Last month we posted information about the failed appeal that Lancaster University had in an employment tribunal case. Lancaster was ordered to pay former members of staff 60 days’ salary after UCU won a legal battle over the institution’s failure to properly consult about their dismissals.
Yesterday, an employment tribunal declared that Stirling University had also broken the law for failing to consult with unions over the redundancies of fixed-term staff. Dismissed staff there could now receive 90 days pay compensation.
Staff at Leeds will remember that last year the UCU here declared a dispute over failure to consult properly, and were disappointed that the VC announced in Senate that the University had fulfilled its legal obligations to consult. The victory of working people at Lancaster and now Stirling has direct implications for Leeds.The Stirling case and the Lancaster appeal now establish the case law upon which our own Employment Tribunal case depends.
Section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992 states: Where an employer is proposing to dismiss as redundant 20 or more employees at one establishment within a period of 90 days or less, the employer shall consult about the dismissals all the persons who are appropriate representatives of any of the employees who may be affected by the proposed dismissals or may be affected by measures taken in connection with those dismissals.