Start of term and return to campus

UCU University of Leeds Branch Posted on by
UCU reps have been pushing for a better university policy on face coverings and clearer support for staff who don’t feel safe returning to campus. Branch president Chloe Wallace emailed UCU members 21 September:
Face covering with UCU logo

Dear members

I am writing this email, for the first time in 18 months, from my office in the Liberty Building on campus. Like a lot of us,  I was anxious about returning to campus but also joyful about seeing colleagues and students again and being back in the place I have worked for 22 years. I am grateful to be here, but increasingly worried that rising case rates and reducing mitigations across society will mean that our return will be short-lived and we will be required to work from home again.

I want in this email to address two things which relate to return to campus and start of term

Facecoverings

UCU have been repeatedly raising with management your concerns about the University’s policy on face coverings and in particularly worrying about whether you can ask or require students to wear face coverings in class. As a result, we are expecting an improvement on university policy this week.  This is rather late, given the importance of setting the tone with students right from the beginning, but we are glad that your concerns are being listened to. In the meantime, please follow all health and safety guidance around campus and let us, and the health and safety team, know if you have any concerns.

Vulnerable staff

We have also heard, and raised with management, many concerns from staff about being pressurised to return to campus, even when you may have medical reasons to continue to work from home. We have been assured that nobody should be pressurised to come onto campus and particularly that if you are vulnerable to COVID-19, or live with someone who is, you should be enabled to work from home. This is also the case for disabled staff for whom working from home is a reasonable adjustment for reasons not related to COVID-19. We have emphasised the importance of making this clearer in University communication to empower staff to ask for what they need. If you are feeling pressurised to return to campus and your line manager is being unhelpful, please contact us via ucu@leeds.ac.uk and we will arrange a caseworker to support you. 

Our next General Meeting is on Thursday 7th October at 1pm, and we will be discussing these issues and many more. Please watch out for an email from Alan Smith with the agenda and details of the meeting and please do attend if you are able – our General Meetings will continue to be held online until further notice.

I am planning to be on campus two days a week for the time being, unless instructions change. If  you see me around, please do say hello – 18 months at home alone have taught me how much I value in person connection with others, however, brief – even if you can’t see my smile under my mask!

In solidarity

Chloe Wallace

Dr Chloe Wallace
Associate Professor in Law
School of Law
University of Leeds.

Co-Director, Centre for Innovation and Research in Legal Education
Programme Leader, School of Law 4 year programmes

President, Leeds University UCU

@chloew1970

University backs unions’ call for time off to support climate strike

UCU University of Leeds Branch Posted on by
Student climate strikers on the steps of Leeds town hall with prominent banner: "Leeds Uni stop investing in fossil fuels"

University of Leeds senior management has agreed to grant all staff a one-hour paid stoppage on Friday 24 September to support the youth climate strike taking place in Leeds. 

The time off was agreed following a joint request from UCU, Unison and Unite. 

A rally for all staff and students is planned on Parkinson steps* from 3.15pm on the 24th, marching to Millennium Square at 4.15pm to join the youth climate strike taking place there. The rally is co-organised by the Leeds Student Staff Climate Coalition, UCU, and a number of student societies.

The coalition is encouraging staff to join when they can, to show their solidarity with youth strikers around the world who have been campaigning to raise the climate emergency up the agenda. 

UCU committee and the Leeds Student Staff Climate Coalition also feel that the University is not doing enough to meet its own climate commitments. 

Simon Moore, the UCU committee’s lead on climate and the ecological emergency, said: “It has been nearly two and a half years since the university pledged its seven climate principles. Yet in that time we have witnessed almost a total vacuum in terms of actual changes on campus, and we still have no climate plan in place to achieve our targets. 

“If others feel like we do that our institution needs to urgently get its own house in order, then join us and make your voice heard next Friday.”

For more details about the climate rally on Parkinson steps, including Covid safety precautions, visit https://facebook.com/events/606672110499210/

(*There is ongoing discussion with university senior management about the use of the Parkinson steps; please follow any instructions given by rally organisers.)

Return to more in-person activity

UCU University of Leeds Branch Posted on by

You will have seen that the University has issued further guidance in relation to returning to campus over the next month, including some in-person teaching and other activity. Much of this guidance has not been subject to trade union consultation, and I know that many of us as staff members have concerns, particularly given rising covid-19 case, hospitalisation and death rates, which, despite the vaccine roll-out, are higher than they were this time last year. 

UCU officers have again pressed HR for the university to give assurances to staff who are vulnerable to covid-19, or live with people who are, and therefore feel particularly vulnerable to and/or anxious about returning to in-person activity. HR say that the university will take into account people’s individual circumstances and they are keen to get the message across that anyone in this position should approach your head of school or line manager to discuss your situation and what can be done to support you. This applies to anyone who is concerned – you do not have to have a medical diagnosis or long term condition. If you do not wish to speak to your head of school, you can speak to your local HR manager instead. If these conversations do not go well and you are not meeting a sympathetic approach, please email ucu@leeds.ac.uk – the branch will take on cases individually and collectively to support members.  

We have heard concerns from UCU members about face coverings and in particular about students not being required to wear them in teaching space. It has to be said that the government’s positioning is not helping the University – it is difficult to enforce mask wearing when it is not compulsory elsewhere, and we recognise this. Officers are, however, continuing to raise this with the University: given the current case rate, we would like to see the position changed. 

There has been a lot of work going on around campus involving health and safety staff and trade union representatives around the kinds of mitigations that are needed to limit the spread of covid-19, recognising that nowhere can be 100% covid-safe. Rooms, including teaching spaces, will have a reduced capacity – this should be made clear in every room, as should necessary distance markings etc, and we urge everyone to respect those. You can find information about what is being done about things like cleaning and ventilation here  – this also includes information as to where to report any issues – please keep us in the loop if you have concerns.

Annual leave carry-over “whack-a-mole”

UCU University of Leeds Branch Posted on by

UCU reps and senior HR managers are still having to deal with localised re-emergences of a wrong interpretation of the policy for carrying up to a week’s annual leave into the following year.

This is a hang-over from a dubious spin put on the policy in the early stages of the covid pandemic, with the phrase “exceptional circumstances” repeated again and again by people in HR and by heads of many schools and services. (“Exceptional circumstances” is not mentioned in the policy.)

It arose because some senior managers feared that if significantly more staff than usual carried a week’s leave over from 2019-2020, in the hope of being able to use to go away on holiday if covid restrictions relaxed later, it would have a significant detrimental impact on the 2020-2021 autumn term. The informal line apparently being given to line managers was that while the policy hadn’t changed they should try to keep numbers to a minimum by only give their agreement in exceptional circumstances. HR and senior managers have tended to dress this as wanting to ensure everyone takes their leave for the good of their health – and of course that is in general a good thing which no-one would disagree with – but the driver for that was clearly a fear of a significant detrimental impact in the autumn of 2020.

We’re long past all that. No-one is spinning that “exceptional circumstances” line any more centrally, only a few line managers who haven’t been kept informed.

You can download the University of Leeds annual leave policy for academic and academic-related (‘professional and managerial’) staff from the university staff pages.

You can carry up to one week’s leave (pro-rata) for up to 3 months after the end of the leave year by agreement with the dean of faculty or head of school or service. As with any other request, if it’s refused it should be for a genuine reason. The onus is not on you to argue exceptional circumstances but on the dean or head of school or service to explain why if they can’t accommodate the reasonable request.

If you would like support with challenging a decision you feel is unfair, see leedsucu.org.uk/supporting-each-other

Open letter: Jet Zero – add your name

UCU University of Leeds Branch Posted on by

Would you like to add your name to a joint letter from academics at University of Leeds calling for tougher action to reduce the climate change impacts of air travel?

The letter is being put together by the Group for Action on Leeds Bradford Airport (GALBA).

If you wish to put your signature to the open letter text please email GalbaUK@protonmail.com by 8 September.

You can find out more about the GALBA campaign at galba.uk

Galba logo

Climate emergency: request for staff stoppage 24 September

UCU University of Leeds Branch Posted on by

UCU, along with Unison and Unite, has written to the university vice chancellor to request that staff are given one hour’s paid leave to take part in activities around the youth climate strike on 24 September. Staff were allowed time to participate in the last major international youth climate strike two years ago.

Many staff are keen to support the young people, including University of Leeds students, who are drawing attention to the need for action to avert catastrophic climate change. Friday 24th September is the next big international event, and the young people organising it are calling for adults to join them on that day. There is a Leeds event planned by the youth groups from 3-6 pm on 24th September. The unions have asked that university staff are given 60 minutes paid time off from 4-5 pm to show their support in an appropriate way, either by going to the physical event or by using that time to participate in online activities running alongside the face-to-face ones. Staff could then spend longer in their own time if they wished.

The new university strategy aims to help create a more equitable and sustainable world, and to address global challenges including climate change. University researchers, for example the Priestley Centre, are doing impressive work on climate change and the University is a key partner in the Leeds Climate Commission and the Yorkshire and Humber Climate Commission. So we hope the vice chancellor will agree that enabling staff to support the youth event would be a good way to visibly demonstrate how seriously the university takes climate change.

Trade unions are also of course campaigning for action on climate change, and we want to encourage members to get involved as much as possible.

Scheduled general meetings 2021-2022

UCU University of Leeds Branch Posted on by

The schedule of ordinary general meetings and the annual general meeting for this academic year is at general meetings for 2021 – 2022, and copied below.

This doesn’t include any extra-ordinary or emergency meetings called by members, the committee or officers. Members will be emailed about those separately as they arise.

The meeting dates will be emailed to members as soon as the university fixes its email list system.

There are some suggestions about general meetings and making collective decision at Making UCU branch general meetings work better

October 7, 2021

Thursday 7 October 2021, 1pm – 2pm

The deadline for motions to this meeting is 12pm Tuesday 21 September.
Rule change motions can be submitted to this general meeting (because the agenda will be sent out 14 days before the meeting).
If you want to send a motion to one of the UCU national equality conferences from the branch, this is the meeting to put the motion to.

October 7, 2021
November 25, 2021

Thursday 25 November 2021, 12pm – 1pm

The deadline for motions to this meeting is 12pm Tuesday 16 November.
If you want to send a motion to the UCU national anti-casualisation annual meeting, or the annual meeting of academic-related, professional services staff, or make nominations to either of those national committees, this is the latest general meeting to propose the motion or nomination to.

November 25, 2021
January 25, 2022

Tuesday 25 January 2022, 1pm – 2pm

The deadline for motions to this meeting is 12pm Tuesday 18 January.

January 25, 2022
March 8, 2022

Tuesday 8 March 2022, 1pm – 2pm

The deadline for motions to this meeting is 12pm Tuesday 1 March.
If you want to send a motion to UCU Congress 2022 this is the latest general meeting to propose the motion to.

March 8, 2022
April 7, 2022

Thursday 7 April 2022, 12pm – 1pm

The deadline for motions to this meeting is 12pm Tuesday 15 March.
If you want the branch to propose amendments to motions sent by other branch to UCU Congress 2022 this is the meeting to propose that.

April 7, 2022
May 12, 2022

Annual General Meeting (AGM)
Thursday 12 May 2022, 3.45pm – 5pm

The deadline for motions to this meeting is 12pm Tuesday 28 April
The deadline for nominations to the committee for 2022-2023 is the end of Wednesday 13 May.
Rule change motions can be submitted to the AGM.

May 12, 2022
July 4, 2022

Monday 4 July 2022, 12pm – 1pm

The deadline for motions to this meeting is 12pm Tuesday 21 June.

July 4, 2022

This post was updated Monday 6 September to change the April meeting from Wednesday to Thursday (to avoid a clash with a meeting with management).

USS pension dispute

UCU University of Leeds Branch Posted on by

You will have seen the General Secretary’s email yesterday concerning the very disappointing news about Universities UK’s decision to push ahead with cuts to our pensions. If you are anything like me you will have found this news devastating. Be clear: Universities UK are refusing to explore alternative proposals put forward by UCU, and are refusing to take any more time to consult – they are not  prepared to countenance even a small increase in contributions and are refusing to strengthen the covenant support which USS says that it needs. For us, who have committed so much and worked so hard over an impossible year, and have another equally impossible year ahead of us, this is another outrageous insult. You can find more explanation here, as well as in the General Secretary’s email.

Whilst UCU will continue to push for a reversal of this week’s decision the fact is that Universities UK have knowingly pushed us into a place where industrial action is the only remaining option for us and we need to plan and prepare for it. I encourage all members to attend the mass online event this Friday from 1-2 – sign up here  – this is for all members, not just committees or officers or reps. 

You will also be aware that we have a Higher Education Special Sector Conference on our disputes next Thursday 9th September, which your branch delegates will be attending. You can find the agenda, with all  motions, here – and I encourage you to have a look at it. The motion we passed at our Extraordinary General Meeting on 20th August is on the agenda. You will see that some motions take similar positions, whilst one motion takes a different position – delegates will be doing all we can to put forward strong arguments for our branch position. In voting on other motions, delegates will be led by branch policy, the local motion we passed on 20th August (here, but also a motion passed on 22nd April 2021 here  all of which make clear our determination to fight against pension cuts and for fair pay, secure contracts, equality and safe workloads – all of these issues matter. The short time frames given to us around these meetings mean that we do not have time for further meetings, but I would encourage everyone to look at the motions and share any views with us, particularly as to the detail, bearing in mind that delegates first and foremost have to vote in line with branch policy as expressed at general meetings.

Text from email from branch president Chloe Wallace to members Thursday 2 September 2021, which was delayed because of problems with a university IT system.

Motions passed at extraordinary general meeting 20 August 2021

UCU University of Leeds Branch Posted on by

Members passed the following motions at the extraordinary general meeting on Friday 20th August. This was a single issue meeting to decide the branch’s positions about the disputes over USS pensions and over pay, casualisation, workload and equality (the Four Fights), in advance of the UCU Higher Education Sector Conference on these issues on Thursday 9 September.

Branch motion – Progressing the Four Fights and USS disputes

This branch notes that:

  1. UCU paused the USS and ‘Four Fights’ disputes during the pandemic.
  2. UCEA imposed a 0% pay rise last year and their ‘final offer’ of 1.5% this year is below inflation.
  3. despite progress during 2020 negotiations, UCEA are now not making any substantial offers on casualisation, workload and equality.
  4. UUK have not joined UCU to pressure USS and the Pensions Regulator to cancel the 2020 valuation and use a moderately prudent approach in 2021.
  5. Pension contributions will rise in October to 11% of salary.
  6. UUK’s proposals on USS are likely to mean lower pension benefits, a two-tier scheme which disadvantages early career members, and further contribution increases

This branch believes that:

  1. The four fights and pensions issues are inextricably linked. Low pay, pay inequality and job insecurity all lead to poorer pensions and a worse retirement. Casualised and low paid members may not be able to afford to join the USS pension scheme at all.
  2. It is in all our interests to make sure that everyone has fair pay, good working conditions (including a reasonable workload), job security, and a decent future pension.
  3. Employers would seek to divide us, pitting those with relative job security who are worried about their pensions against those whose main concerns are low pay, equality and casualisation. So solidarity across roles and job types is vital – we must stand together rather than only caring about what affects us personally.
  4. This solidarity was strong during the action in 2019-2020 and we must reinvigorate it now.

This branch resolves to:

  1. Make clear to UCU centrally that we believe co-ordinating the disputes is essential.
  2. Campaign locally on the four fights and pensions campaigns together.
  3. Hold local UCU meetings across the university during the start of the autumn term to discuss the disputes and plan the campaign.
  4. Work with student groups to seek their support, particularly to pressure management to use Leeds’ influence within the employer bodies to make substantial progress in both disputes.
  5. Work closely with our sister campus trade unions on campaigning.
  6. Prepare for industrial action balloting by developing a strong local ‘Get The Vote Out’ strategy.

Motion to be submitted to Higher Education Sector Conference (HESC) – Combining Four Fights and USS disputes

HESC believes that:

  1. The four fights and USS issues are inextricably linked. Low pay, pay inequality and job insecurity mean poorer pensions and a worse retirement, and some members cannot afford pension contributions.
  2. Solidarity between different groups of members (casualised/permanent, different pay grades, equality groups, academic/related, pre- and post-92 branches) was hugely important during the 2019-2020 industrial action.
  3. Continued solidarity will be vital to winning the disputes and for building the union.
  4. It is therefore crucial not to separate the disputes or give priority to either.

HESC resolves to:

  1. Coordinate the four fights and USS campaigns, highlighting the links.
  2. Give parity to both disputes in strategic planning, balloting and publicity, ensuring that all affected branches have a voice in developing the dispute strategy.
  3. Ballot and take action on both disputes concurrently.
  4. Coordinate action with sister unions, if possible, to improve effectiveness.

UCU backs LGBT+ staff network letter to vice chancellor

UCU University of Leeds Branch Posted on by

The UCU committee has joined the university LGBT+ staff network in writing a joint letter to the vice chancellor asking her to rectify the current discriminatory situation for trans staff and students at the University of Leeds. The UCU committee has signed the letter because of the serious issues that need to be addressed, and which UCU members have raised, including:

  • lack of action on implementing the university’s trans equality policy
  • a culture of transphobia at the university, as seen in some of the posts and comments on the Big Leeds Conversation
  • safety concerns for trans staff and students ‘outed’ by the university’s IT systems
  • unnecessary and distressing insistence on documentation for name changes.


Full details are in a redacted version of the letter here (PDF, 23 MB, 18 pages). The text will be copied below shortly. Please be aware that this includes some experiences of trans staff and students which you might find distressing to read.

We know that the Vice Chancellor believes equality and inclusion are hugely important, as do the campus trade unions, so we hope she will take this very seriously and will work to repair the university’s relationship with the staff and student LGBT+ community.

Find out more about the LGBT+ staff network including how to join

Letter text

This is a transcript for accessibility purposes and does not contain graphics and formatting may be inaccurate.

[Text will follow shortly – the layout has made text extraction less straightforward.]