- Publish the current number of staff vacancies in all areas of the University and commit to immediately advertise these vacancies by the end of June 2022.
- To further commit to recruit to these vacancies before the end of Teaching Block 1 2022.
- To proactively communicate to all fractional staff, before the beginning of Teaching Block 1 2022, the mechanism for having their fraction increased if their role and responsibilities have expanded and their fraction no longer fairly covers their workload.
- To repeat this communication to fractional staff and process at least once per year on an ongoing basis.
- To proactively communicate to all HPL and fixed term staff with clear guidance on the process to be made permanent and to invite casualized staff to begin this process by the end of June 2022.
- To communicate with all line managers and HR colleagues, by the end of June 2022, on how to actively support the process of conversion of temporary staff to permanent contracts with a view to maximizing conversion of staff.
- To convert all eligible staff on HPL or fixed term contracts to permanent fractional or full-time posts at the appropriate spine point and on a fraction that fairly reflects their workload and to complete these conversions to permanent before the beginning of Teaching Block 1 2022.
- To give all staff –regardless of grade or salary – a one-off £1000 bonus to acknowledge the extraordinary workload consequences of the Covid pandemic and the return to campus, and acknowledge the professional commitment, care and goodwill that staff extended to their students and colleagues to enable the university community to function through this period.
- To halt all further strike deductions – as to date these have been taken in punitive single deductions which have inflicted real financial distress on their own employees, including employees supporting dependents.
- To donate those strike deductions already taken in April to the student hardship fund, to be available to all students in financial distress.
- To commit to write an open letter to UCEA stating that ongoing and future pay negotiations must match inflation in order to prevent staff suffering during the cost of living crisis and halt the further erosion of pay in the sector.
- To publish on StaffSpace, send to all staff via the newsletter, and send to all line managers the process for bonus pay and requesting an increase in pay via spine point by the end of June 2022.
- To immediately cease the use of NDAs in all cases of bullying and harassment, and all processes relating to grievances, staff conduct or disciplinary processes.
- To align Kingston’s harassment, bullying and discrimination policies to sector-leading policies, and the measures advocated by campaign groups within this sphere.
- To roll out training on the prevention of sexual harassment, bullying and discrimination to all managers, supervisors and HR partners throughout the academic year 2022.
- To ensure that staff contributing to EDI initiatives, including networks, awards and benchmarking, have this work properly recognised within workload models, recognised in progression and promotion, (and through salary increase or acting up for leading roles.) To be completed within Teaching Block 1 2022
- To liaise with trade unions to identify key areas of non-promotable workload in the university and ask each department to conduct an equalities impact assessment on who conducts this non-promotable work. To respond to the equalities impact assessment to urgently correct imbalances in which staff undertake this work.
- To address the gender, race, and disability pay gaps that are increasing across the University through direct action, involving increasing these staff members spine points and temporary staff hourly wages, as needed. This should be accomplished by the end of Teaching Block 1 2022, guided by the already collected data from the University’s own report on these gaps.
Kingston University UCU branch committee