Plans to TUPE staff from University of London to Health Education England — November 22, 2018

Plans to TUPE staff from University of London to Health Education England

Dear all,

We are writing in our capacity as IWGB ICE representatives, as the ICE Forum has been sent documentation relating to the proposed TUPE transfer of all UoL staff to HEE, and we will be discussing this at the next Forum meeting, which will be taking place next Wednesday 28 November 2018.

The University has refused to allow us to release the actual documentation to affected staff, despite our objections, but it deals in essence with the email below that you have all received.

It is worth bearing in mind that on 28 September 2018 HR Director Simon Cain wrote to me that – ‘there is currently no discussion underway to transfer UoL staff to HEE’ – and yet now the University is moving with such haste that it intends to complete this transfer by 1 April 2019.

We have submitted the attached questions (HEETUPEtransferquestions) to the University / HEE for a response – but please do let us know if you have further queries you would like raising.

The key element of this move will be that staff will be forced to move from their current UoL pensions (SAUL or USS) into the less favourable NHS pension scheme.

The IWGB’s position is that that staff who have already been through a massive and traumatic restructure are now being made to pay again (this time via their pensions) for an accountancy error made at the highest levels.

Furthermore, there is no need for this to happen – UoL and HEE should be querying the VAT interpretation, especially since it in essence it represents the government taking money from itself.

The IWGB will be challenging this development in the ICE Forum – to escalate the fight then we need staff to get in touch and let us know what action they are prepared to take. If you want to fight this we will back you up all the way.

Best wishes

Danny

(on behalf of your IWGB ICE reps)

 

From: London and South East Communications 
Sent: 21 November 2018 15:00
To: All (London) <all.london@hee.nhs.uk>
Subject: Important update message for staff on the business relationship between HEE and University of London (UoL)

Dear colleagues,

Following my communication on 7 September 2018, I am writing to provide an update on the ongoing discussions regarding the current business relationship between HEE and the University of London (UoL). As you will be aware, UoL staff currently work alongside HEE staff as part of our operations in London.

I advised you previously that, following a HMRC review, it has been established that HEE will incur a £2.1 million VAT liability as a result of the current contractual arrangement between UoL and HEE. This change of taxation creates a cost pressure which is not sustainable going forward.

HEE’s Executive Team and the London Regional Management Group have considered all options available to HEE in reducing this cost pressure and we have determined that a full transfer of the service provision is now required.

This transfer of service provision will also require a transfer of employment for staff employed by UoL under this service provision. The transfer would be performed under the protection afforded by the legislative regulations set out under Transfer of Undertakings (Protection of Employment) Regulations 2006 amended 2014 (known as TUPE). Those regulations include the requirement for full consultation with affected staff.

HEE have notified colleagues at UoL of our intention to transfer the service provision and we have requested a transfer date of 1 April 2019. UoL will now undertake their governance and consultation procedures in response to our request.

HEE have also notified our recognised trade unions of the transfer and we will be continuing our discussions with trade union representatives on 28 November 2018 at the London Staff Partnership Group and the wider HEE Social Partnership Forum on 10 December 2018.

I will continue to keep you updated on this matter and I fully expect that UoL will also be communicating with their trade union partners and employees in due course.

A set of FAQ’s relating to the effects and practicalities of TUPE will also be provided.

In the meantime, please do not hesitate to contact your line manager, trade union representative, or HR team should you have any questions at this stage.

Best wishes,

Lisa.

Lisa Bayliss-Pratt
Chief Nurse and Interim Regional Director for London

Health Education England
Stewart House | 32 Russell Square London | WC1B 5DN

 

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UoL’s outsourced workers to benefit from UK living wage rise — November 17, 2018

UoL’s outsourced workers to benefit from UK living wage rise

At last some good news. The lowest paid staff at the University of London (UoL) are set for a pay increase as both Cordant Security and Cordant Cleaning, the university’s outsourcing companies, confirm they will adopt the uplift in the rate of pay set by the Living Wage Foundation on 5 November.

It means the outsourced workers struggling with the rising cost of living in London will see their pay rise to £10.55 an hour, an increase of 3.5%. For workers in the rest of the country the rate will rise 2.9% to £9 an hour.

The salary boost for Cordant’s UoL staff, which is effective from 5 November, was confirmed in an email from Guy Pakenham, Cordant Cleaning Limited’s managing director.

In his response to repeated requests for information from Danny Millum, the University of London IWGB branch secretary, Pakenham said, “I can confirm that both Cordant Security and Cordant Cleaning [will] introduce the new LLW rate from the date of announcement and it is paid on the next applicable pay rate, which in this case, falls within November for all our affected staff.”

The UK living wage pay rate is a voluntary measure adopted by more than 4,700 employers and is calculated by assessing how much workers need to meet the basic cost of living in Britain. It is £1.17 higher an hour than the statutory national minimum wage imposed by the government for those over the age of 25.

Currently £7.83 an hour for workers who are over 25, the government’s national living wage, will itself rise to £8.21 an hour from next April. For 21–24-year-olds, the current rate of £7.38 will become £7.70; and the rate for 18-20-year-olds rises from £5.90 to £6.15.

 

 

Senior research fellows urge UoL to treat all workers the same — November 16, 2018

Senior research fellows urge UoL to treat all workers the same

While the University of London’s (UoL) senior management team continue to delay providing full details of how it will bring all staff in-house and confirm that they will do so by June 2019, academics continue to show their support for its precarious workers. Below is and open letter from fellows at the Institute of Advanced Legal Studies confirming their concern for the workers in view of recent revelations about managers at Cordant Services.

Jules Winterton
Director
Institute of Advanced Legal Studies
University of London
Charles Clore House
17, Russell Square
London                                                                                                                                                                                       16 November 2018

Dear Jules,

We are fellows of the Institute of Advanced Legal Studies (IALS) who have signed this letter in support of outsourced workers at the Institute as we believe that all staff at the Institute should be treated equally.

We support the bringing of all outsourced staff in-house as a priority.

We kindly request on behalf of these workers that the Institute provides full details of how it will seek to bring all staff in-house and confirm that it will seek to do so by June 2019.

We are especially concerned about the outsourced workers’ position in view of the recent revelations about managers in Cordant Services, the company that employs these workers. Three women workers have brought the exact same accusations of sexism and homophobia against one Cordant manager. Another manager in charge of these staff had to be moved from this role after he was found to have shared xenophobic and far-right posts on social media. Given that the many of the outsourced staff are women, migrant and BAME, we share their concerns that they cannot be assured that they will be treated in a fair and non-discriminatory way until the University of London takes direct responsibility for their employment and working conditions.

We value our association with the Institute, and wish this association to continue, and we hope to have your support in ensuring that we can continue our association with an institution where all workers are treated the same regardless of their role.

We, the undersigned,

  1. Dr Sinéad Agnew, Senior Associate Research Fellow, IALS (Faculty of Laws, University College London)

  2. Professor Diamond Ashiagbor, Senior Associate Research Fellow, IALS (Kent Law School, University of Kent)

  3. Professor Rosemary Auchmuty, Senior Associate Research Fellow, IALS (School of Law, University of Reading)

  4. Professor Ilias Bantekas, Senior Associate Research Fellow, IALS (College of Law & Public Policy, HBKU)

  5. Dr Francis Boorman, Associate Research Fellow, History of Arbitration Project, IALS

  6. Lydia Clapinska, Associate Research Fellow, IALS (Office of the Parliamentary Counsel)

  7. Clare Cowling, Associate Research Fellow and Project Director, Legal Records at Risk project, IALS

  8. Dr Richard Danbury, Associate Research Fellow, IALS

  9. Dermot Feenan, Associate Research Fellow, IALS (Law and Compassion Research Network)

  10. Professor Rosemary Hunter, Senior Associate Research Fellow, IALS (Kent Law School, University of Kent)

  11. Professor Harry McVea, Senior Associate Research Fellow, IALS (Law School, University of Bristol)

  12. Professor Sa’id Mosteshar, Senior Associate Research Fellow, IALS (London Institute of Space Law and Policy)

  13. Professor Derek Roebuck, Senior Associate Research Fellow, IALS

IWGB’s University of London branch secretary responds to vice-chancellor’s email  — October 29, 2018

IWGB’s University of London branch secretary responds to vice-chancellor’s email 

Dear Peter

I am writing briefly in response to the email below, the tone of which I am afraid I find disappointing.

While I completely agree that professionalism, respect and mutual trust and indeed laudable principles on which to base an institution’s culture, I don’t see how that can be squared with the reality of the University of London.

Currently, predominantly BME outsourced workers at the University suffer much worse terms and conditions than their mostly white directly employed counterparts. This is blatant discrimination and incompatible with the principles you outline.

In addition, the main outsourcing company Cordant have been allowed to employ first a manager that was an open supporter of the far right, and now another manager who has been accused by no fewer than 3 women of blatantly racist, sexist and homophobic behaviour and yet remains in post. These women continue to work in fear on a daily basis, a fact difficult to square with any declaration that no member of staff should work ‘in an environment where they feel uncomfortable’.

Finally, while it’s definitely a positive development that you have met with the cleaners, it is worth bearing in mind that they have just voted 100% yes for strike action following the failure of the University to engage with them.

It is these predominantly middle-aged Latina cleaners, along with your own security officers, who will be forming the bedrock of the 30 October demonstration. When UCU struck earlier this year for 14 days the University continued as usual with no additional security – yet when low-paid migrant workers take action this is cause for a massive lockdown and pre-emptive yet vague accusations of intimidation. This can only be seen as further double standards.

As stated in numerous emails, the IWGB as the chosen union of these workers remains open for negotiation. All of our offers have been ignored. Until the University engages in dialogue to end its discriminatory employment practices there will continue to be strikes and demonstrations, and we believe it’s clear the responsibility for any disruption clearly lies with the side that refuses to negotiate.

Best wishes

Danny

Danny Millum
Branch Secretary
University of London IWGB

 

From: Fiona Bernardone On Behalf Of Vice Chancellor
Sent: 26 October 2018 10:11
To: Central-University <central-university@london.ac.uk>
Subject: Message from the Vice-Chancellor

Dear Colleagues,

I have now met with most of the heads of member institutions and I have been impressed by their support for the University, and their wish to work closely with us. They all see membership of the University as a benefit to their institution. This is important when considering the University of London Bill which is currently passing through Parliament. The Bill establishes member institutions as universities in their own right. It was debated in the House of Commons last week and successfully passed through its second reading and now progresses on to the Bills Committee. Each Head sees the Bill as a means of consolidation within the federal university.

Evidence for this came from a recent visit by Chris Cobb and I to Paris. We were invited by Professor Ed Byrne, President of KCL and Deputy VC UoL, to attend the signing of a preliminary agreement between KCL and the Founding Institutions of the University of Paris for a strategic partnership. Ed was generous in his speech in emphasising UoL’s presence at the ceremony and the opportunities from closer working between the two federal universities. You will be aware of the University of London in Paris which I visited for the first time in the afternoon. It is an impressive building superbly located in the centre of the city. Our exploration with Member Institutions about how we may utilise this “asset in Europe” post Brexit has been met with considerable interest and positive proposals.

As you will have read, the Board of Trustees have firmly supported our plan for Facilities Management Services (intranet post here). I am conscious that this is a matter that has generated strong feelings, some of which have been expressed in communications directed at me and my executive team in a tone that I have found personally disappointing.

I am mindful of the planned demonstration on 30th October and of the feelings that some of you have expressed in relation to the impact of previous demonstrations at the University.  In this regard I would wish to echo the message expressed toward the end of the recent intranet post on this matter, that is, that I do not expect any member of staff to work in an environment where they feel uncomfortable.

My background as a doctor is one of professionalism, respect and mutual trust. I have previously worked closely elsewhere with colleagues and recognised representatives to foster a culture based on these principles. I will carry on with this approach here at UoL. I am continuing to visit the University’s departments and meet staff to enable as many as possible to connect with me directly. I have come in early to Senate House on a number of occasions to meet the cleaners and porters. I am constantly impressed by everyone’s very evident loyalty and commitment to the community of the University, whatever their background and would like to thank you all for the welcome you have given me.

 

Peter Kopelman
Vice-Chancellor

 

 

University of London launches race equality group — October 17, 2018

University of London launches race equality group

The University of London (UoL) is introducing its first race equality group “in recognition of the under-representation of black and minority ethnic staff in senior levels”. Membership is open to everyone at UoL and participants will be encouraged to share their experiences and insights to help the university improve its “working practices and promote a positive and inclusive workplace culture”.

The launch, which takes place on 24 October in Chancellor’s Hall, 1.30–3pm, includes a presentation by Jannett Morgan, associate director for Advance HE’s Diversifying Academic Leadership programme. She will discuss the empowerment and promotion of talented people from under-represented groups. See details here.

IWGB’s University of London branch appoints its first BME officer — October 12, 2018
‘In-house’ fundraiser gives £2,000 boost to IWGB strike fund — September 18, 2018

‘In-house’ fundraiser gives £2,000 boost to IWGB strike fund

Thanks so much to everyone who came to the University of London ‘back in-house’ fundraiser party on 15 September, and to those who helped raise the money in a range of creative ways. These included raffle prizes donations and the organising of a well-run bingo session.

Some 200 people descended on SOAS for the event. We had an amazing time and managed to raise more than £2,000 which will help us continue the fight for justice and equality and support the next strike by outsourced workers at Senate House.

Translation

¡Muchísimas gracias a todos los que vinieron a la fiesta de recaudación de fondos para la campaña de la rama Universidad de Londres anoche, y tambien a todos quienes nos apoyaron y ayudaron a recaudar el dinero de diferentes maneras!

Definitivamente la pasamos genial y logramos recaudar más de £2000 para la próxima huelga y para seguir luchando por justicia y igualdad!

 HASTA LA VICTORIA SIEMPRE!

One university should mean one workforce: it is time to end discrimination at UoL — August 15, 2018

One university should mean one workforce: it is time to end discrimination at UoL

Despite the wishes of the majority of its staff, the biggest strikes by outsourced workers in higher education history, support from high-profile politicians, and £700,000 wasted on extra security, the University of London (UoL) refuses to commit to ending its discriminatory two-tier workforce.

Not even the acres of negative press nor the heartfelt pleas from outsourced staff, the majority of who are from BME backgrounds, have managed to make a chink in the armour of the university’s senior management team.

Incidentally, 80 per cent of the institution’s directly employed staff are white. And guess what? Unlike their outsourced BME colleagues, they have enviable pension arrangements and holiday entitlements, are entitled to sick pay and good maternity and paternity pay. Moreover, the university’s ‘dignity at work’ policy ensures they are treated with respect.

All of this point to institutionalised discrimination, and it is a disgrace.

Please email the university’s new vice-chancellor, Peter Kopelman (vice-chancellor@london.ac.uk) and ask him to end discrimination at UoL and bring workers in-house by June 2019.

 

 

 

University of London’s outsourcing manager under fire for racist Facebook posts — July 10, 2018

University of London’s outsourcing manager under fire for racist Facebook posts

IWGB’s general secretary demand immediate action over racist and far-right posts by Cordant manager who oversees two of the University of London’s five outsourcing contracts

Dear Chris Cobb,

I am writing to you, in my capacity of General Secretary of the Independent Workers’ Union of Great Britain (IWGB), to express my grave dismay at the fact that the person you have chosen to oversee your outsourced contracts is openly xenophobic and racist.

The person in question is a Cordant manager who oversees two of your five outsourcing contracts, in particular with respect to cleaners, porters, security guards, receptionists, and postroom staff. As you are well aware, the overwhelming majority of these workers are migrants.

The matter has come to my attention as his Facebook page, which is accessible to the public and has been seen by various of the outsourced workers he oversees, is replete with anti-immigrant, xenophobic, racist, and race-baiting posts.

I suggest you give it a look yourself, but to see just a small taste on what is on offer, the below suffices: an homage to Enoch Powell, a joke about how immigrants in the UK are benefits scroungers, and a joke about how Polish people are cleaners. For good measure he also wants fascists to have free reign to propagate their hate (see post about Tommy Robinson).

Now for some time we have been making the case that outsourcing, at least the way you do it, is inherently discriminatory. You have a predominantly BAME and migrant workforce which work on far inferior pay, terms and conditions, and treatment compared to their predominantly white British directly employed colleagues. And our members certainly feel as though they are bearing the brunt of the discriminatory policy.  But these recent revelations take the matter to a whole new level.

For now, in addition to working under inferior terms and conditions, the workers are being supervised by someone who thinks they shouldn’t even be here in the first place. Given some of the hostile interactions some of the workers have had with Lee Smith, including on one occasion Lee Smith aggressively pushing and shoving one of our members, needless to say, some of our members are deeply unsettled.

Of course, there are also serious legal issues which you need to consider, such as the University’s Public Sector Equality Duty pursuant to the Equality Act 2010.

Now your usual tactic is to place the blame for all things outsourcing on the contractors themselves. Not this time. You and only you chose Cordant for your contracts. No one else made that decision except the University of London. This is your responsibility. I want to know what you’re going to do about it, and I want to know now.

Kind regards,

Dr Jason Moyer-Lee
General Secretary
IWGB