Pension – Page 5 – Loughborough UCU

24th September 202124th September 2021

LUCU Update on USS Pensions

University staff will have received the recent communication from Chris Linton concerning proposed changes to the USS pension scheme. As Chris explains, the proposed changes have come about because USS continues to adopt excessively prudent assumptions when valuing the scheme. In particular, USS’s assumptions about asset growth are absurdly pessimistic. In the period since the valuation date (March 2020), the scheme’s assets have grown by £19.7bn. In contrast, the assumptions in the valuation suggest that this level of growth would not have been achieved until 2110. After just one year the scheme is a full 90 years ahead of schedule!

Unfortunately, our employers have decided to push the cost of this flawed valuation onto staff. While it is true that employers have agreed to increase the level of so-called covenant support, the cost of this is at best highly speculative, that is, of the form “borrowing might cost the University a bit more in a few years”. In contrast, we are being asked to accept cuts of between 20% and 35% of our pension now. You can find out exactly how much you are being asked to sacrifice by using the USS modeller: http://ucu.org.uk/ussmodeller

We would like to address one specific section of Chris’s email in some detail. He writes that UCU developed some alternative proposals, but that these were not “formally submitted to the [Joint Negotiating Committee] for determination”. Precise, and in our view eccentric, meanings for the words “formally” and “determination” are required for this sentence to be true.

In collaboration with branch pension officers, including Loughborough’s, UCU developed a set of proposals (which can be seen in this news article). These involved sharing the costs of the flawed valuation between employers and employees. The idea was that members might be willing to accept a short-term price to avoid industrial action, so that UCU could join forces with UUK and push USS into governance reform that would permit a sensible valuation to be conducted in 2022. UCU’s proposals were submitted to the Joint Negotiating Committee (as item 3.2 in the papers for the meeting of 13th August). Unfortunately, UUK decided that they were not able to consult with employers about the proposals during August, apparently because too many people were on holiday. As a result, UUK decided that they could not provide covenant support to any proposals that were not their own. Because no occupational pension scheme can operate if employers refuse to support it, this meant that UCU’s proposals could not be put to the vote in the JNC meeting on 31st August. In short, UUK vetoed them. Notwithstanding this, Loughborough UCU has asked Loughborough University to review the UCU proposals directly. We are pleased that the University has agreed to look at them in detail, to understand them and to comment on them.

There is still time to resolve this dispute without industrial action. UUK could choose to withdraw their proposals and engage in good-faith discussions with UCU about solutions to both the short-term and long-term issues that USS’s behaviour has raised.

Unfortunately, this looks unlikely. As a result, last week UCU’s Special Higher Education Sector Conference agreed to launch an industrial action ballot.

We have called a meeting of all members to discuss the USS situation on 8th October at 1pm, and further details will be circulated in due course.

LUCU Committee

7th September 20217th September 2021

LUCU News September 2021

As we start a new academic year, LUCU is responding to the ongoing difficulties associated with the Covid pandemic and new threats to our pensions following UUK’s latest actions.

Covid Update

Representatives from LUCU continue to meet with the other campus unions and representatives from HR and University Health and Safety on a weekly basis. Plans remain fluid as we continue to monitor case rates locally, nationally, and internationally, though a general plan for the beginning of the semester has been put together.

Teaching Delivery

For large lectures, teaching will initially be blended, with half of a class attending in person and half attending via MS Teams, with the halves switching on a weekly basis. This policy will be reviewed on a two-weekly basis. Seminars are expected to be 100% in-person using rooms that have a normal (i.e. pre-Covid) capacity of approximately twice that of the class size. In some instances, this may not be possible to accommodate, and in those cases the seminar will either take place completely online, or in a room of as great a capacity as possible which also has additional ventilation. Social distancing will remain at 2m for staff/student interactions, but it will almost certainly be completely relaxed for students themselves (except in labs which will remain at 1m+ because it has received positive feedback).

Testing

The University is strongly encouraging students to test before they travel. However, all students staying in on-campus accommodation will be required to have a Lateral Flow Test upon arrival. Anyone with a positive result will be denied access to their accommodation and asked to return home; it is accepted that this will not be possible in all cases so alternative plans are being drawn up to house students in this situation. It is the intention that a similar test-to-access scheme will be in place for students who are resident in the town centre and third-party halls of residence, but these plans are not fully formed yet. Our on-campus test facilities are currently guaranteed to be in place until the end of September, and the University is pushing DfE and PHE to extend this to at least the end of October.

The University is conducting wastewater monitoring in all but two halls of residence on campus (the two which aren’t subject to testing are because of issues about the locations of sampling points). This has already detected a positive case where an individual was self-isolating due to a positive result, so it demonstrates that even with small case numbers it can prove useful. A vaccination hub will be created on campus that will operate for five days from late September into early October to encourage and help students to get vaccinated. International students will also be able to get vaccinated on campus.

Face Coverings

Staff and students will be expected to wear face coverings when moving around indoor spaces. Students won’t be expected to wear face coverings when sitting in lectures or study spaces. The University position is that face coverings are not needed where there is social distancing of 2m between staff and students as well as additional ventilation. Notwithstanding, staff should still feel empowered to politely request the use of face coverings (unless someone is exempt), but you should be aware that individuals have the right to refuse the request. LUCU and the other campus trade unions have argued that management should robustly enforce the use of face coverings on campus indoors, as they have the right to do.

Office spaces will remain at reduced occupancy levels, although where there is a need for increased staffing local mitigations (such as carefully placed perspex screens) will be used where appropriate and subject to suitable risk assessments and monitoring. The University is also increasing the use of CO2 monitors to check ventilation levels in areas of concern.

If you have any concerns about the safety of your workplace relevant to Covid (or any other H&S issue), please contact your UCU Rep, or committee at UCU@lboro.ac.uk.

USS Pensions – Update

You will have received an important email from Jo Grady, UCU’s General Secretary, with the subject line ‘Important Update on Today’s USS Negotiations.’

Unfortunately, UUK has pushed through their proposal to significantly cut our benefits, even though they consider the 2020 valuation unjustified: they propose to reduce the salary cap for defined benefits from £60,000 to £40,000 per annum, cap indexation at 2.5 per cent per annum, and reduce the accrual rate from 1/75^th of salary to 1/85^th of salary.

At the Joint Negotiating Committee (JNC), UCU put forward a compromise position, which would have involved sharing the cost of the unreasonable USS valuation between employers and employees. Unfortunately, UUK effectively blocked this proposal from being considered by refusing to provide any ‘covenant support’ (the commitment that employers make to pension schemes) if the UCU proposals were implemented. The net result is that UUK want employees to bear the full cost of USS’s flawed valuation.

On September 3, UCU held a members’ briefing that addressed USS, as well as Covid and the Four Fights campaign. If you like more detail about pensions negotiations and how UCU proposes to respond to the JNC decision, you can watch the recording here: UCU higher education briefing, 03 September 2021 – YouTube

How much will this cost you?

You can see how much pension you will lose if the UUK proposals come into force by using the First Actuarial modeller at: http://ucu.org.uk/ussmodeller.

Please Check Your Details

Assuming the JNC’s recommendation is approved by the USS trustees, a 60-day consultation will follow with scheme members. This means that industrial action will likely be needed if UUK are to revisit their position. Because the law requires that industrial action ballots are conducted by post, it is extremely important that UCU has an up-to-date postal address for you that you check regularly (i.e. if you are mostly working from home at the moment, it would be better to receive your ballot paper at home).

You can check/amend your UCU account details here: UCU – Support Home Page. If you prefer, you can update your mailing address by emailing our branch administrator Callum Salfield.

The Oxbridge Joint Statement

Recently, Cambridge UCU and Oxford UCU branches published a joint statement with their universities calling for reform of the USS scheme. The proposed new design would involve conditional indexation – a form of member risk-and-reward-sharing. This would not solve the problem of the 2020 valuation, but it could offer a long-term solution to funding USS that would ensure members receive a good pension. LUCU and Lboro management share the belief that conditional indexation is a viable option for pension scheme redesign, and we will be joining several other institutions in issuing a joint statement to this effect. Although the USS pension dispute cannot be resolved at a local level, LUCU committee will work with Lboro management to protect pension benefits wherever possible.

Joint Union Activity

Over the past year LUCU has worked closely with the other campus trade unions to increase our leverage in negotiations, and we will continue to collaborate with Unite and UNISON where this enables us to best serve members’ interests. Currently, we are working together on issues of pay, restructures, the reform of grievance procedures and disciplinary procedures, as well as workplace health and safety.

A combined trades union meeting is scheduled for Tuesday, September 14, 2021, from 1:00 – 2:00 pm on Teams. You can join the meeting via this link: Click here to join the meeting

The purpose of this EGM is two-fold:

1) to canvass members’ opinions on the health and safety measures that the University has planned for the start of term in October;

2) to update members on decisions reached at the UCU Special HE Sector Conference (September 9^th) where USS will be a key agenda item.

LUCU Committee

10th August 202110th August 2021

LUCU News: August 2021

Covid Update

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/

USS Update

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

sources are:

– 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.

Casework Update

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

LUCU Newsletter

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

23rd June 202123rd June 2021

LUCU News: June 2021

AGM Report

Matters of interest going forward that were reported on/discussed are as follows: ongoing negotiations with management have resulted in a formal review of the PDR process, promotions process, and Grievance process being initiated this year – these reviews will conclude at different points through 2021-22. A Charter to improve and protect the working terms and conditions of Casual Staff is in the final stages of negotiation following the work of the Anti-Casualisation Task and Finish Group, and we will report back when this has been adopted.

Three motions were debated: 1) Rule Change Motion (Annual General Meeting) – passed; 2) Rule Change Motion (Rules for Local Motions) – withdrawn; 3) Local Subs Motion 2021 – passed.

Local Subs Motion 2021

The majority of our local branch income pays for our excellent administrative support, without which the branch would not be able to achieve all it does. Branch officers would spend much more time doing administrative tasks and would have far less time to spend negotiating with the University and supporting members through casework. UCU staff are members of the USS pension scheme alongside us.

This motion had two aims:

We needed to stem a current deficit in the branch finances and allow for expected staffing cost increases, especially due to USS;
We hoped to move from a regressive flat-fee structure to a progressive tiered structure.

As a result of this motion passing, local subscription rates will move from a flat fee paid by all members (whose earnings vary enormously) to a tiered structure based on the pay bands used for your national UCU subscriptions. This does mean a small increase for our highest earners but allows for a decrease for those earning less. Our very lowest earners (under £5,000 per year), typically employed part time and often on precarious contracts, will no longer pay local subscriptions. Previously they paid over three times more for their local subscription than their national subscription.

The changes are as follows:

Tier	National	New Local	Current total	New total	Change
£60,000 & above (F0)	£27.11	£6.87	£30.61	£33.98	+£3.37
£40,000 – £59,999 (F1)	£23.94	£4.58	£27.44	£28.52	+£1.08
£30,000 – £39,999 (F2)	£21.06	£3.44	£24.56	£24.50	-£0.06
£22,000 – £29,999 (F3)	£17.96	£2.52	£21.46	£20.48	-£0.98
£15,000 – £21,999 (F4)	£10.71	£1.72	£14.21	£12.43	-£1.78
£5,000 – £14,999 (F5)	£4.67	£0.57	£8.17	£5.24	-£2.93
Below £5,000 (F6)	£0.99	£0.00	£4.49	£0.99	-£3.50

Changes to contributions rates

77 of our lowest paid, often most precariously employed, members have their subscriptions reduced
84 pay roughly the same
319 pay just over £1 more
66 highest paid members pay £3.37 more – to use a now somewhat hackneyed phrase, “the price of a coffee”.

I’m grateful to all of the members who voted in favour of the progressive option which makes our subscription model much fairer.

David Wilson, Branch Treasurer

The composition of the LUCU Committee for 2021-22 was announced:

Chair – Mary Brewer

Negotiating Secretary – Marc Gibson

Casework Coordinator – Andrew Dix

Health and Safety Officer – Alec Edworthy

Equalities Officer – Sue Hignett

Pensions Rep – Matthew Inglis

Treasurer – David Wilson

Membership Secretary – Marie Hanlon

Ordinary member – Joanna Boehnert

EGM on Workload – Report

Our most recent EGM addressed how workload for next year is being managed across departments/schools.

There was some good news from members in SDCA, where SMT is taking a more progressive approach to workload, which involves open discussions at school meetings where staff (and our LUCU Reps) can raise the question of tariffs, un-costed work, EDI, and other issues of concern. This effort at genuine consultation, transparency, and inclusion is welcome! We are also pleased to report that the Dean of Loughborough London responded immediately and positively to working with us on workload and EDI related issues as part of the planning for next year’s workload.

While these are hopeful developments, members in other schools reported limited or no consultation on workload, tariff reductions to make staff appear to be working within the 1598 agreed workload, tariffs that bear scant relation to the time needed for tasks, stress from overwork, a lack of transparency/fairness relevant to workload, and uncertainty regarding the appropriate consideration of EDI and workload. LUCU will be running a workload campaign in 2021-22, with the aim addressing the problems with workload that have been highlighted by members.

In response to issues raised by the Workload Task and Finish group (which is ongoing), the Provost and Deputy Vice-Chancellor is preparing a paper on the new workload model that will be presented at the next ARSNC, and we will report back to members about this in due course.

If you would like a copy of the minutes from the AGM and/or EGM, please write to UCU@lboro.ac.uk.

Covid Update

LUCU continue to work closely alongside the other campus unions, HR, and Health and Safety to monitor the situation surrounding Covid-19.

Loughborough still has the highest student testing compliance rates in HE, and it is because of this that cases remain very low. We have seen a slight increase in cases recently, reflecting the national situation, but with the prompt action from Connect and Protect the numbers are being kept low and full contact tracing is taking place (no links between the cases have been identified suggesting that they are community acquired rather than University related). With the likelihood of further relaxation of the restrictions, we’re anticipating campus getting busier and more people returning to the office. As and when this happens, we will work to ensure that our members’ working environments are managed safely and appropriately.

LUCU would like to remind our members that we must not get complacent – social distancing, face coverings (except where exempt), regular hand washing and plenty of ventilation are still essential. If you feel comfortable, please do politely challenge others where you see these rules not being observed, or, if you prefer, please alert the relevant Health and Safety contact in your area so that they may ensure compliance with Covid safety rules. And please continue to let us know of any concerns you may have about health and safety in your area of work.

Alec Edworthy, Branch Health and Safety Officer

USS Pensions

We would like to remind members to use the UCU modeller that has been developed, which will show how your pension will be affected if the changes to USS advocated by UUK become a reality: UCU – UUK pension proposal modeller.

The modeller may be used by non-members as well, so please share widely with colleagues.

LUCU Committee

4th June 202116th June 2021

Proposed changes to the USS pension scheme

A message from the Loughborough UCU Pensions Rep

Dear colleagues,

You may have already received this information from your UCU department rep, due to its importance we are sending again to all members. Please share this email with any non-members that also may not have received the message through department reps.

Proposed Changes to Your USS Pension

As you know, Universities UK (UUK) – the body which speaks on behalf of universities such as Loughborough – is currently consulting universities about changes to the USS pension scheme. Because these proposed changes are complex, it is not straightforward to understand from the headline proposals how they will affect you.

To help, UCU’s actuarial advisors, First Actuarial, have produced an online modeller which allows you to calculate how UUK’s proposals would affect your income in retirement. For example, the modeller reveals that I personally would have a £5068/year reduction to my income in retirement under these proposals.

If you have a USS pension you are welcome to use this tool, regardless of whether you are a member of UCU:

https://www.ucu.org.uk/ussmodeller

(Note: the modeller appears to work best when using Google Chrome.)

Loughborough UCU strongly encourages you to take this opportunity to understand the implications of the current proposals for you personally.

Background

UUK’s proposals are a result of USS’s 2020 valuation, which was published in March this year. Both UUK and UCU agree that this valuation is flawed. For example, UUK has described USS’s approach as “unreasonable”, “unrealistic”, “incredibly conservative” and “unjustifiable”. Unfortunately, UUK has not persuaded USS to change their valuation method, and instead is proposing to pass the cost onto scheme members in the form of reduced benefits. UCU believes that this is approach is not reasonable.

Best wishes

Matthew Inglis, LUCU Pensions Rep

15th November 201915th November 2019

LUCU Statement regarding the Strike

We are writing about the email sent by the Vice Chancellor on Wednesday 13 November regarding the strike.

The VC is quite right that he engaged with staff, and that he has made a public call for limiting employee contributions to 9.1%. Most Vice Chancellors have not done this and we appreciate the VC has made himself unpopular with some of them. Further, we acknowledge the frustration for our VC that some of the universities where the ballot turnout did not exceed the 50% threshold have less proactive, less sympathetic Vice Chancellors. Moreover we take his expressed concerns about the financial implications of increased contributions by the university seriously and in good faith.

However UCU’s position is that no one, not employees and not employers, need have their contributions increased. Rather at the root of the dispute is the valuation method. The debate is not “who should fund the increases” but whether or not increases are necessary.

The resolution to the 2018 strikes came from the establishment of a UUK/UCU Joint Expert Panel, which was tasked with reviewing the valuation method and proposing a way forward. If the methodology recommended by the Joint Expert Panel in their first report had been implemented, then neither employer nor employee contributions would be going up.

A couple of other points. The VC’s email mentioned that “employees currently contribute 9.6% of salary” but we highlight that this is only true since 1st October 2019. It was 8% before last year’s strike, then went to 8.8% and now has gone up to 9.6%. The email also noted that the USS Trustee includes UCU representatives but two clarifications are in order. First, UCU has nominees not representatives: these nominees are legally independent of UCU, and their actions are not controlled by UCU. Second, in recent weeks one of the UCU nominees, Professor Jane Hutton, was dismissed by USS after raising concerns about their valuation method.

Finally, we note that our VC is in engaging in meaningful discussion with LUCU committee and is making constructive proposals about how we might resolve the situation. We are grateful to have such a proactive and sympathetic Vice Chancellor at Loughborough who engages meaningfully with the branch and we do not take this for granted. We will be in touch again to canvas members’ views on the options as we see them.

LUCU Committee

25th May 201827th July 2018

LUCU News: Pay, Pensions, TEF, IT Support Review and Fossil Fuel Divestment

This latest issue of our newsletter is largely taken up with coverage of significant national issues impacting upon us: namely the current pay offer, the recent campaign over pensions, and the effects of the Teaching Excellence Framework. More locally, however, we also report on a proposed restructure of IT support and on a motion passed by members at the recent Branch Annual General Meeting that calls upon the University to divest from the fossil fuel industry.

Pay offer

UCEA, the university employers’ association, has made what it describes as a final offer of 2% in this year’s pay negotiations. In March, the various measures of inflation stood at 2.3% (CPIH), 2.5% (CPI) and 3.3% (RPI); so, however you choose to do the maths, the proposed pay increase amounts to yet another real-terms pay cut. The graph below is based on point 38 (the average in the higher education sector), and it shows rather soberingly how absolute increases in our salaries over the last twenty years become much less impressive when they are adjusted to take account of the different inflation indices.

Pay Adjusted for Inflation

On the basis of contributions made from the floor during the Branch AGM on 16 May, it is possible to conclude that members locally are not currently fizzing with enthusiasm at the prospect of another lengthy industrial dispute. The point was made that, rather than agitating at this point for a larger salary increase, it might be wiser to wait and see the outcome next year of the review of our pensions – an issue with much more drastic consequences for our long-term financial well-being. Also: in a moment of squeezed salaries nationally, would a campaign premised on a demand for higher pay have the same resonance with students and the public as the topic of significant pension loss? Nevertheless, a counter-argument was also made at the AGM: that, with the Union buoyant nationally from a magnificent recent show of force, this is precisely the moment at which to address also the creeping, dispiriting corrosion of our salaries.

UCU’s national negotiators have recommended that a consultative ballot be held in June to ask members whether they favour accepting or rejecting the current offer. The national position will be to recommend rejection – with the cautionary postscript that, if we do so, we will need to be willing to take concerted and sustained industrial action from the beginning of the 2018-19 academic year.

For the moment, we would ask members to reflect on the pay offer and to anticipate a national ballot within the next month.

Further reflections on the pensions dispute

We have reflected in recent newsletters on the pension dispute’s galvanising effects upon the Branch. Members may also be interested, however, in reading a detailed national assessment of the campaign and its aims and outcomes which has been prepared by UCU’s Superannuation Working Group (SWG). Depending on your preference, the report is available both in pdf form and in rtf format. Any observations you have on the SWG’s document, including the recommendations it includes, would be welcome.

Teaching Excellence Framework

Members will be well aware of the effects already upon our sector of the Teaching Excellence and Student Outcomes Framework (TEF) – to give it its full title – which was inaugurated in 2017 and is currently administered by the Office for Students. Now, however, is a suitable moment to offer your views on the scheme. UCU has commissioned a research project ‘on the impact and implications of the Teaching Excellence Framework’, and, as part of this, is very interested in surveying members. The survey is open until 8 June and will take approximately 10-15 minutes to complete: it can be found here and we hope that many members will want to participate. If you have any questions about the survey, please contact the research project team at TEFImpact@bcu.ac.uk .

IT support restructure

Moving from the national to the local, the University is proposing a significant change in the provision of IT support. Rather than Schools having their own designated IT staff, as at present, the plan is for colleagues in these roles to be managed centrally by IT Services though continuing to be spread geographically around the campus. The Branch would greatly appreciate your thoughts on this proposed restructure, and so has prepared a short survey – including a brief outline of management’s plan – that we hope you will find the time to complete (it is even briefer than the TEF survey and will take you only a few minutes). All responses are anonymous.

Please complete the survey by midday on Tuesday 29 May. We apologise for the very quick turnaround time: usually at Loughborough a consultation period would last for a month, but on this occasion IT Services was slow in providing the campus unions with the necessary paperwork.

Divestment from fossil fuels

You may recall that our newsletter of 19 February publicised a campaign being run by People and Planet, a body of highly engaged students on campus. The group has been protesting against the University’s investment in the fossil fuel industry and has produced an open letter to the Vice-Chancellor, calling firstly for the withdrawal of any current investments Loughborough has in this sector, second for the release of a public statement committing to complete divestment from fossil fuel within five years, and thirdly for the updating of the Ethical Investment Policy so as explicitly to exclude fossil fuel companies from the University’s potential portfolio. We might add that these aspirations are not only widely shared across the higher education sector (almost 60 UK universities are now committed to a programme of divestment from the fossil fuel industry), but they accord with national UCU policy.

The recent Branch AGM voted overwhelmingly to support People and Planet’s objectives; members are asked therefore to consider signing the open letter. In addition, our Chair has written to the chair of Council about the issue.

To be continued

Do continue to contact us with your views and suggestions. The Committee’s contact details can be found here; we are also on Facebook and Twitter.

LUCU Committee, 25th May 2018

LUCU Update on USS Pensions

LUCU News September 2021

Covid Update

Teaching Delivery

Testing

Face Coverings

USS Pensions – Update

How much will this cost you?

Please Check Your Details

The Oxbridge Joint Statement

Joint Union Activity

LUCU News: August 2021

LUCU News: June 2021

Proposed changes to the USS pension scheme

Universities Superannuation Scheme (USS)

LUCU Statement regarding the Strike

LUCU News: Pay, Pensions, TEF, IT Support Review and Fossil Fuel Divestment