Author Archives: swanseauniucu

Vote of no confidence

Swansea University UCU members have voted overwhelming that they have “no confidence” in the leadership of Vice Chancellor Paul Boyle and the direction of the university.

The no confidence vote was triggered by the announcement of a planned £30 million cuts to be made this academic year, £25 million of which will come from staff costs. The £30 million is in addition £50 million cost savings made over the previous two years as part of a “financial sustainability programme” which has seen nearly 400 staff leave the university as part of a voluntary severance scheme alongside the removal over nearly 200 vacancies.

Estelle Hart, President of Swansea UCU said “This vote reflects the anger and frustration felt by our members who are facing yet another year with the threat of redundancy hanging over them, while they are expected to deliver more and more with less and less. The inability of the University to rule out compulsory redundancies or to offer any guarantee that this latest round of cuts will be enough to balance the books is creating an impossible working situation for staff who are not simply concerned with their jobs but with the future of the University itself.

The financial crisis at Swansea, and across the sector, has not been caused by ordinary staff or  students and that they continue to feel its impacts most sharply is completely unacceptable. There must be accountability for those at the top of institutions.”

The text of the vote

Swansea University UCU declares no confidence in the Vice-Chancellor Professor Paul Boyle and the strategic direction taken in response to the continued dire financial position of the University. This approach cleaves to a market doctrine indicating that job losses and spending cuts are the only solution.

We do not believe that the University can solve this crisis through continued rounds of staff and spending cuts, and wholeheartedly reject the idea that a truly successful educational institution can ever exist within a marketised system. We do not have faith that the VC has made the best possible strategic decisions for our staff or students so far, nor do we believe in the ability of the VC to take us on the best path forward.

New university timetabling policy

We have developed some guidance in relation to the university’s new approach to timetabling and flexible working requests. If you have any queries or experience individual issues in this area please get in touch with your department rep or info@swanseaucu.org

What consultation took place?

As part of the consultation process, a UCU representative was part of the timetabling board, led by Steve McVeigh, where decisions were made on the new policy. This occurred between July 2024 and November 2024 until a final policy was agreed by SLT and passed through Senate. 

What was Swansea UCU’s response to the consultation?

UCU continually raised issues in relation to existing policies at Swansea University in terms of Equality, Diversity and Inclusion. Aspects such as the family friendly nature of the new policy, and the emphasis on student experience rather than staff wellbeing was continually raised in the timetabling board, over email and at JCNC. We remain concerned about this new process in terms of EDI, family flexibility, and staff wellbeing. 

What was agreed?

Movements were made to improve the policy in terms of wording, and to allow additional considerations regarding availability, such as the inclusion of regular external research meetings as a possible reason for being unavailable to teach. In addition, the time for staff to correct any issues in timetabling has been extended from 2 weeks to 3 weeks (not including half-term holidays where parents or careers would be disadvantaged in terms of time available to make changes). Nevertheless, UCU remains concerned about the short timeframes, particularly as they are occurring in busy times of the year where exam boards, assessments and annual leave takes place.

What does the new policy mean in practical terms?

Now that the teaching constraints have been removed, those who would like adjustments made to their timetabling (for example due to caring responsibilities) will need to apply for Flexible Working. This means that your working pattern may be amended formally for a 12 month period, which can be used by the timetabling team when designing the timetable for the 2025 – 2026 academic term. 

What should I do if there are issues?

If UCU members experience issues having applied for Flexible Working, they should contact their UCU representative or info@swanseaucu.org as soon as possible with all of the information. We would recommend for members who likely need amended timetables based on childcare to explore Flexible Working Arrangements soon, given there may be a backlog given the substantial change to timetabling. 

Swansea UCU GM, 27 November 2024: financial sustainability and local initiatives

The following is a summary of the branch GM held on the 27th of November, including a motion passed by members.

Swansea UCU GM 27 November 2024

Agenda

  • PGR working group
  • Fixed term staff charter
  • curriculum transformation feedback
  • Financial sustainability programme
  • Motions  

Opening Remarks

Estelle Hart (EH) opens meetings with an overview of agenda. Thanks are minuted to Georgia Bevan who is organising Swansea UCU Palestine Solidarity events, with a workplace day of action on 28th November

Workplace Day of Action – Thursday 28th November

Join us for a day of action on Singleton in support of Palestinians

12pm – Meet in front of Fulton House for solidarity photo

4pm – Meet at campus entrance for banner drop on the bridge

Curriculum Transformation

Thanks are minuted to Patrick Cockburn who is leading on the UCU response to Curriculum Transformation. PC was unable to attend and sent in the following observations:

  1. Only some areas of the university are going through the review this year.
  2. So far this process has been framed as ‘co-created’ with staff and students. This is not the case so far, as our survey data of UCU members shows.
  3. We should try to ensure that the processes from this point forward do involve genuine co-creation and input from staff is taken seriously and fed back up the management chain.
  4. We should insist that curriculum review requirements are reconsidered wherever they generate extra workload that is not accounted for, or where they threaten the viability of programmes.
  5. But we should work with the review process, which could keep workload under control and improve programme quality if done well.
  6. We should insist that we are not simply there to implement plans that have not been co-created.
  7. Talk to your local UCU rep about any concerns you have about how the curriculum review process will affect your area of work. Our response requires coordination and voicing concerns at a local level within units/departments.

Feedback is a powerful tool so all members are urged to fill in curriculum feedback using the following link: https://forms.office.com/e/bVBcqDd56Y

Fixed term staff charter

EH thanks Peter Weck for his work on the Fixed Term staff charter and invites him to speak.

PW explains that the Charter lays out core changes fixed term staff want to see in their conditions. They need signatures to support this charter and pressure management into listening. Once a majority of fixed term staff have signed, more for fixed term staff will be held to determine tactics and next steps.

Please sign the Postdoc/fixed term charter available at this link: https://swanseaucu.org/fixedterm/

You can also download posters to print off and support your colleagues on Fixed Term Contracts – https://swanseaucu.org/fixedterm/

PGR working group

EH praised the development and work of the PGR working group and encouraged people to join. The following link is to a poll to join discussions on PGR issues: https://www.systemli.org/poll/#/poll/dwhvi3HaEB/participation?encryptionKey=5Lhl8LPnfhXNOy1SzlbS3yzk1ZQ7dfrOMIWi3N5D

Service Redesign & Financial Sustainability

EH: As a union, we have taken the line that we should focus on avoiding compulsory redundancy. This falls in line with HQ messaging that compulsory redundancies are a red line for UCU. Therefore, we must discuss the likelihood of balloting and taking industrial action. We need to focus on how we can work together to resist compulsory redundancy and to reach out to other universities. We need to fight now to protect our conditions because the university is nowhere without staff. Time to organise. The union is every single one of us.

EH gives an overview of what has been negotiated so far, and next steps. 

Negotiations and feedback to date have resulted in:

  • Implementation of the pay award
  • Cancellation of major capital projects – Fulton House, £50m
  • Ensured that all professional services staff whose roles are deemed at risk during redesign will be able to access VES even if their redesign period finishes after July
  • Ensured academics whose roles are identified at risk post January 5th will be able to access VES up to July 31st
  • Lobbied for more transparency and more regular updates from SLT and other senior managers – e.g. Additional webinars, local briefings on cuts
  • Engaging independent advice through UCU to look further at university accounts
  • Agreed a suite of additional redundancy avoidance methods: Vacancy management; Redeployment
  • Reviewed and contributed to policy on all parts of the restructure process: pooling; metrics used in selection; no application for current roles
  • There will be new negotiations on any policies related to academic restructure, including selection criteria/metrics.

Ongoing

  • Fortnightly JCNCs
  • Weekly meetings during formal consultation
  • Local meetings e.g. departmental, school level
  • Member queries
  • University Council lobbying
  • Lobbying – national, MEDR, WG
  • University feedback – have your say, meetings

All members can

  • Continue to engage with the university and union: give specific examples of issues; feedback
  • Organising: building density, talk to colleagues, sign up for branch organising activities:  https://forms.office.com/e/D32KwZzRUL

PW also spoke on Branch Organising and Membership density:

We need leverage which comes from membership – need to be well organised and prepared to take action. We need to do work together. We need to be prepared to take industrial action and to take steps to make that a credible threat and successful. We need active members and reps in every department

Link to document discussing organising tactics: https://docs.google.com/document/d/1Ho56Jh3vdMUWNIli0d_QJEW8RxZ-LQCLiajIvMLKG2w/edit?usp=sharing

PW also discusses mapping density – figuring out who is in our department, who should we be talking to, who are the key people.

Motions

This branch notes the ongoing financial sustainability and redesign programme at Swansea University, which has seen over 200 members of staff leave via a voluntary exit scheme, with increased saving targets issued in September 2024.

This branch believes that UK HE is facing a sector-wide financial crisis which must be resolved by government, not borne by staff who are the backbone of universities.

This branch resolves, after 5 January 2025, to seek confirmation that there will be no compulsory redundancies. If the university cannot make this guarantee, the branch will declare a formal dispute with the university.

Proposer: Teresa Phipps

Seconder: Sian Neilson

The motion is proposed by TP and seconded by SN. Discussion around next steps and the January deadline for academic VES. Debate around the term ‘compulsory redundancy’ as a specific legal term and a discussion around the data underpinning the numbers given to departments to cut.

Move to vote:

Motion passes overwhelmingly with 2 votes against and 4 abstentions

Action

EH ask for more detail on the work done to compile the departmental cut

General discussion

  • Impact of the increase on NI employer contributions – likely to be cancelled out by possible tuition fee rise in Wales (in line with England)
  • Criteria to be used for any potential pooling criteria for academics if saving targets are not met. EH assured that these criteria have not yet been decided and will be subject to union negotiation, as has been the case with PS redesign. Ensuring fairness and recognition of protected characteristics.  Members urged to share any messaging shared within schools/faculties
  • Vote of No confidence in Senior management suggested as a tactic

Social for UCU Members

Wednesday 4th December, 4 – 7pm, Pub on the Pond

Letter to SLT – June 22nd

We have sent the below to SLT as a response tho their continued refusal to negotiate with UCU locally in respect of the MAB.

Dear colleagues

We are disappointed that you are still unwilling to enter into negotiations with us regarding the ongoing marking and assessment boycott. 

This position leaves us in a significant minority of UK institutions, and one of only a very small number of Welsh institutions. Additionally, your proposal to continue the deductions indefinitely ranks us among the worst institutions in the UK in terms of the total scale of deductions, and runs contrary to your stated position that you value good relations with campus trade unions. We are sure you agree that this does not reflect well on the reputation of the University, and are surprised that you are not taking steps to remedy this.

In the absence of any negotiations, we write to put you on notice that your proposed salary deductions are a breach of contract, and also constitute an unlawful interference with our members’ right to engage in lawful industrial action. 

We understand your position that you are rejecting partial performance. But, this is quite obviously a fiction.

Firstly, you have at no point advised colleagues participating in the MAB that they should not undertake their ordinary duties unless they also discontinue their participation in the MAB. This contradicts Government advice that “you must tell employees that they should only attend work if they fulfil their contractual duties”. Nor have you made it unambiguously clear to colleagues that any work done is on a purely voluntary basis (save for some particular comments to specific individuals). To the contrary, your correspondence on the matter of reporting expressly refers to the duty of obedience in contracts of employment, asserting colleagues participating in the MAB to remain bound thereby (your reply to our letter of 18th May does not address this point). Additionally, the University has continued to issue further instructions directly to individual colleagues after their participation in the MAB has become known.

Secondly, we note your threat to impose 100% deductions in the event of any escalations, such as the withdrawal of 100% of our labour. This, again, is clearly inconsistent with having rejected partial performance. If the payment of 50% is conditional upon our members continuing to perform 90-95% of their ordinary duties, then it is not, as you assert, an “ex gratia payment”, but rather, a salary deduction, which must be justified on some lawful grounds. 

Thirdly, the fact that you continue to deduct PAYE and NI from these payments indicates that they are not “ex gratia”: HMRC guidance confirms these payments to be subject to tax, by reason that they are conditional upon work being performed. This is inconsistent with your assertion that you have rejected partial performance.

Finally, we note your stated reasoning for imposing and maintaining the deductions that they are to “incentivise” colleagues to discontinue their participation in the MAB. That is to say, the deductions are (and are intended to be) punitive. As you are aware, it is unlawful to impose a detriment upon employees for their participation in lawful industrial action. Although you would be fully entitled to deduct a much smaller amount in respect of work not done, imposing disproportionate deductions amounts to an interference with our members’ legal right to freedom of association.

We note with interest your continuing assertion that your actions in this dispute are intended to mitigate the impact of industrial action on students. It is increasingly clear that the only way to achieve mitigation is to accept our offer and enter into local negotiations. 

The current approach of punitive deductions, a refusal to properly challenge bullying behaviour by some managers, and the imposition of regulations which devalue degrees and harm students has only served to deepen divisions. We have at all times shown willing to work with you to reduce the impact upon students, and are deeply disappointed at your failure to engage with these invitations.

We remain hopeful that you will work with us to settle the local dispute by calling on UCEA to return to negotiations, and by entering local negotiations to support our students.

We await your response.

Yours faithfully

UCU Committee

Response to SLT on MAB Deductions

In response to the announcement of 50% deductions for those taking part in MAB we raised our concerns and disappointment with the university’s position.

We’ve shared our initial letter, the VC’s response, and our reply below.

We’re in regular contact with the university’s senior leadership regarding the ongoing marking and assessment boycott. We’ll be sharing updates as with members in our regular MAB drop-ins and via email.

Letter sent April 20th 

Dear SLT,


We’re writing to express our disappoint at your decision to impose a blanket 50% pay deduction on staff taking part in the marking and assessment boycott.

We are particularly disappointed that our engagement - in good faith - with yourselves throughout this dispute has been met not with a willingness to negotiate an appropriate deduction but with an unevidenced, punitive, blanket 50% deduction that reflects some of the worst anti-worker behaviour in the sector.

This, along with your refusal to rule out 100% deductions at a later date, is far from a proportionate response and we believe is an attempt to punish staff who take part in industrial action.

Despite the marking and assessment boycott officially beginning today there is still a lack of information on how deductions will be calculated and implemented, and we are asking for clarity on the below points as a matter of urgency;

- Is the university is treating the deduction as a set-off of projected damages for breach of contract against full salary. If so, please explain exactly how the value of the potential damages to be set off has been calculated.
- Alternatively, if the university believes it will be paying a sum which represents the value of the work actually done, (a quantum meruit), please explain clearly how that value will be assessed. Our position is that even when engaging in ASOS the value of work delivered by members is easily equal to 100%

- What metrics the university is using to calculate days that will be subject to deduction


Our position as a branch is that negotiations on deductions remain open and would welcome a further meeting with yourselves to discuss a more equitable level of deduction and a process which does not unduly impact staff who are taking part in action.

In the interests of full transparency, we will be sharing this letter with members and publishing it on our website.


We look forward to hearing from you.

SLT Reply 10th May

On behalf of the Senior Leadership Team, thank you for sharing the local branch’s views on our University’s current position in relation to UCU’s national marking and assessment boycott.
 
We understand your position and note the national guidance from UCEA, plus UCU’s own guidance in respect of the boycott, and the potential impact on salaries.
 
While this is not a decision that we have taken lightly, our position in relation to the withholding of pay for partial performance is entirely consistent with an employer’s legal rights under established case law in cases where partial performance amounts to a breach of contract. In addition, we note that the position that we have taken mirrors that of a significant number of institutions, both in Wales and nationwide. Our current position in respect of the level of salary withheld in relation to the national marking and assessment boycott will therefore not be subject to negotiation nor consultation.
 
We are aware that in some cases, institutions across the UK have opted to withhold 100% of salary outright. While we have stated clearly that we reserve the right to withhold up to 100% of salary for participation in ASOS that amounts to partial performance, we sincerely hope that the impact of the current action will not warrant consideration of this.
 
As you will have seen, we have recently communicated with all staff to outline our current position and approach to the MAB. I understand that you worked with our colleagues in HR to offer suggested amendments to the initial all staff email and FAQs, to ensure that they are as helpful and informative as possible, and colleagues in HR were also mindful of the UCUs national advice regarding declarations when drafting last week’s all staff email; we remain very grateful for your input on that front. We are of course open to further feedback in respect of the suite of FAQs that we have developed, should you become aware of any queries from colleagues or members or should you feel that they can be improved.
 
To date, our Senior Leadership Team and our Campus Unions have prioritised engagement and partnership working, and we feel that our shared commitment to the sustainability and success of our University benefits both our University and our colleagues. Both prior to and throughout the recent periods of industrial action, we have successfully continued to work in partnership to progress across a number of fronts, and it is our intention that we continue to do so, to further support our University’s on-going success.
 
Best wishes,
 
Paul

UCU Response 10th May

Paul,
 
It is obviously incredibly disheartening that you are refusing to negotiate on the issue of deductions. It is particularly disappointing that you continue to use the national nature of the dispute to justify local decision making, the decision to make a 50% deduction has been made by SLT and SLT alone.
 
We are of course aware that some outlier institutions have preceded with 100% deductions, but we would have hoped that Swansea University’s leadership team would employ a more thoughtful approach to industrial relations than ‘we could be worse’. Several institutions such as the Open University have taken a different approach and worked with UCU to find a fairer model which benefits both staff and the university, and it is regrettable that you have rejected this possibility.
 
Despite warm words around partnership the position of the institution is that trade unions are partners only when we can support the outcomes desired by senior management and while we have sought to work with HR colleagues on issues raised, we have, in light of the refusal to negotiate on the point of deductions, reassessed our position.
 
You talk about a shared commitment to the success of the university but it is quite clear that you have a different idea of what a successful university looks like. It has become increasingly evident that senior management no longer see this university as a community and have no real interest in the welfare of your employees.

Committee Elections 2023-24

Nominations have posed for the 2023-24 UCU branch committee. The below candidates have been elected uncontested to the committee.

OFFICERS 

President: Nika Balomenou 

Vice-President: Mahaboob Basha   

Secretary: Siân Neilson

Membership Secretary: Teresa Phipps  

ORDINARY COMMITTEE MEMBERS (9)        

  • Peter Arnold
  • Val Aston
  • Nick Felstead
  • Katherine Fender
  • Brian Garrod
  • Sue Jordan
  • Jacqueline Rosette
  • Alexandra Sardani
  • Jess Whitney

Treasurer Election

As there is more than one eligible candidate for this post there will be a election.

This is an electronic ballot which is being undertaken by UCU Head Office and all members will receive a link via their preferred email. Please check your spam folder for emails from noreply@ucu.org.uk if you have not received your ballot.

Candidates

Emily Lowthian

Howard Moss

Treasurer Role Description – per local rules

The treasurer will have custody of the funds of the branch and authority to make payments from them in accordance with the rules as the need arises. The treasurer’s duties will be to keep the books of the branch; to present the accounts of the branch for auditing as necessary; to present these audited accounts to a general meeting of the branch, to publish them to all members of the branch, and to submit a copy forthwith to the honorary treasurer of UCU. In the absence of the treasurer, the treasurer’s duties will be performed by another officer or committee member as the committee decides.

Candidate Statements

Emily Lowthian

I am a passionate activist for equity and fair working conditions for members. I have a wealth of experience which would be valuable for a Treasurer position:

  • Supporting role in coordinating the Marking and Assessment Boycott; attending every drop-in to support members with their queries, alongside developing student infographics, and staff support materials.
  • History of supporting students to co-ordinate group responses to industrial action in solidarity with UCU, to fight for their teaching and learning conditions.
  • Spoken on BBC Radio 5 in support for the Marking and Assessment Boycott, along with a BBC Wales interview, aired on the 14th of June.
  • Co-developed the fundraising strategy for the Marking and Assessment Boycott, which has now reached over £4,000 to support our members financially.
  • I have plans to raise the £4,000 further by connecting with other organisations, and encouraging members not partaking in the boycott to donate monthly.
  • Over the year, I will further fundraise for the branch, such as a 100-club lottery.
  • In terms of my activist stance, I protested for transgender people’s rights in-linewith the Taliesin event.
  • Lastly, I have supported colleagues in disputes with their employer, with plans to become a caseworker.

Vote Emily for Treasurer!

Howard Moss

First thing is I’m delighted that, for the first time in many years, we have contests for committee posts. That people are prepared to come forward and offer their commitment to the union bespeaks a vigorous and progressive branch. For myself I am pleased to be treasurer candidate again, having held the post for 15+ years and previously been branch president, vice-president and membership secretary. During the whole of this period I have also represented members in several hundred personal cases. If someone says change is good, I will of course agree. But people will also appreciate that custodianship of the branch funds, though it may be seen as a background role, is especially important. The advice that the treasurer is called upon to give to the committee and to the membership on using our funds wisely, while also keeping the branch financially secure, requires the kind of knowledge and experience I believe I have accumulated over my long period in that office. At the same time I would, if re-elected, wish to offer training to others on or off the committee to ensurethat the treasurer’s role remains in secure hands for the foreseeable future.

     

Since the number of candidates for the above officer posts does not exceed the number of vacancies, I declare the members nominated to be duly elected under Rules 9.4(a) and 9.4(b).    

Staff and students join MSs to support Senedd Statement of Opinion condemning VC’s tactics

Swansea University staff and students met MSs at the gates of Singleton Campus today (Friday 26/5/23) as South Wales politicians spoke out against university managers.

The demonstration of support followed a statement of opinion to the Senedd which labelled university managers’ actions ‘disproportionate’ and ‘harming student interest’ while urging Vice Chancellors back to the negotiating table.

Mike Hedges MS (3rd from left) and Sioned Williams MS (2nd from right) join staff and students at Swansea’s Singleton Campus.

Mike Hedges MS said: “Universities are very important to the Welsh economy and can be drivers of economic growth. 

“The way in which Welsh HEI Vice-Chancellors are going about penalising staff is all wrong. 

“We shouldn’t be taking our lead from English universities who are trying to crush their staff with punitive deductions. Welsh universities should be leading the negotiations in a spirit of social partnership that shows a way to the negotiating table, not trying to bully their staff into submission.”

A university lecturer, who did not wish to be named because of fear of reprisals, said: “I don’t think Vice Chancellor Boyle realises the impact his actions are having, but I will never forgive him.”

“University managers are bullying us. They are cutting our wages, attacking our pensions, and giving more and more of us short term contracts. When Covid hit, we stepped up, and society can thank us by paying us properly, for, amongst other things, finding a vaccine. 

“Food price inflation is at 40%, and I have nine-year-old who is missing out because our Vice Chancellor Boyle is first, cutting our wages in real terms, and second, trying to intimidate us by making ridiculous deductions for taking action.”

Sam, a post-graduate Criminology student said: “Our lecturers are great, but the way the university is treating them is terrible. We’re here today to show our support for our lecturers, and to deliver a message to Vice Chancellor Boyle.”

Dr Teresa Phipps, a Swansea UCU branch committee member added: “We have been working closely with the students’ union (SU) throughout the dispute as we are united by a common interest in our desire to offer the best learning and broader university experience for our students. 

“We are grateful that by working with the SU we have been able to hear the concerns of students communicate directly with all students here at Swansea.

“The university tends to give minimal information to students about industrial action and often misrepresents the reasons for this industrial action, but by working with the SU we have communicated the real reasons behind this dispute, answer student questions and have encouraged students to voice their concerns to university leadership. 

This has led to many messages of support from our students, both to individual members of staff and to the union more broadly.”

ENDS

Further information:

The Statement of Opinion can be found here – https://record.senedd.wales/StatementOfOpinion/348

Swansea UCU backs Fossil Free Careers

Swansea UCU is backing the Fossil Free Careers campaign after a motion (see below) was passed at a GM on Monday 9th January. The campaign calls on Swansea Employability Academy (SEA) to stop actively promoting careers in the oil, gas, and mining industries. This means no longer inviting these companies to attend careers fairs, to advertise their vacancies on careers websites, or to promote them in emails to the student body.

Universities are providing a recruitment pipeline into the extractive industries, and are propping up the companies most responsible for destroying the climate and the planet.  But students across the UK are fighting back and campaigning to get their University careers services to end their relationships with the oil, gas, and mining industries.

Four UK universities have so far committed to fossil free careers. Swansea UCU branch is one of the first branches in the UK to declare support.

More information on the campaign can be found here: https://peopleandplanet.org/fossil-free-careers

A petition for the Swansea Fossil Free Career Campaign can be found here: https://peopleandplanet.org/petitions/fossil-free-careers/fossil-free-careers-swansea

The motion:

This branch notes:

1. Impartial, evidence-based advice offered by HEI careers services is valuable for students and wider society.

2. HEI careers services promoting roles in oil, gas and mining industries is likely contributing to the global climate crisis, and leading students into careers which will decline as we rapidly decarbonise our economies.

3. Congress 2017 passed a motion resolving to “work with members affected by a move to a low carbon economy, other trade unions, and environmentalists” to campaign for a Just Transition.

This branch resolves:

1. To actively work with People & Planet to publicly support the student-led Fossil Free Careers campaign, calling on university careers services to align their operations with sustainability considerations, particularly by declining to promote oil, gas and mining companies.

2. To produce a website statement about this motion and UCU support for this campaign, and amplify the calls to action of it.

Strike News February to April 2022

The first 10 days of action were 14 -18 February, 28 Feb – 2 March. Five more days of strike action by UCU members took place from Monday 28 March to Friday I April over the Universities’ rejection of our demand to compromise on cuts to pensions and refusal to negotiate on pay. We have had an excellent turnout. The camaraderie and support are shown in our newsletters – Please take a look to find out more…

Thanks for all your support!

Pickets Newsletters

Useful Information