Strike ballot looms at Durham University over workloads and job insecurity

The ballot, seeking a mandate for strike action and industrial action short of a strike (ASOS), is due to open on 15 January and run until 6 February.  

Workloads and job insecurity were already major issues for Durham staff. Both have been made much worse by recent unilateral management actions, including the widespread use of voluntary severance schemes. Slashing a significant number of jobs without putting in place any workload agreements for those who remain has inevitably led to an extreme increase in demands on staff.  

UCU also objects to management's ongoing refusal to negotiate over the local union branch's claim on these issues, which it says is emblematic of Durham's obstructive and damaging approach to industrial relations, with major changes and restructuring repeatedly implemented without any serious negotiation or consultation. 

Durham management, UCU says, has left staff with no choice but to ballot for strike action, having rejected all elements of the branch's claim and then refused to follow the agreed disputes resolution procedure. In balloting, staff are aiming to bring management to the table to properly negotiate, and to win meaningful agreements on workloads and job security.  

UCU general secretary Jo Grady said:'Staff at Durham are being asked to do more and more with less and less, while being denied any meaningful reassurance about the security of their jobs. Management's refusal to even feign interest in proper consultation and negotiations is a disgrace. Goodwill is not limitless, and universities like Durham would collapse tomorrow if their staff stopped going above and beyond out of dedication. Karen O'Brien and her team must stop disrespecting our branch and start engaging.'  

Durham UCU branch co-president Jamie Callahan said: 'We have no choice but to ballot for industrial action as the University has refused to use the agreed process for dispute resolution. We had hoped that the second stage of process would provide a constructive environment with a fresh perspective from management and a desire to resolve the issues on both sides. The ongoing unilateralism of the University Executive is deeply regrettable. It shows contempt for staff and represents an obstructive and damaging approach towards industrial relations.'