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LUCU News: February 2022

LUCU News: February 2022

In this newsletter, we report on: USS and Four Fights disputes, Industrial Action, and Health and Safety: Covid.

USS Dispute:  Background

Our earlier communications have set out the background to the dispute. In the first of our video explainers, pensions rep Matthew Inglis explained that the cause of the dispute is the extreme level of pessimism in USS’s March 2020 valuation. Since that video was made, USS’s assets have continued to grow. As of December 2021, the scheme’s assets were worth £92.2bn, a figure that the ‘prudent’ assumptions of the 2020 valuation said would not be reached until 2133. In response to these absurdly pessimistic assumptions, UCU called for a new moderately prudent evidence-based valuation. Instead of joining with UCU to insist upon a sensible valuation, the employers’ group UUK prioritised avoiding any financial consequences for themselves by proposing severe cuts of up to 35% to your pension.

Hopefully, you will have logged into the official USS modeller to see how you will be affected by UUK’s proposals. If you haven’t been able to, the graph below provides a guide for different combinations of salary and year of birth. Note that the assumptions that underpin the USS modeller were agreed with UUK and are not disputed. Our employers accept these figures. But despite this, the post-truth comms team at UUK continues to falsely assert that for “the vast majority” of USS members the cut will be between 10% and 18%. Those of us who used the USS modeller know that this is simply untrue.

UCU’s proposal

At our General Meeting on 12th January, members expressed strong support for UCU issuing counterproposals designed to avoid industrial action. This was fed back to national UCU by branch officers, and a national Branch Delegates Meeting was held to discuss the form of these counterproposals. A version of the proposals that attracted strong local support were issued by UCU on 26th January. This solution would involve retaining existing benefits for at least a year, at the cost of contribution rises for members and employers. Critically, the cost to employers would still be within the overall cost envelope of the pension contributions forecast for the 2021/22 and 2022/23 financial years.

The UCU proposal is consistent with the views of USS members as expressed in the recently completed consultation. The responses from the consultation show that most respondents are in favour of maintaining current benefits, even if this means paying slightly more until a new valuation could be completed. 

Nevertheless, UUK’s response to UCU’s attempt to resolve the dispute was to issue a statement saying that “The union’s proposal does not appear to be a serious attempt to reach agreement as it doesn’t reflect the views employers have expressed in consultations”. Apparently, UUK is willing to reach an agreement, but only if that agreement reflects their views!

Notably, UUK’s statement was issued without consultation with employers. Following productive discussions with the branch throughout January, the University has replied to UUK as follows:

Loughborough University welcomes the proposal tabled by UCU as an indication of potential first steps towards resolving the current dispute. We have supported in previous consultations a move to conditional indexation, a moderately prudent valuation at the earliest opportunity, and governance changes to USS. These are issues that will need to be resolved in the next period, and we are supportive of UUK and UCU working together to this end.

We strongly welcome UCU’s acceptance that benefit changes are likely to be necessary and see this as a significant change in their position (UCU’s letter says they will accept the ‘[securing of] current benefits or, if not possible, the best achievable as a result of the … valuation’).  

We have stated in previous consultations that we believe the current valuation was excessively prudent. It will be crucial to agree in negotiations what constitutes ‘moderate’ prudence. A suggestion would be to return towards the level of risk deemed acceptable in the 2017 valuation.

The ‘back-stop’ position proposed in point 3 commits employers to higher contribution rates whilst employee contributions remain unchanged. Even noting potential changes to benefits, this is not a realistic proposal and would call on UUK to negotiate with UCU to seek equal treatment to employer and employee contributions in this clause and bring total contributions as close as possible to current levels. 

We support a pausing of industrial action whilst meaningful dialogue at national level takes place over the coming weeks on the issues above, noting the very tight timeframes involved. 

We welcome this recognition from the University that UCU’s proposals were made in good faith as part of a genuine attempt to solve the dispute. Although we disagree with parts of the University’s approach, it is clear that if UUK adopted it then there would be a strong chance of a negotiated solution prior to industrial action. It is now crucial that the Vice Chancellor insists that his representatives do a better job of representing him than they have to date.

Industrial action

You will have received information from Jo Grady, UCU’s General Secretary, announcing that we will be taking industrial action from 14th February if the dispute is not resolved. Before that date USS Joint Negotiating Committee meetings are scheduled to take place on 1st and 11th February, so there is plenty of time for a negotiated solution to emerge.  However, if UUK remains intransigent, UCU will consider the implementation of an assessment and marking boycott to follow strike action.

UUK’s cuts are due to be formally confirmed at a meeting on 22nd February, so it is vital that the industrial action – if it is needed – is solid. We must demonstrate that we are not willing to accept such dramatic and unjustified cuts to our pensions, and that we will not tolerate our employers telling us that they want an agreement, but only if that agreement matches their views. 

Picket volunteers – as previously please get in touch with branch secretary Marc Gibson  – who is again co-ordinating this activity: M.A.Gibson@lboro.ac.uk.

Four Fights

The Four Fights component of Industrial Action begins to run alongside the USS element as of Monday and Tuesday 21st and 22nd February.

Industrial action: Organising to Win

We are very pleased to acknowledge a generous donation to the UCU strike funds from our campus colleagues in Unite the Union – a very big thank you!!

Covid Update

The latest testing data shows that the University undertook 7,154 LFTs (figure includes staff and students), with 107 positive Covid cases diagnosed.

Whilst it is acknowledged that trends in infection rates and more serious complications look positive overall, LUCU remains acutely aware of how quickly the outlook might change. In this regard, LUCU commends the comparatively cautious approach taken by LU in its decision to retain its strategy of regular testing for staff and students on campuses, and for its continued support for hybrid working where practicable.  LUCU will continue to closely co-operate with Unite and Unison in working with LU management to ensure that members are enabled to work in as safe a way as possible.

LUCU Committee

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LUCU News: January 2022

LUCU News: January 2022

Happy New Year!

Our first newsletter of 2022 covers the latest news on the USS Pension dispute, new guidelines for ASOS, and an update on COVID.

USS

USS are required by law to consult with members about any proposals to change benefits or contribution rates. The behaviour of USS during previous consultations does not give us confidence that they will take members’ views seriously, but nevertheless, we would encourage members to respond. If nothing else, it will create extra work for USS (who are required to summarise consultation responses) and allow UCU to correctly argue that we are accurately representing the views of USS members.

In previous years, suggested words have been offered by UCU negotiators. This led USS to weight many hundreds of responses as if they came from only one person, so we are not providing explicit suggested words this time. Instead, Sam Marsh, a UCU national negotiator, has produced a helpful twitter thread with ideas about what you could say in your consultation response.

Sam’s thread is available here, and we reproduce the key points here:

Firstly, here’s the consultation link. You will need your USS member number, which you can find on the top of emails from them, plus identifying information.

https://ussconsultation2021.co.uk/members

Once you’re logged in, you can play with the modeller and confirm that @UniversitiesUK are shameless about misrepresenting the scale of the cuts. (I am projected to lose ~36% of my future guaranteed pension, which falls to ~28% including DC converted to an annuity.)

Once you’ve figured out the impacts, then you can go to the questions. Here are some things you might like to consider saying at various points.

  • If you consider the cuts to be based on a distorted valuation, conducted at the worst point in the pandemic, say so!
  • If you believe the valuation suffers from extreme levels of prudence, then say so! (@MartinWolf_ of the @FT would probably agree.) https://t.co/BRNLi9GfFk
  • If you consider @USSPensions to have breached the scheme rules in how they conducted the valuation processes, biasing the negotiations away from @UCU and towards @UniversitiesUK, then say so!
  • If you consider the directors of the scheme to have acted contrary to your best interests, whether of the valuation date, the lack of control of scheme costs, the lack of divestment, or the equalities considerations of the proposed cuts, then say so! https://twitter.com/ewanmcg/status/1455889324390686726?s=20
  • If you are furious at the misrepresentation by @UniversitiesUK over the scale of the cuts, then say so!
  • If you are prepared to strike to ensure that the cuts are revoked, and a new valuation is demanded by employers, then say so!
  • Of course, if you believe that these cuts are a rational and necessary response to the situation the scheme’s in, then say that instead!

ONE IMPORTANT POINT TO ADD:

If you think that maintaining current benefits is the top priority (even if that means paying 11% from April-October while a new valuation is undertaken), say so! Employers are trying to pretend this option doesn’t exist.

This last point is particularly important. We would strongly encourage you to state, using your own words, that maintaining current benefits is your top priority.

ASOS

On December 21, 2021, UCU escalated Action Short of Strike. Members are asked not to reschedule any lectures or classes cancelled due to strike action. Lectures/classes are defined as any activity between a UCU member and a student or group of students which involves any instruction, tuition, communicating or sharing of knowledge, or guidance. In addition to timetabled lectures and seminars, this includes, for example, placement visits, Personal Best meetings, and dissertation supervisions. UCU will be issuing further guidance on ASOS shortly, and we will keep members updated as information becomes available.

COVID Update

LUCU continues to meet weekly with management to inform and monitor the University’s response to Covid. Our discussions, which involve also UNITE and Unison representatives, have been mainly productive, resulting in improvement to ventilation systems in work spaces across campus where required, while some teaching has been moved to more suitable rooms.  We are pleased to inform members that the University will continue to run a testing programme using its store of Lateral Flow-test Devices (LFD’s), even if the government ceases testing. Regarding home working, we have been assured that where staff are not required to be on campus, they may continue to work from home. For staff who have concerns about in- person delivery or duties that require them to be on either campus, the University will continue its previous posture of providing a non-occupational health focussed solution via line management.

In reflection of the fluid broader national trend, cases at Loughborough University have been rising (see here for latest LU figures); hence, we are requesting additional mitigation measures: to make mask wearing mandatory and the provision of HEPA air filtration units where appropriate (noting this would incur a maintenance overhead). 

LUCU Committee

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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

Email: support@edsupport.org.uk

Website: https://www.educationsupport.org.uk/helping-you/

LUCU Committee

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Industrial Action Bulletin (ASOS) Action Short of a Strike

Industrial Action Bulletin (ASOS) Action Short of a Strike

We are writing to clarify further how ASOS is intended to work during this initial phase of industrial action following new information from UCU as well as further negotiations with local management.

The HEC has opted for escalating ASOS.  In the first instance, we are being asked to work to contract: this means that staff carry out the key functions of their roles but do not undertake voluntary duties, and staff should limit their working hours to a reasonable number which, according to the Framework Agreement, for staff in pre-92 universities, the union considers to be a nominal 37 hours per week.

Escalating ASOS is part of UCU’s ‘Reclaim Your Time’ strategy, that is especially relevant in the post-92 sector where contracts mandate more clearly set working hours. Even so, across the sector, it will prepare the ground for an escalation of ASOS when the HEC meets on December 8, 2021.  Members are being asked to push back against unreasonable workload demands by management.  Reports of excessive workload will be collated by UCU to demonstrate how much free work staff are expected to perform and for falling wages. UCU is cognizant of the fact that this may create workload for members as well as managers, but demonstrating the amount of overwork in the system that staff must perform in what should be their personal time is a vital part of the Four Fights campaign and the campaign to protect staff wellbeing.

Responding to a request to reschedule work

We have been reassured by management that they respect our right to take industrial action, and they agree that asking staff to do work for which they were not paid would not be consistent with the VC’s commitment to “maintaining collegiality and respect for each other” in the context of industrial action – a commitment shared by LUCU.  Therefore, members should not routinely expect to receive requests to replace work lost to strike days.  

However, the University may request that assessments submitted on a strike day be marked. The current terms of ASOS allow them to make this request. Management have agreed with LUCU that this should happen only if the staff member believes this will not materially add to their workload. If the colleague believes the work related to assessment cannot be accommodated in their current workload, they should report this to their Dean, who will be prepared to adjust their workload to facilitate this. The adjustment to the colleague’s workload should be meaningful. This is consistent with UCU’s current guidance for ASOS whereby members can ask what work they “should not do to so as to compensate you for time spent on replacement activities”.

If you receive a request related to work impacted by the strike action, you may use this template (see here for the template and here for the national guidance) to demonstrate to your manager: how much time the task you are being asked to do will take you to complete and report how many hours above 37 (the notional working week according to the Framework Agreement) you would need to work if you were to undertake the task without compensation.  Please copy LUCU into the correspondence with your manager when negotiating on workload.  If you would like additional support in addressing how workload will be managed in relation to such requests, please contact UCU@lboro.ac.uk.

LUCU Committee

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LUCU December 2021 Covid Bulletin

LUCU December 2021 Covid Bulletin

Alec Edworthy, our lead health and safety officer, reports on the latest Covid stats and the most recent meeting between the trade unions and management. 

Case Levels

LUCU continues to work closely with the other campus unions to monitor the COVID-19 situation on campus, meeting on a weekly basis with Neil Budworth, Director of Health, Safety, and Wellbeing, and Anne Lamb, Director of HR. While there has been an increase in cases reported by staff and students, the majority of these have been cases in staff who have school age children where it appears the children have been exposed at school and unfortunately brought it home.

There was a slight increase in cases in students which coincided with the fair being in town, the suspicion being that it came about from increased socialisation over that period, but otherwise cases in students living on campus remain very low and only slightly higher in those students living off campus. 

Face Coverings

The Chief Operating Officer Richard Taylor has sent a reminder to all staff and students that they “must wear face coverings in indoor public areas when moving around”, maintain social distancing, and participate in regular testing (staff and students should be taking LFD tests at least once a week and ideally twice per week).

Ventilation

The focus of our activities recently has been on ensuring that ventilation levels in teaching spaces and offices are at or above the levels required. Ventilation in teaching spaces and offices is provided in one of two ways, either using forced air as part of the overall building ventilation mechanism (managed and monitored by the Building Management System, or BMS) or using the doors and windows in the rooms, referred to as natural ventilation.  The potential viral load in a room is approximated using the proxy of CO2 (carbon dioxide) levels; the higher the CO2 in each area the less ventilation there is and therefore the higher the viral load is likely to be.  Most rooms which have forced air managed by the BMS have their CO2 levels monitored by the BMS, and reports on the levels observed in these spaces are regularly reviewed by Facilities Management to identify any spaces where there may be a need for alterations to be made. 

Most rooms which are naturally ventilated have been fitted with CO2 monitors which give the occupants a quick visual overview of the level in the room. These devices are generally attached to the wall in the room and look very similar to the carbon monoxide (CO) or smoke alarms that many of us have in our homes, except that they have three lights on them, one green, one amber and one red.  Green means that the level of CO2 is below the deemed safe level (the chosen level being 800ppm, with the faster it flashes indicating the closer it is to this threshold), amber means that the CO2 has increased above this lower limit and additional ventilation should be used (e.g. open additional windows or doors), and red means that an unacceptable level of CO2 has been detected (more than 1000ppm) and if it is not possible to provide additional ventilation (or doing so does not extinguish the red light) then the space should be vacated.

If you encounter a CO2 monitor with a red light on it, please do ensure that you file a Near Miss though the University’s Incident Reporting System and drop us an email too please so that we can follow up on it. Where staff have raised concerns with us (for example G Block and SCH105), these have been swiftly investigated by the University, with changes being made in those spaces to improve ventilation. 

LUCU Committee

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LUCU News December 2021

LUCU News December 2021

USS: Response to Vice-Chancellor’s email

We have reported on our ongoing work with management related to workload, EDI and casualisation in previous newsletters, so we concentrate here on USS.

We welcome the University’s continuing willingness to discuss these issues with the branch. This has led to a several important developments. Firstly, we are pleased that the University continues to recognise that the current USS valuation is excessively prudent and that, as a result, the cuts to our pensions we are being asked to accept are unnecessary. Secondly, we are also pleased that the University has called for a new evidence-based, moderately prudent valuation to supersede the existing flawed valuation.

Making such a call was one of the two demands that UCU made of employers in the current dispute. Finally, we very much welcome the University’s acceptance that UUK should provide the same level of covenant support to all proposals considered at the Joint Negotiating Committee (JNC). UUK’s refusal to do this in August, with the consequence that UCU’s proposals could not be considered, is a direct cause of the industrial action scheduled.

However, we are disappointed that the University is not willing to call for the current UUK proposals to be withdrawn, the second of the two demands in UCU’s dispute letter. The rationale given by the Vice Chancellor – this would mean that we would be on a path to crippling contribution increases – is unjustified for at least two reasons. The first is that it ignores the fact that employers’ actions put staff on a path to crippling pension cuts. Essentially the Vice Chancellor’s argument is that the costs associated with the flawed 2020 valuation are so crippling that the University cannot risk being exposed to a share of them, so staff must be exposed to almost 100% of these costs instead. This is simply not fair. The second reason is (as explained here) withdrawing the UUK proposals would not involve significant contribution rises until October 2022. This would create enough space to find a negotiated settlement without the need for industrial action. Such a settlement would prevent the unaffordable increases scheduled for that date.

To be clear, the forthcoming industrial action would not be necessary if employers were willing to (i) call for a new evidence-based, moderately prudent valuation, and (ii) withdraw the current UUK proposals, and (iii) enter into good faith negotiations to find a fairer solution. We are very pleased that the University accepts (i) and (iii), but we are disappointed that it has chosen industrial action over calling for the withdrawal of the UUK proposals.

EGM Report: USS/Four Fights/Industrial Action

At the UCU delegates’ meeting on 12 November, the Branch representatives voted in line with the views expressed by Loughborough members at the EGM two days earlier: that is, in support of re-balloting universities that did not reach the 50% threshold, with industrial action to begin in the New Year.

The NEC met the following week and indeed decided to re-ballot those universities, but also to initiate strike action before the Christmas break. Therefore, failing a last-minute breakthrough in negotiations, we will be on strike on December 1-3 inclusive. We encourage you to let students know in advance if you will be taking part in strike action so as to maintain good relations and to avoid causing them undue inconvenience.

We are grateful to senior management for agreeing to delay pay deductions for December strike action until February, and for agreeing to maintain pension contributions during the action.

Pickets

There will be in-person pickets on campus each day. We will meet at the main University entrance at 8:00 am and picket until approximately 11 o’clock. There will be a BBQ on Friday.

BBQ on the Picket Line

To keep members safe, hand sanitiser will be provided as required on picket lines, social distancing will be observed, a list of participants for contact tracing purposes will be kept, and members intending to join the picket are asked to take a lateral flow test before participating.

Members who do not wish to use public transport to attend a picket might consider offering or taking part in virtual forms of action, such as organising a teach-in or using social media to distribute fliers and messages.

If you can support the action by joining a picket, offering a virtual event, or helping to advertise the action, please contact Marc Gibson. 

Out of Office Message

Below is a suggested out-of-office message for you to use during the period of industrial action. Of course, please feel free to adapt as you see fit:

I am currently unavailable as I am taking part in the University and College Union’s (UCU) strike action to defend our right to a fair pension. Please redirect your query to the University management, asking them to use their leverage to help secure a return to negotiations.

Solidarity with Leicester UCU

Some of our members will be supporting Leicester colleagues to GTVO in their re-ballot on USS. If you can’t travel to join the Loughborough picket line, but live in Leicester, please consider visiting their picket lines: they propose an 8:30 am start, with each day ending with a rally and march at 11am.

Branch News

LUCU Health and Safety officers undertook a programme of health and safety inspections in one School (as per Regulation 5 of the 1977 Safety Representatives and Safety Committee Regulations), following multiple reports from members in three subject areas who reported excessive workloads and work-related stressors that were having a detrimental impact on their physical and mental wellbeing.

The inspection took place between 26 October and 19 November. Four meetings chaired by a LUCU H&S officer enabled participants (both members and non-members in the School) to feed back on their work experience in terms of Demands (workload, work patterns and environment); Control (how much say they have over how they work); Support (resources provided both centrally by the University and by line management); and Change (how changes are managed and communicated). This was followed up by a survey. In total, we captured feedback from 66 staff.

The data collected revealed significant stress hazards, and a discursive analysis of responses, along with the survey results, was submitted to HR, with a request that management urgently develop an action plan to address the problems (with deadlines for reaching interim targets, as well as long term improvements). We are pleased to report that the University recognizes the validity of concerns about staff wellbeing in the School, and a meeting is scheduled between HR and the School’s SMT to start formulating an action plan. We will continue to monitor the situation through our reps, as well as through consultation with management about progress on the action plan.

New Reps

We would like to welcome two new reps. Saul Albert, who lectures on social psychology in Social Sciences and Humanities, is our new rep in Communications and Media. Tony Sutton, who is a University Teacher in Wolfson, will now be representing members in Mechanical Engineering. Saul succeeds Dominic Wring, while Tony is taking over from Kaddour Bouazza-Marouf. The Branch Committee would like to thank Dom and Kaddour for their many years of excellent service to members in their areas.

LUCU reps serve as essential ‘on the ground’ points of contact for members. If you might be interested in serving as a rep for your area and would like to know more about what the role entails, we encourage you to talk to our Membership Secretary Marie Hanlon. 

LUCU Committee

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Helping Branches Achieve the Ballot Threshold

Helping Branches Achieve the Ballot Threshold

Helping branches achieve the ballot threshold

UCU National are requesting volunteers to help message members at branches that did not make the threshold. The request is for people to use the ThruText system to help with get the vote out (GTVO). This is a really simple tool to use and can be accessed from most web browsers. If anyone is interested in taking part and helping branches across the country to achieve the ballot threshold please fill in your details here and the campaigns team will be in touch.

Helping the LUCU to help you
We used the ThruText system at Loughborough in the last ballot window and it was very effective. With further re-ballots looking likely, please do log onto MyUCU and check that both your contact details and employment details are up to date. We would like to encourage more of our members to list a mobile phone number on MyUCU for use in future ballots.

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LUCU News November 2021

LUCU News November 2021

GTVO – USS & Four Fights

We are very grateful to our Reps and members who volunteered their time to get the vote out! And thanks to all our members who endured with such good grace the many communications about returning your ballots. We are quietly confident that we are over the 50% threshold, and we will be writing to you again next week with the formal results for each ballot.

How You Can Help Build Support

Members have produced the following graphics that explain succinctly what is at stake regarding USS, workload, pay, and casualisation. We would appreciate members using the graphic as an email footer, sharing it on social media, and/or printing and displaying it on their office doors.

Video archive

If you haven’t had a chance yet to watch the videos by our Pensions Rep Matthew Inglis and our Negotiating Secretary Marc Gibson, you can find them on the LUCU YouTube channel: https://www.youtube.com/channel/UCIx1LVG6eg71sYj_RwLIxnQ

Covid Update

The Dispute Process

We can confirm that the agreement reached with management last year following the dispute process remains in place. The dispute resolution process comprises a pro-active response from SMTs. Managers are asked to identify as early as possible staff who may be concerned about providing in-person teaching. Requests to teach online rather than in-person should be treated sympathetically, and HR business partners are available to assist in determining what action is most appropriate to help staff, without necessarily triggering an OH consultation.

The resolution process has been very successful, but we continue to hear of a few isolated cases across campus where members are being unduly pressured to teach in-person. These individuals are being supported by our caseworkers.  If you are facing pressure to teach in-person, please let us know at UCU@lboro.ac.uk, or contact our Casework Coordinator Andrew Dix – A.dix@lboro.ac.uk, and we will raise the case as a matter of urgency with HR.

Health and Safety on Campus

We continue to meet regularly with management to monitor how the University is responding to the pandemic and the health and safety measures it is putting in place to protect staff and students. We are hearing reports from members who are increasingly concerned about people not wearing masks while moving around buildings or in teaching spaces, students being unresponsive when asked to wear masks in teaching spaces, students complaining about requests to wear masks, overcrowding in some hallways and teaching spaces, and requests to work on campus when people could perform their duties from home.

We have lobbied management to implement the following: 

  • To make mask-wearing mandatory as it is within their legal right to do;
  • To make public ventilation figures for every teaching space;
  • To provide CO2 monitors in shared enclosed spaces, including teaching rooms;
  • To allow home-working wherever possible (following SAGE guidance).

To be fair and transparent, we have offered management the opportunity to explain to members their reasons for declining these requests, and you will find their response attached to this newsletter.  

LUCU will continue to lobby management to agree to the above requests, because we believe that decisions should be based on scientific guidance rather than government guidance where the two may be in conflict, and our Health and Safety Officers believe the above measures would result in a safer campus environment.  Further, in relation to mask-wearing, we do not agree that it is appropriate to place the burden of enforcement on staff.   We would like the University to resource a plan for enforcement as they did last year.

We will also lobby management to provide appropriate support for staff whose requests for students to wear masks is being ignored and work to ensure that our members experience no detriment due to student complaints about reasonable requests to wear masks.  Please let us know if you have any concerns about Covid safety measures, especially concerning mask-wearing, in your work area: UCU@lboro.ac.uk.

LUCU Committee

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Ballots Now Out and Video Update

Ballots Now Out and Video Update

Ballots have now been posted out and those being balloted in the USS and Four Fights disputes should have received them in the post. Look out for this envelope:

When you receive your ballot please open it up, vote Yes & Yes and Yes & Yes on the ballots and put them in the pre-paid return envelope provided. Please then post this back as soon as you can. 

Please click here for the latest video on the USS dispute, where Marc Gibson, Branch Secretary gives his views on the USS dispute.

To see previous videos the branch has released during the dispute please go to our YouTube channel, don’t forget to subscribe so you are notified of any new videos we post.

LUCU Committee

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USS Pensions Dispute – Video Update

USS Pensions Dispute – Video Update

Our Pensions Rep, Matthew Inglis, has produced another excellent short video to update you on the USS dispute explaining the UUK proposal and comparing it to the current scheme. Click here to watch now.

You can still see Matthews previous video that explains the cause of the pension dispute and demonstrates how the 2020 evaluation is flawed, here.

Please share the videos to help publicise this issue.

If you have colleagues who are not yet members of UCU it’s not too late for them to join and have a voice in the dispute. Please direct anyone interested in joining to https://www.ucu.org.uk/join

LUCU Committee