Engagement with Management Timeline

Branch committee members will be involved with the following activities of engagement with management:

  • 24th February – Organisational Change Forum
  • 3rd March – Transformational Change formal consultation OPENS
  • 17th March – organisational Change Forum
  • 25th March – Trades Union University Group
  • 26th March – Meeting between UCU and Vice Chancellor
  • 16th April – Transformational Change consultation CLOSES

The branch has provisionally identified the following dates for General Meetings to report back to members on progress regarding consultation:

  • 5th March 2025 @ 12:30
  • 27th March 2025 @ 12:30

Please watch out for confirmation of the above dates in your inbox.

Report from General Meeting 23rd January 2025

You can review the meeting presentation here.

The meeting of 23rd January was quorate and called primarily to update members on branch engagement with management and to seek a mandate for escalation should that prove necessary.

Members were first apprised of the situation regarding the current period of restructure and the Chair fielded questions from the floor regarding the VR process, the implications for jobs as a result of the proposed academic restructure, academic reviews etc.

Three motions were scheduled for debate and a vote:

  • Motion 1 – Protecting Jobs and Terms & Conditions
  • Motion 2 – Demilitarisation
  • Motion 3 – Boycott, Divestment and Sanctions

Motion 1 was passed unanimously, thus authorising the branch ‘To lodge a formal dispute if the employer is unwilling to make material concessions’.

Motions 2 and 3 were deferred in the absence of the proposer.

Open Meeting – Wednesday 11th December 14:00, Phoenix NE0.100

The campus trade unions – UCU, Unite and Unison – are holding an open meeting for all staff to discuss the cost reduction strategy of the employer.

This meeting is open to all staff, union membership is not required, so please encourage your colleagues to attend.

It must not be understated that the cost reduction strategy will impact on all aspects of the university, all employees, and the fundamental future of the institution. 
All employees of The University of Bradford have a vested interest in the institution to ensure that whatever changes made are the best interests of the institution, its current and future employees, and students.  

If there ever was a time to be in a trade union, this is it. The employer is not engaging in meaningful consultation/negotiation on a range of matters (including workload arrangements and Bradford Academic) and is actively seeking to downsize whilst refusing to rule out compulsory redundancy.

We urge all members to talk to their colleagues about UCU fears. This is NOT scaremongering, rather it is a rational assessment based on announcements from management that are in the public domain, coupled with information gleaned from sources that UCU have reasonable confidence in.

Reclaim the Night

UCU Bradford LA supports the Reclaim the Night initiative and will be taking part in the march that starts in the Atrium at 16:30 on 10th December, moving to the city centre.

You can learn more about the movement on the University Sharepoint Site (just search for Reclaim the Night in the search bar).

Vote NOW to Have Your Say

Dear colleague

The consultative ballot on the higher education pay and working conditions offer 2024/25 is now open. Please look out for an email containing your unique link to vote from Civica Election Services.

Please register here for an online Q&A session (today, Tuesday 12 November, 15:00-17:00) with the higher education national negotiators regarding the final offer. This will be an important opportunity for you to ask any questions you may have about both the offer and the negotiation process.

For more information:

Report of the General Meeting of 16th Oct 2024 

A General Meeting of the UCU Bradford University Local Association took place at 12 noon.   Presentation slides can be viewed here

Main topics for consideration and motions were: 

  • The protection of jobs 
  • Workload model 
  • Workplace Stress 

Questions from the Floor 

In addition to the topics covered in the motions, there were some questions from the floor in relation to the recent announcements of further job cuts. 

These were addressed under AOB as well as an overview of the Organisational Change process that UCU would be engaged in. 

Motions for Debate 

The following motions were considered at the meeting which was quorate throughout: 

Motion 1 – Protecting Jobs and Terms & Conditions: 

The motion was proposed by Zak Hughes and seconded by Steve Hickey. 

UCU Bradford LA resolves to call upon management to:  

  • Make further reductions to the CapEx programmes to meet the budget deficit  
  • Commit unequivocally to a policy of no compulsory or forced redundancies  
  • Adopt MARS levels of compensation in any voluntary severance scheme to ensure fairness and equity, in particular for those who had previously shown commitment to their employer despite the opportunities presented through MARS, and those whose applications to MARS had been declined.  

In addition, members resolve: 

  • To endorse the branch committee to launch a formal dispute if the committee believes the actions of the employer warrant such a step. 

Motion 1 was carried with no votes against and 2 abstentions. 

Motion 2 – Workload 

The motion was Proposed by Dawn Clarke and seconded by Barbara McNamara 

UCU Bradford LA Resolves

  • To call upon the employer to restate its commitment to the recognition agreement, and give assurance that all matters relating to pay, conditions and working practices are appropriately negotiated in accordance with that agreement.  
  • To call upon the employer to enter meaningful negotiations over a new and more representative framework.  
  • To call upon the employer to withdraw any workload models that have been undertaken using the non-negotiated workload handbook. 

Motion 2 was carried with no votes against and no abstentions. 

Motion 3 – Stress Risk Assessment 

The motion was proposed by Sarah George and seconded by Steve Hickey. 

UCU Bradford LA resolves that management must:  

  • Ensure that stress risk assessments are employed proactively and at a departmental / team level  
  • Ensure that stress risk assessments are not used in a  
    coercive or bullying manner to those already suffering from stress  
  • Ensure that regular catch-up meetings with managers are  
    supportive and, in a format, and frequency that is mutually agreed with the employee  
  • Provide clarity to employees about who will see stress risk  
    assessments and include a mandatory requirement for written consent before sharing any part of an assessment. 

Motion 3 was carried with no votes against and no abstentions. 

Any Other Business 

Job Cuts: 

Q1 Any thoughts on if we may have compulsory redundancies? 

A1 Compulsory redundancy was mentioned as a possible course of action by the CFO at the assembly of 15th October.   UCU believes that there is often little if any difference between compulsory and so called ‘voluntary’ severance/redundancy.   These are merely legal terms, with management keen to avoid compulsory due to the legal obligations associated with that.   In both cases severance is almost inevitably forced. As outlined in motion 1 above the branch position is to oppose any forced redundancies.  

Q2 If so, will staff be given warning and told so we can take voluntary redundancies? I guess not, but the VC did say she wanted to be transparent. 

A2 At this stage we know very little about the proposals in terms of the planned approach or magnitude of job losses.   We would expect that there will be some discussions around local restructuring; the branch would be concerned if losses will be targeted and not through the adoption of an “equal pain across the institution” approach. 

Q3 What happens if I don’t take voluntary redundancies then I get compulsory? Can they just restructure and make several people apply for one job? 

A3 We hope that redundancies are based on a robust and coherent restructuring plan.   If, for example, a team is reduced from 3 to 2 one would expect that there would be an opportunity for redeployment or to volunteer for redundancy to make the reduction.   If there is no volunteer then there would be a process of recruitment ringfenced to the individuals, after which the unsuccessful candidate would return to the options of redeployment or redundancy. 

There is in addition a process known as ‘matching and slotting’ where candidates may be placed in the new structure when they meet 70% or more of the required attributes for the new role and there is no other candidate. 

Q4 Re redundancies, how much will they pay out if I have been here for 19 years 14 of them have been part time? 

A4 In the case of a voluntary arrangement the employer has full control of what is being offered, although in past rounds of voluntary redundancies at UoB typically the calculation will mirror the statutory framework set out for compulsory arrangements. 

It should be noted however that MARS deviated from this approach with a flat rate compensation payment equal to 6 months’ salary; we call for a similar approach to redundancy. 

The compulsory scheme currently allows for 1 week for every year of service (pro-rata for part time working) or 1½ weeks for years of service over the age of 41.   You may further be entitled to payment in lieu of notice (PILON) and you should check your contract of employment for that, and payment of any outstanding leave.   Note that the employer may require you to work notice and take leave rather than make additional payments. 

Q5 Can they change my job (reduce responsibilities and give them to other staff with less experience) then argue I’m not needed? 

A5 Technically that is a restructuring.   Your role is in effect removed as indeed are the roles of those other staff, and new roles (perhaps fewer of them) created.   See answer to Q3 for how that should be managed. 

Q6 Is MARS being revisited/re-opened? 

A6 We understand that some MARS applications that were declined either by the applicant or management may be revisited on a case-by-case basis.   We do not at this stage believe that there is a plan to re-open MARS or launch a new phase of that scheme. 

Organisational Change 

Under the organisational change policy, management are obliged to properly consult both collectively and individually over any planned restructuring. 

Collective Consultation 

We would expect to be consulted as a part of that, and we persistently call for early inclusion in the process of developing a plan rather than being presented with a fait accompli.   The reality is that the latter is the normal format for consultation. 

UCU would expect to be invited to any meetings with teams of staff during the process of consultation. 

Individual Consultation 

UCU will endeavor to provide support to members if they are called to meet individually with management. 

We anticipate significant demand for representation however, which means that the branch may find it challenging to accompany all members to individual consultations.   Members are strongly advised to take someone with them (a colleague or friend) who can take notes of the proceedings, and in doing so ensure that nothing is missed. 

Members are asked to consider volunteering to accompany colleagues over this demanding period.   If you are interested, please email ucusupport@bradford.ac.uk with your name and contact details.

Artificial Intelligence Member Survey

Artificial intelligence technologies are already being used within higher and further education, impacting on your working lives and the education of students.

It is crucial we shape the impact of these technologies on education in a way that works for both staff and students, mitigating the risks they could pose.

UCU’s Future of Work in Post-16 Education Working Group is considering the threats and opportunities of these technologies and needs to understand how members and branches are approaching them.

Members are encouraged to complete the following survey. Your responses will help the working group to understand from members’ perspective the uses, benefits and threats of AI-driven education technologies. This will in turn help UCU to provide the appropriate support to members and branches, and to develop the appropriate policy for UCU on Artificial Intelligence.

AI Member Survey

UCU statement on fascist violence

‘UCU sends its heartfelt condolences to the victims and loved ones of the atrocious attack in Southport last week. The local community needs the support and space to heal and come together after those tragic events.

‘Fascist thugs have instead exploited this tragedy to launch racist and Islamophobic violence across England. We send our solidarity to all those under attack, including the many Black and Asian people who were assaulted, as well as international students and staff who will rightly be worried for their safety.

‘We applaud all those who joined the many protests against the far right. We encourage UCU members and all trade unionists to continue to stand against them and to offer support to local mosques and community groups. When doing so, please remain vigilant, look after each other and travel in groups.

‘The racism we have seen did not occur in a vacuum. It is the result of decades of emboldening anti-migrant racism by Britain’s political and media class. Those who have stoked far-right rhetoric are culpable and must now face consequences. The government needs to tackle both the anti-migrant rhetoric spewed by segments of the press and end its own pandering to racist panics about refugees.’

Jo Grady
UCU general secretary

Report from EGM 31st July 2024

The EGM was called to complete the business of the AGM of 3rd July and to update members on any issued flowing from the latest meeting of the Trade Union University Group (TUUG) that took place on the morning of the EGM.

The meeting was well attended and there was a healthy discussion over Motions 1 to 3.

Motion 4 was remitted for consideration at a forthcoming EGM to allow more time for a full debate.