Members seeking personal assistance

UCU works with individual members providing assistance with problems arising from their employment by the University of Leeds. Guidance for members seeking assistance is available in two forms:

The range of problems that are covered is very wide including, for example, potential disciplinary action, renewal of fixed term contracts, pensions, promotion and career development, study leave and research facilities, and harassment.

Members are strongly encouraged to contact the UCU as early as possible in the development of a problem. Experience shows that rapid reference to the UCU can often nip a problem in the bud while it may be too late to be of effective help if matters are allowed to develop without UCU intervention.

In particular, any member of the UCU who is summoned to attend a meeting for disciplinary reasons with their Head of Department, or other person to whom they are responsible, should immediately alert the Leeds UCU. It is our strong advice that they only attend such a meeting in the presence of an UCU representative: however, the final decision on whether to be accompanied is up to the member her/himself.

Individual cases

Regardless of the University claims about staff ‘well being’, the real state of the relationship between the university and its staff can be fairly objectively measured in terms of the number of ‘personal’ cases the UCU negotiates with management at any one time. This is currently at its highest level in the history of the UCU (and its predecessor the AUT). As a result we are looking for volunteers to help the committee with personal cases. This involves some formal training and a small time commitment. In return you will have the satisfaction of helping your colleagues and your union, and generally making Leeds University a nicer place to work. You might also consider becoming a departmental representative, particularly if there is no one in your area, or even joining the committee!

Mediation

Leeds UCU has worked closely with the University to develop the new workplace mediation service. We hope that this will help prevent some situations developing into union personal cases. Full details of the service are available at http://www.equality.leeds.ac.uk/mediation-service/

Age equality regulations

The Age Regulations outlaw direct as well as indirect discrimination. However, in both cases discrimination will not be unlawful if it can be objectively justified. Employers could be responsible for the acts of employees who discriminate on the grounds of age. If, for example, harassment takes place in the workplace or a time and place associated with the workplace, an employer may be liable along with the individual(s) directly responsible. Upper age limits on unfair dismissal and redundancy will be removed. There will be a national default retirement age of 65, making compulsory retirement below 65 unlawful unless it can be objectively justified. Employees will have the right to request to work beyond 65 or any other retirement age set by the organisation or company they work for. The employer has a duty to consider such requests, although the employer does not actually have to give a reason for refusing any request. There are circumstances when discrimination may be lawful e.g. genuine occupational requirements, objective justifications, exceptions and exemptions. http://www.ucu.org.uk/media/pdf/9/t/ageregs_guidance_1.pdf

Disability equality

The 2005 Disability Discrimination Act proposes several changes to existing disability equality law. These come into effect on 5 December 2006. All public sector bodies (including colleges and universities) will now be subject to a general duty to promote equality between disabled and non-disabled people. This is similar to the duty to promote race equality under the Race Relations (Amendment) Act. This is a positive duty which builds in disability equality at the beginning of the process rather than makes adjustments at the end after disabled people have complained about discrimination. Universities and colleges will also be subject to a number of specific duties. See http://www.ucu.org.uk/media/pdf/0/t/ded_guidance_1.pdf for more information.