Branch held a General Meeting of members at 12:30-2pm on Tuesday 10th February. After preliminary matters (welcome, apologies, approval of minutes), the President and members of the Branch Executive Committee gave an update on recent activities, including proposals from the University to resolve matters outstanding from the MAB grievance and Modernising the Governance disputes, the work of the on-going Reducing Casualisation Project, tentative plans for a ‘Day School’ on the Secretary of State dispute strategy, an update on the recent Southampton Trades Union Council meeting, and finally an update on recent discussions with management about the University’s financial position.

We were then joined by the President of the Southampton Solent University UCU Branch, Stephen Desmond, to hear about their dispute and strike action. (Branch passed a solidarity motion in support of Solent UCU later in the meeting.)

The following formal business was then addressed.

Delegates for UCU Congress 2026

Branch elected the following three Congress/HESC delegates unopposed:

• Yaiza Hernández Velázquez
• Holly-Gale Millette
• David Bretherton

Policies and Procedures

The University is intending to ask the branch to ratify one policy at the forthcoming JJNC meeting on 12th February. Members instructed the branch executive as follows:

• To ratify the University’s proposed new Menopause Policy: for 34; against 0; abstain 0.

Motions

The following motions were debated:

1. Solidarity with Solent UCU

Branch notes:

1. Southampton Solent University (hereafter ‘Solent’) plays an important role in the city and region, and that the city, region and the University of Southampton benefit from Solent’s success.
2. Solent UCU is our nearest UCU branch, and a robust resistance there sends a powerful message to our own university’s leadership.

Branch believes:

1. That the ‘fire and re-hire’ approach that Solent’s senior leadership is using is extremely immoral.
2. That their actions will be extremely detrimental to staff at Solent and set a dangerous precedent that potentially damages the whole sector.

Branch resolves:

1. To encourage members to support strike action at Solent related to this ongoing dispute.
2. To donate £100 minimum to Solent UCU’s strike fund, in accordance with the motion ‘Solidarity with HE and FE Branches’ passed by Branch at the GM on 11th February 2025.
3. To email the motion to the Secretary of State.

For: 34
Against: 0
Abstain: 0
Motion carried unanimously.

2. Solidarity with Essex UCU

This branch notes:

1. That colleagues in the University of Essex’s UCU branch have voted to take strike action over management’s plans to close the Southend Campus and cut 400 Academic and Professional Services roles, more than one in 10 of the workforce.
2. That to support its members taking this action, the branch needs adequate strike funds.
3. That the leaders of the University of Essex UCU branch have requested our support in their action.

This branch believes:

1. That it is impossible to axe one in 10 employees at the University of Essex without hurting students and damaging the teaching and research capacity of the university.
2. That the proposed closure of Southend campus would devastate the area, as it is not only home to hundreds of students but a driver of growth in the local economy.

This branch resolves:

1. To donate £100 from our branch funds to the UCU University of Essex branch strike fund.
2. To send a message of solidarity and support to members of the UCU University of Essex branch (ucu@essex.ac.uk).
3. To write to Essex’s VC, Professor Frances Bowen (vc@essex.ac.uk), to condemn these draconian plans.

For: 39
Against: 0
Abstain: 0
Motion carried unanimously.

3. Solidarity with Northumbria UCU

Branch Notes:

1. That the management of Northumbria University want to slash the pay of staff who do not change from the TPS to USS pension scheme, and pull the university out of national bargaining to do so.
2. That Northumbria UCU will take strike action against these plans from 12 February 2026.

Branch Resolves:

1. To donate £100 from branch funds to the Northumbria UCU branch strike fund.
2. To encourage members to sign and share the petition at Northumbria Pay and Pension Petition: Stop the Steal! | Megaphone UK.
3. To email the motion to the Secretary of State.

For: 36
Against: 0
Abstain: 1
Motion carried overwhelmingly.

4. Protests in Iran

Branch notes:

1. The ongoing and severe repression of demonstrators in Iran, including protests linked to rising living costs, inflation, and political repression.
2. Reports that large-scale nationwide demonstrations have been met with violent state responses, including mass arrests and killings in the tens of thousands on 7-8 January 2026.
3. Reports that many detainees face severe legal penalties, including the risk of execution.
4. That a solidarity protest as the Global Day of Action in major capital cities across the world is taking place on 14 February to highlight these human rights concerns. The venue in London for the rally is to be confirmed.

Branch believes:

1. That trade union solidarity extends beyond national borders and includes opposition to state repression and human rights violations.
2. That UCU members have a legitimate interest in expressing solidarity with academics, students, and workers facing repression in Iran.

Branch resolves:

1. To advertise the 14 February protest to members, and to encourage them to attend when the venue and time are advertised.
2. To instruct the Branch Executive Committee to forward a copy of this motion to national UCU representatives, officers and officials, as appropriate.
3. To reaffirm its commitment to international solidarity and academic freedom.
4. To instruct the Branch President to forward a copy of this motion to university management.
5. To email the motion to the Foreign Secretary.

For: 33
Against: 0
Abstain: 3
Motion carried overwhelmingly.

5. Motion for Congress 2026: Exit X

Congress believes that there is no justification for trade unions to continue to use the social media platform ‘X’. Elon Musk has failed to tackle racist, sexist, transphobic and other forms of discriminatory abuse on the platform, and the platform’s AI tool has been used to create and publish harmful, non-consensual sexualised images of women and girls.

Congress resolves:

1. that UCU, at all and every level (national, regional, branch, all committees, etc.), must leave X;
2. to encourage all UCU members to leave X.

For: 30
Against: 0
Abstain: 1
Motion carried overwhelmingly.

6. Sabbatical Provision

Branch expresses its deep concern regarding the operation of the university’s sabbatical policy. It considers the low level of sabbatical provision relative to comparator institutions to be detrimental to the interests of the university and staff. Branch calls on the university to enter negotiations to reach agreement on a revised policy.

For: 22
Against: 0
Abstain: 8
Motion carried overwhelmingly.

Branch held a General Meeting at 12:30-2pm on Tuesday 14th October 2025. The President gave a brief local update, covering matters including our Strategy Day, academic year changes, lecture capture, workload and management culture, and the need to increase membership and stay engaged. We then moved on to the formal business outlined below.

Policies and Procedures

The University is intending to ask the branch to ratify three policies at the forthcoming JJNC meeting on 16th October. Members instructed the branch executive as follows:

• To ratify the University’s proposed new Consultancy Policy: for 37; against 0, abstain 3.
• To ratify the University’s proposed new Overseas Working Policy: for 35, against 0; abstain 3; on the understanding that late amendments discussed with the University are accepted.
• To ratify changes to the University’s Additional Holiday Policy: for 35; against 0; abstain 3; on the condition that the University agrees to enter discussions regarding practices relating to the carryover of annual leave.

Motion: Unite UCU Dispute

Branch notes:

1. The ongoing dispute between UCU management and the Unite UCU branch.
2. That Unite UCU members working from home as part of Action Short of Strike (ASOS) have been threatened with punitive pay deductions.
3. That members of this branch were subject to disproportionate pay deductions for participating in UCU’s 2023 Marking and Assessment Boycott as part of ASOS.

Branch believes:

1. Negotiations between UCU management and Unite UCU should resume immediately, so that the dispute can be resolved as soon as possible.
2. That employers, least of all trade unions, should not make disproportionate or punitive pay deductions from staff participating in industrial action.

Branch resolves:

1. To call on the General Secretary and UCU management to enter negotiations with Unite UCU, without preconditions.
2. To call on the General Secretary and UCU management to stop the threat of punitive pay deductions for taking part in ASOS.
3. To make a donation of £100 to the Unite UCU strike fund, should UCU staff participating in ASOS be subject to disproportionate or punitive pay deductions.

For: 35
Against: 0
Abstain: 3

Motion Carried

AOB: Co-Option to the Executive Committee

Branch voted unanimously in favour of the co-option of Dr Sofia Doyle to the position of Branch Equality Officer. We are pleased to report that this means that all officer positions are now filled for 2025-26.

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

The University of Southampton 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.

[Statement released 24/7/2025]

Our 2025 Annual General Meeting took place on 19 June, 12:30-2pm, and included reports from the President and several Branch Officers, as well as a talk by guest speaker, Dr Zara Dinnen (QMUL UCU Branch), about the prospect of opening a trade dispute with the Secretary of State for Education. The Branch Executive Committee for 2025-26 was announced, and several decisions were taken, as set out below.

Thank you to everyone who came, and to Laura, our Branch Organiser and Administrator, for organising the meeting.

Branch Executive Committee 2025-26

• President – David Bretherton
• Vice President – Hannah Fair
• Honorary Secretary – Eleanor Jones
• Honorary Treasurer – Mary Morrison
• Communications Officer – Rachel Corbett
• Membership & Campaigns Officer – Claire Le Foll
• Officer for Members of Colour – Shmma Quraishe
• Academic-Related Staff Officer – Thom Bostock
• Pensions Officer – Traute Meyer
• Post-Graduate & SUSU Liaison Officer – Michael Barnard
• Environmental Officer – Vesna Perisic
• Ordinary Member – Patrick McSweeney
• Ordinary Member – Holly-Gale Millette
• NEC South Rep – Denis Nicole

We currently have vacancies on the committee for an Insecure Contracts Staff Officer, Equality Officer, Health & Safety Officer, and two further Ordinary Members – please get in touch if you are interested in taking on one of these roles!

Thank you to outgoing committee members Charlie Ellis, Graham Van Goffrier, Tsvetelina Hristova, John Langley and Becki Nash for their service.

Changes to Local Subscription Rates

Branch discussed a proposal to change local subscription rates from 1 September 2025 to protect the financial position of the branch and to reduce the cost of UCU membership for our lowest-paid members. The proposal was approved, with members voting as set out below. The new rates were confirmed in our Friday email to members of 20 June 2025.

For: 36
Against: 0
Abstain: 4
Proposal carried.

Local Disputes Update

Members were updated on work to resolve our two local disputes. Members were presented with a proposed joint statement (prepared by the University and UCU), and were invited to approve it and to suspend the disputes, so that progress could continue, as set out in the timetable in the joint statement. We voted on the two disputes (and associated sections of the joint statement) separately, as follows:

Do you accept the statement (bullet points 1-4) and wish to suspend the Modernising the Governance dispute?

For: 35
Against: 0
Abstain: 1
Proposal carried.

Do you accept the statement (bullet point 5) and wish to suspend the MAB-related grievances dispute?

For: 27
Against: 0
Abstain: 7
Proposal carried.

Motions Passed

1. Solidarity with Unite Southampton University Branch

Branch notes the ongoing dispute between the University of Southampton and the Unite Southampton University Branch over proposed changes to terms and conditions of staff in Engineering and Infrastructure (part of Estates and Facilities). Branch expresses its solidarity with Unite members, encourages the university to reach a negotiated resolution with Unite, and authorises the Executive Committee to make a payment of up to £300 to the Unite branch’s local strike fund, should their members take industrial action.

For: 35
Against: 0
Abstain: 0
Motion carried unanimously.

2. Donations to Palestinian Causes

Southampton UCU Branch resolves:

1. To donate £300 from branch funds to the Friends of Birzeit University (https://fobzu.org/donate/), and to invite members to consider making a personal donation if they can afford to do so.
2. To donate £300 from branch funds to Medical Aid for Palestinians (MAP) (https://www.map.org.uk/), and to invite members to consider making a personal donation if they can afford to do so.

For: 35
Against: 0
Abstain: 1
Motion carried.

3. Solidarity with Harvard University and other US Universities

Branch regrets that there was insufficient time to debate Congress 2025 motion L4 ‘Condemn Trump’s assault on free speech and academic freedom at Harvard University and other US universities’; it was remitted to the NEC. We believe that, if debated, the motion would have received wide support and call on the NEC to implement its resolutions.

For: 34
Against: 0
Abstain: 2
Motion carried.

4. 2025 HESC Motion HE14 and Secretary of State Dispute

Branch notes:

1. HE14 ‘Trade union dispute with Secretary of State for Education over funding’ overwhelmingly passed at the UCU Higher Education Sector conference.
2. HE14 included a reference to legal advice that shows the viability of a trade dispute with the Secretary of State over the funding of HE.
3. HE14 resolves to open a trade dispute with the Secretary of State for Education over HE funding; to coordinate with other HE unions and students to build wide support for the dispute; and to campaign to build awareness and support for the dispute, highlighting the direct link between sector funding, employment conditions and student experience.

Branch believes:

1. HE14 was successful because it is the result of a long-term, democratic, rank-and-file campaign organised by workers in higher education.
2. In order to make HE14 a reality in the union, rank-and-file members need to continue campaigning.
3. A well-organised dispute at the national level is necessary to challenge the systemic erosion of working conditions across the sector.
4. Collective action from all university unions is required to compel the government to reform the funding model.

Branch resolves:

1. To organise an open general meeting with other campus unions to discuss HE14 and the strategy next term.
2. To contact the local student union and other student groups to discuss the campaign and funding model.
3. To contact the local MP to discuss the dispute, calling on them to raise the issue with the Secretary of State for Education.
4. To contact the local press to discuss the dispute and the impact on the local community of cuts and redundancies.
5. To call on the UCU general secretary to work with other higher education unions to establish a democratic ‘Higher Education Workers Conference’ to plan the next steps in the dispute.
6. To write to HEC to ask for regular updates on opening a trade dispute with the Secretary of State for Education over HE funding.

For: 32
Against: 0
Abstain: 3
Motion carried.

We are UCU, Unite and UNISON local branch lay officers and representatives who support union members at all levels and in all areas of the University of Southampton.

We unequivocally support the rights of trans, non-binary, intersex and gender-nonconforming people, and believe that the best way to protect everyone’s rights is to protect everyone’s rights: an injury to one is an injury to all. We support the right to self-identification, and we support full inclusion in the workplace. We reject the divisive notion that trans rights and women’s rights are in conflict – rather, as is increasingly clear from events in other countries, we rise or fall together. The Supreme Court Judgment in For Women Scotland v The Scottish Ministers (16 April 2025), concerning the definition of ‘sex’ in the Equality Act 2010, reaffirmed trans people’s rights to protection from discrimination and harassment, but also threatens the broader rights, dignity and inclusion of trans, non-binary, intersex and gender-nonconforming people. We are dismayed that the UK Government appears to be prepared to allow this erosion of rights, rather than to legislate to avoid it.

In 2015, ILGA-Europe (the European region of the International Lesbian, Gay, Bisexual, Trans and Intersex Association) ranked the UK 1st in Europe for LGBTQ+ rights, with a score of 86.00%; in the most recent ranking, released 14 May 2025, the UK now stands at 22nd place, with a score of just 45.65%. This steep decline in LGBTQ+ rights in the UK should be a source of great national shame.

For many years, trade unions have been at the forefront of the fight for LGBTQ+ rights in employment and wider society, and we will be advocating within our unions for this to continue and intensify. Further, we call on the senior leadership of the University of Southampton to continue to do as much as possible (within the law, including considering legal action and lobbying for changes to the law) to protect trans, non-binary, intersex and gender-nonconforming staff and students, to limit as far as possible any detrimental action taken to comply with guidance that emerges following the Supreme Court Judgment, to mitigate any negative impacts, and to consult fully with trade unions, the Southampton University Students’ Union, and LGBTQ+ staff and student groups before taking any action. Finally, there should be no changes to provisions or practices until the Equality Act 2010 Statutory Codes of Practice have been updated and approved by Parliament, and full consideration must be given to other key legislation, such as the Workplace (Health, Safety and Welfare) Regulations 1992, the Gender Recognition Act 2004, and the Data Protection Act 2018.

If any union member requires support for these issues, or any other matter, please get in touch with your branch in the usual way.

University of Southampton UCU Branch Executive Committee
Unite Southampton University Branch Committee
UNISON Southampton District Branch, University of Southampton Executive Committee

Our e-consultation on the University’s ‘Transforming the Academic Year’ project opened late on 15 May and closed at 12 noon on 21 May.

The University is considering three options, which members were asked to rank in order of preference:

• Option 1: No changes to the academic year, but workload peaks will be addressed ‘through changes to process, practices, systems and behaviours’.
• Option 2a: 12-week teaching semesters retained, but earlier start to the academic year, shorter Easter ‘break’, and the addition of an intensive marking week for staff/short break for students between Semester 1 and Semester 2.
• Option 2b: Number of Semester 1 and Semester 2 teaching weeks reduced to 11, shorter Easter ‘break’, and the addition of an intensive marking week for staff/short break for students between Semester 1 and Semester 2.

We received 76 responses, which, while low, exceeds the quoracy requirements for branch votes. The results were as follows:

Option 2b is therefore the preferred option of those members that voted, securing an absolute majority of all 1st-preference votes. Option 2a was the least-favoured option, with fewest 1st-preference and most 3rd-preference votes.

Thank you to everyone who took part, and thank you to the Regional Office for organising the vote at short notice.

We held a General Meeting at 1-2pm on Thursday 15th May 2025. The Branch President gave a brief local update, which included welcoming the new Branch Administrator and Organiser, Laura O’Brien, summarising the information shared with us so far about the NousCubane benchmarking exercise the University recently undertook, and reporting on the progress of negotiations in our two local disputes. We then moved on to the formal business outlined below.

Review of the Academic Year

The University is consulting on possible changes to the academic year (details here). We discussed the various proposals, and took an informal indicative vote, which revealed that a majority of members present favoured Option 2b. As we discussed in the meeting, the branch will hold a formal e-consultation of members, to ensure that as many as possible have a say. Note that the results of this e-consultation will supersede the informal indicative vote held in today’s meeting, which was intended as a ‘backup’ in case the e-consultation could not be launched in time.

UPDATE: The e-consultation has now launched and will remain open until 12 noon on Wednesday 21st May – check your MyUCU-registered contact email for a message from ‘yoursay@ucu.org.uk’. In this consultation, you will be asked to rate the three options (1, 2a and 2b) in order of preference, from 1, for your preferred option, to 3, for your least preferred option.

Policies and Procedures

The University is intending to ask the branch to ratify three policies and procedures at the forthcoming JJNC and UCU JNC meetings on 22nd May. Members instructed the branch executive as follows:

• To approve the University’s proposed new Volunteering Leave Policy (for 35, against 0, abstain 4).
• To approve the University’s proposed new Student Complaints and Employee Disciplinary Interaction Process (for 33, against 0, abstain 7). This process, and associated changes to Regulations Governing Student Complaints, directly responds to concerns raised by the branch – see Motion 2 from our GM of 19th November 2024).
• To approve the University’s revised Code of Practice on Freedom of Speech and Academic Freedom (for 11, against 2, abstain 25).

2025 UCU Congress/Sector Conference Motions

We discussed the Second Report of the Congress Business Committee, which contains motions that are expected to be voted on at UCU Congress/Sector Conference, 24th-26th May 2025. The Executive Committee highlighted Motions 52 (p. 31), 72 (p. 41), HE6 (p. 66) and HE14 (p. 70) as ones that members may have views on. If you have opinions on any motion that you would like to share with the voting delegates who will be representing us at Congress, please send them to ucu@soton.ac.uk by no later than 9am on 22nd May, so that we have time to pass them on.

Motions

The following motion was overwhelmingly passed by members.

Motion: Southampton UCU’s Commitment to Trans Rights

The branch notes:

• That the UK Supreme Court ruling from 16 April declares sex in the Equality Act 2010 refers to sex assigned at birth.
• That the Equality and Human Rights Commission issued guidance on 25 April that states people must use single-sex spaces according to sex assigned at birth, reflecting earlier comments by the Secretary of State for Education and Minister for Women and Equalities, Bridget Phillipson.
• That the EHRC guidance has no provision for intersex people, and is worded such that trans people could be excluded from single-sex facilities altogether.

The branch believes that the interim guidance:

• Undermines the basic human rights and dignity of trans, intersex, non-binary and gender non-conforming staff and students, including their right to privacy and to be free of harassment and discrimination.
• Contradicts current policy and practice at most post-16 institutions, including UoS, which allow all staff and students to use the gendered spaces appropriate to them (see the branch-ratified Inclusion and Respectful Behaviour policy).
• Encourages enforcement that would amount to harassment, given that a person’s sex assigned at birth and/or transition status are confidential medical information.
• Also threatens dignity at work for cis people, particularly cis women, due to its reliance on subjective assessments of gender presentation.

The branch resolves to:

• Call on the University of Southampton to maintain its existing, trans-inclusive Inclusion and Respectful Behaviour policy and to reiterate this policy to all staff and students.
• Ensure that we are consulted on any changes to policy, in line with our recognition agreement.
• Call on members to vote against ratifying any changes to policy that might weaken or dilute trans people’s right to use single-sex spaces that align with their gender identity.

For: 31
Against: 2
Abstain: 4

Motion carried.

During November and December 2024, we invited local UCU members to complete an online survey to give the branch feedback on their concerns and priorities, and what we could do to increase engagement. You can find a report on the results below (embedded document and download link), which also includes some of the actions that we have taken/will be taking in response. Thank you to everyone who took time to complete the survey.

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We held a General Meeting at 1-2pm on 11th February 2025. After the approval of the minutes of the 19th November 2024 General Meeting and 17th December 2024 Extraordinary General Meeting, and local update from the Branch President, the following business was conducted.

University Policies, Procedures and Proposals

• By general consensus, members approved minor changes to the previously ratified Career Pathways.
• Branch gave further instruction to the Executive Committee with respect to the Whistleblowing Policy.
• Branch gave instructions to the Executive Committee with respect to the proposed changes to Engineering & Infrastructure terms and conditions.

Motions

Branch passed the following motions.

Motion 1: Solidarity with HE and FE Branches

Branch expresses its deep concern at the growing number of job losses being announced at universities and colleges across the country, and expresses its solidarity with all trade union members who are facing redundancy, pay cuts and detrimental changes to their terms and conditions.

Branch resolves:

1. To instruct the Branch Executive Committee to write, on behalf of members, to Southampton’s three MPs, to express our concern about the situation, and to ask them to do all they can to advocate for improved HE and FE funding, to protect both the global reputation of UK education and the jobs of hard-working university and college staff.
2. To instruct the Branch Executive Committee to write to the Vice-Chancellor and Chair of Council, calling on UEB and Council to continue to do all in their power to protect the jobs of staff at the University of Southampton and beyond.
3. To authorise the Branch Executive Committee to make payments from the Branch’s general funds to the strike funds of UCU branches who take industrial action to protect their members, at the discretion of the Executive Committee, but prioritising branches in the Southern Region, up to a total of £1,000.

For: 47
Against: 0
Abstain: 2

Motion carried.

Motion 2: Jerusalem Declaration on Antisemitism

Branch notes:

1. The adoption of the International Holocaust Remembrance Alliance (IHRA) Working Definition of Antisemitism by the University of Southampton on 11 November 2020, following intense pressure placed on universities by then Education Secretary, Gavin Williamson.
2. That the 2021 Annual Congress expressed concerns, and resolved (‘f’ and ‘g’) to call on branches to press for the adoption of the Jerusalem Declaration on Antisemitism (JDA) ‘as an alternative or supplement to’ the IHRA Working Definition.
3. The request of this branch’s negotiators, at an E-JJNC meeting with management on 23 July 2024, that the University of Southampton adopts the JDA.

Branch believes:

1. That antisemitism and Islamophobia are unacceptable and should be challenged.
2. That the JDA is a valuable resource for defining and combatting antisemitism.

Branch resolves:

1. To call on the University of Southampton to adopt immediately the JDA Definition of antisemitism, as an alternative or supplement to the IHRA Definition.

For: 42
Against: 2
Abstain: 5

Motion carried.

Motion 3: Israeli Arms Divestment Letter to USS

Branch notes:

• Resolves 1(c) in the motion passed by members on 10 May 2024.
• That the national position of UCU is to press for the USS pension scheme to fully divest from holdings directly or indirectly linked to Israeli’s military actions or occupation (most recently expressed in Motion 33, resolves iv, first bullet, at the 2024 Annual Congress).

Branch resolves:

• To instruct the Branch President to write to the Chair of the USS Trustee Board, to call on USS to fully divest from holdings directly or indirectly linked to Israel’s military actions or occupation.

[A draft letter was shared at the meeting, and is being revised in light of feedback received.]

For: 26
Against: 9 
Abstain: 10

Motion carried.

We held a General Meeting at 1-2pm on 19th November 2024. After the approval of previous minutes and a local update from the Branch President, the following business was considered.

Policies and Procedures

We discussed a number of proposed University policies/procedures that the branch will be asked to ratify at the forthcoming JJNC and JNC meetings with management on 28th November. Members voted as follows:

• To approve the proposed Dispute Resolution Procedure. For: 58. Against: 0. Abstain: 2. Carried.
• To authorise the Executive Committee to take a decision on the proposed Career Pathways, pending further clarification from the University. For: 49. Against: 0. Abstain: 5. Carried.*
• To approve the proposed Whistleblowing Policy. For: 2. Against: 49. Abstain: 0. Failed. 
• To approve the proposed Sabbatical Policy. For: 10. Against: 8. Abstain: 35. Carried.** 
• To approve the proposed Flexible Working Policy. For: 52. Against: 0. Abstain: 1. Carried. 

* Since the GM, the University has confirmed that the ‘placeholder text’ in some of the TAE sections will be removed, and the trade unions will be consulted if further amendments are needed.

** Following the GM, the Exec. has secured the requested reassurance that an unsuccessful sabbatical application does not reset the clock on eligibility to apply, and the policy wording has been modified to make this explicit. Further, we have secured a strengthening of the wording (‘may’ changed to ‘should’) in Section 9.1. of the policy, relating to disrupted sabbaticals.

Branch Rule Change and Changes to the Executive Committee

Members voted in favour of a local rule change to rename the ‘Black Members’ Officer’ to ‘Officer for Members of Colour’, proposed by Shmma Quraishe. This proposal passed by the required 2/3 majority, with 52 votes in favour, 0 votes against, and 4 abstentions. This change now needs to be approved by UCU headquarters.

Working on the assumption that the rule change will be accepted, branch voted overwhelmingly to co-opt Shmma Quraishe to the position of Officer for Members of Colour, and Hannah Fair to the Ordinary Member position vacated by Shmma. (These co-options will be confirmed once we know that the rule change has been accepted by UCU headquarters.)

Motions

Members voted on the two motions given below, which were tabled by the Branch Executive Committee. Both motions passed overwhelmingly, and will now be raised at the forthcoming JJNC and JNC meetings with management on 28th November.

1. Ban New Staff-Student Sexual and Romantic Relationships

Branch notes:

• The proposals from the OfS on regulating harassment and sexual misconduct in England; and
• Research showing that most students – particularly women – are not comfortable with romantic and sexual staff-student relationships.

Branch believes:

• That UCU should support policy-making that will prevent abuses of power by higher education staff; and
• That an evidence-based approach to preventing sexual misconduct reasonably involves action on regulating staff-student sexual and romantic relationships, as well as establishing professional boundaries more widely.

Branch resolves:

• To call for a ban of the formation of new sexual and romantic relationships between staff and students, where there is a teaching, assessment or pastoral component to that relationship.

For: 42
Against: 1
Abstentions: 7 

Motion carried.

2. Handling of Student Complaints of Staff Misconduct

Branch notes:

1. That at the University of Southampton, complaints raised by students about staff misconduct are considered under the Student Complaints Policy (s. 3.1c). Outcomes are reported to the student, and any ‘upheld’ complaints may be referred to the staff Disciplinary Procedure for further action.
2. That the OIAHE’s ‘Good Practice Framework’ instead recommends that ‘a complaint about alleged misconduct of a member of staff […] should normally be handled under an HR procedure’ (s. 125), that it should be ‘referred [at the outset] to the provider’s staff disciplinary process’, and that ‘[t]he outcome of the process will normally be confidential to the staff member’ (Disciplinary Procedures, s. 108 and Case Study 8).
3. That staff are afforded important protections by the Acas Code of Practice on disciplinary and grievance procedures, but that while these are incorporated into the Disciplinary Procedure, several key protections are absent from the Student Complaints Policy, including the respondent’s right to see and challenge evidence in a Hearing before a decision is taken, and the right of the respondent to appeal a decision.
4. That some student complaints about staff misconduct have been ‘upheld’ under the Student Complaints Policy, but subsequently ‘not upheld’ once the respondent had a meaningful opportunity to challenge evidence and present a defence in a Disciplinary Hearing. In such cases, there is no mechanism for the earlier decision to be rescinded.
5. That our 1973 recognition agreement commits the University to ‘consult and negotiate’ with us on matters relating to ‘conditions of service’, yet the Student Complaints Policy is not one on which we are typically consulted.

Branch believes:

1. That students have a right to complain about staff misconduct.
2. That student allegations of staff misconduct should be investigated in a manner that respects the rights afforded to staff by the Acas Code of Practice.
3. That student allegations of staff misconduct should be referred to the staff Disciplinary Procedure at the outset, and that outcomes should normally remain confidential to the member of staff, in accordance with the OIAHE’s recommendations.
4. That while some staff may find the title ‘Disciplinary Procedure’ more alarming than ‘Student Complaints Policy’, the former is nevertheless the most appropriate process to follow to ensure that their rights are protected when they are respondents to misconduct allegations.
5. That the referral of a student complaint to the staff Disciplinary Procedure should not automatically require an investigation or hearing, and that the University should avoid unnecessarily escalating complaints to the formal part of the Disciplinary Procedure.

Branch resolves:

1. To call on the University to enter negotiations with UCU on the handling of student complaints of staff misconduct.
2. To call on the University to implement the recommendations of the OIAHE ‘Good Practice Framework’ regarding complaints about staff misconduct.

For: 43
Against: 0
Abstentions: 2  

Motion carried.

Thank you to everyone who came.

[Post updated 27/11/2024]