Thanks to your support, last week outsourced workers at the University of London (UoL)won a massive concession, when the university announced that it would start a process to end outsourcing.
Sadly, the announcement was vague and offered no clear timeline nor commitment from the university, despite repeated demands by the IWGB for clarity and a maximum 12-month timetable for in-sourcing. Continue reading
Dear Professor Sir Adrian Smith,
I am writing you to share some musings on the statement you put out yesterday regarding outsourced workers (below).
For such a distinguished individual with quite the collection of titles – Vice Chancellor, Sir, Professor – the quality of writing, or lack thereof, is somewhat startling. I had to read it a few times in order to try and understand what you were saying and why- and even after that I’m a little confused. But then again, that may have been the intention.
So let me sum up what I think you’re trying to say, before going on to respond to it in rather clearer language: the University of London can’t handle anymore of the campaigning and strikes, and so whilst they’re unhappy about having to spend more money, they will bring the outsourced workers in house over the course of the next several years, with the help of the two unions on campus who have no mandate to act on behalf of the outsourced workers.
This announcement follows on the heels of seven years of campaigning around outsourced workers’ pay, terms, and conditions, and more specifically, several months of the IWGB’s Back in House Campaign, which has been calling for an immediate end to outsourcing. On the eve of the Board of Trustees’ meeting on 23 May, we even made clear that we could consider any proposal which brought workers back in house within 12 months, an incredibly generous concession on the part of the workers given how long you’ve been treating them unfairly.
Now I appreciate that you must find it frustrating to deal with the IWGB as you deem the union to be militant, radical, and uncompromising. This must be all the more frustrating when compared to your preferred method of conducting industrial relations. But whilst we may not take positions you agree with, one thing we are not is irrational.
Indeed, the mechanics of our motions and the rationality of our strategy is crystal clear and utterly coherent. When you adopt practices which are unfair, discriminatory, or exploitative, we will campaign, protest, strike, and expose you to the world. When you stop these practices, or announce you are planning to stop them with clear guarantees and within a reasonable time frame, we call off the campaigning. Simple.
You didn’t really expect over a hundred cleaners, porters, security guards, receptionists, gardeners and AV staff to call off their strike and campaign on the vague promise that at some point in the next several years they’d be brought back in house, did you? And you couldn’t possibly have expected to get favourable press coverage out of this rubbish announcement, could you? If the articles that came out within 24 hours of the announcement are anything to go by, you’re in store for quite a bit more negative press coverage in the coming weeks:
So in sum, the ball is entirely in your court. Your first offer is rejected. If you want the industrial strife to end, make an announcement that all outsourced workers will be brought back in house, on equal terms and conditions, within the next 12 months and we will give it serious consideration. Given that this matter has been a live issue for the past seven years, our position is more than reasonable.
Alternatively, continue to endure strikes, protests, campaigns, negative press coverage, staff malcontent, and spending exorbitant amounts of money on running UoL like a prison. If past experience is anything to go by, students, trade union branches (in particular UNISON and UCU branches from around the country), activists, politicians, and others will continue to support the workers’ cause until victory.
Best wishes,
Dr. Jason Moyer-Lee
General Secretary
IWGB
24 de mayo: La administración central de la Universidad de Londres ha anunciado hoy que empezará el proceso de acabar con la subcontratación y contratar los servicios de gestión de instalaciones directamente. Esto representa una concesión importante para la campaña “Back in-house”, iniciada por el sindicato Independent Workers’ Union of Great Britain (IWGB) en setiembre del 2017.
El anuncio de la Universidad se ha producido tras haber organizado la mayor huelga de trabajadores en la historia de la educación superior en el Reino Unido, en la cual más de 100 trabajadores salieron a la huelga el 25 y 26 de abril.
Sin embargo, la ambigüedad y la falta de claridad del anuncio en cuanto a los plazos y los servicios que contratarádirectamente la universidad, significa que el IWGB seguirá adelante con la huelga de alrededor de 130 trabajadores: limpiadores (cleaners), guardias de seguridad (security officers), recepcionistas (receptionists), porteros (porters), trabajadores del departamento de correos (post room workers) y trabajadores del departamento de audiovisuales (audiovisual workers), programada para el 6 de junio.
La Universidad hoy anunció un ambiguo compromiso de que algunos servicios pasarán a ser manejados directamente por la universidad entre el 2018/19 “en aquellos casos donde haya una oportunidad y un razonamiento claro”, sin especificar qué servicios.
La falta de detalles en cuanto a los contratos que serán gestionados directamente por la universidad, así como el número de advertencias en el anuncio, no ofrece ninguna garantía a ninguno de los trabajadores subcontratados sobre si pasarán a ser empleados directos de la universidad.
Por el momento el IWGB también planea continuar con su caso pionero de co-empleadoresen contra de la Universidad de Londres, el cual sería en la corte suprema.
El Secretario General del IWGB Dr JasonMoyer-Lee dijo: “El anuncio de hoy demuestra que la acción colectiva y la presión funcionan. La universidad ha entendido claramente que la situación actual es insostenible y que tienen que hacer algo. Pero también demuestra que la Universidad siempre tratara de exprimir hasta el último centavo de sus empleados subcontratados. Hasta que la Universidad de Londres anuncie el fin de toda la subcontratación en un tiempo razonable, el IWGB continuará con la campaña”.
La representante de IWGB y limpiadora de la Universidad de Londres Margarita Cunalata dijo: “Estamos contentos de que la Universidad finalmente haya reconocido nuestras reiteradas demandas para que nos den los mismos términos y condiciones que a los otros trabajadores de la Universidad. Sin embargo, dejarnos en el limbo es completamente inaceptable. Continuaremos luchando hasta que nos contraten directamente y nos traten con la dignidad que nos merecemos”.
El IWGB quiere tomar esta oportunidad para agradecer a todos los que han apoyado a la campaña, incluyendo a John McDonnell MP, Laura Pidcock MP, al co-líder del Green Party Jonathan Bartley y al cantante y compositor Billy Bragg.
-FIN-
Para más información:
Emiliano Mellino, oficial de prensa / press@iwgb.co.uk
24 May: The University of London central administration has today announced that it will start a process to end outsourcing and bring its facilities management contracts in-house, in a major concession to the “Back in-house” campaign launched by the Independent Workers’ Union of Great Britain (IWGB) in September 2017.
The announcement by the university follows the biggest strike of outsourced workers in UK-higher education history, when over 100 workers walked out on 25 and 26 April.
However, the vagueness of the statement and the lack of clarity on both the timeline and on which contracts will be brought in house means the IWGB will go ahead with the strike of around 130 outsourced cleaners, security officers, receptionists, porters, post room workers and audiovisual workers, scheduled for 6 June.
The university today announced a vague commitment to bring some services in house in 2018/19 “where there is an opportunity and clear rationale”, without specifying which services. The lack of detail on which contracts will be brought in-house and when, as well as the number of caveats in its statement gives no assurance to any of the outsourced workers as to if and when they will be made direct employees.
The IWGB also plans to continue its landmark “joint-employer” case against the University of London for the time being.
IWGB General Secretary Dr Jason Moyer-Lee said: “Today’s announcement demonstrates that collective action and pressure works. The university has clearly understood the current situation is untenable and that they need to do something. But it also shows that the University will always try and squeeze every last penny out of its outsourced staff. Until the University of London announces the termination of all outsourcing on a reasonable timescale, IWGB will continue to campaign.”
IWGB representative and University of London cleaner Margarita Cunalata said: “We’re glad that the university has finally acknowledged our repeated demands to be given equal terms and conditions as other workers at the University. However putting us in this limbo is completely unacceptable. We will continue fighting until we are made direct employees and treated with the dignity we deserve.”
The IWGB wants to take this opportunity to thank all those that have supported the campaign, including John McDonnell MP, Laura Pidcock MP, Green Party co-leader Jonathan Bartley and singer-songwriter Billy Bragg.
-ENDS-
For more information:
Emiliano Mellino, press officer
In recent months, the University of London’s Senate House has been operating like a dodgy nightclub, with extra security guards, ID-checks, bag checks and ugly security fences. A techy, unpleasant vibe has taken hold.
In an email to staff, the university’s Vice Chancellor’s Executive Group acknowledged that “Colleagues [feel] that these issues are starting to have an impact on the staff and visitors, particularly those who are used to Senate House being an open and welcoming building and also those attending events and activities.”
A lecturer at the University of London put it to me more bluntly: “People have found this very intimidating and the atmosphere is quite paranoid.”
Read the full article
The Independent Workers Union of Great Britain (IWGB) is looking for a part-time membership administrator to work on a temporary basis in the first instance helping maintain the union’s membership database.
The post would be for three months, 3.5 hours a week (Saturday morning), and be based in our Angel office. The rate of pay will be LLW + £1, so currently £11.20 an hour, plus generous sick pay, holiday and pension entitlement.
The post will involve:
The successful candidate will:
If you are interested in applying, please contact sebastienflais@iwgb.co.uk with a short covering letter and CV. The IWGB is an equal opportunity employer, and we particularly welcome applications from black and minority ethnic candidates. The closing date for applications is Friday 25 May 2018.
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?
- Pledge whatever £ you can afford, and,
- 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
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:
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
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.
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
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
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
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.
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.
Independent Workers Union of Great Britain - Universities of London Branch 