure under which the University will informing and consult its employees under the Regulations. This notification is therefore given for the purposes of the Information and Consultation of Employees Regulations 2004, and is issued on 26 January 2016.

Appointing Representatives to agree arrangements for informing and consulting staff
For the purposes of the election, there will be two constituencies. The first constituency will comprise all staff in Levels 1 to 6. The second constituency comprises all staff in Levels 7 and above.

Staff in Levels 1-6 will be asked to elect two representatives. Staff in Levels 7 and above will be asked to elect three representatives. The two negotiating representatives elected from the Level 1-6 constituency will represent all Level 1-6 staff. The three negotiating representatives elected from the Level 7 and above constituency will represent all staff in Level 7 and above.

Using these two constituencies will in our view ensure that each group is adequately represented in the negotiations. The number of representatives to be elected by each constituency also reflects the relative numbers of staff in each group.

Any member of staff may stand as a candidate for election to represent employees in their constituency as a negotiating representative. Candidates employed in Levels 1-6 will therefore be standing for election to represent all Level 1-6 staff. Candidates employed in Level 7 and above will be standing for election to represent all staff in Levels 7 and above.

We will be inviting staff who wish to stand for election to notify us of that by a specified deadline.

A ballot will then be held over a two week period and will be run by the Electoral Reform Society.

What will the Negotiating Representatives be asked to do?

The elected negotiating representatives will be asked to negotiate an agreement (covering all staff) with the University which will set out the issues on which the University will inform and consult its employees and how this information and consultation will be carried out.
If an agreement can be reached with all negotiating representatives, that will be the procedure which will apply going forward.

If agreement can only be reached with a majority of the negotiating representatives, the University would conduct a further ballot in which staff would be asked to vote on whether or not to adopt the agreement reached with the majority of the negotiating representatives.

Do the Representatives have a wider continuing role?

No. Their only role at this stage is to represent employees in their constituency in negotiations with the University on the content of an information and consultation agreement. Their role as negotiating representatives ceases once agreement is reached or if negotiations are unsuccessful.

Following the conclusion of these negotiations, information and consultation representatives will need to be elected or appointed and it is these representatives who would represent you going forward, receiving information from, and being consulted by, the University on your behalf. How these representatives would be elected or appointed, and their term of office, is something that will be decided in the negotiations with the negotiating representatives.

What topics are covered by Information and Consultation?

It is for the University and the negotiating representatives to agree how the University will inform and consult its staff and on what topics. However, these information and consultation arrangements typically cover issues such as the University’s activities and economic situation, the structure and development of employment within the University, as well as decisions likely to lead to substantial changes in work organisation such as large scale redundancies (unless these are being consulted on under separate legal consultation obligations).

Does this cover Negotiation with the University on Pay and Conditions?

No. The Regulations only cover information and consultation, rather than negotiation. They do not cover negotiation on pay and conditions. These will remain covered by national and local agreements with our recognised trade unions UCU and Unison.

What Is the Timescale?

By the end of January we will issue an invitation to staff to nominate themselves as candidates for election as negotiating representatives for their constituency. We expect to hold the election in March.