UofG and 'Zero Hours' contracts
Published: 4 December 2014
The University of Glasgow is to take action to reduce the number of zero hours employment and atypical/casual contracts it issues.
The University of Glasgow is to take action to reduce the number of zero hours employment and atypical/casual contracts it issues, writes Richard Claughton, Deputy Director, HR.
In recent months the University has been actively contributing to the high profile debate over the benefits and drawbacks of so-called zero hours or atypical contracts. We have given evidence to MPs at Westminster and we have been actively working with the trades unions to review our approach.
It is not a simple issue. There are negative impacts and genuine concerns around these forms of arrangements. But there are individuals who find this form of contract convenient and flexible. It is clear, though, that for some workers having no guarantee of regular hours – or when those hours might be – makes it very difficult to plan ahead, and the uncertainty causes extra worry over things like budgeting and childcare. The lack of mutual certainty can also actually make it more difficult for the University to plan and deliver its activities.
Flexibility
The University is committed to acting on this issue and ensuring that all those who work for us are engaged on the most appropriate contract and that where there is clarity on the amount of work available a firm commitment is made. The nature of our organisation dictates that some flexibility is required but, over time we will move away from the use of zero hours employment contracts.
We are also looking hard at casual worker arrangements which far outnumber formal zero hours employment contracts. We believe that a significant proportion of this work might be offered on a more structured basis with some level of mutual commitment to hours. This is likely to result in an increased use of relatively short part-time Fixed Term employment contracts replacing a proportion of the existing casual arrangements.
We are committed to making sure that all those who work for the University are given as much commitment as possible and are made to feel supported and a valued part of our extended workforce.
A new Extended Workforce Policy has been agreed following consultation with the Unions that replaces the University’s existing atypical Policy. This will facilitate a wider review of this area which will be supported by colleagues in HR working with Senior Managers across the University.
First published: 4 December 2014
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