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UCU Edinburgh represents academic and academic-related staff at the University of Edinburgh.  UoE grades 6-10 and postgraduates are eligible to join UCU Edinburgh.  We work with other unions on campus as part of the Joint Unions Liaison Committee

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Lecture Recording Policy update

Background

Over the course of the last year the University has drafted a new policy on Lecture Recording and many of you may have participated in the consultation that took place about this in the spring. The policy working group involved representation from the Joint Unions Liaison Committee and this was largely a positive experience in our ‘partnership working’ with  University management.

Dispute

Unfortunately UCU Edinburgh has not been able to conclude signing-off this policy and the University has taken the unilateral decision to impose it. The employer initially proposed to impose the policy from September 2018; however, given UCU’s intervention this will now take effect from Jan 1st 2019.

The imposition of policy without agreement is a very serious matter and this leads us to the beginning of a local industrial dispute.UCU has lodged a formal notice of ‘Failure to Agree’ with the University management and there has been one meeting to consider our disagreement.

Consultation

Since UCU’s local and national policy on one or two final points is contrary to the position taken by the University we want to consult members to assess the strength of feeling about this matter.

We will shortly be conducting an electronic consultation with the help of national UCU and following their guidelines on local disputes.  We want to assess members’ views on this matter, to build pressure on the employer to negotiate further on this policy, and to assess how strongly members feel about moving into dispute and potentially undertaking a statutory ballot over lecture capture.

The Issues

  1. One of the main issues is that we believe lecturers should decide whether or not they wish to record a lecture, and the process to do so should be to “opt-in” to record, not to “opt-out”.
  2. The second issue is the length of time recordings are retained
  3. Finally there is the imposition of policy itself.

We are aware that there are ongoing discussions in some Schools which have not yet adopted lecture recording and there are very real concerns about the ease of opting-out, security of sensitive discussions and the workload burden that lecture recording imposes. There are also principled pedagogical and practical arguments against lecture recording which contradict the very positive narrative the University has employed. Staff who hold these opinions are now put in a very difficult position and UCU committee believes this should not be the case.

Before we launch the consultation and for those schools actively looking at this the following questions may be helpful to consider.

  1. Is the opt-out easy enough?

    The University claims this is the case but experience in Schools may be different. Unlike other universities Edinburgh makes little or no effort to follow the national JISC guidelines on written consent or assertion of rights.

  2. Does the policy protect individual rights enough?

We look forward to ongoing discussion with members as this matter progresses and we hope to facilitate that discussion both online and through open general meetings.

Joint Statement

The University of Edinburgh and Edinburgh UCU restate their commitment to working in partnership to enhance the employment experience of those employed on Guaranteed Hours and Fixed-Term contracts.

The University and UCU have agreed a programme of work to address issues of particular concern to teaching staff employed on guaranteed minimum hour contracts. The University and UCU have also committed to review the number and duration of fixed-term teaching fellowship contracts, and to take this forward to effectively consider the formal claim submitted by UCU in February 2018.

Whilst the University and UCU agree that progress has been made since the move away from ‘hours to be notified’ and introduction of ‘guaranteed hours’ (GH) contracts and welcome the development of the policy for the recruitment, development and support of tutors and demonstrators, it is also recognised that more needs to be done to ensure that GH staff are fairly paid for all of the work they are asked to do and to reduce the insecure nature of these contracts.

To address this, work has already commenced, piloted by the Schools of Languages, Literature and Culture and History, Classics and Archaeology, to gain a better understanding of the make-up of our GH population and whether the work they do could be consolidated into more substantive part-time or full-time posts.

We have also agreed to ask all Schools/Deaneries to confirm that they have embedded key policy components in their School level handbook for tutors and demonstrators.

We aim to complete this analysis across all Schools/Deaneries by August 2018.

The University and UCU recognise that it is in all our interests to put sufficient energy and commitment into resolving this in a timely manner.

A programme of fortnightly negotiating meetings has been scheduled to discuss this information, and other data relating to fixed-term contracts, to generate proposals for consideration by October 2018 by UCU members and the University Executive.

Signed
Professor Jane Norman, Vice-Principal, People and Culture
James Saville, Director of HR
On behalf of the University of Edinburgh

Grant Buttars, Honorary President
On behalf of UCU Edinburgh

Also on the University website

Silent Vigil for Grenfell – A Crime Not A Tragedy

Edinburgh remembers Grenfell one year on with a silent vigil on Thursday 14 June 6pm-6.30pm at The Mound Precinct. Edinburgh Trades Union Council (of which UCU Edinburgh is a member) invites you to join this act of solidarity with people across Scotland and the UK.

This memorial will be followed by a few short speeches and entertainment from Protest in Harmony and others from 6.30pm-7pm.

For more information: info-etuc@btinternet.com or 0131 556 3006

grenfell

Precarious work at Edinburgh: scrap the 9- and 10-month Teaching Fellowships

As several studies by UCU and by researchers have demonstrated, precarious work is extremely stressful for the employees in question. The question remains why so many universities continue this detrimental practice of employing such large numbers of staff – in many institutions, like Edinburgh, the precariously employed outnumber the securely employed staff – when it is harmful for both staff and students.

UCU Edinburgh recently (February 2018) submitted a local claim on anticasualisation, which followed an earlier claim (March 2017) and over five years of anticasualisation campaigning. Three months have elapsed since we presented the claim, and the University is only now beginning to respond to our demands. One specific demand in this claim is that no teaching fellowships should be shorter than 12 months.

We have recently been contacted by UCU members both at Edinburgh University and elsewhere, to highlight that University of Edinburgh is currently advertising a two year long Teaching Fellowship in German, in the school of Literatures, Languages, and Cultures, but with pay only during 10 months of the year, which makes the post in essence a double ten-month contract.

This advert follows two recent adverts for 9-month long contracts in French in the same school, and indeed it is common practice in the school to employ even open-ended teaching staff on 10-month contracts. As laid out in our February claim, UCU Edinburgh disagrees with this practice.

The above job post – which essentially leaves the employee without paid work two months of the year and without adequate paid time for scholarship – shows just how urgent it is that the University address our claim satisfactorily. Just two weeks ago UCU Edinburgh branch passed a motion at our AGM to step up our action on anticasualisation, which we will now do. Given the recent welcome decision at Durham University to scrap 9-month teaching fellowships and ensure that all contracts are at least 12 months in duration, surely the University of Edinburgh can act in a similar manner? Staff’s working conditions are students’ learning conditions, and this move by Durham is not only crucial to ensure fairer working conditions of staff but also better teaching:

‘The University wants to ensure that our Teaching Fellows have an opportunity to prepare their teaching and that they be given a full calendar year to work in the University. Henceforth, therefore, the University will only employ Teaching Fellows for a minimum period of 12 months.’

Edinburgh, why not take a step in the same direction, for the sake of staff well-being and student education? And, of course, for the sake of the reputation of the University. One staff member at another UK university, who had considered applying for the above mentioned post in German, stated to the branch in an email:

‘I was considering applying for the job at Edinburgh, but have decided against it because of this insulting and poor employment practice, unless there is pressure on the department to change it’.

We now have a meeting with management planned for 6th June, in which we will seek to schedule time-limited negotiations in relation to the February claim. If we do not, the branch will be forced to step up our campaigning and action, as mandated by our members at the recent AGM . The large numbers of casualised UCU members at Edinburgh University simply cannot wait any longer for fair working conditions.

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Motion passed at UCU Edinburgh AGM 16 May:

ENABLING MOTION FOR UCU EDINBURGH AGM: ANTI-CASUALISATION

Proposer: Lena Wånggren

Seconder: Suzanne Trill

This branch notes in December 2017 a branch meeting agreed to submit a claim on tacking casualised staff at the University of Edinburgh. The branch congratulates the UCU post-graduate and researchers’ network and the branch officers for pursuing this policy and submitting a claim in week one of the new Principal’s arrival.

This branch notes:

* It is 3 months since the claim was submitted and the university management have failed to engage in serious negotiations;

* casualised staff played a major role in the USS action;

* casualisation is an issue affecting permanent staff, as it is part of the approach to an increasingly fissured academic workforce;

* casualisation is part of a management approach that divides the academic workforce and can drag down overall pay and conditions;

This branch demands that the University management to commit to a timetable of negotiations that would deliver a new collective agreement by no later than December 2018.

This branch resolves:

1) to pursue the University management for a timetable for direct, UCU/Management, negotiations;

2) if management fail to agree a realistic negotiating6) timetable by the JNC on 12 June, to lobby Court on 18 June;

3) to continue work with the PG network on developing a campaign and organising timetable for engage members in pushing for an agreement by the end of the calendar year (to include using various publicity activities, senate, court, open days, the NSS);

4) to work with the Edinburgh Students’ union on a pack explaining to new students the plight of casualised staff at the University of Edinburgh;

5) to seek advice on developing a legal trade dispute on the issue and balloting for industrial action;

6) the branch committee should organise further general meetings to fit with the negotiating timetable to enable report back from the negotiations and, if necessary, to call for an industrial action ballot.