1. We can have recognition if we ask for it
We already have recognition. Management have never abrogated the existing agreement although they are refusing to abide by it. However, if we accept the logic of Lyn Link’s position and beg for recognition, we will sacrifice this agreement. In return, what appears to be on offer is minimal negotiating rights on pay, holiday and hours of work. All of these issues are, in fact, negotiated nationally so there would be virtually no role for UCU at London Met.
2. We don't have legal recognition
We have taken legal advice and it is clear that this is not the case. Legislation that has been tested in court ensures that in the event of a merger, the new union inherits all the agreements of its predecessors. We have cited our evidence: management are unable to support their assertions.
3. It won’t make much difference
Look at the range of issues that management will not discus with us: redundancies, contracts, PADAS, consultancy policy, ID cards, the Framework agreement, health and safety, equalities …UCU has had a major impact on terms and conditions in London Metropolitan. We contributed significantly to a long process of writing policies at the time of the merger. The dispute led to a significantly improved contract and even recently we had won partial victories on leave and ID cards (which management are now renaging on). Imagine what we could do if management were prepared to negotiate constructively!
4. We can rely on our contract to protect us
Our contracts and working conditions are only safe if we make management accept what we agreed. For this we need a strong union able to negotiate improvements. Without such pressure, management will tear up our contract as they are attempting to do with the recognition agreement. Recently they have revised key policies (such as discipline and grievance procedures) without consultation, removing protection for staff. They are trying to impose an appalling contract on part-time members of staff. Management could re-write our contract and impose it on us unless we fight to ensure that they do not.
5. UCU is uncooperative
National officials and local officers have been writing to request meetings for months. Brian Roper refuses to answer. Lyn Link has tried to portray us as unprepared to engage with the University. This is completely untrue as the time spent by union officers developing policies and procedures attests. Our offers to help with issues such as job evaluation and equalities policies have been rejected. Instead they attempt to prevent us informing our governors what is going on!
6. We can be represented by the Staff Representative Council so a union is unnecessary
If it ever gets off the ground, the staff council will be a mouthpiece for management. Its members represent no-one and most are only there because management have put pressure on them to participate. Even so, barely half the positions have been filled; only one by election. The council will have no role other that to receive reports of what management want to tell them and rubber-stamp decisions already made. Management is going to extraordinary lengths (and highlighting their own failure) to set up this body precisely because it will be a front for management by diktat.
7. Management want constructive and harmonious relations with staff
It would be nice if this were the case. In fact, management want a quiescent and compliant staff. They refuse to consult staff on vital issues such as moving out to Stratford and they attempt to communicate using threats. Not long ago management unlawfully sacked 387 lecturers at cost of over £250,000 in legal fees and compensation. To add insult to injury, they then attempted to take the case to the House of Lords, hoping that the costs would lead us to drop out.
8. We have efficient and effective management
London Met is the only university in the country not to have even started to implement the Framework Agreement, nine months after the process was supposed to have been completed. It is the only university in the country to attempt to use the creation of UCU to attack the union. It is probably the only university in the country to impose McDonalds contracts on its valuable’ part-time’ staff and to insist that researchers’ contracts commit them to 550 teaching hours a year. It is also a university in deep financial trouble, with a deficit of between £9 and 13m (up to £30m by some accounts) that is wasting a fortune on legal action against staff and students.
9. We don't have national support
London Met enjoys support all over the country in branches and throughout the national organisation. Everyone knows that this is not merely a local dispute but a national issue and they are taking it very seriously. A recent Co-ord meeting was attended by five officials from head office, including the Head of Higher Education. Our new General Secretary has sent messages of support and regularly asks for updates and a motion backing us was passed by acclaim at UCU Congress. MPs and the Deputy General Secretary of the TUC have spoken out in our support.
10. We aren’t strong enough to win this dispute
Many people said this during the last dispute. It wasn’t true then and it isn’t true now. No-one wants to pretend that it will be easy but we have already shown to ourselves and to others that we can be united in pursuit of justice. Sally Hunt has already declared that ‘My money is on you’ to win.