Strike 2020 - an update

In the fall, we blogged about what the union's demands are in the two disputes that are currently going on. I have excerpted the key demands from the older blogpost to refresh your memory
In other words, what exactly does UCU want to change?

Here is the concrete action UCU is asking for on each of the issues that the strike is about:

• Pensions: 'No detriment'. This means that any changes to the pension scheme should not result in higher costs to members, or in lower pension payments. University employees accepted cuts to the pension in 2011. In October 2011 future members of USS lost 65% of their pension wealth, equivalent to a reduction of roughly 11% in their total compensation. That is, in 2011 the total life-time pay for university employees was reduced by 11%. Now we are asking for no further reduction: We don't think this is asking for a lot!
• Casualisation: 'Stamp out casualisation.' UCU demands firm and measurable commitments reducing casualisation in higher education. Russel Group Universities have recently acknowledged that casualisation negatively impacts mental health, family planning, the research power of universities, and student learning. The problem of casualisation goes beyond teaching staff, and UCU are committed to ending the gig economy in higher education. Again, we don't think it's a lot to ask that staff at universities, where students are paying between £9250 and £34,660, should be entitled to benefits like sick pay and maternity leave. There are several blogposts on our blog (here and here) detailing some of the problem from personal experience. 
• Pay inequality: 'Equal pay for equal work.' What year is it? 1952? Oh no, wait, it's 2019 and women, people from BAME backgrounds and people with disabilities are still getting paid less than their white, male, able-bodied colleagues. UCU is calling for measurable commitments on this disgraceful inequality. UCEA is not willing to talk about pay. A personal view on this issue can be found here. 
• Unsustainable workloads: 'An end to occupational stress and bullying.' UCU wants all of the work we do - administrative, pastoral, teaching-related, supervisory, research-related - to be fairly counted, and for workloads to be managed in a fair way. The fact that universities including UCL are threatening to withhold 100% of pay for employees who are working to rule by working a standard 36.5 hour week demonstrates that they know it is impossible for us to complete our contracted tasks in that time. Our series of posts on What I would be doing if I weren't striking (here, here, and here) gives you a flavour. 
• Falling pay: 'A real-terms pay rise'. UCU is asking for a pay rise of RPI+3%, or a minimum increase of £3,349 (whichever is greater). This is to address the fact that, over the last decade, our pay has fallen by 20%. At the same time, average rents in London have risen by as much as 30%. But not everyone is worse off - university Vice-Chancellors' pay (including UCL Provost Michael Arthur) rose by 13% between 2009 and 2017. Students are paying more fees than ever - where is your money going? 

The main argument that UCU is putting forward is that there is a link between the disputes. In brief, the money to address the issues that don't have to do with pensions is there; universities have just chosen to pay that money into the pension fund. That probably sounds strange and non-sensical, so do read on.

The pensions scheme for university lecturers, the University Superannuation Scheme (USS), was set up as a defined benefit final salary scheme. 'Defined benefit' means that the payouts are guaranteed and set down in the rules of the scheme. 'Final salary' means that the guaranteed payouts are calculated as a percentage of an employee's salary just before they retire. In 2011 these rules were changed. For incomes up to £55,000 per year, the pension scheme remained a defined benefit scheme but the benefits were now calculated on the basis of the employee's average salary rather than their final salary. One's average salary over a lifetime is, of course, much lower than one's final salary. For salaries about £55,000 per year, USS was shifted to a defined contribution scheme, which means that employers and employees pay in a defined percentage of the salary but that what is paid out is not guaranteed but depends on how the investments made by USS perform. As mentioned above, this change amounted to an 11% cut in life-time compensation for new members of USS.

From the perspective of university staff, this massive cut in compensation was, of course, a bad thing. From the perspective of the universities, it was a good thing, as it reduced their potential liabilities: Pensions they would have to pay for were reduced and if USS investments underperformed, the shortfall would be to the detriment of the pensioners but would not create future costs and liabilities for the universities. In 2017, the universities argued for further changes in the pension scheme. The employers suggested to change the scheme completely from a defined benefits scheme to a defined contribution scheme. This change, employers claimed, was needed because a valuation of the scheme showed that it was in deficit. This valuation was widely criticised as flawed, including by the joint panel of experts set up by the union and the universities. However, that valuation has lead on October 1 2019 to an increase in contributions that employees and employers have to pay into the pension scheme for the moment (the employer contribution went up from 18% to 21.1% now with a planned increase to 23.7% in 2021). If the universities relented and pushed USS to accept a modified valuation of the scheme, then employer and employee contributions to the pension scheme could drop back. This would free up money that employers are currently paying into the pension fund. This money could be used to finance pay increases and to tackle the issues of pay inequality and casualisation.

It is the insistence of the employers on the negative valuation of USS that locks up the money that could be used to deal with the other issues. This insistence is rooted in the employers' aim of turning USS into a defined contribution scheme to the further detriment of employees. Universities need to start negotiate in good faith and in earnest on these issues and respect the recommendation of the Joint Expert Panel that was set up as a result of the strike in 2018.

As a result of our strike and student pressure, there appears to be some movement in the negotiations. It is important now to keep up the pressure. Please write to the provost again. and ask for UCL to push UUK and UCEA to table acceptable offers so that we can end this strike swiftly.

What I would be doing if I weren't striking

This is the third part in our series on how academic staff spend their time. Throughout the strike, we'll report from the frontline of unsustainable workloads. Have you ever wondered what a lecturer, a postdoc, a teaching fellow does outside of the classroom? Read on to find out...

As I drift off, I dread the even bigger backlog of unanswered email that will greet me tomorrow morning. 

It is Wednesday morning. After getting up and making breakfast for the kids, I hop on my bike and reach Tavistock Place at 8:30. Time to grab a cup of coffee and look at my email inbox. There is a big backlog of unanswered emails - it won't grow shorter today. I do answer a few urgent queries, respond to the moodle forum questions from students, promise to write three letters of recommendation by the end of reading week, then leave the coffee shop for Chandler House. 

At 9am, the tutorial for my class begins. I don't know this group particularly well, so the tutorial requires a lot of thinking on my feet: I have to adapt the material to the level of the students. I have to be nimble, but I enjoy it. At 10:55 the tutorial is over. 

Now it is 11:00 and I am teaching a small group session for advanced MA students. A student is presenting a paper and I try to figure out how to help them break down the author's and their own argumentation better. How do I explain what the relation between a (superficial) counterexample and a (solid) counterargument is? I don't feel I am getting through, but this time I am not nimble enough to change tack. The session is over at 12. Though I never got through to the student presenting, I think some of the other students got something out of it. At least I hope so. 

A number of new emails have come in, some with material that is relevant for the departmental committee meeting that I am charing at 1pm. I read these emails and summarise the content in preparation of the meeting. Why didn't I get this information earlier? Then I rush around the corner to get a falafel just before my meeting. 

The meeting runs until 2:15, which is quite quick given the long agenda. I can't linger to chat with colleagues, because I needed to be at the central campus for the next meeting at 2pm. I won't make it until 2:30.  At lesat, I don't have to chair this one. The second committee meeting ends at 3:30.  

I return to Chandler House. I had promised a PhD student feedback on a draft chapter. The draft is 45 pages long. I read it and comment on content and writing. It is now 5pm. I organise a Skype meeting with a colleague for next week to work on a paper draft and an in person meeting with another colleague to do some research-related brainstorming together. 

It would have been nice at this point to read some research papers from my long to-read list, to think about one of the half-finished papers, or to clear my head and write, but I have to go pick up my kids and make dinner. I only manage to do a bit of reading when the kids are in bed. At that time, my brain is not at its best. As I drift off, I dread the even bigger backlog of unanswered email that will greet me tomorrow morning. 

Strike - Spring 2020 - where we stand

Echoing something we said in the fall: We were hoping it wouldn't come this - but here we are. The University and College Union has called 14 days of strikes at 74 universities across the United Kingdom. That's up from 59 universities in the fall. You can read more about what this means for you, and how to support us elsewhere on the blog.

We are back fighting over the same four issues that were already at the heart of the strike in the fall:

• Pensions
• Pay
• Pay equality
• Working conditions and casualization

You can read about the issues on the blog here. Unfortunately, the employers' organisations have virtually not shifted their position on these issues. Despite the threat of strikes and in the knowledge of the disruption that strikes would bring to your education, the universities have refused to make a new offer to the union over pay and pensions. As a result, we are still faced with a pay offer below inflation - a de facto pay cut. We are still faced with a detrimental deal on our pensions. We are still faced with pay inequality for gender and race, with casualisation and worsening working conditions. 

Unless the universities shift their position quickly, this means that UCL will be on strike on the following dates:

• Monday Feb 24 to Wednesday Feb 26
• Monday March 2 to Thursday March 5
• Monday March 9 to Friday March 13
• Thursday March 19 to Friday March 20

We hope that you will support the strike, our cause, and that you will email the provost to record your support and your annoyance at the disruption to your education. You can use the union's template here. 

Back to reality + ASOS

After eight days of strike action, UCU members and supporters were back to work today. It was a day of mixed feelings.

 Firstly, we are still high on yesterday's joint action with IWGB, culminating in a march and rally:

(From @LionelOpenshaw)

Sometimes you just need to get your chant on!

Our hearts are also still glowing from all the support we saw from our students during the strike. You joined us at Strike School, you donated food and hot drinks to picketers, and you came to chat with us on the picket lines. We can't thank you enough!

We're also heartened that the universities are making some (barely perceptible) moves towards listening to us. They have agreed to talk about some of the issues, and we hope that these talks will be fruitful.

The bad news is that no measurable progress has been made towards ending casualisation, pay inequality, unsustainable workloads, and falling pay, and UUK seems to be moving ahead with their plans to increase our pension costs, with the likely result of putting the whole scheme at risk.

This means that our fight is not over. Now that the strike action is over, UCU are asking their members to engage in ASOS - no, not that ASOS! We mean Action Short of a Strike. A large component of ASOS is working to rule, also known as working to contract. This means following our contracts to the letter, but not undertaking any additional duties that fall outside our contracts. This might include not working for more hours than we are being paid for (the average lecturer works around 20 unpaid hours a week), not attending meetings where our attendance is voluntary, and not covering for colleagues who are absent or were on strike. UCU's guidance on what ASOS means for university staff can be found here. (It's worth pointing out that the questions discussed at that link give an indication of how vague and ill-defined many of our contracts are.)

During ASOS, we will continue to teach, research, complete marking, set assignments, and answer emails. But all of these tasks might take a bit longer, because we will only be doing them while we're being paid for them. Some universities, including UCL, have threatened to withhold 100% of pay for staff taking part in ASOS, which is a tacit acknowledgment that it is impossible for us to do our jobs to a satisfactory standard in the time we're being paid for.

It is also possible that further strike action will take place this academic year. This has not been decided on, and it very much depends on the actions of the employers in response to the issues we have raised. We will keep you updated here with any details as they emerge.

We will continue updating the blog from time to time, but less frequently than we did during the strike. If you have any issues you would like us to cover - any questions you'd like us to answer, any themes you'd like us to discuss, or any stories you'd like to share - please email them to us, or leave a comment.

See you in class!

Case study: Outsourcing (IWGB)

We asked strikers to tell us their personal experiences of the themes of the strike. Below, we share the story of one of our colleagues in IWGB, which represents the cleaners, security guards and porters at UCL. You can read about their dispute with UCL management in this post, and by using the tag 'iwgb'. UCU members stand together with our colleagues in IWGB - come to our joint rally today at 10:30 am on Gower Street!

I feel marginalised, disregarded, mistreated and unimportant

Sadly, my experiences of outsourcing at UCL are negative to say the least. I’ve been working at UCL for 5 and a half years and have never received occupational sick pay, no parental leave and receive low pay. I feel marginalised, disregarded, mistreated and unimportant by the management of this university. The fact that they can’t treat me equally with the same rights and respect as directly employed staff (and refuse to truly acknowledge my appalling working conditions) shows just how unworthy they think I am. When I’m late for a few minutes my pay is deducted, however when they have no break relief officers I’m expected to be patient. It has happened on several occasions when I was late for 2 or 3 minutes to work and they deducted from my pay at the end of the month. And it has happened several times when no break relief officer came for my lunch break and I worked a full 12-hour shift without a single break. However, I was told to understand and be patient when I complained! When my wife gave birth in late 2017, I needed to take 2 weeks off to help with the new-born and the time when I most needed money, that’s when I received my lowest pay. I was paid an amount that was really, laughable. £240 for two weeks!! Yet, despite such awful conditions, UCL, which is one of the richest universities around and a global institution continues to happily tolerate this type of treatment, to which I refer as ‘cooperate slavery.’

UCU + IWGB

Why are we posting so early today? Because we're just so excited! Today, UCU and IWGB are striking together, with the aim of ending outsourcing, casualisation and inequality at UCL. You can read more about IWGB's campaign using the tag 'iwgb' and at the IWGB website.

We're also up with the lark as a reminder of the hours that many colleagues in IWGB have to keep. Have you ever seen cleaners working at Chandler House? If not, that's because they're in before the building opens and after the building closes, and usually not when students are around. On the other hand, you probably don't see too many different faces on the front desk. That's because our front desk staff work long shifts with few breaks. UCL couldn't exist without these workers, and they're fighting to have that fact recognised.

It's also the last day of UCU's current strike action, so we're excited to get back to our normal lives tomorrow. We've had a wonderful time on the pickets (really!), but we're looking forward to getting back to doing what we love - research, teaching and supporting the pursuit of knowledge for its own sake.

And so, to go out with a bang, IWGB and UCU are holding a joint rally today at 10:30 am at the Gower Street entrance. Bring your drums, your placards, and your dancing shoes, and join us in calling for real change at UCL and across the country. Stand together with your lecturers, security guards, cleaners and others to ask Provost Michael Arthur to start listening. The university united will never be defeated!

ANNOUNCEMENT
Weds 4Dec - Demo: Pay, Equality, Pensions, & End Outsourcing
Meet: UCL Main Gates, Gower Street, 10.30am
March to UUK offices@UCL_UCU & @iwgbucl Both on strike: ALL OUT!

JOIN US! LET'S MAKE LAST STRIKE DAY REALLY BIG ! pic.twitter.com/OxWDqAeAtV

— UCL-UCU (@UCL_UCU) December 2, 2019

Why support the strike? A student's view

We asked you to send us your stories of why you support the strike. Below we hear from one student who has seen the cost of their studies increase, while their value decreases. Remember: our working conditions are your learning conditions, so the changes we are fighting for will help students and staff alike.

Secure staff mean secure students

Early last year, in the final stretch of a BA, I came to campus early one morning to be confronted by a picket line across the main doors of my former university. Universities and Colleges Union members from across the country had voted for 14 days of strike action, to protest proposed changes to their pension by an upper management who, they felt, were aiming to shift the burden of pay from employer to employee. 

If this sounds familiar, it’s simply because it is. Fast forward a year and a half. I’m an MA student at UCL now, as well as a paid up member of UCU myself having taken a position at my former university, and there is a grim sense of deja vu about how the last few months have played out. Industrial action has been taking place in UK universities for almost two years now. And the infuriating thing is that in 2018, it worked. In April last year, Universities UK (who represent our universities) agreed to withdraw all the proposed changes, and an indepedent panel review was set up to bring the unions on board and construct a pension scheme which would satisfy all involved. But over the last year, those changes have been chipped away, bit by bit, until the dispute was back where it started. And now there are further concerns on the picket - the racial and gender inequality which has been totally unaddressed, an increasing reliance on fractional and casual work, the insane workloads.

So the question is : why should students care? It’s not our pensions, right? Well, at one point in history, universities were closer in shape to guilds. They were controlled by colleges, bodies of academics - both students and teachers and many who were both - who spent their time sharing knowledge. But that legacy has come perilously close to evaporating. Take my case. I’m a mature student; when I started school University tuition was free. When I first attended further education in 2010, it cost me £3,000 per year. The past four years have cost me £10,000 pounds each. My student debt is almost six figures once maintenance loans are factored in. Clearly, there is a hierarchy established here : as a student, I am less a member of a college now, and much more a consumer of a product. And yet, over these past years, the value of that tuition has plummeted. My previous faculty was a thriving research hub when I arrived. It has now been essentially dismantled, as it was not ‘profitable’. Less than half the staff who used to teach me remain at that university; they have left for greener pastures, for places where they can concentrate on their work rather than defending their existence. And all this has meant a total lack of morale on the part of remaining staff. I voted to strike this year. But anti-strike laws, which in Britain demand that unions reach a very high threshold of voting, have barred my workplace from taking part. People are just tired, fed up of fighting.

From my perspective, this is equal measures baffling and terrifying. On three fronts. Firstly, as a student, where is my money going? Where have they put the tens of thousands of pounds which I handed over? Secondly, as a fledgling academic, why would I want to sign up to a profession which so many seem to be fed up with? I want to work in academia because i love the subject; but if I have no time for the subject, then what is the point? And as an employee, why in hell would I want to sign up if my employers will refuse to see any value in my presence, and in fact will actively lie to meabout any kind of deeper engagement with my wellbeing?

This is why students should support the strike. Because our attendance is being slowly siphoned away from knowledge-sharing. Because the pensions and pay disputes are not distant unconcerning things. They are symptomatic of a wider lack of care in ‘the academy’ as to the value of its actual role (i.e., education and research). Our money is trickling more and more into obtuse procedural management; into shiny coffee tables and ‘open plan student mess rooms’; in short, it seems to be going into advertising. Universities in the United Kingdom are investing in politics and advertising at the cost of the product they exist to produce. They claim to address inequality and unfair pay, but do nothing of substance to address it. They are becoming far more minded with attracting profit than in producing the learning, the debate, the insight which made them world famous in the past. And at the end of the day, that means that not only are universities aiming to shift the burden of cost onto staff - they are aiming to shift it onto students as well. 

There’s only one day left of this industrial action. If you can, join the picket. But beyond this week : email the provost one more time, talk to fellow students about how these things affect us in a very direct way. Secure staff mean secure students.

The university we want to work at

One thing we've been struck by over the last week is just how much fun we're having on the picket line. Sure, it's cold and wet. Yes, it's difficult when students (and occasionally staff) walk by without acknowledging us. But for the last week we have experienced the kind of university we want to work at.

We've spent our week engaging with students one-on-one, hearing about their personal experiences, their interests, their plans for the future. We've had hours to chat with colleagues about something other than how stressed and busy we all are. We've taught at our Strike School, not because we have to but because we're genuinely passionate about our research and we enjoy sharing that passion with others. What's more, we haven't had to worry about the endless admin that's now associated with teaching - taking registers on behalf of the UKBA, preparing assessments over a year in advance, worrying about how our teaching evaluations will affect future job applications... We've been listening to colleagues give talks on subjects that they're equally passionate about, and listening to our students discuss these topics intelligently and with genuine academic curiosity. We've forged new bonds with colleagues and students across the university, and experienced true collegiality, support and solidarity with the whole academic community.

This is why we decided to go into academia! So thank you all for helping to create this unique space, this vision of what universities should be, if only for these eight days. With your support, we're hoping to turn the tides of commercialisation in academia. Keep supporting the strike, keep emailing the Provost, and help make real progress in our fight for change.

Students and staff enjoy Lily Kahn's talk on the Linguistic Landscape of Greenlandic

What have unions ever done for us?

Some people who cross the picket line and choose to work during a strike do so because they don't support unions. That is, of course, their right: this is an issue that people dedicate a lot of thought to, especially when they are faced with the prospect of crossing a picket line staffed by their colleagues. It's a difficult choice to make, and no one does so lightly.

But it got us to thinking: why do we support the idea of unions? Why should anyone?

Firstly, unions fight for all workers. The rights and benefits that they win apply to everyone in the workplace, not just union members. Striking staff members are striking not just for themselves, but also for people who can't afford to strike (perhaps due to a casualised contract) and those who choose not to for other reasons.

Unions are also the only way for workers to bargain collectively with their employer. Without a union, employers would have to meet with each worker separately to try to understand how that worker feels about their job. Aside from the fact that such a situation is untenable in an institution like UCL (it has 13,360 employees!), this makes workers' concerns a lot easier to ignore, and leaves workers without much leverage to change conditions they don't like.

What kind of conditions are we talking about? Well here is a (non-exhaustive) list of some of the rights that unions have won for their workers over the years:

• weekends
• an end to child labour
• the ability to hold employers to their contracts, meaning a more equal relationship between worker and employer
• a safe workplace (that's not likely to injure you or make you sick)
• being able to negotiate as a group with the employer (known as 'collective bargaining')
• a minimum wage (in 1998 in the UK!!!)
• equal pay for equal work (e.g. for men and women doing the same job - in 1970 in the UK!)
• limits to working time, including the 40-hour work week
• paid time for holidays, including recent increases to annual leave entitlements
• lower pay inequality across the income spectrum, including in non-unionised workplaces
• employment protection rules, including rules about hiring and firing workers fairly 

If you've ever had a job (and if you didn't have a job as a child!), you've almost certainly benefitted from these rights, so go out and thank your closest union member. 

Whether you're a student or a staff member at UCL, you stand to gain from sustainable workloads at universities, an end to casualisation, an end to gender/race/disability pay gaps, an end to real-terms pay cuts, and protecting the USS pension scheme, and we're fighting for you. We're losing at least eight days of pay to make universities better places to work for everyone. So please, do what you can to support our strike: choose not to cross the picket line, write to the provost, donate to the fighting funds if you can. And come talk to us, about unions or anything else, at Strike School!

Week 2 of Strike School

We are pleased to announce the schedule for Week 2 of Strike School. We had fantastic turn-out last week, and heard some very interesting talks covering the theme of Language and Oppression from a number of angles. This week looks just as exciting, with two talks and a joint trip to the British Museum. All events start at 12:30. We look forward to seeing you there!

• Monday: 12:30 pm in the basement of the Harrison, Lily Kahn will present a talk on The Linguistic Landscape of Greenlandic.
• Tuesday: 12:30 pm in the basement of the Harrison, Sonya Yampolskaya will present a talk on The Suppression of Hebrew in the USSR.
• Wednesday: 12:30 pm, meet outside the Montague Place entrance to the British Museum for an LGBTQ object trail. The trail will take about an hour to complete and will be followed by discussion in the cafe.

Protest songs from around the world

It's Friday! To give our picketers a bit of inspiration (and inspired in turn by the great teach out at the Institute of Education), we're happy to present a series of protest songs and songs about social justice from around the world. Can you spot the theme?

Barricades (Yiddish)

The Victory of the Cloak-makers (Yiddish)

Nunarput utoqqarsuanngoravit (Greenlandic national anthem)

Still Here (Welsh)

And instead of a protest song in Kîîtharaka (a free pint to the first person to post one!) we offer a song in Quebec French, the focus of some discussion at Strike School:

Half-Mast (Quebec French)

We can't promise we'll have them memorised by Monday, but we'll be very impressed if you do. Think we've missed one? Add it in the comments below, or tweet us at @CHonStrike!

Thank you, students!

We're three days in to the strike and we are simply overwhelmed with your support.

Students across UCL are supporting striking UCU workers, as evidenced by this open letter from Laws students, this mass rally, and this interview on Sky News.

But we think Chandler House students are the best. You've been bringing us coffee and baked goods. You've come down to the picket line to have a chat with us. You've been attending our Strike School events in numbers. You've been emailing the Provost. And you've been absolute stars in choosing not to cross the picket line.

We really appreciate each show of support. It's what keeps our hearts warm on the cold, wet picket line!

And there is even more good news: your support is making a real difference. After just two days of action, UCEA (the body that represents UL universities) agreed to consult with their members regarding casualisation, pay gaps and unsustainable workloads. Unfortunately, they are still unwilling to discuss our 20% real-terms fall in pay over the last decade. There's also no word from UUK (the body governing our pension scheme) that they intend to listen to us. That just means we need to shout louder!

Momentum is growing in this dispute, and our spirits are high. There are five more days of action, including teach-outs across UCL, the march for Planet, Pay & Pensions, and a day of joint strike action with our colleagues in IWGB on the 4th of December.

We are so excited to stand together with UCL's security, portering and cleaning staff in their fight to be brought in-house. Unlike us staid UCU staff, we've been warned that IWGB members know how to party! Here they are teaching us a lesson this morning:

Solidarity with @CHonStrike!@iwgbucl cleaners have your back!

Outsourced members and UCU academic and support staff are ready to strike together on 4th December!👊✊

Join us! pic.twitter.com/pD8YpQi8jt

— UCL-End Outsourcing!✊ (@iwgbucl) November 27, 2019

Make sure you come out on the 4th to support all striking staff, and get ready to make some noise!

Finally, we know student budgets are more stretched than ever, but if you possibly can we'd like to ask you to donate to UCU's fighting fund, and (especially) to IWGB's fighting fund. Fighting funds support striking workers, including by providing them with some strike pay, as strikers would otherwise be completely without pay for the time they are on strike (and possibly while participating in action short of a strike as well).

Thank you once again for all of your support!

What are we hoping to accomplish?

You might agree with UCU that casualisation, falling pay, unsustainable workloads, pay inequality, and rising pension costs are bad, but maybe you think there's not much to be done about them. Isn't life getting harder for everyone? And how exactly are universities supposed to bring about change in areas like workloads or pay inequality?

In other words, what exactly does UCU want to change?

Firstly, UCU is asking UCEA, the body that represents universities in the UK, to sit down and have a grown-up conversation about what can actually be done. This morning at Bentham House, representatives from UCU and UCEA are meeting to talk about the Four Fights dispute. UCEA have said the talks are 'without pre-conditions'... except they refuse to talk about pay! If universities are not willing to talk about pay (including pay inequality for women, ethnic minorities and people with disabilities, as well as falling real-terms pay), how do they expect to do anything about addressing these issues? If you want to ask employers this question, you can join the demonstration from 9:30 at the main entrance of Friends Meeting House (near Euston).

Here is the concrete action UCU is asking for on each of the issues:

• Pensions: 'No detriment'. This means that any changes to the pension scheme should not result in higher costs to members, or in lower pension payments. We don't think this is asking for a lot!
• Casualisation: 'Stamp out casualisation.' Universities are insisting that casualisation is a local issue - i.e. an issue that affect each university differently. This clearly misses the bigger picture. However, UCU are engaging individual universities in the fight on casualisation. Their demands include ensuring that all hourly-paid teaching staff (which includes most of your PGTAs as well as some Teaching Fellows and other teaching staff) to be employed on a (non-zero-hours) contract. The problem of casualisation goes beyond teaching staff, and UCU are committed to ending the gig economy in higher education. Again, we don't think it's a lot to ask that staff at universities, where students are paying between £9250 and £34,660, should be entitled to benefits like sick pay and maternity leave. 
• Pay inequality: 'Equal pay for equal work.' What year is it? 1952? Oh no, wait, it's 2019 and women, people from BAME backgrounds and people with disabilities are still getting paid less than their white, male, able-bodied colleagues. UCU is calling for meaningful action on this disgraceful inequality. UCEA is not willing to talk about pay. 
• Unsustainable workloads: 'An end to occupational stress and bullying.' UCU wants all of the work we do - administrative, pastoral, teaching-related, supervisory, research-related - to be fairly counted, and for workloads to be managed in a fair way. The fact that universities including UCL are threatening to withhold 100% of pay for employees who are working to rule by working a standard 36.5 hour week demonstrates that they know it is impossible for us to complete our contracted tasks in that time. 
• Falling pay: 'A real-terms pay rise'. UCU is asking for a pay rise of RPI+3%, or a minimum increase of £3,349 (whichever is greater). This is to address the fact that, over the last decade, our pay has fallen by 20%. At the same time, average rents in London have risen by as much as 30%. But not everyone is worse off - university Vice-Chancellors' pay (including UCL Provost Michael Arthur) rose by 13% between 2009 and 2017. Students are paying more fees than ever - where is your money going? 

More detail on UCU's demands can be found in this document from UCU.

Maybe you agree that things should change, but think that all these demands will just cost too much? UCL's UCU branch have shown that addressing issues with the USS pension will leave plenty of money left over to address the other demands (follow the link to the slides). UUK are currently paying to devalue our pensions!

UCL UCU are not alone. The Guardian's recent editorial shows that universities can and should pay to fix these problems. UCU shows that universities' income, surpluses and reserves are rising. Even the Vice-Chancellor of Essex University agrees that universities can pay more!

We hope you agree that our demands are not unreasonable. If so, we'd ask you to show your support however you can. 

And we're off!

We were hoping it wouldn't come to this, but here we go. UCU at UCL and 59 other universities across the country are now officially on strike. You can read more about what this means for you, and how to support us elsewhere on the blog.

If you have to cross the picket line between now and the end of the day on Dec. 4th, make sure you give your lecturers a wave and tell them you're supporting them.

If you won't be crossing the picket line, you are welcome to join picketing staff members outside of Chandler House between 8 am and 12 pm every day. We also hope to see you at our Strike School - make sure you bring a phone or tablet with 3/4G (or a laptop with the material already downloaded), so you can access talk slides and other materials! The first talk's slides are already up.

To keep up to date with strike news and stories, check the blog regularly, keep an eye on your UCL email, and follow us on Twitter (@CHonStrike).

Two more reminders: 1) don't forget to register to vote if you're eligible - you have one day left, and 2) keep emailing UCL Provost Michael Arthur to let him know that you support striking workers.

Finally, we know it's not very British to talk about money, but if you want to donate to a good cause, you can donate to UCU's fighting fund, and/or to IWGB's fighting fund. Fighting funds support striking workers, including by providing them with some strike pay, as strikers would otherwise be completely without pay for the time they are on strike (and possibly while participating in action short of a strike as well).

Teach-outs aplenty

We are happy to announce that the schedule for Week 1 of our Strike School is now available on the Strike School page.

But what do you do if you've got an itch for learning that the Strike School won't scratch? Fear not, our colleagues at the Institute of Education over on Bedford Way have a full programme of morning activities you can attend in addition to the Chandler House Strike School!

Not only that, but you can follow @UCL_UCU on Twitter as they report on all teach-outs around the university.

PICKET LINE TEACH- OUTS AND ACTIVITIES

More actions and events will be added so do please come along and support the strike

ALL WELCOME! –

20 Bedford Way (CONCOURSE)

Monday 25th November

10:00 Pensions, neoliberalism and the future of the university

John Yandell (IOE)

10:30 Chilean Protests 2019: "It's not 30 pesos it's 30 years".

Felipe Acuña and the Chilean students’ society

11.00 Transformations in South African Universities; Lessons for our Strike

Elaine Unterhalter (IOE)

Tuesday 26th November

10:00 Dogs Against neo-liberalism (back by popular demand)

Morris (with Adam Unwin)

10.30 Temporalities of education and why we all need to slow down

Cathy Elliott, UCL

11:00 Education and Social Conflict in Hong Kong

Bob Adamson (The Education University of Hong Kong)

Wednesday 27th November

10:00-12.00 Intergenerational solidarity - Protest songs from three generations

Rebecca O’Connell (IOE)

Retired members and students are especially welcome to join the picket on the IOE concourse from 10am-12pm on Weds 27 November to demonstrate and celebrate intergenerational solidarity through collectively singing protest songs from three generations. Song book and backing track provided.

10.30 Intergenerational Solidarity and Intergenerational Justice

Judith Suissa (IOE)

Thursday 28th November

10.00 Insecurity, Precarious Employment and Casualisation

Bella Malins (UCL UCU anti-casualisation officer)

11:00 What can we learn about global education from historical and global policy studies of the OECD?

Christian Ydesen (Aalborg University, Denmark)

Friday 29th November

#ClimateStrike: Planet, Pay and Pensions - March and Rally

Come and join us on the concourse for banner and placard making

Monday 2nd December

10:00 Pay and Pay-Gaps in Universities

Alex Bryson (IOE)

11.00 Students and Global Protest Movements

Aris Komporozos-Athanasiou (IOE)

Tuesday 3rd December

10.00 Forum Theatre

Theo Bryer (IOE), Chris Routh (IOE) and others t.b.c

11.00 Marx walking tour - details to follow

Sandy Leaton Gray (IOE) Mary Richardson (IOE) and Arthur Chapman (IOE)

Come and join us for the anti-Trump demo and activities in support of migrants and refugees

Wednesday 4th December

10.00 Poetry (and other) Readings

Do you have a favourite poem or piece of literature related to our strike themes? Come and share it!


Solidarity with outsourced workers – support the IWGB strike

Strike school announced

To complement our picket line, Chandler House staff are organising a Strike School, and we want you all to come along. The Strike School will involve a number of teach-outs, and some group trips to local sites. The final schedule will be announced over the next day or two, but you can keep an eye on developments on our Strike School page.

Teach-ins are a form of protest that trace their origins to anti-Vietnam War protests in the USA in the 1960s. They're an opportunity to educate each other about issues relating to our protest, in an informal setting. They're are also meant to be participatory, so come prepared for discussion!

We're holding teach-outs (rather than teach-ins), because we're choosing not to cross the picket line. Teach-outs are a way for striking staff members to connect with students: we love sharing knowledge and ideas, we just don't love being exploited for it! The theme of our teach-outs is 'languages under threat'. We'll feature talks and discussions on minority languages like Greenlandic, Kîîtharaka, Welsh and Yiddish, exploring the threats such languages face and how they are responding to them.

But the Strike School doesn't end there. We'll also have events like a participatory reading of Harold Pinter's play "Mountain Language" (followed by discussion in the pub) and an LGBTQ-themed trip to the British Museum.

The Strike School will also give you a chance to chat with striking staff members in a less formal setting. We appreciate the support you show by attending Strike School events, and look forward to hearing your thoughts on the issues under discussion.

All events start between 12:30 and 1 pm, in the neighbourhood of Chandler House. Everyone is welcome, so bring a friend (even if they're not based in Chandler House!) and spread the word - we want to see as many of your smiling faces as possible!

What it costs us to strike

Did you know that your lecturers will lose money when they are on strike? A recent email from UCL management told staff:

"Please use the online reporting system to declare if you are taking part in the strike or “action short of strike” (or both). Staff who are not members of UCU and who choose not to cross the picket line should also report their absence in this way. In this instance your absence will be treated as unauthorised and a payroll deduction will be made as if you were on strike."

A newly-appointed lecturer will lose at least £1000

In other words, staff will not be paid for the time they are on strike. This should tell you how strongly we feel about the dispute: we are losing eight days of pay in order to take part in this action. For a newly-appointed lecturer, this will cost them at least £1000; senior lecturers and professors will lose a lot more.

But this email goes even further: UCL are threatening to dock pay from staff members who are taking part in action short of a strike, by working strictly to their contract. This means that staff who work the full 36.5 hours for which they are paid (but refuse to work beyond this) stand to lose all of their pay.

There are 169 academic members of staff listed on the Psychology and Language Sciences divisional website. Let's assume that half of them decide to strike. If all of them were employed as newly-appointed lecturers (a very conservative assumption - many are paid much more!), UCL would refuse to pay out a massive £84,500 over the course of the eight days of strike action. Multiplied across all UCL departments, the amount of withheld pay will easily reach into the millions of pounds. Now multiply that across the 60 universities taking place in this strike action...

What do you think UCL and the other universities are going to do with this money? How would you spend this money? UCL Provost Michael Arthur (who was paid £368,000 in 2017-18) might be interested to hear your thoughts.

Reminder: Support our colleagues in IWGB!

A friendly reminder of the strike action taking place today by members of the IWGB at UCL, which includes security staff, cleaners, porters and Sodexo staff.

You can read more about their dispute here, and check out the Twitter page of the UCL branch for more ideas about how to support them.

New info hub from UCU

UCU, the union representing your lecturers and librarians, has launched a new info hub on next week's strike action.

It has a a special page for students, with info on how to contact your university and ask them to help us avoid a strike. UCU wants to negotiate with their employers, but the employers are so far not willing to engage in constructive talks. You can help change their minds by contacting UCL management using the tool on that website. They have a set text you can use, but you are encouraged to personalise your message. Every email helps to avoid strike action, and helps support striking staff!

You can also check out the video below, on how and why to support the strike.


 

How can students support the strike?

We realise that in taking strike action, we are in the first instance targeting your classes and your eduction. You have paid for those and you should feel entitled to getting your money’s worth. An overseas student on the MA Linguistics, for example, stands to lose the equivalent of £620 if all classes get cancelled. Whether you support our cause or not, we recommend that you complain to the management of the university about the fact that you are, in this case, not getting your full money’s worth. There are many ways of complaining; a simple one is to send an email to the provost of UCL (Michael Arthur, michael.arthur@ucl.ac.uk) and the vice provost of eduction and student affairs (Anthony Smith a.w.smith@ucl.ac.uk). You can email them individually or as a group. While they may not read every email, they will certainly take note of the volume of emails they receive.

In 2018, some students won the right to a partial refund of their fees because some of their lectures had been canceled as a result of the strike. See https://en.wikipedia.org/wiki/2018_UK_higher_education_strike#Compensation We suspect that threatening and taking similar steps this time around will increase the pressure on the universities to return to the negotiating table and to resolve the strike more quickly (or to avoid it altogether). Some students in Wales have already started a campaign around this issue.

You can also choose not to cross our picket line. We understand that this is not always possible, and we will never prevent you from entering the building, but we really do appreciate your support in choosing not to cross.

We would also appreciate moral support on the picket line - a friendly chat, a thumbs up, or a hot drink are all big morale boosters for picketing staff. 

You should also keep an eye out for communications from the National Union for Students (NUS) and the Students' Union UCL with other ways students can support the strike. The Students' Union has their own information page. You might be interested to know that the NUS and UCU have issued a joint statement, saying that students stand 'shoulder to shoulder' with staff in these disputes.

Finally, we have organised a Strike School, with activities every day of the strike, starting between 12:30 and 1 pm. You can head over to the Strike School page for the latest info. Attending events and chatting with striking staff members is a great (and fun!) way of showing your support.