Dear Members,
You can find the AGM Branch Special Edition - E-News - Issue 42 HERE
Many Thanks,
UNISON @ LJMU
You can access our E-News Archive HERE
Wednesday, 23 March 2022
Monday, 21 March 2022
Become a Workplace Contact
WORKPLACE CONTACTS
Members who might not be willing to take on the full role of an elected steward can play a vital role in ensuring that UNISON has a presence in every workplace. Not an elected position, it can also prove a useful way for a member to gain experience or build confidence before making a further commitment.
Tasks relating to the post of workplace contact:
to be a point of contact between members and the branch
to recruit new members or introduce new employees to a branch officer
to give support to members at work by advising them where to seek assistance
to keep notice boards up to date
to distribute information sent by the branch for members.
Have a look at the training plan Download and Read HERE
Sunday, 20 March 2022
Ask for Angela
If you are out on and about on a night out in Liverpool or Knowsley. You find yourself in an uncomfortable or dangerous situation, find a member of the Door or Bar Staff and "Ask if Angela is working tonight?"
Saturday, 19 March 2022
Tuesday, 8 March 2022
Help with Energy Costs
Our charity, There for You, has provided much-needed relief for over 2,400 people working in hundreds of types of jobs through its COVID-19 response fund.
We are now launching our energy support fund to help members during this cost of living crisis.
Sunday, 6 March 2022
How to support Ukraine
UNISON is working with the international trade union movement to mobilise support for those affected by the war in Ukraine – and branches and members can help too
No one can fail to be moved by the scenes of terrified civilians taking shelter underground or of the hundreds of thousands of women and children desperately trying to cross the border to safety, to an uncertain future as a refugee.
UNISON immediately condemned the Russian invasion of Ukraine last week and has called for Russian troops to withdraw to allow meaningful peace talks to go ahead.
The union has reached out in solidarity to public service unions in Ukraine whose members are on the frontline trying to save lives as civilian casualties rise. Workers and ordinary people in both Ukraine and Russia are the victims of this war, not the perpetrators.
It has today agreed to donate £10,000 to an appeal by the International Trade Union Confederation (ITUC).
It is also talking to our European and international union federations, EPSU and PSI, about how we can practically support those unions and Ukrainian public service workers.
Europe is facing a major refugee crisis. As most European countries have opened their borders to refugees from Ukraine, the UK’s own government is shamefully still putting up significant administrative barriers to prevent refugees arriving in the UK.
And it is not just Ukrainians who are trying to get out. Thousands of migrant workers and students from around the world are caught up in the chaos and there have been disturbing reports of racial discrimination against them by border guards, which UNISON condemns.
How you can help
UNISON branches and members have been asking how they can help. The ITUC has launched an appeal to support the Ukrainian trade union movement and ordinary workers in Ukraine.
UNISON is also encouraging branches to reach out to any Ukrainian members they may have to see how they can be supported at this incredibly difficult time.
Thursday, 3 March 2022
Motion 17 Amendment 17.1 - 2022
Ray Burns from UNISON@LJMU at the 2022 UNISON Higher Education Conference.
Speaking in support of Motion 17 and Moving Amendment 17.1
17. Recognising the real impact of Covid and Lockdown on support staff
The work done by members in the last 18 months has been simply phenomenal; or if you prefer, “unprecedented”. Members at all grades have gone that extra mile to essentially keep the Higher Education (HE) sector alive: whether that be staff in security, residential services, cleaning, estates who have stayed on campus, meaning that they have effectively been working on the front line; or the administrative and support staff who have borne the massive burden of moving just about everything a university does and putting it on-line – this involved huge effort, imagination, skill and sometimes endurance.
We did all of this for a zero percent pay rise. Following 12 years of below inflation pay settlements.
Next year’s miserly ‘offer’ has already been swallowed up by the National Insurance increase – which in effect is making workers pay for their own efforts to keep the economy running – before we get started on the cost of living increases, the terrifying fuel bill increases and the cut to Universal Credit which is nothing less than spiteful.
The workers of this sector need, they deserve, a full accounting of all that has been given in their service to HEIs (Higher Education Institutes) over the last 18 months. This must include a looking at the toll on the physical and mental health. Therefore, we call upon conference to require the Service Group Executive (SGE) to use all means at their disposal to investigate:
1) The real, and increasing, costs to staff of working from home – heating, lighting, network upgrades, equipment etc.
2) The amount of overtime worked, including, if possible, the hidden hours done by staff not taking lunch breaks, continuing to answer emails into the evening, or on days off.
3) Issues around caring responsibilities / home schooling / flexible working.
4) Sickness absence rates – any increases in sickness absence, especially Mental Health, anxiety and stress.
5) Increased instances of grievances, for reasons such as bullying.
6) Health and Safety reports / concerns relating to Covid safety; concerns relating to returning to / re-opening of campuses.
And then, armed with this information, to energetically and in a joined-up manner, lobby the sector employers for fair reparation.
They could not have done it without us.
Leeds University
17.1 Amendment to Motion 17. Recognising the real impact of Covid and Lockdown on support staff
Insert
7) Promote the Hub of Hope Database of Mental Health Resources across the Service Group.
Liverpool John Moores University
Motion 4 Amendment 4.1 - 2022
Ray Burns from UNISON@LJMU at the 2022 UNISON Higher Education Conference.
Speaking in support of Motion 4 and Moving Amendment 4.1
4. Higher Education Service Group Executive Pay Motion 2022/23
The past few years have been turbulent for everyone working in higher education due to the precariousness and uncertainty caused by the COVID-19 pandemic and Britain’s withdrawal from the European Union. The past couple of years have seen an unprecedented attack on higher education pay – with the national higher education employers not making a pay offer to their staff for the year 2020/21.
The pay offer for 2021/22 was 1.5% for the majority of staff. This offer neither met our pay claim nor gave any element of catch up. Additionally, the government’s announced increase of 1.25% on national insurance payments, means that almost all of the pay offer has been taken up by this extra taxation. The increases in utilities bills, particularly gas and electricity, and the increase in food prices means that inflation is to predicted to soon exceed 4%.
Over the past thirteen years higher education pay has fallen in real terms. Staff are working harder than ever, and the cost of living has risen, but pay hasn’t kept up. The employers must urgently address pay injustice. Universities continue, on average, to pay their female staff less than their male counterparts despite equal pay legislation being in place for over 50 years, and reports show that Black staff earn less than their white counterparts.
In some universities staff work a 35-hour week and in others a 37-hour week – working 6% extra for no more money – another example of pay inequality within the Higher Education (HE) sector. A 35-hour working week should be the standard across the sector.
Low pay continues to be a problem in higher education – the lowest pay point, for staff working on a 36 or 37 hour contract, is below the foundation living wage rate of £9.50 per hour (outside London). University employers should ensure that everyone on campus earns a decent wage whether they work for a contractor or directly for the university.
University workers have done their utmost to keep universities running throughout the COVID-19 pandemic and continue to do so. They have adapted to working from home, or they continued coming into campus to support students and colleagues – putting others first. All staff deserve and need a real, meaningful pay rise in 2022/23 to make up for the years of below inflation pay rises and to keep up with the cost of living.
Now is finally the time for universities to make good – for them to give university employees a decent pay rise. The 2022/23 pay rise must address the lost earnings in the sector as well as ensuring that pay keeps up with the cost of living.
Conference calls on the Higher Education Service Group Executive to pursue joint union negotiations and to produce a joint claim that seeks to incorporate the following points:
1) Negotiate a consolidated pay award of a flat rate of £1,900 or 5% whichever is greater with a minimum of an above inflationary pay rise.
2) Establish a minimum bottom spine point of £10 per hour for a 37 hour week, and negotiate so that all universities are accredited Living Wage Foundation employers ensuring that all staff on campus receive at least the Living Wage rates.
3) Negotiate similar consolidated increase on London Weighting and all other allowances negotiated nationally. Work with branches to seek to negotiate a similar rise in all appropriate local allowances.
4) Negotiate a national agreement with the HE employers to oversee the introduction of a maximum 35 hour working week in all universities.
5) Establish a Scottish sub-committee of the New Joint Negotiating Committee for Higher Education Staff (JNCHES) as set out under the New JNCHES Agreement. The main purpose of the sub-committee would be to deal with matters not currently being dealt with at the New JNCHES Committee.
6) Negotiate on joint employer and union action to eliminate the gender and ethnic pay gap, work with regions, branches and sister trade unions to achieve these ends. To take an intersectional approach to achieving pay equality for all staff. Seek to work with employers, aiming for transparency and full sharing of data at both a national and local level.
7) Build a campaign for all universities to become accredited Foundation Living Wage employers reminding them of the moral and business case of why they should apply for Living Wage accreditation and demand that they do so.
8) Negotiate for a national agreement to reduce precarious employment in Higher Education seeking, as far as possible, for staff to be employed on permanent contracts. Negotiate for a national agreement to bring outsourced workers in higher education back into direct university employment.
9) In the event that the joint pay claim is not met by the employers, seek to escalate the pay campaign, with a clear plan, in conjunction with fellow Higher Education trade unions. This may include lawful industrial action to strengthen the campaign in accordance with UNISON rules relating to industrial action.
Higher Education Service Group Executive
4.1 Amendment to Motion 4. Higher Education Service Group Executive Pay Motion 2022/23
Amend Point 2) to say:
Establish a minimum bottom spine point of £12 per hour for a 37-hour week and negotiate so that all universities are accredited Living Wage Foundation employers ensuring that all staff on campus receive at least the Living Wage rates.
Insert
10) if the joint pay claim is not met in full by the employers for 2022/23, The HESGE is to explore the option of a multi-year pay deal for 23/24 with branches within the service group.
Liverpool John Moores University
Wednesday, 2 March 2022
Building Safe and Healthy Workplaces for Women
8 March 20224:00pm–5:45pm online
On International Women’s Day, UNISON’s National Health and Safety Committee and Women’s Committee will be hosting a webinar on the hazards in women’s work.
We will hear from a variety of speakers looking at the hazards women face in the workplace and how we can organise around them. We will be joined by an international speaker, Professor Karen Messing, from the University of Quebec whose ground-breaking book ‘One Eyed Science’ published in the late 90s exposed the lack of research and protections for women workers.
You will need to register in advance to take part.
Please click on the link to register:
https://zoom.us/meeting/register/tJUkc-6qqj0jHtEt38mvlMM1c-xz6_JM8T7t
IWD 2022 Webinar: Fighting For The Right To Choose
7 March 20225:00pm–6:30pm online
On the Eve of International Women’s Day, UNISON’s National International Committee and Women’s Committee will be hosting a webinar on defending abortion rights.
Speakers include Kerry Abel, Abortion Rights UK, Renee Bracey Sherman, We Testify, USA, Mara Rivera from Argentina and Naomi Connor from Alliance for Choice, Northern Ireland. Our General Secretary Christina McAnea will also say a few words and we have a wonderful musician Juanita Euka performing to open and close the event. There will also be an opportunity to ask questions.
For more information, contact: women@unison.co.uk
Tuesday, 1 March 2022
Thursday, 24 February 2022
UNISON Higher Education Conference 2022
The annual UNISON Conference for Higher Education took place this week on Tuesday 22nd February 2022. It was planned to take place in Newcastle but due to the pandemic, it was the first year the event was performed as a virtual conference. Members from Higher Education Institutions the length and breadth of the UK logged on to take part in the democratic process of the union.
22 motions were successfully submitted to the conference for debate. Two motions FELL as a consequence of another motion and two others FELL due to no mover being present from the branch to move them. All the other motions passed with overwhelming support from the conference delegates.
Below are three of the most important stories that came out of the conference. Click the links to view them on the UNISON News Web Site.
UNISON urges HE employers to ‘eradicate poverty pay’
UNISON vows to fight against the sustained attack on HE pensions
Higher Education staff have ‘yet again kept the sector going’
Tuesday, 22 February 2022
Higher Education Service Group Executive Pay Motion 22/23
The past few years have been turbulent for everyone working in higher education due to the precariousness and uncertainty caused by the COVID-19 pandemic and Britain’s withdrawal from the European Union.
The past couple of years has seen an unprecedented attack on higher education pay – with the national higher education employers not making a pay offer to their staff for the year 2020/21.
The pay offer for 2021/22 was 1.5% for the majority of staff. This offer neither met our pay claim nor gave any element of catch up. Additionally, the government’s announced increase of 1.25% on national insurance payments, means that almost all of the pay offer has been taken up by this extra taxation. The increases in utility bills, particularly gas and electricity, and the increase in food prices means that inflation is predicted to soon exceed 4%.
Over the past thirteen years, higher education pay has fallen in real terms. Staff are working harder than ever, and the cost of living has risen, but pay hasn’t kept up. Employers must urgently address pay injustice. Universities continue, on average, to pay their female staff less than their male counterparts despite equal pay legislation being in place for over 50 years, and reports show that Black staff earn less than their white counterparts.
In some universities staff work a 35-hour week and in others a 37-hour week – working 6% extra for no more money – another example of pay inequality within the Higher Education (HE) sector. A 35-hour working week should be the standard across the sector.
Low pay continues to be a problem in higher education – the lowest pay point, for staff working on a 36 or 37-hour contract, is below the foundation living wage rate of £9.50 per hour (outside London). University employers should ensure that everyone on campus earns a decent wage whether they work for a contractor or directly for the university.
University workers have done their utmost to keep universities running throughout the COVID-19 pandemic and continue to do so. They have adapted to working from home, or they continued coming into campus to support students and colleagues – putting others first. All staff deserve and need a real, meaningful pay rise in 2022/23 to make up for the years of below-inflation pay rises and to keep up with the cost of living.
Now is finally the time for universities to make good – for them to give university employees a decent pay rise. The 2022/23 pay rise must address the lost earnings in the sector as well as ensure that pay keeps up with the cost of living.
Conference calls on the Higher Education Service Group Executive to pursue joint union negotiations and to produce a joint claim that seeks to incorporate the following points:
1) Negotiate a consolidated pay award of a flat rate of £1,900 or 5% whichever is greater with a minimum of an above inflationary pay rise.
2) Establish a minimum bottom spine point of £12 per hour for a 37 hour week, and negotiate so that all universities are accredited Living Wage Foundation employers ensuring that all staff on campus receive at least the Living Wage rates.
3) Negotiate a similar consolidated increase on London Weighting and all other allowances negotiated nationally. Work with branches to seek to negotiate a similar rise in all appropriate local allowances.
4) Negotiate a national agreement with the HE employers to oversee the introduction of a maximum 35-hour working week in all universities.
5) Establish a Scottish sub-committee of the New Joint Negotiating Committee for Higher Education Staff (JNCHES) as set out under the New JNCHES Agreement. The main purpose of the sub-committee would be to deal with matters not currently being dealt with at the New JNCHES Committee.
6) Negotiate on joint employer and union action to eliminate the gender and ethnic pay gap, work with regions, branches and sister trade unions to achieve these ends. To take an intersectional approach to achieve pay equality for all staff. Seek to work with employers, aiming for transparency and full sharing of data at both a national and local level.
7) Build a campaign for all universities to become accredited Foundation Living Wage employers reminding them of the moral and business case of why they should apply for Living Wage accreditation and demand that they do so.
8) Negotiate for a national agreement to reduce precarious employment in Higher Education seeking, as far as possible, for staff to be employed on permanent contracts. Negotiate for a national agreement to bring outsourced workers in higher education back into direct university employment.
9) In the event that the joint pay claim is not met by the employers, seek to escalate the pay campaign, with a clear plan, in conjunction with fellow Higher Education trade unions. This may include lawful industrial action to strengthen the campaign in accordance with UNISON rules relating to industrial action.
10) if the joint pay claim is not met in full by the employers for 2022/23, The HESGE is to explore the option of a multi-year pay deal for 23/24 with branches within the service group.
Motion by the UNISON Higher Education Service Group Executive as amended by UNISON Liverpool John Moores University.
Passed at the UNISON Higher Education Conference 2022 - 79 - For, 4 - Against.
Monday, 14 February 2022
National Higher Education Survey
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Tuesday, 25 January 2022
Annual General Meeting 2022
Following the AGM Preference Question and also a Branch Committee discussion at January's branch meeting. It has been decided that in the interest of keeping everyone safe, we are to hold the Branch AGM for 2022 online.
This year AGM will be performed based on MS Teams. The meeting will take place on Friday 18th March 2022. We aim to start at 14:00 and conclude no later than 16:30.
In order to receive the link for the meeting, you will need to pre-register, click the link below.
Pre-Registration for the UNISON@LJMU AGM 2022
The running order of the AGM has been set as:
1) Opening the meeting and Welcome
2) Minutes from 2021 AGM
3) Branch Accounts 2021/2022
4) Election of Branch Officials 2022/2023
5) Branch Plan 2022/2023
6) Current Negotiations
7) Any Other Business
8) Keep in Touch
9) Prize Draw
10) Close of Meeting and Thank You
The Branch Committee is looking forward to seeing you all at the AGM.
Once the AGM Paperwork document is finalised a link will be distributed.
Friday, 17 December 2021
Thursday, 2 December 2021
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