LUCU & UCU emails not reaching all members

LUCU & UCU emails not reaching all members

It has come to our attention that since moving to the new mailing list system our branch emails may be going into people’s Junk folders.  To ensure our branch and national emails go to your inbox, please follow these steps in Outlook.  If you don’t use Outlook you can change your settings in Outlook on the Web.

One email you may have missed contained a link to this Jo Grady video, please watch it if you haven’t already.

Instructions for Outlook

On the Home tab, click on the Junk drop-down menu, and select Junk E-mail Options

Click on the Safe Senders tab

Click the Add button


Click the OK button

Click the Add button again


Click the OK button

Click the next OK button

Outlook on the Web

Log in to

Click on the cog icon to open Settings

Enter the word Junk into the Search box

Click on Safe senders and domains

Click on + Add

Enter and press the Return key

Enter and press the Return key

Click on the Save button to save the changes

Click on the X to close the Settings window

LUCU Committee

Joint Statement from Loughborough UCU & Loughborough University – 9 May 2022

Joint Statement from Loughborough UCU & Loughborough University – 9 May 2022

Loughborough UCU and Loughborough University have continued to work together during the industrial action, to make positive progress on issues locally wherever possible. Today we have agreed the following statement on USS Pensions:

There should be an evidence-based, moderately prudent valuation as soon as possible. Any positive changes resulting from the next valuation of the scheme’s assets and liabilities should be used to improve member benefits and not to reduce employer or employee contribution rates from current levels.

Employers should continue to provide enhanced covenant support through the future valuation process and recognise that this should apply to any benefit proposals agreed through the JNC by either UUK or UCU.

The retention of a defined benefit element of the pension scheme that is affordable for employers and members, sustainable and at a contribution rate that will not discourage employees from participating in the USS pension scheme, is a necessary requirement to settle this series of disputes.

There is an urgent need for the national parties involved in the USS pension negotiations to work toward building and restoring trust. This should be a significant priority.

LUCU Committee

Check with HMRC if your UCU membership is listed in your tax code

Check with HMRC if your UCU membership is listed in your tax code

On UCU strike? Facing another week of lost pay? Do one quick thing today to help – check with HMRC to get your UCU membership listed in your tax code under ‘professional subscriptions’.

You can claim back to 2017/18 at the moment, but be quick as that will roll over to 2018/19 onwards soon as tax year ends this month. You’ll need the annual amounts you’ve paid to UCU to hand (a quick check of online banking/UCU direct debit) for each year, including this one. The same applies for most professional memberships related to your job.

You can also check that it’s on your tax code for the new tax year about to start 22/23 (letters sent recently).

Online can take up to 15 days, so given we are close to end of tax year, we suggest you call 0300 200 3300 with just your NI number and your UCU annual debited amount for the past few years. If you do wish to complete online please click here.

You can also find guidance on this from national UCU here.

LUCU Committee

UCU Trustee, Officer & NEC Elections 2021-22

UCU Trustee, Officer & NEC Elections 2021-22

The ballots to elect trustees, vice president (becoming president in 2024-25)  and national executive committee members opened on 27 January 2022.  The NEC, chaired by the president, is one of the union’s most important elected decision-making bodies, and it is very important that members exercise their right to decide who holds these positions. We strongly encourage you to take part in the ballots.

Ballot information

If any member has not received the ballot material to which they are entitled by Monday 7 February, they should contact the union to request a duplicate ballot paper using the online form which will be made available on this web page on 7 February.  The last day on which duplicate ballot material enquiries will be dealt with is Tuesday 22 February 2022.  The ballots close at noon on Tuesday 1 March 2022.


A live on-line hustings event for the position of UCU Vice president (becoming president in 2024-25) will be taking place at 12:30 – 13:30 on Tuesday 8 February.   You can register for the hustings event here.

Election Addresses

Candidates election addresses can be seen by clicking on the name of the candidate towards the bottom of this web page

Winter Break & LUCU Office Closure

Winter Break & LUCU Office Closure

The LUCU office will be closed from 5pm today, Friday 17th December, and will re-open (and respond to enquiries) on Wednesday 5th January.

We all hope you have a great winter break.

In the meantime, should you need it, the Education Support Partnership is a free service for our members, remaining active 24/7 throughout the winter break. They provide counselling, support, financial assistance and more.

Phone: 08000 562 561

Text: 07909 341229



LUCU Committee

LUCU Memo to Students

LUCU Memo to Students

We suggest that colleagues send a message to students in advance of the industrial action to maintain the best possible relations at what can be a stressful time for everyone involved.  The branch has created the following message to make this easier: please amend as you see fit for your student groups.

Subject: UCU Industrial Action – Beginning December 1, 2021  

Dear <usual form of address>,  

Many of you will know by now that the University and College Union (UCU), the trade union representing academic and academic related staff, has announced a first wave of industrial action over cuts to staff pensions, excessive workloads, job insecurity, and pay levels that have not kept up with inflation. This will impact universities across the sector including Loughborough.  

I regret that, unless the strike is cancelled (which, up to the last minute, is not impossible), strike action is likely to impact on your modules that are scheduled to occur between 1st and 3rd December. This means that teaching will be cancelled, and tutors will not be holding tutorials/office hours, nor answering emails.  

I will confirm nearer the time whether the module will be affected by industrial action.   If you would like to know more about why your lecturers are taking this action, you can access further information via our local Loughborough UCU YouTube channel.  

Kind regards
<your name>
Template Memo to Students

IWD 2021 – Lean In Circles Workshop

IWD 2021 – Lean In Circles Workshop

Are you sitting comfortably?

Over the last 100 years a repeated theme has been the lack of sanitary facilities for women being used as a reason to reject them when applying for jobs.

  • ‘Respectable’ women couldn’t relieve themselves in streets or alleys as men did – London’s first public toilets were built for the 1851 Great Exhibition
  • Lack of access to toilets effectively tied women to their homes, putting them on a ‘leash as long as their bladder capacity’

This silent discrimination continues in many countries around the world. In 2012, female demonstrators in India marked International Women’s Day by storming men’s public toilets in the city of Nagpur, protesting inadequate numbers of bathrooms for women

In 2021, the UK Government has been running a Toilet Consultation to consider ‘the ratio of female toilets needed versus the number for men, given the need for women to always use cubicles’ … and to ‘take into account the needs of all members of the community, to ensure there is a fair provision of accessible and gender-neutral toilets’.

They acknowledge that even in 2021, women often face excessive queues for toilets or do not have access to appropriate facilities. In some cases, this can mean women are reluctant to go out or take trips – so no progress from the 19th century.

Lean In Circles Workshop

Thursday 18th March 1pm-2pm

In this workshop you will have the opportunity to:

  • Connect with other women through small group discussions to share your struggles, give and get advice and celebrate each other’s wins.
  • Discuss and select a #ChooseToChallenge action card making a pledge for action to support and empower other female employees all year round.

Link to join the workshop via Microsoft Teams: Click here to join the meeting

We very much look forward to seeing you there.

LUCU Committee

LUCU Covid Bulletin: Critical Workers and Schooling Guidance

LUCU Covid Bulletin: Critical Workers and Schooling Guidance

While we will continue to update members on Covid-related matters in our regular newsletter, we will also update you through e-bulletins as new information emerges about how the university is responding to the pandemic.

We are writing in response to members’ 1) requests for clarification about the government’s categorisation of university employees as critical workers and what arrangements this allows them to access for their children’s schooling, 2) to clarify the position for staff with children in nursery/day-care and, 3) to clarify the position for casual staff.

Full Government guidance for critical workers may be found here: Critical workers and vulnerable children who can access schools or educational settings – GOV.UK (

The University’s FAQs relevant to critical workers and caring responsibilities may be found here: 

UCU Guidance on Critical Care Worker Status in HE is available here for your convenience.

Confirmation of Critical Worker Status

  • To request a letter confirming your critical worker status, please ask your line manager to email:

Primary and Secondary Schoolchildren

  • Only one person needs to qualify as a critical worker for children to attend a primary or secondary school. However, depending on capacity, schools have the power to restrict attendance; for example, they might require that both parents be critical workers.
  • If you are working remotely and prefer not to send a child to school while government guidance states that only vulnerable pupils and pupils of key workers should attend in person, the university has committed to supporting staff as much as possible to balance home-schooling requirements with workload.
  • If you are working remotely and prefer not to send a child to school while government guidance states that only vulnerable pupils and pupils of key workers should attend in person, members can request a period of unpaid leave or that their hours of work are reduced on a temporary basis.
  • Members should contact their line manager to discuss how best to manage workload while carrying out home-schooling or to discuss the options of unpaid leave or reduced hours.
  • Staff are under no obligation and will not be compelled to take unpaid leave or to reduce their hours of work if they cannot send their children to school, or if they decide they would prefer not to send their children to school, while government guidance remains in place for prioritizing vulnerable pupils/pupils of key workers.

Children in Nursery/Day-Care

Government guidance does not currently apply to children who attend nursery/day-care because such facilities can remain open. However, we can report that management is committed to being as supportive as possible to all staff who have childcare and/or other caring responsibilities and may be experiencing difficulties due to the pandemic.  Members may contact their line manager for support. Your personal circumstances will be considered, and an effort made to agree the best way forward to balance work and childcare.

Casual Staff

The University has agreed to pay hourly paid workers for agreed and scheduled work that cannot take place due to COVID-19.  Therefore, the same arrangements as described above apply also to casual staff with caring responsibilities arising from Covid-19 – but only for work that has been agreed.

If you experience any difficulties in making suitable arrangements with your manager related to home-schooling, childcare and workload, please contact your area Rep or the branch at You may find your Rep’s contact details here:  Department Reps – Loughborough UCU (  You may also contact your HR Partner for further guidance.

LUCU Committee

Loughborough UCU: Position Statement on Race Equality

Loughborough UCU: Position Statement on Race Equality

LUCU recommends that the University:

  • Be open and transparent regarding race inequality statistics at the university with the intention to improve outcomes and achieve parity over time
  • Be pro-active in taking positive action to improve outcomes for staff and students from Black, Asian, and Minority Ethnic (BAME) backgrounds, with a focus on increasing BAME leadership for staff and closing the degree awarding gap for BAME students
  • Refrain from considering ‘BAME’ and/or ‘international’ as static, homogenous categories, and instead seek to take account of the specific forms of oppression and exploitation which different groups face
  • Draw upon and utilise expertise from within its academic community and beyond to inform its definitions, processes and procedures around race equality and ensure they are fit for purpose.
  • Challenge racist legislation from the Home Office surrounding the surveillance of international students and staff, and comply to only the legally minimal extent
  • Increase financial and legal support to international staff struggling with time-consuming and costly procedures regarding their citizenship, settled status and/or right to work in the UK (and similar)
  • Reduce reliance on casual contracts (including zero hours contracts), as they disproportionately affect BAME colleagues
  • Become an accredited Living Wage employer on both campuses, considering the fact that low pay disproportionately affects BAME colleagues
  • Be willing to engage with and take on board constructive critique regarding race-related matters at the university
  • Recognise how intersectionality can result in particular groups of staff and students’ facing specific problems or disadvantages which remain unaddressed by initiatives focussing only on one aspect of their identity, demographic characteristics and/or social positionality.
  • Ensure BAME staff are recognised and compensated for their efforts and contributions to the race equality and EDI strategies of the university through accurate citation and agreed workload hours, secondment time or additional payments. Additional payments should also be available to casual staff, who should be encouraged to contribute and rewarded where they do so.
  • Create and promote accessible pathways for students, especially BAME students, to contribute to and demonstrate leadership within the university’s race equality efforts. This may involve creating paid positions for students and pay for these roles should be at a level which acknowledges the importance of the work and the emotional labour it requires.
  • Systematise and share knowledge about best practice in race equality throughout the university through staff and student development.

LUCU are pleased to share this Race Equality statement which has been co-developed with LU BAME staff network.

LUCU Statement on Anti-Racism

LUCU Statement on Anti-Racism


Black Lives Matter protests in the past week across the United States and worldwide have demonstrated international resistance to, and outrage against, police and white supremacist murders of Black people, most lately George Floyd, Breonna Taylor, Ahmaud Arbery, and Tony McDade, as well as David McAtee and Jamel Floyd who were killed by police during the protests. Many people who want to condemn racism and show support for the Black Lives Matter cause have been asking “What can I do?”

First, it is important that we do not tell ourselves that this problem exists only in the USA.  As a colonising nation Britain has a deeply problematic track record with race relations, which is far from over, as evidenced by the recent Windrush scandal, ongoing police brutality and racism, racialised unequal COVID19 health outcomes, including the condemnable deaths of Belly Mujinga and Trevor Belle, Black British essential workers, both of whom were assaulted at work and later died of COVID19. We should recognise that the legacy of colonialism, including structural and interpersonal racism (overt and covert), anti-Blackness, shadeism and colourism, lives on across Europe and worldwide.

Second, we can call attention to the issue. In particular, we believe it is the role of white people, and those whose racial backgrounds put them in closer proximity to whiteness, to use their relative privilege and safety to amplify Black voices and advocate for change. The ability to ignore this issue and believe it does not concern you is one way that structural racism is perpetuated. In response to this moment, it is not enough to be “not racist”.  We must be “anti-racist”.

Third, we can acknowledge and understand the history that has made it necessary to demand in this moment that Black lives do matter. Racial inequality in the world today is the outcome of historical processes, producing structural racism benefiting white people, while othering and discriminating against those who are not white. 

Finally, we can recognise that many Black colleagues and students, and those of mixed Black heritage are currently experiencing trauma, anger and exhaustion, as a result of the combination of everyday racism, the disproportionate health impacts of COVID19 on communities of colour, and the heightened racialised violence, pressure and anxiety of this moment. The LUCU committee extends to them our care and concern, and we urge supervisors and peers to please be mindful of and compassionate to these circumstances.

We welcome the articulate response from Loughborough University and its commitment to recognise its part in the problem and dedication to being part of the solution, as well as the Vice-Chancellor’s recent statement in which he centres the importance of challenging racism, and positioning the university as anti-racist. LUCU are also committed to (1) working closely with the BME staff network to address issues of racism within the union, and (2) continuing to engage with university management to improve staff experiences in a way that is cognizant of the specific issues faced by Black staff, staff of colour and minority backgrounds. In addition to anti-Black racism, we also wish to speak out against the everyday Sinophobic and Islamophobic racism against Asian and Muslim colleagues and students on campus and in Loughborough, which has increased due to COVID19, and the ongoing challenges of the hostile environment for immigration that affects our international colleagues.

We invite all members of our University community, but particularly those who are white, to respond to this opportunity to listen, learn and take action.  Below we provide a range of suggestions, some which can be done for free in seconds, others which ask you to invest some money or time. While some of the resources were developed in the US, this does not mean they are irrelevant to us in the UK.

More recommended books available here.

Resources for teaching staff

Educators have a special role to play in tackling racism in the curriculum, in the classroom, and in the student experience as a whole.  These resources will support you in doing this.

Resources for Black/BME Colleagues


Thank you to the individual members of the BME, International, and LGBT staff networks, many of whom are UCU members, who co-developed this statement on our behalf. Thank you also to all the Black, Indigenous, people of colour, and white ally thinkers, activists and content creators whose excellent work we draw upon here.