University of Sussex's The Badger

The University and College Union (UCU) have introduced a guidance pack aimed at combating the amount of casualisation in higher education in order to reduce inefficiency and inequality and secure better working conditions for academic staff. It is the UCU’s policy to campaign for a reduction in the use of fixed term contracts (FTCs) and hourly paid staff in favour of permanent contracts or where full contracts are inappropriate, a fixed-term contract with a FTC policy.
Employment legislation that came into effect on the 10th July 2006 means that fixed term staff that have been employed on successive fixed-term
contracts for 4 years or more by 10 July 2006 can request confirmation that
their post has become permanent unless the use of a FTC can be objectively justified. Despite this legislation, according to the UCU, 43% of academic staff in the UK (around 70,000 people) are still on fixed-term contracts. Jackie Rymell from the University of Sussex’s HR department comments on how this legislation has been implemented: “At Sussex, we have had a number of requests for permanent status from staff on FTCs who meet the 4-year threshold. Some have been confirmed as permanent, others have been confirmed as remaining fixed-term - these staff have been given the reason why this is the case i.e. the objective justification”. Those who are on hourly-paid contracts are “generally employed on indefinite rather than fixed-term contracts”. Rymell also comments that “The University will continue to respond to requests made, and, where appropriate, staff will be confirmed as permanent”.
The guidelines published by the UCU offer information aimed at ‘providing help to those in this vulnerable position’. Advice on how to secure full contracts, negotiate FTC policies, model letters of request for full contracts and advice on the prevention of less favourable treatment of fixed term employees in comparison to employees with indefinite contracts.
Since 1st October 2002, fixed-term employees have had the right to be treated equally to comparable employees on indefinite contracts with regards to issues such as pay, pensions and training opportunities, but according to the UCU, a quarter of staff on fixed-term contracts felt that their treatment compared to employees on full contracts was unequal. In response to the regulations, the University of Sussex introduced a ‘Policy on the Use and Management of Fixed-term appointments’, which was negotiated and agreed by all three of the university’s recognised trade unions. Rymell states, “The University does not treat staff on fixed-term contracts less favourably than staff on comparable permanent posts - they have the same terms and conditions other than the
permanent/fixed-term nature of the appointment.

Daisey Cheyney


Published in The Badger Feb 2007
http://www.thebadgeronline.co.uk/

Part-time staff get improved contracts

The University and College Union(UCU) have introduced a guidancepack aimed at combatting the amountof casualisation in higher educationin order to reduce inefficiency andinequality and secure better workingconditions for academic staff. It is theUCU’s policy to campaign for a reduc-tion in the use of fixed term contracts(FTCs) and hourly paid staff in favourof permanent contracts, or where fullcontracts are inappropriate, a fixed-term contract with an FTC policy.Employment legislation that cameinto effect on 10 July 2006 meansthat fixed term staff that have beenemployed on successive fixed-termcontracts for four years or more can re-quest confirmation that their post hasbecome permanent unless the use of aFTC can be objectively justified.Despite this legislation, accordingto the UCU, 43% of academic staff inthe UK (around 70,000 people) are stillon fixed-term contracts. Jackie Rymellfrom the University of Sussex’s HumanResources department commented onhow this legislation has been imple-mented. ‘At Sussex, we have had anumber of requests for permanent sta-tus from staff on FTCs who meet thefour year threshold. Some have beenconfirmed as permanent, others havebeen confirmed as remaining fixed-term - these staff have been given areason why this is the case, i.e. theobjective justification.’ The UCU arecampaigningfor a reductionin the use offixed termcontracts Those who are on hourly-paidcontracts are ‘generally employedon indefinite rather than fixed-termcontracts.’ Rymell also commentedthat, ‘The University will continue torespond to requests made, and, whereappropriate, staff will be confirmed aspermanent.’The guidelines published by theUCU offer information aimed at ‘pro-viding help to those in this vulnerableposition.’ Advice on how to securefull contracts, negotiate FTC policies,model letters of request for full con-tracts and advice on the prevention ofless favourable treatment of fixed termemployees in comparison to employ-ees with indefinite contracts.Since 1 October 2002, fixed-termemployees have had the right to betreated equally to comparable em-ployees on indefinite contracts withregards to issues such as pay, pen-sions and training opportunities, butaccording to the UCU, a quarter of staffon fixed-term contracts felt that theirtreatment compared to employees onfull contracts was unequal. In responseto the regulations, Sussex introduceda ‘Policy on the Use and Managementof Fixed-term appointments,’ whichwas negotiated and agreed by all threeof the University’s recognised tradeunions. Rymell states, ‘The Univer-sity does not treat staff on fixed-termcontracts less favourably than staff oncomparable permanent posts.

Daisey Cheyney
www.ussu.info/badger