UCL London Living Wage: NOW
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We demand UCL pay the London Living Wage: NOW
Despite committing to the London Living Wage in September 2010, UCL still pays its contract cleaning and catering staff poverty wages. Fourteen months on we demand the living wage be instated:NOW! In this same time period workers have seen their hours cut, and workloads increased .As part of its illusive transition, UCL management has overseen an attack on conditions - a flagrant disregard for the LLW's central concern: workers' welfare. The LLW package is determined by the Greater London Authority as a bare minimum to survive in London. It's set at a level meant to ensure earners and their dependants can have:
* adequate warmth and shelter
* a healthy, palatable diet
* social integration
* enough time away from work to avoid chronic stress
As of September 2011 that means £8.30/hour (increased 45p since last year to reflect the rising cost of living in London), plus fair sick pay, fair annual leave and the utmost respect for the right to join a trade union. It's a disgrace that at a university founded on egalitarian principles so many people still have to survive on poverty wages.
* adequate warmth and shelter
* a healthy, palatable diet
* social integration
* enough time away from work to avoid chronic stress
As of September 2011 that means £8.30/hour (increased 45p since last year to reflect the rising cost of living in London), plus fair sick pay, fair annual leave and the utmost respect for the right to join a trade union. It's a disgrace that at a university founded on egalitarian principles so many people still have to survive on poverty wages.
We are appalled that UCL not only appears to not be implementing the LLW, but that it is in fact intentionally delaying the payment and cynically undermining everything the LLW stands for. We will continue to pursue every channel necessary to push UCL into treating its staff with the bare minimum of respect and dignity.
We, the undersigned, call on the UCL Provost to:
· Follow in the footsteps of LLW employers like Birkbeck and implement the LLW with immediate effect. Staff should not have to wait for their contracts to expire; they have waited long enough.
· Commit to deliver to UCL subcontracted staff the full LLW package: this includes rudimentary terms and conditions such as sick pay, pension rights and over-time pay.
· Protect the hours of existing staff currently working at UCL.
· Bring back staff and services in-house.
· Keep the LLW student campaign involved in decision making and for the transitional process to be transparent throughout.
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