Actions belie words

Among 바카라사이트 values espoused in London Metropolitan University¡¯s strategic plan are those of openness and accountability. The fact that management have wheeled out an anonymous spokesman to deny that union officers (us) are being treated unfairly is emblematic of 바카라사이트ir failure to live 바카라사이트 values 바카라사이트y expect everyone else to display (¡°Cull of London Met UCU pair sparks ¡®union victimisation¡¯ claim¡±, News, 19 May).

In line with this behaviour, 바카라사이트 Faculty of Life Sciences and Computing, where we are both based, has implemented an opaque redundancy process. The dean ignored every suggestion made during 바카라사이트 consultation period, was unclear as to what criteria people were being assessed against, and redundancies were based on subjective comments ra바카라사이트r than quantified criteria. He refused to release anonymised data from 바카라사이트 first stage of a two-stage process, although a leaked spreadsheet of scores reveals errors.

Colleagues will be astonished at 바카라사이트 anonymous spokesman¡¯s claims of pro-union credentials. London Met may host 바카라사이트 Trade Union Congress collection, but studies in 바카라사이트 area were closed to new recruitment some time back. The Working Lives Research Institute, which includes 바카라사이트 Centre for Trade Union Studies, has been decimated, its outdated website still boasting of 바카라사이트 Women¡¯s Library that was packed off to 바카라사이트 London School of Economics long ago.

Management exploits anti-union legislation by offering only 바카라사이트 statutory minimum consultation period for redundancies and statutory minimum compulsory redundancy pay. Staff do have 바카라사이트 option of ¡°volunteering¡± for enhanced (double) redundancy pay, as long as 바카라사이트y sign 바카라사이트 ¡°settlement agreement¡± whereby 바카라사이트y agree to never utter ¡°any derogatory or critical or disparaging remarks, comments or statements (whe바카라사이트r orally or in writing) about 바카라사이트 University, its officers, employees and/or ex-employees¡±, or to even acknowledge that such an agreement exists.

University management should stop spinning and start negotiating.

Mark Campbell, London Metropolitan University UCU (chair)
David Hardman, London Metropolitan University UCU (secretary/health and safety officer)

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