51福利2090

51福利/2090听 May 2023

University and College Union

To Branch and local association secretaries, special conference delegates

Topic 听听听听 minutes: Special higher education sector conference

Action 听 For approval/adoption at annual higher education sector conference 2023

Summary Minutes of the special HE sector conference which took place online on the 19 April 2023 鈥� to debate and direct the future of the Pay and USS disputes.

Contact Jon Hegerty, National Head of BOCE (sector conference business);

Christine Bernabe (minutes)

听听听听听听听听听听听听听听听听听听听听听听听听听听

Special higher education sector conference held:

to debate and direct the future of our disputes

19 April 2023

Unconfirmed minutes

Present: an attendance list can be made available

1 Chair鈥檚 welcome

1.1听听听听 Justine Mercer, HE President elect and Chair of conference, welcomed all delegates online on Zoom. All were asked to note the conference agenda, 51福利/2086 which had been circulated and would be the business of this conference.

1.2听听听听 The Chair briefed conference on the practical arrangements as had been set out in the agenda and the Principles for the Conduct of Business Online, as in the first report of the Congress Business Committee, 51福利/2084. Business will be conducted in a Zoom webinar format which was explained in detail and included voting, speaking times and recording to help with minute taking. No other means of recording was allowed and the chat function will not be available.

1.3听听听听 The Chair asked delegates to note that all business would take place in private session and should any security breaches occur, conference will shut down.

2听听听听听听 Report of the Congress Business Committee

2.1听听听听 At the Chair鈥檚 invitation, Alan Baker, Chair of the Congress Business Committee, welcomed all to conference and moved the agenda. The CBC Chair apologised to 听听听听听听听听 conference that it was not possible to challenge the report and take emergency 听听听听听 motions. He, however, assured delegates that motions were looked at in detail, 听听听听听听听听 along with the Standing Orders. Delegates in attendance were asked to note 听听听听听听听听听 51福利 Rules 16.1 鈥� 16.3 and reminded that decisions made at conference are 听听听听听听听听听听听听听听听听听 binding and urged all to think sensibly. The CBC Chair thanked all staff who 听听听听听听听听听听听听听听听 support the work of Congress and hoped that conference went smoothly.

2.2听听听听 A test vote followed.

2.3听听听听 The Chair informed that in order to proceed with conference, there were matters to be approved. Conference agreed to adopt the agenda (153f / 11a / 19abs). Conference further agreed to adopt the Principles of Business for conference (163f / 6a / 14abs)

3听听听听听听 Update from Jon Hegerty, National Head

3.1听听听听 Jon Hegerty addressed conference and highlighted:

路 Preparation for the marking and assessment boycott;

路 Launch of the student facing campaign;

路 Briefing HEC on a weekly basis;

路 Update on pay negotiations 鈥� failure of UCEA to agree joint demand of the five unions, ACAS negotiations and HEC to consult members;

路 The threat of pay deductions, as advised by UCEA, and systems in place to be able to move quickly;

路 USS outcome, including UUK鈥檚 position, consultation wording, agreed by HEC, and members votes on USS consultation.

3.2听听听听 Jon Hegerty added that 51福利 had the best interests of members at heart, with a focus on unity, and that level-headed calls were required.

4 Debate of motions

4.1听听听听 The Chair opened the debate on motions and advised conference that motions will be grouped, where possible, and to also note consequentials, where stated on the agenda.

HE1 Solidarity, struggle and reconciliation, University of Sussex was moved by Jo Pawlik, University of Sussex, and formally seconded by the Chair of Conference. Marion Hersh, HEC, spoke in the debate; Jo Pawlik exercised a right of reply. HE1 was LOST;

         Conference notes that:

1.    51福利 branches show outstanding dedication to our struggles and unite around collective action through deliberation and disagreement.

2.    51福利 leaders, negotiators and officials should be commended for their committed work.

         Conference believes that:

a.     we inherited 51福利 from our predecessors who fought for the rights we enjoy. We must look after our union with care for future generations.

b.    internal fractures are being aggravated to the detriment of solidarity and effective action.

c.     Collegial criticism, self-reflexivity and accountability should replace accusation, to restore trust and heal wounds.

d.    Union democratic structures must be trusted with those tasks.

         Conference resolves to:

                 i.   recommend internal solidarity events which,

                ii.   celebrate local wins and support branches undergoing disputes.

               iii.   exchange knowledge and perspectives between national leaders, committees, members.

               iv.   enact rituals of reconciliation, for example, putting oneself in the shoes of another with role play to develop empathy and understanding.

4.2听听听听 The Chair asked to note CBC鈥檚 advice on consequential on motions HE2 and HE3 鈥� that if motion HE2 is passed, motion HE3 falls. Both motions were taken in one debate. Speakers in the debate included Andrew Feeney, Northumbria University & HEC, John Parrington, University of Oxford, Dyfrig Jones, Bangor University, Deepa Govindarajan Driver, HEC. Lucia Pradella (KCL) and Becky Faith (Sussex) exercised right of replies.

4.3听听听听 Conference voted in favour of taking motion HE2 in parts and vote on point (i) separately (114F / 53A / 21abs).

4.4听听听听 The vote on HE2 point (i) was LOST (73f / 108a / 10abs)

i. continue joint industrial action in the two disputes to maximize pressure on the employers.

HE2 USS and Four Fights, King鈥檚 College London moved by Lucia Pradella, King鈥檚 College London, who also moved to take the motions in parts, and seconded by Sunil Banga, Lancaster University, was CARRIED as amended (without point (i)) (114f / 57a / 19abs);

SCHESC notes

1. UUK鈥檚 expressed intention to restore benefits by April 2024, depending on the 2023 valuation, and to explore the restoration of benefits lost between April 2022 and April 2024 but without guarantees.

2. No Four Fights offer from UCEA but rather an imposed pay cut and promises of three working parties.

3. 51福利鈥檚 acceptance that local circumstances might prevent implementation of the recommendations.

4. The threat to national bargaining from reliance on local negotiations.

SHESC believes

a. Winning national ballots and coupling action in the two disputes provided a unique opportunity to transform the Higher Education sector.

b. Continuing action is key to unconditional agreements fully restoring USS benefits, Four Fights success and the fight for a publicly funded HE.

SHESC resolves to

ii. continue each dispute until UUK or UCEA make tangible concessions, with guaranteed commitments, in the respective disputes.

HE3 Composite: Decoupling the Four Fights from the USS dispute Southampton University, University of Sussex moved by Becky Faith, University of Sussex, and seconded by Jo Pawlik was CARRIED (98f / 86a / 7abs);

HESC notes:

1.    Positive progress towards resolution of the USS dispute including the UUK/51福利 joint statement.

2.    Resolution HE6, passed at Conference in Summer 2022, to 鈥榤aintain the link between the two disputes until sufficient progress is made in one or both to justify separation鈥�.

In the light of the proposal negotiated between Employers and 51福利 in the USS dispute, HESC believes that sufficient progress has been made in the USS dispute to justify separation of the two disputes.

HESC further notes that in future it may be necessary to call action in one of the two disputes only, or to different timescales, in order to maximise leverage in that specific dispute or to meet specific deadlines.

HESC therefore resolves to formally separate the Four Fights and USS disputes, in order to maximise the effectiveness of any future calls for industrial action.

For the purposes of the forthcoming reballot and MAB, separate the two disputes for the planning of further industrial action, reflecting that sufficient progress has been made in the USS dispute.

4.5听听听 The Chair asked conference to note the CBC advice on consequentials 鈥� If motion L1 is passed, HE4 point i, HE5 second paragraph to end of point 3, motion HE6, and motion HE7 from 鈥楿se MAB to aim for鈥� to end of motion, would fall.

L1 Marking and Assessment Boycott 鈥� Four Fights University of the West of Scotland was moved by Chris O鈥橠onnell, UWE and HEC, and seconded formally by the Chair. Elane Hefferan, University of Kent, Alex Prichard, University of Exeter, spoke in the debate. A right of reply was exercised by Chris O鈥橠onnell. L1 was LOST (20f / 159a / 12abs);

Conference notes the strategy to ballot, strike and act nationally has forced the employers into negotiations for the first time since 2019 and delivered results on all four claims.

These gains are against the backdrop of 30% membership density and 51福利 being the only one of five JNCHES unions with a national strike mandate.

It is now crucial we avoid splitting the membership. A MAB would take place under the threat of UWS stating they will deduct 100% pay and other employers likely to follow suit with punitive measures.

Now is the time to build our union in readiness for future campaigns.

Therefore, Conference resolves:

To call off the Marking and Assessment boycott scheduled to begin on 20 April 2023 if fewer than two-thirds of members vote 鈥榬eject鈥� in the Four Fights consultation.

To Immediately launch the most ambitious recruitment drive in 51福利 history.

4.6听听听 The Chair informed motions HE4 鈥� HE7 would be taken in one debate. Speakers in the debate included Joanna de Groot, University of York and HEC, who moved to remit HE4, David Hitchcock, Canterbury Christ Church university, James Eastwood, QMUoL, Ilektra Christidi, UCL, who also moved to take motion 7 in parts. Right of replies were exercised by Nicola Pratt (Warwick), Sean Wallis (UCL), Tom Gillepsie (Manchester), Marion Hersh (Glasgow and HEC).

HE4 Supporting a marking and assessment boycott (MAB), University of Warwick was moved by Nicola Pratt, University of Warwick, and seconded by Marian Mayer, HEC. The vote to remit HE4 was LOST (64f / 96a / 20abs) and HE4 was subsequently CARRIED (124f / 59a / 11abs);

SHESC notes:

1.    delegates at the January BDM voted by 56% for a MAB to begin on 17 April.

SHESC believes:

a.     a marking and assessment boycott can be an effective tactic to win our demands

b.    branches must not be allowed to suffer punitive pay deductions in isolation.

SHESC calls on HEC to:

               i.      notify a MAB immediately

             ii.      announce that punitive pay deductions in any institution will be met with strike action

            iii.      prepare for possible strike action by notifying employers immediately of ten days of strike action to commence in late May

            iv.      adopt the practice of notifying further bouts of action before the previous bout has concluded

             v.      in consultation with branches, call off strike action week-by-week if the employers agree not to make punitive deductions

            vi.      make an emergency appeal to boost the Fighting Fund for branches suffering punitive deductions.

HE5 Industrial action: MABs, strikes, and BDMs, University of Liverpool, University College London, London regional committee was moved by Sean Wallis, UCL and HEC, and seconded by Peta Bulmer, HEC. HE5 was CARRIED 110f / 80a / 4abs);

SHESC notes and reaffirms the core elements of the strategy set out in Resolutions 5 and 6 carried in both SHESCs April 2022.

SHESC calls on branches to ready members for a marking and assessment boycott (MAB) explaining that it will require a higher level of organisation than hitherto, with daily strike committee meetings open to all members to:

1.    organise the MAB, fundraising and salary sharing

2.    decide whether strike action for punitive deductions should be taken or called off

3.    send delegates to BDMs (or national strike committee meetings)

SHESC calls on HEC to:

a.     notify to the employers a series of weeks of strike action commencing in late April to support the ASOS

b.    fortnightly: call BDMs with voting (or national strike committee meetings)

c.     in consultation with branches, call off strike action week-by-week if the employers agree not to make punitive deductions

HE6 Responding to 100% MAB deductions University of Manchester was moved by Tom Gillespie, University of Manchester, first time speaker, and seconded by Peta Bulmer, HEC. HE6 was CARRIED (107f / 73a / 11abs);

SHESC notes

That delegates at the January BDM voted by 56% for a Marking and Assessment Boycott (MAB) to begin on April 17, to target all final/end of year summative assessments beginning that month.

That during previous MABs multiple employers have threatened to deduct 100% of pay for members who have taken part.

SHESC resolves

To call on 51福利 to announce that confirmation from any HEI of their intention to deduct 100% of members鈥� pay for taking part in a MAB will be met with immediate notification of strike action in response, with no set end date for said strike action provided until the threat of 100% deductions is explicitly withdrawn.

HE7 Winning Four Fights, University of Glasgow was moved by Marion Hersh, University of Glasgow and HEC, and seconded formally by the Chair. A point of correction was noted for point a. 鈥� to insert 鈥榮taff鈥� after the word 鈥榮imilar鈥�. The move to take motion 7 in parts; points a-d was CARRIED (104f / 70a / 18abs).

HE7 point 2a was CARRIED (158f / 23a / 14abs)

HE7 point 2b was CARRIED (134f / 36a / 25abs)

HE7 point 2c was CARRIED (135f / 30a / 30abs)

HE7 point 2d was LOST (75f / 83a / 34abs)

d.    Moving all Black, disabled, women and non-binary staff up one spinal point (adding an additional one for those at the top of the scale) and simplified promotion criteria for them with reasonable adjustments.

HE7 was subsequently CARRIED WITHOUT POINT 2d (139f / 34a / 15abs) and as amended;

SHESC believes that the proposed pay offer is a real terms pay cut and that the proposed negotiations will not reduce equality pay gaps, casualisation and workloads.

SHESC mandates:

All negotiators should be involved in further negotiations not just GS.

Use MAB to aim for:

1.    Pay increase of at least CPI.

2.    UK agreements required to be implemented in institutions with minimal variation, including:

a.     Approach similar staff to OU one to moving all hourly paid, variable hours and simple staff to permanent fractional contracts

b.    At least 95% of staff, including GTAs, on open-ended contracts without funding end date.

c.     Bridging arrangements with institutions providing at least one year of funding for contract research staff.

4.7听听听听听 Sean Wallis, UCL and HEC, made a request to withdraw the UCL motion from the composite with an explanation and to replace with the version of C4 at the end of the agenda. This was APPROVED by conference (145f / 17a / 20abs) and subsequently AGREED that C4 would be debated and voted on.

C4 (replaced HE8) The ever-increasing casualisation and insecurity in HE needs addressing urgently, London regional committee was moved by Alberto Pezzotta, UCL on behalf of the London Region, and the motion was seconded by Peta Bulmer, HEC. C4 was subsequently CARRIED (159f / 18a / 7abs);

SHESC notes that:

1.   contractual insecurity is one of the "Four Fights", alongside pay, inequalities, and workloads

2.    insecure employment in HE continues to grow. 66% of research staff and 43% of teaching-only staff are on fixed-term contracts, and women, people with disabilities, and people from ethnic minorities are disproportionately included.

3.    the outline agreement reached at ACAS as a basis for future negotiations with the employers does not explicitly include anything to address casualisation and insecurity, other than a brief remark on zero hours contracts

SHESC believes that insecurity is key in the Four Fights and must be explicitly addressed in any resolution to this dispute.

SHESC resolves to insist that any future negotiations and agreements must include substantial, measurable and timely proposals to address all forms of job insecurity, casualisation and precarity.

HE9 Consulting on UUK offer and escalating dispute with UCEA, Durham University was NOT MOVED as the mover was not in attendance.

         SHESC notes:

That both the consultative e-ballot of members and the recent HEC鈥檚 decisions have left many rank-and-file members disillusioned and confused.

That there is a need to bring together the membership to consolidate the gains made in our pension dispute whilst continuing the fight for a better offer on pay, casualization, workloads and pay inequalities.

SHESC resolves to urge HEC:

1.  To consult the membership on the agreement with UUK on the restoration of benefits to the USS pension scheme with a recommendation to vote in favour of approving it, thereby decoupling the disputes.

2.  To use the 2020 offer from UCEA on casualisation, workloads and pay inequalities as a template for an agreement on these elements of the dispute.

3.  To begin immediate preparations for a marking and assessment boycott to escalate the dispute to improve the pay offer.

HE10A.1 University of Sussex was moved by Jackie Grant, University of Sussex. Tony Brown, UCL, spoke in the debate. The Chair informed that the convention of voting on USS motions will stand and asked conference to note that only HEI鈥檚 who are part of USS are able to vote on industrial matters. HE10A.1 was CARRIED, following a re-run of votes in line with this convention (96f / 48a / 21abs);

Delete:

鈥楥onferences believes a satisfactory resolution of the USS dispute requires

i. Adoption of an investment strategy and valuation methodology appropriate for an open and immature pension scheme.

ii. Restitution to members of the excessive contributions imposed since 2018.鈥�

Replace with:

鈥楥onference believes restoration of trust in USS requires

i. On 1 April 2024, restoration of future benefits to pre-April 2022 levels for 26% and augmentation of benefits lost in 2022-2024.

ii. Beyond 2023, adoption of an investment strategy appropriate for an open, immature scheme designed to yield long-term growth, and a valuation methodology that is transparent, moderately prudent and stable, and restitution or compensation to members of the excessive contributions imposed since 2018.鈥�

HE10 Restoring trust and value to USS, University of Dundee was moved by Timothy Wilson, University of Dundee, and seconded formally by the Chair. HE10 was subsequently CARRIED as amended by HE10A.1 (128f / 19a / 19abs);

Conference notes

1.  A 2023 valuation of USS conducted on a 鈥渘o surprises鈥� basis implies little change in their inappropriate investment strategy and flawed valuation methodology.

2.   The long-held position of 51福利 that pre-2022 USS benefits could be funded for a contribution rate of 26% (8% members, 18% employers) by prudently investing for long-term growth.

3.   The recent public statement from USS that future benefits could be funded for about 26% using their current approach.

鈥楥onference believes restoration of trust in USS requires

i. On 1 April 2024, restoration of future benefits to pre-April 2022 levels for 26% and augmentation of benefits lost in 2022-2024.

听听听听听 iii听听听 Genuine governance reform that gives control of USS to stakeholders.

         听听iv听听 Removal from leadership positions of those who are complicit in the gross mismanagement of the USS scheme.

HE11 Restore USS benefits in full before contributions reductions are considered, University of Oxford was moved by David Chivall, University of Oxford, and formally seconded by the Chair. The Chair asked conference to note that voting on HE11 would hold the same convention as HE10. HE10 was CARRIED (124f / 16a / 22abs);

Conference notes:

1.    The surplus in recent USS interim valuations and associated reduction in projected contributions

2.    Volatility in recent USS valuations and interim valuations

3.    UUK misrepresented to employers the cost of 51福利 proposals which sought to prevent the April 2022 USS benefit reductions

Conference believes:

a.     The 14th March 2023 UUK and 51福利 joint statement on collaboration toward USS benefit restoration is welcome

b.    Market volatility could be used to argue that benefit restoration is not 鈥渄emonstrably 蝉耻蝉迟补颈苍补产濒别鈥�

Conference resolves:

               i.      To use our industrial action mandate to gain a commitment from UUK that contributions reductions can only be considered once benefits, including inflation caps and the DB salary threshold, have been fully restored to the level they were in March 2022, and benefits lost between April 2022 and the date of restoration have been recovered in full.

HE12 Meaningful, democratic, transparent and informed consultation, University of Birmingham was moved by Harjinder Kaur-Aujla, University of Birmingham, and formally seconded by the Chair. The Chair advised conference that it was not possible to take speakers in favour of motions owing to time constraints. HE12 was CARRIED (142f / 19a / 16abs);

         SHESC notes that:

1.    it is essential for members and branches to have regular democratic input into the direction of the current disputes.

2.    members should have the right to vote on the offers tabled for both the Four Fights and USS disputes once the HEC considers the offer has the potential to settle the dispute.

3.    there is widespread confusion among 51福利 members regarding the state of the current dispute.

4.    voting to consult members on the pay negotiations appears likely to trigger a pause, although this remains unclear.

5.    UCEA鈥檚 statement indicates that joint unions have accepted a no-strike clause, although this remains unclear.

         SHESC resolves:

a.     To consult members in an even-handed way and with information presented transparently, using FAQs to help inform members, and highlighting the real terms nature of any pay offer.

b.    To clarify the correct decision-making process, in terms of 51福利 rules, when deciding how to proceed with industrial disputes.

HE13 Informed decision-making, University of Glasgow was moved by Richard Reeve, University of Glasgow, and seconded formally by the Chair. The Chair advised conference that with regards to USS and multi-union pay negotiations, there are rules from the different bodies which must be adhered to as far as attendance was concerned, and 51福利 will abide by these rules. HE13 was CARRIED (129f / 42a / 13abs);

         SHESC notes that:

1.    not all nationally elected negotiators have been involved in all negotiations;

2.    when this has occurred, non-participant negotiators appear to not have been briefed or consulted;

3.    this has resulted in negotiations being conducted and decisions made by small sub-groups.

SHESC believes that:

a.     All elected negotiators should be involved at all stages.

         SHESC instructs HEC:

               i.      to ensure that all elected negotiators are involved in negotiations, or where that is not possible that any absent negotiators can be and are briefed and consulted after every meeting or at a mutually agreed frequency;

             ii.      That no surveys or consultations are sent out to branches or members on the disputes without the agreement of and a public report by the full team of elected negotiators;

            iii.      That no consultation on pausing industrial action or closing a dispute is made without a formal recommendation voted on by HEC.

HE14 Formal consultation on offers if the disputes continue, University of Essex was moved by Katharine Rockett, University of Essex. Marion Hersh, HEC and University of Glasgow, proposed remittance of the motion. A right of reply was exercised by Katharine Rockett. The vote to remit HE14 was CARRIED (96f / 70a / 7abs);

         Conference notes:

1.    #ucuRISING has achieved a historic aggregated ballot success and received offers from UCEA and UUK.

2.    the importance of successful negotiations with which lead to offers on pay and pensions.

Conference believes that if we continue with the pay and pensions disputes that any offer from UCEA and UUK on the ACAS-negotiated offer on pay and conditions, and pensions that HEC deems to be a significant improvement on the offer presented on 15 March 2023 should be put to members along with explanatory commentary and/or recommendations from the full negotiation team.

Conference resolves, if the pay and pensions disputes are not settled, that HEC formally consult members on any further offer from the UCEA and UUK which HEC deems to be a significant improvement on the ACAS-negotiated offer presented on 15 March 2023 and provides explanatory commentary and/or recommendations from the full negotiation team.

5.听听听听听听听听 Close of conference

5.1听听 The Chair brought conference to a close and thanked delegates for their attendance and forbearance. The Chair apologised that time did not allow for motions HE15 to HE25 to be debated and asked delegates to note the confidentiality of business until informed. Delegates were also reminded to register for Congress in May by the deadline of 25 April. The Chair expressed her thanks and gratitude to the transcriber and 51福利 staff who supported conference and huge thanks to the Head of Democratic Services and Head of Bargaining and Negotiations for the support she had received. This would be her last online conference as newly elected Vice President, Maria Chondrogianni, will take up office on 29 May and extended her best wishes. A new Head of HE, Shahenda Sulliman, had also been appointed. She hoped to see everyone at Congress in Glasgow.

5.2听听听听 Conference ended.

Appendix 1 Motions on the agenda which were not taken owing to time are set out below.

HE15 Taking democratic control of our disputes University of Warwick

SHESC notes:

both the move to negotiation through ACAS and the 鈥減ause鈥� in strike action were imposed unilaterally, with no prior consultation of members or HEC

HEC is the body responsible for deciding industrial strategy, informed by Branch Delegate Meetings.

SHESC believes:

members should be meaningfully consulted on industrial strategy and employer offers in a timeframe and in a format that is accessible, enabling inclusive discussion and consideration of relevant information

branches are the best structures for facilitating such discussions

HEC should be consulted on the content and wording of e-consultations and BDM questions

SHESC calls on HEC to:

1.    schedule BDMs on a fortnightly basis during a period of industrial dispute, to inform HEC decision-making

2.    ensure that members receive regular updates from elected lay negotiators on the progress of the disputes and employer offers

3.    ensure that elected lay negotiators are given the opportunity to issue recommendations on offers from employers.

HE16 Democratise Branch Delegate Meetings (BDMs) University of Oxford

Conference notes that:

The purpose of BDMs is to feed branch views to HEC.

Branches and HEC have no say on BDMs鈥� agenda.

At recent BDMs, questions were not aligned to previous HEC decisions and didn鈥檛 allow delegates to fully represent branch views.

Conference believes that:

HEC should be involved in planning BDMs.

BDM questions should not contradict democratic decisions taken by HEC.

Debate at BDMs should not be curtailed through restricted voting options.

Delegates should have a mechanism to register (dis)approval of BDM questions.

Conference resolves that:

1.    Questions and voting options for BDMs must be approved by HEC in a single-issue online meeting before being sent to branches.

2.    Every BDM should include a question about whether branches approve of questions and voting options.

3.    Sufficient time should be given for debate at BDMs. Qualitative feedback from debate, including on questions and options, should be reported to HEC alongside voting outcomes.

HE17 Elected negotiators and democracy King鈥檚 College London

SHESC notes

1. All 51福利 elected negotiators were not invited to every negotiation meeting held in this dispute.

2. HEC is the body responsible for deciding industrial strategy, informed by elected negotiators' reports and Branch Delegate Meetings.

SHESC believes

a. 51福利 is a democratic union and elected negotiators are a constituent part of the 51福利 democratic system.

b. 51福利 must follow its own rules.

c. Failure to conform to 51福利 democratic systems threatens member. engagement and undermines member confidence and trust in 51福利 leadership.

SHESC resolves to

i. Invite all elected 51福利 negotiators to every negotiation meeting.

ii. Make sure that HEC hears from all elected negotiators when making decisions on whether to put an offer to members.

iii. The general secretary must abide by the decisions of HEC.

iv. Include agreed statements from the elected negotiators when members are consulted.

HE18 Observe 51福利's democratic rules and structures Royal Holloway, University of London

SHESC notes

1. HEC is the body responsible for deciding industrial strategy informed by Branch Delegate Meetings;

2. Both the move to negotiation through ACAS and the 鈥榩ause鈥� in strike action were imposed unilaterally with no prior consultation of members on HEC nor elected negotiators;

3. The overuse of poorly designed and confusing e-surveys to consult members without any meaningful consultation.

SHESC resolves

a. The sovereignty of HEC be respected

b. During disputes Branches, BDMs and HEC should meet fortnightly

c. All elected negotiators to be fully consulted for any negotiations or meetings between 51福利 and UUK/UCEA;

d. HEC, informed by the elected pension negotiators, should decide when members are surveyed through e-surveys, content and wording of e-surveys and BDM questions;

e. Appropriate reasonable adjustments should be made to ensure SHESC, HEC and BDM are accessible to all.

HE19 For democratic control over disputes University of Manchester

HESC notes:

That both the move to negotiation through ACAS and the 鈥減ause鈥� in strike action were imposed with no prior consultation of members or HEC.

Official 51福利 social media platforms have been used to advance certain positions on future strategy and argue with individual members.

HESC further notes:

Democratic control over disputes empowers members and builds union density through the solidarity engendered by collective decision making.

Members learning that they have been stood down via social media is disempowering and demoralising.

Official union channels debating strategy on social media makes the union appear weak.

HESC resolves to:

Affirm the sovereignty of members and our democratic processes.

Commit to ongoing democratisation of the union, empowering members and creating proper processes for democratic decision-making during disputes.

Remind employers that they are negotiating with a collective, not individuals, and they must wait for our democratic processes to make decisions on disputes.

HE20 Respect the union鈥檚 existing policy against the use of 鈥渃onsultative鈥� eballots University of Cambridge

SHESC calls on the GS to respect the union鈥檚 democratic processes and existing policy against the use of 鈥渃onsultative鈥� e-ballots and member surveys without proper input by HEC and without time for discussion in branches and at Branch Delegate Meetings.

HE21 Solidarity against discrimination and victimization University of Hull

51福利 members at the University of Hull and elsewhere have been subject to coercive demands to reschedule classes and other teaching that was lost due to strike action. We consider these actions to be intimidatory, and tantamount to a denial of the right to strike. They are also discriminatory in impact by hitting those with heavy teaching loads the hardest and result in the victimization of a small number of colleagues. These show the continued willingness of University managers to place more and more demands on staff with little regard to their impact on the workload or health of academics who already have more work than can be done in a reasonable working week.

The 51福利 condemns these actions unreservedly, doubts their legality, and will actively resist all management demands that place unacceptable pressure on staff to annul their right to strike.

HE22 Negative Impact of short notice consultation on strike Queen Margaret University

Whilst acknowledging the difficulties caused by UCEA and UUK acting in bad faith during negotiations, this conference notes with concern:

1.    The call for branch consultation with members with one day notice of BDM while on strike;

2.    The use of electronic polling for members鈥� consultation with insufficient time for reasoned debate;

3.    A consultation question that asks two distinct questions: on the membership vote and the pausing of strike action;

4.    A consultation question that does not differentiate between two distinct disputes, one of which not all branches are involved in, which potentially disadvantages branches in post-92 institutions;

5.    That the decision on whether strikes scheduled for Monday 20th March could not be communicated before 5pm on Friday 17th March, leading to uncertainty;

6.    The potential negative impact of the conduct of consultation in the disputes on local negotiations, the standing of 51福利 and other public service worker disputes.

HE23 Censure HEC for 17 March Decision Bangor University

         Conference notes:

1.   Over 80% of members rejected a pay-only offer in a February 2023 e-ballot

2.   Further negotiations resulted in offers on pay, casualisation, working conditions, and USS

3.   In March 2023, members voted through branch delegate meetings and an e-ballot to be consulted on these latest offers

4.   On 17 March 2023, 51福利鈥檚 HEC decided not to let members have a say on their own dispute

         Conference believes:

a.    51福利 is a member-led union

b.   We trust our members to know what is and is not acceptable to them

c.    51福利 HEC鈥檚 17 March 2023 decision to not consult members is undemocratic and unacceptable for a member-led union

         Conference resolves:

            i.        To censure 51福利 HEC for not listening to members鈥� views expressed through both the e-ballot and branch delegate meetings

HE24 51福利 to encourage students to pressure management during strike action Loughborough University

Conference notes the impact of strike action on University Management is uncertain; universities don鈥檛 lose income from strikes and are able to blame lost learning experienced on 51福利.

Conference believes that as a primary pillar of its strike policy, 51福利 should develop a strategy which systematically engages students to pressure management, including but not limited to, asking all students who have lost formal learning opportunities due to the strike action to email the University鈥檚 Senior Management Team expressing their dissatisfaction.

Conference resolves to authorise a working group to examine ways to encourage students to pressure management over the impact of strikes and authorise the provision of legal advice for ideas under consideration by the working group.

HE25 Challenging the legality of pay deductions for ASOS University of East Anglia

SHESC notes that:

1.    In Summer 2022, QMUL members suffered pay deductions totalling several weeks for engaging in an assessment boycott as part of the current dispute

2.    Members at many other institutions now face similar threats: management reserving the right to make full deductions for those who fail to reschedule classes/make up other work lost to industrial action

3.    Members are currently being balloted on an assessment boycott this summer

4.    Whether or not realised, such threats constitute attacks on the rights of individual members and the union collectively to take industrial action (as they 鈥渃hill鈥�)

 SHESC resolves:

a.     to secure Leading Counsel鈥檚 opinion on the legality of making disproportionate deductions equating to more than time lost, particularly whether they might constitute breaches of a member's/51福利鈥檚 human rights under Article 11 of the ECHR/HRA

b.    to ensure this opinion informs future legal strategy on this issue.

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