Joint statement: Working Together to address concerns regarding the Modernising the Governance Project and grievances related to the Marking and Assessment Boycott

Posted by Internal Communications LT | July 24, 2025 3:09 pm

The University and University College Union have released the following joint statement:

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The University of BOB体育登录网址_欧宝体育官网平台-APP|下载 and the University and College Union (UCU) have engaged in constructive discussions to address concerns raised by UCU regarding the implementation of the Modernising the Governance project and its impact on employment procedures and academic freedom and marking and assessment boycott (MAB) related grievances. Both parties are committed to working collaboratively to find mutually acceptable resolutions that uphold the principles of fairness, transparency, and academic excellence within the University.

Key Areas of Proposed Joint Work:

Academic Freedom: The University and UCU acknowledge the importance of academic freedom. We have jointly reviewed the draft Code of Practice on Freedom of Speech and Academic Freedom and have incorporated a reference to the relevant UNESCO recommendations into 3.1.9 and included a clause in 1.6 regarding the University’s commitment to consult with the Trade Unions on any amendments to the Code. This led the Joint Negotiating Committee (JNC) held on 22 May 2025 to endorse the final draft submitted to Senate for approval. Furthermore, we will examine employment procedures to identify potential enhancements to the protection of academic freedom, including the role of Academic Senators.
Levels of Authority in Employment Procedures: The University and UCU recognise the importance of ensuring fair and efficient decision-making in employment procedures. We will jointly review the levels of authority for key procedures, including non-confirmation of probation, and redundancy (including the end of a fixed-term contract). The role and principles of independent decision-making in appeal processes will also be a focus of our joint review.
Council Oversight of Employment Procedures: The University and UCU acknowledge the importance of appropriate oversight of employment procedures. We will work together to ensure that the reporting mechanisms to Council are robust and transparent, including exploring the content and frequency of these reports and the potential for discussion at the Joint Negotiating Committee (JNC).
Trade Union Advice and Timely Procedures: The University reaffirms its commitment to ensuring employees have sufficient time to access trade union advice during employment procedures. We will jointly document the established practices for escalating concerns regarding delays in obtaining representation. Furthermore, both parties are committed to the timely conclusion of employment procedures and will work together during the implementation review to monitor and identify areas for improvement in procedural timescales.
Marking and Assessment Boycott (MAB) Grievances:? While the University and UCU have maintained their respective positions in relation to the MAB related grievances, both parties have engaged in meaningful and constructive dialogue over the concerns raised by UCU. A Dispute Resolution Procedure was agreed between the University and campus trade unions at the Joint Joint Negotiating Committee (JJNC) meeting on 28 November 2024. Both parties have also agreed to jointly define and map out the distinctions between disputes, individual grievances, and collective grievances as a positive next step to provide a clear way of addressing similar issues moving forward. Following this, we will review Section 1.8 of the University’s Grievance Procedure to ensure clarity and address the handling of individual and collective grievances, including the principle of individual consent for collective processes. Both parties have agreed to keep a separate Collective Grievance Procedure under consideration, with the requirement for such a procedure being determined as part of the ongoing discussions.

Next Steps and Indicative Timeline:

The University proposes the following indicative timeline for addressing the identified concerns:

June – August 2025: The University will undertake internal work over the summer period to review the identified key areas, develop preliminary proposals, and map out potential solutions based on the discussions held.
September 2025 (Start of New Academic Year): The University will aim to share these preliminary proposals and mappings with UCU representatives for initial discussion and feedback at the start of the new academic year.
October – November 2025: Based on the feedback received, the University will refine the proposals and aim to reach mutually agreeable positions with UCU representatives. Draft statements or proposed revisions will be developed and shared for formal agreement.
Winter 2025/2026 (in parallel with the broader Implementation Review): Final agreed statements and revisions will be prepared for wider communication and, where applicable, integration into University policies and procedures. Importantly, as part of the broader Implementation Review of employment procedures, the University will also engage in discussions with Unite and Unison regarding any proposed changes.
New Year 2026 Onwards: Any resulting changes to University policies and procedures will then be subject to the appropriate University governance approval processes. We will keep UCU informed of the progress through these governance structures.

We are committed to keeping our respective memberships informed of the progress of this joint work.

Looking Ahead:

Both the University and UCU are committed to a positive and productive working relationship. By addressing these concerns collaboratively, we aim to strengthen the University’s employment practices and uphold the principles of academic freedom for the benefit of all staff and the institution as a whole.