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