9.6 Staff Protocol

LUU recognises that its staff are central to its activities. The staff provide continuity, advice and managerial expertise and as such are a valued resource. We have a staff protocol because we think it is important to clarify the working relationship between the organisation's members and its staff. This protocol forms an annexe to the terms and conditions. The protocol must be adhered to at all times by the members, officers and staff of the Union.

Staff Status

All staff are employed directly by the Union. LUU agrees all terms and conditions for Union employed staff. The annual cost of living pay increase is negotiated by independent pay bargaining.

People & Values Committee

The People & Values Committee is a sub-committee of the Board of Trustees and meets 3 times a year. The Committee comprises at least 3 trustees appointed by the Board, plus a number of external members. The Director of People & Quality also attends.

Its remit includes:

• To recommend and oversee the implementation of the HR strategy, including amendments to and implementation of employee policies

• To define and scrutinise delivery of activity around embedding LUU culture and values

• To oversee the Union-wide Pay Award, and all pay and reward structures including remuneration of the Chief Executive

• To review, advise and approve the approach to skills development at LUU, considering both paid and voluntary roles

• To receive regular updates and provide guidance on delivery of work to support the equality, diversity and inclusion policy of LUU.

• To maintain a watching brief over People activity, including recruitment and retention, grievances and cases and pay bill management

Role of the Executive and individual officers

Officers of the Union will not directly manage the work of individual staff members. In the event that an officer wishes to change the priorities of a staff member they will see the Chief Executive in the first instance. This is not meant to prevent dialogue between officers and staff, but it is essential that each staff member has one manager from whom they take direction. In the event that an officer has a complaint against or a comment on the behaviour of a member of staff they must not deal with it directly, but should report it to the Union Affairs and communications Officer who will report it to the Chief Executive. The Chief Executive will investigate the issue and decide whether or not to take the matter further, reporting to the Union Affairs and communications Officer.

Elected Officers share a collective and individual responsibility to ensure that under no circumstances will staff be discussed at Union meetings. Staff may only be mentioned in

Leeds Student of any other LUU publicity with the express permission of the Chief Executive.

Role of Staff

The role of staff is to operate the services that LUU provides for its members.

A staff member with a complaint against or a comment on the behaviour of an officer must not deal with it directly, but should report it to the Chief Executive who will report it to the Union Affairs and communications Officer. The Union Affairs and communications Officer will investigate the issue and will decide whether or not to take the matter further.

In the event that an individual member of staff or a group of staff have an issue with their employment they should pursue it through the line management structure or via the trade unions as appropriate.

Members of staff shall not become actively involved in the policy making of LUU, nor shall they become politically involved in or attempt to influence LUU elections or referenda. Members of staff should not take part in any public discussion which could be construed as critical of LUU officers and their policies, or attempt to influence the political views of others within the workplace outside of trade union activity.

Student Staff

Some staff in LUU will also be members of LUU if they are studying at the University of Leeds. These staff as full members of the Union, are able to participate in the democratic running of the Union, but must not raise issues relating to their employment.

This protocol does not affect the rights of staff members to pursue an issue via the disciplinary and grievance procedure.

It is expected that both staff and officers will treat each other with respect and courtesy at all times.