Tag: News

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Car Parking Update

Car Parking Update

At the recent Joint Negotiating and Consultative Committee (JNCC), the three unions raised the issue of Car Parking under the new parking scheme.  Specific concerns were raised on behalf of members using Creative Arts and East Park car parks who were regularly unable to park close to their place of work.  In recognition of the issues, management agreed to create staff only parking areas and install barriers to check for bona fide visitors in these areas.  Monitoring of car parking more generally will continue, and we would welcome reports from members of any difficulties.

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Outcomes of Motions not heard at GM in March

Outcomes of Motions not heard at GM in March

Our Branch General Meeting on 8th March was unfortunately just shy of being quorate; this meant that the submitted motions could not be heard or voted on. In these circumstances, our branch rules dictate that the motions will instead go to the next Branch Committee Meeting.

Motion to Congress

Rule change motion: The prioritisation of motions at Congress: As this could not be heard at the GM, we had missed the deadline for submission to UCU Congress 2024. This motion may be submitted to the next UCU Congress.

Motions to Branch

Support for International Scholars-at-Risk: This motion was passed.

LUCU to Support Palestinian Human Rights: This motion was not passed.

Motions withdrawn by proposers

Uphold rights and freedoms for all Loughborough Staff and Students.

LUCU to support colleagues impacted by the conflict between Israel and Gaza and to play a constructive role in responding to the conflict.

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UKRI and Voluntary Positions Update

UKRI and Voluntary Positions Update

Following member enquiries for an update on UCUs November 2023 call for all UCU members with voluntary positions with UK Research and Innovation (UKRI) to resign from these roles, the investigation has concluded, and the academics at the centre of unfounded attacks by Michelle Donelan have now been fully exonerated. UCU will continue to put pressure on UKRI and other organisations to resist ministerial interference and improve protections for academics supporting its work, but there is no ongoing call on UCU members to withdraw from voluntary roles at UKRI.

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UCU fights and wins on an extension to USS early retirement factor change

UCU fights and wins on an extension to USS early retirement factor change

The UCU Superannuation Working Group (SWG) have been engaged with USS since January 2024 regarding proposed changes to the Early Retirement Factors from 01 April 2024. Early Retirement Factors are the percentage reduction applied to a member’s pension if they retire before their Normal Pension Age (NPA). The further you are from NPA, the larger the reduction.

However, changes proposed from 01 April 2024, if implemented, would have meant a significant difference in pension entitlement between members retiring on 31 March 2024 and from 01 April 2024 onwards. Along with UUK, the SWG Negotiators met USS on a number of occasions to seek a delay to the implementation date. As per this linked USS communication, this change has now been delayed to 01 October 2024.

This delay is very much welcome and will give members considering Early Retirement the time to look at the finances of such a decision, engage their families, engage employers, and take independent financial advice. But 6-months is not long.

Given this, UCU would advise any member who is considering seeking early retirement in the next 12/18 months to take steps immediately to assess their options. It may well be that remaining in employment is the best option, but members should seriously consider all options now.

Financial Information can be obtained from Annual Pension Statements and the MyUSS portal on the USS website. We would encourage members considering early retirement to speak with family and employers now. For those members who see Early Retirement as a real option before 01 October 2024, we would suggest that members engage USS for necessary financial information before seeking independent financial advice. Members should note that UCU has a partnership arrangement with Quilter Financial –  UCU – Financial advice from Quilter Financial Advisers – who may be able to assist.

While SWG are unable to stop the changes to Early Retirement Factors, this delay is significant as it provides members the time needed to consider all options and take advice. And while they will be continuing to meet USS on Early Retirement Factors going forward, they urge members considering Early Retirement to use this time well.

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We urge you to complete the USS Pensions Survey

We urge you to complete the USS Pensions Survey

You (USS members) should have received a survey link via email from USS. We encourage you to complete this survey to get UCU member voices heard. The survey will take around 10 minutes to complete but we feel this time will be worthwhile for the following reasons:

  • You will be asked for your views on sustainable investment. Pension funds can only legally decide to opt for a sustainable investment strategy (divestment from fossil fuels etc) if they have evidence that their members want that to happen. USS have never done an explicit survey on this, so surveys like this one are the best opportunity people have to express that view.
  • You will be asked to comment on your “overall relationship” with USS. This question’s results will be reported in the USS annual report, which will expose the feelings of its members to a wide audience.  

Further action you can take towards ethical investment

Most USS members now have a Defined Contribution (DC) pot (the bit USS calls the “investment builder”) because of the 2020-2022 cut to the Defined Benefit (DB) cap. Individuals can choose to have this pot invested normally or invested ethically by logging to the USS portal. Most people don’t know this and therefore leave it with the default (not ethical) option. USS takes this as evidence that members aren’t so bothered about climate change and therefore as a reason not to change investment strategy for the (massively larger) DB section of their investments. So, if you wish to influence USS ethical investment you can opt in to the “ethical lifestyle” investment option.

LUCU Committee

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Car Parking Issues

Car Parking Issues

Parking overcharges

We would advise all members to check their parking charges as members have reported being overcharged under the new parking system.  These issues have been resolved by the car parking company APCOA and refunds made.  Please use the tariff found here to check your charges and let the branch know if this issue has affected you by emailing ucu@lboro.ac.uk.

Insufficient parking for staff

We are aware that it has become increasingly difficult to find car parking spaces with some members reporting a 20 minute drive to find a space, followed by a 20 minute walk to be reach their destination. This issue has arisen since the public gained access to university parking.

Next steps

The branch has added ‘Car Parking’ to the next Joint Negotiating and Consultative Committee (JNCC) meeting agenda (24th April) where senior management issues raised by our members will be discussed and improvement the parking provision for staff agreed. If you have had any issues with car parking, please provide examples to the branch by emailing ucu@lboro.ac.uk.

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LUCU General Meeting Report

LUCU General Meeting Report

Unfortunately, the General Meeting held on Friday 8th March was just shy of being quorate, this means no official business could be voted on. However, Mary Brewer presented the Chair’s Report of LUCU activity since our November GM, including announcement of new Department Reps in English, IRPH, Chemical Engineering and Materials, an increase in our local membership numbers, and details of recent local wins from our negotiators. David Wilson gave an update on the University’s Saudi Arabia Proposal, took questions from the floor and led a discussion on how to move forward with a campaign in opposition to the proposal.

The motions submitted will now be considered at the next branch committee meeting as per branch rules and we will update members on the outcomes in due course.

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What makes a thriving research and innovation culture?

What makes a thriving research and innovation culture?

The University are holding three conversation-style events to identify what a thriving research and innovation culture looks like at Loughborough. The stated aim of these events is to invite your important perspectives on what ‘good’ looks like in Loughborough’s research and innovation culture.

We strongly urge you to join these sessions and use your voice to help shape the standard to which academics are likely to be held in the future.

Events and sign-up links

  • Virtual workshop, 10am-11.30am, Monday 15 April 2024, sign up here 
  • Face to face workshop on campus, 10am-11.30am, Wednesday 17 April 2024. Sign up here
  • Face to face workshop on campus, 3pm-4.30pm, Wednesday 17 April 2024. Sign up here
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Improvements to Sickness Absence Policy from UCU

Improvements to Sickness Absence Policy from UCU

UCU have negotiated improvements to the University’s Managing Sickness Absence Policy on your behalf.  The substantial changes are:

  1. If you hit the sickness triggers but your absences do not indicate any cause for concern, your manager is no longer obliged to set a stage 2 meeting and a period over which to monitor your attendance. (Part 2, section 4.1).  This reduces workload on staff and managers, and also removes the stress associated with going through an unnecessary monitoring period.  You still have the right to be accompanied by a trade union rep to any review meetings, including the first, should you want to be.
  1. Greater flexibility around dentist and GP Practice appointments.  This reflects the reality of how we all now typically make and attend these appointments, usually with little say over when they will be scheduled, and with telephone appointments now more common.  (Part 1, section 17 and 18) Where possible, these should be arranged outside of work hours, but where this is not possible staff should try and minimise disruption to work, and time off with pay is allowed.

The changes reflect the default position of trust and flexibility that managers should be showing, and we hope they will remove some of the unnecessary stress triggered by sickness, or taking care of our health.