Loughborough UCU

Tag: Wins

  • Introduction of Guidelines for Managers Dealing with Restructures

    The sensitive handling of restructures, and constructive and timely engagement with unions on these, has been a significant issue on which the campus unions have repeatedly pressed management for several years.  In partnership with the University we have agreed guidelines that should be followed which include specifics about how and when to engage with the unions, as well as setting a positive tone for this engagement.  We are hopeful that this will improve the experience and outcomes for members, as well as the reps involved.

    Link to the guidance: https://internal.lboro.ac.uk/info/managing-organisational-change/ (you will need the VPN if off campus, and will need to log in to the web page)

  • Huge Win on USS Pension Valuations

    UCU have successfully negotiated a change to the methodology to be used for future USS Pension Scheme valuations which will benefit all members.

    For several decades UCU has argued that the valuation method used to assess whether the USS pension scheme has enough money to meet its obligations is faulty. Traditionally, USS has relied on a so-called “gilts plus” method, where the valuation has focused on government borrowing costs (the “gilts”) plus an assumed degree of over-performance (the “plus”). This meant that after the 2008 financial crisis, when government borrowing costs reached record lows, USS appeared to have enormous deficits. This, in turn, led our employers to propose cutting pension benefits and, in 2018, to suggest that our defined benefit pension scheme should be closed entirely. Those who follow these matters closely will recall that the Financial Times described the gilts plus valuation method as “insanely pessimistic”.

    UCU’s position has always been that the long-term performance of USS’s investments — which include long-term investments in infrastructure (USS owns a share of Heathrow Airport, for example) — is unlikely to be highly correlated with short-term government borrowing costs. Since 2010 the union has consistently argued, with the support of its actuarial advisors, that the valuation method should instead be based on a “best estimate minus” approach, by focusing on the scheme’s expected investment returns (the “best estimate”), with a degree of prudence built in (the “minus”).

    It has now been agreed by the USS Trustee that a version of this “best estimate minus” valuation method will be implemented for future valuations. If this method had been in place during the 2010s it is possible that no periods of industrial action would have been necessary. For instance, the 2017 valuation, which led to the long-running 2018 strikes, in fact showed a best estimate surplus of £8.3bn.  The change therefore also significantly reduces the likelihood of future disputes with all of the financial and emotional toll they bring.

    This change is a major achievement by UCU’s negotiating team and national officials, as well as all members who had voted for and taken the strike action which has unfortunately been necessary to focus the minds of employers and keep this on the agenda. Everyone who works in the pre-1992 university sector will benefit.

    Further details: https://www.ucu.org.uk/article/14381/USS-valuation-methodology-changes-agreed—with-more-to-do

  • Winning New Contracts for Our Members

    The University employs numerous teaching staff on 12-month fixed-term contracts. Many have been on these contracts for several years—some for nearly a decade! This year, the University attempted to dismiss all of them at short notice by refusing their annually-requested renewals, informing them just one month before their contracts expired. In doing so, the University not only failed to consider the substantial damage to these staff—financial, emotional, and career-related—but also failed to provide the 3 months’ notice required by law and University policy.

    After a member in this position approached LUCU, we pointed out that this was unacceptable, illegal, and immoral. Beyond the damage to staff themselves, the work they perform is still needed. Following extensive lobbying by LUCU, the University finally acknowledged its error and has now granted all these staff additional 12-month fixed-term contracts.

    LUCU is pleased the University has corrected its mistake, but we would like to see it do the right thing and grant all affected staff the permanent contracts they deserve. We will continue pursuing this with the University and would be interested to hear from any other staff on fixed-term contracts, especially those on repeated FTCs for 4 or more years.

  • November General Meeting Report

    For those who couldn’t attend the branch general meeting on 8th November we are providing this written summary of what took place. Mary Brewer, Branch Chair, opened the meeting and, after the formalities, presented slides on new LUCU activity since our June AGM as well as developments to projects that are ongoing.

    Branch Wins

    We have successfully negotiated that performance ratings will be removed from PDR, which was recently confirmed by the VC at the General Assembly meeting.

    We also supported Unite and Unison in persuading the University to become a Living Wage Employer. We now plan to push for an increase in London Weighting in accordance with research conducted by Loughborough University academics that demonstrates the current weighting is insufficient to compensate for the real cost of living.

    Regular meetings are now taking place between LUCU Reps and Deans/Directors. We will work to capitalise on the outcomes of these meetings to increase membership across campus by demonstrating how the branch positively impacts on working conditions.

    We achieved agreement with management for Facilities Time that means we are able to offer more hours of workload remission to our caseworkers, and this enables the branch to support more members when they need help.

    We have succeeded in establishing a constructive working relationship with Loughborough Students’ Union. In our most recent meetings with LSU officers, they reported a favourable view of our branch and its members and an understanding of our reasons for taking action among students. Going forward, we will work more closely with LSU on issues of commonality, especially EDI. The tri-partite meetings that we initiated during recent industrial action will now become standard practice at LU. We will meet with LSU and SMT once per term, and potentially more if there is a period of further industrial action.

    Anti-Casualisation remains on the agenda.  A revised and improved Charter has been distributed to managers.  Our requested review of contracts across campus to check that staff are on the correct type of contract and are being paid at the correct grade level has been completed. As a result of this, more staff have been moved onto permanent contracts. Should any staff be found to be on a lower grade than should have been the case, we will be working to get them back pay.

    USS Pensions Win

    We can report that the Joint Negotiating Committee has asked the trustee to implement member contributions at a rate of 6.1% as of January 1, 2024. This leaves more money in members’ pockets at a time when it is really needed.

    Casework

    As always, casework has been a major focus of our time and efforts as a committee, led by Andrew Dix, our Casework Coordinator who we thank for his ongoing efforts in this area.  Andrew gave an overview of the casework undertaken on behalf of members, and the related individual support provided to 24 members since June.

    Local Negotiations

    We have firmly embedded the union’s voice across campus, and we are active contributors to numerous committees where we work to ensure that strategy and processes are working in the interests of those who will be working to implement them – you, our members.  For example, our branch has representation on The University Research, Culture and Innovation Working Group, Project Enable, Project Expectations and the EDI Operations Committee.

    Increasing Branch Membership

    One of our main desires currently is to increase our branch membership therefore recruitment is a key campaign for the branch. We will employ strategies from organising for power and the new UCU campaign, Me Plus 10.