30 July 2020
Raj Jethwa, UCEA’s Chief Executive said:
“The employers are naturally disappointed at the result of UCU’s consultative online ballot* of members over UCEA’s full and final offer**. This was a dispute about a pay uplift implemented a year ago, with increases of between 3.65% and 1.8% for the academic and professional services staff covered***.
“UCEA’s extensive proposals followed more than a year of discussion with UCU in an attempt to address the challenges relating to casual employment, workload pressures, mental health and wellbeing and the gender and ethnicity pay gaps. It is frustrating that we have not been able to begin working together on these important issues. Although it is too soon to predict the full impact of Covid-19, we remain deeply concerned about the anticipated financial shortfall facing our sector. UCEA and its employers are committed to constructive dialogue with the sector’s unions on the financial challenges facing the sector. Fundamental to that dialogue is a recognition that we all need to work together to protect our sector.”
* this was the third time that UCU ran a ballot over the 2019-20 talks
** Made in April 2020 - www.ucea.ac.uk/our-work/collective-pay-negotiations-landing/2019-20-nj-round/
*** more than half the staff covered eligible for pay progression saw increases at around 4.8%
For further information please contact: Marc Whittaker, Communications and Events Manager (m.whittaker@ucea.ac.uk) or Andy Fryer, Communications Manager (a.fryer@ucea.ac.uk).
Raj Jethwa, UCEA’s Chief Executive said:
“The employers are naturally disappointed at the result of UCU’s consultative online ballot* of members over UCEA’s full and final offer**. This was a dispute about a pay uplift implemented a year ago, with increases of between 3.65% and 1.8% for the academic and professional services staff covered***.
“UCEA’s extensive proposals followed more than a year of discussion with UCU in an attempt to address the challenges relating to casual employment, workload pressures, mental health and wellbeing and the gender and ethnicity pay gaps. It is frustrating that we have not been able to begin working together on these important issues. Although it is too soon to predict the full impact of Covid-19, we remain deeply concerned about the anticipated financial shortfall facing our sector. UCEA and its employers are committed to constructive dialogue with the sector’s unions on the financial challenges facing the sector. Fundamental to that dialogue is a recognition that we all need to work together to protect our sector.”
* this was the third time that UCU ran a ballot over the 2019-20 talks
** Made in April 2020 - www.ucea.ac.uk/our-work/collective-pay-negotiations-landing/2019-20-nj-round/
*** more than half the staff covered eligible for pay progression saw increases at around 4.8%
For further information please contact: Marc Whittaker, Communications and Events Manager (m.whittaker@ucea.ac.uk) or Andy Fryer, Communications Manager (a.fryer@ucea.ac.uk).
