ASOS-y wench
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ALT Participating HEIs are expected to: Issue, in advance of industrial action commencing, a clear statement to staffconfirming that the institution does not accept partial performance, and that paywill be withheld from staff participating in any form of industrial action.
ALT By confirming they are part of the collective negotiations, participating members are expected to adhere to a shared approach to communications including the issuing of key messages to staff and students. ... An important commitment for the participating employers is not to relay or issue communications to staff and other stakeholders that are at variance with the collective position and key messages.
ALT it is important that the withholding of pay is dealt with by allparticipating employers within a common framework of action. ... The approach on withholding pay and the associated framework of action to be advised will be developed by UCEA, following consideration of the nature of the action, its timing and impact, and of the employee relations climate
ALT By confirming they are part of collective negotiations, participating members are expected to adopt a common strategic framework for dealing with any industrial action that may occur, including withholding pay. Participating HEIs are expected to: Issue, in advance of industrial action commencing, a clear statement to staff confirming that the institution does not accept partial performance, and that pay will be withheld from staff participating in any form of industrial action. This will ensure that trade union members contemplating industrial action are fully informed about their employer’s response from the outset and can make an informed decision regarding what action they may support. Adopt a clear policy on the withholding of pay, within which a strike day would lead to the loss of a day’s pay. For partial performance, arising generally through action short of a strike, an approach will be assessed using the key principle that the proportion of pay to be withheld will depend o
ALT QMUCU win on timeliness The first step in the legal struggle was to get as much of the actual experience of deductions as possible through the tribunal door. At stake in the preliminary hearing on 26 September 2024 in the East London Employment Tribunal was whether this first claim against QMUL’s 2023 punitive deductions had timed out on three different grounds of challenge. blacklisting & detriment: The whole series of ASOS deductions, taken over July to October 2023, is legally relevant and in time for the purpose of bringing a substantive claim on blacklisting (Reg 9) and on detriment for trade union activities (s.146 TULRCA 1992) The fourth round of deductions in October was in time for the purposes of making a substantive claim that such deductions are a failure to pay branch officials for trade union duties and therefore a breach of s 169 TULRCA. But the first three rounds of deductions in July to September were out of time for this ground, because the rules of statutory int
ALT Unite UCU demands investigation now. End the toxic culture for UCU staff. #ReclaimUCU
