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Following the publication of a joint statement between the University of Sussex and the University of Sussex branch of the University and College Union (UCU) in June 2022, agreement has now been reached on a number of issues and there is alignment on future actions in the University’s journey to become an employer of choice and an exemplar in the higher education sector.

Over the summer, University representatives and members of UCU have been meeting regularly in a number of workstreams to discuss and progress elements of the joint agreement of 8 June 2022. There has been agreement on a broad range of issues relating to pay, working conditions, equalities, and workload.

Dr Jo Pawlik, UCU Sussex President said: “Higher education is facing unprecedented challenges. We are pleased that our industrial action, and the subsequent tabling of demands was met constructively by University management. We are pleased that actions taken as a result of 16 weeks' negotiation will result in some improvements in the working conditions of our members, and better work and study condition for the wider University community.”

Vice-Chancellor Professor Sasha Roseneil said: “This agreement marks a new direction for Sussex in the co-creation of the University community. Embarking on a period of 16 weeks of negotiation was a bold move by both the University and UCU in the context of long-standing tensions within the sector and locally. Both parties devoted a huge amount of time to the discussions, engaging in a spirit of positive collaboration, and we have reached agreement on a broad range of issues. The University is committing to make important changes in key areas of employment policy and practice and to significant new investment in our staff. But working together to realise our shared ambitions to be a radically more diverse and inclusive community in which all members are able to flourish and do their best work doesn’t stop here.”

Below are some of the highlights from each of the workstreams.

Equalities:

• The University will establish a £50,000 carers’ support budget fund.
• The University will update the guidelines and templates for conducting Equalities Impact Assessments.
• The University will formally recognise equality, diversity, and inclusion work within workload allocations.

Pay and Fixed Term Contracts:

• The University will extend maternity pay to full pay for 26 weeks.
• The University will make redundancy payments after 3 years of continuous service at a rate equivalent to 2.25 weeks’ pay for each complete year of service if redeployment or other options for continued employment are not successful.
• The University will introduce Fixed-Term Appointments Guidance that enables the conversion of fixed term staff to indefinite status after three years of continuous service unless there are exceptional reasons not to do so.
• The University will end the practice of issuing 9 or 10-month teaching contracts where contracts require teaching over a full academic year.

Doctoral Tutors contracts:

• The University will commission an external review of employment practice and contracts for Doctoral Tutors.
• The University will commit to improving employment practice and contractual terms for Doctoral Tutors, to bring them more in line with other staff groups, with more transparency around processes.
• The University will establish a Task and Finish Group to design and oversee the implementation of the outcomes of the external review.

Workload:

• The University will bring the principles addressing fair, transparent and equitable workload allocation that were drafted during the 16-week negotiation period to Senate for consideration and approval at its next meeting (November 2022).

Post-6pm Teaching:

• The University will begin work to streamline the curriculum to achieve the goal that teaching (except for specialist courses suited for evening delivery) will take place between 9am-6pm by September 2024.
• The University will conduct an Equalities Impact Assessment regarding post-6pm teaching.

Staff Payment:

• In July 2022 the University made a one-off non-consolidated, non-pensionable pro-rated payment of £900 to all staff Grade 1-6, at a cost of c£900,000, and payments to Grades 7 to 10 totalling £1.3million. This was extended to include Chartwells and Sussex Estates and Facilities (SEF) staff at a cost of c£225,000.
• In recognition of the cost-of-living crisis, the University will make a further non-consolidated payment to staff and will provide additional hardship funding and support for students. The non-consolidated staff payment will prioritise staff on lower grades, who are most affected in the cost-of-living crisis.

Living Wages:

• The University has been accredited by the Living Wage Foundation (LWF) and has become a Real Living Wage (RLW) Employer.
• The University is paying the increased Real Living Wage 6 months earlier than required under the accreditation, from 1 October 2022. It is anticipated the accreditation will cost the University c£3million over the next three years. This work has involved discussions with Unite and Unison, as well as UCU.
• Accreditation ensures that all third-party contractor staff, e.g., Chartwells and SEF, and all casual/temporary staff hired via Reed Recruitment Agency will be paid the RLW.
• The University has committed to ensuring that all staff appointed through Reed Recruitment Agency will, in all instances, follow the levels of pay offered by the University.

Pensions:

• We are working to establish a joint University-UCU USS Working Group to support the institution’s decision making.
• The University and UCU have sent a joint letter to UUK on a range of agreed points in relation to USS and will share the response with the community.

You can read the agreement in full on all the areas.

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