Demands

This list is an evolving document intended to provoke discussion. For a more detailed explanation, see the original blog post.

An end to 9 month and other contracts that don’t pay us outside of term time

We are people, not machines! We still need to feed ourselves, pay our rent and raise our families over the summer. We do not all have families or partners partners to financially support us whilst we pursue work in academia as a hobby. Moreover, we use vacation periods to undertake research and publications that our employers directly benefit from when they contract us to teach. We refuse to do this work for free.

A cap on the percentage of teaching done by casualised staff at every institution

University departments are increasingly structured around the assumption that a large portion of teaching will be done by hourly paid and short-term staff who can be hired at the last minute, and disposed of just as quickly according to the demands of the ‘market’. We all know the damage this does not only to the lives of these teachers and the quality of the education they are able to provide, but also to the conditions of permanent staff who have to take on a far greater proportion of the administrative and pastoral care within their departments. This is also a feature of an intensifying two-tier system of higher education, whereby Russell Group universities may advertise the possibility of being taught by ‘top professors’ as a selling point, while working-class students at post-’92s will suffer from a high turnover of especially overworked and underpaid teaching staff. Ultimately, we want an end to all casualistion in the sector, but as a first step a demand to cap the percentage of casualised teaching will both make visible the extent to which departments currently rely upon it, and insist upon more consistency in conditions across institutions.

Payment for all hours worked

Those in casual academic positions often work far in excess of their contracted hours, meaning that they end up doing a lot of work effectively for free. This is due to a range of factors: the often irregular nature of teaching work, especially the need to respond to students out of hours; outdated or inaccurate mechanisms for calculating hours; the inclusion of a huge number of tasks either in unrealistic “multipliers” or bundled together with payment worked out for contact teaching hours alone; the pressure put on junior staff to take on extra work as a part of unpaid “training”; and even pressure put on PhD students to do teaching work for their supervisors for free. These unfair and unlawful practices need to stop, and they should be replaced with a simple principle: payment for all hours worked, calculated through a fair and transparent mechanism based on actual job requirements and on an equal basis with permanent staff.

Shut down UniTemps just like we shut down TeachHigher!

In the face of criticism from both unions and the press, Warwick University rapidly backpedalled on TeachHigher and, before getting rid of it altogether, claimed that they had no intention to ‘outsource’ academic staff. Yet Warwick University-owned UniTemps, an agency for cleaning, catering and security staff across hundreds of UK universities, is already employing academic staff in some institutions including the universities of Leicester and Surrey. Targeting UniTemps could be an effective next step in opposing not just casualisation, but the introduction of internal markets within universities and profit-making franchises across the sector. It also represents the possibility of making links with other university workers, cleaners, caterers and security staff who have as much right to secure working conditions as academics.

National pay frameworks, currently negotiated between the UCU and employers, should also apply to hourly pay rates

In theory, even casualised workers should be covered by the union-negotiated national pay frameworks, but in practice the hourly wage and what it is expected to cover varies not only between universities but even between departments. University employers should be forced to make transparent how they calculate the hourly rate, and how this meets criteria established by national framework agreements. The UCU should make more of an effort to ensure that casualised workers benefit from these hard-won union gains as much as permanent academics, and that employers fully implement the framework agreements at all levels of staffing.

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