Independent Workers Union of Great Britain – Universities of London Branch

Category: News

IWGB members working for Deliveroo need your help today! — May 16, 2018

IWGB members working for Deliveroo need your help today!

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Dear Members

I’m writing to you because together we can end “gig economy” exploitation.

As you know, Deliveroo riders are currently denied basic employment rights most of us take for granted, such as protection from discrimination, paid holidays, pensions, trade union representation and the right to be paid not less than the National Minimum Wage.

Last year we took Deliveroo to court, but lost on a technicality. Now the IWGB is seeking to appeal the judgment via Judicial Review so that riders can win back these basic rights.

To do this, we are crowd-sourcing a fighting fund that will protect the Union against costs throughout the process. We have just launched the fundraiser – and need everyone to chip in!

Will you help?

  1. Pledge whatever £ you can afford, and,
  2. Share the link (www.crowdjustice.co.uk/case/deliverjustice) online via Facebook, Twitter, email and Whatsapp to your friends, family, members, colleagues and contacts, asking them to do the same – pledge + share!

These are concrete ways to make a difference in challenging times to protect workers everywhere. By helping us in this fight, you make it harder for other employers to copy Deliveroo’s sneaky tactics and protect everyone’s rights across the UK!

We need YOU to help us #DeliverJustice!

Thank you so much,

Mags Dewhurst

Mags Dewhurst
IWGB Vice President

Fiesta de Verano / Summer Party 2018 — May 15, 2018
Summary of 20 March ICE meeting —

Summary of 20 March ICE meeting

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ICE Forum report
20 March 2018
Wolfson 1, IHR

 

Introduction and apologies

Present representing University management:

Mark Newton, MD of CoSector

Mark Harrison, head of inclusion

Ghaz Alwani-Starr, director of Properties and Facilities Management (P&FM)

Reps’ Apologies: Marty (SAS), Lewis (HEE) and Angela (Finance)

(Jelony dialled in on phone)

 

Minutes from last meeting

No comments on the minutes.

Matters Arising:

  • Dignity at Work: in November 2017 policy was undertaken to be revised by April 2018, the working group was composed of MH, HR, UCU and Unison reps
    1. All new policy regarding harassment
    2. New policy regarding discipline
    3. New policy on student policy with regard to harassment
    4. A new relationship code of conduct for staff

Feedback (mostly positive, changed pronouns, extended it to HEE and CoSector) from individuals, UCU and Unison, SAS student reps and the committee fed in and policy was updated, so now awaiting final approval

student guidance will take longer for approval

DM: raised question of outsourced staff, asking if contractors will have to comply

GA-S: Yes, contractors have to adhere to the policies

TH: People need to understand that the University is going to apply this policy to past/historic situations and that needs to be communicated.

MH: Once the policies are signed off, that will be included

DM: raised question of how Stop messages work, pointing out the ambiguity in the policy and that messages can cause more difficulty in place of going straight to HR

MH: the policy is an informal route than can be taken by anyone, does not rely on Stop messages being done first; senior managers can be volunteered as dignity and respect representatives (as well as other levels), creating a number of routes for staff to decide

Joseph: Can it be shared with non-UoL employers who manage UoL staff?

CR: Yes

  • Holiday Allowances

DM: raised issue of grades and holiday leave as based on the HR-provided figures showing that gender and ethnicity are factors

MH: gaps have been identified and are indicative of this, just as with the Gender pay Gap; University recognises it is unacceptable and actions are being taken, see the Annual Report on the intranet. (It is monitored by senior management and an oversight committee)

TH: This is a historic request from unions: where can historic requests from unions be taken?

CM: staff do find it unjust and it is important issue to raise.

  • MFA

Thirteen complaints have been received, mostly from staff outside of the UK
The main worry was about the use of personal devices
Emergency overrides can be requested
Phones are available for use by those not wanting to use their own devices or who do not have their phones – available through the Service Desk

EW: The University’s handling of the launch was not great

  • Vacancies process

CR: Vacancies will remain open but HR will accept expressions of interest

TH: These vacancies need to be explained more on the Intranet to make them known

EW: there has been an expression of interest from one person in VC/HR area

  • HEE contracts

CR: this is not something the University has control over

Joseph: Asked about switching contracts when employees are promoted (from UoL onto agenda for change)

CR: Unknown

Communications

EW: read from her email sent 26 January 2018, asking not to use union tags, saying that ICE reps are individuals not union reps; these are not campaigning roles and are representing roles; representatives cannot carry out their role as they see fit; the University is not trying to limit ICE reps’ roles and are allowed to disagree when they see too much mention of unions

DM: disagrees, refers to his own email; the main issues concern what ICE representatives can do, also that staff cannot be intimidated; asked if senior managers can be advised of that. Also asked if the HR-provided mailing lists can be used by reps

CM: Questions how reps can’t carry out their roles as they see fit: there is nothing on this in the Regulations; the issue of confidentiality is only applied in certain cases. Important that staff know who to give feedback to and for staff to be kept informed; email restrictions can limit one’s role

EW: There is no preventing communicating

EM: disagree, inability to use HR-provided mailing list in all departments

TH: These are big issues, as he would like to share UCU links on pensions, as UCU has done so much work on the subject, so he is limited

MM: There was an opportunity to apply these restrictions when ICE was being formed and the University chose not to do so, so now that the restrictions are being attempted, they cannot be enforced as the time is past when they would have been agreed

JL: Agree with TH, can an accessible location for information be made?

CM: How can this be resolved? Senior managers should bring these issues up to the University for discussion in the forum not directly to representatives.

DM: There has been an example of a senior manager taking issue directly with ICE representatives.

CR: That should not be discussed here.

EW: She will talk to Simon Cain.

TH: What are the distribution lists for? Can they be used?

NO ANSWER AT THIS TIME

FM Review

GA-S: the finished staff surveys narrowed down to two options, decision postponed until May so Board of Trustees can ‘see full picture’ (postponed form March)

DM: This was a missed opportunity for the University; all workers should be brought In house for reputational reasons and there will now be more strikes in April

EW: these are huge issues, FM Steering group needs time

GA-S: the steer from the Board of Trustees meant things were limited by the bottom line

TH: He was surprised the meeting was deferred due to ‘industrial action’, restated that UCU wants everyone back in house

MM: Urgency felt now is based on the issue not being engaged with for more than a year, i.e. the University didn’t prioritise it and deferring the meeting gives the impression the University still doesn’t prioritise it

GA-S: She dealt with it as soon as she could, University doing its best, ‘we’ll continue to do the work’. Also stated that the Board of Trustees has insisted that any changes made to contracts must have no impact on the University’s bottom line.

EW: work being done now, University is committed to carrying out the work

DM: It must be resolved soon because contracts are falling apart

Asbestos management

GA-S: process is ongoing, report being distributed

DM: employees are being diagnosed with asbestos-related damage

CR: contact HR with any concerns for testing

CoSector

Mark Newton: staff meetings have resumed every 6 to 7 weeks, the newsletter has been changed, feedback has been positive; CoSector has ‘turned the corner’ financially, ‘good performance’, reduce deficit to £340k and Q1 2018 will show a small surplus, making CoSector a net contributor; this has been done by increasing prices and making some reductions

Colin: internal staff inductions and communicating role changes needs to improve; more information about people needs to circulate

UOLIA Review of QSG

Craig O’Callaghan: recommendation were accepted by staff (of reviewed teams); all changes are complete; a review of job descriptions is the next task; investment in global engagement will be reviewed after two years; the review of marketing was considered but deemed unnecessary, so no staff changes but more participation from senior staff

RD: As part of former QSG, the review was very stressful and communication was poor during the review; there was no staff support (which needs to be considered in future reviews); detrimental impact on staff attitudes toward the University

CO: the process agreed with HR was based on one individual and led to a hiatus in communicating with staff; engagement of staff was exemplary, strengthened UOLIA going forward; he was impressed by engagement

TH: now that the review is finished, it’s okay but during the review, it was stressful, lessons have been learned but it should have been handled better

RD: once in consultation, it improved but communications would have made the whole process better

AOB

  • Pensions: Elaine said it was a dispute between UUK and UCU, enough said
    1. TH: it’s about knowing where boundaries are, USS sent an email out yesterday via HR and messages on the intranet represented UUK and USS but there needs to be a balanced view (HR has the power to send to the whole university, Tim is more limited)

BK: 20 February intranet post on actions short of strike were misleading and intimidating

TH: asked HR about it

HR: could not change

CM: HR needed to do better with regard to the strike. UCL for example was clear on policy for staff not crossing picket lines. When staff here asked for clarification, UoL HR director refused to clarify. This is disrespectful of staff and unnecessary.

  • CoSector pensions: the details are all unclear but Tara will deal with the changing plans
  • Business World:

Lindsay: there has been a misconnect and no communications

CR: read latest from HR that it is still not ready

Elaine: due to staffing issues and underestimation of complexity

Next meeting is Wednesday 25 July at 2pm and may be scheduled for 2 hours.

 

 

 

 

University outsourced workers announce further industrial action after historic strike —

University outsourced workers announce further industrial action after historic strike

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  • More than 100 cleaners, porters, receptionists and other outsourced workers of the University of London will strike on 6 June
  • Workers demand an end to outsourcing, an end to zero-hours and pay rises
  • Last strike and protest was attended by Shadow Chancellor John McDonnell MP, Shadow Minister for Labour Laura Pidcock MP, and musician Billy Bragg.

University of London workers organised by the Independent Workers Union of Great Britain (IWGB) are to go on strike on 6 June, following the biggest-ever strike of outsourced workers in UK higher education history. Continue reading →

Open letter: ending outsourcing at the University of London — May 4, 2018

Open letter: ending outsourcing at the University of London

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Shadow Chancellor John McDonnell speaking at outsourced workers strike at Senate House

 

Dear Chris

I am writing following last week’s massive strike and demonstration by outsourced workers to call on the University of London (UoL) to resolve this issue once and for all.

As you must be aware, the situation at UoL has now become untenable.

The year-long series of strikes, endless negative media and social media coverage, petitions from in-house staff and occupations by students have left the university’s reputation in tatters.

We are now at a point where the campus is on perpetual lockdown, and the university is spending hundreds of thousands of pounds on additional security whose ID and bag searches are alienating staff and visitors alike. Meanwhile, outside the university gates MPs including the Shadow Chancellor line up to condemn the UoL stance.

And all of this is merely to perpetuate an obvious injustice – namely the continued discrimination in terms and conditions against one group of predominantly BME [black, minority and ethnic] staff.

As an aside, I know that one of accusation levelled against the IWGB is that it is in some way ‘extreme’ or ‘militant’.

In fact, our members’ behaviour has been consistently reasonable – how would you like it if you were given much worse terms and conditions than your in-house colleagues, ignored when you attempted to raise this issue, told that the university would talk with neither you nor your chosen representatives and then have your entirely peaceful strikes and protests policed in a completely different fashion to those of your mostly white UCU [University and College Union] colleagues?

Furthermore, I have on their behalf raised a series of issues relating to the behaviour of the outsourced companies to which the University has simply failed to respond. What other option have they been left with to have their voices heard?

As such, the university must realise that the in-house campaign will continue to intensify until all outsourced workers are brought back in house under the following conditions:

  • That this covers all 5 outsourcing companies (Aramark, Bouygues, Cordant Security, Cordant Services and Nurture)
  • That they are all brought onto exactly the same terms and conditions as all other University of London employees
  • That there are NO redundancies as part of this process
  • That there are no reductions of hours as part of this process
  • That the issue of previously promised pay differentials is resolved

Please watch this space for details of our May protest – it’s going to be a big one!

As ever, and to combat any further accusations of unreasonableness, the IWGB remains open to direct talks over the implementation of the in-house process.

Best wishes

Danny

Danny Millum
Branch Secretary
University of London IWGB

Celebration agenda at IWGB’s University of London branch annual general meeting — May 2, 2018

Celebration agenda at IWGB’s University of London branch annual general meeting

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Two years ago, the University of London’s branch of the Independent Workers Union of Great Britain (IWGB) had less than 300 members. Now that figure has swollen to nearly 500.

It has helped fightback against the planned changes to USS pensions, won backdated increases in the London Living Wage for members, won the support of students whose fees run the university, and seen its campaign to bring outsourced workers back into the fold at the University of London (UoL) continue apace.

These major achievements were celebrated at the annual branch meeting on 28 April, by a capacity crowd which packed the lecture theatre at the Institute of Advanced Legal Studies in London’s Bloomsbury.

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 members. They include security guards, cleaners, porters, academics and academic related staff, librarians and administrators.

And it underlined the importance of establishing the strength and basic dignity of some of the most exploited union members in the capital. The people who clean up after the very executives who want to outsource them and undermine their rights. Members also include an increasing number of in-house staff who believe in fairness and inclusion at work

Speaker after speaker highlighted the ongoing campaign for basic employment rights: sickness and holiday entitlements, pensions, and most important, a future to map out with their families.

It was celebration of a highly democratic organisation that is doing something new, demanding national institutions do the same. At least an hour’s worth of ballots resulted in a refreshed line-up of officers and representatives. The new officers are as follows:

List of officers

  • Assistant Secretary – Rebecca Dooley
  • Vice Chair – Abdul Bakhsh
  • Treasurer – Lindsey Caffin
  • Second Treasurer – Alison Hunter
  • Trustees – George Orton, Frankie Cunha
  • Recruitment Officer – Liliana Chavez
  • Education Officer – Jamie Woodcock
  • Communications Officer – Maureen McTaggart
  • Campaigns Officer – Alex Gonzaga
  • Branch Secretary – Danny Millum
  • Branch Chair – Anibal Yepez

Delegates to the National IWGB AGM

  1. Catalina Punguil
  2. Joe Abdulahi
  3. Joe Trapido
  4. Margarita Cunalata
  5. Abdul Bakhsh
  6. Rebecca Dooley
  7. Rosalba Garcia
  8. Maritza Castillo Calle
  9. Jamie Woodcock
  10. Amparo Lema
  11. Amy Todd
Hundreds join IWGB outsourced workers’ protest at University of London —

Hundreds join IWGB outsourced workers’ protest at University of London

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On 25 and 26 April, almost 100 outsourced workers at the University of London took strike action as part of their campaign for equal terms and conditions with directly employed staff.

The group, which included cleaners, porters, security officers, receptionists, gardeners, post-room workers and audiovisual staff, arrived at the picket line from 6am and stayed all day. They were joined on the evening of the 25th by hundreds of in-house staff, students and other supporters at a protest outside Senate House. Singer-songwriter Billy Bragg, Shadow Chancellor John McDonnell MP, trade unionists, students and activist groups spoke at the event in a show of solidarity, and Laura Pidcock MP joined the picket line the next morning. Continue reading →

Student letter of support for the outsourced workers campaign — April 24, 2018

Student letter of support for the outsourced workers campaign

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Dear Directors,

We, students at the institutes of the School of Advanced Study, would like to request your support in a matter that is relevant for all of us as members of this prestigious institute and of a larger academic community.

As students at the School of Advanced Study, it is important for us to know that our school and the University of London is more than merely a place for research and teaching, and that it also aims to be involved in its community and in society in general – through events such as the Being Human festival, public lectures and consideration of opportunities to reach out to the community.

We are proud of this involvement with community and social issues, and believe a responsibility towards our most imminent community, that of university workers, is an inherent part of this approach. We are sure the School of Advanced Study and its institutes would be proud to see its graduates taking an active part in the betterment of society. We want SAS to feel that pride, and we want to be proud of our Schools and our Institutes’ true commitment to workers.

The community of SAS students includes those studying about the lives of migrants and the hardships they face, about human rights, law and social struggles. We cannot, and our institutes cannot, ignore those issues at our own home. Because we deeply care about this home, and we know you do, too.

The University of London employs a significant number of outsourced employees. We meet them every day, at the entrance to the buildings, in cleaning and providing catering for events. Those employees are currently struggling for direct employment and decent working conditions.

The IWGB is the biggest union on campus, both for outsourced and direct employees, representing over 90% of the outsourced workers at the University of London central administration.

As such, we call you, the directors of SAS institutions, to demand the IWGB will be invited to participate in the review of facilities management contracts being undertaken by the University. This is required as a step reflecting democracy, respect for workers’ rights and the basic rights to collective bargaining and free association.

We also call you as directors to demand the University of London will guarantee the review will not result in any job losses among the outsourced workers and that it will ensure that all outsourced workers, in all roles and functions, are brought in-house.

Last, we request that as directors, leaders of our prominent institutes, you will engage the SAS community in an open discussion about the social responsibility of the School of Advanced Study and the University of London towards its members, workers and larger community.

Thank you,

 

Lilija Alijeva, ICWS

Charlotte Berry, IHR

Alex Curry, ILAS

Martina Mastandrea, IES

Maayan Niezna, IALS

Daniela Zanini, IMLR

Olga Iskra, ICwS

Dean Thompson, ICwS

Ala Al-Mahaidi, ICwS

Cheryl Bellisario, ICwS

Cassandra Soderstrom, ICwS

Dallia Mitchell, ICwS

Jennifer Clancy, ICwS

Isobel Archer, ICwS

Cara Priestley, ICwS

Tanishtha Bhatia Sen Gupta, ICwS

Ellie McDonald, ICwS

Celine Denisot, ICwS

Jose Guevara, ILAS

 

University of London’s outsourced workers need you — April 20, 2018

University of London’s outsourced workers need you

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For two days next week – 25 and 26 April – more than 100 cleaners, porters, security officers, receptionists, gardeners, post room and audio-visual staff at the University of London (UoL) will be striking for fairness and equality. And they need your support on the picket line outside Senate House.

This is expected to be the biggest ever strike of outsourced workers in UK higher education history.  Continue reading →