Staff who are designated as Teaching-oriented will be expected normally to undertake no more than 595 teaching hours per year, spread over no more than 38 weeks, two weeks of which will normally be focused on administration-related activities. Working weeks outside this period should be used for keeping abreast of the subject specialism through self-managed scholarly activity, professional updating or professional practice, identified in the individual annual programme. In addition, Teaching-oriented staff will only in exceptional, irregular and short-term cases be expected to teach to a maximum of 22 hours in any one-week. Both figures should not be taken as norms but maxima (except in limited circumstances identified in Section 3: Agreement on Loading, and 3.4.6 and 3.8.1 in particular where there is further advice and clarification on the interpretation of both weekly and annual figures and the circumstances where a higher annual figure might apply.
(definition of teaching staff)
Wednesday, 25 August 2010
Tuesday, 10 August 2010
Redundancy Proceedures agreement.
11. REDUNDANCY PROCEDURES AGREEMENT
this can be found on blackboard.
this can be found on blackboard.
AL security of employment agreement.
ASSOCIATE LECTURERS - SECURITY OF EMPLOYMENT AGREEMENT
Preamble
1. The University of the Arts London employs Associate Lecturers (ALs) on hourly-paid contracts. It does so to enhance the quality of the educational provision to its students, since ALs bring their up-to-date knowledge and skills as professional practitioners. Of necessity the level of contribution ALs are asked to make may vary over time. For many ALs this work provides long-term employment
2. Within the context of this employment policy the University recognizes the value of secure and continuing employment for ALs and where appropriate seeks to ensure this. Uncertainty about continuing employment may be damaging to morale and effective performance, and hence educational quality. Therefore the University and NATFHE have agreed to the following guarantee of future employment.
Minimum Re-employment
3. Associate Lecturers who satisfy the following criteria will be eligible for guaranteed re-employment in any subsequent year provided:
(i) They have had continuous employment with the University for at least two years;
(ii) Their employment has included at least 120 hours work associated with one of the University’s colleges in the year preceding that for which the offer of work is being made;
(iii) At the time the offer of re-employment is made, there has been no major change discussed, agreed and documented in the minutes of any School Board of Studies or College Academic Committee that could adversely influence the offer of re-employment.
If the above criteria are satisfied, the Associate Lecturer will be entitled for the year ahead to a minimum of 75% of the core hours worked in the previous year (i.e. excluding any hours that may have been worked due to ad hoc cover for sickness, short-term vacancies or one-off activity).
Loss/Reduction of Employment and Commitment to Consultation
4. Before the end of each Academic Year and no later than the end of June, Deans of School will estimate the amount of work required for all Associate Lecturers for the forthcoming year. If after appropriate consideration it is evident that an Associate Lecturer may be subject to significant reduction or complete loss of work, a non-renewal of contract will constitute a dismissal in law, and a redundancy situation may be created.
5. The University will ensure that in such an event it will consult both the individual Associate Lecturer and NATFHE in accordance with the agreed procedures. If any such situation is evident at an earlier time within the academic year, due consultation should not be delayed.
Individual Consultation
6. In all cases where non-renewal of an AL contract occurs or significant loss of work is expected Deans will write to the AL explaining the background and outline the specific reasons why the AL has been identified. The Dean will invite the AL to a meeting within ten working days of receipt of this letter, to give the AL an opportunity to ask questions and make representations. The AL may ask for delay of the meeting if personal circumstances prohibit their attendance within the time specified.
7. The Dean will afterwards write to confirm the outcome of the meeting and their conclusions. They will remind the AL that they have the right, in accordance with their Contract, to a personal hearing with the Head of College if they have continuing concerns. The Associate Lecturer will have ten working days following receipt of this letter within which to invoke their right to a meeting.
8. At both meetings the Associate Lecturer may be accompanied by a friend or trade union representative.
9. Deans will inform Personnel, at the earliest opportunity and certainly by mid-July, of all ALs who may be affected. Personnel will advise Deans on any aspect of procedure and if the recommendation is not to re-engage or to offer substantially reduced hours such that the Associate Lecturer is unable to accept the offer, whether there is entitlement to statutory redundancy payment. Personnel will also liaise with Deans and NATFHE representatives in efforts to find possible alternatives to redundancy (see para.l2 below)
Collective Consultation
10. The University will inform NATFHE of all cases at the earliest possible time as they arise. It will inform NATFHE in writing, as early as possible in July, of the names, numbers, description and reasons for all proposed redundancies, by School.
11. There will be regular meetings during the Summer Term, to keep NATFHE informed of developments in individual consultations, and to consider and reply to any representations NATFHE may wish to make about the individual proposals or about the process itself.
12. If it is unlikely that re-engagement will take place, possible alternatives to redundancy will be considered or help in avoiding unemployment may be provided. Reasonable steps may include possible re-deployment elsewhere within the University of the Arts London; contact with other HE/FE institutions which may have appropriate work available; information on training opportunities and support for re-training initiatives; assistance with production of CVs and job applications: and holding CVs on file so that former staff can be contacted when future appropriate vacancies arise.
13. The University will provide a summary of those redundancies which, following individual and collective consultation, ultimately take place. This will include information on whether the Associate Lecturer was eligible for a statutory redundancy payment.
Redundancy Payments
14. If it is not possible to offer an Associate Lecturer any work in the forthcoming Academic Year that member of staff will be entitled to a redundancy payment based on their average weekly pay (up to the statutory maximum) and their years of service.
15. In circumstances where an Associate Lecturer is offered a significantly reduced level of work, they will be offered the choice of either accepting the reduced number of hours or receiving a redundancy payment calculated in accordance with the above paragraph. The redundancy payment will normally be made on the understanding that they will not accept any of the work being offered.
16. It is recognised, however, that there may be particular circumstances where the reduction in hours is so significant, and the consequential change in role so fundamental, that the nature of the employment relationship is changed. In such circumstances it may be appropriate for the Associate Lecturer to receive a full redundancy payment and be able to accept the reduced number of hours offered. In such circumstances continuity of service will be broken.
17. The criteria to be fulfilled to qualify for the full redundancy payment and the offer of further work will be:
(i) A reduction in hours offered of at least 50% over the average worked in the last three years, where that average has been at least 130 hours; or
(ii) A reduction in hours offered of at least 300 over the average worked in the last three years.
Preamble
1. The University of the Arts London employs Associate Lecturers (ALs) on hourly-paid contracts. It does so to enhance the quality of the educational provision to its students, since ALs bring their up-to-date knowledge and skills as professional practitioners. Of necessity the level of contribution ALs are asked to make may vary over time. For many ALs this work provides long-term employment
2. Within the context of this employment policy the University recognizes the value of secure and continuing employment for ALs and where appropriate seeks to ensure this. Uncertainty about continuing employment may be damaging to morale and effective performance, and hence educational quality. Therefore the University and NATFHE have agreed to the following guarantee of future employment.
Minimum Re-employment
3. Associate Lecturers who satisfy the following criteria will be eligible for guaranteed re-employment in any subsequent year provided:
(i) They have had continuous employment with the University for at least two years;
(ii) Their employment has included at least 120 hours work associated with one of the University’s colleges in the year preceding that for which the offer of work is being made;
(iii) At the time the offer of re-employment is made, there has been no major change discussed, agreed and documented in the minutes of any School Board of Studies or College Academic Committee that could adversely influence the offer of re-employment.
If the above criteria are satisfied, the Associate Lecturer will be entitled for the year ahead to a minimum of 75% of the core hours worked in the previous year (i.e. excluding any hours that may have been worked due to ad hoc cover for sickness, short-term vacancies or one-off activity).
Loss/Reduction of Employment and Commitment to Consultation
4. Before the end of each Academic Year and no later than the end of June, Deans of School will estimate the amount of work required for all Associate Lecturers for the forthcoming year. If after appropriate consideration it is evident that an Associate Lecturer may be subject to significant reduction or complete loss of work, a non-renewal of contract will constitute a dismissal in law, and a redundancy situation may be created.
5. The University will ensure that in such an event it will consult both the individual Associate Lecturer and NATFHE in accordance with the agreed procedures. If any such situation is evident at an earlier time within the academic year, due consultation should not be delayed.
Individual Consultation
6. In all cases where non-renewal of an AL contract occurs or significant loss of work is expected Deans will write to the AL explaining the background and outline the specific reasons why the AL has been identified. The Dean will invite the AL to a meeting within ten working days of receipt of this letter, to give the AL an opportunity to ask questions and make representations. The AL may ask for delay of the meeting if personal circumstances prohibit their attendance within the time specified.
7. The Dean will afterwards write to confirm the outcome of the meeting and their conclusions. They will remind the AL that they have the right, in accordance with their Contract, to a personal hearing with the Head of College if they have continuing concerns. The Associate Lecturer will have ten working days following receipt of this letter within which to invoke their right to a meeting.
8. At both meetings the Associate Lecturer may be accompanied by a friend or trade union representative.
9. Deans will inform Personnel, at the earliest opportunity and certainly by mid-July, of all ALs who may be affected. Personnel will advise Deans on any aspect of procedure and if the recommendation is not to re-engage or to offer substantially reduced hours such that the Associate Lecturer is unable to accept the offer, whether there is entitlement to statutory redundancy payment. Personnel will also liaise with Deans and NATFHE representatives in efforts to find possible alternatives to redundancy (see para.l2 below)
Collective Consultation
10. The University will inform NATFHE of all cases at the earliest possible time as they arise. It will inform NATFHE in writing, as early as possible in July, of the names, numbers, description and reasons for all proposed redundancies, by School.
11. There will be regular meetings during the Summer Term, to keep NATFHE informed of developments in individual consultations, and to consider and reply to any representations NATFHE may wish to make about the individual proposals or about the process itself.
12. If it is unlikely that re-engagement will take place, possible alternatives to redundancy will be considered or help in avoiding unemployment may be provided. Reasonable steps may include possible re-deployment elsewhere within the University of the Arts London; contact with other HE/FE institutions which may have appropriate work available; information on training opportunities and support for re-training initiatives; assistance with production of CVs and job applications: and holding CVs on file so that former staff can be contacted when future appropriate vacancies arise.
13. The University will provide a summary of those redundancies which, following individual and collective consultation, ultimately take place. This will include information on whether the Associate Lecturer was eligible for a statutory redundancy payment.
Redundancy Payments
14. If it is not possible to offer an Associate Lecturer any work in the forthcoming Academic Year that member of staff will be entitled to a redundancy payment based on their average weekly pay (up to the statutory maximum) and their years of service.
15. In circumstances where an Associate Lecturer is offered a significantly reduced level of work, they will be offered the choice of either accepting the reduced number of hours or receiving a redundancy payment calculated in accordance with the above paragraph. The redundancy payment will normally be made on the understanding that they will not accept any of the work being offered.
16. It is recognised, however, that there may be particular circumstances where the reduction in hours is so significant, and the consequential change in role so fundamental, that the nature of the employment relationship is changed. In such circumstances it may be appropriate for the Associate Lecturer to receive a full redundancy payment and be able to accept the reduced number of hours offered. In such circumstances continuity of service will be broken.
17. The criteria to be fulfilled to qualify for the full redundancy payment and the offer of further work will be:
(i) A reduction in hours offered of at least 50% over the average worked in the last three years, where that average has been at least 130 hours; or
(ii) A reduction in hours offered of at least 300 over the average worked in the last three years.
Monday, 5 October 2009
Information
anyone wants to post anything send it to me at zidanepress@gmail.com
and we'll give everyone access.
The redundancy notices are going out as we speak.
Richard Osborne
and we'll give everyone access.
The redundancy notices are going out as we speak.
Richard Osborne
Sunday, 4 October 2009
Friday, 25 September 2009
WELCOME TO SAVE UAL.COM
AS AGREED I HAVE SET UP THIS BLOG FOR EVERYONE TO USE TO DISCUSS WHAT IS HAPPENING AT THE UNIVERSITY.
UCU IS COMMITTED TO FIGHTING REDUNDANCIES AND COURSE CLOSURES.
RICHARD OSBORNE
UCU CO-COM CHAIR.
UCU IS COMMITTED TO FIGHTING REDUNDANCIES AND COURSE CLOSURES.
RICHARD OSBORNE
UCU CO-COM CHAIR.
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