Following the College’s final pay offer dated 2 June 2017, the Joint Trades Unions (JTUs) have confirmed their formal acceptance of the College’s local pay offer. A tapered rise will be applied of 3% to spine point 1, 2.5% to spine point 2 and an increase of 2% to all pay up to £67,110 p.a. and 0.5% on the balance of earnings above £67,110 p.a. This increase is effective from 1 August 2017 and applies to all spine points and fixed salaries subject to the local pay award.
Following the College’s final pay offer dated 15 June 2016, the College will be applying a rise of 1.2% for all pay up to £61k and 0.5% on the balance of earnings above £61k. This increase is effective from 1 August 2016 and applies to all spine points and fixed salaries subject to the local pay award. Payment at the appropriate new rates will be made in August 2016 salaries.
UCEA (the Universities and Colleges Employers’ Association) has advised that, following the conclusion of the national pay negotiations, institutions can now implement the 2015/16 national pay offer. The College’s national pay scales have therefore been updated to incorporate a rise of 1% effective from 1 August 2015 for those staff remaining on national non-clinical rather than local pay scales.
Payment at the appropriate new rates will be made in November 2015 salaries and will be backdated to 1 August 2015.
Suspension of UCU Industrial Action
I am very pleased to write to inform you that UCU today confirmed a suspension of all industrial action in relation to their USS dispute. The suspension is to take immediate effect and will run to at least 15 January 2015.
The suspension has been agreed between UCU and UUK to allow a period of intense negotiation. We are pleased at this development and hope that a solution can be agreed.
Under the terms of UCU’s agreement with UUK, the 66 affected universities have been asked to confirm that they will not be applying their policies on the withholding of pay for breach of contract in respect of any individuals who actually participated between 6 and 19 November. This is on the condition that those individuals make up all work missed in a reasonable period of time. We have provided this confirmation.
It is the view of the President’s and Provost’s Boards that any reforms should strive to offer an affordable and sustainable pension scheme which has flexibility and remains attractive to both current and future members. We understand the importance of this issue to all of you and we will continue to represent our views to decision makers in this process. We will keep you informed as further information emerges.
With kind regards,
Director of Human Resources
UCEA (the Universities and Colleges Employers’ Association) has confirmed that all five trade unions have accepted their final pay offer.
The College’s national pay scales have therefore been uprated to incorporate a rise of 2% with effect from 1 August 2014 for those staff remaining on national non-clinical rather than local pay scales. Payment at the appropriate new rates will be made in August 2014 salaries.
For copies of the revised scales, please view the salaries web page.
Following the College’s final pay offer dated 3 July 2014, UCU has confirmed their acceptance, however Unite and Unison have not been able to agree the pay award. The College has carefully considered its position and the representations of the Unions during the pay bargaining process and following on from this Provost’s Board has decided to implement the local pay offer of 2% effective from 1 August 2014.
The College’s pay scales and schedules of allowances have been updated to include the above mentioned increase, which applies to all staff on terms and conditions of service subject to local pay bargaining. Payments at the appropriate new rates will be made in August 2014 salaries. The revised scales are now available. Documentary background to the pay negotiations process is also available to view.
Two 48-hour tube strike are planned from the evening of Tuesday 4 February until the morning of Friday 7 February and from the evening of Tuesday 11 February until the morning of Friday 14 February.
The Transport for London website lists details of transport options during the strikes.
Following their rejection of the Universities and Colleges Employers’ Association’s (UCEA) final pay offer, four of the five New Joint Negotiating Committee for Higher Education Staff (JNCHES) trade unions remain in dispute over the offer. As the formal dispute resolution procedure has been exhausted, UCEA has advised that institutions can now implement the pay offer.
The College’s national pay scales have therefore been uprated to incorporate a rise of 1% with effect from 1 August 2013 for those staff remaining on national non-clinical rather than local pay scales. Payment at the appropriate new rates will be made in December 2013 salaries and will be backdated to 1 August 2013.
Online resources have been developed by HR to provide guidance to staff on the personal use of social networking sites. The guidelines aim to protect the reputation of both staff and the College, and outline the implications for breaches of College policies.
If staff refer to the College on social networking sites, key points to follow are:
- A disclaimer should be posted to protect the College
- Confidential information related to College employment should never be disclosed
- Staff should never post information which may be deemed abusive of offensive
- Staff should discuss with their manager if information on a site might entail a conflict of interest
- Sites must not be used for accessing or sharing illegal content
The Management Board considered a paper outlining options for conferring titles on NHS consultants who do not meet the academic requirements for the title of Professor or Reader, but whose significant contribution the College wishes to recognise. The Board agreed that these individuals could be given the honorary title of Adjunct Professor or Adjunct Reader as appropriate. This title is already in use in the College to recognise eminent business leaders who act in a teaching capacity. The same process for awarding the title will be used, with applications from Heads of Department and endorsed by the relevant Faculty Principal considered by an Adjunct Appointments Panel led by the Deputy Rector. Titles will be awarded for five years.