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.
by Vicky Blake
It has been a very busy year for anti-casualisation activists. We have long fought for, but seldom received the kind of widespread attention to atrocious pay and insecurity faced by workers on casualised contracts as exploded over zero hours in the media this summer. Activists from UCU, our sister unions and from broader social justice campaigns have been brought closer together and we continue to receive support from the wider public, trade unionists and non-trade unionists alike. Some MPs have even taken notice, with several doing research in their local areas and organising debates.
Zero Hours Contracts (ZHCs) are the tip of the casualisation iceberg which has finally nosed into public view. Figures obtained by UCU on the use of ZHCs in tertiary education warrant the sounding of the loudest alarms. As activists we need to keep shouting “iceberg ahead!” to demonstrate and to fight the myriad ways casualisation of our labour oppresses us and undermines not only our working conditions and the tertiary education labour market, but also the labour market as a whole.
We have made a great deal of impact, and some very good progress in our fight against ZHCs but it would be a mistake to imagine that the news coverage alone will eradicate them. We must come together now more than ever to oppose not only ZHCs, but all forms of casualisation. Ask your colleagues if they support secure work for all staff and fair pay, and ask them to stand alongside us in our campaign — because we must keep up the pressure on our employers to treat us fairly and with respect. The only really effective way to do this is collectively. The fight for fair pay and conditions in Further and Higher Education is a fight is for all our members and all those who work in our sectors.
Colleagues who understand and support our campaign to Stamp Out Casual Contracts understand that casualisation is both an industrial and an equality issue. Its pernicious effects manifest in ways that affect all workers in post-16 education. Heavy workloads and erosion of pay in tertiary education are underwritten by patterns of increasing casualisation. It affects students too. Staff on part time contracts are working disproportionate amounts of overtime, in many cases undertaking workloads more appropriate to full time staff. Hourly paid staff are frequently required to undertake far more work than is possible to do in the hours for which they are paid. UCU is pursuing a complaint to the European Commission because changes to the law mean that since April 2013 employers no longer need to include fixed term employees in collective redundancy consultations. This discriminates against workers on the very basis of their fixed-term employment status.
Now is the time to organise more than ever before
There are many ways to join the campaign and to show your support, whether or not you are currently on a casualised contract. For example:
- Get in touch with your branch to share your experiences
- Organise! Call meetings for staff on casualised contracts to reach out to fellow colleagues
- Participate! Go to meetings, use the Anti-Casualisation Email Network and @UCUAnti_Cas: share ideas and campaign strategy
- Put up posters! This is a great one for all staff to display!
- Submit your solidarity photos to the Collage 4 The Casualised
- Check out the rest of our online resources
- Start planning for the 2014 Day of Action (Spring date TBC) – meanwhile some highlights from 2013
Share your ideas with us, and don’t forget to get your branch to elect and register delegates for the 2014 Annual Meeting of Staff on Casualised Contracts on 28 February: watch out for updates about how to register!
Vicky Blake is the current UCU Anti-Casualisation Committee Chair & NEC Representative of Staff on Casualised Contracts in Higher Education
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