UCU’s Annual Meeting for members on casualised contracts – Friday 13 February, UCU HQ Carlow Street, London
UCU is stepping up its campaign against the scandalous casualisation in our sector, seeking to recruit and organise more casualised staff and looking to involve more casualised members in the democratic life of our union.
Our Annual Meeting is a vital part of that democracy. The Annual Meeting:
• Elects the anti-casualisation committee, which advises the NEC;
• Sends motions to the committee to inform its work for the year,
• Features discussion and workshops to help members build the fight against casualisation in their own branches.
What’s happening at this year’s annual meeting?
This year’s annual meeting will feature speakers on the fight against zero hours contracts and on women and casualisation.
There will also be workshops on legal challenges to casualisation, on researching and communicating the effects of casualisation and on building effective local campaigns on casualisation.
It will be a great opportunity to contribute to the democratic life of the union and to help build the union’s campaign against casualisation.
Interested? Make sure your branch is represented at the Annual Meeting:
Each branch/local association is entitled to send two voting representative to the annual meeting. If you wish to attend, please contact your branch now.
Each branch delegate must have been been approved either by a quorate branch meeting, quorate branch committee meeting or by a properly constituted meeting of members on casualised contracts.
The deadline for registration is Friday 30 January 2015. If you would like to register please get in touch with your branch/LA committee asap! The registration form must be completed by Branch Secretaries / LA Presidents or other officers of the Branch/LA on behalf of members wishing to attend the conference.
For full details of how to register, click here
Email email@example.com for more information.
Travel costs are reimbursed as per UCU guidelines, and if you’re coming a long way you may be able to request overnight accommodation. If you think you might struggle to cover the cost of travel upfront, contact firstname.lastname@example.org to discuss options.
This Private Members’ Bill gets its second reading in the House of Commons *today* – Friday 21st November (probably about 1pm)… Have you asked your MP to make sure s/he is there yet? There is still time to do it here! You can also join us in putting pressure on MPs by tweeting on #ZeroHoursContracts, copy in @ucuanti_cas and you can also find your MP on Twitter here.
This isn’t a “perfect” Bill (it doesn’t abolish them or anything) but it would be a significant step if it got through. It is arguably the first serious attempt at a definition of a Zero Hours Contract. Even if it does not get through (sadly I’m guessing it’s unlikely but *hope*) calling attention to it helps keep the injustice that comes part and parcel with this exploitative form of employment in public view. It helps underline the point that we think it is unacceptable to continue routinely exploiting workers.
Let’s not forget that zero hours contracts quite literally mean you are guaranteed ZERO HOURS of work. Let’s not forget that research (and common sense) links the increase in zero hours contracts and the growing problem of under-employment which has been on the rise for at least the past 6 years.
Let’s not forget that research also shows that people on zero hours contracts “receive lower gross-weekly pay (an average of £236 per week) than those who are not (an average of £482 per week) and workplaces that utilise zero-hours contracts have a higher proportion of staff on low pay (between the National Minimum Wage (NMW) of £6.19 per hour and £7.50 per hour) than those who do not” [Resolution Foundation, 2013].
Let’s not ignore that all zero hours workers necessarily receive rights and treatment many people take for granted at work, like proper holiday and sick pay – I didn’t, and these people don’t.
Let’s not pretend that zero hours workers appear in small numbers when the ONS estimate went from 200, 000 in 2012 to a revision of at least 1.4 million in April of this year which may well still be an underestimate because there is a lot of confusion among workers as to whether they are even on a zero hours contract, whether that’s in the public or private sector. UCU research shows that 46% of universities and 60% of colleges use zero hours contracts to deliver teaching – and we know that many institutions are under-reporting. At least 307, 000 care workers in England alone are on zero hours and this has been linked to difficulties in maintaining quality of provision (how can people provide that quality when under pressure and treated unfairly?!). Zero hours in the retail sector is rife; well-known offenders like Sports Direct consign 80% of their workers to them.
Let’s not forget that zero hours contracts can significantly disrupt people’s lives and even prevent you from claiming benefits you need when your hours fluctuate wildly. Let’s also not forget that in May, the minister for employment Esther McVey started talking about JobCentre staff ‘mandating’ unemployed people to accept zero hours contracts or face benefit sanctions.
Let’s not pretend that the idea of “flexibility” so often put about by those who support zero hour contracts tends to favour anyone other than the employer. If you’re treated well on a zero hours contract that really is luck and fortune, it is not by contractual design. Many zero hours workers have reported that turning down work (supposed flexibility) can mean you’re offered less work in future because you’re not being “flexible” (aka flexploited) enough. Let’s not forget that zero hours contracts can make it utterly impossible to plan ahead effectively, which impacts on the lives of individuals and the people who love them.
Let’s not just shrug our shoulders and pretend it’s “just one of those things” that the lives of so many are blighted by this form of casualisation.
Let’s fight back.
Please email and tweet your MP if you haven’t done so already, and please join the conversation!
Vicky Blake, ACC Chair
If casualisation is endemic in post-secondary education, it’s fairly rampant in Adult and Community Learning. In some urban areas, like the West Midlands, UCU has agreements that govern the use of casual contracts, ruling out zero hours contracts entirely, for example and ensuring that staff are employed on fractional or limited variable hours contracts. In many rural areas in the South however, highly exploitative zero hours contracts are rife. Targeting employers who maintain large numbers of their teaching staff on zero hours contracts is a priority for UCU and the union is looking at Adult Education services as well as colleges and universities.
On a related issue, the importance of collective union strength was demonstrated again recently as UCU scored a win for casual staff employed by an Adult and Community Learning Centre in North Lincolnshire and successfully fought off attempts to make detrimental changes to the way tutors were paid. Part-time variable hours tutors at the service are given a core hours contract for the year and until recently, were also paid extra in their monthly salary on an overtime basis for any extra hours they perform during the pay period, over and above the scheduled core hours.
Recently, the employer announced that the system for overtime payments was to be stopped and in the future no overtime payments would be made until the Tutor had achieved their annual contracted hours. That meant that tutors could be doing regular overtime and incurring work related travel and child care costs for example, while not being paid for this work for many months, once the annual core contractual hours had been fulfilled. For tutors who are often low paid and relied on regular overtime payments this could have a big impact on their income and standard of living.
Fortunately, the UCU branch had some new reps, one of whom was a part-time variable hours tutor and who took this up as a collective issue with the services’s management. The result was that management agreed to revert to the previous system of making regular payments in the same month as the work was performed. Collective strength expressed in collective bargaining and campaigning, made the difference for these precarious and low paid workers.