Guidance on the current work to contract

We have taken the UCU national guidance on working to contract and added some extra notes based on Keele circumstances. Please read the national advice, the info below and other resources available at http://defenduss.web.ucu.org.uk/ and then if you need further guidance, please contact one of the following members of the Keele UCU committee:

• Mark Featherstone (m.a.featherstone@keele.ac.uk);
• Peter Fletcher (p.fletcher@keele.ac.uk); or
• Malcolm Crook (m.h.crook@keele.ac.uk).

What your union are asking you to do

1. To work no more than their contracted hours where those hours are expressly stated, and in any event not to exceed the maximum number of hours per week stipulated in the Working Time Regulations.

This means:

(a) Those members with specified working hours (academic-related staff) should work to those hours.

(b) Academic staff should not undertake any duties for which they are not credited in the WAM. If you have not seen your WAM you should ask your manager for a copy. If the WAM is not in use in your School you should not undertake any duties outside those in the headings of the WAM. This blank WAM may be useful. If your WAM total is above 400 credits you should seek to reduce it to 400 in consultation with your manager by withdrawing from some duties.

(c) Members should not work beyond 48 hours per week. If your workload takes you beyond this you should apply to your manager for guidance on prioritising your work, i.e., which duties you should withdraw from.

2. To perform no additional voluntary duties, such as out of hours cover, or covering for colleagues (unless such cover is contractually required).

This means:

(a) members should not take on ‘goodwill’ duties beyond their normal work (for examples see the answer to the question “What might constitute ‘additional duties’?” in the FAQs).

(b) members should not cover for colleagues who are on annual leave, sick leave or parental leave, unless there is an express clause in your Terms and Conditions stating that this is part of your job.

3. To undertake no duties in breach of health and safety policies or other significant employer’s policies.

4. To set and mark no work beyond that work which they are contractually
obliged to set and/or mark.

5. To attend no meetings where such attendance is voluntary on the part of the member.

What about Open Days?

We have drafted the following advice:

(a) If you have a formal administrative role in open days and visit days, e.g., as open day/visit day coordinator for your school, then this is a core part of your job and you should carry it out as normal.

(b) If you are awarded credits in your WAM for attending a certain number of open days and visit days per year then you should continue to do this as normal.

(c) If you do not receive an allocation in the WAM, but attendance at open days and visit days is normally shared out amongst staff in your school on an informal basis, then you should withdraw from this activity, as part of the industrial action – unless your school gives you some relief from other duties in lieu.

What about sessional tutors and other hourly paid staff?

There is national advice on the Defend USS site about the role of hourly paid staff in this action.

What should I tell my students about the action I’m taking?

There is national guidance on the Defend USS site, plus we are fortunate that Keele University Students’ Union passed a motion at its AGM of 11 October 2011 to support industrial action taken by Keele UCU, Keele Unite and Keele Unison throughout this academic year.

Summary and support

We hope that all members will be able to identify some duties that they can boycott under this action. There is very detailed guidance on the Defend USS website but please do contact one of the committee members listed above if you have further queries, comments or need some support during this time.