Day 4: Gorgeous Weather on the Picket Line

What a beautiful day on the picket line! After three days of rain, we had a wonderful day of . . . well, cloud and a bit of drizzle, but it felt like May sunshine.

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We had vibrant pickets at Westwood, Lynchgate, Gibbet Hill, and Gatehouse before returning back to the bus loop for some dancing, singing and chanting.

We were also lucky enough to have the National Educator’s Union (NEU) join us on the picket line and Emma Mort, the Warwickshire District Secretary gave a speech, highlighting the absurdity of universities putting money into capital projects instead of education. Warwick Occupy also came for a visit and gave a moving speech that drew links between our struggles and the anti-racist and anti-colonial struggles they are currently waging.

#Unistories is growing, physically expanding from the busloop to the Occulus and Library, and also growing online. Please come by and write your story, and if you can’t, consider tweeting your experience of the marketised university and why you are striking or supporting the strike.

Following the picket line, were two fabulous teach outs: a discussion on climate change and/as neocolonialism and a debate on Future of the Digital Economy.

Finally, we heard a rumour that the fabled UCU pink beanies might be making an appearance on the picket line tomorrow, but shhhh….don’t tell anyone.

Day 3: #Unistory, Kashmir, and lots more rain

What a day! 

The rain may not have let up, but neither did we, as the picket line continued to grow with faces new and old. Today’s picket line was adopted by PAIS and Modern Languages, which both had great showings of people, camaraderie and food.

We had an important teachout on why the situation in Kashmir is an issue for us in the UK.

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We also launched #unistory, an amazing arts project developed by artist, activist and student Julie Saumagne, where staff and students write their stories and experiences of the marketised, corporatised university, and explain why they are striking or support the strike. Add your own story when you come down to the picket line and check out our twitter feed to watch as the project unfolds. 

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Finally, we said good-bye to our beloved president, Duncan, who is off to start a new job next week. He will be sorely missed.

See you all on the picket line bright and early tomorrow morning!

Day 2: Picketers Rising (Early)

Day Two kicked off early – with many of our members getting up at 5:30 to make it to the picketline for a 7:30 start! The weather was….erm…..better?! And our spirits were high.

We had lively pickets at Lynchgate, Westwood, Gibbet Hill, and the Gatehouse. Members report fabulous conversations at each entrance with supportive staff and students, all of whom were eager to learn more about why we’re on strike and what they can do to help.

 

The day ended with a rally focusing on casualisation, including a brilliant speech by Warwick Anti-Casualisation’s Katja Laug before staff and students broke out for a teach out, “Persuasive Conversations on the Picket Line,” lead by Zarah Sultana and an amazing initiative “Rave, Resist, Register” which saw local Warwick DJs pair up with staff and students to get the vote out!

Reminder that tomorrow we meet at the bus loop at 10AM. Details below:

Wednesday 27 November (USS / pensions)
Meet at the Bus Loop 10am-2pm
(Adopted by PAIS and French/Hispanic Studies)

12-1pm The Relevance of Kashmir for UK Politics

1-1:30pm General Strike of 1926 (Warwick Marxist Society)

 

 

Day 1: Torrential Rain and a Torrent of Support

What an inspiring start to 8 days of strike action. The weather was torrential but so were our spirits!

The opening day of the national UCU strike saw hundreds of staff, students and local supporters turn out in the rain to demand reforms to unsustainable practices in the university sector. The day started with a morning coffee session with 20+ members of our professional services staff (this isn’t just a lecturer’s strike after all!) who then marched together down to the main picket line.

Over the course of the day, over 300 people came through as did numerous  handsome 

 

There was a rally with speakers from local UCU, Warwick Anticasualisation, the Student’s Union, local Parliamentary Candidates Zarah Sultana and Taiwo Owatemi, and Warwick Occupy. All speakers made connections between staff and student concerns in the sector, and some linked the degradation of Higher Education to the pervasive wider impacts of funding cuts and austerity policies across UK societies.

 

It was deeply encouraging to see so much support on this first day, with the action comparing favourably to the first day of the pickets in 2018. The pickets were followed by a full afternoon of teach-out events organised by staff and students, including workshops on the Ecology of the Campus and on Digital Labour.

Statement of Solidarity with Warwick Occupy

 
Warwick UCU is writing to express our solidarity with students currently occupying the SU building, which follows a protest on Tuesday regarding the Jewish Israeli Society’s hosting a speaker from the IDF. We share their concern with the issues that they have brought to the attention of the campus. 
 
We have seen rising incidents of racism and islamophobia in our country and in our institutions. For years, staff and students at University of Warwick have engaged in anti-racist organising together. We have fought against the PREVENT agenda because it is discriminatory and encourages disproportionate surveillance of Muslim and BME students. We’ve fought side by side to ensure that the survivors of the racist, anti-Semitic, and sexist group chat received the justice they deserved. We’ve fought to prevent deeply racist and reactionary speakers from coming onto our campus. And now students have voted to support staff as we strike to end the racial pay gap at Warwick and nationally. 
 
But this racist and islamophobic culture is pernicious and it has permeated our society, our University, and the institutions therein.
 
This occupation is important as are occupiers’ demands that we as a University community finally begin to take serious, coordinated, and concerted action to tackle these problems.
 
We call on our members to stay up to date with the demands of the occupiers: https://twitter.com/WarwickOccupy and, if able, to consider supporting the occupiers. https://justgiving.com/crowdfunding/warwick-occupy
 
We ask that the SU ensure the rights of the occupiers and their safety.
 
And we call on the University to launch an official and widespread investigation into racism on campus, and particularly the ways that it is embedded in processes ranging from pay gaps to the external speaker policy.

Picket Line Plans, Teach Outs and Solidarity Events

Picket Line Events and Teachouts*
All events on the picket line unless otherwise marked

Week Three

Monday 2 March Meet at the Bus Loop 10am-1pm
Adopted by Sociology

11-12pm “Decolonisation/Decarbonisation” panel, hosted by Rebecca Brown (SU Environment and Ethics Officer) and the Warwick Decolonise Project

12pm “‘Once You’ve Listened, Then What?’: Democratising Political Education” (Naomi Waltham-Smith, CIM)

1pm History of Women’s Oppression (Warwick Marxists)

Tuesday 3 March / Meet at Bus Loop at 8am to go picketing and return to Bus Loop at 10
Day of Action on Precarity / Adopted by Philosophy

10:15  “Governing through Precarity: A Foucauldian Approach”

11am Warwick Anticasualisation Event: On the Day of Action on Precarity, WAC will run a teach-out to discuss the challenges faced by casualised colleagues at Warwick and organize together.

We look forward to seeing you there!

1pm-3pm “Prison Abolition” (Warsoc)

Wednesday 4 March / Meet at the Bus Loop 10am-1pm
Adopted by French & Hispanic Studies and Law

11am  “Dealing with Climate Denial and Discombobulation (Climate Strike Warm Up)” (Alastair Smith and Todd Oliver)

11am-2pm International Women’s Day Banner Making(MR2 in the SU, Warsoc)

1pm (The Graduate) “The Unexpected Subject: Identity in Contemporary Italian Feminism” (Carlotta Cassuta, Akwugo Emejulu and Laura Schwartz)

Thursday 5 March / Meet at Bus Loop at 8am to go picketing and return to Bus Loop at 10
Adopted by English & Comp Lit

10:00am Picket line line dancing, featuring hits from Saturday Night Fever and Chorus Line

1pm Workers and Labour Movements in History (The Graduate)

4pm-6pm Radical Reading Club: Things Fall Apart (Organised by Warwick Anti-Sexism Society (WASS) and Warwick Anti-Racism Society (WARSOC), in SU Building,Room MR2)

Week Four

Monday 9 March / Meet at the Bus Loop 10am-1pm
International Women’s Day on the picketline  / Adopted by Professional Service Staff and Sociology

11am Pay Gap Game (Version 2)

12pm “The Gendered Politics of Austerity” (Muireann O’Dwyer)

1:30pm Women’s march 

3pm-4:30pm Radical Reading Club: Text TBD (Organised by Warwick Anti-Sexism Society (WASS) and Warwick Anti-Racism Society (WARSOC), in SU Building,Room MR2)

Tuesday 10 March / Meet at Bus Loop at 8am to go picketing and return to Bus Loop at 10
Adopted by Law

1pm-4pm Blackademia (Warsoc)

Wednesday 11 March / Meet at the Bus Loop 10am-1pm
Preventing Prevent Day of Action / Adopted by French & Hispanic Studies 

10:30 Why We Need to Abolish Prevent and How: A Primer What is Prevent? Why should it be important to us as workers and students in the University? What does it have to do with the larger contexts of hostile environment and the rise of the far right? And how can we fight it? This interactive teach out will give us all the tools we need to understand Prevent and start collectively organising for how to fight it.

12pm “Stop HS2/ Climate Breakdown Poetry”
Members of local resistance to HS2, from the Crackley and Cubbington Wood camps, will visit the picket line to update us on their campaigns. There will be a reading of climate breakdown poetry up and down the line – bring poetry and/or songs. For suggestions, email jonathanskin@me.com

Thursday 12 March /Meet at Bus Loop at 8am to go picketing and return to Bus Loop at 10

10am Confidence to Stand up for Your Beliefs

1pm “Beyond Greece and Rome: Classics from a Global Perspective” (the Graduate)

3:30-6pm Institute of Advanced Protest: An Interdisciplinary Showcase on the Theme of Protest (Graduate)

Email instituteofadvancedprotest@gmail.com to sign up for a slot and/or lend items to the ‘gallery of protest’

Friday 13 March / Meet at the Bus Loop 10am-1pm
International Climate Strike / Adopted by English & Comp Lit

10:30am Climate Focus Group (Sarah Lever)

11:30am Furniture Upcycling Demo and Q&A (Sarah Lever)

                1pm “Climate Justice and a Post-Growth Society” (Tomi Amole)

1:30Social Activism on Screen”* (James C. Taylor, in The Graduate)

*The events listed here that do not take place on the picket line and are not during picketing hours are not official UCU events; they are organised independently by staff and students who are supportive of the strike and respect our picket line.

 

 

Warwick UCU Recommendations on Lecture Capture

We are thrilled to announce that at our All Member Meeting on Wednesday 16 October 2019, we passed our a motion endorsing our new Recommendations on Lecture Capture. This policy, which is the result of months of research and consultation with our members, lays out the problems in the University’s current lecture capture policy and the changes we think are necessary to create a fair, equitable and working policy. Huge thanks to our research committee for their work on this important issue.

Elements of current lecture capture policy to keep:

  • Opt-in policy

Elements to improve:

Acknowledgement of pros and cons of lecture capture

An objective presentation of lecture capture to students that outlines both the pros and the cons of Lecture Capture to students and staff. Currently the policy presentation on the website is biased to articulating positive aspects. UCU recognises, however, that the decision of many academic staff not to opt in is based on reasonable concerns about learning and inclusion. Furthermore, academic research supports both pros and cons when it comes to utilising Lecture Capture; presenting Lecture Capture as an unproblematic benefit ignores these findings, and moreover has direct implications for the relationship between students and academic staff.

Trumpeting the advantages of Lecture Capture has stirred dissatisfaction among students, who have not been informed about the reasons why many lecturers choose not to use it. We therefore recommend that the policy outlines both pros and cons in “Key Points about Lecture Capture”(https://warwick.ac.uk/services/its/servicessupport/av/lecture_capture/review/), in the “Lecture Capture Policy” (https://warwick.ac.uk/services/aro/dar/quality/categories/goodpractice/lecturecapturepolicy) and in the “https://warwick.ac.uk/services/aro/dar/quality/recordinglectures/”.

An important issue of lecture capture concerns inclusion: students may not participate in interactive activities knowing that they are being recorded, particularly those students with anxiety (the detrimental effects of recording on individual’s ability to debate challenging ideas and to participate has been documented by several psychological studies).

At the moment the policy states: “If there is an interactive element to your lecture, individuals may not wish to be recorded and can therefore choose to refrain from participating,” which normalises the idea that some students will be deterred from participating. This isn’t acceptable, and we believe that staff worries about student participation raise reasonable concerns that should be acknowledged in the way we communicate to students on the university website.

Recommendation: To re-open a consultation between the university and the UCU representing academic staff to produce a ‘pros’ and ‘cons’ list to be assimilated on the Lecture Capture presentation online.

 

Intellectual Property Issues

The current provisions in the Consent Form are:

“In order to enhance the student learning experience, the University of Warwick (the “University”) wishes to make available to its current students digital recordings of University lectures, presentations and seminars (“Recordings”) for learning and teaching purposes.

Recordings will not be used for any other purpose, and will be stored securely within the EU for a period of four years, after which time they will be deleted/destroyed.”

Recommendations:

  1. Intellectual property provision should define ‘current students’ as the student cohort for that particular module that the lecturer chooses to use lecture capture recordings for in that particular moment in time.
  2. The university policy should include clear guidelines as to what constitutes ‘fair educational use’ of lecture capture material.
  3. Lecture capture recordings should be deleted/destroyed if a member of staff is no longer an employee of the university. The lecturer may have the choice of explicitly agreeing not to destroy the recordings after employment ends but in this case the Intellectual Property should be shared between the university and the lecturer, such that the lecturer has the right to rescind permission for the use of the material at any point.
  4. If the lecturer continues to be an employee at the university but decides to no longer use lecture capture, the previous lecture capture materials should be deleted/destroyed as soon as the students from the taught cohort that were provided with lecture recordings graduate (the cohort graduation date applies). The lecturer may have the choice of explicitly agreeing not to destroy the recordings after the graduation of the taught cohort that benefited from their recordings but in this case the Intellectual Property should be shared between the university and the lecturer.
  5. In the context of strike action, lecture capture materials should not be made available to students.

Overall Recommendation: To re-open a consultation between the university and the UCU representing academic staff to expand the current Lecture Capture policy accordingly.

Warwick UCU Response to Warwick’s Climate Emergency Declaration 

On Friday 20 September, following the lead of numerous organisations and local governments, the University declared a climate emergency. To meet this challenge, Warwick “aims to reach net zero carbon from our direct emissions and the energy we buy by 2030,” with the further goal of net zero emissions by 2050. The first goal refers to so-called scope 1-2 carbon neutrality, which encompasses direct emissions produced by Warwick, as well as indirect emissions generated by energy we purchase. The second goal (‘scope 3’ neutrality, or zero total emissions) only puts the University in line with the binding legal target of the whole of the UK.

While we welcome the University’s recognition of climate breakdown, it is clear that its proposed goals are simply not ambitious enough, given the scale of the crisis we face. Far larger organisations have committed to scope 1-2 carbon neutrality by 2025. And reducing emissions by 2050 is too late to avoid potentially catastrophic levels of global heating. Furthermore, the University’s own position –as both a regional hub and an international educational institution – requires it to take a much more robust role in leading the fight against climate injustice.

This spring our branch brought a motion to UCU Congress to commit all our institutions to achieving “‘scope 3’ carbon neutrality by 2030.” This means a commitment to eliminating all indirect emissions that occur in an institution’s value chain, including emissions associated with business travel, procurement, waste and water. Such emissions make up the greatest share of Warwick’s footprint. We must undertake a wholesale review of the University’s processes, plans and relationships in order to begin decarbonising at the scale and speed required by this emergency.

We have other concerns as well. The University’s commitment to net neutrality means that it doesn’t necessarily need to reduce its emissions in total, but can instead just offset them through various schemes. It’s worrying too that the University has hedged its bets by announcing that it will meet its commitments only if “national governments (and our partners in local and regional policy making) deliver on their commitments.” We want to see the University play a role in actively leading, not simply following, a just-transition campaign to a cleaner, fairer society.

What does this look like? To us, it requires a genuine transformation in the way the University runs and operates. Among other things, it requires an acknowledgement of Warwick’s complicity in the climate crisis – local as well as global – and its avoidance of real consultation with the people who make the University what it is: staff, students, and the local community. The recognition of an ‘emergency’ clearly demands a different approach from business as usual.

In addition to achieving scope 3 neutrality by 2030, we call for the creation of an ongoing shared governance platform with UCU, Unite, Unison, the SU, and other representative bodies on campus to create a genuine leadership role for the university on climate breakdown. This will involve more than just technical targets; it will require, as any campaign to renovate Warwick’s partnerships must, a commitment to ethical investment, workers’ rights and lasting collaborations with the surrounding community. A good place to start would see the University lobbying the Home Office to end its hostile environment policy and to open the doors to climate migrants. And there is much more to be done – locally, nationally and internationally.

For these reasons, we remain fully committed to Friday’s climate strike and urge our members to attend the protest, on Friday 27 September at noon outside of Senate House. We reiterate our demand that the University step up and show leadership in the fight for a just transition to a genuinely sustainable society.

What is this strike about?: A Q&A primer for talking to students and colleagues

*A PDF version is available here for printing and distribution.

This is a two-ballot campaign, but the issues are united: it is a strike about dignity and equality. It is a strike about casualisation; about the pay gap for women, BMEs, and gay, lesbian, and queer staff; and it is a strike about whether we will be able to grow old with dignity. These issues are all connected, but we are going to talk a bit about the two ballots separately.

Pensions


We were just on strike about pensions just less than two years ago? Why are we doing out again?
When we agreed to end the strike of 2018, it was because of a commitment from UUK and USS that they were willing to disregard their previous valuation and set up a Joint Expert Panel (JEP) to carry out a new valuation. The problem with the old valuation process is that it led to conflict every three years in line with the valuation cycle; UCU argued and continues to argue that a fairer process, based on more reasonable assumptions will allow us to defend our pension benefits and move us away from these cyclical clashes.

The JEP’s report largely validated UCU’s position and made a number of recommendations. However, the USS has refused to accept the recommendations and valuations of the Joint Expert Panel (JEP), and instead scheduled massive contribution increases clearly violating our own ‘no detriment’ position. Our contributions will rise to 9.6% of salary from October 2019, and 11% of salary from October 2021.

Ok, but it’s only a couple percentage points. Won’t we lose that money anyways in the strike?
It’s true that it’s only a couple of percentage points now (though a couple of percentage points that will, over your career, take a big bite out of your salary), but this strike is really about defending the valuation process we were promised during the last strike in order to secure the future of our pension fund.

The last year has shown that the USS cannot be trusted and that when push comes to shove, our employers, UUK, aren’t willing to fight them. We were told that USS would accept the JEP’s valuation and this hasn’t happened. USS have shown that they will only accept valuations that work for them. If we don’t pressure UUK to stand up to UUK and if we don’t force USS to make good on their word, they will demand more increases every year until our pension is no longer sustainable.

Moreover, we have already lost so much. UCU commissioned a study that compared the situation members are in now to if the Scheme had continued in its pre-2011 state and found that for the average UCU member, your pension will cost 40k more, and will give you 200k less. We need to draw a line in the sand now.

I thought we struck to save our defined benefit pensions. Are they safe now?
Not really. Whilst they aren’t explicitly coming for our DB pensions this time, this is another way to destroy our pension. By making our pensions unaffordable, more and more people will drop out and then defined benefit  could then be at risk. Pensions need to be affordable for members to be sustainable.

Moreover, without valuation methodology which we can support, the chances of VCs pushing for de-risking (i.e. moving to defined contributions) at future valuation cycles are necessarily higher.

But if USS says our pensions aren’t sustainable, don’t we risk losing our pensions anyways?
Our pensions are sustainable. The myth of unsustainable pensions comes from USS treating our pensions as if the HE sector is a company like Carillion. But the HE sector is nothing like Carillion. It is far larger and far more stable.

Ok, I get why we’d want to take action  against USS. But that’s not the way which industrial action works. We’re striking against Warwick and Warwick’s position on pensions has been pretty good.
We need a ballot, paradoxically, to support Warwick’s position. Employers across the country are losing faith in the USS, and some (like our own) are starting to raise their voice, but neither their voice nor ours is being listened to. If we don’t push back now, USS will tighten their grip, and will almost assuredly ignore the second report of the JEP, employers will start planning to mitigate against the USS valuation, and this will pose enormous problems and instabilities for our pension.

If we didn’t win last time, how are we going to win this time?
We won the battle last time: we stopped them from eliminating our defined benefit pensions. Now we need to finish what we started by ensuring that USS does what they promised they’d do and listen to the JEP’s valuation.

Pay & Equality


In a time of rising unemployment, should we be grateful to be receiving a pay rise of 1.8%?
The employer’s 2% pay offer is below inflation and that means that it is a pay cut. Since 2009 average pay in HE has dropped in real terms by 17.8% (Retail Price Index) or 11.8% (Consumer Price Index). This in a context in which Warwick currently makes a surplus of £40-50 million a year. The University, and the sector can afford our demands.

But aren’t there more pressing concerns, such as the gender and race pay gap and casualisation?
Absolutely, but these concerns are intimately connected. This Pay Cut Disproportionately Affects Women, Ethnic Minorities, and Casualised Staff. At the same time as Universities are promoting diversity and equality programs to increase the number of women and BME staff, in real terms they are cutting our salaries, and increasingly casualising our workforce.

Gendered Pay Gap: According to The Boar, Warwick had the second worst Gender Pay gap of the Russell Group as of 2016 and more recent figures from the government are just as damning. Women’s mean hourly rate is 26.5% lower than men’s, which means that women earn 74p for every £1 that men earn. And women’s mean bonus pay is 58.4% lower than men’s.

BME Pay Gap: The situation is no better when it comes to race. According to the BBC, ethnic minority academics at Warwick are paid an average 25% less than their white colleagues. And there are only 26 black women professors in the UK and  a persistent culture of racism and bullying.

LGBTQ+: Pay Gap: Staff identifying as LGBTQ+ have long experienced marginalising treatment within UK HE (UCU 2009GEO 2016; UCU 2018). This has included inequalities as manifest in the pay gap within Universities (AUT 2001) as is the case elsewhere (People Management 2019). Sadly, the failure of institutions to collect the necessary data for this analysis has itself remained an issue (EHRC 2019; UNISON 2018).

If the university sector is serious about closing the gender and racial pay gap and changing its culture, it needs to stop degrading the conditions of the very staff its ostensibly attracting.

How does casualisation fit into a ballot about pay? And what is casualisation?
‘Casualisation’ is the process through which employers whittle away the protections, rights, and security of their employees, by moving away from employing people on a full-time and permanent basis to using hourly-paid work, zero-hours contracts, temporary workers contracts, and other similar kinds of contracts. Casualised contracts mean that all staff – both permanent and casualised – feel more precarious and less able to stand up for their rights. And this means our employers can erode our pay and working conditions. A fair wage is only possible if we stamp out casualised contracts. 

But is casualisation that widespread?
The use of casualised contracts is soaring. According to HESA, as of 2016-7, 50.9% of academic staff are on insecure contracts. At Warwick it’s even worse, with two thirds, or 66.5%, of staff on fixed-term or hourly-paid contracts. Moreover, Warwick made national news in 2015 when they tried to innovate a whole new system for “in-sourcing” called Teach Higher in which the university tried to create a wholly-owned subsidiary to hire and manage hourly paid staff, thus denying those staff any employee rights. It was only a mass mobilisation by students and staff that stopped this from happening. It was also this resistance that led to the creation of the current payroll system, Sessional Teaching Payroll or STP.

But hasn’t Warwick committed to ending casualised contracts?Sort of. Because of the great work of our anti-casualisation reps and Warwick Anti-Casualisation, the University has agreed to try and introduce employmentcontracts for PhD students currently engaged via STP for the coming year . The details have yet to be finalised and the broad direction of travel has yet to be finalised.

Sounds good, right?
In principle. However, the devil is in details. While the University claims to be ending casualised work, it’s practices suggest that it is committed to upholding a two-tiered workforce. The University has refused to look at the current STP framework as part of the process of contractual change, including the issues of workload and pay, a matter of negotiation, instead offering only “consultation.” preferring to simply ‘consult’ with the union and with STP employed staff with no promises of taking their suggestions into account.

Moreover, the University has also refused to address the key issues of workload and pay for casualised staff. According to the UCU’s recent report on casualisation, 60% of casualised staff work well beyond their hours, but the University has refused to open up the STP framework for discussion and thus to address the problem of unpaid labour. The formal change to permanent contracts is welcome, but without a commitment to ending workload increases and unpaid labour, it doesn’t actually address the problem of casualisation.

Get the Vote Out Events

As part of our GTVO campaign, Warwick UCU is hosting a number of exciting public events. Come join us!

Wednesday 25 September
Door Knocking and Organising Training Session, 16:00-17:00, Humanities Studio

Want to help but not sure how to talk to people about the strike? We’re here to help. We’ll be providing a debriefing and training on both the key issues in this ballot as well as how to talk to members and potential members.

Followed by our……
Wednesday 9 October,

An evening with our new GS, Jo Grady, and social, 17:00-19:00, Room TBA. 

This event is open to the public so feel free to bring comrades, friends and family. Please register here.

* Wednesday 16 October
All Members Meeting, 13:00-15:00, Humanities Studio

This is our fall semester meeting. In addition to answering questions about the ballot, we will also be discussing important issues around lecture capture, casualisation, and the recognition agreement.