Dear Member,

Many thanks to all those who have attended the Branch Meeting yesterday and who have contributed to the ongoing negotiations to date and or communicated with me on this process.

The Slide Presentation and the Branch endorsed framework for further negotiations are at


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the framework for ongoing negotiations is also copied below.

The Proposal Package for Continued Negotiation


Gross salary 29% On costs 12 months 11 months 10 Months
10% reduction £27,000 to £30,046 and 20% above 8,032,271 2,329,359 10,361,629 9,498,160 8,634,691


This option would operate alongside the recognition and pausing, for a maximum of one year or 11 months, but not 

cancellation of:


pay awards


contribution points





Additionally in the cases of:


Increments– these would be cancelled for 20/21 


contribution points– these would be recognised in 20/21 for starting and payment n 21/22


promotions– staff would have the option of applying in 20/21 to be actioned and paid in 21/22 or alternatively applying beyond or later than 20/21 for start and payment in 21/22


The (above)proposal package for continued negotiation is, we believe, both consistent and best fit with the spirit and details of the 7 jointly agreed principles, with the, independently agreed UCU CCCU Principles and with the agreed UCU CCCU negotiating points as of June 15


All financial details will be subject to independent scrutiny


The budget 2020-21 will be reviewed in October 2020 and at six months with a view to assessing the achievement of the saving goals and the earliest termination of short time working


It is now very important that your questions and comments around the ongoing negotiation framework which has not as yet been fleshed out finalised or finally agreed – and which in its final developed form will go to Branch for agreement – are communicated to UCU CCCU and to SMT to facilitate any changes, the fleshing out of the document and the consideration of the very important details.


UCU CCCU have asked for further and extended modelling of thresholds and bandings for short term working.


UCU CCCU representatives will be considering issues around Equality and Diversity and Health and Safety.


UCU Regional Officers will also be considering the framework in the context of national UCU leadership policy advice and guidance.


We urgently need you to send us (members of UCU and non-members) your questions and concerns for collation and communication to SMT.




Additionally the VC has also offered to field questions directed to him on the SMT’s position




Please feel free to communicate / forward this email to non-union colleagues.


Non members please consider joining UCU to support our University and its communities and to make your voice heard.



UCU – Home

UCU is the largest trade union and professional association for academics, lecturers, trainers, researchers and academic-related staff working in further and higher education throughout the UK.



Best Wishes,


Bryan Hawkins





Branch Update 11/6/20

Dear Members,


Many thanks to all those of you who have been attending the now fortnightly and lively Tuesday Branch Meetings and to those who have been contacting us with comments views and questions. In fact to all of you who find the time and commitment to follow these newsletters and UCU communications !


As you will have seen from the all staff communication yesterday of the SMT / UCU CCCU Joint Statement endorsed at UCU CCCU Branch this week we are at a crucial stage for our Union nationally and locally and for our  University and the future of Higher Education. 


We are making a difference and the work of individuals is vital. We will keep you informed of the negotiations with SMT as they develop and through the negotiating points (see below) which will be regularly updated and which we very much want members to contribute to, to add to and to comment upon. We need to know in order to represent you fully. These matters will also be discussed at Branch meetings. 


Our local negotiations will follow UCU policies and the recently announced  National UCU Fund the Future Campaign will remain central whilst we continue to ensure the viability and sustainability of our University and Higher Education within and beyond the Government’s current refusal to substantially financially support Universities at this difficult time. 


Please send your comments and contributions to the developing negotiation points (below) and other issues to Bryan Hawkins.        


The Joint statement has drawn on the work done in Exec and Branch and as supported by members contributions to draw together a set of principles that can inform and support all negotiations and interactions. These UCU CCCU principles are not overwritten by the Joint Statement rather they have underpinned it and formed its content.


SMT are listening to us and we are inside the negotiations on the future of our University.


Please continue to refer to the UCU CCCU principles (see below) and to contact us if you need support in relation to any negotiations discussions or situations you are involved in.


UCU CCCU are currently negotiating strongly in relation to holiday carry over and workload . Members and staff are experiencing difficulties in getting their statutory contracted holiday allocations. Inappropriate demands are being made by some managers. Workloads and holidays are very important issues and are Health and Safety issues in relation to staff Well Being. Do not suffer inappropriate demands or loose vital holiday and recuperation time.


Expect updates from us and all staff announcements soon.


In the meantime any staff unable to negotiate their holiday allocations or with workload issues should contact Bryan Hawkins or Chris Biela for support.


We have scrutinised the FAH FEd Merger Implementation Plan which has now been published. We continue to negotiate hard to avoid redundancies, to maintain EVR and to monitor the review process and to represent our members and staff please contact Antonio Sama with your views on the Implementation Plan and Review Process.


This is the time for us to work together for the future of our University and its communities. We need to strengthen the voice of our union and staff at CCCU.  Encourage colleagues to join UCU (search UCU and you/they are a few clicks away from membership).


Come along to Branch Teams meetings and contact us to offer your views, support and to help us represent you.


With All Best Wishes,


Bryan Hawkins








UCU CCCU will continue to seek to work creatively with SMT and the governance of CCCU for the benefit of staff, students and the communities of our University and the communities that our University serves seeking representation and a voice at all levels of CCCU decision-making and for all its communities .


UCU CCCU will work creatively, positively and in an open manner through problem solving and collectively agreed processes wherever possible.


UCU CCCU will follow UCU National policies prioritising avoidance of redundancies and the importance of the Heath, Safety and Well Being of all staff students and the communities of CCCU (see UCU five tests below).


UCU CCCU will enter into negotiations and expect to be involved and to contribute positively to the decision making processes of CCCU  including those concerning the financial viability and sustainability of the University.


UCU CCCU consider viability – the financial health of the University to be directly linked to and inseparable from sustainability  – the avoidance of financial short-termism through a positive commitment to the medium and long term maintenance of the University’s ability to meet the needs of its communities and to thrive.


UCU Five Tests

  1. Low national and local numbers of Covid-19 cases.
  2. A national plan for social distancing
  3. A comprehensive, clear and effective testing regime
  4. A whole [University] strategy for health and safety
  5. Protection for the vulnerable.




UCU CCCU Negotiating Points Re Joint Statement as of JUNE 10th 


Financial Transparency of any process assured and an objective ongoing monitoring process agreed.


Non pay costs, capital spend and income from sale of capital estate prioritised for savings


Commitment to avoiding redundancies maintained


Commitment to avoiding short term working


Commitment to protecting staff Heath and Well-Being


Pre-Covid and post-Covid deficits considered independently



Any consideration of action on staff costs must:


recognise Equalities and Diversity Issues 


be calculated in relation to an objective and ongoing, monitored Covid 19 20/21 Projection of costs


conform to National UCU policies and UCU / Employers  GINCHes conventions


have a mechanism for considering hardship and appeals based on individual contexts


recognise the need for a safety net 


prioritise deferment over cancellation


be focused on staff with permanent contracts 


 emphasise support for precarious workers and sessional and low paid workers


recognise pay differentials at high and low ends of salary scale and emphasise protection of the lowest paid   











Joint Statement between the University SMT and Universities and Colleges Union – CCCU

1. Introduction

SMT-CCCU and UCU CCCU acknowledge that:

a) Universities in the UK have been challenged in recent years by the demographic decline in 18-year olds as well as Brexit.

b) Covid-19 pandemic is causing all UK universities to face considerable financial, organisational and human challenges in 2019/20 and 2020/21 which are unprecedented.

c) Urgent and collaborative actions are needed to ensure that a credible, viable and sustainable – for the University and its communities – budget is prepared and maintained for the Academic Year starting 1 August 2020.

d) The principles that will lead our actions, negotiations will be based on a commitment to a collaborative problem-solving approach as the uncertainties of the current emergency unfold in, and beyond, the academic year 20/21.

2. Principles

In joint working we will:

a) emphasise the University mission and values set out in the Strategic Framework 2015-2022 and local and national UCU policies as represented by UCU principles and the set of joint principles agreed by UCEA and the five HE trade unions for working safely on campus during the Covid-19 pandemic .

b) continue to seek to work creatively, positively, in an open manner and with collectively agreed processes, wherever possible, for the benefit of staff, students and the communities that our University serves.

c) uphold the importance of the health, safety and wellbeing of all staff, students and communities of the University as paramount.

d) in reviewing staff costs we will seek to avoid compulsory redundancies.

e) maintain the financial viability and the ongoing sustainability and success of the University through positive commitments to the communities of the University and to medium and long term planning in these areas.

f) ensure our decision making considers an assessment of equality impact to ensure  equity and fairness.

g) Prioritise resourcing of teaching, learning and student support to ensure a safe positive learning experience for all CCCU students.

Rama Thirunamachandran,          Bryan Hawkins

Vice-Chancellor,                             Chair UCU-CCCU

important joint trade union document on working safely on campus

Dear Members,

This is an important joint trade union document on working safely on campus.

Principles for working safely on campus during the Covid-19 pandemic

The next branch meeting will be next Tuesday 9th June at 2pm, where this doc will be discussed. If you wish to add anything to the agenda please email Bryan.hawkins@canterbury.ac.uk.
Collaborate link details to follow later.

Best wishes,

UCU CCCU Branch Exec