LUCU News – March/April
Restructures and the Threat of Redundancy
Currently three areas are undergoing a restructure: Careers, Organisational Development, and the School of Science, where the restructure impacts on technicians. Management is only obliged to consult where 25 jobs or more will be affected. However, we are fortunate that in keeping with best practice the three campus trade unions, along with affected staff, are always consulted on proposed changes. The purpose of consultation is to allow staff and/or their representatives input into the restructure. Note that ‘consultation with’ the campus trade unions does not necessarily equate to ‘agreed by’ the campus trade unions.
An unpleasant fact of restructures is that they may result in staff being required to apply for a new post when the role they currently hold is made ‘redundant’, and they have not been ‘slotted in’ to the new role (‘slotting in’ is where the new role contains at least 60% of the duties of the previous role, as determined by the list of duties in the new and the old job descriptions). If there is a reduction in the number of posts available, then some staff may face redundancy. Whilst the direct impact of the current restructures is on Professional Services staff, the consequences may also impact on the workloads of academic colleagues.
The campus trade unions are united in opposing job losses because of these restructures. We will also fight against staff being asked to perform the same duties as previously at a lower pay grade or staff facing intensified workloads by being given additional duties for the same pay.
If you are/were involved in a restructure and believe trade union representatives have not been involved, we want to know: email@example.com. Please do this so that we can monitor whether a pattern is developing whereby work is being pushed down onto lower grades, with higher grades being made redundant.
It has been brought to our attention that recent updates re: the PDR have not reached all members. In response to the pandemic, the University has announced that the deadline for PDR discussions has been extended to the end of April 2021.
These are 3 points we feel that we should bring to your attention.
- No colleague will be assessed against objectives that have been so significantly affected by the pandemic that such an approach would be unreasonable. Last year’s objectives should be considered in-the-round and in the light of the challenges that we have all faced. This includes both different ways of working and domestic pressures such as home-schooling children or looking after dependents.
- If objectives remain relevant, calculate a new time frame for their completion to be discussed with your reviewer. If no longer relevant say so and write them off – long justifications are not necessary for undeliverable objectives. A clear explanation of the legacy impact of Covid on your research will help ensure that you are not held to a set of unfair objectives in future.
- The PDR discussion should focus on the coming year from the perspective of objectives, support and professional development.
Much of the work undertaken by the branch happens in plain sight: think, for example, of our brokering the Partnership Agreement with the University or our organisation of strike activity in support of national campaigns for better pay and pensions. By its very nature, however, personal casework, as undertaken on campus by a small team comprising a number of Committee colleagues and several department or section reps, is liable to go unnoticed. The work involves meeting members who contact us for support on a wide range of issues, reading material relevant to their cases, offering advice, and accompanying them to meetings with managers. The volume of work involved is significant. The rewards, however, are greater still, for in casework we encounter members who are facing difficult, worrying, even distressing situations, and we hope that they find our involvement supportive and constructive.
Sometimes a case with which a member approaches us can be resolved quite quickly and informally. On other occasions, however, the member may need advice in preparing a complex grievance claim or may be facing disciplinary action that has dismissal as one of its possible outcomes. High demands are made on the caseworker in these circumstances to be not only a source of support and counsel, but to be fully prepared.
In this academic year to date, we have offered formal casework support to 18 of our members. Many of these cases are ongoing. In the current, complex circumstances, we do not anticipate that the demands on the caseworking team will lighten.
We are grateful to those members who, either for the first time or as a refresher, attended the recent caseworker training session led by Joe Rooney from the union’s Regional Office. If you feel you might like to get involved in casework and want to find out more, please get in touch with our Personal Casework Coordinator Andrew Dix (A.Dix@lboro.ac.uk). Likewise, do contact Andrew if you would like union support and advice with any issue that you have in the workplace.
Launch of “LUCU Discuss”
Following the motion ‘Building LUCU’, the branch has set up a discussion list where members may raise issues of interest or concern, ask questions of each other, share ideas, and develop solidarity. We know work is especially isolating for many at the moment, and we hope that this might help bring our members together.
To join, please send an email to firstname.lastname@example.org with the subject “Subscribe to LUCU Discuss”. In the body, please write your name and the preferred email address you have listed for your UCU membership (this can be checked via MyUCU). You must join the list with the email address your UCU account is registered to (this is the email address through which you receive current UCU information).
Attached to this email are a set of rules and guidelines for LUCU Discuss that we would ask members to read before registering. We hope that members will find the discussion list useful and enjoyable. If you have any questions, please email email@example.com.
Meet Our Reps
Jen De Lillo, Library Services: I am Academic Librarian for English and Communication and Media Studies and work within the Library’s Academic Services Team. I’ve been in this role since 2016 having previously worked on research projects on digital scholarly editions of medieval texts after finishing my PhD in 2001. Given my experience, I understand first-hand the precarious nature of research positions. I became the union rep for the Library as I believe it is important for professional service staff to be represented and, as a part-time worker myself, I feel that it is essential for us to have a voice. I have found union colleagues invaluable when it comes to discussing matters informally and hope to be able to support others whilst keeping the local branch informed of any issues we may be facing within the Library.
Eef Hogervorst, School of Sport, Exercise and Health Sciences: I am a Professor of Psychology and UCU rep for SSEHS. I very much support the solidarity principle and have personally had much benefit from being a LUCU member over the past years. I research mental health, with a focus on cognitive impairment. My particular interest is in menopause and dementia. During peri-menopause, many women find it hard to focus on work and mental health issues such as anxiety and depression that play a significant role in midlife. With HR and colleagues, I am developing a course for WHEN to help women navigate this. I have also given several lectures on career progression in academia. I am passionate about reducing gender differences in pay and career opportunities. I am training to become a LUCU caseworker.