Tag Archives: strikes

subtext 193 – ‘stay home and read subtext’

Every so often during term time (and sometimes slightly later).
Letters, contributions, & comments: subtext-editors@lancaster.ac.uk
Back issues & subscription details: http://wp.lancs.ac.uk/subtext/about/
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EDITORIAL
That UCU strike seems a long time ago now, doesn’t it?
As Lancaster’s staff and students adjust to a new working life involving ‘daily exercise’, Microsoft Teams, Zoom and all manner of ‘virtual learning platforms’, subtext reflects on two weeks we should have probably all seen coming, but which most of us didn’t.
For those on campus during Week 20, the atmosphere was strangely peaceful; hardly anyone around, bars and shops gradually choosing to close, and nothing but the almost-daily updates from ‘Lancaster Internal Communications’ to remind us that things were, in the wider world, definitely not getting any better.
Incidentally, subtext would be interested to know why the Vice-Chancellor has chosen to colour the ‘Lancaster University’ header at the top of his COVID-19 updates in Management School Teal, rather than the usual Lancashire Red. Is he trying to create an artificial divide between his usual chummy ‘we’re all in this together’ persona and his new, necessarily terrifying ‘vacate your offices by Monday’ persona? Every time we see that flash of green at the top of an email, we know the news is bad. The consequences could be severe – subtext has visions of groups of staff in years to come experiencing flashbacks and panic attacks every time they pass LUMS and catch sight of that oppressive shade of green.
The UCU disputes on pensions, pay and conditions continue, of course, with not a lot changed after 14 days of further strike action – except the election of a new UCU National Executive Committee that will be far more to General Secretary Jo Grady’s liking than the outgoing one. Relations locally between unions and management remain strained. Unlike several universities, including Birkbeck, King’s College London and St Andrews, which have indefinitely deferred all strike deductions in the light of the coronavirus crisis, Lancaster seems unusually keen to punish its staff as rapidly as possible, with many staff due to see a full 14 days’ worth of pay deducted from their March salary payments. Most Heads of Department seem to have been happy, under orders from HR, to ask staff to declare their strike days as soon as possible. Could the University be jittery about its financial position? This week’s announcement of a freeze on all external recruitment (see our article in this issue) suggests that they may be.
As we go to press, news has reached the subtext warehouse that the University now wants all staff to report their COVID-19 status. In an email to staff, Director of HR Paul Boustead claims that they ‘require this information to enable the University to meet its reporting requirements and respond to requests from [the] Office for Students, government and emergency services.’ While it is clear the University has a role to play in flattening the curve, and in some respects has been ahead of the government in this regard, asking all staff to disclose specific details about their health seems like a clear case of institutional overreach. Readers can of course make their own decision about whether to comply with this request, or reply to Paul Boustead with a frank indication of their views.
There will no doubt be a lot to think about in the coming months. As we prepare for a term, or perhaps longer, of remote working, subtext hopes to be there to cover the serious stories and, hopefully, provide a bit of light relief. Stories, reviews and letters are more welcome than ever – send them to the usual email address.

LANCASTER UCU TEACH OUT – SELECTED REVIEWS

One of the most inspiring aspects of the UCU strike was, once again, the series of ‘Teach Out’ sessions in the Gregson Centre. The 15 events at the Gregson, held between Thursday 20 February and Wednesday 11 March, included readings of radical fiction, an alternative guide to the University’s finances and a workshop on the role of journalists during the civil war in El Salvador. Here are just a few reviews.
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RED AND GREY
A good-sized audience (especially as it was the second teach-out session of the day) turned out on Wednesday 4 March to hear Veronika Koller’s history of the Quakers in Lancashire and their connections to Lancaster University.
The colours of Lancaster University, red and grey, are Quaker colours. Several buildings at Lancaster University, including the eventually-to-be-finished 400-seater Margaret Fell Lecture Theatre, are named after Quakers. There’s a Quaker collection in the Library and an MA in Quakerism in the Modern World. Why the close connection?
The Quakers were founded locally. George Fox, though originally from Leicestershire, journeyed to Lancashire and had a vision on Pendle Hill in 1652. The foundation of the Quakers is usually dated from the day, soon after his vision, when he preached to crowds on Firbank Fell, near Sedbergh. Fox was later imprisoned in Lancaster Castle. The Quakers have had a strong presence in North Lancashire ever since, and when Lancaster University was founded, its first Vice-Chancellor, Charles Carter, was a Quaker.
Quaker values are summarised by the acronym STEPS: Simplicity, Truth, Equality, Peace and Sustainability. How does today’s Lancaster University measure up to these values?
Simplicity – a life full of forms, reports, action plans and metrics;
Truth – the University’s motto is ‘truth lies open to all’, but this truth is often concealed;
Equality – pay gaps, precarity and large salaries for senior managers;
Peace – the George Fox Six and more recent bullying cases;
Sustainability – the University has made many unethical investments.
The 2004 case of the George Fox Six, when a group of students disrupted an arms conference being held in the George Fox Building (of all places) and were prosecuted for aggravated trespass, summed up the contradictions between the University’s values and actions. When students stop being students and become knowing subjects, Koller reflected, ‘the University comes down on them like a ton of bricks.’ Today, Lancaster departments continue to collaborate with the defence industry – BAE Systems is a significant local employer and always welcome at our student careers fairs – and the University hasn’t yet committed to divest from its investments in fossil fuels. On the positive side, we have our wind turbine, other renewable energy initiatives and good food sustainability.
In summary, noted Koller, ‘peace does not mean being soft and gentle about anything – but it does mean no violence.’
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THE RIGHT TO KNOW
Andrew Williams began his talk on ‘the right to know as a tool of resistance’ on Monday 9 March with quotes from E P Thompson’s ‘Warwick University Ltd: Industry, Management and the Universities’ (Penguin, 1970), an account of the 1970 student occupation of Warwick’s administration building, and the events that followed from it. The affair uncovered widespread political surveillance of staff and students, complete with leaks, whistleblowers and listening devices, and explored the importance of information, and how it is controlled: important papers would appear unannounced, inaccurate minutes would circulate, and the realisation grew that ‘knowledge is power’.
Of course such activities would never be tolerated here…
Williams went through the four main pieces of legislation that enable us to request information from public bodies: the Freedom of Information Act 2000, in force since 2005; the Data Protection Act 2018 (and its predecessors from 1984 and 1998); the Environmental Information Regulations 2004; and the various Public Records Acts.
Tony Blair now regrets passing the Freedom of Information Act 2000, but it has dramatically changed the rights of individuals to request information from public bodies. Universities, despite their hybrid ‘public-private’ status, are explicitly designated ‘public bodies’ for the purposes of the FoI Act. It was used to, for example, obtain a copy of our former VC’s email, dated 23 August 2019, on support for off-campus students, at a time when incoming first years were being advised to sign agreements with off-campus residences that weren’t ready for occupation (see subtext 190).
In FoI requests, ‘exemptions are the rule’, usually under Section 40 of the FoI Act, as modified by the DPA Act, which creates numerous exemptions for ‘personal data’. There is a long appeals process for FoI requests: firstly there should be an internal review, then the matter can be taken to the Information Commissioner’s Office (ICO), and from there there is a route to a First Tier Tribunal, an Upper Tribunal, the Court of Appeal and lastly, in theory, the Supreme Court.
The lesser-known Environmental Information Regulations are very helpful – indeed, in many situations, they can be more useful than the FoI Act, because when dealing with requests under these regulations, there is a presumption in favour of disclosure. A large number of bodies fall within the scope of the regulations (e.g. United Utilities and MI5) and they can be used to make requests on the state of the elements or the impact of legislation on the environment.
At Lancaster, management holds a ‘knowledge monopoly’ and this leads to a fundamental imbalance of power. Using FoI, DPA or EIR requests is one way for journalists and researchers to challenge this monopoly. For example, Williams had successfully obtained copies of emails showing that the proposed sale of the Sugarhouse had been discussed (January 2019) some months before the proposal was disclosed to students (September 2019). It was possible to find out information about the University’s investment portfolios, showing that Lancaster has interests in British American Tobacco, Glaxo SmithKline and BAE Systems amongst others. Information obtained following the highly-publicised phishing attack on the University in July 2019 showed that, while one person had been arrested, they had later been released with no charges known.
Aspiring investigators should ask for something very specific, and/or ask to search within parameters. The Centre for Investigative Journalism outlines two techniques: ‘grazing’ (targeting specific information lying outside the exemptions) and ‘mining’ (stopping at nothing to get the information). Requests should be acknowledged within 18 hours; a response should normally be received within 20 working days.
The meeting concluded by considering possible requests for information that could be made, including the amount of strike pay deducted after each round of UCU industrial action, disaggregated by faculty, and the turnover of staff at Lancaster’s Beijing Jiaotong University (BJTU) campus. If subtext readers have any other creative suggestions, please send us (or foi@lancaster.ac.uk) your thoughts.

subtext 192 – ‘strike while the subtext is hot’

Every so often during term time.
Letters, contributions, & comments: subtext-editors@lancaster.ac.uk
Back issues & subscription details: http://wp.lancs.ac.uk/subtext/about/
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EDITORIAL
‘Ultimately our aim is to protect our community’s wellbeing and our collegiate values,’ states the Director of HR in his email to all staff today, setting out the University’s official position on the UCU strike which begins tomorrow. The acting Vice-Chancellor made similar noises in his email on 5 February: ‘We are committed to being a good and fair employer in rewarding you for the work that you do, enabling you to achieve a good work/life balance and supporting your wellbeing.’
This picture of a hilltop vigil contrasts jarringly with a recent open letter on bullying and victimisation at Lancaster, signed by over 400 students, staff, alumni and trade unionists, and handed to the acting Vice-Chancellor in person on 12 February:
‘We are appalled that the University is facing an Employment Tribunal hearing for the trade union victimisation of Dr Julie Hearn, President of UCU’s Lancaster branch. […] The intimidation and bullying of workers and trade unionists at Lancaster University is endemic.’
The acting Vice-Chancellor has promised to read the letter. UCU gave some background to the claims in an email to its members on 5 February:
‘Last year Lancaster UCU has brought three cases against a manager, including a collective grievance case involving 14 members of staff, resulting in two individual settlements. Despite our warnings to the employer since 15 September 2019 that Julie, as president of Lancaster UCU branch has been left open to reprisals and is experiencing detriment on a daily basis, the employer has failed in their statutory duty to protect her, and consequently Julie has been signed off with work-related stress. She is thus unable to carry out her role as branch president and HEC member at a crucial point in two national disputes. We now have an employment tribunal claim for trade union victimisation against the employer, with the preliminary hearing on 28 Feb.’
We hope this matter can reach a settlement before the tribunal hearing. For many of our staff, it will clearly be some time before they trust their employer to protect their wellbeing.
See you on the picket line.

TWO STRIKES AND YOU’RE OUT

More than a year after UCU members stood down from the picket lines, the prospect of another strike is again looming in the air over alleged mishandling by the Universities Superannuation Scheme (USS), the fund manager, and over employers acting in bad faith with regard to pensions. The main concession the striking union gained from employers back then, as avid subtext readers will no doubt recall, was the establishment of the so-called Joint Expert Panel, which would look closely at valuations past and future and make recommendations which both employers and staff representatives would stick by. Employers, however, have been rather selective in which elements of the panel’s recommendations they support. If this dispute were only between employers and staff, this position would clearly contravene the spirit and letter of the agreement gained during the last strikes. However, because USS is a separate legal entity, employers can throw up their hands and claim that they can’t do anything about USS’s refusal to implement the JEP valuation recommendations, and USS in turn claims that it is bound by the regulations around pensions.

There are a number of problems with these claims of helplessness: first, the board of USS consists of both employers and staff representatives, with employers holding the casting vote. They can set policy for USS. Second, it has been alleged, according to reports in the Financial Times and the Today Programme (links below) that USS has withheld information from its trustees and misrepresented The Pensions Regulator’s position on risk.

https://www.ft.com/content/96ae5d3a-98e0-11e9-9573-ee5cbb98ed36

https://www.ucu.org.uk/article/10180/Professor-Hutton-speaks-to-Radio-4-on-USS-failings

UCU is demanding that employers bear the additional costs of pensions (due to USS’s decisions on valuations) until the JEP recommendations are implemented in full. Watch this space – or possibly the space outside the Sports Centre, where strikers may in due course again put on picket discos and brandish signs with duck-related puns.