Pay and working conditions demands 2018

Update on the pay claim 2018/2019 – demands submitted jointly by all trade unions on campus to university management as part of negotiations

Alongside the demands for Living Wage Accreditation, an above inflation pay rise, and redesigning the pay spine, our dispute with the university includes our demand for them to negotiate meaningfully with all unions on a joint report that we jointly submitted and tried to negotiate on, in Autumn 2018. The report can be found here. Below we are displaying the demands from the report in a easy-to-reach way. All demands have further action points – to access them, please click on the relevant image, and a pop-up with text will appear.
 

Equality

Casualisation, job security, & workload

Provide properly subsidised childcare for all staff by 2020

Commit to rewriting the flexible working policy in negotiation with the trade unions

Ensure that all staff are employed on full employment contracts, with the University as the recognised employer

Reduce the number of disciplinary proceedings against Cleaning Services Staff

End vacancy saving targets for Budget Centres and ensure all positions are well-resourced

 Draw up an action plan to close the gender pay gap by 2020

Commit to a single Welfare and Wellbeing Services strategy and ensure proper support structures and safety of College Welfare and Wellbeing staff Stop the creeping implementation of any ‘5 in 7’ and ‘annualised hours’ contracts
End all 9 month teaching and research contracts, with a minimum length of 12 months for standard positions Fair and consistent workload
Support non-EU and EU staff by providing certainty of employment status Address Trade Unions’ Concerns in relation to the campus in Dubai Commit to extending sick pay in cases of serious illness and disability-related absence Where any member of staff has worked on fixed term contracts for more than 4 years, the University must have a policy in place committing them a permanent contract, as required by employment law

Offer genuine double-pay and time off in lieu to all support staff who work on bank holidays and university closed days

Ensure a minimum of 50% quotas for women or non-binary panel members on all appointment and promotion panels

Stop the pricing out of staff from the Sports Centre For all teaching and research staff, full employment contracts should be drawn up with a clear description of the role of the job in question and offered before the start of term so that staff can be paid during the month that they start work Sign the TUC ‘Dying to Work’ Charter An end to unreasonable marking deadlines for written assignments
Disclosure of the Ethnicity Pay Gap
Commit to working with the unions to implement a comprehensive domestic violence and harassment policy 		Formal agreement that all casualised committee members of recognised trade unions are entitled to the same level of paid facilities time to carry out trade union duties as full time staff Bring staff in the Edgbaston Park Hotel back in-house Adopt the recommended HEPI (Higher Education Policy Institute) student-to-counsellor ratio, and recruit 21 accredited counsellors (FTE

Provide adequate car parking facilities and work with the trade unions on campus to better incentivise sustainable transport

Support the Period Dignity Campaign Guarantee that the opportunity to enrol on the University’s HEA Accredited PGCHE will be made available to all teaching staff Have union representation on disciplinary hearing panels for all staff Ensure cases of absence are referred to and seen by Occupational Health before any formal processes are implemented