LUCU News: August 2021
LUCU Health and Safety officers continue to meet weekly with management to inform and monitor how the University is responding to the pandemic. We are pleased that the University is planning to retain the use of masks, social distancing, and increased ventilation, as well as the testing, track and trace regime.
While returning to work on campus is currently permitted, it is not mandatory at present: decisions about returning to campus working are devolved to individual schools and services to manage on a justifiable as-required basis. If you have a significant concern about being required to come back to campus that you feel is not being handled appropriately by your line management, contact your LUCU area Rep or committee at UCU@lboro.ac.uk.
The University has produced an updated set of Q&As for staff, which may be found here: https://www.lboro.ac.uk/internal/studying-working-living/staff/faqs/
The fall-out from the flawed March 2020 valuation of the USS pension scheme continues. Following a consultation with employers, including Loughborough, we now know that Universities UK (UUK) intends to propose ~25% cuts to the value of your pension. LUCU strongly encourages you to use the UCU modeller to calculate how much annual income in retirement you personally stand to lose if UUK is able to force through these cuts. The modeller has been produced by First Actuarial (a professional firm of actuaries), is easy to use, and is available here: https://www.ucu.org.uk/ussmodeller.
The next important stage in the process is the August meeting of the Joint Negotiating Committee (JNC), when it is expected that UUK plans to formally propose these cuts to your pension. The JNC is made up of equal numbers of representatives from UUK and UCU, plus an independent chair. If the independent chair decides to vote with the UUK representatives then, unfortunately, it is likely that industrial action will be required to protect our pensions.
For background on the dispute, and details of why UUK’s proposed cuts are unjustified, two helpful
– Woon Wong’s article in the Newsletter of the Royal Economic Society, entitled “Universities’ superannuation fund is accumulating surplus assets!”: https://www.res.org.uk/resources-page/universities-superannuation-fund-is-accumulating-surplus-assets.html.
– Sam Marsh’s article in USSBriefs entitled “How extreme prudence and misguided risk-management sent the USS into crisis”: https://medium.com/ussbriefs/how-extreme-prudence-and-misguided-risk-management-sent-the-uss-into-crisis-baf78c35d9e1.
We have reported before in the newsletter on the personal casework undertaken by members of the Branch. At this point in the academic cycle, with the year heading to a close, it might be helpful to provide an update on our recent casework activity. Since October 2020, we have supported 24 members who approached us seeking advice and representation. These cases have ranged from grievances to disciplinary hearings, and from workload issues to restructures and redundancies. The number also includes several colleagues whom we have assisted in securing exemption from in-person teaching at the height of the pandemic.
Many of these cases are complex, involving caseworkers in significant preparation and multiple meetings. Some of them are ongoing and not to be resolved until the next academic year (by which time other members seeking our support will doubtless have come forward). In each instance, however, we hope that we have been able to offer colleagues facing difficult circumstances both practical guidance and emotional support.
We should say a word about the place of casework in the Branch’s activity at large. Although each case is inevitably individual in its focus, supporting a particular colleague, it is far from true that casework is cut off from our broader campaigning. Regular meetings of the casework team identify patterns and tendencies – how the University is managing restructures, for example – and this then informs our negotiations with the institution. What seems to be a narrowly personal activity is thus always collective in its implications.
As members know, our caseworkers are all volunteers, taking on this task in addition to their day jobs in the institution. Currently we have an excellent team of dedicated people – but more caseworkers are always very welcome. A short training session, delivered either on campus or online by the Union’s regional office, will be arranged for the early autumn – so, if you think you might be interested in becoming a caseworker, do look out for details in due course. In the meantime, if anyone would like to talk about what the role entails, or would like casework support, please contact our Personal Casework Co-ordinator Andrew Dix (A.Dix@lboro.ac.uk).
UCU National Campaign: Building Power in the Workplace
We would like to call attention to this guide that UCU has produced for members, which outlines how to bring about deeper levels of organising to produce the power necessary to win significant victories on the four fights: Pensions, Pay, Casualisation and Workload. https://www.ucu.org.uk/media/11564/Building-power-in-workplace-an-introduction/pdf/Building_power_in_workplace_June21.pdf
Committee has been discussing how best to use the newsletter to communicate with members. We are moving away from lengthy newsletters issued every two months in favour of a shorter newsletter that we will send out during the first week of each month. We will continue to send email briefings about urgent matters as they occur.
LUCU Committee – 02/08/2021