in unison in unison - london met unison€¦ · call unison direct to join: 0845 355 0845 & get...

In this issue: • UNISON fights nursery closure.............................2

• Summer Social ...............2 • Unions push forward Cycle to Work scheme ..............3

• Taking stress seriously....3 • UNISON members demonstrate for jobs and public services.................4

• UNISON General Secretary election - use your vote .........................4

• New website goes live.....5 • London Met branch make a splash at UNISON HE conference.......................5

• London Mets ‘Strategic plan’ - UNISON’s response ......................6-8

• ‘Fit notes’ to replace ‘sick notes’...............................9

• University Vice Chancellor praised by Lama for challenging conventional notions of Truth...............................9

• Why Gays need Straights........................10

• UNISON members say ‘not in our name’ to fascism and racism........10

• Join UNISON ................11 • Contact UNISON ..........12

— Call UNISON Direct to join: 0845 355 0845 & get involved in your branch, www.londonmetunison.org.uk [email protected]

In UNISON In UNISON In UNISON In UNISON Putting education before profitPutting education before profitPutting education before profitPutting education before profit

The inconclusive general election results have produced a hung parliament — creating a sense of uncertainty — but what is for certain is that public services are to face ‘savage’ cuts. All three main parties agree that we are going to witness a period of austerity perhaps not seen since the recessions of the 1980s and 1990s. This threatens to have dramatic affects on our services, jobs, and conditions. UNISON is committed to opposing these cuts and to campaigning in support of our vital public services. We are opposed to a public sector pay freeze, and we are campaigning for a 4% pay increase for Higher Education workers. The UCEA , which represents all UK Universities, offered a 0.25% increase which is a pay cut in real terms. We feel that this is a derisory offer, especially as it comes after a year in which our members accepted a real terms pay cut (0.5%), but only on the condition that further pay awards would be in line with inflation. Read more about our pay claim at: defendhighereducation.org.uk Nationally, UNISON believes that vital public services should not bear the cost of an economic crisis caused by the financial sector. It

has established the Million Voices for Public Services campaign to champion public services, and rally support to protect them. Our branch recently added its voice to the campaign (see photo): “Investing in education is vital if we’re going to get out of this recession: no ifs, no buts – no education cuts!” Find out more about how you can add your voice to the campaign:

www.unison.org.uk/million Locally, we are concerned at what the cutbacks caused by the recent crisis at London Met will mean. Especially when compounded by what will now be a national reduction in higher education funding. The cuts threaten further reductions in staff, courses

and services for students. We are committed to fighting any further compulsory redundancies this year, and to fight hard for a decent pay rise for staff still at London Met.

UNISON London Met Uni Branch Newslet ter , May 2010 : UNISON London Met Uni Branch Newslet ter , May 2010 : UNISON London Met Uni Branch Newslet ter , May 2010 : UNISON London Met Uni Branch Newslet ter , May 2010 :

Fight the cutsFight the cutsFight the cutsFight the cuts————defend defend defend defend jobs and education!jobs and education!jobs and education!jobs and education!

When you’ve finished reading this, show it to a non-member and ask them to join....

“Investing in education is vital if we’re going to get out of this

recession: no ifs, no buts – no education

cuts!”

(Continued on page 2)

UNISON London Met Uni Branch Newslet ter , May 2010 : page UNISON London Met Uni Branch Newslet ter , May 2010 : page UNISON London Met Uni Branch Newslet ter , May 2010 : page UNISON London Met Uni Branch Newslet ter , May 2010 : page 2222

The effects of a reduced number of staff being asked to cope with an increasing workload has been of great concern to our members, and has informed our recent staff stress survey. The findings of this survey and the launching of our campaign to Take Stress Seriously are explained in more detail on page 3. We cautiously welcome the new managerial atmosphere at London Met, and the revised Strategic Plan contains some positive improvements (although many members have yet to see any encouraging changes to their own departments). There are still many concerns, however, including the implications of further staff cuts, pay, workloads, continued outsourcing, and the intention to close libraries. We will continue to campaign, as a union, for the changes our members would like to see enacted. Read our full response to the new Strategic Plan on pages 6-8. In this month’s newsletter you can also read articles on our branch’s presence at the UNISON HE Conference (p5), our victory in establishing a Cycle to Work Scheme (p3) and much more, including our plans for campaigns and social events throughout the summer. Why not get in touch and get involved?

Summer Social Summer Social Summer Social Summer Social ---- Fri 25th June Fri 25th June Fri 25th June Fri 25th June

2010201020102010 The summer social this year is going to be in the North campus. Claire Phillips is organising the social:

Date: Friday 25th June, 2010 Venue: To be confirmed

Email: [email protected] ... there’ll be food on offer and the first drink free for members. Please invite non-members too. Please email Claire for more details and to let her know if you’re coming — and invite a potential member or two!

UNISON fights closure of nursery London Met announced the closure of the university’s last remaining nursery at Hornsey Road, despite fierce opposition from Unison who fought alongside nursery staff, parents and users to prevent the loss of the facility. Staff and parents held a series of rallies outside the nursery to highlight the importance of its services, and a petition with almost a thousand signatures was collected to show support. Despite a temporary reprieve granted by Malcolm Gillies, the new Vice-Chancellor, and the fact

that Unison submitted detailed proposals for how the nursery could be kept open with reduced funding, ultimately the decision to close was still taken. This raises serious concerns about the university’s commitment to

widening participation, as many students rely on affordable, local childcare in order for them to continue their studies at London Met.

Max Watson, Chair, said: “This is a poor message to send to staff at this stage. If Malcolm Gillies wants to show that he is genuinely listening to our concerns,

and if he wants to retain London Met’s mission of equal opportunities and social justice, then he is going the wrong way about it. We’ve gone from being ‘Deloitted’ to disappointed.”

Fight the cuts... (cont’d from front page)

Contact the ‘In UNISON’ editorial team with your i deas, comments & suggestions: James Goddard (Communications Officer); Max Watson (Chair): Gail Cameron (Assistant Branch Secretary); Inderbir Bhullar(International Officer) - [email protected]


UNISON and UCU are pleased to report their cooperation and involvement in a series of successful meetings with senior management and HR over the last 6 months that take the university closer to fully implementing a Cycle to Work scheme for staff. This has long been a pressing concern of members and one that the unions have worked hard to bring about (see our petition here). The scheme will allow staff to obtain a bicycle and equipment at a price considerably discounted by 30-40% from a supplier of choice. They will then lease back the bike from the university through monthly direct deductions

from salary (full details will be announced in due course). Details of the scheme are approaching finalisation. Shower facilities and lockers are being identified and secure parking will be designated on North and City campuses. Not everything can be provided at once, for example some secure parking might be

temporary pending the completion of building programmes, but the fullest support possible to encourage and support cycling is planned. With this purpose in mind we plan to have a cycle to work section linked to Metranet and a Bicycle Action Group (BAG) will be established.

Any members or non-members

wishing to participate in the LMU-BAG in future should contact either Richard Payne or Christopher Wright (UNISON) to register their interest prior to an inaugural meeting. Christopher Wright – UNISON Health & Safety Officer (North) Richard Payne — UCU Environment officer: [email protected]

Unions push forward Cycle to Work Unions push forward Cycle to Work Unions push forward Cycle to Work Unions push forward Cycle to Work scheme at London Metscheme at London Metscheme at London Metscheme at London Met

Increased workloads, a hostile working environment and an inability for staff to make meaningful contributions are all major stress factors at London Met; these were the main findings of the UNISON stress questionnaire, carried out at the end of last year. The results of the survey were clear: we are experiencing considerable stress and anxiety associated with work and this is having a detrimental impact on our health. Over 66% of respondents reported frequently feeling exhausted and run down and significant numbers recorded sometimes having problems sleeping (34.5%), feeling irritable for no reason (32.4%) and having difficulties concentrating (43.6%).

In response to these results the branch is committed to taking this issue seriously. At this year’s AGM, members voted unanimously to make tackling stress and heavy workloads a key campaign for the union over the coming year. We’ll be pressing management to take on board their responsibilities as an employer and to treat these issues

as important health and safety matters, starting by insisting that workloads are properly managed to allow us to take our work patterns entitlement to rest breaks, lunch breaks, time off in lieu and annual leave. The campaign is being launched with Reclaim your Lunch hour picnics: one at City and one at North campus. Too many of us work through our lunchtimes; the picnics are there to encourage us all to take what’s rightfully ours: a full lunch hour. So come and join us, de-stress and enjoy a FREE picnic lunch on Tuesday 8 June from 1-2pm. Picnic will be in Altab Ali park, Whitechapel High Street (City campus) and Highbury Fields, near the tree sculpture (North campus).

Cluttered bike stands outside Commercial Road. UNISON & UCU are campaigning for better facilities

TAKING STRESS SERIOUSLY

London Met UNISON Branch joined thousands more demonstrators in London on Saturday 24th April to support public services and the welfare state, and to protest against planned cuts.

The sun shone brightly on us as we joined other trade unionists from across the country to send a clear message to whichever party gets elected in May: make the bankers pay for their crisis – not the public sector.

We lined our banner up alongside UNISON colleagues from King’s College who are currently fighting cuts at their university to show them solidarity. We also met with Paul Holmes (right), Secretary of Kirklees Local Government Branch, who we nominated for the upcoming UNISON General Secretary election. When asked about supporting campaigns against cuts in public services, Paul Holmes said:

“The Royal Bank of Scotland, a nationally owned bank, gave 100 people a £ million bonus. If there’s money for the things the bosses and the government want to do, then we’ve got to be out there and saying we want that money for our public services.”

Speaking at the London rally, organised by the National Pensioners’ Convention under the slogan: ‘Protect our welfare state and public services’, UNISON general secretary Dave Prentis declared:

“There has never been a more important time to show our support for public services.”

UNISON London Met Uni Branch Newslet ter , May UNISON London Met Uni Branch Newslet ter , May UNISON London Met Uni Branch Newslet ter , May UNISON London Met Uni Branch Newslet ter , May UNISON London Met Uni Branch Newslet ter , May 2010 : page UNISON London Met Uni Branch Newslet ter , May 2010 : page UNISON London Met Uni Branch Newslet ter , May 2010 : page UNISON London Met Uni Branch Newslet ter , May 2010 : page 4444

UNISON members demonstrate for UNISON members demonstrate for UNISON members demonstrate for UNISON members demonstrate for jobs and public services jobs and public services jobs and public services jobs and public services

The ballot for Unison General Secretary opens on Monday 17 May . This is your chance to have your say in the choice of the national leader of our trade union. There could not be a more important time to make this choice than in the aftermath of this year's General Election. Make sure you use your vote and encourage colleagues to do likewise . Branch nomination: Our branch voted to nominate Paul HOLMES as a candidate in this election.

General Secretary election General Secretary election General Secretary election General Secretary election ----

Use Your VoteUse Your VoteUse Your VoteUse Your Vote

Max Watson, Chair, with Paul Holmes, candidate for UNISON General Secretary

Elementary, Elementary, Elementary, Elementary, my dear my dear my dear my dear Watson!Watson!Watson!Watson!

Good luck, Good luck, Good luck, Good luck, Holmes!Holmes!Holmes!Holmes!


We are pleased to announce the launch of our new website www.londonmetunison.org.uk , the online home for all things London Met UNISON. Read the latest branch news, find out who your Branch Officers and Stewards are and join in with our current campaigns. If you are not yet a member of UNISON, find out why you should join us and send us your details online. If you are a member, then contact us to let us know what you think, to share your ideas and get

involved. Remember, you can also contact us for advice with specific problems or concerns you may have at work, or take a look at the Branch Officers and Stewards list and get in touch. You can even watch our own UNISON Youtube Channel or our photo slide show. With links to other useful organisations, wider UNISON news and our very own Save Londonmet Uni blog, www.londonmetunison.org.uk

will keep you in the picture. Let us know what you think by leaving a reply in the comments section.

On Friday 26th, five reps from London Met branch attended the UNISON National Higher Education Service Group conference in Newcastle. We had one visitor and four delegates: (from left to right) Max Watson, Jacqui Applebee; Megan Redmond, Inderbir Bhullar, and Daphne Chalk-Birdsall (who took photo). We were praised as an exemplary, fighting branch at the end of the conference, in part due to the fact that we were often mentioned in debates about cuts in the sector and we took part in many of the discussions. Our basic message was that it is worth fighting back against the cuts, and if necessary to take strike action; key to our strength was unity with the UCU and with students at a local level; and that nursery provision is a key element of widening participation

universities that we cannot afford to lose. We also had a motion tabled: ‘Defending Nursery Provision, defending widening participation’. This was passed almost unanimously. Our counter-parts in Brighton and Greenwich are also fighting a spirited campaign to keep their nursery open and we’ve pledged to keep in touch and support them. Manchester Metropolitan University are in a dire situation

(127 compulsory redundancies at statutory minimum rates – no VR scheme, no enhanced payments), and they are desperately fighting these cuts against an anti-union employer. As we go to press they’re currently balloting their members for strike action.

Another branch fighting redundancies this year is Westminster, and Max Watson, Chair, was invited to speak at their AGM following the conference. Since then, students protested, stormed the board of governors meeting and occupied for several days. Following their AGM they launched an indicative ballot for industrial action and are expected to join their UCU counterparts in taking strike action to defend their jobs.

www.LondonmetUNISON.org.ukwww.LondonmetUNISON.org.ukwww.LondonmetUNISON.org.ukwww.LondonmetUNISON.org.uk————our new website goes live!our new website goes live!our new website goes live!our new website goes live!

Londonmet branch make a splash at

UNISON Higher Ed conference

London Met recently consulted staff on their new Strategic Plan. Here we publish our response to their second draft.

Introduction We are cautiously optimistic about the welcome improvements of the changes made to the University’s Strategy Plan. This response includes highlighting some of positive aspects, with some qualifications and questions, but is also peppered with further questions and issues yet to be addressed. Widening Participation and commitment to Social Justice UNISON is fully behind the statement, (p10) that accompanies the section on research: “To further the University's long-standing commitment to social responsibility and social justice, particularly through specialist research institutes.” However, we question why this aim isn’t spelt out further in the mission statement at the outset. The term ‘social justice’ is one we identify with as a union and wish to see it categorically emphasised in the Mission Statement of the whole university, not just the mission of some research institutes.

Staff - the ‘greatest asset’ Staff are highlighted again as the ‘greatest asset’, which obviously we welcome. We have seen the introduction of ‘staff development’ which we highlighted last time as an omission so this is an improvement, but the devil is in the detail: how will you expand the staff development team. What resources will you have? In the core purposes it says:

“These core purposes are sustained by professional support services. (p6).” This is the first time they’ve distinguished us from academic staff, and is clearly a nod towards our repeated complaints that we’re being ignored.

Governors Whilst it’s nice to be acknowledged this isn’t enough – what about governance? Currently there is only one elected staff Governor. We expect to have two elected staff governors: one academic and one support staff. We’ve had no response to this reasonable request and see nothing but promised reviews. The so called ‘Staff Representative Council’ is an unrepresentative, unaccountable body. The attempt to undermine or by-pass trade unions with an alternative body must come to an end. The Staff Rep Council has no authority at all and should be abolished. “We will review business processes, as they affect student experience, to achieve greater efficiency and effectiveness of student support, at central and distributed levels (2010/11, with implementation from 2011/12) (p7). What does this mean? Will it include a review of the failed outsourced departments? Will it mean the unions will be invited to submit an in-house tender for contracts when up for renewal? It could be read as a threat, of further restructuring of departments that have already undergone great upheaval. At least the upheaval of last year has been acknowledged – although the low morale that this means for

staff is not fully addressed.

Students We cautiously welcome the statements: “We will enhance the opportunities for social, cultural and sporting experiences of our students, and for taking part in student democracy,” and “We will publish a Student Charter and elicit, measure and respond to student feedback”. What sort of thing would be in a Student Charter? We fully support and have been calling for greater student participation and independence, so we are encouraged by support for the Students' Union becoming a ‘Charitable Incorporated Organization’ (p7). In the first draft we were disappointed to see student employment as a measure of success post-degree and asked what kind of jobs – would a ‘McJob’ suffice to be counted as ‘success’? This appears to be addressed on p8 ‘Starting salary statistics’ rather than mere ‘employed or not.’ Yet education shouldn’t simply be seen as a Market determined career ladder: Education itself as a learning, transformative experience should be celebrated. Whilst we welcome the measures: “Implementation of further support to "at risk" students” (P.9), UNISON has to question why then decide to close the nursery, which supported ‘at risk’ students? If the university wishes to continue to support students in need of extra help, then this would have been a good way of demonstrating such a continued commitment. So far, we remain unconvinced.


London Met’s ‘Strategic Plan’ ...London Met’s ‘Strategic Plan’ ...London Met’s ‘Strategic Plan’ ...London Met’s ‘Strategic Plan’ ...


Review of Pay and reward structures What does this mean: “To achieve staff recognition and reward structures that enable staff to contribute at an optimal level” (P11)”? UNISON welcomes the following statement (p11): “We will review the effectiveness of staff reward structures - including pay, pensions and other benefits, PADAS, performance-related pay, merit pay and other schemes of staff incentivisation, as well as Flexible Working policies (2010/11, for implementation in 2011/12) – to meet the changing needs of the University, our staff and students.” We have repeatedly asserted that bonus culture at London Met doesn’t work, is divisive and can cause resentment: particularly when the Merit Award Scheme was used to select staff for redundancy. We have pointed out that during a financial crisis last year huge amounts of money from the salary budget could have been saved from the salary budget if the management alone had waived their bonuses. We have submitted further research on this – a PhD thesis on the failure of PRP to work as a motivator in the public sector. The research found that PRP was not effective as a motivator for employees: ‘Performance-related pay in the UK is a puzzle. There is overwhelming scepticism about its effects on performance, yet its progress seems unstoppable.’ The Financial Times (3/11/93) The Research found that: "... The evidence, as already noted, is that while managers by and large think that PRP acts as a motivator for employees, when you ask employees, they report

not being motivated by PRP". We hope these research findings are seriously taken on board: this is evidence-based research, by an associate of Londonmet's WLRI, Dr Greg Thomson, who completed this PhD at the LSE. We believe London Met would save large amounts of money by scrapping all the bonus payments. We further believe that there would be a 'feel good factor' for staff knowing that a real change for the better has been made. The only people who want to keep PRP are managers. If there is to be a review of such payments, as it says on p11 there will be, then we hope the findings of this research are taken into account. There will apparently be measures introduced around: “Staff data, including cost as percentage of total expenditure; staff turnover; expenditure on staff development; staff satisfaction; pension liabilities; leadership training of senior management.” We agree on the need for senior management training. We are uneasy however, about the possibility of a ‘whitewash’ and expect to see further changes at the top of the University that follow the recommendations of the (evidence-based) Melville Review. Training alone is not going to fix this problem. Further cause for concern for UNISON is the repeated mention of Pensions as ‘liabilities’. This reads in a threatening way – our pensions are mentioned in this document on pages 11, 12, 15 & 19. We would like to say now quite clearly: our pensions are not for sale and UNISON is totally committed to defending our final salary pension scheme come what may.

We welcome the statement: “We will keep our staff and students regularly informed of all impeding issues of financial sustainability over the period of the Plan.” Is this an acknowledgement of failing to do so in the past? If so why are those who kept us in the dark over financial sustainability in the period leading up to 2008 now also being consulted on this new Strategy Plan? In addition, what does this mean? “To effect a planned rebalancing of University expenditure from support services to core education and research purposes, and to effect planned cross-subsidisation of research from surplus educational revenue.” The meaning of both ‘rebalancing’ away from support services and ‘cross-subsidisation’ is unclear. The new VC needs to ensure he is very clear on what exactly he means by the phrase “cost improvement measures”. ‘Cost improvement’ is the phrase management began using last year to mean ‘staff reductions’. The Cost Improvement Proposals were previously called ‘Staff Reduction Proposals’ – an Orwellian changing of a term doesn’t hide reality.

Rebooting the ICT The phrase ‘Reboot’ the ICT is a bit of a catch phrase in this document (and previous communications from the new VC). We broadly accept the need to fundamentally and coherently re-evaluate the ICT services – but with certain reservations, again still not addressed in this document. In particular: “Replacement of current email system and Blackboard consolidation (2010/11)”: Last

... UNISON’s Response... UNISON’s Response... UNISON’s Response... UNISON’s Response

year our email systems were set to be privatised – outsourced to hotmail or Google. Is it now no longer the case? We broadly welcome the proposal for: “Completion of unified telephony project (2011/12)” but we ask: who will do this? Last year, the ‘Cost improvements’ i.e. redundancies, cut this department to the bones, and explicitly told staff to expect to be made redundant next year. A motivation for staff in ISS and elsewhere – including telephony staff – would be an assurance of job security and a further assurance, in writing, that outsourcing of their department is no longer on the agenda. This applies to other departments too, where the threat of further job cuts and outsourcing is regularly used to ‘motivate’ staff to get their heads down and work harder. This has to stop now. Staff should be reassured, not threatened. Despite UNISON highlighting this as a serious omission last version, the Media team are still not mentioned in this document. The move towards generic JDs in ISS and the move away from specialist skills is sill not addressed here. The same is happening for Technicians and UNISON deplores the erosion of specialist skills among our staff. UNISON would prefer to see a celebration and encouragement of the unique specialist skills of staff at London Met.

Research The plan appears to embrace the importance of research within the university and UNISON welcomes this Section 5 (p10). However, there is an assumption that all research and knowledge transfer takes place in academic departments/ research institutes, and is conducted by solely academic staff. Certainly in Library Services, staff are engaged in a range of research-based activities and knowledge

transfer projects. The same is true for PSG staff working in other departments. At the moment, this work doesn't seem to be acknowledged as University research outputs yet these outputs are almost incidental. So any review of research should also look at work conducted outside academic departments and institutes.

Staff ‘Charter’ UNISON is intrigued by the notion of a ‘Staff Charter’ on p16. What sort of thing would be in it? Does this follow on from the reprehensible statement of the last draft: ‘staff need to be reminded of their contractual obligations’ or will it be less of a threat to us and more about supporting our rights? Perhaps statements against bullying or discrimination? Maybe we will see a statement in there about staff being encouraged to take their full holidays and not being ‘worked to the bone’? Perhaps we’d see something about staff stress being taken seriously? We hope so. We have raised the problem of staff training and career development plans as an issue which needs to be addressed. Whilst we see a move towards this, which is welcome, we’d like to see more commitment to it (this document talks about academic career development but not for professionals staff).

Libraries This time there is not a single mention of Library services. We find this omission odd considering the (controversial) Libraries Vision circulated as a tentative draft by Head of Libraries (to which we responded in detail) was referred to in the original. We would like to see further consultation on these visions for the future. We are not sure what this omission means, but needless to say we stand by our comments on the original Libraries Vision and welcome further consultation on these proposals.

In-sourcing Another missing element: no mention of in-house or of outsourcing, despite UNISON consistently raising it as a serious and important issue that has the support of staff way beyond our membership. We have submitted evidence-based research on this which has been returned to us without comment. If the new VC is to show he genuinely is listening to our concerns and those of staff in the outsourced sectors, then he must address this issue head-on.

Gap between rich and poor We’ve noted the review of salaries above and raised our concerns in relation to poverty pay. We ask directly, again: Is paying the minimum wage very unlikely to motivate staff? Is bringing services back in-house, paying a Living Wage (£7.60per hour) more likely to motivate staff? Should an institution that promotes itself as one that takes seriously its ‘social responsibility’ (let alone one that believes in ‘social justice’) remunerate its front line staff properly? The answer to all three questions above is of course, ‘yes’. So why not address this when there is this window of opportunity to do so now? At the other end of the scale, why is one of the poorest, crisis ridden universities paying some of its senior staff the highest salaries in the sector? This cannot be justified and should be a mark of shame if not addressed immediately.

Conclusion UNISON thinks this second draft is an improvement, but we wish to see further clarity and some of our key questions answered. We’ve had no formal response to our questions. The fact that we’re being consulted at all is an improvement on what happened until now – but now is the time for UNISON members to be given some assurances on our concerns before we can support this Plan.



University Vice Chancellor University Vice Chancellor University Vice Chancellor University Vice Chancellor praised by Dalai Lama for praised by Dalai Lama for praised by Dalai Lama for praised by Dalai Lama for challenging conventionalchallenging conventionalchallenging conventionalchallenging conventional

notions of Truth...notions of Truth...notions of Truth...notions of Truth... Mr Dalai, 734 years, said of his meeting with the soon to be ex Vice Chancellor, Mr Brian ‘Money for old’ Roper (left):

"I was most taken by his very fluid and, well, loos e understanding of the nature of reality and the diff iculties in attaining or ever really finding ultimate Truth. He seemed to be very confused by what Truth was and seemed very intent on following a path which he sai d would lead him to challenge what he called ridiculo us things like 'facts', 'fair wages' and 'University L eague Tables'. “He was also very interested in talking about the F irst Noble Truth of Buddhism ie that Life is Suffering a nd he seemed intent on ensuring everyone at London Metropolitan University not only understood but als o felt this 'in a very real way'. He kept saying he felt some suffering should be part of the induction programme to ram it home. I joked that the very idea of an indu ction programme sounded torturous enough but I don't thin k he got it. He was a very serious man. I think he' ll go far; he was talking about Wales a lot."

The winner of this year’s caption competition wins a signed copy of Dr Dalai’s honorary degree presented to him by ex-Board of Governor Chair, Mr Peter Anwyl, (right), whose comments were removed from this newsletter after his lawyers sent us a stern letter.

Since 6th April there were a number of changes to the sick note, or medical statement, that employees get from their GP to certify sickness absence. Previously a sick note simply stated whether a doctor believed that a person should or should not be in work. The new medical statement will either indicate that a person is not fit for work, or that they might be fit for work under certain circumstances. The doctor will also be able to suggest changes that would assist a return to work. There is no requirement for the GP to write anything apart from that the person is not fit for work and how long the person is “signed off” for, and in most cases the patient and employer will see no change in the information that the medical statement gives. In addition, in the future, the note will be completed and stored electronically by the GP rather than handwritten, although it will still be given directly to the worker to send to the employer. There will be no change to the basic purpose of the medical statement and it will still be used by employees as confirmation of illness if claiming sick pay. — London Met UNISON have some slight concerns, but we are waiting to see what in practice these changes mean. Please ask your rep if you have any problems with these new forms of ‘sick note’. For more info ask your rep or go to the TUC website:

http://www.tuc.org.uk/

What’s a What’s a What’s a What’s a

‘Fit note?’‘Fit note?’‘Fit note?’‘Fit note?’

What does LGBT stand for? A lot of heterosexual people are unsure of what LGBT stands for, so here it is: Lesbian, Gay, Bisexual and Trans. Trans is the umbrella term for transsexual, transgender and transvestite. There are people who identify as Queer or Pansexual, and some who would never use those phrases to describe themselves. Some people prefer not to use any words at all.

The same, but different LGBT people look just like you. We come from all races, ages, abilities, cultures and religious beliefs. LGBT people deserve the same rights and respect at work that heterosexual people enjoy. However we are far more likely than heterosexual staff to experience harassment and discrimination because of our sexual orientation and gender identity. We need a responsive union to support us if trouble

arises, just as you do, but we also need our heterosexual union members to be our allies too.

Get involved You may not identify as LGBT, but you can be an ally to us by supporting your LGBT colleagues. You may be heterosexual, but statistically speaking, there’s a good chance that someone you know at work is Lesbian, Gay, Bisexual or Trans. If someone makes a nasty comment, don’t ignore it; just because it doesn’t directly affect you, it will still have an impact on your working life. Lack of morale, staff leaving due to bullying and harassment, and a poor general work atmosphere affects everyone.

There are fun times too! Unison usually has a big presence at London Pride, and Black LGBT Pride too. Both of these events take place in the summer, and can be a great free day out if you

volunteer on a stall. Many heterosexual relatives and friends of LGBT people help out on these days. They can be a positive, fun experience for everyone, no matter how they identify. Unison also has a presence at BiCon, a weekend-long convention and conference for bisexuals. If you want to get involved, or learn more about these events, please contact me. Jacqueline Applebee, LGBT Officer, Moorgate Library [email protected]


Why gays need straights

London Met UNISON is affiliated to both Unite against Fascism and the Hope not Hate campaign, and our members helped the successful efforts to stop the BNP in nearby Barking and Dagenham. The racist, fascist BNP was standing Nick Griffin, the party leader, in a serious bid to win their first MP, and at the same time was campaigning to increase their 12 councillors in the borough. The Hope not Hate campaign mobilised over 1,000 people to the area, including members of our

branch, to encourage people to vote against the BNP and to expose their fascist propaganda as false. Gail Cameron, Assistant Branch Secretary, who took part in the campaign, said: ”The results in the Barking and Dagenham elections were just

fantastic! After the BNP's European election victories there was a real and justifiable fear that the party would grow in strength. But the campaigns of 'HOPE, not Hate' and the Unite Against Fascism bore fruit. “Not only was Nick Griffin's bid to become the first BNP MP roundly rejected, voters came out and made the local council a fascist free zone: all 12 BNP councillors were kicked out! It was just the most wonderful rejection of the politics of race hatred, fear and bigotry.”

BNP humiliated: Barking and Dagenham vote for ‘Hope not Hate’!

See below list of current serving UNISON officers / workplace reps. Get in touch with us for your first point of call — tell them what you thought of this newsletter/ what UNISON is doing at London Met. Get involved! Ask for more copies of this newsletter to help give out. Ask them how you can help build our branch. There are vacancies* so why not volunteer?

Branch Executive Committee: • Branch Secretary; Allan Pike; 73203017; [email protected] • Branch Chair; Max Watson; 73203010; [email protected] • Assistant Branch Secretary (North); Alex Tarry; 71332504; [email protected] • Assistant Branch Secretary (City); Gail Cameron; 73203511; [email protected] • Branch Treasurer; Chris Manna; 71332372; [email protected] • Membership & Recruitment; Susan Lloyd; 020 7133 4011; [email protected] • Equal Opportunities Officer: Sara Masson; 73201172; [email protected] • Women’s Officer; Katia Kramer; 73201286; [email protected] • Black Members Officer; VACANT* • LGBT Officer; Jacqueline Applebee; 73201566; [email protected] • Health & Safety Officer (City): Pete McGreal; 73203450; [email protected] • Health & Safety Officer (City): Paul Crick; 73201621; [email protected] • Health & Safety Officer (North); Chris Wright; 020 7133 5176; [email protected] • H&S Officer (North): Daphne Chalk-Birdsall; 71332104; [email protected] • Welfare Officer: George Lewis; 7133 4365; [email protected] • Communications Officer; James Goddard; 7133 2260; [email protected] • Life Long Learning Officer: Megan Redmond; 71332720 / 71335059; [email protected] • International Officer: Inderbir Bhullar; 73203508; [email protected] • Young Members Officer: VACANT*

Shop Stewards (Workplace Reps): • Commercial Road: Angela Boyle; 7320 1800; [email protected] • Moorgate: Paul Crick; 73201621; [email protected] • Calcutta House: Katia Kramer; 73201286; [email protected] • 133 Whitechapel High St; Pete McGreal; 73203450; [email protected] • Jewry St (Job Share): Max Watson; 73203010; [email protected] • Jewry St (Job Share): Allan Pike; 73203017; [email protected] • Women's Library: Inderbir Bhullar; 73203508; [email protected] • Ladbroke House: Chris Wright; 020 7133 5176; [email protected] • Tower Building (Job Share) : Alex Tarry ; 71332504; [email protected] • Tower Building (Job Share) : Chris Manna; 71332372; [email protected] • Learning Centre: Richard Cryan; 71332651; [email protected] * Vacancies: the following buildings are currently without a UNISON shop steward/ workplace rep: Central House; Tower Hill; Law Building; Shoreditch Building; Stapleton House; Harglenis Building; Spring House; Science Centre — we encourage job-shares and there are regular training sessions for reps (old and new). If you’re not sure and want to talk it over, get in touch with one of us.

Join UNISON! Complete the form overleaf, or call U NISON: 0845 355 0845


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