Loughborough UCU

Latest Loughborough UCU News

  • Participate in LUCU Equality Focus Groups

    LUCU Equality Officer, Marco Pino, will conduct a series of online focus groups with LUCU members from marginalised groups to better understand their needs and priorities. The proposed groups include Migrant, Black/BAME, Women and Gender Non-Conforming, LGBTQ+, Disabled, and Early Career members. This is the first time that LUCU has conducted these focus groups as part of its equality strategy. Our committee would really appreciate your support with this initiative.

    The first focus group Marco will be running is for Migrant workers. If you would like to participate, please contact the branch and you will be sent a poll that needs completing by midday on Wed 4th Nov, where you can indicate which dates and times you are available.

    The remaining focus groups (Black/BAME, Women and Gender Non-Conforming, LGBTQ+, Disabled, and Early Career members) will be advertised and scheduled in the coming weeks and months.

    We will review responses and contact participants with an invite to the chosen slot. Our aim is 3-10 people per focus group. We are only able to run one focus group for each cohort and there is the possibility that your group will run at a time at which you are unavailable. There is also the possibility that the group will be ‘full’. In both cases, you are very welcome to send any comments or reflections on needs and priorities for you as a member of a marginalised group or groups to Marco directly. We apologise in advance for this limitation.

  • Teaching-Focused Roles – Survey 

    A group of members working in teaching-focused roles has been coming together to discuss concerns around how their positions are defined, recognised and supported across the University. This work has been focused on: 

    • University Teachers 
    • Postgraduate University Teachers 
    • Teaching Fellows 
    • Bought-in Teachers 
    • Specialist and Supporting Academics – Teaching (SSA-T) 

    If you work in one of the roles listed above, please consider contributing to this campaign by filling out their short survey. 

    Every response will help build a clearer picture of the experiences of teaching-focused staff and strengthen the collective effort to secure improvements where they are needed. All responses will be treated confidentially – and the more responses we receive, the stronger the evidence base will be for pursuing meaningful change.

    Background

    Over a number of years, teaching-focused colleagues have raised questions about how teaching-focused roles are used in different Schools and Departments, progression opportunities, workload, contract arrangements and whether job titles accurately reflect the work people are carrying out. There have also been concerns about whether staff undertaking similar responsibilities experience different expectations, recognition and career development opportunities depending on their role or contract type. 

    By comparing experiences and identifying common concerns, colleagues have begun to build a clearer understanding of the issues and how they might be addressed. 

    Progress So Far 

    Colleagues have already brought these concerns into discussions with the University through established negotiating channels, while continuing to organise collectively around the issues. These conversations have helped raise awareness of concerns relating to teaching-focused roles and have prompted further discussions about how some of these positions are described and understood across the institution. 

    Alongside this work, the campaign-group members agreed that a broader evidence-gathering exercise was needed. While individual experiences are important, meaningful change is often more attainable when we can demonstrate how widely particular issues are felt and where patterns emerge across the University.  

    Why Are We Running This Survey? 

    The aim of the survey is to build a better understanding of where teaching-focused colleagues face common issues, where their experiences differ, and what changes people believe would make the biggest difference.  

    Most importantly, this survey is meant to offer an opportunity for you to shape the direction of the campaign by highlighting the issues that you feel matter most. 

    How the Results Will Be Used 

    Access to individual survey responses will be restricted to those involved in administering and analysing the survey, and any findings shared more widely will be presented in an anonymised and aggregated form. Information that could potentially identify individual respondents will not be shared with the University, and no individuals will be identified in any reporting arising from the survey. 

    Findings will be used to support ongoing discussions with the University, inform future campaigning activity and help determine priorities for collective negotiation. They will also provide valuable evidence about how teaching-focused roles are experienced in practice, where inconsistencies may exist and what improvements staff would like to see in areas such as recognition, workload, progression and career development.

  • Workload Reps: Could Your Area Be Next?

    Last year, we put out a call for members interested in becoming local workload reps. We’re delighted that two members have since stepped forward and taken on the role, giving us workload representation in the Business School and the School of Design and Creative Arts.

    Their involvement means we now have colleagues who can help identify workload concerns, gather evidence from members, and work with the branch to raise issues locally. As workload pressures continue to be a major concern across the university, having representatives embedded within different areas is an important part of ensuring staff voices are heard.

    However, many schools, departments and professional service areas still do not have a workload rep.

    If you’ve been concerned about growing workloads, unrealistic expectations, or the impact of workload on colleagues’ wellbeing, becoming a workload rep is a practical way to make a difference. You don’t need to be an expert in workload allocation models or university policy. Training and support are provided by UCU, and the role can be shaped around the circumstances of your area.

    UCU has recently announced a further round of Workload Rep Training on 23rd October, running online from 9.30am to 12.30pm. The course is open to members who would like to find out more about the role and consider becoming a workload rep.

    Further details and booking information are available here: https://my.ucu.org.uk/app/courses/course_booking/CourseID/2038

    If your area doesn’t yet have a workload rep, please consider whether you could help fill that gap. Even a small number of local representatives can make a significant difference to how workload issues are identified, evidenced and challenged across the university.

  • Dr Madeleine Moore Joins the LUCU Committee Following Election to UCU National Executive Committee

    Congratulations to Dr Madeleine Moore from Loughborough’s Department of Mathematics in the School of Science, on her recent election to the UCU National Executive Committee (NEC) as a UK Elected Member (Higher Education).

    The NEC is UCU’s national governing body, responsible for setting the union’s direction and overseeing its work across the UK. Madeleine’s election is a fantastic achievement and means she will help represent higher education members at a national level.

    Madeleine’s election also means she will be joining the Loughborough UCU Committee. Under the branch constitution, any NEC member who is a member of the branch is automatically a member of the LUCU Committee. We are therefore very pleased to welcome Madeleine to the committee and look forward to working with her.

    Madeleine introduces herself below:

    “My name is Madeleine Moore and I have been a Lecturer in Applied Mathematics at Loughborough since 2024, while previously being Lecturer at Hull and a Fellow at Lincoln College, Oxford. My research specializes in industrial and applied mathematics, with my current focus begin droplet evaporation and colloidal patterning for manufacturing.

    I have been a member of UCU for many years, particularly since the “Four fights” strikes just after Covid. I am currently a member of the Women Members and LGBTQ+ Members Standing Committees, have represented UCU at the TUC Women’s Conference and was elected to the NEC as a UK HE representative in September 2026. My work in UCU has centred around WMSC submissions to the Scottish Government’s consultation on tackling GBV and UCU’s response to the transphobic EHRC Code of Practice.”

    Madeleine’s new role gives LUCU a direct voice at the heart of the union’s national structures, and we are looking forward to the contribution she will make both nationally and within our branch.

    Please join us in congratulating Madeleine on her election and welcoming her to the LUCU Committee.

  • Solidarity with University of Nottingham UCU

    You may have seen in the past few months notable politicians and chief executives concern about what the University of Nottingham is proposing. This will see closures of some nursing, ending music degrees and will leave East Midlands with no provision of degrees in modern languages. On top of this, and despite evidence of extreme workload pressures, the plan is to pile even more work on anyone who remains. 

    This week Nottingham University branch are starting their extended industrial action in defence of the hundreds of jobs at risk and these course closures. UCU has worked with lots of supporters to put forward alternate plans showing a real financial alternative seeing no job or course losses. Alas the University have deemed the alternative is not viable and are pressing ahead with their destructive plans. The University Council are making their decision whether to go with the senior leaders’ proposals on 1st October. 

    It is appreciated that you are likely to be in work but equally you may have some time to spare or know of others who may be able to help.

    Nottingham University members will be striking on 30th September and 1st October and again from 5th October up to mid-December. Your support would be greatly appreciated. 

    On 30th September at 12 noon, supporters are asked to assemble at the Portland Building steps to pick up leaflets about the rally to hand out around the campus. This rally is to demonstrate to Council how widespread the plans are opposed. 

    On 1st October pickets will be on the line (main gates)  from 8.30 and moving to the rally at 12 O Clock outside Trent Building.

    If you can spare any time to either help with the leafleting, attending the rally or dropping by to give solidarity on the picket line please do so.

    Details of further pickets and rallies will be out soon. 

  • General Meeting & AGM Schedule (2026–27)

    Please save the dates for our upcoming General Meetings and Annual General Meeting (AGM). All meetings will run from 1–2pm, with locations and further details to be announced closer to the time:

    General Meetings:

    • Wednesday, 18 November 2026
    • Wednesday, 27 January 2027
    • Wednesday, 17 March 2027

    Annual General Meeting (AGM):

    • Wednesday, 12 May 2027

    These meetings are vital opportunities to shape the direction of our branch and to stay engaged with the work of your union. We hope you’ll make a note of the dates and join us when you can.

  • Check Your UCU Registered Email Address Today

    Changes to trade union legislation mean that UCU will soon be able to use electronic balloting in certain circumstances, including some union elections and industrial action ballots.

    For many members, this is a positive step. Voting online is quicker, more convenient and can make it easier for members to take part in the democratic life of our union. But there is one important thing every member needs to do before e-balloting can become a reality.

    Make Sure UCU Has a Personal Email Address for You

    To receive electronic ballot information, UCU must hold a personal email address on your membership record.

    Importantly, this does not need to be your primary email address. If you prefer to keep your university email as your main contact address, you can simply add a personal email address as a secondary email address on your account.

    The key point is that UCU must have a personal email address recorded for you.

    This is a legal requirement. The legislation does not allow statutory union ballots to be conducted through an employer-provided email address. As a result, members who only have a university email address registered with UCU may not be able to participate in future electronic ballots.

    Why This Matters

    As a branch, we want every member of UCU at Loughborough University to be able to have their say in union elections, consultations and industrial action ballots.

    Ballots are often decided by relatively small margins, and participation matters. The more members who are able to vote easily and conveniently, the stronger and more representative our democratic processes become.

    Ensuring your details are up to date now will help UCU make the most of new e-balloting opportunities as they become available.

    What You Need to Do

    Please take a couple of minutes to:

    1. Log in to MyUCU (click here).
    2. Check the contact details held on your account.
    3. Make sure a personal email address is listed.
    4. If you only have a work email registered, add a personal email address. It can be added as a secondary address if you prefer.

    A quick check now could make the difference between being able to vote electronically in future ballots and missing out altogether and will help ensure that your voice can continue to be heard in the union’s democratic processes.

  • “Wages not Weapons” Motion

    For the second year running the Trades Union Congress (TUC) has backed a UCU motion to build an alternative and progressive plan for security based on “decent work, quality public services, equality, climate action, democracy and peace”.  The motion called on the TUC to build on the ‘Wages Not Weapons’ campaign, which calls for investment in public services, rather than “defence” spending – which often translates as increased spending on weapons and the machinery of war, enriching private businesses and with questionable benefits for the safety and security of the UK.  Delegates from the National Education Union (NEU) and National Union of Rail, Maritime and Transport Workers (RMT) spoke in favour of the motion.

    Further coverage of the motion and debate can be found here.

  • Pay Your Pension Some Attention

    This week is Pension Awareness Week, and Loughborough UCU is encouraging members to take a few minutes to check in with their pension arrangements.

    For many of us, pension savings can feel like something to think about later. However, understanding what you’re building up now can make a real difference to your long-term financial planning. Because of the way pension benefits accumulate, good early planning can reap significant rewards later. 

    If you’re a member of USS, this is a good opportunity to:

    • Understand how your pension works
    • Check the value of your membership
    • Review your Annual Benefit Statement
    • Learn more about the options available for saving towards retirement

    A pension is one of the most valuable benefits available to university staff, but it is easy to lose sight of its importance among the day-to-day demands of work. Taking a small amount of time now to review your benefits can help you make informed decisions about your future.

    The USS website has a range of guides, tools and support resources available to help members better understand their pension and retirement options.

    So, if you haven’t looked at your pension recently, why not use Pension Awareness Week as a reminder to give it some attention?

    Find out more and access support through the USS website:

  • Could You Be Our Next Caseworker?

    One of the most important things a union does is support members when they need help. Whether someone is facing a disciplinary process, concerns about workload, redundancy proposals, workplace adjustments, or other employment-related issues, having a trained and knowledgeable colleague by their side can make a real difference.

    Like many branches, LUCU relies on members who are willing to step forward and train as caseworkers. Casework can be challenging at times, but it is also one of the most rewarding ways to support colleagues and strengthen our union.

    You do not need to be an expert in employment law, HR procedures, or university regulations before getting involved. UCU provides excellent training and support to help members develop the skills and confidence needed to represent colleagues effectively. Experienced branch officers and regional support are also available to provide guidance when required.

    Being a caseworker offers the opportunity to:

    • Support colleagues through difficult workplace situations.
    • Develop valuable skills in representation, communication, negotiation, and problem-solving.
    • Gain a better understanding of workplace policies and employment procedures.
    • Play a direct role in protecting members’ rights and improving working conditions.
    • Strengthen the collective voice of the union within the university.

    We are particularly keen to expand our pool of trained caseworkers so that we can continue providing effective support for members across the university. Even if you are simply curious about what the role involves, attending an introductory training course is an excellent first step.

    Upcoming UCU Training Opportunities

    The following courses are available to members interested in developing their casework knowledge and skills:

    Representing Members: An Introduction to Casework

    An ideal starting point for anyone considering becoming a caseworker.

    Challenging Redundancy in the Workplace

    Particularly relevant given the pressures facing the higher education sector and useful for anyone involved in supporting members through organisational change.

    Reasonable Adjustments: Supporting Members

    Interested?

    If you have ever thought about taking a more active role in the union, becoming a caseworker is a great place to start. The training is accessible, the support is there, and the skills you gain can make a genuine difference to colleagues when they need it most.

    If you are interested in attending any of these courses or would like an informal conversation about what being a LUCU caseworker involves, please get in touch with the branch. We’d be delighted to hear from you.

  • Sexual Harassment at Work

    UCU considers sexual harassment and the victimisation of those who make complaints about sexual harassment as a labour issue which often arises because of power imbalances at work. Sexual harassment is defined in the Equality Act 2010 as ‘unwanted conduct of a sexual nature which has the purpose or effect of violating someone’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment’. It includes unwelcome advances or physical contact, lewd gestures and derogatory comments.

    The University is also committed to making the workplace a safe place and has a reporting process and support services.

    If you worried about sexual harassment at work, would like advice about stopping it and/or help and support with reporting, please contact Ruth Kinna or Marco Pino. You can talk to us in confidence, even if you are unsure about making a formal report.

    University Information

  • Parking Charges Up 10x Faster Than Salaries

    You will by now have noticed the recent changes to charges for parking on campus.  Daily rates have increased for our members by around 20% – a stark contrast to the 2% pay increase offered by employers, and at a time when many staff find it more difficult than ever to park close to their workplace. 

    The changes were discussed with the campus unions before implementation – but as a matter of consultation, rather than negotiation, the University is under no obligation to change its plans.  This highlights the importance of the ongoing work to ensure that where we do have negotiation rights, these are understood and respected by management.

    When the first Car Parking Management Strategy, and first number plate operated barrier system, were introduced we were given assurances that parking charges were only levied to cover the costs associated with providing parking.  This position has apparently changed, and parking charges are now used as a revenue stream by the University.  As noted in previous communications, the maintenance fee for the new barrier system goes up by inflation as measured by the Retail Prices Index (RPI) each year.  RPI is usually higher than the newer Consumer Prices Index (CPI) and has been higher than sector wage increases for many years.

    While it is argued that the “actual” increases are small sums of money this trend, if continued, will see an increasing portion of our wages going back to the University until parking charges match wages.  Clearly this is not a sustainable model and the percentages are relevant.

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