Sussex UCU Motion: Support for Unite and UCU Staff

This branch notes:

1. UCU’s rule 2.4.ii, outlining as one of UCU’s ‘Aims and Objects’: ‘To promote equality for all including through the Union’s own employment practices’.
2. Unite’s collectivised trade dispute with UCU includes issues of: a) Structural racism b) Equalities failures c) Health and safety concerns d) Organisational dysfunction e) Breaches of disputes procedure and recognition agreement
3. UCU Black Members Standing Committee’s boycott over serious concerns about structural racism.
4. Notice of contravention issued by HSE to UCU in 2023.
5. UCU Rules 28 and 29 determine the organisational and staffing responsibilities of the General Secretary, who must act in accordance with NEC instructions; procedures and conditions of employment shall be agreed by the NEC.
6. In March 2024, Unite, as the trade union representing staff employed by UCU, declared a collectivised industrial dispute with UCU as an employer, consolidating several ongoing disputes.
7. On May 13th 2024, Unite UCU members voted overwhelmingly in favour of industrial action in this dispute, with 72% of votes in favour on a 79% turnout; and on May 15th, they issued notice of strike action on May 30th, day two of UCU Congress (FE and HE sector conferences).
8. The issues raised by Unite in this dispute include: a) UCU’s continued failure to meaningfully engage with serious equalities concerns (in particular, workplace racism experienced by Black staff) and health and safety issues, including contravention of health and safety law according to the Health and Safety Executive. b) Organisational failings in UCU management culture leading to workplace stress. c) Bullying and dismissive behaviour by UCU senior management. d) Breach of the recognition agreement between UCU and Unite UCU.
9. Congress motions B18, B30, B31.

This branch believes:

1. UCU must model excellent employment conditions for all staff.
2. This dispute has brought UCU into disrepute and undermined staff and members.
3. UCU should apply as an employer the same standards that it demands for its members in terms of pay, working conditions, equality, health and safety, fighting precarity, and union-employer relations and negotiations.
4. Failing to uphold these standards is morally wrong and unfair to the staff who support us, bringing the reputation of UCU as a union into question and weakening UCU’s negotiating position.
5. Workplace racism, as experienced by UCU’s Black staff, is unacceptable and requires urgent independent investigation.
6. All Unite members employed by UCU have the right to a safe and professional workplace culture, respect and support from management, prioritisation of their health, safety and well-being, and minimization of workplace stress.

This branch resolves:

1. To publicly support Unite UCU’s demands.
2. To write to the UCU General Secretary, calling for urgent resolution of this dispute and full engagement with Unite to address the issues raised.
3. To call on the NEC to: a) Convene a special meeting to address this dispute and direct immediate implementation of motions B18, B30, B31. b) Direct the General Secretary to: i) Engage meaningfully with Unite and take constructive, measurable actions to fully resolve all issues underpinning this dispute. ii) Provide regular updates on the dispute, including a right of reply for Unite at NEC meetings. iii) Ensure a genuinely independent and external investigation is launched, with terms of reference agreed with Unite and meaningful input from BMSC, to make recommendations to address organisational dysfunction.
4. To donate £1000 to Unite UCU’s strike fund.