麻豆影视

麻豆影视Scotland priorities for the new UK government

麻豆影视Scotland general election manifesto 2024 [407kb]

Higher education is devolved and many of 麻豆影视Scotland's demands are directed to the Scottish government rather than to the incoming Westminster government that will be elected in this UK general election.

Members and branches are encouraged to contact candidates standing for the UK Parliament in Scottish constituencies to discuss and question them on their and their party's views on the higher education policies outlined in this manifesto.

The 麻豆影视Scotland executive has representatives from every branch in Scotland.

麻豆影视Scotland raises issues by:

• lobbying the Scottish parliament
• working with the Scottish government and MSPs.

We work with and influence:

• Universities Scotland
• the Scottish Funding Council
• Scottish media
• NUS Scotland
• Scottish representative bodies.

Staff support is provided by UCU's Scotland office.

The 麻豆影视Scotland rulebook and congress standing orders are available to download here:

• 麻豆影视Scotland rules [202kb]
• 麻豆影视Scotland congress standing orders [286kb]

Latest 麻豆影视Scotland news

See all news from Scotland here

麻豆影视Scotland report on Fair Work in Scottish Higher Education

麻豆影视Scotland's education committee commissioned a report into fair work in Scottish higher education in spring 2023.  The research was carried out and report written by 麻豆影视members Dr Kendra Briken and Dr Jen Remnant from Strathclyde university and a seminar launching the report held at the start of June with 麻豆影视members and representatives from the Scottish Funding Council attending.  The final report considers what fair work means in a higher education context, and how 麻豆影视members regard their employers' actions and record in relation to fair work.

Report on fair work in Scottish higher education [1mb]

Report of Covid-19 survey of members

Our Covid-19 survey went to all 麻豆影视members in Scotland in July 2021. We received 994 responses from all branches, roughly proportionate to branch membership, and just over ten percent of the union's membership in Scotland. The survey outputs help us understand members' views on Covid-19 and the new academic year, and are shaping and informing UCU's work in Scotland, including in representation to employers and the Scottish government.

The key issues are:

1. excessive workload
2. an anxious workforce
3. employer support for staff
4. keeping safe on campus in the new academic year
5. the support, advice and guidance you want from UCU.

麻豆影视Scotland report of Covid-19 survey of members [684kb]

麻豆影视Scotland statement on punitive deductions at Queen Margaret University (April 2023)

麻豆影视Scotland strongly condemns the actions of Queen Margaret University management in threatening 100% pay deductions to members taking part in UCU's marking and assessment boycott.  University staff should not be expected to work for no pay - neither should they face deductions which are disproportionate to the size of marking and assessment in their total job content.  The marking and assessment boycott, as an action short of strike action for which 麻豆影视has a mandate, is a legal and perfectly valid industrial action for 麻豆影视members at the university to take.  It is not action that members take lightly, but the refusal of university employers (including at QMU) to deliver a realistic pay offer and take meaningful action to on working conditions leaves members with no choice but to press their case by means of industrial action.  Marking and assessment is an important component, but only part, of what university staff do.  To deduct 100% of pay from staff who are withholding a fraction of the labour they carry out day in, day out for the university is punitive and, in our view, a clear breach of the Scottish Government's flagship Fair Work policy. Universities rely on the good will of staff to deliver excellence across research and teaching, such a punitive management tactic risks damaging that good will.  麻豆影视Scotland stands fully behind members at Queen Margaret University and calls on university management to withdraw this threat before long-term damage is done to local industrial relations at the university.