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The independent student newspaper of the University of Sheffield. Est. 1946.
Issue 61 Friday September 20 2013 @ForgePress /ForgePress
Games talk:
Breaking the law Vice City-style, Fuse, p.4
Features find: The power of social media p.14-15
Lifestyle guide: Around the city’s best venues, p.12-13
You can name John’s van
Photo: Jessica Pitocchi Continued on p.2
Silenced: Uni’s £1.8m gagging orders 4 University spent a “worrying” £1.8 million on staff compromise agreements in the last five years Lauren Archer The University of Sheffield has spent over £1.8 million taking out controversial ‘gagging orders’ on former staff members in the last five years. Compromise agreements with confidentiality clauses, known informally as ‘gagging orders’, have been issued to members of staff leaving employment for reasons other than early retirement. They are now known as settlement agreements following the Enterprise and Regulatory Reform Act 2013. The agreements are used when
the University is in dispute with a staff member and are made through a voluntary process where both the University and the employee are legally represented. But unions fear that employees may sign compromise agreements because they fear the stress associated with taking legal action or remaining in work. The Trades Union Congress (TUC) said: “We are seriously concerned that the new legislative provisions on the admissibility of settlement offers and discussions in unfair dismissal cases will send a signal to employers that they are free to sack staff for arbitrary
reasons without needing to follow a fair disciplinary procedure. “Whilst employees will have a theoretical right to turn the employer’s offer down, many will consider they have no genuine choice other than to accept the sum of money and leave their job. “Many employees will accept the offer simply because they assume it is a foregone conclusion they will be dismissed if they do not. “Others will fear that they will be bullied or victimised if they remain in the job. The provisions are therefore open to abuse by employers and could have a detrimental effect on wider
employment relations.” The University said that “the decision to compromise is made taking into consideration factors including the beneficial impact to all parties through timely resolution to the dispute, the commercial impact of resolution, and the effective management of personal and or organisational risk.” A former University employee who signed a compromise agreement told Forge Press: “Such is the stress of taking legal action against powerful organisations that many employees choose to sign a compromise agreement containing a gagging clause.”
Year 2008 2009 2010 2011 2012
Number 16 24 25 13 24
Total 102
Cost £236,255 £549,589 £579,589 £196,907 £273,158
8
9 £1,835,4
Continued on p. 3