Security Alert II – Ending the Abuse of Fixed-term Contracts Campaign objectives: Reducing the use of fixed-term contracts in higher education Recruiting and organising fixed-term and hourly-paid staff Converting hourly-paid staff to pro-rata (fractional) contracts

50% of all academic and related staff in the UK are employed on Fixed Term Contracts. 98% of contract research staff in the UK are employed on Fixed Term Contracts. The number of students and the amount of Research carried out by Universities has grown substantially over the last few years, leading to the employment of more staff. The proportion of staff appointed on Fixed Term contracts has grown as a result.

Concordat. Fixed Term Employee (Prevention of Less Favourable Treatment) Regulations, EU Directive on Fixed Term Working (1999/70/EC). Advice from Core Funding Bodies. JNCHES National Guidance on Fixed Term Working.

Employer cannot treat a Fixed Term Worker any Less Favourably than a Permanent Comparator (must be an actual comparator not a hypothetical). If you have been employed on a fixed term contract continuously for 4 years or more in the same or broadly similar role, and have had 1 renewal or extension in that time you are entitled to be made a permanent employee UNLESS a further extension is awarded on the grounds of OBJECTIVE JUSTIFICATION. Only service from July 2002 counts towards total service.

They must objectively justify keeping an employee on a Fixed Term Contract for long periods of time. They must treat a Fixed Term employee exactly as they would treat a permanent employee in the same circumstances. Fixed Term Employees will be entitled to redundancy payments and to be selected according to the procedures laid down for comparative staff. In addition, they can no longer be asked to sign a redundancy or dismissal waiver clause, limiting their rights.

There is wide spread abuse of Fixed Term Contracts in the University Sector. AUT has collective bargaining rights for all academic and related staff, including researchers and a responsibility to address the issues affecting them. We aim to bring professional status to researchers in the Universities. Job security is a right of every worker and a lack of it affects our permanent members as well, who need to pick up the slack when a Fixed Term colleague leaves. Fixed Term Working disproportionately affects female, ethnic and disabled workers, compounding the already huge equality issues in Higher Education.

We can negotiate with management to secure better job security for Fixed Term Staff in the Academic and Related Grades. We can build links with other campus trade unions to put pressure on management. We can campaign on these issues with politicians, the funding councils and grant providers. We can take up individual cases with employers or if necessary employment tribunals or court cases

Poor membership density amongst Fixed Term Workers, particularly contract researchers and hourly paid staff. Lack of awareness amongst Fixed Term Workers of the new legislation and their rights at work. Lack of Involvement of Fixed Term Workers in Local Associations and negotiations on job security.

Recruit new Fixed Term Members. Improve awareness amongst Fixed Term Workers of the new legislation and their rights at work by talking to Fixed Term Colleagues, funding body contacts and your employer(s). Recruit and Train new Fixed Term Reps for the LA. Involve Fixed Term Workers in planning and executing the campaign and finally in negotiations with individual employers.

Recruit new Fixed Term Members. Ask colleagues if they are members, and if they aren’t encourage them to join by explaining why you became a member of AUT Improve awareness amongst Fixed Term Workers of the new legislation and their rights at work by talking to Fixed Term Colleagues, funding body contacts and your employer(s). Help the LA with the campaign. You can do as little or as much as you are able.