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Workload protection – a union perspective

Workload protection – a union perspective. MAW principles. UCU is supportive of the general principles identified by the MAW project i.e. Equality Transparency Consultation But we are believe that workload models also need to address the overall workload and ensure that it is reasonable.

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Workload protection – a union perspective

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  1. Workload protection – a union perspective

  2. MAW principles UCU is supportive of the general principles identified by the MAW project i.e. Equality Transparency Consultation But we are believe that workload models also need to address the overall workload and ensure that it is reasonable.

  3. Workloadmodels Should be: Fair – so for example the allocation of less favourable work and the work that is necessary for promotion is fairly allocated – including to part-time staff, Transparent – we agree that the system needs to be transparent so that staff can see that work is allocated fairly,

  4. Workloadmodels Should also be: Equality impact assessed to ensure that they do not adversely impact on any particular group of staff (including part-time staff), Inclusive of all academic functions including teaching, scholarship, research and administration, Subject to negotiation with the recognised trade union(s).

  5. Reasonableworkloads A big issue for our members, and one not directly covered by the MAW project, is that workload models need to address the issue of overall workload i.e. the total amount of work allocated must be reasonable.

  6. Workload protection We know that unreasonable workloads cause stress in the workplace and disproportionately impact on certain staff groups e.g. those with caring responsibilities (still mainly women). Having a fair system of workload allocation without tackling the problem of excessive workloads is only dealing with part of the problem.

  7. Negotiating workload models We do not recommend a ‘one size fits all’ workload model to our branches but we do encourage them to ensure that the following principles are met: The size of the working week / year is determined All work plans are within the agreed contractual limits

  8. Negotiating workload modelscontinued That all activities are identified including: Teaching Scholarship Research Administration Professional development H&S IT

  9. Summary Workload allocation is important but must be negotiated within the context of workload protection that offers protection to staff, reduces stress and offers equality of opportunity. UCU’s advice on workload protection can be found at: http://www.ucu.org.uk/workload

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