YOUR CONTRACT AND INDUCTION CONFIRMATION FORM
(To be completed before you start work)
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YOUR STUDENT STAFF INDUCTION CHECKLIST
YOUR STUDENT STAFF CONDITIONS OF EMPLOYMENT WITH LSU
Welcome from the Union President
WHAT WE EXPECT FROM YOU
Your Trial Period
Approach
Customer Care
Availability to Work
Staff t-shirts and fleeces/jackets
Harassment
Staff Protocol
Damaged or Lost Property
Changes to Your Personal Details
HOW TO SORT OUT A PROBLEM AT WORK
Grievance procedure
WHAT YOU CAN EXPECT FROM US
Staff Benefits of Working for LSU
Payment of Wages
Rest Rooms
Staff Liability to the Union
Reduction of Hours
Consultation of Staff
Health and Safety
If you are being Harassed
Equal Opportunities
Investors In People (IIP)
Training & Development
WHAT HAPPENS IF YOU FAIL TO MEET OUR EXPECTATIONS
Disciplinary procedure
ABOUT THE UNION
Mission Statement
Why we are Here
How we got Here
How the Union works
The Structure of LSU
Union Departments
Sections
Who’s Who at the Union
Managers’ Photos
CHECKLIST OF OTHER DOCUMENTS YOU SHOULD HAVE
Your Job Description
Your relevant employment Risk Assessments
Departmental Plan
Union Strategic Plan
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ABOUT THE UNION
(To be completed on the day of your induction)
ID NUMBER:
NAME:
JOB TITLE:
DEPARTMENT:
MANAGER:
PLEASE READ CAREFULLY AND INITIAL EACH POINT BEFORE SIGNING IN FULL BELOW
(Please note - If this document is sent as an attachment or copied into the body of an email, this will
INITIALS DATE be accepted as a signature).
1.
I have received a copy of the Conditions of Service and confirm my acceptance of their contents.
2.
I have received a Job Description and confirm my acceptance of its contents.
3.
I have received Induction Training .
4.
I have received a copy of the Student Staff Handbook .
5.
I agree to my personal details, including my bank details, being held by LSU (under the Data
Protection Act 1998) for administrative purposes.
6.
I acknowledge receipt of Union T-shirt/s . I understand that £10 will be deducted from my pay
S as a deposit against these items of uniform, paid at the rate of £5 per week for my first two weeks of employment.
STATE NUMBER OF T-SHIRTS RECEIVED ………..
7.
I acknowledge receipt of a Union fleece/jacket. I understand that £5 will be deducted from my pay as a deposit against this item of uniform.
8.
I also agree to reasonable amounts (max £10 per item) being deducted from my pay to compensate LSU for equipment issued to me (eg Keys, Name Badges, Keyfobs) which are lost or damaged due to my negligence.
EMPLOYEE SIGNATURE
Date
Induction Supervised by (print name)
Induction Supervised by (signature)
MANAGERS/SUPERVISORS – A P46 should accompany this document and both should be sent
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ABOUT THE UNION
HEALTH AND SAFETY ESSENTIALS
1.
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Fire and bomb evacuation procedure discussed
Fire-fighting equipment nearest to place of work located
Emergency exit locations nearest to place of work located
First Aiders provision discussed and location of contact nos and FA boxes
Location of Health & Safety Law poster
Where to find copies of the
Accident/Incident
Health & Safety Policy
and Hazard reporting and location of forms
Uniforms/safety footwear/protective clothing details (if applicable)
Any specific departmental Health and Safety issues
PAY AND HOURS
10.
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Been given a written Job Description
How and when
Hours paid discussed
of work discussed and overtime (if applicable)
Time-keeping & recording (time sheets)
Notice periods
Next of Kin information given to your Manager
for not coming into work, holidays and leaving the Union
HOLIDAYS/TIME OFF
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Check existing holiday commitments
Explain holiday entitlement
Procedure for arranging time off
OTHER
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How to sort out a
Do you know
General who problem
your Line Managers and the Exec are?
complaints
at work
to Manager/Supervisor and how to go about them
Location of toilets/lockers/cloakroom for use of self and the public
Personal problems – talk to your Manager/Supervisor or LSA
Respecting diversity and non discrimination
Ideas/complaints - talk to you Manager/Supervisor or Exec Comment Box
Equal Opportunities Policy
TOUR OF PREMISES
You should be introduced to other members of the department.
The location of toilets/ washroom/ lockers/ cloakroom/ emergency exits/ fire equipment/ first-aid points should be indicated.
This document should be completed with reference to the SS EMPLOYEE PACK 2008
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ABOUT THE UNION
GENERAL
The terms and conditions that relate to your employment are set out in this document, the Student Staff Handbook and
your Job Description. If there is any conflict between statements, this document takes precedence.
HOURS OF WORK
Are as agreed between you and your Manager. This agreement is often in the form of a rota.
We will give you at least 7 days notice of any changes to regular shifts that you work and we require you to do the same if you need to change a shift.
You are entitled to, and must take:
 at least 11 hours off in each 24 hour period
 at least one clear day off in each week.
 a 20 min break in each 6 hour shift. This break will be paid.
You will not be required to work more than 21 hours per week on average across a term.
You must inform us if you are working elsewhere so that we can take your work commitments into account in ensuring that we comply with Working Time Regulations.
You are not entitled to any enhanced payments or time off in lieu for working any particular days, hours or Public and
Bank Holidays. You are not obliged to work at any time other than that which you choose to agree with your Manager.
HOLIDAY PAY
You will start accumulating holiday pay immediately you start working for the Union. Your holiday pay will be the equivalent to 7.69% of the rate of pay of your contracted hours.
You may take holiday pay when you have accumulated at least ten hours of holiday pay, i.e. following 130 hours work.
We are not able to pay units of less than 10 hours.
You must give at least one clear week’s notice of wanting time off for exams or personal reasons for which you want holiday pay. This might be useful to help you through a revision or assignment period in your studies.
Alternatively you can opt to save your holiday entitlement as a bonus at the end of the academic year. If you take no action it will be paid into your bank account week commencing 1 st July.
ABSENCE FROM WORK
The Union does not pay you if you can not attend work for whatever reason (unless you are injured during a shift).
You should make every effort to let your Manager/Supervisor know as soon as possible if you are not able to come into work for your shift. Some departments operate a Black Mark system if you do not turn up for work when expected.
Venue staff should call 01509 635102 r 01509 635117, or email clairedelaney@lborosu.org.uk
BEFORE MIDDAY to cancel a shift, for whatever reason.
If you repeatedly fail to turn up for shifts you have agreed, we will not be able to rely on you and you will lose your job.
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ABOUT THE UNION
DISCIPLINARY ISSUES
The rules for employment and disciplinary procedure are set out in the Student Staff Handbook.
GRIEVANCES
If you have a problem with your work, or feel you have been treated unfairly please consult the Student Staff Handbook, which sets out what you should do.
PENSION
There is a Stakeholder pension available to Student Staff, however no contributions are made into the scheme by the
Union. Please see your Manager for further details.
NOTICE OF TERMINATION
You are entitled to one week’s notice of the termination of this contract for each year you have worked for the
Students’ Union.
We require you to give us two weeks’ notice of your intention to leave our employment. You should let your Manager know that you no longer want to work for us by email, at least a week in advance of any shifts you are scheduled to work. If you fail to do so, we will take the equivalent of your wages for the shifts that you were scheduled to work for the
“week in hand” pay that we owe you. This means that if you do not give us one weeks’ notice, you will not be paid for the final week you worked.
PLACE OF WORK
You will normally be required to work from Union premises on or around the Loughborough academic campus, but you may be asked to work elsewhere under exceptional circumstances.
The Union’s full address is:
Loughborough Students’ Union
Union Building
Ashby Road
Loughborough
Leicestershire LE11 3TT
T: 01509 635000
F: 01509 635003
HEALTH AND SAFETY
AND EQUAL OPPORTUNITIES
You are specifically requested to note the sections in the Student Staff Handbook concerned with these important issues.
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ABOUT THE UNION
On behalf of all the Exec team, it’s an absolute pleasure to welcome you to Loughborough
Students’ Union and to thank you for joining our staff. Our Union is one of the leading and most respected Students’ Unions in the country, and is an innovative, forward-looking place. The working environment is always a relaxed and friendly one, and you’ll realise this straight away when you start working here.
At the Union there are over 150 permanent staff, who work here on a daily basis with the executive, who are a team of ten full time sabbatical officers (myself included!), along with six part time officers. Most of us have graduated, and some are still students here. We were all voted on to our different roles by the students of Loughborough, for this academic year, to represent the whole student body.
There is a wide range of experience at the Union, from student staff who might just work a few hours a week to the permanent staff mentioned above, many of whom have worked here for a number of years. Each and every one of them plays an invaluable part in ensuring the effective running of the Union. The supportive and friendly working environment provided by the Union encourages everyone to work well together and the mix of people ensures that we continue to come up with ides to improve and move the Union forward, and we welcome any ideas that you may have yourself. I know you will enjoy your time at Loughborough Students’ Union and I wish you the best of luck in your new role.
Please feel free to come and have a chat or cuppa with me anytime. I look forward to working with you over the next year.
Tel: 01509 635 000
Fax: 01509 635 003 www.lsu.co.uk
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ABOUT THE UNION
You will be initially subject to a trial period. During this time, you will receive training and guidance and we will assess if you are capable of successfully doing the job. You can use this time to assess whether you want to work for us too. We want you to enjoy your job here and understand that it is a partnership approach that works best.
During the first few weeks you should receive frequent training and feedback about how you are doing. After 6-9 weeks you should get more formal feedback summarising the areas you have been trained in and where you are now competent and highlighting any areas where you are falling short of the required standard. You should continue to receive feedback and training as appropriate throughout your trial period. You should use these opportunities to express any concerns you may have about your work here.
If at any point your Manager or Supervisor is seriously unhappy with your performance s/he will call you for an interview to discuss the situation. If they do not feel that you are able or willing to meet the required standards, it may be necessary to bring your employment with the Union to an end. In this case you will normally be given one week’s pay in lieu of notice, unless you are guilty of gross misconduct.
We hope that such actions will not be necessary and that you will be successful and enjoy working for the Union.
If you feel you are being unfairly treated at any time whilst employed at the Union you may use the Grievance procedure outlined later in this Handbook.
We will train you to be as versatile as possible and we hope that this will make your work for us enjoyable and rewarding, as well as giving you a variety of useful skills.
Loughborough Students' Union aspires to the highest standards of service and friendliness from our staff. You will be expected to work as flexibly as possible and help colleagues and the Union in any way you can. The busy and diverse work of the Union requires you to be highly adaptable and able to work under pressure, whilst maintaining a high standard of professionalism especially in relation to work practices, confidentiality and integrity. We also expect you to maintain at all times a friendly and cheerful approach to colleagues and clients.
The Union expects you to be well behaved at all times in the building, whether working or not. You are identified as
Union staff by customers off and on duty, so any bad behaviour reflects on the Union. It will also make you and your colleagues’ jobs more difficult in controlling unacceptable behaviour in the building if you are guilty of it when off duty.
Unacceptable behaviour in the building may affect your continued employment with us.
You will, during your work here, come into contact with customers, whether students, staff or visitors. Although some staff deal much more with customers than others, there are a few basic rules concerning customer service that we should all obey. (The Union runs its own Customer Care training programme and looks at these issues in much more depth. Meanwhile, this section outlines some of the basic rules concerning customer service).
Customer service is really quite simple - there are only two main things to remember; The first is that the customer is not a nuisance, but an essential part of the job: no customers, no job! This can be difficult to remember when the majority of our customers are students who may, at times, not be the most ideal customers. But without the students, we would not be here - they are essential to the Union’s existence. It is also important to remember to treat your customers/clients and colleagues well, when you are at your business, as this is when most people see you.
The second point to remember is to treat clients and colleagues in the same way you would like to be treated. This is not difficult to do, as we all spend some of our lives in the role of ‘customer’. When have you been to a pub, restaurant
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ABOUT THE UNION or shop and received the type of service that has made you go back again and tell your friends how good the service is?
This is what we should be achieving in the Union, so that students are encouraged to come back again and bring their friends with them.
The following check list will help you to make sure that you treat customers with care and how you would wish to be treated yourself.
ATTITUDE
Positive If you expect to do well, you will be successful.
Courteous
Attentive
Helpful
Caring
Always be polite, whatever the circumstances.
Listen; show interest; be alert and observe customers; give them your undivided attention.
You are there to provide a service; demonstrate that to customers.
Make customers feel that they matter, that they are individuals and not just one of the crowd.
Enthusiastic
APPEARANCE
Dress
Enjoy providing a service and show customers that you are happy to help; put energy into it.
The Union is a relatively informal environment but there are some rules which apply even here, particularly when you are working with food or serving drinks.
You should wear appropriate smart dress and be clean and tidy. We all reflect the image of the Union.
Where you have been supplied with a uniform, this must be the outer garment which you wear. Venue staff also need to wear black trousers and black shoes.
Your clothes should be clean and in good repair, rips are out even when they are intentional.
Your hair should be clean and tidy and jewellery should be kept to minimum.
You should come to work clean and well groomed. Arriving direct from a game or a run is not acceptable, unless you have had a good shower. You should also have clean nails.
Much of the work for the Union is strenuous and hot. If you are not using a deodorant you probably smell in a way that is noticeable and unpleasant. Save yourself and others embarrassment by always using a deodorant before coming to work.
Voice Your tone of voice will convey as much information to the customer as the words you use; so you must sound interested, warm and sincere.
Body Language Your gestures, posture and the way in which you walk and sit all send information to the customer.
Smile
Eye-contact
People respond to a smile. It is contagious and puts customers in a more receptive mood.
It is a way of acknowledging people, of building a relationship, establishing rapport and making customers feel welcome.
APPROACH
Confident If you approach the customer with confidence, you develop trust.
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ABOUT THE UNION
Knowledgeable The customer must feel that we know how to do our job; that we are competent and efficient.
Acknowledgement
Welcoming
Always signal the customer’s presence by looking at them and greeting them.
We all need to feel liked and approved of.
If you are unable to come to work, for whatever reason, you should telephone your Manager/Supervisor as soon as possible, so that they can make alternative staffing arrangements.
You should let your Manager/Supervisor know of your general availability for work. This is important so that staff shortages can be resolved quickly. This could mean you having more hours if you wish, but only if a Manager/Supervisor knows the situation.
If you are not able to work at a scheduled time you should let your Manager/Supervisor know as soon as possible. If you frequently let us down at short notice, we will not be able to rely on you and your employment with us will end.
You must arrive at your work area ready to work at the time you have agreed with your Manager. If you need to change, arrive in time to do so before your shift starts.
Please do not wear your uniform out of your work hours as it creates confusion about whether or not you are working and it makes it less likely to be clean and in a good condition when you need it for work.
You will be issued with two Staff t-shirts. These must be worn at all times when working and should be clean and in good repair. A deposit of £10 will be deducted from your pay, at the rate of £5 over the first two weeks. This will be refunded on return of the t-shirts, providing they are washed and in good repair.
Where you are issued with a fleece or jacket for your personal use, a deposit of £5 will be also be deducted from your pay.
ALL T-SHIRTS AND FLEECES/JACKETSMUST BE RETURNED TO YOUR DEPARTMENT MANAGER, WHO WILL
AUTHORISE THE REFUND AND NOT TO FINANCE OR ADMIN.
There are some forms of harassment which are not acceptable in any civilised community and which you should not tolerate, condone or inflict upon others.
RACIAL AND CULTURAL HARASSMENT
Abusing people because of their race or ethnic origin is completely unacceptable and will not be tolerated from any employee of the Union. You should also guard against racially based jokes and humour, particularly if they are directed at an individual. Humour of this sort reinforces racial prejudices and excludes members of ethnic minorities.
SEXUAL HARASSMENT
This is often a source of humour amongst those who have not thought about the subject. Most of us enjoy a little mild flirtation or even perhaps a little physical contact with those we fancy, or even just like, if the circumstances are right.
If the person, the time or the circumstances are wrong, a sexual approach or even a remark or a look can be anything from embarrassing to very upsetting or even frightening. If such actions are persistent, they can cause so much distress that people are made ill or leave their jobs. Harassment at this level is much more common than many people think.
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ABOUT THE UNION
Sometimes the person who causes this distress does not intend to do any harm but is making a misguided sexual advance or conducting a one sided flirtation.
HARASSMENT OF OTHERS
You should be careful to ensure that your actions do not harass any member of staff or customer in any form. The
Union sees harassment as a serious disciplinary matter that may affect your employment with us.
Guidelines to Help Avoid Problems
1.
Keep touching your colleagues to a minimum, even those you know well.
2.
Do not make personal remarks about other people, their sexual preferences, their bodies, or their sexual habits.
3.
Do not make sexual advances to your colleagues whilst you are at work.
IF YOU ARE BEING HARASSED – see later in this document
The Executive Committee are elected to manage the Union so that it works for the benefit of its members. To help them with their work they have employed staff.
In order to develop policy for the future of the Union and to ensure that the Union is serving its members as well as possible, the Union has a variety of democratic structures which discuss the issues and decide what is to be done. The
Executive is then responsible for making sure that decisions are put into practice.
The Executive and other student officers are usually influential in decisions concerned with their areas of responsibility.
They will normally be anxious to take account of the views of staff concerned with decisions that affect them. You are able to put your views to the Executive in a number of ways:
(a) Through the Management structure.
(b) Through policy groups where staff and students develop policy together.
(c) Through supervisor level communication structures.
(d) Project team meetings on particular issues.
(e) Occasionally by means of questionnaires or requests for written submissions.
(f) Some staff have a role of advising the Executive on particular issues as part of their Job Description.
(g) Trade Unions.
It is important that you use only these official means of communication to influence decision making within the Union.
Staff are not eligible to be part of the Union's democratic process and should not try to influence it improperly. Staff should be like the Civil Service or local government officers.
It is particularly important that you do not attempt to influence Students' Union elections.
It is essential that you should be loyal to the Executive, as your employers. You should not refer to the Executive individually or collectively in a derogatory fashion. "If you can't say something nice - don't say anything at all."
Since staff are excluded from the Union's democratic forum, it is agreed that members of staff will not be discussed by name or inference in public in any way that would reflect badly on them. Complaints about members of staff will be dealt with through the Union's complaints procedure.
The more controversial the issue within the Union, the more important it is for staff as employees, to remain independent, impartial and professional.
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ABOUT THE UNION
All personal property should be locked in a specifically designated area, such as a locker or lockable drawer AT ALL
TIMES. This is to ensure the safe keeping of your personal property.
The Union will compensate you for any losses which you suffer whilst you are undertaking your duties for the Union, provided that you take all reasonable care to look after your property. This principle is best explained using examples:
If you left your bag in a locker, or another designated safe place whilst you were at work and it was stolen, then we would compensate you. If however you left your bag on your desk and it was stolen, then we would not compensate you, as you should not leave valuables unattended.
When you begin working at the Union you will be asked to complete details about your home address and telephone/mobile number. Should any of these details change at any time, you will need to report it to your Manager, who will in turn inform the Payroll Administrator and Empex.
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ABOUT THE UNION
The following procedure exists to ensure any problems you may have with your work can be resolved promptly. You are encouraged to use this procedure at the outset, rather than let the problem develop.
Informal stage – If you have a complaint or query about your work, the first thing you should do is to raise the issue with your Line Manager/Supervisor who should respond to you within one week at a maximum.
Formal stage - If you are not satisfied with the answer given at the informal stage then you should write to your Line
Manager/Supervisor who will reply in writing as soon as possible, and within one week at a maximum. S/he may first meet with you to discuss the issue in more detail. S/he may also meet with other people to investigate the matter more fully.
Appeal - If you are still not satisfied with the outcome you should appeal in writing to the General Manager. The
General Manager will review the situation and may convene a hearing. This decision will be communicated to you in writing within two weeks of you lodging the appeal and will be final.
If you have a grievance which relates to your immediate Line Manager/Supervisor and you do not feel you can discuss it with them, then you may wish to contact his/her Line Manager in the first instance. Similarly, if you have a problem of a sensitive nature at work, which you feel you cannot discuss with your Line Manager, you may consult his/her Line
Manager. (See the staff structure in the Essential section of this Handbook).
Please remember that if you do not speak up, things cannot be acted upon. DO approach your Line Manager or
Supervisor if you wish to raise an issue. Don’t be afraid to make suggestions to make changes or improve things.
IF ANY GRIEVANCE OR DISCIPLINARY ACTION INVOLVES ANY FORM OF HARASSMENT , PLEASE ALSO REFER TO
THE HARASSMENT SECTION.
Please note that problem/issues can also be brought up at Consultative Committee which are held once per term.
However, if you are unable/unwilling to resolve the matter in this way you should follow the Grievance procedure above.
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ABOUT THE UNION
In addition to the advantages of working for a worthwhile and exciting organisation, as a full member of the Union’s
Student Staff you are entitled to several benefits:
STAFF DISCOUNTS
After ONE MONTH’s employment you will become a FULL Student Staff member and be eligible for;
20% discount on stationery products, art materials and sports goods in the Union shop, Art Shop and PO Shop.
Free entry, for yourself only, to all events organised by Ents, provided that you have worked in the previous 2 weeks at the Union. The exceptions are the Graduation Ball and any Special Events (for Charity), for which no reduced entry is available.
Your Manager will notify Shops and Ents as to whether you have worked in the previous 2 week period and therefore whether you qualify for these benefits.
STAFF DRINKS
Venue Student Staff who work normal Friday and Wednesday late nights are eligible for one free alcoholic or soft drink after they have finished their shift. This drink must be consumed during Staff Drinks and may not be taken home.. Staff
Drinks may be available on other event nights at the Venue Manager’s discretion.
GETTING HOME
You should not walk home alone late at night if you can avoid it. There will usually be someone working the same shift who lives near you – ask around.
If you are in the position of having to travel home alone and you feel unsafe, you should inform your Manager or
Supervisor, who will make arrangements to help get you home.
STUDENT STAFF PARTIES
You will be invited to the Student Staff Christmas and summer parties, organised by Venue staff. Other socials may be arranged during the year.
STAR TURNS
Student Staff will be eligible for Star Turns in recognition of excellent work. These usually consist of a card and small gift.
Additional reward schemes may be run within departments.
RATES OF PAY
When you first start working at the Union you will be placed on our Basic pay. The student staff grades are as follows:
Basic – the normal rate of pay for normal work
Senior Staff – when you have worked with us regularly and reliably for a year you may be entitled to this rate at the discretion of your manager
Senior Staff 2 – a special rate for qualified security staff and those with significant responsibilities eg Night Bus
Driver
Senior Staff 3/Supervisor – for exceptionally qualified staff, those supervising more than 5 staff and with responsibility for cash/banking
Senior supervisors – for larger team leaders with significant responsibilities eg AVM.
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ABOUT THE UNION
AVM 2 – Those with significant management responsibilities eg leading a team of AVMs or in charge of a minor event night.
Your progression through these grades is based on your experience and performance, in consultation with your manager. They are not awarded automatically.
Your wages will be paid weekly in arrears, on Thursdays, by BACS straight into your bank account. You are responsible for ensuring your hours are written on your timesheet, otherwise you may not get paid. If you have any queries or problems with your wages please see the LSU Finance Office.
Overtime, enhanced pay for unsociable hours or Bank Holidays are not normally paid to Student Staff. Occasionally bonus payments are made for special circumstances or duties; however, this is not normal procedure.
If you are working on event nights and are scheduled to have a break, you will be able to access the Staff Kitchen (next to the Finance Office) and the designated rest room (check with your Manager). Please leave these areas clean and tidy so that they are pleasant for the next people who use them. The areas are normally kept locked so that members of the public do not use them; see your manager or supervisor during your shift for access.
The Union does not expect compensation if you make a mistake at work, unless you have been negligent. For example, if you are at work and drop something, for example a glass, we would not expect you to pay for it, unless you were being negligent or irresponsible, perhaps juggling with them for example. This might also be a disciplinary matter.
You are also issued with equipment and keys so that you can do your job or keep your equipment safe. If you lose or damage these items as a result of your negligence, we may deduct up to £10 per item from your pay as a contribution towards the cost of replacement.
Each case would be looked at individually, but if you are trying to do your job properly and something goes wrong, you will not be held financially liable for the consequences. You should consult your Manager if you are concerned.
Occasionally we need to reduce staff hours because of the seasonal nature of our business. Sometimes hours are reduced and sometimes we have to stop employing staff altogether. Obviously, Managers wish to keep their most experienced and best staff. We try to give people at least one week’s notice and work on a term by term basis.
Selecting staff to be laid off is always difficult and often involves losing staff who have worked well. Student Staff must understand that their employment is not guaranteed and that it may be terminated with notice. We hope to keep these circumstances to a minimum.
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ABOUT THE UNION
A Consultative Committee will meet once a term for Student Staff representatives from each department to meet with the Union’s General Manager, Departmental Managers and the Exec. This will give you the opportunity to present your views, opinions, ideas and discuss any issues.
In addition, each department should have meetings with Student Staff on a regular basis.
There is a noticeboard for staff outside the Union Finance office. Along with general updated information, a regular staff newsletter is displayed on this noticeboard. If you would like to submit a news item for this, please send it to your
Manager.
The aim of Loughborough Students’ Union’s Health and Safety Policy is to:
1.
provide and maintain safe and healthy working conditions, equipment and systems of work for all our employees, student members, contractors and visiting members of the public.
2.
to provide the information, training and supervision as they need for this purpose.
We also accept our responsibility for the health and safety of other people who may be affected by our activities.
The co-operation of our employees is crucial in effectively implementing this Policy. Every individual employed by the Union is responsible for taking reasonable care of their own health and safety, the health and safety of others
and co-operating with Loughborough Students’ Union in doing this. Good communication about health and safety matters should be maintained at all levels within the Union and by every individual.
Loughborough Students’ Union aspires to the highest possible standard of work conditions.
We aim to provide the following:
1.
Adequate facilities and arrangements to ensure the welfare of employees and members
2.
Adequate supervision, information, instruction, training and education
3.
Clean, hygienic work conditions
4.
Protective clothing where necessary
The allocation of duties for safety matters within Loughborough Students’ Union and the implementation arrangements are detailed within this document. This Policy will be kept up to date, on an ongoing basis.
A COMPLETE COPY OF THE HEALTH AND SAFETY POLICY IS AVAILABLE FROM THE UNION WEBSITE, THE
EVERYONE FOLDER Everyone\Template and Important Documents\Health & Safety\Policies, YOUR MANAGER AND
THE HEALTH AND SAFETY OFFICER.
If you are being harassed by the actions of one of your colleagues or anyone else at work, you should not just put up with it; let us know so that we can help. You can do this in one of the following ways:
1.
Talk to your Manager about the situation
2.
Discuss the matter with an Advisor from Student Advice
3.
Talk to your Trade Union representative.
The Union will be sympathetic to your feelings on how you wish the issue to be handled. The Union does not expect you to put up with harassment or abuse from our customers. At times, some of our customers, whether through alcohol or whatever, are less than courteous. If you feel you cannot cope with the situation, you should remain polite to the customer at all times but refer them to your Manager or Supervisor, who will serve them or deal with the situation.
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ABOUT THE UNION
Loughborough Students’ Union as an employer, a service provider and a representative body for students is committed to a policy of equal opportunities for all. We seek to encourage a community in which all individuals may contribute as fully as possible without fear of discrimination or harassment. For further information please see LSU’s Equality &
Diversity Policy.






The Students’ Union Equality & Diversity Policy aims to provide equality of opportunity for all regardless of:

Gender or gender identity


Age
Marital Status
Ethnic Origin/Nationality/Language
Religion or Belief
Sexual Orientation
HIV status
Physical or mental disability
Ex-offender status
It is the aim of the Union to:
1.
Eradicate all forms of prejudice, whether direct or indirect, within its services, activities, trading outlets and operations and as an employer, by breaking down and removing barriers.
2.
Raise awareness and ensure access for all within Loughborough University, Loughborough College and the RNIB by complying with current and future legislation and promoting good practice in all aspects of the Union.
The Union aims to enable all students, staff and visitors to access its facilities and premises on a fair basis. The Union recognises the need to ensure equality of opportunity for members of all groups within society with regards to employment e.g. Selection, promotion and training will be based solely on merit, competency and skills.
Responsibility
All members and staff of the Students’ Union are responsible for implementing and adhering to the Equal Opportunities
Policy.
Action may be taken against staff or any groups of students (inc. clubs, societies or sections), or individual who are found to be in breach of the Equal Opportunities Policy.
1.0 Employment
1.1
During the recruitment process, we will focus on potential ability, not disability.
1.2
We will take all practical steps to assist employees to overcome any disability in relation to work.
1.3
Applicants for posts shall be given as much clear and accurate information about posts through advertisements, job descriptions and interviews in order to enable them to assess their own suitability for a post.
1.4
All Union advertisements and recruitment shall be aimed at as wide a group of suitably qualified and experienced people as possible and shall include a statement of commitment to equal opportunities.
1.5
Interview and appointment procedures shall be adhered to, so as to minimise any potential disadvantage encountered by any group detailed in 2.3 above.
1.6
Induction procedures will include arrangements to ensure that such procedures are clearly understood by everyone (this particularly applies to instructions and notice in respect to the Union’s Health & Safety Policy).
1.7
The Students' Union recognises the right of an employee to belong to, or not to belong to, a trade union, and membership or non-membership of such a union will not be taken into account in any way during the career of the employee.
2.0
Complaints Procedure
2.1
Members of staff and student/staff should report complaints through the line management structure of the union.
3.0
Monitoring
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ABOUT THE UNION
3.1
To ensure the effectiveness of our policy we will carry out regular monitoring across the organisation.
3.2
We will monitor our workforce to find out whether it broadly reflects our local communities and to ensure our practises are free from discrimination.
3.3
We will seek feedback from staff and members as to the effectiveness of the policy and their awareness of its existence.
LSU is very proud of its status as an Investor In People (IIP). The award demonstrates that the Union is committed to developing all our staff and that we recognise the value of continuous learning, training and development. Our aim is to develop the knowledge and skills required to achieve the Union's objectives and visions, in order to ensure success and to seek continuous improvement. It also illustrates that we strive for quality in all we do. For you as an employee of the
Union, IIP means better job satisfaction, a good working environment, recognition and development and pride in being part of a successful organisation.
LSU values the staff that we have working for us. We are therefore committed to ensuring that all staff and student volunteers are provided with the training they need in order to undertake their responsibilities successfully and cope well with the future needs of the organisation. To fulfil this, we place a high emphasis on staff personal and professional development. This is reflected by our Investor In People accreditation since 1997.
We have training programmes that will help ensure that you have every chance to be successful. If your work is not adequate, your Manager will discuss this with you to give you a chance to improve. If you are not able to meet the required standard, your employment with us will have to end. If you feel that you have been treated unfairly, you may raise the issue in writing with the General Manager who will investigate and discuss the matter with you and your
Manager.
Each Student Staff job has a set of competencies developed for it. You will work through these competencies over the first few weeks/months of your employment here with your Supervisor or Manager to assess whether you need further training to become competent. The competencies will then be checked at regular intervals and if you are unable to complete them satisfactorily, then you will have to retrain. If you are promoted or are required to do additional jobs, then further competencies will need to be worked through.
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ABOUT THE UNION
THIS PROCEDURE WILL COME INTO OPERATION ONCE YOU HAVE WORKED FOR THE UNION FOR 26 WEEKS,
PRIOR TO THAT SEE TRIAL PERIOD GUIDE AT THE BEGINNING OF THIS SECTION.
The Union expects that staff will work to the standards required in your job role as set out in this Student Staff
Handbook, departmental training manuals and sessions, or CD ROMS (in some departments). These may be updated from time to time as our procedures change and you should be made aware of these changes.
Should your work performance or conduct fail to meet these standards, your Line Manager or Supervisor will raise this with you informally and tell you where your conduct falls short. S/he will outline the expected standard and give you a period of time in which to improve your performance. You may also be subject to formal disciplinary action if your behaviour or performance represents a serious or continual breach of procedure, policy or protocol.
The formal procedure is as follows:
1.
Your Line Manager will inform you of the complaint against you and give you at least 48 hours notice of when you will meet with them to discuss it. At this meeting your Line Manager will outline the complaint against you in full. You will have a chance to respond. Either party may also invite witnesses to present information and these witnesses may be questioned by either party.
2.
3.
4.
The Line Manager will then consider what action to take and will notify you within 48 hours of their decision.
This will be confirmed in writing within one week in a letter signed by the General Manager or a Sabbatical
Officer of the Union. This decision will include the length of time the action will remain on your formal record, normally 12 months.
You will have the right to appeal against this decision. You should submit your appeal in writing to the General
Manager within one week of receiving your written notification.
The General Manager will arrange to meet with you and any witnesses to reconsider the case. Their decision will be final. You will be notified within 48 hours of their decision. This will be confirmed in writing within one week.
If there is further unacceptable performance / misconduct then you will be subject to further disciplinary action. In each situation the procedure above will be followed and previous matters or incidents, which are still formally on record, may be taken into account.
The management have a number of remedies / penalties at their disposal in disciplinary cases. For example, they may

 consider:
 reviewing training needs or systems to ensure the problem cannot arise again

 issuing written warnings, including a period of time for improvement suspending you without pay demoting you or dismissing you
Examples of misconduct include: frequent unexplained absences; frequent poor timekeeping; unauthorised use of facilities/equipment; rudeness to staff or public; breaking established procedures; breaking confidentiality.
In cases of alleged gross misconduct you may be instantly suspended pending disciplinary action. Examples are sexual abuse or harassment; racist abuse or harassment; being unfit for duty through drugs or alcohol; physical assault; theft; deliberate or serious vandalism; falsification of documents (this list is not exhaustive).
If you would like to bring a friend, colleague or Trade Union Representative (if you are a member) to any meetings which take place as part of the Disciplinary and Grievance Procedures, you are entitled to do so.
IF ANY GRIEVANCE OR DISCIPLINARY ACTION INVOLVES ANY FORM OF HARASSMENT, PLEASE ALSO REFER TO
THE HARASSMENT SECTION.
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ABOUT THE UNION
LSU exists to serve all students at our three constituent institutions:
Loughborough University (which includes LUSAD, the School of Art & Design)
Loughborough College
RNIB Vocational College
By doing our job effectively, we aim to significantly enhance the reputation and effectiveness of all the institutions we serve.
The funds to undertake our work come in roughly equal proportions from annual grants from the three constituent institutions and from the profits made by our commercial services; Shops, Bars and Venue.
The Union owns and controls a large building; the Union Building, which lies between the University and Colleges. It also leases various premises around the campus, to provide services where they are needed by our members. Our premises aim to be well suited to their purpose and well equipped.
We strive to be one of the best Students’ Unions in the country in all aspects of our work and to lead the field in areas of key importance to Loughborough Students.
We achieve our aims through an effective collaboration between elected student officers, student volunteers and professional staff. We are committed to providing all those involved in working within the Union with the training and personal development opportunities they need in order to succeed. This is recognised by our Investors in People award.
Everyone who uses our services, or contributes to the work of the Union, should be entitled to good, fair and equal treatment.
We intend that all our members, volunteers and staff should benefit from good communications within the organisation. We are particularly committed to the effective use of information technology.
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ABOUT THE UNION
Further and Higher Education began in Loughborough in 1909 with the establishment of the Loughborough Technical
Institute, where Sainsbury's now stands. Between the wars, land was gradually acquired on the present site, away from the centre of town. The land was then occupied by Burleigh Hall, a seventeenth century house.
The students did not have a Union until 1918, when the Loughborough Instructional Factory Social Union was established. This Union was for trainees and permanent staff. It was run by staff of the College with Herbert Schofield, the College Principal, as President. It was not until 1921 that the students succeeded in obtaining a student-led College
Union, with a student as President.
When the college split into four institutions in 1952, the College Union became known as the Union of Loughborough
College (ULC). In 1965, Loughborough Training College and Loughborough College of Technology merged and, in anticipation of achieving University status, broke away from ULC to form its own Students’ Union. During the 1970's, negotiations about the construction of a joint social centre took place between the Union of Loughborough College and
Loughborough University of Technology Students. This resulted in the two Unions uniting once more under the present banner of Loughborough Students’ Union (LSU).
The Union sold much of the land that had been purchased in the 1920's (from funds raised by membership fees) and built the older part of the Union Building, which was opened in 1978.
In 1991 the Government called for the expansion of Higher Education. Three years of substantial growth of the
University Art College meant that the Union Building was no longer of an adequate size. In response, the Union gathered its reserves, borrowed £1.1 million from the bank and built an extension on the Union Building, which was opened on 15 October 1994.
Further expansion to the Union building was completed in September 1999. The new area was built to house the Media
Centre, an art gallery, and re-house LSA (Loughborough Students’ Advice), Rag, Community Action, the Athletic Union
(AU) and Label (the Union Magazine). This £1.4 million extension was paid for in equal parts by the Union, the
University and a loan to be repaid by income from the commercial tenants in the building.
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ABOUT THE UNION
The democratic structures of the Union are quite complex. This section briefly tries to outline the main decision making structures of the Union. For more information please see the Union’s Constitution.
UNION COUNCIL
Union Council is the students’ opportunity to have a say on how their Union is run. As the Union’s governing body, Union Council meets monthly as a forum for active debate and policy creation and approval. Its main function is to ensure accountability for the work and operations of the Union. It receives the minutes of many
Union committees for approval and receives reports from all sections of the Union, including the Executive
Committee.
Union Council is the only body that may change the Union’s Constitution (the rules as to how we run). Council also approves the accounts of the Union and appoints the Union’s auditors. Council may call a referendum of students if it feels an issue warrants it. Council meets about once a month during term time and at least nine times a year. It can only take place within term time of all LSU’s constituent institutions.
Union Councillors
Union Councillors are elected on a ratio of one councillor per 300 students members of the Union, from constituency units such as the halls and institutions. Executive (Exec) members and various other student officers in areas of responsibility also attend.
Council Sub-Committees
Council has five main sub-committees, made up of people elected at the beginning of each academic year from
Council:
1. Procedures Committee - interprets the constitution, deals with any disputes that arise from it and makes recommendations to Council about possible changes.
2. Elections Committee - organises and publicises elections and ensures they run properly and fairly.
3. Disciplinary Committee - deals with complaints against individual students and breaches of the Constitution.
It can take action against clubs and sections of the Union and it can withdraw individuals’ privileges associated with Union membership such as banning them from the building, fines etc.
4. Independent Appeals Panel – is chaired by LSU’s solicitor. It deals with disputes relating to the Union’s permanent staff when these cannot be resolved through the usual channels, i.e. the management structure. It can also make policy recommendations to Council.
5. Finance & Trading Committee – is chaired by the Vice President of Finance & Commercial Services and makes recommendations to the Executive on matters concerning any monies of the Union.
Union Council Policy Groups
Union Council also has Policy Groups, which enable more detailed discussion to occur on specific areas. These groups include Councillors, Exec and certain staff members who provide advice.
BOARD OF TRUSTEES
The Board of Trustees is made up of two members of the Exec, the Union Director and several other elected members (7 students), the Chair of Union Council, three lay-members and a representative of the University. It meets several times a year to discuss LSU at a strategic level.
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ABOUT THE UNION
EXECUTIVE COMMITTEE (The Exec)
The Union is led by student officers elected by a secret ballot of all students, held each March. The democratic nature of the Union coupled with student involvement at all levels keeps us in tune with what our members want and helps deliver it. In order to develop policy for the future of the Union and ensure that it is serving its members as well as possible, the Union has a variety of democratic structures which discuss the issues and decide what is to be done. The Executive is then responsible for making sure that decisions are put into practice.
The Executive acts on behalf of Council, i.e. runs the Union on a day to day basis, reporting to and being fully answerable to Council for all its decisions and actions. The Exec has ultimate responsibility for the management and appointment of staff, for the Union’s finances and for implementing policy.
Who goes to Exec meetings?
Any full member of the Union can go along and speak at Exec meetings, but the only people entitled to vote are as follows:
1. The Executive Sabbaticals:

The President - deals with external relations and acts as point of contact between LSU and the
University. They are responsible for staff and Hall and Community students.

Vice President Education - works on representation, academic affairs, student Voice and is the point of contact for RNIB and Loughborough College.

Vice President Democracy & Communications - is the official Secretary for Union Council, Union
Committees, and Elections. They are responsible for communication with students and reputation management of the Union.

Vice President Finance & Commercial Services - responsible for commercial services, the building and
Union finances.

Vice President Welfare & Diversity – responsible for students’ welfare needs and for promoting and improving diversity and our understanding of students’ needs.
2. The Section Heads:

Action Chair
 Athletic Union President

Head of Media

Rag Chair

Societies Federation President
3. The Development Officers:
Development officers are non-paid members of the Executive team and are normally current students:

Alumni Development Officer – works on improving the contact with Lufbra Alumni.

Ethical & Environmental Officer – works towards making Loughborough a greener campus, and raising awareness on ethical issues.

Community Development Officer - works on improving our service to off-campus students and the relationship between students and the local community.

Postgraduate Students Development Officer – works on improving representation and sense of belonging for postgraduate students.
The Union Director and Deputy Union Director are the only members of Union staff to attend Exec meetings.
They do not vote, but offer their advice on past procedures and precedents, legality, etc., and have an overview of all the departments’ work. The Chair of Council and Loughborough College President are also invited to Exec meetings, but they do not have voting rights.
Any staffing matters brought to the Executive Committee are discussed in private and the minutes of this discussion are confidential to the Exec members only. Executive meetings take place weekly, throughout the year.
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ABOUT THE UNION
INTERNAL AFFAIRS COMMITTEES
There are Internal Affairs Committees for the University, College and the RNIB, which discuss matters relating to their constituents, particularly academic affairs in relation to the objectives of the Union. They act as a direct line of communication between the Constituent Colleges’ members and the Executive Committee.
University Academic Affairs Committee
This committee meets about twice a term and deals exclusively with University-specific Academic Affairs issues.
Its aims are to aid communication between the Exec and students within Universtiy academic departments and to make policy recommendations on the this area of work. The LSU
VP: Democracy & Communications must attend, as does the Institutional Representative Officer and one student representative from each department. Its chairperson is elected and has a casting vote, and also sits on
Union Council.
College Internal Affairs Committee
Loughborough College has an active Internal Affairs Committee, which deals with arising issues specific to the
College. The Committee is composed of specially elected officers (Ents, Secretary, Sports, Rag, etc) as well as representatives of students living in or out of halls, the College President and an assortment of other people.
RNIB Internal Affairs Committee
The Loughborough RNIB College has an active internal Affairs Committee, which deals with arising issues specific to the RNIB College. They ae responsible for organising events for RNIB students to take part in and are important in getting RNIB students involved in the Union. They have most contact with the VP: Democracy &
Communications.
THE SECTIONS
The Sections of the Union are:
Action
Loughborough Students' Rag
The Athletic Union
Media
Societies Federation
Each section has a Committee to direct its work and a sabbatical officer to run the section on a day to day basis.
The Sections are areas of student activity that the Union sees as integral to the core objectives and functions of the Union. Sections are included as specific parts in the Union’s Constitution and they report to Union Council.
THE ASSOCIATIONS
The Associations are:
Lesbian, Gay, Bisexual and Trans Students’ Association
Hall Students’ Federation
Town Students’ Federation
Mature Students’ Association
Loughborough Postgraduate Students
The Associations were set up to promote the interests of under-represented groups within the student membership. Any full member who falls within the category of one of these groups automatically becomes a member of that Association. Each Association gives a report to Council, makes policy recommendations and allocates a member of the Executive to liaise with each Association.
Council can establish and dissolve new Associations as it sees fit. Members of the Exec sit on the Associations’
Committees.
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ABOUT THE UNION
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ABOUT THE UNION
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ABOUT THE UNION
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ABOUT THE UNION
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UNION DEPARTMENTS
STUDENT SERVICES
The Student Services Department (previously known as Admin) has three permanent members of staff under the supervision of the Head of Student Services. The department provides a variety of services including printing, photocopying, transport provision, room bookings and faxing, all of which are available to the student body, some for a small charge.
Another important service provided through Student Services is the Student Employment Exchange (EmpEx) which advertises vacancies for the Students’ Union, University and local companies.
MARKETING
Marketing is responsible for: central Union marketing and supporting departments as they undertake their own plans, undertaking market research programmes including surveys, focus groups and mystery customers, taking the lead in digital communications including the Union website and Customer Relationship Management software. The sales of advertising space in Union Media such as Label and Fresher's Guide also originate in the department, along with much of the design work. Marketing also monitors the Union's corporate image policy.
The department has 4 permanent staff: the Head of Marketing & Communications, Media Sales Manager and the Graphic Designer plus 4 Student staff; an Advertising Account Handler, and up to three Marketing
Assistants. The Head of Marketing also looks after Aura Studios.
BUILDING SERVICES
The Director of Facilities, Deputy and three Maintenance Officers ensure that the building provides safe, wellmaintained and environmentally friendly premises for staff and client users of the building and its services at all times. They also carry out a wide range of tasks for other departments and oversee refurbishment of the Union.
The Domestic Manager, Domestic Supervisors and Domestic staff ensure the building is thoroughly cleaned on a daily basis.
CATERING OUTLETS
Our Piazza Café proudly serves Starbucks. It is located in the Piazza on the ground floor, it provides hot and cold baguettes, pastries, salads and fresh coffee and juices during the day, and hot food at lunchtimes.
FINANCE
The Finance Department is situated on the first floor of the building and has a Head of FInance and 3 members of staff, including the Payroll Administrator.
It is open from 10am to 4pm each weekday and is responsible for all salaries, wages, the handling and banking of all cash received by our commercial services and the paying of the Union accounts. You will be paid monthly and your wage slips will be given to you every month. You will be paid by BACS.
Technical / IT
IT Support and the Technical team are responsible for the smooth operation of the Union's IT infrastructure. Use of the Union’s IT resources is governed by our Acceptable Use Policy, which can be found at http://www.lboro.ac.uk/it/policies/loughborough-aup.html
.
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CORPORATE MANAGEMENT TEAM
The CMT consists of the Union Director, Deputy Union Director, Head of Student Services, Head of Corporate
Management, Head of Innovation Development and Head of Management Services.
The Union Director is responsible for co-ordinating the strategic plan for the Union. He is directed by the Exec and the Board of Trustees in managing the premises, the operations, finances and human resources management of the Union. The Deputy Union Director assists the UD and the responsibility for individual departments is split between them.
The Union’s Head of Management Services ensures compliance with H&S Law, maintains our insurance cover, administers the Pension scheme and assists the CMT with a variety of special projects. The Head of Corporate
Management keeps all human resources records updated, deals with recruitment, data protection and undertakes project work and administration for the department.
The Head of Innovation Development undertakes project work for the Union in new areas, facilitates the fulfilment of the strategic plan, helping to broaden our income stream, and supports resilience throughout the
Union.
The team also looks after the tenants of the building, together with the Director of Venue Services.
LOUGHBOROUGH CAMPUS NURSERY
The 102 place, specially designed Campus Nursery caters for children from 3 months to 5 years of age. The Head of Nursery and Deputies lead a team of 40 staff, all of whom are professionally qualified and experienced in child care. The Nursery is open from 8am until 6pm Monday-Friday. It takes children from Union and University staff, students and the local community. Staff are entitled to subsidised rates at the Nursery.
SHOPS
The Union is well served by shops in varying locations on campus and at the College. The staff in this department consists of the Head of Retail Services and 3 Shops Managers. They are assisted by over 20 permanent staff and approximately 40 Student Staff. Union staff are entitled to a 20% discount on stationery products and sports goods in all Union shops.
The Union Building Shop - is based at the front of the Union Building. It is the main shop offering a wide range of goods and services, including stationery, greetings cards and gifts, news and magazines, confectionery, drinks, food, sports wear and equipment and an off-licence. Times of opening may vary, but in term time the
Union Building Shop is open from 8.30am to 10.00pm Monday to Thursday, 8.30 am - 8.30pm Fridays, 8.30am to
5.30pm on Saturday, and 10.00am to 5.30pm on Sunday. During the vacation periods, the shop closes at 5.00pm in the week, 10am-4pm Saturdays and there is no Sunday opening.
The Purple Onion Shop - is situated in the student village and sells greetings cards, stationery, news and magazines, confectionery, drinks, food and has an off licence. This outlet is open from 8.30am until 10.30pm
Monday to Saturday and 10am to 10.30pm on Sundays, but is closed during vacation times.
The Art Shop - is located on the other side of Epinal Way within the LUSAD and College Campus and specialises in art and design materials.
The College Shop - located near the College Reception, selling a variety of drinks, confectionery and snacks, stationery and magazines.
STUDENT DEVELOPMENT
The Student Development department provides support, learning and development opportunities and employability guidance for the many volunteer groups and individuals involved in Union activities. The client groups include the Union Executive, Student Activities, Rag, Action, Athletic Union, Student Voice, Academic
Representatives, Hall Committees, and Union Councillors.
The Head of Student Development, the Deputy and a team of staff support student officers and volunteers in areas such as skills training, finance, project development and management, health and safety issues, personal and group development. The department also recruits and manages teams of Student Ambassadors and
Student Trainers.
VENUE
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The Head of Venue Services has overall responsibility for Entertainments, Bars and Security. During events the
Venue is managed by a Venue Manager assisted by a team of student staff Assistant Venue Managers (AVMs), and a large team of student bar and security staff. The whole operation is run seamlessly, with staff helping each other and being as versatile and flexible as possible, so that we can provide the best possible service for our clients.
The Venue department is run by a small management team, supported by a network of Assistant Venue
Managers employed from the student body. Almost all of the department’s 200+ staff are students. There are 9 licensed bars in the Union building, most of which are open every day during term time until 4am, except for
Sundays when we are open until 12.30am. The security of the venue is controlled by licensed door supervisors.
They are responsible for the security of events held in the building and the safety of those people within it. The
Security AVM is responsible to the Duty Venue Manager for the night.
Room 1 – occupies the back of the building. Due to its size and prime location, it provides the main 3 function bars in the building.
Fusion - situated on the first floor. Fusion is a large area serving a wide selection of drinks, including real ales and strong lagers. It was refurbished to include a chill-out area and outside terrace.
JC’s - situated at the front of the building, next to the Media centre. It has its own separate access, which allows it to be used as a public bar until 11pm. It also has access to the main building, both up and downstairs. JC’s has a lively atmosphere and is always popular, especially with the sporting fraternity of Loughborough. It offers a wide selection of beers and ales, and has an outside terrace.
Cognito – situated just off the Piazza, this area can be used as a separate venue holding up to 450 people.
Alternatively it can be used in conjunction with the rest of the building on event nights.
Can & VIP Bar - for bottles, cans and spirits, this bar is open during busy events.
Venue also organises and runs nearly all the entertainments in the building, from bands, comedy and discos, to end of term parties and the annual Graduation Ball. The sole exception is films, which are arranged by Flix, the film society, which are shown in the Cope Auditorium on the college campus.
Ents also arrange bookings for Cognito and Room 1 for functions outside University and College term times and provide discos, lights and staff services for events outside the Union.
VOICE
The Student Voice Department provides independent and non judgemental advice and representation to students who are in dispute with the University in areas of academic misconduct, impaired performance, academic appeals, student disciplines and formal complaint. This representation is provided by a team of volunteer Student Advocates who receive training and on-going support from Student Voice.
The Department is also responsible for the facilitation of academic representation of Loughborough students, playing a lead role in the training and on-going support of Programme Reps through regular contact and events along with Programme Rep publications.
The Department includes the Head of Student Voice and two other members of staff and a significant amount of volunteer input.
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SECTIONS
ATHLETIC UNION (AU)
The AU office is situated on the first floor and is staffed full time by the sabbatical AU President, a
Sports Administrator plus a Finance Administrator.
The AU’s main role is to provide all Loughborough students with the chance to pursue a sporting interest at any level, be it as an international athlete or someone who just wants to ‘give it a go’. This is done through one of the 54 sports clubs, all of which are student led. Loughborough is synonymous with success in sport and has been UAU/BUSA/BUCS champions for the past 31 consecutive years for women and the past 29 years for men.
ACTION
Action is the volunteering section of the Union. It provides students and staff with a diverse range of projects, aiming to provide challenging and stimulating opportunities through voluntary work which make a big difference to the local community. Projects aim to provide new skills and experiences for all involved. They are staffed entirely by volunteers and a student management committee, with the support of a sabbatical chairperson and an administrator.
Projects include; working with young people, special needs groups and the elderly. This ranges from befriending schemes at Abbeyfields care home or with the National Autistic Society, to assisting young people or adults with learning difficulties through projects such as Glebe House or Right to Read. Action runs projects to suit everyone's interests, hobbies or time commitments, whether it’s a sport related project such as Action Football or Intandem, teaching numeracy skills with Number Partners, one-off A-teams such as countryside conservation in the local area or playground regeneration at nearby primary schools. Action provides international opportunities, sending students overseas to do humanitarian or conservation work in Ghana and Nevada. There are also a number of annual events including the Tea Dance for the elderly, A Flick Down Memory Lane and a
Kids Art Day.
MEDIA
The magazine Label goes out fortnightly in term time and is available free to every student in Loughborough. It is distributed online and from points around the campus and town. Label is run by the Head of Media sabbatical and a team of committed volunteers. It is an important source of information about events and activities taking place in the Union, as well as for being useful for the things every student needs to know!
The Media centre holds professional television and sound recording studios, production and editing facilities,
LCR (Loughborough Campus Radio) studios, LSU TV, and the Label office. The aim of the Media Centre is to help develop students’ skills in all areas of media (production, editing, broadcasting, web design, journalism, etc.). It is also managed by the Head of Media but the hard working student volunteers are a big factor in its running. The Media Centre offers an efficient way to keep students informed and allows them to be involved in both personal and Union media projects.
During the holiday periods the Media Centre concentrates on external clients who, by hiring out our facilities or commissioning projects, increase the amount of money available to spend on student development within the centre.
RAG
Rag involves all students from our member institutions. It is the largest student fundraising organisation in the
UK. Over the last two years it has helped raise over one million pounds for local and national charities. It does this by collecting money on the streets (rag raids), running the famous Rag Fireworks Extravaganza, marathons, and even by climbing up mountains and throwing themselves out of planes!
LS Rag are also the most successful student fund-raisers in the UK raising £1,404,952.28 last academic year!
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CURRENT POSITIONS HELD
(2013-2014) For more information about the executive, see www.lufbra.net/exec
THE EXECUTIVE
President – Josh Hurrell
Vice President Education – Becky Lauder
Vice President Democracy and Communications – Hannah Crisp
Vice President Finance and Commercial Services – Zac Evans
Vice President Welfare & Diversity – Isobel Ford
Alumni Development Officer – David Tingle
Community Development Officer – Tom Parry
Employability Development Officer – Nanchella Makokha
Ethical & Environmental Development Officer – Yara Al Wazir
Global Development Officer – Natasha White
Postgraduate Development Officer – Catriona Laskowski
SECTIONS
Action Chair – Sarah Haar
Head of Media – Helen Crossley
Societies Federation President – Georgia Cheyne
Rag Chair – Paul Nanson
Athletic Union President – Jenny Cooper
SENIOR MANAGERS
Union Director – Andy Parsons
Deputy Union Director – Paul Barlow
Director of Union Facilities – Chris Spencer
Director of Venue Services – Andy Meakin
Head of Finance – Gary Chamberlain
Loughborough Campus Nursery Manager – Vicky Bond
Head of Marketing & Communications – Tim Benford
Director of Retail Services – Josie Barradell
Head of Student Services – Sue Lucas
Head of Technical Services – Andy Todd
Head of Student Voice – Emma Dresser
HEALTH AND SAFETY OFFICER – Jude Hoy
PAYROLL ADMINISTRATOR – Rhonda Mistry
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ATHLETIC UNION (AU)
The AU office is situated on the first floor and is staffed full time by the sabbatical AU President, two
Sports Administrators, a Finance Officer and an AU Development Assistant who is a placement student.
The AU’s main role is to provide all Loughborough students with the chance to pursue a sporting interest at any level, be it as an international athlete or someone who just wants to ‘give it a go’. This is done through one of the 53 sports clubs, all of which are student led. Loughborough is synonymous with success in sport and has been British Universities Sports Association (BUSA) Champions for the past 2 9 consecutive years for women and the past 27 years for men.
ACTION
Action aims to provide challenging and varied opportunities for students and staff to gain new skills and experiences through voluntary work in the local community. Projects are staffed entirely by volunteers and a student management committee, with the support of a sabbatical chairperson and an administrator.
Projects include working with children and adults with learning difficulties, horse riding for the disabled, befriending schemes and the award-winning Street Kids project which involves sports, arts and educational activities with young people at various locations around Loughborough. Action also runs a number of annual and one-off events, including the annual Tea Dance for the elderly, a Kids’ Arts Day and a conservation day as part of
BT Environment Week.
Community Fun Day
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LABEL
The magazine Label goes out fortnightly in term time and is available free every other Friday to every student in
Loughborough. It is distributed from points around the campus and town. Label is run by the Multi-Media Editor sabbatical and a team of committed volunteers. It is an important source of information about events and activities taking place in the Union, as well as for being useful for the things every student needs to know!
MEDIA
The new Media centre holds professional television and sound recording studios, production and editing facilities, LCR (Loughborough Campus Radio) studios, LSU TV, and the Label office. The aim of the Media
Centre is to help develop students’ skills in all areas of media (production, editing, broadcasting, web design, journalism, etc.). It is also managed by the Multi-Media Editor but the hard working student volunteers are a big factor in its running. The Media Centre offers an efficient way to keep students informed and allows them to be involved in both personal and central media projects.
During the holiday periods the Media Centre concentrates on external clients who, by hiring out our facilities or commissioning projects, will increase the amount of money available to spend on student development within the centre.
RAG
Rag (Raising And Giving) involves all students from our member institutions. It is the largest student fundraising organisation in the UK. Over the last two years it has helped raise over one million pounds for local and national charities.
LS Rag are also the most successful student fund-raisers in the UK raising £908,318.32 in the academic year
2007/2008!
It does this by collecting money on the streets (rag raids), running the famous Rag Bonfire Extravaganza, marathons, even by climbing up mountains and throwing themselves out of planes!
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Andy Parsons
Union Director
Paul Barlow
Deputy Union Director
Gary Chamberlain
Director of Finance
Andy Meakin
Director of
Venue Services
Chris Spencer
Director of Union
Facilities
Josie Barradell
Director of Retail
Services
Tim Benford
Head of Marketing
& Communications
Vicky Bond
Head of Campus
Nursery
Andy Todd
Head of Technical
Services / IT
Jude Hoy
Head of
Management
Services
Emma Dresser
Head of
Student Voice
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