Change in MAB policy

Posted on by marcw

Update

Aberystwyth UCU branch representatives have proactively engaged with the employer over recent weeks regarding Aberystwyth University’s MAB deductions policy (as announced on 20th April).

 

We continue to oppose the principle of punitive deductions for ASOS. Conversations between representatives and management were undertaken in a constructive spirit. Based on our understanding they have resulted in the following amendment by the employer to their MAB deductions policy;

  • Members engaging in MAB will typically be deducted 50% of salary for a period of up to two weeks’ (14 days’).

  • The exact amount will depend on AU’s assessment of the impact of individual members’ actions but will not generally exceed that amount.

  • The trigger for deductions will be when marks are not available at the relevant exam boards.

  • AU says following investigation it reserves the right to extend the duration of deductions in individual cases that substantially impact student progression and/or graduation for which the university is unable to remedy the impact.

  • Should UCU action continue into the re-sits then another period of deductions can apply.

 

The national and branch fighting funds are both open to applications as a result of deductions due to the MAB. UCU have recently extended their policy on fighting fund support and it will support AU staff. This can be viewed here.

 

Aber UCU have likewise updated our local fighting fund policy to reflect both the AU change in MAB deductions and the national fighting fund policy and provide additional support for staff. This will be published on Monday 12th June.

UCU Congress and MAB

Posted on by marcw

1) The Marking and Assessment Boycott is a national response to failures to negotiate substantive commitments to improve the working conditions and pay of Higher Education sector employees. All of them.

 

UCU calls for talks with the employers representative body (UCEA) to make progress on issues like the use of casual contracts, job insecurity, a workload that typically results in staff working extra days unpaid every week, and systemic pay gaps affecting the options and future of employees in the sector.

There have already been talks at Acas that resulted in some positive proposals put forward that were ultimately rejected by a majority of UCU members. This was partly because of the low pay offer way way way below inflation, but largely because the proposals were considered to non-committal or non-binding on employers to result in the sort of genuine and meaningful change the sector needs to return to being a vibrant and desirable place of work.

 

2) This weekend (26th – 29th May) UCU delegates meet for the annual National Congress in Glasgow.

As well as debates and votes on an array of issues (including industrial action and union policy) there should be a fair amount of media coverage and fringe events on issues affecting further and higher education.

You can read more about the Congress : >>> HERE   

 

3) Industrial action is not a preference and costs us personally to participate in – but it is sometimes necessary.

We want to join with other UCU members in acknowledging our collective efforts to restore pensions decimated by the employers over the past five years.

The ‘USS campaign’ run by UCU has been remarkably successful – the video below shows you why.

 

 

 

 

Time to talk

Posted on by marcw

Currently UCEA (the university’s members club) won’t talk with the five trade unions unless UCU calls off its lawful industrial action. They have advised their members to impose disproportionate punishment pay deductions on their staff for taking part in lawful industrial action.

 

It doesn’t have to be that way. Time to talk UCEA.

 

ABER UCU write to Vice Chancellor

Posted on by marcw

The Aber UCU Executive have written to the Vice Chancellor of Aberystwyth University (Elizabeth Treasure) to draw her attention to what we consider a misleading use of statistics by UCEA in recent days.

 

UCEA is the ‘negotiating partner’ on behalf of UK universities in national higher education pay and working conditions negotiations. It is the body that, (after a decade of below inflation pay rises), chose to impose a 3% pay award on higher education staff for 2022/23 and is now imposing a further real terms cut in pay of 5%* on higher education employees for 2023/24 at a time of double digit inflation.

Whether through accident or design misrepresenting the financial situation of higher education institutions to justify the further erosion of salaries for grounds staff, researchers, technicians, librarians, caterers, student support workers, lecturers, cleaners, project managers, farm workers, IT experts and professional administrators undermines trust in UCEA as a partner negotiating with these staff in good faith.

As a Board Member of UCEA we are asking the Vice Chancellor to investigate and help UCEA issue a correction.

 

PDF of the letter here>  UCEA Letter to VC_AUUCU_Exec

 

 

* the UCEA pay uplift rates for 2023/24 vary from 8% for people earning less than £19k, 6% for those earning below £30.5k, and 5% for all staff earning above £31k.

Two Cases: Noting UUK’s Offer Makes Sense, But Should UCU Members Note or Reject UCEA’s Offer?

Posted on by marcw

Some UCU members have yet to decide how to vote in the current consultation on next steps in the industrial action / negotiations.

This blog brings together two different views making the case for two different types of vote that might help in reaching a decision.

 

Two Cases: Noting UUK’s Offer Makes Sense, But Should UCU Members Note or Reject UCEA’s Offer?